hr policies.doc

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HR POLICY MANUAL

Document ID: ITQ/HR POLICY MANUALRelease Date:

APPROVED FOR ISSUE:

LALITHA.V.DESHPANDE SIGNATURE ..

VICE PRESIDENT HR

RAJA NATESAN SIGNATURE..

PRESIDENT & CEO

(ITQ)

DLF Corporate Park

Block 2bGurgaon phaseIII

This document of ITQ is for restricted circulation. No part of this document may be reproduced ortransmitted in any form or by any means, electronic or mechanical, for any purpose, without written permission.


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Table of Contents

CODE OF CONDUCT.....................................................................................................................................6

POLICY ON EMPLOYEE REFERRAL SCHEME .....................................................................................11

FINAL SETTLEMENT..................................................................................................................................16

NO DUES CERTIFICATE.............................................................................................................................19EXIT INTERVIEW .......................................................................................................................................22

NOTICE PERIOD..........................................................................................................................................25

ANNUAL INCREMENT FOR NEW ENTRANTS......................................................................................27

RETIREMENT...............................................................................................................................................29

LEAVE POLICY ...........................................................................................................................................31

ANNUAL LEAVE PLAN..............................................................................................................................34

JOINING EXPENSE POLICY.......................................................................................................................36

PROVIDENT FUND......................................................................................................................................38

GRATUITY....................................................................................................................................................40TELEPHONE CALLS POLICY....................................................................................................................42

TRANSFER POLICY....................................................................................................................................44

MEDICLAIM POLICY..................................................................................................................................47

POLICY ON PROMOTION / ROLE CHANGES.........................................................................................52POLICY ON OFFICE AUTOMATION........................................................................................................55

DRESS CODE FOR EMPLOYEES...............................................................................................................58

SCHEDULE FOR DISBURSEMENT OF VARIOUS PAYMENTS............................................................63

HOLIDAYS....................................................................................................................................................65

NO SMOKING POLICY...............................................................................................................................67

TRAVEL POLICY........................................................................................................................................69

WORK HOURS..............................................................................................................................................82

DISCIPLINARY PROCEDURE....................................................................................................................87

GRIEVANCE PROCEDURE........................................................................................................................92

INDUCTION & PLACEMENT.....................................................................................................................94

SEXUAL HARASSMENT..........................................................................................................................100

DEALING WITH LOW AND NON PERFORMERS.................................................................................106STEPS INVOLVED IN ADMINISTERING APPRAISALS......................................................................109E Mail POLICY (GALILEO INDIA Pvt. LTD)..........................................................................................111

POLICY ON MOBILE PHONES (to be reviewed).....................................................................................127

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INTRODUCTION

The HR policy manual provides an overview of ITQ human resource

policies and procedures. The scope of HR manual covers all the employees.

As a ITQ employee, one is expected to abide by all the policies and

procedures presented in the manual. It is therefore, in ones best interest to

read through this manual and completely familiarize completely with all its

contents. The contents of these policies and procedures may change from

time to time. Whenever such changes are made we shall issue suitable

notifications. One must keep himself/herself informed of such changes.

We hope that this manual will be the first reference when any

questions arise in your mind regarding the companys policies. Should you

have any questions concerning any of the information contained in the

manual or if you have specific questions not answered, please speak with thehuman recourse department.

This manual is strictly for internal use and for restricted circulation.

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DOCUMENT CONTROL SHEET

Document HistoryVer

No.

Release

Date

CR.

RefPolicy / Description of Change

Authored /

Revised by

Reviewed

By

Approve

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1.0 N.A. Code of Conduct

Notes:

Uncontrolled when printed unless signed by approving authority

Only controlled hardcopies of the document shall have authorization signatures on

them

Softcopies of the documents do not need any signature and can be authorized byalternate means such as emails

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CODE OF CONDUCT

OBJECTIVES:

In the fast changing business environment, it has become imperative for any organization

to channelise its resources towards keeping pace with the external environment and the

achievement of Organization mission. We need to set for ourselves high standards of

performance and continuously improve upon them and move towards being Best In

Class company. To achieve this goal we, as individuals, need to be ethical and

transparent in our conduct and this needs to be reflected in our day-to-day interaction

with our stakeholders.

Our customers, business associates, colleagues, and the society in which we operate, must

perceive our commitment to our Vision, Beliefs and Practices. Only then they will feel

that they are dealing with an ethical and highly professional organization.

PEOPLE constitute the most important component in this process. Besides selecting and

recruiting the best, it is also important to clearly enunciate organization expectations.

In order to standardize the expected conduct of behavior, it is prudent to communicate it

to all concerned. This document is an attempt to achieve this goal.

STANDARDS OF CONDUCT

a) All employees are strongly encouraged to make a distinction between

official company business and personal interests. For instance company

material, equipment; tools, etc. are not for personal use.

b) Give priority to customers (internal as well as external) and work towards

creating a satisfied customer base.

c) Protect the confidentiality of the information that you possess or have

access to in the interest of the business of the company.

d) Be specific and truthful in all communication.

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e) Treat with respect colleagues, customers, business associates and all

public authorities and not to take any action that causes inconvenience to

them.

f) Follow the policies, processes and procedures of the company issued from

time to time.

g) Ensure that our workplace is clean, free from fire hazards and secure.

h) Maintain integrity in all transactions.

i) Take corrective actions to reduce wastage and costs.

j) Ensure adherence to quality, cost and delivery commitments.

k) Comply with all regulatory requirements and actions should be ethical and

legal.

l) All employees should respect all others around them, display intellectual

honesty and as self-discipline not engage in political or religious activities

within the office premises.

m) Employees should avoid actions, which damage the reputation of the

company.

n) For security purposes, all employees will be issued Identity Cards. This

should be in the possession of the employees at all times.

o) Whenever an employee is invited to deliver speeches and attend meetings

and attend social gatherings in relation to his official duties/position, he

should first take approval from Management by making a written request

to HR Department.

p) An employee is required to adhere to all safety, security, environment and

housekeeping requirements and prevailing administrative rules, which are

subject to modification/change from time to time.

q) Employees are advised not to use company telephones for making

personal calls unless such calls are of an urgent/unavoidable/ emergent

nature. In case of personal outstation calls, cost of such calls will be borne

by the employee concerned.

r) An employee is required to be conscious of time and cost issues and

ensure no misuse of the same.

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s) From time to time employees are sent for attending training

program/seminars and other educative forums. It is expected that all

employees take this sincerely, attend all sessions, follow program

guidelines/ rules and utilize the new learning.

