Home Explore Search You

rahulvaliya

Logout

slideshare

Upload

Back

rahulvaliya

My uploads

Account settings

Analytics

Logout

Search

HomeLeadershipTechnologyEducationMarketingDesignMore Topics

Search

Did you know SlideShare is a LinkedIn company? Your accounts are now linked for a seamless experience. SettingsYour SlideShare is downloading.

Upcoming SlideShare

Loading in...5

+91

Pornographic

Defamatory

Illegal/Unlawful

Spam

Other Violations

Thanks for flagging this SlideShare!

Oops! An error has occurred.

2 of 26

Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Your phone number

Send Link

Standard text messaging rates apply

Hr Policy / Employee Catalogue - A template for yourcompany

23,653views

Maneesh Garg (18 SlideShares) , Marketing Manager at Broadcast2worldFollow Following18 13 1 1

Published on Apr 08, 2013

I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for anycompany. Data is taken from various sources. The company name used in this

I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any

company. Data is taken from various sources. The company name used in this policy document is a dummy name and has norelation directly or indirectly with any company or individual. To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep onupdating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the"FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com

Published in: Business, Technology

61 Comments43 LikesStatisticsNotes

Full NameComment goes here.12 hours ago Delete Reply Spam BlockAre you sure you want to Yes NoYour message goes here

Share your thoughts...

Post

Dwarkanath SundarAmazing document Maneesh, keep up the good work. I would request you to send me a copy of this document todwarkanath.s@driveittech.in. Thank you23 hours ago Reply Are you sure you want to Yes NoYour message goes here

manojsingh0103Hello Maneesh, beautiful wrapped. Thank you so much. Would you be kind enough to send me a copy of the policyplease on manojsingh0103@gmail.com4 days ago Reply Are you sure you want to Yes NoYour message goes here

manojsingh0103Hello Maneesh, beautiful wrapped. Thank you so much. Would you be kind enough to send me a copy of the policy

please.4 days ago Reply Are you sure you want to Yes NoYour message goes here

Siddhant AnandDear Maneesh, Would appreciate incase you could email a soft copy to siddhant@khazanagroup.in I am the directorof Khazana Group, India and looking at using your booklet as a reference. Highly appreciated5 days ago Reply Are you sure you want to Yes NoYour message goes here

Kundan Shahiplease email the copy on info@dimensionwebsoft.com2 weeks ago Reply Are you sure you want to Yes NoYour message goes here

Show More

Dwarkanath Sundar22 hours ago

Shashi Saurav , Vice President at Salesbabu CRM2 days ago

K.M. Mahadevappa , Visiting faculty for Corporate PGDBA program at Tata Power Company Electronic CityBangalore Karnataka1 week ago

Donna Rougeau , CEO at IMC India1 week ago

c s Latha , Management Representative at Plast Tech Engineering4 weeks ago

Show More

No DownloadsViewsTotal Views23,653On Slideshare0From Embeds0Number of Embeds1ActionsShares33Downloads1Comments61Likes43Embeds 0No embeds

Report contentFlag as inappropriateCopyright ComplaintNo notes for slide

Transcript

1. HR Policy/Employee Catalogue Looking for the best, Give HitDeals a test Address: HitDeals.com, New Delhi -110008 info@hitdeals.com Ph: 011-22222222Year- 2013-14 -0-2. HitDeals: Employee Catalogue 2013-14Table of ContentsThe Purpose of Handbook........................................................................................................................................ - 1 -Welcome Messagefrom Director ............................................................................................................................. - 2 -Some wordsabout the company, objective and our value system .......................................................................... - 3 - CompanyHistory and work: ................................................................................................................................. - 3 -Company Vision:................................................................................................................................................... -3 - Company Mission:................................................................................................................................................ - 3 - CompanyValues: .................................................................................................................................................. - 4 -Company Overall Goals: ....................................................................................................................................... -4 -HitDeals: Organization Structure.............................................................................................................................. - 5 -Employment at Will:.............................................................................................................................................. - 7 -Attendance atWork ................................................................................................................................................. - 8 - Exemptand Non-exempt Employee Definitions: ................................................................................................. - 8 -Working Hours and Overtime: ............................................................................................................................. - 8- Break and Lunch Periods: .....................................................................................................................................- 8 - Attendance Expectations and Policy:

................................................................................................................... - 9 -Workplace Professionalism and

