HRPolicy[2]

8/4/2019 HRPolicy[2]

1/43

POLICY MANUAL OF SONAL GARMENTS, UNIT-II

HEAD OFFICE

PreparedBy

G.S.RamachandramurthyCompliance Officer

SONAL GARMENTS, unit-II1


2/43

No. Contents Page No.

1. Recruitment Policy 32. Induction Policy 43. Employees Terms And Conditions Policy 64. Security Policy 95. Employees Compensation And Benefit

Policy

13

6. Leave Policy 157. Growth And Development Policy 168. Training Policy 199. Welfare Policy 2110. Communication Policy 2311. Environment Policy 2512. Health And Safety Policy 26

13. Anti Harassment and Grievance Policy 2815. Misconduct And Reprehension Policy 3116. Separation Policy 31

Ref Code:2.0 RECRUITMENT AND PROMOTION

POLICYApproved by:

1.

1.1.

Objective

To identify and persons with the optimum skills andaptitude required for Service.



3/43

1.2 Operating Authorities

HRFront line ExecutivesProduction ManagerAccounts ManagerProduction Department Coordinator

1. Delivery Dept Coordinator

1.3

1.4

1.5

1.6

1.7

1.8

Operating Procedure

Given below are the procedures that will have to befollowed while recruiting and all queries at variancewith this policy are to be addressed to the HRdepartment.

The supervisor to fill in the Manpower RequisitionForm (MRF)) and gets it authorised by the ProductionManager/General Manager and forward it to therespective HR.

On receipt of the MRF the HR is to check if the jobdescription and specification match with any of thecurrent Temporary Employee, Retrenched employeeorEx-employee.

If suitable candidate(s) is unavailable within theexisting business, then the vacancy is to be filled byadvertising, employees referrals, and walk ininterviews, or placement consultants.

All potential candidates should be over and above theage of 18 years.

The short listed candidates will be given an analytical

test, a dexterity test, colour blindness test and atechnical training meant for experienced technicalpersonnel, and on successful completion they will becalled for a personal interview and on clearing theinterview, the candidate will be called for a salaryfixation and after that the candidate is selected.

Ref Code:2.0 RECRUITMENT AND PROMOTION

POLICYApproved by:



4/43

1.9

On selection, an appointment letter is to be issued tothe candidate(s).

If in the case of a House keeping personnel,

recruitment will be done through licensed contractors.In the event of appointment of a House keepingpersonnel no letter of appointment is to be provided.

Ref Code:



5/43

2.0 INDUCTION POLICY Approved by:

2.1Objective

To orient and align the inductee to the process andprocedures in the organisation.


HRExecutive

Welfare Officer

2.3 Operating Procedure

Given below are the processes and the procedures that willbe followed while inducting a new joinee and all queries atvariance with this policy are to be addressed to the HRManager, and his / her decision is final.

The new joinee(s) will be taken in as a trainee /probationers and will be provided with a joining kit.

This will contain the following:

1. Uniforms (as per requirements)2. Aprons (as per requirements)

2.4 In the case of an experienced operator, on successfulcompletion of his / hertechnical test he / she are to be taken on probation.

For fresher, the induction will include the following:

1. Completion of joining formalities2. Orientation of the Corporate Office premise3. Overview and orientation of operatingprocesses4. Orientation in the specific areas of work5. Information about the garment industry6. Hands on Training for a period of 45 days forfresher.



6/43

2.15.

2.16.

On successful completion of the probation period theprobationer is employed on a permanent basis andgiven an employee number, time card and apermanent employees identification card.

No employee during probation or after confirmation;in form or service be engaged in any business /service outside that of the business.

3.0 Objective

To provide clear and transparent terms andconditions of employment which are in tandem withall legal requirements.


1. HR2. Sales manager3. Executives

3.2.

3.3

3.4

Operating Procedures

Given below are the terms and conditions ofemployment provided for employees. All queries atvariance with this policy are to be addressed to theHR Manager, and his / her decision is final.

Classification Of Employees

All employees in the business will be classified underthe following heads.

Permanent Employee

Is one who is employed at a permanent post andincludes any person who has satisfactorily completedthe prescribed period of probation in the same orhigher or equivalent category in the factory, and has

been confirmed in writing.

Probationer



7/43

Is one who is provisionally employed to fill apermanent vacancy and who has not completed theperiod of probation of 06 (Six) months or suchextended period.

