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Address of the Company :
XYX XYZ XXUU XIXUX PVT LTD.
VISON OF THE COMPANY
- Name of Head of Institution
RULES AND REGULATIONS GOVERNING EMPLOYMENT AT XYX XYZ XXUU XIXUX PVT. LTD., KKKKKK
HISTORY OF CHANGE 5 2.1 CHANGES IN POLICY 5 2.2 RATIONALE FOR CHANGE 5 2.3 KEY CHANGES 5 2.4 HUMAN RESOURCE REORGANISATION 6
CORPORATE PHILOSOPHY AND CULTURE 3.1 CORPORATE HISTORY 7 3.2 VISION 3.3 MISSION 8 3.4 WORD OF HONOR 8
EMPLOYMENT,POLICIES,RULES & PRACTICES 4.1 EMPLOYMENT APPLICATION 9 4.2 SELECTION AND RECRUITMENT 9 4.3 TRANSFER AND REASSIGNMENT 9 4.4 NON-DISCRIMINATION 10 4.5 NON-DISCLOSURE/CONFIDENTIALITY 10 4.6 NEW EMPLOYEE ORIENTATION 10 4.7 PROBATIONARY PERIOD FOR NEW EMPLOYEES 11 4.8 OFFICE HOURS/SHIFT TIMINGS
28 INCLEMENT WEATHER AND EMERGENCY 17 12 .10 BREAK PERIODS 4.21 EMPLOYEE REQUIRING MEDICAL ATTENTION 15 4.MISCONDUCT 14 4.22 BUILDING SECURITY 16 4.15 CORRECTIVE ACTION 13 4. OBLIGATING THE COMPANY 16 4.11 PERSONNEL FILES 12 4.27 IMMIGRATION LAW COMPLIANCE 17 4.18 AGE OF RETIREMENT 14 4.14 OUTSIDE EMPLOYMENT 13 4.20 HEALTH-RELATED ISSUES 15 4.9 LUNCH PERIODS 12 4.16 EMPLOYMENT TERMINATION 13 4.12 PERSONNEL DATA CHANGES 12 4.25 SUPPLIES.13 EMPLOYEE PERFORMANCE REVIEW&PLANNING SESSIONS 12 4. EXPENDITURES.17 SUMMARY DISMISSAL .11 4.26 VISITORS IN THE WORKPLACE 17 4.24 COMPANY PROPERTY 16 4.23 PERSONAL BELONGINGS 16 4.19 SAFETY 15 4.
1 BONUS/EX-GRATIA 25 23 25 SECTION 7 EXPENSES REIMBURSEMENT POLICIES 26 7.1 EXPENSES REIMBURSEMENT 26 .1 BASIC PAY SCALES 23 6.1 ATTENDANCE/ PUNCTUALITY 18 5.7 DRESS CODE 20 5.4 TELEPHONE USE 19 5.4 ANNUAL INCREMENT 24 6.6 USAGE OF ILLEGAL SOFTWARE 20 5.13 PROTECTION OF ENVIRONMENT 21 5.6 OVERTIME 24 6.2 SALARY 6.10 SUBSTANCE ABUSE 21 5.12 SAFETY PRECAUTIONS 21 5.5 INTERNET USE 19 5.9 OFFICE CLEANLINESS 20 5.SECTION 5 CODE OF CONDUCT 18 5.8 TOBACCO PRODUCTS 20 5.5 LUMPSUM PAYMENT 24 6.3 HARASSMENT.2 ABSENCE WITHOUT NOTICE 19 5. INCLUDING SEXUAL HARASSMENT 19 5.7 PAYDAYS 6.14 GIFT OR FAVOR 22 SECTION 6 WAGE AND SALARIES POLICIES 6.11 POWER/WATER SAVING 21 5.3 COMPUTATION OF DAILY AND HOURLY RATES 23 6.
8.6 FOREIGN TRAVEL RULES 27 7.8 VACATION/ LEAVE 30 8.5 PROFESSIONAL TAX 29 188.8.131.52 MEDICAL BENEFITS 29 8.8 PARKING 28 SECTION 8 BENEFITS AND SERVICES 8.4 TAX DEDUCTION AT SOURCE 29 8.7 PAYMENT IN LIEU OF VACATION/LEAVE 33 8.1 PRIVILEGE LEAVE 30 8.7 CONVEYANCE 8.5 PATERNITY LEAVE 32 8.8 FOOD/SNACKS 33 8.8.3 TRANSPORTATION EXPENSES 26 7.2 MEDICLAIM INSURANCE 29 8.8.3 HOSPITALIZATION SCHEME 29 8.7.8 LEAVE TRAVEL ALLOWANCE 33 8.8.7 TOUR REPORT 28 7.2 CASUAL LEAVE 32 8.7 EMPLOYEES GRATUITY 30 8.5 TRAVEL REIMBURSEMENT 27 7.4 MATERNITY LEAVE 32 8.6 EMERGENCY LEAVE 33 8.9 RECORD KEEPING 34 8.3 SICK LEAVE 32 8.6 EMPLOYEES PROVIDENT FUND 29 8.6.2 MOBILE PHONE 26 7.6.4 LOCAL CONVEYANCE ALLOWANCE 26 7.10 PUBLIC HOLIDAYS 33 .
5 GRIEVANCES 9.7 VIDEOGRAPHY/PHOTOGRAPHY 37 37 SECTION 10 BREACHES 10.11 TRAINING AND PROFESSIONAL DEVELOPMENT 34 8.2 BULLETIN BOARDS 36 9.3 SUGGESTION BOX 36 9. WORKING CLOTHES AND SAFETY SHOES 34 SECTION 9 EMPLOYEE COMMUNICATIONS 9.6 PRESS RELATIONS 37 9.1 BREACH OF CODE :CONDUCT.1 BOARD MEETINGS AND STAFF MEETINGS 36 9.4 PROCEDURE FOR HANDLING COMPLAINTS 36 9.12 UNIFORMS.34 8.RULESPRACTICES 38 .POLICIES.
delete or annex any terms and conditions of service as and when necessary. .INTRODUCTION . KKKKKK. It supplements the Terms & Conditions of Employment as detailed in the staff contract of service agreement. This Handbook will serve as a guide to the Terms and Conditions of Employment. The Board of Directors will approve all changes to the terms and conditions of service. benefits and other related matters pertaining to the service of a staff of XYX XYZ XXUU XIXUX Private Limited (PPPP). These terms and conditions will. be subjected to the provisions of any relevant Government legislation and its amendments. where applicable. Any doubt or query concerning the content of this handbook should be forwarded to the Human Resource Department. The company reserves the right to amend. The content of this book is to be kept strictly confidential and is intended to be used as reference for the company and the staff.
on a salaried basis and who have completed his/her probationary period.8 “SUPERIOR” shall mean your immediate reporting officer shall mean any Manager.6 “IN WRITING” shall mean in a formal communiqué in the form of physical document.2 SECTION 1 . 1. 1.5 “CONFIRMED STAFF” Confirmed staff means employees who have successfully completed the probationary period and are confirmed in the permanent employment of the company. Definitions 1. 1.4 ”STAFF” shall mean employees. 1. . 1. The Board shall comprise members who are independent.9 “DEPARTMENTAL MANAGER” shall mean a person who works for XYX XYZ XXUU XIXUX PVT LTD. who are in the permanent employment of the company. The term staff.7 “BOARD OF INQUIRY” shall mean a group of Employees and/or outside persons appointed by Management to hear and consider disputes. The term “company” or “organization” may also be used interchangeably. 1. or employee(s) may be used interchangeably to refer to the same meaning. 1.. unbiased and impartial to the dispute under consideration.3 “MANAGEMENT” shall mean the Managing Director/Directors/General Manager of the Company.1 “PPPP” shall mean XYX XYZ XXUU XIXUX PVT LTD.2 ”COMPANY” shall mean XYX XYZ XXUU XIXUX Private Limited (PPPP). 1.
