“The HR Policies at SAMIL are progressive, proactive, goal –

focused and evolving around the individual and we aim to

develop long-term mutually beneficial partnership with our

employees”

- Sameer Malhotra, CEO

my Human Resources W E L C O M E K I T

Sameer Malhotra

Chief Executive officer

WELCOME TO SHRIRAM AUTOMALL INDIA LIMITED (SAMIL)

INDIA’S LEADING SERVICE PROVIDER OF PRE-OWNED VEHICELS &

EQUIPMENT

You are now part of a team that takes great pride and satisfaction in providing fair

and transparent platform for facilitating transactions with exceptional customer

service and uncompromising integrity.

Your training and development as a SAMIL team member will begin when you take

part in our Welcome Orientation Program, and will continue throughout your career

with the Company. This program will help you learn more about the ultimate

purpose, history, values, and objectives of Shriram Automall as well as your rights

and responsibilities as an employee.

SAMIL offers never-ending opportunities and cultivates an environment that

promotes professional growth and accomplishment, allowing you to set the tone for

your success.

Our success is built upon a strong foundation - the foundation of employees who

care about providing the best. Our business is about people and relationships. But

above all, it's about delivering the most intelligent and insightful business solutions

for our clients.

You are now an integral part of our mission.

Welcome aboard!

Sameer Malhotra

Chief Executive Officer

B U S I N E S S O F S H R I R A M G R O U P O F

C O M P A N I E S

The Chennai based Shriram Group had its humble beginnings in the Chit Fund

business over three decades ago. R. Thyagarajan, AVS Raja and T. Jayaraman

ventured into these businesses. Not many in the financial services industry thought

at that time, this small Chit Funds business in Chennai would indeed be the

foundation for the financial conglomerate that Shriram is today with over Rs 50,000

crore of Assets under its management.

SHRIRAM AUTOMALL INDIA LIMITED – OUTLINE OF ORGANIZATIONAL

STRUCTURE

UMESH REVANKAR

Managing Director

National Heads

SAMEER

MALHOTRA

CEO

National

Functional Head

Zonal Heads

ORGANISATION STRUCTURE

SAMEER

MALHOTRA

CEO

SUDEEP K. BANERJEE

NATIONAL HEAD-ONLINE

BUSINESS/

AUTO/GOLD & HOUSE

AUCTIONS/

INSURANANCE SALVAGE/

/BANKS & FINANCIAL

INSTITUTIONS

RITESH SINGLA

NATIONAL HEAD- OEMs/MANUFACTURER

RELATIONSHIPS

MOHIT KAUSHAL

DELHI

JOYDEB SHAW

KOLKATA

HEMANT VAGARE

MUMBAI

S.K RANA

AHMEDABAD

C RAVINDRAN

COCHIN

GANESH S

BANGALORE

S. SENTHIL KUMAR

CHENNAI

THANAPPAN K

TRICHY

RAJARAMAN S

SALEM

K. RAJASEKHAR

HYDERABAD

G. SUNIL KUMAR

VIJAYAWADA

G. SUNIL KUMAR

KURNOOL

NITIN LOKHANDE

COMPANY SECRETARY

SUNIL CHOPRA

LEGAL

VIDHI DHEER

HRD

VINODKEDAR

STATUTORY

COMPLIANCES

J. V. SUDHAKAR

NATIONAL HEAD-AUCTION

OPERATIONS, POLICY

GUIDELINE, QUALITY

CHECKS AND TRAINING

M. KALYAN KUMAR

NATIONAL HEAD-

CUSTOMER SERVICE,

ACCOUNTS & ADMIN.

JYOTI JAIN

NATIONAL HEAD-

MARKETING

& CLASSIFIED

RAVINDRAN C.

