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People Policies & Processes
People Policies
& Processes
HR Manual
July 01, 2013
MESSAGE
Dear colleagues,
JSW group with its phenomenal growth in recent years has become a large
conglomerate with multiple business interests across the globe. The business arms of
our group in the segments of Steel, Energy, Cement, Infrastructure Development &
Information Technology are poised for rapid growth in the coming years.
The success of JSW is attributed to its passion for excellence, core values and a highly
motivated and committed talent base. We at JSW believe in creating a global
corporation par excellence that provides exciting opportunities and a healthy
working relationship. At the same time we are committed to foster a culture and
environment that is conducive to realizing the potential of everyone irrespective of
their age, sex, religion, caste, marital status, disability etc.
In the fast changing business environment people are our key differentiator. Our aim
therefore is to have a transparent, credible and uniform people management
approach that is contemporary & forward looking. Our ‘People Policies & Processes’
have been updated to assimilate the recent acquisitions by the group while keeping
our trademark characteristics of a caring employer.
We solicit co-operation from everyone and expect people at large to champion the
core values of JSW to attain newer heights in times to come.
INDEX
POLICY NO. PARTICULARS PAGE NO.

- Introduction 1
TERMS OF EMPLOYMENT
1 Grades and Designations 3-4
2 Personal Dossier 5-6
3 Working Hours & Holidays 7-8
4 Service Conditions 9-19
5 Leave 20-27
6 Compensatory off 28
7 Conduct & Discipline 29 - 32
COMPENSATION & BENEFITS
8 Compensation & Benefits 33-35
9 House Rent Allowance 36-38
10 Conveyance Allowance 39
11 Own Your Car Scheme / Car Allowance 40-42
12 Additional Conveyance Allowance 43
13 Medical Allowance 44-45
14 Variable Pay 46-48
15 Leave Travel Allowance 49-51
16 Annual Bonus 52
17 Employee Provident Fund 53
18 Gratuity Scheme 54-55
19 Reimbursement of Telephone Expenses 56-57
20 Reimbursement of Mobile Handsets 58-59
21 Loans & Advances 60
22 Vehicle Interest Subsidy 61-62
23 Group Mediclaim 63-66
24 Group Personal Accident Insurance 67
25 Group Term Life Insurance 68
26 Domestic Transfer 69-72
27 Inland Travel 73-77
28 International Travel 78-85
INDEX
POLICY NO. PARTICULARS PAGE NO.
GENERIC
29 Sexual Harassment 86-90
30 Smoking and Substance Free Work place 91-92
31 Security 93-94
32 Appeal Process/Grievance handling 95-96
33 Long Service Award Scheme 97
34 Volunteerism 98
35 Conflict of Interest 99-100
INTRODUCTION
HR Vision
“Creating an exciting workplace that inspires superior people performance”
1. This manual will serve as a comprehensive reference guide to all People Policies
and Processes pertaining to all employees in the JSW Group.
2. The manual aims at creating transparency and perceived fairness that is core to
a credible HR function.
3. Group HR shall formulate policies in consultation with the select committee of

senior management executives, keeping in view the business needs, industry
practice and feedback/inputs from employees and finally approved by the Group
Director – Human Resources. Amendments or modifications in any of the
policies, procedures, rules etc. shall be conveyed by Group HR to the concerned
Jt. Managing Director & CEO of group companies, Unit Heads and Location
Human Resources Heads, who in turn must ensure communication to all the
concerned team members. These policies and procedures can be modified at any
time in future depending on the business exigencies.
4. It shall be the responsibility of location HR Heads in possession of the manual to

communicate and clarify policies & procedures to all their team members, to the
extent necessary and in so far as it is relevant to the concerned team members.
5. Administration & Control
5.1 The Group Human Resource department will initiate action, wherever
necessary, for introduction, amendment, and repealing of Human
Resources Policies and Procedures, in consultation with the select
committee of senior management executives.
5.2 A copy of this manual will be available with JMD & CEOs, Directors, CEOs,
Presidents and location HR Heads.
1
HR Manual People Policies & Processes
Prepared By Group Human Resources
All employees of JSW Group Companies in

Coverage
the grades L01 to L19
Reviewed By Select Committee
Approved By Group Director – Human Resources
Effective Date July 01, 2013
Proprietary document of JSW Group.

Distribution Distribution needs prior authorization
from Group HR
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Policy No 01
GRADE & DESIGNATION Current Revision No 04
Last Revision Date April 01, 2010
1. Objective
The policy outlines the various grades and designations and aims to maintain
uniformity across all companies within JSW group.
2. Scope & Applicability
All employees on the rolls of JSW Group companies in the grades L01 to L19.
3. Policy
Grade structure: The following Grades & Designations shall be used to classify
employees across group companies.
Category Sub-category Grades Designation

JMD & CEO, Director, President
Leadership Group L19
etc.
L18 Senior Vice President (SVP)
L17 Vice President (VP)
Senior Management
L16 Associate Vice President (AVP)
L15 General Manager (GM)
Managerial L14 Deputy General Manager (DGM)
L13 Assistant General Manager (AGM)
Middle Management
L12 Senior Manager (SM)
L11 Manager (M)
L10 Deputy Manager (DM)
Junior Management L09 Assistant Manager (AM)
L08 Junior Manager (JM)
L07
L06 As per local requirements
Skilled L05
Staff L04
L03
L02
Semi-skilled / Un-skilled As per local requirements
L01
Fresher - MBA/CA/CS/ICWA L8T Management Trainee (MT)
Trainees Engineering graduates L8T Graduate Engineer Trainee (GET)
Diploma Engineers L3T Diploma Engineer Trainee (DET)
3
4. Process
4.1 The external customer facing departments may choose to have

designations in line with market practices in consultation with Group
Human Resources. In all other cases the above designations shall be
followed.
4.2 The respective companies may use different designations in the grades
L01 to L07 depending on the local requirement.
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Policy No 02
PERSONAL DOSSIER Current Revision No 04
1. Objective
To record & store necessary & relevant information about individual

employees during the employment cycle with the company. All such
information shall be stored in a physical mode in the form of “Personal
Dossier”
3. Policy & Process
3.1 The location Human Resource department shall create and maintain the
personal dossier of all employees in their respective jurisdiction.
3.2 The Group HR shall maintain the personal dossiers of all employees in the
grades L15 (General Manager) and above. A copy of the same also needs
to be maintained at the respective locations.
3.3 The following documents shall be part of personal dossier:

a. Appointment letter duly accepted by the employee.
b. Reference checks documents duly signed by HR.
c. Proof in support of date of birth.
d. Joining report to record the date of joining.
e. Copies of certificates in support of educational qualification(s).
f. Relieving letter from the previous employer.
g. Employment application form capturing all details.
h. Copies of any specific agreement / bond signed between the
employee & company
i. Training / Probation evaluation form
j. Service confirmation letter
k. Annual appraisal Forms
l. Annual salary revision letters
m. Promotion letters
n. Letters issued to employee on disciplinary grounds
o. Resignation letter
p. Acceptance of resignation
q. Full & final settlement document
r. Exit interview form
3.4 All documents in the dossier to be put in a chronological order for easy
retrieval of information.
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3.5 All the personal dossiers to be kept in a sequential order and should be in
custody of the respective HR departments.
3.6 Designated persons in the HR department and respective HODs to have

access to individual dossiers.
3.7 No employee shall have access to his / her own dossier.
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Policy No 03
WORKING HOURS & HOLIDAYS Current Revision No 04
1. Objective
To provide guidelines regarding working hours, weekly offs and public holidays.
3. Policy
3.1 Core Time (Normal Business Hours): 9.30 am to 6.00 pm
3.2 Lunch Break: Location wise staggered between 12.30 pm to 2.30 pm
3.3 General shift and Weekly offs will be as per current local practice
followed at respective locations.
3.4 Shift timings are regulated by service conditions prevailing at the

respective plant locations.
3.5 Flexi Time

The provision of flexi-time is applicable to offices in Mumbai only. This
flextime does not include departments, which have shift workings. Flexi
time is allowed up to 30 minutes before / after the core time. (E.g. If an
employee reports to work at 9.00 am, he/she can leave office at 5.30 pm.
Similarly if an employee reports to work at 10.00 am, he/she can leave

office at 6.30 pm.)
3.6 Public Holidays
8 Public holidays during a calendar year are announced in advance that

are applicable to the respective locations based on the holiday list released
by respective state government. In addition to this, each employee is
eligible for 2 Restricted Holidays in a calendar year to be chosen from a
predefined list announced along with Public holidays.
4. Process
4.1 All employees are required to record their attendance at any place
designated for the purpose in their respective work locations. At branch
offices, where no electronic attendance system is available, employees will
sign the attendance registers.
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4.2 For every 4 late comings in a month, one-day leave will be adjusted. If the
employee is late due to OD or office work, he/she should get it approved
by the sanctioning authority/HOD.
4.3 Employees are required to update their leaves/OD by 22nd of every

month, failing which will amount to salary deduction.
4.4 All employees should apply their “Outdoor Duty” request in “E-HR” and get
it approved by the sanctioning authority/HOD.
4.5 All employees should apply Restricted Holidays in “E-HR” and take prior
approval before availing it.
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Policy No 04
SERVICE CONDITIONS Current Revision No 04
1. Objective
To clarify the terms and conditions of employment, for transparency and

uniformity across the JSW group.
It covers all employees on the rolls of JSW group companies in the grades L01 to
L19.
3. Definitions
3.1 Classification of Employees:
3.1.1 Probationer: A person recruited with prior work experience shall

be treated as “Probationer” till such time as specified in the
appointment letter. Services of such employees shall be confirmed
on successful completion of the probation period.
3.1.2 Trainee: A person recruited without any prior work experience and
with the objective to learn & acquire skills required for a specific job
shall be called a “Trainee”. Services of such persons shall be
confirmed on successful completion of the specified training period
and subject to the manpower plan of the company.
3.1.3 Permanent employee: A person whose services have confirmed in
writing by the company on successful completion of probation and /
or training period.
3.2 Resignation: Voluntary separation of employee
3.3 Retirement: Separation at the age of superannuation
3.4 Termination: Involuntary separation of employee
4. Policy & Process
4.1 Probation
All employees joining the services of the company will be under probation
for a period of 6 months. The services will be confirmed upon successful
completion of probation period subject to the following procedures:
4.1.1 The performance of a probationer will be evaluated in the 6th month

by the Reporting manager and concerned HOD. The concerned HR
shall forward the “Probation Evaluation Form” [Annexure I (a), (b)
or (c) as applicable to the grade] to the HOD in the first week of
the sixth month to initiate the evaluation process.
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4.1.2 The HOD should complete the process and forward the duly filled
evaluation form to the concerned HR dept by the third week of the
6th month.
4.1.3 Based on the recommendation of HOD, if the performance is found

satisfactory, the concerned HR will issue confirmation letter to the
probationer.
4.1.4 If the performance is found unsatisfactory, the probation period may

be initially extended by 3 months and further extended by another 3
months. The extension letter will be issued to the probationer by the
concerned HR.
4.1.5 If the performance does not reflect any significant improvement

even after 6 months extension, the concerned HR shall recommend
for cessation of services of the employee to the concerned JMD &
CEO/Director.
4.2 Training
Employees joining the services of the company as Trainee will be under

training period for 1 year. Depending on the company’s needs and
manpower plan, the services may be confirmed upon successful completion
of training period subject to the following procedures:
4.2.1 The Trainee will undergo half yearly and yearly evaluation in the 6th
and 12th month by the Reporting manager and concerned HOD. The
concerned HR dept shall forward the “Trainee Evaluation Form”
(Annexure II) to the HOD in the first week of the 6th month & 12th
month to initiate the evaluation process.
4.2.2 During the half yearly evaluation/review, trainees will be given

feedback pertaining to their learning and areas of improvement.
4.2.3 Based on the overall performance during training period and

recommendation of HOD, the services of the trainee shall be
confirmed.
4.2.4 Training period can be initially extended for 3 months and further
extended by another 3 months if the trainee’s performance during
the successive reviews has not exhibited any significant
improvement. The extension letter will be issued to the probationer
by the concerned HR.
4.2.5 If the performance does not reflect any significant improvement

even after 6 months extension, the concerned HR shall recommend
for cessation of services of the trainee to the concerned JMD &
CEO/Director.
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4.3 Resignation
4.3.1 Resignations of GM & above will be accepted by the concerned JMD

& CEO/Director. Resignations up to DGM level will be accepted by
the concerned HOD. The resignation letter along with comments will
be forwarded to the concerned HR for doing the needful.
4.3.2 Notice Period: The services can be terminated from either side by
giving one month’s notice applicable to all employees including
Trainees and Probationers. However in certain exigencies, the
employee may be relieved earlier on request with the approval of
HOD by recovering basic pay in lieu of notice period from full & final
settlement. The concerned JMD & CEO / Head - Group HR may, at
their sole discretion, relieve the employee before the completion of
notice period by paying basic salary in lieu of notice period.
However the decision of the company in this regard will be final.
4.3.3 HR shall initiate the exit formalities and issue exit interview form
(Annexure IV), clearance certificate (Annexure V), PF withdrawal
form and gratuity form (if applicable) to the employee at least 7
days before the last working day to enable smooth separation by the
last working day.
4.3.4 The employee should submit the duly completed forms along with
clearance certificate to HR at least 3 days prior to the relieving date.
The clearance would be against all particulars as mentioned in the
clearance certificate. The relieving letter and service certificate shall
be issued on the last working day.
4.3.5 Efforts will be made to complete full & final settlement of the
employee on the relieving date itself. Pro rata LTA, medical, bonus,
leave encashment if any will be made a part of the final settlement
dues. Unavailed sick leave due to employee will be added to
privilege leave account for full and final settlement. However in case
where the employee’s outstanding bills / liabilities are to be
accounted for, the same will be settled within a month’s time from
the date of relieving.
4.3.6 Exit interviews should be conducted and appropriate reasons

recorded in writing for all employees leaving the services of the
company due to resignation facilitated by local HR Head with HOD
or Unit Head depending on the level of the employee voluntarily
separating from the company.
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4.4 Retirement
4.4.1 The retirement age of employees will be as given below:
Level Retirement Age

Whole Time Director of a 62 years
listed company
DGM & Above 60 years
AGM & below 58 years
4.4.2 The date of retirement of an employee will be the last day of month
of his / her birth.
4.4.3 The respective HR Head will serve the retirement intimation to the
employee three months prior to the date of retirement. Requests for
extension of service beyond retirement age in future will not be
entertained.
4.5 Termination
4.5.1 Termination of services of any employee must be approved by the

