GMRIT Student Conduct Process

Introduction

An orderly environment promoting freedom of expression and inquiry is essential to the academic community. Society and educators alike have long recognized the desirability of academic institutions being fairly autonomous within the society, but this autonomy carries with it certain rights and responsibilities for students, faculty and administrators; likewise, the university community is not a haven from the laws, mores, and contemporary issues of the external society. When the boundaries between appropriate and inappropriate actions or behaviors are crossed, there need to be well-established procedures within the university community for dealing with the misconduct. If such a system of internal rights, responsibilities, and corrective action is at all times grounded in principles of reasonableness and fairness for all concerned, the system itself will promote the educational process and enhance the highest aims of the academic community.

Within this social context, GMRIT has adopted the following principles to govern its internal student conduct processes for responding to student misconduct:

1. Students are adults who are responsible for the consequences of their actions. An academic institution can and should discipline a student who violates institutional rules, particularly when the student’s conduct interferes with the safety or rights of other members of the institutional community (including fellow students, faculty, staff and visitors to the campus). On the other hand, students are responsible for using common sense and prudence in looking after their own safety and the safety of their property. The institution can try earnestly to maintain a safe campus, but it cannot guarantee students that they will be safe in all circumstances, particularly at parties which do not comply with GMRIT policies or when their own actions put them at risk.
2. Academic institutions are neither law-enforcement agencies nor sanctuaries from the law. Criminal and civil laws still apply within the academic community. In addition, the institution has the authority to establish further policies and rules to discipline students who break these policies and rules. Where the interests of the academic institution and the members of the institutional community are involved, the special authority of the institution will be asserted. In short, the students neither relinquish civil rights nor acquire additional rights by virtue of being within an academic community; they do, however, take on additional responsibilities.
3. Except for violations of civil or criminal law, the internal affairs of the educational institution are best handled by the institution itself without resort to outside intervention. There can be no guarantee that outside agencies will not choose to intervene on their own, but such possibilities are greatly diminished if the institution has established, well-defined processes to provide adequate protection of the personal safety and academic rights of all its members and to insure that principles of fairness are followed.
4. If a student is charged with or convicted of an off-campus violation of the law, the institute may become involved if this action affects the student’s academic performance or if the behavior demonstrates disregard for the rights of others which might result in on-campus behavior which is harmful to others. Students charged with or convicted of off-campus violations of the law may also be charged with violation of institutional rules or regulations based on the same incident; double jeopardy does not legally exist in such situations, but the institutional sanctions should be relevant to the educational and institutional community interests to be protected.

Prescribed Conduct

1. General Applicability.
2. Generally, GMRIT jurisdiction and discipline will be applied to student conduct which occurs on Institute premises or during the course of off-campus activities related to GMRIT, or which adversely affects the Institute community and/or the pursuit by the Institute of its educational mission.
3. Students subject to jurisdiction and discipline include all persons taking courses or training at GMRIT, both full-time and part-time, graduate and undergraduate. Individuals who are not officially enrolled during a particular term but who have a continuing relationship with the Institute, including those on co-op, are considered students. All those who reside in Institute housing (residence halls and apartments) are subject to this policy; students are responsible for the behavior of their visitors, guests or family members and can be personally sanctioned, including being removed from housing, for the violation of GMRIT policies, rules and regulations by those individuals. Student organizations and their officers are also expected to conform to GMRIT policies, rules and regulations; organizations and their officers can be sanctioned for failure of the organizations to do so.
4. Normally, GMRIT discipline will be limited to social or academic sanctions for misconduct which adversely affects the Institute’s pursuit of its educational objectives, including maintaining an appropriate campus environment. However, GMRIT may institute civil or criminal proceedings against a student in a case where such unusual action is warranted by the circumstances. The in-charge for Student Affairs or his/her delegated representative will decide when the Institute should press civil or criminal charges against a student.
5. If a student is charged only with an off-campus violation of local laws, but not with any violation of GMRIT policies, rules and regulations, GMRIT disciplinary action may still be taken and sanctions imposed for serious misconduct which demonstrates disregard for the rights of others, or which adversely affects the GMRIT community and/or the pursuit of its objectives. In such cases, interim suspension or restrictions may be imposed even before the student has been found guilty in a court of law.
6. When a student is charged by local authorities with a violation of the law, and the alleged offense is also the subject of a proceeding under the GMRIT Student Conduct Process, GMRIT may advise off-campus authorities of the existence of GMRIT Student Conduct Process and of how such matters will be handled internally within the Institute community. The Institute will cooperate fully with law enforcement and other agencies in the enforcement of criminal law on campus and in the conditions imposed by criminal courts for the rehabilitation of student violators. Individual students, faculty and staff, acting in their personal capacities, remain free to interact with governmental representatives as they deem appropriate.

