Code of Conduct

CODE OF CONDUCT FOR STUDENTS 

“Well behaved students treat everyone as they themselves wish to be treated”

  1. Be aware of, accept and act in accordance with the school policies.
  2. Co-operate with other students and teachers.
  3. Respect the learning needs of other students.
  4. Take progressive responsibility and ownership of learning, work consistently and complete tasks as required.
  5. Be tolerant and respectful of diversity.
  6. Be punctual and regular in attendance.
  7. Report to school on time.
  8. Inform parents of educational progress and to ensure that all school communication is effectively delivered.
  9. Uphold the reputation of the school by observing an appropriate standard of behaviour in transit to and from the school and when wearing school uniform.
  10. Accept the authority of members of staff and observe specific rules which may be made from time to time.
  11. Behave in a manner which does not endanger the health and safety of themselves or others.
  12. Behave with courtesy and consideration for others.  In particular, students must refrain from all forms of bullying, violence, verbal intimidation and harassment.
  13. Peer conflicts be resolved by peaceful means. This protects the physical and mental well-being of each individual and promotes a positive and safe school environment.
  14. Respectful behaviour and appropriate language are essential in the resolution of conflicts with others.
  15. Refrain from behaviour which would disrupt classroom instruction or act as an obstacle for other students learning.
  16. Respect school property and the property of staff and other students.
  17. To complete work set by teachers promptly and to the best of ability and to take full advantage of the educational opportunities offered at the school.
  18. To dress neatly and with due regard for health, hygiene and safety.  Students must wear the proper school uniform. I – Card is mandatory.
  19. No running in corridors, through doorways, the quadrangle or up and down stairways.
  20. Students shall be punctual and shall attend all classes.
  21. Students who are absent from school must provide written explanations from their parents or guardians on the day of return.  (Parents are required to inform the school as soon as possible if the student will be absent for more than two consecutive days.).
  22. Students are expected to treat school property with care and respect. This includes: school grounds, buildings, equipment, textbooks, transportation vehicles, and the possessions of others. Also writing graffiti on school property is strictly prohibited.

 

CODE OF CONDUCT/ETHICS FOR STAFF (TEACHING/NON TEACHING)

The Management shall have the right to introduce measures to improve efficiency and productivity, such as changes in workflow, work planning, work systems, procedures, automation, computerization, conduct rules, cutting down unnecessary and avoidable work as the management considers necessary.

The Management shall at its sole discretion may allot work/duties and transfer employee from one department to another, from one job to another, from one place to another according to the exigencies Schools’ work, provided his salary and benefits are not adversely affected. The need for officiating will be decided by the Management depending on the nature and/or exigencies of work. The employee shall accept jobs entrusted to him/her by their superiors.

CODE OF CONDUCT/ ETHICS 

11.1     GENERAL:

  • Staff is expected to lead by example and ensure that they are upholding the school philosophy.
  • Staff members are expected to be dressed in a presentable manner as per suggested dress code by the management/school that is not provocative, disrespectful, or offensive.
  • Staff should strive towards excellence and maintain highest standard of professionalism, mannerism, speech, appearance etc. Must remember, the first impression is the last impression.
  • All the members are expected to be appropriately always dressed and presentable.
  • Habitual late coming and negligence of duty will neither be acceptable nor permitted.
  • Staff shall not make or receive personal phone calls during school hours.
  • Usage of mobile phones during teaching hours is not allowed. If there is an urgent call to be made or attended, permission can be taken from the respective Reporting Officer and the call can be made only in their office. Specially assigned staff whose position requires them to contact outside world are exempted from this.
  • The internet facility is provided to update one’s knowledge and keep abreast with the current development in the educational field. It should be used only for these purposes and not for any other personal requirements.
  • Net surfing for personal accounts, banned sites etc is strictly not allowed.
  • The staff is responsible for their computer login & email password and needs to be careful of the same. The same must not be shared with anyone for any reason.
  • Smoking / gambling/spitting/ tobacco chewing /consumption of alcohol is not allowed inside the School premises.
  • Taking private tuitions of school students is not permitted. Non-Teaching staff including support staff shall not take any part time jobs or take any assignment without the prior permission of the Principal in writing.
  • All Teaching and Non- Teaching staff, including support staff, shall not take any membership of any political parties, unions, etc without the prior permission of the Principal.
  • Teaching and Non-Teaching staff shall follow the guidelines issued to them from time-to-time.
  • Asking for or accepting any contribution/money with the intention of raising of funds of any kind or making any collection whether in cash or in kind, is not allowed, except as sanctioned by any law for the time being in force, or without the previous sanction of the Principal.
  • Propagating hatred through teaching lessons or otherwise communal or sectarian outlook or instigating or allowing any student to indulge in communal or sectarian activities is strictly not allowed.
  • Refrain from talking about any issue or matter regarding school or having strong reactions in front of children.
  • Browsing banned sites are strictly prohibited.
  • Embezzlement of funds or misappropriation of school property or theft or fraud strictly prohibited.
  • Mutilation / distortion of school records and property or using it for personal means strictly prohibited.
  • Possession of weapons, explosives, and other objectionable material in school premises is strictly prohibited.
  • Indulging in any form of malpractice connected with school activities or examination strictly prohibited.
  • Must take utmost caution in handling confidential material and ensure that such information is not accessed by unauthorized persons.
  • Be impartial in your dealings with others.
  • Must set good examples and be role model by doing the right thing in the right manner at right time.
  • Accepting any job of a remuneration character from any source other than the school or give private tuition to any student or other person or engage himself in any business is prohibited.
  • Preparing or publishing any book or books, commonly known as keys, or assisting, whether directly or indirectly, in their publication or Engaging himself as a selling agent or canvasser for any publishing firm or trader is not permitted.
  • Accepting, or ‘permitting any member of his family or any other person acting on his behalf to accept, any donation or gift from any student, parent or any person with whom he has come into contact by virtue of his position in the School. (The expression “gift” shall include free transport, boarding, lodging or other service or any other pecuniary advantage when provided by any person other than a near relation or personal friend having no dealings with him in connection with the school. However, a casual meal, lift or other social hospitality of a casual nature shall not be a gift.
  • Practicing, or inciting any student to practice, casteism, communalism or untouchability is not permitted.
  • Causing, or inciting any other person to cause, any damage to school property is strictly not permitted.
  • Behaving or encouraging or inciting any student, teacher or other employee to behave, in a rowdy or disorderly manner in the school premises is not permitted.
  • Being guilty of, or encouraging violence, or any conduct which involves moral turpitude, is not permitted.
  • Being guilty of misbehaviour or cruelty towards any parent, guardian, students, teacher, or other employees of the school is nether expected nor allowed.
  • Organizing or attending any meeting during the school hours, is not permitted, except where he is required, or permitted by the head of the school to do so.
  • Abide by the rules and regulations of the school and also show due respect to the constituted school authority.
  • Practice of sexual harassment, physical or verbal in any form, indecent or objectionable sexual advances are liable to severe disciplinary action.
  • The breach of any condition specified in above mentioned or as mentioned in succeeding rule(s) shall be deemed to be a breach of the Code of Conduct.

11.2     TOWARDS COLLEAGUES:

  • The staff must refrain from any kind of criticism and gossip about their colleagues within or out of school.
  • No discrimination shall be made on the person’s marital, social, financial status. There should not be any discrimination of caste/religion/gender.
  • Zero Tolerance for Harassment: Maintain a work environment free of sexual harassment, whether physical, verbal, or psychological. This policy also envisages zero tolerance of any other forms of harassment or vindictive behaviour. Comments which hurt a person’s sentiments and doubts his/her integrity and sincerity will not be tolerated or accepted at all. It will be dealt with very strictly by the management.

 

  • Policy matters regarding service rules and selection for a Unit Head Co-ordinator’s post is based on a need basis. The selection procedure and service rules are democratic. Respect this process and seek whole picture when in doubt.
  • Do not air out lose comments that can create doubt, panic, rumour or unsettle the institutional process.
  • Discriminating behaviour towards colleagues will not be tolerated.

11.3     TOWARDS CHILDREN:

  • Use of corporal punishment like slapping, pinching, pushing, and pulling in any form or to any degree will not be accepted under any circumstances.
  • The Staff is to always ensure the safety and wellbeing of students.
  • Sharing information about a child with other members of staff must be done only in professional forum and not for clinical purposes.
  • Making any sustained neglect in correcting class work and homework is detrimental.
  • By word or action, no child should be hurt emotionally, mentally, and physically.
  • No child should be criticized for not being able to cope up with the classwork or any other school related activity.
  • The staff should report to the management immediately if they witness any kind of sexual/physical abuse of a child. The staff should also have the full courage to intervene and stop any person who is trying to abuse the child sexually/physically.
  • No child should be left out in any school/group activity. Every child deserves a right to express himself/herself. If the teacher witnesses some kind of groupism in the class where a child is excluded deliberately by other children, she/he has to intervene and sort out matters and make the child feel emotionally secure.
  • A child should not be teased by any other child/
  • Be punctual in attendance and in respect of his class-work and also for any other work connected with the duties assigned to him by the head of the school;
  • The child’s personal life and family matters should not be discussed in a derogatory manner at all by the staff.
  • The staff should refrain from any kind of discrimination against any student on the grounds of caste, creed language, accent, place of origin, social and cultural background, class, clothes, physical appearance.
  • The staff shall not enter into any monitory transactions with any student parent, nor accept any gifts from them, nor shall he/she exploit his influence for personal ends, nor shall he/she conduct his/her personal matters in such a manner that he/she has to incur a debt beyond his/her means to repay.
  • Should not Sell objects articles in the school premises to children.

11.4     TOWARDS PARENTS:

  • Parents should be treated with dignity and respect in words, actions and body language. Their queries should be answered with patience and understanding.
  • The staff must refrain from any kind of criticism or gossip about the parents. If any such gossip is happening, it should be brought to the notice of the management.
  • The staff must bring to the management’s notice if there is some kind of unreasonable demand on the parent’s part, instead of arguing with the parents.
  • If parents come with a query or demand, do acknowledge and if not clear, do ask in School and get back to the Parent.
  • Be specific in giving any word of advice to the parents about the child. The Parent must be taken into confidence before giving the advice.
  • The staff is not allowed to meet any parent during school hours. If need be, give prior appointment and then meet the parents after the children have left for the day. In emergency, can meet with the permission of the Principal.
  • Unless urgent, staff should not attend phone calls made by parents during school hours, unless there is an exceptional problem and it should be done with the knowledge of the Management/Department in-charge .
  • Staff should avoid discussing school matters with parents in a social setting.
  • Refrain from commenting on colour, name, surname, physical appearance, choices in life, clothes, class, economic status, language, accent, educational background, and ability of parent(s).

