EMPLOYEE HANDBOOK

// ALL INDIABAG-IN-BOX& FITMENTS

RESPONSIBLE DEPARTMENT: HUMAN RESOURCE
ISSUE DATE: 1STSeptember 2016

1. WELCOME NOTE FROM THE BOARD

Welcome to Scholle IPN India. We are pleased that you have chosen to work with our
Company. Scholle IPN India takes great pride in being a prestigious innovative packaging
solution. Our ability to maintain Scholle IPN’s reputation and to continue to grow and
prosper is directly related to your enthusiasm, performance and loyalty as an employee.
We hope that you will find your work challenging and rewarding. Working together, we can
continue to progress by providing our customers with quality service and products.

ABOUT THIS HANDBOOK

The purpose of this handbook is to provide information to employees of SIIPPL Company's

benefits and policies. This is the first place employees should look when questions about
policies or procedures arise. This handbook is applicable to all employees under Scholle
IPN-India Region

The contents of this handbook and Company ’s benefits and policies communications are
presented as a matter of information only and do not create an employment contract. This
handbook is subject to change by management at any time. All employees are required to
read this handbook completely, and abide by the rules, practices, programs and policies
contained in this handbook. Past policies and procedures and management's
interpretation of such have no bearing on the Company's current policies and procedures
contained herein. Failure to comply with current policies may be grounds for disciplinary
action.

The Company encourages two-way communication between employees and management.

You should feel free to talk with your supervisor about Company policies, working
conditions, job qualifications for new positions, equal opportunity, or any matters relating to
Company operations. We are all accountable for the success of the team that makes up
our Company, and open communication is a key to that success.

Requests for official interpretations of this handbook should be directed to the Human
Resources Department.

The Human Resources Department will issue memos or electronic mail notices covering
areas in this handbook. These memos and other communications should be used as
supplements to the handbook as indicated until a new handbook is distributed.

To use this handbook effectively, keep it in a convenient and easy-to-find location in your
home or workplace.
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2. WELCOME TO SCHOLLE IPN INDIA PACKAGING PVT. LTD.
(FORMERLY KNOWN AS DD POLYPLAST PVT. LTD)
THE COMPANY

Incorporated in Mumbai at Maharashtra, in the name of “DD Polyplast Pvt.

Ltd.” came into continuation in 2004 as a recognized manufacturer and exporter
of superior range of packaging products. These packaging products are
intricately designed by utilizing cutting edge technology and quality assured raw
materials in compliance with the set quality standards. Our collection is globally
appreciated by our clients for their accurate design, ease of maintenance and
longer serviceability.

In 2016, our company merged with Scholle Corporation which is US based

multinational company; later on company name has changed to Scholle IPN
India Packaging Pvt. Ltd. Across the globe we have 19 facilities & Scholle IPN
India comes under Asia Pacific region. Our company is significantly growing in
size & volume and it is well-fitted with all necessary resources to meet the
changing demands of the industries. Our ethical and visionary business policies
coupled with modernized manufacturing procedures has allowed us to earn
various certification. We relate our success to our highly dedicated workforce led
down by a professional management.

INDUSTRIES WE SERVE:-
As a renowned manufacturers and exporters of premium range of Packaging
products include variety of Injection moulded articles & laminated spouted bags.
We have been able to serve our domestics as well as overseas clients. These
are products are appreciated for its engineering value, functionality and pricing.
Our collection is widely used in varied industries and some of them are listed
below:
● Pharmaceutical

● Beverage
● Food
● Cosmetic
● Oil

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3. EMPLOYMENT

EMPLOYEE CLASSIFICATION
Employees are classified on the basis of following criteria which includes
Managers, HOD’s, Executives, Supervisor, and Assistants.

WORKING CONDITIONS ARE SAFE AND HYGIENIC

A safe and hygienic working environment shall be provided, bearing in mind the
prevailing knowledge of the industry and of any specific hazards. Adequate steps
shall be taken to prevent accidents and injury to health arising out of, associated
with, or occurring in the course of work, by minimizing, so far as is reasonably
practicable, the causes of hazards inherent in the working environment.
Employees shall receive regular and recorded health and safety training, and
such training shall be repeated for new or re-assigned employees. Access to
clean toilet facilities and to potable water shall be provided.