ACTS OF INDISCIPLINE

Any act of indiscipline by an employee will be viewed very seriously by the

management and will lead to disciplinary action against the employee. Some

indicative areas of indiscipline are as follows:

a) Any employee or family member of employee giving out to any outside

agency/person by word of mouth or otherwise, particulars or details of our

technical know-how, security arrangements, administrative and/or

organizational matters of a confidential and secret nature which it may be

personal privilege to know by virtue of being an employee.

b) System violation

c) Integrity issues.

d) False claims/declarations (on non-compensation heads)

e) Misrepresentation/misuse/concealment of facts and information from the

management.

f) Misuse of power/authority for personal gains.

g) Taking out any property/document of office outside the premises without

prior approval of Departmental Head.

h) Producing false certificates (e.g. medical, etc.) or extending leave on false

pretext.

i) Entering office in an intoxicated condition or consuming alcohol within

the office premises.

j) Display of unruly behaviour, threat or using abusive language vis--vis

any person while in office or over the telephone.

k) Talking to the press/media without prior approval of the Management.

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l) Participating in any political activities.

CONFLICT OF INTEREST

It is the policy of Company to prohibit employees from engaging in any activity,

practice or act which conflicts with the interest of the Company. Such sections will

be subject to disciplinary action. Indicative examples of conflict of interest are as

follows:

a) Accepting outside employment or consultancy work in any

organization

b) Engaging in outside business without prior approval from the

Management.

c) Financial interest in a firm (vendors/dealers/contractors, etc.) that does

business with the company.

d) Accepting gifts or favors from any person or firm doing business with

the Company; or using your position to obtain such favors.

e) Conduct that is disloyal, disruptive, competitive or damaging to the

Company.

DRESS CODE

a) Keeping in mind our basic values and work culture, it is expected that

all employees will be well groomed and properly dressed to promote

professional image. We have a separate policy on dress code and

employees are expected to follow the same.

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Document HistoryVer

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1.0 N.A. Employee Referral Policy

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them

Softcopies of the documents do not need any signature and can be authorized by

alternate means such as emails

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POLICY ON EMPLOYEE REFERRAL SCHEME

1 Preamble :

The purpose of this policy is to encourage employees to contribute to the talent pool of

I{TQ} by referring candidates known to them who possess the requisite

qualification, skills sets, etc for suitable positions in the organization .

1. Enables the employees to get involved and support the recruitment drive.

2. It ensures quality of candidates.

3. Minimises cost.

4. Saves time.

2 Effective Date of Implementation :

This policy will be effective from April 1st, 2005.

3 Scope:

This policy is extended to the employees of ITQ; however, the following are excluded;

1. The requisitioning executive / manager.

2. HR professionals of all the Business units of IGE.

3. References provided by any recruitment agencies

4 Any other external party.

4 Definitions :

a) Employee Referrals

Candidates that are referred by employees as per the referral policy shall be

treated as Employee referrals.

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b) Referral Rewards

The reward money that is payable to an employee once a reference candidate joins

shall be called as Referral rewards.

5. Policy Details

Employees can recommend/refer candidates who are known to them having relevant

Competencies matching our organizational profiles , which would include qualifications,

relevant work exposure and personal attributes.

The references may be sent anytime to the HR department or in response to a reference request

made by HR.

6. Procedure for Employee referrals

Employees may refer prospective applicants by:

a. Forwarding the details of the referred candidates to HR on prescribed format

(Annexure- I) and attaching the candidates CV preferably a soft copy.

b. Introducing a person face to face.

Please note, the referral shall only be considered under the scheme once the HR department receives

the resume.

7. Tracking of Referrals

HR department shall be responsible for tracking of employee referrals through a data bank.

Whenever an action is taken on the profiles referred by employees the HR department shall

keep the concerned employee informed.

HR may also request the concerned employee to help coordinate during the selection

procedure.

8. General Conditions:

a. No recommendation of relatives of the employee will be considered under this

scheme.b. Any reference older than 6 months (if not materialized) will be treated as

redundant.c. While recommending a candidate employee must confirm the credentials, antecedents and

character of the referred candidate.

9. Referral rewards

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Employees who refer suitable applicants shall be eligible for referral rewards once the

referred candidate joins the organization and fulfills the necessary criteria..

The referral reward shall be Rs.3000.00 for all positions in various functions of I{TQ}

The referral amount may differ depending on the criticality of the positions / function which will be

intimated in advance through a written communications

10. Star referee award

A special Star referee award shall be declared annually. The employee that has won the

maximum number of employee referral rewards shall be the Star referee of the year. A

special prize shall be declared for this purpose.

11. Disbursement of Referral reward

The referral reward shall be disbursed provided the following 3 conditions are met :

a. The referral reward shall be disbursed to the employee after the referred candidate has

served the organization for 3 consecutive months.

b. The mode of disbursement of the referral amount shall be as per the disbursement policy

of the organization.

c. The referral amount shall undergo appropriate Income Tax treatment as per tax laws applicable

12. Organizations right to selection

The referred candidates have to pass through the selection procedure of the company before

being considered for appointment. The organization shall reserve all rights related to selection

of referred candidates.

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Annexure - I

(Employee Get Employee Scheme)

Reference No.:

Name: Employee Code:

Department:

Details of reference:

a) Personal Details

Name:

Age/ DOB:

Qualification:

Contact No. :

b) Employment Details

Total Experience:

Current Organisation:And Designation

Roles & Responsibility:

Competency/ Skills:(Relevant to us)

Signature :

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Document HistoryVer

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1.0 N.A. Policy on Final settlement

Notes:

Uncontrolled when printed unless signed by approving authority Only controlled hardcopies of the document shall have authorization signatures on

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FINAL SETTLEMENT

OBJECTIVES:

1. To facilitate speedy settlement of dues, by providing guidelines and time-bound procedures.

2. To ensure that the separating employee has a pleasant exit experience.

POLICY AND PROCEDURE:

a) The final settlement process will start after the decision has been taken to relieve the

employee. Exit interviews will be conducted promptly - by HR/BUH, wherever required. The

departmental head will communicate to HR, about resignation or plans for separation as soon

as he knows it.

b) As soon as it is decided to relieve an employee, HR will issue an acknowledgement /

notification letter along with a blank No Dues form (format enclosed).

c) Full and final settlement of accounts is a two-way process and requires the involvement and

cooperation of the separating employee. It is his/her responsibility to return to HR the

clearance form duly completed within the stipulated date.

d) It is estimated that the settlement of dues like medical reimbursement etc. from the Company

(other than any bonus due / PF and Gratuity) will spread over a minimum period of 15 days

from the date of decision on separation. However, attempt will be made to clear the dues as

soon as possible.

e) The following schedule will serve as a step-checklist for timely final settlement :

Step Action to be taken Count of days

(Cumulative)

1. Employee Submits Resignation to Reporting Manager 01

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2. Departmental Head/Reporting Manager 02

Communicates to HR by:

3. Complete exit interviews and decision

on accepting resignation

or otherwise by: 05

4. Issue acknowledgment letter

along with the Clearance Form 06

to the employee by:

(With copies to Finance for loan recoveries)

5. The employee completes clearance

formalities and returns the 09

Clearance Form duly filled to HR by:

6. HR approves and sends final settlement advice

supported by relevant documents

to Finance by 10

(assume that the employee will work till the last

day)

7. Finance meets the employee and

settles all dues except Bonus/ 12

PF & Gratuity by:

Usually the Notice period is 1 or 3 months. The resigning employee and HR can decide as to

when and how the formalities are to be spread over this period and settled before the employees

last working day. The Notice period could be 15 days to 6 months depending on the period

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mentioned in the appointment letter. In that case again the HR and the resigning employee can

decide about the completion of formalities within a specific time frame.

