Employee Handbook 104

8/20/2019 Employee Handbook 104

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XYX XYZ XXUU XIXUX PVT LTD . .

A A DMINDMIN II SS TR TR A A TITI V V EE

MANUALMANUAL

__________________________________________________________________________________________


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Address of the Company :


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XYX XYZ XXUU XIXUX PVT LTD . .

VISON OF THE COMPANY VISON OF THE COMPANY

- Name of Head of Institution

__________________________________________________________________________________________


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RULES ANDRULES AND

REGULATIONSREGULATIONSGOVERNINGGOVERNING

EMPLOYMENTEMPLOYMENT

AT AT

XYX XYZ XXUU XIXUXXYX XYZ XXUU XIXUX

PVT. LTD.,PVT. LTD.,

KKKKKK KKKKKK


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CONTENTSCONTENTSI N T R O D U C T I O N 1

S E C T I O N 1D E F I N I T I O N S 2

S E C T I O N 2H I S T O R Y O F C H A N G E 5

2 . 1 C H A N G E S I N P O L I C Y 52 . 2 R A T I O N A L E F O R C H A N G E 5

2 . 3 K E Y C H A N G E S 5

2 . 4 H U M A N R E S O U R C E R E O R G A N I S A T I O N 6

S E C T I O N 3C O R P O R A T E P H I L O S O P H Y A N D C U L T U R E

3 . 1 C O R P O R A T E H I S T O R Y 73 . 2 V I S I O N 73 . 3 M I S S I O N 8

3 . 4 W O R D O F H O N O R 8

S E C T I O N 4E M P L O Y M E N T P O L I C I E S R U L E S ! P R A C T I C E S

4 . 1 E M P L O Y M E N T A P P L I C A T I O N "

4 . 2 S E L E C T I O N A N D R E C R U I T M E N T "

4 . 3 T R A N S F E R A N D R E A S S I G N M E N T "4 . 4 N O N # D I S C R I M I N A T I O N 1 $

4 . 5 N O N # D I S C L O S U R E % C O N F I D E N T I A L I T Y 1 $

4 . 6 N E W E M P L O Y E E O R I E N T A T I O N 1 $

4 . 7 P R O & A T I O N A R Y P E R I O D F O R N E W E M P L O Y E E S 1 14 . 8 O F F I C E H O U R S % S H I F T T I M I N G S 1 1

4 . " L U N C H P E R I O D S 1 2

4 . 1 $ & R E A K P E R I O D S 1 24 . 1 1 P E R S O N N E L F I L E S 1 2

4 . 1 2 P E R S O N N E L D A T A C H A N G E S 1 2

4 . 1 3 E M P L O Y E E P E R F O R M A N C E R E V I E W ! P L A N N I N G S E S S I O N S 1 2

4 . 1 4 O U T S I D E E M P L O Y M E N T 1 34 . 1 5 C O R R E C T I V E A C T I O N 1 3

4 . 1 6 E M P L O Y M E N T T E R M I N A T I O N 1 3

4 . 1 7 S U M M A R Y D I S M I S S A L # M I S C O N D U C T 1 4

4 . 1 8 A G E O F R E T I R E M E N T 1 44 . 1 " S A F E T Y 1 5

4 . 2 $ H E A L T H # R E L A T E D I S S U E S 1 5

4 . 2 1 E M P L O Y E E R E ' U I R I N G M E D I C A L A T T E N T I O N 1 5

4 . 2 2 & U I L D I N G S E C U R I T Y 1 64 . 2 3 P E R S O N A L & E L O N G I N G S 1 6

4 . 2 4 C O M P A N Y P R O P E R T Y 1 6

4 . 2 5 S U P P L I E S ( E ) P E N D I T U R E S ( O & L I G A T I N G T H E C O M P A N Y 1 6

4 . 2 6 V I S I T O R S I N T H E W O R K P L A C E 1 74 . 2 7 I M M I G R A T I O N L A W C O M P L I A N C E 1 7


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4 . 2 8 I N C L E M E N T W E A T H E R A N D E M E R G E N C Y 1 7


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S E C T I O N 5C O D E O F C O N D U C T 1 8

5 . 1 A T T E N D A N C E % P U N C T U A L I T Y 1 85 . 2 A & S E N C E W I T H O U T N O T I C E 1 "

5 . 3 H A R A S S M E N T I N C L U D I N G S E ) U A L H A R A S S M E N T 1 "

5 . 4 T E L E P H O N E U S E 1 "

5 . 5 I N T E R N E T U S E 1 "5 . 6 U S A G E O F I L L E G A L S O F T W A R E 2 $

5 . 7 D R E S S C O D E 2 $

5 . 8 T O & A C C O P R O D U C T S 2 $5 . " O F F I C E C L E A N L I N E S S 2 $

5 . 1 $ S U & S T A N C E A & U S E 2 1

5 . 1 1 P O W E R % W A T E R S A V I N G 2 1

5 . 1 2 S A F E T Y P R E C A U T I O N S 2 15 . 1 3 P R O T E C T I O N O F E N V I R O N M E N T 2 1

5 . 1 4 G I F T O R F A V O R 2 2

S E C T I O N 6W A G E A N D S A L A R I E S P O L I C I E S

6 . 1 & A S I C P A Y S C A L E S 2 36 . 2 S A L A R Y 2 3

6 . 3 C O M P U T A T I O N O F D A I L Y A N D H O U R L Y R A T E S 2 3

6 . 4 A N N U A L I N C R E M E N T 2 4

6 . 5 L U M P S U M P A Y M E N T 2 46 . 6 O V E R T I M E 2 4

6 . 7 P A Y D A Y S 2 5

6 . 1 & O N U S % E ) # G R A T I A 2 5

S E C T I O N 7E ) P E N S E S R E I M & U R S E M E N T P O L I C I E S 2 6

7 . 1 E ) P E N S E S R E I M & U R S E M E N T 2 6

7 . 2 M O & I L E P H O N E 2 6

7 . 3 T R A N S P O R T A T I O N E ) P E N S E S 2 67 . 4 L O C A L C O N V E Y A N C E A L L O W A N C E 2 6

7 . 5 T R A V E L R E I M & U R S E M E N T 2 7

7 . 6 F O R E I G N T R A V E L R U L E S 2 77 . 7 T O U R R E P O R T 2 8

7 . 8 P A R K I N G 2 8

S E C T I O N 8& E N E F I T S A N D S E R V I C E S

8 . 1 M E D I C A L & E N E F I T S 2 "8 . 2 M E D I C L A I M I N S U R A N C E 2 "