NATIONAL HEAD-

SERVICE,

YARD,VALUATION,

QUALITY CHECK,ISO &

PROCESS,YARD

INFRASTRUCTURE

SECURITY

TRAINING

BHASKAR GHOSH

NATIONAL HEAD-

SERVICE,

YARD,VALUATION,

QUALITY CHECK,ISO &

PROCESS,YARD

INFRASTRUCTURE

SECURITY

TRAINING

BUSINESS OPERATIONS

SALES

OPERATIONS

ZONAL

HEADS

SUPPORT

FUNCTIONS

REGIONAL HEADS

E.code REGIONAL HEAD NAME REGION NAME ZONE NAME A00016 SANDESH SINGH BHADURIA LUCKNOW REGION DELHI

A00055 PRADEEP KUMAR CHANDIGARH REGION DELHI

A00015 DINESH KUMAR DELHI REGION DELHI

A00692 SANDESH SINGH BHADURIA LUCKNOW REGION DELHI

A00605 NAVNATH TRIMBAK PATANGE AHMEDABAD REGION AHMEDABAD

A00038 VIKAS NIRWAN INDORE REGION AHMEDABAD

A00701 KARUNESH KUMAR SHARMA JAIPUR REGION AHMEDABAD

A00364 SUBRAMANIAN RAMACHANDRAN MUMBAI REGION MUMBAI

A00269 JASVINDER SINGH NARAIN NAGPUR REGION MUMBAI

A00041 HAROON HAMID ANSARI PUNE REGION MUMBAI

A00275 RAJESH KUMAR SAHU RAIPUR REGION KOLKATA

A00817 DIPAK SAHA KOLKATA REGION KOLKATA

A00294 RAJESH SHRIVASTAVA RANCHI REGION KOLKATA

A00304 SAMI AMBALAM T CHENNAI REGION CHENNAI

A00307 GOVINDARAJAN L KANCHIPURAM REGION CHENNAI

A00305 SATHEESHKUMAR M COIMBATORE REGION SALEM

A00318 SURESH R SALEM REGION SALEM

A00310 NARAYANA SAMY P VELLORE REGION SALEM

A00633 R KARUPPIAH MADURAI REGION TRICHY

A00780 GOPU C TRICHY REGION TRICHY

A00012 RAJASEKHAR K HYDERABAD REGION HYDERABAD

A00031 VEERA BRAHMACHARY S HYDERABAD RURAL REGION HYDERABAD

A00263 SURESH KUMAR PASUNOOTI WARRANGAL REGION HYDERABAD

A00256 KOTESWARA RAO S V KURNOOL REGION KURNOOL

A00202 SRINIVASULU V C TIRUPATHI REGION KURNOOL

A00043 SYED ABDULLAH VIJAYWADA REGION VIJAYAWADA

A00259 THIMMA RAJU B VISAKAPATNAM REGION VIJAYAWADA

A00282 RAJESHBABU VARADA BANGALORE REGION BANGALORE

A00284 MOHANKUMAR BELLARY REGION BANGALORE

A00315 MAHESH CH HUBLI REGION BANGALORE

A00301 PRASANTH SHETTY M MANGALORE REGION BANGALORE

A00014 SAJAY K CALICUT REGION COCHIN

Our People Make It Happen...

We at SHRIRAM believe that „people‟ are the most important resource in our

organization. Effective employees contribute to the effectiveness of the organization.

Human Resources Development at SHRIRAM is a continuous process to ensure

ongoing development of employee skills, dynamism, motivation and effectiveness in

a systematic and planned manner.

To facilitate the above process, means such as Training and Development,

Incentives, Rewards & Recognition are adopted.

In order to maintain high quality standards and as a policy of the

company, we recruit qualified personnel such as CA/ICWA/MBA for

Assistant Manager and above level, for other Junior cadre only Ist Class

Graduates are being considered.

The Company is also providing opportunities to be recruited as

Management Trainees having professional degrees like B.E/M.B.A etc so

as to strengthen the workforce with quality managers.

We encourage promotion from within the Company to fill vacancies and

also by infusing new blood into the Company from outside when

necessary.