15 “CONTROLLED SUBSTANCE OF ABUSE” shall mean any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act. as amended. The probationary period is up to three (3) months for all staff.. 1. 1. who are subject to the control and direction of XYX XYZ XXUU XIXUX PVT LTD.12 “EMPLOYEES UNDER PROBATION” shall mean a new Employee whose performance is being evaluated to determine whether further employment in a specific position or with XYX XYZ XXUU XIXUX PVT LTD is appropriate. or otherwise introducing into the human body an illegal drug or controlled substance. during which. in cash payable to an Employee for work done in respect of his/her contract of service but does not include any payment by way of commission. The company may at its discretion extend the probationary period by another three months. mental. 1. the Employee will be notified of his/her new status with XYX XYZ XXUU XIXUX PVT LTD in writing.17 “DRUG PARAPHERNALIA’ shall mean equipment. subsistence. if any. his performance will be reviewed for confirmation. 1. It is considered necessary to engage staff on probation in order that their abilities and suitability be affirmed in a work situation. allowance and other overtime payment.16 “DRUG” shall mean any chemical substance that produces physical. Employee(s) means any person who irrespective of the salary he/she earns in a month has entered into a contract of service with XYX XYZ XXUU XIXUX PVT LTD.10 “EMPLOYEE(S)”Employee(s) may include full-time Employees and others employed with XYX XYZ XXUU XIXUX PVT LTD.11 "SALARY" shall mean basic salary and all other payments. 1. . 1. or material that is used or intended for use in concealing an illegal drug.3 1. 1. When an Employee completes the probationary period..14 “COMPANY PROPERTY” shall mean all XYX XYZ XXUU XIXUX PVT LTD owned or leased property used by Employees.13 “PERFORMANCE REVIEW” shall mean the process wherein Employee’s immediate superior will review the performance of each staff on a regular basis using the Performance Review / Appraisal form. a product. or behavioral change in the user. in the performance of their duties. emotional.
18 “ILLEGAL DRUG” ” shall mean any drug or derivative thereof whose use. Inhalants used illegally. transfer.“ 1. including – but not limited to – a prescription drug. used for any reason other than that prescribed by a physician. 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 alcoholic beverage. manufacture.21 “OVERSEAS”shall mean any country outside India.19 “UNDER THE INFLUENCE Any drug. sale. or local law or regulation. 1. state. or storage is illegal or regulated under any federal.20 OUTSTATION shall mean any state in India that is outside the state in which the Company is located. or substance of abuse. attempted sale or transfer.4 1. possession. drug. 1. .
the Management reserves the right to interpret. 2. The contents of this Employee’s Guide shall not constitute nor be construed as a promise of employment or as a contract between PPPP and any of its Employees. since the Company’s business and organization are subject to change. nothing in this Employee’s Guide alters an Employee’s status. Almost all aspects have been modified to make this as a Official manual. This Employee’s Guide is designed to acquaint Employees with XYX XYZ XXUU XIXUX PVT LTD (hereinafter referred as PPPP) and provide the Employees with information about corporate philosophy. and benefits at any time. and complying with the provisions of this Employee’s Guide. However. The information contained in this Employee’s Guide applies to all Employees. or dispute with or without notice. Abiding to the terms and conditions described in this Employee’s Guide. is considered a condition of continued employment. Company policies & all benefits and day to day governing rules are also more comprehensively mentioned. The Company has been using an Office Manual that was created in the year 2003. working conditions and benefits affecting employment.2 Rationale for Change. If any Employee is uncertain about any policy or procedure.3 Key Changes. Changes will be effective on the dates determined by the Management. These quantitative and qualitative developments necessitated an update to that manual. procedures. The Company’s objective is to provide the Employees with a work environment that is constructive to both personal and professional growth.5 SECTION 2 . change. No other Employee aside from the Management has the authority to change policies at any time. This handbook has a “Definitions” page to facilitate easier and more accurate reference to common terms used. All Employees are responsible for reading. suspend. rules and practices. This Employee’s Guide supersedes all previous Employee Handbooks and memos that may have been issued from time to time on subjects covered in this Employee’s Guide. However. which are presented here only as a matter of information and guideline. . 2. policies. History of Change 2. Changes in Policy. cancel. Since then the Company has undergone tremendous change and growth. The Management will notify all Employees of these changes. and after those dates. understanding. he/she is encouraged to speak with his/her direct Superior. all previous policies will be null and void.1. culture. Departmental Manager or the Management. all or any part of our policies. The Employee’s Guide is a summary of the Company’s policies.
This reorganization is to provide a fairer basis for performance reviews.4 Human Resource Reorganisation.6 2. The Company has adopted a new set of categorization for staff. reassignment of duties and benefits and entitlements. The Company has also stipulated that a formal performance review is to be held at least once a year whilst informal ones can be conducted as and when deemed necessary. .
situated in ____________________. 3.000 Sq Ft in Whitefield. the strength of the Company increased to Forty and has successfully managed to enter into the foray of _____________ segment. _____________for fasteners & M/S.R with his innovative ideas joined the Company to lead the KKKKKK team to greater heights. Vinod Kumar. 2003 for Trading activities of ______________ spares. CCCCCCCCC.. Road Projects. heat treatment and testing facility for producing world class / custom design castings (especially tooth points and adaptors) etc. is the authorized distributor for renowned brands in India namely M/S. The company was Registered under Companies Act on February 07th. To support the vision of the Chairman of the Company. 2002 with a strength of Four at KKKKKK. In January 2005. The company employs principles and techniques of Continuous Quality Improvement and emphasizes long-term Quality Partnerships with customers and suppliers.1 Corporate History. a subsidiary of CCCCCCCC was formed on December 01. value based organisation with exceptionally skilled. basically engaged in the multifarious business spheres like. __________ Canada for _________ and end bits. a Heat Treatment Plant with Shot Blasting Facility has been established in April 2005. As one of the major players in the _______________ Industry. Mr.2. On January 23rd. To take the advantage of the acquired space and to improve the quality of the product. vibrant. painting facilities have been started in the premises in May 2004.e. To make PPPP a professionally-managed.7 SECTION 3 . Airconditioning. 2004 the Company started business in a sprawling area of 56. Within two years since inception. Vision. and Hospitality and in distribution of comprehensive range of quality OEM and construction Machinery parts. To improve the quality of painting conforming to the international standards. XYX XYZ XXUU XIXUX Pvt Ltd. Real Estate. over the last three decades. a Meterrological Laboratory to determine the physical composition of the components was established in February 2004. To cater to the needs of the growing Indian market we have established the most critical operation which contributes 100% towards the performance of any GET items i.. KKKKKK. XYX XYZ XXUU XIXUX Co. Corporate Philosophy and Culture 3.. dynamic. . a ______________ based _____ Million strong group. highly motivated human resources committed to total customer satisfaction and face present & future challenges._____________ for ________.
3.5 To wholeheartedly support the efforts & endeavours of the company for improvement of production/productivity. To achieve ______________ per year production by _____ and establish as a major player in _______________ Industry. with additional assistances only where it is absolutely required. of high quality.8 3. fair and impartial.4.4. Mission. 3.2 To offset rising costs to improve Company’s competitiveness and earning capacity.4. To supply products and to ensure 100% reliability and compatibility with OEM standard to our customers.3 That the concerned employees would also carryout work incidental to their jobs wherever necessary and possible. To manufacture and sell products confirming to the prescribed quality norms within time at a reasonably good price through a process that is professional.1 To make optimum utilization of resources at Company’s disposal and to ensure company’s survival & growth.3. 3. It is the duty of every employee to put in his/her efforts to achieve higher productivity standards : 3. 3. that they would set the standard of excellence for the industry and continually reinforce our standing as an industry leader. Word of Honor.4. .4 Every employee to carryout jobs assigned himself/herself.4.
