Induction

Programme
Pacifica’s Management Philosophy:
 We Develop &
Residential Mix Use Project
Construct

Commercial Hotels

Townships
IT Park
 Contents
• Pacifica Overview
• Pacifica Vision
• Pacifica Mission
• Pacifica business History

• Pacifica Indian Operations

• Pacifica US Operations
• Company Policy
• Nature of Employment
• Employment Status & Records
• Employment Benefit Programmes
• Time keeping & Payroll
• Work conditions & Hours
• Leaves of Absence
• Employment Conduct & Disciplinary action
• Miscellaneous
 Pacifica La Habitat, Ahmedabad

Overview
• Privately held Real Estate &
Hospitality Management Company
with its headquarter in San Diego,
California and offices through out US
and India
• Pacifica's vast Real Estate portfolio
includes Hotels, Office Buildings,
Industrial Buildings, Retail Shopping
Centers, Apartment projects, Mixed-
use Developments, Residential Tech Park, Chennai
Communities, and Land Development
Projects

• Current Portfolio comprises of more

than $3.0 billion in real estate assets
and employs nearly 2,500 people
across US & India

• Acquired properties worth $700

million in 2004, $1 billion in 2005 &
2006 yearly both in the US & Asia
 Pacifica’s
Vision
“To establish a National
leading position in the real
estate industry, spanning the
spectrum of all real estate
development”
 Pacifica’s
Mission
 To provide World-class infrastructure
in the country

 To contribute towards economic

growth by bringing international
standards of living

 Try to fulfill the Housing needs of the

people by developing better
residential schemes across India

 Create new employment

opportunities across India

 Pacifica intends to focus on various

developing cities of India in
alignment with the respective state
government policies and rules for
the development of real estate

 Bring in more FDIs to the country

 Business History
 Pacifica Companies is an independently owned,
International Company that has been in business
since 1978

 Our Founder, Mr. Ashok Israni, started Pacifica

Companies in United States of America

 It is his futuristic vision & an Expert Management

Team that has built the Company to the
Impressive Office it is today

 We have grown to a Company comprised of over

200 different entities employees over 2500
people across two continents

 It was Pacifica’s dream to return to India to

pursue the untapped real estate potential that
exists today

 The charter Indian Office of Pacifica Companies is

located in Ahmedabad and since the founding of
that office in September 2005
 Mr. Ashok
Israni
Mr. Ashok ( Ash ) : Israni is Pacifica’s
Chairman and Founder, and the Intellect &
Mastermind of Pacifica Companies

He holds a Graduate Degree in Electrical

Engineering and is an ardent believer in
professionalism.

He has built Pacifica Companies to be a

Company that prides itself on hard work,
professionalism and Integrity

Mr. Deepak
Israni :
Mr. Deepak Israni is the President
and CEO of Pacifica Companies

He holds a Mechanical Engineering

Degree & is a brilliant businessman.

He plays a key leader in a diverse

range of real estate projects for over
seventeen years

His commitment to Pacifica

Companies is immeasurable, and he
combines practical knowledge with
 Mr. Sushil
Israni :
Mr. Sushil Israni oversees all hospitality
related assets for the Company

He carries with himself a Bachelors

Degree in Accounting and a Post
Graduate Diploma in Marketing with
various Hotel Management Franchise
Certifications

The Hospitality arm of Pacifica

Mr. Rakesh
Companies is a significant portion of the
overall Company, ranging from
acquisition and renovation to Hotel and
Israni :
Motel Management by Pacifica Host

Mr. Rakesh (Rocky) Israni is the Director

for India Investments

He carries Bachelors or Commerce

Degree and Several Certified Courses in
Hotel Management & for ten years in the
US Office, where he organized and
managed multi million dollar Hotel and
Real Estate Projects

His sincere and effective work strategy

has been implied for functioning in India,
 PACIFICA – US
Operations
Developed more than 5 million
square feet of office, industrial,
retail, and residential properties
Hotels
Owns and operates 35 hotels,
totaling more than 6,000 rooms

Residential
•Developing residential projects
over 1,000 acres of land in USA
•Acquired more that 8,000
multifamily units over the last 5
year
 PACIFICA – US
Operations
Commercial
• Currently owns and manages
several Million Square Feet of
Office, owns multi tenant and
single tenant retail and Industrial
properties
Retail
• Currently owns approximately
700,000 square feet of retail with
leases to retailers such as Kohl’s,
Von’s, and various other large
and small tenants

Industrial
• Development of 50 acre industrial
project in USA in 2004
PACIFICA – Presence in
US
Offices in India
Western office: Ahmedabad-
Gujarat
Southern offices: Bangalore –
Karnataka,
Hyderabad –
A.P,
Chennai -
Tamilnadu
Northern office: Gurgaon -
Haryana
PACIFICA – Projects in India
GURGAON

IT Park

Hotel project

AHMEDABAD
Green Acres Residential

La Habitat Residential

Courtyard by Marriott

Star Category Hotel

The Meadows

Baroda

Hotel project

HYDERABAD
4 Star Hotel

Hyderabad Residential

*As of 24th August, 2009

PACIFICA – Projects in India
PUNE
Mixed Use Project

Township Project

Hotel Project

BANGALORE
Mixed Use Project

Hotel Project

CHENNAI

IT Park

Township Project

*As of 24th August, 2009

 Glimpse of Projects in
Tech Park, Chennai India La Habitat, Ahmedabad

The Meadows, Ahmedabad

Green Acres, Ahmedabad Courtyard Marriott, Ahmedabad

PACIFICA – Brand
Associations
 Importance of Customers & Business
Associates
• Pacifica believes that our Customers and
business acquaintances are among our
organization's most valuable assets
• Every employee represents Pacifica to our
customers and the public
• The way we do our jobs presents an image of
our entire organization
• One of our first business priorities is to assist
any customer or potential customer
• In Pacifica there is nothing more important than
being courteous, friendly, helpful & prompt
towards its customers
• Pacifica will provide customer relations &
services training to all employees with
extensive customer contact
• Our personal contact with the public, our
manners on the phone & the communication
we send to customers are a reflection not only
 Employment
Segment
 Nature of Employment

 Employee Relations

 Work Culture

 Business Ethics & Culture

 Hiring of Relatives

 Employee Medical
Examinations

 Outside Employment

 Conflicts of Interest

 Non Disclosures

 Joining Formalities
 Nature of
Employment
 Employment with Pacifica is voluntarily entered into, and the
employee is free to resign at will, from submission of the
resignation letter with cause, except for those bound if in an
agreement contract

 Incase one would want to terminate the employment during the

contract period; the given employee might be penalized.

 The penalty so to be levied would be at the discretion of the

management
 Employee
 At Pacifica Companies we
Relations
believe that the work
conditions, wages, and
benefits it offers are
competitive as per the
industry norms.

 If employees have
concerns about work
conditions or
compensation, they are
strongly encouraged to
voice these concerns
openly and directly to the
HRD-Admin Dept.
 Work Culture at
• Pacifica is an equal opportunity
Pacifica
employer & believes in building a
successful & efficient team !

• Pacifica provides every employee with

ample opportunities to grow as
professionals, domain experts &
leaders.

• We aim to create the right work

environment by clubbing state-of-the-
art infrastructure, transparency,
constant training for technical and soft
skills, competitive opportunities to test
employees' skills

• Any employees with queries or

concerns about any type of
discrimination or uneasiness in the
workplace are encouraged to bring
these issues to the attention of the
HRD Dept., without fear of reprisal
 Business Ethics &
♦ The successful business operation and reputation of Pacifica Companies is
built uponConduct
the principles of fair dealing and ethical conduct of our
employees, thereby defining our success Mantra of Trust, Ethics &
Quality.

