Appointmnet Letter PDF

01st September’2020
Mr. Umesh Kumar Chaurasiya

Quarter No. B-3
NSB-2, Naraina. Delhi
Cantt, South West Delhi
Delhi – 110010
Subject: Appointment letter
Dear Umesh,
We are pleased to offer you a position in Colliers International India Property Services Pvt. Ltd.
(“Company”), on the following terms and conditions.
1. Position
Your designation will be Manager in Real Estate Management Services (REMS) at The Palm Drive,
Gurugram.
2. Effective date
Your date of commencement in the Company would be 01st September’2020. Your job
responsibilities shall be as discussed by your hiring manager.
3. Reporting Manager
You would be reporting to the Operations Team as per the prevailing structure. However, it can be
changed based on business requirement and informed to you time to time.
4. Remuneration
Annexure A illustrates your Pay & Benefits plan. The CTC (Cost to Company) is inclusive of all the
allowances. This shall be paid on pro-rata basis for number of working days of the company in the
month. Your employment with Colliers is client specific/contract specific and your leave, attendance
and employment status is subject to the approval of client, as per the laid down protocol.
The salary payment for the preceding month will be paid on or before of 7th of the following month,
however it may be deferred or changed basis Company’s decision or due to any delay in receiving
the payment from the client/site where the employee is posted. It will be your responsibility to bear the
Income Tax leviable on your compensation and to meet all other requirements under the Indian tax
laws, including tax compliance and filing of tax returns. The Company will, however, withhold and
deposit income tax into the Government treasury as required by the Indian tax laws.
5. Working hours
Normal office hours are 9.00 a.m. to 6.00 p.m. with a 1 hour lunch break. However, please consult
your Reporting Manager with regards to the office hours pertaining to your respective service line.
Also an employee on certain occasions as per the requirement of the Company and where the time
lines are to be strictly adhered to for a particular project/work to be concluded, the employee may be
required to put an extra hours of work.
6. Probation
Probation period in the Company is six (6) months from the date of joining. If the company finds your
services satisfactory and as per company’s/client’s expectations, you would receive a confirmation
letter on successful completion of this period. Company has the right to extend the probation period
CIN No. U74140MH1995PTC087914 | Colliers International (India) Property Services Private Limited
Registered Office Address: Indiabulls Finance Centre, 17th Floor, Unit No. 1701. Tower 3, Senapati Bapat Marg, Elphinstone Mumbai - 400 013
Email: colliers.india@colliers.com | Tel: +91 22 4050 4500 | Fax: +91 22 4050 4501 | www.colliers.com/en-gb/india
for a further period of three (3) months or more due to performance, behaviour and conduct related
concerns of an employee if no improvement is seen in the performance, which might also result in
discontinuation of the employment. Irrespective of completion of probation period, the employee
cannot be considered as permanent employee till he/she receives a confirmation letter from the
Company.
7. Other Responsibilities:
It is your responsibility as an employee, to know and comply the laws and regulations which apply to
you in your work. To report to a senior member of staff any person who does not comply, if you
become aware of it.
8. Your appointment is subject to

