Professional Documents
Culture Documents
ADMINISTRATIVE
MANUAL
__________________________________________________________________________________________
Address of the Company :
XYX XYZ XXUU XIXUX PVT LTD. .
- Name of Head of Institution
__________________________________________________________________________________________
RULES AND REGULATIONS
GOVERNING EMPLOYMENT
AT
XYX XYZ XXUU XIXUX PVT.
LTD.,
KKKKKK
CONTENTS
INTRODUCTION 1
SECTION 1
DEFINITIONS 2
SECTION 2
HIS TORY OF CHANGE 5
2.1 CHANGES IN POLICY 5
2.2 RATIONALE FOR CHANGE 5
2.3 KEY CHANGES 5
2.4 HUMAN RESOURCE REORGANISATION 6
SECTION 3
CORPORATE PHILOSOPHY AND CULTURE
3.1 CORPORATE HISTORY 7
3.2 VISION 7
3.3 MISSION 8
3.4 WORD OF HONOR 8
SECTION 4
EMPLOYMENT,POLICIES,RULES & PRACTICES
4.1 EMPLOYMENT APPLICATION 9
4.2 SELECTION AND RECRUITMENT 9
4.3 TRANSFER AND REASSIGNMENT 9
4.4 NON-DISCRIMINATION 10
4.5 NON-DISCLOSURE/CONFIDENTIALITY 10
4.6 NEW EMPLOYEE ORIENTATION 10
4.7 PROBATIONARY PERIOD FOR NEW EMPLOYEES 11
4.8 OFFICE HOURS/SHIFT TIMINGS 11
4.9 LUNCH PERIODS 12
4.10 BREAK PERIODS 12
4.11 PERSONNEL FILES 12
4.12 PERSONNEL DATA CHANGES 12
4.13 EMPLOYEE PERFORMANCE REVIEW&PLANNING SESSIONS 12
4.14 OUTSIDE EMPLOYMENT 13
4.15 CORRECTIVE ACTION 13
4.16 EMPLOYMENT TERMINATION 13
4.17 SUMMARY DISMISSAL - MISCONDUCT 14
4.18 AGE OF RETIREMENT 14
4.19 SAFETY 15
4.20 HEALTH-RELATED ISSUES 15
4.21 EMPLOYEE REQUIRING MEDICAL ATTENTION 15
4.22 BUILDING SECURITY 16
4.23 PERSONAL BELONGINGS 16
4.24 COMPANY PROPERTY 16
4.25 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY 16
4.26 VISITORS IN THE WORKPLACE 17
4.27 IMMIGRATION LAW COMPLIANCE 17
4.28 INCLEMENT WEATHER AND EMERGENCY 17
SECTION 5
CODE OF CONDUCT 18
5.1 ATTENDANCE/ PUNCTUALITY 18
5.2 ABSENCE WITHOUT NOTICE 19
5.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT 19
5.4 TELEPHONE USE 19
5.5 INTERNET USE 19
5.6 USAGE OF ILLEGAL SOFTWARE 20
5.7 DRESS CODE 20
5.8 TOBACCO PRODUCTS 20
5.9 OFFICE CLEANLINESS 20
5.10 SUBSTANCE ABUSE 21
5.11 POWER/WATER SAVING 21
5.12 SAFETY PRECAUTIONS 21
5.13 PROTECTION OF ENVIRONMENT 21
5.14 GIFT OR FAVOR 22
SECTION 6
WAGE AND SALARIES POLICIES
6.1 BASIC PAY SCALES 23
6.2 SALARY 23
6.3 COMPUTATION OF DAILY AND HOURLY RATES 23
6.4 ANNUAL INCREMENT 24
6.5 LUMPSUM PAYMENT 24
6.6 OVERTIME 24
6.7 PAYDAYS 25
6.1 BONUS/EX-GRATIA 25
SECTION 7
EXPENSES REIMBURSEMENT POLICIES 26
7.1 EXPENSES REIMBURSEMENT 26
7.2 MOBILE PHONE 26
7.3 TRANSPORTATION EXPENSES 26
7.4 LOCAL CONVEYANCE ALLOWANCE 26
7.5 TRAVEL REIMBURSEMENT 27
7.6 FOREIGN TRAVEL RULES 27
7.7 TOUR REPORT 28
7.8 PARKING 28
SECTION 8
BENEFITS AND SERVICES
8.1 MEDICAL BENEFITS 29
8.2 MEDICLAIM INSURANCE 29
8.3 HOSPITALIZATION SCHEME 29
8.4 TAX DEDUCTION AT SOURCE 29
8.5 PROFESSIONAL TAX 29
8.6 EMPLOYEES PROVIDENT FUND 29
8.7 EMPLOYEES GRATUITY 30
8.8 VACATION/ LEAVE 30
8.8.1 PRIVILEGE LEAVE 30
8.8.2 CASUAL LEAVE 32
8.8.3 SICK LEAVE 32
8.8.4 MATERNITY LEAVE 32
8.8.5 PATERNITY LEAVE 32
8.6.6 EMERGENCY LEAVE 33
8. 6.7 PAYMENT IN LIEU OF VACATION/LEAVE 33
8. 6.8 LEAVE TRAVEL ALLOWANCE 33
8. 7 CONVEYANCE 33
8. 8 FOOD/SNACKS 33
8. 9 RECORD KEEPING 34
8. 10 PUBLIC HOLIDAYS 34
8. 11 TRAINING AND PROFESSIONAL DEVELOPMENT 34
8. 12 UNIFORMS, WORKING CLOTHES AND SAFETY SHOES 34
SECTION 9
EMPLOYEE COMMUNICATIONS
9.1 BOARD MEETINGS AND STAFF MEETINGS 36
9.2 BULLETIN BOARDS 36
9.3 SUGGESTION BOX 36
9.4 PROCEDURE FOR HANDLING COMPLAINTS 36
9.5 GRIEVANCES 37
9.6 PRESS RELATIONS 37
