# embedding_metadata

key: chroma:document
string_value:
i
IIMA HR Policy Manual 2023DECLARATION
The objective of this Manual is to compile  the HR policies and 
procedures followed in IIMA. It also presents the general rules and 
regulations  that govern the employees of the Institute. 
This Manual supersedes all previous manuals, handbooks, and 
memorandums that may have been issued from time to time on 
subjects covered in this Manual.
The Institute reserves its right to interpret; change; suspend; cancel;


key: chroma:document
string_value:
or dispute, with or without notice; all or any part of what is contained 
in the Manual. The Institute will notify all employees of such changes.  
In the interpretation of any policies and procedures covered in 
the Manual, the Director’s decision will be final and binding on all 
employees of the Institute. 
HR Department


key: chroma:document
string_value:
iii
IIMA HR Policy Manual 2023CONTENTS
Contents
Chapter 1 General  ....................................................................................... 1
IIMA- Brief Note ........................................................................................................................................ 1
The Years OF TRANSFORMATION  .................................................................................................... 2


key: chroma:document
string_value:
1960s - The Decade of Birth  ................................................................................................................ 2
1970s- The Decade of Growth  ............................................................................................................ 2
1980s - The Decade of Diversification  ............................................................................................ 2


key: chroma:document
string_value:
1990s - The Decade of Consolidation .............................................................................................. 2
2000 - The Decade of Internationalisation  ................................................................................... 3
2010 - The Decade of Digitization  .................................................................................................... 3
The IIM Act, 2017, IIM rules, 2018 and IIM (amendment) rules, 2022  ........................... 3


key: chroma:document
string_value:
Chapter 2 Introduction ................................................................................ 7
Chapter 3 Recruitment Policy  ..................................................................... 9
Manpower Requisition  ......................................................................................................................... 9
Advertisement  ........................................................................................................................................... 9


key: chroma:document
string_value:
Processing Of Applications  .................................................................................................................. 9
Interview Panel  ........................................................................................................................................ 9
Post - Manager & Above:  ..................................................................................................................... 10


key: chroma:document
string_value:
Post - below Manager Level:  ............................................................................................................. 10
Interview & Selection Process  .......................................................................................................... 10
Conveyance Reimbursement  ........................................................................................................... 10


key: chroma:document
string_value:
Final Selection  ......................................................................................................................................... 10
Medical Examination:  ........................................................................................................................... 11
Joining Procedure  ................................................................................................................................. 11


key: chroma:document
string_value:
Payment Of Salary  ................................................................................................................................. 11
Deduction From Salary  ........................................................................................................................ 11
Identity Card  ............................................................................................................................................ 11


key: chroma:document
string_value:
Recruitment Criteria For Various Posts (But Not All) at IIMA * .......................................... 12
Scales of Pay  ............................................................................................................................................ 27
7th Cpc Pay Matrix  ................................................................................................................................ 28


key: chroma:document
string_value:
Chapter 4 Appointments  ........................................................................... 30
Chapter 5 General Conduct, Ethics & Disciplinary Action  ......................... 45


key: chroma:document
string_value:
iv
IIMA HR Policy Manual 2023Speeches/ Presentations In Public Seminars/ Conferences  ............................................... 45
Communications to the Media  ......................................................................................................... 45
Protection & Proper Use Of Iima Assets  ...................................................................................... 45


key: chroma:document
string_value:
Drugs/Smoking/Alcohol/Weapons  ............................................................................................... 46
Conduct Rules  .......................................................................................................................................... 46
[Do’s] – Every Employee Shall  .......................................................................................................... 46


key: chroma:document
string_value:
[Don’ts] No Employee Shall  ............................................................................................................... 46
Employee Arrested For Criminal Offence  .................................................................................... 48
Sexual Harassment  ............................................................................................................................... 48


key: chroma:document
string_value:
1. Objectives Of Cmgi  .......................................................................................................................... 49
2. Definitions (For The Purpose Of Cmgi)  ................................................................................. 49
3. Constitution Of Cmgi  ..................................................................................................................... 51


key: chroma:document
string_value:
4. Responsibility Of Cmgi  ................................................................................................................. 52
5. The Process For Making A Complaint  .................................................................................... 53
6.  Sexual Harassment Faced By Men And Genders Other Than Women ..................... 53


key: chroma:document
string_value:
7. Conciliation  ........................................................................................................................................ 53
8.  The Process For Conducting Inquiry  ..................................................................................... 54
9. Interim Redressal ............................................................................................................................ 54


key: chroma:document
string_value:
10.  Punishment And Compensation  .............................................................................................. 55
11.  Action Against Frivolous Complaint  ...................................................................................... 56
12.  Confidentiality  ................................................................................................................................. 56


key: chroma:document
string_value:
13.  Protection Against Victimization  ............................................................................................ 57
14.  Where Sexual Harassment Amounts To Criminal Offence  ........................................... 58
15.  Responsibilities Of Iima  .............................................................................................................. 58


key: chroma:document
string_value:
16.  What Iima Expects From You  .................................................................................................... 58
17.  How To Respond  ............................................................................................................................ 59
18.  Amendment To The Policy  ......................................................................................................... 59


key: chroma:document
string_value:
Rules On Disciplinary Action  ............................................................................................................ 59
Classification Of Employees  .............................................................................................................. 59
Penalties:  ................................................................................................................................................... 61


key: chroma:document
string_value:
Minor Penalties:  ..................................................................................................................................... 61
Major Penalties:  ...................................................................................................................................... 61
Suspension:  .............................................................................................................................................. 62


key: chroma:document
string_value:
Enquiry Proceedings:  ........................................................................................................................... 63
Appeals:  ...................................................................................................................................................... 64
Consideration of Appeals  ................................................................................................................... 65


key: chroma:document
string_value:
Implementation of orders in Appeal  ............................................................................................. 65
Review of orders in disciplinary cases  ......................................................................................... 65
Board’s power to review  ..................................................................................................................... 65


key: chroma:document
string_value:
Pay and allowances on acquittal  ..................................................................................................... 66
Procedure for disciplinary proceedings after retirement:  ................................................... 66


key: chroma:document
string_value:
v
IIMA HR Policy Manual 2023Chapter 6 Leave and Attendance  .............................................................. 68
(1) Office Hours  ..................................................................................................................................... 68
(2) Procedure for granting leave  ..................................................................................................... 68


key: chroma:document
string_value:
(3) Extension of Leave  ........................................................................................................................ 69
(4) Cancellation of Leave  .................................................................................................................... 69
(5) Kinds of Leave  .................................................................................................................................. 69


key: chroma:document
string_value:
5.1 Leave Type 1: Casual Leave  ........................................................................................................ 69
5.2 Leave Type 2: Earned Leave  ...................................................................................................... 70
5.3 Leave Type 3: Half Pay Leave  ..................................................................................................... 71


key: chroma:document
string_value:
5.4 Leave Type 4: Commuted Leave  .............................................................................................. 71
5.5 Leave Type 5: Extraordinary Leave  ......................................................................................... 72
5.6  Leave Type 6: Maternity Leave  ............................................................................................... 73


key: chroma:document
string_value:
5.7 Leave Type 7: Paternity Leave  ................................................................................................... 73
5.8  Leave Type 8: Leave to female employees on adoption of child  ................................ 74
(6) Encashment of Earned Leave  .................................................................................................... 74
(7) Public Holidays and Restricted Holidays  ............................................................................. 74


key: chroma:document
string_value:
Chapter 7 Performance Review  ................................................................. 75
Performance Appraisal for Managers - Guidelines  ................................................................. 76
Chapter 8 Promotion Policy  ....................................................................... 85
1. Preamble  .......................................................................................................................................... 85


key: chroma:document
string_value:
2. The Policy In Brief (For Group B/C/D)  ................................................................................. 85
3. Some important common promotion parameters for staff promotions:  ............. 86
4. Promotion Policy (Financial Upgradation) for existing Group D employees:  ....88
5. Promotion Policy for existing Group D employees to Group C (promotion with 
Group Change) at one Level higher in Group C to the current Level in Group D:  89


key: chroma:document
string_value:
6. Promotion Policy for Group C employees to Group C (only Level Change):  ........ 91
7. Promotion Policy for Group C employees to Group B – Level 6 (promotion with 
Level Change and Group Change):  .......................................................................................... 91
8. Promotion Policy for Group B employees to Group B (only Level Change):  ........ 93
9. Promotion Policy for Group B employees to Group A – Level 10 (promotion with


key: chroma:document
string_value:
Level Change and Group Change):  .......................................................................................... 94
Chapter 9 Insurance  .................................................................................. 96
Group Savings Linked Insurance Scheme  .................................................................................... 96


key: chroma:document
string_value:
1. Definitions:  ........................................................................................................................................ 96
2. The Employer will act for and on behalf of the members in all matters relating to 
the Scheme. Every act done by the agreement made with and notice given to the 
corporation shall be binding on the members.  ................................................................. 97


key: chroma:document
string_value:
3. Eligibility:  ........................................................................................................................................... 97
4. Evidence of Age:  .............................................................................................................................. 97
5. Evidence of Health:  ........................................................................................................................ 97


key: chroma:document
string_value:
6. Contributions:  .................................................................................................................................. 97


key: chroma:document
string_value:
vi
IIMA HR Policy Manual 20237. Benefits:  .............................................................................................................................................. 98
8. Termination of membership:  ..................................................................................................... 98
9. Restraint on anticipation or encumbrance:  ........................................................................ 99


key: chroma:document
string_value:
10. Master policy:  ................................................................................................................................... 99
11. Appointment of Beneficiary:  ...................................................................................................... 99
12. Amendment or Discontinuance of scheme:  ......................................................................... 99


key: chroma:document
string_value:
Deposit-Linked Insurance Scheme  ................................................................................................ 99
Group Personal Accident Insurance Scheme:   ....................................................................... 100
Group Mediclaim Insurance Scheme (Employees Policy)  ............................................................ 101
Group Mediclaim Insurance Scheme (Parents Policy)  ................................................................... 104


key: chroma:document
string_value:
Additional Top-Up Group Mediclaim Insurance Scheme (Employee’s Policy)  .................. 104
Additional Top-Up Group Mediclaim Insurance Scheme (Parent’s Policy)  ......................... 105
Group Term Insurance Policy  ...................................................................................................................... 105
Chapter 10 Medical Facility  ..................................................................... 107


key: chroma:document
string_value:
1. Medical Facilities on the Campus  .......................................................................................... 107
2. Medical Emergencies  ................................................................................................................. 111
3. Reimbursement of Medicines  ................................................................................................ 111


key: chroma:document
string_value:
4. Reimbursement of Consultancy Fees:  ...................................................................................................... 111
5. Medical Facilities when employees opt for Indian system of      
medicines and Homeopathy  ................................................................................................... 112
Chapter 11 Allowance & Benefits  ............................................................ 116


key: chroma:document
string_value:
Domestic Travel  ................................................................................................................................... 116
Sanction  ................................................................................................................................................. 116
Mode and Class of Travel  ................................................................................................................. 116


key: chroma:document
string_value:
Daily Allowance (D.A.)  ...................................................................................................................... 117
Daily Allowance without bills / receipts  ................................................................................... 117
Conveyance  ........................................................................................................................................... 118


key: chroma:document
string_value:
Submission of Claim  .......................................................................................................................... 118
Proof of Travel to be submitted  .................................................................................................... 118
Payment by Client of TA / DA Claims in excess of Approved Rates: .............................. 119


key: chroma:document
string_value:
International Travel  ........................................................................................................................... 119
Leave Travel Concession  .................................................................................................................. 120
Relocation Charges  ............................................................................................................................. 123


key: chroma:document
string_value:
Annual Development Allowance  .................................................................................................. 123
Incentive for Acquiring Higher Qualification for Group B/C/D employees  ............... 124
Purchase of mobile phones and Monthly usage Limit For Various CadreS ................ 125
Children Education Allowance  ..................................................................................................... 126


key: chroma:document
string_value:
Uniform & Liveries  ............................................................................................................................. 127
Washing Allowance  ........................................................................................................................... 127
Extra Duty Allowance ....................................................................................................................... 127


key: chroma:document
string_value:
Mess Facility  .......................................................................................................................................... 128


key: chroma:document
string_value:
vii
IIMA HR Policy Manual 2023Chapter 12 Employees Housing – Rules & Regulations  .......................... 143
Houses For Staff  ................................................................................................................................... 143
General Conditions  ............................................................................................................................. 143


key: chroma:document
string_value:
Occupation of Campus House Beyond Date of Retirement  ............................................... 146
Use OF campus houses for social/religious purposes  ........................................................ 147
Chapter 13 Staff Co-operative Credit & Supply Society Ltd.  .................. 152
Chapter 14 Training & Development  ....................................................... 153


key: chroma:document
string_value:
General  ................................................................................................................................................... 154
Chapter 15 Welfare Activities  ................................................................. 156
Chapter 16 SARA Committee  ................................................................... 158
Chapter 17 Staff Evaluation and Development Committee  .................... 160


key: chroma:document
string_value:
Policy  ........................................................................................................................................................ 160
Manpower requisition and recruitment  ................................................................................... 160
Promotion  .............................................................................................................................................. 160


key: chroma:document
string_value:
Annual Incentive/Director Special Incentives ........................................................................ 160
Extension of tenure for employees appointed on tenure based scaled contract  ....160
Monthly honorarium  ......................................................................................................................... 160
Chapter 18 Officers’ Evaluation and Development Committee  ............... 161


key: chroma:document
string_value:
Policy  ........................................................................................................................................................ 161
Officer requisition and recruitment  ............................................................................................ 161
Promotion  .............................................................................................................................................. 161


key: chroma:document
string_value:
Annual Incentive/Director Special Incentives ........................................................................ 161
Extension of tenure for employees appointed on tenure based scaled contract  ....161
Monthly honorarium  ......................................................................................................................... 161
Chapter 19 Enterprise Resource Planning (ERP)  .................................... 162


key: chroma:document
string_value:
Chapter 20 Grievance Policy  ................................................................... 163
Statement  ............................................................................................................................................... 163
The System  ............................................................................................................................................. 163


key: chroma:document
string_value:
Process & Procedure:  ........................................................................................................................ 163
The Office  ............................................................................................................................................... 164
Reporting  ................................................................................................................................................ 164


key: chroma:document
string_value:
Summary  ................................................................................................................................................ 164


key: chroma:document
string_value:
viii
IIMA HR Policy Manual 2023Chapter 21 Retirement, Resignation Etc.  ................................................ 165
1. Retirement  ..................................................................................................................................... 165
2. Resignations  .................................................................................................................................. 166


key: chroma:document
string_value:
Chapter 22 Superannuation Benefits  ...................................................... 169
Contributory Provident Fund-Cum-Gratuity Rules  .............................................................. 169
Constitution and Management of the Fund  ............................................................................. 170
Nomination  ............................................................................................................................................ 171


key: chroma:document
string_value:
Subscriber’s Accounts  ....................................................................................................................... 172
Conditions and Rates of Subscriptions  ...................................................................................... 172
Additional / Miscellaneous Subscription  ................................................................................. 173


key: chroma:document
string_value:
Realisation of Subscription  ............................................................................................................. 174
Contribution by the Institute  ......................................................................................................... 174
Interest  .................................................................................................................................................... 174


key: chroma:document
string_value:
Advance from the Fund  .................................................................................................................... 175
Withdrawals from the Fund  ........................................................................................................... 177
Circumstances in which Accumulations are payable  .......................................................... 179


key: chroma:document
string_value:
Procedure  ............................................................................................................................................... 181
Gratuity  ................................................................................................................................................... 182
B National Pension System  ......................................................................................................... 184


key: chroma:document
string_value:
1
IIMA HR Policy Manual 2023
IIMA- BRIEF NOTE
Indian Institute of Management, Ahmedabad [IIMA], was set up by the Government of India in 
collaboration with the Government of Gujarat and local industrialists as an autonomous Institute 
in 1961. IIMA has been conceived not only as a business school but also as a management institute. 
IIMA builds on over five decades of excellence and leadership in management education.


key: chroma:document
string_value:
IIMA has been rated as India’s best and Asia’s foremost Business School. IIMA continues to be 
ranked as one of the finest institutions in the world in management education, with an academic 
rigour that matches the top league. With a distinguished faculty, an exceptional student-faculty 
ratio, and a 100-acre world-class campus conducive to continuous learning, IIMA is an Institute 
that sets international standards in the field of management education.


key: chroma:document
string_value:
IIMA, is a pioneer of the case study approach to management education in India, the result of its 
early collaboration with Harvard Business School. A student-centred methodology entails working 
in groups and encourages intense participation, as students learn to present their perspectives, 
defend their stand, and think through management problems.
The Institute stands for excellence in management education. Since its inception, IIMA has


key: chroma:document
string_value:
contributed to the development of management thought in India through its research and 
teaching.  In 2008, IIMA became the first management school in the country to be awarded EQUIS 
(European Quality Improvement System) accreditation by the EFMD (European Foundation for 
Management Development).
The Institute conducts the following major programmes:
1. Two-year Post Graduate Programme in Management (MBA).
2. Two-year Post Graduate Programme in Food and Agri-business Management (MBA - FABM).


key: chroma:document
string_value:
3. Ph.D. Programme in Management. 
4. One-year Post Graduate Programme in Management for Executives (MBA - PGPX).
5. Faculty Development Programme for Teachers in Universities and Colleges (FDP).
6. Armed Forces Programme for Officers for Indian Armed Forces (AFP).
7. Two year ePost Graduate Programme (ePGP).
8. Sixteen months ePost Graduate Diploma in Advanced Business Analytics (ePGD - ABA)CHAPTER 1
GENERAL


key: chroma:document
string_value:
2
IIMA HR Policy Manual 20239. Executive Education Programme - India
10. Executive Education Programme - Dubai
At IIMA, it is a tradition to continually update the course content, revise the course design, and 
experiment with innovative pedagogy. The faculty at IIMA continuously attempt to integrate 
research, teaching and applied work. Pedagogical tools create a participative learning environment. 
While the case method is the major tool, it is supplemented by group exercises, computer-based


key: chroma:document
string_value:
simulation games, lecture-cum-discussions, role plays, project works and presentations by 
participants.
THE YEARS OF TRANSFORMATION
1960 s - THE DECADE OF BIRTH
IIMA rises beyond the acquisition of knowledge, techniques, tools, and concepts that are not ends 
in themselves. 
• Focus on social purpose while pursuing excellence in management 
• Integration of key activities like teaching, research, and consultancy
• Introduction of the 3-Tier Management Development Programme
1970 s- THE DECADE OF GROWTH


key: chroma:document
string_value:
1970 s- THE DECADE OF GROWTH
The Institute gains broader recognition. 
• Overall growth in all activities 
• Increase in the faculty strength to 65 
• Increase in the number of participants in the Post-Graduate Programme
• Launch of the Fellowship (Doctoral) Programme in Management 
• Introduction of new Management Development Programmes
1980 s - THE DECADE OF DIVERSIFICATION
Recognised as the premier management school throughout the country, the Institute expands its 
range and reach.


key: chroma:document
string_value:
range and reach.
• Greater focus on under-managed sectors
• Formation of three new groups: The Industrial Policy Management Group, The International 
Management Group, and The Entrepreneurship Group 
• Introduction of Faculty Development Programme
1990 s - THE DECADE OF CONSOLIDATION
Taking into account the substantial growth of the previous decades, the Institute focuses on 
consolidating its activities and position.


key: chroma:document
string_value:
consolidating its activities and position.
• Substantial growth in the IT infrastructure of the Institute with a campus-wide intranet and 
leased line access to the Internet
• Recognition as one of the top five business schools in the Asia Pacific region 
• Exchange of students with reputable business schools abroad


key: chroma:document
string_value:
3
IIMA HR Policy Manual 20232000 - THE DECADE OF INTERNATIONALISATION
Internationalisation and growth are the keywords of the Institute during this decade. 
• Exchange of faculty with international business schools
• Further, an increase in student intake with an emphasis on admitting full-time international 
students
• Expansion of the campus to accommodate the Institute’s international executive development 
programmes
2010 - THE DECADE OF DIGITIZATION


key: chroma:document
string_value:
programmes
2010 - THE DECADE OF DIGITIZATION
From the world of brick and mortar, the Institute has moved to the digital platform.
• Starting a new era of e-learning through ePGP course
• Giving more flexibility to students to attend classes from any of the major cities of India.
• It’s a new-age learning experience where knowledge empowered by technology.
• Phase wise implementation of SAP in various departments of the Institute.
THE IIM ACT , 2017, IIM RULES, 2018 AND IIM (AMENDMENT) RULES, 2022


key: chroma:document
string_value:
The IIM Act, 2017 has declared all the IIMs to be institutions of national importance and 
empowered them to attain standards of global excellence in management, management research 
and allied areas of knowledge. The Act has specifically descried the various authorities of the 
Institute, their powers, its constitution, tenure of the members etc.
The IIM Rules, 2018 and IIM (Amendment) Rules, 2022 describes the appointment process, terms


key: chroma:document
string_value:
4
IIMA HR Policy Manual 2023
The governing structure of IIMA is presented in a tabular format below. 
 BOARD OF GOVERNORS  
DIRECTOR  
DEAN (PROGRAMMES)  DEAN (FACULTY)  DEAN, ALUMNI & 
EXTERNAL RELATIONS  FACULTY  Chief Administrative  
Officer  
Admission  
Post Graduate Programme  (MBA ) 
Post Graduate Programme in Food & 
Agri-Business Management ( MBA -FABM ) 
Post Graduate Programme in 
Management for Executive ( MBA -PGPX ) 
Ph.D. Pro gramme in Management  
Faculty Dev. Programme (FDP)


key: chroma:document
string_value:
Faculty Dev. Programme (FDP)  
Armed Forces Programme (AFP)  
e-Mode Post Graduate Programme  
  
Executive Education Programme  
Placement  
Accreditation  and Ranking  
Student Housing , Activities, and Welfare  Strategy  Area  
Information Systems Area  
Communication Area  
Finance & Accounting Area  
Marketing Area  
Organizational Behaviour Area  
Human Resource s Management Area  
Production Quantitative Methods Area  
Public Systems Group  
Ravi J. Matthai Centre for Education  Innovation


key: chroma:document
string_value:
Economics Area  
Centre for Management in Agriculture (CMA)  Alumni Relations  Human Resource  
Publications  Dispensary  Finance &  
Budgets  
Stores & Purchase Office  Secretarial Staff  
Facilities  
Contracts  
Hindi Cell  
Engineering and Projects  
Engineering Services  
Estate  
Security  House Keeping  
Horticulture  Transport  Compliance  Library  
India Gold Policy Ctr . Case Centre  Communication  
Vikalpa  
Res. & Publication  
CIIE ICT 
Ashank Desai Ctr . 
for L&OD Gender Centre  JSW SPP


key: chroma:document
string_value:
for L&OD Gender Centre  JSW SPP  
CMHS  
Inf. Center/Dispatch  IIMA Archive s International Partnerships  
e-Post Graduate Diploma  in Advanced 
Business Analytics ( ePGD -ABA ) Chief Financial  
Officer  
Accounts  
Ctr. for Dig Trfm.  Ctr for Tptn. & Log. MCFME  
NSE Centre  
Brij Disa Ctr . for 
DS&AI  Vigilance  
Duggal ESG Ctr.  Electrical and Mechanical  CSC


key: chroma:document
string_value:
5
IIMA HR Policy Manual 2023Board of Governors of IIMA 
Sr. 
No.Name and Address Designation
1. Shri Pankaj R. Patel
Chairman 
Zydus Lifesciences Limited
Zydus Corporate Park, 
Nr. Vaishnodevi Circle, S.G. Highway, 
Ahmedabad 382 481.Chairperson
2. Shri P.K. Banerjee, ISS (1993), 
Joint Secretary (Mgt. & MC & Scholarship)
Ministry of Education
Department of Higher Education
Room No. 230 C, 2nd Floor, C Wing, Shastri Bhawan,
New Delhi 110 001Nominee of Central Government
3. Shri S J Haider


key: chroma:document
string_value:
3. Shri S J Haider
Principal Secretary (Higher & Technical Education) 
Education Department
Government of Gujarat
Block No.5, 8th Floor
Sardar Bhavan
New Sachivalaya Complex
Gandhinagar 382 010Nominee of State Government
4. Shri Sunil Kant Munjal
Chairman
The Hero Enterprise
264, Okhla Industrial Estate
Phase 3
New Delhi 110 020Eminent Persons
5. Ms. Alka Bharucha
Partner 
Bharucha & Partners
Hague Building
9, S.S. Ram Gulam Marg, 
Ballard Estate, Mumbai 400 001-do-
6. Ms. Kaku Nakhate


key: chroma:document
string_value:
6. Ms. Kaku Nakhate
President & Country Head (India)
Bank of America, N.A.
18th Floor, A Wing, One BKC
Bandra Kurla Complex
Bandra (East), Mumbai 400051-do-
7. Shri Sanjiv Dangi
North India President  
Dalit Indian Chamber of Commerce & Industry (DICCI)
A-178, Pandara Road
New Delhi 110003-do-


key: chroma:document
string_value:
6
IIMA HR Policy Manual 20238. Prof. Ajay Pandey
IIM AhmedabadChairman’s Nominee
9. Prof. Sachin Jayaswal
IIM Ahmedabad Chairman’s Nominee
10. Ramesh Mangaleswaran 
Senior Partner Emeritus, 
McKinsey & Company
Chennai, Tamil Nadu, IndiaCo-opted by the Board from the 
Alumni
11. Dr. Hasit Joshipura
Advisor to L&T Group CEO and MD, Data Centre & 
Cloud, Innovation Fund
Larsen & Toubro Limited
Landmark A Wing, 5th Floor, Suren Road
Off. Andheri-Kurla Road 
Andheri (East), Mumbai – 400093-do-


key: chroma:document
string_value:
Andheri (East), Mumbai – 400093-do-
12. Rama Bijapurkar
206, Nirman Kendra,
Dr. E. Moses Road, Mahalakshmi,
Mumbai 400 011.-do-
13. Prof. Pradeep K. Chintagunta 
Joseph T. and Bernice S. Lewis Distinguished 
Service
Professor of Marketing
University of Chicago
Booth School of Business
Chicago, IL 60637, USA-do-
14. Samir U. Mehta
Chairman, 
Torrent Group
Torrent House, Off. Ashram Road, 
Ahmedabad – 380009Co-opted by the Board from the 
members of Society
15. Prof. Errol D’Souza
Director


key: chroma:document
string_value:
15. Prof. Errol D’Souza
Director
IIM AhmedabadEx-Officio
Secretary: 
Col Amit Verma (Retd)
Chief Administrative Officer 
Indian Institute of Management
Ahmedabad 380 015


key: chroma:document
string_value:
7
IIMA HR Policy Manual 2023
1. The preparation, release, and maintenance of this Manual is the responsibility of the Human 
Resources(HR) Department or any official designated by the Director. The Manual is subject 
to modifications to reflect changes that the Institute may decide to undertake in its HR policies 
from time to time.
2. This Manual is confidential and is for restricted circulation only. 
3. The policies laid down in the Manual and the subsequent amendments, if any, will supersede


key: chroma:document
string_value:
the relevant existing policies.
4. Clarification on the Manual can be sought from the Human Resources Department.
5. On matter concerning the human resource policies and procedures that are not covered in 
this Manual, the Institute will be guided by the rules, norms, and procedures prescribed by 
the Government of India from time to time.
6. Definitions
a) “Institute” means the Indian Institute of Management Ahmedabad.
b) “Board” means the Board of Governors of the Institute.


key: chroma:document
string_value:
c) “Director” means the Director of the Institute.
d) “Faculty” means the Faculty of the Institute.
e)  “CAO” means Chief Administrative Officer of the Institute
f) “CFO” means Chief Financial Officer of the Institute
g) “ Administrative Staff” means a person serving in the Institute in any capacity other 
than “Faculty”. “ Administrative Staff” will be referred to as “Staff” for thepurpose of 
this Manual. Administrative staff includes staff members on probation, as well as on


key: chroma:document
string_value:
regular scale and staff members appointed on Tenure Based Scaled Contract. It does 
not include staff members appointed from manpower agencies or academic associates 
working with the Institute.
h) “Employee” means any person employed in the Institute to do any professional, skilled 
or unskilled, manual or supervisory, technical or clerical work for hire or reward 
whether terms of contracts are express or implied, including part-time workmen, and


key: chroma:document
string_value:
trainees other than apprentice appointed under the Apprentice Act, 1961 . Academic 
Associates and other Trainee appointees are included as employees of the Institute.CHAPTER 2
INTRODUCTION


key: chroma:document
string_value:
8
IIMA HR Policy Manual 2023i) “Government” means the Central Government of India unless the context is clarfied.
j)   ‘Day’ means calendar day beginning and ending at midnight but extends up to end of 
a shift where the shift starts before midnight 
k) ‘Month’ means a calendar month, but for the purpose of calculation of salary and for 
its payment, if the management prescribes another period in respect of any employee 
or class or classes of workmen, it shall be such other period.


key: chroma:document
string_value:
l)   ‘Premises’ means premises belonging to the Institute
m)   ‘Notice’ means a notice in writing required to be given or to be displayed on the 
notice board of the Institute.
n)  ‘Notice Board’ means display board or board maintained to display notices in 
the Institute premises and includes any other board or boards maintained in the 
department/departments of the Institute. 
o) “ Area” means the various Academic Areas of the Institute.


key: chroma:document
string_value:
p) “Centre” means the sector or mission-oriented thrust groups which are not from the 
business management but the other sectors of the economy. 
q) Committees at IIM Ahmedabad 
 IIM Ahmedabad is administered / managed by several faculty committees. Such 
faculty committees are appointed by the Director on a need basis.
r) “SAP” means the enterprise application software implemented in various departments 
of the Institute to automate routine tasks.
s) The masculine includes the feminine.


key: chroma:document
string_value:
9
IIMA HR Policy Manual 2023
MANPOWER REQUISITION 
1. Planning for manpower requirement is initiated by the concerned department by filling the 
MRF (Manpower Requisition Form).  A proposal duly approved by the concerned Chairperson, 
wherever applicable has to be sent to HR. The MRF should capture all the details such as pay 
level, tenure of employment etc. A separate MRF should be filled for each position.
2. According to the position required, the appropriate MRF for Permanent / Tenure Based


key: chroma:document
string_value:
Scaled Contract / Temporary / Outsourced employee should be filled
3. The proposal would have a brief description of the job to be assigned to the position. It should 
also include ajustification for the creation of the position.
4. The HR Manager and Associate Vice President - HR will discuss the proposal with the 
concerned department head and obtain the approval of the Director for filling up the position.
5. Once the approval is granted, the HR department will initiate the recruitment process.


key: chroma:document
string_value:
ADVERTISEMENT
Advertisement inviting applications will be released in newspapers identified for the purpose. 
Wherever necessary, the advertisement copy will be shared with the concerned HoD for 
comments/inputs before the release of the advertisement.   
PROCESSING OF APPLICATIONS
1. The HR Department will be responsible for segregating the resumes received against the 
advertisement. 
2. The compiled statement showing the details of the applicants will be sent to the concerned


key: chroma:document
string_value:
department for shortlisting.
3. The concerned department does the shortlisting as per eligibility criteria. 
INTERVIEW PANEL 
Interview Panel for selection of candidates will be constituted by the competent authority. 
Government norms on the inclusion of members belonging to the minority community and SC/
ST on interview panels will be kept in mind while constituting the panel. Following will be the 
constitution of the interview panel:CHAPTER 3
RECRUITMENT POLICY


key: chroma:document
string_value:
10
IIMA HR Policy Manual 2023POST - MANAGER & ABOVE:
1. OEDC Member
2. Dean
3. Chief Administrative Officer
4. Head of Department
5. Associate Vice President – HR 
6. Any other expert or person if nominated by Director
POST - BELOW MANAGER LEVEL:
1. SEDC member
2. Head of Department
3. Associate Vice President -HR
4. Nominated Person
INTERVIEW & SELECTION PROCESS
1. Personal Interviews will be fixed as per the convenience of the interview panel members.


key: chroma:document
string_value:
2. Candidates shortlisted for test/interview will be notified about it by an email. This will be 
followed by a detailed call letter, which will be sent to them by post/courier.
3. The candidates will be directed to the venue for test/interview. Forms that are needed to be 
filled like qualification details etc, will be done at this stage. 
4. The interview structure may involve skill test, personal interview, and/or group discussion/
debate/quiz.


key: chroma:document
string_value:
debate/quiz. 
5. HR department will ensure that after the interview, each of the panel members provide their 
feedback in writing about the performance of the candidates. 
6. HR will also play an active role in salary negotiation & fixation.
7. The HR will collect feedback from references as needed. 
CONVEYANCE REIMBURSEMENT 
1. For Manager and above position, economy air travel fare will be reimbursed. The air travel 
fare should be the shortest distance.


key: chroma:document
string_value:
fare should be the shortest distance.  
2. Candidates called for the position at Level 6 to Level 9 will be reimbursed train fare for AC 
3-Tier and for all below levels, it will be train fare for Sleeper Class. The train travel fare 
reimbursement will be for shortest route.
3. Request for reimbursement should be submitted in the prescribed form by the Candidate.
FINAL SELECTION
Final selection is made upon acceptance of the selection committee’s recommendations.  The


key: chroma:document
string_value:
11
IIMA HR Policy Manual 2023MEDICAL EXAMINATION:
For all the positions, the medical checkup can be performed by the doctor available at the Institute 
or the candidate can produce a fitness certificate from any Civil Hospital. The doctor available at 
the Institute may ask the candidate to undergo further tests if required.
JOINING PROCEDURE 
Joining process involves the following:
1. Collection of primary details in the prescribed form, ‘Candidate’s Statement & Declaration’.


key: chroma:document
string_value:
2. Document of the following certificates and testimonial submitted by the candidate will be 
verified with the originals. 
a. Mark sheets from 10th to last qualified exam (educational & professional)
b. Passing certificates of exams
c. Birth certificate 
d. Present and Permanent address proof 
e. Relieving letter and latest salary slip of the last organization served 
f. Medical certificate for fitness 
g. Copy of Aadhar card / PAN card / passport / driving license / election identity card /


key: chroma:document
string_value:
any other photo identity proof issued by State/Central Government.
h. Two photographs
3. Collection of joining report.
4. Issuing of ‘Joining Memorandum’.
5. Formal introduction to Associate Vice President - HR and announcement to other concerned 
departments about the candidate’s appointment.
6. Issuing I-card.
PAYMENT OF SALARY
Salary of employees will become due and payable on the last working day of each month.  
DEDUCTION FROM SALARY


key: chroma:document
string_value:
DEDUCTION FROM SALARY
Deductions in salary may be made for coming late to work, unauthorised absence, against fines 
imposed etc. Such recovery shall be in conformity with the provisions of the Payment of Salary 
Act, 1936.
IDENTITY CARD
1. Every employee will be provided with an identity card which, besides the name of the 
employee, will have an employee code number, photograph, and other relevant personal 
details.


key: chroma:document
string_value:
details.
2. Identity cards are not transferable and should be carried by the employee whenever he/she 
is on Institute’s duty either inside or outside the premises of the Institute


key: chroma:document
string_value:
12
IIMA HR Policy Manual 20233. Employee shall present the identity card for inspection to any person so authorised to inspect 
by the Institute. 
4. Loss of the identity card should be immediately reported so that any possible misuse can 
be avoided and a replacement card issued. Loss of I-card on more than 2 occasions shall be 
viewed as a misconduct on the part of the employee.    
5. Employees are required to surrender their identity cards, badge, etc. on leaving the service of


key: chroma:document
string_value:
the Institute. Surrender of I-card is a requirement for final settlement of dues. 
6. The Institute shall keep a record of all identity card, badges issued and returned and shall 
carry out a surprise check of the same at least once every quarter.
7. For campus resident identity cards are issued to their family member and domestics servants 
for security purpose. 
RECRUITMENT CRITERIA FOR VARIOUS POSTS (BUT NOT ALL) AT IIMA*
Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
1 Chief


key: chroma:document
string_value:
1 Chief 
Administrative 
OfficerMaster’s Degree 
with Degree/Dip 
in Management/ 
Engineering or 
Finance Degree Minimum 20 years 
experience in Sr. 
Administration 
position45-50 
yearsGeneral Administration, 
Finance, Engineering 
& Estate Maintenance. 
Secretary to Board of 
Governance 
2 Chief Financial 
OfficerChartered 
Accountant 
(CA) from India. 
Additionally, 
MBA in Finance 
will be preferred 
qualification.At least 20 years in 
Accounts, Finance 
& Controllers 
functionsMax. 55


key: chroma:document
string_value:
& Controllers 
functionsMax. 55 
yearsTo provide overall strategic 
leadership and play a 
key role in building and 
improving the financial 
management capability 
of IIMA, with the priority 
objective of supporting the 
governance mechanism of 
the organization
3 Chief Operating 
Officer – 
Executive 
EducationPostgraduates, 
preferably an MBA 
from a reputed 
instituteAt least 15 years’ 
experience of 
which at least five 
years should have 
been in a senior 
positionMax. 55


key: chroma:document
string_value:
been in a senior 
positionMax. 55 
yearsThe person will lead IIMA’s 
engagement with working 
professionals seeking 
management education 
through relationships 
with corporate L&D/
HR teams and directly 
with the professionals 
by highlighting IIMA’s 
high-quality executive 
education programme 
offerings.
4 Vice President – 
Centre for Digital 
TransformationPostgraduates, 
preferably an MBA 
from a reputed 
instituteAt least 15 years’ 
experience in the 
IT Industry of which 
at least five years


key: chroma:document
string_value:
IT Industry of which 
at least five years 
should have been 
in a senior positionMax. 55 
yearsThe person should be able 
to create and manage 
a digitally-enabled 
organization, meet the 
goals and objectives of the 
Centre.


key: chroma:document
string_value:
13
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
5 Vice President / 
Associate Vice 
President – JSW 
School of Public 
PolicyThe person will be 
responsible to set up the 
management systems, 
program execution and 
brand development, 
and provide overall 
administrative leadership 
of the JSW School of 
Public Policy.
6 Vice President-
IGPCMBA/ CA/ CFA / 
CAIA / master’s 
in economics or 
Public PolicyMinimum 15 years 
of Professional 
experienceMin. 40


key: chroma:document
string_value:
of Professional 
experienceMin. 40 
years and 
Max 58 
yearsHeading IGPC Office
7 Associate Vice 
President-HRPost-graduate 
degree in HRM or 
related fields.  Minimum 20 years 
of experience 
with at least five 
years at senior 
management level.  Max. 55 
yearsTo provide strategic 
directions and 
administrative support on 
HR dimensions
8 Associate Vice 
President-
Corporate 
RelationsPost graduates 
or Masters in 
any of these 
fields (Business 
Administration, 
Human Resources, 
Psychology,


key: chroma:document
string_value:
Administration, 
Human Resources, 
Psychology, 
Sociology, 
Communication, 
Education and 
related fields).Minimum 10 years 
of post-qualification 
experience 
(may be in the 
areas of recruiter 
relationship 
building, 
placements, 
networking, 
corporate 
communications, 
marketing etc.), 
of which about 8 
years must be in an 
overall supervisory 
position.Max. 55 
yearsThe person will be 
responsible to lead 
the outreach of the 
MBA programme for 
experienced professionals, 
their career development,


key: chroma:document
string_value:
their career development, 
and alumni connect 
initiatives. The role 
requires extensive 
traveling and networking 
with industry leaders and 
corporate heads across 
the globe to strengthen 
the PGPX recognition 
among recruiters, alumni 
network and also potential 
applicants.
9 Associate Vice 
President-
Centre for 
Transportation 
and LogisticsM.Tech/MBA (Ph.D. 
preferred) from a 
reputed institute 
in India (such as 
IITs/IIMs/IISc) or 
abroad.At least 15 years 
of experience in 
the transportation


key: chroma:document
string_value:
of experience in 
the transportation 
and/or logistics 
sector or a related 
sector. At least five 
years should have 
been in a senior 
management or 
leadership position 
(equivalent to 
CEO).Max. 55 
yearsThe person will 
be responsible for 
overall development, 
management, and 
growth of the Centre 
for Transportation and 
Logistics.


key: chroma:document
string_value:
14
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
10 Associate 
Vice President 
- Alumni, 
Community 
Relations 
& Global 
PartnershipsPost graduate 
in any discipline 
(equivalent to MBA) Minimum 20 years 
of professional 
experience, of 
which about 10 
years must be 
in Relationship 
Management/
Corporate 
Affairs/Business 
Development.Max. 55 
yearsTo help build and manage 
relationships with alumni 
and entities external to


key: chroma:document
string_value:
and entities external to 
the Institute including the 
community, corporates, 
educational institutions 
and state agencies
11 Associate Vice 
President- 
Executive 
EducationMBA or equivalent 
master’s degree or 
higherAt least 20 years’ 
experience of 
which at least five 
years’ experience 
should be related 
to designing, 
developing, 
marketing, and 
selling executive 
programs or  
professional 
services to 
corporate clientsMax. 55 
yearsDesigning, developing, 
marketing, and selling


key: chroma:document
string_value:
marketing, and selling 
executive programs or  
professional services to 
corporate clients
12 Associate Vice 
President – 
Engineering & 
ProjectsFull time Degree 
in Civil/ Electrical/ 
Mechanical and 
Post-Graduate 
degree in 
professional/ 
management fieldMinimum 20 years’ 
experience of which 
at least ten (10) 
years’ experience 
should be related to 
planning, finalizing, 
and executing 
large scale Civil, 
Electrical and 
HVAC projects.Max. 55 
yearsTo lead the team of 
following departments:


key: chroma:document
string_value:
yearsTo lead the team of 
following departments:
1. Civil Engineering
2. Electrical Engineering
3. Mechanical – HAVC 
and Water Supply
4. Maintenance
13 Associate Vice 
President-
ADCLODPost Graduate 
Degree in any 
Discipline but 
preferably in 
management, 
organisational 
behaviour, 
human resource 
management, 
strategic 
management 
or public 
administration.Minimum of 
10 years of 
professional 
experienceMaximum 
55 years5. Develop management 
systems, program 
execution and brand 
development, and


key: chroma:document
string_value:
execution and brand 
development, and 
provide overall 
administrative 
leadership to the 
newly established 
centre


key: chroma:document
string_value:
15
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
14 AVP-Corporate 
Relations, MBA-
PGPXPost graduate 
or Masters in 
any of these 
fields (Business 
Administration, 
HR, Psychology, 
Sociology, 
Communication, 
Education and 
related fields)Min 10 years of 
post-qualification 
experienceMax 50 
yearsStrengthen the corporate 
relations of the Institute 
and increase recruiter pool 
size by increasing MBA-
PGPX brand awareness.
15 Associate Vice


key: chroma:document
string_value:
PGPX brand awareness.
15 Associate Vice 
President, ITThe candidate 
should have 
completed MCA 
or BE/BTech 
in Computer 
Engineering 
or Information 
Technology or 
equivalent degree 
from any reputed 
Institute.Minimum of 
20 years of 
professional 
experience out of 
which 10 years 
must be in the field 
of ICT.45-55 
yearsComputer Centre 
administration
16 AVP-Arun 
Duggal ESG 
Centre for Res 
and InnovationMaster’s degree or 
equivalentMin 10 years of 
post qualification 
experience.Max 45


key: chroma:document
string_value:
post qualification 
experience.Max 45 
yearsTo oversee activities of the 
Centre, facilitate research, 
connect with stakeholders 
and increase visibility of 
the Centre.
17 AVP-
ProcurementAny Degree 
with Diploma 
in Materials 
Management. 
Master’s Degree in 
relevant field will be 
preferred15 years of  
experience in 
materials/logistics 
management.Max
45
yearsTo look after the Contracts, 
Stores and Purchase 
Department.
18 General 
ManagerMaster’s Degree 
with Degree/Dip 
in Management/


key: chroma:document
string_value:
with Degree/Dip 
in Management/ 
Engineering or 
Finance Degree/15 years’ 
experience in Sr. 
Administration 
positionsMax 45 
yearsFinance/Engineering/  
Estate Maintenance and 
General Administration/
Public Relations and 
Media Handling
19 General 
Manager-
Finance or 
General 
Manager-
AccountsM.Com/MBA with 
CA/ICWA/Cost 
Accounting 15 years’ 
experience in 
Assistant General 
Manager/Sr. 
Manager levelMax 45 
yearsFinance and General 
Administration
20 General 
Manager- 
Ranking and


key: chroma:document
string_value:
Administration
20 General 
Manager- 
Ranking and 
AccreditationMBA/PG Degree 15 years 
experienceMax 45 
yearsAbility to understand the 
information needs of the 
organisation and lead 
the team in the rankings 
and accreditations for 
benchmarking purpose at 
large.


