# migrations

dir: embeddings_queue
filename: 00001-embeddings.sqlite.sql
hash: d3755dfd232be8e8301f4d7fcfb3a486
sql:
CREATE TABLE embeddings_queue (
    seq_id INTEGER PRIMARY KEY,
    created_at TIMESTAMP NOT NULL DEFAULT CURRENT_TIMESTAMP,
    operation INTEGER NOT NULL,
    topic TEXT NOT NULL,
    id TEXT NOT NULL,
    vector BLOB,
    encoding TEXT,
    metadata TEXT
);


dir: sysdb
filename: 00001-collections.sqlite.sql
hash: 38352d725ad1c16074fac420b22b4633
sql:
CREATE TABLE collections (
    id TEXT PRIMARY KEY,
    name TEXT NOT NULL,
    topic TEXT NOT NULL,
    UNIQUE (name)
);

CREATE TABLE collection_metadata (
    collection_id TEXT REFERENCES collections(id) ON DELETE CASCADE,
    key TEXT NOT NULL,
    str_value TEXT,
    int_value INTEGER,
    float_value REAL,
    PRIMARY KEY (collection_id, key)
);


dir: sysdb
filename: 00002-segments.sqlite.sql
hash: 2913cb6a503055a95f625448037e8912
sql:
CREATE TABLE segments (
    id TEXT PRIMARY KEY,
    type TEXT NOT NULL,
    scope TEXT NOT NULL,
    topic TEXT,
    collection TEXT REFERENCES collection(id)
);

CREATE TABLE segment_metadata (
    segment_id TEXT  REFERENCES segments(id) ON DELETE CASCADE,
    key TEXT NOT NULL,
    str_value TEXT,
    int_value INTEGER,
    float_value REAL,
    PRIMARY KEY (segment_id, key)
);


dir: sysdb
filename: 00004-tenants-databases.sqlite.sql
hash: 048867ce8fcdefe4023c7110e4433591
sql:
CREATE TABLE IF NOT EXISTS tenants (
    id TEXT PRIMARY KEY,
    UNIQUE (id)
);

CREATE TABLE IF NOT EXISTS databases (
    id TEXT PRIMARY KEY, -- unique globally
    name TEXT NOT NULL, -- unique per tenant
    tenant_id TEXT NOT NULL REFERENCES tenants(id) ON DELETE CASCADE,
    UNIQUE (tenant_id, name) -- Ensure that a tenant has only one database with a given name
);

CREATE TABLE IF NOT EXISTS collections_tmp (
    id TEXT PRIMARY KEY, -- unique globally
    name TEXT NOT NULL, -- unique per database
    topic TEXT NOT NULL,
    dimension INTEGER,
    database_id TEXT NOT NULL REFERENCES databases(id) ON DELETE CASCADE,
    UNIQUE (name, database_id)
);

-- Create default tenant and database
INSERT OR REPLACE INTO tenants (id) VALUES ('default_tenant'); -- The default tenant id is 'default_tenant' others are UUIDs
INSERT OR REPLACE INTO databases (id, name, tenant_id) VALUES ('00000000-0000-0000-0000-000000000000', 'default_database', 'default_tenant');

INSERT OR REPLACE INTO collections_tmp (id, name, topic, dimension, database_id)
    SELECT id, name, topic, dimension, '00000000-0000-0000-0000-000000000000' FROM collections;
DROP TABLE collections;
ALTER TABLE collections_tmp RENAME TO collections;


dir: metadb
filename: 00001-embedding-metadata.sqlite.sql
hash: 2b4cf52c4bb2676e21d6860a4409f856
sql:
CREATE TABLE embeddings (
    id INTEGER PRIMARY KEY,
    segment_id TEXT NOT NULL,
    embedding_id TEXT NOT NULL,
    seq_id BLOB NOT NULL,
    created_at TIMESTAMP NOT NULL DEFAULT CURRENT_TIMESTAMP,
    UNIQUE (segment_id, embedding_id)
);

CREATE TABLE embedding_metadata (
    id INTEGER REFERENCES embeddings(id),
    key TEXT NOT NULL,
    string_value TEXT,
    int_value INTEGER,
    float_value REAL,
    PRIMARY KEY (id, key)
);

CREATE TABLE max_seq_id (
    segment_id TEXT PRIMARY KEY,
    seq_id BLOB NOT NULL
);

CREATE VIRTUAL TABLE embedding_fulltext USING fts5(id, string_value);


dir: metadb
filename: 00002-embedding-metadata.sqlite.sql
hash: 12a570f7121b3a8ce750a2a7c36da20f
sql:
-- SQLite does not support adding check with alter table, as a result, adding a check
-- involve creating a new table and copying the data over. It is over kill with adding
-- a boolean type column. The application write to the table needs to ensure the data
-- integrity.
ALTER TABLE embedding_metadata ADD COLUMN bool_value INTEGER


dir: metadb
filename: 00003-full-text-tokenize.sqlite.sql
hash: f97ad6334aeaa8f419f01110b648b97a
sql:
CREATE VIRTUAL TABLE embedding_fulltext_search USING fts5(string_value, tokenize='trigram');
INSERT INTO embedding_fulltext_search (rowid, string_value) SELECT rowid, string_value FROM embedding_metadata;
DROP TABLE embedding_fulltext;


# embeddings_queue

created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830290e2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 0, "chroma:document": "a\nIIMA HR Policy Manual 2023\nHUMAN RESOURCES  \nPOLICY MANUAL\nSTAFF \n2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029182-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 1, "chroma:document": "b\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029196-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 2, "chroma:document": "i\nIIMA HR Policy Manual 2023DECLARATION\nThe objective of this Manual is to compile  the HR policies and \nprocedures followed in IIMA. It also presents the general rules and \nregulations  that govern the employees of the Institute. \nThis Manual supersedes all previous manuals, handbooks, and \nmemorandums that may have been issued from time to time on \nsubjects covered in this Manual.\nThe Institute reserves its right to interpret; change; suspend; cancel;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830291aa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 2, "chroma:document": "or dispute, with or without notice; all or any part of what is contained \nin the Manual. The Institute will notify all employees of such changes.  \nIn the interpretation of any policies and procedures covered in \nthe Manual, the Director\u2019s decision will be final and binding on all \nemployees of the Institute. \nHR Department"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830291be-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 3, "chroma:document": "ii\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830291d2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "iii\nIIMA HR Policy Manual 2023CONTENTS\nContents\nChapter 1 General  ....................................................................................... 1\nIIMA- Brief Note ........................................................................................................................................ 1\nThe Years OF TRANSFORMATION  .................................................................................................... 2"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830291e6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "1960s - The Decade of Birth  ................................................................................................................ 2\n1970s- The Decade of Growth  ............................................................................................................ 2\n1980s - The Decade of Diversification  ............................................................................................ 2"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029204-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "1990s - The Decade of Consolidation .............................................................................................. 2\n2000 - The Decade of Internationalisation  ................................................................................... 3\n2010 - The Decade of Digitization  .................................................................................................... 3\nThe IIM Act, 2017, IIM rules, 2018 and IIM (amendment) rules, 2022  ........................... 3"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029218-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Chapter 2 Introduction ................................................................................ 7\nChapter 3 Recruitment Policy  ..................................................................... 9\nManpower Requisition  ......................................................................................................................... 9\nAdvertisement  ........................................................................................................................................... 9"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302922c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Processing Of Applications  .................................................................................................................. 9\nInterview Panel  ........................................................................................................................................ 9\nPost - Manager & Above:  ..................................................................................................................... 10"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029236-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Post - below Manager Level:  ............................................................................................................. 10\nInterview & Selection Process  .......................................................................................................... 10\nConveyance Reimbursement  ........................................................................................................... 10"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302924a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Final Selection  ......................................................................................................................................... 10\nMedical Examination:  ........................................................................................................................... 11\nJoining Procedure  ................................................................................................................................. 11"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029254-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Payment Of Salary  ................................................................................................................................. 11\nDeduction From Salary  ........................................................................................................................ 11\nIdentity Card  ............................................................................................................................................ 11"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029268-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Recruitment Criteria For Various Posts (But Not All) at IIMA * .......................................... 12\nScales of Pay  ............................................................................................................................................ 27\n7th Cpc Pay Matrix  ................................................................................................................................ 28"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029272-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 4, "chroma:document": "Chapter 4 Appointments  ........................................................................... 30\nChapter 5 General Conduct, Ethics & Disciplinary Action  ......................... 45"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302927c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "iv\nIIMA HR Policy Manual 2023Speeches/ Presentations In Public Seminars/ Conferences  ............................................... 45\nCommunications to the Media  ......................................................................................................... 45\nProtection & Proper Use Of Iima Assets  ...................................................................................... 45"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029290-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "Drugs/Smoking/Alcohol/Weapons  ............................................................................................... 46\nConduct Rules  .......................................................................................................................................... 46\n[Do\u2019s] \u2013 Every Employee Shall  .......................................................................................................... 46"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292a4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "[Don\u2019ts] No Employee Shall  ............................................................................................................... 46\nEmployee Arrested For Criminal Offence  .................................................................................... 48\nSexual Harassment  ............................................................................................................................... 48"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292ae-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "1. Objectives Of Cmgi  .......................................................................................................................... 49\n2. Definitions (For The Purpose Of Cmgi)  ................................................................................. 49\n3. Constitution Of Cmgi  ..................................................................................................................... 51"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292c2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "4. Responsibility Of Cmgi  ................................................................................................................. 52\n5. The Process For Making A Complaint  .................................................................................... 53\n6.  Sexual Harassment Faced By Men And Genders Other Than Women ..................... 53"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292cc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "7. Conciliation  ........................................................................................................................................ 53\n8.  The Process For Conducting Inquiry  ..................................................................................... 54\n9. Interim Redressal ............................................................................................................................ 54"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292e0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "10.  Punishment And Compensation  .............................................................................................. 55\n11.  Action Against Frivolous Complaint  ...................................................................................... 56\n12.  Confidentiality  ................................................................................................................................. 56"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292ea-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "13.  Protection Against Victimization  ............................................................................................ 57\n14.  Where Sexual Harassment Amounts To Criminal Offence  ........................................... 58\n15.  Responsibilities Of Iima  .............................................................................................................. 58"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830292f4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "16.  What Iima Expects From You  .................................................................................................... 58\n17.  How To Respond  ............................................................................................................................ 59\n18.  Amendment To The Policy  ......................................................................................................... 59"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029308-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "Rules On Disciplinary Action  ............................................................................................................ 59\nClassification Of Employees  .............................................................................................................. 59\nPenalties:  ................................................................................................................................................... 61"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302931c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "Minor Penalties:  ..................................................................................................................................... 61\nMajor Penalties:  ...................................................................................................................................... 61\nSuspension:  .............................................................................................................................................. 62"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029326-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "Enquiry Proceedings:  ........................................................................................................................... 63\nAppeals:  ...................................................................................................................................................... 64\nConsideration of Appeals  ................................................................................................................... 65"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302933a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "Implementation of orders in Appeal  ............................................................................................. 65\nReview of orders in disciplinary cases  ......................................................................................... 65\nBoard\u2019s power to review  ..................................................................................................................... 65"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029344-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 5, "chroma:document": "Pay and allowances on acquittal  ..................................................................................................... 66\nProcedure for disciplinary proceedings after retirement:  ................................................... 66"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029358-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "v\nIIMA HR Policy Manual 2023Chapter 6 Leave and Attendance  .............................................................. 68\n(1) Office Hours  ..................................................................................................................................... 68\n(2) Procedure for granting leave  ..................................................................................................... 68"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029362-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "(3) Extension of Leave  ........................................................................................................................ 69\n(4) Cancellation of Leave  .................................................................................................................... 69\n(5) Kinds of Leave  .................................................................................................................................. 69"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302936c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "5.1 Leave Type 1: Casual Leave  ........................................................................................................ 69\n5.2 Leave Type 2: Earned Leave  ...................................................................................................... 70\n5.3 Leave Type 3: Half Pay Leave  ..................................................................................................... 71"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029380-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "5.4 Leave Type 4: Commuted Leave  .............................................................................................. 71\n5.5 Leave Type 5: Extraordinary Leave  ......................................................................................... 72\n5.6  Leave Type 6: Maternity Leave  ............................................................................................... 73"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302938a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "5.7 Leave Type 7: Paternity Leave  ................................................................................................... 73\n5.8  Leave Type 8: Leave to female employees on adoption of child  ................................ 74\n(6) Encashment of Earned Leave  .................................................................................................... 74\n(7) Public Holidays and Restricted Holidays  ............................................................................. 74"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302939e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "Chapter 7 Performance Review  ................................................................. 75\nPerformance Appraisal for Managers - Guidelines  ................................................................. 76\nChapter 8 Promotion Policy  ....................................................................... 85\n1. Preamble  .......................................................................................................................................... 85"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830293b2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "2. The Policy In Brief (For Group B/C/D)  ................................................................................. 85\n3. Some important common promotion parameters for staff promotions:  ............. 86\n4. Promotion Policy (Financial Upgradation) for existing Group D employees:  ....88\n5. Promotion Policy for existing Group D employees to Group C (promotion with \nGroup Change) at one Level higher in Group C to the current Level in Group D:  89"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830293bc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "6. Promotion Policy for Group C employees to Group C (only Level Change):  ........ 91\n7. Promotion Policy for Group C employees to Group B \u2013 Level 6 (promotion with \nLevel Change and Group Change):  .......................................................................................... 91\n8. Promotion Policy for Group B employees to Group B (only Level Change):  ........ 93\n9. Promotion Policy for Group B employees to Group A \u2013 Level 10 (promotion with"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830293d0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "Level Change and Group Change):  .......................................................................................... 94\nChapter 9 Insurance  .................................................................................. 96\nGroup Savings Linked Insurance Scheme  .................................................................................... 96"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830293da-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 6, "chroma:document": "1. Definitions:  ........................................................................................................................................ 96\n2. The Employer will act for and on behalf of the members in all matters relating to \nthe Scheme. Every act done by the agreement made with and notice given to the \ncorporation shall be binding on the members.  ................................................................. 97"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830293ee-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 7, "chroma:document": "Daily Allowance (D.A.)  ...................................................................................................................... 117\nDaily Allowance without bills / receipts  ................................................................................... 117\nConveyance  ........................................................................................................................................... 118"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 8, "chroma:document": "vii\nIIMA HR Policy Manual 2023Chapter 12 Employees Housing \u2013 Rules & Regulations  .......................... 143\nHouses For Staff  ................................................................................................................................... 143\nGeneral Conditions  ............................................................................................................................. 143"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 8, "chroma:document": "Occupation of Campus House Beyond Date of Retirement  ............................................... 146\nUse OF campus houses for social/religious purposes  ........................................................ 147\nChapter 13 Staff Co-operative Credit & Supply Society Ltd.  .................. 152\nChapter 14 Training & Development  ....................................................... 153"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 8, "chroma:document": "General  ................................................................................................................................................... 154\nChapter 15 Welfare Activities  ................................................................. 156\nChapter 16 SARA Committee  ................................................................... 158\nChapter 17 Staff Evaluation and Development Committee  .................... 160"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 8, "chroma:document": "Chapter 20 Grievance Policy  ................................................................... 163\nStatement  ............................................................................................................................................... 163\nThe System  ............................................................................................................................................. 163"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 9, "chroma:document": "viii\nIIMA HR Policy Manual 2023Chapter 21 Retirement, Resignation Etc.  ................................................ 165\n1. Retirement  ..................................................................................................................................... 165\n2. Resignations  .................................................................................................................................. 166"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 9, "chroma:document": "Chapter 22 Superannuation Benefits  ...................................................... 169\nContributory Provident Fund-Cum-Gratuity Rules  .............................................................. 169\nConstitution and Management of the Fund  ............................................................................. 170\nNomination  ............................................................................................................................................ 171"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 9, "chroma:document": "Subscriber\u2019s Accounts  ....................................................................................................................... 172\nConditions and Rates of Subscriptions  ...................................................................................... 172\nAdditional / Miscellaneous Subscription  ................................................................................. 173"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 9, "chroma:document": "Realisation of Subscription  ............................................................................................................. 174\nContribution by the Institute  ......................................................................................................... 174\nInterest  .................................................................................................................................................... 174"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 9, "chroma:document": "Advance from the Fund  .................................................................................................................... 175\nWithdrawals from the Fund  ........................................................................................................... 177\nCircumstances in which Accumulations are payable  .......................................................... 179"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 9, "chroma:document": "Procedure  ............................................................................................................................................... 181\nGratuity  ................................................................................................................................................... 182\nB National Pension System  ......................................................................................................... 184"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 10, "chroma:document": "1\nIIMA HR Policy Manual 2023\nIIMA- BRIEF NOTE\nIndian Institute of Management, Ahmedabad [IIMA], was set up by the Government of India in \ncollaboration with the Government of Gujarat and local industrialists as an autonomous Institute \nin 1961. IIMA has been conceived not only as a business school but also as a management institute. \nIIMA builds on over five decades of excellence and leadership in management education."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 10, "chroma:document": "IIMA has been rated as India\u2019s best and Asia\u2019s foremost Business School. IIMA continues to be \nranked as one of the finest institutions in the world in management education, with an academic \nrigour that matches the top league. With a distinguished faculty, an exceptional student-faculty \nratio, and a 100-acre world-class campus conducive to continuous learning, IIMA is an Institute \nthat sets international standards in the field of management education."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 10, "chroma:document": "IIMA, is a pioneer of the case study approach to management education in India, the result of its \nearly collaboration with Harvard Business School. A student-centred methodology entails working \nin groups and encourages intense participation, as students learn to present their perspectives, \ndefend their stand, and think through management problems.\nThe Institute stands for excellence in management education. Since its inception, IIMA has"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 10, "chroma:document": "contributed to the development of management thought in India through its research and \nteaching.  In 2008, IIMA became the first management school in the country to be awarded EQUIS \n(European Quality Improvement System) accreditation by the EFMD (European Foundation for \nManagement Development).\nThe Institute conducts the following major programmes:\n1. Two-year Post Graduate Programme in Management (MBA).\n2. Two-year Post Graduate Programme in Food and Agri-business Management (MBA - FABM)."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 10, "chroma:document": "3. Ph.D. Programme in Management. \n4. One-year Post Graduate Programme in Management for Executives (MBA - PGPX).\n5. Faculty Development Programme for Teachers in Universities and Colleges (FDP).\n6. Armed Forces Programme for Officers for Indian Armed Forces (AFP).\n7. Two year ePost Graduate Programme (ePGP).\n8. Sixteen months ePost Graduate Diploma in Advanced Business Analytics (ePGD - ABA)CHAPTER 1\nGENERAL"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 11, "chroma:document": "2\nIIMA HR Policy Manual 20239. Executive Education Programme - India\n10. Executive Education Programme - Dubai\nAt IIMA, it is a tradition to continually update the course content, revise the course design, and \nexperiment with innovative pedagogy. The faculty at IIMA continuously attempt to integrate \nresearch, teaching and applied work. Pedagogical tools create a participative learning environment. \nWhile the case method is the major tool, it is supplemented by group exercises, computer-based"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 11, "chroma:document": "simulation games, lecture-cum-discussions, role plays, project works and presentations by \nparticipants.\nTHE YEARS OF TRANSFORMATION\n1960 s - THE DECADE OF BIRTH\nIIMA rises beyond the acquisition of knowledge, techniques, tools, and concepts that are not ends \nin themselves. \n\u2022 Focus on social purpose while pursuing excellence in management \n\u2022 Integration of key activities like teaching, research, and consultancy\n\u2022 Introduction of the 3-Tier Management Development Programme\n1970 s- THE DECADE OF GROWTH"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 11, "chroma:document": "1970 s- THE DECADE OF GROWTH\nThe Institute gains broader recognition. \n\u2022 Overall growth in all activities \n\u2022 Increase in the faculty strength to 65 \n\u2022 Increase in the number of participants in the Post-Graduate Programme\n\u2022 Launch of the Fellowship (Doctoral) Programme in Management \n\u2022 Introduction of new Management Development Programmes\n1980 s - THE DECADE OF DIVERSIFICATION\nRecognised as the premier management school throughout the country, the Institute expands its \nrange and reach."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 11, "chroma:document": "range and reach.\n\u2022 Greater focus on under-managed sectors\n\u2022 Formation of three new groups: The Industrial Policy Management Group, The International \nManagement Group, and The Entrepreneurship Group \n\u2022 Introduction of Faculty Development Programme\n1990 s - THE DECADE OF CONSOLIDATION\nTaking into account the substantial growth of the previous decades, the Institute focuses on \nconsolidating its activities and position."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 11, "chroma:document": "consolidating its activities and position.\n\u2022 Substantial growth in the IT infrastructure of the Institute with a campus-wide intranet and \nleased line access to the Internet\n\u2022 Recognition as one of the top five business schools in the Asia Pacific region \n\u2022 Exchange of students with reputable business schools abroad"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 12, "chroma:document": "3\nIIMA HR Policy Manual 20232000 - THE DECADE OF INTERNATIONALISATION\nInternationalisation and growth are the keywords of the Institute during this decade. \n\u2022 Exchange of faculty with international business schools\n\u2022 Further, an increase in student intake with an emphasis on admitting full-time international \nstudents\n\u2022 Expansion of the campus to accommodate the Institute\u2019s international executive development \nprogrammes\n2010 - THE DECADE OF DIGITIZATION"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 12, "chroma:document": "programmes\n2010 - THE DECADE OF DIGITIZATION\nFrom the world of brick and mortar, the Institute has moved to the digital platform.\n\u2022 Starting a new era of e-learning through ePGP course\n\u2022 Giving more flexibility to students to attend classes from any of the major cities of India.\n\u2022 It\u2019s a new-age learning experience where knowledge empowered by technology.\n\u2022 Phase wise implementation of SAP in various departments of the Institute.\nTHE IIM ACT , 2017, IIM RULES, 2018 AND IIM (AMENDMENT) RULES, 2022"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 12, "chroma:document": "The IIM Act, 2017 has declared all the IIMs to be institutions of national importance and \nempowered them to attain standards of global excellence in management, management research \nand allied areas of knowledge. The Act has specifically descried the various authorities of the \nInstitute, their powers, its constitution, tenure of the members etc.\nThe IIM Rules, 2018 and IIM (Amendment) Rules, 2022 describes the appointment process, terms"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 12, "chroma:document": "and conditions of the Chairperson, the members of the board and the Director."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 13, "chroma:document": "4\nIIMA HR Policy Manual 2023\nThe governing structure of IIMA is presented in a tabular format below. \n BOARD OF GOVERNORS  \nDIRECTOR  \nDEAN (PROGRAMMES)  DEAN (FACULTY)  DEAN, ALUMNI & \nEXTERNAL RELATIONS  FACULTY  Chief Administrative  \nOfficer  \nAdmission  \nPost Graduate Programme  (MBA ) \nPost Graduate Programme in Food & \nAgri-Business Management ( MBA -FABM ) \nPost Graduate Programme in \nManagement for Executive ( MBA -PGPX ) \nPh.D. Pro gramme in Management  \nFaculty Dev. Programme (FDP)"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830296a0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 13, "chroma:document": "Faculty Dev. Programme (FDP)  \nArmed Forces Programme (AFP)  \ne-Mode Post Graduate Programme  \n  \nExecutive Education Programme  \nPlacement  \nAccreditation  and Ranking  \nStudent Housing , Activities, and Welfare  Strategy  Area  \nInformation Systems Area  \nCommunication Area  \nFinance & Accounting Area  \nMarketing Area  \nOrganizational Behaviour Area  \nHuman Resource s Management Area  \nProduction Quantitative Methods Area  \nPublic Systems Group  \nRavi J. Matthai Centre for Education  Innovation"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830296aa-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 13, "chroma:document": "Economics Area  \nCentre for Management in Agriculture (CMA)  Alumni Relations  Human Resource  \nPublications  Dispensary  Finance &  \nBudgets  \nStores & Purchase Office  Secretarial Staff  \nFacilities  \nContracts  \nHindi Cell  \nEngineering and Projects  \nEngineering Services  \nEstate  \nSecurity  House Keeping  \nHorticulture  Transport  Compliance  Library  \nIndia Gold Policy Ctr . Case Centre  Communication  \nVikalpa  \nRes. & Publication  \nCIIE ICT \nAshank Desai Ctr . \nfor L&OD Gender Centre  JSW SPP"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830296be-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 13, "chroma:document": "for L&OD Gender Centre  JSW SPP  \nCMHS  \nInf. Center/Dispatch  IIMA Archive s International Partnerships  \ne-Post Graduate Diploma  in Advanced \nBusiness Analytics ( ePGD -ABA ) Chief Financial  \nOfficer  \nAccounts  \nCtr. for Dig Trfm.  Ctr for Tptn. & Log. MCFME  \nNSE Centre  \nBrij Disa Ctr . for \nDS&AI  Vigilance  \nDuggal ESG Ctr.  Electrical and Mechanical  CSC"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830296c8-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 14, "chroma:document": "5\nIIMA HR Policy Manual 2023Board of Governors of IIMA \nSr. \nNo.Name and Address Designation\n1. Shri Pankaj R. Patel\nChairman \nZydus Lifesciences Limited\nZydus Corporate Park, \nNr. Vaishnodevi Circle, S.G. Highway, \nAhmedabad 382 481.Chairperson\n2. Shri P.K. Banerjee, ISS (1993), \nJoint Secretary (Mgt. & MC & Scholarship)\nMinistry of Education\nDepartment of Higher Education\nRoom No. 230 C, 2nd Floor, C Wing, Shastri Bhawan,\nNew Delhi 110 001Nominee of Central Government\n3. Shri S J Haider"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 14, "chroma:document": "3. Shri S J Haider\nPrincipal Secretary (Higher & Technical Education) \nEducation Department\nGovernment of Gujarat\nBlock No.5, 8th Floor\nSardar Bhavan\nNew Sachivalaya Complex\nGandhinagar 382 010Nominee of State Government\n4. Shri Sunil Kant Munjal\nChairman\nThe Hero Enterprise\n264, Okhla Industrial Estate\nPhase 3\nNew Delhi 110 020Eminent Persons\n5. Ms. Alka Bharucha\nPartner \nBharucha & Partners\nHague Building\n9, S.S. Ram Gulam Marg, \nBallard Estate, Mumbai 400 001-do-\n6. Ms. Kaku Nakhate"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 14, "chroma:document": "6. Ms. Kaku Nakhate\nPresident & Country Head (India)\nBank of America, N.A.\n18th Floor, A Wing, One BKC\nBandra Kurla Complex\nBandra (East), Mumbai 400051-do-\n7. Shri Sanjiv Dangi\nNorth India President  \nDalit Indian Chamber of Commerce & Industry (DICCI)\nA-178, Pandara Road\nNew Delhi 110003-do-"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830296f0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 15, "chroma:document": "6\nIIMA HR Policy Manual 20238. Prof. Ajay Pandey\nIIM AhmedabadChairman\u2019s Nominee\n9. Prof. Sachin Jayaswal\nIIM Ahmedabad Chairman\u2019s Nominee\n10. Ramesh Mangaleswaran \nSenior Partner Emeritus, \nMcKinsey & Company\nChennai, Tamil Nadu, IndiaCo-opted by the Board from the \nAlumni\n11. Dr. Hasit Joshipura\nAdvisor to L&T Group CEO and MD, Data Centre & \nCloud, Innovation Fund\nLarsen & Toubro Limited\nLandmark A Wing, 5th Floor, Suren Road\nOff. Andheri-Kurla Road \nAndheri (East), Mumbai \u2013 400093-do-"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029704-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 15, "chroma:document": "Andheri (East), Mumbai \u2013 400093-do-\n12. Rama Bijapurkar\n206, Nirman Kendra,\nDr. E. Moses Road, Mahalakshmi,\nMumbai 400 011.-do-\n13. Prof. Pradeep K. Chintagunta \nJoseph T. and Bernice S. Lewis Distinguished \nService\nProfessor of Marketing\nUniversity of Chicago\nBooth School of Business\nChicago, IL 60637, USA-do-\n14. Samir U. Mehta\nChairman, \nTorrent Group\nTorrent House, Off. Ashram Road, \nAhmedabad \u2013 380009Co-opted by the Board from the \nmembers of Society\n15. Prof. Errol D\u2019Souza\nDirector"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 15, "chroma:document": "15. Prof. Errol D\u2019Souza\nDirector\nIIM AhmedabadEx-Officio\nSecretary: \nCol Amit Verma (Retd)\nChief Administrative Officer \nIndian Institute of Management\nAhmedabad 380 015"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 16, "chroma:document": "7\nIIMA HR Policy Manual 2023\n1. The preparation, release, and maintenance of this Manual is the responsibility of the Human \nResources(HR) Department or any official designated by the Director. The Manual is subject \nto modifications to reflect changes that the Institute may decide to undertake in its HR policies \nfrom time to time.\n2. This Manual is confidential and is for restricted circulation only. \n3. The policies laid down in the Manual and the subsequent amendments, if any, will supersede"}