JMD & CEO /Director, as the case may be.
4.5.2 Termination or involuntary separation of an employee shall only be

done, in case he / she has committed the following:
Financial irregularities
Physical manhandling
Sexual Harassment
Any other serious act / breach of duties which adversely
affects the business interest and image of the company.
4.5.3 Termination of services of an employee can only be affected, when

the company has sufficient objective evidence of the above
misconducts.
4.5.4 On receipt of such information, the company will constitute an

enquiry committee (at least a 2 member committee) to further
investigate / examine the case and report the findings. The final
decision of termination of an employee will be taken by the
concerned JMD & CEO/Director in consultation with Head Group HR.
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ANNEXURE I (a)
PROBATION EVALUATION FORM
L01 – L07
Empl. code Location
Name Reporting Manager
Desig. & Grade Date of Joining
Department Date of Confirmation
Please utilize the following rating scale

Rating Explanation
OS Significantly exceeds standards most of the time
VG Exceeds standard some of the time
G Meets standard all the time
F Meets standard occasionally
NI Does not meet standard
To be reviewed on the below parameters

Parameters
Punctuality Willingness to Learn
Appearance Quality Of Output
Safety & Environment
Reliability
consciousness
Job Knowledge Conduct & Behavior
Overall Performance Rating: _______
To be filled at the time of review

Remarks of Reporting Manager / HOD:
Final Recommendation to HR:
Confirm Extend Terminate
Signature of Reporting Manager Signature of HOD
Signature of HR Head Date
13
ANNEXURE I (b)
L08 – L12
Empl. code Location

Rating Explanation

Parameters
Punctuality Functional Knowledge
Appearance Result Oriented
Team work Customer Focus
Willingness to Learn Initiative & Drive
Communication Safety & Environment consciousness

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ANNEXURE I (c)
L13 & Above

Empl. code Location

Rating Explanation

Parameter Rating
Managerial Leadership Decision Making
Business Acumen Initiative & Drive
Functional Expertise Interpersonal Relations
Execution Excellence Creativity & Innovation
Result Oriented Willingness to Learn & Self Development

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ANNEXURE II
TRAINEE EVALUATION FORM
Empl. code Location


Rating Explanation
Parameter
Punctuality Job Knowledge
Appearance Communication
Reliability Customer Focus
Team Work Initiative & Drive
Willingness to Learn Safety & Environment Consciousness
To be filled in the 6th Month Evaluation

Improvement Desired
Comments after discussion
Signature of Employee
Signature of Reporting Manager
Signature of HOD
Date
16
To be filled in the 12th month at the time of review


Signature of Reporting Officer Signature of HOD
17
ANNEXURE III
PARAMETER DESCRIPTION
1. Punctuality Arrives at office in time, is in time for meetings,
appointments, and completes assignments as per agreed
time lines / schedule.
2. Appearance Maintains a neat and clean look, dresses suitably to
represent the company in interactions with customers /
others outside the organization, appears well groomed.
3. Reliability Can be entrusted with an assignment for desired
completion, provides data and information with
integrity.
4. Teamwork Works harmoniously with equals, superiors and
subordinates, functions as a team member, is a good
listener, values opinions, feedback & advice of team
members. Places organization / team objectives above
personal interests. Displays shared leadership. Has
shared commitments to finding new solutions and
superior ways in tasks and processes. Tries to satisfy
and surpass expectations of internal customers.
5. Willingness to Displays curiosity and enthusiasm for learning about the
Learn job, the company, company policies and procedures,
industry and related areas.
6. Customer Focus Understands who are the internal and external
customers, maintains good relations with the customers
and strives towards providing prompt, reliable and
problem-free service.
7. Communication Can effectively communicate ideas and thoughts through
written, verbal or non-verbal modes, clarifies
understanding, appreciates the receiver’s limitations
and endeavors too.
8. Initiative & Drive Displays initiative in learning new things, in
understanding and taking up new assignments / tasks.
Identifies and addresses issues immediately.
9. Job Knowledge Has a conceptual and practical understanding of the
various aspects of the job, appreciates the demands and
implications of the tasks and role.
10. Application of Displayed ability to independently apply knowledge to
Technical Knowledge work situations. Relates knowledge to practical
application well.
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ANNEXURE IV
EXIT INTERVIEW FORM
1. Did you enjoy your work? Yes No
2. Were your work hours reasonable? Yes No
3. Was your workload reasonable? Yes No
4. Were your work conditions satisfactory? Yes No
5. Were you provided sufficient resources to perform your job? Yes No
6. Was the job challenging and satisfying? Yes No
7. Were you satisfied with your Performance Planning Review &

Development (PPRD)? Yes No
7.1 Did you feel that your performance was evaluated fairly? Yes No
If NO, please explain.
8. Did you receive constructive feedback regularly from your Superior? Yes No
9. Was your salary competitive? Yes No
10. Did you experience growth in terms of level & responsibility? Yes No
11. If Yes, Did it enhance your efficiency? Yes No
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12. How would you rate your Supervisor on the following parameters on a scale of 1 to 4
(1 being the least and 4 being the greatest)
1 2 3 4
Provides effective coaching & counseling

Gives positive and constructive feedback
Provides recognition for efforts
Provides Support for initiatives
Welcomes suggestions and ideas
Develops teamwork and cooperation
Lays down clear instructions & objectives
13. Do you want to refer this position to someone whom you know?
----------------------------------------------------------------------------------------------------------------------
Name of Employee:
Department/ Section:
Personal E mail Id:
Interviewer’s Name/s:
Interviewer’s signature/s:
Date:
Employee Signature: _________________________
Thank you very much for your valuable suggestions and we wish you a best of luck in your future
endeavors.
*WE CARE FOR YOU*
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ANNEXURE V
CLEARANCE CERTIFICATE
The purpose of this checklist is to assist JSW employees and departments with the
process when an employee leaves the Company. Employees leaving the company
should be aware of pertinent information, rights and benefits that may affect them.
Employee Name _______________________ Employee Code________________________
Leaving date ________________________ Department _________________________
Grade _________________________ Designation _________________________
Sign to be obtained Sign. of Dept.

Sr. No. Particulars
from Head
1 Files/Documents Dept./Section Head

2 Books/Manuals Dept./Section Head
Miscellaneous
3 (Drawer/Cabinet/Cupboard keys and Dept./Section Head
any other articles
4 Suspense-Travel/Purchase etc. Gaddi/Finance
5 Loans/Advances HRD/Finance
6 Identity Card/Library Books HRD
7 Exit Feedback form duly filled HRD
8 Co. Flat/Furniture/Car Administration
9 Calculator/Cell phone Administration
Hard Furniture/Consumer Durables
10 HRD
(as per scheme)
11 Floppy diskettes/CDs, Email IT
21
Policy No 05
LEAVE Current Revision No 04
1. Objective
To provide guidelines on leaves and procedure for availing the same in a planned
manner.
All employees of JSW Group in the grades L01 to L19 including Probationers &
Trainees.
3. Policy
3.1 Casual Leave (CL)
3.1.1 Entitlement: Employees are entitled to avail 7 (Seven) days Casual

Leave during a calendar year. Employees joining the services in
between the year shall be entitled to CL on a pro-rata basis.
3.1.2 Mode of availing: CL can be availed for minimum ½ Day and

maximum 3 days at one instance.
3.1.3 Combination: Cannot be clubbed with any other kind of leave.

However, it can be either prefixed or suffixed with weekly offs and/or
public holidays.
3.1.4 Accumulation: Cannot be carried forward or accumulated.
3.1.5 Encashment: Cannot be encashed. Unused CL shall lapse at the end of

calendar year.
3.2 Sick Leave (SL)
3.2.1 Entitlement: Employees are entitled to avail 07 (Seven) days of Sick

Leave (SL) during a calendar year. Employees joining the services in
between the year shall be entitled to SL on a pro-rata basis.
3.2.2 Mode of availing: SL can be availed for minimum ½ day and any SL
beyond 3 days must be supported by a Medical Certificate from a
Registered Medical Practitioner.
3.2.3 Combination:
SL can be clubbed with PL only in exceptional circumstances. For
instance, if an employee goes through a period of prolonged illness
and requires leave which exceeds SL balance, then the same may be
adjusted against PL.
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SL can be both prefixed and suffixed with weekly offs and/or public
holidays. However, weekly offs and holidays falling within the
period of SL are counted as part of SL.
3.2.4 Accumulation: Unavailed SL is merged with PL at the end of calendar

year.
3.2.5 Encashment: Unavailed SL is merged with PL that is encashable. In the

event of separation, pro rata SL is encashed.
3.3 Privilege Leave (PL)
3.3.1 Entitlement: Employees are entitled to 24 working days of PL in a

calendar year. Employees joining in between the year shall be entitled
to PL on a pro-rata basis.
3.3.2 Mode of availing: PL can be availed for a minimum of 03 (Three) days.

Employees cannot avail PL during notice period and while on leave no
employee is allowed to resign from the services of the company.
3.3.3 Combination:
PL cannot be clubbed with CL under any circumstances.
PL can be clubbed with SL in case of sickness, if entire SL has already
been exhausted.
PL can be both prefixed and suffixed with weekly offs and/or public
/restricted holidays. The intervening weekly offs and paid holidays
are excluded.
3.3.4 Accumulation:
Out of 24 PL per year, an employee has to necessary avail minimum
10 days in each calendar year and the balance 14 PL can be carried
forward to next year. In case the employee is unable to avail 10 days
PL during the calendar year, the same will lapse. PL can be
accumulated subject to a maximum ceiling of 180 days.
3.3.5 Encashment: A minimum of 5 days and maximum of 50% of PL

balance can be encashed keeping a minimum balance of 30 days at all
times.
Special Leaves
Apart from the above, employees are entitled to the following special leaves
that are based on contingencies.
3.4 Maternity Leave (ML)
3.4.1 Eligibility: All female married employees shall be entitled to Maternity

leave. It shall be allowed for a maximum of 2 occasions during the
entire service of the employee.
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3.4.2 Entitlement:
Maternity leave for a period not exceeding 12 weeks, can be taken

before / after the date of the confinement at the convenience of the
applicant, at the earliest but not before 6 weeks before date of
delivery. All paid holidays / weekly offs appearing during this period
will be counted for the purpose of computation of 12 weeks.
Female employees, if covered under The Employees' State Insurance

Act (ESIC) 1948, will be entitled to avail benefit as per the ESIC Act
only and no benefits will be provided under Maternity Benefits Act
1961 to such employee.
To avail it, the employee shall apply at least 8 weeks before the
expected date of delivery along with a certificate from the registered
gynecologist and obstetrician stating the expected day of delivery.
A female employee suffering from illness arising out of pregnancy,

delivery, premature birth of child or miscarriage shall, on
production of such proof, be entitled to additional maternity leave
for a maximum of 30 days. This additional leave will be adjusted
against PL / SL. Request for such extension should be made along
with the doctor’s certificate and will be treated as either PL/SL.
3.5 Special Maternity Leave
Leave for a period not exceeding 12 weeks shall be allowed in case of

adoption of child less than 6 months old. The leave shall be allowed post
adoption on submitting a copy of all legal documents pertaining to child
adoption. All paid holidays / weekly offs appearing during this period will be
counted for the purpose of computation of 12 weeks.
3.6 Paternity Leave
A male married employee is entitled to 3 days of Paternity Leave on the

event of his wife delivering a child or in case of adoption, if the child is
less than 6 months old.
The leave will be available for two occasions only. The employee should
give proof of birth from the hospital or doctor or proof of adoption while
applying for the same.
3.7 Joining/Transfer Leave
Joining Leave is given to outstation employees to facilitate shifting of their

family and personal belongings after joining/transfer.
Joining leave may be availed for a minimum of 1 day and a maximum of 3

days. Joining leave shall be granted at the discretion of the HOD on case to
case basis.
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3.8 Special Disability Leave (SDL)
Employee who has become disabled and temporarily unfit to work on

account of injuries due to accidents arising out of and in course of
employment shall be allowed SDL with full salary, allowances, benefits,
subject to production of Medical certificates.
Concerned JMD & CEO or Head – Group HR, can only sanction application
of Special Disability Leave, recommended through the Unit Human
Resources / Divisional Head / Plant Head.
4. Process
4.1 The leave cycle is as per calendar year. CL & SL will be credited in advance on
1st January of the year. For new joinees, CL & SL will be credited upon joining.
PL accrued during the year will be credited on 1st January of the next year. No
advance credit of PL is allowed.
4.2 Date of commencement of service will be used to calculate the leave

entitlement.
4.3 All employees are given access to “e-HR/employee portal” to apply leaves
online. In locations where the intranet is not accessible, leave cards will be
maintained for the employees, by the concerned HR. (Annexure I)
4.4 Employees are supposed to apply for leave and get it approved by their
respective sanctioning authority before proceeding on leave. In case the
employee is unable to get prior sanction, the same should be regularized
within 2 days of resuming duty.
4.5 Leave encashment will be calculated as follows:
Current Basic x No. of days (applied for encashment)

30
4.6 If leave or any extension of leave is on medical grounds, the employee shall
submit the application, along with a fitness certificate from a qualified
doctor, at the time of resuming duty.
4.7 Leave cannot be claimed as a matter of right. It may be sanctioned, refused,

curtailed, revoked, and postponed depending on work exigencies.
4.8 Leave Sanctioning Authority:
The sanctioning authority for various categories of employees is as under:
CATEGORY SANCTIONING AUTHORITY

L11 and above Immediate Superior
L01 to L10 Immediate Superior or Departmental Head
(Not lower than Sr. Manager)
25
4.9 Recall from Leave
The company, in interest of work, may recall any employee who is on leave.
If the employee is out of station he will be deemed on duty for the return
journey. Thus, he will be entitled to be treated as “On Tour” for the return
journey.
4.10 Permission to leave Station of temporary posting
Some employees due to their nature of job (Internal Audit, Liaison etc) are
required to travel to other location for a longer period of time. Such
employees should obtain prior permission of the local supervising authority
before proceeding out of station on leave.
Intimation is to be sent to the Human Resources team of his / her

permanent posting for regularization of attendance, while on outdoor duty.
5. Approval & Exception
5.1 In special circumstances, advance PL may be allowed with the approval of

the JMD & CEO/Director/Head - Group HR, as the case may be. However, this
will not be granted during the first year of service.
5.2 If an employee after proceeding on leave desires extension thereof, the

application, with approval of sanctioning authority, should be forwarded to
Human Resource department before the expiry of sanctioned leave.
Sufficient time must be given to the sanctioning authority to intimate the
decision of fresh request.
5.3 Leave Without Pay (LWP)
5.3.1 LWP will be granted in exceptional cases, when all admissible leave
has been exhausted.
5.3.2 LWP will be approved by the JMD & CEO / Director / Head - Group
HR, as the case may be.
5.3.3 The employees are not entitled to any pay or benefits during the LWP
period.
5.3.4 If an employee remains on leave without pay for one month or more
in any financial year, the quantum of PL for the next year will be
proportional to the days worked. In case of trainees and
probationers, their training / probation period will be extended
proportionately.
5.4 Absence from Duty
5.4.1 If the employee remains absent without approval / information or

fails to report for duty either on expiry of leave or otherwise, the
employee will be deemed to be on unauthorized absence.
26
5.4.2 If the employee remains absent for more than 7 days without due
sanction of leave or beyond the period of leave originally sanctioned
or subsequently extended, it shall be deemed that the employee is not
interested in continuing with the services of the company. The
company will then initiate appropriate disciplinary action against the
employee.
5.5 Any question arising out of the interpretation or application of these rules
should be referred to Group HR whose decision will be final and binding.
5.6 Any exception must be approved by the concerned JMD&