The Recruitment process is through Recruitment Consultants, Print Media,

Job Portal & through Employee Reference.

All Recruitment shall be based on Personnel Requisition Forms which is

required to be filled by the Functional Head / Administrative Head for the

positions vacant concerning to their department and they shall duly send

the same to the State Heads/ Zonal – Accounts & Admin for necessary

action, who in turn forwards the same to Human Resource Department

for necessary action.

The mode of selection of Personnel shall be as per the current practice of

written/online test, HR Screening, Final Interview.

During an Interview the candidate is evaluated based on his/her family

background, personality, job knowledge, leadership qualities,

potentialities etc. An Interview evaluation form has been developed and

the members in the interview panel are advised to duly fill after assessing

the candidate.

Selection of General Manager and above is through Interview Panel

comprising of Key Managerial Personnel.

RECRUITMENT

H U M A N R E S O U R C E P O L I C I E S & P R A C T I C E S

SELECTION

All selected personnel shall fill the necessary joining report and send the same

through the Department Head or Administrative Head to the Human Resource

Department as a confirmation that the selected Personnel has joined on the

stipulated date.

All selected personnel are advised to sign the copy of the

Appointment Order along with General Terms & Conditions of

employment.

All selected personnel undergo probation of 6 months unless special

circumstances warrant an extension which will be followed by a

performance review conducted by a panel of assessors which will

consist of Department Head and HR Representative.

If the employee does not come up to the standard expected, the

probation could be extended by the Management at its sole

discretion. At the end of extended Probationary period his/her

services should either be confirmed or terminated.

Necessary appraisal forms for each cadre shall be duly filled and

signed in confidence by the Functional Head/Administrative Head and

based on the review conducted they shall send the forms well in

advance before the confirmation date to the Human Resource

Department in order to arrange for the confirmation letter.

The growth of SHRIRAM depends on the success and performance of

its employees. For this reason, SHRIRAM offers a variety of training

programs to all employees of various categories on timely basis.

In order to maintain job standards, on rotation basis training is

provided to each and every employee. Professionally qualified

Trainers from our SHRIRAM HRD Centre at Chennai, Mumbai, Delhi,

Kolkata, Bangalore, Nagpur and Vijayawada impart training. The

training is conducted at various levels and to name a few programs

conducted in-house are as follows:

JOINING REPORT

PROBATION

TRAINING & DEVELOPMENT

1. Induction Training

2. Refresher Training

3. On the Job Training.

4. Managerial Effectiveness.

5. Product Training

6. IT Training

7. Other Need based training programs

During the above training programmes, performance of each and every

Trainee is evaluated and counseling etc. is provided for non-performers in the

Programme.

Students pursuing MBA from recognized institutes are offered

internship in our organization subject to a formal letter from their

college. The usual maximum duration for internship (summer/winter)

is for 2 months. Students are given a lot of training input in this

period.

Performance Evaluation is a formal appraisal of employees, which will be

conducted once in a year. However, performance evaluation is carried out 4

times in a year. Performance Appraisal will be designed to:

a. Provide the basis for systematic judgment for Annual revision in

salary, promotion and appreciation.

b. Help develop each employee through counseling and guidance and

to identify to meet his/her training needs.

The evaluation criteria will vary according to the responsibilities and

positions held by the employees, but it shall basically center on their

achievements in relation to the standards/targets/work assigned to

them and the initiative shown in contributing new ideas and

improving the systems, profitability and work methods etc.

*The performance evaluation is applicable for all employees.

PERFORMANCE APPRAISAL

INTERNSHIP

Based on merit, potential and organizational need, employees may be

promoted to fill vacancies in higher positions or grades.

Promotion, based on eligibility/designation, shall be done only once in

a year during the time of Annual Increment and it shall be based on

the justification given by the department head duly approved by the

Management.

Reviews are conducted for all employees eligible for promotion.

