HUMAN RESOURCES MANUAL

Human Resources Policy

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CHAPTER -1 SECTION A
HRP .1 a. MEANING OF HUMAN RESOURCES: Planning, sourcing, recruiting, inducting, managing the support of welfare, substantiating and implementing employment rules and inhouse policies, professional growth, disciplining, restructuring hierarchies, managing and controlling conduct, maintaining excellent professional relations, firing --------- all these activities of manpower, is human resources. ROLE OF HUMAN RESOURCES IN SJPL OPERATIONS: The objectives and vision of SJPL is entirely dependent on the ultimate performance of the several hierarchical team members (employees) at every site and at the workplace. The complete professional commitment and capability of these workers will simply make or break the success of SJPL. Having the right inputs given, by selecting the right person for the right job, and managing their welfare and growth plays a highly vital role in our operations, which can neither be underestimated nor ignored. Managing and controlling manpower, their performance and behaviour is not only a skill but is a necessity to master. This manual is a guide to such management and the rules hitherto laid down are applicable to every SJPL worker at any project / project office or local area office. LEVELS OF RESPONSIBILITY: Human Resources management is controlled and managed overall by the Head of Human Resources at the Nodal Office, reporting to the Country Manager. Planning and requisitioning for projects is taken care by the HR head in conjunction with the concerned operations head or the projects head from time to time. Based on the technical specifications provided, sourcing, identifying, initial screening, short listing candidates for final interviews will be the responsibility of the HR head and may be implemented through the hierarchy. Final selection among short-listed candidates will be done by a team comprising of the HR Manager, the concerned departmental head (head of projects in this case), and the Operational Head.

HRP. 2 a.

b.

c.

HRP .3 a. b. c.

d.

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e.

Once selected, the complete package of employment policies and inhouse rules induction and maintaining of the concerned employees employment record is that of the HR head and his/her team. Induction programme for the employees as specified below in this manual will be responsibility of the HR head in conjunction with the Project Head. Ensuring the concerned employee is technically trained in his /her responsibilities and monitoring the performance is that of the Project head in conjunction with the Operations head and the Quality head. Recommendations of professional enhancements and relating benefits will be the responsibility of the Project Head / Operations Head and the process of implementation, as per the companys procedural rules, will be carried out by the HR head. The periodicity of such recommendations and implementations will depend on the head office policies existing. Progress or Digress, including disciplinary actions, mutual separation or firing of the Supervisor levels and above will not be implemented without the involvement of the HR Manager and the consent of the Country Manager, and will be carried out as per laws and company policies. Levels below Supervisor can be controlled and actioned by the Project Head in conjunction of the HR head, as per procedures listed in this manual. RECORDING, DOCUMENTING OF HR ACTIVITIES The complete recording and documenting of the HR activities of the project will be the responsibility of the HR team in the concerned site / city of operations, with information flow to the Nodal office through the HR head.

f. g.

h.

i.

HRP .4 a.

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C1 SECTION B
HRP. 1 DETAILS OF HR PROCEDURES Planning and Requisitioning: a. 1: The Project Head will plan the requirement of various levels of working team for the concerned project based on the following inputs: Total area to be covered Coverage time including frequencies required as per quality standards desired. Type of surfaces which require special care and skills Type of cleaning and maintenance, which require special care and skills. Number of shifts available for the day. Ratios of floor coverage as indicated in the Standard Operating Procedure Manual. If relevant, budgets provided need to be taken into consideration a.2 : a.3 : The Project Head in conjunction with the HR head will review the manpower quantity for the particular project frequently , preferably once in a quarter . The first set of team , in terms of quantity, is always recruited for a minimum period of one month , reviewed for the next two months and the final quantity and related adjustments will be made after a maximum of three months of project contract commencement. Planning and justifications along with approvals will be recorded and documented in the relevant formats provided. Requisitioning for additional staff at any level will be justified and requested for using the relevant format and addressed to the HR head through the operational head. While requisitioning for new workers, the Project head will have to specify the skills required clearly to ensure the HR sends the right candidates. On approval for recruitment, the Project head will be provided with the details (resumes) of the prospective workers by the HR department at the relevant city, as per the specifications provided, after which the recruitment process will be commence using the evaluation process as given in this manual Replacements for existing workers due to any reasons will be requisitioned in the same procedure as listed above. Please refer the policy below for replacements.

a4 : a5.

a.6

a7.

