{"id":4482,"date":"2012-01-04T06:52:33","date_gmt":"2012-01-04T06:52:33","guid":{"rendered":"http:\/\/www.yourhrworld.com\/formats\/?p=4482"},"modified":"2012-01-04T06:52:33","modified_gmt":"2012-01-04T06:52:33","slug":"hr-manual-and-hr-policy","status":"publish","type":"post","link":"https:\/\/www.yourhrworld.com\/formats\/hr\/hr-manual-and-hr-policy\/","title":{"rendered":"HR manual and HR policy"},"content":{"rendered":"<p><strong>I Have Attached<\/strong>\u00a0<strong>HR manual and HR policy<\/strong><\/p><div class=\"69eb924294c115e6505da44099e8df92\" data-index=\"1\" style=\"float: none; margin:10px 0 10px 0; text-align:center;\">\n<script type=\"text\/javascript\"><!--\r\ngoogle_ad_client = \"pub-0867779017855679\";\r\n\/* 300x250, created 4\/20\/11 *\/\r\ngoogle_ad_slot = \"1035864135\";\r\ngoogle_ad_width = 300;\r\ngoogle_ad_height = 250;\r\n\/\/-->\r\n<\/script>\r\n<script type=\"text\/javascript\"\r\nsrc=\"http:\/\/pagead2.googlesyndication.com\/pagead\/show_ads.js\">\r\n<\/script>\n<\/div>\n\n<p align=\"center\">\n<p align=\"center\">N.K.Minda Group of Industries<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">HRM Policy Manual<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>Copy No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Revision No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 04<\/p>\n<p>Effective Date\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 01.04.2006<\/p>\n<p>Next Review Date :\u00a0 01.04.2007<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">FOREWARD<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>This manual intends to keep employees abreast with the HRM policies and practices. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion.<\/p>\n<p>&nbsp;<\/p>\n<p>This Manual supersedes all earlier amendments or changes communicated from time to time.<\/p>\n<p>&nbsp;<\/p>\n<p>Any amendment or new thing that may arise from time to time shall be processed and communicated to all concerned for additions \/ deletions. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">**********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">INDEX<\/span><\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.No.<\/strong><\/p>\n<\/td>\n<td width=\"324\">\n<p align=\"center\"><strong>Policy Name<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\"><strong>Policy No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\"><strong>Page No.<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">1<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Amendment Record<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">5<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">2<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Distribution List<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">6<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">3<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Mission<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">7<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">4<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Vision<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">8<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">5<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Organisation Values<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">9-10<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">6<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Quality Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">11<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">7<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Environment Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">12<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">8<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Safety Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">13<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">9<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Material Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">14<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>RECRUITMENT POLICIES<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">10<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Contract Operators and Contractor<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">06<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">28<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">11<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Functional\/ Organisation Structure<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">07<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">29-30<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">12<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Mentoring<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">68<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">129-131<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">13<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Performance Evaluation of New Entrants<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">08<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">31<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">14<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Probation \/ Assessment \/ Confirmation<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">05<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">26-27<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">15<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Recruitment \u2013 Operators<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">23-24<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">16<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Recruitment \u2013 Staff<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">02<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">18-22<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">17<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Recruitment \u2013 Temporary Operators<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">04<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">25<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">18<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Recruitment of Trainees \u2013 Staff<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">01<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">16-17<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">19<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Re-induction\/ Re-recruitment Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">63<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">122-123<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>ADMINISTRATIVE POLICIES<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Attendance Procedure \u2013 Operators<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">10<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">35-36<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">21<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Attendance Procedure \u2013 Staff<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">09<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">33-34<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">22<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Cash Security System<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">70<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">133-134<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">23<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Checking the incidence of disloyalty to company<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">35<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">73<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">24<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Compensatory Off<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">15<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">47<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">25<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Delegation of Authority<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">39<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">77<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">26<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Employee Provident Fund Scheme<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">21<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">53<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">27<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Employee State Insurance Scheme<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">22<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">54<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">28<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Exit Interview<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">42<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">81<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">29<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Efficiency Loss Compensation<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">23<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">55<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">30<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Factory visit of Visitors<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">37<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">75<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">31<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Furniture Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">38<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">76<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">32<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Gifts received from outside party<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">34<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">72<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">33<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Grievance Handling System &amp; Procedures<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">36<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">74<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">34<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">House Taken for Rent \/ Lease<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">29<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">63-64<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">35<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">HRM Function<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">65<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">125-126<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">36<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Late Sitting for Staff<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">14<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">46<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">37<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Leave Cards<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">13<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">45<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">38<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Leave Policy for Operators<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">12<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">41-44<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">39<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Leave Policy for Staff (including Trainees)<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">11<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">37-40<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">40<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">LTA &amp; Procedure for payments<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">19<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">51<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">41<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Mail System<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">32<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">67-68<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">42<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Medical Reimbursement<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">52<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">43<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Minimum Wages<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">17<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">49<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">44<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Payment of Gratuity<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">43<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">82<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">45<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Permanent Item Issue<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">31<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">66<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">46<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Personal Files Maintenance<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">16<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">48<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">47<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Residential Telephone<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">30<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">65<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">48<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Salary \/ Wage Distribution<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">18<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">50<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">49<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Security System<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">33<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">69-71<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">50<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Separation Procedure<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">41<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">79-80<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">51<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Shift Operation<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">24<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">56<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">52<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Superannuation Policy (level IX &amp; above)<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">75<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">139<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">53<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Transfer Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">40<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">78<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.No.<\/strong><\/p>\n<\/td>\n<td width=\"324\">\n<p align=\"center\"><strong>Policy Name<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\"><strong>Policy No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\"><strong>Page No.<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">54<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Travelling Norms \u2013 Inland<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">25<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">57-59<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">55<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Travelling Norms \u2013 Overseas<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">26<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">60<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">56<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Visiting Cards<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">27<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">61<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">57<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Whistle Blower Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">28<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">62<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>TRAINING POLICY<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">58<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Service Agreement for Foreign Training<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">45<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">87-88<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">59<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Training System<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">44<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">84-86<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>PERFORMANCE APPRAISAL POLICY<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">60<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Job Rotation Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">69<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">132<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">61<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Performance Appraisal of Staff<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">46<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">90-92<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">62<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Promotion Policy for Staff<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">47<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">93-94<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">63<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Performance Appraisal, Increments &amp; Promotion of Operators<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">48<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">95-96<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>WELFARE POLICIES<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">64<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Accident Insurance Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">57<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">114<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">65<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Adarshnidhi \u2013 Death Relief Scheme<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">58<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">115<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">66<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Annual Day Celebration<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">61<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">119-120<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">67<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Canteen Policy ( As applicable)<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">66<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">127<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">68<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Car Scheme for Level VII &amp; Above<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">49<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">98-101<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">69<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Credit Card ( Level IX &amp; above )<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">74<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">138<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">70<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Departmental Get Together<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">59<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">116<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">71<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Diwali \u2013 Gifts, Sweets and Bonus<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">60<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">117-118<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">72<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Executive Health Checkup<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">73<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">137<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">73<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Family Planning Incentive<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">55<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">110-111<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">74<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Festival Celebration<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">62<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">121<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">75<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Festival Holidays<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">52<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">106<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">76<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Lap Top Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">71<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">135<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">77<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Loan &amp; Advances<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">51<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">104-105<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">78<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Marriage Gift<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">64<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">124<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">79<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Mediclaim Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">56<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">112-113<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">80<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Mobile Policy<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">54<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">109<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">81<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">New Year Diary<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">67<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">128<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">82<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Open House<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">72<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">136<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">83<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Uniform<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">53<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">107-108<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">84<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Vehicle Loan Interest Reimbursement Scheme<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">50<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">102-103<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>IMPORTANT DECISIONS TAKEN DURING HRM POLICY REVIEW<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">140<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\"><strong>ANNEXURES<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">85<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Annexure List<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">141-143<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">86<\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">Annexures<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">&nbsp;<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">AMENDMENTS RECORD<\/span><\/strong><\/p>\n<p align=\"center\">\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\"><strong>S.N.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\"><strong>Policy No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\"><strong>Amendment Summary<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\"><strong>Effective Date<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"324\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"105\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p align=\"center\">\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">DISTRIBUTION LIST<\/span><\/strong><\/p>\n<p><strong><em>\u00a0<\/em><\/strong><\/p>\n<p>This Manual is a controlled document and copies are issued to the following persons.\u00a0 They are responsible for it\u2019s maintenance and circulation.<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\"><strong>Copy No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">\n<p align=\"center\"><strong>Unit<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"237\">\n<p align=\"center\"><strong>Designation of Holder<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">1<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Corporate Office<\/td>\n<td valign=\"top\" width=\"237\">Managing Director<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">2<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Corporate Office<\/td>\n<td valign=\"top\" width=\"237\">Corporate\u00a0 Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">3<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Corporate Office<\/td>\n<td valign=\"top\" width=\"237\">Corporate Business Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">4<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Corporate Office<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Group HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">5<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Corporate Office<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Corporate Finance<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">6<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Design Center<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">7<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">FMAL Division<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">8<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">FMAL Division<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">9<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">FMAL Division<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">10<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Lighting Division<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">11<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Lighting Division<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">12<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Lighting Division<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">13<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Lighting Division ( Pune )<\/td>\n<td valign=\"top\" width=\"237\">Head-Operation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">14<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Lighting Division ( Manesar )<\/td>\n<td valign=\"top\" width=\"237\">Head-Operation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">15<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">MFAL Division<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">16<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">MFAL Division<\/td>\n<td valign=\"top\" width=\"237\">Div. Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">17<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">MFAL Division<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">18<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">MFAL Division<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">19<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Minda Impco Ltd.<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Minda Impco Ltd.<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">21<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Minda Impco Ltd.<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">22<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Minda Investment Ltd.<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">23<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Mindarika Pvt. Ltd.<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">24<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Mindarika Pvt. Ltd.<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">25<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Mindarika Pvt. Ltd.<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">26<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Mindarika Pvt. Ltd. ( Pune )<\/td>\n<td valign=\"top\" width=\"237\">Head-Operation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">27<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Mindarika Pvt. Ltd. ( Pune )<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">28<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">PT. Minda ASEAN Automotive<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">29<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">PT. Minda ASEAN Automotive<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">30<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">PT. Minda ASEAN Automotive<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">31<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch \u2013 Aurangabad<\/td>\n<td valign=\"top\" width=\"237\">Head-Operation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">32<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch \u2013 Hosur<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Operation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">33<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Delhi<\/td>\n<td valign=\"top\" width=\"237\">Div. Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">34<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Delhi<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">35<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Gurgaon<\/td>\n<td valign=\"top\" width=\"237\">SBU Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">36<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Gurgaon<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">37<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Gurgaon<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">38<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Pune<\/td>\n<td valign=\"top\" width=\"237\">Div. Head<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">39<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Pune<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 HRM<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">40<\/p>\n<\/td>\n<td valign=\"top\" width=\"240\">Switch Division \u2013 Pune<\/td>\n<td valign=\"top\" width=\"237\">Head \u2013 Accounts<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"240\">&nbsp;<\/td>\n<td valign=\"top\" width=\"237\">&nbsp;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>This Manual may be borrowed and referred by other concerned Employees as and when required<strong>. <\/strong>This Manual can not be reprinted or copied without the written permission of Corporate HRM.<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<h1>********<\/h1>\n<p align=\"center\">Mission<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><em>To continually enhance <\/em><\/p>\n<p align=\"center\"><em>Stakeholders\u2019 value <\/em><\/p>\n<p align=\"center\"><em>through global competitiveness <\/em><\/p>\n<p align=\"center\"><em>while contributing to society<\/em><em><\/em><\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">********<br clear=\"all\" \/> <span style=\"text-decoration: underline;\">VISION<\/span><\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"108\">\n<h2><\/h2>\n<h2>Unit<\/h2>\n<h2><\/h2>\n<\/td>\n<td width=\"372\">\n<h2>Vision<\/h2>\n<\/td>\n<td width=\"96\">\n<p align=\"center\"><strong>By Year<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"108\">Group<\/td>\n<td valign=\"top\" width=\"372\">\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Group Sales (turnover) to be Rs.1000 Crores<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To achieve:<\/p>\n<p>25% of total turnover in 5 years through export<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Our Company be pioneer and be global benchmark in QPCDSM and Technology<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2007-08<\/p>\n<p align=\"center\">\n<p align=\"center\">2007-08<\/p>\n<p align=\"center\">\n<p align=\"center\">2009-10<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"108\">MIL ( 2W SW)<\/td>\n<td valign=\"top\" width=\"372\">TO BE GLOBAL LEADER (i.e. No.-1)<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Business expansion<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Manufacturing excellence<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 World class product<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Cost management<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 People excellence<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Business support initiatives<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2007-08<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"108\">MRPL (4W SW)<\/td>\n<td valign=\"top\" width=\"372\">To be the most preferred supplier for its customers :<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To continue leadership in domestic OEM and enhance market share to more than 50%.<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To achieve 3.4ppm levels for customer receipt, line and warranty claims.<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To be the pioneers for new technology switches, to maximize product range and be a solutions provider to non-Japanese customers in India<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To be the global supplier of TRJ for 15% of their outsourcing requirements<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To capture 15% global market share of plunger and panel switches by being the lowest cost producer in the world<\/p>\n<p>\u00a7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To achieve sales of Rs.300 Crores<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2007-08<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"108\">Horn<\/td>\n<td valign=\"top\" width=\"372\"><span style=\"text-decoration: underline;\">Domestic Market<\/span> :<\/p>\n<ul>\n<li>Continued leadership in OEM with more than 50% share<\/li>\n<li>25% share in replacement market<\/li>\n<\/ul>\n<p><span style=\"text-decoration: underline;\">Global Market<\/span> :<\/p>\n<ul>\n<li>No. 1 in Asia<\/li>\n<li>Global leadership in 2 wheeler horn<\/li>\n<\/ul>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2007-08<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"108\">Lighting<\/td>\n<td valign=\"top\" width=\"372\">\n<ul>\n<li>To become No.1 in the target market with thrust on export<\/li>\n<\/ul>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2005-06<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"108\">Minda Impco<\/td>\n<td valign=\"top\" width=\"372\">\n<ul>\n<li>To become No.1 Alternate Fuel Company in India<\/li>\n<li>No.1 in South Asia\/ASEAN region<\/li>\n<li>To become major component supplier to IMPCO worldwide<\/li>\n<\/ul>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2005<\/p>\n<p align=\"center\">2007<\/p>\n<p align=\"center\">2007<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">ORGANISATION VALUES<\/span><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong>CUSTOMER IS SUPREME<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<ul>\n<li><strong>We strive to understand and anticipate customer needs and exceed their expectations.<\/strong><\/li>\n<li><strong>We are committed to offer innovative and value added solutions to our customers.<\/strong><\/li>\n<li><strong>We always ask \u201cHow can we serve our customers best?\u201d.<\/strong><\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>LIVE QUALITY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<ul>\n<li><strong>We nurture Quality as an attitude at MINDA.<\/strong><\/li>\n<li><strong>We are quality driven and apply a \u201cQuality Minded Approach To Everything We Do.\u201d<\/strong><\/li>\n<li><strong>We are passionate about Quality and its continuous improvement through teamwork.<\/strong><\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>ENCOURAGE CREATIVITY &amp; INNOVATION TO DRIVE 3 Ps. (People, Processes and Products)<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<ul>\n<li><strong>We demonstrate leadership by advancing new technologies, innovative manufacturing techniques, enhanced customer service, inspired management, and the application of best practices throughout our organization.<\/strong><\/li>\n<li><strong>We aggressively pursue new business, and determined to add value for our customers with ingenuity, have a determination and a positive approach to every task, have a \u2018can-do\u2019 spirit, and a restless determination to continually improve and excel.<\/strong><\/li>\n<li><strong>We utilize our ability to combine strength with speed in responding enthusiastically to every new opportunity and every new challenge. <\/strong><\/li>\n<li><strong>We encourage and inspire learning amongst our people.<\/strong><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p><strong>RESPECT FOR INDIVIDUAL<\/strong><\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>We passionately believe that people are the most valued assets of our company, and that they are<\/strong> <strong>essential participants with a shared responsibility in fulfilling our mission. <\/strong><\/li>\n<li><strong>We trust, inspire, and empower our people to set and achieve high expectations, standards and challenging goals. <\/strong><\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<ul>\n<li><strong>We treat all people with dignity and courtesy. <\/strong><\/li>\n<li><strong>We strive to support mutually beneficial and enduring relationships with our stakeholders.<\/strong><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p><strong>RESPECT FOR WORK-PLACE ETHICS <\/strong><\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li><strong>We work smartly with passion, integrity, conviction and commitment.<\/strong><\/li>\n<li><strong>We work in teams with a shared purpose and value individual ability and diversity as essential to promote harmony and open communication. Each of us succeeds individually &#8230; when we, as a team, achieve success.<\/strong><\/li>\n<li><strong>We respect and adhere to company policies, systems and procedures<\/strong><\/li>\n<li><strong>We will be well-informed and respect the regulations, rules, and compliance issues that apply to our businesses around the world.<\/strong><\/li>\n<li><strong>We respect the values and cultures of the communities in which we operate. <\/strong><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p align=\"center\">********<\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p align=\"center\"><strong><em>\u00a0<\/em><\/strong><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong>QUALITY POLICY<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><em>Quality to be accorded high priority to ensure market competitiveness and to enable supply of cost effective products to the customers.<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p><em>This shall be reflected by our commitments, actions, products and services to our internal &amp; external customers.<\/em><\/p>\n<p align=\"center\"><em>\u00a0<\/em><\/p>\n<p><em>For this, we shall create an environment to encourage all our employees and suppliers to prevent defects and strive for excellence.<\/em><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"center\">********<strong><\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>ENVIRONMENTAL POLICY <\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p>As a responsible corporate citizen, Minda is committed to the cause of conservation of the environment and has made environmental protection a priority through:<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>Continually improving environmental performance of our processes &amp; products and ensuring prevention of pollution at each stage.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Strictly complying with the applicable environmental legislations &amp; standards.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Ensuring effective use of resources in the areas of energy, fuels, oils, paints, chemicals, water, etc.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Reducing and recycling waste and packaging materials.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Encouraging the usage of environment-friendly technologies to aid elimination of hazardous materials.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Promoting the cause of environmental preservation amongst employees &amp; other stakeholders by inculcating sensitivity to the environmental concerns.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>We shall communicate this policy to all our employees and would make it available to all interested parties and general public.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong>SAFETY POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>As a good corporate citizen, Minda group is committed to Safety &amp; Health of its employees and concerned persons who may be affected by its operation.<\/p>\n<p>&nbsp;<\/p>\n<p>To achieve this commitment, it is our policy to:<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>Integrate Safety &amp; Health measures in all our activities.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Comply with all applicable legal and other requirements to which the Organization subscribes.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Promote Safety &amp; Health awareness amongst employees, suppliers and contractors, customers and dealers.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>Continually improve the Safety performance through precautions besides participation and training of all employees.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>The Safety policy shall be communicated to all employees and made available to all interested parties and to the public.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>MATERIAL POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<ul>\n<li>To develop and nurture a minimum number of high quality vendors in each category, who by way of high productivity and low PPM level, maintain a high level of cost competitiveness.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>To encourage \u201c Direct on Line Suppliers\u201d and there by maintain low inventories, and<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li>To continuously improve the manufacturing flexibility, with the help of Just-in-time techniques like Kanban system in order to meet customer requirements in shortest possible time.<\/li>\n<\/ul>\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">I<\/p>\n<p align=\"center\">\n<p align=\"center\">RECRUITMENT<\/p>\n<p align=\"center\">POLICIES<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">RECRUITMENT OF TRAINEES \u2013 STAFF<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 01)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>01.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>0.1.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy has been laid down to recruit qualified fresh manpower and to equip them fully to discharge their functions and fulfill the objectives of the Organization.<\/p>\n<p>&nbsp;<\/p>\n<p>01.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>01.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>01.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>01.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 With the perspective to have qualified manpower in various operating areas, it is desirable to recruit fresh qualified persons at various functions in the Company as trainee. Fundamentally, any person, who does not have experience and is willing to join the company in the capacity of trainee, can be considered for placement in this category. The interview and selection process shall be the same as applicable to relevant levels as the case may be.<\/p>\n<p>&nbsp;<\/p>\n<p>01.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 While appointing trainees, it should be specifically judged that only those candidates are considered for employment who wants to make a long career in the Organization. The career plan as well as the salary structure should be discussed with them and it should be told to them that performance is the only criteria for their growth and if their performance is good, growth shall flow automatically.<\/p>\n<p>&nbsp;<\/p>\n<p>01.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The offer letter issued to the trainee at the time of selection is as per \u201cAnnexure &#8211; 01\u201d.<\/p>\n<p>&nbsp;<\/p>\n<p>01.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training\u00a0 period\u00a0 of\u00a0 trainees\u00a0 shall\u00a0 be\u00a0 one\u00a0 year. They will be issued an Appointment Letter (Annexure &#8211; 03). After\u00a0 completion of one year training only those trainees will be confirmed, who will get \u201cGood &amp; Above\u201d rating during performance review (Annexure &#8211; 02).<\/p>\n<p>&nbsp;<\/p>\n<p>01.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Graduate Engineer Trainee \/ Engineer Trainee \/ Diploma Engineer Trainee have one year training period.\u00a0 This training period will be divided into two segments of 4 months and 8 months duration. After confirmation, no probation and will be treated as regular employees.<\/p>\n<p>&nbsp;<\/p>\n<p>01.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Corp. HRM to obtain performance report of each trainee for each phase of training (Annexure &#8211; 04) from the departmental coordinators of various units. After successful completion of their one year\u2019s training the confirmation letter ( Annexure-5) will be issued to individuals.<\/p>\n<p>&nbsp;<\/p>\n<p>01.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Induction training (4 months) :\u00a0 During first 1.5 months they will be exposed to various departments like Design, Tool Room, Production Engineering, Vendor Development, Quality Assurance, Production and\u00a0 inputs on 5-S, Kaizen, TPS, Quality Circles, Waste Management, 3-M,\u00a0 etc.\u00a0 After general training of around 1.5 months they will be given specific projects by the HRM Heads for a duration of 2.5 months.<\/p>\n<p>&nbsp;<\/p>\n<p>01.