XYX XYZ XXUU XIXUX PVT LTD.

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ADMINISTRATIVE MANUAL

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Address of the Company :

XYX XYZ XXUU XIXUX PVT LTD.

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VISON OF THE COMPANY

- Name of Head of Institution

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RULES AND REGULATIONS GOVERNING EMPLOYMENT AT XYX XYZ XXUU XIXUX PVT. LTD., KKKKKK

CONTENTS
INTRODUCTION 1

SECTION 1
DEFINITIONS 2

SECTION 2
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

SECTION 3
CORPORATE PHILOSOPHY AND CULTURE 3.1 CORPORATE HISTORY 7 3.2 VISION 3.3 MISSION 8 3.4 WORD OF HONOR 8

7

SECTION 4
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

27 IMMIGRATION LAW COMPLIANCE 17 4.26 VISITORS IN THE WORKPLACE 17 4.21 EMPLOYEE REQUIRING MEDICAL ATTENTION 15 4.12 PERSONNEL DATA CHANGES 12 4.19 SAFETY 15 4.11 PERSONNEL FILES 12 4.9 LUNCH PERIODS 12 4.25 SUPPLIES.MISCONDUCT 14 4.14 OUTSIDE EMPLOYMENT 13 4.10 BREAK PERIODS 4.13 EMPLOYEE PERFORMANCE REVIEW&PLANNING SESSIONS 12 4.20 HEALTH-RELATED ISSUES 15 4.28 INCLEMENT WEATHER AND EMERGENCY 17 12 .23 PERSONAL BELONGINGS 16 4.18 AGE OF RETIREMENT 14 4.16 EMPLOYMENT TERMINATION 13 4. OBLIGATING THE COMPANY 16 4.15 CORRECTIVE ACTION 13 4.24 COMPANY PROPERTY 16 4. EXPENDITURES.11 4.17 SUMMARY DISMISSAL .22 BUILDING SECURITY 16 4.

1 BONUS/EX-GRATIA 25 23 25 SECTION 7 EXPENSES REIMBURSEMENT POLICIES 26 7.1 EXPENSES REIMBURSEMENT 26 .13 PROTECTION OF ENVIRONMENT 21 5. INCLUDING SEXUAL HARASSMENT 19 5.6 USAGE OF ILLEGAL SOFTWARE 20 5.5 INTERNET USE 19 5.3 COMPUTATION OF DAILY AND HOURLY RATES 23 6.14 GIFT OR FAVOR 22 SECTION 6 WAGE AND SALARIES POLICIES 6.7 DRESS CODE 20 5.3 HARASSMENT.2 ABSENCE WITHOUT NOTICE 19 5.2 SALARY 6.4 TELEPHONE USE 19 5.1 BASIC PAY SCALES 23 6.9 OFFICE CLEANLINESS 20 5.6 OVERTIME 24 6.SECTION 5 CODE OF CONDUCT 18 5.4 ANNUAL INCREMENT 24 6.12 SAFETY PRECAUTIONS 21 5.5 LUMPSUM PAYMENT 24 6.7 PAYDAYS 6.8 TOBACCO PRODUCTS 20 5.1 ATTENDANCE/ PUNCTUALITY 18 5.10 SUBSTANCE ABUSE 21 5.11 POWER/WATER SAVING 21 5.

8 LEAVE TRAVEL ALLOWANCE 33 8.4 MATERNITY LEAVE 32 8.7.8 PARKING 28 SECTION 8 BENEFITS AND SERVICES 8.7 EMPLOYEES GRATUITY 30 8.8.9 RECORD KEEPING 34 8.7 CONVEYANCE 8.1 MEDICAL BENEFITS 29 8.7 TOUR REPORT 28 7.7 PAYMENT IN LIEU OF VACATION/LEAVE 33 8.6.8.6 EMPLOYEES PROVIDENT FUND 29 8.6.10 PUBLIC HOLIDAYS 33 .6 EMERGENCY LEAVE 33 8.2 MOBILE PHONE 26 7.3 HOSPITALIZATION SCHEME 29 8.8 VACATION/ LEAVE 30 8.3 TRANSPORTATION EXPENSES 26 7.5 PROFESSIONAL TAX 29 8.4 LOCAL CONVEYANCE ALLOWANCE 26 7.6 FOREIGN TRAVEL RULES 27 7.5 PATERNITY LEAVE 32 8.8.6.4 TAX DEDUCTION AT SOURCE 29 8.8 FOOD/SNACKS 33 8.1 PRIVILEGE LEAVE 30 8.2 CASUAL LEAVE 32 8.3 SICK LEAVE 32 8.2 MEDICLAIM INSURANCE 29 8.5 TRAVEL REIMBURSEMENT 27 7.8.8.

1 BOARD MEETINGS AND STAFF MEETINGS 36 9.RULESPRACTICES 38 .2 BULLETIN BOARDS 36 9.12 UNIFORMS.6 PRESS RELATIONS 37 9.7 VIDEOGRAPHY/PHOTOGRAPHY 37 37 SECTION 10 BREACHES 10.1 BREACH OF CODE :CONDUCT.POLICIES.3 SUGGESTION BOX 36 9.11 TRAINING AND PROFESSIONAL DEVELOPMENT 34 8. WORKING CLOTHES AND SAFETY SHOES 34 SECTION 9 EMPLOYEE COMMUNICATIONS 9.5 GRIEVANCES 9.4 PROCEDURE FOR HANDLING COMPLAINTS 36 9.34 8.

be subjected to the provisions of any relevant Government legislation and its amendments. benefits and other related matters pertaining to the service of a staff of XYX XYZ XXUU XIXUX Private Limited (PPPP). delete or annex any terms and conditions of service as and when necessary.INTRODUCTION . The Board of Directors will approve all changes to the terms and conditions of service. The company reserves the right to amend. This Handbook will serve as a guide to the Terms and Conditions of Employment. Any doubt or query concerning the content of this handbook should be forwarded to the Human Resource Department. It supplements the Terms & Conditions of Employment as detailed in the staff contract of service agreement. These terms and conditions will. . 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. KKKKKK. where applicable.

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. 1.2 SECTION 1 .9 “DEPARTMENTAL MANAGER” shall mean a person who works for XYX XYZ XXUU XIXUX PVT LTD.3 “MANAGEMENT” shall mean the Managing Director/Directors/General Manager of the Company. Definitions 1. The Board shall comprise members who are independent. 1. who are in the permanent employment of the company. 1. on a salaried basis and who have completed his/her probationary period.8 “SUPERIOR” shall mean your immediate reporting officer shall mean any Manager. 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. unbiased and impartial to the dispute under consideration.1 “PPPP” shall mean XYX XYZ XXUU XIXUX PVT LTD. .4 ”STAFF” shall mean employees.. 1. 1. The term “company” or “organization” may also be used interchangeably. or employee(s) may be used interchangeably to refer to the same meaning.2 ”COMPANY” shall mean XYX XYZ XXUU XIXUX Private Limited (PPPP). 1. 1.6 “IN WRITING” shall mean in a formal communiqué in the form of physical document.

