The benefits of working for TI UK Design include: A continuously challenging career at the sharp end of IC design with ongoing

th ongoing training tailored to individual needs. A well established technical ladder - no 'glass ceilings' for progression for those wanting to pursue a technical career Highly competitive base salary Opportunities for world travel Healthcare and Life Insurance Pension Plan Profit sharing scheme Stock Purchase Plan Flexible renumeration scheme allowing individuals to customise their personal benefits package to meet their own needs Flexi-time Our total compensation package aims to be the best in the UK industry and includes stock based benefits at all levels. This and our comprehensive relocation scheme reflect our desire to attract the very best candidates.

Wipro

Since this is largely a man's world still, more males are transferred than women. But it also means if they are married, their wives might follow suit. This has got the HR divisions in companies thinking. The new trends in hiring and retaining staff are particularly visible in core-growth industries like IT, where 30 to 40 per cent of the entry-level workforce is made up of women. This robust percentage dips alarmingly within a few years though. For instance, at Wipro, India's third largest IT firm, women constitute 40 per cent of the entry-level workforce, but drop to 15 per cent in 3-8 years. What explains the sharp drop Family responsibilities are the traditional villain of the piece. But, of late increasingly, a substantial number of women opt out of work to join their perambulatory husbands, often transferred with promotions to Europe and the US. Says Suresh Vaswani, joint-CEO,IT Business, at Wipro, "We have a fairly young and vibrant workforce, where many of them meet their life partners in a Wipro campus. We

also have a matrimonial site within our intranet. We have close to 2,000 couples in Wipro right now. And we encourage the trend as we could offer them a kind of package deal." Vaswani is particular that a career at Wipro should not act as a wedge between couples. The kind of work that we do requires a globally mobile workforce. If the employee is likely to be away for an assignment for more than six months, we bear the expenses of sending the family with him. Wipro is extremely sensitive in granting transfers to employees who have their spouses (even if the spouse is not with Wipro) working in other locations. Infosys Technologies HR says it has lots of couples living apart simply because the nature of its business involves frequent travel. But for any medium or long term assignment, the company has a policy to allow the family to travel with the employee. The company provides help in terms of visa and travel. If it is within the country, Infosys HR tries hard to locate couples in the same city. A good number of IT firms are actively trying out spousal hiring particularly popular in American universities as well. At Infosys though, spousal hiring is encouraged so long as one of the partners does not work in a direct supervisory relationship, or in job positions in which a conflict of interest could arise.
Hotel/Guest House Accommodation: first 3 months Rent Allowance Property Evacuation Allowance School Children Relocation Allowance Spouse Job Guaranty/Allowance Transport/Commuting Allowance Safety/Health Insurance Policy These sub-heads would vary from industry to industry as well as country to country but the basic ingredient is what is highlighted above as a guide.

The following points needs to be considered by the Company in the case of relocation of an employee -

a) Travel reimbursements - by flight/train for employee and his family from present to new location. b) Reimbursements at actuals of packing, transporting and unpacking charges of household articles. Normally the employee hires a professional packing and moving Company - preapproval of transportation costs and release of payment directly by the Company to the transporter is a common practice. c) Insurance coverage premium reimbusement with some upper limit on the household articles being moved. Normally the limit is around Rs.3,000/- to Rs.10,000 depending on the distance transported. d) Settling down allowance for the employee and his family to cover the costs of daily food and other miscellaneous expenses. This period can vary from a period of 15 days to even upto 2 to 3 months. e) Actual reimbursement of hotel room bills with some upper limits based on the employee's level. The period can again vary depending on the Company's policies.

RELOCATION POLICY Purpose: This policy provides for relocation assistance to an existing employee on transfer and a new hire on joining the company, with boarding and lodging support for a defined period of time. Eligibility: All full time employees in the level of professionals & above are eligible, subject to entitlements. [Eligibility depends on company policy. Only for illustration, it has been mentioned that it is for career levels of professionals and above] Policy: 1. An overview of the relocation benefits are given in the table below. [The career levels and monetary & other entitlements shown in the table and the provisions which follow are only for illustrative purposes. They depend on company policy which it has been observed, differs across domains as well as companies] VP

AVP/Sr Associates
Yes Yes Yes Yes

Associates
Yes Yes

Professionals
No Yes

Scouting trip Actual travel Expense allowance to

INR 600 per day (single person)

INR 450 per day (single person)

cover meals, laundry, etc. (if accommodation provided) Expense allowance to cover lodging, meals, laundry, etc. (if accommodation not provided) Personal goods shipment

INR 1300 per day (for family*)

INR 1050 per day (for family*)

INR 1300 per day (single person) INR 2800 per day (for family*)

INR 1050 per day (single person) INR 2200 per day (for family*)

Actuals, subject to a max of INR 100,000. Plus transit cost of two personal cars.

