# embeddings_queue

created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b072-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 118, "chroma:document": "109\nIIMA HR Policy Manual 2023Sr.\nNo.Name & \nLinkServices Address LandmarkContact \nNumberRemarks\n4 Paras \nMedical \nStore  \u2022 Pharmacy I/5,Janvishram Society,B/H \nSahajanand College \nAmbawadi,\nAhmedabad.Ambawadi 7096789666 (Mon to Sat)\n9am to 9.30pm\n(Sunday)  \n9am to \n12.30noon\n5 Planet \nHealth \nPharmacy\u2022 Pharmacy D-11, Old Campus, beside \nDispensary.IIMA 079-\n26300770\n9510970471(Mon to Sun)\n8.00 AM to \n11.00 PM\nOn Panel Hospital\nSr.\nNo.Name Services Address Landmark Contact \nNumberRemarks\n1 Sal Hospital"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b086-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 118, "chroma:document": "NumberRemarks\n1 Sal Hospital \n& Medical \nInstituteAll OPD Facility Opp. Doordarshan Kendra, \nDrive In Road, Ahmedabad.Drive In Road 9925195610 https://\nsalhospital.\ncom\n2 Aartham \nMulti Super \nSpecialty \nHospital\u2022 All OPD \nConsultation\n\u2022 Physiotherapy\n\u2022 X-ray\n\u2022 Gynaecological \nservices (Incl. \nLSCS)Opp. Government \nPolytechnic,  \nL-Colony, Near Panjarapole \nCross Road, Ambawadi,  \nAhmedabad- 380006Ambawadi 079-\n26306401 \n079-\n26306406\n3 Aditya \nOrthopaedic \nHospital\u2022 Orthopedic\n\u2022 Physiotherapy\n\u2022 X-ray"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b090-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 118, "chroma:document": "Hospital\u2022 Orthopedic\n\u2022 Physiotherapy\n\u2022 X-ray\n\u2022 OPD Facility201/202, Aditya Plaza, \nJodhpur Road, Satellite, \nAhmedabad - 380015,Satellite 079-\n29297979\n079-\n26926565\n9909024605\n4 Shivam \nOrthopaedic \nHospital\u2022 Orthopedic\n\u2022 Physiotherapy\n\u2022 X-ray\n\u2022 OPD FacilityShivam Orthopaedic \nHospital 2, Chaitanya \nSociety, \nOpp. IIM New Gate \nVastrapurVastrapur 9825020120\n9428595302\n26301986\nOn Panel Doctors\nSr.\nNo.Specialist Doctor\u2019s Name & \nLinkAddress Landmark Contact No. Time\nMon To Fri"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0a4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 118, "chroma:document": "LinkAddress Landmark Contact No. Time\nMon To Fri\n1 ENT Dr. Mihir Mehta Aashwi ENT Hospital\n25 Sumangalam Society \nOpp. Drive in theatre ,\nDrive in road AhmedabadDrive in \nroad9825647693\n997989167210 to  12.30 \nPm\n5 pm  to  \n7.30 pm\n2 ENT Dr. Rajeev Jha Babul ENT hospital,204-205 \nShyamak complex, B/H \nKamdhenu Complex, \nOpp Sahajanand College \nPolytechnicOpp \nSahajanand \nCollege9825067727\n2630142112pm  to  \n2pm\n5pm  to  \n7pm\n1 PHYSICIAN Dr. Kashyap \nNanawatiNanawati Hospital health \ncare, Haash Complex,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0ae-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 118, "chroma:document": "care, Haash Complex, \nShyamal Manekbag road, \nNear Himali Tower Kenyug \ncross road, Satellite. Satellite 9426518016\n267409095.30  to 7.30  \npm"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0b8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 119, "chroma:document": "110\nIIMA HR Policy Manual 20232 PHYSICIAN Dr. Vishal Mehta Shop no.2, Neeldeep \nComplex, Lad Society Road, \nVastrapur Vastrapur 9824035522\n2675488611am  to  \n2pm\n6 to  8.30  \npm\n3 PHYSICIAN Dr. Devang H. \nShah 13, Shalimar Complex\nMahalaxmi Five Road, Paldi \nAhmedabad 380007Paldi 9825457857\n2660817910.30  to  \n5pm\n4 PHYSICIAN Dr.Vinay Bhomiya Near, 1, Uday Park Society, \nSunrise Park Road, \nVastrapur, Ahmedabad, \nGujarat 380015Vastrapur 9825007385\n2630643111 am  to  2 \npm\n8 pm  To  10 \npm"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0cc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 119, "chroma:document": "2630643111 am  to  2 \npm\n8 pm  To  10 \npm\n1 PEDIATRICIAN Dr. Pramod Shah  Niramay Hospital 158, 1st \nfloor, Ellisbridge, Shopping \nCenter Opp.Townhall. Ellisbridge 9824014553\n266046071  to  \n2.30pm\n5  to  7 pm\n2 PEDIATRICIAN Dr. Parthiv Shah 2nd Floor, Himalaya \nComplex, Lad Society Road, \nNehru Park Cross Road, \nVastrapurVastrapur 9825154746\n2674104911 to  \n1.30pm\n 6   to   \n8.30pm\n3 PEDIATRICIAN Dr. Kirit S. Mod Shivam Children Hospital\n28/1, Shivam, Opp. \nPolytechnic"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0d6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 119, "chroma:document": "28/1, Shivam, Opp. \nPolytechnic\nOpp. Polytechnic, AmbawadiAmawadi 9824041708\n2630185410.30  to  \n1.30pm\n  6.30  to  \n8.30pm\n1 OPHTHALMOLOGIST Dr. Tejas Shah G-B,Devang Park Nr. \nPolytechnic Ambawadi, \nLandmark\nNr.Panjarapole Cross RoadAmawadi 9824028464\n962489624811  to  \n7.30pm\n2 OPHTHALMOLOGIST Dr. Sanjay Gandhi C-1, Shivani Apartment\nB/H Sahajanand College\nSwami Bhushvani Road\nPanjarapol, AmbaaadiAmawadi 26305000\n99785437069  to \n10.30am\n5  to 7pm"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0e0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 119, "chroma:document": "99785437069  to \n10.30am\n5  to 7pm\n3 OPHTHALMOLOGIST Dr.Shaileen Parikh 3rd Eye Clinic   2,Jatin \nBungalow,Behind Pride \nHotel,Opp.Patel park,Fire \nStation Lane, Judges \nBangalow Road, Bodakdev \nAhmedabad 380054Bodakdev 40008281\n26842333 9.30am to \n6.30pm\n1 SKIN SPECIALISTS Dr.Rupa Shah G-B,Devang Park \nNr.Polytechnic \nAmbavadi,Landmark,\nNr.Panjarapole Cross RoadAmawadi 9824253202\n962489624811  to  4pm\n2 SKIN SPECIALISTS Dr. Aniruddh Vyas  2/C, Gold Coin Complex \nJodhpur Cross Road,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0f4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 119, "chroma:document": "Jodhpur Cross Road, \nSatellite Ahmedabad 15Satellite 9825258538\n267495906  to  8pm\n1 PSYCHIATRIST Dr. Rajesh Maniyar GIPS,1st Floor, DEV \nComplex, On Parimal \nGarden Cross Road, \nAmbawadi, Ellisbridge, \nAhmedabadAmawadi 9824011933\n8448108108 11am  to \n4pm\n1 GENERAL SURGERY Dr. Ramesh \nGandhi1st Floor, Silver Arcade \nEllisbridge, Near Town Hall \nEllisbridgeEllisbridge 9327011201\n2658342812 to  \n2pm\n  6  to  8pm\n1 GYNECOLOGIST Dr.Usha Patel Avtaran Nursing Home,In \nFront of Page One Hotel,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b0fe-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 119, "chroma:document": "Front of Page One Hotel, \nLad Society,        Sandesh \nPress Road, Bodakdev.Bodakdev 9898141715\n7567358822  3  to 5 pm"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b108-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 120, "chroma:document": "111\nIIMA HR Policy Manual 20232 GYNECOLOGIST Dr.Chaitasi Shah Shreem Maternity Clinic \nOpp.Vivaan Hospital,Beside \nIndus Bank,Mansi Circle \nVastrapurVastrapur 9662022070\n26747064 11    to  \n1pm\n6.30  to  \n8pm\n3\nGYNECOLOGISTDr. Bindu Shah Sarla Nursing Home\nNehrunagar Char Rasta, \nnear Panch Mahadev \nMandir, SM Road \nAhmedabad.Nehrunagar 9825303037\n26302460, \n26300775\n 1 UROLOGIST Dr.Kartik J.Shah Rinon Urosurgical \nHospital 203,Sigma icon-1 \nOpp.Medilink Hospital \nNr.Shyamal Cross road"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b112-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 120, "chroma:document": "Opp.Medilink Hospital \nNr.Shyamal Cross road  \n132ft Ring road,Satallite \nAhmedabad-15Satallite 6355493429\n4899020312pm to \n2pm  \n6.30To \n8.30pm\n2. MEDICAL EMERGENCIES\n2.1 In a medical emergency where Institute doctors could not be contacted, an \nemployee can consult any of the doctors identified for the purpose or doctor  of his/\nher choice. The employee should report such cases to the Institute doctor the very \nnext day and be guided by his/her advice."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b126-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 120, "chroma:document": "next day and be guided by his/her advice.\n2.2 The Institute vehicle, if available, can be utilized for taking a patient to a hospital in \nmedical emergencies.\n2.3 Medicines prescribed by Institute doctors or against prescriptions by other \ndoctors duly countersigned by an Institute doctor can be bought without cash   \npayment from the chemist identified by the Institute.\n3. REIMBURSEMENT OF MEDICINES\n3.1  Only medicines which are not included in the government of India\u2019s list of     inadmissible"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b130-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 120, "chroma:document": "medicines will be reimbursed. Ayurvedic medicines will be reimbursed, provided they \nare prescribed by the RMO of the Akhandanand Ayurvedic hospital and purchased \npreferably from Ayurvedic Bhavan, Opp. Income Tax Office, Ahmedabad or from the \nshops suggested by the RMO. For reimbursement of medical expenses, the employees \nare required to submit their claims in the prescribed form, with all the details \nincluding cash memos, prescriptions etc. and duly certified by the Institute doctor or"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b144-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 120, "chroma:document": "by RMO of Civil/s/ Akhandanand Ayurvedic Hospital, as the case may be.\n3.2 Payments are made on a monthly basis.\n4. REIMBURSEMENT OF CONSUL T ANCY FEES:\n4.1    The revised consultancy fees and rates are as follows:\nSr. No Name Rate\n1 Consultation 600\n2 Follow up 400\n3 ECG 225\n4 TMT 2000\n5 Echo 2000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b14e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 121, "chroma:document": "112\nIIMA HR Policy Manual 2023Sr. No Name Rate\n6 Super Specialist 1000\n7 Super Specialist Follow Up 800\n8 Sonography 1200\nSr. No Investigation/Procedure Reimbursement Rate\n1 X-Ray (Chest) 400\n2 USG \u2013 (Any part) 1200\n3 Mammography\nX-Ray 400\nUSG 1200\nMRI 3500\n4 CT Scan\nWithout Contrast 2000\nWith Contrast 4000\n5 MRI\nWithout Contrast 3500\nWith Contrast 5000\n6 Physiotherapy\nBasic (Per day) 100\nAdvance (Per day) 200\n4.2 The  Institute has arranged a cashless facility for pathology services on-campus"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b158-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 121, "chroma:document": "with Neuberg  Supratech Diagnostics Centre. The services will be cashless for faculty, staff \nand their dependent family members whereas for others it will be on a direct payment basis.\n For services outside the campus, in addition to above the phlebotomist visiting charges will \nbe applicable. The phlebotomist is available at the dispensary from 8:00 a.m. to 8:00 p.m. \nduring weekdays for sample collection and providing the report/s.\n5. MEDICAL FACILITIES WHEN EMPLOYEES OPT FOR INDIAN SYSTEM OF"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b16c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 121, "chroma:document": "MEDICINES AND HOMEOPATHY\n The Institute will follow the guidelines given below:\n5.1 The employees of the Institute may opt for treatment under the Indian    system of   \nmedicines but only through Government/Municipal hospitals     and dispensaries.\n5.2   When an employee or his/her dependent is suffering from a disease for a prolonged \nperiod and has been advised treatment under Ayurveda/ Siddha/Unani he should \nwrite to the Chief Administrative Officer, who    may in turn request the Institute"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b176-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 121, "chroma:document": "Medical Officer for a proper evaluation of  the case and advice. The Medical Officer \nmay allow the request and also advise the Chief Administrative Officer accordingly."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b180-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 122, "chroma:document": "113\nIIMA HR Policy Manual 2023 5.3     Employees will be allowed to pursue one system of medicine at any point in time.\n5.4 Employees who are allowed to opt for the Indian system of medicine have  to consult \ndoctors located in Ahmedabad who are preferably attached to the Civil Hospital/ VS \nHospital/ Akhandanand/any Trust hospital. In case doctors attached to these hospitals \nare not available, employees can   consult registered medical practitioners of such a"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b194-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 122, "chroma:document": "system. In case such doctors are not available in Ahmedabad, employees may opt to \nconsult doctors of their own choice with the permission of the CAO.\n5.5 Reimbursement of consulting fee of such doctors will not exceed the reimbursement \nfixed for allopathic doctors.\n5.6 Medicines prescribed by doctors should be purchased from Ahmedabad only. Cash \nmemos should be supported by a Certificate from the shop giving the name of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b19e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 122, "chroma:document": "manufacturer and the price list of the manufacturer. The cost of non-reimbursable \nmedicines will be borne by the employee.\n5.7 Doctors in attendance of the Indian system of medicine should issue a certificate \nspecifying the medical problem of the employee and the medication prescribed for \nthe disease.\n5.8 If the consultation and purchase of medicine are made outside Ahmedabad, the Institute \ndoctor, subject to provision contained in para (7) will certify for reimbursement."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b1b2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 122, "chroma:document": "In case it is done in Ahmedabad, the Medical Officer in Attendance will certify the \nreimbursement claim, along with his own certificate."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b1bc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 123, "chroma:document": "114\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b1c6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 124, "chroma:document": "115\nIIMA HR Policy Manual 2023NOTES\n1. The bill should be certified by the civil surgeon of Civil Hospital, Ahmedabad; R.M.O. of V.S. \nHospital, Ahmedabad; or any other doctor authorised by these hospitals for the purpose, who \nis not an honorary doctor; or the Institute doctor.  \n2. Only the cost of medicines not included in the list of inadmissible medicines as prescribed by \nthe Government of India from time to time would be reimbursed by the institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b1da-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 124, "chroma:document": "3. Medical expenses incurred by the members or their families in Govt. hospital outside \nAhmedabad are also reimbursable provided the request for reimbursement is accompanied \nwith a certificate from the hospital that the treatment was taken there. Such certificate should \nnot have been issued by an honorary doctor.\n4. Medical expenses incurred under the Ayurvedic/Homeopathic systems are reimbursable, \nonly if the treatment is taken in a recognised hospital and the expenses are certified by the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b1e4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 124, "chroma:document": "authorised doctor of such hospital. Only the cost of medicines allowed under the Central Govt. \nMedical Attendance Rules, will be reimbursed.\n5. Diet charges are not reimbursable.\n6. Cash memos should be countersigned by the doctor signing the certificate.\n7. Prescription should be shown to the Institute Doctor on demand and should as far as possible \nbe attached to the bill.  \n8. Medical expenses must be claimed within six months of incurring them."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b1ee-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 125, "chroma:document": "116\nIIMA HR Policy Manual 2023\nDOMESTIC TRAVEL\nSANCTION \nA prior sanction is required for any travel (crossing the city limits while on duty). The sanctioning \nauthorities are as follows:\nTravel By Sanctioning Authority\n1. Faculty : Director/Dean\n2. RA/ AA : 1) Project Coordinator/Faculty/ Area Chair with  \n    whom the staff works &\n   2) Dean (P) for AA/Dean (F) for RA\n3. Administrative Staff : 1) Head of the Department &\n   2) Chief Administrative Officer &\n   3) Director for international travel"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b202-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 125, "chroma:document": "3) Director for international travel\n\u2022 For obtaining travel sanction, a travel request form is prescribed (in pink colour for Faculty & \nAdministrative Staff and in yellow colour for Research Staff). \n\u2022 Any deviation in proposed travel plan  concerning Dates / Mode of Travel / Class of Travel \n/ Stay / Head of Account etc. requires a revised travel sanction by the same sanctioning \nauthority.\n\u2022 In the absence of travel request form duly approved by sanctioning authority, no travel claim"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b20c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 125, "chroma:document": "including air booking / train booking by agencies will be allowed. \nMODE AND CLASS OF TRAVEL\nDesignation Air Rail Road\nFaculty Economy \nClassAC 1-class Taxi / Autorickshaw /Public \nBus including AC Bus\nOfficers and above --do-- AC 1-class --do--\nSupervisory Staff --do-- AC 2-tier class --do--\nBelow Supervisory \nStaff & AAs / RAsNA First class/ AC \n3-tier/ AC Chair CarAutorickshaw /Any public bus \nexcept AC BusCHAPTER 11\nALLOWANCE & BENEFITS"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b216-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 126, "chroma:document": "117\nIIMA HR Policy Manual 2023\u2022 In the case of road travel between places connected by rail, travel by any means of public \ntransport is allowed, provided the total fare does not exceed the train fare by the entitled class.\n\u2022 In case travel by own car prior approval by the sanctioning authority of travel by road using \nown vehicle is required and the rate of reimbursement per kilometer travel would be as per \nthe prevailing rates approved by the Institute.  If a person travels by own car without prior"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b22a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 126, "chroma:document": "approval in the travel request form, then the entitled class rail fare for the said travel will be \nreimbursed.\n\u2022 If a person travels by a higher class (without prior approval in the travel request form) than \nthe one for which he/she is eligible, will be reimbursed only fare for the entitled class.\nDAILY ALLOWANCE (D.A.)\nDesignationEntitlement for Actual claims supported by Bills/\nReceiptsRates of \nD.A. without \nactual bills / \nreceipts**Hotel \nAccommodation* \nper day (Rs.)Food# Bill per"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b234-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 126, "chroma:document": "Accommodation* \nper day (Rs.)Food# Bill per \nday (Rs.)Total Actuals \n(Hotel+Food) \n(Rs.)\nFaculty 10,000 2,500 12,500 2,500\nOfficers and above 7,500 1,875 9,375 1,875\nSupervisory Staff 5,000 1,250 6,250 1,250\nBelow Supervisory \nStaff & AAs / RAs3,000 750 3,750 750\n* Hotel accommodation includes incidentals like laundry, telephone, internet, Wi-Fi or any other facilities used at hotel.\n# Payment for tips and hard drinks are not reimbursable."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b23e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 126, "chroma:document": "** This is the upper limit. The amount spent is to be certified and claimed. No bills required.\nIn case the actual expenditure exceeds the approved limits as above, a special sanction is required \nas follows:\nUpto 50% of excess exp. More than 50% of excess exp.\nFaculty / RA / AA Dean (Programmes/Faculty) Director\nAdministrative Staff CAO Director\nDAILY ALLOWANCE WITHOUT BILLS / RECEIPTS\nDaily Allowance (without bills / receipts) will be admissible only if there is no claim towards"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b252-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 126, "chroma:document": "actual for hotel or food. Rate of D.A. without bills / receipts will be calculated as follows for the \ndate of departure from / arrival to Ahmedabad:\nDeparture Eligible D.A.\nForenoon Full\nAfternoon Half\nArrival Eligible D.A.\nForenoon Half\nAfternoon Full"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b25c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 127, "chroma:document": "118\nIIMA HR Policy Manual 2023CONVEYANCE \nFor local travel on official duty, the conveyance will be reimbursed on actual basis.\nSUBMISSION OF CLAIM\nThe claim for reimbursement of travel expenses incurred has to be submitted within three months \nfrom the last date of return journey failing which the amount of advance shall be recovered from \nthe salary. If the claim is not submitted within three months, then the same will require approval \nfrom the travel request sanctioning authority."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b266-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 127, "chroma:document": "from the travel request sanctioning authority.\nPROOF OF TRAVEL TO BE SUBMITTED\nMode of Travel Requirement\nBy air Boarding pass (if tickets are purchased by self) & air-ticket\nBy train Train ticket/ticket no., train no., class of travel\nBy public transport Ticket\nIn case of air/rail booking through Institute\u2019s travel agents, the bills must be forwarded through \nthe Transport Department. No bills should be forwarded by the faculty or employees directly."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b27a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 127, "chroma:document": "The following charges in respect of travel are reimbursable:\n\u2022 Reservation charges for seat/sleeper berth.\n\u2022 Tatkal Seva charges.\n\u2022 Internet / e-ticketing charges for the tickets booked through the website of Indian Railways.\n\u2022 Agency charges by the Traveller\u2019s service agents recognised by the Zonal Railways are \nreimbursable.\n\u2022 Cancellation charges are reimbursable for official journeys, if done for official reasons.\n\u2022 Expenses other than hotel, food and conveyance, would require approval from the travel"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b284-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 127, "chroma:document": "sanctioning authority.\n\u2022 If the hotel bill shows no. of pax to be more than one or a twin sharing or a double bedroom \n(with double occupancy):\n- The person has to certify that there was an official guest accompanying OR\n- Single occupancy (single bed room) tariff certified by the hotel will be reimbursed\n         OR\n- 50 % of the actual amount will be allowed\n\u2022 If food bills mentions sharing or no. of pax to be more than one, either 50% of the amount will"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b28e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 127, "chroma:document": "be allowed or the person has to certify that he was accompanied by an official guest.\n\u2022 No separate bill for room service will be entertained.  All services at hotel need to be included \nin the hotel bill.  The bill for room service or restaurant, even if included in the hotel bill needs \nto have a detailed bill attached, else the same will not be paid."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2a2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 128, "chroma:document": "119\nIIMA HR Policy Manual 2023\u2022 If the booking of the hotel is made through online booking sites or travel agents, proof of \npayment made by the claimant is required.\n\u2022 The bills having ink which fades away must be submitted along with their photocopies.\nPAYMENT BY CLIENT OF TA / DA CLAIMS IN EXCESS OF APPROVED RATES:\n\u2022 In case of Projects / Programmes where the client agrees to pay actual expenditure by business"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2ac-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 128, "chroma:document": "class for air travel (for faculty) and on TA / DA in excess of the limit prescribed under these \nrules, the same can be charged to the project/programme budget that has been approved \nby the Director.  This deviation from Institute practices/ rules need to have specific mention \nin the budget approved by the Director, and also in the travel request form approved by the \nDirector. \nINTERNATIONAL TRAVEL\n\u2022 Prior sanction of the Director is must for all the international travels.\nMode of Travel Class of Travel"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2b6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 128, "chroma:document": "Mode of Travel Class of Travel\nAir (less than 6 hours of travel) Economy Class\nAir (6 hours or more) Business Class for faculty*\nEconomy Class for others\n *Ticket needs to be booked at least one month in advance and routed through Dean \n(Faculty)\n\u2022 Per diem\n Per diem as per UNDP rates approved by the Director from time to time will be paid for the \ndays of actual stay.\n In case of stay in two cities on the same day, per diem of the later city will be allowed for the \nfull day."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2ca-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 128, "chroma:document": "full day.\nParticulars Eligible % of per diem\nIncidental (without any bills / receipts / claims) 20%\nIf bills are submitted for actual expenses on \nboarding1 & lodging280% or actual, whichever is lower and \n20% (incidental)\nIf no claim for boarding & lodging submitted 20% with bills and 20% (incidental)\nIf only boarding is claimed 50% with bills and 20% (incidental)\nIf only lodging is claimed 30% with bills and 20% (incidental)\nIf boarding & lodging, both are sponsored 20% incidental only"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2d4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 128, "chroma:document": "1 Boarding here means accommodation, laundry, etc. 2 Lodging here means meals\n\u2022 Journey Allowance\n While travelling abroad, for journeys up to 12 hours, an allowance of US$50 (one way) and \nfor journeys more than 12 hours, an allowance of US$100 (one way) will be paid as journey \nallowance. This is in addition to the per diem for actual stay. Since the journey allowance \nis being paid, no expenses during transit to airport, at the airports or in airlines will be \nreimbursed."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2de-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "120\nIIMA HR Policy Manual 2023\u2022 Other Expenses (on actual basis)\n\u2022 Visa charges \n\u2022 Medical Insurance\n\u2022 Local Conveyance\n\u2022 Accounts Office will admit only those expenses which are claimed explicitly in the Travel \nClaim Form.\n\u2022 Expenses other than lodging, boarding and conveyance are included in the incidentals.\n\u2022 If hotel bill shows no. of pax to be more than one or a twin sharing or a double bedroom:\n- The person has to certify that there was an official guest accompanying OR"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2f2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "- Single occupancy (single bedroom) tariff certified by the hotel will be reimbursed\nOR\n- 50 % of the actual amount will be allowed\n\u00b7\tIf food bills mention sharing or no. of pax to be more than one, either 50% of the amount will \nbe allowed or the person has to certify that he was accompanied by an official guest.\n\u00b7\tIf the booking of hotel is made through online booking sites or travel agents, proof of payment \nmade by the claimant is required."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b2fc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "made by the claimant is required.\n\u00b7\tThe claims must be submitted with the classification of expenditure under the heads \u2013 lodging, \nboarding, travel along with dates.\nLEAVE TRAVEL CONCESSION\na) Leave Travel Concession is admissible to any employee of the Institute with one year of \ncontinuous service on the date of journey and his/her family for journey performed by self \nor by the family as the case may be. The concession is admissible once in a period of two"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b306-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "calendar years for visiting home town or once in a period of four years for visiting a place \nanywhere in India to be specified before availing of the concession on each occasion. The \nblock years for the purpose of this calculation shall be calendar years 2022-2025 and so on.\nb) The employees and their families, who are unable to avail themselves of the concession in \na block of two or four years, maybe permitted to avail of the concession before the end of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b31a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "first year  of the next block of two or four years. In the event of the return journey falling in \nthe succeeding calendar year, the concession should be counted against the year in which the \noutward journey commenced.\nc) Home town means the permanent home town as given in the applications of the employees or \nsuch other place as declared by them supported by reasons such as ownership of immovable \nproperty, permanent residence of near relatives. The declaration of home town once made"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b324-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "shall be treated final but in exceptional case the Institute may allow one change during the \ncareer of an employee on the individual merits of the case.\nd) \u201cFamily\u201d for the purpose of leave travel concession means an employee\u2019s wife or husband, \nas the case may be, two surviving unmarried children or stepchildren wholly dependent on \nthe employee, irrespective of whether they are residing with the employee or not. In addition,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b32e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 129, "chroma:document": "it also includes parents and/or, stepparents (stepfather and stepmother), unmarried sisters,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b342-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "121\nIIMA HR Policy Manual 2023unmarried minor brothers and married daughters who have been divorced, abandoned \nor separated from their husbands and widowed daughters who are residing with and wholly \ndependent on the employee. Widowed sisters are also included, if residing with and wholly \ndependent upon the employee (provided their father is either not alive or is himself dependent \non the employee).\ne) The restriction of the concession to only two surviving children as indicated above shall not"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b34c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "be applicable in respect of (i) those employees who already have more than two children \nprior to 20-10-1998 (ii) where the number of children exceeds two as a result of second child \nbirth resulting in multiple births.-\nf) Children of sisters who are divorced, abandoned, separated from their husbands or widowed \nare not included in the term \u201cFamily\u201d.\ng) A member of the family whose income from all sources, does not exceed the amount of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b360-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "minimum family pension prescribed (i.e. Rs. 9000 p.m.) and Dearness Relief thereon is \ndeemed to be dependent on the employee\nh) Condition of dependency not applicable on the husband and wife.  Husband and wife is one \nunit for purpose of LTC and hence the condition of dependency is not applicable.\ni) Not more than one wife is included in the term \u201cfamily\u201d for the purpose of leave travel \nconcession.\nj) In respect of places which are not connected by rail, the employees may travel by steamer/"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b36a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "air where an alternative means of travel is either not available or is more expensive. In such \ncases, the Institute bears the same proportion of cost as in the case of rail journeys.\nk) The liability of the Institute for the cost of railway fare between Ahmedabad and the home \ntown or a specified place other than the home town is limited to the share of the fare by the \nshortest route calculated on a through ticket basis.\nl) The concession is restricted to journeys within India."