1.0 POLICY STATEMENT
The code of conduct is established to foster and protect the core values of RIT to encourage scholarly and civic development of its students in a safe and secure learning environment along with protection to people, properties and processes that support the institution and its mission. However, the establishment and maintenance of a community where there is freedom to teach and to learn is dependent on maintaining an appropriate sense of order that allows pursuit of these objectives in an environment that is both safe and free of unpleasant disruption. The code of conduct is necessary to mark the boundaries of this type of much needed order.
The Code is applicable to all students, which includes all persons taking programmes at various constituents of the Institute, pursuing undergraduate, graduate and professional courses. Persons who withdraw after allegedly violating the Code, who are not officially enrolled for a particular semester or term, but have a continuing relationship with the Institution, or who have been notified of their acceptance for admission are considered as “students”. The Code applies to all locations of the Institute.
The Code applies to the on-campus conduct of all students at all the locations/ campus of the Institute.
- Academic course requirements or any credit-bearing experiences, such as internships, field trips, study abroad / student
- Any activity supporting pursuit of a degree, such as research at another institution or a professional practice
- Any activity sponsored, conducted, or authorized by the Institute or by registered student
- Any activity that causes substantial destruction of property belonging to the Institute or members of the Institute community or causes serious harm to the health or safety of members of the university
- Any activity in which a police report has been filed, a summon or indictment has been issued, or an arrest has occurred for any act or Students continue to be subject to the laws of the land while at the campus, and violations of those laws may also constitute violations of the code. In such instances, the Institute may proceed with Institute disciplinary action under the code independently of any criminal proceeding involving the same conduct and may impose sanctions for violation of the code even if such criminal proceeding is not yet resolved.
2.0 CODE OF CONDUCT FOR RIT STUDENTS
2.1 RESPONSIBILITIES OF STUDENTS
Students are members of the Institute and citizens of the state. As citizens, students are responsible to the community of which they are a part, and, as students, they are responsible to the academic community of the Institute.
Admission to RIT carries with it the presumption that students will conduct themselves as responsible members of the academic community. As a condition of enrolment, all students must assume responsibility to observe standards of conduct that will contribute to the pursuit of academic goals and to the welfare of the academic community. They are expected to practice high standards of academic and professional honesty and integrity and also to respect the rights, privileges, and property of other members of the academic community and the Society. They should refrain from any conduct that would interfere with institute functions or endanger the health, welfare, or safety of other persons.
A student should not discriminate on the basis of race, colour, caste, creed / age, religion, gender, nationality or ethnic origin, marital status, sexual preference, physical disability, or any other legally protected status. They should at all times conduct themselves in a manner, which is not prejudicial to any law of the land. Their conduct should aim to achieve the meaning, mandate and manifestation as enshrined in the Constitution of India.
2.2 STUDENT COMMITMENT
At the time of admission, each student must sign a statement accepting admission in the Institute means the acceptance of this code by the student.
- He/she shall be regular and must complete his/her studies in the
- In the event a student is forced to discontinue studies for any legitimate reason, such student may be relieved from the Institute campus subject to written consent of the
- As a result of such relieving, the student shall be required to clear pending hostel / mess and any other fees dues and if a student had joined the Institute on a scholarship, the said grant shall be adjusted towards balance fee due.
- Shall abide by the measures enforced by the Institute whenever pre-defined misconduct is committed by the students.
2.3 DISCIPLINARY MISCONDUCT
Any student found to have committed or to have attempted to commit the following misconduct is subject to appropriate disciplinary action under this Code. The instances of misconduct are not to be interpreted as all–inclusive of situations in which disciplinary action will be invoked. These instances are illustrative and the Institute reserves the right to take disciplinary action in such circumstances. The following actions are considered as misconduct:
2.3.1 Academic & Examination Misconduct: Academic Misconduct means use of unfair means, copying, malpractice, cheating on assignments or examinations.
- 3.1.1 Cheating: Cheating includes, but is not limited to:
- Copying during examinations, and copying of homework assignments, term papers, thesis or
- Allowing or facilitating copying, or writing a report or taking examination for someone
- Using unauthorized material, copying, collaborating when not authorized, and purchasing or borrowing papers or material from various
- Fabricating (making up) or falsifying (manipulating) data and reporting them in thesis and
- Creating sources, or citations that do not exist
- Altering previously evaluated and re-submitting the work for re-evaluation
- Signing another student’s name on an assignment, report, research paper, thesis, or attendance
126.96.36.199 Plagiarism: Plagiarism of material, ideas, figures, code or data as one’s own, without appropriately acknowledging the original source is inadmissible. This may involve submission of material, verbatim or paraphrased, that is authored by another person or published earlier by oneself. Examples of plagiarism include:
- Reproducing, in whole or part, text/sentences from a report, book, thesis, publication or the
- Reproducing one’s own previously published data, illustrations, figures, images, or someone else’s data, etc.
- Taking material from class-notes or incorporating material from the internet graphs, drawings, photographs, diagrams, tables, spreadsheets, computer programs, or other non-textual material from other sources into one’s class reports, presentations, manuscripts, research papers or thesis without proper
- Self-plagiarism which constitutes copying verbatim from one’s own earlier published work in a journal or conference proceedings without appropriate citations.