Company Representation.................................................................................... - 10 - Work Dress Code:............................................................................................................................................... - 10 - Smoke FreeWorkplace: ..................................................................................................................................... - 10 - Drugsand Alcohol: ............................................................................................................................................. - 10 -Violence and weapons at workplace .................................................................................................................. -10 -Employee Time Off From Work.............................................................................................................................. - 11 - Leave Rules......................................................................................................................................................... - 11 - PaidHolidays for year 2013................................................................................................................................ - 11 -Expense Reimbursement Policy.............................................................................................................................. -14 - Grade/Designation clarification .........................................................................................................................- 14 - Maximum Incentives & Allowences................................................................................................................... - 14 - Classification of Towns visited........................................................................................................................... - 14 - Field Force Travelentitlement ........................................................................................................................... - 16 - Expensereimbursment: Important Terms and conditions ................................................................................ - 16 -Use ofCompany Equipment, Electronics and other property ................................................................................ - 18 -Telephone Use: .................................................................................................................................................. -18 - Cell Phone uses Policy:....................................................................................................................................... - 18 - Company Tools,Equipment and Supplies: ......................................................................................................... - 18 -- 1 -Page |1 -1-3. HitDeals: Employee Catalogue 2013-14 Computer and Software use Policy:................................................................................................................... - 18 - Internet Usage:................................................................................................................................................... - 19 - Bloggingand Social Media Policy: ...................................................................................................................... - 19 - VideoSurveillance and Physical Searches: ......................................................................................................... - 19 -General Terms and Conditions related to Joining and Termination ....................................................................... - 20-- 2 -Page |2 -2-4. HitDeals: Employee Catalogue 2013-14The Purpose of HandbookThis HitDealsEmployee Handbook establishespolicies, procedures, benefits, and working conditions that willbe followed by all HitDealsemployees as a condition oftheir employment at the Company. The Standards ofConduct describe the expected actions and behaviors ofemployees while conducting Company business.This HitDealsEmployee Handbook is not a contract of employmentnor is it intended to create contractualobligations for the Company of any kind.The policies and procedures outlined inthis handbook will be applied at the discretion of HitDeals.HitDealsreserves the right to deviate from the policies,procedures, benefits, and working conditionsdescribed in this handbook. Furthermore, the Company reserves theright to withdraw or change the policies,procedures, benefits, and working conditions described in this handbook atany time, for any reason, andwithout prior notice.The Company will make every effort to notify employees when anofficial change in policy or procedure hasbeen made but employees are responsible for their own up-to-dateknowledge about Company policies,procedures, benefits, and working conditions.No provision in this employeehandbook and expected Standards of Conduct can be waived without writtenpermission from the CompanysPresident, or designee. Such a waiver, if granted, applies only to theemployee for whom the waiver was granted at thetime of the waiver.HitDealsstrives to provide an employee-friendly environment in which goal-oriented individualsthrive asthey achieve ever more demanding challenges. Your Company commitment to serving customers andtoproviding quality products at competitive prices is unwavering. These policies, procedures and workingconditionsprovide a work environment in which both customer interests and employee-interests are served.HitDealsvalues thetalents and abilities of our employees and seeks to foster an open, cooperative, anddynamic environment in whichemployees and the Company alike can thrive. The Company provides an OpenDoor Policy in which employees areencouraged to take problems to the next level of management if they areunable to resolve a situation with their direct

supervisor.HitDealsis an equal opportunity employer. Religion, age, gender, national origin, sexual orientation, race,orcolor does not affect hiring, promotion, development opportunities, pay, or benefits. HitDealsprovides forfairtreatment of employees based on merit. The company complies with all applicable central, state, and locallaborlaws.Employment at HitDealsis on an at will basis, which means that eitheryou (the employee) orHitDealsmayterminate the employment relationship at any time, for any reason, with or without cause. Only awrittenagreement, signed by the President of HitDeals, can change the at will nature of the employment ofanyindividual.Please review the policies, procedures, working conditions, and benefits described in this handbook.You willbe asked to affirm that you have read, understand, agree to abide by, and acknowledge your receipt ofthisemployee handbook and employee Standards of Conduct.Regards,Company President- 1 -Page |-1- -1-5. HitDeals: Employee Catalogue 2013-14Welcome Message fromDirectorWelcome newemployee!We believe thateach employee contributes directly to the companys growth and success,and we hope you will take pride in being amember of our team.This handbook is designed to acquaint you with the company and to provide you withinformationabout working conditions, employee benefits, and some of the policiesaffecting your employment. You should read,understand and comply with all provisions ofthe handbook. It describes many of your responsibilities as an employeeand outlines theprograms developed by the company to benefit the employees. One of our objectives is toprovide awork environment that is conducive to both personal and professional growth.No employer handbook can anticipateevery circumstance or question about policy. As thebusiness continues to grow, the need may arise to change policiesdescribed in thehandbook. The company therefore reserves the right to revise, supplement, or rescind anypolicies orportion of the handbook from time to time as it deems appropriate, in its soleand absolute discretion, employees will,of course, be notified of such changes as theyoccur.We hope that your experience here will be challenging, enjoyable,and rewarding. Again,welcome!Sincerely,DirectorHitDeals- 2 -Page |-2- -2-6. HitDeals: Employee Catalogue 2013-14Some words about the company, objective and our value systemOurMission, Spirit, Values and Behaviors are what separate us from other companies they are thestrengths thatunderpin our entire approach to responsible, ethical business conduct. We may alltake these attributes for granted attimes, so it is helpful to remind ourselves of exactly what makesHitDeals a great company to work for and to dobusiness with:Company History and work:HitDealswas started with one focused, single idea in mind... Bringing thebest of the deals from allover the internet at one place, on one platformThere are millions of great deals scatteredevery hour throughout thousands of shopping storesonline. The challenge for an average customer really is to find thebest deals which really offer agreat price and at the same time are highly reliable in terms of price, quality, authenticity,deliveryand warranty. We do all this hard work for our customers and provide them a platform to shoponline with freemind.In short we separate the cool from the un-cool, the good from the bad, and the real from the fakeand bring thebest among all these good deals for you on one single portal, one single platform.Now after 2 years of great successand glory, and user base crossing 2.5 lakh, company is addingother domains like Social Community portal and E-Commerce to its portfolio.Company Vision:Our vision is to be the most trusted provider of deals and business thatensure the security andfreedom of online shopping experience. As a group of like-minded enthusiasts we will definethefuture of E-commerce and Social Community portal.We will- Conduct ourselves with integrity and live ourCompany Values Deliver superior performance Foster an internal environment of innovation, collaboration, andtrustCompany Mission:Our Roadmap starts with our mission, which is enduring. It declares our purpose as a companyandserves as the standard against which we weigh our actions and decisions. To create a safe and easy one stopplatform for customer who shop online To inspire moments of optimism and happiness through our social mediaplatforms To create value and make a difference by our innovative ideas, products and solutions- 3 -Page |-3- -3-7. HitDeals: Employee Catalogue 2013-14Company Values:We, the women and men of HitDeals, are guided by thesame set of highvalues which describe ourcompany as we want it to be. We want our decisions and actions todemonstrate these Values. Webelieve that putting our Values into practice creates long-term benefits for customers,employees,partners and the communities we serve. We take responsibility for QUALITY by providing best inclass products and solutions We deliver CUSTOMER satisfaction by understanding our customers needs Weprovide LEADERSHIP as a company and as individuals through our talented employees, advance technology andinnovative ideas We act with INTEGRITY in all we do through honesty and fairness in all aspects of our work We value HitDealsPEOPLE by providing the education and development needed to help our people grow and by

