Human Resources Personnel Policy Manual- 01st Oct '10

KINGFISHER AIRLINES LIMITED

HUMAN RESOURCES PERSONNEL POLICY MANUAL

Original

Registered Office

Kingfisher Airlines Ltd. UB Tower, Level 12,UB City

24,Vittal Mallya Road Bangalore – 560 001

Karnataka Tel. No. +91 80 2227 2808

Fax No. +91 80 2227 4890

Human Resources

Kingfisher Airlines Ltd. Kingfisher Airlines House, Western Express Highway,

Vile Parle(W) Mumbai – 400 057

Tel. No. +91 22 2626 2200 Fax No. +91 22 6703 1096/89

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Foreword

Document Revision Number

Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

FOREWORD

Among the many challenges of Management, managing Human Resources is one of the most important tasks because everything depends on how well it is done. Hence, there is a need for clear policies to recognize their contribution, to promote the effective & efficient use of Human Resources and to encourage their career development. This manual seeks to cover in detail the HR policies applicable to the company. Its coverage includes personnel administration, salary, perquisites, allowances, and other miscellaneous issues. This manual will serve as a ready reckoner and will assist in case clarifications are needed on policies pertaining to executives in the company. Contents have been organized under various sections for the convenience of users. There are sections on Provident Fund, Gratuity and Group Personal Accident Insurance, which are governed by enactments, statutes and rules determined by the Government. These sections, as described in this manual, give the provisions in vogue at the time of release of the manual. Users are requested to keep this manual safe in their custody. In case of the user‟s resignation the same is to be handed over to the company. The Head-Human Resources is the approving authority for all sections of the manual. Suggestions for improving this manual and modifying existing policies should be made to the Head–Human Resources. This manual should not be given to anyone outside Kingfisher Airlines Limited without the prior approval of the Head-Human Resources.

_________________________

Head- Human Resources, Kingfisher Airlines Limited.

3


Manual Scope & Control


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

MANUAL SCOPE & CONTROL

The Personnel Policy Manual describes the organization and the policies and processes defined by Human Resources of Kingfisher Airlines Ltd. This Personnel Policy Manual is based on the Human Resources principles and provides guidelines of documented procedures and work instructions. The Manual is applicable to all areas that involve the employees of the organization. This Manual is applicable to all employees based in India. However, expat crew (foreign nationals based in India) shall continue to be governed by the terms & conditions of employment as detailed out in the letter of appointment. This manual is an effort to create better understanding of the human resources policies. This manual eliminates the need for personal decisions regarding these policies, protects the rights of all employees, and assures uniformity of action throughout the Company. Each member of management is responsible for administering these policies in a consistent and impartial manner. Policies in the field of human resources become subject to modification and further development in the light of experience. Each member of management can assist in keeping the human resources policies up-to-date by notifying the Head- Human Resources when problems arise or improvements are desired in the administration of our human resources policies. This Manual is issued after the approval of the Head- Human Resources of this Organization. The manual is converted in PDF format and stored on the intranet. The manual is also available in soft copy format on Compact Discs (CDs).

The Manual is also given to all employees (handout) in book format at the time of joining.

4


Amendment


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

AMENDMENT

Changes / Amendments can be initiated only by the Head- Human Resources. Changes / Amendments to this Manual are issued only after the approval of Head- Human Resources.

Changes / Amendments to any section of the Manual are issued as revision. After making required changes, whole section is issued as revision with appropriate revision numbers as 01, 02, etc. on every page of the revised section. The change record sheet shall briefly describe the change affected.

The HR Department has retained the Original of the Manual signed in ink.

Original of the Obsolete Section / Manual is retained by the HR Department on CD, for future reference; such copies are marked “Obsolete - for record only”.

The distribution of this Manual is under the control of HR Department.

Every new employee is given a CD of the current manual during their induction.

In case of revision of any section or Manual as a whole, an email will be sent to all employees stating the revision status of the manual along with the attachment of the manual in a PDF format. It will be the employee‟s responsibility to ensure that he/ she possesses a soft copy of the current manual.

It will be the employee‟ responsibility to delete/ destroy the obsolete copy of the manual.

The only Original hard copy of the manual is available in Human Resources Department.

5

INDEX

Contents Page Number

Revision Number

Date (Day-Month-Year)

CHAPTER 1 ABOUT THE MANUAL

Foreword: Introduction to the manual

02 00 19-09-2008

Manual Scope and Control 03 00 19-09-2008

Amendment 04 00 19-09-2008 CHAPTER 2 ABOUT THE COMPANY

Company Vision & Values 08 00 19-09-2008

HR Mission 09 00 19-09-2008

Grade Structure 10 00 19-09-2008

Senior Management Organization Structure

11 01 01-10-10

CHAPTER 3 WORKING HOURS & LEAVE POLICY

Working Hours 12 00 19-09-2008

Company Holiday List 13 01 01-01-2010

Leave Policy 38 02 01-01-2010 CHAPTER 4 PERSONNEL POLICIES

Recruitment & Selection 45 00 19-09-2008

Summer Trainees- Recruitment 49 00 19-09-2008

Induction & Orientation 50 00 19-09-2008

Probation & Confirmation 53 00 19-09-2008

Salaries 59 00 19-09-2008

Employment Certificates 60 00 19-09-2008

Provident Fund 61 00 19-09-2008

Gratuity 62 00 19-09-2008

Superannuation Policy 63 00 19-09-2008

Transfer 64 01 01-02-2010

Deputation Policy 69 00 19-09-2008

House Rent Allowance 72 00 19-09-2008

Separation 73 01 01-09-2009

Exit Interview Policy 83 00 19-09-2008

CHAPTER 5 ENCOURAGING EMPLOYEE PERFORMANCE

KFA Performance Excellence Awards

88 00 19-09-2008

Employee Suggestion Plan: “DIRECTLINE”

90 00 19-09-2008

6


Revision Number


EDGE – „Enterprise Development Growth Engines.‟

93 00 19-09-2008

Employment for relatives in the Company

94 00 19-09-2008

Employee Referral Programme 95 00 19-09-2008

Internal Vacancy Advice 99 00 19-09-2008

KFA Education Programme 101 00 19-09-2008

Kingfisher Airlines Bachelor‟s Degree Program

102 00 19-09-2008

Buddy Programme 104 00 19-09-2008

CHAPTER 6 REIMBURSEMENT & ALLOWANCES

Mobile Policy 107 00 19-09-2008

Mobile ( Field Sales Staff) Policy 108 00 19-09-2008

Blackberry Policy 109 01 14-09-2010

Laptop Policy 116 00 19-09-2008

Local Travel Policy (Intracity) 121 00 19-09-2008

Travel Policy (to locations within India)

123 00 19-09-2008

Travel Policy (to locations outside India)

131 01 01-08-2009

Foreign Travel (for Engineers & Pilots on official visits/ Training)

135 01 01-08-2009

ACJ Crew- Code of Conduct 138 00 19-09-2008

Airbus Corporate Jet Crew Foreign Travel Policy

141 00 19-09-2008

Medical Allowance 143 00 19-09-2008

Daily Field Allowance (Sales Team) 144 01 01-08-2009

Transportation Facility (Guest Services Staff)

146 00 19-09-2008

Transportation Allowance (Staff working in shifts)

147 00 19-09-2008

Daily Allowance for AME Duty Travel

148 00 19-09-2008

Break-Shift Allowance (Airport Services)

149 00 19-09-2008

Break-Shift Allowance (for Technicians)

150 00 19-09-2008

7


Revision Number


Flight Duty Allowance Policy (for Trainee AME/ AME/ Shift in Charge/ Line Maintenance Manager)

151 00 19-09-2008

Cockpit Crew International Layover Allowance

152 00 19-09-2008

CHAPTER 7 BENEFITS

Staff On Duty Travel Policy 153 01 17-03-2009

Rebated Travel Policy (Domestic) 161 01 01-10-2010

Rebated International Staff Travel Policy

170 01 01-10-2010

Group Personal Accident Insurance 180 02 16-09-2010

Group Mediclaim Insurance 182 02 11-08-2010

Maternity Policy for Female Cockpit Crew

187 00 19-09-2008

Temporarily Medically Unfit Policy (Cockpit Crew)

190 00 19-09-2008

CHAPTER 8 GUIDELINES

Wedding Gifts 191 00 19-09-2008

Displaying Company Identification Card

192 00 19-09-2008

SOD-SOL Dress Code Policy 193 00 19-09-2008

Letter of Appreciation 194 00 19-09-2008

Disciplinary Policy 196 00 19-09-2008

Whistle Blower Policy 200 00 19-09-2008

Electronic Mail Usage Policy 203 00 19-09-2008

Sexual Harassment Policy 206 00 19-09-2008

Equal Employment Opportunity Policy

210 00 19-09-2008

Environment Policy 211 00 19-09-2008

Corporate Risk Management Policy 213 00 19-09-2008

Alcohol & Drug Policy 215 00 19-09-2008

Confidential & Intellectual Information Policy

217 00 19-09-2008

Compliance Policy 218 00 19-09-2008

8


Company Vision & Values


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

VISION

“The Kingfisher Airlines family will consistently deliver a safe, value based & enjoyable travel experience to all our guests.”

VALUES

SAFETY: This is our overriding value. In our line of business, this cannot be compromised.

SERVICE: We are ALL in the guest service business; we must always seek to serve the guest and gain their trust, goodwill and loyalty.

HAPPINESS: We seek to fill the organisation with people who choose to be happy, and will endeavour to influence our guests and co workers to be happy too.

TEAMWORK: We will succeed or fail as a team. Each one of us must respect our colleagues regardless of their rank, and we must work together to ensure our mutual success.

ACCOUNTABILITY: Each of us will be held accountable for the successful execution of our duties, commitments and obligations, and we will strive to lead by example.

9


HR Mission


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

“Our HR mission is to build an organization of highly motivated employees, rewarded and compensated well, having the ability to execute our ambitious business goals with passion and commitment, thereby exceeding business and guest needs. The Human Resources processes are designed to foster effective and efficient use of Human Resources and build an open, collaborative and innovative work environment where all employees are treated with respect, their contributions recognized and career development encouraged.”

10

Grade Structure


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

RESPONSIBILITY BANDS

M1- Top Management M2- Senior Management M3- Middle Management M4-Junior Level

GRADES

Responsibility

Level Grade Designation

Top Management

M1A Senior Vice President/EVP

M1B Vice President

M1C Assistant Vice President

Senior

Management

M2A General Manager

M2B Deputy General Manager

Middle

Management

M3A Senior Manager

M3B Assistant Manager/Manager

Junior

Management

M4A Executive

M4B Officer

11

Senior Management Organisation Structure


Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

CEO

Sanjay Agarwal

EVP

Rajesh Verma

EVP & CFO

A. Raghunathan

EVP - Commercial

Manoj Chacko

EVP - Engg. & Flt

Ops

Hitesh Patel

VP – Corporate

Strategy & BD

Seema Luthra

Executive Director

– Global Sales

V. K. Arora

VP – Guest

Loyalty & KF

Holidays

Anshu Sarin

VP – Corp Acq &

Client Mgmt

Vishesh Khanna

VP – Network

Planning &

Charters

Elsa D’Silva

VP – Airport Svcs

Charles Soon

Sr. VP – Grd Svcs

Murali

Ramachandran

VP – Catering

Svcs

Vivek Pradhan

VP – In-Flt Svcs

Ajit

Bhagchandani

AVP – Cargo

Denis Crasto

CIO

Sourav Sinha

Sr. VP – Corp

Devl & Planning

Amit Agarwal

VP – Marketing

Ravikant

Sabnavis

VP – Human

Resources

Rubi Arya

AVP – Qlty & GC

Gaurav Rathore

Chief

Administrative

Officer

Rajiv Suri

VP – Legal

Bharath

Raghavan

VP – Finance

Sailesh Borkar

Sr.VP – Flt Ops &

Trng

Capt. Ron Nagar

VP – Corporate

Affairs

Sanjay Bahadur

VP – Security

Leslie Missal

VP – Agency

Sales (W &SI)

Bhanu Kaila

AVP – R M Strat &

Dist

Gopal

Ranganathan

VP – International

Sales

Naveen Chawla

AVP – Alliances &

Code Share

Raj Andrade

AVP – Agency

Sales (N & EI)

Navaid Desai

Chairman & MD

Dr. Vijay Mallya

VP – Flt Ops

Capt. N. P. Puri

AVP – Flt Ops

Trng

Capt. Sanjeev

Marwah

VP – Flight Safety

C. S. Tomar

AVP – Flt Ops

Capt. P. A.

Bhushan

AVP – Tax & Reg

A/c SI

T. R. Venkatadri

AVP - GSD

B. P. S. Cheema

AVP - Engg

Logistics &

Systems

Vishok Mansingh

AVP – Airport

Services

Andy Dias

12

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Working Hours


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION To standardize and lay down guidelines of working hours and weekly offs in the system. SYSTEM

The Head Office as well as city Offices will follow 5 days a week work and 2 days off. The work timings will be from 9.30 a.m. - 6.00 p.m. with 30 minutes lunch break.

All the Airport offices and offices with related functions i.e. Guest Services, Engineering, Catering, Cargo, Security, Operations, Medical Services (Other than the Cockpit crew and Cabin crew) will follow minimum 8.5 hours work (shifts) with a break of 30 minutes.

The cockpit and cabin crew will be governed and rostered as per the Flight Duty Time Limitation.

All the employees/managers will follow the same working hours and weekly off pattern at their stations and there will be no increase in the number of weekly offs depending on grade.

The Break Shift pattern will be observed depending on necessities at the station. However, this work pattern will have to be approved by the Station Manager.

Employees will have to work in shifts wherever necessary. The rostering of shift pattern will be decided by the Head of the Department or by the person duly authorized by him/ her in this regard.

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Company Holiday


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION

To define holidays in a calendar year observed at various locations of the Company

in accordance with the Chambers of Commerce in force.

SYSTEM

Ten paid holidays will be provided to all employees in a year.

In order to ensure maximum efficiency and minimum inconvenience it is desirable that the various units of the Company observe holidays on common days as far as practicable.

The Management will ensure that the Holidays selected by them include National and Festival holidays such as Republic Day (January 26), Labor Day (May 1), Independence Day (August 15), and Gandhi Jayanthi (October 2).

In order to ensure uniform implementation of leave, all Station Offices should advise the HR Department along with the Notification from the Chamber of Commerce latest by November 30th of each year.

A final list of Holidays to be observed by all locations will be issued by the HR Department by December 31st in the form of Annexure (lists for year 2008 is attached for all operating locations of Kingfisher Airlines).

In case the working of the office is likely to be hampered on account of strike, power cut, etc, the company may declare with at least a day‟s notice, a public or a weekly holiday (except national holidays) to be a normal working day and declare the affected day to be a holiday.

14

Company Holiday- Annexure


Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the Head Office/ Maharashtra office: Sr.No Date Day On Account of

1 1st January Friday New Year‟s Day

2 26th January Tuesday Republic Day

3 1st March Monday Holi

4 2nd April Friday Good Friday

5 1st May Saturday Maharashtra Day

6 15th August Sunday Independence Day

7 10th September Friday Eid-ul-Fitr

8 11th September Saturday Ganesh Chaturthi

9 2nd October Saturday Gandhi Jayanti

10 5th November Friday Diwali

15



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company in Agatti: Sr.No Date Day On Account of




4 1st May Saturday May Day



7 2nd October Saturday Gandhi Jayanthi


9 17th November Wednesday Bakri Eid

10 25th December Saturday Christmas

16



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Andhra Pradesh: Sr.No Date Day On Account of


2 14th January Thursday Sankranthi / Pongal / Magh Bihu


4 16th March Tuesday Chandramana Ugadi







17



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Assam:

Sr.No Date Day On Account of


2 14th January Thursday Magh Bihu


4 14th April Wednesday Bahag Bihu

5 15th April Thursday Bahag Bihu






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Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Goa:

Sr.No Date Day On Account of








8 3rd December Friday Feast of St. Francis Xavier

9 19th December Sunday Goa Liberation Day


19



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Gujarat: Sr.No Date Day On Account of

1 14th January Thursday Makarsankranthi





6 24th August Tuesday Raksha Bandhan


8 17th October Sunday Dussehra



20



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Jammu & Srinagar: Sr.No Date Day On Account of



3 12th February Friday Mahashivratri






9 17th November Wednesday Bakri Eid

10 17th December Friday Muharram

21



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Karnataka: Sr.No Date Day On Account of


2 14th January Thursday Shankaranti


4 16th March Tuesday Chandramana Ugadi





9 1st November Monday Rajothsava

10 5th November Friday Deepavali

22




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Kerala: Sr.No Date Day On Account of






6 22nd August Sunday Thiru Onam





23




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Madhya Pradesh: Sr.No Date Day On Account of






6 24th August Tuesday Raksha Bandhan





24




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in New Delhi & Uttar Pradesh: Sr.No Date Day On Account of







7 2nd September Thursday Janamashtami




25



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Orissa: Sr.No Date Day On Account of




4 13th July Tuesday Rath Yatra



7 15th October Friday Durga Asthami




26



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Port Blair: Sr.No Date Day On Account of





5 22nd August Sunday Thiru Onam






27



Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Rajasthan: Sr.No Date Day On Account of




4 24th March Wednesday Ram Navami




8 16th October Saturday Durga Asthami



28




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in Tamil Nadu: Sr.No Date Day On Account of


2 14th January Thursday

Tamil New Year‟s Day and Pongal




6 11th September Saturday Vinayaka Chathurthi


8 16th October Saturday Ayudha Pooja



29




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in West Bengal & Tripura: Sr.No Date Day On Account of







7 14th October Thursday Durga Pooja (Maha Saptami)

8 15th October Friday Durga Pooja (Maha Ashtami)



30




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the USA: Sr. No. Date Day On Account of


2 15th February Monday Presidents' Day


4 31st May Monday Memorial Day

5 5th July Monday Day after Independence Day

6 6th September Monday Labor Day

7 25th November Thursday Thanksgiving Day

8 26th November Friday Day after Thanksgiving Day

9 24th December Friday Day before Christmas

10 27th December Monday Day after Christmas

31




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the UK:

1 1st January Friday New Year's Day


3 5th April Monday Easter Monday

4 3rd May Monday Early May Bank Holiday

5 31st May Monday Spring Bank Holiday

6 30th August Monday Summer Bank Holiday

7 27th December* Monday Christmas Day

8 28th December* Tuesday Boxing Day

* substitute day

32




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the UAE: Sr. No. Date Day On Account of

1 1st January Friday New Years Day

2 26th February Friday Mouloud (Milad) Birthday of the Holy Prophet PBUH

3 9th July Friday Leilat al-Meeraj (Ascension of the Prophet saw

4 11th September Saturday Eid ul-Fitr (End of Ramadan)

5 17th November Wednesday Eid ul-Adha (Feast of the Sacrifice - also known as Big Eid

6 2nd December Thursday National Day

7 7th December Tuesday Al-Hijra (Islamic New Year)

8 16th December Thursday Ashoura

33




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the Sri Lanka: Sr. No. Date Day On Account of


2 29th January Friday Navam Full Moon Poya Day

3 4th February Thursday National Day

4 29th March Monday Bak Full Moon Poya Day

5 14th April Wednesday Sinhala & Tamil New Year Day

6 28th April Wednesday Adhi Vesak Full Moon Poya Day

7 27th May Thursday Vesak Full Moon Poya Day

8 25th June Friday Poson Full Moon Poya Day

9 24th August Tuesday Nikini Full Moon Poya Day

10 22nd September Wednesday Binara Full Moon Poya Day

11 22nd October Friday Vap Full Moon Poya Day

12 20th December Monday Unduvap Full Moon Poya Day

34




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the Singapore: Sr. No. Date Day On Account of

1 1st January Friday New Year's Day

2 14th & 15th February Sunday & Monday *Chinese New Year


5 1st May Saturday Labour Day

6 28th May Friday Vesak

7 9th August Monday National Day

8 10th September Friday Hari Raya Puasa

9 5th November Friday Deepavali


* As Chinese New Year falls on Sunday 14 February 2010 and Monday 15 February 2010, the next day, Tuesday 16 February 2010, will be a public holiday.

35




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the Hong Kong:

Sr. No. Date Day On Account of

1 1st January Friday The first day of January

2 15th February Monday The second day of the Lunar New Year

3 16th February Tuesday The third day of the Lunar New Year


5 5th April Monday Easter Monday

6 1st May Saturday Labour Day

7 21st May Friday The Buddha’s Birthday

8 16th June Wednesday Tuen Ng Festival

9 1st July Thursday Hong Kong Special Administrative Region Establishment Day

10 1st October Friday National Day

11 16th October Saturday Chung Yeung Festival

12 25th December Saturday Christmas Day

36




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the Bangladesh: Sr. No. Date Day On Account of

1 21st February Sunday International Mother Language Day

2 17th March Wednesday Father of Nation’s Birthday

3 14th April Wednesday Bengali New Year

4 28th July Wednesday Shab-E-Barat

5 15th August Sunday National Mourning Day/Janmastomi

6 7th September Tuesday Shab-E-Qadar

7 12th September Sunday Eid-ul-Fitr

8 17th October Sunday Durga Puja (Dashami)

9 16th November Tuesday Eid-ul-Azha

10 17th November Wednesday Eid-ul-Azha

11 18th November Thursday Eid-ul-Azha

12 16th December Thursday Victory Day (Bijoy Dibosh)

37




Revision Date

Date

KFA/HRM 01 01-01-10 01-10-10

The following days will be observed as National and Festival Holidays for the year 2010 by the Company at the offices in the USA: Sr. No. Date Day On Account of


2 15th February Monday Presidents' Day


4 31st May Monday Memorial Day

5 5th July Monday Day after Independence Day

6 6th September Monday Labor Day

7 25th November Thursday Thanksgiving Day

8 26th November Friday Day after Thanksgiving Day

9 24th December Friday Day before Christmas

10 27th December Monday Day after Christmas

38


Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

INTRODUCTION The leave policy sets out the employee's leave entitlements and the procedure of applying for leave. These guidelines are applicable to all permanent employees. Human Resource Department will assist in implementation and provide administrative support, payroll section to process encashment of unavailed leave at the time of separation. PROCEDURE

Leave Entitlement

Privilege 30 days

Sick 10 days

Casual 05 days

Maternity 12 weeks

For the purpose of calculating leave accounts, “year” shall mean the calendar year commencing on the first day of January and ending on the last day of December of the year.

All leave must be applied for in the Employee Self Service (ESS) Portal before proceeding on leave, with the exception of sick leave, which should be intimated verbally and post facto approval sought upon resumption of work through the ESS Portal.

Leave entitlement will be on pro rated basis for employees joining during the year.

During probation, employees can avail of Sick Leave Only.

PRIVILEGE LEAVE (PL): Applicability: An employee is entitled to avail PL only on confirmation of service with the company.

39

Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

Quantum of Leave: The employee will be eligible for 30 days of Privilege Leave for every completed year of service.

Other Terms and Conditions of Availing Privilege Leave: An employee will be eligible for PL after confirmation of service only.

Employees desirous of availing privilege leave will need to submit a leave

application to their immediate supervisor/ manager in advance for approval.

PL can be availed by an employee when fallen ill, if the quantum of Sick Leave

has been availed.

While availing PL, intervening weekly offs and paid holidays are INCLUDED.

Privilege Leave can either be suffixed OR prefixed with a holiday or a weekly off

but not both.

For example, if the weekly off is on Sat-Sun and the employee applies for leave from Monday to

Friday, then while calculating actual leave days applied for, one set of weekly off shall be

counted as part of leave. Hence, the employee shall register PL for 7 days (Monday till

Sunday).

An employee may carry forward unavailed Privilege Leave of the previous year

upto a maximum of 30 days, such that the total PL balance at any given point of time

does not exceed 60 days.

Employees cannot avail PL during the notice period. However, the superior may

grant PL during notice period at his sole discretion on a case by case basis.

Unavailed PL is encashable only at the time of separation from the company i.e.

at the time of retirement, voluntary termination or involuntary termination.

Encashment will be computed as per IT act and will be at company discretion only.

SICK LEAVE (SL):

40


Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

Quantum of Leave: Each employee is eligible for 10 days of Sick leave during one Calendar Year. Other Terms and Conditions of Availing Sick Leave: All employees may avail of Sick Leave up to 10 days in a calendar year.

While calculating SL, intervening weekly offs and paid holidays will be

INCLUDED.

Submission of medical certificates of sickness as well as fitness will be required

in case of Sick Leave exceeding three days.

If the available quantum of SL is insufficient and duration of sickness is more, PL

can be combined with SL to cover the period of illness.

Unavailed SL at the end of the Calendar Year will be added to next year quota.

