1. finance
2. accounting and auditing

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Version Control
Author
Reviewer
Version
Date
0.1
1st April 2015
Padmini Vinay
HR Management
Head HR
0.2
12th May 2015
Padmini Vinay
HR Management
Head HR
Sandeepa K
HR Management
Head HR
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Approver
Notes
First version
of the
document
POSH – Policy
update
Introduction
of EAP Policy
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EMPLOYEE HANDBOOK - 2015
INDEX
TOPICS
PAGE No.
Introduction ……………………………………….……………………………………………………….….….……………..…...…………..4
TLSU Vision, Mission, Goals……………………………………………………..………………….……….…….………………….......5
1.0 Recruitment & Selection …………………………………………….…………………………………….……....................6
1.1 Our Approach
6
1.2 Hiring Process
6
1.3 Equal Opportunities
7
1.4 References Check
7
1.5 Contractual Employees
7
1.6 Employee Referral Program
8
1.7 Joining Formalities
9
1.8 Probation
9
2.0 Terms of Employment ……………………………………..……………………………….……………………………..….……9
2.1 Changing Terms and Conditions
9
2.2 Pay Arrangements
9
2.3 Components of Compensation
10
2.4 Deductions from Salary
14
2.5 Working Hours & Holidays
14
2.6 Attendance and Leaves
15
2.7 Career Mobility and Transfer
19
3.0 Company Asset Policy……………………………………………………………………………………………………………….19
3.1 Mobile Phone Bill Reimbursement Policy
19
3.2 Data Card Reimbursement
19
3.3 Laptop/ Computer
20
4.0 Learning and Development…………………………………………………………………………………………..………….20
4.1 Induction
20
4.2 Functional Training
21
4.3 Soft Skills Training
21
5.0 Performance Management……………………………….…………………………………………..………………………….21
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6.0 Deferred Benefits……………………………………………………………………………………………………………………...22
6.1 Provident Fund
22
6.2 Gratuity
22
6.3 Medical Insurance
23
6.4 Personal Accident Insurance
26
7.0 Working Environment……………….………………………………………………………….……………….…………………..27
7.1 Employee Records
27
7.2 Dress Code
27
7.3 Gifts from External Bodies
27
7.4 Smoking At Work
27
7.5 Grievances
27
7.6 Disciplinary Matters
28
7.7 Employee Assistance Programme (EAP)
30
8.0 Rewards and Recognition……………………………………………………………………………………………………………32
8.1 Long Service Completion Award 5 & 10 Years
9.0 University Policies……………………………………………………………………………………………………………..…......32
9.1 Code of Professional Ethics
32
9.2 Policy on Harassment Free Workplace
33
9.3 Safety Guidelines for Women Employees at work place
36
9.4 Administration Security Policy
37
9.5 Visitors to TLSU
37
9.6 Business Travel (Domestic)
38
9.7 Teachers and their Responsibilities
39
10.0 Leaving the Company………………………………………………………………….…………………………………………...41
10.1 Notice Period
41
10.2 Cessation of Employment
42
10.3 Resignation
42
10.4 Retirement
42
10.5 Termination
42
10.6 Expiry of Contract Period
43
10.7 Return of Office Property
43
10.8 Lien on Service
43
10.9 Exit Interviews
43
10.10 Full and Final Settlement
44
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Introduction
Welcome to TeamLease Skills University, India’s first University focused on vocational education and
fully committed to TeamLease motto – “Putting India to Work”.
TeamLease Services Private Ltd. is India’s largest and foremost people supply chain and HR Services
Company. Established in 2002, TeamLease provides corporate clients a one stop solution for all their
staffing and HR requirements; offering a gamut of services. Over the last decade, TeamLease has
emerged as a preferred service partner to a majority of leading Indian and multi-national companies.
TeamLease has a national footprint with 92,000 deputed employees across more than 800 locations.
Over the last 10 years TeamLease has placed 1 person every 5 minutes but were able to place only 5% of
candidates who walked into TeamLease centers, raising serious questions on the quality of education
and employability - skills dearth amongst the youth. This called for innovation at the intersection of 3E’s
namely, Education – Employability – Employment.
TEAMLEASE SKILLS UNIVERSITY (TLSU):
As an answer to India’s twin problems of higher education and employment for large number of
students and lack of availability of skilled people across several industries, TeamLease is pleased to
announce the establishment of TeamLease Skills University, India’s first Vocational University, Vadodara
in Gujarat. TLSU will focus on vocational education with holistic curriculum, linked to the employment
framework to enable it to be self-healing.
The high growth in industries & other organizations in Gujarat as well as other parts of the country
requires skilled workforce with right technical and life-skills in large numbers. TLSU aims to provide
comprehensive curriculum to prepare the individuals who can contribute or serve the industry,
society and community as responsible citizens.
TeamLease Skills University is committed to excel in creating a great institution with the support of
our staff, students and our community. Our policies are aimed to be practical, meaningful and
positive ones complementing our core purpose.
We periodically review to issue new and revised policies incorporating useful practices and
requirements of the law. Such reviewed policies will continue to help improve the way we work
towards achieving our institutional goals.
Best Wishes
Managing Director
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Our Vision
“TeamLease Skills University will be forefront in workforce development, productivity and growth,
socioeconomic development and social harmony for the country and society.
Mission
It will achieve this by providing, through continuous commitment and innovation:



its students with well-rounded and relevant education, with employment at the heart of
academic offering; values, and technology at the heart of all operations; to enable them
academic mobility , personal and professional growth ,
its staff with opportunity to excel through initiative and commitment, and
the Society, industry and country with
o well rounded individuals and research and
o Consultancy services in its area of expertise.
Our goals are:
- Strong focus on students,
o All round academics and activities
o Multimode academic delivery and quality training
o Support for On-Job-Training and Placements
o Update curriculum to stay relevant
- Linkages with industry, government agencies and local community,
o Contribute positively to meet Society and Government agenda of education
o Grow roots locally in each community
- Strong orientation to outcome
o Jobs for the students
o Employers satisfied by students performance
o Consulting/advisory services by TLSU
- Emerge as the preferred brand for vocational education among students and industry
- Healthy workplace for all staff
- HR policies and practices which
a. Encourage performance, initiative and commitment,
b. Ensure employee satisfaction
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1.0 Recruitment & Selection
1.1 Our Approach
Our aim is to attract and employ applicants who are most suitable for the current and future needs of
TeamLease Skills University (TLSU).
We hope to establish TLSU as a quality employer attracting high quality applicants at all times and
ensure that the best applicant is hired.
To do this we are committed to:
 Ensure that all our recruitment and selection processes are carried out in accordance with
our “Equal Opportunities Policy”.
 Recruit internally wherever possible, either following career planning information or by
advertising internally. We will recruit externally if there are no suitable internal candidates.
 Use progressive, consistent, fair recruitment and selection methods.
 Continually help develop the skills and talents of our people and support internal job moves.
TLSU will also be governed by the UGC guidelines or any such other regulatory guidelines as per their
applicability to TLSU.
1.2 Hiring Process
Job Requisition:

The respective department HOD must draw up the latest job description and profile as per
UGC regulations or University guidelines wherever applicable. The HOD fills up the
Manpower Requisition which would then be forwarded to Registrar for validation and for
approval of Provost along with the updated job description.