GMRIT Conduct of Code

Any student/organization found to have committed the following prohibited conduct will be subject to disciplinary sanctions:

1. ENDANGERING BEHAVIOR: Conduct that threatens or endangers the health and/or safety of a person(s).
2. FRAUD: All forms of dishonesty including cheating, plagiarism, knowingly furnishing false information to the Institute, and forgery, alteration or use of Institute documents or instruments of identification with intent to defraud.
3. INAPPROPRIATE BEHAVIOR: Unreasonable disruption or obstruction of teaching, research, administration, disciplinary proceedings, or other Institute activities.
4. HARASSMENT: Abuse, threats, intimidation, assault, coercion and/or conduct, by physical, verbal, signed, written, photographic or electronic means, which threatens or endangers any person on GMRIT premises or at Institute sponsored or supervised functions.
5. THEFT/VANDALISM: Attempted or actual theft of, damage to, or unauthorized possession or alteration of either GMRIT property, or the property of a member of the Institute community or other personal or public property.
6. FAILURE TO COMPLY: Failure to comply with directions of GMRIT officials or law enforcement officers acting in performance of their duties; obstruction of the performance of these duties or failure to identify oneself to these persons when requested to do so.
7. OFF CAMPUS BEHAVIOR: Any off-campus conduct which GMRIT deems demonstrates disregard for the rights of others.
8. HAZING: any intentional or reckless act; occurring on or off the campus of GMRIT; by one person alone or acting with others; directed against an GMRIT student; that endangers the mental or physical health or safety of that GMRIT student; and is reasonably believed by that GMRIT student as being for the purpose of pledging, being initiated into, affiliating with, holding office in, or maintaining membership in any organization whose members are or include students at GMRIT or other universities..
9. FIRE/FIRE SAFETY: Setting a fire, causing a false fire alarm, or causing an unreasonable situation that creates a fire safety hazard.
10. UNAUTHORIZED ENTRY/DUPLICATION: Unauthorized possession, duplication or use of keys to any Institute premises or unauthorized entry to or use of Institute premises.
11. VIOLATION OF THE LAW: Violation of local law on Institute premises or at Institute sponsored or supervised activities.
12. WEAPON POSSESSION: Illegal or unauthorized possession of firearms, explosives, other weapons or dangerous chemicals on Institute premises.
13. STALKING: Stalking occurs when a person engages in a course of conduct directed at a specific individual that is likely to cause such individual to have a reasonable fear of harm to his or her physical or emotional health, safety or property. Such conduct may include, but is not limited to: repeatedly engaging in unwanted contact or communication (including but not limited to, face-to-face communication, telephone calls or messages, electronic mail, written letters, gifts, or threatening or obscene gestures); surveillance; following; trespassing; or vandalism.

Warnings and Actions

Disciplinary Warnings:

The following disciplinary warnings may be imposed upon students by GMRIT academic or administrative officials; such warnings are not subject to appeal

1. Admonition: An oral or written statement to a student informing him/her that he or she has violated or is violating Institute policies, rules, or regulations.
2. Warning: Written notice to a student that continued or further violations of any Institute policy, rule, or regulation within a specific period of time (not to exceed one [1] calendar year) may result in more severe disciplinary action.