- Submitting a purchased or downloaded material to satisfy a course
- Paraphrasing or changing an author’s words or style without
2.3.2 Disruptive Conduct – Conduct that intentionally and substantially obstructs or disrupts teaching or freedom of movement or other / lawful activities on the campus premises or in connection with any other Institute-sponsored event or activity.
2.3.3 Discrimination – Engaging in verbal or physical behaviour directed at an individual or group based on origin, race, creed, gender, religious beliefs, or sexual orientation that, according to a person of reasonable sensibilities, is likely to create an intimidating or demeaning environment that impedes the access of other students, faculty and staff to the educational benefits available to them. It also includes wearing articles of clothing with derogatory, racist, discriminatory, patently offensive, profane, sexually explicit, or graphic messages either in words or pictures, which demonstrate bias or discrimination against any individual or group within the Institute.
2.3.4 Falsification – Falsification means will-fully providing Institute’s campus offices or officials with false, misleading, or incomplete information; forging or altering official Institute records or documents or conspiring with or inducing others to forge or alter Institute records or documents.
2.3.5 Refusal to Identify – Refusal to identify or falsely identifying one’s self when requested by an authorized Institute official.
2.3.6 Illegal or Unauthorized Possession or Use of Drugs / Alcohol / Smoking / Tobacco is totally prohibited. RIT strongly supports the goals of “Drug Free Campuses”. It is the policy of RIT that no student shall distribute, possess, or use illegal drugs, a controlled substance, on its premises. Possession of paraphernalia associated with the illegal use, possession, or manufacture of a controlled substance are also prohibited. It is also the Policy of RIT that smoking is prohibited in and around the campus.
2.3.7 Unauthorized Access and Use – Unauthorized access means accessing without authorization Institute’s property, facilities, services, or information systems, or obtaining or providing to another person the means of such unauthorized access, including, but not limited to, using or providing without authorization keys, access cards, or access codes.
2.3.8 Act of Violence, Threatening, Harassing, or Assaultive Conduct – Act of Violence, Threatening, harassing, or assaultive conduct means engaging in conduct that has caused injury to other residents of the campus, endangers or threatens to endanger the health, safety, or welfare of another person, including, but not limited to, threatening, harassing, or assaultive behaviour.
2.3.9 Theft, Property Damage, and Vandalism – Theft, property damage, and vandalism include theft or embezzlement of, damage to, destruction of, unauthorized possession of, or wrongful sale or gift of property.
2.3.10 Recording of Images / Videos without Knowledge – Using electronic or other means to make a videos or photographic record of any person in a location where there is a reasonable expectation of privacy without the person’s prior knowledge, when such a recording is likely to cause injury, distress, or damage to reputation. This includes, but is not limited to, taking video or photographic images in shower/locker rooms, residence hall rooms, and restrooms. The storing, sharing, and/or distributing of such unauthorized records by any means is also prohibited.
2.3.11 Causing Disrepute to other students – Engaging or inciting other students to engage by any means whatsoever and performing or attempting to perform an act, which brings disrepute to other students / faculty of the Institute.
2.3.12 Failure to comply with university or any other authority – Failure to comply with legitimate directives of authorized Institute officials, law enforcement agency in the performance of their duties or violation of the terms of a disciplinary sanction.
2.3.13 Ragging – Any act which amounts to ragging in any form as defined under the UGC Prohibition of Ragging Regulations / act, 2009.
2.3.14 Contracts – Students are prohibited from entering into verbal or written agreements or contracts that purport to bind, obligate, or create liability of any kind for Institute. The campus will hold all such students individually liable for any financial or legal consequences or damages that may result from such unauthorized actions.
- Abuse of Electronic Communication – Using Institute or personal telecommunications, data-communication networks for illegal or improper purposes or in violation of Institute campus regulations and policies, or related
- Media Contact – Students are expressly prohibited from speaking on behalf of, or for, Institute with any media organization or publication, or from inviting the same to Institute owned or operated property, facility or event without the written permission of the Office of
- Organization and Event Registration – A Student or group of Students shall not form any organization, society or organize any event or collect any fund or subscription without the specific written permission of the Institute.
- Presenting False Testimony – Knowingly making false statements regarding a disciplinary matter before, during or after the disciplinary adjudication
- Violation of University rules – Violation of other published Institute regulations, policies, or rules, or violations of law. These university regulations, policies, or rules include, but are not limited to, those rules, which regulate dress code, which regulate submission of assignments, which regulate examinations, which prohibit the misuse of library, misuse of computing resources, misuse of laboratory, which regulate acts which amounts to sexual harassment, rules for student and hostel rules and
2.4 GRIEVANCE REDRESSAL
2.4.1 Grievance Redressal:
- The aggrieved student would submit in writing his/her grievance to the Registrar
- The Registrar office would convene a meeting of members within ten days of receiving the
- Where the Director is not a member of the committee, the report of the committee must be submitted to him/her within 5 working days of the meeting.