8 . 3 H O S P I T A L I * A T I O N S C H E M E 2 "

8 . 4 T A ) D E D U C T I O N A T S O U R C E 2 "

8 . 5 P R O F E S S I O N A L T A ) 2 "8 . 6 E M P L O Y E E S P R O V I D E N T F U N D 2 "

8 . 7 E M P L O Y E E S G R A T U I T Y 3 $

8 . 8 V A C A T I O N % L E A V E 3 $

8 . 8 . 1 P R I V I L E G E L E A V E 3 $8 . 8 . 2 C A S U A L L E A V E 3 2

8 . 8 . 3 S I C K L E A V E 3 2

8 . 8 . 4 M A T E R N I T Y L E A V E 3 2

8 . 8 . 5 P A T E R N I T Y L E A V E 3 28 . 6 . 6 E M E R G E N C Y L E A V E 3 3


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INTRODUCTION .

This Handbook will serve as a guide to the Terms and Conditions of Employment,benefits and other related matters pertaining to the service of a staff of XYX XYZ XXX!XX "rivate #imited $""""%, &&&&&&'

!t supplements the Terms ( Conditions of Employment as detailed in the staff contractof service agreement'

The company reserves the right to amend, delete or anne) any terms and conditions of service as and when necessary' The *oard of +irectors will approve all changes to theterms and conditions of service'

These terms and conditions will, where applicable, be subected to the provisions of anyrelevant -overnment legislation and its amendments'

The content of this book is to be kept strictly confidential and is intended to be used asreference for the company and the staff'

.ny doubt or /uery concerning the content of this handbook should be forwarded to theHuman 0esource +epartment'


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1

!CTION " .

Definitions

2'2 3""""4 shall mean XYX XYZ XX X!XX "5T #T+'

2'1 4C67".8Y4 shall mean XYX XYZ XX X!XX "rivate #imited $""""%' Theterm 3company4 or 3organi9ation4 may also be used interchangeably'

2': 37.8.-E7E8T4 shall mean the 7anaging +irector;+irectors;-eneral 7anager

of the Company'

2'< 4=T.>>4 shall mean employees, who are in the permanent employment of thecompany' The term staff, or employee$s% may be used interchangeably to refer to thesame meaning'

2'? 3C68>!07E+ =T.>>4 Confirmed staff means employees who have successfullycompleted the probationary period and are confirmed in the permanent employment of the company'

2'@ 3!8 A0!T!8-4 shall mean in a formal communi/uB in the form of physicaldocument'

2' 3*6.0+ 6> !8D!0Y4 shall mean a group of Employees and;or outside personsappointed by 7anagement to hear and consider disputes' The *oard shall comprisemembers who are independent, unbiased and impartial to the dispute under consideration'

2' 3="E0!604 shall mean your immediate reporting officer shall mean any7anager'

2'F 3+E".0T7E8T.# 7.8.-E04 shall mean a person who works for XYX XYZXX X!XX "5T #T+', on a salaried basis and who have completed his;her probationary period'


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2'2G 3E7"#6YEE$=%4Employee$s% may include fulltime Employees and othersemployed with XYX XYZ XX X!XX "5T #T+', who are subect to the control and

direction of XYX XYZ XX X!XX "5T #T+', in the performance of their duties'Employee$s% means any person who irrespective of the salary he;she earns in a monthhas entered into a contract of service with XYX XYZ XX X!XX "5T #T+'

2'22 I=.#.0YI shall mean basic salary and all other payments, if any, in cashpayable to an Employee for work done in respect of his;her contract of service but doesnot include any payment by way of commission, subsistence, allowance and other overtime payment'

2'21 3E7"#6YEE= 8+E0 "06*.T!684 shall mean a new Employee whoseperformance is being evaluated to determine whether further employment in a specificposition or with XYX XYZ XX X!XX "5T #T+ is appropriate' !t is considerednecessary to engage staff on probation in order that their abilities and suitability beaffirmed in a work situation' The probationary period is up to three $:% months for allstaff, during which, his performance will be reviewed for confirmation' Ahen anEmployee completes the probationary period, the Employee will be notified of his;her new status with XYX XYZ XX X!XX "5T #T+ in writing' The company may at itsdiscretion e)tend the probationary period by another three months'

2'2: 3"E0>607.8CE 0E5!EA4 shall mean the process wherein EmployeeJs

immediate superior will review the performance of each staff on a regular basis usingthe "erformance 0eview ; .ppraisal form'

2'2< 3C67".8Y "06"E0TY4 shall mean all XYX XYZ XX X!XX "5T #T+owned or leased property used by Employees'

2'2? 3C68T06##E+ =*=T.8CE 6> .*=E4 shall mean any substance listed in=chedules !5 of =ection 1G1 of the Controlled =ubstance .ct, as amended'

2'2@ 3+0-4 shall mean any chemical substance that produces physical, mental,emotional, or behavioral change in the user'

2'2 3+0- ".0."HE08.#!.J shall mean e/uipment, a product, or material that isused or intended for use in concealing an illegal drug, or otherwise introducing into thehuman body an illegal drug or controlled substance'


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<

2'2 3!##E-.# +0-4 4 shall mean any drug or derivative thereof whose use,possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal

or regulated under any federal, state, or local law or regulation'

2'2F 38+E0 THE !8>#E8CE .ny drug, including K but not limited to K aprescription drug, used for any reason other than that prescribed by a physician'!nhalants used illegally' shall mean a state of not having the normal use of mental or physical faculties resulting from the voluntary introduction into the body of an alcoholicbeverage, drug, or substance of abuse'3

2'1G 6T=T.T!68 shall mean any state in !ndia that is outside the state in which theCompany is located'

2'12 365E0=E.=4shall mean any country outside !ndia'


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!CTION # .