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b374-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "m) The concession is admissible only in the case of journeys performed by the employee during \nregular leave or casual leave as the case may be, irrespective of their duration. In the case of the \nfaculty, vacation is treated as leave for the purpose of this concession. The condition of leave \nshall not apply to the journeys performed by the members of the families of the employees. \nThe concession is not admissible to an employee who proceeds on regular leave and then"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b388-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "resigns the job without returning to duty.\nn) Entitlements of a fresh recruit : Fresh recruits are allowed to travel to their home town \nalong with their families on three occasions in a block of four years and to any place in India \non the fourth occasion.  The facility is available for the first two blocks of four years after \njoining the service for the first time.\n(i) The first two blocks of four years will apply with reference to the initial date of joining."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b392-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 130, "chroma:document": "The first two blocks of four years will be personal to them.  On completion of eight \nyears, they will be treated at par with other regular employees.\n(ii) No carry over of LTC is allowed for a fresh recruit.  A fresh recruit whose hometown \nand headquarters are same cannot avail LTC."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b39c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "122\nIIMA HR Policy Manual 2023o) Instructions on booking of tickets in respect of Leave Travel Concession (L TC):\n(i) In all cases of air travel in respect of LTC, air tickets can be booked by employees  \nthemselves or through the Travel Centre.\n(ii) Employees are encouraged to book flight tickets at least 21 days prior to the intended \ndate of travel on LTC, to avail the most competitive fares and minimize burden on the \nInstitute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b3b0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "Institute.\n(iii) Employees will have to choose a flight having the Best Available Fare on their entitled \ntravel class which is the Cheapest Fare available, preferably for Non-stop flight in a \ngiven slot,   mentioned below, at the time of booking.\n(a) On the day of travel in the desired 3 hours\u2019 slot of following time band - 00:00 \nhours to 03:00 hours, 03:00 hours to 06:00 hours, 06:00 hours to 09:00 hours, \n09:00 hours to 12:00 hours, 12:00 hours to 15:00 hours, 15:00 hours to 18:00"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b3ba-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "hours, 18:00 hours to 21:00 hours, 21:00 hours to 24:00 hours.\n(b) With provision of optimizing within a 10 % price band, for convenience and \ncomfort.\n(iv) In case of self-booking, the employees will have to retain the print-out of the \nconcerned webpage of the airlines having flight and fare details for the purpose of the \nsettlement of the LTC claims; and if the flight tickets are booked by the Travel Centre, \nthe employee should instruct the Travel centre to send the webpage having flight and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b3c4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "fare details along with the air tickets for the purpose of settlement of the LTC claims.  \nIf an employee books a flight of their convenience through self-booking or \nthrough the Travel Centre other than the clauses mentioned above, the difference \nof airfare would be borne by the employee.\np) The employee should inform the designated personnel in the accounts department before \nundertaking journey for which the concession under this scheme is claimed. They should"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b3d8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "produce evidence of their having actually performed the journey as claimed by them.\nq) To enable the employees to avail of the concession, they may be granted an advance limited \nto 90% of the estimated amount which the Institute would have to reimburse in respect of \nthe cost of journey both ways to the home town or any specified place and back. Where the \nemployees and members of the family avail themselves of the concession separately, the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b3e2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "advance also may be drawn separately. The advance shall have to be refunded if the outward \njourney is not commenced within 60 days of the grant of advance. \nr) The time-limit for drawal of LTC advance is 125 days ( i.e. 4 months and 5 days ) in case of \njourney by train.\ns) When advance is taken, the claim should  be settled within one month from the date of return \njourney.\nt) When no advance is taken, claim should be submitted within three months from the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b3ec-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 131, "chroma:document": "completion of return journey.  Otherwise, the claim will be forfeited.\nu) In the case of the tickets for air travel booked by the Institute\u2019s travel agent, there is no need \nto submit boarding passes for any travel undertaken for which the travel expenses are settled \nby the Institute. In all other cases, boarding pass need to be submitted for settling the account."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b400-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 132, "chroma:document": "123\nIIMA HR Policy Manual 2023v) Employees and family as independent units :  The family members need not accompany the \nemployees or even travel in the same calendar year in which the employee travels.    The \nmembers of the family of an employee may either travel together or separately in different \ngroups as may be convenient to them.  Where they travel in different groups, at different times, \nreimbursement of expenditure may be allowed in respect of each group, provided the journey"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b40a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 132, "chroma:document": "is performed during the currency of the block in respect of which the first group performed its \njourney.  The return journey of each group must be completed within six months from the date \nof commencement of the outward journey by that group.\nw) Entitlements for travel in LTC effective from July 01,2017\nPay Level in Pay Matrix Travel Entitlements\n12 and above Economy class by air or AC I Class by train\n9 to 11 Economy class by air or AC 2nd Class / Chair Car by train"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b414-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 132, "chroma:document": "6 to 8 AC 2nd Class /Chair Car by train\n5 and below AC 3rd Class/Chair car by train \nRELOCATION CHARGES\nA newly joined staff member whether Permanent or TBSC joining the Institute from outside \nAhmedabad will be reimbursed relocation expenses as per the below table or the actual cost \nwhichever is less, as relocation charges on the production of vouchers, provided no other agency \nin India bears the cost. In addition to this, they can also reimburse travel expense of spouse and \nchildren as per norms."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b428-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 132, "chroma:document": "children as per norms.\nSr. Group Relocation Expense Mode of travel for self, spouse and children\n01 Group A Up to Rs. 40,000\nAs per Institute policy for domestic travel.02 Group B Up to Rs. 30,000\n03 Group C Up to Rs. 20,000\nAlso, the staff who leaves the institute within one year, the entire amount paid for relocation will \nbe recovered.\nANNUAL DEVELOPMENT ALLOWANCE\nThe rates of Annual Development Allowance are as follows:\nOfficers ( Level 12 & Above) Rs. 50,000 \nOfficers ( Level 10 & 11) Rs. 36,000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b432-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 132, "chroma:document": "Officers ( Level 10 & 11) Rs. 36,000 \nSupervisors ( Level 8 & 9) Rs. 24,000 \nSupervisors ( Level 6 & 7) Rs. 18,000 \nThe Officers/Supervisors can use this allowance to purchase books, subscribe to professional \njournals, purchase periodicals including newspapers, payment of required fees for professional \ncourses/fee for higher education, purchase of computers and software, purchase of laptop, \nhigh end mobiles which provide data and email connectivity, purchase of netbooks and devices"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b43c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 132, "chroma:document": "equivalent to iPad which would enhance their effectiveness at work. Mobile Accessories ("}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b450-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 133, "chroma:document": "124\nIIMA HR Policy Manual 2023Headphones, Charger, Power back, Toughened cover, Cover etc.) /Repairs. For Group A employees \nwho are staying off-campus, can claim the internet charges above Rs. 250 (which is reimbursable) \nfrom the annual development allowance.\nThe balance amount from current year can be carried forward to the next year. To be able to \npurchase costly items, which exceeds the current balance, advance up to one year\u2019s entitlement"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b45a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 133, "chroma:document": "can be used. Such an advance would be adjusted in the following year.\nAn officer/supervisor who joins, retires, or resigns during the year will be entitled for pro- rata \nallowance.\nINCENTIVE FOR ACQUIRING HIGHER QUALIFICATION FOR GROUP B/C/D \nEMPLOYEES\nInstitute grants one- time opportunity cost of investing in acquiring higher qualification by \nthe employees. The following one-time lump-sum rates as incentive for acquiring fresh higher"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b464-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 133, "chroma:document": "qualification shall be permissible for courses in fields that are directly related to the employee\u2019s \njob :\nSl.No. Qualification Amount ( Rs.)\n1. Ph.D. or equivalent 30,000\n2. PG Degree/Diploma of duration more than one year, or equivalent 25,000\n3. PG Degree/Diploma of duration one year or less, or equivalent 20,000\n4. Degree/Diploma of duration more than three years, or equivalent. 15,000\n5. Degree/Diploma of duration three years or less or equivalent. 10,000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b478-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 133, "chroma:document": "The grant of incentive in respect of above qualifications will be subject to fulfilment of the criteria \nlaid down below.  \nThe criteria/guidelines for granting incentive for acquiring fresh higher qualifications are as \nunder :\n1. The incentive will not be available for the qualifications which are laid down as essential or \ndesirable qualifications in the recruitment rules for the post.\n2. No incentive shall be allowed for acquiring higher qualification purely on academic or literary"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b482-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 133, "chroma:document": "subjects. The acquisition of the qualification should be directly related to the functions of \nthe post held by him/her, or to the functions to be performed in the next higher post. There \nshould be direct nexus between the functions of the post and the qualification acquired and \nthat it should contribute to the efficiency of the employee.\n3. The quantum of incentive will be uniform for all groups from B to D, irrespective of their \nClassification or grade or the department."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b48c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 133, "chroma:document": "Classification or grade or the department.\n4. The incentive shall not be admissible where the employee is sponsored by the institute, or \nhe/she avails study leave for acquiring the qualification.\n5. The incentive would be given only for higher qualification acquired after induction into \nservice.\n6. No incentive would be admissible if an appointment is made in relaxation of the educational"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4a0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 134, "chroma:document": "125\nIIMA HR Policy Manual 2023qualification. No incentive would be admissible if employee acquires the requisite qualification \nfor such appointment at a later date.\n7. The qualifications meriting grant of incentive should be recognized by University  Grants \nCommission, respective regulatory bodies like AICTE, Medical Council of India, etc. set up by \nCentral/State Government or recognized by the Government.\n8. The incentive shall be limited to maximum two times in an employee\u2019s career, with a minimum"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4aa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 134, "chroma:document": "gap of two years between successive grants.\n9. The incentive will be admissible for above qualifications acquired on or after 01.07.2017.\n10. The employee should prefer the claim within six months from the date of acquisition   of the \nhigher qualification from henceforth.\n11. Employees, who have acquired the fresh higher qualification on or after 01.07.2017  till the \ndate of issuance of this announcement, may also claim these incentives  within six months \nfrom the date of issuance of this OM."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4b4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 134, "chroma:document": "from the date of issuance of this OM.\n12.  Employees will have to duly fill the attached form along with copy of the certificates to HR \nOffice for claiming the incentive for achieving higher qualification.\n13.  Department heads/ Supervisors are requested to inform about these  recommendations to \nGroup D employees.\nThe grant of incentive for the qualifications listed above shall be considered by HR Office after \nensuring that criteria given above are fulfilled."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4c8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 134, "chroma:document": "ensuring that criteria given above are fulfilled.\nPURCHASE OF MOBILE PHONES AND MONTHLY USAGE LIMIT FOR VARIOUS \nCADRES\nCadre Eligible Amount Monthly Usage (Excluding Tax)\nManagers up to Rs. 15000 up to Rs. 500\nAssistant Manager up to Rs. 9000 up to Rs. 300\nExecutive up to Rs. 5000 up to Rs. 250\nOther Staff up to Rs. 2500 up to Rs. 150\n1. Employees are allowed to buy mobile phones above the eligible limit. Institute will reimburse \nup to the eligible limit only."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4d2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 134, "chroma:document": "up to the eligible limit only.\n2. Executive and Group D employees have to take prior approval through their supervisor from \nCAO and Associate Vice President \u2013 HR respectively for mobile phone facility.\n3. If the employee leaves the Institute within one, two or three years, then 100%, 50% and 25% \nrespectively cost of the reimbursement made will be recovered.\n4. The purchase of a new mobile phone will be allowed only after three years. In the case, if the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4dc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 134, "chroma:document": "mobile phone is broken/lost within three years\u2019 limit, then the expense of a repair or buying \na new handset will be made by the employee.\n5. On completion of three years of purchasing the mobile phone, the employee can apply for \nreimbursement of a new handset without submitting the old handset.\n6. On retirement, the employee can keep the mobile phone even if 3 years are not completed. \nThe amount, either 100% or 50% or 25% will be recovered from them."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4f0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "126\nIIMA HR Policy Manual 20237. Employee has to take SIM card provided by the Institute.\n8. Institute will bear up to the monthly mobile usage limit. Any amount above the limit has to be \npaid by the employee. \nCHILDREN EDUCATION ALLOWANCE \n1. The scheme will be known as \u2018Children Education Allowance Scheme\u2019.\n2. The Children Education Allowance is admissible only if the children study in the recognised \nschool.\n3. The monthly fixed amount for reimbursement of Children Education Allowance is Rs. 2,250"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b4fa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "per child.\n4. The amount of ceiling of hostel subsidy is Rs. 6750/- per month.  To claim reimbursement of the \nHostel Subsidy for an academic year, a certificate from the Head of Institution confirming that \nthe child studied in the school will suffice, with additional requirements that the certificate \nshould mention the amount of expenditure incurred by the employee towards lodging \nand boarding in the residential complex.  In case such certificate cannot be obtained, self-"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b504-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "attested copy of the report card and original fee receipts (including e-receipts) which should \nindicate the amount of expenditure incurred by the employe towards lodging and boarding \nin the residential complex can be produced for claiming Hostel Subsidy. The expenditure on \nboarding and lodging or the ceiling of Rs. 6750/- as mentioned above, whichever is lower, \nshall be paid to the employee as Hostel Subsidy.  \n5. The reimbursement of Children Education Allowance for Divyaang children of employees"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b518-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "shall be payable at the double the normal rates of CEA prescribed above in clause (b) i.e. Rs. \n4500/- per month (fixed).\n6. The above rates/ceiling would be automatically raised by 25 % every time the Dearness \nAllowance on the revised pay structure goes by 50%.\n7. Under this Scheme, one can avail the benefit up to a maximum of 2 children.\n8. Hostel subsidy is applicable only in respect of the child studying in a residential educational"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b522-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "institution located at least 50 kilometers from the residence of the employee.\n9. The upper age limit for Divyaang children has been set at 22 years. In the case of other \nchildren, the age limit will be 20 years or till the time of passing 12th class whichever is \nearlier.  There shall be no minimum age.\n10. CEA is allowed in case of children studying through \u201cCorrespondence or Distance Learning\u201d \nsubject to other conditions laid down herein."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b52c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "subject to other conditions laid down herein.\n11. The CEA and Hostel Subsidy is admissible in respect of children studying from two classes \nbefore class one to 12th standard and also for the initial two years of a diploma/certificate \ncourse from Polytechnic/ITI/Engineering College, if the child pursues the course after passing \n10th standard, and the employee has not been granted CEA/ Hostel Subsidy in respect of the \nchild for studies in 11th and 12th standards."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b540-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 135, "chroma:document": "child for studies in 11th and 12th standards.\n12. The Children Education Allowance or hostel subsidy shall be applicable to the employee while \nhe is on duty or is under suspension or is on leave (including extra ordinary leave). Provided \nthat during any period which is treated as \u2018dies non\u2019 the employee will not be eligible for the \nCEA/Hostel subsidy for that period."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b54a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 136, "chroma:document": "127\nIIMA HR Policy Manual 202313. Reimbursement, as indicated above, will be applicable for expenditure on the education of \nschool-going children only i.e., for children from nursery to twelfth class, including classes \neleventh and twelfth held by junior colleges or schools affiliated to Universities or Boards of \nEducation.\n14. The reimbursement of Children Education Allowance shall have no connection with the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b554-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 136, "chroma:document": "performance of the child in his/her class. In other words, even if a child fails in a particular \nclass, the reimbursement of Children Education Allowance shall be granted.\n15. Under this scheme, reimbursement will be done once a year, after completion of the financial \nyear.\n16. In case the spouse of the Institute employee is a Government servant, only one of them can \navail the reimbursement under the scheme subject to production of the certificate from the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b572-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 136, "chroma:document": "employer of the spouse that he is not claiming reimbursement under the scheme or in any \nother form.\n17. Reimbursement can be made on the submission of the certificate issued by the Head of the \nInstitution for the period/year for which claim has been preferred. The certificate should \nconfirm that the child studied in the school during the previous academic year. In case such \ncertificate cannot be obtained, self-attested copy of the report card or self-attested fee receipt"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b57c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 136, "chroma:document": "(s) [including e-receipts] confirming/indicating that the fee deposited for the entire academic \nyear can be produced as a supporting document to claim CEA.\nThe provisions are effective from July 1, 2017 onwards.\nUNIFORM & LIVERIES\nThe staff in Group-D/Drivers/Employees working in specific roles are provided liveries as per \ntheir eligibility criteria, as mentioned herein under:\nSr. No. Item No of Set/pair Duration\n1 Uniform 3 Sets 12 Months\n2 Shoes 1 Pair 12 Months"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b586-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 136, "chroma:document": "2 Shoes 1 Pair 12 Months\n3 Shock Proof Shoes (for technician) 1 Pair 12 Months\n3 Rainy Sandal 1 Pair 12 Months\n4 Summer Cap 2 Caps 12 Months\n5 Socks Nylon 3 Pairs 12 Months\n6 Woollen Uniform 1 Pair 24 Months\n7 Rain Coat 1 Pair 24 Months\nHR Department will submit a category and designation wise list of employee to Stores to enable \nthem to procure the items and get them issued.\nWASHING ALLOWANCE \nWashing allowance at the rate of Rs 90 per month is paid to Group D employees and to employees"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b59a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 136, "chroma:document": "performing technical duties."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b5a4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 137, "chroma:document": "128\nIIMA HR Policy Manual 2023EXTRA DUTY ALLOWANCE \nEmployees belonging to categories below the supervisory level can be paid Extra Duty Allowance \nas per the following criteria:\n1. Weekly off, Public Holidays and leave taken by the concerned employee, are taken into account \nwhile arriving at the eligible hours.\n2. Eligible hours = Working days x 8/3\n3. Extra Duty Allowance cannot be claimed for 30 minutes immediately preceding or following \nthe regular hours."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b5ae-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 137, "chroma:document": "the regular hours. \n4. If an employee has worked for Extra Duty continuously for 8 or more hours, one hour will be \ndeducted for lunch Break.\n5. If the claimed hours are exceeding the eligible hours then CAO\u2019s sanction is required for the \nadditional hours. In the absence of the same, only eligible hours will be considered.\n6. Extra Duty Allowance can be sought to be paid for in cash or can be claimed as compensatory"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b5c2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 137, "chroma:document": "off. If the employee is willing to avail C/Off then it has to be availed within three months. \nThe employee has to submit the C/Off report along with the Extra Duty statement. It is \nrecommended to take compensatory off instead of cash.\n7. Extra Duty statement for a particular month should reach the HR Department in the first \nweek of the following month. The payment will be made on 10th of every month.\n8. The rates for payment of Extra Duty Allowance are as below: \nPay Level Rate per Hour"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b5cc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 137, "chroma:document": "Pay Level Rate per Hour\nLevel 1  Rs. 25/-\nLevel 2 and Level 3  Rs. 30/-\nLevel 4, 5 and Level 6  Rs. 35/-\nMESS FACILITY\n1. Institute has mess facility available within the premises.\n2. The lunch provided to the employee is at subsidised rates. \n3. While a new staff member joins the Institute, the lunch on the first day is provided by the \nInstitute as a complimentary lunch.\n4. There is specially approved rate for casual diners (new joinee, trainees etc.) as announced by \nthe Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b5e0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 137, "chroma:document": "the Institute.\n5. The Mess facility is maintained by the Mess Committee 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": 138, "chroma:document": "129\nIIMA HR Policy Manual 2023\nINDIAN INSTITUTE OF MANAGEMENT ,Vastrapur Ahmedadad - 380 015."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 144, "chroma:document": "Vastrapur ,Ahmedabad - 380 015.\n#\uf03c\uf0ba\uf0c9\uf020\uf0b6\uf0c9\uf0d6\uf0b1\uf045\uf0f2\uf020\uf0a8\uf0c9\uf0e5\uf020\uf05d\uf0f5\uf0ac\uf0d6\uf0b6\uf0c9\uf078\uf0c9\uf02c\uf020\uf07c\uf0c9\uf0b4\uf0c9\uf0e4\uf0b6\uf0c9\uf02c\uf020\uf07c\uf0c9\uf0aa\uf0c9\uf0c9\uf0e4\uf04d\uf0c9\uf0b6\uf0c9\uf0c9\uf0b1\uf0c9\uf0c9\uf02c\uf020\uf0ca\uf0b4\uf0c9\uf0b6\uf0c9\uf0e4\uf0b9\uf0c9\uf020\uf045\uf0de\uf0f2\uf0ca\uf0b9\uf0c9\uf02c\uf020\uf03c\uf0b1\uf0c9\uf0e4\uf043\uf05d\uf0c5\uf0f5\uf0c9\uf0ec\uf0ca\uf078\uf0c9\uf043\uf0ba\uf0c9\uf02c\uf020\uf0ba\uf0c9\uf0c6\uf04d\uf0c9\uf0d2\uf069\uf0c9\uf020\uf0aa\uf0c9\uf0c9\uf020\uf045\uf0f2\uf0c9\uf0e4\uf03c\uf0c7\uf020\uf0a6\uf0c9\uf0d2\uf020\uf02b\uf078\uf0aa\uf0c9\uf020\uf0ca\uf0b4\uf0c9\uf0b9\uf0c9\uf0aa\uf0c9\uf020\uf0b6\uf0c9\uf0d6\uf0b1\uf045\uf0f2\uf02c\uf020\uf045\uf0f2\uf0c9\uf0aa\uf0c9\uf0c7\uf020\uf02b\uf078\uf0c9\uf0d6\uf0a6\uf0c9\uf0b4\uf0c9\uf020\uf045\uf0f2\uf0c9\uf0aa\uf0c9\uf0c7\uf047\uf0f2\uf0a8\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf02b\uf0c6\uf069\uf0c9\uf04d\uf0c9\uf0c7\uf069\uf0c9\uf02c\uf020\uf0ba\uf0c9\uf0c6\uf069\uf0c9\uf0c9\uf078\uf0c9\uf020\uf045\uf0e4\uf0f2\n\uf075\uf0f9\uf0c9\uf0ae\uf0fa\uf0c9\uf020\uf0ca\uf045\uf0f2\uf0ba\uf0c9\uf0d2\uf020\uf0a6\uf0c9\uf0d2\uf020\uf0ba\uf0c9\uf0bd\uf0fe\uf0c9\uf0aa\uf0c9\uf069\uf0c9\uf0c9\uf020\uf0aa\uf0c9\uf0c9\uf020\uf03d\uf07b\uf0c9\uf045\uf0f2\uf0ae\uf0fa\uf068\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf042\uf020\uf03d\uf07b\uf0c9\uf0aa\uf0c9\uf0c9\uf0e4\uf04d\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf042\uf020\uf0a6\uf0c9\uf0d6\uf04d\uf0c9\uf069\uf0c9\uf0c9\uf078\uf0c9\uf02c\uf020\uf07b\uf0c9\uf0d6\uf0ba\uf069\uf0c9\uf045\uf0f2\uf0c9\uf0b1\uf0c9\uf0aa\uf0c9\uf02c\uf020\uf04a\uf0c9\uf0e4\uf0b1\uf0c9\uf020\uf02b\uf0c9\uf0e8\uf0ae\uf0fa\uf020\uf02b\uf0ca\uf069\uf0c9\uf0ca\uf0ae\uf0fa\uf048\uf0f2\uf020\uf07b\uf0c9\uf0c9\uf060\uf0f6\uf0ac\uf047\uf0f2\uf0a8\uf0c9\uf020\uf04d\uf0c9\uf0ca\uf069\uf0c9\uf0ca\uf0b4\uf0c9\uf0ca\uf076\uf0c9\uf0aa\uf0c9\uf0c9\uf0e5\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf042\uf020\uf0ca\uf045\uf0f2\uf042\uf020\uf04d\uf0c9\uf042\uf020\uf0b6\uf0c9\uf0d6\uf0b1\uf045\uf0f2"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 144, "chroma:document": "\uf0b6\uf0c9\uf0c9\uf0ca\uf0a8\uf0c9\uf0b1\uf0c9\uf020\uf0bd\uf0e9\uf0fe\uf020\uf02a Fees includes Tuition fees, Admission, Lab, S pecial fee charged for Agriculture, Electronics, Music or any\nother subject, Fees charged for practical work under the programme of work experience, fee paid for the use of any aid\nfor appliance by the child, Library fee, Games/S ports fee and fees for Extracurricular activities.\uf0b4\uf0c9\uf0ba\uf06a\uf0c9\uf0c9\uf07b\uf0c9\uf0d6\uf0ae\uf0fa\uf02c\uf020\uf02b\uf0bd\uf0fe\uf0a8\uf0c9\uf06e\uf0f9\uf0c9\uf0a4\uf0c9\uf0c9\uf06e\uf0f9\uf020\uf02d\uf020 380 015.\n(\uf045\uf0de\uf0f2\uf02e\uf07b\uf0c9\uf0de\uf02e\uf07b\uf0c9\uf02e /P.T.O.)"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 145, "chroma:document": "136\nIIMA HR Policy Manual 2023 \n \n \n 165                                                                                                                   \n 165 \nH R Manual - Staff"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 146, "chroma:document": "137\nIIMA HR Policy Manual 2023\uf0aa\uf0c9\uf0c9\uf06a\uf0c9\uf0c9\uf020\uf0ca\uf078\uf0c9\uf0b4\uf0c9\uf0e4\uf06e\uf0f9\uf078\uf0c9\uf020\uf0a1\uf0f2\uf0c9\uf0a8\uf0c9\uf0c7\uf020 \uf02f\uf020\uf054\uf052\uf041\uf056\uf045\uf04c\uf020\uf052\uf045\uf051\uf055\uf045\uf053\uf054\uf020\uf046\uf04f\uf052\uf04d\n\uf07c\uf0c9\uf0e4\uf0ca\uf0b9\uf0c9\uf069\uf0c9\uf0d2\uf03a\uf0ca\uf078\uf0c9\uf06e\uf0e4\uf0f9\uf0b6\uf0c9\uf045\uf0f2\nTo :The Director\n\uf07c\uf0c9\uf0e4\uf0b9\uf0c9\uf045\uf0f2\uf03a\nFrom :\n\uf028\uf045\uf0f2\uf029\uf0aa\uf0c9\uf0c9\uf06a\uf0c9\uf0c9\uf020\uf045\uf0f2\uf0d2\uf020\uf0aa\uf0c9\uf0c9\uf0e4\uf056\uf0c9\uf078\uf0c9\uf0c9\n(A) Travel Plan\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2\uf03a\nDate :\n\uf07c\uf0c9\uf0ba\uf06c\uf0c9\uf0c9\uf078\uf0c9\nDeparture\n\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2\nDate\uf0ba\uf0c9\uf0a8\uf0c9\uf0aa\uf0c9\nTime\uf0ba\uf0c9\uf0e4\nFrom\uf069\uf0c9\uf045\uf0f2\nTo\uf02b\uf0c9\uf04d\uf0c9\uf0a8\uf0c9\uf078\uf0c9\nArrival\uf0aa\uf0c9\uf0c9\uf06a\uf0c9\uf0c9\uf020\uf045\uf0f2\uf0d2\n\uf0ca\uf0b4\uf0c9\uf0ca\uf076\uf0c9\uf020\uf0bd\uf0fe\uf0b4\uf0c9\uf0c9\uf03c\uf0c7\uf02f\n\uf0ae\uf0e4\uf0fa\uf0b1\uf0c9\uf02f\uf0ae\uf0fa\uf0c9\uf0e4\uf063\uf0f7\nMode of Travel\nAir/Rail/Road\uf0a7\uf0c9\uf0a8\uf0c9\uf068\uf0c9\uf020\uf0ba\uf06c\uf0c9\uf0c9\uf078\uf0c9\uf0c9\uf0e5\n\uf045\uf0e4\uf0f2\uf020\uf07b\uf0c9\uf069\uf0c9\uf0e4\nAddress in the\ntouring stations\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2\nDate\uf0ba\uf0c9\uf0a8\uf0c9\uf0aa\uf0c9\nTime\n\uf028\uf04a\uf0c9\uf029\uf045\uf0de\uf0f2\uf07b\uf0c9\uf0aa\uf0c9\uf0c9\uf020\uf0aa\uf0c9\uf0c9\uf06a\uf0c9\uf0c9\uf020\uf045\uf0f2\uf0c9\uf020\uf03d\uf071\uf0e4\uf0f9\uf0b6\uf0aa\uf0c9\uf02c\uf020\uf0ba\uf0c9\uf0c6\uf0ca\uf049\uf0c9\uf07b\uf069\uf0c9\uf020\uf0a8\uf0c9\uf0e5\uf020\uf0ca\uf0b1\uf0c9\uf0ca\uf04a\uf0c9\uf042\uf020\uf03a"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 146, "chroma:document": "(B) Please st ate briefly , the purpose of travel.\n\uf028\uf04d\uf0c9\uf029\uf0aa\uf0c9\uf0ca\uf06e\uf0f9\uf020\uf0aa\uf0c9\uf0c9\uf06a\uf0c9\uf0c9\uf020\uf0ba\uf0b4\uf0c9\uf0d2\uf045\uf0f2\uf0c9\uf0aa\uf0c9\uf0c7\uf020\uf0b8\uf0c9\uf0e4\uf068\uf0c9\uf0d2\uf020\uf0ba\uf0c9\uf0e4\uf020\uf03d\uf053\uf053\uf0c9\uf020\uf0b8\uf0c9\uf0e4\uf068\uf0c9\uf0d2\uf020\uf0a8\uf0c9\uf0e5\uf020\uf045\uf0f2\uf0d2\uf020\uf056\uf0c9\uf0c9\uf078\uf0c9\uf0d2\uf020\uf0bd\uf0e8\uf0fe\uf020\uf02a\uf020\uf03d\uf06e\uf0f9\uf0c9\uf0bd\uf0fe\uf0ae\uf0fa\uf068\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf042\uf020\uf0ae\uf0e4\uf0fa\uf0b1\uf0c9\uf020\uf045\uf0f2\uf0d2\uf020\uf02b\uf07b\uf0c9\uf0e4\uf049\uf0c9\uf0c9\uf020\uf0bd\uf0fe\uf0b4\uf0c9\uf0c9\uf03c\uf0c7\uf020\uf056\uf0c9\uf0bd\uf0fe\uf0c9\uf056\uf0c9\uf020\uf075\uf0f9\uf0c9\uf0ae\uf0fa\uf0c9\uf020\uf069\uf0c9\uf0c9\uf0e4\uf020\uf045\uf0de\uf0f2\uf07b\uf0c9\uf0aa\uf0c9\uf0c9\n\uf0ba\uf0c9\uf0c6\uf049\uf0c9\uf0e4\uf07b\uf0c9\uf020\uf0a8\uf0c9\uf0e5\uf020\uf03c\uf0ba\uf0c9\uf045\uf0e4\uf0f2\uf020\uf045\uf0f2\uf0c9\uf0ae\uf0fa\uf068\uf0c9\uf020\uf06e\uf0f9\uf0d2\uf0ca\uf056\uf0c9\uf042\uf020\uf02a\n(C) If the journey is required to be performed by a class higher than admissible, for instance, by air instead of rail,\nplease state reasons in brief.\n\uf028\uf062\uf0f7\uf029\uf0ca\uf045\uf0f2\uf0ae\uf0fa\uf0c9\uf0aa\uf0c9\uf0e4\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf042\uf020\uf0b4\uf0c9\uf0c9\uf0c6\uf0ca\uf055\uf0f4\uf069\uf0c9\uf020\uf02b\uf0ca\uf04f\uf0c9\uf0a8\uf0c9 \uf0af\uf0fb\uf02e\nAdvance requested for fare Rs."}