- The decision taken would be communicated to the student within 3 further working
- Further the student can appeal to the RIT Grievance Committee (appellate authorities) within 5 working
2.4.2 PUNISHMENT AND PENALTIES
One or more of the following programmes of action may be taken when a student has been found to have violated the student code of conduct:
- Warning: A written letter of reprimand resulting from a student’s
- Suspension: Suspension is a sanction that terminates the student’s enrolment at the Institute campus for a specified period of
- Monetary Fines: Monetary Fines is a sanction in which a student is required to deposit money as penalty or any amount deposited by him is forfeited or adjusted, resulting from It also includes Restitution which means making compensation for loss, injury, or damage.
- Confiscation means confiscation of goods used or possessed in violation of Institute regulations.
- Restriction of Privileges – Restriction of privileges means the denial or restriction of specified privileges, including, but not limited to, access to a student facility, placement programmes, Institute events for a defined period of
- Withholding of Diploma or Degree. Withholding of diploma or degree means the withholding of diploma or degree otherwise earned for a defined period of time or until the completion of assigned
- Dismissal: Dismissal is a sanction which permanently separates a student from the Institute campus without opportunity to re-enroll in the future.
- Other sanctions: Other appropriate sanctions may be imposed by the Competent Authority of the Institute singularly or in combination with any of the above-listed
2.5 Student participation in governance – Code of Conduct
As students are members of RIT institute, students have a substantial say in the governance of the Institute. The involvement of the students in governance in both administrative and academic areas are essential and it is pivotal that students must be, at all junctures, are being encouraged to put forth their views and advice, for a uniform decision-making process. Student participation is encouraged and strengthened through the involvement of students at all levels.
3.1 Steering Committee
The steering committee is the body of the institution which meets yearly once for conduct policy review students. It formulates short term and long-term goals, future strategies, ethics and human values for overall development of the institution. The Steering committee deploys the resources for the accomplishment of vision of the institution. The structure of the Steering committee of the institution shall consist of the following persons as per the AICTE guide lines. The term of the steering committee shall be two years unless otherwise specified.
1. Chairperson: Director
- Member Secretary: Registrar
3. Member: Deans
- Member: Chief Proctor
6. Member: HOD CSE
- Member: HOD CE
- Member: HOD ECE
- Member: HOD EE
The director, as administrative head of the institute chairs the steering committee. With his vast experience he steers the institute into the right direction with inputs from Steering committee members. Sensing the prevailing academic environment of the country, he proactively takes steps to upgrade the human resource and infrastructure of the institute.
Registrar plays a vital role in implementing the standard policies of the Steering committee in the key areas of finance and administration. In addition, he monitors on implementation of important communication from the university, AICTE, government and other affiliating bodies. He also plays an apex role in framing of policies for smooth functioning of day-to-day operations in the institution.
3.2 COLLEGE/INSTITUTE ACADEMIC COMMITTEE (CAC)
The Institute Academic Committee comprises of Dean Academics as the Chairperson comprising of HODs and examination branch in charge as members. The CAC acts as a bridge between the Steering committee and its stakeholders, disseminating the decisions and monitors the implementation of the activities. The Institute Academic Committee analyses and recommends different measures on curricular and co-curricular activities and submits the same for advocacy to the steering committee.
3.3 HEAD OF THE DEPARTMENT
The Heads of the Departments are responsible for monitoring day to day operations of their departments. They organize the review meetings to ensure the progress in quality teaching learning processes. The HODs encourage the faculty and students to organize and participate in various workshops, seminars and technical events to encompass the recent trends in technology.
The following code of conduct needs to be exhibited by the students while participating in the administrative and academic meetings.
- Be in time to the
- Provide information related to any
- Observe the good behaviour of other members in the meeting and follow the
- Follow-up with the concerned process if a corrective action to be taken as resolved by the committees/cells in which the students are also members.
- Disciplinary Committee (Proctorial Board)
- Anti Ragging Committee
- Grievance Redressal Committee
- Sexual Harassment Committee
- SC & ST Committee
- Feedback Committee
- T&P Committee
- Admission Committee
- Exam Committee
4.0 CODE OF CONDUCT FOR RIT FACULTY MEMBERS
4.1 FACULTY MEMBERS AND THEIR RIGHTS: Faculty members have a right to adequate emoluments, social position, just conditions of service, professional independence and adequate social insurance.
- RESPONSIBILITIES OF THE FACULTY MEMBERS: Whoever adopts teaching as a profession assumes the obligation to behave in accordance with the ideals of the A teacher is constantly under the scrutiny of his students and the society at large. The national ideals of education which have already been set forth and which he/she should seek to inculcate among students must be his/her own ideals. The profession further requires that the teachers should be calm, patient and communicative by temperament and amiable indisposition.
Faculty members are required to:
- Adhere to a responsible pattern of conduct and demeanour expected of them by the
- Manage their private affairs in a manner consistent with the dignity of the
- Seek to make professional growth continuous through study and
- Express free and frank opinion by participation at professional meetings, seminars, conferences towards the contribution of knowledge.
- Maintain active membership of professional organisations and strive to improve education and profession through them.
- Perform their duties in the form of teaching, tutorial, practical and seminar work conscientiously and with dedication.