The following documents will not be issued /processed till full and final settlement of accounts is

done:

(i) The final relieving order

(ii) Service Certificate

(iii) Application for Bonus or Gratuity

(iv) Application for transfer/withdrawal of Provident Fund and Family Pension Fund

DECIDING AUTHORITY :

a. All matters pertaining to final settlement within policy guidelines will be jointly decided by

the Reporting Manager and HR.

b. Any decision beyond the scope of the policy guidelines in individual cases may be jointly

taken by the BUH and VP (HR).

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INTERGLOBE

TECHNOLOGIES

NO DUES

CERTIFICATE

PERSONALINFORMATIONNAME STAFF NO

COMPANY/

DEPTT.

DATE OF LEAVING

ADMINISTRATIONDEPARTMENT

1 ID Card

2 Visiting Cards

3 Cellphone

4 SimCard

5 Parking Sticker

6 Office Vehicle

7 Keys

8 Laptop

9 Office Computer Equipment

10 Residence ComputerEquipment

11 Official Files/ Documents

12 Library Books

13 Floopy/Cd's

14 Uniform

Date AuthorisedSignatory

EDPDEPARTMENT

1 Access Key

2 MiscellaneousDues


ACCOUNTS

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DEPARTMENT1 Advance/ Loan

2 Credit Card/Club membershipcard

3 Imprest

4 Any Other Dues


Remarks (if any)

Date Signature Of UnitHead

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EXIT INTERVIEW

OBJECTIVES:

We would like to do our best to value an employee even when he/she is leaving the

organization. We would like him/her to get a chance to share his/her positive as well as

negative experiences of working in InterGlobe Enterprises Ltd. before he/she leaves.

This feedback is important to us for recognizing our strengths and rectifying our

shortcomings.

POLICY:

1. No separation order will be issued without an exit interview by VP-HR/HR

Representative and the Reporting Manager/BUH(as the case may be.

2. All exit interviews will be recorded on the Exit Interview form (specimen copy

enclosed)

3. All significant and relevant points arising in the exit interview will be communicated

to the concerned persons in the organization.

4. If it is discovered that an employee is leaving on account of genuine grievance, every

effort will be made to make amends and retain the employee within the organization.

5. If it is felt that the decision of an employee to leave is not in his /company's best

interest, we will try our best to counsel him/her to change his/her decision.

6. The MD/BUH (as the case may be) will interview all employees who leave after 2

years of service in InterGlobe.

PROCEDURE:

1. When an employee puts in his resignation or is planning to leave, HR should be

immediately informed.

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2. The VP (HR)/ HR Representative and the Reporting Manager/BUH will conduct the

preliminary exit interview with the employee who has resigned or plans to resign.

3. HR will organize an exit interview-cum counseling session that could last for more

than one session as the case may be.

4. The exit interview will be conducted in an unhurried manner, giving full hearing to

the leaving employee.

5. The exit interview form will be filled up by the employee and the same will be

checked out by HR with the employee for the facts showed by him.

6. If the employees Reporting Manager and /or HR decide to persuade the employee to

withdraw his/her resignation, he/she would be asked to either re-confirm the desire to

resign within the next two days or withdraw the resignation in writing.

7. If both the employees Reporting Manager and HR are of the opinion that the

resignation should be accepted, the same may be done immediately after the exit

interview.

8. HR would give any feedback relevant to any employee or department in the

Organization to them within a week of the exit interview. In case of certain sensitive

information, to avoid embarrassment, this feedback will be given only after the

employee leaves the Company.

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NOTICE PERIOD

OBJECTIVE :

To provide a clear understanding of the notice period that an employee in a particular

band is required to serve after the employee resigns from the company / group.

PROCEDURE :

If an employee wishes to leave InterGlobe, he/she should give in writing due notice as

per the employment conditions or forfeit equivalent salary in lieu of such notice period.

Similarly, the services of an employee may be terminated with due notice as per the

employment conditions or payment of salary in lieu thereof.

If an employee wants to leave before the notice period he/she has to route it through

his/her Reporting Manager to the BUH for his/her comments before it is sent to HR for

action. All cases where the notice period is waived from Band 5 onwards will be put up

to the MD for his information.

It will be the sole discretion of the management to decide on the following:

Notice period waived after deducting the leave balance.

Notice period waived without deducting the leave balance.

Employee to pay in lieu of the shortfall in notice period.

NOTICE PERIOD :

The notice period to be specified in the appointment letter for any employee

relinquishing the services of the company or termination of an employee by the services

of the company or termination of an employee by the company is as follows:

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Band Notice Period required

Up to 1,2,

3 & Above

1 Month or payment in lieu thereof

3 Months or payment in lieu thereof


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ANNUAL INCREMENT FOR NEW ENTRANTS

OBJECTIVE:

To convey/communicate to the new entrants their next annual increment date.

Policy / Procedure:

a) A new entrant will be 'considered' for annual increment only if, he has

put in at least six months of continuous service in before 1st April of a

"Particular Year". Otherwise, his consideration for the Annual

Increment would move to the following April and will take into account

the full service period.

b) Annual increment period is from April to March. It is the same as the

Performance Period. However appraisal & counselling process shall be

completed in subsequent month i.e. April and compilation of data shall

be done in May so as to avoid appraisal period coinciding with closing of

financial year. Increment shall be announced in June though effective

from April.

c) For those who join in between, such that they may have more than three

months service prior to the 1st April deadline, will receive a proportional

adjustment from that date.

d) Increment will be given on pro-rata basis for the number of months

completed in a particular increment/performance year.

e) Annual increment for an employee is not mandatory or automatic; it will

be based on performance and will take into account economic/business

conditions etc.

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RETIREMENT

OBJECTIVE:

To define the retirement age of employees working in Interglobe Technologies Ltd.