History of Change

1'2' Changes in Policy' This EmployeeJs -uide is designed to ac/uaintEmployees with XYX XYZ XX X!XX "5T #T+ $hereinafter referred as """"% andprovide the Employees with information about corporate philosophy, culture, policies,rules and practices, working conditions and benefits affecting employment' Theinformation contained in this EmployeeJs -uide applies to all Employees' .biding to theterms and conditions described in this EmployeeJs -uide, is considered a condition of continued employment' However, nothing in this EmployeeJs -uide alters an

EmployeeJs status' The contents of this EmployeeJs -uide shall not constitute nor beconstrued as a promise of employment or as a contract between """" and any of itsEmployees' The EmployeeJs -uide is a summary of the CompanyJs policies, which arepresented here only as a matter of information and guideline' .ll Employees areresponsible for reading, understanding, and complying with the provisions of thisEmployeeJs -uide' The CompanyJs obective is to provide the Employees with a workenvironment that is constructive to both personal and professional growth' ThisEmployeeJs -uide supersedes all previous Employee Handbooks and memos that mayhave been issued from time to time on subects covered in this EmployeeJs -uide'However, since the CompanyJs business and organi9ation are subect to change, the7anagement reserves the right to interpret, change, suspend, cancel, or dispute with or

without notice, all or any part of our policies, procedures, and benefits at any time' The7anagement will notify all Employees of these changes' Changes will be effective onthe dates determined by the 7anagement, and after those dates, all previous policieswill be null and void' 8o other Employee aside from the 7anagement has the authorityto change policies at any time' !f any Employee is uncertain about any policy or procedure, he;she is encouraged to speak with his;her direct =uperior, +epartmental7anager or the 7anagement'

1'1 Rationale for Change' The Company has been using an 6ffice 7anual thatwas created in the year 1GG:' =ince then the Company has undergone tremendous

change and growth' These /uantitative and /ualitative developments necessitated anupdate to that manual'

1': Key Changes' .lmost all aspects have been modified to make this as a6fficial manual' This handbook has a 3+efinitions4 page to facilitate easier and moreaccurate reference to common terms used' Company policies ( all benefits and day today governing rules are also more comprehensively mentioned'


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1'< Human Resource Reorganisation' The Company has adopted a new set of categori9ation for staff' This reorgani9ation is to provide a fairer basis for performance

reviews, reassignment of duties and benefits and entitlements' The Company has alsostipulated that a formal performance review is to be held at least once a year whilstinformal ones can be conducted as and when deemed necessary'


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!CTION $ .

Corporate Philosophy and Culture

:'2 Corporate History' CCCCCCCCC, a LLLLLLLLLLLLLL based LLLLL 7illionstrong group, basically engaged in the multifarious business spheres like, .irconditioning, 0oad "roects, 0eal Estate, and Hospitality and in distribution of comprehensive range of /uality 6E7 and construction 7achinery parts, over the lastthree decades' .s one of the maor players in the LLLLLLLLLLLLLLL !ndustry, situated

in LLLLLLLLLLLLLLLLLLLL, XYX XYZ XX X!XX Co'', is the authori9ed distributor for renowned brands in !ndia namely 7;='LLLLLLLLLLLLL for LLLLLLLL, LLLLLLLLLLLLLfor fasteners ( 7;=' LLLLLLLLLL Canada for LLLLLLLLL and end bits' XYX XYZ XXUU XIXUX Pvt Ltd ', a subsidiary of CCCCCCCC was formed on+ecember G2, 1GG1 with a strength of >our at &&&&&&' The company was 0egisteredunder Companies .ct on >ebruary G th, 1GG: for Trading activities of LLLLLLLLLLLLLL spares' 6n Manuary 1:rd, 1GG< the Company started business in a sprawling area of ?@,GGG =/ >t in Ahitefield, &&&&&&' To take the advantage of the ac/uired space andto improve the /uality of the product, a 7eterrological #aboratory to determine thephysical composition of the components was established in >ebruary 1GGorty and has successfullymanaged to enter into the foray of LLLLLLLLLLLLL segment' To cater to the needs of the growing !ndian market we have established the most critical operation whichcontributes 2GGN towards the performance of any -ET items i'e' heat treatment andtesting facility for producing world class ; custom design castings $especially toothpoints and adaptors% etc' The company employs principles and techni/ues of Continuous Duality !mprovement and emphasi9es longterm Duality "artnerships with

customers and suppliers'

:'1' Vision' To make """" a professionallymanaged, dynamic, vibrant, valuebased organisation with e)ceptionally skilled, highly motivated human resourcescommitted to total customer satisfaction and face present ( future challenges'


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:':' Mission' To manufacture and sell products confirming to the prescribed /ualitynorms within time at a reasonably good price through a process that is professional, fair and impartial' To supply products and to ensure 2GGN reliability and compatibility with

6E7 standard to our customers, of high /uality, that they would set the standard of e)cellence for the industry and continually reinforce our standing as an industry leader'To achieve LLLLLLLLLLLLLL per year production by LLLLL and establish as a maor player in LLLLLLLLLLLLLLL !ndustry'

Word of Honor ' !t is the duty of every employee to put in his;her efforts toachieve higher productivity standards O

:'


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F

!CTION % .

