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Reliance reliance comm. employee welfare

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HUMAN RESOURCE PLANNING AND DEVELOPMENT HUMAN RESOURCE STARTGEIES OF THE COMPANY NAME OF THE COMPANY: RELIANCE COMMUNICTAIONS INTRODUCTION TO THE COMPANY: INDIA ’S LEADING INTEGRATED TELECOM COMPANY Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group (ADAG) of companies. It is India’s leading integrated telecommunication company with over 80 million customers. Our business encompasses a complete range of telecom services covering mobile and fixed line telephony. It includes broadband, national and international long distance services and data services along with an exhaustive range of value-added services and applications. Our constant endeavor is to achieve customer delight by enhancing the productivity of the enterprises and individuals we serve. Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002, coinciding with the joyous occasion of the late Dhirubhai Ambani’s 70th birthday, was among the initial initiatives of Reliance Communications. It marked the auspicious beginning of Dhirubhai’s dream of ushering in a digital
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Page 1: Reliance reliance comm. employee welfare

HUMAN RESOURCE PLANNING AND DEVELOPMENT

HUMAN RESOURCE STARTGEIES OF THE COMPANY

NAME OF THE COMPANY: RELIANCE COMMUNICTAIONS

INTRODUCTION TO THE COMPANY:

INDIA ’S LEADING INTEGRATED TELECOM COMPANY

Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group

(ADAG) of companies. It is India’s leading integrated telecommunication company with

over 80 million customers.

Our business encompasses a complete range of telecom services covering mobile and fixed

line telephony. It includes broadband, national and international long distance services and

data services along with an exhaustive range of value-added services and applications. Our

constant endeavor is to achieve customer delight by enhancing the productivity of the

enterprises and individuals we serve.

Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002,

coinciding with the joyous occasion of the late Dhirubhai Ambani’s 70th birthday, was

among the initial initiatives of Reliance Communications. It marked the auspicious

beginning of Dhirubhai’s dream of ushering in a digital revolution in India. Today, we can

proudly claim that we were instrumental in harnessing the true power of information and

communication, by bestowing it in the hands of the common man at affordable rates.

We endeavor to further extend our efforts beyond the traditional value chain by developing

and deploying complete telecom solutions for the entire spectrum of society.

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SCOPE OF HUMAN RESOURCE MANAGEMENT:

THE SCOPE OF HRM is indeed very vast. All major activities in the working lifeof a worker-from the time of his or her entry into the organization until he or sheleaves- come under the purview of HRM.

Specifically, the activities include are

HR Planning

Job analysis and design

Recruitment and selection

Orientation and placement

Training and development

Performance Appraisal and Job evaluation

Employee and executive remuneration

Employee Motivation

Employee Welfare

It is the responsibility of human resource managers to conduct these activities in aneffective, legal, fair, and consistent manner."Human resource management aims to improve the productive contribution ofindividuals while simultaneously attempting to attain other societal and individualemployee objectives." Schwind, Das & Wagar (2005).

HR STRUCTURE

CORPORATE HR: Activities taken up by Corporate HR are

Policy making

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Implementing suggestions -HEWITT CONSULTANT

Strategic planning

ENTITY HR: Activities taken up by Entity HR are

Execution of policies and practices

Targets for recruitment of Circle HR

CIRCLE HR: Activities taken up by Circle HR are

Recruitment

Appointment

Training

Payroll

Employees issues

Exit full & final

HR FUNCTIONS

TALENT ACQUASITION

Sourcing activity

TALENT DEVELOPMENT

Performance management system

Training

Carrier planning

Suggestion planning

TALENT MANAGEMENT

Operation HR

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RECRUITMENT PROCESS

STEP 1:MANPOWER PLANNING.AOP (Annual Operating Plan), this process is taken up every year. It istaken up at Personal Level and Entity Level. Several points like Revenuegeneration, Acquisition number, etc.

