Handbook For Teachers

University of Poona Statues
The Code of Professional Ethics:
I. Teachers and Their Responsibilities:

Whoever adopts teaching as a profession assumes the obligation to conduct him in accordance with the ideals of the profession. A teacher is constantly under the scrutiny of his students and the society at large. Therefore, every teacher should see that there is no incompatibility between his precepts and practice. The national ideals of education which have already been set forth and which he/she should seek to inculcate among students must be his/her own ideals. The profession further requires that the teachers should be calm, patient and communicative by temperament and amiable indisposition.

Teachers should:

  1. Adhere to a responsible pattern of conduct and demeanour expected of them by the community;
  2. Manage their private affairs in a manner consistent with the dignity of the profession;
  3. Seek to make professional growth continuous through study and research;
  4. Express free and frank opinion by participation at professional meetings, seminars, conference etc. towards the contribution of knowledge;
  5. Maintain active membership of professional organizations and strive to improve education and profession through them;
  6. Perform their duties in the form of teaching, tutorial, practical and seminar work conscientiously and with dedication;
  7. Co-operate and assist in carrying out functions relating to the educational responsibilities of the college and the university such as: assisting in appraising applications for admission, advising and counseling students as well as assisting in the conduct of university and college examinations, including supervision, invigilation and evaluation; and
  8. Participate in extension, co-curricular and extra-curricular activities including community Service.

II. Teachers and the Students:
Teachers should:

  1. Respect the right and dignity of the student in expressing his/her opinion;
  2. Deal justly and impartially with students regardless of their religion, caste, political, economic, social and physical characteristics;
  3. Recognize the difference in aptitude and capabilities among students and strive to meet their individual needs;
  4. Encourage students to improve their attainments, develop their personalities and at the same time contribute to community welfare;
  5. Inculcate among students scientific outlook and respect for physical labour and ideals of democracy, patriotism and peace;
  6. Be affectionate to the students and not behave in a vindictive manner towards and of them for any reason;
  7. Pay attention to only the attainment of the student in the assessment of merit;
  8. Make themselves available to the students even beyond their class hours and help and guide students without any remuneration or reward;
  9. Aid students to develop an understanding of our national heritage and national goals, and
  10. Refrain from inciting students against other students, colleagues or administration.

III. Teachers and Colleges:
Teachers should:

  1. Treat other members of the profession in the same manner as they themselves wish to be treated;
  2. Speak respectfully of other teachers and render assistance for professional betterment;
  3. Refrain from lodging unsubstantiated allegations against colleagues to higher authorities;
  4. Refrain from allowing considerations of caste, creed, religion, race or sex in their professional endeavour.

IV. Teachers and Authorities:
Teachers should:

  1. Discharge their professional responsibilities according to the existing rules and adhere to procedures and methods consistent with their profession in initiating steps through their own institutional bodies and/or professional organizations for change of any such rule detrimental to the professional interest;
  2. Refrain from undertaking any other employment and commitment including private tuitions and coaching classes which are likely to interfere with their professional responsibilities;
  3. Co-operate in the formulation of policies of the institution by accepting various offices and discharge responsibilities which such offices may demand;
  4. Co-operate through their organizations in the formulation of policies of the other institutions and accept offices;
  5. Co-operate with the authorities for the betterment of the institutions keeping in view the interest and in conformity with dignity of the profession;
  6. Should adhere to the conditions of contract;
  7. Give and expect due notice before a change of position is made; and
  8. Refrain from availing themselves of leave except on unavoidable grounds and as far as practicable with prior intimation, keeping in view their particular responsibility for completion of academic schedule.

V. Teachers and Non-Teaching Staff:

  1. Teachers should treat the non-teaching staff as colleagues and equal partners in a co-operative undertaking, within every educational institution;
  2. Teachers should help in the function of joint staff-councils covering both teachers and the nonteaching staff.

VI. Teachers and Guardians:
Teachers should:

Try to see through teachers bodies and organizations that institutions maintain contact with the
guardians of their students, send reports of their performance to the guardians whenever necessary and Meet the guardians in meetings convened for the purpose for mutual exchange of ideas and for the benefit of the institution.

VII. Teachers and Society:
Teachers should:

  1. Work to improve education in the community and strengthen the community’s moral and intellectual life;
  2. Be aware of social problems and take part in such activities as would be conducive to the progress of society and hence the country as a whole;
  3. Perform the duties of citizenship; participate in community activities and shoulder responsibilities of public offices;
  4. Refrain from taking part in or subscribing to or assisting in any way activities which tend to promote feeling of hatred or enmity among different communities, religions or linguistic groups but actively work for National Integration.

Maharashtra Public Universities Act, 2016

  1. Statutes relating to discipline and proper conduct for students, and the action to be taken against them for breach of discipline or misconduct, shall also be published in the prospectus of the university, affiliated college or recognized institution and every student shall be supplied with a copy of the same. The principals of the colleges and heads of the institutions, maintained by the university and affiliated colleges, may, prescribe additional norms of discipline and proper conduct, not inconsistent with the Statutes, as they think necessary and every student shall be supplied with a copy of such norm
  2. It shall be obligatory on every teacher and on the non-teaching employee of the University, affiliated, conducted colleges, community colleges or recognized institutions to render necessary assistance and service in respect of examinations of the university and evaluation of students as prescribed by statutes. If any teacher or non-teaching employee fails to comply with the order of the university or college or institution, in this respect, it shall be treated as misconduct and the employee shall be liable for disciplinary action. In case of failure on the part of the teacher or nonteaching employee of any affiliated college, conducted college, community college or recognized institution, to comply with the order of the university in this respect, the Vice-Chancellor shall have power to take an appropriate action against them, which may include imposing penalties including suspension of approval to the appointment of a teacher, as may be prescribed by the Statutes.
  3. A person shall be disqualified for being a member of any of the authorities, bodies and committee of university and voting to the authorities, bodies and committees, if he-

