JAMSHEDPUR DIOCESAN EDUCATION SOCIETY
BISHOP’S HOUSE, POST-GOLMURI, JAMSHEDPUR-831003, JHARKHAND, INDIA
CATHOLIC SCHOOLS IN JAMSHEDPUR DIOCESE
NAME OF THE REGISTERED BODY: JAMSHEDPUR DIOCESAN EDUCATION SOCIETY (Registered under the Societies Registration Act XXI of 1860, JHARKHAND; No:529/2006)
History of Catholic Diocese of Jamshedpur:
The Diocese of Jamshedpur was erected on July 12, 1962. It was started by the American Jesuit missionaries from the Maryland (USA) Province. Because of the selfless service of these American Jesuit priests, the Diocese today proudly serves 66,500 Catholics with 180 local diocesan and religious priests; 316 Sisters in 55 convents; 34 parishes; and 115 Mission stations and Mass Centres.
In Jharkhand, it encompasses the civil districts of Dhanbad, Saraikela-Kharswan, East and West Singhbhum, excluding the parish of Bandgoan in West Singhbhum, in Bokaro the Chankankiya Block and the portion of the Chas Block which lies East of the National Highway 32 and in West Bengal it covers the district of Purulia.
The subdivisions of Chaibasa, Chakradharpur and Saraikela in West Singhbhum District were formerly part of the Archdiocese of Ranchi. The districts of Singhbhum East, Bokaro, Dhanbad and Purulia were part of the Archdiocese of Calcutta.
Most Rev. L.T. Picachy, SJ, was elected the first Bishop of Jamshedpur on 12th July, 1962 and consecrated Bishop on 9th September, 1962. In 1969, he was nominated Archbishop of Calcutta and installed there on 10th August, 1969. He was made cardinal on 24th May, 1976. He died in Calcutta on 29th November, 1992. Most Reverend Joseph R. Rodericks, SJ was elected Bishop of Jamshedpur on 25th June, 1970 and consecrated Bishop on 9th January, 1971. He retired on 9th January, 1996 and died in Mumbai on 14th July, 2010. He was buried in St. Joseph’s Cathedral, Golmuri, Jamshedpur. Most Reverend Felix Toppo, SJ was elected Bishop of Jamshedpur on 18thy July, 1997 and consecrated Bishop on 27th September, 1997.
The Diocese completed 50 golden years of its service to the people and to the nation on 2nd July, 2012. However, the concluding of the year-long Jubilee Celebrations was held on 29th -30h September, 2013. The civic function of 30th September, 2013 was attended by the Governor of Jharkhand. The district authorities of Jamshedpur along with most of the Political and society leaders of the district.
As the years passed and development took place on various fields in the Diocese the members felt that we need o have a separate registered society which will cater and look after the education. Thus after much though, discussion and deliberations The Jamshedpur Diocesan Education Society came into its existence on the 8th December 2006. It is registered under the Societies Registered Act XXI of 1860 in Jharkhand No.529/2006. The Founder Body of the said Society is Jamshedpur Diocesan Corporation. The Diocese now looks forward with renewed vigor and enthusiasm to a more fruitful service to the people for years to come.
MISSION STATEMENT
The Catholic School shares in the mission of the Church to proclaim and build the Kingdom of God. The Catholic School, as a faith community, is committed to excellence in Catholicity and in all areas that promote the development of the whole child to his or her full potential. The Catholic School strives to develop Christian leaders, responsible citizens and life-long learners.
VISION STATEMENT
In living out our mission as members of the Catholic Schools in Jamshedpur Diocese.
ALL STUDENTS WILL:
v Develop an understanding of and share in the mission to proclaim and build the kingdom of God.
v Acquire the skills, knowledge and attitudes to reach their fullest potential.
v Develop as balanced persons spiritually, emotionally, physically and intellectually.
v Respect others and be stewards over their environment.
v Share their talents and participate in all aspects of school life.
v Be Catholic leaders, responsible citizens and life-long learners.
v Be accountable for their role within the system.
