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THE FEDERATION OF UNIVERSITIES
PROMOTION & DEVELOPMENT DEPARTMENT
EMPLOYEE GUIDELINES ON HR ISSUES
Promotion & Development Department (PDD), a constituent of The Federation of Universities,
(FedUni) is a department, encompassing all marketing activities to promote Flexi mode programs,
Full Time programs and Publications of the member Universities of FedUni.
PDD has more than 230 branches spread across the length and breadth of the country. These are
manned by marketing personnel and support staff numbering nearly 1800 and each one of them
thrive to achieve the goals set, in line with the principles of FedUni.
The HR section of PDD provides support in the journey of every employee to excel in his / her
profession by adopting an universal approach. A set of rules and regulations of FedUni is enumerated
in the succeeding paragraphs for the guidance and compliance of all employees.
JOINING FORMALITIES & SALIENT SERVICE GUIDELINES
1.Joining Report & Other Documents
1.1 On joining PDD, an employee has to fill the joining report and submit to his/her Reporting
Officer. Pay particular attention to the following points while filling the form. The format of the
joining report is given at Annexure -1.
1.1.1 Ensure all columns are filled
1.1.2 Ensure that self attested copies of all testimonials as mentioned in the form are
attached. The attestation is to be done by the Reporting Officer. The Reporting Officer is
advised to verify the originals before attesting the same.
1.1.3 Provide PAN no. with a self attested copy of the PAN card (both sides). If not available,
please register with the appropriate authorities and submit the PAN application no /
acknowledgement number. This is mandatory.
1.1.4 Provide bank account number of a specified bank, if available or attach duly filled
‘Salary Account’ Opening form of a specified bank Viz, HDFC Bank, ICICI Bank, Axis Bank,
Syndicate Bank, State Bank of India and Punjab National Bank.
1.1.5 Attach a recent passport size colour photograph in the box provided and affix your
signature ( in black ink only) in the designated box for issue of Identity card.
1.2 Also fill the ‘Employee Personal Particulars’ form and send it with Joining report.
Employee Personal Particulars’ form contains information that may undergo change over a
period of time and therefore required to update the HR data. The form is to be sent for the first
time at the time of joining, and then should be sent before March 31, of every year to update
the records. Format of Employee Personal Particulars’ form is placed at Annexure -2.
1.3 Form of ‘Nomination of beneficiary’ as explained at Para 6.2 should also be sent with joining
report
1.4 The joining report should be forwarded to PDD HQ along with the relevant documents. The
reporting officer should ensure that the joining report along with the relevant documents is sent
on the same day the employee joins duty. Please note that in case the joining report along with
the relevant documents is not received on time, the employee’s salary cannot be processed and
will be delayed.
1.5 Check list of documents to be forwarded on joining.
• Joining Report and personal particulars form
• Copies of Educational qualifications and Date of Birth
• Service certificate from previous employer (Original)
• Relieving certificate from previous employer (Original)
• Last drawn Pay Slip
• Self declaration of Medical Fitness
• Bank Account opening form , if required
• Nomination of Beneficiaries Form
• ESI declaration form, if applicable.
• Photo copy of PAN Card
1.6 Probation/Confirmation : An employee will be on probation for a period of one year from
his/her date of joining. The management may, at their discretion extend the period of probation.
Till it is intimated in writing, the employee continues to be on probation. At the end of probation
period he/she will be appraised and if found suitable will be confirmed.
1.6.1 An employee on probation is paid a salary comprising of Basic pay, House Rent
Allowance (HRA), City Compensatory Allowance (CCA), Transport Allowance, Personal
Allowance and employer’s contribution towards PF. This package is termed as CTC-1 (Cost To
Company -1)
1.6.2 On confirmation, the employee will also be eligible for, Medical reimbursement and
Leave Travel Concession (LTC)and encashment of Earned leave, in addition to CTC-1 salary.
This package is termed as CTC-2 (Cost to Company -2)
1.7 Contract Period : On confirmation an employee will be on contract The initial period of
contract is usually for Five years. The contract may be further extended on mutual consent. The
contract can also be terminated by either party as stipulated in the employment offer letter.
1.8 Pay and Allowances: The salary structure in PDD is based on “Fixed Basic” system. Other
allowances are House Rent Allowance, Transport allowance and personal allowance. These
allowances are derived as a percentage of the basic salary and also depend on the category of
the city an employee is posted at. All cities are categorized into four types viz; A,B,C, and D.
( Annexure 3 gives these categories) For example HRA is 50% for Category A cities, 45% for B,
40% for C and 35% for D category cities. Also a fixed amount is added to the salary as city
compensatory allowance (CCA).
Apart from these monthly allowances, an employee who has been confirmed , is also entitled to
certain additional fixed benefits, such as, Medical Reimbursement, Leave Travel Concession (LTC)
at specified fixed periods. These allowances are also calculated on the Basic pay (the details are
given in section 4).
1.9 Salary payments are based on calendar month , that is, from 1st of every month to the last
day of the same month. However to facilitate crediting of the salary on the last working day of
the month, attendance from 26th of previous month to 25th of current month is taken into
consideration. A separate web page is created for every individual at website www.feduni.org/hr
wherein information useful to individuals including details of monthly salary disbursement is
posted.
1.10 Bank Account opening. Monthly emoluments to the employees will be made through
bank account only. Hence opening of bank account with designated banks is mandatory. If an
employee has an account with any of the specified banks, existing account no, may be provided.