- Co-operate and assist in carrying out functions relating to the educational responsibilities of the Institute such as: assisting in appraising applications for admission, advising and counselling students as well as assisting in the conduct of university and Institute examinations, including supervision, invigilation and
- Participate in extension, co-curricular and extra-curricular activities including community
- Interact with student befitting self-stature and self-respect.
- Must know application of theory portion of the subject and their present usage in the relevant
- Must prepare the topic well before delivery of lecture in the
- Prepare course file (Lecture-plan) in consultation with HOD well in advance before start of the session.
- Be punctual; reach the lecture-hall / tutorial room on
- In case of faculty going on leave, concerned HOD should be informed well in advance so that lecture could be arranged accordingly.
- Interact with course coordinator and HOD from time to time, discuss about the course coverage and give feedback of weak
4.3 FACULTY MEMBERS WITH THEIR STUDENTS
Faculty members are required to:
- Respect the rights and dignity of the student in expressing his/her
- Deal justly and impartially with students regardless of their religion, caste, political, economic, social and physical characteristics.
- Recognise the difference in aptitude and capabilities among students and strive to meet their individual needs.
- Encourage students to improve their accomplishments, develop their personalities and at the same time contribute to community
- Inculcate among students’ scientific outlook, respect for physical labour and ideals of democracy, patriotism and
- Be affectionate to the students and do not behave in a vindictive manner towards any of them for any
- Pay attention to only the performance of the student in the assessment of merit
- Make the knowledge accessible to the students even beyond their class hours and help and guide the students without any remuneration or reward.
- Help students to develop and understanding of our national heritage and national goals
- Refrain from inciting students against other students, colleagues or
4.4 FACULTY MEMBERS WITH THEIR COLLEAGUES
Faculty members are required to:
- Treat other members of the profession in the same manner as they themselves wish to be
- Speak respectfully of other teachers and render assistance for professional
- Refrain from lodging unsubstantiated allegations against colleagues to higher
- Refrain from allowing considerations of caste, creed, religion, race or sex in their professional
4.5 FACULTY MEMBERS WITH AUTHORITIES Faculty members are required to:
- Discharge their professional responsibilities according to the existing rules and adhere to procedures and methods consistent with their profession in initiating steps through their own institutional bodies and/or professional organisations for change of any such rule detrimental to the professional interest.
- Refrain from undertaking any other employment and commitment including private tuitions and coaching classes which are likely to interfere with their professional
- Co-operate in the formulation of policies of the institution by accepting various offices and discharge responsibilities which such offices may
- Co-operate with the authorities for the betterment of the institution keeping in view the interest and in conformity with dignity of the profession.
- Adhere to the conditions of HR policy of the
- Give and expect due notice before a change of position is made and refrain from availing leave(s) except on unavoidable grounds and as far as practicable with prior intimation, keeping in view their particular responsibility for completion of academic
4.6 FACULTY MEMBERS AND NON-TEACHING STAFF
- Faculty members should treat the non-teaching staff as colleagues and equal partners in a cooperative undertaking, within the institution.
- Faculty members should help in the function of joint staff-councils covering both faculty members and non-teaching
4.7 FACULTY MEMBERS WITH STUDENTS’ GUARDIANS
Faculty members should try to see through bodies and organisations that institutions maintain contact with the guardians of their students and send reports of their performance to the guardians. Whenever necessary, meet the guardians in meetings convened for the purpose for mutual exchange of ideas and for the benefit of the institution.
4.8 FACULTY MEMBERS AND SOCIETY Faculty members are required to:
- Recognise that education is a public service and strive to keep the public informed of the educational programmes which are being
- Work to improve education in the community and strengthen the community’s moral and intellectual
- Be aware of social problems and take part in such activities as would be conducive to the progress of society and hence the country as a whole.
- Perform the duties of citizenship, participate in community activities and shoulder responsibilities of public offices.
- Refrain from taking part in, or subscribing to, or assisting in any way activities which tend to promote feeling of hatred or enmity among different communities, religions or linguistic groups, and actively work for National Integration.
All faculty members are required to avoid:
- Willful failure to perform the academic duties assigned to him/her in accordance with the Act, Statutes and Ordinances.
- Victimization of and discrimination against students, colleagues and other
- Inciting of students against other students, colleagues, the Institute’s administration and its A teacher, however, shall have the right to express his/her opinion and ventilate differences on matters of principles in meetings, seminars or formal assemblies of students.
- Raising question of caste, creed, religion, race or sex in his/her relationships with students, colleagues and other staff, with a view to furthering one’s
- Refusal to carry out the decisions of competent authorities/bodies and officers of the Institute in due exercise of their functions, made in accordance with the Act, statutes and A teacher shall, however, have the right to express his/her difference with the policies and decisions of the authorities and officers of the Institute.
5.0 Code of Conduct for Members of Board of Trustees of RIT
The Code of Conduct for Members of the Trustee of RIT for the Advancement of Learning applies to all members of the Proctorial Board of Management of RIT and to all members of committees established by the RIT campus, whether or not the members of such committees are Board of Trustees (“Member” or “Members”).The Code is a mechanism for managing conflicts of interest, whether real or perceived, and for providing guidance to Members in the performance of their functions in an independent and objective manner, serving the Institute’s best interests and the accomplishment of its mission. The Code also promotes public confidence in the RIT campus’s commitment to integrity, impartiality and transparency in governance.