CEO/Director/Head – Group HR, as the case may be.
27
Policy No 06
COMPENSATORY OFF Current Revision No 04
1. Objective
To clarify the policy, entitlement and process regarding compensatory off.
2.1 Employees from L01 to L12 (Up to Sr. Manager) working in shifts (apart
from general shift) will be entitled for one day compensatory off for
working on weekly off/paid holiday.
2.2 Compensatory off will be allowed only for shift duty and not for general
shift. It will not be allowed for working late on working days. The
employees are expected to complete their job within the prescribed
working hours.
3. Process
3.1 Prior written permission of concerned HOD will be required for working
on Weekly offs / Public holidays. The same should be submitted to the
Human Resources department for records.
3.2 The compensatory off will lapse if not availed within 60 days from the
date on which the employee has worked on weekly off / paid holiday.
3.3 Employees working in offices in Mumbai will be allowed reimbursement

of taxi fare from the nearest railway station to office and back while
working on a holiday or off day. Under normal circumstances they would
be using their railway pass, hence reimbursement of taxi / auto / bus (in
accordance to grade / level) will be allowed from residence / office to the
nearest railway station only.
3.4 Claiming lunch / dinner / snacks while on official duty on holidays / off
days or regular weekdays will be as per clause no. 4.2.3 of inland travel
policy (policy no. 27)
3.5 For availing compensatory off, the concerned employee should take
approval from his / her superior / HOD under intimation to HR. The
concerned HR dept should make appropriate entry in the employee’s
leave record.
3.6 Compensatory off can be prefixed or suffixed with weekly offs. However,
it cannot be combined with any other type of leave such as privilege leave,
sick leave and casual leave. Compensatory off cannot be accumulated or
carried forwarded or encashed.
3.7 Half day “Compensatory off” will not be granted.
28
Policy No 07
CONDUCT & DISCIPLINE Current Revision No 02
1. Objective
To define the norms and guidelines for conduct and discipline at work.
All JSW Group employees in the grades L01 to L19 including those on
training/probation.
3. Policy
3.1 Misconduct means
3.1.1 Theft, fraud and dishonesty in connection with the business or

property of the company or of property of another person within the
premises of the company.
3.1.2 Taking bribes or any illegal gratification.
3.1.3 Acting in a manner prejudicial to the interests of the company.
3.1.4 Furnishing false information regarding name, age, fathers name,

dependants, qualifications, previous service, health, competence or any
other matter relevant at the time of employment.
3.1.5 Absence from duty without leave or overstaying the sanctioned leave
without information to the reporting manager / supervisor.
3.1.6 Habitual late coming or habitual early going or irregular attendance.
3.1.7 Phoney registering of attendance or fraudulently registering the

attendance of another employee or assisting in such unethical
practices.
3.1.8 Negligence in work or performance including slowing down of work or

willful interference in the work of another employee or employees.
3.1.9 Receiving, viewing, downloading or distributing pornographic material.
3.1.10 Changing any system settings without prior authorization.
3.1.11 Providing wrong information to colleagues / team members.
3.1.12 Threatening, abusing or assaulting any employee or any disorderly

behavior within the premises and any such action at any other place if
it has any connection with the company affairs.
29
3.1.13 Indulging in any act of sexual harassment at workplace.
3.1.14 Gambling within the premises of the company.
3.1.15 Smoking and chewing tobacco within the premises where it is

prohibited.
3.1.16 Sleeping while on duty.
3.1.17 Misuse of any cash advance or non – compliance with the provisions of
the rules for grant of any cash advance.
3.1.18 Unauthorized possession of any lethal weapon within the premises of

the company.
3.1.19 Refusal to work on another job or another machine.
3.1.20 Refusal to accept and acknowledge charge sheets, orders or any other
communication addressed to an employee.
3.1.21 Abet or attempt to abet any act, which amounts to misconduct.
3.1.22 Commission of any act, which amounts to a criminal offence involving

moral turpitude.
3.1.23 Commission of any act subversive of discipline or of good behavior in

the course of duty.
3.1.24 Conviction or criminal charge/s by a competent court of law.
3.1.25 Willful damage or sabotage to property of the company or sabotage of

the interests of the company. Commission of any irresponsible act
resulting in damage to any work or property or interests of the
company.
3.1.26 Interference or tampering with any safety devices installed or violating

the safety or environment regulations in or about the premises of the
company.
3.1.27 Falsification of company’s records, manuals or electronic,

impersonation or forgery.
3.1.28 Purchasing properties, machinery, stores etc from the company or

selling properties, machinery, stores etc to the company by the
employee or his family member / relative without permission in
writing from JMD & CEO.
3.1.29 Making representation to person or bodies outside the company

whether official or otherwise on matters connected with the affairs of
the company or personal grievances against the management.
30
3.1.30 Unauthorized sharing or disclosure of confidential information of the

company.
3.1.31 Allowing unauthorized persons to operate company vehicles or

equipments.
3.1.32 Violation of any provision of these rules or any other habitual act or
omission, which the company considers as misconduct.
4. Guidelines
All employees must abide by the clauses of this policy. These clauses are
illustrative and not exhaustive.
4.1 Every employee shall at all times –
4.1.1 Maintain absolute integrity
4.1.2 Conduct oneself in a manner which will enhance the reputation of the
company.
4.1.3 Confirm to and abide by the rules, regulations and policies made by the
Company from time to time.
4.1.4 Comply with and obey all lawful and reasonable orders, verbal or
written, of superiors.
4.2 Every employee holding a supervisory position shall take all possible steps
to ensure the integrity and devotion to duty of employees under his control
and authority.
4.3 No employee shall engage himself or participate in any demonstration,

which involves incitement to an offence.
4.4 No employee shall communicate, directly or indirectly, to any official

confidential document or any part thereof or information to any person to
whom he is not authorized to communicate such document or information.
4.5 No employee of the company shall engage directly or indirectly in any trade
or business or undertake any other employment.
4.6 Every employee of the company shall report to the JMD & CEO if any
member of his family is engaged in any trade or business or owns or
manages any agency having business dealing with the company.
4.7 No employee shall attempt to bring any outside influence to further his
interests in respect of matters pertaining to his service in the company.
31
4.8 Absence from duty or overstaying leave for more than 7 days will be deemed
to have voluntarily abandoned service and will be liable for termination of
employment without any further reference to him. However, the company
reserves the right to recover the amount in lieu of notice period, in case of
voluntary abandonment of service.
4.9 Employees shall support the management in adjusting the manpower and
reshuffling the workload and work allotment for increased efficiency and
productivity.
4.10 There shall be no discrimination or harassment against any person on the

grounds of race, color, religion, disability, age, sex or marital status. Any
discriminatory action against full time employees, contractual employees,
clients or vendors shall be met with disciplinary action.
5. Penalty
Penalty may be imposed on an employee if any misconduct is committed or any of

the above guidelines is violated. The penalty shall be decided by the JMD &
CEO/Director/Head Group HR from the following list:
5.1 Minor Penalties
a) Verbal Warning
b) Warning Letter
c) Censure
d) Holding monthly incentive
e) Recovery of the whole or part of the monetary loss caused to the
company by negligence or breach of orders from the salary or any
amount due to the employee.
f) Suspension from duty without pay up to a maximum of 3 days.
5.2 Major Penalties
a) Reduction of salary
b) Demotion in grade and designation
c) Holding / Reduction of annual increment / performance pay.
d) Dismissal or termination of services
32
Policy No 08
COMPENSATION & BENEFITS Current Revision No 04
1. Objective
This policy aims at providing necessary guidelines to facilitate decision

making on various aspects of employee compensation & benefits programme.
It also lays down a structure to govern the salary & benefits of individual
employees.
Compensation Philosophy
The compensation philosophy of JSW group focuses on fulfillment of

desired business results and ensures employee behavior is in line with the
overall organizational values.
The group believes in competitive and market based compensation and

will continue to align individual compensation to achievement of overall
business goals & objectives.
The approach towards compensation shall be based on a Cost-to-Company

(CTC) basis and the CTC will have a mix of cash & benefits and valuation of
perquisites and benefits (wherever applicable). All forms of regular
payments to individual employees will be part of CTC.
Variable Pay will be a part of total compensation.
It covers all employees in the grades L01 to L18 of JSW Group companies.
3. Definitions
3.1 Compensation Structure: The following matrix constitutes the overall

compensation structure for employees. The components / elements
mentioned herein add up to arrive at individual CTC.
33
COMPENSATION MATRIX
Earning Heads Description

Basic Salary % of Fixed Pay (~ 30 - 35%)
House Rent Allowance
Linked to Grade & Location
(HRA)
Supplementary Allowance Balancing Component
One month Basic Salary per
Medical Allowance
annum, payable monthly
Linked to grade and applicable to
Car Allowance
Monthly AGM & above
Components Conveyance Allowance Linked to grade
Applicable to GM & above grade in
Mumbai & Dolvi and Sr.VP grade in
Additional Conveyance Allowance
Delhi, Bangalore, Chennai &
Hyderabad
Variable amount linked to grade
Production Incentive
and applicable up to Sr. Manager
Meal Voucher/Canteen Subsidy As per practice
Leave Travel Allowance
One month Basic Salary
(LTA)
Annual
Annual Bonus 20 % of Annual Basic Salary
Components
30 % of Annual Goss Salary for
Variable Pay
grades L13 to L18
Provident Fund (PF) 12 % of Basic salary
Retirals
Gratuity 4.8 % of Basic Salary
3.1.1 Gross Salary: The sum total of Basic Salary, Supplementary

Allowance, Medical Allowance, Provident Fund, Leave Travel
Allowance & Annual Bonus.
3.1.2 Total Fixed Pay: The sum total of Basic Salary, House Rent
Allowance, Supplementary Allowance, Medical Allowance, Car
Allowance, Conveyance Allowance, Meal Voucher, LTA, Annual
Bonus, PF and Gratuity.
3.1.3 Cost-to-Company (CTC): Total Fixed Pay plus Variable

Pay/Production Incentive
3.2 Basic Salary: This component is the base salary for each employee and
is used for all statutory deductions. This amount varies from employee to
employee and is generally pegged at 30 - 35 % of Total Fixed Pay.
3.3 House Rent Allowance (HRA): This allowance primarily takes care of
housing / accommodation needs of employees in their respective work
location. It is linked to grade and location of individual employee and is
paid along with monthly salary.
34
In case of company provided accommodation, necessary deductions are

made from individual salary.
3.4 Supplementary Allowance: This component is used as a balancing

component and varies for each employee.
3.5 Medical Allowance: This allowance aims at taking care of non-

hospitalization healthcare needs of individual employees and the amount
is limited to one month basic salary of employee per annum.
3.6 Car Allowance: This allowance is paid to employees in the grades L13
(AGM) and above on a monthly basis.
3.7 Conveyance Allowance: This allowance takes care of the routine

commuting expenses employees from residence to place of work.
3.8 Additional Conveyance Allowance: Paid to executives at select grades

and specific locations.
3.9 Production Incentive: This element is intended to achieve and enhance

production targets. It is a variable component and paid to employees in
the grades L01 to L12.
3.10 Meal Voucher/Canteen Subsidy: Applicable to all employees as per

practice.
3.11 Leave Travel Allowance (LTA): The amount of LTA is limited to one
month Basic Salary per annum, paid annually.
3.12 Annual Bonus: Its part of CTC and paid to all employees @ 20% of
Annual Basic Salary.
3.13 Variable Pay (VP): This element is linked to both individual & company
performance and is paid to employees at L13 (AGM) and above levels
annually.
3.14 Provident Fund (PF): Both employee & employer contribute @ 12% of
Basic Salary to this fund. A part of the employer contribution goes to the
family pension fund.
3.15 Gratuity: Employer contributes @ 4.80% of Basic Salary to this fund.
35
Policy No 09
HOUSE RENT ALLOWANCE Curent Revision No 04
1. Objective
To meet the housing / accommodation needs of employees at their respective

work locations.
It covers all employees in the grades L01 to L18 of JSW Group companies.
3. Policy
3.1 The House Rent Allowance is linked to grade & work location of individual
employees.
3.2 The various locations within India will be categorized into A+, A, B & C as
mentioned below.
Class Cities
A+ Mumbai, Dolvi, Delhi & NCR
Bangalore, Hyderabad, Pune, Chennai, Coimbatore, Kolkata, Goa, Rajkot,

A Guwahati, Jaipur, Visakhapatnam, Thiruvananthpuram, Chandigarh,
Ahmedabad and Surat
Ranchi, Indore, Srinagar, Jamshedpur, Kochi, Aurangabad, Amritsar,

Jalandhar, Jodhpur, Allahabad, Kanpur, Tiruchirapalli, Madurai,
Bhubaneshwar, Warangal, Guntur, Durg - Bhilai, Nagar, Raipur, Bhavnagar,
B
Hubli – Dharwadi, Mysore, Jabalpur, Amravati, Bhiwandi, Solapur, Cuttack,
Bikaner, Kota, Moradabad, Aligarh, Bareily, Gorakhpur, Luckhnow, Nagpur,
Baroda, Vijayawada and Gwalior, Patna, Ludhiana
Vijayanagar, Tarapur, Vasind, Salem, Nandyal, Barmer, Ratnagiri, Midnapur

C
and all other plant locations and cities other than the above
36
3.3 Entitlement: The HRA will be as per the following.
HOUSE RENT ALLOWANCE
Amount in Rs. per month

Grade Designation Class of City
‘A+’ Class ‘A’ Class ‘B’ Class ‘C’ Class
L18 Sr.VP
53550 35700 22500 19650
L17 VP
47250 31500 19950 17350
L16 AVP
31500 21000 13650 11550
L15 GM
25200 16800 11150 9250
L14 DGM
18900 12600 8400 6950
L13 AGM
15750 10500 7150 5800
L12 Sr. Manager
10500 6300 5200 4650
L11 Manager
9200 5550 4550 4050
L10 Dy. Manager
5250 3150 2750 2350
L09 Asst. Manager
5250 3150 2750 2350
L08 Jr. Manager
4750 2850 2450 2100
L07 Executive
4750 2850 2450 2100
L06
4750 2850 2450 2100
L05
4200 2550 2200 1850
L04
3700 2200 1900 1650
Workmen
L03
3450 2050 1700 1500
L02
2900 1750 1450 1300
L01
2650 1600 1300 1150
37
3.4 House Deposit Loan: The company will provide loan towards Security
Deposit to employees staying on rent as per the following:
City Amount of Loan Recovery

