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EMPLOYEE HANDBOOK
PHARMA DIVISION
















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Index
Sr.No Particulars Pg. No
1 Welcome Letter 3
2 About Wockhardt 4
3 Joining Formalities 5
4 Work Rule 6
5 Leave Policy 7
6 Employment Cycle 9
7 Field Allowance 10
8 Transfer policy 13
9 Medical reimbursement scheme 15
10 LTA 16
11 Employee referral sceheme 18
12 Marriage gift 20
13 Long Service Award 21
14 Provident Fund 22
15 Gratuity 25
16 Medicalim 26
17 Group Personal Accident 30

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Dear Colleagues,
It gives me immense pleasure to be in touch with you as a part of Wockhardt family.
Wockhardt is committed to quality and unparallel customer service. You as a part of our Wockhardt
family will strengthen our power to provide this more effectively.
We appreciate the talent, qualities, enthusiasm and energy levels that you bring. I am sure this will help us
to become a force to recon with in the market place. We assure you that excellence in the work place will
result in a rewarding career for you
The Employee Handbook has been developed as a general guide to provide you information on key
policies, benefit programmes and other information you will need to know. The
information/Policies/benefits described herein may undergo changes from time to time. All such changes
will be communicated to you.
Our success is built by creative, productive and performing employees who are encouraged to make
suggestions while thinking "out of box." Each one of your contributions is essential to fulfilling our
mission towards our stakeholders. The primary goal of Wockhardt and yours, as one of its employees, is
to personify our Vision To be the most admired healthcare Group from India. We can achieve this
through dedication, hard work, commitment and our consistence performance. As often said, one can
dream, create, design and build the most beautiful place in the worldbut it requires people to make that
dream a reality.
We look forward to work with you more closely and wish you a successful and rewarding
career with Wockhardt.

With Best Wishes,

Mahendra Bangar,
Vice President - Employee Relations

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ABOUT WOCKHARDT

Wockhardt is a global, pharmaceutical and biotechnology company that has grown by
leveraging two powerful trends impacting the world of medicine i.e. globalisation and
biotechnology.

Wockhardt today, is known for a strong and growing presence in the worlds leading
markets, Europe and the United States. Wockhardts market presence covers formulations,
biopharmaceuticals, nutrition products, vaccines and active pharmaceutical ingredients
(APIs).

The company has its corporate headquarter in Mumbai in India, and has
15 manufacturing plants in India, UK, Ireland, France and US
Subsidiaries in US, UK, Ireland and France
Marketing offices in Africa, Russia, Central and South East Asia.

Wockhardt has been witnessing an amazing growth in Europe. Since 1997, it has acquired
C.P. Pharmaceuticals and Wallis Laboratories in UK, Esparma GmbH in Germany and
Pinewood Ireland. The recent acquisitions include Negma Laboratories in France and
Morton Grove in USA

Wockhardt India Branded Business has around 1700 field personnel catering to 1,50,000
doctors. An innovative marketing strategies has been evolved which will provide you with
a cutting edge in the highly competitive Indian market.




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SECTION 1: JOINING FORMALITIES
PRE EMPLOYMENT MEDICAL CHECK-UP
Your employment is subject to your being medically fit to take on the responsibilities
assigned to you. It is therefore mandatory for all selected candidates to undergo pre
employment medical test before joining. The Zonal Office will co-ordinate for your
medical check up. Please note that appointment letter will not be issued if your medical
check up has not been done and report of the same has not been received at the corporate
office. Therefore, please get in touch with HRD department at corporate office or Zonal
office to complete process of your pre-employment medical check up.
BASIC TRAINING PROGRAMME (INDUCTION)
An in-depth Basic Training Program is conducted for all new appointed Territory
Managers to give complete knowledge on the Products, medical, detailing skills, etc by our
in house training managers and medical advisors. Only after successful completion of the
Training program the TM is allowed to go for field work.
SUBMISSION OF DOCUMENTS
Please make sure following documents and forms are forwarded to the Corporate Office
addressed to the respective Marketing Information contact person within 7 days of joining
the company. Submission of following documents is compulsory to complete your personal
file.
1. Application for employment form
2. PF Nomination From / NSS Form
3. PF Transfer Form (Where applicable)
4. Gratuity Nomination Form
5. Medi claim Form
6. Salary Slip from your previous employer
7. Reliving Letter
8. Photocopies of educational certificates (Starting form 10
th
Std)
9. 3 Photographs
10. Pan Card Xerox
11. Pre employment medical check up reports

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SECTION 2: WORK RULE

REPORTING ON INFINITY

Infinity is The Power of Information and is the lifeline of the SALES PROCESS to
Wockhardt. It is the Sales Force Effectiveness tool to empower the field with information
on our customers and brand prescriptions and making use of the information to counter our
competitors and improve productivity.