5.1 General Duties and Obligations of the Members during Their Term in Office
During their term of office, the members shall carry out their functions with integrity, independence, good faith and shall act in the best interests of Institute. They should act responsibly and fairly with the care, diligence, loyalty, and prudence of a reasonable individual.
- Shall carry out their functions in such a way as to maintain confidence in the Institute
- Shall make every reasonable effort to avoid real or perceived conflicts of
- Shall respect the confidentiality of information received in the performance of their duties as well as the confidentiality of the deliberations in which they
5.2 Specific Duties of Members During Their Term of Office
Without limiting the generality of any of the foregoing event / the members during their term of office:
- Shall not assist any person or any organization in its dealings with the Institute when such intervention may result in real or perceived preferential treatment to that person or organization by the
- Shall not use, for their personal benefit or advantage, or for the benefit or advantage of any family member, or any other person or organization, any information acquired in the exercise of their office that is not otherwise generally available to the
- Shall not use, directly or indirectly, any facilities or services of the Institute, nor allow them to be used, for purposes other than expressly approved by the Institute
5.3 Management of Conflicts of Interest
Members are expected to have primary responsibility in the identification and management of their own conflicts of interest. In order to manage one’s conflict, a member must endeavour to identify what is, or could be, a real or perceived conflict of interest. The Director / Registrar shall serve as a resource person to all Members in helping to identify conflicts of interest.
Where a situation of real or perceived conflict of interest arises, the Member shall follow the steps outlined below. Disclosure of conflict of interest where a situation of real or perceived conflict of interest not declared in the declaration arises, members shall make a full written disclosure of the conflict to the Registrar as soon he/she is aware of it, or verbally to the Chair of the meeting where the conflict arises. The disclosure of a conflict of interest will be retained by the Registrar and communicated to the Board Chair and the Nominating and Governance Committee. The disclosure and resolution of any conflict of interest will be recorded in the minutes of the body in question.
- Withdrawal from Deliberations and Abstention from Voting
A Member shall resolve the conflict in the best interests of the institution by abstaining from voting and, at the Member’s discretion or at the request of the Chair, withdrawing from the Board’s or Committee’s deliberations for which the Member has a conflict of interest. In the event that a member is uncertain whether a situation constitutes a real or perceived conflict of interest, the Member is expected to voluntarily recluse herself/himself until such determination is made.
5.6 Resignation as Member
Any Member may, of her/his own accord or at the suggestion of the Chair of the Board or the Chair of the Committee to which the member belongs, resign her/his position as a member if her/his role as a member of a body, or organization doing business with the institute serves as a real or perceived source of continuing conflict of interest in a substantial and ongoing way such as to impede her/his role as a member.
5.7 Breach of code of conduct
Where an allegation of conduct in breach of this Code is reported (by a member about herself/himself f or another member) every effort will be made to resolve the matter informally in collaboration with the Registrar. If however there are reasonable grounds to believe that a member has breached the standard of conduct as set out in this Code and no such informal resolution is possible, a committee shall be constituted to inquire into such allegations, composed of three members, chosen by the Nominating and Governance Committee in consultation with the Chair of the Board, the Director. The Director shall serve as Secretary to the committee.
5.8 Dissemination of this Code and Reporting
The Director shall provide a copy of this Code to each Member in conjunction with the distribution of the annual Declaration; and shall promote, disseminate, and implement this Code.
6.0 RIT-code of conduct for officers of the administration covering The Director, Dean, Registrar, Chief Proctor and HODs
As members of RIT community, all administrative officers are responsible for sustaining highest ethical standards of this institution, and of the broader community in which they function. The Institute values integrity, honesty and fairness and strives to integrate these values into its teaching, research and Extension practices.
This “Code” is a shared statement of the Institute’s commitment to uphold the ethical, professional and legal standards as basis for daily and long-term decisions and actions. All the members must be cognizant of and comply with the relevant policies, standards, laws and regulations that guide the members in dispensing their work. All members are accountable for their individual actions and as members of the Institute all are collectively accountable for upholding these standards of behaviour and for compliance with all applicable laws and policies.
Adherence to this Code also makes all members responsible for bringing suspected violations of applicable standards, policies, laws or regulations to the attention of the appropriate cognizant office. Raising such concerns is a service to the Institute and does not jeopardize one’s position or employment. Confirmed violations will result in appropriate disciplinary action up to and including termination from employment or other relationships with the Institute campus. In some circumstances, civil and criminal charges and penalties may apply.
6.3.1 Equity and Justice
People are to be treated fairly – not discriminated against, abused or exploited. Justice is concerned with power sharing and preventing the abuse of power. In an equitable community all members can access opportunities that allow for their full participation in that community.
6.3.2 Equity of access to employment and programs
The institution is committed to provide an environment of equal opportunity, free from discrimination, for existing and prospective staff and students in pursuit of their academic and professional goals and the realisation of their potential to contribute to the achievement of RIT’s mission and vision. This objective is supported by an employment philosophy of providing job security through ongoing employment where possible, and encouraging flexible work practices that accommodate a range of needs in a diverse workforce.
