Global Overseas-HR Manual_Delhi_Social Group

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[MOHAMMAD SAJID

ANSARI-DELHI]We are a social networking group which provide social help to all industriesworking personnel free of cost to maintain good working practice.Allah maycreat happiness with each other.Inshallh we will success one day

GLOBALOVERSEAS[This is a common HR manualand anybody can take help tocreate their own manual sothere is no copywrite issuementioned

An internet copy may spreadout any where.





MANUAL

HOW TO USE THIS MANUAL

This Manual consist of the following heads at every page as listed below :-

1. Issued By :-

It indicates the department compiling and issuing the Manual to the concerned authorities in the

Organization. ere this manual is issued by !"O #!ite "ersonnel Office$% &ombay.

'. Approved By :-

It indicates the (uthority approving the Manual. ere this manual is approved by )* +MO

#)yoti *ire ouse - +hairman,s Office$.

. Date :-

It indicates the ate from which the manual is to be effected. ate mentioned in this manual is in

the order of year / month / date #yy/mm/dd$ i.e. it is effected from 1st (pril 100.

2. Chapter :-

It indicates a sub3ect / topic to be covered.

4. Contro No! "e# :-

It indicates the actual serial number of the pages. The +ontrol 5o. 6ef. for this manual begins

with 771 to '02. ence the total no. of pages in this manual consist of '02 pages.

. E##e$t%ve :-

It means the importance / time factor in implementing the manual. ere this manual states that it

has to be issued and effected immediately from (pril 71% 100.

8. "epa$e :-

It indicates the +ontrol 5o. 6ef : to be replaced. 9or eample if +ontrol 5o% 6ef : 712 has to be

replaced by +ontrol 5o. 6ef : '0 then in the column of replace +ontrol 5o. 6ef.; 712 will be

indicated.

*hen you receive a 6eplace +ontrol 5o. instruction :

a$ 6ead the memo carefully% then stri<e out the number mentioned in the = +ontrol 6ef.

5o = from the = +hec<list for +ontrol 6ef. 5o. = sheet of your personnel Manual. b$ 6eplace the old sheet with the new sheet

c$ estroy the old sheet.

d$ !end in an ac<nowledgement to the !ite "ersonnel Office about the change

e$ Implement the instruction / changes

>. &a'e :-

It indicates the total no. of pages of individual chapters only.



I N D E (

CHA&TE" SUB)ECT CONT"OL "E*! NO!

++, INT"ODUCTION ++, - ++

++. MAN&OWE" "E/UISITION ++0 - ++1

1 M(5"O*?6 M(55I5@

++2 AD3E"TISEMENT +,+ - +,2

++! "EC"UITMENT "ULES +, - +,4

1 M?TO O9 9IAAI5@ I5 "O!T 712

' 9IAAI5@ B" O9 "O!T &C "6OMOTIO5 712

9IAAI5@ B" O9 "O!T &C I6?+T 6?+6BITM?5T 712

++0 TE"MS AND CONDITIONS O*

A&&OINTMENT 5 SE"3ICE "ULES +,6 - +21

1 6BA?! 71>

' "6O&(TIO5 71>

!B&!+6I"TIO5 TO 9B5 71>

2 T6(5!9?6 71>

4 T6(I5I5@ 7'7

!?5IO6ITC 7'7

8 A?(D?! E !?6DI+?! O9 ?M"AOC??! O9 T? +OM"(5C O5 7'7

?"BT(TIO5 TO OT?6 +OM"(5I?!

>. 6?!I@5(TIO5 7'1

0. ?FIT I5T?6DI?* 7'1

17. T?6MI5(TIO5 O9 !?6DI+?! 7'1

11. 6?TI6?M?5T 7''

1'. 6?+O6 O9 !?6DI+? 7''

1 I5T?6"6?T(TIO5 / 6?A(F(TIO5 7''

12 !"?+IM?5 +O"C O9 T6(I5I5@ A?TT?6 7'

14 !"?+IM?5 +O"C O9 +O5T6(+T O9 ?M"AOCM?5T 7'4

1 !"?+IM?5 +O"C O9 (""OI5TM?5T A?TT?6 7'>

18 !"?+IM?5 +O"C O9 O99I+? O6?6 7

6?@(6I5@ +O59I6M(TIO5

1>. !"?+IM?5 +O"C O9 "6O9O6M( 9O6 72

"6O+?!!I5@ 6?!I@5(TIO5

10. !"?+IM?5 +O"C O9 ?FIT I5T?6DI?* 6?"O6T 9O6M 7

++7 SCALE O* &A89 DESIN O* &OST 5 &A8 ++ - +60

1 !+(A? O9 "(C 727

' 6(*A O9 "(C 727

9IF(TIO5 O9 "(C O9 (5 ?M"AOC?? O5 I5ITI(A (""OI5TM?5T 727

2. 9IF(TIO5 O9 "(C O9 (5 ?M"AOC?? O5 "6OMOTIO5 / 727

(""OI5TM?5T TO ( I@?6 "O!T I5 T? +OM"(5C



I N D E (


++7 4. 6(*A O9 I5+6?M?5T 727

. ?"BT(TIO5 (&6O( 721

8. 6?DI!IO5 O9 ?!I@5(TIO5 72'

>. *(@? !T6B+TB6? 74'