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.14 “COMPANY PROPERTY” shall mean all XYX XYZ XXUU XIXUX PVT LTD owned or leased property used by Employees.. or material that is used or intended for use in concealing an illegal drug.3 1. during which. subsistence. if any. 1.10 “EMPLOYEE(S)”Employee(s) may include full-time Employees and others employed with XYX XYZ XXUU XIXUX PVT LTD. or otherwise introducing into the human body an illegal drug or controlled substance. 1. 1. 1. who are subject to the control and direction of XYX XYZ XXUU XIXUX PVT LTD. The company may at its discretion extend the probationary period by another three months. allowance and other overtime payment. mental. When an Employee completes the probationary period.16 “DRUG” shall mean any chemical substance that produces physical. as amended.11 "SALARY" shall mean basic salary and all other payments..15 “CONTROLLED SUBSTANCE OF ABUSE” shall mean any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act. or behavioral change in the user. emotional.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. It is considered necessary to engage staff on probation in order that their abilities and suitability be affirmed in a work situation.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.17 “DRUG PARAPHERNALIA’ shall mean equipment. The probationary period is up to three (3) months for all staff. 1. his performance will be reviewed for confirmation. a product. the Employee will be notified of his/her new status with XYX XYZ XXUU XIXUX PVT LTD in writing. in the performance of their duties. . 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. 1. 1.

19 “UNDER THE INFLUENCE Any drug.20 OUTSTATION shall mean any state in India that is outside the state in which the Company is located. or substance of abuse. 1.18 “ILLEGAL DRUG” ” shall mean any drug or derivative thereof whose use. or local law or regulation. state. drug. or storage is illegal or regulated under any federal.21 “OVERSEAS”shall mean any country outside India. including – but not limited to – a prescription drug. manufacture. transfer. sale. used for any reason other than that prescribed by a physician.“ 1. 1. Inhalants used illegally. attempted sale or transfer. .4 1. possession. 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.

Departmental Manager or the Management. since the Company’s business and organization are subject to change.3 Key Changes. working conditions and benefits affecting employment. and complying with the provisions of this Employee’s Guide. all previous policies will be null and void. and after those dates. However. No other Employee aside from the Management has the authority to change policies at any time. 2. policies. Company policies & all benefits and day to day governing rules are also more comprehensively mentioned. The Company’s objective is to provide the Employees with a work environment that is constructive to both personal and professional growth. is considered a condition of continued employment. . This handbook has a “Definitions” page to facilitate easier and more accurate reference to common terms used. History of Change 2. However. rules and practices. The Company has been using an Office Manual that was created in the year 2003. The Management will notify all Employees of these changes. Almost all aspects have been modified to make this as a Official manual. Abiding to the terms and conditions described in this Employee’s Guide. the Management reserves the right to interpret. or dispute with or without notice. Changes in Policy. change. The Employee’s Guide is a summary of the Company’s policies. and benefits at any time. The information contained in this Employee’s Guide applies to all Employees. 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. cancel. procedures.1. 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 then the Company has undergone tremendous change and growth.2 Rationale for Change.5 SECTION 2 . he/she is encouraged to speak with his/her direct Superior. 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. suspend. culture. All Employees are responsible for reading. 2. If any Employee is uncertain about any policy or procedure. understanding. all or any part of our policies. These quantitative and qualitative developments necessitated an update to that manual. nothing in this Employee’s Guide alters an Employee’s status. Changes will be effective on the dates determined by the Management. which are presented here only as a matter of information and guideline.

. This reorganization is to provide a fairer basis for performance reviews. 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. reassignment of duties and benefits and entitlements.4 Human Resource Reorganisation.6 2. The Company has adopted a new set of categorization for staff.

over the last three decades. value based organisation with exceptionally skilled. a subsidiary of CCCCCCCC was formed on December 01. In January 2005. 2002 with a strength of Four at KKKKKK. To take the advantage of the acquired space and to improve the quality of the product. dynamic. Mr. . 2004 the Company started business in a sprawling area of 56. 2003 for Trading activities of ______________ spares. 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.. On January 23rd. situated in ____________________. is the authorized distributor for renowned brands in India namely M/S. XYX XYZ XXUU XIXUX Pvt Ltd. vibrant.2. Corporate Philosophy and Culture 3. a ______________ based _____ Million strong group. The company employs principles and techniques of Continuous Quality Improvement and emphasizes long-term Quality Partnerships with customers and suppliers.1 Corporate History. __________ Canada for _________ and end bits. To make PPPP a professionally-managed. KKKKKK.R with his innovative ideas joined the Company to lead the KKKKKK team to greater heights._____________ for ________. basically engaged in the multifarious business spheres like. Road Projects. Real Estate. As one of the major players in the _______________ Industry. The company was Registered under Companies Act on February 07th. a Heat Treatment Plant with Shot Blasting Facility has been established in April 2005. a Meterrological Laboratory to determine the physical composition of the components was established in February 2004. XYX XYZ XXUU XIXUX Co. Vinod Kumar. To improve the quality of painting conforming to the international standards.. heat treatment and testing facility for producing world class / custom design castings (especially tooth points and adaptors) etc. painting facilities have been started in the premises in May 2004. _____________for fasteners & M/S. highly motivated human resources committed to total customer satisfaction and face present & future challenges.. the strength of the Company increased to Forty and has successfully managed to enter into the foray of _____________ segment. To support the vision of the Chairman of the Company.000 Sq Ft in Whitefield. Vision.7 SECTION 3 . CCCCCCCCC. 3. Within two years since inception.e. and Hospitality and in distribution of comprehensive range of quality OEM and construction Machinery parts. Airconditioning.

4. To supply products and to ensure 100% reliability and compatibility with OEM standard to our customers.8 3. that they would set the standard of excellence for the industry and continually reinforce our standing as an industry leader. . fair and impartial. To achieve ______________ per year production by _____ and establish as a major player in _______________ Industry.3. 3. Mission.4 Every employee to carryout jobs assigned himself/herself. Word of Honor. It is the duty of every employee to put in his/her efforts to achieve higher productivity standards : 3. 3. of high quality.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.4. 3.1 To make optimum utilization of resources at Company’s disposal and to ensure company’s survival & growth.4. with additional assistances only where it is absolutely required.5 To wholeheartedly support the efforts & endeavours of the company for improvement of production/productivity.4. 3.4.2 To offset rising costs to improve Company’s competitiveness and earning capacity.