9.7 VIDEOGRAPHY/PHOTOGRAPHY 37
SECTION 10
BREACHES
10.1 BREACH OF CODE :CONDUCT,POLICIES,RULESPRACTICES 38
INTRODUCTION .
This Handbook will serve as a guide to the Terms and Conditions of Employment,
benefits and other related matters pertaining to the service of a staff of XYX XYZ XXUU
XIXUX Private Limited (PPPP), KKKKKK.
It supplements the Terms & Conditions of Employment as detailed in the staff contract
of service agreement.
The company reserves the right to amend, delete or annex any terms and conditions of
service as and when necessary. The Board of Directors will approve all changes to the
terms and conditions of service.
These terms and conditions will, where applicable, be subjected to the provisions of any
relevant Government legislation and its amendments.
The content of this book is to be kept strictly confidential and is intended to be used as
reference for the company and the staff.
Any doubt or query concerning the content of this handbook should be forwarded to the
Human Resource Department.
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SECTION 1 .
Definitions
1.1 “PPPP” shall mean XYX XYZ XXUU XIXUX PVT LTD.
1.2 ”COMPANY” shall mean XYX XYZ XXUU XIXUX Private Limited (PPPP). The
term “company” or “organization” may also be used interchangeably.
1.4 ”STAFF” shall mean employees, who are in the permanent employment of the
company. The term staff, or employee(s) may be used interchangeably to refer to the
same meaning.
1.5 “CONFIRMED STAFF” Confirmed staff means employees who have successfully
completed the probationary period and are confirmed in the permanent employment of
the company.
1.6 “IN WRITING” shall mean in a formal communiqué in the form of physical
document.
1.7 “BOARD OF INQUIRY” shall mean a group of Employees and/or outside persons
appointed by Management to hear and consider disputes. The Board shall comprise
members who are independent, unbiased and impartial to the dispute under
consideration.
1.8 “SUPERIOR” shall mean your immediate reporting officer shall mean any
Manager.
1.9 “DEPARTMENTAL MANAGER” shall mean a person who works for XYX XYZ
XXUU XIXUX PVT LTD., on a salaried basis and who have completed his/her
probationary period.
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1.11 "SALARY" shall mean basic salary and all other payments, if any, in cash
payable to an Employee for work done in respect of his/her contract of service but does
not include any payment by way of commission, subsistence, allowance and other
overtime payment.
1.14 “COMPANY PROPERTY” shall mean all XYX XYZ XXUU XIXUX PVT LTD
owned or leased property used by Employees.
1.16 “DRUG” shall mean any chemical substance that produces physical, mental,
emotional, or behavioral change in the user.
1.18 “ILLEGAL DRUG” ” shall mean any drug or derivative thereof whose use,
possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal
or regulated under any federal, state, or local law or regulation.
1.19 “UNDER THE INFLUENCE Any drug, including – but not limited to – a
prescription drug, used for any reason other than that prescribed by a physician.
Inhalants used illegally. shall mean a state of not having the normal use of mental or
physical faculties resulting from the voluntary introduction into the body of an alcoholic
beverage, drug, or substance of abuse.“
1.20 OUTSTATION shall mean any state in India that is outside the state in which the
Company is located.