created_at: 2023-12-10 19:37:53
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id: 8302972c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 16, "chroma:document": "the relevant existing policies.\n4. Clarification on the Manual can be sought from the Human Resources Department.\n5. On matter concerning the human resource policies and procedures that are not covered in \nthis Manual, the Institute will be guided by the rules, norms, and procedures prescribed by \nthe Government of India from time to time.\n6. Definitions\na) \u201cInstitute\u201d means the Indian Institute of Management Ahmedabad.\nb) \u201cBoard\u201d means the Board of Governors of the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029740-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 16, "chroma:document": "c) \u201cDirector\u201d means the Director of the Institute.\nd) \u201cFaculty\u201d means the Faculty of the Institute.\ne)  \u201cCAO\u201d means Chief Administrative Officer of the Institute\nf) \u201cCFO\u201d means Chief Financial Officer of the Institute\ng) \u201c Administrative Staff\u201d means a person serving in the Institute in any capacity other \nthan \u201cFaculty\u201d. \u201c Administrative Staff\u201d will be referred to as \u201cStaff\u201d for thepurpose of \nthis Manual. Administrative staff includes staff members on probation, as well as on"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302974a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 16, "chroma:document": "regular scale and staff members appointed on Tenure Based Scaled Contract. It does \nnot include staff members appointed from manpower agencies or academic associates \nworking with the Institute.\nh) \u201cEmployee\u201d means any person employed in the Institute to do any professional, skilled \nor unskilled, manual or supervisory, technical or clerical work for hire or reward \nwhether terms of contracts are express or implied, including part-time workmen, and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 16, "chroma:document": "trainees other than apprentice appointed under the Apprentice Act, 1961 . Academic \nAssociates and other Trainee appointees are included as employees of the Institute.CHAPTER 2\nINTRODUCTION"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029768-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 17, "chroma:document": "8\nIIMA HR Policy Manual 2023i) \u201cGovernment\u201d means the Central Government of India unless the context is clarfied.\nj)   \u2018Day\u2019 means calendar day beginning and ending at midnight but extends up to end of \na shift where the shift starts before midnight \nk) \u2018Month\u2019 means a calendar month, but for the purpose of calculation of salary and for \nits payment, if the management prescribes another period in respect of any employee \nor class or classes of workmen, it shall be such other period."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029772-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 17, "chroma:document": "l)   \u2018Premises\u2019 means premises belonging to the Institute\nm)   \u2018Notice\u2019 means a notice in writing required to be given or to be displayed on the \nnotice board of the Institute.\nn)  \u2018Notice Board\u2019 means display board or board maintained to display notices in \nthe Institute premises and includes any other board or boards maintained in the \ndepartment/departments of the Institute. \no) \u201c Area\u201d means the various Academic Areas of the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 17, "chroma:document": "p) \u201cCentre\u201d means the sector or mission-oriented thrust groups which are not from the \nbusiness management but the other sectors of the economy. \nq) Committees at IIM Ahmedabad \n IIM Ahmedabad is administered / managed by several faculty committees. Such \nfaculty committees are appointed by the Director on a need basis.\nr) \u201cSAP\u201d means the enterprise application software implemented in various departments \nof the Institute to automate routine tasks.\ns) The masculine includes the feminine."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 18, "chroma:document": "9\nIIMA HR Policy Manual 2023\nMANPOWER REQUISITION \n1. Planning for manpower requirement is initiated by the concerned department by filling the \nMRF (Manpower Requisition Form).  A proposal duly approved by the concerned Chairperson, \nwherever applicable has to be sent to HR. The MRF should capture all the details such as pay \nlevel, tenure of employment etc. A separate MRF should be filled for each position.\n2. According to the position required, the appropriate MRF for Permanent / Tenure Based"}


created_at: 2023-12-10 19:37:53
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id: 830297a4-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 18, "chroma:document": "Scaled Contract / Temporary / Outsourced employee should be filled\n3. The proposal would have a brief description of the job to be assigned to the position. It should \nalso include ajustification for the creation of the position.\n4. The HR Manager and Associate Vice President - HR will discuss the proposal with the \nconcerned department head and obtain the approval of the Director for filling up the position.\n5. Once the approval is granted, the HR department will initiate the recruitment process."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 18, "chroma:document": "ADVERTISEMENT\nAdvertisement inviting applications will be released in newspapers identified for the purpose. \nWherever necessary, the advertisement copy will be shared with the concerned HoD for \ncomments/inputs before the release of the advertisement.   \nPROCESSING OF APPLICATIONS\n1. The HR Department will be responsible for segregating the resumes received against the \nadvertisement. \n2. The compiled statement showing the details of the applicants will be sent to the concerned"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830297b8-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 18, "chroma:document": "department for shortlisting.\n3. The concerned department does the shortlisting as per eligibility criteria. \nINTERVIEW PANEL \nInterview Panel for selection of candidates will be constituted by the competent authority. \nGovernment norms on the inclusion of members belonging to the minority community and SC/\nST on interview panels will be kept in mind while constituting the panel. Following will be the \nconstitution of the interview panel:CHAPTER 3\nRECRUITMENT POLICY"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830297cc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 19, "chroma:document": "10\nIIMA HR Policy Manual 2023POST - MANAGER & ABOVE:\n1. OEDC Member\n2. Dean\n3. Chief Administrative Officer\n4. Head of Department\n5. Associate Vice President \u2013 HR \n6. Any other expert or person if nominated by Director\nPOST - BELOW MANAGER LEVEL:\n1. SEDC member\n2. Head of Department\n3. Associate Vice President -HR\n4. Nominated Person\nINTERVIEW & SELECTION PROCESS\n1. Personal Interviews will be fixed as per the convenience of the interview panel members."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 19, "chroma:document": "2. Candidates shortlisted for test/interview will be notified about it by an email. This will be \nfollowed by a detailed call letter, which will be sent to them by post/courier.\n3. The candidates will be directed to the venue for test/interview. Forms that are needed to be \nfilled like qualification details etc, will be done at this stage. \n4. The interview structure may involve skill test, personal interview, and/or group discussion/\ndebate/quiz."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 19, "chroma:document": "debate/quiz. \n5. HR department will ensure that after the interview, each of the panel members provide their \nfeedback in writing about the performance of the candidates. \n6. HR will also play an active role in salary negotiation & fixation.\n7. The HR will collect feedback from references as needed. \nCONVEYANCE REIMBURSEMENT \n1. For Manager and above position, economy air travel fare will be reimbursed. The air travel \nfare should be the shortest distance."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 19, "chroma:document": "fare should be the shortest distance.  \n2. Candidates called for the position at Level 6 to Level 9 will be reimbursed train fare for AC \n3-Tier and for all below levels, it will be train fare for Sleeper Class. The train travel fare \nreimbursement will be for shortest route.\n3. Request for reimbursement should be submitted in the prescribed form by the Candidate.\nFINAL SELECTION\nFinal selection is made upon acceptance of the selection committee\u2019s recommendations.  The"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 19, "chroma:document": "selected candidate is offered the position subject to clearance of medical examination."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 20, "chroma:document": "11\nIIMA HR Policy Manual 2023MEDICAL EXAMINATION:\nFor all the positions, the medical checkup can be performed by the doctor available at the Institute \nor the candidate can produce a fitness certificate from any Civil Hospital. The doctor available at \nthe Institute may ask the candidate to undergo further tests if required.\nJOINING PROCEDURE \nJoining process involves the following:\n1. Collection of primary details in the prescribed form, \u2018Candidate\u2019s Statement & Declaration\u2019."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 20, "chroma:document": "2. Document of the following certificates and testimonial submitted by the candidate will be \nverified with the originals. \na. Mark sheets from 10th to last qualified exam (educational & professional)\nb. Passing certificates of exams\nc. Birth certificate \nd. Present and Permanent address proof \ne. Relieving letter and latest salary slip of the last organization served \nf. Medical certificate for fitness \ng. Copy of Aadhar card / PAN card / passport / driving license / election identity card /"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029830-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 20, "chroma:document": "any other photo identity proof issued by State/Central Government.\nh. Two photographs\n3. Collection of joining report.\n4. Issuing of \u2018Joining Memorandum\u2019.\n5. Formal introduction to Associate Vice President - HR and announcement to other concerned \ndepartments about the candidate\u2019s appointment.\n6. Issuing I-card.\nPAYMENT OF SALARY\nSalary of employees will become due and payable on the last working day of each month.  \nDEDUCTION FROM SALARY"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 20, "chroma:document": "DEDUCTION FROM SALARY\nDeductions in salary may be made for coming late to work, unauthorised absence, against fines \nimposed etc. Such recovery shall be in conformity with the provisions of the Payment of Salary \nAct, 1936.\nIDENTITY CARD\n1. Every employee will be provided with an identity card which, besides the name of the \nemployee, will have an employee code number, photograph, and other relevant personal \ndetails."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 20, "chroma:document": "details.\n2. Identity cards are not transferable and should be carried by the employee whenever he/she \nis on Institute\u2019s duty either inside or outside the premises of the Institute"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 21, "chroma:document": "12\nIIMA HR Policy Manual 20233. Employee shall present the identity card for inspection to any person so authorised to inspect \nby the Institute. \n4. Loss of the identity card should be immediately reported so that any possible misuse can \nbe avoided and a replacement card issued. Loss of I-card on more than 2 occasions shall be \nviewed as a misconduct on the part of the employee.    \n5. Employees are required to surrender their identity cards, badge, etc. on leaving the service of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302986c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 21, "chroma:document": "the Institute. Surrender of I-card is a requirement for final settlement of dues. \n6. The Institute shall keep a record of all identity card, badges issued and returned and shall \ncarry out a surprise check of the same at least once every quarter.\n7. For campus resident identity cards are issued to their family member and domestics servants \nfor security purpose. \nRECRUITMENT CRITERIA FOR VARIOUS POSTS (BUT NOT ALL) AT IIMA*\nSr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n1 Chief"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029876-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 21, "chroma:document": "1 Chief \nAdministrative \nOfficerMaster\u2019s Degree \nwith Degree/Dip \nin Management/ \nEngineering or \nFinance Degree Minimum 20 years \nexperience in Sr. \nAdministration \nposition45-50 \nyearsGeneral Administration, \nFinance, Engineering \n& Estate Maintenance. \nSecretary to Board of \nGovernance \n2 Chief Financial \nOfficerChartered \nAccountant \n(CA) from India. \nAdditionally, \nMBA in Finance \nwill be preferred \nqualification.At least 20 years in \nAccounts, Finance \n& Controllers \nfunctionsMax. 55"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302988a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 21, "chroma:document": "& Controllers \nfunctionsMax. 55 \nyearsTo provide overall strategic \nleadership and play a \nkey role in building and \nimproving the financial \nmanagement capability \nof IIMA, with the priority \nobjective of supporting the \ngovernance mechanism of \nthe organization\n3 Chief Operating \nOfficer \u2013 \nExecutive \nEducationPostgraduates, \npreferably an MBA \nfrom a reputed \ninstituteAt least 15 years\u2019 \nexperience of \nwhich at least five \nyears should have \nbeen in a senior \npositionMax. 55"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029894-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 21, "chroma:document": "been in a senior \npositionMax. 55 \nyearsThe person will lead IIMA\u2019s \nengagement with working \nprofessionals seeking \nmanagement education \nthrough relationships \nwith corporate L&D/\nHR teams and directly \nwith the professionals \nby highlighting IIMA\u2019s \nhigh-quality executive \neducation programme \nofferings.\n4 Vice President \u2013 \nCentre for Digital \nTransformationPostgraduates, \npreferably an MBA \nfrom a reputed \ninstituteAt least 15 years\u2019 \nexperience in the \nIT Industry of which \nat least five years"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298a8-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 21, "chroma:document": "IT Industry of which \nat least five years \nshould have been \nin a senior positionMax. 55 \nyearsThe person should be able \nto create and manage \na digitally-enabled \norganization, meet the \ngoals and objectives of the \nCentre."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298b2-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 22, "chroma:document": "13\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n5 Vice President / \nAssociate Vice \nPresident \u2013 JSW \nSchool of Public \nPolicyThe person will be \nresponsible to set up the \nmanagement systems, \nprogram execution and \nbrand development, \nand provide overall \nadministrative leadership \nof the JSW School of \nPublic Policy.\n6 Vice President-\nIGPCMBA/ CA/ CFA / \nCAIA / master\u2019s \nin economics or \nPublic PolicyMinimum 15 years \nof Professional \nexperienceMin. 40"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298bc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 22, "chroma:document": "of Professional \nexperienceMin. 40 \nyears and \nMax 58 \nyearsHeading IGPC Office\n7 Associate Vice \nPresident-HRPost-graduate \ndegree in HRM or \nrelated fields.  Minimum 20 years \nof experience \nwith at least five \nyears at senior \nmanagement level.  Max. 55 \nyearsTo provide strategic \ndirections and \nadministrative support on \nHR dimensions\n8 Associate Vice \nPresident-\nCorporate \nRelationsPost graduates \nor Masters in \nany of these \nfields (Business \nAdministration, \nHuman Resources, \nPsychology,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298d0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 22, "chroma:document": "Administration, \nHuman Resources, \nPsychology, \nSociology, \nCommunication, \nEducation and \nrelated fields).Minimum 10 years \nof post-qualification \nexperience \n(may be in the \nareas of recruiter \nrelationship \nbuilding, \nplacements, \nnetworking, \ncorporate \ncommunications, \nmarketing etc.), \nof which about 8 \nyears must be in an \noverall supervisory \nposition.Max. 55 \nyearsThe person will be \nresponsible to lead \nthe outreach of the \nMBA programme for \nexperienced professionals, \ntheir career development,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298da-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 22, "chroma:document": "their career development, \nand alumni connect \ninitiatives. The role \nrequires extensive \ntraveling and networking \nwith industry leaders and \ncorporate heads across \nthe globe to strengthen \nthe PGPX recognition \namong recruiters, alumni \nnetwork and also potential \napplicants.\n9 Associate Vice \nPresident-\nCentre for \nTransportation \nand LogisticsM.Tech/MBA (Ph.D. \npreferred) from a \nreputed institute \nin India (such as \nIITs/IIMs/IISc) or \nabroad.At least 15 years \nof experience in \nthe transportation"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298ee-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 22, "chroma:document": "of experience in \nthe transportation \nand/or logistics \nsector or a related \nsector. At least five \nyears should have \nbeen in a senior \nmanagement or \nleadership position \n(equivalent to \nCEO).Max. 55 \nyearsThe person will \nbe responsible for \noverall development, \nmanagement, and \ngrowth of the Centre \nfor Transportation and \nLogistics."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830298f8-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 23, "chroma:document": "14\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n10 Associate \nVice President \n- Alumni, \nCommunity \nRelations \n& Global \nPartnershipsPost graduate \nin any discipline \n(equivalent to MBA) Minimum 20 years \nof professional \nexperience, of \nwhich about 10 \nyears must be \nin Relationship \nManagement/\nCorporate \nAffairs/Business \nDevelopment.Max. 55 \nyearsTo help build and manage \nrelationships with alumni \nand entities external to"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302990c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 23, "chroma:document": "and entities external to \nthe Institute including the \ncommunity, corporates, \neducational institutions \nand state agencies\n11 Associate Vice \nPresident- \nExecutive \nEducationMBA or equivalent \nmaster\u2019s degree or \nhigherAt least 20 years\u2019 \nexperience of \nwhich at least five \nyears\u2019 experience \nshould be related \nto designing, \ndeveloping, \nmarketing, and \nselling executive \nprograms or  \nprofessional \nservices to \ncorporate clientsMax. 55 \nyearsDesigning, developing, \nmarketing, and selling"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029916-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 23, "chroma:document": "marketing, and selling \nexecutive programs or  \nprofessional services to \ncorporate clients\n12 Associate Vice \nPresident \u2013 \nEngineering & \nProjectsFull time Degree \nin Civil/ Electrical/ \nMechanical and \nPost-Graduate \ndegree in \nprofessional/ \nmanagement fieldMinimum 20 years\u2019 \nexperience of which \nat least ten (10) \nyears\u2019 experience \nshould be related to \nplanning, finalizing, \nand executing \nlarge scale Civil, \nElectrical and \nHVAC projects.Max. 55 \nyearsTo lead the team of \nfollowing departments:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029920-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 23, "chroma:document": "yearsTo lead the team of \nfollowing departments:\n1. Civil Engineering\n2. Electrical Engineering\n3. Mechanical \u2013 HAVC \nand Water Supply\n4. Maintenance\n13 Associate Vice \nPresident-\nADCLODPost Graduate \nDegree in any \nDiscipline but \npreferably in \nmanagement, \norganisational \nbehaviour, \nhuman resource \nmanagement, \nstrategic \nmanagement \nor public \nadministration.Minimum of \n10 years of \nprofessional \nexperienceMaximum \n55 years5. Develop management \nsystems, program \nexecution and brand \ndevelopment, and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029934-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 23, "chroma:document": "execution and brand \ndevelopment, and \nprovide overall \nadministrative \nleadership to the \nnewly established \ncentre"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302993e-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 24, "chroma:document": "15\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n14 AVP-Corporate \nRelations, MBA-\nPGPXPost graduate \nor Masters in \nany of these \nfields (Business \nAdministration, \nHR, Psychology, \nSociology, \nCommunication, \nEducation and \nrelated fields)Min 10 years of \npost-qualification \nexperienceMax 50 \nyearsStrengthen the corporate \nrelations of the Institute \nand increase recruiter pool \nsize by increasing MBA-\nPGPX brand awareness.\n15 Associate Vice"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029948-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 24, "chroma:document": "PGPX brand awareness.\n15 Associate Vice \nPresident, ITThe candidate \nshould have \ncompleted MCA \nor BE/BTech \nin Computer \nEngineering \nor Information \nTechnology or \nequivalent degree \nfrom any reputed \nInstitute.Minimum of \n20 years of \nprofessional \nexperience out of \nwhich 10 years \nmust be in the field \nof ICT.45-55 \nyearsComputer Centre \nadministration\n16 AVP-Arun \nDuggal ESG \nCentre for Res \nand InnovationMaster\u2019s degree or \nequivalentMin 10 years of \npost qualification \nexperience.Max 45"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302995c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 24, "chroma:document": "post qualification \nexperience.Max 45 \nyearsTo oversee activities of the \nCentre, facilitate research, \nconnect with stakeholders \nand increase visibility of \nthe Centre.\n17 AVP-\nProcurementAny Degree \nwith Diploma \nin Materials \nManagement. \nMaster\u2019s Degree in \nrelevant field will be \npreferred15 years of  \nexperience in \nmaterials/logistics \nmanagement.Max\n45\nyearsTo look after the Contracts, \nStores and Purchase \nDepartment.\n18 General \nManagerMaster\u2019s Degree \nwith Degree/Dip \nin Management/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029966-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 24, "chroma:document": "with Degree/Dip \nin Management/ \nEngineering or \nFinance Degree/15 years\u2019 \nexperience in Sr. \nAdministration \npositionsMax 45 \nyearsFinance/Engineering/  \nEstate Maintenance and \nGeneral Administration/\nPublic Relations and \nMedia Handling\n19 General \nManager-\nFinance or \nGeneral \nManager-\nAccountsM.Com/MBA with \nCA/ICWA/Cost \nAccounting 15 years\u2019 \nexperience in \nAssistant General \nManager/Sr. \nManager levelMax 45 \nyearsFinance and General \nAdministration\n20 General \nManager- \nRanking and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029970-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 24, "chroma:document": "Administration\n20 General \nManager- \nRanking and \nAccreditationMBA/PG Degree 15 years \nexperienceMax 45 \nyearsAbility to understand the \ninformation needs of the \norganisation and lead \nthe team in the rankings \nand accreditations for \nbenchmarking purpose at \nlarge."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029984-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 25, "chroma:document": "16\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n21 General \nManager-BDC \nfor DS&AIMaster\u2019s or Ph.D, \nspecializing in \ndata science and \nartificial intelligenceMin 9 years of \npost-qualification \nexperienceMax 50 \nyearsTo work closely with the \nindustry and academic \npartners to drive the \nactivities of the centre \nalong with research \naligned with the centre\u2019s \nobjectives.\n22 GM-NSE Master\u2019s degree in \nthe areas related to \nFinance, Marketing,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302998e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 25, "chroma:document": "the areas related to \nFinance, Marketing, \nEconomics, \nOrganizational \nBehaviour, \nCognitive Sciences \nwith a focus \non Behavioral \nSciences. Ph.D/\nFPM would be \npreferred.Min 10 years \nor more in any \nbusiness.Max 45 \nyearsTo oversee activities of the \nCentre, facilitate research, \nconnect with stakeholders \nand increase visibility of \nthe Centre.\n23 Deputy Librarian Ph.D. or NET \nor SLET/SET \nqualified. First \nClass (60% or \nabove) in MLISc \nor equivalent \nqualification.18 years of relevant"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029998-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 25, "chroma:document": "qualification.18 years of relevant \nexperience.Max 50 \nyearsAssisting the Librarian in \noverall supervision and \nmanagement of all the \nsections / departments of \nthe library.\n24 Assistant \nGeneral \nManager \u2013 \nPlacementPost graduates \nor Masters \nin Business \nAdministration or \nHuman Resources, \nPsychology or \nSociology or \nCommunication or \nEducation etc.Minimum 10 years \nof experience post \nqualification Max 50 \nyearsHead the placement office \nand lead the initiatives for \ncorporate outreach, career"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299ac-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 25, "chroma:document": "corporate outreach, career \ndevelopment of students, \nand alumni connect.\n25 Assistant \nGeneral \nManager \u2013 HRGraduate with First \nClass and should \nhave a full time \nMBA (HR) degree \nfrom reputed \nInstitute with At least 10 years of \npost-qualification \nexperience in \nthe field of HR \n(Personnel, Pay \nRoll, Vigilance, \nAdministration, \nLegal etc.) \nDepartment, of \nwhich about 8 \nyears must be in an \noverall supervisory \nposition. Max 50 \nyearsHR initiatives, \nRecruitment, Wage, \nTraining & Development,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299b6-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 25, "chroma:document": "Recruitment, Wage, \nTraining & Development, \nUnion related matters"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299c0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 26, "chroma:document": "17\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n26 Assistant \nGeneral \nManager \u2013 \nPGPX RelationsPost graduates \nor Masters in \nany of these \nfields (Business \nAdministration, \nHuman Resources, \nPsychology, \nSociology, \nCommunication, \nand Education) with Minimum 10 years \nof post-qualification \nexperience (may \nbe in the areas \nof corporate \nwork exposure \n- networking, \ncorporate \ncommunications, \nmarketing/\nbranding, etc.), \nof which about 8"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299d4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 26, "chroma:document": "marketing/\nbranding, etc.), \nof which about 8 \nyears must be in an \noverall supervisory \nposition. Max 50 \nyearsLead marketing efforts for \nPGPX admission \n27 Assistant \nGeneral \nManager- S&PAny Degree \nwith Diploma \nin Materials \nManagement10 years \nexperience in \nstores & purchaseMax 45 \nyearsProcurement, stores and \nissue of materials\n28 Assistant \nGeneral \nManager-\nContractsA Post Graduate \nOR professional \nChartered \nAccountant (CA) \nOR professional \nCost Accountant \n(CMA) OR holding \nfull time MBA"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299de-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 26, "chroma:document": "Cost Accountant \n(CMA) OR holding \nfull time MBA \n(Finance) degree \nwith first class from \na reputed institute. Minimum 10 years \nof post-qualification \nprofessional \nexperience in the \nfield of Finance/ \nAccounts/ Audit/ \nContracts/ Legal \nDepartments, of \nwhich about 5 \nyears must be in a \nsenior positionMax 50 \nyearsContracts Management\n29 AGM-SAP Bachelors or \nMaster\u2019s Degree \npreferably in \nInformation \nTechnology and \nComputer ScienceMinimum 10 years \nof experience in \nSAP with at least"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299e8-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 26, "chroma:document": "of experience in \nSAP with at least \nfive years in project \nmanagement roleMax 40 \nyearsManaging SAP S/4 \nHANA, Managing Key \nStakeholders, Support \nVendor and ERP Users \nand maintain SAP System \nPerformance, Security and \nRegular Updates.\n30 Assistant \nGeneral \nManager - \nElectricalDiploma in \nElectrical \nEngineering plus \nDegree in Electrical \nEngineering OR \nfull time Degree \nin Electrical \nEngineeringMinimum ten (10) \nyears of experience \nin electrical \nengineering for \nfull time degree"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 830299fc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 26, "chroma:document": "in electrical \nengineering for \nfull time degree \ncandidates and \nminimum twelve \n(12) years of \nexperience for \nDiploma plus \nDegree candidates.Max. 50 To supervise in \nplanning, directing, \ncoordinating, and \nevaluating the campus/ \ntownship electrical field \nrelated development & \nmaintenance"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029a06-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 27, "chroma:document": "18\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n31 Assistant \nGeneral \nManager-\nFinance & \nAccountsProfessional \nChartered \nAccountant (CA) \nOR professional \nCost Accountant \n(CMA) OR holding \nfull time MBA \n(Finance) degree \nfrom a reputed \ninstitute. At least 10 years \npost qualification \nprofessional \nexperience in the \nfield of Finance/ \nAccounts/ Audit \nDepartments, of \nwhich about 8 \nyears must be in an \noverall supervisory \nposition. Max 50"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029a10-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 27, "chroma:document": "overall supervisory \nposition. Max 50 \nyearsCarry out all administrative \nfunctions of Finance and \nAccounts Department \nunder the guidance and \nsupervision of General \nManager/Head. \n32 Assistant \nGeneral \nManager - \nContracts & \nComplianceM.Com/MBA with \nCA/ICWS/Cost \nAccounting. 10 years \nexperience \nin Statutory \ncompliance and \naccounts related \nwork.Max 45 \nyearsStatutory Compliance \nrelated work and \nAccounting related work\n33 Assistant \nGeneral \nManager \u2013 \nHospitalityFull time \nGraduation in"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 27, "chroma:document": "Manager \u2013 \nHospitalityFull time \nGraduation in \nany discipline \nplus Masters or \nPG Diploma in \nManagement/\nCatering/\nHospitality/Hotel \nindustry recognized \nby AICTE/UGCMinimum 15 years \nof experience in \nHospitality IndustryMax 45 \nyearsOverall responsible for \nhousekeeping of IMDC, \nAnnex, allied facilities, \nreception etc. Also look \nafter the F&B facilities.\n34 Assistant \nGeneral \nManager - Civil Full time Degree in \nCivil EngineeringMinimum 10 years \nof experience in \nCivil/Construction"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 27, "chroma:document": "of experience in \nCivil/Construction \nand related fieldMax 55 \nyearsTo supervise in planning, \ndirecting, coordinating, \nand evaluating the \ncampus/township civil \nworks related development \n& maintenance\n35 Assistant \nGeneral \nManager \u2013 \nAccountsM.Com/MBA with \nCA/ICWA/Cost \nAccounting. 10 years \nexperience in \nFinance and \nBanking related \nworkMax 45 \nyearsFinance & Banking related \nactivities\n36 Assistant \nGeneral \nManager-EstatePost-graduate or \nequivalent 10 years \nexperience of \nestate maintenance"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 27, "chroma:document": "experience of \nestate maintenance \nfunction.Min 35 \nyearsEstate Maintenance, \nSecurity, Transport, \nHorticulture.\n37 Assistant \nGeneral \nManager-HindiMaster\u2019s degree in \nHindi with English \nas Compulsory \nsubject at graduate \nlevel. Minimum 10 years \nexperience and \nthrough knowledge \nof government \npolicies on HindiMax 45 \nyearsImplementation of Official \nLanguage."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 28, "chroma:document": "19\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n38 Assistant \nGeneral \nManager, JSW \nSchool of Public \nPolicy Postgraduate \ndegree in any \ndiscipline, but \npreferably in \nmanagement, \npublic policy \nor public \nadministration \nfrom a reputed \ninstitution.Minimum 10 years \nof professional \nexperienceMax 45 \nyearsProvide administrative \nleadership to a newly \nestablished School of \nPublic Policy.\n39 Assistant \nGeneral \nManager-"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 28, "chroma:document": "Public Policy.\n39 Assistant \nGeneral \nManager-\nCommunicationsPost graduate or \nequivalent degreeAt least 10 years\u2019 \nexperience in \ncommunications \n(preferably in the \nmanagement \neducation sector) \nor journalismMin 35 \nyearsExternal Public Relations, \nAdministrative Functions\n40 Medical Officer MBBS from \nrecognized Medical \nInstitutionMinimum 3 years \nof service post \ncompletion of \nMBBS degreeMax 45 \nyearsTo provide medical \nservices to the IIMA \ncommunity\n41 Manager \u2013 India \nGold Policy"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 28, "chroma:document": "community\n41 Manager \u2013 India \nGold Policy \nCentrePost graduate \nin any discipline \n(equivalent to MBA) Minimum 5 years \nof professional \nexperience.   Max 45 \nyearsTo look after day-to-day \nadministrative activities \nof the Centre and to \ncoordinate with different \ninternal and external \nstakeholders\n42 Manager \u2013 HR Post-Graduation/ \nProfessional \nqualification \npreferably MBA \n(Human Resource \nManagement)At least 5 years of \npost-qualification \nexperience in \nPersonnel/HR, Pay \nRoll, Vigilance,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 28, "chroma:document": "Personnel/HR, Pay \nRoll, Vigilance, \nAdministration, and \nLegal Department. \nExperience in \nPSU/ Government/ \nAutonomous \nBodies or large \nAcademic \nInstitution is \ndesirable.Min 30 \nMax 45 \nyearsHR initiatives, \nRecruitment, Wage, \nTraining & Development, \nUnion related matters\n43 Manager-EEP MBA or equivalent 10 years \nexperience, \npreferably a \ndiploma in hotel \nmanagement.Max 45 \nyearsManagement of MDP & \nMDC\n44 Accounts \nManagerM.Com. \n(Accountancy) \nor CA/Cost \nAccounting 5 years supervisory"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 28, "chroma:document": "or CA/Cost \nAccounting 5 years supervisory \nexperience.Max 45 \nyearsTaxation/Finalisation of \nbudget any other account/\nfinance related function."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 29, "chroma:document": "20\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n45 Technical \nManager \n(IT enabled \nservices)Engineering \nGraduate minimum relevant \nexperience of 5 \nyears. Should have \nhandled at least 2 \u2013 \n3 large to medium \nsized Audio Video \n& CCTV Projects.Max 40 \nyearsAudio Video (AV) \nIP Based CCTV \nSurveillance System \n46 Manager - \nElectrical Diploma in \nElectrical \nEngineering plus \nDegree in Electrical \nEngineering OR \nfull time Degree \nin Electrical"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 29, "chroma:document": "Engineering OR \nfull time Degree \nin Electrical \nEngineeringMinimum five years \nof experienceMax 40 \nyearsTo supervise in \nplanning, directing, \ncoordinating, and \nevaluating the campus/ \ntownship electrical field \nrelated development & \nmaintenance \n47 Manager - Civil Full time Diploma \nin Civil plus Degree \nin Civil Engineering \nOR full time Degree \nin Civil Engineering \napproved by UGC/\nAICTE Minimum 5 years of \nexperienceMax 40 \nyearsTo supervise in planning, \ndirecting, coordinating,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 29, "chroma:document": "directing, coordinating, \nand evaluating the \ncampus/township civil \nworks related development \n& maintenance\n48 Manager - \nICT Office \nAdministrationDegree in \nComputer Science \nor ITMin 5 years of \nprofessional \nexperience of \nwhich at least two \nmust be in the field \nof ICTMax 45 \nyearsManaging ICT Office \nAdministration\n49 Manager - Audio \nand VisualDegree in BE/B.\nTech or Master in \nComputer ScienceMin 7 years of \nprofessional \nexperience in Audio \nVisual Field Max 45 \nyearsOversee and provide"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 29, "chroma:document": "Visual Field Max 45 \nyearsOversee and provide \nsupport and technical \nguidance to AV projects \nand coordinate for AV \nrelated events of the \nInstitute.\n50 Assistant \nLibrarianPh.D. or NET \nor SLET/SET \nqualified. First \nClass (60% or \nabove) in MLISc \nor equivalent \nqualification.Overall 8 years of \nexperience with \n5 years or more \nin Pay Level 7 \nor higher in an \nacademic library of \nrepute.Max 40 \nyearsLibrary professional work \nand overall supervision of \nsections / departments of \nthe library."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 30, "chroma:document": "21\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n51 Programmes \nManager, \nHouse Keeping \nManager, \nPublic Relations \nManager, \nAdmissions \nManagerBachelor\u2019s degree \nin relevant field. \nPreferably Post \nGraduate Degree At least 5 years \nexperience in \nsupervisory level Max 45 \nyearsManaging of various \nactivities\n52 Assistant \nManager - \nMechanicalDiploma in \nMechanical \nEngineering \nplus Degree \nin Mechanical \nEngineering OR \nfull time Degree"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 30, "chroma:document": "in Mechanical \nEngineering OR \nfull time Degree \nin Mechanical \nEngineering \napproved by UGC/\nAICTE. About 5 years of \nexperience in field \nof Mechanical \nEngineeringMax 35 \nyearsTo Supervise planning, \ndirecting, coordinating, \nand evaluating the campus \n/ township mechanical \nfield related development \n& maintenance.\n53 Assistant \nManager - \nComplianceProfessional \nChartered \nAccountant (CA).At least 5 years of \npost-qualification \nprofessional \nexperienceMax 35 \nyearsCompliance with"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 30, "chroma:document": "experienceMax 35 \nyearsCompliance with \nGovernment regulations \nand Institute\u2019s norms\nVetting of agreements and \nMOUs with donors and \ncollaborators\nAny other account/finance/\naudit related function.\n54 Assistant \nManager - \nHardware & \nNetwork B.Tech/B.E./M.C.A \n(Computer Science/\nInformation \nTechnology/\nNetworking).Minimum of 5 years \nof professional \nexperience in \nnetworking and \nfield of ICT.  Min 30 \nand max \n40 yearsCoordinate and manage \nNetwork projects. Design, \ninstall, test, implement,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029af6-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 30, "chroma:document": "install, test, implement, \ndocument, support, \nand maintain network \noperating systems and \nservices.\n55 Assistant \nManager \n- Server \nAdministratorGraduate with \nCertifications in \nMicrosoft Windows \nServer and LINUX \nAdministration. \nVMWare \ncertification can \nbe an added \nadvantage.At least 5 years \nexperienceMax 40 \nyearsServer administration\n56 Assistant \nManager - \nSoftware BE/B.Tech./MCA \ndegree Minimum 3 \nyears of relevant \nprofessional work \nexperience.Max 35 \nyearsProgramming,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 30, "chroma:document": "experience.Max 35 \nyearsProgramming, \nimplementation, testing, \nand support of web-based \nprojects\n57 Assistant \nManager - \nEditorialMA or a degree in \nJournalismAt least 3 years \nexperienceMax 35 \nyearsEditing the Institute \npublications"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b14-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 31, "chroma:document": "22\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n58 Executive - \nEditorialMA or a degree in \nJournalismSome experience \nin editingMax 30 \nyearsEditing the Institute \npublications\n59 Library \nProfessional \nAssistantA Master degree \nin Library & \nInformation \nScience (MLISc) \n(60% or above) Minimum two \nyears\u2019 relevant \nexperience.  Max 35 \nyearsLibrary professional work\n60 Secretary to \nCAOMinimum post \ngraduate in any \ndiscipline with \nminimum second"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b1e-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 31, "chroma:document": "graduate in any \ndiscipline with \nminimum second \nclass from any \nrecognised \nuniversity.At least 5 years \nexperienceMax 40 \nyearsProvide support to CAO in \nhis various activities\n61 Assistant \nManager- Facility \nOfficeBachelor\u2019s degree Minimum 3 years of \nrelevant experience \nin facility \nmanagementMax 40 \nyearsAssisting the Facilities \nManager for developing \nand implementing \nsystems and procedures \nfor smooth operations of \nfacility management\n62 Assistant \nManager-EE \n(Marketing)Post Graduate in"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b28-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 31, "chroma:document": "Manager-EE \n(Marketing)Post Graduate in \nManagement from \na premier Institute Minimum 3 years\u2019 \nexperienceMax 35 \nyearsBuilding a pipeline of \nCustomised programmes, \nboth short term and \nlong term for companies \n/ government across \nindustries as well as \nfunctional areas in \nExecutive Education\n63 Assistant \nManager - EE \n(eLearning) Post Graduate in \nManagement from \na premier Institute 3 years\u2019 experience Max 35 \nyearsHandling programme \npromotion, programme \nexecution and other"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b3c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 31, "chroma:document": "promotion, programme \nexecution and other \nprogramme related tasks. \n64 Assistant \nManager- Case \nCentreMBA or an \nequivalent Master\u2019s \ndegreeAt-least 3 years of \nrelevant experienceMax 35 \nyearsSupport to case centre \n65 Assistant \nManager- S&PAny graduation with \ndegree/diploma \nin Materials \nManagementAt least 3 years \nof relevant \nexperience in \nmaterials/logistics \nmanagement or \nstores managementMax 35 \nyearsStores & Purchase \nadministration"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 32, "chroma:document": "23\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n66 Assistant \nManager- \nStudent \nExchange OfficePost Graduate in \nManagement from \na premier Institute Minimum 3 years\u2019 \nexperienceMax 40 \nyearsHandling entire \nStudents\u2019 Exchange \nOffice independently \ndealing with exchange \nof both, incoming \nas well as outgoing \nstudents, ensuring \ncontinuous development \nand expansion of the \nprogramme by addition of \nnew prominent exchange \npartners.\n67 Assistant"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 32, "chroma:document": "new prominent exchange \npartners.\n67 Assistant \nManager- \nAdvisory \nResearch & \nConferenceGraduate in any \ndisciplineMinimum 3 years\u2019 \nexperienceMax 40 \nyearsOrganizing Advisory, \nResearch, & Conference \nServices at IIMA. \n68 Assistant \nManager (Web) - \nAlumni Office Graduation Minimum 3 years \nof experience in \nthe field of IT/\nComputer/web.Max 45 \nyearsAssist Manager-Alumni \nRelations & Alumni office \nOfficials.\n69 SAP MM \nConsultantGraduate in any \ndiscipline. BE/B.\nTech desiredAt least 2 end to"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 32, "chroma:document": "discipline. BE/B.\nTech desiredAt least 2 end to \nend implementation \nin SAP MM \n(starting from \nrequirement \ngathering till \nsupport)Max 40 \nyearsSAP Support\n70 SAP HR \nConsultantGraduate in any \ndiscipline. BE/B.\nTech desiredAt least 2 end to \nend implementation \nin SAP HR (starting \nfrom requirement \ngathering till \nsupport)Max 40 \nyearsSAP Support\n71 SAP PS \nConsultantGraduate in any \ndiscipline. BE/B.\nTech desiredAt least 2 end to \nend implementation \nin SAP PS (starting \nfrom requirement"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b6e-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 32, "chroma:document": "in SAP PS (starting \nfrom requirement \ngathering till \nsupport)Max 40 \nyearsSAP Support\n72 SAP FICO \nConsultantGraduate in any \ndiscipline. BE/B.\nTech desiredAt least 2 end to \nend implementation \nin SAP FICO \n(starting from \nrequirement \ngathering till \nsupport)Max 40 \nyearsSAP Support"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b82-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 33, "chroma:document": "24\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n73 Assistant \nManager - \nHorticulturistMinimum B.Sc. \nor B.Tech. in \nHorticulture OR \nAgriculture Reasonably good \nand relevant \nexperience in \nLandscape \nDevelopment and \nMaintenance. Max 40 \nyearsSupervision of routine \nLandscape Development \n& Maintenance.\n74 Assistant \nManager - \nCommunicationsPost-Graduate/\nMasters in \nJournalism/\nDiploma in Mass \nCommunication/\nJournalism.2-4 years\u2019 of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b8c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 33, "chroma:document": "Communication/\nJournalism.2-4 years\u2019 of  \nexperienceMax 35 \nyearsDigital Marketing & Social \nMedia, Content Writing\n75 Assistant \nManager - \nCompany \nSecretaryGraduates with CS \nqualified.3-5 years \nof relevant \nexperience.Max 40 \nyearsDay-to-day management \nof IIMA, including \ncompliance with legal and \nstatutory requirements\n76 Assistant \nManager-\nProgrammesMinimum post \ngraduate in \nmanagement \u2013 \nMBA - (full time) \nwith minimum \nsecond class from \nany recognised \nuniversity.Minimum 3 \nyears of relevant"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029b96-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 33, "chroma:document": "university.Minimum 3 \nyears of relevant \nexperience.Max 35 \nyearsResponsible for education \nprogramme revenues \nby building a pipeline of \ncustomised programmes, \nboth short term and \nlong term for companies \n/ government across \nindustries as well as \nfunctional areas.\n77 Archivist Postgraduate \ndiploma/ degree \nin Archives \nand Records \nManagement, \nalong with a \nmaster\u2019s degree \nin any discipline or \nA master\u2019s degree \nin library science \nwith certification \nin archives \nmanagementMin two years of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029baa-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 33, "chroma:document": "in archives \nmanagementMin two years of \nwork experience \nin an established \narchives.Max 40 \nyearsImplement IIMA\u2019s archival \npolicies. Collect, select, \nmanage and preserve \nrecords (in any type of \nmedia) related to IIMA\u2019s \nhistory and disseminate \nhistorical information \nabout the Institute to larger \ncommunity after approval.\n78 Assistant \nManager - Mail \nAdministratorMinimum graduate \n(full time) with \nminimum second \nclass from any \nrecognised \nuniversity.Minimum three \nyears of relevant \nexperience."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 33, "chroma:document": "years of relevant \nexperience.\nExperience in \nGoogle Apps and \nG suite will be \npreferredMax 35 \nyearsAdministers and maintains \nthe organization\u2019s email \nsystem i.e. Google mail, \nGoogle Apps and G suite."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 34, "chroma:document": "25\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n79 Assistant \nManager - Hindi \nTranslatorMaster\u2019s Degree \nin Hindi/Eng with \nHindi/Eng as \nOptional subject \nat Degree Level or \nBA in Hindi/Eng as \nOptional subjectMinimum 3 years \nexperience \nin translation \nwork. Excellent \nCommunication \nskill in Hindi & \nEnglish; computer \nskillMa 30 \nyearsTranslation of documents \nfrom English to Hindi, \npreparing documents, \nnotes in Hindi\n80 Executive - Help"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 34, "chroma:document": "notes in Hindi\n80 Executive - Help \nDesk Minimum graduate \n(full time) with \nminimum second \nclass from any \nrecognised \nuniversity.Minimum three \nyears of relevant \nexperience.\nThe candidate \nhaving Technical \nCertificate like \nCompTIA A+, N+ \nwill be preferred.Max 35 \nyearsServe as the first point \nof contact for computer \nusers seeking technical \nassistance over the phone \nor email or chat. Should \nable to resolve 50% calls \non phone.\n81 Executive - \nAccountsFull-time graduate \ndegree in any"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029bdc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 34, "chroma:document": "AccountsFull-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndiscipline Minimum three \nyears of relevant \nexperienceMax 30 \nyearsAccounts administration\n82 Executive - \nProgramme \nCoordinatorFull-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndiscipline Minimum three \nyears of relevant \nexperience/ \nminimum one year \nof experienceMax 30 \nyearsHandling programme \npromotion, programme \nexecution and other \nprogramme related tasks."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 34, "chroma:document": "execution and other \nprogramme related tasks. \n83 Executive - \nProgramme \nAssociateMBA or an \nequivalent Master\u2019s \ndegreeMinimum two \nyears of relevant \nexperienceMax 30 \nyearsHandling programme \npromotion, programme \nexecution and other \nprogramme related tasks. \n84 Executive - \nProgramme \nCoordinator \n(eLearning)Full-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndiscipline Minimum three \nyears of relevant \nexperience/ \nminimum one year \nof experienceMax 30"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 34, "chroma:document": "minimum one year \nof experienceMax 30 \nyearsHandling programme \npromotion, programme \nexecution and other \nprogramme related tasks. \n85 Executive \n-SecretarialFull-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndiscipline Minimum three \nyears of relevant \nexperienceMax 30 \nyearsTo provide Secretarial \nassistance to Faculty \nmembers of the Institute \nin their day-to-day \nAdministrative / Teaching/\nProject work and provide \ninterface with different"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 34, "chroma:document": "interface with different \nfacility providers of the \nInstitute."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 35, "chroma:document": "26\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n86 Executive - \nMarketing Full-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndiscipline Minimum three \nyears of relevant \nexperience/ \nminimum one year \nof experienceMax 30 \nyearsHandling programme \npromotion, programme \nexecution and other \nprogramme related tasks. \n87 Executive - \nClient Accounts Full-time graduate \ndegree in any \ndiscipline.Minimum three"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 35, "chroma:document": "degree in any \ndiscipline.Minimum three \nyears of relevant \nexperienceMax 30 \nyearsDeveloping and sustaining \nclient relationship\n88 Executive \n- Marketing \n(ePGP)Full-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndiscipline Minimum three \nyears of relevant \nexperience/ \nminimum one year \nof experienceMax 30 \nyearsMarketing / \ncommunications for the \nprogramme.\n89 Executive \n- Marketing \n(PGPX)Full-time graduate \ndegree in any \ndiscipline / full-time \npost graduate"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 35, "chroma:document": "discipline / full-time \npost graduate \ndegree in any \ndisciplineMinimum of 3 \nyears\u2019 experience \nas an independent \nmarketing research/\nassistant of which \nminimum one year \nin any educational \ninstituteMax 35 \nyearsMarketing / \ncommunications for the \nprogramme\n90 Executive \n(PGPX)Full-time graduate \ndegree in any \ndiscipline / full-time \npost graduate \ndegree in any \ndisciplineMinimum three \nyears of relevant \nexperienceMax 35 \nyearsTo assist the Programme \nManager in all activities"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 35, "chroma:document": "Manager in all activities \nrelated to the office \nincluding programme \nadministration including \nacademics, outreach \nprogrammes, admissions \nand well-being of \nprogramme participants\n91 Executive \u2013 \nPGP/Student \nExchangeMBA / M.Com. / \nM.A. or Bachelor1-2 years\u2019 \nexperienceMax 35 \nyearsAssisting in PGP/Student \nExchange\n92 Executive- \nHuman \nResource \n/ Stores & \nPurchase/ \nHouse Keeping \n/ Finance/ \nAccountsGraduate (full time) \nwith first class from \nany recognised \nuniversity or a \npost graduate"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 35, "chroma:document": "any recognised \nuniversity or a \npost graduate \n(full time) with \nsecond class from \nany recognised \nuniversity Minimum three \nyears of relevant \nexperience.Max 30 \nyearsAssisting in the concerned \ndepartments"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 36, "chroma:document": "27\nIIMA HR Policy Manual 2023Sr. \nNoName of the \nPositionQualification Experience Age Nature of Duty\n93 Executive- IT \n(PGPX)BCA/MCA or \nrelated graduate/\npost graduate \ndegree in the \nfield of computer \nscience (full time) \nwith first class from \nany recognised \nuniversity.Minimum three (03) \nyears of experienceMax 30 \nyearsTo execute the IT \nspecialized work in \ncoordination with the \nComputer Centre\n94 Executive - \nCommunications \nDepartmentB.Com./B.B.A./M.\nCom. or equivalent \nDegree.3 years of relevant"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 36, "chroma:document": "Com. or equivalent \nDegree.3 years of relevant \nexperienceMax 30 \nyearsMaintaining the office, \ntaking campus visit \nregistration and performing \noffice functions. This \nperson also serves as \nthe primary source of \ninformation for walk-in and \nphone participants\n95 Executive \n(Accreditation \nand Ranking)Post graduate \nin management \n(MBA) or in \nStatistics (M.Sc./\nMA) with minimum \nsecond class from \nany recognised \nuniversityMinimum three (03) \nyears of relevant \nexperienceMax 30"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 36, "chroma:document": "years of relevant \nexperienceMax 30 \nyearsAdministrative duties\n96 HVAC Technician Diploma in \nMechanical \nEngineering OR ITI \nHAVC minimum 5 years \nof experience in \nsimilar field.40 AC Mechanic Work\n* The institute may change the recruitment criteria as and when it deemed so.\nSCALES OF PAY \n1. The Pay Level for various administrative positions at the Institute are as follows:\nDesignation Pay Level\nVice President 13A\nAssociate Vice President 13\nGeneral Manager/Dy. Librarian 12/12 AGP"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 36, "chroma:document": "General Manager/Dy. Librarian 12/12 AGP\nAssistant General Manager 11\nManager/Asst Librarian 10\nAssistant Manager/Sr. Library Professional 6/7/8/9\nExecutive/Library Professional Assistant 5/4/2\nGroup D Staff 1/3\nOther Staff Level 1"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 37, "chroma:document": "28\nIIMA HR Policy Manual 2023\n7TH CPC PAY MATRIX\nPay \nBand5200-20200 9300-34800 15600-39100 37400-6700067000-\n7900075500-\n8000080000 90000\nGrade \nPay1800 1900 2000 2400 2800 4200 4600 4800 5400 5400 6600 7600 8700 8900 10000\nLevel 1 2 3 4 5 6 7 8 9 10 11 12 13 13A 14 15 16 17 18\n1 18000 19900 21700 25500 29200 35400 44900 47600 53100 56100 67700 78800 123100 131100 144200 182200 205400 225000 250000\n2 18500 20500 22400 26300 30100 36500 46200 49000 54700 57800 69700 81200 126800 135000 148500 187700 211600"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 38, "chroma:document": "29\nIIMA HR Policy Manual 2023Pay \nBand5200-20200 9300-34800 15600-39100 37400-6700067000-\n7900075500-\n8000080000 90000\nGrade \nPay1800 1900 2000 2400 2800 4200 4600 4800 5400 5400 6600 7600 8700 8900 10000\nLevel 1 2 3 4 5 6 7 8 9 10 11 12 13 13A 14 15 16 17 18\n23 34400 38300 41800 48900 55800 68000 86100 91400 101700 107500 130100 151100\n24 35400 39400 43100 50400 57500 70000 88700 94100 104800 110700 134000 155600\n25 36500 40600 44400 51900 59200 72100 91400 96900 107900 114000 138000 160300"}


