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“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

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  • 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)

    INDIAS 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 months 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 Companys 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 Companys 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 employees 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 companys 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 employees 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 companys 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 companys 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 ones 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 companys 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 employees property inside the company premises.

    29. Leaving the work place and/or companys premises without permission

    during duty hours.

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

    within the companys premises.

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

    any time within the companys premises.

    32. Habitual breach of any rules or instructions.

    33. Unauthorized entry into or stay in the companys 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 Workmens 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, employees performance, behavior, attitude, etc.

    will be measured as per Review Process and Companys 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 Companys 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 employees duties and responsibilities are listed

    below:

    1. Do a fair days work for a fair days 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