STEP 2:SOURCING ACTIVITY.There are three types of sourcing done at Reliance. After the resumes ofcandidates are

chosen then the same is sent to the department head wherethe vacancy arises. The department head will then shortlist the same andthey ask the HR department to fix an interview with the selected candidates.There are two type of interview which is taken up at Reliance, firstly theFunctional interview and then the Functional Head and HR Head takes theinterview.

INTERNAL SORCING

Employee Reference

Re-employment of former employee

EXTERNAL SOUCING

Job Portals - Monster, NAUKRI.

Campus Recruitment

STEP 3: APPROVAL.

The HR executives will negotiate the CTC with the candidate.

The approval is sent to theC RC (Corporate Recruitment Cell).

Then after it is sent toEC RC.

Then the same is sent toCRL.

The same is then sent to Management for SAP Applicant Code.

The applicant code is given to HR CIRCLE.

OFFER is made to the candidate, which leads to the JoiningProcedure.AVERAGE TIME PERIOD:

The process of recruitment takes about 10 – 15 days

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ELIGIILITY CRITERIA:

Education Qualification – MBA with any specialization

Not frequent job changes

Tenure of last job should at least be 1.5 – 2 yrs.’

OTHER REQUIREMENTS:

Reference check is usually done for High level job

The recruitment may differ with the current position of the business

INTERNAL SOURCING

In the event of an open position in Reliance Communication, suitable candidates arefirst searched internally within the organization. This is based upon in-house talentwhich could be redeployed.

Advertisement for internal vacant position is done by following two ways:

Through sending mail to all Reliance Infocomm employees across all locations

Including DAKC (Dhirubhai Ambani Knowledge City)

Through DAKC Circular

Employees of Reliance Communication who have completed more than 12 months of

Continuous service only those employees can apply for position placed on Intranet.Internal candidates are considered in accordance with their abilities and potential. Theprocess is coordinated by CRC (Central Recruitment Cell) at Corporate Office.

EMPLOYEE REFERENCE: In Reliance Communication, Employees can refer a

Candidate with whom he/ she have worked in his/ her previous employment. Employees can check available vacancies on Intranet and can submit the resumes of prospective candidates who fit the Job profile.

RE-EMPLOYMENT OF FORMER EMPLOYEE: Re Hiring of an employee

Done in Reliance Communication with a view to take trained manpower back in thecompany. Re Hiring is done as per the policy issued by Central Recruitment Cell atCorporate Office

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EXTERNAL SOURCING

PLACEMENT CONSULTANCY: The placement agencies call for resumes of

prospective candidates, which act as a good source of recruitment for the companies.Consultant’s interview candidates and shortlist those according to the criteria laiddown by the companies. This helps the employer to interview a limited number ofpotential candidates, the minimizing the time taken in receiving and sortingapplications, etc.

Reliance Communication chooses Consultants having national presence. Thissourcing option is only considered by the company when there is scarcity forcandidates with requisite experience and skills.

JOB PORTAL: The spread of Internet has enabled employers to search for

candidates globally and has made recruitment easier. If vacancy arises, RelianceCommunication browses the profile of candidates from the Job portal likenaukri.com, monsterindia.com and then candidates are accessed through e-mail ortelephone.

EMPLOYEE REMUNERATION

Remuneration is the compensation receives in return for his/ her contribution to the

organization.

Reliance Communication follows the cost to company (CTC) structure that reflectsthe total cost of an employee to an organization. It is designed to provide flexibility toan employee to structure their benefit package.

PHILOSOPHY OF CTC

Within the committed salary of an employee, provide maximum flexibility to

an employee

Cost all perquisites and benefits to an employee and make the employee

appreciate the total costs incurred by the company on such benefits

Enable the company realize and recognize the hidden payroll costs incurred

on such benefits

Why CTC is divided in two parts?

As per the Indian Income Tax Rules the total Basic Salary paid to the

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employee is taxable.

So Choice Pay can make your 60% salary nontaxable.

PLI (PERFORMANCE LINKED INCENTIVE)

15% on Fixed CTC would be would the base figure for PLI. Normally PLI is paid

once in a year depending on his performance during the assessment period.