3. branch to another or from one company. Selection and Recruitment. Policies.1 Employment Application. All executive appointments shall be made by Management or the Board of Directors. An employee may be transferred. An Employee may request for transfer from one working place to another. the same will be handed over to the personnel department for which an acknowledgement will be provided to the individual. however. All recommendations for reassignment shall be determined by the Management as and when required. 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. When an applicant is successfully appointed. . 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. for whatsoever reason. 4. Transfer and Reassignment. 4. if required. have to undergo a medical examination. assigned or seconded from one department. in India or abroad.2. falsifications. if the person has been hired. Selection and recruitment of Employee shall be made on an open competitive basis in accordance with the needs of the Management. Rules and Practices 4. The original certificates and documents will be returned to the Employee as and when the formalities are over.9 SECTION 4 . Successful applicants. Additional Employee shall only be recruited when adequate justification is satisfied by the Management. An Employee may be reassigned. In case original certificates/documents to be retained by the Management. Any misrepresentations. existing now or in the future. may at the discretion of Management. He may also be required to undertake additional duties apart from the normal duties of the post to which he is appointed. he/she shall be given a letter of appointment signed by Management and/or a Superior authorized by Management. subject to performance of his/her duties and on the recommendation by his/her Superior and/or Departmental Manager. location. transfer of Employees shall be the prerogative of the Management and shall not be disputed. Employment. 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. termination of employment.

and access to benefits and training. In addition. including selection.5 Non-Disclosure/Confidentiality. even if he/she does not actually benefit from the disclosed information. and its goals and objectives. and to complete any necessary paperwork. an explanation of its core values. the new Employee will be given an overview of benefits. religion. Financial information. discipline. and legal issues. Personnel/Payroll records. employment decisions at the Company will be based on merit. or the Management. sex. Such confidential information includes. and abilities. Manager or a Personnel Department representative. In order to provide equal employment and advancement opportunities to all Employees.4. informed about the Company. job assignment. The Company does not discriminate in employment opportunities or practices because of race. The orientation shall be conducted by his/her immediate Superior. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action. New Employee Orientation is a formal welcoming process that is designed to make the new Employee feel comfortable. 4. Proprietary production processes. The protection of confidential business information and trade secrets is vital to the interests and success of the Company. termination.10 4. but is not limited to. age or disability. color. Marketing strategies.6 New Employee Orientation. . if the Company sees this as necessary. New Employee orientation shall be conducted and shall include an overview of the Company’s history. The Company will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. and mission. tax. and Conversations between any persons associated with the Company. including termination of employment and legal action. Any Employee who improperly use or disclose trade secrets or confidential business information will be subjected to disciplinary action. vision. national origin. This policy governs all aspects of employment. compensation. including termination of employment. Non-Discrimination. Pending projects and proposals. All Employees may be required to sign a non-disclosure agreement as a condition of employment. qualifications. Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their Superior. and prepared for the role in his/her new position. 4. the following examples: Compensation data. Employees can raise concerns and make reports without fear of reprisal.

Shift I II III General Timings 06.00 AM to 2.7 Probationary for New Employees.20 PM to 6. The standard workweek is Forty eight (48) hours of work. The management may at its discretion re-arrange the prescribed working days and hours depending on operational needs. except for Holidays.20 PM 2.m. During the period of probation.00 AM 9. For Managerial Staffs the notice time during probationary period is one month.00 a. Probationary Employees are expected to meet and maintain the Company standards for job performance and behavior (See Section 5. However. no leave will be granted. Upon satisfactory completion of the probationary period.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 . During this probationary period.11 4. 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.30 p.20 AM to 10.8 Office Hours/Shift Timings. The shifts of such employees will be decided after deliberation by the management which will be binding on all employees. a review will be given. 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.00 AM to 5. For Management. Mondays through Saturday. The Company’s office hours are from 9. to 5. During this time. 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. 4. Requests for change of shifts will be considered only if appropriate slots are available without compromising on the quality of the work concerned.m.20 PM 10. the leave applicable to the employee for the probation duration will be accounted for on completion of such period. The specific probationary period shall be stated in the Letter of Appointment. Code of Conduct). Executive & Administrative Categories 2nd & 4th Saturdays will be holidays.

4.9 Lunch Periods. 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. Employees who do not adhere to the break policy will be subject to disciplinary action. Employee personal files include the following: job application form. he/she must notify his/her direct Superior to discuss time away from work and make provisions as necessary. and mentoring.13. Employees are allowed a half hour lunch break. (d) Change in marital status.9.11 Personnel Files. 12 4. (b) Residential address.30pm on a staggered schedule (approved by Management) so that the company remains operational during the lunch hour. (e) Income tax number. Lunch breaks are generally taken between the hours of 12. coaching. 4. With reasonable advance notice. The Company does not provide any break for Employees during office hours except for the above outlined lunch period as in Section 4. Breakfast during the office hours is also not allowed.12 Personnel Data Changes. copy of the acknowledgement letter of submission of original certificates.Rotation of shift shall be normally at the end of every week. 4. If an Employee have unexpected personal business to take care of. records of participation in training events. Prior approval from a Superior or Manager is necessary for such a break.30pm and 2. records of disciplinary action and documents related to Employee performance reviews. after confirmation of service. Only management personnel of the Company who have a legitimate reason to review the file are allowed to do so. An Employee’s personal data should be accurate and current at all times. (c) Telephone numbers. and (g) Individuals to be contacted in the event of an emergency. 4. 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. Personnel files are the property of the Company. the Employee may review his/her personnel file in Company’s office and in the presence of their Superior or Personnel Department Representative. and access to the information is restricted. Employees who wish to review their own file should contact their Superior or Personnel Department. Personal business shall be conducted on the Employee’s own time. salary history. (f) Name and number of dependents. Superiors may conduct informal performance reviews and planning sessions more often . Superiors shall conduct formal performance reviews and planning sessions with all full-time and parttime Employees at least once every financial year. Tea breaks and coffee breaks are as such not allowed. resume. if so required. Employee Performance Review and Planning Sessions.10 Break Periods.

a written warning.16 Employment Termination. Performance reviews and planning sessions are designed for the Superior and the Employee to discuss his/her current job tasks and areas of improvement. the circumstances surrounding the matter. That is. the action taken in response to a rule infraction or violation of standards. 4. and participate in them fully. The Employee’s performance review and planning sessions will have a direct effect on any changes in his/her compensation. the Employee’s Departmental Manager shall take corrective action. encourage and recognize attributes. Employee and Superior discuss 13 ways in which the Employee can accomplish goals or learn new skills. In deciding which initial corrective action would be appropriate. When an Employee deviates from these rules and standards. 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. skills. After the initial review. . The usual sequence of corrective actions includes an oral warning. the Employee will be reviewed yearly. Corrective action shall be progressive. 4. New Employees will be reviewed at the end of their probationary periods. Employees are expected to adhere strictly to the work rules and code of conduct . 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. Together. and many of the reasons for termination are routine. and finally termination of employment. 4. Outside Employment. purposeful approaches for meeting work-related goals.if they so require. Layoff – involuntary employment termination initiated by the Company for nondisciplinary reasons. it is important to prepare for these reviews carefully. and discuss positive. Termination of employment is an inevitable part of personnel activity within any organization. will be subject to the Company’s disciplinary action or termination of employment.14. For this reason among others. typically follows a pattern increasing in seriousness until the infraction or violation is corrected.15 Corrective Action. probation. and the Employee’s previous record. and areas for improvement. Termination – involuntary employment termination initiated by the Company. the Departmental Manager will consider the seriousness of the infraction. The Company directly links wage and salary increases with performance of work. The planning sessions are designed for the Employee and his/her Superior to make and agree on new goals. Unless otherwise approved by the Company. Employees engaged in alternative work (part time or full time).