SECTION 2 .
History of Change
2.2 Rationale for Change. The Company has been using an Office Manual that
was created in the year 2003. Since then the Company has undergone tremendous
change and growth. These quantitative and qualitative developments necessitated an
update to that manual.
2.3 Key Changes. Almost all aspects have been modified to make this as a
Official manual. This handbook has a “Definitions” page to facilitate easier and more
accurate reference to common terms used. Company policies & all benefits and day to
day governing rules are also more comprehensively mentioned.
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2.4 Human Resource Reorganisation. The Company has adopted a new set of
categorization for staff. This reorganization is to provide a fairer basis for performance
reviews, reassignment of duties and benefits and entitlements. The Company has also
stipulated that a formal performance review is to be held at least once a year whilst
informal ones can be conducted as and when deemed necessary.
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SECTION 3 .
3.3. Mission. To manufacture and sell products confirming to the prescribed quality
norms within time at a reasonably good price through a process that is professional, fair
and impartial. To supply products and to ensure 100% reliability and compatibility with
OEM standard to our customers, of high quality, that they would set the standard of
excellence for the industry and continually reinforce our standing as an industry leader.
To achieve ______________ per year production by _____ and establish as a major
player in _______________ Industry.
SECTION 4 .
4.7 Probationary for New Employees. The specific probationary period shall
be stated in the Letter of Appointment. During this time, Employees have the
opportunity to evaluate the Company as a place to work and his/her Superior have the
first opportunity to evaluate the Employee. During this probationary period, both the
Employee and the Company have the right to terminate employment by giving one
week’s notice. For Managerial Staffs the notice time during probationary period is one
month. Upon satisfactory completion of the probationary period, a review will be given.
Probationary Employees are expected to meet and maintain the Company standards for
job performance and behavior (See Section 5, Code of Conduct). During the period of
probation, no leave will be granted. However, the leave applicable to the employee for
the probation duration will be accounted for on completion of such period.
4.8 Office Hours/Shift Timings. The Company’s office hours are from 9.00 a.m.
to 5.30 p.m. Mondays through Saturday, except for Holidays. For Management,
Executive & Administrative Categories 2nd & 4th Saturdays will be holidays. The
standard workweek is Forty eight (48) hours of work. Certain employees whose
services are required throughout the working period will have to operate on a shift basis
such that no employee is required to work for more than 9hrs a day subject to
exigencies of work. The shifts of such employees will be decided after deliberation by
the management which will be binding on all employees. Requests for change of shifts
will be considered only if appropriate slots are available without compromising on the
quality of the work concerned. All employees are required to observe the normal hours
of work. The management may at its discretion re-arrange the prescribed working days
and hours depending on operational needs.
4.9 Lunch Periods. Employees are allowed a half hour lunch break. Lunch
breaks are generally taken between the hours of 12.30pm and 2.30pm on a staggered
schedule (approved by Management) so that the company remains operational during
the lunch hour.
4.10 Break Periods. The Company does not provide any break for Employees
during office hours except for the above outlined lunch period as in Section 4.9. Tea
breaks and coffee breaks are as such not allowed. Breakfast during the office hours is
also not allowed. Prior approval from a Superior or Manager is necessary for such a
break, if so required. If an Employee have unexpected personal business to take care
of, he/she must notify his/her direct Superior to discuss time away from work and make
provisions as necessary. Personal business shall be conducted on the Employee’s own
time. Employees who do not adhere to the break policy will be subject to disciplinary
action.
4.11 Personnel Files. Employee personal files include the following: job
application form, resume, copy of the acknowledgement letter of submission of original
certificates, records of participation in training events, salary history, records of
disciplinary action and documents related to Employee performance reviews, coaching,
and mentoring. Personnel files are the property of the Company, and access to the
information is restricted. Only management personnel of the Company who have a
legitimate reason to review the file are allowed to do so. Employees who wish to review
their own file should contact their Superior or Personnel Department. With reasonable
advance notice, the Employee may review his/her personnel file in Company’s office
and in the presence of their Superior or Personnel Department Representative.
ways in which the Employee can accomplish goals or learn new skills. The planning
sessions are designed for the Employee and his/her Superior to make and agree on
new goals, skills, and areas for improvement. The Company directly links wage and
salary increases with performance of work. The Employee’s performance review and
planning sessions will have a direct effect on any changes in his/her compensation. For
this reason among others, it is important to prepare for these reviews carefully, and
participate in them fully. New Employees will be reviewed at the end of their
probationary periods. After the initial review, the Employee will be reviewed yearly.