Unavailed Sick Leave can be accumulated up to a maximum of 30 days but is

strictly not encashable. Any Sick Leave accumulated beyond 30 days will

automatically lapse on the first day of the subsequent calendar year.

If SL is taken for a long period of time, the company may have option to arrange

for a medical examination by a Doctor/ Specialist to check on employee‟s

welfare.

CASUAL LEAVE (CL): Applicability: All confirmed employees can apply for Casual Leave. Quantum of Leave: An employee is eligible for 5 days casual leave in a Calendar Year. Other Terms and Conditions of Availing Casual Leave: CL can be availed only after prior approval from immediate superior. If that is

not possible, atleast a telephonic message is to be given regarding the same and

41


Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

on resuming; the application for CL is to be sent to the Department head for his

sanction.

Casual Leave cannot be combined with any other kind of leave.

The employee can apply a Casual Leave for half a day also.

CL cannot be availed for more than 2 days at a time.

CL cannot be encashed by any employee.

Any balance CL shall lapse at the end of the Calendar Year.

MATERNITY LEAVE (ML):

Applicability: Confirmed female employees of the company. Quantum of Leave: All female employees shall be entitled to maternity leave for a period not exceeding 12 weeks as per the provision under the Maternity Benefits Act. 1961. Other Terms and Conditions of Availing Maternity Leave: Minimum 80 days of continuous service in the company is required.

All the holidays appearing during this period will be counted for the purpose of

computation of 12 weeks.

Subject to the provisions of the Maternity Benefit Act, 1961, female employees are

entitled to maternity leave on full pay for a period upto 12 weeks, of which a

maximum of 6 weeks can be availed before delivery. All the holidays appearing

during this period will be counted for the purpose of computation of 12 weeks.

Maternity Leave may be availed in combination with other leave entitlements.

42


Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

PERSONAL/EMERGENCY/CASUAL LEAVE:

This leave is applicable only for the Cockpit Crew.

43


Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

AUTOMATED LEAVE MANAGEMENT SYSTEM

The Automated Leave Management system (LMS) has been introduced effective 1st June 2010. Through the LMS, employees will be able to view their leave balances, view the leave calendar of department colleagues and apply for leave. Through the LMS, employees will be able to apply for PL, SL, CL and the request will be automatically forwarded to the employee‟s superior for approval. Managers will receive applications from their respective team members and approve or reject the request as per requirements thru the Manager Self Service (MSS). Once the leave has been approved or rejected, a notification will be sent to the employee informing the same and the leave balance of the employee will be updated automatically on approval / rejection of leave by the manager. In case where employee has applied for leave and the same was approved by the reporting Manager; however due to some reason he/she has not actually availed of the leave, then the employee needs to go to the Leave Management in ESS and delete the said leave. The request will be automatically forwarded to the employee‟s superior for approval. Once approved, the leave balance will automatically get adjusted. Managers need to take proper care while approving such requests as it will have direct impact on the employee's leave balance. The leave balances on the ESS will be scrutinized in regular audits from time to time. Any queries related to leave balances are to be communicated to the HR department through the respective leave administrator and Function Head. The Leave Application User Manual (for employees and Managers) which will help employees navigate through the Leave Application System is available on the Company Intranet. The LMS is for all employees except Crew and employees based at international locations.

44


Leave Policy


Revision Date

Date

KFA/HRM 01 01-06-10 01-10-10

ANNEXURE II

MONTHLY LEAVE STATUS REPORT

To: HR Department From: _______________ Department: _____________________ Date: ________________ Subject: Leave Status for the Month of _________________

Name Staff No

LOP

Leave Balance as on the month of ………. Opening Balance Closing balance

PL SL CL PL SL CL

From To Prepared by: _____________ Approved by: _______________ Signature: _______________ Signature: _______________

45

Recruitment & Selection


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION

Recruitment and selection is one of the important activities of the HR department.

This activity encompasses recruitment of the right personnel at the right time and in

an organized systematic manner. The organization philosophy should be kept in

mind while formulating the recruitment procedure. The HR department will set the recruitment norms for the organization. However, the responsibility of effective implementation rests with all the functional and departmental heads, involved in the recruitment and selection procedure. MANPOWER PLANNING

The manpower planning process for the year would commence with the company‟s

budgeting activity. The respective Functional heads would submit the manpower

requirement for their function to the Head – HR for recommendation, which would

be forwarded to the CEO. Once the manpower budgeting exercise is completed, the

budget details, duly approved by the CEO, will be acted upon by the HR

department to initiate further action.

The annual budget specifies the manpower requirement of the entire organization,

at different levels, in various departments, at different geographical locations and

requirements at different time period.

Before initiating any recruitment, the manpower budget should be checked. If the

sanction does not exist, the concerned dept/function should seek recommendation

from Head-HR, which will be sanctioned by CEO. If any additional manpower is

sought at any time, the requisition should be sent in the format as per Annexure I. SOURCE FOR RECRUITING

The HR department would tap various sources/ channels for getting the right

candidate. Depending on the nature of the position/ grade, the HR department

would use any of the following sources: Existing database (active application data

bank including Employee referrals), Advertisements in the newspapers, Internal

Vacancy Advice, Walk-in‟s, References, Consultants/ Placement agencies etc.

46



Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

CONDUCTING THE INTERVIEWS

The recruitment team would coordinate with the shortlisted candidate and the respective functional heads for conducting the interview. In case of branches, the interview would be fixed at the nearest field office. The day/ date/ time and venue of both, the concerned department person/s and the candidate, would be taken into consideration before finalization. When the candidate comes for an interview, the Company Application Form should be handed over and asked to be filled up and a copy of his / her resume should be attached along with it before the interview is taken. The Interviewer should write down the comments about the candidate in the space provided on the last page of the Application Form. At no point of time the interviewers from line function should finalize with the candidate the details of the compensation that could be offered. The Head –HR would fix up the salary package with the interviewee‟s opinions and /or the candidate. If the candidate is selected then the full set of papers should be forwarded to HR dept. for fixation of the salary package. REFERENCE CHECK: At least 2 references should be contacted but only to be done if the HOD specifically requests for the same. One of the references should preferably be the previous employer. Where the candidate receives one negative and one positive feedback, the Head - HR and the respective functional head would decide whether the candidate should then be recruited or not. CONTRACT OF EMPLOYMENT After satisfactory reference checks, the HR department would issue the Contract of Employment, the duplicate of which should be duly signed and accepted by the candidate.

47



Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

The employment offer letter should be signed by the Head – HR. The letter should state that the appointment is valid subject to the candidate being certified as medically fit. In case of stations, the Station Manager should ensure that the candidate signs the duplicate copy of the employment offer letter. This copy should then be sent to the HR department. PRE EMPLOYMENT MEDICAL EXAMINATION The selected candidate may be required to undergo medical examination prior to joining the company. The tests would be conducted at the location where the individual is considered for employment. The HR dept. at Mumbai would coordinate with the candidate for the tests to be conducted. The medical centre would have to send the report directly to the HR department and not to the candidate. Once the candidate is certified medically fit, he would be eligible to join the company. Where the candidate is not found fully medically fit, the Head – HR and the functional head would decide whether the candidate could join the company or not. EMPLOYEE CODE (ECODE) Every employee in the organization is allotted an employee number. HR allots this ecode (employee code) to all employees on the day of their joining. JOINING EXPENSES Joining expenses may be paid if the same has been agreed upon with the candidate at the time of the interview and HR is informed of the same. The same holds true for reimbursement of expenses in transferring personal effects subject to a maximum of one truck load if married and half truck load if unmarried.

48



Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE – I

PERSONNEL REQUISITION FORM

Designation: __________________ Grade: ______________________ Department: __________________ Location: ____________________ Reporting to: _________________ No. of Vacancy(s): ____________ Please Tick against type of Vacancy: Budgeted Non Budgeted Replacement (Name, Employee ID, proof of

resignation/termination/dismissal of person to be replaced should be attached)

Salary Range Proposed for the position/grade as per company guideline (INR):

1. Purpose of the Job (Objective): 2. Key Responsibilities: 3. Main Tasks / Activities: 4. Additional requirement / Replacement: ______________ _____________ _____________ _____________ HOD EVP Head – H.R. CEO

NB: Requisition has to be raised for Replacement Candidates also NB: CEO‟s Approval is mandatory for all New Positions. NB: Use of consultants to be authorized by the Head-HR.

49

Summer Trainees- Recruitment


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

As the company expands and will be recruiting summer trainees for various projects from Management Institutes, there is a need to ensure that the procedure for recruitment of summer trainees is clear. To provide clarity, given below is the process that we shall follow: SUMMER TRAINEES – RECRUITMENT PROCESS: a) If any department requires a summer trainee they should approach HR with the duration of the summer internship, city where the student will be taking up the project and a brief description of the summer project. b) HR will visit relevant Management Institutes along with someone from the respective department. c) HR and the respective department will make a presentation on campus and select the candidates after a group discussion and personal interview. d) HR will issue a letter to the summer trainee detailing the project, time frame and the stipend. e) On completion of the project, the summer trainee will be required to submit a copy of the report to the concerned Project Manager and a copy to HR. f) On receipt of the project report, HR will issue an experience letter along with the stipend. PLEASE NOTE: Any summer trainee who has come through reference should also be necessarily routed through HR. No stipend should be paid to such summer trainees if they are selected.

50

Induction & Orientation


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION To enable new entrants a smooth induction in the organization, inducting the new employees is viewed as an extremely important step in the process of building the organization. PROCEDURE

On the first working day, the new entrant will report to his immediate superior.

The immediate superior will himself introduce the employee to all office colleagues and other superiors. Thereafter he will show him/her their work station. The immediate superior will ensure that assistance is provided to the new entrant including supply of stationary, as applicable.

The immediate Superior will ensure that all joining formalities such as Joining report, PF forms, copies of testimonials of the employee as provided in Annexure I are sent to the HR Department.

The HR Department will draw the induction program in consultation with his /her superior, depending upon the knowledge requirements of the employee in his job.

The HR Department shall ensure that the new joinee is introduced to the updated org structure, HR policies etc.

51




Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE – I

KINGFISHER AIRLINES LIMITED

JOINING REPORT

Name: _________________________ DOJ: _____________________________

Father‟s Name: ____________________ Grade: ____________________________

Dept.: _________________________

Designation: ______________________

Location: ______________________

Personal Details

Current Address _____________________

Permanent Address __________________

__________________________________ __________________________________

__________________________________ __________________________________

Tel. No. __________________________ Tel. No. ___________________________

Date of Birth: _______________________ Personal E-mail id: ___________________

No. of years of Experience: ___________ Qualification: _______________________

Other Details

Corporate Salary Account No. _____________________ Permanent Account Number _________________ Provisional Tax Certificate () Submitted () Not Submitted from previous employer

Provident Fund Transfer: () Yes () No If yes, please fill up the Form 13 (PF Transfer Form) in duplicate.

52




Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

List of documents to be submitted along with the Joining Report by the new employee.

Sr. No.

List of Documents Provided By Submitted

01 Relieving Order from the Last Employer The Employee Yes / No

02 Six Passport size & Two Digital Stamp Size (light blue background) photographs. (Name to be written on the backside of the photo)

The Employee Yes / No

03 Proof of age (Passport / School Leaving Certificate etc.)


04 Educational Certificates. (Photocopies) 10th, 12th, Graduation & Post Graduation


05 Identity Card & Visiting Card Details Form HR Dept. Yes / No

06 Nomination Form 2 For Nomination for Employees Provident Fund (To be filled in duplicate)

HR Dept. Yes / No

07 Form F (Nomination Form for Gratuity) (To be filled in duplicate)

HR Dept. Yes / No

08 Group Mediclaim Nomination Form HR Dept. Yes / No

09 PF Transfer Form No. 13 (Revised) (To be filled in duplicate)

HR Dept. Yes / No

10 ICICI Bank/ AXIS Bank/ Deutsche Bank / Citibank / IDBI Bank Salary a/c Application Form

HR Dept. Yes / No

11 IT Provisional Declaration Form HR Dept. Yes / No

12 National Social Security Number Form (NSSN) HR Dept. Yes / No

Note: 1. If the employee‟s above mentioned forms do not reach the HR Dept - Mumbai by the 21st of the month of joining, the salary will be processed in the following month. 2. The employees who already have an existing ICICI / AXIS / Deutsche / Citibank / IDBI Bank Salary account should provide their account number in the Joining Report. 3. PAN number is compulsory, hence if one does not have a PAN card please apply immediately with Income Tax Dept. and inform the Payroll Dept. once the PAN number is received.

53


Probation & Confirmation


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION The probation period is to be primarily used for evaluating the candidate‟s suitability in the job and to provide the guidelines for review without prejudice prior to his confirmation. PROCEDURE The probation period is for six months. The same cannot be shortened for any reason whatsoever. Excluding GM‟s and above as well as Pilots, every employee is required to go through a probation period of six months before he/she is considered for confirmation. This does not apply to employee on contract basis or temporary nature or training. No employee shall be deemed to be confirmed unless informed in writing by the company. The employee performance during training/ probation will be evaluated as per the Pre Confirmation Review Form given in Annexure I. The evaluation of probation is the primary responsibility of the immediate superior (Appraiser: one who conducts the review) and over all responsibility of the Head of the Department (Reviewer: one who reviews the form in an unbiased manner). The HR Department will send the probation report form to concerned department HOD at least a month before the completion of probation. The Head of the department will send the duly filled probation report form one week before the completion of probation period to ensure that the confirmation letter of the employee is received on the due date. The confirmation letter issued by the HR Department shall be as per Annexure I. Any employee found not suitable during the probation period may be terminated without giving any reason whatsoever thereof in the matter. The probation period can be extended for a period of not less than three months and will not exceed six months. In case an employee‟s performance is not found to be satisfactory even after extending the probation twice, his/her services can be terminated by the Management.

54



Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE I

PRE-CONFIRMATION REVIEW

To be sent to HR, atleast 7 days before the date of confirmation

Name: Grade:

Department: Date of Joining:

Location: Date of Confirmation:

Appraiser: Reviewer:

Objective of the Confirmation Review: To ascertain the following:

a) Adequacy of the reviewee‟s social integration with the work environment. b) Extent to which the reviewee has integrated himself/herself with the

various procedure and practices followed by the Company. c) How well has the reviewee been able to set performance standards and be

up-to-date on his / her jobs.

Assessment of Performance:

In the following pages are mentioned various parameters on which the reviewee

should be adequate to be confirmed. Assess how the review has applied him in

the job context against each of these. (Performance is to be reviewed by marking

a tick on one of the alternatives). Where performance is being rated as “Not

Adequate”, reasons for the same should be cited.

Date of Receipt by HR:

55




Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Parameters Assessme

nt

Identify Strength

Highlight Weakness

- -

Reliability

Can the reviewee be relied upon to complete what has been given to him/ her? Can the reviewee be relied to be supportive and help the team in a situation?

Yes / No

Yes / No

-

Integrity

Will you say that the reviewee is trustworthy and honest?

Yes / No

- -

Enquiry

Does the reviewee show inclination to understand the underlying principles of his/ her job? Is the reviewee interested in learning new areas of work?

Yes / No

Yes / No

- - -

Maturity

Is the reviewee receptive to negative feedback for the way he/ she works or behaves? Is the reviewee able to withstand work pressures and maintain his/ her composure? Does the reviewee show maturity whilst dealing with people and in his/ her behaviour?

Yes / No

Yes / No

Yes / No

56




Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Parameters Assessme

nt

Identify Strength

Highlight Weakness

- -

Teamwork

Does the reviewee like to mix and socialise in the work setting with his/ her colleagues? Does he / she likes to assist the team members in their work.

Yes / No

Yes / No

- -

Role Clarity

Has the reviewee made efforts to understand his / her role clearly? Has the reviewee actively taken up the role he/she is supposed to perform?

Yes / No

Yes / No

- - -

Skills and Capabilities

Does the reviewee have the necessary skills to handle his / her job? Does he/she require inputs to improve his / her skills? What are the inputs required? a) b)

Yes / No

Yes / No

- - -

Application

Does the reviewee work diligently? Is he / she able to meet commitments and deadlines? Has the reviewee grasped the work he / she has to perform?

Yes / No Yes / No

Yes / No

57



Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Parameters Assessme

nt

Identify Strength

Highlight Weakness

- - -

Initiative

Is the reviewee a self-starter? Does the reviewee need to be supervised for regular work? Is the reviewee resourceful in ensuring that he / she completes his / her task inspite of hurdles?

Yes / No Yes / No

Yes / No

- -

Communication

How is the reviewee in his/ her oral communication? How is the reviewee in written communication?

Good / Average / Needs

Improvements

Good / Average / Needs

Improvement

- -

Attendance

Is the reviewee punctual in attending his / her work. Has the reviewee remained absent during probation without a justifiable reason

Yes / No

Yes / No

58




Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Based on your evaluation,

a) Should the employee‟s service be confirmed? Yes / No or b) Should the period of probation be extended? Yes / No

(In case of extension of probation, state reasons for the same and estimated time span when the reviewee should be re-assessed)

Signature of Appraisee Signature of Appraiser Signature of Reviewer

Date Date Date

59

Salaries


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

The Management fixes the salary of all the employees. Salary revision is done annually.

No increment is payable to those who have resigned from the services of the company and are serving the notice period on the date of announcement of the annual increment.

60


Employment Certificates


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTENT To lay down guidelines for issue of employment certificates when an employee requires the same to process papers such as Passport, Ration Card or opening a new bank account etc. In order to facilitate the same, the employee may be issued a certificate by the authorized signatory of the Company. PROCEDURE The issue of certificate to the employee will be done in the following manner:

The concerned employee will have to make a written application to the HR department for issue of certificate so desired.

No local office is authorized to issue an employment certificate to any employee for any reason whatsoever.

No employment certificate will be issued to any employee during the period of probation except for the purpose of Bank Account, PAN Card Application and Passport.

The reason for issuance of Employment Certificates shall be mentioned in the certificate.

61

61 of 21961Page 61 of 219Page 61 of 219

Provident Fund


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION

The Provident Fund and Miscellaneous Provisions At, 1952 applies to all from the date of joining. A contribution of 12% of basic salary will be deducted from the employee and a matching contribution will be made by the employer. The contribution of the Provident Fund will be calculated deeming basic salary above Rs 6500/- to be Rs 6500/-; thus the maximum contribution amount will be limited to Rs 780/- per month each for employee as well as employer as per the provisions of PF Act, 1952.

62

62 of 21962Page 62 of 219Page 62 of 219

Gratuity


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION The Payment of Gratuity Act, 1972 shall apply to all employees. Under the Provisions of the Gratuity Act, gratuity is payable to all on separation/ superannuation/ resignation/ after 5 years of continuous service, or death, whichever is earlier.

Gratuity will be calculated @ 15 days salary for each completed year of service, and part thereof in excess of six months.

63

63 of 21963Page 63 of 219Page 63 of 219

Superannuation Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTENT OF THE POLICY: The superannuation age of employees (other than Cabin & Cockpit Crew) in Kingfisher Airlines will be 58 years. For Cockpit crew, superannuation age will be 65 years, and may at the discretion of the Management, be subject to amendment from time to time if DGCA/Government rules permit. For Cabin Crew, superannuation age will be considered as per terms of appointment / contract. PROCEDURE:

Age of superannuation is calculated from the date of birth as mentioned in the Company‟s record at the time of employment in service. Superannuation will be considered from the date of completion of 58 years (or 65 years for cockpit crew) e.g. if an employee completes 58 years on 24th April, then he will be retiring on 24th April of that year.

Employees superannuating should hand over all the Company property that has come in their possession during the course of employment, to the Department Head. Also, Clearance form, P.F. Form should be submitted to HR Department for settlement of final dues.

The Company at its own discretion and depending on business necessity may offer employment on contract to such employees who have superannuated at the age of 58 years. The period of contract and revised terms will be as stipulated in the contract. However, such contract will not be extended beyond an age of 65 years unless specifically approved by the Chairman.

HR Department will give notice to the employees who are due to superannuate 3 months in advance.

It should be the endeavour of the company to do proper succession planning for all employees due to superannuate.

64

Transfer


Revision Date

Date

KFA/HRM 01 01-02-10 01-10-10

INTRODUCTION To ensure smooth transit of employees and their families when the employee is transferred from one location to another at the insistence of the company. All employees are transferable depending upon the work exigencies and company requirement. PROCEDURE

Relocation of an employee for more than 3 months at a time will be considered as a transfer (and this is outside the scope of the deputation policy).

An employee would be considered to be transferred from one location to another only when a transfer order is issued.

Department Head should make a request at least 30 days prior to proposed date of transfer to the Head- Human Resources with the details of assignment, duration and justification for the requirement along with the names/ details of the recommended employees.

Transfer of employees may arise due to the following reasons:

Re-allocation of Manpower as per company requirements

Location transfer arising out of a promotion entailing higher responsibilities.

Matching linguistic abilities and cultural background with geographical background.

Corporate HR should analyze the possibility of relocation (family circumstances, etc) of the recommended employees and take a final decision in consultation with the Functional Head. Head- Human Resources will give the final approval for all transfers.

Transfers will normally be affected in consultation with the individual concerned. However, in work exigencies it may result in the employee being only informed.

65

Transfer


Revision Date

Date

KFA/HRM 01 01-02-10 01-10-10

An employee would be considered to be transferred from one location to another only when a transfer order is issued. Upon transfer the employee is required to complete necessary hand over of work to the colleague taking charge.

All Transfers will be communicated by HR Department in writing with necessary communication to Pay Roll and other concerned department.

ENTITLEMENTS, ALLOWANCES AND REIMBURSEMENTS

Executives shall be eligible to the following common facilities to assist in a smooth and trouble free resettlement at their new place of posting.

Advance may be drawn against the entitlements if needed. All advances taken from the company will be settled by the employee against his / her entitlements within 15 days from date of reporting to new location.

TRAVEL FARE FOR SELF AND FAMILY (DURING THE FINAL MOVE) The executive, spouse and unemployed dependent children who are not more than 24 years, at actuals against the production of ticket and mode of transport will be as per company travel policy. Note: Actual fare will be allowed twice for the executive alone to enable him to make the first trip for locating an accommodation, identifying / finalizing schools for his children, etc. If the presence of the children were required for finalizing school admissions, actual fare for school-going children would also be permitted a second time. Reasonable conveyance and portage expenditure incurred while proceeding to the location of transfer will be reimbursed at actuals. ACCOMMODATION : An employee and his dependants may be allowed to stay in a hotel (co. approved)/company guest house for an initial period of 15 days to help him/her in settling down with the new team.

66

Transfer


Revision Date

Date

KFA/HRM 01 01-02-10 01-10-10

LOCAL CONVEYANCE AND PORTERAGE

Reasonable conveyance and porterage charges incurred while proceeding to the location of transfer will be reimbursed at actuals.

Local conveyance expenses at the new location are not reimbursable, except for the date of arrival.

In case of executives entitled to a company car, local conveyance, at actuals, may be permitted until the executive is provided with a car at the new location. Pool cars, where available, must be used in preference to hiring a vehicle.

DAILY ALLOWANCE : Daily allowance is intended to cover expenditure actually incurred by an executive on food and incidentals till he secures accommodation, upto a maximum of 15 (fifteen) days, reckoned from the time of departure from the current place of posting. This period of 15 (fifteen) days will include days on tour undertaken after reporting at the new location, except where the duration of the tour is 5 days or more.

Daily allowance is payable whether the executive stays in a Hotel / Company Guest House or makes his own arrangements.

The category of Hotel and the rate of daily allowance will be as per the executive‟s entitlement while on official work / company tours.

Upon shifting his family, the executive may claim daily allowance at the same rate for his wife and dependent children upto 24 years of age (and at 50% of this rate for children below 12 years) for the period of the journey / travel and stay at a hotel / company guest house for a maximum of 15 days.

This period of 15 days will be reckoned from the date of departure of the family from the earlier place of posting and will include the time taken for transportation of household effects as well as settling-in-time at the new location.

67

Transfer


Revision Date

Date

KFA/HRM 01 01-02-10 01-10-10

TRANSPORTATION OF PERSONAL EFFECTS INCLUDING PACKING, FREIGHT, VEHICLE AND TRANSIT INSURANCE PREMIUM, FORWARDING, CLEARING CHARGES AND OCTROI

The executive will be entitled to Packing, Forwarding and Clearing charges and Octroi at actuals (Supported by bill & receipt).

At least TWO quotations for packing, forwarding and clearing of his household effects must be obtained and forwarded for approval of the Unit / Functional / Department Head and HR department. Only after approval is obtained must the task be assigned.

Failure to obtain prior approval of estimates may result in disallowance of the expenditure, especially if it is in excess of the entitlement.