a. Your references being found in order
b. Your educational and other qualifications as also your experience record as stated by you being
true and authenticated
c. Certificate from a practicing medical practitioner stating that you are in a sound state of health
9. We are enclosing with this Appointment Letter Annexure B; this Annexure sets other terms and
conditions applicable to you. These terms set out are for your guidance and not necessarily
exhaustive.
10. If you are agreeable to the above terms along with the terms and conditions mentioned in the
Annexures, please sign and return the duplicate copy of this letter indicating the date on which you
will join duty.
Thanking you and looking forward to having you working with us.
Yours sincerely,
--------------------------------
Urvashi Verma
General Manager | HR
I agree to accept employment on the terms and conditions mentioned in the above Letter of Appointment
and the Annexure.
Date: Signature:
ANNEXURE A TO THE APPOINTMENT LETTER
CTC DETAILS
CTC
Particulars Remarks
p.a. p.m.
Basic Salary 2,34,000 19,500 Fully Taxable
House Rent Allowance 1,40,400 11,700 Exempt on production of rent receipts subject to max 50% of Basic
Supplementary Allowance 3,30,638 27,553 Fully Taxable
Statutory Bonus 19,492 1,624 Statutory Bonus 8.33% of basic salary paid on monthly basis
Education Allowances 9,600 800 Fully Exempt
Employer's PF Contribution 30,420 2,535 Fully Exempt
Employer's LWF Contribution 600 50 Fully Exempt
Grand Total (A) 7,65,150 63,763
Medical Insurance 3,600 300 Monthly Deduction of Premium charges for Individual Insurance
Gratuity 11,250 938 Monthly Deduction, fund will be with a company
Grand Total (B) 14,850 1,238
Cost To Company ( A+B) 7,80,000 65,000
Monthly Gross Salary Working 61,178
Less: Deductions
Profession Tax
Employee's PF Contribution 2,340
Monthy Net Salary Before Tax 58,838
Note 1:
1) Taxable salary calculated assuming employee has provided all actual Investment proof
2) If employee is opting for an Family coverage, the additional premium will get deducted from his monthly salary as per actual premium payment to a company
3) Any regulatory changes levied by Central or State Government at any point in time will be applicable which may lead to changes in salary break up
ANNEXURE B TO THE APPOINTMENT LETTER
Terms and Conditions of Appointment:
1. Transfer
Your services can be transferred by the company from one location to another, one department to
another, one shift to another, one site to another or to the office land vice versa, depending on the
exigencies of business. It is a condition of employment that you can be transferred by the company
anywhere in India and that, you will abide by the instructions of the company in this regard. Your
services can also be transferred to any of the company's subsidiary companies, partners, sister
companies etc., whether existing or set-up in future as per the needs and requirements. In case of
such transfer, you will abide by the working hours of the shift, department, office or establishment etc.
concerned without demanding any compensation or extra remuneration. On the transfer you shall be
governed by the condition of service or rules and regulation that may be prevailing in the place/ site to
which you may be transferred.
Note: Non-adherence to the transfer order or not joining at the place of transfer within the stipulated
time shall amount to abandonment of service entailing automatic termination of service, without any
obligation on the Company, legal and/or otherwise.
2. Commitment
For so long as an employee is in the employment of the Company, s/he shall devote his/her full time
and attention to the business of the Company and not engage either directly or indirectly in any other
business, trade or occupation, either full time or part time in any event/ manner whatsoever .
Any violation of the above obligation/condition shall render the employee liable for appropriate
disciplinary action, which may include suspension or termination from services.
3. Confidential Information
Not with standing anything contained in this or any other document an employee will not, either during
his/her engagement or subsequently, divulge or utilize any confidential information belonging to the
Company or any of its associated Companies or any of its clients which may have come to his/her
knowledge directly or indirectly during the employment under this contract, and/or s/he will, during
his/her engagement and subsequently take all reasonable precautions to keep all such information
secret.
a. All the copyrightable material, trade mark, training manuals, operations manuals, business data,
business plans, financial projections and results, sales and marketing information, marketing
strategies, customer information, computer programs and other business, commercials or
technical information or data concerning business projects, strategies, business objectives,
business transactions, financial arrangements, operations, systems and organization, methods,
standards, specifications, concepts, ideas, plans, projects, programs, procedures and know-how of
the Company or its affiliates or associates or client or customers or franchisees, etc. made
available to employees during the course of employment, in any tangible medium of expression,
including any discoveries, inventions or derivative works of the same that employees may create
or conceptualize during the course of employment are the sole and exclusive property of the
Company, its affiliates or associates.
b. Except so far, as may be necessary for the purpose of your duties, employee may not, without the
consent of the Company, retain or make originals or copies of telegrams, letters, maps, reports,
drawings, calculations, specifications, formulas, forms, licenses, agreements or other documents
of whatever nature belonging to the Company or any of its Associated Companies, not retain
samples or specimens in which have come into his/her possession by reason of your employment.
If, on termination (voluntary as well as involuntary) of an employees’ employment he/she is in
possession of any originals or copies of telegrams, letters, maps, reports, drawings, calculations,
specifications, formulas, forms, licenses, agreements or other documents of whatever nature
belonging to the Company or any of its Associated Companies or any notes thereof or any such
samples or specimens as aforesaid, he/she will deliver the same to the Company without being
asked, except so far as consent to retain them has been given to the employee by the Company.
As such consent shall not of itself relieve you from your obligations under subpara (a) above.
c. The employee will not, during or after the employment has ended, remove from the premises any
client list, client information, database of any description, whether on hard copy, computer disc or
computer tape, other than that which may be required by an employee during the employment for
the conduct of the business of the Company.
d. The obligation of the employees as required under this clause would continue even beyond the
cessation/termination of their employment, till time such information is made public by the
Company or its’ client.
Any violation of the above obligations/conditions shall render the employee liable for appropriate
disciplinary action or termination with immediate effect as decided by the Company. In addition, the
Company shall be entitled to approach the court and obtain an appropriate order or judgment or
direction including an order of injunction against an employee.
4. Disciplinary Action
a. If at any time, an employee is declared insolvent or is found guilty of dishonesty, disobedience,
disorderly behaviors, negligence, indiscipline, absence from duty without permission for 8 days or
more or of any conduct which in the Company’s opinion is detrimental to the interest of Company
or of violation of one or more terms of this letter, his/her services may be terminated with without
giving any prior notice. On termination, an employee will be required to return to the Company all
books, documents, papers, computer hardware and software and other property of the Company
which may be in his/her possession.
b. In addition to the aforementioned any misconduct/action/act whether committed within the

