Peacock Solar Human Resources Personnel Policy Manual

Peacock Solar
HUMAN RESOURCES
PERSONNEL POLICY MANUAL
Registered Office Human Resources

Original
Peacock Solar -HR Manual
Table of Contents
Document Revision Number Revision Date Date
VL/HRM 00 00-00-00 1st July 2011
Topic Page
Number
Foreword 4
Employees Welcome Message 5
About the Company 6
Company Values 7
Departments 8
HR Mission 9
Grade Structure 10
Working Hours 11
Timekeeping 12
Company Holiday 13
Time Off to Vote 15
Leave Policy 16
Recruitment and Selection 22
Access of Personnel Files 25
Nature of Employment 26
Summer Trainees- Recruitment 27
Induction and Orientation 28
Bank on the Buddy Program 29
Probation and Confirmation 31
Salary Administration 32
Employee Benefits 34
House Rent Allowance 35
Confidential Document 2
Medical Allowance 36
Gratuity 37
Superannuation Policy 38
Group Mediclaim 39
Group Personal Accident Policy 41
Employment Certificates 43
Deputation Policy 44
Transfer 47
Internal Vacancy Advice 50
Employee Referral Program 52
Employment of Relatives 54
Separation 55
Disciplinary Policy 57
Exit Interview Policy 59
Local Travel Policy 60
Outstation Travel Policy 62

International Travel Policy 68
Fooding Charges 71
Higher Education Assistance 72
Scholarship Scheme 73
Wedding Gifts/ Birth of a Baby 74
Salary Advance 75
Loan 76
Discount Policy 77
Product Discount Policy 78
Blackberry and Internet Data Cards 79
Employee Requests 80
Replacement Policy 81
Electronic Mail Usage Policy 82
Internet Usage 85
Use of Electronic Media 86
Personal Appearance 87
Display of Identification Card 88
Code of Conduct 89
Business Ethics & Conduct 92
Maintaining and Managing Records 93
Use of Company Resources 94
Alcohol and Drug Policy 95
Smoking 97
Security Inspections 98
Workplace Monitoring 99
Grievance Handling 100
Elimination of Child Labor 101
Sexual Harassment Policy 102
Equal Employment Opportunity Policy 106
Whistle Blower Policy 107
Environment, Health and Safety Policy 110
Corporate Risk Management Policy 112
Confidential and Intellectual Information Policy 114
Compliance Policy 115
Customer Relations 116
Media Policy 117
Advertisement Policy 118
The Competition Policy 119
Selecting Suppliers 120
Government Contracts 121
Non-disclosure Agreement 122
Conflict of Interest 123
Open Door Policy 124
Business Gifts Policy 125
Foreword
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Among the many challenges of Management, managing Human Resources is one of the
most important tasks because everything depends on how well it is done. Hence, there
is a need for clear policies to recognize their contribution, to promote the effective &
efficient use of Human Resources and to encourage their career development.
This manual seeks to cover in detail, policies of the company that are applicable to all
employees. Its coverage includes personnel administration, salary, perquisites,
allowances, and other miscellaneous issues. This manual will serve as a ready reckoner
and will assist in case clarifications are needed on policies pertaining to employees in
the company. You should read, understand, and comply with all theprovisions.
Content has been organized under various sections for the convenience of users. There
are sections on Provident Fund, Gratuity and Group Personal Accident Insurance,
which are governed by enactments, statutes and rules determined by the Government.
These sections, as described in this manual, give the provisions in vogue at the time of
release of themanual.
No employee manual can anticipate every circumstance or question about policy. As

Peacock Solar continues to grow, the need may arise and Peacock Solar reserves the
right to revise, supplement, or rescind any policies or portion of the handbook from
time to time as it deems appropriate, in its sole and absolute discretion. The only
exception of any changes is our employment-at-will policy permitting you or Peacock
Solar to end our relationship for any reason at any time.
The Managing Director, Real Estate; is the approving authority for all sections of the
manual.
Suggestions for improving this manual and modifying existing policies should be made
to the GM–Human Resources.
This manual should not be given to anyone outside Peacock Solar without the prior
approval of the GM-Human Resources.
Ms. Sweta Singh,

GM – HumanResources,
Peacock Solar.
Employees Welcome Message

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Welcome to our organization!
On behalf of everyone, we welcome you to Peacock Solar and wish you every success
here. We assure you on behalf of the company that you have joined a group that is
extremely ambitious, and performance driven. The values, fundamentals and principles
of the group gravitate around Quality and the Value of Commitment and it should be
our collective endeavor to deliver our products and services in line with our principles
and values.
WebelievethateachemployeecontributesdirectlytoPeacock Solar’sgrowthandsuccess,and
we hope that you will take pride in being a member of ourteam.
This manual was developed to describe some of the expectations of our employees and
to outline the policies, programs, and benefits available to eligible employees.
Employees should familiarize themselves with the contents of the manual as soon as
possible, for it will answer many questions about employment with Peacock Solar.
We hope that your experience here will be challenging, enjoyable, and rewarding.
About The Company

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The Peacock Solar has its business interests in solar energy services. We provide hassle-
free solar panel installation. In the 21st century where Conventional source of energy
generates 800 metric tons of Carbon dioxide resulting in 1.2 million deaths annually. As
electricity demand escalated, with supply depending largely on fossil fuels. concerns
arose about carbon dioxide emissions contributing to possible global warming.
Peacock solar aims to be the energy partner for 200 million households by leveraging
data Analytics and innovative finance to provide access to solar energy in and
contribute to stabilizing our ecology. Peacock solar has built its operations and
marketing in a scalable manner. We promote the most important aspects that will shape
India’s future. Peacock Solar is active in serving the Nation for the last 10 years.
We believe in harnessing the pristine power of nature and providing a sustainable and
easy lifestyle for years to come. The skyrocketing price of electricity makes solar panels
the need of the hour. An array of solar cells in the solar panel absorbs sunlight to
generate electricity by the photovoltaic effect. We have an end to end solution for solar
panel installation.
Our idea was selected by Climate Finance Lab as one of the top 9 global ideas for
sustainable development in 2018 cycles. We also received grand finance from UNICEF
worth $ 85,000 to build our go-to-market and scaling strategy for scaling solar. Our
business model has the potential to generate 50 GW and save 25 million metric tons of
CO2.
Today, each development that bears the insignia of The Peacock Solar, upholds quality
assurance of unaltered excellence, be it of design, technology or function.
Company Values
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Core Values
Mission - To be India's leading residential energy partner.
Vision could be to get clean energy access to households so that they improve their
family's lifestyle.
Departments
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CorporateAffairs
Marketing &ClientServices
CorporateCommunication
ProjectManagement
InvestorRelations
Operations
Human Resources, Administration &IT.

HR Mission
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“Our HR mission is to build an organization of highly motivated employees, rewarded

and compensated well, having the ability to execute our ambitious business goals with
passion and commitment, thereby exceeding business and client needs.
The Human Resources processes are designed to foster effective and efficient use of
Human Resources and build an open, collaborative and innovative work environment
where all employees are treated with respect, their contributions recognized, and career
development encouraged.”
Grade Structure
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Grade Designation
L1A Managing Director

L1B Deputy Managing Director
L1C Executive Director
L2A President
L2B Vice President
L2C Assistant Vice President
L3A General Manager
L3B Deputy General Manager

L3C Senior Manager
L4A Manager
L4B Deputy Manager
L4C Assistant Manager
L5A Senior Executive

L5B Executive
L5C Officer
Working Hours
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To standardize and lay down guidelines of working hours and weekly offs in the
system.
The Corporate Office will follow 6 work days a week. The work timings will be
from 9.30a.m. - 6.30p.m. with 30 minutes lunchbreak.
The 2nd and 4th Saturdays would be Off days. Other Saturdays would be working
days for all, and on these days, work timings will be 10 am to 4 pm.
HOD‟s will advise employees of the times their schedules will normally begin and end.
Staffing needs and operational demands may necessitate variations in starting and
ending times, as well as variations in the total hours that may be scheduled each day
and week.
Rest & Meal Periods: All full time employees are provided with one meal period of 30
minutes on each workday.
Timekeeping
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Duty Hours: Duty hours will be decided in conjunction with the operational head.
Duties would be decided keeping in mind the operational and staffing requirements.
Duty would be spread over eight and a half hours with a half - hour break for meals
under normal circumstances.
Grace Period: An employee will be marked late if he/she arrives 15 minutes later than
the scheduled time. Three such late arrivals will constitute an „Absent without leave‟
and will result in salary deduction. An employee coming late by more than an hour of
the scheduled duty hours will be marked absent for half a day. If an employee has
already availed his annual leave, then the marked leave will amount to an
„Absent‟,which will result in salary deduction.
Attendance Machine: Employees are required to record their attendance by way of
means being followed at each case and communicated to the employee. Failure to mark
the attendance will result in their being marked absent for that day. Accurately
recording time worked is the responsibility of every employee. Labor laws require
Peacock Solar to keep an accurate record of time worked in order to calculate employee
pay and benefits. Time worked is all the time actually spent on the job performing
assigned duties.
Employees should accurately record the time they begin and end their work. Altering,
falsifying, tampering with time records, or recording time on another employee’stime
record may result in disciplinary action, up to and including termination of
employment.Itistheemployee’sresponsibilitytomarktheirtimerecordstocertifythe
accuracy of all time recorded. In addition, if corrections or modifications are made to
the time record, both the employee and the supervisor must verify the accuracy of the
changes and an approval of supervisor to such changes will be his soleresponsibility.
Attendance Punctuality: To maintain a safe and productive work environment, Peacock
Solar expects employees to be reliable and to be punctual in reporting for scheduled
work. Absenteeism and tardiness place a burden on other employees and on Peacock
Solar. In the rare instances when employees cannot avoid being late to work or are
unable to work as scheduled, they should notify their supervisor as soon as possible in
advance of the anticipated tardiness orabsence.
Company Holiday
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INTRODUCTION
To define holidays in a calendar year observed at various locations of the Company in

accordance with the Chambers of Commerce in force.
SYSTEM
12paidholidayswillbeprovidedtoallemployeesinayear.
In order to ensure maximum efficiency and minimum inconvenience it is

desirable that the various units of the Company observe holidays on common
days as far as practicable.
least aday’snotice, a public ora weeklyholiday(except national holidays) to
elected by them include National and Festival holidays such as Republic Day (January 26), Labor Day (May 1), Independence Da
ampered on account of strike, power cut, local festivities, etc, the company may declare with at
be a normal working day and declare the affected day to be a holiday.

Company Holiday - Annexure

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The following days will be observed as National and Festival Holidays for the Calendar
Year 2012 by the Company offices:
Sr. No Date Day On Account of
1 26thJanuary Thursday Republic Day
2 20thFebruary Monday MahaShivratri
3 8thMarch Thursday Holi
4 10thAugust Friday Krishna Janamashtami
5 15thAugust Wednesday Independence Day
6 20thAugust Monday IdulFitr (end of Ramadan)
7 2ndOctober Tuesday Gandhi Jayanti
8 24thOctober Wednesday Dussehra
9 13thNovember Wednesday Deepavali
10 14thNovember Thursday Deepavali
11 28thNovember Wednesday Guru Nanak Jayanti
12 25thDecember Tuesday Christmas

Time Off to Vote

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Peacock Solar encourages employees to fulfill their civic responsibilities by participating

in elections. Generally, employees are able to find time to vote either before or after
their regular work schedule. If employees are unable to vote in an election during their
non-working hours, Peacock Solar will grant up to 2 hours of paid time off tovote.
Employees should request time off to vote from their supervisor at least two working
days prior to the Election Day. Advance notice is required so that the necessary time off
can be scheduled at the beginning or end of the work shift, whichever provides the least
disruption to the normal work schedule. Employees must submit a voter’s receipt on the
first working day following the election to qualify for paid timeoff.
Leave Policy
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The leave policy sets out the employees leave entitlements and the procedure of
applying for leave. These guidelines are applicable to all Peacock Solar Group
employees. The Human Resource Department will provide administrative support to
ensure smooth implementation of the same.
ENTITLEMENT
Leave Entitlement
Earned Leave 18 days
Sick Leave 6 days
Casual Leave 6 days
For the purpose of calculating leave accounts, “year” shall mean the calendar year
commencing on the first day of January and ending on the last day of December of the
year.
Leaves are being credited at the beginning of every month on prorated basis for every
employee.
During probation, employees can avail of Sick Leave & Casual Leave. Earned Leaves
shall be credited to all confirmed employees only.
All leave must be applied for in advance, via VConnect, before proceeding on leave,
with the exception of sick leave, which may be intimated verbally, and post facto
approval sought upon resumption of work.
Leave entitlement will be on prorated basis for employees joining during the year.
Method of Applying for Leave:

1 Notify the Reporting Authority of the intention of takingleave.
2 Filling up the prescribed Leave Application request throughVConnect.
3 Clearly fill in the requireddetails.
4 Submit the Leave Application Formonline.
5 The request will go to your respective ReportingAuthority.

6 The employee can view the status of these requests throughVConnect.
Leave Policy
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Note:
The above steps should be followed in the order prescribed.

In case of an emergency leave where the applicant is unable to fill up the
prescribed form and submit to the HR department, the following steps should be
taken for proper updating of leave in HR records.
Inform the reporting authority that you are availing leave.
Submit a leave application to the HR Department, duly signed by the reporting
authority on resuming your duties within 48 hours.
Ensure that HR department clears your leave application.
EARNED LEAVE (EL):
Applicability: An employee is entitled to avail EL only on confirmation of service with

the company. Probationers cannot avail of EL.
Quantum of Leave: The employee will be eligible for 18 days of Earned Leave for every
completed year of service.
Other Terms and Conditions of Availing Earned Leave:
An employee will be eligible for EL after confirmation of service only. (Yet, while
on probation, if an employee is desirous of proceeding on leave, other than SL or CL, then
the number of days can be granted on account of Loss of Payonly).
It is the responsibility of the reporting managers as well as employees themselves

to resist planning such long absence from work while on probation. The initial
term of 6 months must be considered as an observation period for the
performance and hence all efforts must be made to ensure diligentbehavior.
Confirmed employees desirous of availing earned leave will need to submit a

leave request via VConnect to their immediate supervisor / manager atleast 15
days in advance forapproval.
EL can be availed by an employee when fallen ill, if the quantum of Sick Leave has
been availed (exhausted). On resuming duties, the employee can be requested for
necessary medical documents to support the period ofabsence.
While availing EL, intervening weekly offs and paid holidays are included. For
example, if the weekly off is on Sat-Sun and the employee applies for leave from
Wednesday to Tuesday, then while calculating actual leave days applied for, all 7 days
will becounted.
Leave Policy
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Earned Leave can be suffixed & prefixed with a holiday or a weekly off. For
example, if the weekly off is on Sat-Sun and the employee applies for leave from Monday
to Friday, then while calculating actual leave days applied for, only 5 days will be
counted.
An employee may carry forward unvailed Earned Leave, subject to a maximum of

30days.
No Earned Leave can be availed of by the employee during the notice period.
Unvailed EL can be encased only at the end of the calendar year and will be computed
as per IT act. The approval for encashment of unveiled EL will be at company
discretion only. The calculation will be “amount = basic pay + dearness allowance /
26”
For the purpose of calculating leave earned by the employee, the period of leave
on loss of pay availed by the concerned employee during a particular year will
not be counted as period of service during the saidyear.
In the event of death of an employee, leave remaining to the credit of the

deceasedshallbepaidtothepersontowhomthedeceasedemployee’sProvident Fund
dues arepayable.
SICK LEAVE (SL):
Applicability: All employees can apply for Sick Leave. Confirmed as well as
probationers can apply for SL, if the need arises.
Quantum of Leave: Each employee is eligible for 6 days of Sick leave during one
Calendar Year.
Other Terms and Conditions of Availing Sick Leave:

While calculating SL, intervening weekly offs and paid holidays will be
INCLUDED.
The employee can apply for a Sick Leave for half a day also.
Submission of medical certificates of sickness as well as fitness will be required
in case of Sick Leave exceeding threedays.
If the available quantum of SL is insufficient and duration of sickness is more, EL

can be combined with SL to cover the period ofillness.
Unavailed SL at the end of the Calendar Year will be added to next yearquota.
Leave Policy
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Unavailed Sick Leave can be accumulated up to a maximum of 18 days but is

strictly not encashable. Any Sick Leave accumulated beyond 18 days will
automatically lapse on the first day of the subsequent calendaryear.
If SL is taken for a long period of time, the company may have option to arrange
for a medical examination by a Doctor / Specialist to check on
employee‟swelfare.
Employees‟ have the flexibility to use their sick leaves to care for sick
dependentfamily member. However, the employee should submit a medical
certificate/ prescription of the dependent if the absence is for more than 3 days;
Dependents include Parents, Spouse &Kids.
CASUAL LEAVE (CL):
Applicability: All employees can apply for Casual Leave. Confirmed as well as
probationers can apply for CL, if the need arises.
Quantum of Leave: An employee is eligible for 6 days casual leave in a Calendar Year.
Other Terms and Conditions of Availing Casual Leave:
CL has to be availed with prior sanction. If that is not possible, at least a

telephonic message is to be given regarding the same and on resuming; the
application for CL is to bemade.
Casual Leave cannot be combined with any other kind of leave.
The employee can apply for a Casual Leave for half a day also.
CL cannot be availed for more than 2 days at a time.
 CL cannot be encashed by an employee.
 CL is non-cumulative. Any balance CL shall lapse at the end of the
Calendar Year.
MATERNITY LEAVE (ML):
Applicability: Confirmed female employees of the company.
Quantum of Leave: All female employees shall be entitled to maternity leave for a
period not exceeding 12 weeks as per the provision under the Maternity Benefits Act.
1961.
Leave Policy
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Other Terms and Conditions of Availing Maternity Leave:
Minimum 80 days of continuous service in the company is required.
Subject to the provisions of the Maternity Benefit Act, 1961, female employees are
entitled to maternity leave on full pay for a period upto 12 weeks, of which a maximum
of 6 weeks can be availed before delivery. All the holidays appearing during this period
will be counted for the purpose of computation of 12 weeks.
To avail Maternity benefit, employee should inform at least 10 weeks before the date of
expected delivery along with a certificate that she is pregnant.
Maternity Leave may be availed in combination with other leave entitlements.
The other benefits available are:

♦ Light work for ten weeks (four weeks plus six weeks if she continuesworking)
before the date of her expected delivery.
♦ Relaxation in working hours by 1 hour daily, in case she asks for, after joining,
for another onemonth.
♦ No changes to her disadvantage in any of the conditions of service, while on
maternityleave.
♦ In case of any mis-happening or any other health-related problems traceable to
childbirth, additional leave without pay can be given as per managementdecision.
• No woman shall be entitled to maternity benefit unless she is a confirmed
employee for a period of not less than 45 days preceding the date of her expected
delivery.
EXTRAORDINARY LEAVE (LEAVE ON LOSS OF PAY)
Extraordinary leave (leave on loss of pay) may be granted at the discretion of the
reporting authority in consultation with the HR Department. This leave shall be
approved only when all other leaves have beenexhausted.
If the employee doesn’t join service on expiry of this leave period, he/she shall be
deemed to have abandoned the employment of the company/ establishment of
his / her own accord and the employment shall cease toexist.
Leave Policy
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The duration of such leave (on loss of pay) shall not exceed 3 months from the
date of its commencement on any occasion and 12 months during an entire
period of an employee’sservice.
All intervening holidays / weekly offs shall be included while calculating the
duration of suchleave.
No pay and / or allowances are admissible during this period of availing

extraordinaryleave.
COMPENSATORY OFF
In the event that an employee is asked to perform on days which are either
company designated holidays and / or on days when he / she is entitled for
weekly off; that employee will be entitled to a leave in lieu of the foregone
holiday.
The Head of the Department must approve the compensatory off.
The employee cannot accumulate his / her compensatory off and must avail of
the leave with a period of 60 days subsequent to the holiday on which he / she
performed work.
Compensatory off cannot be combined with any leave except notified holidays.
Compensatory off is applicable to staff upto levels of Executives & Senior
Executives only. Assistant Managers and above are not entitled for
CompensatoryOff.
Compensatory Off is not applicable for Saturdays.
Conveyance expenses on actual basis for attending the office on Holiday /
Sunday &Fooding expenses as per policy, provided no compensatory off is taken
inlieu.
STUDY LEAVE
In the event of an employee desirous of availing leave for examination purpose; he

/ she is permitted to avail the same by applying for EL / SL / CL. As an
exception, an employee can combine different types of balance leaves for
examinations.
Leave application should be accompanied with the proof of exam i.e. date sheet
etc.
Recruitment & Selection

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We, at Peacock Solar Group, believe that we must take care of our people so that our
people discharge their duties with sincerity and in the process look after the interests of
the company. We like to call ourselves as a “people – oriented company” who believe in
relationships and in people.
The aim of the Recruitment and Selection Policy is to ensure that the Council selects the
most suitable person for the job on the basis of their relevant merits and abilities and
that no employee/job applicant is unfairly treated on any grounds.
The HR department will set the recruitment norms for the organization. However, the
responsibility of effective implementation rests with all the functional and departmental
heads, involved in the recruitment and selection procedure.
Requirements of filling a vacancy/ recruitment process:
• In case there is any requirement of a new employee in any department, the H.O.D.
must submit the same to the Administration/HR department after duly authorized by
theDirector.
• The HR department will then source resumes, screen them & forward on the same to
the HOD forselection.
• After the HOD has selected a few candidates on paper, HR department will arrange
for interviews with theHOD.
• If the HOD selects a candidate, HR will interview the candidate to ensure his/her
cultural fit and offer salary considering the salary levels of existing employees and
perspective employee’s qualifications and experience. Finally, the candidate will be
provided with a Letter of Intent mentioning the designation offered and the expected
date ofjoining.
The Selection Process: Peacock Solar aims to recruit staff of the highest caliber. The aims
of the selection process are-
• To ensure that the right person is selected for theposition,
• To ensure a credible, consistent, fair, open and accountable approach;and

• To ensure that applicants have a positive view of itsprocedures.

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Appropriate selection procedures must be used for each post. Procedures may vary; at
its simplest this may involve a straightforward interview and skills testing. The
appointing manager will approach relevant people to assist with short listing and
interviewing.
Acceptance: The appointee signing a copy of the Letter of Intent usually indicates
acceptance of an offer. A new staff member may not commence duties before receiving
and responding in writing to a written letter of offer.
Reference Check: Employment Reference Checks are conducted to ensure that

individuals who join Peacock Solar are well qualified and have a strong potential to be
productive and successful. It is the policy of Peacock Solar to check the employment
references of all the applicants. The Human Resource Department will respond in
writing only to those reference check inquiries that are submitted in writing by the
different department heads. Responses to such inquiries will confirm only dates of
employment, salary structure, and position(s)held.
At least 2 references should be contacted by the HR before an offer is made. One of the
references should preferably be the previous employer. Where the candidate receives
one negative and one positive feedback, the Head - HR and the respective functional
head would decide whether the candidate should then be recruited or not.
Job Descriptions: Peacock Solar maintains job descriptions to aid in orienting new
employees to their jobs, identifying the requirements of each position, establishing
hiring criteria, setting standards for employee performance evaluations, and
establishing a basis for making reasonable accommodations for individuals with
disabilities. Employees should remember that job descriptions do not necessarily cover
every task or duty that might be assigned, and that additional responsibilities may be
assigned as necessary. Contact the Human Resources Department if you have any
questions or concerns about your job description.
Employment Applications: Peacock Solar relies upon the accuracy of information
contained in the employment application, as well as the accuracy of other data
presented throughout the hiring process and employment. Any misrepresentations,
falsifications, or material omissions in any of this information or data may result in the
exclusion of the individual from further consideration for employment or, if the person
has been hired, termination ofemployment.

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Employee Medical Examinations: To help ensure that employees are able to perform
their duties safely, medical examinations may be required. After an offer has been made
to an applicant entering a designated job category, a medical examination will be
performed at the employee’s expense. The offer of employment and assignment to
duties is contingent upon satisfactory completion of the exam. Information on an
employee’s medical condition or history will be kept confidential. Access to this
information will be limited to those who have a legitimate need to know.
Outside Employment: Employees cannot hold outside jobs as long as they are working
with Peacock Solar. All employees will be judged by the same performance standards
and will be subject to Peacock Solar’s scheduling demands, regardless of any existing
outside work requirements.
Access of Personnel Files

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Peacock Solar maintains a Personnel File of each employee. The personnel file includes
such information as the employee’s job application, resume, and certificate showing
proofof age, records of training, documentation of performance appraisals and salary
increments, and other employment records. Personnel files are the property of Peacock
Solar, and access to the information they contain is restricted. Generally, only Human
Resource Department of Peacock Solar, who have a legitimate reason to review
information in a file, are allowed to doso.
Nature of Employment
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Employment with Peacock Solar is voluntarily entered into, and the employee is free to
resign at will at any time, with or without cause. Similarly, Peacock Solar may terminate
the employment relationship at will, at any time, with notice or cause, so long as there is
no violation of applicable labor laws.
Policies set forth in this manual are not intended to create a contract, nor are they to be
construed to constitute contractual obligations of any kind or a contract of employment
between Peacock Solar and any of its employees. The provisions of the manual have
been developed at the discretion of management and, except for its policy of
employment-at- will, may be amended or cancelled at any time, at Peacock Solar ‟s sole
discretion. These provisions supersede all existing policies and practices and may not be
amended or added to without the express written approval of any of the Directors of
Peacock Solar.
Summer Trainees - Recruitment

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As the company expands and will be recruiting summer trainees for various projects
from Management Institutes, there is a need to ensure that the procedure for
recruitment of summer trainees isclear.
To provide clarity, given below is the process that we shall follow:
SUMMER TRAINEES – RECRUITMENT PROCESS:
a) If any department requires a summer trainee they should approach HR with the
duration of the summer internship, city where the student will be taking up the
project and a brief description of the summerproject.
b) HR will visit relevant Management Institutes along with someone from the
respective department.
c) HR and the respective department will make a presentation on campus and
select the candidates after a group discussion and personalinterview.
d) HR will issue a letter to the summer trainee detailing the project, time frame and
thestipend.
e) On completion of the project, the summer trainee will be required to submit a
copy of the report to the concerned Project Manager and a copy toHR.
f) On receipt of the project report, HR will issue an experience letter along with the
stipend.
PLEASE NOTE:
Any summer trainee who has come through reference should also be necessarily routed
through HR. No stipend should be paid to such summer trainees if they are selected.
Induction & Orientation

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The Admin / HR department regularly conducts an induction program for the new
joinees which include:
• An introduction about Peacock SolarGroup.

• Culture ofPeacock Solar
• InductionManual
• Benefits
• GroupPolicies
• Bank AccountOpening
• Sitevisits
It is the aim of the Company to ensure that induction is dealt with in an organized and
consistent manner, to enable staff to be introduced into a new post and working
environment quickly, so that they can contribute effectively as soon as possible.
The Company expects that the implementation of good Induction practice will:
• Enable new employees to settle into the Company quickly and become
productive and efficient members of staff within a short period oftime.
• Ensure that new entrants are highly motivated and that this motivation isreinforced.
• Assist in developing a management style where the emphasis is onleadership.
• Ensure that employees operate in a safe workingenvironment.

Bank on the Buddy Program

VL/HRM 00 00-00-00 1st July 2011
When a new employee joins the organization, he/she is tense due to the new culture,
new surroundings, new work ethics and new people. “Buddy"- is a person who will be
selected to facilitate the adjustment of a new employee in the organization.
WHO CAN BE A BUDDY?
Employees with good people skills.
Fairly recent recruits (employees who have joined not more than a year ago) as they are
more likely to empathize with what the new employee is going through.
Confidentiality is important - Both parties need to feel secure that discussions remain
between them.
Openness and respect- Both the buddy and the person being guided need to be open
and honest, yet respect the other. A buddy who withholds important information or
comments does not contribute to the other person's success. However, such comments
should be delivered with tact and courtesy-and (even if somewhat hurtful) received
with an open mind.
Professional relationship - The relationship between the buddy and his or her protégé
is a professional one, not a personal one. This is particularly important for the new
employee to understand.
The buddy’s role is to teach and advise the new employee - The buddy does not
interfere with the supervisor or manager's decisions. The new employee, while
expected to seek the buddy’s advice particularly on critical issues, is not bound to accept
thatadvice.
Being asked to serve as a Buddy is an honor. It indicates that the company has faith in
the person's abilities and trusts him or her to have a positive impact on the situation.
THE PROCESS: On day one when the new employee is being inducted by HR, HRwill
facilitate a formal induction for all newjoinees.
Bank on the Buddy Program

VL/HRM 00 00-00-00 1st July 2011
The Functional Manager will identify one existing employee of the department in which
the new employee is supposed to work; normally the employee will be in the same
location just to make the new employee feel comfortable. After a formal introduction
between the 2 employees, the new employee is handed over to the existing one. This
employee will assist the new employee during the first 3 months. During this period the
new employee will learn more of the job, the facilities, the colleagues and "do's and
don'ts". The role of the buddy is to also help the new employee understand what to do
in tight situations.
The concerned employee and the buddy will be informed in writing by HR. To
summarize, a buddy is supposed to be an employee who will befriend the new
employee and make the induction of the new employee more fun and satisfying.
BENEFITS TO THE NEW EMPLOYEE:
Impart greater comfort and familiarity to the new employees

Introduce the new employee to people in the office
Reduce strangeness of the office

Provide necessary help to get the workplace and other facilities organized
BENEFITS TO THE ORGANISATION:

Facilitate Organizational Socialization
A program by which people learn the values, norms, and required behaviors of the
organization’s culture.
During initial orientation to the organization, co-workers can become invaluable
resources to the new employee.
Probation & Confirmation

VL/HRM 00 00-00-00 1st July 2011
INTRODUCTION
Theprobationperiodistobeprimarilyusedforevaluatingthecandidate’ssuitabilityin the job

and to provide the guidelines for review without prejudice prior to his confirmation.
The probationary period is intended to give new employees the opportunity to

demonstrate their ability to achieve a satisfactory level of performance and to determine
whether the new position meets their expectations. Peacock Solar uses this period to
evaluate employee capabilities, work habits, and overall performance.
PROCEDURE
The probation period is for six months. The same cannot be shortened for any reason
whatsoever. This does not apply to employee on contract basis or temporary nature.
No employee shall be deemed to be confirmed unless informed in writing by the

company. The employee performance during training/ probation will be evaluated as
per the Employee Confirmation Form via VConnect.
The evaluation of probation is the primary responsibility of the immediate superior

(Appraiser: one who conducts the review) and overall responsibility of the Head of the
Department (Reviewer: one who reviews the form in an unbiased manner). The HR
Department will send the probation report form to concerned department HOD at least
a month before the completion of probation. The Head of the department will send the
duly filled probation report form one week before the completion of probation period to
ensure that the confirmation letter of the employee is received on the due date.
Any employee found not suitable during the probation period may be terminated
without giving any reason whatsoever thereof in the matter.
The probation period can be extended for a period of not less than three months and
will not exceed six months. In case an employee’s performance is not found to be
satisfactory even after extending the probation twice, his/her services can be
terminated by theManagement.
Salary Administration
VL/HRM 00 00-00-00 1st July 2011
The Management fixes the salary of all the employees. Salary revision is done
annually.
No increment is payable to those who have resigned from the services of the
company and are serving the notice period on the date of announcement of the
annualincrement.
The salary administration program at Peacock Solar was created to achieve consistent
pay practices, mirror our commitment to Equal Employment Opportunity, and offer
competitive salaries within our labor market.
Peacock Solar periodically reviews its salary administration program and restructures it
as necessary. However, a uniform structure is followed at each level to avoid any sort of
discrimination. Merit-based pay adjustments may be awarded in conjunction with
superior employee performance documented by the performance evaluation process.
Incentive bonuses may be awarded depending on the overall profitability of Peacock
Solar and based on each employee‟s individual contributions to the organization.
Paydays
All employees are paid monthly on the 7th day of the month, by direct credit into the
bank account. Each salary credit will include earnings for all work performed through
the end of the previous payroll period. In the event that a regularly scheduled payday
falls on a weekend or holiday, employees will receive pay on the last day of work
before the regularly scheduled payday. Employees can view an itemized statement of
wages through VConnect when Peacock Solar makes directdeposits.
Pay Deductions
The law requires that Peacock Solar makes certain deductions from every employee ‟s
compensation. Among these are applicable Provident Fund (@ 12%), Income Taxes and
E.S.I. (@ 1.75 % whenever applicable) and Rs. 5.00/- under the Labour Welfare Act.
Besides the above-mentioned deductions, the Company will also deduct, where
applicable, any recoveries from the concerned employee on account of loans/advances
taken by him.
VL/HRM 00 00-00-00 1st July 2011
Administrative Pay Corrections

Peacock Solar takes all reasonable steps to ensure that employees receive the correct
amount of pay in each paycheck and that employees are paid promptly on the
scheduled payday.
In the unlikely event that there is an error in the amount of pay, the employee should
promptly bring the discrepancy to the attention of the Human Resource Department so
that corrections can be made as quickly as possible. If you have questions concerning
why deductions were made from your paycheck or how they were calculated, the
Human Resource Department can assist in having your questions answered.
Employee Benefits
VL/HRM 00 00-00-00 1st July 2011
Salaries payable to all employees will include certain benefitsandallowances:
ProvidentFund
The Provident Fund and Miscellaneous Provisions At, 1952 applies to all from the date
of joining.
A contribution of 12% of basic salary will be deducted from the employee and a
matching contribution will be made by the employer. The contribution of the Provident
Fund will be calculated deeming basic salary above Rs 6500/- to be Rs 6500/-; thus the
maximum contribution amount will be limited to Rs 780/- per month each for
employee as well as employer as per the provisions of PF Act,1952.
E.S.I.
% of (Basic + D.A. + Allowances) will be paid by the company to the E.S.I.C.

beginning from the first day of employment for employees drawing salary /
wages upto Rs. 15,000/-p.m.
ConveyanceAllowance
An allowance will be payable to employees as a part of salary.
Leave TravelAllowance
Confirmed employees are entitled for Leave Travel Allowance. Employee should fill
LTA form online through VConnect and submit the original bills to HR dept for further
processing. LTA can be claimed twice a year in the month of Oct or before 31st March of
every year.
Note:
• One year period is Financial Year i.e. 1st Apr - 31st Mar for claiming LTA and
previous year entitlement can be claimed by 30 April of the succeedingyear.
• All other claims should be claimed within a reasonable time once due for
entitlement and in no case beyond two monthsperiod.
• New employees will be reimbursed on pro-ratabasis.

