HR policies 1. Recruitment and selection Recruitment policy Recruitment and selection policy 1.

. Purpose of recruitment policy Complies with all federal and state laws regarding hiring practices and applicable collective bargaining agreements. Ensure that appropriate funding levels are identified and approved for each position. Attracts, identifies, and hires the most qualified applicant for the job. Ensure that confidentiality is maintained in the recruitment process. 2. Content of recruitment policy a> Equal Employment Opportunity The aim of the Recruitment and Selection Policy is to ensure that the company select the most suitable person for the job on the basis of their relevant merits and abilities and that no employee/job applicant is unfairly treated on any grounds including: Race, Color, Nationality, Ethnic or national origins, Religion, Sex, Sexuality, Actual or perceived Aids/HIV status or perceived association with an HIV positive person, Marital status, Age, Social background, Disability. b> Confidentiality:

 To protect the privacy of candidates and to preserve the integrity of the recruiting process, all search committee members are required to maintain confidentiality throughout and after the conclusion of the recruitment process. Confidential information includes matters discovered or discussed during the recruiting process. All information relating to the search may only be discussed with other search committee members, Human Services or administrators in the chain of command of the hiring department. Employees who violate this requirement for confidentiality will be subject to corrective or disciplinary action. 3. Monitoring and Review of Policy In order to monitor compliance with and the effectiveness of this policy, a member of the Human Resources department may be invited to or elect to be present at any stage of the recruitment process. Regular reports on trends and statistics relating to recruitment and appointments will be provided to the HR manager as appropriate. 4. Complaints of recruitment policy If any employee/job applicant considers that he or she has been unfairly treated in relation to the recruitment and selection policy, he/she can make a complaint which will be dealt with in accordance with the agreed procedures. This policy is in accordance with the relevant legislation and various codes of practice. Employment category policy Each employee will belong to one other employment category given below: 1. Regular full-time employees Regular full-time employees are those who are not in a temporary or probation status and who are regularly scheduled to work company full-time schedule. Generally, they are eligible for company benefit package, subject to the terms, conditions, and limitations of each benefit program. 2. Regular part-time employees

Regular part-time employees are those who are not assigned to a temporary or probation status and who are regularly scheduled to work less than 40 hours per week. While they do receive all legally mandated benefits, they are ineligible for all of company other benefit programs. 3. Probation employees Probation is those whose performance is being evaluated to determine whether further employment in a specific position or with company is appropriate. Employees who satisfactorily complete the probation period will be notified of their new employment classification. 4. Probation employees Contractual employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits, they are ineligible for all of company other benefit programs. 5. Casual employees Casual employees are those who have established an employment relationship with company but who are assigned to work on an intermittent and/or unpredictable basis. While they receive all legally mandated benefits, they are ineligible for all of company other benefit programs. 6. Nonexempt Staff Nonexempt staff are entitled to the protection of the FLSA and the Washington State Minimum Wage Act, including the payment of overtime for hours worked exceeding 40 in one week. This definition is based on job responsibilities and categories defined by the FLSA. 7. Exempt Staff Exempt staff are exempt from the overtime and minimum wage provisions of the Federal Fair Labor Standards Act (FLSA) and the Washington State Minimum Wage Act. This definition is based on job responsibilities and categories defined by the FLSA. Sexual harassment policy 1. Definition of sexual harassment

Sexual harassment is unlawful discrimination on the basis of sex. It violates both local law and code of conduct (issued by company itself or customers). 2. Types of sexual harassment Sexual harassment can occur in a variety of circumstances, including but not limited to the following: The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The harasser can be the victims supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The harassers conduct must be unwelcome. 3. Process of sexual harassment When an employee complains to a supervisor, another employee, or the human resources office, about sexual harassment, an immediate investigation of the charge should occur. Supervisors should immediately involve human resources staff. Employees need to understand that they have an obligation to report sexual harassment concerns to their supervisor or the human resources office. 4. How to avoid and prevent sexual harassment? Company should setup procedure and policy in written statement then inform to all employees. Probation policy Equal employment opportunity policy 1. Definition of Equal Employment Opportunity (EEO policy) EEO policies are developed by: Local law such as Civil Rights Act of 1964 (US base).

 Code of conduct (issued by company itself or customers). 2. Requirements of EEO policy: The employment should base on job-related qualifications only and without regard to: Race, Color, Religion, National origin, Citizenship status, Sex, Sexual orientation, Gender identity, Age, Disability, or Veteran status 3. How to deploy EEO policy? This policy should inform in written statement to candidates, HR department, line managers. This policy also should post to company website and recruitment ads. 2. Training and development 3. Compensation and benefits 1. Annual Leave An employee may use annual leave for vacations, rest and relaxation, and personal business or emergencies. An employee has a right to take annual leave, subject to the right of the supervisor to schedule the time at which annual leave may be taken 2. Sick Leave Sick leave (or sickness pay or sick pay) is an employee benefit in the form of paid leave which can be taken during periods of sickness, to attend doctor visits, or to care for family members 3. Paternity Leave