Grade Loading/ Unloading/ Packing / Insurance etc

(Total Maximum permissible amount)

M1 Rs. 75,000/-

M2, Captain Rs. 60,000 /-

M3, Copilot Rs. 30,000 /-

M4, Cabin Crew Rs. 20,000 /-

HR Department will communicate to the transferees their entitlements as applicable to their grade, on the basis of the above limits, while issuing the transfer letter.

SETTLING-IN-ALLOWANCE Settling-in-Allowance is payable to all executives in Grade M4 & above who are transferred from one location to another whether on permanent or on temporary transfer (temporary transfer is defined as a transfer not exceeding a total period of six months). The Settling-in-Allowance is intended to cover expenses incurred on account of furnishing, painting, minor carpentry or plumbing jobs in the new accommodation, school fees, books, uniforms, and a host of other minor expenses associated with transfers

68

Transfer


Revision Date

Date

KFA/HRM 01 01-02-10 01-10-10

The quantum of Settling-in-Allowance grade wise is as follows:

EXCEPTIONS : If an executive is transferred on his own request, then the executive will not be entitled to the above claims: MISCELLANEOUS

The above policy guidelines may be used discretionally for new appointees who have to dislocate from their city of residence to a new location on being company recruited.

Executives who are to be transferred will be given sufficient notice ranging from 7 to 30 days to facilitate relocation to the new place.

Regional HR Manager who has a transferee joining his team should ensure that all support and assistance is rendered to him / her in settling down with the new team.

All transfers will be communicated by the Corporate HR in writing to the employee with necessary communication to the Payroll and other concerned departments.

Employee will be required to hand over Company property / pass etc as may be applicable before proceeding to the new location

Sr. No. Grade Amount (Rs.)

1 M1 25,000/-

2 M2,Captain 17,500/-

3 M3,Copilot 12,500/-

4 M4,Cabin Crew 9,000/-

69


Deputation Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Policy Intent: An employee may be deputed to other locations from time to time, to fill in a vacancy or take up special assignments on temporary basis. The duration of stay may be for a specific period of time or until completion of the assignment/ task. This will be agreed depending upon the employee‟s consent to take up the challenge. The management shall assign the task to a particular employee based on: availability of manpower & suitability of the employee for the particular assignment(s). Applicability: This is applicable to all employees organization-wide who are sent on deputation by the Head of Function. The policy will be applicable to employees who are deputed for a period of more than 15 days and not more than 90 days. If deputation period is of more than 90 days, then special management approval will have to be sought by HR. Procedure: The deputed employee will be paid deputation allowance by the company while on

deputation. The attendance during deputation would be observed strictly.

For deputation of an employee within his base location, no expenses will be reimbursed. In

case the employee is being deputed outside the employee‟s place of work, then he/ she falls under the purview of this policy.

Prior written communication/ an appropriate approval will have to be submitted to HR

Department well in advance by the Departmental Head so that the temporary change of location can be recorded in employee‟s personal dossier.

HR shall release a Deputation letter to the concerned employee. A copy of the letter shall be

forwarded to the corresponding Regional Accounts Team so that travel advance and such bills can be settled on priority.

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Deputation Policy


Revision Date

Date

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HR shall also intimate such details to the Administration Team who shall arrange for the

accommodation of the employee (company guest house or service apartment in the place of deputation).

A consolidated statement for reimbursement will be submitted by the individual to the

Head of Function for approval. Once the HOD approves the same, Accounts shall process payment in accordance with the entitlements mentioned above.

Systems: 1. ON COMPANY PROVIDED ACCOMODATION: Employees on deputation will be accommodated in Company guest house (wherever

possible), else company shall provide for service apartment.

During the period of deputation, the employee shall be entitled to Deputation Allowance on

pro-rata basis according to his designation as follows:

Designation Deputation Allowance Entitlement (p.m.)

DGM/ Sr. Manager/ Manager/AME Rs. 9000/-

Executive/ Supervisor Rs. 7000/-

Officer/ Agent Rs. 5000/-

Deputation Allowance will cover expenses connected with daily conveyance, laundry, food

& other incidental expenses.

Please note that for Deputation purpose, employee shall not be entitled for Hotel

Accommodation and hence shall be required to plan the assignment in conjunction with the Administration team regarding accommodation.

In case an employee is required to undertake tour to/ from the place of deputation; the

Travel Policy will be applicable. Please note that for calculation of any kind of expenses, the Domestic Travel Policy shall be applicable.

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Deputation Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

2. OWN ACCOMODATION: Employees who make their own accommodation arrangement during the period of deputation shall be entitled to deputation allowance on pro-rata basis as follows:

Designation Deputation Allowance Entitlement (p.m.)

DGM/ Sr. Manager/ Manager/AME Rs. 15,000/-

Executive/ Supervisor Rs. 12,000/-

Officer/ Agent Rs. 10,000/-

Deputation Allowance shall cover all expenses connected with stay, local conveyance, meals

and other incidental expenses.

Please note that during the period of deputation, the employee is at times given an opportunity to take higher responsibilities & it also helps the Management to assess the employees‟ capabilities. Hope we all look forward to higher responsibilities and make the best of such opportunities.

72

72 of 21972Page 72 of 219Page 72 of 219

House Rent Allowance


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

House Rent Allowance is payable every month to employees not provided with company leased accommodation.

Executives who wish to avail tax exemption on HRA should submit a xerox copy of the

rent receipt to Payroll Department for the month of April every year with a declaration

regarding the house rent being paid. The format of the declaration is as follows:

DECLARATION REGARDING HOUSE RENT BEING PAID From Name : Employee Code : To: Payroll Dept, Accounts Function : I, , declare that I have been paying rent of Rs._______ per month for

my residence at__________________________________

____________________________________________ since April, _____________ (Year).

As evidence thereof, I enclose a copy of my rent receipt for the month of

____________________. I further declare that I shall pay this rent till the end of this

financial year, namely till March_____________ (Year).

I undertake to immediately inform the Company of any change in the particulars given

above, namely, amount of rent payable and also in the event that I cease to pay rent for

any or all of period April ___________ to March _______________.

( SIGNATURE OF THE EMPLOYEE )

73

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

INTRODUCTION To provide guidelines for acceptance of resignation by an employee intending to leave the services of the Company. PROCEDURE

Any employee intending to resign from the Company may submit their resignation in writing, mentioning the notice period as per the terms of employment, and submit the same to the Departmental Head through their immediate Superior. A separation could be due to reasons like resignation, termination, death, superannuation etc.

The Head of the Department should forward the resignation letter with necessary recommendation to the HR Department.

The HR Department on receiving the resignation letter will send the Clearance Certificate to the employee.

The separating Employee will have to get a clearance from the below mentioned departments:

Own Department Finance Security Uniform / Stores* (refer detailed process mentioned below) Administration - Mobile** (refer detailed process mentioned below) Information Technology – Laptop*** (refer detailed process mentioned

below)

The filled up clearance certificate will then be handed to HR. The department will send the original leave card to HR for further processing.

74

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

The separation formalities for the following large departments will be handled centrally as follows by respective HR managers:

Domestic pilots Mr. Meghan Dere

Expat pilots Mr. Jagdish Iyer

Engineering Mr. Amit Gursale

In-flight Services Ms. Rita Simon

HO based staff Mr. Lester D Mello

For all other functions like Regional Sales, Regional Finance, Airports, IT, the regional HR managers/ Airport Managers will handle the separation formalities.

* UNIFORM: For resigning employees based at BOM, DEL and BLR:

These employees should directly visit the respective uniform stores along with their clearance certificate to return their uniforms issued by KFA.

The stores in-charge of uniforms section would be verifying with the issuance records and sign-off the clearance form with valid remarks.

For your ready reference, following is the list of personnel who can be contacted at each of these 3 uniform stores.

BOM: Mr. Vidhyadhar Parkar – 9321550744 / Mr. Robin Britto – 9867748971

DEL: Mr. Nitesh Kumar – 9818665982 / Mr. Debashish Bagchi – 9810904171

BLR: Mr. Srinivas Avuku – 9343340191 / Mr. Aswathkumar CP – 9900541174 For resigning employees based at other locations (other than BOM, DEL and BLR):

The respective APMs shall verify the records with Uniforms Facilitation Team, Mumbai, who hold the complete database of uniforms issuance to every employee.

The APM after verification of uniform data should collect the uniform and forward the same to the nearest uniform store (BOM,DEL,BLR)

For your ready reference, following is the list of officials who can be contacted for assistance at Uniforms Facilitation Team based at Mumbai:

75

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

Deineka D'silva 9892745627

NOTE:

As part of the separation process, employees who are issued uniforms are required to return the same on exit. The cost of the uniforms/ accessories not returned will be recovered from the settlement dues of the employee.

The authority accepting uniforms from resigning employee (Uniform Stores/ Unit Head) will mention the details of uniforms not returned by the employee on the clearance form.

Based on the details mentioned on the clearance form, the cost of the items not returned will be recovered from the resigning employee by the concerned HR executive/ Manager processing the clearance form and mentioned as a recovery amount.

** MOBILE (Blackberry/ SIM Card/ Data card):

All mobile related assets of resigned employee (along with all accessories, in working condition) will be returned to Ms. Dipika Bangera, either by the separating employee personally OR via local unit Head / HR

Failure to comply with the same will result in deduction of an appropriate amount during the full and final settlement.

The clearance certificate must have Ms. Dipika Bangera‟s signature compulsorily. *** LAPTOP:

Ownership of the laptop computer resides with the Company and such gadgets must be returned along with all accessories, in working condition, when employment ends to the respective IT personnel as given below and signature obtained.

West – Allwyn John (9324239701) South – Sk. Mobarak Hossen (9740090705) North & East – Atul Kaushik (9871366500)

76

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

Failure to comply with the same will result in deduction of an appropriate amount during the full and final settlement.

In a few instances, IT equipment is being transferred internally by the immediate superiors to staff within the department with the result that when staff leaves it is difficult to reconcile. Please note that any IT equipment transfer can only be done by the IT department and the same should be adhered to by Functional/Departmental Heads.

The clearance certificate will be finally signed by the HR Department indicating notice period recovery etc and forwarded to the Finance department for Full and Final settlement.

The Finance Department will ensure settlement of final dues of the resigned employee at the earliest.

Also, it is important to obtain feedback from the departing employee about the Company‟s working and other things in order to take corrective measure for the future. The exit interview process should definitely be carried out when an employee submits the resignation by the immediate Superior and/ or HR and observations must be recorded with the resigned employee as per Exit Interview

Policy.

The HR Department will issue Acceptance of Resignation letter considering the recommendation and the terms of their employment. In case, the Departmental Head does not wish to accept the resignation, the same will be communicated to the HR Department who will issue a letter, accordingly.

In case there is a special request from the employee for the waiver of notice period, the same may be done depending on the facts and recommendation- of the Departmental Head. However, the decision of the HR Department in this respect will be final and binding.

77

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

The HR Department after accepting the resignation will send the acceptance of resignation letter in duplicate to the Departmental Head for issuance to the concerned employee along with the Clearance Form.

EXPERIENCE CERTIFICATE The HR Department will issue the certificate after ensuring that the employee has cleared all dues and has returned all the Company property as per the employee separation policy. In case of Cockpit Crew & Engineering staff, Certificate will be issued in writing only after ensuring the payment/recoveries are affected and the Bond period etc. is served.

78

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

CLEARANCE CERTIFICATE

(TO BE SENT TO HR ON SEPARATION OF THE EMPLOYEE)

Name: Mr./ Ms. Employee Code:

Designation: Function:

Location: Grade:

Date of Joining: *Date of Relieving:

(* i.e. the last day worked by the employee. If the separating employee proceeds on leave prior to separation and did not report for duty thereafter, the last day of leave is to be considered as the date of separation). Mailing address of separated employee with contact number:

I Clearance from respective departments Please Tick All Applicable Items

EMPLOYEE‟S DEPARTMENT

Details Check Checked By

Books/Periodicals/Manuals/Documents Name:

Office Equipment / Keys/Toolkit/ADP Designation

Others Signature: Date:

Remarks:

79

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

UNIFORM / STORES DEPARTMENT


Company Uniforms & Accessories Name:

Date of Last Issue Designation


Remarks: (Details of uniforms / accessories not returned to be mentioned)

INFORMATION TECHNOLOGY


Laptop Name: Signature:

De-activation of email Name: Signature:

De-activation of other system access/login ids

Name: Signature:

Remarks:

ADMINISTRATION


ID Card Name: Signature:

Mobile Phone/ SIM card/ Data Card/Blackberry

Name: Signature:

Company Car/House Name: Signature:

Remarks:

80

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

FINANCE


Tour Advance Name:

Salary Advance Designation


Remarks:

SECURITY


Airport Entry Pass Name:

Others Designation

Signature: Date:

Remarks:

81

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

(TO BE FILLED IN BY HR ONLY)

II Calculation of dues: Leave card must accompany the Clearance Certificate. Calculation of dues cannot be processed without the leave card. b) Leave Encashment :

Note : Pro-rata P.L. is to be computed irrespective of whether the employee is a probationer and has put in less than one year in the Company.

P.L. balance of previous year : Add Pro-rata P.L. earned for current year : Less PL availed during current year:

Privilege Leave salary to be paid for days.

c) Recoveries:

Training Bond/ Deposit

Salary Advance

Tour Advance/ Forex

Shortfall in Notice Period

Cost of uniform not returned

Any other recoveries

82

Separation


Revision Date

Date

KFA/HRM 01 01-09-09 01-10-10

Payments:

Salary

Privilege Leave (No of Days)

Shortfall in Notice Period

Gratuity

Any other payments

____________ Signature of HR Manager Name Date

III Clearance Certificate is forwarded to Payroll Department. ___________ Signature of Head – HR Name Date

83

Exit Interview Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION: To obtain feedback from the departing employee about the Company‟s working and other things in order to take corrective measure for the future. INTENT A departing employee is a source of valuable information to the Company in creating an awareness of the functional/dysfunctional policies and practice in the organization. A departing candidate will tend to be less hesitant to air his views and be candid in his assessment about the Company and its working environment. PROCEDURE Exit interview will be held with the separating employee before his / her last working day, after a formal letter accepting the resignation has been issued to the employee. The concerned department Head/ HR representative will interview the separating employee. The interview should be open-ended and be conducted in an informal atmosphere where the following information is elicited. About the new job Reasons for leaving Employee‟s likes and dislikes regarding his work and the Company. His views about the organizational culture & working atmosphere Interaction with employees Suggestions for improvement

The interview may be conducted in a way where both the employer and the employee feel comfortable and the maximum information can be elicited. At the end of each exit interview, an exit interview report will be forwarded to the HR Head within 3 days of holding the interview. Data collected through exit interviews will be compiled by the HR Department. Six monthly reviews will be done and if any trends or patterns are observed, they would be taken up at the Executive Committee meeting for discussions. Thereafter, suitable intervention for change shall be debated, proposed and implemented.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

EXIT INTERVIEW FROM

I) Personal Details:

Name :

Designation : Location :

Grade : Department :

Date of Resignation : Date of Joining :

Reporting to : Last working date :

II) Reasons for leaving the company: (indicate each box with (Tick) mark.

Poor Salary ( )

Job Rotation ( )

Lack of recognition ( )

No Promotion Opportunities ( )

Interpersonal Conflicts ( )

Infrastructure ( )

Opportunities abroad ( )

To pursue studies ( )

Commutation to workplace ( )

Health ( )

Marriage ( )

Family problems ( )

To enter business ( )

Quality Of Work ( )

Empowerment ( )

Role Clarity ( )

Any other (List below) ____________________________________________________________________________

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Elaboration of the applicable item: ______________________________________________________________________________

______________________________________________________________________________

_______________________________________________________________________

III) Have you discussed the problem with your superiors/HR/colleagues and has the problem been addressed adequately? ______________________________________________________________________________

__________________________________________________________________________

IV) Views of the employee on : A 1. Salary :

2. Service Conditions :

3. Opportunity for growth :

4. Recognition of work :

5. Promotion :

6. Use of educational background :

7. Personnel Policies :

8. Culture of the Organization :

9. Role Clarity :

B 1. Superior - Subordinate :

Relationship

2. Guidance from superiors :

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

V) What were your expectations when you joined Kingfisher Airlines Limited? ______________________________________________________________________________

______________________________________________________________________________

________________________________________________________________________

VI) Would you say that your expectations have been fulfilled? ______________________________________________________________________________

__________________________________________________________________________

VII) What did you like and dislike about the company? LIKE ____________________________________________________________________________

DISLIKE

____________________________________________________________________________

VIII) Details about the New Job (if one wants to reveal) 1. Name of the company : 2. Cadre : 3. Designation : 4. Function : 5. Cost to the company :

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

IX) What are the three things that attract you to your new job? ______________________________________________________________________________

______________________________________________________________________________

_______________________________________________________________________

X) Would you consider coming back to KFA at a later date? To be filled in by HR / Functional Head I) Reasons for leaving as understood from sources other than through the employee (to be filled by HR)

______________________________________________________________________________

__________________________________________________________________________

______________________________________________________________________________

II) Comments of HR

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

____________________________________________________________________

HR Representative. Employee Name: Name: Designation: Designation: Date Date

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

At Kingfisher Airlines, we reward peoples' passions. Our employees have a commitment to the organization that most organizations can only dream about. By offering the team exciting rewards for performance excellence, we aim to foster increased employee morale, hard work, dedication and commitment.

With this thought in mind, we have instituted the KFA Excellence Awards for rewarding & recognizing our team members for their exceptional contribution. An Overview: The KFA Excellence Awards acknowledge the extraordinary efforts made by members of our TEAM towards fulfilling the vision & values of the Organization. This is among the highest honors awarded to staff. Professionalism, commitment to best practices, and high standards of excellence are at the heart of these awards.

Objective

Reward recognition for an individual for achieving operational excellence, who will be acknowledged as:

“Employee of the Department”

The award will consist of:

Prize money

Merit Certificate signed by The Group Chairman and company CEO

Kingfisher Blazer with winners‟ name.

We all understand that healthy competition in an organization gets the best out of everyone. And nothing works better than recognition or reward for a work well done. Let‟s endeavor to make our Company a truly „Performance Oriented‟ organization.

We, at Kingfisher Airlines shall always strive to make ours a driven team where everyone of us is focused towards the common goal of making KFA the No. 1 Airline by delivering our best.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

SELECTION PROCEDURE

To be awarded for best performance from April to Sep & Oct to March (Half Yearly Award)

All employees may nominate (excluding own self) only 1 deserving person for the

award from their own Department.

Employees will respond with their vote/ nomination on email i.d. department

[email protected].

The criteria of nomination will be based on core as well as functional competencies

(knowledge/ skills/ attitudes) required for superior performance on the job.

o Core competencies: Reflect the vision, values of the Company and are generic

competencies required from all employees.

o Functional competencies: Reflect the functional agenda/ goal of each

department & hence are unique and vary with function.

The process shall begin one month in advance wherein team members will cast their

votes. Functional Head in consultation with HR & the Management Committee shall

adjudge the winners based on the nominations from the functional team members.

PROCESS FOR ASSESSMENT

Criteria used to judge the final winners are:

Actual number of votes received by the individual

Efforts that exceed job expectations

Project impact/ job effectiveness (e.g. service to guests, external & internal

customers, project deliverables, any measurable means)

Degree to which teamwork contributed to success

mailto:department%[email protected]

mailto:department%[email protected]

90


Employee Suggestion Plan: DIRECTLINE


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

INTRODUCTION To enable employees to think in the direction of improving the Organisation effectiveness. Suggestions from every employee must be considered to make him a part of the Organisation. Most of us tend to talk but it‟s important to listen as well. Here are some great quotes: “Listening is the single skill that makes the difference between a mediocre and a great company.” - Lee Iacocca “Every person I work with knows something better than me. My job is to listen long enough to find it and use it.” - Jack Nichols It is important for an organization to empower employees by providing them maximum access to interface and resources, an ability to share their views and impact their own as well as the organization's future. “Directline” is an on-line, electronic facility to provide employees a chance to voice their views, share suggestions and ideas. All will be treated in the strictest confidence – that‟s a promise. Objective · Create employee ownership · Enable our employees to put forth their Suggestions · Besides just „Hearing‟, suggestions, institute a process to „Deal‟ with suggestions and provide feedback to the person giving the suggestion. · Enable Management to get First hand feedback from all employees across all functions and levels.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Eligibility: All employees Procedure · Any employee can email a suggestion to [email protected] on any area of the Organization's performance. It could be with regard to new business ideas, sales improvement, marketing activities, operational procedures, cost reduction, quality improvement, service delivery, employee welfare …etc. Suggestions are to be sent in the proposed format as per Annexure I. · HR will collate the suggestions and share them with concerned departments. Every suggestion will be forwarded to the concerned department and comments sought from them. · A suggestion Committee will be nominated by the CEO to implement useful suggestions. · Suggestions received will be reviewed by the CEO for an Award. · For each quarter the author of the BEST SUGGESTION will be given an award consisting of a special memento, certificate and a CASH PRIZE of Rs. 25,000/- · The selected suggestion will also be displayed on the Notice Board and informed electronically to all employees. Lets endeavor to make Kingfisher Airlines a truly „Listening‟ Company which draws on the strengths, ideas and suggestions of each and everyone one of us. We will strive to make ours a flat organization where everyone of us is approachable and our thoughts reach out to all our colleagues thereby enabling us to deliver the

best.

mailto:[email protected]

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE I

Name: _______________________ Employee Code: ___________________ Designation: __________________Department: ________________________ SUGGESTION: ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ IMPLICATIONS: ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ Prepared By: ______________________

93

EDGE- “Enterprise Development Growth Engines”


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

At Kingfisher we believe in continuous learning and development. It‟s amazing how much one can learn from simply putting oneself in another person‟s shoes for a short time. We want to encourage people to understand other people‟s jobs through learning, sharing, understanding and contributing. This will stimulate cross-functional communication and also give people more responsibility to develop their strengths and grow. Keeping the above in mind, we have :

EDGE – „Enterprise Development Growth Engines.‟ Objective: To help attain higher performance levels across the organization. Our Approach: 6 Performance Improvement Teams (PIT) will be formed across the company. Each team will comprise of representatives from various functions, who will work together on a live project for 8 weeks. Once the Team member names flow in from all functional Heads, the management will nominate a Project Leader from amongst the team members. The team will meet once a week and brainstorm on their project. At the end of the project term i.e.8 weeks, the teams will recommend suggestions by way of structured presentations to the CEO and EVPs, which will be implemented.

Eligibility: To be a part of the EDGE team, employees must possess analytical skills and business understanding. Each Functional Head can nominate managers or above from his respective function

The aim is to break the monotony of what employees are doing on a daily basis and give them a chance to think differently and contribute towards the improvement of certain projects which are extremely important for the success of Kingfisher Airlines.

The HR Dept shall announce the same from time to time.

94

Employment For Relative in the Company


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Applicability: All Employees

Objective: To provide guidelines for terms of employment for relatives working in the company. Policy: With an objective of providing clarity to all employees with regards to employment of relatives, please find below the guidelines: 1. Employment of relatives in the same company will not be permitted. Relatives will include: spouse, children, father, mother, brother/s, sister/s, father-in-law, mother-in-law, cousin sister/s (paternal & maternal) & cousin brother/s (paternal & maternal). 2. Any deviation from above will be approved on a case to case basis subject to approval from Head-HR. 3. In case any relatives are employed within the company, then the following conditions will apply: The employees who are related shall not be working in the same department or

reporting to each other or interfering in each other‟s decisions during the normal course of work.

Relatives working in the same company will not use any undue influence during

the normal course of work example seeking transfers to the same place. Please note that in case of any employees who are related & are currently working in the company, their work profile may be restructured so as to align the same as per the above.

95


Employee Referral Program (ERP)


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Purpose To encourage and reward employees who assist Kingfisher Airlines in identifying and hiring the most suitable, qualified and best talent possible. We believe our employees are one of the best sources for qualified candidate referrals.

Employee Eligibility

All full-time employees of Kingfisher India are eligible to receive the designated employee referral award.

Exceptions to the ERP award eligibility:

1) Head of Departments

2) Employees involved in the decision making process for the position for which the referral is considered.

3) Human Resources employees.

Candidate Eligibility

Unless mentioned in the job posting specifications, candidates who are presented as part of the ERP by a Kingfisher employee must be eligible to work in India.

Current or former employees, retirees, employees returning from a leave of absence, temporary employees, contractors, interns, candidates interviewed in the past, candidates already identified through job fairs, college relations programs, or advertisements are not eligible to be referred under the Employee Referral Program.

Guidelines and Instructions

Eligibility to refer a candidate under this program will be displayed on the circulated job posting. If you wish to make an employee referral, please follow the process outlined below. 1) Discuss the vacancy with the candidate and obtain their verbal consent to participate in the referral program.