• LTA cannot be claimed during probation. However, on confirmation (for
employees entitled for this benefit), the amount can be claimed from the date of
joining.
House Rent Allowance

VL/HRM 00 00-00-00 1st July 2011
An allowance will be payable to employees as a part of salary. Executives who wish to

avail tax exemption on HRA should submit a xerox copy of the rent receipt to Taxation
Department in the month of April every year with a declaration regarding the house
rent being paid.
Medical Allowance
VL/HRM 00 00-00-00 1st July 2011
Medical expenses will be reimbursed to the confirmed employees of the company.

Appropriate bills along with the Medical Reimbursement Form must be submitted
online through VConnect. Simultaneously appropriate medical bills in original have
to be submitted to the HR department for furtherprocessing.
Medical reimbursement can be claimed twice a year in the month of Oct or before 31st
March of every year. Employees who wish to avail tax exemption should submit the
prescribed medical application form to avail the tax exemption. Prescriptions, cash
memos, bills, receipts etc should be attached to avail the tax exemption.
Note:
1. Employees covered under ESI are not eligible for MedicalReimbursement.
2. One-year period is Financial Year i.e. 1st Apr - 31st Mar for claiming Medical
reimbursements and previous year entitlement can be claimed by 30 April ofthe
succeedingyear.
3. New employees will be reimbursed on pro-ratabasis.
4. Medical Reimbursement cannot be claimed during probation. However, on
confirmation the amount can be claimed from the date ofjoining.
Gratuity
VL/HRM 00 00-00-00 1st July 2011
INTRODUCTION
The Payment of Gratuity Act, 1972 shall apply to all employees.
Under the Provisions of the Gratuity Act, gratuity is payable to all on separation/
superannuation/ resignation/ after 5 years of continuous service, or death, whichever
isearlier.
Gratuity will be calculated @ 15 days salary for each completed year of service, and part
thereof in excess of six months.
Procedure:
• Trust is formed and managed by Life InsuranceCompany
• Amount paid to the trust everyyear.
• Decision of payment of Gratuity is taken byTrustees.
• Amount withdrawn from current account and amount paid to anemployee.
Note: If any misconduct, misappropriation of funds or any kind of fraudulent means is

proved against an employee his/her Gratuity amount can be withheld.
Superannuation Policy
VL/HRM 00 00-00-00 1st July 2011
INTENT OF THE POLICY:

The superannuation age of employees in Peacock Solar will be 60 years.
PROCEDURE:
Age of superannuation is calculated from the date of birth as mentioned in the

Company’s record at the time of employment in service. Superannuation will be
considered from the date of completion of 60 years e.g. if an employee completes
60 years on 24thApril, then he will be retiring on 24thApril of thatyear.
Employees superannuating should hand over all the Company property that has
come in their possession during the course of employment, to the Department
Head. Also, Clearance form, P.F. Form should be submitted to HR Department
for settlement of final dues.
The Company at its own discretion and depending on business necessity may
offer employment on contract to such employees who have superannuated at the
age of 60 years. The period of contract and revised terms will be as stipulated in
the contract. However, such contract will not be extended beyond an age of 65
years unless specifically approved by the Chairman &MD.
HR Department will give notice to the employees who are due to superannuate 3
months inadvance.
It shall be the endeavor of the company to do proper succession planning for all
employees due tosuperannuation.
Group Mediclaim
VL/HRM 00 00-00-00 1st July 2011
ELIGIBILITY: All employees and their family. “Family” includes spouse, dependent
children and parents; as per the declaration made by employees. The benefit under the
scheme will cease to exist upon termination of employment with the company.
Any addition to the family by way of marriage or child birth will be covered from date
of declaration of being married or birth of new born baby.
DETAILS OF THE SCHEME
This policy is designed to reimburse hospitalization expenses, necessarily incurred by

an insured person, from any illness, disease contracted or injury sustained, upon the
advice of a duly qualified medical practitioner at any Hospital / Nursing Home as an
inpatient inIndia.
The Insurance Company shall pay the amount of such expenses as are actually and
necessarily incurred but not exceeding the sum insured in a policy year.
Where should the treatment be taken?: Anywhere in India preferably through the
network of hospitals arranged by Prudent, the third party administrator.
Sum insured:
Grade Coverage Total Limit

L3A, L3B, L3C, Employee & family Rs. 2 lacs
L2A, L2B, L2C
L5A, L5B, L5C, Employee & family Rs. 1 lac
L4A, L4B, L4C
Following are salient features of the policy:
Floater cover for Employee, spouse, dependent children and

employee’sdependent Parents as pereligibility.
Pre-existing disease covered.
Maternity expenses are covered Rs. 35,000 for Normal and Rs 50,000 for C-
Section.
Baby cover from day one.
Cashless cover in Network Hospital
E-cards for Cashless claims
Group Mediclaim
VL/HRM 00 00-00-00 1st July 2011
For any other clarifications on the policy, employees may contact the HR Department.
CLAIM FORM: How to file a Claim

For Accidental 1. Claimform
InjuryClaims
2. Police Report, if accident is reported toPolice
3. Medical papers, pathology reports, X-ray reports
and plates, asapplicable
4. Doctor’smedicalprescriptions,Itemizedbillsandcash
memos*
5. Hospital DischargeCard
For Hospitalization due 1. ClaimForm
toIllness/Disease
2. Medical papers, pathology reports, X-ray reports,
as applicable
3. Doctor’sprescriptionandlineoftreatmentsuggested
4. Itemized bills and cashmemos*
5. Hospital DischargeCard
*Copies offullyitemized medical bills. Itemized billsmust show the patient’sname, date of
treatment, the type of treatment given, the diagnosis or nature of condition being treated and
the Hospital/Nursing Home’s name andaddress.
Submission of a claim for a Non-Network Hospitalization

 Attending doctor’s/Surgeon’s bills, receipts and certificate stating the
diagnosis/nature of operation (if separate from the main hospitalbill)
 Submit your pre hospitalization bills along with the main hospitalization claim,
later submit the post hospitalization bills (along with a covering letter)or..
 The main hospitalization claims first, later the pre and post hospitalization bills
together on completion of 60 days fromdischarge
 On scrutinizing, if all the documents are in order the claim will be submitted to the
insurer. If there are some missing/required documents, team will contact you to
retrieve thesame
 Failing to submit the same, necessary action will betaken
NOTE:
Pre/Post hospitalization claim cannot be assessed without receipt of the main
hospitalization claim
If the claimant is covered under some other policy too, kindly declare this at the time of
submission of claim.
Group Personal Accident Policy

VL/HRM 01 01-01-12 1st July 2011
The policy covers accidental death, loss of limb and permanent disablement.
The Policy covers accidents that may occur at any time, at any place in the world, whilst
on duty or otherwise.
COVERAGE :This policy covers all our staff members and the sum proposed to be
insured on the following grades are as under:
Sum insured:
Grade Coverage Total Limit
L3A, L3B, L3C,
Employee Only Rs. 3 Lacs
L2A, L2B, L2C
L4A, L4B, L4C Employee Only Rs. 2 Lacs
L5A, L5B, L5C Employee Only Rs. 1 Lac
In addition the coverage provided under the existing policy is:

Accidental Death - 100% of the Sum Insured
Permanent Total Disability - 100% of the Sum Insured Permanent
Partial Disability - As per the schedule of the policy
Temporary Total Disability - Loss of Wages - 1% of Capital Sum Insured for 104
Weeks
Accidental Medical Expenses - Actual Expenses or Rs. 10,000/- whichever islower
Ambulances Charges - Rs. 1,000 per Insured person any one accident or actual
expenses
Carriage of dead body - 2% of Capital Sum Insured or Rs. 2,500/- whichever is

lower
MAJOR EXCLUSIONS: Intentional self injury, suicide or attempted suicide, venereal
disease. Whilst under the influence of intoxicating liquor or drugs, Death or
disablement resulting from pregnancy or child birth. (in case of female insured),
Engaging in Aviation or Ballooning or whilst mounting into or dismounting from or
travelling in any a balloon or aircraft other than as passenger (fare paying or
otherwise) in any duly licensed standard type of aircraft, Insanity, Breach of law with
criminal intent, War and allied perils; Nuclear perils, contracting any illness directly
or indirectly arising from or attributable to HIV or any HIV related illness including
AIDS and/or any mutant derivative or variation of HIV or AIDS, On duty with any
armedforces.
Group Personal Accident Policy

VL/HRM 00 00-00-00 1st July 2011
CLAIMS PROCEDURE
a) Upon happening of any event giving rise to a claim under the Policy, immediate
notice to the Company should be given within 48hours.
b) On complete recovery and resumption of normal duties, following documents to be

submitted.
1. Prescribed claim form duly completed by the insured person
and the attending medicalconsultant.
2. In case of any permanent disability, certificate from the doctor
certifying the percentage ofdisability.
3. All investigations reportlike x-ray,etc.

4. Leave certificate from employers certifying leave ofabsence,
c) Incaseofdeathclaims,thefollowingdocumentstobesubmitted:
1. DeathCertificate,
2. PoliceReport,
3. Post-mortem reports, in addition tothe claim form andinvestigation report.
Employment Certificates
VL/HRM 00 00-00-00 1st July 2011
INTENT
To lay down guidelines for issue of employment certificates when an employee requires
the same to process papers such as Passport, Ration Card or opening a new bank
account etc. In order to facilitate the same, the employee may be issued a certificate by
the authorized signatory of the Company.
PROCEDURE
The issue of certificate to the employee will be done in the following manner:
The concerned employee will have to make a written application to the HR

department for issue of certificate sodesired.
The reason for issuance of Employment Certificates shall be mentioned in the certificate.
Deputation Policy
VL/HRM 00 00-00-00 1st July 2011
Policy Intent:
An employee may be deputed to other locations from time to time, to fill in a vacancy or
to take up special assignments on temporary basis. The duration of stay may be for a
specific period of time or until completion of the assignment / task.
This will be agreed depending upon the employee’s consent to take up the challenge.
The management shall assign the task to a particular employee based on availability of
manpower & suitability of the employee for the particular assignment(s).
Applicability:
This is applicable to all employee’s organization-wide who are sent on deputation by

the Head of Function.
The policy will be applicable to employees who are deputed for a period of more than
15 days and not more than 90 days. If deputation period is of more than 90 days, then
special management approval will have to be sought byHR.
Procedure:
The deputed employee will be paid deputation allowance by the company while
on deputation. The attendance during deputation would be observed strictly.
For deputation of an employee within his base location, no expenses will be

reimbursed. In case the employee is being deputed outside the employee ‟s place
of work, then he / she falls under the purview of this policy.
Prior written communication / an appropriate approval will have to be

submitted to HR Department well in advance by the Departmental Head so that
the temporary change of location can be recorded in employee‟s personal
dossier.
HR shall release a Deputation letter to the concerned employee. A copy of the

letter shall be forwarded to the corresponding Regional Accounts Team so that
travel advance and such bills can be settled on priority.
Deputation Policy
VL/HRM 00 00-00-00 1st July 2011
HR shall also intimate such details to the Administration Team who shall
arrange for the accommodation of the employee (company guest house in the
case ofdeputation).
A consolidated statement for reimbursement will be submitted by the individual

through VConnect to the Head of Function for approval. Once the HOD
approves the same, Accounts shall process payment in accordance with the
entitlements mentionedabove.
Systems:
1. ON COMPANY PROVIDEDACCOMODATION:
Employees on deputation will be accommodated in Company guest house

(wherever possible), else company shall provide for service apartment.
During the period of deputation, the employee shall be entitled to Deputation

Allowance on pro-rata basis according to his designation as follows:
Designation Deputation Allowance Entitlement (p.m.)

L3A - L3C Rs. 9000/-
L4A - L4C Rs. 7000/-
L5A - L5C Rs. 5000/-
Deputation Allowance will cover expenses connected with daily conveyance,
laundry, food & other incidental expenses.
Please note that for Deputation purpose, employee shall not be entitled for Hotel
Accommodation and hence shall be required to plan the assignment in
conjunction with the Administration team regarding accommodation.
In case an employee is required to undertake tour to / from the place of

deputation; the Travel Policy will be applicable. Please note that for calculation
of any kind of expenses, the Travel Policy shall beapplicable.
Deputation Policy
VL/HRM 00 00-00-00 1st July 2011
2. OWNACCOMODATION:
Employees who make their own accommodation arrangement during the period of
deputation shall be entitled to deputation allowance on pro-rata basis as follows:
Designation Deputation Allowance Entitlement (p.m.)

L3A - L3C Rs. 15,000/-
L4A - L4C Rs. 12,000/-
L5A - L5C Rs. 10,000/-
Deputation Allowance shall cover all expenses connected with stay, local
conveyance, meals and other incidentalexpenses.
Please note that during the period of deputation, the employee is at times given an
opportunity to take higher responsibilities & it also helps the Management to assess the
employees‟ capabilities. Hope we all look forward to higher responsibilities and make
the best of such opportunities.
Transfer
VL/HRM 00 00-00-00 1st July 2011
To ensure smooth transit of employees and their families when the employee is
transferred from one location to another at the insistence of the company.
All employees are transferable depending upon the work exigencies and company
requirement.
PROCEDURE
Relocation of an employee for more than 3 months at a time will be considered as a

transfer.
An employee would be considered to be transferred from one location to another

only when a transfer order to that effect isissued.
Transfers will be effected generally in consultation with the individual concerned and
the Department Head, but sometimes due to work exigencies it may result in staff
being onlyinformed.
Advance may be drawn against their entitlements if needed. All advances taken from
the company will be settled by the employee against his / her entitlements within 10
days from date of reporting to newlocation.
All Transfers will be communicated by HR Department in writing with necessary

communication to Pay Roll and other concerneddepartment.
Employee will be required to hand over the company property e.t.c as may be
applicable before proceeding to newlocation.
Traveling on Transfer
• On permanent transfer, employees in addition to their personal travel expenses shall
also be entitled to fare, for the spouse and dependents (children & parents only)
upto the mode and class of travel of theirentitlement.
• Reasonable expenses on meals / refreshments during journey period shall also be
permissible as per limits prescribed in the Outstation Travel Policy, per head for the
employee and each accompanying family member. In case of child below 12 years
half the above expenses will begiven.
• Arrangementsforpacking&transportationshallbeanemployee‟sresponsibility.
Transfer
VL/HRM 00 00-00-00 1st July 2011
Expenses on transportation, packing, loading, unloading, escort, etc. shall be restricted

to the following limits.
LEVEL CLASS “A”CITIES NON CLASS “A” CITIES

L5C & L5B Rs. 8000/- Rs. 5000/-
L5A - L4A Rs. 10000/- Rs. 6000/-
L3C - L3A Rs. 15000/- Rs. 9000/-
L2C & Above Rs. 20000/- Rs. 12000/-
• The expenses incurred on transportation of company allotted / personal car by

rail or truck, to the new place of posting shall be borne by the company. Thefour
-wheeler may be driven to the place of posting, actual cost of petrol and the
driver, if hired shall be borne by the company.
•An employee should take the insurance of the belongings during transit and
company will not be liable for any loss or damage to his/her belongings during
transit.
• Joining time to maximum of 3 days and actual time taken for journey by the
shortest route will be allowed for which the officer will be treated as onduty.
• At the new place of posting employee shall be allowed to avail hotel facilities for
a period of 15 days provided the company has not provided any suitable
accommodation. The employee and the family members shall be entitled for
the reimbursements as mentionedabove
Re-location Assistance
To take care of incidental expenses such as children education (admission, books,
uniform), resetting household, etc., re-location assistance upto following limits would
bepayable:
LEVEL FINANCIAL LIMIT

L5C – L3C Rs. 20000
L3A - L1C Rs. 30000
The amount will be reimbursed against actual expense on a declaration supported by

vouchers / receipts.
Transfer
VL/HRM 00 00-00-00 1st July 2011
ACCOMMODATION :
An employee and his dependants may be allowed to stay in a company guest house for
an initial period of 15 days to help him/her in settling down with the new team.
EXCEPTIONS: If an executive is transferred on his own request, then the executive will
not be entitled to the following claims:
Settlement expenses
Boarding and Lodging expenses
MISCELLANEOUS
The above policy guidelines may be used discretionally for new appointees who have to
dislocate from their city of residence to a new location on being company recruited.
Executives who are to be transferred will be given sufficient notice ranging from 7 to 30
days to facilitate relocation to the new place.
Internal Vacancy Advice

VL/HRM 01 01st Apr 2012 1st July 2011
At Peacock Solar, we firmly believe that it is people who make all the difference. So we
look for people who bring in a wealth of experience, skills and knowledge. We pride
ourselves on the fact that our team comes with vast experience and is equipped to
handle further opportunities and responsibilities.
From now on, at Peacock Solar, to fulfill a vacancy, we shall first initiate an internal
search to confer responsibilities upon an existing employee before we consider the
process of fresh recruitment from outside the Company. From now onwards, Internal
Vacancy Advise (IVA) is the first mode to consider filling a position.
We shall invite dependable and “thinking” leader-managers committed to excellence

that are willing to take up the responsibilities detailed thru‟ the IVA. We will encourage
our employees to apply as per the information provided.
All aspirants shall undergo an evaluation through a structured Assessment Centre

involving group discussion, leadership and competency assessment exercises followed
by BEI (Behavioral Event Interview) personal interview to be conducted by the
Management Committee in consultation with the Managing Director. After all
interviews are completed, the Committee shall make the final selection.
Of great importance is the fact that all selection shall be based on well thought out
analysis of the candidates‟ strengths and weaknesses for the position in question, and
detailed justification for the recommendation.
Internal Vacancy Advice