Paternity leave is the time a father takes off work at the birth or adoption of a child. This kind of leave is rarely paid. A few progressive companies offer new dads paid time off, ranging from a few days to a few weeks. 4. Adoption Leave An employee seeking to adopt a child may take up to two days of unpaid pre-adoption leave to attend any interviews or examinations required to obtain approval for the adoption. 5. Maternity Leave Maternity leave, now often called parental or family leave, is the time a mother (or father) takes off from work for the birth or adoption of a child. 6. Study Leave Employees are entitled to study leave to undertake further education courses relevant to companys business and approved by the company. The maximum amount of study leave that should be approved is four hours per week to attend lectures or 10 full days per year for those who are studying by correspondence and who are required to attend residential courses. Applications should be lodged four weeks in advance by filling out a training course application form and forwarding to payroll. Employees are entitled to paid leave to sit an examination. Days in excess of this entitlement are at the discretion of the manager. Study leave will count towards continuous service. 7. Time in Lieu Time-in-lieu will be granted to those employees who are required by their manager to work outside of their normal job function. All time-in-lieu granted will be added to the employees annual leave. The company will maintain time-in-lieu accounts which will record time-in-lieu credits and debits. This allows management to provide time-in-lieu as a discretionary benefit. Generally, time-in-lieu should be taken within the same financial year within which it is accrued. Time-in-lieu must be pre-approved by the appropriate manager. 8. Jury duty Leave Employees are entitled to paid leave to serve on a jury. An employee on jury service should provide official evidence of requirement to attend and attendance at the court.

Employees should declare the amount paid to them by the court and company will reimburse them the difference between the amount received and their base salary. Jury duty leave will count towards continuous service. 9. Emergency Services Leave If an employee needs to take temporary absence from work because of voluntary emergency management activities then they must make a request to management for leave. The total absence for such leave must be reasonable (take into account current work deadlines etc) and must be agreed between the employee and management. Company may refuse a request by an employee to attend emergencies if they are urgently required at work. If an employee does not accept the decision of the directors and leaves work without permission, they may be subject to disciplinary proceedings including dismissal. 10. Leave without pay An application giving personal details, employment details, the amount of time and the reason for the leave should be submitted by the employee. Other types of appropriate paid leave should be used before approval for leave without pay can proceed. Failure to return to work on the date stipulated may result in loss of continuity or termination. Extension of leave will be considered on an individual basis. An exchange of letters is required setting out all conditions. Leave without pay will not count towards continuous service. 11. Blood Donor Leave Employees may donate blood during working hours without loss of pay provided that: The payment will be for up to two hours, once in each quarter of the year The time fits in with work requirements It is with the approval of their immediate supervisor on presentation of an attendance card authorized by the red cross transfusion service. 12. Bereavement Leave Compassionate leave is paid leave taken by an employee for the purposes of spending time with a family member/member of employees household, who has a personal illness, or

injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employees household. 13.Long service Leave You will be entitled to long service leave in line with the provisions of the appropriate legislation in your state. Employees should give reasonable notice of intention to take long service leave and payment will be made at the normal hourly rate of pay. Long Service Leave will count towards continuous service. Bereavement leave policy Sample bereavement leave policy 1. Definition of bereavement leave Bereavement leave (also called as compassionate leave) is leave to assist employees when there is a death in an employees immediate family or household. Members of the immediate family are defined as the employees spouse, and a child, adopted child, ex-foster child, parent, grandparent ex-nuptial child, stepchild, grandchild or sibling of the employee or employees spouse. 2. General bereavement leave policy Compassionate leave is paid leave taken by an employee for the purposes of spending time with a family member/member of employees household, who has a personal illness, or injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employees household. Each employee is entitled to a period of two days paid compassionate leave for each occasion where a family member has died or the employee needs to spend time with a seriously ill family member Each application for compassionate leave will be assessed individually by management. 3. Additional policy An employee take additional unpaid bereavement leave only with the agreement of the employer.

An employee could also take unpaid leave on the death of a person who is not a member of the employees immediate family or household but only with the employers agreement. Adoption leave policy Sample adoption leave policy 1. General adoption leave policy An employee seeking to adopt a child may take up to two days of unpaid pre-adoption leave to attend any interviews or examinations required to obtain approval for the adoption. Employees adopting a child under the age of five years are entitled to take up to 52 weeks of unpaid adoption leave (shared between both parents). The provisions apply to both married couples and single people who adopt and applies to placements for children up to 18 years old. In the case of a married couple, only one of them will be entitled to take the leave. However, the other will be entitled to the two weeks paternity leave (if they qualify). This leave is only available when the adopted child has not previously lived continuously with either parent for at least six months and is not a child or step child of either parent. Parents may take up to three weeks unpaid leave simultaneously when an adopted child is placed with them. Other types of leave can be taken in conjunction with adoption leave providing the total period of absence does not exceed 52 weeks. 2. Conditions of adoption leave The employee must have completed a qualifying period of employment. This is at least 26 weeks by the week in which the approved match with the child is made. They must comply with notification requirements and have average weekly earnings equal to or above the lower earnings limit applying to National Insurance Contributions. Paternity Leave policy Paternity leave policy 1. General policy Permanent male employees with at least 12 months continuous service are entitled to paternity leave.

Paternity leave is unpaid leave available for a minimum period of one week at the time of confinement and a maximum period of 52 weeks if the employee is the primary career. Other types of leave can be taken in conjunction with paternity leave providing the total period of absence does not exceed 52 weeks. 2. Procedure of this policy Applications for paternity leave should include personal details, a medical certificate detailing the date of confinement or birth, proposed commencement date and duration of leave. Additionally, the employee will need to provide a Statutory Declaration stating he will be the primary career. Advice as to whether superannuation payments will continue should be given by the employee. Where the pregnancy is terminated other than by the birth of a living child and the employee has not commenced paternity leave, his entitlement to such leave ceases to exist. Details of the return to work date must be given four weeks in advance. The employee is entitled to return to the position he held prior to taking paternity leave or to an alternative position of comparable status and pay. Paternity leave will not count towards continuous service. Maternity leave policy Maternity leave policy 1. General policy Female employees with at least 12 months of continuous service are entitled to maternity leave. Maternity leave is unpaid leave which is available for a minimum period of six weeks and for a maximum period of 52 weeks if the employee is the primary career. Other types of leave can be taken in conjunction with maternity leave providing the total period of absence does not exceed 52 weeks. Any employee taking maternity leave is required to take at least six weeks continuous leave after the date of the birth of her child. The employer may, with 14 days notice, require the employee to commence maternity leave within six weeks of the presumed confinement date. 2. Procedure of this policy