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HRP .2 SOURCING OF CANDIDATES: a. Irrespective of who is identifying the candidates, the sourcing of the prospective candidates for any level will be based on the following policies: The candidates will be sourced from databases developed. The candidates will preferably come with a reference. The candidates will not have any criminal background The candidates will not have any physical disability which Prevents or hinders him /her from performing the task. But If the disability is not related to the responsibility which he/she Is being selected for, such candidates may be given preference.

HRP .3 SCREENING OF CANDIDATES : a. b. minimum diploma for c. Age : The candidate will be of a minimum age of 18 years, completed as on the date of recruitment.

Qualification: The candidate will have a minimum qualification of 8th standard for operative levels , a minimum qualification of 12 th standard for Team Leader levels, a qualification of graduation or job related Supervisory levels and above.

: For operative levels, candidates with a minimum experience in similar work backgrounds in reputed industries / corporate or commercial establishments will be given preference. Candidates with no experience will qualify only if they have the potential physical capability to perform the tasks they are expected to do, and are willing to carry them out without any prejudice or hatred. d. Appearance : Though primarily there is no criteria for a candidate s appearance , thought should be given to the type of industry or client we are recruiting for , and in recruiting for the hospitality industry , taken about the candidates height average 5 for men and 4 .5 for measured weight measured however , they should not appear uncomfortable while working or should appear healthy , bright and

Experience

especially care should be which should be women , weight weight is not a constraint , overweight and look in working apparel , hygienic.

Human Resources Policy e. Health

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cleaning and will have to declare

: As a written company policy , and laid down to ensure safety for the clients guests, the company and the candidates themselves , keeping in mind the type of physical efforts required for housekeeping maintenance responsibilities , candidates themselves free of any following diseases at the time of joining or in relevant cases, even with a history: Chicken Pox Small Pox Tuberculosis HIV Hepatitis (all categories) Arthritis Spondilitis Chronic Renal disorders Cardio thoracic history Blood Pressure (high or low) Blood sugar Epilepsy Cancer History of mental disorder or neuro surgery

f. Conduct & Record

: It is a policy to ensure each candidate is thoroughly screened and verified with the local police office or / and with a private investigating agency, as also with their references about any history of charge sheets issued or criminal misconduct. Any candidate with such records will not be liable to be recruited and his /her resume or records with us will clearly marked with a separate identifiable markings to indicate thedisqualification. Candidates with history or inclination of anti establishment activities, trade union association, political affiliation, holding public or government association membership are strictly not recruited at any level of the company and a distinguishable marking is made on his /her resume for future reference.

HRP .4 a. short

SHORT LISTING OF CANDIDATES After the necessary screening, the candidates for Operations (Operatives, team leaders, supervisors, restoration specialists, and executives) will be listed based on the following recognitions / strengths or advantages they possess: (either all of them or some of them as relevant to freshers) Their work experience in performing similar duties

