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Epitome is committed to maintaining an inclusive community which recognises and values the natural worth and dignity of every person fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of academic excellence, Epitome seeks to develop and nurture its diversity. Epitome believes that diversity among its many members strengthens the institution, stimulates creativity, and promotes the exchange of ideas.
Epitome views, evaluates, and treats all persons in any Institute related to activity or circumstance in which they may be involved, solely as individuals on the basis of their own personal abilities, qualifications, and other relevant characteristics.
Equal Employment Opportunity and Affirmative Action:
Epitome does not condone and will not tolerate discrimination against any individual on the basis of race, religion, colour, sex, age, national origin, marital status, parental status, sexual orientation, disability, or status as a disabled. Epitome promulgates policies and programs to ensure that all persons have equal access to its employment opportunities. All aspects of the employment relationship, including recruitment, selection, hiring, training, professional development, promotion and separations, are administered in accordance with the “Statement of Principles and Values” and this equal employment opportunity policy. Additionally, Epitome promotes the full realisation of equal employment opportunity through a comprehensive affirmative action program.
Epitome is charged with overall responsibility for the successful implementation of Epitome’s equal opportunity, equal access, and affirmative action policies.
The principal objectives of Epitome equal opportunity, equal access, and affirmative action policies are to provide fair and consistent treatment for all students and employees of the Institute. The Institute is committed to increase the recruitment, selection, and promotion of faculty and staff at the Institute who are racial or ethnic minorities, women, and persons with disabilities.
Epitome is committed to addressing discrimination complaints promptly and consistently, using procedures that are fair and effective from the point of view of the person and the institution, and to resolving complaints at the lowest organisational level wherever possible.
Persons who feel they have been discriminated against should bring their complaints to the attention of their Institute head or supervisor.
Persons bringing complaints to the attention of the Institute are protected from interference, intimidation, or reprisal in any form. Retaliation against any person who has made a complaint is absolutely prohibited. It inhibits the ability of the Institute to address complaints and contributes to distrust of complaint procedures.
Misunderstandings or conflicts concerning your employment may arise. Although most of these matters resolve themselves naturally, the Institute provides grievance procedures to resolve the more serious problems. Institute grievance procedures do not, however, delay or limit disciplinary action against any faculty or staff member, up to and including termination.
The Institute prohibits retaliation against any person who participates as a party, witness, committee member, or in any other manner in a grievance proceeding pursuant to Institute policy.
All administrative/professional and clerical/service staff members who have questions or problems related to their employment are encouraged to discuss such matters with their supervisors.
Staff Appointment Procedure
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The Departmental Head for the Institute in which it is proposed that the member of staff will be working, will make a request for a person to fill the vacancy to the HR Manager. This request will be accompanied by a full job description and person specification. |
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On receipt of the request in 1 above the HR Manager will arrange for the vacancy to be advertised in at least one professional newspaper. |
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All job applicants will fill in and return the staff application form by the closing date for applications. |
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Within 7 days of the closing date a panel consisting of the HR Manager, The Departmental Head and one member of administrative staff will go through all applications and select the shortlist of applicants who are to be interviewed. |
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The HR Manager will arrange interviews for the shortlisted applicants and at the same time let them know the subject of the presentation that they will do. |
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At the interview all applicants will be interviewed by the same panel as did the shortlisting. The interview will include a 10 minute presentation. |
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After the interview the panel shall meet and discuss who to appoint. |
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The HR Manager shall inform all the interviewed applicants of the panel’s decision within 7 days of the last interview. |
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| 1. |
The Administrative Head shall consult the HR Manager where an administrative vacancy arises and they will agree a job description and person specification. |
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The vacancy will be advertised in Job centre. |
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All job applicants will fill in and return the staff application form by the closing date for applications. |
| 4. |
Within 7 days of the closing date for applications the Administrative Head and one other member of the Senior Management of the Institute will prepare a shortlist of applicants to be interviewed. |
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The HR Manager shall arrange interviews for the shortlisted applicants. |
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The shortlisted applicants will be interviewed by the HR Manager and a member of the senior management of the Institute. |
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Within 7 days of the interviews the HR manager shall inform all interviewed candidates of the result. |
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Enrolment Procedure
Step1: After registration, they fill up an Enrolment Form to get admission in the Institute.
Step2: To process the admission it is required for the student to give EPITOME the supporting documents of his previous qualifications, passport copy, and passport size pictures. These things are attached with the Enrolment Form that was filled up. A Registration No. will be immediately given to the student.
Step3: Tuition fees can be paid by instalments.
Step4: We keep the entire student’s document (who is enrolled) record.
Equality and Diversity Statement
Epitome is committed to the promotion and development of equality and diversity. We aim to provide a working and learning environment which values individuals equally regardless of age, disability, ethnic origin, gender, sexual orientation, marital status, or religious belief.
This procedure is implemented in accordance with our policies on equality and diversity, disability and race equality, and is subject to an equality and diversity impact assessment. Decisions/actions taken in relation to a student complaint are not influenced by the student’s background or situation, and each case is dealt with on its own merits.
Informal procedure
If you have a complaint, before invoking the formal procedure every effort should be made to resolve the issue informally by raising your concerns with the person(s) involved, with your personal tutor or with a member of staff from the Student Welfare Committee who will help and advice.
If this does not lead to a satisfactory outcome, or if you feel unable to discuss the matter with the person(s) involved, you may opt to invoke the formal compliant procedure.
If the complaint has been resolved informally, no record will be kept on file unless both parties wish to have a note of what has been agreed. Issues relating to bullying/harassment should be raised in the first instance with Student Welfare. A member of staff from the Student Welfare Committee will work with you to resolve the situation through mediation. The Student welfare committee is the managing body of the Institute.
Formal procedure
If the matter has not been resolved informally to your satisfaction, you should arrange to see a member of the Student Welfare Committee who will establish with you the nature of your complaint. The Student Welfare Committee will make a written record of the complaint on the Compliant Form, to be signed by you to confirm that this is an accurate record. The form will be passed to the Centre Manager for action.
Following investigation, written notification of the outcome will be given as soon as possible, normally within ten working days of the complaint being notified. The written notification will include reasons for the outcome, your right of appeal and an explanation of the appeal procedure.
Appeals
If you wish to appeal against the outcome of your compliant, you should do so in writing within ten working days of the decision being notified. Your letter will explain who to write to.
The outcome of the appeal will be notified to you in writing within a further five working days.
Monitoring
The conduct of investigations and responses to complaints will be monitored by the Student Welfare Committee and reported monthly to the Management Representative.
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