Once approved the same is shared with HR to facilitate sourcing of the right candidate. HR
validates this against the approved Headcount plan shared by TLSU as approved by the Board
of Management.
Selection:
The selection of the candidates/panel of candidates will be done on approval of the
recommendations of the Selection Committee for Academic, Administration, Technical and Business
Development staff as applicable, to be constituted as per the provisions of the Statutes of the
University, by the competent authority. All candidates are to be selected on the following
parameters. This is in addition to UGC Regulations or University guidelines as applicable:
-
Functional knowledge / Technical skills, Attitude, Relevant Experience, Educational
background, Career focus, Communication skills, Personality
The HOD evaluates the candidate and takes him/her through assessments as applicable.
If the candidate clears all assessments/interviews and is found good to be hired, the candidate profile
is passed on to HR for HR Validation and Offer Roll out. The HR Validation would include
-
Internal Parity Check in terms of Compensation & Role, Education & Prior Experience
Validation, Adherence to the Hiring Process
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Offer Rollout:
The recommendations of the shortlisted candidates will be put up to authorities for approval.
An offer is made to the approved candidate and the soft copy of the Offer is e-mailed to the
candidate. The Candidate on receipt of the offer letter confirms his/her offer acceptance,
adherence to the policies and the date of joining mentioned on the Offer letter. The
candidate is expected to furnish all documents required at the time of joining as detailed in
the offer letter.
1.3 Equal Opportunities
In order to manage our people openly, honestly, fairly and develop a bond of trust we plan to adopt
the following measures:
 Ensure that at all times, in every aspect of employment, including recruitment, training and
development, everybody receives the same treatment without discrimination based on creed,
marital status, gender or religion.
 Implement procedures for effectively resolving any complaints relating to alleged discrimination.
 Ensure that all personnel and line managers responsible for making employment decisions
understand the essence of providing equal opportunities at work.
1.4 References Check
We will only employ individuals who meet our job requirements and have a proven track record
of achievement and reliability in their former jobs.
Make all offers of employment conditional upon the receipt of satisfactory references.
Ensure that references are held in complete confidentiality and are only revealed to an
employee if consent is gained in writing from the referee.
Conduct reference checks with consent of the employee and based on data furnished by
him/her.
Unsatisfactory references:
TLSU will initiate suitable action (including termination of employment) against anyone with
unsatisfactory references.
But this will be carried out ONLY after:
Assessing the facts given and questioning the reasons for the unsatisfactory reference.
Comparing these with the reasons for leaving given at the time of interview
Assessing the employee’s work performance and general attitude to date and determine
whether the comments made by the referee are likely to affect the current job being offered.
1.5 Contractual Employees
TLSU will require non-permanent staff for some of the work. E.g. TLSU may need services of visiting
faculty to supplement the core full time faculty.
Contractual employees will be covered by a different contract or agreement. The remuneration or
compensation will be defined in the agreement or contract letter.
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However, the visiting faculty or such contractual workers will also be expected to share our vision and
adhere to our Code of Conduct.
1.6 Employee Referral Program:
The objective of the program is to encourage employees to refer deserving and highly capable eligible
individuals for open positions at TLSU and thereby contribute to the growth and work environment at
TLSU. TLSU will reward employees making successful referrals.
Eligibility:
All active employees shall be eligible for a referral bonus if any individual they refer to TLSU is hired.
However the following policy shall not be applicable to the employees of the following groups:
 Human Resources Team
 Sourcing Team & Perm IT
 TeamLease/TLSU Leadership Team
 Respective Hiring HOD & All HODs
Procedure:
Recruitment team shall notify employees of vacant positions internally.
Employees to send in the referral’s CVs to [email protected] for the respective Job
Role as the subject line [Employees are required to check with the candidate whether they have
already applied to TLSU directly or through some other source to avoid duplication of profiles.]
Referrals to clearly mention or specify the employee’s name and E code at the interview stage and
while completing his/her joining formalities.
Referral Bonus and Payout:
Once the referral completes 3 months with TLSU, respective employee needs to follow up with HR
for referral payout. The employee should also still be an employee of TLSU (when the new
employee completes 3 months) to claim this amount.
The referral payout will be made only if the thread/chain/trail mail of the communication exists in the
[email protected] inbox.
Job Role
Incentive Amount (Rs)
Associate Professor, HOD, Deputy Registrar, Registrar,
Manager – Business Development
5,000
Assistant Professor, Assistant Registrar, Assistant Manager –
Business Development
4,000
Academic Associates, Lab Assistants, Sr. Executives, Executives
3,000
This policy will be amended periodically depending on market conditions for different categories of
roles.
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1.7 Joining Formalities
On joining the candidates are requested to furnish original of the following documents as applicable:
1. Proof for the date of birth (Birth Certificate, Election ID card, SSLC marks sheet, etc.).
2. Certificates of educational qualifications (including marks sheets from SSLC/SSC till the
highest qualification).
3. Relieving letter of all previous employments.
4. Documents showing the proof of the compensation last drawn (Salary slips of last 3 months)
5. Photo ID proof (PAN Card/Election ID card/Driving License/AADHAR Card, etc).
6. Three recent passport size photographs.
1.8 Probation
Employees of TLSU between work levels 1 to 7 will have a mandatory probation period for One year
from the date of joining and confirmation will be subject to satisfactory completion of the probation
period. TLSU reserves the right to extend the probation period by a further period up to one year.
The services shall be confirmed at the end of the probation period, unless extended in writing. During
the probation period the employment is terminable by either party by giving 15 days’ notice.
2.0 Terms of Employment
To ensure that TeamLease Skills University continues to be regarded as a quality institute who
attracts, motivates and retains the best people, we recognise the need to offer attractive and
competitive terms and conditions of employment that also fulfill our legal obligations.
We are committed to:
 Remain flexible and competitive by regularly reviewing our terms of employment within the
context of the changing market, legal requirements, terms and conditions offered by other
educational institutions/universities.
 Ensure that all changes to ‘terms and conditions’ are communicated.
 Operate fair procedures when faced with the need to change ‘terms and conditions’.
2.1 Change in terms and conditions
In a dynamic University change is inevitable. We want to ensure:
 We treat all our employees fairly if there is a need to change the ‘terms and conditions’ of
employment
 Any change would be in the best interest of the employees and TLSU.
2.2 Pay arrangements
We will ensure that the employee will be paid his/her salary on time. Salary will be credited to the
employee’s bank account within 7th of the subsequent month. Salary cheque shall be issued to the
new joinees only for the first month where the bank accounts are not allotted/furnished.
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For new joinees, salary cheque shall be issued for the first month only where the bank accounts are
not allotted/furnished. Subsequently, the employee has to provide bank account information. TLSU
may insist on employee opening bank account in designated bank/branch for administrative
convenience.
2.3 Components of compensation:
2.3.1 Academic Structure:
2.3.1 (i) Basic:
Nucleus of the compensation structure is a fixed component used as the base on which other
allowances or perquisites are fixed as a percentage. It is computed as 40% of Cost to Company.
2.3.1 (ii) House Rent Allowance
This is a fixed component of the salary calculated as 50% of the Basic for Metros and 40% of Basic for
Non-Metros.
Income Tax rebate may be claimed by the employees as per existing tax laws.
2.3.1 (iii) Academic Grade Pay (AGP)
This is a fixed component of the salary as per Grade and as specified by the UGC guidelines or any such
other regulatory guidelines as per their applicability to TLSU.
2.3.1 (iv) Transport Allowance
Employees (who are not provided with company vehicle and / or company transport) will be paid a
conveyance allowance of 3% of Basic+AGP+SA/DA
2.3.1 (v) Contribution to Provident Fund
 This is 12% of the Basic Salary.
 Employee contributes an equal amount of 12% of Basic salary.
Refer to deferred benefits for more details.
2.3.1 (vi) Special Allowances/DA
This is a fixed component of the salary calculated as 40% of Basic+AGP.
2.3.1 (vii) Flexi Allowance
Any unaccounted amount not opted for or claimed under any other component could be accounted
under Flexi Allowance. There is no restriction on the amount to be taken under this head.
2.3.1 (viii) Performance Based Variable Pay
This is a fixed component of the salary as per Grade and as specified by the UGC guidelines or any such
other regulatory guidelines as per their applicability to TLSU.
2.3.1 (ix) Medical Expense Reimbursement:
For minor ailments and treatments, the company provides medical expenses reimbursement within
the permissible limits. This can be used for treatment of dependent family members of the employee.
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The medical expense reimbursement also covers all domiciliary as well as hospitalization expenses,
which are not being covered under Mediclaim.
The amount towards medical expenses can be claimed from the month of joining. However, at no
point of time can the claim exceed the balance under the plan [including pro-rated amount up to the
previous month].
Medical expenses should be claimed through a medical claim voucher by supporting it with invoices /
receipts of medicines and other charges. Medical reimbursement is subject to income tax as per tax
rules (the present exemption limit under Income tax rules is Rs. 15000/- in a financial year - April to
March).
The reimbursement of medical expenses will be processed in accordance with the claims made by the
employee. Therefore employees may submit their claims pertaining to the previous year latest by the
end of January every year.
2.3.2 Administrative / Technical / Business Development Structure
2.3.2 (i) Basic:
Nucleus of the compensation structure is a fixed component used as the base on which other
allowances or perquisites are fixed as a percentage. It is computed as 40% of Cost to Company.
2.3.2 (ii) House Rent Allowance:
This is a fixed component of the salary calculated as 50% of the Basic for Metros and 40% of Basic for
Non-Metros.
Income Tax rebate may be claimed by the employees as per existing tax laws.
2.3.2 (iii) Conveyance Allowance
Employees (who are not provided with company vehicle and / or company transport) will be paid a
conveyance allowance of Rs.800/- per month as below:
 Employees with the HRA component greater than or equivalent to Rs.800 will be paid Rs 800/as conveyance allowance
 Employees with the HRA component lesser than Rs.800 will be paid Rs 500/- as conveyance
allowance
2.3.2 (iv) Contribution to Provident Fund
 This is 12% of the Basic Salary.
 Employee contributes an equal amount of 12% of Basic salary.
Refer to deferred benefits for more details.
2.3.2 (v) Special Allowances/ Work or Performance Allowance
Any unaccounted amount not opted for or claimed under any other component could be accounted
under Special, Work or Performance Allowance. There is no restriction on the amount to be taken under
this head.
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2.3.2 (vi) Medical Expense Reimbursement
For minor ailments and treatments, the company provides medical expenses reimbursement within
the permissible limits. This can be used for treatment of dependent family members of the employee.
The medical expense reimbursement also covers all domiciliary as well as hospitalization expenses,
which are not being covered under Mediclaim.
The amount towards medical expenses can be claimed from the month of joining. However, at no
point of time can the claim exceed the balance under the plan [including pro-rated amount up to the
previous month].
Medical expenses should be claimed through a medical claim voucher by supporting it with invoices /
receipts of medicines and other charges. Medical reimbursement is subject to income tax as per tax
rules (the present exemption limit under Income tax rules is Rs. 15000/- in a financial year - April to
March).
The reimbursement of medical expenses will be processed in accordance with the claims made by the
employee. Therefore employees may submit their claims pertaining to the previous year latest by the
end of January every year.
2.3.2 (vii) Leave Travel Allowance:
An employee can make an LTA claim based on the eligibility of LTA, as stated in the appointment
letter/salary revision letter. The amount allocated cannot be reviewed unless there is a salary revision.
For claiming LTA, a minimum of 4 consecutive days of leave is to be availed. The travel costs claimed
must be during this leave period.
All dependants’ (as defined by the IT Act) detail that travelled have to be provided.
As per the Income Tax Act, in a block of 4 years, an employee can claim exemption for 2 trips to any
place in India.
Provided:
o It is the shortest route end to end point (by any mode i.e. Air / Train / Bus)
o Airfare considered for LTA payment would be as per the national airline fares. This must be
supported along with the ticket and boarding pass.
o If an employee travels only once or does not travel at all during the block of 4 years ending 31st
December 2009, s/he can claim exemption for one additional trip in the first year of the next
block, starting January 1st2010.
o The LTA bills (for the travel undertaken prior to the end of the current block period) must be
submitted to HR by March 20th along with the IT proofs to claim tax exemption. Amount
claimed without the support of bills will be taxed accordingly and paid with April salary.
o For the purpose of reimbursement, an employee must provide the following proof of travel:
o Train ticket / bus ticket
o Copy of air ticket & boarding pass
o Self-declaration form duly filled up
Leave Travel Allowance affects every salaried employee. Given below are a few highlights on what to
expect.
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
You can get LTA only if you have applied for leave from your company and have actually
travelled. However, international travel is not valid. You must have travelled within the country.

The entire cost of the holiday is not covered. Only the travel costs are covered. So, whether you
fly, get on to a train or take public transport, you will have to show the ticket to claim your LTA.
This means you will need to keep your air, rail or public transport ticket. In case of air travel, you
will also have to provide your boarding pass.

If you travel by car/taxi, an LTA claim is permitted provided the amount does not exceed the
equivalent of I A/c train fare for the route. If you did not use public transport and resorted to
private transport like renting a car, get a bill issued by the rental company.

LTA covers travel for yourself and your family. Family, in this case, includes yourself, parents,
siblings dependent on you, spouse (even if your spouse is working) and children.

For children born after October 1, 1998, the exemption is restricted to only two surviving
children (unless, of course, one birth has resulted in multiple children like twins and triplets).

If your family travels without you, no LTA can be claimed. You have to make the trip, either by
yourself or, if claiming for your family, you should travel with them.

LTA is not related to when you started your employment. The government fixes blocks of years.
These blocks are not financial years (April 1 to March 31); they are calendar years (January 1 to
December 31).

The current block is not calculated with reference to the commencement of your employment
but it is predefined by law. The current block is 2014-17 i.e. 1st January 2014 to 31st December
2017. However, LTA claims for the current block need to be claimed by 20th March 2017.