 Their work experience in performing similar duties in similar industry relevant. Their job knowledge levels (subjective) Knowledge of safety aspects - personal safety, public safety & surface safety. Human Resources Policy Restricted Knowledge of operating machines, tools, and working with materials and chemicals as relevant to the industry. Recognition of passion interests and desire to succeed in the same line. History of high attendance average Willingness to adapt to our companys disciplinary policy and the clients inhouse rules. Willingness to work within our companys stipulated wage and personnel development schemes. b. As a policy, SJPL will not recruit candidates who are working for either our competitor or in a department within the relevant project either as a subcontract worker or directly as a casual or a direct employee, unless a clearance certificate duly authorized by their existing employer is obtained along with a conduct clearance FINAL SELECTION OF CANDIDATES: For finalizing the operative, team leaders and supervisory levels, a team comprising of the HR head / representative and Project head of the particular site will take the decisions. For finalizing executive levels and above, the HR head, Project head and operational head will take the decisions. ISSUE OF APPOINTMENT LETTERS AND JOINING PROCEDURES Upon finalizing the candidate, the following instructions, guidelines, inputs and documents will have to be handed over to the candidate: a1. The candidates pay structure has to be clearly specified, explained leaving no room for ambiguity. The pay structure will primarily comprise of (1) his /her wage amount per month (2) statutory deductions as per government laws (3) statutory contributions as per government laws and secondarily, clear information need to be provided with regards to any other allowances, benefits and / or facilities they are entitled to including the amount of eligibility. a2. It is compulsory on the part of HR department to state the exact amounts the candidate will be entitled to as part of his pay package. a3. It is important for the HR department to specify the terms and conditions of the employment, responsibilities and explain

HRP . 5 a.

HRP .6 a.

the severity of indiscipline ,at the same time explain the companys objectives of staff support and growth opportunities . The entire exercise is performed with an objective to motivate and encourage the employee and not with the intention of creating fear of work.

Human Resources Policy

Restricted a4. It is mandatory that the entire pay structure (available with the nodal office), in-house rules and working terms listed in enclosed annexure 1) are defined and worked out in accordance with the stipulations listed in SJPL companys policies also available with the Nodal office for clarifications. a5. On selection, the candidate will have to provide SJPL with 4 nos of stamp size of passport size photographs, certificates and other documentary supports as required to go into his /her employment records. a6. All information pertaining to the employment will be given to the candidate in writing through an appointment letter issued as per the formats based on legal advise and approval of the nodal office. a7. Based on the dates of joining as required by the Project head, the HR head / department will advise the candidate in writing on the same. a8. The employment letter will contain clearly the hierarchical reporting structure to ensure the candidate is aware of his supervisors, colleagues and subordinates. a9. All appointment letters will originate from either the local office controlling the employment site or from the nodal office in till such absence and will have to be acknowledged by the employee in acceptance of the terms and conditions and a copy will be retained by the local office with another copy to the nodal office. a.10 No employment terms will be changed nor formats amended for any level of employees without the written approval and notification by the HR head in conjunction with the Country Manager at the nodal office.

HRP. 7 a.

PROCEDURE OF JOINING : The following details of the selected candidate will be sent to the nodal office HR department for processing his / her identity number, card and records. a1. 2 nos passport / stamp size photos with their signature

across it. a2. Their designation allotted a3. Copy of their resume

Human Resources Policy a4. a5. a6.

Restricted One blank identity card with the employees signature where indicated. The responsibility / task /he or she has been trained for or allotted. The above details will be couriered to the nodal office within a time frame which will enable the documented details to be received at the local city office of the project site one day before the date of the employee reporting for duty.

HRP. 8 a.

PRE-JOINING > INDUCTION Every employee joining SJPL will go through the following training and familiarization stages before actually reporting at the relevant work site : Know your company Know your job Know your customer Know your market Know your competitor Know your suppliers

b.

Know your company training should include the following: b1. Introduction to SJPL head office / India branch office details as follows. Information on management structure Information on divisions Information on activities Brief on type of clients Information on quality commitment, mission And objectives (ISO / ISI). Information on recognition policies. c. Know your job training should include the following c.1 Theoretical introduction and detailed explanation on following:

Job Description Responsibilities Reporting and hierarchical activity Welfare and discipline In-house rules of SJPL - India branch Supplies and supports - technical familiarization Of equipment, tools, chemicals & materials used Tasks (any level / designation) Why and When Human Resources Policy Restricted