CTC STRUCTURE

The following are the main components to CTC structure. The CTC structure

includes costing of all components of Compensation and Benefits an employee is

entitled to.

BASE PAY

This constitutes up to 40% o the total annual compensation and it includes

Basic Salary

Employer’s contribution to the PF @ 12% of basic salary

Employer’s contribution to the company’s gratuity fund @ 4.81% of basic

salary

BASIC SALARY

Basic Pay = Base pay/pf + gratuity

Base Pay = 100

Basic Pay = 100/1.1681

PROVIDENT FUND

Provident fund is to provide Social Security Benefit to the employee afterretirement. PF is deducted from the first day of employment. The Company deducts12% of the employee’s basic salary and makes an equal contribution. The employeecan take loans for specific purposes against his/her provident fund accumulation.

The employee is also covered under an Insurance Scheme, which provides for a

payment of Rs. 37,000 / - in case ofhis /her death.

GRATUITY

Under the scheme Company contributes 4.81% of Basic Salary of an employee to the

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Gratuity Fund. Last drawn basic salary/26 days*15 days*no. of completed years

of service. Employees who have completed 5 years continuous service with the

company are eligible to get gratuity on separation from the company. In case of death,the minimum service requirement of 5 years does not apply. For calculating Gratuity,periods of service greater than 6 months will be considered as equivalent to 1year andless than 6 months will not be counted.

As per Income Tax Rules, Gratuity is not taxable up to 3, 50,000 /- .

Any amount paid in addition to 3, 50,000 /- will attract tax.

All employees who have completed 1 year continuous service with the

Company is eligible to get gratuity on separation from the company.

CHOICE PAY This constitutes up to 60% of the total annual compensation and it includes

Company Leased Accommodation Company Owned Accommodation Office Wear Allowance Leave Travel Allowance Company Leased Car Children Education Allowance Gift Coupons Conveyance Allowance Food Coupons Medical Expense House Rent Allowance Superannuation Special Personnel Allowance

FACILITIES RENDERED BY RELIANCE

COMMUNICATION

COMPANY LEASED HOUSE

Company will arrange the house through an authorized real estate agent as perthe choice of the employee.

Security deposit by company.

12% percent Interest will be charged on deposit amount. The same will be debited in CTC. Rent would be exempted from income tax.

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10% Perquisite Tax would be charged to the employee on his taxable income.

COMPANY OWNED ACCOMODATION

No deposit – no interest. Rent would be calculated @ 11 rupees per Square feet. Monthly rental would be charged to CTC Rental Amount will be exempted from tax 10% perquisite tax would be charged on employee.

o Security Deposito HRA – House Rental Allowance

HRA can be maximum 40% of Basic Salary. Deposit and rent has to be paid by employee by self To get the tax exemption the employee has to produce the rental agreements and rental receipts of the house. The employee can’t claim this benefit if He/She has his own house. OFFICE WEAR ALLOWANCE An amount of Rs.18, 000 P.A. is exempted for income tax. To get the exemption original bills to be submitted. Items covered under this head are as follows: Attire (2) Ties (3) Shoes (4) Socks(5) Tailoring charges LTA - LEAVE TRAVEL ALLOWANCE An Employee can block two months of Basic Salary as Leave Travel Allowance.

He/She should take a minimum of 5 days leave (PL). In case of air travel-economy class fare is exempted and in case of rail travel second class AC fare is exempted. He/She can travel within India only. He/She has to produce the original travel tickets.

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CAR Company will arrange a car through a car lease agency. Employee can choose any make/model.

The EMI that will be charged would be Rs. 2095/- per Lac per month.

The EMI amount per Annum would be exempted from Income Tax.

MAINTENANCE & RUNNING COST

Maintenance and Fuel Cost will be exempted as follows.

Maintenance can’t exceed Rs. 25, 000 per annum.

If CC of the car is less than 1000 – Rs. 1, 11,000 per annum.