++4 ALLOWANCES "ULES +67 - +10

1. ?(65?!! (AAO*(5+?! 7>

'. OB!? 6?5T (AAO*(5+?! 7>

. +O5D?C(5+? (AAO*(5+?! 7>

2. !IT? (AAO*(5+?! 7>

4. !O? M(I5T?5(5+? (AAO*(5+?! 7>>

. (TT?5(5+? (AAO*(5+?! 7>>

8. )OB65(A (AAO*(5+?! 7>>

>. MO&IAI!(TIO5 (AAO*(5+?! 7>>

0. ?MO&IAI!(TIO5 (AAO*(5+?! 7>>

17 "(6TC (AAO*(5+?! 7>>

11. !T(5&C *(@?! 7>0

1'. (6 BTC (AAO*(5+?! 7>0

1. !"?+I(AI!(TIO5 (AAO*(5+?! 7>0

12. !O6T(5 (AAO*(5+?! 70

++6 "ULES *O" C"EATION O* ADDITIONAL +17 - +11

&OST AND *ILLIN U& O* 3ACANT &OST

++1 T"AININ 5 DE3ELO&MENT ,++ - ,+

+,+ )OB "OTATION ,+0

+,, )OB DESC"I&TION 5 S&ECI*ICATION ,+7 - ,4+

+,. LABOU" MANAEMENT "ELATION ,4,

+,2 LEA3E "ULES ,4. - ,62

1. TC"?! O9 A?(D?! 18'

'. (55B(A A?(D? 18'

. ?5+(!M?5T O9 (55B(A A?(D? 18

2. +(!B(A A?(D? 182

4. !I+G A?(D? 182



. M(T?65ITC A?(D? 184

8. !B5(C! E OAI(C! 184



I N D E (


+,2 >. +OM&I5(TIO5 O9 A?(D? 184

0. A?(D? (++OB5T 184

17 5(TIO5(A O6 9?!TID(A OAI(C! *IT *(@?! 18

11 +OM"?5!(TO6C O99 (5 !"?+I(A "(I OAI(C! 18

+, MEDICAL E(AMINATION O* EM&LO8EE ,6 - ,17

"ULES

+,0 MEALS ON DUT8 ,14 - ,16

+,7 LOANS AND AD3ANCES ,11 - .++

+,4 CONDUCT 5 DISCI&LINE "ULES .++ - .,7

1. (BTO6ITC TO M(G? (""OI5TM?5T '71

'. @?5?6(A '71

. (&!?5+? 96OM !T(TIO5 '71

2. )OI5I5@ O9 (!!O+I(TIO5 &C ?M"AOC?? '71

4. ?MO5!T6(TIO5 (5 !T6IG?! '71

. !?+6?+C '7'

8. "6ID(T? ?M"AOCM?5T / T6(I5@ '7'

>. ?M"AOCM?5T O9 5?(6 6?A(TID?! O9 ?M"AOC?? '7'

0. !MOGI5@ '7

17. !(9?TC '7

11. +O5!BM"TIO5 O9 I5TOFI+(TI5@ 6I5G! E 6B@! '7

1'. +O55?+TIO5 *IT "6?!! '7

1. "6ID(T? T?A?"O5? +(AA! '7

12. I?5TITC +(6 '72

14. ?5T6C E !?(6+ '72

1. 6?TB65 O9 +OM"(5C,! "6O"?6TC% ?HBI"M?5T '72

(5 TOOA!

18% +O5DI+TIO5 O6 (66?!T O9 ?M"AOC?? '72

1>. 6?!!I5@ O9 +A(IM '72

10. "B&AI+(TIO5 O9 *O6GI5@ OB6! '74

'7. (TT?5(5+? '74

'1. "B&AI+(TIO5 O9 OAI(C! / *??GAC O99 (C! '74

''. !I9T *O6GI5@ (5 +AO!B6? O9 ?"(6TM?5T O9 +OM"(5C '74

'. !TO""(@? O9 *O6G '7



I N D E (


+,4 '2. T?6MI5(TIO5 O9 !?6DI+? '78

'4. (+T E +OMMI!!IO5 +O5!TITBTI5@ MI!+O5B+T '78'. 5(TB6? O9 "?5(ATI?! '17

'8. I!+I"AI5(6C (BTO6ITC '11

'>. "6O+?B6? '1'

'0. !"?+I(A "6O+?B6? I5 +?6T(I5 +(!?! '1

7. !?6DI+? O9 5OTI+?% O6?6! ?T+. '1

+,6 UNI*O"M .,4 - .,1

+,1 T"A3ELIN ALLOWANCES "ULES ..+ - ..0

+.+ LEA3E T"A3EL ASSISTANCE "ULES ..7 - ..4

+., WEDDIN ..6

+.. 3ISITIN CA"D ..1 - .2+

+.2 CE"TI*ICATE .2, - .2

+. *A"EWELL .20

+.0 CHANES IN &E"SONAL DATA .27 - .24

+.7 3EHICLE .26

+.4 TELE&HONE .21

+.6 SECU"IT8 DE&OSIT .+

+.1 IN)U"89 ACCIDENT "E&O"T .. - .

+2+ DEATH9 "ETI"EMENT AND TE"MINAL .0 - .6

"ATUIT8 "ULES

+2, CONDOLENCES .1



+2. SUESTION SCHEMES .0+ - .02



I N D E (


+22 SCHEME *O" "ECONITION O* .0 - .00

ME"ITO"IOUS WO";

+2 SCHEME *O" "ANT O* INCENTI3ES TO .07 - .04

&"OMOTE *AMIL8 &LANNIN ON 3OLUNTA"8 BASIS

+20 "IE3ANCE MANAEMENT S8STEM .06 - .01

+27 A&&"AISAL S8STEM .7+ - .6+

+24 "ECO"DS .6, - .61

+26 CODIN .1+

+21 &E"SONNEL AUDIT CHEC;LIST .1, - .12

++ WAE &"OCESSIN AND &A8MENT .1



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SUB)ECT INT"ODUCTION

(n organisation is a group of people who 3oin together to achieve certain common set goals. Therefore%

whether we li<e or not% we have to deal with people% i.e. wor<ers and we will do our 3ob better if we all learn

to understand wor<ers.