Applications for maternity leave should include personal details, a medical certificate detailing the expected date of confinement or birth, proposed commencement date and duration of leave. Advice as to whether superannuation payments will continue should be given by the employee. Where the pregnancy is terminated other than by birth of a living child and the employee has not commenced maternity leave, her entitlement to such leave ceases to exist. However, an employee may be entitled to special maternity leave, as specified by her doctor, if the pregnancy has extended beyond 28 weeks, and is terminated other than by birth of a living child. Details of return to work date must be given four weeks in advance. The employee is entitled to return to the position held prior to taking maternity leave or to an alternative position of comparable status and pay. Loan policy loans policy 1. General loans policy The company provides loans for general purpose such as: Marriage of self or own sisters Accidents And Emergencies such as accidents, hospitalization and death in the family (Self, spouse, children and parents) These loans are provided to permanent employees who have completed 1 years of service. The loan amount is fixed at 900 USD. Repayment of such loans will be in 20 equal installments and will be deducted from the wage. Employees who have taken advance from the factory will have to repay the advance to be eligible for a loan If an employee wants to repay the balance amount in a single installment within 24 months employee can inform HR about his intent and HR shall facilitate the repayment. The mode of payment will be only by cheque. For Employees who have been in the organization for more than 4 years, loan requests higher than the eligibility have to be recommended by the Reporting Head and have to be approved by Vice President

2. Loans procedure The applicant has to fill a loan application form (as per annexure).The duly filled form is thereafter forwarded to HR department with respective department heads comments on it. The HR Department verifies the eligibility amount and forwards the application to Vice President for approval. The sanction / rejection of loan is finally at the discretion of the Vice President. After the loan is sanctioned, an advice is given by HR to Finance to process the payment. If an Employee leaves the organization before the repayment of the full loan amount, the employee is liable to pay the balance of the loan amount before being relieved Working time policy Working time policy 1. Working hours The normal work schedule for all employees is 8 hours a day, Sunday to Thursday. The prescribed working hours are from 08.00 a.m. to 04.00 p.m. Operational demands may necessitate variations in starting and ending times. During the summer months of July and August and during the holy month of Ramadan timings in alignment to the entire __________ will be followed. Flexible scheduling, or flextime, is available in some cases to allow employees to vary their starting and ending times each day within established limits. Flextime may be possible if a mutually workable schedule can be negotiated with the Department Head involved. However, such issues as staffing needs, the employees performance, and the nature of the job will be considered before approval of flextime. Employees should consult their Department Head to request participation in the flextime program. 2. Employee code number Whenever an employee joins the organizations a trainee; probation; permanent he / she is alloted a code No. ________ which shall be referred in all the official transactions in addition to his name. 3. Shift Working All the operations has a system of General shift working for 8 hours in a day , each area has got separate timings match to their functional requirements. The time will be notified to the employee concern at their respite departments.

4. Attendance Register At all the departments they should maintain a attendance register, for all the employees for marking attendance. The personnel concerned shall comply with all statutory formalities and forward the particulars after closing the wage period to HRD corporate for necessary payment of salary. 5. Weekly Off As per statutory obligations, that whenever an employee works for six days at a stretch he / she is entitled for a rest day i.e. 7th day otherwise calls weekly of . In case of emergency operations personnel could work continuously however in any case it should not be postponed beyond the 10th day. 6. Additional Duty Due to exigencies of work load or to take care of absenteetism, the office or operations might engage employee beyond the scheduled employee hours, whenever employees are advised to work additional duty due to production schedule or any other valid reasons, such employee shall be given compensatory off in some other working day . 7. Employee Movement Passes When ever an employee intends to leave the premises or sent on official work before schedule ending or the shift, he / she shall be allowed in writing to leave the premises by the authorized official, the same is called employee movement pass. 8. Attendance Attendance shall be marked daily according to he rules prescribed from time to time for the company. Employees who are required to sign the attendance register shall mark the time of reporting for duty. Employee who are required to punch time card shall get cards punched in the time clock at the time of reporting for duty and at the time of leaving duty. All employee shall report to their place of work punctually at the specified time in the manner directed by the management from time to time. No employee will be accepted on duty if he is late by more than 10 minutes on any day or comes late for more than 3 times in a calendar month. An employee who is absent from duty without prior or post factor sanctioned leave shall be liable for deduction of wages for the period of his absence.

9. Identity badge Every employee excluding ( Casual / Temporary / Apprentice ) will be issued an Identity Badge or other means of identifications. Every employee shall take atmost care to ensure against loss or theft of the Identity Badge . Loss or theft of the Badge shall be immediately notified in writing to the issuing authority. Every employee shall were Identity Badge in a conspicuous Position on his dress and hold the same in his custody while on duty as directed by the management from time to time. Vacation policy Sample employee vacation policy 1. Scope of policy This policy applies to all regular full-time and part-time employees. 2. Staff policy a. Employees with less than one (1) year of service will be granted paid vacation at the rate of 1 day for each complete month of service. b. Employees with one (1) or more years of service will be granted paid vacation in accordance with the following schedule: One (1) year but less than three (3) years: Three (3) weeks. Three (3) years but less than seven (7) years: Four (4) weeks. Seven (7) years or more: Five (5) weeks. 3. Executives policy a. Employees with less than one year of service will be granted paid vacation at the rate of one third (1/3) of a week for each complete month of service as of that date. b. Employees with one or more years of service will be granted paid vacation in accordance with the following schedule: One (1) year but less than seven (7) years: Four (4) weeks Seven (7) years but less than twenty-five (25) years: Five (5) weeks Twenty-five (25) years or more: Six (6) weeks 4. Scheduling of Vacations