VL/HRM 00 00-00-00 1st July 2011
Format for Internal Vacancy Advice
Date of Issuance:
Last Date for Applications:
Function:
Post Title:
Location:
Position Reports to:
Educational Qualification:
Essential Work Experience:
Main Purpose of the Job:
Requisites:
Key responsibilities:
Applications: If any employee wishes to apply, they may submit the application to
Hr@peacock.solar as per the job specifications detailed above.
The above details are being shared with each one of you to help highlight the "people
belief" that HR @ Peacock Solar wants to reinforce. Please do lookout for this space to
make most of the career progression plans!
Here's wishing you an extremely successful tenure with The Peacock Solar Group.
Employee Referral Program (ERP)

VL/HRM 00 00-00-00 1st July 2011
Purpose: To encourage and reward employees who assist Peacock Solar in identifying
and hiring the most suitable, qualified and best talent possible. We believe our
employees are one of the best sources for qualified candidate referrals.
Employee Eligibility
All full-time employees are eligible to receive the designated employee referral award.
Exceptions to the ERP award eligibility:

1) Head ofDepartments
2) Employees involved in the decision-making process for the position for which the
referral is considered (i.e. comprise interview panel or is the immediate superior of the
candidate).
3) Human Resources department employees.
Candidate Eligibility
Current or former employees, retirees, employees returning from a leave of absence,
temporary employees, contractors, interns, and candidates interviewed in the past,
candidates already identified through job fairs, college relations programs, or
advertisements are not eligible to be referred under the Employee Referral Program.
Guidelines and Instructions

If you wish to make an employee referral, please follow the process outlined below.
1) Discuss the vacancy with the candidate and obtain their verbal consent to participate
in the referralprogram.
2) Inform the candidate not to apply for the same position through an agency, the
website, directly to the recruiting manager, but only by sending the application directly
toyou.
3) To refer an applicant, you must therefore instruct themto:
Apply through the referral employee (i.e.you).
As the prerequisite you must instruct them to add in their CV position
„Referring Peacock Solar Employee Information‟ where they shouldenter
referring Peacock Solar employee (i.e. your) Name, Title andDepartment.
Submit such modified application via e-mail toyou.
If the candidate applies through a different route for the same position before your
referral is processed, you will not receive credit for the referral.
Employee Referral Program (ERP)

VL/HRM 00 00-00-00 1st July 2011
Instructions to referring employee:
After you have received candidate application including your Name and Title in
the Referring Employee Information section of the CV please fill in and forward
electronically to the HR Recruitmentteam.
Please note the following important points:
Referring candidates to work in Peacock Solar requires a certain responsibility, it is

therefore expected that the referring Peacock Solar employee knows the candidate
personally and is convinced of their suitability to work in ourcompany.
Referrals previously credited to another source will not be eligible for a referral
award.
When a candidate is nominated by several sources, only the first referral held on
record with the HR department will be eligible for a referralaward.
No referral claims can be accepted after a candidate has independently submitted

their CV or if the candidate has not beenemployed.
The HR Department will take the candidature of the referred candidate forward,
only if the candidate meets the criteria for theposition.
The rationale for rejecting a candidate who has been interviewed will not be shared
with the employee referring thecandidate.
Referral Awards
The amount of awards will depend on the position recruited for and will be as under:
Position Recruited For Referral Award Amount

L4C & Above Rs. 5000
L5B & L5A Rs. 3000
L5C Rs. 1500
Awards will be made to those referring successful (i.e. employed)candidates.
Payment ofAwards
Credit for referral of a candidate will be given to the employee on successful

completion of the employee‟s 90 days in theorganization.
All awards will be made as „gross pay‟ and will therefore be subject to
appropriate legal and tax deductions. Payments will only be made to referrers
who are currently employed with Peacock Solar on the due date ofpayments.
If you would like any further information on the Employee Referral Program
please contact the HRDepartment.
Employment of Relative(s)
VL/HRM 01 1st Apr 2012 1st July 2011
Applicability: All Employees
Objective: To provide guidelines for terms of employment for relatives working in the
company.
Policy: With an objective of providing clarity to all employees with regards to

employment of relatives, please find below the guidelines:
1. Employment of relatives in the same company will not bepermitted.

Relatives will include: spouse, children, father, mother, brother/s, sister/s, father-in-law, mother-
in-law, cousin sister/s (paternal & maternal) & cousin brother/s (paternal & maternal).
2. Any deviation from above will be approved on a case to case basis subject to
approval from ManagingDirector.
3. In case any relatives are employed within the company, then the following
conditions willapply:
The employees who are related shall not be working in the same department or
reportingtoeachotherorinterferingineachother‟sdecisionsduringthe normal
course ofwork.
Relatives working in the same company will not use any undue influence during
the normal course of work example seeking transfers to the sameplace.
Please note that in case of any employees who are related & are currently working in
the company, their work profile may be restructured so as to align the same as per the
above.
Separation
VL/HRM 01 31st Mar 2012 1st July 2011
To provide guidelines for acceptance of resignation by an employee intending to leave

the services of the Company.
PROCEDURE
Any employee intending to resign from the Company may submit their resignation in
writing, mentioning the notice period as per the terms of employment, and submit the
same to the Departmental Head through their immediate Superior. A separation could
be due to reasons like resignation, termination, death, superannuation etc.
The Head of the Department should forward the said resignationletter with necessary
recommendation to the HRDepartment.
When an employee submits a resignation, the HR will conduct an Exit Interview and
record observations with the resigned employee as per Exit Interview Policy.
The HR Department will issue Acceptance of Resignation letter considering the

recommendation and the terms of their employment.
In case, the Departmental Head does not wish to accept the resignation, the same will
be communicated to the HR Department who will issue a letter, accordingly.
In case there is a special request from the employee for the waiver of notice period, the
decision of the HR Department in this respect will be final and binding. The notice
period for employees is asfollows:
Employment Status Grade Notice Period

Probationer L5C – L2A 0 days
Confirmed Up to L4A 30 days
Confirmed L3C & above 90 days
The HR Department after accepting the resignation will send the acceptance of
resignation letter in duplicate to the Departmental Head for issuance to the concerned
employee along with the Clearance Form.
The Departmental Head will collect all the Company's property from the employee on or
before his last working day and make necessary entry in the clearance form alongwith
Separation
VL/HRM 00 00-00-00 1st July 2011
the exact day of close of work and forward to the HR Department for further
processing.
The clearance form will be signed by the HR Department and forwarded to the
Finance department along with the Full and Final settlement form. In case any
recovery is to be made from the Employee, the same will be communicated to the
FinanceDepartment.
The Finance Department will ensure settlement of salary dues of the resigned
employee at the earliest not exceeding 10days.
EXPERIENCE CERTIFICATE
The HR Department will issue the certificate after ensuring that the employee has
cleared all dues and has returned all the Company property as per the employee
separation policy.
RETURN OF PROPERTY:
Employees are responsible for all Peacock Solar property, materials, or written
information issued to them or in their possession or control. Employees must return all
Peacock Solar property immediately upon request or upon termination of employment.
Where permitted by applicable laws, Peacock Solar may withhold from the employee ‟s
check or final paycheck the cost of any items that are not returned when required.
Peacock Solar may also take all action deemed appropriate to recover or protect its
property.
Disciplinary Policy
VL/HRM 00 00-00-00 1st July 2011
1. The company will take action against employees engaged in any of the following
acts ofmisconduct:
 Willful insubordination or disobedience, whether alone or in combination with others,

to any lawful and reasonable orders of amanager;
 Unauthorized absence for more than fivedays;
 Habitual lateattendance;
 Habitual breach of any law/rule, applicable to thecompany;
 Riotousordisorderlybehavioratthecompany’sofficebringingdisreputetothe
company.
 Habitual negligence or neglect ofwork;

 Frequent repetition of any act or omission for which employee hasbeen
cautionedearlier;
 Striking work or inciting others to strike work in contravention of the provisions
of any law or rule having the force of law ofIndia;
 Lowperformance;
 Fraudulent behavior;and/or
 Any act subversive ofdiscipline.
2. If the employee absents himself/herself without leave or remains absent beyond the
period of leave originally granted or subsequently extended, the same shall be
considered as the employee having voluntarily terminated the employment without
giving notice unless theemployee:
 Returns to work within five days of commencement of such absence, and

 Gives an explanation to the satisfaction of the management regarding such
absence.
 Any such absence will be treated as leave without pay unless approved
otherwise by the concernedmanager.
Procedure
1. The following procedure may apply to employees when they fail to comply with
company policies and performance standards, depending on the nature and severity of
theoffence.
a) Verbalcoaching;
b) Writtenwarning.
Disciplinary Policy
VL/HRM 00 00-00-00 1st July 2011
c) Disciplinary action like:
 Non-payment ofincrement
 Withholding ofpromotion
 Suspension of employment withoutpay
 Discharge/ Dismissal of theemployee.
2. Unless it is expedient or impractical due to prevailing conditions, the above

disciplinary action (refer point “c”) will be applied only after an enquiry. The procedure
is asfollows:
 Whenever any repeated misconduct is reported against an employee, the
department will write a report detailing out the fact and circumstances about the
misconduct. The complaint shall be submitted to HR along with all relevantdetails.
 On receipt of the complaint, a show cause notice demanding explanation in writing
from the employee within 48 hours will be issued byHR.
 On receipt of explanation, if required an enquiry will be conducted. The orders of
action will be issued, if the charges are proved to be correct. The same will be done
byHR.
Exit Interview Policy

VL/HRM 00 00-00-00 1st July 2011
INTRODUCTION:To obtain feedback from the departing employee about the

Company’sworkingandotherthingsinordertotakecorrectivemeasureforthefuture.
INTENT
A departing employee is a source of valuable information to the Company in creating

an awareness of the functional/dysfunctional policies and practice in the organization.
A departing candidate will tend to be less hesitant to air his views and be candid in his
assessment about the Company and its workingenvironment.
PROCEDURE
Exit interview will be held with the separating employee before his / her last working
day, after a formal letter accepting the resignation has been issued to the employee.
The concerned Department Head / HR representative will interview the separating

employee. The interview should be open-ended and be conducted in an informal
atmosphere where the following information is elicited.
 About the newjob
 Reasons forleaving
 Employee’s likes and dislikes regarding his work and theCompany.
 His views about the organizational culture & workingatmosphere
 Interaction withemployees
 Suggestions forimprovement
The interview may be conducted in a way where both the employer and the employee
feel comfortable and the maximum information can be elicited.
At the end of each exit interview, an exit interview report will be forwarded to the HR
Head within 3 days of holding the interview.
Data collected through exit interviews will be compiled by the HR Department. Six
monthly reviews will be done and if any trends or patterns are observed, they would be
taken up at the Executive Committee meeting for discussions. Thereafter, suitable
intervention for change shall be debated, proposed and implemented.
Local Travel Policy

VL/HRM 00 00-00-00 1st July 2011
OBJECTIVE:To ensure comfort to employees travelling for official work, the local
conveyance entitlements have been revised. Local conveyance can be claimed against
any official work necessitating travel outside the place of reporting and employees will
be reimbursed as follows for local travel:
Owntwo-wheeler: Rs. 4 per km
Ownfour-wheeler: Rs. 8 per km

Bus/Auto/ Taxi: As peractual
Following mode of conveyance can be used by an employee:
L2C& Above: Own vehicle/ AC Taxi/ Taxi

L4C–L3A: Own vehicle/ Auto/Taxi
L5A–L5C: Own two-wheeler/ Public transport/ Auto/ Four wheeler
(on authorization by admin for specific workonly)
Note:
1. In case an employee uses his/ her own vehicle for official fieldwork from his/ her
residence directly, distance from home to office will be deducted from the totaldistance
claimed. Also, Admin team shall counter verify the distance betweenlocations.
2. Local conveyance can also be claimed if an employee attends office on a weekly off
(excluding Saturday)/ holiday and does not avail of compensatory off inlieu.
3. Employee is required to raise claim via VConnect within 3 days of undertaking
travel. Place of visit and reason should be clearly mentioned in the claimrequest.
4. Please note that the above does not apply to travel from home to your daily placeof
work which has to be borne by theindividual.
Also, given below is the distance sheet between various Peacock Solar locations to
have clear understanding of raising claims.
Local Travel Policy

VL/HRM 00 00-00-00 1st July 2011
Abuse of this business travel expense policy, including falsifying expense reports to reflect costs
not incurred by the employee, can be grounds for disciplinary action, upto and including
termination of employment.
Outstation Travel Policy

VL/HRM 01 12th July 2012 1st July 2011
To ensure comfort and convenience to officials who undertake travel for business
purpose and to reimburse the reasonable expenditure incurred while on duty travel.
PROCEDURE
The guidelines for reimbursing expenses incurred by an employee as per eligibility

whiletravelingonCompany’s/Group’sbusinessareoutlinedinthetravelpolicynote updated
onVConnect.
All tours will be properly planned in advance and designed for a round trip and duly
sanctioned by the respective Reporting Manager and the Travel Facilitator via
VConnect.
It is the responsibility of the Company's Administration department of making the

necessary travel bookings to facilitate the same.
For all planned trips, where the approval has been sought in advance, the travel related
expenses need to be claimed using the Tasks -> Travel -> Travel Expense via VConnect.
In case of travel, if the employee has not been able to mark his/her attendance, the
employee must ensure & get the attendance regularized for the tour duration.
Note: Under pressing and emergency situations, an executive may undertake a tour
without obtaining approval of the same in advance. However, the executive concerned
has to get the same ratified by the Reporting Manager within 3 working days from the
date of completing the tour.
For all unplanned trips (where an employee has to undertake duty travel on short
notice), the travel related expenses need to be claimed using the Tasks -> Advance
Settlement -> Settlement Expense Claim via VConnect.
Travel Claims:
Travel claims must be submitted to the concerned Administration Department duly

approved within 3 working days of completion of travel for official work via
VConnect. The actual claim amount may be calculated as per eligibility as specified in
the travelpolicy.

The following should accompany the travel expense statement:
Bills and receipts to support travel and / or stay.

Bills and receipts of reservation/ supplementary charges wherever applicable.
Bills and receipts in case of any additional expense.
Statement giving point to point break-up of details of claim made for
reimbursement.
Failure to comply with the above may result in rejection of a claim submission. Any
travel bill not submitted within 3 working days shall not be processed for payment due
to administrative constraints.
♦ Mode & Class of Travel

The maximum entitlements for mode and class of travel will be as under:
Level Mode Of Travel

L5C - L5A IIIAC Rail Sleeper/ Deluxe Bus/ Chair Car
L4C – L3C II AC Sleeper/ AC- Bus/ AC- Taxi/ Chair Car
L3B – L1B I AC Class/ Air Economy / AC- Taxi
L1A I AC Class/ Air Economy/ AC - Taxi/ Executive Class
In case an individual uses his/her own vehicle for outstation travel he/she will
be reimbursed at the rate of Rs. 8.00/km
1 Air Travel in general should be restricted particularly for short distanceswhere
convenient mode of surface travel isavailable.
2 The traveling tickets have to be attached with the travel expense reimbursement
bill.
Note: In case of an emergency or otherwise, domestic air travel can only be approved
by concerned Director for L2B & below.

♦ Stay Entitlements
Stay in Hotel
Level Class A City, Single Class A city, Twin Sharing

L5C – L5A Rs. 1300/- Rs. 2000/-
L4C - L3B Rs. 1500/- Rs. 2300/-
L3A Rs. 2000/- Rs. 3000/-
L2C & Above Actuals Actuals
Note: Per day charges.
Level Non Class A city, Single Non Class A city, Twin Sharing
L5C – L5A Rs. 1000/- Rs. 1400/-
L4C - L3B Rs. 1200/- Rs. 1700/-
L3A Rs. 1500/- Rs. 2000/-
L2C & Above Actuals Actuals
♦ Meal Charges during Travel

Total expenses for meals during travel (excluding rail travel by Shatabadi
Express and Rajdhani Express) can be claimed as per the following:
Breakfast - Rs. 50/- per day

Meals- Rs. 100/- per meal
Snacks - Rs. 50/- perday

♦ Meal Charges During period ofstay
Level Class A city Non Class A City

L3A & Above Actuals Actuals
Rs.200/- per meal Rs. 150/- per meal
L3B
Rs 150/- Breakfast Rs. 50/- Breakfast
L3C
Rs.100/- Breakfast Rs. 50/- Breakfast
L5C – L4A
Rs.50/- Breakfast Rs. 50/- Breakfast
♦ Snacks
L5C–L3B Rs. 50/- perday
1 These reimbursements are all inclusive oftaxes.
2 In case the expenses on particular day are less than the prescribed limit, the
balance gets carried over to the next day and so on, but the total expenses for the
entire travel period should not exceed the (rate per day) x (the number of days of
stay)
♦ Incidentals, Laundry and Telephone Calls

Level Incidental Expenses
L3A & Above Actual
L3B 500/-
L3C 400/-
L4C – L4A 300/-
L5C – L5A 250/-
♦ Reasonable expenses for laundry will bereimbursed

♦ Expenses incurred on official calls will be reimbursed on production ofbill.
Note: - Usage of hotel telephones should beavoided.