existing now or in the future. may at the discretion of Management.9 SECTION 4 . Transfer and Reassignment. He may also be required to undertake additional duties apart from the normal duties of the post to which he is appointed. The original certificates and documents will be returned to the Employee as and when the formalities are over. Any misrepresentations. All executive appointments shall be made by Management or the Board of Directors. subsidiary or associate company to another. or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment or. if the person has been hired. The Company rely upon the accuracy of information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment. location. in India or abroad. Additional Employee shall only be recruited when adequate justification is satisfied by the Management. transfer of Employees shall be the prerogative of the Management and shall not be disputed. for whatsoever reason. 4. An Employee may request for transfer from one working place to another.3.1 Employment Application. Successful applicants. Policies. In case original certificates/documents to be retained by the Management. An employee may be transferred. assigned or seconded from one department. All Employees have to submit all their original certificates as determined by the Management to the company before commencement of their service and the same will be returned to them immediately after scrutinisation. have to undergo a medical examination. Employment. . 4. if required. subject to performance of his/her duties and on the recommendation by his/her Superior and/or Departmental Manager. All recommendations for reassignment shall be determined by the Management as and when required. however. Rules and Practices 4. termination of employment. Selection and recruitment of Employee shall be made on an open competitive basis in accordance with the needs of the Management. falsifications. the same will be handed over to the personnel department for which an acknowledgement will be provided to the individual.2. he/she shall be given a letter of appointment signed by Management and/or a Superior authorized by Management. branch to another or from one company. Selection and Recruitment. An Employee may be reassigned. When an applicant is successfully appointed.
including selection. Marketing strategies. and abilities. 4. and access to benefits and training. In addition. if the Company sees this as necessary.6 New Employee Orientation. qualifications. In order to provide equal employment and advancement opportunities to all Employees. 4. Such confidential information includes. Non-Discrimination. Personnel/Payroll records. Employees can raise concerns and make reports without fear of reprisal. including termination of employment and legal action. tax. an explanation of its core values. Financial information. Manager or a Personnel Department representative. age or disability. color. Proprietary production processes. and mission. discipline. New Employee orientation shall be conducted and shall include an overview of the Company’s history.4. informed about the Company. This policy governs all aspects of employment. . All Employees may be required to sign a non-disclosure agreement as a condition of employment. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action. The orientation shall be conducted by his/her immediate Superior. Any Employee who improperly use or disclose trade secrets or confidential business information will be subjected to disciplinary action. Pending projects and proposals. and legal issues. the new Employee will be given an overview of benefits. but is not limited to. even if he/she does not actually benefit from the disclosed information. job assignment.5 Non-Disclosure/Confidentiality. or the Management. The Company does not discriminate in employment opportunities or practices because of race. and prepared for the role in his/her new position. vision. The protection of confidential business information and trade secrets is vital to the interests and success of the Company. employment decisions at the Company will be based on merit. and Conversations between any persons associated with the Company. and to complete any necessary paperwork. termination. compensation. including termination of employment. sex.10 4. the following examples: Compensation data. New Employee Orientation is a formal welcoming process that is designed to make the new Employee feel comfortable. and its goals and objectives. religion. The Company will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. national origin. Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their Superior.
00 a. For Management. However.20 PM 2. The specific probationary period shall be stated in the Letter of Appointment.7 Probationary for New Employees. Upon satisfactory completion of the probationary period. During this time. Mondays through Saturday. a review will be given. The Company’s office hours are from 9. Executive & Administrative Categories 2nd & 4th Saturdays will be holidays. Requests for change of shifts will be considered only if appropriate slots are available without compromising on the quality of the work concerned. During the period of probation.00 AM to 2.00 AM 9. the leave applicable to the employee for the probation duration will be accounted for on completion of such period. Certain employees whose services are required throughout the working period will have to operate on a shift basis such that no employee is required to work for more than 9hrs a day subject to exigencies of work. except for Holidays.8 Office Hours/Shift Timings. Code of Conduct). Employees have the opportunity to evaluate the Company as a place to work and his/her Superior have the first opportunity to evaluate the Employee.20 PM Recess 30 Minutes 30 Minutes 30 Minutes 30 Minutes Effective Working Hrs/Day 7 Hrs 50 Minutes 7 Hrs 30 Minutes 7 Hrs 10 Minutes 7 Hrs 50 Minutes .20 PM 10. The shifts of such employees will be decided after deliberation by the management which will be binding on all employees.20 PM to 6.11 4.m.30 p.00 AM to 5. no leave will be granted. During this probationary period. The management may at its discretion re-arrange the prescribed working days and hours depending on operational needs. Shift I II III General Timings 06. The standard workweek is Forty eight (48) hours of work. to 5. Probationary Employees are expected to meet and maintain the Company standards for job performance and behavior (See Section 5.20 AM to 10. For Managerial Staffs the notice time during probationary period is one month.m. 4. both the Employee and the Company have the right to terminate employment by giving one week’s notice. All employees are required to observe the normal hours of work.
Employees who do not adhere to the break policy will be subject to disciplinary action. Lunch breaks are generally taken between the hours of 12.13.9 Lunch Periods. if so required. Tea breaks and coffee breaks are as such not allowed. The Company does not provide any break for Employees during office hours except for the above outlined lunch period as in Section 4.10 Break Periods. Employee Performance Review and Planning Sessions. 4. 12 4. Personal business shall be conducted on the Employee’s own time. resume. the Employee may review his/her personnel file in Company’s office and in the presence of their Superior or Personnel Department Representative.30pm on a staggered schedule (approved by Management) so that the company remains operational during the lunch hour. Employees are allowed a half hour lunch break. coaching. (f) Name and number of dependents. It is the responsibility of each Employee to promptly notify their Superior or Personnel Department of any changes in personnel data such as: (a) Mailing address. (e) Income tax number. Breakfast during the office hours is also not allowed. 4. Superiors may conduct informal performance reviews and planning sessions more often . Prior approval from a Superior or Manager is necessary for such a break. Personnel files are the property of the Company. and (g) Individuals to be contacted in the event of an emergency. copy of the acknowledgement letter of submission of original certificates.30pm and 2. Punching of attendance cards will be done at the start of shift after change of clothes and at the close of the shift before change of clothes.9. Only management personnel of the Company who have a legitimate reason to review the file are allowed to do so. he/she must notify his/her direct Superior to discuss time away from work and make provisions as necessary.Rotation of shift shall be normally at the end of every week. With reasonable advance notice.11 Personnel Files. (d) Change in marital status. Superiors shall conduct formal performance reviews and planning sessions with all full-time and parttime Employees at least once every financial year. 4. records of participation in training events. 4. and access to the information is restricted.12 Personnel Data Changes. (b) Residential address. Employee personal files include the following: job application form. records of disciplinary action and documents related to Employee performance reviews. salary history. If an Employee have unexpected personal business to take care of. and mentoring. Employees who wish to review their own file should contact their Superior or Personnel Department. An Employee’s personal data should be accurate and current at all times. (c) Telephone numbers. after confirmation of service.
the Employee’s Departmental Manager shall take corrective action. purposeful approaches for meeting work-related goals. When an Employee deviates from these rules and standards. and areas for improvement. Performance reviews and planning sessions are designed for the Superior and the Employee to discuss his/her current job tasks and areas of improvement. Employees engaged in alternative work (part time or full time). the Departmental Manager will consider the seriousness of the infraction. Unless otherwise approved by the Company. and the Employee’s previous record. Employees are not allowed to hold outside jobs even in non-related supplier/customer community and society or professions regardless of whether the Employee have met the performance standards of their job description. Employee and Superior discuss 13 ways in which the Employee can accomplish goals or learn new skills. The planning sessions are designed for the Employee and his/her Superior to make and agree on new goals. and finally termination of employment. Together. Termination – involuntary employment termination initiated by the Company. probation. For this reason among others. Outside Employment. encourage and recognize attributes. . the Employee will be reviewed yearly. 4. In deciding which initial corrective action would be appropriate. and participate in them fully. 4.if they so require. The Employee’s performance review and planning sessions will have a direct effect on any changes in his/her compensation. New Employees will be reviewed at the end of their probationary periods. and discuss positive. Layoff – involuntary employment termination initiated by the Company for nondisciplinary reasons. That is. skills. Below are a few examples of some of the most common circumstances under which employment is terminated: Resignation – voluntary employment termination initiated by an Employee. the action taken in response to a rule infraction or violation of standards. 4. and many of the reasons for termination are routine. will be subject to the Company’s disciplinary action or termination of employment. it is important to prepare for these reviews carefully. After the initial review.14. The usual sequence of corrective actions includes an oral warning. typically follows a pattern increasing in seriousness until the infraction or violation is corrected. The Company directly links wage and salary increases with performance of work. the circumstances surrounding the matter. Employees are expected to adhere strictly to the work rules and code of conduct . Corrective action shall be progressive. a written warning.16 Employment Termination. Termination of employment is an inevitable part of personnel activity within any organization.15 Corrective Action.