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topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 146, "chroma:document": "Advance requested for fare Rs.\n\uf06e\uf0e8\uf0f9\uf0ca\uf078\uf0c9\uf045\uf0f2\uf020\uf0a6\uf0c9\uf06b\uf0c9\uf0c9\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf042\uf020\uf07c\uf0c9\uf0ca\uf069\uf0c9\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf020\uf0af\uf0fb\uf02e\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf045\uf0f2\uf0d2\uf020\uf06e\uf0f9\uf0ae\uf0fa\uf0ba\uf0c9\uf0e4 \uf0af\uf0fb\uf02e\nDaily allowance @ Rs.                  per day for                  days Rs.\n\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf020\uf045\uf0d6\uf0f2\uf0b1\uf0c9 \uf0af\uf0fb\uf02e\nTotal Rs.\n(\uf045\uf0de\uf0f2\uf02e\uf07b\uf0c9\uf02e\uf07b\uf0c9\uf02e /P.T.O.)"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 147, "chroma:document": "\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2\uf02f Date : \uf0ca\uf078\uf0c9\uf06e\uf0e4\uf0f9\uf0b6\uf0c9\uf045\uf0f2\uf0fa\uf020\uf02f\uf020 Director\n\uf02b\uf078\uf0c9\uf0d6\uf0ba\uf0c9\uf0c6\uf076\uf0c9\uf0c9\uf078\uf0c9\uf020\uf042\uf0ba\uf0c9\uf0c9\uf0e4\uf0ca\uf0ba\uf0c9\uf042\uf05d\uf0f5\uf020\uf02f\uf020\uf0ba\uf0c9\uf0bd\uf0fe\uf0c9\uf0aa\uf0c9\uf045\uf0f2\uf020\uf02b\uf07b\uf0c9\uf078\uf0c9\uf0c9\uf020\uf0aa\uf0c9\uf0c9\uf06a\uf0c9\uf0c9\uf020\uf07c\uf0c9\uf0ba\uf069\uf0c9\uf0c9\uf0b4\uf0c9\uf020\uf0a1\uf0e8\uf0f2\uf045\uf0f2\uf0b1\uf05d\uf0f5\uf0d2\uf020\uf0ba\uf0c9\uf06e\uf0f9\uf0ba\uf0aa\uf0c9\uf0c9\uf0e5\uf020\uf045\uf0e4\uf0f2\uf020\uf075\uf0f9\uf0c9\uf0ae\uf0fa\uf0c9\uf020\uf0a6\uf0c9\uf0e4\uf056\uf0c9\uf0e5\uf020\uf02a\nIn respect of Research Associates/Assistants, to be sent through the faculty members.\n\uf056\uf0c9\uf0c9\uf0c6\uf053\uf0c9\uf0c9\uf020\uf04d\uf0c9\uf0aa\uf0c9\uf0c9\uf020\uf03a \uf0b1\uf0c9\uf0e4\uf04a\uf0c9\uf0c9\uf020\uf02b\uf0ca\uf076\uf0c9\uf045\uf0f2\uf0c9\uf0ae\uf0fa\uf0d2\uf020\uf028\uf02b\uf0ca\uf04f\uf0c9\uf0a8\uf0c9\uf029\nChecked by : Accounts Officer (Advance)\n\uf0af\uf0fb\uf02e \uf0a8\uf0c9\uf0c9\uf06a\uf0c9\uf020\uf020\uf028\uf0af\uf0fb\uf07b\uf0c9\uf0aa\uf0c9\uf0e4 \uf0a8\uf0c9\uf0c9\uf06a\uf0c9\uf020\uf029\n\uf045\uf0f2\uf0c9\uf020\uf0a6\uf0c9\uf0d6\uf04d\uf0c9\uf069\uf0c9\uf0c9\uf078\uf0c9\uf020\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2 \uf020\uf020\uf020\uf045\uf0e4\uf0f2\uf020\uf053\uf0c9\uf0e4\uf045\uf0f2\uf020\uf075\uf0f9\uf0c9\uf0ae\uf0fa\uf0c9\uf020\uf0ca\uf045\uf0f2\uf0aa\uf0c9\uf0c9\uf020\uf04d\uf0c9\uf0aa\uf0c9\uf0c9\uf020\uf02a\nPaid by cheque No. Dated for Rs.\n(Rupees only)\n\uf045\uf0e8\uf0f2\uf0ca\uf0b6\uf0c9\uf0aa\uf0c9\uf0ae\uf0fa \uf0b1\uf0c9\uf0e4\uf04a\uf0c9\uf0c9\uf020\uf02b\uf0ca\uf076\uf0c9\uf045\uf0f2\uf0c9\uf0ae\uf0fa\uf0d2 \uf0ca\uf0b4\uf0c9\uf02e\uf020\uf042\uf0b4\uf0c9\uf0c6\uf020\uf0b1\uf0c9\uf0e4\uf04a\uf0c9\uf0c9\uf020\uf02b\uf0ca\uf076\uf0c9\uf02e\uf02f"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b6f8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 147, "chroma:document": "\uf0a8\uf0c9\uf0d6\uf04a\uf0aa\uf0c9\uf020\uf07c\uf0c9\uf0b6\uf0c9\uf0c9\uf0ba\uf0c9\uf078\uf0c9\uf020\uf02b\uf0ca\uf076\uf0c9\uf045\uf0f2\uf0c9\uf0ae\uf0fa\uf0d2\uf02f\n\uf0ca\uf078\uf0c9\uf06e\uf0e4\uf0f9\uf0b6\uf0c9\uf045\uf0f2\uf02f\uf062\uf0f7\uf0d2\uf078\uf0c9\nCashier Accounts Officer F. & A.O. / C.A.O.\nDEAN / DIRECTOR\n\uf03d\uf07b\uf0c9\uf0ae\uf0fa\uf0c9\uf0e4\uf048\uf0f2\uf020\uf053\uf0c9\uf0e4\uf045\uf0f2\uf020\uf07c\uf0c9\uf0c9\uf07b\uf069\uf0c9\uf020\uf0ca\uf045\uf0f2\uf0aa\uf0c9\uf0c9\uf020 / Recieved the above cheque\n\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2\uf02f Date : (\uf020\uf0bd\uf0fe\uf0ba\uf069\uf0c9\uf0c9\uf049\uf0c9\uf0ae\uf0fa\uf020\uf02f\uf020 Signature )\u092a\u094d\u0930\u092c\u0902\u0927\u0915 \u0932\u0947\u0916\u093e\nManager Accounts\nManager Accounts C.F.O./C.A.O.  \nDEAN/DIRECTOR\u092e\u0941\u0916\u094d\u092f \u0935\u093f\u0924\u094d\u0924\u0940\u092f \u0905\u0935\u0927\u0915\u093e\u0930\u0924\u0940 /  \n\u092e\u0941\u0916\u094d\u092f \u092a\u094d\u0930\u0936\u093e\u0938\u0928\u093f\u0915 \u0905\u0935\u0927\u0915\u093e\u0930\u0924\u0940\n\u0921\u0924\u0940\u093f / \u0928\u093f\u0926\u0947\u0936\u0915\u092a\u094d\u0930\u092c\u0902\u0927\u0915 \u0932\u0947\u0916\u093e"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b702-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 148, "chroma:document": "139\nIIMA HR Policy Manual 2023\u00a4\u00c9\u00c9\u00c1 \u00ba]\u00e4\u00f5\u00b6\u00c9x\u00c9\u00c9\u00e5 E\u00e4\u00f2 n\u00f9\u00c9\u00e8\u00ae\u00e4\u00fa E\u00e4\u00f2 \u00ca\u00b1\u00c9B \u00aa\u00c9\u00c9j\u00c9\u00c9 \u00a6\u00c9k\u00c9\u00e4 E\u00f2\u00c9 \u00ca\u00a4\u00c9\u00b1\u00c9\u00fa  / Travelling Allowance bill for outstation tours\nx\u00c9\u00c9\u00a8\u00c9 +\u00c9\u00e8\u00ae\u00fa {\u00c9n\u00f9x\u00c9\u00c9\u00a8\u00c9\nName & Designation\u00b1\u00c9\u00e4J\u00c9\u00c9 \u00b6\u00c9\u00d2\u00b9\u00c9\u00c7 +\u00c9\u00e8\u00ae\u00fa E\u00da\u00f2]\u00f5 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9\n\u00aa\u00c9\u00c9j\u00c9\u00c9 E\u00f2\u00c9 |\u00c9\u00aa\u00c9\u00c9\u00e4V\u00c9x\u00c9\nPurpose of journeyHead of Account & Code No.\n\u00aa\u00c9\u00c9j\u00c9\u00c9 E\u00e4\u00f2 \u00ca\u00b4\u00c9\u00b4\u00c9\u00ae\u00fah\u00c9  / Particulars of Journey\nG\u00f2.\u00ba\u00c9\u00c6.\nSr.No.|\u00c9\u00bal\u00c9\u00c9x\u00c9 / Departure +\u00c9M\u00c9\u00a8\u00c9x\u00c9 / Arrival\n\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date \u00ba\u00c9\u00a8\u00c9\u00aa\u00c9 / Time \u00bal\u00c9\u00c9x\u00c9 / Place \u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date \u00ba\u00c9\u00a8\u00c9\u00aa\u00c9 / Time \u00bal\u00c9\u00c9x\u00c9 / Place\u00aa\u00c9\u00c9j\u00c9\u00c9 E\u00f2\u00d2 \u00ca\u00b4\u00c9\u00cav\u00c9 +\u00c9\u00e8\u00ae\u00fa\n\u00b8\u00c9\u00e4h\u00c9\u00d2"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b70c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 148, "chroma:document": "\u00b8\u00c9\u00e4h\u00c9\u00d2\nMode & class of travel\uf076|\u00c9n\u00f9k\u00c9 \u00caE\u00f2\u00ae\u00fa\u00c9\u00aa\u00c9\u00c9 \u00af\u00fb.\nFare paid\nRs.\n1\n2\n3\n4\n5\n6\n\uf076\u00ae\u00e4\u00fa\u00b1\u00c9M\u00c9\u00c9c\u00f7\u00d2 \u00ba\u00c9\u00e4 E\u00f2\u00d2 M\u00c9<\u00c7 \u00aa\u00c9\u00c9j\u00c9\u00c9 E\u00e4\u00f2 \u00ca\u00b1\u00c9B E\u00de\u00f2{\u00c9\u00aa\u00c9\u00c9 \u00ae\u00e4\u00fa\u00b1\u00c9M\u00c9\u00c9c\u00f7\u00d2 x\u00c9\u00c6. +\u00c9\u00e8\u00ae\u00fa \u00ca]\u00f5E\u00f2]\u00f5 x\u00c9\u00c6. n\u00f9\u00d2\u00caV\u00c9B * / In case of train please indicate train No. & ticket No.\n\u00ba\u00c9\u00ae\u00faE\u00f2\u00c9\u00ae\u00fa\u00d2 b\u00f7\u00ac\u00da]\u00f5\u00d2 {\u00c9\u00ae\u00fa \u00bal\u00c9\u00c9x\u00c9\u00d2\u00aa\u00c9 \u00aa\u00c9\u00c9j\u00c9\u00c9 E\u00e4\u00f2 \u00ca\u00b4\u00c9\u00b4\u00c9\u00ae\u00fah\u00c9 \u00caV\u00c9\u00ba\u00c9E\u00e4\u00f2 \u00ca\u00b1\u00c9B \u00b4\u00c9\u00c9\u00bai\u00c9\u00ca\u00b4\u00c9E\u00f2 J\u00c9S\u00c9\u00c9\u00e7 E\u00f2\u00c9 n\u00f9\u00c9\u00b4\u00c9\u00c9 \u00caE\u00f2\u00aa\u00c9\u00c9 M\u00c9\u00aa\u00c9\u00c9 \u00bd\u00e8\u00fe * / Particulars of local travel on official duty for which\nactual expenses are claimed.\nG\u00f2.\u00ba\u00c9\u00c6.\nSr.No.\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date i\u00c9E\u00f2 /Tov\u00c9x\u00c9\u00ae\u00fa\u00c9\u00ca\u00b6\u00c9\nAmount\n\u00af\u00fb./Rs.\n1\n2\n3\n4\n5"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b720-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 148, "chroma:document": "Amount\n\u00af\u00fb./Rs.\n1\n2\n3\n4\n5\n6\n7\u00ba\u00c9\u00e4 / From\u00aa\u00c9\u00c9j\u00c9\u00c9 E\u00f2\u00d2 \u00ca\u00b4\u00c9\u00cav\u00c9\nMode of Travel\n\u00ba\u00c9\u00ae\u00faE\u00f2\u00c9\u00ae\u00fa\u00d2 b\u00f7\u00ac\u00da]\u00f5\u00d2 E\u00e4\u00f2 \u00ca\u00b1\u00c9B n\u00e8\u00f9\u00cax\u00c9E\u00f2 \u00a6\u00c9k\u00c9\u00c9 : \u00can\u00f9x\u00c9                 @ \u00af\u00fb. ..... \u00af\u00fb.\nDaily Allowance for official duty : Days                           @ Rs. ..... Rs.\n\u00b4\u00c9\u00c9\u00bai\u00c9\u00ca\u00b4\u00c9E\u00f2 (\u00ca\u00a4\u00c9\u00b1\u00c9 +\u00c9\u00e8\u00ae\u00fa \u00ae\u00fa\u00ba\u00c9\u00d2n\u00e5\u00f9 \u00ba\u00c9\u00c6\u00b1\u00c9Mx\u00c9 E\u00f2\u00ae\u00e5\u00fa)                  \u00can\u00f9x\u00c9\u00c9\u00e5 E\u00e4\u00f2 \u00ca\u00b1\u00c9B ..... \u00af\u00fb.\nActual (Bills & Receipts to be attached) for             days. ..... Rs.\nn\u00f9\u00c9\u00b4\u00c9\u00e4 E\u00f2\u00d2 E\u00d6\u00f2\u00b1\u00c9 \u00ae\u00fa\u00c9\u00ca\u00b6\u00c9 ..... \u00af\u00fb.\nTotal amount claimed ..... Rs."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b72a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 148, "chroma:document": "Total amount claimed ..... Rs.\nP\u00c9]\u00f5\u00c9B\u00c4 : S\u00c9\u00e4E\u00f2/x\u00c9E\u00f2n\u00f9 u\u00f9\u00c9\u00ae\u00fa\u00c9 \u00ca\u00b1\u00c9\u00aa\u00c9\u00c9 M\u00c9\u00aa\u00c9\u00c9 +\u00caO\u00c9\u00a8\u00c9 \u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 ..... \u00af\u00fb.\nLess : Advance drawn by cheque/cash on....... ..... Rs.\nn\u00f9\u00c9\u00b4\u00c9\u00e4/v\u00c9x\u00c9\u00b4\u00c9\u00c9{\u00c9\u00ba\u00c9\u00d2 E\u00f2\u00d2 \u00cax\u00c9\u00a4\u00c9\u00b1\u00c9 \u00ae\u00fa\u00c9\u00ca\u00b6\u00c9 ..... \u00af\u00fb.\nNet amount claimed / refunded ..... Rs.\n\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date : \u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa / Signature\n\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date : |\u00c9\u00cai\u00c9 \u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa / Counter Signature\n(E\u00de\u00f2.{\u00c9.{\u00c9. /P.T.O.)\u00a6\u00c9\u00c9\u00ae\u00fai\u00c9\u00d2\u00aa\u00c9 |\u00c9\u00a4\u00c9\u00c6v\u00c9 \u00ba\u00c9\u00c6\u00bal\u00c9\u00c9x\u00c9, +\u00bd\u00fe\u00a8\u00c9n\u00f9\u00c9\u00a4\u00c9\u00c9n\u00f9 Indian Institute of Management, Ahmedabad"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b734-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 149, "chroma:document": "140\nIIMA HR Policy Manual 2023\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 E\u00f2\u00c9 \u00af\u00fb. E\u00f2\u00c9 S\u00c9\u00e4E\u00f2 \u00ba\u00c9\u00c6. V\u00c9\u00c9\u00ae\u00fa\u00d2 \u00caE\u00f2\u00aa\u00c9\u00c9 *\nIssued cheque No. Dated for Rs.\n\u00b1\u00c9\u00e4J\u00c9\u00c9 \u00b1\u00c9\u00e4J\u00c9\u00c9 +\u00cav\u00c9E\u00f2\u00c9\u00ae\u00fa\u00d2/O\u00c9\u00d6{\u00c9 |\u00c9v\u00c9\u00c9x\u00c9 (\u00ca\u00b4\u00c9k\u00c9 B\u00b4\u00c9\u00c6 \u00a4\u00c9V\u00c9]\u00f5) \u00a8\u00c9\u00d6.|\u00c9.+./b\u00f7\u00d2x\u00c9/\u00cax\u00c9n\u00e4\u00f9\u00b6\u00c9E\u00f2\nAccounts Accounts Officers/Group Head (F&B) C.A.O./Dean/Director\nS\u00c9\u00e4E\u00f2/x\u00c9E\u00f2n\u00f9 u\u00f9\u00c9\u00ae\u00fa\u00c9 \u00af\u00fb. \u00a8\u00c9\u00c9j\u00c9\n(\u00af\u00fb{\u00c9\u00aa\u00c9\u00e4 \u00a8\u00c9\u00c9j\u00c9) |\u00c9\u00c9{i\u00c9 \u00caE\u00f2B *\nReceived Rs. (Rupees Only)\nBy Cheuqe/Cash\n\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date : E\u00f2\u00a8\u00c9\u00c7S\u00c9\u00c9\u00ae\u00fa\u00d2 E\u00e4\u00f2 \u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa / Signature of employee\u00b1\u00c9\u00e4J\u00c9\u00c9E\u00f2\u00c9\u00ae\u00fa \u00b1\u00c9\u00e4.+./O\u00c9\u00d6{\u00c9 |\u00c9v\u00c9\u00c9x\u00c9 (\u00ca\u00b4\u00c9k\u00c9 B\u00b4\u00c9\u00c6 \u00a4\u00c9V\u00c9]\u00f5)"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b748-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 149, "chroma:document": "Acctt. A/c.O/Group Head (F&B)b)\u00b4\u00c9\u00c9{\u00c9\u00ba\u00c9\u00d2 \u00a8\u00c9\u00c9j\u00c9\u00c9\nReturnn\u00da\u00f9\u00ae\u00fa\u00d2\nDistance\nc)E\u00d6\u00f2\u00b1\u00c9\nTotal\nJ\u00c9.P\u00c9]\u00f5\u00c9B\u00c6 : \u00ca\u00b1\u00c9\u00aa\u00c9\u00c9 M\u00c9\u00aa\u00c9\u00c9 +\u00caO\u00c9\u00a8\u00c9\nLess : Advance Taken\nM\u00c9.\u00a6\u00c9\u00d6M\u00c9i\u00c9\u00c9x\u00c9/\u00b4\u00c9\u00ba\u00c9\u00da\u00b1\u00c9 E\u00f2\u00d2 V\u00c9\u00c9x\u00c9\u00e4\u00b4\u00c9\u00c9\u00b1\u00c9\u00d2 \u00cax\u00c9\u00a4\u00c9\u00b1\u00c9 \u00ae\u00fa\u00c9\u00ca\u00b6\u00c9\nNet amount to be paid/recoveredE\u00e4\u00f2\u00b4\u00c9\u00b1\u00c9 E\u00f2\u00c9\u00aa\u00c9\u00c9\u00c7\u00b1\u00c9\u00aa\u00c9 E\u00e4\u00f2 |\u00c9\u00aa\u00c9\u00c9\u00e4M\u00c9 E\u00e4\u00f2 \u00ca\u00b1\u00c9B  / For Office use only\nE\u00f2.n\u00f9\u00c9\u00b4\u00c9\u00c9 \u00a8\u00c9\u00c6V\u00c9\u00da\u00ae\u00fa \u00caE\u00f2\u00aa\u00c9\u00c9 M\u00c9\u00aa\u00c9\u00c9\nClaim sanctionedB\u00b1\u00c9.B\u00a1\u00f2. \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9\nL. F. No.\na)+\u00c9M\u00c9\u00e4 E\u00f2\u00d2 \u00a8\u00c9\u00c9j\u00c9\u00c9\nOnward\u00a4\u00b1\u00c9\u00c9\u00ecE\u00f2\nBlock:  2  :\n\u0932\u0947\u0916\u093e, \u092a\u094d\u0930\u092c\u0902\u0927\u0915 /\u092e\u0941\u0916\u094d\u092f \u0935\u093f\u0924\u094d\u0924\u0940\u092f \u0905\u0935\u0927\u0915\u093e\u0930\u0924\u0940\nA/c. Manager/ C.F.O.\n\u0932\u0947\u0916\u093e, \u092a\u094d\u0930\u092c\u0902\u0927\u0915 /\u092e\u0941\u0916\u094d\u092f \u0935\u093f\u0924\u094d\u0924\u0940\u092f \u0905\u0935\u0927\u0915\u093e\u0930\u0924\u0940"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 150, "chroma:document": "141\nIIMA HR Policy Manual 2023\uf078\uf0c9\uf0c9\uf0a8\uf0c9\uf02f Name \uf0a8\uf0c9\uf0c9\uf0bd\uf0fe\uf02f Month 200\n\uf07b\uf0c9\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0a8\uf0c9\uf02f Designation \uf045\uf0da\uf0f2\uf05d\uf0f5\uf020\uf0ba\uf0c9\uf0c6\uf04a\uf0aa\uf0c9\uf0c9\uf02f Code No.\n\uf0a8\uf0c9\uf0c9\uf0bd\uf0fe\uf020\uf045\uf0e4\uf0f2\uf020\uf06e\uf0f9\uf0c9\uf0e8\uf0ae\uf0fa\uf0c9\uf078\uf0c9\uf020\uf0b1\uf0c9\uf0d2\uf020\uf04d\uf0c9\uf03c\uf0c7\uf020\uf055\uf0d6\uf0f4\uf0ce\uf05d\uf0c2\uf0f5\uf05d\uf0f5\uf0aa\uf0c9\uf0c9\uf0c4 \uf0ba\uf0c9\uf0c9\uf07b\uf069\uf0c9\uf0c9\uf0ca\uf0bd\uf0fe\uf045\uf0f2\uf020\uf055\uf0d6\uf0f4\uf05d\uf0c2\uf0f5\uf05d\uf0f5\uf0d2\uf02f Weekly Of f.\nLeave t aken during the month\uf045\uf0f2\uf0c9\uf0aa\uf0c9\uf0c9\uf0c7\uf0b1\uf0c9\uf0aa\uf0c9\uf020\uf0ba\uf0c9\uf0a8\uf0c9\uf0aa\uf0c9\uf02f Duty Hours\n\uf0ca\uf06e\uf0f9\uf078\uf0c9\uf0c9\uf0c6\uf045\uf0f2\nDate\uf0ba\uf0c9\uf0a8\uf0c9\uf0aa\uf0c9\nTime\n\uf0ba\uf0c9\uf0e4\nFrom\n\uf028\uf02b\uf029\uf078\uf0c9\uf045\uf0f2\uf06e\uf0f9\uf020\uf0a6\uf0c9\uf0d6\uf04d\uf0c9\uf069\uf0c9\uf0c9\uf078\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf0aa\uf0c9\uf0e4\uf020\uf0ca\uf0ba\uf0c9\uf0a1\uf0f2\uf0c9\uf0ca\uf0ae\uf0fa\uf0b6\uf0c9\n(A) Recommended for cash p ayment\uf069\uf0c9\uf045\uf0f2\nTo\uf050\uf0c9\uf0c6\uf05d\uf0e4\uf0f5\nHours\uf02b\uf0ca\uf069\uf0c9\uf0ca\uf0ae\uf0fa\uf048\uf0f2\uf020\uf045\uf0f2\uf0c9\uf0b1\uf0c9\uf020\uf045\uf0e4\uf0f2\uf020\uf0ca\uf0b1\uf0c9\uf0aa\uf0c9\uf0e4\nReasons for Det aining\n\uf0ae\uf0fa\uf0c9\uf0e4\uf045\uf0f2\uf078\uf0c9\uf0e4\uf020\uf045\uf0f2\uf0c9\uf020\uf045\uf0f2\uf0c9\uf0ae\uf0fa\uf068\uf0c9\nStaff on extra duty\uf0bd\uf0fe\uf0ba\uf069\uf0c9\uf0c9\uf049\uf0c9\uf0ae\uf0fa\nSignature\n\uf045\uf0f2\uf0a8\uf0c9\uf0c7\uf053\uf0c9\uf0c9\uf0ae\uf0fa\uf0d2"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 150, "chroma:document": "Signature\n\uf045\uf0f2\uf0a8\uf0c9\uf0c7\uf053\uf0c9\uf0c9\uf0ae\uf0fa\uf0d2\nStaff\uf07b\uf0c9\uf0aa\uf0c9\uf0c7\uf0b4\uf0c9\uf0e4\uf049\uf0c9\uf045\uf0f2\nSupervisor\n\uf028\uf0a4\uf0c9\uf029\uf0ca\uf0b4\uf0c9\uf045\uf0f2\uf0b1\uf07b\uf0c9\uf020\uf0a8\uf0c9\uf0e5\uf020\uf06e\uf0f9\uf0d2\uf020\uf04d\uf0c9\uf03c\uf0c7\uf020\uf07c\uf0c9\uf0ca\uf069\uf0c9\uf07b\uf0c9\uf0da\uf0ae\uf0fa\uf045\uf0f2\uf020\uf055\uf0d6\uf0f4\uf05d\uf0c2\uf0f5\uf05d\uf0f5\uf0d2\uf020\uf045\uf0f2\uf0c9\uf020\uf0a4\uf0aa\uf0c9\uf0c9\uf0e4\uf0ae\uf0fa\uf0c9\n(B) Details of compensatory of fs given\uf02b\uf078\uf0aa\uf0c9\uf06c\uf0c9\uf0c9\nOR\uf02b\uf0ca\uf069\uf0c9\uf0ca\uf0ae\uf0fa\uf048\uf0f2\uf020\uf045\uf0f2\uf0c9\uf0aa\uf0c9\uf0c7\uf020\uf045\uf0e4\uf0f2\uf020\uf050\uf0c9\uf0c6\uf05d\uf0f5\uf0c9\uf0e5\uf020\uf045\uf0f2\uf0c9\uf020\uf0ca\uf0b4\uf0c9\uf0b4\uf0c9\uf0ae\uf0fa\uf068\uf0c9\uf020\uf02f \uf020\uf053\uf074\uf061\uf074\uf065\uf06d\uf065\uf06e\uf074\uf020\uf06f\uf066\uf020\uf045\uf078\uf074\uf072\uf061\uf020\uf044\uf075\uf074\uf079\uf020\uf048\uf06f\uf075\uf072\uf073\uf0a6\uf0c9\uf0c9\uf0ae\uf0fa\uf069\uf0c9\uf0d2\uf0aa\uf0c9\uf020\uf07c\uf0c9\uf0a4\uf0c9\uf0c6\uf076\uf0c9\uf020\uf0ba\uf0c9\uf0c6\uf0ba\uf06c\uf0c9\uf0c9\uf078\uf0c9\n\uf049\uf06e\uf064\uf069\uf061\uf06e\uf020\uf049\uf06e\uf073\uf074\uf069\uf074\uf075\uf074\uf065\uf020\uf06f\uf066\uf020\uf04d\uf061\uf06e\uf061\uf067\uf065\uf06d\uf065\uf06e\uf074\n\uf0b4\uf0c9\uf0ba\uf06a\uf0c9\uf0c9\uf07b\uf0c9\uf0d6\uf0ae\uf0fa\uf02c\uf020\uf02b\uf0bd\uf0fe\uf0a8\uf0c9\uf06e\uf0f9\uf0c9\uf0a4\uf0c9\uf0c9\uf06e\uf0f9\uf020\uf02d\uf020 380 015\nVastrapur ,Ahmedabad - 380 015"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 151, "chroma:document": "142\nIIMA HR Policy Manual 2023APPLICATION FOR CLAIMING INCENTIVE ON ACQUIRING FRESH \nHIGHER QUALIFICATIONS\nSr. \nNo.Particulars Submission of the applicant\n01 Employee Code\n02 Name of the employee\n03 Designation\n04 Group\n05 Department\n06 Name of Qualification \n07 Duration of the course\n08 Name of the Institute\n09 Year of joining the qualification\n10Year of completion the \nqualification\n11 Percentage/Grade Achieved\n12Number of occasions for claiming \nincentiveFirst/ Second"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 151, "chroma:document": "incentiveFirst/ Second\n         \n        \nDate : __________________                          Signature _________________"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 152, "chroma:document": "143\nIIMA HR Policy Manual 2023\nHOUSES FOR ST AFF\nThe following types of houses are available for staff housing:\nType III Available for the employees in the Pay level of 11 and above. Total nine houses are \navailable.\nType II Available for the employees in the Pay Level 10. Total eight houses are available.\nType IIA Available for the employees in the Pay Level 6 to 9. Total 20 houses are available.\nType I Available for the employees in Group C in Pay Level 2 to 5. Total 40 houses are available."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 152, "chroma:document": "Type S Available for the employees in Group D. Total 55 houses are available.\nConsideration for allotment in all the cases is seniority in the respective pay ranges.\nGENERAL CONDITIONS \n01 Out of turn allotment may be made in exceptional situations if, in the judgement of the \nDirector, institutional requirements so demand.\n02 If a person does not accept the offer of a house, his/her name will be shifted to the bottom of"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 152, "chroma:document": "the waiting list.  Exceptions to this will be made with respect to the following cases.\ni) When an institutional commitment has been made; for such a situation, institutional \ncommitment will have priority over seniority in the waiting list.\nii) When the Institute decides to change over from one system to another and such a \nchange involves marginal adjustments.\n03 If a person goes on a leave of absence or on deputation for a period not exceeding one year,"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 152, "chroma:document": "he/she can either retain the house for the period of his/her leave or can let the Institute use \nthe house (full or part) during his/her absence.  In the latter case, the person concerned will \nhave the right to reoccupy the house when he/she returns.\n04 If a person goes on leave for a period exceeding one year he/she will have to surrender the \nhouse to the Institute from the date the leave commences, but his/her seniority will be kept \nintact."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 152, "chroma:document": "intact.\n05 In every case, the allottee shall be deemed to be a licensee and not a tenant.\n06 HR Department shall monitor the availability of faculty houses periodically and inform the \nfaculty concerned accordingly.CHAPTER 12\nEMPLOYEES HOUSING \u2013 RULES & \nREGULATIONS"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 153, "chroma:document": "144\nIIMA HR Policy Manual 202307 The allottee will have to enter into an agreement with the Institute for the permissive use of \nthe house allotted to him/her on a non-judicial stamp paper worth Rs. 300/-.\n08 An employee, who becomes entitled to a higher category of house, will not be displaced from \nthe house under occupation until alternative accommodation in the next category is made \navailable.\n09 An allottee, whether temporary or permanent or on Tenure Based Scaled Contract, shall cease"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 153, "chroma:document": "to draw House Rent Allowance from the date of moving into the allotted house, or in case he/\nshe does not accept the offer, and there is no other claimant for the house.\n10 In addition to HRA, following license fees will be recovered from the employee:\nType of Houses House Nos.Living Area @ \nIIMA (SQMT)Category as per \nGoILicense Fees INR\nV 501 to 505 158.88 VI A 1840\nIV (Old) 401 to 419\n421 to 425129.28 V A 1490\nIV (New) 426 to 434 125.65\nIII (Old) 301 to 320 129.28\nIII (New) III-1 to III-9 108.74"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 153, "chroma:document": "III (New) III-1 to III-9 108.74\nTransit House \n(New)T-21 to T-35 108.74\nTransit House \n(Old)T-5 to T-20 86.38 IV (Sp.) 790\nII II-1 to II-8 86.38 IV (Sp.)\nII-A 201 to 220 65.24 IV 750\nI 111 to 130\n141 to 16044.10 II 370\nS S-1 to S-55 21.75 I 180\nGarages Allotted \nparking to \nType 500, \n300, 400, T, \nIII, II-A, I -- -- 50\n11 If an allottee dies, the allotment shall be cancelled from the date of death.  The Director will"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 153, "chroma:document": "have the discretion to extend the period of retention of the house by the family of the deceased \nin appropriate cases for up to 4 months. During such occupation, the rent last paid by the \ndeceased allottee will be payable to the Institute. \n12 If an allottee retires or resigns or is dismissed or removed from service, the allotment shall be \ncancelled from the date of such retirement, resignation, dismissal or removal. The Director"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 153, "chroma:document": "will have the discretion to extend the period of retention of the house in appropriate cases for \nup to 4 months, and on such terms and conditions, he deems fit.\n13 An allottee who wants to vacate the residence shall give at least thirty days\u2019 notice in writing \nto the Institute. In the case of shorter notice, he will be charged rent for the number of days \nby which the notice falls short of 30 days."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "145\nIIMA HR Policy Manual 202314 An employee shall not sublet or transfer the residence allotted to him or her, or any portion \nthereof. \n15 The allottee may accommodate guests in his/her house for a period not exceeding three \nmonths. For the period exceeding three months, specific approval of the Director needs to be \nobtained. \n16 The liability for rent shall commence from the date of occupation of the residence.\n17 The employee to whom the house is allotted shall be personally responsible for the rent"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "thereof and for any damage beyond fair wear and tear caused thereto or to services provided \ntherein during the period for which the house is under his/her occupation.\n18 The employee to whom the house has been allotted shall take the possession of the house \nfrom the Maintainance/Engineering Office.  Likewise, at the time of vacating the house, he/\nshe shall hand over the house to the Maintainance/Engineering  Office."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "19 An allottee shall not use the house for any purpose except for residing with his/her family \nand shall maintain the premises and the compound, if any, attached thereto, in a clean and \nhygienic condition.\n20 There shall be no improper use of any allotted house.  For the purpose of this rule, `improper \nuse\u2019 shall include:\n(a) Unauthorised addition to/or alteration of any part of the house or premises;\n(b) using the house/premises or a portion thereof for purposes other than for strictly"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "residential purposes;\n(c) unauthorised extension from electricity and water supply and other service \nconnections or tampering therewith; and\n(d) using the house or any portion in such a way as to be a nuisance to, or as to offend \nothers living on the campus, or using the house in such a way as to detract from the \nappearance of the campus.\n Any improper use of a house could lead to a cancellation of the allotment.  In case the residents"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "use the house for any commercial activity, the allotment will be cancelled, and possession of \nthe house will be taken over by the Institute forthwith.\n21 The allottee shall personally be responsible for the loss of or any damage to, beyond fair wear \n& tear, the building-fixtures, furniture, sanitary fittings, electrical installations, fencing, etc. \nprovided therein, during the period of his or her occupation of the house.\n22 No cattle shall be kept in the house or in the compound of the house."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "23 The allottee shall allow the estate staff of the Institute or the workers of authorised contractors \nto have access to the house at all reasonable hours to inspect the building, the water supply, \nsanitary or electricity installation, fixtures, and furniture and to carry out such normal repairs \nthereto as the Estate Supervisor may consider necessary for the proper maintenance of the \nhouse.\n24 The allottee should see that no water is wasted by leakage in the water supply fittings or by"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 154, "chroma:document": "careless or extravagant use by the occupants, and shall forthwith report to the maintenance \nstaff any damage to or defect in the building, fixtures and fittings, electrical installations or \nfencing and gates for necessary action."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b87e-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 155, "chroma:document": "146\nIIMA HR Policy Manual 202325 Any incidence of infectious disease in the house must immediately be reported to the Medical \nOfficer/Chief Administrative Officer of the Institute, and all precautions must be taken to \nprevent the spread of the infection.\n26 No inflammable material should be stored in the houses.\n27 The allottee will be responsible for all residents of the house, including servants abiding by \nthese rules."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b888-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 155, "chroma:document": "these rules.\n28 The rent payable by an employee for any type of quarter occupied by him/her is decided \nby the Institute from time to time.  There will be additional charges for actual electricity \nconsumption and services like Conservancy, Water Supply, Road & Street Lighting and \nGovernment Educational Cess, Municipal Tax etc.  These charges will be deducted from the \nsalaries of the occupants each month.\n29 On any question of interpretation of these rules, the Director\u2019s decision will be final."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b892-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 155, "chroma:document": "30 The Director will have the authority to modify these rules at any time.\n31 Houses shall be taken possession of from the engineering department and surrendered to the \ndepartment upon vacating them. \n Other conditions for allotment and use of the house shall be as laid down in the Housing \nAgreement (see Annex) to be executed with the Institute.\nOCCUPATION OF CAMPUS HOUSE BEYOND DATE OF RETIREMENT\n The charges for overstay of employees is as follows:\nType of houses Category House NosRate for Overstay"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b89c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 155, "chroma:document": "INR\nV A+ 501-505 30000\nIV(OLD) A+ 401-419\n421-42524000\nIV(NEW) A+ 426-434 24000\nIII(OLD) A+ 301-320 24000\nIII(NEW) A III-1TO III-9 20000\nTRANSIT HOUSE\n(NEW)A+ T-21 TO T-35 20000\nTRANSIT HOUSE \n(OLD)A+ T-1 TO T-20 16000\nII A II-1 TO II-8 12000\nII-A B 201-220 10000\nI C 111-130 \n141-1606000\nS-TYPE D S-1 TO S-55 3000"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b8b0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 156, "chroma:document": "147\nIIMA HR Policy Manual 202301 The telephone facility, if any provided in a house shall be withdrawn after two months \nof the occupant\u2019s retirement even if permission to retain the accommodation for a \nlonger period is granted.\n02 The retirement benefits such as gratuity, leave salary etc. would be paid to a \nsuperannuated employee only on vacating the Institute house if he/she was allotted \none. The charges for overstay will be recovered from the retirement dues."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b8ba-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 156, "chroma:document": "03 Looking into the overall interest of the Institute, the Director may use his discretion in \nthese matters. \n04 Retention of up to two months will be at normal licence fee.\n05 The above charges will be reviewed as and when desired by the Institute.\n06 No retention beyond six months will be allowed. If an employee continues to occupy \nan accommodation without official permission, measures like withdrawal of common \nfacilities will be considered."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b8c4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 156, "chroma:document": "facilities will be considered.\n07 The Institute  will write to the superannuating employees one year in advance about \ntheir impending retirement and the formalities they are supposed to complete \nfor getting the retirement benefits like CPF/Pension/Gratuity etc. They may also \nbe informed about the norms for keeping the campus accommodation beyond \nsuperannuation period in case they are occupying such houses. Employees who wish"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b8d8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 156, "chroma:document": "to stay in the Institute houses beyond the superannuation date should write to the \nCAO.\n08 Looking into the overall interest of the Institute, Director may use his discretion in \nthese matters.\n09 In case of resignation/completion of the tenure for employees appointed on Tenure \nBased Scaled Contract, the charges for over stay after the last working day will be as \nper the table. This is subject to approval of the over stay by the competent authority. \nUSE OF CAMPUS HOUSES FOR SOCIAL/RELIGIOUS PURPOSES"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b8e2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 156, "chroma:document": "The Institute may allow the employees to use campus houses for social /religious purposes.  \nThe charges applicable for the use of the facility will be as follows\nSr. No. Type of House Charges per day\n1. Transit house III - series & above 1000\n2. II - series 500\n3. IIA - series 500\n4. I - series 300\n5. S - series 200\nPolicy and norms for use of the guest house\n1. The guest house, if available, may be allotted to any faculty coming from another"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b8ec-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 156, "chroma:document": "institute either from India or abroad for collaborative research or on sabbatical or any \nother purpose. The occupant will be charged an amount of Rs.10000-/ month + actual \ncharges for electricity/cable TV/ Telephone"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b900-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 157, "chroma:document": "148\nIIMA HR Policy Manual 20232. After three months\u2019 occupant will bear charges for any refills that may be needed for \nthe cooking gas/cylinder\n3. If the occupant wishes to avail boarding facility at IMDC, they will be entitled for the \nsame at the prevailing rates for guest coupons (for breakfast, lunch/dinner). The rates \nare discounted rates and coupons can be obtained by the occupant from reception, \nIMDC\n4. In case any permanent and Tenure Based Scaled Contract employee desires to use"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b90a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 157, "chroma:document": "these guest houses for family functions such as marriage, for a short duration, then an \namount of Rs.2000-/ per day will be charged."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b914-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "149\nIIMA HR Policy Manual 2023HOUSING AGREEMENT\nAgreement for Permissive User\nThis agreement made this __________day of _______________ Two Thousand and                    in favour of Indian \nInstitute of Management, Ahmedabad (hereinafter called the \u201cEmployer\u201d) by ______________________\n(Emp.ID: __________) of Indian Institute of Management, Ahmedabad (hereinafter called the \n\u201cEmployee\u201d). \nWhereas the employer has employed the employee in the services on the post"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b928-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "________________________ from ____________  whereas the employee has to \ndischarge the duties of the employer in conformity with the rules of the Institute and whereas the \nnature of duties require that the employee should be in the vicinity of the employer\u2019s Institute and \nwhereas to facilitate such discharge of duties by the employee of the employer, the employee has \nrequested for the permissive use of the premises belonging to the employer and more particularly"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b932-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "described in the schedule hereunder written or any premises taken in exchange (hereinafter \ncalled the said premises) and the employer has agreed to do so.\nIt is hereby agreed by and between the parties as under:\n1. That the employer has permitted use of the said premises to the employee to enable the \nemployee to properly discharge his duties of his services with the employer while the said \npremises shall at all-time be deemed to be in possession and ownership of the employer."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b93c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "2. That the employee is permitted only to make use of premises for the residence purposes and \nfor such use he shall pay license fee as per rules framed by the Institute from time to time for \nbeing such permissive user of the said premises.\n3. That this permission of permissive use is purely temporary and the employer reserves the \nright to revoke it at any time by giving one month\u2019s notice to the employee of its intention to \ndo so."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b950-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "do so.\n4. That this agreement of permissive user does not create any right or interest in the property \nin favour of the employee as the property of the said premises remains in ownership and \ncontrol of the employer.  The permissive user is permitted by the employer solely with a view \nto facilitate the employee to properly discharge his duties in the services.\n5. That the employee shall not sublet or transfer the residence allotted to him or her, or any \nportion thereof of the out-houses."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b95a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "portion thereof of the out-houses.\n6. That only the family members of the employee are allowed to stay in the campus house \n(parents, unmarried/dependent children).  Any other guest can be accommodated for a \nmaximum duration of one week and beyond that approval of the CAO/Director and issue of \nSecurity Pass is necessary. \n7. That the employee to whom the house is allotted shall be personally responsible for the rent"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b964-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 158, "chroma:document": "thereof and for any damage beyond fair wear and tear caused thereto or to services provided \ntherein during the period for which the house is under his/her occupation, also to keep the \ninterior of the Licensed Premises in good condition.\n8. That the employee shall not use the house for any purpose except for residing with his/her \nfamily and shall maintain the premises and the compound, if any, attached thereto, in a clean \nand hygienic condition."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b96e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "150\nIIMA HR Policy Manual 20239. That the employee shall not be indulged in any improper use of any allotted house.  For the \npurpose of this rule, \u2018improper use\u2019 shall include:\n(a) unauthorised addition to/or alteration of any part of the house or premises;\n(b) using the house/premises or a portion thereof for purposes other than for strictly \nresidential purposes;\n(c) unauthorised extension from electricity and water supply and other service \nconnections or tampering therewith;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b982-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "connections or tampering therewith; \n(d) using the house or any portion in such a way as to be a nuisance to, or as to offend \nothers living on the campus, or using the house in such a way as to detract from the \nappearance of the campus;\n(e) Occupation of unauthorised person and subletting shall be strictly prohibited;\n(f) Conducts himself in a manner which is prejudicial to the maintenance of the \nharmonious relations with his neighbors."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b98c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "harmonious relations with his neighbors. \n  Any improper use of a house violation of Prohibition Act of the state, such as  could \nlead to cancellation of the allotment.  In case the residents use the house for any \ncommercial activity, the allotment will be cancelled and possession of the house will \nbe taken over by the Institute forthwith.\n10. That the employee shall not do in the Licensed Premises, any act, deed, matter or thing which"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b996-9793-11ee-86fe-0ec65110b511
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metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "may cause or likely to cause nuisance or annoyance to the occupiers of the building or the \noccupiers of the neighbors;\n11. That the employee shall personally be responsible for loss of or any damage to, beyond fair \nwear & tear, the building-fixtures, furniture, sanitary fittings, electrical installations, fencing, \netc. provided therein, during the period of his or her occupation of the house.\n12. That the employee shall not keep cattle in the house or in the compound of the said house."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b9aa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "13. That the employee, must immediately report to the Medical Officer/Chief Administrative \nOfficer of the Institute, about any incident of infectious disease in the family and all precautions \nmust be taken to prevent the spread of the infection.\n14. That the employee, shall not to store any hazardous or inflammable materials except \nauthorised cooking gas cylinders in the Licensed Premises nor to carry on in the Licensed \nPremises any illegal activity."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b9b4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "Premises any illegal activity.\n15. That the employee, not to do or omit or suffer to be done anything whereby its right of use of \nthe Licensed Premises or any part thereof is forfeited or extinguished.\n16. That the employee shall not to use the Licensed Premises or any part thereof nor permit or \nsuffer the same to be used for illegal, immoral antisocial, obnoxious or improper purposes \nnor cause or permit or suffer to be done upon the Licensed Premises or any part thereof"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b9be-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 159, "chroma:document": "anything which may offend any law, notification, rules or regulations of the Licensor in the \nLicensed Premises.\n17. That the employee without previous consent in writing of the Licensors, not to make or erect \nor permit or suffer to be made or erected on the Licensed Premises or any part thereof, any \nstructural alterations or additions or any other alterations which could affect or injure the \nstructure of the walls of the Licensed Premises."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b9d2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "151\nIIMA HR Policy Manual 202318. That the, no employee or his/her spouse or dependent(s) is permitted under any \ncircumstances to carry out any commercial activity from the said premises and keep animals \nlike Cow, Buffalo, Goat, Horse etc. Violating this clause will be treated as misconduct on the \npart of the employee and the allotment of residence will be liable to be cancelled. In addition \nto this it will be treated as breach of these rules for which the same penalty or damages will \nbe applicable."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "be applicable.\n19. That the employee shall pay by way of recovery from salary, the actual charges for electricity \nand water consumption, service charges and other admissible charges at such rates as may \nbe decided by the Institute from time to time\n20. That the employee shall not carry out any additions or alterations in the said premises or \nelectrical or sanitary installations therein and shall not do any damage to the property."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b9e6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "21. That the employee shall make good any damage caused to the said premises and shall be \nliable for the same to the employer.\n22. That the employee shall use the said premises for his personal use and for no other purposes.  \nThe employee shall not permit such premises or any part thereof being used by any other \nperson or family members those who are not dependent, they may entertain as guests for \nany purpose whatsoever.  The moment the employee is discharged from the services of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302b9f0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "employer, this arrangement of permissive user shall stand terminated and the employer can \ninstantaneously stop the employee from such permissive user.\n23. That this arrangement for permissive user in no way would be construed as creating any right \nwhatsoever in favour of the employee in the said premises or any part thereof.\n24. That the Institute shall not be responsible or liable for any loss, damage, shortage, theft or"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba04-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "destruction of any articles, property or things of any kind or nature whatsoever belonging to \nthe employee and kept in the said Premises.\n25. That the employee shall abide by the rules, regulations, bye-laws and executive instructions of \nthe Institute governing occupation of residential accommodation for the staff of the Institute \nand also comply with all directions given from time to time by Institute with regard to the use \nof the Licensed Premises or any part thereof."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba0e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "of the Licensed Premises or any part thereof. \nSchedule of the premises above referred to :\nHouse Type  ,No. ___  bearing Municipal Census No: __________________________Vastrapur Taluka City \nSurvey No.                    -            of ________  sq.mtr.\n(Name of Employee)\nSigned and delivered by th employee in the presence of  \n1. _____________________________________________________________ \n2. _________________________________________________________      \n                Chief Administrative Officer"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba18-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 160, "chroma:document": "Chief Administrative Officer  \nIndian Institute of Management Ahmedabad\n1. _________________________________________________________\n2. _________________________________________________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba2c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 161, "chroma:document": "152\nIIMA HR Policy Manual 2023\nIIM Staff Co-operative Credit & Supply Society Ltd Ahmedabad (Registration Number A-1028, \nDated 01-12-1964)  is a registered Co-operative Society under the Gujarat Co-operative Societies \nAct, 1961. The society was formed in the year 1964. The Society is established by and for the \nemployees of the Institute. The principal purpose of the society is to provide prompt credit facilities"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba36-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 161, "chroma:document": "to its members as per the provisions mentioned in the bye laws of the Society. The business of the \nsociety is managed by its Managing Committee. Members of the Managing Committee are duly \nelected by the members of the Society every year. The society has been running successfully for \nseveral years.  \nThe important provisions of the Society are highlighted below:\n\u00b7\tThe permanent employee of the Institute can become a member of the Society after completing \nthe formalities."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba4a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 161, "chroma:document": "the formalities.\n\u00b7\tMembers contribute towards Share Capital and have savings through Compulsory Savings \nScheme. Members can also avail benefit of Recurring Deposit as per the provisions of the \nSociety.\n\u00b7\tMembers are eligible for Emergency loan (up to Rs.5000/-) three times during the year and \nfull loan (exceeding Rs.5000/- but not more than Rs. 4, 00,000/-) once in a year as per their \neligibility.\n\u00b7\tMembers are given gift out of the profit of the society. Sometimes the Co-operative Society"}