♦ Our reputation for integrity and excellence requires careful observance of

the spirit and letter of all applicable laws and regulations, as well as a
scrupulous regard for the highest standards of conduct and personal
integrity

♦ The continued success of Pacifica is dependent upon our customers' trust

and we are dedicated to preserving that trust.

♦ Pacifica will comply with all applicable laws and regulations and expects
its employees to conduct business in accordance with the letter, spirit,
and intent of all relevant laws

♦ If a situation arises where it is difficult to determine the proper course of

action, the matter should be discussed openly with your immediate
supervisor and, if necessary, with the Department Manager for advice and
consultation

♦ Compliance with this policy of business ethics and conduct is the

responsibility of every Pacifica employee
 Hiring of
Relatives
The employment of relatives in the same area of
an organization may cause serious conflicts and
problems with favoritism and employee morale

In addition to claims of partiality in treatment at

work, personal conflicts from outside the work
environment can be carried over into day-to-day
working relationships

For purposes of this policy, a relative is any person

who is related by blood or marriage, or whose
relationship with the employee is similar to that of
persons who are related by blood or marriage is not
hired in Pacifica

This policy applies to all employees.

 Employee Medical
Examinations
 To help ensure that employees are able to perform their duties
safely, medical examinations may be required

 After an offer has been made to an applicant entering a

designated job category, the employee could be asked to
undergo a medical examination

 This test would be performed at the Employee’s expense by a

health professional of Pacifica's choice

 On completion of a year with the company, the employee could

claim the medical checkup expenditure from the company

 The offer of employment and assignment to duties is contingent

upon satisfactory completion of the exam

 Information on an employee's medical condition or history will be

kept separate and maintained confidentially
 Outside
Employment

• Employees may hold outside jobs as long as they meet

the performance standards of their job with Pacifica

• All employees will be judged by the same performance

standards and will be subject to Pacifica's scheduling
demands, regardless of any existing outside work
requirements

• Outside employment that constitutes a conflict of

interest is prohibited
 Conflict of
• Employees have an obligation to conduct business within guidelines that
Interest
prohibit actual or potential conflicts of interest
• This policy establishes only the framework within which Pacifica wishes the
business to operate
• Unusual gain refers to bribes, product bonuses, special fringe benefits,
unusual price breaks, and other windfalls
• Promotional plans that could be interpreted to involve unusual gain require
specific executive-level approval
• An actual or potential conflict of interest occurs when an employee is in a
position to influence a decision that may result in a personal gain for that
employee or for a relative as a result of Pacifica’s business dealings
• If employees has any influence on transactions involving purchases,
contracts, or leases, it is imperative that they disclose to an officer of
Pacifica as 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 which Pacifica 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 dealings
involving Pacifica
 Non
Disclosures
The protection of confidential business information and trade secrets is
vital to the interests and the success of Pacifica Companies. Such
confidential information includes, but is not limited to, the following
examples:
• Compensation data
• Computer programs and codes
• Customer lists
• Customer preferences
• Financial information
• Marketing strategies
• New materials research
• Pending projects and proposals
• Research and development strategies
• Technological data
• Technological prototypes
Employees who improperly use or disclose trade secrets or confidential
business information will be subject to disciplinary action, up to and
including termination of employment, even if they do not actually
benefit from the disclosed information
Joining Formalities
Every Employee would need to provide the following at/during
the time of commencing Employment at Pacifica
• Copy of the reliving letter from the previous
organization/s
• Copy of proof of age
• Copy of degree/diploma in support of educational
qualifications.
• Passport size photographs
• Latest salary slip
• Form 16/16AA & Form 12B
• Copy of Permanent Account Number
• Medical certificate issued by a registered Medical
It is very important that the info. so provided is absolutely
practitioner stating that the candidate is
accurate & if it is found at a later stage that any information so
medically fit
provided is not correct, intentionally or unintentionally, the
employee would be subject penalty, leading up termination of
employment, based on the final assessment by the Management
 Employment Status &
Record
- Employment Categories

- Employment Reference Checks

- Appointment Letter & Probation

Period

- Employment Applications

- Access to Personal Files & Data

Changes

- Performance Evaluation

- Job Descriptions
 Employment
Categories
REGULAR FULL-TIME:
• Employees those who are not in a temporary or introductory status and who are regularly scheduled to work
Pacifica's full-time schedule

• They are eligible for Pacifica's benefit package, subject to the terms, conditions, and limitations of each benefit
program

REGULAR PART-TIME:
• Employees are those who are not in a temporary or introductory status and who are regularly scheduled to work
for Pacifica's half-time schedule

• Generally, they are not eligible for Pacifica's benefit package

OUTSOURCED:
• These are employees who would work either at the Company’s Premises or any other location, but would not be
on the Companies Payroll

• Service in this category cannot be credited in any way toward any benefit program, even if the employee is
later assigned to a benefit-eligible category
 Employment Reference
Checks
• It is the policy of Pacifica to check the
employment references of all applicants

• Usually at the time of commencement

of employment one would be asked to
provide two referrals for the same

• Incase, the provided information is not

accurate, the management may take an
uncompromising action, which could
also mean, termination of employment
with Pacifica.

• Pacifica will respond to all reference

check inquiries from other employers

• Responses to such inquiries will confirm

only dates of employment, wage rates,
and position(s) held
 Appointment Letter &
• Every new employee would receive his appointment letter within
one monthProbation
of commencement Period
of employment with Pacifica. Also,
we do not provide any financial information on the offer letter

• All new employees would be on probation for a period of three

months

• On completion of two & half months of service with the

company, the HR department will send a Probationer’s Appraisal
form to the respective HOD/Senior for assessment of the
employee’s performance

• Once the appraisal is obtained, the HR department will issue a

letter in writing for confirmation or extension of probation, as the
case may be

• Incase the employee is not found suitable for confirmation the

probation period may be extended by a period of 3 months

• In a given case where the performance is not as per

expectation, the temporary employment with Pacifica
Companies would be terminated without the extension or after 3
months of extension & dissatisfactory review
 The probationary appraisal is completed by the supervisor and is used
to communicate the following to the staff member:

1) Whether his/her demonstrated skills and abilities are sufficiently

well matched with the position.
2) To provide guidance for meeting expectations during the next
Probationary period of the performance cycle.
Appraisal Format 3) If the employment relationship should be continued or terminated.

COMPETENCIES: Consider the extent to which the employee has

Employee demonstrated these generic competencies during the probationary
period.

Supervisor Evaluation: Indicate the extent to which the employee’s performance

has Evaluation: met expectations

Department

Job Title

Grade

Start Date

Probationary Period End

Date

Cont
d..
Sr. No Competencies Meets Expectations Additional time Does not meet Comments
needed expectations.

1 Job Knowledge – An understanding of and

the ability to perform the major
responsibilities.
2 Orientation to the Dept. and the
Company – An understanding of the
context within which the job exists and
for achieving expected results.

3 Communications/Customer Service - The

ability to listen, seek clarifications,
follow instructions, share appropriate
information, and to provide effective
customer service.

4 Computing, Systems and Procedures –

Proficiency with related software,
systems, procedures, and other tools
related to the job.

5 Compliance with Policies - Complies with

attendance policies, supports mutually
respectful interactions, supports
mutually respectful interactions &
supports a safe and secure workplace.

Contd
…
 D ACTION: Kindly indicate the appropriate action and return to the HRD Dept. within 3 days of being g
mployment contingent on continued satisfactory performance.
ationary Period for the next 3 months.
mployment, without the extension.
3 months of extended probation, temporarily employment to be terminated.