Actuals, subject to a max of INR 70,000. Plus transit cost of a personal cars.

Actuals, subject to a max of INR 50,000. Plus transit cost of a personal cars.

Actuals, subject to a max of INR 35,000.

*Family is defined as self, spouse and two dependent children 2. The above expense allowance is all inclusive and no other reimbursements, on any other account, is provided. 3. If the company pays the hotel for expenses besides cost of accommodation, such as meals, laundry etc., the employee is not eligible for expense allowance. 4. Other policy provisions are: a. Scouting Trip Scouting trip is made by self (employee), spouse and 2 children (Nursery to 10 +2) in search of a suitable residence and school for children on transfer to another company location or prior to joining the company. Entitlement for scouting trip starts only from the career level of Associates. Policy: 1. The company reimburses economy class airfare (to and fro) from current place of employment/ residence, to the place of posting. 2. Company also reimburses three days of stay for the family at a company approved hotel inclusive of boarding and lodging (in a standard room). b. Actual Travel Actual travel is travel undertaken by self and family a day prior to joining the company/new location. All full time employees are entitled to actual travel. Policy: 1. The company reimburses economy class airfare (to and fro) from current place of employment/residence, to the place of posting.

2. Claims are also admissible for taxi fare from residence to the airport/ railway station at the current place of employment/residence and from airport to the hotel at the place of posting. c. Hotel Stay Hotel stay is a period of hotel accommodation provided by the company starting from a day prior to joining. All full time employees are entitled to hotel stay. Policy: 1. The company reimburses two weeks of hotel stay inclusive of boarding and lodging for family from a day prior to joining the company for employees who are not eligible for scouting trip and also for employees who are eligible for the scouting trip and have availed the same. For employees who are eligible for scouting trip and have not availed the same, the company reimburses three weeks of hotel stay. 2. Food for the family is covered during the hotel stay. It includes Breakfast, Lunch, Dinner and Tea (twice a day). Expenses incurred on alcohol and expenses such as personal phone calls, etc are however, not reimbursed. 3. No HRA is payable to the employee during the hotel stay. 4. For relocation pertaining to new hires, the hotel stay is subject to tax from the first day of hotel stay. The company however, bears the tax liability for the first 14 days of stay. For stay exceeding the first 14 days, the tax liability is to be borne by the employee. 5. For relocation pertaining to existing employees, the hotel stay is not subject to tax for the first 14 days. If the hotel stay, however, exceeds beyond the first 14 days, then the costs incurred over the entire period, starting from the 1st day of stay, is taxable and is to be borne by the employee. 6. No bills are necessary to support the claim of expense allowance. d. Personal goods shipment: The policy allows reimbursement of all transit expenses on packing, transportation and unpacking of household goods. All full time employees are entitled to the reimbursement of these expenses, subject to entitlement. Policy: 1. Expenses incurred on shipment by the shortest route are permitted and are subject to certain maximum limits as per individual entitlement. Expenses in some companies may also be limited to a truckload/container. Also, transfer of personal car may not apply at all levels. 2. Most companies ask employees to use the services of empanelled agencies for relocation purposes. Perquisite tax rate maybe applicable on transit of goods but most companies absorb the same on behalf of the employee. Procedure: 1. All expenses incurred on relocation (expenses on travel, hotel accommodation, packing, transportation of goods etc) have to be supported with relevant bills, which normally are verified by the Recruiter in case of new hire and approved by the HR Business Partners/Head. 2. Airfare reimbursement is also to be supported, by ticket/e-ticket along with the boarding pass. This reimbursement is not taxed in the hands of employees.

Employee Transfer & New Hire Relocation Policy

Objective:

This Policy will facilitate & support an employee, in case of a Transfer or a New Entrant, to relocate from one location to other & settle down in the new location with their family* with optimum ease.

Eligibility:

New Entrant in M - 3 till Vice President level only ( New Entrant in E -1 till E 5 level is not eligible for such payment) For employees transferred from place of posting to a new location, in E 5 till Vice President level

Benefit Entitlements on Transfer/New entrant

A. Relocation Expenses for: New Entrant Transfer of existing employee i) New Entrant:Suitable Compensation adjusted in existing remuneration package as CCA (City Compensatory Allowance) through additional HRA may be given: - (M - 3 till Vice President) Joinee being posted in a place away from present hometown

 Joinee being posted in a place away from hometown** when the new place of posting has higher living standard viz. Mumbai Joinee being posted away from home station*** to any other city ii) Transfer of existing employee: - (E - 5 till Vice President) From hometown to any other city From home station (occupying own accommodation) From existing place of posting to other city The amount will be decided by the Management on case to case basis. The sanction is to be given by President and/ or JMD.