premises or outside the premises of the Company by the employee(s) which in Company’s sole
discretion/opinion may or is/are likely to cause any harm /damage to the reputation of the
Company than the Company shall have the right to terminate the contract of the employee(s) with
immediate effect without giving any prior notice.
5. No Liability
a. During Working Hours: If any misconduct is committed by an employee(s) engaged in permanent,
temporary or an employee hired for a project during the working hours stated in Clause 4 of the
Appointment Letter which may damage the reputation or the finances of the Company than the
Company shall have the right to terminate the employee(s) with immediate effect and further the
Company shall be entitled to initiate appropriate legal proceedings against the employee (s) for
any monetary loss or damage, if any incurred by the Company due to the misconduct of the
employee(s).
b. After Working Hours: If any misconduct is committed by an employee(s) engaged in permanent,

temporary or an employee hired for a project after the working hours stated in Clause 4 of the
Appointment Letter then the Company shall have no liability for the act/action/misconduct of the
employee.
c. In the event of any conduct /misconduct by the employee in his/her personal capacity even during
the course of employment the Company shall not be held liable for the same.
6. Dress Code
Employees shall observe the dress code of the Company. An employee is also expected to keep
abreast of the changing business world and management techniques, as also matters affecting the
Company.
7. Non-Compete Clause
a. An employee shall not solicit or work on projects/deals that have originated during his/her tenure
with the company or have been in progress during his/her association with the company for a
period of six months from the employee’s date of exit from the company. The company shall be
entitled to initiate appropriate legal action against the employee(s) for any monetary loss or
damage, if any incurred by the company due to the breach of this clause.
b. An employee, subsequent to leaving the job or the termination of his/her services with the
company, will not work with any competitor of the Company for the same client account or for
similar product category on which s/he was working in the Company. This Non-Compete clause is
applicable for a period of six months from the date of exit from the Company. Any employee
whether permanent, temporary or hired for a specified project cannot work with client/vendor of the
Company subsequent to his termination/exit from the Company for a period of six months from the
day of termination of such employee, except so far as consent to do so has been given to the
exiting employee by the Company.
Any breach of the aforesaid will entitle the Company to take legal course against the said (ex)
employee and claim the fee lost by the company due to the said employee directly or indirectly
taking a client or transaction that was originated or was in progress while he/she was working with
the Company to his/ her new employer and/or for self-benefit. S/he shall also be responsible to
disclose the liability under this clause to the prospective employer.
8. Termination of Services
a. In the event of a permanent employee (at any level) in the Company, his/her employment can be
terminated by the Company by giving one (1) month advance notice in writing or salary in lieu
thereof.
b. During probation period the Company can terminate the employee at any level by giving 15 days
advance notice or salary in lieu thereof.
c. The company shall also have the right to terminate the contract of the permanent employee,
temporary employee or an employee hired for a project for the reasons stated herein below:
i. Reasonable apprehension of jeopardizing the safety or interests of the Company;
ii. Continued low efficiency; or bad working; or unsatisfactory or inadequate performance or
incompetency or unsuitability for continued employment or the like;
iii. FIR lodged for an offence punishable under Indian Penal Code or Charges has been framed for
an offence under Indian Penal Code or Conviction by a criminal court for an offence under the
Indian Penal Code;
iv. Giving wrong particulars at the time of seeking employment;
v. Bonafide suspicion about the integrity of the employee;
vi. Absence on account of arrest or detention by government under the defense of India Rules or
under any other law.
d. Further the service of employee hired for specific project can be terminated by the Company on
completion of the project or in other word the services of such employees shall stand determined
on the completion of the project. Also the services of the employee hired for the specific project
shall stand terminated without any notice in the event the project is discontinued with the Company
by their clients.
e. The Company reserves it’s right to terminate your service with immediate effect or with effect from
such period as the Company may deem fit and proper if the facility management agreement of
Colliers with the client in whose project site you are deployed gets terminated before the expiry of
the period or in the event the same is not renewed. The decision of the Company in this regard
shall be final and binding.
f. The company is liable to terminate your services without notice, if you are certified medically unfit
by a company panel doctor or a registered medical practitioner.
g. Your employment shall be liable to be terminated without notice or payment in lieu of notice at any
time during the period of your employment, as and when the company comes to know of any
previous conviction by a court of law or if you are convicted by a court law at any time before of the
stipulated period.
h. This appointment is offered on the basis of an employee having furnished the Company, correct
information regarding employees’ past services and other records. If at any time it is revealed that
employment has been obtained by furnishing false information or withholding pertinent information,
the Company will be free to terminate your services with immediate effect without any advance
notice or any payment in lieu thereof.
i. An employee cannot be in dual employment at any time. An employee cannot join any company or
start own business while they are employed with the company even during the notice period.
9. Termination /Repudiation of Contract by an Employee