4.14. Outside Employment. Employees are not allowed to hold outside jobs even
in non-related supplier/customer community and society or professions regardless of
whether the Employee have met the performance standards of their job description.
Unless otherwise approved by the Company, Employees engaged in alternative work
(part time or full time), will be subject to the Company’s disciplinary action or termination
of employment.
4.15 Corrective Action. Employees are expected to adhere strictly to the work
rules and code of conduct . When an Employee deviates from these rules and
standards, the Employee’s Departmental Manager shall take corrective action.
Corrective action shall be progressive. That is, the action taken in response to a rule
infraction or violation of standards, typically follows a pattern increasing in seriousness
until the infraction or violation is corrected. The usual sequence of corrective actions
includes an oral warning, a written warning, probation, and finally termination of
employment. In deciding which initial corrective action would be appropriate, the
Departmental Manager will consider the seriousness of the infraction, the
circumstances surrounding the matter, and the Employee’s previous record.
When a confirmed Employee intends to terminate his/her employment, he/she shall give
the Company a written notice in accordance with the appointment letter. For
Employees under probation, please refer to section 4.7. Any Employee who terminates
employment shall return all files, records, keys, and any other materials that are
property of the Company to immediate Superior. No final settlement of an Employee’s
pay will be made until all items are returned in appropriate condition and payment in
lieu, of any, is fully settled and a no dues certificate is issued by the accounts and
personnel dept. The cost of replacing non-returned items will be deducted from the
Employee’s final pay cheque. If the deduction from the Employees’s final cheque is
insufficient, the Employee is required to settle the outstanding before leaving the
Company. Furthermore, any outstanding financial obligations owed to the Company will
also be deducted from the Employee’s final cheque. All accrued vested benefits that are
due and payable at termination will be paid. Managerial designatories will have to give
a written notice of Three months prior to resignation from service while other employees
will have to give a written notice of one month prior to resignation from service.
However once a notice is given, The management reserves the right to prematurely
terminate the employment under certain conditions such as 1) A suitable replacement
is found in which case all accrued benefits will be paid to the employee upto the date of
termination 2) The Employee’s conduct with fellow employees and the management is
not cordial and respectful in which case premature termination of employment without a
board of inquiry will be observed uniformly for all employees. In such cases the
management will decide on a case by case basis if the accrued benefits will be paid at
all and if paid whether in full or in part. Though committed to a progressive approach to
corrective action, certain rule infractions and violations of standards are grounds for
immediate termination of employment. These include but are not limited to: theft in any
form, insubordinate behavior, vandalism or destruction of Company property
,inadequate care of company equipment, the use of Company equipment and/or
Company vehicles without prior authorization from Management, untruthfulness about
personal work history, skills, or training, divulging Company business practices, and
misrepresentations of the Company to a contractor/supplier, a prospective customer,
the general public, or an Employee.
4.22. Building Security. All Employees who are issued keys to the office are
responsible for their safekeeping. These Employees will sign a Register kept for the
purpose upon receiving the key. Employees who are not authorized to the issued keys
are not allowed to duplicate the office keys. Actions shall be taken against anyone who
breaks the rules. The last Employee, or a designated Employee, who leaves the office
at the end of the business day assumes the responsibility to ensure that all doors are
securely locked and all appliances and lights are turned off with exception of the lights
normally left on for security purposes. Where applicable, the Employee shall ensure that
the alarm system is armed and air-conditioners are set on appropriate evening and/or
weekend setting. Each Employee is expected to obey safety rules and exercise caution
and common sense in all work activities. Employees must immediately report any
unsafe conditions to their Superior. Employees who violate safety standards, cause
hazardous or dangerous situations, or fail to report, or where appropriate, remedy such
situations, may be subject to disciplinary action including termination of employment. In
the case of an accident that results in injury, regardless of how insignificant the injury
may appear, Employees should notify their Superior, and/or manager (See Section
4.21, Employee Requiring Medical Attention).
4.23. Personal Belongings. All Employees are responsible for their own personal
belongings and properties left at the office. The Company assumes no liabilities for any
loss or damage to personal belongings and property.
4.24. Company Property. The Company’s office space, equipment, materials and
other properties shall be used only for PPPP business. Employee who uses the
Company’s portable property such as Mobile Phones, Laptop, Video Projector, Camera
and Video Camera are responsible for the safekeeping of these equipments. The
Employee will be held responsible for any loss or damage to these portable properties.