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created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 39, "chroma:document": "30\nIIMA HR Policy Manual 20231. The three groups of administrative staff at the Institute based on their pay levels and the \nrespective appointing authorities for them are as follows:\nSr.\nNoPay level of posts Appointing Authority\n1 Administrative Staff in Pay Level 11 and \naboveDirector\n2 Administrative Staff in Pay Level 6 to Pay \nLevel 10Chief Administrative Officer (Authority \ndelegated by the Director)\n3 Administrative Staff in Pay Level 5 and \nbelow.Associate Vice President \u2013 HR (Authority"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 39, "chroma:document": "below.Associate Vice President \u2013 HR (Authority \nsub-delegated by the Director)\n2. The initial appointment for all the position will be on Tenure Based Scaled Contract. Institute \nwill offer salary and other allowances as per scale fixed for the Tenure Based Scaled Contract \nappointment.\n3. The employee appointed on Tenure Based Scaled Contract will be given leave as given to \na permanent employee. He/she will be eligible for other benefits like LTC and dispensary \nfacility."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 39, "chroma:document": "facility.\n4. Notwithstanding anything contained above, the Institute shall, if it is in the interest of the \nInstitute to do so, have absolute right to end the tenure an employee by giving him/her \nnot less than the notice as mentioned in his/her appointment letter in writing or pay and \nallowances in lieu of such notice.\n5. In case of any conversion from outsourcing to Tenure Based Scaled Contract, approval from \nthe Director will be mandatory."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 39, "chroma:document": "the Director will be mandatory.\n6. Any internal candidate if selected for a position higher than his/her current position, will be \npaid appropriate honorarium/additional charge allowance beside the salary to compensate \nfor the higher responsibility. In case the position is temporary, the honorarium/ additional \ncharge allowance will be paid till the period Institute has a requirement. Once the requirement \nis over, theperson will be placed at the same position or appropriate position as per his/her"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 39, "chroma:document": "current level.\n7. The permanent and Tenure Based Scaled Contract employees of the Institute will be eligible \nto House Rent and Dearness Allowances as sanctioned by the Board of Governors from time to \ntime. These are at present at par with those for the Central Government employees stationed \nat Ahmedabad.\nCHAPTER 4\nAPPOINTMENTS"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "31\nIIMA HR Policy Manual 20238. Selection and compensation of employees shall be made without distinction as to race, sex, or \nreligion. \n9. Without prejudice to the recruitment of fresh talent at all levels, full regard will be given, at \nthe time of recruitment, to the qualifications and experience of persons already in the service \nof the Institute for the position.\n10. The recruitment & selection will comply with the Government guidelines on Reservations."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "11. Every employee at the time of his/her appointment will be examined by a Medical Officer \napproved by the Institute, and his/her appointment will be subject to a satisfactory medical \nreport, unless it is decided by the appointing authority to waive defects, if any, pointed out by \nthe medical officer. The cost of the medical examination will be borne by the Institute.\n12. An employee, should not, without the written permission of Director be engaged directly"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "or indirectly in any trade, business or occupation or any other remunerative commitment. \nHowever, serving as a member on the Board of Directors of any company and receiving a \nsitting fee for the Board meeting is permitted subject to the approval of the Board/Director.\n13. Address of the Employee: The employee must inform the Institute of his local residential \naddress, permanent address and address for correspondence in writing. In case of any"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "change in residential address or address for correspondence, the  Institute should be notified \nin writing failing which the last address shall be considered as correspondence address.\n14. The age of retirement from the service of the Institute will be 60 years for Staff. \n15. IIMA will record the age of every employee at the time of his/her employment and the entry \nof age in the personnel file is to be attested by the employee. Employees are required for this"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "purpose, to produce any of the following documents in proof of their age:\na. Birth Certificate\nb. School Leaving Certificate\nc. Passport\n16. Every non-faculty employee is liable to be transferred from one position to another equivalent \nposition; from one department/section to another department/section either temporarily or \npermanently at the discretion of the Institute, without any additional remuneration or by way"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "of increase in pay or allowances.  In such a transfer, terms and conditions prevailing in the \nnew placement will be applicable; however, his/her seniority will not be affected.\n17. No employee can during his/her service with the Institute:\na. Voluntarily or otherwise engage in giving information or advice on matters relating to \nthe activities of the Institute\nb. Take office files and documents, books and other property belonging to IIMA or"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "relating to IIMA\u2019s affairs outside the Institute premises unless he/she is authorised by \nthe Institute to do so.\nc. Except in the ordinary course of his/her duties, disclose any secrets, secret information \nor any other information or matter concerning the operations of the Institute which is \nin the nature of a trade or business secret\nd. Communicate to public papers, journals, pamphlets or leaflets or cause to be disclosed"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 40, "chroma:document": "at any time any information or documents official or otherwise, relating to the Institute \nexcept with prior approval of the Director."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 41, "chroma:document": "32\nIIMA HR Policy Manual 2023Instructions:\n(Please read the following instructions carefully before filling in the form)\na) The form is to be filled in his/her own handwriting\nb) Please attach photocopies of relevant certificates to the extent conveniently possible.\nI. PERSONAL DATA\nName in full (IN BLOCK LETTERS)\nFirst name _________________________________ Middle _______________________________\nSurname _______________________________________________________________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 41, "chroma:document": "Parent\u2019s Name ( Specify Whether Mother/Father) :\nSpouse\u2019s name :\nChange in name if any and reason thereof :\nPresent Address : Permanent Address:\nLandline : Landline :\nMobile : Mobile :\nEmergency Contact No: Email:\nPlease attach Rent Agreement if not staying in own house:\nDate of Birth :      Age : Height : Weight :\nIdentification marks:\n1)\n2)Place of Birth : State Gender :\nReligion*: Caste* : Sub Caste* : Blood Group* :\nWhether Minority* :"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029dc6-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 41, "chroma:document": "Whether Minority* :\nPhysically Challenged (Orthopedically/ Visually/Hearing Impaired), \u201c if yes then %thereof\u201d :\n*This data is requested as per Government of India norms.\nDo you belong to Scheduled Caste/Tribe/OBC/PH/Gen ?  Yes/No\n(If yes, please attach certificate to that effect.)"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029dda-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 42, "chroma:document": "33\nIIMA HR Policy Manual 2023Nationality: Nationality of Spouse:\nDo you hold Dual Citizenship ? If so, mention :                                   (attach proof)  \nPassport No (if any) :\nAadhar Card No : PAN Card :\nMother tongue :\nKnowledge of Indian and foreign languages (fluently, reasonably, with difficulty)\nLanguage Speak Read Write\nDid you suffer from any major illness/accident/surgery? If so, mention the nature of illness(es) and \nthe dates of your disability."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 42, "chroma:document": "the dates of your disability.\nMention whether you suffer from any physical defect, disability of a permanent nature, \nor chronic illness/accident.\nII. EDUCATION (Matriculation onwards) [Attach Certificates/marksheets]\nFrom \n(Year)To\n(Year)Board/ \nUniversity/\nInstitutionDegree/ \nQualificationClass/\nGradeMajor Subject/\nSpecialization Remarks"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029dee-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 43, "chroma:document": "34\nIIMA HR Policy Manual 2023III.  TECHNICAL QUALIFICATIONS/ COMPUTER PROFICIENCY, IF ANY  \n       [Attach Certificates/marksheets]\nFrom \n(Year)To\n(Year)University/\nInstitutionDegree/ \nQualificationClass/\nGradeMajor Subject/\nSpecialization Remarks*\nIV. EXPERIENCE: [attach certificate for each one] (Descending Order)\nFrom\n(dd-mm-yy)To\n(dd-mm-yy)Organization PositionNature of jobReasons\nfor\nleaving"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 44, "chroma:document": "35\nIIMA HR Policy Manual 2023V.  Awards/ Honours if any:\nVI. PROFESSIONAL MEMBERSHIP\n     Please give details of membership of academic/professional/other organization.\nOrganization Nature of Membership\nVII. REFERENCES : (Give names and particulars of Two prominent persons who may be \napproached for opinion about your candidature.  The referees should not be related to you, and \nshould have known to you personally (eg teacher, employer, immediate supervisor)\n1) Name : 2) Name :"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 44, "chroma:document": "1) Name : 2) Name : \n         Designation :          Designation :\n         Address:          Address:\n         Contact No:\n         Email id :         Contact No:\n         Email id :\nVII. FAMILY DETAILS : \nMARITAL STATUS :     Single              Married           Widow           Widower        Divorcee \nName  Date of Birth/Age Occupation Income\n(1) Spouse \n(2) Children (If any) 1)\n2)\n(3) Father\n(4) Mother\n(5) Brother / Sister\n(6) Other Family \nMember"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 45, "chroma:document": "36\nIIMA HR Policy Manual 2023IX .  DETAILS OF HOME TOWN\nHome Town Declared City StateNearest Railway \nStation\nX. Declaration by employee for claiming reimbursement of Medical Expenses for dependent \nparent/minor brother/sister\nName of \nDependentDate of \nBirthRelationship \nwith the \nEmployeeMarital \nStatusWhether \nearning? If \nyes, state \nmonthly \nincome*Name and address \nof Employer #\n* Salary/Wages/Pension/Dividend/Interest/Property. \n# Whether Private / Public Sector / Autonomous Body / Govt. Service."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 45, "chroma:document": "I hereby certify that, \n1. I am unmarried / a widower / a widow.\n2. I am married and have one living spouse.\n3 my father/mother is/are dependent / not dependent on me and their monthly income from all sources is not more \nthan Rs.9000/-.  They are residing / not residing with me.\n4. My spouse is working in ____________________ and his/her gross monthly salary is Rs.___________ (if he/she is \nemployed with any Private / Public Sector / Autonomous Body / Govt. Service, please produce the certificate from"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 45, "chroma:document": "his / her employer that he / she is not availing Medical/LTC facility there.) \n5. I solemnly affirm that the above declaration is true and correct. \nNote:  Strike out, whichever is not applicable, from above."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 46, "chroma:document": "37\nIIMA HR Policy Manual 2023X.  Declaration by employee for claiming reimbursement of LTC for dependent parent/minor \nbrother/sister\nName of \nDependentDate of \nBirthRelationship \nwith the \nEmployeeMarital \nStatusWhether \nearning? If \nyes, state \nmonthly \nincome*Name and address \nof Employer #\n* Salary/Wages/Pension/Dividend/Interest/Property.  \n# Whether Private / Public Sector / Autonomous Body / Govt. Service. \nI hereby certify that, \n1. I am unmarried / a widower / a widow."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 46, "chroma:document": "1. I am unmarried / a widower / a widow.\n2. I am married and have one living spouse.\n3. my father/mother is/are dependent / not dependent on me and their monthly income from all sources is not \nmore than Rs.9000/-. They are residing / not residing with me.\n4. My spouse is working in ____________________ and his/her gross monthly salary is Rs.___________ (if \nhe/she is employed with any Private / Public Sector / Autonomous Body / Govt. Service, please produce the"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 46, "chroma:document": "certificate from his / her employer that he / she is not availing Medical/L TC facility there.) \n5. I solemnly affirm that the above declaration is true and correct. \nNote:  Strike out, whichever is not applicable, from above."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 47, "chroma:document": "38\nIIMA HR Policy Manual 2023XI DECLARATION OF RESIDENCE:\nI, the undersigned,\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.  herewith declare that I am residing at the \nfollowing address since\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\nAddress \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\n               \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\nI further declare that :\n1) The above accomodation is my /our own  \n2) The above accomodation is on rental basis \n3) I am staying in the Institute\u2019s Campus Quarters \n4) I am sharing acommodation provided by the Central/State Govt/PSU/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 47, "chroma:document": "Stautory Body/RBI/or any Nationalized Bank with my spouse/other close relative/s.\n (Tick whichever is applicable)\nI certify that the particulars given in the application form are true to the best of my knowledge and \nbelief.  I agree to abide by the decision of the Institute\u2019s authorities on all matters regarding the same.\nPlace :        Sign :\nDate :        Name :    \n---------------------------------------------------------------------------------------------------------------------------------------"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 47, "chroma:document": "FOR OFFICE USE ONLY\nName of the employee :\nEmployee Code : Appointed as :\nGroup :       A        B             C          D Department : \nDate of Joining : Appointment upto :\nPay Level:\nAssistant General Manager- Accounts\nThis is for your kind information and necessary action/record.\n___________                     ___________________\nManager - HR                            Associate Vice President-HR\nFollowing Documents to be attached\n1) Name change certificate if any\n2) Rent Agreement if any"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 47, "chroma:document": "2) Rent Agreement if any\n3) Caste Certificate if any\n4) Certificate of Physical Defect, if any\n5) Proof of Dual Citizenship, if any\n6) Copy of Passport\n7) Copy of PAN Card\n8) Copy of Aadhar Card\n9) Copies of Educational  & Technical / Computer Qualifications"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 48, "chroma:document": "39\nIIMA HR Policy Manual 2023DECLARATION\nI, hereby declare that the information provided by me to the \ninstitute in my job application and thereafter is correct to the best \nof my knowledge and belief. If anything found incorrect or has \nany discrepancies, the institute has the right to terminate my \nappointment at any given time without assigning any reason.  I \nalso know that providing wrong/fake information or certificate to \nthe institute is punishable under court of law.\n        \n(Name & Signature)"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 48, "chroma:document": "(Name & Signature) \nPlace: Ahmedabad\nDate:"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 49, "chroma:document": "40\nIIMA HR Policy Manual 2023JOINING REPORT\nTo \nAssociate Vice President-HR  \nIIM Ahmedabad\nThrough: \nDear Sir\nThank you very much for your letter appointing me to the post of _____________________________\nin this Institute.  I accept the terms and conditions mentioned therein.\nI am joining my duties at the Institute today, i.e. _________________________________ (forenoon)\nThank you,\nYours faithfully,\nSignature:  ____________________________________\nName       :  __________________________________"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 49, "chroma:document": "Name       :  __________________________________\nDate      :  ________________________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 83029ede-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 50, "chroma:document": "41\nIIMA HR Policy Manual 2023Indian Institute of Management Ahmedabad\nCommon Nomination Form for Gratuity, Leave Encashment, General/Contributory Provident Fund, GSLIS, Group Accident Policy and Group Term \nInsurance Policy (when introduced)\nI, ..........................................................................................., having Emp. No\u2026\u2026\u2026\u2026\u2026\u2026....., hereby nominate the person/persons mentioned below and"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 50, "chroma:document": "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:\ni. gratuity payment due, if any \nii. leave encashment amount due, if any\niii. amount that may stand to credit in the General/Contributory Provident Fund, as applicable \niv. amount due under Group Savings and Life Insurance Scheme, if any\nv. amount due under the Group Accident Policy\nvi. amount due under the Group Term Insurance Policy\nName, date of birth \n(DOB) and address"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 50, "chroma:document": "Name, date of birth \n(DOB) and address \nof the nomineeRelation-\nship with\nemployeeType of \nBenefitShare \nto be \npaid\nto eachIf nominee is \nminor, name, \nDOB and \naddress of \nperson who \nmay receive \nthe amount \non behalf of \nminorName, DOB, \nrelationship \nand address \nof alternate \nnominee in case \nthe nominee \nunder Column \n(1) predeceases \nthe employee/ \npensionerShare \nto be \npaid \nto \neachName, DOB and address \nof person who may \nreceive the  amount if \nalternate nominee in Col."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 50, "chroma:document": "alternate nominee in Col. \n(6) is a minorContingency on \nhappening of which \nnomination shall  \nbecome invalid\n1 2 3 4 5 6 7 8 9"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 51, "chroma:document": "42\nIIMA HR Policy Manual 2023\nName, date of birth \n(DOB) and address of the \nnomineeRelation-\nship with\nemployeeType of \nBenefitShare \nto be \npaid\nto \neachIf nominee is \nminor, name, \nDOB and \naddress of \nperson who \nmay receive \nthe amount \non behalf of \nminorName, DOB, \nrelationship \nand address \nof alternate \nnominee in case \nthe nominee \nunder Column \n(1) predeceases \nthe employee/ \npensionerShare \nto be \npaid \nto \neachName, DOB and address \nof person who may \nreceive the  amount if"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 51, "chroma:document": "of person who may \nreceive the  amount if \nalternate nominee in Col. \n(6) is a minorContingency on \nhappening of which \nnomination shall  \nbecome invalid\n1 2 3 4 5 6 7 8 9\nThese nominations supersede any nominations made by me earlier.\n Place:                                Signature of Employee \nDate:                     Email ID:\nTelephone No.:"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 51, "chroma:document": "Telephone No.:\nNote 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 \nnominee(s)\u2019 shares together should cover the whole amount.\nNote 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."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 51, "chroma:document": "-------------------------------------------------------------------------------------------------T o be filled by HR Office-----------------------------------------------------------------\nReceived the nomination form on \u2026\u2026......................................................\u2026\u2026\u2026..\nSignature of Authorised Personnel from HR Office\u2026\u2026\u2026........................................."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 51, "chroma:document": "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 \nof the beneficiaries in the event of his/her death. Original copy will be maintained in employees\u2019  personal file."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 52, "chroma:document": "43\nIIMA HR Policy Manual 2023Proforma to elicit information for Group Medical Insurance Scheme \n(GMIS) for IIMA employees \n \n01 Name of Employee \nDate of Joining\n02 Employee Code No\n03 Date of Birth (as per Institute\u2019s record)\n04 Completed age as on ___________\n05 Sex        \u00a8 Male                      \u00a8 Female\n06 Residential Address\n07 Name of Spouse\n08 **Date of Birth (as per municipal record)\n09 Completed age as on 31.12.20__\n10 Sex \u00a8 Male o Female"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 52, "chroma:document": "10 Sex \u00a8 Male o Female\n* Applicable to First 2 children up to the age of 25 only\n10 Name of Dependant* Child (1)\n11 **Date of Birth (as per School records)\n12 Sex \u00a8 Male \u00a8 Female\n13 Marital Status \u00a8 Married \u00a8 Unmarried\n14 Employment Status \u00a8 Employed \u00a8 Unemployed\n15 Name of Dependant* Child (2)\n16 **Date of Birth (as per School records)\n17 Sex \u00a8 Male \u00a8 Female \n18 Marital Status \u00a8 Married \u00a8 Unmarried\n19 Employment Status \u00a8 Employed \u00a8 Unemployed"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 52, "chroma:document": "19 Employment Status \u00a8 Employed \u00a8 Unemployed\n* Unmarried and/or unemployed sons and daughters up to the age of 25 only.\n** Please attach attested proof of date of birth.\nSignature of the Employee"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 53, "chroma:document": "44\nIIMA HR Policy Manual 2023"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 54, "chroma:document": "45\nIIMA HR Policy Manual 2023\nAll employees of the IIMA are expected to follow the rules and regulations of the Institute as \npromulgated and modified from time to time. \nSPEECHES/ PRESENT ATIONS IN PUBLIC SEMINARS/ CONFERENCES\n1. Non-faculty employees are required to seek prior approval from Institute for making speeches \nand presentations in public seminars and conferences mentioning following details:\ni. Date and venue of the Seminars/Conferences\nii. Purpose and theme of the Seminars/Conferences"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 54, "chroma:document": "ii. Purpose and theme of the Seminars/Conferences\niii. Brief outline of the proposed presentation/speech\niv. Likely audience\nv. Reason for participation\n2. After participation in the seminar, the  employee will be required to submit a report  on the \nsame.\nCOMMUNICATIONS TO THE MEDIA\n1. The Communication Department of the IIMA will manage all communications with the \npress, in coordination with Director. Direct interaction with the Press will be handled by the"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 54, "chroma:document": "Director. All queries from the media either through their representatives or otherwise should \nbe referred to the General Manager - Communications.\n2. An  employee will deal directly with media on IIMA related matters, only after proper \nauthorization to do so.\n3. The  use of internet or any other social media to reveal sensitive information is not allowed.\nPROTECTION & PROPER USE OF IIMA ASSETS\n1. All employees are expected to  be responsible and efficient in their use of IIMA\u2019s assets. All"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 54, "chroma:document": "assets of the Institute shall be used only for legitimate business purposes.\n2. Theft, carelessness, and waste of resources will be viewed seriously. CHAPTER 5\nGENERAL CONDUCT, ETHICS &  \nDISCIPLINARY ACTION"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 55, "chroma:document": "46\nIIMA HR Policy Manual 2023DRUGS/SMOKING/ALCOHOL/WEAPONS\n1. An employee taking drugs/consuming alcohol/smoking in office or found to possess weapons \nin office will be committing a disciplinary offence, which will be dealt with in accordance with \nthe Institute\u2019s Disciplinary Action Procedure.\n2. An employee may be, on reasonable suspicion, asked to undergo drug/alcohol testing. Refusal \nto comply with the directive may result in termination of the employee\u2019s services with the \nInstitute. \nCONDUCT RULES"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 55, "chroma:document": "Institute. \nCONDUCT RULES\n[DO\u2019S] \u2013 EVERY EMPLOYEE SHALL\n1. Maintain absolute integrity at all times.\n2. Maintain absolute devotion to duty at all times.\n3. Maintain independence and impartiality in the discharge of duties.\n4. Maintain a responsible and decent standard of conduct in private life.\n5. Render prompt and courteous service to the public.\n6. Observe proper decorum on and off the workplace.\n7. Promptly report to superiors civil/criminal procedures against him/her, if any, in a Court of"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 55, "chroma:document": "Law and the circumstances connected therewith.\n8. Keep away from demonstrations organised by political parties.\n9. Maintain political neutrality in their official dealings involving the Institute.\n10. Avoid habitual indebtedness or insolvency.\n11. Act in accordance with Institute policies\n12.  Mainting courtesy while dealing with the general public \n[DON\u2019TS] NO EMPLOYEE SHALL\n1. Indulge in acts detrimental to the interest of IIMA.\n2. Adopt dilatory tactics in his/her dealings with the public."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 55, "chroma:document": "3. Practice untouchability.\n4. Associate himself/herself with any banned organizations. \n5. Join any association or demonstration whose objects or activities are prejudicial to the \ninterest of the sovereignty and integrity of India, public order or morality.\n6. Accept lavish or frequent hospitality from any individual, industrial or commercial firms, \norganizations, etc., having official dealings with him/her.\n7. Lend money to or borrow money from or deposit money as a member or agent, with any"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 55, "chroma:document": "person, firm or private company with whom he/she is likely to have official dealings. \n8. Approach subordinates for standing surety for loans taken from private sources either by \nhim/her, relations, or friends.\n9. Appear in public place in a state of intoxication."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 56, "chroma:document": "47\nIIMA HR Policy Manual 202310. Indulge in any act of sexual harassment of any kind at workplace.\n11. Enter into any private correspondence with Foreign Embassies or Missions/High Commissions.\n12. Willful insubordination or disobedience, whether alone or in combination with others to any \nlawful and reasonable order of a supervisor.\n13. Theft, or dishonesty in connection with the Institute\u2019 activities or property.\n14. Willful damage to or loss of the Institute\u2019s goods or property."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 56, "chroma:document": "15. Taking or giving bribes or any illegal gratification.\n16. Habitual late attendance.\n17. Habitual breach of any law applicable at the Institute.\n18. Habitual negligence or neglect of work.\n19. Frequent repetition of any misconduct or omission.\n20. Striking work or inciting others to strike work.\n21. Contravention of the provisions of any law, or rule having the    force of law.\n22. Acting in a manner prejudicial to the interests of the Institute."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 56, "chroma:document": "23. Drunkenness or riotous or disorderly or indecent behaviour in the premises of the Institute or \noutside such premises where such behavior is related to or connected with the employment.\n24. Gambling within the premises of the office or other place of work, where it is prohibited. \n25. Smoking within the premises of the Office or other place of work, where it is prohibited.\n26. Collection, without the permission of the competent authority, of any money (within the"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 56, "chroma:document": "premises of the Institute) except as sanctioned by any law of the land for the time being in \nforce or rules of the Institute.\n27. Sleeping while on duty.\n28. Commission of any act which amounts to a criminal offence involving moral turpitude.\n29. Absence from the employee\u2019s appointed place of work without permission or sufficient cause. \n30. Commission of any act subversive of discipline or good behavior.\n31. Willful and prolonged absence from duty without reasonable cause."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 56, "chroma:document": "32. Neglect of his/her spouse and family in a manner unbecoming of an employee of the Institute.\n33. Failure to maintain a responsible and decent standard of conduct in private life, thereby \nbringing discredit to the Institute.\n34. Having obtained an advance from the Institute for a specific purpose such as building a house, \npurchase of conveyance, leave travel or for any other declared purpose, but not utilizing the"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 56, "chroma:document": "advance for the intended purpose within the period specified and diverting the money for any \nother use.\n35. Any act unbecoming of an employee of the Institute.\n36. Assaulting or abusing or insulting any of the officers or employees of the Institute within the \npremises of office or other place of work or outside."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "48\nIIMA HR Policy Manual 202337. Interference in the work of other employees.\n38. Approaching higher authorities direct or through other persons for promotion or any other \npersonal favor or gain except through proper channel.\n39. Writing of anonymous or pseudonymous letter criticizing the Management or any other \nManager/ employee of the Institute.\n40. Spreading false rumors or giving false information or making defamatory statements (written"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "or oral) which tend to bring the Management or its Managers into disrepute.\n41. Carrying on money-lending, or any other private business.\n42. Willful failure to appear before Medical Board, when called upon to do so.\n43. Abetment of or attempt at abetment of any act which amounts to misconduct.\nEMPLOYEE ARRESTED FOR CRIMINAL OFFENCE\n1. An employee who is arrested on a criminal charge or is detained in pursuance of any process"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "of law, may, if so directed by the competent authority, be considered as being or having been \nunder suspension from the date of his detention, up to such date or during such other period, \nas the competent authority may direct. \n2. Any payment made to such employee shall be subject to adjustment of his/her pay and \nallowances which shall be made according to the circumstances of the case and in the light of \nthe decision as to whether such period is to be accounted for as the period of duty or leave."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "3. Full pay and allowances will be admissible only if the employee:\na) is treated as on duty during such period; and\nb) is acquitted of all blame or satisfies the competent authority in the case of his release \nfrom detention or his detention being set aside by the Competent Judiciary Authority, \nthat he/she had not been guilty of improper conduct resulting in his detention.\n4. An employee shall be liable to dismissal for any of the other charges if he/she is committed"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "to prison for a criminal offence or is convicted for an offence which in the opinion of the \ncompetent authority, either involves gross moral turpitude or has a bearing on any of the \naffairs of IIMA or on the discharge by the employee of his duties in the IIMA; the decision of \nthe Director in this respect shall be conclusive and binding on the employee.\n5. Where the absence of an employee from duty without leave or his overstay is due to his"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "having been arrested on criminal charges or due to his having been detained in pursuance of \nany process of law, the employee shall be treated as having absented himself/herself without \nleave or, as the case may be, overstayed, otherwise than under circumstances beyond his \ncontrol\nSEXUAL HARASSMENT \nThe Institute has set up an Internal Committee known as the Committee for Managing Gender \nIssues (CMGI) in accordance with the Act and related rules and regulations applicable to higher"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a0aa-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 57, "chroma:document": "educational and technical institutions. The objective of CMGI goes beyond what is mandated by \nthe Act and rules: CMGI is not only confined to dealing with complaints of Sexual Harassment \ntowards women but also towards members of other genders and to work for creating awareness, \nsensitization, counselling, and educating about gender issues."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 58, "chroma:document": "49\nIIMA HR Policy Manual 2023The CMGI Policy will be followed in conjunction with the Sexual Harassment of Women at \nWorkplace (Prevention, Prohibition and Redressal) Act, 2013 (14 of 2013) and other relevant \nguidelines. \n1. OBJECTIVES OF CMGI\na) Creating a campus free from discrimination, harassment, retaliation or sexual assault \nat all levels; \nb) Proactively move to curb all forms of sexual harassment of employees and students;"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 58, "chroma:document": "c) Create awareness about what constitutes sexual harassment including hostile \nenvironment harassment and quid pro quo harassment;\nd) Organize gender sensitization programmes and workshops for the faculty, Managers, \nfunctionaries associated with IIMA, and students, to ensure knowledge and awareness \nof the rights, entitlements and responsibilities enshrined in the Act, Rules, Regulations, \nand under this Policy;\ne) Act decisively against all gender based harassment perpetrated against employees"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 58, "chroma:document": "and students primarily women employees and students and with the recognition that \nsome male students and students of the third gender are vulnerable to many forms of \nsexual harassment and humiliation and exploitation and thus extend services to them \nas well;\nf) Be responsible to initiate all proceedings as required by law to punish those guilty of \nsexual harassment within IIMA Campus.\n2. DEFINITIONS (FOR THE PURPOSE OF CMGI)\n In these regulations, unless the context otherwise requires:"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 58, "chroma:document": "a) \u201cComplainant\u201d means in relation to the campus, a woman of any age whether \nemployed or not who alleges to have been subjected to any act of sexual harassment \nby the respondent. For avoidance of any doubt, Complainant also includes genders \nother than women. All Sexual Harassment complaints of genders other than women \nwill be dealt with in accordance with clause 6 of the Policy.\nb) \u2018 Act\u2019 means the Sexual Harassment of Women at Workplace (Prevention, Prohibition \nand Redressal) Act, 2013 (14 of 2013)."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 58, "chroma:document": "and Redressal) Act, 2013 (14 of 2013).\nc) \u201cCampus\u201d means the physical location of the Indian Institute of Management \nAhmedabad (IIMA) and its related institutional facilities like libraries, laboratories, \nlecture halls, residences, halls, toilets, student centres, hostels, dining halls, stadiums, \nparking areas, parks-like settings and other amenities like health centres, canteens, \nBank counters, Post Office, milk booth etc., visited by the students, workers and"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 58, "chroma:document": "employees. Campus also includes extended campus and covers within its scope places \nvisited by the students and employees of the IIMA including transportation provided \nfor the purpose of commuting to and from the institution, the locations outside the \ninstitution on field trips, internships, study tours, excursions, short-term placements, \nplaces used for camps, cultural festivals, sports meets, participating in meetings and \nconferences, and such other activities."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 59, "chroma:document": "50\nIIMA HR Policy Manual 2023d) \u201cCovered Individuals\u201d are persons who have engaged in protected activity (defined \nin clause f) such as filing a sexual harassment charge, or who are closely associated \nwith an individual who has engaged in protected activity and such person can be an \nemployee or a fellow student or guardian of the offended person;\ne) \u201cEmployee\u201d means a person employed at a workplace for any work on regular,"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 59, "chroma:document": "temporary, ad hoc or daily wage basis, either directly or through an agent, including \na contractor, with or, without the knowledge of the principal employer, whether for \nremuneration or not, or working on a voluntary basis or otherwise, whether the \nterms of employment are express or implied and includes a co-worker, a contract \nworker, probationer, trainee, apprentice or called by any other such name;  employee \nalso includes, for the purpose of this Policy trainee, apprentice (or called by any"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 59, "chroma:document": "other name), interns, volunteers, teaching  assistants, research assistants, whether \nemployed or not, including those involved in field studies, projects, short-visits and \ncamps;\nf) \u201cProtected Activity\u201d includes reasonable opposition to a practice believed to violate \nsexual harassment laws on behalf of oneself or others such as participation in sexual \nharassment proceedings, cooperating with an internal investigation or alleged sexual"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 59, "chroma:document": "harassment practices or acting as a witness in an investigation by an outside agency \nor in litigation;\ng) \u201cSexual Harassment\u201d means:\n(i) \u201c An unwanted conduct with sexual undertones if it occurs or which is \npersistent and which demeans, humiliates or creates a hostile and intimidating \nenvironment or is calculated to induce submission by actual or threatened \nadverse consequences and includes any one or more or all of the following \nunwelcome acts or behavior (whether directly or by implication), namely:"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 59, "chroma:document": "(a) any unwelcome physical, verbal or non-verbal conduct of sexual nature;\n(b) demand or request for sexual favours;\n(c) making sexually coloured remarks\n(d) physical contact and advances: or\n(e) showing pornography.