11.5     FOR STAFF MEMBERS WHO ARE ALSO PARENTS:

  • Be respectful to your child’s teacher.
  • Respect your colleague’s professional expertise in his/her subject areas.
  • Please attend your child’s Open days/PTM/Report card days at the time allotted to you.
  • If your child is absent, collect the necessary books from the class teacher after school hours i.e. after 2:20 p.m.
  • Do not ask questions about your child’s progress/performance to the teachers in corridors, lunch room, or during class hours. Reserve them for the PTMs and open days.
  • If your child comes to you with a complaint during school hours, please ask him/her to go to his/her class teacher. The class teacher is the appropriate person to deal with any issue during school hours. Don’t try to solve it personally as then the child will always turn to you, which will be a hindrance in his/her growth and your work.
  • If you have some genuine concerns and issues with your child’s teacher(s), please address it to the Management. Please do not make a personal attack on the teacher.
  • Remember that during School Hours, you are a teacher not only to your own child but also to several other children. So please treat everyone fairly and equally.

 

11.6     MISCONDUCT

Without prejudice to the generality of the term ‘misconduct the following acts of omission and commission shall be treated as misconduct.

  1. Willful insubordination or disobedience, whether or not in combination with another, of any lawful and reasonable order of a superior.
  2. Going on strike or abetting, inciting, instigating, or acting in furtherance thereof.
  3. Willful slowing down in performance of work, or abetment or instigation thereof.
  4. Theft, fraud or dishonest in connection with the schools’ business or property or the theft or property of another employee within the premises of the establishment.
  5. Taking or giving bribes or any illegal gratification.
  6. Habitual absence without permission, or absence without leave or overstaying the sanctioned leave without sufficient grounds or proper or satisfactory explanation.
  7. Late attendance on more than three occasions within a month.
  8. Abstaining from duty for more than 10 days without prior sanction of leave or staying beyond the sanctioned leave without permission.
  9. Obtaining or attempting to obtain leave of absence on false pretension.
  10. Habitual breach of any Standing Order guidelines/code of conduct or any law applicable to the school or any rules made there under.
  11. Engaging in trade within the premises of the school.
  12. Drunkenness, riotous, disorderly, or indecent behaviour on the premises of the school.
  13. Commission of any act subversive of discipline or good behaviour on the premises of the school.
  14. Habitual neglect of work, or gross or habitual negligence.
  15. Willful damage to work in process or to any property of the school.
  16. Holding meeting inside the premises of the school without the previous permission of the Director/Principal.
  17. Disclosing to any unauthorized person any information in regard to the processes of the school which may come into the possession of the staff in the course of his work.
  18.  Gambling within the premises of the school
  19.  Smoking or spitting on the premises of the school.
  20.  Failure to observe safety instructions notified by the Management or interference with any safety device or equipment installed within the school.
  21.  Distributing or exhibiting within the premises of the school handbills, pamphlets, posters, and such other things or causing to be displayed by means of signs or writing or other visible representation on any matter without previous sanction of the Principal.
  22. Refusal to accept a charge-sheet, order or other communication served by the management either in person, by post or through courier. in accordance with the Rules
  23.  Breach of the terms and conditions of service laid down by or under these rules.
  24.  Violation of the Code of Conduct.
  25.  Moral turpitude shall include the following acts namely:
  • Immodest or immoral behaviour with a female or male student or employee.
  • Any other act of similar nature.
  • Conviction by any court of law in India, of any offence, involving moral turpitude.
  1.  Willful negligence of duty shall include the following acts, namely:
  • Dereliction in, or failure to discharge any of the duties prescribed by Management and or Principal.
  • Habitual absence from duty without previous permission.
  • Any other act of similar nature.
  1.   Incompetence includes the following acts namely:
  • Failure to keep up academic progress and upto date knowledge in spite of repeated instructions in that regard.
  • Failure to properly complete the teaching of the syllabus determined for the stipulated periods.
  • Any other act of similar nature.
  1.   Manifestation of temper, in any manner, while dealing with students, staff, parents, outsiders    and the Management is liable to be treated as an act of serious misconduct.
  2. Refusal to work on holidays or on off days when required to do so, refusal to work overtime, in the exigencies of School work notwithstanding any statutory provisions.
  3. Refusing to undergo training as and when required by the management.
  4. Writing of anonymous or pseudonymous letters criticizing employees/Employer.
  5. Reading magazine, novels and other non-professional literature/material during working hours.
  6. Loitering, idling or wasting time during working hours staying within the premises of the Employer after authorised hours of work without permission.
  7. Interfering in the work of other employees and/or the management.
  8. Unauthorized use of any of the employer’s facility/equipment or any other thing for personal use
  9. Giving false information regarding one’s name, father’s name, Date of Birth, qualification, details of previous service/salary particulars, address, etc. at the time of securing employment or thereafter.
  10. Hiding away or attempt to hide away any articles, documents or materials of the Employer.
  11. Assumption of authority in matters, which are the prerogative of the Employer.
  12. Falsifying or refusing to give testimony when an accident, misconduct or other matters are being investigated.
  13. Doing private or personal work within the work premises without the previous permission of the management.
  14. Photo or otherwise copying and taking the extracts of official documents with a view to keeping/storing them at home or maintain files at home will be considered breach of trust.
  15. Breach of trust i.e., act of omission by which the employee will be losing confidence of the employer.
  16. Any act which is pre-judicial or detrimental to the interests of Organisation or the Management of the School.
  17. Any act subversive of discipline and efficiency, and any act involving moral turpitude omitted within the premises of the Employer, and outside if the same has bearing on the services of the employee.
  18. Using abusive language or slogans against any superior officer or any officer of the Employer within the premises of the School.
  19. Not disclosing/intimating to the employer any infectious or sexual/skin/any other disease/contagious disease from which the employee is suffering.
  20. Habitual breach of any rules or instruction for the maintenance and running of any department, or the       maintenance of the cleanliness of any portion of the school.
  21. Carrying Employer’s goods, files or office documents to the house/home or any other place outside the work premises without prior permission in writing of the Employer.
  22. Unauthorised use of any of the Employer’s facility/equipment or any other thing for personal use.
  23. Leaking any information or question papers or results as they are confidential.
  24. Giving false information regarding one’s name, father’s name, date of birth, qualification, details of previous service/salary particulars, address, etc., at the time of securing employment or thereafter.
  25. Assaulting, abusing, or intimidating any employee of the Employer either within the premises or at any other place.
  26. Carrying on directly or indirectly or benami transactions in the office premises: (a) Money-lending business and/or (b) Other private business without the written permission of the Management or having private financial dealings with persons or firms etc., having business relations with the Employer for the sale and purchase of any materials, equipment or supply of labour, if any, or for any other purpose.
  27. Refusal to work on a job or a mission, which does not call for any additional skill or experience and can be done by the employee/officer without adversely affecting his service conditions.
  28. Hiding away or attempt to hide away any articles, documents, or materials of the Employer.
  29. Obtaining or attempting to obtain leave of absence on false pretension.
  30. Attempting to obtain any benefit tinder false pretext or by making false statements.
  31. Refusal to act in any position offered by the Management.
  32. Bringing inside the work premises, possession or use of alcoholic drinks, narcotic drugs, within the Employer’s premises or reporting for work while tinder the influence of alcoholic drinks, drugs, or narcotics
  33. Entering or remaining in the work premises after the permissible/ authorised hours of duty.
  34. Publication of any articles relating to the work of the Employer without obtaining prior written permission of the Employer.
  35. Refusal to act on the accepted terms and conditions of service.
  36. Handling or attempting to handle any machine, equipment, apparatus or vehicle not entrusted to the charge of the employee.
  37. Approaching higher authorities for personal promotion or favours or gains directly or through other people.
  38. Abuse of authority, threats, use of harassment or pressure to obtain illicit favours.
  39. Breach of confidentiality or a loss of confidence by any act against the interests of the School.
  40. No actions linking Management with activities of other NGO, international organisation or local authorities can be decided without the prior agreement.
  41. Deliberate disturbance to the proper functioning of the association.
  42. Making statements (in any manner whatsoever) to the press or other media without prior permission of the Management.
  43. Fulfilling a task by other person than the one to whom it has been assigned. In case of absence the employee has no right to bring another person to replace him, except with the prior consent/permission of Management.
  44. Any other act of commission or omission, which is against the interest of the Employer or subversive of discipline.
  45. Indiscipline or breach of any rules or instructions for the maintenance and or instructions for the running of any department or maintaining its cleanliness.
  46. Refusal to give evidence in any enquiry against any other employee, charged with any misconduct.
  47. Organising, attending or holding meetings within the boundaries of the premises or in any of the premises owned by the School or in front of the residential premises of the officers or the Employer and in its estate without previous written sanction of the Management.
  48. Threatening or intimidating any employee within the premises of the Employer or outside concerning matters relating to the School.
  49. Knitting, gossiping within the premises of the School.
  50. Sale or canvassing for the sale of tickets of chances in any lotteries or raffles within the premises of the School.
  51. Sale or canvassing for the sale of any commodity within the premises of the School.
  52. Sale or canvassing for the sales of tickets, coupons or other tokens in connection with any scheme for the sale of any commodity or articles within the premises of the School without previous written sanction of the employer.
  53. Sleeping or dozing whilst on duty.
  54. Resorting to picketing, hunger strike against any officer whether within the premises of the Employer or outside it relating to in the matters concerning the Management.
  55. Lending or borrowing money to or from subordinate employees.
  56. Habitual indebtedness.
  57. Spreading false rumours or giving false information which tends to disrupt the Employer, or its employees (or spreading among the employees).
  58. Speculation in any investment or commodity within the premises of the School.
  59. Theft of property belonging to other employees inside the premises of the School.
  60. Submission or representation to any authority or publicmen except through proper channel.
  61. Misbehaviour during the pendency of disciplinary action instituted against him.
  62. Interference, tampering with records, attendance register etc. either pertaining to himself/herself or to any other employee.
  63. Unauthorised removal or defacement of notices of the Employer at the notice board.
  64. Willful non-cooperation with fellow employee for proper discharge of duty at any time.
  65. Giving interview to press, radio, television without the permission of the Management.
  66. Participation in public discussions, debates, and deliver speech in public pertaining to the affairs or business of the establishment without permission from the competent authority of the Employer.
  67. Expectorating or otherwise committing nuisance on the premises of the School.
  68. Indulging in sexual harassment.
  69. Any attempt or threat to assault or attempt to murder/attack or assault or beating or murder of any employees/officers/managers of the Employer or any other person/persons who has/had any connection with the School within or outside the premises of the School.
  70. Not disclosing/intimating to the Employer any infectious or sexual/skin/ any other disease/contagious disease from which the employee is suffering.
  71. Coming on duty in intoxicated state or drinking liquor or using other intoxicants, charas, bhang, ganja etc. or keeping such things on person inside the premises of the Employer.
  72. Habitual production of the Medical Certificate for availing of leave.
  73. Having immoral relationship with employee of either sex within the premises of the Employer.
  74. Eve-teasing in the premises of the Employer or transport provided by the Employer, if any.