POLICY & PROCEDURE:

The normal retirement age for employees at all levels in IGE is 60 years.

a) Six months in advance an employee will be informed of his/her

retirement date.

b) After he/she completes 60 years extension of his/her service if necessary

will be at the discretion of the Company. This will be processed by the

Reporting Manager, Departmental Head and Vice President - HR with

CEO.

c) The criteria for extension of service will bei. Company's requirements

ii. Performance of the employee

iii. Health conditions

d) On retirement the employee will be eligible for

i. Provident Fund

ii. Gratuity ,and

Any other retirement benefit scheme that may be prevalent at the time

of his retirement.

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LEAVE POLICY

OBJECTIVES:

The leave policy intends to define the type of leaves employees are eligible to take.

POLICY & PROCEDURE :

The following are the leave entitlements of an employee per year. The leave period will

be from 1st April to 31st March for every year.

a. Casual/Sick Leave

i. Every employee is entitled to a total of 12 days of Casual/Sick Leave per year. 30

days (including all holidays) of work will earn one days Casual/Sick Leave. An

employee can take up to a maximum of 2 days of Casual Leave at a time. If

he/she needs to take additional days off because of an illness, a Medical

Certificate will need to be submitted.

ii. There is also provision for half days Casual Leave. Any employee can take half a

day of Casual/Sick Leave if needed.

iii. Any Staff member requiring short leave of more than two hours must apply for

half days Casual Leave.

b. Privilege Leavei. Every confirmed employee is entitled to 21 calender days of Privilege Leave in a

year. Privilege Leave is credited to a confirmed employees account on the 1st of

April every year.

ii. New hires are entitled to Privilege Leave on a pro rata basis for every month of

completed service.

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iii. In principle, Privilege Leave should be taken at a stretch, at the most, it can be

taken on 2 separate occasions.

iv. Privilege Leave may only be pre-fixed or suffixed with weekend/holidays.

v. Employees should plan Privilege Leave at the beginning as per Annual Leave

Plan policy of the Company, so that the supervisors can schedule the work of the

Department accordingly.

vi. 7 days of unused Privilege Leave will be carried forward to the next Financial

Year. However, the rest of the unused Privilege Leave will automatically lapse at

the end of the Financial Year.

c. Maternity Leave

All women employees who have completed 180 days of continuous service with the

Company are eligible for Maternity Leave. Maximum Maternity Leave period on any one

occasion is 12 weeks (with full pay). Maternity Leave may be combined with the

Privilege Leave. This entitlement is for two pregnancies only.

d. Birthday off

In addition to the above-mentioned Leave, each employee may take a day off on his/her

birthday.

e. Hospitalization Leave

Additional 10 days leave will be granted to any employee in case of an accident, surgical

operation, serious illness etc. involving hospitalization.

f. Holidays

The Company observes national and festival holidays. A list of official holidays is

prepared and distributed annually by the HR Department.

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ANNUAL LEAVE PLAN

OBJECTIVES:

The objective of this policy is to ensure that :

A. Two or three key people are not away from a department simultaneously

B. Adequate arrangements are made for a smooth flow of work before an employee

proceeds on leave.

C. The contact address and telephone numbers are available for use in emergencies.

SCOPE :

All Staff

Policy / Procedure:

a. Each employee should submit a leave plan for the calendar year to his Reporting

Manager by 1st week of January every year.

b. If it is found that two or more key employees wish to take leave at the same time,

then the Department head would request them to mutually adjust their leave plans

in such a way that the activities and services of the department are not adversely

affected.

c. Barring unforeseen circumstances, the leave plan will be adhered to, while at the

same time retaining flexibility to adjust to exigencies of work.

The finally agreed upon leave plan will be communicated to all concerned within and

outside the department, in Galileo so that no one is caught unaware during the absence ofan employee.

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JOINING EXPENSE POLICY

Objective:

1. To ensure the employee does not go out of pocket with the expenses incurred in

connection with his/her joining the company.

2. This gesture extends a feeling of being cared.

Policy / Procedures:

Joining expense amount:

This amount will be conveyed to the new entrant at the time of making the offer. This

amount will cover the cost of travel and transportation of personal belongings.

Travel:

a. As per travel policy, for self and dependent family members as declared in office

records.

b. Reimbursement will be against used tickets.

Transportation of personal belongings:

a. Packing, loading, unloading and transportation cost of personal effects from old to

new location.

b. Insurance cost

c. Transportation cost of vehicle

d. Vehicle Re- registration cost

e. Road tax cost at the new location.

Temporary Accommodation and Daily Allowance:

a. The HR Department will help the new entrant to identify a suitable hotel.

b. Accommodation charges to be borne by the individual.

c. All other expenses will be borne by the individual.

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PROVIDENT FUND

OBJECTIVES:

The provisions of the Provident Fund Act are statutory and applicable to all the regular

employees of the organization except those who have opted out under the permitted

clause.

Policy & Procedure:

Under this scheme 12% of your basic will be deducted and deposited towards your PF

accumulation and the company towards the PF accumulation will contribute another

12%. This policy is as per the Provident Funds Act.

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GRATUITY

OBJECTIVES:

The Gratuity Scheme is as per the norms laid down in the Payment of Gratuity Act.

SCOPE :

The Scheme covers all permanent employees.

POLICY :a. Gratuity is paid on occurrence of any of the following: Retirement, Resignation,

Permanent Disablement or Death.

b. A minimum continuous service of 5 years is required for eligibility for payment,

except in case of death / permanent disablement.

c. The basis of calculation at the time of retirement /separation is:

i. Formula: 15/26 x no. Of years of continuous service x last drawn

Basic.

ii. For example, if one draws Rs.3,000/- (Basic) salary and has served

for 10 years 4 months, the calculation will be Rs.3,000/- x 10 years

x 15/26.

d. However, for computation of tax-free gratuity, the calculation will be as under.

i. Average preceding 10 months salary (Basic) x10 years x 15/30.

Difference between total gratuity payable and tax-free gratuity will

be taxed. Maximum tax-free gratuity is limited to Rs.3,50,000/-

e. Service for six months and more is counted as a year of service. No credit is given

for service less than six months.

f. In case of sudden death in service or permanent disablement, the gratuity period

will be counted till the time of retirement. As of now, the proceeds of gratuity are

exempted from Income Tax.

