A newly appointed faculty member may initially be engaged on a probationary basis.

1. The normal probation period shall be 3 months.
2. The institute may extend the probation period where the performance, attendance, discipline or academic contribution of the faculty is not satisfactory.
3. During probation, the faculty member may not automatically be treated as a permanent/regular employee.
4. Continuation after probation shall depend upon:
   • Teaching performance;
   • Student feedback;
   • Attendance and punctuality;
   • Completion of assigned syllabus;
   • Test/examination performance;
   • Professional conduct;
   • Compliance with institute rules;
   • Cooperation with academic and administrative management.
5. During probation institute does not do any agreement.

A probationary faculty member may work without a separate long-term employment agreement, subject to the appointment letter, salary terms and institutional policies applicable to probationary staff.
The institute may issue a regular employment agreement after satisfactory completion of probation.

A faculty member who successfully completes probation may be offered a Regular Faculty Agreement.

The regular agreement shall specify:

• Designation, Subject, Salary, Working hours, Place of posting;
• Duration of agreement, Notice period, Duties and responsibilities;
• Leave entitlement, Confidentiality obligations, Intellectual property rights;
• Disciplinary provisions, Termination provisions, and Other applicable institutional conditions.

Regular status shall only be recognized through written confirmation/appointment by the competent authority of Concept Coaching.

A regular faculty member intending to resign shall ordinarily provide 3 months' written notice to the institute. The notice period shall commence only after the resignation is formally received and acknowledged by the authorized management.

During probation, the notice period is 45 days.

During the notice period, the faculty member must continue attending scheduled classes, complete assigned academic responsibilities/pending syllabus, conduct assigned tests and evaluations, prepare and submit required study materials, properly hand over academic records, return institute property, assist in transition to another faculty member, and maintain confidentiality until the final working day.

If a faculty member leaves without serving the applicable notice period, the institute may take appropriate action in accordance with the employment agreement and applicable law, including lawful adjustment of amounts legally recoverable from the employee. No deduction shall be made from wages except as permitted by applicable law and the applicable written agreement.

1. Salary shall be determined by the institute based on designation, subject, qualification, experience, workload and agreed terms.
2. Salary shall ordinarily be paid on or before the scheduled salary date, subject to applicable law and institutional payroll procedures.
3. Salary shall be paid through the designated payment method of the institute.
4. Faculty members must provide correct bank/payment details.
5. Any change in bank details must be immediately communicated to the Accounts Department.
6. Salary shall be subject to applicable statutory deductions, taxes and other lawful deductions.

Where specifically agreed in writing with a faculty member, the institute may operate a retention arrangement concerning the first month's salary. The arrangement may provide that the amount corresponding to the first month is retained/earmarked as a retention amount, to be released after completion of the agreed service period, ordinarily one year, subject to applicable law and the signed employment agreement.

1. The retention arrangement must be clearly communicated before joining.
2. The faculty member must sign the applicable employment/retention terms.
3. The retained amount shall not be treated as a penalty.
4. Any lawful deduction or adjustment must comply with applicable law.
5. If the employment ends before the agreed retention period, settlement of the amount shall be determined according to the signed agreement and applicable law.
6. The institute shall maintain proper payroll records concerning the amount.
7. The faculty member shall receive a salary statement/pay record showing the applicable payment and retention arrangement.

Important: This clause should be reviewed by a qualified employment lawyer/HR professional before being implemented because statutory wage-payment and deduction requirements may apply.

Every faculty member shall report to the institute on time, attend all assigned classes, attend meetings when instructed, complete assigned academic duties, mark attendance through the institute's prescribed system, remain available during assigned working hours, and inform management immediately in case of unavoidable absence.

Repeated late attendance or unauthorized absence may result in disciplinary action.

Faculty members shall not leave students unattended or cancel classes without prior authorization except in genuine emergencies.

If a faculty member cannot attend a scheduled class, they must inform the designated academic authority as early as possible.

Repeated unexplained absence may be treated as misconduct and may affect continuation of employment.

Leave shall be taken according to the institute's leave policy and the applicable appointment agreement.

Except in emergencies:

1. Leave should be requested in advance.
2. Leave should be approved before the faculty member remains absent.
3. Unapproved absence may be treated as unauthorized absence.
4. Frequent or unexplained absence may result in disciplinary action.

Every faculty member shall:

1. Complete the syllabus within the prescribed academic schedule.
2. Prepare adequately for every class.
3. Follow the academic calendar.
4. Conduct tests, assignments and revisions as instructed.
5. Maintain academic quality.
6. Prepare appropriate teaching materials.
7. Maintain student discipline in class.
8. Avoid discriminatory or humiliating treatment of students.
9. Cooperate with academic audits and evaluations.
10. Attend faculty meetings.
11. Maintain required academic records.
12. Submit question papers and study materials within deadlines.
13. Assist in doubt-clearing and revision programmes when assigned.
14. Support institutional academic activities.

Faculty members shall maintain professional boundaries with students.

Faculty members shall not harass or intimidate students, demand personal payments from students, engage in inappropriate personal relationships with students, share confidential student information without authorization, use students for personal business, encourage students to leave the institute for another coaching organization, or make unauthorized promises regarding results, admission or selection.

During the period of employment, a faculty member shall disclose any outside teaching, coaching or consultancy work that may conflict with the institute's interests or working hours.

A regular faculty member shall not teach for a direct competing coaching institute during agreed working hours, use Concept Coaching's confidential materials for another institution, recruit Concept Coaching students for another institute, or use institute resources for unauthorized outside work.