Suggestive Response Response Remark Signature

From

Senior/Supervisor-if
applicable

Dept. Head

HRD Dept-if applicable

Director-as per
prerequisite.

X
Employee
 Employment
Applications
• Pacifica relies upon the accuracy of information contained in
the employment application, as well as the accuracy of other
data presented throughout the hiring process and
employment

• Any misrepresentations, falsifications, or material omissions

in any of this information or data may result in the exclusion
of the individual from further consideration for employment
or, if the person has been hired, termination of employment
Access to Personal Files & Data
Changes
• At Pacifica Companies, we maintain a personnel file on each
employee

• The personnel file includes information such as the

employee's job application, resume, records of training,
documentation of performance appraisals and salary
increases, and other employment records

• Personnel files are the property of Pacifica, and access to the

information they contain is restricted

• If any personnel data has changed, notify the HRD Dept &
his/her Dept. Head
 Performance
• We at Pacifica believe that “Perhaps, one of the
Evaluation
most important roles of a manager or a
supervisor is to motivate, encourage, build, train,
reinforce & modify behavior of every employee

• Supervisors and employees are strongly

encouraged to discuss job performance and goals
on an informal, day-to-day basis

• A formal written performance evaluation will be

conducted at the end of an employee's initial
period of hire, known as the introductory period

• Additional formal performance evaluations are

conducted to provide both supervisors and
employees the opportunity to discuss job tasks,
identify and correct weaknesses, encourage and
recognize strengths, and discuss positive,
purposeful approaches for meeting goals

• This would be conducted in the months of

January to March of every year

• Only the full time employees, who have

 Performance Evaluation
Method
Graphic Rating Scale Method:
Particulars Poor Average Good Excellent

Quantity of Work 1 2 3 4

Quality of Work 1 2 3 4

Job Knowledge 1 2 3 4

Dependability 1 2 3 4

Attitude 1 2 3 4

Absenteeism & 1 2 3 4
Punctuality

Appearance 1 2 3 4
Here,
4 is
excellent
3 is good
2 is average
1 is poor
 Basis of
Nomenclature
1) QUANTITY OF WORK: Acceptability of the productive output
under normal conditions, doing a full days work as expected
A - EXCELLENT: Works fast, completes assignments in shortest
possible time. Often over-reaches the targets
B - GOOD: work is reasonably good. Assignments are completed in
time, puts in a little more than a full day’s work
C - AVERAGE: Just meets the target.
D - POOR: Takes long time to do work or puts off doing it, output is
below average. Needs to be reminded often
2) QUALITY OF WORK: Maintenance of standards required for the
job, accuracy thoroughness & neatness of work, quality consciousness
A - EXCELLENT: Very accurate in work, neat & quite careful about
standards. Continuously looks for measures to improve quality
B - GOOD: Shows thoroughness of work in producing desired output,
tries to maintain standards
C - AVERAGE: Few mistakes are noticed in the quality of output,
otherwise generally neat & careful
D - POOR: Makes mistakes, is careless in maintaining quality, makes
no attempts to improve upon his standards of output
 Basis of
3) JOB KNOWLEDGE: Understanding and application of the technical
Nomenclature
knowledge necessary to perform all aspects of his job and general
awareness of the recent development in his field
A – EXCELLENT: Shows clear understanding of the knowledge keeps
himself updated and well informed, successfully tires out new ideas
B – GOOD: Has good working knowledge but can perform better, reads
relevant literature but not regularly, responsive to new ideas & is willing
to learn & experiment.
C – AVERAGE: Knows job just about enough to get by, makes little
attempt to keep himself updated, shows little willingness to apply himself
D – POOR: Lacks adequate knowledge of job makes no attempt to
improve himself shows Carries
4) DEPENDABLITY: no inclination for application
out assignment steadfastly, prompt in
meetings targets & deadlines management, has trust that the task will be
taken care of by him.
A - EXCELLENT : Completely reliable, understands his assignment well,
keeps good schedule of work, often completes it before time, does not
need reminding and supervision shows high sense of responsibility.
B - GOOD: Takes assignments seriously & completes them in time, acts
with good sense of responsibility, conscientious.
C – AVERAGE: Work is generally done within the specified period, shows
some slacking & once in a while needs reminding
D - POOR: Not reliable, wastes time in gossiping, skirts work & needs
constant reminding, cannot depend upon, requires close supervision
 Basis of
Nomenclature
5) ATTITUDE: Enthusiasm & cooperativeness on the job, interest in his
profession & identification with the organization
A – EXCELLENT: Identifies himself with the company, takes initiative &
makes useful suggestions in the improvement of job
B – GOOD: Identifies with the company generally & feels satisfied &
happy with the job.
C – AVERAGE: Generally satisfied and performs just about enough, has
little incentive for working in the organization
D - POOR: Has no interest in organization and profession, careless in his
6) ABSENTISM
work, & PUNTUALITY:
makes mistakes, fails to meetItdeadlines
helps to &
understand
targets the attitude &
dedication of the employee
A - EXCELLENT: Less than 3 % of absenteeism & never late on shift
(unless in a case of unavoidable circumstance which would be defined
as :
* Illness * Death in Family
* Accident * Natural Calamities
B – GOOD: Less than 7 % absenteeism & very rarely late on shift.
(Unless in case of unavoidable circumstance.
C – AVERAGE: Less than 10 % of absenteeism & occasionally late on
shift (Unless in case of emergency).
D – POOR: More than 10% of absenteeism & always late on shift (Unless
in case of emergency)
 Basis of
7)APPEARANCE: Nomenclature
Would be
gender specific & not only Checklist for Women Points from 1 to 4 in ascending
order
restricted to type of attire but
Daily Attire 4
also equal weight age to
Hair Cut 3
hygiene. This would be based on
Nails 4
an average derived from the
Shoe – Polished 3
following
Here the average of the above is Body Odor 1
4. Hence the candidate would be Bad Breath 3
rated as Excellent in the Excess of Accessories 3
respective category
Hence the average is 3. Here the Checklist for Men Points from 1 to 4 in
candidate would be considered ascending order

good Daily Attire 4

Here, Shave 4
4 is excellent
Hair Cut 4
3 is good
2 is average Nails 4

1 is poor
Shoe – Polished 4

Body Odour 4

Bad Breath 4
Performance Evaluation Method
for your Senior or Dept./Team
Head
Performance Evaluation Format for
Dept. Head
Checklist Score given from 1 to 4 in
ascending order.

1) Does your supervisor carry keen interest in your development?

2) Are you provided with any technical guidelines & on going training in your respective field, in
a timely manner?

3) Does your supervisor take any corrective action on deficiencies identified during internal or
external audits or actions?

4) Are you comfortable, approaching your supervisor freely, with no apprehensions with regards
to your concerns.

5) Does your supervisor delegates work at an evenly distributed volume proportionate to your
scope of work?

6) Are you informed by your supervisor of what is expected out of you, and are advised
accordingly of necessary changes as job progresses?