.If not available fill and attach a bank account opening form of a designated bank, along with the
joining report at the time of joining. Pay particular attention to the name and spellings to be
used for the name of account holder. Married woman employees should check their surname as
given in the records and as changed after marriage. If they differ, a copy of the marriage
certificate or duly certified affidavit should be attached. The account opening form will be
returned after obtaining the signature of the HOD HR to the employee for onward submission to
the concerned Bank. The account number obtained is to be sent to PDD HQ and also the same is
to be mentioned at the time of submission of attendance. Until such time that the bank account
number is not furnished, salaries will not be credited
1.111 Permanent Account No (PAN). It is necessary for each employee to furnish Permanent
Account no at the time of joining itself. In case PAN is not available, the employee is strongly
advised to apply for the same and furnish the acknowledgement number, pending issue of the
PAN.. Until such time the PAN is not furnished , salaries will not be credited
1.12 Employee Identification (ID) Cards. On joining the organization every employee will be
issued with an employee identity card. The identity card is the property of the organization and
due care should be taken to ensure it is not lost / misplaced etc. Duplicate cards will be issued
on payment of Rs 250/-. In such cases employees have to fill up a requisition form for issue of
duplicate card. The format of the form is placed at Annexure 4. These cards are to be returned
when an employee leaves the organization. If the ID. card is not returned, the relieving
certificate will not be issued.
2. Appraisal
2.1 PDD follows an annual appraisal system and every employee is appraised on an annual
basis in order to determine his/ her eligibility for an increment in salary and advancement in
career.
2.2 Appraisals are carried out once in each quarter, i.e. January – March, April – June, July –
September, October – December. Each employee is placed in the quarter depending on his /her
date of joining and all the employees who fulfill the criteria in the respective quarter will be
appraised. The effective dates will be 01 February, 01 May, 01 August, and 01 November
respectively. Second and subsequent appraisals will be one year after the previous appraisal.
2.2 Each employee is assessed on a set of attributes and each attribute has a maximum score.
The employee is assessed only on the attributes which are applicable to him / her, and the
quantum of increment and recommendations for promotion would depend on the performance
evaluation of the employee as per the guidelines on the subject. The appraisal of the employee is
routed through the Reporting Officer and the final appraisal is based on the recommendation of
the appropriate in-charge of the region / section
2.3 If the appraisal is delayed for any reason due to processing delays at HQ /Regional/ any
other level, the employee will be paid arrears as per the effective date. If the appraisal is delayed
for reasons of performance / discipline then the employee will not be eligible for any arrears and
the new effective date of increment will be the date when appraisal is subsequently
implemented. This will then, be the date based on which the next appraisal date would be
determined.
2.4 All appraisals are subject to approval by the management committee of The Federation of
Universities (FedUni).
3. LEAVES
3.1 There are three types of leave. Employees on probation are entitled for casual leave and
non-encashable leaves only. On completion of the probation period the employee also becomes
eligible for sick leave besides becoming eligible to encashing 15 days of leave per year.
Confirmed female employees will be entitled to 12 weeks of maternity leave in addition to
casual leave, earned leave and sick leave
3.2 Casual Leave: Every employee is entitled to one day casual leave per month subject to
a maximum of 12 days in a calendar year. Prior sanction is to be obtained on the prescribed
form before proceeding on leave. However under urgency of a situation one may avail the
leave without prior permission but should mandatorily inform the reporting officer at the first
opportunity. Unless warranted by extra-ordinary circumstances, no employee shall be granted
more than six days of leave at one spell. The employees are to ensure that they are not
absent from duty for more than 8 days ( CL+ prefixed and suffixed holidays)at a stretch
3.2.1 Balance of un-availed portion of Casual Leave, will lapse as on December 31stof the
same year and there will not be any kind of right on the part of the employee to claim it.
3.2.2 Casual leave can be availed for half a day also.
3.2.3 Casual leave cannot be combined with any other kind of leave.
3.3 Earned Leave
3.3.1 Every employee appointed at PDD is entitled to 30 days of earned leave for every
completed year of service.
3.3.2 Earned Leave shall be credited only twice in an year to the account of each
employee at the rate of 15 days each on the 1st day of January and 1st day of July which
shall be known as standard dates for the purpose of leave rules.
3.3.3 If an employee joins the services of the FedUni at any time during the calendar
year, leave shall be credited to the account proportionately at the rate of 2 ½ days per
month if he she/ he has served for more than 15 days in that particular month.
3.3.4 The earned leave shall be reduced by one day for every 15 days of absence due
extra-ordinary leave, maternity leave availed of in any particular half-year. Earned leave of
employees on Loss of Pay will also be treated in the same way.
3.3.5 Earned Leave is cumulative, that is , it can be carried forward to next year and `can
be clubbed with that years leave. Total leave that can be accumulated is 180 days
3.3.6 Subsequent to confirmation in service an employee is authorized to encash 15 days
of EL per year out of entitled leave of 30 days. Encashable portion is also cumulative upto a
maximum of 180 days @15 days per year.
3.3.7 Whenever any such earned leave is availed of by an employee and
granted/sanctioned by the Competent Authority, the employee is entitled to full salary
along with other benefits like provident fund etc.
3.4 Conditions for availing Earned Leave
3.4.1 Employee desirous of availing earned leave shall apply for it in the prescribed form
at least 10 days in advance.
3.4.2 No employee shall be granted/sanctioned earned leave at a time for more than 120
days in a calendar year. ELs can be availed of in maximum of three spells
3.4.3 Intervening Sundays and holidays as declared by the institute occurring during the
EL spell will be treated as on leave and will accordingly be reduced from the leave balance
of the employee.