11.7     PUNISHMENT FOR MISCONDUCT

If the Management/Head of the institution is convinced that a staff member/an employee is guilty of committing any misconduct/s, the following punishments (as per the Central/State conduct rules, where the school is located) may be imposed upon him/her :

  • Suspension without pay for a period not exceeding one month.
  • Reduction in salary.
  • Stoppage of increments.

11.8       RULES AND REGLATIONS REGARDING IMPOSING PANELTIES AND  FORMATION OF DISCILINARY AUTHORITY

Penalties – the following penalties may, for good and sufficient reasons, including the breach of one or moré of the provisions of the Code of Conduct be imposed upon an employee of a school, namely:

  1. Minor penalties –
  • Censure
  • Recovery from pay the whole or any part of any pecuniary loss caused to the school by negligence or breach of orders;
  • Withholding of increments of pay;
  1. Major Penalties –
  • Reduction in rank.
  • Compulsory retirement.
  • Removal from service, which shall not be a disqualification for future employment in any other school.
  • Dismissal from service, which shall ordinarily be a disqualification for future employment in any aided school. (Explanation – The following shall not amount to penalty within the meaning of this rule, namely:

i) Stoppage at the efficiency bar on the ground of unfitness to cross the bar;

ii) Retirement of the employee in accordance with the provisions relating to superannuation or retirement;

iii) Replacement of a teacher who was not qualified at the date of his appointment by a qualified one;

iv) Discharge of an employee appointed on a short-term officiating vacancy caused by the leave, suspension, or the like).

Disciplinary Authority

Disciplinary authorizes in respect of staff member/employees – The disciplinary committee in respect of that school, shall consist of –

  1. The Chairman of the managing committee
  2. The Manger of the school
  3. A nominee of the director in case of an aided school or a nominee of the appropriate authority in the case of that school
  4. The Head of the school, except where the disciplinary proceeding is against him, and where the disciplinary proceeding is against the Head of the school. The Head of any other school. Nominated by the Director.
  5. A teacher who a member of the managing committee of the school nominated by the Chairman of such managing committee.

 

11.9      PROCEDURE FOR IMPOSING MINOR PENALTIES –

  1. The Employee should be issued a show cause notice or given a copy of the charge- sheet, depending on minor or major offence respectively, with a statement of imputations of misconduct.
  2. He should be given reasonable time and opportunity to submit his défense.
  3. On receipt of the defense, the Disciplinary Authority may pass appropriate orders, or may hold an inquiry if—

(i)   It is of the opinion that such inquiry is necessary, or

(ii) The inquiry is mandatory in view of the punishment proposed. The procedure for the inquiry will be as for major penalty.

 No order imposing a minor penalty shall be made except after informing the employee in writing of the proposal to take action against him and the allegation on which such action is proposed to be taken.

 

11.10        PROCEDURE FOR IMPOSING MAJOR PENALTY –

  1. The charged staff member should be served with a charge-sheet together with a statement of imputations of misconduct or misbehaviour and reasonable time and opportunity given to him to reply to the charges or to be heard in person.
  2. Inquiry is a must to consider charges refuted by him. It must be conducted by the Disciplinary Authority, or an Inquiry Officer appointed by it. It should also appoint a Presenting Officer to present the charges. It may use the Serving Officers as Inquiry Officer and Presenting Officer.
  3. The delinquent official has a right—

(a) To inspect documents referred to in the annexure to the charge-sheet.

(b) To engage any other serving or retired Government Employee to assist him;

(c) To engage a legal practitioner if the Presenting Officer is a legal practitioner. In other cases, the Disciplinary Authority may permit such an engagement,

having regard to the circum-stances of the case.

  1. If at the inquiry the employee pleads guilty to any of the article of charge, the Inquiry Officer should record a finding of guilt in respect of those articles and hold inquiry only in respect of the remaining, if any.
  1. Institution has the first priority to present the case and produce witnesses and evidence.
  1. Delinquent staff member will be allowed to offer his defense witnesses and evidence.
  1. Witnesses on both sides may be examined, cross-examined, and re-examined.
  1. The defendant may examine himself a witness in his own behalf if he so desires. If he has not done so, the Inquiry Officer may generally question him to enable him to properly explain the circumstances cited in the evidence against him. Based on a reference from an inquiring authority, seeking the issuance of a notification by the Central Government / Competent Authority under Section 4 of the Departmental Enquiries (Enforcement of Attendance of Witnesses and Production of Documents) Act, 1972, the Inquiry Officer is empowered to exercise powers of Civil Court for enforcement of attendance of witness and production of documents.

The Inquiry Officer shall strictly follow the procedures laid down in Rules before closing the Inquiry.

  1. Defense may be in writing or oral. Oral defense will be recorded, got signed and a copy supplied to the Presenting Officer.
  1. Thereafter, Inquiry Officer will hear arguments on both sides or take written briefs from both. Presenting Officer’s brief will be taken first, copy thereof supplied to the defendant and his reply brief obtained thereafter.

‘Once a regular hearing in a departmental proceeding is started, such hearing should, as far as practicable, be continued on a day-to-day basis, unless in the opinion of the Inquiry Officer, for the reasons to be recorded in writing, an adjournment is unavoidable in the interest of justice’.

  1. Entire proceedings should be recorded in writing, every page to be signed by the respective witness, the defendant and the Inquiry Officer, and copies furnished to the defendant and the Presenting Officer.
  1. If the delinquent official does not attend, ex parte enquiry may be conducted, observing the procedure in full.
  1. On completion, the Inquiry Officer will submit his report and his findings on each article of the charges to the Disciplinary Authority.
  1. Disciplinary Authority may accept or disagree (recording reasons for disagreement), record its own findings and make a final order.
  1. If the Disciplinary Authority who initiated the case is competent to award only minor penalties, and is of the opinion that major penalty is to be imposed, it should send the entire records and findings without recording any opinion with regard to the imposition of the penalty to the Competent Disciplinary Authority which will record its findings and pass orders as deemed fit.
  1. The Disciplinary Authority should forward a copy of the report of the Inquiring Authority together with its tentative reasons for disagreement, if any, with the findings to the Employee giving him fifteen days time to make any representation / submission.
  1. The representation, if any, submitted by the staff member should be considered before passing final orders.
  2. Along with the final orders, the Employee should be supplied with—

(i) A copy of the findings on each article of charge;

(ii) A copy of the advice, if any, given by the directorate.

(iii) Where the Disciplinary Authority has not accepted the advice a brief statement of reasons for such non-acceptance.

  1. Disciplinary Authority should take final decision on the enquiry report within 3 months.
  2. All Departments should ensure that all major penalty proceedings against Employees under their control are completed and final orders are passed by the concerned Disciplinary Authority within 18 months from the date of delivery of charge-sheet on the delinquent Employee.

 11.11  REPRESENTATION BY AN ADVOCATE IN ENQUIRY NOT PERMISSIBLE

Context and Judgement:– Petitioner, a teacher, was charge-sheeted and an enquiry was initiated against her under rule 120 of the Delhi school Education Act. She sought the assistance of a legal practitioner in the enquiry being conducted against her which was declined hence she filed a writ petition. While dismissing the writ petition, it has been held that a school teacher cannot be allowed to have assistance of an advocate in the enquiry since there is no such provision under the Delhi School Education Act or the Rules.

11.12      WHEN PRESCRIBED PROCEDURE NEED NOT BE FOLLOWED –

 Following are  the special circumstances where the  prescribed procedure for inquiry need not be followed:—

(1) Where a penalty is due to conviction on a criminal charge, or

(2) Where the Disciplinary Authority is satisfied (reasons should recorded in writing) that it is not reasonably practicable to hold a inquiry in the manner provided, or

(3) Where the President is satisfied that in the interest of the security of the State, it is not expedient to hold an enquiry in the manner provided.

In cases under Category (1):

The Disciplinary Authority has to peruse the judgment of the Criminal Court and take into account the gravity of the misconduct committed, its impact on the administration and other extenuating circumstances or redeeming features. Once it is concluded that the Employee’s conduct is blameworthy and punishable, it may impose such penalty as it is competent to do. The penalty should neither be grossly excessive, nor out of proportion to the offence committed or one not warranted by the facts and circumstances of the case.

In cases under Category (2):

Detailed guidelines have been laid down in this regard. Inquiry should not be dispensed with lightly or arbitrarily or out of ulterior motives or merely in order to avoid the holding of an inquiry or because the institution’s case is weak and is, therefore, bound to fail. Further, it is a constitutional obligation that the Disciplinary Authority should record in writing (preferably in the order itself) the reasons for its satisfaction that it was not reasonably practicable to hold the inquiry. The reason, though brief, should not be vague or not just a repetition of the language of the relevant rule.

In both the cases, the Employee should be given an opportunity of making representation against the penalty proposed.

 

11.13     IF THE DELINQUENT GOVERNMENT EMPLOYEE DIES  during the pendency of the disciplinary proceedings, the proceedings should be dropped.

11.14    STREAMING OF CONDUCT OF DISCIPLINARY PROCEEDINGS TO REDUCE DELAY

  The following measures have been prescribed to ensure that disciplinary cases are not unduly delayed:—

(i) Cases should be carefully studied to decide whether major / minor proceedings are required to be initiated;

(ii) Delay in framing charges should be avoided; responsibility should be fixed for inordinate delay in framing charges without valid reasons;

(iii) To ensure that the charged officer submits written statement within the time-limit;

(iv) The departmental officers appointed as Inquiry Officers are relieved from their normal duties for a period up to 20 days in two spells for completion of inquiry on full-time basis and submit report.