7) Does your supervisor implement a system of internal controls, which ensures integrity &
prevents fraud, waste and abuse?
Here,
4 is happy with your Senior in the respective point
3 is happy with current situation but want some improvement &
development in the same
2 is okay with the situation & would look for huge level of
improvement in the same
EMPLOYEE BENEFIT
PROGRAMMES
- Leave Benefits - Sick
Leave
- Casual
Leave
-
Bereavement Leave

- Relocations Benefits

- Holidays
Leave
Benefits
At Pacifica, employees can avail 3 types of Leaves in a year as discussed below

1.Casual Leave: Casual time off with pay is available to eligible

employees to provide opportunities for rest, relaxation, and
personal pursuits

2.Sick Leave: Pacifica provides paid sick leave benefits to all eligible
employees for periods of temporary absence due to illnesses or
injuries

3.Bereavement Leave: Employees who wish to take time off due to

the death of an immediate family member should notify their
supervisor immediately. Up to 3 days of paid bereavement leave
will be provided to eligible employees
 Calculation of Casual &
SickfullLeaves
Every time employee would receive paid Casual & Sick
• leaves benefit each year, this shall increase with the length of
Upon initial eligibility the employee is entitled to 0 casual leave
their employment as shown in the following schedule:
days each year, accrued daily at the rate of 0.000 days

• After 1 year of eligible service the employee is entitled to 7

casual & sick leave days each, accrued daily at the rate of
0.019 days

• After 2 years of eligible service the employee is entitled to 10

casual & sick leave days each, accrued daily at the rate of
0.027 days
• After 3 years of eligible service the employee is entitled to 14
casual & sick leave days each, accrued daily at the rate of
0.038 days

• In practical case, Pacifica provides these leaves on pro-rata

basis as per their joining dates

• In the event that available vacation is not used by the end of

the benefit year, employees will forfeit the unused time

• Upon termination of employment, employee will not be paid for

unused Casual & Sick leaves that has been earned through the
Calculation of Casual & Sick Leaves :
For Example
Employee Name Kushan Pandya

D.O.J 5.3.2008, hence nos. of working

days for the year = 302
Calculation of Leave for 1st Year
Sick Leave 7

Vacation Leave 7

Bereavement Leave 3

Total Leaves allotted in Jan'08 14+3

Total Leaves to be allotted for 302*14/366= 12

2008 =12+3 (Bereavement Leave)
 Relocation
• When we ask employees to relocate to a new area, certain
Benefits
relocation benefits may be provided to facilitate the
transition

• Relocation may be available to any eligible transferred or

newly hired employee who must relocate to the new place
of work

• Employees must request relocation assistance for specific

items in advance of the date the expenses are incurred

• Pacifica will reimburse expenses only if the employee has

received advance approval, incurs reasonable expenses,
and submits satisfactory proof of the expense within 30
calendar days of the date the expense was incurred

• If an employee separates from Pacifica's service within one

year of the relocation, the amount of the relocation
reimbursement will be considered only a loan

• Accordingly, the employee will be asked to reimburse up to

50 percent of the original relocation expense
Holiday
s
Pacifica will grant holiday time off to all employees
on the important national & festive holidays

With respect to the wide diversity in festivals &

celebrations in the Country these holidays are
divided as per the 3 main regions that the company
operates in India. i.e.,

The Western Expanse

The Northern Expanse

The Southern Expanse

A list of holidays is granted by the company for

each of these regions as per the days
recommended by the respective Heads for each
Calendar year
Time Keeping &
Payroll
- Time Keeping

- Pay Days & Administrative Pay

Corrections

- Employment Termination

- Pay Advances & Pay Deductions

Time Keeping
• Accurately recording time worked is the responsibility of every
employee.

• Pacifica requires keeping an accurate record of time worked in

order to calculate employee pay and benefits

• We use a finger scanner at Ahmedabad office that takes the thumb

print of every employee

• At the start of the day, upon arrival in the office, all punch in & at
the end of the day punch out. This way each is marked present,
absent etc

• Upon completion of the month, the HRD Dept. prints out a

Performance Report. This report basically gives facilitates
information such as days present, days absent, time in, time out,
out on tour, etc.

• As per requirement and in due course of time, this system would be

implemented at each office
 Points to Work Through
the System
• All Office timings are 10:00 hrs to 19:00 hrs i.e. 9 hrs inclusive of lunch
break of 45 minutes

• We have a 30 minutes buffer. Meaning to say, that one would need to

have a minimum of 8.30 hrs (inclusive of lunch time) of productivity &
could come to the office by 10:30 hrs.

• As per the system, anything less than this, would automatically

considered as L - Late

• In certain cases, some may not remember to sign in or sign out or

both. Incase of former, the system takes it as E which mean Error

• W would stand for Weekly Off, whereas SP would be Special Shift,

wherein the employee is out of the office for business or official
reasons
 Points to Work Through
the System
• At the beginning of every month, every employee would get his/ her report

• Every employee is requested to go through the same & in the comments sections,
could mention a change or reversal required if any

• There could be cases like the following:

a) An employee straight heading for a meeting, hence couldn’t sign in on time
b) The office not opening in time or the office closing early
c) An employee attending a meeting outside the office till late evening, or incase of
d) Simple case of one forgetting to sign in or sign out

• The following changes would be amended & would be then filed in the personnel
file of every employee

• Altering, falsifying, tampering with time records, or recording time on another

employee's time record may result in disciplinary action, up to and including
termination of employment
 Coming Late to the
Work
• Any employee place
coming to the office between 10:00 to 10:30
hours will carry no late remarks

• Any employee who arrives between 10:31 to 10:45 hours will be

considered and marked late

• Any employee who reaches the office between 10:46 hours &
13:00 hours would be marked half day

• Employees who reach the office after 13:01 hours will be marked
absent for that day

• Anyone who has been marked late more than 3 times in a month
will lose half a day from his leave

• Any employee who has been marked late for 6 times in a given
month would be given a coaching letter and a copy of the same
would be saved in the personnel file
 Pay Days & Administrative
Corrections
• All employees are paid monthly amid the 5th & 7th day of every month

• Each paycheck will include earnings for all the work performed through the
end of the previous payroll period

• In the event that a regularly scheduled payday falls on a day off such as a
weekend or holiday, employees will be paid on the first day of work
following the regularly scheduled payday

• Salary of Employees is directly deposited into their salary bank accounts

• We take all reasonable steps to ensure that employees receive the correct
amount of pay in each paycheck and that employees are paid promptly on
the scheduled payday

• In the unlikely event that there is an error in the amount of pay, the
employee should promptly bring the discrepancy to the attention of the HR
Dept. hence corrections can be made as quickly as possible

• The correction would be implemented with the salary of the following

month
 Employment
Below are examples of some of the
most
Termination
under
common
which
circumstances
employment is
terminated:

Resignation-
Voluntary employment termination
initiated by an employee

Discharge-
Involuntary employment
termination initiated by the
organization

Layoff-
Involuntary employment
termination initiated by the
organization for no disciplinary
reasons

Retirement-
Voluntary employment termination
initiated by the employee meeting
age, length of service, and any
 Resignation
a) Employee would submit his resignation to
Process
the respective HOD

b) After all reasoning & consideration, this

letter has to be approved by the HOD &
HRD Dept.

c) The HRD Dept. would then check on the

pending or overused leaves

d) Pacifica will generally schedule exit

interviews at the time of employment
termination

e) The exit interview will afford an opportunity

to Discuss, Suggest, Complaint & Review
their employment at Pacifica Companies

f) A clearance form would then have to be

filled up the HRD Dept. of the HOD keeping
in view of all the equipments, access
controls, id & visiting cards, any financial
loans or commitment, important
documents, data (soft & hard copies) etc.

g) Once cleared the above salary would be

 Pay Advances &
Deductions
• Pacifica does not provide pay
advances on unearned wages to
employees

• The law requires that Pacifica make's

certain deductions from every
employee's compensation

• Among these are applicable

Professional & Income Taxes

• If you have questions concerning

deductions made from your pay
check or how they were calculated,
you can write to HR directly and your
query can be solved by the HRD or
the Accountant In charge
 Work Conditions & Usage of
Office Equipments
-Safety
-Work Schedules
-Use of Phone & Mail Systems
-Meal Periods
-Use of Equipments
-Dealings with Burglary & Damage of
equipments
-Handling Cash
-Emergency Closings
-Business Travel Conveniences
-Visitors in the Workplace
-Computers & E-mail Usage
• Employees who violate safety
standards, who cause hazardous
Safety
or dangerous situations, or who fail
to report or, where appropriate,
remedy such situations, may be
subject to disciplinary action, up to
and including termination of
employment

• Also, it is strongly suggested that

all employees & visitors at the
construction site must wear their
safety gears.