10 months of eligible
Mumbai, Pune, HRA or actual rent 10 equal monthly
Bengaluru payable whichever is installments
less
3 months of eligible
HRA or actual rent 3 equal monthly
Others
payable whichever is installments
less
3.5 This loan will be at a concessional rate and attract simple rate of interest
@ 5% per annum on a reducing balance basis. This benefit will be
provided once in 05 (five) years.
4. Process
The HRA amount will be paid to the employees in the monthly salary as per the
grade and class of city.
4.1 In case of company provided accommodation the necessary rent deduction

will happen from monthly salary of such employees.
4.2 The HR & Admin department will frame & maintain guidelines regulating
allotment of houses at respective locations.
4.3 For loan against security deposit, the concerned employees should make
an application to HR with a copy of the registered rental agreement. The
sanctioning authority will be the concerned HR head. The concerned HR
should inform salary-processing section for deduction of EMIs.
4.4 House Deposit Loan will be recovered from the salary in equal monthly
installments as mentioned in the table above.
4.5 No House Deposit Loan will be available for living in own house including
that of parents, spouse, etc.
38
Policy No 10
CONVEYANCE ALLOWANCE Current Revision No 04
1. Objective
This policy aims at providing an allowance to meet the routine commuting

expenses of employees.
It covers all employees in the grades L01 to L18 on the rolls of JSW Group
companies.
3. Entitlement
CONVEYANCE ALLOWANCE
Amount
Grade Designation
(Rs. per month)
L18 Sr.VP 27300
L17 VP 19150
L16 AVP 17100
L15 GM 15700
L14 DGM 13650
L13 AGM 9550
L12 Sr. Manager 8750
L11 Manager 8200
L10 Dy. Manager 6600
L09 Asst. Manager 4850
L08 Jr. Manager 3250
L07 Executive 2400
L06 2250
L05 2050
L04 1850
L03 Workmen 1650
L02 1350
L01 1200
4. Process
4.1 The allowance is paid along with monthly salary to all employees except
employees availing OYCS benefit.
4.2 Employees in the grades AGM (L13) & above and availing OYCS benefit
are entitled to claim reimbursement of the eligible amount as per their
respective grades on production of supporting bills on a monthly basis.
The unclaimed amount gets added to salary at the end of the financial
year and is subject to income tax rules.
4.3 Necessary deductions are made in the salary for employees availing
company transport facility.
39
Policy No 11
OWN YOUR CAR SCHEME (OYCS) Current Revision No 04
1. Objective
To assist employees to own a car.
It covers employees at AGM (L13) to Sr.VP (L18) grade wherein employees

have the option of availing OYCS benefit or Car Allowance.
3. Policy
3.1 Entitlement: The entitlement under OYCS will be as per the following:
Grade Designation Basic Price Limit

L18 Sr.VP 1440000
L17 VP 1200000
L16 AVP 960000
L15 GM 840000
L14 DGM 720000
L13 AGM 600000
3.1.1 The amounts mentioned above are the base price of the car and
does not include VAT, insurance, RTO, registration, octroi,
temporary registration charges, depot charges, wherever
applicable. In addition, accessories worth Rs. 25,000/- will be
allowed over and above the basic price limit.
3.1.2 Alternatively, Car Allowance as per the following entitlement will

be paid to employees not opting for OYCS.
Amount
Grade Designation
(Rs per month)
L18 Sr.VP 30000
L17 VP 25000
L16 AVP 20000
L15 GM 17500
L14 DGM 15000
L13 AGM 12500
40
4. Process
4.1 The company will buy the car as per the eligibility of the employee,
within the prescribed basic price limit, as given in the table above and
allot it to the concerned employee for official as well as personal use.
The car will remain in the name of the company for four years and will
necessarily be transferred to the concerned employee on completion of
four years at Written Down Value (WDV). WDV will be calculated as per
prevailing income tax rules and will be recovered in 48 equal monthly
installments.
4.2 The eligible employees should make an application to the location HR,
with the necessary approval of the department head. The concerned
employee can choose the model / make / color etc of the car. However,
the company will make the payment, directly to the supplier of the car. In
case the employee wants to have a vehicle of the value above the
prescribed limit, he/she should deposit the additional amount (which
would also include the consequential expenses such as VAT, insurance,
RTO registration, octroi cost, temporary registration and depot charges
etc) with the company to enable to make onetime payment to the
supplier.
4.3 The company will procure the vehicle and allot the same to the
concerned employee and take an acknowledgement.
4.4 Employees who are covered under this scheme will be eligible for
reimbursement of conveyance as applicable to their grade. The
insurance charges of the vehicle will be borne by the company for the
period of four years, till the vehicle is transferred in the name of the
individual. The employee has to bear the expenses incurred on running
and maintenance of the car. It is the responsibility of the employee to
maintain the car in a good condition.
4.5 The company will replace the vehicle after the expiry of four years or one
lakh kms, whichever is earlier, and only when the existing vehicle is
transferred in the individual’s name. Taxes if any, on transfer, will be
borne by the company.
4.6 The employees leaving before four years or one lakh kms run would
have to necessarily buy the car and pay the balance amount. The ‘balance
amount’ refers to the WDV at the time of separation less EMI’s paid by
him/her. The WDV will be calculated as per the prevalent income tax
rules, by the finance department. All taxes / expenses to be incurred
towards transfer of the car will be borne by the employee. In case an
employee fails to buy the car, the company shall retain the car and the
amount recovered through the EMIs, will be forfeited.
4.7 When an employee is promoted to the next grade, then immediate

upgradation of vehicle is permissible, provided the he / she buys the
current vehicle under OYCS at Written Down Value.
41
4.8 In case of transfer of employees to other states, transfer/ registration

expenses will be borne by the company under OYCS.
4.9 In the event of death of the employee before full recovery of the amount,
the balance amount will become repayable within one month of the
demise. However, the spouse/ children/ parents/ her or his legal heirs
may be allowed to repay the balance amount within 12 months subject
to:
4.9.1 Securities etc. are maintained to the satisfaction of the company.

4.9.2 Succession certificates are produced to the satisfaction of the
company.
4.9.3 An undertaking on stamp paper to be given by the legal heir(s)
guaranteeing repayment of the balance amount within 12 months.
4.9.4 Transfer expenses in this circumstance will be borne by the
company.
4.10 Migration to Car Allowance
4.10.1 The existing employees, currently availing the “Own Your Car
Scheme”, can migrate to “Car Allowance” on completion of two
years under the “Own Your Car Scheme” by paying two years
WDV of the vehicle. For this purpose, it is clarified that two
years WDV will be calculated as per current policy of
depreciation for OYCS. Taxes, if any, will be borne by the
employee.
4.10.2 The employee shall have to make an application to the concerned

location Human Resources Head, to migrate to ‘Car Allowance’
policy with a copy to the Group Human Resources department
for records. The concerned HR Head should communicate to
compensation / salary section for effecting the change.
4.10.3 Migration from ‘Car Allowance’ to ‘OYCS’ is permitted as and

when the eligible employee decides.
42
Policy No 12
ADDITIONAL CONVEYANCE Current Revision No 00
ALLOWANCE Last Revision Date -
1. Objective
To assist senior executives in specific locations where the normal commuting

is strenuous as well as time consuming.
2.1 Employees in GM (L15) to Sr.VP (L18) grade in Mumbai & Dolvi.
2.2 Employees in Sr.VP (L18) grade in Delhi, Chennai, Bangalore & Hyderabad.
3. Entitlement
All inclusive Amount per month

Grade
(in Rs.)
L15 – L17 20,000/-
L18 25,000/-
4. Process
4.1 The above all inclusive amount will be paid along with the monthly salary and
taxed as per the prevailing rates.
4.2 In case of change of location, other than as mentioned above, the additional
conveyance allowance will be withdrawn.
43
Policy No 13
MEDICAL ALLOWANCE Current Revision No 04
1. Objective
The purpose of this policy is to assist the employees to meet their routine
medical expenses for Self, Spouse and identified dependent family members.
All on-rolls employees in the grades L01 to L19 are entitled for medical
allowance to meet medical expenses for self, spouse, children, and dependent
parents.
3. Policy
3.1 Entitlement: The total amount of medical allowance / reimbursement per

annum will be equivalent to one month’s basic salary, subject to Income
Tax Rules.
3.2 Time Frame: The time frame for availing medical allowance/
reimbursement will be the financial year. (i.e. April to March)
3.3 Inclusions: Medical expenses incurred include treatment under Allopathy,

Ayurveda and Homeopath.
3.4 Exclusions: Expenses incurred in connection with following items are not
allowed for reimbursement:
All types of cosmetics
Hair Tonic
Items used for personal hygiene
Bournvita, Ovaltine, Horlicks, Malts, Boost, Complan, drinking
chocolate, etc.
4. Process
The medical allowance will be payable on monthly basis with salary. Income tax
exemption is allowed as per IT rules on submission of medical bills to the salary
processing section in the format as given in Annexure I.
44
ANNEXURE I
MEDICAL REIMBURSEMENT EXEMPTION FORM
Employee Name Employee Code
Department Entitlement
Location Financial Year
Paid To
S.No. Bill No. Date Amount
(Name of Chemist)
Total
Date
Signature of employee
45
Policy No 14
VARIABLE PAY Current Revision No 04
1. Objective
This policy aims at aligning and rewarding Individual Performance to that of

Company’s performance during each financial year for employees in the
Middle and Senior management categories.
All employees in the grades AGM (L13) – Sr.VP (L18) are covered under this
policy.
3. Policy
3.1 Entitlement: Eligible employees are entitled to get Variable Pay @ 30 %

of earned Annual Gross Salary. Gross Salary consists of Basic Salary,
Supplementary Allowance, Medical Allowance, Provident Fund, Leave
Travel Allowance and Annual Bonus.
3.2 Computation: Variable Pay shall be computed based on actual

achievement of Business Parameters and Individual Annual Performance
Rating.
3.3 Payout: The Variable Pay shall be computed on financial year i.e. (1st
April to 31st March) basis and will be paid during the 1st quarter of the
subsequent financial year.
3.4 Linkages: The Variable Pay is linked to both Individual as well as

Company performance and the weightage are assigned as per the
following:
Performance Category Weightage
Company Performance 60 %
Individual Performance 40 %
3.4.1 Company Performance: The company performance for each

financial year shall be evaluated on the basis of Budgeted Business
Parameters vs. Actual Performance Parameters. The respective
weightage mentioned below shall be considered for contribution
towards Variable Pay.
46
Business
Description Weightage
Parameters
Linked to the nature of each business
Operational vertical. Steel, Energy, Cement,
50 %
Performance Infrastructure & Information
Technology)
Annual revenue earned including
Gross
Sales Revenue, Excise Duty & other 25 %
Revenue
income
Earnings before Interest,
EBIDTA 25 %
Depreciation, Tax & Amortization
3.4.2 Computation For Company Performance: The company

performance shall be evaluated on achievement of Annual Business
Plan and each of the parameters mentioned above shall be
measured using the following matrix.
Achievement Payout
< 80% of Annual Business Plan NIL
80% of Annual Business Plan 70% of the Eligible Amount
The sum total of achievement of each of the parameters will

contribute towards overall company performance. However, if the
achievement is less than 80 % of the Annual Business Plan then no
Variable Pay will be payable on account of Company Performance.
3.4.3 Individual Performance: The annual performance ratings of

employees shall be considered for computation of Variable Pay as
per the following.
Individual PPRD Rating Payout

Outstanding (OS) 150% of Eligible Amount
Very Good (VG) 125% of Eligible Amount
Good (G) 100% of Eligible Amount
Fair (F) 80% of Eligible Amount
Needs Improvement (NI) Nil
4. Process
4.1 New Employees: The variable pay of employees joining the organization
during the financial year shall be governed as per the following:
4.1.1 Joining during 1st April – 31st December: Actual performance rating
shall be considered for pro-rata payment of variable pay.
47
4.1.2 Joining during 1st January – 31st March: A default rating of “GOOD”
shall be considered for pro-rata payment of variable pay.
4.1.3 Employees joining the organization during the financial year and
leaving the organization before completion of 06 (Six) months shall
not be eligible for Variable Pay.
4.2 Transfer within JSW Group: In case an employee is transferred from

one Group company to another Group company, he/she will be eligible
for variable pay of the company where he/she has worked for 6 months
or more.
4.3 Separating Employees: The Variable Pay of separating employees shall

be governed as per the following:
4.3.1 Resignation: In case an employee leaves the services of the

company during the financial year, he/she will be eligible for
variable pay based on company performance on prorata basis.
However, no variable pay will be payable against individual
performance.
4.3.2 Retirement/Death: In case of retirement/superannuation during

the financial year, the employee will be eligible for variable pay
based on company’s performance as well as individual’s
performance on pro-rata basis.
4.3.3 Termination: In case of termination of employment due to fraud,

dishonesty, etc, variable pay will not be paid to the concerned
employee.
48
Policy No 15
LEAVE TRAVEL ALLOWANCE Current Revision No 04
1. Objective
To assist employees and their family members to visit their respective

Hometown and / or any place within India.
All on-roll employees in the grades L01 to L19 are eligible for LTA from the
date of joining.
3. Definition
3.1 Family: For the purpose of LTA, family means employee, spouse,
dependent children, dependent parents and minor siblings.
3.2 Block Year: The period 04 (Four) years as defined under the provisions
of Income Tax (IT) Act. The current block is from January 2010 to
December 2013. Employees are advised to avail two LTAs in this block
for the purpose of tax exemption as per IT rules.
4. Policy
4.1 Entitlement: The LTA amount shall be equivalent to one month earned
basic salary per year. LTA is linked to calendar year cycle i.e. 1st January
to 31st December is considered as “one year”.
4.2 Minimum privilege leave required for Leave Travel Allowance purpose
will be three days. It should not be a continuation of any casual or sick
leave or an extension of any official tour.
5. Process
5.1 The eligible amount is payable once in a year and the same shall be paid
along with monthly salary of January every year.
5.2 LTA can be accumulated and availed twice in a block of four years to avail
tax benefits. This must be communicated to HR for their doing the
needful. For claiming tax exemption, employees must submit travel
details in the prescribed format (Annexure I) along with original travel
bills to the concerned HR.
5.3 As per the prevailing Income Tax rules, tax exemption is available in
respect of air-conditioned maximum up to first-class railway fare or air
fare (economy class) in respect of two journeys performed in a block of
four calendar years. Exemption is also available in respect of the journey
to any place in India on retirement or separation from service.
49
The amount of exemption shall not in any event exceed the first-class air-
conditioned railway fare or air fare (economy class), as the case may be,
by the shortest route. The expenditure should be on employees and
his/her family.
5.4 The year, in which the employee does not avail tax exemption by taking
actual journey, the eligible LTA will be paid subject to income tax
deductions.
5.5 Resignation: In case an employee resigns from the services of the

company during the financial year, he/she will be eligible for LTA on pro-
rata basis subject to Income Tax.
50
ANNEXURE I
LEAVE TRAVEL ASSISTANCE (LTA) CLAIM FORM
Name of the Employee____________________________Employee No.______________Department________________
Location_____________Leave sanctioned from___________to_______No. of days________Date of joining___________
Sr.No. Name Age Relation Date Air/Train Fare (Rs.)

