HUMAN RESOURCE POLICY

CONFIRMATION OF CONTRACTOR BC TO COMPANY ROLL POLICY

Module no MAT HR/ Section/4/4.13 Total Pages 3
(New policy added under Section 4 –
4.13)
Issue Date 27/03/2024 Initiated by HR
Revision No. & Date Rev. 01 Approved by Corporate HR VP & GMD
Subject Confirmation of Contractor BC to Supersedes All earlier policies
Company Roll Policy
Applicable to All Contractual BC employees Distribution All HR Heads of MAT India
Companies

CONFIRMATION OF CONTRACTOR BC TO COMPANY ROLL POLICY

1 Purpose

This policy outlines the process for transitioning high-performing contractual blue-collar employees
to permanent positions within the company.

1.1 To maintain a desirable ratio of permanent (on-roll) employees to contractual employees, as

determined by management guidelines.
1.2 To provide an opportunity for exceptional contractual workers to secure long-term
employment with the company by promoting them to permanent roles.
1.3 To ensure a consistent and fair approach in the evaluation and selection of contractual
employees for permanent positions, based on clearly defined criteria and procedures outlined
in this policy.

2 Scope

It applies to all blue-collar employees currently engaged on a contractual basis across all
manufacturing plants and facilities operated by MAT GROUP within the Indian Territory.

3 Eligibility

The eligibility criteria for contractual blue-collar employees to transition to permanent positions
are divided into two categories: Mandatory parameters and Preferred Parameters.

VP- HR GMD GM- MINT

For Internal Circulation Only
 HUMAN RESOURCE POLICY

3.1 Mandatory Parameters (Listed in the Excel sheet order- As per Annexure-A01):

3.1.1 Plant HR to be responsible for checking and verifying any disciplinary actions against the worker.
3.1.2 If disciplinary actions found, the workers not to be considered for further evaluation.
3.1.3 The worker must possess skills ranging from L2 to L4.
3.1.4 Contractual blue-collar workers must have completed at least a 10th-grade education or
equivalent.
3.1.5 According to the "Attendance Meet Policy," workers must have achieved attendance incentives for
at least 10 months with a minimum attendance of 90% in the last year.
3.1.6 Workers must have a minimum of one year of work experience within the same plant of the MAT
Group.

3.2 Preferred Parameters:

The following factors to be considered as preferred parameters for the transition of contractual blue
collar employees to permanent positions.

3.2.1 Priority to be given to candidates with higher skill levels, ranked in descending order from Level 4
(L4) to Level 2 (L2).
3.2.2 Candidates with higher educational qualifications (above 10th grade) to be preferred, with
preference given in descending order of the qualification level.
3.2.3 Attendance records ranging from 12 months to 10 months and with a percentage between 100%
and 90% to be considered favourably.
3.2.4 Longer tenure and experience with MAT GROUP to be given preference, prioritizing candidates
with higher years of service.
3.2.5 Candidates residing with their families within a 30 km radius of the company's premises to be
given preference.
3.2.6 The age group between 25 and 40 years to be prioritized for the transition to permanent
positions.

VP- HR GMD GM- MINT

For Internal Circulation Only
 HUMAN RESOURCE POLICY

4 General Guidelines
4.1 Plant HR to ensure to clear communication the eligibility criteria, both mandatory and preferred
parameters, to all stakeholders.
4.2 Mandatory Parameters essential prerequisites that a candidate must fulfill to be considered eligible
for permanent employment.
4.3 Failure to meet any of these mandatory criteria shall result in disqualification from the selection
process.
4.4 Preferred parameters are additional desirable attributes or accomplishments that will enhance a
candidate's favorability for selection.
4.5 While not mandatory, possessing these qualifications will give candidates a competitive advantage
during the evaluation process.

5 Procedure

The following steps are involved in evaluating employees for confirmation-

5.1 Plant HR to identify the gap between the current on-roll strength and the sanctioned strength
as per management guidelines.
5.2 The plant HR to fill in the basic details of eligible employees in Annexure A01 - "Contractual to
On-roll Point Calculator," based on the mandatory and preferred parameters.
5.3 The weightage for different parameters is to be defined in the matrix provided in Annexure A-
02 by the plant HR.
5.4 Scores to be calculated based on the information filled in Annexure A-01.
5.5 The plant HR to sort the list of employees in descending order of their scores.
5.6 The plant HR to determine the department-wise cut-off score based on the required on-roll
percentage for each department.
5.7 Workers who achieve the desired scores or meet the cut-off marks to be shortlisted for
personal interviews.
5.8 A panel comprising the plant HR and MINT HR to be formed to conduct the personal
interviews.
5.9 After the selection process, successful candidates to receive a letter of appointment within one
week from Plant HR.
5.10 The plant HR to explain the on-roll benefits, employer expectations, and other relevant
information to the selected workers, as outlined in Annexure 3.

VP- HR GMD GM- MINT

For Internal Circulation Only