Part II Ordinances JMI (Administrativ… Bare Act

The source publishes this enactment as a single document rather than provision by provision, so the whole text is below and there are no per-section pages for it. Nothing has been shortened.

Long title	37 Ordinances of Administrative or general in one PDF
Type	Ordinance
Citation	No. 58 of 1988
Year	1988
Jurisdiction	Central
Ministry	Ministry of Education
Status	In force as published by the source
Text	Published as one document, as the source published it
Subjects	education

1 Part-II ORDINANCE (Administrative/General) Ordinance No.

Subject Date and Notifications Page Nos.

1 (I) Emolument & terms and conditions of the service of the Shaikh-ul- Jamia (Vice-Chancellor)

31.5.1999 2 2 (II) Emolument terms & conditions of service of the Naib Shaikhul Jamia (Pro Vice-Chancellor)

5.4.1999 5 3 (III) Emolument & terms and conditions of the service of the Musajjil (Registrar)

31.5.1999 7 4 (IV) Emolument & terms and conditions of the service of the Finance Officer

31.5.1999 9 4-A (IV-A) Emoluments, Terms and Conditions of Service of the Controller of Examinations

29.08.2016 more … 10 5 (V) Leave Rules Applicable to Teachers 9.11.2017 more … 11 6 (VI) Terms and Conditions of Service of Jamia Employees (other than Teachers, Registrar and Finance Officer

9.11.2017 more … 30 7 (VII) Leave Travel Concession 5.4.1999 70 8 (VIII) Medical Attendance Rules 11.10.2006 more … 74 9 (IX) Travelling and Halting Allowance (TA/DA Rules) 31.5.1999 86 10 (X) Allotment of Residential Accommodation 09.06.2015 more … 94 11 (XI) University Building Committee 8.05.2017 more … 104 12 (XII) The Health Committee 5.4.1999 106 13 (XIII) Board of Publications 5.4.1999 107 14 (XIV) Purchase Committee 30.8.2017 more… 108 15 (XV) Selection Committees 3.5.2016 more … 109 16 (XVI) Majlis-I-Deeniyat (Theology Committee) 5.4.1999 111 17 (XVII) Sensitization, Prevention and Redressal of Sexual Harassment (SPARSH)

25.11.2013 more … 112 18 (XVIII) Board of Management for Welfare Centres 5.4.1999 116 19 (XIX) Common Ordinance for the Centres 13.3.2012 more … 120 20 (XX) Zakir Husain Institute of Islamic Studies 14.7.2009 more … 125 21 (XXI) FTK- Centre for Information Technology 14.7.2009 more … 127 22 (XXII) Maulana Mohammad Ali Jauhar Academy of International Studies 19.1.2012 more … 130 23 (XXIII) Centre for Distance and Open Learning 14.7.2009 more … 133 24 (XXIV) Centre for Management Studies 14.7.2009 more … 136 25 (XXV) Nelson Mandela Centre for Peace and Conflict Resolution 14.7.2009 more … 138 26 (XXVI) Centre for Jawaharlal Nehru Studies 14.7.2009 more … 140 28 (XXVIII) Centre for Comparative Religions and Civilizations 14.7.2009 more … 142 29 (XXIX) Centre for West Asian Studies 144 30 (XXX) Dr. K.R. Narayanan Centre for Dalit and Minorities Studies 146 31 (XXXI) Centre for Spanish & Latin American Studies 148 32 (XXXII) Centre for Physiotherapy & Rehabilitation Sciences 21.7.2009 more … 150 33 (XXXIII) Academy of Professional Development of Urdu Medium Teachers 21.7.2009 more … 152 34 (XXXIV) Centre for North East Studies and Policy Research 25.2.2013 more … 154 35 (XXXV) Centre for Nanoscience and Nanotechnology 31.12.2012 more … 156 36 (XXXVI) Preservation of various records documents in the University 13.1.2015 more … 157 37 (XXXVII) Consultancy: Institutional and Industrial 29.8.2016 more … 172 2 3 Ordinance 1(I) EMOLUMENTS, TERMS AND CONDITIONS OF SERVICE OF THE SHAIKHUL JAMIA (VICE-CHANCELLOR)

1. The Shaikhul Jamia (Vice-Chancellor) shall receive a salary as follows:

(1) Pay : As notified by the University Grants Commission from time to time.

(2) Dearness and other/Allowances : As notified by the Govt. of India University Grants Commission from time to time

2. The Shaikhul Jamia (Vice-Chancellor) shall be entitled to the benefits of the Contributory Provident Fund of the University.

3. The Shaikhul Jamia (Vice-Chancellor) shall be entitled to Leave Travel Concession, as approved by the University from time to time.

4. The Shaikhul Jamia (Vice-Chancellor) shall be entitled to the reimbursement of medical expenses incurred on the medical treatment of himself and his family members obtained for the Private OPD/Private Wards of any approved Hospital/Nursing Home approved by the University.

5. The Shaikhul Jamia (Vice-Chancellor) shall be entitled to the reimbursement of the expenses on account of T.A., D.A. for himself/herself and his/her family members and transportation of personal effects (inclusive of that of his/her family) from his/her home town to New Delhi and back on his/her assuming office and relinquishing it on the expiry of his/her tenure.

6. The Shaikhul Jamia (Vice-Chancellor) shall be entitled to receive Travelling Allowance at the rates prescribed by the relevant Ordinances.

7. Leave:

(1) (a) The Shaikhul Jamia (Vice-Chancellor) shall, during the tenure of his office, be entitled to Leave on Full Pay at the rate of 30 days in a calendar year. The Leave shall be credited to his account in advance in two halfyearly installments of 15 days each on the first day of January and the first day of July every year.

Provided that if the Shaikhul Jamia (Vice-Chancellor) assumes or relinquishes the charge of the office of the Shaikhul Jamia (Vice- Chancellor) during the currency of a half year, the Leave shall be credited proportionately at the rate of 2 1/2 days for each completed months of service.

(b) The Leave at the credit of the Shaikhul Jamia (Vice-Chancellor) at the close of the previous half year shall be carried forward to the new half year, subject to the condition that the Leave, so carried forward plus the credit for that half year, does not exceed the maximum limit of 300 days.

(c) The Shaikhul Jamia (Vice-Chancellor), on relinquishing the charge of his/her office, shall be entitled for the number of days equivalent to the 4 Leave Salary admissible for the number of days of Leave on Full Pay due to him at the time of his relinquishment of charge, subject to a maximum of 300 days, including encashment benefit availed of elsewhere.

(d) The Shaikhul Jamia (Vice-Chancellor) shall also be entitled to Half-Pay Leave at the rate of 20 days for each completed year of service. The Half- Pay Leave may only be availed of as Commuted Leave is availed, twice the amount of Half-Pay Leave shall be debited against the Half-Pay Leave due.

(e) The Shaikhul Jamia (Vice-Chancellor) shall also be entitled to avail himself of Extra-Ordinary Leave without pay for a maximum period of three months during the full term of five year on medical grounds or otherwise.

(2) In case the Shaikhul Jamia (Vice-Chancellor) is appointed for a further term, the leave period mentioned above, shall apply separately to each term.

(3) During the period of such Leave, the Shaikhul Jamia (Vice-Chancellor) shall be entitled to the same Salary, Honorarium and Allowances and such other facilities of services as may have been provided.

(4) In the case of any absence of the Shaikhul Jamia (Vice-Chancellor) occasioned by any call by the Central or State Government, or Public Service, or on Deputation on behalf of the University for any public purpose, the period, so spent shall be treated on duty .

(5) Where an employee of the University is appointed as Shaikhul Jamia (Vice- Chancellor), he/she shall be allowed to avail himself of any Leave at his credit before his/her appointment as Shaikhul Jamia (Vice-Chancellor). Similarly, on his/her relinquishing the post of the Shaikhul Jamia (Vice-Chancellor) and in the event of his/her re-joining his/her old post, he/she shall be entitled to carry back the Leave at his/her credit to the new post.

8. If a person, employed in another Institution, is appointed Shaikhul Jamia (Vice- Chancellor) on Deputation, he/she shall be entitled to Salary. Allowances, Leave and leave Salary as per Deputation Rules of the Institution to which he/she was entitled prior the his/her appointment as Shaikhul Jamia (Vice-Chancellor) and till he/she continues to hold his/her lien on this post. The University shall also pay Leave Salary, Provident Fund, Pension Contributions to the Institution, where he/she is permanently employed, as admissible under the Rules.

9. Amenities:

(1) The Shaikhul Jamia (Vice-Chancellor) shall be entitled to have a water, power and rent-free furnished residential accommodation with such furniture, as may be approved by the University. The premises of his/her lodging will be maintained by the University.

(2) If the Shaikhul Jamia (Vice-Chancellor) resides in his/her own house, he/she shall be entitled to a house rent Allowances as per rules. In addition, the Shaikhul Jamia (Vice-Chancellor) shall also be entitled to a monthly allowance of Rs.

2000/- in lieu of a free furnished house.

(3) The Shaikhul Jamia (Vice-Chancellor) shall be entitled to the facility of a free official car. He shall also be entitled to free telephone (with STD) service at his/her residence.

(4) The Shaikhul Jamia (Vice-Chancellor) shall also be entitled to one cook, an attendant and a bearer at his/her residence.

6 Ordinance 2(II) EMOLUMENTS, TERMS AND CONDITIONS OF SERVICE OF THE NAIB SHAIKHUL JAMIA (PRO-VICE-CHANCELLOR)

1. The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall receive a salary as follows:

(i) Pay : As notified by the University Grants Commission from time to time

(ii) Dearness and other Allowances : As notified by the Govt. of India/University Grants Commission from time to time.