a. Vacation may be divided into more than two periods where so requested by the employee, provided the employer consents. b. Scheduling of vacations shall be the responsibility of the Department Head who will ensure that all employees are given their full vacation entitlement while taking into account the preferences of staff, service and the maintenance of efficient departmental service. An employee is entitled to know the date of his/her annual vacation at least four (4) weeks in advance. Holiday policy Holiday policy 1. The fixed holidays are: New Years Day Martin Luther King, Jr. Day* Memorial Day Independence Day Labor Day Thanksgiving Day after Thanksgiving Christmas 2. Principles of holidays policy Employee get full salary at holidays. An employee must work the day before the holiday and the day following the holiday to be eligible for holiday pay. Biweekly employees who are required to work on a holiday that falls on their regularly scheduled day off will be paid at twice their regular rate and also receive another day off with pay either thirty days before or thirty days after the holiday. Unused holiday pay is paid out at the time of termination. When a holiday falls on the employees day off, the employee is to be given another day off with pay either thirty days before or after the holiday. Unused holiday pay is paid out at the time of termination. When the regular holiday falls on Saturday, the preceding Friday shall be considered the Company holiday. When the regular holiday falls on Sunday, the following Monday shall be the Company holiday.

 Employees are not allowed holiday pay while in an out-of-pay status such as leave of absence or layoff or while receiving short-term disability payments. If a Company holiday occurs on an eligible employees vacation day, it may either be counted as a holiday instead of a vacation day or added to the vacation period as an extra day of vacation. Biweekly employees who are eligible for paid holidays but who may be required to work on a Company holiday, will be paid at one and one half times their regular rate. Monthly employees who are required to work a holiday are paid their regular salary and are entitled to another day off. Sick leave policy Sick leave policy 1. Employee sick leave Employees shall be allowed to use their accrued sick leave to take time off from work for the following reasons: If an employee has, or has been exposed to, a contagious disease such that his or her presence on the job might jeopardize the health of others; and If an employees medically-related appointment(s) cannot be scheduled during his or her non-work hours. If medically necessary, during an employees temporary disability from performing his or her duties, including disability related to pregnancy or childbirth. 2. Family sick leave Employees also shall be allowed to use their accrued sick leave to take time off from work for the illness or death of an immediate family member. a. Immediate family An employees immediate family shall be considered the employees: Parents, including step-parents; Spouse; Children, including step-children and foster children; Siblings, including step-siblings; and Any relative, either by blood or marriage, living in the employees household.

b. Limit on amount of family sick leave The maximum amount of family sick leave that an employee may use is: 36 work hours for any one illness, injury or death; and 72 total work hours in a calendar year. 3. Process of sick leave An employee who wishes to use sick leave must comply with a management request for verification of the need to use sick leave. An employees use of paid sick leave may be denied if the employee fails to comply with a management request for verification of the need for sick leave. Forms of verification include, but are not limited to, the following: Certification from the employees physician that the employee currently has or has been exposed to a contagious disease such that his or her presence on the job might jeopardize the health of others; Evidence that the employee has a medical appointment that could not have been scheduled during the employees non-work hours. Certification from the employees treating physician that the employee is temporarily disabled from work. Overtime policy Overtime policy 1. Definition of overtime Overtime is time worked that exceeds the hours of a full-time employees regular daily schedule on pay status or exceeds 40 hours on pay status in a workweek. Pay status includes time worked and paid leave such as sick leave, military leave, compensatory time off, vacation leave, holidays, and administrative leave with pay. 2. Overtime Rates When employee work overtime, they will be paid at rate:

 Monday to Friday: 1.5 x hourly rate. Saturday, Sunday: 2.0 x hourly rate. Holidays: 3.0 x hourly rate. 3. Principles of working overtime Employees are paid for working overtime provide that they must be in compliance with principles as follows: Any overtime working must be agreed in advance with the line manager. Overtime will only be paid for periods of more than one hour in any day. Advance warning of overtime working will be given wherever practicable, but it is inevitable that some overtime may be required at short notice due to sickness or other emergencies. Claims must be made monthly, for overtime worked in the previous month, on authorized claim forms. Payments will be made through the payroll. 4. Health and safety Health and safety policy You can help avoid serious accidents and/or injury to yourself and others by following certain general safety rules. Violation of the safety regulations of the company may subject you to disciplinary action, up to and including termination of employment. 1. All control buttons and switches shall be properly identified as to their function and purpose. 2. All control buttons and switches shall be color-coded. 3. All unsafe work conditions shall be reported to a supervisor or the safety coordinator. 4. Report, in writing, all work-related accidents, injuries or illnesses to a supervisor or the safety coordinator. 5. Correct or report any safety device that is missing or inoperative. 6. Return tools and equipment to proper storage place after use. 7. Oily rags and containers that contained flammable liquids shall be disposed of immediately after use in covered metal containers.