\n(ii) any one (or more than one or all) of the following circumstances, if it occurs \nor is present in relation or connected with any behavior that has explicit or \nimplicit sexual undertones:\n(a) implied or explicit promise of preferential treatment as quid pro quo for \nsexual favours;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 59, "chroma:document": "sexual favours;\n(b) implied or explicit threat of detrimental treatment in the conduct of \nwork;\n(c) implied or explicit threat about present or future status of the person \nconcerned;\n(d) creating an intimidating offensive or hostile learning environment;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 60, "chroma:document": "51\nIIMA HR Policy Manual 2023(e) humiliating treatment likely to affect the health, safety dignity or physical \nintegrity of the person concerned;\n(h) \u201cStudent\u201d means a person duly admitted and pursuing a programme of \nstudy either through regular mode or distance mode, including short-\nterm training programmes at IIMA;\n Provided that a student of other institute/university/college who comes \nto IIMA as a participant of any programme, academic or cultural event or"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a15e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 60, "chroma:document": "on a personal visit, shall be treated as a student of IIMA for the purposes \nof this Policy. \n(i) \u201cThird Party Harassment\u201d refers to a situation where sexual harassment \noccurs as a result of an act or omission by any third party or outsider, \nwho is not an employee or a student of IIMA, but a visitor to IIMA in some \nother capacity or for some other purpose or reason;\n(j) \u201cVictimization\u201d means any unfavourable treatment meted out to a person \nwith an implicit or explicit intention to obtain sexual favour;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a172-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 60, "chroma:document": "(k) \u201cWorkplace\u201d means the campus of IIMA including:\n(a) Any department, organization, undertaking, establishment, \nenterprise, institution, office, branch or unit which is established, \nowned, controlled or wholly or substantially financed by funds \nprovided directly or indirectly by IIMA;\n(b) Any sports facility, stadium, sports complex or competition or \ngames venue, whether residential or not used for training, sports \nor other activities relating thereof in IIMA;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a17c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 60, "chroma:document": "or other activities relating thereof in IIMA;\n(c) Any place visited by the employee or student arising out of or \nduring the course of employment or study, cultural or any field \ntrips organized by IIMA community including transportation \nprovided for undertaking such journey.\n3. CONSTITUTION OF CMGI\n1. The Committee for Managing Gender Issues (CMGI) functions as the Internal Complaints \nCommittee or Internal Committee (ICC or IC) of the IIMA. The composition of CMGI shall be \nas follows:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 60, "chroma:document": "as follows: \na) A Chairperson who shall be a tenured woman faculty member at the IIMA, nominated \nby the Director;\n Provided that in case a tenured woman faculty is not available, the Chairperson shall \nbe nominated from other offices or administrative units of the workplace referred to \nin sub-section 2(k):\nb) Two faculty members and two non-teaching employees, preferably committed to the \ncause of women or who have had experience in social work or have legal knowledge, \nnominated by the Director;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 60, "chroma:document": "nominated by the Director;\nc) Three students (at least one of whom is female), who shall be enrolled in long duration \nprograms, selected through transparent procedure."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "52\nIIMA HR Policy Manual 2023d) One member from amongst non-government organizations or associations committed \nto the cause of women or a person familiar with the issues relating to sexual harassment, \nnominated by the Director IIMA;\n2. At least one-half of the total members of the ICC shall be women.\n3. Persons in senior administrative positions at IIMA, such as Director, Deans, Program Directors, \netc., shall not be members of the CMGI in order to ensure autonomy of their functioning."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "4. The member appointed from amongst the non-governmental organizations or associations \nshall be paid such fees or allowances for holding the proceedings of the CMGI, by the Director, \nIIMA as may be prescribed.\n5. The term of office of the members of the CMGI shall be for a period of three years.\n6. To the extent feasible, the outgoing Chairperson of the CMGI continues as a member for up to \na year with the new Chairperson to ensure proper functioning of the committee."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "7.    Where the Chairperson or any member of the CMGI:\na) Contravenes the provisions of section 16 of the Act or goes against any of the \nsubstantive obligations under the CMGI Policy; or \nb) has been convicted for an offence or an inquiry into an offence under any law for the \ntime being in force is pending against him; or\nc) has been found guilty in any disciplinary proceedings or a disciplinary proceeding is \npending against them; or"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "pending against them; or \nd) has so abused their position as to render their continuance in office prejudicial to the \npublic interest,\n such Chairperson or Member, as the case may be, shall be removed from the Committee \nand the vacancy so created or any casual vacancy shall be filled by fresh nomination in \naccordance with the provisions of this section.\u201d\n4. RESPONSIBILITY OF CMGI\n The Committee for Managing Gender Issues shall:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "The Committee for Managing Gender Issues shall:\na) provide assistance if an employee or a student chooses to file a complaint with the \npolice;\nb) provide mechanisms of dispute redressal and dialogue to anticipate and address \nSexual Harassment issues through just and fair conciliation without undermining \ncomplainant\u2019s rights, and minimize the need for purely positive approaches that lead \nto further resentment, alienation or violence;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "to further resentment, alienation or violence;\nc) protect the safety of the complainant by not divulging the person\u2019s identity and \nprovide the mandatory relief by way of sanctioned leave or relaxation of attendance \nrequirement or transfer to another department or supervisor as required during the \npendency of the complaint, or also provide for the transfer of the offender;\nd) Strive to ensure that victims or witnesses are not victimized or discriminated against"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 61, "chroma:document": "while dealing with complaints of sexual harassment; and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "53\nIIMA HR Policy Manual 2023e) Strive to ensure prohibition of retaliation or adverse action against a covered individual \nbecause the employee or the student is engaged in protected activity.\n5. THE PROCESS FOR MAKING A COMPLAINT\n1. The CMGI shall comply with the procedure prescribed in CMGI Policy and the Act, \nfor making a complaint and inquiring into the complaint in a time bound manner. An \naggrieved person is required to submit a written complaint to the ICC within three"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "months from the date of the incident and in case of a series of incidents within a period \nof three months from the date of the last incident.\n2. Provided that where such complaint cannot be made in writing, the Chairperson \nor any Member of the CMGI shall render all reasonable assistance to the person for \nmaking the complaint in writing.\n3. Provided further that the CMGI may, for the reasons to be accorded in writing, extend"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a21c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "the time limit not exceeding three months, if it is satisfied that the circumstances were \nsuch which prevented the person from filing a complaint within the said period.\n4. Friends, Relatives, Colleagues, Co-students, Psychologist, or any other associate of the \nvictim may file the complaint in situations where the aggrieved person is unable to \nmake a complaint on account of physical or mental incapacity or death.\n6.  SEXUAL HARASSMENT FACED BY MEN AND GENDERS OTHER THAN WOMEN"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a230-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "In case of Sexual Harassment faced by a person of any gender other than woman, the \ncomplaint may be filed with CMGI. The CMGI after prima facie examining the issue, will take \nup cases filed by genders other than women relating to Sexual Harassment, if it observes a \nclear pattern of Sexual Harassment in the case. \n7. CONCILIATION\n Prior to initiating an inquiry, the CMGI may, at the written request of the Complainant take"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a23a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "steps to settle the matter between the Complainant and the Respondent through conciliation.\na) Conciliation is only a choice of the Complainant.\nb) Conciliation shall not be forced or done by fraud, coercion or undue influence on \neither the Complainant or Respondent.\nc) Any settlement brought about must be mutually acceptable to both, the Complainant \nand the Respondent.\nd) Monetary settlement cannot be made the basis of such conciliation."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "e) In case a settlement has been arrived at, the CMGI shall record it and forward it to the \nmanagement of IIMA to take action as specified in the recommendation of the CMGI.\nf) The CMGI will also provide copies of the settlement as recorded to the Complainant \nand the Respondent.\ng) If settlement has been reached, the CMGI will not be required to conduct any further \ninquiry.\nh) If Complainant feels that the terms of settlement are not being complied with by the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 62, "chroma:document": "Respondent or action has not been taken by IIMA, Complainant can make a written \nrequest to the CMGI to conduct an inquiry into the complaint."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "54\nIIMA HR Policy Manual 20238.  THE PROCESS FOR CONDUCTING INQUIRY\n1. On receipt of the complaint, the Chairperson/Presiding Manager of CMGI shall form a \nsub-committee which will conduct inquiries, hearing and take action on the complaint \nreceived.\n2. The CMGI sub-committee shall, upon receipt of the complaint, send one copy of the \ncomplaint to the respondent within a period of seven days of such receipt.\n3. Upon receipt of the copy of the complaint, the respondent shall file his or her reply to"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "the complaint along with the list of documents and names and addresses of witnesses \nwithin a period of ten days.\n4. The inquiry has to be completed within a period of ninety days from the receipt of \nthe complaint. The inquiry report, with recommendations, if any, has to be submitted \nwithin ten days from the completion of the inquiry to the Director of IIMA. Copy of the \nfindings or recommendations shall also be served on both parties to the complaint."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "5. The Director of IIMA shall act on the recommendations of the committee within a \nperiod of thirty days from the receipt of the inquiry report, unless an appeal against \nthe findings is filed within that time by either party.\n6. An appeal against the findings or / recommendations of the ICC may be filed by the \neither party before the Executive Authority of the HEI within a period of thirty days \nfrom the date of the recommendations"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "from the date of the recommendations\n7. If the Director of IIMA decides not to act as per the recommendations of the CMGI, \nthen it shall record written reasons for the same and convey to the CMGI and both the \nparties to the proceedings. If the Director decides to act as per the recommendations \nof the CMGI, then a show cause notice, answerable within ten days, shall be served \non the party against whom action is decided to be taken. The Director of IIMA shall"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "proceed only after considering the reply or hearing the aggrieved person.\n8. The identities of the aggrieved party or victim or the witness or the offender shall not \nbe made public or kept in the public domain. \n9. INTERIM REDRESSAL\n When the CMGI prima facie believe, depending of severity of particular case, there is a \nrequirement to act upon to protect the complainant, the CMGI may recommend and the IIMA \nmay:\na) transfer the complainant or the respondent to another section or department to"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "minimize the risks involved in contact or interaction, if such a recommendation is \nmade by the CMGI;\nb) grant leave to the aggrieved with full protection of status and benefits for a period up \nto three months;\nc) restrain the respondent from reporting on or evaluating the work or performance or \ntests or examinations of the complainant;\nd) ensure that offenders are warned to keep a distance from the aggrieved, and wherever \nnecessary, if there is a definite threat, restrain their entry into the campus;"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 63, "chroma:document": "e) take strict measures to provide a conductive environment of safety and protection to \nthe complainant against retaliation and victimization as a consequence of making a \ncomplaint of sexual harassment."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 64, "chroma:document": "55\nIIMA HR Policy Manual 202310.  PUNISHMENT AND COMPENSATION\n(1) Anyone found guilty of sexual harassment shall be punished in accordance with the \nservice rules of IIMA, if the offender is an employee. The CMGI may recommend:\n(a) a written apology\n(b) a letter of warning \n(c) removal and/or disbarment from holding an administrative position\n(d) withholding the promotion\n(e) compulsory retirement\n(f) withholding of pay rise or increments\n(g) immediate transfer or suspension without pay"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 64, "chroma:document": "(g) immediate transfer or suspension without pay\n(h) suspension from service for a limited period\n(i) termination from service\n(j) undergoing a counselling session\n(k) carrying out community service\n(l) deduction from the salary or wages of the employee, such sum as CMGI may \nconsider appropriate to be paid to the Complainant or to his / her legal heirs as \ncompensation. In case IIMA is unable to make deductions from the salary of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 64, "chroma:document": "employee due to his / her being absent from duty or cessation of employment, \nit may direct them to pay such sum to the Complainant. In case they fail to pay \nthe sum, CMGI may forward the order for recovery of the sum as an arrear of \nland revenue to the concerned district officer.\n(2) Where the respondent is a student, depending upon the severity of the offence, the \nCMGI may recommend:\n(a) a written apology\n(b) a letter of warning \n(c) removal and/or disbarment from holding an administrative position"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 64, "chroma:document": "(d) withhold privileges of the student such as access to the library, auditoria, halls \nof residence, transportation, scholarships, allowances and identity card;\n(e) suspend or restrict entry into the campus for a specific period;\n(f) award reformative punishments like mandatory counseling and, or, performance \nof community services.\n(g) expel and strike off name from the rolls of the institution, including denial of \nreadmission, if the offence so warrants;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 64, "chroma:document": "readmission, if the offence so warrants;\n(3) Where the respondent is a third party, depending on the severity of the offence, the \nCMGI may recommend:\n(a) warning, reprimand or censure\n(b) a letter of warning to the respondent"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "56\nIIMA HR Policy Manual 2023(c) a letter communicating their misconduct to his / her place of education, \nemployment or residence\n(d) withhold privileges of the third party such as access to the library, auditoria, \nhalls of residence, transportation, scholarships, allowances and identity card;\n(e) suspend or restrict entry into the campus for a specific period; and / or a bar \non appearing for the entrance examination / interview to any program of study \noffered by IIMA"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "offered by IIMA\n(f) cancellation of contract with IIMA;\n(4) In case that the CMGI determines that the aggrieved person is entitled to the payment \nof compensation, the IIMA shall issue direction for payment of the compensation \nrecommended by the CMGI and accepted by the Director of IIMA, which shall be \nrecovered from the offender. The compensation payable shall be determined on the \nbasis of:\n(a) mental trauma, pain, suffering and distress caused to the aggrieved person;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "(b) the loss of career opportunity due to the incident of sexual harassment;\n(c) the medical expenses incurred by the victim for physical, psychiatric treatment;\n(d) the income and status of the alleged perpetrator and victim; and \n(e) the feasibility of such payment in lump sum or in installments;\n11.  ACTION AGAINST FRIVOLOUS COMPLAINT\n To ensure that the provisions for the protection of employees and students, and others from"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "sexual harassment do not get misused, CMGI takes false, mischievous or malicious complaints \nseriously. If the CMGI concludes that the allegations made were false, mischievous or malicious \nor the complaint was made knowing it to be untrue, or forged or misleading information \nhas been provided during the inquiry, the complainant shall be liable to be punished as per \nthe provisions in this Policy Section 10 sub-regulation (1) if the complainant happens to be"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "an employee and as per sub-regulation (2) of the regulation, if the complainant happens to \nbe a student. However, the mere inability to substantiate a complaint or provide adequate \nproof will not attract attention against the complainant. Malicious intent on the part of the \ncomplainant shall not be established without an inquiry, in accordance with the procedure \nprescribed, conducted before any action is recommended.\n12.  CONFIDENTIALITY"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "12.  CONFIDENTIALITY\na) All concerns and reporting can be expressed or made without any fear of retaliation. \nIt shall be the duty of all persons and authorities designated to ensure that the \ncomplaints lodged with CMGI remains confidential. After the initiation of an enquiry, \nconfidentiality of proceedings shall be maintained so far as is possible. \nb) The name and identity of the Complainant or the Respondent or Witnesses shall"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 65, "chroma:document": "not be revealed to the press / media or any other persons whilst reporting of any \nproceedings, case, order or Judgment. \nc) The contents of the complaint, the identity and contact details of the Complainant, \nrespondent and witnesses and any information related to conciliation, inquiry"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "57\nIIMA HR Policy Manual 2023proceedings, recommendations of the CMGI and the action taken by IIMA shall not be \npublished, communicated or made known to the public, press and media in any manner \nand will be revealed strictly on a need-to-know basis. All discussions / decisions must \nbe documented and retained by the CMGI and must be kept confidential. The above \nmay also include suspension pending inquiry. Appropriate information will be shared \nwith Government authorities as per the Act."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "with Government authorities as per the Act.\nd) However, information may be disseminated regarding the justice secured to any victim \nwithout disclosing the name, address, identity or any other particulars calculated to \nlead to the identification of the Complainant and witnesses. \ne) If any person (including witnesses) breaches confidentiality, the CMGI reserves the \nright to initiate proceedings against them and suggest punishments as outlined in \nSection 10. \n13.  PROTECTION AGAINST VICTIMIZATION"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "13.  PROTECTION AGAINST VICTIMIZATION\n IIMA will not accept, support or tolerate retaliation in any form against any employee / \nstudent who, acting in good faith, reports suspected misconduct, asks questions or raises \nconcerns. Any person who engages in such retaliation directly or indirectly, or encourages \nothers to do so, may be subject to appropriate disciplinary action. While dealing with any \ncomplaint of Sexual Harassment, CMGI shall ensure that the Complainant or the witness are"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "not victimized or discriminated against by the Respondent. \n In case of any victimization, the CMGI reserves the right to initiate proceedings for the \nsame and suggest punishments as outlined in Section 10. Additionally, the CMGI may do the \nfollowing:\na) Issue a restraint order to warn the Respondent(s) that any attempt on his / her part \nor by person(s) acting on his / her behalf, to contact, or influence, or intimidate, or \nexert pressure on the Complainant/witness or any person in the Complainant\u2019s/"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "witness\u2019s confidence may prove prejudicial to his / her case. CMGI may issue a \nverbal and written warning that such behaviour may lead to an adverse inference \n(i.e. a contrary / negative view) being drawn against him / her. The Complainant or \nany other person should intimate in writing to CMGI of any violation of the order of \nrestraint by the Respondent(s), or any persons acting on his / her behalf. CMGI shall \nconsider all violations of the restraint order when determining the nature of offence"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "of a Respondent found guilty of Sexual Harassment.\nb) If the Complainant / witness is a student and the Respondent(s) is a teacher, during \nthe inquiry and post-inquiry (if teacher is found guilty), the Respondent(s) shall not \nsupervise any academic activity of the student, including but not limited to, evaluation \nand examination, re-examination, and supervision of research.\nc) If Complainant / witnesses and the Respondent(s) are members of the academic and"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 66, "chroma:document": "/ or non-teaching staff of IIMA, during inquiry and post inquiry (if Respondent is \nfound guilty), the Respondent shall not write the Annual Performance Reports of the \nComplainant, if he / she is otherwise so authorized.\nd) If the Respondent(s) is a resident / service provider, during the duration of the inquiry \nand even after such inquiry if the Respondent is found guilty, the order of restraint \nissued in accordance with the procedures shall be in force at all times."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 67, "chroma:document": "58\nIIMA HR Policy Manual 202314.  WHERE SEXUAL HARASSMENT AMOUNTS TO CRIMINAL OFFENCE\na) Where Sexual Harassment amounts to a specific offence under the Indian Penal Code, \n1860 or under any other law, it shall be the duty of CMGI to immediately inform \nthe Complainant of his / her right to initiate action in accordance with law with the \nappropriate authority, and to give necessary assistance regarding the same.\nb) The provisions of this Policy shall not restrict the powers of IIMA or Complainant to"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 67, "chroma:document": "proceed against the Respondent for any other misconduct, or pursue criminal or civil \nremedies, whether or not connected with the misconduct within the purview of this \nPolicy.\nc) The proceedings under this Policy shall not, in any way, be affected by any other \nproceedings against the Respondent preferred by the Complainant under any other \nprovision of civil or criminal law, except to the extent specifically ordered by a court"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 67, "chroma:document": "of law. Any such action or proceedings initiated shall be in addition to proceedings \ninitiated and / or any action taken under this Policy. \n15.  RESPONSIBILITIES OF IIMA\na) IIMA shall provide legal, medical and counseling assistance to those complainants \nwho have to take legal recourse to the best of its abilities and any recommendations \nfor the same must have the approval of the Director. \nb) Place a copy of this Policy on the internal website of IIMA or such prominent places"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 67, "chroma:document": "as a continual reminder to the employees (including teaching and non-teaching staff) \nand students of the IIMA\u2019s Policy on Sexual Harassment.\nc) Sensitizing the employees (including teaching and non-teaching staff) and students \nand provide training related to Sexual Harassment issues.\nd) Encouraging women employees of IIMA (including teaching and non-teaching staff) \nand students to raise their concerns and issues on Sexual Harassment in the workplace"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 67, "chroma:document": "at appropriate forum for affirmative discussion from time to time.\ne) In case the management of IIMA receives a complaint, it shall forward such complaint \nto CMGI for redressal.\nf) IIMA shall maintain full confidentiality with respect to the complaints.\ng) IIMA shall extend all necessary assistance for ensuring full, effective and speedy \nimplementation of this Policy.\nh) IIMA shall strive to create a safe workplace and provide support to CMGI for its \neffective and unbiased functioning."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 67, "chroma:document": "effective and unbiased functioning.\ni) IIMA shall forward to the District Officer, the Annual Report of CMGI.\n16.  WHAT IIMA EXPECTS FROM YOU\na) Help IIMA provide a safe and respectful environment for all and have shared \nresponsibility of creating the same.\nb) Speak up if you come across Sexual Harassment. Be aware that IIMA will take allegations \nseriously and will ask for co-operation in an inquiry if you bring a complaint forward."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 68, "chroma:document": "59\nIIMA HR Policy Manual 2023c) Provide support during any inquiry of a complaint, including testifying as witness \nand giving full and truthful disclosure of all factual information when asked by CMGI, \nwhile ensuring that complete confidentiality is maintained, throughout, about any \ncase of Sexual Harassment within the organization.\nd) Set an example of dignified workplace behaviour and ethical standards in line with \nIIMA\u2019s values."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 68, "chroma:document": "IIMA\u2019s values.\ne) Handle information related to known or suspected violations of this Policy in a discreet \nand confidential manner and not attempt to investigate / inquire into the information \nor suspected violations of this Policy on your own i.e. without involving CMGI.\n17.  HOW TO RESPOND\na) Sexual Harassment is unlikely to stop until confronted.\nb) IIMA supports and encourages all members of the community who believe they are \nbeing sexually harassed to take steps to end the Sexual Harassment."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 68, "chroma:document": "c) Keep records of any verbal or written communication you have with the harasser.\nd) Talk to or email any member of CMGI.\ne) Filing of a complaint will not adversely affect career / grades / academic status.\n18.  AMENDMENT TO THE POLICY\n IIMA reserves the right to amend the Policy from time to time in order to comply with \nany laws / rules / regulations that come into effect from time to time, related to Sexual \nHarassment at workplace.\nRULES ON DISCIPLINARY ACTION\nCLASSIFICATION OF EMPLOYEES"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 68, "chroma:document": "CLASSIFICATION OF EMPLOYEES\nEmployee shall be classified as Permanent, Probationers, Tenure Based Scaled Contract, \nTemporary, Part-time, Casual and Associate (such as AA, RA) etc. \n1. Permanent Employee:  means employee who has been confirmed in his post and has received \na letter of confirmation from the Chief Administrative Officer or by the person authorised in \nthis behalf by the Director after satisfactory completion of probation period of service with"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 68, "chroma:document": "the Institute and whose name has been entered in the muster and who has been given an \nidentity card.\n2. Probationer Employee:  means an employee who is provisionally employed on a trial basis \nto be considered for permanent vacancy or post and has not completed probationary period \nfixed for him in that behalf and who has not received a letter of confirmation in service from \nthe Chief Administrative Officer or a person authorised in this behalf by the Director. The"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 68, "chroma:document": "probationary period will be such as may be determined, and on expiry of the stipulated \nperiod of probation, the employee shall be deemed to continue on probation as a probationer.  \nThe Probationer shall be governed by the terms of his employment and by rules or orders \nexpressly governing probationers. It is hereby expressly provided that benefit conferred under \nthese regulations or any other rules framed by the Institute shall not apply to the probationer"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "60\nIIMA HR Policy Manual 2023unless otherwise expressly specified. Rules as regards hours of work and other regulations \napplicable for the discharge of his/her duty, shall, however, apply to the probationer.\n3. Tenure Based Scaled Contract Employee:  means an employee employed for a fixed tenure \non the pay scale applicable in the Institute. Tenure period will be such as may be determined \nby the Institute. The Tenure Based Scaled Contract employee shall be governed by the terms"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "of his employment and by rules or orders expressly governing them. It is hereby expressly \nprovided that all benefits conferred under these regulations or any other rules framed by the \nInstitute shall apply to the Tenure Based Scaled Contract employee unless explicitly specified. \n4. Temporary employee:  means an employee who is appointed for a limited period for \nwork which is essentially temporary or seasonal or a person who is employed temporarily"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "as an additional employee to assist in a temporary increase in work Period of temporary \nemployment of temporary workmen may be extended from time to time at the discretion \nof the Director depending upon exigencies of work. However, the total duration will not be \nmore than two years, and at a time, the duration will not be more than one year. It is hereby \nexpressly provided that benefit of leave or provident fund or any other benefits conferred"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "under these regulations or any other Rules framed by the Institute shall not apply to temporary \nworkmen, unless otherwise expressly specified. Regulations as regards hours of work and \nother Regulations applicable for the discharge of his duties shall however, apply to him. \n5. Part-time employee:  means an employee who has been employed to work for only part of \nthe day or during the hours other than those fixed for employees in general."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "6. Trainee means an employee other than a person who is appointed under the Apprentice Act, \n1961 and Apprentice (Amendment) Act, 1985, at the Institute with or without any allowances \nto learn a job and who is not a probationary or contract or temporary employee.\n7. Apprentice:  means a person who is appointed as an Apprentice under the Apprentice Act, \n1961 and Apprentice (Amendment) Act, 1985, and it also includes one who is employed with"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "or without any allowance to learn a job and who is not a probationer or temporary staff.\n8. Outsourced Employee:  means an employee hired through an outsourcing agency / \ncontractor providing manpower services to the Institute. The employees of the contractor, \nwho has agreement with the Institute for providing services e.g. Security, House Keeping etc., \nwill not be considered as outsourced employee. \n8. Academic Associate:  means a person appointed to support the faculty in their varied"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "academic activities. The appointment is maximum for five years on a contract with fixed pay. \nThe Academic Associate is not entitled to any of the benefits and privileges of a permanent \nemployee. They are governed by the terms of his employment and by rules or orders \nexpressly governing them. It is hereby expressly provided that benefits conferred under these \nregulations or any other rules framed by the Institute shall not apply to them unless explicitly"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "specified. Rules as regards hours of work and other regulations applicable for discharge of \nhis/her duty, shall, however, apply to them.\n9. Research Assistant/Associate: means a person appointed to assist the faculty in individual \nand group research, case writing, etc. They are not entitled to any of the benefits and privileges \nof a permanent employee. They are governed by the terms of his employment and by rules"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 69, "chroma:document": "or orders expressly governing them. It is hereby expressly provided that benefit conferred"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 70, "chroma:document": "61\nIIMA HR Policy Manual 2023under these regulations or any other rules framed by the Institute shall not apply to them \nunless explicitly specified. Rules as regards hours of work and other regulations applicable \nfor discharge of his/her duty, shall, however, apply to them.\nIf a permanent employee is employed as a probationer to new or higher post, he/she may, at any \ntime, during the probationary period, be reverted to his original permanent post by an order in"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 70, "chroma:document": "writing signed by the Director/Chief Administrative Officer or by any person authorised in this \nbehalf.\nThe authority which appoints a member of the faculty and staff of the Institute, hereinafter referred \nto as \u2018employee\u2019 or person, may suspend, discharge, dismiss, or award any for the misconduct or \nfor breach of the terms and conditions of his/her appointment. \nPENAL TIES:\nNotwithstanding anything contained in any other regulation, and without prejudice to such action"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 70, "chroma:document": "to which an employee may become liable under any other regulation or law for the time being in \nforce, the following penalties may (for good and sufficient reasons and as hereinafter provided) \nbe imposed on any employee of the Institute.\nMINOR PENAL TIES:\n1. censure;\n2. withholding of his promotion;\n3. recovery from; his pay of the whole or part of any pecuniary loss caused by him to the Institute \nby negligence or breach of orders;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 70, "chroma:document": "by negligence or breach of orders;\na) Reduction to a lower stage in the time scale of pay for a period not exceeding 3years \nwithout cumulative effect and not adversely affecting his pension.\nb) Withholding of increments of pay.\nMAJOR PENAL TIES:\n1. As provided for in Regulation 3(a) above, reduction to a lower stage in the time scale of pay for \na specified period, with further directions as to whether or not the employee of the Institute"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 70, "chroma:document": "will earn increments of pay during the period of such Reduction and whether on the expiry of \nsuch period, the reduction will or will not have the effect of postponing the future increments \nof his pay;\n2. reduction to a lower time-scale of pay or post which shall ordinarily be a bar to the promotion \nof the employee to the time-scale of pay or post from which he was reduced, with or without \nfurther directions regarding conditions of restoration to the post from which the employee of"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 70, "chroma:document": "the Institute was reduced and his seniority and pay on such Restoration to that post;\n3. (compulsory) retirement;\n4. removal from service which shall not be disqualification for future employment under the \nInstitute;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 71, "chroma:document": "62\nIIMA HR Policy Manual 20235. dismissal from service which shall ordinarily be a disqualification for future employment \nunder the Institute\nThe following shall not constitute a penalty within the meaning of this  regulation.\n1. Discharge of an employee for failure to pass any examination or test or a medical test \nprescribed for fresh appointment to any category of post; compulsory retirement of an \nemployee in accordance with the provision relating to superannuation or retirement;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 71, "chroma:document": "2. Compulsory retirement of an employee by following the provision relating to superannuation \nor retirement;\n3. Termination of service or reversion to a lower category or post of an employee appointed or \npromoted on probation either during or at the end of the period of probation;\n4. Discharge of an employee under regulation 19 or as a measure of retrenchment for want of \nvacancy;\n5. Termination of service of an employee employed under a contract or agreement as per the"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 71, "chroma:document": "terms of such contract or agreement or in the case of an employee appointed for a specific \nperiod, at the end of such period;\n6. Reversion of an employee promoted from a lower post to a higher post to such lower post for \nwant of vacancy;\n7. On-promotion of an employee after consideration of his case for promotion; whether on a \nregular or Tenure Based Scaled Contract or on ad-hoc basis to a post to which he is eligible \nfor being considered;"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 71, "chroma:document": "for being considered;\n8. Replacement of the services of an employee whose services had been borrowed at the disposal \nof his parent organization.\nSUSPENSION:\nThe appointing authority or any authority to which it is subordinate or the disciplinary authority \nor any other authority empowered in that behalf by the Board, by general or special order, may \nplace an employee under suspension:\n1. where a disciplinary proceeding against him is contemplated or is pending or"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 71, "chroma:document": "2. where in the opinion of the authority aforesaid, he has engaged himself in activities prejudicial \nto the interest of the security of the State; or\n3. where a case against him in respect of any criminal offence is under investigation, inquiry or \ntrial:\n Provided that, where the order of suspension is made by an authority lower than the \nappointing authority, such authority shall forthwith Report to the appointing authority the \ncircumstances in which the order was made."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 71, "chroma:document": "circumstances in which the order was made.\n4. An employee shall be deemed to have been placed under suspension by order of appointing \nauthority:\na) With effect from the date of his detention, if he is detained in custody, whether on a \ncriminal charge or otherwise, for a period exceeding forty-eight hours."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "63\nIIMA HR Policy Manual 2023b) With effect from the date of his conviction, if in the event of a conviction for an \noffence, he is sentenced to a term of imprisonment exceeding forty-eight hours and \nis not forthwith dismissed or removed or compulsorily retired consequent on such \nconviction.\n5. An employee who is placed under suspension shall, during the period of such suspension, be \npaid a subsistence allowance at the following rate, namely:"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "a) Where the enquiry contemplated or pending is departmental the subsistence \nallowance shall, for the first ninety days from the date of suspension, be equal to one \nhalf of the basic wage, dearness allowance and other compensatory allowances to \nwhich the employee would have been entitled if he/she was on leave with salary. If \nthe departmental enquiry gets prolonged and the employee continues to be under \nsuspension for a period exceeding ninety days, the subsistence allowance shall for"}


