HR

MANUAL
2021-2022
TABLE OF CONTENTS
Preface

About Fiinovation............................................................................... 01

Code of Conduct at Fiinovation......................................................... 02

Dress Code at Fiinovation................................................................. 04

Personal Communication from workplace........................................ 05

Employment Terms and Conditions................................................... 06

Leave Policy....................................................................................... 09

Maternity Leave and Benefit Policy..................................................... 11

Anti-Harassment Policy........................................................................13

Employee Information Policy................................................................15

Ethics Policy.........................................................................................16

Confidential Information and Property Rights.................................. 18

Probation and Confirmation Policy..................................................... 21

Travel Policy....................................................................................... 22

Internship Policy................................................................................ 26

Performance Management System................................................... 28

Exit Policy & Termination of Employment......................................... 29

Gifts And Gratuities.......................................................................... 31

Annexure-1...................................................................................... 32

Annexure-2........................................................................................ 33

Annexure-3........................................................................................ 34
 PREFACE

T
his Human Resource Manual aims to make the Human Resource
(HR) policies available at nger tips. It is the updated version of the
HR Charter and seeks to serve as a guide to the personnel policies
followed at Fiinovation.

A copy of this manual will be available with HR and as and when the
document is updated, revised version shall be shared with everyone,
informing of the changes made in it.

“Companies can succeed in the long term if they recruit and motivate
people who are able to respond to and shape the challenges of the
future. These are the individuals with the capacity to create
competitive advantage from the opportunities presented by
changing markets, with the desire to learn from customers, consumers,
suppliers and colleagues, and who possess the ability to build and
inuence long-lasting and effective partnerships”.
 ABOUT FIINOVATION
F
iinovation, a research based organization is an integrated solution enabler in the corporate social
responsibility (CSR) and sustainability domain. It is focused towards enhancing quality across
organizational value chain through meaningful innovation, thereby ensuring sustainability. Over the last
eleven years, the organization has created a niche for itself through its extensive work in the corporate social
responsibility arena. It has been helping corporations as well as civil society organization (CSOs) engage in
value based CSR initiatives by aligning the objectives of corporations with their social objectives. The
organization has been assisting corporations through its research on policy drafting and implementation
design to achieve competitive advantage in their respective arenas.

Fiinovation laid its foundation in the year 2008 and since then has achieved phenomenal growth across India
in terms of their service deliveries. The organization functions primarily through seven different practices
namely, CSR-CSO partnership, initiative design, initiative management, monitoring and evaluation, impact
assessment, CSR portfolio management and sustainability reporting and work with leaders from Healthcare,
Information Technology and Banking. The work is facilitated by a multidisciplinary team which helps
understand and identify the core problem/challenge and facilitate designing of comprehensive policies.
Fiinovation understands the relevance of an effective CSR policy for an organization, which serves as a
strategic driver that allows dovetailing of important components of business ethics, sustainability and
effective communications for the stakeholders.

Through well directed strategies, the company is equipped to adapt to the changing environment with the
onset of The Companies Act, 2013. Following internationally acclaimed standard of operations, it has devised
the practices which are intended to provide simplied solutions for CSR management.

Fiinovation was recently conferred with 'The Award for Perfection, Quality and Ideal Performance', Most
Promising Business Leaders of Asia 2019 Award, CEO of the Year Award 2019, Best Technical CSR provider
Award, Most Admired Leaders Award 2017 for CSR and Sustainability, Bureaucracy Today – CSR Excellence
Awards 2017, CSR Leadership Award – World CSR Congress, Best Environment Friendly Project, Europe Business
Assembly – Queen Victoria Commemorative Medal.

Fiinovation was also bestowed with Caring Company & Best CSR Team of the Year Award – World CSR
Congress, Best Enterprise of the Year & Manager of the Year Award and “Best Innovation: Product or Service”
at the Social Innovation Awards 2014 at World CSR Day.

website: www.fiinovation.co.in 01
1. CODE OF CONDUCT AT
FIINOVATION
Fiinovation expects its employees to achieve and maintain a high standard of work performance, professional
ethics and conduct to ensure the Company maintains its reputation with all internal and external stakeholders.

To enhance the reputation of Fiinovation as a quality service provider and create and maintain an enjoyable
and challenging place to work, the policy will be seen to be successfully applied when all employees are seen
to perform their duties professionally with skill, care and diligence.

This includes:
Ÿ Observing Company policies and procedures
Ÿ Treating colleagues with dignity; respecting every individual's rights, duties and aspirations

Office Etiquettes
Ÿ Employees should follow standard ofce timings or specic shift timings conveyed by the reporting
manager/HOD
Ÿ Employees should wear their identity cards with them during ofce hours. Not wearing your ID card may lead
to deduction of half a day’s salary
Ÿ Employees are expected to be in ofce on time.
Ÿ Employees should take prior approval while going on leave (refer Leave Policy)
Ÿ Employees are expected to follow the code of written communication (refer Email Policy)
Ÿ Employees are prohibited from smoking / taking alcohol during ofce hours or at ofce
Ÿ Employees should switch off monitors before leaving work places
Ÿ Mobile phones should be kept on silent mode and should be kept in the allotted lockers
Ÿ A ne of Rs. 1000 will be imposed if the locker key is lost
Ÿ Anybody, if found using personal mobile phones during the ofce hours, will forego a day’s salary as a part of
the disciplinary action

02
 Following checklist attempts to incorporate specific acts of misconduct on which penalization is
possible:

Penalization can take various forms:

Ÿ Warning letters followed by show cause notice show cause notice can be issued by the HR at the behest of the
Reporting Manger.
Ÿ Repeated warnings and showcause notice can lead to termination of the candidate on the disciplinary
ground.
Ÿ Legal Action can be taken by the company in extreme cases of misconduct.

Note: In case of penalization, the management's decision will be final.

03
2. DRESS CODE AT FIINOVATION
Work attire has an impact on a Company's image as well as on the colleagues. Though dress is a matter of personal
discretion, taking into account requirements for any protective clothing, customer/supplier interaction and
professional environment is absolutely mandatory.

Dress Code - Formals

GENTS LADIES
Ÿ Full pants and formal shirts Ÿ Salwar Kameez/Saree

Ÿ Leather belts and shoes with socks Ÿ ’Full pants and formal shirts'

Dos and Don'ts Dos and Don'ts

Ÿ Keep the hair clean, trim and neat
Ÿ Do not eat chewing gum or guthka in
the office
Ÿ Do not wear slippers and sandals
Ÿ Do not wear shirts and t-shirts with
writing or cartoons
Ÿ Do not wear shirts and t-shirts
with writing or cartoons
Ÿ Do not wear flashy and heavy
ornaments
Ÿ Do not wear slippers
Ÿ Keep the hair neat and clean

ü û û ü û û

04
3. PERSONAL COMMUNICATION
FROM WORKPLACE
Fiinovation does not allow usage of company phones for personal long distance calls (STD/ISD). In case of
emergency and crises, respective HOD's permission need to be sought for such personal use of communication
facilities.