8. Qualified personnel shall perform maintenance of equipment. Do not attempt to fix it yourself. 9. No jewelry, long hair or loose clothing is allowed around any machinery while operating. 10. Aisles and emergency exits shall be kept free of debris at all times and maintain a minimum width of 24. 11. Floors shall be kept clean and dry. 12. Floors and platforms shall be kept free of projections, obstructions, holes and loose boards. 13. Exits shall never be blocked or obstructed. 14. Fire extinguishers shall not be blocked or obstructed at any time. 15. Safety devices and guards shall not be removed, and/or will be replaced before operating any machine. 16. Horseplay and running shall be forbidden. 17. Smoking is not allowed in any enclosed space, which is company property. 18. Proper hygiene shall be used when leaving or returning to work areas for break and meal periods (i.e., washing hands). 19. Employees shall use proper lifting techniques as outlined in the Back Injury Prevention Program, to avoid over extension when lifting. 20. Head Protection: Employees exposed to flying or falling objects and/or electrical shock and burns shall be safeguarded by means of approved head protection where there is risk of hair entanglements in moving parts of machinery, combustibles or toxic contaminants, employees shall confine their hair. 21. Eye and Face Protection: Employees working in locations where eye hazards due to flying particles, hazardous substances or injurious light rays are inherent in the work or environment shall be safeguarded by and shall use employer-provided face or eye protection. suitable screens or shields isolating the hazardous exposure shall safeguard nearby employees. 22. Ear Protection: Ear Protection must be worn in areas outlined in the Noise and Hearing Program.

23. Failure to follow companys lockout, block out procedures when among other activities maintaining equipment or making adjustments to equipment. 24. Employees operating motor vehicles in their work must conform to, and maintain a safe driving record as outlined in, the companys Safe Operation of Vehicles policy. 25. Operating a forklift without being certified as a safe operator by the company in accordance with Cal OSHA standards. 26. Proper protective equipment described above shall be worn when handling Hazardous materials. If a respirator is required, employees must be fit-tested and Be trained for proper usage and cleaning. 27. Where eye protection is required and the employee requires vision correction, such eye protection shall be provided as follows: safety spectacles with suitable corrected lenses, or safety goggles designed to fit over spectacles 28. The wearing of contact lens is prohibited in working environments having harmful exposure to materials or light flashes, except when special precautionary procedures, medically approved, have been established for the protection of the exposed employee. 29. Body Protection: Body protection from hazardous or flying substances shall be Provided by clothing appropriate for the work being done. Loose sleeves, tails, ties, lapels, cuffs, etc., which may entangle in moving machinery shall not be worn. 30. Clothing saturated with flammable liquids, corrosive substances, irritants or oxidizing agents shall be removed and shall not be worn until properly cleaned. 31. Hand Protection: Gloves may be required for employees whose work exposes hands to hazardous substances, cuts or burns. The company will exercise great care when employees are required to wear gauntlet-type or loose-cuff type gloves while working around moving machinery. 32. Foot Protection: Appropriate foot protection shall be required for employees who are exposed to foot injuries from hot, corrosive, poisonous substances, falling objects, crushing or penetrating actions, which may cause injuries. 33. All protective devices shall be easily cleaned, disinfected, and not interchanged among employees until properly cleansed. 34. Respiratory Protection: Respirator shall be provided for employees who are exposed to hazardous vapors or dust which may cause injury. Information concerning type of equipment to use is provided on the Material Safety Data Sheet for each hazardous substance and should be consulted before handling any product.

 Smoking policy Smoking policy 1. General smoking policy The company aims to create a healthy, comfortable, and productive work environment. Therefore, the company is very careful to protect employees from second hand smoke. This said, the company prohibits smoking in the workplace. It is the responsibility of all employees to abide by this policy. Be careful to note the smoking policy of the specific work location. 2. Objective of this policy The Smoking Policy enables the company to: Safeguard the safety and health of staff, students, contractors and visitors. Reduce litter and maintain an attractive environment for all staff, contractors and visitors to enjoy and be proud of. Abide by legislative requirements such as the WA Occupational Safety and Health Act 1984, and Occupational Safety and Health Regulations 1996. Reduce the risk of fire. 3. How to smoke at company? If you wish to smoke, you may only do so in the following locations: [LOCATIONS] or Your personal office, which has walls from floor to ceiling and a door, enclosed from all its surroundings that is only occupied by you. A designated smoking area. If you choose to smoke in your office, you must close the door while smoking. In addition, you must be utilizing a filtering device or smoke eater that will prevent the smoke from bothering others when the door is opened. 4. Smoking is prohibited in: All company controlled buildings. Major thoroughfares and pathways.

 Within five metres of access points to buildings such as doors, windows, near airconditioning vents and ducts and no smoking signs. Substantially enclosed courtyards. All company vehicles and boats. Other areas designated as no smoking areas by signage 5. Breaches of the smoking policy All staff, contractors and visitors shall have the right to report breaches through the company reporting system. Managers and supervisors at all levels are encouraged to advise offenders of the Smoking Policy and request that they only smoke in areas where smoking is not prohibited. Managers and supervisors may also, at their discretion, inform offenders of assistance to quit smoking programs. Managers and supervisors at all levels shall report repeated breaches of the policy to their Deans (or equivalent) who shall manage such breaches in accordance with the relevant disciplinary procedures. Visitor policy 1. General visitor policy All employees need to ensure that any visitor coming to meet them takes prior appointment as far as possible. All the visitors to the premises must be met and the discussions held in the common reception/discussion area. If anyone is found to be transgressing this he/she shall be liable for suitable disciplinary action including termination from the services & organization reserves the right to prosecute the employee concerned or recover the damage incurred thereof. In case any visitor /govt. official in or around the premises, gets in touch with you and asks you for particulars or wants to hand over any document in the name of the company, please inform them to get in touch with Administration or HR department or put them in touch with Administration/HR personally. 2. Procedure of visitor policy