We believe in smooth and effective communication to ensure better

flow of information and understanding amongst employees at all

levels. This “Open Door” policy has resulted in a very open and

informal culture.

The most important motivation factor in our organization is the Work

Culture. We provide a good working atmosphere & freedom of

expression of ideas and suggestion. Motivation is also done through

performance based INCENTIVES & hierarchy wise PROMOTION.

Other motivation factors are imparting Technology Development

Training and sponsoring of Employees for external programs etc.,

Management also conducts frequent get-togethers and picnics so that

employees are free to share their grievances & suggestions.

Annual rewards are also given to Best performing employees at

Automall and Head Office level.

Other than the remuneration package offered as per Industry

standards, the company offer perks to employees such as snacks &

transportation, Two- Wheeler, Residential Telephone and Four

wheeler to Management cadre

PROMOTION

MOTIVATION

I. Fast Track Career Development for Existing Employees

An existing employee who has completed his/ her management

studies from external sources / institutes and who is coming under

the age criteria of 25 & below can apply for Management Trainee

Test. On clearance of test an employee can be appointed as

management trainee. On successful completion of training period

(6 months Probation + 6 months Training), an employee will be

redesignated as Assistant Manager (AM) or Assistant Manager

(Operations) depending on the responsibilities.

II. Management Education Scheme:

The Management Education Scheme has been designed to

Excel the Employees in the area of Management. It delivers the

rapid uplift of managerial skills, through exposure to the full range

of subject areas. The program is specially designed for the

Employees of Shriram to strengthen the area of their current

specialization along with a comprehensive view of other functions

of management. The program contents will help the individuals to

develop a strong understanding of Management Concepts for

practical applications.

Any Employee above the rank of AM/AM (Ops)/MT is eligible

whether the aspirant is MBA or not. As far as aspiring Executives

and Executives (Ops) are concerned they should qualify

themselves in the written test for Joining the Management

Education Program.

Those who successfully complete the course would be eligible for a

certificate awarded by the Company and an additional increment

of Rs.1000/- in the salary. In case of any drop outs on their

own(which does not include course failure) would be asked to

return the course material and also would be charged a nominal cost of Rs.5000/- .

Registration Process:

Those who are willing to register for the course are advised to submit their application with the following Details.

I. Name (as per pay slip)

II. Emp. Code

III. Date of Joining (dd/mm/yyyy)

IV. Designation(as per pay slip)

V. Current Location

VI. Mobile No

VII. Official Email ID

HR DEVELOPMENT

VIII. Personal Email ID

IX. Highest Qualification

X. Why do you want to Join this Course (Min. 100 Words)

Application can be sent to the respective Regional coordinators.

The Company believes in paying equitable salary to its employees

commensurate with their skill, experience knowledge, responsibility,

performance etc. based on industry standards. Separate salary grades are

devised for operations / marketing / Accounts & Admin/Support Staff.

Computation of salary for an employee shall be based on the attendance

period between 21st of previous to 20th of the current month.For timely

payment of salaries, the Human Resource Department should receive the

attendance report by the current month‟s closing date as fixed by payroll

team (usually 20th)].

Incentives:

There are separate Incentive Schemes for Operations and Back Office

Incentive for Operations is given towards the following:

a) Operation

b) Auction Operations

c) Service & Yard Operations

d) Business Development

e) Online Business

f) Sales

g) Support Staff Services

Incentive disbursement for back office is on yearly/monthly/quarterly basis,

depending upon Company‟s norms.

Incentive Payouts – Operations

a) Probationers are not eligible for incentive during the Probation period.

b) PAN number is compulsory for release of Incentive.

c) Any MGI defined in CTC structure shall be adjusted in the Annual

Incentive declared.

SALARY & BENEFITS ADMINISTRATION

Bonus:

As per company policy.

Gratuity:

All employees shall be eligible for Gratuity as per Payment of Gratuity Act.