giving importance and value to their ideas We regard our PARTNERS as essential team members by giving themthe same type of respect that we show to our customers.Company Overall Goals:Our Goals serves as the frameworkfor our Roadmap and guides every aspect of our business bydescribing what we need to accomplish in order tocontinue achieving sustainable, quality growth.People: Be a great place to work where people are inspired to be thebest they can be.Portfolio: Bring to the world a portfolio of quality products and solutions that anticipate andsatisfypeoples desires and needs.Partners: Nurture a winning network of customers and partners, together we createmutual,enduring value.Planet: Be a responsible citizen that makes a difference by helping build and supportsustainablecommunities.Profit: Maximize long-term return to our customers and partners while being mindful ofouroverall responsibilities.Productivity: Be a highly effective, lean and fast-moving organization.- 4 -Page |-4- -4-8. HitDeals: Employee Catalogue 2013-14HitDeals: Organization Structure- 5 -Page |-5- -5-9. HitDeals: Employee Catalogue 2013-14Employee Non-disclosure AgreementThis Agreement is made and enteredinto on this [ ] day of [ ], 201_ ("EffectiveDate"),by and betweenHitDeals, an Indian company with its principle placeof business at Delhi; and. ("Employee"), with an address at.1. For good consideration, and in consideration of being employed by the Company, theundersigned Employee hereby agrees and acknowledges as follows: a. That during the course of my employ there maybe disclosed to me certain trade secrets of the Company; said trade secrets consisting but not necessarily limitedto:Technical information: Methods, processes, formulae, compositions, systems, techniques, inventions, machines,computer programs and research projects. b. Business information: Customer lists, pricing data, sources of supply,financial data and marketing, production, or merchandising systems or plans.2. That I shall not during, or at any timeafter the termination of my employment with the Company, use for myself or others, or disclose or divulge to othersincluding future employees, any trade secrets, confidential information, or any other proprietary data of the Companyin violation of this agreement.3. That upon the termination of my employment from the Company: a. I shall return to theCompany all documents and property of the Company, including but not necessarily limited to: drawings, blueprints,reports, manuals, correspondence, customer lists, computer programs, and all other materials and all copies thereofrelating in any way to the Companys business, or in any way obtained by me during the course of employ. I furtheragree that I shall not retain copies, notes or abstracts of the foregoing. b. The Company may notify any future orprospective employer or third party of the existence of this agreement, and shall be entitled to full injunctive relief forany breach.4. That this agreement shall be binding upon me and my personal representatives and successors ininterest, and shall inure to the benefit of the Company, its successors and assigns5. That I shall indemnify the Companyagainst any and all losses, damages, claims, or expenses incurred or suffered by the Company, whether directly orindirectly, including reasonable attorneys fees and costs, resulting from my breach of this Agreement.6. ThisAgreement shall remain in full force and effect with respect to the confidential information without limitation of time.7.This Agreement shall be governed by and construed under the laws of India. Employee Signature: Date:- 6 -Page |-6--6-10. HitDeals: Employee Catalogue 2013-14Employment at Will:The Company does not offer tenured or guaranteedemployment. Either the Company or theemployee can terminate the employment relationship at any time, with orwithout cause.In the event of termination of services by employee, the applicable notice period will be onemonth,failing which, you may be required to compensate the company, the amount of compensationbeingcommensurate to the criticality of the situation, decided by the company. And if companyterminates theemployment due to any reason, you will be given notice for the same at least 7 daysbefore the termination date.Thisemployment at will relationship exists regardless of any other written statements or policiescontained in this Handbookor any other Company documents or any verbal statement to thecontrary.Progressive Discipline and Employment AtWill:While the Company may elect to follow its progressive discipline procedure, the Company is in noway obligatedto do so. Using progressive discipline is at the sole discretion of the company in anemployment at willworkplace.Exceptions to the Employment at Will Policy:No one except The Companys CEO/President can enterinto any kind of employment relationshipor agreement that is contrary to the previous statement. To be enforceable,such relationship oragreement must be in writing, signed by the CEO/President, and notarized.Employee Signature:Date:- 7 -Page |-7- -7-11. HitDeals: Employee Catalogue 2013-14Attendance at WorkExempt and Non-exempt Employee