ALL PARENTS WILL:
v Be committed to the mission to proclaim and build the kingdom of God.
v Be advocates for education.
v Work cooperatively with and support the administration and staff of the school.
v Support opportunities that foster student success.
v Treat others with respect.
v Be committed to fostering education that promotes strong leaders.
v Be accountable for their role within the system.
ALL STAFF MEMBERS WILL:
v Carry out their role in the mission to proclaim and build the kingdom of God.
v Be committed to the development of the whole child.
v Plan for and support appropriate, challenging learning experiences and positive learning environments for all students.
v Be committed to build a community and act with justice and integrity.
v Be committed to continuous personal and professional development.
v Treat others with respect.
v Be committed to fostering education that promotes strong Catholic leaders.
v Be accountable for their role within the system.
ALL PRIESTS, RELIGIOUS AND SCHOOL MANAGING COMMITTEES WILL:
v Be committed to the mission to proclaim and build the kingdom of God.
v Be committed to operating in an effective and efficient manner.
v Be committed to implementing policy and procedures as representatives of Catholic Schools of Jamshedpur Diocese.
v Collaborate appropriately with staff.
v Be committed to serving all families.
v Promote high standards of education, conduct, safety, and the well being of students and staff.
v Treat others with respect.
v Be committed to fostering education that promotes strong Catholic leaders.
v Be accountable for their role within the system.
v Provide leadership in the proclamation and building of the kingdom of God.
v Be committed to operating in an effective and efficient manner.
v Be advocates for Catholic Schools with the Catholic community, the public and the government.
v Promote high standards of education, conduct and safety for all students and staff.
v Be responsible for the effective and efficient operation of each school.
v Develop and provide strategic direction for the system.
TERMS AND CONDITIONS OF SERVICE FOR THE EMPLOYEES OF JDES SCHOOLS.
1.PREAMBLE:
An Educational Institution is born from the Community and exists for the service of that community. The excellence of its service depends directly on the support of the Community and on the dedicated commitment of a qualified, contented and united staff joined to an efficient and caring management. The management and the staff aim and direct all their endeavors to the total development of each student entrusted to them by the parents who are concerned about the welfare of their children. Christian Vision of Education is to establish fraternity, unity and respect for all and a sense of service in the students and in the members of the Community around.
Article 30 of the Indian Constitution guaranteed the Fundamental right of the Minority Communities to establish and administer Educational Institutions of their own.
Christian schools are established primarily for the benefit of the students professing Christian faith yet we admit , care and educate the other students who also do not practice Christian faith keeping in view of Jesus Christ's teaching.
The Jamshedpur Diocesan Corporation (Founder Body) has the final and the full authority and responsibility over its Educational Institutions, in its territory. The ownership of all moveable and immoveable property of the institutions is vested with JDC.
The JDES aims at giving complete education for all round growth and development based on Christian values. The JDES through the Managing Committee of the School concerned, recruits qualified, competent and dedicated staff to fulfill the aims and objectives of the registered body as mentioned above.
1. FOUNDER BODY The Founder Body is Jamshedpur Diocesan Corporation(JDES) consists of President along with Diocesan consulters. The Schools are, therefore, under the authority and control of the Catholic Diocese of Jamshedpur and its successor-in-law.
2. GOVERNING BODY means Jamshedpur Diocesan Education Society where the Diocesan Bishop is the President with his appointed Committee.
3. SCHOOL means schools established by JDES ,which are Christian Minority Institutions coming within the purview of Article 30 clause (1)of the Constitution of India, imparting education owned and administered by the Education Society of the Catholic Diocese of Jamshedpur.
4. MANAGING COMMITTEE means the School Committee appointed by the Bishop of Jamshedpur in accordance with the Special Constitution approved / or applicable to Minority Institutions and entrusted with the implementation of the educational objectives of the JDES.
School Managing Committee:
President: Bishop of Jamshedpur
Chairperson: Appointed by the Bishop / President of JDES
Secretary : Appointed by the Bishop
Director: Director of JDES appointed by President/Bishop
Principal/Headmaster/Headmistress : Ex-Officio
Two parents Representatives
Two Teachers representative
{Other Members vary from School to school in consultation with President (Bishop)}
5. HEAD OF THE SCHOOL (Principal/ Headmaster/Headmistress) means the Academic and Administrative Head of the Institution who is appointed by the President of JDES.