• We also suggest that this is the

responsibility of all employees to
ensure & remind everyone, that
their safety gears are on.

• In the case of accidents that result

in injury, regardless of how
insignificant the injury may
appear, employees should
immediately notify the appropriate
safety officer and supervisor
 Work
Schedules
• Work schedules for employees vary
throughout the organization

• Supervisors will advise employees of their

individual work schedules.

• Staffing needs and operational demands

may necessitate variations in starting and
ending times, as well as variations in the
total hours that may be scheduled each
day and week

• It is most advised that the employees

follow the time schedule mentioned in their
offer letter

• Also, any changes in the work time

schedule desired by an employee should
be communicated in advance
 Use of Phone & Mail
• Personal use of telephones for
Systems
outgoing calls, including local calls,
is not permitted

• However, on permission from

immediate Superiors, an employee
can make personal call, if the
situation requires an immediate
response

• The Company does provide Wireless

or Mobile Phones to Designated
Employees & they can clarify the
extent of the facility provided with
the HR or Administrative Dept.

• The use of Pacifica-paid postage for

personal correspondence is not
permitted

• All the employees are suggested to

try & collect phone messages for
colleagues if they are not available
 Meal
Periods
• All full-time all employees are provided with one meal period of 45 minutes in
length each workday
• Supervisors will schedule meal periods to accommodate operating requirements
• Employees will be relieved of all active responsibilities and restrictions during
meal periods
• Employees on leave for half day, would not be eligible for lunch breaks on the day
of the leave.
• Any staff at the Front Desk or Reception, should make sure that there is someone
else present at the desk before taking a break hence nobody have any

Dealing with Theft, Burglary &

inconvenience

Damage of Equip.
• Expensive articles like Laptop, Digital Camera, Data Card etc. are sole
responsibility of the individual who are provided with the same

• Incase of loss, theft, breakage of the same, the employee may need to
replace the same at his cost, considering the depreciated value

• Any consideration to the same would be at the discretion of the

Management
 Handling
• Dealing with money is an
Cash
important procedure for
every organization

• All employees authorized to

do so must be careful while
dealing with cash

• Any problems arising in case

of loss, theft, displacement
of the same would be dealt
by the management to the
extent of the termination

• Concerned individual may be

asked to compensate the
same back to the company,
depending upon the state of
affairs
 Emergency
Closings
• At times, emergencies such as severe weather, fires, power failures, or
earthquakes, can disrupt company operations

• In extreme cases, these circumstances may require the closing of a work

facility

• When operations are officially closed due to emergency conditions, the time off
from scheduled work will be paid

Safety Tips in case of Fire:

• Never use elevators to evacuate a burning building
• Note the posted evacuation routes & follow to the nearest exit
• Stay clear of emergency response personnel & equipment
• Do not re-enter the building until emergency response officials have declared
that it is safe to do so

Safety Tips in case of Earthquake:

• Drop down to the floor
• Take cover under a sturdy desk, table or other furniture
• Stay calm & encourage others to do likewise
• Stay clear of windows, heavy furniture or appliances that may fall over
 Business Travel
• Pacifica will reimburse employees for reasonable business travel
Convenience
expenses incurred while on assignments away from the normal work
location

• All business travel plans must be notified to the immediate

Supervisor or/and to the Dept Head & to the HRD Dept.

• All employees on travel for business are requested to ask the HRD
-Admin department at the Head Office to confirm their bookings
inclusive of travel tickets, hotels & car rentals

• Incase the concerned dept. is not able to facilitate the same, the
concerned employee would be requested to arrange for the same by
the individual him/her self

• In either case scenario, the actual costs of travel, meals, lodging,

and other expenses directly related to accomplishing business travel
objectives will be reimbursed by Pacifica

• Personal entertainment and personal care items are not reimbursed

• It is requested that the travel requirements should be asked for

immediately upon confirmation of a trip
Travel details
Grade A+ A B+ B C+ C D+

Sr. NoParticulars See President/ VP of VP- Zonal/ Co.Sec, Dir. Of Project Mgr., Mkt.Exe., Executive/ Attendant,
details Co. & Dir. Of Co. CEO Zonal Op., Dir.of Mkt.Mgr., Asst.Eng., Jr.Exe. Worker,
Acquisition, Procurement Acts.Mgr., Guard, Office
Dir. Fin., Mgr., Chief Sr.Exe. Boy, peon
Dir.Mkt, Sr. Mgr.
project Mgr

1 Air Travel a Yes Yes Yes Yes NA NA NA

(Notification) (Notification)

2 Rail Travel b If need, AC I tier AC I/II/III tier, AC II/III tier, AC II/III tier, AC III tier, 2nd 2nd class 2nd class
or Chair car Chair car Chair car Chair car class

3 Road Travel by Car c AC AC AC, non AC AC, Non AC Non AC NA NA

4 Road Travel by Volvo d NA NA Yes Yes Yes NA NA

5 Road Travel by Bus e NA NA AC AC AC Luxary Semi Luxary

6 Hotel Accommodation f 5 star deluxe, 5 5 star, 4 star 3 star STD AC room STD AC/ Non STD non AC STD non AC
star, 4 star AC room room room

Metro cities NA <Rs.7K <Rs.3.5K <Rs.2.8K <Rs.2.5K <Rs.1.5K <Rs.0.75K

Mega cities NA <Rs.4K <2.8K <Rs.1.5K <Rs.1.25K <Rs.1K <Rs.0.5K

Contd….
 Grade A+ A B+ B C+ C D+

Sr. NoParticulars See detailsPresident/ VP of VP- Zonal/ Co.Sec, Dir. Of Project Mgr., Mkt.Exe., Executive/ Attendant,
Co. & Dir. Of Co. CEO Zonal Op., Dir.of Mkt.Mgr., Asst.Eng., Jr.Exe. Worker,
Acquisition, Procurement Acts.Mgr., Guard, Office
Dir. Fin., Mgr., Chief Sr.Exe. Boy, peon
Dir.Mkt, Sr. Mgr.
project Mgr

7 Transport for official 9 AC Car Rental car, Rental car, taxi, Taxi, auto petrol Auto petrol Auto petrol Bus, Cycle,
use taxi, auto auto petrol (APB- 4 or 2 (APB 2 (APB2 Auto, petrol 2
petrol (APB- 4 (APB- 4 or 2 wheeler)* wheeler) wheeler) wheeler
or 2 wheeler) wheeler) *

8 Victuals H

Metro cities APB APB APB APB APB APB APB

Mega cities Non alcoholic Non alcoholic Non alcoholic Nonalcoholic Non alcoholic Non alcoholic Non alcoholic

9 Entertainment i No approval reqd. No approval No approval Approval reqd.# Approval Approval Approval
reqd. reqd. reqd.# reqd.# reqd.#

10 Laundary Yes APT APT APT NA NA NA

11 Mobile Yes Only bill Only bill Only bill Only bill NA NA

12 Medical (applicable if Yes APB & medical APB & Medical APB & Medical APB & Medical APB & Medical APB & Medical
sick on tour or tour for certificate certificate certificate certificate certificate certificate
Co.)