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Revision Date

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2) Inform the candidate not to apply for the same position through an agency, the Kingfisher website, directly to the recruiting manager, but only by sending the application directly to you.

3) To refer an applicant to Kingfisher you must therefore instruct them to:

Apply through the referral Kingfisher employee (i.e. you).

As the prerequisite you must instruct them to add in their CV position „Referring Kingfisher Employee Information‟ where they should enter referring Kingfisher employee (i.e. your) Name, Title and Department.

Submit such modified application via e-mail to you.

If the candidate applies through a different route for the same position before your referral is processed, you will not receive credit for the referral.

Instructions to referring employee:

After you have received candidate application including your Name and Title in the Referring Employee Information section of the CV please fill in and forward electronically the “Employee Referral Form” (Annexure A) along with the candidate application to [email protected].

Please note the following important points:

Referring candidates to work in Kingfisher requires a certain responsibility, it is therefore expected that the referring Kingfisher employee knows the candidate personally and is convinced of their suitability to work in our company.

Referrals previously credited to another source will not be eligible for a referral award.

When a candidate is nominated by several sources, only the first referral held on record with the HR department will be eligible for a referral award.

No referral claims can be accepted after a candidate has independently submitted their CV or if the candidate has not been employed.

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Revision Date

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The HR Department will take the candidature of the referred candidate forward, only if the candidate meets the criteria for the position.

The rationale for rejecting a candidate who has been interviewed will not be shared with the employee referring the candidate

Employees are responsible for all related taxes in connection with any awards made under the Employee Referral Program.

Referral Awards

The amount of awards will depend on the position recruited for and will be as under : Senior Management Level (DGM/ GM) 15,000 INR Middle Management Level (Managers/ Sr Managers) 7,500 INR Junior Management Level (Officers / Executives/Flight Attendant) 2,500 INR

Awards will be made to those referring successful (i.e. employed) candidates.

Payment of Awards

Credit for referral of a candidate will be given to the employee on successful completion of the employee‟s 90 days in the organization. All awards will be made as „gross pay‟ and will therefore be subject to appropriate legal and tax deductions. Payments will only be made to referrers who are currently employed with Kingfisher on the due date of payments. If you would like any further information on the Employee Referral Program please contact the HR Department.

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Revision Date

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Annexure - A

EMPLOYEE REFERRAL FORM Please fill in this form and forward electronic copy to [email protected] together with the candidate‟s CV.

Your details

Name

Last Name

Employee ID number

Department

Telephone number

Email address

Candidate information

Name

Last Name

Telephone number

Email address

Declaration I have discussed this submission and the referral program with the person I am referring. I understand and accept the Employee Referral Program rules. Employee name: Date:

Job information

Job title of vacancy

Department of vacancy

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Internal Vacancy Advice


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

At Kingfisher Airlines, we firmly believe that it is people who make all the difference. So we look for people who bring in a wealth of experience, skills and knowledge. We pride ourselves on the fact that our team comes with vast experience and is equipped to handle further opportunities and responsibilities. At KFA, to fulfill a vacancy, we shall initiate an internal search to confer responsibilities upon an existing employee within the department/ base or from a different base but are open for relocation. We shall invite dependable and “thinking” leader-managers committed to excellence that are willing to take up the responsibilities detailed thru‟ the IVA (Internal Vacancy Advice). We encourage our employees to apply as per the information provided. All aspirants shall undergo an evaluation through a structured Assessment Centre involving group discussion, leadership and team building exercises followed by BEI (Behavioral Event Interview) personal interview to be conducted by the Management Committee. After all interviews are completed, the Committee shall make the final selection. Of great importance is the fact that all selection shall be based on well thought out analysis of the candidates‟ strengths and weaknesses for the position in question, and detailed justification for the recommendation.

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Internal Vacancy Advice


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Format for Internal Vacancy Advice

Date of Issuance: Vacancy Announcement Number: Function: Post Title: Location: Position Reports to: Last Date for Applications: Educational Qualification: Essential Work Experience: Main Purpose of the Job: Requisites: Key responsibilities: Applications: If any employee wishes to apply, they may submit the application mentioning the Vacancy Announcement Number & Preferred Location. Address: The application must be addressed to the Head, Human Resources, Kingfisher House, Western Express Highway, Vile Parle (E) Mumbai 400057. Or e-mail: [email protected]

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KFA Education Program


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

With a firm objective to encourage aspiring employees towards the path of educational growth, it is our proud privilege to introduce the following programs. Kingfisher Airlines shall continue to provide employees requisite support and opportunities for academic and career advancement and the programmes below are just a step towards the same. We are confident that together we shall build a culture of Learning & Development that other corporates shall benchmark against. 1. Kingfisher Airlines Education Program: The Company shall provide 50% repayment of course fee or Rs. 1.5 lacs, whichever is less, for additional educational qualifications acquired (Graduation, MBA, and Diplomas). You are eligible to this assistance if:

You have put in at least six months with the Company and are a confirmed employee.

The course is relevant to your present and future job.

The course is pursued as a postal/ correspondence course & hence does not affect your working hours.

On successful completion of the course, you shall serve the organization for one year from the date of completion of the course.

Fees will be paid only for a course enrolled in India.

Reimbursements will not be more than 50% of the course fee or Rs 1.5 lacs whichever is less.

This will be paid only once to an employee in the entire service period in the company.

Reimbursement of fees will be made on submission of fee receipts and certificate from the institution on successful completion of the course. Thus, will not be provided as advance. Prior written approval of your Functional Head and Head-HR is necessary before enrolling for any course while being employed with the organization.

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Kingfisher Airlines Bachelors Degree Program


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Education is the fundamental core of a Human‟s life.

It is said education is the fundamental core of a Human‟s life. All the riches of the world cannot ensure growth, however education will ensure continuous growth. At Kingfisher Airlines, we take pride in the growth of our team members. To ensure growth, your fundamentals need to be rock solid even in terms of basic education. We recently launched our Post-Graduation program which was well received. Now with the Kingfisher Airlines Bachelor Degree Program, we invite employees who seek to complete their Graduation. The program is specifically aimed at those who would like to complete or attain their Bachelor‟s Degree, and would like the company to help and support them through their course tenure. As per the Kingfisher Airlines Education Policy, the Company shall provide 50% repayment of course fee or Rs. 1.5 lacs, whichever is less, for all those candidates who enroll themselves in a Distance Learning Graduation program. You are eligible to this assistance if:

You have put in at least six months with the Company and are a confirmed employee.

The course is a Bachelors Degree through state run distance learning universities.

The course is pursued as a postal/ correspondence course & hence does not affect your working hours.

Fees will be paid for a course with chosen universities only.

Reimbursements will not be more than 50% of the course fee or Rs 1.5 lacs whichever is less.

This will be paid only once to an employee in the entire service period in the company.

Reimbursement of fees will be made on submission of fee receipts and certificate from the institution on successful completion of the course. Thus, will not be provided as an

advance. Those who are currently pursuing a distance learning graduation course and are already enrolled into a graduation program will not be eligible for this benefit.

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Kingfisher Airlines Bachelors Degree Program


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Eligibility Criteria: Employees must put in at least six months of service with the Company and should be confirmed. Minimum Education: Higher Secondary Graduates (10+2) with good academic record. List of Universities: We‟ve selected open universities for each zone. You can choose your course or program from any of the following universities / any other state run university by going online to their websites and registering for your preferred course.

o IGNOU http://www.ignou.ac.in/ (state run).

o Annamalai University http://annamalaiuniversity.ac.in/ (state run).

o Mumbai University – Distance Education. http://www.mu.ac.in/myweb_test/index.htm (state run).

o Netaji Subhas Open University http://www.wbnsou.com (state run).

Should you wish to enroll in any of the above universities for a graduation course, please inform your HR for further clarifications.

http://www.ignou.ac.in/

http://annamalaiuniversity.ac.in/

http://www.mu.ac.in/myweb_test/index.htm

http://www.wbnsou.com/

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Bank on the Buddy Programme


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

When a new employee joins the organization, he/she is tense due to the new culture, new surroundings, new work ethics and new people.

“Buddy"- is a person who will be selected to facilitate the adjustment of a new employee in the organization.

WHO CAN BE A BUDDY?

Employees with good people skills.

Fairly recent recruits (employees who have joined not more than a year ago) as they are more likely to empathize with what the new employee is going through.

Confidentiality is important - Both parties need to feel secure that discussions remain between them.

Openness and respect- Both the buddy and the person being guided need to be open and honest, yet respect the other. A buddy who withholds important information or comments does not contribute to the other person's success. However, such comments should be delivered with tact and courtesy-and (even if somewhat hurtful) received with an open mind.

Professional relationship - The relationship between the buddy and his or her protégé is a professional one, not a personal one. This is particularly important for the new employee to understand.

The buddy‟s role is to teach and advise the new employee - The buddy does not interfere with the supervisor or manager's decisions. The new employee, while expected to seek the buddy‟s advice particularly on critical issues, is not bound to accept that advice.

Being asked to serve as a Buddy is an honor. It indicates that the company has faith in the person's abilities and trusts him or her to have a positive impact on the situation.

105




Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

THE PROCESS

On day one when the new employee is being inducted by HR, HR will handout the Policy manual CD and will ask the new employee to fill out all required forms of the organization. The Functional Manager will identify one existing employee of the department in which the new employee is supposed to work; normally the employee will be in the same location just to make the new employee feel comfortable. After a formal introduction between the 2 employees, the new employee is handed over to the existing one. This employee will assist the new employee during the first 3 months. During this period the new employee will learn more of the job, the facilities, the colleagues and "do's and don'ts". The role of the buddy is to also help the new employee understand what to do in tight situations. For the Cabin Crew & Guest Services new Joinees, a buddy will be assigned once they finish their training & are ready to go to their base location.

For other functions, the buddy will be assigned once the HR induction is over and just before the employee moves to his department.

The concerned employee and the buddy will be informed in writing by HR. To summarize, a buddy is supposed to be an employee who will befriend the new employee and make the induction of the new employee more fun and satisfying.

BENEFITS TO THE NEW EMPLOYEE:

Impart greater comfort and familiarity to the new employees Introduce the new employee to people in the office Reduce strangeness of the office Provide necessary help to get the workplace and other facilities organized

BENEFITS TO THE ORGANISATION:

Facilitate Organizational Socialization A programme by which people learn the values, norms, and required behaviors of

the organization‟s culture. During initial orientation to the organization, coworkers can become invaluable

resources to the new employee.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Annexure - A

Welcome Aboard !

Your decision to be a part of our Kingfisher Airlines family has indeed created a new dimension in your personal & professional life. We are sure, the knowledge and exposure you bring with you, will contribute and take the Company to new heights of excellence and success. We know you are very excited and anxious to know about your work and your team members and of course to fulfill this desire of learning and encourage your passion towards excellence, we have made sure that you have a buddy who would guide you through the initial days. What‟s in it for us? Well, we want to see you comfortable with your new job and the environment. Ensure you find your way all through with the new challenges and opportunities that await you and you feel at home from Day One with us! Your buddy will be glad to assist you in all your queries and to ensure that you establish contact with your buddy; we have mentioned the contact details of your buddy below: Name of your buddy: ***************** Contact No: ***************** Email Id: **************** Location: ******************* We have taken this initiative to make sure you are welcome and taken care of not just the first day but for the first three months! We take pride to have you on board and wishing you the very best. Regards, Rubi Arya Head-Human Resources

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Mobile Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

OBJECTIVE: In view of the size of our operations, geographical spread and the varied nature of our business, it is necessary that certain employees are provided with Cellular Phone Connections to facilitate speedier communication, and to ensure round-the-clock accessibility arising out of business needs. PROCEDURE:

Based on the demands of the job, the Functional Head will authorize issuance of a mobile phone to the concerned staff member in his/her department. The request for mobile will be made to the IT Department who will provide the concerned staff with the cell phone connection.

The mobile phone is totally need based and for official use only.

Employees in manager grade and above have the discretion of using their original mobile connections if so desired. However, employees in officer and executive grades who are authorized by the Functional Head will also be sanctioned reimbursement as per defined limits.

Expenses like purchase & maintenance of the handset will have to be borne by the employee.

The table below gives the upper limit for the cell phone bill for authorized employees.

Designation Entitlement Limit (Max

upto Rs.) Per Month

AVP & Above Actuals

GM & DGM Rs. 4,000

Senior Manager & Manager Rs. 2,000

Executive & Officer ( Authorized Only) Rs. 1,000

Should you exceed the above limits; a special sanction from your Functional Head will have to be sought in writing.

The mobile phone bills will be directly settled by the Accounts Department in the company.

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Mobile (Field Sales Staff) Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

To: Sales Team Subject: Mobile Reimbursement Entitlement. Applicability: Field Sales Staff Only. Considering the nature of the business that we operate in, it was felt that the mobile reimbursement policy for the sales team needs to be revised. With an objective of providing clarity to the sales staff with regards to the same, all field sales staff will be provided mobile reimbursements as follows:

ARM/ RM/ AKAM/ KAM/Assistant Managers: At actuals, subject to a max limit of Rs. 1,500 per month

Sales Manager: At actuals, subject to a maximum limit of Rs. 2,500 per month

Regional Managers: At actuals, subject to a maximum limit of Rs. 3,500 per month Please note that the above mentioned allowance is to cover all phone charges including rental and roaming as well. All phone bills will be authorized by the Regional Heads and they will be the custodians of this expense head for their regions.

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

Purpose: Blackberry phones may be provided to employees to improve service, enhance business efficiency, and provide connectivity at all times. The blackberry phones are not a personal benefit and shall not be a primary mode of telephonic communication, unless they are the most cost-effective means to conduct business. Objective: This policy has been introduced to:

Clearly define who is entitled to a Blackberry phone and procedure for its issuance; and

Streamline statement administration and payment, and the reimbursement of the costs of business calls.

Eligibility: For various reasons, it is not possible for the Company to provide Blackberry mobile phones to all employees who might benefit from them. However, the Company will endeavor to provide for Blackberry among users as per work exigencies. Efforts will be made to allocate blackberry phones to users based upon job responsibilities and need.

For ease of implementation, all personnel designated DGM & above shall be provided with a Blackberry phone.

Please note that the same can be subject to review if the employee has a job where a specific requirement for a blackberry does not arise.

For any other personnel, special approval needs to be sought in the prescribed format.

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

Exceptions It is recognized that, in certain instances, it is necessary for executives to have a blackberry cell phone in order to perform their duties, they need to send a duly completed CIR Form in writing to their HODs, clearly justifying the requirement. HOD based on this letter will sanction the blackberry irrespective of the grade or designation of the employee. Policy for procurement of Blackberrys:

1. The employee will complete the request form (refer annexure: CIR format) and get it approved by the respective HOD (signature is mandatory).

2. The approved request shall be forwarded to the Finance Department.

3. If the employee is not entitled for the same (i.e. below DGM designation) and yet,

the functional head recommends issuance, the CIR shall be submitted to the respective EVP for special approval. In case of functions who do not have a direct reporting to an EVP, the CIR shall be forwarded to the Head- HR for special approval.

4. In case of a special approval (where the employee is not entitled for the same), the

superior must indicate agreement by supporting the request with recommendation/ views and forwarding it to the Functional Head. The justification must indicate how the Blackberry phone will support the Company‟s business, improve the employee‟s ability to do his/her job, and/or provide efficiency. Ultimately the request must be approved by the appropriate EVP for the concerned Department/HR Head, based on the demands of the job.

5. Upon approval, the Administration department shall procure and issue a

blackberry cell phone to the employee. All orders for blackberries must be processed through the Administration department which is committed towards maintaining an updated record of the same.

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

6. Once the Blackberry is purchased it is the responsibility of the Administration

department to forward the bills along with the original CIR attached clearly stating the name of the employee who is allotted the blackberry to the Accounts department for accounting of the same.

7. Once the Blackberry is procured and handed over to the concerned HOD, it will be

the responsibility of the HOD to ensure that the same equipment is handed over to the person for whom it was initially requisitioned; in other words the equipment should not be exchanged within the function without the knowledge of the Administration department.

8. The employee is responsible for the loss of any cell phone and must pay for

replacement of the blackberry. Exceptions, on a case by case basis, may be made by the Head- Human Resources in consultation with the Executive Vice President(s). Such exceptions are not binding and do not constitute a waiver of the Company's right to insist upon recovery of the cost of the blackberry in any given case.

9. Ownership of the blackberry will reside with the Company and the blackberry

must be returned along with all accessories, in working condition, when employment ends to the respective Human Resources Manager. Failure to comply with the same will result in deduction of an appropriate amount during the full and final settlement.

10. In case of faulty / non functioning of any blackberry the same may be returned to

the Administration Department. The Administration department should satisfy itself that the blackberry is not functioning and cannot be repaired. If so they will prepare a CDR (Capital Asset Disposal Request) and get it approved by the HOD of Administration Department and hand over the same to the Accounts department for accounting. Consequently a new CIR will have to be prepared for issuing a new Blackberry to the employee.

11. No new blackberry will be purchased & allotted to any executive if there is already

a blackberry in working condition in stock with the Administration Department.

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

Policy for usage of Blackberrys:

1. The total limits on account of per month blackberry billing which will be borne by the Company is as given below:-

Designation Entitlement Limit (Max

upto Rs.) Per Month

AVP and above Actuals

GM & Deputy GM Rs. 4,000/-

Senior Manager & Manager (Authorized Only) Rs. 3,500/-

Executive & Officer ( Authorized Only)

Rs. 2,000/-

2. Administration Department will ensure that the monthly bill for each employee

provided with blackberry is sent as per Annexure 1. 3. Each HOD will be responsible for intimating to Accounts department if the total

bill amount for any employee in his department exceeds his entitlement for recovery of excess amount. In case the HOD approves any bill which is in excess of that person‟s entitlement, then he/she should ensure that all calls are official.

4. Once the bills are approved, a statement with the name of the employee, the total

bill amount, the total approved amount and the amount of recovery to be made will be sent to the Accounts department for further action.

5. In case of bills, in excess as per the above defined limits; it will be the

responsibility of the individual to pay towards personal calls via cheque to the Finance department. If the individual fails to comply in time, the amount shall be accordingly deducted from employees next month salary.

Implementation Responsibility: It is the responsibility of each HOD to ascertain whether the need for providing Blackberry connection is necessary or not and to ensure adherence to the above laid down limits.

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

Annexure 1:

Date: To: From: Administration Department SUB: Blackberry Bill for the month of _______(Month/ Year). Dear Sir / Ma‟am, Enclosed herewith is the cell phone bill for the month, amounting to Rs._______/-. Kindly certify personal calls, if any. Personal calls : Rs. _______/- Mode of Payment for personal calls (please tick)

Cash Cheque Deduct from Salary

If official calls has exceeded limit, please specify reason: _____________________________________________________________________

__________ __________ _______________ (Name) HOD Finance

Kindly return certified bills with HOD approval within 15 days, failing which the amount will be deducted from salary. Entitlement:

1. EVP / VP / AVP – Actuals 2. GM / DGM – Rs.4,000/- 3. Manager / Sr. Manager – Rs.3,500/- 4. Officer / Executive – Rs.2,000/-

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

CAPITAL INVESTMENT REQUEST

Ref No. Date

Location : Department / RC

:

Date of Expenditure

:

DESCRIPTION AND ITS JUSTIFICATION :

Item

Specificatio

ns

Cost (Attach Quote)

User

Justification for Purchase/Change/Upgrade

TOTAL : NUMBER OF SIMILAR EQUIPMENT IN USE IN YOUR DEPARTMENT:

COMPUTERS PRINTERS UPS OTHERS NO. OF USERS

CURRENT

NOW PROPOSED

HAS IT BEEN INCLUDED IN ANNUAL BUDGET : YES/NO

MODE OF FINANCING :

LEASE HP INTERNAL GENERATION

TERM LOAN

@ Rs. :

OUTFLOW (TOTAL COST): ASSETS NO LONGER REQUIRED IF THIS INVESTMENT IS APPROVED:

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Blackberry Policy


Revision Date

Date

KFA/HRM 01 14-09-10 01-10-10

PROPOSED USE FOR DISPOSAL:

Signature :

Date :

Proposed by Functional Head

CFO EVP/Head- Human Resources (in case a special approval is required)

----------------------------------------------------------------------------------------------------------- To be filled by the Office of Information Technology:

Received by (Name): Designation: Signature: Receipt Date: Remark:

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Laptop Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Overview: Kingfisher Airlines Limited is committed to providing appropriate computer systems to team members. This policy addresses the need by some employees to have a laptop computer. A laptop is intended for use in business as a productivity tool. Use of the laptop for personal purposes should be within the standards of good judgment and common sense. Eligibility: For various reasons, including budgetary ones, it is not possible for the Company to provide laptops to all employees who might benefit from them. However, the Company will endeavor to provide for laptops among users as per work exigencies. Efforts will be made to allocate laptops to users based upon job responsibilities and need.

For ease of implementation, all personnel designated DGM & above shall be provided with a laptop.

For any other personnel, special approval needs to be sought in the prescribed format.

Procedure for Availing: The employee will complete the request form (refer annexure: CIR format) and get it approved by the respective HOD (signature is mandatory). The approved request shall be forwarded to the Finance Department. If the employee is not entitled for the same (i.e. below DGM designation) and yet, the functional head recommends issuance, the CIR shall be submitted to the respective EVP for special approval. In case of functions who do not have a direct reporting to an EVP, the CIR shall be forwarded to the Head- HR for special approval. In case of a special approval (where the employee is not entitled for the same), the superior must indicate agreement by supporting the request with recommendation/ views and forwarding it to the Functional Head. Ultimately the request must be approved by the appropriate EVP for the concerned Department/HR Head, based on the demands of the job.

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Laptop Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Upon approval, the Office of Information Technology shall procure and issue a laptop to the employee clearly mentioning the model/ serial number. All orders for laptops must be processed through the Office of Information Technology who is committed towards maintaining an updated record of the same. The laptop must be a brand, model and configuration as approved by the Office of Information Technology. Ownership of the laptop computer will reside with the Company and the laptop must be returned along with all accessories, in working condition, when employment ends to the respective Human Resources Manager. Failure to comply with the same will result in deduction of an appropriate amount during the full and final settlement. Kingfisher Airlines will offer operating system and application software upgrades. The Office of Information Technology support of company owned laptops will be equivalent to that provided for company owned desktop computers. Direct support will only be provided while laptops are on the company premises. AirCard: When a laptop requires AirCard, especially for employees who travel extensively and need internet mobility 24X7; the same should be approved by the concerned EVP or Head- HR as the case may be. Responsibility: It is the employee‟s responsibility to take appropriate precautions to prevent damage to or loss/ theft of the laptop. The employee shall be held responsible for certain costs to repair or replace the computer if the damage or loss is due to negligence or intentional misconduct.

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Laptop Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Theft: If the laptop is lost or stolen it must be reported to the Office of Information Technology immediately. For theft or loss off company premises, it should also be reported to local police as well. The police report should include the serial number of the lost computer. A copy of the police report must be sent to the Office of Information Technology within 48 hours of the discovery of the loss. Upgrades and Troubleshooting: When a laptop requires hardware upgrade (e.g., memory, peripheral, or hard disk), software installation, or has problems that cannot be resolved over the telephone, the computer will need to be brought to company premises for hardware service, software installation, or problem diagnosis. Backup: Each employee is responsible for maintaining an appropriate backup of the laptop, especially of the work-related documents and data files that are not restored when reinstalling the operating system and programs. It would be prudent to establish a process of regularly copying the data files one uses on the laptop to the storage area as an added precaution against data loss. Virus, Hacking, and Security Protection: Users must take responsibility for ensuring that security updates take place on laptops in their care. To ensure that virus protection and other security patches are current, laptop users are required to make an appointment with the Office of Information Technology once per quarter for maintenance. The Office of Information Technology will make every effort to return your laptop the same day as the appointment.

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Laptop Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

CAPITAL INVESTMENT REPORT

Ref. No. Date

Location : Department / RC

:

Date of Expenditure

:

DESCRIPTION AND ITS JUSTIFICATION :

Item

Specificatio

ns

Cost (Attach Quote)

User

Justification for Purchase/Change/Upgrade

TOTAL : NUMBER OF SIMILAR EQUIPMENT IN USE IN YOUR DEPARTMENT:

COMPUTERS PRINTERS UPS OTHERS NO. OF USERS

CURRENT

NOW PROPOSED

HAS IT BEEN INCLUDED IN ANNUAL BUDGET : YES/NO

MODE OF FINANCING :

LEASE HP INTERNAL GENERATION

TERM LOAN

@ Rs. :

OUTFLOW (TOTAL COST): ASSETS NO LONGER REQUIRED IF THIS INVESTMENT IS APPROVED:

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Laptop Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

PROPOSED USE FOR DISPOSAL

Signature :

Date :

Proposed by Functional Head

Head- Finance EVP/ Head- HR (in case a special approval is required)

----------------------------------------------------------------------------------------------------------- To be filled by the Office of Information Technology:

Received by (Name): Desig: Signature: Receipt Date: Remark:

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Local Travel Policy (Intracity)


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

LOCAL TRAVEL POLICY

OBJECTIVE: To ensure comfort to employees traveling intracity for official work to government offices/airport/DGCA office/vendors/ between offices etc.