If the deduction from the Employees’s final cheque is insufficient. These include but are not limited to: theft in any form. Though committed to a progressive approach to corrective action. the Employee is required to settle the outstanding before leaving the Company.7. certain rule infractions and violations of standards are grounds for immediate termination of employment. at any time he or she is. of any. or found guilty of misconduct or of willful and persistent disobedience or fail to perform diligently duties assigned.14 When a confirmed Employee intends to terminate his/her employment. The cost of replacing non-returned items will be deducted from the Employee’s final pay cheque. or an Employee. and misrepresentations of the Company to a contractor/supplier. 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. untruthfulness about personal work history. 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. attaining the age of 58 years Employees are required to retire from service on . in the opinion of the management detrimental to the interest of the company. No final settlement of an Employee’s pay will be made until all items are returned in appropriate condition and payment in lieu. a prospective customer. However once a notice is given. please refer to section 4.inadequate care of company equipment. keys. records. any outstanding financial obligations owed to the Company will also be deducted from the Employee’s final cheque. he/she shall give the Company a written notice in accordance with the appointment letter. and any other materials that are property of the Company to immediate Superior. is fully settled and a no dues certificate is issued by the accounts and personnel dept. An employee is liable to be summarily dismissed if. or training. Any Employee who terminates employment shall return all files. skills. For Employees under probation.17 Summary Dismissal – Misconduct. vandalism or destruction of Company property . All accrued vested benefits that are due and payable at termination will be paid. 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.18 Age of Retirement. the general public. 4. the use of Company equipment and/or Company vehicles without prior authorization from Management. divulging Company business practices. 4. Furthermore. insubordinate behavior.

4.21. including pregnancy. should notify their Superior. 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. 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. 4.20 Health-Related Issues. If it is necessary for the Employee to be seen by the doctor or go to the company. Employees who become aware of any health-related issue. If an emergency arises requiring Emergency Medical Services to evaluate the injury/medically unfitness of an Employee on-site. Employee Requiring Medical Attention. Employees should notify their Superior and/or Departmental Manager and/or Personnel Department. and/or Departmental Manager. . a family member shall be called to transport the Employee to the appropriate facility. A leave of absence may be granted on a case-by-case basis. An Employee suffering from serious infectious and contagious disease such as Hepatitis. Tuberculosis. and Personnel Department of health status. In the event an Employee requires medical attention. A physician’s “return to work” notice may be required. Employees must report any unsafe conditions to their superior. shall immediately report such infection to Management. Each employee is expected to obey safety rules and is exercise caution and common sense in all work activities. Furthermore. The doctor’s note should specify whether the Employee is able to perform regular duties as outlined in his/her job description. 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. whether seriously injured or becoming sudden ill while at work. the Employee will be responsible for any transportation charges. If the need arises for a leave of absence. A written “permission to work” from the Employee’s doctor may be required at the time or shortly after notice has been given.15 4. the Employee’s personal physician or family member shall be notified immediately. Employees shall not be responsible for transportation of another Employee due to liabilities that may occur.19 Safety. Aids.

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. The Employee will be held responsible for any loss or damage to these portable properties. . Employees must immediately report any unsafe conditions to their Superior. The Company’s office space.25. Laptop. may be subject to disciplinary action including termination of employment. The last Employee. Employees who are not authorized to the issued keys are not allowed to duplicate the office keys. Supplies. cause hazardous or dangerous situations. All Employees are responsible for their own personal belongings and properties left at the office. Building Security. In the case of an accident that results in injury. 4. or where appropriate. Video Projector. remedy such situations. and/or manager (See Section 4. materials and other properties shall be used only for PPPP business. Employee Requiring Medical Attention). Employee who uses the Company’s portable property such as Mobile Phones. These Employees will sign a Register kept for the purpose upon receiving the key. 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. Company Property.16 4. 4. Employees should notify their Superior. Employees who violate safety standards.21.24. Personal Belongings. Cost of replacement or repair will be borne by the Employee. or fail to report. or a designated Employee. equipment.22. Each Employee is expected to obey safety rules and exercise caution and common sense in all work activities. Where applicable. Expenditures. Actions shall be taken against anyone who breaks the rules. the Employee shall ensure that the alarm system is armed and air-conditioners are set on appropriate evening and/or weekend setting. regardless of how insignificant the injury may appear. Camera and Video Camera are responsible for the safekeeping of these equipments. Obligating the Company. 4.23. The Company assumes no liabilities for any loss or damage to personal belongings and property. All Employees who are issued keys to the office are responsible for their safekeeping.

visitors. protects confidential information. All visitors must enter through the main reception area. Employee in countries outside India will have to abide by the respective country’s immigration law. 4. The visitors must not wander around the office unaccompanied. and avoids potential distractions and disturbances. Employees will receive official notification from Management. safeguards Employee welfare.26. or power failures can disrupt Company operations. fires. The decision to close the office will be made by the Management of PPPP.27. Where applicable. When the decision is made to close the office. Restricting unauthorized visitors helps ensure security. . Authorized visitors will be escorted to their destination and must be accompanied by an Employee at all times. 4. To provide for the safety and security of Employees. Inclement Weather and Emergency. Immigration Law Compliance. accompanied by the staff who is playing host to the visitor. 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. decreases insurance liability. The discretion to compensate such loss of man hours wholly or partly will be of the Management of PPPP. Visitors in the Workplace. and the Company’s facilities.17 4.28. only authorized visitors are allowed in the workplace. emergencies such as severe weather. At times.