LIVING WAGES ARE PAID

Wages and benefits paid for a standard working week which will meet at a
minimum, national legal standards or industry benchmark standards, whichever
is higher.
All employees shall be provided with written and understandable Information
about their employment conditions in respect to salaries & wages before they
enter employment and about the particulars of their salaries & wages for the pay
period concerned each time that they are paid.
Deductions from wages as a disciplinary measure shall not be permitted nor shall
any deductions from wages not provided for by national law be permitted without
the expressed permission of the employee concerned. All disciplinary measures
should be recorded.

WORKING HOURS ARE NOT EXCESSIVE

Working hours comply with national laws and benchmark industry standards,
whichever affords greater protection.
In any event, employees shall not on a regular basis be required to work in
excess of 48 hours per week and shall be provided with at least One Day off on
Seventh day. Overtime shall be voluntary, shall not allow except in some urgent
cases

REGULAR EMPLOYMENT IS PROVIDED

Scholle IPN is committed to provide regular employment to all its fulltime regular
employees.

NO HARSH OR INHUMANE TREATMENT IS ALLOWED

Physical abuse or threat of physical abuse, sexual or other harassment and
verbal abuse or other forms of intimidation shall be prohibited.

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4. RECRUITING & SELECTION
The policy on recruiting is to provide for the recruitment of the most qualified
candidates for employment. Nothing in these procedures will overrule any
government regulations.

Candidates applying for employment will be accepted from any source including,
classified advertisements, employee referrals, job centers, internet advertising,
state and private employment agencies, and educational establishments.
Employees are encouraged to recommend our company to others. However,
promises of employment are strictly prohibited. Referrals will go through the
same pre-employment screening and processing as any other candidate. All
offers for employment will be coordinated through the Human Resources
Department only. The joining date will be the first day of reporting to work.

The table gives the details of Job Specification the minimum qualifications
requirement to perform job effectively.

DEPARTMENT Staff Workmen

Fresher Experience Fresher Experience
Injection Molding Degree/ 10th + 5Yr ITI Able to read &
Diploma Experience write
2Yr Exp.
Aseptic Bag Making & Degree/ 10th + 5Yr ITI 7th or 2+ Yr
Pouching Diploma Experience Experience
Quality Control & Degree/ 10th + 5Yr ITI 7th or + Yr
Assurance Diploma Experience Experience
Maintenance & Service Degree/ 10th +5Yr ITI or 7th or 2+ Yr
Diploma Experience 10th Experience
Tool Room Degree/ 10th or 5Yr 10 th
7th or 2+ Yr
Diploma Experience Experience
Stores Degree/ 10th +5Yr 10th 7th or 2+ Yr
Diploma Experience Experience
Security & Other NA NA 10th 7th or 2+ Yr
Experience
HR & Admin Degree U/G+5 Years
Commercial Degree U/G+5 Years NA
Sales & Marketing Degree U/G+5 Years
Accounts & Finance Degree U/G+5 Years

INDUCTION
You will be given a joining checklist which covers all formalities to ensure we help
you settle down better, this induction will give you the opportunity to understand
the Company and its policies and practices in a better manner. You are
encouraged to clarify any ambiguities at this point of time.

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PROBATION
Probation period is the time given to you to understand the organization, its
culture and settle within your role. Unless specifically mentioned, you will go
through a probation period of six months, at the minimum. Or completion of Nine
months of your service

A confirmation appraisal meeting will be done between your senior and you, prior
to confirmation of your employment. The purpose of this meeting is to review
your performance and work towards mutual organizational goals.

After successful completion of your probation period, you will be confirmed

employee of this organization.

PROMOTIONS, DEMOTIONS & TRANSFERS

Promotions, Demotions and/or Transfers may occur at any time during the year
based upon the Company's requirement to fill a vacant existing position.
Whenever possible the Company promotes from within. All promotions and/or
demotions within the Company are based on performance, competency,
professional qualifications, abilities and potential of the individual.