During any block, a person is entitled to two LTA claims. Though you can claim two journeys in a
block of four years, you can claim the LTA benefit just once in a year. You cannot claim both the
journeys in one year. So, while a person can get an income tax exemption for two journeys in a
block of four calendar years, he can make a trip only once a year.

If you make two trips in a year, you lose one. One way out is to claim one and make your spouse
claim the other.

One LTA exemption can be brought forward and claimed in the first year of the next block
provided you have not used both during the previous block.

Let's say you do not take your LTA in 2010-13. Or that you use only one LTA. You will be able to
take the pending LTA in 2014. This means that, in the 2014-2017 blocks, you will be totally
entitled to three journeys.

If you switch jobs, you can get the LTA not only from your present organisation but also from
your former employer, if the concession is unutilised.
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
Assume that, in the 2010-13 block, you claimed LTA in 2011. In 2012, you switched jobs. You can
still claim your second journey with TeamLease. Of course, TeamLease will ask to look at your
earlier tax returns to see whether it has been claimed or not.

You must take the shortest route to your destination to be eligible for LTA.

If your LTA is not utilised, it gets added to your salary as Special Allowance and you will be taxed
on it.

For example: Let's say you and your spouse are both employed and both have LTA as part of the
salary package. Your LTA is Rs 20,000 and hers is Rs 20,000 too:
o
Both of you and your child go for a holiday. The tickets for the three of you amount to
Rs 15,000. You supply the tickets as part of your LTA claim and be eligible for a tax
deduction; the balance Rs 5,000 will be taxed. You can claim exemption only to the tune
of your expenditure.
o
If you claim this, your spouse will not be able to claim this same holiday from her
employer. His/ Her Rs 20,000 will be taxed. Unless, of course, you go for another holiday
and he/ she claims it.
o
Or, let's say, you spend Rs 30,000 on tickets but your LTA is just Rs 20,000. You can claim
up to Rs 20,000 and tell your spouse to claim his/ her ticket from his/ her employer.
2.4 Deductions from Salary:
Income Tax, Professional Tax, Employee’s and Company’s Contributions towards Provident Fund,
Employee’s State Insurance and all other statutory deductions, which may be applicable from time to
time will be deducted from the salary each month. The amounts deducted will be shown on the payslip.
2.5 Working Hours and Holidays
2.5 (i) Hours of Work
Hours of Work: 5 days a week from 8.30 am to 5.30 pm. However, the University may revise it, if so
required, on approval of the competent authority.
2.5(ii) Working during Holidays and Weekly-off days
Due to business exigencies, employees may be required to work on holidays or on weekly-off days.
Employees working on holidays / weekly-off days will be eligible for one day compensatory off.
However, working on holidays / weekly-off day should have prior consent of the Manager. The leave
system needs to be utilised for this purpose and Manager’s concurrence needs to be obtained for
availing the Compensatory-Off.
2.5(iii) Compensatory Off
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Employees who work on weekly offs and holidays are eligible to avail compensatory offs as per the
following procedure :
 Compensatory Offs can be availed on prior approval from the respective HOD/Supervisor.
 Compensatory Offs should be taken within 2 months from the non-working day/ holiday
worked
 Not more than 2 compensatory off days can be taken in a month.
 No monetary compensation will be provided for working on a holiday
2.6 Attendance and Leaves
TLSU may adopt a suitable attendance technology and system to record attendance. E.g. currently a
Bio-metric system is used under the control and supervision of the Administration Department. For
the purpose of calculation of holidays in the month, all weekly-off days and any Public holiday /
holidays falling on days between Mondays to Friday (both days inclusive) will be calculated as
holidays to be rostered for all employees.
It is mandatory that every employee marks his/her attendance upon arrival and exit on a daily basis
through the Attendance Bio-metric system installed at the University Campus. There shall be a 15
minutes ‘grace’ login period permissible to employees working in all shifts to support any
contingencies. However for every three days that an employee is late in a calendar month, a half day
leave will be deducted from the employee’s leave balance. The Leave deductions will be first towards
Sick/Casual leave and then towards Privilege Leaves. If the employee does not have leave credit, this
will be treated as loss of pay. Unless they are on approved tour or have gone for an official meeting
with prior permission/ approval by the reporting manager.
2.6 (i) Electronic Attendance and Time Recording System
Accurate reporting of attendance and working hours is a legal requirement. It is also an important
element of maintaining academic and administrative discipline required for proper and harmonious
functioning at TLSU and accurate accounting practice. Since payment of salary is dependent on this, it
is in the employee’s interest to ensure accurate recording of attendance and working hours by using
the Bio-metric device or the muster roll or any other attendance system used by TLSU at the Campus.
2.6 (ii) Authorised absence
Employee’s absence from work with prior approval of the Supervisor is known as “Authorised
absence”. Prior Authorisation of absence from work helps smooth running of the operations of the
department since it allows the Supervisor to plan the required manpower and also schedule work
accordingly. Therefore, under normal circumstances, employees are expected to obtain prior
approval of their absence.
2.6 (iii) Unauthorized Absence
Employee’s absence from work without prior approval of leave or without any communication to the
supervisor, would amount to Unauthorised Absence from work. Employees will not be eligible to
receive any salary for the period of Unauthorised Absence. Apart from not being paid for the period
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of Unauthorized Absence, the employee will also make him/herself liable for disciplinary action as
deemed fit by TLSU.
2.6 (iv) Leaves
Employees are entitled to a maximum of 30 days of leave in a financial year (Apr-Mar). For Employees
joining after 1st April of a given year, proportionate number of days of leave will be credited.
30 days of leave per year is bifurcated as follows:
Academics/Administrative/
Sl.
BD/Technical
Type of leave
No.
No. of days per Financial
Year
1
Sick Leave (SL)/Casual
Leave (CL)
15
2
Privileged Leave (PL)/
Earned Leave (EL)
15*
Summer vacation
Remarks
Lapses at end of
Leave Year
*If not allowed to
avail in the current
year, Encashment of
maximum 30 days
will be permissible in
the next Leave Year
Leave authorization will be subject to need to fulfil obligations during academic terms.
2.6 (v) Casual Leave/ Sick Leave






Casual and Sick leave are clubbed together under one head. Employees are eligible for 15
days of such combined leave, in a financial year. For Employees joining after 1st April of a
given year, proportionate number of days of leave will be credited.
Sick and Casual leaves will be accrued, in advance, on a quarterly basis. The leave for the
quarter will be credited on the first day of the quarter.
Leave shall be availed with the prior approval of the Supervisor/HOD.
If an employee is sick, and wants to avail of sick leave, he needs to ensure his Supervisor/HOD is
informed.
Unutilized casual leave as on 31st March will automatically lapse.
Casual Leave may be availed by combining with weekly-off days or with National and Festival
Holidays. Holidays or weekly-off falling within the period of Casual Leave shall not be counted
as casual leave.
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2.6 (vi) Privileged Leave/PL
 Employee will be eligible for 15 days of Privileged/Earned leave in a Financial Year. For
Employees joining after 1st April of a given year, proportionate number of days of leave will be
credited.
 Privileged leave will be accrued, in advance, on a quarterly basis. The leave for the quarter will
be credited on the first day of the quarter.
 New joinees will be credited Privileged Leave on pro-rata basis on completion of 6 months.
 Leave may be availed with the prior approval of the manager.
 Holidays and weekends falling within the period during which the Privileged Leave is availed, are
not considered as part of the leave. Eg., I avail leave starting from Wed, Aug 10, 2011 up to and
including Wed 17 Aug, 2011. Sat (13/8), Sun (14/8) and Independence Day (15/8) are not
considered as Leave. The Leave availed for the period would be therefore 5 days.
 A maximum of 30 days can be accrued at any point of time
 Privileged Leave in excess of 30 days will have to be availed or will automatically lapse by the
end of the financial leave calendar (31st Mar)
 However, for Academics team, PL/EL will be summer vacation of equivalent. If the services of
the faculty is utilized by the university during the summer vacation, they will be permitted to
accumulate this as EL/PL and be eligible to encashment.
 Privileged leave may be availed along with casual leave/sick leave/maternity
leave/National/Festival Holidays
 On cessation/separation of employment the unavailed privileged leaves balance will be encashed and paid along with the final settlement of the employee.
 The unavailed privileged leave balances can be adjusted against the shortfall of notice period if
the employee request for early release with the approval of the supervisor / HOD under
notification to HR.
 Employees who have submitted their resignation are not eligible to take leave during their
notice period. Any leave taken during this period will automatically be treated as loss of pay.
 Leave will only be granted at the sole discretion of the Supervisor, in view of exigencies of
TLSU's work from time to time, particularly the need to fulfill requirements of academic
calendar. The Supervisor will have full discretion to refuse, revoke or curtail leave based on
the merits of each case.
 All employees are required to apply for leave in advance to prevent any inconvenience to the
operations. All employees are expected to plan their leave (unless due to sickness or
emergencies).
 All employees are expected to strictly adhere to their leave schedule, as approved by the
Supervisor/HOD.
 Half day calculation: Half day break for availing leave may be considered as first half 8.30am 1.00 pm, second half 1.00pm – 5:30 pm
2.6 (vii) Maternity Leave
Women employees will be eligible for maternity benefits in accordance with the Maternity Act.
Employees who have worked for 80 days with TLSU in the preceding 12 months are entitled for
Maternity leaves of up to 12 calendar weeks (84 days including weekends and public holidays) on full
pay.
 Maternity Leave can be availed 6 weeks prior to the delivery date
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
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