Definitions:Exempt employees are employees who, because of their positional duties and responsibilities andlevel ofdecision making authority, are exempt from the Work Timings, Overtime, and Attendancepolicy rules and regulations.Exempt employees are expected, by the company, to work whateverhours are necessary to accomplish the goals anddeliverables of their exempt position. Also Exemptemployees are not entitled for overtime pay.Non-exemptemployees are employees who, because of the type of duties performed, the usuallevel of decision making authority,and the method of compensation, are expected to follow all rulesand regulations related to Work Timings, Overtime,and Attendance policy of the company.Working Hours and Overtime:Working Hours 8 Hours (10am to 6pm)Onehour before and after working hours (from 9am to 7pm) will not be counted in overtime.Break and Lunch Periods:Break Employee Type Duration Timings Morning Tea Break All 15 minutes 11:00am to 11:15am in 4 slots of 30minutes each, For call center employees 30 minutes starting from 1:00pm Lunch Break For other employees 30minutes 1:30pm to 2:00pm Evening Refreshment All 15 minutes 4:00pm to 4:15pm Break*Call center employees willtake Tea breaks and Refreshment breaks in 4 slots of 15 minutes each- 8 -Page |-8- -8-12. HitDeals: Employee Catalogue 2013-14Attendance Expectations and Policy:The company expects at least 90%attendance of all the working days on monthly and yearly basis.The company follows a no-fault attendance systemIn ano fault attendance system, absences are recorded thus: Each absence = 2 point Each late in or early out = 1 pointEach employee starts fresh, with no points, each year.Progressive disciplinary action accompanies a no-faultattendance system. If an employee earns: 6 points = verbal warning 8 points = written warning 9 points = 2nd writtenwarning 10 points = termination (If an employee found unable to give any satisfactory justification)- 9 -Page |-9- -9-13. HitDeals: Employee Catalogue 2013-14Workplace Professionalism and Company RepresentationWork DressCode:Business Casuals is the dress code of the company. Companys objective in establishing a businesscasual dresscode, is to allow our employees to work comfortably in the workplace. Yet, we stillneed our employees to project aprofessional image for our customers, potential employees, andcommunity visitors. Business casual dress is thestandard for this dress code.Smoke Free Workplace:To protect and enhance our indoor air quality and to contributeto the health and well-being of allemployees, the company premise shall be entirely smoke free. Additionally the use ofall tobaccoproducts, including chewing tobacco, is banned from the Company workplace, except as designatedin thispolicy.Smoking is prohibited in all of the enclosed areas within the Company worksites, without exception.Thisincludes common work areas, the manufacturing facilities, classrooms, conference andmeeting rooms, private offices,hallways, the lunchrooms, stairs, restrooms, employer owned orleased vehicles, and all other enclosed facilities.Theonly designated smoking area in Company is outdoors, on the far west end of the buildingDrugs and Alcohol:DrugFree Workplace- These activities are strictly prohibited under companys drug policy Taking or using alcohol ordrugs, Selling drugs, or Affected by the after effects of indulging in alcohol or drugs outside of the workplaceduring non-work timeViolence and weapons at workplaceThe company expects all of its employees to maintainprofessionalism at the workplace. Any kind ofviolence, misbehave with the female employees, seniors andsubordinated, and use of abusivelanguage may lead to disciplinary action against the person found guilty.Carrying anykind ofweapon at workplace or in the company premises is strictly prohibited.- 1 0 - P a g e | - 10 - - 10 -14. HitDeals: Employee Catalogue 2013-14Employee Time Off From WorkLeave Rules Type Definition No. ofleaves allowed Paid Holidays Public Holydays/ Bank Holidays 19 For employees who have worked in the companyfor Privilege Leave 3 more than 1 year Casual Leave Casual Leave 10 Sick Leave Sick Leave 5Paid Holidays foryear 2013 Date Week Day Name/Occasion Jan-13 Sunday MakarSakranti Jan-26 Saturday Republic Day Mar-10Sunday MahaShivratri Mar-27 Wednesday Holi Mar-29 Friday Good Friday Apr-24 Wednesday MahavirJayanthiMay-25 Saturday Buddha Purnima Aug-09 Friday Id-Ul-Fitr Aug-15 Thursday Independence Day Aug-20 TuesdayRakshaBandhan Aug-28 Wednesday Krishna Janmastami Oct-02 Wednesday Mahatma Gandhi Jayanthi Oct-13Sunday VijayaDashami Oct-16 Wednesday Bakri Id Nov-03 Sunday Main Diwali Nov-04 Monday Padwa Puja&Govardhan Puja Nov-14 Thursday Muharram Nov-17 Sunday Guru Nanak Jayanthi Dec-25 WednesdayChristmas- 1 1 - P a g e | - 11 - - 11 -15. HitDeals: Employee Catalogue 2013-14There are three types of Leave (apart from paid holydays), which areentitled to the employees andthey are as follows:1. Privilege LeaveQue: What are entitlements for Privilege leave?Ans.For all employees 3 working daysQue: Who all are eligible for privilege leave?Ans. An employee is eligible forPrivilege only after completing 1 year in the companyQue: What is the Maximum Accumulation for privilege leave?