Documentation responsibilities Work procedures where relevant (Standard Operating Procedure manuals) d. Practical introduction and detailed training on following: Tasks (all project levels, operational levels, quality levels) How Work procedures where relevant Safety, hygiene - dos and donts e. Know your customer / work site training should include the following: Customer type & activities Customer site details as relevant Existing problems at customers site related To cleaning & maintenance Existing practices as relevant Objectives, plans and implementation information and familiarization People who matter, people who count Customers in-house rules to be practiced by our staff Welfare and facilities Work Culture Work Timings Reporting within the site f. Know your market training should include the following Profile of customers who would be keen on Using the activities of SJPL. Profile of decision makers and users Profile Segmentation Cities of Potential g. Know your competitor training should include the following

(NOTE: This information is confidential and could work against the employer, as such, this information should not be disclosed to any levels up-to the supervisor) Others in similar activities Their weakness and strength Their clients is relevant Geographical coverage capacity

Human Resources Policy h.

Restricted Know your suppliers training should include the following Our logistics support companies and distributors Their product and service range Their service and training personnel contacts Service and training schedule policies Geographical coverage capacity

HRP.9 a.

POST JOINING > INDUCTION From the date of joining / reporting for duty, every employee will be put through an induction or worksite familiarization programme which will include the following : b. c. Worksite customer representatives introduction Worksite SJPL colleagues, peers introduction Worksite demography familiarization Worksite supports available (belonging to customer / belongings to SJPL ) Worksite working rules as per customer policies Security Information and clarity Work schedules and plans Documentation relevant to the customer, nodal office and self. Individual responsibility.

The maximum time limit for completion of the above induction programme will be 3 working shifts from the date of joining on site. On completion of the above induction on site, the employee will be on observation of the following performances , (as stipulated for each employee during the induction ) for 14 working shifts. Adaptability to the site conditions Adaptability to colleagues, customer representatives Communication skills for implementing responsibilities Behaviour, attitude and disciplinary issues (refer Discipline contents specified in this manual)

 d.

Work Knowledge Safety awareness and practice Evaluation of work performed Correction and prevention of error recurrence

Though the normal practice is to correct the employee as and when any such need is recognized , it is important to retrain the employee based on the recommendations of the HR head and the Project head whether such effort is worthwhile, and if the employee has shown signs of success, and based on overall performance ratings(quantifying is subjective) the Project

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head will carry out the retraining and the employee will be intimated in writing about the reasons (no written communication need to be given to any employee below supervisor level) and his /her observation period is extended for 7 more working shifts. On successful completion of the observation period, and on the recommendation of the Project head, the employee will bee placed for the normal work routine to individually take charge of his/her responsibilities. HRP .10 a. ASSESSMENT & GROWTH Every employee at SJPL will be under constant evaluation for performance and productivity. The evaluation for these will be as per companys policys existing. All employees will be evaluated by the HR head through their relevant departmental heads. Every employee of SJPL will be encouraged and motivated by his / her superiors to optimize his /her performance during their employment with the company. The attitude they show to their company, client, colleagues, superiors and the customer is to be treated in high priority for their growth assessment. Promotional and other professional growth recommendations will be made by the concerned department head to the HR head as per the company policies existing

b.

c.

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C 1 SECTION C
HRP.1 a.1 a.2 RETENTION OR SEPARATION: Retention is a matter of responsibility for each employees superiors and rightful methods and means should be used for this vital aspect. Separation is a matter prone to several complications and legal implications. As such, any such step with any level of employee needs to be considered with due reasons, supports which are documented and discussed with the HR head as well as the legal advisor to the company. Separation is considered or actioned ONLY by the HR head or alternatively, a duly authorized person by the management, and is based on Disciplinary grounds , which are specified further in this manual. In the event of removing an employee , the HR head and the concerned Project head or Operational head will be responsible for replacing if relevant and necessary in time to prevent shortfall of manpower at the relevant site and to avoid backlog of responsibilities. Separation may also need to be considered when the workforce is found to be more than the required strength or exceeds the stipulated budget. Such separations will be based upon the following factors. Decision of the number of employees to be disengaged from the services of the company. Who are the prospective employee /s to be disengaged Will be based upon various performance assessments, Employees with least professional success will be given the first consideration for disengagement. In case of disciplinary reasons, list supportings for Internal documenting.