6. STAFF or EMPLOYEE means Categories of employees appointed in the school as Teaching and Non Teaching staff viz. Clerical and Supportive Staff.
The basis of this is :
A. Code of Canon Law of the Catholic Church (C800 to C803)
Can. 800 1. The Church has the right to establish and to direct schools for any field of study of
any kind and grade.
Can. 801 Religious Institutes which have education as their Mission are to keep faithfully to this mission and strive to devote themselves to Catholic education, providing this also through their own schools which, with the consent of the Diocesan Bishop, they have established.
Can. 802 1. If there are no schools in which education is provided those are imbued with a Christian spirit, the Diocesan Bishop has the responsibility of ensuring that such schools are established.
2. Where it is suitable, the Diocesan Bishop is to provide for the establishment of professional and technical schools, and of other schools catering for special needs.
An. 803 1. A Catholic School is understood to be one, which is under the control of the competent ecclesiastical authority or of a public ecclesiastical juridical person, or one, which in a written document is acknowledged as Catholic by the ecclesiastical authority.
2. Formation and education in a Catholic School must be based on the principles of Catholic doctrine, and the teachers must be outstanding in true doctrine and uprightness of life.
3. No school, even if it is in fact Catholic, may bear the title ‘Catholic School’ except by the consent of the competent ecclesiastical authority.
B. The Right and Powers granted to Religious and Linguistic Minorities by Constitution of India
Article 30 1. All minorities, whether based on religion or language, shall have the right to establish
and administer Educational Institutions of their choice.
2. The State shall not, in granting aid to Educational Institutions discriminate against any
Educational Institution on the ground that it is under management of a minority,
whether based on religion or language.
Teachers are formators: Teachers are to be at the service of the students, alert to detect their special gifts, difficulties, personally concerned, and assisting in the development of the inner potential of each student. Christian teachers are expected to participate in the Christian religious activities in the school. Non-Christian teachers enjoy complete freedom in their private religious beliefs. The School will respect these at all times.
2. APPLICATION AND SCOPE:
These rules shall be applicable to all teaching and non-teaching staff. These are subject to amendments as per the need of time and circumstances with the consent of the School Managing Committee (SMC).
3. DEFINITIONS: (AIMS AND OBJECTIVES OF THE DIOCESAN SCHOOL)
a. The prime purpose of the establishment of the Catholic Schools is the education of Catholic Children in the Catholic Faith and Principles. However, children of other faiths, irrespective of caste, creed and community are also accepted.
b. As Catholic Schools, they are also a Learning Community, which has Christ as their central motivational force. His values, as expressed in the beatitudes and summed up in the virtues of love, sincerity, justice and freedom, will so permeate the atmosphere that children of all social backgrounds, even the most deprived, and of all religions feel welcomed in the loving warmth which cherishes even as it challenges.
c. The Schools will foster the all-round growth and development of students to their fullest potential spiritually, intellectually and physically. It will guide them in the development of a sound value system and will inculcate in them a deep love and appreciation for their culture and country. The Schools will try to create an atmosphere in which the students find scope within their own cultural milieu to reflect on their life and to develop not only in knowledge and skills but also in that wisdom which is the fruit of the life and its lessons.
d. The education imparted is characterized by thoroughness, high principles and freedom. The students are helped to grow in responsibility, self-reliance and human maturity so that they find meaning and purpose in their lives and are inspired to live and work for building up a just and fraternal society. Hence, the idea of service is set before them so that they are trained to be concerned for others, to be aware of their needs and to make sacrifices when necessary, to share what they have with the less privileged. Efforts will, therefore, be needed to instill a sense of community rather than a spirit of competition.
e. Therefore, it is hoped that a community spirit will be built up between students and teachers, staff and heads, school and management. The School is not only a place for imparting knowledge, it is primarily oriented towards the formation of the child helping to grow to his / her full potential. It will seek to accompany the child through his / her healthy value system, based on mutual co-operation and assistance and avoiding unrestrained competition will be the prized possession of the students of Catholic Schools.
f. It is to be remembered that our Diocesan Schools are Minority Institutions protected under the Constitution of India. The “Protective Rights of the Indian Constitution” will help our Catholic Children to grow within the tenets and ethos of the Catholic Faith. However, children of all communities are eligible for these Institutions subject to their suitability and acceptance of the discipline and nature of the school. It is to be noted that respect for religious belief of every students is an essential element of Catholic Institutions.