created_at: 2023-12-10 19:37:53
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id: 8302ba54-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 161, "chroma:document": "tie-up with companies/agencies and give the goods at special rates/credit facilities to the \nmembers of the society.\n\u00b7\tMembers are paid dividend on their share capital from the profits and given interest towards \ntheir compulsory savings.\n\u00b7\tOn Superannuation/death of any member from the services of the Institute, a lump sum \namount Rs. 15,000/- is paid to such member/nominee of the member, as the case may be, \nfrom the \u201cRetirement-cum-Death Benefit fund\u201d of the society."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba5e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 161, "chroma:document": "\u00b7\tThe business transactions of the Society are liable for yearly audit by the (i) duly approved \nChartered Accountant; (ii) Funding bank and (iii) Auditor nominated by the Registrar of the \nCo-operative Societies.CHAPTER 13\nSTAFF CO-OPERATIVE CREDIT & \nSUPPLY SOCIETY LTD."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba72-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 162, "chroma:document": "153\nIIMA HR Policy Manual 2023\n1. The training programme shall be categorized as:\n1. INDUCTION TRAINING:\nInduction for a newly recruited employee shall cover all departments, as appropriate.\n2. INTERNAL TRAINING:\n Internal training shall cover topics relevant to current job requirements and other \nrelated training.\n3. SPECIALISED TRAINING\n It includes training through external faculty based on the specific need identified by \nthe concerned HoDs.\n1) Induction Training"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba7c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 162, "chroma:document": "the concerned HoDs.\n1) Induction Training\n1. HR shall impart induction training to a new employee on their joining the \nInstitute.\n2. New employees shall be briefed, among other things, on relevant areas during \nthe induction training.\n2) Internal Training\n1. The HR Department shall, in consultation with CAO, identify the training needs \nof staff and bring out a training calendar for the year.  \n2. In addition to the programmes listed in the training calendar, a special training"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba90-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 162, "chroma:document": "programme may be conducted as per the instruction of Director/Dean/CAO.\n3. The HR Department shall, in consultation with CAO, identify faculty for the \ninternal training programme and maintain a list of such faculty.\n4. The HR Department will arrange for all the necessary logistic support for the \ntraining programme. \n3) SPECIALISED Training:\n1. Concerned departments may identify special training needs for the staff and \nsend a proposal for organizing such a programme to the CAO."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302ba9a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 162, "chroma:document": "2. Employee participating in the training shall provide a feedback on the \nprogramme to the HR Department.\n3. HR shall maintain records of all specialised training programme.CHAPTER 14\nTRAINING & DEVELOPMENT"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302baa4-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 163, "chroma:document": "154\nIIMA HR Policy Manual 2023GENERAL \n1) HR Department will ensure the full details of the training programme for the employee are \nsent to the concerned HODs well before the commencement of the programme. \n2) Re-training may be organised, in consultation with the concerned HOD, for employees whose \nperformance in the training programme is found to be below average.\n3) Training report/summary:\n HR Department shall maintain records of all the training programmes organised which"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bab8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 163, "chroma:document": "will have information on topics covered, training methodology, list of participants and \nfaculty. Wherever appropriate, feedback report and evaluation of participants shall also be \nmaintained. \nTraining Feedback Form\nPersonal/Programme Details\nEmployee Name Training Topic\nDesignation Faculty Name\nDepartment Date\nEmployee Code Duration\n1. Please mention below three usefulness of the training programme \n a) ________________________________________________________________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bac2-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 163, "chroma:document": "__________________________________________________________________________\n __________________________________________________________________________\n     b) ________________________________________________________________________ \n __________________________________________________________________________\n __________________________________________________________________________\n c) ________________________________________________________________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bacc-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 163, "chroma:document": "__________________________________________________________________________\n __________________________________________________________________________\n2. What is your assessment of the overall effectiveness of the programme?\n5\nExcellent4\nV. Good3\nGood2\nAverage1\nPoor"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bae0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 164, "chroma:document": "155\nIIMA HR Policy Manual 20233. Please rate various aspects of the programme in general: -\n5\nExcellent4\nV. Good3\nGood2\nAverage1\nPoor\nUsefulness of Training in \nmy work\nInformation on course \ncontents\nRelevance to  \nQuality of Course Material\nPreparation by HODs\nLevel of Interaction\nOverall Learning from  \ntraining\n4. How will it be useful in your work? (give specific examples)\n5. Any Suggestions/Comments/Areas of improvement*:\n     * In case of more comments use back side of this sheet"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302baea-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 164, "chroma:document": "Date : _________  Signature of participant : __________________"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302baf4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 165, "chroma:document": "156\nIIMA HR Policy Manual 2023\nThe Institute has constituted a Welfare Committee chaired by designated Professor. A Welfare \nManager drives the entire activities. Below are the details of the activities carried out by the \nWelfare Committee:\n1. Institute Day Celebrations on December 11\n To Commemorate the Institute\u2019s foundation day, the \u201c Institute Day \u201d is celebrated on \nDecember 11th of every year.  During the celebrations, awards are presented by the Director"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb08-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 165, "chroma:document": "to meritorious children and staff members to promote their talents. A cultural programme is \nalso organised every year where children from the community, staff and students perform. \n2. Gujarati New Year celebrations \n Every year, after the Diwali holidays, the Welfare Committee organizes a get-together to \ncelebrate the Gujarati New Year. The employees and their families are greeted by lamps lit \nacross the campus and flower decoration. Community fireworks are organised and sweet"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb12-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 165, "chroma:document": "packets are distributed to all who participate in this get-together.  \n3. International Women\u2019s Day Celebrations on March 8\n The Staff Welfare committee celebrates the International Women\u2019s Day on March 8 every \nyear. The Welfare Committee distributes sweet packets and flowers to all the women engaged \nwith the Institute. They also host a special lunch for all women employees along with the \nDirector, Deans and CAO.\n4. Summer Class for IIMA Community Children"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb1c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 165, "chroma:document": "4. Summer Class for IIMA Community Children\n The Staff  Welfare Committee organises summer classes for children from the IIMA community \nduring summer vacation.  Activities such as dance workshops, art & craft workshops, and \norigami & painting workshops etc. are conducted.  The committee also arranges for summer \nclasses at AMA and VASCSC for community children.\n5. Employees Annual Health Check-Up\n General health check-up for the employees of the Institute and their spouse who are above 35"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb30-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 165, "chroma:document": "years is organised by the Staff Welfare Committee at a designated hospital in Ahmedabad. \n6. Professor B.H. Jajoo Welfare Committee Medical Scheme \n Prof. B.H. Jajoo, voluntarily donated an amount of Rs.25,00,000/- to set up a fund for the \nmedical needs of the retired employees of the Institute. The sub-committee constituted by \nProf. Jajoo check the genuine requirement of medical needs and distribute the amount to the \nretired employees from Group C & D with the help of the Welfare Committee. CHAPTER 15"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb3a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 165, "chroma:document": "WELFARE ACTIVITIES"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb44-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 166, "chroma:document": "157\nIIMA HR Policy Manual 2023 Under this, an Annual general health check-up is also sponsored for the retired group C & D \nemployees who have opted for CPF, post-retirement. \n7. Higher Education Loan for IIMA Community Children \n The Welfare Committee in its mandate to encourage community children to access higher \neducation has been providing interest-free education loans to the children of Group B, C and \nD employees. This interest-free loan is recovered in 12 monthly instalments."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb58-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 166, "chroma:document": "8. \u201cSri Ramakrishna \u2013 Shradha Medical Fund\u201d\n The Staff Welfare Committee created a medical fund in the name of Shri. Ramakrishna Shradha \nMedical Fund, with a corpus of Rs.5,00,000/- contributed by Prof. Shekar Choudhury, and \nMs. Saroja from PGP 1990 Batch. The interest earned from the fund caters to the medical \nexpenses for retired group C & D employees and their spouse.\n9. Employees Birthday Celebrations\n The Staff Welfare Committee celebrates the birthday of the faculty and staff by wishing them"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb62-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 166, "chroma:document": "with a greeting card and a packet of sweets.\n10. Child Care Centre\n Institute has child care centre for the children of the employees of the Institute. It is well \nmaintained with children playing area and a separate facility for children to take nap.\n11. Ladies Room\n Institute has a dedicated ladies room with basic facilities available in it. The women employees \nof the Institute can utilize it as a rest room or for any other purpose which deemed fit to the \nwomen employees of the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb6c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 166, "chroma:document": "women employees of the Institute.\n12. Other Activities\n The Staff welfare committee organises various health and wellness related talks on various \ntopics. Besides this, meditation and inspirational talks are also organised."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb80-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 167, "chroma:document": "158\nIIMA HR Policy Manual 2023The Institute has constituted the Sports and Recreation Activity Committee chaired by a designated      \nProfessor. Following are the main activities of the committee:\n1. The SARA committee maintains the fitness centres at the New Campus and the Old Campus. A                      \nnominal membership fee is charged for the usage of fitness centres. \nCategory Fees per month\nPGP/PGPX/PhD students Family: Rs. 200/month\nPhD students (6th year and onwards) Individual: Rs. 200/-"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb8a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 167, "chroma:document": "Family: Rs. 400/-\nFDP/AFP participants Participant: Rs. 400/month \nFamily: Rs. 500/month\nGroups A/B Individual: Rs. 400/month \nFamily: Rs. 500/month\nGroups C/D Individual: Rs. 200/month \nFamily: Rs.400/month\nAAs / RAs Individual: Rs. 200/month \nFamily: Rs.400/month\nAlumni Alumnus: Rs. 500/ month\n2.  Sports activities are also organised by SARA.  Coaching sessions are arranged by SARA for \nbelow activities and the charges are as listed below. SARA Membership is compulsory for all \nactivities."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bb94-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 167, "chroma:document": "activities.\nActivity Days Timing Rate\nYoga Six days a week One Hour Rs.100 per month\nTennis \nCoachingThree days a \nweekOne Hour Rs.1000/ x 3 months =    Rs.3000/-+GST\nSix days a week One Hour Rs.2000/ x 3 months =     Rs.6000/-+GST\nFootball  \nCoachingFive days a week One Hour Rs.1000/ x 3 months =     Rs.3000/-+GST\nSquash \nCoachingTwo days a week One Hour Rs.1000/ x 3 months =     Rs.3000/-+GST\nSwimming \nCoachingFive days a week One Hour Rs.1000/ x 3 months =     Rs.3000/-+GST\nCHAPTER 16\nSARA COMMITTEE"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bba8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 168, "chroma:document": "159\nIIMA HR Policy Manual 20233. The SARA committee maintains the fitness centre at the Old Campus and the SAB Gym in \nNew Campus. The new Sports Complex in New Campus of the Institute has facilities like \nGym, badminton courts, table tennis courts, an eight lane swimming pool, a squash room, \na snooker room, Yoga studio, Sauna and Steam rooms and a number of board game options. \nSARA conducts internal and external sports competitions for IIMA students in this sports"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bbb2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 168, "chroma:document": "complex. The operation of these facilities shall be managed by SARA Committee.\n4. Annual Sports Day: SARA committee organises Annual Sports Day in the month of January for \nall IIMA community members. During the Annual Sports Day various games are organized for \nIIMA community members.\n5. International Yoga Day: SARA committee celebrates June 21 as Yoga divas. It is open for all the \ncommunity members."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bbbc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 169, "chroma:document": "160\nIIMA HR Policy Manual 2023\nThe Institute has formed a seven-member staff evaluation and development committee (SEDC), \nheaded by a Chairperson to take decisions with respect to the employees below the level of \nManagers. Following are the main activities of the committee:\nPOLICY\n\u2022 Form or review the procedures applicable to staff. \nMANPOWER REQUISITION AND RECRUITMENT\n\u2022 Review the workforce requirement in various department\n\u2022 Sanction additional workforce\n\u2022 Be involved in the selection process\nPROMOTION"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bbd0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 169, "chroma:document": "\u2022 Be involved in the selection process\nPROMOTION\n\u2022 Finalization of number of vacancies\n\u2022 Announcement of the promotion exercise\n\u2022 Preparation of written paper and conducting the promotion examination\n\u2022 Conducting interviews of staff\n\u2022 Finalisation of marks for the promotion exercise \n\u2022 Announcement of results\nANNUAL INCENTIVE/DIRECTOR SPECIAL INCENTIVES\n\u2022 Finalization of the amount of annual incentive / director\u2019s special incentive"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bbda-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 169, "chroma:document": "\u2022   Seek nominations  from the department heads for director special incentive\n\u2022 Finalisation of awardees\nEXTENSION OF TENURE FOR EMPLOYEES APPOINTED ON TENURE BASED \nSCALED CONTRACT\n\u2022 Extension of tenure based on performance evaluation of staff appointed on Tenure Based \nScaled Contract.\nMONTHLY HONORARIUM\n\u2022 Based on the additional responsibilities handled by the staff, SEDC decides the amount of \nhonorarium to be paid.CHAPTER 17\nSTAFF EVALUATION AND \nDEVELOPMENT COMMITTEE"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bbe4-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 170, "chroma:document": "161\nIIMA HR Policy Manual 2023\nThe Institute has formed a three-member officers\u2019 evaluation and development committee \n(OEDC), headed by a Chairperson to take decisions concerning the Managers. Following are the \nmain activities of the committee:\nPOLICY\n\u2022 Form or review the policies applicable to Managers. \nOFFICER REQUISITION AND RECRUITMENT\n\u2022 Review requirement of Managers in various department\n\u2022 Be involved in the selection process of the Manager\nPROMOTION\n\u2022 Finalisation of number of vacancies"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bbf8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 170, "chroma:document": "PROMOTION\n\u2022 Finalisation of number of vacancies\n\u2022 Announcement of the promotion exercise\n\u2022 Preparation of the written paper and conducting the promotion examination\n\u2022 Conducting interviews of Managers\n\u2022 Finalisation of marks for the promotion exercise \n\u2022 Announcement of results\nANNUAL INCENTIVE/DIRECTOR SPECIAL INCENTIVES\n\u2022 Finalisation of the amount of annual incentive / director\u2019s special incentive\n\u2022 Seeking nominations from department heads for director special incentive\n\u2022 Finalisation of the awardees"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bc02-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 170, "chroma:document": "\u2022 Finalisation of the awardees\nEXTENSION OF TENURE FOR EMPLOYEES APPOINTED ON TENURE BASED \nSCALED CONTRACT\n\u2022 Extension of tenure based on performance evaluation of officers\u2019 appointed on Tenure Based \nScaled Contract \nMONTHLY HONORARIUM\n\u2022 Based on the additional responsibilities handled by the officer, OEDC decides the amount of \nhonorarium to be paid.CHAPTER 18\nOFFICERS\u2019 EVALUATION AND \nDEVELOPMENT COMMITTEE"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bc0c-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 171, "chroma:document": "162\nIIMA HR Policy Manual 2023\nThe Institute has implemented SAP in various departments with the help of Yash Technologies as \nthe SAP partner. \nThe HR activities have also undergone changes on the implementation of SAP . The Employees \nthrough the Employee Self Service (ESS) portal now have access to various details earlier available \nonly with or through the HR. Employees can raise requests through the portal. The following HR \nactivities are digitised through ESS:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bc20-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 171, "chroma:document": "activities are digitised through ESS:\ni. Personal Information \u2013 The personal information such as addresses, family dependent details, \nPAN number, official email id, contact number, date of birth, marital status, bank account \ndetails will be maintained under ESS. \nii. Leave Management \u2013 Employees can apply leave, view leave history, cancel the applied leave, \ncheck the leave balance through ESS. Any action on leave will go to the supervisor for approval."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bc2a-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 171, "chroma:document": "iii. Time Management \u2013 Employees can view their in-time/out-time. In case the employees come \nlate to the office, for every third instance in a month, half CL will be deducted. In case the CL \nbalance is zero, Earned Leave will be deducted. This can be regularised by the HR Department \nbased upon the approval from the Head of the Department.   \niv. Payment \u2013 Through ESS, employees can view their monthly salary slip."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bc34-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 171, "chroma:document": "The employees with reportees under them, will be given access to the Manager Self Service (MSS). \nThrough MSS, the employees can approve/reject the request of their reportees. CHAPTER 19\nENTERPRISE RESOURCE PLANNING  \n(ERP)"}