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id: 8302a5a0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "such period be equal to three-fourths of such basic salary, dearness allowance and \nother compensatory allowance.\n Provided that where such enquiry is prolonged beyond ninety days for reasons \ndirectly attributable to the employees, the subsistence allowance shall, for the period \nexceeding ninety days, be reduced to one-fourth of such basic salary, dearness \nallowance and other compensatory allowances.\n b) Where the enquiry is by an outside agency or, as the case may be, where criminal"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "proceedings against an employee are under investigation or trial, the subsistence allowance \nshall, for the first one hundred and eighty days from the date of suspension, be equal to one-\nhalf of his basic salary, dearness allowance and other compensatory allowances to which the \nemployee would have been entitled to if he/she was on leave. If such enquiry or criminal \nproceeding gets prolonged and the employee continues to be under suspension for a period"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "exceeding one hundred and eighty days, the subsistence allowance shall for such period be \nequal to three-fourths of such wage.\n Provided that where such enquiry or criminal proceedings are prolonged beyond a period of \none hundred and eighty days for reasons directly attributable to the employee the subsistence \nallowance shall, for the period exceeding one hundred and eighty days, be reduced to one-\nfourth of such salary.\nENQUIRY PROCEEDINGS:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "fourth of such salary.\nENQUIRY PROCEEDINGS:\n1. In the enquiry, the employee shall be entitled to appear in person or to be represented by an \nemployee of the Institute.\n2. The proceedings of the enquiry shall be recorded in English. However, the Institute shall \narrange for a Hindi or Gujarati translation of the proceedings at the request of the employee.\n3. The proceedings of the enquiry shall generally be completed within three months:"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "Provided that the period of three months may, for reasons to be recorded in writing, be \nextended by such further period as may be deemed necessary by the enquiry officer.\n4. If on the conclusion of the enquiry or, as the case may be, of the criminal proceeding, the \nemployee has been found guilty of the charges framed against him/her and it is considered, \nafter giving the employee concerned a reasonable opportunity of making representation on"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 72, "chroma:document": "the penalty proposed, that an order of dismissal or suspension or fine or stoppage of annual"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "64\nIIMA HR Policy Manual 2023increment or reduction in rank would meet the ends of justice, the competent authority shall \npass an order accordingly.\n Provided that where an order imposing fine or stoppage of annual increment or reduction in \nrank is passed under this clause, the employee shall be deemed to have been on duty during \nthe period of suspension and shall be entitled to the same emoluments as he/she would have"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "received if he/she had not been placed under suspension, after deducting the subsistence \nallowance paid to him/her for such period.\n5. If on the conclusion of the enquiry, or as the case may be, of the criminal proceedings, the \nemployee has been found to be not guilty of any of the charges framed against him/her, \nhe/she shall be deemed to have been on duty during the period of suspension and shall be \nentitled to the same salary as he/she would have received if he/she had not been placed"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "under suspension, after deducting the subsistence allowance paid to him/her for such period.\n6. The payment of subsistence allowance under these rules shall be subject to the employee \nconcerned not taking up any employment during the period of suspension.\n7. In awarding punishment under this rule, the competent authority shall take into account \nthe gravity of the misconduct, the previous record, if any, of the employee and any other"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "extenuating or aggravating circumstances that may exist. A copy of the order passed by the \ncompetent authority shall be supplied to the employee concerned.\n8. No order of discharge or dismissal shall be passed under the preceding rule unless the \nspecific charges on which such order is to be passed, are framed against the person in \nwriting, and given to the said person, so that he/she shall have reasonable opportunity to"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "show cause why the proposed action should not be taken against him/her, and submitting \nan explanation in writing within such time as may be prescribed by the appointing authority; \nprovided that the requirements may be waived if the facts on the basis of which action is to \nbe taken, have been established in a court of law or where the person absconded remains \nabsent without intimation for a period of not less than one month or where it is for any other"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "reason impracticable to communicate with him/her. In every case where all or any of the \nrequirements of this rule are waived, the reasons for so doing shall be recorded in writing.\nAPPEALS:\nAn employee who has been discharged or dismissed shall have a right to appeal against any order \npassed against him/her to an authority referred to as \u2018 Appellate Authority\u2019 in Annexure I. Every \nappeal shall comply with the following requirements."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "a) It shall be written in English, or, if not written in English, it shall be accompanied by a \ntranslation in English and shall be signed.\nb) It shall be presented, in concise, polite language and be free from irrelevant matter.\nc) It shall contain all material statements and arguments relied on and shall be complete in \nitself.\nd) It shall specify the relief desired.\ne) It shall be submitted to the authority which made the order appealed against within three"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 73, "chroma:document": "months from the date on which the Appellant receives a copy of the order appealed against \nprovided further that a copy of the appeal may be submitted directly to the appellate authority."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 74, "chroma:document": "65\nIIMA HR Policy Manual 2023f) It shall not be addressed to the authorities listed in Annexure I or to any member of the Board \nof Governors by name, and any such action shall be deemed a breach of discipline.\nCONSIDERATION OF APPEALS\nIn the case of an appeal against an order of discharge or dismissal, the appellate authority shall \nconsider:\na) Whether the procedure prescribed in the preceding paras has been complied with, and, if not, \nwhether such non-compliance has resulted in a miscarriage of justice,"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 74, "chroma:document": "b) whether the findings are justified, and\nc) whether the penalty imposed is excessive, adequate or inadequate and pass orders\n i) setting aside, reducing, confirming, enhancing the penalty, or \n ii) remitting the case to the appointing authority with such direction as it may deem fit in the \ncircumstances of the case.\n Provided that the appellate authority shall not impose any enhanced penalty unless the \nappellant is given an opportunity of making any representation which he/she may wish to"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 74, "chroma:document": "make against such an enhanced penalty.\nIMPLEMENT ATION OF ORDERS IN APPEAL\nThe authority which made the order appealed against shall give effect to the orders passed by the \nappellate authority.\nREVIEW OF ORDERS IN DISCIPLINARY CASES\nThe authority specified in Annexure I before which an appeal against an order imposing any of \nthe penalties, may of its own motion or otherwise, call for the records of the case in a disciplinary"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 74, "chroma:document": "proceeding, review any order passed in such a case, and pass such orders as it deems fit as if the \nemployee had preferred an appeal against such an order. No such review will be undertaken three \nmonths after the date of the order to be reviewed.\nBOARD\u2019S POWER TO REVIEW\n1. Notwithstanding anything contained above, the Board of Governors may, on its own motion, \nafter calling for the records of the case, review any order which is made or is appealable \nunder these rules."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 74, "chroma:document": "under these rules.\n2. An employee who has been discharged or dismissed or imposed any of the punishments by an \norder passed by the Board of Governors, can make a request to the Board for reconsideration \nof its decision, within one month from the date of receipt of the decision of the Board of \nGovernors. The Board after reconsideration may arrange to communicate its decision to the \nemployee concerned. Once such reconsideration is communicated the decision of the Board"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 74, "chroma:document": "will be final. No further appeal will lie against such a decision of the Board."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a6ae-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 75, "chroma:document": "66\nIIMA HR Policy Manual 2023PAY AND ALLOWANCES ON ACQUITT AL\nIf an employee of the Institute has been discharged or dismissed and charges are not proved \nagainst him/her, the appellate authority may grant him/her for the period of absence from duty\na) if he/she is fully exonerated, the full pay to which he/she would have been entitled if he/\nshe had not been discharged or dismissed, and by an order to be separately recorded, any"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 75, "chroma:document": "allowance of which he/she was in receipt prior to his/her discharge or dismissal,\nor\nb) if not fully exonerated, such proportion of such pay and allowances as the appellate authority \nmay prescribe.\n The period of absence from duty will be treated as period spent on duty in case of (a) above \nand it will not be treated as period spent on duty in case of (b) above unless the appellate \nauthority directs to the contrary.\nPROCEDURE FOR DISCIPLINARY PROCEEDINGS AFTER RETIREMENT:"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 75, "chroma:document": "Any disciplinary proceeding, if instituted by issue of charge sheet while the employee was in \nservice, whether before his retirement or during his re-employment, shall, after the retirement \nof the employee, be continued and concluded by the authority by which it was commenced, in \nthe same manner, as if the employee had continued in service. Such proceeding after retirement \nshould be completed expeditiously and within twelve months from the date of delivery of charge"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 75, "chroma:document": "sheet to the charged official, subject to Court Orders, if any. During the pendency of the disciplinary \nproceedings, the disciplinary authority may withhold payment of gratuity for ordering the recovery \nfrom gratuity of the whole or part of any pecuniary loss caused to the Institute.  If the employee \nis found in a disciplinary proceedings or judicial proceedings to have been guilty of offence or \nmisconduct as mentioned in the relevant Sections of the Payment of the Gratuity Act, 1972 (39"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a6ea-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 75, "chroma:document": "of 1972) or to have caused pecuniary loss to the Institute by misconduct or negligence during \nhis service, including service rendered on deputation or on re-employment after retirement, \nprovided that the provisions of relevant Sections of the Payment of Gratuity Act, 1972 shall be \nkept in view in the event of delayed payment, in case, the employee is fully exonerated"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 76, "chroma:document": "67\nIIMA HR Policy Manual 2023 ANNEXURE - I\nLIST OF APPOINTING AUTHORITIES, PUNISHING AUTHORITIES AND \nAPPELLATE AUTHORITIES FOR DIFFERENT CATEGORIES OF \nEMPLOYEES\nSr. \nNo.Pay Band of postsAppointing \nAuthorityAuthority competent \nto impose penaltyAppellate \nAuthority\n1 Faculty Director Director Board of \nGovernors\n2 Research Staff Dean (authority \ndelegated by the \nDirector)Dean \n(authority delegated by \nthe Director)Director\n3 Administrative Staff in \nPay Level 11 and aboveDirector Director Board of"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 76, "chroma:document": "Pay Level 11 and aboveDirector Director Board of \nGovernors\n4a Administrative Staff \nin Pay Level 6 to Pay \nLevel 10Chief Administrative \nOfficer (authority \ndelegated by the \nDirectorChief Administrative \nOfficer (authority \ndelegated by the \nDirector)Director\n4b Administrative Staff \nin Pay Level 1 to Pay \nLevel 5Associate Vice \nPresident \u2013 HR  \n(authority sub \ndelegated by the \nDirector)Associate Vice \nPresident \u2013 HR \n(authority sub \ndelegated by the \nDirector)Chief \nAdministrative \nOfficer"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 77, "chroma:document": "68\nIIMA HR Policy Manual 2023Institute\u2019s rules for maintaining attendance and leave policy.\n(1) OFFICE HOURS \n1.1 The Institute timings are from 9:00 am to 5:45 pm (Monday to Friday) Fifteen minutes of \ngrace period is given to each employee in case of delay due to unforeseen circumstances in the \nmorning. This period of grace timemay be condoned unless it becomes a matter of frequent \nhabit. \n1.2 The Head of the Department has to ensure that:"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 77, "chroma:document": "1.2.1 The staff take a lunch break during specified hours (i.e. between 1:00 pm to 1:45 pm).\n1.2.2   The staff follow office time while coming to the office and leaving the office. \n1.2.3 The staff punch their presence via the biometric system in the terminal nearest to \ntheir department.\n1.3 For the staff working on shift-basis, the timings will be decided by the HoD, according to the \nnature of work in the department. The shift timings, if different from the regular timings,"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 77, "chroma:document": "should be shared with the HR Office by every 1st day of the month.\n1.4 Late attendance up to an hour for not more than two occasions in a month may be condoned \nby the Supervisor. Half-a-day Casual Leave will be debited for reporting late on the third \noccurrence. If the CL balance of the particular employee is nil, it will lead to deduction of EL. \n1.5 If an employee does not improve on his punctuality; the Institute may initiate   disciplinary"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a73a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 77, "chroma:document": "actions against the concerned employee in addition to the debiting of half-a-day\u2019s Casual \nLeave to his account.  \n1.6 It will be the responsibility of the HoD to inform the HR office regarding subordinates who \nremain absent from duty without informing or prior permission of the concerned authority. \nSuch unauthorised absence, if not condoned, can mean break-in-service. \n1.7 The HoD should inform the HR Office, if an employee has obtained permission to attend late \nor to leave the office early."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a744-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 77, "chroma:document": "or to leave the office early. \n(2) PROCEDURE FOR GRANTING LEAVE\n2.1 The grant of leave to the Institute employee is governed by the Institute Leave Rules.  These \nrules are framed in line with the leave rules applicable to the Central Government employees.\nCHAPTER 6\nLEAVE AND ATTENDANCE"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a758-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 78, "chroma:document": "69\nIIMA HR Policy Manual 20232.2 Leave cannot be claimed as a matter of right. Based on the Institute\u2019s requirement or public \nexigencies, leave can be denied. \n2.3 The leave sanctioning authority may refuse or revoke leaves of any kind but cannot alter the \nkind of leave due and applied for. \n2.4 The reasons for leave should invariably be indicated in the leave application.\n2.5 Any planned leave for more than two days should be applied at least 10 days before the start \nof the leave."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a762-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 78, "chroma:document": "of the leave.\n2.6 On return from a leave of more than ten days, the employee should report for duty to the HoD \nand inform to the HR Office. \n2.7 Leave should be applied through ESS in the same month in which it is availed. \n2.8 Absence without leave not in the continuation of any authorised leave will constitute an \ninterruption of service unless it is regularized.\n(3) EXTENSION OF LEAVE \n3.1 Requests for extension of leave should be avoided as far as possible. Applications for extension"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a776-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 78, "chroma:document": "of leave should be submitted well in advance of the date of expiry of the leave already \nsanctioned through the Supervisor concerned. It should not be assumed that an extension \nwill always be granted. \n3.2 If an employee is unable to resume duty on the due date on account of any unforeseen \ncircumstances, he must send an immediate intimation to the Concerned HoD stating the \nreason of his inability to attend Office on the due date."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a780-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 78, "chroma:document": "3.3 Extension of leave without proper sanction will lead to the deduction of half pay leave (HPL) \nagainst the HPL account of the employee to the extent HPL is due, and the excess will be \ntreated as Extra Ordinary Leave (EOL). No leave salary is admissible for the entire period of \nextension of leave without sanction and such period will not be counted under the qualifying \nservice. \n3.4 If employee is absent without proper sanction of leave, it will be treated as EOLWP .\n(4) CANCELLATION OF LEAVE"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a78a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 78, "chroma:document": "(4) CANCELLATION OF LEAVE\n4.1 Cancellation of leave by the employee should be applied and approved by the supervisor. \n(5) KINDS OF LEAVE\n5.1 LEAVE TYPE 1: CASUAL LEAVE\n5.1.1 Casual leave admissible to an employee is eight days for a calendar year, subject to the \ncondition that not more than five days\u2019 casual leave may be allowed at a time.\n5.1.2 Casual leave can be combined with Special Casual leave but not with any other kind of \nleave."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a79e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 78, "chroma:document": "leave.\n5.1.3 Sundays and Holidays falling during a period of Casual Leave are not counted as part \nof Casual Leave."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a7a8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 79, "chroma:document": "70\nIIMA HR Policy Manual 20235.1.4 Sundays/public holidays/restricted holidays/weekly offs can be prefixed/ suffixed to \nCasual Leave.\n5.1.5 Casual Leave can be taken while on tour, but no daily allowance will be admissible for \nthe period.\n5.1.6 Casual leave can be taken for half-day also. If CL is availed forenoon, then the person \nmust join duty by the end of lunch hours (13:45 in case of general duty).\n5.1.7 Casual leave cannot be accumulated. Leave not availed in a particular calendar year"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a7bc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 79, "chroma:document": "will lapse at the end of that year.\n5.1.8 Employees appointed on term basis would be entitled for Casual leave, but it will be \ngranted to him proportionately.\n5.1.9 If a person joins in the middle of a year, casual leave will be granted to him \nproportionately.\n5.1.10 As far as possible Casual Leave should not be kept unutilised till December. Availing \nthe accumulated casual leave in the last month results in disruption of work. \n5.1.11 LTC/Leave Encashment can be availed during Casual Leave."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a7c6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 79, "chroma:document": "5.2 LEAVE TYPE 2: EARNED LEAVE \n5.2.1 The administrative staff is entitled to 30 days of Earned Leave.  Fifteen days will be \ncredited to the employee\u2019s account on 1st of January and 15 days on 1st of July.\n5.2.2 The existing ceiling on the accumulation of EL is 300 days.\n5.2.3 The credit rate is 2 \u00bd days per completed calendar month.\n5.2.4 Earned Leave can be availed up to 180 days at a time.\n5.2.5 The credit for the half-year in which an employee joins the service in the middle of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a7d0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 79, "chroma:document": "year will be afforded only at the rate of 2\u00bd days per completed calendar month up to \nthe date of his term.\n5.2.6 If such employees are absorbed in the Institute services at the end of tenure/term, the \nleave like EL, CL & HPL would be carried forward to his/her account. \n5.2.7 Earned Leave will be reduced by 1/10th of EOL availed and/or the period of * dies non \nduring the previous half year, subject to a maximum of 15 days and to the extent of \nsuch credit only."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a7e4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 79, "chroma:document": "such credit only.\n5.2.8 The EL application has to be submitted through ESS to the head of the department for \napproval 15 days prior to the start of the leave.\n5.2.9 The credit for the half-year in which an employee is due to retire or resigns from the \nservice shall be afforded only at the rate of two & half days per completed calendar \nmonth up to the date of retirement or resignation.\n5.2.10 When an employee is removed or dismissed from service, credit of earned leave shall"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a7ee-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 79, "chroma:document": "be allowed at the rate of two & half days per completed calendar month up to the \nend of the calendar month preceding the calendar month in which he is removed or \ndismissed from service."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a802-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "71\nIIMA HR Policy Manual 20235.2.11 When an employee dies while in service, credit of earned leave shall be allowed at the \nrate of two & half days per completed month of service up to the date of death of the \nemployee .\n5.3 LEAVE TYPE 3: HALF PAY LEAVE\n5.3.1 Half pay leave is credited in advance at the rate of 10 days on the 1st of January and \n1st of July every year. The advance credit for the half-year in which an employee of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a80c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "the Institute is appointed will be at the rate of 5/3 days for each completed calendar \nmonth of service he/she is likely to render in the half-year.\n5.3.2 The half pay leave to be credited every half-year will be reduced at the rate of one-\neighteenth of the period of * dies non /suspension treated as dies non , during the \nprevious half- year, subject to a maximum of ten days.\n5.3.3 The credit for the half-year in which an employee of the Institute is due to retire/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a816-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "resigns will be afforded at the rate of 5/3 days for each completed calendar month in \nthat half-year up to the date of retirement/resignation.\n5.3.4 The credit for the half-year in which an employee is removed/ dismissed from service \nor dies in service will be afforded at the rate of 5/3 day per completed calendar month \nup to the end of the calendar month preceding the calendar month in which he/she is \nremoved/dismissed/dies."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a82a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "removed/dismissed/dies.\n5.3.5 While affording credit of half pay leave, fraction of a day shall be rounded off to the \nnearest day.\n *In service terms, \u201c dies non \u201d means a day, which cannot be treated as duty for any \npurpose. It does not constitute break in service. But the period treated as \u2018dies non\u2019 does \nnot qualify as service for pensionary benefits or increment.\n5.4 LEAVE TYPE 4: COMMUTED LEAVE \n5.4.1 Commuted leave not exceeding half the amount of half-pay leave due can be taken on"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a834-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "medical ground.\n5.4.2 Commuted leave up to a maximum of 90 days can be taken during the entire service \nwithout medical certificate where such leave is utilised for an approved course of \nstudy certified to be in the public interest.\n5.4.3 Commuted leave up to a maximum of 60 days can be granted to a female employee of \nthe Institute in continuation of maternity leave without a medical certificate.\n5.4.4 Commuted leave up to a maximum of 60 days can be granted without a medical"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a83e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "certificate to a female employee with less than two living children, on the adoption of \na child less than one-year-old.\n5.4.5 If commuted leave is taken, twice the number of days availed should be debited in the \nhalf pay leave account.\n5.4.6 When an employee, granted commuted leave, quits service voluntarily without \nreturning to duty, the commuted leave will be treated as half pay leave, and the excess \nleave salary recovered. If the retirement is by reason of ill-health incapacitating him/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a852-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 80, "chroma:document": "her for further service or in the event of death, recovery should not be made."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a85c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 81, "chroma:document": "72\nIIMA HR Policy Manual 20235.4.7 On joining back after completion of commuted leave due to medical reason, the \nemployee has to submit medical and fitness certificate on the day of joining along with \nleave application in ESS. \n5.4.8 In absence of timely submission of leave application with medical and fitness \ncertificate, HPL will be debited.\n5.4.9 The authority competent to grant leave may, at its discretion, secure a second medical"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a866-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 81, "chroma:document": "opinion by requesting a Government Medical Officer not below the rank of a Civil \nSurgeon or Staff Surgeon, to have the applicant medically examined on the earliest \npossible date.\n5.5 LEAVE TYPE 5: EXTRAORDINARY LEAVE\n5.5.1 Extraordinary leave is granted to an employee when no other leave is admissible or \nwhen other leave is admissible, but the employee applies in writing for extraordinary \nleave.\n5.5.2 Extraordinary leave cannot be availed concurrently during the notice period when"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a87a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 81, "chroma:document": "going on voluntary retirement.\n5.5.3 The Extraordinary leave without pay can be applied on personal ground only. The \nsanction of this leave will be at the sole discretion of the Director.\n5.5.4 If sanctioned, the Extraordinary Leave without pay will be for the duration of maximum \none year only. \n5.5.5 Sanction of this leave is not automatic, but is subject to the exigencies of work at the \nInstitute.\n5.5.6 The leave will be available only to those administrative staff who are confirmed in the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a884-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 81, "chroma:document": "service, and who have put in a minimum of eight years\u2019 service in the Institute.\n5.5.7 This leave cannot be combined with any other type of leave.\n5.5.8 The leave can be availed at most on two occasions, but the total duration of leave \navailed on both the occasions put together should not exceed one year.\n5.5.9 Three months\u2019 advance notice is to be given to the Institute to avail of this leave.\n5.5.10 For administrative purposes, the absence from duty will be treated as extraordinary"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a88e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 81, "chroma:document": "leave without pay as understood in the leave rule in vogue for Government of India \nemployees.\n5.5.11 Grant of Extraordinary Leave is on the specific understanding that if the employee \ndoes not re-join duty on the expiry of his leave, his appointment at the Institute will \nbe treated as terminated.\n5.5.12 Limit: No leave of any kind can be granted to a permanent employee for a continuous \nperiod exceeding five years. Subject to this limitation, any amount of EOL may be \nsanctioned to a permanent employee."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8a2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 82, "chroma:document": "73\nIIMA HR Policy Manual 20235.6  LEAVE TYPE 6: MATERNITY LEAVE \n5.6.1  Admissible to married/unmarried female employees during\u2014\n5.6.1.1 Pregnancy:  180 days. - Admissible only to employees with less than two \nsurviving children.\n5.6.1.2 Miscarriage/abortion (induced or otherwise):  Total of 45 days in the entire \nservice. Admissible irrespective of number of surviving children. The \napplication in ESS should be supported by a certificate from a Registered \nMedical Practitioner."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8ac-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 82, "chroma:document": "Medical Practitioner.\n5.6.2 The leave is not debited to the leave account.\n5.6.3 It is granted on full pay.\n5.6.4 It may be combined with leave of any other kind.\n5.6.5 Any leave (including commuted leave up to 60 days and leave not due) may be taken \nwithout medical certificate up to two years in continuation.\n5.6.6 It is counted as service for increments.\n5.6.7 It is counted  as service for pension.\n5.6.8 It is  not admissible for \u2018threatened abortion\u2019."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8c0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 82, "chroma:document": "5.6.9 The employee has to submit the hospital discharge certificate and a copy of birth \ncertificate of the child after availing the maternity leave.\n5.7 LEAVE TYPE 7: PATERNITY LEAVE\n5.7.1 A male Government servant with less than two surviving children, may be granted \nPaternity Leave for a period of 15 days, during the confinement of his wife for \nchildbirth, i.e., up to 15 days before, or up to six months from the date of delivery of \nthe child."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8ca-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 82, "chroma:document": "the child.\n5.7.2 The Leave application in ESS should be submitted well in advance.\n5.7.3 The salary would be equal to last pay drawn.\n5.7.4 Paternity leave will not be debited to the leave account. This leave may be combined \nwith  any other kind of leave except casual leave a s in the case of maternity leave.\n5.7.5 The leave is not to be refused under normal circumstances\n5.7.6 The employee has to submit the discharge certificate of wife\u2019s hospitalization and a"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8d4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 82, "chroma:document": "copy of birth certificate of the baby at the time of applying for paternity leave."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8de-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 83, "chroma:document": "74\nIIMA HR Policy Manual 20235.8  LEAVE TYPE 8: LEAVE TO FEMALE EMPLOYEES ON ADOPTION OF CHILD\n5.8.1 A female employee, with fewer than two surviving children, on valid adoption of a \nchild below the age of one year may be granted child adoption leave, by an authority \ncompetent to grant leave, for 180 days immediately after the date of adoption.Child \nincludes a child taken as a ward under the Guardians and Ward Act, 1890 subject to \nconditions."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8f2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 83, "chroma:document": "conditions.\n5.8.2 During the period of child adoption leave, the female employee will be paid leave \nsalary equal to the pay drawn immediately before proceeding on leave.\n5.8.3 Child adoption leave may be combined with leave of any other kind.\n5.8.4 Other conditions will remain as declared by the Government of India under the \ncategory of Child Adoption Leave.\n(6) ENCASHMENT OF EARNED LEAVE\n6.1 Encashment of EL is limited to 10 days on one occasion while availing LTC without linkage to"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a8fc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 83, "chroma:document": "the number of days and nature of leave availed and 60 days in the entire career. \n6.2 At the time of EL encashment, the balance at credit should be not less than 30 days after \ndeducting the total number of leaves, if any availed plus leave for which encashment was \navailed.\n6.3 In case within the same block, one has availed both \u2018home town\u2019 as well as \u2018anywhere in India\u2019 \nseparately, encashment of leave is restricted to one occasion only."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a910-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 83, "chroma:document": "6.4 To process the LTC advance/claim form or leave encashment, the request has to be submitted \nto the HR office.\n6.5 After processing, the same it will be sent to the Accounts department for further process.\n6.6 Rules mentioned herewith are for leave encashment. Rules and process for application of LTC \nwill apply as it is. \n(7) PUBLIC HOLIDAYS AND RESTRICTED HOLIDAYS\nThe Institute will observe public holidays and restricted holidays in a calendar year as approved"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 83, "chroma:document": "by the Director based on the list of holidays declared by the Government of India every year."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 84, "chroma:document": "75\nIIMA HR Policy Manual 2023\nThe effective use of manpower resources of any organization depends to a considerable degree, \nupon an effective Performance Management Programme there. Evaluating people\u2019s performance \nis a complex process - which needs to be timely, fair, and consistent. Performance management \nis a critical and effective tool in the development and optimization of human resources in \nan organization. It helps people in the organization to consciously aim at improving upon the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 84, "chroma:document": "individual performance and thus increase organizational effectiveness.\n1. The process of performance appraisal will start with the exercise of distribution of Performance \nappraisal forms of the employee to the concerned HOD every year during June or as and when \nan employee completes his/her term either as a probationer or otherwise.\n2. Employees who have completed a minimum six months of service are identified for \nperformance review."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 84, "chroma:document": "performance review.\n3. Performance evaluation forms are written annually for the period from 1st July to 30th June \nfor permanent employees. HR Department will send the appraisal forms to TBSC employees \nevery year as per their schedule.\n4. The Performance evaluation forms shall comprise of self-appraisal form (to be filled in by the \nappraisee). The appraiser evaluation should be written by the reporting Manager immediately"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 84, "chroma:document": "superior to the employee concerned and reviewed by the next higher authority. In both cases, \nthey should have supervised the work for not less than three months. For computing of \nthree months, any leave for more than 15 days should be deducted. If the employee is under \nsuspension, he should write or review the reports within two months of date of suspension \nor one month of the due date of completion of performance review forms, whichever is later."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a956-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 84, "chroma:document": "If the employee concerned happens to be a relative, reporting or reviewing should be done by \nthe next higher authority.\n5. The appraisee may be called by his/her supervisor for a performance review meeting where \nthe performance of the appraisee is discussed at length and the discussions recorded.  The \nappraisee is required to make an honest self-appraisal before discussing with the supervisor. \n6. The assessment must be made on performance and behaviour on the job, which requires"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a96a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 84, "chroma:document": "specific facts to be recorded before arriving at a quantitative appraisal of the employee.\n7. The Reviewing Manager/HOD may make recommendations regarding priorities based on the \nperformance of the person. It is mandatory for HOD to give at least THREE justifications for \ntheir rating. While rating, there must be an attempt to differentiate the various members of \nthe team based on their performance. CHAPTER 7\nPERFORMANCE REVIEW"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 85, "chroma:document": "76\nIIMA HR Policy Manual 20238. The performance evaluation forms compiled by HR Department are submitted to SEDC (Staff \nEvaluation and Development Committee) or OEDC (Officer\u2019s Evaluations and Development \nCommittee) for its review and recommendations\n9. The SEDC/OEDC recommendations willbe implemented, subject to the Director\u2019s approval. \nPERFORMANCE APPRAISAL FOR MANAGERS - GUIDELINES\n1. The performance of every Manager is appraised annually.\n2. The appraisal aims at documenting"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302a97e-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 85, "chroma:document": "2. The appraisal aims at documenting\n(i) the nature of work done,\n(ii) quality of work done,\n(iii) outstanding contribution made,\n(iv) conditions under which various tasks have been performed,\n(v) suggestions for improvements (appraisee\u2019s as well as appraiser\u2019s), and\n(vi) developmental needs.\n3. The appraisal aims at an assessment of the extent to which certain qualities (managerial \nand behavioral) considered as desirable for effective functioning as an Manager at IIMA, are"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 85, "chroma:document": "exhibited by the candidate.  Such an assessment, along with a performance review discussion \nby each appraiser with the appraisee officer is expected to help the appraisee officer to \nstrengthen his competencies as an officer.\n4. The annual performance appraisal of officers requires a high degree of involvement of the \nofficers in the form of listing his/her tasks, accomplishments, difficulties, developmental \nneeds, etc. and discussing with the appraiser support requirements, etc. during the review"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 85, "chroma:document": "period.\n5. Based on the assessments made in the appraisal form, rewards (as and when applicable/\npossible) and development decisions (training, field visits, job-rotation, etc.) may be taken from \ntime to time. Besides this, the appraisal process itself is intended to provide an opportunity \nfor improving one\u2019s own effectiveness on the job through better planning, communication, \nand insights about job-performance."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 86, "chroma:document": "77\nIIMA HR Policy Manual 2023"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 87, "chroma:document": "78\nIIMA HR Policy Manual 2023"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 88, "chroma:document": "79\nIIMA HR Policy Manual 2023"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 89, "chroma:document": "80\nIIMA HR Policy Manual 2023"}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 90, "chroma:document": "81\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 91, "chroma:document": "82\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 92, "chroma:document": "83\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa0a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 93, "chroma:document": "84\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa14-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 94, "chroma:document": "85\nIIMA HR Policy Manual 20231. PREAMBLE \n \nThe Promotion Policy is a step in the direction of developing a comprehensive human resource \nframework for the Institute. The Promotion Policy is one of the components of that framework \nto specifically address the issue of promotion of employees. For the Promotion Policy to be \neffective, it is important to develop a scientific appraisal system, staff training and development"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa28-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 94, "chroma:document": "programme and link them with the promotion. As promotion is a process of reward, incentive, \nencouragement, appreciation of very good performance and enabling personal growth of an \nemployee, it is important that the Institute takes up the responsibility of institutionalizing staff \ndevelopment and training so that the aspiration of the employee is balanced with the interest of \nthe Institute.\n2. THE POLICY IN BRIEF (FOR GROUP B/C/D)\n1. The policy covers the following Levels: \nSr."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa32-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 94, "chroma:document": "1. The policy covers the following Levels: \nSr. \nNo.Levels under 7th CPC Old GP under 6th CPC Group\n1 Level 1 1300/1650/1800 D\n2 Level 2 1900 D/C\n3 Level 3 2000 D\n4 Level 4 2400 D/C\n5 Level 5 2800 D/C\n6 Level 6 4200 B\n7 Level 7 4600 B\n8 Level 8 4800 B\n9 Level 9 5400 (non Manager) B\n2. The policy is based on the principle of Seniority-cum-performance.\n3. At the lowest level, the promotion is entirely based on seniority and merit, with"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa3c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 94, "chroma:document": "seniority getting reasonable weightage. At higher levels, merit and background gain \nweightage.\nCHAPTER 8\nPROMOTION POLICY"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa50-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "86\nIIMA HR Policy Manual 20234. The policy is applicable up to the Level 9 for employees (other than permanent \nresearch staff, academic associates and research staff).\n5. The cut-off date for consideration is June 30th of every year, the date on which the \nappraisal is done. So the period for consideration is July 1 to June 30.\n6. The Promotion Exercise for staff will be conducted once in a year after receiving all \nPerformance Appraisal forms, normally between September - October."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa5a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "7. In the case of professional and technical positions or other post present or to be created \nin the future, which requires specific professional qualification and/or technical skills \nthe same will be filled up with employees who possess such professional qualification \nor skill or technical competence. For recruitment and promotions to such posts \npreference weightages, as and when permissible, for an internal candidate shall be \nevolved, and the SEDC will finalize the criteria."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa6e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "evolved, and the SEDC will finalize the criteria.\n3. SOME IMPORT ANT COMMON PROMOTION PARAMETERS FOR ST AFF \nPROMOTIONS: \n1. Length of Service/ Seniority: Seniority means the number of years spent by staff in \na particular substantive level/scale/position from the last promotion or DOJ (in case \nof fresher). Two points are given for every year\u2019s service. Every time a promotion is \ngranted, the seniority gained so far is nullified, and it starts afresh in the new level/\nposition ."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa78-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "position . \n In a case where the internal examination is to be conducted for the promotion exercise \nand one of the eligibility criteria to appear for such exercise is service in any level (e.g. \nfor promotion to Level 10 from Level 7 or Level 8 or Level 9 with minimum 5 years\u2019 \nof service in the Institute) then in such cases one point for every year\u2019s service will be \nconsidered from the date of joining the minimum Level of eligibility and not from last \npromotion date."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa82-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "promotion date. \n2. Annual Appraisal/ Merit: Merit is one of the important components in the proposed \nscheme of promotion. A staff member undergoes an annual performance appraisal. \nThis annual performance appraisal has a rating submitted by the supervisor. Merit \nscore is derived from the ratings received by individual staff members after each \nyear\u2019s performance appraisal. The maximum points under merit will be 50 points. \nFollowing is the conversion of the ratings of each year into points:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aa96-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "Merit Score for the year= Performance Appraisal Score/10\n SEDC may normalize the score at the time of review, in case members feel that there is \ntoo much variation in the score awarded by various supervisors.  \n In case, the employees\u2019 promotion is delayed due to non-performance or any other \nreason, the performance appraisal score of last five years should be considered.\n3. Educational Qualification:  Institute has specified required qualifications for all"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aaa0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 95, "chroma:document": "jobs. Apart from the qualification acquired at the time of joining, a staff member \nmay acquire an additional qualification during the period of consideration. For such \nadditional qualification, a maximum of ten points are earmarked for the purpose of \npromotion. Depending on a candidate\u2019s achievement in terms of qualifications, the \nSEDC will grant him/her points from 0 to 10, as per the following:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aab4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 96, "chroma:document": "87\nIIMA HR Policy Manual 2023Sr.Qualification Points\n1 Successful completion of any Master\u2019s Degree. 10\n2 Successful completion of any Graduation or any Post Graduate \nDiploma of minimum duration of one year.08\n3 Successful completion of any Diploma course or any ITI or \nprofessional course of minimum period of one year.06\n4 Successful completion of any Diploma / Certificate course or any \nITI course of minimum period of six months.04\n5 Training (1 point each for completing 5 days of training) 02\n4. Others:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aabe-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 96, "chroma:document": "4. Others:\n1. Category wise Eligibility Score, termed as \u201cVery Good\u201d , for promotion is as \nfollows:\nSr. CategoryPromotion with\nGroup changePromotion without\nGroup Change, but Level \nchange\n1 General / OBC / \nPC75 out of 100 70 out of 100\n2 SC / ST 65 out of 100 60 out of 100\n2. HR Department will maintain the scorecard for all employees coming under the \npurview of this policy. HR Department will put up to SEDC all those cases where"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aac8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 96, "chroma:document": "an employee has completed required years of service on the date of review (1st \nJuly) after DOJ or date of last promotion (DOLP). \n3. Based on the availability of vacancies, the selected candidate(s) shall be \nconsidered for promotion by the Institute.\n4. This exercise of promotion may be undertaken once in a year, most probably \nduring September \u2013 October. The effect of the promotion would be given from \nthe date as decided by the SEDC and based on vacancy available for promotion."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aadc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 96, "chroma:document": "5. Any administrative delay in decision making may not have any bearing on the \neffective dates as decided by SEDC. \n6. An employee who is unable to get promotion in a particular year after he has \nbeen considered by the Committee will have to wait until the next year when \na similar exercise is undertaken. In such cases, there will be loss of seniority \nof one year. SEDC may decide to waive this off if the reason for holding back \npromotion was other than merit."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 96, "chroma:document": "promotion was other than merit. \n7. Those employees who intend to know their score will be informed of the \nscore earned every year after the process of awarding the promotion has been \ncompleted.\n8. Any employee whose rating on merit parameter in a particular year is appraised \nas poor, shall be informed about it and allowed to represent his/her case to the \nSEDC for review."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aaf0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 97, "chroma:document": "88\nIIMA HR Policy Manual 20239. In case of awarding financial upgradation/ promotion to the employees near \nto their retirement, employees retiring within 12 months\u2019 period from the date \nof completion of promotion cycle (i.e. 30th June) can be considered for such \npurpose with relaxation in promotion criteria, provided they have performed \nvery well and obtained appropriate score in last five years.\n4. PROMOTION POLICY (FINANCIAL UPGRADATION) FOR EXISTING GROUP D \nEMPLOYEES:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aafa-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 97, "chroma:document": "EMPLOYEES: \nFor existing Group D employees, the promotion is either through Personal Promotion (PP), Special \nPromotion (SP), Special Review One (SR-1) or Special Review Two (SR-2). As per the existing \npolicy, the type of promotion depends on the number of years an individual has completed at the \nInstitute from the date of joining. PP , SP , SR-1, and SR-2 is given to the employee, if the employee \nhas completed 8, 16, 27 and 33/35 years respectively from the date of joining (DOJ) or as revised"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab0e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 97, "chroma:document": "from time to time. Now, as all existing Group D employees who were in 6th CPC GP 1300 and GP \n1650 have been moved to Level 1 (GP 1800) irrespective of their service, the personal promotion \nwhich was available at GP 1650 on completion of 8 years of service in GP 1300 has been removed \nfrom the new policy. In the given circumstances, SEDC has introduced GP 2000 in Group C, special \npromotion-2 at GP 2000 with 20 years of service from the date of joining. So, now for existing"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab18-9793-11ee-86fe-0ec65110b511
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metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 97, "chroma:document": "Group D employees SP-1, SP-2, SR-1, and SR-2 are available to the employee if the employee has \ncompleted 10, 20, 27 and 33/35 years respectively from the date of joining (DOJ). \nSEDC will consider following promotion criteria for financial upgradation of Group D employees:\nSr. Particulars Max. points \n1 Length of Service/Seniority 20\n2 Annual Appraisal 50\n3 SEDC review / interactions 30\n Total 100\nEvery year HR Department needs to submit the list of Group D employees, to review the cases for"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab2c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 97, "chroma:document": "such promotions. SEDC may review the individual cases and decide on the promotion. Following \nconditions needs to be taken into consideration for Special Promotion of Group D employees:\n1. The staff member under consideration should have obtained a \u201cvery good\u201d  cumulative score \nduring the last five assessment years and should have a track record of excellent service in the \nInstitute. Category wise eligibility score for promotion is as follows:\nSr. Category Promotion without Group change"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab36-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 97, "chroma:document": "Sr. Category Promotion without Group change\n1 General / OBC / PC 70 out of 100\n2 SC / ST 60 out of 100\n2. He should not have indulged in any serious indiscipline at the Institute.\n3. The staff member may be moved from one section to another, depending on the need of \nthe Institute. Such staff members may also be required to undergo relevant training as per \npresent or future requirements of the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab40-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 98, "chroma:document": "89\nIIMA HR Policy Manual 20234. Financial upgradation under the scheme shall be allowed in the immediate next higher level \npay in the hierarchy of revised levels as per the policy of the Institute.\n5. Financial upgradation would be on non-functional basis (i.e. Group D employee is categorised \nas Group D only) subject to eligibility and within the Group. \n6. As such there shall be no additional financial upgradation for the senior employee on the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab54-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 98, "chroma:document": "ground that the junior employee in the level has got higher pay under the Scheme. If the \nsenior employee remains on LWP or/and does not enhance the education qualification, then \npossible that a junior employee may get an advantage compared to a senior employee.\n7. Following are the existing Level change in the Institute for Group D employees:\nSr. LevelType of \nPromotionMinimum service in the Institute (from DOJ)\n1 1 -- Entry\n2 2 SP #1 10 years\n3 3 SP #2 20 years\n4 4 SR #1 27 years"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab5e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 98, "chroma:document": "3 3 SP #2 20 years\n4 4 SR #1 27 years\n5 5 SR #2 33/35 years (33 years to be considered, in case \nemployee is retiring in the year immediate after \nreview period/year).\n5. PROMOTION POLICY FOR EXISTING GROUP D EMPLOYEES TO GROUP C \n(PROMOTION WITH GROUP CHANGE) AT ONE LEVEL HIGHER IN GROUP C \nTO THE CURRENT LEVEL IN GROUP D:\n1. Methodology: Written Test and Interview.\n2. Eligibility: Group D employee of IIMA,,\ni. with minimum graduation from a recognised university at the time of review,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab68-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 98, "chroma:document": "ii. minimum service of 5 years,\niii. with \u201cvery good\u201d  remarks in the Performance Evaluation Reports during last \nfive years.\niv. fulfilling all other financial upgradation/ promotion criteria.\n3. Syllabus:  The syllabus of the written test may be as follows:\nSr. Topic Marks\n1 General English (Written and Spoken \u2013 equivalent to SCOPE \nsyllabus defined by Government of Gujarat) \u2013 Lower English30\n3 Computer awareness (MS-Office-Word, Excel, Power Point, Internet,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab7c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 98, "chroma:document": "E-Mail) equivalent to CCC of Govt.of Gujarat 25\n4 Numerical ability (similar to Bank\u2019s clerk examination) 15\n5 Reasoning ability (similar to Bank\u2019s clerk examination) 15\n6 General awareness (similar to Bank\u2019s clerk examination) 15\nTotal 100"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab86-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 99, "chroma:document": "90\nIIMA HR Policy Manual 2023Note:  The syllabus may be changed from time to time, depending on the Institutional \nrequirement.\n4. Agency for Training:  HR Department may select as per the standard procedure in \nconsultation with SEDC. It may be a third party agency having sufficient experience of \nconducting such training. \n5. Agency for Test:  HR Department may select as per the standard procedure in \nconsultation with SEDC. It may be a third party agency having sufficient experience of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ab90-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 99, "chroma:document": "conducting such training. \n6. The criteria for promotion recommendation are as follows:\nSr. Grade Max. points\n1 Length of Service/Seniority 10\n2 Annual Appraisal 50\n3 Qualification 10\n4 Written Test (weightage) 10\n5 SEDC review / interactions 20\nTotal 100\n7. Category wise Eligibility Score, named as \u201cVery Good\u201d , for promotion is as follows:\nSr. Category Promotion with Group change\n1 General / OBC / PC 75 out of 100\n2 SC / ST 65 out of 100"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aba4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 99, "chroma:document": "2 SC / ST 65 out of 100\n8. ScoreCard:  The scorecard for each eligible candidate, will be prepared based on \ncriteria and eligibility score.\n9. Select list / Merit list: The Select list / Merit list shall be prepared based on the above \nconditions and put up for the approval of the Director. As and when a vacancy arises \nin the clerical cadre, it will be announced to the shortlisted candidates and they can \nappear for an interview before the selection committee."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abae-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 99, "chroma:document": "10. Selection Committee:  The selection committee will consist following:\n\u2022 Chairperson, SEDC or a member of SEDC nominated by him/ her \n\u2022 Chairperson of related Area/ Group / Centre (where vacancy exists) or his/her \nrepresentative not below the level of supervisor.\n\u2022 CAO/CFO or his/her nominee not below an Manager.\n\u2022 Associate Vice President-HR\n The selection committee may suggest promotion based on the fitment of the candidate"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abc2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 99, "chroma:document": "on the vacant position. While giving suggestions for promotion, the selection \ncommittee may also see the category wise promotion criteria."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abcc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 100, "chroma:document": "91\nIIMA HR Policy Manual 202311. Validity of Score: The score will be valid for two years.\n12. Others:  If vacancy could not be filled up with promotion process, the Institute can fill \nup the same by inviting open applications through advertisement.\n6. PROMOTION POLICY FOR GROUP C EMPLOYEES TO GROUP C (ONLY LEVEL \nCHANGE): \nGENERAL POINTS:\na. An employee obtaining a certain level of the score as enumerated hereafter in this \npolicy becomes eligible for regular promotion."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abd6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 100, "chroma:document": "policy becomes eligible for regular promotion.\nb. This promotion policy shall be reviewed every three years.\nc. Regular promotion under this policy covers all the staff cadre. \nd. All the important promotion parameters for promotions mentioned at point 3 is \napplicable.\ne. The criteria for promotion recommendation are as follows:\nSr. Particulars Max. points \n1 Length of Service/Seniority 10\n2 Annual Appraisal 50\n3 Education Qualification 10\n3 SEDC review / interactions 30\n Total 100"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abe0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 100, "chroma:document": "3 SEDC review / interactions 30\n Total 100\nf. Following are the levels for Group C employees with minimum years of service for \npromotion to next level:\nSr.Promotion \nGroupLevelMin. years of service (as on 30th June of \nthe year) required in previous Level for \npromotion\n1 C Level 2\n(GP 1900)Entry in Group C.\n2 C Level 4\n(GP 2400)5 years in Level 2\n3 C Level 5\n(GP 2800)5 years in Level 4\n7. PROMOTION POLICY FOR GROUP C EMPLOYEES TO GROUP B \u2013 LEVEL 6 \n(PROMOTION WITH LEVEL CHANGE AND GROUP CHANGE):"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abf4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 100, "chroma:document": "(PROMOTION WITH LEVEL CHANGE AND GROUP CHANGE):\n1. Methodology: Written Test and Interview.\n2. Eligibility: Group C employee of IIMA,\ni. with minimum graduation from a recognised university,\nii. with minimum service period of five (5) years,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302abfe-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 101, "chroma:document": "92\nIIMA HR Policy Manual 2023iii. working in Level 4 or Level 5,\niv. with \u201cvery good\u201d  remarks in the Performance Evaluation Reports during last \nfive years.\nv. fulfilling all other financial upgradation/ promotion criteria.\n3. Syllabus:  The syllabus of the written test may be as follows:\nSr. Topic Marks\n1 IIMA Systems & procedures (subject Knowledge of systems and \nprocedures adopted by various departments of IIMA and general \nknowledge about IIMA)Pass with \nmin. 50% \nmarks"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac12-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 101, "chroma:document": "knowledge about IIMA)Pass with \nmin. 50% \nmarks\n2 General English (Written and Spoken \u2013 equivalent to SCOPE \nsyllabus defined by Government of Gujarat) \u2013 Higher English \u2013 Level \nB30\n3 Computer awareness (MS-Office-Word, Excel, Power Point, Internet, \nE-Mail) equivalent to CCC+ of Govt.of Gujarat 25\n4 Numerical ability (similar to Bank\u2019s clerk examination) 15\n5 Reasoning ability (similar to Bank\u2019s clerk examination) 15\n6 General awareness (similar to Bank\u2019s clerk examination) 15\nTotal 100"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac1c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 101, "chroma:document": "Total 100\nNote:  The syllabus may be changed from time to time, depending on the Institutional \nrequirement.\n4. Agency for Training:  HR Department may select as per the standard procedure in \nconsultation with SEDC. It may be a third party agency having sufficient experience of \nconducting such training. \n5. Agency for Test:  HR Department may select as per the standard procedure in \nconsultation with SEDC. It may be a third party agency having sufficient experience of \nconducting such a test."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac26-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 101, "chroma:document": "conducting such a test.\n6. The criteria for promotion recommendation may be as follows:\nSr. Grade Max. points\n1 Length of Service/Seniority 10\n2 Annual Appraisal 50\n3 Written Test (weightage) 20\n4 SEDC review / interactions 20\nTotal 100\n7. Category wise Eligibility Score, termed as \u201cVery Good\u201d , for promotion is as follows:\n Sr. Category Promotion with Group change\n1 General / OBC / PC 75 out of 100\n2 SC / ST 65 out of 100"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac30-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 102, "chroma:document": "93\nIIMA HR Policy Manual 20238. Score Card:  The scorecard for each eligible candidate, who has cleared IIMA systems \nand procedure section, will be prepared as per serial no. 6.\n9. Merit list: The Merit list shall be prepared based on the above conditions and put up \nfor the approval of the Director. As and when a vacancy arises in the supervisor cadre, \nit will be announced to the eligible candidates and they can appear for an interview \nbefore the selection committee."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac44-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 102, "chroma:document": "before the selection committee.\n10.  Selection Committee:  The selection committee will consist following:\n\u2022 Chairperson, SEDC or member of SEDC nominated by him/her \n\u2022 Chairperson of related Area/ Group / Centre (where vacancy exists) or his/her \nrepresentative not below Manager level.\n\u2022 CAO/CFO\n\u2022 Associate Vice President-HR\n\u2022 Department Head/Assistant Manager where vacancy exist\n The selection committee shall suggest promotion based on the fitment of the candidate"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac4e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 102, "chroma:document": "on the vacant position. While giving suggestions for promotion, selection committee \nmay also see the category wise promotion criteria. \n11.  Validity of Score: The score will be valid for two years.\n12.  Others:  Employees taking the test may be allowed to take two days of leave for \npreparation of the test with the prior approval of the respective supervisor. If the \nvacancy could not be filled up with the promotion process, the Institute can fill up the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac58-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 102, "chroma:document": "same by inviting open applications through advertisement.\n8. PROMOTION POLICY FOR GROUP B EMPLOYEES TO GROUP B (ONLY LEVEL \nCHANGE):\n1. All-important promotion parameters for promotions mentioned at point 3 and all the \ngeneral points mentioned at point 6 are applicable.\n2. Following are the levels for Group B employees with minimum years of service for \npromotion to the next level:\nSr.Promotion \nGroupLevelMin. years of service (as on 30th June \nof the year) required in previous Level \nfor promotion"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac76-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 102, "chroma:document": "for promotion\n1 B  Level 7 5 years in Level 6\n2 B  Level 8 5 years in Level 7  \n3 B  Level 9\n(Non Manager Level)5 years in Level 8\n3. One increment may be given to the eligible employees who have completed five years \nin the same GP and fit for the promotion but retiring before the completion of next \nreview cycle, following the due process as hitherto.\n4. Those employees who were in GP: 4400 and placed in Level 7 at the time of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac80-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 102, "chroma:document": "implementation of 7th CPC, will be eligible for promotion to Level 8 on completion of 5 \nyears from the date of promotion in GP: 4400."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac8a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 103, "chroma:document": "94\nIIMA HR Policy Manual 20239. PROMOTION POLICY FOR GROUP B EMPLOYEES TO GROUP A \u2013 LEVEL 10 \n(PROMOTION WITH LEVEL CHANGE AND GROUP CHANGE):\n1. Methodology: Written Test and Interview.\n2. Eligibility: Group B employee of IIMA,\ni. with minimum graduation from a recognised university,\nii. with minimum service period of five (5) years,\niii. working in Level 7, 8 or 9,\niv. with \u201cvery good\u201d  remarks in the Performance Evaluation Reports during last \nfive years."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ac9e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 103, "chroma:document": "five years.\nv. fulfilling all other financial upgradation/ promotion criteria.\n3. Syllabus:  The syllabus of the written test may be as follows:\nSr. Topic Marks\n1 Communication 35\n2 Case Analysis and its Power Point Presentation 30\n3 Excel Proficiency 25\n4 Mathematics 10\nTotal 100\nNote:  The syllabus may be changed from time to time, depending on the Institutional \nrequirement.\n4. Agency for Training: HR Department may select as per the standard procedure"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aca8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 103, "chroma:document": "in consultation with SEDC/OEDC. It may be a third party agency having sufficient \nexperience of conducting such training OR a training programme designed and \nadministered by the Institute, as decided by SEDC/OEDC.\n5. Agency for Tests:  HR Department may select as per the standard procedure in \nconsultation with SEDC/OEDC. It may be a third party agency having sufficient \nexperience of conducting such tests OR a team of faculty members or Managers as \ndecided by SEDC/OEDC."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302acb2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 103, "chroma:document": "decided by SEDC/OEDC.\n6. SEDC will prepare a merit list of candidates who score minimum (75/65) marks based \nupon the below-mentioned criteria, which will be valid for three years:\nSr. Grade Max. points\n1 Length of Service/Seniority 10\n2 Annual Appraisal 50\n3 Written Test (weightage) 20\n4 SEDC review / interactions 20\nTotal 100"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302acc6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 104, "chroma:document": "95\nIIMA HR Policy Manual 2023 OEDC may select any suitable candidate from the merit list to fill up a vacancy. OEDC \nwill co-opt Chairperson/HoD of the department where vacancy exists for such \nselection.\n7. Category wise Eligibility Score, termed as \u201cVery Good\u201d , for promotion is as follows:\nSr. Category Score\n1 General / OBC / PC 75 out of 100\n2 SC / ST 65 out of 100\n8. Score Card:  The scorecard for each eligible candidate, will be prepared by the CAO \nOffice/ HR Department."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302acd0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 104, "chroma:document": "Office/ HR Department.\n9. Merit list: The Merit List shall be prepared based on the above conditions and put up \nfor the approval of the Director. As and when a vacancy arises in the Manager cadre, \nit will be announced to the eligible candidates and they can appear for an interview \nbefore the selection committee.\n10.  SEDC will recommend a select list to OEDC.\n11.  Tentative Selection Committee:  The selection committee will consist following:\n\u2022 Chairperson, OEDC\n\u2022 Dean (Programmes)\n\u2022 Dean (Faculty)"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302acda-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 104, "chroma:document": "\u2022 Dean (Programmes)\n\u2022 Dean (Faculty)\n\u2022 CAO/CFO\n\u2022 Chairperson of the related area/group/centre where a vacancy exists, or his/her \nrepresentative not below Assistant General Manager\n The selection committee may suggest promotion based on the fitment of the candidate \non the vacant position. While giving suggestions for promotion, the selection \ncommittee may also see the category wise promotion criteria. \n12. Validity of Score: The score will be valid for two years."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302acee-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 104, "chroma:document": "13. Others:  If the vacancy could not be filled up with the promotion process, the Institute \ncan fill up the same by inviting open applications through advertisement."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302acf8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 105, "chroma:document": "96\nIIMA HR Policy Manual 2023\nGROUP SAVINGS LINKED INSURANCE SCHEME\nAll permanent employees of the Institute who joined on or before July 31, 2014 are required to \njoin the Group Savings Linked Insurance Scheme (GSLIS). \n1. DEFINITIONS:\n In these Rules, where the context so admits, the masculine shall include the feminine, the \nsingular shall include the plural and the following words and expressions shall, unless \nrepugnant to the context, have the following meanings: -"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ad02-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 105, "chroma:document": "i) \u201cThe Employer\u201d shall mean Indian Institute of Management Ahmedabad.\nii) \u201cThe corporation\u201d shall mean the Life Insurance Corporation of India established \nunder Section 3 of the Life Insurance Corporation Act, 1956.\niii) \u201cThe Scheme\u201d shall mean The Group Savings Linked Insurance Scheme.\niv) \u201cThe Rules\u201d shall mean the Rules of the Scheme as set out below and as amended from \ntime to time.\nv) \u201cThe Member\u201d shall mean the particular employee of the Institute who has been"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 105, "chroma:document": "admitted to the benefits under the Scheme.\nvi) \u201cEntry Date\u201d shall mean (a) in relation to the members admitted to the Scheme on \nthe date of commencement, the said date of commencement and (b) in relation to \nnew members to be admitted to the Scheme after commencement date, the Annual \nRenewal Date which is coincident with or immediately follows the date on which they \nbecome eligible.\nvii) \u201c Annual Renewal Date\u201d shall mean in relation to the Scheme the 20th day of September"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ad20-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 105, "chroma:document": "and the 20th day of September in each subsequent year.\nviii) \u201cTerminal date\u201d shall mean in respect of a member the date on which he/she retires/\nquits from the services of the Institute. \nix) \u201cThe assurance\u201d shall mean, in relation to a member, the person or persons who has/\nhave been appointed by him/her in terms of these Rules to receive the benefits under \nthe Scheme in the event of his death whilst being insured.\nx) \u201cThe Beneficiary\u201d shall mean, in relation to a Member, the person or persons who has/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 105, "chroma:document": "have been appointed by him/her in terms of these Rules to receive the benefits under \nthe Scheme in the event of his death whilst being insured.CHAPTER 9\nINSURANCE"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 106, "chroma:document": "97\nIIMA HR Policy Manual 2023xi) \u201cThe Running Account\u201d shall mean the Account to be maintained by the Corporation in \nfavor of the Employer to which will be credited the premiums remaining in respect of \nthe members after utilizing such part as is required to provide life assurance benefit.\nxii) \u201cRegister\u201d shall mean the record of Members kept by the corporation.\n2. THE EMPLOYER WILL ACT FOR AND ON BEHALF OF THE MEMBERS IN ALL \nMATTERS RELATING TO THE SCHEME. EVERY ACT DONE BY THE AGREEMENT"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ad48-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 106, "chroma:document": "MADE WITH AND NOTICE GIVEN TO THE CORPORATION SHALL BE BINDING \nON THE MEMBERS.\n3. ELIGIBILITY:\na) Regular employees who are aged not less than 18 years and not more than 60 years \nfor administrative staff and not more than 65 for Faculty shall be eligible to join the \nScheme.\nb) No member shall withdraw from the Scheme while he/she is still an eligible employee \nsatisfying the conditions of eligibility described above.\n4. EVIDENCE OF AGE:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ad5c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 106, "chroma:document": "4. EVIDENCE OF AGE:\n The Employer shall arrange to obtain satisfactory evidence of age in respect of each Member \nat the time of his entry into the Scheme.\n5. EVIDENCE OF HEAL TH:\n Employees who are not absent on medical grounds on the date of joining the Scheme will be \nadmitted to the Scheme. Those who do not satisfy this condition will be admitted on the next \nAnnual Renewal date.\n6. CONTRIBUTIONS:\ni) Every Member shall pay a monthly contribution as per Category to which he/she"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 106, "chroma:document": "belongs as per the following Table:\nCategoryMonthly contributions Who pays\nTotalSavings \nPortionRisk Premium Institute Member\nA 280.00 182.00 98.00 49.00 231.00\nB 225.00 146.25 78.75 60.00 165.00\nC 140.00 91.00 49.00 49.00 91.00\nD 70.00 45.50 24.50 65.00 5.00\nii) The Employer shall recover the contribution in respect of all the members from their \nsalaries and remit the same in full to the Corporation for providing benefits as per the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 106, "chroma:document": "rules. The remittances should include the contributions pertaining to those employees \nfrom whom recoveries could not be made for one reason or other.\niii) A part of the contribution as may be fixed by the corporation from year to year \nexpressed as a uniform average amount per member for each category, shall be"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 107, "chroma:document": "98\nIIMA HR Policy Manual 2023utilised to provide for each member life assurance benefit which will become payable \nupon the death of the Member/Employee whilst being insured under the scheme. For \nthis purpose, the Employer shall effect assurances under the One Year Renewal Term \nAssurance Plan with the Corporation. The balance of the contribution will be credited \nto a Running Account to be maintained by the Corporation in favour of the Employer"}