 11.15 Payment of pay and allowances on REINSTATEMENT. –

 When an employee who has been dismissed, removed or compulsorily retired from service is reinstated as a result of appeal or would have been so reinstated but for his retirement on superannuation while under suspension preceding the dismissal, removal or compulsory retirement, as the case may be, the managing committee shall consider and make a specified order

  1. a) With regard to the salary and allowances to be paid to the employee for the period of his absence from duty, including the period of suspension preceding his dismissal, removal, or compulsory retirement, as the case may be; and
  1. b) Whether or not the said period shall be treated as the period spent on duty.

(2) Where the managing committee is of opinion that the employee who had been dismissed, removed or compulsorily retired from service had been fully exonerated, the employee shall be paid the full salary and allowances to which he would have been entitled had he not been dismissed, removed or compulsory retirement from service, as the case may be; Provided that where the managing committee is of opinion that the termination of the proceedings instituted against the employee had been delayed due to reasons directly attributable to the employee, it may, after giving a reasonable opportunity to the employee to make representations and after considering the representation, if any, made by the employee, direct, for reasons to be recorded by it in writing, that the employee shall be paid for the period of such delay only such proportion of the salary and allowances as it may determine.

(3) The payment of allowances shall be subject to all other conditions under which such allowances and admissible and the proportion of the full salary and allowances determined under the proviso to sub-rule (2) shall not be less than the subsistence allowance and other admissible allowances.

RULES REGARDING SUSPENSION

11.16  Suspension 

(1) Subject to the provision of sub-sections (4) and (5) of section 8, the managing committee may place an employee of a recognized private school, whether aided or not under suspension.

  1. Where a disciplinary proceeding against such employee is contemplated or pending; or
  2. Where a case against him in respect of any criminal offence is under investigation or trial or
  • Where he is charged with embezzlement; or (d) where he is charged with cruelty towards any student or other employee of the school or
  • Where he is charged with misbehaviour towards any parent, guardian, student or employee of the school or
  • Where he is charged with the breach of any other code of conduct.

(2) No order for suspension shall remain in force for more than six months unless the managing committee, for reasons to be recorded by it in writing directs the continuation of the suspension beyond the period of six months; Provided that where a suspension is continued beyond a period of six months, the Director may, if he is of opinion that the suspension is being unreasonably prolonged, revoke the order of suspension.

(3) An employee of a recognized private school, whether aided or not shall be deemed to have been placed under suspension by an order of the appointing authority:

  1. a) with effect from the date of his detention, if he is detained in custody for a period exceeding forty-eight hours on a charge of an offence which in the opinion of the managing committee involves moral turpitude;
  1. b) With effect from the date of his conviction, if in the event of a conviction for an offence, involving in the opinion of the managing committee moral turpitude, he is sentenced to a term of imprisonment exceeding forty-eight hours and is not forthwith dismissed or removed or compulsorily retired from service consequent on such conviction.

Explanation: The period of forty-eight hours referred to in this rule shall be computed from the commencement of detention or conviction, as the case may be, and for this purpose intermittent periods of detention shall be taken into account.

(4) Where a penalty of dismissal, removal or compulsory retirement from service imposed upon an employee is set aside or rendered void, in consequence of, or by, a decision of a court of law or of the Tribunal, and the disciplinary authority on a consideration of the of the circumstances of the case decides to hold further inquiry against such employee on the same allegations on which the penalty of dismissal, removal or compulsory retirement was originally imposed, such employee shall be deemed to have been placed under suspension by the managing committee from the date of original order of dismissal, removal or compulsory retirement and shall continue to remain under suspension until further orders.

Provided that no such further inquiry shall be ordered unless, it is intended to meet a situation where, the court has passed an order purely on technical grounds without going into the merits of the case.

(5) (a) An order of suspension made or deemed to have been made in these rules shall continue to remain in force until it is modified or revoked by the

managing committee or the Director.

(b) Where an employee is suspended or is deemed to have been suspended and any other disciplinary proceeding is commenced against him during the

continuance of that suspension the managing committee may for reasons to be recorded by it in writing, direct that the employee shall continue to be

under suspension until the termination of all or any such proceeding.

(c) An order of suspension made or deemed to have been made under these rules may, at any time be modified or revoked by the managing committee or

in the case of a aided school, by the Director.

 Comments

(Need to be checked, as Rules requiring prior or ex-post factor approval and not applicable to the private schools, can be deleted)

The provisions of sections 8(2) and 8(4) of the said Act, rules 115(2) & (5) and 12(1)(d)(iii) & (iv) and 120(2) of the said Rules requiring prior and ex-post factor approval for disciplinary proceedings would have no application even to the private unaided schools. As a sequitur to that sub-section (5) of section 8 would also really have no application to such private unaided schools. It was further observed that for any restriction upon the management pertaining to disciplinary action and procedure thereto, the court cannot direct the legislature to re-frame an enactment but can only strike down the enactment which is unconstitutional.

Subsistence allowance –

(1) An employee, under suspension shall in relation to the period of suspension, be entitled to the following payments, namely:

(a) a subsistence allowance at the amount equal to one half of the pay last drawn by him in addition to such pay dearness allowance at the appropriate rate to be paid in the same manner as salary.

Provided that where the period of suspension is extended beyond six months the managing committee shall be competent to vary the amount of subsistence allowance for any period subsequent to the period of past six months as follows:

  1. i) The amount of subsistence allowance may be increased by a suitable amount not exceeding fifty per cent of the subsistence allowance admissible for the period of first 1[six months] if in the opinion of the managing committee to be recorded in writing the period of suspension has been prolonged, for reasons not directly attributable to the employee.
  2. ii) The amount of subsistence allowance may be reduced by a suit able amount not exceeding fifty percent of the subsistence allowance admissible for the fires 1[six months], if in the opinion of the managing committee to be recorded in writing, the period of suspension has been prolonged due to reasons directly attributable to the employee;

(b) Any other compensatory allowance admissible from time to time on the basis of pay of which the employee was in receipt on the date of suspension: Provided that the employee shall not be entitled to the compensatory allowance unless the managing committee is satisfied that the employee continues to meet the expenditure for which such compensatory allowance is admissible;

(c) No payment of subsistence allowance shall be made unless the employee furnished a certificate to the effect that he is not engaged in any other employment, business, profession or vocation:-

(1) Provided that in the case of an employee dismissed, removed or compulsorily retired from service, who is deemed to have been placed or to continue to be under suspension and who fails to produce such a certificate for any period or periods during which he is deemed to be placed or continue to be under suspension, he shall be entitled to the subsistence allowance and other allowances equal to the amount by which his earnings during such period or periods , as the case may be, fall short of the amount of subsistence allowance and other allowances that would otherwise be admissible to him; where these subsistence and other allowances admissible to him are equal to or less than the amount earned by him, nothing in this proviso shall apply to him.

(2) If the managing committee fails to pay any subsistence allowance or compensatory allowance within thirty days from the date from which the payment becomes due the employee may appeal to the Director who may pass appropriate orders:

Provided that in the case of an aided school, the managing committee shall deposit with the Administrator its share of the subsistence allowance admissible to an employee under suspension.

(3) If any doubt arises regarding the application of this rule, the same shall be resolved in accordance with the orders issued by the Central Government in respect of its employees.

(4) Where a suspended employee is exonerated after disciplinary proceeding or where any criminal prosecution against a suspended employee ends with an honourable acquittal the salaries and alliances of such employee minus the subsistence received by him shall be paid to him from the date on which he was suspended.

CODE OF CONDUCT FOR PARENTS 

Parents/guardians have a responsibility to:

  1. Always act respectfully to teachers, administrators, and other parents and students.
  2. Encourage and sensitize children about the importance of observing school rules.
  3. Work in a collaborative manner to ensure actualization of your wards potential.
  4. Communicate relevant information and concerns to the school.(students medical history and background, details of medication and allergy if any)
  5. Electronic devices compete for students’ attention. Ensure that students do not bring any such device to the school.
  6. Spend time in the evening with your child and help them pack their bags or any other material required for class activity the next day.
  7. Assist and guide your ward in timely completion of home assignments and projects.
  8. Support and instill in children the value of various types of homework.
  9. Contact the class teacher for queries and assistance if problems develop that are not resolved by the student.
  10. Encourage and motivate your ward to participate in school activities and events with full enthusiasm and gusto.
  11. Bring to the notice of authorities any case of bullying or abuse that comes to your notice.
  12. Attend PTM’s regularly.
  13. Ensure that the diary is carried by your ward daily to the school. Check it daily for any communication from school.
  14. Send healthy and balanced meals in school lunch. Also ensure that the child has had adequate sleep, is well rested and had breakfast in the morning.
  15. Send your ward in clean and proper school uniform. It’s mandatory for students to wear I Card.
  16. Carry their parents I card issued by school when entering school premises.
  17. Monitor your wards progress and meet the concerned teachers by taking prior appointments.
  18. Visit the school website for notifications and updates.
  19. Notify change in address or telephone number immediately  to school.

Bring Your Own Device (BYOD) Policy

Effective Date: 01/11/2023

1. Purpose:
The purpose of this BYOD policy is to establish guidelines for the responsible and secure use of personal devices within Nirmala Matha Convent School premises. This policy aims to facilitate a positive and productive digital learning environment while ensuring the security and privacy of data.

2. Scope:
This policy applies to all faculty, and staff who choose to use personal electronic devices, including but not limited to laptops, tablets, and smart phones, on school property.

3. Device Eligibility:
Personal devices must be owned and operated by the user. Devices should be equipped with up-to-date antivirus software. The school reserves the right to restrict certain devices based on security concerns.

4. Acceptable Use:
Personal devices may only be used for educational purposes during school hours. Accessing inappropriate or unauthorized content is strictly prohibited.
Devices should not disrupt the learning environment or infringe upon the rights of others.

5. Security Measures:
Devices must be password protected for access.
Users are responsible for the security of their devices and should report any loss or theft immediately.
The school may conduct periodic security checks on devices to ensure compliance.

6. Connectivity:
Personal devices may not connect to the school’s Wi-Fi network.
Users are responsible for configuring their devices to connect securely to the school network.