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A part or the whole of the gratuity may be forfeited in case of an

employees dismissal from service due to any willful damage/destruction

of company property or due to any act of moral turpitude


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TELEPHONE CALLS POLICY

OBJECTIVES:

To provide clear direction rules for business and personal telephone call reimbursement

SCOPE :

All Employees

POLICY & PROCEDURE :

All personal calls, either incoming or outgoing are discouraged. If you ever need to use the office

phones for personal calls, please keep them brief.

a. Personal local calls made from Company provided office or residential telephones should be

reasonable in number and duration.

b. All Personal ISD or STD calls will be chargeable.

c. Personal ISD or STD calls, for three minutes duration, once in 4 days will be allowed for

those on business tour and temporary transfer.

d. A new entrant to InterGlobe, or a staff member who has been relocated and has left his/her

family behind can avail the above facility for a maximum period of 3 months.

e. Telephone bills will be circulated as soon as it is received. Employees should highlight their

personal ISD/STD calls and send a cheque for the amount or advise accounts department for

deduction from the salary.

f. When an employee is travelling :

-all business related telephone expenses would be reimbursed on actuals.

-limited personal telephone expenses are included in the daily allowance.

P.S.: The present Telephone Policy is in the handbook

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TRANSFER POLICY

Objective:

To compensate for the relocation cost.

Policy / Procedures:

Depending on business need, the services of an employee may be transferred to any

branch office/division of the Company or even inter-departmentally. On reassignment

and/or transfer, the employee shall be governed by the conditions and benefits of

employment as applicable for his/her new assignment.

The period of transfer of an employee will be at the sole discretion of the Management.

The decision will be governed by a number of factors such as:

a. Vacancy in a branch/business unit

b. Business need

c. The present assignment of the employee is not being suffered

d. The employees present profile should match the profile required in the other

branch/division/department

e. The employees current performance

There are two situations consequent to which a decision on transfer takes place:

a. The decision is taken by the management alone depending factors cited above.

b. The employee requests a transfer due to reasons best known to him/her. (This should

be subsequent to a vacancy/need in the other branch/department/division. Here again

the management takes the decision).

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In both the cases the Company bears the Travel Expenses as per the Travel Policy of the

Company.

If the transfer is more than one year (it could be permanent as well) then the following is borne by the

Company

Travel Expense:

a. As per travel policy, for self and dependent family members as declared/will be

declaring in office records.

b. One additional two-way fare for self, if family moves at a later date.

c. Reimbursement will be made against submission of used tickets.

d. The HR Department will administer relocation cost advances and reimbursements.

e. Relocation Cost includes the following:

- Cost of packing , loading , unloading and transportation for personal effects

- Transport of vehicle

- Vehicle re-registration.

- Vehicle road tax for the remaining months of the year.

- Only road/rail is permissible.

- Insurance cost should be built into the transportation cost.

-The amount will be decided based on the distance, family size etc. This will beconveyed by HR department.

f. Educational Expenses:

- Only admission fees will be reimbursed.

- Books and uniform will not be reimbursed unless it is during the academic

year.

- Donations, capitation fees, school building fund etc. will not be reimbursed.

g. Joining time:

Maximum of 5 working days.

(Prefixed/Suffixed holiday will not be counted)

If an employee is transferred for a short period:

- This will vary between 3 months to a year.

- The employee will be encouraged to relocate temporarily without his family.

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- Terms and conditions will be worked out on a case to case basis.

- It will be ensured that she/he is not inconvenienced financially.

- HR will support him/her to find a suitable accommodation.

Local Transfer: One day joining time. It is a shift from one office to another within thesame city. There will be no allowance or reimbursement of expenses in this case.


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1.0 N.A. Policy on Mediclaim

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MEDICLAIM POLICY

1. Objective:

To provide (partly) financial support to the employees for unforeseen hospitalizationexpenditure and to ensure smooth interaction with the medical authorities during suchemergency in terms of quality, speed and payments.

2. Coverage:

2.1. This policy will cover all the confirmed employee and their dependants i.e.spouse and up to two children.

2.2. Employees can add other dependants like parents and a third child, in thesecases the employee will have to bear 100% of the premium.

2.3. This is an optional policy.

3. Effective Date:

This policy will be effective from 01st June, 2003.

4. Benefits:

Cashless Hospitalization and other benefits are detailed below:

4.1. Cashless medical service facilitation through network medical providers.

Due to Third Party Administrators (TPA) contractual agreement with the hospital/nursing home, the employee (our employee) will not have to make any directpayment to the medical facility providers. TPA will be guaranteeing the paymentand hence preventing the hassles of cash payment at the hospital/ nursing home.TPA will render the following services;

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Cashless medical service facilitation at TPAs network hospitals up to the

limit authorized by Mediclaim Insurance policy.

Claims processing, claims filing, liaison with Insurance Company etc.

Interaction with hospitals/insured regarding medical diagnosis of insured.

4.2. Cash less Medical services include the following benefits, too:

Bills scrutiny before release of payment.

Discounted rates at hospitals since TPAs have preferred rates.

Medical procedure audit-elimination of unnecessary prescriptions.

Case Management & Audit of Medical bills.

4.3. Twenty four hour assistance center will provide the following:

Information source (about location of doctors/medicos/diagnostics/hospitals

etc.);

Referral services to the closest and most appropriate medical provider;

Free 24 hr telephone consultation with doctor on phone;

Ambulance facility for emergency.

4.4. Doctors on call:

In case of emergency employee can have a free consultation on phone withdoctors and if required can ask for emergency evacuation/ arranging theambulance for the same.

4.5. Maintenance of computerized health record of all employees:

TPAs will maintain a computerized health record of all our employee. Once ayear the employees have the option to request for a copy of the file, which will besent to them at no cost.

4.6. Pre and Post Hospitalization:

Pre-hospitalization expenses upto 30 days and post hospitalization expensesupto 60 days are also reimbursable

4.7. Maternity Benefit:

Maternity expenses are covered upto Rs.50,000/- only with a waiting of ninemonths as this is the Ist year of the said policy and next year it will be coveredfrom day one.

4.8. Pre- Existing Diseases:

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Pre- existing diseases are covered in this policy.

5. Facility:

The Mediclaim facility coverage is for Rs.1,00,000/- per year for an employee and his

family as described above in Para 2.1.

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6. Buffer:

We are introducing a new concept of buffer policy, which will take care of anyhospitalisation charges for critical illness that exceeds Rs.1,00,000/-. The release of thisamount will be at the discretion of the management.

7. Contribution:

50% of the premium will be borne by the company and balance 50% by the employee.This amount will be deducted from the salary. The details will be informed to theemployees.

8. Administration:

Personnel department will be responsible for administration of this policy. Theemployees will be given a TPA card for self and their family employees.

In case of planned hospitalization from the list of hospitals given by TPA (NetworkHospital), the employees should inform the TPA so that they have sufficient time (4-6days) to authorize the hospital to render cashless facility to the employee.