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All campus trainees to be placed in Assembly or Part Production after completion of their 4 months induction period, with specific responsibilities to improve Productivity and Quality. Presentation to be given on improvement initiatives completed by trainees to MMC at the end of the year. This is the last phase of training, it is expected that by the time 8 months i.e. training period is over, trainee would have become a regular member of the team of that department.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>01.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For the recruitment of trainees, we shall identify and patronize selected institutes where we would go regularly for campus recruitment. Better rapport can be gradually developed with these institutes by offering summer placements and introducing scholarships\/trophies in these institutes.<\/p>\n<p>&nbsp;<\/p>\n<p>01.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Trainees during the period of training shall be entitled to normal statutory benefits as the respective enactment may require to comply with (PF, ESI, etc.)<\/p>\n<p>&nbsp;<\/p>\n<p>01.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Trainees shall be entitled for leaves as per the leave policy for staff.<\/p>\n<p>&nbsp;<\/p>\n<p>01.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Stipend rate for trainees will be decided by Corporate HRM from time to time.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">RECRUITMENT\u00a0 &#8211; STAFF<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 02)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>02.01\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>02.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the procedure of the recruitment in the group.<\/p>\n<p>&nbsp;<\/p>\n<p>02.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>02.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>02.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>02.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 MINDA is a running organization and adequate manpower is in position in all departments. Therefore, as a policy we should plan recruitment of fresh qualified people at certain defined induction levels only. Except for few critical \/ specialized positions, as a policy, we should restrict recruitment of experienced persons. Advantages of this policy are :<\/p>\n<p>&nbsp;<\/p>\n<p>a)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Fresh qualified persons can be groomed \/ trained to match with the Organizational culture and requirements.<\/p>\n<p>&nbsp;<\/p>\n<p>b)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Except for initial two to three years, such induction helps in keeping the wage bill under control.<\/p>\n<p>&nbsp;<\/p>\n<p>c)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Existing employees feel motivated \u2013 don\u2019t have the threat of senior positions being grabbed by outsiders.<\/p>\n<p>&nbsp;<\/p>\n<p>d)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Creativity in the organization increases with regular infusion of young blood in the Organization.<\/p>\n<p>&nbsp;<\/p>\n<p>e)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Average age of employees in the Organization remains under control.<\/p>\n<p>&nbsp;<\/p>\n<p>02.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Based on the turnover data of employees, we shall plan recruitment as combination of fresh pass outs and also experienced persons.<\/p>\n<p>&nbsp;<\/p>\n<p>02.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For Level VII &amp; above vacancies, atleast 33% &amp; not more than 50% of vacancies to be filled in from outside and balance vacancies to be filled in from within the organization i.e. through intra-department, inter-department, inter-unit, transfer and through promotions during performance appraisal process.<\/p>\n<p>&nbsp;<\/p>\n<p>02.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Head can sign the offer letter &amp; appointment letter upto Level \u2013 VI. Level VII &amp; above will be signed by SBU Head. Responsibility of recruitment &amp; transfer up to Divisional Head level lies with Unit HRM.\u00a0 For Business Head and new projects\u2019 recruitment &amp; transfer is the responsibility of Corporate HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>02.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Whenever there is any recruitment upto Divisional Head, unit HRM to get manpower requisition (Annexure \u2013 06) approved from SBU Head and will sent it to Corporate HRM for approval. SBU Head can approve vacancy against replacement. Any new vacancy has to be approved by MD only.<\/p>\n<p>&nbsp;<\/p>\n<p>02.06.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Unit HRM to plan and execute recruitment according to the\u00a0 requirement.<\/p>\n<p>&nbsp;<\/p>\n<p>02.06.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Job Description should be made before sending manpower requisition<\/p>\n<p>for approval.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>02.07<strong>\u00a0\u00a0 <\/strong><strong>INDUCTION NORMS<\/strong><strong><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Following norms have been fixed to facilitate recruitment against vacancies<\/p>\n<p>for experienced positions.<\/p>\n<p>&nbsp;<\/p>\n<p>The table gives the details of the minimum qualifications requirement\u00a0 :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"199\">\n<p align=\"center\"><strong>PARTICULARS<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\"><strong>LEVEL IV<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\"><strong>LEVEL V<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">I TECHNICAL AREAS<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">i.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Production<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">ii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PPC<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">iii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Stores<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma\/B.Com<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Diploma\/B.Com with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">iv.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Maintenance<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma\u00a0 with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">v.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Purchase<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">vi.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Vendor Development<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">vii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Q.C. &amp; Q.A.<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">viii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Design<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">ix.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Production Engg.<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">x.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Tool Room<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree \/ Diploma with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">II.\u00a0 MARKETING &amp; SALES<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Diploma<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">Degree\/MBA\/Dip. with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">III. ACCOUNTS &amp; FINANCE<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">M.Com.\/<\/p>\n<p align=\"center\">B. Com.<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">CA \/ ICWA\/CS \/ MBA OR M.Com\/B.Com with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">IV. HRM<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Graduate + Dip. P.M. &amp; I.R.\/HRM<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">MBA \/ MSW\/LLB OR PGD with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">V.\u00a0 SYSTEMS<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Graduate+Dip. In Computers<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">MCA\/Degree OR Dip. with 3 yrs exp.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">VI. RECEPTIONISTS<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Graduate<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"199\">VII. STENOGRAPHERS<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">Graduate+Dip. In Secy. Practice<\/p>\n<\/td>\n<td valign=\"top\" width=\"144\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>02.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>RECRUITMENT PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>02.08.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For recruitment of regular employees the Selection Committee shall consist of at least three members. Composition &amp; procedure for various levels is given below:<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>LEVEL\u00a0 IV\u00a0 &amp; V<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>a.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Representative from department where vacancy exist not below Level VI.<\/p>\n<p>b.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 One more technical \/ relevant person, not below Level VI.<\/p>\n<p>c.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Representative.<\/p>\n<p>Unit HRM will take an aptitude &amp; technical test of the candidate prior to the interview (as per the procedure )<\/p>\n<p>&nbsp;<\/p>\n<p>The committee will test the suitability of the candidate and award marks in the interview evaluation form (Annexure &#8211; 07), which will decide the ranking. Short listed candidates will be finally interviewed and approved by the SBU Head.<\/p>\n<p><strong>LEVEL VI &amp; VII<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>a.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Concerned HOD where vacancy exists. He can along with him bring, if<\/p>\n<p>necessary, another technical \/ relevant person, not below Level VII.<\/p>\n<p>b.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Concerned SBU Head<\/p>\n<p>As\u00a0 mentioned\u00a0 above,\u00a0 committee\u00a0\u00a0 will\u00a0 award marks in\u00a0 the interview<\/p>\n<p>evaluation form for Level &#8211; VI(Annexure &#8211; 07) and for Level\u2013VII (Annexure \u2013 08) to decide ranking. The short listed candidate will be finally interviewed and approved by SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>LEVEL VIII &amp; IX<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Committee for first round of interview would be HOD, SBU Head &amp; Head HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>Selection committee shall check the suitability of the candidate as per the interview evaluation criteria (Annexure &#8211; 08). The short listed candidate will be evaluated independently by outside consultant and thereafter meeting with M.D.\u00a0 However, salary will be finalized by Head HRM.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>LEVEL X AND ABOVE<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>Special Selection Board will be formed in consultation with MD.\u00a0 Selection committee shall check the suitability of the candidate as per the interview evaluation criteria (Annexure &#8211; 09)<\/p>\n<p>&nbsp;<\/p>\n<p>02.08.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0For recruitment of Head\u00a0 &amp; above level, candidates to be interviewed by<\/p>\n<p>MSG (Management Services Group).<\/p>\n<p>&nbsp;<\/p>\n<p>02.08.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After selection of incumbent an offer letter (Annexure &#8211; 10) will be given.<\/p>\n<p>&nbsp;<\/p>\n<p>02.08.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Before offering employment to the candidate, compensation part should be discussed in detail with him.\u00a0 Salary break-up should be prepared (Annexure &#8211; 11) and it should have signature of both Head HRM and the candidate.\u00a0 He should be clearly told about his CTC (Cost to Company), which includes car cost, premium of mediclaim and accident insurance, bonus, health check up, mobile phone, residence telephone etc. as applicable to the level of candidate.<\/p>\n<p>&nbsp;<\/p>\n<p>02.08.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On joining, each employee will be issued Appointment Letter (Annexure &#8211; 12 A to E).<\/p>\n<p>&nbsp;<\/p>\n<p>02.08.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM will make efforts to fill the vacancy in the shortest possible time. However, efforts of recruitment shall be planned with following lead time:<\/p>\n<p>Level \u00a0\u00a0IV &amp;\u00a0\u00a0 V\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 1 &#8211; 2 months<\/p>\n<p>Level\u00a0\u00a0 VI &amp; VII\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0 2 &#8211; 3 months<\/p>\n<p>Level VIII &amp; above \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 3 &#8211; 4 months<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>2.09<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 REFERENCE CHECKING <\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>02.09.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Reference checking shall be done for all the new joinees in staff category.<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For level VII and above confidential reference checking (without affecting his\/her present employment) will be done by respective HRM before giving offer letter to the selected candidate.<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Reference checking upto level VIII from previous employer to be done after joining of the selected candidate as under :-<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Letter (Annexure &#8211; 13) will be sent to all those references mentioned in the profile by the candidate.<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If no reply is received within 15 days, a reminder will be sent\u00a0 (Annexure &#8211; 14).<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Antecedents as well as the salary particulars will also be verified from the last employer by sending a letter (Annexure &#8211; 15).<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If no reply is received within 15 days, a reminder will be sent\u00a0 (Annexure &#8211; 16).<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If the service with the last employer is less than one year, then antecedence shall be verified form the previous employer (last but one).<\/p>\n<p>&nbsp;<\/p>\n<p>02.09.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee giving wrong declaration about the experience, qualification, salary, etc. will be viewed seriously and his services may be terminated.<\/p>\n<p>&nbsp;<\/p>\n<p>02.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>INDUCTION TRAINING<\/strong><\/p>\n<p>02.10.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is mandatory that any employee recruited will have to first undergo induction training before he \/ she is posted to the parent department. The inputs during induction training will include following:<\/p>\n<p>&nbsp;<\/p>\n<p>a.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Familiarity with organization structure<\/p>\n<p>b.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Familiarity with the job-responsibilities \/ function of his \/ her parent department<\/p>\n<p>c.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Familiarity with the HRM Policies.<\/p>\n<p>d.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Familiarity with products.<\/p>\n<p>e.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Familiarity with QS\/ISO procedure.<\/p>\n<p>&nbsp;<\/p>\n<p>Class Room induction for new joinees to be done within the unit.\u00a0 Induction training to cover compulsory class room training for all new joinees for one day on Group\u2019s Vision, Values, Policies, Practices, Processes, Expectations etc.\u00a0 Meeting of all new joinees with SBU Head at the end of one day training.\u00a0 For Head and above, new joinees to meet MD for half an hour during first 15 days of joining.<\/p>\n<p>&nbsp;<\/p>\n<p>02.10.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On joining, HRM to give Welcome Docket to each new joinee.<\/p>\n<p>&nbsp;<\/p>\n<p>02.10.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Unit HRM will ensure induction training is given as per the induction check list (Annexure &#8211; 17) and the employee shall report to various HODs with format showing details of induction training.\u00a0 Format to be kept in the personal file of the employee (Annexure 18).<\/p>\n<p>&nbsp;<\/p>\n<p>For first six months, HRM Head to meet all new joinees and take \/ give feed back twice in a month and SBU Head once a month irrespective of designation.<\/p>\n<p>&nbsp;<\/p>\n<p>Corporate HRM to meet new joinees in all units during first three months of their joining.<\/p>\n<p>&nbsp;<\/p>\n<p>02.10.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After completion of induction training, new joinee to give an induction report about his induction and marks to be given as per the induction check list (Annexure 19) by self, superior, reviewer (SBU Head) and HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>02.10.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Feedback from new Joinees, after 6 months will be taken by Unit HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>02.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>GENERAL POINTS RELATED TO RECRUITMENT <\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>02.11.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ex. Minda Huf\u00a0 \/ Minda Wire Links \/ Minda Instruments \/ Ancillaries \/ other group company employees can be considered for employment, if one year has lapsed.<\/p>\n<p>&nbsp;<\/p>\n<p>02.11.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of a new recruitment a person who has any direct blood relation in any of the unit would not be considered. In case such recruitment is done, it should have written approval of MD and\u00a0 direct relation not to work in the same unit.<\/p>\n<p>&nbsp;<\/p>\n<p>02.11.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 LIST OF DIRECT BLOOD RELATIONS IS AS UNDER:<\/p>\n<p>&nbsp;<\/p>\n<p>Father<\/p>\n<p>Mother<\/p>\n<p>Wife\/husband<\/p>\n<p>Brother<\/p>\n<p>Sister<\/p>\n<p>Son<\/p>\n<p>Daughter<\/p>\n<p>Brother\u2019s wife<\/p>\n<p>Sister\u2019s husband<\/p>\n<p>Son\u2019s wife<\/p>\n<p>Daughter\u2019s husband<\/p>\n<p>&nbsp;<\/p>\n<p>2.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 T. A. Rules for attending the Interviews<\/p>\n<p>&nbsp;<\/p>\n<p>2.12.1\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company is required to reimburse the travel expenses to the candidates who come for interview as per the Inland Travelling norms of Employees. This will be reimbursed for travelling only, against submission of Proofs\/ Tickets.<\/p>\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">RECRUITMENT \u2013 OPERATORS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 03)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the procedure of the operator\u2019s recruitment in the Group.<\/p>\n<p>&nbsp;<\/p>\n<p>03.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>03.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Respective Unit HRM dept. to plan recruitment as per following guidelines:<\/p>\n<p>&nbsp;<\/p>\n<p>03.03.1.1\u00a0 QUALIFICATION:<\/p>\n<p>&nbsp;<\/p>\n<p>a\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Minimum qualification for female operators be 10<sup>th<\/sup> class<\/p>\n<p>&nbsp;<\/p>\n<p>b\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Minimum qualification for male operators should be 10<sup>th<\/sup> class preferably ITI in the relevant trade.\u00a0 Preference should be given to those who have done apprenticeship training after passing ITI.<\/p>\n<p>c.\u00a0\u00a0\u00a0\u00a0\u00a0 Diploma Engineer can be taken at a Level \u2013 III A as operating\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 members.<\/p>\n<p>&nbsp;<\/p>\n<p>03.03.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For assembly, preferably unmarried female operator should be recruited &amp; they have to undergo colour blindness test and hand movement test to ascertain their suitability.<\/p>\n<p>&nbsp;<\/p>\n<p>03.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Concerned department will forward the requirement of manpower to\u00a0 HRM duly approved by Head \u2013 Manufacturing.\u00a0 HRM will check the requirement against Manpower Budget.<\/p>\n<p>&nbsp;<\/p>\n<p>03.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM will arrange for Bio-Data from its own data bank or other sources. As far as possible, operator should be recruited through reference of one of our existing employee, who would assure his\/her conduct and past record and will give declaration in the format (Annexure &#8211; 20)<\/p>\n<p>&nbsp;<\/p>\n<p>03.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All categories of operator to undergo written aptitude and technical test.\u00a0 After completion of the test the candidate will be interviewed by departmental head.<\/p>\n<p>&nbsp;<\/p>\n<p>03.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Candidates, who successfully clear the first round of written test &amp; interview, will undergo practical skill test.\u00a0 For skill test, skill machine should be used.\u00a0 Practice is allowed to the candidate for operation of machine for ten minutes.\u00a0 The skill machine should be designed to test ones concentration, coordination of eyes &amp; hands.<\/p>\n<p>&nbsp;<\/p>\n<p>03.04.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Candidate who clears the skill test should be called for final interview by selection committee.\u00a0 Selection committee to consist of concerned Departmental Head alongwith HRM Head. Finally,\u00a0 recruitment to be approved by the SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>03.04.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An appointment letters will be issued to all operators while joining(\u00a0 Annexure \u201c58\u201d). The period of probation will be of 6 months. The need to extend the probationary period beyond 6 months can only arise in the case of an average or mediocre performer who needs to be given \u201canother chance\u201d.\u00a0 Department Head may extend the probationary period up to the maximum of three months for two times.<\/p>\n<p>&nbsp;<\/p>\n<p>03.04.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This committee will award marks to decide ranking (Annexure &#8211; 21)\u00a0 All recruitment will be subject to clearing test, which will basically\u00a0 give report on Color Blindness and Eye sight of the candidate. This test to be completed before joining the duties.<\/p>\n<p>&nbsp;<\/p>\n<p>03.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ANTECEDENT VERIFICATION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of experienced\u00a0 person, antecedent verification to be done from<\/p>\n<p>previous employer. In case of fresher i.e. having no experience, Name of two references mentioned in the bio-data form to give an undertaking \/ declaration.<\/p>\n<p>&nbsp;<\/p>\n<p>Verification from ex-employer \/ character certificate from references must be completed. This will be the responsibility of the Unit HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>03.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>GENERAL POINTS RELATED TO RECRUITMENT <\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>03.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ex. Minda Huf\u00a0 \/ Minda Wire Links \/ Minda Instruments \/ Ancillaries \/ other group company employees can be considered for employment, if one year has lapsed.<\/p>\n<p>&nbsp;<\/p>\n<p>03.06.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of a new recruitment person who has any direct blood relation in any of the unit would not be considered. In case such recruitment is done, it should have the written approval of the MD and direct relation not to work in the same unit.<\/p>\n<p>&nbsp;<\/p>\n<p>03.06.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 LIST OF DIRECT BLOOD RELATIONS IS AS UNDER:<\/p>\n<p>&nbsp;<\/p>\n<p>Father<\/p>\n<p>Mother<\/p>\n<p>Wife\/husband<\/p>\n<p>Brother<\/p>\n<p>Sister<\/p>\n<p>Son<\/p>\n<p>Daughter<\/p>\n<p>Brother\u2019s wife<\/p>\n<p>Sister\u2019s husband<\/p>\n<p>Son\u2019s wife<\/p>\n<p>Daughter\u2019s husband<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">RECRUITMENT &#8211; TEMPORARY OPERATORS<\/span><\/strong><strong><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 04)<\/strong><strong><\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>04.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>04.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To stream line the procedure of recruitment of Temporary operators.<\/p>\n<p>&nbsp;<\/p>\n<p>04.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>04.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>04.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>04.03.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For filling the sanctioned vacancy of the operators in any unit, the operators may initially be kept on trial for a period of six months only. (Preferably operator should be appointed with reference of our existing employees)<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During this period the operators should be judged in detail from all angels. All the records \/ formalities be completed for \u201cTemporary Operators\u201d as is being done for regular operators.<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02.1\u00a0\u00a0\u00a0\u00a0 The applications for Temporary employment may be obtained in Hindi (Annexure &#8211; 22), preferably written by the concerned person. For temporary operators appointment letter for fixed term to be given (Annexure \u201c59\u201d).<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02.2\u00a0\u00a0\u00a0\u00a0 These \u201cTemporary Operators\u201d will be entitled to EL \/ CL \/ SL as applicable to regular operators. I.e. EL &#8211; 15, CL &#8211; 7, SL (If no ESI) &#8211; 7.<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02.03\u00a0 During 6 months, their performance shall be judged for confirmation decision at the end of the 6 months. Salary for the Temporary operators will be finalized at the time of increments in the month of April every year.<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02.4\u00a0\u00a0\u00a0 These \u201cTemporary Operators\u201d will also be entitled to ESI &amp; P.F. as<\/p>\n<p>applicable to regular employees.<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02.5\u00a0\u00a0 Temporary Employees will be provided canteen\/ bus facility as provided to\u00a0\u00a0 permanent employees.<\/p>\n<p>&nbsp;<\/p>\n<p>04.03.02.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Bonus will be given to temporary as per Bonus act.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">*******<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">PROBATION\/ASSESSMENT\/CONFIRMATION<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 05)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>05.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROBATION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>05.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Period of probation :<\/p>\n<p>&nbsp;<\/p>\n<p>For Member and Leader Level, the period of probation will be 6 months. The need to extend the probationary period beyond 6 months can only arise in the case of an average or mediocre performer who needs to be given \u201canother chance\u201d.\u00a0 Department Head may extend the probationary period up to the maximum of three months at a time. For Head &amp; above there will be no probation period.<\/p>\n<p>&nbsp;<\/p>\n<p>05.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 NOTICE PERIOD :\u00a0 For all probationary appointment the notice period should be 15 days on either side.<\/p>\n<p>&nbsp;<\/p>\n<p>05.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 TERMINATION OF SERVICES DURING THE PROBATIONARY PERIOD\u00a0 : Performer who are not up to the mark must be dealt with care and concern such that genuinely put in efforts are come up.<\/p>\n<p>&nbsp;<\/p>\n<p>05.01.03.1\u00a0\u00a0\u00a0\u00a0 According to judicial rulings, since the probationary period\u00a0 is specified by the Company, in fairness the probationer must be tried out for the full probationary period.<\/p>\n<p><strong><span style=\"text-decoration: underline;\">Termination during the period of probation is legally contestable. <\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Please note, therefore, that if any unit wish to terminate a probationary appointment earlier than the normal 6 months,\u00a0 there must be a good reason to justify this and a mere \u201copinion\u201d will not be legally acceptable.\u00a0 A factual case must be made out to show that the services of the probationer are unsuitable or against the interests of the company and this must be recorded in the person\u2019s file as documentary evidence.<\/p>\n<p>&nbsp;<\/p>\n<p>Should you have any doubt as to the suitability of a person at the time of recruitment, you may initially take him on a temporary basis and later put him on probation if he proves to be suitable.<\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>05.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ASSESSMENT<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>05.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All probationary staff will be assessed as per the assessment form (Annexure 23)<\/p>\n<p>&nbsp;<\/p>\n<p>05.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Rating and weakness etc. to be shared with employee.<\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>05.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>CONFIRMATION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>05.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No person shall be confirmed in service until his performance has been reviewed and assessed in accordance with the assessment criteria.<\/p>\n<p>&nbsp;<\/p>\n<p>05.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No person will be confirmed in service unless it is shown that he fulfills the requirements of the job. In the long run interests of the Company, it is better to face short-term shortages of manpower than to build up inventories of human deadwood.<\/p>\n<p>&nbsp;<\/p>\n<p>05.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees who are confirmed, may be issued confirmation letter (Annexure &#8211; 24) and employees whose probation period is to be extended, extension letter may be issued (Annexure &#8211; 25).<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>05.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>NOTICE PERIOD<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>05.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For Member and Leader, it is one month on either side. However, for appointments in category of Head &amp; above employees, the notice period is three months.<\/p>\n<p>&nbsp;<\/p>\n<p>05.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>RESPONSIBILITY<\/strong><\/p>\n<p>05.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM Department shall be responsible for this activity.\u00a0 They have to put up the case of the employee whose confirmation is due to the Department \/ SBU head and after getting their comments, accordingly release the confirmation \/ extension order with the Signature of HRM Head.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">CONTRACT OPERATORS AND CONTRACTOR<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 06)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>06.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>06.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To define the contract operators and contractor.<\/p>\n<p>&nbsp;<\/p>\n<p>06.02<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>06.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The policy is applicable to all the units of N.K.MINDA group.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>06.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Contractor Manpower to be engaged as per Contract Labour Act.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 However, following points to be checked :<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Valid registration number of the contractor from labour department.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Engage contractors who are included in registration.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.2.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Contractor should have valid Registration license, under Contract\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Labour Act, PF Act, ESI Act.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.2.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0There must be a valid agreement between the Employer and the\u00a0 contractor.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Contractor payment on piece rate basis through cheque. Every\u00a0\u00a0 month HRM has to check whether the Contractor has made the payment to his people and has filed the statutory return. No bill will be paid without attaching PF, ESI, etc. deposit challans of last month payment.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Contractor employee will not be given Bus facility.<\/p>\n<p>&nbsp;<\/p>\n<p>06.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During Diwali, employees through contractor will be given sweets<\/p>\n<p>only.<\/p>\n<p>&nbsp;<\/p>\n<p><strong><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">FUNCTIONAL \/ORGANISATION STRUCTURE<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 07)<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>07.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>07.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To attract &amp; retain better talents it is decided to have a flatter organization which in turn gives more emphasis on functions \/ sub functions than conventional designation hierarchy.<\/p>\n<p>&nbsp;<\/p>\n<p>07.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>07.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The policy is applicable to all the units of N.K.MINDA group.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>07.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 By introducing this concept, attempt is made to make organization flatter and therefore, now, we have only 5 functional designations like, Business Head, Divisional head, Head, Leader &amp; Member.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 By mere Functional Designation it is not binding that all HOD\u2019s or\u00a0 Leaders or Members are in the same level which automatically establishes the importance of function rather than level.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There may be cases where the Member is reporting to the Leader though they are in the same level.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There may also be cases where the Head is reporting to the Head though they are in the same level due to Corporate \/ Unit Functional Structure.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Again there may be some cases where the Member is reporting to\u00a0 another Member, who is the senior most but can not be classified as a\u00a0 Leader<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of Secretary, Company Secretary or Receptionist, we have not given them the functional designation being a staff function.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There is also a possibility that during organizational restructuring a person\u2019s functional designation might change from Head to leader or Leader to Member or vice versa depending on the function in which he is working.<\/p>\n<p>&nbsp;<\/p>\n<p>07.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The following table shows the possible relationships amongst various Levels and Designations.<\/p>\n<p align=\"center\">\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"276\">\n<p align=\"center\"><strong>DESIGNATIONS<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"168\">\n<p align=\"center\"><strong>LEVELS<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">BUSINESS HEAD<\/td>\n<td valign=\"top\" width=\"168\">IX, X, XI,XII<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">DIVISIONAL HEAD<\/td>\n<td valign=\"top\" width=\"168\">VIII, IX,X,XI<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">HEAD (DEPARTMENT)<\/td>\n<td valign=\"top\" width=\"168\">VII, VIII,IX,X<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">LEADER (DEPARTMENT)<\/td>\n<td valign=\"top\" width=\"168\">V, VI, VII,VIII<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">MEMBER (DEPARTMENT)<\/td>\n<td valign=\"top\" width=\"168\">IV, V, VI<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>07.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROMOTION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>07.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of promotion, we will simply write about the level elevation but the functional designation may remain unaltered if concerned person is handling the same function in similar role.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>07.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Organization Structures:\u00a0 At the time of budget, organization structure with job roles \/ responsibilities clearly defined must be submitted and approved by MD.\u00a0 Not to be changed during the year.\u00a0 In case change is unavoidable, follow the following sequence :<\/p>\n<p>&nbsp;<\/p>\n<p>Unit HRM\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Corp. HRM\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SJ\/VKJ\/NKM<\/p>\n<p>(To be approved by atleast two)<\/p>\n<p align=\"left\">\n<p><strong>\u00a0<\/strong><\/p>\n<p>*****<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">PERFORMANCE EVALUATION OF NEW ENTRANTS <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 08)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>08.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>08.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To give feedback to the new member of our family about his performance.<\/p>\n<p>&nbsp;<\/p>\n<p>08.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>08.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA Group &amp; applicable to Head &amp; above new joinees.<\/p>\n<p>&nbsp;<\/p>\n<p>08.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>08.03.1 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the organization to ensure that new entrant\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 get merged with the working and culture of the Organization. Then\u00a0\u00a0\u00a0\u00a0 only he\/she will be able to give his \/ her best.<\/p>\n<p>&nbsp;<\/p>\n<p>08.03.2 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For this, a feedback on the performance of new entrant to be taken from the superior, colleague and subordinate in a specified form (Annexure &#8211; 26).<\/p>\n<p>&nbsp;<\/p>\n<p>08.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After filling the form the same should be forwarded to the Head HRM.\u00a0 It is required that confidentiality should be maintained. Therefore, people should give their feedback in an objective manner.<\/p>\n<p>&nbsp;<\/p>\n<p>08.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Such feed back should be discussed with the new joinee so that he \/ she becomes aware of his \/ her short comings, if any and can plan corrective action.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*****<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">II<\/p>\n<p align=\"center\">ADMINISTRATIVE<\/p>\n<p align=\"center\">POLICIES<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">ATTENDANCE PROCEDURE AND SYSTEM &#8211; STAFF<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 09)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline and regulate the attendance of all the employees in the company.<\/p>\n<p>&nbsp;<\/p>\n<p>09.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of\u00a0 N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>09.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Attendance for all categories of staff irrespective of level would be through a formal procedure in the Muster Roll Register or card punching system, as applicable. All employees are expected to sign this Muster Roll Register\/ Punch card before reaching their work place in the morning while entering the office itself.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>LATE COMING<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees reporting after 9 am (or other designated time) shall make an entry in a Late Coming Register at the gate mentioning therein the time and date of their arrival and should initial against their names.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This register shall be made available by the security to any staff entering the company after the morning bell is rung.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 At the end of the month while preparing the Pay Roll, the HRM Department shall reconcile data from this register.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees coming after 9.00 a.m.(or other designated time)\u00a0 will also sign in the attendance register.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case units are having punching card system, late coming record will automatically be available in system.\u00a0 Hence employees coming late need not sign in the late coming register.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Late comings four times in a month up to the maximum of \u00bd (half) an hour is permitted. Any late coming beyond four times in a month will be treated as absence for which \u00bd day leave will be deducted if due, otherwise salary will be deducted. This norm is only a guideline and does not entitle a staff member to have a right to come late.<\/p>\n<p>&nbsp;<\/p>\n<p>09.04.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the staff to have their attendance complete to earn salary for that month.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>LATE REPORTING ON DUTY ON ACCOUNT OF O.D.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee going on official duty outside shall get permission from his immediate superior mentioning the dates on which he will be out and get it authorized by his sanctioning authority and submit to HRM Department for attendance purpose.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Persons going on duty to local places shall write on the movement board displayed in front of the\u00a0 Receptionist so as to keep the Receptionist updated about where about of the out going employee. HRM Department can check for his record purpose, the same date from the register the morning. However, persons proceeding on duty during the course of day after having entered on the board, will also sign on the employee outgoing register with details.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees proceeding on duty within city will try to reach their places of work back if the work is completed before the close of working hours and this opportunity should not be converted for reducing working hours.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As and when the employee comes back to the office, it is his responsibility to fill up time of returning in the Employee Out Going register as well as to wipe off his name from the movement board before proceeding to his work place.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee going out during the working hours for whatever purpose, is also required to complete his particulars in the Employee Out Going Register lying with the security at the gate.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Making an entry on the board or in the Employee Out Going Register does not substitute for the required practice of keeping the immediate superior informed before leaving the work place.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The employee should give OD\u00a0 (for going out for official job\/out of station duty\/or on duty to other units for whole day) slip to the HRM Department on prescribed format on the previous working day duly signed by his\/her immediate superior.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If, due to some reason, the employee is not able to give OD slip on previous day he should give OD slip duly approved immediately, when he reports on duty.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees, who are out for whole day for official work, need not sign in the\u00a0\u00a0\u00a0\u00a0 Muster Roll \/ need not punch their card.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM Department shall mark with red ink as (\/ ) if the employee does not report for\u00a0 duty up to 9.30 am and no OD \/ Leave application duly sanctioned has been received. The concerned employee whosoever is on leave (Casual Leave\/Sick Leave\/Earn Leave\/OD) shall get his \/ her leave \/ OD slip, whichever is applicable, sanctioned and submit the same on the very next day or before processing payroll, otherwise he \/ she will be marked absent.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee has reported on duty and does not get his leave \/ OD Slip sanctioned either very next or before processing of payroll for that month, shall be marked absent.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is expected that all kinds of leaves should have a prior approval in writing from the appropriate authorities.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the employee to get his leave sanctioned from the authorized person and submits the same to HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>09.05.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM Department shall treat all absence from duty unless authorized leave \/ OD slip is obtained within time frame as mentioned above.<\/p>\n<p>&nbsp;<\/p>\n<p>09.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SHORT LEAVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>09.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees can go up to two hours for each occasion up to 2 times in a month any time during the day after getting due sanction from his immediate superior. This is not an entitlement or right to take short leaves every month.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">******<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">ATTENDANCE PROCEDURE AND SYSTEM-OPERATORS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 10)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>10.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>10.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the system of attendance of operators<\/p>\n<p>&nbsp;<\/p>\n<p>10.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>10.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA group.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>10.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Attendance for operators will be maintained through the Attendance Cards\/ Punching card system.