Ans. Privilege leave is granted every calendar year and can be accumulated up to 2 calendar years.Que: How thePrivilege Leave Encashment is done?Ans. Encashment of privilege leave is allowed only in case of resignation or deathof the employee.In case of resignations, pro-rated leave for the current year will also be accounted forencashment.Employee who is not able to avail leave due to business requirements, he/she will be allowedencashmentof the privilege leave.The privilege leave will be encashed at last drawn basic salary only (excluding incentives).Theemployee is not entitled to en-cash the privilege leave during his/her service tenure.2. Casual LeaveQue: What areEntitlements for Casual leave?Ans. The employees are entitled to 10 days of casual leave in a year.If the employeejoins after 1st January during any year, he/she will be credited casual leave on pro-rata basis. Like if the employeejoins on 1st April of any year then the casual leave for 275 days willbe 7.5 days which will rounded off as 7 days ofcasual leave which will be credited to the employeeaccount.Que: Who all are Eligible for Casual leave?Ans. All theemployees are eligible for casual leave- 1 2 - P a g e | - 12 - - 12 -16. HitDeals: Employee Catalogue 2013-14Que: What is the Maximum Accumulation for casual leave?Ans. Casualleave cant be accumulated nor can they be encashedQue. How to Avail Casual leave?Ans. The employee cannotavail more than 3 casual leaves at a stretchThe casual leave cannot be combined with a sick leave or privilegeleave.The employee cannot avail casual leave during his/her notice period if he/she resigns.If the employee is onprobation the employee can avail his casual leave.3. Sick leaveQue: What are the Entitlements for Sick leave?Ans.The employees are entitled for 5 days of sick leave in a year.Que: Who all are Eligible for the Sick leave?Ans. Allemployees are eligible for sick leave.Que: What is the Maximum accumulation for Sick leave?Ans. The sick leave canbe accumulated for 90 days.The sick leave can be accumulated but it cannot be encashed.Que: How to Avail Sickleave?Ans.The employee can avail Sick leave for 2 days. Sick leave more than 2 days needs to be supported bydoctors certificate. The employee can avail sick leave during the probation period, he/she has to submit doctorscertificate along with the application form. If an employee falls sick either during the period of leave or immediatelyafter its expiry and he is desirous of applying for extension of leave then in such cases, he will be sanctioned leave tothe extent it is in his credit and thereafter sick leave may be sanctioned if due to him. And the sick leave can becombined with privileged leave.- 1 3 - P a g e | - 13 - - 13 -17. HitDeals: Employee Catalogue 2013-14Expense Reimbursement PolicyGrade/Designation clarification GradeDesignation Clarification L Executive ASM, Team Leader M Officer Regional Manager, National CoordinatorOrdinary Employees (who do not Ordinary Employees (who do not O travel) travel)Maximum Incentives &Allowences Grade M L Level Officer Executive Local Conveyance Rs. 150/day Rs.150/day Hotel Stay (Max.)1200/day 1200/day Food (Max.) 300/day 300/day Daily Travel Allowance (Max.) 400/day 400/month TravelAllowance in case of own 4 wheeler Rs.6/Km Rs.6/Km vehicle 2 wheeler Rs.2/Km Rs.2/Km Mobile Expenses(Max.) Rs.600/month Rs.600/month*The Executives who possess their personal Vehicle are entitled to Rs. 6/KM for4 wheeler and Rs. 2/Km. for 2wheeler. In this case the person will not be eligible for extra Daily TravelAllowence*This table shows just Maximum expences that can be reimburrsed. All the expences will be paid on actualbasis.A proof for expense will be necessory to submit wherever requiredClassification of Towns visitedThe employeestravel to various locations. The towns and cities have been classified as Class A, B &C towns. Classification is doneon the basis of their cost of living. The towns that have beenidentified as per the classification mentioned above.- 1 4 -P a g e | - 14 - - 14 -18. HitDeals: Employee Catalogue 2013-14 Branch Class A Class B Class C Metros & Mini Metros Premium citiesState and UT Capitals Max. Amount Rs. 2500 Rs. 2000 Rs. 2000 Rs. 1500 reimbursed Rest all Mumbai AgraAgartala towns Delhi and NCR Ahmadabad Aizawl Kolkata Amritsar Bengaluru Chennai Baroda Bhopal BangloreCochin Bhubaneswar Hydrabad Coimbatore Chandigarh Indore Chennai Jammu Daman Kanpur Dehradun KotaDelhi Leh/Laddakh Dispur Mysore Gandhinagar Nagpur Gangtok Pune Hyderabad Puri Imphal Ranchi ItanagarSiliguri Jaipur Delhi Tripathi Kavaratti Udaipur Kohima Vishakhapatnam Kolkata Lucknow Mumbai Nagpur PanajiPatna Pondicherry Port Blair Raipur Ranchi Shillong Shimla Silvassa Srinagar Jammu Thiruvananthapuram- 1 5 - P ag e | - 15 - - 15 -19. HitDeals: Employee Catalogue 2013-14Field Force Travel entitlement Max.Particulars Type Entitlement Amount Bus tickets above Rs 100 per travel needs to be attached to the expense statement. Actual or Rs. Road SharedTaxis allowed in consultation with HR or 1200/day Branch Manager in the company whichever is Special taxi