Disciplinary Actions:

The following disciplinary sanctions may be imposed on students:

1. Disciplinary Probation: Exclusion from use of specified Institute facilities or from participation in certain privileged or extracurricular Institute activities and/or requirement to fulfill certain conditions as specified in the probation notice, plus notification that violation of any Institute policy, rule or regulation during the term of the disciplinary probation status will result in more severe actions.
2. Removal from GMRIT/Hostels: Exclusion from GMRIT/ Hostels facilities, either temporarily or permanently, as specified in the action notice.
3. Disciplinary Suspension: Exclusion from classes/college/Hostel and/or other privileges and activities as set forth in the suspension notice for a definite period of time, generally not to exceed One calendar year.
4. Disciplinary Dismissal: Exclusion from classes/College/Hostel and/or other privileges and activities as set forth in the dismissal notice for an indefinite period of time with specific requirements needed to be fulfilled before readmission will be considered..
5. Disciplinary Expulsion: Termination of student status. Under normal circumstances, readmission is not possible.

Disciplinary Conditions:

The following disciplinary conditions may be imposed on students/organizations:

1. Discretionary Actions:Work assignments, community service, and other related actions including, but not limited to
1. Letter of apology
2. To spend specific time period in the library
3. Program presentations
4. Mandated counseling session
5. Loss of privileges
6. Substance abuse education and/or evaluation
2. Bar against Registration: This sanction may apply to a student who fails to pay a debt owed to the Institute, fails to comply with or submit to disciplinary procedures or in other appropriate circumstances. It may be applied in situations where there is a need to resolve a pending disciplinary charge, even in the case of an individual who is not currently a student.
3. Withholding of Records: Students who fail to pay a debt owed to the Institute may have transcripts, degrees and other records withheld until the debt is paid. Grade reports will not be withheld.
4. Organizational Restriction:A student group or organization loses certain or all privileges, including GMRIT recognition, for a period of time or permanently.
5. Disciplinary suspension or expulsion from the Institute will most likely occur when a student has been found responsible for one or more, but not limited to, the following behaviors:.
1. Permitting or engaging in hazing
2. Setting fires or intentionally causing a false fire alarm
3. Possession of or threats involving weapons or explosives
4. Possession or sale of illegal drugs
5. Physical abuse, violence, sexual assault or threats directed toward anyone in the GMRIT community
6. Computer misconduct
7. Repeated violations of the GMRIT Code of Conduct

Disciplinary Hearings

Student Conduct Hearings

Student misconduct cases are resolved through hearings held by the designated Student Conduct Officer, appointed by the Principal/Vice Principal for Student Affairs. Generally, the Student Conduct Officer will be the Assistant to the Vice Principal for Student Affairs/Director, Student Conduct & Mediation Services Administrator, who is responsible for the administration of the Institute’s Student Conduct System.

Complaints of Misconduct

Any member of the Institute community may file a complaint against any student for misconduct. A complaint concerning non-academic conduct matters is normally made to Campus Safety, although complaints also can be made directly to the designated Student Conduct Officer in the Office of Student Affairs. Campus Safety will investigate the complaint and send a written report to the designated Student Conduct Officer. If the complaint involves residence life issues, a copy of the report is also sent to the relevant hostel warden. The designated Student Conduct Officer will conduct an initial review as is appropriate to determine if the charges appear to have merit and/or require further investigation and a student conduct hearing

HEARING PROCEDURES FOR SEXUAL MISCONDUCT CASES (when a student is accused)

The Process:
When a case of sexual misconduct or assault is reported to Authorities/ concern committee, and the accused is a student(s), the following procedure will be followed.