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each operator will be allotted the attendance\/ Punch card.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of attendance card system, there shall be two attendance card boards on which \u201cIN\u201d and \u201cOUT\u201d will be painted. These card boards should be fixed near the security gate.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each Operator shall be allotted separate pouch duly numbered where these cards shall have to be placed.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 While entering the factory in the morning before the start of the work i.e. 9.00 a.m. (or other designated time) each operator is required to pick up his card from the \u201cOUT BOARD\u201d and place it in the \u201cIN BOARD\u201d after making an initial in the respective column of attendance card. Likewise, while going out of the plant at the close of the work, the operator is required to place his\/her card in the \u201cOUT BOARD\u201d and while doing so he\/she should also check whether his\/her attendance for the day worked has been marked by the HRM Department\u00a0 in the respective column of the attendance card.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 At 5.30 p.m. (or other designated time), the HRM Department should mark \u201cP\u201d in the both columns of the cards lying in the BOARD,\u00a0 if operator is present. He should also mark present in the Muster Roll of the operators.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Security Guard will circle the date in the Attendance card with red color ink for those operators entering the premises after 9.00 am (or other designated time) and there after shall give it to the operator to place it in the \u201cIN BOARD\u201d.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is also the responsibility of the Security Guard to check that as and when the fourth occasion of such late comings in a month arises to refuse entry for such operator who are late at the fourth occasion and there after.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is also the responsibility of the HRM Department to ensure that the Security Guard is following this system strictly. No operator shall be allowed to enter the premises who so ever is late after 30 minutes.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 At 9.30 a.m. the Security Guard will lock all card board and allow only the HRM Department to collect the cards from the board for making attendance and keeping the cards back.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operator coming in the night shift shall, however, adopt the same procedure while entering the unit but at the time of exit they will give their cards to the Security Guard and will not place it on the OUT BOARD.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As mentioned above, HRM Department shall mark the attendance of the concerned operator in the card as well as in the Muster Roll on the same day after counter checking the work allotment register maintained at the shop floor.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM Department shall initial the work allotment register on daily basis and put the date on the bottom of the attendance register.Any discrepancy identified during this process should be highlighted on the same day to the Production In-charge as well as security man and corrective action be taken. Likewise he would mark the attendance card for night shift purpose in the similar process.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the HRM Department that they should make all possible efforts and encourage the operator to sort out the queries raised by the operator on account of any discrepancy in the attendance.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.15\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is also the responsibility of the HRM Department to have surprise check that the attendance is initialed by the concerned operator and not by proxy.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.16\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the HRM Department that while preparing the Pay\u00a0\u00a0\u00a0 Roll , they will reconcile the data of the attendance card and the muster roll at the end of the month.<\/p>\n<p>&nbsp;<\/p>\n<p>10.03.17\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case units are having punching card system all employees are required to punch their card.\u00a0 The same procedure as of staff attendance i.e. explained in the Policy No. 09 will be followed.<\/p>\n<p>&nbsp;<\/p>\n<p>10.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SHORT LEAVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>10.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees can go up to two hours for each occasion up to 2 times in a month any time during the day after getting due sanction from his immediate superior. This is not an entitlement or right to take short leaves every month.<\/p>\n<p>&nbsp;<\/p>\n<p>10.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ON DUTY PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>10.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any operator going out on duty is required to get his Gate Pass\u00a0\u00a0 approved by getting the signature on the same from the authorized signatory.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">LEAVE POLICY FOR STAFF (INCLUDING TRAINEES)<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 11)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To define the Company\u2019s policy on leave entitlement and availment for all the employees.<\/p>\n<p>&nbsp;<\/p>\n<p>11.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To enable employees to take rest\/recover in case of illness.<\/p>\n<p>&nbsp;<\/p>\n<p>11.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To enable employees to take leave in case of emergency\/personal reasons.<\/p>\n<p>&nbsp;<\/p>\n<p>11.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To enable employees to take vacations.<\/p>\n<p>&nbsp;<\/p>\n<p>11.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>11.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All leave entitlements coincide with and determined for the CALENDER YEAR from 1<sup>st<\/sup> January to 31<sup>st<\/sup> December.<\/p>\n<p>&nbsp;<\/p>\n<p>11.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees joining\/leaving at any point during this period would get pro-rata leaves.<\/p>\n<p>&nbsp;<\/p>\n<p>11.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Individual employee leave record shall be maintained by the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ENTITLEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>CAUSAL LEAVE<\/strong> <strong>(C.L.)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the employees shall be entitled for 7 days Casual Leaves (CL) in a calendar year.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees joining between 1<sup>st<\/sup> January to 15<sup>th<\/sup> January shall be eligible for full entitlement of Casual Leaves for that year.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees joining after the 15<sup>th<\/sup> January , will be credited C.L. as follows.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"288\"><strong>MONTH OF JOINING<\/strong><\/td>\n<td valign=\"top\" width=\"154\"><strong>CL\u00a0 ENTITLEMENT FOR THE YEAR<\/strong><\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">JANUARY (16<sup>th<\/sup> to 31<sup>st<\/sup>)<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 6.0 \u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">FEBRUARY<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 6.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">MARCH<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 5.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">APRIL<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 5.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">MAY<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 4.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">JUNE<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 4.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">JULY<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 3.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">AUGUST<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 3.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">SEPTEMBER<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 2.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">OCTOBER<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 2.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">NOVEMBER<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 1.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">DECEMBER\u00a0 (1<sup>st<\/sup> to 15<sup>th<\/sup> Dec.)<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 1.0\u00a0\u00a0\u00a0\u00a0 DAY<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"288\">DECEMBER\u00a0 (16<sup>th<\/sup> to 31<sup>st<\/sup> Dec.)<\/td>\n<td valign=\"top\" width=\"154\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 NIL<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CL not availed during the year will not laps. Balance CL will be clubbed with EL.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of new joinee CL can not be availed unless it is earned (i.e. CL earned in the 1<sup>st<\/sup> month can be availed from 2<sup>nd<\/sup> month onwards).<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CL can not be clubbed with any other type of leave.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Maximum of 3 days CL can be availed in one spell.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CL can be applied\u00a0 at any time but not less than 0.5 days.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All holidays\/weekly off falling in between a spell of CL shall not be counted as CL.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.10\u00a0\u00a0\u00a0\u00a0 Holidays\/weekly off days can be suffixed or prefixed to a spell of CL.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.11\u00a0\u00a0\u00a0\u00a0 No encashment of CL is permissible.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.1.12\u00a0\u00a0\u00a0\u00a0 CL should be applied atleast 24 hours in advance in writing. However, in case of extreme circumstances when person is unable to apply for CL in advance, leave card duly approved by superior for the same must be given immediately on resuming duty.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SICK LEAVE (S.L.)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All employees including trainees, excluding employees covered under ESI shall be entitled to 7 days of SL in a year. Employees joining any time during the leave year will have pro-rata SL for that year of joining as per the details given above similar to CL.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SL can be accumulated upto a maximum of 21 days.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any accumulation beyond prescribed limit will lapse automatically.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SL can not be clubbed with CL.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All holidays\/weekly off days falling in between a spell of SL shall be counted as SL.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No encashment of SL is permissible.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee falling sick shall arrange to send information to his superior at the earliest but not later than 24 hours of his absence on \u00a0account of SL and to apply for the same in writing immediately on resuming duty.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of sickness for more than 3 days, concerned employee must produce a medical certificate either from a Doctor or from a Registered Medical Practitioner.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.2.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On account of increment or by any other reason, if employee come out of the preview of ESI, shall immediately be eligible for Sick Leave on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>EARNED LEAVE<\/strong> <strong>(E.L.)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employee is eligible for Earned Leaves if he\/she fulfill the condition of attendance of 240 days in a year.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For calculating 240 days attendance actual days worked + earned leaves availed during the year to be considered.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Where an employee fulfills the condition of 240 days (as mentioned above ) but has remained absent or on leave without pay, such an employee shall be deprived of Earned Leave on pro-rata basis, as per following table :-<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\"><strong>NO. OF DAYS (ABSENT\/LWP)<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"247\"><strong>DAYS BY WHICH EL TO BE REDUCED<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">Upto 7 days<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">0<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">8-14<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">1<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">15-22<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">2<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">23-29<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">3<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">30-37<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">4<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">38-45<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">5<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"192\">\n<p align=\"center\">46-51<\/p>\n<\/td>\n<td width=\"247\">\n<p align=\"center\">6<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>11.04.3.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of new joinee, during first year, EL will be calculated on pro-rata basis and also the condition in last para will be applied.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All staff members shall be entitled to 26 days EL in a calendar year.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 EL would be credited to the individual employee\u2019s account only after completion of one year of his service (one year service means having worked for 240 days or more days in the previous year). For the purpose of computing 240 days, period of LWP, unauthorized absence, all period of legal lockout, strike and closures, inclusive of intervening, succeeding and preceding Sundays and holidays shall be excluded, however,\u00a0 sanctioned leave can be counted as working days.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees joining during leave year shall be credited EL in the next year on pro-rata basis. Similarly employees leaving the service shall be given a credit of EL on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 EL can be clubbed with SL on account of special circumstance like illness\/death in the family. This power rests only with Head of the Department &amp; above category of employees.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 EL can not be availed for more than 4 times in a year and must not be of less than 1 day, weekly off days falling within EL period will not be counted as EL. However, those employees, who are covered under ESI and not eligible for S.L. can avail E.L. upto 6 times maximum.\u00a0 EL can be accumulated upto a maximum of 3 years of an employee\u2019s leave entitlement i.e. 78 leaves.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 100% of EL over and above 78 days lying credit to the individual employee\u2019s account on first day of the year i.e. as on January 01, shall be encashed and payment shall be made by 31<sup>st<\/sup> March of every year during the employment.\u00a0 The Basic salary as on 31<sup>st<\/sup> December shall be the basis for the encashment of EL.<\/p>\n<p>&nbsp;<\/p>\n<p>Example\u00a0 :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"276\">Balance EL as on 31<sup>st<\/sup> Dec.<\/td>\n<td valign=\"top\" width=\"189\">\n<p align=\"center\">70<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">EL credited on 1<sup>st<\/sup> Jan.<\/td>\n<td valign=\"top\" width=\"189\">\n<p align=\"center\">26<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">Total EL as on 1<sup>st<\/sup> Jan.<\/td>\n<td valign=\"top\" width=\"189\">\n<p align=\"center\">96<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">No. of EL over &amp; above 78 days<\/td>\n<td valign=\"top\" width=\"189\">\n<p align=\"center\">18<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">100% of EL over &amp; above 78 days<\/td>\n<td valign=\"top\" width=\"189\">\n<p align=\"center\">18<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"276\">Encashable EL<\/td>\n<td valign=\"top\" width=\"189\">\n<p align=\"center\">18<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>11.04.3.11\u00a0\u00a0\u00a0\u00a0 At the time of resignation, retrenchment, termination or dismissal encashment of EL up to a maximum of 78 days is permissible for staff. The last drawn basic salary shall be the basis for the encashment of EL.<\/p>\n<p>11.04.3.12\u00a0\u00a0\u00a0\u00a0 For availing EL, an employee would be required to apply in writing atleast 7 days before the date on which employee wishes the leaves to commence.<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For availing LTA, employee has to avail minimum of 5 days EL.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>11.04.3.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All encashment of leave will be subject to PF Deduction as per Employee Provident Fund Act. Along with Employer\u2019s share (which will be born by the company), this amount will be deposited with Employee Provident Fund Organisation.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>GENERAL POINTS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>11.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All employees have been allotted a leave card which shall be retained \/ maintained by the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employees availing leave shall obtain his leave card from the HRM Department, shall fill up the respective column for getting his leave sanctioned and forward the same to the sanctioning authority.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the leaves shall be sanctioned by immediate superior.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Once leave card has been issued, it is the responsibility of the concerned employee to ensure that it is returned back to HRM Department. The HRM Department shall see that the leave card is received back within 24 hours of its issue.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employee who is in the first year of service may be granted an advance EL to the maximum of 10 days with the approval of Head of the department &amp; above category of employees, only in case of genuine need found satisfactory by the Department Head.\u00a0 However, this shall become adjustable against the next year EL and recoverable if the employee leaves the company before the completion of one year of service.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee going on leave, not having any leave to his credit, should\u00a0 apply for LWP and get it approved otherwise such leave will be treated as absenteeism.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Permanent employees, who are required to serve 90 days of notice on leaving the service, may adjust 30 days EL against the notice period with the approval of the SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any deviation to the above policy shall have to be approved by Level IX and above category of employees.<\/p>\n<p>&nbsp;<\/p>\n<p>11.05.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Compensatory Off upto Member can be approved by Head &amp; above and such type of leave shall be treated as present.<\/p>\n<h4 align=\"left\"><\/h4>\n<p>&nbsp;<\/p>\n<p align=\"center\">******<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">LEAVE POLICY FOR OPERATORS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 12)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>12.01\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To define the Company\u2019s policy on leave entitlement and availment for all the \u00a0 operators.<\/p>\n<p>&nbsp;<\/p>\n<p>12.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To enable operators to take rest\/recover in case of illness.<\/p>\n<p>&nbsp;<\/p>\n<p>12.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To enable operators to take leave in case of emergency\/personal reasons.<\/p>\n<p>&nbsp;<\/p>\n<p>12.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To enable operators to take vacations.<\/p>\n<p>&nbsp;<\/p>\n<p>12.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>12.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All leave entitlements coincide with and determined for the CALENDER YEAR from 1<sup>st<\/sup> January to 31<sup>st<\/sup> December.<\/p>\n<p>&nbsp;<\/p>\n<p>12.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators joining\/leaving at any point during this period would get pro-rata leave.<\/p>\n<p>&nbsp;<\/p>\n<p>12.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Individual operator\u2019s\u00a0 leave record shall be maintained by the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ENTITLEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>CAUSAL LEAVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the operators shall be entitled for 7 days Casual Leaves (CL) in a calendar year.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators joining between 1<sup>st<\/sup> January to 15<sup>th<\/sup> January shall be eligible for full entitlement of Casual Leaves for that year.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators joining after 15<sup>th<\/sup> January , will be credited CL entitlement as follows.<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\"><strong>MONTH OF JOINING<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"276\">\n<p align=\"center\"><strong>CL ENTITLEMENT OF THE YEAR<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">JANUARY (16<sup>th<\/sup> to 31<sup>st<\/sup>)<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 6.0 \u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">FEBRUARY<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 6.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">MARCH<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 5.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">APRIL<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 5.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">MAY<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 4.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">JUNE<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 4.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">JULY<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 3.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">AUGUST<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 3.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">SEPTEMBER<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 2.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">OCTOBER<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 2.0\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">NOVEMBER<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 1.5\u00a0\u00a0\u00a0\u00a0 DAYS<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">DECEMBER\u00a0 (1<sup>st<\/sup> to 15<sup>th<\/sup> Dec.)<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 1.0\u00a0\u00a0\u00a0\u00a0 DAY<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">DECEMBER\u00a0 (16<sup>th<\/sup> to 31<sup>st<\/sup> Dec.)<\/td>\n<td valign=\"top\" width=\"276\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 NIL<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CL not availed during the year cannot be accumulated with subsequent year and the unavailed CL shall automatically get encashed and payment will be made alongwith the wages in the subsequent year (i.e. in the month of February every year.)\u00a0 The Basic Salary as on 31<sup>st<\/sup> December shall be the basis for encashment of CL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CL can not be clubbed with any other type of leaves.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Maximum of 3 days CL can be availed in one spell.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Not\u00a0 less than 0.5 day CL can be applied\u00a0 at any time<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All holidays\/weekly off falling in between a spell of CL shall not be counted as CL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Holidays\/weekly off days, however, can be suffixed or prefixed to a spell of CL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.1.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CL should be applied atleast 24 hours in advance in writing. However, in case of extreme circumstances when person is unable to apply for CL in advance, leave card duly approved by superior for the same must be given immediately on resuming duty.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SICK LEAVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All employees excluding employees covered under ESI\u00a0 shall be entitled to 7 days of SL in a year. Employees joining any time during the leave year will have pro-rata SL for that year of joining as per the details given above similar to CL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SL can be accumulated upto a maximum of 21 days.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any accumulation beyond prescribed will lapse automatically.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SL can not be clubbed with CL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All holidays\/weekly off days falling in between a spell of SL shall be counted as SL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No encashment of SL is permissible.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee falling sick shall arrange to send information to his superior at the earliest but not later than 24 hours of his absence on account of SL and to apply for the same in writing immediately on resuming duty.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of sickness for more than 3 days, concerned employee must produce a medical certificate either from a Doctor or from a Registered Medical Practitioner.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.2.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On account of increment or by any other reason, if they come out of the preview of ESI, shall immediately be eligible for Sick Leave on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>EARNED LEAVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All operators, who have worked for a period of 240 days or more in a calendar year\u00a0 shall be allowed EL in the subsequent year at the rate of 1 day for every 20 days worked as per the factory\u2019s act 1947. For computing 240 days, actual working days + Earned Leaves availed shall be considered.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.2\u00a0\u00a0\u00a0\u00a0\u00a0 EL can be accumulated upto 30 days and the EL in excess of 30 days lying to his credit shall be encashed and payment shall be made to him along with his wages payable in the month of February of the subsequent year.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 EL can not be clubbed with CL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There is no time restriction for availing EL in a year, but it should not be less than 1 day for each duration\/spell.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators joining during leave year shall be credited EL in the next year on pro-rata basis. Similarly employees leaving the service shall be given a credit of EL on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Weekly off days\/ holidays falling within the leave period will not be counted as EL.<\/p>\n<p>&nbsp;<\/p>\n<p>12.04.3.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For availing EL, an operator would be required to apply in writing atleast 7 days\u00a0 before the date on which operator wishes the leave to commence.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>GENERAL POINTS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>12.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All operators have been allotted a leave card which shall be retained \/ maintained by the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators availing leave shall obtain his leave card form the HRM Department, shall fill up the respective column for getting his leave sanctioned and forward the same to the sanctioning authority.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the leaves shall be sanctioned by immediate superior.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Once leave card has been issued, it is the responsibility of the concerned employee to ensure that it is returned back to HRM Department. The HRM Department shall see that the leave card is received back within 24 hours of its issue.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Department is required to mark leave (CL\/SL\/LWP\/EL) in the Attendance Register with the approved leave that they have received from the person concerned.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Every Department should give its consolidated next year leave plan by 15<sup>th<\/sup> January every year.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators going on leave, not having any leave to his \/ her credit should\u00a0 apply for LWP and get it approved otherwise such leave will be treated as absenteeism.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any deviation to the above policy shall have to be approved by Head of the department and above category of employees.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As and when the CL\/EL is encashed to operators, Basic and HRA are to be included.<\/p>\n<p>&nbsp;<\/p>\n<p>12.05.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There is no scheme to sanction maternity benefit or maternity leave to any of the employee except to those who are covered under Employee State Insurance Act and the rules framed there under and entitled to the same under the above said act.<\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>******<\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\"><br clear=\"all\" \/> <\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0LEAVE CARDS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 13)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>13.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>13.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the system of maintaining leave cards of employees.<\/p>\n<p>&nbsp;<\/p>\n<p>13.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>13.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>13.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has provided leave cards (Annexure &#8211; 27) to each employee.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For each employee a separate card will be prepared.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Leave availed by any employee shall be entered in the leave card as per the leave policy of the Company.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any\u00a0 employee\u00a0 availing\u00a0 the\u00a0 leave shall obtain the leave card from the HRM Department and get his leave sanctioned from the sanctioning authority as per the policy of the company and shall return the same to HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Leave card should be filled in and maintained very neatly.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 While preparing the monthly salary, leave card should be checked, the leave without pay or leave with pay be calculated and salary be paid accordingly.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Every year a new leave card will be issued and the balance should be carried forward in the new leave card and old leave card should be filed in the respective Personal File.<\/p>\n<p>&nbsp;<\/p>\n<p>13.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The maintenance, checking, verification and issuing the new leave card will be responsibility of Unit HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">******<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">LATE SITTING FOR STAFF<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 14)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>14.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Staff sitting late after closing office hours shall be served tea and snacks as per the following policy :<\/p>\n<p>&nbsp;<\/p>\n<p>14.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Staff sitting late upto 6.30 p.m. will be entitled to only tea and no snacks will be served.<\/p>\n<p>&nbsp;<\/p>\n<p>14.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Staff sitting late from 6.30 p.m. to 9.30 p.m., tea + snacks will be provided costing not more than Rs.15 \/-.<\/p>\n<p>&nbsp;<\/p>\n<p>14.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Staff sitting beyond 9.30 p.m. shall get fixed meal allowance of\u00a0 Rs. 60\/- for level IV to VII.<\/p>\n<p>&nbsp;<\/p>\n<p>14.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Staff staying late beyond 07.30 p.m. shall also be entitled to actual conveyance expenses from office to residence as per the Travelling norms, if the company conveyance is not available.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">COMPENSATORY OFF<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 15)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>15.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>15.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To compensate the employees coming at works on Off days \/ Holidays.<\/p>\n<p>&nbsp;<\/p>\n<p>15.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>15.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable for all employees of Level IV to Level VI of all the units of N.K.Minda Group.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>15.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All Level IV to Level VI employee shall be entitled for Compensatory Off.\u00a0 However compensatory off for higher levels is allowed at the\u00a0 discretion of SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees of Level IV to Level VI working on Off days \/ Holidays shall be entitled to compensatory off at the discretion of the their department Head.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees coming to office on Off days \/ holidays will enter their name in the \u201cEmployee Outgoing Register\u201d kept at the Security gate.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees will maintain their record of compensatory off on the reverse side of the Leave Cards.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On receipt of Leave Card, HRM department will check the \u201cEmployee Outgoing Register\u201d for verification of working hours.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Compensatory off should be availed within 1 month from the date of approval. If not availed within the time period of 1 month, the compensatory off shall automatically be lapsed.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For applying compensatory off, employee should have worked for minimum six hours on any Off day \/ holiday.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Accumulation of working hours, spent on different days is not permissible.<\/p>\n<p>&nbsp;<\/p>\n<p>15.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any deviation in the above can be done by SBU Head only at his sole discretion.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">PERSONAL FILES MAINTENANCE <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 16)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>16.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>16.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the system of maintaining personal files of employees.<\/p>\n<p>&nbsp;<\/p>\n<p>16.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>16.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA group.<\/p>\n<p>&nbsp;<\/p>\n<p>16.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>16.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There will be a separate personal file for each employee and the documents be prepared as per the check list, Annexure \u2013 28 A will be used for Operator files and Annexure \u2013 28 B for staff.<\/p>\n<p>&nbsp;<\/p>\n<p>16.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All\u00a0 personal files of the employees shall be kept in the unit as follows:<\/p>\n<p>&nbsp;<\/p>\n<p>16.03.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All operators files shall be in the charge of HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>16.03.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All personal files up to VI shall be under the charge of Unit HRM Department and personal files of level VII &amp; VIII shall be under the charge of SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>16.03.2.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All files of Level \u2013 IX and above shall remain with Corporate HRM. However, for those, who are reporting to MD, the files will be kept with MD\u2019s Office.<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">MINIMUM WAGES <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 17)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>17.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ENTITLEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>17.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No regular employee shall be paid less than the minimum wage.<\/p>\n<p>&nbsp;<\/p>\n<p>17.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Regular employees shall be paid minimum wages as applicable in each state.<\/p>\n<p>&nbsp;<\/p>\n<p>17.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>MINIMUM WAGE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>17.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The minimum wages applicable to the different states in India are applicable.<\/p>\n<p>&nbsp;<\/p>\n<p>17.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the HRM Heads to have Up-to-date information of the minimum wage applicable to the employees working under their units.<\/p>\n<p>&nbsp;<\/p>\n<p>17.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The impact of minimum wages changes to be incorporated during Appraisal and increment.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">SALARY\/WAGES DISTRIBUTION<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 18)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>18.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>18.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This procedure has been laid down to streamline the system of distribution of the salary\/wages in the various Units.<\/p>\n<p>&nbsp;<\/p>\n<p>18.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>18.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This procedure is applicable to all the Units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>18.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>18.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The following procedure is laid down for distributing the salary \/wages.<\/p>\n<p>&nbsp;<\/p>\n<p>18.03.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All operators will get their wages by cash\/ bank transfer on 1<sup>st<\/sup> of every month. Each Operators has to write authorization letter to Company for the transfer of Wages in their bank account (Annexure-61).The same letter will be filed in personal files of operators.<\/p>\n<p>&nbsp;<\/p>\n<p>18.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All staff will get their salary through bank transfer, where this facility is not available the process will be as follows.<\/p>\n<p>&nbsp;<\/p>\n<p>18.03.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All staff members, who are designated in level &#8211; IV &amp; above, will get their salary by cheques and cheques will be issued to them on 1<sup>st<\/sup> of every month. The HRM Department will complete the salary \/wages register by 27<sup>th<\/sup> of every month duly authenticated by HRM head and will hand over to Accounts Department on the same day so that Accounts Department can prepare the cheques in time.<\/p>\n<p>&nbsp;<\/p>\n<p>18.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All Employees will get their salary slips along with the salary \/ wages.<\/p>\n<p>&nbsp;<\/p>\n<p>18.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of holiday, weekly off on the above-mentioned date, the salary will be distributed a day before the date of holiday.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">LTA AND PROCEDURE FOR PAYMENTS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 19)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>19.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOES<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>19.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the procedure of availing LTA and its payments.<\/p>\n<p>&nbsp;<\/p>\n<p>19.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>19.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA group.<\/p>\n<p>&nbsp;<\/p>\n<p>19.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ENTITLEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>19.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As per salary structure decided by Corporate HRM from time to time.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>19.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 LTA year shall be from 1<sup>st<\/sup> January to 31<sup>st<\/sup> December.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 LTA to be paid to employees as soon as his LTA becomes due for the entire period.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Leave Travel Assistance (LTA) shall be paid in the form of reimbursement.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees must take atleast 5 days EL to apply for LTA.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 LTA can be claimed only once in a year subject to prevailing IT rules.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Approving authority for any level of Employees will be Head of the Department\u00a0 while routing through F &amp; A department.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For staff getting promoted \/leaving the service shall be entitled to LTA on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case employee leaves, LTA dues shall be paid along with the settlement as \u201cex-gratia\u201d since LTA procedure would become non-applicable.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>19.04.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 80% of LTA due amount can be taken as advance against LTA.<\/p>\n<p>&nbsp;<\/p>\n<p>19.04.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There will not be any deduction of LTA entitlement on account of sickness\/illness (upto 3 months).<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">MEDICAL REIMBURSEMENT<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 20)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>20.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>20.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline the system of medical reimbursement<\/p>\n<p>&nbsp;<\/p>\n<p>20.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>20.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.MINDA group<\/p>\n<p>&nbsp;<\/p>\n<p>20.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY &amp; ENTITLEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>20.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Level wise entitlement as per the salary structure, decided by Corporate HRM from time to time for the treatment of self and dependent family members.<\/p>\n<p>&nbsp;<\/p>\n<p>20.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>RULES<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>20.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees can claim a medical reimbursement either monthly, quarterly, \u00bd yearly or annually on submission of medical bills.<\/p>\n<p>&nbsp;<\/p>\n<p>20.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An eligible employee shall have to submit the medical bills.<\/p>\n<p>&nbsp;<\/p>\n<p>20.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees joining\/leaving during the month shall be eligible for medical reimbursement on pro-rata basis for the number of days worked in that particular month.<\/p>\n<p>&nbsp;<\/p>\n<p>20.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There will not be any deduction of medical entitlement on account of their remaining absent for a long period on account of sickness\/illness.<\/p>\n<p>&nbsp;<\/p>\n<p>20.04.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of amendment in the ESI Act and should such benefit connected to any of the above level, the above benefit will stand withdrawn.<\/p>\n<p>&nbsp;<\/p>\n<p>20.04.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If any employee gets promoted to the next level will be eligible for medical as applicable to his\/her new level from the date of promotion.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">EMPLOYEES PROVIDENT FUND SCHEME<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 21)<\/strong><\/p>\n<p align=\"center\">\n<p>&nbsp;<\/p>\n<p>21.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee will be covered under the Employee\u2019s PF and Miscellaneous\u00a0 Provisions Act 1952 and Employee\u2019s Family Pension Scheme, 1971 and the rules framed there under.<\/p>\n<p>&nbsp;<\/p>\n<p>21.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee\u2019s contribution i.e. 12% of the basic salary which will be deducted from employee\u2019s salary as well as the employer\u2019s contribution i.e.\u00a0 12% of the basic salary shall be deposited in the individual\u2019s P.F. account as per the above said Act.<\/p>\n<p>&nbsp;<\/p>\n<p>21.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All employees shall be covered under the act from the very first day of joining the Organisation.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">EMPLOYEES<\/span><\/strong><strong><span style=\"text-decoration: underline;\"> STATE<\/span><\/strong><strong><span style=\"text-decoration: underline;\"> INSURANCE SCHEME<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 22)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>22.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees will be covered under ESI as per ESI Act 1948. The eligibility criteria will be effective as per the salary limit notified by ESIC.<\/p>\n<p>&nbsp;<\/p>\n<p>22.