In case of emergency hospitalization, the employees can directly approach anyhospital with the TPA card;

a) If it is Network hospital they will be entertained but need to inform TPA within 24hours to avail cashless benefit.

b) If it is Non Network hospital, the employee has to pay self and get the documents

filled to HO who in turn will co-ordinate with the TPA to get the reimbursement, ifpayable for the same. TPA will send the medical bills to the insurance companysigned up by company. Settlement of the bills will take place between the TPAand the insurance company. Neither the employees nor the company will haveany role in it as long as the medical bills are within the TPA and insurancecompanys guidelines.

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POLICY ON PROMOTION / ROLE CHANGES

Objective:

This policy provides basic guidelines to be kept in mind while considering a promotion. It also

spells out a few steps to be followed while screening a case of promotion.

Policy / Procedure:

1. Promotion is a high level of recognition, which needs to be exercised with discretion and

care.

2. Promotion should be accompanied by increase in responsibility, with an increase in the

leadership role of the employee.

3. Promotion should be given to in recognition of extraordinary continuous achievement by

giving him a higher position or repositioning. There are other forms of rewards for one

time achievement.

4. Promotions are possible in two ways:

i. When a vacancy arises that is posted internally and an individual is

selected for the job

ii. When job scope increases in line with expanding requirements and the

employee has demonstrated constant high level of performance

5. Promotions are not Time bound but Performance bound. Number of

years in a grade, level or position is irrelevant but performance, competencies, and

interpersonal relationship etc. counts.

6. One time high performance (flash in the pan) would not justify a

promotion. Consistently high level of performance over a period of time is essential.

7. If necessary, development programmes should precede promotion.

When an employee is sent for such a programme, he/she should be given feedback as to

the reason for his/her being nominated for the programme.

8. Promotion/role change is many a times a result of a recommendation

given by the Reporting Manager or his/her subordinate, in the Performance Development

Form.

9. This policy will only be effective when the same is approved by the

BUH & the VP-HR.

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1.0 N.A. Policy on Office Automation

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Only controlled hardcopies of the document shall have authorization signatures onthem



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POLICY ON OFFICE AUTOMATION(Telephone, Fax, Computer, e-mail and Mail Protection)

OBJECTIVES:

This policy is introduced to ensure that InterGlobes office automation system is used

properly and for legitimate business purposes. However, the company does recognize

that employees occasionally need to attend to personal work during office hours, but such

usage should be kept to the essential minimum and consistent with the high standard of

behavior expected of InterGlobe employees.

SCOPE :

All Employees

POLICY / PROCEDURE :

a. The computer, telephone, fax and e-mail (office automation equipments)

should be used with high standards of ethical behavior.

b. Employees should be courteous and respectful while communicating with

others using companys communication system.

c. The computer, telephone, voice mail, fax and e-mail are the property of

InterGlobe and are to be used for company authorized purposes, only.

d. Any information transmitted or stored using InterGlobes office

automation is the property of the company.

e. All messages recorded or saved on e-mail and all files stored on computers

are InterGlobes records and may be utilized by the company in connection with

business needs, legal requirement etc.

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f. The company reserves the right to monitor/access any e-mail message or

computer file created, sent or received by any employee at anytime for any reason

and without notice, mainly to give effect to/in pursuance of the contents of points

c, e, and k of this policy.

g. No one should encode or encrypt e-mail or other InterGlobe

communication without obtaining prior permission.

h. Any matter created, received or sent on the telephone or mail systems can

not be treated as the employees' personal or confidential material. At the same

time the company shall endeavor to protect and prohibit other parties from

accessing such matters.

i. No one shall send messages of a harassing, intimidating, offensive or

discriminating nature.

j. No e-mails or other communications should be sent containing

InterGlobes name or other company information except by those who are duly

authorized by the company to do so.

k. No information should be transmitted or stored that would be defamatory

to any other party or violate applicable trade secret, copyright and patent laws.

l. E- mail or Internet access system is not for personal use.

m. All e-mails should contain IGT disclaimer statement.

Note:

We have a separate telephone usage policy in the Employee Handbook.

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1.0 N.A. Policy on Dress Code

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DRESS CODE FOR EMPLOYEES

OBJECTIVES:

The objective of this policy is to prescribe a dress code for employees for better turnout

and project a professional image of the company.

SCOPE :

All employees on the rolls of the company and the Trainees/Temporary employees.

Policy Details:

The following dress code has been set on the days:

Monday Thursday/Friday (As specified in office working norms)

: All these Four/five working days will be formal working days and all

employees are required to wear smart casuals.

Friday/Saturday : Friday/Saturdays will be informal day and the employees may

wear jeans, t-shirts, etc. However shorts will not be permitted.

Incase of clients visits or customer interactions employees are required to wear formals.

Uniform:

Those employees provided with summer and winter uniforms are expected to always

wear their uniform while on duty. The uniform should look neat and tidy at all times.

Unless required for specified duties, uniforms must not be used for any other occasions.

Upon leaving the service of the Company, uniforms must be handed over to the HR

Department; alternatively the cost of uniforms will be deducted from the salary.

General:

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1. All employees will be required to observe the dress code strictly.

2. Those employees interfacing with the customers or calling on customers. will

essentially wear formal/prescribed clothing on all working days including Saturdays /

Sundays.

3. Any failure on the above will be construed as an indiscipline attitude on the part of the

employee.

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DRESS CODE FOR EMPLOYEES

OBJECTIVES:

The objective of this policy is to prescribe a dress code for employees for better turnout

and project a professional image of the company.

SCOPE :

All employees on the rolls of the company and the Trainees/Temporary employees.

Policy Details:

The following dress code has been set on the days:

Monday Thursday/Friday (As specified in office working norms)

: All these Four/five working days will be formal working days and all

employees are required to wear smart casuals.

Friday/Saturday : Friday/Saturdays will be informal day and the employees may

wear jeans, t-shirts, etc. However shorts will not be permitted.

Incase of clients visits or customer interactions employees are required to wear formals.

Uniform:

Those employees provided with summer and winter uniforms are expected to always

wear their uniform while on duty. The uniform should look neat and tidy at all times.

Unless required for specified duties, uniforms must not be used for any other occasions.

Upon leaving the service of the Company, uniforms must be handed over to the HRDepartment; alternatively the cost of uniforms will be deducted from the salary.

General:

1. All employees will be required to observe the dress code strictly.

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2. Those employees interfacing with the customers or calling on customers. will

essentially wear formal/prescribed clothing on all working days including Saturdays /

Sundays.

3. Any failure on the above will be construed as an indiscipline attitude on the part of the

employee.