key: chroma:document
string_value:
16
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
21 General 
Manager-BDC 
for DS&AIMaster’s or Ph.D, 
specializing in 
data science and 
artificial intelligenceMin 9 years of 
post-qualification 
experienceMax 50 
yearsTo work closely with the 
industry and academic 
partners to drive the 
activities of the centre 
along with research 
aligned with the centre’s 
objectives.
22 GM-NSE Master’s degree in 
the areas related to 
Finance, Marketing,


key: chroma:document
string_value:
the areas related to 
Finance, Marketing, 
Economics, 
Organizational 
Behaviour, 
Cognitive Sciences 
with a focus 
on Behavioral 
Sciences. Ph.D/
FPM would be 
preferred.Min 10 years 
or more in any 
business.Max 45 
yearsTo oversee activities of the 
Centre, facilitate research, 
connect with stakeholders 
and increase visibility of 
the Centre.
23 Deputy Librarian Ph.D. or NET 
or SLET/SET 
qualified. First 
Class (60% or 
above) in MLISc 
or equivalent 
qualification.18 years of relevant


key: chroma:document
string_value:
qualification.18 years of relevant 
experience.Max 50 
yearsAssisting the Librarian in 
overall supervision and 
management of all the 
sections / departments of 
the library.
24 Assistant 
General 
Manager – 
PlacementPost graduates 
or Masters 
in Business 
Administration or 
Human Resources, 
Psychology or 
Sociology or 
Communication or 
Education etc.Minimum 10 years 
of experience post 
qualification Max 50 
yearsHead the placement office 
and lead the initiatives for 
corporate outreach, career


key: chroma:document
string_value:
corporate outreach, career 
development of students, 
and alumni connect.
25 Assistant 
General 
Manager – HRGraduate with First 
Class and should 
have a full time 
MBA (HR) degree 
from reputed 
Institute with At least 10 years of 
post-qualification 
experience in 
the field of HR 
(Personnel, Pay 
Roll, Vigilance, 
Administration, 
Legal etc.) 
Department, of 
which about 8 
years must be in an 
overall supervisory 
position. Max 50 
yearsHR initiatives, 
Recruitment, Wage, 
Training & Development,


key: chroma:document
string_value:
17
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
26 Assistant 
General 
Manager – 
PGPX RelationsPost graduates 
or Masters in 
any of these 
fields (Business 
Administration, 
Human Resources, 
Psychology, 
Sociology, 
Communication, 
and Education) with Minimum 10 years 
of post-qualification 
experience (may 
be in the areas 
of corporate 
work exposure 
- networking, 
corporate 
communications, 
marketing/
branding, etc.), 
of which about 8


key: chroma:document
string_value:
marketing/
branding, etc.), 
of which about 8 
years must be in an 
overall supervisory 
position. Max 50 
yearsLead marketing efforts for 
PGPX admission 
27 Assistant 
General 
Manager- S&PAny Degree 
with Diploma 
in Materials 
Management10 years 
experience in 
stores & purchaseMax 45 
yearsProcurement, stores and 
issue of materials
28 Assistant 
General 
Manager-
ContractsA Post Graduate 
OR professional 
Chartered 
Accountant (CA) 
OR professional 
Cost Accountant 
(CMA) OR holding 
full time MBA


key: chroma:document
string_value:
Cost Accountant 
(CMA) OR holding 
full time MBA 
(Finance) degree 
with first class from 
a reputed institute. Minimum 10 years 
of post-qualification 
professional 
experience in the 
field of Finance/ 
Accounts/ Audit/ 
Contracts/ Legal 
Departments, of 
which about 5 
years must be in a 
senior positionMax 50 
yearsContracts Management
29 AGM-SAP Bachelors or 
Master’s Degree 
preferably in 
Information 
Technology and 
Computer ScienceMinimum 10 years 
of experience in 
SAP with at least


key: chroma:document
string_value:
of experience in 
SAP with at least 
five years in project 
management roleMax 40 
yearsManaging SAP S/4 
HANA, Managing Key 
Stakeholders, Support 
Vendor and ERP Users 
and maintain SAP System 
Performance, Security and 
Regular Updates.
30 Assistant 
General 
Manager - 
ElectricalDiploma in 
Electrical 
Engineering plus 
Degree in Electrical 
Engineering OR 
full time Degree 
in Electrical 
EngineeringMinimum ten (10) 
years of experience 
in electrical 
engineering for 
full time degree


key: chroma:document
string_value:
in electrical 
engineering for 
full time degree 
candidates and 
minimum twelve 
(12) years of 
experience for 
Diploma plus 
Degree candidates.Max. 50 To supervise in 
planning, directing, 
coordinating, and 
evaluating the campus/ 
township electrical field 
related development & 
maintenance


key: chroma:document
string_value:
18
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
31 Assistant 
General 
Manager-
Finance & 
AccountsProfessional 
Chartered 
Accountant (CA) 
OR professional 
Cost Accountant 
(CMA) OR holding 
full time MBA 
(Finance) degree 
from a reputed 
institute. At least 10 years 
post qualification 
professional 
experience in the 
field of Finance/ 
Accounts/ Audit 
Departments, of 
which about 8 
years must be in an 
overall supervisory 
position. Max 50


key: chroma:document
string_value:
overall supervisory 
position. Max 50 
yearsCarry out all administrative 
functions of Finance and 
Accounts Department 
under the guidance and 
supervision of General 
Manager/Head. 
32 Assistant 
General 
Manager - 
Contracts & 
ComplianceM.Com/MBA with 
CA/ICWS/Cost 
Accounting. 10 years 
experience 
in Statutory 
compliance and 
accounts related 
work.Max 45 
yearsStatutory Compliance 
related work and 
Accounting related work
33 Assistant 
General 
Manager – 
HospitalityFull time 
Graduation in


key: chroma:document
string_value:
Manager – 
HospitalityFull time 
Graduation in 
any discipline 
plus Masters or 
PG Diploma in 
Management/
Catering/
Hospitality/Hotel 
industry recognized 
by AICTE/UGCMinimum 15 years 
of experience in 
Hospitality IndustryMax 45 
yearsOverall responsible for 
housekeeping of IMDC, 
Annex, allied facilities, 
reception etc. Also look 
after the F&B facilities.
34 Assistant 
General 
Manager - Civil Full time Degree in 
Civil EngineeringMinimum 10 years 
of experience in 
Civil/Construction


key: chroma:document
string_value:
of experience in 
Civil/Construction 
and related fieldMax 55 
yearsTo supervise in planning, 
directing, coordinating, 
and evaluating the 
campus/township civil 
works related development 
& maintenance
35 Assistant 
General 
Manager – 
AccountsM.Com/MBA with 
CA/ICWA/Cost 
Accounting. 10 years 
experience in 
Finance and 
Banking related 
workMax 45 
yearsFinance & Banking related 
activities
36 Assistant 
General 
Manager-EstatePost-graduate or 
equivalent 10 years 
experience of 
estate maintenance


key: chroma:document
string_value:
experience of 
estate maintenance 
function.Min 35 
yearsEstate Maintenance, 
Security, Transport, 
Horticulture.
37 Assistant 
General 
Manager-HindiMaster’s degree in 
Hindi with English 
as Compulsory 
subject at graduate 
level. Minimum 10 years 
experience and 
through knowledge 
of government 
policies on HindiMax 45 
yearsImplementation of Official 
Language.


key: chroma:document
string_value:
19
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
38 Assistant 
General 
Manager, JSW 
School of Public 
Policy Postgraduate 
degree in any 
discipline, but 
preferably in 
management, 
public policy 
or public 
administration 
from a reputed 
institution.Minimum 10 years 
of professional 
experienceMax 45 
yearsProvide administrative 
leadership to a newly 
established School of 
Public Policy.
39 Assistant 
General 
Manager-


key: chroma:document
string_value:
Public Policy.
39 Assistant 
General 
Manager-
CommunicationsPost graduate or 
equivalent degreeAt least 10 years’ 
experience in 
communications 
(preferably in the 
management 
education sector) 
or journalismMin 35 
yearsExternal Public Relations, 
Administrative Functions
40 Medical Officer MBBS from 
recognized Medical 
InstitutionMinimum 3 years 
of service post 
completion of 
MBBS degreeMax 45 
yearsTo provide medical 
services to the IIMA 
community
41 Manager – India 
Gold Policy


key: chroma:document
string_value:
community
41 Manager – India 
Gold Policy 
CentrePost graduate 
in any discipline 
(equivalent to MBA) Minimum 5 years 
of professional 
experience.   Max 45 
yearsTo look after day-to-day 
administrative activities 
of the Centre and to 
coordinate with different 
internal and external 
stakeholders
42 Manager – HR Post-Graduation/ 
Professional 
qualification 
preferably MBA 
(Human Resource 
Management)At least 5 years of 
post-qualification 
experience in 
Personnel/HR, Pay 
Roll, Vigilance,


key: chroma:document
string_value:
Personnel/HR, Pay 
Roll, Vigilance, 
Administration, and 
Legal Department. 
Experience in 
PSU/ Government/ 
Autonomous 
Bodies or large 
Academic 
Institution is 
desirable.Min 30 
Max 45 
yearsHR initiatives, 
Recruitment, Wage, 
Training & Development, 
Union related matters
43 Manager-EEP MBA or equivalent 10 years 
experience, 
preferably a 
diploma in hotel 
management.Max 45 
yearsManagement of MDP & 
MDC
44 Accounts 
ManagerM.Com. 
(Accountancy) 
or CA/Cost 
Accounting 5 years supervisory


key: chroma:document
string_value:
or CA/Cost 
Accounting 5 years supervisory 
experience.Max 45 
yearsTaxation/Finalisation of 
budget any other account/
finance related function.


key: chroma:document
string_value:
20
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
45 Technical 
Manager 
(IT enabled 
services)Engineering 
Graduate minimum relevant 
experience of 5 
years. Should have 
handled at least 2 – 
3 large to medium 
sized Audio Video 
& CCTV Projects.Max 40 
yearsAudio Video (AV) 
IP Based CCTV 
Surveillance System 
46 Manager - 
Electrical Diploma in 
Electrical 
Engineering plus 
Degree in Electrical 
Engineering OR 
full time Degree 
in Electrical


key: chroma:document
string_value:
Engineering OR 
full time Degree 
in Electrical 
EngineeringMinimum five years 
of experienceMax 40 
yearsTo supervise in 
planning, directing, 
coordinating, and 
evaluating the campus/ 
township electrical field 
related development & 
maintenance 
47 Manager - Civil Full time Diploma 
in Civil plus Degree 
in Civil Engineering 
OR full time Degree 
in Civil Engineering 
approved by UGC/
AICTE Minimum 5 years of 
experienceMax 40 
yearsTo supervise in planning, 
directing, coordinating,


key: chroma:document
string_value:
directing, coordinating, 
and evaluating the 
campus/township civil 
works related development 
& maintenance
48 Manager - 
ICT Office 
AdministrationDegree in 
Computer Science 
or ITMin 5 years of 
professional 
experience of 
which at least two 
must be in the field 
of ICTMax 45 
yearsManaging ICT Office 
Administration
49 Manager - Audio 
and VisualDegree in BE/B.
Tech or Master in 
Computer ScienceMin 7 years of 
professional 
experience in Audio 
Visual Field Max 45 
yearsOversee and provide


key: chroma:document
string_value:
Visual Field Max 45 
yearsOversee and provide 
support and technical 
guidance to AV projects 
and coordinate for AV 
related events of the 
Institute.
50 Assistant 
LibrarianPh.D. or NET 
or SLET/SET 
qualified. First 
Class (60% or 
above) in MLISc 
or equivalent 
qualification.Overall 8 years of 
experience with 
5 years or more 
in Pay Level 7 
or higher in an 
academic library of 
repute.Max 40 
yearsLibrary professional work 
and overall supervision of 
sections / departments of 
the library.


key: chroma:document
string_value:
21
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
51 Programmes 
Manager, 
House Keeping 
Manager, 
Public Relations 
Manager, 
Admissions 
ManagerBachelor’s degree 
in relevant field. 
Preferably Post 
Graduate Degree At least 5 years 
experience in 
supervisory level Max 45 
yearsManaging of various 
activities
52 Assistant 
Manager - 
MechanicalDiploma in 
Mechanical 
Engineering 
plus Degree 
in Mechanical 
Engineering OR 
full time Degree


key: chroma:document
string_value:
in Mechanical 
Engineering OR 
full time Degree 
in Mechanical 
Engineering 
approved by UGC/
AICTE. About 5 years of 
experience in field 
of Mechanical 
EngineeringMax 35 
yearsTo Supervise planning, 
directing, coordinating, 
and evaluating the campus 
/ township mechanical 
field related development 
& maintenance.
53 Assistant 
Manager - 
ComplianceProfessional 
Chartered 
Accountant (CA).At least 5 years of 
post-qualification 
professional 
experienceMax 35 
yearsCompliance with


key: chroma:document
string_value:
experienceMax 35 
yearsCompliance with 
Government regulations 
and Institute’s norms
Vetting of agreements and 
MOUs with donors and 
collaborators
Any other account/finance/
audit related function.
54 Assistant 
Manager - 
Hardware & 
Network B.Tech/B.E./M.C.A 
(Computer Science/
Information 
Technology/
Networking).Minimum of 5 years 
of professional 
experience in 
networking and 
field of ICT.  Min 30 
and max 
40 yearsCoordinate and manage 
Network projects. Design, 
install, test, implement,


key: chroma:document
string_value:
install, test, implement, 
document, support, 
and maintain network 
operating systems and 
services.
55 Assistant 
Manager 
- Server 
AdministratorGraduate with 
Certifications in 
Microsoft Windows 
Server and LINUX 
Administration. 
VMWare 
certification can 
be an added 
advantage.At least 5 years 
experienceMax 40 
yearsServer administration
56 Assistant 
Manager - 
Software BE/B.Tech./MCA 
degree Minimum 3 
years of relevant 
professional work 
experience.Max 35 
yearsProgramming,


key: chroma:document
string_value:
experience.Max 35 
yearsProgramming, 
implementation, testing, 
and support of web-based 
projects
57 Assistant 
Manager - 
EditorialMA or a degree in 
JournalismAt least 3 years 
experienceMax 35 
yearsEditing the Institute 
publications


key: chroma:document
string_value:
22
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
58 Executive - 
EditorialMA or a degree in 
JournalismSome experience 
in editingMax 30 
yearsEditing the Institute 
publications
59 Library 
Professional 
AssistantA Master degree 
in Library & 
Information 
Science (MLISc) 
(60% or above) Minimum two 
years’ relevant 
experience.  Max 35 
yearsLibrary professional work
60 Secretary to 
CAOMinimum post 
graduate in any 
discipline with 
minimum second


key: chroma:document
string_value:
graduate in any 
discipline with 
minimum second 
class from any 
recognised 
university.At least 5 years 
experienceMax 40 
yearsProvide support to CAO in 
his various activities
61 Assistant 
Manager- Facility 
OfficeBachelor’s degree Minimum 3 years of 
relevant experience 
in facility 
managementMax 40 
yearsAssisting the Facilities 
Manager for developing 
and implementing 
systems and procedures 
for smooth operations of 
facility management
62 Assistant 
Manager-EE 
(Marketing)Post Graduate in


key: chroma:document
string_value:
Manager-EE 
(Marketing)Post Graduate in 
Management from 
a premier Institute Minimum 3 years’ 
experienceMax 35 
yearsBuilding a pipeline of 
Customised programmes, 
both short term and 
long term for companies 
/ government across 
industries as well as 
functional areas in 
Executive Education
63 Assistant 
Manager - EE 
(eLearning) Post Graduate in 
Management from 
a premier Institute 3 years’ experience Max 35 
yearsHandling programme 
promotion, programme 
execution and other


key: chroma:document
string_value:
promotion, programme 
execution and other 
programme related tasks. 
64 Assistant 
Manager- Case 
CentreMBA or an 
equivalent Master’s 
degreeAt-least 3 years of 
relevant experienceMax 35 
yearsSupport to case centre 
65 Assistant 
Manager- S&PAny graduation with 
degree/diploma 
in Materials 
ManagementAt least 3 years 
of relevant 
experience in 
materials/logistics 
management or 
stores managementMax 35 
yearsStores & Purchase 
administration


key: chroma:document
string_value:
23
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
66 Assistant 
Manager- 
Student 
Exchange OfficePost Graduate in 
Management from 
a premier Institute Minimum 3 years’ 
experienceMax 40 
yearsHandling entire 
Students’ Exchange 
Office independently 
dealing with exchange 
of both, incoming 
as well as outgoing 
students, ensuring 
continuous development 
and expansion of the 
programme by addition of 
new prominent exchange 
partners.
67 Assistant


key: chroma:document
string_value:
new prominent exchange 
partners.
67 Assistant 
Manager- 
Advisory 
Research & 
ConferenceGraduate in any 
disciplineMinimum 3 years’ 
experienceMax 40 
yearsOrganizing Advisory, 
Research, & Conference 
Services at IIMA. 
68 Assistant 
Manager (Web) - 
Alumni Office Graduation Minimum 3 years 
of experience in 
the field of IT/
Computer/web.Max 45 
yearsAssist Manager-Alumni 
Relations & Alumni office 
Officials.
69 SAP MM 
ConsultantGraduate in any 
discipline. BE/B.
Tech desiredAt least 2 end to


key: chroma:document
string_value:
discipline. BE/B.
Tech desiredAt least 2 end to 
end implementation 
in SAP MM 
(starting from 
requirement 
gathering till 
support)Max 40 
yearsSAP Support
70 SAP HR 
ConsultantGraduate in any 
discipline. BE/B.
Tech desiredAt least 2 end to 
end implementation 
in SAP HR (starting 
from requirement 
gathering till 
support)Max 40 
yearsSAP Support
71 SAP PS 
ConsultantGraduate in any 
discipline. BE/B.
Tech desiredAt least 2 end to 
end implementation 
in SAP PS (starting 
from requirement


key: chroma:document
string_value:
in SAP PS (starting 
from requirement 
gathering till 
support)Max 40 
yearsSAP Support
72 SAP FICO 
ConsultantGraduate in any 
discipline. BE/B.
Tech desiredAt least 2 end to 
end implementation 
in SAP FICO 
(starting from 
requirement 
gathering till 
support)Max 40 
yearsSAP Support


key: chroma:document
string_value:
24
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
73 Assistant 
Manager - 
HorticulturistMinimum B.Sc. 
or B.Tech. in 
Horticulture OR 
Agriculture Reasonably good 
and relevant 
experience in 
Landscape 
Development and 
Maintenance. Max 40 
yearsSupervision of routine 
Landscape Development 
& Maintenance.
74 Assistant 
Manager - 
CommunicationsPost-Graduate/
Masters in 
Journalism/
Diploma in Mass 
Communication/
Journalism.2-4 years’ of


key: chroma:document
string_value:
Communication/
Journalism.2-4 years’ of  
experienceMax 35 
yearsDigital Marketing & Social 
Media, Content Writing
75 Assistant 
Manager - 
Company 
SecretaryGraduates with CS 
qualified.3-5 years 
of relevant 
experience.Max 40 
yearsDay-to-day management 
of IIMA, including 
compliance with legal and 
statutory requirements
76 Assistant 
Manager-
ProgrammesMinimum post 
graduate in 
management – 
MBA - (full time) 
with minimum 
second class from 
any recognised 
university.Minimum 3 
years of relevant


key: chroma:document
string_value:
university.Minimum 3 
years of relevant 
experience.Max 35 
yearsResponsible for education 
programme revenues 
by building a pipeline of 
customised programmes, 
both short term and 
long term for companies 
/ government across 
industries as well as 
functional areas.
77 Archivist Postgraduate 
diploma/ degree 
in Archives 
and Records 
Management, 
along with a 
master’s degree 
in any discipline or 
A master’s degree 
in library science 
with certification 
in archives 
managementMin two years of


key: chroma:document
string_value:
in archives 
managementMin two years of 
work experience 
in an established 
archives.Max 40 
yearsImplement IIMA’s archival 
policies. Collect, select, 
manage and preserve 
records (in any type of 
media) related to IIMA’s 
history and disseminate 
historical information 
about the Institute to larger 
community after approval.
78 Assistant 
Manager - Mail 
AdministratorMinimum graduate 
(full time) with 
minimum second 
class from any 
recognised 
university.Minimum three 
years of relevant 
experience.


key: chroma:document
string_value:
years of relevant 
experience.
Experience in 
Google Apps and 
G suite will be 
preferredMax 35 
yearsAdministers and maintains 
the organization’s email 
system i.e. Google mail, 
Google Apps and G suite.


key: chroma:document
string_value:
25
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
79 Assistant 
Manager - Hindi 
TranslatorMaster’s Degree 
in Hindi/Eng with 
Hindi/Eng as 
Optional subject 
at Degree Level or 
BA in Hindi/Eng as 
Optional subjectMinimum 3 years 
experience 
in translation 
work. Excellent 
Communication 
skill in Hindi & 
English; computer 
skillMa 30 
yearsTranslation of documents 
from English to Hindi, 
preparing documents, 
notes in Hindi
80 Executive - Help


key: chroma:document
string_value:
notes in Hindi
80 Executive - Help 
Desk Minimum graduate 
(full time) with 
minimum second 
class from any 
recognised 
university.Minimum three 
years of relevant 
experience.
The candidate 
having Technical 
Certificate like 
CompTIA A+, N+ 
will be preferred.Max 35 
yearsServe as the first point 
of contact for computer 
users seeking technical 
assistance over the phone 
or email or chat. Should 
able to resolve 50% calls 
on phone.
81 Executive - 
AccountsFull-time graduate 
degree in any


key: chroma:document
string_value:
AccountsFull-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
discipline Minimum three 
years of relevant 
experienceMax 30 
yearsAccounts administration
82 Executive - 
Programme 
CoordinatorFull-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
discipline Minimum three 
years of relevant 
experience/ 
minimum one year 
of experienceMax 30 
yearsHandling programme 
promotion, programme 
execution and other 
programme related tasks.


key: chroma:document
string_value:
execution and other 
programme related tasks. 
83 Executive - 
Programme 
AssociateMBA or an 
equivalent Master’s 
degreeMinimum two 
years of relevant 
experienceMax 30 
yearsHandling programme 
promotion, programme 
execution and other 
programme related tasks. 
84 Executive - 
Programme 
Coordinator 
(eLearning)Full-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
discipline Minimum three 
years of relevant 
experience/ 
minimum one year 
of experienceMax 30


key: chroma:document
string_value:
minimum one year 
of experienceMax 30 
yearsHandling programme 
promotion, programme 
execution and other 
programme related tasks. 
85 Executive 
-SecretarialFull-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
discipline Minimum three 
years of relevant 
experienceMax 30 
yearsTo provide Secretarial 
assistance to Faculty 
members of the Institute 
in their day-to-day 
Administrative / Teaching/
Project work and provide 
interface with different


key: chroma:document
string_value:
26
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
86 Executive - 
Marketing Full-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
discipline Minimum three 
years of relevant 
experience/ 
minimum one year 
of experienceMax 30 
yearsHandling programme 
promotion, programme 
execution and other 
programme related tasks. 
87 Executive - 
Client Accounts Full-time graduate 
degree in any 
discipline.Minimum three


key: chroma:document
string_value:
degree in any 
discipline.Minimum three 
years of relevant 
experienceMax 30 
yearsDeveloping and sustaining 
client relationship
88 Executive 
- Marketing 
(ePGP)Full-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
discipline Minimum three 
years of relevant 
experience/ 
minimum one year 
of experienceMax 30 
yearsMarketing / 
communications for the 
programme.
89 Executive 
- Marketing 
(PGPX)Full-time graduate 
degree in any 
discipline / full-time 
post graduate


key: chroma:document
string_value:
discipline / full-time 
post graduate 
degree in any 
disciplineMinimum of 3 
years’ experience 
as an independent 
marketing research/
assistant of which 
minimum one year 
in any educational 
instituteMax 35 
yearsMarketing / 
communications for the 
programme
90 Executive 
(PGPX)Full-time graduate 
degree in any 
discipline / full-time 
post graduate 
degree in any 
disciplineMinimum three 
years of relevant 
experienceMax 35 
yearsTo assist the Programme 
Manager in all activities


key: chroma:document
string_value:
Manager in all activities 
related to the office 
including programme 
administration including 
academics, outreach 
programmes, admissions 
and well-being of 
programme participants
91 Executive – 
PGP/Student 
ExchangeMBA / M.Com. / 
M.A. or Bachelor1-2 years’ 
experienceMax 35 
yearsAssisting in PGP/Student 
Exchange
92 Executive- 
Human 
Resource 
/ Stores & 
Purchase/ 
House Keeping 
/ Finance/ 
AccountsGraduate (full time) 
with first class from 
any recognised 
university or a 
post graduate


key: chroma:document
string_value:
any recognised 
university or a 
post graduate 
(full time) with 
second class from 
any recognised 
university Minimum three 
years of relevant 
experience.Max 30 
yearsAssisting in the concerned 
departments


key: chroma:document
string_value:
27
IIMA HR Policy Manual 2023Sr. 
NoName of the 
PositionQualification Experience Age Nature of Duty
93 Executive- IT 
(PGPX)BCA/MCA or 
related graduate/
post graduate 
degree in the 
field of computer 
science (full time) 
with first class from 
any recognised 
university.Minimum three (03) 
years of experienceMax 30 
yearsTo execute the IT 
specialized work in 
coordination with the 
Computer Centre
94 Executive - 
Communications 
DepartmentB.Com./B.B.A./M.
Com. or equivalent 
Degree.3 years of relevant


key: chroma:document
string_value:
Com. or equivalent 
Degree.3 years of relevant 
experienceMax 30 
yearsMaintaining the office, 
taking campus visit 
registration and performing 
office functions. This 
person also serves as 
the primary source of 
information for walk-in and 
phone participants
95 Executive 
(Accreditation 
and Ranking)Post graduate 
in management 
(MBA) or in 
Statistics (M.Sc./
MA) with minimum 
second class from 
any recognised 
universityMinimum three (03) 
years of relevant 
experienceMax 30


key: chroma:document
string_value:
years of relevant 
experienceMax 30 
yearsAdministrative duties
96 HVAC Technician Diploma in 
Mechanical 
Engineering OR ITI 
HAVC minimum 5 years 
of experience in 
similar field.40 AC Mechanic Work
* The institute may change the recruitment criteria as and when it deemed so.
SCALES OF PAY 
1. The Pay Level for various administrative positions at the Institute are as follows:
Designation Pay Level
Vice President 13A
Associate Vice President 13
General Manager/Dy. Librarian 12/12 AGP


key: chroma:document
string_value:
General Manager/Dy. Librarian 12/12 AGP
Assistant General Manager 11
Manager/Asst Librarian 10
Assistant Manager/Sr. Library Professional 6/7/8/9
Executive/Library Professional Assistant 5/4/2
Group D Staff 1/3
Other Staff Level 1


key: chroma:document
string_value:
28
IIMA HR Policy Manual 2023
7TH CPC PAY MATRIX
Pay 
Band5200-20200 9300-34800 15600-39100 37400-6700067000-
7900075500-
8000080000 90000
Grade 
Pay1800 1900 2000 2400 2800 4200 4600 4800 5400 5400 6600 7600 8700 8900 10000
Level 1 2 3 4 5 6 7 8 9 10 11 12 13 13A 14 15 16 17 18
1 18000 19900 21700 25500 29200 35400 44900 47600 53100 56100 67700 78800 123100 131100 144200 182200 205400 225000 250000
2 18500 20500 22400 26300 30100 36500 46200 49000 54700 57800 69700 81200 126800 135000 148500 187700 211600


key: chroma:document
string_value:
3 19100 21100 23100 27100 31000 37600 47600 50500 56300 59500 71800 83600 130600 139100 153000 193300 217900
4 19700 21700 23800 27900 31900 38700 49000 52000 58000 61300 74000 86100 134500 143300 157600 199100 224400
5 20300 22400 24500 28700 32900 39900 50500 53600 59700 63100 76200 88700 138500 147600 162300 205100
6 20900 23100 25200 29600 33900 41100 52000 55200 61500 65000 78500 91400 142700 152000 167200 211300


key: chroma:document
string_value:
7 21500 23800 26000 30500 34900 42300 53600 56900 63300 67000 80900 94100 147000 156600 172200 217600
8 22100 24500 26800 31400 35900 43600 55200 58600 65200 69000 83300 96900 151400 161300 177400 224100
9 22800 25200 27600 32300 37000 44900 56900 60400 67200 71100 85800 99800 155900 166100 182700
10 23500 26000 28400 33300 38100 46200 58600 62200 69200 73200 88400 102800 160600 171100 188200
11 24200 26800 29300 34300 39200 47600 60400 64100 71300 75400 91100 105900 165400 176200 193800


key: chroma:document
string_value:
12 24900 27600 30200 35300 40400 49000 62200 66000 73400 77700 93800 109100 170400 181500 199600
13 25600 28400 31100 36400 41600 50500 64100 68000 75600 80000 96600 112400 175500 186900 205600
14 26400 29300 32000 37500 42800 52000 66000 70000 77900 82400 99500 115800 180800 192500 211800
15 27200 30200 33000 38600 44100 53600 68000 72100 80200 84900 102500 119300 186200 198300 218200
16 28000 31100 34000 39800 45400 55200 70000 74300 82600 87400 105600 122900 191800 204200


key: chroma:document
string_value:
17 28800 32000 35000 41000 46800 56900 72100 76500 85100 90000 108800 126600 197600 210300
18 29700 33000 36100 42200 48200 58600 74300 78800 87700 92700 112100 130400 203500 216600
19 30600 34000 37200 43500 49600 60400 76500 81200 90300 95500 115500 134300 209600
20 31500 35000 38300 44800 51100 62200 78800 83600 93000 98400 119000 138300 215900
21 32400 36100 39400 46100 52600 64100 81200 86100 95800 101400 122600 142400
22 33400 37200 40600 47500 54200 66000 83600 88700 98700 104400 126300 146700


key: chroma:document
string_value:
29
IIMA HR Policy Manual 2023Pay 
Band5200-20200 9300-34800 15600-39100 37400-6700067000-
7900075500-
8000080000 90000
Grade 
Pay1800 1900 2000 2400 2800 4200 4600 4800 5400 5400 6600 7600 8700 8900 10000
Level 1 2 3 4 5 6 7 8 9 10 11 12 13 13A 14 15 16 17 18
23 34400 38300 41800 48900 55800 68000 86100 91400 101700 107500 130100 151100
24 35400 39400 43100 50400 57500 70000 88700 94100 104800 110700 134000 155600
25 36500 40600 44400 51900 59200 72100 91400 96900 107900 114000 138000 160300


key: chroma:document
string_value:
26 37600 41800 45700 53500 61000 74300 94100 99800 111100 117400 142100 165100
27 38700 43100 47100 55100 62800 76500 96900 102800 114400 120900 146400 170100
28 39900 44400 48500 56800 64700 78800 99800 105900 117800 124500 150800 175200
29 41100 45700 50000 58500 66600 81200 102800 109100 121300 128200 155300 180500
30 42300 47100 51500 60300 68600 83600 105900 112400 124900 132000 160000 185900
31 43600 48500 53000 62100 70700 86100 109100 115800 128600 136000 164800 191500


key: chroma:document
string_value:
32 44900 50000 54600 64000 72800 88700 112400 119300 132500 140100 169700 197200
33 46200 51500 56200 65900 75000 91400 115800 122900 136500 144300 174800 203100
34 47600 53000 57900 67900 77300 94100 119300 126600 140600 148600 180000 209200
35 49000 54600 59600 69900 79600 96900 122900 130400 144800 153100 185400
36 50500 56200 61400 72000 82000 99800 126600 134300 149100 157700 191000
37 52000 57900 63200 74200 84500 102800 130400 138300 153600 162400 196700


key: chroma:document
string_value:
38 53600 59600 65100 76400 87000 105900 134300 142400 158200 167300 202600
 39 55200 61400 67100 78700 89600 109100 138300 146700 162900 172300 208700
40 56900 63200 69100 81100 92300 112400 142400 151100 167800 177500


key: chroma:document
string_value:
30
IIMA HR Policy Manual 20231. The three groups of administrative staff at the Institute based on their pay levels and the 
respective appointing authorities for them are as follows:
Sr.
NoPay level of posts Appointing Authority
1 Administrative Staff in Pay Level 11 and 
aboveDirector
2 Administrative Staff in Pay Level 6 to Pay 
Level 10Chief Administrative Officer (Authority 
delegated by the Director)
3 Administrative Staff in Pay Level 5 and 
below.Associate Vice President – HR (Authority


key: chroma:document
string_value:
below.Associate Vice President – HR (Authority 
sub-delegated by the Director)
2. The initial appointment for all the position will be on Tenure Based Scaled Contract. Institute 
will offer salary and other allowances as per scale fixed for the Tenure Based Scaled Contract 
appointment.
3. The employee appointed on Tenure Based Scaled Contract will be given leave as given to 
a permanent employee. He/she will be eligible for other benefits like LTC and dispensary 
facility.


key: chroma:document
string_value:
facility.
4. Notwithstanding anything contained above, the Institute shall, if it is in the interest of the 
Institute to do so, have absolute right to end the tenure an employee by giving him/her 
not less than the notice as mentioned in his/her appointment letter in writing or pay and 
allowances in lieu of such notice.
5. In case of any conversion from outsourcing to Tenure Based Scaled Contract, approval from 
the Director will be mandatory.


key: chroma:document
string_value:
the Director will be mandatory.
6. Any internal candidate if selected for a position higher than his/her current position, will be 
paid appropriate honorarium/additional charge allowance beside the salary to compensate 
for the higher responsibility. In case the position is temporary, the honorarium/ additional 
charge allowance will be paid till the period Institute has a requirement. Once the requirement 
is over, theperson will be placed at the same position or appropriate position as per his/her


key: chroma:document
string_value:
current level.
7. The permanent and Tenure Based Scaled Contract employees of the Institute will be eligible 
to House Rent and Dearness Allowances as sanctioned by the Board of Governors from time to 
time. These are at present at par with those for the Central Government employees stationed 
at Ahmedabad.
CHAPTER 4
APPOINTMENTS


key: chroma:document
string_value:
31
IIMA HR Policy Manual 20238. Selection and compensation of employees shall be made without distinction as to race, sex, or 
religion. 
9. Without prejudice to the recruitment of fresh talent at all levels, full regard will be given, at 
the time of recruitment, to the qualifications and experience of persons already in the service 
of the Institute for the position.
10. The recruitment & selection will comply with the Government guidelines on Reservations.


key: chroma:document
string_value:
11. Every employee at the time of his/her appointment will be examined by a Medical Officer 
approved by the Institute, and his/her appointment will be subject to a satisfactory medical 
report, unless it is decided by the appointing authority to waive defects, if any, pointed out by 
the medical officer. The cost of the medical examination will be borne by the Institute.
12. An employee, should not, without the written permission of Director be engaged directly


key: chroma:document
string_value:
or indirectly in any trade, business or occupation or any other remunerative commitment. 
However, serving as a member on the Board of Directors of any company and receiving a 
sitting fee for the Board meeting is permitted subject to the approval of the Board/Director.
13. Address of the Employee: The employee must inform the Institute of his local residential 
address, permanent address and address for correspondence in writing. In case of any


key: chroma:document
string_value:
change in residential address or address for correspondence, the  Institute should be notified 
in writing failing which the last address shall be considered as correspondence address.
14. The age of retirement from the service of the Institute will be 60 years for Staff. 
15. IIMA will record the age of every employee at the time of his/her employment and the entry 
of age in the personnel file is to be attested by the employee. Employees are required for this


key: chroma:document
string_value:
purpose, to produce any of the following documents in proof of their age:
a. Birth Certificate
b. School Leaving Certificate
c. Passport
16. Every non-faculty employee is liable to be transferred from one position to another equivalent 
position; from one department/section to another department/section either temporarily or 
permanently at the discretion of the Institute, without any additional remuneration or by way


key: chroma:document
string_value:
of increase in pay or allowances.  In such a transfer, terms and conditions prevailing in the 
new placement will be applicable; however, his/her seniority will not be affected.
17. No employee can during his/her service with the Institute:
a. Voluntarily or otherwise engage in giving information or advice on matters relating to 
the activities of the Institute
b. Take office files and documents, books and other property belonging to IIMA or


key: chroma:document
string_value:
relating to IIMA’s affairs outside the Institute premises unless he/she is authorised by 
the Institute to do so.
c. Except in the ordinary course of his/her duties, disclose any secrets, secret information 
or any other information or matter concerning the operations of the Institute which is 
in the nature of a trade or business secret
d. Communicate to public papers, journals, pamphlets or leaflets or cause to be disclosed


key: chroma:document
string_value:
at any time any information or documents official or otherwise, relating to the Institute 
except with prior approval of the Director.


key: chroma:document
string_value:
32
IIMA HR Policy Manual 2023Instructions:
(Please read the following instructions carefully before filling in the form)
a) The form is to be filled in his/her own handwriting
b) Please attach photocopies of relevant certificates to the extent conveniently possible.
I. PERSONAL DATA
Name in full (IN BLOCK LETTERS)
First name _________________________________ Middle _______________________________
Surname _______________________________________________________________________


key: chroma:document
string_value:
Parent’s Name ( Specify Whether Mother/Father) :
Spouse’s name :
Change in name if any and reason thereof :
Present Address : Permanent Address:
Landline : Landline :
Mobile : Mobile :
Emergency Contact No: Email:
Please attach Rent Agreement if not staying in own house:
Date of Birth :      Age : Height : Weight :
Identification marks:
1)
2)Place of Birth : State Gender :
Religion*: Caste* : Sub Caste* : Blood Group* :
Whether Minority* :


key: chroma:document
string_value:
Whether Minority* :
Physically Challenged (Orthopedically/ Visually/Hearing Impaired), “ if yes then %thereof” :
*This data is requested as per Government of India norms.
Do you belong to Scheduled Caste/Tribe/OBC/PH/Gen ?  Yes/No
(If yes, please attach certificate to that effect.)


key: chroma:document
string_value:
33
IIMA HR Policy Manual 2023Nationality: Nationality of Spouse:
Do you hold Dual Citizenship ? If so, mention :                                   (attach proof)  
Passport No (if any) :
Aadhar Card No : PAN Card :
Mother tongue :
Knowledge of Indian and foreign languages (fluently, reasonably, with difficulty)
Language Speak Read Write
Did you suffer from any major illness/accident/surgery? If so, mention the nature of illness(es) and 
the dates of your disability.


key: chroma:document
string_value:
the dates of your disability.
Mention whether you suffer from any physical defect, disability of a permanent nature, 
or chronic illness/accident.
II. EDUCATION (Matriculation onwards) [Attach Certificates/marksheets]
From 
(Year)To
(Year)Board/ 
University/
InstitutionDegree/ 
QualificationClass/
GradeMajor Subject/
Specialization Remarks


key: chroma:document
string_value:
34
IIMA HR Policy Manual 2023III.  TECHNICAL QUALIFICATIONS/ COMPUTER PROFICIENCY, IF ANY  
       [Attach Certificates/marksheets]
From 
(Year)To
(Year)University/
InstitutionDegree/ 
QualificationClass/
GradeMajor Subject/
Specialization Remarks*
IV. EXPERIENCE: [attach certificate for each one] (Descending Order)
From
(dd-mm-yy)To
(dd-mm-yy)Organization PositionNature of jobReasons
for
leaving


key: chroma:document
string_value:
35
IIMA HR Policy Manual 2023V.  Awards/ Honours if any:
VI. PROFESSIONAL MEMBERSHIP
     Please give details of membership of academic/professional/other organization.
Organization Nature of Membership
VII. REFERENCES : (Give names and particulars of Two prominent persons who may be 
approached for opinion about your candidature.  The referees should not be related to you, and 
should have known to you personally (eg teacher, employer, immediate supervisor)
1) Name : 2) Name :


key: chroma:document
string_value:
1) Name : 2) Name : 
         Designation :          Designation :
         Address:          Address:
         Contact No:
         Email id :         Contact No:
         Email id :
VII. FAMILY DETAILS : 
MARITAL STATUS :     Single              Married           Widow           Widower        Divorcee 
Name  Date of Birth/Age Occupation Income
(1) Spouse 
(2) Children (If any) 1)
2)
(3) Father
(4) Mother
(5) Brother / Sister
(6) Other Family 
Member


key: chroma:document
string_value:
36
IIMA HR Policy Manual 2023IX .  DETAILS OF HOME TOWN
Home Town Declared City StateNearest Railway 
Station
X. Declaration by employee for claiming reimbursement of Medical Expenses for dependent 
parent/minor brother/sister
Name of 
DependentDate of 
BirthRelationship 
with the 
EmployeeMarital 
StatusWhether 
earning? If 
yes, state 
monthly 
income*Name and address 
of Employer #
* Salary/Wages/Pension/Dividend/Interest/Property. 
# Whether Private / Public Sector / Autonomous Body / Govt. Service.


key: chroma:document
string_value:
I hereby certify that, 
1. I am unmarried / a widower / a widow.
2. I am married and have one living spouse.
3 my father/mother is/are dependent / not dependent on me and their monthly income from all sources is not more 
than Rs.9000/-.  They are residing / not residing with me.
4. My spouse is working in ____________________ and his/her gross monthly salary is Rs.___________ (if he/she is 
employed with any Private / Public Sector / Autonomous Body / Govt. Service, please produce the certificate from


key: chroma:document
string_value:
his / her employer that he / she is not availing Medical/LTC facility there.) 
5. I solemnly affirm that the above declaration is true and correct. 
Note:  Strike out, whichever is not applicable, from above.


key: chroma:document
string_value:
37
IIMA HR Policy Manual 2023X.  Declaration by employee for claiming reimbursement of LTC for dependent parent/minor 
brother/sister
Name of 
DependentDate of 
BirthRelationship 
with the 
EmployeeMarital 
StatusWhether 
earning? If 
yes, state 
monthly 
income*Name and address 
of Employer #
* Salary/Wages/Pension/Dividend/Interest/Property.  
# Whether Private / Public Sector / Autonomous Body / Govt. Service. 
I hereby certify that, 
1. I am unmarried / a widower / a widow.


key: chroma:document
string_value:
1. I am unmarried / a widower / a widow.
2. I am married and have one living spouse.
3. my father/mother is/are dependent / not dependent on me and their monthly income from all sources is not 
more than Rs.9000/-. They are residing / not residing with me.
4. My spouse is working in ____________________ and his/her gross monthly salary is Rs.___________ (if 
he/she is employed with any Private / Public Sector / Autonomous Body / Govt. Service, please produce the


key: chroma:document
string_value:
certificate from his / her employer that he / she is not availing Medical/L TC facility there.) 
5. I solemnly affirm that the above declaration is true and correct. 
Note:  Strike out, whichever is not applicable, from above.


key: chroma:document
string_value:
38
IIMA HR Policy Manual 2023XI DECLARATION OF RESIDENCE:
I, the undersigned,…………………………………………….  herewith declare that I am residing at the 
following address since………………………….
Address ………………………………………………………………………………………………………
               ………………………………………………………………………………………………
I further declare that :
1) The above accomodation is my /our own  
2) The above accomodation is on rental basis 
3) I am staying in the Institute’s Campus Quarters 
4) I am sharing acommodation provided by the Central/State Govt/PSU/


key: chroma:document
string_value:
Stautory Body/RBI/or any Nationalized Bank with my spouse/other close relative/s.
 (Tick whichever is applicable)
I certify that the particulars given in the application form are true to the best of my knowledge and 
belief.  I agree to abide by the decision of the Institute’s authorities on all matters regarding the same.
Place :        Sign :
Date :        Name :    
---------------------------------------------------------------------------------------------------------------------------------------


key: chroma:document
string_value:
FOR OFFICE USE ONLY
Name of the employee :
Employee Code : Appointed as :
Group :       A        B             C          D Department : 
Date of Joining : Appointment upto :
Pay Level:
Assistant General Manager- Accounts
This is for your kind information and necessary action/record.
___________                     ___________________
Manager - HR                            Associate Vice President-HR
Following Documents to be attached
1) Name change certificate if any
2) Rent Agreement if any


key: chroma:document
string_value:
2) Rent Agreement if any
3) Caste Certificate if any
4) Certificate of Physical Defect, if any
5) Proof of Dual Citizenship, if any
6) Copy of Passport
7) Copy of PAN Card
8) Copy of Aadhar Card
9) Copies of Educational  & Technical / Computer Qualifications


key: chroma:document
string_value:
39
IIMA HR Policy Manual 2023DECLARATION
I, hereby declare that the information provided by me to the 
institute in my job application and thereafter is correct to the best 
of my knowledge and belief. If anything found incorrect or has 
any discrepancies, the institute has the right to terminate my 
appointment at any given time without assigning any reason.  I 
also know that providing wrong/fake information or certificate to 
the institute is punishable under court of law.
        