Ref Code:2.0 INDUCTION POLICY Approved by:

3.6

3.7

3.8

3.10

3.11

3.12

Trainee

Is one who is engaged essentially in acquiring theskill sets required for the job assigned to him / her,provided that the period of such learning shall notexceed two (2) months. He / she shall have no rightto employment in the Office after the completion ofthe training period.

Temporary Employee

Is one who is engaged for work which is temporary innature, or likely to be finished within a limited period.

Casual Employee

Is one who is employed on a daily basis or piece ratebasis for work, which is essentially occasional orcasual in nature on a day-to-day basis.A permanent workman, who is employed as a traineein a higher post may at any time during the period of

training, be reverted to his original post, providedthat during the period of training a permanentworkman shall not be deprived of the benefitsaccrued to him in his permanent post.

Proof of Age

Every workman at the time of his employment isrequired to declare his age in the application blank(Annexure II). All those already in employment shalldeclare their age, if they have not so declared at the

time of their employment.



8/43

3.13

Employee for this purpose shall provide any of thefollowing documents for proof of age:

1. Birth certificate2. 10th standard marks card or transfercertificate3. Age Certificate from a dentist / medicalofficer approved by the company.

Certificate issued by the registrar of births or anyother local authority.

Antecedents Verification

3.14

3.15

3.16

3.17

3.18

3.19

Proof of address

All employees shall provide proof of permanent andtemporary address before joining and all writtencorrespondence wherein there is need to beaddressed to the employees residence shall be sentto the last address provided by the employee.

When an employee is shifting or relocating hisresidence, he shall provide the new address in writingone (1) week prior to his shifting or relocating.

Employee(s) for this purpose shall provide any of thefollowing documents for proof of address:

1. Driving license2. Ration card3. Voters ID card4. Certificate issued by the registrar orany other local authority.5. Copy of the House Lease Agreement6. Duty Joining Form

Hours Of Work

The Office works six days a week on an 10 hours/12hours for sales, which excludes two tea breaks one inthe morning and one in the evening for 30 minuteseach and a lunch for thirty minutes.

The weekly off will be on Sundays/ for salespersonnel it is a working day and weekly off will begiven on any other week day.



9/43

3.20 Office Timing

Currently the Office operates from 10 am to 6.30pm.There may be more change in working hours.

3.21 Attendance

Every employee shall PUNCH IN and PUNCHOUT his attendance through the time office at thetime of entering and leaving the companypremises, at office start, close and during restintervals as and when such facilities are madeavailable.

Every employee shall be present at the place of hiswork in his or her respective departments at thestart of the shift time.

A period of fifteen (15) minutes late coming aftershift start is provided for employees who are unableto come in time due to unavoidable circumstances.

In any case the employee shall not come late morethan (2) two such occasions in a month; and if inany case an employee(s) comes late more than

twice (2), appropriate deductions from the wagesshall be made.

Employees coming late more than 15 minutes fromscheduled office timing shall be liable fordisciplinary action.Deductions from the wages shall be in proportionwith the time of late coming.

Any employee who after punching his card is foundabsent from his place of work at any time duringthe working hours without permission shall be liablefor disciplinary action for loitering and wages shallbe deducted for the period she / he was not foundin the place of work.



10/43

Ref Code:2.0 POLICYON PROHIBITING CHILD LABOUR Approved by:

Applicable Laws: Factories Act of 1948 (Section 67) / Child Labour

(Prohibition & Regulation) Act 1986

Objective

The foundation ofBangalore Shirt Co. Pvt. Ltd .,"No ChildLabour, Policy" is based on the Company's commitment to

find practical, meaningful and culturally appropriate responsesto support the elimination of Child Labour Practices. It thus,supports the need for appropriate initiatives to progressivelyeliminate the child labour abuses.


HR ManagerExecutive

Security supervisorSecurity guards



11/43

5.3

5.4

Operating ProceduresGiven below are the procedures to be followed by allemployees to ensure security. And all queries atvariance with this policy are to be addressed to theHR Manager. And his / her decision is final.

Use of Identity (ID) Cards

All employees are provided with an identity card (ID)which, contain employee particulars. This ID card isgiven for:

1. Identification of the employee2. Entry and exit from the office3. Attendance recording4. Emergency contact

5. For enjoying facilities, concession andbenefits available to him / her as anemployee of the company.

The employee shall carry his ID card on him / her selfvisibly, at all times when inside the Company andpresent it while entering or leaving the company oron demand by the security guard, supervisor or theHR department.