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": 172, "chroma:document": "163\nIIMA HR Policy Manual 2023\nST ATEMENT\nThe Institute is committed to providing a productive and conducive work environment where \ngrievances are dealt fairly and promptly. It aims to facilitate a work culture where no grievances \nexist as it will help in improving the performance and productivity of the staff and Managers.\nTHE SYSTEM\n1) A senior Manager of the Institute will be designated as Grievance Manager who will coordinate"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 172, "chroma:document": "and administer the grievance handling process in addition to documenting the same. \n2) The Staff Grievances Redressal Committee will be responsible for addressing all the grievances \nsubmitted to the Grievance Manager. \n3) The committee may, if required, refer cases to the Dean for dealing with the same. \n4) In cases where the Director\u2019s intervention is required, the Dean may forward the grievance \ncase to the Director. The Director will be the final authority on all staff and Managers\u2019 grievance"}


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": 172, "chroma:document": "matters. \nPROCESS & PROCEDURE:\n1. At the first instance, the affected staff/Manager should submit the grievance (in writing) \nto his/her supervisor/head of department. The supervisor/head of the department should \nacknowledge the receipt of the grievance, if possible, immediately. The supervisor/head of \ndepartment could seek CAO\u2019s intervention to get the grievance redressed. In case of policy-\nlevel matters, the CAO would forward the grievance to the Director or Dean or committees"}


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": 172, "chroma:document": "dealing with such issues. Employee specific grievances will be addressed and responded to by \nthe CAO. The process should, desirably, not exceed more than two weeks. \n2. The staff/Manager if not satisfied with the response from the CAO can submit the grievance \nalong with the CAO\u2019s response to the Grievance Manager. The Manager will provide a written \nacknowledgement of the receipt of the grievance.\n3. The Grievance Manager takes the grievance to the Grievance Redressal Committee."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 172, "chroma:document": "4. The Grievance Redressal Committee will seek relevant feedback from the system.\n5. Based on a careful analysis of the grievance in light of feedback and views of the members \nof the committee, the Grievance Committee will make its recommendation and send it to the \nCAO/Dean/Director for appropriate action. The Grievance Manager will write to the employee CHAPTER 20\nGRIEVANCE 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": 173, "chroma:document": "164\nIIMA HR Policy Manual 2023concerned that the committee has perused the grievance and appropriate recommendation \nhas been made to the Institute.\n6. The process should be, as far as possible, over by three weeks.\n7. Initially, the Grievance Redressal Committee could meet as frequently as possible and take up \ncases that were submitted to the committee so that grievances start getting addressed faster \nat the Institute. As far as possible, the grievance would be dealt with within three months.\nTHE OFFICE"}


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": 173, "chroma:document": "THE OFFICE\nOne Senior Manager will be designated by the Institute as the Grievance Manager. He will hear \nout the grievances of individuals and counsel them. If the grievance still persists, he may advise \nthem on the further course of action within the Institute. A formal grievance would be lodged as \nexplained above and forwarded to the Staff Grievances Redressal Committee.\nREPORTING\nThe Grievance Committee will report to the Dean/Director. A quarterly written report of"}


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": 173, "chroma:document": "grievances handled will be submitted to the Director. At the end of the year, an annual report shall \nbe compiled and submitted to the Director.\nIt is also envisaged that the annual report will include a section on recommendations to facilitate \nthe Director on formulating policies to reduce grievances at the Institute.\nSUMMARY\nThe Institute is committed to provide a fair and grievance- free work environment for the staff"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 173, "chroma:document": "and Managers of the Institute. In the formulation of the Grievance Policy, the Institute intends not \nonly to handle grievances of the staff and Managers but also look at ways and means of reducing \nthe grievances at the Institute."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 174, "chroma:document": "165\nIIMA HR Policy Manual 2023\n1. RETIREMENT\na) The age prescribed for retirement on superannuation is 65 years for faculty members \nand 60 years for other employees of the Institute.\nb) Retirement is effective from the afternoon of the last day of the month in which the age \nof superannuation is attained.\nc) Exception:  An employee whose birth date is the first of the month shall retire on the \nafternoon of the last day of the preceding month."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 174, "chroma:document": "afternoon of the last day of the preceding month.\nd) The day of retirement on superannuation and premature/voluntary retirement will \nbe deemed as a working day.\ne) Relinquishment of charge on a Holiday:  An employee retiring on superannuation \nshould formally relinquish charge of the office on the afternoon of that day itself even \nif it happens to be a holiday. The cash, stores, etc., may be handed over by the retiring \nManager on the previous working day. The actual relinquishment of charge of office"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 174, "chroma:document": "in the prescribed form can be done on the last day of service for which the physical \npresence of the Manager in the office need not be insisted.\nf) Regulation of claims to pension or family pension:  Any claim for CPF/Pension/Gratuity/\nFamily Pension benefits will be regulated based on the rules in force on the date on \nwhich the employee ceases to be in service due to retirement or death.\ng) Pension subject to future good conduct:  Future good conduct of an employee is an"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 174, "chroma:document": "implied condition for every grant of pension and its continuance. If the pensioner is \nconvicted of a serious crime or is found guilty of grave misconduct, the whole or part \nof the pension may be withheld or withdrawn by a written order of the appointing \nauthority, whether permanently or for a specified period.\nh) Right of the Institute to withhold or withdraw pension:  The Director has the right to \nwithhold a pension or gratuity or both or withdraw a pension or part thereof. He can"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 174, "chroma:document": "also order recovery from a pension or gratuity of the whole or part of any pecuniary \nloss caused to the Institute, if, in any departmental or judicial proceedings, the \npensioner is found guilty of grave misconduct or negligence during the period of his \nservice.\ni) Employment after retirement under a Foreign Government:  A pensioner, who \nimmediately before his retirement was a Group A employee should not accept any CHAPTER 21\nRETIREMENT, RESIGNATION ETC."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 175, "chroma:document": "166\nIIMA HR Policy Manual 2023employment under any Government outside India without the prior sanction of the \nInstitute. No pension is payable during the period of such appointment taken without \nprior permission or for a longer period as may be ordered by the Institute.\nRetirement general provisions\n\u2022 Limitation on the number of pensions: - The employee  is not eligible for two pensions in \nthe same service or post at the same time or by the same continuous service. A pensioner"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 175, "chroma:document": "receiving superannuation or retiring pension and re-employed subsequently is not eligible \nfoe separate pension and gratuity for the period of his re-employment.\nPeriod counted as a qualifying service\n\u00b7\tQualifying service of an employee commences from the date he takes charge of the post \nto which he is first appointed in a permanent capacity. Temporary service followed by \nconfirmation without interruption will also qualify.\n\u00b7\tDuty and periods treated as \u2018duty\u2019.\n\u00b7\tAll kinds of leave with leave salary."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 175, "chroma:document": "\u00b7\tAll kinds of leave with leave salary.\n\u00b7\tExtraordinary leave on medical certificate and extraordinary leave without medical certificate \ngranted due to the inability of the employee to join/re-join duty on account of civil commotion \nor for pursuing higher technical and scientific studies. This period automatically counts as \nqualifying service without and express sanction for this purpose\n\u00b7\tService on probation followed by a confirmation\n\u00b7\tThe suspension followed by a minor penalty"}


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": 175, "chroma:document": "\u00b7\tThe suspension followed by a minor penalty\nPeriod counted as a non-qualifying service\ni) Service rendered before attaining the age of 18 years.\nii) Service as Apprentice except  SAS Apprentice.\niii) Unauthorised absence treated as \u2018 dies non \u2019.\niv) Overstay on leave/joining time not regularised as leave with leave salary.\nv) Extraordinary Leave without medical certificate \nvi) Suspension followed by a major penalty, if the reinstating authority does not order \nthat it shall count as qualifying service."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 175, "chroma:document": "that it shall count as qualifying service.\n2. RESIGNATIONS\n Employees of the Institute may resign from the Institute as per the provisions contained in \ntheir appointment letter. While the Institute  is interested in settling all the outstanding dues, \nas early as possible, no outstanding dues will be settled unless a properly endorsed clearance \nform is submitted by the employee concerned."}


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": 176, "chroma:document": "167\nIIMA HR Policy Manual 2023CLEARANCE CERTIFICATE FOR STAFF \nName of the employee : Department : \nDesignation : Date :\nCertified that he/she has returned all the materials.\nHe/She may be relieved of his/her duties w.e.f ----------------------------------after office hours.\n___________________\nHead of the Department                                                                       \nP.N: The Concerned HODs are requested to fill in details and certify.\nDepartmentAmount to be \nRecoveredRemarks, if"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 176, "chroma:document": "DepartmentAmount to be \nRecoveredRemarks, if \nanySign of HOD \nwith Date\nCentral Stores and Purchase\n- All Stationery and other Items  received\n   Yes      No    \nComputer Centre\n1)     P.C. and its accessories received\n           Yes      No          \n2)     IP Telephony\n           Yes      No          \n3)     Mobile SIM Card  \n        Instrument Returned\n           Yes      No          \nLibrary\nCatering Service \nIIM Staff Co-operative Credit & Supply Society \nLtd\nElectrical Department"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 176, "chroma:document": "Ltd\nElectrical Department\nHousing Facility at Campus\n2)   Housing\n      House  No  _______ \n      Vacated  On  ________ \n       Not Vacated\nHouse Keeping Office\n1) Office vacated  \n       Yes      No    \n2) Keys surrendered  \n       Yes      No    \n SARA Co-coordinator"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 177, "chroma:document": "168\nIIMA HR Policy Manual 2023INDIAN INSTITUTE OF MANAGEMENT AHMEDABAD\n                                   \n\u2022 Effective date of her term over is _______________________\n\u2022 Identity Card No.______ issued to him / her has been / not been returned.\n\u2022  He / she has _______ days Earned Leave to his / her credit.\n\u2022 ____ days salary may be recovered from him/her as he/she has availed of days advance leave.\nDate :     HR - Manager                                 Associate Vice President  - HR"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 177, "chroma:document": "_________________________________________________________________________________\n\u2022 Certified that no amount is outstanding against him / her.\n\u2022 An amount of Rs. _________/- may be recovered from him / her.\n                        ___________________________________________\nDate:                                                                                              Assistant General Manager, Accounts\n__________________________________________________________________________________________"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 177, "chroma:document": "----------------------- PLEASE FILL THE FOLLOWING INFORMATION FOR RECORDS-------------------------\nCurrent Address with \nPhone NoPermanent Address with Phone No,\nE-mail ID after resignation / retirement/\nvoluntary retirement and leaving the Institute\nPhone No. :\nPhone No : E-mail"}