On the arrival of the visitor, Security would inform the concerned person who can either receive the visitor himself or direct the guest to the visitors area. After the visit the visitor should be escorted to the reception. However, if a visitor comes uninformed, security will check with the concerned person. If the person declines to accept or to receive the guest, the visitor would be sent back. If the visitor is accepted then the above-mentioned procedure will be followed. 3. An employee is not expected to: Discuss his/her company related activities with an outsider. Give out customer information. Comment on issues that are a subject matter in the court of law. Discuss financial projections of the company. Discuss plans, programs, products or operations of the company. Corporate security policy . Materials security Material being brought into the factory premises should be disclosed at the security and a security gate pass to be obtained before carrying it into the factory premises. Suspicious materials that come into the factory will be stopped at the main gate and thoroughly investigated before being sent into the factory. Material being taken out of the factory should be accompanied by a gate pass signed by the appropriate authority. The same is to be produced before the security on leaving the factory premises. Employees found taking out any material(s) belonging to the factory without a valid gate / security pass are liable for disciplinary action. 2. Movement Of Vehicles All personnel bringing their own vehicles should put the security clearance stickers in a prominent place on the vehicles that is visible to the security staff. All non personnel vehicles that come into the factory premises will be asked to park outside the factory premises. All vehicles are liable to be checked by security personnel while entering and leaving the factory premises. 3. Identity Cards

All employees are provided with an identity card (ID) which, contain employee particulars. The employee shall carry his ID card on him / her self visibly, at all times when inside the factory and present it while entering or leaving the factory or on demand by the security guard, supervisor or the HR department. The ID cards shall be the property of the factory and should be surrendered to the HR department on cessation of employment. Loss or damage of the ID card should be notified to the HR department immediately and a requisition for a duplicate card will have to be applied for in the Duplicate ID Card Issue Form. If the employee loses or damages his / her ID card for the first time the ID card will be replaced by the management free of charge. On loss or damage of an ID card for the second time a fee of 1 USD will be charged. 4. In and out of premises Entrance and exit from the premises shall be through prescribed gates only and every employee shall show his / her ID card to the security on duty while passing through such gates. The gates may be closed during working hours at the discretion of the management and employees must not leave the premises during the working hours without prior written permission from the appropriate authority. An employee who is not on duty shall not remain on the premises without permission from the manager or his / her authorized official. 5. Visitors security Visitors entering into the factory must be first verified via the intercom to check if the person they wish to meet is available and where they are, then the visitor has to register at the security office and obtain a visitors pass. While leaving, the Visitor should sign in the visitors register again at the security office mentioning his time of exit and return the visitors pass duly signed by the person visited before leaving the factory premises. Visitors are liable to be checked by security personnel while entering and leaving the factory premises. The visitors are not to be allowed on the shop floor without the permission of the Local HR head / Factory manager.

6. Search Of Employee(s) As deemed necessary; all employees entering or leaving the factory at any time are liable to be searched whilst within the premises by a person authorized to do so by the manager. To ensure that they are not in unauthorized possession of property belonging to the company or of other employees or of any articles prejudicial to the security of the factory or to other employees. In case of a female employee the search shall be carried out by another female person authorised by the management. 7. Business materials No employee shall take any paper, book, photographs, instruments, apparatus, documents or any other property of the factory or of the premises nor shall be in any way pass, or cause to be passed or disclose or cause to be disclosed any information or matter concerning the operations of the factory to any unauthorized person, company or corporation without the written permission of the Factory Manager. 8. Implementation of this policy If any employee is found doing so he / she would be liable for disciplinary action or may be suspended / terminated from service. Alcohol and drug policy 1. Purpose of alcohol and drug policy Using of alcohol and/or drugs by its employees should not impair their health and social life. Misuse of alcohol and/or drugs may have detrimental effects on an employees attendance and work performance, the interests of the company and its other employees are invoked. 2. Definition of alcohol and drug Alcohol is defined as: The habitual drinking of intoxicating liquor by an employee, whereby the employees ability to perform his/her duties is impaired or his/her attendance at work is interfered with, or he/she endangers the safety of others. and drug is defined as:

The habitual taking of drugs by an employee other than drugs prescribed as medication, whereby the employees ability to perform his/her duties is impaired, or his/her attendance at work is interfered with, or he/she endangers the safety of others. 3. Regulations The following are expressly prohibited while on company business or premises: Possession of prescribed medications not authorized for personal use. Reporting for duty with the presence in the body of alcohol or drugs above the accepted standards adopted in company. The use, possession, distribution and offering for sale of drugs or drug paraphernalia. The unauthorized use, possession, distribution, offering for sale of beverage alcohol Various investigation and testing procedures defined in the alcohol & drug practices may be used in support of this policy. 4. Reporting of alcohol and drug To minimize the risk of unsafe and unsatisfactory performance due to alcohol or drugs, staff are expected to report fit for work and remain fit for work throughout their workday or shift and when on scheduled call. 5. Implementation of this policy Disciplinary action up to and including termination will be taken for violations of this Policy and its related practices.

Discipline policy I. Behavior rules The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment.