Employment, Policies, Rules and Practices


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2G

inancial information, 7arketing strategies, "ending proects andproposals, "roprietary production processes, "ersonnel;"ayroll records, andConversations between any persons associated with the Company' .ll Employees maybe re/uired to sign a nondisclosure agreement as a condition of employment, if theCompany sees this as necessary' .ny Employee who improperly use or disclose tradesecrets or confidential business information will be subected to disciplinary action,including termination of employment and legal action, even if he;she does not actually

benefit from the disclosed information'


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22

orty eight $


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0otation of shift shall be normally at the end of every week' "unching of attendancecards will be done at the start of shift after change of clothes and at the close of the shiftbefore change of clothes'

21


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if they so re/uire' "erformance reviews and planning sessions are designed for the=uperior and the Employee to discuss his;her current ob tasks and areas of improvement, encourage and recogni9e attributes, and discuss positive, purposefulapproaches for meeting workrelated goals' Together, Employee and =uperior discuss

2:

ways in which the Employee can accomplish goals or learn new skills' The planningsessions are designed for the Employee and his;her =uperior to make and agree onnew goals, skills, and areas for improvement' The Company directly links wage andsalary increases with performance of work' The EmployeeJs performance review andplanning sessions will have a direct effect on any changes in his;her compensation' >or this reason among others, it is important to prepare for these reviews carefully, andparticipate in them fully' 8ew Employees will be reviewed at the end of their probationary periods' .fter the initial review, the Employee will be reviewed yearly'


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2<

Ahen a confirmed Employee intends to terminate his;her employment, he;she shall givethe Company a written notice in accordance with the appointment letter' >or

Employees under probation, please refer to section urthermore, any outstanding financial obligations owed to the Company willalso be deducted from the EmployeeJs final che/ue' .ll accrued vested benefits that aredue and payable at termination will be paid' 7anagerial designatories will have to give

a written notice of Three months prior to resignation from service while other employeeswill have to give a written notice of one month prior to resignation from service'However once a notice is given, The management reserves the right to prematurelyterminate the employment under certain conditions such as 2% . suitable replacementis found in which case all accrued benefits will be paid to the employee upto the date of termination 1% The EmployeeJs conduct with fellow employees and the management isnot cordial and respectful in which case premature termination of employment without aboard of in/uiry will be observed uniformly for all employees' !n such cases themanagement will decide on a case by case basis if the accrued benefits will be paid atall and if paid whether in full or in part' Though committed to a progressive approach tocorrective action, certain rule infractions and violations of standards are grounds for

immediate termination of employment' These include but are not limited toO theft in anyform, insubordinate behavior, vandalism or destruction of Company property,inade/uate care of company e/uipment, the use of Company e/uipment and;or Company vehicles without prior authori9ation from 7anagement, untruthfulness aboutpersonal work history, skills, or training, divulging Company business practices, andmisrepresentations of the Company to a contractor;supplier, a prospective customer,the general public, or an Employee'


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2

!CTION & .

Code of Conduct ' The work rules and code of conduct are very important, andthe Company regards them seriously' .ll Employees are urged to become familiar withthese rules and code of conduct' !n addition, Employees are e)pected to follow therules and code of conduct faithfully in doing their own obs and conducting theCompanyJs business' .ny Employee who deviates from these rules and conduct will besubect to corrective action, up to and including termination of employment $=ee =ection


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2F

?'1 A&sence $ithout otice' Ahen an Employee is unable to work owing toillness or an accident, the Employee shall notify his;her =uperior' This will allow the

Company to arrange for temporary coverage of the EmployeeJs duties, and to helpother Employees to continue work in his;her absence' !f the Employee does not reportfor work and the Company is not notified of his;her status, it will be assumed after twoconsecutive days of absence that the Employee has breached the contract of employment' !f an Employee becomes ill while at work or must leave the office for someother reason before the end of the workday, he;she shall inform his;her =uperior of thesituation who will then inform "ersonnel +epartment'

?': Harassment1 including Se0ual Harassment' The Company is committedto providing a work environment that is free of discrimination and unlawful harassment'

.ctions, words, okes, or comments based on an individualJs se), race, ethnicity, age,religion, or any other legally protected characteristic will not be tolerated' !f anEmployee believes that he;she have been the victim of harassment, or know of another Employee who has, report it immediately' Employees can raise concerns and makereports without fear of reprisal' .ny =uperior who becomes aware of possibleharassment should promptly advise 7anagement or the "ersonnel +epartment0epresentative who will handle the matter in a timely and confidential manner'

?'< Telephone 2se' The CompanyJs telecommunication facilitiies are intendedfor the use of serving the Company customers and in conducting the CompanyJs

business' "ersonal usage during business hours is discouraged e)cept for e)tremeemergencies' .ll personal telephone calls should be kept brief to avoid congestion onthe telephone line' To respect the rights of all Employees and avoid miscommunicationin the office, Employees must inform family members and friends to limit personaltelephone calls during working hours' !f an Employee is found to be deviating from thispolicy, he;she will be subect to disciplinary action $=ee =ection


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1G

?'@ 2sage of -llegal Soft$are' Employees are not allowed to use CompanyJscomputer system to download or install illegal or unauthori9ed programs, software or

data' !n case it is found that any illegal software has been downloaded in any system,the person operating the particular computer will be held responsible for the lapse andnecessary disciplinary action will be initiated against him;her'

?' "ress Code' Ahile the Company do not wish to limit the EmployeeQse)pressions of taste and individuality, the EmployeeQs must be aware that what theEmployee wear to work is a reflection of the EmployeeJs own professionalism and thatof the Company' Employee is to be dressed appropriately for the type of business andthe EmployeeJs position in particular' !n addition, certain re/uirements must beobserved' Clothing should not be provocative $e'g' lowcut, revealing and e)tremely

tight fitting%' The EmployeeJs clothing should not be ha9ardous to his;her own safety$e'g' opentoed shoes;sandals%' E)tremely casual dressing is generally not consideredappropriate for work' 7anagement considers the following e)amples, on its own, asinappropriate working attire O strap outfits, Tank tops or revealing blouses, =hort miniskirts, "edal pushers and T K shirts' 6bviously, a professional appearance is especiallyimportant for those Employees who at any time come in contact with clients and;or potential customers' "lease use good udgment and good taste, remembering rightly or wrongly, people do udge the Employee as the organi9ation, based in part of theEmployeeJs appearance'