INCREMENT & PERFORMANCE APPRAISAL

The increment is categorized in different levels & each level has their unique
quality which differ them from others category. & that level is categorized by
performance appraisal done by HR Department

The process of performance appraisal is one of the most effective ways in which
managers can encourage the development of the people reporting to them. The
purpose of this process is to improve current job performance and to develop
strengths to prepare the employee for future jobs.

The performance appraisal provides:

The starting point of training plans to improve the performance of individuals in

their current jobs. An identification of the individual's skills and potential for future
career development. An opportunity for individuals to know how they are doing
and to express their job and career concerns and interests.

A performance appraisal should also be carried out prior to promoting, demoting

or transferring the employee unless one has recently been carried out.

Individual performance should be reviewed regularly in an informal way with

every employee as a normal course of business. They should know how they are
performing so the contents of an Appraisal Form should not be a surprise. This
means the manager needs to note what happens during the year, which will
make the annual performance appraisal much easier to complete.

The performance appraisal concerns employees' individual performance during

the past one year and what is planned for the following year.
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The original copy of the performance appraisal is retained in the employee's
permanent file in the Human Resources Department.

5. HR & ADMIN

PERSONNEL FILES
Your personal file and information are considered confidential and can only be
accessed by those so authorized. You are entitled to view your personal files
with your supervisor. However, these files are the property of the Company and
must remain within the confines of the Human Resources Department at all
times.

The Company will not disclose any information contained in your personnel files
to any person not employed by or affiliated with the Company without your
written authorization, except where the information is:

• Limited to the verification of dates of employment and your current title

• In response to an apparent medical emergency.
• Pursuant to a summons or judicial order, or in response to a government audit
Or the investigation or defense of personnel-related complaints against the
company.
• Pursuant to a request by a law enforcement agency for your home address and
dates of attendance at work.
• To comply with national, state or local laws or regulations.

The Company further reserves the right to withhold or edit comments which it
deems private, confidential, or privileged.

CHANGE OF ADDRESS/NAME/EMERGENCY CONTACT

It is your responsibility to notify the Human Resources Department, in writing, of
any change to name, mailing address, home address, home telephone number,
mobile telephone number (where applicable) and e-mail address (where
applicable).

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6. PROFESSIONAL ETIQUETTE

OFFICE REGULATIONS
Our office schedules & timing is different for every nature of work & job type
therefore shifts & timings will be vary from each other.

Please contact your departmental head for your timings & shifts.

Eating break once in shift for 30 Minutes & Tea Break Twice in shift for 15
Minutes is allowed for every employee’s as per their convenience.

PERSONAL APPEARANCE
You are expected to dress appropriately during office hours. Appropriate
dressing is “formals” for Monday to Thursday and with the option of smart
casuals for Friday to Sunday every week

PUNCTUALITY
Punctuality is the essence of a professional organization. You are expected to be
punctual and report to office on all working days, More than two occasions of late
coming or early going from work will attract deduction in salary.

To cover for travel related exigencies, please plan your travel in order to reach
office before time. Repetitive delays due to lack of planning will lead to
disciplinary action.

ATTENDANCE
You will be using Bio-metric attendance, & on day of joining ensure your thumb
impression is taken by HR Admin department. You are requested to ensure that
you always keep the same on yourself and use it when entering and/or leaving
the office premises. In case if system does not read your impression attendance
and you will be required to report HR Department in written immediately.

OVER TIME WORK

Compensatory offs compulsory for WWO. Overtime is compensated for Factory
Staff & Workmen only.
Further,
All Working on Weekly offs (WWO) should be pre-approved & sanctioned by
Departmental Heads & authorized by management. (Exception allowed in certain
rare cases)

OUT DOOR WORK

Any employee requiring to leave office premises on official work, will need to
have an OD slip duly filled and signed by their HOD & Manager , in advance and
submit it at the HR Dept. before leaving. This will record your exit from the office
for official purposes. In case an employee is required to attend work outside the
office prior reporting to work, ensure that an authorized OD slip is filled up the
next morning on your return to work and submitted at the HR Department
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ABSENCE FROM WORK
You are expected to abide by the hours of work. If absence from work is required
permission must be sought in advance from your HOD & Manager at least one
day prior to the same, or, if that is not possible, immediately when it is known that
you will not be at work, either way latest by 11:00am on the first day of absence.