♦ Own Arrangement for boarding andLodging
These allowances will be paid when actual for boarding and lodging are not claimed
Level Class A City Non Class A City

L3A & Above Rs 1200/- per day Rs. 1000/- per day
L3B Rs. 750/- per day Rs. 600/- per day
L4C – L3C Rs. 600/- per day Rs. 475/- per day
L5C – L5A Rs 500/- per day Rs. 375/- per day
♦ Reimbursement of Expenses for Meals/Refreshment for Dayvisits
1. Day visits would mean tours where either the employee returns to originating
place at night or nights are spent in traveling, and no night stay at a station is
involved.
2. No Daily Allowance will be paid for day visits if it is less than 2 hours. However,
actual reasonable expenses on meals / refreshments will be reimbursed, and
shall be subject to limits as mentioned above, on production ofvouchers.
♦ Road Travel in Conjunction with OutstationTravel
For local road travel from one point to another associated with outstation travel public
transport will be used as per following maximum entitlement:
Level Mode of Transport
L3B & Above AC Taxi
L4C – L3C Taxi
L5C – L5A Three-Wheeler / Public Transport
♦ Full day engagement of a taxi for local commute while on outstation travel is
permissible to employees in L3C & above. In case employee in other levels require to
engage a taxi for a full day if it is more economical, approval has to be obtained from
their DepartmentalHead.
♦ In view of higher cost involved in engaging taxis through hotels. It is advisable to use
hotel resource as the lastresort.

♦ Engagement of taxis for long distances should be done only when other means of
transport are notavailable.
♦ When two or more employees have to travel together and it is more economical, use
of staff/allotted/hired cars may be allowed. Such exceptions will also be permitted
where the employee escort important companyguests.
♦ Reimbursements will be made on claims made after thejourney.

♦ Employees in L1 & L2A traveling by air can commute locally by taxi from and to the
airport.
General
♦ Advance for tours shall be restricted to anticipated cash expenses. Balance of the
advance amount shall be deposited back and receipts thereof should be attached along
with TEBills.
♦ TE Bills should be submitted immediately on return and in no case later than seven
days.
♦ Employees must make it a point to bring with them a duplicate copy of the hotel bill,
even if the bill is being directly sent to the company for payment, and attach it with the
TEBills.
♦ The Reporting Manager will pass travel claim for payment in accordance with these
rules. Accounts Department, while making payments will ensure that TE Bills have
been passed appropriately by the department heads and Administration / HR
Department.
♦ Employees L5C and above who have to travel for long durations (four weeks or
more) to various locations on assignments, can take their spouses along with them. Cost
in terms of travel of spouse will be borne by the company and the mode of travel will be
the same as applicable to the concernedofficer.
Employees who are involved in an accident while traveling on business must promptly
report the incident to their immediate supervisor.
Abuse of this business travel expenses policy, including falsifying expense reports to
reflect costs not incurred by the employee, can be grounds for disciplinary action,
up to and including termination ofemployment.
Note: For use of official vehicle, inform the Administration department at least one
day inadvance.
International Travel Policy

VL/HRM 00 00-00-00 1st July 2011
Objective:
The foreign travel allowance for executives travelling outside India on business is
outlined along with related conditions / terms of travel. The intent is to sustain a good
corporate image. While limits defined are comfortable by industry standards,
employees are expected to use prudence and spend the limits judiciously to ensure that
we get value for money spent.
Entitlement:
USA, Europe, Hong SAARC Countries All Other

Kong, Japan, excluding Nepal & Countries
Australia, Canada Bhutan
L1 USD 550 USD 400 USD 325
L2 & L3 USD 450 USD 350 USD 275
L4 & L5 USD 350 USD 300 USD 250

(All amounts are in U.S. dollars and are per day)
• When accommodation is provided by the host company: 50% of theabove

• Where both accommodation and meals etc. are provided/borne by the hostcompany:
25% of the above
• For training programs where the course fee includes accommodation andmeals:
L1: $50 per day L2 & L3: $40 perday L4 & L5: $30 per day
GeneralGuidelines:
• Allowances stated above are the maximum for each Grade level. All daily allowances
will be claimed on actuals subject to production ofbills.
• Travelling ticket will be booked by the company, on lowest logical fare, based on the
schedule provided by an employee. The same is coordinated by theCMD‟soffice.
• All international travel must have an approval by the concernedDirector.
• The number of days for which a daily allowance may be claimed will be calculated
based on the actual days abroad, i.e. from the date/time of arrival at the first overseas
destination and up to the date/time of departure from the last overseasdestination.

VL/HRM 00 00-00-00 1st July 2011
• The number of days for which a daily allowance may be claimed should not be
calculated from the date/time of departure from India up to the date/time of arrival in
India. Forex entitlement will be calculated on the night out basis and transit time will
not be considered for computation of number of daystravelled.
• The daily allowance payable for the last day overseas willbe:
For departures before 1200 hours - no daily allowance for that day
For departures between 1200 and 1800 hours- 50% i.e. for half a day
For departures after 1800 hours-100% i.e. for a full day
Daily allowances are intended to cover all normal expenses incurred abroad, including
accommodation, meals, laundry and valet services, local transportation (including
airport transfers), local telephone calls and miscellaneous expenses including overseas
airport departure taxes, porterage, tips, etc and will be reimbursed subject to the upper
limits asgiven.
Miscellaneous
• All employees in the company (except L1) are required to travel economy class for
both domestic and business travel irrespective of the flight duration. All are required to
request for travel bookingsaccordingly.
• Application for foreign exchange should be made to the Finance department much
ahead of time so they can arrange for the same. All foreign travel and claims for and
payments of daily allowances and for the reimbursement of expenses, as mentioned
above, are subject to Exchange Control regulations and must be in strict conformity
with those regulations and with all relevant provisions of applicable law, such as the
Foreign Exchange RegulationAct.
• Unutilized foreign exchange must be returned immediately after the trip. If, for any
reason, the anticipated overseas stay is curtailed then the proportionate foreign
exchange should be returned. It will not be possible for the Company to provide
additional foreign exchange at short notice, and therefore if the stay abroad is extended
then the employee may have to manage the additional stay period within the allowance
granted. It is therefore essential that overseas trip is planned and you adhere toplan.

VL/HRM 00 00-00-00 1st July 2011
• Any deviation from the above financial limits requires an authorization from the
respectiveDirector.
Travel Expense Statement:
All expenses towards travel should be settled within 3 days on completion of travel. All
advances taken from the company must be returned.
The expense settlement statement must have the boarding cards as proof that travel has
been undertaken. Bills in original must be attached to support the claim statement.
The employee will not be allowed to travel unless previous travel expenses have been
submitted and settled.
Advance taken in a particular foreign currency shall be settled in the same currency.
The travel expense statement shall be signed off by the same approving authority, who
has sanctioned the travel plans prior to travel.
Note:
1. All travel related bookings and claim settlements must be routed through the
Admindepartment.
2. Request for Forex must be accompanied with details of travel being undertaken,
travel dates, relevant proposals/ agreements andapprovals.
3. In the event of an employee being unable to produce bills, upto a maximum of 20%
of the eligibility amount, can be claimed as "incidental expenses". Bills/ supporting
as proof shall not be insisted upon for this incidental expenseclaim.
4. Only two people per trip to travel for one marketing event. If a third person needs to
embark on international duty travel, then a special sanction must be sought by the
DMD.
5. All airline flight ticket requests have to be routed through the office of EA toCMD.
6. All accommodation requests have to be routed through Administrationdepartment.
Fooding Charges
VL/HRM 00 00-00-00 1st July 2011
Fooding charges for the employees of Peacock Solar will be reimbursed as follows:
Level Entitlement
L2A – L5C Rs. 100/-
Fooding charges will be reimbursed on following occasions:

• In case the working hour for an employee exceeds beyond 2100hrs (i.e. 09:30
p.m.)
• In case the employee is out of his working area for an official work beyond 2100
hrs (i.e. 09: 30p.m.)
This will however not be applicable for those performing duties in their routine
shift.
Fooding charges will also be paid for Lunch for Employees working on
Holidays/Sundays for at least 4 hours and not availing compensatory off inlieu.
Besides above, employees (L2A – L5C) can claim Rs. 50/- as Fooding charges in
case they are required to attend office before 7:30 am due to serviceexigencies.
For claiming Fooding charges, employee should fill the required form in VConnect
and submit to HR Dept. duly approved by Reporting Manager within one month
of the date against which claim is being made. However, for Asst. Managers and
above, this approval is notrequired.
Higher Education Assistance

VL/HRM 00 00-00-00 1st July 2011
Peacock Solar encourages its employees to enhance their skills through higher studies
while serving in the company.
Conditions of sponsorship for higher education:
Courses will be sponsored after a minimum service of 2 years.

Only part-time or Distance Learning courses will be sponsored.
Only courses relevant to the candidate’s field of expertise will be considered.
Prior permission in form of a personal application should be forwarded with
supporting documents, if any, mentioning fee structure and course details for
approval by management before the commencement of course.
HOD‟s approval is a pre-requisite.
Routine work should not be affected in the duration of the course.
Proof of completion of course is to be submitted along with the original fee
payment receipts.
Management discretion will be final in each and everycase.
LEVEL WISE MAXIMUM SPONSORSHIP AND REIMBURSEMENT OF COURSE FEE

IS LISTED BELOW: -
Level Max course period at which percentage of amount of fee

is reimbursable
Fee After 1 year After 1.5 After 2 On
Reimbursable years years completion of
(Rs.) the course
L3A – L3B UptoRs. 25% 25% 25% 25%
60,000/-
L4B – L3C UptoRs. 25% 25% 25% 25%
40,000/-
L5A – L4C UptoRs. 25% 25% 25% 25%
20,000/-
L5B – L5C UptoRs. 25% 25% 25% 25%
12,000/-
Scholarship Scheme
VL/HRM 01 6th June 2012 1st July 2011
Children of Employees will be considered for scholarship on merit basis.
Highlights of the Policy:
•The minimum cut off percentage for sending applications is 75% scored in annual
examination.
• Applicable for employees up to Manager (L6) level.

• Number of nominations in each category i.e. Class III - VI, Class VI I - IX and Class X -
XII will be based on Management’sdiscretion.
• Last day of submission of mark sheets of final examination is 30thJune.
Categories and Scholarship Amount
Standard Period Total Amount (Rs.)

Class III – VI One Year 7000 per annum
Class VI I – IX One Year 10000 per annum
Class X – XII One Year 13000 per annum
Employees are required to submit mark sheets of their wards for the above mentioned
classes, which will be verified by the HR Department and the candidate scoring the
highest marks in the above mentioned standard will be given the scholarship for a
period of one year.
Mark sheets should be of current year and to be submitted by the 30th June every year.
No case will be entertained after such date lapses, even if the employee is on leave or
out for medicalreasons.
The academic year shall begin from April and end in March. Each payment shall be
disbursed on quarterly basis.
Wedding Gifts / Birth of a Baby

VL/HRM 00 00-00-00 1st July 2011
ThePeacock SolarFamilywillparticipateinanemployee’swedding /birthofababy,through

a small token for best wishes. Employees who get married during their employment in
the organization will be presented with a cash gift of Rs.1,100/-.
A simple process would need to be followed, to enable the Human Resources team to
forward the same on time.
o The employee is required to give the marriage card / birth certificate copy to HR
or the concerned functionalhead.
o A representative will be selected from the respective department to attend the

marriage ceremony of the employee from that location, or visit the family post
discharge of the mother and child from thehospital.
o The money will be handed over as cheque by his / her HOD or the team
representative.
We appreciate that it is not the actual gift but the thought… the congratulatory gesture
on behalf of the Peacock Solar Family which is precious!
Salary Advance
VL/HRM 00 00-00-00 1st July 2011
To apply for Salary Advance employees,have to fill up the prescribed Salary Advance
Form and submit it to the HR Department for further processing after an approval from
their reporting authority.
The policies for Salary Advance are as follows:
• Employee can take salary advance against their current month’s salary in caseof
any emergencies or personal work duly approved by his / her Reporting
Manager (HOD)
• Only confirmed employees are entitled to receive salary advance equivalent to

one month’ssalary.
• A Salary Advance is payable back to the company within 2 months of receiving

the same, in equalinstallments.
• The management reserves the right not to extend an advance to an employee

who meets all the abovecriteria.
• Salary advance cannot be requested for if a loan is also running against an

employee’sname.
Loan
VL/HRM 00 00-00-00 1st July 2011
To apply for Loan employees,have to fill up the prescribed Loan Form and submit it to
the HR Department for further processing after an approval from their reporting
authority.
The policies for Loan are as follows:
• Employee can take loan in case of any emergencies or personal work duly
approved by theHead-HR.
• No loan shall be extended to employees who have worked for a period less than
two years except in rarecircumstances.
• Employees who have worked for more than two years are entitled to receive a
loan equivalent to three months’salary.
• A loan is payable back to the company within 10 months of receiving thesame.
• Interest will be charged @ 10 % per annum on reducingbalance.
• The management reserves the right not to extend a loan to an employee who
meets all the abovecriteria.
• Loan request cannot be clubbed with advance against salary. The two cannot run
simultaneously.
• A fresh loan request can be made only after a gap of 1 year of settling previous
loan.
Discount Policy
VL/HRM 00 00-00-00 1st July 2011
Introduction: One of the most noticeable advantages of being part of the Peacock Solar
Team is the fact that our employees can enjoy reduced-rate privilege/ discounts at all
Peacock Solar Hospitality Restaurants.
Eligibility @ Peacock Solar Restaurants: All employees of Peacock Solar Group will be
eligible for these benefits from day one ofjoining.
Benefit Details:
Peacock Solar& Westin Members shall be entitled to avail of 25% discount at our
Restaurants.
The discount shall be for food and non alcoholic consumablesonly.
This is applicable to a maximum of 8 people (including Peacock Solar / Westin

member) accompanying guests & /orfamily.
Procedure:
To avail of the benefit, the procedure detailed below should be followed:
The employee who wishes to dine at any of the group restaurant shall present
Company Identity Card. This will be mandatory and Member shall be requested for the
same to confirm billing /discount.
Member has to be personally present at the time of dining.
Please note that this benefit shall NOT be applicable on special promotion days /
events.
Two promotions cannot be clubbed under the purview of this policy.
This discount shall not be applicable on take away.
No discount on alcoholic beverages shall be extended.

Discount Policy
VL/HRM 00 00-00-00 1st July 2011
Eligibility @ Peacock Solar owned Westin properties: All employees of Peacock Solar
Group will be eligible for these benefits from day one of joining.
Benefit Details:
The discount to the Peacock Solar Employees will be available for the level DGM
upwards.
The discount to Peacock Solar Employees will be available @ 25% on F&B at

Westin Resort & Westin Gurgaon.
This is applicable to a maximum of 8 people (including Peacock Solar / Westin

member) accompanying guests & /or family.
The discount shall be available on being personally present.
The employee will also be eligible for stay at Westin Resort & Westin Gurgaon,
the@ 25% for self and family
The discount shall be for food and non-alcoholic consumables only.
Procedure:
To avail of the benefit, the procedure detailed below should be followed:
All bookings and discount instructions strictly from any of the following authorized
representatives:
Mini Ramachandran – Chairman‟s Office

KabitaSankara Narayan – Managing Director‟s Office
The employee who wishes to dine at any of the group restaurant shall present
Company Identity Card. This will be mandatory and Member shall be requested for the
same to confirm billing /discount.
Member has to be personally present at the time of dining.
Please note that this benefit shall NOT be applicable on special promotion days /
events.
Discount Policy
VL/HRM 00 00-00-00 1st July 2011
Two promotions cannot be clubbed under the purview of this policy.
This discount shall not be applicable on take away.
No discount on alcoholic beverages shall be extended.