Medical Benefits:

Employees are covered under ESIC Scheme & those uncovered under ESIC

are covered under our Medical Scheme i.e. Medical Re-imbursement as per

Grade is been provided on monthly / quarterly basis. All married females

who are not covered under ESIC are covered under the Maternity Benefit

Act.

Medical Insurance:

All permanent employees are covered under the following benefit schemes:

Employees Insurance Benefits-

1. Life Insurance ( SLIC – Janasuraksha)

Group Company: Shriram Life Insurance Company (SLIC)

BENEFIT:-

Lump sum amount paid to the nominee (nominee as declared in the DGH

form). On account of natural or accidental death, the nominee of an employee

(operations & back office) is eligible as per the blow slab:

COMMERCIAL OPERATIONS AMOUNT

COM2 – COM6 OP1 – OP5 & OP4T – OP5T INR 6,00,000/-

COM7 – COM11 OP6 – OP8 & OP6T INR 8,00,000/-

COM12 OP9 – OP11 & OP 13 INR 10,00,000/-

Claim settlement:

SLIC sends a cheque in favour of nominee towards death claim settlement.

EMPLOYEE GROUP PERSONAL ACCIDENT POLICY:

All employees are covered under the Group Personal Accident Policy. The

nominee of an employee, on account of accidental death, is eligible for

compensation as per below table,

Age Band No Of months gross salary

55 - 60 20

50 - 55 30

45 - 50 40

40 - 45 50

Upto 40 80

The above gross salary will be paid by SGI, Reliance, Liberty Videocon

&IffcoTokia (60 % from Shriram General Insurance Co. Ltd. & 15% from

Reliance, 15% from Liberty Videocon and IffcoTokia 10%. This benefit is

applicable to all employees (operations & back office) irrespective of on duty

or off duty accidental death.

2. Employee Depository Linked Insurance - SLIC

On account of natural or accidental death of an employee, a cheque is drawn

in name of the nominee of a deceased employee (operations & back office)

amounted to INR 3,62,000/- irrespective of basic salary, under this

scheme

Claim settlement:

SLIC sends a cheque in favour of the nominee of the deceased towards EDLI

claim settlement to STFC and the cheque is handed over to HR coordinator

along with F&F.

3. Mediclaim Insurance ( Bajaj Allianz General Insurance):

All the employees of SAMIL who are not covered in ESIC are insured under

Mediclaim policy of INR 3 lakhs. Employees have to co-ordinate directly with

Bharatre in case of any medical help required. Minimum 24 hours

hospitalization is required.

LIST OF DOCUMENTS - Reimbursement Claim: Post & Pre

Hospitalization:

1. Copy of the discharge summary of the corresponding hospitalization

2. All relevant doctors' prescriptions for investigations and medication

3. All bills for investigations done with the respective reports

4. All bills for medicines supported by relevant prescriptions

ESIC Benefit:

All employees drawing salary of Rs. 21,000/- and below shall be covered

under this scheme. Necessary declaration forms shall be sent to each and

every Automall/office/Regional Office along with the necessary guidance

to fill the same. The filled forms shall be submitted to the concerned

Regional Office in order that the employees covered under this scheme

shall be get the necessary benefit. Refer attachment in annexure.

BENEFITS:

Employees covered under the scheme are entitled to medical

facilities for self and dependants. The insured women are entitled

to maternity benefit for confinement. Where death of an insured

employee occurs due to employment injury, the dependants are

entitled to family pension.

P.F. Benefit:

All employees will be covered under this scheme but the contribution are

payable on maximum wage ceiling of Rs.15,000/- pm by employee and

employer. The declaration forms shall be sent to every office along with

the necessary guidance to fill the same. The filled forms shall be

submitted to the Human Resource Department and they in return shall

forward the same to the Provident Fund Office. The maximum limit of PF

contribution will be Rs. 1800/- (12% of 15,000 basic ceiling)

BENEFITS:

A member of the provident fund can withdraw full amount at

the credit in the fund on retirement from service after attaining

the age of 58 year. Full amount in provident fund can also be

withdrawn by the member under the following circumstance:

A member who has not attained the age of 55 year at the time

of termination of service.