This can be done by telephone and failure to do so shall be deemed as

unauthorized absence and treated as absent without informing and you may be
subject to disciplinary action. This is necessary so that arrangements can be
made to take care of your work while you are absent.
If you are absent yourself without leave or remain absent beyond the period of
leaves originally granted or subsequently extended, you shall be considered as
having voluntarily terminated your employment without giving notice unless you
1) Return to work within 07 Days from the commencement of such absence
&
2) Submit written explanation or medical certificates in case of illness to the
satisfaction of management regarding such absence

WORKPLACE TIDINESS
It is important that you keep your workplace clean and tidy at all times. This
provides for a conducive work environment and promotes productivity. It is
requested that you prioritize your paperwork in an orderly manner, with a proper
filing system to ensure that loose sheets or paper and/or files are not strewn
around your workplace. Please use the filing drawers and cabinets provided to
you for the same.

SMOKING & CHEWING PAN OR GUTKA

Smoking, chewing or carrying of pan or gutka is strictly prohibited at factory &
Office premises.

PHONE / MOBILE
You are requested to keep your land-line phones on the lowest volume available.
Your mobile phones must be kept in low volume mode when within office
premises. Loud ring tones disturb your colleagues at work and affect them at
work.

7. LEAVES:-

PRIVILEGED LEAVE:
Every Staff & Employee who has worked for a period of 90 days or more in a
factory during a calendar year shall be allowed during the subsequent calendar
year leave with wages for 19 days as per pro-rata basis.

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COMPENSATORY HOLIDAYS:
Staff working on declared holiday or weekly off would be reimbursed with
compensatory holiday. This compensatory holiday has to be utilized in same
month else it would be lapsed.

LEAVE WITHOUT PAY

You will not receive any remuneration, during such time. However you have to
follow the same procedure of Leave rules. Absence from work without proper
notification or repeated absence from work with notification is sufficient cause for
termination of your employment from the Company.

NOTIFIED HOLIDAYS
Each year the Company will notify the list of declared Public Holidays. The
number of holidays may vary from year to year. The list & conditions of the same
shall be put up on the Notice board.

8. COMPENSATION-

PAYROLL PROCESSING
Routine use of biometric attendance compulsory for all the employees for timely
and accurate payment of wages & salaries. All the payments will be made on or
before 06th of every month to their respective salary accounts of employees.

LOANS & ADVANCES

As a practice, you are not entitled to any sort of loans or advances from the
company. Exceptional in certain case of emergency only entertain with approval
of MD, Director or GM.

THE STATUTORY DEDUCTIONS REQUIRED ARE:

The Company will deduct income Tax, Professional Tax and any other statutory
deductions for you as per the prevailing laws of the land, based on the slabs
existent during the current financial year.

T.D.S. (Tax Deducted at Source) this is a statutory tax amount which is a fixed
percentage of the gross income of the employee. The amount of Income Tax
withheld from your pay is the amount the Company is legally required to deduct
based upon your income with the Company & number of Investments as supplied
by you on an Investment Declaration Form.

MLWF (Maharashtra Labor Welfare Fund) This tax is paid to the state
government by the Company only for salaried employees. This tax varies
according to the salary slabs but to a maximum of Rs. 12/- every six months.
For further details please refer to HR Department.

PT (Professional Tax) this is a Maharashtra state Govt. Tax paid by all working
professionals as per rule amended time to time.
For further details please visit www.mahavat.com
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PF (Provident Fund) 12% fund is compulsory deductions by Central Government
on your Basic & DA & same contributed by company & this will you get back after
your superannuation/ Resignation whichever is earlier from company. A separate
PF no. will provide by the company to every employee of company.
For further details please visit www.epfo.com

ESIC (Employees State Insurance Corporation) ESI fund, maintained by ESIC, is

applicable to employees earning Rs 21,000 or less per month to provide the cash
and medical benefits to them and their families. This fund is a contributory fund in
which both the employer and employee contribute 3% and 1 % respectively to
make it a total of 4%.
For further details please refer to HR Department or www.esic.com

9. STATUTORY BENEFITS-

PROVIDENT FUND
Provident fund is payable as a percentage of Basic & DA Salary as prescribed by
the government from time to time. This amount of money shall be deducted from
your salary and deposited with the government Provident Fund Trust. The
Company, as required, shall make contribution to the EPFO.