The management reserves the right to prematurely terminate the employment under certain conditions such as 1) A suitable replacement is found in which case all accrued benefits will be paid to the employee upto the date of termination 2) The Employee’s conduct with fellow employees and the management is not cordial and respectful in which case premature termination of employment without a board of inquiry will be observed uniformly for all employees. the general public. certain rule infractions and violations of standards are grounds for immediate termination of employment. Any Employee who terminates employment shall return all files. If the deduction from the Employees’s final cheque is insufficient. or found guilty of misconduct or of willful and persistent disobedience or fail to perform diligently duties assigned. or an Employee. attaining the age of 58 years Employees are required to retire from service on . and any other materials that are property of the Company to immediate Superior. 4. The cost of replacing non-returned items will be deducted from the Employee’s final pay cheque. he/she shall give the Company a written notice in accordance with the appointment letter. any outstanding financial obligations owed to the Company will also be deducted from the Employee’s final cheque. All accrued vested benefits that are due and payable at termination will be paid. at any time he or she is. the Employee is required to settle the outstanding before leaving the Company. divulging Company business practices. An employee is liable to be summarily dismissed if. records. untruthfulness about personal work history. vandalism or destruction of Company property .17 Summary Dismissal – Misconduct. of any. However once a notice is given. 4. and misrepresentations of the Company to a contractor/supplier. keys. insubordinate behavior.inadequate care of company equipment. please refer to section 4. In such cases the management will decide on a case by case basis if the accrued benefits will be paid at all and if paid whether in full or in part. Managerial designatories will have to give a written notice of Three months prior to resignation from service while other employees will have to give a written notice of one month prior to resignation from service. in the opinion of the management detrimental to the interest of the company.18 Age of Retirement.14 When a confirmed Employee intends to terminate his/her employment. Though committed to a progressive approach to corrective action. a prospective customer. No final settlement of an Employee’s pay will be made until all items are returned in appropriate condition and payment in lieu. Furthermore. These include but are not limited to: theft in any form. is fully settled and a no dues certificate is issued by the accounts and personnel dept. skills.7. For Employees under probation. the use of Company equipment and/or Company vehicles without prior authorization from Management. or training.
If an emergency arises requiring Emergency Medical Services to evaluate the injury/medically unfitness of an Employee on-site. Employees shall not be responsible for transportation of another Employee due to liabilities that may occur. 4. Each employee is responsible for safe keeping and daily maintenance of the equipment provided to them and in case of equipment malfunction it is the employee’s responsibility to follow up with the respective equipment service and maintenance provider for suitable corrective action at the earliest. should notify their Superior. the Employee will be responsible for any transportation charges.19 Safety. The doctor’s note should specify whether the Employee is able to perform regular duties as outlined in his/her job description.15 4. In the event an Employee requires medical attention. A written “permission to work” from the Employee’s doctor may be required at the time or shortly after notice has been given. Aids. and Personnel Department of health status. Employees must also take due care of the instruments and equipment provided to them and any alteration in the working parameters of the equipment suggestive of malfunction of the equipment should be brought to immediate notice of their superiors. and/or Departmental Manager. A physician’s “return to work” notice may be required. Employee Requiring Medical Attention. 4. If the need arises for a leave of absence.20 Health-Related Issues. Tuberculosis. a family member shall be called to transport the Employee to the appropriate facility. including pregnancy. Employees who become aware of any health-related issue. If it is necessary for the Employee to be seen by the doctor or go to the company. This policy has been instituted strictly to protect the Employee. The Company provides information to Employees about workplace safety and health issues through regular internal communication such as: (a) Training sessions (b) Team meetings (c) Bulletin board postings (d) Memorandums (e) Other written communications. the Employee’s personal physician or family member shall be notified immediately. shall immediately report such infection to Management. An Employee suffering from serious infectious and contagious disease such as Hepatitis. A leave of absence may be granted on a case-by-case basis. . Each employee is expected to obey safety rules and is exercise caution and common sense in all work activities. Employees must report any unsafe conditions to their superior.21. whether seriously injured or becoming sudden ill while at work. Employees should notify their Superior and/or Departmental Manager and/or Personnel Department. Furthermore.
materials and other properties shall be used only for PPPP business. Employees who violate safety standards. the Employee shall ensure that the alarm system is armed and air-conditioners are set on appropriate evening and/or weekend setting. Employees who are not authorized to the issued keys are not allowed to duplicate the office keys. Employee Requiring Medical Attention). Employees must immediately report any unsafe conditions to their Superior. Each Employee is expected to obey safety rules and exercise caution and common sense in all work activities. All Employees are responsible for their own personal belongings and properties left at the office.16 4. No Employee whose regular duties do not include purchasing shall incur any expense on behalf of the Company or bind the Company by any promise or representation without written approval from Management. equipment. 4. The Employee will be held responsible for any loss or damage to these portable properties. Obligating the Company. Supplies. The Company’s office space. remedy such situations. Only authorized persons may purchase supplies in the name of the Company. who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked and all appliances and lights are turned off with exception of the lights normally left on for security purposes. Personal Belongings. Where applicable. Actions shall be taken against anyone who breaks the rules. Cost of replacement or repair will be borne by the Employee. or a designated Employee. Employee who uses the Company’s portable property such as Mobile Phones.25.24. may be subject to disciplinary action including termination of employment. These Employees will sign a Register kept for the purpose upon receiving the key. . cause hazardous or dangerous situations.21. 4. Expenditures. Company Property. or fail to report.23. In the case of an accident that results in injury. Laptop. All Employees who are issued keys to the office are responsible for their safekeeping. Camera and Video Camera are responsible for the safekeeping of these equipments. Building Security. The Company assumes no liabilities for any loss or damage to personal belongings and property. Video Projector. and/or manager (See Section 4. Employees should notify their Superior. or where appropriate. regardless of how insignificant the injury may appear. The last Employee. 4.22.
or power failures can disrupt Company operations. decreases insurance liability. The decision to close the office will be made by the Management of PPPP. At times. Restricting unauthorized visitors helps ensure security. Inclement Weather and Emergency. All visitors must enter through the main reception area. Where applicable. When the decision is made to close the office. .28. fires. visitors. Employee in countries outside India will have to abide by the respective country’s immigration law. accompanied by the staff who is playing host to the visitor. Immigration Law Compliance. 4. Authorized visitors will be escorted to their destination and must be accompanied by an Employee at all times. protects confidential information. emergencies such as severe weather. The discretion to compensate such loss of man hours wholly or partly will be of the Management of PPPP. 4. The Company only employs Indian citizens and individuals with approved work permit authorized to work in India in compliance with the Immigration Reform and Control Act. and avoids potential distractions and disturbances. only authorized visitors are allowed in the workplace. Visitors in the Workplace. Employees will receive official notification from Management.17 4.26. safeguards Employee welfare. and the Company’s facilities. The visitors must not wander around the office unaccompanied. To provide for the safety and security of Employees.27.
transfer. whichever is earlier. All Employees are expected to be regular and punctual in attendance. The Employee is responsible for speaking directly with his/her Superior about his/her absence. Absenteeism and tardiness places a burden on other Employees and on the Company.18 SECTION 5 . The Superior is then responsible to inform Personnel Department. Sexual or other unlawful or unwelcome harassment . the following are examples of rule infractions or misconduct that may result in disciplinary action. Using Company equipment for purposes other than business (i.e. kickbacks and other illegal payments. If an Employee is unable to report for work for any reason. sale. disciplinary action may be required. or use of alcohol or medically illegal drugs in the workplace . playing games on computers or personal Internet usage). Negligence or improper conduct leading to damage of Company-owned or customer-owned property. Unauthorized use of telephones. All Employees are urged to become familiar with these rules and code of conduct.8. Unauthorized disclosure of business “secrets” or confidential information. This is to ensure that Employee gets permission to enter office premises and also to attract assistance from other Employees. Code of Conduct. and the Company regards them seriously. distribution. Smoking in the workplace is permitted is designated areas . including termination of employment. at their starting time each day (See Section 4. . It is not acceptable to leave a message on a Superior's voice mail or through another Employee except in extreme emergencies. 5. Boisterous or disruptive activity in the workplace.1 Attendance/ Punctuality.15. ready to work. Should undue tardiness become apparent. In addition. Theft or inappropriate removal or possession of property. Working under the influence of alcohol or medically illegal drugs . or other Company-owned equipment . up to and including termination of employment (See Section 4. This means being in the office.00am of that day or two hours prior to reporting to duty. The work rules and code of conduct are very important. Corrective Action). Possession. Offering and accepting bribes. notify his/her Superior at least one(1) working day in advance. Excessive absenteeism or any absence without notice . Any Employee who deviates from these rules and conduct will be subject to corrective action. Office Hours). While not intended to list all the forms of behavior that are considered unacceptable in the workplace. he/she shall notify his/her Superior before 08. Fighting or threatening violence in the workplace. Violation of safety or health rules. Insubordination or other disrespectful conduct. If there comes a time when an Employee sees that he/she will need to work some hours other than those that make up his/her usual work week. Violation of personnel policies. Employees are expected to follow the rules and code of conduct faithfully in doing their own jobs and conducting the Company’s business.