of Station Class of
Travel Travel
From To Km
Total amount claimed under the scheme Rs.____________

Total expenses incurred Rs.____________
Taxable LTA, if any Rs.____________
NOTES:
1. If not otherwise mentioned by the employee, amount of LTA in respect of first two journeys in block of four calendar years commencing
from 1st January 2010 would be tax-free.
2. If the journey undertaken by the team member exceeds the shortest route fare to destination, in such a case, the team member will only
be eligible for exemption of the shortest route fare only.
a. If journey undertaken by train: Maximum up to First class air-conditioned train fare
b. If journey undertaken by public transport (train connection not available): 1st class or deluxe class fare of such transport.
c. If no public transport is available: Equivalent to maximum first-class air-conditioned train fare.
(Signature of the Employee) (Checked & Certified by Finance & Accounts) (Approved Finance Head)
51
Policy No 16
ANNUAL BONUS Current Revision No 04
1. Objective
The policy governs the payment of Annual Bonus to its employees.
All permanent employees in the grades L01 to L19 in a Financial Year i.e.
(April – March) are eligible for bonus.
3. Policy
3.1 Entitlement: All eligible employees are entitled to get 20% of their
earned Annual Basic Salary as Annual Bonus.
4. Process
4.1 The earned basic for this purpose shall be computed on a financial year
basis and will be paid during the 1st quarter of the next financial year.
4.2 In the event of Retirement/Death or resignation from services of the

company, pro rata bonus shall be paid along with the full & final
settlement of dues.
4.3 In the event of transfer or movement to another company within JSW

group, the Bonus shall be paid by the new location and / or new company.
52
Policy No 17
EMPLOYEE PROVIDENT FUND Current Revision No 04
1. Objective
To provide post retirement benefits as per the provisions of Employees

Provident Fund (Miscellaneous Benefits) Act, 1952.
As per the provisions of the Act, all employees are eligible to get benefits of
Employees Provident Fund & Family Pension Fund. Every employee is
covered under the EPF Scheme w.e.f. his / her date of joining the organization.
3. Policy
3.1 Contribution: Both the employee and the employer contributes @ 12 %

of monthly Basic Salary to Provident Fund. Part of the Employer’s
contribution goes to Family Pension Fund.
3.2 Voluntary Contribution: In addition to the statutory contribution

mentioned above, individual employees can make voluntary contribution
to provident fund. However, the employer’s contribution shall be limited
to the statutory limits.
4. Process
4.1 The Employee’s contribution is deducted from the monthly salary and
employer makes a matching contribution to the fund. The contribution so
collected is deposited with the “PF Trust” or the respective Provident
Fund authorities as the case may be.
4.2 It is the responsibility of the employees to inform the Human Resources

department of any change in their personal status. In case of any change
in the nominations in respect to the Provident Fund Account, the
concerned employee should fill up Form No. 2 (Revised) in duplicate &
submit to the location Human Resource Department.
4.3 For the purpose of transfer of PF amount from the previous employer, the
concerned employee should contact the HR department for doing the
needful.
53
Policy No 18
GRATUITY SCHEME Current Revision No 04
1. Objective
To make employees aware of the rules on gratuity scheme for transparency

and uniformity.
All employees in the grades L01 to L19 having served the organization for 05
(Five) years and more (Continuous Service) shall be eligible to avail the
benefit of Gratuity on separation.
3. Policy
3.1 Separation: The separation for this purpose includes Retirement,

Resignation, Death or Permanent Disablement due to accident while in
service.
3.2 Entitlement: Eligible employees are entitled to receive gratuity at the

rate of 15 (Fifteen) days salary for each completed year of service.
However, in case of Death and / or Permanent Disablement the period of
05 (Five) years shall not be applicable. Any service in excess of 06 (Six)
months beyond the qualifying period (first five years of continuous
service) shall be treated as 01 (One) year for computation of gratuity.
3.3 Salary for the purpose of computation of gratuity is the “Last Drawn Basic
Salary” of the individual employee.
4. Process
4.1 Computation: The quantum of Gratuity shall be computed as per the

following.
Last Drawn Salary x 15 x Years of Service

Gratuity = ------------------------------------------------------------
26
4.2 Nomination:
4.2.1 The Employee need to declare the details of nominations in the

prescribed format at the time of joining. The nomination can be
changed by the employee any time during the course of
employment.
54
4.2.2 An employee may in his nomination distribute the amount of

gratuity payable to him /her amongst more than one nominee.
4.2.3 If an employee has a family at the time of making a nomination, it

should be made in favor of one or more members of his/her family
only.
4.2.4 If at the time of making a nomination, the employee is a bachelor,

the nomination may be made in favor of any person/persons. If,
however, the employee later on acquires the family, he shall have to
make a fresh nomination in favor of one or more members of his
family.
4.2.5 If a nominee predeceases the employee, the employee should make

a fresh nomination. Every nomination made by an employee shall
be sent to the employer for records.
4.3 In transfer cases, the service period in previous companies within the
Group will be taken into account for computation of years of service for
payment of gratuity.
4.4 In transfer cases, the equitable amount of gratuity should be transferred

to the new company’s gratuity scheme.
55
Policy No 19
TELEPHONE EXPENSES Revision No 04
REIMBURSEMENT Last Revision Date April 01, 2010
Issued By Group HR
1. Objective
To clarify the policy, entitlement and process regarding reimbursement of

telephone expenses.
2.1 All employees at Manager (L11) to Sr.VP (L18) grade shall be eligible for
reimbursement of telephone expenses (one landline plus one mobile).
Secretaries of Sr.VP & above shall be eligible for reimbursement of
mobile bill.
2.2 Employees below Manager grade shall be reimbursed telephone

expenses on need basis.
2.3 Entitlement: The company will reimburse the residential telephone and
mobile phone expenses as per the limits given below:
Category Eligibility Entitlement

(Rs. Per Month)
AVP to Sr. VP
(L16 – L18) Landline @ residence + Mobile 3500
General Manager
(L15) Landline @ residence + Mobile 2300
Deputy General
Manager (L14) Landline @ residence + Mobile 1800
Assistant General
Manager (L13) Landline @ residence + Mobile 1300
Manager / Senior
Manager (L11/L12) Landline @ residence + Mobile 800
Jr. Mgr – Dy. Mgr On need basis: - approved by concerned
(L08 – L10) JMD&CEO/Director/Head-Group HR 500
Secretaries of Sr. VP &
above Mobile 400
3. Process
3.1. The employee should attach the copy of mobile / landline bills to a
voucher and forward it to administration department for processing.
3.2. Any amount exceeding the above limit will require approval of JMD &
CEO/Director/Head – Group HR, as the case may be.
56
3.3. All employees traveling on International trips exceeding 3 days should

necessarily take an International sim card. The same will be issued by
the Administration department after necessary approval from the JMD
& CEO, as the case may be.
3.4. Intercom Facility at Township
3.4.1. All employees from Manager and above grade are eligible for
Intercom telephones.
3.4.2. Employees below manager grade will be given on need basis

with the approval of Jt. Managing Director & CEO of the
company / Unit Head of the plant.
57
Policy No 20
MOBILE HANDSET REIMBURSEMENT Current Revision No 04
1. Objective
To clarify the policy, entitlement and process regarding reimbursement of

mobile handsets.
2.1. All employees at AGM (L13) to Sr.VP (L18) grade are eligible for mobile
facility under CUG (Closed User Group) with all India roaming facility,
where ever applicable.
2.2. Employees below AGM will be provided mobile phones on need basis,
after the approval of respective JMD & CEO/Director/Head – Group HR,
as the case may be.
2.3. Secretaries of Sr.VP and above will be eligible for mobile handsets with
CUG facility wherever applicable.
2.4. Entitlement
2.4.1 All the eligible employees are entitled for a new mobile handset
after 03 (three) years from the date of purchase/ date of issue
whichever is earlier.
2.4.2 Eligible employee is allowed to get mobile handset as per

following price limit:
Category Maximum Payable (Rs.)

L17 – L18
15000
(V.P to Sr. VP)
L15 - L16
10000
(GM to AVP)
L11 - L14
9000
(Mgr to DGM)
L8 - L10
6000
(Jr. Mgr to Dy. Mgr)
Secretaries of
2500
Sr. VP & above
58
3. Process
3.1 Employee can choose a model according to his/her wish and company
will procure and give the mobile handset to the individual. The
difference of value against the eligibility will have to be borne by the
employee immediately.
3.2 Upon resignation or retirement from the service within 03 (three)

years, the value of the mobile will be calculated at 50% depreciation
per year to arrive at book value.
3.3 Mobile handset will be replaced only after the eligible period and not
whenever the employee is promoted. As the battery is consumable, the
company will replace battery after inspecting the status of the same.
3.4 Employee has to bear any repair cost during the 03 (three) years
period. Only in case it has been damaged due to working conditions, it
can be replaced before 03 (three) years and that too, with the prior
approval of the concerned JMD & CEO/Director/Head - Group HR.
3.5 In case of loss of mobile handset within the 03 (three) years stipulated
period, the concerned employee would have to purchase a handset at
his/her own cost.
59
Policy No 21
LOANS & ADVANCES Current Revision No 04
1. Objective
To extend financial assistance to employees in cases of emergency to meet the

immediate need of the situation. However, this is purely discretionary and
cannot be claimed as a matter of right.
This policy is applicable to employees up to Sr. Manager (L12) grade and loan
can be availed to meet the financial needs only in the following circumstances.
a. Marriage of self /child /sister/brother.
b. Medical Treatment / Prolonged illness of self /spouse /child/parents
c. Death in the immediate family
d. Educational assistance for self /children
e. Natural Calamities
3. Policy
3.1 Entitlement: The maximum amount of advance will be capped at three

months Basic Salary or Rs. 50,000/- (Fifty thousand only), whichever is
less.
3.2 This advance will attract simple interest at the rate of 5% per annum on
reducing balance basis.
3.3 Such salary advance will be recovered in ten equal monthly installments.
4. Process
4.1 The individual employee needs to apply for loan to the respective HR
department with necessary supporting documents.
4.2 Such advances are payable only once in a financial year.
4.3 Those desiring to repay, at any stage, the entire outstanding advance in
lump sum may do so, but this does not entitle the employee to apply for
advance again under this scheme during the same financial year.
4.4 Nothing in this rule prevents the company from recovering the advance
in lesser installments, if the circumstances so require, or recover from
any amount that may become payable to employees at any time during
the period when the advance is outstanding including payment of bonus.
60
Policy No 22
VEHICLE INTEREST SUBSIDY Revision No 05
Last Revision Date July 01, 2011
Issued By Group HR
1. Objective
To extend financial support in the form of Loan Subsidy to employees in the

grades L01 to L12 to acquire a vehicle. Such subsidy shall be extended only on
loans availed from recognized financial institutions.
All employees up to Sr. Manager (L12) grade including trainees and

probationers are eligible to avail the benefits under this scheme.
3. Policy
3.1 Entitlement: The interest subsidy shall be granted on loans availed by

individual employees as per the following limits.
Type of Limit of loan for interest

Grade
Vehicle subsidy
L08 to L12 Two/Four
Rs. 3,00,000/-
(Jr. Mgr to Sr. Mgr) Wheeler
L01-L07 Two /Four
Rs. 50,000/-
(Up to Executive) Wheeler
MT/GET/DET Two /Four
Rs. 50,000/-
(Trainees) Wheeler
The interest subsidy from the company will not exceed an effective rate of 9%
p.a., subject to a minimum effective rate of 5% p.a. to be borne by the
employee. Such subsidy percentage determined at the time of disbursement
would apply during the tenure of the loan. Any subsequent increase in interest
would increase the effective rate charged to the employee.
3.2 Duration: The interest subsidy will be given for a maximum period of 36
months.
3.3 Restriction:
3.3.1 There should be a gap of five years between two vehicle loans to
avail the subsidy.
3.3.2 Employees cannot avail the benefit under this scheme more than
twice during the service tenure of the Group.
61
4. Process
4.1 Request for interest subsidy should be forwarded along with relevant
supporting documents to the concerned HR through the Functional Head /
HOD.
4.2 The application, if eligible, will be forwarded by HR to the salary section

for making payments of the subsidy.
4.3 The subsidy amount will be paid only through the monthly pay roll.
4.4 This is subject to Income Tax as per rules.
4.5 In case of promotion from Sr. Manager (L12) to AGM (L13), Vehicle
Interest Subsidy shall be withdrawn.
4.6 The interest subsidy cannot be claimed as a matter of right
62
Policy No 23
GROUP MEDICLAIM Current Revision No 06
1. Objective
This policy intends to cover the employees & dependent family members to
avail necessary assistance for treatment of various ailments through an
insurance cover.
The policy covers all employees in the grades L01 to L18 of JSW group
companies.
3. Definitions
3.1 Family – The benefits under this policy is extended to maximum 06 (Six)
members i.e. employee and 05 (Five) dependent family members. The
dependent family members shall include spouse, dependent parents and
dependent children up to 25 years of age. However, children upto 25
years of age and employed are not considered as dependent family
members and hence excluded from the coverage under this policy.
Dependent parents in law will not be covered in place of dependent
parents in this policy.
3.2 Hospital – Any institution in India established to provide indoor patient

care and registered with local authorities and is under supervision of
qualified medical practitioner.
3.3 Hospitalization – means Indoor Treatment in any hospital that requires

stay in the hospital for more than 12 hours.
3.4 Coverage - The policy covers reimbursement of expenses incurred for

treatment anywhere in India. The reimbursement includes expenses
incurred during a period covering 30 days pre-hospitalization & 60 days
post-hospitalization. Such reimbursement shall be limited to the eligible
amount of each employee and includes
a. Charges towards Room & Boarding

b. Fees for Nursing, Surgeon, Anesthetist, Consultant, Specialist,
Medical Practitioner.
c. Charges towards Anesthesia, Blood, Oxygen, Operation Theatre,
Surgical Appliances, Medicines & Drugs, Diagnostic Material, X-ray,
Dialysis, Chemotherapy, Radiotherapy,
d. Cost of Pace Maker, Artificial Limbs & Organs
63
3.5 Cashless Benefit - Settlement of all admissible expenses by the Insurance