2. The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall be entitled to the benefits of the Contributory Provident Fund of the University:

Provided that where an employee of this university or any other Institution is appointed as Naib Shaikhul Jamia (Pro-Vice-Chancellor), he/she shall continue to be governed by the same retirement benefit scheme, (namely general provident fund/contributory provident fund/pension/gratuity) to which he was entitled prior to his appointment as Naib Shaikhul Jamia (Pro-Vice-Chancellor), and till he/she continues to hold his/her lien on that post.

3. The Naib Shaikhul-Jamia (Pro-Vice-Chancellor) shall be entitled to leave travel concession, as provided by the university.

4. The Naib Shaikhul-Jamia (Pro-Vice-Chancellor) shall be entitled to the reimbursement of medical expenses incurred on the medical treatment of himself/herself and his/her family members obtained from the private OPD/private Wards of any hospital or nursing home approved by the university.

5. The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall be entitled to reimbursement of the expenses on account of TA, DA for himself and his family members and transportation of personal effects from his home town to New Delhi and back on his assuming office and relinquishing it on the expiry of the term.

6. The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall be entitled to receive Travelling Allowances at the rates prescribed by the relevant Ordinances of University.

7. The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall be entitled to have water, power and rent-free furnished residential accommodation. The premises of his/her lodging will be maintained by the University.

8. The Naib Shaikhul-Jamia (Pro-Vice-Chancellor) shall be entitled to the facility of a staff car for journeys performed between Office and his/her residence. He shall also be entitled to free telephone service at his residence.

9. The Naib Shaikhul-Jamia (Pro-Vice-Chancellor) shall also be entitled to an attendant bearer at his/her residence.

10. Leave:

(1) The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall be entitled to Leave on full Pay at the rate of 30 days in a calendar year. The leave shall be created to his/her account in advance in two half-yearly installments of 15 days on the first day of January and the first day of July every year.

Provided that if the Naib Shaikhul Jamia (Pro- Vice-Chancellor) assumes or relinquishes the charge of the office of the Naib Shaikhul Jamia (Pro- Vice- Chancellor) during the currency of a half year the leave shall be credited proportionately at the rate of two and a half days for each completed month of service.

(2) The Leave at the credit of the Naib Shaikhul Jamia (Pro-Vice-Chancellor) at the close of the previous half year shall be carried forward to the new half year, subject to the condition that the Leave, so carried forward the credit for that half year, does not exceed the maximum limit of 300 days.

(3) The Naib Shaikhul Jamia (Pro-Vice-Chancellor), on relinquishing the charge of his office, shall be entitled to receive a sum equivalent to the Leave Salary admissible for the number of days of Leave on full pay due to him at the time of his relinquishment of charge, subject to a maximum of 300 days, including encashment benefits availed of elsewhere.

(4) The Naib Shaikhul-Jamia (Pro-Vice-Chancellor) shall also be entitled to Half Pay Leave at the rate of 20 days for each completed year of service. This Half Pay Leave may only be availed as Commuted Leave on full pay on Medical Certificate. When Commuted Leave is availed, twice the amount of Half Pay Leave shall be debited against the Half-Pay Leave due.

(5) The Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall also be entitled to avail himself of Extra-Ordinary Leave without pay for a maximum period of three months during the full term of his office on medical ground or otherwise.

(6) In case the Naib Shaikhul Jamia (Pro-Vice-Chancellor) is appointed for a further terms the Leave period, mentioned above, shall apply separately to each term.

(7) During the period of such Leave, the Naib Shaikhul Jamia (Pro-Vice-Chancellor) shall be entitled to the same Salary, honorarium and allowances and such other facilities of scrvices as may have been provided.

(8) In the case of any absence of the Naib Shaikhul Jamia (Pro-Vice-Chancellor), occasioned by any call by the Central or State Govenment, or Public Service, or on Deputation, on behalf of the University for any public purpose, the period, so spent, shall be treated as on duty.

(9) Where an employee of this University is appointed as Naib Shaikhul Jamia (Pro- Vice-Chancellor), he/she shall be allowed to avail himself/herself of any Leave at his/her credit before, his/her appointment as Naib Shaikhul Jamia (Pro-Vice- Chancellor). Similarly, on his/her relinquishing the above post and in the event of his/her re-joining his/her old post, he/she shall be entitled to carry back the Leave at his/her credit to the new post.

(10) If a person employed in another Institution is appointed Naib Shaikhul Jamia (Pro-Vice-Chancellor) on Deputation, he/she shall be entitled to Salary, Allowances, Leave and Leave Salary, as per Deputation Rules of the University.

The University would also pay Provident Fund and Pension Contributions to the University/Institution, where he/she is permanently employed, as admissible under the Rules.

8 Ordinance 3(III) EMOLUMENTS, TERMS AND CONDITIONS OF SERVICE OF THE MUSAJJIL (REGISTRAR)

1. The Musajjil (Registrar) shall be appointed on the basis of direct recruitment for a tenure of five years which can be renewed for a similar term by the Majlis-i- Muntazimah (Executive Council) and shall be placed in the scale of pay as recommended by the University Grants Commission and adopted by the Majlis-i- Muntazimah (Executive Council) from time to time.

2. The terms and conditions of service of the Musajjil (Registrar) shall be such, as prescribed for other non-vocational employees of the University.

3. The provisions of Statute 38 are ratified by the lamia Millia Islamia Act, 1988 shall be applicable to Musajjil (Registrar).

4. If the services of the Musajjil (Registrar) are borrowed from the Government or any other Organisation/Institution, the terms and conditions of his/her service shall be governed by the Deputation Rules of the University.

5. Any Musajjil (Registrar) on deputation may be repatriated earlier than the stipulated period by the Majlis-I-Muntazimah (Executive Council) on the recommendation(s) of the Shaikhul Jamia (Vice-Chancellor).

6. The Musajjil (Registrar) shall be entitled to a rent, water, power, free unfurnished residential accommodation as also a free telephone service at his/her residence. The Musajjil (Registrar) shall also be entitled to the services of an attendant/bearer at his/her residence.

7. The Musajjil (Registrar) shall be entitled to such Leave, Allowances, Provident Fund and other, terminal benefits as prescribed by the University from time to time for its non-vocational staff.

8. The Musajjil (Registrar) shall be entitled to the facility of staff car between the Office and his/her residence.

9 Ordinance 4(IV) EMOLUMENTS, TERMS AND CONDITIONS OF SERVICE OF THE FINANCE OFFICER 1 The Finance Officer shall be appointed on the basis of direct recruitment for a tenure of five years which can be renewed for a similar term by the Majlis-i-Muntazimah (Executive Council) and shall be placed in the scale of pay as recommended by the University Grants Commission and adopted by the Majlis-I-Muntazimah (Executive Council) from time to time.

2. The Finance Officer shall receive a salary as follows: -

(i) Pay : As notified by the University Grants Commission from time to time.

(ii) Dearness and other Allowances : As notified by the Govt. of India/ University Grants Commission from time to time.

3. The Finance Officer shall be entitled to such leave and other terminal benefits as applicable to the Non-Vocational Staff of the University.

4. If the services of the Finance Officer are borrowed from the Government or any other Organisation/Institution, his/her terms and conditions of service shall be governed by the Deputation Rules of the University.

5. The Finance Officer, if appointed on Deputation, shall be entitled to Provident Fund, and such other benefits as may be prescribed in this behalf by the University from time to time for its employees.

6. The Finance Officer, if on deputation, may be repatriated earlier than the stipulated period by the Majlis-I-Muntazimah (Executive Council) on the recommendation of the Shaikhul Jamia (Vice-Chancellor).

7. The conditions of service of the Finance Officer shall be those as embodied in the Contract of Service prescribed by the University for its salaried Non- Vocational Staff.

8. The Finance Officer shall be entitled to a free telephone (without STD) service at his/her residence.

9. The Finance Officer shall be entitled to the facility of staff car between the Office and his/her residence.

10 E.C. Resolution No. EC-2016(II) 3.59, dated: 28.06.2016 Notification No. 03/L&O/RO/JMI/2016, dated: 29.08.2016 Ordinance 4-A (IV-A) EMOLUMENTS, TERMS AND CONDITIONS OF SERVICE OF THE CONTROLLER OF EXAMINATIONS

1. The Controller of Examinations shall be a whole time salaried officer appointed on the basis of direct recruitment as per UGC qualifications and on the recommendation of a Selection Committee constituted for the purpose for a tenure of five years. The term may be renewed for a period of five years or less by the Executive Council. The Controller of Examinations shall be placed in the pay scale framed by the UGC and adopted by the Executive Council from time to time.

2. If the Controller of Examinations is appointed on deputation basis from Government or any other Government affiliated or public institution, the terms and conditions of his/her service shall be governed by the deputation rules of Govt. of India.

3. The Controller of Examinations who is appointed on deputation may be repatriated earlier than the stipulated period by the Executive Council on the recommendations of the Vice- Chancellor.

4. When the Office of the Controller of Examinations is vacated or when the Controller of Examinations is, by the reason of illness, absence or any other cause, unable to perform the duties of his office, the duties of the Office shall be performed by such person as the Vice- Chancellor may appoint for the purpose.

5. The Controller of Examinations shall be entitled to unfurnished residential accommodation for which he/she shall pay prescribed licence fee and also mobile phone and telephone service (with STD/ISD facility) at his/her residence as per ceiling fixed from time to time.

6. The Controller of Examinations shall be entitled to the facility of car between the office and his/her residence.

7. The Controller of Examinations shall be entitled to leave, allowances and other terminal benefits as prescribed by the University from time to time for its non-vocational staff.

8. The Controller of Examinations shall retire on attaining the age of 62 years.

9. Subject to the provision of the Acts, Statutes and Ordinances, the Controller of Examinations shall perform the duties in regard to the arrangements for the conduct of examinations and such duties and functions as may be assigned to him/her from time to time by the Executive Council/Vice-Chancellor.