1. The designated Student Conduct Officer will review the documentation provided by committee and determine whether the case should be processed through the student conduct system or by mediation.
2. All incidents of sexual misconduct involving students are not necessarily reported directly to Campus Safety. A complainant may choose to discuss the incident with staff in Residence Life, a faculty/academic advisor, a counselor, staff in the Student Health Center, or other members of the GMRIT community.

The complainant may choose to talk with the Coordinator for Advocacy, who will explain the options available to the complainant, including the student conduct process, advocacy, counseling, referral to outside law enforcement, and other support systems available. If the complainant wishes the incident to be processed through the GMRIT Student Conduct System, he or she should report to Campus Safety, who will file the proper report to initiate the student conduct process. GMRIT will assist the complainant if desired when reporting the incident to an outside law enforcement agency.

Changes in academic work and living situations can be arranged following the allegation or finding of sexual misconduct if reasonable alternatives exist. Interim suspensions from the Institute or other interim restrictions may be imposed pending a determination of the allegation. (See Section IV.D.)

If the accused is an GMRIT employee, faculty or staff, the case will be handled by procedures set forth in the GMRIT Policy Prohibiting Discrimination and Harassment.

Complaint Rights

When a member of the GMRIT community is the complainant in an alleged act of misconduct which violates the physical and/or mental welfare of an individual, he or she should expect that the GMRIT Student Conduct Process will respond in a caring, sensitive and supportive manner which allows the complainant to utilize the student conduct process unimpeded while still maintaining the rights of the accused student. In cases including, but not limited to sexual misconduct and hazing, complainants of the alleged harm are assured:

1. Treatment with dignity and compassion by all persons involved in the disciplinary process.
2. Information pertaining to the GMRIT Student Conduct Process and appropriate referrals for information on the criminal process.
3. Information pertaining to counseling assistance available.
4. Access to assistance throughout the student conduct process, including the ability to utilize the GMRIT Advocacy program.
5. Access to assistance throughout the student conduct process, including the ability to utilize the GMRIT Advocacy program.
6. Due process protections provided to accused students, including hearing all information presented during a hearing, including information from witnesses, and being informed of the results of the hearing.
7. Privacy regarding any unrelated past behavior during the hearing process. The designated Student Conduct Officer will determine what constitutes unrelated behavior.
8. Privacy throughout the student conduct process in relation to campus and other media, and in relation to all other uninvolved parties.
9. Freedom from intimidation and harassment throughout the student conduct process.

GMRIT Staff Code of Conduct

Preamble

1. GMR Institute of Technology believes that for an institute to succeed, grow and excel, it needs to be anchored to its Values and Beliefs and motivate all its employees to consistently display these values in the course of their interactions.
2. All employees are requested to read and imbibe the Code of Conduct and Ethics and follow it in letter and spirit, so as to maintain the highest standards of values in their conduct to achieve institute’s objectives.
3. The Institute’s Values and Beliefs shall act as the guiding principle in the enumeration, interpretation and periodic review of the Code of Conduct and Ethics.

Objective

1. The Institute prides itself on the high standards embodied in its working principles. The institute expects its employees to adhere to these in their day to day activities.
2. The following Code of Conduct and Ethics is intended to provide guidelines for the Professional, Ethical, Legal and Socially Responsible behavior that the institute expects from its employees.

Applicability

1. All employees on regular rolls of the institute including employees on contract governed by this Policy.
2. Employees are the representatives of the institute and hence are expected to demonstrate high degree of discretion and astute judgment in their dealings.
3. Although due care has been taken to address most conceivable situations, it is not possible for this Code to cover every situation that may arise. In circumstances where employees are unable to consult an appropriate person in the Institute, they are expected to use sound reasoning and good judgment in handling the situation in the interest of the Institute and its Values.