If CC of the car is more than 1000 – Rs. 1, 50,000 per annum.

The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car

The above exemption would be provided on submission of original bills.

There would be no tax exemption against if the employee has his own car.

The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how

much you have opted for.

At the time of leaving CO. before 48 months then the employee has to pay

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FCV (For Closer Value) to the company from whom the loan is taken.

If the employee is still stays after 48 months then employee will be charged

20% on the value of the car at that time for changing the name i.e. ownership.

CHILDREN EDUCATION ALLOWANCE

Employee can claim exemption Rs. 2400 per year.

This exemption is restricted up to two children.

To pass the claim Employee has to submit the original bills.

To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS

A sum of Rs. 5000/- would be exempted against the Gift Coupons.

The company would provide coupons worth Rs. 5000/- during the months of

October & November.

Validity of this coupons is one year

This coupon is accepted at major outlets in city.

FBT Tax – 16.67% is charged.

CONVEYANCE ALLOWANCE

If the employee is not using company’s car then and only then he can claim

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this option.

To getting the exemption bills are not required.

Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS

The Company gives SODEXO passes in term of Food Coupons.

Food coupons are provided on monthly basis of Rs. 1300.

A sum of Rs. 15600 per annum will be exempted from the income tax.

MEDICAL ALLOWANCE

The employee gets an exemption of Rs. 15000 p.a.

But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE

Maximum 40% of basic salary can be calculated as HRA.

But if employee owns the house in another state then he/she can ask for HRA

and also opt for Company Leased House.

SUPERANNUATION

13-15% of basic salary is transferred to trust.

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It can be given to employee only after the completion of 5 years with the

company.

The money is collected by a trust.

To withdraw the money the employee has two options, either he can take the

money monthly or he can take the money after 5years.

SPECIAL PERSONAL ALLOWANCE

Any amount which exceeds the limits of each allowance can be transferred

under this head.

SPA is fully taxable as per income tax rules.

LEAVES

There are four types of leaves available with the employees.

PAID LEAVE

CASUAL LEAVE

SICK LEAVE

OPTIONAL LEAVE

Additional Information:

No leaves can be clubbed with another leave.

Minimum 90 days leave should be in balance for the encashment of leaves.

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PAID LEAVE

There are 30 days PL available with the employee after the

conformation.

The PL is available after 180 days from the date of joining.

The employee can take only 3-5 PL at a single time

CASUAL LEAVE

There are 5 days CL available to an employee from the date of joining.

The employee can take 1-3 days CL at a time.

SICK LEAVE

There are 10 days SL available to an employee from the date of

joining.

The employee has to submit doctor’s certificate if the leave extends to

2 days.

OPTIONAL LEAVE

There are 3 days OL available to an employee from the date of conformation.

JOINING FACILITATION

Joining Day is the day when an employee recruited on the payrolls of the company.The HR Rep. should be in constant touch with the candidates till the date of joining.Collect the information from the candidate regarding the date and mode of arrival tothe location of joining. Arrange for pick-up of the joinee& family from thestation/airport and take them to the hotel as per the requirement. If pick-uparrangement can’t be arranged then give complete address/directions to the hotel &the office to joinee. HR Rep. should give a brief introduction to the new joinee on thefollowing:

Geography of the Location/City/Town.

Organization Structure.

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Status of the Project/Operations of the circle.

Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE

Residential & Cellular Phone are allotted to employee based on the role andresponsibility level and should not be treated as Perquisite. The Residential &Cellular Phone provided by the company will be on the name of company.

Circle / Business Entity Head can take any of the following decisions with respect to

Residential Telephone Connection:

Obtain the telephone connection on priority basis by paying higher amounts.

Provision of STD / ISD Facility.

Reimburse only Telephone Rental expenses.

Reimburse the Local Call Expenses.

Reimburse expenses related to only official calls.

Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP

All full time permanent employees who will be available at their office desk for morethan 80% of the working hours on daily basis will be provided with a desktop PC ontheir workstation.