coverage is allowed only on need basis duly less approved by HR manager TravelAllowance During day journey-General/2nd tier AC chair Car/ 1st Actual or Rs. Train class ordinary 1200/day During overnight journey- GeneralSleeper/1st class whichever is ordinary/AC sleeper 2nd tier/ AC sleeper- 3rd tier less Economy class air travelallowed only in defined Air Travel sectors as approved by HR manager.Note- If an employee cancels the bookedAir/Train ticket, he/she will be responsible for thecancellation charges. Company will notpay any kind of ticketcancellation charges unless and untilthe cancellation was due to change in programme by the company.Expensereimbursment: Important Terms and conditions Hotel bookings will be done by Delhi office only. If the Manageris working at home/base location then: Only local conveyance is applicable, and can be claimed at actual. If theManager is working at satellite town/cities ( A city which is bordering the home/base location) then: Localconveyance is applicable, and can be claimed at actual. 10% of the entitlement allowance equivalent to other citiesis applicable and can be claimed. All bills are required to be submitted for the same. In case the lodging and/orboarding is provided by the company or by the client, the expenses for same should not appear in the expenses sheetnor should be claimed. The Maximum capping on daily expenditures including food is Rs 300/= this includes foodand misc.- 1 6 - P a g e | - 16 - - 16 -20. HitDeals: Employee Catalogue 2013-14 Managers travelling locally by self-car would be reimbursed with thefuel charges @ Rs. 6/- per kilometer. Managers travelling locally by self-two wheeler would be reimbursed with thefuel charges @ Rs. 2/- per kilo meter. Managers should perform the journey is such a manner as would entailminimum expenditure to the company. In case of submission of false bills, the Managers shall be liable for disciplinaryaction by the management. As a practice tour should be undertaken with the prior sanction of Tapas Rai/ RM, 10days in advance. Managers while on tour are required in their own interest to safeguard their belongings and in noway the company shall be responsible for any loss/belongings to personal property of the Manager while on tour. All Managers have to send their respective expense claim sheets along with tour report, every Friday along with tourreport for the previous seven days through courier only (claims sent by mail with scanned copies are not acceptable).The claims should be submitted as per the prescribed format ONLY and along with original copies of all thesupporting vouchers/bills. All claims received in order and with required supporting. will be settled maximumwithin seven working days of receipt. Claims reaching late will not be entertained for the immediate reimbursementcycle and instead will be disbursed in the next reimbursement cycle. IMP: Expense claims will be the basis ofverifying the attendance record of the managers, non-submission/delay of the claims may lead to non-disbursal/delayed disbursal of Salary also. Imprest advance shall be remitted for proceeding on tour in the firstweek of joining. The above rules are subject to change without any prior notice.- 1 7 - P a g e | - 17 - - 17 -21. HitDeals: Employee Catalogue 2013-14Use of Company Equipment, Electronics and other propertyTelephoneUse:Company employees may receive or make personal telephone calls during break periods only. If atelephone callis received during a non-break time, and the call is not an emergency, callers will beasked to leave a message. Pleaseinform your family and friends of this company policy and requestthat they keep these telephone calls to a minimumduring work hours.In the instance of a legitimate emergency telephone call during work hours, we willimmediatelyattempt to locate that employee to receive the call.Phones provided at work stations are to be used toconduct company business.No personal outgoing call is allowed from company telephone for any purpose (exceptemergency)Cell Phone uses Policy:The cell phones provided by the company for business purpose must be used forbusiness purposeonly. Any kind of personal use of company provided cell phone is not allowed underanycircumstances (except emergency).At the same time, company considers personal cell phones as a distraction inthe workplace. Toensure the effectiveness of meetings, employees are asked to leave cell phones at their desk. Or,onthe unusual occasion of an emergency or anticipated emergency that requires immediate attention,the cell phonemay be carried to the meeting on vibrate mode.Company Tools, Equipment and Supplies:Company Tools, Equipmentand Suppliesprovided by the company for business purpose must beused for business purpose only. Any kind ofpersonal use of these items is not allowed under anycircumstances.Computer and Software use Policy:Voice mail,email, and Internet usage assigned to an employees computer or telephone extensionsare solely for the purpose ofconducting Company business. Some job responsibilities at theCompany require access to the Internet and the use ofsoftware in addition to the Microsoft Office- 1 8 - P a g e | - 18 - - 18 -22. HitDeals: Employee Catalogue 2013-14suite of products. Only people appropriately authorized, for Company

