WILLIAM CAREY UNIVERSITY
(Estd. Vide Gazette of Meghalaya, No. 76 Shillong, 2005)
Affiliated to the ACTS Group of Institutions, Bangalore
ZORAM VILLA, Bomfylde Road, Shillong - 793001 Telephone: 0364 2224126, 9206040387
Email:
wcu.acts@gmail.com,
wcu@ichemail.org,
wcu@actsgroup.org
Web: www.wcu.co.in
WCU Service Rules
- Preliminary:
-
These service rules, issued under the authority of the Board of Governors of William Carey University, contains the rules and conditions governing
the employment and other matters incidental to, and in connection with employment of all staff members of the University.
- These rules shall come into force with effect from December 1, 2011 and shall super cede all previous rules and practices hitherto in vogue on
matters covered by these rules.
- These rules may be modified and/or amended as and when found necessary, from time to time and such modifications/amendments will come into effect
from the date mentioned above. Such modifications will be applicable to all staff members of William Carey University, unless expressly otherwise provided
for.
- Wherever any of those rules is inconsistent with the provision of any statute or other law applicable to the Society, the provision of such statute
or other law shall prevail.
Definitions:
- Society” means William Carey University.
- Management: Management shall mean the Governing Body of William Carey University and the Board of Management authorised by the Board of Governors.
- “Employer”: Employer shall mean the Board of Governors of the Society and include any person or persons authorized by the Board of Governors.
- “Staff Member”: staff member shall mean any person employed by the Society in any of the Categories of appointment at all levels as specified in rule 3.
- “Salary” means pay.
Classification of Staff
- Staff members may be appointed to any one of the following types of appointments:
- “On Contract” which means the tenure of the post is limited to a specified period of time and the staffs are entitled to the benefits specified
in the contract of appointment only.
- “Permanent” which means the tenure of the post is permanent the term of probation has been satisfactorily completed and confirmation of the staff in
the post has been communicated to the staff member in writing.
- “On Probation” which means the staff member, while being appointed to a permanent post, is required to fulfil a satisfactory term of probation before
being confirmed in the appointment. A person shall be deemed to continue on probation even after the period of probation has expired until confirmed in his
appointment and the same is communicated to the staff.
- “Temporary” which means the staff is engaged specifically for a fixed or limited period of time to fill a temporary vacancy in a permanent post, on
terms and conditions specified in the staff member’s letter of appointment and are not entitled to claim any other rights or benefits which are not so
specified.
- “Casual” which means the staff is engaged on day-to-day basis on a work of an occasional or casual nature, the staff member’s wages are fixed on a daily
basis, and such staffs is not entitled to leave or any other benefits of any kind as applicable to permanent staff.
- “Part Time” Staff is one who is employed to work for less than the normal period of working hours. Part time Staff are not ordinarily entitled to the
benefits provided to full time employees. They shall be entitled to such benefits as are determined by the Management.
Issuing of letters of appointment:
- The candidates selected for consideration for appointment, promotion and confirmation of appointment shall be issued an order in writing, specifying
the terms as the case may be signed by the Vice Chancellor or an appointing authority authorised by the Board of Governors.
- Probation: All appointees against permanent posts (other than those appointments on contract, temporary, casual or part time basis) shall be on
probation for a period of one year unless or otherwise, specified. This period may be extended by further periods in the absolute discretion of the
Management. The appointment of a probationer is liable to be terminated at any time during the period of probation or during the period of extended probation
or at the end of the period of probation, or before confirmation of appointment in writing, without notice or compensation in lieu of notice. No appeal shall
lie against such termination. No staff member is entitled to be confirmed or to be treated as permanent staff member by reason only of his/her having completed
the probationary period until confirmation order is given in writing by the appointing authority.
Appointment to a higher Post and promotion
- A letter of appointment will be issued by the employer immediately after satisfactory completion of the probationary period.
Bio- Data
Every staff member at the time of appointment shall furnish in writing his/her correct and complete bio-data together with documents as evidence for
educational qualifications and other skills acquired to the Vice Chancellor and shall also thereafter promptly inform any subsequent changes in his/her
Bio-data for the purpose of record to the appropriate authority. Any change in the Bio-data already furnished and accepted should be supported by acceptable
evidence. For date of birth, Rule 6.1 will apply.
Date of Birth
In determining the age of a staff member only the age entered in the school leaving certificate will be accepted. In respect to those who have had no
formal education, either the baptism certificate or a birth certificate issued by the Registrar of Births and Deaths shall be deemed to be the satisfactory
proof and no change in the date of birth will be accepted subsequent to the certificate produced at the time of employment.
The age of a staff member accepted as above or in any other manner deemed fit by the Management and accepted and recorded by the Management shall be final
and conclusive for all purposes concerning his/her employment including retirement.
Service Register
A Service register shall be maintained for every staff member entering therein particulars as to entry into service, transfer, promotions, punishments if
any, and remarks made by the Head of his/her department about his/her service.
Working hours
The Society’s office shall work for a minimum of seven hours a day from Monday to Friday.