7. Software and Applications:
Users must comply with licensing agreements for any software or applications installed on personal devices.
The school may remotely install necessary educational software on personal devices.

8. Consequences for Violations:
Violations of this BYOD policy may result in disciplinary action, including but not limited to loss of BYOD privileges, restricted access to the school network, or further consequences as deemed appropriate by the school administration.

9. Policy Review:
This BYOD policy will be reviewed periodically to ensure its effectiveness and relevance. Any updates or changes to the policy will be communicated to all users.

10. Agreement:
By using personal devices on school premises, users acknowledge that they have read, understood, and agree to comply with the terms and conditions outlined in this BYOD policy.

Nirmala Matha Convent School reserves the right to modify this policy at any time.

Password Protection Policy

Effective Date: 01/08/2023
1. Purpose:
The purpose of this Password Protection Policy is to establish guidelines for creating and maintaining strong and secure passwords to safeguard sensitive information within Nirmala Matha Convent School. This policy aims to enhance the overall security posture of the school’s digital environment.
2. Scope:
This policy applies to all users, including students and staff who have access to Nirmala Matha Convent School digital systems and resources.
3. Password Creation:
Users are required to create passwords that are unique, strong, and not easily guessable.
Passwords must be at least 8 characters long and include a combination of uppercase and lowercase letters, numbers, and special characters.
4. Password Sharing:
Users are strictly prohibited from sharing their passwords with others.
Each individual must maintain the confidentiality of their password and not use passwords that have been shared with them.
5. Password Storage:
Passwords must not be written down or stored in an insecure manner.
If passwords need to be documented for recovery purposes, secure methods such as encrypted password managers should be utilized.
6. Password Updates:
Users are required to update their passwords at regular intervals. Password changes may be prompted by the system at predefined intervals.
7. Multi-Factor Authentication (MFA):
Where possible, users are encouraged to enable multi-factor authentication for additional security. MFA may be mandatory for certain systems and applications.
8. Reporting Suspicious Activity:
Users must promptly report any suspicious activity or unauthorized access to their accounts.
Reporting should be directed to Mr.Vimesh P V.
9. Account Lockout Policy:
After 3 consecutive failed login attempts, an account will be temporarily locked.
Users must contact IT Support to unlock their accounts.
10. Responsibilities:
Users are responsible for safeguarding their passwords and adhering to this policy. IT Support is responsible for enforcing password security measures and providing assistance when needed.
11. Policy Review:
This Password Protection Policy will be reviewed periodically to ensure its effectiveness and relevance. Any updates or changes to the policy will be communicated to all users.
12. Agreement:
By using Nirmala Matha Convent School digital systems and resources, users acknowledge that they have read, understood, and agree to comply with the terms and conditions outlined in this Password Protection Policy.

Nirmala Matha Convent School reserves the right to modify this policy at any time

Data Protection Policy

Effective Date: 01/08/2023
1. Purpose:
The purpose of this Data Protection Policy is to outline the measures and guidelines for the collection, processing, and protection of personal data within Nirmala Matha Convent School. This policy is designed to ensure compliance with relevant data protection laws and to safeguard the privacy of students, faculty, and staff.
2. Scope:
This policy applies to all personal data collected, processed, and stored by Nirmala Matha Convent School in both electronic and physical formats.
3. Data Collection and Processing:
Nirmala Matha Convent School will only collect and process personal data that is necessary for legitimate educational and administrative purposes.Data collected may include but is not limited to names, contact details, academic records, and health information.
4. Legal Basis:
Personal data will be processed based on legitimate grounds as defined by applicable data protection laws.Consent will be obtained when required for specific data processing activities.
5. Data Accuracy and Integrity:
Nirmala Matha Convent School is committed to maintaining accurate and up-to-date personal data. Users are encouraged to inform the school of any changes to their personal information.
6. Data Security Measures:
Personal data will be securely stored and protected against unauthorized access. Access to personal data will be restricted to authorized personnel on a need-to-know basis.
Nirmala Matha Convent School will implement technical and organizational measures to ensure data security.
7. Data Sharing and Disclosure:
Personal data will not be disclosed to third parties without the consent of the individual, unless required by law or for educational purposes.
Data sharing agreements with third parties will be established to ensure the protection of personal data.
8. Data Retention:
Personal data will be retained for the duration required for the specified purpose. The school will establish clear retention periods for different types of personal data.
9. Data Subject Rights:
Individuals have the right to access, rectify, and erase their personal data. Nirmala Matha Convent School will facilitate the exercise of data subject rights in accordance with applicable laws.
10. Data Breach Response:
Nirmala Matha Convent School will promptly investigate and respond to any suspected or actual data breaches.Individuals affected by a data breach will be notified as required by law.
11. Policy Review:
This Data Protection Policy will be reviewed regularly to ensure its effectiveness and compliance with data protection laws. Any updates or changes to the policy will be communicated to all users.
12. Agreement:
By engaging with Nirmala Matha Convent School , users acknowledge that they have read, understood, and agree to comply with the terms and conditions outlined in this Data Protection Policy.

Nirmala Matha Convent School reserves the right to modify this policy at any time.