3.4.4 Prefixed/suffixed holidays will be excluded for the purpose of calculating number of
days EL taken.
3.5 Sick Leave ; All confirmed employees are eligible for sick leave upto 20 days at half pay
or 10 days with full pay. Medical documentary evidence is required to avail the leave.
3.6 Maternity Leave: Confirmed female employees are eligible for 12 weeks of maternity leave.
The leave can be availed six weeks before the expected of delivery. This leave is applicable for a
maximum of two children
3.7 Procedure to avail leaves :-Employees desirous of availing the leave should fill the leave
application form clearly stating the reasons for the request atleast ten days before
commencement of leave.(except for casual leave which should be atleast one day before). The
leave should be sanctioned by the competent authority i.e Reporting Officer. Specimen leave
application is placed at Annexure 5.
3.8 Approval of Leave :- Please note that written approval (either signed on hard copy or
approved through e-mail) is required for all types of leaves from Reporting Officer /Regional
Headquarters /PDD headquarters (as the case may be). In case written approval is not obtained,
the leave will be treated as ‘Absent without Leave’ and dealt accordingly. Approval authority for
leaves is as given below.
3.8.1 Leaves not exceeding Four days --- Branch Head / Territory Manager
3.8.2 Leaves exceeding four days but not exceeding Ten days--- Regional Headquarters
3.8.3 Leaves exceeding Ten days ---- PDD HQ / Director PDD
Approved leave applications are to be filed in the respective branch office where the employee is
working. Requests for leaves for more than four days (Earned leaves, Maternity Leave etc) are
required to be approved by Regional Headquarters. Leaves exceeding ten days are to be
forwarded by Regional Headquarters to PDD Hq. for approval
3.9 Leave on Loss of Pay (LOP). There is no authorised leave as ‘leave on loss of pay.’
Employees are strictly forbidden to resort to proceeding on leave without sufficient leave
balances to their credit. As it is against the policy of the organization to allow the employees on
leave without having sufficient leave to their credit, disciplinary action will be initiated as
mentioned below and the same will be noted in the Personal Records of such employees and
may also affect their appraisal. Needless to emphasise that such absences will result in loss of
pay besides inviting disciplinary action including termination of services.
No. of days proceeded on LoP (per annum) Disciplinary Action
Below 3 days Verbal warning
4 – 6 Days Issue of Memo
1.In the case of employees under probation, the probation
period will be extended by minimum one month.
More than 6 Days 2.In the case of confirmed employees, the Medical
Reimbursement shall be stopped for one quarter.
3.May be deemed to have terminated their own services as
per the clause in ‘Employment Offer Letter’
Hence employees are advised not to go on leave without having sufficient leave balance to their
credit.
4. Additional Benefits (On Confirmation)
4.1 Medical Re-imbursement. An employee who has been confirmed, is eligible for re-
imbursement of one-month basic pay per annum for the expenses incurred on minor treatments
and medical bills. The claim for self and family, can be preferred at the rate of ¼th of the Basic
pay, in every quarter ending i.e. March, June, September and December. The claim is to be
filled in the appropriate form accompanied by declaration of expenditure incurred is to be
forwarded to PDD HQ (HR section) so as to reach latest by 15th of the month . Medical
reimbursement form is placed at Annexure - 6
4.2 Leave Travel Concession. All confirmed employees are eligible for this concession. This
benefit is available to every confirmed employee at the rate of one basic pay once in two years
called block years. Normally the block year is reckoned from the date an employee is taken on
scale type of payment rolls (CTC-1). For example, for an employee who came into scale in Feb
2007 (CTC-1) and confirmed in Feb 2008 (CTC-2), the block year is Feb 2007 to Jan 2009 and
the next block will be from Feb 2009 to Jan 2011 and so on. The claim is restricted to actual cost
of travel subject to maximum of one basic pay. The first claim is to be made after six months
from date of confirmation. The concession can be claimed for the whole family, limited to
maximum of one basic pay. Production and verification of cash receipts for journeys performed is
necessary. The claims should reach PDD Hq latest by 15th of the month. LTC form is placed at
Annexure – 7
5. Transfer/Resignation / Termination
5.1 Transfer. During the period of contract, an employee can be transferred to any of the
offices/centers/Branch/department of the FedUni and its affiliates or to its associate
organizations existing or to be set up at any other location in India or abroad. Transfer
allowances will be paid for orders issued in the interest of the organization as per the applicable
rules. In case the transfer is on the request of the employee, no transfer allowances are paid. On
transfer, the allowances as evinced at para 1.5 ( HRA, Transport Allowance and Personal
Allowance)will be modified as applicable to the category of the city/town where the employee is
transferred to.
5.2 Resignation. An employee desirous of resigning should submit his/her resignation to his/her
reporting officer, giving clear advance notice period as specified in the offer letter. In all cases
resignations are to be in the hard copy format. All dues including ID Card needs to returned to
the reporting Officer. Resignation is subject to acceptance by Management. Exit interview form
should accompany Resignation letter. Exit Interview form is placed at Annexure 8.
5.3 Termination. Employment will automatically come to an end, on completion of the fixed
term of contract as enumerated in the offer letter, unless the Management decides to extend. An
employee will lose the lien on employment if absented himself/herself without leave or remain
absent for a period of 8 working days or more beyond the period of leave originally granted is
considered as having voluntarily terminated his/her employment without giving any notice.