LEVEL MODE OF TRAVEL

Managers and Above Taxi (Company car if provided)

Executives Autorickshaw (Taxi if Auto does not operate in that area)

Officer Autorickshaw

In case of local business travel, travelling expenses will be reimbursed at actuals.

II) If the employee is using his/her own vehicle, the expenses would be reimbursed at

the following rates:

Type of Vehicle Rate

Car Rs. 9.00/- per KM

Two Wheeler Rs. 5.00/- per KM

The employee must obtain approval from the Department Head for the Kilometres

covered. The annexure for claiming the same is attached. Such approvals should be

done on a weekly basis. Department Heads will authorise the visit details and the

expenses on a monthly basis, in the attached format, Annexure I

III) Please note that the above does not apply to travel from home to your daily place of

work which has to be borne by the individual.

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Local Travel Policy (Intracity)


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE I

K.M. CLAIM FORM Name: __________________________ Designation:______________________ Employee Code: _________________ Department: ______________________

Date From To Total K.M. Purpose

Signature of the Applicant ____________________________ Approved by ________________________________________

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

TRAVEL POLICY (IN INDIA) OBJECTIVE To ensure comfort and convenience to officials who undertake travel for business purpose and to reimburse the reasonable expenditure incurred while traveling in India. SCOPE This policy shall cover all executives and managers presently on the rolls of the Company. Provisions of this policy may be extended to Consultants and Retainers when specifically provided for in their respective contracts. It is to be noted that these provisions shall not apply in cases of transfer. PROCEDURE

The guidelines for reimbursing expenses incurred by an executive as per eligibility while traveling on Company‟s/Group‟s business in India are outlined below:

All tours will be properly planned in advance and designed for a round trip and duly sanctioned by the competent sanctioning authority.

Attempts must be made by all traveling executives to leave head quarters/station by the first available flight/train, so as to ensure minimum loss of working hours in the office. Similarly, while returning to head quarters, they must take the last available flight/train, so as to ensure minimum loss of working hours and extra night stay at Hotels.

It is the responsibility of the Company's Administration department or the concerned member of the staff making the necessary travel bookings to ensure the same.

Traveling executives have to necessarily fly Kingfisher Airlines depending on availability on all routes where the Airline flies. In case where Kingfisher Airlines does not operate, priority should be given to interline travel.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Any attempt by a traveling executive to fly only a particular airline so as to get mileage benefit at the cost of losing working hours must be discouraged.

It is to be appreciated both by the sanctioning authority and the traveling executive that traveling allowance is not to be considered and used as an additional source of income.

Therefore, every claim submitted by an executive would have to be approved by his sanctioning authority.

Under pressing and emergency situations, an executive may undertake a tour without obtaining approval of the same in advance. However, the executive concerned has to get the same ratified by the sanctioning authority either telephonically or after completing the tour.

Traveling allowance is payable if the total period between start and return from tour is more than 18 hours. If the journey is less than 18 hours, but more than 9 hours half the rate of daily allowance as specified in Annexure III may be claimed besides actual fares paid for the journey.

When an executive of the Company is required to be on tour for more than fifteen days at a time special permission has to be obtained from the Departmental Head.

Allowances are payable only for the period when the executive is away from headquarters on duty, including holidays and Sundays. If the Employee absents himself/herself from duty while on tour, then he or she is not eligible for the allowances.

TRAVEL ADVANCE An employee intending to go on tour can draw a tour advance as per Annexure – II this will require the sanction of his department head. The quantum of travel advance should be based on the number of days of intended travel and the applicable daily allowance. This can be advanced on submission of the travel requisition form (Annexure I) indicating the purpose of travel duly approved by the sanctioning authority.

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Revision Date

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Note: Any balance amount left from the advance drawn should be returned to the concerned finance department along with the duly approved travel expense statement within 3 working days of completion of travel. No further advances can be drawn unless the accounts of the first tour have been rendered. To facilitate this process, it would be necessary for sanctioning authorities to approve duly verified and checked travel expenses report without any delay. MODE OF TRAVEL

When traveling on official work, executives will be entitled to the mode of travel as specified in the Annexure.

Return tickets should be purchased whenever possible and such reimbursement of the actual fare paid will be admissible.

Used tickets in case of air travel will have to be furnished with the travel expense statement and in cases where the journey has been undertaken by rail/bus, the ticket numbers should be given.

Whenever possible, use of the Company's pool transport should be made of by the visiting executives. No executive at any level shall be allowed to rent cars on a per diem basis, without prior approval from the Departmental Head.

Use of hired car must be justified and prior approval sought from the reporting Head if need be.

Travel Claims: Travel claims must be submitted as per Annexure – III (Travel Expense Report) to the concerned finance department duly approved within 3 working days of completion of travel for official work. The actual claim amount may be calculated as per eligibility as specified in the Annexure- II.

126

Travel Policy (In India)


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

The following should accompany the travel expense statement:

Bills and receipts for hotel charges

Used air travel tickets or details of train/bus ticket including number.

Bills and receipts of reservation/ supplementary charges wherever applicable.

Bills and receipts in case of any entertainment expense. Statement giving point to point break-up of fares and details of claim made for reimbursement of local conveyance. Bills and receipts for any official telephone call, telegram, and stationery expenses incurred. In the event an executive makes use of a Company provided credit card, he has to show the actual usage of the credit card in the travel expense statement along with the charge slip. In case any ticket/sector has been cancelled, it should not be part of the travel expense statement. However, a xerox copy of the ticket jacket may be submitted to the concerned finance department, besides returning the original ticket with endorsement to the travel agency for claiming refund. Travel expense statement will have to be countersigned and approved by the concerned functional head before submitting it to Accounts who will ensure that the necessary supporting vouchers and receipts where applicable are enclosed. Executives are not allowed to draw advance of any kind from an outstation location while on tour. However, in emergency situation, the concerned sanctioning authority may approve such an advance either on telephone or by fax if available. BOARDING & LODGING The authorized list of hotels for various grades of employees is provided and reservations should be made strictly according to the list given.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

An employee who checks in to a hotel will be reimbursed actual expenses incurred on the production of actual bills/vouchers except liquor and STD calls as per Annexure –

II. We are also in the process of tying up with guest houses in Bangalore and Mumbai. Whenever and wherever possible, executives must stay at the Company Guest House, Hotel reservations/ own arrangements can be made either in cases of non-availability of room at the Company Guest House or where there is no Guest House. Where the executive makes his own arrangement for lodging, he will be reimbursed as specified in Annexure – II. LIST OF HOTELS With an objective of providing clarity to employees with regard to entitlement of Hotel Stay while on official duty to different cities, the Admin Department shall release the list of authorized hotels in all sectors where we currently fly. This will help in making stay arrangements and remove any ambiguity arising thereof.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE

TRAVEL REQUISITION FORMKINGFISHER AIRLINES LIMITED

EMPLOYEE'S NAME: ____________________________EMP CODE : ______________ TOUR NO: ________

DESIGNATION: _________________________________DEPT. : ______________HEADQUARTERS: ___________

1 Date of journey : 2. Mode

3 Place of visit : 4. No. of

days

5 Purpose of visit :

Estimate of Tour Expenses

6 Travel Ticket

(Mention whether : Rs.

purchased by self or

provided by Company)

7 Hotel Accomodation

(Mention whether : Rs.

payment by self or

by Company)

8 Other Expenses : Rs.

(Details)

9 Total Expenses : Rs.

10 Advance requested : Rs.

Submitted by (Applicant): Accounts: Approved by (HOD)

Date: Date:

M/s. _______________________________________________ (Travel Agent) Requisition No.

Date:

Kindly book Airticket as follows:

1 Name :

2 Sector :

3 Date of Journey :

4 Flight No. :

Any other Instructions: :

For Kingfisher Airlines Limited

(Authorised Signatory)

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE – II

TRAVEL ALLOWANCE – REIMBURSEMENT OF EXPENSES

DESIGNATION

MODE

CLASS OF

TRAVEL LODGING

DAILY ALLOWAN

CE

OWN ARRANGEMENT

(PER DAY ALLOWANCE)

(@ authorized hotel ) (Against Vouchers)

Including meals+all incidental

like tips+laundry (Against Vouchers)

Metros and BLR

Other Places

EVP AIR Business Single A/C

Room Actuals

- -

GM/AVP/VP/Sr VP

AIR Economy Single A/C

Room Actuals

-

-

DGM/Sr. Manager

and Manager


Room 850/- 1000/- 850/-

Executive AIR Economy Single A/C

Room 650/- 750/- 650/-

Officer AIR Economy Single A/C

Room 500/- 600/- 500/-

IMPORTANT NOTE

1. Travel to Kingfisher cities by other airlines must be approved in advance by manager. 2. Hotel Accommodation should be arranged through local office of Kingfisher Airlines and bills to be settled by the individual either through a credit card or by taking a travel advance 3. Use of Hired car for DGM and below is not allowed. If exceptions are made, prior approval from the reporting Head is required.

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Revision Date

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4. Usage of public transport (Auto, Taxi and Buses) should be encouraged. 5. All bills should be produced in original for the expenses incurred on meals. 6. Miscellaneous expenses like official telephone/stationery etc will be reimbursed at actuals against vouchers. 7. All domestic travel will be economy class. If an employee travels business class he will have to reimburse the difference to the company.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE III - TRAVEL EXPENSE REPORT

TRAVEL EXPENSE REPORTKINGFISHER AIRLINES LIMITED

EMPLOYEE'S NAME: ____________________________________________ EMP CODE : ______________

DESIGNATION: _________________________________________________ DEPARTMENT: ______________ HEADQUARTERS: ______________

Journey Fare Hotel Costs Daily All. Conveyance Telephone

Date & Place Mode 42050003 42050002 42050001 42050005 42075001 42114001

Time Visited Amount Room Rent Food/Others Amount Amount Amount Nature Amount

Rs. Amount Rs. Amount Rs. Rs. Rs. Rs. Rs.

Ticket Refund

Post/Courier/Fax

Stationery/Xerox

Meeting

TOTAL A

(to be filled in only for details in foreign currency )

TOTAL A+

DETAILS OF ADVANCES Rupees Forex US $ / Euro

Tour Code Date Source/ Account Amount Total Expenses Submitted by (Applicant):

No Nature code 'B' Rs. As per 'A' Rs. ____________________A+ __________________ Date:

Ticket 15361000

Cash 15386000 Less: Advance Checked by (Accounts):

Cr. Card 15394000 As per 'B' Rs. ____________________B+ __________________ Date

Other

TOTAL B Balance due to/ Approved by(HOD)

(For details in foreign currency) Forex US $ / Euro from Co. (A)less(B) Rs. ____________________(A+)less(B+) ___________ Date:

TOTAL B+

Miscellaneous Expenses

132



Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

TRAVEL POLICY (TO LOCATIONS OUTSIDE INDIA)

INTRODUCTION

Foreign travel allowances for executives traveling outside India on business are as follows.

Country GMs & Above Others

(USD per day) (USD per day)

For Europe & Japan $200 $175

For Bangladesh & Thailand $100 $75

For all other Countries $150 $125

(all amounts are in U.S. dollars and are per day)

When accommodation is provided by the host company: 50% of the above

Where both accommodation and meals etc. are provided/borne by the host company 25% of the above

For training programs where the course fee includes accommodation and meals: $30 per day $25 per day

Allowances stated above are the maximum for each Grade level. Any exceptions to the above will have to be approved by the EVP.

The number of days for which a daily allowance may be claimed will be calculated based on the actual days abroad, i.e. from the date/time of arrival at the first overseas destination and up to the date/time of departure from the last overseas destination.

The daily allowance payable for the last day overseas will be: For departures before 1200 hours - no daily allowance for that day For departures between 1200 and 1800 hours- 50% i.e. for half a day For departures after 1800 hours-100% i.e. for a full day

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Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

The number of days for which a daily allowance may be claimed should not be calculated from the date/time of departure from India up to the date/time of arrival in India.

Daily allowances are intended to cover all normal expenses incurred abroad, including accommodation, meals, laundry and valet services, local transportation (including airport transfers), local telephone calls and miscellaneous expenses including overseas airport departure taxes, porterage, tips, etc and will be reimbursed subject to the upper limits as given.

The following additional expenses, if incurred, may be claimed in addition to daily allowances already mentioned with the specific approval of the Department Head. long distance travel on business, including car hire charges for out-of-town

journeys long distance business telephone calls and fax message transmissions business entertainment

Employees will not have to submit any bills or supporting , however the Travel Expense Report will definitely be needed for accounting purposes. Please note that the Travel Expense Report must be submitted to the finance department duly approved within 3 working days of completion of foreign travel MISCELLANEOUS

In line with the UB Group policy, all employees in Kingfisher Airlines (except VPs and above & Commanders travelling in uniform on duty) are required to travel economy class for both domestic and business travel irrespective of the flight duration.

All foreign travel requires the prior approval of the concerned Functional Head..

All employees undertaking foreign travel have to necessarily fly Kingfisher Airlines to all overseas location where the Airline flies. (eg. if an employee based at Chennai needs to travel to London, he /she would necessarily have to fly Kingfisher Airlines via BOM / BLR as the case may be). To overseas locations where Kingfisher Airlines does not operate, employees must compulsorily use the interline facility for foreign travel. Any exceptions to the same will have to be approved by the EVP.

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Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

Application for foreign exchange should be made to the Finance department much ahead of time so they can arrange for the same. All foreign travel and claims for and payments of daily allowances and for the reimbursement of expenses, as mentioned above, are subject to Exchange Control regulations and must be in strict conformity with those regulations and with all relevant provisions of applicable law, such as the Foreign Exchange Regulation Act.

Unless previous advance has been cleared in totality, no further Foreign Exchange will be made available to the staff.

If for any reason the anticipated overseas stay is curtailed then the proportionate foreign exchange should be returned. It will not be possible for the Company to provide additional foreign exchange at short notice, and therefore if the stay abroad is extended then the employee may have to manage the additional stay period within the allowance granted. It is therefore essential that overseas trip is planned and you adhere to the plan.

135

Foreign Travel Policy (for Engineers & Pilots on Official Visits/ Training)


Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

Policy: For foreign training/visits of pilots and engineers they will be reimbursed daily allowance as per the following guidelines:

Purpose of Visit

For Europe For all other

Countries

PILOTS/ENGINEERS: (USD per day) (USD per day)

All foreign travel including

Short duration Training/

Visit/Endorsement Training/ Special

Technical

Training/Simulator/IR/LR/Retrofit/

Ferry Flights

$200 $150

Allowance stated above is the maximum on a per day basis.

The number of days for which a daily allowance may be claimed will be calculated based on the actual days abroad, i.e. from the date of arrival at the first overseas destination and up to the date/time of departure from the last overseas destination.

The Daily Allowance payable for the day of arrival in foreign country will be 100%.

The daily allowance payable for the last day overseas will be:

For departures before 1200 hours - no daily allowance for that day

For departures between 1200 and 1800 hours- 50% i.e. for half a day

For departures after 1800 hours- 100% i.e. for a full day

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Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10


Daily allowances are intended to cover all normal expenses incurred abroad, including accommodation, meals, laundry and valet services, local transportation (including airport transfers), local telephone calls and miscellaneous expenses including overseas airport departure taxes, porterage, tips, etc and will be reimbursed subject to the upper limits as given. Procedure:

In line with the UB Group policy, all employees in Kingfisher Airlines (except VPs and above & Commanders travelling in uniform on duty) are required to travel economy class for both domestic and foreign travel irrespective of the flight duration.

All foreign travel requires the prior approval of the Head of Function.

All employees undertaking foreign travel have to necessarily fly Kingfisher Airlines to all overseas locations where the Airline flies. To overseas locations where Kingfisher Airlines does not operate, employees must compulsorily use the interline facility for foreign travel. Any exceptions to the same will have to be approved by the concerned Functional Head/EVP.

Application for foreign exchange should be made to the Finance department much ahead of time so they can arrange for the same.

All foreign travel and claims for and payments of daily allowances and for the reimbursement of expenses, as mentioned above, are subject to Exchange Control regulations and must be in strict conformity with those regulations and with all relevant provisions of applicable law, such as the Foreign Exchange Regulation Act.

Unless previous advance has been cleared in totality, no further Foreign Exchange will be made available to the staff.

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Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

If any reason the anticipated overseas stay is curtailed then the proportionate foreign exchange should be returned.

It will not be possible for the Company to provide additional foreign exchange at short notice, and therefore if the stay abroad is extended then the employee may have to manage the additional stay period within the allowance granted. It is therefore essential that overseas trip is planned and you adhere to plan.

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ACJ Crew- Code Of Conduct


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Kingfisher Airlines Code of Conduct has been derived from our guiding principles: our Vision & Shared Values. As a professionally run organization, we firmly believe in three interlinked fundamental principles, viz. good corporate governance, good corporate citizenship and exemplary personal conduct. Especially as part of the ACJ fleet, all members will be exposed to/ interacting with many VIPs and VVIPs. Crew will be exposed to much confidential information and it shall be each crew‟s responsibility not to disclose the information or discuss it otherwise. Philosophy KFA is a professionally managed organisation and it is therefore our responsibility to ensure that the organisation is managed in a manner that protects and furthers the interests of all concerned. It is also our belief that in order to serve the interests of our stakeholders in perpetuity, we must build KFA into an institution whose dynamism and vitality are anchored in its core values of Safety, Services, Happiness, Teamwork & Accountability. Code of Conduct In the conduct of the Company‟s business, the practice of a professional relationship with each other is a prerequisite and embraces the following: 1. Dealing with People in the Organisation: In dealing with each other, we shall always

uphold the values which are at the core of our HR Philosophy – Safety, Service, Happiness, Teamwork & Accountability. Indeed, these values form the basis of our HR management systems and processes. KFA will focus on meritocracy, equity and upholding of Company values in all people processes.

2. Personal Conduct: All employees have the obligation to conduct themselves in an

honest and ethical manner and act in the best interest of the Company at all times. They are expected to demonstrate exemplary personal conduct. The following are examples of conflicts of interest and should be avoided:

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Accepting loans, fees, special favours or services from suppliers, vendors, guests or others dealing with the company.

Accepting a recreational or entertainment opportunity for a person or organisation which does business with the company, whose value is such as to make it appear that the donor is attempting to influence the recipient.

Using company position for personal advantage (or that of a relative, friend or a colleague) for example requesting for employment opportunities, transfers etc.

Working for competitors, suppliers or customers whether as a full time or part time employee as a consultant or otherwise.

Appropriating, receiving, giving out or conspiring to appropriate, receive, give out confidential information relating to the company, a guest, a supplier, or a competitor where the disclosure of such information is unauthorised.

Deriving a personal benefit or a benefit to any of his or her relatives by making or influencing decisions relating to any transaction;

3. Protection of Confidential Information: No crew member/ employee shall disclose

or use any confidential information gained in the course of employment/ association with the Company for personal gain or for the advantage of any other person. No information either formally or informally shall be provided to the press, other publicity media or any other external agency except within approved policies.

4. KFA maintains an open door for reportees; encourages employees to report any

concerns and is responsive to employee feedback. 5. Relationships with Suppliers and Customers: All employees shall ensure that in

their dealings with suppliers and customers, the Company‟s interests are never compromised. Accepting gifts and presents of more than a nominal value, gratuity payments and other payments from suppliers or customers will be viewed as serious breach of discipline as this could lead to compromising the Company‟s interests.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

6. Health and Safety: The Company attaches great importance to a healthy and safe

work environment. KFA is committed to provide good physical working conditions and encourages high standards of hygiene and housekeeping. Particular attention should be paid to training of employees to increase safety awareness and adoption of safe working methods, particularly designed to prevent serious or fatal accidents.

7. Company Facilities: No employee shall misuse Company facilities. In the use of

Company facilities, care shall be exercised to ensure that costs are reasonable and there is no wastage.

8. Leading by Example: The organisation‟s employees set the professional tone for the

Company. Through both their words and their actions, the organisation‟s leadership conveys what is acceptable and unacceptable behaviour. KFA‟s employees must constantly reinforce through their actions and behaviour that KFA‟s stated beliefs of responsible corporate citizenship are rooted in individual conviction and personal integrity.

Any instance of non-adherence to the Code of Conduct / any other observed unethical behaviour on the part of those covered under this Code should be brought to the attention of the immediate reporting authority, who shall in turn report the same to the Head of Human Resources. Each employee should discuss with the HR Department any situation which is or may appear to be a conflict of interest. Violating of this policy may subject to disciplinary action as deemed advisable by the management.

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ACJ Crew- Foreign Travel Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

To: Pilots, Engineers & Cabin Crew for ACJ Operations Subject: Airbus Corporate Jet Crew Foreign Travel Policy Policy: For foreign travel, ACJ Crew will be reimbursed daily allowances as per the following guidelines:

Category Entitlement in Europe/USA/Australia/Japan in Dollars/Euros

Entitlement in All other Countries in Dollars/Euros

Additional (to be provided by Company)

USD/EUROS ( per day) USD/EUROS ( per day)

USD/EUROS ( per day)

Captains/Flight Engineers

150 USD/120 Euros

120 USD/95 Euros

Hotel Accommodation, Breakfast and Transportation (Pickup and Drop, Only for Duty)

Co-Pilots/ Engineers

130 USD/105 Euros

100 USD/80 Euros


Cabin Crew

100 USD/80 Euros

80 USD/65 Euros


Procedure:

Allowance stated above is the maximum on a per day basis.

Before proceeding for travel, advance at the above rate will be provided based on the estimated number of days of travel. On return, the Travel Expense Report will be required to be submitted within three working days of completion of travel.

The number of days for which a daily allowance may be claimed will be calculated based on the actual days abroad, i.e. from the date of arrival at the first overseas destination and up to the date/time of departure from the last overseas destination.

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ACJ Crew- Foreign Travel Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

The Daily Allowance payable for the day of arrival in foreign country will be 100%.

The daily allowance payable for the last day overseas will be:

For departures before 1200 hours - no daily allowance for that day

For departures between 1200 and 1800 hours- 50% i.e. for half a day

For departures after 1800 hours- 100% i.e. for a full day


Hotel Accommodation and hotel pick up and drop will be arranged through the local ground handling agent and bills will be settled by the Commander of the flight through a Company Credit Card for the entire flight crew after they have duly checked and signed their individual bills.

If for any reason, the anticipated overseas stay is curtailed then the proportionate foreign exchange should be returned while filling the Travel Expense Report.

It is the responsibility of the crew to possess valid passport, visas and medical insurance during all international travel.

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Medical Allowance


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Medical allowance will be paid in the monthly salary. However, employees who wish to avail tax exemption should submit the prescribed medical application form to avail the tax exemption. Prescriptions, cash memos, bills, receipts etc should be attached to avail the tax exemption.

FORMAT FOR MEDICAL

KINGFISHER AIRLINES LTD

APPLICATION TO CLAIM TAX EXEMPTION ON MEDICAL

DOC NO:

1 Name : Emp Code

2 Establishment : Branch

3 Period of Treatment {Month} {year}

Name Relationship

4 Names of dependents for whom the expenditure was incurred and relationship

5 Name of the Physician/Medical Consultant

6 Details of Medical Expenses

A. Doctor's Fees Rs.

B. Cost of Medicines Rs.

C. Pathology tests, X-Ray Photograph etc

Rs.

E. Others (cost of frame) Rs.

Total Rs.

Date : Signature :

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Daily Field Allowance For Sales Team


Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

To: Sales Team based in India Subject: Daily Field Allowance. Applicability: Field Sales Staff detailed below Policy: With an objective of providing clarity to the sales staff with regards daily allowance when in field, all field sales staff will be provided daily field allowance as follows: Assistant Key Accounts Manager, Key Accounts Manager, Assistant Relationship Manager, Relationship Manager & Sales Managers will receive:

Local Daily Allowance- Rs. 300/- per day

Ex Headquarter Daily Allowance- Rs. 425/- per day Regional Sales Managers are entitled to claim either Rs. 9/Km if they use their own vehicle or actual by taxi maximum upto Rs.8000/- per month Please note that the above mentioned allowance is to cover all expenses like travel, local conveyance and food during field visits by the sales associates. They will NOT be entitled to claim any other amounts over and above the Daily Allowance mentioned above. PROCEDURE:

Company will provide daily field allowance for days spent in the market – both local and ex Headquarter- only.