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The employer\u2019s contribution is 4.75% of the salary and employee\u2019s contribution towards\u00a0 ESI is 1.75% of the salary as per the above said Act.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">EFFICIENCY LOSS COMPENSATION<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 23)<\/strong><\/p>\n<p>23.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All possible efforts should be made to discourage overtime.<\/p>\n<p>&nbsp;<\/p>\n<p>23.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There is no Efficiency Loss Compensation for staff and drivers.\u00a0\u00a0\u00a0\u00a0\u00a0 However, Efficiency Loss Compensation will be paid to security Guards over and above 8 hrs of job and also Efficiency Loss Compensation shall be paid for working on off days.<\/p>\n<p>&nbsp;<\/p>\n<p>23.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators may only be allowed to work on Efficiency Loss Compensation to compensate the loss of hours on account of absence\/leave or to increase the productivity over and above the level fixed by the time and motion study to have the optimum level of productivity.<\/p>\n<p>&nbsp;<\/p>\n<p>23.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The departmental head shall take decision, whom-so-ever he wants to allow to work on ot \/ night duty.<\/p>\n<p>&nbsp;<\/p>\n<p>23.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Two separate lists will be prepared by him. The first copy of this be sent to Security Guard for checking and the second copy to be sent to HRM for calculation purpose.<\/p>\n<p>&nbsp;<\/p>\n<p>23.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During the Efficiency Loss Compensation period, HRM person, production supervisor, quality supervisor, one duty manager( not below Level VI) must be available. 20:1 Operator: Staff ratio has to be maintained.<\/p>\n<p>&nbsp;<\/p>\n<p>23.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Female operators can do Efficiency Loss Compensation only upto 7.30 p.m.<\/p>\n<p>&nbsp;<\/p>\n<p>23.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Efficiency Loss Compensation should be allowed for only those operators who are on regular basis. There should not be any Efficiency Loss Compensation for any other category.<\/p>\n<p>&nbsp;<\/p>\n<p>23.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An Efficiency Loss Compensation register shall be maintained as per the factory\u2019s Act and the rules framed there under.<\/p>\n<p>&nbsp;<\/p>\n<p>23.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The payment of the Efficiency Loss Compensation shall be prepared on or before the 3<sup>rd<\/sup> of every month to be passed as per \u201cAUTHORITY LIMITS \u201d and Efficiency Loss Compensation payment shall be released by 07<sup>th<\/sup> of every month.<\/p>\n<p>&nbsp;<\/p>\n<p>23.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The calculation for the computation of Efficiency Loss Compensation payment shall be explained in person.<\/p>\n<p>&nbsp;<\/p>\n<p>23.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 UNDER NO CIRCUMSTANCES THE NO. OF HOURS OF EFFICIENCY LOSS COMPENSATION SHOULD BE MORE THAN 50 IN A QUARTER FOR EACH OPERATOR.<\/p>\n<p>&nbsp;<\/p>\n<p>23.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Efficiency Loss Compensation payment shall also attract the provisions of ESI Act.<\/p>\n<p>&nbsp;<\/p>\n<p>23.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 ESI contribution on account of Efficiency Loss Compensation (employer\/employee\u2019s share) will be paid by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>23.15\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Efficiency Loss Compensation registers shall always be in the lock and key with the Head of the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>23.16\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operator detained for extended night shift shall be entitled for dinner allowance of Rs.25.00. But this should be rare. If used frequently it will be considered as negative point.<\/p>\n<p align=\"center\">*******<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">SHIFT OPERATION<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 24)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>24.01 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Units may have two &amp; three shift operations. Following steps may be taken to have operations in each shift.<\/p>\n<p>&nbsp;<\/p>\n<p>24.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The shift timings shall be as follows.<\/p>\n<p>&nbsp;<\/p>\n<p>3 Shift Timing\u00a0 :\u00a0 06.00 AM &#8211; 02.30 PM<\/p>\n<p>02.00 PM &#8211; 10.30 PM<\/p>\n<p>10.00 PM &#8211; 06.30 AM<\/p>\n<p>&nbsp;<\/p>\n<p>2 Shift Timing :\u00a0\u00a0 09.00 AM &#8211; 05.30 PM<\/p>\n<p>09.00 PM &#8211; 05.30 AM<\/p>\n<p>&nbsp;<\/p>\n<p>General shift\u00a0\u00a0\u00a0\u00a0\u00a0 08.45 AM &#8211; 05.45 PM (Wherever 2nd Saturday is Off)<\/p>\n<p>09.00AM -05.30 PM (Wherever 2nd Saturday is working)<\/p>\n<p>&nbsp;<\/p>\n<p>24.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If any unit is running extra shift, one person each from HRM, Production &amp; Quality will be available.\u00a0 20 : 1 ratio of Operator: Staff to be maintained.<\/p>\n<p>&nbsp;<\/p>\n<p>24.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Shift in-charge for each shift should be identified (not below Level VI) who will be the overall in-charge of the shift.<\/p>\n<p>&nbsp;<\/p>\n<p>24.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There will be a separate attendance register for each shift.<\/p>\n<p>&nbsp;<\/p>\n<p>24.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A shift wise register should be maintained which will be filled in by the each shift in-charge giving the details about the requirement needed\/ any other communication which he intends to make to the SBU Head or the information which the shift in-charge wants to highlight.<\/p>\n<p>&nbsp;<\/p>\n<p>24.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Shift In-charge should also have an adequate imprest for emergency need which SBU Head will define.<\/p>\n<p>&nbsp;<\/p>\n<p>24.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 First Aid Box must have the required medicines in each shift. The telephone numbers and addresses of the Doctors to be contacted for emergency need should also be available.<\/p>\n<p>&nbsp;<\/p>\n<p>24.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Proper lighting arrangement inside and outside the building.<\/p>\n<p>&nbsp;<\/p>\n<p>24.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Shift rotation can be done on weekly basis and the list of the operators\/members and other staff required to come in each shift should be prepared and displayed on the Notice Board well in advance i.e. 7 days before.<\/p>\n<p>&nbsp;<\/p>\n<p>24.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As per the Labour Laws we are required to give atleast 21 days advance notice for starting the shift.<\/p>\n<p>&nbsp;<\/p>\n<p>24.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Regarding the other labour formalities to be completed like permission to be obtained from Labour Department or any other special records to be kept in each shift etc.. Unit HRM to ensure the legal compliance under the Laws.<\/p>\n<p>&nbsp;<\/p>\n<p>24.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Female employees not to be called in the second\/ third shift.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">TRAVELLING NORMS ( INLAND )<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 25)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>25.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>25.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To streamline travelling rules.<\/p>\n<p>&nbsp;<\/p>\n<p>25.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>25.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 These rules shall be applicable to all the units of N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>25.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 DAYS FOR THE COMPUTATION OF D.A.<\/p>\n<p>25.03.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For computation of daily allowance, days will be calculated on the<\/p>\n<p>Following basis :<\/p>\n<p>&nbsp;<\/p>\n<p>5 \u2013 7\u00a0\u00a0 hours\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Half Day<\/p>\n<p>8 \u2013 24 hours\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Full Day<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>DA<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>25.03.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To meet the boarding and lodging expenses, this allowance is provided<\/p>\n<p>to employees while on tour from their respective units.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Daily Allowance is a flat allowance when the employee makes his own arrangements for boarding and lodging and supports for expenses are not to be provided alongwith expense claim statement. Alternatively employees can stay in a paid accommodation (i.e. Hotel, Guest house, Rest house, Circuit house etc.) where the amount to be spent for boarding and lodging and amount to be allowable cannot exceed the specified amount mentioned against every category of employee at every location as specified in (Annexure \u2013 29).<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CATEGORY OF TOWNS<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Towns have been categorized on the basis of their respective cost of living as given in the (Annexure \u2013 29).<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 EXPLANATION TO \u201cANNEXURE \u2013 29\u201d<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The following explanations are being given for the purpose of understanding the rules in its true sense:<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of local conveyance the complete details of travelling\u00a0 (\u00a0 i.e. indicating the names of places from\u2014to ) is to be furnished.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 DA has been fixed during the journey period as indicated in \u201cAnnexure-29\u201d<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.4\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 10% of DA can be claimed without any supporting document, at all levels, subject to a maximum of Rs.100\/- per day but within the overall limits to cover the incidental charges like tips etc. Lodging &amp; DA would be clubbed together for entitlements at all levels.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No liquor will be permitted<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All miscellaneous expenses would have to be approved by Departmental Head on the basis of supporting provided or otherwise depending upon the circumstances.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0Level I to III employees will get their expenses (i.e. DA) without\u00a0\u00a0 producing any documents \/ bills etc.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0If the airfare is more than train fare at a maximum of 20%, HOD is authorized to sanction the same.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.4.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Domestic Air Travel :\u00a0 Tickets should be booked in discounted fare.\u00a0 Wherever full fare is paid, should be approved by SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The ticket will be booked by the HRM department atleast 5 days in advance from the imprest allotted to individual employees for official trip. The ticket will be booked as per category of the employees or as asked by the concerned person who is going on tour but it should not exceed the limit as given in the \u201cAnnexure 29\u201d.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM department is responsible for booking the Air as well as the Train tickets.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The concerned official will hand over the air\/train booking\u00a0 slip duly approved by competent authority to HRM department who in turn will make the payment to travel agent.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Accounts department will make payment immediately as an imprest to the concerned person and adjust the same on submission of the travel expenses bills.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Accounts department will make payment by cheque to the travel agency in respect of air booking.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In the event of any cancellation, not availing the ticket or any other reason the individual will immediately inform the Accounts department who shall raise a debit note to the travel agency and route it to the HRM department.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The amount for booking train tickets will be provided to the HRM department by the individual concerned. The bill in respect of train bookings will be handed over to the concerned person alongwith the ticket. The concerned person will claim the same alongwith his travel expenses.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 IMPREST\u00a0\u00a0 :\u00a0\u00a0 When the employee concerned shall go on a tour, he will get an imprest, provided he has cleared all other earlier imprest taken for travel which is approved by his immediate superior<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SUBMISSION OF BILLS\u00a0 :\u00a0\u00a0 After returning from the tour, the employee concern must submit his claim within 4 days by filling a travel expense statement and all the supporting documents will be attached with the travel expense statement. Accounts department has to ensure that the settlement of bills\/imprest is done before payment of his salary.<\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p>25.03.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The following daily allowance has been fixed for traveling in the\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 adjoining towns \/ cities viz. Faridabad, Ghaziabad, Gurgaon, etc. and beyond but return on same day and exceeding 6 hours journey,\u00a0 DA will be admissible without supporting document :<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">Level<\/span><\/strong><strong> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<span style=\"text-decoration: underline;\">Amount<\/span><\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>IV TO VI\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Rs. 60\/-<\/p>\n<p>&nbsp;<\/p>\n<p>I\u00a0 TO III\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Rs. 40\/-<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.15\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No Daily allowance to be claimed if this visit is to any of the N.K.Minda Group Unit.<\/p>\n<p>&nbsp;<\/p>\n<p>25.03.16\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Local Conveyance : The following rates per kilometer depending upon categories of vehicle, for local conveyance have been decided :<\/p>\n<p>&nbsp;<\/p>\n<p>Car \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211; Rs. 4.50 Per km. ( Level V &amp; VI )<\/p>\n<p>&nbsp;<\/p>\n<p>Scooter\/ Motorcycle\u00a0 &#8211; Rs. 2.25 Per km. ( Level IV to VI )<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">TRAVELLING NORMS ( OVERSEAS) <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 26)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>26.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All proposals for foreign travel should have prior written approval of SBU Head, in the annexure 43 (A&amp;B).<\/p>\n<p>&nbsp;<\/p>\n<p>26.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Table given below gives the details of entitlement :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"120\"><strong>DESIGNATION\/LEVEL<\/strong><\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\"><strong>LODGING<\/strong><\/p>\n<p align=\"center\"><strong>(HOTEL)<\/strong><\/p>\n<p align=\"center\"><strong>US $<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\"><strong>DA(A)<\/strong><\/p>\n<p align=\"center\"><strong>US $<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\"><strong>DA(B)<\/strong><\/p>\n<p align=\"center\"><strong>US $<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\"><strong>DA(A+B)=C<\/strong><\/p>\n<p align=\"center\"><strong>US $<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\"><strong>MODE OF TRAVEL<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"120\">DIR. \/ M.D.<\/td>\n<td colspan=\"4\" width=\"276\">\n<p align=\"center\">&#8212;&#8212;&#8212;UNCLASSIFIED&#8212;&#8212;&#8212;<\/p>\n<\/td>\n<td width=\"108\">\n<p align=\"center\">BUSINESS CLASS<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"120\">LEVEL X &amp; ABOVE<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">150<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">70<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">30<\/p>\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">100<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">BUSINESS CLASS<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"120\">LEVEL VII\/VIII\/IX<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">100<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">42<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">18<\/p>\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">60<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">ECONOMY CLASS<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"120\">OTHERS<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">75<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">35<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">15<\/p>\n<\/td>\n<td valign=\"top\" width=\"72\">\n<p align=\"center\">50<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">ECONOMY CLASS<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>26.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Above rates are applicable for Japan, USA, European Countries, Korea, Singapore, Hong Kong, Taiwan, China, South Africa, Indonesia and Thailand.<\/p>\n<p>&nbsp;<\/p>\n<p>26.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For countries other than mentioned above, 60% of the above tariff will be the entitlement<\/p>\n<p>&nbsp;<\/p>\n<p>26.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Lodging (Hotel) charges can be claimed on actuals, duly supported by bills, subject to the maximum of limits specified above.<\/p>\n<p>&nbsp;<\/p>\n<p>26.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All expenses other than Hotel, i.e. food, local conveyance etc. are to be met out of DA. Figures given under column DA (C) are total entitlement of DA and the figures mentioned under column DA (B) is 30% of the total entitlements of DA, which can be claimed without any supporting documents\/bills. Upto 70% of total DA can be claimed with supporting bills. D.A. will be calculated for the actual stay in the foreign land.\u00a0 Partial DA will be calculated as per inland travel norms.\u00a0 Telephone, fax expenses can be claimed by producing cash receipts.<\/p>\n<p>&nbsp;<\/p>\n<p>26.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ticket should be full fare in both economy and business class but whenever programme is fixed in advance, it should be made excursion. Airport tax will be borne by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>26.08\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Whenever boarding and lodging is already paid or is free or is incurred by foreign company, 30% of total DA can be claimed to meet various out of pocket expenses.<\/p>\n<p>&nbsp;<\/p>\n<p>26.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Before leaving for Foreign country, a proposal to be prepare by Unit\u00a0\u00a0\u00a0\u00a0 concerned giving all particulars regarding the Foreign visit, details about employees to be sent for approval of SBU Head as per \u201cAnnexure \u2013 43(A&amp;B)\u201d , atleast 7 days in advance.<\/p>\n<p>&nbsp;<\/p>\n<p>26.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of any deviation for expenses, the same can be approved by SBU Head as per his Authority limits.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"center\">**********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">VISITING CARDS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 27)<\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p>27.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has standardized the visiting cards, the size of cards shall be as follows :<\/p>\n<p>LENGTH\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 90\u00a0 MM<\/p>\n<p>WIDTH\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 52\u00a0 MM<\/p>\n<p>BORDER\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 05\u00a0 MM\u00a0 ( IN MINDA COLOUR)<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>27.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 ENTITLEMENT\u00a0 :<\/p>\n<p>&nbsp;<\/p>\n<p>27.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the visiting cards will be get printed as per the size mentioned above<\/p>\n<p>&nbsp;<\/p>\n<p>27.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All Level V and above category of employees shall be entitled to have the visiting card in the company\u2019s standardized prescribed design at the cost of the company.<\/p>\n<p>27.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In few of the cases Level IV may also be required to have the visiting cards, they may also have the visiting cards on need basis and HOD is authorized to approve the same on case to case basis.<\/p>\n<p>27.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The visiting card will be provided if needed only through the HRM department.<\/p>\n<p>&nbsp;<\/p>\n<p>27.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No body has got the right to get the visiting cards printed neither on his own expenses nor company\u2019s expenses from outside and for a person more than one type of card will not be allowed.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">WHISTLE BLOWER POLICY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 28)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>28.1<strong>\u00a0\u00a0\u00a0\u00a0 PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>28.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Sharing of concern areas observed by any employee.<\/p>\n<p>&nbsp;<\/p>\n<p>28.2<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>28.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the employees of N.K.Minda Group.<\/p>\n<p>&nbsp;<\/p>\n<p>28.3<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>28.3.1\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0An employee who observe an unethical or improper practice (not<\/p>\n<p>necessarily a violation of law) shall be able to approach the Audit<\/p>\n<p>Committee without necessarily informing their supervisors.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>28.3.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Company will ensure that such employee, who approaches the Audit Committee to inform unethical or improper practices, if any, shall not be terminated unfairly.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>28.3.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Company shall annually inform that it has not denied any employee access to its Audit Committee (in respect of matters involving alleged misconduct) and it has provided protection to such employees called as \u201cwhistle blowers\u201d from unfair termination and other unfair or prejudicial employment practices.<\/p>\n<p>&nbsp;<\/p>\n<p>The above such affirmation shall form a part of the Director Report on Corporate Governance, to be prepared alongwith the Annual Report.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">HOU<\/span><\/strong><strong><span style=\"text-decoration: underline;\">SE TAKEN ON RENT \/ LEASE <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 29)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>29.01<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>29.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company is required to take house on rent\/lease for various executives.<\/p>\n<p>&nbsp;<\/p>\n<p>29.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>29.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the employees designated in level VIII and above of all the units of the N.K.MINDA group.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>29.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM Department shall look for a house\/flat for an executive on the rent settled during the interview.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The electricity, water charges etc. shall be borne by the employee unless specifically settled that it will be reimbursed by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All possible efforts shall be made to look for a house near the place of posting and in a good locality.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM department should make all possible efforts to look for a house having A class construction preferably newly built or recently renovated.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Before finalizing the house the HRM department should keep in view the following points\u00a0 :<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.5.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The house\/flat is properly white washed &amp; painted.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.5.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The house does not need any repair.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.5.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each bedroom has got proper almirahs for storage and all the rooms are properly ventilated.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.5.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All electrical fittings including bulbs, tubes and fans are fitted and are in working order.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company will deposit 3 months rent as security to be adjusted in the last months of rent payable.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company will pay upto 3 months rent as advance to be adjusted atleast 50% from the 1<sup>st<\/sup> day of the month.<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has Approved Agreement (Annexure \u2013 30) which should be entered between the parties (company and the landlord).<\/p>\n<p>&nbsp;<\/p>\n<p>29.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM department can take assistance from the broker for identifying a house and company shall pay upto 1 month rent as brokerage to broker only for once (i.e. 1<sup>st<\/sup> time only) that too on production of proof of such payment to broker.<\/p>\n<p>&nbsp;<\/p>\n<p>29.04.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Many a times executives are requesting that a company lease be entertained even if a house is in the name of his mother\/father\/wife etc.\u00a0 In those cases following policy is framed :<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>29.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company will not have any objection for such lease.<\/p>\n<p>&nbsp;<\/p>\n<p>29.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In all such cases no advance should be paid and if there is any, concerned employee shall deposit the amount and only then the company shall issue the cheque as advance to the landlord.<\/p>\n<p>&nbsp;<\/p>\n<p>29.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The rent should be paid only after expiry of one month, which will be recovered from the executive\u2019s salary.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">***********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">RESIDENTIAL TELEPHONE<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 30)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>30.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 ENTITLEMENT<\/p>\n<p>&nbsp;<\/p>\n<p>30.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Level IX\u00a0 and above.<\/p>\n<p>&nbsp;<\/p>\n<p>30.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any other employee provided with telephone as a special case where his job demands to have telephone for office use subject to approval by SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>30.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 When an employee of above category joins, a telephone is to be provided by company at his\/her residence. Concerned HRM Department shall book the telephone in employee\u2019s name and shall ensure that the connection is provided within shortest time. If the employee leaves the organization within three years, he \/she will retain the telephone &amp; pay the cost of connection. If the employee serves the company for more than 3 years, then the telephone connection becomes the property of the individual.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">PERMANENT ITEM ISSUE<\/span><\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 31)<\/strong><\/p>\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\">\n<p>31.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As and when any item is issued for the official use to any employee, the record should be maintained by each unit HRM department in his Personal file as well as Permanent Issue Register, where signature should be obtained to whomsoever it is issued.<\/p>\n<p>&nbsp;<\/p>\n<p>31.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As and when any employee who has been issued any item, leaves the company, a signature should be obtained by the HRM department before\u00a0 clearing full and final clearance form &amp; will check the items issued to him as per the register and shall see that these have been received back in proper condition.<\/p>\n<p>&nbsp;<\/p>\n<p>31.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For Items like Laptop, LCD, Camera, etc. a Permanent Issue Card to be issued to the user and user to show card on gate while taking out such item.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">MAIL SYSTEM<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 32)<\/strong><\/p>\n<p align=\"center\">\n<p>&nbsp;<\/p>\n<p>32.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This mail system has been designed to streamline the procedure resulting in prompt and efficient disposal of internal and postal mail receipt and dispatch.<\/p>\n<p>&nbsp;<\/p>\n<p>32.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SYSTEM<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>32.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>INTER UNIT MAIL RECEIPT AND DESPATCH<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>32.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Departments of Switch Manesar are required to drop the Mail in a box<\/p>\n<p>kept in HRM department by 5.00 p.m. everyday.\u00a0 The\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 total Mail will be placed in a bag, which will\u00a0 go to Horn Division, Delhi everyday by Company vehicle.<\/p>\n<p>&nbsp;<\/p>\n<p>32.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Minda Impco &amp; Mindarika is also required to drop the Mail of their unit<\/p>\n<p>in the HRM department of Switch Manesar.<\/p>\n<p>&nbsp;<\/p>\n<p>32.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The bag containing Mail of Switch Wazirpur, Horn Division, Lighting Division, SML &amp; MFL shall be delivered by the vehicle driver at Horn Division security gate.<\/p>\n<p>&nbsp;<\/p>\n<p>32.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Mail shall be sent by HRM department of Horn Division to respective units through Company vehicle. The vehicle driver will deliver the same at Switch Manesar reception. The receptionist will segregate the mail for respective Units and the concern units will collect the same from Switch Manesar reception. For delivery of mails to Delhi the same procedures will be followed.<\/p>\n<p>&nbsp;<\/p>\n<p>32.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Mail received from other units i.e. Switch Wazirpur, Lighting Division, SML &amp; MFL shall be kept in the bag &amp; the bag will be sent to Switch Manesar everyday by company vehicle.<\/p>\n<p>&nbsp;<\/p>\n<p>32.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For the Mail of Minda Impco &amp; Mindarika, they have to send their office boys to collect the Mail from Switch-Manesar.<\/p>\n<p>&nbsp;<\/p>\n<p>32.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POSTAL MAIL RECEIPT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>32.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM will receive all the postal mail ordinary, registered, telegrams, post parcels or courier mail. If any mail is received at security gate, the security person at gate shall immediately forward it to HRM department.<\/p>\n<p>&nbsp;<\/p>\n<p>32.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The mail will be segregated in two categories :<\/p>\n<p>&nbsp;<\/p>\n<p>(A)\u00a0\u00a0\u00a0\u00a0 Personal Mail &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Post cards, inland envelopes marked in<\/p>\n<p>personal names.<\/p>\n<p>&nbsp;<\/p>\n<p>(B)\u00a0\u00a0\u00a0\u00a0\u00a0 Official Mail\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Others than above<\/p>\n<p align=\"center\">\n<p>32.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The personal mail shall not be opened and the receipt stamp shall be put on the mail. The Office boys from HRM department shall distribute the personal mail to various staff members and the mail of operator category shall be kept along with Employee entrance gate.<\/p>\n<p>&nbsp;<\/p>\n<p>32.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The mail marked confidential shall not be opened and the receipt\u00a0\u00a0\u00a0 stamp should be put on the envelope only.<\/p>\n<p>&nbsp;<\/p>\n<p>32.04.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The government mail should be stamped for receipt on documents as well as envelopes. The envelopes of government mail should be attached to the mail.<\/p>\n<p>&nbsp;<\/p>\n<p>32.04.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The details of mail will be entered in inward Mail Register. UPC\/Courier\/Regd. Letter\/Govt. Letters\u00a0 must be entered in Mail Register.<\/p>\n<p><strong>32.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POSTAL MAIL DESPATCH<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>32.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the staff shall prepare the mail, shall leave it in the appropriate shelf of OUTWARD POSTAL MAIL TRAY kept in the HRM department. The mail should have the distinct address and mention of Regd., AD, through Courier, if so.<\/p>\n<p>&nbsp;<\/p>\n<p>32.05.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The mail particulars shall be entered in Outward Mail Register. Courier mail details shall be recorded in a separate register.<\/p>\n<p>&nbsp;<\/p>\n<p>32.05.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Office boys from HRM department shall take the mail to post office everyday. He will obtain the receipts for Registered Letter\/Parcel and hand over to HRM Department. The HRM Department will enter the postage charges in Outward Mail Register and attach the slip with the respective page for records.<\/p>\n<p>&nbsp;<\/p>\n<p>32.05.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM department shall fix the courier service provider, the person from courier service will be handed over the mail and obtain the acknowledgement from him.<\/p>\n<p>&nbsp;<\/p>\n<p>32.05.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The courier company should be selected and standardized in view of their services and charges.<\/p>\n<p>&nbsp;<\/p>\n<p>32.05.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM will verify the Courier bills with Courier Mail Register before payment and the payment should be made only for the mail for which POD (Proof of Delivery) has been received. The Courier should be advised to raise monthly bills only those documents, for which POD has been received.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">SECURITY SYSTEM<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 33)<\/strong><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>33.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Four persons to be available 24 hours in the factory.<\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>33.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Security gate shall be manned by minimum two security guards round the clock in the factory. Minimum one security guard of our appointment during night and day must be available in the Plant, even if the security is contracted outside. The guards should be competent to read and write and be alert and be available at all times at the gate.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The salient features of the system to be followed up by the person are as follows :-<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To maintain all the Register such as:<\/p>\n<p>a)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Incoming Material Register \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (Annexure-31)<\/p>\n<p>b)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Outgoing Material Register \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (Annexure-32)<\/p>\n<p>c)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Returnable Material Register\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (Annexure-33)<\/p>\n<p>d)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Visitors Entry Register \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (Annexure-34)<\/p>\n<p>e)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Late coming Employees Register\u00a0\u00a0\u00a0\u00a0\u00a0 (Annexure-35)<\/p>\n<p>f)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees Outgoing Register\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (Annexure-36)<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The security man at gate should see that the columns are neatly filled in and all the guidelines mentioned below are strictly followed.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of any problem, he should contact the HRM department immediately.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To check and monitor the entries of men and material at all times in proper register and with proper identity (affixing rubber stamp, fill entry, etc.). It is expected that he does not permit any stranger who is not able to express his identity or any person who is an ex-employee and has been separated from the company\u2019s Roll for organizational reasons or currently in employment with competitors. He should also ensure that the men and material\u00a0 crossing the gate go in the right direction\u00a0 to the right place (rather than loitering around).<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To issue visitors card as per the policy of the company.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 He should have his activities chart displayed in Hindi in his work place and also\u00a0 have the specimen signatures of the Authorized\u00a0 Signatories with Gate Pass signing authority, emergency\u00a0 telephone nos. for communication at times of needs.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operator leaving the factory premises before the closure of work shall give the Gate Pass to the security guard, duly authorized by his immediate superior, which he shall maintain in a clip with the details of exit filled in.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 He will check all the employees irrespective of the level at the time of exit as a normal routine check. This activity has to be swift and thorough. Security guard has to be polite while checking.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 He shall keep vigil of any gathering in and around the factory premises and keep the plant HRM head informed of his observations as to such gathering and the intent of such gathering. However, this is a broad gambit of vigilance which a HRM man should train a security guard. Since, it can not be defined in individuals but is legitimately an ongoing demand on a security guard. As a company safety norm for 24 hours (permanent) there should be minimum four persons available in the company.<\/p>\n<p>33.03.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To guide the visitors as well as the employee to park their vehicles at the place earmarked for such purposes. He should also ensure that there is no parking of any vehicle close to the gate and no visitor\u2019s vehicle will be allowed inside the factory.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Security Guard should guide the visitor that he should directly go to the Reception area. He should ensure that no visitor go to any other place except Reception.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Receptionist will enquire on intercom from concerned official whether she should send him or not. The Receptionist should direct visitors to the concerned official\u2019s place and also ensure that visitors go to the concerned department only and no other place.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Making rounds around the plant particularly after sunset.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Locking of all gates, doors and windows of office, shop floor etc. within the factory premises.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.15\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Switching off\/on lights and fans as and when required after\/before factory\/ office hours.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.16\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Handle fire fighting equipment, Motor Pump, Generator or compressor.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.17\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Keep an overall idea\/information about operators movement, which is against the interest of the company.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.18\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Keep company\u2019s officials informed of any irregularities as and when noticed.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.19\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A list of all the persons falling under level IV and above should be made available with security HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.20\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The factory\/office \/stores etc. premises should be locked and all the keys of the various departments should be kept in a box placed at security gate. This box should be locked and lock should be properly sealed by an employee not less than Level V. The authorized person under whose supervision the factory premise are to be opened should ensure that the seal of the key box is intact.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.21\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After normal working hours the factory premises will be kept opened\u00a0\u00a0 only when an official not below Level IV stays back.<\/p>\n<p>&nbsp;<\/p>\n<p>33.03.22\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Wherever female employees are working a lady security guard will be placed.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>33.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 GENERAL POINTS :<\/p>\n<p>&nbsp;<\/p>\n<p>33.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An authorized person from HRM department will come one hour before the schedule time and will get the premises charged in his presence. Sweepers should not be allowed to enter the premises unless an authorized person is present.<\/p>\n<p>&nbsp;<\/p>\n<p>33.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee who comes early say 30 minutes will be allowed to enter the premises. Security should ensure that during this time they remain at their respective place of work\/department.<\/p>\n<p>&nbsp;<\/p>\n<p>33.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 While settling full and final account of any employee on his resignation or terminal, the security man should sign on the final settlement form after checking his register (Returnable Material Register) that nothing is recoverable from him.<\/p>\n<p>&nbsp;<\/p>\n<p>33.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ex-employee of the organization should be allowed to enter in the premises, if accompanied by some employee with prior approval by Head &#8211; HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">GIFTS RECEIVED FROM OUTSIDE PARTIES<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 34)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>34.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the Corporate philosophy that no outside party should send gifts at the residence of our employee. It should be refused and politely be conveyed directly or indirectly to the outside party.<\/p>\n<p>&nbsp;<\/p>\n<p>34.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In view of the Indian customs, there is a practice to receive\/ send gifts. The following systems will be followed :<\/p>\n<p>&nbsp;<\/p>\n<p>34.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The outside party may present sweet to the concerned employee but it should be received only in the office. If still any outside party visits the residence, it should be viewed negatively and respective employee should deposit the gift in the HRM\u00a0 or keep his SBU Head informed as to nature of such gift, who between them can decide appropriate use of it.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">CHECKING THE INCIDENCE OF DISLOYALTY TO COMPANY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 35)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>35.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the prime responsibility of Departmental Head to constantly keep an eye on the activities of his department and people. Those departments, where cash purchases or dealing with outside parties is involved, regular audit\/vigilance should be done by Head of Department to identify such employees who indulge into malpractices.<\/p>\n<p>&nbsp;<\/p>\n<p>35.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Company policy is very clear that any employee, whose integrity is doubtful, has to leave the company immediately.<\/p>\n<p>&nbsp;<\/p>\n<p>35.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Whenever such an action is taken, the information is to be shared openly with all employees. Depending on the gravity of the situation, SBU Head can take decision to put the information on the notice board. Certain cases where adequate supporting data is available, SBU Head can consider making a Police Case.<\/p>\n<p>&nbsp;<\/p>\n<p>35.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Since the consequences are extreme, Departmental Head must take utmost precaution on the charges levied. It should not be based on hearsay but should have adequate supporting information or data.<\/p>\n<p>&nbsp;<\/p>\n<p>35.