purposes, may use theInternet or access additional software.Internet Usage:Internet use, on Company time, isauthorized to conduct Company business only. Internet usebrings the possibility of breaches to the security ofconfidential Company information. Internet usealso creates the possibility of contamination to our system via viruses orspyware. Spyware allowsunauthorized people, outside the Company, potential access to Company passwords andotherconfidential information.For this reason, and to assure the use of work time appropriately for work, we ask staffmembers tolimit Internet use and use it for business reasons only.Additionally, under no circumstances may Companycomputers or other electronic equipment beused to obtain, view, or reach any pornographic, or otherwise immoral,unethical, or non-business-related Internet sites. Doing so can lead to disciplinary action.Blogging and Social MediaPolicy:Uses of Social Media and Blogging are not allowed during work timings though employees can usesocial mediaduring the break hours, or after work timings. These means can also be used if this isthe need of the companybusiness.Video Surveillance and Physical Searches:CCTV and other surveillance equipment are installed in thecompany premises for security reasonsand to assess any kind of inappropriate activities. Any recounter with CCTVand other surveillanceequipmentsmay lead to disciplinary action against the person found guilty.- 1 9 - P a g e | - 19 -- 19 -23. HitDeals: Employee Catalogue 2013-14 General Terms and Conditions related to Joining and Termination 1.Your attention is specifically drawn to the points listed herein below, regarding your emoluments, etc.: a. Salaryreviews and re-fitments will always be subject to the schedules as may be implemented by the Company from time totime. b. Encashment of leave, notice pay, etc., computations will be on the basis of basic pay. c. Please note that thesalary structure of the Company may be altered / modified at any time without prior notice and your package ofremuneration and other terms may accordingly be altered / modified from time to time. Further, salary, allowances andall other payments/benefits will be governed by the Companys rules as well as statutory provisions in force from timeto time and subject to deduction of appropriate taxes at source. d. Your remuneration package is strictly confidentialbetween you and the Company and should not be discussed with any one nor divulged to anyone in any mannerwhatsoever. 2.a. Employment with the Company will stand terminated at the end of the financial year in which youattain the age of superannuation (60 years). Termination of employment may also be initiated earlier by either party byserving prior written notice on the other, as per the notice period stipulated in this offer. The Company is also entitledto either waive the notice period in part or in full at its sole discretion or require payment of equivalent base salary inlieu of the unserved notice period. The Company further reserves the right to terminate with sooner effect by tenderingequivalent base salary in lieu of the notice period.b. In the event of termination of services by either party, theapplicable notice period will be one month, failing which, you may be required to compensate the company, theamount of compensation being commensurate to the criticality of the situation, decided by the company.c. In the eventof your serving on the company a notice of termination of employment by submitting a resignation letter, your releasewill be governed by the General Terms and Conditions of Employment in force at that point in time, subject to thesatisfactory handing over of your duties, responsibilities, Company documents, Company assets, etc. to the relevantparties.3. The company reserves the right to carry out reference verifications or background checks prior to yourjoining the company or during the course of your employment with us. Such background checks and referenceverifications, amongst others, would include past employment and salary (this will include your immediate employerprior to joining us), criminal records, countries resided in or worked in etc. The company reserves the right to carryout banned/illegal drugs/narcotics substance screening tests on you at any point of time during your tenure. Youunderstand and acknowledge that this is a requirement and you have no objections whatsoever if such checks,banned/illegal drugs/narcotics substance screening tests and verifications are carried out by the company or a thirdparty agency engaged by the company. Arising out of such verification or check or otherwise, if it is detected that theinformation furnished by you in your application is misstated or is unstated or documents submitted by you are - 2 0 -P a g e | - 20 - - 20 -24. HitDeals: Employee Catalogue 2013-14 not correct or banned/illegal drugs/narcotics substance screening testresults are positive, the company shall, at its sole discretion be entitled to forthwith terminate and/ or revoke yourappointment with the company, without further reference in the matter. In addition to the Companys right to carry outthe above verifications, you shall fill in and sign the Criminal Disclosure Declaration, in the attached form. In the eventyou have been accused, charged and/ or convicted for any criminal offence, at any time whether prior or subsequent

to your joining the company, you shall make full disclosure of the same and furnish all necessary documents in supportthereof. In the event you have been accused, charged and/ or convicted for any criminal offence your joining shall besubject to specific written confirmation from the Company. The company at it sole discretion reserves the right toterminate your employment or take appropriate disciplinary action against you or revoke this offer letter. In the eventof suppression of any facts, the Company shall be entitled to take such other action at any time as it may deem fit4. (a)During your employment with the Company, you will, at all times, observe secrecy in respect of any technical, trade orbusiness data, customers names/business details or any other information that might come to your knowledge orpossession, which according to the Company are necessarily confidential and form valuable property of the Company.You shall not disclose nor cause the disclosure of any such data in any manner whatsoever. You will also beresponsible for protection and furtherance of the Companys best interests at all times, including after you cease to beon the Companys rolls. In addition, in the event of your leaving the Companys services, you are expected not to takeup employment or enter into any type of business/commercial association with any of the Companys clients or theirassociates, for a period of two years from the date of cessation of employment. You have to safeguard HitDealsandits customers Intellectual Property Rights and confidential information even after termination of your employment orbusiness relationship with HitDeals (b) All software, systems, ideas, concept, designs, documentation or any othermaterial produced by the employee during the period of his / her assignment will either be Intellectual Property ofHitDeals or that of its Customers. The employee will not have any rights to such material described as above.(c)During your employment with the company you will comply with the provisions of the Information Security Policiesand Procedures of HitDealsat all times and which shall extend beyond the normal working hours, whether inside oroutside the office premises. You will also classify & manage all data under your control & ownership as percompanys policies. Non-conformation with the Information security policies & procedures, copying software & otherproprietary material in use & non-compliance with various legal & contractual requirements pertaining to protection ofpersonal data will be viewed very seriously and will attract strict disciplinary action as per the disciplinary proceduresof HitDeals. - 2 1 - P a g e | - 21 - - 21 -25. HitDeals: Employee Catalogue 2013-145. Your services will be liable for transfer to any of our project locations,divisions, departments, etc. or for deputation to any organization. In the event of such a transfer/deputation, details ofthe terms and conditions including modifications if any in your emoluments, etc. will be communicated to you at anappropriate time. In addition to the specific stipulations as may be applicable to you from time to time depending onyour assignment/location, you will continue to be governed by the terms and conditions of your employment in India atall times, unless specified otherwise in writing. In addition, in the event of you being posted overseas, you will berequired to sign appropriate documents such as Service Agreements and fulfill the requirements specified there. 6.You are required by the Company rules not to undertake any employment or enter into any other type of association,even on part-time basis whether for any consideration or not. Contravention of this will lead to termination of yourservices from the Company without any notice, with no liability on the part of the Company for payment of anycompensation in lieu of such notice. Further, this contravention will be deemed as voluntary termination/ resignation byyou of your services without the required notice having been given.7. The working hours applicable to you will be thesame as are observed depending upon your place of work and as amended from time to time. Further, you should beprepared to work on any shift, as may be warranted by the Companys/Clients work requirements.8. Employees maybe required to work in shifts or on holidays and weekends depending on the nature of the project. Such employeesshall be eligible for allowance as detailed in the Policy on Shift Allowance in India. This allowance be paid throughmonthly payroll and shall be subject to deduction of Income Tax at source.9. You are entitled to 15 working daystotal leave inclusive of casual and sick leave in each leave year, in addition to the public holidays published by theCompany, to be taken at such times as agreed with the Company. The leave year runs from 1st April to 31st Marchand leave can be carried forward from one leave year. Leave will accrue monthly at the rate of 1.25 days for eachcomplete month worked. 10. You will be governed by the Companys rules and regulations (and practices) asenforced from time to time on matters whether specified herein or not, including on matters such as designation,emoluments and the structure thereof, working hours etc. Companys decisions on all such matters shall be final andbinding on you. 11. You will be required to submit certain set of documents, at the time of reporting for duties andhence you are advised to come prepared accordingly, without fail. Please note that the Company reserves the right not