CYBER SAFETY POLICY

Reflecting on the over indulgence and dependence on the electronic gadgets (including mobile phone), CBSE, in July 2009, has termed them as sources of distraction which can also be misused. Aiming to create meaningful learning atmosphere in the school and particularly in the Classroom, the school doesn’t permit any student carrying any electronic article to the school. Non-compliance of the rules would be considered as an offence. If a student is found in possession of it then the unauthorised electronic equipment would be confiscated and will be kept under school custody. Along with this, the school counsellor would also take parental undertaking from the parents, stating that the offence would not be repeated. The school looks forward to create an atmosphere wherein creativity and learning is nurtured and hence enabling holistic growth of every student.
1. CYBER POLICY
This policy exists to ensure that all staff and students follow certain basic rules with regard to internet use and use of IT in general. Its aim is to prevent students or staff coming to harm as a result of others accessing intolerant, extremist or hateful web sites. Also, it is here to protect students and
staff from cyber risks. School has the right to monitor electronic information created and/or communicated by students or staff using school computer systems / equipment’s and networks, including e-mail messages and usage of the Internet.
1.1 CYBERSPACE:
1.1.1 It is a complex environment consisting of interactions between people, equipment’s, software services supported by worldwide distribution of information and communication technology.
1.1.2 Owing to the numerous benefits brought about by technology, the cyberspace is a common pool of resources used by students, citizens, businesses, critical information infrastructure and all stake holders.
1.1.3 Information Technology (IT) is one of the critical sectors that rides on and resides in Cyberspace.
1.1.4 We must provide a right kind of focus for secured computing environment and adequate trust and confidence in electronic transactions, software, services, devices and networks.
1.1.5 Cyberspace is vulnerable to a wide variety of incidents, whether intentional or accidental, manmade or natural and the data exchanges in the cyberspace can be exploited for nefarious purposes.
1.2 SAFELY USE OF INTERNET
1.2.1 Must receive permission from a member of staff before accessing the internet.
1.2.2 Must access only appropriate sites for their work; any attempt to bypass filtering system or access social networking sites or chat rooms will be with the permission of a teacher for a work related item.
1.2.3 Must not claim to be representing the school in an official capacity when using the internet or e-mail or website privately.
1.2.4 Must not use any internet services to purchase goods or make any payments unless authorised otherwise.
1.2.5 As the internet allows you to do more and more online, it is extremely important to be aware of the dangers and how to stay safe.
1.2.6 Use social networks’ privacy settings so only your friends can see your information.
1.2.7 Never open an email from an unknown source – it may contain viruses that can harm a computer. And don’t access or use files without the permission of owner.
1.2.8 Don’t send pictures to strangers or view pictures that strangers send you.
1.2.9 Passwords should be kept private (except from parents).
1.2.10 Always use the two-factor authentication for email and other important logins.
1.3 STRATEGIES FOR RESPONSIBLE & SAFER INTERNET
There’s no such thing as “private” online. Anything posted can be seen by or forwarded to strangers. Must know what’s okay to post. Teen years are full of self-expression and rebellion. Just make sure that your you know your rules about suggestive material or other content that may reflect poorly on you. This means no embarrassing or cruel posts, no hate speech or groups, no compromising pictures you wouldn’t want the whole world to see.
Be a good digital citizen. Online cheating is still cheating and flagging inappropriate content isn’t tattling.
Encourage critical thinking. You should ask “who posted this? Why?” Thinking this way will help you find trustworthy information, and it will also help you avoid online scams that deliver spyware and viruses directly to your home. You should also think critically about your own posts. Learn to ask yourself, “Why am I posting this? Who will see it? Could it be misunderstood?”
Stay in safe neighbourhoods. Just as you learn not to walk down dark alleys alone at night, you need to know how to avoid creepy places online.
Review your own habits carefully. Parents are the ultimate role models. Keep channels of communication open.
Better safe than sorry. Make sure you are comfortable telling your parents/teachers if anything menacing or cruel happens – – no matter what site you were on.
1.3.1 Never give out personal details like in messenger or in personal profiles.
1.3.2 Never give a friend’s details and never share your password with anyone and even enter it carefully, if someone is sitting near you.
1.3.3 Never meet up with anyone you befriend online.
1.3.4 Never open the emails \ attachments \ links coming from any unknown person.
1.3.5 Be careful while sharing your photos on social media or with anyone.
1.3.6 Never try to login as someone else and read their emails or access other data.
1.4 KEY POINTS FOR ONLINE CLASSES
1.4.1 Parents/Students/Guardians must not share class invites/ links with anyone who is not a part of the school or class or has not been invited by teacher.
1.4.2 Parents/Students/Guardians must not take photos, screenshots, record videos/ audios of the virtual sessions.
1.4.3 All material shared on Google Classroom or Meet is the School’s intellectual property and downloading/ circulating/ sharing of content without permission is strictly prohibited.
1.4.4 Staff, parents and students must keep their identity safe and not share google passwords or their identity with anyone. Staff, parents and students must ensure they sign out of each session completely after completion of the session.
1.4.5 Social media apps such as Snap Chat, Instagram, WhatsApp, or Face book are not official, School-sanctioned channels of communication and must not be used for teaching and learning.
1.4.6 Parents/Students/Guardians should inform the Teacher/School formally, in case a student is not able to attend any session.
1.4.7 All users are required to be polite, respectful, and appropriate in their communications and must represent the school’s values in their interactions with others, this applies for written words and as well as tone of conversation.
1.4.8 The users (staff/students) must respect copyright and licensing laws with respect to software, information and other materials retrieved from the Internet.
1.4.9 Users must not indulge in cyber bullying and writing of unkind remarks on the walls of unsuspecting friends, sharing of pornographic material through social media and/or email.
1.4.10 The hacking and attempts at hacking the School personnel’s email accounts, network and any other school assets have been and will continue to be dealt with the necessary seriousness.
1.4.11 Report about abusive or illegal content or online bullying immediately to teacher or parents.
1.4.12 Don’t use other’s information to login and not even attempt to infect or in way to try to make someone else computer\device\credentials.
1.4.13 Using the secured & encrypted SSL-VPN for remote access.
1.5 ELECTRONIC CRIME (E-CRIME)
It occurs when computers, or any other electronic communication equipment or devices (such as mobile phones or the internet), are used to commit an offence, are targeted in an offence, or act as storage or communication devices in an offence.
TYPES OF ELECTRONIC CRIMES (E-CRIME)
1.5.1 Fraud & Financial Crimes: Computer fraud is dishonest misrepresentation of fact intended to cause loss. For example, bank fraud, identity theft,xtortion, and theft of classified information.
1.5.2 Obscene or offensive content: The content of websites and other electronics communications may be distasteful, obscene or offensive for a variety of reasons. In some instances these communications may be illegal.
1.5.3 Cyber bullying: content may be offensive in a non-specific way, harassment directing obscenities and derogatory comments at specific individuals focusing for example on gender, race, religion, nationality, sexual orientation. This often occurs in chat rooms, through newsgroups, and by sending hate e-mail to interested parties. Any comment that may be found derogatory or offensive is considered as Cyber bullying.
1.5.4 Threats: Advertisements promising unrealistic products/services (adware) and software that intentionally causes harm (Malware)
1.5.5 Cyber Terrorism: A cyber terrorist is someone who intimidates or coerces a government or organization to advance his or her political or social objectives by launching computer based attack against computers, network, and the information stored on them.
1.6 IT DEVICES/RESOURCES:
They include (such as desktops, notebooks, and tablets), storage devices (USB and flash memory devices, CDs, DVDs, floppy disks, iPod, MP3 players), cameras (video and digital cameras and web cams), all types of mobile phones, gaming consoles, video and audio players or receivers (portable CD
and DVD players), and any other similar electronic and storage technologies
1.7 KNOW ABOUT CYBER BULLYING
To define bullying the most acceptable definition of cyber bullying which has been used is “an aggressive, intentional act or behaviour that is carried out by a group or an individual, using electronic forms of contact, repeatedly and over-time against a victim who cannot easily defend him or herself.”
When the bullying happens online with the help of technology it is cyber bullying. Cyber bullying in India includes sharing private or personal information about someone which can cause embarrassment to the person.
1.7.1 Place of occurrence of cyber bullying are as follows:
1.7.2 Social Media ( Face book, Instagram, Snapchat, Twitter, etc.)
1.7.3 SMS (text messages from the cellular network)
1.7.4 Instant Message Services (WhatsApp, Facebook messenger, I message, etc.)
1.7.5 Email
1.7.6 Cyberbullying Forms and examples:
1.7.7 Humiliating/embarrassing content posted online about the victim of online bullying,
1.7.8 Hacking of account
1.7.9 Posting vulgar messages
1.7.10 Threatening the victim to commit an act of violence
1.7.11 Stalking
1.7.12 Child pornography or threats of child pornography
1.8 PARENT AND STUDENTS ACKNOWLEDGMENT:
1.8.1 To gain access to Information Technology systems, student and parent(s) must read the policy, understand its contents, and sign and return this Parent and Student Agreement page to the school. You should keep the copy of the agreement and policy for reference.
1.8.2 This policy and agreement, along with the additions or amendments, will remain in force as long as the student is enrolled at
1.8.3 If it becomes necessary to add to, or to amend any of the conditions of this policy, parents and students will be advised in writing via the school circular/ portal.
1.8.4 The policy is available for download from the school website.
1.9 ACTION IN CASE OF SECURITY BREACH BY STUDENT
If any student breaches this policy, then he\she will be subjected to terms and conditions under School Code of conduct Policy. And the case will be handled by the school inhouse “Cyber Cell” – a committee of 03 members – VP\HM of the school, 01 person from technical team (probably the tech. council member) & 01 person from class reps.
1.9.1 Minor breaches (like installing new software, accessing internet, connecting IT devices without prior permission of the concerned teacher etc.) of this policy will result in the suspension period of two weeks.
1.9.2 Major breaches (like cyber bullying, identity theft etc.) of this policy will result in the suspension period of up to ten weeks.
1.9.3 If you behave online in a manner that threatens the well-being of another child, student, parent or member of the school community, even if this occurs off-site during or after the school hours, the Principal/VP/HM has the authority to take appropriate action.
1.9.4 When it is suspected that a personal electronic device such as a mobile phone is used to capture images of a crime (such as an assault), or contains any other evidence of a crime, the device will be confiscated and handed to the police.
1.9.5 If the Principal suspects an electronic crime has been committed, this will be reported to the Police Department. Where there is a further reasonable suspicion that evidence of a crime, such as an assault, is contained on a mobile phone or other electronic device such as a notebook, computer etc., and the device will be confiscated and handed to the investigating police officer. The police will determine any further action.
1.9.6 These actions may be taken even if the alleged incident occurs off site and/or out of school hours.
1.10 UNDERSTAND THE CYBER LAW
Section 2 (1) (nb) of Information and technology Act 2000 cyber security means protecting information, equipment, devices, computer, computer
resource, communication device and information stored therein from unauthorised access, use, disclosure, disruption, modification or destruction;]
Section 2 (1) (0) of Information and technology Act 2000 “data” means a representation of information, knowledge, facts, concepts or instructions which are being prepared or have been prepared in a formalised manner, and is intended to be processed, is being processed or has been processed in a computer system or computer network, and may be in any form (including computer printouts magnetic or optical storage media, punched cards, punched tapes) or stored internally in the memory of the computer;
Section 2 (1) (r) of Information and technology Act 2000
“electronic form” with reference to information means any information generated, sent, received or stored in media, magnetic, optical, computer memory, micro film, computer generated micro fiche or similar device; (s) “Electronic Gazette” means the
Section 2 (1) (t) of Information and technology Act 2000
“Electronic record” means data, record or data generated, image or sound stored, received or sent in an electronic form or micro film or computer generated micro fiche;
Section 2 (1) (v) of Information and technology Act 2000
“Information” includes data, text, images, sound, voice, codes, computer programmes, software and data bases or micro film or computer generated micro fiche
Section 43 of Information and technology Act 2000, If any person without permission of the owner or any other person Penalty for who is in charge of a computer, computer system or computer damage to network,— computer, computer system,
(a) accesses or secures access to such computer, computer system etc. or computer network;
(b) downloads, copies or extracts any data, computer data base or information from such computer, computer system or computer network including information or data held or stored in any removable storage medium;
(c) introduces or causes to be introduced any computer contaminant or computer virus into any computer, computer system or computer network;
(d) damages or causes to be damaged any computer, computer system or computer network, data, computer data base or any other programmes residing in such computer, computer system or computer network;
(e) disrupts or causes disruption of any computer, computer system or computer network;
(f) denies or causes the denial of access to any person authorised to access any computer, computer system or computer network by any means; (g) provides any assistance to any person to facilitate access to a computer, computer system or computer network in contravention of the provisions of this Act, rules or regulations made there under;
(h) charges the services availed of by a person to the account of another person by tampering with or manipulating any computer, computer system, or computer network.
He shall be liable to pay damages by way of compensation not exceeding one crore rupees to the person so affected. Explanation.—For the purposes of this section,— (i) “computer contaminant” means any set of computer instructions that are designed— (a) to modify, destroy, record, transmit data or programme residing within a computer, computer system or computer network; or (b) by any means to usurp the normal operation of the computer, computer system, or computer network; (ii) “computer data base” means a representation of information, knowledge, facts, concepts or instructions in text, image, audio, video that
are being prepared or have been prepared in a formalised manner or have been produced by a computer, computer system or computer network and are intended for use in a computer, computer system or computer network; (iii) “computer virus” means any computer instruction, information, data or programme that destroys, damages, degrades or adversely affects the performance of a computer resource or attaches itself to another computer resource and operates when a programme, data or instruction is executed or some other event takes place in that computer resource. (iv) “damage” means to destroy, alter, delete, add, modify or rearrange any computer resource by any means.
1.10.1 Section 471 of the Indian Penal Code, 1860 deals with whoever fraudulently or dishonestly uses as genuine any [document or electronic record] which he knows or has reason to believe to be a forged [document or electronic record], shall be punished in the same manner as if he had forged such [document or electronic record].
1.10.2 Section 66A of the IT Act deals with any person who sends, by means of a computer resource or a communication device, –any information that is grossly offensive or has menacing character; or any information which he knows to be false, but for the purpose of causing annoyance, inconvenience, danger, obstruction, insult, injury, criminal intimidation, enmity, hatred or ill will, persistently by making use of such computer resource or a communication device; any electronic mail or electronic mail message for the purpose of causing annoyance or inconvenience or to deceive or to mislead the addressee or recipient about the origin of such messages, shall be punishable with imprisonment for a term which may extend to three years and with fine Section 66C of the Information and Technology Act, 2000 Act deals punishment for identity theft and says that whoever, fraudulently or dishonestly make use of the electronic signature, password or any other unique identification feature of any person, shall be punished with imprisonment of either description for a term which may extend to three years and shall also be liable to fine with may extend to rupees one lakh.
1.10.3 Sec 66D of the Information and Technology Act, 2000deals with punishment for cheating by personation by using computer resource, with imprisonment of either description for a term which may extend to three years and shall also be liable to fine which may extend to one lakh rupees.
1.10.4 Section 66E of the Information and Technology Act, 2000 – whoever, intentionally or knowingly captures, publishes or transmits the image of a private area of any person without his or her consent, under circumstances violating the privacy of that person, shall be punished with imprisonment which may extend to three years or with fine not exceeding two lakh rupees, or with both.
1.10.5 Section 67 the Information and Technology Act, 2000: Punishment for publishing or transmitting obscene material in electronic form. Whoever publishes or transmits or causes to be published or transmitted in the electronic form, any material which is lascivious or appeals to the prurient interest or if its effect is such as to tend to deprave and corrupt persons who are likely, having regard to all relevant circumstances, to read, see or hear the matter contained or embodied in it, shall be punished on first conviction with imprisonment of either description for a term which may extend to three years and with fine which may extend to five lakh rupees and in the event of second or subsequent conviction with imprisonment of either description for a term which may extend to five years and also with fine which may extend to ten lakh rupees.
1.10.6 Section 67A of the Information and Technology Act, 2000- Punishment for publishing or transmitting material containing sexually explicit act, etc., in electronic form. – Whoever publishes or transmits or causes to be published or transmitted in the electronic form any material which contains sexually explicit act or conduct shall be punished on first conviction with imprisonment of either description for a term which may extend to five years and with fine which may extend to ten lakh rupees and in the event of second or subsequent conviction with imprisonment of either description for a term which may extend to seven years and also with fine which may extend to ten lakh rupees
1.10.7 Section 67B of the Information and Technology Act, 2000 deals with whoever, – publishes or transmits or causes to be published or transmitted material in any electronic form which depicts children engaged in sexually explicit act or conduct; or creates text or digital images, collects, seeks, browses, downloads, advertises, promotes, exchanges or distributes material in any electronic form depicting children In obscene or indecent or sexually explicit manner; or cultivates, entices or induces children to online relationship with one or more children for and on sexually explicit act or in a manner that may offend a reasonable adult on the computer resource; or facilitates abusing children online, or records in any electronic form own abuse or that of others pertaining to sexually explicit act with children, shall be punished on first conviction with imprisonment of either description for a term which may extend to five years and with fine which may extend to ten lakh rupees and in the event of second or subsequent conviction with imprisonment of either description for a term which may extend to seven years and also with fine which may extend to ten lakh rupees.
Governance of Law
The Staff and students shall abide by the school Cyber Policy and shall be governed by cyber security laws prevalent at the time being in force in the territories and states of India.