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1.0 N.A. Policy on schedule for

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SCHEDULE FOR DISBURSEMENT OF VARIOUSPAYMENTS

OBJECTIVES :

To provide a defined process for cash disbursement

SCOPE :

a. Cash disbursement shall be from 1600hrs to 1700 hrs in Delhi and

Gurgaon offices on all working days. For the rest of the branches the

Branch Manager has to decide as per the convenience of all.

b. All others, except Departmental heads, VP's and GMs, are required to

collect the cash in person from the cash section.

c. In case of small suppliers bills/invoices will be settled within 8 working

days, other than terms specified.

d. Any payment beyond two lacs must be informed to the Accounts

department at least one week in advance.

e. The Travel advance, if required, would not be given earlier than three days

of actual travel.

f. All other reimbursements like imprest, conveyance hiring charges etc.shall be paid in two days time.

g. All salary reimbursement should be claimed once a month (between 1st &5th).

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1.0 N.A. Policy on Holidays

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HOLIDAYS

List of Holidays

The HR Department and the Regional Heads of InterGlobe finalize a List of holidays for their

respective branches in the beginning of a year. These holidays have to be strictly followed by the

employees.

Some of the Holidays are subject to change depending on the appearance of the moon.

The List of Holidays for InterGlobe is drawn out from the gazetted holidays list declared by the

Government. The list covers:

a. 3 National holidays which are mandatory i.e. Republic Day-26th January,

Independence Day-15th August and Gandhi Jayanti-2nd October.

b. 4 main festivals from the 4 major religions i.e. from Hindu, Muslim, Sikh and

Christianity.

c. 5 remaining are the holidays are prominent region wise i.e. North, South, East

and West.

d. There will be 2 restricted holidays.

Concept of Restricted Holidays:

An employee can choose his/her leave from the list of gazetted holidays declared by the

Government.

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1.0 N.A. No Smoking Policy

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NO SMOKING POLICY

The Company operates a strict non-smoking policy in all its offices. You are requested to

adhere to this policy without exception and to ensure that visitors are fully aware of and

comply with the policy.

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TRAVEL POLICY

Objective:

1. To define the policy that determines employees travel entitlements.

2. To provide reasonably comfortable travel, boarding and lodging facilities while

on business tour commensurate with the image of the company and conducive togood performance.

3. To ensure efficient use of company money for business travel

Effective Date:

The policy will be effective from August 16, 2004.

Policies & Procedures:

1. Employees must complete a Duty Travel Requisition Form as prescribed by thecompany (Exhibit 3). The duly approved form should be submitted to Accounts

for payment of advance, if any and for final settlement of the travel expenses. One

copy of the form to be retained by the Business Unit Head (BUH).2. All business travel must have prior approval by the respective Business

Head/Functional Head/Regional Manager/Branch Manager.

3. Cash advance, if required, would normally be released 3 days prior to actual

travel.4. Daily Allowance (DA) can be claimed only when the employee is not availing

the hotel facility but staying with his/her friends/ relatives. The company will

additionally bear all reasonable expenses on transportation, entertainment ofbusiness guests and other incidental expenses as per policy entitlement.

5. Bills do not have to be produced while claiming DA and Incidental Allowance

(IA). All other claims must be supported by vouchers6. IA includes Incidental expenses include laundry, tips, porterage, newspaper/

magazine etc.

7. The cities have been classified into three levels, viz. A,B,C.Category A Delhi, Mumbai

Category B Bangalore, Kolkata, Chennai, Pune, HyderabadCategory C All others

8. The business travel shall commence with effect from the time the employeeleaves residence and shall complete when the employee returns to residence.

9. Business Promotion Expenses will not be allowed for Bands 1-5 unless

sanctioned by the Business Head/GM.10. On return from a tour, the Expense Claim should be submitted within 7 days in

the prescribed form (Exhibit 4).

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NOTE ON CONSUMPTION OF LIQUOR / CIGARETTES WHILE ONTOUR

Employees while on business travel may claim for reimbursement of liquor or

cigarettes/tobacco, only if it is consumed while entertaining business guests.

No reimbursement will be made for consumption of alcohol or cigarettes/tobacco for self,

while on tour.

Reporting Managers prior approval is required for entertaining business guests.

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Exhibit 1: Domestic Travel

Mode of travel

BAND Mode of travel

Band 1 & 2 If distance is less than 300kms AC Bus/AC Chair Car/Personal Vehiclewherein fuel of Rs.2.00 per km reimbursed

If distance is greater than 300kms & journey time less than 18 hours -

Rajdhani/Shatabdi/Superfast/AC Second

Else, by air Economy class

Band 3 If distance is less than 300kms AC Bus/AC Chair Car/ Personal Car

wherein fuel of Rs.3.50 per km reimbursedElse, by air Economy class

Band 4 If distance is less than 300kms AC Bus/AC Chair Car/ Personal Carwherein fuel of Rs.4.50 per km reimbursed

Else, by air Economy class

Band 5 If distance is less than 300kms AC Bus/AC Chair Car/ Personal Car

wherein fuel of Rs.5.00 per km reimbursed

By air Economy class

Band 6 On Actual

Leadership On Actual

Also, for train journey a maximum reimbursement of Rs100/- per day towardsmiscellaneous expenses (including meals) is allowed.

Staff who are entitled to free or rebated transportation must avail that facility. Alternatearrangements should be made only if these are found more economical.

Hotel Accommodation: is as per the city category.

BAND Max. amt. per day

Category A

Max. amt. per day

Category B

Max. amt. per day

Category C

Band 1 & 2 2500 2000 1500

Band 3 3000 2500 2000

Band 4 3500 3000 2500

Band 5 4500 3500 3000

Band 6 On Actual On Actual On Actual

Leadership On Actual On Actual On Actual

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Daily Allowance (DA): is as per the city category


Category A

Max. amt. per day

Category B

Max. amt. per day

Category C

Band 1 & 2 350 300 300

Band 3 400 350 350Band 4 450 400 400

Band 5 550 400 400

Band 6 650 550 500

Leadership 1000 750 600

Local Conveyance while on Tour

BAND Mode of Travel Reimbursement

Band 1 & 2 Auto Rickshaw* / Public Transport On Actual

Band 3 Auto Rickshaw*/ Public Transport On Actual

Band 4 Hired Vehicle / Personal Car Rs.4.50 per km

Band 5 Hired Vehicle / Personal Car Rs.5.00 per km

Band 6 Company car, public or private Taxi On Actual

Leadership Company car, public or private Taxi On Actual

Fuel consumption while on tour is in excess of employees fuel entitlement if

applicable.

In Mumbai & Calcutta city use of Taxi is authorised in areas where Auto

Rickshaws are not allowed Band 1 onwards all the employees are entitled to hire a vehicle for a drop &

pickup to & from airport / railway station, between 10:00 p.m. to 6:00 a.m. Thiswill be subject to prior approval from the Reporting Manager.