10. The Controller of Examinations shall be responsible for making all arrangements necessary for holding examinations and entrance tests and declaration of results. It shall be his/her responsibility to:

(a) prepare and announce in advance, calendar of examinations.

(b) ensure secrecy regarding the setting and printing of question papers.

11 E.C. Resolution No. 2017(IV) 3.28, dated: 27.09.2017 Notification No. 03/JMI/L&O/RO/2017, dated: 09.11.2017 Ordinance 5(V) LEAVE RULES APPLICABLE TO TEACHERS

1. 1. In these rules:-

(i) "Teachers" means whole time permanent teachers of the University.

(ii) Leave includes "Earned Leave", "Half-Pay Leave", "Commuted Leave, "Extra- Ordinary Leave, "Maternity Leave, and "Paternity Leave".

(iii) "Earned Leave" means leave earned on thc basis of actual service rendered including the vacations.

(iv) "Half Pay Leave" means earned in respect of completed years of service calculated according to the rules hereinafter contained. .

(iv) "Commuted Leave" means leave as provided hereinafter. .

(v) "Completed years of service" means continuous service of the specified duration under the University and includes periods spend on duty as well as on deputation with Government and leave including Extra-Ordinarily Leave, unless otherwise provided.

(2) RIGHT OF LEAVE Leave cannot be claimed as a matter of right and when the exigencies or service so demand, leave of any description may be refused or revoked by the leave sanctioning authority.

In case a teacher is recalled to duty before the expiry of his leave. Such recall to duty shall be treated as compulsory in all cases.

(3) EARNING OF LEAVE Except as otherwise provided in these rules, leave shall be earned by period spent on duty only.

(4) (i) Leave should always be applied on prescribed proforma and reach competent authority to grant leave, well in time. Normally application in respect of long leave such as Study Leave, Sabbatical Leave, Extra Ordinary Leave etc. during Scholastic session, shall not be entertained.

(ii) Leave should always be applied for and sanctioned before it is taken except in case of emergency and for satisfactory reasons.

(5) The leave year shall run from Ist January to the 31st December every year.

(6) The following kinds of leave would be admissible to permanent teachers:

(i) Leave treated as duty: " Casual Leave, Special Casual Leave and Duty Leave.

(ii) Leave earned by duty.

Earned Leave, Half Pay Leave and Commuted Leave.

(iii) Leave not earned by duty:

Extra Ordinary Leave and Leave not due.

(iv) Leave not debited to leave account:

Maternity Leave, Paternity Leave, Quarantine Leave, Study Leave. Duty Leave" and Sabbatical Leave.

The Majlis-i-Muntazimah (Exectutive Council) may in exceptional cases grant, for the reasons to be recorded, any other kind of leave subject to such terms and conditions as it may deem fit to impose.

2. Casual Leave

(i) A whole time teacher of the University shall be eligible for 8 days casual leave each year for domestic and private afairs.

(ii) Casual Leave cannot be carried over to the next leave year.

(iii) Public Holidays and Sundays falling in between the Casual Leave shall not be counted as part of Casual Leave and such holidays may be pre-fixed/suffixed with casual leave.

3. Special Casual Leave

(i) Special Casual Leave not exceeding ten days in a calendar year may be granted to a teacher by the Vice Chancellor:

(a) to conduct examination of a University, Public Service Commission, Board of Examination or other similar bodies/institutions,

(b) to inspect academic institutions, or

Note:- In computing the ten days leave admissible the days of actual journey, if any to and from the places where such conference/ activity takes place will be excluded.

(ii) In addition, special casual leave to the extent mentioned below may also be granted:-

(a) to undergo sterilization operation (vasectomy or Selpingectomy) under family Planning Programme. Leave in this case will be restricted to six working days:

(b) to a female teacher who undergoes non-peruperal sterlisation. Leave in this case will be restricted to fourteen days.

(c) Special Casual Leave cannot be accumulated, nor it can be combined with any other kind of leave except Casual leave. It may be granted in combination with holidays or the vacation.

4. Duty Leave

(i) Duty Leave may be granted for :-

(a) attending conferences, congresses, symposia and seminars on behalf of the University or with the permission of the University.

(b) Delivering lectures in institutions and Universities at the invitation of such institutions or Universities received by this University and accepted by the Vice-Chancellor .

(c) working in another Indian or foreign University, any other agency, institution or organisation when so deputed by the University .

(d) participating in a delegation or working on a Committee appointed by the Government of India, the University Grants Commission, a sister University or any other Academic Body and for performing any other duty for the University.

(ii) The duration of leave should be such as may be considered necessary by the sanctioning authority on each occasion.

(iii) The leave may be granted on full pay provided that if the teacher receives a fellowship or honorarium or any other financial assistance beyond the amount needed for normal expenses, he may be sanctioned duty leave on reduced pay and allowances.

(iv) Duty Leave may be combined with earned leave, half-pay leave or extra ordinary leave.

5. Earned Leave

(i) Earned Leave admissible to a teacher shall be :-

(a) 1/30th ofactual service including vacation plus

(b) 1/3rd of the period, if any, during which he is required to perform duty during vacation.

Note:(i) For purpose of computation of period of actual service all periods of leave except Casual, Special Casual and Duty Leave shall be excluded sanctioned under 8(ii)(a).

(ii) Earned Leave at the credit of a teacher shall not be accumulated beyond 300 days.

The maximum earned leave that may be sanctioned at a time shall not exceed 60 days. Earned Leave exceeding 60 days may, however, be sanctioned in the case of higher study or training or leave on medical certificate or when the entire leave or portion thereof is spent outside India.

Provided Earned Leave taken as leave preparatory to retirement can be availed upto a maximum of 300 days. However, no permission for private employment except with Public Sector Undertaking or Government of India shall be granted.

(iii) Prefixing and suffixing holidays to leave, other than leave on medical certificate, shall be allowed automatically except in cases where for administrative reasons permission for suffixing/prefixing holidays to leave is specifically withheld. In the case of leave on medical certificate, if the day on which a teacher is certified medically fit for rejoining duty, happens to be a holiday, he shall be automatically allowed to suffix such holidays to his medical leave and such day(s) shall not be counted as leave.

(iv) When a teacher combines vacation with earned leave, the period of vacation shall be reckoned as leave in calculating the maximum amount of leave on average pay which may be included in the particular period of leave.

(v) In case where only a portion of the leave is spent outside India, the grant of leave in excess of 120 days shall be subject to the condition that the portion of the leave spent in India shall not in the aggregate exceed 120 days.

(vi) “While limiting the maximum of 300 days, where the balance at credit is 294-300 days, further advance credit of 06 days on 1 st January/ 1 st July will be kept separately and set-off against the EL availed of during that half year ending 30 th June/ 31 st December. However, if the leave availed is less that 06 days, the remainder will be credited to the leave account subject to the ceiling of 300 days at the close of that half year.”

6. Half Pay Leave Half Pay Leave admissible to a permanent teacher shall be 20 days for each completed year of service. Such leave may be granted on medical certificate, from a Registered Medical Practitioner, for private affairs or for academic purposes.

Note: A completed year of service means continuous service of specified duration under the University and includes period spent, on duty as well as leave including extra ordinary leave.

7. Commuted Leave Commuted Leave not exceeding half the amount of half pay leave may be granted on medical certificate to a permanent teacher subject to the following conditions: .

(a) Commuted leave during the entire service shall be limited to a maximum of 240 days.

(b) When commuted leave is granted, twice the amount of such leave shall be debited against the half-pay leave due.

(c) The total duration of earned leave and commuted leave taken in ‘conjunction , shall not exceed 240 days at a time. Provided that no commuted leave may be granted under the provision unless the authority competent to sanction leave has reasons to believe that the teacher will return to duty on its expiry .

(d) Where a teacher who has been granted commuted leave resigns from service or at his request is permitted to retire voluntarily without returning to duty, the commuted leave shall be treated as half pay leave and the difference between the leave salary in respect of commuted leave and half pay leave shall be recovered.

Provided that no such recovery shall be made if the retirement is by reason of illhealth incapacitating the ,teacher for further service or in the event of his death.

8. Extra Ordinary Leave

(i) A permanent teacher may be granted extra ordinary leave

(a) When no other leave is admissible; or

(b) When other leave is admissible and the teacher applies in writing for the grant of extra ordinary leave.

(ii) Extra Ordinary Leave shall always be without pay and allowances. Extra- Ordinary-Leave shall not count for increment except.in the following cases:-

(a) Leave taken on medical certificate:

(b) Cases where the Shaikhul Jamia (Vice-Chancellor) is satisfied that the leave was taken due to causes beyond the control of the teacher, such as inability to join or rejoin ,duty, due to civil commotion or a natural calamity, provided that the teacher has no, other kind of leave to his credit.

(d) Leave granted to accept an invitation to a teaching post or fellowship or research-cum-teaching post or an assignment for technical or academic work of importance.

(iii) Extra Ordinary Leave may be combined with any other kind of leave except casual leave and special casual leave provided that the total period of continuous' absence from duty on leave (including period of vacation when such vacation is taken in conjunction with leave) shall not exceed three years except in cases where leave is taken on medical certificate. The total period of absence from duty shall in no case exceed five years in the full working life of the individual.

(iv) At no time, more than 20% of the strength of the teachers on rolls of the Department shall be allowed to avail the extra ordinary leave and study leave/ sabbatical leave.

(v) EOL granted to staff for short-term/long-term assignments in India or abroad may be regulated on Foreign Service Terms (FST) for the purpose of annual increments (notional) and terminal benefits. Pension and Leave Salary Contribution as per CCS rules shall be paid either by the employer or by the employee concerned to JMI for the period of Foreign Service mandatorily. These contributions will entitle the employee to count his/her period of Foreign Service towards pensionery benefits, annual increments and earned leave/half pay leave.