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": 178, "chroma:document": "169\nIIMA HR Policy Manual 2023Employees who joined the Institute on or before  31st December 2003 and have opted explicitly for \npension would be covered by the General Provident Fund-cum-Pension-cum-Gratuity Scheme of \nIIMA. All other employees will be covered under the Contributory Provident Fund-cum-Gratuity \nScheme. \nCONTRIBUTORY PROVIDENT FUND-CUM-GRATUITY RULES\nShort Title\n01 These rules may be called the Indian Institute of Management, Ahmedabad, Contributory \nProvident Fund-cum-Gratuity Rules."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 178, "chroma:document": "Provident Fund-cum-Gratuity Rules.\nDefinitions\n02 In these rules, unless the context otherwise requires -\ni) \u201cBoard\u201d means the Board of Governors of the Institute;\nii) \u201cChairman\u201d means the Chairman of the Board of Governors;\niii) \u201cDirector\u201d means the Director of the Institute;\niv) \u201cFamily\u201d means:\n(a) in the case of a male subscriber, the wife or wives and children of a subscriber, \nand the widow or widows and children of a deceased son of the subscriber:"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 178, "chroma:document": "Provided that if a subscriber proves that his wife has been judicially separated \nfrom him or has ceased under the customary law of the community to which \nshe belongs to be entitled to maintenance she shall henceforth be deemed to be \nno longer a member of the subscriber\u2019s family in matters to which these rules \nrelate, unless the subscriber subsequently indicates by express notification in \nwriting to the Secretary  that she shall continue to be so regarded."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 178, "chroma:document": "(b) in the case of a female subscriber, the husband and children of the subscriber, \nand the widow or widows and children of a deceased son of the subscriber:\n Provided that if a subscriber by notification in writing to the Secretary  \nexpresses her desire to exclude her husband from her family, the husband shall \nhenceforth be deemed to be no longer a member of the subscriber\u2019s family in \nmatters to which these rules relate, unless the subscriber subsequently cancels"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 178, "chroma:document": "formally in writing her notification excluding him.\nCHAPTER 22\nSUPERANNUATION BENEFITS"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 179, "chroma:document": "170\nIIMA HR Policy Manual 2023Note  I:  Children means legitimate children.\nNote II:  An adopted child shall be considered to be a legitimate child when the \nSecretary  is satisfied that under the personal law of the subscriber, adoption \nis legally recognised as conferring the status of a natural child, but in this \ncase only.\nv) \u201cThe Board of Trustees\u201d means, a Board created for the purpose of administration and \ncontrol of the provident fund."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 179, "chroma:document": "control of the provident fund.\nvi) \u201cForeign Service\u201d means service in which the Institute employee receives his pay \nand allowances with the sanction of the Institute from a source other than from the \nInstitute\u2019s funds.\nvii) \u201cFund\u201d means the Contributory Provident Fund-cum-Gratuity of the Institute.\nviii) \u201cInstitute\u201d means the Indian Institute of Management, Ahmedabad.\nix) \u201cLeave\u201d means any variety of leave provided for in the Institute Rules as may be \napplicable to the subscriber;"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 179, "chroma:document": "applicable to the subscriber;\nx) \u201cSalary\u201d means the amount drawn monthly by an employee of the Institute whether \non duty or during leave, as pay including Dearness Pay, special and personal pay but \nexcluding all other remuneration by way of allowances or otherwise.\nxi) \u201cSecretary\u201d means the Member Secretary of the Board of Trustees.\nxii) \u201cSubscription\u201d means the amount paid by the subscriber and \u201cContribution\u201d means \nthe amount contributed by the Institute.\nxiii) \u201cYear\u201d means a financial 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": 179, "chroma:document": "xiii) \u201cYear\u201d means a financial year.\nxiv) All words and expressions used but not defined in these regulations and defined in the \nProvident Fund Act 1925 (19 of 1925) shall have the meaning assigned to them in the \nsaid Act.\nCONSTITUTION AND MANAGEMENT OF THE FUND\n03 i) The Fund shall be constituted with subscription paid by the subscribers and \ncontributions made by the Institute and shall include accrued interest or profit \nrealised on investment or any part thereof."}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 179, "chroma:document": "realised on investment or any part thereof.\nii) Management of the Fund is vested with a Board of Trustees so created for this purpose. \nThe Board of Trustees will administer and control the Fund. The composition of the \nBoard of Trustees will be as follows:\n1. Director of the Institute or ex-Officio Chairman\n2. A member of the Faculty nominated by the PPC of the Institute\n3. Chief Administrative Officer\n4. Finance and Accounts Officer - Member-Secretary"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 179, "chroma:document": "5. A representative of the staff nominated by the Officers and Supervisors forum.\n Terms of functionaries in Sr.No.2 & 5 will be for 3 years."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be1e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 180, "chroma:document": "171\nIIMA HR Policy Manual 2023iii) The Fund shall be deposited, in the name of the Fund, with the State Bank of India or \nwith any other Bank as may be directed by the Board of Trustees. The deposits shall \nbe made as soon as possible after the monthly accounts are closed.\niv) The Institute may, from time to time, invest such part of the Fund, as may be considered \nexpedient, in the National Defence Certificate and/or other investments covered by"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be32-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 180, "chroma:document": "Section 20 of the Indian Trusts Act 1882 (2 of 1882) as the Board of Trustees may \ndetermine.\n All investments and securities shall be held in the name of the Institute.\nv) If an employee admitted to the benefit of the Fund was previously a subscriber to \nany Contributory/Non-Contributory Provident Fund of the Central Government/ \nState Government or of a body corporate owned or controlled by Government or an \nautonomous organisation registered under the Societies Registration Act, 1860, the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be3c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 180, "chroma:document": "amount of his accumulations in such Contributory or the Non-Contributory Provident \nFund, shall be transferred to his credit in the fund.\n04 These rules shall apply to every employee of the Institute who is permanently appointed and \nis covered under contributory provident fund.\nNOMINATION\n05 i) A subscriber shall, as soon as, maybe after joining the Fund, send to the Secretary a \nnomination, conferring on one or more persons the right to receive the amount that may stand"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be50-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 180, "chroma:document": "to his credit in the Fund, in the event of his death before that amount has become payable, or \nhaving become payable, has not been paid.\n Provided that if, at the time of making the nomination, the subscriber has a family, the \nnomination shall not be in favour of any person or persons other than the members of his \nfamily.\n Provided further that the nomination made by the subscriber in respect of any other Provident"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be64-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 180, "chroma:document": "Fund to which he was subscribing before joining the Fund, shall, if the amount to his credit in \nsuch other fund has been transferred to his credit in this fund, be deemed to be a nomination \nonly made under this rule until he makes a nomination in accordance with this rule.\nii) If a subscriber nominates more than one person under sub rule (i), he shall specify in \nthe nomination the amount or share payable to each of the nominees in such manner"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be6e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 180, "chroma:document": "as to cover the whole of the amount, that may stand to his credit in the fund at any \ntime.\niii) Every nomination shall be in such one of the Forms set forth in the Second Schedule as \nis appropriate in the circumstances.\niv) A subscriber may, at any time cancel his nomination by sending a notice in writing to \nthe Secretary.\n Provided that the subscriber shall, along with such notice, send a fresh nomination \nmade in accordance with the provisions of this rule.\nv) A subscriber may provide in a nomination:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be82-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 181, "chroma:document": "172\nIIMA HR Policy Manual 2023(a) in respect of any specified nominee that in the event of his nominee predeceasing \nthe subscriber, the right conferred upon that nominee shall pass to such other \nperson as may be specified in the nomination.\n Provided that such other person or persons shall, if the subscriber has other \nmembers of his family, be such other member or members, where the subscriber \nconfers such a right on more than one person under this clause, he shall specify"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be8c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 181, "chroma:document": "the amount or share payable to each of such persons in such a manner as to \ncover the whole of the amount payable to the nominee.\n(b) that the nomination shall become invalid in the event of the happening of a \ncontingency specified therein; provided that if at the time of making the \nnomination the subscriber has no family, he shall provide in the nomination \nthat it shall become invalid in the event of his subsequently acquiring a family."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302be96-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 181, "chroma:document": "Provided further that if at the time of making the nomination, the subscriber \nhas only one member of the family, he shall provide in the nomination that \nthe right conferred upon the alternate nominee under clause (a) shall become \ninvalid in the event of his subsequently acquiring other member or members in \nhis family.\nvi) Immediately on the death of a nominee in respect of whom no special provision has \nbeen made in the nomination under clause (a) of sub-rule (v) or on the occurrence of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302beaa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 181, "chroma:document": "any event by reason of which the nomination becomes invalid in pursuance of clause \n(b) of sub-rule (v) or the proviso thereto, the subscriber shall send to the Secretary a \nnotice in writing canceling the nomination together with a fresh nomination made in \naccordance with the provision of this rule.\nvii) Every nomination made and every notice of cancellation given by a subscriber shall, to \nthe extent that it is valid, take effect, on the date on which it is received by the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302beb4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 181, "chroma:document": "viii) An up-to-date Register shall be maintained by the Institute to record all nominations.\nSUBSCRIBER\u2019S ACCOUNTS\n06 An account shall be opened in the name of each subscriber in which shall be credited:\n i) the subscriber\u2019s subscription;\n ii) contributions made under Rule 10 by the Institute to his account;\n iii) interest as provided by Rule 11;\n iv) advance and withdrawals from his account.\nCONDITIONS AND RATES OF SUBSCRIPTIONS"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bebe-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 181, "chroma:document": "CONDITIONS AND RATES OF SUBSCRIPTIONS\n07 i) Every subscriber shall subscribe monthly to the Fund when on duty or foreign service \nbut not during the period of suspension.\n Provided that a subscriber on reinstatement after a period passed under suspension \nshall be allowed the option of paying in one sum or in instalments, any sum not \nexceeding the maximum amount of arrears of subscriptions permissible for that \nperiod."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bec8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 182, "chroma:document": "173\nIIMA HR Policy Manual 2023ADDITIONAL / MISCELLANEOUS SUBSCRIPTION\nA subscriber may at his option, make additional / miscellaneous subscription by way of cheque/\ncash not exceeding five times during the course of a year, provided that total subscription \nincluding additional / miscellaneous subscription shall not exceed gross annual emoluments.  \nFor Additional / Miscellaneous subscription, emoluments shall include all such components of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bedc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 182, "chroma:document": "allowances like, DA, HRA, CCA, Transport Allowance, etc. which are not defined in the term salary \n[Refer Clause 2(x)].\nFormula for calculating additional subscription for Provident Fund\nGROSS ANNUAL SALARY* (after adjustment of LWP)\nLESS: 1. Income Tax\n2. Professional Tax\n3. LIC\n4. GSLIS\n5. HRA/License Fee (including Municipal Tax)\n6. Any other statutory deduction\nNET ANNUAL SALARY\nLESS: Regular Provident Fund Subscription through Salary\nMAXIMUM ADDITIONAL SUBSCRIPTION\n*Excluding Income from Consultancy"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bee6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 182, "chroma:document": "*Excluding Income from Consultancy\nIn the Formula for calculating the additional subscription for P .F. for any employee who is on \nLeave Without Pay (LWP) during the year, the words Gross Annual Salary be replaced with Gross \nNotional Annual Salary and the words Net Annual Salary be replaced with Net Notional Annual \nSalary. \nii) A subscriber may at his option, not subscribe during any period of leave other than \nearned leave of less than 30 days duration as the case may be, by sending a notice"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bef0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 182, "chroma:document": "in writing to the Secretary before or soon after proceeding on leave. Failure to make \ndue and timely intimation shall be deemed to constitute an election to subscribe. The \noption of a subscriber intimated under the sub para shall be final.\niii) A subscriber who has withdrawn the amount of subscription and interest thereon, \nshall not subscribe to the fund after such withdrawal, unless he returns to duty.\n08 i) The amount of subscription shall be fixed subject to the conditions:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf04-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 182, "chroma:document": "(a) It shall be expressed in whole rupees (50 paise and above counting as the next \nhigher rupee).\n(b) It shall be a sum representing ten per cent in the case of CPF subscribers and six \nper cent in the case of GPF subscribers. \nii) For the purpose of sub-rules (i) (b) the salary of a subscriber shall be:\n (a) In the case of subscriber who was in service of the Institute on the 31st \nMarch of the preceding year, the salary to which he was entitled on that date;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf0e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 183, "chroma:document": "174\nIIMA HR Policy Manual 2023 (b) In the case of a subscriber who was not in service of the Institute on the \n31st March of the preceding year, the salary to which he was entitled on the \nfirst day of his service.\niii) The amount of subscription so fixed may be enhanced or reduced not more \nthan three times during the course of a year.\n Provided that if a subscriber is on duty for a part of a month and on leave for \nthe remainder of the month and if he has elected not to subscribe during the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf22-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 183, "chroma:document": "leave, the amount of subscription payable shall be proportionate to the number \nof days spent on duty in the month.\niv) As per the amended provisions of the GPF Rules, 1960, as mentioned in the \noffice memorandum F.No.3/6/2021-P&PW(F) dated 11th October 2022, the \nlimit of subscription under GPF in a financial year by a subscriber shall not \nexceed the threshold limit (Rupees Five Lakh).\nREALISATION OF SUBSCRIPTION\n09 The recovery of subscription and of the principal and interest on advances shall be made"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf2c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 183, "chroma:document": "from the monthly salary. \n The additional / miscellaneous subscription and the recovery of principal and interest on \nadvance may be received by way of cheque/cash. \nCONTRIBUTION BY THE INSTITUTE\n10 i) The Institute shall, with effect from the 31st March of each year, make a contribution to \nthe account of each subscriber.\n Provided that, if a subscriber quits the service or dies during a year, contribution shall \nbe credited to his account for the period between the close of the preceding year and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf36-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 183, "chroma:document": "the date of the casualty.\nii) The contribution shall be a sum representing such per cent of the salary of the \nsubscriber as may be declared by the Government of India from time to time; \ndrawn on duty during the year or for a period in the year as the case may be. \n(Resolution dated 1.12.2004)\niii) Should a subscriber elect to subscribe during leave, the salary drawn by him \nduring leave for the purpose of this rule, be deemed to be salary drawn on duty."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf4a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 183, "chroma:document": "iv) The amount of contribution payable shall be rounded to the nearest whole \nrupee (50 paise and above counting as the next higher rupee).\nINTEREST\n11 i) The Institute shall pay to the credit of the account of a subscriber interest at such \na rate as the Board of Trustees may, from time to time, prescribe.\nii) Interest shall be credited with effect from 31st March of each year in the following \nmanner:\n(a) on the amount at the credit of a subscriber on the 31st March of the preceding"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf54-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 183, "chroma:document": "year, less any sums withdrawn during the current year - interest for twelve"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf5e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 184, "chroma:document": "175\nIIMA HR Policy Manual 2023months.\n(b) on sums withdrawn during the current year - interest from the 1st April of the \ncurrent year upto the last day of the month preceding the month of withdrawals;\n(c) on all sums credited to the subscriber\u2019s account after the 31st March of the \npreceding year - interest from the date of deposit upto the 31st March of the \ncurrent year;\n (d) the total amount of interest shall be rounded to the nearest rupee in the manner \nprovided in sub-rule (iv) of rule 10;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf72-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 184, "chroma:document": "provided in sub-rule (iv) of rule 10;\n Provided that when the amount standing at the credit of subscriber has become \npayable, interest shall thereupon be credited under this sub-rule in respect of only the \nperiod from the beginning of the current year or from the date of credit as the case \nmay be upto the date on which the amount standing at the credit of the subscriber \nbecomes payable.\niii) For the purpose of this rule the date of credit shall be deemed to be the first day of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf7c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 184, "chroma:document": "month in which it is credited.\niv) In all cases interest will be paid in respect of balance at the credit of a subscriber upto \nthe close of the month preceding that in which payment is made or upto the end of \nthe six months in which such amount becomes payable whichever of these periods be \nless.\n *\nv) Subject to the provisions of sub-rule (iv) no interest shall be paid in respect of any \nperiod after the date which the Secretary has intimated to that person or his agent as"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf90-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 184, "chroma:document": "date on which he is prepared to make payment.\n              *Following deleted from 11-06-2018\n In the case of ceased members retiring from the Institute on  Superannuation/\nvoluntary retirement/special VRS, interest will   be credited for three years.\nADVANCE FROM THE FUND\n12 A temporary advance may be granted to a subscriber from the amount standing to his credit \nin the Fund at the discretion of the authority specified in rule 13 subject to the following \nconditions:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bf9a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 184, "chroma:document": "conditions:\n The appropriate sanctioning authority may sanction the payment to any subscriber of an \nadvance consisting of a sum of whole rupees and not exceeding an amount of three months \npay or half the amount of subscriptions and interest thereon standing to the credit of the \nsubscriber in the fund, whichever is less, for one or more of the following purposes:\ni) to pay expenses in connection with the illness or disability including where necessary,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bfa4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 184, "chroma:document": "the travelling expenses of the subscriber or any person actually dependent on him;\nii) to meet the cost of higher education, including where necessary, the travelling \nexpenses of the subscriber or any person actually dependent on him in the following \ncases; namely:\n(a) for education outside India for an academic, technical professional or vocational"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bfb8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "176\nIIMA HR Policy Manual 2023course beyond the High School stage; and\n(b) for any medical, engineering or other technical or specialised course in India \nbeyond the High School stage; provided that the course of study is for not less \nthan three years.\niii) to pay obligatory expenses, on scale appropriate to the status which by customary \nuse, the subscriber has to incur in connection with marriages or other ceremonies of \nhimself or of his children or of any other person actually dependent on him;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bfc2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "iv) to pay expenses in connection with the prolonged illness or confinement of the \napplicant or any person actually dependent on him;\nv) to meet the cost of his defence where the subscriber is prosecuted by the Government \nor Institute in any court of law or where the subscriber engages any legal practitioner \nto defend him in any enquiry in respect of any alleged official misconduct on his part;\nvi) to meet the cost of legal proceedings instituted by the subscriber for vindicating his"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bfd6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "position in regard to any allegations made against him in respect of any act done or \npurporting to have been done by him in the discharge of his official duty;\nvii) to meet the cost of plot or construction of a house or a ready built flat for his residence \nor to make any payment towards the allotment of a plot or a ready built flat by a State \nHousing Board or House Building Cooperative Society;\nviii) to meet the cost of consumer durables such as TV, VCR/VCP , washing machines,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bfe0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "cooking range, geysers, computers etc.\n Provided that the condition of actual dependence shall not apply in the case of a son \nor daughter of the subscriber.\n Provided further that the condition of actual dependence shall not apply in the case of \nan advance required to meet the funeral expenses of the parent of a subscriber.\nix) An advance shall not, except for special reasons, exceed three months\u2019 salary and shall \nin no case exceed the amount of subscription and interest thereon standing to the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bfea-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "credit of the subscriber in the Fund.\nx) An advance shall not, except for special reasons be granted until at least twelve months \nafter the final repayment of all previous advances together with interest thereon.\n13 i) A temporary advance from the Fund to the subscribers other than the Director will \nbe sanctioned by Director. In the case of administrative staff the advance may be \nsanctioned by the Chief Administrative Officer."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302bffe-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "sanctioned by the Chief Administrative Officer.\n ii) A temporary advance from the Fund to the Director shall require the sanction of the \nBoard of Trustees.\n14 i) An advance shall be recovered from the subscriber in such number of equal monthly \ninstalments as the sanctioning authority may direct; but such number shall not be \nless than twelve unless the subscriber so elects, or in any case more than twenty \nfour. In special cases where the amount of advance exceeds three months\u2019 pay of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c008-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 185, "chroma:document": "subscriber under sub-rule (viii) of Rule 12, the sanctioning authority may fix such \nnumber of instalments to be more than twenty four but in no case more than thirty \nsix."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c012-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 186, "chroma:document": "177\nIIMA HR Policy Manual 2023 A subscriber may, at his option make repayment in a smaller number of instalments \nthan that prescribed. Each instalment shall be a number of whole rupees, the amount \nof the advance being raised or reduced, if necessary, to admit of the fixation of such \ninstalments.\nii) Recovery shall be made in the manner provided in Rule 9 for the realisation of \nsubscription and shall commence on the first occasion after the advance is made on"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c026-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 186, "chroma:document": "which the subscriber draws salary for a full month.\niii) If more than one advance has been made to a subscriber, each advance shall be treated \nseparately for the purpose of recovery.\niv) After the principal of the advance has been fully repaid, interest shall be paid thereon \nat the rate of one-fifty per cent of the principal for each month or broken portion \nof a month during the period between the drawal and complete repayment of the \nprincipal."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c030-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 186, "chroma:document": "principal.\nv) Interest shall ordinarily be recovered in one instalment in the month after complete \npayment of the principal; but if the period referred to in sub-rule (iv) exceeds twenty \nmonths interest may, if the subscriber so desires, be recovered in two equal monthly \ninstalments. The method of recovery shall be that provided in sub-rule (ii). Payment \nshall be rounded to the nearest rupee in the manner provided in sub-rule (iv) of Rule \n10."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c03a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 186, "chroma:document": "10.\nvi) Recoveries made under this rule shall be credited as they are made, to the account of \nthe subscriber in the Fund.\nWITHDRAWALS FROM THE FUND\n15 i) Subject to the conditions specified hereunder, withdrawals may be sanctioned by the \nBoard of Trustees, in the case of a withdrawal by the Director, and by the Director in \nthe case of Faculty, and by the Chief Administrative Officer in any other case, at any \ntime;\n(A) after the completion of fifteen years of service (including broken periods of"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c04e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 186, "chroma:document": "service, if any) of a subscriber or within ten years before the date of his retirement \non superannuation whichever is earlier from the amount of subscription and \ninterest thereon standing to the credit of the subscriber in the Fund for one or \nmore of the following purposes, namely;\n  i) for meeting the cost of higher education, including where necessary, the \ntravelling expenses of the subscriber or any child of the subscriber in the \nfollowing cases namely:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c058-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 186, "chroma:document": "following cases namely:\n(a) for education outside India for academic, technical, professional \nor vocational course beyond the High School stage, and \n(b) for any medical, engineering or technical or specialised course in \nIndia beyond the High School stage;\nii) for meeting the expenditure in connection with the betrothal/marriage \nof the subscriber or his sons or daughters, and any other female relation"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c062-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "178\nIIMA HR Policy Manual 2023actually dependent on him;\niii) for meeting the expenses in connection with illness including where \nnecessary, the travelling expenses, of the subscriber and members of his \nfamily or any person actually dependent on him;\niv) to meet the cost of Consumer durables such as TV, VCR/VCP , Washing \nMachines, Cooking Range, Geysers, Computers, etc.