A member is retired on account of permanent and total

disablement due to bodily or mental infirmity.

On migration from India for permanent settlement abroad or

for taking employment abroad.

In the case of mass or individual retrenchment.

Below are PF related circulars for your reference:

EPF.pdf

JOINT DECLARATION FORM EXCEEDING WAGE CEILING SAMIL.pdf

PF_SchemeAmendment_20141.pdf

R-1_Letter_Employer_UAN.pdf

Travel Policy

All employees traveling on Company‟s work shall strictly follow

the Travel Policyas enclosed below:

CITY GRADE LIST.pdf

TRAVEL POLICY EFFECTIVE FROM 1ST FEBRUARY 2016.pdf

Transfer

All employees can be transferred temporarily or permanently to

any of the company does an establishment, both already exist as

well as those that may be established in future, to meet

exigencies of business. There will be no restriction to the number

of such transfers during any period but the company will protect,

as far as possible, the employee‟s status and compensation.

Employee can claim their expenses according to the shifting

policy.

Deputation

Based on business exigencies, Management shall depute

required employees on deputation to any of their Offices of the

Group Companies etc, for which deputation / City Compensatory

Allowance shall be provided.

The concerned Department Head/Administrative shall handle the

day-to-day grievances of the employees concerning to their

dept./office. If the grievances are related to Personnel and

administration or to any of company‟s policies etc., then it shall

be brought to the notice of Human Resource Dept. for necessary

solutions, if any. Following should be the procedure followed by

all employees:

STEP 1: In the first step, the grievance is to be submitted to the

immediate superior, who should settle the grievance within 48 hours.

STEP 2: If the immediate superior fails to provide a solution, the

aggrieved employee can take the grievance to his respective Head of

the Department, who has to give his decision within 3 days.

STEP 3: If the aggrieved employee is not satisfied with the decision of

departmental head, he can take the grievance to the Regional HR

Department. The Regional HR makes its recommendations to the HR

Head within 7 days in the form of a report. The final decision of the HR

Head, in consent with the aggrieved employee‟s HOD, on the report of

Regional HR, must be communicated to the aggrieved employee within

GRIEVANCE HANDLING

three days of the receipt of report. An appeal for revision of final

decision can be made by the aggrieved employee if he/she is not

satisfied with it. The HR Head must communicate its decision to the

employee within 7 days.

Disciplinary Action

Disciplinary action for any act of misconduct by the employees shall

be taken by the Human Resource Dept. in consultation with the

Administrative Head/Dept Head. For this purpose, the misconduct

committed by the employees should be brought to the notice of the

Human Resource Dept. immediately for suitable disciplinary action.

For information of the employees, the following acts of omissions &

commission shall amount to misconduct and those found guilty are

liable for punishment.

1. Theft of company‟s property, fraud and dishonesty.

2. Flash strikes / willful slowdown.

3. Demanding, accepting bribes or any illegal gratification whatsoever.

4. Smoking in areas where it is prohibited.

5. Sexual harassment, eve – teasing, misuse of Internet / Telephone etc.

6. Drunkenness, fighting or riotous or disorderly or indecent behavior within

the premises and/or while on duty or tour etc.

7. IInd subordination or disobedience of any kind alone or in combination with

other.

8. Sleeping on duty.

9. Statements made on employment form/application/bio-data, which are

found incorrect.

10. Within the limits of the establishments, committing or inciting other to

commit, breaches of the law or rules of the company, or the commission of

any other act intended to harm interests of the company or its employees.

11. Alone or in collusion with others, causing or threatening to cause mental and

physical pain to employees within the premises or while on duty.