9or understanding wor<ers better% it is desirable that we ta<e note of the following points :

1. 9or a wor<er% he himself is more important and things which affect him are more important to him.is own grievance is the most important thing for him. Aisten to him patiently% understand it and try

to solve it;

'. Material benefits alone are not enough. If wor<ers have the best% they would still li<e to have better.

9urther% even if something is perfectly all right% some wor<ers will still complain. It is humannature. o not get hurt. ave utmost self-control and be fair and sympathetic; it will bring far

better results;

. In the organisation% there will be all sorts of wor<ers% intelligent% hard wor<ing% honest% stupid%

dishonest etc. on,t get discouraged and ma<e best of what you have;

2. The wor<er who never made a mista<e% never did anything% and if a mista<e is made% focus attentionon the mista<e% and not on the wor<er who made it. Ta<e constructive view and concentrate on

preventing mista<e recurring;

4. =To err is man, is the old saying. ?ven the +hairman,s pencil has a eraser to erase mista<e; so do not be afraid of admitting mista<e. It is mar< of a man to admit mista<e and correct the same.

. It is little courtesies li<e peaseJ% than= youJ% sympathy% <indness% guidance that ma<e all

difference;

8. (uthority of the boss must be respected; discipline is to be maintained;

>. *e can buy a wor<er,s time% physical presence% s<ills% but we cannot buy his enthusiasm% initiative%devotion% dedication and loyalty; these have to be earned by chose and real understanding between

!upervisor and his men. Aoo< after your men and guide and lead them.

(ll these will be possible if the formula of HUMAN "eat%onsJ is properly understood andfollowed. This formula is very simple. It is H K U K M K A K NJ L HUMAN% where

H L stands for earing patiently

U L !tands for Bnderstanding properlyM L stands for Motivating fairlyA L stands for (c<nowledging efforts gracefully andN L stands for 5ews sharing openly

(nd remember% uman relations is one thing you cannot delegate; without it% you will do nothing

effectively.



(ll this can wor< well and organisation run smoothly% if we have rules. These rules will ensure

uniformity and will also ma<e the course of action easy.



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Geeping the above in view% rules on various sub3ects have been framed% which may be followed by all.

&ut remember% it is bad to be slave of rules and every rule has a loophole; therefore wherever and

whenever the need be% rules have to be suitably changed for which suggestions should be sent to the"ersonnel epartment.

In these rules% certain terms have been used. Bnless the contet otherwise reuires% meaning of these

terms will be as given below :

a Appo%nt%n' Author%ty :

In relation to any post% means the +hairman and includes any person or authority to whom the power

to ma<e appointment to that post has been delegated by the +hairman.

< Base :

Means place where employee is posted

$ Cha%r>an :

Means +hairman of the @roup of +ompanies.

d Co>pany :

Means the group of +ompanies already eisting and which may be started in future and their various

branches in India and abroad.

e Co>petent Author%ty :

Means a person or persons delegated with the power either under these rules or by virtue of delegation

of such power by the Management.

# Da%y Ao?an$e :

Means allowance granted for each day of absence from headuarters on duty% to cover the ordinary

daily epenses incurred by the employee in conseuence of absence from headuarters.

' Day :

Means a calendar day beginning and ending at midnight.

h D%re$tor :

Means a person who is a irector% including Managing irector and any other person having ultimatecontrol over the affairs of the +ompany.

% E>poyee :

Means any person appointed to any service or post in connection with the affairs of the +ompany butdoes not include :

i1 (ny person not in whole-time employment of the +ompany;

i' (ny person who is an apprentice or trainee and to whom no assurance has been given for employment after completion of training;

i (ny such person paid from contingencies;





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i2 (ny person engaged on ad-hoc basis against leave vacancies or on contract basis under an

agreement for a specified period / an on a specified wor<% or on casual basis for wor< which

is essentially of an occasional or intermittent or casual nature;

i4 (ny other person or class of persons whom the +hairman may% by order% for reasons to be

recorded in writing% eclude from the scope of these rules.

@ Esta<%sh>ent :

Means any site% office or godown or any other premises belonging to or used by the +ompany.

= *a>%y :

Means employee,s wife% or husband% as the case me be% residing with the employee and legitimateminor sons and unmarried daughters # including step and adopted $ residing with and wholly

dependent upon the employee. It shall also include parents% whose monthly income does not eceed

6s.1%777/- per month # both and 3oint $ and who are permanently residing with the wholly dependenton the employee.

Head o# the Depart>ent :

Means any person responsible for Management of the department for which he is so designated.

> Headuarters :

Means the normal place of duty of an employee or such other place as prescribed by the +ompany or

any other authority empowered by the +ompany% in this behalf.

n Mana'e>ent :

Means and includes +hairman% Managing irector% irectors% @eneral Managers% 6egional Managers

and such other Officers or Officers who may be delegated some or all the powers and responsibilitiesof the Management of the +ompany by the irectors.

o M%s$ondu$t :

*ithout pre3udice to the general meaning of the said term and the specific provisions made in theserules% includes acts and omissions specified in the +onduct and iscipline 6ules.

p Month :

Means a calendar month% in calculating a period epressed in terms of months and days% competecalendar months% irrespective of the number of days in each% should first be calculated and the odd

number of days calculated subseuently.