Emails and Internet facilities should strictly be used for ofcial purpose only.

û( Personal
û Personal
û™ Personal
û ýL
Internet facilities
Calls Social Media E-mail For Personal
Use

E-mail
Since Email has legal status as a document and is accepted as evidence in the court of law, Fiinovation can be
held responsible for the contents of email messages, including any attachments. All mails of Fiinovation email
ids belong to the company and therefore can be accessed as per requirement; in particular during legal
requirements.

E-mail should mainly be used for formal business correspondence and care should be taken to maintain the
condentiality of sensitive information.

All emails sent should include the employee's company signature and the approved company disclaimer.

In order to protect Fiinovation from the potential effects of the misuse and abuse of email, the following
instructions are to be observed by all employees.
Ÿ No material is to be sent as email which may harm the reputation of Fiinovation
Ÿ Email should not contain material that amounts to gossip, threat, abuse, harassment to colleagues
Ÿ The email records of others are not to be accessed unless you have specic permission from CEO/HOD's to do
so

Internet
The Internet facility of company is mainly for business use. Private use of this facility must be minimized to only
emergency and crisis situations. The management reserves the right to dissuade anyone from putting the
internet to private use which may be considered either excessive or inappropriate.

The following activities using the internet available at Fiinovation are not permitted:
Ÿ Attending to work not directly relevant to the work at Fiinovation and/or personal activities which borders on
commercial and business interests outside of Fiinovation
Ÿ Viewing, sharing with others, downloading or printing obscene, violent, defamatory and unlawful material
and material that could cause Company to be in breach of law
Ÿ Failing to follow company's IT procedures
Ÿ Downloading software from the internet or from unauthorized disks and CD ROMs/Pen Drives on to the
internal network

05
4. EMPLOYMENT TERMS AND
CONDITIONS
All employees in the company will be classified1 under the following heads.

CLASSIFICATION OF EMPLOYEES DETAILS

Advisors/ Board of Directors Is one who is paid a salary for supporting, guiding and helping the
company's growth. Does not play any day to day executive role.
Is one who is employed against a permanent post and includes any
Permanent Employee person who has satisfactorily completed the prescribed probation
period mentioned in the appointment letter
Is one who is engaged in work which is aligned with that of a permanent
Employees on Probation employee. Such employees may be considered as permanent after
successful completion of probation

Is one who is engaged essentially in acquiring the skill sets required for
the job assigned to him/her, provided that the period of such learning
Trainee/Intern
shall not exceed six months. This position automatically dissolves once
the training period mentioned in the appointment letter is completed.
Is one who is employed for a xed period of time and has to abide by all
Consultant rules of Fiinovation applicable to other employees; and is paid a fee for
that time frame.

No employee may approach / join Fiinovation’s clients / partners while working with Fiinovation or till a
period of 3 years after leaving the employment. If such a case is reported / found, strict actions would
be taken, as deemed necessary.

Proof of Age:
The Date of Birth (DOB) mentioned in the form at the time of application will be considered as valid and proof of
the same is to be submitted prior to Date Of Joining (DOJ).

Any one of the following documents can be considered valid proof of age:
Ÿ Hospital Birth certicate or Certicate issued by the registrar of births or other local body authority
Ÿ School or college certicate viz.10th/12th/graduation/Post graduation standard mark sheet

Proof of Address :
All the employees to provide proof of permanent address and address for correspondence before or on DOJ or
per offer letter.
Any one of the following documents can be considered valid proof of permanent address:
Ÿ Driving license
Ÿ Ration card
Ÿ Voters ID card
Ÿ Certicate issued by the registrar or any other local body/authority
Ÿ Copy of the House Ownership Agreement
Any change in address should be notied in writing by the employee to the HR.
1
Employees are also classified according to hierarchy, reporting structure; based on role, department, qualifications and salary, which is currently being used
internally for hiring, training & appraising employees . 06
Any one of the following documents can be considered valid proof of residing address/ address for
correspondence:
Ÿ Landline/Mobile telephone bill
Ÿ Bank Account Records
Ÿ Copy of the House Lease/Rent Agreement

Documents required for joining:

Ÿ Educational documents [10th, 12th, Graduation, PG (if applicable)]
Ÿ All previous employment appointment and relieving letters.
Ÿ Last 3 months salary slip/bank statement from the last employer
Ÿ Permanent Address Proof. (Aadhar card is mandatory)
Ÿ Current Address Proof (if different than Permanent)
Ÿ 3 Photographs
Ÿ Pan Card
Ÿ Copy of Cancel cheque/ Front page of passbook for the bank details
Ÿ Fitness Certicate from a Registered Medical Practitioner

Note: It is mandatory for every employee to submit his/her Pan Card at the time of joining. In case an employee does not
have a Pan Card, he/she has to apply for the same and submit a copy of the Acknowledgement. He/she will be a given a
time of 15 days to submit the Pan Card to the HR.

Joining Kit
At the time of joining, every employee would be a given a joining kit which would comprise of the following:
Ÿ New Joinee Form
Ÿ Brochure
Ÿ Income Tax Declaration Form
Ÿ HR Manual
Ÿ Diary
Ÿ Pen
Ÿ Training Manual

Working Hours
Ÿ Ofce Timings: 9:30 AM to 5:30 PM.
Ÿ Break Time: 30 minutes
Ÿ Working Days: Monday to Friday
Ÿ It is suggested that the employees nish their work between 9:30 AM to 05:30 PM Fiinovation does not
encourage staying back for extra hours in ofce and those doing so will not attract more appreciation and/or
rewards

07
Work Culture
Accessing Social Media websites, e-commerce websites, any personal accounts or anything of similar nature is
not allowed without prior consent from either the line manager or the HR manager. A violation of this clause will
be treated as an offence.

The use of personal phones and access to personal email is not allowed during work hours.

Attendance
With the attendance and Thermal screening of registering attendance in place the employees are required to
'Scan' through the attendance machine at the time of entering & leaving the ofce premises. The HR will
monitor the attendance reports once a month and submit to the Admin Department on the last working day of
the month for processing the salary.

Do's and Don’ts – Attendance-Marking

Do's:
Ÿ Mark all your entries (in and out) of the day.
Ÿ Carry your ID card with you.
Ÿ Make sure there’s a gap of minimum 1 minute in your In and Out punch.