created_at: 2023-12-10 19:37:53
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id: 8302ad8e-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 107, "chroma:document": "for providing the benefits described in Rule 8 to the Members. The Corporation shall \nallow interest on the balance in the Running Account at the agreed rate.\niv) The Corporation reserves the right to review the monthly proportion of premium rate \nto be appropriated towards insurance cover and towards savings portion on the basis \nof death claim experience at the interval of two years.\nv) In the event of a change of category of Member from one category to another, his/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 107, "chroma:document": "her contribution shall be refixed from the next Annual Renewal Date of the Scheme to \nthe level appropriate to the category to which he/she belongs. Until the next Annual \nRenewal Date, the Member shall continue to be covered for insurance for the same \namount for which he/she was eligible before such change.\nvi) The Employer shall maintain a regular account of the monthly premium amount \ncredited to the savings account of each employee admitted to the scheme with interest"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 107, "chroma:document": "accrued thereon. However, consolidated account of amount credited to savings \naccount of all employees admitted to the scheme will be furnished by the Corporation \nevery year after close of the year.\n7. BENEFITS:\ni) On death of the member before the Terminal Date:\n The Life Assurance benefit as per the following table together with the amount to the \ncredit of the members in the running account as on the date of his death as determined"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302adb6-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 107, "chroma:document": "in the manner referred to 7(ii) shall become payable to the beneficiary:\nCATEGORIES FOR GSLI Sum Assured\nCategory \u201cA\u201d Faculty, Staff in Pay Level 9 and above 2,80,000/-\nCategory \u201cB\u201d Staff in Pay Level 5 to Pay Level 8 2,25,000/-\nCategory \u201cC\u201d Staff in Pay Level 2 to Pay Level 4 1,40,000/-\nCategory \u201cD\u201d Staff in Pay Level 1 70,000/-\nii) On reaching Terminal Date or on earlier cessation of service other    than death:\n The total to the credit of the member in the running account as shall be determined by"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 107, "chroma:document": "the corporation having regard to the entry date, the accounts credited to the running \naccount from time to time, the rate of interest and the date of credit shall become \npayable to the member.\n8. TERMINATION OF MEMBERSHIP:\n The membership of the scheme in respect of a member shall terminate upon the happening \nof any of the following events:\na) Member ceasing to be in the service of the employer"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "99\nIIMA HR Policy Manual 2023b) Member reaching the terminal date Upon termination of membership, the Life \nassurance benefit of the member shall cease forthwith, and the amount to his credit in \nthe running account as determined in rule 8(ii) shall become payable.\n9. RESTRAINT ON ANTICIPATION OR ENCUMBRANCE: \nThe benefits under the scheme are strictly personal and cannot be assigned, charged \nor alienated in any way.\n10. MASTER POLICY:"}