The circle/Business Entity head can take decision to allotment of Lap Top in lieu of

desktop PC based on the role of the employee.

INDUCTION

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Induction is also called orientation, which is designed to provide a new employeewith the information he or she needs to function comfortably and effectively in theorganization.

iNEP INDUCTION PROGRAM

The Human Resources Department structures an appropriate induction programmesto orient the new employees to various businesses and services at Reliancecommunication.

A two-day Induction program (iNEP- Infocomm new employees program) isoffered to all new employees. The company which takes the induction program forreliance communications is RELNIS NI SPARTA.The induction program helps theemployee to integrate in the new environment and provide an overview of theOrganization as a whole. It also provides an opportunity to the new entrant to engrainthe original values and ethics as well as the style of functioning.

This program is all about:

Developing a shared understanding of Reliance communication’s vision and

mission.

Familiarization with leaders at Reliance Communication.

Networking and integrating with Reliance Communication employees.

This program provides information on:

The history of reliance group

The fundamentals of telecom business

Introduces technologies and key concepts of the business.

This program shares the company’s strategic objectives, organization structure

and processes and systems.

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Presentations are made from representatives from various business units and

functions.

EXITS

DEPUTATION

Due to business requirements, employee may be required to be posted to other

location than your primary location.

If such posting requires you to relocate from your base location beyond 29 days, then

it is defined as deputation.

If such posting requires you to relocate from your base location beyond 3 months,

then it is defined as Transfer.

Deputation letter is given and respective deputation allowance is paid to the

employees as per policy.

TRANSFER

Business needs may be required an employee to be transferred on permanent basis

One circle to another circle

One location to another location

Departmental head initiates the request for transfer of an employee and forwards thesame to the circle HR Representative. Employee will receive transfer letter fromCircle HR Representative of the primary circle/location.

SEPARATION

RHRS believes in treating all employees separating from the company with utmost

dignity.

RESIGNATION

Resignation means employee voluntarily leaving the services of company either forprofessional or personal reasons. Employees must serve a written resignation,mentioning the relieving date to his/ her departmental head that will discuss and

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obtain the approval of the circle head. The accepted copy of resignation letter with theapproved relieving date must be forwarded to the respective HR.

Confirmed employees are required to give 3 months notice in advance and employees

on probation are required to provide 15 days notice in advance.

JOB ABANDONMENT

If an employee remains absent without leave or remains absent beyond the period ofleave originally granted, he shall be considered as having voluntarily terminated his/her employment without giving any notice unless he/ she:

Returns to work within 8 days from the commencement of such absence.

The employee gives an explanation to the satisfaction of the management regarding

such absence.

TERMINATION

Termination is an undesirable outcome for employee as well as the company, but may

be necessary if the employee

Violates the company policy

Is unable to meet company’s performance standards

EXPIRY OF TRAINING/ CONTRACT

Employee under training /contract will be evaluated at the end of specified period by

HOD and decision whether to extend his/ her service will be taken.

EXIT INTERVIEW

An exit interview is typically a meeting between at least one representative from acompany's human resources (HR) department and a departing employee. Thedeparting employee usually has voluntarily resigned. The HR representative mightask the employee questions while taking notes.

Prior to leaving, an exit interview is conducted to gather feedback andrecommendations of the outgoing employee. Exit interview is a one-to-one discussionwhere voluntary views and suggestions are taken from the outgoing employee onwhat his/ her expectations had been at the time of joining the company and reason for

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leaving the company. The circle HR arranges the exit interview.Listed below aresome of the exit interview questions that Reliance Communication asks to departingemployees in Exit interview.

To what extent did he/ she expect to experience following features of work at the

time of joining the company

Job security

Career prospects

Good compensation

Self development

Welfare

Operational freedomTo what extent did he/ she find that features of work in the companyOverall opinion about company, how much hike and other benefits offered by new

company compare the one he/she is leaving, and is he/ she is interested in rejoining

the Reliance Communication and on what conditions are collected.