12. Distribution of propaganda leaflets or posting of notice in the premises

without prior permission of the Management.

13. Collection, without the permission of the Management of any money within

the premises of the establishment except as permitted by the Management.

14. Holding meetings inside the company premises without prior permission

from the Management.

15. Committing any act likely to harm or endanger the company‟s property.

16. Engaging in or inciting others to engage in strikes or slow down of work or

any other illegal activities during the working hours within the

establishment.

17. Sabotage in any form.

18. Conviction or any criminal offence involving moral turpitude.

19. Refusal to allow oneself to be interrogated by the Management or to sign

any statement recording one‟s own evidence.

20. Refusal to accept any communication or charge sheet from the company.

21. Habitual negligence or neglect of work.

22. Habitual late attendance.

23. Refusing to work on another job of the same nature or status or workplace

when ordered.

24. Gambling within the company‟s premises.

25. Engaging in trade within the premises of the company.

26. Lending to or borrowing money from other employees.

27. Writing anonymous letters.

28. Theft of employee‟s property inside the company premises.

29. Leaving the work place and/or company‟s premises without permission

during duty hours.

30. Creating disturbances or confusion or agitation of any nature whatsoever

within the company‟s premises.

31. Engaging or abetting in abuse and physical violence on other employees at

any time within the company‟s premises.

32. Habitual breach of any rules or instructions.

33. Unauthorized entry into or stay in the company‟s premises.

34. Failure to observe safety instructions or interference with any safety device

or equipment within the establishment.

35. Unauthorized possession of any lethal weapon in the establishment.

36. Habitual absence from duty or overstaying of sanctioned leave without

permission for more than 8 consecutive days.

Management believes & practices in cordial relation with the

employees. As a result, there is no single dispute/litigation in any

other labour / Industrial court. Also to be noted that there is no

Union / Association existing in the company.

EMPLOYEE RELATIONS & LIABILITIES HANDLING

Employee grievances are handled effectively at the primary stage.

Total freedom of speech / expression is provided to the employee

in airing their views / suggestions.

Management is committed in providing what is due to the

Employees as a result the following liability related benefits as per

the Labour Legislation are strictly followed.

1. The Apprenticeship Act.

2. The Workmen‟s Compensation Act, 1923.

3. Payment of Wages Act, 1936.

4. Minimum Wages Act, 1948.

5. Employees Provident Fund Act, 1952.

6. Payment of Bonus Act, 1965.

7. Employees State Insurance Act, 1948.

8. Payment of Gratuity Act, 1972.

9. The Equal Remuneration Act 1976.

10. The Maternity Benefit Act, 1961.

11. The Maharashtra Labour Welfare Fund Act, 1972.

12. The Shops & Establishment Act – 1948.

13. The Employees Liability Act – 1938

All legal and employee related benefits are forwarded to the employees on

time.

30 day notice is applicable up to senior executive level in operation

&upto assistant manager level in Commercial.

90 day notice for Assistant Manager & above for operation & Deputy

Manager & above in case of Commercial.

In case an employee resigns from the service of the Company he/she

is liable to give 30 / 90 days prior notice in writing to company & if no

notice is served then he / she is liable to pay 30 / 90 days basic salary to

company whichever is applicable.

The resignation letter shall be forwarded with the recommendation of

the Department Head/Administrative Head to the Human Resource

Department in order to arrange the acceptance of resignation letter.

Relieving & Experience letter will be issued only on clearance of

relieving formalities of the company, along with full and final settlement.

During the probation period, employee‟s performance, behavior, attitude, etc.

will be measured as per Review Process and Company‟s defined norms and if

found unsatisfactory, his/her employment shall be terminated without any

compensation.

Resigned Employees are liable to maintain secrecy of all Information or data of

the Company‟s operation, which they came to know during the course of

employment, hence if an employee fails to maintain the secrecy after leaving

the company will be liable for a legal action against him.