The ID cards shall be the property of the companyand should be surrendered to the HR department oncessation of employment.



12/43



13/43

SONAL GARMENTS, unit-II

5.5

5.6

5.7

5.8

5.8

5.9

5.10

5.11

In no case should the employee produce or surrender hisID card to anybody or authority outside the company. Ifany employee is found doing so he / she would be liablefor disciplinary action.

Loss or damage of the ID card should be notified to theHR department immediately and a requisition for aduplicate card will have to be applied for in the DuplicateID Card Issue Form.

If the employee loses or damages his / her ID card forthe first time the ID card will be replaced by themanagement free of charge. On loss or damage of an IDcard for the second time a fee of Rs. 25/- will becharged, and for the third time onwards a fee of Rs. 50/-will be charged for replacement of the ID cards.

No employee shall be in possession of another

employees ID card within the office premises.

Manner of Entry and Exit

Given below are the procedures for entry and exit fromthe office premises.

Movement of Employees

Entrance and exit from the premises shall be throughprescribed entrance only and every employee shall show

his / her ID card to the security on duty while passingthrough such entrance.The entrance (if required) may be closed during workinghours at the discretion of the management andemployees must not leave the premises during theworking hours without prior written permission from theappropriate authority.

An employee who is not on duty shall not remain on thepremises without permission from the manager or his /

her authorised official.

Visitors entering into the office must be first verified viatheIntercom to check if the person they wish to meet isavailable and where they are, then the visitor has toregister at the security office and obtain a visitors pass.

13


14/43

SONAL GARMENTS, unit-II

5.12

5.13

5.14

5.15

5.16

5.17

5.19

Visitors entering into the office must be first verified viathe intercom to check if the person they wish to meet isavailable and where they are, then the visitor has toregister at the security office and obtain a visitors pass.

While leaving, the Visitor should sign in the visitorsregister again at the security office mentioning his timeof exit and return the visitors pass duly signed by theperson visited before leaving the company premises.

Visitors are liable to be checked by security personnelwhile entering and leaving the company premises.

The visitors are not to be allowed on the shop floorwithout the permission of the HR Manager / concernedManager.

Movement Of Materials

Material being brought into the Company premisesshould be disclosed at the security and a securityentrance pass to be obtained before carrying it into the

Company premises.

Suspicious materials that come into the office will bestopped at the main entrance and thoroughlyinvestigated before being sent into the company.

An entrance pass signed by the appropriate authorityshould accompany material being taken out of the office. The same is to be produced before the security onleaving the office premises.

Employees found taking out any material(s) belonging tothe Company without a valid gate / security pass areliable for disciplinary action.

Movement of Vehicles

All personnel bringing their own vehicles should put thesecurity clearance stickers in a prominent place on thevehicles that is visible to the security staff.

14


15/43

5.20

6.0

6.1

6.2

6.3

6.4

All non-personnel vehicles that come into the officepremises will be asked to park outside the companypremises.

All vehicles are liable to be checked by securitypersonnel while entering and leaving the companypremises.

Search of Employee(s)

As deemed necessary; all employees entering orleaving the factory at any time are liable to besearched whilst within the premises by a personauthorised to do so by the manager.

To ensure that they are not in unauthorisedpossession of property belonging to the company orof other employees or of any articles prejudicial to

the security of the office or to other employees.

In case of a female employee the search shall becarried out by another female person authorised bythe management.

To Ensure Secrecy

No employee shall take any paper, book,photographs, instruments, apparatus, documents orany other property of the company or of the premises

nor shall be in any way pass, or cause to be passedor disclose or cause to be disclosed any informationor matter concerning the operations of the companyto any unauthorised person, company or corporationwithout the written permission of the concernedManager.

If any employee is found doing so he / she would beliable for disciplinary action or may be suspended /terminated from service.



16/43


7.1. Objective

To provide the employees with the appropriatecompensation and benefit package.


HR Manager1. Business Development Manager

Executive

8.1

8.2.

8.3.

8.4

Provident Fund

All employees will be covered as per the EmployeesProvident Funds and Miscellaneous Provision Act of1952. 12% of the earned basic will be deducted andan equal amount will be contributed by company andremitted to each employees account.