Don’ts:
Ÿ Don’t miss to mark any of your entries (in and out) of the day.
Ÿ Don’t forget to carry your ID card with you.
Ÿ Don’t stand in-front of the attendance machine for too long on the ngerprints scanner otherwise it’ll take two
punches at the same time.
Ÿ Don’t send emails with respect to missing your punches in the attendance machine or forgetting your ID card.
Ÿ Don’t expect the attendance to be marked manually/in any register.

Salary Information
The salary slip and salary for each employee at Fiinovation will be given between 7th to 10th of every month.

If an employee joins in the last week of the month, the salary will be calculated and clubbed with the following
month's salary.

Loss of Access Card/I Card

If the employee ID card, issued by the company, is misplaced or damaged, the employee will be ned with Rs.
500/- and Rs. 1000/- respectively.

A ne of Rs. 1000/- is applicable if an employee is found not wearing the ID Card during ofce hours.

08
5. LEAVE POLICY
Ÿ This policy is applicable to all employees
Ÿ This policy is not applicable to consultants and Trainees engaged with Fiinovation
Ÿ All employees in their probation period are eligible for availing Casual & Sick leaves.
Ÿ Every employee is entitled for:
þ 7 Sick Leaves (Applicable during probation also)
þ 5 Casual Leaves (Applicable during probation also)
þ 18 Earned Leaves over and above 11 holidays (Annexure 1) in a year
Note: Sick Leaves of 2 or
þ (Earned leaves are only applicable after successful completion of more than 2 days need to be
substantiated with Medical
probation period) Certificate.
SICK LEAVE

Ÿ All leaves will be sanctioned only by the respective HODs .If an employee fails to send the approved leave
application to HR, then the attendance records will show absenteeism and salary will be adjusted accordingly
Ÿ After working for every 20 days, the employee would get 1 Earned Leave (EL) in his account i.e. at the end of
every month, he/she will have 1.5 EL credited to his account
Ÿ During the training period, no leaves are allowed. In case of an emergency, the decision lies with the line
manager and for any such leave deduction would be done from the salary. Other than any emergency, any
leave taken during the training period will lead to strict disciplinary actions
Ÿ Any unapproved leave will be treated as unpaid and deduction would be done from the salary
Ÿ Half day leaves are also to be approved at least a day in advance. An employee taking a half day leave in the
rst half would report to ofce by 1.30 pm. Similarly in case he/she has applied for a half day in the second half,
he/she can leave the ofce at 1.30 pm
Ÿ Sick Leaves and Casual Leaves cannot be accumulated after 31st December every year. The leave not
availed during a particular year will not be carried forward after that day but will automatically lapse
Ÿ Notication of planned leaves should be done well in advance so that the work and deliveries can be planned
þ To avail 1 day leave, an employee should notify at least 1 day in advance
þ To avail 2 day leaves, an employee should notify at least 3 days in advance
þ To avail 5 or more day leaves, an employee should notify 15 days in advance
þ In case of severe emergencies information should reach the concerned line manager before 9:30 AM

09
In case of any mishap or emergency, email or phone call can be used for informing the manager.
In normal cases, if the above notication is not followed, each day of leave will be considered as unpaid and
salary for the same would be deducted. But in this case, the HR department holds the full authority along with
the Line Manager to consider the leave as paid or unpaid.

Sandwich Leave Rule:

In simple words, Sandwich rule refers to the leave policy where leaves are treated as continuous. For example, if
an employee has taken leave on Friday and Monday and in between there are two weekly offs i.e., Saturday
and Sunday, then these 2 days coming in between Friday and Monday will also be counted as leaves and total
leaves will be 4. So in a nutshell, any weekly offs, holidays falling in between EL, CL, and SL are sandwiched and
to be counted as leaves in sandwich leave policy.

For example, if an employee has taken leaves from Monday to Friday and resumes his duties on Monday
morning where Saturday and Sunday are weekly offs, his leaves will be counted as 5 days (Mon-Fri) as per
sandwich leave policy. Here, weekly offs doesn't come in between the leaves and employee has joined on
Monday. Therefore, only 5 days leave will be counted.

However, in same case, if the same employee has taken leave on Monday as well and joins his duties on
Tuesday, a total of 8 leaves will be counted as per sandwich leave policy.

Earned Leave Encashment

Ÿ Encashment of Earned Leave (EL) will be done based on employee’s request
Ÿ Employees are encouraged to avail the EL in their credit as far as possible
Ÿ Only basic will be taken into account for encashment
Ÿ Encashment will be allowed during January every year or at the time of superannuation or retirement or
resignation.
Ÿ Whenever encashment is done during January, employees who wish to encash their leaves must have credit
balance of 15 days in their account. Leave available over and above this limit will be taken into account for
encashment.
þ For example, in case of 25 days of EL available to an employee's credit, keeping 15 days leave in his account,
balance of 10 days will become eligible for encashment
Ÿ Bereavement Leave: 4 days leave is allowed in the event of the death of an immediate family member
þ (defined as parents, grandparents, siblings, spouse, children and in-laws)
Ÿ Marriage Leave: 3 days leave is allowed in case the employee has not completed a year in the orgnization
þ 5 days in case the employee has completed more than one year
þ 7 days in case the employee has completed more than 2 years

Ÿ Paternity Leave: All male employees are entitled for 7 days leaves starting from the day of the birth of the
child

10
6. MATERNITY LEAVE AND BENEFIT
POLICY
a) Regulate the employment of women in the organization for certain period before and after child-birth

b) Ensure that the organization meets all obligations as mandated by the statutes of the state

Eligibility
Ÿ All female employees who are on conrmed employment and have completed 180 days of continuous
service with the company are eligible for Maternity Leave
Ÿ The maximum period for which any employee is entitled to maternity benet shall be twelve weeks of which
not more than six weeks shall precede the date of her expected delivery
Ÿ Eligibility of benet is restricted up to two surviving children only

Regulations
Ÿ The applicant should inform about her pregnancy to the HR department minimum 2 months in advance
before proceeding on leave
Ÿ The application should be supported by a medical certicate conrming the pregnancy and expected date
of child birth
Ÿ Maternity leave may be combined with accrued Earned Leave with prior approval
Ÿ The applicant can avail six weeks leave before the date of delivery and six weeks leave post delivery. The
maximum leave benet under normal circumstances will be 26 weeks.
Ÿ Unavailed Maternity Leave is non-encashable.
Ÿ The weekly offs and holidays falling during this period will be part of the leaves availed.