If an Employee is unable to report for work for any reason. In addition. transfer.e. Using Company equipment for purposes other than business (i. This means being in the office. The Superior is then responsible to inform Personnel Department. Absenteeism and tardiness places a burden on other Employees and on the Company. or use of alcohol or medically illegal drugs in the workplace . Working under the influence of alcohol or medically illegal drugs . Smoking in the workplace is permitted is designated areas . he/she shall notify his/her Superior before 08. Sexual or other unlawful or unwelcome harassment . Code of Conduct. Offering and accepting bribes. Employees are expected to follow the rules and code of conduct faithfully in doing their own jobs and conducting the Company’s business. whichever is earlier. up to and including termination of employment (See Section 4.00am of that day or two hours prior to reporting to duty. Unauthorized disclosure of business “secrets” or confidential information. sale. While not intended to list all the forms of behavior that are considered unacceptable in the workplace. at their starting time each day (See Section 4. or other Company-owned equipment . Insubordination or other disrespectful conduct.1 Attendance/ Punctuality. playing games on computers or personal Internet usage). Possession. Theft or inappropriate removal or possession of property. Violation of personnel policies. 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. Corrective Action). Negligence or improper conduct leading to damage of Company-owned or customer-owned property.15. notify his/her Superior at least one(1) working day in advance. Fighting or threatening violence in the workplace.18 SECTION 5 . Violation of safety or health rules. distribution. Excessive absenteeism or any absence without notice . and the Company regards them seriously. 5. disciplinary action may be required. It is not acceptable to leave a message on a Superior's voice mail or through another Employee except in extreme emergencies. The Employee is responsible for speaking directly with his/her Superior about his/her absence. ready to work. Any Employee who deviates from these rules and conduct will be subject to corrective action. All Employees are urged to become familiar with these rules and code of conduct. Office Hours). . The work rules and code of conduct are very important. Unauthorized use of telephones. Should undue tardiness become apparent. This is to ensure that Employee gets permission to enter office premises and also to attract assistance from other Employees. including termination of employment. kickbacks and other illegal payments.8. All Employees are expected to be regular and punctual in attendance. the following are examples of rule infractions or misconduct that may result in disciplinary action. Boisterous or disruptive activity in the workplace.

Use of the Internet must not disrupt operation of the Company computer network. Personal usage during business hours is discouraged except for extreme emergencies. including Sexual Harassment. If an Employee is found to be deviating from this policy. If an Employee becomes ill while at work or must leave the office for some other reason before the end of the workday. Employees are allowed use of the Internet and e-mail when necessary to serve our customers and conduct the Company’s business. or know of another Employee who has. jokes. report it immediately. All personal telephone calls should be kept brief to avoid congestion on the telephone line. 5. . race. The Company is committed to providing a work environment that is free of discrimination and unlawful harassment. ethnicity.19 5. he/she shall inform his/her Superior of the situation who will then inform Personnel Department. 5. age. Use of the Internet must not interfere with an Employee's productivity. If an Employee believes that he/she have been the victim of harassment. it will be assumed after two consecutive days of absence that the Employee has breached the contract of employment. 5. If the Employee does not report for work and the Company is not notified of his/her status. and to help other Employees to continue work in his/her absence.5 Internet Use. 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.4 Telephone Use. The Company reserves the right to access and monitor all files and messages on its systems. he/she will be subject to disciplinary action (See Section 4. Corrective Action). Employees are responsible for using the Internet in a manner that is ethical and lawful. Employees must inform family members and friends to limit personal telephone calls during working hours. religion. words.15. Employees may use e-mail when appropriate for Company business correspondence. Internet messages are public and not private. This will allow the Company to arrange for temporary coverage of the Employee’s duties.2 Absence without Notice. or any other legally protected characteristic will not be tolerated. The Company’s telecommunication facilitiies are intended for the use of serving the Company customers and in conducting the Company’s business. Actions. the Employee shall notify his/her Superior. or comments based on an individual’s sex. When an Employee is unable to work owing to illness or an accident. Employees can raise concerns and make reports without fear of reprisal.3 Harassment. To respect the rights of all Employees and avoid miscommunication in the office.

Safety). their workstations are left clean and tidy.g. where necessary. on its own. a professional appearance is especially important for those Employees who at any time come in contact with clients and/or potential customers.7 Dress Code. The floor of every workroom shall be cleaned at least once in every week by washing. 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. Please use good judgment and good taste. and disposed of in a suitable manner. In addition. Obviously. using disinfectant. Factory premises shall be kept clean and free from effluvia arising from any drain. 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. 5. Employees are not allowed to use Company’s computer system to download or install illegal or unauthorized programs. software or data. Employee is to be dressed appropriately for the type of business and the Employee’s position in particular. low-cut. revealing and extremely tight fitting). Clothing should not be provocative (e.19. the person operating the particular computer will be held responsible for the lapse and necessary disciplinary action will be initiated against him/her. open-toed shoes/sandals).9 Office Cleanliness.g. privy or other nuisance. 5. certain requirements must be observed. While the Company do not wish to limit the Employee's expressions of taste and individuality.20 5. or by some other effective method. In case it is found that any illegal software has been downloaded in any system. people do judge the Employee as the organization. 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. Extremely casual dressing is generally not considered appropriate for work.8 Tobacco Products. The Employee’s clothing should not be hazardous to his/her own safety (e. 5. . Management considers the following examples. based in part of the Employee’s appearance.6 Usage of Illegal Software. Pedal pushers and T – shirts. 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. Short mini skirts. Employees must follow all rules posted in designated smoking areas and adhere to all policies associated with this policy (See Section 4. remembering rightly or wrongly. The use of tobacco products is not permitted anywhere in the Company’s premises except in authorized and designated locations. as inappropriate working attire : -strap outfits. Tank tops or revealing blouses.

Working while under the influence of prescription drugs that impair performance is prohibited. . • Using. Though adequate water will be provided to the employees. all employees should observe basic safety precautions while moving inside the premises and any violation of Safety aspects will be seriously viewed. The rules apply during working hours to all Employees while they are on the Company’s premises or elsewhere on official business. 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. Being under the influence of medically illegal drugs. probationary and temporary Employees. In keeping with this commitment. distribution. the following rules regarding alcohol and drugs of abuse have been established for all Employees. It is the responsibility of each employee to save Power and Water. All machineries. or in an impaired condition. purchasing. or storing an illegal drug or drug paraphernalia. while in the course of employment. Effective arrangements shall be made for the treatment of wastes. 5. 5. Prior to leaving their work place. including both regular full time. selling. alcohol. Earth and other substances. conducting Company business or being on Company property while under the influence of an illegal drug or alcohol. All norms as prescribed by Pollution Control Department will be strictly adhered to.10 Substance Abuse. manufacturing. sale.12 Safety Precautions. 5. possession. pledge to preserve the environment and undertake not to involve ourselves in any activities that may pollute the Air. each individual should ensure that all switches are put off. any of the following actions constitutes a violation of the Company’s policy on drugs and may subject an Employee to disciplinary action. regardless of rank or position.11 Power/Water Saving. We have borrowed this world from our children and it has to be returned to them without causing any damage to the environment. or attempting to/or assisting another to do so.13 Protection of Environment. up to and including immediate termination. We in XYX XYZ XXUU XIXUX Pvt Ltd. or substances of abuse on the Company’s property is prohibited. lights and electrical installations will be switched off when not in use. The Company is committed to providing a safe and productive workplace for its Employees. • Working or reporting to work. or purchase of controlled substances of abuse on the Company’s property is prohibited. The manufacture. However. 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. Consistent with the rules listed above.. transferring.21 5.