Company directly to the hospital. In such cases the hospital must be in the
list of recognized hospitals of the insurance company.
3.6 Non Cashless Benefit - Employee need to settle all expenses related to
hospitalization with the hospital and claim the same as reimbursement. In
this case the hospital need not be in the recognized list of hospitals of the
Insurance Company.
3.7 Critical Ailment – The following ailments are classified as critical

ailments.
a. Aplastic Anemia
b. Cancer
c. Coma
d. End stage Liver failure
e. Fulminate Hepatitis
f. Grievous Injuries leading to Multiple Fracture, Dislocation &
Head Injury
g. Heart Attack leading to CABG or PTCA
h. Heart Valve Surgery / Replacement
i. Joint replacement arising out of accident
j. Kidney failure including Dialysis
k. Major Burns (more than 30 %)
l. Major Organ or Bone Marrow Transplantation
m. Multiple Sclerosis
n. Neuro Surgery (including all neurological disorder)
o. Stroke leading to Paralysis
p. Surgery to Aorta
q. Terminal illness leading to confinement at home
4. Policy
4.1 Entitlement: The entitlement under this policy shall be governed by the
following.
Coverage
Grade (per Family per annum, Rs. In lacs)
Critical Ailment Non-critical Ailment
L16 – L18 8 5
L13 - L15 6.5 4
L01 - L12 4 3
4.2 For coverage of dependent parents, a part of their premium cost will be
recovered from the employee as per the following.
64
Grade Recovery
(% of dependent parents premium cost)
L13 – L18 100%
L08 – L12 50%
L01 – L07 10%
4.3 The following room rent limits will be applicable for hospitalization.
Room Rent
(in Rs per Day)
Grade Delhi / Mumbai Other Locations

L16 – L18 8000 7000
L13 - L15 6500 5000
L08 - L12 3500 2500
L01 – L07 2500 1500
Note – There is no capping for ICU.
4.4 All reimbursements will be capped as per the entitlement mentioned in

clause 4.1. However, for certain specific aliments the following limits will
be applicable.
Admissible Amount (per instance) in Rs

Ailment
L16 – L18 L13 - L15 L01 - L12
Cataract 75000 60000 45000
Piles, Fistula,
Fissure,
100000 80000 60000
Tonsilitis,
Sinusitis
Benign Prostate,
Hypertrophy, 150000 120000 90000
Hernia
Appendicitis,
Gall Bladder
120000 80000 60000
Stone,
Hysterectomy
Normal Cesarean (C-section)

Maternity
Benefit
25000 35000
(per instance)
65
5. Process
5.1 The tie-up with the Insurance Agency will be done at the group level once
in a year and all employees to be covered under one plan.
5.2 Employees to declare the dependent details in the appropriate format to

the respective HR departments and accordingly necessary additions /
deletions to be communicated to the agency.
5.3 Communication to the Insurance Agency – All communications in respect

of hospitalization must be made to the representative of the insurance
company directly.
5.4 Claims Procedure: There are two alternatives for availing the mediclaim
benefit: Cashless & Non cashless as explained above in clause no. 3.5 &
3.6.
5.5 Submission of Claim Documents: The employee should submit

following documents within 7days after discharge to the insurance
company representative for processing of claims.
Summary of claims
Claim form duly filled in and signed.
All medical reports regarding diagnoses with X-ray plates, cash
memos with prescription for Medical test/examination and medicines.
Hospital Discharge Card
Pathological test reports & the observation report of attending
medical practitioner /surgeon.
Surgeons certificate stating nature of operation performed and
surgeon's receipt.
Any other report/document/paper asked by the insurance company.
5.6 Payment of Claim: On receipt of the claim papers, insurance company

will assess and settle the claim. The claim amount will be credited to the
employee’s account along with salary under the head of reimbursement.
66
Policy No 24
GROUP PERSONAL ACCIDENT Current Revision No 04
INSURANCE Last Revision Date July 01, 2010
1. Objective
The policy aims at providing financial assistance through insurance coverage

to the dependent family members of employees in case of disability arising
out of accident while in service.
All employees on the rolls of JSW Group companies in the grades L01 to L19,
including trainees and probationers.
3. Policy
3.1 Cover: The extent of financial assistance for disability due to accident
shall be limited to 6 times the Average Annual Cost-to-Company (CTC) of
the grade of the employee subject to a maximum of Rs 1 crore.
3.2 The disability benefit will be governed as per the standard table and
terms mentioned in the insurance agreement.
3.3 The accident benefits for disability arising due to accidents will be
decided depending on the extent of disability certified by the company
doctor.
3.4 In case an employee meets with an accident and gets hospitalized, the
period will be considered as special disability leave as given in leave
rules.
4. Process
4.1 The tie-up with insurance agency for having a policy covering all
employees on the rolls of various companies is made centrally by the
Group.
4.2 The Average Annual CTC of the respective grades at the time of renewal of
insurance policy shall be considered to arrive at the financial assistance.
4.3 All claims in case of disability on account of accident shall be routed

through the respective Human Resource Department.
4.4 The Insurance cell at the Group level shall co-ordinate with the insurance
agency and settle the claim within a period of one month from the date of
submission of claims.
67
Policy No 25
GROUP TERM LIFE INSURANCE Current Revision No 00
Last Revision Date -
1. Objective
To provide financial assistance to the family of the employee in the event of

accidental or natural death, while in service.
All employees on the rolls of JSW Group companies in the grades L01 to L19,
including trainees and probationers.
3. Policy
The extent of financial assistance for death due to any reason shall be limited
to 6 times the Average Annual Cost-to-Company (CTC) of the grade of the
employee subject to a maximum of Rs 1 crore.
4. Process
4.1 The tie-up with insurance agency for having a policy covering all
employees on the rolls of various companies is made centrally by the
Group.
4.2 The Average Annual CTC of the respective grades at the time of renewal of
insurance policy shall be considered to arrive at the financial assistance.
4.3 In the event of Death of the employee, the Nominee or Legal Heir shall
submit the claim for availing the financial assistance.
4.4 All claims shall be routed through the respective Human Resource
Department.
4.5 The Insurance cell at the Group level shall co-ordinate with the insurance
agency and settle the claim within a period of one month from the date of
submission of claims.
68
Policy No 26
DOMESTIC TRANSFER Current Revision No 04
1. Background & Objective
JSW group operations spread over India and abroad and are still expanding.
Under such circumstances it will be necessary for JSW to identify suitable
employees and transfer them in different locations in India or abroad. Hence, it
is necessary to document a formal transfer policy to help employees to settle
quickly at the new place without much hassle.
All employees on the rolls of JSW Group companies in the grades L01 to L19
including those on training/probation.
3. Policy
3.1 Transfer from one location/company to another in India or abroad is the

Group’s/company’s prerogative to meet the business needs.
3.2 Housing
Normally company provides appropriate houses to employees at plant

locations. In case such an employee is transferred from plant to city
location, he will be eligible for HRA as per his/her level and class of city as
per company policy.
3.3 Transfer Expenses
The company will reimburse/pay directly to the vendors, as the case may
be, the freight charges, packing, unpacking, loading, unloading in relation
to transporting Household goods on actual basis, subject to the eligibility
mentioned below:
Grade Eligibility
L16 & Above 1 month’s basic salary
L08-L15 1.5 times the monthly basic
salary
L01-L07 2 times the monthly basic salary
69
3.4 Travel Expenses
The employee, his/her spouse and children will be eligible to travel to

transferred location as per domestic travel policy applicable to the
employee. One additional trip may be allowed to the place of transfer for
finalizing children’s school admission and housing etc.
3.5 Temporary Accommodation
3.5.1 The company will organize temporary accommodation in the guest

house/hotel as per domestic travel policy for a period of 15 days
within which the employee should organize his housing. The entire
boarding and lodging expenses will be borne by the company as per
inland travel policy applicable to his/her grade.
3.5.2 If any employee stays for more than 15 days, then 100% deduction
of HRA from salary will be applicable for that month. Overstaying
beyond one month will be intimated to the HOD and appropriate
action will be taken.
3.6 Children’s School Admission
The company will assist the employees in school admission of children in a

reasonably good school. The admission charges including donation up to
Rs.50,000 up to two children will be reimbursed against bills.
4. Process
4.1 All inter-company transfer cases should be processed through Group HR.
The respective HR shall initiate the process citing the reason for transfer,
compensation etc. in the prescribed format as given in Annexure I.
4.2 The duly filled form should be sent to the Group HR for issuing transfer
letters.
4.3 Intercompany transfers should be approved by the JMD & CEO of both the
concerned companies.
4.4 Intra-company transfers (from one location to another within the

company) will be handled by the HR Head of the respective locations with
approval of JMD & CEO. Transfer of employee from one function to another
within the same unit/location will be done by the concerned Unit
Head/Functional Head and HR Head.
70
4.5 Transfer advice along with Personal file of the employee should be sent to
the Receiving HR within 7 days of joining with updated PF & Gratuity
details.
4.6 All leaves in the credit of the employees should be transferred to new
company / new location, as the case may be.
4.7 The amount accrued to employee towards PF, Gratuity, Annual bonus, etc.
up to last working day will be transferred to the new company.
4.8 In transfer cases, the service period in previous companies within the
Group will be taken into account for computation of years of service for
payment of gratuity.
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Annexure I
Employee Transfer Form
Personal Details of the Employee to be Transferred
Employee Code: __________________Name:____________________________________________________
Grade: _________________________ Designation: ________________________________________________
Details of Source (Tick the below)

Internal Job Posting ( ) Employee Request ( ) Business requirement ( ) Intra Company ( ) Inter Company ( )
Internal Job Posting Details:-_______________________________________________________________________

Reason of Transfer:-_________________________________________________________________________________
Enclosures: MRF /JD/Org Chart of the Department
Transfer From Transfer to

Company Company
Department Department
Designation Designation
Location Location
Reporting
Reporting Manager
Manager
Current CTC Revised CTC
Variable Pay /VPI Variable Pay /VPI
Other Payments Other Payments
Cost Centre Cost Centre
Date of Relieving Date of Joining
Approvals (Signature with Designation and Date)
Location Human Resource Department Location Human Resource Department
Head of Department Head of Department
Comments: Group Human Resources
Signature of Employee:_________________________________________________________________________________________
For Inter Company Transfer Approvals Signature with Date

Jt. MD & CEO Jt. MD & CEO
72
Policy No 27
INLAND TRAVEL Current Revision No 05
1. Objective
To provide guidelines to employees for official Business Travel within India.
All employees in the grades L01 to L18 are entitled for reimbursement of
domestic business travel expenses as given in Annexure I depending on their
level.
3. Definitions
3.1. Lodging allowance: For expenses incurred per day on accommodation

during outstation travel.
3.2. Boarding allowance: For expenses incurred per day on meals, snacks
etc during outstation travel. Expenses on liquor, cigarettes etc not
permitted.
3.3. Journey allowance: Payable per day for snacks, water, meals etc while
traveling by train/bus.
3.4. Incidental expenditure: Miscellaneous expenses without bills per trip.
3.5. Travel duration: >=12 hrs – Treated as one day

< 12 hrs but > 5hrs – Treated as half day. Accordingly, 50% of the
boarding allowance allowed.
4. Policy
3.1 Classification of Cities
A B C
Ahmedabad All State Capitals other than Barmer
mentioned in category “A”
Bangalore Cochin Nandyal
Chennai Guwahati Ratnagiri
Delhi & NCR Indore Salboni
Hyderabad Nagpur Salem
Kolkata Rajkot Tarapur
Mumbai (including Thane, Surat Vasind
Navi Mumbai, Dolvi)
Pune Vadodara Vijayanagar
Vijayawada All other locations
Surat
73
3.2 Entitlement
3.2.1 The grade wise entitlement for lodging & boarding is mentioned in
Annexure I of the policy. The amounts are inclusive of all taxes.
3.2.2 Employees using their own vehicles for traveling on official duty
with the prior approval of the HOD will be reimbursed in
accordance with the following norms.
Grade Type Of Vehicle Rate Of Reimbursement

L13 to L18 Four Wheeler Rs. 9.50/- per km
L08 – L12 Two Wheeler Rs. 4/- per km
3.2.3 Expenses payable to employees while on outdoor duty e.g. traveling

from Vasind / Tarapur to Mumbai or vice versa/from Toranagallu
to Bellary / Hospet / Sandur and vice - versa or in Bangalore / Goa
etc, will be reimbursed upto the limits as given below-:
Eligibility L16 - L18 L15 L13 - L 14 L10 - L12 L07 - L09 L01 - L06
Breakfast /
snacks
Actual 50.00 40.00 35.00 25.00 20.00
Before 8.00 a.m. &
After 8.00 p.m.
Lunch/dinner
Actual 150.00 125.00 70.00 50.00 40.00
on Duty
Mode of
Actual Taxi Taxi Taxi Auto/Taxi Bus
Conveyance
4. Process
5.1. Travel arrangement to be routed through ‘Travel Desk’, in

Administration. A copy of the Hotel & Tour Requisition Form is enclosed
as Annexure II.
5.2. Expenses allowed while staying in a hotel would vary according to the
class of city and will be paid for the period, which shall be calculated
from the date/time of reaching the destination till the date/time of
leaving the destination. Employees shall ensure that boarding & lodging
bills are attached along with the claim vouchers.
5.3. An employee traveling by a class, lower than to which he is entitled, shall

charge the fare actually traveled duly supported by his ticket.
5.4. All traveling bills must be submitted in prescribed format within 5

working days from return of journey / tour.
5.5. All employees can avail of reasonable advances from the company
towards travel authorization duly approved by the sanctioning
authority.
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5. Approvals & Exceptions
6.1. Travel plan must be approved by the concerned HOD.
6.2. Air Travel must be approved by the concerned JMD& CEO/

Director/Leadership group (L19) executives as the case may be, for non-
eligible category.
6.3. Any exception/deviation has to be approved by JMD & CEO/

Director/Leadership group (L19) executives, as the case may be.
75
ANNEXURE I
INLAND TRAVEL ENTITLEMENT
Journey
In case of own
allowance Food /
Boarding & Lodging lodging
for Incidental
combined arrangements Local
Mode of Travel travelling by expenditure
(Against Bills) (All Inclusive, Conveyance
Grade train for without
(Rs.) with bills)
atleast 8 bills (Rs.)
(Rs.)
hours (Rs)
A Class B Class C Class
All cities Per Trip
Cities Cities Cities
L18 Actual Actual Actual 1500 Air ‘J’ class, 1st Class AC 150 AC Car 500/-
L15 - L17
8000 6000 5000 900 Air ‘Y’ class, 2 Tier AC 120 AC Taxi 300/-
/Pilots
L13 - L14 7500 6000 4000 900 Air ‘Y’ class, 2 Tier AC 120 Taxi 250/-
L11 - L12 5500 3500 2500 750 Air ‘Y’ class, 2 Tier AC 120 Taxi 200/-
Chair Car, 3 Tier AC, AC

L01 – L10 4000 2500 2000 750 100 Taxi / Auto 150/-
Bus,
76
ANNEXURE II
HOTEL & TOUR REQUISITION FORM
To______________________
Administration Department Date______________
Kindly arrange to book Air / Rail ticket & the Hotel Reservation as per the
details given below:
Name___________ Designation____________Employee Code___________ Age _____
MODE OF TRAVEL: Air / Rail / Bus
DATE SECTOR CLASS FLIGHT / PREFERRED DETAILS /