Leave for Illness arising out of Pregnancy

Ÿ Any employee suffering from illness arising out of pregnancy, delivery, premature birth of child (Miscarriage,
medical termination of pregnancy or tubectomy operation) is entitled to 4 weeks leave with pay, in addition to
26 weeks mention under the eligibility criterion given above
Ÿ The employee shall produce a valid medical certicate from a registered medical practitioner along with her
leave application and forward it to the HR department minimum 2 weeks in advance
Ÿ The leave benet under this clause is permissible only for the purpose it is intended for

Leave without pay

Ÿ Leave without Pay is an approved leave which can be sanctioned only when employee is medically unt and
unable to resume her duties and also has availed leave for illness arising out of pregnancy
Ÿ In such cases, the employee shall produce a medical certicate stating the valid reason for such leaves
Ÿ In normal circumstances, the benet under this clause is limited to 4 weeks in addition to leaves provisioned
under leave for illness arising out off pregnancy clause

Pay Benefit
Ÿ The employee will be paid salary for the period stipulated in clauses Regulations and Illness arising out of
Pregnancy clauses

11
Ÿ The salary for the stipulated period shall be paid after three months from the date of employee rejoining the
services (after the maternity leave)
Ÿ The employee availing the maternity benet will be eligible for only the "Basic" pay of her salary for the
stipulated time

Note: If the employee resigns immediately after the maternity leave is over, her eligibility for the pay benefit stands null and
void.

Ÿ An amount of Rs.250/- will be paid one time “Medical Bonus”

Ÿ The pay benet for Earned Leaves, if availed in continuation with Maternity Leave, shall be as per the Leave
Policy in force

Procedures & General Rules

Ÿ The leave application for availing Earned Leave accrued by the employee shall be produced minimum 2
weeks in advance
Ÿ The leave application for availing “Leave without Pay” shall be submitted minimum 2 weeks in advance. The
sanctioning of leave under this clause is at the sole discretion of the sanctioning authority of the Company
and should not be perceived as a right for entitlement.
Ÿ In normal circumstances, the employee should resume her duties post maternity benet stipulated above;
failing which the leave period will be treated as an unauthorized leave. Consequently, disciplinary action will
be initiated and no salary will be paid for these days.
Ÿ Leave deductions (Leave without pay) shall be calculated at the rate of basic payroll salary

Special Cases: Resignations post maternity benefit

Ÿ If an employee wishes to exercise her option to resign from her employment immediately after availing the
leave with salary benet under “Maternity” will be acceptable only on medical grounds. In such case, the
reasons stated in the medical report will be mentioned in the relieving letter.

Note:
i) The onus of timely submission of approved leave application forms to the HR department lies completely on the person
and while processing the payroll no prior intimation will be sent to the defaulting individuals. Information regarding number
of paid days will be mentioned in the pay slip of the month.

ii) Any exceptions would have to be approved by the concerned authority.

iii) The “Maternity Leave Application Form” is enclosed as Annexure 2.

12
7. ANTI - HARASSMENT POLICY
Sexual Harassment At Workplace Means:
Ÿ Subjecting another person to an unwelcome act of physical intimacy, like grabbing, brushing, touching,
pinching etc.
Ÿ Making an unwelcome demand or request (whether directly or by implication) for sexual favors from another
person, and further makes it a condition for employment/payment of wages/increment/promotion etc.
Ÿ Making an unwelcome remark with sexual connotations, like sexually explicit compliments/cracking loud jokes
with sexual connotations/making sexist remarks etc.
Ÿ Showing a person any sexually explicit visual material, in the form of picture/cartoons/pin-ups
/calendars/screen savers on computers/any offensive written material/pornographic e-mail. etc.
Ÿ Engaging in any other unwelcome conduct of a sexual nature, which could be verbal, or even non-verbal, like
stating to make other person uncomfortable, making offensive gestures, kissing sound, etc.

It is sexual harassment if a supervisor requests sexual favors from a junior in return for promotion or other benets or
threatens to sack for non-cooperation. It is also sexual harassment for a boss to make intrusive inquiries into the
private lives of employees or persistently ask them out. It is sexual harassment for a group of workers to joke and
snigger amongst themselves about sexual conduct in an attempt to humiliate or embarrass another person.

Dealing with the Harasser upfront:

Ÿ Do the unexpected: Name the behavior. Whatever he's done, say it, and be specic.
Ÿ Hold the harasser accountable for his action. Don't make excuses for him; don't pretend it didn't really happen.
Take charge of the encounter and let people know what he did. Privacy protects Harasser, but visibility
undermines them.
Ÿ Make honest, direct statements. Speak the truth (no threats, no insults, no obscenities, no appeasing verbal uff
and padding). Be serious, straightforward, and blunt.
Ÿ Demand that the harassment stops
Ÿ Make it clear that all women have the right to be free from sexual harassment. Objecting to harassment is a
matter of principle.
Ÿ Stick to your own agenda. Don't respond to the harasser's excuse or diversionary tactics
Ÿ His behavior is the issue. Say what you have to say, and repeat it if he persists. Reinforce your statement with
strong, self-respecting body language: eye contact, head up, shoulders back, a strong serious stance. Don't
smile. Timid, submissive body language will undermine your message.

13
Ÿ Respond at the appropriate level. Use a combined verbal and physical response to physical harassment

Ÿ End the interaction on your own terms, with a strong closing statement: 'You heard me. Stop harassing women'.

It is important that you:

Ÿ Be professional at all times
Ÿ Set a positive example
Ÿ Consider your attitudes
Ÿ Avoid making assumptions
Ÿ Think before making personal comments
Ÿ Don't go along with the crowd
Ÿ Be supportive of people who wish to talk about being sexually harassed and direct them to appropriate person
/ authorities

As an employee: If your behavior offends an employee, stop that behavior. Ask yourself:
Ÿ Could your behavior offend or hurt people at your workplace?
Ÿ Could your behavior be interpreted by another as sexual harassment?
Ÿ Would you like your behavior to be discussed by others?
Ÿ Would you like your friend, child or sibling to be treated in the same manner?

What can you do as a colleague:

Ÿ Do not disbelieve a woman when she shares about harassment. Remember sexual harassment is an
'unwelcome' behavior. Do not trivialize the matter.
Ÿ Remember that it is difcult to speak about sexual harassment. Hence if a colleague is talking about it, she will
require a lot of encouragement and support.
Ÿ Read the Vishaka Judgment carefully and know your rights
Ÿ Spread the word – let your colleagues know about the issue, its prevalence ad the judgments
Ÿ Support a harassed colleague – remember it could be you tomorrow
Ÿ Encourage the recipient to approach the offending person directly or use other informal resolution methods
Ÿ Offer to accompany the recipient to the offending person, the Complaints Committee to le a formal
complaint
Ÿ Take responsibility to see that sexual harassment is stopped and there is no reprisal

Note:
Ÿ The Members of the grievance committee on Sexual Harassment Cases are Mr. S. Chakraborty (CEO), Ms.
Purnima Dubey (COO) Ms. Sreevidhya Rajiv (G.M.), Mr. Amit (Manager-Admin) Ms.Yashasvini Priya ( Manager -
HR), Mr. Debopam Mukherjee (Director - Resource) and the Legal Head of Innovative Financial Advisors Pvt.
Ltd.
Ÿ The Complaint should be communicated immediately and the report would be tabled within 24 hours
Ÿ Action would be taken on the recommendation of the Grievance Committee. If found genuine, the case
would be reported to the nearest police station and crime against women cell.