    1. is of unsound mind and stands so declared by a competent court; or
    2. is an undischarged insolvent; or
    3. has been convicted of any offence involving moral turpitude; or
    4. is conducting or engaging himself in private tuitions or private coaching classes; or
    5. has been punished for indulging in or promoting unfair practices in the conduct of any examination and evaluation, in any form, anywhere; or
    6. has willfully omitted or refused to carry out the provisions of this Act, Statutes or Ordinances, or has acted in any manner detrimental to the interests of the university; or
    7. has been punished in any form, by the competent authority for committing a misconduct; or
    8. discloses or causes to disclose to the public, in any manner whatsoever, any confidential matter, in relation to the examination and evaluation, the knowledge of which he has come to be in possession, due to his official position: Provided that, the right of voting of the person in respect of clauses (e) and (g) shall Remain suspended during the term of punishment under the said clauses.

Grievances of Teachers and Employees

  1. There shall be a Grievances Committee in each university to deal with all types of grievances; except grievances against the State Government including its officials, of teachers and other employees of the university, affiliated and autonomous colleges and recognized institutions, other than those managed and maintained by the State Government, Central Government or a local authority; which are not within the jurisdiction of the University and College Tribunal.
  2. The university shall establish a Grievances Redressal Cell headed by the officer of the university not below the rank of the Assistant Registrar for providing administrative assistance to the Grievances Committee.
  3. The Grievances Committee shall consist of the following members, namely:-

    1. retired Judge not below the rank of the District Judge, nominated by the Vice-Chancellor – Chairperson;
    2. one Dean, nominated by the Vice-Chancellor;
    3. Chancellor’s nominee on the Management Council;
    4. Registrar;
    5. one teacher belonging to Scheduled Castes or Scheduled Tribes or De-notified Tribes (Vimukta Jatis) or Nomadic Tribes or Other Backward Classes and one non-teaching employee nominated by the Senate from amongst its members;
    6. Law Officer of the University – Member-Secretary.
    7. The nomination of a retired Judge as the Chairperson and of a Dean as the member of the Grievances Committee, shall be for such period, not exceeding three years in aggregate, as the Vice-Chancellor may from time to time, in each case decide.
    8. The retired judge nominated as the Chairperson of the Grievances Committee shall be entitled for remuneration and conveyance charges, as may be determined by the university.
    9. The Grievances Committee shall hear, settle and decide grievances as per the law, as far as may be practicable, within three months, from the date of filing of the complaint.
    10. It shall be lawful for the Grievances Committee to entertain and decide grievances or complaints relating to service of the employees, which are not within the jurisdiction of the Tribunal, after giving reasonable opportunity of being heard to both the parties

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
3. Prevention of sexual harassment.

  1. No woman shall be subjected to sexual harassment at any workplace.
  2. The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment>-

    1. implied or explicit promise of preferential treatment in her employment; or
    2. implied or explicit threat of detrimental treatment in her employment; or
    3. implied or explicit threat about her present or future employment status; or
    4. interference with her work or creating an intimidating or offensive or hostile work environment for her; or
    5. humiliating treatment likely to affect her health or safety.

Complaint of sexual harassment

  1. Any aggrieved woman may make, in writing, a complaint of sexual harassment at work place to the Internal Committee if so constituted, or the Local Committee, in case it is not so constituted, within a period of three months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident:
    Provided that where such complaint cannot be made in writing, the Presiding Officer or any Member of the Internal Committee or the Chairperson or any Member of the Local Committee, as the case may be, shall render all reasonable assistance to the woman for making the complaint in writing:
    Provided further that the Internal Committee or, as the case may be, the Local Committee may, for the reasons to be recorded in writing, extend the time limit not exceeding three months, if it is satisfied that the circumstances were such which prevented the woman from filing a complaint within the said period.
  2. Where the aggrieved woman is unable to make a complaint on account of her physical or mental incapacity or death or otherwise, her legal heir or such other person as may be prescribed may make a complaint under this section.

Punishment for false or malicious complaint and false evidence

  1. Where the Internal Committee or the Local Committee, as the case may be, arrives at a conclusion that the allegation against the respondent is malicious or the aggrieved woman or any other person making the complaint has made the complaint knowing it to be false or the aggrieved woman or any other person making the complaint has produced any forged or misleading document, it may recommend to the employer or the District Officer, as the case may be, to take action against the woman or the person who has made the complaint under sub-section (I) or sub-section (2) of section 9, as the case may be, in accordance with the provisions of the service rules applicable to her or him or where no such service rules exist, in such manner as may be prescribed:
    Provided that a mere inability to substantiate a complaint or provide adequate proof need not attract action against the complainant under this section:
    Provided further that the malicious intent on part of the complainant shall be established after an inquiry in accordance with the procedure prescribed, before any action is recommended.
  2. Where the Internal Committee or the Local Committee, as the case may be, arrives at a conclusion that during the inquiry any witness has given false evidence or produced any forged or misleading document, it may recommend to the employer of the witness or the District Officer, as the case may be, to take action in accordance with the provisions of the service rules applicable to the said witness or where no such service rules exist, in such manner as may be prescribed.