prejudicing or affecting in any way whatsoever whether directly or indirectly the business dealings or relationship of the gift giver with the company. Any employees in doubt as to the nature or purpose of the gift or favor must consult the HR Manager who will decide.1. representative. For the purpose of this section. Influencing any present or future act decision by that employee. Gift or Favor.14.14.14. Gifts which cannot be accepted by the employee will be:(i) returned to the donor. benefiting. 5. Inducing such employee to use or direct any other person to use his influence with a government. 5. divisions or agencies to affect or influence any act or decision of any such government.2. 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. either in consultation with or through his own accord. for the purposes of expediting.14.22 5. suppliers. the course of action in respect of such gift or favor. clients/customers. 5. Inducing such employee to perform or omit any act in violation of his proper duties and responsibilities.5.4. the company will retain the same for distribution to recognized charitable organizations. or any of its representatives. Employees are required to report to their respective Head of Department on all gifts or favors received which exceed the above nominal value. .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. in such circumstances where it is customary to do so. However. or any other party having business dealings with the company.3. or (ii) if such return is not possible or impracticable.14. division or agency and in any or all of the above cases. 5. “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).

S2. Fitters. experience. nature of work and performance. A detailed instruction in this regard will be issued separately. Wage and Salaries Policies Basic Pay Scales 6. E2. Employees like Welders. 6. All professional and management graduates appointed in managerial posts will be placed in Grades M1. bonus. the monthly Basic Pay/Dearness Allowance payable per month shall be divided by 30. Managerial Designatories. 6. the daily rate so arrived at shall be divided by 8.1.2 Salary. Administrative Assistants. 6. Painters.1.5 Skilled Employees. 6.1 Employees will be placed into following categories/subcategories with reference to their qualification. Helpers etc and office Boys. S3. 6. T3 & T4 in accordance with their qualification and technical expertise. 6. For the purpose of computation/deduction of daily rate. 6. A2.23 SECTION 6 . M2. It also refers to the basic pay.1.3 Administrative Employees. Secretaries. T2. Drivers will be placed in grades S1.1. Specialized category of employees in executive appointments will be graded as E1. 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.2 Executive Cadre. Salary means the amount of monthly basic remuneration paid by the company for services rendered solely to the company by the staff. For the purpose of computation of the hourly rate. Individuals holding a Diploma from recognized Institute will be placed in Grades T1. Data Entry operators possessing degree from a recognized university will be in Grades A1.1.1.4 Technicians.3 Computation of Daily and Hourly Rates. . S4 & S5. A3 & A4. M3 & M4. E3 & E4. subsidies or any other benefits in kind. Machine Operators.

5 Lumpsum Payment. the Company is not obliged to grant “cost of living” increases. Unauthorized overtime work will not be compensated. a Lump sum payment as decided by the management will be disbursed based on their valuable contribution rendered to the company. or based on a recent reassignment.13.24 6. and ability to meet or exceed duties per job description and achieve performance goals. 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. Overtime is calculated for all hours worked over 48 hours per week . 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. Time off on personal time. Increment will be granted to confirmed employees of the Company each year on 1st April subject to the efficiency in work. attendance and conduct being found satisfactory. Such reviews may be conducted more frequently for a newly created position. holidays. All overtime work performed by an hourly Employee must receive Management’s prior approval. overtime pay may be provided to the employee at the same rate as the double of normal daily or hourly rate of the employee.4 Annual Increment. or any leave of absence will not be considered hours worked when calculating overtime. 6. In addition. Employee Performance Review and Planning Session). vacation time does not constitute hours worked. 6. To certain employees. In case the management is unable to provide the day off for any specified reason. . The Superior's signature on a timesheet authorizes compensation for overtime hours worked. Although the Company’s salary ranges and hourly wage schedules will be adjusted on an ongoing basis. This session shall be conducted at the end of the financial year. Increments will be determined on the basis of performance. Overtime payment is provided to employees whose Basic salary is less than Rs ___________ .6 Overtime. Any Employee so notified shall not refuse to work overtime except for reasons acceptable to the Management. Performance is the key to wage increments in the Company. . adherence to Company policies and procedures. 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. Lump sum payment is not a right and is prerogative of the management to identify and award lump sum payment to an employee. Overtime worked without prior approval from the Superior will result in no compensation for overtime worked. Full-time Employees may be required to work overtime at any time and on any day to meet exigencies of service.

Bonus may be paid according to performance of the permanent full time confirmed Employee and Company at the sole discretion of the Management. Bonus is only declared after Company’s financial year-end.25 6. employees within the coverage of the “Payment of Bonus Act” will be paid bonus as per the statutory requirements. usually on the 3rd day of the subsequent month. instalments towards loans and advances and other mandatory contributions. Unpaid leave is considered as non-active employment period and will be excluded for the purpose of bonus calculation. However. For certain category of employees the salary will be given in cash as decided by the Management. All Employees shall be paid monthly on a scheduled payday. Employees shall receive pay on the next day of operation. Employees dismissed on disciplinary reasons will not be entitled to bonus payment. The salary is credited into respective Employees accounts at ICICI Bank after deduction of Tax. .8 Bonus/Ex-Gratia. in the event of a change in the Company’s bankers. 6.7 Paydays. 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. In the event that a regularly scheduled payday falls on a weekend or holiday. Employees shall be notified. Payment of bonus is the discretion of the Management. The Company pays Employees by way of a direct credit into the Employee’s bank accounts with ICICI Bank.

The applicability of Local Conveyance Allowance within duty station as well outstation station is as follows:- Car Two Wheeler Rs. Expenses incurred by an Employee must have prior approval by a Superior. 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. 5. traveling and miscellaneous expenditure made for official duty. Employees are eligible to claim reimbursements for expenses only if it is stated in their Letter of Appointment. 3.26 SECTION 7 . Reimbursement claim supported with tour notes must have approval from his/her Superior and/or Departmental Manager prior to submitting to Finance Department. Expenses incurred over and above the ceiling will be payable by the employee. 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. All completed reimbursement request forms should be submitted before the end of the 25th day of the month. An Employee who is on maternity leave is not entitled to claim reimbursable expenses such as traveling. Local Conveyance Allowance. 7. 7. mobile phones have been issued by the Company with a ceiling limit for talk time.50 per KM Rs. 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. Expenses Reimbursement Policies 7. For certain Employees who are eligible to claim for reimbursement of mobile phone usage. parking incurred during the maternity leave period. 7. For certain employees.3 Transportation Expenses. entertainment.1 Expenses Reimbursement.00 per KM . Reimbursements will be paid to the Employee in the following month along with his salary. and any approved out-of-pocket expenses.4. Examples of items qualifying for reimbursements are monthly mobile phone expenses.2 Mobile Phone. Certain Employees are entitled to claim traveling expenses as per the rates as mentioned in separate orders issued time to time.