 

 

 

A dream realized…………..
“We achieve our greatest happiness when we realize ourselves through others. Equally, we need to reaffirm our commitment of cultural and socio-economic diversity from which children enter into the portals of the school.”
-Rabindranath Tagore
“Health Promoting Schools are schools which display and support the commitment to enhance the emotional, social, physical and moral well-being of their school community” (WHO).
Schools play a vital role in the overall development of a child thus shaping him/her into a competent adult who contributes usefully to society. Health is an important aspect of development of children and education is an important determinant of health. Almost all children attend school at some time during their lives and spend 6 -7 hours of their time every day in that learning environment. Apart from this, the school curriculum can have substantial influence on health promoting behaviours. Schools are often the strongest social and educational institutions available for execution of intervention programmes, as they have the required structure and governance. They have profound influence on thinking patterns and behaviours of children, their families and the community in general. When teachers are actively involved in school health programmes, the interventions can reach generations of children. Parents are added resources for health promotion in schools.
Key steps undertaken in developing as a Health Promoting School:
Engaging health and educational officials, teachers, students, parents and community leaders in efforts to promote health in schools
Providing a safe and healthy environment, both physical and psycho-social
Providing effective skill based Health Education and Life Skills training
Providing access to health services (child and adolescent)
Implementing school policies and good practices that support health

Safety Perspectives In Schools
“I have the right to be myself and to have the freedom to learn, work and play without having my heart, my head or my body hurt.”
– Christina Mattise
Initiating their children into formal schooling can be quite an emotional moment for parents. The realization of the stellar role played by an educational institution in a pupil’s life imbues parents with the confidence of entrusting the responsibility of educating their wards to complete strangers. The school as looked upon by parents and society at large is not just an edifice but a nurturing cocoon that moulds students who eventually emerge as enlightened and successful individuals on completion of their schooling years.
Given the kind of faith and trust reposed in it, the onus rests entirely on the school to provide an environment which is conducive to the development of the child; an environment that allows all students to achieve their maximum potential-academically, personally and socially. The primary task of a school is undoubtedly imparting of education to its pupils. However, academic success is inextricably linked with the physical, mental and psychological health of the student. It would be naive to expect learning outcomes in case the student perceives a threat to his safety and well-being at school. An unpleasant or traumatic experience in school can scar a child for life.
At this juncture it is imperative to realize and accept that schools have not always proved to be safe havens. Though the danger to a child’s physical safety may be most palpable, it is crucial to realize the importance of emotional and psychological health of a child. Creating safe schools involves more than just the physical safety of students. A nurturing emotional environment is acceptance for fostering growth and development. The sense of belonging, self esteem and acceptance that accrues from an appropriate emotional environment significantly contributes to success and achievements.
In the face of the alarming rise in the spate of incidents that threaten school safety, School address the issue of safety, keeping it on top priority. The foremost step is to identify the areas or factors that pose a threat to students’ safety. While enlisting the same, utmost care is taken to include factors both within and outside the school environment. The overarching challenge is to provide an environment devoid of any real or perceptible threat. Our experience over the years as educators and administrators has provided us with an insight and understanding of the myriad factors that may endanger safety and hamper development. Though safety concerns are school specific and may assume diverse forms, there are certain broad parameters which can be considered as relevant to all. We have endeavored to enumerate a few measures that are vital to countering threat and cultivating a safe environment.

 

Sexual harassment is any unwelcome sexually defined behaviour which can range from misbehaviour of an irritating nature to the most serious forms such as sexual abuse and assault, including rape.
The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act 2013 defines sexual harassment to include any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:
• Physical contact and advances
• A demand or request for sexual favour
• Making sexually coloured remarks
• Showing pornography
• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
Sexual harassment at the workplace is any unwelcome sexually defined behaviour which has the purpose or effect of unreasonably interfering with the individual’s work performance or creating an intimidating, hostile, abusive or offensive working environment.
The Constitution of India guarantees several rights to children and enables the State to make provisions to ensure that the tender age of children is not abused. Child Abuse was and continues to be, one of the most heinous crimes designed and perpetuated by human beings against some of the most vulnerable and defenceless sections of the community. Globally, it has been recognized and seen as a particularly burdensome challenge. According to the World Health Organization, “Child maltreatment, sometimes referred to as child abuse and neglect, includes all forms of physical and emotional ill-treatment, sexual abuse, neglect, and exploitation that results in actual or potential harm to the child’s health, development or dignity. Within this broad definition, five subtypes can be distinguished – physical abuse; sexual abuse; neglect and negligent treatment; emotional abuse; and exploitation”.

Types Of Abuse

Physical Abuse: Includes hitting, kicking, punching, biting, burning, shaking, drowning, smothering and giving drugs or alcohol (includes corporal punishment)

Possible Symptoms:
• Frequent injuries or unexplained bruises, fractures, welts, burns or cuts
• Depression and anxiety and/or aggression and violence.
• Problems with relationships and socializing / distant and withdrawn.
• Wears inappropriate clothing to cover up injuries, such as a coat on warm days.
• Running away
• Sleeps in Class /appears drowsy
Emotional Abuse: Includes threats, humiliation, sarcasm, degrading punishments, undermining confidence

Possible Symptoms:
• Possible delayed physical, emotional and mental development.
• Being unable to play or socialize well with others
• Fearful of making mistakes
• Self-harm
• Sudden speech disorders or neurotic behaviour such as rocking
• Low self-esteem / confidence
• Crying inconsolably

Sexual Abuse: Includes kissing, touching genitals or breasts, vaginal or anal intercourse, oral sex, and encouraging to look at pornography, trading grades for sexual favors.

Possible Symptoms:
• Aggressive behaviour, risk taking and missing school or running away.
• Sleep problems and bed-wetting or soiling.
• Negative thoughts / not looking after themselves / low self esteem
• Displaying sexually inappropriate behaviour
• Anal or vaginal soreness
• Unexplained bleeding from private parts.

Substance Abuse : Includes intake of Psychoactive /alcoholic /narcotic substance /tabacco or engage in buying or selling of any above mentioned substance.

Possible Symptoms:
• Aggressive bahaviour, risk taking, missing school.
• Stealing
• Low self-steem/ confidence
• Unable to socialize well with others
• Day dreaming ,lethargic

Neglect: Includes lack of food, medical attention, supervision, clothing etc.

Possible Symptoms:
• Delayed development
• Poor hygiene, unwashed clothes or inadequate clothes
• Untreated medical conditions
• Being hungry or tired all the time
• Missing school or difficulties with school work
• Poor self esteem
• Withdrawn and difficulty making friends and/or anti-social behavior

Be familiar with your school’s child protection policy, procedure and know who is the child protection lead in with your department. Ensure the students are also aware about reporting the abuse.
Disclosures:
• Listen to the child, reassure them that they have been brave but do not investigate.
• Explain to the child that you have to talk to the child protection lead as you need to see what can be done. Explain that you will only speak to people who need to know.
• Act immediately and report to the child protection lead so an assessment of risk can take place. Any delay could leave the child in danger.
• Keep records of all conversations and actions taken.
• Be transparent with the child so that he/she can be involved at each stage.
Suspicions:
• Pass on all concerns to the child protection lead in your department. No matter how small.
• Keep records of any concerns.
General Do’s:
Be vigilant at all times, in case of a discloser follow the given instructions:
• Immediately tell the child that you believe in him/her.
• Keep your own body language calm and composed.
• Use the language in which the child is comfortable.
• Acknowledge it is difficult to talk about such things.
• Tell the child this happens to other children also and that he/she is not the only one.
• Tell him/her that he/she is not responsible for what happened and did not deserve it.
• Tell him/her that sometimes adults do things that are not OK (avoid saying that the offender is “sick”).
• Everything you can to support, comfort and reassure the child.
• Explain to the child that the teacher needs to share the discloser with the concerned authorities in the benefit of the child.
• Make notes of facts of the disclosure after the child has left and fill the Child Protection Form.
General Don’ts
In case of a discloser follow the given instructions:
• Do not investigate, JUST LISTEN.
• Do not make the child repeat with the discloser.
• Do not make notes or do recordings in front of the child.
• Do not take confessions in writing.
• Do not make false promises.
• Do not share the incident with people who do not need to know about it.
• Do not delay reporting the incident to the authorities/departmental heads beyond 24 hours.