\n(B) during the service of a subscriber from the amount of subscription and interest"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c076-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "thereon standing to his credit in the Fund for one or more of the following purposes, \nnamely:\ni) for constructing or acquiring a suitable house or a ready built flat for his \nresidence including the cost of the land;\nii) for repaying an outstanding amount on account of loan expressly taken for \nconstructing or acquiring a suitable house or a ready built flat for his residence;\niii) for purchasing a plot of land for constructing a house thereon for his residence"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c080-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "or repaying any outstanding amount on account of loan expressly taken for this \npurpose;\niv) for reconstructing or making additions or alterations to a house or a ready built \nflat already owned or acquired by the subscriber;\nv) for renovating, making additions or alterations or upkeep of an ancestral house \nat a place other than the place of duty or to a house built with the assistance of \nloan from Government at a place other than the place of duty;"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c08a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "vi) for constructing a house on a plot of land purchased under clause (iii)\n(C) within six months before the date of the subscriber\u2019s retirement, from the amount \nstanding to his credit in the Fund for the purpose of acquiring a farm land or business \npremises or both.\nNote 1:  A subscriber who has availed himself of an advance for house building purpose \nor has been allowed any assistance in this regard from any other Government"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c09e-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "source, shall be eligible for the grant of final withdrawal under sub clauses (i), \n(iii), (iv) and (vi) of clause B for the purpose specified therein and also for the \npurposes for the payment of any loan taken under aforesaid scheme subject to \nthe limits specified in sub-para 1 of para 17.\n The actual withdrawal from the fund shall be made only on receipt of an \nauthorisation from the Accounts Officer who shall arrange this as soon as the \nformal sanction of the sanctioning authority has been issued."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0a8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "16 A subscriber who has already drawn or may draw in future an advance under para 12 for \nany of the purposes specified in para 15 may convert at his discretion, by written request \naddressed to the Chief Administrative Officer through the sanctioning authority the balance \noutstanding against it into a final withdrawal on his satisfying the conditions laid down in \npara 15.\n17 i) Any sum withdrawn by a subscriber at any one time for one or more of the purpose"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0b2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 187, "chroma:document": "specified in paragraph (15) from the amount standing to his credit in the Fund shall"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0bc-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "179\nIIMA HR Policy Manual 2023not ordinarily exceed one-half of the amount of the subscriptions and interest thereon \nstanding to the credit of the subscriber in the Fund or 6 months\u2019 pay whichever is less. \nThe sanctioning authority may, however, sanction the withdrawal of an amount in \nexcess of this limit up to three-fourths in the case of withdrawal under sub-clause (A) \nand 90% in the case of withdrawal under sub-clause (B) of clause (i) of Rule 15 of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0d0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "amount of subscriptions and interest thereon standing to the credit of the subscriber \nhaving due regard to (i) the object for which the withdrawal is being made, (ii) the \nstatus of the subscriber and (iii) the amount of subscriptions and interest thereon \nstanding to the credit of the subscriber in the Fund.\nii) A subscriber who has been permitted to withdraw money from the Fund under \nparagraph (15) shall satisfy the sanctioning authority within a reasonable period as"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0da-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "may be specified by that authority that the money has been utilised for the purpose for \nwhich it was withdrawn, and if he fails to do so, the whole of the sum as withdrawn, or \nso much thereof as has not been applied for the purpose for which it was withdrawn \nshall forthwith be repaid in one lump sum together with interest thereon by the \nsubscriber to the Fund and in default of such payment, it shall be ordered by the \nsanctioning authority to be recovered from his emoluments either in a lump sum or in"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0e4-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "such manner of monthly instalments, as may be determined by the Institute.\nCIRCUMST ANCES IN WHICH ACCUMULATIONS ARE PAYABLE\n18 When a subscriber quits the service, the amount standing to his credit in the Fund shall, \nsubject to any deduction under Rule 21 become payable to him.\n19 When a subscriber -\ni) has proceeded on leave preparatory to retirement, or\nii) while on leave, has been permitted to retire or declared by competent medical \nauthority to be unfit for further service,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c0f8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "authority to be unfit for further service,\n the amount of subscriptions and interest thereon standing to his credit in the Fund \nshall, upon application made by him in that behalf to the Director, become payable to \nthe subscriber.\n20 Subject to any deduction under Rule 21, on the death of a subscriber before the amount \nstanding to his credit has become payable or where the amount has become payable, before \npayment has been made.\ni) When the subscriber leaves a family -"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c102-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "i) When the subscriber leaves a family -\n(a) If a nomination made by the subscriber in accordance with the provisions of \nrule 5 in favour of a member or members of his family subsists, the amount \nstanding to his credit in the Fund or the part thereof to which the nomination \nrelates, shall become payable to his nominee or nominees in the proportion \nspecified in the nomination.\n(b) If no such nomination in favour of a member or members of the family of the"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c10c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 188, "chroma:document": "subscriber subsists, or if such nomination relates only to a part of the amount \nstanding to his credit in the Fund, the whole amount or the part thereof to which \nthe nomination does not relate, as the case may be, shall, notwithstanding any"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c120-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 189, "chroma:document": "180\nIIMA HR Policy Manual 2023nomination purporting to be in favour of any person or persons other than \na member or members of his family, become payable to the members of his \nfamily in equal shares:\n Provided that no share shall be payable to -\n (1) sons who have attained legal majority;\n (2) sons of a deceased son who have attained legal majority;\n (3) married daughters whose husbands are alive;\n (4) married daughters of a deceased son whose husbands are alive if there is"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c12a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 189, "chroma:document": "any member of the family other than those specified in clauses (1), (2), (3), and \n(4):\n Provided also that the widow or widows and the child or children of a deceased \nson shall receive between them in equal parts only the share which that son \nwould have received if he had survived the subscriber and had been exempted \nfrom the provisions of clause (1) of the first proviso:\nNote:  Any sum payable under these rules to a member of the family of a subscriber"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c134-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 189, "chroma:document": "vests in such member under sub-section (2) of section 3 of the Provident Fund \nAct, 1925.\n ii) when the subscriber leaves no family, if a nomination made by him in accordance \nwith the provisions of rule 5, in favour of any person or persons subsists, the amount \nstanding to his credit in the Fund or the part thereof to which the nomination relates \nshall become payable to his nominee or nominees in the proportion specified in the \nnomination."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c148-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 189, "chroma:document": "nomination.\nNote:  When a nominee is a dependent of the subscriber as defined in clause (c) of \nsection 2 of the Provident Fund Act, 1925, the amount vests in such nominees \nunder subsection (2) of section 3 of that Act.\niii) when the subscriber leaves no family and no nomination made by him in accordance \nwith the provisions of rule 5 subsists, or if such nomination relates only to part of the \namount standing to his credit in the Fund, the relevant provisions of clause (b) and"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c152-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 189, "chroma:document": "sub-clause (ii) of clause (c) of sub-section (1) or section 4 of the Provident Fund Act, \n1925, are applicable to the whole amount or the part thereof to which the nomination \ndoes not relate.\n21 Subject to the conditions that no deduction may be made which reduces the credit by more \nthan the amount of any contribution by the Institute with interest thereon credited under \nrules 10 and 11 before the amount standing to the credit of subscriber in the Fund is paid out"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c15c-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 189, "chroma:document": "of the Fund, the Board of Trustees may direct the deduction there from the payment to the \nInstitute of -\ni) any amount, if a subscriber has been dismissed from the service for grave misconduct;\nii) any amount, if a subscriber resigns his employment with the Institute within five \nyears of the commencement thereof, otherwise than by reason of superannuation \nor a declaration by competent medical authority that he is unfit for further service,"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c170-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "181\nIIMA HR Policy Manual 2023except in the case of those who take employment in Indian Institute of Management \nat Ahmedabad, Bangalore, Calcutta, Lucknow, Indore and Kozhikode or in any of IITs \nestablished by Government of India in which case the entire amount at the credit of \nemployee including the share of the Institute, shall be transferred to the employee\u2019s \nnew Provident Fund account in the IIMs and IITs concerned.\niii) any amount due under a liability incurred by the subscriber to the Institute."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c17a-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "22 i) When the amount standing to the credit of a subscriber in the Fund or the balance \nthereof after any deduction under rule 21 becomes payable, it shall be the duty of the \nSecretary after satisfying himself, when no such deduction has been directed under \nthat rule, that no deduction is to be made, to make the payments as provided in section \n4 of the Provident Fund Act, 1925.\nii) If the persons to whom, under these rules, any amounts to be paid is a lunatic for"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c184-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "whose estate a manager has been appointed in this behalf, the payment will be made \nto such manager, and not to the lunatic.\niii) Any person who desires to claim payable under this rule shall send a written \napplication in that behalf to the Director. Payment of amounts withdrawn shall be \nmade in India only. The persons to whom the amounts are payable shall make their \nown arrangements to receive payment in India.\nNote:  When the amount standing to the credit of a subscriber has become payable"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c198-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "under rules 18, 19 or 20, the Institute shall make arrangement for prompt \npayment of that portion of the amount standing to the credit of a subscriber \nin regard to which there is no dispute or doubt, the balance being adjusted as \nsoon after as may be.\nPROCEDURE\n23 Accumulation in the Fund of which payment has not been taken after they become payable \nunder these rules shall be transferred to \u201cDeposits\u201d after the 31st March of the year and \ntreated under the ordinary rules relating to deposits."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1a2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "24 i) As soon as possible after the 31st March of each year and after the Fund accounts have \nbeen audited, the Institute shall send to each subscriber a statement of his account in \nthe Fund showing the opening balance as on the 1st April of the year, the total amount \nof deposits during the year, the total amount of interest credited as on the 31st March \nof the year, total amount of withdrawals during the year and the closing balance on \nthat date."}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1b6-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "that date.\nii) Subscribers should satisfy themselves as to the correctness of the annual statement \nand errors should be brought to the notice of the Institute within one month from \nthe date of receipt of the statement. If no intimation is received from the subscriber \nwithin this period it shall be assumed that he has accepted the statement.\niii) Where errors in the annual statement are brought to notice, it shall be the responsibility"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1c0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 190, "chroma:document": "of the Institute to reconcile the same for settlement to the satisfaction of the subscriber.\n25 Indemnity Clause\n \u201c Any loss or diminution in the value of the investment of the fund from whatever cause or"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1ca-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 191, "chroma:document": "182\nIIMA HR Policy Manual 2023source shall be borne by the fund alone and the members of the Board of Trustees, jointly or \nseverally, shall incur no responsibility by reason or on account thereof.\u201d\n \u201cNo member of the Board of Trustees shall be responsible or chargeable save and except for \nmonies actually received by him notwithstanding his having signed any receipts for the sake \nof conformity or otherwise nor shall he be responsible or chargeable for the acts, defaults or"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1de-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 191, "chroma:document": "neglects of his co-Trustees nor of any bankers, brokers, auctioneers or other persons with \nwhom or into whose hands any trust monies or securities may be deposited or come, nor for \nthe insufficiency or deficiency of any securities nor for any other loss unless the same shall \nhappen through his own wilful default or gross negligence.\u201d\nGRATUITY\n01 (a) Gratuity shall be granted for good, efficient and faithful service to whole-time \nemployees of the Institute and shall exclude the following:"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1e8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 191, "chroma:document": "i) Casual and non-regular employees;\n ii) employees on deputation; and\niii) apprentices and trainees, and Note (1) \nNote 1:  Persons who retired before attaining the age of normal retirement of 60 years \nand who have not received the maximum amount of gratuity in their earlier \nservice in any civil or military department or central government or from \nservices of any local funds administered by the government or from any other"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c1f2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 191, "chroma:document": "institution prior to re-employment in the Institute may be eligible for benefits \nof gratuity rules of the Institute.\n(b) It shall be granted in the following circumstances:\ni) discharge on the abolition of post;\nii) permanent incapacity due to bodily or mental infirmity;\niii) superannuation at the age of 60 years; and\niv) after completion of five years of service at the Institute in case of retirement/\nresignation or term over.\n Provided that -"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 191, "chroma:document": "resignation or term over.\n Provided that - \ni) Gratuity shall not be admissible to an employee whose services are terminated \nfor misconduct, insolvency or inefficiency.\nii) Except in the case of death, the gratuity will be admissible only after five years \nof qualifying service.\n(c) Qualifying services shall mean all service rendered in the Institute after completion of \n18 years of age, except periods of service rendered as Apprentice and extra-ordinary \nleave without leave salary."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 192, "chroma:document": "183\nIIMA HR Policy Manual 2023(d) i) Gratuity shall be equal to one-fourth of the monthly emoluments for each \ncompleted six monthly periods of service subject to a maximum of 16\u00bd times \nof the emoluments or Rs. 20 lacs whichever is less.\nii) In case of death, the amount of gratuity shall be calculated under (i) or as \nworked out below, whichever be more:\nLength of Service Death Gratuity payable to family\n1. Less than one year 2 times of `emoluments\u2019\n2. One year or more but less than 5"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 192, "chroma:document": "2. One year or more but less than 5 \nyears6 times of `emoluments\u2019\n3 5 years or more but less than 11 years 12 times of monthly \u2018emoluments\u2019\n4. 11 years or more but less than 20 years 20 times of monthly `emoluments\u2019\n5. 20 years or more Half of monthly emoluments for every \ncompleted six-monthly period of \nqualifying service subject to a maximum \nof 33 times the `emoluments\u2019.\niii) If an employee who has become eligible for payment of the Institute\u2019s share of"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 192, "chroma:document": "contribution to the Contributory Provident Fund under rules of the Institute \ndies within a period of 5 years after he/she retires from the service of the \nInstitute and the sums actually received by him/her at the time of death on \naccount of Institute share of contribution to contributory provident fund \ntogether with gratuity under rule 01(d)(i) is less than the amount equal to 12 \ntimes the emoluments, a gratuity equal to the deficiency shall be granted to the \nperson or persons nominated by him."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 192, "chroma:document": "person or persons nominated by him.\nExplanation:   For the purpose of this paragraph, `emoluments\u2019 means pay \nincluding dearness pay, if any, leave remuneration of the nature of pay (including \ndearness pay, if any) received in respect of the foreign service, immediately \nbefore his retirement or relinquishment of service subject to a maximum of  \nRs. 9000/- per month.\n02 i) Every employee shall make a nomination in the Common Nomination form  conferring"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 192, "chroma:document": "on one or more persons of his family the right to receive the gratuity in the event of his \ndeath while in service or after quitting service but before payment of gratuity is made, \nindicating the shares payable to each member. In the case of an employee having no \nfamily, the nomination may be made in favour of a person, or persons, or a body of \npersons, corporate or incorporate.\nii) In the event of there being no nomination, the gratuity on death may be paid in the \nmanner indicated below:"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 192, "chroma:document": "manner indicated below:\n(a) If there are one or more surviving members of the family as in (i) to (iv) below, it \nmay be paid to all such members other than any such member who is widowed \ndaughter, in equal shares.\n(b) If there are no such surviving members of the family but there are one or more \nsurviving widowed daughters and/or more surviving members of the family \nas in (v) to (ix) below, the gratuity may be paid to all such members, in equal \nshares."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 193, "chroma:document": "184\nIIMA HR Policy Manual 2023Explanation:   For the purpose of this paragraph, `family\u2019 shall include the following:\ni) wife in the case of a male employee;\nii) husband in the case of female employee;\niii) sons including step children and adopted children;\niv) unmarried and widowed daughters;\nv) brothers below the age of 18 years and unmarried and widowed sisters \nincluding step brothers and step sisters;\nvi) father;\nvii) mother;\nviii) married daughters; and\nix) children of a pre-deceased son."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 193, "chroma:document": "ix) children of a pre-deceased son.\n03 When an employee of an educational institution under the control of the Ministry of \nEducation, Government of India is permanently absorbed at IIMA the past service will count \nfor retirement benefits at IIMA provided the transfer is certified to be in the public interest \nand also subject to the following conditions:\n(a) The transfer is made with the consent of parent institution;"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 193, "chroma:document": "(b) IIMA shall be the sole judge to decide as to whether the absorption is in the public \ninterest or not;\n(c) The parent institution pays the capitalised value of pension and gratuity in respect of \npast service of the employee in that institution to IIMA at the time of his permanent \nabsorption; and\n(d) In case the employee in question is on CPF Scheme, the accumulations in the CPF \naccount and the capitalised value of gratuity to be transferred by the parent \norganisation to the IIMA."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 193, "chroma:document": "organisation to the IIMA.\n04 Gratuity under National Pension System\n\u2022 The staff members covered under NPS are admissible for service gratuity, retirement \ngratuity and death gratuity. \n\u2022 The service gratuity is admissible on completion of minimum of five years of qualifying \nservice at the Institute. \nB NATIONAL PENSION SYSTEM\n The Central Government has introduced the Defined Contribution based Pension System \nknown as the National Pension System (NPS) replacing the existing system of Defined"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 193, "chroma:document": "Benefit Pension with effect from January 01, 2004 vide its notification Ministry of Finance \n(Department of Economic Affairs) OM No 5/7/2003 PR Dt 22/12/2003.\n National Pension System (NPS) is a contributory pension system whereby contributions \nfrom subscribers along with matching contributions from the Institute, are collected and \naccumulated in an individual pension account of the employee. NPS is mandatory to all \nemployees joining the services of the Institute on or after 1st January 2004."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 194, "chroma:document": "185\nIIMA HR Policy Manual 2023Indian Inst itute of Manag ement\nVastrapur , Ahmed abad - 380 015.\u00a6\u00c9\u00c9\u00ae\u00fai\u00c9\u00d2\u00aa\u00c9 |\u00c9\u00a4\u00c9\u00c6v\u00c9 \u00ba\u00c9\u00c6\u00bal\u00c9\u00c9x\u00c9\n\u00b4\u00c9\u00baj\u00c9\u00c9{\u00c9\u00d6\u00ae\u00fa, +\u00bd\u00fe\u00a8\u00c9n\u00f9\u00c9\u00a4\u00c9\u00c9n\u00f9 - 380 015\n{\u00c9\u00da\u00ae\u00fa\u00c9 x\u00c9\u00c9\u00a8\u00c9 :\nName in Full\n{\u00c9n\u00f9x\u00c9\u00c9\u00a8\u00c9 :\nDesignation\n\u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9 \u00cax\u00c9\u00cav\u00c9 \u00b1\u00c9\u00e4J\u00c9\u00c9 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9 :\nP.F.A/c. No.\nE\u00f2\u00a8\u00c9\u00c7S\u00c9\u00c9\u00ae\u00fa\u00d2 E\u00da\u00f2]\u00f5 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9 :\nEmp. Code No.\nO\u00c9\u00e4b {\u00c9\u00e4 :\nGrade Pay\n@\u00f1h\u00c9 E\u00e4\u00f2 |\u00c9E\u00f2\u00c9\u00ae\u00fa / Loan type\n@1.M\u00c9\u00de\u00bd\u00fe \u00cax\u00c9\u00a8\u00c9\u00c9\u00c7h\u00c9 E\u00e4\u00f2 \u00ca\u00b1\u00c9B @\u00f1h\u00c9\u00fa (         )\nLoan for housing purpose\n2.+x\u00aa\u00c9 |\u00c9\u00aa\u00c9\u00c9\u00e4V\u00c9x\u00c9\u00c9\u00e5 E\u00e4\u00f2 \u00ca\u00b1\u00c9B @\u00f1h\u00c9 (         )\nLoan for other purposes"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 194, "chroma:document": "Loan for other purposes\n@3.+\u00c6\u00cai\u00c9\u00a8\u00c9 +\u00c9\u00bd\u00fe\u00ae\u00fah\u00c9 (         )\nFinal withdrawal\n|\u00c9\u00aa\u00c9\u00c9\u00e4V\u00c9x\u00c9 / Purpose :\n*\u00a8\u00c9\u00c9\u00c4M\u00c9\u00d2 M\u00c9<\u00c7 v\u00c9x\u00c9\u00ae\u00fa\u00c9\u00ca\u00b6\u00c9 \u00af\u00fb./ Amount Required Rs. \u00caE\u00f2\u00b6i\u00c9\u00c9\u00e5 E\u00f2\u00d2 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9 / No. of installments\nO\u00c9\u00e4b {\u00c9\u00e4 / Grade Pay\n1.5400+\u00c9\u00e8\u00ae\u00fa <\u00ba\u00c9\u00ba\u00c9\u00e4 +\u00cav\u00c9E\u00f2 / and above (         )\n2.4200 (         )\n3.2800 (         )\n2400\n4.2400\u00ba\u00c9\u00e4 x\u00c9\u00d2S\u00c9\u00e4  / below 2400 (         )\n*E\u00e4\u00f2\u00b4\u00c9\u00b1\u00c9 \u00a8\u00c9E\u00f2\u00c9x\u00c9 \u00a4\u00c9x\u00c9\u00c9x\u00c9\u00e4 E\u00e4\u00f2 \u00ca\u00b1\u00c9B \u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9 \u00cax\u00c9\u00cav\u00c9 @\u00f1h\u00c9 {\u00c9\u00ae\u00fa \u00b1\u00c9\u00c9M\u00c9\u00da / Applicable to PF loan for housing purpose only ."}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 194, "chroma:document": "\u00a8\u00c9\u00e8x\u00c9\u00e4 \u201cV\u00c9\u00a8\u00c9\u00c9 \u00ba\u00c9\u00e4 V\u00c9\u00d6c\u00e4\u00f7 \u00bd\u00d6\u00feB \u00a4\u00c9\u00d2\u00a8\u00c9\u00c9 \u00aa\u00c9\u00c9\u00e4V\u00c9x\u00c9\u00c9 \u201dE\u00e4\u00f2 \u00ba\u00c9\u00a8\u00a4\u00c9\u00c6v\u00c9 \u00a8\u00c9\u00e5 \u00bal\u00c9\u00c9{\u00c9x\u00c9\u00c9 +x\u00c9\u00d6\u00a6\u00c9\u00c9M\u00c9 E\u00f2\u00c9 \u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 21.7.92 E\u00f2\u00c9 {\u00c9\u00ca\u00ae\u00fa{\u00c9j\u00c9 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9 E\u00f2\u00c9 {\u00c9\u00ca\u00ae\u00fa{\u00c9j\u00c9\n<\u00ba]\u00f5-II/053/92/1023 {\u00c9g\u00f8 \u00ca\u00b1\u00c9\u00aa\u00c9\u00c9 \u00bd\u00e8\u00fe *\nI have read in circular No.EST -II/053/1023 dated 21.7.92 regarding the \u201cDeposit Linked Insurance Scheme.\u201d\n\u00a8\u00c9\u00d6Z\u00c9\u00e4 Y\u00c9\u00c9i\u00c9 \u00bd\u00e8\u00fe \u00caE\u00f2 \u00aa\u00c9\u00can\u00f9 \u00a8\u00c9\u00e5 x\u00aa\u00c9\u00dax\u00c9i\u00c9\u00a8\u00c9 \u00b6\u00c9\u00e4\u00b9\u00c9 x\u00c9\u00bd\u00fe\u00d3 \u00ae\u00faJ\u00c9\u00da\u00c4M\u00c9\u00c9 i\u00c9\u00c9\u00e4 \u00a8\u00c9\u00e9 V\u00c9\u00a8\u00c9\u00c9 \u00ba\u00c9\u00e4 V\u00c9\u00d6c\u00f7\u00d2 \u00bd\u00d6\u00fe<\u00c7 \u00a4\u00c9\u00d2\u00a8\u00c9\u00c9 \u00aa\u00c9\u00c9\u00e4V\u00c9x\u00c9\u00c9 E\u00e4\u00f2 +\u00c6i\u00c9\u00ae\u00faMi\u00c9 ={\u00c9\u00b1\u00c9\u00a4v\u00c9 \u00b1\u00c9\u00c9\u00a6\u00c9\u00c9\u00e5 E\u00f2\u00c9 {\u00c9\u00c9j\u00c9\nx\u00c9\u00bd\u00fe\u00d3 \u00bd\u00da\u00c4\u00feM\u00c9\u00c9 *"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 194, "chroma:document": "x\u00c9\u00bd\u00fe\u00d3 \u00bd\u00da\u00c4\u00feM\u00c9\u00c9 *\nI am aware that I will not be eligible for the benefits available under the Deposit Linked Insurance Scheme, if I do not\nkeep the minimum balance.\n\u00a8\u00c9\u00e9 +{\u00c9x\u00c9\u00e4 +\u00c6\u00b6\u00c9n\u00f9\u00c9\u00aa\u00c9\u00d2 \u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9 \u00cax\u00c9\u00cav\u00c9 J\u00c9\u00c9i\u00c9\u00e4 \u00a8\u00c9\u00e5 x\u00aa\u00c9\u00dax\u00c9i\u00c9\u00a8\u00c9 \u00b6\u00c9\u00e4\u00b9\u00c9 \u00ae\u00faJ\u00c9\u00da\u00c4M\u00c9\u00c9   \u00bd\u00fe\u00c9\u00c4   (      )\nI want to keep minimum balance in my CPF account.    No  (      )\n@x\u00c9\u00c9\u00e4]\u00f5 : \u00aa\u00c9\u00can\u00f9 +\u00c9\u00b4\u00c9\u00e4n\u00f9x\u00c9 @\u00f1h\u00c9 / \u00a8\u00c9E\u00f2\u00c9x\u00c9 \u00a4\u00c9x\u00c9\u00c9x\u00c9\u00e4 E\u00e4\u00f2 |\u00c9\u00aa\u00c9\u00c9\u00e4V\u00c9x\u00c9 E\u00e4\u00f2 +\u00c9\u00bd\u00fe\u00ae\u00fah\u00c9 E\u00e4\u00f2 \u00ca\u00b1\u00c9B \u00bd\u00e8\u00fe i\u00c9\u00c9\u00e4 E\u00de\u00f2{\u00c9\u00aa\u00c9\u00c9 {\u00c9\u00d2U\u00e4\u00f4 n\u00f9\u00d2 M\u00c9<\u00c7 \u00ba\u00c9\u00daS\u00c9x\u00c9\u00c9 \u00b6\u00c9\u00d2]\u00f5 \u00a6\u00c9\u00ae\u00e5\u00fa *"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 194, "chroma:document": "Note : If the application is for Loan/Withdrawal for housing purpose, please fill up information sheet on the reverse.\n\u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 :/ Date : \u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa /  Signature\u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9 \u00cax\u00c9\u00cav\u00c9 \u00ba\u00c9\u00e4 @\u00f1h\u00c9 / +\u00c6\u00cai\u00c9\u00a8\u00c9 +\u00c9\u00bd\u00fe\u00ae\u00fah\u00c9 E\u00e4\u00f2 \u00ca\u00b1\u00c9B +\u00c9\u00b4\u00c9\u00e4n\u00f9x\u00c9 \u00a1\u00f2\u00c9\u00a8\u00c9\u00c7\nApplication form for Loan/Final withdrawal from Provident Fund for Consumer durables\n+\u00c9\u00b4\u00c9\u00e4n\u00f9x\u00c9 {\u00c9\u00ae\u00fa E\u00f2\u00c9\u00aa\u00c9\u00c7\u00b4\u00c9\u00c9\u00bd\u00fe\u00d2 E\u00f2\u00ae\u00fax\u00c9\u00e4 \u00b4\u00c9\u00c9\u00b1\u00c9\u00e4 \u00b4\u00aa\u00c9\u00caH\u00f2 x\u00c9\u00c9\u00e4]\u00f5 E\u00f2\u00ae\u00e5\u00fa\n\u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa E\u00f2\u00ae\u00e5\u00fa\nPerson processing the application to note & sign\n\u00bal\u00c9\u00c9{\u00c9x\u00c9\u00c9 +x\u00c9\u00d6\u00a6\u00c9\u00c9M\u00c9 x\u00c9\u00c9\u00e4]\u00f5 E\u00f2\u00ae\u00e5\u00fa +\u00c9\u00e8\u00ae\u00fa \u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa E\u00f2\u00ae\u00e5\u00fa"}