?' To&acco Products' The use of tobacco products is not permitted anywhere inthe CompanyJs premises e)cept in authori9ed and designated locations' Employeesmust follow all rules posted in designated smoking areas and adhere to all policiesassociated with this policy $=ee =ection actory premises shall be kept clean and free

from effluvia arising from any drain, privy or other nuisance' .ccumulation of dirt andrefuse shall be removed daily by sweeping or by any other effective method from thefloors and benches of workrooms and from staircases and passages, and disposed of ina suitable manner' The floor of every workroom shall be cleaned at least once in everyweek by washing, using disinfectant, where necessary, or by some other effectivemethodP


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?'2G Su&stance A&use' The Company is committed to providing a safe andproductive workplace for its Employees' !n keeping with this commitment, the following

rules regarding alcohol and drugs of abuse have been established for all Employees,regardless of rank or position, including both regular full time, probationary andtemporary Employees' The rules apply during working hours to all Employees whilethey are on the CompanyJs premises or elsewhere on official business' Themanufacture, distribution, possession, sale, or purchase of controlled substances of abuse on the CompanyJs property is prohibited' *eing under the influence of medicallyillegal drugs, alcohol, or substances of abuse on the CompanyJs property is prohibited'Aorking while under the influence of prescription drugs that impair performance isprohibited' Consistent with the rules listed above, any of the following actionsconstitutes a violation of the CompanyJs policy on drugs and may subect an Employeeto disciplinary action, up to and including immediate termination' R sing, selling,

purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia,or attempting to;or assisting another to do so, while in the course of employment' RAorking or reporting to work, conducting Company business or being on Companyproperty while under the influence of an illegal drug or alcohol, or in an impairedcondition'

?'22 Po$er#Water Sa+ing' !t is the responsibility of each employee to save "ower and Aater' .ll machineries, lights and electrical installations will be switched off whennot in use' "rior to leaving their work place, each individual should ensure that allswitches are put off' Though ade/uate water will be provided to the employees, it is

e)pected that employees do not waste the water and whenever any leakage of water isfound the same will be reported .dmin +epartment immediately'

?'21 Safety Precautions' .de/uate safety precautions to be observed withreference to each machinery will be separately issued by the =hop >loor in charge andother installation supervisors' However, all employees should observe basic safetyprecautions while moving inside the premises and any violation of =afety aspects will beseriously viewed'

?'2: Protection of En+ironment' Ae have borrowed this world from our childrenand it has to be returned to them without causing any damage to the environment' Aein XYX XYZ XX X!XX "vt #td', pledge to preserve the environment and undertakenot to involve ourselves in any activities that may pollute the .ir, Earth and other substances' .ll norms as prescribed by "ollution Control +epartment will be strictlyadhered to' Effective arrangements shall be made for the treatment of wastes'


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?'2


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1:

!CTION ' .

Wage and Salaries Policies

(asic Pay Scales

@'2 Employees will be placed into following categories;subcategories with referenceto their /ualification, e)perience, nature of work and performance' . detailed instructionin this regard will be issued separately'

@'2'2' Managerial "esignatories' .ll professional and management graduatesappointed in managerial posts will be placed in -rades 72, 71, 7: ( 7itters, 7achine 6perators,"ainters, Helpers etc and office *oys, +rivers will be placed in grades =2, =1, =:, =< (=?'

@'1 Salary' =alary means the amount of monthly basic remuneration paid by thecompany for services rendered solely to the company by the staff' !t also refers to thebasic pay, which the staff is entitled to according to grade and pay range formulated by

the company from time to time and it does not include any fi)ed or variable allowances,bonus, subsidies or any other benefits in kind'

@': Computation of "aily and Hourly Rates' >or the purpose of computation;deduction of daily rate, the monthly *asic "ay;+earness .llowancepayable per month shall be divided by :G' >or the purpose of computation of the hourlyrate, the daily rate so arrived at shall be divided by '


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@'< Annual -ncrement' !ncrement will be granted to confirmed employees of the Company each year on 2st .pril subect to the efficiency in work, attendance and

conduct being found satisfactory' Each EmployeeJs hourly wage or annual salary shallbe reviewed during the formal performance review and planning session which shall beconducted at least once each year $=ee =ection


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@' Paydays' .ll Employees shall be paid monthly on a scheduled payday, usuallyon the :rd day of the subse/uent month' !n the event that a regularly scheduled payday

falls on a weekend or holiday, Employees shall receive pay on the ne)t day of operation' The Company pays Employees by way of a direct credit into the EmployeeJsbank accounts with !C!C! *ank' Employees shall be notified, in the event of a change inthe CompanyJs bankers' The salary is credited into respective Employees accounts at!C!C! *ank after deduction of Ta), instalments towards loans and advances and other mandatory contributions, >or certain category of employees the salary will be given incash as decided by the 7anagement'

@' (onus#E0!3ratia' "ayment of bonus is the discretion of the 7anagement'However, employees within the coverage of the 3"ayment of *onus .ct4 will be paid

bonus as per the statutory re/uirements' Employees dismissed on disciplinary reasonswill not be entitled to bonus payment' npaid leave is considered as nonactiveemployment period and will be e)cluded for the purpose of bonus calculation' *onusmay be paid according to performance of the permanent full time confirmed Employeeand Company at the sole discretion of the 7anagement' .ny Employee who hastendered his;her resignation and left service before any payment of bonus is declaredshall not be entitled to such payment irrespective of the period he;she has workedduring the year for which the bonus is declared' *onus is only declared after CompanyJsfinancial yearend'


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!CTION ( .