In case of miscarriages, a woman employee is entitled to an upper limit of 6 weeks leave
depending on the medication advised by the doctor/ practitioner.
Maternity Leave can be availed for a maximum of 2 children only
In all the above case women employee is entitled for full salary
Maternity benefit will not be applicable for a third child, while the first two children are living
No Maternity benefits shall be provided in case of voluntary termination of pregnancy
2.6 (viii) Paternity Leave
 Male employees are entitled to Paternity Leave for a maximum of 3 days per child in the
week preceding or following the birth.
 It can be availed with the approval of the Supervisor.
 This benefit is restricted to a maximum of two children only.
2.6 (ix) Bereavement Leave (BL)
 This is a special leave to support and help the employees, in case of death of any immediate
family members. Members ‘Immediate Family’ for the purpose of the bereavement leaves are
defined as (Parents, Spouse, Children, Brother, Sister and In-Laws)
 Employees are entitled to 3 days Bereavement Leaves, which can be combined with other leaves
to a maximum of 5 days, under discretion of the Supervisor, if the situation warrants.
 If the leaves are not approved, the same will be treated as Loss of Pay
Exceptions to the leave policy
 All leave except leave arising out of illness or emergencies must be applied for in advance.
Such normal leave exceeding 4 calendar days must be applied for at least 7 calendar days in
advance of the leave period. Unanticipated leave must be telephonically intimated to the
immediate Supervisor and in their absence to their Supervisor at the earliest on the day of
leave.
Loss of Pay - Salary
Terms and Conditions:
The policy shall be applicable by default on the following conditions/situations:
 An employee may apply for leave on Loss of Pay (LOP) in certain exigent circumstances where
the employee has completely utilized/ exhausted their eligible leave balances as of the
particular leave quarter during the leave year
 The exigent circumstances will include the following:
o Illness or an accident to the employee or an immediate family member
o Examination or study leave
o Any natural disaster or calamity or strike which will prevent the employee from
attending the office
 The employee seeking to take leave on LOP must immediately inform and take approval from
the HOD/Supervisor and should inform HR
 Leave on LOP will be allowed up to a maximum of 30 days
 No leave on LOP is permissible where the employee is serving the notice period.
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2.7 Career Mobility and Transfer
Transfer is an integral part of the employment contract and will be used to meet exigencies of work.
Every employee shall be liable to be transferred from one campus/college to other, from one
department to another or to work in the sister concern whether located in the same place or
elsewhere either existing at the time of these rules come into force or comes into existence and is set
up in future provided that such transfer does not entail reduction in total emoluments. University
may depute any employee for outstation duty in connection with the work or business of TeamLease
Skills University with proper notice.
3.0 Company Asset Policy
Computer equipment and software will be provided to enable employees and, where necessary,
third-parties to satisfactorily perform their duties but these assets should be subject to secure control
at all times. This is necessary to protect against accidental or intentional loss, unauthorised
manipulation, or unauthorised disclosure of information, both within the group and externally.
Accordingly, measures will be taken to ensure that protection of equipment and information is
upheld. This has resulted in the assignment of accountabilities that are set out below. Weaknesses
in information security can expose any institution to significant business risks and therefore failure to
comply at all times with these obligations may result in disciplinary action.
3.1 Mobile Phone Reimbursement Policy
To facilitate communication by providing mobile phone expense reimbursements to employees who
are authorised, subject to it being deemed necessary for an employee to use a mobile phone towards
business communication, mobile phone bills are reimbursed as per the limits set according to
employee grades. Approval for eligibility is given by the functional head. Employees would be only
eligible for the call bill amount. Handset costs would not be reimbursed. The limits are;
For Executive/Sr Executive/Acad Assoc
For Asst/Asso Manager/Asst Prof
For Asst Registrar/Sr Manager/Asso Prof
For Dy Registrar/Registrar/HoD/Prof/GM/Sr GM
: Rs. 500/- per month
: Rs. 750/- per month
: Rs.1250/- per month
: Rs.1750/- per month
Reimbursement Claim Process:
Employee would apply through the intranet/HRIS and provide supporting bills towards mobile phone
reimbursements every month. They would be reimbursed as per the eligibility for the grade or the
actual bill amount, whichever is lower.
Note: Only Post Paid connections with valid bills issued by the service providers in the name of
employees shall be applicable/ eligible for claiming the reimbursements. No arrears claims beyond 2
months shall be applicable for the payouts.
3.2 Data Card Reimbursement:
Eligibility: Specific to the requirements of the job, nature of responsibilities, frequency of travel of the
concerned employee and in furtherance of university business TLSU may provide a Data card to
certain employee.
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The maximum download permissible limit is 1GB, anything beyond the permissible limit shall be
charged to the user and deducted via their monthly salary.
In case the employee needs to be given the download access beyond 1GB an approval from the Provost
would be required.
3.3 Laptop Computer
3.3 (i) Eligibility
Specific to the requirements of the job, nature of responsibilities, frequency of travel of the
concerned employee and in furtherance of university business TLSU may provide laptops to certain
employee.
3.3(ii) Software:
Employee using laptops will ensure that only TEAMLEASE SKILLS UNIVERSITY authorized software is
utilized and loaded in the laptops.
3.3(iii) Loss of laptop
Employees provided with a laptop will be responsible for its safe-keeping. In case of loss of laptop,
the concerned employee will:
(a) Inform the Administration Department about the loss immediately.
(b) Employee will register a FIR with the Police and complete the necessary insurance formalities
with the IT and the Finance teams along with a copy of the FIR, which will follow up for the
insurance claim.
3.3 (iv) Repair and Maintenance:
In case the laptop does not function the way it should, the employee may hand over the same to the
IT Infrastructure Department for rectification.
4.0 Learning & Development
TLSU recognises that their staffs are the key to our future success. Through in depth functional
training programs and performance management processes TLSU aims to ensure that all employees
know what is expected of them and possess the necessary skills, knowledge, values and experience to
achieve the highest level of performance of which they are capable. Wherever possible, TLSU will also
provide development opportunities, such as study for additional certification, project related work
and undertaking other development oriented roles.
4.1 Induction
It is necessary for all TLSU employees to be familiar with the organization, its culture, university
values and goals. In order to achieve this, each Department has a specifically structured induction
program to ensure the new recruits clearly understand the structure as well as the
roles/responsibilities and job functions. Elements of this program involve going through an
interactive induction which gives an overview of the other departments as well.
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4.2 Functional Training
During the periodical review and Annual Appraisals, the respective HODs can identify need for
functional training. This will help HR team to review, schedule and organize accordingly.
4.3 Soft Skills/ Behavioural Training
Our objective is for all employees to go through a minimum of 4 days of soft skill/
behavioral/management development training per year. This will be apart from
functional/process/technical training which will be planned and delivered by the respective
Departments. For employees joining during the year, the number of training days will be adjusted pro
rata.
Based on the tenure in TLSU, Development Programs have been created for all employees. These are
designed from an overall growth point of view both professionally and personally. Apart from the
Development Programs which are recurring in nature, specifically designed soft skills programs
relevant to the Department and requirement are rolled out by using either internal or external
training faculty. These programs may be a part of the beginner, intermediate or advanced training.
5.0 Performance Management
Performance Management is the systematic approach for planning, implementing, reviewing and
evaluating the performance of each employee in a university with a view to achieving university goals
and employee development.
Performance Management
To support our people to succeed through clear KRA’s or accountabilities, ongoing support, personal
development and recognition of achievements
Applicability & Time Lines:
The Performance Development routine applies to all full time permanent staff at TeamLease.
The cycle is from April to March.
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6.0 Deferred Benefits
To encourage employees to have minimum savings, to ensure that employees receive a lump sum
payment upon retirement or death or separation from TLSU, and to provide additional benefits to the
employees by way of round-the clock risk coverage, TLSU has widely known Provident Fund, Gratuity,
Life Insurance and Personal Accident Insurance, Employee Deposit Linked Insurance applicable for all
the employees.
6.1 Provident Fund
Withdrawal benefit:
An employee can withdraw the entire amount that is in his fund in any of the following cases:
(a) On attaining retirement age
(b) Retirement due to incapacity