6.3.3 Achievement Relative to Opportunity
The members are committed to fair assessment of employees and a workplace culture that values and supports life balance in order to attract, develop and retain highest quality staff.
The members of RIT are committed to maintain an environment where students and staff are valued, respected and able to realise their full potential. Harassment and discrimination of any form such as sexism, racism or bullying has no place in such a culture. All forms of harassment and discrimination are serious issues that undermine morale and can adversely affect the ability of staff and students to feel included within the Institute campus. Such behaviour is unacceptable and all complaints will be dealt with fairly and promptly.
Under Equal Opportunity legislation, discrimination occurs when a person, or a group of people, are treated less favourably than another person or group, in the same or similar circumstances, because of irrelevant attributes such as their age, race (including colour, descent, national or ethnic origin), sex, marital status, pregnancy, or family responsibilities, disability, political or religious conviction, and sexual orientation or gender history. Indirect discrimination occurs when an apparently neutral requirement, condition or rule unfairly impacts on people with a particular attribute or characteristic (e.g. disability, gender or race) compared to people without that attribute, and the rule or requirement is not reasonable in the circumstances.
6.3.6 Prevention and Resolution of Campus Ragging/Bullying
The institution acknowledges that all employees and students have the right to work and study in an environment free from bullying. The Institute has a duty of care to all members of its community and violence, aggression and bullying are unacceptable. A workplace situation may be identified as bullying if an employee or employees are harmed, intimidated, threatened, victimised, undermined, offended, degraded, or humiliated, whether alone or in front of other employees, students or visitors to the Institute. In order to maintain objectivity for investigation and litigation purposes the ‘reasonable person’ test applies – workplace bullying is predicated on a pattern of behaviour that a reasonable person in the circumstances would view as victimising, humiliating, undermining or threatening.
6.3.7 Disability Harassment
Disability harassment is any verbal, physical or written act taken in relation to a person with a disability that is reasonably likely to humiliate, offend or distress the person, or an associate of the person with a disability, such as a relative or caretaker. The members shall not resort to such harassment. In case found guilty punitive actions may be taken.
6.3.8 Racial Harassment
Racial harassment is any verbal, physical or written act based on a person’s colour, physical characteristics, descent, country of origin, ethnic background or nationality, and is unwanted, unacceptable and offensive to the person, or those related to, or closely associated with that person.
6.3.9 Sexual Harassment
Sexual harassment is unwelcomed, unsolicited and unreciprocated conduct with a sexual component which offends, intimidates, embarrasses or humiliates a person. Inappropriate conduct can be in the form of words or actions, including circulating or displaying written or pictorial material that is sexually offensive or belittling in any form, including print, email, text messaging and, where specifically directed toward a person, on social networking websites. Sexual harassment involving a physically violent and/or coercive component such as physical molestation or assault, persistent following or stalking, indecent exposure, and obscene communications in any media, may be considered sexual assault and possibly a criminal offence.
6.3.10 Academic Freedom
Academic freedom is recognised and protected by this autonomous institute as essential to proper conduct of teaching, research and scholarship. Freedom of intellectual thought, enquiry, open exchange of ideas and evidence are the Institute’s core values.
6.3.11 Lawful Obedience
All members of the Institution must act lawfully, comply with all relevant legislative and industrial requirements, act within their delegations of authority, and comply with Institute policies.
Staff members who have access to official Institute documentation and information must take care to maintain the integrity, confidentiality and privacy of such information to protect any individual concerned. Members of the Institute should also undertake to maintain privacy of oral communications where that has been requested.
6.3.13 Personal and Professional Responsibility
- Ethical Conduct of Research: RIT Institute expects all those engaged in research to observe high ethical standards in the conduct of that research and, when relevant, to comply with the obligations imposed by the codes of practice as outlined by the Institute and other relevant funding Ethical clearances must be gained where appropriate.
- Conflicts of Interest: A conflict of interest includes any circumstance, whether actual or perceived, arising from conflict between the performance of public duty and private or personal interests. It arises where there is a reasonable expectation of direct or indirect benefit or loss for an individual employee with a particular personal interest that could be influenced in favour of that interest, in the performance of their duties. The benefit or loss may be financial or non-financial.
- Employment of Close Relatives: The employment of relatives is only acceptable when the appointment is made in line with Institute’s policy regarding appointment of new Prior approval must be sought from the Director where a staff member is required to directly supervise a relative. A member of staff should not take any direct part in the selection process for an appointment for which a family member is a candidate. The relationship to which this policy applies includes those of parent and child, siblings, wife and husband, including de-facto relationships and same sex partners.
- Outside Employment and Private Practice: Professional and consultative work carried out by members of staff in their area of expertise may be of benefit to the Institute, the individual and the community, provided certain conditions are met. Professional and consultative work should be related to the work of the institution and should not conflict with the interests of the Institute. Consulting is a privilege not a right and requires approval by the
6.3.14 Standards of Integrity and Quality
RIT recognizes that it must earn and maintain a reputation for integrity that includes, but is not limited to, compliance with laws and regulations and its contractual obligations. Even the appearance of misconduct or impropriety can be very damaging to the institution. RIT must strive at all times to maintain the highest standards of quality and integrity.