&ane Do$tor :Means a 6egistered Medical "ractitioner who has been approved by Management for Medical

eamination / treatment of employees.

r &ay :

Means the amount drawn monthly by an employee as pay of the post held by him% including special /

personal pay or any other emoluments which may be classed as pay by the +ompany.





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s! &u<%$ Conveyan$e :

Means a train% bus% tai% steamer or other conveyance which plies regularly for conveyance of

passengers.

t Spe$%a &ay :

Means an addition of the nature of pay to the emoluments granted in consideration of :

t1 !pecially arduous nature of duties; or

t' !pecific addition to the wor< or responsibilities; or

t Bn-healthiness of the locality in which wor< is performed.

u T%>e S$ae o# &ay :

Means pay which sub3ect to any conditions laid down in the "ay E (llowances 6ules% rises by

periodical increments from a minimum to a maimum.

v Trans#er :

Means movement of an employee from the station at which he is employed to another

station% where he is ordered to ta<e up a post.

?! Trave%n' Ao?an$e :

Means an allowance which the employee would draw in connection with epenses incurred on

3ourneys underta<en on +ompany,s wor< but does not include regular commuting to the office / !itefrom residence or vice versa.

Tour :

Means absence on duty from reporting base with proper sanction

Note :-

1. Masculine @ender includes the feminine gender and words imparting singular number shall

include the plural number and vice-versa.

'. 5othing contained in these 6ules shall curtail / abridge the rights of any wor<man under

various statutory Aaws / (cts.



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SUB)ECT MAN&OWE" "E/UISITION

This reuisition will be made by the Bnit In-charge and has to be forwarded to the Operation Manager for

his approval who in turn will forward it to the !ite "ersonnel Office.

This reuisition along with the Che$=%st - &r%or A?ard o# Contra$t should reach the !ite "ersonnel

Office at least One Month in (dvance to Mobilisation date for mobilising fifteen personnel and below. 9or

mobilising of fifteen personnel and above minimum days for intimating !ite "ersonnel Office will be forty

five days.

9ormat regarding the same is attached as per the Anneure . I F 5 . II F

MAN&OWE" MANNIN

Manpower Manning +hart of a new contract awarded should be forwarded to the !ite "ersonnel

epartment. This Manning +hart will indicate the minimum and optimum no. of people reuire for

mobilising and for a comfortable operating situation of a Bnit. The Manpower Manning +hart should be

accompanied by a (ward of +ontract Aetter which should be filled by the Bnit In-charge and authorised by

the Operations Manager.

"lease note that Manpower reuisition% Manpower Manning +hart and (ward of +ontract Aetter should be

simultaneously forwarded to !ite "ersonnel epartment on (ward of a 5ew +ontract. In case if the

mobilisation is in phase manner to the Manpower reuisition forwarded then the no. of people who is to be

mobilised in phase seuence should be mentioned with the Manpower 6euisition.

9ormat regarding the same is attached as per the Anneure . III F and . I3F



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SUB)ECT MAN&OWE" "E/UISITION

#!pecimen$ Anneure - . IIIF

"AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD9

MAN&OWE" MANNIN CHA"T

UNIT : LOCATION :

CLIENT NAME :Sr!

No!

Cate'ory No! o#

&ost

M%n%>u>

Leve

Opt%>u>

eve

Saary

rade

"e>ar=s

1 ?ecutive #otel !ervice$

' ?ecutive #9ood "rodn$

?ecutive#ouse<eeping$

2 ?ecutive# 9E& !ervice$

4 ?ecutive #Maintenance$

+ontinental +oo< 8 Indian +oo<

> +hinese +oo<

0 !outh Indian +oo<

17 &a<er

11 (sst. +oo<

1' (.+. Mechanic

1 +aptain

12 !teward

14 ouse<eeping !upervisor

1 ouse &oy

18 Btility and

1> Aaundry Man

10 +ashier

'7 (ccounts (ssistant

'1 6eceptionist

'' @ardener

' Aife @uard

'2 "lumber

'4 !na<e +atcher

' ?lectrician

'8 &illiard Mar<er

'> &ar Man

'0 &ar Tender

7 "est +ontrol (ttendant

1 "ersonnel (ssistant

' !tore<eeper

!ecurity

2 river

4 &arber

+ler<

8 Typist> Others #!pecify$

Total Manpower 6euirement

GGGGGGGGGGG GGGGGGGGGGGGGGGG

Un%t Mana'er Operat%on Mana'er

Note :-



o not include temporary staff 5os. in this list.

&ease Note that the Cate'ory >ent%oned %n th%s spe$%>en $opy %s ony a spe$%>en! A$tua Cate'ory ?% have to <e

>ent%oned as per the Un%ts reu%re>ents ?%th the Co>panys Des%'nat%on %n the Cate'ory $ou>n!

C%r$uat%on : - ,! Master *%e .! S%te &ersonne 2! S%te

Issued <y!"O

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SUB)ECT A D 3 E " T I S E M E N T

I. (dvertisement display on 5ewspaper / "eriodicals can be released on need basis. "rior approval

of the !tate @eneral Manager / &usiness evelopment Manager has to be acuired beforereleasing the same.

epending on the reuirement / uality of staff advertisement should appear in the 5ewspaper.

Bsually for uns<illed / s<illed staff advertisement should feature in the classified display column

and for ? - ?ecutive level and above advertisement should appear in the display column.

Anneure 2 IF 5 2 IIF regarding pre-advertisement release and post-advertisement release is

attached.

II! "rior to release of advertisement% advertisement release format should be filled up by the Bnit

Manager # attached (nneure - #I$$ and the same should be forwarded to the &usiness

evelopment Manager who in turn will place the advertisement to the +ompany,s (dvertisement(gency.