Infinity has deepened our customer relationships, retain our existing customers, helps in
identifying new customers and increase Sales Force productivity.

It is our constant endeavor to bring forth different types of utility of Infinity viz. Customer
Centric Approach/Tracking of Individual Customer/Streamlining of Processes /
Effectiveness of Promotional Campaign/Market Information.

Note: It is mandatory for all field employees to record their customer contact information
reports in INFINITY only.

Infinity Contact Details
Please feel free to contact at the below mentioned email and tel no. for any help or Query
on Infinity.

Infinity Cell infinity@wockhardt.com
Contact Nos. 022 67086357/58/60/31




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LEAVE POLICY
TYPES OF LEAVE:

1. Casual Leave
2. Sick Leave
3. Privilege Leave
4. Maternity Leave (Granted to female employees)















Sr.
No
Particulars Causal Leave Sick Leave Privilege Leave
1 Entitlement 7 days per year 5 days per year 25 days per year
2 Eligibility Pro rata credit from
the date of joining
Pro rata credit from
the date of joining
Pro rata credit from date of
joining but you can avail
PL after confirmation and
completion of one year of
service.
3 Accumulation No accumulation 3 Calendar years
entitlement
75 days
4 Encashment No Encashment No Encashment No Encashment
4. Combining leave Cannot be combine
with any Leave
Cannot be combined
with any Leave
Cannot be combined with
any Leave
5. Procedure Application through
Infinity
Application through
Infinity
Application through
Infinity
6. Number of days
one can take at a
time
Maximum three days
at a time.
If absence is for 3
days or more, you are
required to submit
certificate from
registered medical
practitioner.
Minimum: 5 days
Frequency: Not more then
twice in a year.

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MATERNITY LEAVE (AS PER MATERNITY ACT 1960)
Female employees can avail 12 weeks of leave, 6 weeks before delivery and 6
weeks immediately after delivery.
Female are entitled to the above benefit provided they are in the service of the
company for a minimum period of 12 months.
This benefit will not be granted if the female employee is already having two
children

MISCARRIAGE
In case of miscarriage, a Female employee is entitled to 6 weeks leave with pay
from the day of miscarriage. She is required to submit letter in writing with a
certificate from registered medical practitioner.

ILLNESS DURING PREGNANCY (AS DEFINED IN THE MATERNITY ACT
1960)

For illness arising out of pregnancy, delivery, premature birth or miscarriage, a
Female employee can take extra leave up to a maximum period of one month. A
medical certificate will have to be provided.










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SECTION 3: EMPLOYMENT CYCLE
VISITING CARDS
200 Visiting cards will be issued per requisition. Please ensure that minimum balance is
maintained before sending the requisition. All requisitions must be sent to, Mr. Arvind
Surve (Manager - Marketing services) at corporate office.
DETAILING BAG
Detailing bags is issued once in Three year. Requisition form has to be approved by the
RM / ZSM. Requisitions should be sent to Mr. Arvind Surve at corporate office.
STATIONERY
All printed stationary like Expense Statement pads; Order book, Tour plan pads, etc will be
sent to you by Mr. Arvind Surve to Zonal Office for onward dispatches.
EXPENSE REIMBURSEMENT
All expense should be routed through the Regional Manager / Zonal Office. Your expense
statement must reach H.O. by 11
th
of the Month from Zonal Office to be paid in the
respective months salary. Expenses are paid once in a month together with the Salary. Any
deductions / deviations are clarified through deviation reports which are sent to ZSM with
details. (Refer the attached annexure on expense reimbursement)




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SALARY DISBURSEMENT
Salary is sent to the Zonal Office latest by 27
th
of the month. It is paid through DD or
Citibank. To open the A/C in Citibank / ICICI bank the employee has to send us the
requisition for the application Form.
IMPREST PAYMENT
On appointment, the Territory Manager will be given an imprest of Rs.2000/- to take care
of his expenses in emergency and the same is recovered from his / her full and final
settlement, on his/her relieving/separation from the company.
POLICY ON FIELD ALLOWANCES