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It may also be mentioned here that merely mis-appropriation of cash or seeking favour from supplier or theft etc. are not the only cases of disloyalty to organization. It also includes misuse of company property, giving wrong information intentionally, false TA\/DA, conveyance claim etc.<\/p>\n<p>&nbsp;<\/p>\n<p>35.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is again reiterated that prime responsibility of running the affairs of the Department is with the Departmental Head. On case to case basis\u00a0 SBU Head, may nominate a senior person to go into the details and where it is concluded that Department Head was also negligent \u2013 this will go in his personal file also.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">GRIEVANCE HANDLING SYSTEM AND PROCEDURES<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 36)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>36.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee having any complaint \/ grievance should immediately contact his supervisor for its redressal.<\/p>\n<p>&nbsp;<\/p>\n<p>36.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the superior to listen to his complaint\/ grievance and redress the same within 12 hours of the grievance.<\/p>\n<p>&nbsp;<\/p>\n<p>36.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If he is not able to redress his grievance and he wants to discuss the problem with his boss he may do so but whether it is possible to redress his grievance or not it must be communicated to the complainant accordingly within 24 hrs.<\/p>\n<p>&nbsp;<\/p>\n<p>36.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees not satisfied from the reply of the superior can submit his complaint in writing to the Departmental Head through his superior.<\/p>\n<p>&nbsp;<\/p>\n<p>36.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The superior should forward his complaint with his comments to the Departmental Head for decision and the departmental head should redress the complaint within 5 days from its receipt. If he so desires he may call the concerned complainant as well as his superior and communicate his decision. If it is not possible for him to take a decision, he may discuss the matter with the SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>36.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The complainant if not satisfied with the decision of the departmental head, he may approach the SBU Head within 10 days.<\/p>\n<p>&nbsp;<\/p>\n<p>36.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The SBU Head will make all possible efforts to redress the grievance of the applicant and if he so desires, he may discuss the complaint with the Corporate Head of the Corporate Office.<\/p>\n<p>&nbsp;<\/p>\n<p>36.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any action being taken to redress the complaint or if there is any delay in redressing the grievance, the employee must be communicated through his immediate boss.<\/p>\n<p>&nbsp;<\/p>\n<p>36.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees not satisfied with his complaint may raise the issue in the Open House at the Unit Level and if still not satisfied, he may raise the issue to Corporate HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">FACTORY VISIT OF VISITORS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 37)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>37.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>37.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To regularize the visitors who come from out side to visit the Unit.<\/p>\n<p>&nbsp;<\/p>\n<p>37.02\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>All visitors entering into the N.K.Minda group company.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>37.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>37.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Visitor will be issued a Visitor Card by the security department. After that he will approach the reception.<\/p>\n<p>&nbsp;<\/p>\n<p>37.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Receptionist will contact the concerned person to whom the visitor wants to meet and receptionist will either call the employee at the reception or send the visitor inside the office after getting confirmation from the employee.<\/p>\n<p>&nbsp;<\/p>\n<p>37.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The visitor shall display this card on his chest. On his return, he \/ she will have to return the same to the security guard.<\/p>\n<p>&nbsp;<\/p>\n<p>37.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case visitor wishes to visit Shop Floor area. Permission from HRM Head will be required. Visitors to Design department are not allowed, except in case where accompanied by HOD &amp; above.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">FURNITURE POLICY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 38)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>38.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>38.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To ensure uniformity of furniture in the Unit.<\/p>\n<p>&nbsp;<\/p>\n<p>38.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>38.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Tables and chairs for all categories of staff.<\/p>\n<p>&nbsp;<\/p>\n<p>38.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Visitors Chairs.<\/p>\n<p>&nbsp;<\/p>\n<p>38.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Conference Room tables and chairs.<\/p>\n<p>&nbsp;<\/p>\n<p>38.02.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training Room tables and chairs.<\/p>\n<p>&nbsp;<\/p>\n<p>38.02.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Shop floor discussion tables and chairs.<\/p>\n<p>&nbsp;<\/p>\n<p>38.02.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Filing and Drawing cabinets.<\/p>\n<p>&nbsp;<\/p>\n<p>38.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>38.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each Unit to have its own policy for Furniture i.e. within the unit there should be uniformity of furniture. This shall be the responsibility of\u00a0 HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>38.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For any deviation, specific approval from MD to be obtained by the concerned unit.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">DELIGATION OF AUTHORITY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 39)<\/strong><\/p>\n<p align=\"center\">\n<p><strong><span style=\"text-decoration: underline;\">ITEM<\/span><\/strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong><span style=\"text-decoration: underline;\">LEVEL OF AUTHORITY<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>39.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Appointment Letter<\/p>\n<p>Upto Level VI\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Head<\/p>\n<p>Level VII to Div. Head \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head<\/p>\n<p>Business Head\u00a0 &amp; Above\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 MD<\/p>\n<p>&nbsp;<\/p>\n<p>39.02\u00a0 Warning Letter\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU \/ Departmental Head<\/p>\n<p>&nbsp;<\/p>\n<p>39.03\u00a0 Charge Sheet\/Suspension Letter\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Head<\/p>\n<p>39.04\u00a0 Compliance of ESI, PF &amp; Factory\u2019s Act\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Head<\/p>\n<p>and other Govt. Authorities under<\/p>\n<p>Labour laws (Returns &amp; Forms)<\/p>\n<p>&nbsp;<\/p>\n<p>39.05\u00a0 Gate Pass for out-going\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Immediate superior<\/p>\n<p>39.06\u00a0 Full &amp; Final clearance of the employee\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Up to Head &#8211; SBU Head<\/p>\n<p>Div. Head &amp; Above \u2013 MD<\/p>\n<p>&nbsp;<\/p>\n<p>39.07\u00a0 Deduction of salary for unauthorized \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Head on<\/p>\n<p>Leave \/absence \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 recommendation of Deptt.<\/p>\n<p>Head.<\/p>\n<p>39.08\u00a0 Discharge\/Termination<\/p>\n<p>&#8211; Operators\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head<\/p>\n<p>&#8211; Staff\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head through Corp.Head<\/p>\n<p>39.09\u00a0 Nominations for Training programme ( External):<\/p>\n<p>&#8211;\u00a0\u00a0 SBU Heads\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 MD<\/p>\n<p>&#8211;\u00a0\u00a0 All Others\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HOD\/HRM Head\/ SBU Head<\/p>\n<p>39.10\u00a0 Sanctioning leave \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Immediate Superior<\/p>\n<p>&nbsp;<\/p>\n<p>39.11\u00a0 Transfer\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head<\/p>\n<p>39.12\u00a0 Annual Increments<\/p>\n<p>-Unit MMC\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 MD<\/p>\n<p>-Other than Unit MMC\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Corp. Head &amp; SBU Head<\/p>\n<p>39.13\u00a0 Promotion letters<\/p>\n<p>&#8211; Upto Level VIII\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0 SBU Head<\/p>\n<p>&#8211; Level IX &amp; above\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Corp. Head &amp; MD<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">TRANSFER POLICY<\/span><\/strong><strong><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 40)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>40.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the appointment letters, at all levels, in our group consists of \u201ctransfer\u201d Clause.<\/p>\n<p>&nbsp;<\/p>\n<p>40.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Transfer within same company : In Group, within same company manpower could be considered for transfer from one location to another, should such need arise the following methodology be followed :<\/p>\n<p>&nbsp;<\/p>\n<p>40.01.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The receiving division should have a vacancy, which will suit to the incumbent\u2019s exposure and profile.<\/p>\n<p>&nbsp;<\/p>\n<p>40.01.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of transfer of employee, the Inter Unit Transfer Format\u00a0 (Annexure &#8211; 37) will be filled in by Transferring Department\/Functional Head by giving details about employee regarding his qualification, salary, level etc., reason of transfer, his present duties and responsibilities, etc. in the format duly signed by SBU Head &amp; will send to the Unit HRM department. Then transferee Unit HRM department will give its comments and send the said format to the Unit where the transfer is to be effected for the approval of their SBU Head after getting the confirmation from the concerned SBU Head.\u00a0 Unit HRM will issue the transfer orders.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>40.01.2.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Transfer letter in writing shall be issued by the Unit HRM Head after concluding the date of transfer. It is desirable that the date of transfer should be first day of the month to avoid administrative inconvenience. The HRM department should parallel close the leave and other entitlements balance, like PF, Gratuity, Superannuation as of transfer date and send the consolidated statement to the new division in two days of the transfer along with the personal file as per Annexure \u2013 38.<\/p>\n<p>&nbsp;<\/p>\n<p>40.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Inter-Company transfer (Inland), same procedure will be followed as mentioned in 40.01.2.1, 40.01.2.2 and 40.01.2.3, except following :<\/p>\n<p>&nbsp;<\/p>\n<p>40.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For all retiral liabilities towards gratuity, Superannuation (wherever applicable) the closing balances will be transferred to the new Company. And thereafter new Company will take care of these liabilities. The transferee company will complete the formalities of transfer of Gratuity, Superannuation.<\/p>\n<p>&nbsp;<\/p>\n<p>40.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0All Leaves &amp; Advances\/Loans will be balanced as on date of transfer to new Company and thereafter-new company will take care of all future liabilities from his\/her original date of joining. The transferee company will provide all the details to transferred company.<\/p>\n<p>&nbsp;<\/p>\n<p>40.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For all purposes, his \/ her date of joining in our Group \/ first Company will prevail for determining any seniority etc.<\/p>\n<p>&nbsp;<\/p>\n<p>40.02.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 P.F. will be transferred to new Company.<\/p>\n<p>&nbsp;<\/p>\n<p>40.02.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In all cases personal file etc. will be maintained at new place only.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">SEPARATION PROCEDURE <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 41)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>41.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>RESIGNATION,\u00a0 ACCEPTANCE &amp; FINAL CLEARANCE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>41.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any employee leaving the organization should address his letter of resignation in writing to the immediate Superior.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The terms of relieving would be concluded in the mutual interest of the employee and Company by the Head of the Department in consultation with the concerned superiors and forwarded to the SBU Head with the recommendations and conclude terms of release. The notice period for release shall be as follows:-<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For Head &amp; Above \u2013 3 months, for Member &amp; Leader \u2013 1 month.\u00a0 (15 days during probation period) and for operators \u2013 immediately.\u00a0 The notice period shall be on either side.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Up to Div. Head Waiver off\/short fall in notice period or payment in lieu of notice period can be accepted subject to approval of SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM department should be informed immediately on receipt of any resignation from any employee. Upon such information HRM department should inform Accounts\/ Stores to control imprest and material issued and also arrange Exit interview with the Corporate HRM as per the policy of he company. The payroll for the employee should be tagged and payment should be made along with final settlement. In case of employee is undergoing 3 month notice period salary may be paid first 2 months with accepting authority\u2019s clearance.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The final clearance form (Annexure &#8211; 39) should be floated by HRM\u00a0\u00a0 department three days before with appropriate details through the employee for obtaining clearance from all concerned. Unit HRM will issue the acceptance of resignation (Annexure-60).<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The clearing functional heads should conclude dues and put remark \u201cNo Dues\/ Dues\u201d recoverable in clear monetary value with communication to the employee.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The employee should deposit the clearance form to HRM department after step given above. It would be done by HRM department, if the employee is not present and has requested release of his dues by post.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM department to work out relevant details and forward the form to Accounts on the last working day before noon session. Accounts department to compute preferably with witnesses present.<\/p>\n<p>&nbsp;<\/p>\n<p>41.01.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Separation should be dealt with very carefully.\u00a0 Any separation upto<\/p>\n<p>Member level should have SBU Head specific approval through Unit HRM.\u00a0 In case of Leader &amp; above, Corp. Head\u2019s specific approval is also required.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>41.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong><strong>CALCULATIONS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>41.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>EL<\/strong>&#8211; Total days worked till close (for operator) and nearest month (for staff) (Rounded off nearest 15 days) subject to maximum encashable limit as per Leave Policy. Basic of Staff means Basic only and for operator Basic means Basic + HRA.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>41.02.2\u00a0\u00a0 <strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0GRATUITY<\/strong>&#8211; 15\/26 X Last Drawn Basic X total years of service. This<\/p>\n<p>shall be for employees, who have completed minimum service of 5 full years on Company\u2019s service only.<\/p>\n<p>&nbsp;<\/p>\n<p>41.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>Pro \u2013 rata LTA<\/strong> \u2013 Entitlement \/ 12 X Months Worked.<\/p>\n<p>&nbsp;<\/p>\n<p>41.02.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>Medical<\/strong> \u2013 Pro-rata entitlement rounded off to nearest Month \u2013 against bills received.<\/p>\n<p>&nbsp;<\/p>\n<p>41.02.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>Notice pay<\/strong> &#8211; shall be payable\/ recoverable as the case may be in accordance with the remark\/conclusion of the relieving authority. The pay for this shall be treated as Basic Salary of an employee. The days payable \/recoverable should be clarified by HRM department after verifying the personal file.<\/p>\n<p>&nbsp;<\/p>\n<p>41.02.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>Bonus<\/strong> &#8211;\u00a0 Shall be paid along with the final settlement at 8.33 % to all operators and staff whosoever qualifies for Bonus as per Bonus Act.<\/p>\n<p>&nbsp;<\/p>\n<p>41.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Such of those employees (Office boys, Drivers, Sweepers, and Guards) who have been provided with uniforms should be asked to deposit their uniforms before clearance of dues to HRM department as per policy.<\/p>\n<p>&nbsp;<\/p>\n<p>41.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SUBMISSION OF IDENTITY CARD<\/strong> :Such of those employees, who have been issued an Identity Card should be asked to deposit their Identity Card before clearance of dues to HRM department.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>FULL &amp; FINAL PAYMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>In case of staff the payment has to be made through accounts payee cheque only.\u00a0 In case of operators, preferred mode of payment should be accounts payee cheque only however if the operator does not have a bank account then a bearer cheque should be issued in his \/\u00a0 her name.\u00a0 Immediately after issuing the cheque to the operator, an employee from HRM \/ Accounts department should take the operator to the bank and get his \/ her payment &amp; hand over to the operator. In case we have the slightest doubt about the operator intensions, in such cases the HRM department should get the final settlement of accounts in front of area inspector \/ Labour officer.<\/p>\n<p>&nbsp;<\/p>\n<p>41.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SERVICE CERTIFICATE<\/strong> : The company will provide a service certificate to all the staff member alongwith their clearance as per Annexure &#8211; 40.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">EXIT INTERVIEW<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 42)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>42.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has the policy to conduct the Exit Interview for level IV and above.<\/p>\n<p>&nbsp;<\/p>\n<p>42.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As soon as a resignation is received, Unit HRM should contact Corporate HRM to fix the exit interview.<\/p>\n<p>&nbsp;<\/p>\n<p>42.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Detail should be filled in by the employee leaving the company as per \u201cAnnexure &#8211; 41\u201d.<\/p>\n<p>&nbsp;<\/p>\n<p>42.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This form should be completed &amp; signed by him.<\/p>\n<p>&nbsp;<\/p>\n<p>42.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Head Corp. HRM would conduct the exit interview to know the strength and weaknesses of the organization and also have an informal discussion on the\u00a0 improvement.<\/p>\n<p>&nbsp;<\/p>\n<p>42.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Head Corp. HRM would keep the SBU Head informed about the feedback received.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">PAYMENT OF GRATUITY <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 43)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>43.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Gratuity shall be payable to an employee as per the payment of Gratuity Act, 1972 on the completion of his\/her employment after he\/she has rendered continuous service for not less than five years.<\/p>\n<p>&nbsp;<\/p>\n<p>(a)\u00a0\u00a0\u00a0\u00a0\u00a0 On his superannuation, or<\/p>\n<p>(b)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On his retirement or<\/p>\n<p>(c)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Resignation, or<\/p>\n<p>(d)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On his death or<\/p>\n<p>(e)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Disablement due to accident or disease.<\/p>\n<p>&nbsp;<\/p>\n<p>43.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Provided that the completion of continuous service of five years shall not be necessary where the termination of the employment of any employee is due to death or disablement.<\/p>\n<p>&nbsp;<\/p>\n<p>43.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The present rate of Gratuity is maximum of Rs. 3.50 Lacs.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">II<\/p>\n<p align=\"center\">TRAINING<\/p>\n<p align=\"center\">POLICIES<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">TRAINING SYSTEM<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 44)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>44.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Organization gets output because people perform tasks to\u00a0\u00a0 desired standards.\u00a0\u00a0 People can perform their tasks properly, if they understand the organization&#8217;s requirement and then apply the knowledge and skill, which they possess.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Sometimes organization has to give additional knowledge and skill if the employee is fresh from Institute, sometimes it is needed because there are certain changes in the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>44.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Annual Initiatives &amp; Interventions Plan based training to be planned in following categories :<\/p>\n<p>&nbsp;<\/p>\n<p>a)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training by Roles \/ functions<\/p>\n<p>b)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training at Group level<\/p>\n<p>c)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training at Unit Level<\/p>\n<p>&nbsp;<\/p>\n<p>Compulsory no. of days for training per employee per year and type of training to be given to each category of employees has been fixed as follows :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td rowspan=\"2\" valign=\"top\" width=\"156\">\n<p align=\"center\"><strong>Type of Training<\/strong><\/p>\n<\/td>\n<td colspan=\"4\" valign=\"top\" width=\"402\">\n<p align=\"center\"><strong>Level<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\"><strong>Head &amp; Above<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<h1>Leaders<\/h1>\n<\/td>\n<td valign=\"top\" width=\"96\"><strong>Members<\/strong><\/td>\n<td valign=\"top\" width=\"90\"><strong>Operatos<\/strong><\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Managerial<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">4 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">2 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">X<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Operational<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">3 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">2 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">3 Days<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Refresher<\/p>\n<p>&amp;<\/p>\n<p>Awareness<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">X<\/p>\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">X<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Professional<\/p>\n<p>Conferences<\/p>\n<p>&amp; Seminars<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">X<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">X<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Industrial<\/p>\n<p>Visits<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">1 Day<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">X<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Total Days<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">8 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">8 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">5 Days<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">3 Days<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"156\">Professioal Body\/Association Meetings<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">As &amp; When<\/p>\n<p align=\"center\">(Must Attend)<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">As &amp; When<\/p>\n<p>(Must Attend)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">X<\/p>\n<\/td>\n<td valign=\"top\" width=\"90\">\n<p align=\"center\">X<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>44.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training is a common terminology, which is used.\u00a0 But it can be divided into two broad segments.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>MANAGERIAL TRAINING<\/strong> :Those\u00a0\u00a0 inputs,\u00a0\u00a0\u00a0 which\u00a0 are\u00a0 designed to<\/p>\n<p>improve\u00a0 the overall competence of the employees.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>OPERATIONAL TRAINING<\/strong> : Those\u00a0\u00a0\u00a0\u00a0 inputs,\u00a0\u00a0 which\u00a0\u00a0\u00a0 prepare\u00a0\u00a0\u00a0\u00a0 the<\/p>\n<p>employee to upgrade his technical competency.<\/p>\n<p>&nbsp;<\/p>\n<p>44.03\u00a0 <strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 MANAGERIAL TRAINING<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>As mentioned earlier, these inputs improve the overall competence of the employee. The benefit of such inputs may not directly effect employee&#8217;s performance or department&#8217;s performance.\u00a0 For the overall cultural improvement of the organization, this input, at regular interval, across the board is essential.<\/p>\n<p>44.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Contents of such training are decided depending on the target employees. Faculty for these training would be internal &amp; external.\u00a0 Training is effective, if internal data, related to the topic, is shared.\u00a0 Internal data should include, without hesitation, our success stories, our failures, etc.<\/p>\n<p>&nbsp;<\/p>\n<p>44.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>OPERATIONAL TRAINING<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>44.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As mentioned earlier these technical inputs prepare the employees to upgrade their technical competency by using these inputs.<\/p>\n<p>&nbsp;<\/p>\n<p>44.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Special training for selected employees to be organized by the concerned department with the help of Unit HRM, which may be extracted during annual performance appraisal exercise.<\/p>\n<p>&nbsp;<\/p>\n<p>44.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 FOR ALL LEVELS, ORGANISING OF MANAGERIAL TRAINING, WHICH ARE COMMON IN ALL UNITS, IS THE RESPONSIBILITY OF CORPORATE HRM. SPECIFIC TRAINING RELATED TO UNIT, IS THE RESPONSIBILITY OF UNIT HRM.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>44.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong><strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0EVALUATION OF THE EFFECTIVENESS OF TRAINING EFFORTS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>44.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Although it is very difficult to evaluate the direct benefits arising out of training efforts. However, it is possible to get a feel if the efforts are in correct direction or not.<\/p>\n<p>&nbsp;<\/p>\n<p>44.6.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Feedback taken from participants at the end of training session does help in evaluating the faculty, contents and administrative arrangement of the training programme.<\/p>\n<p>&nbsp;<\/p>\n<p>44.6.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Post training feedback is likely to give better picture about the relevance of training and its impact.\u00a0 The mechanism of this feed back will need action from both HRM department and also from the respective Head of the Department.\u00a0 There is a need to have a formal session where the employee after attending the training programme has discussion with his\/her head of the Department.\u00a0 During this discussion certain action plan is identified and recorded.\u00a0 Departmental Head ensures that necessary support is extended to help the employee in achieving the action plan.<\/p>\n<p>&nbsp;<\/p>\n<p>44.6.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Unit HRM department will take feedback from respective Departments about the attitudinal changes noticed, if any, among the employees who have undergone training programme. (Annexure 42).<\/p>\n<p>&nbsp;<\/p>\n<p>44.6.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Monitoring of certain data will indicate the overall improvement in the functioning of the department.\u00a0 It is difficult to attribute improvement or deterioration on above parameters only due to Training interventions.\u00a0 But these are simple, basic parameters, which do reflect the Organizational Health.<\/p>\n<p>&nbsp;<\/p>\n<p>44.6.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the prime responsibility of HRM to plan and organize the training activities.\u00a0 However, effectiveness and success will depend on the involvement and support of all Members.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>44.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>OPERATOR&#8217;S TRAINING<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>44.07.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operator&#8217;s training is the responsibility of respective Units.\u00a0 Unit HRM can identify internal faculty and should plan the training identified by unit concerned.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>44.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>FOREIGN TRAINING<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>44.08.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees may be required to visit Foreign Countries\/Companies in connection with their training.<\/p>\n<p>&nbsp;<\/p>\n<p>44.08.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Before leaving for Foreign country, a proposal to be sent by Unit concerned giving all particulars regarding the Foreign visit, details about employees to be sent etc., duly signed by SBU Head as per \u201cAnnexure \u2013 43(A&amp;B)\u201d to MD for approval, atleast 7 days in advance. As per authority limits, MD\u2019s approval is required before leaving for foreign country.<\/p>\n<p>&nbsp;<\/p>\n<p>44.08.3.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0Only after approval of MD, the employee can proceed for Foreign<\/p>\n<p>Training.<\/p>\n<p>&nbsp;<\/p>\n<p>44.08.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After returning from foreign training, Employee has to fill the annexure 43(C) for the deployment of learning during his\/ her foreign training.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">SERVICE AGREEMENT FOR FOREIGN TRAINING<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 45)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>45.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Foreign training includes long-term placement with foreign collaborators for improvement of skills and increasing capabilities of shouldering higher responsibility. In addition, following will also constitute training visits :<\/p>\n<p>&nbsp;<\/p>\n<p>45.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 JV Partners Programs\/ Seminars.<\/p>\n<p>&nbsp;<\/p>\n<p>45.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training &amp; Development Seminars.<\/p>\n<p>&nbsp;<\/p>\n<p>45.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any other Visits not covered in the category of Business visits.<\/p>\n<p>&nbsp;<\/p>\n<p>45.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Unit HRM\u00a0 is responsible for effective implementation of this policy.<\/p>\n<p>&nbsp;<\/p>\n<p>45.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In order to ensure that the training abroad is fully utilized all such employees who undergo training abroad, will be required to sign a service agreement bond (Annexure \u2013 44 &amp; Annexure-45) which would specify the minimum period for which the employee will served the company. In the event an\u00a0 employee does not comply with the conditions of service agreement bond, he will be required to pay the following amount:<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"216\">\n<p align=\"center\"><strong>PERIOD OF TRAINING<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\"><strong>BOND*<\/strong><\/p>\n<p align=\"center\"><strong>PERIOD<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\"><strong>BOND<\/strong><\/p>\n<p align=\"center\"><strong>AMOUNT<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"216\">UPTO 01 MONTH<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">2 YEARS<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">RS 100000<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"216\">UPTO 02 MONTH<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">3 YEARS<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">RS 150000<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"216\">UPTO 03 MONTH<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">4 YEARS<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">RS 200000<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"216\">MORE THAN 03 MONTHS<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">5 YEARS<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">RS 400000<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>* During the bond period, the notice period will be six months. After\u00a0\u00a0\u00a0 discontinuation of the bond period, the notice period will changed as per the designation of the person.<\/p>\n<p>45.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case an employee leaves the services of the organisation during the bond period he has to give the notice period of six months and he is also prohibited from joining any of our competitors for a period of 3 years after leaving the employment of the Company.\u00a0 To this effect he has to sign an amendment in the terms of appointment as per Annexure &#8211; 45.<\/p>\n<p>&nbsp;<\/p>\n<p>45.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For each duration of foreign training, a fresh bond will be signed.\u00a0 The subsequent bond(s) will be concurrent to the first one so that the employee serves the differential periods, after the completion of minimum service stipulated in the first Indemnity Bond.<\/p>\n<p>&nbsp;<\/p>\n<p>45.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the employees irrespective to levels (but not applicable to visits pertaining to inspections\/ selection of machinery\u2019s or technical discussions etc.)<\/p>\n<p>&nbsp;<\/p>\n<p>45.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Department will get the agreement \/ undertaking executed by the employee.\u00a0 Necessary noting will be made in the personal file of the employee.<\/p>\n<p>&nbsp;<\/p>\n<p>45.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Whosoever is sent for foreign training, on his\u00a0 return, he will impart training to other relevant departments\/employees. He will take minimum 6 training sessions in a year.\u00a0 The training imparted by him to be considered in his performance appraisal.\u00a0 On his return from training, he will send proposed training schedule to HRM for approval and co-ordination.<\/p>\n<p>&nbsp;<\/p>\n<p>45.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 He should make a detailed report \/ manual of his training which should be kept in the library and can be referred by other employees.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">III<\/p>\n<p align=\"center\">PERFORMANCE APPRAISAL<\/p>\n<p align=\"center\">POLICIES<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">PERFORMANCE APPRAISAL &#8211; STAFF<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 46)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>46.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Cost of non-conformance, as in case of product, is a very critical parameter.\u00a0 Similarly for human beings cost of non-conformance is extremely high.\u00a0 Annual Appraisal is one tool to define the performance level of each employee and it should be monitored regularly.\u00a0 Eventually it is the sum total of employee&#8217;s performance, which decides the performance of the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>46.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 From organization&#8217;s point of view, each employee has a cost and in return he\/she is expected to contribute towards achieving departmental \/ organizational targets.\u00a0 Through annual appraisal, we set individual targets (tasks) and finally evaluate individual performance against these mutually agreed criteria.<\/p>\n<p>&nbsp;<\/p>\n<p>46.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 From employee point of view, it is important that clear targets\/goals are decided so that he\/she can make action plans, if needed demand resources.\u00a0 Whereas money is considered to be the biggest motivator, but this alone can not infuse enthusiasm in an employee to give his\/her best.\u00a0 Clear target and regular feedback on performance can keep an employee charged.<\/p>\n<p>&nbsp;<\/p>\n<p>46.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 We have a structured system of doing performance appraisal.\u00a0 This is an annual exercise, but a half yearly appraisal is also done and marks against the MPCP, Behaviour, Committment &amp; Best are given. The ratings will be also done for half yearly appraisal.<\/p>\n<p>&nbsp;<\/p>\n<p>46.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In our appraisal system, the evaluation of an individual is divided into four parts i.e. MPCP, Behaviour, Committment &amp; Best rating.<\/p>\n<p>&nbsp;<\/p>\n<p>For the appraisal, following break-up of marks shall be followed :<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\"><strong>MPCP<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\"><strong>BEHAVIOUR EXHIBITED<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\"><strong>BEST<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"125\">\n<p align=\"center\"><strong>Commitment Rating<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">40<\/p>\n<\/td>\n<td valign=\"top\" width=\"132\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"125\">\n<p align=\"center\">20<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>46.07<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 INCREMENTS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>46.07.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In order to award increments, Unit Rating will be done by Corp. office, using following criterion :<\/p>\n<p>&nbsp;<\/p>\n<p>QPCDSM\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 65 MARKS<\/p>\n<p>CUSTOMER SATISFACTION SCORE\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 15 MARKS<\/p>\n<p>EMPLOYEE ENGAGEMENT SCORE\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 15 MARKS<\/p>\n<p>NEW BUSINESS\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 05 MARKS<\/p>\n<p>&#8212;&#8212;&#8212;&#8211;<\/p>\n<p>TOTAL\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 100 MARKS<\/p>\n<p>&#8212;&#8212;&#8212;&#8211;<\/p>\n<p>46.07.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During a particular year, in case a unit obtains less than 60% marks, 25% of increment amount of each staff will be retained &amp; rest 75% of increment amount will be released w.e.f. April salary.<\/p>\n<p>&nbsp;<\/p>\n<p>46.07.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During next year Unit Rating, if unit is able to obtain 70% or above marks, then 25% increment amount, which was withheld in the previous year, would be released w.e.f. April of previous year as an arrear.<\/p>\n<p>&nbsp;<\/p>\n<p>46.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 At the end of appraisal process, an employee gets the following rating based upon his\u00a0 performance :<\/p>\n<p>&nbsp;<\/p>\n<p>OUTSTANDING (OS)<\/p>\n<p>VERY GOOD\u00a0\u00a0\u00a0\u00a0 (VG)<\/p>\n<p>GOOD\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (G)<\/p>\n<p>AVERAGE*\u00a0\u00a0\u00a0\u00a0 \u00a0 (AVG.)<\/p>\n<p>* In case of Average rating of an employee, he will be communicated that he \/ she\u00a0 should improve his\/ her performance within next six months.\u00a0 After six months, his\/her performance appraisal should be done again.\u00a0 In case he\/she does not improve, he \/ she should be separated from the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>46.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After appraisal process increment will be awarded to each employee as per the rates \/ policy decided by management every year.<\/p>\n<p>&nbsp;<\/p>\n<p>46.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Increments for all the eligible employees shall be declared effective 1st April every year. Corporate HRM to define each year parameters and release the schedule for affecting the increments.<\/p>\n<p>&nbsp;<\/p>\n<p>46.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For all employees a performance appraisal form shall be completed by as per procedure &amp; forwarded the same to the HRM through their Department Head. For all employees(except 2<sup>nd<\/sup> line), form (annexure-48) shall be filled and for 2<sup>nd<\/sup> line employees form(annexure48A) should be filled in. For Half yearly appraisal form (annexure47) to be filled and rating will also be given.<\/p>\n<p>&nbsp;<\/p>\n<p>46.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is the responsibility of the concerned employee to fill the MPCP\/ achievement sheet for the appraisal year as well as the MPCP which he is going to perform in the next appraisal year attached with the appraisal form. After filling the above, he should approach his superior for getting himself appraised.<\/p>\n<p>&nbsp;<\/p>\n<p>46.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Appraising authority after reviewing each employee working should call individually and details of his MPCP finalized for the next appraisal year as well as strength and weakness should be discussed which should be mutually be acceptable and specify the planned programme for his development as well as to over come his area of improvement be mentioned. This should be signed by the concerned employee as well as by the appraiser.<\/p>\n<p>&nbsp;<\/p>\n<p>46.14\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 While discussing his area of improvements and strengths, the task undertaken and the performance achieved by him for the period of appraisal year should be kept in view (it is presumed that each staff must have been assigned specific task for the appraisal year).<\/p>\n<p>&nbsp;<\/p>\n<p>46.15\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Functional Head &amp; Unit HRM Representative must also be present for appraising \/ sanctioning increments for the employees connected with their departments at the unit.<\/p>\n<p>&nbsp;<\/p>\n<p>46.16\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PROCEDURE TO COMPUTE INCREMENTS AND ITS ELIGIBILITY<\/p>\n<p>&nbsp;<\/p>\n<p>46.16.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee who have completed one year of service as on 31<sup>st<\/sup> March shall be given increment for the full year.<\/p>\n<p>&nbsp;<\/p>\n<p>46.16.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees who have not completed one year of service but have joined in the appraisal year shall be given increment proportionately e.g. if annual increment is sanctioned Rs. 600 p.m. and he is having a service of only 8 months he will be given an increment of Rs 400\/- p.m.<\/p>\n<p>&nbsp;<\/p>\n<p>46.16.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No increment shall be given to those employees who have joined from 1<sup>st<\/sup> January of an appraisal year their review for increments will be done only in April next year.<\/p>\n<p>&nbsp;<\/p>\n<p>46.17\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Management gives lot of importance to the attendance and punctuality. Following weightage to be given while recommending the increments\/promotion.<\/p>\n<p>&nbsp;<\/p>\n<p>46.17.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 EFFECTIVE DATES OF INCREMENTS FOR STAFF<\/p>\n<p>&nbsp;<\/p>\n<p>46.17.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee\u2019s attendance (including authorized leaves &amp; holidays) is 260 &amp; above days of working, the increments will be effective from 1<sup>st<\/sup> April.\u00a0 The logic of arriving at 260 days\u00a0 is as follows:<\/p>\n<p>Total\u00a0 days in a year\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 365 \u00a0\u00a0\u00a0 Days<\/p>\n<p>Total weekly off\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 52 \u00a0\u00a0\u00a0\u00a0 Days<\/p>\n<p>Maximum Holidays\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 10\u00a0\u00a0\u00a0\u00a0\u00a0 Days<\/p>\n<p>Casual Leave\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Days<\/p>\n<p>Sick Leave\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Days<\/p>\n<p>Earn leave\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 26\u00a0\u00a0\u00a0\u00a0\u00a0 Days<\/p>\n<p>____________<\/p>\n<p>102\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0 Days<\/p>\n<p>&#8212;&#8212;&#8212;&#8212;&#8212;&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 365 \u2013 102 = 263 Days<\/p>\n<p>46.17.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee has attended between 240-259 days, the increment will be effective from 1<sup>st<\/sup> July.<\/p>\n<p>&nbsp;<\/p>\n<p>46.17.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee\u2019s attendance is less than 240 days, no increment will be given.<\/p>\n<p>&nbsp;<\/p>\n<p>46.17.