Employee State Insurance

All employees will be covered under the EmployeesState Insurance Act of 1948. There will be adeduction of 1.75% from the employees gross salaryincluding all allowances and 4.75% will becontributed by company ( for ESI purpose themaximum ceiling of Rs. 15,000/-)

Bonus

Bonus is paid as per the Payment of Bonus Act of1965.

Attendance Incentive



17/43

8.5

Employees who have worked on all days without anyleaves being availed in any month will be eligible foran attendance incentive of Rs. 250/- pm and anemployee who has availed only one days in anymonth leave will be eligible for an attendanceincentive of Rs. 100/- pm.

Special Incentive

Special incentives will be given foremployees who have worked in the ShowRoom for five year or more without abreak. These Long Service Awards will berewarded in the form of gift vouchers.



18/43


9.1 Objective

To communicate to the employees the types of leaveavailable for them


HR ManagerExecutive

9.3.

9.4


Given below are the procedures and classification ofleave provided for employees. And all queries atvariance with this policy are to be addressed to theHR Manager. And his / her decision is final.

All leave calculation is calculated on a calendar yearbasis.

Earned leave

Earned leave entitlement is for 15 days per year andEL is credited to the employee on 1st January of everyyear. Provided that they have worked for a minimumof not less than 240 days falling during the previousyear.

For new joinees it will be 1 days EL for every twentydays worked.

For the purpose of calculating earned leave weeklyholidays and annual festival holidays and



19/43

government holidays are not included, if they comein the period of earned leave.An employee cannot take earned leave more thanthree times in a year.

Employees will have to apply 5 days in advance inthe Leave Application Form to have their earnedleave granted.

10.1

10.2

10.3

10.4

The earned leave can be accumulated to a maximumof 30 days and accumulation beyond 30 days willlapse.

Unavailed EL can be encashed at the beginning ofevery calendar year.

Casual Leave

Employees are given 7 days casual leave (PrivilegedLeave), to attend to their personal and urgentrequirements. These leaves cannot be clubbed withearned leave or other leaves, without the permissionof the HR Manager and sick leave for 7 days.

Employees will have to apply in advance in the LeaveApplication to have their casual leave granted.

Annual HolidaysEmployees will be given 10 days leave for festivals.The list of such holiday will be put up on the noticeboard, and will be communicated to the employees.



20/43

Ref Code:


11.1 Objective

To evaluate and improve the employeesknowledge, skills and attitude and to facilitate theiroverall individual development


HR ManagerExecutive

11.3

11.4

Operating ProceduresGiven below are the procedures for growth anddevelopment. And all queries in difference with thispolicy is to be addressed to the HR Manager.

Performance Appraisal

At the end of every fiscal year the employee and thesupervisors will be evaluated on their performance These results will be reviewed by the seniormanagement and will provide a base for planning thegrowth and development of the employees.

Training And Development

Based on the appraisal results the employees will begiven formal or informal training to improve their



21/43

11.5

.

abilities and skills.

Employees who have shown exceptionalperformances will be given multi-skilling training.

Employees who are identified as potentialsupervisors will be given soft skills training andbehavioural mentoring.



22/43


12.1

12.2

All employees who undergo training will be evaluatedafter their training to check their effectiveness andthe training effectiveness.

An interview to review the trainee and trainingresults will be conducted.

Transfer/Rotation basis: -

In the interest of the Company policy, any employeeshall be liable to be transferred/rotation basis at the

discretion of the management from one job toanother or from one department / section to anotheror from one branch or office of the company toanother.

The employee will be governed by the terms andconditions of service applicable to his cadre or gradeat the department, section, unit or office or ShowRoom to which he is transferred.

Note:

The employee(s) is at liberty to meet and discusswith the management or appropriate authorities theirthoughts and queries on matters pertaining to theircareer growth and development in the Company; at amutually convenient time before or after the officetime within the Company premises.



23/43


13.1 Objective

To enhance individual employees skills andcapabilities and ensure optimum potential.


HR ManagerSupervisor

13.3

13.4

13.5


Given below are the procedures for training for allemployees. And all queries in difference with thispolicy is to be addressed to the HR Manager. Andhis / her decision is final.

On identification of the training needs by the HR,employees will be put through the following trainingas required.

Technical Training

The employees who are below average inperformance will be put through the skill

enhancement programme in-house to enable theemployees to hone their skills sets and set higherstandards in performances.