5.3.1 Service of an employee is also liable to be terminated without any notice or salary in lieu
there of on following grounds:
• Misconduct
• Loss of confidence
• Inefficiency
• Disloyalty
• Commission of an act involving moral turpitude
6. Provident Fund.(PF) (General Information)
6.1 Provident fund is creation of a saving account for an employee , by compulsorily deducting
a certain percentage of salary and crediting to the account. An amount equal to this saving is
also contributed by the employer to this fund. It is statutory and is governed by Employees’
Provident Funds and Miscellaneous Provisions Act, 1952 of the Government of India
and is subject to all EPF rules and regulations. It is mandatory for all employees. 12% of Basic
Pay will be deducted as employee contribution towards PF. An equal contribution of 12% will be
made by the employer also. Out of 12% of the employer’s share of contribution 8.33% is
remitted towards Employee pension fund. This fund is created to provide pensionery benefits to
the employee and /or his family when employees pass away or retire. The amount of pension
depends on the length and amount of contributions. Additionally 0.5% of the employer’s
contribution is remitted towards ‘Employee Deposit Linked Insurance‘ (EDLI) scheme and
remaining amount is credited to employees account. It is in the interest of the employee /his
family to keep this account active by transferring the account to his /her new organization when
he /she changes employers
6.2 Nomination of Beneficiary . Every member has to give the details of himself & details of the
nominee for Employees’ Provident Fund & Employees' Deposit Linked Insurance Schemes (EDLI), Gratuity
and Ex-gratia. In the event of untimely demise of an employee, the money available under these
heads will not form part of the estate of the deceased and therefore to be distributed separately
as per the wish ( as declared through nomination) of the employee . Therefore the nomination
form as placed at Annexure 9 is to be filled and sent along with the joining report at the time of
joining and also as and when there is change in the details provided there at.
6.3 PF withdrawal Procedure. After an employee leaves the organization, he /she may wish
to withdraw the amount in PF account, after two months of leaving the job, provided he/she is
unemployed as on that date. Alternatively this amount can be transferred to his/her new PF
account, if any, opened with his/her new organization. Application for withdrawal/transfer of
provident fund is to be submitted after completion of 2 months from the date of leaving service.
The forms can be down loaded from the web site www.epfindia.com. The relevant forms duly
filled are to be sent to PDD Hqs and the same will be forwarded to AP Provident Fund
commissioner/ Provident Fund Manger with whom the PF amount of an employee is deposited.
1. Form 10C : To withdraw ones own contributions + employers portion of contribution.
2 Form 19 : To withdraw contributions from Employee Pension Scheme
3. Form 13 : To transfer contributions made to PF account to new account opened by
new organization.
6.4 All amounts standing to the credit of the employee will be returned by the PF office.
However, in case of any employee resigning from the organization before completion of six
months of service, only the amount contributed by the employee will be paid and not the amount
the employer has paid towards PF contribution.
6.5 Employees should note that the PF is governed by the EPF rules and regulations as
applicable from time to time and the above details are indicative only.
7 Gratuity
7.1 An employee who serves the organization for longer periods, a certain amount is paid to
him/her on resignation / retirement as a benefit to the employee. The amount thus payable is
equal to half a month’s salary for every completed year of service. For example an employee
retiring after completing ten years of service will be eligible for five months additional salary.
However the minimum period of service to qualify for the gratuity is four years and two hundred
and forty days of continuous service (with no service breaks) counted from date of joining
8 Holidays
8.1 All employees are granted holidays with wages on three national holidays viz, Republic
Day, Independence Day, and Gandhi Jayanthi and other festivals of general and local
importance. The total number of Holidays, including the three National Holidays, to be
observed during the calendar year shall be decided and notified by the Management. The
specific dates on which the holidays will be observed is published every year.
9 Medical Welfare
9.1 It is mandatory that all employees are covered for hospitalisation expenses. SEAL Care
Medical Welfare Scheme provides such coverage as per the following scheme
9.2 Membership: The Scheme is extended to all employees, their children and dependent
parents The term dependent parents or children mean that they are financially and
wholly dependent on the concerned employee and are not employed.
The coverage is provided to the family of an employee, with family size being limited to a total of
5, i.e., principal person (employee) + 4 dependents consisting of spouse, dependent children
upto 2 and/or dependent parents. Dependent parents include only mother and father of the
employee who have not crossed the age of 75 years. Only 2 dependent children up to the age of
22 years are covered. However age limit is relaxed incase of permanently disabled dependent
children who are wholly dependent on the concerned employee.
9.3 The membership is optional to the following categories of employees.
9.3.1 Employees of 60 years of age and above.
9.3.2 In the case of employees covered under other similar group scheme(s), they are
exempted till the expiry of such policy; and on completion they will be covered under this
scheme. Employees seeking exemptions have to furnish details of the insurance scheme they
are covered by and give a declaration to that effect.
9.3.3 Employees earning salary (CTC) less than Rs. 10,000/- pm. ( These employees will be
covered for medical benefits from “ Employee State Insurance’ Scheme)
9.4 Scheme Coverage:
The scheme coverage depends on the income of the employee. Employees drawing less than Rs.
15,000/- (CTC) per month are covered for Rs. 1 lakh only. However, employees whose monthly
salary (CTC) is Rs. 15,000/- or more, can opt for an increased scheme coverage of Rs. 2 lakhs /
3 lakhs.
9.5 Contribution:
The contribution amount per annum per employee is as under:
Sum Covered (Rs.) Total Contribution (Rs.)