4. CLASSIFICATION OF EMPLOYEES:
a. Permanent: A permanent employee is one who is appointed against a permanent post and has completed the period of probation and the extended period of probation (if any) satisfactorily and has been confirmed in writing by the Managing Committee as a permanent employee.
b. Probationer: Is one who is provisionally selected to fill a temporary or permanent post ,but has to complete the prescribed period of probation or extension thereof and has not been confirmed in writing by the Managing Committee in the post for which he/she has been provisionally selected.
c. Temporary: Is one who is appointed for a fixed or specified period of time-
(i) In work which is essentially temporary in nature or (ii) to fill a temporary vacancy in a permanent post or (iii) to cope with a temporary increase in work or (iv) on any other grounds. A temporary employee shall be entitled only to the benefits as specified in the terms of appointment.
d. Casual : Is one who is employed on a day to day basis for the work of an occasional or casual nature. The casual employees shall not be entitled to benefits provided to other classes of employees.
e. Contract : Is one who has been employed for a specific period under terms of contract and the contract ceases at the specific time of contract.
f. Substitute: Substitute employees are those employed in place of any permanent or temporary employee or a probationer during his/her leave of absence.
· If the period of substitution exceeds 30 continuous days (including holidays),the employee will be paid the basic salary as per scale for the category but they will not be entitled to any other benefits and allowances.
· If the period is less than 30 days the remuneration will be per working day according to the rate fixed from time to time. It will be paid on the last day of work or at the time of payment of salaries.
g. Part-time: Is one who is employed to work for less than the normal period of working hours. He/she shall be entitled to benefits as specified in writing in his/her letter of appointment.
5. APPOINMENT:
(a) Every person seeking employment shall be required to fill in a prescribed application form giving all the information desired together with the attested copies of their credentials (certificates).No person shall be deemed to be employed in the school unless and until he/she has received a letter of appointment duly signed by the competent authority whose decision is final.
(b) If at any subsequent stage whether before appointment or after, it is found that any statement(s) given in the application form was materially false, or that any relevant material was willfully suppressed, or any falsehood has been suggested, the person concerned shall not be considered fit for the appointment and if, already appointed, shall forfeit her/his right to be retained in employment.
(c) Every employee shall be engaged by a letter of appointment before taking up his/her post. The letter shall be signed by the competent authority. The letter of appointment shall state clearly the type of the appointment offered (probation, part time, or against a leave vacancy).The letter of appointment shall describe the joining date, salary, and emoluments, the term on which the employment is offered,(and the manner of termination of employment and other service conditions.) The employee shall sign a copy of the appointment letter s a token of acceptance. These will be retained in the institution archives. Therefore the letter shall be a valid contract.
(d) The employee’s time is entirely at the disposal of the institution and he/she may be employed in any manner required by the competent authority without claim for additional remuneration.
(e) Generally, before an employee is considered for permanent employment, unless otherwise specified in the appointment order. He/she is required to be on probation for a period of at least one year from the date of joining. The probationary period may be extended at the discretion of the Management but should not exceed one year.
(f) During the period probation or extended period of probation the services of a probationer may be terminated at any time without notice or with compensation and lieu of notice or with compensation and lieu of notice, and without assigning any reason. No appeal shall lie against such termination. Similarly an employee will also have the right to resign from the post on giving one month’s notice or paying one month’s salary in lieu of notice.
(g) If during the period of probation, the employee’s performance of the duties assigned to him/her has been found to be satisfactory, he/she may be confirmed, if not satisfactory, the period of probation may be extended, but not beyond one year. If at the end of such extended period, the probationer’s work is still found to be unsatisfactory his/her service shall be dispensed with, without assigning any reason whatsoever.