created_at: 2023-12-10 19:37:53
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id: 8302ade8-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "or alienated in any way.\n10. MASTER POLICY:\n The corporation will issue a master policy to the employer incorporating the terms and \nconditions under which the benefits are assured.\n11. APPOINTMENT OF BENEFICIARY:\n Every member shall at the time of entry into the scheme will appoint one or more beneficiary \nfrom among his wife or child/children or dependents in the form given at annex and file \nit with the employer. If a member does not have wife or child/children, then he/she shall"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302adf2-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "appoint his legal representative to be the beneficiary. In the event of death of the member, the \nbenefits in respect of him/her will be paid to the beneficiary or beneficiaries appointed by \nhim/her.\n12. AMENDMENT OR DISCONTINUANCE OF SCHEME:\n The employer may discontinue the scheme at any time subject to 3 months\u2019 previous notice \nbeing given to the member and the corporation and the discontinuance shall be effective from"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302adfc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "the 20th of the month coincident with or following the expiry of the notice period.\nDEPOSIT-LINKED INSURANCE SCHEME \nThe Scheme is for the subscribers of General Provident Fund (GPF/CPF).\nUnder the Scheme, on the death of a subscriber, the person entitled to receive the amount standing \nto the credit of the subscriber shall be paid by the Institute an additional amount equal to the \naverage balance amount of subscription and interest thereon at the credit in the account during"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "the 3 years immediately preceding the death of such subscriber, subject to the condition that \u2013\na. The balance at the credit of such subscriber shall not at any time during the three years \npreceding the month of death has fallen below the limits of - \ni. Rs. 25,000 for a subscriber in GP of Rs. 4800 or more, in case of GPF and in case of \nCPF Rs. 12,000 if the subscriber has held for greater part of the aforesaid three years \na post, the maximum of the pay scale of which is Rs. 4,000 or more;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae1a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "ii. Rs. 15,000 for a subscriber in GP of Rs. 4200 or more but less than Rs. 4800, in case of \nGPF and in case of CPF Rs. 7,500 if the subscriber has held for the greater part of the \naforesaid three years a post, the maximum of the pay scale of which is Rs. 2,900 to Rs. \n3,999;\niii. Rs. 10,000 for a subscriber in GP of Rs. 1400 or more but less than Rs. 4200, in case of \nGPF and in case of CPF Rs. 4,500 if the subscriber has held for the greater part of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 108, "chroma:document": "aforesaid three years a post, the maximum of the pay scale of which is Rs. 1,151 to Rs. \n2,899;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae38-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 109, "chroma:document": "100\nIIMA 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 \nRs. 3,000 if the subscriber has held for the greater part of the aforesaid three years a \npost, the maximum of the pay scale of which is below Rs. 1,151;\nb. The additional amount will be equal to the average balance in the account during 36 months \npreceding the month of death, subject to a maximum of Rs. 60000, in the case of GPF"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae42-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 109, "chroma:document": "subscribers and Rs. 30000 for CPF. The maximum limit is to be applied after arriving at an \naverage of 36 months and not at every stage.\nc. The balance for March every year and for the last month of the three-year period will be \ninclusive of interest.\nd. In the case of CPF, \u2018balance\u2019 and \u2018average balance\u2019 would mean only the employee\u2019s subscription \nand interest thereon.\ne. Payment will be made by Accounts Manager (Head of Office in the case of Group \u2018D\u2019) without"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae4c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 109, "chroma:document": "formal sanction and in whole rupees, with the fraction being rounded to the nearest rupee.\nf. In the case of persons appointed on tenure basis/re-employed pensioners, service rendered \nfrom the date of appointment/re-employment, as the case may be, only will count.\ng. Admissible on death after the working hours of the last working day but before 12 midnight \nas this will be treated as \u201cdeath while in service\u201d.\nh. In the case of missing employees, payment can be made to the nominee/legal heirs after"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae60-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 109, "chroma:document": "expiry of a period of seven years following the month of disappearance of the subscriber on \nthe production of proper proof of death or a Decree of the Court that the employee shall be \npresumed to be dead.\ni. The subscriber has put in at least five years of service as on the date of his death.\nGROUP PERSONAL ACCIDENT INSURANCE SCHEME:  \nAll faculty members, and Staff are covered under this scheme. The premium is borne by the \nInstitute. Below is the sum insured.\nSr. No. Category Sum Insured"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae6a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 109, "chroma:document": "Sr. No. Category Sum Insured\n01 Group A / Faculty members 30 Lacs\n02 Group A / Manager 30 Lacs\n03 Group B / Assistant Manager 25 Lacs\n04 Group C / Executive 20 Lacs\n05 Group D employees 15 Lacs\nBesides the above sum insured, the policy will have coverage of weekly benefits, OPD/IPD expense \nin case of accident and children education benefit in case of death. These benefits will depend \nupon the benefits provided by the Insurance Company."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae74-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 110, "chroma:document": "101\nIIMA HR Policy Manual 2023GROUP MEDICLAIM INSURANCE SCHEME (EMPLOYEES POLICY)\nThe Institute has a tie up with the General Insurance Company for providing group medical \ninsurance benefits for its employees under its Group Mediclaim Insurance Scheme. The scheme \nwould cover all permanent and Tenure Based Scaled employees of the Institute and their spouses \nand up to two children. The rules governing the scheme are as follows:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 110, "chroma:document": "1. Employees who are covered by this scheme have an option to continue in the scheme beyond  \nretirement and till the age of 80 subject to the payment of annual premium as per the rate \nfinalized by the  Institute. After the demise of the retired employee, the spouse can continue in \nthe                                     scheme till he/she attains the age of 80.\n2. The maximum annual ceiling per family for hospitalization and related expenses would be:\n  Faculty & Managers Rs.5 lakh"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ae92-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 110, "chroma:document": "Faculty & Managers Rs.5 lakh\n Group B staff  Rs.4 lakh\n Group C & D staff  Rs.3 lakh\n3. The benefit of the scheme can be availed on payment basis when the employee is on leave \nwithout pay for a year or more. \n4. With this scheme, the Institute would discontinue reimbursement of hospitalization expenses \nof employees and dependents who come under the ambit of this scheme.\n  The scheme is \u2018cashless\u2019 and expenses would be settled directly by the insurance company\u2019s \nthird-party administrator, (TPA)."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aea6-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 110, "chroma:document": "third-party administrator, (TPA).\n5. The TPA will provide cards to all employees and their dependents who are covered under this  \nscheme.\n6. Dependent children will cease to be members of the scheme as and when they attain the age \nof 25 or get married or get employed, whichever is earlier.\n7. The TPA has many recognized hospitals in all major cities across the country. The Institute\u2019s \nmedical officers will provide guidance on hospitals covered under the scheme."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 110, "chroma:document": "8. Minimum 24 hours\u2019 hospitalization is a requirement for coverage under this scheme. 60 days\u2019 \npre-hospitalization, as well as 90 days\u2019 post-hospitalization expenses, are covered under the \nscheme. The consulting fee/cost of medicine/laboratory charges etc. for the initial 60 days \nwill be reimbursed by the TPA if the disease for which the expenses were incurred requires \nhospitalization of the patient.\n9. However,\nA. This 24-hour hospitalization requirement will not apply for the following treatments"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 110, "chroma:document": "taken in the TPA recognised hospitals where the Insured is discharged on the same \nday.\n\u2022 Hemodialysis\n\u2022 Parenteral Chemotherapy\n\u2022 Radiotherapy\n\u2022 Eye Surgery\n\u2022 Lithotripsy (kidney stone removal)\n\u2022 Tonsillectomy\n\u2022 D & C\n\u2022 Dental surgery following an accident"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aece-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 111, "chroma:document": "102\nIIMA HR Policy Manual 2023\u2022 Hysterectomy\n\u2022 Coronary Angioplasty\n\u2022 Coronary Angiography\n\u2022 Surgery of Gall bladder, Pancreas and bile duct\n\u2022 Surgery of Hernia\n\u2022 Surgery of Hydrocele\n\u2022 Surgery of Prostate\n\u2022 Gastrointestinal Surgery\n\u2022 Genital Surgery\n\u2022 Surgery of Nose\n\u2022 Surgery of Throat\n\u2022 Surgery of Appendix\n\u2022 Surgery of Urinary System\n\u2022 Treatment of fractures / dislocation excluding hair line fracture, Contracture \nreleases and minor reconstructive procedures of limbs which otherwise require"}