However, such period of EOL will not count towards continuity of service for Sabbatical Leave Eligibility. The contribution towards Leave Salary and Pension Contribution has to be paid at the end of every financial year failing which it attracts interest asn per SR-307 (1).

9. Leave Not Due

(i) Leave not due may, at the discretion of the Shaikhul Jamia (Vice- Chancellor), be granted to a pemtanent teacher for a period not exceeding . 360 days during the entire service, out of which not more than 90 days at a time and 180 days in all 15 may be otherwise than on medical certificate. Such leave shall be debited against the half-pay-leave earned by him subsequently.

(ii) 'Leave not due' shall not be granted unless the Shaikul Jamia (Vice- Chancellor) is satisfied that as far as can reasonably be foreseen the teacher will return to duty on the expiry of the leave and earn the leave granted.

(iii) A teacher to whom 'Leave not due' is granted, shall not be pemtitted to tender his resignation from service so long as the debit balance in his leave account is not wiped off by active service, or he refunds the amount paid to him as pay and allowances for the period not so earned. In a case where retirement is unavoidable on account of reason of illness incapacitating that teacher for further service, refund of leave salary for the period of leave still to be earned may be waived by the Majlis-i-Muntazimah (Executive Council).

Provided further that the Majlis-i-Muntazimah '(Executive Council) may, in any other exceptional cases waive, for reasons to be recorded, the refund of leave salary for the period of leave still to be earned.

10. Maternity Leave

(i) Maternity Leave on full pay may be granted to a woman teacher for a period not exceeding 180 days, having less than two surviving children.

(ii) Maternity leave may also be granted in case of miscarriage, including abortion, subject to the condition that the total leave granted in respect of this to a woman teacher in her career is not more than 45 days, and the application for leave is supported by medical certificate.

(iii) Maternity Leave may be combined with leave of any other kind, except casual leave, but the leave applied for in continuation of maternity leave may be granted only if the application is supported by a medical certificate.

(iv) Leave in continuation of maternity leave may also be granted in case of illness of a newly born baby, subject to production of medical certificate to the effect that the condition of the ailing baby warrants mother's personal attention and that her presence by the baby's side is absolutely necessary.

11. Paternity Leave Paternity Leave of not exceeding 15 days may be granted to male teachers during the confinement of their wives provided, the limit is upto two children.

12. Quarantine Leave

(i) Quarantine leave is leave of absence from duty necessitated in consequence of the presence of an infectious disease in the family or household of a teacher.

(ii) Quarantine leave may be granted on medical cenificate for a period not exceeding 21 days; in exceptional cases this limit may be raised to thirty days. Any leave necessary for quarantine purpose in excess of this period shall be treated as ordinary leave. Quarantine leave may be combined with earned leave, half pay leave or extra ordinary leave.

13. Study Leave

(i) Study leave may be granted to entry-level appointees as Assistant Professor/ Assistant Librarian/Assistant Director of Physical Education and Sports (other than an Associate Professor or Professor who is otherwise eligible for sabbatical leave) after a minimum of three years of continuous service, to pursue a special line of study or research directly related to his/her work in the University or to make a special study of the various aspects of university/organization and methods of education giving full plan of work.

The paid period of study leave will be for 3 years, but 2 years may be given in the first instance, extendable by one more year, if there is adequate progress as reported by the Research Guide. Care should be taken that the number of teachers given study leave, does not exceed the stipulated percentage of teachers in any 16 department. Provided that the Executive Council may, in the special circumstances of a case, waive the condition of years service being continuous.

Explanation: In computing the length of service, the time during which a person was on probation or engaged as a research assistance may be reckoned provided that

(a) the person is a teacher on the date of the application; and

(b) there is no break in service.

(ii) Study leave shall be granted by the Executive Council on the recommendation of the concerned Head of the Department. The leave shall not be granted for more than three years in one spell, save in very exceptional cases in which the Executive Council is satisfied that such extension is unavoidable on academic grounds and necessary in the interest of the university.

(iii) Study leave shall not be granted to a teacher who is due to retire within five years of the date on which he/she is expected to return to duty after the expiry of study leave.

(iv) Study leave may be granted not more than twice during one's career, provided that not less than five years have elapsed after the teacher returned to duty on completion of earlier spell of Study leave. However, the maximum of study leave admissible during the entire service should not exceed five years.

While applying for study leave for the second time, the teacher shall indicate the work done during the period of earlier leave as also give details of work to be done during the proposed spell of study leave.

(v) No teacher who has been granted study leave shall be permitted to alter substantially the course of study or the programme of research without the permission of the Executive Council. When the course of study falls short of study leave sanctioned, the teacher shall resume duty on the conclusion of the course of study unless the previous approval of the Executive Council to treat the period of shortfall as Extra-Ordinary leave has been obtained.

(vi) Subject to the provisions of sub-clauses (vii) and (viii) below, study leave may be granted on full pay up to two years extendable by one year at the discretion of the university.

(vii) When a teacher is awarded a fellowship/ scholarship/stipend for pursuing further studies leading to Ph.D/Post-Doctoral qualification or for undertaking research project in a higher education institution abroad, the amount of the scholarship/ fellowship shall not be linked to the recipient's pay/ salary paid to her/him by his/her parent institution. The awardee shall be paid salary for the entire duration of fellowship/ scholarship, provided of course s/he does not take up any other remunerative jobs like teaching, in the host country.

In the case of an Indian fellowship, which exceeds the salary of the teacher, the salary would be forfeited.

(viii) Subject to the maximum period of absence from duty on leave not exceeding three years, study leave may be combined, with earned leave, half- pay leave, extraordinary leave or vacation, provided that the earned leave at the credit of the teacher shall be availed of at the discretion of the teacher. When study leave is taken in continuation of vacation, the period of study leave shall be deemed to begin to run on the expiry of the vacation. A teacher who is selected to a higher post during study leave, will be placed in that position and get the higher scale only after joining the post.

(ix) A teacher granted study leave shall on his/her return and re-joining the service of the university may be eligible to the benefit of the annual increment(s) which he/she would have earned in the course of time if he/she had not proceeded on study leave. No teacher shall however, be eligible to receive arrears of increments.

(x) The period of study leave shall count as service for the purposes of retirement benefits (pension/contributory provident fund), provided that the teacher rejoins the University on the expiry of his/her study leave, and serve for the period for which the Bond has been executed.

(xi) Study leave granted to a teacher shall be deemed to be cancelled in case it is not availed of within 12 months of its sanction.

Provided that where study leave granted has been so cancelled, the teacher may apply again for such leave.

(xii) A teacher availing himself/herself of study leave shall undertake that he/she shall serve the university for a continuous period of at least three years to be calculated from the date of his/her resuming duty after expiry of the study leave.

(xiii) After the leave has been sanctioned the teacher shall, before availing himself/herself of the leave, execute a bond in favour of the university binding himself/herself for the due fulfilment of the conditions laid down in sub-clause

(xiii) and (xiv) above and give security of immovable property to the satisfaction of the Finance Officer/Treasurer or a fidelity bond of an insurance company or a guarantee by a scheduled bank or furnish security of two permanent teachers for the amount which might become refundable to the uuniversity in accordance with sub-clause (xiv) below.

(xiv) The teacher on study leave shall submit to the Registrar, six monthly reports of progress in his/her studies from his/her supervisor or the Head of the Institution.

This report shall reach the Registrar within one month of the expiry of every six months of the study leave. If the report does not reach the Registrar within the specified time, the payment of leave salary may be deferred till the receipt of such report.

(xv) The teacher on study leave shall submit a comprehensive report on the completion of the study leave period. A copy of the research document/ monograph/academic paper produced during the period of study leave shall be put on the University’s website.

(xvi) A teacher a) who is unable to complete his/her studies within the period of study leave granted to him/her, or b) who fails to rejoin the service of the University on the expiry of his/her study leave, or c) who rejoins the service of the University but leaves the service without completing the prescribed period of service after rejoining the service, or d) who within the said period is dismissed or removed from the service by the University shall be liable to refund to the University, the amount of leave salary and allowances and other expenses, incurred on the teacher or paid to him/her or on his/her behalf in connection with the course of study.

Explanation:

If a teacher asks for extension of study leave and is not granted the extension but does not rejoin duty on the expiry of the leave originally sanctioned, s/he shall be deemed to have failed to rejoin the service on the expiry of her/his leave for the purpose of recovery of dues under these guidelines.

Notwithstanding the above, the Executive Council may order that nothing in these guidelines shall apply to a teacher who, within three years of return to duty from study leave is permitted to retire from service on medical grounds, provided further that the Executive Council may, in any other exceptional case, waive or reduce, for reasons to be recorded, the amount refundable by a teacher under these guidelines.

14. Sabbatical Leave

(i) Permanent, whole time teachers of the university who have completed seven years of service as Lecturer Selection Grade/Reader or Professor, may be granted sabbatical leave to undertake study or research or other academic pursuit solely for the object of increasing their proficiency and usefulness to the university and higher education system.

(ii) The duration of leave shall not exceed one year at a time and two years in the entire career of a teacher .

(iii) A teacher who has availed himself/herself of study leave, would not be entitled to the sabbatical leave.

Provided further that sabbatical leave shall not be granted until after the expiry of five years from the date of the teacher's return from previous study leave or any other kind of training programme.

(iv) A teacher shall, during the period of sabbatical leave, be paid full pay and allowances (subject to the prescribed conditions being fulfilled) at the rates applicable to him/her immediately prior to his/her proceeding on sabbatical leave.