III! (fter release of advertisement in 5ewspaper / )ournal Bnit Manager should maintain the post-

advertisement data as per the Anneure 2 IIF attached which should be filled up and maintainedin record. +opy of the same should be forwarded to the &usiness

evelopment Manager.



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SUB)ECT "EC"UITMENT "ULES

6ecruitment to all categories of posts% shall be made by the !ite "ersonnel epartment.

,! Method o# *%%n' %n &osts :

(ll posts in the +ompany shall be filled in by :

1.1 "romotion of employees already in service of +ompany; or

1.' irect 6ecruitment

.! *%%n' up o# posts <y &ro>ot%on :

'.1 (ll vacancies% barring posts in lowest range in each category% shall normally be filled in

by promotion of employees available within the +ompany.

'.' +riteria for promotion shall be such as may be decided by the +hairman from time to

time.

'. (ll promotions shall be made on the recommendations of the epartmental "romotion

+ommittee which shall normally consist of :

'..1 ead of the epartment concerned;

'..' ead of the &usiness Bnit

'.. ead of !ite "ersonnel epartment

'.2 !enior-most member present shall preside over the epartmental "romotion +ommittee.

'.4 The epartmental "romotion +ommittee shall consider the wor< and conduct of the

employee #s $ concerned% as depicted in his / her appraisal reports and in the "ersonnelrecords and recommend candidates for promotion in the order of merit.

'. 6ecommendations of the epartmental "romotion +ommittee shall be submitted by the

!ite "ersonnel epartment to the +hairman for approval before orders are issued by the"ersonnel epartment. Orders of the +hairman shall be final.

2! *%%n' up o# va$an$%es <y D%re$t "e$ru%t>ent :

.1 The age of an employee as recorded at the time of his employment shall not thereafter beuestioned by the employee.

.' The +andidate for employment should for the purpose for proof of his age% produce one

of the following authentic documents.

.'.1 &irth +ertificate

.'.' !chool Aeaving +ertificate

.'.. Insurance "olicy.'.2. "assport



Issued <y

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Date

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Bnless a candidate produces authentic documentary evidence of his age which is

acceptable to the +ompany% the opinion of the certifying surgeon regarding age of the

candidate shall be ta<en as final and binding upon the candidate. *here the eact date of birth is not available but only the year of birth is available in that case the 1st of )uly of

the said year shall be ta<en as date of birth of the employee concerned.

. The particulars e.g.% ualification% name% address% date of birth and the information given by the employee to the +ompany at the time of his engagement shall not be uestioned by

him at a later date and if% for any reason% the +ompany comes to <now that the

information supplied by the employee was incorrect% the employee will be liable for a

disciplinary action including dismissal under these 6ules E 6egulations.

.2 "reliminary interview shall be conducted by a !election +ommittee% which shall normally

consist of :

.2.1 ead of the !ite "ersonnel epartment concerned;

.2.' ead of the &usiness Bnit concerned ;

.2. (rea Manager concerned.

Anneure - ++ IF regarding selection procedure is attached.

.4 +andidates% prima facie% found suitable for appointment to a particular post by the

!election +ommittee shall be placed in the order of merit.

. ?very employee shall furnish such particulars information as are reuired bythe Management from time to time for proper maintenance of the records of

the company on being directed to do so during the period of contractual

employment.

.8 ?very employee shall submit his residential address and telephone no. if any% to the

+ompany at the time of signing the contract with the +ompany.

.> 6ecommendations of the !election +ommittee shall be submitted by the ead of the !ite"ersonnel epartment to the +hairman or his appointed (uthority for his approval before

orders are issued by the "ersonnel epartment. Orders of the +hairman or his appointed

(uthority shall be final.



Issued <y

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Date

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.0 The +hairman may% wherever he desires% can interview a candidate.

.17 Medical 9itness :- ?mployees are liable to be medically chec<ed by the +ompany,sMedical Officer at any time during the course of their employment and if it is found that

an employee is not physically or mentally fit to continue on the 3ob% he has been assigned%

the contract with such employee shall be terminated by the +ompany with immediate

effect. (n employee shall be bound to accept the opinion of the +ompany,s MedicalOfficer as final. 5o employee shall refuse to appear before +ompany,s medical officer

and / or specialist if he is directed to appear before the medical officer of the +ompany

and / or a specialist. If the employee refuses to appear before the +ompany,s Medical

Officer and / or a specialist he shall be deemed to be medically unfit to continue in the

employment of the +ompany.



Issued <y

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)WH CMO

Date

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SUB)ECT TE"MS AND CONDITIONS O*

A&&OINTMENT 5 SE"3ICE "ULES

,! These 6ules shall apply to all employees of the +ompany% ecepting +hairman% Managing

irector and irectors and also ecepting those who are employed :

1.1 On ad-hoc basis against leave vacancies or for some specific 3ob; and

1.' On contract basis.

.! &ro<at%on :

'.1 ?very person appointed to a post% either by direct recruitment or by departmental

promotion% for ?-1 )unior ?ecutive post and above shall be on probation for a period of

si months if reuired.

'.' The (ppointing (uthority may etend the period of probation by and period which shall

not normally eceed one year and no employee shall be <ept on probation in any post for a total period eceeding 1> months.

'. uring the period of probation% an employee may be reuired to pass a epartmental

Trade Test within a specified time or in a specified number of chances and on suchconditions as may be specified in this behalf.

'.2 ( decision as to whether an employee should be deemed to have completed the period of

probation satisfactorily% or whether his probation should be etended% shall ordinarily beta<en within two months from the date of epiry of the period of probation and

communicated% in writing% to the employee.