As currently Applicable
1 lakh 3600
2 lakhs 9000
3 lakhs 15000
• The amount of contribution can vary from year to year. PDD-HR may be contacted to
know the contribution for the current year
The user will pay 50% of the annual contribution and the balance 50% will be borne by the
organization. Employees’ share of contribution shall be deducted in 3 installments from salary
payable for the months of October, November and December or from the month of joining
whichever is later. The contribution payable is calculated from the month of joining of the
scheme. The amount of contribution may vary from year to year at the discretion of SEAL Care
Trust.
The unique feature of the scheme is that it covers all existing diseases.
All claims under this scheme are governed by the rules and regulations of the SEALCARE
Scheme. For details of the scheme refer to web site www.sealcare.org. SEAl care is
administered by SEAL CARE TRUST which is an independent Trust
10 NO SMOKING ZONES
10.1 All the premises of the Organisation and its associated bodies are “NO SMOKING ZONES”.
All employees are required to to restrain themselves from smoking within the premises and in
close surroundings of the premises. Any violation in this regard will be severely dealt with.
11.EMPLOYEE CONDUCT
11.1 The policy of FedUni is that all employees must observe both the letter and spirit of the law
and adhere to high standards of business conduct and strive for best practices based on the
principles of ‘Meritium’ and “Ethicus’ .i.e. All internal operations and external business doings are
to be based on merit and conducted in a transparent manner.
11.2 Compliance with ethical standards is important to enhance the organisation’s reputation for
fair and responsible transactions.
11.3 Our reputation as an organisation that our users can trust is our most valuable asset, and it
is up to all of us to make sure that we continually earn that trust. All of our communications and
other interactions with our users should increase their trust in us.
11.4 Consumption of alcoholic drinks and prohibited drugs is completely forbidden in the
premises of FedUni or its associated organisations.
11.5. Information in respect of salaries and other privileges at FedUni is confidential. Employees
are therefore expected to preserve the confidentiality in all circumstances.
11.6 It is impossible to spell out every possible ethical scenario we might face. Instead, we rely
on one another's good judgment to uphold a high standard of integrity for ourselves and our
organisation. All employees are expected to be guided by both the letter and the spirit of this
Code.
11.7 Employees should strive to maintain cordial relations at work and work as a team to adhere
to their as well as the organisation goals.
11.8 Employees are encouraged to report any actual or suspected breach of code or guidelines or
financial or other irregularities observed to their superior or to PDD HR or to Director (PDD). Strict
confidentiality will be maintained in such cases.
11.9. Employees should adhere to all guide lines designed for their job profile.
11.10 Acceptance of cash from FLP students is not permitted under any circumstances. Strict
action will be taken for any violation.
11.11. Any type of financial irregularity committed will be dealt with severely. Violations of such
nature would invoke legal action and dismissal from service.
11.12 As the code of conduct is important, any employee who breaches the code or the
guidelines made there under or permits breaches by a subordinate in sufficiently serious
circumstances, may be subject to disciplinary action including dismissal.
11.13 To maintain the decorum of the organization, the following dress code will be strictly
observed.
11.13.1 Gentlemen : Clean Pant with shirt tucked in. Only formal shoes are to be worn
while attending the office. Neck Tie may be worn for visits of business / marketing
purposes. Chappals are not permitted. Daily shaving of the chin and cheeks is
compulsory except when a person sports beard on religious grounds or otherwise.
11.13.2 Ladies : Traditional dress of either western or Indian style may be worn.
Excessive make up is to be avoided
11.13. Informal /Casual attire is not permitted in the office premises
12. SEXUAL HARRASSMENT
12.1 FedUni being a provider of equal opportunities, has a mix of employees of both genders.
To ensure congenial work atmosphere, Feduni places great emphasis on avoidance of sexual
harassment. The basic definition of sexual harassment at the workplace "includes such
unwelcome sexually determined behaviour (whether directly or by implication) such as:
(a) physical contact and advances (b) a demand or request for sexual favours (c) sexually-coloured remarks
(d) showing pornography (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature"
12.2 It is imperative that sexual harassment incorporates the element of subjectivity to allow
the issue of sexual harassment to be seen from the perspective of the woman.(though equally
applicable to men also). Sexual harassment in any form is a serious offence. Erring employees
are severely dealt with, in terms of existing law, besides losing the lien on employment
(termination of employment).
12.3 Any employee facing sexual harassment can write in confidence to or contact in person, the
Designated Authority - Chief Manager – HR (PDD).
13. Whistle Blower Policy
13.1 FedUni is committed to the highest standards of ethics and integrity and to promoting and
maintaining a corporate culture that adheres to these values. With a view to further raising of
the bar for ethical behavior, the organization considers it appropriate to provide a channel to all
its employees for informing fearlessly any event of concern, to the HQ. The employees can a play
a constructive role here since usually they will be the first to know when someone in the
organization / team is doing something improper or flouting the rules or is involved in any illegal
activity. Since many times the employee who has knowledge of any such wrong doing would feel
worried about voicing it, fearing of unfavourable repercussions, it is essential as a policy to
encourage such an employee to voice his/her concern without fear of reprisal, retaliation ,
discrimination of any kind.
13.2 The policy is intended to encourage all employees to report unlawful conduct, misconduct,
malpractices, violation of any legal or regulatory provisions, sexual harassment, financial
mismanagement, accounting irregularities etc.