FROM TO TRAIN No. DEPARTURE TIME REMARKS
HOTEL RESERVATION IF REQUIRED:

NAME OF PLACE DURATION TYPE OF
THE HOTEL CHECK IN CHECK ACCOMODATION
OUT
PURPOSE OF VISIT
_______________________________________________________________________________
_______________________________________________________________________________
DEBITED TO ACCOUNT OF
_______________________________________________________________________________
APPROVED BY
NAME ____________________________ SIGNATURE ___________________________
ADMINISTRATION USE REQUISITION NO. ____________
RECEIVED ON _______________________ TIME ______________________________
RECEIVED BY _______________________ DATE ______________________________
77
Policy No 28
INTERNATIONAL TRAVEL Current Revision No 04
1. Objective
The policy provides guidelines to govern International Business Travel of

employees.
The provisions of this policy shall apply to all employees on the rolls of the
company from L01 to L18 grade travelling to all overseas destinations for the
following purposes.
a) Conduct Business Meetings

b) Participate in Seminars & Conferences
c) Attend Training Programs
3. Policy
3.1 Classification of Cities: For the purpose of all international business

travel, the country / city classification mentioned in the Annexure I shall
be used to determine eligibility of travel & other related allowances.
Nepal and Bhutan are considered as domestic travel destinations.
3.2 Entitlement
3.2.1 Air Travel: The eligibility for Air Travel shall be governed as per
the following matrix.
Class of Travel
Grade Designation
Travel Time > 8 hours Travel Time <= 8 hours
L18 Sr. VP Business Business
L15 - L17 GM - VP Business Economy
L14 &
DGM & below Economy Economy
Below
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3.2.2 Daily Allowance: The employees on overseas business travel shall

be entitled to Daily Allowance as mentioned below.
Daily Allowance (in US $)
City Classification
Grade Designation A B C
L18 Sr. VP 450 325 250
L15 - L17 GM - VP 400 290 225
L14 & Below DGM & below 350 260 200
3.2.3 The above allowance is payable for travel up to 30 days. For travel
beyond 30 days, the Daily Allowance will be 70 % of the entitled
amount.
3.2.4 Out-of-Pocket Allowance: This will be part of the Daily Allowance

as mentioned above and the entitlement per day will be as per the
following.
Grade Out of Pocket expenses (in US$)

L18 40
L15 - L17 30
L14 & Below 25
The above shall be paid without bills and the rest of the Daily
Allowance must be supported with bills at the time of settlement.
3.2.5 Employees making their own accommodation arrangements will be

eligible only for 40% of the entitled Daily Allowance.
3.2.6 In case, lodging and boarding facility is arranged by the company or

any other agency, the employees are entitled for only Out of Pocket
Expenses.
4. Process
4.1 All international travel for official purposes must have prior approval of
the JMD & CEO. Travel Desk will initiate pre-travel activity like ticket-
booking, visas, etc., only after the travel is duly approved. The Foreign
Travel Approval form is enclosed as Annexure II.
79
4.2 Ticketing, Visas and FOREX for traveling abroad will be handled by the
‘Travel Desk’ in the ‘Administration’ department through approved
travel agents.
4.3 Depending on the frequency of travel by an employee, Travel desk will

cover him under one time medical insurance wherever applicable.
Requisite insurance forms duly filled in will have to be signed by the
concerned employee.
4.4 The company will, other things being equal, book the tickets on the basis
of most economical fare available.
4.5 Employees are required to make use of company owned guesthouses

wherever such facility may be available.
4.6 Where local metros and other suitable conveyances are available,
employees should use such services as part of their routine local
conveyance.
4.7 Employees traveling abroad are required to submit their tour expenses
statement to Finance & Accounts department, duly approved by the
HOD, within a week of their return, with relevant supporting bills. This is
a must for internal accounts, statutory and RBI requirements.
4.8 The expense account should clearly state the number of days for which
the Daily Allowance is claimed and the rate at which it is claimed. The
days of travel will be computed from the scheduled time of departure
from the airport to actual time of arrival at the airport at home station on
return. Every period of 24 hours will be counted as one full day. Any
spill over exceeding 12 hours will also be counted as full day.
4.9 Any unutilized FOREX has to be returned to the respective Travel Desk
along with the expense statement within a week of completion of travel.
4.10 A detailed report of overseas tour in the prescribed format enclosed as

Annexure III, giving date of commencement of travel, date of return,
foreign exchange drawn and spent and a detailed note giving the
purpose and outcome of the tour should be prepared. It should be
submitted to the HR head through the HOD/Business head for approval
and a copy is to be submitted to the Accounts department to comply with
RBI requirements, if any, within a week of completion of travel.
4.11 Till the submission of Travel Report and refund of balance of foreign
exchange, if any, the Accounts department will hold the total amount
paid to the individual and cost of the ticket as “advance” against the
employee’s name.
4.12 As a rule, the Company shall not pay any excess baggage charges
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4.13 Leave taken abroad – Company may at its sole discretion permit any
employee on an official visit abroad to take earned leave, at the end of
the business tour. However, the Company will not bear living expenses
or any other allowance for this leave period
4.14 All employees traveling on International trips exceeding 3 days should

necessarily take an International sim card. The same will be issued by
the Administration department after necessary approval from the JMD &
CEO, as the case may be.
81
ANNEXURE I
CITY CLASSIFICATION
Country A B C
Afghanistan All Locations
Angola Luanda
Argentina Buenos Aires
Melbourne, Perth, Canberra, Brisbane,
Australia
Sydney Adelaide
Austria Vienna
Brussels &
Belgium
Antwerp
Brazil Sao Paulo & Rio
Montreal,
Canada Vancouver, Calgary,
Toronto
Chad N'djamena
Chile Santiago
Taipei &
China Beijing, Shanghai
Guangzhou
Colombia
Denmark Copenhagen
Egypt
Ecuador
France Paris Nice, Marseille
Rest of the
Gabon Libreville
locations
Munich, Bonn,
Germany Frankfurt, Berlin Dusseldorf,
Humboldt
Hong Kong Hong Kong
Hungary
Indonesia Jakarta
Iran
Iraq
Ireland Dublin
Milan, Rome,
Italy Venice, Florence &
Bologna
Nagoya, Osaka,
Japan Tokyo
Kobe
Kenya All Locations
Malaysia Kuala Lumpur
Mauritius Port Louis
Mozambique All Locations
Amsterdam,
Netherland
Rotterdam, Delft
New Zealand Auckland
82
Country A B C
Nigeria All Locations
Norway Oslo
Oman
Paraguay
Peru
Philippines Manila
Poland Warsaw
Qatar
Russia Moscow St. Petersburg
Saudi Arabia Riyadh
Singapore Singapore
Johannesburg &
South Africa
Cape Town
South Korea Seoul
Spain Barcelona & Madrid
Sri Lanka
Sweden Stockholm Rest of the
Switzerland Zurich, Geneva Bern locations
Syria
Thailand Bangkok
Trinidad & Tobago,
UAE Dubai
Manchester,
UK London Edinburgh,
Birmingham
Uruguay
San Francisco,
Chicago, Boston,
Los Angeles
USA New York
Detroit,
Washington DC &
Philadelphia
Venezuela
Vietnam
83
ANNEXURE II
FOREIGN TRAVEL APPROVAL FORM

PERSONAL NAME
DETAILS EMPLOYEE CODE
GRADE
DESIGNATION
LOCATION
PASSPORT PASSPORT NO
DETAILS DATE OF ISSUE
DATE OF EXPIRY
TRAVEL PURPOSE
DETAILS
ORIGIN
DESTINATION
DATE OF DEPARTURE
DATE OF RETURN
MODE OF TRAVEL
CLASS
FARE
FINANCIALS DAILY ALLOWANCE
ELIGIBILITY (IN US$)
TOTAL NO. OF DAYS
TOTAL ELIGIBLILITY
(IN US$)
CURRENCY IN WHICH
EXCHANGE IS
REQUIRED
EXCHANGE RATE
ACTUAL AMOUNT
GIVEN (CURRENCY)
APPLICANT’S RECOMMENDED HEAD - HR APPROVED BY

SIGNATURE BY
PLACE
DATE
84
ANNEXURE III
FOREIGN TRAVEL EXPENSE REPORT

NAME
EMPLOYEE
PERSONAL CODE
DETAILS
GRADE
DESIGNATION
PURPOSE OF
TOUR
PLACE VISITED
DEPARTURE FROM
DEPARTURE DATE
ARRIVAL AT
TRAVEL DETAILS ARRIVAL DATE
TOTAL NO OF DAYS ABROAD
DATE OF SUBMISSION
FOREX GIVEN (CURRENCY) +
CASH
ACCOMMODATION, LOCAL
CONVEYANCE & FOOD
DETAILS
AIRPORT TRANSFER
EXPENSES
OUT OF POCKET EXPENSES
OTHER EXPENSES, IF ANY
UNUTILIZED FOREX + CASH
TOTAL EXPENSES
NET TO BE SURRENDERED
SIGNATURE OF EMPLOYEE APPROVED BY
PLACE
DATE
85
Policy No 29
SEXUAL HARASSMENT Current Revision No 02
Background
We acknowledge that it is our legal responsibility to provide safe working

environment for women free from sexual harassment and discrimination.
Sexual harassment can have a devastating effect upon the health, confidence,
morale and performance of those affected by it and the best way to prevent
sexual harassment is to adopt a comprehensive sexual harassment policy.
1. Objective
To ensure that sexual harassment does not occur and, where it does occur, to
ensure that adequate procedures are available for its redressal.
All employees on the rolls of JSW Group companies from L01 to L19 grade
including those on training or probation.
3. Definition
3.1 Sexual Harassment:

As defined in the Supreme Court guidelines (Vishakha vs. State of
Rajasthan, August 1997), sexual harassment includes such unwelcome
sexually determined behavior as:
a. Physical contact
b. A demand or request for sexual favors
c. Sexually colored remarks
d. Showing pornography
e. Any other unwelcome physical, verbal or non-verbal conduct of a
sexual nature, for example, leering, telling dirty jokes, making sexual
remarks about a person’s body
3.2 Workplace: A workplace is any place where working relationships exist,

where employer employee relations exist.
3.3 Sexual harassment at workplace is generally classified into two distinct

types. 'Quid pro quo' and ‘Hostile working environment’.
3.3.1 'Quid pro quo' means seeking sexual favors or advances in

exchange for work benefits and it occurs when consent to sexually
explicit behavior or speech is made a condition for employment
or refusal to comply with a 'request' is met with retaliatory action
such as dismissal, demotion, difficult work conditions.
86
3.3.2 ‘Hostile working environment' is more pervasive form of sexual

harassment involving work conditions or behavior that make the
work environment 'hostile' for the woman employee. Certain
sexist remarks, display of pornography or sexist/obscene graffiti,
physical contact/brushing against female employees are some
examples of hostile work environment.
3.4 Following are some of the actions, which may be treated as sexual
harassment:
3.4.1 Subjects another person to an unwelcome act of physical

intimacy, like grabbing, brushing, touching, pinching etc.
3.4.2 Makes an unwelcome demand or request (whether directly or by

implication) for sexual favors from another person, and further
makes it a condition for employment/payment of
wages/increment/promotion etc.
3.4.3 Makes an unwelcome remark with sexual connotations, like

sexually explicit compliments/cracking loud jokes with sexual
connotations/ making sexist remarks etc.
3.4.4 Shows a person any sexually explicit visual material, in the form
of pictures/cartoons/pin-ups/calendars/screen savers on
computers/any offensive written material/pornographic e-mails,
etc.
3.4.5 Engages in any other unwelcome conduct of a sexual nature,

which could be verbal or even non-verbal, like staring to make the
other person uncomfortable, making offensive gestures, etc.
3.4.6 If a superior requests sexual favors from a junior in return for

promotion or other benefits or threatens to sack for non-
cooperation.
3.4.7 If a superior make intrusive inquiries into the private lives of

employees or persistently ask them out.
3.4.8 If a group of workers joke and snigger amongst themselves about

sexual conduct in an attempt to humiliate or embarrass another
person.
4. Process
4.1 A Complaint committee shall be a five-member committee with four

members drawn from various departments and the fifth member from
an outside agency/organization related to human rights/women rights.
This is done to ensure objective decision-making. The committee will be
headed by a woman and no less than half its members shall be women.
At least one member shall be from HR dept.
87
4.2 The performance of the committee shall be reviewed every year based
on which the members may be changed, if required.
4.3 Any individual who either experiences or witnesses sexual harassment

can report the incident to Complaint committee.
4.4 The complaint shall be in writing to ensure consistency and accuracy. In

case, the individual reports the complaint orally, the same must be
taped/recorded by the committee.
4.5 The complaint shall be accompanied by all material and relevant details
concerning the incident.
4.6 The Complaint committee shall arrange a meeting between the

complainant and the alleged harasser within 5 working days of receipt of
the complaint.
4.7 A copy of the statement of the complainant shall be given to the alleged
harasser 2 days in advance to prepare himself for the meeting.
4.8 Minutes of the meeting shall be recorded.
4.9 The investigation report with the conclusions of the committee and
recommended actions shall be submitted to Head HR within one working
day following the meeting. The recommended actions shall be
implemented by the location HR
4.10 The Complaints committee shall inform the conclusion of the committee
and the actions to be implemented to the parties in writing.
4.11 If the decision of the committee is found unsatisfactory by either of the

parties, an appeal in writing can be made to the concerned JMD & CEO..
4.12 Strict confidentiality must be maintained during the whole process, so

that at all times the dignity of the concerned individuals is respected.
4.13 The committee must document and maintain accurate records of the
investigations and findings as well as the corrective actions taken.
4.14 In case, the alleged employee, against whom the complaint of sexual
harassment is reported, is a member of the complaint committee, he
shall be removed from the committee and a new member shall be
nominated by the concerned HR immediately to proceed with the
investigation.
4.15 The company shall ensure protection against retaliation (demotion,

dismissal, poor performance rating, difficult work conditions etc),
victimization, humiliation and/or additional harassment to
complainants, witnesses, committee members and other employees
involved in prevention and complaint resolution.
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4.16 Where sexual harassment occurs due to an act or omission by any third
party or outsider, the committee shall take necessary steps to assist the
affected person in terms of support and preventive action.
4.17 Guidelines for the Complaint committee
It is critical that the Complaint committee empathizes with the

complainant and does not judge her by their moral standards. The
committee must understand and remember that:
The individual, when she complaints, has her personal life and career
at stake.
It cannot function like a criminal court.
The impact sexual harassment has on a woman.
It is difficult for a woman to talk about anything sexual. Hence, there
can be long time interval between the harassment and the actual
complaint.
Needs to handle complaints in a confidential manner and within a
time bound framework.
Ensure that the body language communicates complete attention to

the complainant and the accused.
Treat the complainant as well as the accused with respect.
Discard pre-determined notions of how a victim or accused should