a.3

a.4

a.5

a.6

While separating or disengaging an employee from the services of the company , each of them will be given a clear explanation on the reasons, and no written communication relating to the separation / reasons for same, will be made without the prior permission of the HR head. ARBITRATION: a. There may be a need for arbitration while disengaging an employee From the services, which will be carried out as per the companys Policy listed in this manual.

HRP .2

Human Resources Policy HRP .3 SETTLEMENT OF DUES :

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a. On separation, the concerned employee will obtain, in the prescribed format, clearances from the supervisors, administration & head of the projects : Return of uniforms without intentional damage to them Return of Identity Card Return of all documents in possession Clearance from client b. The outgoing employee will sign on his /her personal file indicating that the leave and dues records in the file are correct and acceptable. c. A photocopy of all the above is sent to the local city office HR department or to the nodal office for action as follows : c.1 Settlement of dues will be made in the consecutive month of resignation along with salaries payable to other existing employees. This is only if all the clearance are in order. c.2 Any intentional damage to uniforms , documents or such activity will be compensated for by the employee through necessary deductions as per company policies. c.3 No sanctioned /allotted compensatory offs will be reimbursed except those due. c.4 Settlement of PF or statutory related dues will be undertaken as per governmental policies prevailing c.5 The employee s Personal Accident Insurance and Mediclaim will be adjusted as per company policies prevailing, and indicated in the appointment letter Annexure, or indicated in any separate letter.

d. If an employee is found violating any secrecy policy of the Company, he/ she will be bound to attract necessary legal or disciplinary action as deemed fit by the company and as per policies.

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C 1 SECTION D
HRP .1 LEAVE , ABSENTEEISM , ABSCONDING AND PROCEDURES TO HANDLE THEM a. For ease of following policies, employees of SJPL IB are classified under four levels as follows: Level 1: operative levels Level 2: supervisory levels Level 3: executive levels Level 4: managerial levels All these above levels will follow the procedures laid down as follows a.1 Leave : During training and probation (per month) Leave type -Paid casual leave -Paid sick leave -Paid annual leave Level 1 0 1 0 Level 2 0 1 0 Level 3 0 1 0 Level 4 1 1 0

On Confirmation (per month) Leave type - paid casual leave -paid sick leave -paid annual leave NOTE: Level 1 1 1 1 Level 2 1 1 1 Level 3 1 1 1 Level 4 1 1 1

AS PER HO POLICIES, MANAGERS LEAVE ON CONFIRMATION WILL VARY BASED ON SEVERAL FACTORS OF EXPERIENCE, GRADE ETC.., WHICH WILL BE PERSONALLY INTIMATED TO THEM WHENEVER

NECESSARY. a.2 Procedures for availing leave: a.3 All leave will be planned in advance by the employee, unless in situations of justified emergencies which will purely depend on management policies. a.4 All leave will be applied for through the necessary documents as per SJPL Documenting Policy Manual. a.5 Leave applications will be submitted to the Head of Projects through the hierarchy at the site. Human Resources Policy Restricted

a.6 Leave will be sanctioned by the authorized Head of Projects , based on several factors or alternative arrangements available , exigencies , situational factors , and he /she will solely be responsible for the sanctions. a.7 However , for selective applications of supervisors and above , falling under the following category , will be forwarded to the Operations Head at the Nodal Office for sanctions. Applications for paid annual leave Applications for leave for more than 3 days at a stretch Mass leave applications for the same day /s Applicant insisting on proceeding on leave despite advises against it. Leave information letter after availing leave, with necessary supporting documents if it is due to medical grounds.