a. A Permanent employee who is holding post at any level in the Company and wishes to terminate
the employment contract, he/she shall be required to give one (1) month advance notice in writing
to the Company or salary in lieu thereof.
b. During probation period if an employee wishes to terminate his employment contract, he/she is
required to serve 15 days advance notice in writing to the Company or salary in lieu thereof.
c. In case the employee wishes to resign from his/her duties, he/she need to inform the company
well in advance and basis the conditions of notice period laid down in this appointment letter. In
the event the employee whether permanent or temporary or hired for a specific project does not
serve the Notice Period as mentioned hereinabove while termination/repudiation of his/her
contract for the employment then the Company shall have the right to initiate appropriate legal
proceedings against such employee(s) for claiming damages and losses suffered by the Company
including the pay in lieu of the notice period from full and final settlement of the employee.
d. In the event of Termination as per clause 8 or 9 and/or expiry, as the case may be, of the
employment, the employee shall restrain from making disparaging remarks about the Company or
any of its clients, officers, directors or employees.
10. Force Majeure

Your employment shall be liable to be terminated and/or suspended, as the case may be, by the
Company without notice, and remuneration in lieu of such notice upon occurrence of an accident,
natural disaster, workplace fire, flood, epidemic outbreak or any such unforeseen event and/or
circumstance beyond the contemplation of the parties and control of the employer, rendering your
primary place of work inoperable or the continuance of employment impossible on account of the
aforementioned event(s), including sudden termination of a subsisting facility management
agreement by a client of the company.
11. Governing Law
An employee under this contract will be governed by the conduct, discipline, rules and regulations
and procedures as laid down by the Company from time to time and these will be deemed to form an
integral part of the Contract of Employment.
12. Appraisal
The Company is committed to an employees’ performance management within the organization
through the appraisal process. This will consist of performance reviews which occur twice a year and
a remuneration review as per the Company policy. The standard criteria to be eligible to be part of the
remuneration review is that an employee should have completed six month of service prior to
commencement of annual review process. The employee shall have no right to claim any appraisal
from the Company as the same shall always be the discretion of the Company which is based on the
performance of an employee.
13. Illicit Payments

An employee shall not give or receive any bribe or other illicit payment. This applies to any form of
secret payment to any person. If an employee receives any proposal or suggestion to make or
receive any such payment, s/he must report it immediately to a senior member of staff.
14. Anti-competitive Practices