(h) No employee is entitled to be confirmed or treated as permanent employee by reason alone of his/her having completed the probationary period until the confirmation order is issued in writing by the competent authority. If no orders are passed, the probationer will deem to have been discharged from service.
(i) Only a trained staff who has satisfactorily completed the period of probation, will be made permanent as a teacher.
(j) If an untrained person is appointed he/she will be required to complete his/her training within a period of two years. Those rules may be relaxed at the discretion of the Management.
(k) The school shall maintain a register of addresses of all its employees. Any change of address shall be intimated at the earliest to the school, by the employee concerned.
6. AGE VERIFICATION:
I. The date of birth given in the application form or otherwise, shall not be deemed to be final, unless the same is verified to the satisfaction of the Principal.
II. For the verification of the date of birth, the applicant for a post will be required to furnish: either (I) Baptism Certificate for the Christians OR (II) Matriculation certificate granted by the Board of Secondary Education OR (III) Certificate from the office of the registration of Birth and Death.
III. The date of birth of the employee once admitted and entered in the service records, shall be the sole evidence of his/her service.
If, at a later date, it is proven that the date of birth has been falsified, services of the employees are liable to be terminated.
7. EMOLUMENTS:
a) A teacher who is appointed on a contract basic is given a consolidated amount according to the contract. He /she is not eligible for any other facility
b) The scale of pay and allowances applicable to him/ her, as stated in the appointment letter.
c) Only the Management/ Principal or his representative shall be entitled to refix the pay scales and allowances. In fixing salary of an employee, in the revised scale, the following procedure shall be followed: New pay fixation in the revised scale shall not be less than the total emoluments the employers are currently receiving at the existing scale.
d) Once the Management fixed the scale it shall be binding.
e) A person, who reaches the maximum in the salary scale, is eligible for a stagnancy increment only in alternate year, up to maximum of three increments.
8. PAY SCALE:
The pay scale will be as per the pay scale of the Jamshedpur Diocesan Education Society. This may vary from school to school.
9. PAYMENT OF SALARY:
a) All the employees will be paid their salary within seven day of the following months.
b) Requests for advance salary will not be entertained. Only employees proceeding on annual leave and who will be absent on the salary day, will be entitled for the same in advance. Notice of at least five days, is given in writing to the Principal.
10. VACATION SALARY:
A newly appointed teacher must complete nine months of service for vacation salary either before or after the vacation. Only on completion of nine months of service, the teacher will be paid vacation salary arrears.
11. HOURS OF WORK:
The management has the right to modify the working hours from time to time, according to the exigencies of the situation.
a. The teachers must follow the school routine, arriving at least ten minutes before the time scheduled for assembly bell and not leaving before dismissal. When work demands and school programs are held, the teachers have to be present even if these are held on non-school days.
b. The office staff (secretaries, accountant, receptionists, typists etc.) are expected to work 44 hours in a week, seven hours a day – Monday to Friday and 5 hours on Saturday or according to the routine worked out by Principal.
12. ABSENCE:
a. Absence without permission:
i. Absence from the place of work: Only with the expressed permission of the Principal can an employee be absent himself/herself during working hours from the school.
ii. No employee is to absent himself/herself without sanction of leave (including absence before or after summer vacation, Durga Puja holidays, winter holidays etc)
13. ATTENDANCE:
a. All members of the staff, teaching and non-teaching must sign regularly the Attendance Register which is to be maintained by the Principal. In the Attendance Register, each should daily record the time of his/her arrival and departure.
b. Delay of fifteen minutes or more after the appointed time, shall be considered as late attendance.
c. Late attendance of any three days shall be considered as absence for one day.
d. School Occasions
All the Teaching Staff shall remain present on the open day and other activities such as Sports, Annual Functions, Examination, etc. except under the exceptional circumstances wherein prior permission has been taken from the Principal.
It is compulsory for all the teaching and non-teaching staff to attend whenever assigned the outside duty, such as Picnic, Campaign, Seminars, Extra Curricular Activities, Competition, Sports, etc. and refusal to attend the same shall amount to misconduct of disobedience of the instruction and shall be liable for disciplinary action.
