Professional Documents
Culture Documents
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Confidentiality
This handbook (Handbook or HR Handbook) is confidential to XYZ India Limited (the
Company, XYZ or Management), and is accordingly, intended for the sole use of the
recipients, and is not to be distributed, quoted, or referred to, in whole or in part, to any third
party without the Companys prior written consent; provided however it may be shared with the
employees of the Company, shareholders and intermediaries involved in connection with it
thereto. This Handbook is designed to provide authoritative and accurate information in regard
to the subject matter covered. It does not constitute an advertisement or any form of solicitation.
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All rights reserved. No part of this publication may be reproduced or transmitted in any form by
any means, electronic or mechanical, including photocopy, recording or any information storage
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and retrieval system without permission in writing from Evaluer. Request for permission to
reproduce content should be directed to the website of the firm at www.Evaluer.co.in or a letter
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tected by the copyright laws of the United States and Canada and by
Y PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE,
TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL
Y BE SUED IN A COURT OF LAW.
Evaluer.
2013 Evaluer India Limited. All Rights Reserved. Printed in India. The firm reserves the right to
make changes in the Handbook at its sole discretion. Evaluer acknowledges the proprietary
rights of the trademarks and product names of other parties mentioned in this document.
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TABLE
OF
CONTENTS
1.1
1.2
1.3
2.
3.
3.1
3.2
3.3
3.4
3.5
3.6
3.7
3.8
4.
4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
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2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
2.9
2.10
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This Handbook is designed to acquaint you with human resource policies of the Company
and provide you with information about working conditions, employee benefits, and
some of the policies affecting your employment. You should read, understand, and
comply with all provisions of the Handbook. It describes many of your responsibilities as
an employee and outlines the programs developed by XYZ to benefit employees. One of
our objectives is to provide a work environment that is conducive to both personal and
professional growth.
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supplement, or rescind any policies or portion of the Handbook from time to time as it
deems appropriate, in its sole and absolute discretion. Employees will be notified of such
changes to the Handbook as they occur.
CUSTOMER RELATIONS
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1.3
INTRODUCTORY STATEMENT
Customers are among our organization's most valuable assets. Every employee
represents the Company to our customers and the public. The way we do our jobs
presents an image of our entire organization. Customers judge all of us by how they are
Copyright Biztree Inc. 2010. All rights reserved. Protected by the copyright laws of the United States and Canada and by
international treaties. IT IS ILLEGAL AND STRICTLY PROHIBITED TO DISTRIBUTE, PUBLISH, OFFER FOR SALE,
LICENSE OR SUBLICENSE, GIVE OR DISCLOSE TO ANY OTHER PARTY, THIS PRODUCT IN HARD COPY OR DIGITAL
FORM. ALL OFFENDERS WILL AUTOMATICALLY BE SUED IN A COURT OF LAW.
1.2
treated with each employee contact. Therefore, one of our first business priorities is to
assist any customer or potential customer. Nothing is more important than being
courteous, friendly, helpful, and prompt in the attention you give to customers. The
Company will provide customer relations and services training to all employees with
extensive customer contact. Customers who wish to lodge specific comments or
complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE]
for appropriate action. Our personal contact with the public, our manners on the
telephone, and the communications we send to customers are a reflection not only of
ourselves, but also of the professionalism of XYZ. Positive customer relations not only
enhance the public's perception or image of the Company, but also pay off in greater
customer loyalty and increased sales and profit.
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soon as possible the existence of any actual or potential conflict of interest so that
safeguards can be established to protect all parties. Personal gain may result not only in
cases where an employee or relative has a significant ownership in a firm with which the
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Company does business, but also when an employee or relative receives any kickback,
bribe, substantial gift, or special consideration as a result of any transaction or business
2.7
DOUBLE EMPLOYMENT
During the tenure of your employment with the Company, you shall wholly devote
yourself to the work assigned to you and shall not undertake any other employment
either in full or on part time basis without prior permission of the Management in writing.
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3.
3.1
EMPLOYMENT CATEGORIES
The relationship between an employer and employee begins with the issuing of letter of
appointment and its acceptance by the employee and becomes a contract of employment
between the two. Since in general contracts, the parties are bound by the terms of
contract and are liable for breach thereof, so also in a contract of employment, the
employer and the employee are governed by the terms of employment, spelt in the letter
of appointment and thus assumes great significance in determining the rights and
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1.
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and
who
is
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temporary
2.