the Employee shall notify his/her Superior.19 5. 5. Employees are allowed use of the Internet and e-mail when necessary to serve our customers and conduct the Company’s business. including Sexual Harassment. he/she will be subject to disciplinary action (See Section 4. Internet messages are public and not private. When an Employee is unable to work owing to illness or an accident.3 Harassment. Corrective Action). words. Employees must inform family members and friends to limit personal telephone calls during working hours. If an Employee becomes ill while at work or must leave the office for some other reason before the end of the workday. Employees can raise concerns and make reports without fear of reprisal. Personal usage during business hours is discouraged except for extreme emergencies. he/she shall inform his/her Superior of the situation who will then inform Personnel Department. 5. Use of the Internet must not disrupt operation of the Company computer network. If an Employee is found to be deviating from this policy.15. If the Employee does not report for work and the Company is not notified of his/her status. The Company reserves the right to access and monitor all files and messages on its systems. it will be assumed after two consecutive days of absence that the Employee has breached the contract of employment. All personal telephone calls should be kept brief to avoid congestion on the telephone line. race. report it immediately. Actions. Employees may use e-mail when appropriate for Company business correspondence. and to help other Employees to continue work in his/her absence. jokes. ethnicity. . The Company is committed to providing a work environment that is free of discrimination and unlawful harassment. or know of another Employee who has. religion. To respect the rights of all Employees and avoid miscommunication in the office. This will allow the Company to arrange for temporary coverage of the Employee’s duties. age. The Company’s telecommunication facilitiies are intended for the use of serving the Company customers and in conducting the Company’s business. If an Employee believes that he/she have been the victim of harassment. Any Superior who becomes aware of possible harassment should promptly advise Management or the Personnel Department Representative who will handle the matter in a timely and confidential manner. Employees may use the Internet when appropriate to access information needed to conduct business of the Company. 5. or comments based on an individual’s sex. Use of the Internet must not interfere with an Employee's productivity. or any other legally protected characteristic will not be tolerated. Employees are responsible for using the Internet in a manner that is ethical and lawful.5 Internet Use.4 Telephone Use.2 Absence without Notice.
certain requirements must be observed. While the Company do not wish to limit the Employee's expressions of taste and individuality. Please use good judgment and good taste. Employees must follow all rules posted in designated smoking areas and adhere to all policies associated with this policy (See Section 4. . In addition. the person operating the particular computer will be held responsible for the lapse and necessary disciplinary action will be initiated against him/her. as inappropriate working attire : -strap outfits. people do judge the Employee as the organization. The Employee’s clothing should not be hazardous to his/her own safety (e. low-cut. Management considers the following examples. Short mini skirts. and disposed of in a suitable manner. The use of tobacco products is not permitted anywhere in the Company’s premises except in authorized and designated locations. privy or other nuisance. Employees are expected to be responsible enough to keep their surroundings in best possible housekeeping and see that at the end of the working day.7 Dress Code. using disinfectant.g. where necessary. 5.19. The Company attaches considerable importance to the cleanliness of the office as it is impossible to obtain neat and methodical work if the office itself is untidy. their workstations are left clean and tidy. remembering rightly or wrongly. a professional appearance is especially important for those Employees who at any time come in contact with clients and/or potential customers. open-toed shoes/sandals). 5.20 5. The floor of every workroom shall be cleaned at least once in every week by washing. revealing and extremely tight fitting). 5. the Employee's must be aware that what the Employee wear to work is a reflection of the Employee’s own professionalism and that of the Company. Pedal pushers and T – shirts. Employee is to be dressed appropriately for the type of business and the Employee’s position in particular. Obviously. Clothing should not be provocative (e. Safety). In case it is found that any illegal software has been downloaded in any system. on its own. Employees are not allowed to use Company’s computer system to download or install illegal or unauthorized programs.9 Office Cleanliness.8 Tobacco Products. or by some other effective method. Factory premises shall be kept clean and free from effluvia arising from any drain. based in part of the Employee’s appearance. software or data. Accumulation of dirt and refuse shall be removed daily by sweeping or by any other effective method from the floors and benches of workrooms and from staircases and passages.g.6 Usage of Illegal Software. Tank tops or revealing blouses. Extremely casual dressing is generally not considered appropriate for work.
pledge to preserve the environment and undertake not to involve ourselves in any activities that may pollute the Air. Earth and other substances. the following rules regarding alcohol and drugs of abuse have been established for all Employees. or attempting to/or assisting another to do so. • Using. It is the responsibility of each employee to save Power and Water.21 5. all employees should observe basic safety precautions while moving inside the premises and any violation of Safety aspects will be seriously viewed.11 Power/Water Saving. The Company is committed to providing a safe and productive workplace for its Employees. up to and including immediate termination. it is expected that employees do not waste the water and whenever any leakage of water is found the same will be reported Admin Department immediately.13 Protection of Environment. All norms as prescribed by Pollution Control Department will be strictly adhered to. Though adequate water will be provided to the employees. probationary and temporary Employees.. any of the following actions constitutes a violation of the Company’s policy on drugs and may subject an Employee to disciplinary action. possession. sale.12 Safety Precautions. The manufacture. Working while under the influence of prescription drugs that impair performance is prohibited. All machineries. selling. transferring.10 Substance Abuse. Being under the influence of medically illegal drugs. In keeping with this commitment. while in the course of employment. . • Working or reporting to work. each individual should ensure that all switches are put off. distribution. Prior to leaving their work place. alcohol. Consistent with the rules listed above. or substances of abuse on the Company’s property is prohibited. including both regular full time. We in XYX XYZ XXUU XIXUX Pvt Ltd. 5. Adequate safety precautions to be observed with reference to each machinery will be separately issued by the Shop Floor in charge and other installation supervisors. or storing an illegal drug or drug paraphernalia. manufacturing. regardless of rank or position. purchasing. 5. conducting Company business or being on Company property while under the influence of an illegal drug or alcohol. Effective arrangements shall be made for the treatment of wastes. The rules apply during working hours to all Employees while they are on the Company’s premises or elsewhere on official business. or purchase of controlled substances of abuse on the Company’s property is prohibited. We have borrowed this world from our children and it has to be returned to them without causing any damage to the environment. or in an impaired condition. 5. lights and electrical installations will be switched off when not in use. However.
5.14. in such circumstances where it is customary to do so. Inducing such employee to perform or omit any act in violation of his proper duties and responsibilities. the company will retain the same for distribution to recognized charitable organizations.14. clients/customers. divisions or agencies to affect or influence any act or decision of any such government. prejudicing or affecting in any way whatsoever whether directly or indirectly the business dealings or relationship of the gift giver with the company. For the purpose of this section. However. Any employees in doubt as to the nature or purpose of the gift or favor must consult the HR Manager who will decide. benefiting.14.22 5.14. It is the policy of the company that no employee or any member of his immediate family will accept any form of gifts or favors from contractors. or any other party having business dealings with the company. employees are permitted to accept such gifts of nominal value or favors provided that such gifts or favors are not extended and/or accepted for the purpose or with intention of :5. the course of action in respect of such gift or favor. representative. 5. or any of its representatives. or (ii) if such return is not possible or impracticable. Employees are required to report to their respective Head of Department on all gifts or favors received which exceed the above nominal value.184.108.40.206. 5. Inducing such employee to use or direct any other person to use his influence with a government.3.4. . for the purposes of expediting. Influencing any present or future act decision by that employee. “Nominal Value’ of a gift is defined as the sum of the gift(s) having the aggregate monetary value of not more than Rupees Three Hundred only (Rs 300). division or agency and in any or all of the above cases. suppliers. Gifts which cannot be accepted by the employee will be:(i) returned to the donor. Gift or Favor.14. either in consultation with or through his own accord. 5.