Product Discount Policy

VL/HRM 00 00-00-00 25th July 2011
Eligibility: All employees, of Peacock Solar Group, on completion of 1 year of service with the
Company will be eligible for discounts on investing in Peacock Solar’s Projects.
Applicability: With immediate effect, this policy is applicable to all employees who
have already invested in Peacock Solar Projects as well as employees aspiring toinvest.
Discount Details:
Employee – For an employee buying property for themselves (i.e. name reflects as an
applicant) a Standard Brokerage + 2% shall be treated as a discount to beadjusted in
the Basic SalePrice.
Employee Reference (Family) - For an employee’s family member buying property for
themselves a Standard Brokerage + 1% shall be treated as a discount to be adjusted
in the Basic SalePrice.
Definition of Family: Includes- spouse, children, father, mother, brother/s, sister/s, father-
in-law, mother-in-law.
Benefit Details:
1. Moving forward, an employee can avail discount on only one property booking at a
given point oftime.
2. This discount is valid only if the employee holds the booking until all installments
are completed or 3 years from the date of booking (whichever isearlier).
3. If an employee is to sell the property or move out of the company, before this
duration, the discount availed (minus standard brokerage) shall be revoked and the
settlement of the same shall be adjusted in the balanceinstallments.
4. Any waivers on interest on delayed payments and/ or transfer charges shall not be
entertained.
Procedure:
Each such request must be routed through Human Resources Department.
While availing a discount for their relative (family), an employee has to be personally
present at the time of booking and could be requested to show proof of relationship.
Blackberry & Internet Data Cards

Policy for Blackberry or Internet Data Cards:
Employees whose job functions require, to access and respond to their emails remotely
or during the time they are not connected to the office network, can raise a request for a
Blackberry / Smartphone handset. Once the request is approved the employee will be
reimbursed for the following:
1) Monthly reimbursement for Rs. 336/- against data usage.
If the employee is required to access the information attached with the emails as well,
preferably a data card shall be issued.
All requisitions to be raised using VConnect with proper justifications for the
requirements.
Employee Requests
VL/HRM 01 08th Aug 2012 1st July 2011
The employees have to follow the following procedures for the requirements mentioned
below:
♦ ForComputers: If a computer is required, an approval has to be taken fromthe

H.O.D. and then forwarded to the Administration Department.
♦ For Cartridges and other Computer related Requirements: Forward the requirement
to the AdministrationDepartment.
♦ For Creation of Email Ids / uploading of new software, forward the request toAdmin
/ HR Department.
♦ For Printing & Stationary: For printing & stationary requirements employees should
forward the requisition to the Administration Department in advance. After checking
the inventory of printing stationary like letterheads, forms, and envelopes etc. in the
beginning of the month the order is placed keeping minimum stock as per the
Economic Order Quantity (EOQ) unless there is some specific reason forvariation.
♦ For issuing of laptops for corporate presentations or meetings: The LaptopRequisition

Form is available on VConnect. It is mandatory to be filled out and submitted to the IT
department.
♦ Mobile Phone/SIM card: In case you are authorized / to meet business requirement,
a mobile connection may be provided by the company. The SIM card will be provided
by the organization and an expenditure limit will be fixed. In case the bill amount
exceeds the specified limit, same will be deducted from an employee account. Also,
employees have to surrender their SIM cards as and when he/she leaves the
organization, if they fall under company paidcategory.
♦ For Uniforms, Name Tags, shoes etc: Give the requisition to Admin Department. In
case a new uniform / shoes are provided as a replacement for the old uniform /
shoes, the latter is to be given back to AdministrationDepartment.
Replacement Policy
VL/HRM 00 00-00-00 1st July 2011
Peacock Solar provided asset might be replaced in the following conditions:
• The asset is lost / stolen / damaged during transit or while working from any
location where employee’s ignorance, misuse or mishandling had not resulted in the
same.
• The asset is beyond cost effectiverepair.

Electronic Mail Usage Policy

VL/HRM 00 00-00-00 1st July 2011
Purpose of the Policy: Peacock Solar is increasingly dependent on effective and efficient
electronic communications. Electronic messaging is a key feature of our work culture,
and messaging standards are critical for easy receipt of messages and attachments. The
volume, content and usage of these messages are of organizational concern and we are
required to manage this tool diligently and with good stewardship.
Scope:
This policy applies to all employees of Peacock Solar . The following issues are
addressed in this policy:
1. AppropriateUse
2. ContentDistribution
3. Authorized Access
4. Netiquette andProtocol
Policy:
Peacock Solar has established a policy with regard to electronic mail messages created,
sent or received by company employees using the company's electronic mail system.
The elements of the policy are set forth below.
The company maintains an electronic mail system. The purpose of this system is to
assist company employees as they conduct business within the company provided
system. Non-employees (including consultants and independent contractors) may
not obtain company mail addresses, but rather must exchange messages through
external internet providers.
The electronic mail system is not to be used to create, send or forward messages that
are obscene, pornographic, defamatory, harassing, threatening, containing racial or
sexual slurs, or which are otherwise inappropriate in the context of the company's
ethos and core values.
The electronic mail system shall not be used to violate copyrights or other
proprietary rights by distributing unauthorized copies of materials owned by others,
nor shall it be used to distribute confidential or proprietary company materials
without proper authorization.

VL/HRM 00 00-00-00 1st July 2011
Notwithstanding the company's right to retrieve and read any electronic mail
messages, such messages should be treated as confidential by other employees and
accessed only by the intended recipient. Employees are not authorized to retrieve or
read any e-mail messages that are not sent to them, except with the permission of
the intended recipient. Employees shall not use a code, access a file, or retrieve any
stored information, unless authorized to doso.
Email system is an expensive resource provided by the company to enable smooth

and efficient business functions. All care therefore must be taken to use the same
judiciously. Especially emails to groups such as “co users” should be sent only in
case of dire necessity, as these consume enormous resources. Similarly emails for
greetings etc. containing large pictures, or other multimedia files or presentations
should be strictly avoided as they burden the system and do not aid employee
productivity. In case such mails are detected, we may have to remove them from the
mail queue and delete the same with a warning to the sender.
Extreme care should be taken while sending attachments from external unknown
sources within the Peacock Solar email system as at times, they may contain viruses
and other undesirable elements, which might endanger the Email system security.
We have security software to detect such attachments; however, senders are
requested to be careful.
Employees have been given mail storage, which for a moderate mail user can last up
to 6 months of usage. When this storage capacity is around 90% full, we have a
system of “archiving” the email on a different storage post which it is removed from
online storage. For accessing such old mails, the staff then needs to get in touch with
IT Support who can provide a copy of old mails. Employees with specific high-
volume Data needs, e.g. Legal, have been provided higher storage capacities, as
directed by the respective FunctionalHeads.
All employees should take care to periodically delete emails which pertain to issues
of transient nature and are not needed to be stored for long duration. This would
ensure that unnecessary load on the email system is avoided.

VL/HRM 00 00-00-00 1st July 2011
The email system must be used for increasing staff productivity and all users must
refrain from marking emails to recipients who are not connected to the issue or
subject and cause unnecessary concern for the recipient. Emails should be copied
only if the copy reader is required to have the information in the email. Copying the
email does not make the copy reader responsible for taking action. If action is
intended, then the Email should be addressed to the staff. This reduces unnecessary
copies and thus takes a big load off the Email system.
Adhering to protocol is important while sending emails and any concerns, requests
or messages must first be highlighted to the immediate superior and accordingly a
follow-up must be done with the concerned individual only for desired action. Only
in cases where the matter is unresolved, should the same be escalated to higher
authority.
All users must refrain from using the Bcc option since it is not in sync with the
company culture of trust and transparency.
Any questions relating to the contents or implementation of this policy should be

addressed through the Head - Human Resources.
The purpose of this policy is to provide acceptable use parameters for our organization
while using the electronic mail system. It presents ideas which are applicable across our
network and shall help build a culture in sync with our values. We encourage all team
members to familiarize themselves with the content of this policy and support in
establishing technology as a productivity enhancement tool for organizational growth
and performance.
Internet Usage
VL/HRM 00 00-00-00 1st July 2011
Internet access to global electronic information resources on the World Wide Web is
provided by Peacock Solar to assist employees in obtaining work-related data and
technology. The following guidelines have been established to help ensure responsible
and productive Internet usage. All Internet usage is limited to job-related activities.
Personal use of the Internet is not permitted.
All Internet data that is composed, transmitted, or received via our computer
communications systems is considered to be a part of the official records of Peacock
Solar and, as such, is subject to disclosure to law enforcement or other third parties.
Consequently, employees should always ensure that the business information
contained in Internet e- mail messages and other transmissions is accurate, appropriate,
ethical, and lawful. The equipment, services, and technology provided to access the
Internet remain at all times the property of Peacock Solar. As such, Peacock Solar
reserves the right to monitor Internet traffic, and retrieve and read any data composed,
sent, or received through our online connections and stored in our computer systems.
Data that is composed, transmitted, accessed, or received via the Internet must not
contain content that could be considered discriminatory, offensive, obscene,
threatening, harassing, intimidating, or disruptive to any employee or other person.
Examples of unacceptable content may include, but are not limited to, sexual comments
or images, racial slurs, gender-specific comments, or any other comments or images that
could reasonably offend someone on the basis of race, age, sex, religious or political
beliefs, national origin, disability, sexual orientation, or any other characteristic
protected by law. The unauthorized use, installation, copying, or distribution of
copyrighted, trademark, or patented material on the Internet is expressly prohibited. As
a general rule, if an employee did not create material, does not own the rights to it, or
has not gotten authorization for its use, it should not be put on the Internet. Employees
are also responsible for ensuring that the person sending any material over the Internet
has the appropriate distribution rights. Internet users should take the necessary anti-
virus precautions before downloading or copying any file from theInternet.
All downloaded files are to be checked for viruses: all compressed files are to be
checked before and after decompression.
Abuse of the Internet access provided by Peacock Solar in violation of law or Peacock
Solar policies will result in disciplinary action, up to and including termination of
employment. Employees may also be held personally liable for any violations of this
policy.
Use of Electronic Media

VL/HRM 00 00-00-00 1st July 2011
The Employees may not install personal software on company computer systems.
All electronic information created by the employee using any means of electronic
communication is the property of the company.
Personal password may be used for purpose of security but the use of personal
password does not affect the company’s ownership of the electronic information.
The company will override all personal passwords if necessary, for any reason.
The company reserves the right to access and review the electronic files, messages, mail
and other digital archives and to monitor the use of electronic communications as
necessary to ensure that there is no misuse or violation of company policy or any law.
Personal Appearance
VL/HRM 00 00-00-00 1st July 2011
Dress, grooming, and personal cleanliness standards contribute to the morale of all
employees and affect the business image Peacock Solar presents to its customers and
visitors.
During business hours or when representing Peacock Solar, employees are expected to
present a clean, neat, and tasteful appearance.
All department heads are responsible for establishing a reasonable dress code
appropriate to the job being performed. An employee can be asked to leave the
workplace if he / she is improperly dressed. Under such circumstances employees will
not be compensated for the time away from work.
Display of Identification Card

VL/HRM 00 00-00-00 1st July 2011
Peacock Solar is committed to providing a safe and secure work environment for its
employees. The proper issuance and display of identification cards is one way to create
a safe and secure work environment.
All employees while on duty and /or on company premises shall be required to display
their I.D. on their person at all times. The wearing of Identification Card is not a matter
of personal choice. It is a requirement instituted to assure the safety of both employees
and our company assets.
All employees will be personally responsible for the safeguard and display of ID.
Special Instructions:
• The Administration department is committed towards providing ID cards after you

have duly filled up and submitted the necessary form at the time ofjoining.
• If an employee ID is lost/ misplaced, the same will be reported to the immediate
superior as well as to the administration office within 24 hours of discovering theloss.
• The Administration shall ensure that each employee is provided with an IDcard.
• The ID card is a company property and hence needs to be returned at the time of
separation (exit/ resignation) from thecompany.
All employees to ensure adherence and take pride in our company identity!
Code of Conduct
VL/HRM 00 00-00-00 1st July 2011
Peacock Solar’s Code of Conduct has been derived from our guiding principles: our
Shared Values. As a professionally run organization, we firmly believe in three
interlinked fundamental principles, viz. good corporate governance, good corporate
citizenship and exemplary personalconduct.
Philosophy
Peacock Solar is a professionally managed organization and it is therefore our
responsibility to ensure that the organization is managed in a manner that protects and
furthers the interests of all concerned. It is also our belief that in order to serve the
interests of our stakeholders in perpetuity, we must build Peacock Solar into an
institution whose dynamism and vitality are anchored in its core values of commitment,
integrity, trust and quality.
Code of Conduct
In the conduct of the Company‟s business, the practice of a professional relationship
with each other is a prerequisite and embraces the following:
1. Dealing with People in the Organization: In dealing with each other, we shall always
uphold the values which are at the core of our HR Philosophy. Indeed, these values
form the basis of our HR management systems and processes. Peacock Solar will focus
on meritocracy, equity and upholding of Company values in all peopleprocesses.
2. Personal Conduct: All employees have the obligation to conduct themselves in an

honest and ethical manner and act in the best interest of the Company at all times. They
are expected to demonstrate exemplary personal conduct. The following are examples
of conflicts of interest and should beavoided:
Accepting loans, fees, special favors or services from suppliers, vendors, clients
or others dealing with thecompany.
Accepting a recreational or entertainment opportunity for 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 therecipient.
Using company position for personal advantage (or that of a relative, friend or
a colleague) for example requesting for employment opportunities,
transfersetc.
Code of Conduct
VL/HRM 00 00-00-00 1st July 2011
Working for competitors, suppliers or customers whether as a full time or part

time employee as a consultant orotherwise.
Appropriating, receiving, giving out or conspiring to appropriate, receive, and

give out confidential information relating to the company, a guest, a supplier,
or a competitor where the disclosure of such information is unauthorized.
Deriving a personal benefit or a benefit to any of his or her relatives by making

or influencing decisions relating to anytransaction;
3. Protection of Confidential Information: No employee shall disclose or use any

confidential information gained in the course ofemployment/ association with the
Company for personal gain or for the advantage of any other person. No information
either formally or informally shall be provided to the press, other publicity media or
any other external agency except within approvedpolicies.
4. Peacock Solar maintains an open door for repartees; encourages employees to report
any concerns and is responsive to employeefeedback.
5. Relationships with Suppliers and Customers: All employees shall ensure that in
their dealings with suppliers and customers, the Company’s interests are never
compromised. Accepting gifts and presents of more than a nominal value, gratuity
payments and other payments from suppliers or customers will be viewed as serious
breachofdisciplineasthiscouldleadtocompromisingtheCompany’sinterests.
6. Health and Safety: The Company attaches great importance to a healthy and safe
work environment. Peacock Solar is committed to provide good physical working
conditions and encourages high standards of hygiene and housekeeping. Particular
attention should be paid to training of employees to increase safety awareness and
adoption of safe working methods, particularly designed to prevent serious or
fatalaccidents.
7. Company Facilities: No employee shall misuse Company facilities. In the use of

Company facilities, care shall be exercised to ensure that costs are reasonable and there
is nowastage.
Code of Conduct
VL/HRM 00 00-00-00 1st July 2011
8. Leading by Example: The organization’s employees set the professional tone forthe
Company. Through both their words and their actions, the organization’sleadership
conveys what is acceptable and unacceptable behavior. Peacock Solar’s employees must
constantly reinforce through their actions and behavior that Peacock Solar’s stated
beliefs of responsible corporate citizenship are rooted in individual conviction and
personal integrity.
Any instance of non-adherence to the Code of Conduct / any other observed unethical
behavior on the part of those covered under this Code should be brought to the
attention of the immediate reporting authority, who shall in turn report the same to the
Head of Human Resources.
Each employee should discuss with the HR Department any situation which is or may
appear to be a conflict of interest. Violating of this policy may subject to disciplinary
action as deemed advisable by the management.
Business Ethics & Conduct

VL/HRM 00 00-00-00 1st July 2011
The successful business operation and reputation of Peacock Solar is built upon the
principles of fair dealing and ethical conduct of our employees. Our reputation of our
integrity and excellence requires careful observance of the spirit and letter of all
applicable laws and regulations, as well as a scrupulous regard for the highest
standards of conduct and personalintegrity.
The continued success of Peacock Solar is dependent upon our customers trust and we
are dedicated to preserving that trust. Employees owe a duty to Peacock Solar, its
customers, and shareholders to act in a way that will merit the continued trust and
confidence of the public.
Peacock Solar will comply with all applicable laws and regulations and expects its
directors, officers, and employees to conduct business in accordance with the letter,
spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or
unethical conduct.
In general, the use of good judgment, based on high ethical principles, will guide you
with respect to lines of acceptable conduct. If a situation arises where it is difficult to
determine the proper course of action, the matter should be discussed openly with your
immediate supervisor. Compliance with this policy of business ethics and conduct is the
responsibility of every Peacock Solar employee. Disregarding or failing to comply with
this standard of business ethics and conduct could lead to disciplinary action, up to and
including possible termination of employment.
Maintaining and Managing Records

VL/HRM 00 00-00-00 1st July 2011
The purpose of this policy is to set forth and convey the Company ‟s business and legal
requirements in managing records, including all recorded information regardless of
medium or characteristics.
Records include paper documents, CDs, computer hard disks, email, floppy disks,
microfiche, microfilm or all other media. The central, local, state, federal, foreign and
other applicable laws, rules and regulations, to retain certain records and to follow
specific guidelines in managing its records, require the Company.
Civil and criminal penalties for failure to comply with such guidelines can be severe for
employees, agents, contractors and the Company, and failure to comply with such
guidelines may subject the employee, agent or contractor to disciplinary action, up to
and including termination of employment or business relationship at the Company ‟s
sole discretion.
Use of Company Resources

VL/HRM 00 00-00-00 1st July 2011
Company equipments and vehicles essential in accomplishing job duties are expensive
and may be difficult to replace. When using property, employees are expected to
exercise care, perform required maintenance, and follow all operating instructions,
safety standards, and guidelines.
Please notify the Administration Department if any equipment, machines, tools, or

vehicles appear to be damaged, defective, or are in need of repair. Prompt reporting of
damages, defects, and the need for repairs could prevent deterioration of equipment
and possible injury to employees orothers.
Improper, careless, negligent, destructive, or unsafe use or operation of equipment or

vehicles, as well as excessive or avoidable traffic and parking violations, can result in
disciplinary action, up to and including termination of employment.
Alcohol & Drug Policy

VL/HRM 00 00-00-00 1st July 2011
Introduction: Peacock Solar as an employer is careful of the welfare of its staff & is
concerned that the use of alcohol and/or drugs by its employees should not impair
their health and social life. The organization regards an individual's dependency on
either alcohol or drugs as an illness. It is Peacock Solar‟s desire to provide a drug-free,
healthful, and safe workplace. To promote this goal, employees are required to report to
work in appropriate mental and physical condition to perform their jobs in a
satisfactorymanner.
For the purpose of the policy, alcohol dependence is defined as: "The habitual drinking
of intoxicating liquor by an employee, whereby the employee's ability to perform his /
her duties is impaired or his / her attendance at work is interfered with, or he / she
endangers the safety ofothers".
And drug dependence is defined as: "The habitual taking of drugs by an employee
other than drugs prescribed as medication, whereby the employee's ability to perform
his / her duties is impaired, or his/her attendance at work is interfered with, or he/she
endangers the safety ofothers".
Applicability
The policy is intended to apply to all staff of the Company.
The Functional Head is responsible for the implementation of the policy and its day-to-
day operation in consultation with Head- Human Resources.
Policy Statement
Peacock Solar will assist any member of staff who is dependent on alcohol or drugs
to find out about and assess his/her problem and to obtain
confidentialcounseling.
It is hoped that any member of the team who believes that a colleague has an
alcohol or drug dependency problem will encourage him/her to seek
professionalhelp.
Someone whose dependency on alcohol or drugs has come to the attention of a

Head of Department - will, in the first place, be encouraged to discuss his/her
dependency problems and also, if appropriate, be advised to seek medical
assistance.
Alcohol & Drug Policy

VL/HRM 00 00-00-00 1st July 2011
The company will regard anyone seeking help as having a health problem and will
cooperate to enable appropriate help/treatment to beobtained.
The company will treat reasonable absences for advice and treatment for
dependence on alcohol or drugs as sick leave, provided the person concerned
regularly informs Human Resources Manager of progress and genuinely
attempts to overcome the dependencyproblem.
The need for confidentiality will berespected.
If, because of an alcohol or drug dependency, a person's performance at

work/behavior is suffering and this would normally result in disciplinary action
being taken, such action will be suspended for an appropriate period during
treatment. Should help be refused or treatment unreasonably discontinued or,
after a reasonable interval there is no improvement in behavior and/or work
performance remains poor, disciplinary procedures will be resumed or initiated.
Such procedures may result in the termination of an individual'sappointment.
Agreement to accept treatment for alcohol or drug dependency will not, in itself, be
detrimental to staff's general conditions ofservice.
While on Peacock Solar premises and while conducting business-related activities off Peacock
Solar premises, no employee may use, possess, distribute, sell, or be under the influence of
alcohol or illegal drugs.
Violations of this policy may lead to disciplinary action, up to and including immediate
termination of employment, and / or required participation in a substance abuse rehabilitation or
treatment program. Such violations may also have legal consequences.
Smoking
VL/HRM 00 00-00-00 1st July 2011
In keeping with Peacock Solar’s intent to provide a safe and healthful work
environment, smoking is prohibited throughout the workplace.
This policy applies equally to all employees, customers, and visitors.