GRATUITY
Gratuity will be payable to you after completion of a minimum of five years of
service (Each year minimum 240 Working days) with the Company. The period
service will exclude leave of absence without pay or suspended without pay.

Gratuity is payable in the following cases, whichever is earlier:

• Superannuating at the age of 58
• Retirement or resignation (if 05 Years completed)
• Death or disablement due to accident or illness

Provided that the completion of five years of continuous service will not be
necessary when termination of employment is due to death or disablement, and
provided that in case of death, the gratuity will be paid to the employee's next to
kin as nominated by the employee. No gratuity will be payable in case of
retrenchment of the employees due to termination, unless the employee has
completed five years of continuous service.

The amount of gratuity payable shall be 15 days for each completed year of
service or part thereof in excess of six months on the last drawn basic monthly
salary.

Gratuity = 15/26 days * No. of years worked * Basic Salary.

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BONUS
Bonus is payable to all the category of employees at the rate of 8.33% on Basic
earning for that financial year however the payment will be made on Diwali
Festival & minimum 30 days of working is compulsory for the applicability of the
Bonus.

If an employee is found guilty of misconduct causing financial loss to the

employer, then, it shall be lawful right of company to deduct the amount of loss
from the amount of bonus payable by him to the employee under this Act in
respect of that accounting year only and the employee shall be entitled to receive
the balance, if any.

10. GRIEVANCE HANDLING

In any work situation, there can be an occasion when you will have a complaint
or problem you wish to bring to the attention of the Company. SIIPPL believes
that an essential ingredient in maintaining a productive work atmosphere is open
communications and prompts settlement of all legitimate employee complaints. In
order to resolve a complaint please observe the following procedure:

The grievance should be presented to your immediate supervisor or manager

without fear of censure or reprisal. Your supervisor will discuss it with you, giving
the matter serious consideration and attempt to reach a settlement that is fair to
you, other employees and the Company. You should be advised that assistance
will be provided by the Human Resources if you request it.

In the event the complaint involves your immediate supervisor or manager or you
are not comfortable discussing your concerns with your immediate supervisor or
manager, you may elect to go to your higher authority of factory through HR.

GRIEVANCE REDRESSAL /DISCIPLINARY PROCEDURE

The main purpose of a disciplinary procedure is to correct and guide rather than
to punish. The procedure sets down clearly the minimum that will be followed.

All the employee related issues & matters solved through open door policy.

STEP 1: In the first step the grievance is to be submitted to departmental

representative, who is a representative of department. He has to give his answer
within 48 hours.

STEP 2: If the departmental representative fails to provide a solution, the

aggrieved employee can take his grievance to HR Admin department, who has to
give his decision within 3 days.

STEP 3: If the aggrieved employee is not satisfied with the decision of HR Admin
department, he can take the grievance to Plant Managers.
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Plant manager constitute a grievance handling committee with its powers &
grievance handling committee will give result in this matter.

11. SEPARATION-

RETIREMENT
An employee shall automatically retire on attaining the age of 58 years.

TERMINATION
The corporate policy on termination of employment is to provide fair and
consistent treatment to employees of the Company.

RESIGNATION
Employment can be terminated at any time with proper notice either by the
Company or by the employees. Employees desirous of resigning from the
company should inform in written, Sixty (60) days for managerial position & at
least Thirty(30) days for other employees, in advance, unless otherwise stated in
your offer / employment / confirmation letter. However, if an employee resigns,
certain benefits or allowances are to be paid by the company only in the event
the employee provides written notice as per the Employment contract. The date
on the letter will be taken as the first day of his notice period. Failure to give this
notice will entitle the Company to recover from the employee's final settlement,
the amount of salary corresponding to the number of day’s short notice given.