In addition, each individual is required to conduct Institute business transactions with honesty, accuracy and fairness. Each situation needs to be examined in accordance with this standard. No unethical practice can be tolerated. Expediency should never compromise integrity.
6.3.15 Financial Reporting
All Institute accounts, financial reports, tax returns, expense reimbursements, time sheets and other documents, including those submitted to government agencies must be accurate, clear and complete. All entries in the Institute books and records, including departmental accounts and individual expense reports must accurately reflect each transaction.
6.3.16 Compliance with Laws
Members of the Institute community must transact Institute business in compliance with applicable laws, regulations, and University policy and procedure. Director/ Dean/ HOD’s are responsible for the compliance of standard rules of teaching and monitoring. When questions arise pertaining to interpretation or applicability of policy, contact the individual who has insight of the policy. Refer all unresolved questions and/or interpretation of laws and regulations to the Office of the Director.
- Contractual Obligations: The acceptance of an agreement, including sponsored project funding, may create a legal obligation on the part of RIT Institute to comply with the terms and conditions of the agreement and applicable laws and Therefore, only individuals who have authority delegated by an appropriate Institute official can enter into agreement(s) on behalf of the Institute.
- Environmental Health & Safety, including Workplace Health and Safety: Members of the Institute community must be committed to protecting health and safety of its members by providing safe workplaces. The Institute will provide information and training about health and safety hazards, and safeguards. Community members must adhere to good health and safety practices and comply with all environmental health and safety laws and
6.3.17 Use of RIT’s Resources
RIT’s resources must be reserved for business purposes on behalf of the Institute. They may not be used for personal gain or personal use except in a manner that is incidental, and reasonable in light of the employee’s duties. Institute’s resources include, but are not limited to, the use of institutional systems (e.g., telephone systems, data communication and networking services, RIT domain for electronic communication forums, use of Institute equipment viz. computers and peripherals, Institute vehicles etc., use of procurement tools such as purchasing cards and petty cash) and the time and effort of staff, students and others at RIT.
6.3.18 Reporting Suspected Violations
- Reporting to Management: Members of the RIT community should report suspected violations of applicable laws, regulations, government contract and grant requirements or this Code. This reporting should normally be made initially through standard management channels, beginning with the immediate officer. If for any reason it is not appropriate to report suspected violations to the immediate officer (e.g., the suspected violation is by the officer) individuals may go to a higher level of management within their department.
- Other Reporting: All violations of laws or regulations should be reported internally to the Office of the Registrar. Any suspected violations of rules regarding Central Government funds may be reported to the Office of the
- Confidentially: Such reports may be made confidentially, and even anonymously, although the more information given, the easier it is to investigate the Raising such concerns is a service to the Institute and does not in itself jeopardize employment.
- Cooperation: All employees are expected to cooperate fully in the investigation of any misconduct
7.0 CODE OF CONDUCT FOR RIT NON-TEACHING STAFF / ADMINISTRATIVE STAFF
The term employee includes non-teaching staff and staff which come under this purview. The following code of conduct applies to all of the employees mentioned above:
7.1 General Rules:
- Every employee shall, at all times, be devoted to his/her duty and shall maintain absolute integrity, discipline, impartiality and a sense of belonging. No employee shall behave in a manner unbecoming of an employee of an educational Institution.
- Every employee holding a supervisory post shall take all possible steps to ensure the integrity and devotion to duty of all employees under his/her
- An employee should at all times be courteous in his/her dealings with other members of the staff, students and members of the public.
- Unless otherwise stated specially in terms of appointment, every employee is a whole- time employee of the Institute, and may be called upon to perform such duties, as may be assigned to him by competent authority, beyond scheduled working hours and on closed holidays even
- An employee shall be required to observe the scheduled hours of work, during which he/she must be present at the place of his/her duty.
- The employee shall not be absent from his/her duties without prior permission from the head of the department / Institution. Prior permission of the competent authority is necessary for availing even casual leave or special casual This competent authority however, reserves the right to refuse leave for valid reasons to be recorded in writing. In case of sudden and unexpected sickness or absence on medical grounds a medical certificate to the satisfaction of the Institute authorities shall be produced within a week.
- Employees desiring to avail themselves of leave other than casual leave or special casual leave shall apply for leave before actually proceeding on leave, to the Institute
- No employee shall leave the station except with the prior permission from the competent authority, even during leave or vacation.
- Whenever leaving the station, an employee should inform the Head of the Department to which he/she is attached, providing the address where he/she will be while on
- No employee shall, in the performance of his official duties or in the exercise of powers conferred on him, act otherwise than his/her best judgment except when he/she was acting under the direction of his/her superior, in writing wherever practicable and where it is not practicable to obtain the direction in writing, he/she shall obtain written confirmation of the director as soon as possible thereafter.
