Rules & Regulation

A. Rules of Discipline:

Undertaking – Before a student is admitted to the College, he/she or his/her guardian, if he/she is below 18years of age, has to sign an undertaking in proper form to the effect that the student will abide by the rules of the college.
Address – Each student must register in the College Office the address at which he lives. He must also notify to the office at once in case of any subsequent change of address happens.
Bicycle – Cycle must be padlocked preferably with chain and lock and kept in cycle sheds. Tokens should be obtained from the cycle keeper. In no case should they keep the bicycle on the College Varandah.
Leave – All students who wish to obtain leave of absence from the College, must apply for that leave before they actually absent themselves. In special cases such as illness where it is not possible to obtain leave in advance, and application for grant of leave should be (a) sent by post, or (b) submitted immediately after return to the College if the period of absence is short.
Permission to accompany the College Team – When a team or student is deputed by the College away from Cuttack for any reason, members of the team and students accompanying the team, must submit an undertaking to the effect that he/she is going on the team at his/her own risk and obtain the permission from the Principal before departure.
Discipline –
Spitting on the walls, floors, pillars or doors if the College is strictly prohibited.
Students are forbidden to loiter in the Verandah when they have no classes to attend. They may remain in the Library.
Students are warned not to handle bicycle or other bicycle which are not their own property.
Tampering the lights fans switches in the class room is strictly forbidden.
Misbehavior of the College students in games and college function will be severely dealt with.
Scribbling, pasting placards, posters and other papers or otherwise disfiguring College walls or path are strictly prohibited.
Students attending Political meetings should not bring themselves into undesirable prominence and they must not take active part in the proceedings.
Students should invariably stand in a queue while waiting near an office window for depositing their tuition fee or any other purpose.
Students are advised to meet the Principal and other officers only during the prescribed hours of interview. They should not ordinarily enter into the office.
No club or society should be started or maintained in the College and no function should be organised without the approval of the Principal.
Concerted absence without leave one or more days on the part of the students is a serious breach of College discipline.

B. Registration:

Every student of the College should also be a registered student of C.H.S.E. or Utkal University. On admission into the +2 class or on first admission into College after migration from another Board University a student pays required fees for registration of his/her name by the Council/University. When the name of a student is struck off the rolls of the college for default in payment of the prescribed College dues or for any other reason and readmission is sought thereafter, he has to pay a recently fee of Rs. 10/- only.

This registration is essential for permission to sit for a Council/ University Examination and the registration receipt is required to be produced at the time of filling up application forms for admission to such Examinations.

C. Attendance of Lectures Tutorials Etc.

Each year a student is required to attend in each subject a minimum of 75% of lectures, practical and tutorials calculated separately in order to be eligible for promotion to the next higher class or for being sent up for the Council/University Examination. The Syndicate may however condone deficiency of attendance to the extent of 15% only in exceptional cases. There is no law to help a student in case his percentage of attendance falls below the irreducible minimum of 60% during an academic year students are advised to bear this fact in mind and not absent themselves from College classes, as otherwise they are liable to be detained irrespective of their performance in the examination. The Syndicate may also grant condensation to further extents of 5% in case of those who are deputed by the Government or the University for any purpose.

POLICY ON SEXUAL HARASSMENT TO EMPLOYEES IN THE WORK PLACE

1.0 POLICY ON SEXUAL HARASSMENT OF EMPLOYEES IN THE DIOCESE OF CUTTACK, CNI AND IN ALL INSTITUTIONS FUNCTIONING UNDER THE MANAGEMENT OF THE DIOCESE OF CUTTACK,CNI.

1.1 The DIOCESE OF CUTTACK, CNI is an equal employment opportunity religious, Charitable, Educational organization and is committed to creating a healthy working environment that enables employees to work without fear of prejudice, gender bias and sexual harassment. The DIOCESE OF CUTTACK, CNI also believes that all it’s employees, have the right to be treated with dignity. Sexual harassment at the work place or other than work place if involving employees is a grave offence and is, therefore, punishable.

1.2 : This Policy shall be come into effect from the date on which it is adopted by the Executive Committee , Committee of Management Managing Committee, Governing Body of the all the Board , Trust and Institution functioning under the management of the Diocese of Cuttack, CNI.

1.3The Hon’ble Supreme Court of India has also directed all organization to lay down guidelines and a forum for redressal of grievances related to sexual harassment.

2.0 SCOPE AND EFFECTIVE DATE

2.1 This Policy extends to all employees of the Diocese of Cuttack, CNI  and is deemed to be incorporated in the service conditions of all employees and comes into effect immediately.

2.2 Sexual harassment would mean and include any of the following:

i) Unwelcome sexual advances, requests or demand for sexual favours, either explicitly or implicitly, in return for employment, promotion,

examination or evaluation of a person towards any company activity;

ii) Unwelcome sexual advances involving verbal, non-verbal, or physical conduct such as sexually coloured remarks, jokes, letters, phone calls, e-mail, gestures, showing of pornography, lurid stares, physical contact or molestation, stalking, sounds, display of pictures, signs, verbal or non-verbal communication which offends the individuals sensibilities and affect her/his performance;

iii)  Eve teasing, innuendos and taunts, physical confinement against one’s will and likely to intrude upon one’s privacy;

iv) Act or conduct by a person in authority which creates the environment at workplace hostile or intimidating to a person belonging
to the other sex.