Meals: as per city category against bills


Category A

Max. amt. per day

Category B

Max. amt. per day

Category C

Band 1 & 2 400 300 300Band 3 450 350 350

Band 4 500 400 400

Band 5 & 6 On Actual On Actual On Actual

Leadership On Actual On Actual On Actual

Telephone

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Calls from the hotel should be kept to the minimum.

Personal call for 3 minutes per day allowed to contact ones family within India

(STD).

All official calls can be reimbursed against submission of bills

Entertainment:

BAND Maximum reimbursement limit per day

Band 1, 2 & 3 Amount sanctioned by Business Head

Band 4 1200

Band 5 2500

Band 6 4000


Note:

Upto Band 3 no alcohol bills allowed and No five star or home entertainment allowed

unless prior approval from the Reporting Manager.

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Exhibit 2: International Travel

Mode of Travel

BAND Mode of Travel

Band 1 5 Economy Class

Band 6 Business Class

Leadership Business Class

Daily Allowance: when hotel facility is not availed by the employee

BAND Reimbursement per day in USDBand 1 4 50

Band 5 6 75

Leadership 100

Hotel Accommodation

BAND Max. Reimbursement per day in USD

Band 1 & 2 75

Band 3 & 4 100

Band 5 125

Band 6 150


Note:

Reimbursement will be done only on actual on submission of bills.

Entertainment

BAND Reimbursement

Band 1 4 On Actual as approved by Business Head

Band 5 On Actual as approved by Business Head

Band 6 On Actual


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Short Term Assignment

On short-term assignments, the company will try to facilitate renting of apartments on atwin sharing basis wherever practical. Each apartment will consist of two bedrooms,

bathrooms, a kitchen and a living area. However, in the eventuality that the apartments

are not arranged the employee can stay in a hotel as per policy until such time theapartment can be arranged.

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Exhibit 3: Duty Travel Requisition

Date:

TO: FROM:

Purpose of travel: _________________________________________________(In detail) _________________________________________________

_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Destination: ______________________

Period of Travel: From______________ To _____________ No. of days _____

Travel Costing:Tickets (INR): Airline:Visa: Country:

Expected Costs (USD):(INR):

Additional Costs (INR):Signature of Employee

______________________________________________________

Name & Designation of Employee

Signature of the Business Head

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Exhibit 4: Travel claim settlement bill

Staff Name : Staff No.:

Location :Places visited :

Purpose of visit :

Date of travel : From: To:

Note: Please mention any advances taken from the company in the following

Columns

Foreign Exchange Advances

Currency Advance Expenses Settlement Balance

INR ADVANCES

Date Advance Expenses Settlement Balance

Staff Signature with date

APPROVAL

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Contd

FOR ACCOUNTS USE ONLY

Details of Travelling Bill (DOM/INTL.)

1.1.1.0.0.1.1 Travelling Expenses Allocation

Journey Others Total Forex INR

1.1.1.0.0.1.1.1.1 Other Expenditures

Code Account Head Currency Forex INR

Total

Remarks:

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Details of Travelling Bill (attachment)

Travel Bill Particulars

Tickets

Hotels Transport Remarks

Please tick/fill appropriate column above.

Date Particulars Currency Code

Amount

Forex INR

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1.0 N.A. Policy on Office Work Hours and

Days

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WORK HOURS

InterGlobe generally practices a 40-hour workweek for all Staff and Management

employees. However, based on business needs, employees may be required to work upto

48-hours per week.

Actual work timings may vary from time to time and from location to location based on

the business and customer service requirements. Employees will be advised by their

supervisor or manager of the working hours, lunch period and weekly rest days for each

branch.

Depending on local requirement, regional management can change the timings of the

entire office or any Department/Branch.

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1.0 N.A. Employee Benefits at unusual hours

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Employee benefits for Work at unusual hours

Purpose

a. Purpose of the document: This document outlines the policy guidelines pertaining to

the employee benefits that are outlined for team members that are assigned to projects

with unusual work hours.

b. Purpose of the Policy The objective of this policy is to have standard benefits

practices for team members that are perennially required to work at unusual hours.

The organization recognizes the need for additional assistance for team members thatperennially work in unusual working hours as per requirement of the nature of the

assignment.The qualification of such team members shall be as per the recommendation of theconcerned Practice head of the department.

Scope

The scope includes the recognized team members that are considered under the purview

of the program.

Team members that do not fall under this category shall not be eligible for benefits

under this program even if they are temporarily assigned work at unusual work hours.

Policy Details

Eligibility

All team members of the organization that are assigned to projects with unusual

working hours and identified by practice heads shall be eligible to participate in this

program.

Details of the Program:

The team members that are covered under this program shall be entitled to the

following benefits subject to their not availing similar or superior benefits under any

entitlement policies existing in the organization.

a. Car Petrol reimbursement

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The team members that use their cars shall be entitled to a reimbursement of car

petrol for their travel from home to office and vice-versa. This reimbursement shall

not exceed 60-Km round trip.

The reimbursement shall be at the rate of Rs.3/- per Km.

The reimbursement shall be made as per the number of actual working days in a

month. The team member shall be required to declare in a specified format the residential

address and the distance in kilometers from office to residence.

Parking charges on actuals shall be considered with prior approval in case the

employee is required to come on normal hours.

b. Car maintenance

The team members that use their cars for commuting from home to office and vice-versa shall

be paid car maintenance of Rs.500/- per month.

The reimbursement shall be made against suitable vouchers.

c. Dinner Reimbursement

The team members that come under the purview of this program shall be entitled to

reimbursement for Dinner upto a limit of Rs.1000/- per month.

The reimbursement shall be made against suitable vouchers.

The Approved List shall be maintained by the organization in a suitable format

available to all the team members.

Procedure for availing the benefits

The Identified team members shall be required to fill in a declaration form;

Employee declaration to avail the benefits outlined in the program.

The details of the benefits entitled for the team members shall be communicated

to the corporate HR and Finance for their records.

The identified team members shall be required to submit suitable vouchers anddetails every month to claim reimbursements under this program.

The claims must be approved by the practice heads and shall be submitted to the

Finance for payment.

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Organizational rights

The organization shall reserve the right to amend, modify ordiscontinue the program based on various business conditions.


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1.0 N.A. Policy on Disciplinary Procedure

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DISCIPLINARY PROCEDUREOBJECTIVES:

The purpose of this procedure is to help and encourage employees to achieve and

maintain acceptable standards of conduct, attendance and job performance. The aim is to

ensure consistent and fair treatment for all.

SCOPE :

All Employees .

PROCEDURES :

a. The procedure is designed to establish the facts quickly and to deal consistently with

disciplinary issues.

b. No disciplinary action will be taken against an employee until the case has been fully

investigated.

c. At each stage in the procedure an employee will be advised of the nature of the complaint

against him/her and will be give