13.3 The role of the informant (whistle blower) is to convey reliable information to HQ. They
are not expected to act as investigators or fact finders nor would they determine the appropriate
corrective or remedial action that may be warranted in a given case. Whistle Blowers are not
usually at risk of suffering any form of reprisal or retaliation like discrimination, harassment or
vengeance in any manner. The informant should identify himself / herself clearly, avoiding
aliases like “ Subh Chintak” “Well wisher” etc. Confidentiality of the individual will be strictly
maintained and he/she will be protected against any reprisal, discrimination, or any other job
related harassment etc. This protection is applicable provided that
13.3.1 The communication / disclosure is made in good faith
13.3.2 The informant reasonably believes that the information is substantially true
13.3.3 The informant is not acting for personal gain.
13.4. Anonymous Information : If an informant does not declare his / her identity, it will be
much more difficult to look into the matter or to protect her/his position or to give feedback to
her/him. Accordingly while considering anonymous reports, at the discretion of the management,
this policy is not well suited to concerns raised anonymously.
13.5 Concerns reported not in good faith : All concerns must be raised in good faith. Anyone
who abuses the procedure (for example by maliciously raising a concern knowing it to be untrue)
will be subject to disciplinary action as will anyone who victimizes a colleague by raising an
untrue concern through this procedure. If considered appropriate or necessary, suitable legal
actions may also be taken against such individuals.
13.6 Procedure for Reporting : Chief Manager-HR, PDD is the Designated Authority to receive
all reports / complaints made under this policy. A communication reporting any event /
information of concern may be addressed to Chief Manager–HR either through e- mail or by a
letter at the following address.
Mr. RS Reddy
Chief Manager – HR
126, Maalaxmi towers,
Next to Nikhil Hospitals,
Srinagar Colony
Hyderabad -500 073
e-mail [email protected]
14.Grievance Redressal / Disciplinary Committees
14.1 During the period of employment, some employees might have been aggrieved. In such
cases they can use the grievance redressal mechanism. The preferred mode of reporting is
through his / her immediate superior who in turn will bring it to the knowledge of PDD. At times
it may also happen that the superior himself / herself could be a part of the problem. Or an
employee might have been aggrieved by his /her superior. In such cases an employee may also
directly approach PDDHQ ( Chief Manager – HR ) through e-mail or a letter
14.2 Two committees have been formed at PDD HQ, one to deal with redressal of grievances and
other to deal with breach of discipline. The members of each committee are drawn from the
senior staff of PDD with co-opted members where necessary. Whenever an issue involving
grievance or discipline is reported, the appropriate committee members will meet , examine the
issue and thoroughly investigate by themselves or through the Vigilance section. They then will
advise suitable remedial action to be taken and the same will be implemented with Director’s
concurrence and guidelines of FedUni.
14.3 Procedure for reporting : Same as explained at Para 13.4
14 EMPLOYEE HELP LINE
14.1 For any information or clarification on HR related issues, you may contact Human Resource
section of PDD on telephone 040-23423101 to 3105, extension - 333 or through e mail at
Note : All efforts have been made to concisely compile the information as required for
an individual employee. Errors/omissions if any, are purely incidental. However the
Rules and Regulations as approved by the Management Committee from time to time
will have the statutory effect on all issues related to the organisation. All employees are
expected to keep themselves informed of the changes, at all times, during the course of
their employment with the organisation.
Annexure -1
JOINING - REPORT To HRD 126, Maalaxmi Towers, Srinagar Colony, Hyderabad – 500 073. Sir,
In terms of your appointment order Ref. No ___________________________ dated _______________________________________ I _____________________________ here by report to duty on __________________ Designation _ _________________________ Department _____________________ Location _______________________________ I am providing below my particulars: 1. Permanent Address: 2. Current Address: ________________________________ __________________________________ ________________________________ __________________________________ ________________________________ __________________________________
Phone #__________________________ Phone # ___________________________ Mobile # _________________________ Mobile # ___________________________ E – Mail ID _______________________ 3. Bank Account Details: My bank account details are as follows: Please ( √ ) HDFC Bank ICCI Bank Syndicate Bank State Bank Of India Axis Bank Punjab National Bank
Bank Name & Branch Account #
4. Permanent Account Number (PAN) 5. I am enclosing the following Certificates a. Date of Birth & Educational Certificates. (Photo copies) b. Service Certificate from the previous employer/s. (Original) c. Relieving Certificate from the previous employer. (Original) d. Last drawn Pay Slip / Salary Certificate. e. Self declaration on Medical Fitness. f. Bank Account Opening Form. (incase necessary) g. Requisition Form. (for issue of employee ID Card) h. Nomination Form j. ESI declaration Form Certified that the Certificates enclosed are Verified & Authenticated Signature of Candidate Signature of the Reporting Authority / Center Head Date: Name:
Date: ………………………………………………………………………………………………………………………-----------------------------------------
FOR OFFICE USE ONLY
(HR Department) The above particulars are updated: Updated by: Name: __________________________ Head of the Department – HR Date ………………………………………………………………………………………………………………………--------------------------------------------
REQUISITION FORM
(ISSUE OF EMPLOYEE. ID. CARD) Emp. No
Name ………………………………………………………
Designation ………………………………………………………
Signature
Photograph
EMPLOYEE PARTICULARS Annexure 2
(To be sent to PDD HQ every year by March 31, even if there are no changes in the details)
Employee Code
Name of the Employee
(In capital letters)
Qualifications
Father Mother
Name
Age
Particulars of Parents
Address
Spouse Child 1 Child 2
Name
Age
Particulars of Spouse
(If married) & Children
Address
Name&
relationship
Age
Particulars of Next-of-Kin
or
Particulars of Nominee with
relationship to employee
(if different from NOK)
Address
Permanent Address
Residential Address
for Correspondence
Residence
Telephone Moblie No
Bank Name Account Number HDFC / Axis / ICICI / PNB
Syndicate / SBI Bank a/c.no.
for deposit of emoluments
PAN Number
Seal Care ID No. / ESI ID No.