(c) Migration for permanent settlement abroad
(d) Transfer to an organization/university not covered under the act
Non-Refundable PF Loans:
(a) Purchase of real estate
(b) Housing loan repayment
(c) Marriage loans - self/daughter/son/sister/brother
(d) Children's education
Nominations:
The member has to fill out a nomination form (Form 2-revised) specifying details of nominees. The
nominee receives the benefits under the act in the event of the member's death. The nominee has to be
a family member. The Act defines 'Family' as: spouse, children, dependent parents (in-laws in case of
female employees) and deceased son's widow and children.
Forms:
Nomination and Declaration
Declaration of membership
Transfer of PF and Pension
Withdrawal of PF
Withdrawal of Pension
Form 2 (Revised)
Form 11
Form 13
Form 19
Form 10 C
6.2 Gratuity
6.2(i) All employees are covered under the Company’s Group Gratuity Scheme.
As per the Payment of Gratuity Act, gratuity is payable to an employee on separation from employment
only after completing five years (4 years and 240 days in the preceding 12 months) of service or more.
Salary for the purpose of computing gratuity will be the last drawn Basic salary.
Gratuity is not payable if the employee is terminated on grounds of misconduct, delinquency, etc., as
provided in the Act.
Calculation: Last Drawn Monthly Basic Salary X 15 (half month’s salary) X (Number of years of service)
26 (No of working days in a month)
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6.2 (ii) Notional gratuity in the Event of Death:
In the unfortunate event of death of an employee while in employment, notional gratuity on the basis of
last drawn basic salary is paid. Provided the employee has served a minimum continuous service for 1
year.
6.2 (iii) Forms:
Form F is used to declare nominees who receive the Gratuity amount in case of employee's death.
6.3 Medical Insurance
o This is a yearly policy between July-June of the subsequent year
o This is an additional benefit provided by the Company and is in addition to the employee’s CTC.
6.3 (i) The Mediclaim Policy:
1. The Group Mediclaim Policy covers the employee. (GMC) for self 20k and GPA – 1lac for (Group
Personal Accidental Coverage) - Non Floater Coverage.
2. The policy also has the provision for including the immediate family members of the employees
as (Spouse+ Two Children & Parents) by paying the additional premium for the dependents as
per the slabs applicable for each year under the Floater Coverage, The additional premium shall
be calculated based on the age of the dependents each year and insurance variables. The
additional premium shall be deducted three equal instalments along with the payroll of July September every year (Policy renewal period), subsequently the first three months for new
joinees.
3. New joiners can share their options/ slabs by sending a mail communication to
[email protected] before one month from their date of joining.
4. New joiners can use their employee code in case of emergency to avail cashless benefits in the
absence of health card numbers.
Additional premium slab for 2014-15: Double click the excel file to calculate your premium
Premium Calci
5. The details of the additional premium gets shared by the HR/Insurance team every year during
the time of renewal to employees
6. All pre-existing diseases are covered under the policy. Any disease arising out of deficiency / by
birth (congenital) will not be considered as Pre-Existing.
7. The current Insurance Company (United India Insurance Company) has tied-up with GHPL as TPA
(Good Health Plan Ltd. and TPA Services). GHPL has an arrangement with several hospitals
across India termed as network hospitals, where those covered under the policy can avail of
cashless service. The service provider will act as the interface between the employee and the
hospital and get the hospital bills cleared, subject to the stipulated criteria, eligibility etc. Incase
of member hospitalised / availing treatment in a non network hospitals the incurred bill can be
claimed through the reimbursement process mentioned below as per the eligible amount.
Employees covered under medical insurance will be provided with a Health card reference number by
the TPA to avail the hospitalization benefits. In order to get your GHPL ID card instantly, please visit
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www.ghpltpa.com and click on the hyperlink “Corporate E card”, then enter your GHPL ID no. and
submit. Also note your insurance number will be reflecting in your pay slips.
Terminology used:
1. Family – self, spouse, two dependent children & Parents (Floater Policy)
2. Self (Non-Floater Policy)
3. Siblings are NOT covered in the policy.
4. Hospitalization – requirement to stay in the hospital for 24 hours or more for any
medical procedure/treatment.
5. Exceptions being - Dialysis, Chemotherapy, Radiotherapy, Eye Surgery (Cataract),
Lithotripsy (kidney stone removal), D & C, Tonsillectomy, Angiography & Treatments
of fractures/ dislocations excluding hair-line fractures.
6. Pre- hospitalization & Post-hospitalization expenses are covered
7. Pre-Hospitalization- Relevant medical expenses- 30 days prior to the admission
8. Post-hospitalization- Relevant medical expenses- 60 days from the day of discharge
6.3(ii) PROCEDURE FOR CLAIMS UNDER MEDICAL INSURANCE SCHEME
1. Cashless Claim Process– (Emergency / Planned Hospitalization)
Cashless Hospitalization happens under two circumstances – Planned and Emergency. Pre-authorization
of the estimated hospital expense is a must to avail this facility. In this case we suggest you to call GHPL
immediately to intimate and take advice on the cashless process.
In case of emergency hospitalization or admission, the member covered needs to approach any of the
GHPL Network Hospital or Nursing Home (NSP) of your choice and present your GHPL id card to the help
desk at the NSP. The help desk at the NSP will get the Pre-authorisation form filled and faxed or emailed
to GHPL on a fast track basis.
For a cashless treatment it is mandatory for the NSP to have an approval from GHPL. In case you cannot
wait for receiving the approval owing to medical urgency you can undertake the treatment by paying
the necessary cash deposit. Once the approval is received by the NSP from GHPL the NSP will return the
cash deposit made by you.
In case of planned hospitalization, you would have first consulted a doctor who in turn would have
advised you on the probable date or time of hospitalization. In such a case choose a network hospital or
a nursing home and get the pre-authorization form filled by the NSP at least 3 – 4 days prior to the date
of hospitalization and insure that it is faxed or emailed to GHPL for further process.
2. Medical Reimbursement Claim Process:
In case of admission in a non-network hospital (emergency/planned) the following process has to be
followed:
a) Get admitted in the nearest hospital / nursing home of your choice. “Please make sure that the
hospital or the nursing home where you are getting yourself or your
Family member treated meets the insurer’s criteria”.
b) Please intimate GHPL about your hospitalization as soon as possible in case of emergency and
intimate in advance in case of planned hospitalization.
c) At the time of discharge please collect all the below documents in original.
d) Lodge your claim with GHPL within 7 days of your discharge and all the below mentioned
documents in original must be submitted within 30 days from the date of discharge.
1) Detailed Discharge Summary:
 Date and time of admission and discharge
 Signed discharge voucher
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 Diagnosis
 Duration of ailment Present History
 Treatment given
 Surgical notes (if applicable) and the treatment advised with seal & signature.
2) Hospital Bills:
 Pre-numbered detail list of medicines
 Investigations bills and related reports
 Lab reports
 Utility
 Other expenses
 Pharmaceutical bills numbered with patients name
 Date and supporting prescriptions
 Break-up details from the consolidated bills (if applicable) for IP bill with seal &
signature
 For hospital bills kindly provide the pre numbered cash paid receipts (advance &
final cash paid receipts).
3) Doctor's bill:
 As per Income tax rules, Doctors should issue numbered bills with patients name
and date.
Note: pre-hospitalization period is 30 days and post hospitalization period is 60 days from date of
discharge. However it is not applicable for maternity claim.
Please submit claim form along with your original bills & documents mandatorily to the below address.
Only Original Documents will be accepted and photocopies shall not be considered for processing the
claims
TeamLease Services Pvt. Ltd., Insurance Team – Customer Relations, 6th Floor, BMTC Commercial
Complex, 80 ft Road, Koramangala, Bangalore – 560095. Tel : +91-80–33243308, Fax : +91-80–33243001
Or
GHPL Office Address: Good Health Plan Limited, Plot no-49, Nagarjuna Hills, Panjagutta, Hyderabad500082. Phone: 1800 4253232 Fax: 1860 4253232
Important Note:
Intimation of claim : Employee Id, Employee Name, insurance number of employee, the dependent
name & dependent details(in case of dependent), Date of admission, Date of discharge, Hospital name &
total expenses incurred at hospital including medicines etc, should be produced. This information should
be given by calling or mailing to TeamLease or GHPL TPA
Network Hospital List : For the latest updated list of network service provider (Hospitals/Nursing
Homes), please visit the website www.ghpltpa.com and click on the hyperlink “Network Hospitals”,
then enter the State/City and click on “Search” button or call GHPL call centre.
Please note that for cashless/claim, insurance team needs to be informed within 24 hours of
Hospitalization.
The above mentioned points must be followed mandatorily for every claim, if intimation is not received
at the stipulated time-line the claim will not be accepted and processed.
If you have any further clarifications, kindly mail at [email protected]
6.3(iii) Maternity Claims:
 The insurance cover is effective from the date of joining
 The baby is covered under Group Medical scheme from Birth under floater coverage
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