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v) Conduct of such an act at work place or outside in relation to an Employee of Diocese of Cuttack, CNI, or vice versa during the course of employment; and

vi)  Any unwelcome gesture by an employee having sexual overtones

2.3 “Employee” means any person on the rolls of the Company including those on deputation, contract, temporary, part time or working as consultants.

3.0 COMPLAINT REDRESSAL COMMITTEE

3.1 A Committee has been constituted by the Management to consider and redress complaints of Sexual Harassment. The Chairman and Members of the Committee are as follows:

Complaint Redressal Committee

i. Dr.(Ms) R.R.Senapati -Chair person

ii. Ms. D. Martina

iii. Mr. F.C.North – Member

iv. Secretary of local WFCS – Member

v. Senior  Most Lady Presbyter of the Diocese

3.2 A quorum of 3 members is required to be present for the proceedings to take place. The quorum shall include the Chairperson, at least two members, one of whom shall be a lady.

4.0 REDRESSAL PROCESS

4.1 Any employee who feels or is being sexually harassed directly or indirectly may submit a complaint of the alleged incident to any
member of the Committee in writing with his/her signature within 10 days of occurrence of incident.

4.2 The Committee will maintain a register to endorse the complaint received by it and keep the contents confidential, if it is so desired, except to use the same for discreet investigation.

4.3 The Committee will hold a meeting with the Complainant within five days of the receipt of the complaint, but no later than a week in any case.

4.4 At the first meeting, the Committee members shall hear the Complainant and record her/his allegations. The Complainant can also submit any corroborative material with a documentary proof, oral or written material, etc., to substantiate his / her complaint. If the Complainant does not wish to depose personally due to embarrassment of narration of event, a lady officer for lady employees involved and a male officer for male employees, involved shall meet and record the statement.

4.5 Thereafter, the person against whom complaint is made may be called for a deposition before the Committee and an opportunity will be given to him / her to give an explanation, where after, an “Enquiry” shall be conducted and concluded.

4.6 In the event, the complaint does not fall under the purview of Sexual Harassment or the complaint does not mean an offence of Sexual
Harassment, the same would be dropped after recording the reasons thereof.

4.7 In case the complaint is found to be false, the Complainant shall, if deemed fit, be liable for appropriate disciplinary action by the Management.

5.0 ENQUIRY PROCESS

5.1 The Committee shall immediately proceed with the Enquiry and communicate the same to the Complainant and person against whom
complaint is made.

5.2 The Committee shall prepare and hand over the Statement of Allegation to the person against whom complaint is made and give him / her an opportunity to submit a written explanation if she / he so desires within 7 days of receipt of the same.

5.3 The Complainant shall be provided with a copy of the written explanation submitted by the person against whom complaint is made.

5.4 If the Complainant or the person against whom complaint is made desires any witness/es to be called, they shall communicate in writing
to the Committee the names of witness/es whom they propose to call.

5.5 If the Complainant desires to tender any documents by way of evidence before the Committee, she / he shall supply original copies of such documents. Similarly, if the person against whom complaint is made desires to tender any document/documents in evidence before the Committee he / she shall supply original copies of such documents. Both shall affix his / her signature on the respective documents to certify these to be original copies.

5.6 The Committee shall call upon all witnesses mentioned by both the parties.

5.7 The Committee shall provide every reasonable opportunity to the Complainant and to the person against whom complaint is made, for putting forward and defending their respective case.

5.8 The Committee shall complete the “Enquiry” within reasonable period but not beyond three months and communicate its findings and
its recommendations for action to the CEO Diocese of Cuttack, CNI. The report of the committee shall be treated as an enquiry report on the
basis of which an erring employee can be awarded appropriate punishment straightaway.

5.9 The CEO Diocese of Cuttack, CNI will direct appropriate action in accordance with the recommendation proposed by the Committee.
5.10 The Committee shall be governed by such rules as may be framed by the Supreme Court orders or any other legislation enacted later on.

6.0 OTHER POINTS TO BE CONSIDERED

6.1 The Committee may recommend to the VP-HR action which may include transfer or any of the other appropriate disciplinary action.
6.2 The management shall provide all necessary assistance for the purpose of ensuring full, effective and speedy implementation of this
policy.

6.3 Where sexual harassment occurs as a result of an act or omission by any third party or outsider, Diocese of Cuttack, CNI shall take all
steps necessary and reasonable to assist the affected person in terms of support and preventive action.

6.4 The Committee shall analyse and put up report on all complaints of this nature at the end of the year for submission to CEO, Diocese of
Cuttack, CNI

6.5 In case the Committee find the degree of offence coverable under the Indian Penal Code, then this fact shall be mentioned in its report
and appropriate action shall be initiated by the Management, for making a Police Complaint.