In the event of unsatisfactory conduct, negligence of duty during the notice period
the Company reserves the right to terminate the employment with immediate
effect and will only pay for the part of the notice period actually worked. All
Company property i.e. keys, manuals, computers, accessories, etc. must be
returned before leaving employment. For this purpose an exit checklist is
available with the HR department, which needs to be completed prior to
departure.

Employees, who do not return to work the day an approved Leave of Absence
expires, without prior intimation, will be considered to have resigned without
notice. Resignation without proper notice disqualify subsequent re-employment.

RETURN OF OUR PROPERTY

On the termination of your employment you must return all our property which is in
your possession or for which you have responsibility. Failure to return such items
will result in the cost of the items being deducted from any outstanding.

FULL & FINAL SETTLEMENT

When separating from the Company you will receive your final payment at the
normal time of your next pay-cycle. Included in your final payment is all dues
earned by you through to the last working day.

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TERMINATION FOR CAUSE (Termination @ Immediate Effect)
The company shall have the right to terminate employment forthwith at any time
whatsoever, with notice in writing or may elect to pay the employee, salary in lieu
of notice and without notice for any one of the following reasons:

a) If the Employee does not perform his basic duties under the assignment
and persists in failing to do so, despite investigation with him in this regard
and is warned of dismissal, if he continually fails to perform his basic
duties.
b) If the Employee divulges the secrets of the establishment.
c) If the Employee makes a mistake, or causes an accident by willful
misconduct causing serious financial loss or injury to the company or its
employees.
d) If the Employee commits theft, fraud or dishonesty in connection with the
company's business or property.
e) If the employee commits an act of insubordination, violence, insults or
threatens any one responsible for his supervision, his subordinates or co-
employees.
f) If the Employee is found intoxicated and or in possession of alcohol drugs
or weapons on duty.
g) If the Employee absents himself, without permission of leave or takes
extra leave beyond normal off period for any reason during the term of
employment.
h) If the Employee has produced false documents or certificates for
employment
i) If the Employee undertakes any employment for any other Party whether
paid or unpaid while an employee of the Company.
j) If the Employee has been served two plus warning letters.
k) If the Employee resigns or quits of his own accord without notice.

In all the above cases, the decision of the Company as to whether any of the
events has occurred or not, shall be final and binding on the Employee.

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HEALTH, SAFETY AND ENVIORNMENT POLICY

Scholle IPN India is firmly committed to a policy enabling all work activities to be
carried out safely, and with all possible measures taken to remove (or at least
reduce) risks to the health, safety and welfare of employees, contractors, visitors,
and anyone else who may be affected by our operations.
The Safety and health of all the people who are working with The Scholle IPN
India is our priority. Scholle IPN India believes that all injuries, occupational
illnesses as well as environmental incidence are preventable.
Scholle IPN India shall take proactive steps and measures in the protection and
the conservation of the environment.

Scholle IPN shall therefore provide

a) A safe working environment
b) Facilities for the welfare of employees
c) Information, instruction, training and supervision that is reasonably
necessary to ensure that each employee is safe from injury and risks to
health
d) A commitment to consult and co-operate with employees in all matters
relating to health and safety in the workplace
e) A commitment to continually improve our performance through effective
safety management.
f) Comply with HSE legal requirements wherever we operate;
g) Implement effective risk control measures in all our activities; including
operations covering acquisition, exploration, development and production,
which will eliminate, prevent or reduce risks to a level as low as
reasonably practicable;
h) Provide competent workforce, adequate resources and organisation in all
our activities in ensuring a safe environment at the workplace;
i) Promote HSE engagement between Contractors and key stakeholders;
Drive and promote continuous improvement in HSE

Employees:

Each employee has an obligation to:

a) Comply with safe work practices, with the intent of avoiding injury to
themselves and others and damage to plant and equipment
b) Take reasonable care of the health and safety of themselves and others
c) Wear personal protective equipment and clothing where necessary
d) Comply with any direction given by management for health and safety
e) Not misuse or interfere with anything provided for health and safety
f) Report all accidents and incidents on the job immediately, no matter how
trivial
g) Report all known or observed hazards to their supervisor or manager.

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Scholle IPN requires all its Employees, Contractors and others to strictly adhere
to this policy at all times.

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