'.4 (n employee who fails to complete his probation satisfactorily or who fails to pass thetrade test mentioned in sub-rule 2. above% or whose progress is not satisfactory during

the period of probation% may without any notice% or any reason being assigned be :

'.4.1 ischarged from the service of the +ompany% if he is a direct recruit from theopen mar<et% or

'.4.' 6everted to his original lower post in the +ompany; if he is a promotee or was

appointed to the higher post as a departmental employee.

"robation (ssessment 6eport shall be filled in form attached as (nneure I.

Orders for etending the period of probation or for successful completion of the period of

probation shall be issued in forms attached as (nneures II and III.

2! Su<s$r%pt%on to *unds :

(n employee may be reuired to subscribe to the ?.".9. or any other 9unds # s $ in accordance withthe 6ule made% in this behalf.

! Trans#er :



(n employee may be transferred anywhere in India and outside India% from one department to

another or from one place to another or from one &ranch to another or from one post to another or

from on shift to another :



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2.1 In the interest of wor< of the +ompany% or

2.' On reuest of the individual employee% or

uring transfer Bnit In-+harge should see to it that whatever dues in terms of leave #!ic< Aeave%

+ompensatory Off% +asual Aeave% "rivilege leave $ is cleared of that employee wor<ed in his particular Bnit. *herever encashment of leave is applicable the same should be done and cleared

off. ( copy of the same should be handed over to the employee and one copy should be forwarded

to !ite "ersonnel Office for information. Transfer release order of the employee should be

obtained from the employee in writing so that he can be posted to another Bnit

uring transfer ? ' ?ecutive +ategory and above will be entitled to at the discretion of the

management :-

1. raw single 1st +lass 6ail fare for self and each adult member of his family and half fare

for each child for whom fare is actually payable and is actually paid.#If applicable for

family status$

'. 6eimbursement of reasonable epenses on carriage of personal effects limited to 6s.8.47

per G.M.

. 6eimbursement of Octroi charges actually paid.

2. "ac<ing and unpac<ing charges N 6s.477/- at each end

4. (ctual insurance premium paid% sub3ect to a limit of 6s. 477/- towards ris< of the personal effects during transit.

(ll these claims must be supported by the money receipts. In addition the ?ecutive will also get

a transfer grant eual to one month,s &asic pay.

9or ? 1 - )unior ?ecutive and below during transfer they will be entitled to draw only single 'nd

class rail fare for himself.

uring transfer if no furnished accommodation is provided on !ite then the employees of ? ' -

?ecutive +ategory and above will be entitled to off-site accommodation as per scale below at the

discretion of the Management :-

&OLIC8 : COM&AN8 O**-SITE ACCOMMODATION "upees per >onth

"ADE BOMBA8 CALCUTTA MAD"AS DELHI BANALO"E OTHE"S

E . .9+++ ,9+++ ,9+++ ,90++ ,9+++ 40+

E 2 .90++ ,90++ ,90++ .9+++ ,90++ ,+++

M, 29+++ .9+++ .9+++ .90++ .9+++ ,90++

M . Sr! 9+++ 29+++ 29+++ 29+++ 29+++ .90++



M'r





Issued <y

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Date

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Chapter

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>.2 uring the period of deputation% the employee will draw pay in the scale of the post from

which he is transferred plus eputation uty # 9oreign $ (llowance.

>.4 The ?mployee will continue to be governed by the +onduct% Aeave% @ratuity% "rovident

9und and other 6ules of the +ompany.

1! "es%'nat%on :

0.1 The authority competent to accept the resignation is the (ppointing (uthority% viz. the

+hairman or his appointed nominee.

0.' ?very employee% other than an employee on probation% shall be reuired to give one

month,s notice% in writing% to the +ompany while submitting his resignation.

0. uring the period of notice% no leave of any <ind will be granted; the employee

concerned will be reuired to remain on duty.

0.2 If an employee leaves the service of the +ompany% without reuisite notice% then without

pre3udice to any other action that may be ta<en against him% the +ompany may deduct

from his pay and allowances and any other personal claims due to his resignation % a sumeuivalent to his pay and allowances for the notice period reuired or the un-epired

portion thereof.

+ases of resignation shall be processed on proforma attached as Anneure ++0 F and

++0 0F

,+! E%t Interv%e? :

?very employee resigning from the service of the +ompany shall be invited for an interview bythe ead of the epartment concerned and / or the +hairman or his appointed authority for

ascertaining and discussing eact reasons for his wanting to leave the +ompany. In the event of

employee pressing for acceptance of his resignation% a report of the ?it InterviewJ shall be

recorded on form attached as Anneure ++0 7F and forwarded to the ead of !ite "ersonnel for processing the case and submitting the same to the competent authority for orders.

,,! Ter>%nat%on o# Serv%$e :

?cept% as may be provided in the contract of service% service of an employee shall be liable for termination% at any time without assigning any reasons% by giving one months notice in writing to

the employee by the (ppointing (uthority or by paying an amount euivalent to one months total

pay of the employee concerned.





Issued <y

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Date

17++,

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,.! "et%re>ent :

?very employee shall retire from the service of the +ompany from the afternoon of the last day of the month in which he attains the age of 4> years.

Note :

The employee whose date of birth is the first of the month shall retire on the afternoon of the lastday of the preceding month on attaining the age of 4> years.

,2! "e$ord o# Serv%$e :

( record of service of each employee shall be maintained in such form and in such manner as may

be specified by the +hairman or his appointed (uthority% from time to time.

,! Interpretat%on "eaat%on :

12.1 If any doubt arises regarding the interpretation of any provisions of these rules% the matter

shall be referred to ead of the !ite "ersonnel epartment% who shall decide the case

with the approval of the +hairman or appointed (uthority.

