6.

SUSPENSION:
In a case where it is considered that the employee be suspended pending enquiry, the competent
authority may suspend the employee pending issues of a charge sheet or subsequent domestic
enquiry or till the final orders are passed on the enquiry case. Where criminal proceeding against
an employee in respect of any offence involving moral turpitude is pending and the competent
authority is satisfied that it is necessary/desirable to place the employee under suspension, the
competent.
SUBSISTENCE ALLOWANCE DURING SUSPENSION:
o An employee shall be paid during the period of suspension subsistence Allowance @ 50
% of the wages to which the employee was entitled to immediately preceding the date of
such suspension for the first 90 days of suspension and 75% of such wages for the
remaining period of suspension.
o The payment of subsistence Allowance to the suspended employee shall be subject to his
processing a certificate every month about his having not taken up any other employment
and his having remained at the head quarters.
7. SERVICE RECORDS:
The following service records shall be maintained in respect of an employee of MARUDHAR
MUSIC PVT. LTD
i)

personal File

ii)

service book

iii)

A.C.R file.

RESIDENTIAL ADDRESS OF EMPLOYE

An employee shall notify to the MARUDHAR MUSIC PVT. LTD immediately on engagement,
like details of his residential addresses and thereafter promptly communicate to the
MARUDHAR MUSIC PVT. LTD any change in his residential address.

ANNUAL CONFIDENTIAL REPORTS:

ACRS of employees shall be written on yearly basis (April to march) in the prescribed format.
The entries in the A.C.R of an employee shall be taken into account while deciding the case of
promotion, Proficiency step up, pre-mature increment(s) etc. The adverse remarks in the ACR of
an employee, if any, shall be communicated to him in writing. The employee to whom adverse
remarks are conveyed may make a representation for review of the adverse remarks. In this
regards the following time schedule shall be followed:-

Period of communication of adverse Within 30 days of the receipt from

remarks to the official concerned

the final accepting authority.

2. Period for receipt of representation Within thirty days from the date of
against adverse remark.

receipt of adverse remarks.

3. Final decision on the representation Within 30 days of the receipt of

on

receipt

of

comments

of comments on the representation from

reporting / reviewing/ accepting the reporting/ reviewing/ accepting

authority

authority.

NOTE I No further representation shall lie against the final decision.

NOTE-II the representation against adverse remarks received after the expiry of the stipulated
period shall be rejected straight way.
8. GRIEVANCE /REDRESSAL PROCEDURE:
Any employee having a cause for complaint about his work or working conditions shall have a
right to present a cause for investigation and consideration within two days of rising of the cause.
The procedure for the redress shall be as follows:Stage I

The employee having a cause for complaint shall in the first place, discuss it with his immediate
supervisor.
Stage II
If a satisfactory solution of his problem is not bound with six days his discussion of the
complaint, he shall approach his sectional head/ departmental head through his immediate
supervisor.
Stage-III
If the problem is not yet resolved, the aggrieved employee may request for the consideration of
his cause by the Grievance community constituted as under with intimation to the Labor-cum
conciliation officers of the areas.