14
8. EMPLOYEE INFORMATION POLICY
It is the duty of the HR to maintain employee record les of all new joinees and also of the existing employees
stating their personal details in prescribed format.

It is important that the personnel records of employees of Fiinovation be accurate at all times. The company
expects that employees will promptly notify any change in name, home address, telephone number, marital
status, number of dependents or any other pertinent information to the HR Department.

Such personnel record les shall be maintained by the company till the employee is in employment with the
company, and shall be maintained for a period of 3 months from the date such employee resigns.

Employee information is protected by the HR and shared only on need to know basis with prior approval from
HODs.

15
9. ETHICS POLICY
Dishonesty
Dishonesty is one of the most serious crimes that an associate or/and employee can commit at workplace. Below
mentioned are some of the crimes that constitute as dishonesty. Other ambiguous situations, if any, will have the
CEO's word as nal.

Ÿ Intentionally using or attempting to use sensitive, condential and classied information, and the company's
IPR or resources for personal gains or to sell to competitors
Ÿ Intentional and unauthorized falsication, misrepresentation, or invention of any information, data and
committing the same against the Company or its clients
Ÿ Misuse of Company's funds and other assets
Ÿ The commitment of any act which brings the name of the Company into disrepute. Failure to follow
procedures established by the Company to guard theft, fraud or the commission of other unlawful acts

The employee would be liable for disciplinary action for any of the above misconduct for which immediate
dismissal would be the normal course of action

Discipline
Fiinovation has a human resources strategy that recognises the value of its people. Part of this strategy is the fair
treatment for all employees. This requires a minimum standard of conduct and performance be agreed upon,
set and communicated with all employees. Where an employee has deliberately breached a Company policy
or procedure, or engaged in misconduct, disciplinary procedures will be initiated.

Employees must be made aware of their responsibilities, counselled and given the opportunity to reach the
standards expected of them and the chance to defend them before any action is taken.

For serious issues, employees must be advised in writing and such advice should be recorded in the employee's
personal le.

16
Poor Performance
Wherever possible the Performance Management System will be used to manage employee performance.

If an employee does not meet the performance standards and performance management processes have
not been adequate to address the issue, he/she will be personally counselled. If required, the employee will be
given written conrmation of his/her deciencies in performance (a written warning).

Such written warnings must clearly dene the deciency and the timeframe within which the set targets will be
achieved. This will also include how the organization will help the employee achieve the improvement required
and the consequences of failing to do so.

Grievance
Fiinovation supports the right of every employee to lodge a grievance with his/her manager, if the individual
believes a decision, behaviour or action that affects his/her employment is unfair.

At Fiinovation, we aim to resolve problems and grievances promptly and as close to the source as possible with
graduated steps for further discussions and resolution at higher levels of authority as necessary. Grievances will
be handled discreetly and dealt promptly within an objective manner.

As a Fiinovation employee, one must attempt to resolve the complaint as close to the source as possible. This
can be at a quite informal and verbal level. All available attempts to settle a grievance before starting the
formal grievance process should be taken.

All work related grievances to be put across to the HR by the Line Manager. Any other concerns can directly be
reported to HR.

Note: All salary related concerns/grievances to be reported to Admin department directly.

17
10. CONFIDENTIAL INFORMATION AND
INTELLECTUAL PROPERTY RIGHTS
The concepts, proposals, strategies, campaigns, innovative ideas etc developed during an employee's tenure
with Fiinovation will be the intellectual property of the company. Fiinovation owns the complete rights for
condentiality and proprietorship and the employees have to abide by the same.

CONFIDENTIAL INFORMATION AND INTELLECTUAL PROPERTY

Confidential Information
From time to time, employees of Fiinovation may come into contact with condential information, including but
not limited to information about Fiinovation’s members, suppliers, nances and business plans. Employees are
required to keep any such matters that may be disclosed to them or learned by them condential.

Furthermore, any such condential information, obtained through employment with Fiinovation, must not be
used by an employee for personal gain or to further an outside enterprise.

Intellectual Property
Any intellectual property, such as trademarks, copyrights and patents, and any work created by an employee in
the course of employment at Fiinovation shall be the property of Fiinovation and the employee is deemed to
have waived all rights in favour of the organization. Work, for the purpose of this policy refers to written, creative
or media work. All source material used in presentation or written documents must be acknowledged.

IT Information Storage and Security

Any storage devices (CD's, USB's, Floppy Discs) used by employees at Fiinovation, acknowledge that these
devices and their contents are the property of the organization. Furthermore, it should be understood by
employees, that company equipments should be used for company business only during normal working hours.
Downloading of personal materials on company equipment can be harmful to said equipment and should not
be done.

18
Company Confidential Information
For the Company, its condential information is a valuable asset and every director, employee and member of
the Company must protect it. Condential information includes all non-public information (regardless of its
source) that might be of use to the Company's competitors or harmful to the Company if disclosed. We must take
care that all condential information is used for Company business purposes only. Upon joining Fiinovation, all
employees sign a Condentiality and Nondisclosure Agreement which details their condentiality obligations to
the Company. As employees, we have access to signicant amounts of company information that may not be
available to the public, and we should preserve the condentiality of information obtained in the Company's
service. Information of a condential, private and sensitive nature must be used responsibly and controlled and
protected to prevent its prohibited, arbitrary or careless disclosure. Unless the Company has provided its specic
consent, which should preferably be in writing, or there is a legal or professional right or duty to disclose, we are
prohibited from disclosing condential Company information. Condential or proprietary information about
clients, our organization, or other parties, which has been gained through employment or afliation with
Fiinovation, may not be used for personal advantage or for the benet of third parties. We are also responsible for
properly labeling all documentation in accordance with the Information Labelling and Classication Policy. This
responsibility includes the safeguarding, securing and proper disposal of condential information and extends to
condential information of third parties, which is explained elsewhere in this Code.

Improper Opportunities
When we receive information as part of our job, we should not trade with it for our personal benet. Neither
should we pass on the information to our friends and family members or indirectly compete with the Company.
Information obtained as part of our job should not be taken advantage of even after we leave the organization.