14. LEAVE:
i. Leave cannot be claimed as a matter of right.
ii. All applications for leave shall be submitted to the Principal, who deals with them in accordance with the prescribed rules and regulations.
iii. Except in an emergency, the concerned person shall submit an application for at least one week before the date from which the leave is to be taken.
iv. Grant of leave to an employee will depend on the exigencies of the work of the School and shall be at the discretion of the Principal. The sanction of leave can be refused, revoked, or granted for a shorter period than applied for.
v. Extension of leave which under the rules cannot be granted by the Principal, an application for consolidated leave shall be submitted to the Secretary through Principal.
vi. Every employee who proposes to go out of his/her station during leave shall give his/her address at which he/she can be contacted.
vii. The right to receive salary, etc., for the period of leave is contingent upon employees’ return to duty on time except in case of an accident or death.
viii. A phone call or a message is required if you have taken an unexpected leave. If the leave is prolonged due to certain unavoidable circumstances and no information is given then there is a loss of pay or even a loss of job at the discretion of the management.
a. Casual leave
CL are provided as a safeguard against the unexpected and unforeseen events that happen in life.
i. Casual leave may be granted up to 14 in a year where there are 6 working days. It may be 12 in places where there are 5 working days in a week. It may not be enjoyed for more than three days at a time. It cannot be claimed as a right. Discretion to grant or revoke leave is reserved to the Principal .C/L cannot be given more than three days in a week.
ii. Holidays which occur immediately before or after or during the period of absence are to be treated as part of Casual Leave, provided the day is not a national holiday (eg January 26 either on Friday or Monday) is calculated as one day. However, if an employee takes CL on Friday or Monday, it is calculated as 3 days.
iii. Attendance on the last day before and first day after the summer, Durga Puja and X’mas and Easter vacation is compulsory. An equivalent of two days salary and allowances will be deducted for absence on either of above days.
iv. No C.L will be granted on National Festivals, School functions, Seminars/Workshop days.
b. Earned leave:
A non-teaching employee is entitled to two weeks paid leave per year.
c. Maternity Leave:
Maternity leave is granted as per the Maternity Benefit Act 1961.
i. Six weeks before the date of her expected delivery and
ii. Six weeks after and including the date of delivery for a total period of twelve weeks, but in the event of delivery during the vacation period.
d. Leave without pay:
Leave without pay may be granted for a genuine and serious reason such as a death in the family or taking care of the sick parents, by the Principal up to 30 days in an academic year. No employee can be absent from duty continuously without pay for more than three months.
e. Study / Examination leave:
This leave may be granted to a confirm employee for the full period of examination and one week prior to its commencement, provided that,
i. The examination meets the needs of the school.
ii. The competent authority conducts the examination.
iii. The teacher intimates the Principal well in advance and obtains his/her permission in writing.
iv. The total period of leave from its commencement does not exceed thirty days.
v. The examinee reports back for duty a day after the last paper is over.
vi. A detailed exam schedule is submitted to the Principal’s office treated as leave without pay.
vii. If the leave exceeds a month, the period exceeding the months will be treated as leave without pay.
f. Special leave:
In case any staff member is deputed by the school to attend and/or to participate in training courses, Workshops or Seminars, for the benefit of the school, such period will be considered as leave with pay.
g. Medical Leave : Only permanent employees may be granted Medical leave with pay for 6 days(full)6days (half) for each completed year of service. Medical leave has to be recommended by a Registered Practitioner and an unfit certificate must reach the school authorities within seven days of absence. A certificate of fitness must be produced at the time of resuming duties. However , the employee concerned must be in station during their illness.
i. Those who have come under the ESI Scheme will get the payment also from the ESI office.
ii) Medical leave will be granted for chicken pox, conjunctivitis or any such sickness as per the sanctioning authority.
iii) The school Authorities reserve the right to appoint their own medical expert.
iv) For the computation of the number of days of medical leave, all intervening holidays and weekends shall be counted.
v) If the medical leave is either prefixed or affixed to any school vacation, the whole period including the school vacation shall be treated as medical leave.
NO WORK NO PAY
In all cases of absence from duty without leave or permission, or leave where an employee fail to discharge his/her duties, the principle of ‘no work no pay’ shall be applied.