Security Inspections
VL/HRM 00 00-00-00 1st July 2011
Peacock Solar wishes to maintain a work environment that is free of illegal drugs,
alcohol, firearms, explosives, or other improper materials. To this end, Peacock Solar
prohibits the possession, transfer, sale, or use of such materials on its premises. Peacock
Solar requires the cooperation of all employees in administering this policy.
Desks, lockers and other storage devices may be provided for the convenience of
employees but remains the sole property of Peacock Solar. Accordingly, any agent or
representative of Peacock Solar can inspect them, as well as any articles found within
them, at any time, either with or without prior notice.
Peacock Solar likewise wishes to discourage theft or unauthorized possession of the

property of employees, Peacock Solar, visitors, and customers. To facilitate enforcement
of this policy, Peacock Solar or its representative may inspect not only desks and lockers
but also persons entering and/or leaving the premises and any packages or other
belongings. Any employee who wishes to avoid inspection of any articles or materials
should not bring such items onto Peacock Solar‟spremises.

Workplace Monitoring
VL/HRM 00 00-00-00 1st July 2011
Workplace monitoring may be conducted by Peacock Solar to ensure quality control,

employee safety, security, and customer satisfaction. Employees who regularly
communicate with customers may have their telephone conversations monitored or
recorded. Telephone monitoring is used to identify and correct performance problems
through targeted training. Improved job performance enhances our customers‟ image of
Peacock Solar as well as their satisfaction with our service.
Computers furnished to employees are the property of Peacock Solar. As such,

computer usage and files may be monitored or accessed. Peacock Solar may conduct
video surveillance of non- private workplace areas. Video monitoring is used to identify
safety concerns, maintain quality control, detect theft and misconduct, and discourage
or prevent acts of harassment and workplace violence. Employees can request access to
information gathered through workplace monitoring that may impact employment
decisions. Access will be granted unless there is a legitimate business reason to protect
confidentiality or an ongoinginvestigation.
Because Peacock Solar is sensitive to the legitimate privacy rights of employees, every
effort will be made to guarantee that workplace monitoring is done in an ethical and
respectful manner.
Grievance Handling
VL/HRM 00 00-00-00 1st July 2011
An employee having a grievance shall intimate the same to his / her HOD through an
e-mail or in writing. The HOD should give a reply for the grievance within two
working days. If the employee does not receive a reply from the HOD within the
stipulated time, he / she should send a copy of the grievance to the Admin / HR
Department. The Admin / HR Department shall settle the grievance within the next
two working days. In case the employee’s problem is not sorted out within the
stipulated time, the HOD or the HR Department shall inform the concerned employee
and give justifications for the delay, depending on the nature ofgrievance.
In case the grievance is not sorted out within seven working days by the HOD or the
Admin / HR Department, the employee is free to communicate his / her grievance to
the Executive Director.
Elimination of Child Labor

VL/HRM 00 00-00-00 1st July 2011
It is the Company’s policy not to support child labor. The Company is committed to
implementing the provisions of the Child Labor (Prohibition and Regulation) Act, 1986.
The Company is aware of social reality of the existence of child labor and recognizes
that this evil cannot be eradicated by simply setting up rules or inspections. Towards
this end, the Company is committed to work in a pro-active manner to eradicate child
labor by actively contributing to the improvement of children’s social situation. To
promote this, the Company encourages its Suppliers also to work towards a no child-
labor policy. As part of its efforts to eliminate the evil of child labor, the Company
encourages the employment of the parents of such children to secure the existence of
the family and the education of thechildren.
Sexual Harassment Policy

VL/HRM 00 00-00-00 1st July 2011
Policy Intent: The purpose of this policy is to develop a harmonious and productive
working environment free from sexual harassment. Maintaining good employer
practice, we will ensure all allegations of sexual harassment are investigated and dealt
with effectively and appropriately.
Sexual Harassment Defined:
This policy prohibits “quid pro quo” and “hostile environment” sexual harassment as
defined below.
1. Quid Pro Quo SexualHarassment
Unwelcome sexual advances, requests for sexual favors, and other verbal and physical
conduct of a sexual nature by one in a position of power or influence constitutes “quid
pro quo sexual harassment” when
• Submission by an individual is made either in an explicit or implicit term

or condition of employment,or
• Submission to or rejection of such conduct is used as the basis for
employment decisions affecting thatemployee.
2. Hostile Environment SexualHarassment
Unwelcome sexual advances, requests for sexual favors, and other verbal and physical
conduct of a sexual nature constitute “hostile environment sexual harassment” when
such conduct is directed toward an individual because of his or her gender and has the
purpose or effect of
• Creating an intimidating, hostile, or offensive work environment,or

• Unreasonably interfering with another’s work or workperformance.
Generally, a single sexual joke, offensive epithet, or request for a date does not
constitute hostile environment or sexual harassment; however, being subjected to such
jokes, epithets or requests repeatedly may constitute hostile environment sexual
harassment.

VL/HRM 00 00-00-00 1st July 2011
In determining whether alleged sexual harassing conduct warrants corrective action, all
relevant circumstances, including the context in which the conduct occurred, will be
considered.
Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity
and not on the particular sensitivity or reaction of an individual.
Reporting of Sexual Harassment Allegations
Persons who believe they have been victims of sexual harassment should report the
incident(s) immediately to appropriate superiors/ Human Resources officials. Delay in
reporting makes it more difficult to establish the facts of a case and may contribute to
the repetition of offensive behavior.
Confidentiality:
•The organization will do everything consistent with enforcement of this policy and
with the law to protect the privacy of the individuals involved and to ensure that the
complainant and the accused are treatedfairly.
•Information about individual complaints and their disposition is considered
confidential and will be shared only on a “need to know”basis.
Assurance Against Retaliation

This sexual harassment policy shall not, however, be used to bring frivolous or
malicious complaints against other employees. If a complaint has been made in bad
faith, as demonstrated by clear and convincing evidence, disciplinary action may be
taken against the person bringing the complaint.
Reporting Channels
•All employees have a general responsibility to contribute in a positive way to an
environment that is free of sexualharassment.
•Leadership Team, however, have additional responsibilities. The leadership team is

not only responsible for educating and sensitizing employees in their departments
about sexual harassment issues, but they are also directed to take all appropriate steps
to prevent and stop sexual harassment in their areas ofresponsibility.

VL/HRM 00 00-00-00 1st July 2011
•Superiors who are contacted by an individual seeking to file a complaint about sexual
harassment in their department or area of responsibility shall assist the complainantin
contacting the appropriate complaint-receiving officials from HumanResources.
Procedures for Handling Complaints of Sexual Harassment

•Individuals who believe they are victims of sexual harassment in their work
environment are encouraged to respond to the alleged harasser directly, by objecting
and by requesting that the unwelcome behavior stop. Individuals may also seek
assistance or intervention, short of filing a complaint, from theirsupervisor.
•An initial discussion between the complainant and the complaint-receiving official
will be kept confidential to the extent allowed by law, with no formal writtenrecord.
•The complaint-receiving official will explain the options available and will counsel the
complainant.
•If the complainant, after an initial meeting with the complaint-receiving official,
decides to proceed, the complainant will be requested to provide a written statement
describing thecomplaint.
•Complaints of sexual harassment will receive promptattention.
Complaints may be resolved through the informal or formal procedures described

below, and appropriate action will be taken. Informal means are encouraged as the
beginning point, but the choice of where to begin formally rests with the complainant.
However, if the complaint-receiving official believes that the matter is sufficiently grave
because it seems to be part of a persistent pattern, or because of the nature of the alleged
offense, or because the complainant seeks to have a sanction imposed, then the
complaint-receiving official will initiate a formal procedure, or take other appropriate
action.
1. InformalProcedures
•The complainant may attempt to resolve the matter directly with the alleged
offender and report back to the complaint-receivingofficial.

VL/HRM 00 00-00-00 1st July 2011
•The complaint-receiving official may notify the alleged offender of the

complaint, paying appropriate attention to the need to maintain confidentiality.
The complaint-receiving official may take whatever steps short of formal
sanctions that he or she deems appropriate to effect an informal resolution
acceptable to bothparties.
•If a complaint is resolved informally, no record of the complaint will be entered
in the alleged offender‟s personnel file or records. However, the complaint-
receiving official will, in the form of a confidential file memorandum, record
the fact of the complaint and the resolutionachieved.
•A copy of this memorandum will be forwarded to the Head- Human Resources
& it will be retained in confidentialfiles.
2. FormalProcedures
In formal resolution procedures, the written and signed complaint as well as offence
resolution copy shall be directed to the Human Resources post appropriate actioning.
Disciplinary Sanctions:
A conclusion that sexual harassment has occurred shall subject the offender to
appropriate disciplinary action and may result in suspension, discharge, expulsion or
dismissal. Sanctions imposed will be determined on the basis of the facts of each case
and the extent of harm.
Equal Employment Opportunity Policy

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Policy Intent:
It is the policy of the Peacock Solar that neither race, religion, color, creed, national
origin, sex, age, marital status, nor handicapping condition is to be considered in the:
Recruitment and selection of new employees of the company,

Selection of employees for promotion, training, career development, transfer,
and/or reduction-in-force,
Administration of disciplinary policies or termination for cause, and
Establishment of rates of pay including the awarding of salary adjustments
and/or annual salary increases
Policy Guideline:
Peacock Solar strictly prohibits discrimination against any employee or applicant for
employment because of the individual's race, color, religion, gender, sexual orientation,
gender identity or expression, national origin, age, disability, veteran's status, or any
other characteristic protected by law. However, this shall not be at conflict with the
mandatory state requirements for a particular position.
Affirmative action will be taken to ensure that all employment decisions, including but
not limited to those involving recruitment, hiring, promotion, training, compensation,
benefits, transfer, discipline, and discharge, are free from unlawful discrimination.
Appeal Procedure:
Any applicant for employment or any employee who believes that employment,
promotion, training, transfer, salary adjustment or a merit salary increment was denied
him/her or that demotion, transfer, lay-off or termination was forced on him/her,
because of race, religion, color, creed, national origin, sex, age, political affiliation, or
handicapping condition may appeal directly to the Head- Human Resources.
Whistle Blower Policy

VL/HRM 00 00-00-00 1st July 2011
Our commitment is towards reaching our goals with utmost respect for human values
and to serve the interests of Peacock Solar with integrity. Good Corporate Governance
entails that the interest of the employees, the shareholders and the society in general be
protected at all times. The management realizes that this is possible only if there exists
an open and transparent culture wherein the concerns of the employees at all levels can
be raised and expressed without fear of retribution.
To achieve this objective, it is felt necessary to define a specific policy which will enable
the employees to report their concerns, which would be looked into and if found to be
appropriate will be fully investigated and acted upon.
Purpose:
The purpose of the Whistle Blower Policy is to allow employees to convey their
concerns about unacceptable, improper, or unethical practices being followed in the
organization to the Management and to prohibit superiors from taking any adverse
personal action against suchemployees.
The Policy is intended to ensure that whenever any unacceptable, improper, or

unethical practice is reported by an employee, the concerned employee is protected
against any vindictive action and/or any discrimination for suchreporting.
Aim of the Policy
The Policy aims at:

Encouraging the employees to feel confident in raising serious concerns.
Providing ways for the employees to raise their concerns and get feedback on the
concerns raised by them.
Ensuring that the employees get a response to their concerns.

Reassuring the employees that if the concerns are raised in good faith, they will be
protected from victimization.
Initiating action, where necessary, to set right the concernraised.
Applicability: This policy is applicable to all confirmed employees of the Company.


VL/HRM 00 00-00-00 1st July 2011
Scope of the Policy:
Employees shall be protected from any adverse action for reporting any unacceptable,
improper, or unethical practice, fraud, or violation of any law or regulation so long as
the employee:
Reports in good faith, his/her belief that there is misuse of company’s funds/assets
Reports in good faith, Criminal offences (corporate fraud, corruption, bribery or
theft), which has been or is likely to be committed
Reports in good faith, the violation or suspected violation of any law, rule or
regulations applicable to theCompany.
Participates in or gives information in an investigation, hearing, court proceeding,

legislative or other inquiry, or administrativereview
Objects or refuses to carry out a directive that the employee believes in good faith
may violate a law, rule orregulation.
Reports in good faith an abuse of authority
Reports in good faith activities violating the Company’s policies.
This list is only illustrative and not exhaustive
The superior of the employee who has reported any of the actions specified aforesaid is
forbidden from taking the following actions against the employee
· Discharging theemployee
· Threatening theemployee
· Discriminating against the employee’semployment.

Reporting Authority:
Any employee who has a genuine complaint/concern about any fraud or violation of
any law, rule or regulation or unacceptable, improper, practice and/or any unethical
practice may complain about this to the designated person to attend to whistle-blowers
as mentioned herewith below.
Employees can send their complaints to Head HR in writing who shall be responsible
for the following functions:
 To receive and record any complaints under thispolicy.


VL/HRM 00 00-00-00 1st July 2011
 To ensure confidentiality of any “whistle-blowing”complainant.