(Name & Signature)


key: chroma:document
string_value:
40
IIMA HR Policy Manual 2023JOINING REPORT
To 
Associate Vice President-HR  
IIM Ahmedabad
Through: 
Dear Sir
Thank you very much for your letter appointing me to the post of _____________________________
in this Institute.  I accept the terms and conditions mentioned therein.
I am joining my duties at the Institute today, i.e. _________________________________ (forenoon)
Thank you,
Yours faithfully,
Signature:  ____________________________________
Name       :  __________________________________


key: chroma:document
string_value:
41
IIMA HR Policy Manual 2023Indian Institute of Management Ahmedabad
Common Nomination Form for Gratuity, Leave Encashment, General/Contributory Provident Fund, GSLIS, Group Accident Policy and Group Term 
Insurance Policy (when introduced)
I, ..........................................................................................., having Emp. No………………....., hereby nominate the person/persons mentioned below and


key: chroma:document
string_value:
confer on him/her/them right to receive, in the event of my death, to the extent specified below , amount on account of the following:
i. gratuity payment due, if any 
ii. leave encashment amount due, if any
iii. amount that may stand to credit in the General/Contributory Provident Fund, as applicable 
iv. amount due under Group Savings and Life Insurance Scheme, if any
v. amount due under the Group Accident Policy
vi. amount due under the Group Term Insurance Policy
Name, date of birth 
(DOB) and address


key: chroma:document
string_value:
Name, date of birth 
(DOB) and address 
of the nomineeRelation-
ship with
employeeType of 
BenefitShare 
to be 
paid
to eachIf nominee is 
minor, name, 
DOB and 
address of 
person who 
may receive 
the amount 
on behalf of 
minorName, DOB, 
relationship 
and address 
of alternate 
nominee in case 
the nominee 
under Column 
(1) predeceases 
the employee/ 
pensionerShare 
to be 
paid 
to 
eachName, DOB and address 
of person who may 
receive the  amount if 
alternate nominee in Col.


key: chroma:document
string_value:
alternate nominee in Col. 
(6) is a minorContingency on 
happening of which 
nomination shall  
become invalid
1 2 3 4 5 6 7 8 9


key: chroma:document
string_value:
42
IIMA HR Policy Manual 2023
Name, date of birth 
(DOB) and address of the 
nomineeRelation-
ship with
employeeType of 
BenefitShare 
to be 
paid
to 
eachIf nominee is 
minor, name, 
DOB and 
address of 
person who 
may receive 
the amount 
on behalf of 
minorName, DOB, 
relationship 
and address 
of alternate 
nominee in case 
the nominee 
under Column 
(1) predeceases 
the employee/ 
pensionerShare 
to be 
paid 
to 
eachName, DOB and address 
of person who may 
receive the  amount if


key: chroma:document
string_value:
of person who may 
receive the  amount if 
alternate nominee in Col. 
(6) is a minorContingency on 
happening of which 
nomination shall  
become invalid
1 2 3 4 5 6 7 8 9
These nominations supersede any nominations made by me earlier.
 Place:                                Signature of Employee 
Date:                     Email ID:
Telephone No.:


key: chroma:document
string_value:
Telephone No.:
Note 1: The employee shall draw lines across the blank space below the last entry to prevent the  insertion of any name after he/she has signed. The nominee(s)/alternate 
nominee(s)’ shares together should cover the whole amount.
Note 2:  Employee need to sign on each page. In case of change in nominations, the form has to be filled again and submitted to HR office.


key: chroma:document
string_value:
-------------------------------------------------------------------------------------------------T o be filled by HR Office-----------------------------------------------------------------
Received the nomination form on ……......................................................………..
Signature of Authorised Personnel from HR Office……….........................................


key: chroma:document
string_value:
The authorised personnel in HR Office should give a copy of this form to the employee who should keep it in safe custody so that it may come into the possession 
of the beneficiaries in the event of his/her death. Original copy will be maintained in employees’  personal file.


key: chroma:document
string_value:
43
IIMA HR Policy Manual 2023Proforma to elicit information for Group Medical Insurance Scheme 
(GMIS) for IIMA employees 
 
01 Name of Employee 
Date of Joining
02 Employee Code No
03 Date of Birth (as per Institute’s record)
04 Completed age as on ___________
05 Sex        ¨ Male                      ¨ Female
06 Residential Address
07 Name of Spouse
08 **Date of Birth (as per municipal record)
09 Completed age as on 31.12.20__
10 Sex ¨ Male o Female


key: chroma:document
string_value:
10 Sex ¨ Male o Female
* Applicable to First 2 children up to the age of 25 only
10 Name of Dependant* Child (1)
11 **Date of Birth (as per School records)
12 Sex ¨ Male ¨ Female
13 Marital Status ¨ Married ¨ Unmarried
14 Employment Status ¨ Employed ¨ Unemployed
15 Name of Dependant* Child (2)
16 **Date of Birth (as per School records)
17 Sex ¨ Male ¨ Female 
18 Marital Status ¨ Married ¨ Unmarried
19 Employment Status ¨ Employed ¨ Unemployed


key: chroma:document
string_value:
19 Employment Status ¨ Employed ¨ Unemployed
* Unmarried and/or unemployed sons and daughters up to the age of 25 only.
** Please attach attested proof of date of birth.
Signature of the Employee


key: chroma:document
string_value:
45
IIMA HR Policy Manual 2023
All employees of the IIMA are expected to follow the rules and regulations of the Institute as 
promulgated and modified from time to time. 
SPEECHES/ PRESENT ATIONS IN PUBLIC SEMINARS/ CONFERENCES
1. Non-faculty employees are required to seek prior approval from Institute for making speeches 
and presentations in public seminars and conferences mentioning following details:
i. Date and venue of the Seminars/Conferences
ii. Purpose and theme of the Seminars/Conferences


key: chroma:document
string_value:
ii. Purpose and theme of the Seminars/Conferences
iii. Brief outline of the proposed presentation/speech
iv. Likely audience
v. Reason for participation
2. After participation in the seminar, the  employee will be required to submit a report  on the 
same.
COMMUNICATIONS TO THE MEDIA
1. The Communication Department of the IIMA will manage all communications with the 
press, in coordination with Director. Direct interaction with the Press will be handled by the


key: chroma:document
string_value:
Director. All queries from the media either through their representatives or otherwise should 
be referred to the General Manager - Communications.
2. An  employee will deal directly with media on IIMA related matters, only after proper 
authorization to do so.
3. The  use of internet or any other social media to reveal sensitive information is not allowed.
PROTECTION & PROPER USE OF IIMA ASSETS
1. All employees are expected to  be responsible and efficient in their use of IIMA’s assets. All


key: chroma:document
string_value:
assets of the Institute shall be used only for legitimate business purposes.
2. Theft, carelessness, and waste of resources will be viewed seriously. CHAPTER 5
GENERAL CONDUCT, ETHICS &  
DISCIPLINARY ACTION


key: chroma:document
string_value:
46
IIMA HR Policy Manual 2023DRUGS/SMOKING/ALCOHOL/WEAPONS
1. An employee taking drugs/consuming alcohol/smoking in office or found to possess weapons 
in office will be committing a disciplinary offence, which will be dealt with in accordance with 
the Institute’s Disciplinary Action Procedure.
2. An employee may be, on reasonable suspicion, asked to undergo drug/alcohol testing. Refusal 
to comply with the directive may result in termination of the employee’s services with the 
Institute. 
CONDUCT RULES


key: chroma:document
string_value:
Institute. 
CONDUCT RULES
[DO’S] – EVERY EMPLOYEE SHALL
1. Maintain absolute integrity at all times.
2. Maintain absolute devotion to duty at all times.
3. Maintain independence and impartiality in the discharge of duties.
4. Maintain a responsible and decent standard of conduct in private life.
5. Render prompt and courteous service to the public.
6. Observe proper decorum on and off the workplace.
7. Promptly report to superiors civil/criminal procedures against him/her, if any, in a Court of


key: chroma:document
string_value:
Law and the circumstances connected therewith.
8. Keep away from demonstrations organised by political parties.
9. Maintain political neutrality in their official dealings involving the Institute.
10. Avoid habitual indebtedness or insolvency.
11. Act in accordance with Institute policies
12.  Mainting courtesy while dealing with the general public 
[DON’TS] NO EMPLOYEE SHALL
1. Indulge in acts detrimental to the interest of IIMA.
2. Adopt dilatory tactics in his/her dealings with the public.


key: chroma:document
string_value:
3. Practice untouchability.
4. Associate himself/herself with any banned organizations. 
5. Join any association or demonstration whose objects or activities are prejudicial to the 
interest of the sovereignty and integrity of India, public order or morality.
6. Accept lavish or frequent hospitality from any individual, industrial or commercial firms, 
organizations, etc., having official dealings with him/her.
7. Lend money to or borrow money from or deposit money as a member or agent, with any


key: chroma:document
string_value:
person, firm or private company with whom he/she is likely to have official dealings. 
8. Approach subordinates for standing surety for loans taken from private sources either by 
him/her, relations, or friends.
9. Appear in public place in a state of intoxication.


key: chroma:document
string_value:
47
IIMA HR Policy Manual 202310. Indulge in any act of sexual harassment of any kind at workplace.
11. Enter into any private correspondence with Foreign Embassies or Missions/High Commissions.
12. Willful insubordination or disobedience, whether alone or in combination with others to any 
lawful and reasonable order of a supervisor.
13. Theft, or dishonesty in connection with the Institute’ activities or property.
14. Willful damage to or loss of the Institute’s goods or property.


key: chroma:document
string_value:
15. Taking or giving bribes or any illegal gratification.
16. Habitual late attendance.
17. Habitual breach of any law applicable at the Institute.
18. Habitual negligence or neglect of work.
19. Frequent repetition of any misconduct or omission.
20. Striking work or inciting others to strike work.
21. Contravention of the provisions of any law, or rule having the    force of law.
22. Acting in a manner prejudicial to the interests of the Institute.


key: chroma:document
string_value:
23. Drunkenness or riotous or disorderly or indecent behaviour in the premises of the Institute or 
outside such premises where such behavior is related to or connected with the employment.
24. Gambling within the premises of the office or other place of work, where it is prohibited. 
25. Smoking within the premises of the Office or other place of work, where it is prohibited.
26. Collection, without the permission of the competent authority, of any money (within the


key: chroma:document
string_value:
premises of the Institute) except as sanctioned by any law of the land for the time being in 
force or rules of the Institute.
27. Sleeping while on duty.
28. Commission of any act which amounts to a criminal offence involving moral turpitude.
29. Absence from the employee’s appointed place of work without permission or sufficient cause. 
30. Commission of any act subversive of discipline or good behavior.
31. Willful and prolonged absence from duty without reasonable cause.


key: chroma:document
string_value:
32. Neglect of his/her spouse and family in a manner unbecoming of an employee of the Institute.
33. Failure to maintain a responsible and decent standard of conduct in private life, thereby 
bringing discredit to the Institute.
34. Having obtained an advance from the Institute for a specific purpose such as building a house, 
purchase of conveyance, leave travel or for any other declared purpose, but not utilizing the


key: chroma:document
string_value:
advance for the intended purpose within the period specified and diverting the money for any 
other use.
35. Any act unbecoming of an employee of the Institute.
36. Assaulting or abusing or insulting any of the officers or employees of the Institute within the 
premises of office or other place of work or outside.


key: chroma:document
string_value:
48
IIMA HR Policy Manual 202337. Interference in the work of other employees.
38. Approaching higher authorities direct or through other persons for promotion or any other 
personal favor or gain except through proper channel.
39. Writing of anonymous or pseudonymous letter criticizing the Management or any other 
Manager/ employee of the Institute.
40. Spreading false rumors or giving false information or making defamatory statements (written


key: chroma:document
string_value:
or oral) which tend to bring the Management or its Managers into disrepute.
41. Carrying on money-lending, or any other private business.
42. Willful failure to appear before Medical Board, when called upon to do so.
43. Abetment of or attempt at abetment of any act which amounts to misconduct.
EMPLOYEE ARRESTED FOR CRIMINAL OFFENCE
1. An employee who is arrested on a criminal charge or is detained in pursuance of any process


key: chroma:document
string_value:
of law, may, if so directed by the competent authority, be considered as being or having been 
under suspension from the date of his detention, up to such date or during such other period, 
as the competent authority may direct. 
2. Any payment made to such employee shall be subject to adjustment of his/her pay and 
allowances which shall be made according to the circumstances of the case and in the light of 
the decision as to whether such period is to be accounted for as the period of duty or leave.


key: chroma:document
string_value:
3. Full pay and allowances will be admissible only if the employee:
a) is treated as on duty during such period; and
b) is acquitted of all blame or satisfies the competent authority in the case of his release 
from detention or his detention being set aside by the Competent Judiciary Authority, 
that he/she had not been guilty of improper conduct resulting in his detention.
4. An employee shall be liable to dismissal for any of the other charges if he/she is committed


key: chroma:document
string_value:
to prison for a criminal offence or is convicted for an offence which in the opinion of the 
competent authority, either involves gross moral turpitude or has a bearing on any of the 
affairs of IIMA or on the discharge by the employee of his duties in the IIMA; the decision of 
the Director in this respect shall be conclusive and binding on the employee.
5. Where the absence of an employee from duty without leave or his overstay is due to his


key: chroma:document
string_value:
having been arrested on criminal charges or due to his having been detained in pursuance of 
any process of law, the employee shall be treated as having absented himself/herself without 
leave or, as the case may be, overstayed, otherwise than under circumstances beyond his 
control
SEXUAL HARASSMENT 
The Institute has set up an Internal Committee known as the Committee for Managing Gender 
Issues (CMGI) in accordance with the Act and related rules and regulations applicable to higher


key: chroma:document
string_value:
educational and technical institutions. The objective of CMGI goes beyond what is mandated by 
the Act and rules: CMGI is not only confined to dealing with complaints of Sexual Harassment 
towards women but also towards members of other genders and to work for creating awareness, 
sensitization, counselling, and educating about gender issues.


key: chroma:document
string_value:
49
IIMA HR Policy Manual 2023The CMGI Policy will be followed in conjunction with the Sexual Harassment of Women at 
Workplace (Prevention, Prohibition and Redressal) Act, 2013 (14 of 2013) and other relevant 
guidelines. 
1. OBJECTIVES OF CMGI
a) Creating a campus free from discrimination, harassment, retaliation or sexual assault 
at all levels; 
b) Proactively move to curb all forms of sexual harassment of employees and students;


key: chroma:document
string_value:
c) Create awareness about what constitutes sexual harassment including hostile 
environment harassment and quid pro quo harassment;
d) Organize gender sensitization programmes and workshops for the faculty, Managers, 
functionaries associated with IIMA, and students, to ensure knowledge and awareness 
of the rights, entitlements and responsibilities enshrined in the Act, Rules, Regulations, 
and under this Policy;
e) Act decisively against all gender based harassment perpetrated against employees


key: chroma:document
string_value:
and students primarily women employees and students and with the recognition that 
some male students and students of the third gender are vulnerable to many forms of 
sexual harassment and humiliation and exploitation and thus extend services to them 
as well;
f) Be responsible to initiate all proceedings as required by law to punish those guilty of 
sexual harassment within IIMA Campus.
2. DEFINITIONS (FOR THE PURPOSE OF CMGI)
 In these regulations, unless the context otherwise requires:


key: chroma:document
string_value:
a) “Complainant” means in relation to the campus, a woman of any age whether 
employed or not who alleges to have been subjected to any act of sexual harassment 
by the respondent. For avoidance of any doubt, Complainant also includes genders 
other than women. All Sexual Harassment complaints of genders other than women 
will be dealt with in accordance with clause 6 of the Policy.
b) ‘ Act’ means the Sexual Harassment of Women at Workplace (Prevention, Prohibition 
and Redressal) Act, 2013 (14 of 2013).


key: chroma:document
string_value:
and Redressal) Act, 2013 (14 of 2013).
c) “Campus” means the physical location of the Indian Institute of Management 
Ahmedabad (IIMA) and its related institutional facilities like libraries, laboratories, 
lecture halls, residences, halls, toilets, student centres, hostels, dining halls, stadiums, 
parking areas, parks-like settings and other amenities like health centres, canteens, 
Bank counters, Post Office, milk booth etc., visited by the students, workers and


key: chroma:document
string_value:
employees. Campus also includes extended campus and covers within its scope places 
visited by the students and employees of the IIMA including transportation provided 
for the purpose of commuting to and from the institution, the locations outside the 
institution on field trips, internships, study tours, excursions, short-term placements, 
places used for camps, cultural festivals, sports meets, participating in meetings and 
conferences, and such other activities.


key: chroma:document
string_value:
50
IIMA HR Policy Manual 2023d) “Covered Individuals” are persons who have engaged in protected activity (defined 
in clause f) such as filing a sexual harassment charge, or who are closely associated 
with an individual who has engaged in protected activity and such person can be an 
employee or a fellow student or guardian of the offended person;
e) “Employee” means a person employed at a workplace for any work on regular,


key: chroma:document
string_value:
temporary, ad hoc or daily wage basis, either directly or through an agent, including 
a contractor, with or, without the knowledge of the principal employer, whether for 
remuneration or not, or working on a voluntary basis or otherwise, whether the 
terms of employment are express or implied and includes a co-worker, a contract 
worker, probationer, trainee, apprentice or called by any other such name;  employee 
also includes, for the purpose of this Policy trainee, apprentice (or called by any


key: chroma:document
string_value:
other name), interns, volunteers, teaching  assistants, research assistants, whether 
employed or not, including those involved in field studies, projects, short-visits and 
camps;
f) “Protected Activity” includes reasonable opposition to a practice believed to violate 
sexual harassment laws on behalf of oneself or others such as participation in sexual 
harassment proceedings, cooperating with an internal investigation or alleged sexual


key: chroma:document
string_value:
harassment practices or acting as a witness in an investigation by an outside agency 
or in litigation;
g) “Sexual Harassment” means:
(i) “ An unwanted conduct with sexual undertones if it occurs or which is 
persistent and which demeans, humiliates or creates a hostile and intimidating 
environment or is calculated to induce submission by actual or threatened 
adverse consequences and includes any one or more or all of the following 
unwelcome acts or behavior (whether directly or by implication), namely:


key: chroma:document
string_value:
(a) any unwelcome physical, verbal or non-verbal conduct of sexual nature;
(b) demand or request for sexual favours;
(c) making sexually coloured remarks
(d) physical contact and advances: or
(e) showing pornography.
(ii) any one (or more than one or all) of the following circumstances, if it occurs 
or is present in relation or connected with any behavior that has explicit or 
implicit sexual undertones:
(a) implied or explicit promise of preferential treatment as quid pro quo for 
sexual favours;


key: chroma:document
string_value:
sexual favours;
(b) implied or explicit threat of detrimental treatment in the conduct of 
work;
(c) implied or explicit threat about present or future status of the person 
concerned;
(d) creating an intimidating offensive or hostile learning environment;


key: chroma:document
string_value:
51
IIMA HR Policy Manual 2023(e) humiliating treatment likely to affect the health, safety dignity or physical 
integrity of the person concerned;
(h) “Student” means a person duly admitted and pursuing a programme of 
study either through regular mode or distance mode, including short-
term training programmes at IIMA;
 Provided that a student of other institute/university/college who comes 
to IIMA as a participant of any programme, academic or cultural event or


key: chroma:document
string_value:
on a personal visit, shall be treated as a student of IIMA for the purposes 
of this Policy. 
(i) “Third Party Harassment” refers to a situation where sexual harassment 
occurs as a result of an act or omission by any third party or outsider, 
who is not an employee or a student of IIMA, but a visitor to IIMA in some 
other capacity or for some other purpose or reason;
(j) “Victimization” means any unfavourable treatment meted out to a person 
with an implicit or explicit intention to obtain sexual favour;


key: chroma:document
string_value:
(k) “Workplace” means the campus of IIMA including:
(a) Any department, organization, undertaking, establishment, 
enterprise, institution, office, branch or unit which is established, 
owned, controlled or wholly or substantially financed by funds 
provided directly or indirectly by IIMA;
(b) Any sports facility, stadium, sports complex or competition or 
games venue, whether residential or not used for training, sports 
or other activities relating thereof in IIMA;


key: chroma:document
string_value:
or other activities relating thereof in IIMA;
(c) Any place visited by the employee or student arising out of or 
during the course of employment or study, cultural or any field 
trips organized by IIMA community including transportation 
provided for undertaking such journey.
3. CONSTITUTION OF CMGI
1. The Committee for Managing Gender Issues (CMGI) functions as the Internal Complaints 
Committee or Internal Committee (ICC or IC) of the IIMA. The composition of CMGI shall be 
as follows:


key: chroma:document
string_value:
as follows: 
a) A Chairperson who shall be a tenured woman faculty member at the IIMA, nominated 
by the Director;
 Provided that in case a tenured woman faculty is not available, the Chairperson shall 
be nominated from other offices or administrative units of the workplace referred to 
in sub-section 2(k):
b) Two faculty members and two non-teaching employees, preferably committed to the 
cause of women or who have had experience in social work or have legal knowledge, 
nominated by the Director;


key: chroma:document
string_value:
nominated by the Director;
c) Three students (at least one of whom is female), who shall be enrolled in long duration 
programs, selected through transparent procedure.


key: chroma:document
string_value:
52
IIMA HR Policy Manual 2023d) One member from amongst non-government organizations or associations committed 
to the cause of women or a person familiar with the issues relating to sexual harassment, 
nominated by the Director IIMA;
2. At least one-half of the total members of the ICC shall be women.
3. Persons in senior administrative positions at IIMA, such as Director, Deans, Program Directors, 
etc., shall not be members of the CMGI in order to ensure autonomy of their functioning.


key: chroma:document
string_value:
4. The member appointed from amongst the non-governmental organizations or associations 
shall be paid such fees or allowances for holding the proceedings of the CMGI, by the Director, 
IIMA as may be prescribed.
5. The term of office of the members of the CMGI shall be for a period of three years.
6. To the extent feasible, the outgoing Chairperson of the CMGI continues as a member for up to 
a year with the new Chairperson to ensure proper functioning of the committee.


key: chroma:document
string_value:
7.    Where the Chairperson or any member of the CMGI:
a) Contravenes the provisions of section 16 of the Act or goes against any of the 
substantive obligations under the CMGI Policy; or 
b) has been convicted for an offence or an inquiry into an offence under any law for the 
time being in force is pending against him; or
c) has been found guilty in any disciplinary proceedings or a disciplinary proceeding is 
pending against them; or


key: chroma:document
string_value:
pending against them; or 
d) has so abused their position as to render their continuance in office prejudicial to the 
public interest,
 such Chairperson or Member, as the case may be, shall be removed from the Committee 
and the vacancy so created or any casual vacancy shall be filled by fresh nomination in 
accordance with the provisions of this section.”
4. RESPONSIBILITY OF CMGI
 The Committee for Managing Gender Issues shall:


key: chroma:document
string_value:
The Committee for Managing Gender Issues shall:
a) provide assistance if an employee or a student chooses to file a complaint with the 
police;
b) provide mechanisms of dispute redressal and dialogue to anticipate and address 
Sexual Harassment issues through just and fair conciliation without undermining 
complainant’s rights, and minimize the need for purely positive approaches that lead 
to further resentment, alienation or violence;


key: chroma:document
string_value:
to further resentment, alienation or violence;
c) protect the safety of the complainant by not divulging the person’s identity and 
provide the mandatory relief by way of sanctioned leave or relaxation of attendance 
requirement or transfer to another department or supervisor as required during the 
pendency of the complaint, or also provide for the transfer of the offender;
d) Strive to ensure that victims or witnesses are not victimized or discriminated against


key: chroma:document
string_value:
53
IIMA HR Policy Manual 2023e) Strive to ensure prohibition of retaliation or adverse action against a covered individual 
because the employee or the student is engaged in protected activity.
5. THE PROCESS FOR MAKING A COMPLAINT
1. The CMGI shall comply with the procedure prescribed in CMGI Policy and the Act, 
for making a complaint and inquiring into the complaint in a time bound manner. An 
aggrieved person is required to submit a written complaint to the ICC within three


key: chroma:document
string_value:
months from the date of the incident and in case of a series of incidents within a period 
of three months from the date of the last incident.
2. Provided that where such complaint cannot be made in writing, the Chairperson 
or any Member of the CMGI shall render all reasonable assistance to the person for 
making the complaint in writing.
3. Provided further that the CMGI may, for the reasons to be accorded in writing, extend


key: chroma:document
string_value:
the time limit not exceeding three months, if it is satisfied that the circumstances were 
such which prevented the person from filing a complaint within the said period.
4. Friends, Relatives, Colleagues, Co-students, Psychologist, or any other associate of the 
victim may file the complaint in situations where the aggrieved person is unable to 
make a complaint on account of physical or mental incapacity or death.
6.  SEXUAL HARASSMENT FACED BY MEN AND GENDERS OTHER THAN WOMEN


key: chroma:document
string_value:
In case of Sexual Harassment faced by a person of any gender other than woman, the 
complaint may be filed with CMGI. The CMGI after prima facie examining the issue, will take 
up cases filed by genders other than women relating to Sexual Harassment, if it observes a 
clear pattern of Sexual Harassment in the case. 
7. CONCILIATION
 Prior to initiating an inquiry, the CMGI may, at the written request of the Complainant take


key: chroma:document
string_value:
steps to settle the matter between the Complainant and the Respondent through conciliation.
a) Conciliation is only a choice of the Complainant.
b) Conciliation shall not be forced or done by fraud, coercion or undue influence on 
either the Complainant or Respondent.
c) Any settlement brought about must be mutually acceptable to both, the Complainant 
and the Respondent.
d) Monetary settlement cannot be made the basis of such conciliation.


key: chroma:document
string_value:
e) In case a settlement has been arrived at, the CMGI shall record it and forward it to the 
management of IIMA to take action as specified in the recommendation of the CMGI.
f) The CMGI will also provide copies of the settlement as recorded to the Complainant 
and the Respondent.
g) If settlement has been reached, the CMGI will not be required to conduct any further 
inquiry.
h) If Complainant feels that the terms of settlement are not being complied with by the


key: chroma:document
string_value:
Respondent or action has not been taken by IIMA, Complainant can make a written 
request to the CMGI to conduct an inquiry into the complaint.


key: chroma:document
string_value:
54
IIMA HR Policy Manual 20238.  THE PROCESS FOR CONDUCTING INQUIRY
1. On receipt of the complaint, the Chairperson/Presiding Manager of CMGI shall form a 
sub-committee which will conduct inquiries, hearing and take action on the complaint 
received.
2. The CMGI sub-committee shall, upon receipt of the complaint, send one copy of the 
complaint to the respondent within a period of seven days of such receipt.
3. Upon receipt of the copy of the complaint, the respondent shall file his or her reply to


key: chroma:document
string_value:
the complaint along with the list of documents and names and addresses of witnesses 
within a period of ten days.
4. The inquiry has to be completed within a period of ninety days from the receipt of 
the complaint. The inquiry report, with recommendations, if any, has to be submitted 
within ten days from the completion of the inquiry to the Director of IIMA. Copy of the 
findings or recommendations shall also be served on both parties to the complaint.


key: chroma:document
string_value:
5. The Director of IIMA shall act on the recommendations of the committee within a 
period of thirty days from the receipt of the inquiry report, unless an appeal against 
the findings is filed within that time by either party.
6. An appeal against the findings or / recommendations of the ICC may be filed by the 
either party before the Executive Authority of the HEI within a period of thirty days 
from the date of the recommendations


key: chroma:document
string_value:
from the date of the recommendations
7. If the Director of IIMA decides not to act as per the recommendations of the CMGI, 
then it shall record written reasons for the same and convey to the CMGI and both the 
parties to the proceedings. If the Director decides to act as per the recommendations 
of the CMGI, then a show cause notice, answerable within ten days, shall be served 
on the party against whom action is decided to be taken. The Director of IIMA shall


key: chroma:document
string_value:
proceed only after considering the reply or hearing the aggrieved person.
8. The identities of the aggrieved party or victim or the witness or the offender shall not 
be made public or kept in the public domain. 
9. INTERIM REDRESSAL
 When the CMGI prima facie believe, depending of severity of particular case, there is a 
requirement to act upon to protect the complainant, the CMGI may recommend and the IIMA 
may:
a) transfer the complainant or the respondent to another section or department to


key: chroma:document
string_value:
minimize the risks involved in contact or interaction, if such a recommendation is 
made by the CMGI;
b) grant leave to the aggrieved with full protection of status and benefits for a period up 
to three months;
c) restrain the respondent from reporting on or evaluating the work or performance or 
tests or examinations of the complainant;
d) ensure that offenders are warned to keep a distance from the aggrieved, and wherever 
necessary, if there is a definite threat, restrain their entry into the campus;


key: chroma:document
string_value:
e) take strict measures to provide a conductive environment of safety and protection to 
the complainant against retaliation and victimization as a consequence of making a 
complaint of sexual harassment.


key: chroma:document
string_value:
55
IIMA HR Policy Manual 202310.  PUNISHMENT AND COMPENSATION
(1) Anyone found guilty of sexual harassment shall be punished in accordance with the 
service rules of IIMA, if the offender is an employee. The CMGI may recommend:
(a) a written apology
(b) a letter of warning 
(c) removal and/or disbarment from holding an administrative position
(d) withholding the promotion
(e) compulsory retirement
(f) withholding of pay rise or increments
(g) immediate transfer or suspension without pay


key: chroma:document
string_value:
(g) immediate transfer or suspension without pay
(h) suspension from service for a limited period
(i) termination from service
(j) undergoing a counselling session
(k) carrying out community service
(l) deduction from the salary or wages of the employee, such sum as CMGI may 
consider appropriate to be paid to the Complainant or to his / her legal heirs as 
compensation. In case IIMA is unable to make deductions from the salary of the


key: chroma:document
string_value:
employee due to his / her being absent from duty or cessation of employment, 
it may direct them to pay such sum to the Complainant. In case they fail to pay 
the sum, CMGI may forward the order for recovery of the sum as an arrear of 
land revenue to the concerned district officer.
(2) Where the respondent is a student, depending upon the severity of the offence, the 
CMGI may recommend:
(a) a written apology
(b) a letter of warning 
(c) removal and/or disbarment from holding an administrative position


key: chroma:document
string_value:
(d) withhold privileges of the student such as access to the library, auditoria, halls 
of residence, transportation, scholarships, allowances and identity card;
(e) suspend or restrict entry into the campus for a specific period;
(f) award reformative punishments like mandatory counseling and, or, performance 
of community services.
(g) expel and strike off name from the rolls of the institution, including denial of 
readmission, if the offence so warrants;


key: chroma:document
string_value:
readmission, if the offence so warrants;
(3) Where the respondent is a third party, depending on the severity of the offence, the 
CMGI may recommend:
(a) warning, reprimand or censure
(b) a letter of warning to the respondent


key: chroma:document
string_value:
56
IIMA HR Policy Manual 2023(c) a letter communicating their misconduct to his / her place of education, 
employment or residence
(d) withhold privileges of the third party such as access to the library, auditoria, 
halls of residence, transportation, scholarships, allowances and identity card;
(e) suspend or restrict entry into the campus for a specific period; and / or a bar 
on appearing for the entrance examination / interview to any program of study 
offered by IIMA


key: chroma:document
string_value:
offered by IIMA
(f) cancellation of contract with IIMA;
(4) In case that the CMGI determines that the aggrieved person is entitled to the payment 
of compensation, the IIMA shall issue direction for payment of the compensation 
recommended by the CMGI and accepted by the Director of IIMA, which shall be 
recovered from the offender. The compensation payable shall be determined on the 
basis of:
(a) mental trauma, pain, suffering and distress caused to the aggrieved person;


key: chroma:document
string_value:
(b) the loss of career opportunity due to the incident of sexual harassment;
(c) the medical expenses incurred by the victim for physical, psychiatric treatment;
(d) the income and status of the alleged perpetrator and victim; and 
(e) the feasibility of such payment in lump sum or in installments;
11.  ACTION AGAINST FRIVOLOUS COMPLAINT
 To ensure that the provisions for the protection of employees and students, and others from


key: chroma:document
string_value:
sexual harassment do not get misused, CMGI takes false, mischievous or malicious complaints 
seriously. If the CMGI concludes that the allegations made were false, mischievous or malicious 
or the complaint was made knowing it to be untrue, or forged or misleading information 
has been provided during the inquiry, the complainant shall be liable to be punished as per 
the provisions in this Policy Section 10 sub-regulation (1) if the complainant happens to be


key: chroma:document
string_value:
an employee and as per sub-regulation (2) of the regulation, if the complainant happens to 
be a student. However, the mere inability to substantiate a complaint or provide adequate 
proof will not attract attention against the complainant. Malicious intent on the part of the 
complainant shall not be established without an inquiry, in accordance with the procedure 
prescribed, conducted before any action is recommended.
12.  CONFIDENTIALITY


key: chroma:document
string_value:
12.  CONFIDENTIALITY
a) All concerns and reporting can be expressed or made without any fear of retaliation. 
It shall be the duty of all persons and authorities designated to ensure that the 
complaints lodged with CMGI remains confidential. After the initiation of an enquiry, 
confidentiality of proceedings shall be maintained so far as is possible. 
b) The name and identity of the Complainant or the Respondent or Witnesses shall


key: chroma:document
string_value:
not be revealed to the press / media or any other persons whilst reporting of any 
proceedings, case, order or Judgment. 
c) The contents of the complaint, the identity and contact details of the Complainant, 
respondent and witnesses and any information related to conciliation, inquiry


key: chroma:document
string_value:
57
IIMA HR Policy Manual 2023proceedings, recommendations of the CMGI and the action taken by IIMA shall not be 
published, communicated or made known to the public, press and media in any manner 
and will be revealed strictly on a need-to-know basis. All discussions / decisions must 
be documented and retained by the CMGI and must be kept confidential. The above 
may also include suspension pending inquiry. Appropriate information will be shared 
with Government authorities as per the Act.


key: chroma:document
string_value:
with Government authorities as per the Act.
d) However, information may be disseminated regarding the justice secured to any victim 
without disclosing the name, address, identity or any other particulars calculated to 
lead to the identification of the Complainant and witnesses. 
e) If any person (including witnesses) breaches confidentiality, the CMGI reserves the 
right to initiate proceedings against them and suggest punishments as outlined in 
Section 10. 
13.  PROTECTION AGAINST VICTIMIZATION


key: chroma:document
string_value:
13.  PROTECTION AGAINST VICTIMIZATION
 IIMA will not accept, support or tolerate retaliation in any form against any employee / 
student who, acting in good faith, reports suspected misconduct, asks questions or raises 
concerns. Any person who engages in such retaliation directly or indirectly, or encourages 
others to do so, may be subject to appropriate disciplinary action. While dealing with any 
complaint of Sexual Harassment, CMGI shall ensure that the Complainant or the witness are


key: chroma:document
string_value:
not victimized or discriminated against by the Respondent. 
 In case of any victimization, the CMGI reserves the right to initiate proceedings for the 
same and suggest punishments as outlined in Section 10. Additionally, the CMGI may do the 
following:
a) Issue a restraint order to warn the Respondent(s) that any attempt on his / her part 
or by person(s) acting on his / her behalf, to contact, or influence, or intimidate, or 
exert pressure on the Complainant/witness or any person in the Complainant’s/


key: chroma:document
string_value:
witness’s confidence may prove prejudicial to his / her case. CMGI may issue a 
verbal and written warning that such behaviour may lead to an adverse inference 
(i.e. a contrary / negative view) being drawn against him / her. The Complainant or 
any other person should intimate in writing to CMGI of any violation of the order of 
restraint by the Respondent(s), or any persons acting on his / her behalf. CMGI shall 
consider all violations of the restraint order when determining the nature of offence


key: chroma:document
string_value:
of a Respondent found guilty of Sexual Harassment.
b) If the Complainant / witness is a student and the Respondent(s) is a teacher, during 
the inquiry and post-inquiry (if teacher is found guilty), the Respondent(s) shall not 
supervise any academic activity of the student, including but not limited to, evaluation 
and examination, re-examination, and supervision of research.
c) If Complainant / witnesses and the Respondent(s) are members of the academic and


key: chroma:document
string_value:
/ or non-teaching staff of IIMA, during inquiry and post inquiry (if Respondent is 
found guilty), the Respondent shall not write the Annual Performance Reports of the 
Complainant, if he / she is otherwise so authorized.
d) If the Respondent(s) is a resident / service provider, during the duration of the inquiry 
and even after such inquiry if the Respondent is found guilty, the order of restraint 
issued in accordance with the procedures shall be in force at all times.


key: chroma:document
string_value:
58
IIMA HR Policy Manual 202314.  WHERE SEXUAL HARASSMENT AMOUNTS TO CRIMINAL OFFENCE
a) Where Sexual Harassment amounts to a specific offence under the Indian Penal Code, 
1860 or under any other law, it shall be the duty of CMGI to immediately inform 
the Complainant of his / her right to initiate action in accordance with law with the 
appropriate authority, and to give necessary assistance regarding the same.
b) The provisions of this Policy shall not restrict the powers of IIMA or Complainant to


key: chroma:document
string_value:
proceed against the Respondent for any other misconduct, or pursue criminal or civil 
remedies, whether or not connected with the misconduct within the purview of this 
Policy.
c) The proceedings under this Policy shall not, in any way, be affected by any other 
proceedings against the Respondent preferred by the Complainant under any other 
provision of civil or criminal law, except to the extent specifically ordered by a court


key: chroma:document
string_value:
of law. Any such action or proceedings initiated shall be in addition to proceedings 
initiated and / or any action taken under this Policy. 
15.  RESPONSIBILITIES OF IIMA
a) IIMA shall provide legal, medical and counseling assistance to those complainants 
who have to take legal recourse to the best of its abilities and any recommendations 
for the same must have the approval of the Director. 
b) Place a copy of this Policy on the internal website of IIMA or such prominent places


key: chroma:document
string_value:
as a continual reminder to the employees (including teaching and non-teaching staff) 
and students of the IIMA’s Policy on Sexual Harassment.
c) Sensitizing the employees (including teaching and non-teaching staff) and students 
and provide training related to Sexual Harassment issues.
d) Encouraging women employees of IIMA (including teaching and non-teaching staff) 
and students to raise their concerns and issues on Sexual Harassment in the workplace


key: chroma:document
string_value:
at appropriate forum for affirmative discussion from time to time.
e) In case the management of IIMA receives a complaint, it shall forward such complaint 
to CMGI for redressal.
f) IIMA shall maintain full confidentiality with respect to the complaints.
g) IIMA shall extend all necessary assistance for ensuring full, effective and speedy 
implementation of this Policy.
h) IIMA shall strive to create a safe workplace and provide support to CMGI for its 
effective and unbiased functioning.


key: chroma:document
string_value:
effective and unbiased functioning.
i) IIMA shall forward to the District Officer, the Annual Report of CMGI.
16.  WHAT IIMA EXPECTS FROM YOU
a) Help IIMA provide a safe and respectful environment for all and have shared 
responsibility of creating the same.
b) Speak up if you come across Sexual Harassment. Be aware that IIMA will take allegations 
seriously and will ask for co-operation in an inquiry if you bring a complaint forward.


key: chroma:document
string_value:
59
IIMA HR Policy Manual 2023c) Provide support during any inquiry of a complaint, including testifying as witness 
and giving full and truthful disclosure of all factual information when asked by CMGI, 
while ensuring that complete confidentiality is maintained, throughout, about any 
case of Sexual Harassment within the organization.
d) Set an example of dignified workplace behaviour and ethical standards in line with 
IIMA’s values.