a.8 Any leave taken for more than three days at a stretch will be considered as paid annual leave a.9 All leaves granted will be adjusted by the nodal office ONLY on a monthly basis and the applicant will only mention their preference but will not decide on the allotment . a.10 All such leaves granted will have to be handled by the Head of the Projects by making necessary alternate arrangements without disturbing the daily work routine or results. a.11 Paid Annual Leave will be planned three months in advance and will be applied for accordingly. It is not a mandatory for such leave to be sanctioned and will be granted depending on the situational exigencies. a.12 No paid Annual leave will be granted for more than 15 days at a stretch irrespective

of its eligibility or availability . Leave for such long periods may be taken only twice a year in breaks of 6 months in between . a.13 No type of leave will be extendable if availed for a maximum period of 3 days. Any such extension without following policies of the company will be treated as absenteeism and will attract relevant action as deemed fit. a.14 No sick leave will be acceptable without supporting medical documents issued by a registered medical practitioner recognized by SJPL. a.15 SJPL will not be responsible for making any claims to the ESI department or the Insurance company during sick leaves by any employee, which will have to be handled by any employee , which will have to be handled by themselves.

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a.16 Notwithstanding all the above policies , the management of SJPL IB reserves the right to overrule sanctions or policies and issue directions as deemed fit for specific deserving cases. HRP .2 LEAVE ACCUMULATION: a. Sick Leave cannot be accumulated by more than six days and is not en cashable for all levels. b. Casual leave cannot be accumulated by more than six days and is not en cashable for all levels. c. Paid Annual Leave can be accumulated up to a maximum of 24 days and will lapse thereafter .PAL is en cashable as per company rules , if not availed , at the end of the eligible year. HRP .3 a. ABSENTEEISM: Abstaining from work / duty without prior application for leave or permission, Including not reporting for duty inspite of rejection of application, is referred to as absenteeism. Handling Absenteeism : b.1 If an employee abstains from work for more than three continuous days , a phonogram or a telegram will be sent to him /her for immediate reporting. b.2 If the employee does not respond within 48 hrs of such communication , a written directive of the companys policy based intentions will be sent by speed post of courier to him /her. b.3 If the employee does not respond within 48 hrs of such communication , which will total to a minimum 7 days of absenance , the management is bound to

b.

send a show cause notice to the concerned employee. b.4 If the employee does not respond within 3 days of such show cause notice , the management of SJPL IB will be bound to take necessary disciplinary action as deemed fit per the policies. b.5 For all levels, however , such procedures need to be carried out by the Head of the Projects up to the written directive level. Beyond which, the employees details will be sent to the local office HR department or to the Nodal Office for further action. HRP .4 REFUSAL TO CARRY OUT WORK: a. Any employee refusing to perform tasks as scheduled and / or instructed by The supervisor or the head of the projects, will attract disciplinary action as deemed fit and as per the policies of the company. Human Resources Policy Restricted

b. However these tasks should be pertaining to our contractual obligations and official in nature. HRP .5 OVERTIME AND COMPENSATORY OFFS : a. b. c. All operative levels are entitled for overtime payment while performing duty. No overtime payment is applicable to supervisory and above levels. All overtime performance will be authorized or instructed by the Head of the projects in writing using the relevant format and any unauthorized extra hours work will not be entertained or accepted for compensatory claims. Extra duties up-to 4 hrs will be treated as half day duty and between 4 -8 hrs will be full day duty and will be compensated accordingly . All overtime performed intimation will be sent by the project to the nodal office at the end of every month along with the salary payment details and No amendments will be accepted after that. Compensatory offs are facilities offered to supervisory and above levels in the Following cases of extra working hours : f.1 Up to 4 hrs continuous duty after completing allotted shift , attracting half a day compensatory off. f.2 Up to 8 hrs continuous duty after completing allotted shift , attracting one day compensatory off. f.3 Working on a declared holiday . g. It is mandatory for every level of employee to complete their allotted schedule For the day, and no overtime or compensatory claims will be made if they

d. e.

f.

have to stay back on duty to complete these pending works , unless it is a justified and deserving case , as decided by the Head of the Projects , supported by the supervisor concerned . h. For Supervisory levels and above, working on a declared holiday will make Them eligible for either one days pay compensation known as holiday wage or they can avail a compensatory off. Any of the above choice will have to be made by the employee and requested for in writing to the Head of the Projects , in the prescribed format and in advance. This information will have to sent to the Nodal office along with salary details at the end of every month.