 To prepare a report of any whistle-blowing complaint and send the report
promptly to the DMD/ CMD after, for deliberation anddecision.
Identity of Whistle Blower: This policy requires employees to put their names in the
disclosures they make.
Confidentiality: Company will treat the disclosure made in a sensitive manner and will
endeavor to keep the identity of the employee making an allegation confidential.
However, the investigation process may inevitably reveal the source of information and
the individual making the disclosure may need to provide a statement which cannot be
kept confidential if legal proceedings arise.
Untrue / Malicious Allegations: If an employee makes an allegation which is not

confirmed by a subsequent investigation and it is proved that the employee has made
an untrue / malicious Allegation, strict disciplinary action will be taken against the
individualconcerned.
Environment, Health and Safety Policy

VL/HRM 00 00-00-00 1st July 2011
We take environmental consciousness a step further at the Company. We believe that

all in the Company are environment conscious and contribute to preserving nature (at a
higher level) as well as danger-proofing our own respective work areas. All of us are
responsible for conducting safe and environmentally soundoperations.
Policy Intent:
Peacock Solar is committed to environmental affairs leadership in all of its business activities.
Policy:
The Group has had long-standing corporate policies of providing a safe and healthful
workplace, protecting the environment, and conserving energy and natural resources.
They have served the environment and our business well over the years and provide
the foundation for the following corporate policyobjectives:
Provide a safe and healthful workplace and ensure that personnel are properly
trained and have appropriate safety and emergencyequipment.
Be an environmentally responsible neighbor in the communities where we operate,

and act promptly and responsibly to correct incidents or conditions that
endanger health, safety, or the environment. Report them to authorities promptly
and inform affected parties asappropriate.
Conserve natural resources by reusing and recycling materials, purchasing

recycled materials, and using recyclable packaging and othermaterials.
Develop, manufacture, and market products that are safe for their intended use,
efficient in their use of energy, protective of the environment, and that can be
reused, recycled or disposed ofsafely.
Use development and manufacturing processes that do not adversely affect the
environment, including developing and improving operations and technologies
to minimize waste, prevent air, water, and other pollution, minimize health and
safety risks, and dispose of waste safely andresponsibly.
Ensure the responsible use of energy throughout our business, including

conserving energy, improving energy efficiency, and giving preference to
renewable over non-renewable energy sources whenfeasible.
Environment, Health and Safety Policy

VL/HRM 00 00-00-00 1st July 2011
Participate in efforts to improve environmental protection and understanding

around the world and share appropriate pollution prevention technology,
knowledge andmethods.
Utilize Peacock Solar products, services and expertise around the world to assist in
the development of solutions to environmentalproblems.
Meet or exceed all applicable government requirements and voluntary

requirements to which Peacock Solar subscribes. Set and adhere to stringent
requirements of our own no matter where in the world the company does
business.
Strive to continually improve Peacock Solar's Environmental management system

and performance, and periodically issue progress reports to the generalpublic.
Conduct rigorous audits and self-assessments of Peacock Solar's compliance with

this policy.
Applicability:
Every employee and every business associate in relationship with Peacock Solar is
expected to follow this policy and to report any environmental, health, or safety concern
to Peacock Solar’s management. Managers are expected to take prompt action.
If you believe that there are reasonable ways that Peacock Solar can improve any of its
internal procedures so as to further minimize the impact on the environment, please
discuss your views with your Department Manager.
Corporate Risk Management Policy

VL/HRM 00 00-00-00 1st July 2011
Policy Intent: Risk is the chance of something happening, measured in terms of

probability and impact, that will affect the achievement of business objectives. This
definition includes both the opportunity and the undesirable consequence.
Risk management is a structured and disciplined approach to assessing and managing

the uncertainties and opportunities that Peacock Solar faces as it creates value.
PolicyPurpose&Scope:ThisPolicydescribesPeacock Solar’sriskmanagementprinciples
and expectations applicable to all business activities undertaken by or on behalf of
Peacock Solar.
It is intended that this Policy operate in conjunction with all other policies and
strategies of theGroup.
Statement of Principles:
Peacock Solar believes risk taking is a necessary and accepted part of our business.
Effectively managing risk is a competitive necessity and an integral part of creating
shareholder value through good business practices designed to ensure that Peacock
Solar achieves its strategic, business and governance objectives, and protects its
corporate reputation, values and integrity. In the context of realizing strategic
objectives, failure is an accepted part of risk taking as long as risks have been properly
assessed andmanaged.
In alignment with the values and principles embodied in Peacock Solar manual, this
Corporate Risk Management Policy commits all staff to consistently apply risk
assessment processes and to take professionally assessed risks based upon high-quality
work.
Risk management is key in how things are done to ensure company ‟s success.
Risk Management Expectations: Risk management applies to and will be practiced as a

part of all of Peacock Solar business activities including that of developing strategic
plans, preparing operational plans and budgets, completing detailed project approval
requests, designing and managing plans, making general decisions, and as a part of
other management systems. Peacock Solar is committed to managing risks from the
following perspectives: financial risk, operational risk, business environment risk, and
organizationalrisk.
Corporate Risk Management Policy

VL/HRM 00 00-00-00 1st July 2011
Risk will be qualitatively assessed, managed and documented consistent with

guidelines and tools advocated by this Corporate Risk Management Policy and other
risk management policies andpractices.
Company will use market accepted analytical tools and methodologies to quantitatively
measure and evaluate risk as and when desired.
Organizational Risk Management Roles and Responsibilities
The Executive Team is responsible for:
Endorsing, implementing, adopting and adhering to the Policy.

Overseeing development, administration and annual review of this Policy for
approval by the Chairman.
The Leadership Team is responsible for:
Developing and implementing risk management policies, practices, systems,

controls and business continuity plans specific to the Company which are
aligned and complementary to thePolicy.
Reviewing adherence to the Policy and recommending action to support

adherence.
Reporting any risks defined as extreme to the ExecutiveTeam.
Staff
All staff to comply with thePolicy.

Confidential & Intellectual Information Policy

VL/HRM 00 00-00-00 1st July 2011
All employees are required to adhere to guidelines mentioned in the appointment letter
to safeguard the Company's employee, customer information, intellectual property,
equipment and other assets. All information relating to Peacock Solar, its customers and
suppliers is confidential and should not be discussed or disclosed to any unauthorised
person.
Furthermore, an employee of such information may take no advantage. The obligation

of confidentiality extends to removal of documents or electronic data prepared by
yourself or anyone else on the behalf of Peacock Solar or its customers upon conclusion
of employment or at any other time.
Similarly, all information not in the public domain remains at all times the property of
Peacock Solar and may not be used or removed except in connection with approved
Company practice, including but not limited to:
customer records;
databases;
formulae;
agreements;
accounts;
financial statements;
marketinginformation;
manuals;
office documents; and

similar documents that you or other staff members may prepare, use or have
access to during the course of employment with Peacock Solar.
In addition, any discovery, creation, invention, secret, process or improvement in a
procedure made or discovered by an employee in connection with or in any way
affected or relating to Peacock Solar, or any of its subsidiaries or related Companies, or
capable of being used or adapted for use therein or in connection with shall be disclosed
to the management and shall belong to and be the absolute property of Peacock Solar or
one of its subsidiary or related Companies as may be nominated by management for
that purpose.
Compliance Policy
VL/HRM 00 00-00-00 1st July 2011
Peacock Solar Group is committed to the preservation of its reputation and integrity
through compliance with applicable laws, regulations and ethical standards in the
environment in which it operates. Compliance is an essential ingredient of good
corporate governance & hence all employees are expected to ensure adherence to
thesame.
No conduct that is contrary to this Policy, whether intentional or unintentional, will be

tolerated. Peacock Solar Group has a firm compliance policy, which is promulgated to
all employees working in all operational areas with respect to the company requirement
that all laws, regulations and procedures of the states, in which operations are
conducted, are strictly adhered to.
Responsibilities: The Leadership Team shall be responsible for overseeing the

implementation of the internal compliance and control systems.
Breaches & Complaints:
We are committed to maintaining a system for recording, responding to and

investigating, in a fair and unbiased fashion, any compliance breaches or complaints
including those received from regulatory authorities, auditors or employees.
Any employee who has any queries, concerns or suggestions about matters covered by
this policy should speak to their reporting manager, or their Human Resources
Manager, for guidance and assistance.
Any employee who becomes aware of, or suspects any breach of any law, or this policy,
should alert the Head- Human Resources. The identity of any employee reporting such
conduct will be kept confidential as is permitted by law and the Management will act
fairly and in good faith towards any employee reporting such conduct.
We will regularly review our compliance efforts so that we can maintain our
commitment to this policy.
Applicability:
This policy applies to all of the activities of every employee of Peacock Solar Group.
Customer Relations
VL/HRM 00 00-00-00 1st July 2011
Customers are among our organization’s most valuable assets. Every employee
represents Peacock Solar to our customers and the public. The way we do our jobs
presents an image of our entire organization. Customers judge all of us by how they are
treated with each employee contact. Therefore, one of our first business priorities is to
assist any customer or potential customer. Nothing is more important than being
courteous, friendly, helpful, and prompt in the attention we give tocustomers.
Peacock Solar will provide customer relations and services training to all employees
with extensive customer contact. Customers who wish to lodge specific comments or
complaints should be directed to the Sales Department for appropriate action.
Our personal contact with the public, our manners on the telephone, and the
communications we send to customer are a reflection not only of ourselves, but also of
theprofessionalismofPeacock
Solar.Positivecustomerrelationsnotonlyenhancethepublic’sperception or image of
Peacock Solar, but also pay off in greater customer loyalty and increased sales
andprofit.
Media Policy
VL/HRM 00 00-00-00 1st July 2011
To facilitate the achievement of our vision, apart from achieving our business plans, it is
necessary to communicate our achievements and plans in the most effective manner
through the media to our investors, Customers, existing and potential, and to the
community at large in which we operate.
This policy is important not only from the context of evolving and maintaining an
effective relationship with the media but also for legally safeguarding the information
released to the media. In this context it is important that all statements to the media
shall be true and fair, for which purpose only selected persons who are authorized to
speak to media on identified subjects can doso.
Disclosure of forward-looking statements should be combined with cautionary

statements. One should ensure approval of customers, vendors etc if reference is made
about such customers. Do not disclose non-public information selectively to a particular
group.
Advertisement Policy
VL/HRM 00 00-00-00 1st July 2011
The Company acknowledges that advertising is an essential instrument for effective

brand building and communicating with the consumers. In accordance with the
Company’scorporatephilosophyitisnecessarytoensurethatalladvertisementsofthe
Company’s products and services are done ethically and in a legitimate manner.
Advertising must not misrepresent, or be likely to mislead the consumer, as to the
character, quantity, composition or safety of the productadvertised.
The Company requires every employee to protect all trademarks, brand names and
other proprietary material of the Company and of third parties. We should not
disparage products or services of competitors and should avoid political or religious
remarks in advertisements.

The Competition Policy

VL/HRM 00 00-00-00 1st July 2011
The Company shall compete only in an ethical and legitimate manner. It prohibits all
actions that are anti-competitive or otherwise contrary to laws that govern competitive
practices in the marketplace. As the Company’s business interests are spread acrossthe
world, the Company may be subject to competition laws of various jurisdictions and
shall comply with the same.
Employees are required not to enter into agreements, discussions with competitors
about any matter relating to competition between the Company and its competitor,
such as sales prices, marketing strategies, market shares and allocation of market,
territories, supply and sources or customers, nor enter into any agreement with
competitors that affect prices and constitute illegal price-fixing prohibited under the
Competitionlaws.
Employees should not conduct themselves in such manner that it is perceived as

Industrial espionage or commercial bribery. Also, employees should ensure that
distributors or agents selling the Company’s products should enter into any accepted
practices, like bundling of products, discounts on the market price, free gifts etc., only
with the express permission of the Company. Employees should not initiate or
encourage boycotts of specific products or services or arbitrary refusal of dealing with
designated customers or suppliers. One should not enter into agreements or
arrangement in restraint of trade, prices, quality of products or services or in any
manner monopolize any part of trade or commerce by controlling the supply of a
product or service with the intention to control its price or to exclude competitors from
the market
Further, employees should not be encouraged to disclose confidential information that

is associated with his previous employment. Always consult the legal counsel in case of
doubt.
Selecting Suppliers
VL/HRM 00 00-00-00 1st July 2011
The Company’s suppliers make significant contributions to our success. To create an

environment where our suppliers have an incentive to work with the Company, they
must be confident that they will be treated lawfully and in an ethical manner. The
Company’s policy is to purchase supplies based on need, quality, service, price and
terms and conditions.
Suppliers should be selected based on merit, price quality and performance. The
Company’s policy is to select significant suppliers or enter into significant supplier
agreements through a competitive bid process where possible. Under no circumstances
should any Company employee, agent or contractor attempt to coerce suppliers in any
way. The confidential information of a supplier is entitled to the same protection as that
of any other third party and must not be received before an appropriate nondisclosure
agreement has been signed.
Government Contracts
VL/HRM 00 00-00-00 1st July 2011
It is the Company’s policy to comply fully with all applicable laws and regulations that
apply to government contracting. It is also necessary to strictly adhere to all terms and
conditions of any contract with central, local, state, federal, foreign or other applicable
governments.TheCompany’sLegalDepartmentmustreviewandapproveallcontracts with
any governmententity.
Non – Disclosure Agreement

VL/HRM 00 00-00-00 1st July 2011
The protection of confidential business information and trade secrets is vital to the
interests and the success of Peacock Solar. Such confidential information includes, but is
not limited to, the following examples:
• Compensationdata
• Computer processes
• Computer programs andcodes
• Customer lists
• Customerpreferences
• Financialinformation
• Labor relationsstrategies
• Marketing strategies
• New materialsresearch
• Pending projects andproposals
• Proprietary production processes

• Research and developmentstrategies
• Scientificdata
• Scientific formulae
• Scientificprototypes
• Technologicaldata
• Technologicalprototypes
• Legalinformation
• Project information - financial and marketingdata
• Information relating to asset holdings of thecompany
All employees may be required to sign a non - disclosure agreement as a condition of

employment. Employees who improperly use or disclose trade secrets or confidential
business information will be subject to disciplinary action, up to and including
termination of employment and legal action, even if they do not actually benefit from
the disclosed information.
Conflicts of Interest
VL/HRM 00 00-00-00 1st July 2011
Employees have an obligation to conduct business within guidelines that prohibit

actual or potential conflicts of interest. This policy establishes only the framework
within which Peacock Solar wishes the business to operate. The purpose of these
guidelines is to provide general direction so that employees can seek further
clarification on issues related to the subject of acceptable standards of operation.
Contact the Human Resources Department for more information or questions about
conflicts ofinterest.
Transactions with outside firms must be conducted within a framework established and
controlled by the managerial level of Peacock Solar. Business dealings with outside
firms should not result in unusual gains for those firms. Unusual gain refers to bribes,
product bonuses, special fringe benefits, unusual price breaks, and other windfalls
designed to ultimately benefit the employer, the employee, or both. Promotional plans
that could be interpreted to involve unusual gain require specific managerial-level
approval. An actual or potential conflict of interest occurs when an employee is in a
position to influence a decision that may result in a personal gain for that employee or
for a relative as a result of Peacock Solar’s business dealings. For the purposes of this
policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood
ormarriage.
Personal gain may result not only in cases where an employee or relative has a
significant ownership in a firm with which Peacock Solar does business, but also when
an employee or relative receive any kickback, bribe, substantial gift, or special
consideration as a result of any transaction or business dealings involving Peacock
Solar.
Open Door Policy

VL/HRM 00 00-00-00 1st Jan 2012
Peacock Solar is committed to creating the best work environment - a place where
everyone's voice is heard, where issues are promptly raised and resolved, and where
communication flows across all levels of the company.
Openness is an essential to quickly resolve customer concerns, to recognize business

issues as they arise, and to address the changing needs of our diverse workforce. The
purpose of OpenDoor Policy is to encourage open communication, feedback, and
discussion about any matter of importance to an employee. Our opendoor policy means
that employees are free to talk with any manager at anytime.
Responsibilities under an Open Door Policy: If any area of your work is causing you
concern, you have the responsibility to address your concern with a manager. Whether
you have a problem, a complaint, a suggestion, or an observation, your managers want
to hear from you. By listening to you, the company is able to improve, to address
complaints, and to foster employee understanding of the rationale for practices,
processes, and decisions.
Before You Pursue the Open Door Policy: Most problems can and should be solved in
discussion with your immediate supervisor; this is encouraged as your first effort to
solve a problem. But, an open door policy means that you may also discuss your issues
and concerns with the next level of management and/or Human Resources staff
members. No matter how you approach your problem, complaint, or suggestion, you
will find managers at all levels of the organization willing to listen and to help bring
about a solution or a clarification.
OUR company adopts an Open Door Policy for us. This means, literally, that every
manager's door is open to every employee.
Business Gifts Policy

VL/HRM 00 00-00-00 1st Jan 2012
At Peacock Solar, we have a policy on Gifting. The giving and receiving of gifts
establishes and reinforces goodwill. However, some gifts can secure (or appear to
secure) improper influence and might even be seen as gestures attracting liabilities, the
implication of which can be very serious for the Company as well as individuals
involved.
Please ensure strict adherence to our philosophy about NOT accepting any gifts from
Clients and/or Vendors at the office premise or elsewhere.
In continuation to our policy, we also do not extend any gifts to our Business
Associates.

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VL/HRM 00 00-00-00 1st July 2011

Outstation Travel Policy 62

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No employee manual can anticipate every circumstance or question about policy. As

Ms. Sweta Singh,

Employees Welcome Message

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Welcome to our organization!

About The Company

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Mission - To be India's leading residential energy partner.

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Human Resources, Administration &IT.

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“Our HR mission is to build an organization of highly motivated employees, rewarded

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L1A Managing Director

L3A General Manager

L3B Deputy General Manager

L5A Senior Executive

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To define holidays in a calendar year observed at various locations of the Company in

In order to ensure maximum efficiency and minimum inconvenience it is

be a normal working day and declare the affected day to be a holiday.

Company Holiday - Annexure

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Sr. No Date Day On Account of

1 26thJanuary Thursday Republic Day

2 20thFebruary Monday MahaShivratri

3 8thMarch Thursday Holi

4 10thAugust Friday Krishna Janamashtami

5 15thAugust Wednesday Independence Day

6 20thAugust Monday IdulFitr (end of Ramadan)

7 2ndOctober Tuesday Gandhi Jayanti

8 24thOctober Wednesday Dussehra

9 13thNovember Wednesday Deepavali

10 14thNovember Thursday Deepavali

11 28thNovember Wednesday Guru Nanak Jayanti

12 25thDecember Tuesday Christmas

Time Off to Vote

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Peacock Solar encourages employees to fulfill their civic responsibilities by participating

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Method of Applying for Leave:

5 The request will go to your respective ReportingAuthority.

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The above steps should be followed in the order prescribed.

EARNED LEAVE (EL):

Applicability: An employee is entitled to avail EL only on confirmation of service with

Other Terms and Conditions of Availing Earned Leave:

It is the responsibility of the reporting managers as well as employees themselves

Confirmed employees desirous of availing earned leave will need to submit a

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An employee may carry forward unvailed Earned Leave, subject to a maximum of

In the event of death of an employee, leave remaining to the credit of the

SICK LEAVE (SL):

Other Terms and Conditions of Availing Sick Leave:

If the available quantum of SL is insufficient and duration of sickness is more, EL