Daily Field Allowance is payable only for the day the sales staff is out in the field for the whole day.

The employee will be required to submit claims at the end of the month by filling up a cash voucher and getting it duly approved by the sanctioning authority/superior.

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Daily Field Allowance For Sales Team


Revision Date

Date

KFA/HRM 01 01-08-09 01-10-10

When on tour (involving overnight stay), the domestic travel policy will be applicable.

The implementation will be monitored by local sales managers accordingly. The same will be scrutinized in regular audits from time to time.

146

Transportation Facility


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Applicability: Guest Services staff only. Policy: With an objective of providing clarity to guest services staff with regards transportation, all guest services staff working at the airport in shifts will be provided the following options with regards transportation:

Company will provide transport facility only before 0600 hrs and beyond 2200 hrs to guest services staff working in shifts at the airport.

At all other times, NO company transport will be provided.

The employee may choose not to avail of the company transportation in which case, he is entitled for a reimbursement of Rs.1500/- p.m.

The same will be claimed at the end of the month by filling up a cash voucher and getting it duly approved by the Airport Manager.

No employee can avail of both the facilities as given above and will have to decide in favor of one option and inform the Airport Manager accordingly. The same will be scrutinized in regular audits from time to time.

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Transportation Allowance


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Subject: Transportation Allowance. Applicability: Security/ Finance / Cargo /Ground Support /Operations Admin/ Technicians/ Catering / IT staff working in early morning/ late night shifts at the Airport Policy: Airport staff namely Security/ Finance / Cargo /Ground Support /Operations Admin/Technicians/Catering /IT staff working in early morning/late night shifts ( before 0600 hrs and beyond 2200 hrs), will be provided with Transportation

Allowance of Rs 1500/- p.m. on prorate basis for the actual days they attend early morning or late night shift. The attendance for early morning / late night shifts shall be monitored by the reporting Manager who will approve a consolidated record of actual number of days for which concerned staff is entitled for the Transportation Allowance as per above. The same will be scrutinized in regular audits from time to time.

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Daily Allowance for AME Duty Travel


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

As an employer, we strive to provide you with all support to help deliver on the job. With the objective to ensure comfort and convenience to AMEs who undertake duty travel, we have further simplified the administration of Daily Allowance for such travel. Detailed below are the Revised Daily Allowances for Kingfisher AMEs/ Sr. AMEs/ SIC who undertake duty travel.

Designation Mode Class of Travel Lodging

Daily Allowance

Daily Allowance

Own Arrangement

(For stay in company

nominated hotels)

Metros and Bangalore

Other Places

AME/ Sr. AME/ SIC


Room Rs. 850/- Rs. 2000/- Rs. 1500/-

Please note that the Daily Allowance in the case of AMEs/ Sr. AMEs/ SIC will be a flat rate per diem and will NOT require submission of bills. However, you are required to personally settle all bills that exceed the provisions of the company contract with the hotel. Normally the hotel contract includes transportation, breakfast, one major meal, 3 local calls and 3 pieces of laundry in most cases. All other expenses like those on incidentals, extra meals or any other expenses over and above what is part of the hotel contract should be settled at the time of check out. If there is any duplication in claims (If the hotel bills reflect a bill to company for the second meal and there is also a claim for daily allowance in the post travel expense report submitted), the said amount will be recovered from the said employee. The Line Maintenance Managers are required to ensure implementation of the same and inform all concerned accordingly.

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Break Shift Allowance


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Applicability: Guest Services and Security Team Only. Definition: If an Airport has flights operating in the morning and evening (same day) and no flights in between these two periods, then the staff roster is deemed a break-shift one. Airports in this category will be advised by GM-Airport Services based on the flight operation pattern. Policy: With an objective of providing clarity to the airport services staff with regards allowance when in break shift, all airport service staff will be provided the allowance as following: The employee is entitled for a reimbursement of Rs.100/- per day, subject to the following conditions:

Break-shift allowance is applicable on a daily basis. Staff on day off, comp off, any kind of leave and/or training will not be paid this allowance.

Staff must work both parts of the daily break-shift to be eligible for the break-shift allowance. For example, if a staff having worked the morning part of the flexi shift is absent from the evening part, he/she is NOT entitled to the break-shift allowance for that day.

Break-shift allowance will not be availed of when the staff is on deputation to another location.

All Airport Managers must submit a monthly concise report (consisting of the number of days staff did break-shift) which is to be submitted to Human Resources Department by 7th of the subsequent month.

HR Department will ensure the receipt of this report from all the locations by the 10th of every month and advice the payroll accordingly. Hence, the actual payment for break-shift of the current month will be adjusted/ paid in the subsequent month.

The break-shift allowance is taxable and will be shown on the pay slip. The Airport Manager must maintain a separate log of such claims submitted to the HR every month. The same will be scrutinized in regular audits from time to time.

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Break-Shift Allowance (for Technicians)


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

If an Airport has flights operating in the morning and evening (same day) and no flights in between these two periods, then the staff roster is deemed a break-shift one. Airports in this category will be advised by GM-Engineering based on the flight operation pattern. Policy: With an objective of providing clarity to the Engineering staff with regards allowance when in break shift, technicians doing break-shifts will be provided the allowance as following:

The employee is entitled for a reimbursement of Rs.100/- per day, subject to the following conditions:

Break-shift allowance is applicable on a daily basis. Staff on day off, comp off, any kind of leave and/or training will not be paid this allowance.

Staff must work both parts of the daily break-shift to be eligible for the break-shift allowance. For example, if a staff having worked the morning part of the flexi shift is absent from the evening part, he/she is NOT entitled to the break-shift allowance for that day.

Break-shift allowance will not be availed of when the staff is on deputation to another location.

All Line Maintenance Managers must submit a monthly concise report (consisting of the number of days staff did break-shift) which is to be submitted to Human Resources Department by 7th of the subsequent month.

HR Department will ensure the receipt of this report from all the locations by the 10th of every month and advice the payroll accordingly. Hence, the actual payment for break-shift of the current month will be adjusted/ paid in the subsequent month.

The break-shift allowance is taxable and will be shown on the pay slip. Note: If the flights operating in the morning and evening (same day) with no flights in between these two periods are within a duration of 9 hours, then the same will be considered as a NORMAL SHIFT and not a BREAKSHIFT. The Line Maintenance Manager must maintain a separate log of such claims submitted to the HR every month. The same will be scrutinized in regular audits from time to time.

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Flight Duty Allowance (for Trainee AME/ AME/Shift in Charge/Line Maintenance Manager)


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Purpose: As per job requirement, you are required to undertake flight duty for which you shall be eligible for a flight duty allowance as per the laid down policy. Applicability: This is applicable to: Trainee AME / AME/ Shift in Charge / Line Maintenance Manager for undertaking Flight Duty. Flight Duty Allowance: Rs. 450/- (Rupees Four Hundred & Fifty) per sector. Process:

The flight duty will be monitored every month by the Shift Incharge/Line Maintenance Manager, who shall send to HR by the 7th of each month a consolidated record of exact number of sectors flown by the engineers in that particular base.

HR shall communicate the same to Payroll section for payment along with salary. The same will be scrutinized in regular audits from time to time. All Line Maintenance Managers are responsible for implementation of the policy.

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Cockpit Crew International Layover Allowance


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

To: All Cockpit crew on International Routes Subject: Cockpit Crew International Layover Allowance In order to provide guidelines to cockpit crew operating on the international sector, a policy has been formulated as given below. 1. The flight recess between two commercial flights is to be considered as Layover and cockpit crew will be paid Layover Allowance (Per Diem). The same will be destination specific and will depend on the layover pattern. 2. The Layover Allowance is intended to cover meals, laundry and all other incidentals at the layover station. For present, the Layover Allowance as given below will be applicable at the below locations:

Position Layover Allow LON

Layover Allow SIN

Layover Allow HKG

Layover Allow BKK

P1 100 GBP 130 SGD 900 HKD 2400 BTH

P2 80 GBP 100 SGD 680 HKD 1800 BTH

3. The Company will provide Bed and Buffet breakfast at all international stations to flying crew. 4. Proceeding for Training or any other duty after operating commercial flights, will be governed under Foreign Duty Travel Policy as applicable to pilots. 5. Only pilots who are operating commercial flights and pilots getting positioned for operating commercial flights are eligible for Layover Allowance. 6. Except the meaning of Layover Allowance, no add-ons which are not stated in the policy can be paid without any amendment to the policy.

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Staff On Duty Travel Policy


Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

INTRODUCTION: To ensure comfort and convenience to our employees who undertake travel for business. Duty travel will be on Confirmed basis on the entire Kingfisher Airlines network for both domestic & international sectors. ELIGIBILTY: All employees of Kingfisher Airlines Ltd. will be eligible for this from day one of joining the Company. All employees are eligible for Kingfisher Class travel only. Vice Presidents & above and Commanders in uniform travelling on duty are entitled to travel Kingfisher First Class. However, all Kingfisher First Class travel is subject to load and those entitled to an upgrade to KFF will be accorded priority based on designation followed by date of joining. Such upgrade for eligible staff will take place at the time of check - in on seat available basis in KFF. PROCEDURE: The procedure detailed below should be followed: a) The employee who wishes to travel will have to send his request, providing the details given below, via Email to the sanctioning authority. This request has to be approved by the sanctioning authority appended below. No other employee is authorized to approve duty travel for any staff member. Format for Email 1) Name (as stated in the passport) - 2) E Code - 3) Date of Travel -

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

4) Sector - 5) Flight no. – 6) Passport No.- Date of Issue - Date of Expiry - (required in case of international travel only) b) After obtaining the approval, staff must forward their approved request via email to [email protected]. Please note that only the first email (request for duty travel approval) should be addressed to the sanctioning authority. All other correspondence on the subject thereafter must be with Dutytravel directly & need not be copied to the sanctioning authority. c) With the PNR created by Duty Travel, the employee should obtain a print out of the e-ticket from the website www.flykingfisher.com. d) Staff traveling will present the e-ticket at the Check-in Counter. They have to be at the check-in counter atleast 60 minutes prior departure for domestic flights and 120 minutes prior departure for international flights. Please note, seat allocation will be decided by the Check-In staff. In the event of full flights, staff should not request for a specific seat.

http://www.flykingfisher.com/

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

APPROVING AUTHORITY FOR REBATED TRAVEL BENEFIT: For the present, the approving authority for respective functions has been decided as below:

Function/ Department Sanctioning Authority

Human Resources Ms. Rubi Arya

Corporate Development & Planning

Mr. Amit Agarwal

Information Technology Mr. Sourav Sinha

Quality & Guest Commitment Mr. Gaurav Rathore

Marketing Mr. Ravikant Sabnavis

King Club & Kingfisher Holidays Ms. Anshu Sarin/Mr. Manoj Chacko

Revenue Management & Distribution

Mr. Gopal Ranganathan/Mr. Manoj Chacko

Commercial Strategy & Business Development

Ms. Seema Luthra/Mr. Manoj Chacko

Network Planning Ms. Elsa Dsilva/Mr. Manoj Chacko

Alliances & Code Share Mr. Raj Andrade / Mr. Manoj Chacko

Corporate Affairs Mr. Sanjay Bahadur/Mr. Hitesh Patel

Flight Safety Mr. Subhash Chander/Capt. Vimal Roy/Mr. C. S. Tomar

Ground Services HO Mr. Murali Ramachandran/Mr. Rajesh Verma

Catering Mr. Vivek Pradhan/Mr. Rajesh Verma

Administration Mr. Rajiv Suri /Mr. A. Raghunathan

Due to the size of the team and other administrative concerns, the following Managers have also been authorized to approve Duty Travel, on behalf of the Departmental Head.

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

Function/ Department

Sanctioning Authority Under the Supervision of

Flight Operations

Pilots Base Manager (for respective bases) /AVP – Flt Ops, Capt. P. A. Bhushan/VP – Flt Ops, Capt. N. P. Puri

Captain Ron Nagar /Mr. Hitesh Patel

Flight Dispatch GM – Flight Dispatch, Mr. Arun Mascarenhas /VP – Flt Ops, Capt. N. P. Puri

Rostering DGM – Pilot Rostering, Mr. Adityakumar Sarda /VP – Flt Ops, Capt. N. P. Puri

SOCC GM- SOCC, Mr. Rahebar Sheikh/VP – Flt Ops, Capt. N. P. Puri

Flight Ops Training AVP-Training, Capt. Sanjeev Marwah

Non Schedule & Corp Jet Ops

GM - Non Schedule & Corp Jet Ops, Mr. Sunam Dutta

Performance Engineering

Capt. Srinivas Rao

Medical Services CMO, Dr. M.S. Rai Mr. C. S. Tomar/Mr. Hitesh Patel

Engineering

Line Maintenance GM- Line Maintenance, Mr. Chenna Reddy BOM – Mr. Shahil Bhatt, LMM BLR – Mr. Noel G, LMM DEL – Mr. Manoj Khanna, LMM HYD – Mr. Ravinutala Srinivasa Rao, LMM MAA – Mr. R. Narayanan, LMM CCU – Mr. Sumit Chaudhari, LMM

Mr. C S Tomar/Mr. Hitesh Patel

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

Quality Control GM- Quality Control, Mr. Chandrashekar M


Base Maintenance DGM - Base Maintenance, Mr. A. K. Singh

Technical Services DGM - Tech Services, Mr. V. V. Surendran

Wheels & Brakes Shop

GM- Line Maintenance, Mr. Chenna Reddy

IFE & Cabin Sr Mgr-Cabin Appearance, Ms. Shalaka Bharadwaj

Ground Support AVP - GSD, Mr. B. P. S. Cheema

Stores AVP - Engineering Logistics & Systems, Mr. Vishok Mansingh

Maintenance Control GM - MCC, Mr. Amol Nagarkatti

Engineering Training GM- Training, Mr. Rakesh Gupta

Maintenance Planning

DGM-Planning, Mr Preston Nazareth

Finance GM - Finance, Mr. Toranj Daver/VP - Finance, Mr. Shailesh Borkar

Mr. A Raghunathan

Revenue Accounts GM-Revenue Accounts, Ms. Archana Naik/VP - Finance, Mr. Shailesh Borkar

Regional Accounts West- Senior Manager - Regional Accounts, Mr. Venkat Iyer/GM – Finance, Mr. Toranj Daver North- GM - Regional Accounts, Mr. G Visweswaran South- AVP - Regional Accounts, Mr. T. R. Venkatadri East- GM - Regional Accounts, Mr. G Visweswaran

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

Legal & Secretarial Mr. Bharat Raghavan, VP- Legal & Secretarial

Mr. A Raghunathan Purchase DGM-Purchase, Mr. Prasanjit

Das

Uniforms & Inflight Product Quality

GM-Inflight Products, Ms Suraj Verma

HR Training Sr. Mgr-Training, Mr. Burges Daruwalla

Ms. Rubi Arya

Call Centre Manager- Call Centre, Mr. P. Santosh

Mr. Gaurav Rathore

Guest Services - North India Airports

Mr. Mitul Sharma

Mr. Andy Dias/Mr. Murali

Ramachandran/Mr. Charles Soon

Guest Services Airport Managers (Respective Stations- International & Domestic) / Guest Services Managers (Respective Stations in case of no Airport Manager)

Guest Relations DGM – Kingfisher First, Ms. Sabina Sharma / Regional Manager - Kingfisher First (South), Ms. Jayanti Prasad

Guest Services – CLCU

Mr. Amit. Mangal Mohan

Security DGM-Security/Regional Manager-Security for respective metro stations Security Supervisor (Resp Stations)/Airport Managers (for smaller stations)

Major Leslie Missal / Mr. Murali Ramachandran

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

Cargo West- Regional Manager (WI), Mr. Hoshang Mistry/DGM-Cargo Ops, Mr. Akhilesh Rao North & East - DGM – Cargo (N & EI), Mr. Hemant Anand/ DGM-Cargo Ops, Mr. Akhilesh Rao South- DGM – Cargo (SI), Mr. V. Raghuraman/ DGM-Cargo Ops, Mr. Akhilesh Rao

Mr. Denis Crasto /Mr. Murali


Cabin Crew Base Manager (for respective bases)

Mr. Ajit Bhagchandani/Mr.

Rajesh Verma Inflight Rostering DGM-Rostering, Mr. Vishal

Mahajan

Sales

Mr. Vijay K. Arora/Mr. Manoj

Chacko

Sales, Head Office

Executive Director-Global Sales, Mr. Vijay K Arora

Sales, North - Trade GM-Trade Sales (NI), Mr. Rakesh Suri/AVP - Agency Sales (N&EI), Mr. Navaid Desai

Sales, North/East - Corporate

GM-Corp Client Mgmt (N&EI), Mr. Craig Ireland/VP-Corp Acq. & Client Mgmt., Mr. Vishesh Khanna

Sales, East - Trade DGM- Sales (EI), Ms. Kiran Naidu /AVP - Agency Sales (N&EI) Mr. Navaid Desai

Sales, South - Trade VP - Trade Sales (W&SI), Mr. Bhanu Mohan Kaila

Sales, South - Corporate

GM- Corp Client Mgmt (SI), Mr. P. Shiva/ VP-Corp Acq. & Client Mgmt., Mr. Vishesh Khanna

Sales, West - Trade DGM-Trade Sales (WI), Mr. Atul Bhatara/VP - Trade Sales (W&SI), Mr. Bhanu Mohan Kaila

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Revision Date

Date

KFA/HRM 01 17-03-09 01-10-10

Sales West - Corporate

GM – Corp Acq & Global RFPs, Mr. Lloyd Fernandes/ VP-Corp Acq. & Client Mgmt., Mr. Vishesh Khanna

Sales, International locations

Area Managers(Respective Intl locations), GM-Sales(UK & Ireland),Mr Rick Saggar, Head-Sales(North Americas),Mr Atul Kumria/ VP-Intl Sales, Mr. Naveen Chawla

DRESS CODE: While traveling on Kingfisher Airlines, all staff should be attired in business formals at all times. Staff is not required to display their ID cards during duty travel as it may impact guest perception and expectation. We are the representatives of the Company and hence image is very important. The type of dress we wear has an impact on our Guests‟ perception of the Airline. Overall the attire should be crisp, neat, and should look appropriate even for a chance meeting with the CEO! Request all to ensure compliance to the above.

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Rebated Travel Policy (Domestic)


Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

INTRODUCTION One of the most noticeable advantages of being part of the Kingfisher team is the fact that our employees and their immediate family can enjoy reduced-rate tickets. These benefits are SUBJECT TO LOAD on the entire Kingfisher Airlines network. ELIGIBILTY: All employees of Kingfisher Airlines Ltd. will be eligible for these benefits from day one of joining the Company. The benefits shall be available to an employee and his/her family members (Spouse, Parents and unmarried dependent Children under the age of 24 years). Please note parent-in-laws & siblings are not eligible. All employees are eligible for Kingfisher Class travel only. Vice Presidents & above and Commanders as well as their families are entitled to travel Kingfisher First Class. However, all Kingfisher First Class travel is subject to load and those entitled to an upgrade to KFF will be accorded priority based on grade, followed by date of joining, followed by date of birth. Such upgrade for eligible staff will take place at the time of check - in on seat available basis in KFF. Taxes applicable to KFF travel will be borne by the employee being upgraded. PROCEDURE: To ensure this, the procedure detailed below should be followed:

a) The employee who wishes to travel will have to fill in the request as per the attached template & send it to the sanctioning authority via EMAIL ONLY. This request has to be approved by the sanctioning authority as given below not more than seven days prior to the date of travel. No other employee is authorized to approve staff travel for any staff member.

b) After obtaining the approval, staff must send their approved request via email to

[email protected] directly without marking a copy to the sanctioning authority. The listing will be on subject to load basis (SA) only. The listing will be valid for a period of 7 days from the date of issue.


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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

c) With the PNR created by Gratistravel, the employee and/or dependants desirous

of staff travel will approach the Airport Ticket Counter OR City Ticket Counter and will be issued an e-ticket after collecting a flat charge of Rs. 500/-. For infants (up to 2yrs of age), PSF of Rs 225/- will be charged as flat charge. In addition to the flat charge, User Development Fee (UDF) as applicable to specific airports, will have to borne by the traveler. Proof of Identity will be mandatory and the Identity Card need to be carried by the staff/ dependant at all times. In case of upgrade to KFF travel, additional applicable taxes will be borne by the employee.

d) Staff/ dependant traveling will present the e-ticket at the Helpdesk Check-in

Counter.

e) 45 minutes prior to departure, “subject to seat availability”, staff will be issued Confirmed Boarding Cards. Please note that , no firm bookings for rebated passage for employees or their dependants will be done by Sales/ Airports Reservations/ Ticketing staff in advance as the rebated passage benefit is “subject to load”.

f) If there is more than one employee desirous of availing this facility on the same flight and there are limited seats available, preference will be given based on the grade, followed by the date of joining, followed by the date of birth in that order for allotting the seats to the traveler.

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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10





Mr. Amit Agarwal

















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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10



Flight Operations










Capt. Srinivas Rao


Engineering



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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10















Mr. A Raghunathan



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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10



Das




Ms. Rubi Arya


Mr. Gaurav Rathore


Mr. Mitul Sharma









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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10







Mahajan

Sales


Chacko

Sales, Head Office










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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10





DRESS CODE: While traveling on Kingfisher Airlines (duty travel and/ or vacation travel), all staff should be attired in business casuals/ semi formals at all times. We are the representatives of the Company and hence image is very important. The type of dress we wear has an impact on our Guests‟ perception of the Airline. Clothing items that are not allowed are: tank tops, halter tops, clothing with foul language or obscene images, torn clothing as style statement, sweat pants or track suits, floaters, slippers, or any such casual attire. Overall the attire should be crisp, neat, and should look appropriate even for a chance meeting with the CEO! Request all to ensure compliance to the above.

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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

DOMESTIC STAFF TRAVEL APPLICATION

Name of employee : Date of joining :

Designation: Staff No:

Department : TEL. (Res.): (Off.)

Name of Pax

Relationship

Date of Birth

Sector

Flight no.

Date of Travel

Contact Details

Form of Payment

REMARKS

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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

INTRODUCTION

One of the most noticeable advantages of being part of the Kingfisher team is the fact that our employees and their immediate family can enjoy reduced-rate tickets. These benefits are SUBJECT TO LOAD on the entire Kingfisher Airlines network.

ELIGIBILTY: All employees of Kingfisher Airlines Ltd. will be eligible for these benefits from day one of joining the Company. The benefits shall be available to an employee and his/her family members as follows: Spouse: Legal spouse, including registered partners in countries where cohabitation agreements are recognized by law and comply with cohabitation regulations; No facilities are granted to a divorced spouse; Parents: Immediate parents only; Children: Unmarried dependent Children under the age of 24 years. Please note parent-in-laws & siblings are not eligible. All employees are eligible for Kingfisher Class travel only. Vice Presidents & above and Commanders as well as their families are entitled to travel Kingfisher First Class. However, all Kingfisher First Class travel is subject to load and those entitled to an upgrade to KFF will be accorded priority based on grade, followed by date of joining, followed by date of birth. Such upgrade for eligible staff will take place at the time of check - in on seat available basis in KFF. Taxes applicable to KFF travel will be borne by the employee being upgraded. PROCEDURE: To ensure this, the procedure detailed below should be followed: a) The employee who wishes to travel will have fill in the request as per the attached

template & send to the sanctioning authority via EMAIL ONLY. This request has to be approved by the sanctioning authority as given below not more than thirty days prior to the date of travel. No other employee is authorized to approve staff travel for any staff member.

b) After obtaining the approval staff must send their request via email to

[email protected]. The listing will be on subject to load basis (SA) only.


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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

c) With the PNR created by Gratistravel the employee and/or dependants desirous of

staff travel will approach the Airport Ticket Counter OR City Ticket Counter and will be issued an e-ticket after collecting the Flat Charge + Airport Taxes (at the time of listing) given below:

Flight Duration Flat Charge

Short Haul Flights < 6 hours block time 10 USD

Long Haul Flights ~ 6-11hours block time 20 USD

Ultra Long Haul Flights > 11 hours block time 30 USD

d) The Amount Payable as given above is applicable per sector. In case of upgrade to

KFF travel, additional applicable taxes will be borne by the employee. e) Staff/ dependant traveling will present the e-ticket and the requisite documents at

the Check-in Counter. f) 60 minutes prior to departure, “subject to seat availability”, staff will be issued

Confirmed Boarding Cards. Please note that, no firm bookings for rebated passage for employees or their dependants will be done by Sales/ Airports Reservations/ Ticketing staff in advance as the rebated passage benefit is “subject to load”.

g) If there is more than one employee desirous of availing this facility on the same

flight and there are limited seats available, preference will be given based on the grade, followed by the date of joining, followed by the date of birth of the employee in that order for allotting the seats to the traveler.