Expenses Reimbursement Policies

'2 E0penses Reim&ursement' Employees are eligible to claim reimbursementsfor e)penses only if it is stated in their #etter of .ppointment' .n Employee who is onmaternity leave is not entitled to claim reimbursable e)penses such as traveling,entertainment, parking incurred during the maternity leave period' .n Employee whohave terminated his;her service with the Company is also not entitled to claimreimbursements for e)penses incurred after his;her last physical day of work' E)pensesincurred by an Employee must have prior approval by a =uperior' 0eimbursements will

be paid to the Employee in the following month along with his salary' .ll completedreimbursement re/uest forms should be submitted before the end of the 1?th day of themonth' E)amples of items /ualifying for reimbursements are monthly mobile phonee)penses, traveling and miscellaneous e)penditure made for official duty, and anyapproved outofpocket e)penses' The following are guidelines only and Employees areadvised to check with the full details of their claims as indicated in their letter of appointment'

'1 Mo&ile Phone' >or certain employees, mobile phones have been issued bythe Company with a ceiling limit for talk time' E)penses incurred over and above the

ceiling will be payable by the employee' >or certain Employees who are eligible toclaim for reimbursement of mobile phone usage, the ceiling will be fi)ed by themanagement on case to case basis and accordingly can be claimed once in a month onproduction of the bill and receipt'

': Transportation E0penses' Certain Employees are entitled to claim travelinge)penses as per the rates as mentioned in separate orders issued time to time'0eimbursement claim supported with tour notes must have approval from his;her =uperior and;or +epartmental 7anager prior to submitting to >inance +epartment'

'


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'? Tra+el Reim&ursements' .n Employee using the CompanyQs vehicle shallnot be given any fuel allowance' The Company shall bear costs of fuel $subect to an

approved limit% and maintenance for the vehicle' Ahere the vehicle is a motorcycle or acommercial vehicle, the said vehicles shall be kept at the office premises after officehours' Entitlement of mode and class of traveling to various categories of employeesto different places will be issued by the 7anagement thro separate circulars from timeto time' Category and class of hotel rooms will also differ depending upon thedesignation of employee as decided by the 7anagement which shall be communicatedto all concerned at fre/uent intervals through separate orders' Though the laid downrules will be adhered to in all conditions, the 7anagement reserves the right to alter therules under e)ceptional cases which shall be communicated to concerned parties'

'@' *oreign Tra+el Rules' These rules will apply to all those who undertaketravel abroad for and on behalf of """"' >oreign travel will normally be undertaken ineconomy class only' However, if the continuous travel involves more than seven hours,-eneral 7anager and above can travel by business class'

'@'2' *oreign Tra+el "ocuments4 6btaining foreign travel documents shall be theresponsibility of the person who is undertaking foreign travel' However, the office andthe authorised travel agent of the office shall e)tend all assistance in this regard tothose undertaking foreign travel' The cost of these documents including the visa feesincurred in !ndia will be reimbursed by the company' However, no reimbursement will bepermitted for visa fees paid outside !ndia in foreign e)change e)cept where specific

foreign e)change has been granted for the purpose or evidence can be produced thatforeign e)change for the purpose has been obtained without any contravention of the>oreign E)change 0ules'

'@'1' "aily Allo$ance' The daily allowance applicable to various category of employess will be notified through office order issued at fre/uent intervals' However,where foreign hospitality is provided in full, admissible +. will be 1?N of the full dailyrate and where lodging only is provided, the admissible +. will be ?GN of the full dailyrate'

'@':' Airport Ta04 The airport ta) paid in !ndian rupees will be reimbursed by the

company' 8o reimbursement will be made of the airport ta)es paid outside !ndia fromthe foreign e)change'

'@'


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'' Tour Report4 6n return from any outstation tour, a report about the visit will besubmitted at the earliest and not later than one week for followup action'

' Par)ing' The Company does not provide parking facilities for the Employeeswith the e)ception of certain Employees' This provision of parking facility is at the solediscretion of the 7anagement'


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!CTION ) .

Benefits and Serices

'2 Medical (enefits' 7edical .llowance will be provided to employees asmentioned in the #etter of .ppointment' THE C67".8Y offers E=! >acility to itsEmployees who are within the range of coverage'

'1 Mediclaim -nsurance' The Company offers 7ediclaim insurance programs for certain Employees $as determined by the carrier of the policies%' +etail information oncoverage is available on re/uest from the "ersonnel +epartment' Employees areencouraged to find alternative coverage should the individual Employee feels that thecoverage is insufficient' >amilies of employees are not covered under 7ediclaim!nsurance'

': Hospitali5ation Scheme' The Company does not subscribe for its Employeesany Hospitali9ation coverage'

'< Ta0 "eduction at Source' Ta) will be deducted at source for all employeesat the designated rates every month and a copy of the income ta) returns that havebeen filed will be kept in employeesJ personal file of the employee concerned'

'? Professional Ta0' "rofessional ta) will be deducted and remitted as per theta)ation schedules based on gross salaries, applicable in different locations of thecountry, where the employees are employed'

'@ Employees Pro+ident *und' The company will contribute the statutorycontribution for the benefit of employees' .ny contribution made by the employer andthe employee to any statutory funds or social security will be at the rate ga9etted by the-overnment and;or other authorities vested with the power to decide the same' EveryEmployee shall contribute 21N of his;her gross salary and the Company shallcontribute for each Employee an amount e/uivalent to 21N of the salary towards theEmployees "rovident >und ' =alary means the last drawn salary'