key: chroma:document
string_value:
IIMA’s values.
e) Handle information related to known or suspected violations of this Policy in a discreet 
and confidential manner and not attempt to investigate / inquire into the information 
or suspected violations of this Policy on your own i.e. without involving CMGI.
17.  HOW TO RESPOND
a) Sexual Harassment is unlikely to stop until confronted.
b) IIMA supports and encourages all members of the community who believe they are 
being sexually harassed to take steps to end the Sexual Harassment.


key: chroma:document
string_value:
c) Keep records of any verbal or written communication you have with the harasser.
d) Talk to or email any member of CMGI.
e) Filing of a complaint will not adversely affect career / grades / academic status.
18.  AMENDMENT TO THE POLICY
 IIMA reserves the right to amend the Policy from time to time in order to comply with 
any laws / rules / regulations that come into effect from time to time, related to Sexual 
Harassment at workplace.
RULES ON DISCIPLINARY ACTION
CLASSIFICATION OF EMPLOYEES


key: chroma:document
string_value:
CLASSIFICATION OF EMPLOYEES
Employee shall be classified as Permanent, Probationers, Tenure Based Scaled Contract, 
Temporary, Part-time, Casual and Associate (such as AA, RA) etc. 
1. Permanent Employee:  means employee who has been confirmed in his post and has received 
a letter of confirmation from the Chief Administrative Officer or by the person authorised in 
this behalf by the Director after satisfactory completion of probation period of service with


key: chroma:document
string_value:
the Institute and whose name has been entered in the muster and who has been given an 
identity card.
2. Probationer Employee:  means an employee who is provisionally employed on a trial basis 
to be considered for permanent vacancy or post and has not completed probationary period 
fixed for him in that behalf and who has not received a letter of confirmation in service from 
the Chief Administrative Officer or a person authorised in this behalf by the Director. The


key: chroma:document
string_value:
probationary period will be such as may be determined, and on expiry of the stipulated 
period of probation, the employee shall be deemed to continue on probation as a probationer.  
The Probationer shall be governed by the terms of his employment and by rules or orders 
expressly governing probationers. It is hereby expressly provided that benefit conferred under 
these regulations or any other rules framed by the Institute shall not apply to the probationer


key: chroma:document
string_value:
60
IIMA HR Policy Manual 2023unless otherwise expressly specified. Rules as regards hours of work and other regulations 
applicable for the discharge of his/her duty, shall, however, apply to the probationer.
3. Tenure Based Scaled Contract Employee:  means an employee employed for a fixed tenure 
on the pay scale applicable in the Institute. Tenure period will be such as may be determined 
by the Institute. The Tenure Based Scaled Contract employee shall be governed by the terms


key: chroma:document
string_value:
of his employment and by rules or orders expressly governing them. It is hereby expressly 
provided that all benefits conferred under these regulations or any other rules framed by the 
Institute shall apply to the Tenure Based Scaled Contract employee unless explicitly specified. 
4. Temporary employee:  means an employee who is appointed for a limited period for 
work which is essentially temporary or seasonal or a person who is employed temporarily


key: chroma:document
string_value:
as an additional employee to assist in a temporary increase in work Period of temporary 
employment of temporary workmen may be extended from time to time at the discretion 
of the Director depending upon exigencies of work. However, the total duration will not be 
more than two years, and at a time, the duration will not be more than one year. It is hereby 
expressly provided that benefit of leave or provident fund or any other benefits conferred


key: chroma:document
string_value:
under these regulations or any other Rules framed by the Institute shall not apply to temporary 
workmen, unless otherwise expressly specified. Regulations as regards hours of work and 
other Regulations applicable for the discharge of his duties shall however, apply to him. 
5. Part-time employee:  means an employee who has been employed to work for only part of 
the day or during the hours other than those fixed for employees in general.


key: chroma:document
string_value:
6. Trainee means an employee other than a person who is appointed under the Apprentice Act, 
1961 and Apprentice (Amendment) Act, 1985, at the Institute with or without any allowances 
to learn a job and who is not a probationary or contract or temporary employee.
7. Apprentice:  means a person who is appointed as an Apprentice under the Apprentice Act, 
1961 and Apprentice (Amendment) Act, 1985, and it also includes one who is employed with


key: chroma:document
string_value:
or without any allowance to learn a job and who is not a probationer or temporary staff.
8. Outsourced Employee:  means an employee hired through an outsourcing agency / 
contractor providing manpower services to the Institute. The employees of the contractor, 
who has agreement with the Institute for providing services e.g. Security, House Keeping etc., 
will not be considered as outsourced employee. 
8. Academic Associate:  means a person appointed to support the faculty in their varied


key: chroma:document
string_value:
academic activities. The appointment is maximum for five years on a contract with fixed pay. 
The Academic Associate is not entitled to any of the benefits and privileges of a permanent 
employee. They are governed by the terms of his employment and by rules or orders 
expressly governing them. It is hereby expressly provided that benefits conferred under these 
regulations or any other rules framed by the Institute shall not apply to them unless explicitly


key: chroma:document
string_value:
specified. Rules as regards hours of work and other regulations applicable for discharge of 
his/her duty, shall, however, apply to them.
9. Research Assistant/Associate: means a person appointed to assist the faculty in individual 
and group research, case writing, etc. They are not entitled to any of the benefits and privileges 
of a permanent employee. They are governed by the terms of his employment and by rules


key: chroma:document
string_value:
61
IIMA HR Policy Manual 2023under these regulations or any other rules framed by the Institute shall not apply to them 
unless explicitly specified. Rules as regards hours of work and other regulations applicable 
for discharge of his/her duty, shall, however, apply to them.
If a permanent employee is employed as a probationer to new or higher post, he/she may, at any 
time, during the probationary period, be reverted to his original permanent post by an order in


key: chroma:document
string_value:
writing signed by the Director/Chief Administrative Officer or by any person authorised in this 
behalf.
The authority which appoints a member of the faculty and staff of the Institute, hereinafter referred 
to as ‘employee’ or person, may suspend, discharge, dismiss, or award any for the misconduct or 
for breach of the terms and conditions of his/her appointment. 
PENAL TIES:
Notwithstanding anything contained in any other regulation, and without prejudice to such action


key: chroma:document
string_value:
to which an employee may become liable under any other regulation or law for the time being in 
force, the following penalties may (for good and sufficient reasons and as hereinafter provided) 
be imposed on any employee of the Institute.
MINOR PENAL TIES:
1. censure;
2. withholding of his promotion;
3. recovery from; his pay of the whole or part of any pecuniary loss caused by him to the Institute 
by negligence or breach of orders;


key: chroma:document
string_value:
by negligence or breach of orders;
a) Reduction to a lower stage in the time scale of pay for a period not exceeding 3years 
without cumulative effect and not adversely affecting his pension.
b) Withholding of increments of pay.
MAJOR PENAL TIES:
1. As provided for in Regulation 3(a) above, reduction to a lower stage in the time scale of pay for 
a specified period, with further directions as to whether or not the employee of the Institute


key: chroma:document
string_value:
will earn increments of pay during the period of such Reduction and whether on the expiry of 
such period, the reduction will or will not have the effect of postponing the future increments 
of his pay;
2. reduction to a lower time-scale of pay or post which shall ordinarily be a bar to the promotion 
of the employee to the time-scale of pay or post from which he was reduced, with or without 
further directions regarding conditions of restoration to the post from which the employee of


key: chroma:document
string_value:
the Institute was reduced and his seniority and pay on such Restoration to that post;
3. (compulsory) retirement;
4. removal from service which shall not be disqualification for future employment under the 
Institute;


key: chroma:document
string_value:
62
IIMA HR Policy Manual 20235. dismissal from service which shall ordinarily be a disqualification for future employment 
under the Institute
The following shall not constitute a penalty within the meaning of this  regulation.
1. Discharge of an employee for failure to pass any examination or test or a medical test 
prescribed for fresh appointment to any category of post; compulsory retirement of an 
employee in accordance with the provision relating to superannuation or retirement;


key: chroma:document
string_value:
2. Compulsory retirement of an employee by following the provision relating to superannuation 
or retirement;
3. Termination of service or reversion to a lower category or post of an employee appointed or 
promoted on probation either during or at the end of the period of probation;
4. Discharge of an employee under regulation 19 or as a measure of retrenchment for want of 
vacancy;
5. Termination of service of an employee employed under a contract or agreement as per the


key: chroma:document
string_value:
terms of such contract or agreement or in the case of an employee appointed for a specific 
period, at the end of such period;
6. Reversion of an employee promoted from a lower post to a higher post to such lower post for 
want of vacancy;
7. On-promotion of an employee after consideration of his case for promotion; whether on a 
regular or Tenure Based Scaled Contract or on ad-hoc basis to a post to which he is eligible 
for being considered;


key: chroma:document
string_value:
for being considered;
8. Replacement of the services of an employee whose services had been borrowed at the disposal 
of his parent organization.
SUSPENSION:
The appointing authority or any authority to which it is subordinate or the disciplinary authority 
or any other authority empowered in that behalf by the Board, by general or special order, may 
place an employee under suspension:
1. where a disciplinary proceeding against him is contemplated or is pending or


key: chroma:document
string_value:
2. where in the opinion of the authority aforesaid, he has engaged himself in activities prejudicial 
to the interest of the security of the State; or
3. where a case against him in respect of any criminal offence is under investigation, inquiry or 
trial:
 Provided that, where the order of suspension is made by an authority lower than the 
appointing authority, such authority shall forthwith Report to the appointing authority the 
circumstances in which the order was made.


key: chroma:document
string_value:
circumstances in which the order was made.
4. An employee shall be deemed to have been placed under suspension by order of appointing 
authority:
a) With effect from the date of his detention, if he is detained in custody, whether on a 
criminal charge or otherwise, for a period exceeding forty-eight hours.


key: chroma:document
string_value:
63
IIMA HR Policy Manual 2023b) With effect from the date of his conviction, if in the event of a conviction for an 
offence, he is sentenced to a term of imprisonment exceeding forty-eight hours and 
is not forthwith dismissed or removed or compulsorily retired consequent on such 
conviction.
5. An employee who is placed under suspension shall, during the period of such suspension, be 
paid a subsistence allowance at the following rate, namely:


key: chroma:document
string_value:
a) Where the enquiry contemplated or pending is departmental the subsistence 
allowance shall, for the first ninety days from the date of suspension, be equal to one 
half of the basic wage, dearness allowance and other compensatory allowances to 
which the employee would have been entitled if he/she was on leave with salary. If 
the departmental enquiry gets prolonged and the employee continues to be under 
suspension for a period exceeding ninety days, the subsistence allowance shall for


key: chroma:document
string_value:
such period be equal to three-fourths of such basic salary, dearness allowance and 
other compensatory allowance.
 Provided that where such enquiry is prolonged beyond ninety days for reasons 
directly attributable to the employees, the subsistence allowance shall, for the period 
exceeding ninety days, be reduced to one-fourth of such basic salary, dearness 
allowance and other compensatory allowances.
 b) Where the enquiry is by an outside agency or, as the case may be, where criminal


key: chroma:document
string_value:
proceedings against an employee are under investigation or trial, the subsistence allowance 
shall, for the first one hundred and eighty days from the date of suspension, be equal to one-
half of his basic salary, dearness allowance and other compensatory allowances to which the 
employee would have been entitled to if he/she was on leave. If such enquiry or criminal 
proceeding gets prolonged and the employee continues to be under suspension for a period


key: chroma:document
string_value:
exceeding one hundred and eighty days, the subsistence allowance shall for such period be 
equal to three-fourths of such wage.
 Provided that where such enquiry or criminal proceedings are prolonged beyond a period of 
one hundred and eighty days for reasons directly attributable to the employee the subsistence 
allowance shall, for the period exceeding one hundred and eighty days, be reduced to one-
fourth of such salary.
ENQUIRY PROCEEDINGS:


key: chroma:document
string_value:
fourth of such salary.
ENQUIRY PROCEEDINGS:
1. In the enquiry, the employee shall be entitled to appear in person or to be represented by an 
employee of the Institute.
2. The proceedings of the enquiry shall be recorded in English. However, the Institute shall 
arrange for a Hindi or Gujarati translation of the proceedings at the request of the employee.
3. The proceedings of the enquiry shall generally be completed within three months:


key: chroma:document
string_value:
Provided that the period of three months may, for reasons to be recorded in writing, be 
extended by such further period as may be deemed necessary by the enquiry officer.
4. If on the conclusion of the enquiry or, as the case may be, of the criminal proceeding, the 
employee has been found guilty of the charges framed against him/her and it is considered, 
after giving the employee concerned a reasonable opportunity of making representation on


key: chroma:document
string_value:
64
IIMA HR Policy Manual 2023increment or reduction in rank would meet the ends of justice, the competent authority shall 
pass an order accordingly.
 Provided that where an order imposing fine or stoppage of annual increment or reduction in 
rank is passed under this clause, the employee shall be deemed to have been on duty during 
the period of suspension and shall be entitled to the same emoluments as he/she would have


key: chroma:document
string_value:
received if he/she had not been placed under suspension, after deducting the subsistence 
allowance paid to him/her for such period.
5. If on the conclusion of the enquiry, or as the case may be, of the criminal proceedings, the 
employee has been found to be not guilty of any of the charges framed against him/her, 
he/she shall be deemed to have been on duty during the period of suspension and shall be 
entitled to the same salary as he/she would have received if he/she had not been placed


key: chroma:document
string_value:
under suspension, after deducting the subsistence allowance paid to him/her for such period.
6. The payment of subsistence allowance under these rules shall be subject to the employee 
concerned not taking up any employment during the period of suspension.
7. In awarding punishment under this rule, the competent authority shall take into account 
the gravity of the misconduct, the previous record, if any, of the employee and any other


key: chroma:document
string_value:
extenuating or aggravating circumstances that may exist. A copy of the order passed by the 
competent authority shall be supplied to the employee concerned.
8. No order of discharge or dismissal shall be passed under the preceding rule unless the 
specific charges on which such order is to be passed, are framed against the person in 
writing, and given to the said person, so that he/she shall have reasonable opportunity to


key: chroma:document
string_value:
show cause why the proposed action should not be taken against him/her, and submitting 
an explanation in writing within such time as may be prescribed by the appointing authority; 
provided that the requirements may be waived if the facts on the basis of which action is to 
be taken, have been established in a court of law or where the person absconded remains 
absent without intimation for a period of not less than one month or where it is for any other


key: chroma:document
string_value:
reason impracticable to communicate with him/her. In every case where all or any of the 
requirements of this rule are waived, the reasons for so doing shall be recorded in writing.
APPEALS:
An employee who has been discharged or dismissed shall have a right to appeal against any order 
passed against him/her to an authority referred to as ‘ Appellate Authority’ in Annexure I. Every 
appeal shall comply with the following requirements.


key: chroma:document
string_value:
a) It shall be written in English, or, if not written in English, it shall be accompanied by a 
translation in English and shall be signed.
b) It shall be presented, in concise, polite language and be free from irrelevant matter.
c) It shall contain all material statements and arguments relied on and shall be complete in 
itself.
d) It shall specify the relief desired.
e) It shall be submitted to the authority which made the order appealed against within three


key: chroma:document
string_value:
months from the date on which the Appellant receives a copy of the order appealed against 
provided further that a copy of the appeal may be submitted directly to the appellate authority.


key: chroma:document
string_value:
65
IIMA HR Policy Manual 2023f) It shall not be addressed to the authorities listed in Annexure I or to any member of the Board 
of Governors by name, and any such action shall be deemed a breach of discipline.
CONSIDERATION OF APPEALS
In the case of an appeal against an order of discharge or dismissal, the appellate authority shall 
consider:
a) Whether the procedure prescribed in the preceding paras has been complied with, and, if not, 
whether such non-compliance has resulted in a miscarriage of justice,


key: chroma:document
string_value:
b) whether the findings are justified, and
c) whether the penalty imposed is excessive, adequate or inadequate and pass orders
 i) setting aside, reducing, confirming, enhancing the penalty, or 
 ii) remitting the case to the appointing authority with such direction as it may deem fit in the 
circumstances of the case.
 Provided that the appellate authority shall not impose any enhanced penalty unless the 
appellant is given an opportunity of making any representation which he/she may wish to


key: chroma:document
string_value:
make against such an enhanced penalty.
IMPLEMENT ATION OF ORDERS IN APPEAL
The authority which made the order appealed against shall give effect to the orders passed by the 
appellate authority.
REVIEW OF ORDERS IN DISCIPLINARY CASES
The authority specified in Annexure I before which an appeal against an order imposing any of 
the penalties, may of its own motion or otherwise, call for the records of the case in a disciplinary


key: chroma:document
string_value:
proceeding, review any order passed in such a case, and pass such orders as it deems fit as if the 
employee had preferred an appeal against such an order. No such review will be undertaken three 
months after the date of the order to be reviewed.
BOARD’S POWER TO REVIEW
1. Notwithstanding anything contained above, the Board of Governors may, on its own motion, 
after calling for the records of the case, review any order which is made or is appealable 
under these rules.


key: chroma:document
string_value:
under these rules.
2. An employee who has been discharged or dismissed or imposed any of the punishments by an 
order passed by the Board of Governors, can make a request to the Board for reconsideration 
of its decision, within one month from the date of receipt of the decision of the Board of 
Governors. The Board after reconsideration may arrange to communicate its decision to the 
employee concerned. Once such reconsideration is communicated the decision of the Board


key: chroma:document
string_value:
66
IIMA HR Policy Manual 2023PAY AND ALLOWANCES ON ACQUITT AL
If an employee of the Institute has been discharged or dismissed and charges are not proved 
against him/her, the appellate authority may grant him/her for the period of absence from duty
a) if he/she is fully exonerated, the full pay to which he/she would have been entitled if he/
she had not been discharged or dismissed, and by an order to be separately recorded, any


key: chroma:document
string_value:
allowance of which he/she was in receipt prior to his/her discharge or dismissal,
or
b) if not fully exonerated, such proportion of such pay and allowances as the appellate authority 
may prescribe.
 The period of absence from duty will be treated as period spent on duty in case of (a) above 
and it will not be treated as period spent on duty in case of (b) above unless the appellate 
authority directs to the contrary.
PROCEDURE FOR DISCIPLINARY PROCEEDINGS AFTER RETIREMENT:


key: chroma:document
string_value:
Any disciplinary proceeding, if instituted by issue of charge sheet while the employee was in 
service, whether before his retirement or during his re-employment, shall, after the retirement 
of the employee, be continued and concluded by the authority by which it was commenced, in 
the same manner, as if the employee had continued in service. Such proceeding after retirement 
should be completed expeditiously and within twelve months from the date of delivery of charge


key: chroma:document
string_value:
sheet to the charged official, subject to Court Orders, if any. During the pendency of the disciplinary 
proceedings, the disciplinary authority may withhold payment of gratuity for ordering the recovery 
from gratuity of the whole or part of any pecuniary loss caused to the Institute.  If the employee 
is found in a disciplinary proceedings or judicial proceedings to have been guilty of offence or 
misconduct as mentioned in the relevant Sections of the Payment of the Gratuity Act, 1972 (39


key: chroma:document
string_value:
of 1972) or to have caused pecuniary loss to the Institute by misconduct or negligence during 
his service, including service rendered on deputation or on re-employment after retirement, 
provided that the provisions of relevant Sections of the Payment of Gratuity Act, 1972 shall be 
kept in view in the event of delayed payment, in case, the employee is fully exonerated


key: chroma:document
string_value:
67
IIMA HR Policy Manual 2023 ANNEXURE - I
LIST OF APPOINTING AUTHORITIES, PUNISHING AUTHORITIES AND 
APPELLATE AUTHORITIES FOR DIFFERENT CATEGORIES OF 
EMPLOYEES
Sr. 
No.Pay Band of postsAppointing 
AuthorityAuthority competent 
to impose penaltyAppellate 
Authority
1 Faculty Director Director Board of 
Governors
2 Research Staff Dean (authority 
delegated by the 
Director)Dean 
(authority delegated by 
the Director)Director
3 Administrative Staff in 
Pay Level 11 and aboveDirector Director Board of


key: chroma:document
string_value:
Pay Level 11 and aboveDirector Director Board of 
Governors
4a Administrative Staff 
in Pay Level 6 to Pay 
Level 10Chief Administrative 
Officer (authority 
delegated by the 
DirectorChief Administrative 
Officer (authority 
delegated by the 
Director)Director
4b Administrative Staff 
in Pay Level 1 to Pay 
Level 5Associate Vice 
President – HR  
(authority sub 
delegated by the 
Director)Associate Vice 
President – HR 
(authority sub 
delegated by the 
Director)Chief 
Administrative 
Officer


key: chroma:document
string_value:
68
IIMA HR Policy Manual 2023Institute’s rules for maintaining attendance and leave policy.
(1) OFFICE HOURS 
1.1 The Institute timings are from 9:00 am to 5:45 pm (Monday to Friday) Fifteen minutes of 
grace period is given to each employee in case of delay due to unforeseen circumstances in the 
morning. This period of grace timemay be condoned unless it becomes a matter of frequent 
habit. 
1.2 The Head of the Department has to ensure that:


key: chroma:document
string_value:
1.2.1 The staff take a lunch break during specified hours (i.e. between 1:00 pm to 1:45 pm).
1.2.2   The staff follow office time while coming to the office and leaving the office. 
1.2.3 The staff punch their presence via the biometric system in the terminal nearest to 
their department.
1.3 For the staff working on shift-basis, the timings will be decided by the HoD, according to the 
nature of work in the department. The shift timings, if different from the regular timings,


key: chroma:document
string_value:
should be shared with the HR Office by every 1st day of the month.
1.4 Late attendance up to an hour for not more than two occasions in a month may be condoned 
by the Supervisor. Half-a-day Casual Leave will be debited for reporting late on the third 
occurrence. If the CL balance of the particular employee is nil, it will lead to deduction of EL. 
1.5 If an employee does not improve on his punctuality; the Institute may initiate   disciplinary


key: chroma:document
string_value:
actions against the concerned employee in addition to the debiting of half-a-day’s Casual 
Leave to his account.  
1.6 It will be the responsibility of the HoD to inform the HR office regarding subordinates who 
remain absent from duty without informing or prior permission of the concerned authority. 
Such unauthorised absence, if not condoned, can mean break-in-service. 
1.7 The HoD should inform the HR Office, if an employee has obtained permission to attend late 
or to leave the office early.


key: chroma:document
string_value:
or to leave the office early. 
(2) PROCEDURE FOR GRANTING LEAVE
2.1 The grant of leave to the Institute employee is governed by the Institute Leave Rules.  These 
rules are framed in line with the leave rules applicable to the Central Government employees.
CHAPTER 6
LEAVE AND ATTENDANCE


key: chroma:document
string_value:
69
IIMA HR Policy Manual 20232.2 Leave cannot be claimed as a matter of right. Based on the Institute’s requirement or public 
exigencies, leave can be denied. 
2.3 The leave sanctioning authority may refuse or revoke leaves of any kind but cannot alter the 
kind of leave due and applied for. 
2.4 The reasons for leave should invariably be indicated in the leave application.
2.5 Any planned leave for more than two days should be applied at least 10 days before the start 
of the leave.


key: chroma:document
string_value:
of the leave.
2.6 On return from a leave of more than ten days, the employee should report for duty to the HoD 
and inform to the HR Office. 
2.7 Leave should be applied through ESS in the same month in which it is availed. 
2.8 Absence without leave not in the continuation of any authorised leave will constitute an 
interruption of service unless it is regularized.
(3) EXTENSION OF LEAVE 
3.1 Requests for extension of leave should be avoided as far as possible. Applications for extension


key: chroma:document
string_value:
of leave should be submitted well in advance of the date of expiry of the leave already 
sanctioned through the Supervisor concerned. It should not be assumed that an extension 
will always be granted. 
3.2 If an employee is unable to resume duty on the due date on account of any unforeseen 
circumstances, he must send an immediate intimation to the Concerned HoD stating the 
reason of his inability to attend Office on the due date.


key: chroma:document
string_value:
3.3 Extension of leave without proper sanction will lead to the deduction of half pay leave (HPL) 
against the HPL account of the employee to the extent HPL is due, and the excess will be 
treated as Extra Ordinary Leave (EOL). No leave salary is admissible for the entire period of 
extension of leave without sanction and such period will not be counted under the qualifying 
service. 
3.4 If employee is absent without proper sanction of leave, it will be treated as EOLWP .
(4) CANCELLATION OF LEAVE


key: chroma:document
string_value:
(4) CANCELLATION OF LEAVE
4.1 Cancellation of leave by the employee should be applied and approved by the supervisor. 
(5) KINDS OF LEAVE
5.1 LEAVE TYPE 1: CASUAL LEAVE
5.1.1 Casual leave admissible to an employee is eight days for a calendar year, subject to the 
condition that not more than five days’ casual leave may be allowed at a time.
5.1.2 Casual leave can be combined with Special Casual leave but not with any other kind of 
leave.


key: chroma:document
string_value:
leave.
5.1.3 Sundays and Holidays falling during a period of Casual Leave are not counted as part 
of Casual Leave.


key: chroma:document
string_value:
70
IIMA HR Policy Manual 20235.1.4 Sundays/public holidays/restricted holidays/weekly offs can be prefixed/ suffixed to 
Casual Leave.
5.1.5 Casual Leave can be taken while on tour, but no daily allowance will be admissible for 
the period.
5.1.6 Casual leave can be taken for half-day also. If CL is availed forenoon, then the person 
must join duty by the end of lunch hours (13:45 in case of general duty).
5.1.7 Casual leave cannot be accumulated. Leave not availed in a particular calendar year


key: chroma:document
string_value:
will lapse at the end of that year.
5.1.8 Employees appointed on term basis would be entitled for Casual leave, but it will be 
granted to him proportionately.
5.1.9 If a person joins in the middle of a year, casual leave will be granted to him 
proportionately.
5.1.10 As far as possible Casual Leave should not be kept unutilised till December. Availing 
the accumulated casual leave in the last month results in disruption of work. 
5.1.11 LTC/Leave Encashment can be availed during Casual Leave.


key: chroma:document
string_value:
5.2 LEAVE TYPE 2: EARNED LEAVE 
5.2.1 The administrative staff is entitled to 30 days of Earned Leave.  Fifteen days will be 
credited to the employee’s account on 1st of January and 15 days on 1st of July.
5.2.2 The existing ceiling on the accumulation of EL is 300 days.
5.2.3 The credit rate is 2 ½ days per completed calendar month.
5.2.4 Earned Leave can be availed up to 180 days at a time.
5.2.5 The credit for the half-year in which an employee joins the service in the middle of the


key: chroma:document
string_value:
year will be afforded only at the rate of 2½ days per completed calendar month up to 
the date of his term.
5.2.6 If such employees are absorbed in the Institute services at the end of tenure/term, the 
leave like EL, CL & HPL would be carried forward to his/her account. 
5.2.7 Earned Leave will be reduced by 1/10th of EOL availed and/or the period of * dies non 
during the previous half year, subject to a maximum of 15 days and to the extent of 
such credit only.


key: chroma:document
string_value:
such credit only.
5.2.8 The EL application has to be submitted through ESS to the head of the department for 
approval 15 days prior to the start of the leave.
5.2.9 The credit for the half-year in which an employee is due to retire or resigns from the 
service shall be afforded only at the rate of two & half days per completed calendar 
month up to the date of retirement or resignation.
5.2.10 When an employee is removed or dismissed from service, credit of earned leave shall


key: chroma:document
string_value:
be allowed at the rate of two & half days per completed calendar month up to the 
end of the calendar month preceding the calendar month in which he is removed or 
dismissed from service.


key: chroma:document
string_value:
71
IIMA HR Policy Manual 20235.2.11 When an employee dies while in service, credit of earned leave shall be allowed at the 
rate of two & half days per completed month of service up to the date of death of the 
employee .
5.3 LEAVE TYPE 3: HALF PAY LEAVE
5.3.1 Half pay leave is credited in advance at the rate of 10 days on the 1st of January and 
1st of July every year. The advance credit for the half-year in which an employee of


key: chroma:document
string_value:
the Institute is appointed will be at the rate of 5/3 days for each completed calendar 
month of service he/she is likely to render in the half-year.
5.3.2 The half pay leave to be credited every half-year will be reduced at the rate of one-
eighteenth of the period of * dies non /suspension treated as dies non , during the 
previous half- year, subject to a maximum of ten days.
5.3.3 The credit for the half-year in which an employee of the Institute is due to retire/


key: chroma:document
string_value:
resigns will be afforded at the rate of 5/3 days for each completed calendar month in 
that half-year up to the date of retirement/resignation.
5.3.4 The credit for the half-year in which an employee is removed/ dismissed from service 
or dies in service will be afforded at the rate of 5/3 day per completed calendar month 
up to the end of the calendar month preceding the calendar month in which he/she is 
removed/dismissed/dies.


key: chroma:document
string_value:
removed/dismissed/dies.
5.3.5 While affording credit of half pay leave, fraction of a day shall be rounded off to the 
nearest day.
 *In service terms, “ dies non ” means a day, which cannot be treated as duty for any 
purpose. It does not constitute break in service. But the period treated as ‘dies non’ does 
not qualify as service for pensionary benefits or increment.
5.4 LEAVE TYPE 4: COMMUTED LEAVE 
5.4.1 Commuted leave not exceeding half the amount of half-pay leave due can be taken on


key: chroma:document
string_value:
medical ground.
5.4.2 Commuted leave up to a maximum of 90 days can be taken during the entire service 
without medical certificate where such leave is utilised for an approved course of 
study certified to be in the public interest.
5.4.3 Commuted leave up to a maximum of 60 days can be granted to a female employee of 
the Institute in continuation of maternity leave without a medical certificate.
5.4.4 Commuted leave up to a maximum of 60 days can be granted without a medical


key: chroma:document
string_value:
certificate to a female employee with less than two living children, on the adoption of 
a child less than one-year-old.
5.4.5 If commuted leave is taken, twice the number of days availed should be debited in the 
half pay leave account.
5.4.6 When an employee, granted commuted leave, quits service voluntarily without 
returning to duty, the commuted leave will be treated as half pay leave, and the excess 
leave salary recovered. If the retirement is by reason of ill-health incapacitating him/


key: chroma:document
string_value:
72
IIMA HR Policy Manual 20235.4.7 On joining back after completion of commuted leave due to medical reason, the 
employee has to submit medical and fitness certificate on the day of joining along with 
leave application in ESS. 
5.4.8 In absence of timely submission of leave application with medical and fitness 
certificate, HPL will be debited.
5.4.9 The authority competent to grant leave may, at its discretion, secure a second medical


key: chroma:document
string_value:
opinion by requesting a Government Medical Officer not below the rank of a Civil 
Surgeon or Staff Surgeon, to have the applicant medically examined on the earliest 
possible date.
5.5 LEAVE TYPE 5: EXTRAORDINARY LEAVE
5.5.1 Extraordinary leave is granted to an employee when no other leave is admissible or 
when other leave is admissible, but the employee applies in writing for extraordinary 
leave.
5.5.2 Extraordinary leave cannot be availed concurrently during the notice period when


key: chroma:document
string_value:
going on voluntary retirement.
5.5.3 The Extraordinary leave without pay can be applied on personal ground only. The 
sanction of this leave will be at the sole discretion of the Director.
5.5.4 If sanctioned, the Extraordinary Leave without pay will be for the duration of maximum 
one year only. 
5.5.5 Sanction of this leave is not automatic, but is subject to the exigencies of work at the 
Institute.
5.5.6 The leave will be available only to those administrative staff who are confirmed in the


key: chroma:document
string_value:
service, and who have put in a minimum of eight years’ service in the Institute.
5.5.7 This leave cannot be combined with any other type of leave.
5.5.8 The leave can be availed at most on two occasions, but the total duration of leave 
availed on both the occasions put together should not exceed one year.
5.5.9 Three months’ advance notice is to be given to the Institute to avail of this leave.
5.5.10 For administrative purposes, the absence from duty will be treated as extraordinary


key: chroma:document
string_value:
leave without pay as understood in the leave rule in vogue for Government of India 
employees.
5.5.11 Grant of Extraordinary Leave is on the specific understanding that if the employee 
does not re-join duty on the expiry of his leave, his appointment at the Institute will 
be treated as terminated.
5.5.12 Limit: No leave of any kind can be granted to a permanent employee for a continuous 
period exceeding five years. Subject to this limitation, any amount of EOL may be 
sanctioned to a permanent employee.


key: chroma:document
string_value:
73
IIMA HR Policy Manual 20235.6  LEAVE TYPE 6: MATERNITY LEAVE 
5.6.1  Admissible to married/unmarried female employees during—
5.6.1.1 Pregnancy:  180 days. - Admissible only to employees with less than two 
surviving children.
5.6.1.2 Miscarriage/abortion (induced or otherwise):  Total of 45 days in the entire 
service. Admissible irrespective of number of surviving children. The 
application in ESS should be supported by a certificate from a Registered 
Medical Practitioner.


key: chroma:document
string_value:
Medical Practitioner.
5.6.2 The leave is not debited to the leave account.
5.6.3 It is granted on full pay.
5.6.4 It may be combined with leave of any other kind.
5.6.5 Any leave (including commuted leave up to 60 days and leave not due) may be taken 
without medical certificate up to two years in continuation.
5.6.6 It is counted as service for increments.
5.6.7 It is counted  as service for pension.
5.6.8 It is  not admissible for ‘threatened abortion’.


key: chroma:document
string_value:
5.6.9 The employee has to submit the hospital discharge certificate and a copy of birth 
certificate of the child after availing the maternity leave.
5.7 LEAVE TYPE 7: PATERNITY LEAVE
5.7.1 A male Government servant with less than two surviving children, may be granted 
Paternity Leave for a period of 15 days, during the confinement of his wife for 
childbirth, i.e., up to 15 days before, or up to six months from the date of delivery of 
the child.


key: chroma:document
string_value:
the child.
5.7.2 The Leave application in ESS should be submitted well in advance.
5.7.3 The salary would be equal to last pay drawn.
5.7.4 Paternity leave will not be debited to the leave account. This leave may be combined 
with  any other kind of leave except casual leave a s in the case of maternity leave.
5.7.5 The leave is not to be refused under normal circumstances
5.7.6 The employee has to submit the discharge certificate of wife’s hospitalization and a


key: chroma:document
string_value:
74
IIMA HR Policy Manual 20235.8  LEAVE TYPE 8: LEAVE TO FEMALE EMPLOYEES ON ADOPTION OF CHILD
5.8.1 A female employee, with fewer than two surviving children, on valid adoption of a 
child below the age of one year may be granted child adoption leave, by an authority 
competent to grant leave, for 180 days immediately after the date of adoption.Child 
includes a child taken as a ward under the Guardians and Ward Act, 1890 subject to 
conditions.


key: chroma:document
string_value:
conditions.
5.8.2 During the period of child adoption leave, the female employee will be paid leave 
salary equal to the pay drawn immediately before proceeding on leave.
5.8.3 Child adoption leave may be combined with leave of any other kind.
5.8.4 Other conditions will remain as declared by the Government of India under the 
category of Child Adoption Leave.
(6) ENCASHMENT OF EARNED LEAVE
6.1 Encashment of EL is limited to 10 days on one occasion while availing LTC without linkage to


key: chroma:document
string_value:
the number of days and nature of leave availed and 60 days in the entire career. 
6.2 At the time of EL encashment, the balance at credit should be not less than 30 days after 
deducting the total number of leaves, if any availed plus leave for which encashment was 
availed.
6.3 In case within the same block, one has availed both ‘home town’ as well as ‘anywhere in India’ 
separately, encashment of leave is restricted to one occasion only.


key: chroma:document
string_value:
6.4 To process the LTC advance/claim form or leave encashment, the request has to be submitted 
to the HR office.
6.5 After processing, the same it will be sent to the Accounts department for further process.
6.6 Rules mentioned herewith are for leave encashment. Rules and process for application of LTC 
will apply as it is. 
(7) PUBLIC HOLIDAYS AND RESTRICTED HOLIDAYS
The Institute will observe public holidays and restricted holidays in a calendar year as approved


key: chroma:document
string_value:
75
IIMA HR Policy Manual 2023
The effective use of manpower resources of any organization depends to a considerable degree, 
upon an effective Performance Management Programme there. Evaluating people’s performance 
is a complex process - which needs to be timely, fair, and consistent. Performance management 
is a critical and effective tool in the development and optimization of human resources in 
an organization. It helps people in the organization to consciously aim at improving upon the


key: chroma:document
string_value:
individual performance and thus increase organizational effectiveness.
1. The process of performance appraisal will start with the exercise of distribution of Performance 
appraisal forms of the employee to the concerned HOD every year during June or as and when 
an employee completes his/her term either as a probationer or otherwise.
2. Employees who have completed a minimum six months of service are identified for 
performance review.


key: chroma:document
string_value:
performance review.
3. Performance evaluation forms are written annually for the period from 1st July to 30th June 
for permanent employees. HR Department will send the appraisal forms to TBSC employees 
every year as per their schedule.
4. The Performance evaluation forms shall comprise of self-appraisal form (to be filled in by the 
appraisee). The appraiser evaluation should be written by the reporting Manager immediately


key: chroma:document
string_value:
superior to the employee concerned and reviewed by the next higher authority. In both cases, 
they should have supervised the work for not less than three months. For computing of 
three months, any leave for more than 15 days should be deducted. If the employee is under 
suspension, he should write or review the reports within two months of date of suspension 
or one month of the due date of completion of performance review forms, whichever is later.


key: chroma:document
string_value:
If the employee concerned happens to be a relative, reporting or reviewing should be done by 
the next higher authority.
5. The appraisee may be called by his/her supervisor for a performance review meeting where 
the performance of the appraisee is discussed at length and the discussions recorded.  The 
appraisee is required to make an honest self-appraisal before discussing with the supervisor. 
6. The assessment must be made on performance and behaviour on the job, which requires


key: chroma:document
string_value:
specific facts to be recorded before arriving at a quantitative appraisal of the employee.
7. The Reviewing Manager/HOD may make recommendations regarding priorities based on the 
performance of the person. It is mandatory for HOD to give at least THREE justifications for 
their rating. While rating, there must be an attempt to differentiate the various members of 
the team based on their performance. CHAPTER 7
PERFORMANCE REVIEW


key: chroma:document
string_value:
76
IIMA HR Policy Manual 20238. The performance evaluation forms compiled by HR Department are submitted to SEDC (Staff 
Evaluation and Development Committee) or OEDC (Officer’s Evaluations and Development 
Committee) for its review and recommendations
9. The SEDC/OEDC recommendations willbe implemented, subject to the Director’s approval. 
PERFORMANCE APPRAISAL FOR MANAGERS - GUIDELINES
1. The performance of every Manager is appraised annually.
2. The appraisal aims at documenting


key: chroma:document
string_value:
2. The appraisal aims at documenting
(i) the nature of work done,
(ii) quality of work done,
(iii) outstanding contribution made,
(iv) conditions under which various tasks have been performed,
(v) suggestions for improvements (appraisee’s as well as appraiser’s), and
(vi) developmental needs.
3. The appraisal aims at an assessment of the extent to which certain qualities (managerial 
and behavioral) considered as desirable for effective functioning as an Manager at IIMA, are


key: chroma:document
string_value:
exhibited by the candidate.  Such an assessment, along with a performance review discussion 
by each appraiser with the appraisee officer is expected to help the appraisee officer to 
strengthen his competencies as an officer.
4. The annual performance appraisal of officers requires a high degree of involvement of the 
officers in the form of listing his/her tasks, accomplishments, difficulties, developmental 
needs, etc. and discussing with the appraiser support requirements, etc. during the review


key: chroma:document
string_value:
period.
5. Based on the assessments made in the appraisal form, rewards (as and when applicable/
possible) and development decisions (training, field visits, job-rotation, etc.) may be taken from 
time to time. Besides this, the appraisal process itself is intended to provide an opportunity 
for improving one’s own effectiveness on the job through better planning, communication, 
and insights about job-performance.


key: chroma:document
string_value:
85
IIMA HR Policy Manual 20231. PREAMBLE 
 
The Promotion Policy is a step in the direction of developing a comprehensive human resource 
framework for the Institute. The Promotion Policy is one of the components of that framework 
to specifically address the issue of promotion of employees. For the Promotion Policy to be 
effective, it is important to develop a scientific appraisal system, staff training and development


key: chroma:document
string_value:
programme and link them with the promotion. As promotion is a process of reward, incentive, 
encouragement, appreciation of very good performance and enabling personal growth of an 
employee, it is important that the Institute takes up the responsibility of institutionalizing staff 
development and training so that the aspiration of the employee is balanced with the interest of 
the Institute.
2. THE POLICY IN BRIEF (FOR GROUP B/C/D)
1. The policy covers the following Levels: 
Sr.


key: chroma:document
string_value:
1. The policy covers the following Levels: 
Sr. 
No.Levels under 7th CPC Old GP under 6th CPC Group
1 Level 1 1300/1650/1800 D
2 Level 2 1900 D/C
3 Level 3 2000 D
4 Level 4 2400 D/C
5 Level 5 2800 D/C
6 Level 6 4200 B
7 Level 7 4600 B
8 Level 8 4800 B
9 Level 9 5400 (non Manager) B
2. The policy is based on the principle of Seniority-cum-performance.
3. At the lowest level, the promotion is entirely based on seniority and merit, with


key: chroma:document
string_value:
seniority getting reasonable weightage. At higher levels, merit and background gain 
weightage.
CHAPTER 8
PROMOTION POLICY


key: chroma:document
string_value:
86
IIMA HR Policy Manual 20234. The policy is applicable up to the Level 9 for employees (other than permanent 
research staff, academic associates and research staff).
5. The cut-off date for consideration is June 30th of every year, the date on which the 
appraisal is done. So the period for consideration is July 1 to June 30.
6. The Promotion Exercise for staff will be conducted once in a year after receiving all 
Performance Appraisal forms, normally between September - October.


key: chroma:document
string_value:
7. In the case of professional and technical positions or other post present or to be created 
in the future, which requires specific professional qualification and/or technical skills 
the same will be filled up with employees who possess such professional qualification 
or skill or technical competence. For recruitment and promotions to such posts 
preference weightages, as and when permissible, for an internal candidate shall be 
evolved, and the SEDC will finalize the criteria.


key: chroma:document
string_value:
evolved, and the SEDC will finalize the criteria.
3. SOME IMPORT ANT COMMON PROMOTION PARAMETERS FOR ST AFF 
PROMOTIONS: 
1. Length of Service/ Seniority: Seniority means the number of years spent by staff in 
a particular substantive level/scale/position from the last promotion or DOJ (in case 
of fresher). Two points are given for every year’s service. Every time a promotion is 
granted, the seniority gained so far is nullified, and it starts afresh in the new level/
position .


key: chroma:document
string_value:
position . 
 In a case where the internal examination is to be conducted for the promotion exercise 
and one of the eligibility criteria to appear for such exercise is service in any level (e.g. 
for promotion to Level 10 from Level 7 or Level 8 or Level 9 with minimum 5 years’ 
of service in the Institute) then in such cases one point for every year’s service will be 
considered from the date of joining the minimum Level of eligibility and not from last 
promotion date.