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{"source": "./documents/HR_Policy_Manual.pdf", "page": 194, "chroma:document": "Establishment Section to note & sign\nE\u00e8\u00f2\u00ca\u00b6\u00c9\u00aa\u00c9\u00ae\u00fa \u00b4\u00c9\u00ba\u00c9\u00da\u00b1\u00c9\u00d2 E\u00e4\u00f2 \u00ca\u00b1\u00c9B x\u00c9\u00c9\u00e4]\u00f5 E\u00f2\u00ae\u00e5\u00fa +\u00c9\u00e8\u00ae\u00fa \u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa E\u00f2\u00ae\u00e5\u00fa\nCashier to note for recovery & sign\n\u00ba\u00c9\u00bd\u00fe\u00d2 \u00a4\u00c9\u00c9\u00ecC\u00ba\u00c9 {\u00c9\u00ae\u00fa \u00cax\u00c9\u00b6\u00c9\u00c9x\u00c9 \u00b1\u00c9M\u00c9\u00c9B\u00c6\nTick in appropriate box\n\u00ba\u00c9\u00bd\u00fe\u00d2 \u00a4\u00c9\u00c9\u00ecC\u00ba\u00c9 {\u00c9\u00ae\u00fa \u00cax\u00c9\u00b6\u00c9\u00c9x\u00c9 \u00b1\u00c9M\u00c9\u00c9B\u00c6\nTick in appropriate box\n\u00ba\u00c9\u00bd\u00fe\u00d2 \u00a4\u00c9\u00c9\u00ecC\u00ba\u00c9 {\u00c9\u00ae\u00fa \u00cax\u00c9\u00b6\u00c9\u00c9x\u00c9 \u00b1\u00c9M\u00c9\u00c9B\u00c6\nTick in appropriate box\n(E\u00de\u00f2.{\u00c9\u00de.{\u00c9. /P.T.O.)"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 195, "chroma:document": "Date on which construction completed/to be completed\n7.\u00ba\u00c9\u00c6\u00bal\u00c9\u00c9x\u00c9 \u00ba\u00c9\u00e4 ={\u00c9\u00b1\u00c9\u00a4v\u00c9 \u00a6\u00c9\u00b4\u00c9x\u00c9 \u00cax\u00c9\u00a8\u00c9\u00c9\u00c7h\u00c9 +\u00caO\u00c9\u00a8\u00c9 \u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2 / Date : \u00ae\u00fa\u00c9\u00ca\u00b6\u00c9 \u00af\u00fb. / Amount Rs.\nHBA availed from Institute\n1.\u00ba\u00c9\u00c6\u00bal\u00c9\u00c9x\u00c9 \u00ba\u00c9\u00e4 \u00ca\u00b1\u00c9\u00aa\u00c9\u00c9 M\u00c9\u00aa\u00c9\u00c9 E\u00d6\u00f2\u00b1\u00c9 +\u00caO\u00c9\u00a8\u00c9\nFrom HBA Fund of IIMA\n2.+{\u00c9x\u00c9\u00e4 \u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9\u00cax\u00c9\u00cav\u00c9 J\u00c9\u00c9i\u00c9\u00e4 \u00ba\u00c9\u00e4\nFrom own P .F.\n8.+\u00a4\u00c9 i\u00c9E\u00f2 \u00ca\u00b1\u00c9\u00aa\u00c9\u00c9 M\u00c9\u00aa\u00c9\u00c9 E\u00d6\u00f2\u00b1\u00c9 +\u00caO\u00c9\u00a8\u00c9 :\nTotal advance drawn so far\n9.+\u00caO\u00c9\u00a8\u00c9 E\u00f2\u00d2 {\u00c9\u00c9j\u00c9i\u00c9\u00c9 \u00ae\u00fa\u00c9\u00ca\u00b6\u00c9 (4-8) :\nEligible amount of advance (4-8)\n10.\u00aa\u00c9\u00can\u00f9 +\u00c9\u00b4\u00c9\u00e4\u00can\u00f9i\u00c9 +\u00c9\u00bd\u00fe\u00ae\u00fah\u00c9 \u00b4\u00c9i\u00c9\u00c7\u00a8\u00c9\u00c9x\u00c9 \u00a8\u00c9E\u00f2\u00c9x\u00c9/}\u00b1\u00c9\u00e8]\u00f5 E\u00f2\u00c9\u00e4"}


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": 195, "chroma:document": "\u00a4\u00c9g\u00f8\u00c9x\u00c9\u00e4/{\u00c9\u00ca\u00ae\u00fa\u00b4\u00c9\u00cci\u00c9i\u00c9 E\u00f2\u00ae\u00fax\u00c9\u00e4 E\u00e4\u00f2 \u00ca\u00b1\u00c9B \u00bd\u00e8\u00fe i\u00c9\u00c9\u00e4 <\u00ba\u00c9 |\u00c9E\u00f2\u00c9\u00ae\u00fa E\u00e4\u00f2\n\u00a4\u00c9g\u00f8\u00c9x\u00c9\u00e4/{\u00c9\u00ca\u00ae\u00fa\u00b4\u00c9i\u00c9\u00c7x\u00c9 E\u00f2\u00d2 +x\u00c9\u00d6\u00a8\u00c9\u00c9\u00cax\u00c9i\u00c9 \u00b1\u00c9\u00c9M\u00c9i\u00c9 *\nIn case withdrawal requested is for addition/\nalternation of existing house/flat estimated,\ncost of such addition/alteration.\n(E\u00de\u00f2{\u00c9\u00aa\u00c9\u00c9 \u00a8\u00aa\u00c9\u00da\u00cax\u00c9\u00ca\u00ba\u00c9{\u00c9\u00e8\u00ca\u00b1\u00c9]\u00f5\u00d2/{\u00c9\u00c6S\u00c9\u00c9\u00aa\u00c9i\u00c9 E\u00f2\u00d2 \u00a8\u00c9\u00c6V\u00c9\u00da\u00ae\u00fa\u00d2 E\u00e4\u00f2 \u00ba\u00c9\u00c9l\u00c9\n\u00a4\u00c9g\u00f8\u00c9x\u00c9\u00e4/{\u00c9\u00ca\u00ae\u00fa\u00b4\u00c9i\u00c9\u00c7x\u00c9 E\u00f2\u00c9\u00e4 n\u00f9\u00b6\u00c9\u00c9\u00c7x\u00c9\u00e4\u00b4\u00c9\u00c9\u00b1\u00c9\u00e4 <\u00c6V\u00c9\u00d2\u00cax\u00c9\u00aa\u00c9\u00ae\u00fa E\u00e4\u00f2\n|\u00c9\u00a8\u00c9\u00c9h\u00c9{\u00c9j\u00c9 E\u00f2\u00d2 |\u00c9\u00a8\u00c9\u00c9\u00cah\u00c9i\u00c9 |\u00c9\u00cai\u00c9\u00ca\u00b1\u00c9\u00ca{\u00c9 \u00ba\u00c9\u00c6\u00b1\u00c9Mx\u00c9 E\u00f2\u00ae\u00e5\u00fa)\n(Please attach certified copy of Engineer\u2019s certificate"}


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": 195, "chroma:document": "showing details of addition/alteration along with\napproval from Municipality/Panchayat.)\n11.\u00a8\u00c9E\u00f2\u00c9x\u00c9 \u00a4\u00c9x\u00c9\u00c9x\u00c9\u00e4 E\u00e4\u00f2 \u00ca\u00b1\u00c9B {\u00c9\u00bd\u00fe\u00b1\u00c9\u00e4 \u00bd\u00fe\u00d2 |\u00c9\u00c9{i\u00c9 +\u00c6\u00cai\u00c9\u00a8\u00c9 +\u00c9\u00bd\u00fe\u00ae\u00fah\u00c9 :        \u00can\u00f9x\u00c9\u00c9\u00c6E\u00f2  / Date :    \u00ae\u00fa\u00c9\u00ca\u00b6\u00c9 \u00af\u00fb.  / Amount Rs.\nFinal withdrawal already availed for housing\n12.E\u00de\u00f2{\u00c9\u00aa\u00c9\u00c9 \u00a6\u00c9\u00b4\u00c9x\u00c9\u00cax\u00c9\u00a8\u00c9\u00c9\u00c7h\u00c9 E\u00f2\u00c9 \u00ca\u00b1\u00c9\u00caJ\u00c9i\u00c9 |\u00c9\u00a8\u00c9\u00c9h\u00c9 \u00ba\u00c9\u00c6\u00b1\u00c9Mx\u00c9 E\u00f2\u00ae\u00e5\u00fa :\nPlease attach documentary proof of house building\n\u00bd\u00fe\u00bai\u00c9\u00c9I\u00c9\u00ae\u00fa / Signature\u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9 \u00cax\u00c9\u00cav\u00c9 \u00ba\u00c9\u00e4 \u00a8\u00c9E\u00f2\u00c9x\u00c9 \u00a4\u00c9x\u00c9\u00c9x\u00c9\u00e4 E\u00e4\u00f2 \u00ca\u00b1\u00c9B @\u00f1h\u00c9 / +\u00c6\u00cai\u00c9\u00a8\u00c9 +\u00c9\u00bd\u00fe\u00ae\u00fah\u00c9 E\u00e4\u00f2\n+\u00c9\u00b4\u00c9\u00e4n\u00f9x\u00c9 E\u00e4\u00f2 \u00ba\u00c9\u00c9l\u00c9 \u00b4\u00c9\u00c9\u00c6\u00caU\u00f4i\u00c9 \u00ba\u00c9\u00daS\u00c9x\u00c9\u00c9"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c328-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 195, "chroma:document": "+\u00c9\u00b4\u00c9\u00e4n\u00f9x\u00c9 E\u00e4\u00f2 \u00ba\u00c9\u00c9l\u00c9 \u00b4\u00c9\u00c9\u00c6\u00caU\u00f4i\u00c9 \u00ba\u00c9\u00daS\u00c9x\u00c9\u00c9\nInformation required with application for Loan/Final withdrawal from P.F. for housing\nE\u00f2\u00a8\u00c9\u00c7S\u00c9\u00c9\u00ae\u00fa\u00d2 E\u00da\u00f2]\u00f5 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9 /\nEmployee Code No.\n\u00a6\u00c9\u00ca\u00b4\u00c9\u00b9\u00aa\u00c9\u00cax\u00c9\u00cav\u00c9 \u00b1\u00c9\u00e4J\u00c9\u00c9 \u00ba\u00c9\u00c6J\u00aa\u00c9\u00c9\nP.F.A/c No.IndIndIndIndIndian Instian Instian Instian Instian Inst it itit ititut utut utute of Managemente of Managemente of Managemente of Managemente of Management\nVastrapur , Ahmed abad - 380 015.\u00a6\u00c9\u00c9\u00ae\u00fai\u00c9\u00d2\u00aa\u00c9 |\u00c9\u00a4\u00c9\u00c6v\u00c9 \u00ba\u00c9\u00c6\u00bal\u00c9\u00c9x\u00c9\n\u00b4\u00c9\u00baj\u00c9\u00c9{\u00c9\u00d6\u00ae\u00fa, +\u00bd\u00fe\u00a8\u00c9n\u00f9\u00c9\u00a4\u00c9\u00c9n\u00f9 - 380 015"}


created_at: 2023-12-10 19:37:53
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 196, "chroma:document": "187\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
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created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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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": 202, "chroma:document": "193\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": 203, "chroma:document": "194\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c3a0-9793-11ee-86fe-0ec65110b511
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{"source": "./documents/HR_Policy_Manual.pdf", "page": 204, "chroma:document": "195\nIIMA HR Policy Manual 2023"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c3aa-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 205, "chroma:document": "196\nIIMA HR Policy Manual 2023\nFiles and records in the HR Department have been classified into three categories based on an \nassessment of how long they are needed to be retained.  These are as follows:\nI.  A Category: (To be kept permanently)\n1 Files & service records (personal, CR/evaluation, G Series) of all employees including \nthose who have retired/expired but excluding those mentioned in B Category\n2 Files of policy decisions\n3 Files of House Building Advance"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
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encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 205, "chroma:document": "3 Files of House Building Advance\n4 Files of Minutes of all the Committees including Recruitment/Selection/ Evaluation/ \nPromotion/ Policy Decisions\n5 Files of Government Orders\n6 Government correspondence\n7 Advertisement files\n8 Legal files\n9 Files of various returns/questionnaires filed with government departments\n10 Files of correspondence with Labour Commissioner/any other Judicial Authority\n11 Documents about RTI related matters\n12 Files related to orders of pay commissions and pay revision"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c3c8-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 205, "chroma:document": "13 Files of house allotment \n14 Agreements\n15 Files on various labour contracts\n16 Files on various labour registration\n17 Chief Vigilance Officer files\n18 Budgeting & related files\n19 Minutes of Faculty Recruitment Committee\n20 All Policy related files\n21 Minority Community fileCHAPTER 23\nRETENTION OF DOCUMENTS"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c3d2-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 206, "chroma:document": "197\nIIMA HR Policy Manual 202322 SC/ST file\n23 Pension file\n24 Group Insurance Scheme\n25 Mediclaim file\n26 Standing Guard files \nII. B Category: (To be kept for 5 years)\n1 Files (Personal, CR/ Evaluation, G Series) of all the Temporary employees including \nTAA/ AAs who have left/ resigned from the Institute services\n2 Documents relating to Project Staff Appointment\nIII. C Category: (To be kept for 02 years) \n1 Leave applications\n2 Overtime documents"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c3dc-9793-11ee-86fe-0ec65110b511
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metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 206, "chroma:document": "1 Leave applications\n2 Overtime documents\n3 Applications for job (either permanent or Tenure Based Scaled Contract or Temporary \nand Academic or Administrative Positions).\n2. Depending upon the situation and future requirement, subject to the change in the law and \nsubsequent approval of the Competent Authority, the existing category of the files could be \nchanged as follows:\n\u2022\t New category could be created/deleted\n\u2022\t Change of category"}


created_at: 2023-12-10 19:37:53
topic: persistent://default/default/ed9e1553-8a1d-4235-b2a5-2de21ffe991e
id: 8302c3f0-9793-11ee-86fe-0ec65110b511
encoding: FLOAT32
metadata:
{"source": "./documents/HR_Policy_Manual.pdf", "page": 206, "chroma:document": "\u2022\t Change of category\n3. The documents/files identified for permanent storage need to be binded in a special way to \nensure that they are preserved forever."}


created_at: 2023-12-10 19:37:53
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