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
- Sameer Malhotra, CEO
my Human Resources W E L C O M E K I T
Chief Executive officer
WELCOME TO SHRIRAM AUTOMALL INDIA LIMITED (SAMIL)
INDIAS LEADING SERVICE PROVIDER OF PRE-OWNED VEHICELS &
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
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.
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
SUDEEP K. BANERJEE
AUTO/GOLD & HOUSE
/BANKS & FINANCIAL
NATIONAL HEAD- OEMs/MANUFACTURER
S. SENTHIL KUMAR
G. SUNIL KUMAR
G. SUNIL KUMAR
J. V. SUDHAKAR
CHECKS AND TRAINING
M. KALYAN KUMAR
ACCOUNTS & ADMIN.
QUALITY CHECK,ISO &
QUALITY CHECK,ISO &
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
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
Selection of General Manager and above is through Interview Panel
comprising of Key Managerial Personnel.
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
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
All selected personnel are advised to sign the copy of the
Appointment Order along with General Terms & Conditions of
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:
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
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
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.
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
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
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
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
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
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/- .
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
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)].
There are separate Incentive Schemes for Operations and Back Office
Incentive for Operations is given towards the following:
b) Auction Operations
c) Service & Yard Operations
d) Business Development
e) Online Business
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
SALARY & BENEFITS ADMINISTRATION
As per company policy.
All employees shall be eligible for Gratuity as per Payment of Gratuity Act.
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
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)
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/-
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
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
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
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.
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.
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)
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:
JOINT DECLARATION FORM EXCEEDING WAGE CEILING SAMIL.pdf
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
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
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
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
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 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
8. Sleeping on duty.
9. Statements made on employment form/application/bio-data, which are
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
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
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
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
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.
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:
LEAVE TRAVEL ALLOWANCE
EMPLOYEES DUTIES & RESPONSIBILITIES
The essential basis of an employees duties and responsibilities are listed
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
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
9. Observe all rules of discipline and strive for higher productivity.
PROUD TO BE A SAMILIAN
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
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
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