Employees who have attained optimum skills in aparticular section and have shown the potential formulti-skilling will be put through the Training centreto upgrade their existing skills and to acquire newskill sets necessary for multi-skilling.

(Multi skilling here refers to Customer Care, Productdeliveries and Product Sales).

Behavioural Training



24/43

On identification of the Employees behavioural needsthey will be given appropriate training. This trainingmay be in-house by the HR personnel or throughoutsourced professional faculty, as the need arises.



25/43


14.1

14.2

Given below is a concise list of in-house training thatwill be provided for employees:

1. Team building2. Awareness Labs3. Learning styles4. Psychological Coping5. Mentoring6. Leadership7. Time management8. Self esteem and self worth

9. Etiquettes10. Need based behavioural training11. Fire safety12. First Aid13. Emergency preparedness14. Environmental awareness

Technical Training Division

New joinees will be put through this form of training,which will be in-house. This training is conducted toalign the fresher to the factorys required skill setsand performance standards. Which are as follows:

Week Ia) Screening testb) Understanding the products

Week IIa) Basic product awareness

Week IIIa) Simulation training exercise

Week IVa) Skill enhancement

Week V & VIa) Productivity enhancementb) Production evaluation



26/43


14.3

14.4

All employees who undergo training will be evaluatedbefore and after their training to check theemployees and the training modules effectiveness. These details will be recorded in their respectivepersonnel dossiers.

The employees are evaluated to ascertain theirproductivity and their skill potential so that they canbe graded based on their performance. If after thetraining period the employee has not yet met theminimum requirement to be on the production line

but has potential to do so, then such employees willbe given a further training for a 15 days period. Onceafter the training the employee will be put on theproduction line after meeting the minimumrequirements.



27/43


15.1 Objective

To ensure the employees well being, over and abovethe statutory mandates.


HR Manager

15.3

15.4

15.5

Dining HallThere is dining hall provided for employees to havetheir food. The dining hall can be utilised forbreakfast, lunch, snacks, Tea and coffee for allemployees during the break time.

Lunch break will be for a period of 30 minutes andthe two tea breaks will be 10 minutes each.

Counselling

The employees can contact the HR to seekcounselling and advice and if the issue requires

the help of a professional then a counsellor willbe called to provide assistance or will bereferred to the employee. Counselling will takeplace before or after office timings inside the officepremises.



28/43

15.6

15.7

Advances

Salary advances are provided for the purpose ofexigencies that the employee faces. These advancesare provided for permanent employees who haveworked for 3 years or more.

The salary, in part or in full, for the month will only begiven as advance. The employees will have to applyin the Loans and Advances Forms 15 days inadvance. These advances are interest free.

Repayment of such loans will be in 6 equalinstalments and will be deducted from the salary.

An employee can avail this only twice in a year. Andemployees, who have already taken loans, will not be

eligible.

Loans

The Company provides loans for general purposesuch as:

1. Marriage of self 2. Accidents3. And Emergencies such asaccidents, hospitalisation and death in

the family (Self, spouse, children andparents)

These loans are provided to permanent employeeswho have completed 5 years of service. Theemployees will have to apply in the Loans andAdvances Forms 15 days in advances. These loansare interest free.

The loan amount is fixed at Rs. 5,000

Repayment of such loans will be in 10 equalinstalments and will be deducted from the wage.

Employees who have taken advance from the factorywill have to repay the advance to be eligible for aloan.



29/43


16.1 Objective

To develop conscientious intra-personal relationshipsall through the company, both vertical andhorizontal; thereby having an unhindered channel ofinformation flow.


HR Manager

1. Business Manager2. Supervisor

16.2

16.3

16.4

Operating Procedure

Given below are the procedures to be followed by allemployees for communication. And all queries atvariance with this policy are to be addressed to theHR Manager. And his / her decision is final.

Notice Boards

All communication from the management to theemployees will be put up on the notice board as earlyas possible by the management.

Suggestion Box

All suggestions and queries relating to infrastructure,facilities, amenities and basic management of theoffice may be dropped into the suggestion box filledup in the Suggestion / Queries Form



30/43


16.5

16.6

16.7

16.8

16.9

16.10

All suggestions and queries may not be responded tobut will definitely be taken into consideration by themanagement.

And any communication in this regard would be putup on the notice board.