S3.1 Employees will be placed into following categories/subcategories with reference to their qualification.1.1.5 Skilled Employees. 6. A2. A3 & A4. For the purpose of computation/deduction of daily rate. subsidies or any other benefits in kind. 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 fixed or variable allowances.3 Administrative Employees. Fitters. T3 & T4 in accordance with their qualification and technical expertise. Individuals holding a Diploma from recognized Institute will be placed in Grades T1. Salary means the amount of monthly basic remuneration paid by the company for services rendered solely to the company by the staff. 6. Secretaries. E3 & E4.1. 6.3 Computation of Daily and Hourly Rates.2 Executive Cadre.1. experience. M3 & M4. Specialized category of employees in executive appointments will be graded as E1. . Wage and Salaries Policies Basic Pay Scales 6. Managerial Designatories. S2. Machine Operators. the monthly Basic Pay/Dearness Allowance payable per month shall be divided by 220.127.116.11 Technicians. E2. Drivers will be placed in grades S1. All professional and management graduates appointed in managerial posts will be placed in Grades M1. M2. It also refers to the basic pay. the daily rate so arrived at shall be divided by 8.23 SECTION 6 . 6. 6. 6. nature of work and performance. Employees like Welders. bonus.2 Salary. Data Entry operators possessing degree from a recognized university will be in Grades A1. 6. A detailed instruction in this regard will be issued separately. Helpers etc and office Boys. Administrative Assistants. S4 & S5. T2. Painters. For the purpose of computation of the hourly rate.
5 Lumpsum Payment. Compensation will be in the form of one day off for every 8 hrs of accumulated overtime on the days specified by the management when the work load is relatively free. holidays. Overtime is calculated for all hours worked over 48 hours per week . Increment will be granted to confirmed employees of the Company each year on 1st April subject to the efficiency in work.6 Overtime. adherence to Company policies and procedures. overtime pay may be provided to the employee at the same rate as the double of normal daily or hourly rate of the employee. Increments will be determined on the basis of performance. Each Employee’s hourly wage or annual salary shall be reviewed during the formal performance review and planning session which shall be conducted at least once each year (See Section 4. In addition. Overtime worked without prior approval from the Superior will result in no compensation for overtime worked. . Employee Performance Review and Planning Session). 6. 6. This session shall be conducted at the end of the financial year. Certain employees staying in the company overnight having been provided single accomodation will not be able to claim overtime for their stay at the company beyond their duration of actual work. Full-time Employees may be required to work overtime at any time and on any day to meet exigencies of service. or based on a recent reassignment. vacation time does not constitute hours worked. a Lump sum payment as decided by the management will be disbursed based on their valuable contribution rendered to the company. attendance and conduct being found satisfactory. Unauthorized overtime work will not be compensated. Overtime payment is provided to employees whose Basic salary is less than Rs ___________ .13. In case the management is unable to provide the day off for any specified reason. To certain employees. Such reviews may be conducted more frequently for a newly created position. The Superior's signature on a timesheet authorizes compensation for overtime hours worked. All overtime work performed by an hourly Employee must receive Management’s prior approval. .24 6. or any leave of absence will not be considered hours worked when calculating overtime. Performance is the key to wage increments in the Company.4 Annual Increment. Lump sum payment is not a right and is prerogative of the management to identify and award lump sum payment to an employee. Time off on personal time. the Company is not obliged to grant “cost of living” increases. Although the Company’s salary ranges and hourly wage schedules will be adjusted on an ongoing basis. Any Employee so notified shall not refuse to work overtime except for reasons acceptable to the Management. and ability to meet or exceed duties per job description and achieve performance goals.
Employees shall be notified. The Company pays Employees by way of a direct credit into the Employee’s bank accounts with ICICI Bank. Any Employee who has tendered his/her resignation and left service before any payment of bonus is declared shall not be entitled to such payment irrespective of the period he/she has worked during the year for which the bonus is declared.7 Paydays.8 Bonus/Ex-Gratia. All Employees shall be paid monthly on a scheduled payday. usually on the 3rd day of the subsequent month. However. For certain category of employees the salary will be given in cash as decided by the Management. The salary is credited into respective Employees accounts at ICICI Bank after deduction of Tax. In the event that a regularly scheduled payday falls on a weekend or holiday. in the event of a change in the Company’s bankers. 6. Employees shall receive pay on the next day of operation. . Bonus is only declared after Company’s financial year-end. Bonus may be paid according to performance of the permanent full time confirmed Employee and Company at the sole discretion of the Management. Unpaid leave is considered as non-active employment period and will be excluded for the purpose of bonus calculation. employees within the coverage of the “Payment of Bonus Act” will be paid bonus as per the statutory requirements. instalments towards loans and advances and other mandatory contributions.25 6. Payment of bonus is the discretion of the Management. Employees dismissed on disciplinary reasons will not be entitled to bonus payment.
5. entertainment. 3. Expenses incurred over and above the ceiling will be payable by the employee.4. The applicability of Local Conveyance Allowance within duty station as well outstation station is as follows:- Car Two Wheeler Rs. Reimbursement claim supported with tour notes must have approval from his/her Superior and/or Departmental Manager prior to submitting to Finance Department. Expenses Reimbursement Policies 7. Reimbursements will be paid to the Employee in the following month along with his salary. Certain Employees are entitled to claim traveling expenses as per the rates as mentioned in separate orders issued time to time.50 per KM Rs.2 Mobile Phone. Expenses incurred by an Employee must have prior approval by a Superior. For certain employees.1 Expenses Reimbursement. 7. An Employee who is on maternity leave is not entitled to claim reimbursable expenses such as traveling.26 SECTION 7 . Employees are eligible to claim reimbursements for expenses only if it is stated in their Letter of Appointment. the ceiling will be fixed by the management on case to case basis and accordingly can be claimed once in a month on production of the bill and receipt. Local Conveyance Allowance. 7. parking incurred during the maternity leave period. traveling and miscellaneous expenditure made for official duty. 7. and any approved out-of-pocket expenses.3 Transportation Expenses. mobile phones have been issued by the Company with a ceiling limit for talk time. All completed reimbursement request forms should be submitted before the end of the 25th day of the month. For certain Employees who are eligible to claim for reimbursement of mobile phone usage. Examples of items qualifying for reimbursements are monthly mobile phone expenses.00 per KM . The following are guidelines only and Employees are advised to check with the full details of their claims as indicated in their letter of appointment. An Employee who have terminated his/her service with the Company is also not entitled to claim reimbursements for expenses incurred after his/her last physical day of work.
Where the vehicle is a motorcycle or a commercial vehicle. . no reimbursement will be permitted for visa fees paid outside India in foreign exchange except where specific foreign exchange has been granted for the purpose or evidence can be produced that foreign exchange for the purpose has been obtained without any contravention of the Foreign Exchange Rules. The daily allowance applicable to various category of employess will be notified through office order issued at frequent intervals. However. if the continuous travel involves more than seven hours. Foreign travel will normally be undertaken in economy class only. These rules will apply to all those who undertake travel abroad for and on behalf of PPPP.2. The airport tax paid in Indian rupees will be reimbursed by the company. However. However. 7.6. Though the laid down rules will be adhered to in all conditions. 7.3.1. Foreign Travel Rules. Foreign Exchange. the office and the authorised travel agent of the office shall extend all assistance in this regard to those undertaking foreign travel. Entitlement of mode and class of traveling to various categories of employees to different places will be issued by the Management thro separate circulars from time to time. Foreign Travel Documents. Daily Allowance. However. admissible DA will be 25% of the full daily rate and where lodging only is provided.6. Airport Tax.27 7. No reimbursement will be made of the airport taxes paid outside India from the foreign exchange.6.4. 7. An Employee using the Company's vehicle shall not be given any fuel allowance. the said vehicles shall be kept at the office premises after office hours. the Management reserves the right to alter the rules under exceptional cases which shall be communicated to concerned parties. General Manager and above can travel by business class. In case the person traveling requires more currency.5 Travel Reimbursements. Exchange will be purchased by PPPP from authorized agents which will need production of passport and passage ticket.6. Obtaining foreign travel documents shall be the responsibility of the person who is undertaking foreign travel. The cost of these documents including the visa fees incurred in India will be reimbursed by the company. where foreign hospitality is provided in full. The Company shall bear costs of fuel (subject to an approved limit) and maintenance for the vehicle. Category and class of hotel rooms will also differ depending upon the designation of employee as decided by the Management which shall be communicated to all concerned at frequent intervals through separate orders. 7. the payment will be settled by him/her. 7. the admissible DA will be 50% of the full daily rate.6.