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' Employees 3ratuity' -ratuity will be paid in accordance with "ayment of -ratuity .ct, 2F1' >or the purpose of gratuity, fraction of a yearQs service shall be

computed proportionately' The -ratuity =cheme shall be effective from LLLLLLLLLLLL'>or the purposes of calculation the commencement date shall be LLLLLLLLLLLL or EmployeeQs date of commencement of employment whichever the later' .n Employeewho has been in continuous dedicated and satisfactory service for not less than ? yearsand;or whoO a% +ies while in serviceP or b% 0etires from service at the age of ??P or c%Ahose service is terminated owing to illhealth on the recommendation of anyauthori9ed medical authority and;or owing to redundancy, shall be eligible for thepayment for a gratuity, which shall be computed as followsO

Years of =ervice

7ore than ? but less than 2G 1 weeks salary for every completed year of service7ore than 2G but less than 2? : weeks salary for every completed year of service7ore than 2? but less than 1G 2 month salary for every completed year of service7ore than 1G years 2 2;1 months salary for every completed year of service

' Vacation# 'ea+e' "aid vacation is only available to Employees following their confirmation of service in the firstyear of employment with the Company and is

provided based on the following guidelinesO

''2 Pri+ileged 'ea+e' The Employees will be allowed one monthJs "rivilege#eave $inclusive of holidays and =undays; weekly offs% for 22 months active service in ayear on full pay' .ll Employees can accumulate privilege leave upto a ma)imum of :GGdays' "rivilege leave cannot be availed more than ? times in a year' "rivilege leavecannot be converted into or combined with any other type of leave, other than sick leavein case of genuine needs' $This will be at the discretion of the 7anagement%' !ncalculating leave, fraction of leave of half day or more shall be treated as one full dayJsleave and fraction less than half day will be omitted' >or calculation of privilege leave,

either prefi) or suffi) can be allowed as holiday and not both' However, if period of privilege leave is two weeks and more, prefi) or suffi) holidays will not be treated asdays of privilege leave availed' .pplication for privilege leave shall normally be made atleast one week in advance of availing leave' Ahen an employee proceeds on "rivilege#eave, he will be permitted to encash a part of his accumulated leave on his making anapplication for encashment on the following conditionsO


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i% The employee should proceed on leave for a minimum period of @ daysii% The number of days applied for encashment will be e/ual to the number of

days proceeding on leave'iii% The number of days leave encashment will be debited to the employees

leave account'iv% .fter encashment, the employee must have a minimum balance of 2?days

leave to his credit'v% Encashment will be permitted once in a calendar year'

Employees who have completed one year of continuous service shall be entitled toprivilege leave of :G days' >or the purpose of calculation, $a% any days of layoff, byagreement or contract or as permissible under the standing ordersP $b% in the case of afemale worker, maternity leave for any number of days not e)ceeding twelve weeksP

and $c% the leave earned in the year prior to that in which the leave is enoyedP shall bedeemed to be days on which the worker has worked in a factory for the purpose of computation of the period of 1


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''1 Casual 'ea+e' Every confirmed employee will be allowed days casual leaveon full pay in a calendar year' Employees can avail half day casual leave for first half or

second half of the shift with prior permission' Employees who oin service in the courseof the year will be allowed proportionate casual leave after their confirmation in theCompanyJs service' Ahile calculating casual leave, fraction of leave for half day or more shall be treated as full dayJs leave and fraction of less than half day shall beomitted' The casual leave is nonaccumulative' However, unavailed full day casualleave will be added to the privilege leave in the following year' 8ot more than two daysof C# can be taken at a time'

'': Sic) 'ea+e' Every confirmed employee will be allowed < days sick on full payin a calendar year' -ranting of =ick #eave will be at the sole discretion of the

7anagement' Employees covered by E=! will get benefits as per E=! scheme' .bsence for : days and more on sickness ground shall be supported by a medicalcertificate from a panel +octor in case of E=! covered employees, and from a0egistered 7edical "ractitioner in the case of 8on E=! employees' Employees who

oin service during the year will be entitled only to the proportionate sick leave after their confirmation into CompanyJs service' =ick leave can neither be combined with casualleave nor encashed' .ccording to the provisions, the employee should inform his;her =uperior before 2G'GG am on the same day' The =uperior is then responsible to inform"ersonnel +epartment'

''< Maternity 'ea+e' . married female employee will be granted paid maternityleave up to a ma)imum of 21 consecutive weeks as re/uired by the relevantlegislationJs applicable, or in force' However, a staff may apply for an additional one $2%month leave based on a certificate issued by a certified medical practitioner as re/uiredby the 7aternity *enefits .ct 2F@2' This is only applicable for only the first delivery' .formal application will be submitted to the department head at least :G days in advance'

''? Paternity lea+e' . male confirmed Employee shall be entitled to one dayQsleave on the birth of a child by his legal wife' This is only applicable for up to Two $1%children in the family'


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'@'@ Emergency 'ea+e' =hould any Employee be unable to report to work ongrounds of emergency, he;she should inform the =uperior before G'GG am on the same

day' The =uperior is then responsible to inform "ersonnel +epartment' The Employee isresponsible to inform directly to the =uperior about the nature of the emergency leave' !tis not acceptable to leave a message on =uperiorQs voice mail e)cept in e)tremeemergencies' !n the case of having a voice mail message, a followup call must bemade later' =uch leave shall be recorded as casual leave if there is outstanding leave or as nopay leave if his;her leave entitlement is e)hausted' Emergency leave$s% taken bystaff who is ill be deducted from his;her annual leave' Emergency leave can be reectedat the discretion of the =upervisor'

'@' Payment in lieu of Vacation#'ea+e' .ll Employees are to make the most of

their vacation time' 0egular breaks from daily work make everyone more productive'However, because circumstances may not always permit everyone to take vacationtime when it is re/uested, at the discretion of 7anagement, """" may offer Employeesthe option of taking the monetary e/uivalent of their earned vacation days at their regular daily rate'

'@' 'ea+e Tra+el Allo$ance' Certain employees for whom the facility is availablemay reimburse the #T. submitting proof of travel and receipts thereon in accordancewith the #etter of .ppointment' =eparate orders will be issued on claiming #T.'