key: chroma:document
string_value:
promotion date. 
2. Annual Appraisal/ Merit: Merit is one of the important components in the proposed 
scheme of promotion. A staff member undergoes an annual performance appraisal. 
This annual performance appraisal has a rating submitted by the supervisor. Merit 
score is derived from the ratings received by individual staff members after each 
year’s performance appraisal. The maximum points under merit will be 50 points. 
Following is the conversion of the ratings of each year into points:


key: chroma:document
string_value:
Merit Score for the year= Performance Appraisal Score/10
 SEDC may normalize the score at the time of review, in case members feel that there is 
too much variation in the score awarded by various supervisors.  
 In case, the employees’ promotion is delayed due to non-performance or any other 
reason, the performance appraisal score of last five years should be considered.
3. Educational Qualification:  Institute has specified required qualifications for all


key: chroma:document
string_value:
jobs. Apart from the qualification acquired at the time of joining, a staff member 
may acquire an additional qualification during the period of consideration. For such 
additional qualification, a maximum of ten points are earmarked for the purpose of 
promotion. Depending on a candidate’s achievement in terms of qualifications, the 
SEDC will grant him/her points from 0 to 10, as per the following:


key: chroma:document
string_value:
87
IIMA HR Policy Manual 2023Sr.Qualification Points
1 Successful completion of any Master’s Degree. 10
2 Successful completion of any Graduation or any Post Graduate 
Diploma of minimum duration of one year.08
3 Successful completion of any Diploma course or any ITI or 
professional course of minimum period of one year.06
4 Successful completion of any Diploma / Certificate course or any 
ITI course of minimum period of six months.04
5 Training (1 point each for completing 5 days of training) 02
4. Others:


key: chroma:document
string_value:
4. Others:
1. Category wise Eligibility Score, termed as “Very Good” , for promotion is as 
follows:
Sr. CategoryPromotion with
Group changePromotion without
Group Change, but Level 
change
1 General / OBC / 
PC75 out of 100 70 out of 100
2 SC / ST 65 out of 100 60 out of 100
2. HR Department will maintain the scorecard for all employees coming under the 
purview of this policy. HR Department will put up to SEDC all those cases where


key: chroma:document
string_value:
an employee has completed required years of service on the date of review (1st 
July) after DOJ or date of last promotion (DOLP). 
3. Based on the availability of vacancies, the selected candidate(s) shall be 
considered for promotion by the Institute.
4. This exercise of promotion may be undertaken once in a year, most probably 
during September – October. The effect of the promotion would be given from 
the date as decided by the SEDC and based on vacancy available for promotion.


key: chroma:document
string_value:
5. Any administrative delay in decision making may not have any bearing on the 
effective dates as decided by SEDC. 
6. An employee who is unable to get promotion in a particular year after he has 
been considered by the Committee will have to wait until the next year when 
a similar exercise is undertaken. In such cases, there will be loss of seniority 
of one year. SEDC may decide to waive this off if the reason for holding back 
promotion was other than merit.


key: chroma:document
string_value:
promotion was other than merit. 
7. Those employees who intend to know their score will be informed of the 
score earned every year after the process of awarding the promotion has been 
completed.
8. Any employee whose rating on merit parameter in a particular year is appraised 
as poor, shall be informed about it and allowed to represent his/her case to the 
SEDC for review.


key: chroma:document
string_value:
88
IIMA HR Policy Manual 20239. In case of awarding financial upgradation/ promotion to the employees near 
to their retirement, employees retiring within 12 months’ period from the date 
of completion of promotion cycle (i.e. 30th June) can be considered for such 
purpose with relaxation in promotion criteria, provided they have performed 
very well and obtained appropriate score in last five years.
4. PROMOTION POLICY (FINANCIAL UPGRADATION) FOR EXISTING GROUP D 
EMPLOYEES:


key: chroma:document
string_value:
EMPLOYEES: 
For existing Group D employees, the promotion is either through Personal Promotion (PP), Special 
Promotion (SP), Special Review One (SR-1) or Special Review Two (SR-2). As per the existing 
policy, the type of promotion depends on the number of years an individual has completed at the 
Institute from the date of joining. PP , SP , SR-1, and SR-2 is given to the employee, if the employee 
has completed 8, 16, 27 and 33/35 years respectively from the date of joining (DOJ) or as revised


key: chroma:document
string_value:
from time to time. Now, as all existing Group D employees who were in 6th CPC GP 1300 and GP 
1650 have been moved to Level 1 (GP 1800) irrespective of their service, the personal promotion 
which was available at GP 1650 on completion of 8 years of service in GP 1300 has been removed 
from the new policy. In the given circumstances, SEDC has introduced GP 2000 in Group C, special 
promotion-2 at GP 2000 with 20 years of service from the date of joining. So, now for existing


key: chroma:document
string_value:
Group D employees SP-1, SP-2, SR-1, and SR-2 are available to the employee if the employee has 
completed 10, 20, 27 and 33/35 years respectively from the date of joining (DOJ). 
SEDC will consider following promotion criteria for financial upgradation of Group D employees:
Sr. Particulars Max. points 
1 Length of Service/Seniority 20
2 Annual Appraisal 50
3 SEDC review / interactions 30
 Total 100
Every year HR Department needs to submit the list of Group D employees, to review the cases for


key: chroma:document
string_value:
such promotions. SEDC may review the individual cases and decide on the promotion. Following 
conditions needs to be taken into consideration for Special Promotion of Group D employees:
1. The staff member under consideration should have obtained a “very good”  cumulative score 
during the last five assessment years and should have a track record of excellent service in the 
Institute. Category wise eligibility score for promotion is as follows:
Sr. Category Promotion without Group change


key: chroma:document
string_value:
Sr. Category Promotion without Group change
1 General / OBC / PC 70 out of 100
2 SC / ST 60 out of 100
2. He should not have indulged in any serious indiscipline at the Institute.
3. The staff member may be moved from one section to another, depending on the need of 
the Institute. Such staff members may also be required to undergo relevant training as per 
present or future requirements of the Institute.


key: chroma:document
string_value:
89
IIMA HR Policy Manual 20234. Financial upgradation under the scheme shall be allowed in the immediate next higher level 
pay in the hierarchy of revised levels as per the policy of the Institute.
5. Financial upgradation would be on non-functional basis (i.e. Group D employee is categorised 
as Group D only) subject to eligibility and within the Group. 
6. As such there shall be no additional financial upgradation for the senior employee on the


key: chroma:document
string_value:
ground that the junior employee in the level has got higher pay under the Scheme. If the 
senior employee remains on LWP or/and does not enhance the education qualification, then 
possible that a junior employee may get an advantage compared to a senior employee.
7. Following are the existing Level change in the Institute for Group D employees:
Sr. LevelType of 
PromotionMinimum service in the Institute (from DOJ)
1 1 -- Entry
2 2 SP #1 10 years
3 3 SP #2 20 years
4 4 SR #1 27 years


key: chroma:document
string_value:
3 3 SP #2 20 years
4 4 SR #1 27 years
5 5 SR #2 33/35 years (33 years to be considered, in case 
employee is retiring in the year immediate after 
review period/year).
5. PROMOTION POLICY FOR EXISTING GROUP D EMPLOYEES TO GROUP C 
(PROMOTION WITH GROUP CHANGE) AT ONE LEVEL HIGHER IN GROUP C 
TO THE CURRENT LEVEL IN GROUP D:
1. Methodology: Written Test and Interview.
2. Eligibility: Group D employee of IIMA,,
i. with minimum graduation from a recognised university at the time of review,


key: chroma:document
string_value:
ii. minimum service of 5 years,
iii. with “very good”  remarks in the Performance Evaluation Reports during last 
five years.
iv. fulfilling all other financial upgradation/ promotion criteria.
3. Syllabus:  The syllabus of the written test may be as follows:
Sr. Topic Marks
1 General English (Written and Spoken – equivalent to SCOPE 
syllabus defined by Government of Gujarat) – Lower English30
3 Computer awareness (MS-Office-Word, Excel, Power Point, Internet,


key: chroma:document
string_value:
E-Mail) equivalent to CCC of Govt.of Gujarat 25
4 Numerical ability (similar to Bank’s clerk examination) 15
5 Reasoning ability (similar to Bank’s clerk examination) 15
6 General awareness (similar to Bank’s clerk examination) 15
Total 100


key: chroma:document
string_value:
90
IIMA HR Policy Manual 2023Note:  The syllabus may be changed from time to time, depending on the Institutional 
requirement.
4. Agency for Training:  HR Department may select as per the standard procedure in 
consultation with SEDC. It may be a third party agency having sufficient experience of 
conducting such training. 
5. Agency for Test:  HR Department may select as per the standard procedure in 
consultation with SEDC. It may be a third party agency having sufficient experience of


key: chroma:document
string_value:
conducting such training. 
6. The criteria for promotion recommendation are as follows:
Sr. Grade Max. points
1 Length of Service/Seniority 10
2 Annual Appraisal 50
3 Qualification 10
4 Written Test (weightage) 10
5 SEDC review / interactions 20
Total 100
7. Category wise Eligibility Score, named as “Very Good” , for promotion is as follows:
Sr. Category Promotion with Group change
1 General / OBC / PC 75 out of 100
2 SC / ST 65 out of 100


key: chroma:document
string_value:
2 SC / ST 65 out of 100
8. ScoreCard:  The scorecard for each eligible candidate, will be prepared based on 
criteria and eligibility score.
9. Select list / Merit list: The Select list / Merit list shall be prepared based on the above 
conditions and put up for the approval of the Director. As and when a vacancy arises 
in the clerical cadre, it will be announced to the shortlisted candidates and they can 
appear for an interview before the selection committee.


key: chroma:document
string_value:
10. Selection Committee:  The selection committee will consist following:
• Chairperson, SEDC or a member of SEDC nominated by him/ her 
• Chairperson of related Area/ Group / Centre (where vacancy exists) or his/her 
representative not below the level of supervisor.
• CAO/CFO or his/her nominee not below an Manager.
• Associate Vice President-HR
 The selection committee may suggest promotion based on the fitment of the candidate


key: chroma:document
string_value:
on the vacant position. While giving suggestions for promotion, the selection 
committee may also see the category wise promotion criteria.


key: chroma:document
string_value:
91
IIMA HR Policy Manual 202311. Validity of Score: The score will be valid for two years.
12. Others:  If vacancy could not be filled up with promotion process, the Institute can fill 
up the same by inviting open applications through advertisement.
6. PROMOTION POLICY FOR GROUP C EMPLOYEES TO GROUP C (ONLY LEVEL 
CHANGE): 
GENERAL POINTS:
a. An employee obtaining a certain level of the score as enumerated hereafter in this 
policy becomes eligible for regular promotion.


key: chroma:document
string_value:
policy becomes eligible for regular promotion.
b. This promotion policy shall be reviewed every three years.
c. Regular promotion under this policy covers all the staff cadre. 
d. All the important promotion parameters for promotions mentioned at point 3 is 
applicable.
e. The criteria for promotion recommendation are as follows:
Sr. Particulars Max. points 
1 Length of Service/Seniority 10
2 Annual Appraisal 50
3 Education Qualification 10
3 SEDC review / interactions 30
 Total 100


key: chroma:document
string_value:
3 SEDC review / interactions 30
 Total 100
f. Following are the levels for Group C employees with minimum years of service for 
promotion to next level:
Sr.Promotion 
GroupLevelMin. years of service (as on 30th June of 
the year) required in previous Level for 
promotion
1 C Level 2
(GP 1900)Entry in Group C.
2 C Level 4
(GP 2400)5 years in Level 2
3 C Level 5
(GP 2800)5 years in Level 4
7. PROMOTION POLICY FOR GROUP C EMPLOYEES TO GROUP B – LEVEL 6 
(PROMOTION WITH LEVEL CHANGE AND GROUP CHANGE):


key: chroma:document
string_value:
(PROMOTION WITH LEVEL CHANGE AND GROUP CHANGE):
1. Methodology: Written Test and Interview.
2. Eligibility: Group C employee of IIMA,
i. with minimum graduation from a recognised university,
ii. with minimum service period of five (5) years,


key: chroma:document
string_value:
92
IIMA HR Policy Manual 2023iii. working in Level 4 or Level 5,
iv. with “very good”  remarks in the Performance Evaluation Reports during last 
five years.
v. fulfilling all other financial upgradation/ promotion criteria.
3. Syllabus:  The syllabus of the written test may be as follows:
Sr. Topic Marks
1 IIMA Systems & procedures (subject Knowledge of systems and 
procedures adopted by various departments of IIMA and general 
knowledge about IIMA)Pass with 
min. 50% 
marks


key: chroma:document
string_value:
knowledge about IIMA)Pass with 
min. 50% 
marks
2 General English (Written and Spoken – equivalent to SCOPE 
syllabus defined by Government of Gujarat) – Higher English – Level 
B30
3 Computer awareness (MS-Office-Word, Excel, Power Point, Internet, 
E-Mail) equivalent to CCC+ of Govt.of Gujarat 25
4 Numerical ability (similar to Bank’s clerk examination) 15
5 Reasoning ability (similar to Bank’s clerk examination) 15
6 General awareness (similar to Bank’s clerk examination) 15
Total 100


key: chroma:document
string_value:
Total 100
Note:  The syllabus may be changed from time to time, depending on the Institutional 
requirement.
4. Agency for Training:  HR Department may select as per the standard procedure in 
consultation with SEDC. It may be a third party agency having sufficient experience of 
conducting such training. 
5. Agency for Test:  HR Department may select as per the standard procedure in 
consultation with SEDC. It may be a third party agency having sufficient experience of 
conducting such a test.


key: chroma:document
string_value:
conducting such a test.
6. The criteria for promotion recommendation may be as follows:
Sr. Grade Max. points
1 Length of Service/Seniority 10
2 Annual Appraisal 50
3 Written Test (weightage) 20
4 SEDC review / interactions 20
Total 100
7. Category wise Eligibility Score, termed as “Very Good” , for promotion is as follows:
 Sr. Category Promotion with Group change
1 General / OBC / PC 75 out of 100
2 SC / ST 65 out of 100


key: chroma:document
string_value:
93
IIMA HR Policy Manual 20238. Score Card:  The scorecard for each eligible candidate, who has cleared IIMA systems 
and procedure section, will be prepared as per serial no. 6.
9. Merit list: The Merit list shall be prepared based on the above conditions and put up 
for the approval of the Director. As and when a vacancy arises in the supervisor cadre, 
it will be announced to the eligible candidates and they can appear for an interview 
before the selection committee.


key: chroma:document
string_value:
before the selection committee.
10.  Selection Committee:  The selection committee will consist following:
• Chairperson, SEDC or member of SEDC nominated by him/her 
• Chairperson of related Area/ Group / Centre (where vacancy exists) or his/her 
representative not below Manager level.
• CAO/CFO
• Associate Vice President-HR
• Department Head/Assistant Manager where vacancy exist
 The selection committee shall suggest promotion based on the fitment of the candidate


key: chroma:document
string_value:
on the vacant position. While giving suggestions for promotion, selection committee 
may also see the category wise promotion criteria. 
11.  Validity of Score: The score will be valid for two years.
12.  Others:  Employees taking the test may be allowed to take two days of leave for 
preparation of the test with the prior approval of the respective supervisor. If the 
vacancy could not be filled up with the promotion process, the Institute can fill up the


key: chroma:document
string_value:
same by inviting open applications through advertisement.
8. PROMOTION POLICY FOR GROUP B EMPLOYEES TO GROUP B (ONLY LEVEL 
CHANGE):
1. All-important promotion parameters for promotions mentioned at point 3 and all the 
general points mentioned at point 6 are applicable.
2. Following are the levels for Group B employees with minimum years of service for 
promotion to the next level:
Sr.Promotion 
GroupLevelMin. years of service (as on 30th June 
of the year) required in previous Level 
for promotion


key: chroma:document
string_value:
for promotion
1 B  Level 7 5 years in Level 6
2 B  Level 8 5 years in Level 7  
3 B  Level 9
(Non Manager Level)5 years in Level 8
3. One increment may be given to the eligible employees who have completed five years 
in the same GP and fit for the promotion but retiring before the completion of next 
review cycle, following the due process as hitherto.
4. Those employees who were in GP: 4400 and placed in Level 7 at the time of


key: chroma:document
string_value:
implementation of 7th CPC, will be eligible for promotion to Level 8 on completion of 5 
years from the date of promotion in GP: 4400.


key: chroma:document
string_value:
94
IIMA HR Policy Manual 20239. PROMOTION POLICY FOR GROUP B EMPLOYEES TO GROUP A – LEVEL 10 
(PROMOTION WITH LEVEL CHANGE AND GROUP CHANGE):
1. Methodology: Written Test and Interview.
2. Eligibility: Group B employee of IIMA,
i. with minimum graduation from a recognised university,
ii. with minimum service period of five (5) years,
iii. working in Level 7, 8 or 9,
iv. with “very good”  remarks in the Performance Evaluation Reports during last 
five years.


key: chroma:document
string_value:
five years.
v. fulfilling all other financial upgradation/ promotion criteria.
3. Syllabus:  The syllabus of the written test may be as follows:
Sr. Topic Marks
1 Communication 35
2 Case Analysis and its Power Point Presentation 30
3 Excel Proficiency 25
4 Mathematics 10
Total 100
Note:  The syllabus may be changed from time to time, depending on the Institutional 
requirement.
4. Agency for Training: HR Department may select as per the standard procedure


key: chroma:document
string_value:
in consultation with SEDC/OEDC. It may be a third party agency having sufficient 
experience of conducting such training OR a training programme designed and 
administered by the Institute, as decided by SEDC/OEDC.
5. Agency for Tests:  HR Department may select as per the standard procedure in 
consultation with SEDC/OEDC. It may be a third party agency having sufficient 
experience of conducting such tests OR a team of faculty members or Managers as 
decided by SEDC/OEDC.


key: chroma:document
string_value:
decided by SEDC/OEDC.
6. SEDC will prepare a merit list of candidates who score minimum (75/65) marks based 
upon the below-mentioned criteria, which will be valid for three years:
Sr. Grade Max. points
1 Length of Service/Seniority 10
2 Annual Appraisal 50
3 Written Test (weightage) 20
4 SEDC review / interactions 20
Total 100


key: chroma:document
string_value:
95
IIMA HR Policy Manual 2023 OEDC may select any suitable candidate from the merit list to fill up a vacancy. OEDC 
will co-opt Chairperson/HoD of the department where vacancy exists for such 
selection.
7. Category wise Eligibility Score, termed as “Very Good” , for promotion is as follows:
Sr. Category Score
1 General / OBC / PC 75 out of 100
2 SC / ST 65 out of 100
8. Score Card:  The scorecard for each eligible candidate, will be prepared by the CAO 
Office/ HR Department.


key: chroma:document
string_value:
Office/ HR Department.
9. Merit list: The Merit List shall be prepared based on the above conditions and put up 
for the approval of the Director. As and when a vacancy arises in the Manager cadre, 
it will be announced to the eligible candidates and they can appear for an interview 
before the selection committee.
10.  SEDC will recommend a select list to OEDC.
11.  Tentative Selection Committee:  The selection committee will consist following:
• Chairperson, OEDC
• Dean (Programmes)
• Dean (Faculty)


key: chroma:document
string_value:
• Dean (Programmes)
• Dean (Faculty)
• CAO/CFO
• Chairperson of the related area/group/centre where a vacancy exists, or his/her 
representative not below Assistant General Manager
 The selection committee may suggest promotion based on the fitment of the candidate 
on the vacant position. While giving suggestions for promotion, the selection 
committee may also see the category wise promotion criteria. 
12. Validity of Score: The score will be valid for two years.


key: chroma:document
string_value:
13. Others:  If the vacancy could not be filled up with the promotion process, the Institute 
can fill up the same by inviting open applications through advertisement.


key: chroma:document
string_value:
96
IIMA HR Policy Manual 2023
GROUP SAVINGS LINKED INSURANCE SCHEME
All permanent employees of the Institute who joined on or before July 31, 2014 are required to 
join the Group Savings Linked Insurance Scheme (GSLIS). 
1. DEFINITIONS:
 In these Rules, where the context so admits, the masculine shall include the feminine, the 
singular shall include the plural and the following words and expressions shall, unless 
repugnant to the context, have the following meanings: -


key: chroma:document
string_value:
i) “The Employer” shall mean Indian Institute of Management Ahmedabad.
ii) “The corporation” shall mean the Life Insurance Corporation of India established 
under Section 3 of the Life Insurance Corporation Act, 1956.
iii) “The Scheme” shall mean The Group Savings Linked Insurance Scheme.
iv) “The Rules” shall mean the Rules of the Scheme as set out below and as amended from 
time to time.
v) “The Member” shall mean the particular employee of the Institute who has been


key: chroma:document
string_value:
admitted to the benefits under the Scheme.
vi) “Entry Date” shall mean (a) in relation to the members admitted to the Scheme on 
the date of commencement, the said date of commencement and (b) in relation to 
new members to be admitted to the Scheme after commencement date, the Annual 
Renewal Date which is coincident with or immediately follows the date on which they 
become eligible.
vii) “ Annual Renewal Date” shall mean in relation to the Scheme the 20th day of September


key: chroma:document
string_value:
and the 20th day of September in each subsequent year.
viii) “Terminal date” shall mean in respect of a member the date on which he/she retires/
quits from the services of the Institute. 
ix) “The assurance” shall mean, in relation to a member, the person or persons who has/
have been appointed by him/her in terms of these Rules to receive the benefits under 
the Scheme in the event of his death whilst being insured.
x) “The Beneficiary” shall mean, in relation to a Member, the person or persons who has/


key: chroma:document
string_value:
have been appointed by him/her in terms of these Rules to receive the benefits under 
the Scheme in the event of his death whilst being insured.CHAPTER 9
INSURANCE


key: chroma:document
string_value:
97
IIMA HR Policy Manual 2023xi) “The Running Account” shall mean the Account to be maintained by the Corporation in 
favor of the Employer to which will be credited the premiums remaining in respect of 
the members after utilizing such part as is required to provide life assurance benefit.
xii) “Register” shall mean the record of Members kept by the corporation.
2. THE EMPLOYER WILL ACT FOR AND ON BEHALF OF THE MEMBERS IN ALL 
MATTERS RELATING TO THE SCHEME. EVERY ACT DONE BY THE AGREEMENT


key: chroma:document
string_value:
MADE WITH AND NOTICE GIVEN TO THE CORPORATION SHALL BE BINDING 
ON THE MEMBERS.
3. ELIGIBILITY:
a) Regular employees who are aged not less than 18 years and not more than 60 years 
for administrative staff and not more than 65 for Faculty shall be eligible to join the 
Scheme.
b) No member shall withdraw from the Scheme while he/she is still an eligible employee 
satisfying the conditions of eligibility described above.
4. EVIDENCE OF AGE:


key: chroma:document
string_value:
4. EVIDENCE OF AGE:
 The Employer shall arrange to obtain satisfactory evidence of age in respect of each Member 
at the time of his entry into the Scheme.
5. EVIDENCE OF HEAL TH:
 Employees who are not absent on medical grounds on the date of joining the Scheme will be 
admitted to the Scheme. Those who do not satisfy this condition will be admitted on the next 
Annual Renewal date.
6. CONTRIBUTIONS:
i) Every Member shall pay a monthly contribution as per Category to which he/she


key: chroma:document
string_value:
belongs as per the following Table:
CategoryMonthly contributions Who pays
TotalSavings 
PortionRisk Premium Institute Member
A 280.00 182.00 98.00 49.00 231.00
B 225.00 146.25 78.75 60.00 165.00
C 140.00 91.00 49.00 49.00 91.00
D 70.00 45.50 24.50 65.00 5.00
ii) The Employer shall recover the contribution in respect of all the members from their 
salaries and remit the same in full to the Corporation for providing benefits as per the


key: chroma:document
string_value:
rules. The remittances should include the contributions pertaining to those employees 
from whom recoveries could not be made for one reason or other.
iii) A part of the contribution as may be fixed by the corporation from year to year 
expressed as a uniform average amount per member for each category, shall be


key: chroma:document
string_value:
98
IIMA HR Policy Manual 2023utilised to provide for each member life assurance benefit which will become payable 
upon the death of the Member/Employee whilst being insured under the scheme. For 
this purpose, the Employer shall effect assurances under the One Year Renewal Term 
Assurance Plan with the Corporation. The balance of the contribution will be credited 
to a Running Account to be maintained by the Corporation in favour of the Employer


key: chroma:document
string_value:
for providing the benefits described in Rule 8 to the Members. The Corporation shall 
allow interest on the balance in the Running Account at the agreed rate.
iv) The Corporation reserves the right to review the monthly proportion of premium rate 
to be appropriated towards insurance cover and towards savings portion on the basis 
of death claim experience at the interval of two years.
v) In the event of a change of category of Member from one category to another, his/


key: chroma:document
string_value:
her contribution shall be refixed from the next Annual Renewal Date of the Scheme to 
the level appropriate to the category to which he/she belongs. Until the next Annual 
Renewal Date, the Member shall continue to be covered for insurance for the same 
amount for which he/she was eligible before such change.
vi) The Employer shall maintain a regular account of the monthly premium amount 
credited to the savings account of each employee admitted to the scheme with interest


key: chroma:document
string_value:
accrued thereon. However, consolidated account of amount credited to savings 
account of all employees admitted to the scheme will be furnished by the Corporation 
every year after close of the year.
7. BENEFITS:
i) On death of the member before the Terminal Date:
 The Life Assurance benefit as per the following table together with the amount to the 
credit of the members in the running account as on the date of his death as determined


key: chroma:document
string_value:
in the manner referred to 7(ii) shall become payable to the beneficiary:
CATEGORIES FOR GSLI Sum Assured
Category “A” Faculty, Staff in Pay Level 9 and above 2,80,000/-
Category “B” Staff in Pay Level 5 to Pay Level 8 2,25,000/-
Category “C” Staff in Pay Level 2 to Pay Level 4 1,40,000/-
Category “D” Staff in Pay Level 1 70,000/-
ii) On reaching Terminal Date or on earlier cessation of service other    than death:
 The total to the credit of the member in the running account as shall be determined by


key: chroma:document
string_value:
the corporation having regard to the entry date, the accounts credited to the running 
account from time to time, the rate of interest and the date of credit shall become 
payable to the member.
8. TERMINATION OF MEMBERSHIP:
 The membership of the scheme in respect of a member shall terminate upon the happening 
of any of the following events:
a) Member ceasing to be in the service of the employer


key: chroma:document
string_value:
99
IIMA HR Policy Manual 2023b) Member reaching the terminal date Upon termination of membership, the Life 
assurance benefit of the member shall cease forthwith, and the amount to his credit in 
the running account as determined in rule 8(ii) shall become payable.
9. RESTRAINT ON ANTICIPATION OR ENCUMBRANCE: 
The benefits under the scheme are strictly personal and cannot be assigned, charged 
or alienated in any way.
10. MASTER POLICY:


key: chroma:document
string_value:
or alienated in any way.
10. MASTER POLICY:
 The corporation will issue a master policy to the employer incorporating the terms and 
conditions under which the benefits are assured.
11. APPOINTMENT OF BENEFICIARY:
 Every member shall at the time of entry into the scheme will appoint one or more beneficiary 
from among his wife or child/children or dependents in the form given at annex and file 
it with the employer. If a member does not have wife or child/children, then he/she shall


key: chroma:document
string_value:
appoint his legal representative to be the beneficiary. In the event of death of the member, the 
benefits in respect of him/her will be paid to the beneficiary or beneficiaries appointed by 
him/her.
12. AMENDMENT OR DISCONTINUANCE OF SCHEME:
 The employer may discontinue the scheme at any time subject to 3 months’ previous notice 
being given to the member and the corporation and the discontinuance shall be effective from


key: chroma:document
string_value:
the 20th of the month coincident with or following the expiry of the notice period.
DEPOSIT-LINKED INSURANCE SCHEME 
The Scheme is for the subscribers of General Provident Fund (GPF/CPF).
Under the Scheme, on the death of a subscriber, the person entitled to receive the amount standing 
to the credit of the subscriber shall be paid by the Institute an additional amount equal to the 
average balance amount of subscription and interest thereon at the credit in the account during


key: chroma:document
string_value:
the 3 years immediately preceding the death of such subscriber, subject to the condition that –
a. The balance at the credit of such subscriber shall not at any time during the three years 
preceding the month of death has fallen below the limits of - 
i. Rs. 25,000 for a subscriber in GP of Rs. 4800 or more, in case of GPF and in case of 
CPF Rs. 12,000 if the subscriber has held for greater part of the aforesaid three years 
a post, the maximum of the pay scale of which is Rs. 4,000 or more;


key: chroma:document
string_value:
ii. Rs. 15,000 for a subscriber in GP of Rs. 4200 or more but less than Rs. 4800, in case of 
GPF and in case of CPF Rs. 7,500 if the subscriber has held for the greater part of the 
aforesaid three years a post, the maximum of the pay scale of which is Rs. 2,900 to Rs. 
3,999;
iii. Rs. 10,000 for a subscriber in GP of Rs. 1400 or more but less than Rs. 4200, in case of 
GPF and in case of CPF Rs. 4,500 if the subscriber has held for the greater part of the


key: chroma:document
string_value:
100
IIMA HR Policy Manual 2023iv. Rs. 6,000 for a subscriber in GP of less than Rs. 1400 in case of GPF and in case of CPF 
Rs. 3,000 if the subscriber has held for the greater part of the aforesaid three years a 
post, the maximum of the pay scale of which is below Rs. 1,151;
b. The additional amount will be equal to the average balance in the account during 36 months 
preceding the month of death, subject to a maximum of Rs. 60000, in the case of GPF


key: chroma:document
string_value:
subscribers and Rs. 30000 for CPF. The maximum limit is to be applied after arriving at an 
average of 36 months and not at every stage.
c. The balance for March every year and for the last month of the three-year period will be 
inclusive of interest.
d. In the case of CPF, ‘balance’ and ‘average balance’ would mean only the employee’s subscription 
and interest thereon.
e. Payment will be made by Accounts Manager (Head of Office in the case of Group ‘D’) without


key: chroma:document
string_value:
formal sanction and in whole rupees, with the fraction being rounded to the nearest rupee.
f. In the case of persons appointed on tenure basis/re-employed pensioners, service rendered 
from the date of appointment/re-employment, as the case may be, only will count.
g. Admissible on death after the working hours of the last working day but before 12 midnight 
as this will be treated as “death while in service”.
h. In the case of missing employees, payment can be made to the nominee/legal heirs after


key: chroma:document
string_value:
expiry of a period of seven years following the month of disappearance of the subscriber on 
the production of proper proof of death or a Decree of the Court that the employee shall be 
presumed to be dead.
i. The subscriber has put in at least five years of service as on the date of his death.
GROUP PERSONAL ACCIDENT INSURANCE SCHEME:  
All faculty members, and Staff are covered under this scheme. The premium is borne by the 
Institute. Below is the sum insured.
Sr. No. Category Sum Insured


key: chroma:document
string_value:
Sr. No. Category Sum Insured
01 Group A / Faculty members 30 Lacs
02 Group A / Manager 30 Lacs
03 Group B / Assistant Manager 25 Lacs
04 Group C / Executive 20 Lacs
05 Group D employees 15 Lacs
Besides the above sum insured, the policy will have coverage of weekly benefits, OPD/IPD expense 
in case of accident and children education benefit in case of death. These benefits will depend 
upon the benefits provided by the Insurance Company.


key: chroma:document
string_value:
101
IIMA HR Policy Manual 2023GROUP MEDICLAIM INSURANCE SCHEME (EMPLOYEES POLICY)
The Institute has a tie up with the General Insurance Company for providing group medical 
insurance benefits for its employees under its Group Mediclaim Insurance Scheme. The scheme 
would cover all permanent and Tenure Based Scaled employees of the Institute and their spouses 
and up to two children. The rules governing the scheme are as follows:


key: chroma:document
string_value:
1. Employees who are covered by this scheme have an option to continue in the scheme beyond  
retirement and till the age of 80 subject to the payment of annual premium as per the rate 
finalized by the  Institute. After the demise of the retired employee, the spouse can continue in 
the                                     scheme till he/she attains the age of 80.
2. The maximum annual ceiling per family for hospitalization and related expenses would be:
  Faculty & Managers Rs.5 lakh


key: chroma:document
string_value:
Faculty & Managers Rs.5 lakh
 Group B staff  Rs.4 lakh
 Group C & D staff  Rs.3 lakh
3. The benefit of the scheme can be availed on payment basis when the employee is on leave 
without pay for a year or more. 
4. With this scheme, the Institute would discontinue reimbursement of hospitalization expenses 
of employees and dependents who come under the ambit of this scheme.
  The scheme is ‘cashless’ and expenses would be settled directly by the insurance company’s 
third-party administrator, (TPA).


key: chroma:document
string_value:
third-party administrator, (TPA).
5. The TPA will provide cards to all employees and their dependents who are covered under this  
scheme.
6. Dependent children will cease to be members of the scheme as and when they attain the age 
of 25 or get married or get employed, whichever is earlier.
7. The TPA has many recognized hospitals in all major cities across the country. The Institute’s 
medical officers will provide guidance on hospitals covered under the scheme.


key: chroma:document
string_value:
8. Minimum 24 hours’ hospitalization is a requirement for coverage under this scheme. 60 days’ 
pre-hospitalization, as well as 90 days’ post-hospitalization expenses, are covered under the 
scheme. The consulting fee/cost of medicine/laboratory charges etc. for the initial 60 days 
will be reimbursed by the TPA if the disease for which the expenses were incurred requires 
hospitalization of the patient.
9. However,
A. This 24-hour hospitalization requirement will not apply for the following treatments


key: chroma:document
string_value:
taken in the TPA recognised hospitals where the Insured is discharged on the same 
day.
• Hemodialysis
• Parenteral Chemotherapy
• Radiotherapy
• Eye Surgery
• Lithotripsy (kidney stone removal)
• Tonsillectomy
• D & C
• Dental surgery following an accident


key: chroma:document
string_value:
102
IIMA HR Policy Manual 2023• Hysterectomy
• Coronary Angioplasty
• Coronary Angiography
• Surgery of Gall bladder, Pancreas and bile duct
• Surgery of Hernia
• Surgery of Hydrocele
• Surgery of Prostate
• Gastrointestinal Surgery
• Genital Surgery
• Surgery of Nose
• Surgery of Throat
• Surgery of Appendix
• Surgery of Urinary System
• Treatment of fractures / dislocation excluding hair line fracture, Contracture 
releases and minor reconstructive procedures of limbs which otherwise require


key: chroma:document
string_value:
hospitalization.
• Arthroscopic Knee surgery
• Laparoscopic therapeutic surgeries
• Any surgery under General Anesthesia
• Or any such disease/procedure agreed by TPA/Company before treatment
(A) Further if the treatment/procedure/surgeries of above diseases are carried out 
in Networked specialised Day Care Centre which is fully equipped with advanced 
technology and specialised infrastructure where the Insured is discharged on the


key: chroma:document
string_value:
same day, the requirement of minimum beds will be overlooked provided the following 
conditions are met:
i. The operation theatre is fully equipped for the surgical operation required   in 
respect of sickness/ailment/ injury covered under the policy. Day care nursing 
staff is fully qualified.
ii. The doctors performing the surgery or procedure as well as post-operative  
attending doctors are also fully qualified for the specific surgery/procedure.


key: chroma:document
string_value:
(B) This condition of minimum 24 hours hospitalization is not applied provided:
i. The treatment is such that it necessitates hospitalization and the procedure 
involves specialised infrastructural facilities available only in hospitals,
BUT
 Due to technological advances hospitalization is required for less than 24 hours.
AND/OR
 Surgical procedure involved has to be done under General Anesthesia.
10.   One can also go to a hospital of one’s choice provided the hospital is at least a 10-bedded


key: chroma:document
string_value:
hospital and is registered with the local authorities. The bills for expenses incurred may                     
be sent to the TPA for reimbursement of the expenses through the Institute. The bills are 
normally settled within 30 days. The claim intimation should be sent to Dispensary within 07 
days.


key: chroma:document
string_value:
103
IIMA HR Policy Manual 202311. The GMIS policy will not cover the expenses related to Maternity.
12. Some Hospitals are not covered under Medi-claim (Health) Policies being serviced by the 
public sector Non-Life Insurance Co. Ltd. (TPA & Non TPA Policies), the list is available with HR 
department
13. TPA has fixed up a capping for different diseases in consultation with hospitals, which is 
reproduced below:
Sr. 
NoSurgery Maximum Limit Allow 
(Per Illness in INR)
1 Cataract (Per Eye) 30000 per Eye


key: chroma:document
string_value:
1 Cataract (Per Eye) 30000 per Eye
2 Hysterectomy 70,000
3 Cholecystectomy 70,000
4 Angiography ( CAG ) 20,000
5 Angioplasty (PTCA) Excluding Cost of “STENT”. Cost of 
“STENT” on Actuals.1,10,000
6 Coronary Artery Bypass ( CABG ) 1,80,000
7 THR 2,30,000
8 TKR 2,50,000
9 Appendicectomy 60,000
10 Piles/Haemorrhoidectomy 50,000
11 Hernia – Any type 60,000
12 Fistulectomy 50,000
13 Prostate removal ( TURP / Laser ) 80,000
14 Lithotripsy ( ESWL ) 30,000
15 PCNL ( Unilateral ) 70,000
16 URS 60,000


key: chroma:document
string_value:
15 PCNL ( Unilateral ) 70,000
16 URS 60,000
14. The below list of advanced treatments are covered in GMIS policy with 50% co-payment
 1. Uterine Artery Embolization and HIFU (High density focused ultrasound)
 2.  Balloon Sinuplasty
 3. Deep Brain stimulation
 4.  Oral chemotherapy
 5.  Immunotherapy- Monoclonal Antibody to be given as injection
 6.  Intravitreal injections
 7.  Robotic surgeries
 8.  Stereotactic radio surgeries
 9.  Bronchial Thermoplasty


key: chroma:document
string_value:
9.  Bronchial Thermoplasty
 10. Vaporization of the prostrate (Green laser treatment or holmium laser treatment)IONM – 
(Intra Operative Neuro Monitoring)
 11. Stem cell therapy: Hematopoietic stem cells for bone marrow transplant for hematological 
conditions to be covered.


key: chroma:document
string_value:
104
IIMA HR Policy Manual 2023GROUP MEDICLAIM INSURANCE SCHEME (PARENTS POLICY)
The Institute has a tie up with the General Insurance Company for providing group medical 
insurance benefits for parents of employees under its Group Mediclaim Insurance Scheme. The 
scheme would cover dependent parents of all permanent and Tenure Based Scaled employees of 
the Institute. The rules governing the scheme are as follows:
1. Employees will have option to cover their non-dependant parents in the policy on payment


key: chroma:document
string_value:
basis. The premium will be deducted from the salary of the employee in equal installments.
2. The maximum annual ceiling per family for hospitalization and related expenses would be: 
 Faculty, Managers & Group B Staff   Rs.2 lakh
 Group C & D staff                  Rs.1 lakh
3. The benefit of the scheme can be availed on payment basis when the employee is on leave 
without pay for a year or more. 
4. All other terms and conditions will remain the same as per GMIS policy for employees.


key: chroma:document
string_value:
ADDITIONAL TOP-UP GROUP MEDICLAIM INSURANCE SCHEME (EMPLOYEE’S 
POLICY)
Institute has introduced the additional top-up group mediclaim insurance scheme, which any  
faculty or staff member can opt. The individual can opt for following coverage:
Group Existing Coverage under GMIS (In Rs.) Additional Top-up coverage (In Rs.)
Group A 500000300000
500000
1000000
Group B 400000300000
500000
1000000
Group C 300000300000
500000
1000000
Group D 300000300000
500000
1000000


key: chroma:document
string_value:
1000000
Group D 300000300000
500000
1000000
Following are the features of additional top-up coverage:
1. The entire additional premium has to be paid by the employee. It will be deducted in two 
equal instalments.
2. The additional top-up coverage will be triggered once the existing coverage is exhausted.
3. It will have the same terms and conditions as per the existing policy.
4. The additional top-up coverage will be extended only to family members covered under the 
existing mediclaim policy.


key: chroma:document
string_value:
existing mediclaim policy.
5. Wherever there is a cap in existing policy for any illness, it will continue.
6. Wherever the coverage amount depends on the sum insured, it will be on existing coverage 
(For e.g. cap on room rent is 1.5% of sum insured. Here sum insured will be the existing sum  
insured).
7. The TPA for claim settlement for additional top-up coverage will be as agreed between the 
Insurance company and the Institute.


key: chroma:document
string_value:
105
IIMA HR Policy Manual 2023ADDITIONAL TOP-UP GROUP MEDICLAIM INSURANCE SCHEME (PARENT’S 
POLICY)
Institute has introduced the additional top-up on the base policy for parents, which any  faculty 
or staff member can opt for their parents. The individual can opt for following coverage:
Group Existing Coverage under 
GMIS (In Rs.)Additional Top-up coverage (In Rs.)
Faculty/Group A & B 200000300000
500000
1000000
Group C & D 100000300000
500000
1000000


key: chroma:document
string_value:
1000000
Group C & D 100000300000
500000
1000000
Following are the features of additional top-up coverage:
1. The entire additional premium has to be paid by the employee. It will be deducted in two 
equal instalments.
2. The additional top-up coverage will be triggered once the existing coverage is exhausted.
3. It will have the same terms and condition as per the existing policy.
4. The additional top-up coverage will be extended only to family members covered under the 
existing mediclaim policy.


key: chroma:document
string_value:
existing mediclaim policy.
5. Wherever there is a cap in existing policy for any illness, it will continue.
6. Wherever the coverage amount depends on the sum insured, it will be on existing coverage 
(For eg. cap on room rent is 1.5% of sum insured. Here sum insured will be the existing sum 
insured).
7. The TPA for claim settlement for additional top-up coverage will be as agreed between the 
Insurance company and the Institute.
GROUP TERM INSURANCE POLICY


key: chroma:document
string_value:
GROUP TERM INSURANCE POLICY
To support dependent family members in case of untimely death of the employee, the Institute  
has introduced a Term Policy for all the permanent employees as per below coverage:
Sr. No. Category Sum Insured
1 Faculty Members 1 Cr.
2 Group A 75 Lacs
3 Group B 50 Lacs
4 Group C 35 Lacs
5 Group D 25 Lacs
The term policy will be through one of the leading Life Insurance Company with a validity of 1 
year. It will be renewed from time to time. The Institute will pay the premium.


key: chroma:document
string_value:
The policy will be valid until the employee is working in the Institute. Therefore, in the case of 
retirement or resignation the term policy will end.
The coverage of the term policy will be in addition to the GSLIS policy under which those  employees 
who joined on or  before July 31, 2014 are covered.