15. HOLIDAYS:
a. i. Normally, Sundays are off days. However, if need arise, teacher may be called to attend school function scheduled on these days.
ii. Non-teaching staff :
a. Is required to work during vacations (e.g. summer).
b. Weekly will be decided by the Principal/Administrator as the case may be. This weekly holiday may be changed or assigned on any day of the week depending on the exigencies of the work.
c. Festival and national holidays: Jan 01, Jan 26, Good Friday, May 01, August 15, October 02 and
December 25
iii If an employee is required to work on a festival or National holiday mentioned above in an emergency or such reason, he/she shall be paid an equivalent of two days salary for that one day.
b. Festival and National Holidays: As listed is the school prospectus.
16. PROVIDENT FUND:
As per the employees Provident Funds and Miscellaneous Provisions Act 1952, Provident fund will be deducted from the permanent employees’ salary from the 1st day of employment. The PF is payable as per the EPF act. (Basic + DA)
RULES OF PROVIDENT FUND :
All P.F deductions are complied according to the Statutory rules applicable to the members.
- 12% Employee’s contribution. All calculations for this are made on the gross amount of Basic & Dearness allowance, paid to each employee. Out of 12% of Employee’s contribution, 8.33% is to be credited to Employee’s Provident Fund Pension scheme and the rest 3.67% to Employee’s account.
2. i) Equal contribution of 12% is made by the Employer in Rs. 15,000/- of Basic & Dearness allowance w.e.f April, 2015 )
Ii. 61% Administrative charges is being paid to the EPF by the Employer.
3. For becoming a member in the EPF Scheme all employees must fill up a EPF form with all the relevant data, but must make sure that the Bank account will be only in a single name and not a joint account . Provision in the form is given to nominate person / persons who may claim the P.F in case of any untoward situation .
BENEFITS TO MEMBERS UNDER THE PROVIDENT FUND AND SCHEME
The following benefits are available to the member of the employees’ Provident fund and Miscellaneous Provision act.
1) Full refund of employer and employee’s share to be paid with interest on leaving service, through the P.F. office from where the EPF Code No. is obtained.
2. After retirement an employee is entitled to the Provident fund standing to the credit of that employee. If however, the employee dies before getting the amount of Provident fund , his nominee would get that amount, subject to any deduction authorized by the scheme as per the rules and shall be free from any debt or other liabilities incurred, by the deceased or the nominee, before the death of the employee.
17. RULES FOR PAYMENT OF GRATUITY
Payment of Gratuity
1) Gratuity shall be payable to an employee on the termination of his / her employment, after he / she has rendered continuous service for not less than five years or on his / her superannuation, resignation, death or disablement, due to accident or decease .
2) In the case of death of the employee, Gratuity payable to him/ her, shall be paid to his / her nominee.
3) For every completed year of service or part thereof in excess of six months, the employer shall pay Gratuity to an employee at the rate of 15 days wages, based on the rate of wages last drawn by the employee concerned. The 15 days wages shall be calculated, by dividing the monthly rate of wages last drawn by him / her by twenty six and multiplying the quotient by fifteen.
18. EMPLOYEE’S STATE INSURANCE ( E.S.I )
Employee’s State Insurance is applicable to all employees, who come under the ESI Scheme. Employees, who are covered under the E.S.I scheme will contribute 1.75% of the total monthly salary and the employer will contribute 4.75% of the same.
DUTIES RESPONSIBILITIES AND POWERS OF THE PRINCIPAL/ HEADMASTER / HEADMISTRESS
a) The Principal / Headmaster/ Headmistress is the Head of the school. He / she will be directly responsible for the smooth running of the school, high standard of education of students and create a healthy atmosphere of team spirit among all the staff and will develop cordial relations between teachers, staff, students and the parents. He / She will report directly to the DIRECTOR AND THE PRESIDENT OF JDES in consultation with Secretary of the school.
b) He / She will Grant or withhold the promotions of the students to higher classes, grant admission to the new entrants, grant leave of absence to the students, remove or reinstate the students from the school, issue transfer certificates and the character certificates, merit certificate , etc.
c) He / She will grant various categories of leave to the teaching and non teaching staff.
d) He / She will issue advice / warning letters to erring staff as per the provision of the service code and rules of the school in consultation with the Chairman.
e) He / She effect any temporary change in the school’s working hours.
f) In case of extreme emergencies or for serious reasons to take appropriate action as may be deemed fit, in the best interest of the school, staff and the students. All such emergency actions shall be reported to the Management, DIRECTOR AND THE PRESIDENT OF JDES in consultation with Secretary of the school as quickly as possible.