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. Daily Allowance. General Manager and above can travel by business class. However. Foreign Exchange. Obtaining foreign travel documents shall be the responsibility of the person who is undertaking foreign travel. No reimbursement will be made of the airport taxes paid outside India from the foreign exchange. Foreign Travel Rules. the office and the authorised travel agent of the office shall extend all assistance in this regard to those undertaking foreign travel. However.4.1. Airport Tax. Though the laid down rules will be adhered to in all conditions. if the continuous travel involves more than seven hours. where foreign hospitality is provided in full.3.6. However. The daily allowance applicable to various category of employess will be notified through office order issued at frequent intervals. 7. Foreign Travel Documents. Where the vehicle is a motorcycle or a commercial vehicle. the Management reserves the right to alter the rules under exceptional cases which shall be communicated to concerned parties. 7.27 7. The airport tax paid in Indian rupees will be reimbursed by the company. An Employee using the Company's vehicle shall not be given any fuel allowance. These rules will apply to all those who undertake travel abroad for and on behalf of PPPP. admissible DA will be 25% of the full daily rate and where lodging only is provided. the admissible DA will be 50% of the full daily rate.6. However. The Company shall bear costs of fuel (subject to an approved limit) and maintenance for the vehicle.2. Exchange will be purchased by PPPP from authorized agents which will need production of passport and passage ticket. 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. the said vehicles shall be kept at the office premises after office hours.6. 7. In case the person traveling requires more currency. 7. . 7.6.5 Travel Reimbursements.6. 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. Foreign travel will normally be undertaken in economy class only. The cost of these documents including the visa fees incurred in India will be reimbursed by the company. the payment will be settled by him/her.

7. Tour Report.8 Parking.28 7. a report about the visit will be submitted at the earliest and not later than one week for follow-up action. . The Company does not provide parking facilities for the Employees with the exception of certain Employees. 7. This provision of parking facility is at the sole discretion of the Management. On return from any outstation tour.

Medical Allowance will be provided to employees as mentioned in the Letter of Appointment. The Company offers Mediclaim insurance programs for certain Employees (as determined by the carrier of the policies). 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. 8. 8. The company will contribute the statutory contribution for the benefit of employees. Benefits and Services 8. Families of employees are not covered under Mediclaim Insurance. applicable in different locations of the country. Salary means the last drawn salary. where the employees are employed. Employees are encouraged to find alternative coverage should the individual Employee feels that the coverage is insufficient. THE COMPANY offers ESI Facility to its Employees who are within the range of coverage.1 Medical Benefits. 8. Professional tax will be deducted and remitted as per the taxation schedules based on gross salaries.2 Mediclaim Insurance. The Company does not subscribe for its Employees any Hospitalization coverage. 8.4 Tax Deduction at Source. 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 .29 SECTION 8 . Detail information on coverage is available on request from the Personnel Department.6 Employees Provident Fund.3 Hospitalization Scheme. 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.5 Professional Tax. . 8.

For the purposes of calculation the commencement date shall be ____________ or Employee's date of commencement of employment whichever the later. In calculating leave. An Employee who has been in continuous dedicated and satisfactory service for not less than 5 years and/or who:. For calculation of privilege leave. However. prefix or suffix holidays will not be treated as days of privilege leave availed. shall be eligible for the payment for a gratuity. Privilege leave cannot be availed more than 5 times in a year. (This will be at the discretion of the Management). 1972. he will be permitted to encash a part of his accumulated leave on his making an application for encashment on the following conditions: . Application for privilege leave shall normally be made at least one week in advance of availing leave. Privilege leave cannot be converted into or combined with any other type of leave. When an employee proceeds on Privilege Leave. or c) Whose service is terminated owing to ill-health on the recommendation of any authorized medical authority and/or owing to redundancy.8. if period of privilege leave is two weeks and more.7 Employees Gratuity.1 Privileged Leave. Gratuity will be paid in accordance with Payment of Gratuity Act. The Gratuity Scheme shall be effective from ____________. 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. For the purpose of gratuity.a) Dies while in service.8 Vacation/ Leave. 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. or b) Retires from service at the age of 55. other than sick leave in case of genuine needs. either prefix or suffix can be allowed as holiday and not both. fraction of a year's service shall be computed proportionately.30 8. 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. All Employees can accumulate privilege leave upto a maximum of 300 days. 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.

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. or quitting and where the worker is superannuated or dies while in service. maternity leave for any number of days not exceeding twelve weeks. he or his heir or nominee. such leave (leave refused) shall be carried forward to next year without any limit. and (c) the leave earned in the year prior to that in which the leave is enjoyed. dismissal. who has applied for leave with wages but has not been given by the management due to any exigencies of service. Where the worker is discharged or dismissed or quits employment. If a worker does not in any one calendar year take the whole of the leave allowed to him. even if he had not worked for the entire period specified therein making him eligible to avail of such leave. such payment shall be made before the expiry of the second working day from the date of such discharge. quitting of employment. 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. For the purpose of calculation. The number of days leave encashment will be debited to the employees leave account. superannuation or death calculated at the rates specified above. After encashment. 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. Employees who have completed one year of continuous service shall be entitled to privilege leave of 30 days. dismissal.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. during the course of the calendar year. (a) any days of lay-off. before the expiry of two months from the date of such superannuation or death. (b) in the case of a female worker. shall be entitled to wages in lieu of the quantum of leave to which he was entitled immediately before his discharge. the employee must have a minimum balance of 15days leave to his credit. Encashment will be permitted once in a calendar year. as the case may be. by agreement or contract or as permissible under the standing orders. to take all the leave or any portion thereof allowable to him during the calendar year : . If a worker is discharged or dismissed from service or quits his employment or is superannuated or dies while in service. but shall not earn leave for these days. 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.

3 Sick Leave. Sick leave can neither be combined with casual leave nor encashed. The casual leave is non-accumulative. Every confirmed employee will be allowed 4 days sick on full pay in a calendar year. However. the employee should inform his/her Superior before 10. 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.(1) month leave based on a certificate issued by a certified medical practitioner as required by the Maternity Benefits Act 1961. While calculating casual leave.5 Paternity leave. unavailed full day casual leave will be added to the privilege leave in the following year. A male confirmed Employee shall be entitled to one day's leave on the birth of a child by his legal wife. Employees can avail half day casual leave for first half or second half of the shift with prior permission. This is only applicable for up to Two (2) children in the family. Not more than two days of CL can be taken at a time.4 Maternity Leave. Employees who join service during the year will be entitled only to the proportionate sick leave after their confirmation into Company’s service.00 am on the same day. However.8. Every confirmed employee will be allowed 8 days casual leave on full pay in a calendar year. According to the provisions.8. The Superior is then responsible to inform Personnel Department. and from a Registered Medical Practitioner in the case of Non ESI employees.32 8.8. 8.8. 8. A formal application will be submitted to the department head at least 30 days in advance.2 Casual Leave. Employees covered by ESI will get benefits as per ESI scheme. . Granting of Sick Leave will be at the sole discretion of the Management. 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. 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. This is only applicable for only the first delivery. a staff may apply for an additional one. 8. or in force.