(v) A teacher on sabbatical leave shall not take up during the period of that leave, any regular appointment under another organisation in India or abroad. He/She may, however, be allowed to accept a fellowship or a research scholarship or ad hoc teaching and research assignment with honorarium or any other form of assistance, other than regular employment in an institution of advanced studies, provided that in such cases the Executive Council/Syndicate may, if it so desires, sanction sabbatical leave on reduced pay and allowance.

(vi) During the period of sabbatical leave, the teacher shall be allowed to draw the increment on the due date. The period of leave shall also count as service for purposes of pension/contributory provided fund, provided that the teacher rejoins the university on the expiry of his/her leave.

NOTE-I: The programme to be followed during sabbatical leave shall be submitted to the university for approval along with the application for grant of leave.

NOTE-II: On return from leave, the teacher shall report to the university the nature of studies; research or other work undertaken during the period of leave.

15 (1) Commencement and Termination of Leave:

(i) Leave ordinarily begins from the date on which leave as such is actually availed of and ends on the day preceding on which duty is resumed.

(ii) Sunday or other public holidays (except vacations) may.be prefixed as well as suffixed to leave,

(iii) Teachers are normally expected to be present on the last day of the session and on the opening day of the session after a vacation. However, in exceptional or special circumstances, combination of vacations at one end might be allowed by the Shaikhul Jamia (Vice-Chancellor)to any kind of leave except casual leave, Note:- Normally applications during Scholastic session shall not be entertained.

15 (2) RETURN TO DUTY ON EXPIRY OF LEAVE:

Except with the permission of the authority which granted the leave, no person on leave may return to duty before the expiry of the period of leave granted to him.

15 (3) COMBINATION OF LEAVE:

Except as otherwise provided in these rules, any kind of leave under these rules may be granted in combination with or in continuation of any other kind of leave.

15 (4) GRANT OF LEAVE BEYOND THE DATE OF RETIREMENT AND ON RESIGNATlON:

19 No leave shall be granted beyond the date on which a teacher must retire, provided that a teacher may be paid each equivalent of leave salary in respect of the period of earned leave at his credit at the time of retirement on superannuating subject to the following conditions:-

(i) The payment of cash equivalent of leave salary for earned leave shall be limited to 300 days.

(ii) In respect of a teacher who retires on attaining the normal age prescribed for retirement under the terms and conditions governing his service, the authority competent to grant leave shall suo-motu issue an order granting cash equivalent of leave salary for earned leave, if any, at the credit of the teacher on the date of his retirement subject to a maximum of 300 days.

(iii) The cash payment will be equal to leave salary as admissible for earned leave and dearness allowance admissible on that leave salary at the rates in force on the date of retirement. No city compensatory allowance and/or rent allowance shall be payable.

The cash payment for unutilised earned leave shall be made in the manner indicated below: " Pay admissible on the date of Number of unutilised earned leave at retirement plus dearness credit on the date of retirement subject allowance admissible on to maximum of 300 days. that cash payment.

(iv) A teacher who is re-employed after retirement may, on termination of his re- employment, be granted suo-motu by the authority competent to grant leave, cash equivalent in respect of earned leave at his credit on the date of termination of re-employment; subject to a maximum of 300 days, including the period for which encashment was allowed at the time of retirement.

(v) A teacher can also avail of, as leave preparatory to retirement, a part of earned leave at his credit. In that case, he will be allowed benefits of this rule for the earned leave that remains at credit on the date of retirement in accordance with the terms and conditions stipulated in this rule-

(vi) A teacher already on leave preparatory to retirement who has been allowed to return to duty shall also be entitled to benefit under this rule on the date of retirement.

(vii) The authority competent to grant leave may withhold whole or part of cash equivalent of earned leave in the case of a teacher who retires from service on attaining the age of retirement while under suspension -or while disciplinary or criminal proceedings are pending against him, if in the view of such authority there is a possibility of some money becoming recoverable from him on conclusion of the proceedings against him. On conclusion of the proceedings, he will become eligible to the amount so withheld after adjustmcnt of University's dues, if any.

15 (5) Conversion of one kind of Leave into another kind:

(i) At the request of teacher of sanctioning authority may convert any kind of leave retrospectively into leave of a different kind which was due and admissible to him at the time the leave was granted, but the teacher Cannot claim such conversion as a matter of right"

(ii) The conversion of one kind of leave into another, shall be subject to adjustment of leave salary on the basis of leave finally granted to the teacher, that is to say, any amount paid to him in excess shall be recovered or any arrears due to him shall be paid.

Note:- Extra Ordinary Leave granted on medical certificate or otherwise may be converted retrospectively into leave not due subject to the provisions of Rule 9 (Leave not due ).

20 15 (6) Rejoining of Duty on return from Leave on Medical Grounds:

A teacher who has been granted leave on medical certificate will be required to produce a medical certificate of fitness before resuming duties in such manner and from such persons as may be prescribed.

The authority competent to grant leave may in its discretion, wai ve the production of a medical certificate in case of an application for leave for a period not exceeding 3 days at a time on medical ground. Such leave shall not however, be treated as a leave on medical certificate and shall be debited against leave other than leave on medical grounds.

15 (7) Increment during Leave:

If the increment falls during leave other than casual leave or special causal leave, the effect of increase of pay will be given from the date the employee resumes duty without prejudice to the normal date of his increment.

l5 (8) (i) No permanent employee shall be granted leave of and kind for a continuous period exceeding three years.

(ii) When an employee does not resume duty after availing leave for continuous period of three years, or whether an employee after the expiry of his leave remains absent from duty , otherwise than on foreign service or on account of suspension, for any period which together with the period of leave granted to him exceeds three years his lien shall, unless the Executive Council in view of the exceptional circumstances of the case otherwise determines, be deemed to have terminated and he shall cease to be in the University service, 15 (9) Absence after expiry of Leave:

Unless the authority competent to grant leave extends the leave, a University employee who remains absent after the end of leave is entitled to no leave salary for the period of such absence and period shall be debited against his leave account ' " as though it were half pay leave, to the extent such leave is due, the period in excess of such leave due being treated as extra-ordinary leave.';

15 (10) The leave account except casual and compensatory leave shall be maintained for each teacher in the Office of the Registrar.

The order sanctioning earned leavelhalf pay leave to a teacher shall thereafter indicate the balance of such leave at his credit.

16. (a) Leave Salary:

(1) Except as provided in sub-rules (5), a teacher on earned leave is entilled to leave salary equivalent to the pay drawn immediately before proceeding on leave.

(2) A teacher on half pay leave or leave not due is entitled to leave salary' equal to half the amount specified in sub-rule(l).

(3) A teacher on commuted leave is entitled to leave salary equal to the amount admissible under sub-rule(l).

(4) A teacher on extra ordinary leave is not entitled to any leave salary.

(5) (a) A teacher who is granted leave beyond the date of retirement or quitting of service, as the case may be, shall be entitled during such leave, to leave salary as admissible under the rules in lumpsum for the entire period of such leave as one time settlement, reduced by the amount of pension and pension equivalent of other retirement benefits.

(b) Where such teacher is re-employed during such leave, the leave salary shall be restricted to the amount of leave admissible while on half pay leave and further reduced by the amount of pension and pension equivalent of other retirement benefits. Provided that it shall be open 21 to the teacher not to avail himself of the leave but to avail of full pension

(b) Advance of Leave Salary

(a) The advance in lieu of leave salary admissible to a teacher proceeding on leave of not less than thirty days shall include allowances as well subject to deduction on account of income tax, provident fund, house rent recovery of advance etc.

(b) In case a teacher who dies in harness, .the cash equivalent of the leave salary that the deceased employee would have got, had he gone on earned leave, but for the death, due and admissible, on the date immediately following the date of death, subject to a maximum of leave salary for 300 days, shall be paid to his family. Further, such cash equivalent shall not be subject to reduction on account of pension equivalent of death-cumretirement, gratuity.

(c) Half Pay Leave upto a maximum of 180 days shall be allowed to be commuted during the entire service where such leave is utilised for an approved course of study i.e. a course which is certified to be in the public interest by the leave sanctioning authority.

17. Teacher appointed on probation:

A teacher, appointed as a probationer against a substantive vacancy and with definite terms of probation, shall during the period of probation be granted leave which would be admissible to him if he held his post substantively otherwise than on probation. If for any reason it is proposed to terminate the services of a probationer, any leave granted to him should not extend beyond the date on which the probationary period expires or any earlier date on which his services are terminated by the orders of the Executive Council.

On the other hand, a teacher appointed 'on probation' to a post, not substantively vacant to assess his suitability to the post shall until he is substantively confirmed, be treated as a temporary teacher for purposes of grant of leave. If a person in the permanent service of the University is appointed on deputation to a higher post he shall not, during probation, be deprived of the benefit of leave rules applicable to his permanent post.

18. Temporary Teacher:

The teachers appointed on temporary basis in the Jamia are entitled to the same privileges of leave and annual increments as are given to permanent teachers.

19. Special Leave for Aggrieved Women:

In addition to the leave mentioned in Para No. 2 - 14, under the provision of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 , during the pendency of an inquiry, under a written request made by the aggrieved woman, the Internal Committee or the Local Committee, as the case may be, may recommend to the employer grant of leave to the aggrieved woman up to a period of three months.

The leave granted to the aggrieved woman under this section shall be in addition to the leave she would be otherwise entitled.

22 Annexure-I of Ordinance 5 OFFICE OF THE REGISTRAR JAMIA MILLIA ISLAMIA NEW DELHI-25 FORM OF BOND FOR STUDY LEAVE Form of bond to be executed by the employees of the Jamia Millia Islamia, New Delhi, on a Non-judicial stamp paper of the value of Rs. 10/- (According to the Stamp Act, if the value of the Bond is Rs. 1000/- then the stamp would be Rs. 10/- only but if it exceeds, than a stamp of Rs. 5/- per Rs. 500/- in excess of Rs. 1000/-).