Company Intellectual Property

The intellectual property (IP) of the Company must be protected as a vital business asset. Our IP portfolio includes
copyrights, patents, trademarks, service marks, trade secrets, design rights, logos, brands and know-how. We
must use our IP focusing on protecting these assets. It is important to ensure that to the extent permitted by law,
the rights to all IP created using the Company's time and expense that which are within the scope of our duties
are assigned to and are the property of the Company. We should promptly disclose any works, inventions or
developments we create to obtain legal protection over them.

Providing Information to the Media

To protect our condential information from misuse and to ensure that only accurate information about the
Company is disclosed, we have designated our Corporate Communications team to handle exchanges with
the media. Additionally, our Chief Executive Ofcer, Board of Directors and the personnels to whom the Board
has authorized are the ofcial Company spokespersons for nancial matters. All inquiries or calls from the press
and nancial analysts should be referred to the Operations and Administration team. We must not post or discuss
information concerning the Company's services or business on the Internet unless we are authorized to do so.
Neither must we create a perception that we are speaking or posting on behalf of the Company. Remember
that your online posts will be available for a long time, so think carefully prior to posting any information that could
affect our Company.

Physical Access Control

Fiinovation has developed procedures covering physical access control to ensure privacy of communications,
maintenance of the security of the Company communication equipment, and safeguard Company assets from
theft, misuse and destruction. We are responsible for complying with the security policies in your location. You
must not defeat or cause to defeat the purpose for which the access control was implemented.

19
Use of Company Assets
The use of Fiinovation assets for individual prot or any unlawful, unauthorized personal or unethical purpose is
prohibited. Our information technology, intellectual property (e.g., copyrights, patents, and trademarks),
facilities, equipment, machines, frameworks, and cash may be used for business purposes only, including
responsible and accurate expense reimbursement, and in accordance with applicable policies. Other assets
(e.g., computers, printers, and copiers) must not be used for personal purposes. The use of any Fiinovation
resources for personal political activities is prohibited. Computer hardware, framework, data, and facilities are
valuable resources that need protection from potential destruction, theft, or misuse. These resources may also
include condential client or Fiinovation information that requires safeguarding. It is your responsibility to prevent
unauthorized access through the use of ID badges, passwords, or other security codes, and physical security
measures (such as using computer cable locks, not leaving computers unattended in cars, and other normal
precautions). Copyrighted materials (e.g., books, music, framework, and magazines) should not be
reproduced, distributed, or altered without permission of the copyright owner or an authorized agent.

20
11. PROBATION AND CONFIRMATION
POLICY
Ÿ Every employee who joins the organization will be given a training of 7 days. After successful assessment, the
employee would be on probation for a period of six months from his/her Date of Joining
Ÿ After completion of six months of probation, a conrmation letter will be given to the employee after approval
from HOD (based upon the performance)
Ÿ Once the Line Manager gives a conrmation to the HR, the HR will provide the Letter of Conrmation within 24
hours of the employee so getting conrmed
Ÿ Appraisals in line with Performance Management System for all conrmed employees will happen once a year
in the month of March

21
12. TRAVEL POLICY
It is the policy of the Company to reimburse you for reasonable expenses incurred when conducting
Company's business. The General Expense Policy should be followed when an employee incurs expenses on
behalf of the company. He/She must submit a properly completed Expense Account form before the
reimbursement of the expenses.

This policy is applicable to all employees and is designed to:

Ÿ Provide procedures for documenting and reporting expenses
Ÿ Assist those who incur expenses
Ÿ Assist managers and ofcers responsible for expenses

SECTION 1: TRAVEL & LIVING POLICY

Travel Entitlements
Travel allowances are admissible for movements authorized in connection with the bonade work of the
company. All travel needs to be approved by the HOD or Reporting Manager prior to the date of travel and
proof is required to be attached to any expense claim.

Requisition for all outstation visits should be sent to the Admin’s desk by the team heads post approval from the
COO atleast before 7 days.

All the approvals / queries must be addressed to the concerned Operations desk.

Classication
Metropolitan & Class A Cities: Chennai, Kolkata, Mumbai, Delhi, Bangalore

Class B Cities: Ahmedabad, Hyderabad, Pune and other state capital

Class C Cities: All other cities not included above

22
Table 1

Mode of Local Conveyance Food per day

Category Designation Mode of Travel per day basis basis

A B C A B C

I CEO/Board of Directors On Actual On Actual On Actual

Director / Principal/ Air(Economy Class) Type Car/Taxi Car/Taxi Car/Taxi

II /2nd AC/ CC Chair
VP GM Sales/ GM - CSM Amount 2500 2000 1800 2000 1500 1200

Air(Economy Class) Type Car/Taxi Car/Taxi Car/Taxi

III Assistant Director /2nd AC/ CC Chair Amount 2200 1700 1500 1200 1000 800

Air(Economy Class)/ Type Taxi/Auto Taxi/Auto Taxi/Auto

IV Senior Managers/Managers 2nd AC /3rd AC/CC Chair Amount 1000/400 1000/300 1000/300 1000 800 600

Dy. Managers/Asst Managers/ Type Auto Auto Auto

V 3 Tier AC/Deluxe Bus
Executives Amount 400 300 200 900 700 600

In case of travel to places where there is no rail/airline connection, Category II, III, IV may hire a taxi.

Table 2
For eld exercises employees are advised to share the costs for hotel, food, travel as far as possible

Category Designation Hotel Accommodation

A B C

I CEO/Board of Directors On Actual

Director / Principal/
II 3700 3000 2500
VP GM Sales/ GM - CSM

III Assistant Director 2800 2500 2000

IV Senior Managers/Managers 2500 1800 1300

Dy. Managers/Asst Managers/

V 1400 1200 1000
Executives

Boarding, Lodging & Incidentals (Daily allowance) Entitlements

For Tours for More than One day

For tours beyond 100 kms and in which at least one night stay is required, table 1 & 2 will be applicable.

23
Important Points:

1. The detailed plan and budget needs to be submitted to the Operations / Admin by the team after approval
from the line manager. The team should also submit the requisition for the advance /petty cash for the visit as
required. The budget submitted is the maximum expenses that may occur and shall be considered in
accordance to the Charter/ Entitlement.

2. The admin in reference to the suggestions received from the team for the travel & hotel arrangements will do
the needful and inform the concerned team.

3. In case the booking and the arrangements are done by the employee, it will be reimbursed as per the charter
post submission of the tickets and bills. The same will be done in the next 7 working days.

4. The over and above expenses will not be entertained at any point. However, in special cases they can be
presented to Operations & Admin with a requisition from the HOD on the same with the proper justication.