An employee shall not enter into a commitment or dealing on behalf of the Company for which s/he
has no express authority or discretion vested with him/her without previous sanction of the Company.
Certain kinds of conduct involving agreements with competitors which have the effect of restricting
competition (such as price-fixing, non-competition agreements, etc.) are illegal in certain countries. If
an employee is asked to enter into any such agreement with a competitor, he/she must consult a
senior member of staff to ensure legal compliance.
15. Conflicts of Interest

An employee must avoid putting oneself into a position where his/her personal interests could conflict
with his/her duty to the Company. The kind of situation which an employee should avoid, except
where it is approved in advance by a senior staff member, includes the following:-
a. Giving business of your employer to a company owned by your family or friends.
b. Having any form of financial interest (other than in quoted shares) in any supplier or customer.
c. Using Company property for your personal gain.
d. Doing business for Company’s clients on your own behalf rather than doing that same business on
behalf of the Company.
An employee shall disclose /bring to the knowledge of the Company his relationship with any
employee, client or vendor or any prospective client or vendor (directly or indirectly) before accepting
the employment offer and also during the course his/her employment.
16. Invoicing
If an employees’ work involves the issuance of invoices on behalf of the Company, s/he must ensure
that they are true, accurate and complete. From time to time an employee may be requested by
customers or suppliers to engage in irregular conduct in relation to the issue of invoices. Such
practices may include: -
a. Split or dual invoicing, for example to reduce customs duties.
b. Marking-up contract prices or over-invoicing, to enable the payer to expropriate.
c. Company’s funds for his/her own use or to evade tax or exchange controls.
d. Invoicing to the wrong party, for example, to avoid customs duties, Value Added Tax (VAT) or
exchange controls.
An employee shall not engage in any of these practices if he/she has any reason to believe that there
is an improper motive for their use. Further an employee must not request any customer or supplier to
engage in any such practices for the benefit of the Company. Additionally you must inform a senior
member of staff if something like this comes to your notice.
17. Treatment of Employees

Company policy requires that employee and his/her fellow employees are treated fairly, impartially,
and with respect. An employee must behave in the same way to his/her fellow employees. All forms
of harassment (whether work, sexual, racial, or for any other reason) are strictly forbidden.
18. Attendance, Working Hours and Late Coming

a. An employee who absents from duty without authorization shall not be entitled to any wages or
salary for such period on the principle of ‘No work – No pay’. Non-accrual of salary in such a case
shall not constitute deduction, as the employee concerned would not earn any salary.
b. The employees shall be required to report for duties earlier than their scheduled reporting time if
such employees are required to perform some preliminary work, which is essential to be
performed before commencement of their normal shift or work. The employees shall not be
entitled to raise any objection and shall comply with the directions issued by the management, in
this regard.
c. Attendance would be marked daily in accordance with the method prescribed from time to time by
the Company. It shall be the obligation of an each and every employee to ensure that they have
marked their Attendance as per the method prescribed by the Company failing which an employee
shall be marked as absent and the same shall be treated work without pay irrespective of the fact
that he/she worked for that day. The Company shall not be responsible towards an employee who
failed to get his/her attendance marked in the records of the Company.
19. Leaves
Entitlement of leaves are as per Leave policy of the Company, which may be revised, modified or
altered by the management at its sole discretion. All leaves must be applied in writing. Unapproved
leaves, at any point in time, will be considered as breach of the terms and may lead to appropriate
action as per company’s leave policy. If you remain absent from duty without prior written permission
of the management for continuous 8 days, you shall be deemed to have voluntarily terminated this
employment with the company of your free will.
20. IT Policy
Colliers has an IT Policy, which covers the acceptable use of IT assets, systems and database which
you may be required to access at some stage in the course of your employment with us. You are
required to go through with the policy document handed over to you at the time of joining and give
your acceptance as a part of the conditions of your employment.
Any penalties levied on the company by the statutory bodies or client, shall be directly charged to the
Offender during the course of employment or full and final settlement and appropriate disciplinary
action will be taken under the IT Act, 2000.
21. Retirement Age