' Con+eyance' The Company does not guarantee conveyance of employeesfrom their residence to the factory;office' Certain employees may be provided with theconveyance facility at the discretion of management' !n case the conveyance isprovided, pick up;drop may not be from;to the doorstep of the residence of theemployee, but from few central points as notified from time to time' The employeeshould ensure that he;she reaches the place of boarding within prescribed timing andno alternative vehicle;facility will be provided, if he;she misses their vehicle' !n suchcases it is the responsibility of the employee to look for an alternative arrangement andany manhour loss occurred will not be compensated by the company'

' *ood#Snac)s' The management at its own discretion may or may not providefood to employees' The food;snacks may be provided free of cost or in subsidi9ed rateas decided by the management' !t is e)pected that all employees observe strictdiscipline inside the canteen and maintain cleanliness' Coffee;Tea will be provided totechnical;skilled employees at their workplace and duration of Coffee;Tea breaks will befive minutes' >or managerial staffs, coffee;tea will be served at their table ande)ecutives;administrative staffs will go to the vending machines to get their coffee;tea'


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'21'1 Wor)ing Clothes4

=afety =hoes 2 per year >or all workmen'

*oiler =uits 1 8os per year >or all workmen $e)cept painters%

*oiler suits < 8os per year >or painters'

'21': 8ew niforms;shoes etc', when due, will be issued only in e)change of olduniforms;shoes etc' The items mentioned above will be issued to the employees at2GGN subsidi9ed cost' !nitial issue will be made in the month of Manuary' =ubse/uentissues will be made generally during the month of Manuary of each succeeding year

uniformly to eligible workmen' !t is the responsibility of each employee that their uniforms;safety shoes are maintained;cleaned properly and in good repair' !f newreplacement is re/uired during the intervening period because of wear ( tear, theCompany will provide a new pair of safety shoes;uniforms to those deserving at thefollowing rates of subsidyO

=ubsidy

a% >irst Duarter $Man7arch% 8ilb% =econd Duarter $.prilMun% 1?Nc% Third Duarter $Muly K=eptember% ?GN

d% >ourth Duarter $6ctober+ecember% ?N

'21'< Washing Allo$ance' Aashing allowance at the rate of 0s ?G; per monthwill be paid to Employees who are provided with niforms;Aorking Clothes'Employees in receipt of washing allowance will make their own arrangements and gettheir uniforms washed and keep their shoes polished' The washing allowance will bepayable only to an employee who has attended work for at least for twelve days'


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!CTION .

Employee Communications

F'2 (oard Meetings and Staff Meetings' *oard 7eetings will be held atfre/uent intervals and only the =enior #evel 7anagers as authori9ed by themanagement are allowed to attend these meetings' 6ther personnel may be invited toattend on a need basis' .ll directors are involved in the decision making process andwill have one vote each' The 7anaging +irector will have the absolute right to decide

which subect on the agenda will be put through a voting process and the final decisionwill be made by the 7anaging +irector or the -eneral 7anager in his absence after thevote which will be binding on all Employees' 7inutes of the "revious *oard 7eeting willbe circulated at the subse/uent *oard 7eeting' =taff meetings will be held at least two$1% times a year' These informative meetings allow Employees to be informed of recentCompany activities and changes in the workplace'

F'1 (ulletin (oards' *ulletin boards placed in designated areas provideEmployees access to important posted information and announcements' The Employeeis responsible for reading necessary information posted on the bulletin boards'

F': Suggestion (o0' The Company encourages Employees who havesuggestions that they do not want to offer orally or in person to write them down andleave them with their =uperior or the 7anagement' Every care will be taken to preservethe EmployeeJs privacy' 8o action will be taken on anonymous complaints or suggestions and the management has the right to reect such suggestions'=uggestions may be sent by e mail to their respective =uperior or +epartmental7anager'

F'< Procedure for Handling Complaints' nder normal working conditions,Employees who have a obrelated problem, /uestion or complaint should first discuss itwith their immediate =uperior' .t this level, Employees usually reach the simplest,/uickest, and most satisfactory solution' !f the Employee and =uperior cannot solve theproblem, the Company encourages the Employee to escalate the issue upwards in themanagement hierarchy until the problem is resolved'


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F'? 3rie+ances' .n Employee shall convey grievances to the 7anagement only inwriting' The 7anagement shall respond, in writing and within a reasonable time, as to

whether the grievances would be given due consideration or otherwise' The7anagement may opt to implement corrective measures immediately or at their discretion, establish a *oard of !n/uiry to review and consider the grievances' The*oard of !n/uiry shall recommend to 7anagement the corrective measures to beundertaken'

F'@ Press Relations' Employees should not give press statements or grantinterviews to the press, television or radio on any matters connected with the Company,particularly on policy matters, without the prior consent of the 7anagement'

F' Videography#Photography' 5ideography;"hotography will not be allowedinside the premises without any written permission from the .dmin +epartment'+efaulters will be subected to disciplinary action upto the e)tent of termination fromemployment' 5ideo Cameras;+igital Cameras;any other type of e/uipment capable of capturing the images $including 7obile "hone with Camera% will not be allowed insidethe premises unless special for the same has been granted by the management and willbe deposited with the =ecurity +epartment prior to entering the premises'


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!CTION "/ .

Breaches

2G'2 (reach of Code of Conduct1 Policies1 Rules and Practices' .nEmployee who is alleged to have breached any of the code of conduct, rules or policiesas stipulated in this document $or its addendums and revisions% shall be informed inwriting and shall be entitled to Qdue processQ to refute the allegations and;or submit adefense' The 7anagement shall establish a *oard of !n/uiry to determine the actual

breach$es% and the *oard of !n/uiry may recommend to 7anagement to impose specificdisciplinary action' The 7anagement shall decide and appropriate disciplinary action tobe imposed unto the Employee' +isciplinary actions may range from verbal reprimandto immediate dismissal depending on the severity of the breach committed'


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