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Wherever 2<sup>nd<\/sup> Saturday is Off, 12 days be reduced for entitlement for increment of each employee.<\/p>\n<p>&nbsp;<\/p>\n<p>46.18\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 INCREMENT ORDER<\/p>\n<p>&nbsp;<\/p>\n<p>46.18.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Once the increment has been sanctioned, the Unit HRM Department shall send the photocopy of the increment sheet to Accounts Department for preparing the salary.<\/p>\n<p>&nbsp;<\/p>\n<p>46.18.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The increment letters will be issued to all staff( Annexure 62-A &amp; B ).<\/p>\n<p>&nbsp;<\/p>\n<p>46.18\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Wherever, if the increment Nil, the concerned employees should be<\/p>\n<p>explained and again be guided to overcome his weakness as mentioned earlier. It should be said to him that he can definitely look forward to have better increment and promotion provided there is an improvement in his performance. This must be arranged in an informal and cordial atmosphere.<\/p>\n<p>&nbsp;<\/p>\n<p>46.19\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<strong>Retention of key people<\/strong>:<\/p>\n<p>&nbsp;<\/p>\n<p>46.20.1.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0Key people means those who consistently get OS\/VG ratings. These<\/p>\n<p>key employees should be recognized at various forums i.e. MMC meetings, annual days etc.\u00a0 In case of consistent OS performance in continuous 2 years, a special reward should be given consisting of 5 days Company sponsored family tour anywhere in India as per the travelling norms applicable to his\/ her level.<\/p>\n<p>&nbsp;<\/p>\n<p>46.20.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Units to keep constant watch on these key employees for their<\/p>\n<p>marketability &amp; upgradation of compensation such that it is always comparable in the market.\u00a0 Unit HRM to prepare career growth plan for consistent OS employee. Minimum one key employee should be nominated for outbound training programme at national\/international level.<\/p>\n<p align=\"center\">*******<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">PROMOTION POLICY FOR STAFF<\/span><\/strong><strong><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 47)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>47.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Promotion is way of recognition of an employee&#8217;s contribution for the company &amp; his ability to shoulder additional responsibilities.\u00a0 It also helps organization to fill higher level vacancies through internal resources.\u00a0 Through promotions, an employee gets a feedback that his contribution to organization is not going unnoticed.\u00a0 Promotion leads to better \/ higher designation, which satisfies his \/ her growth needs.<\/p>\n<p>&nbsp;<\/p>\n<p>47.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Promotion should always accompany additional \/ higher responsibility.\u00a0 Thus four factors would be considered:<\/p>\n<p>&nbsp;<\/p>\n<p>i.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Development of his Second in Command<\/p>\n<p>ii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Potential \/ Capability to take higher responsibility<\/p>\n<p>iii.\u00a0\u00a0\u00a0\u00a0 Performance in the existing level<\/p>\n<p>iv.\u00a0\u00a0\u00a0 Experience i.e. a minimum period spent in the existing level<\/p>\n<p>&nbsp;<\/p>\n<p>As per the growth chart, following emerges :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">Category of Employee<\/p>\n<\/td>\n<td colspan=\"5\" valign=\"top\" width=\"300\">\n<p align=\"center\">Min. no. of years to be spent in a level<\/p>\n<\/td>\n<td valign=\"top\" width=\"81\">\n<p align=\"center\">Min. years to reach Level IX<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">L-IV<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">L-V<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">L-VI<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">L-VII<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">L-VIII<\/p>\n<\/td>\n<td valign=\"top\" width=\"81\">&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">Level IV<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"81\">\n<p align=\"center\">\n<p align=\"center\">15<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/p>\n<p>DET<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"81\">\n<p align=\"center\">\n<p align=\"center\">15<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/p>\n<p>GET\/ET\/MBA<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"81\">\n<p align=\"center\">\n<p align=\"center\">12<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">CA \/ CS\u00a0 ICWA\/<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">&#8212;<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"81\">\n<p align=\"center\">\n<p align=\"center\">12<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>Exception is possible only in case of recruitment of experienced person.\u00a0 This exception is restricted to only first promotion, after considering the relevance of past experience and initial fitment.<\/p>\n<p>&nbsp;<\/p>\n<p>47.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Since performance is one of the key factor for determining eligibility of employees for consideration for promotion.\u00a0 It is important to link performance rating with promotion.<\/p>\n<p>&nbsp;<\/p>\n<p>47.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As per the rating received by an employee on conclusion of appraisal process, he \/ she will earn points as per following details<\/p>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">RATING<\/span><\/strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong><span style=\"text-decoration: underline;\">POINTS<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>OUTSTANDING\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 20<\/p>\n<p>VERY GOOD\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 15<\/p>\n<p>GOOD\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 10<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>47.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Points earned by an employee over years shall be added.\u00a0 Employee shall be eligible for consideration for promotion, when he \/ she has accumulated points as per following table :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\"><strong>LEVEL<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"273\">\n<p align=\"center\"><strong>MINIMUM POINTS REQUIRED<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">IV TO V<\/p>\n<\/td>\n<td valign=\"top\" width=\"273\">\n<p align=\"center\">60<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">V TO VI<\/p>\n<\/td>\n<td valign=\"top\" width=\"273\">\n<p align=\"center\">60<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">VI TO VII<\/p>\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"273\">\n<p align=\"center\">60<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">VII TO VIII<\/p>\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"273\">\n<p align=\"center\">60<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">VIII TO IX<\/p>\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"273\">\n<p align=\"center\">60<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">Merely earning the requisite points does not entitles an employee for automatic promotion.<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>47.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0In case of any promotion for Leader &amp; above, unit to ensure\u00a0\u00a0 availability of his \/ her second in command.<\/p>\n<p>&nbsp;<\/p>\n<p>For Head &amp; above promotions, selection procedure to be followed i.e. interview by a panel consisting of concerned SBU Head alongwith another SBU Head &amp; Corp. Head. Only then they will recommend to MD for approval.<\/p>\n<p>&nbsp;<\/p>\n<p>47.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Track record i.e.- points earned for promotion of the employee has to\u00a0 be a part of green sheet &amp; promotion recommendation form.<\/p>\n<p>&nbsp;<\/p>\n<p>47.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM will prepare list of all such cases, who have been recommended for promotion (level IV &amp; above).\u00a0 These cases will be put up before the committee consisting of Business Head, Corporate Head, Corporate Business Head for approval as per Annexure &#8211; 49.<\/p>\n<p>&nbsp;<\/p>\n<p>47.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Promotions will be considered only during April, when appraisal process is completed.\u00a0 No case will be reviewed during the year.<\/p>\n<p>&nbsp;<\/p>\n<p>47.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In the case of promotion. Promotion letter will be issued as per Annexure\u00a0 \u2013 50 to level IV and above, which will be signed by concerned authority and this letter shall be issued in person by the Departmental Head.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">PERFORMANCE APPRAISAL, INCREMENTS &amp;\u00a0\u00a0 PROMOTION OF OPERATORS <\/span><\/strong><strong>(POLICY NO. 48)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>48.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>REGULAR OPERATORS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>48.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Department wise statement shall be prepared by the Unit HRM Department for all the regular employees.<\/p>\n<p>&nbsp;<\/p>\n<p>48.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Rating shall be recommended by his immediate superior and will be approved by Departmental Head. The rating should be done in the performance appraisal form as per Annexure &#8211; 51.\u00a0 Each Operator must sign on the Appraisal Form.<\/p>\n<p>&nbsp;<\/p>\n<p>48.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The rate of increment and the effective date shall be based on the rating as per the policy of the company.<\/p>\n<p>&nbsp;<\/p>\n<p>48.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Effective dates of increment for operators :<\/p>\n<p>&nbsp;<\/p>\n<p>48.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee\u2019s attendance is 260 &amp; above days of working, the increments will be effective from 1<sup>st<\/sup> April.<\/p>\n<p>&nbsp;<\/p>\n<p>48.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee\u2019s attendance is\u00a0 between 240-259 days, the increment will be effective from 1<sup>st<\/sup> July.<\/p>\n<p>&nbsp;<\/p>\n<p>48.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee\u2019s\u00a0 attendance is less than 240 days, no increment will be given.<\/p>\n<p>&nbsp;<\/p>\n<p>48.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>OTHER POINTS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>48.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If a person is promoted and his level is upgraded then the benefits applicable to his category shall automatically be given but no additional payments shall be made and the salary structure will be modified accordingly as per the new level.<\/p>\n<p>&nbsp;<\/p>\n<p>48.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Once the increments are approved, the photocopy of the statement shall be sent to accounts for the preparation of salary.<\/p>\n<p>&nbsp;<\/p>\n<p>48.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No increment letter shall be issued to these categories of employees.<\/p>\n<p>&nbsp;<\/p>\n<p>48.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROMOTION (From Level III to IV)<\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p>48.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Promotion is way of reward &amp; recognition of an employee&#8217;s good performance and contribution for the company &amp; his ability to shoulder higher responsibilities.\u00a0 It also helps organization to fill supervisory level vacancies through internal resources.\u00a0 Through promotions, an employee gets a feedback that his contribution to organization is not going unnoticed.\u00a0 Promotion leads to better \/ higher designation, which satisfies his \/ her growth needs.<\/p>\n<p>&nbsp;<\/p>\n<p>48.06.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Promotion in this category must always accompany higher responsibility.\u00a0 Thus following factors would be considered:<\/p>\n<p>&nbsp;<\/p>\n<p>i.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Vacancy exists for such position<\/p>\n<p>ii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ability to supervise the process and people<\/p>\n<p>iii.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Potential \/ Capability to take higher responsibility<\/p>\n<p>iv.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Performance in the existing level<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>48.06.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Since performance is one of the key factor for determining eligibility of employees for consideration for promotion.\u00a0 It is important to link performance rating with promotion.<\/p>\n<p>&nbsp;<\/p>\n<p>48.06.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Concerned Unit HRM will prepare list of all such cases, which have been recommended for promotion (level III to IV).\u00a0 These cases will be put up before the SBU Head for approval (Annexure &#8211;\u00a0 49).<\/p>\n<p>&nbsp;<\/p>\n<p>48.06.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Promotions will be considered only during April, when appraisal process is completed.\u00a0 No case will be reviewed during the year.<\/p>\n<p>&nbsp;<\/p>\n<p>48.06.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In the case of promotion. Promotion letter will be issued (Annexure &#8211; 50) which will be signed by SBU Head and this letter shall be issued in person by the Departmental Head.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><em>IV<\/em><\/p>\n<p align=\"center\"><em>WELFARE<\/em><\/p>\n<p align=\"center\"><em>POLICIES<\/em><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">CAR SCHEME (LEVEL VII &amp; ABOVE)<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 49)<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"left\">49.01 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p align=\"left\">49.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Company has a policy that level VII &amp; above categories of employees are entitled to company\u2019s car.<\/p>\n<p align=\"left\">49.02<strong> \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SCOPE<\/strong><\/p>\n<p align=\"left\">49.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all units of the N.K. Minda Group.<\/p>\n<p align=\"left\">\n<p>49.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SCOPE<\/p>\n<p align=\"left\">49.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Level VII and above category of employees of the Company shall be entitled for a Company maintained car as under:<\/p>\n<p align=\"left\">\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"96\"><strong>Category\/Level<\/strong><\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"204\"><strong>Entitlement(including accessories)<\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/td>\n<td valign=\"top\" width=\"156\">\n<h1>46\u00a0\u00a0\u00a0\u00a0\u00a0 Additional Permissible Amount (over &amp; above entitlement)<\/h1>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">Level VII<\/td>\n<td valign=\"top\" width=\"204\">\n<p align=\"left\">Any car not exceeding Rs. 2.50 Lacs and accessories not exceeding Rs. 10,000\/-<\/p>\n<\/td>\n<td valign=\"top\" width=\"156\">Upto Rs. 1.25 Lacs<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/p>\n<p>Level VIII<\/td>\n<td valign=\"top\" width=\"204\">Any car not exceeding Rs. 4.00 Lacs and accessories not exceeding Rs. 10,000\/-<\/td>\n<td valign=\"top\" width=\"156\">Upto Rs. 2.00 Lacs<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">\n<p>Level IX<\/td>\n<td valign=\"top\" width=\"204\">Any car not exceeding Rs. 6.00 Lacs and accessories not exceeding Rs. 10,000\/-<\/td>\n<td valign=\"top\" width=\"156\">Upto Rs. 2.50 Lacs<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/p>\n<p>Level X<\/td>\n<td valign=\"top\" width=\"204\">Any car not exceeding Rs. 7.00 Lacs and accessories not exceeding Rs. 12000\/- plus Driver<\/td>\n<td valign=\"top\" width=\"156\">Upto Rs. 3.00 Lacs<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/p>\n<p>Level XI<\/td>\n<td valign=\"top\" width=\"204\">Any car not exceeding Rs. 8.00 Lacs and accessories not exceeding Rs. 12000\/- plus Driver<\/td>\n<td valign=\"top\" width=\"156\">Upto Rs. 3.50 Lacs<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/p>\n<p>Level XII<\/td>\n<td valign=\"top\" width=\"204\">Any car not exceeding Rs. 10.00 Lacs and accessories not exceeding Rs. 12000\/- plus Driver<\/td>\n<td valign=\"top\" width=\"156\">Upto Rs. 4.00 Lacs<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>NOTE: Employee can opt for any car other than MUV<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>49.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 The Company would provide car within the entitlement limit mentioned above against each category on ex-showroom price, however Insurance &amp; Road tax will be extra.. However, employee would have the option to opt for a car, cost of which exceeds his entitlement but such excess amount not to exceed additional permissible amount as mentioned above.<\/p>\n<p>49.03.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There are different registration charges in various states.\u00a0 Hence, for car purchased outside Delhi, the entitlement is increased by an amount equivalent to difference between registration charges wherever applicable at the state\/place of purchase vis-\u00e0-vis Delhi.<\/p>\n<p>49.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Company will pay for the total value of the car including upto additional permissible amount and such total value would be the \u201cPurchase value\u201d of the car. However, a sum equivalent to 2.5% of the additional amount paid by the company would be deducted from concerned employee\u2019s salary every month during the use of such vehicle by him\/her i.e.- 48 months.<\/p>\n<p>49.03.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Part of pay of that concerned employee to be reduced to the extent of monthly recovery.<\/p>\n<p>49.03.3.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For the ease of operation etc., firstly the LTA entitlement of that particular employee should be reduced. In case LTA amount is not sufficient the balance can be deducted from any of the remaining part of pay entitlements.<\/p>\n<p>49.03.3.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case the monthly amount to be recovered is less than the monthly LTA of that particular employee, then one way is to recover the amount in 48 months and monthly LTA of that particular employee to be reduced to that extent. Balance LTA to be given as per present rules.<\/p>\n<p>49.03.3.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Proper records ( in separate register ) to be maintained by the Accounts department showing month wise recovery made ( employee wise ).<\/p>\n<p>49.03.3.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 When the total amount is duly recovered from the employee ( in 48 months or before ) the monthly recovery amount to be added back to his\/ her salary.<\/p>\n<p>49.03.4 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Under the car policy, car will remain the property of company. In case the employee has opted for the car other than the entitlement, even then the vehicle will belong to the company.<\/p>\n<p>49.03.5 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any additional fitment of accessories over prescribed limit shall be borne by the concerned allottee.<\/p>\n<p>49.03.6 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of breakdown of car, Level VII and above concerned shall plan possibility to join other Level VII &amp; above to commute.<\/p>\n<p>49.03.7 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The car shall be maintained by the company on actual expenses incurred subject to details of logbook maintained as per format given below. The insurance of the car shall be to the account of the company.<\/p>\n<p>&nbsp;<\/p>\n<table width=\"480\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"96\">DATE<\/td>\n<td valign=\"top\" width=\"96\">KM READING<\/td>\n<td valign=\"top\" width=\"156\">QUANTITY OF PETROL (LTRS)<\/td>\n<td valign=\"top\" width=\"132\">AMOUNT (RS)<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"96\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">&nbsp;<\/td>\n<td valign=\"top\" width=\"156\">&nbsp;<\/td>\n<td valign=\"top\" width=\"132\">&nbsp;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>49.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No major repair shall be permitted during the fourth year, however maintenance would be permitted with a limit of Rs. 10,000\/- maximum during fourth year.<\/p>\n<p>49.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On completion of 4 years from the date of allotment of the car,\u00a0 the car shall be sold to the allottee at 20% of the basic entitlement or car cost whichever is lower (including ST if any).<\/p>\n<p>49.03.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Sales Tax to be levied on the amount of sale at the rates persisting at the time of sale of vehicle.<\/p>\n<p>49.03.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a020% of the basic entitlement, which will be recovered from the employee concerned is inclusive of sales tax, this means sales tax will be borne by the Company.<\/p>\n<p>49.03.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If Level VII and above is allotted an existing old car (which shall however not be more than one year old car) he\/she shall be eligible to buy as per the above norms i.e. on the car becoming 5 years old. He shall be eligible to buy it at 10% of the basic entitlement or car cost whichever is lower (including ST if any).<\/p>\n<p>49.03.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As per the Income Tax Rule, if a car is transferred to the employee at a value \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0by considering depreciation @ 20% p.a. \/ 10% p.a. as the case may be, then there will not be any perquisite. However, if the transfer value is lower than the value so arrived by applying 20% \/ 10% depreciation, then such difference will be treated as taxable perquisite of the employee.<\/p>\n<p>49.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case, employee leaves the services of the company before completing\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 four years under the scheme, employee will have to compulsorily buy the car by making the payment given under.\u00a0 In case employee does not opt to buy the car, the company reserves the right to sell the car in the open market and recover the amount outstanding against the same from the proceeds of the sale.\u00a0 Any surplus from the proceeds of the sale will be paid to the employee and in case of any deficit; the same will have to be paid by employee and may be recovered from his full and final settlement of account.<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">Period<\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">WDV as per I-T rule (Dep. 20%)<\/td>\n<td valign=\"top\" width=\"108\">Transfer Value (On which car will be sold) Ref. Note*<\/td>\n<td valign=\"top\" width=\"84\">Difference<\/p>\n<p>(For Perk Value)<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">During 1st 4 months<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">100<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">100%<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">0<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">I Year (4 \u2013 12 months)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">80<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">80%<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">0<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">II Year (12 \u2013 24 months)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">64<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">60%<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">4<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">III Year (24 &#8211; 36 months)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">51.20<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">40%<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">11.20<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">IV Year (36 \u2013 48 months)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">40.96<\/p>\n<\/td>\n<td valign=\"top\" width=\"108\">\n<p align=\"center\">25%<\/p>\n<\/td>\n<td valign=\"top\" width=\"84\">\n<p align=\"center\">15.96<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>Note\u00a0\u00a0\u00a0 :\u00a0 Above % are % of Entitlement amount as per level.<\/p>\n<p>&nbsp;<\/p>\n<p>49.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 If the employment conditions of an employee change, so as to alter his car eligibility, the employee may want to avail the new car as per the new entitlement.\u00a0 In such a case, the company has option to change car or defer it till due in normal course.\u00a0 When company decides to change (instead defer), concerned employee has to buy existing car, as per above %.<\/p>\n<p>&nbsp;<\/p>\n<p>49.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head to approve the sale of old car to User. On such a sale of the car, the allottee shall be entitled for a new car again for the cycle of 4 years.<\/p>\n<p>&nbsp;<\/p>\n<p>49.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any allottee leaves the company who has been allotted Car has to\u00a0\u00a0\u00a0 compulsorily buy the car as per the table 49.04 &amp; get the car transferred from Company before processing final settlement. Full &amp; Final settlement payment will not be made to individual, unless he\/she provides receipt of RTO for transfer of vehicle.<\/p>\n<p>49.08 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The intention of the above scheme is to provide a quality perk to the allottee and reward him\/her with a right to dispose off or retain the 4 years old car (presumably used optimum by the company in that period) at his discretion for his tenure of 4 years continuous service put in.<\/p>\n<p>49.09 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any deviation in the above as one time measure can be done by\u00a0 M.D. at his sole discretion to sort out discrepancies due to old car \/ late allotment of car, etc.<\/p>\n<p>49.10 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 At the time of receiving the car, allottee has to fill the form of\u00a0 Taking Over of Company\u2019 s Car (Annexure \u2013 52A) &amp; Car Option Form ( Annexure \u2013 52B) that he has received the car with all accessories and with proper documents. This form will be filed in the service file of the employee, one copy will be given to him and the original copy will remain with the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p><strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <span style=\"text-decoration: underline;\">VEHICLE LOAN \u2013 INTEREST REIMBURSEMENT SCHEME<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">(POLICY NO. 50)<\/span><\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>50.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>50.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The policy aims to facilitate employees to procure a vehicle with reimbursement of interest amount by the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>50.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>50.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>50.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The entitlement for the reimbursement of 100 % interest amount of loan\u00a0 shall be as per the amount mentioned against each category :<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"96\">\n<p align=\"center\"><strong>CATEGORY<\/strong><\/p>\n<\/td>\n<td width=\"276\">\n<p align=\"center\"><strong>MAXIMUM LOAN AMOUNT CAN BE AVAILED FROM BANKS \/ FINANCIAL INSTITUTION<\/strong><\/p>\n<\/td>\n<td width=\"93\">\n<p align=\"center\"><strong>MINIMUM SERVICE REQUIRED<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"96\">\n<p align=\"center\">Level IV<\/p>\n<\/td>\n<td valign=\"top\" width=\"276\">\n<p align=\"center\">35,000\/-<\/p>\n<p align=\"center\">or<\/p>\n<p align=\"center\">80% of the cost of two wheeler, whichever is lower<\/p>\n<\/td>\n<td width=\"93\">\n<p align=\"center\">1 Year<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"96\">\n<p align=\"center\">Level V<\/p>\n<\/td>\n<td valign=\"top\" width=\"276\">\n<p align=\"center\">2,00,000\/-<\/p>\n<p align=\"center\">or<\/p>\n<p align=\"center\">80% of the cost of car, whichever is lower<\/p>\n<p align=\"center\">(In case Level V employee wish to buy two wheeler, he\/she can avail the loan as per clause applicable to level IV)<\/p>\n<\/td>\n<td width=\"93\">\n<p align=\"center\">1 Year<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"96\">\n<p align=\"center\">Level VI<\/p>\n<\/td>\n<td valign=\"top\" width=\"276\">\n<p align=\"center\">2,50,000\/-<\/p>\n<p align=\"center\">or<\/p>\n<p align=\"center\">80% of the cost of car, whichever is lower<\/p>\n<p align=\"center\">(In case Level VI employee wish to buy two wheeler, he\/she can avail the loan as per clause applicable to level IV)<\/p>\n<\/td>\n<td width=\"93\">\n<p align=\"center\">1 Year<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>50.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The eligible employee can get the vehicle financed through the finance company, as per the norms mentioned in the above table. Installment will be paid by the employee, the company will pay interest part of the loan. Employee will ensure that Interest rate charged by the finance company should be negotiated and not more than prevailing market rate of interest.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Reimbursement of interest amount will be as per following criteria :<\/p>\n<p>&nbsp;<\/p>\n<p>50.3.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0Loan amount will not be more than prescribed limit. If loan amount is\u00a0\u00a0 more than prescribe limit, reimbursement of interest will be done on the basis of prescribed limit.<\/p>\n<p>50.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The duration of loan period will not be more than 36 months.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Interest subsidy that is given to individual is liable for taxation. Employee has to bear tax in this regard.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The concerned employee will intimate to Accounts Department, who will consider the value of perquisites while computing his taxable salary.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If promoted during the course of the loan, employee should complete current cycle and go for enhanced finance upon completion of the cycle only.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees who leave their service from the Group, prior to the repayment of the entire loan, reimbursement of interest amount will only applicable till the time he\/she works for the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.9\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It will be the responsibility of the concerned employee to bear the total cost towards the petrol and maintenance etc. and he will be entitled to the rates per km. for using his vehicle for official purpose as per the policy of the company.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.10\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For getting the reimbursement of interest of loan sanctioned, the concerned employee shall be making the application as per the Annexure &#8211; 53 A and B to his Departmental Head who will recommend the same to the HRM Department. The Accounts Department shall counter sign the recommendation as per the policy of the company and there after it will go to SBU Head for approval.<\/p>\n<p>&nbsp;<\/p>\n<p>50.03.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee can claim reimbursement of interest of loan either quarterly, half yearly or annually on submission of finance company statement clearly showing interest amount.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">LOAN &amp; ADVANCE<\/span><\/strong><em><\/em><\/p>\n<p align=\"center\"><strong>(POLICY NO. 51)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>51.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>51.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employee advance \/loan is a cash assistance given to an employee while he is in need of money due to unavoidable circumstances in his personal front. As a broad guideline the following reasons may be observed under the gambit of exigencies :<\/p>\n<p>&nbsp;<\/p>\n<p>51.01.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Marriage.\u00a0 (Self, dependent brothers\/ sisters\/ daughter\/son).<\/p>\n<p>&nbsp;<\/p>\n<p>51.01.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Hospitalization of self\/ dependent family members.<\/p>\n<p>&nbsp;<\/p>\n<p>51.01.1.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ceremonies in the house of specific nature cause due to death of any first line family member.<\/p>\n<p>&nbsp;<\/p>\n<p>51.01.1.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Any other miscellaneous reason of grave nature\/calamity that has caused a need for cash assistance to the employee with which the immediate superior is satisfied and has found the employee to be genuine and reasonable in his request.<\/p>\n<p>&nbsp;<\/p>\n<p>51.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>51.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all units of N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>51.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>51.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An advance \/ loan can be granted to any employee who approach for\u00a0 loan \/ advance in writing addressed to his immediate superior. The immediate superior should put it up with his recommendation to the approving authority clearly stating his conclusive decision alongwith logic for such a decision.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">51.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee claiming a loan \/advance shall be granted an amount which should \u00a0\u00a0 as follows:<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"36\">\n<p align=\"center\">a)<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">Employee with 6 months &amp; below employment in the Company<\/td>\n<td valign=\"top\" width=\"240\">No loan is allowed but salary advance may be allowed which shall be deducted on immediate pay day.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"36\">\n<p align=\"center\">b)<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">Employee with 6 months to 5 years employment in the company<\/td>\n<td width=\"240\">\n<p align=\"center\">2 months Basic + HRA Maximum<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"36\">\n<p align=\"center\">c)<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">Employee with 5 years and above employment in he company<\/td>\n<td width=\"240\">\n<p align=\"center\">3 months Basic + HRA Maximum<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>51.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of 51.03.2 (b &amp; c), amount will be deducted in ten (10) equally monthly installments.<\/p>\n<p>&nbsp;<\/p>\n<p>51.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A salary advance would mean an immediate need for cash to the employee for his personal need depending on his monthly salary due for logical reasons like his proceeding on leave till the pay day etc. This amount shall be granted as an advance, which shall, however, be adjusted against salary payable on the immediate pay day succeeding such a payment.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>51.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Salary advance will be paid on the basis of working days. The same are given as under, if,<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"24\">A<\/td>\n<td valign=\"top\" width=\"144\">Working day are<\/td>\n<td valign=\"top\" width=\"288\">25 &amp; above will get 80% amount of his salary<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"24\">B<\/td>\n<td valign=\"top\" width=\"144\">Working days are<\/td>\n<td valign=\"top\" width=\"288\">20 to 24 will get 60% amount of his salary<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"24\">C<\/td>\n<td valign=\"top\" width=\"144\">Working days are<\/td>\n<td valign=\"top\" width=\"288\">15 to 19 will get 40% amount of his salary.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>51.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As per the Income Tax Rule, interest free loan exceeding to Rs.20000\/- if given to an employee then it will be treated as perquisite and will be part of taxable salary of the employee.<\/p>\n<p>&nbsp;<\/p>\n<p>51.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In view of the above the loan exceeding to Rs.20000\/- is given to an employee, then the perquisite value will be calculated by applying the following interest rates on reducing monthly outstanding balance or such other rates as may be prescribed under Income Tax Act \/ Rule, from time to time :<\/p>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">Purpose of the Loan<\/span><\/strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong><span style=\"text-decoration: underline;\">Rate of Interest (p.a.)<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Marriage\u00a0 (refer 51.01.1.1)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 13%<\/p>\n<p>Hospitalisation (refer 51.01.1.2)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 NIL<\/p>\n<p>Ceremony at House (refer 51.01.1.3)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 13%<\/p>\n<p>Housing \u2013 Construction \/ Purchase\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 10%<\/p>\n<p>(Not for repair)<\/p>\n<p>Others (Including Housing loan for repair)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 13%<\/p>\n<p>&nbsp;<\/p>\n<p>51.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The above guideline shall remain as a thumb rule for the recommending authorities to decide loan requests from employees, which comes from time to time. However, it shall not become an entitlement of every employee to gain a loan\u00a0 \/ advance from the company every year and no employee would, however, be granted a loan \/ advance if he has not completed six months time of his last installments of deduction of his last drawn loan \/advance. It is in any case expected from the recommending authorities that they prudently discriminate the genuine need and the unreasonable demands and put up their recommendation appropriately. While the upper limits have been mentioned the need based real approving authority for the above loan \/ advance shall be minimum of SBU Head. Deviations from the above guidelines, if any, shall be done only by MD.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">FESTIVAL HOLIDAYS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 52)<\/strong><\/p>\n<p align=\"center\">\n<p>52.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has the policy to declare 9 no. of festival holidays.<\/p>\n<p>&nbsp;<\/p>\n<p>52.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Following will be the standard festival holidays to be followed\u00a0 in all the units :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td colspan=\"3\" width=\"420\">\n<p align=\"center\"><strong>LIST OF HOLIDAYS<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.N.<\/strong><\/p>\n<\/td>\n<td width=\"180\">\n<p align=\"center\"><strong>OCCASION<\/strong><\/p>\n<\/td>\n<td width=\"180\">\n<p align=\"center\"><strong>DATE &amp; MONTH<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">1<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">REPUBLIC DAY<\/td>\n<td valign=\"top\" width=\"180\">26 JANUARY<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">2<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">HOLI<\/td>\n<td valign=\"top\" width=\"180\">&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">3<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">INDEPENDENCE DAY<\/td>\n<td valign=\"top\" width=\"180\">15 AUGUST<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">4<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">RAKSHA BHANDHAN<\/td>\n<td valign=\"top\" width=\"180\">&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">5<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">JANAMASHTMI<\/td>\n<td valign=\"top\" width=\"180\">&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">6<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">GANDHI\u00a0\u00a0 JAYANTI<\/td>\n<td valign=\"top\" width=\"180\">2 OCTOBER<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">7<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">DUSSEHRA<\/td>\n<td valign=\"top\" width=\"180\">&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">8<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">DIWALI<\/td>\n<td valign=\"top\" width=\"180\">&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">9<\/p>\n<\/td>\n<td valign=\"top\" width=\"180\">VISHWAKARMA DAY<\/td>\n<td valign=\"top\" width=\"180\">&nbsp;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>52.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SUBSTITUTE HOLIDAYS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>52.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The substitute holidays are declared as per the following policy :<\/p>\n<p>&nbsp;<\/p>\n<p>52.03.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Holidays falling on weekly off days are substituted by declaring any other holiday.<\/p>\n<p>&nbsp;<\/p>\n<p>52.03.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The communication for declaring substitute holidays should preferably be given atleast 10 days in advance.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">UNIFORM\u00a0 <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 53)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>53.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>53.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy has been laid down to bring similarity among all the employees and to maintain uniformity.<\/p>\n<p>&nbsp;<\/p>\n<p>53.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>53.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy will be applicable to all Units of N.K.Minda Group. This covers all permanent employees i.e. Staff &amp; Operators.\u00a0 However, temporary employees will be issued two aprons (no uniform), colour of the apron can be decided by unit.<\/p>\n<p>&nbsp;<\/p>\n<p>53.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>53.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each Unit can have different Uniform, however, within the Unit colour code, pattern, brand must be common.<\/p>\n<p>&nbsp;<\/p>\n<p>53.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SUMMER UNIFORM<\/p>\n<p>&nbsp;<\/p>\n<p>53.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each employee will be provided two sets of summer uniform every year consisting of trousers &amp; shirts. All new joinees will be given three sets of Uniform &amp; if Company changes the colour\/ pattern also.<\/p>\n<p>&nbsp;<\/p>\n<p>53.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The cloth will be provided by the company and stitching charges upto Rs. 500\/- for two sets of uniform will also be borne by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>53.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head may decide whether the logo of the company should be available on the uniform including shirt, jacket, cap etc for identity.<\/p>\n<p>&nbsp;<\/p>\n<p>53.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 WINTER UNIFORM<\/p>\n<p>&nbsp;<\/p>\n<p>53.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 WINTER UNIFORM : On joining, new employees will get one Sweater &amp; one Jacket or two Jackets as the case may be. After that employee will get one Sweater or one Jacket every year. There will be no deduction of difference between Jacket &amp; Sweater from employees.<\/p>\n<p>&nbsp;<\/p>\n<p>53.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Operators working in the Maintenance, Power Coating, Press Shop Deptt shall also be provided one piece of Apron along with uniform, which they can wear on need basis as required.<\/p>\n<p>&nbsp;<\/p>\n<p>53.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is expected that all the employees shall be wearing shoe preferably black.<\/p>\n<p>&nbsp;<\/p>\n<p>53.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The uniform shall be given to the above category of employees from the date of joining.<\/p>\n<p>&nbsp;<\/p>\n<p>53.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The summer uniform shall be issued by 1<sup>st<\/sup> April every year, winter uniform shall be issued by 1<sup>st<\/sup> October every year.<\/p>\n<p>&nbsp;<\/p>\n<p>53.10 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All employees shall come on duty in the above said uniform and it should be neat &amp; clean. Employees should wear uniform while visiting other units and outside for official purposes.<\/p>\n<p>&nbsp;<\/p>\n<p>53.11\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM Department of the respective units as well as the Departmental Head shall be responsible to check and ensure about the wearing of uniform in each case.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>53.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The HRM Department of the concerned unit shall purchase the cloth and shall issue the same to employee.<\/p>\n<p>&nbsp;<\/p>\n<p>53.13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No deduction to be made against Uniform, from employees who are leaving the Organisation.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong><br clear=\"all\" \/> <\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">MOBILE POLICY <\/span><\/p>\n<p>(POLICY NO. 54)<\/p>\n<p>&nbsp;<\/p>\n<p>54.0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>54.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To have fast &amp; better communication within the group.<\/p>\n<p>&nbsp;<\/p>\n<p>54.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>54.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.Minda Group.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>54.