13 Miscellaneous APB APB APB APB APB APB APB

Sr. No Note: Description

1 a Preference given to Low cost airlines, Early reservation, Internet booking, avoid cancellation,

    Actuals required for reimbursement, Try enroll in frequent flier programmes for all airlines

2 b Preference given to Economy class only, Early reservation, Internet booking, Avoid cancellation, Actuals for reimbursement

3 c Preference given to suggested vendors, on approval or notification, Actuals required for reimbursement

    Please remember to sign on voucher by vendor

4 d Preference given to suggested vendors, on approval or notification, Actuals required for reimbursement

5 e Actuals required for reimbursement

6 f Actuals required for reimbursement

7 g Preference given to suggested Hotels, on approval or notification, Actuals required for reimbursement

  * Taxi applicable in cities, where auto's not available, actuals required for reimbursement

8 h On approval or notification, actuals required for reimbursement

9 i Only for official purpose, actuals required for reimbursement

10 # Can be approved by immediate senior

11 APB As per bill

12 APT As per travel for company

 Ideally the following information should be
usiness
provided Travel
to Convenience
make the necessary
arrangements

1) Name/s of the guests to travel

2) Travel from & travel to cities

3) Preferred date & time of dept / arrival for

entire journey

4) Overnight stay & Hotel arrangements

5) Car Requirement

6) Any onward journey details

When travel is completed, employees should

submit completed travel expense reports
within 3 to 7 days of the travel

The same shall be reimbursed to them within

10 working days. Reports should be
accompanied by receipts for all individual
 Travel Reimbursement
Format Expense Statement for Travel
Travel Person:_____________________
Designation: ______________________
Employee Code: ___________________

Place of visit: ______________________ Statement

Ref. No______________
Date of Visit: ______________________

Purpose of Visit: ___________________

Category A:

(Select whichever
applicable)

Mode of Name of From To Amt. Dept. Arrival Cancella Penalty Resched Penalty
Transpor transport time time tion tick uling
t er if
applicabl
e
Air

Rail

Car

Volvo bus

Bus
Return Journey
Mode of Name of From To Amt. Dept. Arrival Cancellation Penalty Rescheduling Penal
Transport transport time time tick if ty
er applicable

Air

Rail

Car

Volvo bus

Bus

Onward journey
Mode of Name of From To Amt. Dept. Arrival Cancellation Penalty Rescheduling Penal
Transport transport time time tick if ty
er applicable

Air

Rail

Car

Volvo bus

Bus

Total Amount (A):

Category B:
Mode of Transport in the City visited
Type Select Name of Amt. Readings
Applicabl Vendor (if
e applicle)
Car- Hired

Cool Cab
Cab
Auto
Rickshaw
Total Amt. (B) :

Category C:
Accommodation
Hotel:

Check in date/ time: ______________________

Check out date/ time: _____________________
Total No. of days stayed: __________________
Total Amt. (C):
Category Summary of Travel:
D:
Victual Expenditure
Bill No. No. of Pax/ Guest Name & Amt.
Covers Purpose to
entertain (if
applicable)

Total Amt. (D):

Category
E:
Local Transport
Mode From To Amt.
Cab
Auto
Total amt. (E):

Category
F:
Miscellaneo Amt.
us

Total amt (F)

Grand Total (A+B+C+D+E+F) =
Authorized Signatory:
Date of Submission:
 Visitors in the
Workplace
• To provide safety and security of employees we allow only authorized visitors in
the workplace

• Restricting unauthorized visitors helps maintain safety standards, protects

against theft, ensures security of equipment, protects confidential information,
safeguards employee welfare, and avoids potential distractions and disturbances

• Employees are responsible for the conduct and safety of their visitors

• If an unauthorized individual is observed on Pacifica's premises, employees

should immediately notify their supervisor or, if necessary, direct the individual
to the reception area
 Computer & E-mail
Usage
• Computers, computer files, the e-mail system, and software furnished
to employees are Pacifica property intended for business use

• Employees should not use a password, access a file, or retrieve any

stored communication without authorization

• Pacifica prohibits the use of computers and the e-mail system in ways
that are disruptive, offensive to others, or harmful to morale

• Employees who violate this policy will be subject to disciplinary action,

up to and including termination of employment

• No one is authorized to use another employee computer, even if he or

she may be on a senior or higher authority, without informing the
employee about the same
 Internet
Usage
• Internet access to global electronic information resources on the World Wide Web is
provided by Pacifica to assist employees in obtaining work-related data and technology

• While Internet usage for personal use is permitted within reasonable limits

• All Internet data that is composed, transmitted, or received via our computer
communications systems is considered to be part of the official records of Pacifica

• Employees should always ensure that the business information contained in Internet e-
mail messages and other transmissions is accurate, appropriate, ethical, and lawful

• Pacifica reserves the right to monitor Internet traffic, and retrieve and read any data
composed, sent, or received through our online connections and stored in our computer
systems

• The unauthorized use, installation, copying, or distribution of copyrighted, trademarked,

or patented material on the Internet is expressly prohibited

• Internet users should take the necessary anti-virus precautions before downloading or
copying any file from the Internet

• Participating in the viewing or exchange of pornography or obscene materials,

attempting to break into computer system of another org. person, refusing to co-
operate with security investigation, using the Internet for political activities, religious
activities, or any sort of gambling is strictly prohibited
 Workplace Violation
Prevention
• Pacifica is committed to preventing workplace violence and to maintaining a
safe work environment

• All employees, including supervisors and temporary employees, should be

treated with courtesy and respect at all times

• Employees are expected to refrain from fighting, "horseplay" or other

conduct that may be dangerous to others

• Firearms, weapons, and other dangerous or hazardous devices or

substances are prohibited from the premises of Pacifica without proper
authorization

• Conduct that threatens, intimidates, or coerces another employee, a

customer, or a member of the public at any time, including off-duty periods,
will not be tolerated

• All threats of (or actual) violence, both direct and indirect, should be
reported as soon as possible to your immediate supervisor or any other
member of management

• In order to maintain workplace safety and the integrity of its investigation,

Pacifica may suspend employees, either with or without pay, pending
 Handling Petty
Cash
• Every office will be given an imprest amount at the initialization of the
office

• The amount would be decided by the Director on basis of a budget

proposed by the Regional or Office head with the expense being
projected for an entire month

• The same shall be reimbursed within 7 working days on submission of

bills & actuals or supporting documents

• The expenses would be reimbursed once every month for all offices &
individual expenses in the prescribed format

• All expenses should be presented with a supporting bill & voucher, in

the format prescribed, irrespective of the amount

• Any discrepancy in Petty cash will result in the same amount being paid
back to the company by the individual responsible

• All offices need to scan their petty cash statements with the bills and
vouchers, as a second or a back up to the original
 Purchase of Expensive Articles
& Tenders

Electricity
Consumption
• We very strongly for environmental, social & financial reasons
encourage & expect all employees to be extra careful in terms of
switching off lights, fans, air conditioners, computers etc.