look or behave.
All sexual crimes are committed in private, so that there may not be
any eyewitnesses
Do not, under any circumstance, get aggressive.
Do not insist on a detailed description of harassment. This could

increase the complainant’s trauma.
Do not allow for interruptions when talking to the complainant and/or

accused.
Do not try and determine the impact of the harassment on the

complainant. Let the complainant determine it. Help the complainant,
if necessary.
Do not discuss the matter among the presence of the complainant or

the accused.
89
Remember, this is a human rights issue, therefore, (a) do not give too
much weightage to intention, focus on the impact, and (b) 'proof
beyond reasonable doubt' is not required, a strong probability is
sufficient.
Encourage the woman to note details of each incident of harassment

and monitor any changes in work patterns or attitude on the part of
the alleged harasser so as to avoid as far as possible attempts at
victimization or accusation of poor work performance, etc.
Make discreet enquiries as to whether other workers have

experienced similar problems and if so, ask them details of any
harassment, which has occurred.
4.18 Penalty
The company shall take a “zero-tolerance” approach against sexual

harassment. Appropriate disciplinary action shall be taken (including
termination) against the guilty, depending on the intensity of the
sexual harassment conduct.
If the investigations reveal that the complainant has raised a false

complaint with ulterior/malafide motives, HR Head shall initiate
appropriate disciplinary action, while ensuring that others are not
discouraged from raising complaints in the future.
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Policy No 30
SMOKING & SUBSTANCE FREE Current Revision No 02
PLACE Last Revision Date April 01, 2010
1. Objective
1.1 To promote a safe, healthy and productive working environment for all
employees
1.2 To prevent problems that occurs by alcohol and drug abuse at work
place.
2.1 All JSW Group employees in the grades L01 to L19 during working hours
and whenever conducting business or representing JSW.
2.2 The company realizes that abuse of drugs and alcohol impairs employee
health and productivity. It results in unsafe working conditions for all
employees and customers. The company is committed to maintaining a
high quality work environment uncontaminated by indulgence in drugs or
alcohol abuse.
2.3 Keeping in mind the safety of the plant and office premise and comfort of
the employees, all employees must abstain from smoking, drinking and
drug usage at the work place.
2.3.1 Smoking shall not be permitted in the plant locations, office

premises, branches, godowns and warehouses of JSW
2.3.2 In states where alcohol is prohibited by law, employees traveling in
such states shall comply with the same.
2.3.3 Company prohibits the use or possession of alcohol, illegal drugs
and intoxicants at workplace.
3. Process
3.1 If an employee is suspected of violating this policy, he / she may be

subjected to search at anytime during working hours. Search may be
physical search of the person or of lockers, desk, workstation, vehicle
and equipments.
3.2 Special places may be earmarked as smoking zone in the plant area and
employees should smoke only in those areas. Smoking is not permitted in
offices. No combustible material is to be stored in areas where smoking
is permitted.
3.3 Cigarette butts and tobacco should be discarded in an appropriate

manner keeping safety in mind at all times.
91
3.4 If an employee is found smoking in the non – smoking areas, a fine of Rs.
100/- will be imposed in the first instance. Subsequent violations will
invite disciplinary action as deemed suitable by management.
3.5 The management shall have the right to take appropriate action (which
may include termination) if an employee is found to be under the
influence of alcohol or drugs while on duty.
3.6 All information received by the company pertaining to smoking / drug

abuse shall be kept confidential and access shall be limited to those who
have legitimate need to know.
3.7 The company shall identify rehabilitation centre / resource persons for
helping employees or their families who need such assistance. However,
the costs incurred for the recommended treatment shall be borne by the
employee.
3.8 Any employee who notices violation of this policy shall report the matter
to the location HR Head.
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Policy No 31
SECURITY Current Revision No 04
1. Objective
1.1 To protect the resources of the organization and create an environment

that is conducive to sound security practices.
1.2 To make the employees aware of their security responsibilities in order

to ensure security of men, material and information.
2. Coverage
All employees in the grades L01 to L19 of JSW Group companies.
3. Policy
3.1 Physical Security
3.1.1 The entry and exit of company employees, associates and visitors
should be regulated by having proper record with regard to
identification, time and purpose.
3.1.2 Employees of JSW & Associate employees must undergo security

check while entering and leaving the company premises.
Employees must go in and out of the company premises only in
the gate earmarked for them.
3.1.3 Unauthorized entry of personnel or encroachment on company

premises should be prevented by having proper and secured
boundaries and security patrolling.
3.1.4 Physical check of personnel and vehicles at the exit and entry
gates to prevent unauthorized move of material into or out of
factory premises.
3.1.5 Proper accounting and check of all material both in Qty and
specification moving in or out of the company premises.
3.1.6 Proper and periodical reconciliation of material received at the

entry and its receipt at the store yards to prevent any pilferage.
3.1.7 Employees should not take in or out any equipment from JSW
without proper authorization.
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3.2 Information Security
3.2.1 Confidential/restricted information transmitted over any

communication network should be sent in an encrypted form (e.g.
password protected).
3.2.2 Confidential information not being actively used, when stored or

transported in computer-readable storage media (such as
magnetic tapes, Pen drive, floppy disks or CDs) should be in
encrypted form.
3.2.3 Employees should not discuss confidential matters or reveal

confidential / classified information on telephone, in public places
and / or outside JSW premises.
3.2.4 Sensitive or confidential information should not be faxed.
3.2.5 Employees who are using desktops/laptops should not reveal or

share any confidential information pertaining to business,
process, patents, other material related to research works etc.
without proper authorization.
3.2.6 Each employee is responsible for the contents of his/her e-mail

and all actions performed using his/her email logon credentials.
3.2.7 Users should not provide other unauthorized persons with their
E-Mail ID and password.
3.2.8 E-mail should not be used to transmit or receive statements that

contain any material that is offensive, defamatory, or threatening
to others.
3.2.9 Introduction of unauthorized copies of licensed software &

hardware (piracy/copyright & patent infringement) and the
copying of such material to JSW information resources is
prohibited.
3.2.10 Each user has the responsibility to notify the IT department

immediately of any evidence or suspicion of any security violation
with regard to:
a. Unauthorized access to network, telecommunications, or

computer systems.
b. The apparent presence of any information resource prohibited

by this policy.
94
c. Apparent tampering with any file for which the user

established restrictive discretionary access controls; and
d. Violation of this Policy or any other Information Security policy

or procedure by another user, employee, contractor or third
party service provider.
95
Policy No 32
APPEAL PROCESS/GRIEVANCE Current Revision No 04
HANDLING Last Revision Date April 01, 2010
1. Objective
An employee is encouraged to discuss issues openly with those directly

involved as well as with his / her immediate superior. As far as possible, the
issues should be resolved within the departments. In the event an employee
is unable to resolve an issue within the departments, he / she may follow the
process outlined below:
2. Process
2.1 Step 1
2.1.1 The employee should submit his / her written concern to his /
her HOD/Functional Head, outlining the concern and
suggested remedy. A copy of the concern should be sent to the
concerned Head of HR.
2.1.2 After receiving the concern, the HOD/Functional Head will

arrange a meeting within five working days to discuss the
issue raised by the employee.
2.1.3 A written response will be delivered to the employee within

two working days of the meeting. A copy of the same should
be sent to the concerned HR.
2.2 Step 2
2.2.1. In case the employee is not satisfied with the response, he may
submit his written concern to the concerned JMD &
CEO/Director/Head – Group HR, as the case may be, along
with any additional information he feels is pertinent. A copy
should be sent to the concerned HR.
2.2.2. The JMD & CEO/Director/Head – Group HR will take

appropriate steps to arrive at a final decision and convey it, in
writing, within 2 weeks.
2.2.3. The HR representative must be a part of the meeting at each

step to facilitate the process.
96
Policy No 33
LONG SERVICE REWARD Current Revision No 01
1. Objective
To recognize the long service rendered by employees and celebrate their long
association with the Company.
Employees on the rolls of JSW group companies from L01 to L19 grade who
complete service milestones of 10 years or more will be rewarded by the
company for their contribution and commitment to the company. The
categories of service milestones and the extent of reward are given in the
table below:
Service Milestone Reward

(Continuous service) (Gift voucher worth Rs.)
10 years 10000
15 years 15000
25 years 25000
3. Process
3.1 The length of service will be computed on 31st of December every year
for the purpose of the reward.
3.2 Employees will be included till last date of working i.e. those employees
who have resigned and are serving the notice period shall be eligible for
this scheme.
3.3 The long service reward ceremony will be held in all the locations once
in a year.
3.4 The Gift will be handed over to the employee by the Unit Head at
different locations. After the presentation of gifts, high tea will be hosted
by the Company to the recipients and there will also be a group
photograph.
3.5 The reward will be subject to the condition that no disciplinary case is
pending against the employee.
97
Policy No 34
VOLUNTEERISM Current Revision No 01
Background: Volunteering is a process of philanthropy in which you both give and

receive adequately, a process, which is as much for yourself as for the others you are
trying to help, a process of learning, accommodating, understanding and giving within
the framework of requirement, respecting the credo of the organization that you are
working with.
Any individual who chooses to freely give his time, talent and experience to assist and
support others in need is a Volunteer.
1. Objective
To encourage Volunteerism by all its employees at all its locations to enhance the
quality of life of the economically less privileged, physically challenged and
socially marginalized.
2.1 All employees in the grades L01 to L19 of JSW Group companies
2.2 Volunteerism can be in any of the following forms:

Giving Time, Talent and Effort
Contributing Financially or Materially
2.3 40 hours of Volunteering in official time will be permitted per year per
employee. This could be spread to suit convenience of individual and
organization where one is working.
3. Policy
2.1 Employees will be notified periodically about projects where an individual

or group of individuals can volunteer.
2.2 Salary deductions towards contribution(s) to any approved project(s), will

be accepted and remitted to chosen projects. JSW Foundation projects will
be preferred.
2.3 Periodic contribution of Materials, which can be utilized for a cause, will be
organized.
98
Policy No 35
CONFLICT OF INTEREST Current Revision No 04
Background
A conflict of interest exists in any situation where an employee’s personal

interest (or that of a relative, friend or associate) might affect the employee’s
action, restraint from actions or decisions in connection with the employee
performing services for the company in such a way that the employee would
have an interest in acting, refraining from acting or deciding in a manner other
than in the best interests of the company. This includes any situation involving
a conflict of interest or financial interest, which could affect the company’s
reputation, competitive position, future growth or financial standing.
1. Policy
Employees must conduct themselves with utmost discretion and remain

above suspicion; therefore, each employee must avoid the occurrence or
appearance of a conflict of interest. The following are examples of conflicts
of interest and should be avoided:
1.1 Accepting loans, fees or services from suppliers, customers or others

dealing with the company
1.2 Accepting a recreational or entertainment opportunity from a person

or organization, which does business with the company, whose value is
such as to make it appear that the donor is attempting to influence the
recipient. If an employee believes that the gift must be returned, a
tactful and appreciative letter should be sent to the donor asking that
no gifts be forwarded in the future. In case the employee is not able to
return the gift, he should deposit the gift in the office. Any substantial
gift of perishables should be donated to a charitable organization and
the donor notified tactfully by letter of such action.
1.3 Working for competitors, suppliers or customers whether as a full time

or part time employee or as a consultant or otherwise.
1.4 Attempting to influence the placing of orders or contracts for any

purpose other than for exclusive benefit of the company.
1.5 Acquiring real estate, leaseholds, patents or other rights in which the
company may conceivably have interest.
1.6 Receiving kickbacks (the return of any part of compensation to which

another person or organization is entitled) whether by threat, force or
on a voluntary basis.
99
1.7 Appropriating, receiving, giving out or conspiring to appropriate,

receive, and give out confidential information relating to the company,
a customer, a supplier, or a competitor where the disclosure of such
information is unauthorized.
1.8 Each employee should discuss with the Human Resources department
any situation, which is or may appear to be a conflict of interest before
making any arrangements.
1.9 Violation of this policy may lead to disciplinary action as deemed fit, for
which the Company will be the sole judge.
100

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People Policies & Processes

July 01, 2013

POLICY NO. PARTICULARS PAGE NO.

“Creating an exciting workplace that inspires superior people performance”

3. Group HR shall formulate policies in consultation with the select committee of

4. It shall be the responsibility of location HR Heads in possession of the manual to

5. Administration & Control

HR Manual People Policies & Processes

Prepared By Group Human Resources

All employees of JSW Group Companies in

Reviewed By Select Committee

Approved By Group Director – Human Resources

Effective Date July 01, 2013

Proprietary document of JSW Group.

2. Scope & Applicability

Category Sub-category Grades Designation

4.1 The external customer facing departments may choose to have

To record & store necessary & relevant information about individual

2. Scope & Applicability

3. Policy & Process

3.3 The following documents shall be part of personal dossier:

3.6 Designated persons in the HR department and respective HODs to have

3.7 No employee shall have access to his / her own dossier.

2. Scope & Applicability

3.1 Core Time (Normal Business Hours): 9.30 am to 6.00 pm

3.2 Lunch Break: Location wise staggered between 12.30 pm to 2.30 pm

3.4 Shift timings are regulated by service conditions prevailing at the

3.5 Flexi Time

Similarly if an employee reports to work at 10.00 am, he/she can leave

3.6 Public Holidays

8 Public holidays during a calendar year are announced in advance that

4.3 Employees are required to update their leaves/OD by 22nd of every

To clarify the terms and conditions of employment, for transparency and

2. Scope & Applicability

3.1 Classification of Employees:

3.1.1 Probationer: A person recruited with prior work experience shall

3.2 Resignation: Voluntary separation of employee

3.3 Retirement: Separation at the age of superannuation

3.4 Termination: Involuntary separation of employee

4. Policy & Process

4.1.1 The performance of a probationer will be evaluated in the 6th month

4.1.3 Based on the recommendation of HOD, if the performance is found

4.1.4 If the performance is found unsatisfactory, the probation period may

4.1.5 If the performance does not reflect any significant improvement

Employees joining the services of the company as Trainee will be under

4.2.2 During the half yearly evaluation/review, trainees will be given

4.2.3 Based on the overall performance during training period and

4.2.5 If the performance does not reflect any significant improvement

4.3.1 Resignations of GM & above will be accepted by the concerned JMD

4.3.6 Exit interviews should be conducted and appropriate reasons

4.4.1 The retirement age of employees will be as given below:

Level Retirement Age

4.5.1 Termination of services of any employee must be approved by the

4.5.2 Termination or involuntary separation of an employee shall only be

4.5.3 Termination of services of an employee can only be affected, when

4.5.4 On receipt of such information, the company will constitute an

PROBATION EVALUATION FORM

Please utilize the following rating scale

To be reviewed on the below parameters

Overall Performance Rating: _______

To be filled at the time of review

Final Recommendation to HR:

Confirm Extend Terminate

WE CARE FOR YOU

Employee Name _ Employee Code__

Leaving date Department _

Grade _ Designation _