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>54.3.1\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Head &amp; above category of Employees are eligible for cellphone. For other category of employees cellphone may be provided depending on the nature of work i.e. need to be in constant contact and mobility, with special approval of SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>54.3.2\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0The maximum price of handset is limited to Rs.10,000\/- in case of Head &amp; above category of employees, Rs.6,000\/- in case of Leader and Rs. 3500\/- in case of Member.<\/p>\n<p>&nbsp;<\/p>\n<p>54.3.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Unit HRM Dept. is responsible to obtain cellphone take over form (Annexure-57) and the same will be filed in the personal file of the user.<\/p>\n<p>&nbsp;<\/p>\n<p>54.3.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee can replace the handset once in two years, subject to handset is beyond repair.\u00a0 The old handset will be returned to GA dept.\u00a0 Each dept. should take necessary budget for handsets and monthly bill.<\/p>\n<p>&nbsp;<\/p>\n<p>54.3.5 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case mobile is lost or damaged by the user before two years, he will have to purchase handset by himself and after two years he would be entitled for new handset as per policy.<\/p>\n<p>&nbsp;<\/p>\n<p>54.3.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Use of Mobile &#8211; No operator is allowed to use mobile at the work place.\u00a0 In case they bring mobile, the same to be kept in the locker provided to them.<\/p>\n<p>&nbsp;<\/p>\n<p>54.3.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The cost of cellphone would be budgeted as Revenue expenditure and would have to be budgeted. As it is not treated as Capital item, no CIJ is required for this. However, the quantity record of cellphones will have to be maintained and for this purpose a confirmation from each employee will be required as on December 31 of each year.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">***********<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">FAMILY PLANNING INCENTIVE SCHEME<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 55)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>OBJECTIVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The scheme is being introduced with a view to encourage the operators of the company to pursue small family norms.<\/p>\n<p>&nbsp;<\/p>\n<p>55.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy will be applicable to all Units of N.K.Minda Group. The scheme shall cover all regular operators of the company who have put in at least 2 years of service in the company and are in the age group of 25 to 45 years.<\/p>\n<p>&nbsp;<\/p>\n<p>55.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ELIGIBILITY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The incentive is admissible to the employee subject to the fulfillment of the following conditions of eligibility :<\/p>\n<p>&nbsp;<\/p>\n<p>55.03.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The employee and the spouse of the employee must be with in the \u2018Reproductive\u2019 age group. In case of a male employee, this would mean that he should not be over 45 years of age and his wife should not be over 40 years of age. In the case of a female employee, she must not be over 40 years of age and her husband must not be over 45 years of age.<\/p>\n<p>&nbsp;<\/p>\n<p>55.03.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Only one of the couple is eligible for grant of incentive at their option even when both of them under go sterilization operation.<\/p>\n<p>&nbsp;<\/p>\n<p>55.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>INCENTIVES<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee having upto two children will get cash reward of Rs.1000\/- if he\/she undergoes a family planning operation. The award is also permissible if the spouse of the employee undergoes the operation.<\/p>\n<p>&nbsp;<\/p>\n<p>55.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Cash reward of Rs. 2,000\/- will be awarded, if the employee or his\/her spouse undergo family planning operation, if the two children\u2019s are daughters.<\/p>\n<p>&nbsp;<\/p>\n<p>55.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A cash reward of Rs. 500\/- will be given to those employees who maintain minimum difference of three years between first and second child.<\/p>\n<p>&nbsp;<\/p>\n<p>55.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE FOR GRANT OF INCENTIVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employee may apply in the prescribed application form as at \u201cAnnexure &#8211; 55\u201d, through proper channel for the grant of incentive to the HRM Department along with the requisite certificate (s) from the prescribed authorities, as mentioned in para 55.06.1 The HRM department will process and issue the sanction order.<\/p>\n<p>&nbsp;<\/p>\n<p>55.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>COMPETENT AUTHORITY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>55.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In order to be eligible for the benefit under this scheme, the sterilization certificate should be issued by an authorized central authority of the hospital.\u00a0 Where this is not possible, the sterilization certificate issued by the Central Government for the purpose is sufficient. If the employee or his\/her spouse undergo sterilization operation in a Private Nursing Home\/Private Hospital is also eligible to<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>get incentive provided he or she produces a certificate from the concerned Nursing Home\/Hospital duly countersigned by the Civil Surgeon\/ District Medical Officer\/Authorized Medical Officer (CGHS).<\/p>\n<p>&nbsp;<\/p>\n<p>55.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In addition to the cash reward, employee will be eligible for two days special casual leave, for the day of operation and next day for rest and recovery. These leaves are applicable even if his\/her spouse undergoes the operation.<\/p>\n<p>&nbsp;<\/p>\n<p>55.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Combination of special casual leaves granted in connection with planning with other regular leave is permissible.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*********<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">MEDICLAIM POLICY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 56)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>OBJECTIVE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Group Mediclaim Insurance policy is a welfare policy, which shall enable the employees to claim reimbursement of expenses in case of hospitalization for illness\/diseases or injury sustained.<\/p>\n<p>&nbsp;<\/p>\n<p>56.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>56.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K.Ninda group.<\/p>\n<p>&nbsp;<\/p>\n<p>56.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Company shall acquire the policy in respect of all employees.<\/p>\n<p>&nbsp;<\/p>\n<p>56.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy will be taken on the date of joining itself. Company will deposit an advance amount with Insurance company for inclusion of new joinees. On the day of joining, Unit HRM will intimate Insurance company for inclusion of new employee in mediclaim insurance from day one. Company will take floater policy including Maternity benefits having child care coverage for all employees, other than covered under ESI. Once an Employee is out of\u00a0 ESI scheme, company will immediately take the Mediclaim policy. Floater policy means all family members will be covered under the same amount collectively and not individually. The meaning of family is self, spouse and children.\u00a0 No other family members\/ dependents of\u00a0 the employees will be included in the policy.\u00a0 If insurance company allows inclusion of any member at extra premium, the additional premium will be borne by the employee.<\/p>\n<p>&nbsp;<\/p>\n<p>56.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case employee is already having Mediclaim policy, is exempted under this scheme subject to submission of copy of policy to the concerned HRM Head and he is entitled for reimbursement of the amount against the same as per his entitlement of premium amount.<\/p>\n<p>&nbsp;<\/p>\n<p>56.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>APPLICABILITY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.05.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy shall be applicable through out the country.<\/p>\n<p>&nbsp;<\/p>\n<p>56.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>GENRERAL POINTS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.06.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 HRM will be responsible for all the activities related to Mediclaim i.e. information about illness to settlement of the claim, updation of employee\u2019s list etc.<\/p>\n<p>&nbsp;<\/p>\n<p>56.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The sum insured in the different categories shall be as under :<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"96\">\n<p align=\"center\"><strong>S.N.<\/strong><\/p>\n<\/td>\n<td width=\"168\">\n<p align=\"center\"><strong>CATEGORY<\/strong><\/p>\n<\/td>\n<td width=\"156\">\n<p align=\"center\"><strong>SUM\u00a0 INSURED<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"96\">\n<p align=\"center\">1.<\/p>\n<\/td>\n<td width=\"168\">Level VIII &amp; above<\/td>\n<td width=\"156\">\n<p align=\"center\">Rs. 1,50,000<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"96\">\n<p align=\"center\">2<\/p>\n<\/td>\n<td width=\"168\">Level VI &amp; VII<\/td>\n<td width=\"156\">\n<p align=\"center\">Rs. 1,00,000<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"96\">\n<p align=\"center\">3<\/p>\n<\/td>\n<td width=\"168\">Upto Level V<\/td>\n<td width=\"156\">\n<p align=\"center\">Rs.\u00a0\u00a0\u00a0 75,000<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>56.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>CLAIM<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.08.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Preliminary notice of claim with particulars relating to policy number, name of insured person in respect of whom claim is made, nature of illness\/injury name and address of the attending medical practitioner \/ hospital\/ nursing home should be given to the insurance company within seven days from the date of hospitalization\/injury\/death .<\/p>\n<p>&nbsp;<\/p>\n<p>56.09\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>56.09.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Policy will be taken in the Company\u2019s name on the behalf of the employees, the premium shall be paid by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>56.09.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case employee Leaves Company during the policy period, he\/she can get it renewed himself\/herself in order to maintain the continuity of the policy. However in this case he\/she will not be eligible for advantage of discount.<\/p>\n<p>&nbsp;<\/p>\n<p>56.09.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 After taking this policy, employee can avail the weekly benefits of accident insurance policy also side by side.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">ACCIDENT INSURANCE POLICY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 57)<\/strong><\/p>\n<p align=\"center\">\n<p>57.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>57.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To take insurance cover for the employees under Group Accident Insurance Policy.<\/p>\n<p>&nbsp;<\/p>\n<p>57.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To provide monetary benefit in case of accident.<\/p>\n<p>&nbsp;<\/p>\n<p>57.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>57.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable for all the employees of N.K.Minda Group including\u00a0\u00a0 those who are covered in ESI scheme. In case employee is already having Accident Insurance policy, is exempted under this scheme subject to submission of copy of policy to the concerned HRM Head and he is entitled for reimbursement of the amount against the same as per his entitlement of premium amount.<\/p>\n<p>&nbsp;<\/p>\n<p>57.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>57.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to the following categories of employees as per the amount mentioned against each category. The benefits under the above said scheme shall be available as under :<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.N.<\/strong><\/p>\n<\/td>\n<td width=\"216\">\n<p align=\"center\"><strong>CATEGORY<\/strong><\/p>\n<\/td>\n<td width=\"204\">\n<p align=\"center\"><strong>AMOUNT<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\u00a0\u00a0 1<\/td>\n<td width=\"216\">Level VI &amp; above<\/td>\n<td width=\"204\">Rs.\u00a0\u00a0\u00a0\u00a0 5,00,000\/-<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\u00a0\u00a0 2<\/td>\n<td width=\"216\">Level V<\/td>\n<td width=\"204\">Rs.\u00a0\u00a0\u00a0\u00a0 3,00,000\/-<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\u00a0\u00a0 3<\/td>\n<td width=\"216\">Level \u2013 II to IV<\/td>\n<td width=\"204\">Rs.\u00a0\u00a0\u00a0\u00a0 2,00,000\/-<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\u00a0 4<\/td>\n<td width=\"216\">Level \u2013 I<\/td>\n<td width=\"204\">Rs.\u00a0\u00a0\u00a0\u00a0 1,00,000\/-<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>57.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company will take the policy in its own name. The premium of the policy shall be borne by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>57.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Processing of claims : Bills and claims of any employee should be submitted in appropriate form with enclosure to HRM department for interface &amp; conclusion with Insurance company to result in reimbursement of claim. Any employee wish to make a claim should obtain blank claim form from HRM department and intimation as to accident should always be made to HRM as and when such accident occurs.<\/p>\n<p>&nbsp;<\/p>\n<p>57.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The administration of this scheme is the responsibility of the HRM Department.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">ADARSHNIDHI\u00a0 (DEATH RELIEF SECHEME)<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 58)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>58.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>58.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In the event of unfortunate demise of a fellow employee, other employees will contribute a token amount to be given to the next of kin of the deceased employee. This scheme would not only provide a monetary support to the deceased employee\u2019s family but would also convey a message that all employees belong to a family and show concern for each other.<\/p>\n<p>&nbsp;<\/p>\n<p>58.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>58.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the unit of N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>58.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCHEME<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>58.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Token amount of contribution shall be as follows:<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"180\">\n<p align=\"center\"><strong>LEVELS<\/strong><\/p>\n<\/td>\n<td width=\"264\">\n<p align=\"center\"><strong>AMOUNT (Rs)<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">UPTO III<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">25<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">IV<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">75<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">V<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">150<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">VI<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">250<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">VII<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">400<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">VIII<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">600<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">IX<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">1000<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"180\">\n<p align=\"center\">X &amp; ABOVE<\/p>\n<\/td>\n<td valign=\"top\" width=\"264\">\n<p align=\"center\">2000<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>58.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 50% of the total amount of contribution received from the employees shall be contributed by the organization and then cheque will be released by Corporate Finance department.<\/p>\n<p>&nbsp;<\/p>\n<p>58.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The scheme will be operative in the following way :<\/p>\n<p>&nbsp;<\/p>\n<p>58.04.1 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The employees will be asked to submit a declaration form as per \u201cAnnexure &#8211; 56\u201d. In this form the employee would convey his willingness to be member and would authorize recovery of his\/her contribution from the salary. The declaration form would also have a column where the employee will mention the nominee.<\/p>\n<p>&nbsp;<\/p>\n<p>58.04.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As soon as the information about the death of an employee is received. HRM Department will inform the Account Department to recover the contribution from the next salary. Rs. 30,000\/- would be given to the nominee immediately on death of individual by the parent company. Balance amount will be paid as per policy.<\/p>\n<p>&nbsp;<\/p>\n<p>58.04.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The cheque should be delivered by the Unit HRM Head along with a condolence letter from the SBU Head.<\/p>\n<p>&nbsp;<\/p>\n<p>58.04.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In case of operators the cheque will not be delivered directly to their nominees. Unit HRM will open an MIS A\/c (monthly Income Scheme) in the name of the nominee in the post office near his\/her residence. The cheque will be deposited in that account and the nominee will get monthly interest on that amount.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">**********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">DEPARTMENTAL GET TOGETHER<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 59)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>59.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>59.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To improve team building among the employees.<\/p>\n<p>&nbsp;<\/p>\n<p>59.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>59.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.Minda Group.<\/p>\n<p>&nbsp;<\/p>\n<p>59.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>59.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Departmental Head should organize a get\u2013togather of his department twice a year.<\/p>\n<p>&nbsp;<\/p>\n<p>59.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 100% expenses or Rs. 400\/- per person twice in a year will be borne by the Company( whichever is lower).<\/p>\n<p>&nbsp;<\/p>\n<p>59.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SBU Head to monitor whether such get-togethers can be organized inter \/ intra department.<\/p>\n<p>&nbsp;<\/p>\n<p>59.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Budget provision to be made by respective Departments.<\/p>\n<p>&nbsp;<\/p>\n<p>59.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each SBU head to ensure atleast one meeting with his MMC\u2019s family members in a year.<\/p>\n<p>&nbsp;<\/p>\n<p>59.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Units may organize atleast one picnic with all Employees and one cultural programme involving operators\/ organized by operators in a year.<\/p>\n<p align=\"center\">\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*********<\/p>\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">DIWALI\u00a0 &#8211; GIFTS, SWEETS AND BONUS <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 60)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>60.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PROCEDURE FOR THE PURCHASE OF GIFTS \/ SWEETS &amp; ITS DISTRIBUTION<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has the policy to give gift to all the employees irrespective of level including Temporary employees and drivers attached to employees.\u00a0 The Employees through contractor will be given only sweets.<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Cost of the gift should not exceed Rs. 400\/- per employee<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The sweets amounting to Rs. 150\/- per employee to be distributed to all the employees.<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The items to be decided for distribution of gift to all the units will be decided by the committee to be decided before Diwali.<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The responsibility to purchase the gift rests with the committee.<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each Unit should submit the nos. of gifts atleast 30 days in advance from the date of the distribution.<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The sweets shall also be decided by the above said committee.<\/p>\n<p>&nbsp;<\/p>\n<p>60.01.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The cost of gifts\/sweet shall be borne by each unit.<\/p>\n<p>&nbsp;<\/p>\n<p>60.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>DISTRIBUTION OF BONUS<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>60.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The bonus wherever applicable will be distributed along with the gifts and sweets.<\/p>\n<p>&nbsp;<\/p>\n<p>60.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Rs. 101\/- to be given to the employees as \u201cShagun\u201d who are exempted from Bonus limit.<\/p>\n<p>&nbsp;<\/p>\n<p>60.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employee who is working with in a unit where the bonus is not applicable, he may be entitled to have an ex-gratia payment equivalent to the amount declared at the previous unit from where he was transferred only in the first year.<\/p>\n<p>&nbsp;<\/p>\n<p>60.02.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is also the policy of the company that the bonus will be paid to employees only after the accounts are finalized and bonus declared by the management.<\/p>\n<p>&nbsp;<\/p>\n<p>60.02.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For employees (Staff and Operator) leaving the company before the declaration of bonus, the bonus shall be settled at the time of his settlement of account if the bonus is applicable.<\/p>\n<p>&nbsp;<\/p>\n<p>60.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>DIWALI GREETING CARD<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>60.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The company has the policy to send Diwali Greeting Card to the important persons who comes into the contact of the company.<\/p>\n<p>&nbsp;<\/p>\n<p>60.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each unit should send their requirement to Switch &#8211; Marketing Deptt, which will get the same purchased in bulk and distribute to the Indenting Units atleast 20 days before the Diwali Day.<\/p>\n<p>&nbsp;<\/p>\n<p>60.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The cost of these Diwali cards shall be borne by concerned unit.<\/p>\n<p>&nbsp;<\/p>\n<p>60.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Family get together : A Family get together of group MMC and their 2<sup>nd<\/sup> Line on Diwali to be organized by Corporate HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>Similarly a Family get together of Unit MMC and their 2<sup>nd<\/sup> Line on Diwali to be organized by Unit HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">ANNUAL DAY CELEBRATION<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 61)<\/strong><\/p>\n<p>61.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ANNUAL FUNCTION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>61.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The objective of celebrating Annual Day is to give recognition to all the employees of the unit for their contribution. This opportunity is to be utilized for honouring the recipients of service awards, attendance awards or any other such honour. Efforts are to be made such that every member of the team gets the opportunity to interact with Senior Management Staff and is also able to participate in the celebration.<\/p>\n<p>&nbsp;<\/p>\n<p>61.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The celebration is to be from one of the following options :<\/p>\n<p>&nbsp;<\/p>\n<p>61.01.2.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A picnic with all the employees. Destination should be such that the bus journey is not more than 2 hours one way.<\/p>\n<p>&nbsp;<\/p>\n<p>61.01.2.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A Pooja ceremony to be organized in the unit on the day of Annual day celebration.<\/p>\n<p>&nbsp;<\/p>\n<p>61.01.2.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 A cultural programme to be organized in such a way that employee\u2019s participation is ensured.<\/p>\n<p>&nbsp;<\/p>\n<p>61.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 No working day is to be lost due to Annual Day celebration. If Pooja or Cultural evening is planned on the actual date of Annual Day, maximum 2 hours Production \/Office hours loss is permitted.\u00a0 If picnic is to be planned, it should be on a Sunday\/Holiday.<\/p>\n<p>&nbsp;<\/p>\n<p>61.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During the Annual Day which are being celebrated, following awards \/Prizes are also distributed.<\/p>\n<p>&nbsp;<\/p>\n<p>a.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Best Operator \u2013 skill wise (min. 5 skills)<\/p>\n<p>b.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Best Line of the year<\/p>\n<p>&nbsp;<\/p>\n<p>61.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 ATTENDANCE AWARD: The company has policy to recognize the employees who are best in their attendance and the best 3 employees are selected on the basis of their attendance in the company and given certificates along with gifts. The procedure for counting the no. of days of attendance is the actual full day presence.<\/p>\n<p>&nbsp;<\/p>\n<p>61.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 LONG SERVICE AWARD: The company has the policy to distribute award to all those employees who have completed the following no. of years of service in any of group company. They are distributed the long service award mentioned against each category.<\/p>\n<p>&nbsp;<\/p>\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"120\">\n<p align=\"center\"><strong>YEAR<\/strong><\/p>\n<\/td>\n<td width=\"168\">\n<p align=\"center\"><strong>AWARD<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\"><strong>APPROX. WEIGHT OF MOMENTO<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"120\">05 YEARS<\/td>\n<td width=\"168\">SILVER MOMENTO<\/td>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">\n<p align=\"center\">100 Grams<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"120\">10 YEARS<\/td>\n<td width=\"168\">SILVER MOMENTO<\/td>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">\n<p align=\"center\">200 Grams<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"120\">15 YEARS<\/td>\n<td width=\"168\">SILVER MOMENTO<\/td>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">\n<p align=\"center\">350 Grams<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"120\">20 YEARS<\/td>\n<td width=\"168\">SILVER MOMENTO<\/td>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">\n<p align=\"center\">500 Grams<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"120\">25 YEARS &amp; ABOVE<\/td>\n<td width=\"168\">SILVEL MOMENTO<\/td>\n<td valign=\"top\" width=\"192\">\n<p align=\"center\">\n<p align=\"center\">600 Grams<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>61.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SILVER Momento can be given with the MINDA logo and tenure of his service in Minda inscribed on the same plus a Certificate signed by the Chairman\/M.D. highlighting the contribution made by the employee.<\/p>\n<p>&nbsp;<\/p>\n<p>61.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Photographs of those persons who will be awarded with Long Service Award is to be displayed on the notice board atleast one month in advance from the date of annual day of the unit concerned.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>61.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During Annual Day Function, families of Employees served more than\u00a0\u00a0\u00a0 10 Years and above will be invited. Further it is at discretion of SBU Head to invite family of Unit MMC Members.<\/p>\n<p>&nbsp;<\/p>\n<p>61.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Whenever Units are located in same complex ( for e.g.- Switch Manesar, Corporate, Minda Impco) Annual day will be celebrated jointly.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>61.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>LUCKY DRAW<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>61.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During the Annual Day, Lucky Draw to be held and where the name of all the employees should be in a box and a operator preferably oldest one, should come on the stage and take out the 3 slips from the box and the 1<sup>st<\/sup> , 2<sup>nd<\/sup> , and 3<sup>rd<\/sup> luckies be awarded.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">FESTIVAL CELEBRATIONS<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 62)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>62.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>NEW YEAR<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>62.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Sweets should be distributed on 1<sup>st<\/sup> January every year to all employees.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>62.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong><strong>LOHRMI FESTIVAL<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>62.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On Lohri festival sweets (preferably ground nuts and rewaries) to be distributed to all the employees in the evening at the close of the working hrs.<\/p>\n<p>&nbsp;<\/p>\n<p>62.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>AKADSI FESTIVAL<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>62.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On Akadsi traditional Prasad (preferably Lassi, Musk Melon and Mango) to be distributed to all the employees.<\/p>\n<p>&nbsp;<\/p>\n<p>62.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>MANGALWAR<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>62.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 An employee to be sent to the temple for \u201cBhog\u201d and distribute the \u201cPrasad\u201d to each and every employee of the Company including the guests who are present at the reception as well as in the office.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p><strong><span style=\"text-decoration: underline;\">POLICY ON RE-INDUCTION \/ RE-RECRUITMENT\u00a0 OF<\/span><\/strong><strong> <span style=\"text-decoration: underline;\">EMPLOYEES<\/span> <\/strong><\/p>\n<p><strong>(POLICY NO. 63)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Employees are the best ambassadors of the organization even after they leave. In today\u2019s market conditions where the professionals with right skills and attitude are scarce, it makes sense to rehire the ex-employees on selective basis. The company has the benefit of having known the performance and cultural fitment in the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>But there must be some guidelines and same be included in the HRM policy manual.<\/p>\n<p>&nbsp;<\/p>\n<p>63.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>GUIDELINES for RE-INDUCTION<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>63.01.1\u00a0\u00a0\u00a0 The former Employee may be considered for Re-induction in cases\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 where :<\/p>\n<p>&nbsp;<\/p>\n<p>63.01.1.1\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0He\/she left on an amicable note<\/p>\n<p>&nbsp;<\/p>\n<p>63.01.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 His\/her past performance\/rating of last 3 years, before leaving us preferably be \u201cvery good\u201d or above.<\/p>\n<p>&nbsp;<\/p>\n<p>63.01.1.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Has settled his dues and has not breached the contract terms in terms\u00a0\u00a0 of\u00a0 confidentiality etc.<\/p>\n<p>&nbsp;<\/p>\n<p>63.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 He\/she must have made valuable\/good contributions in his\/her areas.<\/p>\n<p>&nbsp;<\/p>\n<p>63.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 He\/she must now be considered as a good professional with high competence<\/p>\n<p>&nbsp;<\/p>\n<p>63.01.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To watch out that he will not upset the internal equity or do not pay him\u00a0 higher then others who have stayed with the organization. Unless he has acquired a rare skill which others do not have.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>63.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0<strong>Therefore, the factors to be considered while Re-induction should<\/strong> <strong>be:<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>63.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0Past Performance<\/p>\n<p>&nbsp;<\/p>\n<p>63.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 Competence, and<\/p>\n<p>&nbsp;<\/p>\n<p>63.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 Expertise in certain areas.<\/p>\n<p>&nbsp;<\/p>\n<p>63.02.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 Need of the organization, to re-induct.<\/p>\n<p>&nbsp;<\/p>\n<p>63.02.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The former employee must not have left\/departed on bad note, to say\u00a0\u00a0\u00a0\u00a0\u00a0 that; there was nothing adverse against him\/her in terms of integrity, discipline, behavior etc.<\/p>\n<p>&nbsp;<\/p>\n<p>63.02.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0 Re-induction must be against an existing approved vacancy. The period of leaving should not be a major point. At any given point of time, if the former Employee can do value addition, should be considered for Re-induction.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>63.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<strong>PROCEDURE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>63.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Before making rehire decision a prior written approval on given format (Annexure \u201c46\u201d) from MD through Corporate HRM be obtained.<\/p>\n<p>&nbsp;<\/p>\n<p>63.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If an employee rejoins he\/she will be re-recruited with normal average increment for the period based on his last ratings i.e. at a level\/grade he\/she would have reached had he continued in the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>63.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Such cases should be very limited and need based only, with justifiable\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 reasons. Re-induction should be in exceptional cases only.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p align=\"left\">\n<p align=\"left\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">MARRIAGE GIFT<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 64)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>64.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 There shall be a Company gift on self-marriage of the employee of any level, who gets married. The terms shall be as follows.<\/p>\n<p>&nbsp;<\/p>\n<p>64.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Gift shall be of worth Rs. 2100\/- ( Cash or in kind).<\/p>\n<p>&nbsp;<\/p>\n<p>64.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The employee should be a permanent employee of the company. (includes probationers and trainees)<\/p>\n<p>&nbsp;<\/p>\n<p>64.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The concerned department head of such an employee who is getting married shall ensure that the gift is presented to him\/her. The voucher pertaining to the same\u00a0 shall be authorized by the department head. The voucher should be accompanied\u00a0 with the marriage invitation copy in all possible cases.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">HRM FUNCTION<\/span><\/strong><strong><\/strong><\/p>\n<p><strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 (POLICY NO. 65)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>65.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>65.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy has been laid down to clarify the role of HRM Function.<\/p>\n<p>&nbsp;<\/p>\n<p>65.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>65.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>65.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>65.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 With the perspective to have defined role of HRM following roles have been defined for these functions.<\/p>\n<p>&nbsp;<\/p>\n<p>65.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In all the units, HRM function will be headed by one person.\u00a0 The day to day HRM will be looked after by Units individually.\u00a0 At Corporate, all the policies and guidelines will be framed in consultation with unit HRM.\u00a0 In case of any support, unit may refer to Corporate HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>65.03.3<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Role of HRM department<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<table width=\"480\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Adherence to HRM Policies<\/td>\n<\/tr>\n<tr>\n<td nowrap=\"nowrap\" width=\"480\">Recruitment &amp; Induction &#8211; Staff<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Personal Files \u2013 Staff<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">HRM Policy formulation &amp; implementation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Training &amp; Development &#8211; Staff &amp; Operators<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Performance Appraisal &#8211; Staff &amp; Operators<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Manpower Planning \u2013 Staff<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Employee Engagement Survey<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Competence Mapping &amp; Improvement &#8211; Staff<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Career Planning<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Communication (Magazine etc.)<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Emotional Support to People<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Reward &amp; Recognition<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Exit Interview &#8211; Analysis and Action Plan<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Employee Retention Strategies<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Improve Team Building<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Work Culture and Environment<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Contribution to Society<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Open House<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Get-Together\/Unit Address\/Birthday Celebration, etc.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Mentoring<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Job Rotation, Enlargement &amp; Enrichment<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Internal Customer Rating<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<table width=\"480\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Adherence to HRM Policies<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Recruitment &amp; Induction &#8211; Operators<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Personal Files \u2013 Operators<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" nowrap=\"nowrap\" width=\"480\">Payroll HRM &#8211; For all employees except CPR<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" width=\"480\">Statutory Compliances (PF, ESI, Factory Act, Pollution, Country Town Planning, Fire, Electricity, Contract Labour, Employment Exchange, etc.)<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Labour Cases<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Annual Day Celebration<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Security<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Canteen<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Transportation &amp; travel arrangement<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Uniform<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Insurance (Mediclaim &amp; Accident etc.) for all employees<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Time Office for all employees<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Upkeep &amp; house keeping of unit premises<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Telecom Systems &#8211; Telephone, Mobile, Fax, etc.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Office facilities (Furniture, AC, Lights, Fans, etc.)<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Front Office &amp; Mail Systems<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Risk Management Systems<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Employee Safety<\/td>\n<\/tr>\n<tr>\n<td valign=\"bottom\" width=\"480\">Disciplinary administration and Grievance Handling related to facilities<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Employee Separation<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Welfare &#8211; Loan, Advances, vehicle loan, etc.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Car, Mobile, Laptop<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Rest Room<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Formulation &amp; Approval of Standing Order.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Guest House administration<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" nowrap=\"nowrap\" width=\"480\">Liasoning with Govt. authorities<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">CANTEEN POLICY <\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 66)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>66.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE\/ SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>66.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy has been laid down to provide the food and tea at the work place for all, where the canteen facility is available.<\/p>\n<p>&nbsp;<\/p>\n<p>66.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Company will provide the Food at the specified place for all where the canteen is available.<\/p>\n<p>&nbsp;<\/p>\n<p>66.01.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The food will be subsidized by the company.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>66.02\u00a0\u00a0\u00a0 <\/strong><strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0DISTRIBUTION OF TEA <\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>66.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Company shall provide tea two times in a day.<\/p>\n<p>&nbsp;<\/p>\n<p>66.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Tea will be served to all the employees at the specified place decided by the HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<br clear=\"all\" \/> <strong><span style=\"text-decoration: underline;\">NEW YEAR DIARY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 67)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>67.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>ENTITLEMENT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>67.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the level IV and above employees are distributed the standardized Company\u2019s diary as follows:<\/p>\n<p>&nbsp;<\/p>\n<p>67.01.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Level VI and above \u2013 Diary having their names printed on it.<\/p>\n<p>&nbsp;<\/p>\n<p>67.01.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employees at the level of IV &amp; V are distributed the standardized\u00a0 diary for their official use only.<\/p>\n<p>&nbsp;<\/p>\n<p>67.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Appointment Diary (Planner) is distributed to all the Level VI and above.<\/p>\n<p>&nbsp;<\/p>\n<p>67.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 In no circumstances this diary should be given to outsiders.<\/p>\n<p>&nbsp;<\/p>\n<p>67.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>DISTRIBUTION OF DIARY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>67.04.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Switch Division HRM department will be responsible for making its arrangements and distributing the same to each unit.<\/p>\n<p>&nbsp;<\/p>\n<p>67.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Cost of these diaries shall be borne by each unit.<\/p>\n<p>&nbsp;<\/p>\n<p>67.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each Unit should send their requirement by 15<sup>th<\/sup> November to Switch Division HRM department.<\/p>\n<p>&nbsp;<\/p>\n<p>67.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Switch Division HRM department should see that the diaries are sent to the respective unit by 20<sup>th<\/sup> December and the Unit HRM department should distribute the diaries to employees by 25<sup>th<\/sup> December, every year.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*********<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">MENTORING<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 68)<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>68.01<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>68.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy has been laid down to facilitate the employees to grow with the organization by support and guidance of senior members of the organization.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>68.02<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SCOPE\u00a0 <\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>68.02.1\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of the N.K.Minda Group.<\/p>\n<p>&nbsp;<\/p>\n<p>68.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>68.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Each member of Group MMC to become Mentor of one GET &amp; one Fast Track employee of his unit.\u00a0 Each Unit MMC Member\/ SBU Heads\/ MD will also become Mentor for Trainees recruited through Campus.<\/p>\n<p>&nbsp;<\/p>\n<p>68.