SEPERATION

An Employee leaving the Organization is asked to fill the Exit Report in order

to assess the reason for leaving our Employment and suitable measures are

taken to reduce the attrition rate.

On separation, Human Resource Dept. shall send the Employee

Separation checklist to the Dept./Admin. Head for discharging the

separated employees responsibilities and handing over of company

assets. Once the discharge sheet is received by the Human Resource

Dept., full & final settlement is made to the employee within 45 days on

receipt of Discharge Clearance (DC).

All employees will retire from the company on attaining the age of 58

years. Extension if any will be at the sole discretion of the Management.

1. LTA will be paid as per Calendar Year i.e. Jan – Dec.

2. TDS will not be applicable on LTA if the claim is made once in 2 years within

the block of 4 years with proper supporting under the I.T. Act. The Current

Block is 2014-2017 Calendar Year.

3. LTA if claimed every year with or without supporting, TDS will be applicable.

Subject to above rule i.e. max 2 claims will be tax free with proper supporting

and remaining 2 will be taxable.

4. On separation, any LTA amount paid as advance for the particular block the

same shall be recovered through Full & Final Settlement.

5. LTA will be paid through salary as per the above norms in the month

application is received on or before 15th of current month.

6. Only two travels in block of 4 calendar years are allowed tax free. Multiple

travels even if claimed twice in this block will not be taken as tax free.

7. Please find below LTA policy for your reference:

LTA POLICY.pdf

EXIT REPORT

FULL &FINAL

SETTLEMENT

SUPERANNUATION

LEAVE TRAVEL ALLOWANCE

EMPLOYEES DUTIES & RESPONSIBILITIES

The essential basis of an employee‟s duties and responsibilities are listed

below:

1. Do a fair day‟s work for a fair day‟s pay.

2. Uphold and promote the image of the company.

3. Extend full support to the objectives of the company.

4. Contribute to improvements and quality of services.

5. Show courtesy to the customer as well as all those connected

directly or indirectly with the business of the company.

6. Do not share company confidential information, data etc. with

outsider.

7. Before and on the last day of working with company i.e., at the day

of retirement, transfer to group company, termination, voluntary

termination etc., it is the duty & responsibility of the employee to

deposit company asset(s) i.e., Laptop, other computer accessory, T

Shirt(s), Cap, Shoes, Bags, Company pass etc., provided for the

smooth functioning of his/her job along with this present welcome

kit being the property of the company.

8. Be a good and law abiding citizen of the country for higher

productivity.

9. Observe all rules of discipline and strive for higher productivity.

“PROUD TO BE A SAMILIAN”

Copyright Notice

Copyright (c) protected by Shriram Automall India Limited. All rights reserved

worldwide. No part of this publication may be transmitted, reproduced, transcribed,

stored in a retrievable system, nor translated into any human readable or computer

recognizable language in any form or by any means without the written consent from

the authorized officer of Shriram Automall India Limited, with corporate headquarters

located at: -2nd Floor, Best Sky Tower F-5,Netaji Subhash Place, Pitampura, Delhi –

110034(INDIA)

Confidentiality of Information

1. Un-authorized conveying, or otherwise transmitting information to

anyone outside of Shriram Automall India Limited, unless authorized

by an officer of Shriram Automall India Limited shall be subject to

legal proceedings & disciplinary action including “Termination of

Employment” and shall at any time at the discretion of the

Company enter into a Non Disclosure Agreement.

2. Before and on the last day of working with company i.e., at the day

of retirement, transfer to group company, termination, voluntary

termination etc., it is the duty & responsibility of the employee to

return company asset(s) i.e., Laptop, other computer accessory, T

Shirt(s), Cap, Shoes, Bags, company punch card, welcome kit etc.,

along with all the available information and materials relating to our

Company.

This manual is the property of Shriram Automall India Limited and upon cessation of

employment it must be returned to the Company.

© Copyright “Shriram Automall India Limited”

Signature