The keys for the suggestion box will be with the HRManager and the suggestion box will be opened /sealed in the presence of the concerned Manager.

The suggestion box will be opened once every weekon Fridays.

The Management on every Monday will meet todiscuss and review Sales progress, Tuesday review ofCustomer Care Meeting and Wednesday review ofDelivery Dept. Meeting

Note:

The employee(s) is at liberty to meet and discusswith the Office Manager or appropriate authoritiestheir thoughts and queries on matters pertaining tothe factory at a mutually convenient time before orafter the office time and with the HR personnelduring the break, within the office premises.



31/43


17.1 Objective

To ensure all legal and mandatory requirements aremet with regard to maintaining the environmentwithin and the surrounding area of the office andreduce / eliminate the degradation of theenvironment.


HR ManagerSupervisorMaintenance executive

17.3

17.4

17.5

17.6

Operating Procedure

Given below are the procedures to be followed by allemployees to maintain the environment at anoptimum level. And all queries at variance with thispolicy are to be addressed to the HR Manager. Andhis / her decision is final.

Business Environment

The environment within the office is maintained asper the shops and Establishments Act

Water And Energy Conservation

Twice a year the employees will have be given talksor seminars conducted for environment awarenessand conservation.

Waste Disposal

Being in the Marketing/Business Organisation thescarp is disposed as follows:

1. Equipment scrap



32/43

2. Card board, wooden items &cartons and paper3. Plastic bags and plastic wrappers

Ref Code:


17.7

17.8

17.9

17.10

17.11

The unusable products are sold as scrap to the scrapdealer.

Cardboard cartons and papers, plastic bags andwrappers are disposed off to the Head Office at

K.R.Road to do the needful.

The Air within the office is monitored and maintainedat the optimal level for working by using devices likeexhaust fan to remove the bad odour (If any).In the dining hall is provided with the dust bins one isfor disposal of waste such as food and food productsand paper, plastic, etc. these are placed for disposingall unconsumed food, food products and otherwastes.

These bins are cleared twice every day.



33/43


18.1 Objective

To provide the utmost care and safety for allemployees to ensure their well being.


1. HR Manager2. Supervisor

18.3

18.4

Operating ProcedureGiven below are the procedures to be followed byemployees for maintaining safety and health. And allqueries at variance with this policy are to beaddressed to the HR Manager. And his / her decisionis final.

Health Requirement

All employees are to undergo medical check-up bythe factory medical officer prior to joining and after joining medical check-up by the factory medicalofficer will be conducted annually.

A balanced menu chart is posted in the canteen whichis put up to create awareness among the employeesof the calories required for work and the caloriescontained in the various types of food.

The water provided for the employees for drinking are

checked every month for contamination, purity andminerals contents.



34/43

There is a first aid room, within the office premises.18.5

18.6

Safety Requirements

All employees are provided with personal protectiveequipment (PPE) based on their job specifications.

Given below is a concise list.

1. Rubber mats2. Safety ladder

Fire safety

All employees while joining are oriented on the firesafety and emergency evacuation procedure that areto be followed and provided with copies of the same.

Accident

If the injury is minor it would be the decision of the HR alongwith the executive to either ask the victim to continue his dutyor give him rest after first aid has been administered.


19.1 ObjectiveTo create awareness and to protect all employeesfrom physical and mental abuse or harassment,thereby protecting human rights.

19.2. Operating Authorities

HR Manager1. Executive

19.3 Operating Procedure

Given below are the definitions and procedures of

anti harassment or abuse. And all queries at variancewith this policy are to be addressed to the HR



35/43

Manager. And his / her decision is final.

Given below are the circumstance defined asharassment if a male employee insults the modestyof a woman employee by:

1. Way of uttering any foul language2. Making any signs or gestures of perversion3. Exhibiting any object of sexualapplication4. Making physical contact ininappropriate places5. Intruding upon the privacy of thewoman employee6. Threatening a woman employeefor not surrendering to him for his privatepleasure

7. Requesting a woman employeefor sexual intercourse8. Making promises to a womanemployee for personal pleasure9. Making conversation related tosex10. Exhibition of pornography in anyform

Any woman employee who has faced such situationsor has apprehensions that she will be exposed to

such situations in the company premises mayimmediately report it with one or more witness to theHR Manager.



36/43


19.4

19.5

And after enquiry, appropriate disciplinary action willbe taken.