- Conducting or participating or supporting or instigating any faculty members staff/students/others directly or indirectly on any religion/ caste/ racial/tribe/sex/ untouchability-based activities, is strictly prohibited on the part of any employee either in the premises or elsewhere; employee found guilty can be terminated from services of the
- Criticizing or acting against or not implementing the approved Institute policy shall be treated as gross misconduct and faculty/staff found guilty can be terminated from
- An employee cannot refuse to receive any communication of any type from his/her controlling officer or a competent
- No employee shall bring or attempt to bring any political or other outside influence to bear upon any superior authority for the furtherance of his/her interest. The penalty for a contravention of this rule shall be the withholding of promotion for him/her either permanently or for such period as the competent authority may
- No employee shall engage himself / herself in strike or in incitements thereto or in any activity resulting in abstaining from duties, slowing down the work, instigating other employees directly or indirectly to abstain from work or to go slow on work. Obstructing other employees from attending duties, or creating obstructions for work is strictly prohibited and amounts to gross
- A temporary employee who remains absent from duty after applying for leave or extension of leave to which he/she is not entitled shall be deemed to have been discharged from duty with effect from the date from which he/she is not entitled to any leave unless the leave applied for is granted by the competent
- Dress code: As a staff member of the institute, each employee is expected to follow the dress code suitable for his/her professional appearance at all times.
- Corporal punishment is completely banned in the Any employee found guilty will be imposed with strict disciplinary action and that may be inclusive of the termination from the services.
- The institute can ask for an explanation in writing at any point of time regarding any activity/ task assigned/ event/ as and when found necessary. The explanation can also lead to issue of warning
- The institute can seek verbal explanation and/or issue show-cause/ warning letters in case of any in-disciplinary activity related to academic/administration. However, in case of unsatisfactory response, the call for explanation may lead to termination without notice
- Employee will report to the concerned authority and have to shoulder the responsibilities assigned to him/her regarding the activities/curriculum/Department and the
- Employee must refrain (Not to do) from the following:
- Speaking in a language not understood by others, while on Institute duty which look offending to others.
- Smoking or consuming alcohol or tobacco or pan masala in any form while at work or anywhere within the Institute
- Employees must check their e-mails daily and reply to necessary e-mails immediately.
- All faculty members/Staff is required to maintain the confidentiality of his/her salary structure with its colleagues/peers, failing which strict action can be taken against
7.2 Evidence before Committee or any other authority:
- Save as provided in sub-rule below, no employee shall, except with the previous sanction of the competent authority, give evidence in connection with any enquiry conducted by any person, committee or
- Where any sanction has been accorded under sub-rule no employee while giving such evidence shall criticize the policy or any action of
- Nothing in this rule shall apply to
- Evidence given in any enquiry before an authority appointed by the
- Evidence given in any judicial
- Evidence given at any departmental enquiry ordered by the
7.3 Un-authorized communication of information:
No employee shall, except in accordance with any general or special order of the competent authority, or in the performance in good faith of the duties assigned to him/her will communicate/disclose, directly or indirectly any official document or information to any person to whom he/she is not authorized to share such document or information.
7.4 Vindication of acts and character of employees:
- No employee shall, except with the prior intimation of the competent authority, have recourse to any Court of Law or to the press or mass media for the Vindication of any official act which has been the subject matter of adverse criticism.
- Provided nothing in this rule shall be deemed to prohibit an employee from Vindicating his/her private character or any act done by him/her in his/her private
- Marriages: No employee who has a spouse living shall contract another marriage notwithstanding that a subsequent marriage is permissible under the personal and religious law for the time being applicable to him/her.
7.5 Attendance at Meeting:
- An employee who is appointed as a member of any duly constituted committee of the institution must attend all meetings of such committees.
- If, for unavoidable reasons, he/she is unable to attend any meeting, he/she should send a previous intimation to the Chairperson of the Committee or to the Registrar stating the reason for his/her
Without prejudice to the generality of the term ‘misconduct’, the following acts of omission in addition to those laid-down as above and commission shall be treated as misconduct:
- Acting in a manner prejudicial to the interests of the
- Absence without leave or over-staying the sanctioned leave for more than seven consecutive days without sufficient grounds of proper or satisfactory
- Habitual late or irregular attendance and habitual
- Damage to any property of the Institution or interference or tampering with any safety devices installed in or about the premises of the Disregard to the safety measures and instructions in regard of property.
- Involvement in theft, fraud, breach of trust, dishonesty, misappropriation of funds, damage to the property or work of any nature of the university or another employee.
- Drunkenness or riotous or disorderly or indecent behaviour in the premises of the Institution or outside such premises where such behaviour is related to or connected with the
- Gambling or smoking within the premises of the
- Sleeping while on
- Taking up any service or setting up of any institution , by any employee on leave.
- Purchasing or selling properties, machinery, stores, etc. in the name of the Institute or institutions maintained by it, without express permission in writing from the competent
- Use of high tenor, indecent language or undue arguing with superiors
- Submission of application for employment to any other agency outside the institution without permission from the competent
- Explanation: For the purpose of this rule “Sexual harassment” includes such unwelcome sexually determined behaviour, whether directly or otherwise as:
- Physical contact and advances
- Demand or request for sexual favours
- Sexually coloured remarks
- Showing any pornography
Note: The above instances of misconduct are illustrative in nature, and not an exhaustive.
- Interpretation: The decision of the Board of trustees on all questions relating to the interpretation of these rules shall be final.