THIS BOND is executed on the __________________ day of _______________ two thousand ________________ by Shri/Smt./Km.

_________________________________ S/o, D/o/w/o _______________________________ ( hereinafter called ‘the employee’) in favour of the Jamia Millia Islamia, New Delhi, being a Central University under an Act of Parliament (hereinafter called ‘the Jamia’). Whereas the Jamia upon an application made by the Employee has granted to the Employee Study Leave for a period of ___________ from ___________ to __________ for the purpose of __________________ in pursuance of Resolution no. III (A)(1) passed by the Majlisi-Muntazimah (Executive Council) of the Jamia in its meeting held on 5.4.99. And whereas the Employee has agreed to accept the said leave on the terms, and conditions laid down by the Jamia under para 13 of Ordinance LIII, as applicable NOW IT IS HEREBY CONVENANTED BY THE EMPLOYEE as follows:-

1. That the Employee availing himself/herself of Study Leave undertake that he/she shall serve the Jamia for a continuous period of at least three years to be calculated from the date of his/her resuming duty after expiry of the Study Leave.

2. That the employee binds himself/herself under this Bond for the due fulfillment of the conditions and give security of Immovable property to the satisfaction of the Finance Officer, or a fidelity bond of an insurance company or a guarantee of a scheduled Bank or furnish a security of two permanent teachers for the amount which shall become refundable to the University, in case of non-joining of the said employee or falls to satisfy the other imposed conditions, in facts or in law.

3. That if the Employee, who is granted Study Leave on full, half or no pay, either fails to complete his studies within the period of Study Leave or with a maximum period of 5 years or fails to rejoin the service of the Jamia on the expiry of his/her Study Leave or fails to complete the prescribed period of service after rejoining the service which he/she has covenanted to perform as Clause 1 or he/she is dismissed or removed from the service by the Jamia within the said period, then the said employee hereby binds himself/herself, his/her heirs, executors, representatives or assigns to pay back to the Jamia, the amount of leave salary and allowances and other expenses incurred on him/her or paid to 23 him/her behalf to others in connection with his/her course of study or research pursuit, together with the interest or such proportion thereof as the Majlis-i- Muntazimah (Executive Council) may fix in its discretion, from time to time.

4. Should the Employee be refused extension applied for and he/she does not rejoin duty on the expiry of his/her Study Leave originally sanctioned, he /she will be deemed to have failed to rejoin the service of the Jamia on the expiry of his/her Study Leave for the purpose of recovery of the amount payable to the Jamia under this Bond.

In witness thereof the Employees puts his/her signature to this Bond on the day aforesaid _______________________________ Employee Name: __________________________ S/o, D/o, W/o________________________ RO _________________________ _______________________________ In the presence of the Officer of the Jamia In the presence of :

________________________________ Musajjil (Registrar), Jamia Millia Islamia Jamia Nagar, New Delhi (Stamp) Witnesses:

1. Name : __________________________ S/o, D/o, W/o _____________________ R/o _____________________________

2. Name:____________________________ S/o, D/o, W/o ______________________ R/o ______________________________ 24 Annexure-II of Ordinance 5 F O R M O F S U R E T Y B O N D KNOW ALL MEN BY THESE PRESENTS THAT I, __________________________ son of ________________________ permanently resident of _____________________, permanently resident of _____________________, presently resident of ________________, employed as ________________________ with ____________________ in the present scale of Rs. ________________ (hereinafter called the ‘Surety’) am held and firmly bound up to the Jamia Millia Islamia, a Central University created by the Jamia Millia Islamia Act, 1988 (58 of 88) acting through its Musajjil (Registrar) in the sum of an amount calculated by the Musajjil (Registrar) with interest as specified and all costs incurred, legal or otherwise, as also all expenses incurred by or occasioned by the Jamia Millia Islamia AND I hereby voluntarily and truly bind myself, my heirs, executors, administrators and representatives firmly by these Presents putting my hand hereinbelow on this the _____________ day of _____________, 2000.

WHEREAS the Jamia Millia Islamia has agreed to grant/accord to ________________. S/o ______________________ r/o employed as _________________ (hereinafter called the Teacher of University/Employee of the University) at his/her own request Study Leave as per Ordinance ________________ of the Jamia Millia Islamia vide an office order bearing no._____________dated___________ issued by_________________.

AND WHEREAS the said Teacher of the University has undertaken vide a Bond duly executed by him/her on _______________, binding himself/herself for the due fulfillment of the conditions incorporated in Ordinance ______________ of the University.

AND WHEREAS in consideration of the Jamia Millia Islamia having agreed to grant/accord the Study Leave to the Teacher/Employee of the University, the Surety herein has consented/agreed to execute this Bond with such conditions as are written hereunder:- The Surety herein shall stand discharged from the obligations of this Bond if the Teacher/Employee of the Jamia Millia Islamia pays all such sums (inclusive of costs, clerkages, and expenses (legal or otherwise) as calculated by the Registrar of Jamia Millia Islamia or any other Officer authorized on his behalf for any default commissioned by the said Teacher/Employee of the University in violation of the terms and conditions of the Bond executed by him/her on ___________ or non-fulfilment of the requirements of Ordinance _________.

BUT SO NEVERTHELESS that if the said Teacher/Employee of the University shall die or become insolvent or any time ceases to be in the service of the Jamia Millia Islamia or for any reason whatsoever, the whole or part of the Liability (as the case may be ) imposed upon him/her by the University shall remain unpaid/unsatisfied, the same shall become immediately payable and due to the Jamia Millia Islamia by the Surety herein in one instalment by virtue of this Bond.

The obligation undertaken by the Surety herein shall not be discharged or in any way affected by an extension of the Study Leave granted to the said 25 Teacher/Employee of the University whether with or without the knowledge of the Surety herein.

Signed by the Surety on this the ________________ day of ___________, 200 ( ________________________ ) Signature of Surety Designation & Seal In the present of :

1._____________________

2._____________________ ( Name and Designation of the Witnesses) 26 Annexure-III of Ordinance 5 F O R M O F S U R E T Y B O N D KNOW ALL MEN BY THESE PRESENTS THAT I, _________________________ son of ________________________ permanently resident of House No.

_______________, street name and No. _________________________, employed/self employed as _________________________ , having Permanent Account No. __________ with the Income Tax Authorities ( hereinafter called the ‘Surety’) am held and firmly bound up to the Jamia Millia Islamia Act, 1988 (58 to 88) action through its Musajjil (Registrar) in the sum of an amount calculated by the Musajjil (Registrar) with interest as specified and all costs incurred, legal or otherwise, as also all expenses incurred by or occasioned by the Jamia Millia Islamia AND I hereby voluntarily and truly bind myself, my heirs, executors, administrators and representatives firmly by these Presents putting my hand hereinbelow on this the ___________________ day of _____________, 2000.

WHEREAS the Jamia Millia Islamia has agreed to grant/accord to ___________ ,S/o _________________ , resident of _________________________________________ , employed as ______________________ ( hereinafter called the Teacher of the University/Employee of the University) at his/her own request Study Leave as per Ordinance LIII 13 of the Jamia Millia Islamia vide an office order bearing no.

_____________ dated ________________ issued by _________________ .

And WHEREAS the said Teacher of the University has undertaken vide a bond duly executed by him/her on ___________, binding himself/herself for the due fulfillment fo the conditions incorporated in Ordinance LIII.13 of the University.

AND WHEREAS I am the true and lawful owner of immoveable property/properties the details of which are laid out hereinbelow:

Sl. No. Description of the property estimated valuation admeasuring the property of the property (situate at)

(True copies of the relevant documents of the said properties are annexed herewith for the perusal and satisfaction of he Finance Officer, JMI) AND WHEREAS in consideration of the Jamia Millia Islamia having agreed to grant/accord the Study Leave to the Teacher/Employee of the University, the Surety herein has consented/agreed to execute this Bond with such conditions as are written hereunder:- 9(i) The Surety Herein shall stand discharged from the obligations of this Bond if the Teacher/Employees of the Jamia Millis Islamia pays all such sums (inclusive of costs, clerkages, and expenses (legal or otherwise) as calculated by the Registrar of Jamia Millia Islamia or any other officer authorized on his behalf for any default commissioned by the said Teacher/Employee of the University in violation of the 27 terms and conditions of the Bond executed by him/her on ___________ or nonfulfilment of the requirements of Ordinance ______________ .

(ii) BUT SO NEVERTHELESS that if the said Teacher/Employees of the University shall die or become insolvent or any time ceases to be in the service of the Jamia Millia Islamia or for any reason whatsoever, the whole or part of the liability (as the case may be) imposed upon him/her by the University shall remain unpaid/unsatisfied, the same shall become immediately payable and due to the Jamia Millia Islamia by the Surety herein in one instalment by virtue of this Bond.

(iii) The obligation undertaken by the Surety herein shall not be discharged or in any way affected by an extension of the Study Leave granted to the said Teacher/Employee of the University whether with or without the knowledge of the Surety herein.

Signed by the Surety on this the ______________ day of ___________. 2000.

( __________________________ ) Signature of Surety Designation & Seal In the presence of :

________________________ ________________________ ( Name and Designation of the Witness ) 28 (Affidavit of the Surety) A F F I D A V I T I, ___________________________ son of _________________________, resident of ___________________________, do hereby solemnly affirm and declare as under :

That I am the true and lawful owner of the following immoveable property/properties:

Sl.No. Description of the property estimated valuation admeasuring (situated at ) of the property

I affirm on oath that the said properties have not been sold, transferred, or assigned in favour of anyone whomsoever and command a good marketable title.