key: chroma:document
string_value:
106
IIMA HR Policy Manual 2023GSLIS CLAIM FORM “B”
01 Name of the Master Holder:   Indian Institute of Management
                                          Vastrapur, Ahmedabad 380 015
02 Master Policy No. GSLI 600668  Date of commencement: 20 Sept 1992
03 Name of the employee: _________________________________________________________
04 Employee code:  LIC ID No.: ___________________  Emp.No.:__________  Category  ________


key: chroma:document
string_value:
05 Date of birth: _________________________ Date of joining service: _____________________
06 Date of joining Scheme: 20.09.92  Category ________  Date of death: _________________________
07 Amt of life insurance cover on the date of death: _____________________________________
08 Amt of monthly contribution: __________ (inclusive of addl premium for the double accident 
benefit)
09 Was the member actively at work on the entry date     ____________ in to the scheme ?
If there has been any change in the


key: chroma:document
string_value:
If there has been any change in the 
monthly contribution during his membership 
indicate the date of change and the revised 
contributionInsurance cover and monthly contributions 
revised with effect from 20.09.2003
11 Amount of last monthly contribution: _______________________________________________
12 Due date of payment of the last monthly contribution: __________________________________
13 Date on which the last contribution was paid: ________________________________________


key: chroma:document
string_value:
14 Are there any gaps in premium?  __________________________________________________
15 Cause of death: _______________________________________________________________          
16 Nature of proof of death: ________________________________________________________
17 Was the member in the service of the employer on the date of death ? ____________________
18 Addl. information in case death has taken place within three years of joining the scheme 
_______________________


key: chroma:document
string_value:
_______________________
We hereby declare that the answers to the above questions are true in every respect and the member 
was eligible for the above benefit s as per the rules of our GSLI Scheme and contributions were paid in 
respect of him/her strictly as per the rules of the Scheme.
Dated at Ahmedabad this ______________________
Witness:
Associate Vice President – HR  
Indian Institute of Management Ahmedabad - 380 015.


key: chroma:document
string_value:
107
IIMA HR Policy Manual 2023
1. MEDICAL FACILITIES ON THE CAMPUS
1.1   The Institute has its dispensary on campus which provides medical facilities to its 
employees. In all situations needing medical attention, the initiative for appropriate 
medical treatment shall be with the employee or his/her dependent family members. 
The institute’s involvement is mainly to facilitate medical treatment.
 1.2    The Institute’s dispensary timings are as follows:
Monday to Friday (MBBS) 08:00 AM to 5:45 PM


key: chroma:document
string_value:
Monday to Friday (MBBS) 08:00 AM to 5:45 PM
Saturday and Sundays (MBBS) 09:00 AM to 11:00 AM
Public Holidays Closed
Gynaecologists Tuesday 4:00 PM to 5:00 PM
Thursday 5:00 PM to 6:00 PM
Friday 4:00 PM to 5:00 PM
Saturday 9:30 AM to 10:30 AM
Nephrologist and 
Hypertension SpecialistTuesday 
EveningBy Appointment
 During Vacation days
Monday to Friday 09.00 AM to 05.00 PM
Saturday 09.00 AM to 11.00 AM
Sunday & Public Holidays Closed


key: chroma:document
string_value:
Sunday & Public Holidays Closed
1.3    If the nature of the illness is such that an employee or his dependent family member is 
unable to visit the dispensary, the doctors can be called at home.
1.4    Doctors may also refer a patient to a hospital or to an expert if the situation so 
warrants.
1.5 The medical expense which are not covered under Institute’s Group Medical Insurance 
Scheme will be reimbursed by the Institute, subject to the Institute’s norms.


key: chroma:document
string_value:
1.6 The employee or his dependent family member can also take treatment in any of the 
empaneled hospital.CHAPTER 10
MEDICAL FACILITY


key: chroma:document
string_value:
108
IIMA HR Policy Manual 20231.7   Reimbursement of medical expenses will be as per the norms laid down by the Institute 
and limited to charges at the hospitals.
1.7   The contact details of IIMA dispensary doctors and IIMA panel doctors are as follows:
Regular Doctors at IIMA Dispensary (Extn.4777)
Sr. 
NoDoctor Name DegreeDoctor Timing in 
Dispensary (Mon to Fri)Mobile No.
1 Dr. Nandlal Maheshwari Physician 
(M.B.B.S)9.30 AM to 5.45 PM 8511106965 / 
7046403765
2 Dr. Smruti Thakkar Physician


key: chroma:document
string_value:
7046403765
2 Dr. Smruti Thakkar Physician 
(M.B.B.S)8.00 AM to 12.30 Noon 9354771714
Visiting Doctors at Dispensary
Sr.No Doctor Name Degree Visiting Timing Mobile no 
1 Dr. Usha Patel Gynecologist Thursday - 5.00 PM to 5.45 PM
Saturday - 9.30 AM to 10.30 AM9898141715
2 Dr. Chaitasi Shah Gynecologist Tuesday & Friday
4.00 PM to 5.00 PM9662022070
3 Dr. Manoj Gumber Nephrology and 
Hypertension 
SpecialistBy Appointment 9879511234
Dispensary Timing
Monday to Friday 8.00 AM to 5.45 PM


key: chroma:document
string_value:
Monday to Friday 8.00 AM to 5.45 PM
Saturday & Sunday 9.00 AM to 11.00 AM
Public Holiday Closed
Laboratory/Diagnosis/Pharmacy
Sr.
No.Name & 
LinkServices Address LandmarkContact 
NumberRemarks
1 Kadamb 
Diagnostics• All Radiology
• Diagnostic 
ServicesL 13, 132 Feet Ring Rd, 
Swatantra Senani -2,Near 
Akhbarnagar Circle, Nava 
Vadaj, Ahmedabad- 380013Akhbarnagar         
9016906003
2 Sadbhav 
Imaging 
Centre• Radiology 
ServicesGovernment Ladies Hostel, 
Ground Shaival Plaza, 
Sheth Mangaldas Rd,


key: chroma:document
string_value:
Ground Shaival Plaza, 
Sheth Mangaldas Rd, 
behind Gujarat College, 
Ellisbridge, Ahmedabad, 
Gujarat 380006Ellisbridge 9227450457
9979355209
3 Neuberg 
Supratech 
Laboratories  • All Pathology 
ServicesNeuberg Supratech, 
Ground Floor, Kedar 
Building, Opp. Krupa petrol 
Pump Parimal garden, 
AhmedabadParimal garden 9662473545
(Mr. 
Bhavesh)Availability at 
Dispensary 
(Mon to Fri)
8.00 AM to 
8.00 PM


key: chroma:document
string_value:
109
IIMA HR Policy Manual 2023Sr.
No.Name & 
LinkServices Address LandmarkContact 
NumberRemarks
4 Paras 
Medical 
Store  • Pharmacy I/5,Janvishram Society,B/H 
Sahajanand College 
Ambawadi,
Ahmedabad.Ambawadi 7096789666 (Mon to Sat)
9am to 9.30pm
(Sunday)  
9am to 
12.30noon
5 Planet 
Health 
Pharmacy• Pharmacy D-11, Old Campus, beside 
Dispensary.IIMA 079-
26300770
9510970471(Mon to Sun)
8.00 AM to 
11.00 PM
On Panel Hospital
Sr.
No.Name Services Address Landmark Contact 
NumberRemarks
1 Sal Hospital


key: chroma:document
string_value:
NumberRemarks
1 Sal Hospital 
& Medical 
InstituteAll OPD Facility Opp. Doordarshan Kendra, 
Drive In Road, Ahmedabad.Drive In Road 9925195610 https://
salhospital.
com
2 Aartham 
Multi Super 
Specialty 
Hospital• All OPD 
Consultation
• Physiotherapy
• X-ray
• Gynaecological 
services (Incl. 
LSCS)Opp. Government 
Polytechnic,  
L-Colony, Near Panjarapole 
Cross Road, Ambawadi,  
Ahmedabad- 380006Ambawadi 079-
26306401 
079-
26306406
3 Aditya 
Orthopaedic 
Hospital• Orthopedic
• Physiotherapy
• X-ray


key: chroma:document
string_value:
Hospital• Orthopedic
• Physiotherapy
• X-ray
• OPD Facility201/202, Aditya Plaza, 
Jodhpur Road, Satellite, 
Ahmedabad - 380015,Satellite 079-
29297979
079-
26926565
9909024605
4 Shivam 
Orthopaedic 
Hospital• Orthopedic
• Physiotherapy
• X-ray
• OPD FacilityShivam Orthopaedic 
Hospital 2, Chaitanya 
Society, 
Opp. IIM New Gate 
VastrapurVastrapur 9825020120
9428595302
26301986
On Panel Doctors
Sr.
No.Specialist Doctor’s Name & 
LinkAddress Landmark Contact No. Time
Mon To Fri


key: chroma:document
string_value:
LinkAddress Landmark Contact No. Time
Mon To Fri
1 ENT Dr. Mihir Mehta Aashwi ENT Hospital
25 Sumangalam Society 
Opp. Drive in theatre ,
Drive in road AhmedabadDrive in 
road9825647693
997989167210 to  12.30 
Pm
5 pm  to  
7.30 pm
2 ENT Dr. Rajeev Jha Babul ENT hospital,204-205 
Shyamak complex, B/H 
Kamdhenu Complex, 
Opp Sahajanand College 
PolytechnicOpp 
Sahajanand 
College9825067727
2630142112pm  to  
2pm
5pm  to  
7pm
1 PHYSICIAN Dr. Kashyap 
NanawatiNanawati Hospital health 
care, Haash Complex,


key: chroma:document
string_value:
care, Haash Complex, 
Shyamal Manekbag road, 
Near Himali Tower Kenyug 
cross road, Satellite. Satellite 9426518016
267409095.30  to 7.30  
pm


key: chroma:document
string_value:
110
IIMA HR Policy Manual 20232 PHYSICIAN Dr. Vishal Mehta Shop no.2, Neeldeep 
Complex, Lad Society Road, 
Vastrapur Vastrapur 9824035522
2675488611am  to  
2pm
6 to  8.30  
pm
3 PHYSICIAN Dr. Devang H. 
Shah 13, Shalimar Complex
Mahalaxmi Five Road, Paldi 
Ahmedabad 380007Paldi 9825457857
2660817910.30  to  
5pm
4 PHYSICIAN Dr.Vinay Bhomiya Near, 1, Uday Park Society, 
Sunrise Park Road, 
Vastrapur, Ahmedabad, 
Gujarat 380015Vastrapur 9825007385
2630643111 am  to  2 
pm
8 pm  To  10 
pm


key: chroma:document
string_value:
2630643111 am  to  2 
pm
8 pm  To  10 
pm
1 PEDIATRICIAN Dr. Pramod Shah  Niramay Hospital 158, 1st 
floor, Ellisbridge, Shopping 
Center Opp.Townhall. Ellisbridge 9824014553
266046071  to  
2.30pm
5  to  7 pm
2 PEDIATRICIAN Dr. Parthiv Shah 2nd Floor, Himalaya 
Complex, Lad Society Road, 
Nehru Park Cross Road, 
VastrapurVastrapur 9825154746
2674104911 to  
1.30pm
 6   to   
8.30pm
3 PEDIATRICIAN Dr. Kirit S. Mod Shivam Children Hospital
28/1, Shivam, Opp. 
Polytechnic


key: chroma:document
string_value:
28/1, Shivam, Opp. 
Polytechnic
Opp. Polytechnic, AmbawadiAmawadi 9824041708
2630185410.30  to  
1.30pm
  6.30  to  
8.30pm
1 OPHTHALMOLOGIST Dr. Tejas Shah G-B,Devang Park Nr. 
Polytechnic Ambawadi, 
Landmark
Nr.Panjarapole Cross RoadAmawadi 9824028464
962489624811  to  
7.30pm
2 OPHTHALMOLOGIST Dr. Sanjay Gandhi C-1, Shivani Apartment
B/H Sahajanand College
Swami Bhushvani Road
Panjarapol, AmbaaadiAmawadi 26305000
99785437069  to 
10.30am
5  to 7pm


key: chroma:document
string_value:
99785437069  to 
10.30am
5  to 7pm
3 OPHTHALMOLOGIST Dr.Shaileen Parikh 3rd Eye Clinic   2,Jatin 
Bungalow,Behind Pride 
Hotel,Opp.Patel park,Fire 
Station Lane, Judges 
Bangalow Road, Bodakdev 
Ahmedabad 380054Bodakdev 40008281
26842333 9.30am to 
6.30pm
1 SKIN SPECIALISTS Dr.Rupa Shah G-B,Devang Park 
Nr.Polytechnic 
Ambavadi,Landmark,
Nr.Panjarapole Cross RoadAmawadi 9824253202
962489624811  to  4pm
2 SKIN SPECIALISTS Dr. Aniruddh Vyas  2/C, Gold Coin Complex 
Jodhpur Cross Road,


key: chroma:document
string_value:
Jodhpur Cross Road, 
Satellite Ahmedabad 15Satellite 9825258538
267495906  to  8pm
1 PSYCHIATRIST Dr. Rajesh Maniyar GIPS,1st Floor, DEV 
Complex, On Parimal 
Garden Cross Road, 
Ambawadi, Ellisbridge, 
AhmedabadAmawadi 9824011933
8448108108 11am  to 
4pm
1 GENERAL SURGERY Dr. Ramesh 
Gandhi1st Floor, Silver Arcade 
Ellisbridge, Near Town Hall 
EllisbridgeEllisbridge 9327011201
2658342812 to  
2pm
  6  to  8pm
1 GYNECOLOGIST Dr.Usha Patel Avtaran Nursing Home,In 
Front of Page One Hotel,


key: chroma:document
string_value:
Front of Page One Hotel, 
Lad Society,        Sandesh 
Press Road, Bodakdev.Bodakdev 9898141715
7567358822  3  to 5 pm


key: chroma:document
string_value:
111
IIMA HR Policy Manual 20232 GYNECOLOGIST Dr.Chaitasi Shah Shreem Maternity Clinic 
Opp.Vivaan Hospital,Beside 
Indus Bank,Mansi Circle 
VastrapurVastrapur 9662022070
26747064 11    to  
1pm
6.30  to  
8pm
3
GYNECOLOGISTDr. Bindu Shah Sarla Nursing Home
Nehrunagar Char Rasta, 
near Panch Mahadev 
Mandir, SM Road 
Ahmedabad.Nehrunagar 9825303037
26302460, 
26300775
 1 UROLOGIST Dr.Kartik J.Shah Rinon Urosurgical 
Hospital 203,Sigma icon-1 
Opp.Medilink Hospital 
Nr.Shyamal Cross road


key: chroma:document
string_value:
Opp.Medilink Hospital 
Nr.Shyamal Cross road  
132ft Ring road,Satallite 
Ahmedabad-15Satallite 6355493429
4899020312pm to 
2pm  
6.30To 
8.30pm
2. MEDICAL EMERGENCIES
2.1 In a medical emergency where Institute doctors could not be contacted, an 
employee can consult any of the doctors identified for the purpose or doctor  of his/
her choice. The employee should report such cases to the Institute doctor the very 
next day and be guided by his/her advice.


key: chroma:document
string_value:
next day and be guided by his/her advice.
2.2 The Institute vehicle, if available, can be utilized for taking a patient to a hospital in 
medical emergencies.
2.3 Medicines prescribed by Institute doctors or against prescriptions by other 
doctors duly countersigned by an Institute doctor can be bought without cash   
payment from the chemist identified by the Institute.
3. REIMBURSEMENT OF MEDICINES
3.1  Only medicines which are not included in the government of India’s list of     inadmissible


key: chroma:document
string_value:
medicines will be reimbursed. Ayurvedic medicines will be reimbursed, provided they 
are prescribed by the RMO of the Akhandanand Ayurvedic hospital and purchased 
preferably from Ayurvedic Bhavan, Opp. Income Tax Office, Ahmedabad or from the 
shops suggested by the RMO. For reimbursement of medical expenses, the employees 
are required to submit their claims in the prescribed form, with all the details 
including cash memos, prescriptions etc. and duly certified by the Institute doctor or


key: chroma:document
string_value:
by RMO of Civil/s/ Akhandanand Ayurvedic Hospital, as the case may be.
3.2 Payments are made on a monthly basis.
4. REIMBURSEMENT OF CONSUL T ANCY FEES:
4.1    The revised consultancy fees and rates are as follows:
Sr. No Name Rate
1 Consultation 600
2 Follow up 400
3 ECG 225
4 TMT 2000
5 Echo 2000


key: chroma:document
string_value:
112
IIMA HR Policy Manual 2023Sr. No Name Rate
6 Super Specialist 1000
7 Super Specialist Follow Up 800
8 Sonography 1200
Sr. No Investigation/Procedure Reimbursement Rate
1 X-Ray (Chest) 400
2 USG – (Any part) 1200
3 Mammography
X-Ray 400
USG 1200
MRI 3500
4 CT Scan
Without Contrast 2000
With Contrast 4000
5 MRI
Without Contrast 3500
With Contrast 5000
6 Physiotherapy
Basic (Per day) 100
Advance (Per day) 200
4.2 The  Institute has arranged a cashless facility for pathology services on-campus


key: chroma:document
string_value:
with Neuberg  Supratech Diagnostics Centre. The services will be cashless for faculty, staff 
and their dependent family members whereas for others it will be on a direct payment basis.
 For services outside the campus, in addition to above the phlebotomist visiting charges will 
be applicable. The phlebotomist is available at the dispensary from 8:00 a.m. to 8:00 p.m. 
during weekdays for sample collection and providing the report/s.
5. MEDICAL FACILITIES WHEN EMPLOYEES OPT FOR INDIAN SYSTEM OF


key: chroma:document
string_value:
MEDICINES AND HOMEOPATHY
 The Institute will follow the guidelines given below:
5.1 The employees of the Institute may opt for treatment under the Indian    system of   
medicines but only through Government/Municipal hospitals     and dispensaries.
5.2   When an employee or his/her dependent is suffering from a disease for a prolonged 
period and has been advised treatment under Ayurveda/ Siddha/Unani he should 
write to the Chief Administrative Officer, who    may in turn request the Institute


key: chroma:document
string_value:
Medical Officer for a proper evaluation of  the case and advice. The Medical Officer 
may allow the request and also advise the Chief Administrative Officer accordingly.


key: chroma:document
string_value:
113
IIMA HR Policy Manual 2023 5.3     Employees will be allowed to pursue one system of medicine at any point in time.
5.4 Employees who are allowed to opt for the Indian system of medicine have  to consult 
doctors located in Ahmedabad who are preferably attached to the Civil Hospital/ VS 
Hospital/ Akhandanand/any Trust hospital. In case doctors attached to these hospitals 
are not available, employees can   consult registered medical practitioners of such a


key: chroma:document
string_value:
system. In case such doctors are not available in Ahmedabad, employees may opt to 
consult doctors of their own choice with the permission of the CAO.
5.5 Reimbursement of consulting fee of such doctors will not exceed the reimbursement 
fixed for allopathic doctors.
5.6 Medicines prescribed by doctors should be purchased from Ahmedabad only. Cash 
memos should be supported by a Certificate from the shop giving the name of the


key: chroma:document
string_value:
manufacturer and the price list of the manufacturer. The cost of non-reimbursable 
medicines will be borne by the employee.
5.7 Doctors in attendance of the Indian system of medicine should issue a certificate 
specifying the medical problem of the employee and the medication prescribed for 
the disease.
5.8 If the consultation and purchase of medicine are made outside Ahmedabad, the Institute 
doctor, subject to provision contained in para (7) will certify for reimbursement.


key: chroma:document
string_value:
In case it is done in Ahmedabad, the Medical Officer in Attendance will certify the 
reimbursement claim, along with his own certificate.


key: chroma:document
string_value:
115
IIMA HR Policy Manual 2023NOTES
1. The bill should be certified by the civil surgeon of Civil Hospital, Ahmedabad; R.M.O. of V.S. 
Hospital, Ahmedabad; or any other doctor authorised by these hospitals for the purpose, who 
is not an honorary doctor; or the Institute doctor.  
2. Only the cost of medicines not included in the list of inadmissible medicines as prescribed by 
the Government of India from time to time would be reimbursed by the institute.


key: chroma:document
string_value:
3. Medical expenses incurred by the members or their families in Govt. hospital outside 
Ahmedabad are also reimbursable provided the request for reimbursement is accompanied 
with a certificate from the hospital that the treatment was taken there. Such certificate should 
not have been issued by an honorary doctor.
4. Medical expenses incurred under the Ayurvedic/Homeopathic systems are reimbursable, 
only if the treatment is taken in a recognised hospital and the expenses are certified by the


key: chroma:document
string_value:
authorised doctor of such hospital. Only the cost of medicines allowed under the Central Govt. 
Medical Attendance Rules, will be reimbursed.
5. Diet charges are not reimbursable.
6. Cash memos should be countersigned by the doctor signing the certificate.
7. Prescription should be shown to the Institute Doctor on demand and should as far as possible 
be attached to the bill.  
8. Medical expenses must be claimed within six months of incurring them.


key: chroma:document
string_value:
116
IIMA HR Policy Manual 2023
DOMESTIC TRAVEL
SANCTION 
A prior sanction is required for any travel (crossing the city limits while on duty). The sanctioning 
authorities are as follows:
Travel By Sanctioning Authority
1. Faculty : Director/Dean
2. RA/ AA : 1) Project Coordinator/Faculty/ Area Chair with  
    whom the staff works &
   2) Dean (P) for AA/Dean (F) for RA
3. Administrative Staff : 1) Head of the Department &
   2) Chief Administrative Officer &
   3) Director for international travel


key: chroma:document
string_value:
3) Director for international travel
• For obtaining travel sanction, a travel request form is prescribed (in pink colour for Faculty & 
Administrative Staff and in yellow colour for Research Staff). 
• Any deviation in proposed travel plan  concerning Dates / Mode of Travel / Class of Travel 
/ Stay / Head of Account etc. requires a revised travel sanction by the same sanctioning 
authority.
• In the absence of travel request form duly approved by sanctioning authority, no travel claim


key: chroma:document
string_value:
including air booking / train booking by agencies will be allowed. 
MODE AND CLASS OF TRAVEL
Designation Air Rail Road
Faculty Economy 
ClassAC 1-class Taxi / Autorickshaw /Public 
Bus including AC Bus
Officers and above --do-- AC 1-class --do--
Supervisory Staff --do-- AC 2-tier class --do--
Below Supervisory 
Staff & AAs / RAsNA First class/ AC 
3-tier/ AC Chair CarAutorickshaw /Any public bus 
except AC BusCHAPTER 11
ALLOWANCE & BENEFITS


key: chroma:document
string_value:
117
IIMA HR Policy Manual 2023• In the case of road travel between places connected by rail, travel by any means of public 
transport is allowed, provided the total fare does not exceed the train fare by the entitled class.
• In case travel by own car prior approval by the sanctioning authority of travel by road using 
own vehicle is required and the rate of reimbursement per kilometer travel would be as per 
the prevailing rates approved by the Institute.  If a person travels by own car without prior


key: chroma:document
string_value:
approval in the travel request form, then the entitled class rail fare for the said travel will be 
reimbursed.
• If a person travels by a higher class (without prior approval in the travel request form) than 
the one for which he/she is eligible, will be reimbursed only fare for the entitled class.
DAILY ALLOWANCE (D.A.)
DesignationEntitlement for Actual claims supported by Bills/
ReceiptsRates of 
D.A. without 
actual bills / 
receipts**Hotel 
Accommodation* 
per day (Rs.)Food# Bill per


key: chroma:document
string_value:
Accommodation* 
per day (Rs.)Food# Bill per 
day (Rs.)Total Actuals 
(Hotel+Food) 
(Rs.)
Faculty 10,000 2,500 12,500 2,500
Officers and above 7,500 1,875 9,375 1,875
Supervisory Staff 5,000 1,250 6,250 1,250
Below Supervisory 
Staff & AAs / RAs3,000 750 3,750 750
* Hotel accommodation includes incidentals like laundry, telephone, internet, Wi-Fi or any other facilities used at hotel.
# Payment for tips and hard drinks are not reimbursable.


key: chroma:document
string_value:
** This is the upper limit. The amount spent is to be certified and claimed. No bills required.
In case the actual expenditure exceeds the approved limits as above, a special sanction is required 
as follows:
Upto 50% of excess exp. More than 50% of excess exp.
Faculty / RA / AA Dean (Programmes/Faculty) Director
Administrative Staff CAO Director
DAILY ALLOWANCE WITHOUT BILLS / RECEIPTS
Daily Allowance (without bills / receipts) will be admissible only if there is no claim towards


key: chroma:document
string_value:
actual for hotel or food. Rate of D.A. without bills / receipts will be calculated as follows for the 
date of departure from / arrival to Ahmedabad:
Departure Eligible D.A.
Forenoon Full
Afternoon Half
Arrival Eligible D.A.
Forenoon Half
Afternoon Full


key: chroma:document
string_value:
118
IIMA HR Policy Manual 2023CONVEYANCE 
For local travel on official duty, the conveyance will be reimbursed on actual basis.
SUBMISSION OF CLAIM
The claim for reimbursement of travel expenses incurred has to be submitted within three months 
from the last date of return journey failing which the amount of advance shall be recovered from 
the salary. If the claim is not submitted within three months, then the same will require approval 
from the travel request sanctioning authority.


key: chroma:document
string_value:
from the travel request sanctioning authority.
PROOF OF TRAVEL TO BE SUBMITTED
Mode of Travel Requirement
By air Boarding pass (if tickets are purchased by self) & air-ticket
By train Train ticket/ticket no., train no., class of travel
By public transport Ticket
In case of air/rail booking through Institute’s travel agents, the bills must be forwarded through 
the Transport Department. No bills should be forwarded by the faculty or employees directly.


key: chroma:document
string_value:
The following charges in respect of travel are reimbursable:
• Reservation charges for seat/sleeper berth.
• Tatkal Seva charges.
• Internet / e-ticketing charges for the tickets booked through the website of Indian Railways.
• Agency charges by the Traveller’s service agents recognised by the Zonal Railways are 
reimbursable.
• Cancellation charges are reimbursable for official journeys, if done for official reasons.
• Expenses other than hotel, food and conveyance, would require approval from the travel


key: chroma:document
string_value:
sanctioning authority.
• If the hotel bill shows no. of pax to be more than one or a twin sharing or a double bedroom 
(with double occupancy):
- The person has to certify that there was an official guest accompanying OR
- Single occupancy (single bed room) tariff certified by the hotel will be reimbursed
         OR
- 50 % of the actual amount will be allowed
• If food bills mentions sharing or no. of pax to be more than one, either 50% of the amount will


key: chroma:document
string_value:
be allowed or the person has to certify that he was accompanied by an official guest.
• No separate bill for room service will be entertained.  All services at hotel need to be included 
in the hotel bill.  The bill for room service or restaurant, even if included in the hotel bill needs 
to have a detailed bill attached, else the same will not be paid.


key: chroma:document
string_value:
119
IIMA HR Policy Manual 2023• If the booking of the hotel is made through online booking sites or travel agents, proof of 
payment made by the claimant is required.
• The bills having ink which fades away must be submitted along with their photocopies.
PAYMENT BY CLIENT OF TA / DA CLAIMS IN EXCESS OF APPROVED RATES:
• In case of Projects / Programmes where the client agrees to pay actual expenditure by business


key: chroma:document
string_value:
class for air travel (for faculty) and on TA / DA in excess of the limit prescribed under these 
rules, the same can be charged to the project/programme budget that has been approved 
by the Director.  This deviation from Institute practices/ rules need to have specific mention 
in the budget approved by the Director, and also in the travel request form approved by the 
Director. 
INTERNATIONAL TRAVEL
• Prior sanction of the Director is must for all the international travels.
Mode of Travel Class of Travel


key: chroma:document
string_value:
Mode of Travel Class of Travel
Air (less than 6 hours of travel) Economy Class
Air (6 hours or more) Business Class for faculty*
Economy Class for others
 *Ticket needs to be booked at least one month in advance and routed through Dean 
(Faculty)
• Per diem
 Per diem as per UNDP rates approved by the Director from time to time will be paid for the 
days of actual stay.
 In case of stay in two cities on the same day, per diem of the later city will be allowed for the 
full day.


key: chroma:document
string_value:
full day.
Particulars Eligible % of per diem
Incidental (without any bills / receipts / claims) 20%
If bills are submitted for actual expenses on 
boarding1 & lodging280% or actual, whichever is lower and 
20% (incidental)
If no claim for boarding & lodging submitted 20% with bills and 20% (incidental)
If only boarding is claimed 50% with bills and 20% (incidental)
If only lodging is claimed 30% with bills and 20% (incidental)
If boarding & lodging, both are sponsored 20% incidental only


key: chroma:document
string_value:
1 Boarding here means accommodation, laundry, etc. 2 Lodging here means meals
• Journey Allowance
 While travelling abroad, for journeys up to 12 hours, an allowance of US$50 (one way) and 
for journeys more than 12 hours, an allowance of US$100 (one way) will be paid as journey 
allowance. This is in addition to the per diem for actual stay. Since the journey allowance 
is being paid, no expenses during transit to airport, at the airports or in airlines will be 
reimbursed.


key: chroma:document
string_value:
120
IIMA HR Policy Manual 2023• Other Expenses (on actual basis)
• Visa charges 
• Medical Insurance
• Local Conveyance
• Accounts Office will admit only those expenses which are claimed explicitly in the Travel 
Claim Form.
• Expenses other than lodging, boarding and conveyance are included in the incidentals.
• If hotel bill shows no. of pax to be more than one or a twin sharing or a double bedroom:
- The person has to certify that there was an official guest accompanying OR


key: chroma:document
string_value:
- Single occupancy (single bedroom) tariff certified by the hotel will be reimbursed
OR
- 50 % of the actual amount will be allowed
·	If food bills mention sharing or no. of pax to be more than one, either 50% of the amount will 
be allowed or the person has to certify that he was accompanied by an official guest.
·	If the booking of hotel is made through online booking sites or travel agents, proof of payment 
made by the claimant is required.


key: chroma:document
string_value:
made by the claimant is required.
·	The claims must be submitted with the classification of expenditure under the heads – lodging, 
boarding, travel along with dates.
LEAVE TRAVEL CONCESSION
a) Leave Travel Concession is admissible to any employee of the Institute with one year of 
continuous service on the date of journey and his/her family for journey performed by self 
or by the family as the case may be. The concession is admissible once in a period of two


key: chroma:document
string_value:
calendar years for visiting home town or once in a period of four years for visiting a place 
anywhere in India to be specified before availing of the concession on each occasion. The 
block years for the purpose of this calculation shall be calendar years 2022-2025 and so on.
b) The employees and their families, who are unable to avail themselves of the concession in 
a block of two or four years, maybe permitted to avail of the concession before the end of the


key: chroma:document
string_value:
first year  of the next block of two or four years. In the event of the return journey falling in 
the succeeding calendar year, the concession should be counted against the year in which the 
outward journey commenced.
c) Home town means the permanent home town as given in the applications of the employees or 
such other place as declared by them supported by reasons such as ownership of immovable 
property, permanent residence of near relatives. The declaration of home town once made


key: chroma:document
string_value:
shall be treated final but in exceptional case the Institute may allow one change during the 
career of an employee on the individual merits of the case.
d) “Family” for the purpose of leave travel concession means an employee’s wife or husband, 
as the case may be, two surviving unmarried children or stepchildren wholly dependent on 
the employee, irrespective of whether they are residing with the employee or not. In addition,


key: chroma:document
string_value:
121
IIMA HR Policy Manual 2023unmarried minor brothers and married daughters who have been divorced, abandoned 
or separated from their husbands and widowed daughters who are residing with and wholly 
dependent on the employee. Widowed sisters are also included, if residing with and wholly 
dependent upon the employee (provided their father is either not alive or is himself dependent 
on the employee).
e) The restriction of the concession to only two surviving children as indicated above shall not


key: chroma:document
string_value:
be applicable in respect of (i) those employees who already have more than two children 
prior to 20-10-1998 (ii) where the number of children exceeds two as a result of second child 
birth resulting in multiple births.-
f) Children of sisters who are divorced, abandoned, separated from their husbands or widowed 
are not included in the term “Family”.
g) A member of the family whose income from all sources, does not exceed the amount of


key: chroma:document
string_value:
minimum family pension prescribed (i.e. Rs. 9000 p.m.) and Dearness Relief thereon is 
deemed to be dependent on the employee
h) Condition of dependency not applicable on the husband and wife.  Husband and wife is one 
unit for purpose of LTC and hence the condition of dependency is not applicable.
i) Not more than one wife is included in the term “family” for the purpose of leave travel 
concession.
j) In respect of places which are not connected by rail, the employees may travel by steamer/


key: chroma:document
string_value:
air where an alternative means of travel is either not available or is more expensive. In such 
cases, the Institute bears the same proportion of cost as in the case of rail journeys.
k) The liability of the Institute for the cost of railway fare between Ahmedabad and the home 
town or a specified place other than the home town is limited to the share of the fare by the 
shortest route calculated on a through ticket basis.
l) The concession is restricted to journeys within India.


key: chroma:document
string_value:
m) The concession is admissible only in the case of journeys performed by the employee during 
regular leave or casual leave as the case may be, irrespective of their duration. In the case of the 
faculty, vacation is treated as leave for the purpose of this concession. The condition of leave 
shall not apply to the journeys performed by the members of the families of the employees. 
The concession is not admissible to an employee who proceeds on regular leave and then


key: chroma:document
string_value:
resigns the job without returning to duty.
n) Entitlements of a fresh recruit : Fresh recruits are allowed to travel to their home town 
along with their families on three occasions in a block of four years and to any place in India 
on the fourth occasion.  The facility is available for the first two blocks of four years after 
joining the service for the first time.
(i) The first two blocks of four years will apply with reference to the initial date of joining.


key: chroma:document
string_value:
The first two blocks of four years will be personal to them.  On completion of eight 
years, they will be treated at par with other regular employees.
(ii) No carry over of LTC is allowed for a fresh recruit.  A fresh recruit whose hometown 
and headquarters are same cannot avail LTC.


key: chroma:document
string_value:
122
IIMA HR Policy Manual 2023o) Instructions on booking of tickets in respect of Leave Travel Concession (L TC):
(i) In all cases of air travel in respect of LTC, air tickets can be booked by employees  
themselves or through the Travel Centre.
(ii) Employees are encouraged to book flight tickets at least 21 days prior to the intended 
date of travel on LTC, to avail the most competitive fares and minimize burden on the 
Institute.


key: chroma:document
string_value:
Institute.
(iii) Employees will have to choose a flight having the Best Available Fare on their entitled 
travel class which is the Cheapest Fare available, preferably for Non-stop flight in a 
given slot,   mentioned below, at the time of booking.
(a) On the day of travel in the desired 3 hours’ slot of following time band - 00:00 
hours to 03:00 hours, 03:00 hours to 06:00 hours, 06:00 hours to 09:00 hours, 
09:00 hours to 12:00 hours, 12:00 hours to 15:00 hours, 15:00 hours to 18:00


key: chroma:document
string_value:
hours, 18:00 hours to 21:00 hours, 21:00 hours to 24:00 hours.
(b) With provision of optimizing within a 10 % price band, for convenience and 
comfort.
(iv) In case of self-booking, the employees will have to retain the print-out of the 
concerned webpage of the airlines having flight and fare details for the purpose of the 
settlement of the LTC claims; and if the flight tickets are booked by the Travel Centre, 
the employee should instruct the Travel centre to send the webpage having flight and


key: chroma:document
string_value:
fare details along with the air tickets for the purpose of settlement of the LTC claims.  
If an employee books a flight of their convenience through self-booking or 
through the Travel Centre other than the clauses mentioned above, the difference 
of airfare would be borne by the employee.
p) The employee should inform the designated personnel in the accounts department before 
undertaking journey for which the concession under this scheme is claimed. They should


key: chroma:document
string_value:
produce evidence of their having actually performed the journey as claimed by them.
q) To enable the employees to avail of the concession, they may be granted an advance limited 
to 90% of the estimated amount which the Institute would have to reimburse in respect of 
the cost of journey both ways to the home town or any specified place and back. Where the 
employees and members of the family avail themselves of the concession separately, the


key: chroma:document
string_value:
advance also may be drawn separately. The advance shall have to be refunded if the outward 
journey is not commenced within 60 days of the grant of advance. 
r) The time-limit for drawal of LTC advance is 125 days ( i.e. 4 months and 5 days ) in case of 
journey by train.
s) When advance is taken, the claim should  be settled within one month from the date of return 
journey.
t) When no advance is taken, claim should be submitted within three months from the


key: chroma:document
string_value:
completion of return journey.  Otherwise, the claim will be forfeited.
u) In the case of the tickets for air travel booked by the Institute’s travel agent, there is no need 
to submit boarding passes for any travel undertaken for which the travel expenses are settled 
by the Institute. In all other cases, boarding pass need to be submitted for settling the account.


key: chroma:document
string_value:
123
IIMA HR Policy Manual 2023v) Employees and family as independent units :  The family members need not accompany the 
employees or even travel in the same calendar year in which the employee travels.    The 
members of the family of an employee may either travel together or separately in different 
groups as may be convenient to them.  Where they travel in different groups, at different times, 
reimbursement of expenditure may be allowed in respect of each group, provided the journey


key: chroma:document
string_value:
is performed during the currency of the block in respect of which the first group performed its 
journey.  The return journey of each group must be completed within six months from the date 
of commencement of the outward journey by that group.
w) Entitlements for travel in LTC effective from July 01,2017
Pay Level in Pay Matrix Travel Entitlements
12 and above Economy class by air or AC I Class by train
9 to 11 Economy class by air or AC 2nd Class / Chair Car by train


key: chroma:document
string_value:
6 to 8 AC 2nd Class /Chair Car by train
5 and below AC 3rd Class/Chair car by train 
RELOCATION CHARGES
A newly joined staff member whether Permanent or TBSC joining the Institute from outside 
Ahmedabad will be reimbursed relocation expenses as per the below table or the actual cost 
whichever is less, as relocation charges on the production of vouchers, provided no other agency 
in India bears the cost. In addition to this, they can also reimburse travel expense of spouse and 
children as per norms.


key: chroma:document
string_value:
children as per norms.
Sr. Group Relocation Expense Mode of travel for self, spouse and children
01 Group A Up to Rs. 40,000
As per Institute policy for domestic travel.02 Group B Up to Rs. 30,000
03 Group C Up to Rs. 20,000
Also, the staff who leaves the institute within one year, the entire amount paid for relocation will 
be recovered.
ANNUAL DEVELOPMENT ALLOWANCE
The rates of Annual Development Allowance are as follows:
Officers ( Level 12 & Above) Rs. 50,000 
Officers ( Level 10 & 11) Rs. 36,000


key: chroma:document
string_value:
Officers ( Level 10 & 11) Rs. 36,000 
Supervisors ( Level 8 & 9) Rs. 24,000 
Supervisors ( Level 6 & 7) Rs. 18,000 
The Officers/Supervisors can use this allowance to purchase books, subscribe to professional 
journals, purchase periodicals including newspapers, payment of required fees for professional 
courses/fee for higher education, purchase of computers and software, purchase of laptop, 
high end mobiles which provide data and email connectivity, purchase of netbooks and devices


key: chroma:document
string_value:
124
IIMA HR Policy Manual 2023Headphones, Charger, Power back, Toughened cover, Cover etc.) /Repairs. For Group A employees 
who are staying off-campus, can claim the internet charges above Rs. 250 (which is reimbursable) 
from the annual development allowance.
The balance amount from current year can be carried forward to the next year. To be able to 
purchase costly items, which exceeds the current balance, advance up to one year’s entitlement


key: chroma:document
string_value:
can be used. Such an advance would be adjusted in the following year.
An officer/supervisor who joins, retires, or resigns during the year will be entitled for pro- rata 
allowance.
INCENTIVE FOR ACQUIRING HIGHER QUALIFICATION FOR GROUP B/C/D 
EMPLOYEES
Institute grants one- time opportunity cost of investing in acquiring higher qualification by 
the employees. The following one-time lump-sum rates as incentive for acquiring fresh higher


key: chroma:document
string_value:
qualification shall be permissible for courses in fields that are directly related to the employee’s 
job :
Sl.No. Qualification Amount ( Rs.)
1. Ph.D. or equivalent 30,000
2. PG Degree/Diploma of duration more than one year, or equivalent 25,000
3. PG Degree/Diploma of duration one year or less, or equivalent 20,000
4. Degree/Diploma of duration more than three years, or equivalent. 15,000
5. Degree/Diploma of duration three years or less or equivalent. 10,000


key: chroma:document
string_value:
The grant of incentive in respect of above qualifications will be subject to fulfilment of the criteria 
laid down below.  
The criteria/guidelines for granting incentive for acquiring fresh higher qualifications are as 
under :
1. The incentive will not be available for the qualifications which are laid down as essential or 
desirable qualifications in the recruitment rules for the post.
2. No incentive shall be allowed for acquiring higher qualification purely on academic or literary


key: chroma:document
string_value:
subjects. The acquisition of the qualification should be directly related to the functions of 
the post held by him/her, or to the functions to be performed in the next higher post. There 
should be direct nexus between the functions of the post and the qualification acquired and 
that it should contribute to the efficiency of the employee.
3. The quantum of incentive will be uniform for all groups from B to D, irrespective of their 
Classification or grade or the department.


key: chroma:document
string_value:
Classification or grade or the department.
4. The incentive shall not be admissible where the employee is sponsored by the institute, or 
he/she avails study leave for acquiring the qualification.
5. The incentive would be given only for higher qualification acquired after induction into 
service.
6. No incentive would be admissible if an appointment is made in relaxation of the educational


key: chroma:document
string_value:
125
IIMA HR Policy Manual 2023qualification. No incentive would be admissible if employee acquires the requisite qualification 
for such appointment at a later date.
7. The qualifications meriting grant of incentive should be recognized by University  Grants 
Commission, respective regulatory bodies like AICTE, Medical Council of India, etc. set up by 
Central/State Government or recognized by the Government.
8. The incentive shall be limited to maximum two times in an employee’s career, with a minimum


key: chroma:document
string_value:
gap of two years between successive grants.
9. The incentive will be admissible for above qualifications acquired on or after 01.07.2017.
10. The employee should prefer the claim within six months from the date of acquisition   of the 
higher qualification from henceforth.
11. Employees, who have acquired the fresh higher qualification on or after 01.07.2017  till the 
date of issuance of this announcement, may also claim these incentives  within six months 
from the date of issuance of this OM.


key: chroma:document
string_value:
from the date of issuance of this OM.
12.  Employees will have to duly fill the attached form along with copy of the certificates to HR 
Office for claiming the incentive for achieving higher qualification.
13.  Department heads/ Supervisors are requested to inform about these  recommendations to 
Group D employees.
The grant of incentive for the qualifications listed above shall be considered by HR Office after 
ensuring that criteria given above are fulfilled.


key: chroma:document
string_value:
ensuring that criteria given above are fulfilled.
PURCHASE OF MOBILE PHONES AND MONTHLY USAGE LIMIT FOR VARIOUS 
CADRES
Cadre Eligible Amount Monthly Usage (Excluding Tax)
Managers up to Rs. 15000 up to Rs. 500
Assistant Manager up to Rs. 9000 up to Rs. 300
Executive up to Rs. 5000 up to Rs. 250
Other Staff up to Rs. 2500 up to Rs. 150
1. Employees are allowed to buy mobile phones above the eligible limit. Institute will reimburse 
up to the eligible limit only.