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Treatment taken in hospital/ Nursing Home for confinement (only first 2 children, i.e, a person
will not be able to claim for third delivery even if he has not claimed for the first two deliveries).
Maximum payable is Rs.50,000/-, irrespective of Normal or Caesarean delivery if the member
has sum insured over and above the coverage limit of 50k.
If the member has not opted for the enhancement, then the maximum coverage shall be
restricted to Rs.20000/- as part of the self coverage.
Pre Hospitalization and Post Hospitalization expenses are not covered for Maternity Claims
Expenses incurred in connection with voluntary medical termination of pregnancy during the
first 12 weeks from date of conception are NOT covered.
The insured will furnish any additional information and assistance to the Insurance Company/
Service provider in the process of dealing with the claim.
6.4 Personal Accident Insurance:
 To provide financial assistance to the family of the employee in the event of following:
o Accident Death
o Permanent Total Disability
o Permanent Partial Disablement
o Temporary Total Disablement
o Medical Expenses Reimbursement
o Weekly compensation
 Covers the risk of death, injury or disablement of the insured person round the clock, arising
directly or indirectly, connected or traceable to employment or otherwise.
 Company has covered the employees under a Group Personal Accident Insurance Policy with
United India Insurance as detailed below:
o Normal coverage of 1 Lakh
o The coverage limit can extend from the normal coverage of 1 lakh to a max of 5 lakhs
however the additional premium shall be borne by the employee
6.4(i) PROCEDURE FOR CLAIMS UNDERGROUP ACCIDENTAL INSURANCE SCHEME:
 Claim form Duly filled
 Letter from HR with the employment details of the deceased employee Incase of Death
 Death Certificate
 Post-Mortem report
 FIR
 Legal Heir Certificate Incase of admission to hospital
 Discharge Summary
 Hospital Bill
 All investigation prescription, reports and bills
 All pharmacy prescriptions and bills
 Letter from Doctor supporting the disability along with the percentage of disability for
permanent total disability, in case of any disability claim.
 Absence of duty letter from HR, in case of weekly benefit claim
 The above list is indicative. Additional documents may be called for on a case to case basis
For further info on GPA employees can contact:
TeamLease - helpdesk Mail Id – [email protected]
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7.0 Working Environment
7.1 Employee Records:
Employee records will be maintained by the Human Resources Department.
Employees will be required to update their mailing address within 3 days of changing the same.
Communications sent to the employee to the last known mailing address would be treated as having
being communicated to the employee.
7.2 Dress Code
It is important that employees project a professional ‘world class’ image of TLSU. The following
guidelines are provided for better understanding of all, and are not intended to be discriminatory.
o Male employees
The standard norm is Business Formals, which implies Formal Shirts, Trousers and Shoes.
o
Female employees:
Sarees, Salwars, Shirts, Trousers and Skirts shall be the normal dress code with formal
footwear.
TLSU may specify a uniform for employees to create a greater sense of identity with organization and
with students, which in turn will help better academic management. A “Uniform” policy will be
defined for this.
7.3 Gifts from External Bodies
Receiving or giving gifts is discouraged. Employees should ensure that any acceptance of gifts is not
an inducement to buy or keep business.
7.4 Smoking at Work
 TLSU endeavours to provide a healthy workplace for employees. Entire TLSU premise is
smoke free. Smoking is strictly prohibited in all areas inside the premises, including toilets,
pantry, corridors, landings and stairwells.
 Consumption of alcoholic beverages or any other intoxicants is strictly prohibited within the
premises of the company.
 Visitors on the premises of TLSU are also required to observe this rule and their host will
ensure compliance.
7.5 Grievances
We try to make every effort to ensure that our employee’s work life is trouble-free; however there
may be times when problems occur. In these situations it may be necessary for the employees to use
the ‘grievance’ procedure, which provides a fair and logical way of solving problems. It is a quick
process and it is in the interest of both parties to resolve the differences amicably and quickly.
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Grievances can be grouped under three heads:
 Terms and Conditions
 Discrimination and Harassment
 General
The steps involved in resolution of grievances are:
Step 1: Escalate to immediate superior with a copy to “HR Business Partner”. Department Head
should resolve the issue within 72 working hours from the date of receipt of the grievance.
Step 2: If the grievance is not resolved or the employee is not satisfied with the resolution of the
grievance, the same may be escalated to the Department Head and also to TLSU Registrar.
Step 3: The Department Head and the Registrar will study the grievance and hear the employee. They
will also talk to the superiors involved in the process and then communicate the final decision to the
employee. The grievance stands resolved and closed at this stage.
7.6 Disciplinary Matters
In matters of discipline, TLSU will ensure that the employee has been treated fairly. It is important for
TLSU to demonstrate that disciplinary decisions are fair and reasonable and taken under established
procedures and legal practices.
TLSU is committed to:
 Ensure disciplinary action is used as a last resort.
 Ensure Superiors are fully confident in dealing with TLSU’s disciplinary procedures and take
ownership for the decisions taken.
 Ensure employee understand the procedures and view them as open and fair.
 Encourage Superiors to treat the staff objectively and consistently.
 Consider termination / dismissal as a last resort, when all attempts to encourage
improvements have failed or when a deliberate act of gross misconduct has been committed.
Given below is an illustrative, but not exhaustive, list of misconducts. Employees would become liable
for disciplinary action if any of the following misconduct(s) is/are committed during the course of
employment:
 Absence from work without prior sanction / beyond approval for more than three days at a
time.
 Frequent unauthorized absence from work.
 Smoking in “prohibited” areas.
 Indulging in unruly behavior.
 Misusing the facilities or university property.
 Damaging or mutilating the facilities or university property.
 Refusing to do the allotted work.
 Willful disobedience of the reasonable instructions of the Superiors/Department Head.
 Using abusive or derogatory language against fellow colleagues or superiors or anyone
connected with TLSU business.
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Commission of any act which is subversive.
Theft, fraud or dishonesty in connection with TLSU business.
Willful dereliction of duty.
Willful negligence and carelessness in the performance of work.
Repeated late-coming.
Willful misrepresentation of facts.
Misleading employees by distorting information.
Destroying or falsifying company records including employee pay-slips and employment
offers.
Working part-time or full time for another employer, whether for remuneration or otherwise,
while on the rolls of TLSU.
Violation of the Confidentiality and Non-disclosure agreement signed with TLSU.
Unauthorized sharing of university’s information to outsiders.
Unauthorized sharing of confidential information with others who are not supposed to have
knowledge of the said information.
7.6 (i) Procedure for dealing with employee committing misconduct:
(a) Employee committing any form of misconduct will be dealt with in the following manner:
o If the misconduct committed is not serious in nature, the concerned Department Head and
Registrar/HRBP will address the employee with a ‘Warning’ letter, clearly outlining the
misconduct and advising the employee to restrain from committing such or similar
misconducts in future and an entry will be made in the Personal file.
o
If the misconduct committed pertains to unauthorised absence from work, the following will
be the course of action:
o Warning letter from the immediate Manager
o Show cause / notice for disengagement of service
o Termination letter
(b) If the misconduct committed is serious in nature, the following procedures will be adopted:
o Issue a letter to the employee seeking explanation.
o If explanation is not satisfactory, form a committee consisting of the Immediate Supervisor,
Registrar/HRBP to probe the matter and submit a report. The committee would also gather
information from the concerned employee.
Based on the outcome of the report, the Registrar and Heads of the Department and Human Resources
would take appropriate action against the employee.
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7.7 Employee Assistance Programme (EAP)
Background and Overview:
At TeamLease, we believe in overall quality of working-life for its employees, with a particular emphasis
on the availability of work and life-balance arrangements intended to assist employees, work in ways
which best fit both their personal needs, and those of the organization. An important strategy to assist
employees in this regard is the provision of an Employee Assistance Program (EAP), which gives
employees access to a confidential counselling service and Work Life that assist employees with finding
verified referrals for a product or service they are looking for e.g. child care; elderly care, or any
products and service of everyday life. Employees can take mind off from the rigorous search and just
focus on work while we do the search for their request and get back with verified resources, which the
employees can then take it forward.
An EAP provides a short-term intervention strategy, and is designed to give employees the opportunity
to promptly address issues of immediate concern to them. Employees who require longer-term
assistance will need to consider making private arrangements, which can be either with the assistance of
the EAP counsellor, or with some other provider.
Policy Purpose:
The purpose of this policy is to provide a framework for the effective operation of an EAP & Work Life
Options and to give guidance to employees and supervisors when the need to access the program
arises. The Employee Assistance Program (EAP) provides employees and dependant parents (definition
in eligibility), with access to the following confidential services: - external, face to face, or telephone
confidential counselling for personal or work related issues; - confidential counselling assistance to
employees and members of their immediate family members; and/or, - support and advice for
managers and supervisors in dealing with issues relating to their roles. The aim of the EAP is early
identification and provision of assistance to help resolve either work-related or personal issues. Matters
that may be addressed through the EAP include, but are not limited to, dealing with work or life change;
relationship issues; personal trauma; family difficulties; financial concerns; health matters; alcohol or
substance abuse; gambling or other addictions; coping or dealing with grief and/or loss.
The EAP provided services are therefore available to assist employees who are seeking to address such
personal or work related issues. Work Place Options, that supports employees and their immediate
family by providing access to an independent, confidential and professional counselling service at no
cost to the employee.
Policy Provisions
Definitions For the purposes of this Policy, the following definitions shall apply: “Calendar Year” means
the period from 1 April to 31st March.
“Counsellor” refers to the individual counsellor/psychologist who has been assigned by the Service
Provider (Workplace Options) to provide an employee with confidential services related to the EAP.
“EAP” means Employee Assistance Program
“Immediate Family” means an employee’s: (a) spouse, and/or (b) children of an employee, and/or (c)
dependant parents
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“Service Providers” refers to the organisation (Workplace Options) that has been engaged by the
organization for the purpose of providing confidential counselling services to individual employees,
through the EAP.
“Employee” refers to full time employee on direct employment terms (Core Employees)of TeamLease
Services or TeamLease Skills University
Access to Services:
An employee may access the EAP provider directly and make an appointment when the need arises. A
supervisor may, in consultation with their Business Leader, HRBP & Head HR, refer the employee to the
EAP provider.
An employee, immediate family, will be eligible for up to six sessions of counselling per issue per
calendar year, paid for by the organization. Should additional sessions be required, the provider may
refer the employee to an appropriate external agency, or arrange for the employee to continue with the
service provider in a private capacity at the employee’s own expense. In exceptional cases, and on
request of the employee and/or on the recommendation of the counsellor, Human Resources may
approve up to three additional visits with approvals from Head of Human Resources & Managing
Director of the organization.
Attendance to Sessions
An employee, who attends the service provider during working and attends counselling during working
hours and/or is out of office for more than 4 hours, will need to apply for leave in compliance with the
Leave Policy of the organization.
An employee, who attends the service provider during working hours, shall be regarded as being on
duty, provided that the session is recommended by Supervisor /HRBP with prior approval from BU
Leader & HR Head. The employee must inform either the nominated supervisor or the relevant senior
officer if they are accessing the EAP during working hours.
Confidentiality and Privacy
All consultations will be conducted in complete confidence between the employee and the EAP
counsellor. TeamLease may obtain statistical data on the broad categories and frequency of access and
use of the EAP provider to ensure that the Employee Assistance Program Policy - from funding support
to the service is adequately maintained. Such data will not include names of persons using the EAP
services.
Grievances
Any grievance arising from the application of this policy at the organization shall be managed using the
grievance management process foreshadowed in the Interim – Employee Grievance Management
Policy.
Policy Review
TeamLease may make changes to this policy and procedures from time to time to improve the
effectiveness of its operation and it at discretion of the management to continue/discontinue the
service.
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In this regard, any employee who wishes to make any comments about this Policy may forward their
suggestions on HRIS - Helpdesk regarding the service.
Policy Review date is 15th March 2016.
Further Assistance
a. Any employee who requires assistance in understanding the provisions of this policy should first
consult their supervisor /HRBP.
b. Information concerning the range of services available from the EAP provider may be obtained from
HRIS /or respective HRBP.
8.0. Rewards and Recognitions
8.1 Long service completion awards
In order to recognize employees who have rendered a continuous service contribution for 5 and 10
years with TeamLease - IIJT. The respective employee is eligible for the reward as below:
 A High value Wrist watch customized to company’s branding
 A plaque of appreciation
9.0 University Policies
9.1 Code of Professional Ethics:
We are often asked about Professional Ethics at TLSU.
Ethics, as you are all aware, means doing the right thing, all the time, at any cost. Doing the right
thing, no matter the consequence to us. Remembering there is no right way to do the wrong thing.
Policies regarding our values & code of conduct can be found at TLSU Intranet/HRIS Portal. The path
is as follows - http://intranet.teamlease.com, http://[email protected]