FULL & FINAL SETTLEMENT

When the employee leaves his/her job it is required that all his/her financial

obligations are settled. Financial obligations like:

Outstanding Advances/loans

Any undertakingshe/she has given to the company in terms of

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Cost of mobile as per company policy

Opting for company lease car

Or any other undertaking given by him/her

And turn in his/her identification cards, key and any other property, which he/she hadissued. The full & final amount is paid to employee after recovering alladvance/outstanding dues.

HR SUPPORT SYSTEM

SAP – HR

The Reliance ADA group is on the move to e-enable all HR functions and theemployee interface. We are in the process of adopting state-of-the art ERP software -SAP, across all locations and businesses.

As a service to the most valuable assets, i.e. the employees, the Group HR isupgrading its extensive web-enabled services into an internet enabled employee portalwhich will enable employees from across the country to interact with HR & Payrollfor any requirement i.e. applying for and sanctioning leave, information on policiesand procedures, entering expense claims, updating their own databases, etc.

ESS (EMPLOYEE SELF SERVICE) / (EMPLOYEE SUPPORT SYSTEM)

ESS will enable you to interact with the SAP database, to view and maintain your

personal data. ESS provides you with a host of services in the following areas.

PERSONAL INFORMATION

Employee can view and update their personal data such as

Educational details

Details of previous employers

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Family related information

Change of marital status

Change of residential address etc.

PAYROLL RELATED INFORMATION

Employee can view their monthly updates on the following:

Pay slips

Income tax projections

PF Statements

REIMBURSEMENT

Employee can submit their claims of following reimbursement online

Telephone bills

Local conveyance

Medical reimbursement

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COST TO COMPANY (CTC)

CTC related activities

ENTITLEMENTS

Medical insurance

Travel Entitlements

INCOME TAX RULES

Details of exemptions and benefits as applicable to employee.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water

should be provided.

2.Facilities for sitting: In every organization, especially factories, suitable

seatingarrangements are to be provided.

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First aid appliances: First aid appliances are to be provided and should be

readily assessable so that in case of any minor accident initial medication can

be provided to the needed employee.

4.Latrines and Urinals: A sufficient number of latrines and urinals are to be

provided in the office and factory premises and are also to be maintained in a

neat and clean condition.

5.Canteen facilities: Cafeteria or canteens are to be provided by the employer

so as to provide hygienic and nutritious food to the employees.

6.Spittoons: In every work place, such as ware houses, store places, in the dock

area and office premises spittoons are to be provided in convenient places and

same are to be maintained in a hygienic condition.

7.Lighting: Proper and sufficient lights are to be provided for employees so that

they can work safely during the night shifts.

8.Washing places: Adequate washing places such as bathrooms, wash basins

with tap and tap on the stand pipe are provided in the port area in the vicinity

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of the work places.

9.Changing rooms: Adequate changing rooms are to be provided for workers

to change their cloth in the factory area and office premises. Adequate lockers

are also provided to the workers to keep their clothes and belongings.

10.Rest rooms: Adequate numbers of restrooms are provided to the workers with

provisions of water supply, wash basins, toilets, bathrooms, etc.

NON- STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

1.Personal Health Care (Regular medical check-ups): Some of the

companies provide the facility for extensive health check-up

2.Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules. Flexiblework schedules are initiated by employees and approved by management tomeet business commitments while supporting employee personal life needs

3.Employee Assistance Programs: Various assistant programs are arranged

like external counseling service so that employees or members of their

immediate family can get counseling on various matters.

4.Harassment Policy: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved employee.

5.Maternity& Adoption Leave – Employees can avail maternity or adoption

leaves. Paternity leave policies have also been introduced by various

companies.

6.Medi-claim Insurance Scheme: This insurance scheme provides adequate

insurance coverage of employees for expenses related to hospitalization due to

illness, disease or injury or pregnancy.

7.Employee Referral Scheme: In several companies employee referral scheme

is implemented to encourage employees to refer friends and relatives for

employment in the organization.

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