to accept you into the rolls or after such acceptance, to discharge you from the rolls, in case you do not fulfill therequirements - 2 2 - P a g e | - 22 - - 22 -26. HitDeals: Employee Catalogue 2013-14as specified in the checklist, particularly submission of documents in proofof your qualification, experience andprevious salary. Address: HitDeals.com, New Delhi 110008 info@hitdeals.comPh: 011-22222222- 2 3 - P a g e | - 23 - - 23 -

RecommendedMore from User

HR Policies of Aditya Birla Group pptManish Pandey37,620 views

Hr policiesIsha Kapur4,100 views

HR policies in HCL by monika ndimMonika S13,214 views

Hr practices of-wiproPooja Soni32,930 views

Hr Policiessimply_coool6,231 views

Hr policies and_procedures_manualalmasa Alamia Business Men Services L.L.C896 views

Aditya birla groupAndrea Mendes9,058 views

Employee handbook templateTanuj Poddar2,334 views

Employee Rules And Regulationsyasas62,964 views

HR practices in infosys LtdLeesa Shah3,147 views

HR Policies of Taj HotelsRohan Solanki10,614 views

Hr policiesPiyush Panpalia4,188 views

Company employee handbook summerizealmasa Alamia Business Men Services L.L.C2,280 views

Hr policiesPratibha Mishra2,277 views

Emerging HR practices in Aditya Birla Grouptapabratag

2,177 views

Hr policy tata aigVivek Shukla8,375 views

HR Practices at HULMadhav Desai8,374 views

Aditya Birla groupJYOTI21IIBM10,478 views

Hr+policiesalmasa Alamia Business Men Services L.L.C648 views

Employee hand bookalmasa Alamia Business Men Services L.L.C1,622 views

Meaning of hr policy pptPrachi Jain5,938 views

Study on hr policies of maruti udyog limitedHemanth CRPatna18,532 views

Best HR PracticesNaazish8,468 views

Employee HandbookMel Conway, CollierBroderick Management Consultants4,952 views

Your Employee Handbook for Officeswellssmith2,125 views

Infosys training designGolam Ahamed Rosul17,507 views

Airtel hr policiesSANAL C.WILSON691 views

IBM India - HR practicesnehajain24811,469 views

Bond of an employee by any employerHiman19900075,130 views

Aditya birla groupNilesh Hanotia5,649 views

Hr policies tajGreat Lakes Institute of Management, Gurgaon6,271 views

Hr policies at coca colaSaran Chandran1,677 views

Employee handbookitchomecare1,089 views

The Ultimate Employee Handbook - We think so :) !Sat Sindhar752 views

A study of hr practices in ITCHemanth CRPatna28,282 views

Wipromukesh pandey51,445 views

Aditya birla group by abhishek MBAabhishek upadhyay4,483 views

The Best HR PracticesMadhusudan Partani10,468 views

HR Policies of PANTALOONSTreesa Jos1,437 views

Companies policiesFranklin Go3,754 views

Business Proposal - Online Recharge BusinessManeesh Garg5,631 views

Nokia- Connecting People or Disconnecting Customers (2012), A case study on NokManeesh Garg8,976 views

Social / Digital Media - A report on new trends in industryManeesh Garg2,202 views

GlaxoSmithKline GSK - Brand Activation Calender and marketing ideasManeesh Garg461 views

GlaxoSmithKline GSK CH - A report on Business Strategy and Growth Avenues in HiManeesh Garg2,345 views

Social / Digital Media - A Presentation on New TrendsManeesh Garg1,286 views

Airtel - Analysis of past advertisements and marketing campaignsManeesh Garg5,153 views

Stage Gate Systems - Tool for managing new productsManeesh Garg566 views

Everything about Sony Corp.Maneesh Garg7,805 views

Cybertech project - Case AnalysisManeesh Garg984 views

Bhushan Steel - A report and complete analysis of stock priceManeesh Garg641 views

Western Music - A change in consumption behavior in past decadesManeesh Garg274 views

Autobytel.com - Harvard case analysisManeesh Garg1,560 views

Ikea Invades India - Market Research report on entry strategy in IndiaManeesh Garg17,127 views

Narayana Hrudayalaya Heart Hospital - Cardiac Care For the PoorManeesh Garg15,302 views

Public Relations, Publicity and Corporate Advertising explained through examplesManeesh Garg5,207 views

Flipkart - Analysis of Marketing Strategy and new Branding IdeasManeesh Garg26,410 views

ENGLISHEnglishFranaisEspaolPortugus (Brasil)Deutsch

EnglishEspanolPortuguesFranaisDeutsche

AboutCareersDev & APIPressBlog

TermsPrivacyCopyrightSupport

LinkedIn Corporation 2015

Share this documentYou have liked this document