12.' *here the +hairman or his appointed (uthority is satisfied that the operation of any rule

causes undue hardship in any particular case% he may% by order% dispense with or rela the

reuirements of the rule or provision to such an etent and sub3ect to such conditions as

he may consider necessary for dealing with the case in a 3ust and euitable manner.



Issued <y

!"OApproved By

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Date

17++,

Chapter

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SUB)ECT TE"MS 5 CONDITIONS O*

A&&OINTMENT 5 SE"3ICE "ULES#!pecimen$ (nneure 774 #1$

"AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD!

ate :

Mr./Ms.

#@ive full (ddress$

!ir / Madam%

*ith reference to your application dated and the subseuent interview you had with us% we are

pleased to inform you that you are selected for tra%n%n' in in our with effect

from on the following terms and conditions :-

1. The period of training% at the first instance shall be for a period of Months. owever% at

the sole of discretion of the management the same may be modified or reduced or etended.

'. uring the period of training you shall be diligent and punctual. Cou shall at all time eert

yourself to the best of your s<ill and ability. Cou shall submit to the instructions of the officers /

authorities under whom you may be placed from time to time and follow their instructions. Cou

shall obey the rules and regulations of the +ompany which are in force at present or which may be

brought in to force from time to time. Cou shall not engage yourself in any wor< other than the

training for which you are selected by the +ompany including wor< out side the +ompany ecept

with the prior written permission of the +ompany.

. Cou shall be paid a stipend at the rate of 6s. /- per month for the period of training on

prorata basis for the days you attend the training in each month and ouse 6ent (llowance which

shall be euivalent to of the stipend payable to you in each month. If the training period ismodified or etended beyond month% you will be paid stipend as may be fied at the time of

such modification or etension. Cou shall not be entitled to any other benefits and allowances

which are paid to other employees of the +ompany including annual bonus% ecept the stipend

and the ouse 6ent (llowance stated herein above.



Issued <y

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Date

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Chapter

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2. The +ompany shall not be bound to pay you any damages or compensation on account of any

in3ury or disability suffered by you during the period you undergo training with us. The +ompany

may deduct from the stipend payable to you an amount recoverable for any loss or damage that

may be caused to the machinery% tools% euipments% etc ot the +ompany.

4. If you remain away from training for a period of 8 days or more consecutively without prior

written permission of the management% it shall be deemed that you have abandoned the trainingand resigned of your own accord% it shall then be at the sole of discretion of the management

whether to allow you to continue for further training in the +ompany or not.

. The company at its sole discretion at any time may discontinue the training without assigning any

reason or giving any notice or payment in lieu of such notice.

Cou are reuested to return the copy of this letter duly signed as a to<en of your acceptance of the terms

and conditions of your training with us.

Cours faithfully%

9or "AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD!

E(ECUTI3E

S%te &ersonne F

I agree to the terms and conditions of my training with the +ompany contained hereinabove which are read

and understood by me / read and eplained to me in indi / Marathi and I understood the same and I

accept the same of my free will.

GGGGGGGGGGGGGGGGGGGG

S%'nature o# the Tra%neeF



Issued <y

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)WH CMO

Date

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Chapter

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A&&OINTMENT 5 SE"3ICE "ULES#!pecimen$ (nneure 774 #'$


CONT"ACT O* EM&LO8MENTate :

Mr. / Ms.

#@ive full name and address of the wor<men$

ear !ir / Madam%

*ith reference to your application dated and the subseuent discussion you had with us% we are

pleased to inform you that you are hereby employed as in our +ompany with effect from

on the following terms and conditions:-

1. Cour employment with us is for a specific period of years. On epiry of the said period of

years i.e. on % unless the contract of your employment is renewed in writing

your contract of employment with us automatically stands terminated by efflu of time without

any notice of payment in lieu of such notice. &efore the epiry of the stipulated period of

years your contract of employment is liable to be terminated without assigning any reason by one

month,s notice in writing or payment in lieu of such notice on either side.

'. Cou shall be paid consolidated salary at the rate of 6s. per month inclusive of all the

allowances. This shall be paid on prorata basis for number of days for which you are on duty in a

month by dividing the monthly pay by the number of wor<ing days of the company in the month.

Cou will be entitled for '1 days paid leave and 2 days compulsory holiday in a year on completion

of the contract with us. Cou will also be entitled to the benefits declared by the +ompany% if any%

from time to time.

. uring the period of your contract with our +ompany you shall be bound by the rules and

regulations of the +ompany which are in force at present or which may be brought into force from

time to time.

Contd!!!!





Issued <y

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Date

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2. Cou shall devote full time and energy in the interest of the +ompany. Cou shall not% while on the

contract with the +ompany concern yourself directly or indirectly with any other wor< or outside

duties whether for gain or not without the epress written permission from the management.

4. Cou are liable to be transferred from one shift to another% from one department to another or from

one site to another or to the office and vice versa or to any associate +ompany eisting at present

or started hereafter. In case of such transfer% you will abide by the wor<ing hours of the shift%

department% office or establishment etc. concerned without demanding any compensation or etra

remuneration. On transfer you shall be governed by the conditions of service or rules and

regulations that may be prevailing in the place to which you may be transferred.

. Cou shall be responsible for the safe <eeping and returning in good order of all the properties such

as tools% euipment% instrument% uniform etc.% which may be in your possession% custody% care or

charge. The management shall have the right to deduct the money value of such thing from your

dues and ta<e such other action as it deems fit in the event of your failure to account for such

properties whether during the course of service or otherwise.