Cost of replacement or repair will be borne by the Employee.
4.26. Visitors in the Workplace. To provide for the safety and security of
Employees, visitors, and the Company’s facilities, only authorized visitors are allowed in
the workplace. Restricting unauthorized visitors helps ensure security, decreases
insurance liability, protects confidential information, safeguards Employee welfare, and
avoids potential distractions and disturbances. All visitors must enter through the main
reception area, accompanied by the staff who is playing host to the visitor. Authorized
visitors will be escorted to their destination and must be accompanied by an Employee
at all times. The visitors must not wander around the office unaccompanied.
4.27. Immigration Law Compliance. The Company only employs Indian citizens
and individuals with approved work permit authorized to work in India in compliance
with the Immigration Reform and Control Act. Where applicable, Employee in countries
outside India will have to abide by the respective country’s immigration law.
SECTION 5 .
Code of Conduct. The work rules and code of conduct are very important, and
the Company regards them seriously. All Employees are urged to become familiar with
these rules and code of conduct. In addition, Employees are expected to follow the
rules and code of conduct faithfully in doing their own jobs and conducting the
Company’s business. Any Employee who deviates from these rules and conduct will be
subject to corrective action, up to and including termination of employment (See Section
4.15, Corrective Action). While not intended to list all the forms of behavior that are
considered unacceptable in the workplace, the following are examples of rule infractions
or misconduct that may result in disciplinary action, including termination of
employment. Theft or inappropriate removal or possession of property; Working under
the influence of alcohol or medically illegal drugs ; Possession, distribution, sale,
transfer, or use of alcohol or medically illegal drugs in the workplace ; Fighting or
threatening violence in the workplace; Boisterous or disruptive activity in the workplace;
Negligence or improper conduct leading to damage of Company-owned or customer-
owned property; Insubordination or other disrespectful conduct; Violation of safety or
health rules; Smoking in the workplace is permitted is designated areas ; Sexual or
other unlawful or unwelcome harassment ; Excessive absenteeism or any absence
without notice ; Unauthorized use of telephones, or other Company-owned equipment ;
Using Company equipment for purposes other than business (i.e. playing games on
computers or personal Internet usage); Unauthorized disclosure of business “secrets” or
confidential information; Violation of personnel policies; Offering and accepting bribes,
kickbacks and other illegal payments.
5.5 Internet Use. Employees are allowed use of the Internet and e-mail when
necessary to serve our customers and conduct the Company’s business. Employees
may use the Internet when appropriate to access information needed to conduct
business of the Company. Employees may use e-mail when appropriate for Company
business correspondence. Use of the Internet must not disrupt operation of the
Company computer network. Use of the Internet must not interfere with an Employee's
productivity. Employees are responsible for using the Internet in a manner that is ethical
and lawful. Internet messages are public and not private. The Company reserves the
right to access and monitor all files and messages on its systems.
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5.6 Usage of Illegal Software. Employees are not allowed to use Company’s
computer system to download or install illegal or unauthorized programs, software or
data. In case it is found that any illegal software has been downloaded in any system,
the person operating the particular computer will be held responsible for the lapse and
necessary disciplinary action will be initiated against him/her.
5.7 Dress Code. While the Company do not wish to limit the Employee's
expressions of taste and individuality, the Employee's must be aware that what the
Employee wear to work is a reflection of the Employee’s own professionalism and that
of the Company. Employee is to be dressed appropriately for the type of business and
the Employee’s position in particular. In addition, certain requirements must be
observed. Clothing should not be provocative (e.g. low-cut, revealing and extremely
tight fitting). The Employee’s clothing should not be hazardous to his/her own safety
(e.g. open-toed shoes/sandals). Extremely casual dressing is generally not considered
appropriate for work. Management considers the following examples, on its own, as
inappropriate working attire : -strap outfits, Tank tops or revealing blouses, Short mini
skirts, Pedal pushers and T – shirts. Obviously, a professional appearance is especially
important for those Employees who at any time come in contact with clients and/or
potential customers. Please use good judgment and good taste, remembering rightly or
wrongly, people do judge the Employee as the organization, based in part of the
Employee’s appearance.
5.8 Tobacco Products. The use of tobacco products is not permitted anywhere
in the Company’s premises except in authorized and designated locations. Employees
must follow all rules posted in designated smoking areas and adhere to all policies
associated with this policy (See Section 4.19, Safety).