5. Post completion of the task, the concerned team needs to ll the travel reimbursement form along with
proper bills.

6. In addition to the above, the employees will be entitled to reimbursement of actual expenses incurred on the
ofcial work with proper receipts and details of expenses.

7. If an employee travels by train whose fare includes charges for meals provided in train, no bills for meals will
be reimbursed for the said duration.

8. Pointers for the Bills:

a) Employees are requested to present authentic bills
b) For expenses of more than Rs. 350, submission of bills will be required
c) For travel and lodging in class higher than entitlement, prior approval from Operations will be necessary. Such
approval should be attached with TA bill at the time of submission.
d) For commutation, employees are advised to take online economical services which will be reimbursed as
per the entitlement slabs.
f) Taxi bills – should have proper contact details of the agency and should specify the date, type, registration no,
the rates, kms (start and end point ) and the time period for which the taxi was hired with a authentic stamp of
the agency.
g) An employee travelling shall charge the fare of the class actually travelled.

24
9. Employees are advised to make optimum utilization of the resource and capital and make use of public
transport wherever possible.

11. In case of more than one employee traveling on to particular destination, where ever possible, please
ensure that people travel together & share such costs and work on cost cutting wherever possible. It will be
highly appreciated.

12. All bills shall be in the name of the company”Innovative Financial Advisors Pvt. Ltd.” with the concerned
representative’s name.

14. Any deviation from the above policy would require written approval from the Operations with specic
reasoning.

1. Credit Card interest charges 6. Movies (Either in room or at the theater)

2. Fees for upgrade of Air, Hotel or Auto. 7. Personal books or magazines
3. Grooming or Salon expenses 8. Trafc Challans/Violations
4. Laundry 9. Liquor & cigarettes expenses
5. Medicines

25
13. INTERNSHIP POLICY
Objectives:

The purpose of the internship programme at Fiinovation is:

Ÿ To provide opportunities to gain in-depth and hands on experience
Ÿ To provide scope for interns to have insight into practical approach towards corporate for resource
mobilization techniques and to learn from case studies
Ÿ To promote interaction and dialogue between young scholars and professionals
Ÿ To familiarize interns with the activities of Fiinovation

Eligibility

Students applying for internship at Fiinovation from other institutes are required to complete the following formalities.
Ÿ He/she should be a student of a recognized university
Ÿ He/she needs to apply through proper channel following procedures as prescribed by the organization
Ÿ He/she is required to show credentials of academic achievements
Ÿ He/she should write a covering letter along with the application stating the reasons for his/her interest in the
internship and how the organization would stand to be beneted from her experiences
Ÿ An expression of interest note shall be sought from the students showing the reason for selecting Fiinovation as
the primary option for internship
Ÿ A letter of recommendation from the concerned university would be required

Application Process
Interested students are required to submit their resumes in the prescribed format of the organization with a
covering letter to the organization either in person through post/mail. The internship plan should include one-
page proposal outlining their internship plan. The application would be duly acknowledged and processed
and the outcomes would be duly communicated.

26
Working Conditions
Ÿ It should be noted that the interns would carry out their work with the available infrastructure facilities at
Fiinovation
Ÿ They would be provided ofce space and facilities as appropriate for their work
Ÿ Interns at Fiinovation would enjoy free access to in-house and library facilities and may also be given chance
to participate in the meeting, conference and seminars of Fiinovation
Ÿ The intern has to work full time between 10:00 am to 06:00 pm

Areas of Exposure

Fiinovation will provide opportunity to the interns to learn from various strategies such as
Ÿ Proposal writing
Ÿ Project handling technique & tools
Ÿ Market research
Ÿ Content development
Ÿ Social media campaigning
Ÿ Resource mobilization

Responsibilities of Fiinovation towards its interns

Ÿ Introduction of the intern with the staff of the organization
Ÿ Setting specic goals and objectives for them
Ÿ Fiinovation shall provide a gender neutral work environment to the intern
Ÿ Fiinovation shall provide an ofce space including a computer with printer and internet accessibility
Ÿ After successful completion of the internship period, Fiinovation shall issue a certicate of Internship in the
name of concerned interns
Ÿ The performance of the interns is to be minutely evaluated during the placement duration by the Supervisor
Ÿ The interns will receive stipend for their internship, which is of Rs.10,000 /- per month as a consolidated stipend

Responsibilities of Interns
Ÿ The intern will work according to the work plan prepared by Fiinovation Sincere efforts should be made by the
intern to achieve the target set by work plan
Ÿ The intern will be responsible for all personal expenses
Ÿ During the internship placement, all the rules and regulations of Fiinovation are admissible for acts of
commission and omission
Ÿ Soon after the completion of the placement duration at Fiinovation the intern needs to submit a write up in
500 words narrating his/her experience and learning while working with Fiinovation

Duration, Terms & Conditions

Ÿ The tenure of the Internship is six months
Ÿ There will be no legal obligation which states that after completion of internship, the intern will be treated as
regular employee or absorbed within the organisation
Ÿ The Company reserves the right to terminate an intern at any time without assigning any reasons whatsoever
for a misconduct
Ÿ Absence from the duty without prior approval may lead to cancellation of the internship & the intern will not
be awarded with any certicate/stipend
Ÿ All communication should be made through the line manager

27
14. PERFORMANCE MANAGEMENT
SYSTEM
At Fiinovation, we aim to be an employer of choice – one where people want to work. As a business, we are
committed to give all members of our team every opportunity to develop their careers, to contribute to our
business and to share the success.

The Performance Management System is designed to support the completion of the work of the organisation. It
also denes, measures and recognises the contribution of individuals and help the organisation establish
achievable goals for its entire workforce.

At any stage, if an employee has any question or concerns, he/she can raise them with the Reporting Manager.

We believe everyone who comes to work really does want to realise their potential and develop their relationship
with others (managers, colleagues and clients).

Work is characterised by feelings of satisfaction, frustration, opportunity, exasperation, stimulation, excitement

and even feelings of fairness and dishonesty. To succeed and excel, we recognize that people need to know
what is expected of them, what authority they have and how they are performing. In addition, the approach to
managing them needs to be consistent.

The annual appraisals are done every year in the month of March only.

Employee of the year award is given to the employee who excel in all aspects and is declared every year after
the appraisals.

28
15. EXIT POLICY AND TERMINATION
OF EMPLOYMENT
The services of an employee may be terminated by notice (either by the employee or the employer).
Any employee who wishes to serve their professional and contractual obligations with the company will have
to communicate the same to the Reporting Manager, HOD or HR. For all clearance of dues, the HR must be
informed on the date of resignation and acceptance by Reporting Manager or HOD.

Upon resignation from Fiinovation or termination of services, the employee is required to return all assets and
property belonging to the Company such as equipment, data, les and books etc. He/she shall also surrender
records, correspondence and all documents connected with the business.