7. Tour Report.28 7. This provision of parking facility is at the sole discretion of the Management. The Company does not provide parking facilities for the Employees with the exception of certain Employees. 7. . On return from any outstation tour. a report about the visit will be submitted at the earliest and not later than one week for follow-up action.8 Parking.
Tax will be deducted at source for all employees at the designated rates every month and a copy of the income tax returns that have been filed will be kept in employees’ personal file of the employee concerned.5 Professional Tax. Benefits and Services 8. 8.3 Hospitalization Scheme. Families of employees are not covered under Mediclaim Insurance.6 Employees Provident Fund. 8. 8. The Company offers Mediclaim insurance programs for certain Employees (as determined by the carrier of the policies).4 Tax Deduction at Source. where the employees are employed. applicable in different locations of the country. .2 Mediclaim Insurance. The company will contribute the statutory contribution for the benefit of employees. Every Employee shall contribute 12% of his/her gross salary and the Company shall contribute for each Employee an amount equivalent to 12% of the salary towards the Employees Provident Fund . Salary means the last drawn salary. 8. THE COMPANY offers ESI Facility to its Employees who are within the range of coverage. Employees are encouraged to find alternative coverage should the individual Employee feels that the coverage is insufficient.29 SECTION 8 . Any contribution made by the employer and the employee to any statutory funds or social security will be at the rate gazetted by the Government and/or other authorities vested with the power to decide the same. Professional tax will be deducted and remitted as per the taxation schedules based on gross salaries. The Company does not subscribe for its Employees any Hospitalization coverage. Detail information on coverage is available on request from the Personnel Department.1 Medical Benefits. Medical Allowance will be provided to employees as mentioned in the Letter of Appointment. 8.
shall be eligible for the payment for a gratuity. or b) Retires from service at the age of 55. Paid vacation is only available to Employees following their confirmation of service in the first-year of employment with the Company and is provided based on the following guidelines: 8. However. 1972.8 Vacation/ Leave. if period of privilege leave is two weeks and more. An Employee who has been in continuous dedicated and satisfactory service for not less than 5 years and/or who:. The Gratuity Scheme shall be effective from ____________. either prefix or suffix can be allowed as holiday and not both. he will be permitted to encash a part of his accumulated leave on his making an application for encashment on the following conditions: . Privilege leave cannot be converted into or combined with any other type of leave. or c) Whose service is terminated owing to ill-health on the recommendation of any authorized medical authority and/or owing to redundancy. which shall be computed as follows:Years of Service More than 5 but less than 10 ---------2 weeks salary for every completed year of service More than 10 but less than 15 -------------3 weeks salary for every completed year of service More than 15 but less than 20 ------------1 month salary for every completed year of service More than 20 years -----------------------1 1/2 months salary for every completed year of service 8. Privilege leave cannot be availed more than 5 times in a year. (This will be at the discretion of the Management). For calculation of privilege leave.8. When an employee proceeds on Privilege Leave.30 8. The Employees will be allowed one month’s Privilege Leave (inclusive of holidays and Sundays/ weekly offs) for 11 months active service in a year on full pay. fraction of a year's service shall be computed proportionately. fraction of leave of half day or more shall be treated as one full day’s leave and fraction less than half day will be omitted. In calculating leave. prefix or suffix holidays will not be treated as days of privilege leave availed. other than sick leave in case of genuine needs. Gratuity will be paid in accordance with Payment of Gratuity Act. Application for privilege leave shall normally be made at least one week in advance of availing leave. For the purposes of calculation the commencement date shall be ____________ or Employee's date of commencement of employment whichever the later.7 Employees Gratuity.a) Dies while in service. All Employees can accumulate privilege leave upto a maximum of 300 days. For the purpose of gratuity.1 Privileged Leave.
A worker may at any time apply in writing to the manager of a factory not less than fifteen days before the date on which he wishes his leave to begin. After encashment. before the expiry of two months from the date of such superannuation or death. If a worker does not in any one calendar year take the whole of the leave allowed to him. (b) in the case of a female worker. to take all the leave or any portion thereof allowable to him during the calendar year : . the employee must have a minimum balance of 15days leave to his credit. superannuation or death calculated at the rates specified above. during the course of the calendar year. The leave admissible under this sub-section shall be exclusive of all holidays whether occurring during or at either end of the period of leave. If a worker is discharged or dismissed from service or quits his employment or is superannuated or dies while in service. such leave (leave refused) shall be carried forward to next year without any limit. but shall not earn leave for these days. shall be entitled to wages in lieu of the quantum of leave to which he was entitled immediately before his discharge. by agreement or contract or as permissible under the standing orders. maternity leave for any number of days not exceeding twelve weeks. Employees who have completed one year of continuous service shall be entitled to privilege leave of 30 days. even if he had not worked for the entire period specified therein making him eligible to avail of such leave. dismissal. as the case may be. who has applied for leave with wages but has not been given by the management due to any exigencies of service. dismissal. or quitting and where the worker is superannuated or dies while in service. such payment shall be made before the expiry of the second working day from the date of such discharge. Encashment will be permitted once in a calendar year. (a) any days of lay-off.31 i) ii) iii) iv) v) The employee should proceed on leave for a minimum period of 6 days The number of days applied for encashment will be equal to the number of days proceeding on leave. For the purpose of calculation. Where the worker is discharged or dismissed or quits employment. The number of days leave encashment will be debited to the employees leave account. and (c) the leave earned in the year prior to that in which the leave is enjoyed. any leave not taken by him shall be added to the leave to be allowed to him in the succeeding calendar year : PROVIDED that the total number of days of leave that may be carried forward to a succeeding year shall not exceed thirty days and that a worker. he or his heir or nominee. shall be deemed to be days on which the worker has worked in a factory for the purpose of computation of the period of 240 days or more. quitting of employment.
8. Every confirmed employee will be allowed 4 days sick on full pay in a calendar year. 8. This is only applicable for up to Two (2) children in the family. the employee should inform his/her Superior before 10. or in force.8. Sick leave can neither be combined with casual leave nor encashed. Employees can avail half day casual leave for first half or second half of the shift with prior permission.00 am on the same day. a staff may apply for an additional one.8. unavailed full day casual leave will be added to the privilege leave in the following year. and from a Registered Medical Practitioner in the case of Non ESI employees. Granting of Sick Leave will be at the sole discretion of the Management. The Superior is then responsible to inform Personnel Department. While calculating casual leave. According to the provisions. Employees covered by ESI will get benefits as per ESI scheme.3 Sick Leave.2 Casual Leave. . Absence for 3 days and more on sickness ground shall be supported by a medical certificate from a panel Doctor in case of ESI covered employees. A formal application will be submitted to the department head at least 30 days in advance. This is only applicable for only the first delivery. 8. fraction of leave for half day or more shall be treated as full day’s leave and fraction of less than half day shall be omitted. Employees who join service in the course of the year will be allowed proportionate casual leave after their confirmation in the Company’s service. Not more than two days of CL can be taken at a time. However. 8.4 Maternity Leave.5 Paternity leave. A male confirmed Employee shall be entitled to one day's leave on the birth of a child by his legal wife.(1) month leave based on a certificate issued by a certified medical practitioner as required by the Maternity Benefits Act 1961. Employees who join service during the year will be entitled only to the proportionate sick leave after their confirmation into Company’s service.32 8.8. Every confirmed employee will be allowed 8 days casual leave on full pay in a calendar year. However. A married female employee will be granted paid maternity leave up to a maximum of 12 consecutive weeks as required by the relevant legislation’s applicable. The casual leave is non-accumulative.