You shall automatically stand retired from the service of the company on attaining the age of 60
(Sixty) years. However, the company may, at its sole discretion, offer an extension of service beyond
this age and for such period that the company may deem fit under consultancy basis.
22. Harassment at Workplace

The Company has policy to prohibit any conduct which constitutes harassment (whether work,
sexual, racial, or for any other reasons) and offenses at workplace (workplace is referred to as
Colliers office and client location). This includes policy on “The Prevention of Sexual Harassment”
and “The Protection of Children from Sexual Offences”. Colliers, in any form, will not tolerate any
actions by or towards employees or non-employees with whom Colliers has business, service or
professional relationship, such as vendors, visitors, customers, clients etc. Violation of this policy may
result in disciplinary action which includes immediate termination of employment.
Any penalties levied on the company by the concerned authorities or client that shall be directly
charged to the employee, if found guilty, during the course of employment or full and final settlement.
23. Grievance Mechanism

We as an organization, consider employees as our assets and aim to provide a fair working
environment. The required support mechanism is in place to address concerns related to workplace
and it is expected that employees follow the appropriate procedure as per the escalation matrix
defined by the company from time to time at their respective location or office, in order to ensure that
their action should not bring any disrepute to them nor to the company’s brand image and people at
large. No escalations beyond the matrix will be accepted / tolerated and the company reserves the
right to initiate disciplinary action (including termination of employment).
24. Uniform
To ensure that customer-facing employees are clearly identified as representing the company,
Colliers has the uniform policy. The company has the right to make deductions or adjustments
against the uniform provided to individual employee, as per the client's agreed terms of the site by
giving prior written/ verbal intimation.
25. Change of address

Your address as indicated in your application for employment shall be deemed to be correct for
sending you any communication. Every communication addressed to you at the given address shall
be deemed to have been served upon you. In case there is any change in your residential address,
you will intimate the same in writing to the management within three (3) days from the date of such
change. All communications sent to you by the management at your last given address will be
deemed to have been delivered to you.
26. Full and Final Settlement

Employees are required to serve their complete notice period. Leaves during notice period except
sick leaves supported by medical proof are treated as leave without pay. During the notice period,
employees’ last salary is paid along with the Full & Final settlement. You shall be responsible for the
safe keeping and returning in good order of all the properties and dues will be settled only after
satisfactory handover of responsibilities, files, documents, cash, tools, equipment's, instruments,
uniform etc. which may be in your possession, custody, care or charge, to your reporting manager or
to the employee nominated by the management. Company has the right to recover all outstanding
dues or money value of the damages from Full & Final settlement and take such other action as it
deems fit in the event of your failure to account for such properties whether during the course of
service or otherwise. The minimum tenure to settle full and final is 60 days from the day the duly filled
and signed exit form is submitted to the HR department which may be extended based on the
clearance received from the stakeholders including client.
27. Company Policies

The Company has established rules, procedures and policies which from time to time are subject to
amendments and additions/alterations. As an employee, you are under an obligation to comply with
all rules, procedures and policies laid down by the Company, and all subsequent additions/alterations
and amendments to them. Such rules, procedure, policies and benefits are available for inspection at
the Human Resources Department during office hours. The Company will endeavour to provide you
with information on these items, but it is your obligation to inquire on a regular basis as to their status.
This appointment letter may not be modified, amended, or waived in any manner except in writing
signed by both parties. All matters affecting this letter are to be governed by, interpreted, and
construed in accordance with the laws of the State.
28. Declaration:
I, Umesh Kumar Chaurasiya, confirm that I have read and understood all the Company policies that
are currently in force.
Date Signature

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01st September’2020

Mr. Umesh Kumar Chaurasiya

Subject: Appointment letter

8. Your appointment is subject to

Terms and Conditions of Appointment:

b. In addition to the aforementioned any misconduct/action/act whether committed within the

b. After Working Hours: If any misconduct is committed by an employee(s) engaged in permanent,

9. Termination /Repudiation of Contract by an Employee

10. Force Majeure

13. Illicit Payments

14. Anti-competitive Practices

15. Conflicts of Interest

17. Treatment of Employees

18. Attendance, Working Hours and Late Coming

21. Retirement Age

22. Harassment at Workplace

23. Grievance Mechanism

25. Change of address

26. Full and Final Settlement

27. Company Policies

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