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C I SECTION E
HRP .1 a. RETIREMENT: Every employee shall retire on attaining the age of fifty five years. a.1 In the absence of a birth certificate , the date of birth as shown in the Identity Card of the employee concerned shall be deemed to be the age For the purpose on determining the retiring age . However, where only the year of birth is stated then it will be assumed that the employees date of. birth shall be 31st December of that year as shown in the Identity Card a.2 The company may in special circumstances and at its sole discretion offer a further period of employment beyond the age of fifty five (55) years. Any such re employment shall be on one-year basis and subject to the employee being certified medically fit by the Companys doctor. Such employee shall enjoy all the benefits normally accorded to permanent employees. HRP .2 a. GRIEVANCE HANDLING : Recognizing the value and the importance of full discussion in clearing up misunderstandings and preserving harmonious relations, every possible effort shall be parties to dispose off any inquiries or complaints or questions from an employee at the lowest possible level. A grievance shall be defined as a complaint by the employee concerned which is subsection of his immediate superior and which is subsequently not settled to the satisfaction of the employee. It is agreed that an employee shall have on grievance

b.

until has given to his immediate superior an opportunity of adjusting the said grievance.

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C -I SECTION F
HRP .1 a. DISCIPLINE: The company may take disciplinary action against any employee in the event of misconduct, inefficiency or in discipline and any such action shall be confirmed in writing. The company may after due enquiry:b.1 Dismiss an employee without notice on the grounds of misconduct inconsistent with the fulfillment of the expressed of implied conditions of service . b.2 Down grade the employee b.3 Impose any other lesser punishment as it deems just and fit . c. Some examples of misconduct may include any or all of the samples listed below And the list as indicated are not meant to be exhaustive:c.1 c.2 c.3 c.4 Theft or destruction of company belongings. Being intoxicated or under the influence or drugs on Company property or involving in any form of drug related activities. Fighting within Company premises. Insubordination or disobedience of any lawful and reasonable order of his

b.

superior c.5 c.6 c.7 c.8 c.9 c.10 c.11 c.12

Sleeping on duty. Falsification of any Company records. Absence without leave or prior approval by the Company. Deliberate violation of safety rules. Taking or giving bribes or any illegal gratification. Committing an immoral act within Company premises. Failure of refusal to submit to a search when requested to do so by any Company authorized employee or security guard. Leaving the company premises during working hours without the permission of the superiors . Restricted

Human Resources Policy

c.13 c.14 c.15

Gambling or soliciting for funds on Company property without written approval of management. Participation in a illegal strike , abetting , inciting , instigating or acting in furtherance thereof. Willful slowing down in performance of work , malingering or abatement or instigating any others to do so or interference with the work of other employees. Engaging in any business or trade within the premises of the Company (e.g. Selling home utensils , insurance etc). Holding unauthorized meetings in the Company premises Disclosing to unauthorized persons any commercial or trade secrets, manufacturing processes or information of a confidential nature concerning the affairs of the company without the prior permission of the Company. Attempting or making false , improper or excessive claims to the company. Forging , tampering or defacing medical certificates or other official documents to defraud the company. Smoking in prohibited areas. Intimidating or insulting any employee. Punching another employees time card

c.16 c.17 c.18

c.19 c.20 c.21 c.22 c.23

c.24 c.25 c.26

Gross negligence or gross inefficiency or work Absence without prior approval Inciting or aiding another employee to commit any of the above offences. ----------------------------