The following acts and omissions amount to misconduct:-
(i) wilful insubordination or disobedience, whether alone or jointly with others, to any lawful and reasonable order of a superior;
(ii) infidelity, unfaithfulness, dishonesty, untrustworthiness, theft and fraud, or dishonesty in connection with the activities of the University or handling of its property;
(iii) strike, picketing, gherao, striking work or inciting others to strike work in contravention of the provisions of any law or rule/regulation having the force of law;
(iv) gross moral misconduct, acts subversive of discipline, riotous or disorderly behaviour during or after the office hours at any place;
(v) riotous and disorderly behaviour during and after the working hours or in work place;
(vi) negligence or neglect of work or duty amounting to misconduct;
(vii) habitual negligence or neglect of work or duty;
(viii) habitual absence without permission and over-staying leave;
(ix) conviction by a criminal court.
58 The act or conduct of an employee may amount to misconduct―
(i) if the act or conduct is prejudicial or likely to be prejudicial to the interests of the employer/department or to the reputation of the employer/ department;
(ii) if the act or conduct is inconsistent or incompatible with the due or peaceful discharge of his duty to his employer/department;
(iii) if the act or conduct of a employee makes it unsafe for the employer to retain him in service;
(iv) if the act or conduct of the employee is so grossly immoral that all reasonable men say that the employee cannot be trusted;
(v) if the act or conduct of the employee is such that the employer/department cannot rely on the faithfulness of his employee;
(vi) if the act or conduct of the employee is such as to open before him temptations for not discharging his duties properly;
(vii) if the employee is abusive or if he disturbs the peace at the place of his employment;
(viii) if he is insulting and insubordinate to such a degree as to be incompatible with the continuance of the relation of employer/department and employee;
(ix) if the employee is habitually negligent in respect of the duties for which he is engaged;
(x) if the neglect of the employee though isolated, tends to cause serious consequences.