More as a guideline, we have attempted here to capture some key points around Business Ethics at
TLSU.
At all times:
1. We produce bills only when the expenses have been incurred by us, and only to the extent of the
actual expense. For example, if we incur an expense of Rs 800/- while travelling from office to
customer place, and the policy allows the employee to claim up to Rs 1000/- on actual, we claim Rs
800/-.
2. We produce original bills which we collect from the vendor. We should insist with the vendors to
give us bills that have all the information in full. We should avoid taking bills that carry incomplete
information and attempt to complete it by ourselves.
3. In the records we furnish to TLSU, we provide correct & complete information about our
previous employment, education and compensation.
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4. We avoid accepting any gifts directly or indirectly from vendors of any significant value
(chocolates, flowers are ok!) We refrain from engaging with vendors in a relationship that may
prejudice a professional assessment of the vendor's products or services.
5. In addition to our job at TLSU, we do not engage in any activities or additional employment
which yields remuneration. We should not engage in any activity which may be in conflict with TLSU's
interests or can distract us from delivering our responsibilities at TLSU.
6. The Staff is encouraged to refer their friends, family and acquaintances. They would be given a
fair chance to be assessed for jobs within TLSU. In the same breath, we stay away from the selection
process and do not influence in any manner, their selection into jobs at TLSU. TLSU will hire people
on their merit.
7. We refer any media or external queries about TLSU to the Administration Team. In the best
interest of TLSU, it is important that we do not speak to external media unless authorised by TLSU.
8. We comply with the rule of law and TLSU.
9. We are committed to the responsible use of TLSU assets.
10. We place the interest of TLSU, ahead of any personal interest and disclose all facts in any
situation where a potential conflict of interest may arise.
11. We will inform the concerned if, we know of any violation endangering the good interest of TLSU
and its employees concerning unethical conduct. The Whistle Blower policy and protector line shall
be made use of as applicable.
This may sound like stating the obvious yet we thought it would be fit to clarify for the benefit of one
and all. Breach of ethics could result in disciplinary action, and a serious breach could even lead to
termination from the services of TLSU.
We will evaluate how we are living up to our code of conduct and business ethics by requesting
feedback on a regular basis from our employees.
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9.2 Policy on Harassment Free Workplace
Introduction
As a University, TLSU is committed to ensuring that the work environment at all its locations is
conducive to fair, safe and harmonious relations between employees. Discrimination and harassment of
any type/form is strictly prohibited. We place high importance in creating a discrimination free
workplace and any violation of any form is not tolerated as part of our employee practices.
We have also ensured that no employee is at disadvantage by the way of gender discrimination. This
note therefore enunciates the University’s approach to the issue of sexual harassment and its policy for
dealing with any incidence of the same.
Scope of this Policy
This policy applies to all individuals who are employed in a permanent or temporary capacity at any
business location or deployed/visiting at customer site by the University. This policy document will be
made available to all locations associated with the University with a clear objective to establish a similar
approach in dealing with this issue.
Definition of Issue
A broad definition of sexual harassment consists of any physical or verbal behavior and any form of
communication that has unnecessary, improper or unwelcome sexual connotations. Sexual harassment
may vary in form depending on circumstances. It may consist of, but not be limited to, any of the
following:
 Unwelcome sexual advances, requests for sexual favors, display of sexual visuals, sexual audios,
pornographic or obscene material and any other verbal or physical conduct of a sexual nature
 Transmitting any message, by mail, telephone, e-mail etc. which is obscene, lewd, suggestive or
blatantly sexual in nature
 Any explicit or implicit communication wherein a sexual favor or demand, whether by words or
actions, is made a condition for an individual’s employment, career progress, promotion etc.
thereby creating a hostile environment
 Sexually charged jokes or remarks and behavior which have sexually oriented innuendoes
 Consistent pattern of unnecessary physical contact, staring or targeting unreasonable attention
at an individual in day to day dealings
 Any pervasive pattern of behavior which makes employees uncomfortable, insecure or feel
humiliated or disadvantaged on the basis of gender differentiation
 Physical & sexual assault
As mentioned above, this is an indicative but not an exhaustive list of possible forms of sexual
harassment.
TeamLease Skills University Policy on Sexual Harassment
The University policy is to totally prohibit any form of sexual harassment in the way employees behave
with each other. This would also include complaints relating to instances outside of the work place. This
applies equally to all employees of TLSU. Any incident of sexual harassment will be taken extremely
serious and compliant of this nature will be immediately investigated and appropriate action will be
taken against the offending employee/s. Such action will depend on the nature and seriousness of the
offence and will include strict disciplinary action including and up to termination of services.
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Complaints Handling Process
The University has established the following process to ensure that any incidence of sexual harassment
is dealt with appropriately, sensitively and expeditiously.
Process for dealing with incidents of sexual harassment
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Any employee who experiences sexual harassment can get in touch with any member of the ICC
whose contact details are provided in this document for convenience and confidential access.
Alternatively, the affected employee may approach any Location Senior Manager, HOD or HR
team member and such person will inform a member of the ICC immediately.
On receipt of such a complaint, the Committee will immediately arrange to fully investigate all
relevant details of the matter and ensure confidentiality of the legal proceedings. The
complainant can choose to remain anonymous. It will do so with all possible care, sensitivity and
discretion in protecting the sensibilities of the effected employee. The employee/s, who has
allegedly committed the offence, would be given all reasonable opportunities to be heard by the
Committee. Principal of natural justice will be followed irrespective of gender bias.
The result of this investigation will be formally recorded and communicated to the
Management, TLSU, along with a recommendation from ICC for appropriate action.
The Committee will normally complete this process within 30 days after receiving the complaint
and make its formal recommendation within 10 days after completing the enquiry process,
unless there are exceptional circumstances.
In the case of a multi locational context, one of the committee members will travel to the
location in question as is required to ascertain the facts based on which the committee would
discuss and assess the complaint in question.
Necessary action will then be initiated by management based on the recommendation of the
investigating committee/ICC based on the circumstances and seriousness of the offence.
Where the University is legally advised that any such incident constitutes a criminal offence, the
University will inform the relevant authorities, provide full details and request appropriate
action. If the aggrieved employee directly takes any action against the offending employee,
either civil or criminal, the Committee, on becoming aware of such action by the aggrieved
employee, shall be entitled to, suo moto, start the internal enquiry / investigation and
recommend appropriate action.
The University will ensure that the career interests of the complainant are not adversely
affected by virtue of the individual having drawn attention to such an offence.
In order to ensure that this important matter is not trivialized, any complaint, which, in the
opinion of the Committee, is blatantly false or frivolous or has been motivated by reasons that
are clearly unconnected with gender issues, would be viewed very seriously by the University
and appropriate action taken against such malicious complainant/s.
If the Committee receives an anonymous reference related to sexual harassment, it will draw
the attention of the Location Senior Manager or HOD concerned with the relevant location. The
matter will be fully examined by the concerned senior management and its conclusions and
plans for necessary action will be communicated to the Committee.
HOD and Location Senior Manager at all locations will also be expected to be sensitive to any
circumstances or behavior among their colleagues which appear to go against the University
policy on this matter. In case they become aware of any such incidence, they will immediately
inform the head of the Committee and take appropriate action as advised.
We believe in No Retaliation against those employees who have raised concerns of this nature
in Good Faith and the issues raised will be investigated with full conviction.
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Internal Complaints Committee
The University has established an Internal Complaints Committee for Sexual Harassment consisting of six
internal members and one external member. The names of the members of this Committee and their
contact details are given below.
Sl #
Name
1
Ms.Premlatha
Presiding
Officer
2
Ms.Bhanushri Ahuja
Member
3
Ms.Rimpy Suri
Member
4
Ms.Hiral Joseph
Macwan
Member
5
Mr.Sumit Kumar
Member
6
Dr.Anupam Mitra
Member
Contact Details
Email: [email protected]
Mob: +91 9845311992
Email: [email protected]
Mob: +91 9910290902
Email: [email protected]
Mob: +91 9033180864
Email: [email protected]
Mob: +91 9537917150
Email: [email protected]
Mob: +91 9811345349
Email: [email protected]
Mob: +91 7046007002
Location
Bangalore
Delhi
Vadodara
Vadodara
Delhi
Vadodara
External Representative – Ms. Asha Sivashankar
E-mail: [email protected]
Mob: +91 9845573735
Mr. Ashok Reddy, Managing Director, TeamLease, will provide all necessary support to the work of this
Committee.
9.3 Safety Guidelines for Women Employees at work place
At TLSU, we believe that safety of our women employees is very important and we ensure that all
arrangements are made to create a safe, un-biased and women-friendly environment.
Some of the rules that are followed in our offices currently, with respect to the safely of all our
employees and women in particular:
No women employee is allowed to work beyond 7 pm in the university exceptions would be an
extension by 1 hour.
 If there is any extension to working hours, the employee needs to get an approval from the
HOD or Registrar stating the time she would like to extend and reason with an intimation to
local admin in-charge.
 Administration in-charge to be informed about it 1 day in advance in normal cases and 2
hours in advance to office hours in case of emergency.
 Administration to intimate security in the office about the stay of particular employee in the
office.
 Admin department to book a cab for drop of women employees from official travel agent.
 Details of cab, driver to be registered in the register along with a photo copy of driver’s ID
and a signature need to be obtained from driver in the register.
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In case of women and men employees are getting dropped in same cab, women employee to
be dropped first and men employees last, to see women employees reach home safe.
Women employees shall inform administration in-charge of the branch post reaching home.
Women employees are advised to save the mobile numbers of admin in-charges, local police
station, women protection cell of police in fast dial mode in mobile phones so that they can
quickly access them in case of emergency (numbers are given below).
In case of women employees travelling out of station early in the morning/ late evenings,
women employees to be provided drop to airport and pick up from destination airport by
office cab or official cab agency, cab driver’s name and number to be given to them in
advance.
Training on self-defense and to face emergencies will be given to women employees once in
6 months and awareness camps on emergencies are given once in 6 months.
9.4 Administration Security Policy
 It is mandatory for all employees to have their ID cards worn/ displayed at all times during their
presence at the Campus regularly.
 All Vendors / Visitors & Contract employees need to compulsorily wear/ display the respective
ID card as provided by TLSU.
 It is also important to wear / display the ID cards during client visits/ representation
 The ID cards to be worn/ displayed only along with the TeamLease tags provided by the Admin
team. No other tags are permitted.
 ID cards with retractable clips are not permissible.
 In case of ID cards loss, member need to immediately report to the respective Admin team/
Front Office personnel requesting for ‘Temporary ID’ card and place request for a new card.
 Temporary cards shall not be issued continuously beyond 10-12 working days
 Temporary cards should to be collected and returned back to the Admin/Front office/ Security
personnel by EOB on daily basis.
 New joinees to mandatorily wear the temporary ID cards by making necessary entries at the
front office till the permanent ID cards are issued by the Admin Team
 No guest vehicles will be allowed inside the campus. However, request to permit a visitors
vehicle inside the campus, will be agreed on a case to case basis. (Request needs to be made in
advance to the administration team)
9.5 Visitors to TLSU
 All personal visitors need to be received / met at the reception lobby. The floors / cabins /
classrooms are off limits to them. They may be taken to the cafeteria after signing in the
Visitors Register and obtaining a “Visitor” id card.
 Customers/ external agencies / vendors who visit TeamLease University should sign in the
Visitors Register, obtain a “Visitor” id card and then be allowed into TLSU campus.
 Interview candidates will be provided with a ‘candidate card’ and will be guided to the
respective interview hall / cabin. From here they will be under the guidance of the
recruitment / selection team.
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9.6 Business/Work Related Travel (Domestic)
This guideline aims at establishing standards for reimbursement of reasonable expenses incurred by
the employee of TEAMLEASE UNIVERSITY during travel within India on official work. The Travel
program does not provide for an element of profit and is not intended to build status through
expensive travel modes.
Wherever an overnight train journey is possible between two cities, train tickets will be procured. The
order of preference of purchase would be III A/C, II A/C etc. subject to availability. Flight tickets will
be purchased only for longer distances (which cannot be covered in an overnight journey) or under
unavoidable circumstances.
Policy
 All employees who wish to travel for business purposes must request approval from the
Department Head for travel through the Intranet.
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Administration will make the necessary reservations for travel / hotel after receiving the
confirmation of approval of travel on the intranet.
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Employees may also choose to stay with friends or relatives. They will be reimbursed a
daily allowance of Rs.500/- per day. This will not apply when the employee is
accommodated in any Company Guest House.