5.13 Protection of Environment. We have borrowed this world from our children
and it has to be returned to them without causing any damage to the environment. We
in XYX XYZ XXUU XIXUX Pvt Ltd., pledge to preserve the environment and undertake
not to involve ourselves in any activities that may pollute the Air, Earth and other
substances. All norms as prescribed by Pollution Control Department will be strictly
adhered to. Effective arrangements shall be made for the treatment of wastes.
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5.14. Gift or Favor. It is the policy of the company that no employee or any member
of his immediate family will accept any form of gifts or favors from contractors,
suppliers, clients/customers, or any other party having business dealings with the
company. However, in such circumstances where it is customary to do so, employees
are permitted to accept such gifts of nominal value or favors provided that such gifts or
favors are not extended and/or accepted for the purpose or with intention of :-
5.14.2. Inducing such employee to perform or omit any act in violation of his
proper duties and responsibilities.
5.14.3. Inducing such employee to use or direct any other person to use his
influence with a government, or any of its representatives, divisions or agencies to
affect or influence any act or decision of any such government, representative, division
or agency and in any or all of the above cases, for the purposes of expediting,
benefiting, prejudicing or affecting in any way whatsoever whether directly or indirectly
the business dealings or relationship of the gift giver with the company.
5.14.4. For the purpose of this section, “Nominal Value’ of a gift is defined as the
sum of the gift(s) having the aggregate monetary value of not more than Rupees Three
Hundred only (Rs 300). Employees are required to report to their respective Head of
Department on all gifts or favors received which exceed the above nominal value.
5.14.5. Any employees in doubt as to the nature or purpose of the gift or favor
must consult the HR Manager who will decide, either in consultation with or through his
own accord, the course of action in respect of such gift or favor. Gifts which cannot be
accepted by the employee will be:-
SECTION 6 .
6.2 Salary. Salary means the amount of monthly basic remuneration paid by the
company for services rendered solely to the company by the staff. It also refers to the
basic pay, which the staff is entitled to according to grade and pay range formulated by
the company from time to time and it does not include any fixed or variable allowances,
bonus, subsidies or any other benefits in kind.
6.7 Paydays. All Employees shall be paid monthly on a scheduled payday, usually
on the 3rd day of the subsequent month. In the event that a regularly scheduled payday
falls on a weekend or holiday, Employees shall receive pay on the next day of
operation. The Company pays Employees by way of a direct credit into the Employee’s
bank accounts with ICICI Bank. Employees shall be notified, in the event of a change in
the Company’s bankers. The salary is credited into respective Employees accounts at
ICICI Bank after deduction of Tax, instalments towards loans and advances and other
mandatory contributions, For certain category of employees the salary will be given in
cash as decided by the Management.
SECTION 7 .
7.2 Mobile Phone. For certain employees, mobile phones have been issued by
the Company with a ceiling limit for talk time. Expenses incurred over and above the
ceiling will be payable by the employee. For certain Employees who are eligible to
claim for re-imbursement of mobile phone usage, the ceiling will be fixed by the
management on case to case basis and accordingly can be claimed once in a month on
production of the bill and receipt.
7.6. Foreign Travel Rules. These rules will apply to all those who undertake
travel abroad for and on behalf of PPPP. Foreign travel will normally be undertaken in
economy class only. However, if the continuous travel involves more than seven hours,
General Manager and above can travel by business class.
7.6.1. Foreign Travel Documents. Obtaining foreign travel documents shall be the
responsibility of the person who is undertaking foreign travel. However, the office and
the authorised travel agent of the office shall extend all assistance in this regard to
those undertaking foreign travel. The cost of these documents including the visa fees
incurred in India will be reimbursed by the company. However, no reimbursement will
be permitted for visa fees paid outside India in foreign exchange except where specific
foreign exchange has been granted for the purpose or evidence can be produced that
foreign exchange for the purpose has been obtained without any contravention of the
Foreign Exchange Rules.
7.6.3. Airport Tax. The airport tax paid in Indian rupees will be reimbursed by the
company. No reimbursement will be made of the airport taxes paid outside India from
the foreign exchange.
7.7. Tour Report. On return from any outstation tour, a report about the visit will be
submitted at the earliest and not later than one week for follow-up action.
7.8 Parking. The Company does not provide parking facilities for the Employees
with the exception of certain Employees. This provision of parking facility is at the sole
discretion of the Management.
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SECTION 8 .
8.2 Mediclaim Insurance. The Company offers Mediclaim insurance programs for
certain Employees (as determined by the carrier of the policies). Detail information on
coverage is available on request from the Personnel Department. Employees are
encouraged to find alternative coverage should the individual Employee feels that the
coverage is insufficient. Families of employees are not covered under Mediclaim
Insurance.