Coffee/Tea will be provided to technical/skilled employees at their workplace and duration of Coffee/Tea breaks will be five minutes. because circumstances may not always permit everyone to take vacation time when it is requested.6. The Company does not guarantee conveyance of employees from their residence to the factory/office.33 8.6. The management at its own discretion may or may not provide food to employees.00 am on the same day. All Employees are to make the most of their vacation time. It is not acceptable to leave a message on Superior's voice mail except in extreme emergencies. 8. Such leave shall be recorded as casual leave if there is outstanding leave or as no-pay leave if his/her leave entitlement is exhausted. The Employee is responsible to inform directly to the Superior about the nature of the emergency leave.6. In such cases it is the responsibility of the employee to look for an alternative arrangement and any man-hour loss occurred will not be compensated by the company.7 Payment in lieu of Vacation/Leave. In the case of having a voice mail message. Certain employees for whom the facility is available may re-imburse the LTA submitting proof of travel and receipts thereon in accordance with the Letter of Appointment. Separate orders will be issued on claiming LTA. The Superior is then responsible to inform Personnel Department. pick up/drop may not be from/to the doorstep of the residence of the employee. but from few central points as notified from time to time. 8. The employee should ensure that he/she reaches the place of boarding within prescribed timing and no alternative vehicle/facility will be provided. Certain employees may be provided with the conveyance facility at the discretion of management.8 Leave Travel Allowance.6 Emergency Leave. if he/she misses their vehicle.7 Conveyance. The food/snacks may be provided free of cost or in subsidized rate as decided by the management. PPPP may offer Employees the option of taking the monetary equivalent of their earned vacation days at their regular daily rate. For managerial staffs. at the discretion of Management. 8.8 Food/Snacks. In case the conveyance is provided. a follow-up call must be made later. It is expected that all employees observe strict discipline inside the canteen and maintain cleanliness. Should any Employee be unable to report to work on grounds of emergency. he/she should inform the Superior before 08. However. Emergency leave(s) taken by staff who is ill be deducted from his/her annual leave. 8. . Emergency leave can be rejected at the discretion of the Supervisor. coffee/tea will be served at their table and executives/administrative staffs will go to the vending machines to get their coffee/tea. Regular breaks from daily work make everyone more productive.
Gandhi Jayanthi and Kannada Rajyotsava day.34 8.10 Public Holidays.e. Where applicable. . The company will provide uniforms/working clothes and shoes/safety shoes to Employees as follows : 8. Each Employee is responsible for verifying his/her leave status to make sure the correct amount of leave days taken and balance is correct.12. May Day. The Company recognizes the value of professional development and personal growth for Employees. PPPP observes all publicly declared national holidays i. 8. 3 Sets of Terry cotton pants and full sleeved shirts once in two years.12. Independence day. the Company reserves the right to impose a bond for the Employee for specific training and professional program to a maximum of three years. Uniforms/Working clothes are given to employees as a measure of safety and for better turn out depending upon the nature of work. the Company encourages its Employees who are interested in continuing education and job specific training to research these further and get approval before signing up for the seminars or courses. Therefore. five more festivals as decided by the Management (in accordance with local customs) will be declared as Holidays for the Company. 3 Sets of Terrycotton pants and Full Sleeved Shirts once in two years. they wear the uniforms and report to their work spot after punching in the time. Drivers. Apart from these. Republic day.1 Uniforms. 8. One pair of shoes per year. The Personnel Department maintains vacation/leave days accrued and used. One pair of shoes per year.9 Record Keeping. Office Boys. 8.11 Training and Professional Development. It is expected that as soon as the employees enter into the factory premises. Notification to this effect will be placed in Bulletin Board. Uniforms. Working Clothes and Safety Shoes.
when due. For all workmen (except painters) For painters. Subsequent issues will be made generally during the month of January of each succeeding year uniformly to eligible workmen. Washing allowance at the rate of Rs 50/.35 8.per month will be paid to Employees who are provided with Uniforms/Working Clothes.3 New Uniforms/shoes etc. the Company will provide a new pair of safety shoes/uniforms to those deserving at the following rates of subsidy: Subsidy a) b) c) d) First Quarter (Jan-March) Second Quarter (April-Jun) Third Quarter (July –September) Fourth Quarter (October-December) Nil 25% 50% 75% 8. Employees in receipt of washing allowance will make their own arrangements and get their uniforms washed and keep their shoes polished. . It is the responsibility of each employee that their uniforms/safety shoes are maintained/cleaned properly and in good repair. 8.12. The items mentioned above will be issued to the employees at 100% subsidized cost. Safety Shoes 1 per year Boiler Suits 2 Nos per year Boiler suits 4 Nos per year For all workmen. will be issued only in exchange of old uniforms/shoes etc.4 Washing Allowance. The washing allowance will be payable only to an employee who has attended work for at least for twelve days..12. Initial issue will be made in the month of January.12. If new replacement is required during the intervening period because of wear & tear.2 Working Clothes.
Under normal working conditions.4 Procedure for Handling Complaints.1 Board Meetings and Staff Meetings. question or complaint should first discuss it with their immediate Superior. quickest. Other personnel may be invited to attend on a need basis. If the Employee and Superior cannot solve the problem. Bulletin boards placed in designated areas provide Employees access to important posted information and announcements. No action will be taken on anonymous complaints or suggestions and the management has the right to reject such suggestions. At this level. . All directors are involved in the decision making process and will have one vote each.36 SECTION 9 . Board Meetings will be held at frequent intervals and only the Senior Level Managers as authorized by the management are allowed to attend these meetings. The Managing Director will have the absolute right to decide which subject on the agenda will be put through a voting process and the final decision will be made by the Managing Director or the General Manager in his absence after the vote which will be binding on all Employees. Minutes of the Previous Board Meeting will be circulated at the subsequent Board Meeting. Every care will be taken to preserve the Employee’s privacy. Employees who have a job-related problem. The Company encourages Employees who have suggestions that they do not want to offer orally or in person to write them down and leave them with their Superior or the Management.3 Suggestion Box. the Company encourages the Employee to escalate the issue upwards in the management hierarchy until the problem is resolved. 9. Suggestions may be sent by email to their respective Superior or Departmental Manager. These informative meetings allow Employees to be informed of recent Company activities and changes in the workplace. Employee Communications 9.2 Bulletin Boards. Employees usually reach the simplest. The Employee is responsible for reading necessary information posted on the bulletin boards. Staff meetings will be held at least two (2) times a year. 9. and most satisfactory solution. 9.
without the prior consent of the Management. Videography/Photography will not be allowed inside the premises without any written permission from the Admin Department. The Board of Inquiry shall recommend to Management the corrective measures to be undertaken. 9. establish a Board of Inquiry to review and consider the grievances. Video Cameras/Digital Cameras/any other type of equipment capable of capturing the images (including Mobile Phone with Camera) will not be allowed inside the premises unless special for the same has been granted by the management and will be deposited with the Security Department prior to entering the premises. 9. in writing and within a reasonable time. particularly on policy matters. . Defaulters will be subjected to disciplinary action upto the extent of termination from employment. An Employee shall convey grievances to the Management only in writing. Employees should not give press statements or grant interviews to the press.5 Grievances.37 9.6 Press Relations. The Management may opt to implement corrective measures immediately or at their discretion. as to whether the grievances would be given due consideration or otherwise. The Management shall respond.7 Videography/Photography. television or radio on any matters connected with the Company.
Disciplinary actions may range from verbal reprimand to immediate dismissal depending on the severity of the breach committed.38 SECTION 10 . rules or policies as stipulated in this document (or its addendums and revisions) shall be informed in writing and shall be entitled to 'due process' to refute the allegations and/or submit a defense. Breaches 10. Rules and Practices.1 Breach of Code of Conduct. An Employee who is alleged to have breached any of the code of conduct. Policies. . The Management shall decide and appropriate disciplinary action to be imposed unto the Employee. The Management shall establish a Board of Inquiry to determine the actual breach(es) and the Board of Inquiry may recommend to Management to impose specific disciplinary action.
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