The rst 6 months of your employment will be considered a probationary or settling-in period. The probationary
period is meant for you and the Company to determine your suitability for employment conrmation. If, in an
unlikely situation of IFA Pvt. Ltd. having to terminate your services during the probationary period, it will be done
with a notice period of 7 working days (applicable both for Grade A & Grade B). In case you wish to leave our
employment, you will be required to give us 50 working days advance notice in writing or Rs.1,50,000 (Rupees
One Lakh Fifty Thousand Only) if you fall under Grade A and 30 working days advance notice in writing or
Rs.1,00,000 (Rupees One Lakh Only) if you fall under Grade B which will be subject to the assessment of monthly
target achieved by you, loss and damage caused by you to the company, deposit of ofce stationary such as
laptops, etc. and all the ofcial and condential documents, les, etc.

In case an employee wishes to leave employment after conrmation, the notice periods (in written) for Grade A
employees’ will be 50 working days or Rs. 1, 50,000 (Rupees One Lakhs Fifty Thousand only) in lieu of such notice,
which will be subject to the assessment of monthly target achieved by you, loss and damage caused by you to
the company, deposit of ofce stationary such as laptops, etc. and all the ofcial and condential documents,
les, etc. and for Grade B employees’ 30 working days or Rs. 1, 00,000/- (Rupees One Lakh Only) in lieu of such
notice, which will be subject to the assessment of monthly target achieved by you, loss and damage caused by
you to the company, deposit of ofce stationary such as laptops, etc. and all the ofcial and condential
documents, les, etc.

29
The Company reserves the right to terminate an employee at any time without assigning any reasons thereto.
In an unlikely situation of IFA Pvt. Ltd. having to terminate your services, after completion of probation period, it
will be done with a notice period of 15 working days. This will be applicable for all conrmed employees - both
Grade A & Grade B.

In a situation where the employee had joined under Grade B and later got promoted to Grade A, his notice
period would be applicable as per Grade A.

Full and nal settlement will be proceeded, only once the employee fullls the exit formalities, laid down by the
company.

Once the employee tenders his/her resignation, his/her salary from then onwards would be on hold and the complete
amount would be paid at the time of Full and Final Settlement (via cheque) after he/she competes the notice period.
He / She shall only be eligible for 3 leaves during the entire notice period.

Full and nal settlement or any termination of service or contractual obligation is not possible if the exit
formalities are not completed and no dues will be cleared by either HR or Accounts Department.

If an employee is absent from ofce without intimation he/she will be terminated within a week of him/her
missing from workplace.

The authority for any deviation regarding the same, lies with the management;.
Exit Process

Returning Company Property

The employee is responsible for all Company property issued to him. When he leaves, he must return all such
property to the Human Resources team, no later than the last day at the job. This includes, but is not limited to,
the Company identication and security cards, keys to Company premises, les, desks, and equipment;
Company-issued credit card; phone, sim card, computer, calculators and similar equipment and any work-
related materials deemed by the Company to be of condential or proprietary in nature.

Exit Interview
An employee leaving the services of Fiinovation for any reason whatsoever is required to go through an Exit
Interview with the HR & the line manager. A form to this effect will be required to be lled up by the employee.
This will enable feedback about the employee's experiences, suggestions for improvement in work practices
and any such feedback pertaining to the department or the employee's team and supervisors.

Payment
Terminated employees are entitled to payment of all salaries and wages earned to date of termination (last
actual day of work), proportion accrued deferred wages and all unused Earned Leave the maximum
allowable accumulation. All employees who separate from the Company will be removed from the payroll on
the last day of actual work. Benet eligibility will also expire on the last day of actual work. Compensation for all
permissible accumulation of Earned Leave will be paid in lump sum with the employee's nal paycheck.

30
16. GIFTS AND GRATUITIES
Ÿ At Fiinovation we would like to steer clear of giving or receiving of any type of gratuity/gifts.

Ÿ Fiinovation is committed to ensuring all business relationships based on professional integrity.

Ÿ Any gratuity / gift received / seeked (as appreciation or as bribe) from vendors, clients or any other agency
will be recorded in your personal le and will lead to serious consequences that may have legal implications
as well. The authority for nal decision regarding the same lies with the management.

31
Annexure - 1
FESTIVAL HOLIDAY LIST 2021

Sr. No. Holiday Date

1 Republic Day Tuesday, 26th Jan 2021

2 Holi Sunday, 28th March 2021

3 Idu'l Fitr* Friday, 14th May 2021

4 Eid-ul Zuha* Wednesday, 21st July 2021

5 Independence Day Sunday, 15th Aug 2021

6 Janmashtami Monday, 30th Aug 2021

7 Gandhi Jayanti Saturday, 02nd Oct 2021

8 Dusshera Friday, 15th October 2021

9 Diwali Thursday, 4th Nov 2021

10 Christmas Saturday, 25th Dec 2021

*Dates May Vary as per occurrence of the event / events

*List of Holidays will remain same for every year according to their occurrence in the respective year, i.e.
calendar of holidays will not change and only dates will change.

32
Annexure - 2
MATERNITY LEAVE APPLICATION FORM

PERSONAL DETAILS

First Name: Middle Name: Last Name:

Maternity Leave Type Start Date Return Date Remarks (if any)

1
Leave prior to child birth
(max. 8 weeks)

Leaves post child birth

(max 18 weeks)

Earned Leave combined with

Maternity Leave (subject to
accrued leave balance)

2
Leave for illness arising out
of pregnancy (max 4 weeks)

3
Leave without Pay
(Max 4 weeks)

* Medical certificates required

for periods of medical leaves

* Medical certificate for ( 1 ), ( 2 ) & ( 3 )

Applicant Signature:

Recommending Authority Approving Authority HR Use Only

33
Annexure - 3

TRAVEL EXPENSE REIMBURSEMENT FORM

Name............................................................................. Date Submitted......../......./.......

Department.................................................................... Authorized by

Period of visit................................................................. (with Signatures).............................

Place & Purpose of Visit................................................. Employee Signatures.......................

S.no. Date Description of Expense Travel Lodging

Ground Transportation
Meals
Kms Miscellaneous
(Rental Car, Taxi) (Personal Car/ Bike Only)
Amount

Total Reimbursement:

34
 DESIGNATION LADDER
CEO/Board Of Director

COO

President

Senior
Vice President

Vice President

Assistant
Vice President

General Manager

Deputy
General Manager

Senior Manager

Manager

Deputy Manager

Assistant Manager

Senior Executive

Designations falling under Grade B- Executive till Deputy Manager

Designations falling under Grade A- Manager & above
Executive
Innovative Financial Advisors Pvt. Ltd.