 Fighting or threatening violence in the workplace. Threatening, intimidating or coercive behavior, abusive or vulgar language or any other language or conduct that interferes with the performance of other employees. Disruptive activity in the workplace. Violation of the policy against sexual harassment. Possession of a weapon or any other unauthorized item, such as firecrackers, that could pose a risk to the safety of others. Excessive absenteeism or absence of three days or more without notice. Insubordination (including, for example, any refusal to comply with instructions or to carry out work assignments) or lack of cooperation, whether in language or conduct. Unauthorized use of materials, time, equipment or other property. Violation of departmental policies. Theft or any unauthorized possession, removal or attempted removal of company property or the property of other employees. Falsification of job application, resume, time sheet or any other personnel document. Violation of the companys substance abuse or drug-free workplace policy. Gambling on premises or while on working time, whether on or off company premises. II/ Types of disciplinary policy In general, discipline for employees is applied in progressive steps as follows: 1. Oral warning 2. Written warning 3. Final written warning, suspension and/or disciplinary probation 4. Termination of employment 1. Oral Warnings If an employee is given an oral warning, the employee is informed of the warning by his or her manager. The warning is also recorded by the manager in writing and the record is placed in the employees personnel file. 2. Written Warnings

If an employee is issued a written warning or a final written warning, the manager will meet with the employee to discuss the disciplinary action and the employee will be asked to sign the warning. 3. Disciplinary Probation An employee may be placed on disciplinary probation for unsatisfactory performance or conduct. An employee placed on disciplinary probation will be given a written notice of probation, which generally provides an explanation of the reason for the action, the length of the probationary period and a plan of corrective action to be successfully completed during the period. 4. Investigative Suspension A suspension from work may be appropriate when circumstances require an investigation and it does not appear practical, desirable or in the best interests of the company or of the employee for the employee to remain at work during that investigation. 5. Disciplinary Suspension A disciplinary suspension is a suspension from work without pay for one or more days for a repeated or serious infraction of rules or policies. Computer policy . Use of technology equipment Log in using your own appropriate account. It is never acceptable to use someone elses account. Use computers for the purpose directed by business in charge. Employees are not to play games or use any other software unless the admin has given specific permission for this. Do not tamper with the computer system. It is unacceptable to seek access to restricted areas of the computer network. Do not bring floppy disks into computer rooms. Do not swap around any equipment. That is, no changing of keyboards, mice or other equipment from one computer to another. 2. Passwords Keep your password secret. If you suspect that someone may know your password, change it.

 It is unacceptable to gain, or to attempt to gain, another persons password or personal information. When a non-regular class is to use a computer room, employees need to make prior arrangement with the admin for password allocation. When a employee has been allocated a password, it is the employees responsibility to remember that password. If a employee forgets their password, he/she is to report to the IT manager to have it changed. A fee may be charged for this service. 3. Computer usage guidelines Users are to have valid, authorized accounts and may only use those computer resources which are specifically authorized. Users may only use their account in accordance with its authorized purpose. Users are responsible for safeguarding their own computer account. Users should not let another person use their account unless authorized by the system administrator for a specific purpose. Passwords should be changed often to ensure that private and secure files are kept secure. Users who choose to publish home pages on the World Wide Web must identify themselves as the author and provide a means to be contacted. In addition, they must include a disclaimer that the home page content reflects their own views and not necessarily that of the company. Users may not change, copy, delete, read or otherwise access files or software without permission of the custodian of the files or the system administrator. Users may not bypass accounting or security mechanisms to circumvent data protection schemes. Users may not attempt to modify software except when intended to be user customized. Users may neither prevent others from accessing the system nor unreasonably slow down the system by deliberately running wasteful jobs, playing games, engaging in nonproductive or idle chatting, or sending mass mailings or chain letters. Users shall assume that any software they did not create is copyrighted. They may neither distribute copyrighted proprietary material without the written consent of the copyright holder nor violate copyright or patent laws concerning computer software, documentation or other tangible assets.

 Users must not use the computer systems to violate any rules. A user shall disclose to the appropriate authorities misuses of computing resources or potential loopholes in computer systems security and cooperate with the systems administrator in the investigation of abuses. 4. Internet and email policy You can refer email policy at: Sample email policy. 1. Email accounts Company supply free email account to employees. Passwords should not be given to other people and should be changed once a month. Email accounts not used for 60 days will be deactivated and possibly deleted. 2. Email monitoring Emails can be monitored without prior notification if company deems this necessary. If there is evidence that you are not adhering to the guidelines set out in this policy, the company reserves the right to take disciplinary action, including termination and/or legal action. 3. Email regulations Do not send unsolicited email messages. Do not forge or attempt to forge email messages. Do not send email messages using another persons email account. It is strictly prohibited to send or forward emails containing libelous, defamatory, offensive, racist or obscene remarks. If you receive an e-mail of this nature, you must promptly notify your supervisor. Do not forward a message without acquiring permission from the sender first. Do not copy a message or attachment belonging to another user without permission of the originator. Do not disguise or attempt to disguise your identity when sending mail.

4. Personal use of email Email system of company is used for business only but company allows the reasonable use of email for personal use if certain guidelines are adhered to: Do not send mass mailings. All messages distributed via the companys email system, even personal emails, are companys property. Personal use must not be connected with any use or application that conflicts with an employees obligations to staffordshire university as their employer. Personal use must not be connected to any purpose or application that conflicts with the universitys rules, regulations, policies and procedures. Personal use must comply with the universitys policies and regulations, in particular the email policy. A level of use that is reasonable and not detrimental to the main purpose for which the facilities are provided. Priority must be given to use of resources for the main purpose for which they are provided. Personal use must not be of a commercial or profit-making nature, or for any other form of personal financial gain. Personal use must not be of a nature that competes with the university in business. 5. Confidential provision To avoid sending confidential information by e-mail, employee must: Secure the information by including it in a Microsoft word / excel file and protecting it with a password. Then provide the recipient with the password by means of other communication, for instance by telephone. 6. Disclaimer provision The disclaimer provision will be added to each outgoing email: This email and any files transmitted with it are confidential and intended solely for the use of the individual or entity to whom they are addressed. If you have received this email in error please notify the system manager. Please note that any views or opinions presented in