In the event of a false accusation the womanemployee claming to be a victim and the witness (es)will be liable for disciplinary action.

Given below are the circumstances defined asphysical abuse of a male employee by another maleemployee:

1. Being physically overpowered by oneor more employees or outsiders withinthe company premises2. Physically Beat another employee byhand, leg or with any objects3. Physically molested4. Request or force any sexual favours5. Force any form of consumption

Any male employee who has faced such situations orhas apprehensions that he will be exposed to suchsituations in the company premise may immediatelyreport it with one or more witness to the HR Manager.

And after enquiry appropriate disciplinary action willbe taken.

In the event of a false accusation the male employeeclaming to be a victim and the witness(es) will beliable for disciplinary action.

Anti Discrimination

There will be absolutely no discrimination betweenemployees based on sex, caste, creed, religion orrace, and employment, promotions, transfers or otherincrements or growth of the employees will be solelybased on individual abilities and capabilities.

Any employee who has faced or has apprehensionsthat he / she will be exposed to such discrimination inthe company premise may immediately report it to

the HR Manager.



37/43



38/43


19.6

And after enquiry appropriate action will be taken.

In the event of a false accusation the employeeclaming to be a victim of discrimination will be liablefor disciplinary action.

Grievance Handling

Employee grievances could stem out as a result of apersonal reasons or reasons which are attributable toemployment conditions.

Grievance arising due to personal reasons

Grievances arising out of inter personal conflicts atthe work place; the affected employee couldapproach HR and represent his grievance. HR wouldinvestigate the matter and necessary action would beinitiated.

In case of a personal grievance, due to circumstancesoutside the company, the employee could approachthe HR directly and request for assistance, advice orcounselling.

Grievance arising due to employment conditions

The employee will have to give a written complaint tothe immediate supervisor, who will providecounselling / assistance to the employee(s) to solvethe grievance. In the event that the supervisor doesnot resolve the grievance then, the written complaint

will be forwarded and referred to the concernedManager who in consultation with the HR will resolvethe issue.

In the event of a false accusation the employeeclaming to be a victim will be liable for disciplinaryaction.

All such grievances will be documented by the HR.



39/43

Ref Code:


19.1.

19.2

19.3

19.4

The immediate supervisor against repeatedoccurrences will warn an employee involved in anykind of misconduct verbally. In spite of the sternwarning, if the employee repeats the misconduct thematter will be brought to the notice of the HR.

HR in turn will investigate the matter and issuewritten warnings with regard to the misconduct.Based on the magnitude of the misconduct and theprevious records of the employee the HR would at itsdiscretion give the employee a chance to apologise inwriting to the management for his / her misconduct.

In case of a chronic misconduct or the refusal of theemployee to furnish an apology letter, a show causenotice is to be issued to the employee in consultationwith the HR manager.Depending upon the gravity of the misconductdisciplinary proceedings would be initiated againstthe employee.



40/43

Ref Code:


20.1 Objective

To provide unbiased and equitable treatment to allemployees who are leaving and providing them withnecessary requirement for a smooth separation


HR ManagerExecutive



41/43

SEPARATION POLICY



42/43

7.5

17.6

Voluntarily Leaving Of Service

Any permanent employee desirous of leaving theservice shall provide one months notice or onemonths wages in lieu of notice to HR Manager inwriting.

The HR is to conduct an exit interview with theseparating employee to ascertain feedback on thefactorys operations and its management.

Probationary, temporary workmen and trainees,other than those transferred as probationaryemployees from permanent post in the company mayleave without notice or be discharged from servicewithout notice and without assigning any cause orreason.

Unless specifically authorised by the HR Manager inwriting, balance of leave of any form cannot beadjusted against the notice period.

All payments due to the employee or themanagement will be settled in full before thedischarge.

Cessation Of Service

In the case of a permanent employee one months

wage in due off or one months notice period may beissued.

Reasonable cause shall include conviction by acriminal court for any offence involving moralturpitude.

The reason for terminating the employee shall becommunicated in writing at the time of discharge.

Unless specifically authorised by the HR Manager inwriting, balance of leave of any form cannot beadjusted against the notice period.

Any employee shall be superannuated from theservice of the factory on completion of the age of fiftyeight (58) years in estimated accordance with theEnglish Calendar.

All payments will be settled in full before the noticeperiod expires.



43/43

Documents

HRPolicy[2]