key: chroma:document
string_value:
up to the eligible limit only.
2. Executive and Group D employees have to take prior approval through their supervisor from 
CAO and Associate Vice President – HR respectively for mobile phone facility.
3. If the employee leaves the Institute within one, two or three years, then 100%, 50% and 25% 
respectively cost of the reimbursement made will be recovered.
4. The purchase of a new mobile phone will be allowed only after three years. In the case, if the


key: chroma:document
string_value:
mobile phone is broken/lost within three years’ limit, then the expense of a repair or buying 
a new handset will be made by the employee.
5. On completion of three years of purchasing the mobile phone, the employee can apply for 
reimbursement of a new handset without submitting the old handset.
6. On retirement, the employee can keep the mobile phone even if 3 years are not completed. 
The amount, either 100% or 50% or 25% will be recovered from them.


key: chroma:document
string_value:
126
IIMA HR Policy Manual 20237. Employee has to take SIM card provided by the Institute.
8. Institute will bear up to the monthly mobile usage limit. Any amount above the limit has to be 
paid by the employee. 
CHILDREN EDUCATION ALLOWANCE 
1. The scheme will be known as ‘Children Education Allowance Scheme’.
2. The Children Education Allowance is admissible only if the children study in the recognised 
school.
3. The monthly fixed amount for reimbursement of Children Education Allowance is Rs. 2,250


key: chroma:document
string_value:
per child.
4. The amount of ceiling of hostel subsidy is Rs. 6750/- per month.  To claim reimbursement of the 
Hostel Subsidy for an academic year, a certificate from the Head of Institution confirming that 
the child studied in the school will suffice, with additional requirements that the certificate 
should mention the amount of expenditure incurred by the employee towards lodging 
and boarding in the residential complex.  In case such certificate cannot be obtained, self-


key: chroma:document
string_value:
attested copy of the report card and original fee receipts (including e-receipts) which should 
indicate the amount of expenditure incurred by the employe towards lodging and boarding 
in the residential complex can be produced for claiming Hostel Subsidy. The expenditure on 
boarding and lodging or the ceiling of Rs. 6750/- as mentioned above, whichever is lower, 
shall be paid to the employee as Hostel Subsidy.  
5. The reimbursement of Children Education Allowance for Divyaang children of employees


key: chroma:document
string_value:
shall be payable at the double the normal rates of CEA prescribed above in clause (b) i.e. Rs. 
4500/- per month (fixed).
6. The above rates/ceiling would be automatically raised by 25 % every time the Dearness 
Allowance on the revised pay structure goes by 50%.
7. Under this Scheme, one can avail the benefit up to a maximum of 2 children.
8. Hostel subsidy is applicable only in respect of the child studying in a residential educational


key: chroma:document
string_value:
institution located at least 50 kilometers from the residence of the employee.
9. The upper age limit for Divyaang children has been set at 22 years. In the case of other 
children, the age limit will be 20 years or till the time of passing 12th class whichever is 
earlier.  There shall be no minimum age.
10. CEA is allowed in case of children studying through “Correspondence or Distance Learning” 
subject to other conditions laid down herein.


key: chroma:document
string_value:
subject to other conditions laid down herein.
11. The CEA and Hostel Subsidy is admissible in respect of children studying from two classes 
before class one to 12th standard and also for the initial two years of a diploma/certificate 
course from Polytechnic/ITI/Engineering College, if the child pursues the course after passing 
10th standard, and the employee has not been granted CEA/ Hostel Subsidy in respect of the 
child for studies in 11th and 12th standards.


key: chroma:document
string_value:
child for studies in 11th and 12th standards.
12. The Children Education Allowance or hostel subsidy shall be applicable to the employee while 
he is on duty or is under suspension or is on leave (including extra ordinary leave). Provided 
that during any period which is treated as ‘dies non’ the employee will not be eligible for the 
CEA/Hostel subsidy for that period.


key: chroma:document
string_value:
127
IIMA HR Policy Manual 202313. Reimbursement, as indicated above, will be applicable for expenditure on the education of 
school-going children only i.e., for children from nursery to twelfth class, including classes 
eleventh and twelfth held by junior colleges or schools affiliated to Universities or Boards of 
Education.
14. The reimbursement of Children Education Allowance shall have no connection with the


key: chroma:document
string_value:
performance of the child in his/her class. In other words, even if a child fails in a particular 
class, the reimbursement of Children Education Allowance shall be granted.
15. Under this scheme, reimbursement will be done once a year, after completion of the financial 
year.
16. In case the spouse of the Institute employee is a Government servant, only one of them can 
avail the reimbursement under the scheme subject to production of the certificate from the


key: chroma:document
string_value:
employer of the spouse that he is not claiming reimbursement under the scheme or in any 
other form.
17. Reimbursement can be made on the submission of the certificate issued by the Head of the 
Institution for the period/year for which claim has been preferred. The certificate should 
confirm that the child studied in the school during the previous academic year. In case such 
certificate cannot be obtained, self-attested copy of the report card or self-attested fee receipt


key: chroma:document
string_value:
(s) [including e-receipts] confirming/indicating that the fee deposited for the entire academic 
year can be produced as a supporting document to claim CEA.
The provisions are effective from July 1, 2017 onwards.
UNIFORM & LIVERIES
The staff in Group-D/Drivers/Employees working in specific roles are provided liveries as per 
their eligibility criteria, as mentioned herein under:
Sr. No. Item No of Set/pair Duration
1 Uniform 3 Sets 12 Months
2 Shoes 1 Pair 12 Months


key: chroma:document
string_value:
2 Shoes 1 Pair 12 Months
3 Shock Proof Shoes (for technician) 1 Pair 12 Months
3 Rainy Sandal 1 Pair 12 Months
4 Summer Cap 2 Caps 12 Months
5 Socks Nylon 3 Pairs 12 Months
6 Woollen Uniform 1 Pair 24 Months
7 Rain Coat 1 Pair 24 Months
HR Department will submit a category and designation wise list of employee to Stores to enable 
them to procure the items and get them issued.
WASHING ALLOWANCE 
Washing allowance at the rate of Rs 90 per month is paid to Group D employees and to employees


key: chroma:document
string_value:
128
IIMA HR Policy Manual 2023EXTRA DUTY ALLOWANCE 
Employees belonging to categories below the supervisory level can be paid Extra Duty Allowance 
as per the following criteria:
1. Weekly off, Public Holidays and leave taken by the concerned employee, are taken into account 
while arriving at the eligible hours.
2. Eligible hours = Working days x 8/3
3. Extra Duty Allowance cannot be claimed for 30 minutes immediately preceding or following 
the regular hours.


key: chroma:document
string_value:
the regular hours. 
4. If an employee has worked for Extra Duty continuously for 8 or more hours, one hour will be 
deducted for lunch Break.
5. If the claimed hours are exceeding the eligible hours then CAO’s sanction is required for the 
additional hours. In the absence of the same, only eligible hours will be considered.
6. Extra Duty Allowance can be sought to be paid for in cash or can be claimed as compensatory


key: chroma:document
string_value:
off. If the employee is willing to avail C/Off then it has to be availed within three months. 
The employee has to submit the C/Off report along with the Extra Duty statement. It is 
recommended to take compensatory off instead of cash.
7. Extra Duty statement for a particular month should reach the HR Department in the first 
week of the following month. The payment will be made on 10th of every month.
8. The rates for payment of Extra Duty Allowance are as below: 
Pay Level Rate per Hour


key: chroma:document
string_value:
Pay Level Rate per Hour
Level 1  Rs. 25/-
Level 2 and Level 3  Rs. 30/-
Level 4, 5 and Level 6  Rs. 35/-
MESS FACILITY
1. Institute has mess facility available within the premises.
2. The lunch provided to the employee is at subsidised rates. 
3. While a new staff member joins the Institute, the lunch on the first day is provided by the 
Institute as a complimentary lunch.
4. There is specially approved rate for casual diners (new joinee, trainees etc.) as announced by 
the Institute.


key: chroma:document
string_value:
134
IIMA HR Policy Manual 2023

Sr. No.
Name
Relationship with
employee

 380 015
Vastrapur ,Ahmedabad - 380 015


Whether staying with
employee 

Name of Employee
Empl. Code
 /I hereby declare that :


key: chroma:document
string_value:
(i) ________________________  _______________________  _____________________

a.My home town is _______________in the ___________Dist. S tate of _______________.
 _______________________ 
b.Nearest Railway S tation is ________________.
(ii)
The following person(s) is/are wholly dependent on me :


key: chroma:document
string_value:
 Date :  / Signature
 Name
 Ahmedabad  / Designation
Date of
Birth


key: chroma:document
string_value:
135
IIMA HR Policy Manual 20232 Uniforms Two sets per child per A/Y)
3 School shoes  One set per child per A/Y)
4 Text Books  One set per child per A/Y)
5 Note Books(1)
(2)1.


key: chroma:document
string_value:

Certified that the child/children mentioned below in respect of whom reimbursement of Children Educational
Allowance is claimed is/are wholly dependant upon me: 

Name of Child &
Date of Birth

School in which studying



key: chroma:document
string_value:

Academic Year (A/Y)



01 03 04 02
05


Sr#
# Particulars of fees actually paid for the period
 Child 1: From_____________ To____________
 Child 2: From_____________ To____________

Total
Months
01 03 04
1


key: chroma:document
string_value:

Total
Months
01 03 04
1
Monthly Fees X
TotalAmount (Column 3 x 4)
Child 1Child 2
05

 Particulars of other items
Qty.
Amount X
TotalAmount (Column 3 x 4)
02 06
  
 


key: chroma:document
string_value:
Vastrapur ,Ahmedabad - 380 015.
#



key: chroma:document
string_value:
 Fees includes Tuition fees, Admission, Lab, S pecial fee charged for Agriculture, Electronics, Music or any
other subject, Fees charged for practical work under the programme of work experience, fee paid for the use of any aid
for appliance by the child, Library fee, Games/S ports fee and fees for Extracurricular activities. 380 015.
( /P.T.O.)


key: chroma:document
string_value:
136
IIMA HR Policy Manual 2023 
 
 
 165                                                                                                                   
 165 
H R Manual - Staff


key: chroma:document
string_value:
137
IIMA HR Policy Manual 2023 

To :The Director

From :

(A) Travel Plan
Date :

Departure

Date
Time
From
To
Arrival


Mode of Travel
Air/Rail/Road

Address in the
touring stations
Date
Time



key: chroma:document
string_value:
(B) Please st ate briefly , the purpose of travel.


(C) If the journey is required to be performed by a class higher than admissible, for instance, by air instead of rail,
please state reasons in brief.
 
Advance requested for fare Rs.


key: chroma:document
string_value:
Advance requested for fare Rs.
 
Daily allowance @ Rs.                  per day for                  days Rs.
 
Total Rs.
( /P.T.O.)


key: chroma:document
string_value:
138
IIMA HR Policy Manual 2023
(E) The head of account along with the computer code No. to which the expenditure is to be debited.
 Date : ( Signature )

Tour plan as requested approved / not approved / to be discussed.
 Date :  Director


key: chroma:document
string_value:
 Date :  Director

In respect of Research Associates/Assistants, to be sent through the faculty members.
 
Checked by : Accounts Officer (Advance)
  
 
Paid by cheque No. Dated for Rs.
(Rupees only)
  


key: chroma:document
string_value:


Cashier Accounts Officer F. & A.O. / C.A.O.
DEAN / DIRECTOR
 / Recieved the above cheque
 Date : ( Signature )प्रबंधक लेखा
Manager Accounts
Manager Accounts C.F.O./C.A.O.  
DEAN/DIRECTORमुख्य वित्तीय अवधकारती /  
मुख्य प्रशासनिक अवधकारती
डतीि / निदेशकप्रबंधक लेखा


key: chroma:document
string_value:
139
IIMA HR Policy Manual 2023¤ÉÉÁ º]äõ¶ÉxÉÉå Eäò nùÉè®äú Eäò Ê±ÉB ªÉÉjÉÉ ¦ÉkÉä EòÉ Ê¤É±Éú  / Travelling Allowance bill for outstation tours
xÉÉ¨É +Éè®ú {ÉnùxÉÉ¨É
Name & Designation±ÉäJÉÉ ¶ÉÒ¹ÉÇ +Éè®ú EÚò]õ ºÉÆJªÉÉ
ªÉÉjÉÉ EòÉ |ÉªÉÉäVÉxÉ
Purpose of journeyHead of Account & Code No.
ªÉÉjÉÉ Eäò Ê´É´É®úhÉ  / Particulars of Journey
Gò.ºÉÆ.
Sr.No.|ÉºlÉÉxÉ / Departure +ÉMÉ¨ÉxÉ / Arrival
ÊnùxÉÉÆEò / Date ºÉ¨ÉªÉ / Time ºlÉÉxÉ / Place ÊnùxÉÉÆEò / Date ºÉ¨ÉªÉ / Time ºlÉÉxÉ / PlaceªÉÉjÉÉ EòÒ Ê´ÉÊvÉ +Éè®ú
¸ÉähÉÒ


key: chroma:document
string_value:
¸ÉähÉÒ
Mode & class of travel|ÉnùkÉ ÊEò®úÉªÉÉ ¯û.
Fare paid
Rs.
1
2
3
4
5
6
®äú±ÉMÉÉc÷Ò ºÉä EòÒ MÉ<Ç ªÉÉjÉÉ Eäò Ê±ÉB EÞò{ÉªÉÉ ®äú±ÉMÉÉc÷Ò xÉÆ. +Éè®ú Ê]õEò]õ xÉÆ. nùÒÊVÉB * / In case of train please indicate train No. & ticket No.
ºÉ®úEòÉ®úÒ b÷¬Ú]õÒ {É®ú ºlÉÉxÉÒªÉ ªÉÉjÉÉ Eäò Ê´É´É®úhÉ ÊVÉºÉEäò Ê±ÉB ´ÉÉºiÉÊ´ÉEò JÉSÉÉç EòÉ nùÉ´ÉÉ ÊEòªÉÉ MÉªÉÉ ½èþ * / Particulars of local travel on official duty for which
actual expenses are claimed.
Gò.ºÉÆ.
Sr.No.ÊnùxÉÉÆEò / Date iÉEò /TovÉxÉ®úÉÊ¶É
Amount
¯û./Rs.
1
2
3
4
5


key: chroma:document
string_value:
Amount
¯û./Rs.
1
2
3
4
5
6
7ºÉä / FromªÉÉjÉÉ EòÒ Ê´ÉÊvÉ
Mode of Travel
ºÉ®úEòÉ®úÒ b÷¬Ú]õÒ Eäò Ê±ÉB nèùÊxÉEò ¦ÉkÉÉ : ÊnùxÉ                 @ ¯û. ..... ¯û.
Daily Allowance for official duty : Days                           @ Rs. ..... Rs.
´ÉÉºiÉÊ´ÉEò (Ê¤É±É +Éè®ú ®úºÉÒnåù ºÉÆ±ÉMxÉ Eò®åú)                  ÊnùxÉÉå Eäò Ê±ÉB ..... ¯û.
Actual (Bills & Receipts to be attached) for             days. ..... Rs.
nùÉ´Éä EòÒ EÖò±É ®úÉÊ¶É ..... ¯û.
Total amount claimed ..... Rs.


key: chroma:document
string_value:
Total amount claimed ..... Rs.
PÉ]õÉBÄ : SÉäEò/xÉEònù uùÉ®úÉ Ê±ÉªÉÉ MÉªÉÉ +ÊOÉ¨É ÊnùxÉÉÆEò ..... ¯û.
Less : Advance drawn by cheque/cash on....... ..... Rs.
nùÉ´Éä/vÉxÉ´ÉÉ{ÉºÉÒ EòÒ ÊxÉ¤É±É ®úÉÊ¶É ..... ¯û.
Net amount claimed / refunded ..... Rs.
ÊnùxÉÉÆEò / Date : ½þºiÉÉIÉ®ú / Signature
ÊnùxÉÉÆEò / Date : |ÉÊiÉ ½þºiÉÉIÉ®ú / Counter Signature
(EÞò.{É.{É. /P.T.O.)¦ÉÉ®úiÉÒªÉ |É¤ÉÆvÉ ºÉÆºlÉÉxÉ, +½þ¨ÉnùÉ¤ÉÉnù Indian Institute of Management, Ahmedabad


key: chroma:document
string_value:
140
IIMA HR Policy Manual 2023ÊnùxÉÉÆEò EòÉ ¯û. EòÉ SÉäEò ºÉÆ. VÉÉ®úÒ ÊEòªÉÉ *
Issued cheque No. Dated for Rs.
±ÉäJÉÉ ±ÉäJÉÉ +ÊvÉEòÉ®úÒ/OÉÖ{É |ÉvÉÉxÉ (Ê´ÉkÉ B´ÉÆ ¤ÉVÉ]õ) ¨ÉÖ.|É.+./b÷ÒxÉ/ÊxÉnäù¶ÉEò
Accounts Accounts Officers/Group Head (F&B) C.A.O./Dean/Director
SÉäEò/xÉEònù uùÉ®úÉ ¯û. ¨ÉÉjÉ
(¯û{ÉªÉä ¨ÉÉjÉ) |ÉÉ{iÉ ÊEòB *
Received Rs. (Rupees Only)
By Cheuqe/Cash
ÊnùxÉÉÆEò / Date : Eò¨ÉÇSÉÉ®úÒ Eäò ½þºiÉÉIÉ®ú / Signature of employee±ÉäJÉÉEòÉ®ú ±Éä.+./OÉÖ{É |ÉvÉÉxÉ (Ê´ÉkÉ B´ÉÆ ¤ÉVÉ]õ)


key: chroma:document
string_value:
Acctt. A/c.O/Group Head (F&B)b)´ÉÉ{ÉºÉÒ ¨ÉÉjÉÉ
ReturnnÚù®úÒ
Distance
c)EÖò±É
Total
JÉ.PÉ]õÉBÆ : Ê±ÉªÉÉ MÉªÉÉ +ÊOÉ¨É
Less : Advance Taken
MÉ.¦ÉÖMÉiÉÉxÉ/´ÉºÉÚ±É EòÒ VÉÉxÉä´ÉÉ±ÉÒ ÊxÉ¤É±É ®úÉÊ¶É
Net amount to be paid/recoveredEäò´É±É EòÉªÉÉÇ±ÉªÉ Eäò |ÉªÉÉäMÉ Eäò Ê±ÉB  / For Office use only
Eò.nùÉ´ÉÉ ¨ÉÆVÉÚ®ú ÊEòªÉÉ MÉªÉÉ
Claim sanctionedB±É.B¡ò. ºÉÆJªÉÉ
L. F. No.
a)+ÉMÉä EòÒ ¨ÉÉjÉÉ
Onward¤±ÉÉìEò
Block:  2  :
लेखा, प्रबंधक /मुख्य वित्तीय अवधकारती
A/c. Manager/ C.F.O.
लेखा, प्रबंधक /मुख्य वित्तीय अवधकारती


key: chroma:document
string_value:
141
IIMA HR Policy Manual 2023 Name  Month 200
 Designation  Code No.
  Weekly Of f.
Leave t aken during the month Duty Hours

Date
Time

From

(A) Recommended for cash p ayment
To
Hours
Reasons for Det aining

Staff on extra duty
Signature



key: chroma:document
string_value:
Signature

Staff
Supervisor

(B) Details of compensatory of fs given
OR 

 380 015
Vastrapur ,Ahmedabad - 380 015


key: chroma:document
string_value:
142
IIMA HR Policy Manual 2023APPLICATION FOR CLAIMING INCENTIVE ON ACQUIRING FRESH 
HIGHER QUALIFICATIONS
Sr. 
No.Particulars Submission of the applicant
01 Employee Code
02 Name of the employee
03 Designation
04 Group
05 Department
06 Name of Qualification 
07 Duration of the course
08 Name of the Institute
09 Year of joining the qualification
10Year of completion the 
qualification
11 Percentage/Grade Achieved
12Number of occasions for claiming 
incentiveFirst/ Second


key: chroma:document
string_value:
incentiveFirst/ Second
         
        
Date : __________________                          Signature _________________


key: chroma:document
string_value:
143
IIMA HR Policy Manual 2023
HOUSES FOR ST AFF
The following types of houses are available for staff housing:
Type III Available for the employees in the Pay level of 11 and above. Total nine houses are 
available.
Type II Available for the employees in the Pay Level 10. Total eight houses are available.
Type IIA Available for the employees in the Pay Level 6 to 9. Total 20 houses are available.
Type I Available for the employees in Group C in Pay Level 2 to 5. Total 40 houses are available.


key: chroma:document
string_value:
Type S Available for the employees in Group D. Total 55 houses are available.
Consideration for allotment in all the cases is seniority in the respective pay ranges.
GENERAL CONDITIONS 
01 Out of turn allotment may be made in exceptional situations if, in the judgement of the 
Director, institutional requirements so demand.
02 If a person does not accept the offer of a house, his/her name will be shifted to the bottom of


key: chroma:document
string_value:
the waiting list.  Exceptions to this will be made with respect to the following cases.
i) When an institutional commitment has been made; for such a situation, institutional 
commitment will have priority over seniority in the waiting list.
ii) When the Institute decides to change over from one system to another and such a 
change involves marginal adjustments.
03 If a person goes on a leave of absence or on deputation for a period not exceeding one year,


key: chroma:document
string_value:
he/she can either retain the house for the period of his/her leave or can let the Institute use 
the house (full or part) during his/her absence.  In the latter case, the person concerned will 
have the right to reoccupy the house when he/she returns.
04 If a person goes on leave for a period exceeding one year he/she will have to surrender the 
house to the Institute from the date the leave commences, but his/her seniority will be kept 
intact.


key: chroma:document
string_value:
intact.
05 In every case, the allottee shall be deemed to be a licensee and not a tenant.
06 HR Department shall monitor the availability of faculty houses periodically and inform the 
faculty concerned accordingly.CHAPTER 12
EMPLOYEES HOUSING – RULES & 
REGULATIONS


key: chroma:document
string_value:
144
IIMA HR Policy Manual 202307 The allottee will have to enter into an agreement with the Institute for the permissive use of 
the house allotted to him/her on a non-judicial stamp paper worth Rs. 300/-.
08 An employee, who becomes entitled to a higher category of house, will not be displaced from 
the house under occupation until alternative accommodation in the next category is made 
available.
09 An allottee, whether temporary or permanent or on Tenure Based Scaled Contract, shall cease


key: chroma:document
string_value:
to draw House Rent Allowance from the date of moving into the allotted house, or in case he/
she does not accept the offer, and there is no other claimant for the house.
10 In addition to HRA, following license fees will be recovered from the employee:
Type of Houses House Nos.Living Area @ 
IIMA (SQMT)Category as per 
GoILicense Fees INR
V 501 to 505 158.88 VI A 1840
IV (Old) 401 to 419
421 to 425129.28 V A 1490
IV (New) 426 to 434 125.65
III (Old) 301 to 320 129.28
III (New) III-1 to III-9 108.74


key: chroma:document
string_value:
III (New) III-1 to III-9 108.74
Transit House 
(New)T-21 to T-35 108.74
Transit House 
(Old)T-5 to T-20 86.38 IV (Sp.) 790
II II-1 to II-8 86.38 IV (Sp.)
II-A 201 to 220 65.24 IV 750
I 111 to 130
141 to 16044.10 II 370
S S-1 to S-55 21.75 I 180
Garages Allotted 
parking to 
Type 500, 
300, 400, T, 
III, II-A, I -- -- 50
11 If an allottee dies, the allotment shall be cancelled from the date of death.  The Director will


key: chroma:document
string_value:
have the discretion to extend the period of retention of the house by the family of the deceased 
in appropriate cases for up to 4 months. During such occupation, the rent last paid by the 
deceased allottee will be payable to the Institute. 
12 If an allottee retires or resigns or is dismissed or removed from service, the allotment shall be 
cancelled from the date of such retirement, resignation, dismissal or removal. The Director


key: chroma:document
string_value:
will have the discretion to extend the period of retention of the house in appropriate cases for 
up to 4 months, and on such terms and conditions, he deems fit.
13 An allottee who wants to vacate the residence shall give at least thirty days’ notice in writing 
to the Institute. In the case of shorter notice, he will be charged rent for the number of days 
by which the notice falls short of 30 days.


key: chroma:document
string_value:
145
IIMA HR Policy Manual 202314 An employee shall not sublet or transfer the residence allotted to him or her, or any portion 
thereof. 
15 The allottee may accommodate guests in his/her house for a period not exceeding three 
months. For the period exceeding three months, specific approval of the Director needs to be 
obtained. 
16 The liability for rent shall commence from the date of occupation of the residence.
17 The employee to whom the house is allotted shall be personally responsible for the rent


key: chroma:document
string_value:
thereof and for any damage beyond fair wear and tear caused thereto or to services provided 
therein during the period for which the house is under his/her occupation.
18 The employee to whom the house has been allotted shall take the possession of the house 
from the Maintainance/Engineering Office.  Likewise, at the time of vacating the house, he/
she shall hand over the house to the Maintainance/Engineering  Office.


key: chroma:document
string_value:
19 An allottee shall not use the house for any purpose except for residing with his/her family 
and shall maintain the premises and the compound, if any, attached thereto, in a clean and 
hygienic condition.
20 There shall be no improper use of any allotted house.  For the purpose of this rule, `improper 
use’ shall include:
(a) Unauthorised addition to/or alteration of any part of the house or premises;
(b) using the house/premises or a portion thereof for purposes other than for strictly


key: chroma:document
string_value:
residential purposes;
(c) unauthorised extension from electricity and water supply and other service 
connections or tampering therewith; and
(d) using the house or any portion in such a way as to be a nuisance to, or as to offend 
others living on the campus, or using the house in such a way as to detract from the 
appearance of the campus.
 Any improper use of a house could lead to a cancellation of the allotment.  In case the residents


key: chroma:document
string_value:
use the house for any commercial activity, the allotment will be cancelled, and possession of 
the house will be taken over by the Institute forthwith.
21 The allottee shall personally be responsible for the loss of or any damage to, beyond fair wear 
& tear, the building-fixtures, furniture, sanitary fittings, electrical installations, fencing, etc. 
provided therein, during the period of his or her occupation of the house.
22 No cattle shall be kept in the house or in the compound of the house.


key: chroma:document
string_value:
23 The allottee shall allow the estate staff of the Institute or the workers of authorised contractors 
to have access to the house at all reasonable hours to inspect the building, the water supply, 
sanitary or electricity installation, fixtures, and furniture and to carry out such normal repairs 
thereto as the Estate Supervisor may consider necessary for the proper maintenance of the 
house.
24 The allottee should see that no water is wasted by leakage in the water supply fittings or by


key: chroma:document
string_value:
careless or extravagant use by the occupants, and shall forthwith report to the maintenance 
staff any damage to or defect in the building, fixtures and fittings, electrical installations or 
fencing and gates for necessary action.


key: chroma:document
string_value:
146
IIMA HR Policy Manual 202325 Any incidence of infectious disease in the house must immediately be reported to the Medical 
Officer/Chief Administrative Officer of the Institute, and all precautions must be taken to 
prevent the spread of the infection.
26 No inflammable material should be stored in the houses.
27 The allottee will be responsible for all residents of the house, including servants abiding by 
these rules.


key: chroma:document
string_value:
these rules.
28 The rent payable by an employee for any type of quarter occupied by him/her is decided 
by the Institute from time to time.  There will be additional charges for actual electricity 
consumption and services like Conservancy, Water Supply, Road & Street Lighting and 
Government Educational Cess, Municipal Tax etc.  These charges will be deducted from the 
salaries of the occupants each month.
29 On any question of interpretation of these rules, the Director’s decision will be final.


key: chroma:document
string_value:
30 The Director will have the authority to modify these rules at any time.
31 Houses shall be taken possession of from the engineering department and surrendered to the 
department upon vacating them. 
 Other conditions for allotment and use of the house shall be as laid down in the Housing 
Agreement (see Annex) to be executed with the Institute.
OCCUPATION OF CAMPUS HOUSE BEYOND DATE OF RETIREMENT
 The charges for overstay of employees is as follows:
Type of houses Category House NosRate for Overstay


key: chroma:document
string_value:
INR
V A+ 501-505 30000
IV(OLD) A+ 401-419
421-42524000
IV(NEW) A+ 426-434 24000
III(OLD) A+ 301-320 24000
III(NEW) A III-1TO III-9 20000
TRANSIT HOUSE
(NEW)A+ T-21 TO T-35 20000
TRANSIT HOUSE 
(OLD)A+ T-1 TO T-20 16000
II A II-1 TO II-8 12000
II-A B 201-220 10000
I C 111-130 
141-1606000
S-TYPE D S-1 TO S-55 3000


key: chroma:document
string_value:
147
IIMA HR Policy Manual 202301 The telephone facility, if any provided in a house shall be withdrawn after two months 
of the occupant’s retirement even if permission to retain the accommodation for a 
longer period is granted.
02 The retirement benefits such as gratuity, leave salary etc. would be paid to a 
superannuated employee only on vacating the Institute house if he/she was allotted 
one. The charges for overstay will be recovered from the retirement dues.


key: chroma:document
string_value:
03 Looking into the overall interest of the Institute, the Director may use his discretion in 
these matters. 
04 Retention of up to two months will be at normal licence fee.
05 The above charges will be reviewed as and when desired by the Institute.
06 No retention beyond six months will be allowed. If an employee continues to occupy 
an accommodation without official permission, measures like withdrawal of common 
facilities will be considered.


key: chroma:document
string_value:
facilities will be considered.
07 The Institute  will write to the superannuating employees one year in advance about 
their impending retirement and the formalities they are supposed to complete 
for getting the retirement benefits like CPF/Pension/Gratuity etc. They may also 
be informed about the norms for keeping the campus accommodation beyond 
superannuation period in case they are occupying such houses. Employees who wish


key: chroma:document
string_value:
to stay in the Institute houses beyond the superannuation date should write to the 
CAO.
08 Looking into the overall interest of the Institute, Director may use his discretion in 
these matters.
09 In case of resignation/completion of the tenure for employees appointed on Tenure 
Based Scaled Contract, the charges for over stay after the last working day will be as 
per the table. This is subject to approval of the over stay by the competent authority. 
USE OF CAMPUS HOUSES FOR SOCIAL/RELIGIOUS PURPOSES


key: chroma:document
string_value:
The Institute may allow the employees to use campus houses for social /religious purposes.  
The charges applicable for the use of the facility will be as follows
Sr. No. Type of House Charges per day
1. Transit house III - series & above 1000
2. II - series 500
3. IIA - series 500
4. I - series 300
5. S - series 200
Policy and norms for use of the guest house
1. The guest house, if available, may be allotted to any faculty coming from another


key: chroma:document
string_value:
institute either from India or abroad for collaborative research or on sabbatical or any 
other purpose. The occupant will be charged an amount of Rs.10000-/ month + actual 
charges for electricity/cable TV/ Telephone


key: chroma:document
string_value:
148
IIMA HR Policy Manual 20232. After three months’ occupant will bear charges for any refills that may be needed for 
the cooking gas/cylinder
3. If the occupant wishes to avail boarding facility at IMDC, they will be entitled for the 
same at the prevailing rates for guest coupons (for breakfast, lunch/dinner). The rates 
are discounted rates and coupons can be obtained by the occupant from reception, 
IMDC
4. In case any permanent and Tenure Based Scaled Contract employee desires to use


key: chroma:document
string_value:
these guest houses for family functions such as marriage, for a short duration, then an 
amount of Rs.2000-/ per day will be charged.


key: chroma:document
string_value:
149
IIMA HR Policy Manual 2023HOUSING AGREEMENT
Agreement for Permissive User
This agreement made this __________day of _______________ Two Thousand and                    in favour of Indian 
Institute of Management, Ahmedabad (hereinafter called the “Employer”) by ______________________
(Emp.ID: __________) of Indian Institute of Management, Ahmedabad (hereinafter called the 
“Employee”). 
Whereas the employer has employed the employee in the services on the post


key: chroma:document
string_value:
________________________ from ____________  whereas the employee has to 
discharge the duties of the employer in conformity with the rules of the Institute and whereas the 
nature of duties require that the employee should be in the vicinity of the employer’s Institute and 
whereas to facilitate such discharge of duties by the employee of the employer, the employee has 
requested for the permissive use of the premises belonging to the employer and more particularly


key: chroma:document
string_value:
described in the schedule hereunder written or any premises taken in exchange (hereinafter 
called the said premises) and the employer has agreed to do so.
It is hereby agreed by and between the parties as under:
1. That the employer has permitted use of the said premises to the employee to enable the 
employee to properly discharge his duties of his services with the employer while the said 
premises shall at all-time be deemed to be in possession and ownership of the employer.


key: chroma:document
string_value:
2. That the employee is permitted only to make use of premises for the residence purposes and 
for such use he shall pay license fee as per rules framed by the Institute from time to time for 
being such permissive user of the said premises.
3. That this permission of permissive use is purely temporary and the employer reserves the 
right to revoke it at any time by giving one month’s notice to the employee of its intention to 
do so.


key: chroma:document
string_value:
do so.
4. That this agreement of permissive user does not create any right or interest in the property 
in favour of the employee as the property of the said premises remains in ownership and 
control of the employer.  The permissive user is permitted by the employer solely with a view 
to facilitate the employee to properly discharge his duties in the services.
5. That the employee shall not sublet or transfer the residence allotted to him or her, or any 
portion thereof of the out-houses.


key: chroma:document
string_value:
portion thereof of the out-houses.
6. That only the family members of the employee are allowed to stay in the campus house 
(parents, unmarried/dependent children).  Any other guest can be accommodated for a 
maximum duration of one week and beyond that approval of the CAO/Director and issue of 
Security Pass is necessary. 
7. That the employee to whom the house is allotted shall be personally responsible for the rent


key: chroma:document
string_value:
thereof and for any damage beyond fair wear and tear caused thereto or to services provided 
therein during the period for which the house is under his/her occupation, also to keep the 
interior of the Licensed Premises in good condition.
8. That the employee shall not use the house for any purpose except for residing with his/her 
family and shall maintain the premises and the compound, if any, attached thereto, in a clean 
and hygienic condition.


key: chroma:document
string_value:
150
IIMA HR Policy Manual 20239. That the employee shall not be indulged in any improper use of any allotted house.  For the 
purpose of this rule, ‘improper use’ shall include:
(a) unauthorised addition to/or alteration of any part of the house or premises;
(b) using the house/premises or a portion thereof for purposes other than for strictly 
residential purposes;
(c) unauthorised extension from electricity and water supply and other service 
connections or tampering therewith;


key: chroma:document
string_value:
connections or tampering therewith; 
(d) using the house or any portion in such a way as to be a nuisance to, or as to offend 
others living on the campus, or using the house in such a way as to detract from the 
appearance of the campus;
(e) Occupation of unauthorised person and subletting shall be strictly prohibited;
(f) Conducts himself in a manner which is prejudicial to the maintenance of the 
harmonious relations with his neighbors.


key: chroma:document
string_value:
harmonious relations with his neighbors. 
  Any improper use of a house violation of Prohibition Act of the state, such as  could 
lead to cancellation of the allotment.  In case the residents use the house for any 
commercial activity, the allotment will be cancelled and possession of the house will 
be taken over by the Institute forthwith.
10. That the employee shall not do in the Licensed Premises, any act, deed, matter or thing which


key: chroma:document
string_value:
may cause or likely to cause nuisance or annoyance to the occupiers of the building or the 
occupiers of the neighbors;
11. That the employee shall personally be responsible for loss of or any damage to, beyond fair 
wear & tear, the building-fixtures, furniture, sanitary fittings, electrical installations, fencing, 
etc. provided therein, during the period of his or her occupation of the house.
12. That the employee shall not keep cattle in the house or in the compound of the said house.


key: chroma:document
string_value:
13. That the employee, must immediately report to the Medical Officer/Chief Administrative 
Officer of the Institute, about any incident of infectious disease in the family and all precautions 
must be taken to prevent the spread of the infection.
14. That the employee, shall not to store any hazardous or inflammable materials except 
authorised cooking gas cylinders in the Licensed Premises nor to carry on in the Licensed 
Premises any illegal activity.


key: chroma:document
string_value:
Premises any illegal activity.
15. That the employee, not to do or omit or suffer to be done anything whereby its right of use of 
the Licensed Premises or any part thereof is forfeited or extinguished.
16. That the employee shall not to use the Licensed Premises or any part thereof nor permit or 
suffer the same to be used for illegal, immoral antisocial, obnoxious or improper purposes 
nor cause or permit or suffer to be done upon the Licensed Premises or any part thereof


key: chroma:document
string_value:
anything which may offend any law, notification, rules or regulations of the Licensor in the 
Licensed Premises.
17. That the employee without previous consent in writing of the Licensors, not to make or erect 
or permit or suffer to be made or erected on the Licensed Premises or any part thereof, any 
structural alterations or additions or any other alterations which could affect or injure the 
structure of the walls of the Licensed Premises.


key: chroma:document
string_value:
151
IIMA HR Policy Manual 202318. That the, no employee or his/her spouse or dependent(s) is permitted under any 
circumstances to carry out any commercial activity from the said premises and keep animals 
like Cow, Buffalo, Goat, Horse etc. Violating this clause will be treated as misconduct on the 
part of the employee and the allotment of residence will be liable to be cancelled. In addition 
to this it will be treated as breach of these rules for which the same penalty or damages will 
be applicable.


key: chroma:document
string_value:
be applicable.
19. That the employee shall pay by way of recovery from salary, the actual charges for electricity 
and water consumption, service charges and other admissible charges at such rates as may 
be decided by the Institute from time to time
20. That the employee shall not carry out any additions or alterations in the said premises or 
electrical or sanitary installations therein and shall not do any damage to the property.


key: chroma:document
string_value:
21. That the employee shall make good any damage caused to the said premises and shall be 
liable for the same to the employer.
22. That the employee shall use the said premises for his personal use and for no other purposes.  
The employee shall not permit such premises or any part thereof being used by any other 
person or family members those who are not dependent, they may entertain as guests for 
any purpose whatsoever.  The moment the employee is discharged from the services of the


key: chroma:document
string_value:
employer, this arrangement of permissive user shall stand terminated and the employer can 
instantaneously stop the employee from such permissive user.
23. That this arrangement for permissive user in no way would be construed as creating any right 
whatsoever in favour of the employee in the said premises or any part thereof.
24. That the Institute shall not be responsible or liable for any loss, damage, shortage, theft or


key: chroma:document
string_value:
destruction of any articles, property or things of any kind or nature whatsoever belonging to 
the employee and kept in the said Premises.
25. That the employee shall abide by the rules, regulations, bye-laws and executive instructions of 
the Institute governing occupation of residential accommodation for the staff of the Institute 
and also comply with all directions given from time to time by Institute with regard to the use 
of the Licensed Premises or any part thereof.


key: chroma:document
string_value:
of the Licensed Premises or any part thereof. 
Schedule of the premises above referred to :
House Type  ,No. ___  bearing Municipal Census No: __________________________Vastrapur Taluka City 
Survey No.                    -            of ________  sq.mtr.
(Name of Employee)
Signed and delivered by th employee in the presence of  
1. _____________________________________________________________ 
2. _________________________________________________________      
                Chief Administrative Officer


key: chroma:document
string_value:
Chief Administrative Officer  
Indian Institute of Management Ahmedabad
1. _________________________________________________________
2. _________________________________________________________


key: chroma:document
string_value:
152
IIMA HR Policy Manual 2023
IIM Staff Co-operative Credit & Supply Society Ltd Ahmedabad (Registration Number A-1028, 
Dated 01-12-1964)  is a registered Co-operative Society under the Gujarat Co-operative Societies 
Act, 1961. The society was formed in the year 1964. The Society is established by and for the 
employees of the Institute. The principal purpose of the society is to provide prompt credit facilities


key: chroma:document
string_value:
to its members as per the provisions mentioned in the bye laws of the Society. The business of the 
society is managed by its Managing Committee. Members of the Managing Committee are duly 
elected by the members of the Society every year. The society has been running successfully for 
several years.  
The important provisions of the Society are highlighted below:
·	The permanent employee of the Institute can become a member of the Society after completing 
the formalities.


key: chroma:document
string_value:
the formalities.
·	Members contribute towards Share Capital and have savings through Compulsory Savings 
Scheme. Members can also avail benefit of Recurring Deposit as per the provisions of the 
Society.
·	Members are eligible for Emergency loan (up to Rs.5000/-) three times during the year and 
full loan (exceeding Rs.5000/- but not more than Rs. 4, 00,000/-) once in a year as per their 
eligibility.
·	Members are given gift out of the profit of the society. Sometimes the Co-operative Society


key: chroma:document
string_value:
tie-up with companies/agencies and give the goods at special rates/credit facilities to the 
members of the society.
·	Members are paid dividend on their share capital from the profits and given interest towards 
their compulsory savings.
·	On Superannuation/death of any member from the services of the Institute, a lump sum 
amount Rs. 15,000/- is paid to such member/nominee of the member, as the case may be, 
from the “Retirement-cum-Death Benefit fund” of the society.


key: chroma:document
string_value:
·	The business transactions of the Society are liable for yearly audit by the (i) duly approved 
Chartered Accountant; (ii) Funding bank and (iii) Auditor nominated by the Registrar of the 
Co-operative Societies.CHAPTER 13
STAFF CO-OPERATIVE CREDIT & 
SUPPLY SOCIETY LTD.


key: chroma:document
string_value:
153
IIMA HR Policy Manual 2023
1. The training programme shall be categorized as:
1. INDUCTION TRAINING:
Induction for a newly recruited employee shall cover all departments, as appropriate.
2. INTERNAL TRAINING:
 Internal training shall cover topics relevant to current job requirements and other 
related training.
3. SPECIALISED TRAINING
 It includes training through external faculty based on the specific need identified by 
the concerned HoDs.
1) Induction Training


key: chroma:document
string_value:
the concerned HoDs.
1) Induction Training
1. HR shall impart induction training to a new employee on their joining the 
Institute.
2. New employees shall be briefed, among other things, on relevant areas during 
the induction training.
2) Internal Training
1. The HR Department shall, in consultation with CAO, identify the training needs 
of staff and bring out a training calendar for the year.  
2. In addition to the programmes listed in the training calendar, a special training


key: chroma:document
string_value:
programme may be conducted as per the instruction of Director/Dean/CAO.
3. The HR Department shall, in consultation with CAO, identify faculty for the 
internal training programme and maintain a list of such faculty.
4. The HR Department will arrange for all the necessary logistic support for the 
training programme. 
3) SPECIALISED Training:
1. Concerned departments may identify special training needs for the staff and 
send a proposal for organizing such a programme to the CAO.