8.3 Hospitalization Scheme. The Company does not subscribe for its Employees
any Hospitalization coverage.
8.4 Tax Deduction at Source. Tax will be deducted at source for all employees
at the designated rates every month and a copy of the income tax returns that have
been filed will be kept in employees’ personal file of the employee concerned.
8.5 Professional Tax. Professional tax will be deducted and remitted as per the
taxation schedules based on gross salaries, applicable in different locations of the
country, where the employees are employed.
8.6 Employees Provident Fund. The company will contribute the statutory
contribution for the benefit of employees. Any contribution made by the employer and
the employee to any statutory funds or social security will be at the rate gazetted by the
Government and/or other authorities vested with the power to decide the same. Every
Employee shall contribute 12% of his/her gross salary and the Company shall
contribute for each Employee an amount equivalent to 12% of the salary towards the
Employees Provident Fund . Salary means the last drawn salary.
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Years of Service
More than 5 but less than 10 ---------2 weeks salary for every completed year of service
More than 10 but less than 15 -------------3 weeks salary for every completed year of
service
More than 15 but less than 20 ------------1 month salary for every completed year of
service
More than 20 years -----------------------1 1/2 months salary for every completed year of
service
8.8 Vacation/ Leave. Paid vacation is only available to Employees following their
confirmation of service in the first-year of employment with the Company and is
provided based on the following guidelines:
8.8.1 Privileged Leave. The Employees will be allowed one month’s Privilege
Leave (inclusive of holidays and Sundays/ weekly offs) for 11 months active service in a
year on full pay. All Employees can accumulate privilege leave upto a maximum of 300
days. Privilege leave cannot be availed more than 5 times in a year. Privilege leave
cannot be converted into or combined with any other type of leave, other than sick leave
in case of genuine needs. (This will be at the discretion of the Management). In
calculating leave, fraction of leave of half day or more shall be treated as one full day’s
leave and fraction less than half day will be omitted. For calculation of privilege leave,
either prefix or suffix can be allowed as holiday and not both. However, if period of
privilege leave is two weeks and more, prefix or suffix holidays will not be treated as
days of privilege leave availed. Application for privilege leave shall normally be made at
least one week in advance of availing leave. When an employee proceeds on Privilege
Leave, he will be permitted to encash a part of his accumulated leave on his making an
application for encashment on the following conditions:
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Employees who have completed one year of continuous service shall be entitled to
privilege leave of 30 days. For the purpose of calculation, (a) any days of lay-off, by
agreement or contract or as permissible under the standing orders; (b) in the case of a
female worker, maternity leave for any number of days not exceeding twelve weeks;
and (c) the leave earned in the year prior to that in which the leave is enjoyed; shall be
deemed to be days on which the worker has worked in a factory for the purpose of
computation of the period of 240 days or more, but shall not earn leave for these days.
The leave admissible under this sub-section shall be exclusive of all holidays whether
occurring during or at either end of the period of leave. If a worker is discharged or
dismissed from service or quits his employment or is superannuated or dies while in
service, during the course of the calendar year, he or his heir or nominee, as the case
may be, shall be entitled to wages in lieu of the quantum of leave to which he was
entitled immediately before his discharge, dismissal, quitting of employment,
superannuation or death calculated at the rates specified above, even if he had not
worked for the entire period specified therein making him eligible to avail of such leave.
Where the worker is discharged or dismissed or quits employment, such payment shall
be made before the expiry of the second working day from the date of such discharge,
dismissal, or quitting and where the worker is superannuated or dies while in service,
before the expiry of two months from the date of such superannuation or death. If a
worker does not in any one calendar year take the whole of the leave allowed to him,
any leave not taken by him shall be added to the leave to be allowed to him in the
succeeding calendar year : PROVIDED that the total number of days of leave that may
be carried forward to a succeeding year shall not exceed thirty days and that a worker,
who has applied for leave with wages but has not been given by the management due
to any exigencies of service, such leave (leave refused) shall be carried forward to next
year without any limit. A worker may at any time apply in writing to the manager of a
factory not less than fifteen days before the date on which he wishes his leave to begin,
to take all the leave or any portion thereof allowable to him during the calendar year :
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8.8.2 Casual Leave. Every confirmed employee will be allowed 8 days casual leave
on full pay in a calendar year. Employees can avail half day casual leave for first half or
second half of the shift with prior permission. Employees who join service in the course
of the year will be allowed proportionate casual leave after their confirmation in the
Company’s service. While calculating casual leave, fraction of leave for half day or
more shall be treated as full day’s leave and fraction of less than half day shall be
omitted. The casual leave is non-accumulative. However, unavailed full day casual
leave will be added to the privilege leave in the following year. Not more than two days
of CL can be taken at a time.