Date : Signature of the Employee
Annexure -3
Categorisation of Cities /Towns
Category :A 1 Ahmedabad (includes Gandhi Nagar)
2 Bangalore
3 Chennai
4 Hyderabad
5 Kolkata (includes Barrackpore & Howrah)
6 Mumbai (includes Thane ,Ambernath,Kalyan)
7 New Delhi (includes Faridabad,Gurgaon,Ghaziabad,Noida)
8 Pune (includes Pimpri and Chinchwad)
Category : B
1 Agra
2 Allahabad
3 Amritsar
4 Aurangabad
5 Bhopal
6 Bhubaneswar
7 Chandigarh(includes Mohali and Panchkula)
8 Coimbatore
9 Cuttack
10 Dehradun
11 Goa
12 Guwahati
13 Hubli
14 Indore
15 Jabalpur
16 Jaipur
17 Jalandhar
18 Jammu
19 Jamshedpur
20 Jodhpur
21 Kanpur
22 Kochi
23 Lucknow
24 Ludhiana
25 Mangalore
26 Meerut
27 Mysore
28 Nagpur
29 Nasik
30 Patna
31 Raipur
32 Ranchi
33 Shimla
34 Srinagar (J & K)
35 Surat
36 Trivandrum
37 Vadodara
38 Varanasi
39 Vijayawada (includes Guntur)
40 Visakhapatnam
Category :C 1 Agartala
2 Ahmednagar
3 Ajmer
4 Alappuzha
5 Aligarh
6 Alwar
7 Ambala
8 Amrawati
9 Anantapur
10 Bareilly
11 Belgaum
12 Berhampur
13 Bhatinda
14 Bhavnagar
15 Bhilai
16 Bikaner
17 Bilaspur
18 Calicut
19 Dharmashala
20 Dibrugarh
21 Durgapur
22 Gandhidham
23 Gorakhpur
24 Gulbarga
25 Gwalior
26 Haldwani
27 Haridwar
28 Hisar
29 Jalgaon
30 Jamnagar
31 Jhansi
32 Kakinada
33 Kannur
34 Karimnagar
35 Karnal
36 Khammam
37 Kharagpur
38 Kolhapur
39 Kollam
40 Kota
41 Kottayam
42 Madurai
43 Mathura
44Moradabad
45 Muzaffarpur
46 Nellore
47 Palakkad
48 Pathankot
49 Patiala
50 Pondicherry
51 Rae Bareli
52 Rajkot
53 Rohtak
54 Roorkee
55 Rourkela
56 Rudrapur
57 Salem
58 Sambalpur
59 Sangli
60 Satara
61 Shillong
62 Silchar
63 Siliguri
64 Solapur
65 Srinagar
(Uttaranchal)
66 Thrissur
67 Tiruchirapalli
68 Tirunelvelli
69 Tirupathi
70 Udaipur
71 Ujjain
72 Vallab
Vidyanager (Anand)
73 Vellore
74 Warangal
75Yamuna Nagar
Category :D
1 Aizawl
2 Almora
3 Angul
4 Balasore
5 Banswara
6 Bellary
7 Bhagalpur
8 Bhilwara
9 Bhimavaram
10 Bhiwadi
11 Bidar
12 Bijapur
13 Chandrapur
14 Chittoor
15 Chittorgarh
16 Cuddapah
17 Davangere
18 Dhanbad
19 Eluru
20 Erode
21 Faizabad
22 Gangtok
23 Hassan
24 Karur
25 Kasargode
26 Kurnool
27 Latur
28 ahaboobnagar
29 Nanded
30 Nizamabad
31 Ongole
32 attanamthitta
33 Phagwara
34 Raichur
35 Rajahmundry
36 Rajapalayam
37 Rampur
38 Ratnagiri
39 Sagar
40 Saharanpur
41 Sathna
42 Shimoga
43Solan
44 Sreeganga
Nagar
45 Srikakulam
46 Tanjavur
47 Tanuku
48 Tumkur
49 Tuticorin
50 Udupi
51 Vizianagarm
Annexure- 4
Form for Issue of Duplicate Employee Identity Card
Place (Branch):
Date:
To
The Chief Manager -HR
Promotion & Development Department (FedUni)
!26 Maalaxmi Towers, Srinagar Colony,
Hyderabad – 500 073
Sub :- Issue of duplicate Employee ID Card.
Sir,
I Mr./Ms.____________________________,_____________________(FedUni profile, eg:
Counsellor, Branch Executive etc.) Emp.ID.No _____________ have the honour to state that I
have lost the ID.card issued to me despite taking all the precautions to safe guard the card. I have
intimated the fact to the issuing authority. I request that a duplicate ID card may be issued to me
to enable me to continue with my official duties. I am enclosing a DD from ____________ bank
for Rs 250/- drawn in favour of ‘The Federation of Universities’ and payable at Hyderabad. Recent
passport size photograph is also enclosed.