this email are solely those of the author and do not necessarily represent those of the company. Finally, the recipient should check this email and any attachments for the presence of viruses. The company accepts no liability for any damage caused by any virus transmitted by this email. Internet use policy 1. Internet using Use of the internet is permitted and encouraged where such use supports the goals and objectives of the business. However, employees must: Use the internet in an acceptable way. Comply with current legislation. Do not create unnecessary business risk to the company by their misuse of the internet. 2. Employees duties Users should follow the electronic mail policy. The privacy of other users should be respected especially in respect to disclosing passwords to anyone; reading the mail of others; and revealing personal addresses or phone numbers. By the same token, users should avoid listing personal information in such an insecure forum as the Internet. Users are expected to use the Internet for educational and research purposes. Conventional chat room sessions, game playing, and abuse of e-mail privileges are not considered educational research. Users must respect copyright laws pertaining to material obtained. Users must properly cite and not plagiarize any sources. Users will be held accountable for all activities including the content of materials sent by mail, news, or any other means using the account privileges. Users will not masquerade as or misrepresent other users. 3. Unacceptable behavior of using internet In particular the following is deemed unacceptable use or behavior by employees:

 Publishing defamatory and/or knowingly false material, your colleagues and/or our customers on social networking sites, blogs (online journals), wikis and any online publishing format. Undertaking deliberate activities that waste staff effort or networked resources. Introducing any form of malicious software into the corporate network. Visiting internet sites that contain obscene, hateful, pornographic or otherwise illegal material. Using the computer to perpetrate any form of fraud, or software, film or music piracy. Hacking into unauthorized areas. Using the internet to send offensive or harassing material to other users. Downloading commercial software or any copyrighted materials belonging to third parties, unless this download is covered or permitted under a commercial agreement or other such licence. 4. Monitoring of using internet The company maintains the right to monitor the volume of internet and network traffic, together with the internet sites visited. The specific content of any transactions will not be monitored unless there is a suspicion of improper use.

5. Employee relations Communication policy 1. Notice Boards All communication from the management to the employees will be put up on the notice board as early as possible by the management.

2. Bulletin Board The Company will keep a Bulletin Board at a prominent Location in the Office for all its internal communications. Employees are requested to update themselves on the changes in the Bulletin Board. 3. Instant Messenger The Company also uses an Instant Messenger connected through a network, for an internal communication. Employees can also make use of the Messenger facility to communicate within themselves. Employees are restricted to send any obscene or vulgar messages to CoEmployees using the Instant Messenger. Offenders will have to face a disciplinary action suggested by the Company. 4. Web Mail The Company will also use the Web Mail to communicate with the employees. 5. Board Meetings Board Meetings will be held at frequent intervals and only the Senior Level as authorized by the management are allowed to attend these meetings. Other personnel may be invited to attend on a need basis. All directors are involved in the decision making process and will have one vote each. The Managing Director will have the absolute right to decide which subject on the agenda will be put through a voting process and the final decision will be made by the Managing Director or the General Manager in his absence after the vote which will be binding on all Employees. Minutes of the Previous Board Meeting will be circulated at the subsequent Board Meeting. Staff meetings will be held at least two (2) times a year. These informative meetings allow Employees to be informed of recent Company activities and changes in the workplace. 6. Suggestion Box. The Company encourages employees who have suggestions that they do not want to offer orally or in person to write them down and leave them with their Superior or the Management. Every care will be taken to preserve the Employees privacy. No action will be taken on anonymous complaints or suggestions and the management has the right to reject such suggestions.

Suggestions may be sent by e- mail to their respective Superior or Departmental Manager. 7. Procedure for Handling Complaints. Under normal working conditions, Employees who have a job-related problem, question or complaint should first discuss it with their immediate Superior. At this level, Employees usually reach the simplest, quickest, and most satisfactory solution. If the Employee and Superior cannot solve the problem, the Company encourages the Employee to escalate the issue upwards in the management hierarchy until the problem is resolved. 8. Grievances An employee shall convey grievances to the Management only in writing. The Management shall respond, in writing and within a reasonable time, as to whether the grievances would be given due consideration or otherwise. The Management may opt to implement corrective measures immediately or at their discretion, establish a Board of Inquiry to review and consider the grievances. The Board of Inquiry shall recommend to Management the corrective measures to be undertaken Problem resolution policy . General of problem resolution policy Company is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from company supervisors and management. Company strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism. If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with company in a reasonable, business-like manner, or for using the problem resolution procedure. If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. 2. Procedure of problem resolution

The employee may discontinue the procedure at any step. Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to HR dept or any other member of management. Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion. Employee presents problem to HR dept if problem is unresolved. HR dept counsels and advises employee, assists in putting problem in writing and visits with employees manager(s), if necessary. Employee presents problem to the CEO in writing. The CEO reviews and considers problem. The CEO informs employee of decision and forwards copy of written response to HR dept for employees file. The General Manager has full authority to make any adjustment deemed appropriate to resolve the problem. Not every problem can be resolved to everyones total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyones job security. Personal appearance policy 1. General policy Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image company presents to customers and visitors. During business hours or when representing company, you are expected to present a clean, neat, and tasteful appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards. This is particularly true if your job involves dealing with customers or visitors in person. 2. Detail regulations Without unduly restricting individual tastes, the following personal appearance guidelines should be followed: Jeans, bermudas, t-shirt, and shorts do not present appropriate professional attire.

 Multiple ear piercings (more than one ring in each ear) are not professionally appropriate and must not be worn during business hours. Visible excessive tattoos and similar body art must be covered during business hours. Unnaturally colored hair and extreme hairstyles, such as spiked hair and shaved heads, do not present an appropriate professional appearance. Offensive body odor and poor personal hygiene is not professionally acceptable. Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours. Conflicts of interest policy