That I have stood surety binding myself to Jamia Millia Islamia vide a Surety Bond dated ___________________ and I affirm that I shall not in any way transfer/assign or part with the said properties till my Surety is duly discharged by the said University.

( Deponent ) VERIFICATION :

Verified at New Delhi on this the _________ day of _______, 2000 that the contents of my above Affidavit are true and correct, ;no part thereof is false and nothing material has been concealed therefrom.

( Deponent ) 29 Dated 31.5.2004 (Approved vide EC’s Resolution No.10(7) 30 E.C. Resolution No. 2017(IV) 3.29, dated: 27.09.2017 Notification No. 03/L&O/RO/JMI/2017, dated: 09.11.2017 ORDINANCE 6 (VI) “Terms and Conditions of Service of Jamia Employees (other than Teachers, Registrar and Finance Officer)”

CHAPTER – I : APPLICATION AND DEFINITION SECTION – I

1. Extent of Application: These rules shall apply to the Jamia employees (other than teachers).

2. Short Title and Commencement: These rules may be called the Terms and Conditions of Service of Jamia Employees (other than teachers).

SECTION – II DEFINITIONS & INTERPRETATIONS Unless the context otherwise requires, various terms are used in the Rules in the sense as explained below:

i) Average Pay means the average monthly pay earned during the 10 complete months immediately preceding the month in which the event occurs which necessitates the calculation of average pay.

ii) Cadre means the strength of a service or a part of a service sanctioned as a separate unit.

iii) Compensatory Allowance means an allowance granted to meet personal expenditure necessitated by the circumstances in which duty is performed. It also includes travelling allowance.

iv) Duty includes (a) service on probation provided that such service is followed by confirmation; (b) joining time.

v) Fee means recurring or non-recurring payment to an employee from a source other than the funds of the University whether made directly to an employee or indirectly through the intermediary of the University.

Honorarium means recurring or non-recurring payment granted to an employee from the funds of the University as remuneration for special work of an occasional or intermittent nature.

vii) Foreign Service means service in which an employee receives his substantive pay with the sanction of the University from a source other than the funds of the University.

viii) Joining Time means the time allowed to travel to or from a station to another to join a post in case of those appointed on deputation.

ix) Leave Salary means the monthly amount paid by the University to an employee who is on leave.

x) Lien means the title of an employee to hold substantively either immediately, or on the termination of a period or periods of absence, a permanent post, including a tenure post, to which he has been appointed substantively.

xi) Month means a calendar month. In calculating a period expressed in terms of months and days, complete calendar month irrespective of the number of days in 31 each, should first be calculated and the odd number of days calculated subsequently.

xii) Officiating means an employee may officiate in a post when he performs the duty of a post on which another person holds a lien. An employee may also officiate in a vacant post on which no other employee holds the lien.

xiii) Pay means the amount drawn monthly by an employee as :

The pay other than special pay or pay granted in view of his personal qualification, which has been sanctioned for a post held by him substantively or in an officiating capacity or to which he is entitled by his position in a cadre; and special pay and personal pay.

xiv) Personal Pay means additional pay granted :

to save an employee from loss of substantive pay in respect of a permanent post, other than a tenure post, due to revision of pay or to any reduction of such substantive pay, otherwise than as a disciplinary measure; or in exceptional circumstances on other personal consideration.

Probation means a person appointed on probation to a post for determining his fitness for eventual substantive appointment to the post.

Special Pay means an addition, of the nature of pay, to the emoluments of a post or of an employee, granted in consideration of the specially arduous nature of duties; or a specific addition to the work or responsibility.

xvii) Permanent Post means a post carrying a definite rate of pay sanctioned without limit of time.

xviii) Substantive Pay means the pay other than special pay or personal pay to which an employee is entitled to on account of a post to which he has been appointed substantively.

xix) Subsistence Grant means monthly grant made to an employee who is not in receipt of pay or leave salary.

xx) Temporary Post means a post carrying a definite rate of pay sanctioned for a limited time.

xxi) Time Scale Pay means pay, which rises by periodical increments from a minimum to a maximum.

xxii) Travelling Allowance means an allowance granted to an employee to cover the expenses which he incurs in travelling in the interest of the University.

xxiii) The University means the Jamia Millia Islamia.

CHAPTER – II : GENERAL SECTION - I : GENERAL CONDITIONS OF SERVICE

4. Recruitment 1) Qualifications for appointment : The qualifications for appointment to various posts in the university shall be such as may be determined by the Executive Council, from time to time 2) Fitness :

Appointment of persons by direct recruitment for a period for more than 12 months shall be subject to their being found medically fit by the Medical Officer of the University or any other Medical Authority authorized for the said purpose.

No person shall be appointed to any post unless the competent authority is satisfied that he possesses good character and antecedents.

3) Methods of Recruitment : Recruitment to posts will be made:- by direct recruitment;

by promotion; and by appointment of employees borrowed from Government Departments and other Institutions.

4) Recruitment by Promotion :

Appointment to a post in any grade by promotion shall be made, whether in a permanent or officiating capacity, from amongst employees serving in posts in the next lower grade.

Every appointment by promotion shall be on the basis of suitability, having due regard to seniori

5. Appointments :

(i) Appointments to the posts shall be made by the Executive Council on the recommendations of Selection Committees.

(ii) The age, educational and other qualifications for appointments to the posts and the methods of recruitment shall be as prescribed by the Executive Council, from time to time.

6. Ad-hoc Appointment :

Notwithstanding anything contained in the above rule, the Executive Council, may by a general or special order, and subject to such conditions as it may specify in such order delegate to any Officer in the University the power to make ad-hoc appointments.

7. Appointments in the place of employees dismissed, removed or reduced :

Where the employee has been dismissed, removed, or reduced from any cadre in the service, no vacancy caused thereby or arising subsequently in such cadre in the service shall be substantively filled to the prejudice of such person until the appeal, if any, preferred by him against such dismissal, removal or reduction is 33 decided, and except in conformity with such decision or until the time allowed for preferring an appeal has expired, as the case may be.

8. Re-employment in service beyond the date of Retirement :

Nothing in these rules shall be construed to limit or abridge the power of the Executive Council/ Vice Chancellor to re-employ persons in the service of the University who have reached the date of retirement prescribed by the Executive Council, provided that;

Such re-employment is certified by the Vice Chancellor to be in the interest of the University.

ii) Re-employment shall not be sanctioned beyond two years after the date of retirement.

9. Employees absent from duty :

1. If any employee fails to return to duty on the expiry of his leave or remains absent without any leave having been duly sanctioned, the leave sanctioning authority shall immediately inform the Musajjil(Registrar) who shall communicate with the employee concerned demanding an explanation which shall be reported to the Majlis-I-Muntazimah and unless the Majlis-I-Muntazimah regards his explanation satisfactory, the employee concerned shall be deemed to have vacated his post.

2. In case an employee fails to submit his explanation to the Musajjil(Registrar) within three weeks from the date of expiry of the issue of the letter asking for explanation, he shall be deemed to have vacated his post and shall cease to be in the service of Jamia, unless sufficient cause for not submitting the explanation is shown to the satisfaction of the Majlis-I-Muntazimah.

SECTION - II : TENURE

10. Probation and Confirmation :

1) Every person appointed permanently to a post in the University after the commencement of these rules, whether by promotion or by direct recruitment, shall be on probation in such post for a period of one year in the first instance provided that the appointing authority may, in any individual case, extend or reduce the period of probation to such extent as it may deem necessary, the reasons thereof to be recorded in writing.

2) Where a person appointed to a post in the University on probation is, during his period of probation, found unsuitable for holding that post or has not completed his period of probation satisfactorily, the appointing authority may;

in the case of a person appointed by promotion, revert him to the post held by him immediately before such appointment; and in the case of a person appointed by direct recruitment, terminate his services under the University without notice.

34 3) Every person appointed to a permanent post under the University by promotion or by direct recruitment shall, on satisfactorily completing his period of probation, be eligible for confirmation in that post.

4) No employee shall be confirmed in any post unless - such post is permanent and no one else holds a lien on the post; and the service of the employee under the University is approved by the appointing authority.

11. Temporary and permanent service :

1) An employee shall be a temporary employee of the University until he is confirmed in a permanent post under the University.

2) An employee confirmed in any permanent post under the University shall be a permanent employee of the University.

12. Termination of Service :

1) The services of a temporary employee may be terminated by the Executive council/ Vice Chancellor without assigning reason;

at any time without notice during the period of probation following the first appointment;

at any time thereafter by a notice of one month in writing given by the appointing authority to the employee or forthwith by payment to him of a sum equivalent to the amount of his pay plus allowances for the period of the notice at the same rates of which he was drawing them immediately before the termination of his services, or as the case may be, for the period by which such notice falls short of one month.

2) The service of a permanent employee may be terminated by a notice of three months or on payment of pay plus allowances drawn by him immediately before the termination of his service for such period as the notice falls short of three months, or, without notice on payment of three months’ pay plus allowances drawn by him immediately before the termination of his service, if the post in which he was confirmed is abolished.

3) An employee who is given notice of termination of service under clause (2) may be granted, during the period of notice, such earned leave, as may be admissible to him, and, where the leave so admissible and granted is more than three months, his services shall be terminated on the expiry of such leave.

13. Retirement :

The age of retirement of the employees shall be 60 years or as notified by the University Grants Commission and endorsed by the Majlis-I-Muntazimah (Executive Council) from time to time

Provided that an employee may be retired earlier; on his being declared medically unfit for service by a Medical Board to be appointed by the Executive Council in this behalf; or on the imposition of the penalty of compulsory retirement.

14. Resignation :

Subject to the acceptance of resignation by the Competent Authority, a permanent / temporary employee may, by notice of three months/ one month, as the case 35 may be, in writing, addressed to the appointing authority, resign from the service of the University, or by payment of salary in lieu thereof :

Provided that the appointing authority may if it deems proper in any case permit a permanent/ temporary employee, to resign from service on notice of less than three months/ one month, as the case may be.