ALLOWANCES METRO
A. HQ allowances Rs130/- per working day.
B. Ex Station allowances Rs130/- per working day
C. Out Station Allowance Rs 250/- per Working day

ALLOWANCES NON METRO
A. HQ Allowances Rs 115/- per Working day
B. Ex Station Allowances Rs 130/- per Working day
C. Out Station Allowances Rs 250/- per Working day

MEETING ALLOWANCE
This allowances is provided for expenses incurred during any cycle meeting and official
meeting
1. If accommodation is not provided by the company then,

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Rs 125 per meeting day. Meeting allowance is an additional allowance for
accommodation at meeting stations. The meeting allowances shall be paid, only if
there is overnight stay during the meeting days.
2. If the accommodation is provided at the program venue with all meals by the
company no allowances should be claimed
3. If accommodation is provided in the town by the company then
Headquarter allowance should be charged towards conveyance and miscellaneous
expenses.

SUNDRIES
The objective of the policy is to reimburse the eligible fair and justifiable expenses incurred
while undertaking official work

The maximum limit for Sundries is Rs 1000 / - Per Month, Subject to submission of valid
supporting documents / bills.

Sundries include expenses payable towards written and oral communication and reporting
under the expense heads viz.
1. Postage, Courier, Fax
2. Phone calls (Mobile / STD)
3. Photocopy, stationary
4. Internet usage / Cyber caf for Infinity and Emails.

The same shall be claimed on a monthly basis in the expense statement, supported with
valid documents / bills.

OBJECTIVE:
The Purpose of this policy is to structure the entitlements in respect of
1) Travel Fare Eligibility
2) Headquarter, Ex Station and Out Station allowances

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3) Other Allowances (Sundries)
The above policy should be interpreted that the intention of the policy is to reimburse the
eligible fair and justifiable expenses incurred during official work.
FARES (Kolkata / Delhi / Chennai / Pune / Ahmedabad / Banglore / Hyderabad /
Jaipur / Chandigarh)
1. Travel fare Rs 1.75 per km upto a distance of 100kms (one way), when the travel is
undertaken outside the headquarter.
2. Second Class / III AC rail fare shall be reimbursed for journey beyond 100kms (one
way)
3. The actual Bus fare shall be reimbursed in absence of train routes for journey
beyond 100KMs (one way)
4. In case of non availability of ticket / berth / seat of entitled class on specific route,
journey shall be made in the class lower then entitled class.
5. All routes / modes of travel shall be pre approved by the concerned reporting
authority and must be in line with the business interest of the organization,
convenient for field working, customer coverage and marketing potential (As per
final STP / SFC approved) (Standard Tour Plan / Standard Fare Chart)

FARES (Mumbai)
1. Quarterly 1
st
class railway pass shall be reimbursed
2. Original Copy of the railway pass shall be required to be submitted alongwith
expense statement.
3. All routes/modes of travel shall be pre-approved by the concerned reporting
authority and must be in line with the business interest of the organization,
convenient for field working, customer coverage and market potential. (As per
STP/SFC approved)



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TRANSFER POLICY
The travel expenses will be reimbursed to all the employees as mentioned below. The
shifting of household expenses will be sanctioned to the people who have been transferred
by the company and not for those who have asked/requested for transfer of their choice.
TRAVEL EXPENSE:
The employee and all family members will be entitled to the travel expense (as per the
grade of the employee).
MODE & CLASS OF TRAVEL
Train II class / Train III AC or Luxury Bus
NOTE:
Travel by any other mode of conveyance not exceeding the fare of the mode of travel
prescribed above for the respective categories is left to the discretion of the individual
concerned as per convenience and time.
Whenever the journey is less then 600kms, all employees should undertake the journey by
the most convenient / economical mode of transportation.
All air journey should begin in the early morning from the operational headquarter and
return to the operational headquarter should be by late evening / night.
EXPENSES FOR HOUSEHOLD SHIFTING:
1. Railway rate per quintal per kilometer will be allowed from the original place to the
place of transfer of all the employees.

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The employees will be categorised as: Bachelor and Married.