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 All the Trainees recruited through Campus will have one Mentor for initial 2 years.<\/p>\n<p>&nbsp;<\/p>\n<p>68.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Mentor to be in a different function \/ department.<\/p>\n<p>&nbsp;<\/p>\n<p>68.04\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Meeting with Trainee : Mentor\u2019s first meeting with the Mentee should be introductory.\u00a0 How they can contact each other and be available as and when required.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>68.05\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Frequency and Timing of Meeting :Meeting between Mentor and Mentee should be held atleast for 2 hours once in a month.<\/p>\n<p>&nbsp;<\/p>\n<p>68.06\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It is also advised that the Mentor has one lunch or dinner outside office with Mentee once in six months.\u00a0 This will give the opportunity to Mentee and Mentor to understand each other more better.<\/p>\n<p>&nbsp;<\/p>\n<p>68.07\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 During Performance Appraisal of Mentee, Mentor will not participate.<\/p>\n<p>&nbsp;<\/p>\n<p>68.08\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Benefits of Mentoring :<\/p>\n<p>&nbsp;<\/p>\n<ul>\n<li>Mentoring creates empowered people.<\/li>\n<li>It generates people\u2019s goodwill.<\/li>\n<li>A development culture settles in the organisation.<\/li>\n<li>There may be a higher employee retention.<\/li>\n<li>Core values of the organisation may be passed from generation to generation.<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<p>68.09\u00a0 <strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 MENTOR\u00a0<\/strong><\/p>\n<p>68.09.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Counseling is part of the role of Mentor.\u00a0 Mentor essentially helps the Mentee to deal more effectively with such subjective and personal questions as \u201cWhere am I going with my life?\u201d, \u201cMy career?\u201d, \u201cWhat is that I really want?\u201d, \u201cWhat is the worse and best of life that I have experienced so far?\u201d etc.<\/p>\n<p>Thus a Mentor needs to possess both Counseling and Coaching skills. A mentor needs to make himself available for the Mentee, not for dealing all his problems and frustrations, but available enough to help him over issues related to his growth in the organization.<\/p>\n<p>&nbsp;<\/p>\n<p>68.10<strong><em>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/em>MENTEE <\/strong><\/p>\n<p>68.10.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For a mentoring relationship to be successful, both individuals need to possess certain personal qualities.\u00a0 Mentee must be open minded and willing to learn. They should also be prepared to consider their weaknesses and be able to develop a high level of self-awareness.<\/p>\n<p>68.11<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 WHAT DO MENTORS DO?<\/strong><\/p>\n<p>68.11.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Most successful mentoring relationships go through <strong><em>four phases<\/em><\/strong>:<\/p>\n<ul>\n<li>Establishing Rapport (Initiation)<\/li>\n<li>Direction Setting (Getting Established)<\/li>\n<li>Progress Making (Development)<\/li>\n<li>Moving On (Finalizing \/Maintenance)<\/li>\n<\/ul>\n<p>Each of the phases has its own tasks.<\/p>\n<p>68.12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>Establishing Rapport<\/strong><\/p>\n<p><strong>Tasks:<\/strong> During this time the Mentor and the Mentee will :<\/p>\n<ul>\n<li>Exchange views on what the relationship is and is not<\/li>\n<li>Agree a way of working together<\/li>\n<li>Set up a way of calling meetings, frequency, duration, location<\/li>\n<\/ul>\n<p>68.13<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Direction Setting<\/strong><\/p>\n<p><strong><em>Tasks: <\/em><\/strong>The Mentor and Mentee will :<\/p>\n<ul>\n<li>Learn about the Mentee\u2019s style of learning<\/li>\n<li>Think through the implications of their style for how they will work together<\/li>\n<li>Diagnose needs<\/li>\n<li>Determine learner\u2019s goals and initial needs<\/li>\n<li>Set objective measures<\/li>\n<li>Identify priority areas for work<\/li>\n<li>Clarify focus of their work<\/li>\n<li>Begin work<\/li>\n<\/ul>\n<p>68.14<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Progress Making<\/strong><\/p>\n<p><strong><em>Tasks: <\/em><\/strong>Now the Mentor and Mentee will:<\/p>\n<ul>\n<li>Create a forum for progressing the Mentee\u2019s issues<\/li>\n<li>Use each other\u2019s expertise as agreed<\/li>\n<li>Establish a means for reviewing progress and adapt the process in the light of this review<\/li>\n<li>Identify new issues and ways of working that are required<\/li>\n<li>Be ready for the evolution of the relationship<\/li>\n<\/ul>\n<p>68.15<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Moving On <\/strong><\/p>\n<p><strong><em>Tasks: <\/em><\/strong>Now the Mentor and the Mentee will:<\/p>\n<ul>\n<li>Allow the relationship to evolve<\/li>\n<li>Move to maintenance<\/li>\n<li>Review what can be taken and used in other contexts<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">JOB ROTATION POLICY<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 69)<\/strong><\/p>\n<h2 align=\"left\"><\/h2>\n<h2 align=\"left\">69.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 PURPOSE<\/h2>\n<p><strong>\u00a0<\/strong><\/p>\n<p>69.1.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It has been felt that most of the senior executives are continuing with the same functions and for the same product range \/ SBU, which is limiting their exposure and vision just to their own SBU.<\/p>\n<p>&nbsp;<\/p>\n<p>69.1.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Job Rotation is to give these members an insight of the working of other departments \/ functions, which will make them versatile and also help them in understanding the problems being faced by their counterparts.\u00a0\u00a0 This will also help in building a strong second line.<\/p>\n<p>&nbsp;<\/p>\n<p>69.1.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As it is expected that the vision of an\u00a0 executive placed at that level should be of\u00a0 organizational level and not limited to his department \/ Unit \/ SBU.\u00a0 By introduction of this policy, this concern can also be addressed.<\/p>\n<p>&nbsp;<\/p>\n<p>69.2\u00a0\u00a0\u00a0 <strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 SCOPE<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>69.2.1.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable for MD\u2019s MMC and Unit MMC members.<\/p>\n<p>&nbsp;<\/p>\n<h1>69.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/h1>\n<p>&nbsp;<\/p>\n<p>69.3.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Every year minimum one rotation from MD\u2019s MMC as well as from Unit MMC member.<\/p>\n<p>&nbsp;<\/p>\n<p>69.3.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Executives who have spent more than three years in a particular Department \/ Division could only be moved to another Department \/ Division, where he \/ she should remain for minimum three years.<\/p>\n<p>&nbsp;<\/p>\n<p>69.3.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For smooth take over of the department, overlapping period of minimum two months shall be given to the executive.<\/p>\n<p>&nbsp;<\/p>\n<p>69.3.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 While rotating an employee, he \/ she will be extended all possible help to acclimatize himself with the new department \/ division and necessary training inputs with respect to various key aspects like commercial, technical, legal etc. shall be arranged.<\/p>\n<p align=\"left\">\n<p>&nbsp;<\/p>\n<p>**********<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">CASH SECURITY SYSTEM<\/span><\/strong><\/p>\n<p align=\"center\"><strong>(POLICY NO. 70)<\/strong><\/p>\n<table width=\"602\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\" width=\"82\">70.01<\/td>\n<td valign=\"top\" width=\"521\"><strong>PURPOSE:<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.01.1<\/td>\n<td valign=\"top\" width=\"521\">To have a standard written &amp; specified procedure for cash disbursement.<\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.02<\/td>\n<td valign=\"top\" width=\"521\"><strong>SCOPE<\/strong>: This procedure will be applicable to all the Units of N. K. Minda Group.<\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03<\/td>\n<td valign=\"top\" width=\"521\"><strong>PROCEDURE:<\/strong>\u00a0 The following procedure has been laid down.<\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.1<\/td>\n<td valign=\"top\" width=\"521\">The Cashier shall responsible for the cash disbursing, verification &amp; its tallying with the day book at the close of business on every day.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.2<\/td>\n<td valign=\"top\" width=\"521\">The cashier shall be responsible for any variance in the cash and controlling its key and shall hand over its duplicate key under safe custody of Unit Finance Head.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.2.1<\/td>\n<td valign=\"top\" width=\"521\">Physical verification will be carried out by UFH twice in a month.<\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.2.2<\/td>\n<td valign=\"top\" width=\"521\">The cash payments will be made on the basis of rounded off to the nearest rupee.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.3<\/td>\n<td valign=\"top\" width=\"521\">It is prime responsibility of the cashier to get exchanged the soiled notes once in a month and at the time of exchanging the soiled notes he has to make details of each and every currency alongwith number of the notes in the letter head of the company duly signed by the authorised signatory and torn notes should be pasted.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.4<\/td>\n<td valign=\"top\" width=\"521\">The Cashier shall be responsible for maintaining day book <strong>(Manual\/ Computer generated)<\/strong> on daily basis \/ on disbursement day, after making the payments of a day and shall enter all the vouchers in the day book consisting voucher number and whom amount is paid and shall tally with the physical cash available with him and shall make a detail of cash lying in the cash box on daily basis\/ disbursement day.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.5<\/td>\n<td valign=\"top\" width=\"521\">The cashier shall make payment on days as approved by SBU Head (maximum 3 days in a week) and in case of Corporate Office the payment shall be made twice in a week, first payment shall be made on Tuesday and second payment shall be made on Saturday. The time of cash disbursement shall be fixed by Unit Finance Head\/Business Head.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.6<\/td>\n<td valign=\"top\" width=\"521\">Before making any payments the cashier shall verify the correctness of vouchers and approval as per authority norms for all the vouchers which are to be paid and shall allot the correct account head on which amount to be booked and shall mention narration and voucher number started from 1<sup>st<\/sup> day of financial year as per the serial number.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.6.1<\/td>\n<td valign=\"top\" width=\"521\">Cashier should ensure proper and adequate supports with the voucher before making any payment. In case of Bill stating cash\/credit than, Cash Receipt of vender must be there as a proof of cash payment.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.7<\/td>\n<td valign=\"top\" width=\"521\">The Unit Finance Head and SBU Head shall decide to keep the minimum cash for smooth functioning of the organisation.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">70.03.8<\/td>\n<td valign=\"top\" width=\"521\">After making the payment he shall put a stamp that is called \u201cPAID\u201d stamp on every voucher which is paid and entered in the day book and shall monitor serially started from 1<sup>st<\/sup> day of the financial year and shall call the Binder after close of every quarter for voucher binding and other records of the organisation.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.9<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier shall affix revenue stamp of one rupee in the case of cash transactions of the value of which exceeds one thousand rupees.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.10<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier shall make credit entry in the respective account when he receive the cash from the employee.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.11<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier is responsible to maintain staff advance control register, imprest control register, and part of the salary register, whenever he will make the payment of aforesaid nature of expenses he shall make an entry in the respective control register of individual a\/c accordingly. The imprest account must be brought to nil quarterly (30<sup>th<\/sup> June, 30th Sept, 31<sup>st<\/sup> Dec.\u00a0 &amp; 31st March)<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.12<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier is also responsible for checking of the payroll and its scrutinizing and disbursement of the salary in time or as per salary procedure.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.13<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier is responsible for adequate insurance coverage of cash i.e. cash in safe, cash in transit, transit within limit, Fidelity of the person handling cash, cash in safe for fire and responsible for its renewal timely (extracted for ready reference is mentioned in para 3.13.1. &amp; 3.13.2.).<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.13.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">CASH IN SAFE: Adequate coverage of insurance must be done to ensure that the total cash in safe is under insurance coverage and actual amount kept in safe does not exceed the insured limit. Whenever the cash is withdrawn for specific purpose\u00a0 say wages, than policy for that period to be enhanced by that amount.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.13.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">CASH IN TRANSIT:\u00a0 The coverage of insurance in respect of cash in transit should be taken till the amount is disbursed at the office and the amount in transit should also be within the limit. Whenever cash is withdrawn it should be entered in a Register kept with cashier to know about utilized value as well as the pending insurance cover for in transit. When the amount is inadequate next policy is to be taken. The above insurance policies in respect of cash should also cover fidelity of the person handling cash and coverage of the person handling imprest.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.13.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">For Cash withdrawal, Company\u2019s Car will be preferably used irrespective of the amount of Cash withdrawal. The person who will be withdrawing the cash be changed i.e. same person should not withdraw cash from the Bank. Atleast two persons must go to the Branch to withdraw the cash if amount is more than Rs.1.00 Lacs and UFH to ensure only those persons to withdrawal of cash whose names are furnished with the insurance company to avoid any claim loss, if any.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.14<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier shall make plan for cash withdrawal on every day as per cash plan and in case of falling bank holiday, he shall withdraw the cash well in advance. Whenever cashier proceeds on leave he shall inform to his immediate superior well in advance and shall handover the cash appearing in the day book before proceeding on leave.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.15<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">No payment shall be made in cash a sum exceeding twenty thousand rupees, if any payment is more than twenty thousand rupees the cashier shall make an account payee cheque or demand draft drawn on a Bank in such cases.<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"82\">\n<p align=\"center\">70.03.16<\/p>\n<\/td>\n<td valign=\"top\" width=\"521\">The cashier shall keep all the important documents such as Fixed Deposit Receipts issued by Banks.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p align=\"center\">********<\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p align=\"center\"><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"text-decoration: underline;\">LAPTOP POLICY<\/span><\/p>\n<p>(Policy No. 71)<\/p>\n<p>71.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>71.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To meet the requirement of fast &amp; better communication, employees may need to use information and data readily available all the times.<\/p>\n<p>&nbsp;<\/p>\n<p>71.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Laptops are required to be given to employee who needs to move frequently for official purposes.<\/p>\n<p>&nbsp;<\/p>\n<p>71.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>This policy is applicable to all the units of N.K.Minda Group.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>71.03<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>71.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Senior employees required to move frequently and requiring information and data easily available with them all the time.\u00a0 Hence it is decided that employees of Level IX &amp; above are entitled for laptop, subject to their function require the same.<\/p>\n<p>&nbsp;<\/p>\n<p>71.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The configuration of Laptop will be finalized by Head \u2013 Group IT.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>71.03.3\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0 Above category of employees can purchase any Laptop as per following limit.<\/p>\n<p>&nbsp;<\/p>\n<p>Business Head\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Up to Rs. 1.30 Lacs<\/p>\n<p>&nbsp;<\/p>\n<p>Level IX &amp; Above \u00a0\u00a0\u00a0\u00a0 :\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Up to Rs. 1.00 Lacs<\/p>\n<p>&nbsp;<\/p>\n<p>Depending upon the nature of the job, MD may approved laptop for other level of employees also, however, cost of such laptop should not exceed Rs. 60,000\/-.<\/p>\n<p>&nbsp;<\/p>\n<p>71.03.4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On issuing the Laptop to employee, unit HRM to obtain company asset take over form (Annexure &#8211; 54) and the same will be filed in the personal file of the user.<\/p>\n<p>&nbsp;<\/p>\n<p>71.03.5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 As technology is changing fast, laptops are also required to be updated regularly.\u00a0 Laptop can be replaced once in three years depending on the recommendation of Group IT department.\u00a0 In such case old laptop can be sold to the supplier in buy back scheme.<\/p>\n<p>&nbsp;<\/p>\n<p>71.03.6\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 IT dept. will ensure that Insurance policy for Laptop is taken at the time of purchasing the laptop.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>71.03.7\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The quantity record will have to be maintained and for that purpose a confirmation has to be taken from each Laptop allottee by December 31 every year.<\/p>\n<p>&nbsp;<\/p>\n<p>71.03.8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Laptop would be budgeted under Capital items and CIJ has to be put up to MD for approval.<strong><\/strong><\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">\n<p><span style=\"text-decoration: underline;\">OPEN HOUSE<\/span><\/p>\n<p>(Policy No. 72)<\/p>\n<p>72.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>72.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To meet the all staff members on regular basis to have better interaction with them.<\/p>\n<p>&nbsp;<\/p>\n<p>72.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>This policy is applicable to all the units of N.K.Minda Group.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>72.03<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>72.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Quarterly Open House shall be planned for 2<sup>nd<\/sup> Line of SBU Head for his Unit.<\/p>\n<p>&nbsp;<\/p>\n<p>72.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Yearly Open House shall be planned for 2<sup>nd<\/sup> Line of MD by Corporate HRM.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">\n<p align=\"center\">\n<p align=\"center\">********<\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><span style=\"text-decoration: underline;\">EXECUTIVE HEALTH CHECK UP(LEVEL-VIII &amp; above) <\/span><\/p>\n<p>(Policy No. 73)<\/p>\n<p>&nbsp;<\/p>\n<p>73.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>73.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For Medical check up of Level VIII &amp; above employees.<\/p>\n<p>&nbsp;<\/p>\n<p>73.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>73.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units of N.K. MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>73.03\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>73.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Corporate HRM will identify Hospital &amp; Scheme for Annual Check up. Unit HRM will co-ordiante the activity.<\/p>\n<p>&nbsp;<\/p>\n<p>73.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Provision of the budget will be taken care by Unit HRM.<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p><span style=\"text-decoration: underline;\">CREDIT CARD( L IX &amp; ABOVE)<\/span><\/p>\n<p>(Policy No. 74)<\/p>\n<p>74.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PURPOSE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>74.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To provide credit card for Level IX &amp; above Employees.<\/p>\n<p>&nbsp;<\/p>\n<p>74.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>This policy is applicable to all the units of N.K.Minda Group.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>74.03<strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 POLICY<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>74.03.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Provide Visa\/ Master credit card to employees. The annual subscription charges will be borne by Company.<\/p>\n<p>&nbsp;<\/p>\n<p>74.03.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Providing credit card will be the responsibility of Unit HRM\u00a0\u00a0 department.<\/p>\n<p>&nbsp;<\/p>\n<p>74.03.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To use the credit card while on tour or for official purpose.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <span style=\"text-decoration: underline;\">SUPERANNUATION POLICY( LEVEL IX &amp; ABOVE)- AS APPLICABLE <\/span><\/strong><\/p>\n<p><strong>( POLICY NO. 75 ) <\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>75.01\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>SCOPE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>75.01.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 This policy is applicable to all the units (as applicable) of the N.K.MINDA Group.<\/p>\n<p>&nbsp;<\/p>\n<p>75.01.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 To applicable to all employees Level \u2013 IX &amp; above.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>75.02\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <strong>PROCEDURE<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>75.02.1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 15% of basic salary will be contributed in individual account on monthly basis. This contribution will be transferred to the Superannuation Trust.<\/p>\n<p>&nbsp;<\/p>\n<p>75.02.2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0Employees will get statement of accounts from respective accounts\u00a0\u00a0\u00a0 department of\u00a0 Units on yearly basis.<\/p>\n<p>&nbsp;<\/p>\n<p>75.02.3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 At the time of retirement or in case of separation (by any other reason) the employee become eligible to claim pension from LIC. In addition he also has the immediate option to get1\/3<sup>rd<\/sup> of total outstanding amount by way of commuted pension. For claiming of the same the Employees or his\/ her legal heir has to fill up the forms available with Unit HRM.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p align=\"center\">*******<\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">IMPORTANT DECISIONS TAKEN DURING HRM POLICY REVIEW: <\/span><\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong><\/strong><\/p>\n<p>1.\u00a0\u00a0\u00a0\u00a0\u00a0 For any achievement, Gifts will be common for Staff and operators, same Diwali policy will be followed.\u00a0 SBU Head to decide the amount, however, amount should not exceed the Diwali Gift amount.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>2.\u00a0\u00a0\u00a0\u00a0\u00a0 Decided that no plant will run on holidays. In case of emergency the written permission to be taken from Corporate Business Head \/ Corporate HRM dept.\u00a0 SBU Head is responsible for taking approval.<\/p>\n<p>&nbsp;<\/p>\n<p>3.\u00a0\u00a0\u00a0\u00a0\u00a0 The deduction of Canteen amount for Operators will be Rs. 100\/- per \u00a0\u00a0month, and there will be no change for staff deduction.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\">*******<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">\u00a0<\/span><\/strong><\/p>\n<p align=\"center\"><strong><span style=\"text-decoration: underline;\">ANNEXURES LIST<\/span><\/strong><\/p>\n<p align=\"center\">\n<p align=\"center\">\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n<tbody>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.No.<\/strong><\/p>\n<\/td>\n<td width=\"192\">\n<p align=\"center\"><strong>Description<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\"><strong>Annexure No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\"><strong>Policy Reference<\/strong><\/p>\n<\/td>\n<td width=\"120\">\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>File Type<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">1<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Adarshnidhi Declaration Form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">56<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">58.04.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">2<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Application for Family Planning Incentive<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">55<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">55.05.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">3<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Application for Part Time Operator<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">22<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">04.03.2.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">4<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Application for Vehicle Loan interest reimbursement approval form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">53 (A &amp; B)<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">50.03.10<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">5<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appointment Letter of Trainees<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">03<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">01.04<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">6<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appointment Letter of Trainees(After Confirmation)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">05<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">01.04.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">7<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appointment Letter of Operators<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">58<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">03.04.6<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">8<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appointment Letter of Temporary Operators<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">59<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">04.03.02.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">9<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appointment Letters( Level IV to IX )<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">12 (A to E)<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.08.4<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">10<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appraisal Form \u2013 Operators<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">51<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">48.01.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">11<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Appraisal Form (Half Yearly)<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">47<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">46.11<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">12<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">A. Appraisal Form (Yearly)<\/p>\n<p>B. 2<sup>nd<\/sup> Line check list<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">48<\/p>\n<p align=\"center\">48A<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">46.11<\/p>\n<p align=\"center\">46.11<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">13<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Assessment of Probationer<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">23<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">05.02.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">14<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Bank transfer letter for Wages<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">61<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">18.03.2.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">15<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Bond Agreement \u2013 Foreign Training<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">44<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">45.03<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">16<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Car Take Over Form<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">52( A &amp; B )<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">49.10<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">A-Word<\/p>\n<p align=\"center\">B-Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">17<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Confirmation Letter of Staff<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">24<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">05.04.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">18<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Declaration from Reference \u2013 Operator<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">03.04.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">19<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Employees Outgoing Register Format<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">36<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">33.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">20<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Exit Interview Form<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">41<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">42.03<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">21<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Extension Letter of Probation<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">25<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">05.04.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">22<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Feedback of new entrant<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">26<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">08.03.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">23<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Final Clearance Form<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">39<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">41.01.6<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">24<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Foreign Travel\/ Training Approval Form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">43(A &amp; B)<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">26.09<\/p>\n<p align=\"center\">44.08.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">25<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Foreign Training-Deployment status<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">43(C)<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">44.08.4<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">26<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Incoming Material Register Format<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">31<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">33.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.No.<\/strong><\/p>\n<\/td>\n<td width=\"192\">\n<p align=\"center\"><strong>Description<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\"><strong>Annexure No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\"><strong>Policy Reference<\/strong><\/p>\n<\/td>\n<td width=\"120\">\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>File Type<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">27<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Induction Check List<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">17<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.10.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">28<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Induction Feed Back Form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">19<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.10.4<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">29<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Induction Form<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">18<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.10.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">30<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Inter Unit Transfer Form<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">37<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">40.01.2.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">31<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Increment Letter<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">62-A&amp;B<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">46.18.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">32<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Interview Evaluation Form Level IV,V &amp; VI<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">07<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.08.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">33<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Interview Evaluation Form Level VII-IX<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">08<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.08.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">34<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Interview Evaluation Form Level X &amp; Above<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">09<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.08.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">35<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Interview Evaluation of Operator<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">21<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">03.04.7<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">36<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Late Coming Employees Register Format<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">35<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">33.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">37<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Lease Agreement<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">30<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">29.03.8<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">38<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Leave Card<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">27<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">13.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">39<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Letter for Reference Checking<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">13<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.09.4<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">40<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Manpower Requisition Form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">06<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.06.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">41<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Offer Letter<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">10<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.08.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">42<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Offer Letter of Trainees<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">01<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">01.03.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">43<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Outgoing Material Register Format<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">32<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">33.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">44<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Performance Report of Trainee during training<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">04<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">01.04.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">45<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Performance Review of Trainees<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">02<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">01.03.4<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">46<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Personal file Check List Staff &amp; Operator<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">28 (A&amp;B)<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">16.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">47<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Promotion Letter<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">50<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">47.06<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">48<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Recommendation for Promotion<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">49<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">47.04<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">49<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Re-recruitment\/ Re-induction Form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">46<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">63.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">50<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Reference Checking from last Employer<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">15<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.09.6<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">51<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Reminder for reference Checking<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">14<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.09.5<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">52<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Reminder for reference checking from last employer<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">16<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.09.7<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">53<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Resignation Acceptance letter<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">60<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">41.01.5<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">54<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Returnable Material Register Format<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">33<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">33.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">55<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Salary Break up Form<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">11<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">02.08.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"60\">\n<p align=\"center\"><strong>S.No.<\/strong><\/p>\n<\/td>\n<td width=\"192\">\n<p align=\"center\"><strong>Description<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\"><strong>Annexure No.<\/strong><\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\"><strong>Policy Reference<\/strong><\/p>\n<\/td>\n<td width=\"120\">\n<p align=\"center\"><strong>\u00a0<\/strong><\/p>\n<p align=\"center\"><strong>File Type<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">56<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Service\/ Experience Certification<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">40<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">41.05<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">57<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Taking Over of Company Cellphone<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">57<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">54.3.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">58<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Taking over of Company Asset<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">54<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">71.03.4<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">59<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Terms Amendment in Appointment \u2013 Foreign Training<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">45<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">45.03<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">60<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Training Feed Back cum evaluation form from individual and from Superior<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">42<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">44.06.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">61<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Transfer Details Form<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">38<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">40.01.2.3<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Excel<\/p>\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">62<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Travelling Norms \u2013 Inland<\/p>\n<p>&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">29<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">25.03.2.2<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">63<\/p>\n<\/td>\n<td valign=\"top\" width=\"192\">Visitors Entry Register Format<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">34<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">33.03.1<\/p>\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">Word<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"192\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"192\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"192\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"192\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"192\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\" width=\"60\">\n<p align=\"center\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"192\">&nbsp;<\/td>\n<td valign=\"top\" width=\"96\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<td valign=\"top\" width=\"120\">\n<p align=\"center\">\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p align=\"center\">\n<p style=\"text-align: left;\" align=\"center\"><strong><a href=\"https:\/\/www.yourhrworld.com\/formats\/wp-content\/uploads\/2012\/01\/HR-POLICY-MINDA.doc\">Click Here To Download Hr Policy Minda<\/a><\/strong><\/p>\n\n<div style=\"font-size: 0px; height: 0px; line-height: 0px; margin: 0; padding: 0; clear: both;\"><\/div>","protected":false},"excerpt":{"rendered":"<p>I Have Attached\u00a0HR manual and HR policy N.K.Minda Group of Industries HRM Policy Manual &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Copy No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : Revision No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 04 Effective Date\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 01.04.2006 Next Review Date :\u00a0 01.04.2007 \u00a0 \u00a0 FOREWARD &nbsp; This manual intends to keep employees abreast with the HRM policies and practices. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. &nbsp; This Manual supersedes all earlier amendments or changes communicated from time to time. &nbsp; Any amendment<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[45],"tags":[105,111],"class_list":["post-4482","post","type-post","status-publish","format-standard","hentry","category-hr","tag-hr-manual","tag-hr-policy"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>HR manual and HR policy - HR Letter Formats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.yourhrworld.com\/formats\/hr\/hr-manual-and-hr-policy\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR manual and HR policy - HR Letter Formats\" \/>\n<meta property=\"og:description\" content=\"I Have Attached\u00a0HR manual and HR policy N.K.Minda Group of Industries HRM Policy Manual &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Copy No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : Revision No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 04 Effective Date\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 01.04.2006 Next Review Date :\u00a0 01.04.2007 \u00a0 \u00a0 FOREWARD &nbsp; This manual intends to keep employees abreast with the HRM policies and practices. 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&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Copy No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : Revision No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 04 Effective Date\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :\u00a0 01.04.2006 Next Review Date :\u00a0 01.04.2007 \u00a0 \u00a0 FOREWARD &nbsp; This manual intends to keep employees abreast with the HRM policies and practices. 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