key: chroma:document
string_value:
2. Employee participating in the training shall provide a feedback on the 
programme to the HR Department.
3. HR shall maintain records of all specialised training programme.CHAPTER 14
TRAINING & DEVELOPMENT


key: chroma:document
string_value:
154
IIMA HR Policy Manual 2023GENERAL 
1) HR Department will ensure the full details of the training programme for the employee are 
sent to the concerned HODs well before the commencement of the programme. 
2) Re-training may be organised, in consultation with the concerned HOD, for employees whose 
performance in the training programme is found to be below average.
3) Training report/summary:
 HR Department shall maintain records of all the training programmes organised which


key: chroma:document
string_value:
will have information on topics covered, training methodology, list of participants and 
faculty. Wherever appropriate, feedback report and evaluation of participants shall also be 
maintained. 
Training Feedback Form
Personal/Programme Details
Employee Name Training Topic
Designation Faculty Name
Department Date
Employee Code Duration
1. Please mention below three usefulness of the training programme 
 a) ________________________________________________________________________


key: chroma:document
string_value:
__________________________________________________________________________
 __________________________________________________________________________
     b) ________________________________________________________________________ 
 __________________________________________________________________________
 __________________________________________________________________________
 c) ________________________________________________________________________


key: chroma:document
string_value:
__________________________________________________________________________
 __________________________________________________________________________
2. What is your assessment of the overall effectiveness of the programme?
5
Excellent4
V. Good3
Good2
Average1
Poor


key: chroma:document
string_value:
155
IIMA HR Policy Manual 20233. Please rate various aspects of the programme in general: -
5
Excellent4
V. Good3
Good2
Average1
Poor
Usefulness of Training in 
my work
Information on course 
contents
Relevance to  
Quality of Course Material
Preparation by HODs
Level of Interaction
Overall Learning from  
training
4. How will it be useful in your work? (give specific examples)
5. Any Suggestions/Comments/Areas of improvement*:
     * In case of more comments use back side of this sheet


key: chroma:document
string_value:
156
IIMA HR Policy Manual 2023
The Institute has constituted a Welfare Committee chaired by designated Professor. A Welfare 
Manager drives the entire activities. Below are the details of the activities carried out by the 
Welfare Committee:
1. Institute Day Celebrations on December 11
 To Commemorate the Institute’s foundation day, the “ Institute Day ” is celebrated on 
December 11th of every year.  During the celebrations, awards are presented by the Director


key: chroma:document
string_value:
to meritorious children and staff members to promote their talents. A cultural programme is 
also organised every year where children from the community, staff and students perform. 
2. Gujarati New Year celebrations 
 Every year, after the Diwali holidays, the Welfare Committee organizes a get-together to 
celebrate the Gujarati New Year. The employees and their families are greeted by lamps lit 
across the campus and flower decoration. Community fireworks are organised and sweet


key: chroma:document
string_value:
packets are distributed to all who participate in this get-together.  
3. International Women’s Day Celebrations on March 8
 The Staff Welfare committee celebrates the International Women’s Day on March 8 every 
year. The Welfare Committee distributes sweet packets and flowers to all the women engaged 
with the Institute. They also host a special lunch for all women employees along with the 
Director, Deans and CAO.
4. Summer Class for IIMA Community Children


key: chroma:document
string_value:
4. Summer Class for IIMA Community Children
 The Staff  Welfare Committee organises summer classes for children from the IIMA community 
during summer vacation.  Activities such as dance workshops, art & craft workshops, and 
origami & painting workshops etc. are conducted.  The committee also arranges for summer 
classes at AMA and VASCSC for community children.
5. Employees Annual Health Check-Up
 General health check-up for the employees of the Institute and their spouse who are above 35


key: chroma:document
string_value:
years is organised by the Staff Welfare Committee at a designated hospital in Ahmedabad. 
6. Professor B.H. Jajoo Welfare Committee Medical Scheme 
 Prof. B.H. Jajoo, voluntarily donated an amount of Rs.25,00,000/- to set up a fund for the 
medical needs of the retired employees of the Institute. The sub-committee constituted by 
Prof. Jajoo check the genuine requirement of medical needs and distribute the amount to the 
retired employees from Group C & D with the help of the Welfare Committee. CHAPTER 15


key: chroma:document
string_value:
157
IIMA HR Policy Manual 2023 Under this, an Annual general health check-up is also sponsored for the retired group C & D 
employees who have opted for CPF, post-retirement. 
7. Higher Education Loan for IIMA Community Children 
 The Welfare Committee in its mandate to encourage community children to access higher 
education has been providing interest-free education loans to the children of Group B, C and 
D employees. This interest-free loan is recovered in 12 monthly instalments.


key: chroma:document
string_value:
8. “Sri Ramakrishna – Shradha Medical Fund”
 The Staff Welfare Committee created a medical fund in the name of Shri. Ramakrishna Shradha 
Medical Fund, with a corpus of Rs.5,00,000/- contributed by Prof. Shekar Choudhury, and 
Ms. Saroja from PGP 1990 Batch. The interest earned from the fund caters to the medical 
expenses for retired group C & D employees and their spouse.
9. Employees Birthday Celebrations
 The Staff Welfare Committee celebrates the birthday of the faculty and staff by wishing them


key: chroma:document
string_value:
with a greeting card and a packet of sweets.
10. Child Care Centre
 Institute has child care centre for the children of the employees of the Institute. It is well 
maintained with children playing area and a separate facility for children to take nap.
11. Ladies Room
 Institute has a dedicated ladies room with basic facilities available in it. The women employees 
of the Institute can utilize it as a rest room or for any other purpose which deemed fit to the 
women employees of the Institute.


key: chroma:document
string_value:
women employees of the Institute.
12. Other Activities
 The Staff welfare committee organises various health and wellness related talks on various 
topics. Besides this, meditation and inspirational talks are also organised.


key: chroma:document
string_value:
158
IIMA HR Policy Manual 2023The Institute has constituted the Sports and Recreation Activity Committee chaired by a designated      
Professor. Following are the main activities of the committee:
1. The SARA committee maintains the fitness centres at the New Campus and the Old Campus. A                      
nominal membership fee is charged for the usage of fitness centres. 
Category Fees per month
PGP/PGPX/PhD students Family: Rs. 200/month
PhD students (6th year and onwards) Individual: Rs. 200/-


key: chroma:document
string_value:
Family: Rs. 400/-
FDP/AFP participants Participant: Rs. 400/month 
Family: Rs. 500/month
Groups A/B Individual: Rs. 400/month 
Family: Rs. 500/month
Groups C/D Individual: Rs. 200/month 
Family: Rs.400/month
AAs / RAs Individual: Rs. 200/month 
Family: Rs.400/month
Alumni Alumnus: Rs. 500/ month
2.  Sports activities are also organised by SARA.  Coaching sessions are arranged by SARA for 
below activities and the charges are as listed below. SARA Membership is compulsory for all 
activities.


key: chroma:document
string_value:
activities.
Activity Days Timing Rate
Yoga Six days a week One Hour Rs.100 per month
Tennis 
CoachingThree days a 
weekOne Hour Rs.1000/ x 3 months =    Rs.3000/-+GST
Six days a week One Hour Rs.2000/ x 3 months =     Rs.6000/-+GST
Football  
CoachingFive days a week One Hour Rs.1000/ x 3 months =     Rs.3000/-+GST
Squash 
CoachingTwo days a week One Hour Rs.1000/ x 3 months =     Rs.3000/-+GST
Swimming 
CoachingFive days a week One Hour Rs.1000/ x 3 months =     Rs.3000/-+GST
CHAPTER 16
SARA COMMITTEE


key: chroma:document
string_value:
159
IIMA HR Policy Manual 20233. The SARA committee maintains the fitness centre at the Old Campus and the SAB Gym in 
New Campus. The new Sports Complex in New Campus of the Institute has facilities like 
Gym, badminton courts, table tennis courts, an eight lane swimming pool, a squash room, 
a snooker room, Yoga studio, Sauna and Steam rooms and a number of board game options. 
SARA conducts internal and external sports competitions for IIMA students in this sports


key: chroma:document
string_value:
complex. The operation of these facilities shall be managed by SARA Committee.
4. Annual Sports Day: SARA committee organises Annual Sports Day in the month of January for 
all IIMA community members. During the Annual Sports Day various games are organized for 
IIMA community members.
5. International Yoga Day: SARA committee celebrates June 21 as Yoga divas. It is open for all the 
community members.


key: chroma:document
string_value:
160
IIMA HR Policy Manual 2023
The Institute has formed a seven-member staff evaluation and development committee (SEDC), 
headed by a Chairperson to take decisions with respect to the employees below the level of 
Managers. Following are the main activities of the committee:
POLICY
• Form or review the procedures applicable to staff. 
MANPOWER REQUISITION AND RECRUITMENT
• Review the workforce requirement in various department
• Sanction additional workforce
• Be involved in the selection process
PROMOTION


key: chroma:document
string_value:
• Be involved in the selection process
PROMOTION
• Finalization of number of vacancies
• Announcement of the promotion exercise
• Preparation of written paper and conducting the promotion examination
• Conducting interviews of staff
• Finalisation of marks for the promotion exercise 
• Announcement of results
ANNUAL INCENTIVE/DIRECTOR SPECIAL INCENTIVES
• Finalization of the amount of annual incentive / director’s special incentive


key: chroma:document
string_value:
•   Seek nominations  from the department heads for director special incentive
• Finalisation of awardees
EXTENSION OF TENURE FOR EMPLOYEES APPOINTED ON TENURE BASED 
SCALED CONTRACT
• Extension of tenure based on performance evaluation of staff appointed on Tenure Based 
Scaled Contract.
MONTHLY HONORARIUM
• Based on the additional responsibilities handled by the staff, SEDC decides the amount of 
honorarium to be paid.CHAPTER 17
STAFF EVALUATION AND 
DEVELOPMENT COMMITTEE


key: chroma:document
string_value:
161
IIMA HR Policy Manual 2023
The Institute has formed a three-member officers’ evaluation and development committee 
(OEDC), headed by a Chairperson to take decisions concerning the Managers. Following are the 
main activities of the committee:
POLICY
• Form or review the policies applicable to Managers. 
OFFICER REQUISITION AND RECRUITMENT
• Review requirement of Managers in various department
• Be involved in the selection process of the Manager
PROMOTION
• Finalisation of number of vacancies


key: chroma:document
string_value:
PROMOTION
• Finalisation of number of vacancies
• Announcement of the promotion exercise
• Preparation of the written paper and conducting the promotion examination
• Conducting interviews of Managers
• Finalisation of marks for the promotion exercise 
• Announcement of results
ANNUAL INCENTIVE/DIRECTOR SPECIAL INCENTIVES
• Finalisation of the amount of annual incentive / director’s special incentive
• Seeking nominations from department heads for director special incentive
• Finalisation of the awardees


key: chroma:document
string_value:
• Finalisation of the awardees
EXTENSION OF TENURE FOR EMPLOYEES APPOINTED ON TENURE BASED 
SCALED CONTRACT
• Extension of tenure based on performance evaluation of officers’ appointed on Tenure Based 
Scaled Contract 
MONTHLY HONORARIUM
• Based on the additional responsibilities handled by the officer, OEDC decides the amount of 
honorarium to be paid.CHAPTER 18
OFFICERS’ EVALUATION AND 
DEVELOPMENT COMMITTEE


key: chroma:document
string_value:
162
IIMA HR Policy Manual 2023
The Institute has implemented SAP in various departments with the help of Yash Technologies as 
the SAP partner. 
The HR activities have also undergone changes on the implementation of SAP . The Employees 
through the Employee Self Service (ESS) portal now have access to various details earlier available 
only with or through the HR. Employees can raise requests through the portal. The following HR 
activities are digitised through ESS:


key: chroma:document
string_value:
activities are digitised through ESS:
i. Personal Information – The personal information such as addresses, family dependent details, 
PAN number, official email id, contact number, date of birth, marital status, bank account 
details will be maintained under ESS. 
ii. Leave Management – Employees can apply leave, view leave history, cancel the applied leave, 
check the leave balance through ESS. Any action on leave will go to the supervisor for approval.


key: chroma:document
string_value:
iii. Time Management – Employees can view their in-time/out-time. In case the employees come 
late to the office, for every third instance in a month, half CL will be deducted. In case the CL 
balance is zero, Earned Leave will be deducted. This can be regularised by the HR Department 
based upon the approval from the Head of the Department.   
iv. Payment – Through ESS, employees can view their monthly salary slip.


key: chroma:document
string_value:
The employees with reportees under them, will be given access to the Manager Self Service (MSS). 
Through MSS, the employees can approve/reject the request of their reportees. CHAPTER 19
ENTERPRISE RESOURCE PLANNING  
(ERP)


key: chroma:document
string_value:
163
IIMA HR Policy Manual 2023
ST ATEMENT
The Institute is committed to providing a productive and conducive work environment where 
grievances are dealt fairly and promptly. It aims to facilitate a work culture where no grievances 
exist as it will help in improving the performance and productivity of the staff and Managers.
THE SYSTEM
1) A senior Manager of the Institute will be designated as Grievance Manager who will coordinate


key: chroma:document
string_value:
and administer the grievance handling process in addition to documenting the same. 
2) The Staff Grievances Redressal Committee will be responsible for addressing all the grievances 
submitted to the Grievance Manager. 
3) The committee may, if required, refer cases to the Dean for dealing with the same. 
4) In cases where the Director’s intervention is required, the Dean may forward the grievance 
case to the Director. The Director will be the final authority on all staff and Managers’ grievance


key: chroma:document
string_value:
matters. 
PROCESS & PROCEDURE:
1. At the first instance, the affected staff/Manager should submit the grievance (in writing) 
to his/her supervisor/head of department. The supervisor/head of the department should 
acknowledge the receipt of the grievance, if possible, immediately. The supervisor/head of 
department could seek CAO’s intervention to get the grievance redressed. In case of policy-
level matters, the CAO would forward the grievance to the Director or Dean or committees


key: chroma:document
string_value:
dealing with such issues. Employee specific grievances will be addressed and responded to by 
the CAO. The process should, desirably, not exceed more than two weeks. 
2. The staff/Manager if not satisfied with the response from the CAO can submit the grievance 
along with the CAO’s response to the Grievance Manager. The Manager will provide a written 
acknowledgement of the receipt of the grievance.
3. The Grievance Manager takes the grievance to the Grievance Redressal Committee.


key: chroma:document
string_value:
4. The Grievance Redressal Committee will seek relevant feedback from the system.
5. Based on a careful analysis of the grievance in light of feedback and views of the members 
of the committee, the Grievance Committee will make its recommendation and send it to the 
CAO/Dean/Director for appropriate action. The Grievance Manager will write to the employee CHAPTER 20
GRIEVANCE POLICY


key: chroma:document
string_value:
164
IIMA HR Policy Manual 2023concerned that the committee has perused the grievance and appropriate recommendation 
has been made to the Institute.
6. The process should be, as far as possible, over by three weeks.
7. Initially, the Grievance Redressal Committee could meet as frequently as possible and take up 
cases that were submitted to the committee so that grievances start getting addressed faster 
at the Institute. As far as possible, the grievance would be dealt with within three months.
THE OFFICE


key: chroma:document
string_value:
THE OFFICE
One Senior Manager will be designated by the Institute as the Grievance Manager. He will hear 
out the grievances of individuals and counsel them. If the grievance still persists, he may advise 
them on the further course of action within the Institute. A formal grievance would be lodged as 
explained above and forwarded to the Staff Grievances Redressal Committee.
REPORTING
The Grievance Committee will report to the Dean/Director. A quarterly written report of


key: chroma:document
string_value:
grievances handled will be submitted to the Director. At the end of the year, an annual report shall 
be compiled and submitted to the Director.
It is also envisaged that the annual report will include a section on recommendations to facilitate 
the Director on formulating policies to reduce grievances at the Institute.
SUMMARY
The Institute is committed to provide a fair and grievance- free work environment for the staff


key: chroma:document
string_value:
and Managers of the Institute. In the formulation of the Grievance Policy, the Institute intends not 
only to handle grievances of the staff and Managers but also look at ways and means of reducing 
the grievances at the Institute.


key: chroma:document
string_value:
165
IIMA HR Policy Manual 2023
1. RETIREMENT
a) The age prescribed for retirement on superannuation is 65 years for faculty members 
and 60 years for other employees of the Institute.
b) Retirement is effective from the afternoon of the last day of the month in which the age 
of superannuation is attained.
c) Exception:  An employee whose birth date is the first of the month shall retire on the 
afternoon of the last day of the preceding month.


key: chroma:document
string_value:
afternoon of the last day of the preceding month.
d) The day of retirement on superannuation and premature/voluntary retirement will 
be deemed as a working day.
e) Relinquishment of charge on a Holiday:  An employee retiring on superannuation 
should formally relinquish charge of the office on the afternoon of that day itself even 
if it happens to be a holiday. The cash, stores, etc., may be handed over by the retiring 
Manager on the previous working day. The actual relinquishment of charge of office


key: chroma:document
string_value:
in the prescribed form can be done on the last day of service for which the physical 
presence of the Manager in the office need not be insisted.
f) Regulation of claims to pension or family pension:  Any claim for CPF/Pension/Gratuity/
Family Pension benefits will be regulated based on the rules in force on the date on 
which the employee ceases to be in service due to retirement or death.
g) Pension subject to future good conduct:  Future good conduct of an employee is an


key: chroma:document
string_value:
implied condition for every grant of pension and its continuance. If the pensioner is 
convicted of a serious crime or is found guilty of grave misconduct, the whole or part 
of the pension may be withheld or withdrawn by a written order of the appointing 
authority, whether permanently or for a specified period.
h) Right of the Institute to withhold or withdraw pension:  The Director has the right to 
withhold a pension or gratuity or both or withdraw a pension or part thereof. He can


key: chroma:document
string_value:
also order recovery from a pension or gratuity of the whole or part of any pecuniary 
loss caused to the Institute, if, in any departmental or judicial proceedings, the 
pensioner is found guilty of grave misconduct or negligence during the period of his 
service.
i) Employment after retirement under a Foreign Government:  A pensioner, who 
immediately before his retirement was a Group A employee should not accept any CHAPTER 21
RETIREMENT, RESIGNATION ETC.


key: chroma:document
string_value:
166
IIMA HR Policy Manual 2023employment under any Government outside India without the prior sanction of the 
Institute. No pension is payable during the period of such appointment taken without 
prior permission or for a longer period as may be ordered by the Institute.
Retirement general provisions
• Limitation on the number of pensions: - The employee  is not eligible for two pensions in 
the same service or post at the same time or by the same continuous service. A pensioner


key: chroma:document
string_value:
receiving superannuation or retiring pension and re-employed subsequently is not eligible 
foe separate pension and gratuity for the period of his re-employment.
Period counted as a qualifying service
·	Qualifying service of an employee commences from the date he takes charge of the post 
to which he is first appointed in a permanent capacity. Temporary service followed by 
confirmation without interruption will also qualify.
·	Duty and periods treated as ‘duty’.
·	All kinds of leave with leave salary.


key: chroma:document
string_value:
·	All kinds of leave with leave salary.
·	Extraordinary leave on medical certificate and extraordinary leave without medical certificate 
granted due to the inability of the employee to join/re-join duty on account of civil commotion 
or for pursuing higher technical and scientific studies. This period automatically counts as 
qualifying service without and express sanction for this purpose
·	Service on probation followed by a confirmation
·	The suspension followed by a minor penalty


key: chroma:document
string_value:
·	The suspension followed by a minor penalty
Period counted as a non-qualifying service
i) Service rendered before attaining the age of 18 years.
ii) Service as Apprentice except  SAS Apprentice.
iii) Unauthorised absence treated as ‘ dies non ’.
iv) Overstay on leave/joining time not regularised as leave with leave salary.
v) Extraordinary Leave without medical certificate 
vi) Suspension followed by a major penalty, if the reinstating authority does not order 
that it shall count as qualifying service.


key: chroma:document
string_value:
that it shall count as qualifying service.
2. RESIGNATIONS
 Employees of the Institute may resign from the Institute as per the provisions contained in 
their appointment letter. While the Institute  is interested in settling all the outstanding dues, 
as early as possible, no outstanding dues will be settled unless a properly endorsed clearance 
form is submitted by the employee concerned.


key: chroma:document
string_value:
167
IIMA HR Policy Manual 2023CLEARANCE CERTIFICATE FOR STAFF 
Name of the employee : Department : 
Designation : Date :
Certified that he/she has returned all the materials.
He/She may be relieved of his/her duties w.e.f ----------------------------------after office hours.
___________________
Head of the Department                                                                       
P.N: The Concerned HODs are requested to fill in details and certify.
DepartmentAmount to be 
RecoveredRemarks, if


key: chroma:document
string_value:
DepartmentAmount to be 
RecoveredRemarks, if 
anySign of HOD 
with Date
Central Stores and Purchase
- All Stationery and other Items  received
   Yes      No    
Computer Centre
1)     P.C. and its accessories received
           Yes      No          
2)     IP Telephony
           Yes      No          
3)     Mobile SIM Card  
        Instrument Returned
           Yes      No          
Library
Catering Service 
IIM Staff Co-operative Credit & Supply Society 
Ltd
Electrical Department


key: chroma:document
string_value:
Ltd
Electrical Department
Housing Facility at Campus
2)   Housing
      House  No  _______ 
      Vacated  On  ________ 
       Not Vacated
House Keeping Office
1) Office vacated  
       Yes      No    
2) Keys surrendered  
       Yes      No    
 SARA Co-coordinator


key: chroma:document
string_value:
168
IIMA HR Policy Manual 2023INDIAN INSTITUTE OF MANAGEMENT AHMEDABAD
                                   
• Effective date of her term over is _______________________
• Identity Card No.______ issued to him / her has been / not been returned.
•  He / she has _______ days Earned Leave to his / her credit.
• ____ days salary may be recovered from him/her as he/she has availed of days advance leave.
Date :     HR - Manager                                 Associate Vice President  - HR


key: chroma:document
string_value:
_________________________________________________________________________________
• Certified that no amount is outstanding against him / her.
• An amount of Rs. _________/- may be recovered from him / her.
                        ___________________________________________
Date:                                                                                              Assistant General Manager, Accounts
__________________________________________________________________________________________


key: chroma:document
string_value:
----------------------- PLEASE FILL THE FOLLOWING INFORMATION FOR RECORDS-------------------------
Current Address with 
Phone NoPermanent Address with Phone No,
E-mail ID after resignation / retirement/
voluntary retirement and leaving the Institute
Phone No. :
Phone No : E-mail


key: chroma:document
string_value:
169
IIMA HR Policy Manual 2023Employees who joined the Institute on or before  31st December 2003 and have opted explicitly for 
pension would be covered by the General Provident Fund-cum-Pension-cum-Gratuity Scheme of 
IIMA. All other employees will be covered under the Contributory Provident Fund-cum-Gratuity 
Scheme. 
CONTRIBUTORY PROVIDENT FUND-CUM-GRATUITY RULES
Short Title
01 These rules may be called the Indian Institute of Management, Ahmedabad, Contributory 
Provident Fund-cum-Gratuity Rules.


key: chroma:document
string_value:
Provident Fund-cum-Gratuity Rules.
Definitions
02 In these rules, unless the context otherwise requires -
i) “Board” means the Board of Governors of the Institute;
ii) “Chairman” means the Chairman of the Board of Governors;
iii) “Director” means the Director of the Institute;
iv) “Family” means:
(a) in the case of a male subscriber, the wife or wives and children of a subscriber, 
and the widow or widows and children of a deceased son of the subscriber:


key: chroma:document
string_value:
Provided that if a subscriber proves that his wife has been judicially separated 
from him or has ceased under the customary law of the community to which 
she belongs to be entitled to maintenance she shall henceforth be deemed to be 
no longer a member of the subscriber’s family in matters to which these rules 
relate, unless the subscriber subsequently indicates by express notification in 
writing to the Secretary  that she shall continue to be so regarded.


key: chroma:document
string_value:
(b) in the case of a female subscriber, the husband and children of the subscriber, 
and the widow or widows and children of a deceased son of the subscriber:
 Provided that if a subscriber by notification in writing to the Secretary  
expresses her desire to exclude her husband from her family, the husband shall 
henceforth be deemed to be no longer a member of the subscriber’s family in 
matters to which these rules relate, unless the subscriber subsequently cancels


key: chroma:document
string_value:
170
IIMA HR Policy Manual 2023Note  I:  Children means legitimate children.
Note II:  An adopted child shall be considered to be a legitimate child when the 
Secretary  is satisfied that under the personal law of the subscriber, adoption 
is legally recognised as conferring the status of a natural child, but in this 
case only.
v) “The Board of Trustees” means, a Board created for the purpose of administration and 
control of the provident fund.


key: chroma:document
string_value:
control of the provident fund.
vi) “Foreign Service” means service in which the Institute employee receives his pay 
and allowances with the sanction of the Institute from a source other than from the 
Institute’s funds.
vii) “Fund” means the Contributory Provident Fund-cum-Gratuity of the Institute.
viii) “Institute” means the Indian Institute of Management, Ahmedabad.
ix) “Leave” means any variety of leave provided for in the Institute Rules as may be 
applicable to the subscriber;


key: chroma:document
string_value:
applicable to the subscriber;
x) “Salary” means the amount drawn monthly by an employee of the Institute whether 
on duty or during leave, as pay including Dearness Pay, special and personal pay but 
excluding all other remuneration by way of allowances or otherwise.
xi) “Secretary” means the Member Secretary of the Board of Trustees.
xii) “Subscription” means the amount paid by the subscriber and “Contribution” means 
the amount contributed by the Institute.
xiii) “Year” means a financial year.


key: chroma:document
string_value:
xiii) “Year” means a financial year.
xiv) All words and expressions used but not defined in these regulations and defined in the 
Provident Fund Act 1925 (19 of 1925) shall have the meaning assigned to them in the 
said Act.
CONSTITUTION AND MANAGEMENT OF THE FUND
03 i) The Fund shall be constituted with subscription paid by the subscribers and 
contributions made by the Institute and shall include accrued interest or profit 
realised on investment or any part thereof.


key: chroma:document
string_value:
realised on investment or any part thereof.
ii) Management of the Fund is vested with a Board of Trustees so created for this purpose. 
The Board of Trustees will administer and control the Fund. The composition of the 
Board of Trustees will be as follows:
1. Director of the Institute or ex-Officio Chairman
2. A member of the Faculty nominated by the PPC of the Institute
3. Chief Administrative Officer
4. Finance and Accounts Officer - Member-Secretary


key: chroma:document
string_value:
5. A representative of the staff nominated by the Officers and Supervisors forum.
 Terms of functionaries in Sr.No.2 & 5 will be for 3 years.


key: chroma:document
string_value:
171
IIMA HR Policy Manual 2023iii) The Fund shall be deposited, in the name of the Fund, with the State Bank of India or 
with any other Bank as may be directed by the Board of Trustees. The deposits shall 
be made as soon as possible after the monthly accounts are closed.
iv) The Institute may, from time to time, invest such part of the Fund, as may be considered 
expedient, in the National Defence Certificate and/or other investments covered by


key: chroma:document
string_value:
Section 20 of the Indian Trusts Act 1882 (2 of 1882) as the Board of Trustees may 
determine.
 All investments and securities shall be held in the name of the Institute.
v) If an employee admitted to the benefit of the Fund was previously a subscriber to 
any Contributory/Non-Contributory Provident Fund of the Central Government/ 
State Government or of a body corporate owned or controlled by Government or an 
autonomous organisation registered under the Societies Registration Act, 1860, the


key: chroma:document
string_value:
amount of his accumulations in such Contributory or the Non-Contributory Provident 
Fund, shall be transferred to his credit in the fund.
04 These rules shall apply to every employee of the Institute who is permanently appointed and 
is covered under contributory provident fund.
NOMINATION
05 i) A subscriber shall, as soon as, maybe after joining the Fund, send to the Secretary a 
nomination, conferring on one or more persons the right to receive the amount that may stand


key: chroma:document
string_value:
to his credit in the Fund, in the event of his death before that amount has become payable, or 
having become payable, has not been paid.
 Provided that if, at the time of making the nomination, the subscriber has a family, the 
nomination shall not be in favour of any person or persons other than the members of his 
family.
 Provided further that the nomination made by the subscriber in respect of any other Provident


key: chroma:document
string_value:
Fund to which he was subscribing before joining the Fund, shall, if the amount to his credit in 
such other fund has been transferred to his credit in this fund, be deemed to be a nomination 
only made under this rule until he makes a nomination in accordance with this rule.
ii) If a subscriber nominates more than one person under sub rule (i), he shall specify in 
the nomination the amount or share payable to each of the nominees in such manner


key: chroma:document
string_value:
as to cover the whole of the amount, that may stand to his credit in the fund at any 
time.
iii) Every nomination shall be in such one of the Forms set forth in the Second Schedule as 
is appropriate in the circumstances.
iv) A subscriber may, at any time cancel his nomination by sending a notice in writing to 
the Secretary.
 Provided that the subscriber shall, along with such notice, send a fresh nomination 
made in accordance with the provisions of this rule.
v) A subscriber may provide in a nomination:


key: chroma:document
string_value:
172
IIMA HR Policy Manual 2023(a) in respect of any specified nominee that in the event of his nominee predeceasing 
the subscriber, the right conferred upon that nominee shall pass to such other 
person as may be specified in the nomination.
 Provided that such other person or persons shall, if the subscriber has other 
members of his family, be such other member or members, where the subscriber 
confers such a right on more than one person under this clause, he shall specify


key: chroma:document
string_value:
the amount or share payable to each of such persons in such a manner as to 
cover the whole of the amount payable to the nominee.
(b) that the nomination shall become invalid in the event of the happening of a 
contingency specified therein; provided that if at the time of making the 
nomination the subscriber has no family, he shall provide in the nomination 
that it shall become invalid in the event of his subsequently acquiring a family.


key: chroma:document
string_value:
Provided further that if at the time of making the nomination, the subscriber 
has only one member of the family, he shall provide in the nomination that 
the right conferred upon the alternate nominee under clause (a) shall become 
invalid in the event of his subsequently acquiring other member or members in 
his family.
vi) Immediately on the death of a nominee in respect of whom no special provision has 
been made in the nomination under clause (a) of sub-rule (v) or on the occurrence of


key: chroma:document
string_value:
any event by reason of which the nomination becomes invalid in pursuance of clause 
(b) of sub-rule (v) or the proviso thereto, the subscriber shall send to the Secretary a 
notice in writing canceling the nomination together with a fresh nomination made in 
accordance with the provision of this rule.
vii) Every nomination made and every notice of cancellation given by a subscriber shall, to 
the extent that it is valid, take effect, on the date on which it is received by the Institute.


key: chroma:document
string_value:
viii) An up-to-date Register shall be maintained by the Institute to record all nominations.
SUBSCRIBER’S ACCOUNTS
06 An account shall be opened in the name of each subscriber in which shall be credited:
 i) the subscriber’s subscription;
 ii) contributions made under Rule 10 by the Institute to his account;
 iii) interest as provided by Rule 11;
 iv) advance and withdrawals from his account.
CONDITIONS AND RATES OF SUBSCRIPTIONS


key: chroma:document
string_value:
CONDITIONS AND RATES OF SUBSCRIPTIONS
07 i) Every subscriber shall subscribe monthly to the Fund when on duty or foreign service 
but not during the period of suspension.
 Provided that a subscriber on reinstatement after a period passed under suspension 
shall be allowed the option of paying in one sum or in instalments, any sum not 
exceeding the maximum amount of arrears of subscriptions permissible for that 
period.


key: chroma:document
string_value:
173
IIMA HR Policy Manual 2023ADDITIONAL / MISCELLANEOUS SUBSCRIPTION
A subscriber may at his option, make additional / miscellaneous subscription by way of cheque/
cash not exceeding five times during the course of a year, provided that total subscription 
including additional / miscellaneous subscription shall not exceed gross annual emoluments.  
For Additional / Miscellaneous subscription, emoluments shall include all such components of


key: chroma:document
string_value:
allowances like, DA, HRA, CCA, Transport Allowance, etc. which are not defined in the term salary 
[Refer Clause 2(x)].
Formula for calculating additional subscription for Provident Fund
GROSS ANNUAL SALARY* (after adjustment of LWP)
LESS: 1. Income Tax
2. Professional Tax
3. LIC
4. GSLIS
5. HRA/License Fee (including Municipal Tax)
6. Any other statutory deduction
NET ANNUAL SALARY
LESS: Regular Provident Fund Subscription through Salary
MAXIMUM ADDITIONAL SUBSCRIPTION
*Excluding Income from Consultancy


key: chroma:document
string_value:
*Excluding Income from Consultancy
In the Formula for calculating the additional subscription for P .F. for any employee who is on 
Leave Without Pay (LWP) during the year, the words Gross Annual Salary be replaced with Gross 
Notional Annual Salary and the words Net Annual Salary be replaced with Net Notional Annual 
Salary. 
ii) A subscriber may at his option, not subscribe during any period of leave other than 
earned leave of less than 30 days duration as the case may be, by sending a notice


key: chroma:document
string_value:
in writing to the Secretary before or soon after proceeding on leave. Failure to make 
due and timely intimation shall be deemed to constitute an election to subscribe. The 
option of a subscriber intimated under the sub para shall be final.
iii) A subscriber who has withdrawn the amount of subscription and interest thereon, 
shall not subscribe to the fund after such withdrawal, unless he returns to duty.
08 i) The amount of subscription shall be fixed subject to the conditions:


key: chroma:document
string_value:
(a) It shall be expressed in whole rupees (50 paise and above counting as the next 
higher rupee).
(b) It shall be a sum representing ten per cent in the case of CPF subscribers and six 
per cent in the case of GPF subscribers. 
ii) For the purpose of sub-rules (i) (b) the salary of a subscriber shall be:
 (a) In the case of subscriber who was in service of the Institute on the 31st 
March of the preceding year, the salary to which he was entitled on that date;


key: chroma:document
string_value:
174
IIMA HR Policy Manual 2023 (b) In the case of a subscriber who was not in service of the Institute on the 
31st March of the preceding year, the salary to which he was entitled on the 
first day of his service.
iii) The amount of subscription so fixed may be enhanced or reduced not more 
than three times during the course of a year.
 Provided that if a subscriber is on duty for a part of a month and on leave for 
the remainder of the month and if he has elected not to subscribe during the


key: chroma:document
string_value:
leave, the amount of subscription payable shall be proportionate to the number 
of days spent on duty in the month.
iv) As per the amended provisions of the GPF Rules, 1960, as mentioned in the 
office memorandum F.No.3/6/2021-P&PW(F) dated 11th October 2022, the 
limit of subscription under GPF in a financial year by a subscriber shall not 
exceed the threshold limit (Rupees Five Lakh).
REALISATION OF SUBSCRIPTION
09 The recovery of subscription and of the principal and interest on advances shall be made


key: chroma:document
string_value:
from the monthly salary. 
 The additional / miscellaneous subscription and the recovery of principal and interest on 
advance may be received by way of cheque/cash. 
CONTRIBUTION BY THE INSTITUTE
10 i) The Institute shall, with effect from the 31st March of each year, make a contribution to 
the account of each subscriber.
 Provided that, if a subscriber quits the service or dies during a year, contribution shall 
be credited to his account for the period between the close of the preceding year and


key: chroma:document
string_value:
the date of the casualty.
ii) The contribution shall be a sum representing such per cent of the salary of the 
subscriber as may be declared by the Government of India from time to time; 
drawn on duty during the year or for a period in the year as the case may be. 
(Resolution dated 1.12.2004)
iii) Should a subscriber elect to subscribe during leave, the salary drawn by him 
during leave for the purpose of this rule, be deemed to be salary drawn on duty.


key: chroma:document
string_value:
iv) The amount of contribution payable shall be rounded to the nearest whole 
rupee (50 paise and above counting as the next higher rupee).
INTEREST
11 i) The Institute shall pay to the credit of the account of a subscriber interest at such 
a rate as the Board of Trustees may, from time to time, prescribe.
ii) Interest shall be credited with effect from 31st March of each year in the following 
manner:
(a) on the amount at the credit of a subscriber on the 31st March of the preceding


key: chroma:document
string_value:
175
IIMA HR Policy Manual 2023months.
(b) on sums withdrawn during the current year - interest from the 1st April of the 
current year upto the last day of the month preceding the month of withdrawals;
(c) on all sums credited to the subscriber’s account after the 31st March of the 
preceding year - interest from the date of deposit upto the 31st March of the 
current year;
 (d) the total amount of interest shall be rounded to the nearest rupee in the manner 
provided in sub-rule (iv) of rule 10;


key: chroma:document
string_value:
provided in sub-rule (iv) of rule 10;
 Provided that when the amount standing at the credit of subscriber has become 
payable, interest shall thereupon be credited under this sub-rule in respect of only the 
period from the beginning of the current year or from the date of credit as the case 
may be upto the date on which the amount standing at the credit of the subscriber 
becomes payable.
iii) For the purpose of this rule the date of credit shall be deemed to be the first day of the


key: chroma:document
string_value:
month in which it is credited.
iv) In all cases interest will be paid in respect of balance at the credit of a subscriber upto 
the close of the month preceding that in which payment is made or upto the end of 
the six months in which such amount becomes payable whichever of these periods be 
less.
 *
v) Subject to the provisions of sub-rule (iv) no interest shall be paid in respect of any 
period after the date which the Secretary has intimated to that person or his agent as


key: chroma:document
string_value:
date on which he is prepared to make payment.
              *Following deleted from 11-06-2018
 In the case of ceased members retiring from the Institute on  Superannuation/
voluntary retirement/special VRS, interest will   be credited for three years.
ADVANCE FROM THE FUND
12 A temporary advance may be granted to a subscriber from the amount standing to his credit 
in the Fund at the discretion of the authority specified in rule 13 subject to the following 
conditions:


key: chroma:document
string_value:
conditions:
 The appropriate sanctioning authority may sanction the payment to any subscriber of an 
advance consisting of a sum of whole rupees and not exceeding an amount of three months 
pay or half the amount of subscriptions and interest thereon standing to the credit of the 
subscriber in the fund, whichever is less, for one or more of the following purposes:
i) to pay expenses in connection with the illness or disability including where necessary,


key: chroma:document
string_value:
the travelling expenses of the subscriber or any person actually dependent on him;
ii) to meet the cost of higher education, including where necessary, the travelling 
expenses of the subscriber or any person actually dependent on him in the following 
cases; namely:
(a) for education outside India for an academic, technical professional or vocational


key: chroma:document
string_value:
176
IIMA HR Policy Manual 2023course beyond the High School stage; and
(b) for any medical, engineering or other technical or specialised course in India 
beyond the High School stage; provided that the course of study is for not less 
than three years.
iii) to pay obligatory expenses, on scale appropriate to the status which by customary 
use, the subscriber has to incur in connection with marriages or other ceremonies of 
himself or of his children or of any other person actually dependent on him;


key: chroma:document
string_value:
iv) to pay expenses in connection with the prolonged illness or confinement of the 
applicant or any person actually dependent on him;
v) to meet the cost of his defence where the subscriber is prosecuted by the Government 
or Institute in any court of law or where the subscriber engages any legal practitioner 
to defend him in any enquiry in respect of any alleged official misconduct on his part;
vi) to meet the cost of legal proceedings instituted by the subscriber for vindicating his


key: chroma:document
string_value:
position in regard to any allegations made against him in respect of any act done or 
purporting to have been done by him in the discharge of his official duty;
vii) to meet the cost of plot or construction of a house or a ready built flat for his residence 
or to make any payment towards the allotment of a plot or a ready built flat by a State 
Housing Board or House Building Cooperative Society;
viii) to meet the cost of consumer durables such as TV, VCR/VCP , washing machines,


key: chroma:document
string_value:
cooking range, geysers, computers etc.
 Provided that the condition of actual dependence shall not apply in the case of a son 
or daughter of the subscriber.
 Provided further that the condition of actual dependence shall not apply in the case of 
an advance required to meet the funeral expenses of the parent of a subscriber.
ix) An advance shall not, except for special reasons, exceed three months’ salary and shall 
in no case exceed the amount of subscription and interest thereon standing to the


key: chroma:document
string_value:
credit of the subscriber in the Fund.
x) An advance shall not, except for special reasons be granted until at least twelve months 
after the final repayment of all previous advances together with interest thereon.
13 i) A temporary advance from the Fund to the subscribers other than the Director will 
be sanctioned by Director. In the case of administrative staff the advance may be 
sanctioned by the Chief Administrative Officer.


key: chroma:document
string_value:
sanctioned by the Chief Administrative Officer.
 ii) A temporary advance from the Fund to the Director shall require the sanction of the 
Board of Trustees.
14 i) An advance shall be recovered from the subscriber in such number of equal monthly 
instalments as the sanctioning authority may direct; but such number shall not be 
less than twelve unless the subscriber so elects, or in any case more than twenty 
four. In special cases where the amount of advance exceeds three months’ pay of the


key: chroma:document
string_value:
subscriber under sub-rule (viii) of Rule 12, the sanctioning authority may fix such 
number of instalments to be more than twenty four but in no case more than thirty 
six.


key: chroma:document
string_value:
177
IIMA HR Policy Manual 2023 A subscriber may, at his option make repayment in a smaller number of instalments 
than that prescribed. Each instalment shall be a number of whole rupees, the amount 
of the advance being raised or reduced, if necessary, to admit of the fixation of such 
instalments.
ii) Recovery shall be made in the manner provided in Rule 9 for the realisation of 
subscription and shall commence on the first occasion after the advance is made on


key: chroma:document
string_value:
which the subscriber draws salary for a full month.
iii) If more than one advance has been made to a subscriber, each advance shall be treated 
separately for the purpose of recovery.
iv) After the principal of the advance has been fully repaid, interest shall be paid thereon 
at the rate of one-fifty per cent of the principal for each month or broken portion 
of a month during the period between the drawal and complete repayment of the 
principal.


key: chroma:document
string_value:
principal.
v) Interest shall ordinarily be recovered in one instalment in the month after complete 
payment of the principal; but if the period referred to in sub-rule (iv) exceeds twenty 
months interest may, if the subscriber so desires, be recovered in two equal monthly 
instalments. The method of recovery shall be that provided in sub-rule (ii). Payment 
shall be rounded to the nearest rupee in the manner provided in sub-rule (iv) of Rule 
10.


key: chroma:document
string_value:
10.
vi) Recoveries made under this rule shall be credited as they are made, to the account of 
the subscriber in the Fund.
WITHDRAWALS FROM THE FUND
15 i) Subject to the conditions specified hereunder, withdrawals may be sanctioned by the 
Board of Trustees, in the case of a withdrawal by the Director, and by the Director in 
the case of Faculty, and by the Chief Administrative Officer in any other case, at any 
time;
(A) after the completion of fifteen years of service (including broken periods of


key: chroma:document
string_value:
service, if any) of a subscriber or within ten years before the date of his retirement 
on superannuation whichever is earlier from the amount of subscription and 
interest thereon standing to the credit of the subscriber in the Fund for one or 
more of the following purposes, namely;
  i) for meeting the cost of higher education, including where necessary, the 
travelling expenses of the subscriber or any child of the subscriber in the 
following cases namely:


key: chroma:document
string_value:
following cases namely:
(a) for education outside India for academic, technical, professional 
or vocational course beyond the High School stage, and 
(b) for any medical, engineering or technical or specialised course in 
India beyond the High School stage;
ii) for meeting the expenditure in connection with the betrothal/marriage 
of the subscriber or his sons or daughters, and any other female relation