Following weight allowance will be given while calculating the luggage fare:
Bachelor 2 tons and Married 5 tons
2. Packaging, loading, unloading and insurance charges will be as given below:
Bachelor - Rs1500/-
Supported by bills
Married - Rs3500/-
The amount will be paid within a reasonable range with the approval of the concerned
functional Head / Vice president.









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MEDICAL REIMBURSEMENT SCHEME
Medical reimbursement is applicable to all employees subject to entitlements.
ENTITLEMENT AMOUNT AS PER GRADE

All Territory Managers in FMG and FM1 will be eligible for Medical reimbursement of Rs
6000/- Per Annum (Rs 500 per Month)
The application needs to be made in the prescribed format available in WIRE along
with the original bills to avail of the benefit.
Employees can make a claim not more than four times in a Calendar year January to
December.
CLAIM PROCEDURE
The original bills attached to the relevant format needs to be sent to the finance
department in the corporate office before the 15th of the month.
The amount will be reimbursed in the salary of the successive month.
ACCUMULATION
The payment of Medical Reimbursement can be accumulated up to three years, excluding
the entitlement for the current calendar year.






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LEAVE TRAVEL ASSISTANCE

ELIGIBILITY
The employee should be confirmed in the services of the company.
Leave Travel Assistance (LTA) is a component of pay applicable to all grades subject
to entitlements on calendar year i.e. from1
st
January to 31
st
December.
The LTA amount will cover travel for the employee, employee's spouse, dependent
children and dependent parents.
PROCEDURE
The LTA claim form is to be filled up by the employee, which is available in the prescribed
format attached along with the employee handbook.
The form has to be then forwarded to corporate office to respective Marketing Information
Service Manager. (Please refer last page for name and contact details)
Employee may avail the entire entitled amount as advance. For availing this, advance form
along with leave application form duly signed by Head of Department needs to be
submitted.

ACCUMULATION
The payment of LTA can be accumulated up to two years, excluding the entitlement for the
current calendar year.

LEAVE
A minimum of five days of earned leave during the period, for which LTA is being
availed, needs to be taken.
The LTA granted to an employee would be recoverable if the employee cancels the
Earned Leave for any reason

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PROMOTION
On promotion, employee will be entitled to LTA based on his revised grade on pro - rata
basis depending on the month of promotion in the financial year.

SEPARATION
An employee joining / resigning from the services of the company during the financial year
will be eligible for LTA on a pro - rata basis.

TAX IMPLICATION
If LTA is claimed twice in a block of 4 years, the amount is non-taxable.

TAX EXEMPTION
Any tax liability on account of LTA will be borne by the employee.
Employees are advised to submit all the original tickets as they are subject to audit.
The proof needs to be submitted as part of the annual tax proof submission guidelines


ENTITLEMENT AMOUNT AS PER GRADE
All Territory Managers in FMG and FM1grade will be eligible for Leave Travel Assistance
of Rs 2940/- per annum.(245/- per month)







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PEHCHAAN -EMPLOYEE REFERAL SCHEME:
PURPOSE:
Employee Referral Scheme is developed with the intention of awarding the employees for
their efforts towards recruitment.

POLICY STATEMENT:
This policy is applicable only for those employees who are hired as full time permanent
employees.
Employees shall be paid Rs. 2000 either through cheque or in kind for each employee
being successfully recruited through Pehchaan the referral scheme.
All permanent employees are eligible for the referral bonus except for those in the Human
Resources Department and or any person on the hierarchy level of manger & above in
Wockhardt.
Incentive amount will be paid only when the referred employee completes 90 working days
in the company.
Both referred and referrer should be in employment at the time of availing the incentives.

GUIDLINES:
Referrals will not be accepted if a resume or application has previously been
submitted directly by the applicant or by an outside agency.
Mail containing the resume of the applicant should be sent to the Human Resources
Department. This mail should be saved.
Employee referral form to be duly filled by SM / ZSM and submitted to Human
Resources Department after referred applicant joins.
Referrals of employees currently employed, as temporary employees will not be
accepted.
Referrer and interviewer cannot be same. In the event of any disputes, all final decisions
will be made by the management. Management reserves the right to modify / alter or
withdraw the scheme at its own discretion.

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PROCESS FLOW FOR PEHCAAN





























HR does the final clearance
& attaches the Annexure1
to the personal file
Divisional head approves the
candidates after confirming with
referee. The same will be
forwarded to HR
ZSM approves the candidates and
fill the form Annexure 1. The
same will be forwarded to
Divisional Head

RM to interview and if shortlisted
referred to ZSM for interview.