Any restriction concerning outside employment shall be interpreted subject to applicable law and the faculty member's written agreement.

All faculty members shall maintain strict confidentiality regarding institute information.

Confidential information includes, but is not limited to: student databases, phone numbers, parent information, academic records, test results, attendance records, fee information, salary details, question papers, answer keys, study materials, internal notes, business plans, financial information, vendor information, administrative passwords, CCTV/security information, internal policies, examination/marketing strategies, and future course plans.

Faculty members shall collect, access, use and share personal information only for legitimate institutional purposes.

Faculty members shall not:

1. Copy student databases for personal use.
2. Share student phone numbers with outsiders without authorization.
3. Upload student records to personal cloud storage.
4. Share confidential documents through unauthorized platforms.
5. Photograph confidential records without permission.
6. Forward internal notices to outsiders where confidentiality is required.
7. Sell, distribute or commercially exploit institute/student information.
8. Use student information for personal marketing.

Faculty members shall not publish confidential institute information on Facebook, Instagram, YouTube, WhatsApp, Telegram, X/Twitter, personal websites, or other social-media platforms without authorization where the information concerns confidential institutional matters.

Faculty members must not make statements representing themselves as an official spokesperson of Concept Coaching unless authorized.

Nothing in this policy is intended to unlawfully restrict an employee's rights under applicable law.

Subject to the terms of the individual agreement and applicable law, materials specifically created for Concept Coaching in the course of assigned employment may be treated as institutional work product.

This may include: Notes, Question papers, Test series, Worksheets, Presentations, Recorded lectures, Video lessons, Assignments, Academic plans, and Examination materials.

Faculty members shall not commercially reproduce or distribute confidential institutional materials without authorization. Pre-existing materials owned by the faculty member shall remain subject to the ownership terms agreed in writing.

Where classes are recorded by the institute for legitimate educational purposes, faculty members shall cooperate with the recording system.

Recorded classes shall not be copied, sold, uploaded or distributed outside the authorized institutional system without permission.

Faculty members may be provided with institute property, including: Laptop/computer, Tablet, Mobile/device, Books, ID card, Teaching equipment, Keys, Accommodation, Furniture, Vehicle/transport facilities, and other institutional resources.

Such property shall remain the property of Concept Coaching unless expressly stated otherwise.

The faculty member must return institute property upon request or at the end of employment.

Where accommodation, food, transport or other facilities are provided by the institute as part of the employment arrangement, the faculty member shall maintain the accommodation properly, follow hostel/accommodation rules, avoid unauthorized occupants, protect institute property, maintain cleanliness, follow safety regulations, and not misuse facilities.

Any specific facility provided as part of employment shall be governed by the applicable written terms.

Faculty members must maintain professional behaviour, respectful communication, academic integrity, punctuality, appropriate dress and appearance, respect toward students and colleagues, respect toward management, and responsible use of institutional resources.

The following may constitute serious misconduct:

1. Theft or unauthorized removal of institute property.
2. Falsification of attendance or academic records.
3. Unauthorized disclosure of confidential information.
4. Deliberate disruption of classes.
5. Repeated unauthorized absence.
6. Serious insubordination.
7. Harassment or abusive behaviour.
8. Misuse of student information.
9. Financial fraud or unauthorized collection of money.
10. Unauthorized sale/distribution of institutional materials.
11. Deliberate damage to institute property.
12. Sharing examination materials without authorization.
13. Misrepresentation of the institute's name.
14. Serious breach of confidentiality.
15. Any unlawful conduct connected with employment.

Depending upon the seriousness of the matter, the institute may:

1. Issue an oral/written warning;
2. Issue a show-cause notice;
3. Conduct an internal inquiry;
4. Require written explanation;
5. Suspend access to certain institutional resources where appropriate;
6. Take other lawful disciplinary measures;
7. Terminate employment in accordance with the employment agreement and applicable law.

The faculty member should ordinarily be given an opportunity to explain allegations before major disciplinary action is taken, subject to applicable law and the circumstances.

Before leaving the institute, the faculty member shall complete academic handover, student records handover, question-paper handover, study-material handover, password/account handover where institutionally authorized, return of institute property, accommodation handover (where applicable), and clearance from Accounts, Academic Department, and Administration.

The institute may issue relieving/experience documentation according to its records and applicable policy after completion of the required clearance process.

During employment and to the extent permitted by applicable law and the written employment agreement, faculty members shall not use confidential institutional information to deliberately solicit Concept Coaching students for competing educational services.

Faculty members shall not use institute databases or confidential contact information for personal commercial purposes.

Faculty members must use the official communication channels prescribed by management for attendance, leave applications, academic reports, test schedules, question papers, student-related communication, and administrative instructions.

Important institutional instructions communicated through authorized channels shall be treated as official instructions.

The institute may reasonably modify teaching schedules, academic duties, examination duties, revision classes or other responsibilities according to institutional requirements, subject to the terms of the faculty member's employment agreement and applicable law.

Completion of probation does not by itself create a guarantee of employment for an indefinite period unless confirmed through written terms.

Every faculty member shall comply with academic policies, attendance rules, hostel/accommodation rules, security policies, student protection policies, examination rules, IT policies, data privacy rules, financial procedures, and administrative instructions.

Nothing in these Terms & Conditions shall be interpreted as permitting the institute or faculty member to violate applicable laws, statutory wage requirements, employment protections or other mandatory legal provisions.

Where any provision of this policy conflicts with mandatory applicable law, the applicable law shall prevail to the extent of the conflict.