A child needs protection from people with unhealthy attitude present in the School campus. These include other School students, administrators, teachers and rest of the School staff (i.e., cleaning agency workers, office staff, security workers, etc). Child protection can be ensured through appropriate action against bullying; corporal punishment; any sort of physical, verbal or sexual abuse and indiscipline, violence or substance abuse. Therefore, Child protection policy includes sub-policies namely-
• Anti Corporal Punishment Policy
• Anti Bullying Policy
• School Discipline and Substance Abuse Policy

The Right of children to Free and Compulsory Education Act (RTE, 2009), clearly states that no child shall be subject to “physical punishment or mental harassment” in schools. Those officials that contravene this provision shall be liable for disciplinary action under service rules applicable to them.

It is not easy to define corporal punishment as it involves humiliation and insult which a child feels as a subject. Considering the millions of ways in which punishment is perpetrated on children in contemporary times, it is impossible to exhaust all the forms of insinuations and violence. However, following behaviour has been categorically put under Anti corporal policy of the school.

Physical punishment is understood as any action that causes pain, hurt/injury and discomfort to a child, however light. Examples of physical punishment include but are not restricted to the following:
• Causing physical harm to children by hitting, kicking, scratching, pinching, biting, pulling the hair, boxing ears, smacking, slapping, and spanking or with any implement (cane, stick, shoe, chalk, dusters, belt, whip, giving electric shock etc.)
• Making children assume an uncomfortable position (standing on bench, standing against the wall in a chair-like position, standing with schoolbag on head, holding ears through legs, kneeling etc.)
• Forced ingestion of anything (for example: washing soap, mud, chalk, hot spices etc.)
• Detention in the classroom, library, toilet or any closed space in the school.

Mental harassment is understood as any non-physical treatment that is detrimental to the academic and psychological well-being of a child. It includes but is not restricted to the following:
• Sarcasm that hurts or lowers the child’s dignity; Calling names and scolding using humiliating adjectives, intimidation;
• Using derogatory remarks for the child, including pinning of slogans;
• Ridiculing the child with regard to his/her background or status or parental occupation or caste;
• Ridiculing the child with regard to his/her health status or that of the family – especially HIV/AID Sand tuberculosis;
• Belittling a child in the classroom due to his/her inability to meet the teacher’s expectations of academic achievement;
• Punishing or disciplining a child, not recognizing that most children who perform poorly in academics are actually children with special needs. Such children could have conditions like learning disability, attention deficit hyperactivity disorder, mild developmental delay etc.
• Using punitive measures to correct a child and even labeling him/her as difficult; such as a child with attention deficit hyperactivity disorder who may not only fare poorly in academics, but also pose a problem in management of classroom behaviors;
• ‘Shaming’ the child to motivate the child to improve his performance and
• Ridiculing a child with developmental problems such as learning difficulty or a speech disorder, such as, stammering or speech articulation disorder.

Discrimination is understood as prejudiced views and behaviour towards any child because of her/his caste/gender, occupation or region and non-payment of fees or for being a student admitted under the25% reservation to disadvantaged groups or weaker sections of society under the RTE, 2009. It can be latent; manifest; open or subtle. It includes but is not restricted to the following:
• Bringing social attitudes and prejudices of the community into the school by using belittling remarks against a specific social group or gender or ability/disability;
• Assigning different duties and seating in schools based on caste, community or gender prejudices for example, cleaning of toilets assigned by caste; task of making tea assigned by gender); admission through 25% reserved seats under the RTE; or non-payment of any prescribed fees;
• Commenting on academic ability based on caste or community prejudices and
• Denying a facility like library books or uniforms or sports facilities to a child or group of children based on caste, community, religion or gender.

Bullying is behaviour by an individual, repeated over time that intentionally hurts another individual or group. It can be in the physical, verbal, emotional or cyber domain. It is any act or gesture (written, verbal, graphic, or physical) that is reasonably perceived as being dehumanizing, intimidating, hostile, humiliating and threatening and likely to evoke fear of physical harm or emotional distress.

The following types of bullying behaviour are included in this non-exhaustive definition
• Deliberate exclusion, malicious gossip and other forms of relational bullying,
• Cyber-bullying,
• Identity-based bullying such as homophobic bullying, racist bullying,
• Bullying of those with disabilities or special educational needs.
• Hurtful public message, image or statement on a social network site or other public forum
• Where that message, image or statement can be viewed and/or repeated by other people will be regarded as bullying
Bullying undermines and dilutes the quality of education. Research shows that bullying can have short and long-term effects on the physical and mental well-being of pupils, on engagement with school, on self-confidence and on the ability to pursue ambitions and interests. Therefore, the policy aims to create an environment where students can grow and flourish without fear.

An anti-bullying policy should always endeavor to complement a school’s policy on behavior and discipline. There is also a need to regularly reinforce and review the policy so that newcomers to the school understand the school’s stance on bullying and so that existing pupils and parents are reminded that bullying, in whatever form, will never be tolerated.

• The Head of the Institution will be responsible to determine whether an alleged act constitutes a violation of this policy.
• The Policy prohibits reprisal or retaliation against any person who reports an act of bullying or harassment or cooperates in the investigation.
• The policy prohibits any person from falsely accusing another as a means of bullying or harassment.
• School officials will disseminate the policy annually to all school staff, students, and parents, along with a statement explaining that it applies to all applicable acts of harassment if bullying occurs on school property, at school-sponsored functions, or on a school bus.
• Involvement of parents through regular meetings with HM/Class teacher/Counselor. The school recognizes the need to work in partnership with and keep parents informed on procedures to improve relationships on a school-wide basis.

 

“As long as you have discipline, you can be a success. Discipline is what makes you do everything you need to do.”
-Anthony Joshua.
Discipline provides people with rules to live their lives efficiently and effectively. Discipline in school is fundamental and critical for ensuring successful learning, facilitating holistic development, and overall wellbeing of the learners.
Clearly defined and effective discipline policies help to “strengthen students’ behavioural skills by addressing the causes of their misbehaviours”, and thereby create a culture of mutual respect, as well as preserve dignity of all stakeholders.
Discipline helps to nurture an ambience of happiness, preserve the integrity of the learning environment, and ensure inclusive and conducive learning spaces, which foster progress towards long-term and behavioural goals for all learners. Consequently, students are able to realize their individual aspirations and be confident, responsible, and compassionate citizens of the future.
Objectives:
The discipline policy intends to achieve the following objectives:
• To formulate clear school rules and regulations
• To maintain uniformity, consistency, and fairness in addressing disciplinary issues.
• Aim at zero occurrence of indiscipline in the school
• To create a safe, supportive, and conducive learning environment.
• Reiterate the importance of bringing the parents and other stakeholders on board for conducive school environment.
Uniform & Attire:
• All the students should be in school uniform in the school campus during the school hours.
• Uniform must be neat and clean.
• Maintain clean short nails. Long nails, nail enamel and nail art are prohibited.
• Hair should be neatly cut and of suitable length for boys. Girls with long hair must keep them neatly tied. Accessories for hair ought to be simple, of blue/black colour.
• Use of makeup, hair gel, hair colour, fancy accessories for hair, and other kinds of accessories, and tattoos are strictly prohibited.
Do’s for students:
• Students must attend school regularly. Entry will not be allowed after 09:30 a.m.
• Attendance will be marked latest by 09:40 a.m. Any student not in class or without prior information will be marked ‘Absent’ for the day.
• Students are required to keep the school surroundings neat and clean.
• Teachers, staff, and elders must be respected at all times.
• All queries must be done courteously and politely. Students must not behave in a stubborn and arrogant manner with the staff and the elders.
• All students must treat one another in a dignified and respectful manner.
• Unruly behavior or use of force causing harm or injury to others will be dealt with seriously.

Offences and Sanctions:
In case a student commits any offence or is found guilty of aiding any offence disciplinary action will be taken, firstly by the class teacher, in consultation with the class co-ordination, if required, Depending on the nature / extent / intensity of the offence, the matter would be referred to the school discipline committees and guidance of Vice Principal and HMs / Principal will be sought.

 

Nature of misconduct and action to be taken:

Sl. No. Offences Consequences
1 Late coming; irregularly / short of attendance Reminder to the student, followed by sending the student back home with the parent, and marking him/her Absent for the day.
2 Violation of school dress code, Health and hygiene (hair, nail, dress and general cleanliness) Reminder to the student, followed by sending the student back home with the parent and marking him/her Absent for the day.
3 Electronic gadgets and their misuse Warning, seize and return to the parents only. In case of misuse, the action will be in accordance with the nature of offence.
4 Foul/Indecent language, Defamation/Insult Reminder and undertaking from students and parents
5 Mischief (unintended harm) Guidance and counseling
6 Petty theft Warning and return of the items along with written statement and compensation of the stolen item.
7 Unruly/Disrespectful behavior, Disobedience

(insubordination)

Warning and guidance, Undertaking letter from the parents
8 Harassment Warning, written statement and counseling, Undertaking letter from parents
9 Substance abuse and/or possession of banned substances Warning, written statement and counseling, Undertaking letter from parents
10 Inappropriate relationship with opposite gender Warning, written statement and counseling, Undertaking letter from parents
11 Discrimination (economic status, caste/creed, religion, region, etc.) Warning, written statement and counseling, Undertaking letter from parents
12 Bullying Warning, written statement and counseling, Undertaking letter from parents
13 Manhandling by student or parent Warning, written statement and counseling, Undertaking letter from parents
14 Fighting (with or without weapon) and/or Gang fight/fight with weapon As per the nature of offence – Warning, written statement and counseling, Undertaking letter from parents, Suspension or Expulsion.

 

15 Damage to school property Undertaking letter from parents and appropriate compensation for the damage

 

 

(Any other offence disturbing the working of the school, and not mentioned above, will also be dealt with in a similar and appropriate manner.)
Any serious violations as mentioned above or for second time occurrence of the above stated offences will lead to suspension for a period of 03 months from school.
Third time offence will result in expulsion from school.
Note:
• This discipline policy will be applicable to a student committing offence/s, whether within or outside the school premises, so long as s/he is a student of the school.
• The offences of criminal nature (such as rape, suicidal, murder and accidents etc.) are not covered by this policy. Offences of this nature will be dealt with as per the law.
• The discipline committee for each department comprises the following:
• Principal
• Vice Principal/Headmistress/Chief Coordinator
• Members of School Discipline Committee (of the respective department)
• Class Coordinator
• Class Teacher