8.8.3 Sick Leave. Every confirmed employee will be allowed 4 days sick on full pay
in a calendar year. Granting of Sick Leave will be at the sole discretion of the
Management. Employees covered by ESI will get benefits as per ESI scheme.
Absence for 3 days and more on sickness ground shall be supported by a medical
certificate from a panel Doctor in case of ESI covered employees, and from a
Registered Medical Practitioner in the case of Non ESI employees. Employees who
join service during the year will be entitled only to the proportionate sick leave after their
confirmation into Company’s service. Sick leave can neither be combined with casual
leave nor encashed. According to the provisions, the employee should inform his/her
Superior before 10.00 am on the same day. The Superior is then responsible to inform
Personnel Department.
8.8.4 Maternity Leave. A married female employee will be granted paid maternity
leave up to a maximum of 12 consecutive weeks as required by the relevant
legislation’s applicable, or in force. However, a staff may apply for an additional one-
(1) month leave based on a certificate issued by a certified medical practitioner as
required by the Maternity Benefits Act 1961. This is only applicable for only the first
delivery. A formal application will be submitted to the department head at least 30 days
in advance.
8.8.5 Paternity leave. A male confirmed Employee shall be entitled to one day's
leave on the birth of a child by his legal wife. This is only applicable for up to Two (2)
children in the family.
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8.6.7 Payment in lieu of Vacation/Leave. All Employees are to make the most of
their vacation time. Regular breaks from daily work make everyone more productive.
However, because circumstances may not always permit everyone to take vacation
time when it is requested, at the discretion of Management, PPPP may offer Employees
the option of taking the monetary equivalent of their earned vacation days at their
regular daily rate.
8.6.8 Leave Travel Allowance. Certain employees for whom the facility is available
may re-imburse the LTA submitting proof of travel and receipts thereon in accordance
with the Letter of Appointment. Separate orders will be issued on claiming LTA.
8.8 Food/Snacks. The management at its own discretion may or may not provide
food to employees. The food/snacks may be provided free of cost or in subsidized rate
as decided by the management. It is expected that all employees observe strict
discipline inside the canteen and maintain cleanliness. Coffee/Tea will be provided to
technical/skilled employees at their workplace and duration of Coffee/Tea breaks will be
five minutes. For managerial staffs, coffee/tea will be served at their table and
executives/administrative staffs will go to the vending machines to get their coffee/tea.
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8.10 Public Holidays. PPPP observes all publicly declared national holidays i.e,
Republic day, May Day, Independence day, Gandhi Jayanthi and Kannada Rajyotsava
day. Apart from these, five more festivals as decided by the Management (in
accordance with local customs) will be declared as Holidays for the Company.
Notification to this effect will be placed in Bulletin Board.
8.12.1 Uniforms.
Drivers. 3 Sets of Terrycotton pants and Full Sleeved Shirts once in two
years. One pair of shoes per year.
Office Boys. 3 Sets of Terry cotton pants and full sleeved shirts once in two
years. One pair of shoes per year.
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8.12.3 New Uniforms/shoes etc., when due, will be issued only in exchange of old
uniforms/shoes etc. The items mentioned above will be issued to the employees at
100% subsidized cost. Initial issue will be made in the month of January. Subsequent
issues will be made generally during the month of January of each succeeding year
uniformly to eligible workmen. It is the responsibility of each employee that their
uniforms/safety shoes are maintained/cleaned properly and in good repair. If new
replacement is required during the intervening period because of wear & tear, the
Company will provide a new pair of safety shoes/uniforms to those deserving at the
following rates of subsidy:
Subsidy
8.12.4 Washing Allowance. Washing allowance at the rate of Rs 50/- per month
will be paid to Employees who are provided with Uniforms/Working Clothes.
Employees in receipt of washing allowance will make their own arrangements and get
their uniforms washed and keep their shoes polished. The washing allowance will be
payable only to an employee who has attended work for at least for twelve days.
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SECTION 9 .
Employee Communications
9.1 Board Meetings and Staff Meetings. Board Meetings will be held at
frequent intervals and only the Senior Level Managers 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.
9.6 Press Relations. Employees should not give press statements or grant
interviews to the press, television or radio on any matters connected with the Company,
particularly on policy matters, without the prior consent of the Management.
SECTION 10 .
Breaches