Your’s faithfully,
Specimen signature
Recent Passport
Size Photograph
Annexure -5
THE FEDERATION OF UNIVERSITIES
PROMOTION & DEVELOPMENT DEPARTMENT
APPLICATION FOR LEAVE
Branch / Section:__________________________
To
________________________________
Request for sanction of leave
Name of the employee : Employee Id. No
From To No. of
days
Type of Leave
Period of
Leave CL EL SICK
LEAVE
MATERNITY
LEAVE
Reasons for Leave
Person responsible
for the duties during
leave period
Date : Signature of employee:
Leave Sanctioned / Not Sanctioned / Recommended & Forwarded
Date : Controlling Officer
Leave Sanctioned / Not Sanctioned / Recommended & Forwarded
Date : Regional Headquarters
Leave Sanctioned / Not Sanctioned
Date PDD Headquarters / Director PDD
Annexure-6
THE FEDERATION OF UNIVERSITIES
CLAIM FORM FOR MEDICAL REIMBURSEMENT
To The Head of Department (HR) The Federation of Universities
Name Emp.ID. No.
Designation Department
I hereby request you to reimburse Rs. __________ towards Medical reimbursement expenses incurred by me during the Quarter ______________ (Jan - March, April - June, July - September, October - December). I certify that the expenditure as indicated above was incurred by me. I may be reimbursed the medical expenses in accordance with the rules of the FedUni. .
..............................................
Signature of the applicant __________________________________________________________________________
( For Office Use Only)
It is verified from the records that the employee has not made any claim for reimbursement earlier, for the period for which the claim is made now. It is also verified that the employee is on the roles of FedUni and is entitled for reimbursement for Rs. __________ as per rules for reimbursement. Date: _________________
Authorised Signatory
THE FEDERATION OF UNIVERSITIES Annexure -7
LEAVE TRAVEL CONCESSION - CLAIM FORM To The Head of Department (HR) The Federation of Universities
Name Emp. ID. No.
Designation Department Block years during which the Block years during which the concession is being availed concession was last availed Whether LTC Claim is for (Please specify) a. Home Town b. Other Place Details of journey undertaken:- Name Relationship
to employee
Age Date of Journey
From To Distance Mode/Fare Class of ravel
Onward Journey 1. 2. 3. 4
Return Journey 1. 2. 3. 4
Total Amount claimed
4. I am/myself and members of my family are entitled to the Leave Travel Concession under the rules as claimed above and that they are not entitled to this facility from any other source. 5. The Journeys for which the claim is made have actually been performed by the mode and class of travel indicated above 6. I have rendered more than one year’s service. Countersigned by the Controlling Officer Signature of Employee __________________________________________________________________________________________
(For Office Use Only) The above claim has been verified Personnel Department Date : Authorised Signatory
Annexure-8
Exit Interview Form
We would appreciate your taking the time to answer the following questions as honestly as possible. Your individual responses are treated as confidential, and will not become part of your personnel file.
Kindly fill up the form and hand it over the same to your centre head in a sealed cover to ensure confidentiality of information provided by you.
We believe that the information is of vital importance and will assist in analyzing the causes of employees leaving. Thank you for your cooperation.
Name of the Employee Date of Joining
Employee ID Reporting to
Designation Department
1. What was your work before your resignation? State briefly
______________________________________________________________________________________ ______________________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________________________
2. What prompted you to seek alternative employment? (Pls tick in the appropriate Box)
a. Type of Work e. Lack of recognition
b. Quality of supervision f. Family circumstances
c. Compensation g. Self-employment
d. Working Conditions h. Health reasons
i. Career opportunity (optional / Please describe)
Other reason (Please specify)
3. Did you explore the possibility of a transfer or change of Job/function before making your decision
to leave? Yes No If “Yes”, what options were offered?
_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
COntd
Exit Interview Form 4. Please provide your honest feedback on the following questions?
ITEM Almost Always
Some times
Never Comments
Fair and equal treatment by your reporting officer to you
Recognition on the received job
Developed cooperation and team work
Encouraged/listened to suggestions
Resolved complaints and problems
Followed policies and practices of Dept. / Function / Organization
Cooperation within your dept.
Cooperation with other dept.
Communications in your dept.
The training you received
Potential for career growth
Was your workload usually: Too great Varied but all right About right Too light
How did you feel about your salary and the employee benefits provided by the organisation? (Pls tick in the appropriate Box)
ITEM EXCELLENT GOOD FAIR POOR COMMENTS
Salary
Benefits
How frequently did you get feedback on your performance? How frequently did you have discussions with your manager about your career goals? What did you like most about your job and or the organization ? What does your new job offer that your job with us did not ? Would you recommend to your friend about the organisation as a good place to work? Yes No Place: Date: Signature of the Employee
Annexure -9 THE FEDERATION OF UNIVERSITIES
PROMOTION & DEVELOPMENT DEPARTMENT
NOMINATION FORM
Name of Employee : Employee Code :
Designation : Date of Joining:
I, _____________________________________ hereby nominate the person(s) mentioned below who
is / are member(s) of my family, and confirm on him / her / them the right to receive , to the extent
specified below, any benefit offered by the Federation of Universities viz. PF, EDLI, Gratuity, Ex-gratia
etc, in the event of my death while in service.
% of Benefits payable to each Sl. No
Name of the Nominee with
address
Relationship with
employee
Age PF EDLI Gratuity Ex-gratia
1
This nomination supersedes the nomination made by me earlier on ----- / ---- / ----- _____________________ Signature of the employee Place Date Signature of witness no.1. _____________________________ Address Signature of witness no. 2 _____________________________ Address Note:- 1.This form is to be submitted when an employee has a family and wish to nominate one / more than one member for the benefit
2. This form should be submitted along with joining report and whenever there is change in nomination