B. An employee, on being transferred from one location to other or a new entrant, is also eligible to the following benefits:-

Reimbursement of expenses incurred on transporting household articles Security Deposit (for getting accommodation in the transferred location) Reimbursement for Initial Lodging/ Boarding Children school admission

Definition: (*) Family means spouse, dependent children and parents only (**) Home Town means place of domicile and occupying own residence (***) Home Station means place of present/ existing posting

Resettlement leave: (Both for transferred employees/ New Entrant)

In order to facilitate various household activities like installation of electrical fittings, sanitary fittings, kitchen appliance, gas connection etc in the new accommodation, school/college admissions of children etc. in the transferred location, employees, irrespective of their grades, will be entitled up to 5 days of resettlement leave.

Resettlement leaves are provided to facilitate the relocation and therefore, no accruals of such leave is allowed.

Relocation Reimbursement (Both for Transferred Employee and New Entrant)

Employees will be eligible for One Months Basic Salary plus Personal Allowance as assistance for Relocation and shifting of household articles (including vehicles) and for reimbursement of travel expenses incurred for moving his/her family from one location to other. It is advised and preferred to obtain a minimum of 3 best negotiated quotations from Packers & Movers and finalise with the best reasonable one.

The Mode of Travel & the Reimbursement of Travel Expenses will be done as per the Perk Chart, in case of existing employees. The reimbursement is subject to submission of train tickets (photo-copy) / air tickets (original) & other bills/receipts related to Movers & Packers etc. or as per actuals, whichever is lower.

All the bills should be in the name of employee who is getting relocated.

Security Deposit (for transferred employee and new entrant): (Grade M-2 & above)

In order to take care of the Security deposit payable to the landlord to avail an accommodation in transferred location, employees would be provided with an advance, as applicable to the cities by the company.

Cities Mumbai Delhi Kolkata, Bangalore, Chennai, Hyderabad, Ahmedabad Other major cities

Securities 11 month deposit 3-6 month deposit 3-6 month deposit 1-3 month deposit

Amount paid for this purpose would be treated as interest free advance provided by the company to the respective employee. The same would be adjusted, when the concerned employee gets it refunded from the landlord and submits back to the company, while vacating the premises for any reason whatsoever. In case of employee failing to get the security deposit refunded from the landlord & submit back to the company, the advance provided to him/her would stand recoverable from him/her. One time brokerage charges for availing such rented accommodation will be provided by the company equal to One month rental.

Reimbursement of Initial Lodging & Boarding / Incidental expenses

In case a transferred/ new entrant employee cannot move into the new premises immediately on reaching the transferred location, for reasons beyond his/her control, the employee & his/her

family would be eligible to stay in company provided accommodation, wherever available or in Hotel as per grade mentioned in the Travel rules.

The concerned employee can stay for a maximum duration of 15 days if he avails Companys Guest House or 10 days maximum if he stays in a Hotel.

To claim the reimbursement, employees need to submit all the bills / receipts / Invoices / credit card slips, in original, supporting the expenses incurred.

Children Admission to Schools (for transferred employee and new entrant):(Grade M-3 &
above)

To facilitate such admission of the school going children, the transferred employee will be considered for reimbursement of donations paid to the school authority.

This is a one-time reimbursement to the employees and regular school / college tuition fees, cost of new books, stationeries, dresses etc. will not be included in it.

The company would reimburse the same on submission of written request by the employees, subject to the grade-wise maximum eligibility per child (Maximum two children) specified below. Necessary receipt from the School Authority would be essential while requesting for the reimbursement.

Grade M - 3 till M-1

Eligibility per child Rs. 20,000/-

E (AGM) & above

Rs. 30,000/-

Recovery:

In case a person resigns from the services of the company before completion of one year of availing of such expenses (as given below), the total expenses relating to

o o o o

Donation for children admission. Resettlement expenses & re-imbursement. Security Deposit & Brokerage Transport of house goods and travel expenses for self and family

shall be recovered from his dues. Hence, till one year this amount may be kept as an advance.

However, in case an employee is asked to separate before completion of one year, the recovery of the above mentioned expenses shall be at the discretion of the management.