TM (referred through Pehchaan)


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MARRIAGE GIFT

ENTITLEMENT:-
Marriage Gift of Rs 2,001/- for all field employees of India Branded Business.

OBJECTIVE :-
One novel way of CONGRATULATING and BLESSING the wedded couple from
Wockhardt India Branded Business Field Team.
This would be a sort of Good Luck token gift from the company towards happiness and
wellbeing of the wedded couple.


PROCESS:-
All we need to know is about your marriage, and hence Wockhardians getting married shall
send their printed Wedding Card to Human Resource department at Corporate Office,
through their Zonal Manager and Divisional head.












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LONG SERVICE AWARDS
OBJECTIVE:
To recognize employees who are associated with the company for a long tenure

AWARD:
The employees who have competed 10, 15, 20 and 25 years of service with the company
are eligible for Long Service Award.
A wristwatch with citation is presented to the employees who have completed 10 years of
service.
A silver medal, wristwatch and a citation is presented to the employees who have
completed 15 years of service.
A Gold medal (5 gms), wristwatch and a citation is presented to the employees who have
completed 20 years of service.
A Gold medal (10 gms), wristwatch and citation is presented to the employees who have
completed 25 years of service.
The felicitation shall be done in the month of January and July every year to the
employees who will complete the requisite length of service till the month of December
and June respectively







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SECTION 4: EMPLOYMENT BENEFITS
EMPLOYEES PROVIDENT FUND AND PENSION SCHEME.

OBJECTIVE
To layout the guidelines of the Provident Fund scheme applicable in the company.

SCOPE
All employees of the company from the date of their joining are covered under the
provision of Employee Provident Fund and Pension Scheme.

ENROLLMENT PROCESS
On joining the services of the company, the employee is required to Submit the
declaration in form 11 and confirm the name of the nominees in Form 2 and
handover the same to the designated authority at Corporate HRD.
In case of employees who is already covered by the Provident Fund Scheme, and in
case they want to transfer the accumulated Provident Fund to the new account, they
have to furnish form No. 13
Your Provident Fund / Employee Pension Scheme contribution is deposited as under:
The Employers Share of 12% is divided & deposited in PF & EPS as per the
breakup given below:

PF EPF Total
Employees Share 12% NIL 12%
Employers Share 3.67% 8.33% ( Limit
Upto 541/-)
12%
Total 15.67 % 8.33% 24%




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There are four types of pension available to the members of the Pension Scheme:

1. Superannuation Pension: If the member has rendered eligible service of 20
years & retires on attaining the age of 58 years.
2. Retirement Pension: If the member has rendered 20 years of eligible service &
retires or otherwise ceases to be in employment before attaining the age of 58
years.
3. Reduced Pension: If the member has rendered eligible service of 10 years &
more but less than 20 years and age more than 50 years.
4. Widow / Children Pension: In case the member dies while in service & has paid
at least one month.s contribution, his family is eligible for Widow / Child Pension.


OTHER INFORMATION

PF SLIPS
Since, the PF contribution is deposited with the PF Commissioner; the employee will
get annual slips from the PF Authorities confirming the contribution by the employee as
well as by the employer during the year March to February, along with the interest
accrued thereon.

NON-REFUNDABLE LOAN / AN ADVANCE FROM PF
As per the Provident Fund Act, there is a provision for non-refundable loans for defined
purposes, which employees can avail depending as per PF Membership, on submission
of From no.31




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WITHDRAWAL OF PF ON SEPARATION
In case an employee, after separation from the company, wants to withdraw
accumulations lying in the credit of his account, he will have to furnish the form No. 19
and 10-C, along with Form SSN, to the designated authority in the Company who in
turn would submit the same to the PF Authorities






















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GRATUITY

OBJECTIVE
To layout the guidelines of the Gratuity scheme applicable in the company
SCOPE
All Wockhardt Locations in India.
All employees of the company from the date of their joining are covered under
the provision of Gratuity Scheme
ENTITLEMENT
Gratuity will be payable to an employee on the termination of his employment after
he has rendered continuous service for not less than 5 years on his:
Retirement
Resignation
Death
Disablement Due To Accident Or Disease
GRATUITY CALCULATION
Gratuity will be paid as per the provisions of Payment of Gratuity Act. 1972. On
the basis of last drawn basic salary.
Payment of Gratuity = [(Current Basic Salary + D.A. / 26) * 15 days] * No. of
years of Services.
The maximum amount of gratuity paid at the rate and subject to eligibility
conditions mentioned herein, shall not exceed an amount equivalent to 20 months
salary or Rs. 3,50,000/- whichever is less.
The Gratuity of an employee whose services have been terminated for any act,
willful omission or negligence causing damage or loss to or destruction of
property belonging to the employer, shall be forfeited to the extent of the damage
or loss so caused.