00 am on the same day.6 Emergency Leave. Emergency leave can be rejected at the discretion of the Supervisor. 8. 8. It is expected that all employees observe strict discipline inside the canteen and maintain cleanliness. 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. coffee/tea will be served at their table and executives/administrative staffs will go to the vending machines to get their coffee/tea.8 Leave Travel Allowance. Emergency leave(s) taken by staff who is ill be deducted from his/her annual leave.7 Conveyance. However. .6. he/she should inform the Superior before 08. The Company does not guarantee conveyance of employees from their residence to the factory/office. Certain employees may be provided with the conveyance facility at the discretion of management. Coffee/Tea will be provided to technical/skilled employees at their workplace and duration of Coffee/Tea breaks will be five minutes.33 8. Regular breaks from daily work make everyone more productive. For managerial staffs. All Employees are to make the most of their vacation time. if he/she misses their vehicle. The food/snacks may be provided free of cost or in subsidized rate as decided by the management. 8. PPPP may offer Employees the option of taking the monetary equivalent of their earned vacation days at their regular daily rate. It is not acceptable to leave a message on Superior's voice mail except in extreme emergencies. pick up/drop may not be from/to the doorstep of the residence of the employee.6. 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. The employee should ensure that he/she reaches the place of boarding within prescribed timing and no alternative vehicle/facility will be provided. Should any Employee be unable to report to work on grounds of emergency.7 Payment in lieu of Vacation/Leave. In case the conveyance is provided. because circumstances may not always permit everyone to take vacation time when it is requested.8 Food/Snacks. a follow-up call must be made later. 8. 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. Separate orders will be issued on claiming LTA. In the case of having a voice mail message. but from few central points as notified from time to time. The management at its own discretion may or may not provide food to employees. at the discretion of Management. The Employee is responsible to inform directly to the Superior about the nature of the emergency leave. The Superior is then responsible to inform Personnel Department.6.

8. Office Boys. the Company reserves the right to impose a bond for the Employee for specific training and professional program to a maximum of three years. Notification to this effect will be placed in Bulletin Board.1 Uniforms. Independence day.11 Training and Professional Development. Apart from these. One pair of shoes per year.12.10 Public Holidays. Each Employee is responsible for verifying his/her leave status to make sure the correct amount of leave days taken and balance is correct. The Personnel Department maintains vacation/leave days accrued and used. The company will provide uniforms/working clothes and shoes/safety shoes to Employees as follows : 8. they wear the uniforms and report to their work spot after punching in the time. PPPP observes all publicly declared national holidays i. 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. May Day. 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 recognizes the value of professional development and personal growth for Employees. 3 Sets of Terrycotton pants and Full Sleeved Shirts once in two years. Working Clothes and Safety Shoes. .12. 8. Gandhi Jayanthi and Kannada Rajyotsava day.e.34 8. It is expected that as soon as the employees enter into the factory premises. 8. Uniforms. five more festivals as decided by the Management (in accordance with local customs) will be declared as Holidays for the Company. One pair of shoes per year. Republic day. 3 Sets of Terry cotton pants and full sleeved shirts once in two years. Therefore. Drivers.9 Record Keeping. Where applicable.

12.2 Working Clothes. Initial issue will be made in the month of January.35 8. For all workmen (except painters) For painters. The washing allowance will be payable only to an employee who has attended work for at least for twelve days. when due. If new replacement is required during the intervening period because of wear & tear. . The items mentioned above will be issued to the employees at 100% subsidized cost..3 New Uniforms/shoes etc.12. It is the responsibility of each employee that their uniforms/safety shoes are maintained/cleaned properly and in good repair. will be issued only in exchange of old uniforms/shoes etc. Safety Shoes 1 per year Boiler Suits 2 Nos per year Boiler suits 4 Nos per year For all workmen. 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. 8. Subsequent issues will be made generally during the month of January of each succeeding year uniformly to eligible workmen.4 Washing Allowance.12.per month will be paid to Employees who are provided with Uniforms/Working Clothes. Washing allowance at the rate of Rs 50/. Employees in receipt of washing allowance will make their own arrangements and get their uniforms washed and keep their shoes polished.

1 Board Meetings and Staff Meetings. 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. Staff meetings will be held at least two (2) times a year. Under normal working conditions. Suggestions may be sent by email to their respective Superior or Departmental Manager. 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. If the Employee and Superior cannot solve the problem.4 Procedure for Handling Complaints. 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. 9. and most satisfactory solution.2 Bulletin Boards. 9.3 Suggestion Box. quickest. These informative meetings allow Employees to be informed of recent Company activities and changes in the workplace. Employees who have a job-related problem. At this level. the Company encourages the Employee to escalate the issue upwards in the management hierarchy until the problem is resolved. Minutes of the Previous Board Meeting will be circulated at the subsequent Board Meeting. 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. Other personnel may be invited to attend on a need basis. All directors are involved in the decision making process and will have one vote each. Employee Communications 9. The Employee is responsible for reading necessary information posted on the bulletin boards. Employees usually reach the simplest. Every care will be taken to preserve the Employee’s privacy.36 SECTION 9 . question or complaint should first discuss it with their immediate Superior. 9. .

37 9. Defaulters will be subjected to disciplinary action upto the extent of termination from employment.6 Press Relations. An Employee shall convey grievances to the Management only in writing. . Employees should not give press statements or grant interviews to the press. television or radio on any matters connected with the Company. as to whether the grievances would be given due consideration or otherwise. particularly on policy matters. 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. 9.7 Videography/Photography. without the prior consent of the Management. in writing and within a reasonable time. 9. Videography/Photography will not be allowed inside the premises without any written permission from the Admin Department. The Management shall respond. establish a Board of Inquiry to review and consider the grievances.5 Grievances. The Board of Inquiry shall recommend to Management the corrective measures to be undertaken. The Management may opt to implement corrective measures immediately or at their discretion.

38 SECTION 10 . Rules and Practices. . 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. 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.1 Breach of Code of Conduct. Breaches 10. Disciplinary actions may range from verbal reprimand to immediate dismissal depending on the severity of the breach committed. An Employee who is alleged to have breached any of the code of conduct.

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