created_at: 2023-12-10 19:37:53
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id: 8302aed8-9793-11ee-86fe-0ec65110b511
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metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 111, "chroma:document": "hospitalization.\n\u2022 Arthroscopic Knee surgery\n\u2022 Laparoscopic therapeutic surgeries\n\u2022 Any surgery under General Anesthesia\n\u2022 Or any such disease/procedure agreed by TPA/Company before treatment\n(A) Further if the treatment/procedure/surgeries of above diseases are carried out \nin Networked specialised Day Care Centre which is fully equipped with advanced \ntechnology and specialised infrastructure where the Insured is discharged on the"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 111, "chroma:document": "same day, the requirement of minimum beds will be overlooked provided the following \nconditions are met:\ni. The operation theatre is fully equipped for the surgical operation required   in \nrespect of sickness/ailment/ injury covered under the policy. Day care nursing \nstaff is fully qualified.\nii. The doctors performing the surgery or procedure as well as post-operative  \nattending doctors are also fully qualified for the specific surgery/procedure."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aeec-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 111, "chroma:document": "(B) This condition of minimum 24 hours hospitalization is not applied provided:\ni. The treatment is such that it necessitates hospitalization and the procedure \ninvolves specialised infrastructural facilities available only in hospitals,\nBUT\n Due to technological advances hospitalization is required for less than 24 hours.\nAND/OR\n Surgical procedure involved has to be done under General Anesthesia.\n10.   One can also go to a hospital of one\u2019s choice provided the hospital is at least a 10-bedded"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af00-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 111, "chroma:document": "hospital and is registered with the local authorities. The bills for expenses incurred may                     \nbe sent to the TPA for reimbursement of the expenses through the Institute. The bills are \nnormally settled within 30 days. The claim intimation should be sent to Dispensary within 07 \ndays."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af0a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 112, "chroma:document": "103\nIIMA HR Policy Manual 202311. The GMIS policy will not cover the expenses related to Maternity.\n12. Some Hospitals are not covered under Medi-claim (Health) Policies being serviced by the \npublic sector Non-Life Insurance Co. Ltd. (TPA & Non TPA Policies), the list is available with HR \ndepartment\n13. TPA has fixed up a capping for different diseases in consultation with hospitals, which is \nreproduced below:\nSr. \nNoSurgery Maximum Limit Allow \n(Per Illness in INR)\n1 Cataract (Per Eye) 30000 per Eye"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af14-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 112, "chroma:document": "1 Cataract (Per Eye) 30000 per Eye\n2 Hysterectomy 70,000\n3 Cholecystectomy 70,000\n4 Angiography ( CAG ) 20,000\n5 Angioplasty (PTCA) Excluding Cost of \u201cSTENT\u201d. Cost of \n\u201cSTENT\u201d on Actuals.1,10,000\n6 Coronary Artery Bypass ( CABG ) 1,80,000\n7 THR 2,30,000\n8 TKR 2,50,000\n9 Appendicectomy 60,000\n10 Piles/Haemorrhoidectomy 50,000\n11 Hernia \u2013 Any type 60,000\n12 Fistulectomy 50,000\n13 Prostate removal ( TURP / Laser ) 80,000\n14 Lithotripsy ( ESWL ) 30,000\n15 PCNL ( Unilateral ) 70,000\n16 URS 60,000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af28-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 112, "chroma:document": "15 PCNL ( Unilateral ) 70,000\n16 URS 60,000\n14. The below list of advanced treatments are covered in GMIS policy with 50% co-payment\n 1. Uterine Artery Embolization and HIFU (High density focused ultrasound)\n 2.  Balloon Sinuplasty\n 3. Deep Brain stimulation\n 4.  Oral chemotherapy\n 5.  Immunotherapy- Monoclonal Antibody to be given as injection\n 6.  Intravitreal injections\n 7.  Robotic surgeries\n 8.  Stereotactic radio surgeries\n 9.  Bronchial Thermoplasty"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af32-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 112, "chroma:document": "9.  Bronchial Thermoplasty\n 10. Vaporization of the prostrate (Green laser treatment or holmium laser treatment)IONM \u2013 \n(Intra Operative Neuro Monitoring)\n 11. Stem cell therapy: Hematopoietic stem cells for bone marrow transplant for hematological \nconditions to be covered."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af3c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 113, "chroma:document": "104\nIIMA HR Policy Manual 2023GROUP MEDICLAIM INSURANCE SCHEME (PARENTS POLICY)\nThe Institute has a tie up with the General Insurance Company for providing group medical \ninsurance benefits for parents of employees under its Group Mediclaim Insurance Scheme. The \nscheme would cover dependent parents of all permanent and Tenure Based Scaled employees of \nthe Institute. The rules governing the scheme are as follows:\n1. Employees will have option to cover their non-dependant parents in the policy on payment"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af50-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 113, "chroma:document": "basis. The premium will be deducted from the salary of the employee in equal installments.\n2. The maximum annual ceiling per family for hospitalization and related expenses would be: \n Faculty, Managers & Group B Staff   Rs.2 lakh\n Group C & D staff                  Rs.1 lakh\n3. The benefit of the scheme can be availed on payment basis when the employee is on leave \nwithout pay for a year or more. \n4. All other terms and conditions will remain the same as per GMIS policy for employees."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af5a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 113, "chroma:document": "ADDITIONAL TOP-UP GROUP MEDICLAIM INSURANCE SCHEME (EMPLOYEE\u2019S \nPOLICY)\nInstitute has introduced the additional top-up group mediclaim insurance scheme, which any  \nfaculty or staff member can opt. The individual can opt for following coverage:\nGroup Existing Coverage under GMIS (In Rs.) Additional Top-up coverage (In Rs.)\nGroup A 500000300000\n500000\n1000000\nGroup B 400000300000\n500000\n1000000\nGroup C 300000300000\n500000\n1000000\nGroup D 300000300000\n500000\n1000000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af64-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 113, "chroma:document": "1000000\nGroup D 300000300000\n500000\n1000000\nFollowing are the features of additional top-up coverage:\n1. The entire additional premium has to be paid by the employee. It will be deducted in two \nequal instalments.\n2. The additional top-up coverage will be triggered once the existing coverage is exhausted.\n3. It will have the same terms and conditions as per the existing policy.\n4. The additional top-up coverage will be extended only to family members covered under the \nexisting mediclaim policy."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af78-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 113, "chroma:document": "existing mediclaim policy.\n5. Wherever there is a cap in existing policy for any illness, it will continue.\n6. Wherever the coverage amount depends on the sum insured, it will be on existing coverage \n(For e.g. cap on room rent is 1.5% of sum insured. Here sum insured will be the existing sum  \ninsured).\n7. The TPA for claim settlement for additional top-up coverage will be as agreed between the \nInsurance company and the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af82-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 114, "chroma:document": "105\nIIMA HR Policy Manual 2023ADDITIONAL TOP-UP GROUP MEDICLAIM INSURANCE SCHEME (PARENT\u2019S \nPOLICY)\nInstitute has introduced the additional top-up on the base policy for parents, which any  faculty \nor staff member can opt for their parents. The individual can opt for following coverage:\nGroup Existing Coverage under \nGMIS (In Rs.)Additional Top-up coverage (In Rs.)\nFaculty/Group A & B 200000300000\n500000\n1000000\nGroup C & D 100000300000\n500000\n1000000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302af8c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 114, "chroma:document": "1000000\nGroup C & D 100000300000\n500000\n1000000\nFollowing are the features of additional top-up coverage:\n1. The entire additional premium has to be paid by the employee. It will be deducted in two \nequal instalments.\n2. The additional top-up coverage will be triggered once the existing coverage is exhausted.\n3. It will have the same terms and condition as per the existing policy.\n4. The additional top-up coverage will be extended only to family members covered under the \nexisting mediclaim policy."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302afa0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 114, "chroma:document": "existing mediclaim policy.\n5. Wherever there is a cap in existing policy for any illness, it will continue.\n6. Wherever the coverage amount depends on the sum insured, it will be on existing coverage \n(For eg. cap on room rent is 1.5% of sum insured. Here sum insured will be the existing sum \ninsured).\n7. The TPA for claim settlement for additional top-up coverage will be as agreed between the \nInsurance company and the Institute.\nGROUP TERM INSURANCE POLICY"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302afaa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 114, "chroma:document": "GROUP TERM INSURANCE POLICY\nTo support dependent family members in case of untimely death of the employee, the Institute  \nhas introduced a Term Policy for all the permanent employees as per below coverage:\nSr. No. Category Sum Insured\n1 Faculty Members 1 Cr.\n2 Group A 75 Lacs\n3 Group B 50 Lacs\n4 Group C 35 Lacs\n5 Group D 25 Lacs\nThe term policy will be through one of the leading Life Insurance Company with a validity of 1 \nyear. It will be renewed from time to time. The Institute will pay the premium."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302afbe-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 114, "chroma:document": "The policy will be valid until the employee is working in the Institute. Therefore, in the case of \nretirement or resignation the term policy will end.\nThe coverage of the term policy will be in addition to the GSLIS policy under which those  employees \nwho joined on or  before July 31, 2014 are covered."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302afc8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 115, "chroma:document": "106\nIIMA HR Policy Manual 2023GSLIS CLAIM FORM \u201cB\u201d\n01 Name of the Master Holder:   Indian Institute of Management\n                                          Vastrapur, Ahmedabad 380 015\n02 Master Policy No. GSLI 600668  Date of commencement: 20 Sept 1992\n03 Name of the employee: _________________________________________________________\n04 Employee code:  LIC ID No.: ___________________  Emp.No.:__________  Category  ________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302afd2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 115, "chroma:document": "05 Date of birth: _________________________ Date of joining service: _____________________\n06 Date of joining Scheme: 20.09.92  Category ________  Date of death: _________________________\n07 Amt of life insurance cover on the date of death: _____________________________________\n08 Amt of monthly contribution: __________ (inclusive of addl premium for the double accident \nbenefit)\n09 Was the member actively at work on the entry date     ____________ in to the scheme ?\nIf there has been any change in the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302afe6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 115, "chroma:document": "If there has been any change in the \nmonthly contribution during his membership \nindicate the date of change and the revised \ncontributionInsurance cover and monthly contributions \nrevised with effect from 20.09.2003\n11 Amount of last monthly contribution: _______________________________________________\n12 Due date of payment of the last monthly contribution: __________________________________\n13 Date on which the last contribution was paid: ________________________________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302aff0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 115, "chroma:document": "14 Are there any gaps in premium?  __________________________________________________\n15 Cause of death: _______________________________________________________________          \n16 Nature of proof of death: ________________________________________________________\n17 Was the member in the service of the employer on the date of death ? ____________________\n18 Addl. information in case death has taken place within three years of joining the scheme \n_______________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302affa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 115, "chroma:document": "_______________________\nWe hereby declare that the answers to the above questions are true in every respect and the member \nwas eligible for the above benefit s as per the rules of our GSLI Scheme and contributions were paid in \nrespect of him/her strictly as per the rules of the Scheme.\nDated at Ahmedabad this ______________________\nWitness:\nAssociate Vice President \u2013 HR  \nIndian Institute of Management Ahmedabad - 380 015."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b00e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 116, "chroma:document": "107\nIIMA HR Policy Manual 2023\n1. MEDICAL FACILITIES ON THE CAMPUS\n1.1   The Institute has its dispensary on campus which provides medical facilities to its \nemployees. In all situations needing medical attention, the initiative for appropriate \nmedical treatment shall be with the employee or his/her dependent family members. \nThe institute\u2019s involvement is mainly to facilitate medical treatment.\n 1.2    The Institute\u2019s dispensary timings are as follows:\nMonday to Friday (MBBS) 08:00 AM to 5:45 PM"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b018-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 116, "chroma:document": "Monday to Friday (MBBS) 08:00 AM to 5:45 PM\nSaturday and Sundays (MBBS) 09:00 AM to 11:00 AM\nPublic Holidays Closed\nGynaecologists Tuesday 4:00 PM to 5:00 PM\nThursday 5:00 PM to 6:00 PM\nFriday 4:00 PM to 5:00 PM\nSaturday 9:30 AM to 10:30 AM\nNephrologist and \nHypertension SpecialistTuesday \nEveningBy Appointment\n During Vacation days\nMonday to Friday 09.00 AM to 05.00 PM\nSaturday 09.00 AM to 11.00 AM\nSunday & Public Holidays Closed"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b022-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 116, "chroma:document": "Sunday & Public Holidays Closed\n1.3    If the nature of the illness is such that an employee or his dependent family member is \nunable to visit the dispensary, the doctors can be called at home.\n1.4    Doctors may also refer a patient to a hospital or to an expert if the situation so \nwarrants.\n1.5 The medical expense which are not covered under Institute\u2019s Group Medical Insurance \nScheme will be reimbursed by the Institute, subject to the Institute\u2019s norms."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b036-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 116, "chroma:document": "1.6 The employee or his dependent family member can also take treatment in any of the \nempaneled hospital.CHAPTER 10\nMEDICAL FACILITY"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b040-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 117, "chroma:document": "108\nIIMA HR Policy Manual 20231.7   Reimbursement of medical expenses will be as per the norms laid down by the Institute \nand limited to charges at the hospitals.\n1.7   The contact details of IIMA dispensary doctors and IIMA panel doctors are as follows:\nRegular Doctors at IIMA Dispensary (Extn.4777)\nSr. \nNoDoctor Name DegreeDoctor Timing in \nDispensary (Mon to Fri)Mobile No.\n1 Dr. Nandlal Maheshwari Physician \n(M.B.B.S)9.30 AM to 5.45 PM 8511106965 / \n7046403765\n2 Dr. Smruti Thakkar Physician"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b04a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 117, "chroma:document": "7046403765\n2 Dr. Smruti Thakkar Physician \n(M.B.B.S)8.00 AM to 12.30 Noon 9354771714\nVisiting Doctors at Dispensary\nSr.No Doctor Name Degree Visiting Timing Mobile no \n1 Dr. Usha Patel Gynecologist Thursday - 5.00 PM to 5.45 PM\nSaturday - 9.30 AM to 10.30 AM9898141715\n2 Dr. Chaitasi Shah Gynecologist Tuesday & Friday\n4.00 PM to 5.00 PM9662022070\n3 Dr. Manoj Gumber Nephrology and \nHypertension \nSpecialistBy Appointment 9879511234\nDispensary Timing\nMonday to Friday 8.00 AM to 5.45 PM"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b05e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 117, "chroma:document": "Monday to Friday 8.00 AM to 5.45 PM\nSaturday & Sunday 9.00 AM to 11.00 AM\nPublic Holiday Closed\nLaboratory/Diagnosis/Pharmacy\nSr.\nNo.Name & \nLinkServices Address LandmarkContact \nNumberRemarks\n1 Kadamb \nDiagnostics\u2022 All Radiology\n\u2022 Diagnostic \nServicesL 13, 132 Feet Ring Rd, \nSwatantra Senani -2,Near \nAkhbarnagar Circle, Nava \nVadaj, Ahmedabad- 380013Akhbarnagar         \n9016906003\n2 Sadbhav \nImaging \nCentre\u2022 Radiology \nServicesGovernment Ladies Hostel, \nGround Shaival Plaza, \nSheth Mangaldas Rd,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b068-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 117, "chroma:document": "Ground Shaival Plaza, \nSheth Mangaldas Rd, \nbehind Gujarat College, \nEllisbridge, Ahmedabad, \nGujarat 380006Ellisbridge 9227450457\n9979355209\n3 Neuberg \nSupratech \nLaboratories  \u2022 All Pathology \nServicesNeuberg Supratech, \nGround Floor, Kedar \nBuilding, Opp. Krupa petrol \nPump Parimal garden, \nAhmedabadParimal garden 9662473545\n(Mr. \nBhavesh)Availability at \nDispensary \n(Mon to Fri)\n8.00 AM to \n8.00 PM"}


