EMPLOYMENT TERMS AND CONDITIONS POLICY

1. Objective

 To provide clear and transparent terms and conditions of

employment which are in tandem with all legal requirements.

2. Operating Authorities

 Corporate/Unit HR
 Unit Head/GM
 Supervisors/Vertical Head

3. Operating Procedures

 Given below are the terms and conditions of employment provided

for employees. All queries at variance with this policy are to be
addressed to the factory HR head, and his / her decision is final.

4. Classification Of Employees

 All employees in the factory will be classified under the following

heads.
4.1 Permanent Employee

 Is one who is employed at a permanent post and includes any

person who has satisfactorily completed the prescribed period of
probation in the same or higher or equivalent category in the
organization and has been confirmed in writing.

4.2 Probationer

 Is one who is provisionally employed to fill a permanent vacancy

and who has not completed the period of probation of 06 (Six)
months or such extended period.

4.3 Temporary Employee (Freelancers)

 Is one who is engaged for work which is temporary in nature, or likely

to be finished within a limited period.

4.4. Trainee

 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 shall not exceed two (2) months. He/she shall have no
right to employment in the organization after the completion of the
training period. It is the sole discretion of the management to
continue him/her based on his/her learning, performance as a
trainee.
4.5 Casual Employee

 Is one who is employed daily or piece rate basis for work, which is
essentially occasional or casual in nature on a day-to-day basis.

 A permanent workman, who is employed as a trainee in a higher

post may at any time during the period of training, be reverted to
his original post, provided that during the period of training a
permanent workman shall not be deprived of the benefits accrued
to him in his permanent post.

5.
Proof Of Age

 Every workman at the time of his employment is required to declare

his age. All those already in employment shall declare their age, if
they have not so declared at the time of their employment.

5.1 Employee for this purpose shall provide any of the following documents
for proof of age:

 Birth certificate
 10th standard marks card or transfer certificate
 Age Certificate from a medical officer approved by the company.
Certificate issued by the registrar of births or any other local
authority.

6. Proof of address

 All employees shall provide proof of permanent and temporary

address before joining and all written correspondence wherein
there is need to be addressed to the employee’s residence shall be
sent to the last address provided by the employee.
 When an employee is shifting or relocating his residence, he shall
provide the new address in writing one (1) week prior to his shifting
or relocating.
6.1 Employee(s) for this purpose shall provide any of the following documents
for proof of address:

 Driving license
 Ration card
 Voters ID card
 Certificate issued by the registrar or any other local authority.
 Copy of the House Lease Agreement
 Aadhar Card

7. Hours Of Work

 The organization works six days a week on an 8 hour shift, which

excludes two tea breaks one in the morning and one in the evening
for ten minutes each and a lunch for thirty minutes.
 The weekly off will be on Sundays.

8. Shift Timing

 Currently the factory/organization operates only in a general shift.

There may be more than one shift worked in a department or any
department or any section of a department as and when there is a
business need.
 If more than one shift is worked in the factory the employee shall
be liable to be transferred from one shift to another.
 A shift working may be discontinued or temporarily stopped based
on the business requirements.
 If on discontinuance of the shift working, any employee has to be
retrenched, then the provisions of the Industrial Disputes Act 1947
will be followed.
9. Attendance

 Every employee shall “PUNCH IN” and “PUNCH OUT” his

attendance through biometric machine at time office at the time of
entering and leaving the factory/organization premises, at shift
start, close and during rest intervals as and when such facilities are
made available.
 Any employee who after punching is found absent from his place
of work at any time during the working hours without permission
shall be liable for disciplinary action for loitering and wages/salary
shall be deducted for the period she/he was not found in the place
of work.
 Every employee shall be present at the place of his work in his or
her respective departments at the start of the shift/duty time.
 A period of fifteen minutes late coming after shift/duty start is
provided once in a week who are unable to come in time due to
unavoidable circumstances.
 Employees’ coming late frequently from scheduled shift/duty timing
shall be liable for disciplinary action.
 Deductions from the wages/salary shall be in proportion with the
time of late coming.
 There shall be maximum two grace leaves for 1 hour each in a
month. This leave can be taken separately or accumulative
depending upon contingency.

10.
Wage Period

 The wage period is calculated on the calendar month basis. And all
payments to employees shall be in this regard.