SECTION - III : MISCELLANEOUS

15. Special provision for existing employees :

Every person holding a post under the University at the commencement of these rules shall, on such commencement, be deemed to have been appointed under the provision of these rules and shall draw the pay drawn by him immediately before such commencement.

16. Service Books and Character Rolls:

i) The university shall maintain a service book and a character roll for each employee in such form and set out such particulars as may be prescribed by the University.

ii) The entries in the service book of an employee shall be made by an authorized officer.

17. Confidential Reports:

Such officers of the University as may be prescribed by the Executive Council, shall report confidentially each year in the form prescribed by the University on work and conduct of the employee(s) who had served under them for periods not less than four months in the calendar year immediately preceding and forward their reports to the Registrar.

b) The Reviewing Officer, the next higher authority, will have the discretion to determine which unfavorable reports or portions thereof are weighty enough to be communicated to the employee reported against. All adverse entries should be communicated within a period of one month from the date of receipt of the Confidential Report in the office of the Registrar from the Reviewing Officer to the official concerned. Any representation against the adverse remarks will have to be made within two months from the date of communication of adverse remarks and would be placed before the next higher authority other than the Reviewing Officer.

18. Tests or Examinations:

University employees shall be required to pass such departmental and other tests or examinations as may be prescribed by the Executive Council. The Executive Council may also lay down rules regarding the periods within which the tests should be passed as also the consequences of not passing the tests and other related matters.

19. Residuary conditions of service:

Any matter relating to the conditions of service of an employee for which no provision is made in these rules shall be determined by the Executive Council.

20. Removal of doubts:

Where a doubt arises as to the interpretation or application of any of the provisions of these rules, the matter will be referred to the Executive Council, and its decision therein shall be final and binding.

CHAPTER – III : PAY AND ALLOWANCES SECTION - I : PAY

21. Scale of Pay:

The scales of pay for the posts in the University service shall be as specified from time to time by the University.

22. Initial Pay:

An employee shall, on his appointment to a post on time-scale of pay, draw pay at the minimum of the time-scale unless the appointing authority decides that he shall draw pay at any higher stage:

Provided that, when such appointment is made by promotion or by direct recruitment to a higher post involving higher responsibilities:

The pay of the employee will first be increased by one increment in the lower scale, and then fixed in the higher scale at the stage next above. The employee shall, however, have the option, to be exercised in writing within a period of three months of his promotion, either to have his pay fixed in the higher scale of pay from the date of promotion or from the date on which his next annual increment falls due. The option, once exercised shall be final.

If he had previously served in the same post or in any other post under the University on the same or identical time-scale of pay, and was drawing pay higher than the pay admissible to him under clause (i) he shall draw, such higher pay, and the period of his duty in such post on each pay shall also count for purpose of increment in the higher post.

Fixation of Pay of re-employed pensioners : The initial pay of a pensioner shall be fixed as per C.C.S. (Pension Rules), as per Govt. of India’s orders from time to time.

23. Increments :

Annual increment shall ordinarily be drawn as a matter of course unless it is withheld by the Registrar and/or the Vice-Chancellor/ Executive Council, if the conduct of the employee has not been good or his work has not been satisfactory.

24. Service counting for increment :

The following service shall count for increment on the time-scale of a post:

Duty in that post or in any other post of the same or higher grade, whether continuous or not.

Duty in an equivalent or higher post in foreign service.

Duty on temporary post and on probation; and, Leave other than extraordinary leave.

Provided that the sanctioning authority may direct that extraordinary leave shall also count for increments, if it is satisfied that such leave was taken on account of illness or for any other cause beyond the control of the employee

25. Pay during suspension :

1) An employee under suspension shall, during the period of suspension, draw subsistence allowance equivalent to half the rate of pay which is admissible to him immediately before the commencement of the suspension and such 37 compensatory allowances admissible from time to time on the basis of pay which he was in receipt on the date of suspension, subject to fulfillment of other conditions laid down for the drawl of such allowances.

Provided that where the period of suspension exceeds three months, the authority which made or is deemed to have made the order of suspension, shall be competent to vary the amount of subsistence allowance for any period subsequent to the period of the first three months as follows:

The amount of subsistence allowance may be increased by a suitable amount, not exceeding 50 per cent of the subsistence allowance admissible during the period of the first three months, if, in the opinion of the said authority, the period of suspension has been prolonged for reasons, to be recorded in writing, not directly attributable to the University employees.

The amount of subsistence allowance may be reduced by a suitable amount, not exceeding from 50% of the subsistence allowance admissible during the period of first three months, if, in the opinion of the authority, the period of suspension has been prolonged due to the reasons to be recorded in writing, directly attributable to the University employee.

The rate of dearness allowance will be based on increased or, as the case may be, the decreased amount of subsistence allowance admissible under sub-clause (i) and (ii) above.

2) No payment under sub-rule (i) shall be made unless the university employee furnishes a declaration that he is not engaged in any other employment, business, profession or vocation.

Provided that in the case of a University employee dismissed/ terminated from service or compulsorily retired from service who is deemed to have been placed or to continue to be under suspension from the date of such dismissal or termination of service or compulsory retirement (under Rule 44)of the University Non-Teaching Employees (terms and conditions of service) Rules, 2004, and who fails to produce such a declaration for any period or periods during which he is deemed to be placed or to continue to be under suspension, he shall be entitled to the amount by which his earnings during such period or periods as the case may be, fall short of the amount of subsistence allowance and other allowances that would otherwise be admissible to him; where the subsistence allowance and other allowances admissible to him are equal to or less than the amount earned by him, nothing in this provision shall apply to him.

3) The permissible deductions from the subsistence allowance will be of the following two categories:

a) Compulsory deductions.

b) Optional deductions.

Compulsory Deductions :

Income Tax and Super Tax (provided the employee’s yearly income calculated with reference to subsistence allowance is taxable).

House Rent and allied charges, i.e., electricity, water, furniture, etc.

Repayment of loans and advances other than from Provident Fund taken from university.

38 Optional Deductions :

The deductions falling under this category should not be made except with the employee’s written consent :

Premium due on Life Insurance Policies.

Refund of advance taken from Provident Fund : The deduction of the following nature should not be made from the subsistence allowance:

Subscription to Provident Fund.

Recovery of loss to University for which an employee is responsible.

26. Special Pay, Personal Pay, Honorarium and Fee :

The University may sanction to an employee in any special circumstances, such special pay, personal pay, honorarium or fee on such conditions as it may deem fit.

27. Drawal of Pay:

i) An employee shall be entitled to draw the pay of the post to which he is appointed from the date on which he assumes charge of the post, if joining in the forenoon of that day; otherwise, from the next working day.

ii) Pay in respect of any month shall become payable on or after the last working day of the month to which it relates.

iii) An employee resigning from the service of the University without the notice prescribed shall not, unless the Vice Chancellor directs otherwise, be allowed to draw pay due but not drawn.

39 SECTION – II

28. Officiating Appointments :

When an employee goes on leave or is otherwise absent from duty, ordinarily the next employee in the same pay scale may be appointed to act or officiate against the vacant post, independently over and above his/her own duty.

Provided that the above shall not be applicable in the case of Registrar and the Finance Officer whose absence shall be regulated in terms of Statute 5(3) and 6(2) of JMI Act 1988, respectively.

Provided further that if the period of any officiating appointment continues for a period of one month or more, the employee shall be paid officiating allowances as admissible under the financial rules.

29. Pay and allowances for holding additional charge of posts:

An employee placed in charge of the duties of a higher post will receive pay in the basic pay plus 1/10 th of the minimum of the scale of pay applicable to the higher post.

No allowance will be admissible when an employee holding one post is placed in charge of the current duties of a post of equivalent status of his own basic post.

The employee concerned will receive pay in his basic post only.

An employee placed in charge of the full duties of a post of status equivalent to his own basic post will receive @10% of the minimum of the scale of the post.

An employee holding one post when placed in charge of the current duties of a lower post will not receive allowance for the additional work.

An official holding one post, if entrusted with full duties of another post concurrently, he will receive the higher of the pay plus 1/5 th of the minimum of the time scale of pay of the other post. The appointment to the additional posts should be made formally. The status of the post does not affect the quantum of the emoluments; but, normally an official holding a post should not formally be appointed to hold full charge of a lower post.

Note: The additional pay or allowance will not be admissible if the period of additional charge is less than thirty days.

SECTION – III

30. Compensatory Allowances The employees will be eligible to House Rent Allowance, City Compensatory Allowance, Travelling Allowance and other allowances as sanctioned by the University according to the rules in force from time to time.

CHAPTER IV – CONDUCT SECTION - I

31. Interpretation :

In this chapter unless the context otherwise requires :

a) “Employee” means any person appointed by the University.

Explanation: An employee on foreign service or whose services are temporarily placed at the disposal of a University or any other authority by the University shall, for the purposes of these rules, be deemed to be an employee serving under the University, notwithstanding that his salary is drawn from sources other than the funds of the University.

b) ‘Members of family’ in relation to an employee includes:

i) The wife or husband, as the case may be, of the employee whether residing with the employee or not, but does not include a wife or husband, as the case may be, separated from the employee by a decree or order of a Court of competent jurisdiction.

ii) Son or daughter or step-son or step-daughter of the employee wholly dependent on him, but does not include a child or step-child who is no longer in any way dependent on the employee, or of whose custody the employee has been deprived by or under any law.

SECTION - II : RULES

32. General :

1) Every employee shall at all times :

maintain absolute integrity;

show devotion to duty; and do nothing which is unbecoming of an employee of the University.

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