Policy Guidelines of Conduct

1. National Interest: GMR Institute of Technology is committed in all its actions, to promote quality education and shall neither engage in any activity that would adversely affect such objective, nor shall undertake any activity or project which is to the detriment of the national interests.
2. Use of the GMR Brand: The use of GMR name, logo and trademark shall be governed by manuals, codes and agreements as issued by the Institute. No employee, third party or joint venture shall use the GMR Brand for any purpose without specific authorization..
3. Group Social Responsibility: GMR Group’s Social Responsibility is aimed at anticipating and meeting relevant, emerging needs of the society in the areas of Education, Community Service, Health & Hygiene and Livelihood. The Group encourages its employees and their families to actively participate in CSR activities.
4. Competition: GMR Institute of Technology shall market its services on its own merit and shall not make unfair and misleading statements about competitors’ services. Any collection of competitive information shall be made only in the normal course of business.
5. Quality of Services: GMRIT is committed to deliver services of world class quality based on the requirement of its Customers and built to National and International standards.
6. Equal Opportunities: GMRIT shall provide equal opportunities to all employees and treat them with dignity. All decisions pertaining to eligibility, qualification and selection of applicants in all matters will be based on merit. No discrimination shall be made based on Community, Race or Gender.
7. Accurate and Complete Accounting: Employees shall use Institute’s funds and other property solely for the benefit of the Institute. All disbursements must be lawful and consistent with Institute’s polices.
   No unrecorded fund, reserve, asset or special account shall be set up or maintained for any purpose. No false or fictitious entries shall be made in books, records, accounts, or in Institute communications for any reason. No payment or transfer of funds or assets (such as tangible and intangible) shall be made for any purpose other than what is specifically authorized or is clearly within the discretion granted by the Institute.
   Employees are responsible for accurate and timely record keeping for all Institute’s assets, liabilities, revenues and expenses in compliance with accepted accounting rules and controls. All books, records and documents must accurately and completely describe the transactions.
8. Settlement of Expenses: Employees shall settle all the expenses incurred on account of travel, loans & advance etc, as per the guidelines stipulated in the Policy/Policies..
9. Protection of Intellectual Property: Copyright of all designs, drawings, formulas, charts, methodologies, inventions, etc., shall be treated as “Work made for hire” and the intellectual property rights over the same shall vest with the Institute.
10. Collaboration within GMR Companies: All GMR Group businesses shall cooperate with each other by sharing knowledge, infrastructure, human and management resources and making efforts to resolve disputes amicably, albeit without adversely affecting its business interests and shareholder value.
11. Confidentiality and Non-disclosure: Employees shall ensure that all information available to them in the course of employment in the Institute are kept strictly confidential and she/he shall not disclose to any party except to the extent necessary for the purpose of due performance of her/his service/discharge of her/his duty to the Institute.
    An employee of GMR Group and her/ his immediate families shall not derive any benefit or assist others to derive any benefit from the access to the insider information about the Group, including information which is not available publicly. Such insider information may include among other things:
    1. Merger or acquisition, divestment of businesses or business units
    2. Data or information such as profits, earnings and dividends etc.
    3. Investment decisions, assets revaluation, restructuring plans etc.
    4. Major supply and delivery agreements
    All designated employees who are covered by the Insider Trading Regulations passed by GMR Infrastructure Limited (GIL) shall adhere to the provisions of those regulations while dealing in the shares of GIL.
12. Policy and Process Integrity:
    Antitrust or Fair Trading- Employees shall avoid any discussions or agreements with competitors about prices or credit terms, submission of bids or offers, allocation of markets or customers, restrictions on production, distribution or boycotts of suppliers or customers that would result in monopolization or anticompetitive markets.
    