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MEDICLAIM
OBJECTIVE:
It has been a continuing endeavor by Wockhardt to provide comprehensive medical
assistance to employees and family (as defined under the policy).

The Company has taken a Medicalim cover to meet the expenses that may have to be
incurred by the employee in the event of hospitalization.

BRIEF OVERVIEW:
1. The Mediclaim policy covers reimbursement of Hospitalization/Domiciliary expenses
for illness / diseases or injury sustained.
2. In case of claim becoming admissible under the policy, the insurer will pay to the
insured person the amount of such expenses falling under different heads mentioned
ahead and which are reasonably and necessarily incurred for the particular treatment,
but not exceeding the sum insured in any one period as insurance.

COVERAGE:
1. Covers hospitalization expenses incurred for illness / diseases or injury sustained
for the family members covered under the policy.
2. Self, spouse two dependent children below 21 years and dependent parents up to
age of 75 years only (Mother and Father).
3. In case of married female employees, her parents and in - laws are not covered
under the policy.
4. The total sum insured under the policy is Rs.1.50 lakh per family on floater basis
and additional Rs.1.50 lakh for certain illnesses like By pass, Cancer treatment,
Knee replacement.
5. The claim will be processed and paid only if the Insurance Company has the family
details of employees.



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PRE / POST HOSPITALISATION :
Pre Hospitalisation: The insured person can claim for reimbursement of
expenses incurred 30 days prior to the date of admission.
Hospitalisation. This is not applicable in case of
Domiciliary Hospitalisation
Post Hospitalisation: An insured person is entitle to reimburse the expenses
Which is incurred up to 60 days of date of discharge from
the hospital.
EXCLUSION:
The Insurance Company will not pay for any expenses incurred in connection or in respect
of the following.

1. Pre-existing diseases at the time of proposing for insurance.
2. Routine eye examination and the cost of glasses and contact lenses and hearing aid.
3. Dental treatment.
4. Charges incurred at hospital or nursing homes primarily for diagnostic X-Ray or
laboratory examination, any other diagnosis and treatment of the positive
existence/presence of sickness or injury.
5. Pregnancy, Childbirth.
6. Expenses on Cataract, Hernia, Piles, Sinusitis in the first year of joining by
employee.

DOMICILIARY HOSPITALIZATION:

1. Medical expenses incurred for a period exceeding 3 days at home will be payable
only in the following cases -
a. The condition of the patient is such that he /she cannot be moved to a
hospital / nursing home.
b. The patient cannot be moved to a hospital/nursing home for want of
accommodation.

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EXCLUSION FOR DOMICILIARY TREATMENT:

1. Asthma & Bronchitis
2. Chronic nephritis and nephritic syndrome.
3. Diabetes mellitus and insidus.
4. Epilepsy.
5. Influenza, cough and cold all psychiatric or psychosomatic.
6. Pyrexia of unknown origin for less than 10 days.
7. Tonsillitis and upper respiratory tract infection including laryngitis and
pharayngitis.
8. Arthritis, gout and rheumatism.

PROCEDURE AND CONDITION FOR PROCESSING OF CLAIMS:
1. The employee must intimate the HR Department in writing within 24 Hrs from the
date of hospitalization / domiciliary hospitalization.
2. The claim should be filed within 60 days from the date of discharge from the
hospital along with all original bills for purchase of medicines, prescriptions,
reports (in original) , discharge/admission card clearly indicating date of admission
and date of discharge, etc.
3. Countersignature must be obtained from the Doctor /Hospital Authorities on any
corrections, overwriting on the bills etc.
4. The claim should be completed in all respects before submitting to the Insurance
Company through your Personnel Dept for processing.
5. The Insurance Company will directly make the payment to the Company, and
company will make the payment to the employee. Company will not be responsible
in any manner in the event of any deductions made from the claim for any reason
including fraudulent claims or supported by fraudulent documents.
6. The Insurance Company is the sole and final authority about the validity of the
entitlement, amount of expenses to be reimbursed and the genuineness of the claim.