• One would be expected to take ownership very rigidly in this context

• It is the duty of every employee, to make sure all power consumption

is switched off when not in use
 Mobile Phones &
Phone Bills
• The company does not provide hand sets to any of its employees
• The billing amount sanctioned to employees in each grade is as follows:
Grade Maximum permissible limit

A Rs 5000/-

B+ Rs 2500/-

B Rs 2000/-

C+ Rs 1000/-

• If an employee’s upper or maximum limit is Rs 1000/-, & his bill is Rs 800/-,

the company is not obliged to pay the employee the difference of Rs 200/-.
This is just a limit, which works as a guideline to phone expenditure
• Company will not pay for Special SMS, Special SMS are those which are
used to participate in contests on radio or television shows
• The charges which are not to be borne by the company would be deducted
from the salary & this deduction would be reflected in the salary slip along
with a photocopy of the phone bill
 Petrol
Allowance
• The company shall reimburse employees on petrol consumption for
business purpose
• This again is restricted to those employees who have a prior commitment
from the company on the appointment letter
• All four wheeler bills are reimbursed on submission of actual bills along
with the petty cash expense statement
• Limit with regards to the same would be described by the management at
the commencement of employment
• All two wheeler petrol bills are reimbursed at the rate of Rs 2.5/- per km to
employees who have received commitment from the company living in
any mega city in India & the same is reimbursed at the rate of Rs 3/- for
employees in metro cities, who have received a similar commitment from
the company
• It is best advisable to mention the kilometers run & places visited on a
separate sheet & also support it with bills accumulating to the amount
being claimed along with the petty cash expense sheet
 Official E-mail
Ids
• The Company provides email ids to those employees who exchange
official emails with business associates or outsiders
Office Boys/
Peons
• The services provided by Office Boys or Peons are
strictly for official use only

• This is only to make sure that these services are

best available for everyone and that the peon or
office boy is not busy trying to run a personal
Identity
errand during or after the office hours

Cards
• Every employee of Pacifica would be
provided with his/her Identity card

• It is mandatory for every employee to wear

the same for safety & integrity purposes

• Incase, the HRD Dept. Representative is not

available, it the duty of all HOD’s to ensure
that he/she & his/her team are wearing their
 Applying for Jobs Outside
Pacifica
• If the Employee has submitted his resignation & the same has been accepted, is he/she
permitted to post his/her resume on any of the job portals, disclosing that his/her current
employment is with Pacifica Companies

• While he/she cannot furbish any correct or incorrect information with regards to their
Compensation Package, Incentive Package or Perks, as this would immediately violate
the clause that restricts any communication pertaining to compensation package,
Policies Nos. 109(Non Disclosures) and 701 (Code of Conduct and Work Rules)

• If an Employee has not submitted his/her resignation or, if the resignation has not be
accepted, he/she can post his/her resume on any of the job portals

• However under no circumstances it is allowed to mention that his/her current 

employment is with Pacifica Companies & reveal any information pertaining to his/her
compensation package

• This would call for immediate disciplinary action as per the prudence of the
Management, leading right up to termination of employment
 Trainin
g
• Need to train an employee with regards a specific
technical skill or a general training could be raised
either by the Director, or HOD or the HRD Dept

• Evaluation of the training could be keeping in view

of the employee who has undergone the training
by the immediate supervisor, HOD, HRD Dept. and
the Director, depending on the type of training

Outdoor
Register
• Each & every employee of the Company
would need to mention on a register (located
at the reception desk of every office) time of
going out of the office & other details
mentioned on the register, either for
Official/Personal work & the time of return
 Leaves of
Absence
• Medical Leave

• Maternity Leave

• Personal Leave

• Applying for Leave

 Medical
• Eligible employees should make requests for medical leave to their
Leave
supervisors at least 30 days in advance of foreseeable events and as
soon as possible for unforeseeable events
• On return from illness, one is requested to submit a medical certificate,
stating the reason of illness & also confirming that the employee is fit
to rejoin work, from a Medical Institution or Doctor & medical reports if
applicable..
• Eligible employees are normally granted leave for the period of the
disability, up to a maximum of 1 week within any 12 month period

• Any combination of medical leave may not exceed this maximum limit.
If the initial period of approved absence proves insufficient,
consideration will be given to a request for an extension
• Benefit accruals, such as vacation, sick leave, and holiday benefits, will
continue during the approved medical leave period
• If an employee fails to return to work on the agreed upon return date,
or if there is no communication with the Company within 7 days of the
agreed return date, Pacifica will assume that the employee has
resigned
 Maternity
• All employees who have been employed with Pacifica for not less than
80 days are to be provided 12 weeks for Maternity leaves and 6 weeks
Leave
of paid leave in relation to miscarriage or termination of pregnancy
• These 12 weeks could be consumed at 6 weeks before and 6 weeks
after delivery
• Employees should make requests for pregnancy disability leave to their
supervisors at least 60 days in advance of foreseeable events and as
soon as possible for unforeseeable events
• A health care provider's statement must be submitted verifying the
need for pregnancy disability leave and its beginning and expected
ending dates
• Any changes in this information should be promptly reported to Pacifica.
Employees returning from pregnancy disability leave must submit a
health care provider's verification of their fitness to return to work
• Employees are normally granted paid leave for the period of the
disability, up to a maximum of 45 days within any 10 month period
• Employees may substitute any accrued paid leave time for unpaid leave
as part of the pregnancy disability leave period
• If an employee fails to report to work promptly at the end of the
pregnancy disability leave, or does not communicate with the company
for 10 days after completion of the joining date, Pacifica will assume
 Personal
• Pacifica provides Personal leaves to eligible employees who wish
to take time off from work duties to fulfill personal obligations
Leave
• Eligible employee should request a leave from their Supervisor

• Personal leave may be granted for a period of up to 7 calendar

days every 1 year

• If this initial period of absence proves insufficient, consideration

will be given to a written request for a single extension of no
more than 3 calendar days

• With the supervisor's approval, an employee may take any

available sick leave or vacation leave as part of the approved
period of leave

• Requests for personal leave will be evaluated based on a

number of factors, including anticipated work load requirements
and staffing considerations during the proposed period of
absence

• If an employee fails to report to work promptly at the expiration

of the approved leave period, Pacifica will assume the employee
has resigned
 Applying for
Leave
It is recommended that an employee
should submit an email for leave to his/her
Dept. Head & HRD Dept. For convenience
of operations

The application should contain information

pertaining the following & wait for approval

• Date from which the leave is being

requested

• Date till which the leave is being

requested

• Reason for requesting for leave

Employee Conduct &
Disciplinary Action
• Code of Conduct & Work
Rules
• Drug & Alcohol Use

• Sexual & Other Unlawful

Harassment
• Attendance & Punctuality

• Personal Appearance

• Return of Property

• Resignation
• Security Inspection &
Solicitation
• Problem Resolutions

• Casual Days
Code of Conduct & Work
Rules
The following are examples of infractions of rules of conduct that
may result in disciplinary action, up to and including termination of
• Theft or inappropriate removal or possession of property
employment:
• Falsification of timekeeping records & Unsatisfactory performance or
conduct
• Disclosing, inquiring of information pertaining to compensation or pay
package from within the organization or outside the organization
• To suggest to a fellow employee job at another Organization & to
influence him/her to apply or respond to the same

• Working under the influence of alcohol or illegal drugs

• Fighting or threatening violence in the workplace

• Sexual or other unlawful or unwelcome harassment

• Excessive absenteeism or any absence without notice

• Unauthorized use of telephones, mail system, or other employer-

owned equipment & disclosure of Business Secrets or confidential
information
 Drug & Alcohol
Use
• It is Pacifica's desire to provide a drug-free, healthful, and safe workplace

• To promote this goal, employees are required to report to work in appropriate

mental and physical condition to perform their jobs in a satisfactory manner

• Violations of this policy may lead to disciplinary action, up to and including

immediate termination of employment
 Sexual & Other Unlawful
Harassment
• Pacifica is committed to providing a work environment that is free from all
forms of discrimination and conduct that can be considered harassing,
coercive, or disruptive, including sexual harassment. Actions, words, jokes, or
comments based on an individual's sex, race, color, national origin, age,
religion, disability, sexual orientation, or any other legally protected
characteristic will not be tolerated