    Falsification or Destruction of information- No employee shall make any statement or do any act that encourages or results in unlawful, untimely, false or intentional misrepresentation, concealment or destruction of information in order to deceive or mislead.
13. Using equipment and consumable resources: Employees shall ensure that all departmental equipment, resources, and consumable items are used for the work and business of the Department.
    This excludes certain:
    1. Limited, occasional and brief private telephone calls and faxes
    2. Limited and occasional use of a photocopier
    3. Limited and occasional use of the departmental email and Internet system subject to the government policy on use of the Internet and electronic mail
14. Using the Internet, Intranet, and Electronic mail:
    Employees shall avoid using of computers for sending, receiving, and/or copying inappropriate material.
    Employees will ensure that the transmission of information via communication and information networks and devices are made only if authorized to do so and in accordance with the relevant departmental protocols.
    Employees will avoid sharing of password with another person, share another person's password/s, or record password/s which can be misused.
    The Department monitors the use of these networks and devices, and an employee may be called upon to explain her/his use of them.
15. Protecting Institute’s assets:
    Misuse of Resources- Employees shall avoid any improper, unauthorized or unlicensed use of property or resources for non-business related reasons or purposes including improper use of systems and timekeeping.
    Theft- Employees shall avoid any unauthorized removal or taking of supplies, equipment, furniture, fixtures, products, cash, merchandise or other tangible property of the Company.
    
16. Unethical Transaction:
    No employee shall assist in the misuse of Institute’s funds, irrespective of the amount involved, including, the misappropriation of such funds for her/his personal benefit, or customers.
    All payment and transfers of premium and other items of value shall be made openly and must be disclosed and duly authorized by the concerned authority.
17. Gifts and Entertainment:
    Except in connection with and specifically pursuant to programs officially authorized by the institute, no employee shall accept, directly or indirectly take any money, objects of value, or favors / discounts from any person or other company/institute/organization that has or is doing or seeking business with the Institute. All employees must disclose authorized transactions of this nature to the officer.
    All payments or transactions must be consistent with applicable laws and accepted practice and must be accurately recorded in the institute’s books and records.
18. Relationship with Government and Public officials:
    An employee of GMR may occasionally contact government and regulatory officials to keep them informed about her/his operations and positions on issues. She/he is responsible for these contacts and must understand and obey the laws governing lobbying activities and reporting requirements. She / He should also be familiar with specific rules set by individual agencies or other governmental bodies.
19. Compliance of applicable law by Expatriate Employee:
    All Expatriate employees shall be responsible for obtaining and retaining a valid Work Permit / Residence Permit / Employment Visa, during the subsistence of her/his engagement with the Institute. The employee shall duly adhere to all rules, regulations and/or such other conditions imposed by any Government Authority. The employee shall keep the institute duly indemnified against all loss, damages, costs, expenses, proceedings, prosecution etc, arising out of any violation of the terms and conditions of the applicable laws, rules, regulations and orders passed in that regard.
20. Public Representation:
    No employee shall, without the express consent of the /Management/ Competent Authority, call for Press meets, brief the Press or speak to the Media or participate in discussions, forums etc. in the media, to discuss any issues related to the activities of the institute or future prospects or projections of the Institute.
21. Charitable Contributions:
    Although employees are encouraged to be socially responsible and politically active, Employees may not contribute the institute’s funds or assets to any Charitable Institution or similar Institution, unless such contribution is expressly permitted by law and has been pre-approved by the appropriate, authorized representative of the Institute.
22. Political Activity:
    No employee shall involve in any political activity directly or indirectly.
    No GMR employee shall canvas for any political party or candidate at any point intime.
    Employees may not contribute the Institute’s funds or assets to any Political Candidate, Party unless such contribution is expressly permitted by law and has been pre-approved by the appropriate, authorized representative of the Institute. Any GMR employee who stands in elections for any public office may do so after informing the concerned authority within the Organization. Further, if elected to the post, the employee has to resign from the services of the GMR Group to pursue his public / political career.
23. Regulatory Compliance:
    Every employee shall, in her/his business conduct, comply with all applicable laws and regulations, both in letter and spirit, in all the areas in which one operates.
24. Third Party Representation:
    Third Parties which have business dealings with GMR but are not members of the GMR Group, such as Consultants, Agents, Contractors and Suppliers are not authorized to represent a GMR Group without the written permission. A Nondisclosure agreement is to be signed with the Third parties to support the confidentiality of the information. Third Parties and their employees are expected to abide by the Code in their interaction with and on behalf of GMR.
25. Sexual Harassment and other harassment policy:
    GMR Group recognizes that Sexual Harassment violates fundamental rights of gender equality, right to life and liberty and right to work with human dignity as guaranteed by the Constitution of India. To meet this objective, measures shall be taken to avoid, eliminate and if necessary impose punishment for any act of sexual harassment, which includes unwelcome sexually determined behavior as per the Group’s policy against Sexual Harassment.
26. Other Harassment:
    The Group prohibits harassment of one employee by another employee or supervisor on any basis including but not limited to race, color, religion, marital status, national origin, physical or mental disability and/or age.
    The purpose of this policy is not to regulate our employees’ personal morality. It is to assure that in the workplace, no employee harasses another. Harassment includes but is not limited to slurs, epithets, threats, derogatory comments, unwelcome jokes and teasing.
27. Whistle Blower policy:
    The GMR Group provides a platform for employees to disclose information internally, which she/he believes shows serious malpractice, impropriety, abuse or wrong doing within the institute without fear of reprisal or victimization.
28. Ethical Conduct:
    GMR Group expects its employees to maintain high moral and ethical standards. These standards are characterized by honesty, fairness, equity in interpersonal and professional relationships as well as in our day-to-day activities A GMR employee is supposed to inform in case, if he deviates from the above standard.(or if any case is filed against him)
    No GMR employee shall engage himself in any business activity. Further, if he directly or indirectly recommends any of his friends / relatives for any business dealing with GMR Group, he must disclose the nature of such relationships and transactions beforehand.
29. Dress Code:
    GMR Group’s expects its employees to follow a dress code which helps them to work comfortably at the workplace and at the same time project a professional image for our customers, potential employees and the community we are a part of. Hence, it is essential that all employees take pride in her/his appearance and maintain proper dress code and general appearance during office hours. Employees are expected to dress neatly and in a manner consistent with the nature of the work performed.
30. Environment, Health & Safety:
    Environment, Health, Safety and Laws of the land – Employees shall adhere to the laws of the land – wherever they are – and shall not violate, cause or any action that impacts the Environment and the Health and Safety of GMR Employees, Customers and at the Community at large.
    Substance Abuse- To meet our responsibilities to Employees, Customers and Investors, the Group shall maintain a healthy and productive work environment. Misusing controlled substances or selling, manufacturing, distributing, possessing, using or being under the influence of illegal drugs and alcohol on the job is absolutely prohibited.
    Threats and Physical Violence- No employee shall use threatening words, or assault or commit acts of violence or possess weapons, firearms, ammunition, explosives or incendiary devices in the workplace, on work premises or in work vehicles or elsewhere.
    
    The list of behaviors, while not inclusive, provides examples of conduct that is prohibited by this policy:
    
    Causing physical injury
    
    Making threatening remarks
    
    Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress
    Intentionally damaging employer property or property of another employee.
    
    Committing acts motivated by or related to sexual harassment or domestic violence.
    
    No Smoking: Smoking is strictly prohibited in the premises of the workplace. Appropriate actions shall be initiated against any person found contravening with the policy of this code.
31. Disciplinary Actions: All employees covered under this Code of Conduct and Ethics are required to adhere to the principles and rules laid down in this code. Failure to do so will attract appropriate action including disciplinary action against the employee who is found to violate these principles.
    Disciplinary action may include immediate separation of employment or any other action as deemed fit at the Institute’s sole discretion. The Institute will recover any loss suffered by it due to violation of the provisions of this code by any employee. Disciplinary Proceedings against the delinquent employee shall be conducted in accordance with the principles of natural justice.
    The employees of the Compliance Committee and/or employees of Audit Committee will be notified of any concerns about violations of standards for conduct of business, ethics, laws, rules, regulations or this Code