19. DUTIES AND RESPONSIBILITIES OF THE COORDINATOR
The Coordinator will assist the Principal / Headmaster/ Headmistress in maintaining the Discipline in the school.
a) The Coordinator will be responsible to draw effective plans for the yearly working Procedures, for their implementation in the school after detailed discussions with the Principal/ Headmaster / Headmistress. The plan of work includes Admission Tests, Unit Tests, Terminal & Annual Examinations /School functions, co curricular activities, Excursions, organizing Parent /Teachers Meetings, Inter school competitions and all other such activities , as may be desired by the Principal for better standard of education in the school.
b) He / She should be well acquainted with all changes in the syllabus, Text Books, the modern techniques of teaching & the latest trends in the field of education.
c) He / She will inspect the classes regularly and keep an eye on the performance of the teachers under his /her charge. He / She will also ensure that the teachers are
i) Completing the syllabus.
ii) Check the lesson plans and following his / her guidance.
iii) Ensuring that corrections are up to date.
iv) Maintaining a cordial attitude towards the students.
20. Staff Training:
- The employee will be required to update knowledge and skills every year by attending in-service and out bound programs.
- These may be within or after school hours or on holidays.
- Employee will be required to travel outside the town / city, to attend training programs when necessary.
- When deputed from school for attending seminars, workshops, conferences, the employee will pay 50% cost of the training/ workshop / seminar.
- Local or outstation training travel, Boarding and Lodging will be paid by TOS as applicable.
- In case of cancellation of participation (after all payments done) from staff side 3 days before the work shop staff to reimburse 50 % of the fees school has paid and look for substitute to fill the place. Last minute cancellation, staff to pay 100% amount the school has paid for.
21. CODE OF CONDUCT:
Every employee shall be governed by the following code of conduct
1. Every employee shall at all times be courteous and considerate to the teachers, students, visitors, public, superiors, and co-workers.
2. Every employee shall maintain a high standard of work and conduct. The employees shall be loyal to the institution and observe diligently all its rules and regulations and such modifications thereof as may be made.
3. No teacher may entrust work to any member or non-teaching staff, without the permission of the Principal.
4. Every employee shall carry out the work assigned to him/her by the Authorities conscientiously, faithfully, and diligently accordance with the specific or general instructions of the authorities and shall maintain discipline at all times in the department of work place or work premises of the institution. He/she shall also co-operate with the co-employees.
5. An employee is required to accept any work allotted to him/her by the management besides the main routine work allotted to the particular post by the employee, keeping in mind the particular nature of the activity of the Institution.
6. Employees shall always be neatly and modestly dressed in clean clothes while on duty and shall keep their person and environment clean at all times to maintain the cleanliness of the Institution.
7. Employees shall take proper care of the machines, tools, materials, equipment, and other property of the Institution.
8. Employees shall promptly report any damage to the property, any accident or injury sustained inside the premises of the Institution.
9. A teacher is expected to maintain the following documents and also any other records may be specified from time to time.
· Attendance Register of the class for which he/she is the class teacher.
· Personal log book and class log book, Programmed of instruction and lesson plan.
· Cumulative result of his/her class.
· Stock register of properties held by him/her.
· Cumulative record of the class for which he/she is the class teacher.
10. Employees are not permitted to accept gifts of any kind from visitors, students, parents, contractors, businessmen or any other parties connected in any manner whatsoever, directly or indirectly with the activities of the Institution.
11. An employee shall not communicate directly or indirectly any official documents or information to any other person to whom he/she is not authorized to communicate such documents or information, except in accordance with any general or specific order of the competent