This policy applies to recruitment details and conditions of employment. The policy is to transfer or promote well performing and capable employees to fill vacancies so that employees are provided with opportunities to widen their exposure and further their career development within the organization. All other personnel actions including compensation, benefits, transfers, training, education, tuition assistance and recreation programs will be administered without regard to race, color, religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with appropriate law. All employees are responsible for maintaining a work atmosphere free from discrimination and unlawful harassment by treating others with dignity and respect.
It is the policy of the institute to recruit the best qualified people and to maintain a pool of human resources according to the manpower requirement and planning of the organization. The organization provides equal opportunity for all qualified persons and does not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, veteran status, disability, or any other protected status.
SGNDC adapts a strong work culture to bring the employees together on a common platform and motivate them to deliver their best. It is essential for the employees to enjoy at the work place for them to develop the sense of loyalty towards it. The organization offers a positive ambiance to the employees for them to focus on their work and follow the organizations rules and regulations.
To create a healthy work culture:
• An employee must be cordial with each other
• Each employee should be treated as one
• Encourage discussions at the workplace
• Promote team building activities to bind the employees together.
The college appoints full time faculty on regular basis with subject specialization. The faculty are given additional responsibility to ensure the growth of self, students and the organization as a whole. The Guest faculty are appointed for a semester at a fixed pay per hour. The existing Visiting faculties can continue teaching in the fresh semester only if there is any requirement and with the approval of the management for the same. They are not entitled to any benefits of a regular employee in the organizations.
The employee is a regular employee who works as per the directions and responsibilities stated by the management and also maintain a minimum work timing and schedule. They are also entitled to various benefits as of a regular employee.
All the employees have to complete stipulated hours of work. The work timings and schedule for teaching and non- teaching are different.
• Teaching Staff: (9:15AM to 3.15 PM)
• Non-Teaching Staff (9:00AM to 4.00 PM)
Certain employees may be assigned to different work schedules and/or shifts outside of normal office hours.
Staff employee should submit an adequate written notice to his/her head of department before voluntarily leaving. Teaching staff whose responsibilities are determined are expected to fulfill their commitments before separating from the organization. Employees who have completed one year of service are expected to provide a minimum of one month's notice. More advance notice may be appropriate for senior level positions and teaching staff The Teaching Staff after completing their syllabus and academic duties (either on 30 th April or 30 th Nov) may put up resignation with one month notice with all dues cleared.
SGNDC believes in the spirit of working together as family. However, termination is generally the result of an individual's inability to attain the required level of performance in the job, failure to comply with required policies and procedures or standards of professional behavior applicable to employment, or repeated failure to perform required duties or involve in any crimnal activities. Any termination must be approved by his/her designee, and must be in accordance with established policies and procedures.
The employee will hand over the charge together with all the property/ material of the organization in his/her possession, custody or charge at the time of cessation of employment, such as identity card, data- bases, files, books, magazines, reports & records, Documents, manual, audio/video tapes, floppies/discs, tools, instruments, etc, before the last payment of outstanding wages is released. The value of all shortages and/or damages to any property shall be recoverable from him, including adjustment against whatever dues are payable to him. The Employee will be required to compensate the management for all losses/damages caused by him to the official promises and all movable property therein. At the time of leaving services, the employee shall have to obtain a “No Dues Certificate” From the entire concerned department. Accounts department will finally settle his/her account Only after submission of this certificate.
Any complaint arising out of employment including that relating to unfair treatment, or wrongful exaction on the part of the organization or its authorized representative, shall be addressed to the appropriate authority/HOD concerned for redressing the grievance through proper channel. The employee shall not forward advance copies of his representation to any higher authority, unless the lower authority has rejected the claim, or refused, or disposal of the matter is delayed by more than one month.