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DOCUMENTATION FOR SETTLEMENT OF CLAIM:
1. The employee will send the duly filled in claim form to HR Department (The claim
form available on wire and with local HR Dept.)
2. Hospital Admission/Discharge Card with details of treatment.
3. Hospital Registration Number or Certificate from hospital certifying that they have
operation theatre & 24 hrs medical practitioners available and number of beds.
4. Hospital bills with payment receipt. (Consultant / Surgeon / Anesthetist /Hospital
pertaining to the said treatment).
5. Medical pathology reports with bills/receipt along with the copies of prescriptions
pertaining to the said treatment.
6. Medical bills with prescriptions.

(Note: The above documents required are required in original)




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GROUP PERSONAL ACCIDENT
OBJECTIVE:
Regulations governing Group Personal Accident Insurance

SCOPE:
1. All Wockhardt Locations in India
2. As per the levels mentioned in the scheme below

DETAILS OF POLICY:
1. The scheme has been formulated to meet the unforeseen and unfortunate
circumstances in an employees life.
2. The scheme is applicable to all employees who are employed in the Management
Cadre of the Company, excluding those who are covered under the Employee State
Insurance Act, 1948.
3. Under this scheme, compensation will be paid by the Insurance Company through
employer for death or total permanent or partial permanent disablement of an
employee resulting from accident caused by violent and physical means arising out
of an accident or in the course of employees occupation or otherwise.
4. If at any time during the currency of the policy, the insured person dies or sustains
any bodily injury soley and directly from accident caused by external, violent and
visible means, the Insurance Company will pay compensation depending upon the
Sum Insured, nature of Disablement / Injury etc. The policy will also cover
reimbursement of Medical Expenses up to 25% of valid claim for treatment arising
out of an accident.







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SUM INSURED:
The sum inured for total / partial permanent disablement is Rs 1 lakh per employee up
to M5 / FM5 level and Rs 2 lakh for M6 and above. For death, the sum insured is Rs.7
lakh up to M5/FM5 and Rs.10 lakh for M6 and above. For staff / trainee, claim is
restricted to Rs. 1 lakh.

COMPENSATION PAYABLE:

Sr
No.
Event Compensation Payable
a Death 100% of sum insured
b Loss of 2 Limbs, 2 eyes or 1 limb and 1 eye 100% of sum insured
c Loss of 1 Limb or 1 eye 50% of sum insured
d Permanent Total Disablement 100% of sum insured
e Permanent Partial Disablement
Depending on the nature of injury,
compensation will be made
f Temporary Total Disablement
Depending on the nature of injury,
compensation will be made


EXCLUSIONS:

1. Intentional self injury, suicide or attempted suicide
2. Accident occurring when the insured is under the influence of intoxicating liquor or
drugs
3. Venereal disease or insanity
4. Breach of law with criminal intent


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CLAIM PROCEDURE:
The HR Department should be informed with 24 Hrs. At the time of submission of the
claim to HR Department, the following documents are essential:
1. Duly completed Accident Claim Form.(Available on wire)
2. Medical Certificate stating nature and course of injury and the depth of injury.
3. Relevant original documents like X-Ray reports and copies of diagnostic reports,
bills and supporting prescriptions and fitness certificate.
4. Employers Certificate of Leave specifying the period of leave being sanctioned in
case of accidental injury.
5. In case of accidental death of the person,
a. Post-mortem Examination Report
b. Death Certificate from appointed authority along with completed Claim
Form.
c. If any police papers such as Inquiry Report, Panchnama are available,
the same should also be sent.
DEFINITIONS:
Permanent Total Disablement
Is permanent and irrecoverable in nature.
In this state, the injured person is totally prevented from engaging in any gainful
employment e.g. loss of sight, physical separation of limbs, paralysis of the body,
etc.
Permanent Partial Disablement
Is similar like Permanent Disablement with a little difference that the disablement is
not total but only partial e.g., injured person is not solely prevented from engaging
in gainful employment.
Temporary Total Disablement

Is temporary disablement although it is lasting for some days, weeks or months.
The injured person is cured after certain time lag.