• The following is a partial list of sexual harassment examples

• Unwanted sexual advances.
• Offering employment benefits in exchange for sexual favors.
• Making or threatening reprisals after a negative response to sexual advances.
• Visual conduct that includes leering, making sexual gestures, or displaying of
sexually
• Physical conduct that includes touching, assaulting, or impeding or blocking
movement
• Anyone engaging in sexual or other unlawful harassment will be subject to
disciplinary action, up to and including termination of employment
 Attendance &
Punctuality
• Pacifica expects employees to be reliable and
to be punctual in reporting for scheduled work

• Absenteeism and tardiness place a burden on

other employees and on Pacifica

• In the rare instances when employees cannot

avoid being late to work or are unable to work
as scheduled, they should notify their
supervisor as soon as possible in advance of
the anticipated tardiness or absence

• Poor attendance and excessive tardiness are

disruptive

• Either may lead to disciplinary action, up to

and including termination of employment

• Incase, an Employee does is absent for more

than 7 days, without any notice or information
communicated to his immediate supervisor or
concerned person it would result in
termination of employment
 Personal
Appearances
• Dress, grooming, and personal cleanliness standards contribute to
the morale of all employees and affect the business image Pacifica
presents to customers and visitors

• During business hours or when representing Pacifica, 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

• If your supervisor feels your personal appearance is inappropriate,

you may be asked to leave the workplace until you are properly
dressed or groomed
 Personal
Appearances
At Pacifica the following personal appearance guidelines should be followed:

• Shoes must provide safe, secure footing, and offer protection against hazards.

• Canvas or athletic type shoes are not appropriate professional attire

• Tank tops, tube or halter tops, or shorts may not be worn under any circumstances

• Mustaches and beards must be clean, well trimmed, and neat

• Hairstyles are expected to be in good taste

• Long hairstyles should be worn with hair pulled back off the face and neck to avoid
interfering with job performance

• Excessive makeup is not permitted

• Offensive body odor and poor personal hygiene is not professionally acceptable

• Perfume, cologne, and aftershave lotion should be used moderately or avoided

altogether, as some individuals may be sensitive to strong fragrances

• Jewelry should not be functionally restrictive, dangerous to job performance, or excessive

 Return of
Property

• Employees are responsible for all Pacifica property, materials, or

written information issued to them or in their possession or control

• Employees must return all Pacifica property immediately upon

request or upon termination of employment

• Where permitted by applicable laws, Pacifica may withhold from the

employee's check or final paycheck the cost of any items that are
not returned when required

• Pacifica may also take all action deemed appropriate to recover or

protect its property
 Resignati
on
• Resignation is a voluntary act initiated by the
employee to terminate employment with Pacifica Grade Notice Period
Companies & advance notice is Mandatory Required

• Pacifica would request the following days of notice A+ & A 3 Months

period from its Employees

• The Company would need a written resignation notice B+ 2 Months

from all employees. Incase of immediate notification
by an employee to discontinue his/ her employment, B & below 1 Month
Pacifica reserves the right to take appropriate steps in
response to the inconvenience caused & nature of the
situation
Employees on1 Month
Probation
• Prior to an employee's departure, an exit interview will
be scheduled to discuss the reasons for resignation
and the effect of the resignation on benefits
 Security
Inspection
Pacifica wishes to maintain a work environment that is
•
free of illegal drugs, alcohol, firearms, explosives, or
other improper materials

• Pacifica prohibits the possession, transfer, sale, or use of

such materials on its premises

• Pacifica requires the cooperation of all employees in

administering this policy

• Desks, lockers, and other storage devices may be

provided for the convenience of employees but remain
the sole property of Pacifica

• Accordingly, they, as well as any articles found within

them, can be inspected by any agent or representative
of Pacifica at any time, either with or without prior notice
 Solicitat
ion
To ensure a productive and harmonious work environment, persons employed by
Pacifica may not solicit or distribute literature in the workplace at any time for any
purpose

Examples of impermissible forms of solicitation include:

a. The collection of money, goods, or gifts for community groups , religious groups,
political groups, charitable groups
b. The circulation of petitions
c. The distribution of literature not approved by the employer
d. The solicitation of memberships, fees, or dues

These bulletin boards display important information, and employees should consult
them frequently for:
• Affirmative Action statement
• Employee announcements
• Job openings
• Organization announcements

If employees have a message of interest to the workplace, they may submit it to the HR
Manager for approval. All approved messages will be posted by the HR Manager
 Problem
Resolutions
• Pacifica 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 Pacifica supervisors and management

• Pacifica 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 Pacifica in a
reasonable, business-like manner, or for using the
problem resolution procedure
 Problem
Resolutions
• 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

• The employee may discontinue the procedure at any step

1.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 Department or any other member of management

2. Supervisor responds to problem during discussion or after consulting

with appropriate management, when necessary. Supervisor documents
discussion

3.Employee presents problem to HR Department if problem is unresolved

4. HR Department counsels and advises employee, assists in putting

problem in writing, visits with employee's manager (s), if necessary,
and directs employee to Director or Senior HR for review of problem
Not every problem can be resolved to everyone's total satisfaction, but
only through understanding and discussion of mutual problems can
employees and management develop confidence in each other
 Casual
Days

• Each Saturday will be a designated as a casual day

• Casual business wear means clean, neat, professional clothing. It is
never appropriate to wear stained, wrinkled, frayed, or revealing
clothing to the workplace
• Listed below is a general overview of acceptable casual business wear
as well as a listing of some of the more common items that are not
appropriate for the office
• Examples of acceptable casual business wear include:
- Jeans - T- Shirts
- Casual dresses and skirts - Deck
shoes
- Casual shirts and blouses - Boots
- Golf shirts - Athletic shoes
- Turtlenecks - Flats
- Sweaters - Dress sandals
 Casual
Days
Examples of inappropriate clothing items that should not be worn on casual days include:

- Jeans that are excessively worn or faded

- Sweatpants
- Warm-up or jogging suits & pants
- Short shorts
- Bib overalls
- Spandex or other form fitting pants
- Miniskirts
- Spaghetti-strap dresses
- T-shirts or Short-shirts with offensive
messages or images
- Rank tops & Halter tops
- Tops with bare shoulders
- Visible undergarments
- Slippers
• Recycling
• Suggestion
Programme
 Recycli
ng
• Pacifica supports environmental awareness by
encouraging recycling and waste management in
its business practices and operating procedures

• This support includes a commitment to the

purchase, use, and disposal of products and
materials in a manner that will best utilize
natural resources and minimize any negative
impact on the earth's environment

• We wish & encourage to set up special recycling

receptacle to promote the separation and
collection of the following recyclable materials at
Pacifica:
 Computer paper
 Mixed or colored paper
 Newspaper
 Brown paper bags
 Wire
 Plastics
 Suggestion
Programme
• As employees of Pacifica, every employee has the
opportunity to contribute to company’s future
success and growth by submitting suggestions for
practical work-improvement or cost-savings ideas

• A suggestion is an idea that will benefit Pacifica by

solving a problem, reducing costs, improving
operations or procedures, enhancing customer
service, eliminating waste or spoilage, or making
Pacifica a better or safer place to work

• All suggestions should contain a description of the

problem or condition to be improved, a detailed
explanation of the solution or improvement, and
the reasons why it should be implemented

• Submit suggestions to the Human Resources

Department and, after review, they will be
forwarded to the Suggestion Committee

• As soon as possible, you will be notified of the

adoption or rejection of your suggestion
Thank
You