TERMS OF TRAVEL:

SOL travel facilities will be granted only in so far as seats are available on the flight in question and in accordance with conditions/restrictions, which have been or may be laid down by KFA.

KFA may decide that SOL travel should be restricted or excluded on certain routes during certain periods or on certain days.

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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

SOL tickets can be requested from day one of joining the company.

Children under the age of 12 must be accompanied by a person of 18 years or older (or by one of the parents themselves).

An employee who is on board as a working crew member does not qualify as a person accompanying the child.

SOL travelers are required to be in possession of the requisite, valid travel documents (KFA ID card, passport, visa, etc.). For SOL travelers, this not only applies to the station of destination, but to all intermediate stations as well. The travel documents must be produced on request to the officials charged with inspection. Carriage may be refused if the travel documents fail to satisfy the applicable conditions.

It is forbidden to use KFA establishments to arrange for the reservation of hotel accommodation, transport, etc.

Possible consequences of SOL travel do not relieve employees in any respect whatsoever from the obligation to resume their duties at the prescribed time. This also means that the employee must have sufficient means to purchase a replacement ticket if necessary.

BAGGAGE

SOL travelers are entitled to the free baggage and carry-on baggage as per the baggage allowance policy.

The commercial excess baggage rate applies to any excess baggage.

Commercial regulations apply with respect to special baggage such as golf bags, bicycles, diving equipment and the like. Traveling with pets is not allowed.

LIABILITIES

The travel applicant is personally liable to Kingfisher Airlines and to third parties for the consequences, costs, penalties and damages arising from the application, as well as for the observance of all provisions.

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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

The traveler is responsible for all additional costs, such as for hotel accommodation, airport taxes, maintenance, communications, full-fare tickets, land transport (train, taxi, etc.) and detention and expulsion as a result of failure to be assigned a seat on the desired flight. These costs are at the expense of the traveler irrespective of the length of time for which the journey is delayed.





Mr. Amit Agarwal

















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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10



Flight Operations










Capt. Srinivas Rao


Engineering



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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10















Mr. A Raghunathan



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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10



Das




Ms. Rubi Arya


Mr. Gaurav Rathore


Mr. Mitul Sharma









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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10







Mahajan

Sales


Chacko

Sales, Head Office










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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10





DRESS CODE: While traveling on Kingfisher Airlines (duty travel and/ or vacation travel), all staff should be attired in business casuals/ semi formals at all times. We are the representatives of the Company and hence image is very important. The type of dress we wear has an impact on our Guests‟ perception of the Airline. Clothing items that are not allowed are: tank tops, halter tops, clothing with foul language or obscene images, torn clothing as style statement, sweat pants or track suits, floaters, slippers, or any such casual attire. Overall the attire should be crisp, neat, and should look appropriate even for a chance meeting with the CEO! Request all to ensure compliance to the above.

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Revision Date

Date

KFA/HRM 01 01-10-10 01-10-10

STAFF TRAVEL APPLICATION

Name of employee : Date of joining :

Designation : Staff No. :

Department : TEL. (Res.): (Off.) :

Name of Pax

Relationship

Date of Birth

Sector Flight no

Date of Travel

Contact Details

Form of Payment

Passport No

Date of Issue

Date of Expiry

REMARKS

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Group Personal Accident Policy


Revision Date

Date

KFA/HRM 02 16-09-10 01-10-10

INTRODUCTION The policy covers accidental death, loss of limb and permanent disablement. The Policy covers accidents that may occur at any time, at any place in the world, whilst on duty or otherwise. COVERAGE

This policy covers all our staff members (other than the Cockpit Crew) and

the sum proposed to be insured on the following grades are as under:

Grades Sum Insured

M4B Rs 3.0 lacs

M4A Rs 3.5 lacs

M3B Rs. 4.0 lacs

M3A Rs. 4.5 lacs

M2B Rs. 5.0 lacs

M2A Rs 6.0 lacs

M1B Rs 7.0 lacs

M1A Rs 8.0 lacs

The cockpit crew will be covered for a sum of Rs 30 lacs under a different

policy.

BENEFITS

Death 100% of sum insured

Loss of two limbs, two eyes or one limb and one eye 100% of sum insured

Loss of one limb or one eye 50% of sum insured

Permanent total disablement 100% of sum insured

(Other than named above)

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Group Personal Accident Policy


Revision Date

Date

KFA/HRM 02 16-09-10 01-10-10

MAJOR EXCLUSIONS

Intentional self injury, suicide or attempted suicide. Whilst under the influence of

intoxication liquor or drugs, whilst engaging in aviation as a crew member or in any

way engaged in duties in any aircraft, Insanity, Breach of law with criminal intent,

War and allied perils. Nuclear perils.

CLAIMS PROCEDURE

a) Upon happening of any event giving rise to a claim under the Policy, immediate

notice to the Company should be given within 48 hours.

b) On complete recovery and resumption of normal duties, following documents to be

submitted.

Prescribed claim form duly completed by the insured person

and the attending medical consultant.

In case of any permanent disability, certificate from the doctor

certifying the percentage of disability.

All investigations reports like x-ray, etc.

Leave certificate from employers certifying leave of absence,

c) In case of death claims, the following documents to be submitted:

1. Death Certificate,

2. Police Report,

3. Post-mortem reports, in addition to the claim form and investigation

report.

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Group Mediclaim Policy


Revision Date

Date

KFA/HRM 02 11-08-10 01-10-10

ELIGIBILITY: All employees and their family (based in India). “Family” includes spouse, dependent children and parents (immediate parents to be named and not in-laws for both male / female employees) as per the declaration made by employees. The benefit under the scheme will cease to exist upon termination of employment with the company. Any addition to the family by way of marriage or child birth will be covered only on intimation within 45 days of being married or birth. All midterm additions for the current policy period should intimated to Ms. Rakhee Vaity at [email protected] in the nomination form (provided below) within the mentioned timeframe along with required documents (Marriage Certificate / Birth Certificate). DETAILS OF THE SCHEME This policy is designed to reimburse hospitalization expenses, necessarily incurred by an insured person, from any illness, disease contracted or injury sustained, upon the advise of a duly qualified medical practitioner at any Hospital / Nursing Home as an inpatient in India. The Insurance Company shall pay the amount of such expenses as are actually and necessarily incurred but not exceeding the sum insured in a policy year. Insurance company: Group Mediclaim Policy has been renewed with HDFC ERGO General Insurance Company Limited for a period of one year from 11th August 2010 to 10th August 2011. The new policy number is GMC 0000234000102. Where the treatment should be taken?: Anywhere in India preferably through the network of hospitals arranged by Dedicated Healthcare Services TPA (India) Private Limited (DHS) third party administrator.


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Sum insured:

Grade Coverage Limit

M1 self & family Rs. 4 lacs



M4 self & family Rs. 1 lakh Following are salient features of the policy:

Floater cover for Employee, spouse, dependent children and employee‟s dependent Parents as per eligibility.

Pre-existing disease covered.

Maternity expenses are covered upto Rs. 50,000/- for first two children (Pre and post natal expenses are not covered).

Baby cover from day one.

138 diseases are covered under day care procedure (List available on Company Intranet).

Cashless cover in more the 2000 Network Hospital (Procedure to locate our network hospital by visiting www.dhs-india.com is as enclosed).

E-cards for Cashless claims (User Manual for the same is available on the Company Intranet)

What are the benefits? Covers expenses relating to hospitalization for a minimum period of 24

hours (example: room charges, doctor fees, nursing charges, OT charges, ICU, drugs and medicines, diagnostic tests)

Employee‟s family is defined to include self, spouse, children & dependent parents

First year exclusion waiver 30 day waiting period waiver All expenses incurred at the hospital in connection with the treatment

would be paid subject to limits depending on grade. Pre-existing diseases covered. New born baby is covered from day one.

http://www.dhs-india.com/

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Treatment / medicine taken 30 days prior to hospitalization and 60 days

after hospitalization other than Maternity claims Maternity benefit to a maximum of Rs. 50,000 for both normal and caesarian

section including 9 month waiting period waiver. Day Care treatment Ambulance Cost upto Rs.1000/- per hospitilisation / per claim

What is Not Covered? Any out patient treatment Voluntary termination of pregnancy Maternity expenses of third child Non-Medical expenses like registration fees, telephone charges, ambulance

charges, hearing aids, food etc. Dental treatment or Surgery of any kind unless requiring hospitalization Convalescence, general debility, run down condition or rest cure, congenital

diseases or defects or anomalies, sterility, venereal disease, intentional self injury and use of intoxicating drugs/ alcohols.

HIV/ AIDS related treatment Expenses on vitamins and tonics unless forming part of treatment Expenses on Diagnostic, X- ray, or Laboratory examinations unless related

to the treatment. Naturopathy

Expenses incurred in connection with medical termination of pregnancy (except where carried out under medical advice) during first 12 weeks from the date of conception are not covered. Details of your User ID & Password have been uploaded on the (Intranet Website

under my profile/personal profile/mediclaim login id & password) and (ESS portal under employee search/change own data/miscellaneous/mediclaim ID & Password) for cashless claims. Kindly log on to www.dhs-india.com and take a print of your e-card as per the user manual and keep it for your ready reference and usage. (The process of obtaining e-cards is attached).

http://www.dhs-india.com/

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KFA/HRM 02 11-08-10 01-10-10

In case of queries contact:

Cashless Claims

E-mail Address [email protected]

Emergency No 9987008924

Contact no (022)- 66275939 / 66275940

Fax no (022) - 66275999 /22874235 / 67354300

Reimbursement Claims


Toll Free no 18002090201

Contact no (022) - 67354300

Fax no 18002090201 / (022) 66275999 / 22874235

Miscellaneous Queries

Name Mohd Arkam Ansari


Mobile no 9320357785

Contact no 022-66275923

The following documents related to Group Mediclaim Policy are available on the Company Intranet and on the DHS website

1. Cashless Request form 2. Claim form for reimbursement claims and annexure 3. Web Demo to access e-cards for self and dependants 4. Health Packet – Provides details of procedure to avail cashless facility and

claim reimbursement of hospitalization / day care expenses For any other clarifications on the policy, you may contact Mr. Lester D‟Mello, DGM - Human Resources (e-mail id: [email protected]) or Ms. Rakhee Vaity, Executive - Human Resources (e-mail id: [email protected]) in Mumbai Corporate Office.






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Nomination Form for Mediclaim Policy

Sr. No.

Relation Name DOB

(DD/MM/YY)

Gender (Strike out for Not Applicable

wherever choice)

1 Employee Male / Female

2 Spouse Male / Female

3 Father Male

4 Mother Female

5 1st child Male / Female

6 2nd child Male / Female

7 3rd child Male / Female

8 4th child Male / Female

Name of employee: Signature of employee: E-code: Date: Note: not in-laws for both male / female employees.

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Maternity Policy For Female Cockpit Crew


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

POLICY 1.1 Policy for maternity benefits for the Female Cockpit Crew. POLICY INTENT: To define the leave entitlement to female Cockpit Crew (including dual function) who are away from work on the grounds of pregnancy, delivery, premature birth and miscarriage or illness out of any of them.

SYSTEM 3.1 This policy will be applicable to female Cockpit Crew with a minimum of one

year of service with the Company. 3.2 In the event of pregnancy, the female Cockpit Crew will be entitled to avail of Leave Without Pay (LWP) for a maximum period of 84 days. During this period of 84 days the maternity benefit equivalent to Basic salary plus all allowances except Flying Allowance will be paid. The Cockpit Crew shall inform her Base Manager of the tentative date of commencement of the said leave, at least two months prior to proceeding on leave, along with the supporting medical certificates. 3.3 The entitlement of maternity benefit will be to the extent of maximum 84 days (12 weeks) of LWP, which can be availed at the time of delivery, or not more than 6 weeks prior to the expected date of delivery and 6 weeks following the same. 3.4 The Cockpit Crew will have to inform her Base Manager immediately after she has been positively diagnosed for pregnancy along with the required medical certificates. On receipt of such written information by the Base Manager the crew will not be allowed to fly from the 9th week of her pregnancy till the time of her delivery. 3.5 On being derostered, the Cockpit Crew may approach the Company for alternative assignment, subject to her medical fitness, as certified by the Company Doctor. The Company, based on availability of such assignments will consider offer of such alternative assignment. Accordingly, Cockpit Crew will be considered for such assignments at such locations and on such shift work as possible and will be paid salary excluding Flying Allowance. During such assignments the Cockpit Crew will not be entitled to any transport facility or lieu thereof. Under no circumstances will any cockpit crew claim alternative assignment on ground as a matter of right.

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3.6 The arrangement of providing a possible alternative work assignment is at the discretion of the Company. The Cockpit Crew can avail of PL and SL during the period of such assignment. In the event that the Cockpit Crew cannot be provided any assignment by the Company or the Crew is not in a position to accept one, based on medical reasons, the Cockpit Crew can avail of SL/PL for such period as available to be before delivery. 3.7 In the event the Cockpit Crew is not provided an alternative job on ground she can avail of 'Leave Without Pay' for a maximum period of 6 months during the period of derostering. This will be in addition to her LWP of 84 days, PL and SL. However, the total cumulative period of such leave shall not exceed 12 months. In case of a Cockpit Crew not joining duty at the expiry of the sanctioned leave subject to the outside limit of 12 months, she will be treated medically unfit and will be liable to be discharged from the services of the Company. 3.8 The maternity benefit of LWP for 84 days will be granted in addition to the other types of leave to which the Cockpit Crew are entitled. 3.9 Privilege Leave (PL) and /or Sick Leave (SL) may be prefixed or suffixed to the maternity benefit of LWP for 84 days. 3.10 All intervening weekly offs will be counted as a part of LWP of 84 days. 3.11 An application for LWP of 84 days should be made in the leave card, attaching the medical certificates. The said medical certificates should be forwarded by the Base Manager to the HR Department (for necessary action), under intimation to the General Manager - Operations. 3.12 In case of a miscarriage, the Cockpit Crew can avail of leave for a period of six weeks from the date of miscarriage. 3.13 After availing of the maternity benefit, Cockpit Crew will be allowed to resume duties after complying with the standards as are in vogue from time to time, with regard to the physical fitness. A thorough examination to ascertain the same will be conducted by the Company's Medical Doctor or any specialist nominated for the purpose, at any stage, at the sole discretion of the Company.

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3.14 In case a Cockpit Crew does not meet the specified standards of medical fitness as referred in clause no. 3.13 above, she will be given an opportunity to comply with the same within the next 3 months (maximum) (subject to the outside limit of 12 months as specified in Clause 3.7 above). In case of her failure to comply, she will be treated as unfit to resume duties and will consequently be liable to be assigned an alternative employment on ground subject to availability, and her being found suitable for the position, or be discharged from service. The offer of an alternative employment will be subject to the condition mentioned in clause 3.17 below. 3.15 During this period, upto a maximum of 3 months as mentioned above, the Cockpit Crew will be derostered /grounded and the Company may offer the Crew with alternative assignment if available. During such alternative assignment the Cockpit Crew will be eligible for Basic salary plus, all allowances except, Flying Allowance. No transportation will be provided during such period /assignment. 3.16 In case the Company is not able to offer such alternate assignment, the Crew will be required to avail of PL and SL. Alternatively; the Crew will be on authorized Leave without Pay. 3.17 At the end of the said period, should the crew not comply with the standards as are in vogue from time to time with regard to the physical fitness including the grooming standards, she may be offered alternate employment at the sole discretion of the company. The Company will determine the type of alternate employment and the crew will not treat the same as a matter of right. If there is no alternate employment or if a Cockpit Crew does not accept the Company's offer to that effect within the stipulated time, her services shall be terminated. If she accepts such offer, the terms and conditions as well as the salary applicable thereto will be given effect. All the provisions of this policy will be subject to the provisions of the Maternity Benefit Act, 1961 as in force and as amended from time to time.

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Temporarily Medically Unfit Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Applicability: All Pilots Purpose: To define compensation & leave entitlement for Cockpit Crew when declared Temporarily Medically Unfit (TMU) by the Competent Authority. Procedure: If the Cockpit Crew is declared TMU, he/ she will be required to proceed on Sick Leave (SL).

Once both SL/ CL are exhausted, the crew member will be required to utilize all accumulated Privilege Leave (PL) that is in excess of 30 days. He/ she will have the option of utilizing the remaining 30 days PL, if required. For the purpose of this policy only, the Cockpit Crew may combine SL/ CL with PL.

After the SL/ CL & PL is exhausted, the Cockpit Crew member will be paid salary excluding Flying Allowance, till he/ she is declared medically fit to resume flying duties by the Competent Authority/ Company‟s Medical Doctor or 12 months from the date of being declared unfit. The period as above will not exceed 12 months. It may however be extended by another six months on the advice of the Competent Authority/ Company‟s Medical Doctor.

Whilst being paid salary excluding Flying Allowance, as per the above points, the concerned Cockpit Crew will not be entitled to earn PL for the period concerned. Flying Allowance will be payable whilst the crew member is declared TMU and he/ she is availing PL & SL/ CL.

Crew member would be on duty during the period of TMU & shall undertake tasks allotted by the Company during the period of unfitness, commensurate with his state of health.

Crew member shall be put back on full salary from the date he/ she is declared medically fit by the competent authority. All cases of Temporarily Medical Unfitness as certified by the Competent Authority should be intimated to HR by the Base Managers under copy to Sr VP- Ops and EVP. Also it will be the responsibility of the Base Managers to inform Rostering of the same.

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Wedding Gifts


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

The Kingfisher Airlines Family will participate in an employee‟s wedding through a small token for best wishes. Employees who get married during their employment in the organisation will be presented with a Gift voucher of Rs. 2,001/-. A simple process would need to be followed, to enable the Human Resources team forward the gift voucher on time.

o The employee is required to give the marriage card at least a week before the marriage date to HR or the concerned functional head.

o A representative will be selected from the respective department to attend the

marriage ceremony of the employee from that location. The same may be done by the functional head basis personal request by colleagues etc.

o The gift voucher will be handed over to the employee on the date of the marriage

as a gift by his HOD or the team representative. If nobody from the company can attend the marriage, the same will be couriered to the employee.

We appreciate that it is not the actual gift but the thought… the congratulatory gesture on behalf of the Kingfisher Airlines Family which is precious!

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Displaying Company Identification Card


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Kingfisher Airlines Limited is committed to providing a safe and secure work environment for its employees. The proper issuance and display of identification cards is one way to create a safe and secure work environment. All Kingfisher Airlines employees while on duty and/or on company premises shall be required to display their I.D. on their person at all times. The wearing of Identification Card is not a matter of personal choice. It is a requirement instituted to assure the safety of both employees and our company assets. All employees will be personally responsible for the safeguard and display of ID. Special Instructions:

The Administration department is committed towards providing ID cards after you have duly filled up and submitted the necessary form at the time of joining.

If an employee ID is lost or misplaced, the loss will be reported to the immediate superior as well as to the administration office within 24 hours of discovering the loss.

While traveling on SOD or SOL, it is mandatory to carry the company i.d. since it may be asked for confirming identification during issuance of the boarding card. Please be informed that whilst on travel, once we are inside the terminal/ aircraft, employees must refrain from drawing attention or disclosing the fact that we are company personnel. No display of company identification should be made since such mannerisms create unwarranted discomfort for our guests.

Look forward to adherence of the above same and take pride in our company identity!

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SOD-SOL Dress Code Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

It has been our constant endeavor to provide our team members with guidelines aiding us in upholding the Company‟s image at all times. We must ensure that we adhere to all policy guidelines so that we maintain professionalism and decorum. While inside the aircraft, as guardians of our Company‟s prime value, i.e. Safety, we must ensure that we follow all DGCA regulations. Once the doors of the aircraft are closed, usage of cell phones is not permitted, including blackberry or hand held communicators in “offline” mode. It is not permitted to use cell phones during the flight even though some cell phones have an “aircraft mode” operation. The laptop/ other electronic devices must be turned off during take-off and landing phases of the flight. While traveling on SOD or SOL, all staff should be attired in business casuals/ semi formals at all times. We are the representatives of the Company and hence image is very important. The type of dress we wear has an impact on our Guests‟ perception of the Airline. A smart turnout enhances the Company‟s image. A clean shaven face looks bright; standard haircuts and proper attire is a must. Any non conformist facial and/ or body accessories are not permitted. The following guidelines provide a partial list of inappropriate attire, which is NOT acceptable: Lanyard and ID of other companies; shorts / short skirts / tight skirts / cut-offs / tights / sweatshirts / sweatpants / jogging suits; shirts with slogans, large emblems, and logos of other companies; halter dresses / sun dresses / sleeveless shirts / sleeveless T-shirts; denims; T-shirts with inappropriate graffiti / over-size shirts / tank tops / crop tops; hiking boots / flip-flops / slippers front open; sandals for men; caps / bandana etc. Some things that dress codes certainly ban include: clothing with foul language or obscene images, torn clothing as style statement, floaters, slippers, or any such casual attire. Overall the attire should be crisp, neat, and should look appropriate even for a chance meeting with the Chairman!

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Letter of Appreciation


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Purpose: It is important to appreciate our enthusiastic team members at various locations who are passionate & dedicated to their work, display tremendous commitment & are loyal to the Company. At times of trouble-shooting under immense pressures at the workplace or meeting deadlines at short notice, we sometimes forget to say a 'thank you' or a congratulatory handshake to team members who walk that extra mile to take care of our precious guests and fulfill their high desires with a smile. To make every effort count, let‟s pledge to appreciate our team members for a job well done. This will further motivate them and ensure that we continue to execute our ambitious business goals with passion and commitment, thereby exceeding business and guest needs. A sample 'Appreciation Letter format' is provided to help us all achieve the above and build a motivating culture for our staff. The same may be given by respective Base In Charge/Airport Managers/Regional Sales Managers/Functional Heads as the case may be.

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Letter of Appreciation


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

ANNEXURE 1

APPRECIATION LETTER FORMAT

Date Mr / Ms Designation: Location: Dear Employee,

Sub: Appreciation Letter We take this opportunity to „Thank you’ for your excellent service to our esteemed Guests. Your enthusiasm and dedication to your work shows others what it takes to be a caring employee and help our Airline succeed every day! We must not miss to mention that your hospitality was performed with encouragement and warmth wherein your ability to reach out & put yourself in someone else‟s shoes is a wonderful reflection of our caring organization. This letter is to place on record our appreciation for the co-operation and team spirit displayed by you which characterizes “Kingfisher Airlines” and by your positive attitude you have added to the glory of our name! We are sure you will keep the passion alive and wish to see you with many more of these mementos to cherish! Thank you once again! Name Airport Manager/Base Manager/Regional Sales Head/Functional Head Location Cc: Ms. Rubi Arya, Head- Human Resources

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Disciplinary Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Behavior and Discipline

1. The company will take action against employees engaged in any of the following acts of misconduct: Willful insubordination or disobedience, whether alone or in combination with

others, to any lawful and reasonable orders of a manager; Unauthorized absence for more than five days; Habitual late attendance; Habitual breach of any law/rule, applicable to the company; Riotous or disorderly behavior at the company‟s office bringing disrepute to the

company. Habitual negligence or neglect of work; Frequent repetition of any act or omission for which employee has been

cautioned earlier; Striking work or inciting others to strike work in contravention of the provisions

of any law or rule having the force of law of India; Low performance; Fraudulent behavior; and/or Any act subversive of discipline.

2. If the employee absents himself/herself without leave or remains absent beyond the period of leave originally granted or subsequently extended, the same shall be considered as the employee having voluntarily terminated the employment without giving notice unless the employee: Returns to work within five days of commencement of such absence; and Gives an explanation to the satisfaction of the management regarding such

absence. Any such absence will be treated as leave without pay unless approved

otherwise by the concerned manager.

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Disciplinary Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Procedure

1. The following procedure may apply to employees when they fail to comply with company policies and performance standards, depending on the nature and severity of the offence. Please refer to Employee Progressive Guidance Report attached and use the format to record the action taken.

a) Verbal coaching; b) Written warning;

Note: For Guest Services & Inflight, the letter of advice & / or caution may be released by the respective Airport Manager/ BM. For remaining functions, a common template has been attached which may be customized with reference to the misconduct and signed by the Functional Head under copy to HR

c) Disciplinary action like: Non payment of increment Withholding of promotion Suspension of employment without pay Discharge/ Dismissal of the employee.

2. Unless it is expedient or impractical due to prevailing conditions, the above disciplinary action (refer point “c”) will be applied only after an enquiry. The procedure is as follows: Whenever any repeated misconduct is reported against an employee, the

department will write a report detailing out the fact and circumstances about the misconduct. The complaint shall be submitted to HR along with all relevant details.