Probationer
permanent nature.
Are those whose performance is being evaluated
to determine whether further employment in a
specific position at the Company is appropriate.
Employees who satisfactorily complete the
probation period will be notified of their new
employment classification.
3.
Apprentice / Trainee
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Maternity leave can be availed by female employees who have worked for a
period of at least 80 (Eighty) days at the Company.
(ii)
For the purpose of calculating 80 (Eighty) days on which a woman has actually
worked, the days for which she was on holidays declared under any law for the
time being in force to be holidays with wages shall be taken into account.
(iii) The maximum period for which any woman shall be entitled to maternity leave
is 12 (Twelve) weeks, of which not more than 6 (Six) weeks shall precede the
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application, stating the date from which she will be absent from work, not being
a date earlier than 6 (Six) weeks from the date of her expected delivery. The
application shall be accompanied by such proof as may be prescribed that the
(v)
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woman is pregnant.
for a period of 6 (Six) weeks immediately following the day of her miscarriage
or, as the case may be, her medical termination of pregnancy.
4.12 HOLIDAYS
In addition to the above mentioned leaves, an employee will be entitled to 3 (Three)
national holidays, viz 26th January, 15th August, and 2nd October, besides Holi, Janam
Ashtmi, Dushehra, Dewali, and Guru Nanaks Birthday.
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6.8
Employees whose travel plans have been approved should make all travel arrangements
through the Companys accounts department. When approved, the actual costs of travel,
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meals, lodging, and other expenses directly related to accomplishing business travel
objectives will be reimbursed by the Company. Employees are expected to limit expenses
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to reasonable amounts. Expenses that generally will be reimbursed include the following:
a) Airfare, train or bus fare for travel, as entitled.
b) Fares for shuttle or airport bus service, where available.
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f) Charges for telephone calls, fax, and similar services required for business
purposes.
Employees are encouraged to use their cellular telephone or calling cards when traveling.
Cash advances to cover anticipated expenses may be made to employees, after travel
plan has been approved. Employees should submit a written request to their supervisor
in the format annexed when travel advances are needed. When travel is completed,
employees should submit completed travel expense reports within 10 (Ten) days. Reports
should be accompanied by receipts for all individual expenses.
In addition to the above, the Company has formulated a fair and generous policy for
conveyance expenses incurred by employees for Company errands:
a) If the employees use their personal vehicle the reimbursement rates would be as
follows:
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b) If the employees use taxi service for conveyance then reimbursement shall be
made only against the actual amounts mentioned in the receipts of the taxi
operator with clearly mentioned mileage and per km rates of the taxi. Approval
for use of taxi should be obtained prior to proceeding for the work.
c) A Conveyance Reimbursement Form (CRF) format annexed has to be filled up
and sent to the accounts department by the 3rd of the month subsequent to the
month in which the expenses were incurred. The form should be duly signed by
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f) Employees shall only receive reimbursement for actual, reasonable travel costs up
to reasonable limits only.
g) A daily log book shall be maintained having itineraries of employees travelling for
Company business.
h) Company reserves the right to add, alter, amend, or cancel this policy at its
discretion if needed in future.
Employees should contact their supervisor for guidance and assistance on procedures
related to travel arrangements, travel advances, expense reports, reimbursement for
specific expenses, or any other business travel issues.
Abuse of this business travel expenses policy, including falsifying expense reports to
reflect costs not incurred by the employee, can be grounds for disciplinary action, up to
and including termination of employment.
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6.10
EMAIL USAGE
All employees who use the Companys email system are required to comply with the
following:
a) Business use: The email system is to be used solely for business purposes of the
Company and not for personal purposes of the employees. Email may not be used
to solicit others for commercial ventures, religious or political causes, outside
organizations, or other non-business matters.
b) Ownership: All information and messages that are created, sent, received or
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stored on the Companys email system is the sole property of the Company.
c) Email review: All email is subject to the right of the Company to monitor, access,
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read, disclose and use such email without prior notice to the originators and
recipients of such email. Email may be monitored and read by authorized
personnel for the Company for any violations of law, breaches of Company
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offensive messages such as racial, sexual, or religious slurs or jokes are prohibited.
Sexually explicit messages or images, cartoons or jokes are prohibited.
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7.
7.1
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c)
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f)
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j)
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7.2
a)
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the same sex as the harasser. The following is a partial list of sexual harassment examples:
c)
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f)
g)
slurs, or jokes.
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