Attendance, late coming and early going:
All staff members shall work at the Society from 9:30 am to 4:30 pm.
All staff members shall be at work at the Society at a time fixed and notified in respective departments i.e. 9.30 AM. And shall leave the Society not
before 4:30 PM
All staff members are required to sign the attendance register kept in the office.
For pay-roll preparations only the attendance recorded in the attendance register will be taken as the official record.
Late Coming: If a staff reports late by 30 minutes for duty either at the commencement of his/her working hours or after lunch break three times during any
calendar month, he/she shall forfeit one day’s salary in lieu if he/she has no leave to his/her credit.
No-work-no-pay: Absence from duty without leave or permission or absence from place of work, the principle of “no-work-no-pay” shall apply without prejudice
to the other provisions of these rules.
Leave:
The following types of leave are available to the staff of the Society:
Casual leave
Sick Leave
Maternity Leave
Leave without pay
Study Leave
Entitlement: The leave year shall be the calendar year. The permanent staff member of the Society shall be eligible for 12 days casual leave
and 15 days sick leave which will be produced along with a medical certificate in a calendar year.
Leave cannot be claimed as a matter of right, when the exigencies of service so demand. Leave of any description may be refused or revoked by the leave
sanctioning authority, who will be the Vice Chancellor of the University. Leave should always be applied for and sanctioned before it is availed of expect in
case of emergency.
All the staff members who desire to avail privilege and maternity leave shall apply in writing to the sanctioning authority to grant the leave giving at
least 30 days due notice.
If a staff member after proceeding on leave, desires extension thereof, he/she shall before the expiry of the leave originally granted to him/her, make
an application in writing, for this purpose to the sanctioning authority. The sanctioning authority shall send to the staff member a reply either granting or
refusing extension of leave address in his/her leave application, including phone number if any. Permission has to be sought for to leave headquarters. Leave
will not be deemed to have been granted until sanction is given in writing. A staff member absenting when leave is not sanctioned or staying away from work
without intimation/sanction will be marked absent and will not earn salary for the period of absence. Further he/she renders himself/herself liable for
disciplinary action or other consequences under the service rules.
Casual Leave: CL for more than three days at a time shall not normally be allowed. This leave cannot be combined with any other leave. General
holidays and weekly holidays falling within the casual leave period will not be treated as casual leave.
Sick Leave: Can be taken only in case of personal sickness. General holidays and weekly holidays falling in between sick leave will also be
treated as sick leave. This leave can be accumulated upto 15 days in a year and any accumulation beyond 15 days will lapse automatically. For availing sick
leave of 3 days or more it should be supported by a medical certificate issued by a Registered Medical Practitioner.
Leave facilities for Probationers: Staff members on probation who are in the first year of service will be eligible for 5 days sick leave and
10 days casual leave during probation.
Maternity Leave: May be granted to married women staff members for a period of twelve weeks (including weekly and general holidays) for not
more than two occasions during a staff member’s service in the Society.
Leave without pay: In case of leave without pay the annual increment would be postponed accordingly.
Promotion: The promotion of staff from a lower post to a higher post shall be at the discretion of the Board of Governors and will be
determined on the basis of seniority, merit, nature of service, loyalty, conduct, efficiency, ability, health, nature of the job, and the individual’s
suitability for the job. This however, does not restrict the Management’s right to fill the post by an external applicant. The Society is under no obligation
to promote any one, from one post to another. When a higher post falls vacant and if the management decides to fill the post, the Board of Governors may
consider all eligible candidates.
Abandonment of Service:
A staff member remaining absent for more than 10 days continuously without prior sanction of leave or written permission shall be deemed to have abandoned the
employment and his/her services shall stand terminated automatically from the date on which the absence commenced.
If a staff member remains absent beyond the period of leave originally granted or subsequently extended, he/she shall be deemed to have abandoned the employment
and his/her service shall stand terminated automatically with effect from the date on which the absence commenced unless returns within 10 days of expiry of
the leave and gives a satisfactory explanation for his/her inability to return on the expiry of leave.
Retirement: The retirement age shall be 60 years extendable at the discretion of the Board of Governors upto 65 years and re-employable
further on a contracts basis at the discretion of the Board of Governors.
Code of Conduct for the Staff members:
Every staff member shall carry out the work for which he/she has been employed conscientiously, faithfully and to the best of his/her ability and in
accordance with specific or general instructions given to him/her from time to time by his/her superiors and as laid down in the chain of command.
Change of Address: Whenever any change occurs in the residential address of the staff member, he/she must immediately intimate such change
to his/her leave sanctioning authority, in writing, for record in the appropriate section of the administrative office of the Society.
Certificate of Service: Every permanent staff shall be entitled to a service certificate at the time of leaving the service of the
Society. Such a certificate shall be valid only if it is issued and signed by the appointing authority or an officer authorized by him/her.
Display of Service Rules: Copies of these rules will be pasted on the notice board and/or in such places in the society as the Management may
decide for the general information of and compliance by all the staff.
William Carey University is a member of
ACTS Group of Institutions
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