On receipt of the complaint, a show cause notice demanding explanation in writing from the employee within 48 hours will be issued by HR.

On receipt of explanation, if required an enquiry will be conducted. The orders of action will be issued, if the charges are proved to be correct. The same will be done by HR.

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Disciplinary Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Employee Information

Employee Name: Employee ID:

Location: Job Title:

Manager: Department:

Progressive Guidance

Disciplinary

Review Area

Violation of Kingfisher Values

Performance Violation of Company Policy

Other: None ___________________________________________________________

Details

Mutual Understanding

Who: Time/Location:

Follow-up Action Plan:

Follow-up date to review progress:

NOTE: Failure to implement plan may result in further disciplinary action

Acknowledgement of Receipt of Coaching Session

Signing this form acknowledges receipt that you and your Manager have discussed the Coaching Session and a plan for improvement. Signing does not necessarily indicate agreement with the Coaching Session.

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Disciplinary Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

______________________________________________________________________________________________ Employee Name/Signature Date ______________________________________________________________________________________________ Manager Name/Signature Date Other Name/Signature Date

Attach Documentation or Additional Details as Needed, Including Employee Statements

Distribution: Original: Employee file, 1st copy to Employee, 2nd Copy: Issuing Manager

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Whistle Blower Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Our commitment is towards reaching our goals with utmost respect for human values and to serve the interests of Kingfisher Airlines with integrity. Good Corporate Governance entails that the interest of the employees, the shareholders and the society in general be protected at all times. The management realises that this is possible only if there exists an open and transparent culture wherein the concerns of the employees at all levels can be raised and expressed without fear of retribution. To achieve this objective, it is felt necessary to define a specific policy which will enable the employees to report their concerns, which would be looked into and if found to be appropriate will be fully investigated and acted upon. Purpose: The purpose of the Whistle Blower Policy is to allow employees to convey their concerns about unacceptable, improper, or unethical practices being followed in the organization to the Audit Committee and to prohibit superiors from taking any adverse personal action against such employees. The Policy is intended to ensure that whenever any unacceptable, improper, or unethical practice is reported by an employee, the concerned employee is protected against any vindictive action and/or any discrimination for such reporting. Aim of the Policy The Policy aims at: Encouraging the employees to feel confident in raising serious concerns. Providing ways for the employees to raise their concerns and get feedback on the

concerns raised by them. Ensuring that the employees get a response to their concerns. Reassuring the employees that if the concerns are raised in good faith, they will be

protected from victimisation. Initiating action, where necessary, to set right the concern raised.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Applicability: This policy is applicable to all confirmed employees of the Company. Scope of the Policy: Employees shall be protected from any adverse action for reporting any unacceptable, improper, or unethical practice, fraud, or violation of any law or regulation so long as the employee:

Reports in good faith, his/her belief that there is misuse of company‟s funds/assets

Reports in good faith, Criminal offences (corporate fraud, corruption, bribery or theft), which has been or is likely to be committed

Reports in good faith, the violation or suspected violation of any law, rule or regulations applicable to the Company.

Participates in or gives information in an investigation, hearing, court proceeding, legislative or other inquiry, or administrative review

Objects or refuses to carry out a directive that the employee believes in good faith may violate a law, rule or regulation.

Reports in good faith an abuse of authority

Reports in good faith activities violating the Company‟s policies. This list is only illustrative and not exhaustive The superior of the employee who has reported any of the actions specified aforesaid is forbidden from taking the following actions against the employee · Discharging the employee · Threatening the employee · Discriminating against the employee‟s employment. Reporting Authority: Any employee who has a genuine complaint/concern about any fraud or violation of any law, rule or regulation or unacceptable, improper, practice and/or any unethical practice may complain about this to the designated person to attend to whistle-blowers as mentioned herewith below.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Employees can send their complaints to Mr Rup N Pillai, Director-KFA via e-mail at: [email protected]. He shall be responsible for the following functions: To receive and record any complaints under this policy. To ensure confidentiality of any “whistle-blowing” complainant. To prepare a report of any whistle-blowing complaint and send the report promptly to the Audit Committee Members. A copy of the report shall be simultaneously sent to the EVPs for investigation. The EVPs after investigation shall place a report to the Audit Committee for discussion and decision. The Audit Committee members shall then discuss the same and take necessary action in consultation with the CEO. He should communicate the Audit Committee decision regarding the complaint to the complainant. Protection of Whistle Blower: The Policy is intended to ensure that whenever any unacceptable, improper, or unethical practice is reported by an employee, the concerned employee is protected against any vindictive action and/or any discrimination for such reporting. No discrimination, harassment or any other unfair employment practice like threat, intimidation, transfer, demotion, refusal of promotion etc are adopted against the Whistle Blowers. Identity of Whistle Blower: This policy requires employees to put their names in the disclosures they make. Confidentiality: Company will treat the disclosure made in a sensitive manner and will endeavour to keep the identity of the employee making an allegation confidential. However, the investigation process may inevitably reveal the source of information and the individual making the disclosure may need to provide a statement which cannot be kept confidential if legal proceedings arise. Untrue / Malicious Allegations: If an employee makes an allegation which is not confirmed by a subsequent investigation and it is proved that the employee has made an untrue / malicious Allegation, strict disciplinary action will be taken against the individual concerned.


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Electronic Mail Usage Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Purpose of the Policy: Kingfisher Airlines is increasingly dependant on effective and efficient electronic communications. Electronic messaging is a key feature of our work culture, and messaging standards are critical for easy receipt of messages and attachments. The volume, content and usage of these messages are of organizational concern and we are required to manage this tool diligently and with good stewardship. Scope: This policy applies to all employees of Kingfisher Airlines. The following issues are addressed in this policy:

1. Appropriate Use 2. Content Distribution 3. Authorized Access 4. Netiquette and Protocol

Policy: Kingfisher Airlines has established a policy with regard to electronic mail messages created, sent or received by company employees using the company's electronic mail system. The elements of the policy are set forth below.

The company maintains an electronic mail system. The purpose of this system is to assist company employees as they conduct business within the company provided system. Non-employees (including consultants and independent contractors) may not obtain company mail addresses, but rather must exchange messages through external internet providers.

The electronic mail system is not to be used to create, send or forward messages that are obscene, pornographic, defamatory, harassing, threatening, containing racial or sexual slurs, or which are otherwise inappropriate in the context of the company's ethos and core values.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

The electronic mail system shall not be used to violate copyrights or other proprietary rights by distributing unauthorized copies of materials owned by others, nor shall it be used to distribute confidential or proprietary company materials without proper authorization.

Notwithstanding the company's right to retrieve and read any electronic mail messages, such messages should be treated as confidential by other employees and accessed only by the intended recipient. Employees are not authorized to retrieve or read any e-mail messages that are not sent to them, except with the permission of the intended recipient. Employees shall not use a code, access a file, or retrieve any stored information, unless authorized to do so.

Email system is an expensive resource provided by the company to enable smooth and efficient business functions. All care therefore must be taken to use the same judiciously. Especially emails to groups such as “everyone” should be sent only in case of dire necessity, as these consume enormous resources. Similarly emails for greetings etc. containing large pictures, or other multimedia files or presentations should be strictly avoided as they burden the system and do not aid employee productivity. In case such mails are detected, we may have to remove them from the mail queue and delete the same with a warning to the sender.

Extreme care should be taken while sending attachments from external unknown sources within the KFA email system as at times, they may contain viruses and other undesirable elements, which might endanger the Email system security. We have security software to detect such attachments; however senders are requested to be careful.

Employees have been given mail storage of 140 MB, which for a moderate mail user can last up to 6 months of usage. When this storage capacity is around 90% full, we have a system of “archiving” the email on a different storage post which it is removed from on line storage. For accessing such old mails, the staff then needs to get in touch with IT Support who can provide a copy of old mails. Employees with specific high volume Data needs, e.g. Legal, have been provided higher storage capacities, as directed by the respective Functional Heads.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

All employees should take care to periodically delete emails which pertain to issues of transient nature and are not needed to be stored for long duration. This would ensure that unnecessary load on the email system is avoided.

The email system must be used for increasing staff productivity and all users must refrain from marking emails to recipients who are not connected to the issue or subject and cause unnecessary concern for the recipient. Emails should be copied only if the copy reader is required to have the information in the email. Copying the email does not make the copy reader responsible for taking action. If action is intended, then the Email should be addressed to the staff. This reduces unnecessary copies and thus takes a big load off the Email system.

Adhering to protocol is important while sending emails and any concerns, requests or messages must first be highlighted to the immediate superior and accordingly a follow-up must be done with the concerned individual only for desired action. Only in cases where the matter is unresolved, should the same be escalated to higher authority.

All users must refrain from using the Bcc option since it is not in sync with the company culture of trust and transparency.

Any questions relating to the contents or implementation of this policy should be addressed through the Head - Human Resources. The purpose of this policy is to provide acceptable use parameters for our organization while using the electronic mail system. It presents ideas which are applicable across our network and shall help build a culture in sync with our values. We encourage all team members to familiarize themselves with the content of this policy and support in establishing technology as a productivity enhancement tool for organizational growth and performance.

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Sexual Harassment Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Policy Intent: The purpose of this policy is to develop a harmonious and productive working environment free from sexual harassment. Maintaining good employer practice, we will ensure all allegations of sexual harassment are investigated and dealt with effectively and appropriately. Sexual Harassment Defined: This policy prohibits “quid pro quo” and “hostile environment” sexual harassment as defined below. 1. Quid Pro Quo Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature by one in a position of power or influence constitutes “quid pro quo sexual harassment” when • submission by an individual is made either in an explicit or implicit term or condition of employment, or • submission to or rejection of such conduct is used as the basis for employment decisions affecting that employee. 2. Hostile Environment Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature constitute “hostile environment sexual harassment” when such conduct is directed toward an individual because of his or her gender and has the purpose or effect of • creating an intimidating, hostile, or offensive work environment, or • unreasonably interfering with another‟s work or work performance.

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Date

KFA/HRM 00 00-00-00 01-10-10

Generally, a single sexual joke, offensive epithet, or request for a date does not constitute hostile environment sexual harassment; however, being subjected to such jokes, epithets or requests repeatedly may constitute hostile environment sexual harassment. In determining whether alleged sexual harassing conduct warrants corrective action, all relevant circumstances, including the context in which the conduct occurred, will be considered. Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular sensitivity or reaction of an individual. Reporting of Sexual Harassment Allegations Persons who believe they have been victims of sexual harassment should report the incident(s) immediately to appropriate superiors/ Human Resources officials. Delay in reporting makes it more difficult to establish the facts of a case and may contribute to the repetition of offensive behavior. Confidentiality: • The organization will do everything consistent with enforcement of this policy and with the law to protect the privacy of the individuals involved and to ensure that the complainant and the accused are treated fairly. • Information about individual complaints and their disposition is considered confidential and will be shared only on a “need to know” basis. Assurance Against Retaliation This sexual harassment policy shall not, however, be used to bring frivolous or malicious complaints against other employees. If a complaint has been made in bad faith, as demonstrated by clear and convincing evidence, disciplinary action may be taken against the person bringing the complaint.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Reporting Channels • All employees have a general responsibility to contribute in a positive way to an environment that is free of sexual harassment. • Leadership Team, however, have additional responsibilities. The leadership team is not only responsible for educating and sensitizing employees in their departments about sexual harassment issues, but they are also directed to take all appropriate steps to prevent and stop sexual harassment in their areas of responsibility. • Superiors who are contacted by an individual seeking to file a complaint about sexual harassment in their department or area of responsibility shall assist the complainant in contacting the appropriate complaint-receiving officials from Human Resources. Procedures for Handling Complaints of Sexual Harassment • Individuals who believe they are victims of sexual harassment in their work environment are encouraged to respond to the alleged harasser directly, by objecting and by requesting that the unwelcome behavior stop. Individuals may also seek assistance or intervention, short of filing a complaint, from their supervisor. • An initial discussion between the complainant and the complaint-receiving official will be kept confidential to the extent allowed by law, with no formal written record. • The complaint-receiving official will explain the options available and will counsel the complainant. • If the complainant, after an initial meeting with the complaint-receiving official, decides to proceed, the complainant will be requested to provide a written statement describing the complaint. • Complaints of sexual harassment will receive prompt attention.

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Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Complaints may be resolved through the informal or formal procedures described below, and appropriate action will be taken. Informal means are encouraged as the beginning point, but the choice of where to begin formally rests with the complainant. However, if the complaint-receiving official believes that the matter is sufficiently grave because it seems to be part of a persistent pattern, or because of the nature of the alleged offense, or because the complainant seeks to have a sanction imposed, then the complaint-receiving official will initiate a formal procedure, or take other appropriate action. 1. Informal Procedures • The complainant may attempt to resolve the matter directly with the alleged offender and report back to the complaint-receiving official. • The complaint-receiving official may notify the alleged offender of the complaint, paying appropriate attention to the need to maintain confidentiality. The complaint-receiving official may take whatever steps short of formal sanctions that he or she deems appropriate to effect an informal resolution acceptable to both parties. • If a complaint is resolved informally, no record of the complaint will be entered in the alleged offender‟s personnel file or records. However, the complaint-receiving official will, in the form of a confidential file memorandum, record the fact of the complaint and the resolution achieved. • A copy of this memorandum will be forwarded to the HEAD- Human Resources & it will be retained in confidential files. 2. Formal Procedures In formal resolution procedures, the written and signed complaint as well as offence resolution copy shall be directed to the Head- Human Resources post appropriate actioning. Disciplinary Sanctions: A conclusion that sexual harassment has occurred shall subject the offender to appropriate disciplinary action and may result in suspension, discharge, expulsion or dismissal. Sanctions imposed will be determined on the basis of the facts of each case and the extent of harm.

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Equal Employment Opportunity Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Policy Intent: It is the policy of the Kingfisher Airlines Limited that neither race, religion, color, creed, national origin, sex, age, marital status, nor handicapping condition is to be considered in the:

Recruitment and selection of new employees of the company,

Selection of employees for promotion, training, career development, transfer, and/or reduction-in-force,

Administration of disciplinary policies or termination for cause, and

Establishment of rates of pay including the awarding of salary adjustments and/or annual salary increases

Policy Guideline: Kingfisher Airlines ("the Company") strictly prohibits discrimination against any employee or applicant for employment because of the individual's race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, veteran's status, or any other characteristic protected by law. However, this shall not be at conflict with the madatory state requirements for a particular position. Affirmative action will be taken to ensure that all employment decisions, including but not limited to those involving recruitment, hiring, promotion, training, compensation, benefits, transfer, discipline, and discharge, are free from unlawful discrimination. Appeal Procedure: Any applicant for employment or any employee who believes that employment, promotion, training, transfer, salary adjustment or a merit salary increment was denied him/her or that demotion, transfer, lay-off or termination was forced on him/her, because of race, religion, color, creed, national origin, sex, age, political affiliation, or handicapping condition may appeal directly to the HEAD- Human Resources.

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Environment Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Policy Intent: Kingfisher Airlines is committed to environmental affairs leadership in all of its business activities. Policy: The UB Group has had long-standing corporate policies of providing a safe and healthful work place, protecting the environment, and conserving energy and natural resources. They have served the environment and our business well over the years and provide the foundation for the following corporate policy objectives:

Provide a safe and healthful workplace and ensure that personnel are properly trained and have appropriate safety and emergency equipment.

Be an environmentally responsible neighbor in the communities where we operate, and act promptly and responsibly to correct incidents or conditions that endanger health, safety, or the environment. Report them to authorities promptly and inform affected parties as appropriate.

Conserve natural resources by reusing and recycling materials, purchasing recycled materials, and using recyclable packaging and other materials.

Develop, manufacture, and market products that are safe for their intended use, efficient in their use of energy, protective of the environment, and that can be reused, recycled or disposed of safely.

Use development and manufacturing processes that do not adversely affect the environment, including developing and improving operations and technologies to minimize waste, prevent air, water, and other pollution, minimize health and safety risks, and dispose of waste safely and responsibly.

Ensure the responsible use of energy throughout our business, including conserving energy, improving energy efficiency, and giving preference to renewable over non-renewable energy sources when feasible.

Participate in efforts to improve environmental protection and understanding around the world and share appropriate pollution prevention technology, knowledge and methods.

Utilize Kingfisher Airlines products, services and expertise around the world to assist in the development of solutions to environmental problems.

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Environment Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Meet or exceed all applicable government requirements and voluntary

requirements to which Kingfisher Airlines subscribes. Set and adhere to stringent requirements of our own no matter where in the world the company does business.

Strive to continually improve Kingfisher Airline's Environmental management system and performance, and periodically issue progress reports to the general public.

Conduct rigorous audits and self-assessments of Kingfisher Airline's compliance with this policy, measure progress of Kingfisher Airlines environmental affairs performance, and report periodically to the Chairman.

Applicability: Every employee and every business associate in relationship with Kingfisher Airlines is expected to follow this policy and to report any environmental, health, or safety concern to Kingfisher Airlines management. Managers are expected to take prompt action. If you believe that there are reasonable ways that Kingfisher Airlines can improve any of its internal procedures so as to further minimise the impact on the environment, please discuss your views with your Department Manager.

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Corporate Risk Management Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Policy Intent: Risk is the chance of something happening, measured in terms of probability and impact, that will affect the achievement of business objectives. This definition includes both the opportunity and the undesirable consequence. Risk management is a structured and disciplined approach to assessing and managing the uncertainties and opportunities that Kingfisher Airlines faces as it creates value. Policy Purpose & Scope: This Policy describes Kingfisher Airlines risk management principles and expectations applicable to all business activities undertaken by or on behalf of Kingfisher Airlines. It is intended that this Policy operate in conjunction with all other policies and strategies of the UB Group. Statement of Principles Kingfisher Airlines believes risk taking is a necessary and accepted part of our business. Effectively managing risk is a competitive necessity and an integral part of creating shareholder value through good business practices designed to ensure that Kingfisher Airlines achieves its strategic, business and governance objectives, and protects its corporate reputation, values and integrity. In the context of realizing strategic objectives, failure is an accepted part of risk taking as long as risks have been properly assessed and managed. In alignment with the values and principles embodied in Kingfisher Airlines manual, this Corporate Risk Management Policy commits all staff to consistently apply risk assessment processes and to take professionally assessed risks based upon high-quality work. Risk management is key in how things are done to ensure Kingfisher Airlines success.

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Corporate Risk Management Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Risk Management Expectations Risk management applies to and will be practiced as a part of all of Kingfisher Airlines business activities including that of developing strategic plans, preparing operational plans and budgets, completing detailed project approval requests, designing and managing plans, making general decisions, and as a part of other management systems. Kingfisher Airlines is committed to managing risks from the following perspectives: financial risk, operational risk, business environment risk, and organizational risk. Risk will be qualitatively assessed, managed and documented consistent with guidelines and tools advocated by this Corporate Risk Management Policy and other risk management policies and practices. Kingfisher Airlines will use market accepted analytical tools and methodologies to quantitatively measure and evaluate risk as and when desired. Organizational Risk Management Roles and Responsibilities The Executive Team is responsible for:

Endorsing, implementing, adopting and adhering to the Policy. Overseeing development, administration and annual review of this Policy for

approval by the Chairman. The Leadership Team is responsible for:

Developing and implementing risk management policies, practices, systems, controls and business continuity plans specific to the Company which are aligned and complementary to the Policy.

Reviewing adherence to the Policy and recommending action to support adherence.

Reporting any risks defined as extreme to the Executive Team. Staff

All staff to comply with the Policy.

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Alcohol & Drug Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Introduction Kingfisher Airlines as an employer is careful of the welfare of its staff & is concerned that the use of alcohol and/or drugs by its employees should not impair their health and social life. Moreover, to the extent that misuse of alcohol and/or drugs may have detrimental effects on an employee's attendance and work performance, the interests of the Company and its other employees are invoked. The organization regards an individual's dependency on either alcohol or drugs as an illness. For the purpose of the policy, alcohol dependence is defined as: "The habitual drinking of intoxicating liquor by an employee, whereby the employee's ability to perform his/her duties is impaired or his/her attendance at work is interfered with, or he/she endangers the safety of others". And drug dependence is defined as: "The habitual taking of drugs by an employee other than drugs prescribed as medication, whereby the employee's ability to perform his/her duties is impaired, or his/her attendance at work is interfered with, or he/she endangers the safety of others". Policy Statement

Kingfisher Airlines will assist any member of staff who is dependent on alcohol or drugs to find out about and assess his/her problem and to obtain confidential counseling.

It is hoped that any member of the team who believes that a colleague has an alcohol or drug dependency problem will encourage him/her to seek professional help.

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Alcohol & Drug Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Someone whose dependency on alcohol or drugs has come to the attention of a Head of Department - will, in the first place, be encouraged to discuss his/her dependency problems and also, if appropriate, be advised to seek medical assistance.

The company will regard anyone seeking help as having a health problem and will cooperate to enable appropriate help/treatment to be obtained.

The company will treat reasonable absences for advice and treatment for dependence on alcohol or drugs as sick leave, provided the person concerned regularly informs Human Resources Manager of progress and genuinely attempts to overcome the dependency problem.

The need for confidentiality will be respected.

If, because of an alcohol or drug dependency, a person's performance at work/behavior is suffering and this would normally result in disciplinary action being taken, such action will be suspended for an appropriate period during treatment. Should help be refused or treatment unreasonably discontinued or, after a reasonable interval there is no improvement in behavior and/or work performance remains poor, disciplinary procedures will be resumed or initiated. Such procedures may result in the termination of an individual's appointment.

Agreement to accept treatment for alcohol or drug dependency will not, in itself, be detrimental to staff's general conditions of service.

Applicability The policy is intended to apply to all staff of the Company. The Functional Head is responsible for the implementation of the policy and its day-to-day operation in consultation with Head- Human Resources.

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Confidential & Intellectual Information Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

All Kingfisher Airlines employees are required to adhere to guidelines mentioned in the appointment letter to safeguard the Company's employee, customer information, intellectual property, equipment and other assets. All information relating to Kingfisher Airlines, its customers and suppliers is confidential and should not be discussed or disclosed to any unauthorised person. Furthermore, an employee of such information may take no advantage. The obligation of confidentiality extends to removal of documents or electronic data prepared by yourself or anyone else on the behalf of Kingfisher Airlines or its customers upon conclusion of employment or at any other time. Similarly, all information not in the public domain remains at all times the property of Kingfisher Airlines and may not be used or removed except in connection with approved Company practice, including but not limited to:

customer records;

databases;

formulae;

agreements;

accounts;

financial statements;

marketing information;

manuals;

office documents; and

similar documents that you or other staff members may prepare, use or have access to during the course of employment with Kingfisher Airlines.

In addition, any discovery, creation, invention, secret, process or improvement in a procedure made or discovered by an employee in connection with or in any way affected or relating to Kingfisher Airlines, or any of its subsidiaries or related Companies, or capable of being used or adapted for use therein or in connection with shall be disclosed to the management and shall belong to and be the absolute property of Kingfisher Airlines or one of its subsidiary or related Companies as may be nominated by management for that purpose.

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Compliance Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Policy: Kingfisher Airlines is committed to the preservation of its reputation and integrity through compliance with applicable laws, regulations and ethical standards in the market in which it operates. All employees are expected to adhere to these laws, regulations and ethical standards, and management is responsible for ensuring such compliance. Compliance is therefore an essential ingredient of good corporate governance. No conduct that is contrary to this Policy, whether intentional or unintentional, will be tolerated. Kingfisher Airlines has a firm compliance policy, which is promulgated to all employees working in all operational areas with respect to the company requirement that all laws, regulations and procedures of the states in which operations are conducted are strictly adhered to. Responsibilities: The Leadership Team shall be responsible for overseeing the implementation of the internal compliance and control systems developed in accordance with this Policy, and shall review, at least annually, the effectiveness of that system. Breaches & Complaints: We are committed to maintaining a system for recording, responding to and investigating, in a fair and unbiased fashion, any compliance breaches or complaints including those received from regulatory authorities, auditors or employees. Any employee who has any queries, concerns or suggestions about matters covered by this policy should speak to their manager, or their Human Resources Manager, for guidance and assistance.

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Compliance Policy


Revision Date

Date

KFA/HRM 00 00-00-00 01-10-10

Any employee who becomes aware of or suspects any breach of any law or this policy should alert the Head- Human Resources. The identity of any employee reporting such conduct will be kept confidential as is permitted by law and the Management will act fairly and in good faith towards any employee reporting such conduct. We will regularly review our compliance efforts so that we can maintain our commitment to this policy. Applicability: This policy applies to all of the activities of every employee of Kingfisher Airlines.