All reimbursements against hotel / lodging expenses are against bills, subject to the
specifications given below;
o
Reimbursement of boarding expenses will be on production of bills. In cases,
where there are no food bills, Department Heads may approve the same.
o
Telephone calls made for business transactions will be reimbursed.
o
Entertainment expenses on business will be reimbursed, on production of bills,
subject to the prior approval of the concerned Department Head and having
clearly mentioned the name of the customer/representatives entertained.
o
Local conveyance expenses will be reimbursed at actual based on the eligibility of
mode of transport. Employees must use either taxis or autos for travel within
cities depending on the need or availability.
o
While the objective is to ensure employees comfort during travel for official
work, it is expected of the employee to exercise control on the expenses incurred
by them.
o All travel expenses must be settled within 7 days after the business trip.
Employees will be reimbursed by local Administration / Accounts on submission of original bills in
support of the expenses claimed for their travel expenses. This is done after approval on the intranet
by their immediate superior.
i. Advance
Tour advance will be paid by the Accounts to an employee based on the approval of the travel request
by the Functional Head. All advances should be settled within 7 working days of the business trip.
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ii.
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iii.
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Duration of business trip
Maximum tour advance (Rs.)
1 day to 3 days (pro rata basis)
2,500/- per trip
3 days to 5 days (pro rata basis)
5,000/- per trip
5 days to 10 days (pro rata basis)
7,500/- per trip
Daily allowance
The daily allowance is applicable to all employees if they make their own arrangements for stay.
No bills need to be submitted to claim the daily allowance
If an employee avails daily allowances he/she is not entitled for separate claims towards lodging,
laundry & other incidentals.
An employee can submit bills to claim actual expenses incurred towards food.
Reimbursement
Employees should get the validation of the claim documents done by the TLSU administration
department before submitting the claim on the Intranet/HRIS as followsAll reimbursements including local travel/conveyance, purchases, etc.
For claiming reimbursement employee are required to submit all the relevant bills to the
Accounts department, after approvals from the respective approving authority on the
intranet.
9.7. Teachers & Their Responsibilities:
Whoever adopts teaching as a profession assumes the obligation to conduct himself / herself in
accordance with the ideal of the profession. A teacher is constantly under the scrutiny of his students
and the society at large. Therefore, every teacher should see that there is no incompatibility between
his precepts and practice. The national ideals of education which have already been set forth and
which he/she should seek to inculcate among students must be his/her own ideals. The profession
further requires that the teachers should be calm, patient and communicative by temperament and
amiable in disposition.
9.7.1 Teachers should:
1. Adhere to a responsible pattern of conduct and demeanour expected of them by the
community;
2. Manage their private affairs in a manner consistent with the dignity of the profession;
3. Seek to make professional growth continuous through study and research;
4. Express free and frank opinion by participation at professional meetings, seminars,
conferences etc. towards the contribution of knowledge;
5. Maintain active membership of professional organizations and strive to improve education
and profession through them;
6. Perform their duties in the form of teaching, tutorial, practical, seminar and research work
conscientiously and with dedication;
7. Co-operate and assist in carrying out functions relating to the educational responsibilities of
the college and TLSU such as: assisting in appraising applications for admission, advising and
counseling students as well as assisting the conduct of university and college examinations,
including supervision, invigilation and evaluation; and
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8. Participate in extension, co-curricular and extra-curricular activities including community
service.
9.7.2 Teachers and the student
1. Respect the right and dignity of the student in expressing his/her opinion;
2. Deal justly and impartially with students regardless of their religion, caste, political,
economic, social and physical characteristics;
3. Recognize the difference in aptitude and capabilities among students and strive to meet their
individual needs;
4. Encourage students to improve their attainments, develop their personalities and at the
same time contribute to community welfare;
5. Inculcate among student’s scientific outlook and respect for physical labour and ideals of
democracy, patriotism and peace;
6. Be affectionate to the students and not behave in a vindictive manner towards any of them
for any reason;
7. Pay attention to only the attainment of the student in the assessment of merit;
8. Make themselves available to the students even beyond their class hours and help and guide
students without any remuneration or reward;
9. Aid students to develop an understanding of our national heritage and national goals; and
10. Refrain from inciting students against other students, colleagues or administration.
9.7.3 Teachers and Colleagues
Teachers should:
1. Treat other employees of the profession in the same manner as they themselves wish to be
treated;
2. Speak respectfully of other teachers and render assistance for professional betterment;
3. Refrain from lodging unsubstantiated allegations against colleagues to higher authorities; and
4. Refrain from allowing considerations of caste, creed, religion, race or sex in their professional
endeavor.
9.7.4 Teachers and Authorities
Teachers should:
1. Discharge their professional responsibilities according to the existing rules and adhere to
procedures and methods consistent with their profession in initiating steps through their
own institutional bodies and/or professional organizations for change of any such rule
detrimental to the professional interest;
2. Refrain from undertaking any other employment and commitment including private tuitions
and coaching classes which are likely to interfere with their professional responsibilities;
3. Co-operate in the formulation of policies of the institution by accepting various offices and
discharge responsibilities which such offices may demand;
4. Co-operate through their organizations in the formulation of policies of the other institutions
and accept offices;
5. Co-operate with the authorities for the betterment of the institutions keeping in view the
interest and in conformity with dignity of the profession;
6. Should adhere to the conditions of contract;
7. Give and expect due notice before a change of position is made; and
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8. Refrain from availing themselves of leave except on unavoidable grounds and as far as
practicable with prior intimation, keeping in view their particular responsibility for
completion of academic schedule.
9.7.5 Teachers and Administrative Staff
1. Teachers should treat the non-teaching staff as colleagues and equal partners in a
cooperative undertaking, within every educational institution; and
2. Teachers should help in the function of joint staff-councils covering both teachers and the
non-teaching staff.’
9.7.6 Teachers and Guardians
Teachers should:
1. Try to see through teachers' bodies and organizations, that institutions maintain contact with
the guardians, their students, send reports of their performance to the guardians whenever
necessary and meet the guardians in meetings convened for the purpose for mutual
exchange of ideas and for the benefit of the institution.
9.7.5 Teachers and Society
Teachers should:
1. Recognize that education is a public service and strive to keep the public informed of the
educational programmes which are being provided;
2. Work to improve education in the community and strengthen the community's moral and
intellectual life ;
3. Be aware of social problems and take part in such activities as would be conducive to the
progress of society and hence the country as a whole;
4. Perform the duties of citizenship, participate in community activities and shoulder
responsibilities of public offices;
5. Refrain from taking part in or subscribing to or assisting in any way activities which tend to
promote feeling of hatred or enmity among different communities, religions or linguistic
groups but actively work for National Integration.
10.0 Leaving the Company
10.1 Notice period
Notice period and pay in lieu of notice period
Every employee who desires to be relieved must work for the stipulated notice period, or pay in lieu
of the notice period. The employees, whose services are confirmed, will be required to give notice
period of 30 days, while those on probation will be required to give notice of 15 days, across job
levels.
Provided further that in the case of Academic staff, the University may ask the Faculty to complete
the teaching assignment in the respective term or Semester, and s/he may be relieved after
completion of such assignment.
The decision to waive the notice period or accept payment in lieu thereof rests with the
management.
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In cases where the termination is initiated by the Company, the employee will be paid the stipulated
notice pay. However if the termination is due to “indiscipline or misconduct”, notice pay will not be
applicable.
The Management may withhold the settlement of accounts and issue of relieving letter to an
employee who does not comply with the relevant clause pertaining to notice period.
‘Pay’ for the purpose of notice period means Gross Pay as per the compensation structure.
10.2 Cessation of Employment
Resignation and Separation will be in accordance with the terms and conditions of employment.
Normally, leave or sponsorship for training and development is not permitted during notice period.
However, based on merits, grant of leave may be considered by the HOD/Superior.
Separation from the university can occur in the following events:
o On resignation from the services
o On retirement
o On being removed from the services or on being dismissed by the university
o On the expiry of any fixed contract period
o On being found medically unfit to continue working in her/his present responsibility
o On death of the employee.
10.3 Resignation
 An employee, who wishes to leave the services of the university, has to submit a resignation
letter giving notice as stipulated in the appointment letter, to the immediate Superior with a
copy of the same to Human Resource Department.
 On acceptance of resignation, a communication in writing shall be given to the employee.
 The payroll section will be advised regarding payment of dues to the employee after ensuring
clearance from all concerned departments.
10.4 Retirement
 The retirement age will be as per the UGC Regulations/guidelines of the University. The ageproof certificate that is submitted by the employee at the time of appointment shall be final
for determining the retirement date.
 The last date of the month in which the employee was born is considered as the date of
retirement.
 The University also reserves the right of retiring an employee prematurely due to health
reasons if, the employee is found to be medically unfit to continue in the current assignment.
 The payroll section will be advised regarding payment of dues to the employee after ensuring
clearance from all concerned departments.
10.5 Termination
An employee’s services may be terminated due to
o Lack of job related skills
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o
o
o
o
o
Inadequate work performance
Questionable character
Indifferent attitude
Integrity issues
Any other reason, which the University believes renders the employee unsuitable for
continued employment with the University.
The appointment of an employee is made on the basis of the information supplied by them in their
application / résumé at the time of interview. Their appointment shall become null and void in case any
material error is established at any point of time. In such a case, the employee’s services will be
terminated with immediate effect. The clearance formalities will be similar to those applicable for
resignations.
10.6 Expiry of Contract Period
Employees engaged on contractual basis shall automatically cease to be employees of the University
at the close of the last working day as stipulated in the contract. Such contractual employees will also
be required to furnish a No-due / clearance certificate from all concerned for settlement of dues, if
any.
10.7 Return of Office Property
On cessation of employment with the University, the employee must surrender all property (laptop,
phone, etc.), business related documents, confidential data or the like which may have been
entrusted to the employee. The employee should get a No-Dues certificate signed by his/her
Immediate Manager, Human Resource Department, Finance & Accounts, Administration and other
departments as required.
10.8 Lien on Service
An employee who is absent from work without information or without obtaining prior approval of
the Supervisor for more than eight consecutive working days will lose his lien on service as this would
amount to the employee voluntarily abandoning his employment in the University. The management
would strike off the name of the employee from the rolls of the University without any notice to the
employee.
10.9 Exit Interviews
Prior to leaving, an online exit interview questionnaire will be circulated and documented by the Human
Resource Department.
Exit interview questionnaire will be circulated for all employees exiting through formal separation,
(resignation and retirement) except dismissal/ termination.
The exit interview questionnaire will be applicable to all employees who have the official email ids. On
specific cases the HRBP will conduct the exit interview via Telephone / Video Conference or face to face.
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10.10 Full and Final Settlement
Employees separating through formal exits will be eligible for the full and final settlements as per the
below guidelines:




Employees whose date of leaving falls on or before the last day of the current month eg: 31st Jul,
shall be considered as clear resignations for July F & F. payout by 15th Aug.
Employees whose date of leaving falls between 1-31st of the next months eg: 1st Aug – 31st Aug,
shall be given only 50% of their current month salary (July) and the remaining 50% shall be
considered and paid along with full and final settlements by 15th Sep.
Post the full and final calculation if there are any dues or recovery amount or asset from the
employee, HR will send out the recovery letter to the employee in order to pay back/ return the
amount or asset in possession in order to close the F & F process and release exit letters.
(Relieving and Service)
The full and final settlement cheques and statements shall be made available by the mid of
every month at the respective centers/ locations where the Ex- employee was associated.
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