8. Cou shall not disclose or divulge any secret or confidential information on the +ompany which

may come to your <nowledge directly or indirectly as an employee or otherwise to any one

whether an employee of the +ompany or an outsider while in the service of the +ompany or

otherwise unless compelled to do so by law.

>. If you remain absent from duty without prior written permission of the management for >

consecutive days or more% you shall be deemed to have voluntarily terminated this contract with

the +ompany of your free will.

$ontd !!!!!!



Issued <y

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)WH CMO

Date

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Chapter

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0. Cour contract of employment shall be liable to be terminated without notice or payment in lieu of

notice at any time during the period of your employment% as and when the +ompany comes to

<now of your any previous conviction by a court of law or if your are convicted by a court of law

at any time before the epiry of the stipulated period.

Cou are reuested to return the enclosed copy duly signed as a to<en of your acceptance of the terms and

conditions of the contract of your employment with us.

*e remain%

Cours faithfully%

9or "AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD9

E(ECUTI3E

S%te &ersonne F

The terms and conditions of contract of my appointment hereinbefore mentioned is read and eplained to

me in indi / Marathi read and understood by me and I accept the said terms and conditions of my contract

of employment of my free will.

S%'nature o# Wor=>enF





Issued <y

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)WH CMO

Date

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Chapter

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+,,


A&&OINTMENT 5 SE"3ICE "ULES#!pecimen$ (nneure 774 #$


6ef. 5o.: ate :

To%

#@ive full 5ame E (ddress$

!ir / Madam%

*ith reference to your application dated % 10% we are pleased to inform that you have been

selected for appointment to the post of % on an initial pay of

6s. /- per month% in the pay scale of 6s. - - - . In addition% you will be

entitled to draw dearness and other allowances% at such rates and sub3ect to such conditions as may be laid

down in the rules governing the grant of such allowances% from time to

time.

1. Cou will be initially posted at our

'. Other terms and condition of your appointment shall be as follows :-

a$ Cou will be on probation for a period of months from the date of appointment.

This period may be etended at the discretion of the competent authority% if necessary.

uring the period of probation% your services are liable to be terminated at any time

without notice and / or assigning any reason% whatsoever.

b$ Cour appointment is sub3ect to your being found medically fit by a doctor appointed by

the +ompany and on receiving satisfactory references about you.





Issued <y

!"OApproved By

)WH CMO

Date

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Chapter

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Contro No!

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c$ Cou will submit yourself every si months for medical eamination before a doctor

appointed by the +ompany% if in order to determine your medical fitness% to carry out

your duties while in service.

The +ompany also reserves its right to ma<e you submit yourself for a medical

eamination before a doctor appointed by the +ompany in case of illness at any time.

d$ Cour appointment is further sub3ect to your production of the following certificates

#where these have not been produced at the time of selection.$ :-

#i$ (ttested copies of +ertificates of ?ducational Hualifications :-

#ii$ +ertificate of (ge ; and

#iii$ ?perience certificate #s$% if any.

e$ Cou will abide by the rules and regulations of the +ompany which are in force at present% or

be brought in to force from time to time. ( copy of the eisting rules and regulations of

the +ompany is enclosed for your information.

f$ Cou will devote your whole time and attention eclusively to the duties entrusted to you

and you will not engage yourself% either directly or indirectly% to wor< for any other

person or +ompany in any capacity whatsoever% nor will you do any private business

without the previous permission of the +ompany% in writing.

g$ Cou shall carry out the instructions given to you by your superiors% in connection

with the business of the +ompany diligently and faithfully.





Issued <y

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Date

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Chapter

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Contro No!

"e# : 77E##e$t%ve

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h$ Cou shall not either during the continuance of your employment hereunder or thereafter

at any time% without the previous consent of the +ompany% in writing% disclose% divulge%

or ma<e public% ecept under legal obligation% any of the affairs or secrets of the

+ompany or any processes% accounts% transactions and dealings of the +ompany to any

person% firm or +ompany which ought no to be disclosed% divulged or made public%

whether the same be confided or become <nown to you in the course of your service or

otherwise% nor shall you use or attempt to use any information which you may acuire in

the course of your duties in any way% which may in3ure or cause loss to or be calculated to

in3ure or cause loss to the +ompany.

i$ Cou shall be responsible for safe <eeping and returning in good order all the properties%

such as tools% euipments% instruments etc.% which may be in your possession% custody%

care or charge. The Management shall have the right to deduct the money value of such

things / properties on your failure to account for the same% whether during the course of

service or otherwise.

3$ Cou shall do all wor< which you are capable of doing and which has been assigned to you

by the Management% from time to time.

<$ The +ompany reserves its right to stagger your timings at its discretion% depending on the

eigencies of wor<.

l$ Cou are liable to be transferred from one department to another or from one shift to

another or from one place to another or to any associate / sister establishment or firm or

+ompany eisting% at present% or which may be started hereafter. In case of such transfer%

you will abide by the wor<ing hours of the shift% department% office or establishment etc.

concerned without demanding any compensation or etra remuneration. On transfer% you

shall be governed by the conditions of service and rules and regulations that may be

prevailing at the place / department to which you may be transferred.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

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Contro No!

"e# : 71E##e$t%ve

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m$ The transfer shall not be deemed to be change in the conditions of service and no notice

of any <ind shall be reuired to be given ecept that as may be prescribed in the service

rules of the +ompany% from time to time% on transfer% no etra facilites and / or monetary

benefits will be permissible.

n$ Cou shall retire from the services of the +ompany on attaining the age of 4> years or

earlier if you are found medically unfit by a doctor appointed by the +ompany at any

time during the period of your service with the +ompany.

o$ Cou shall be deemed to have voluntarily resigned from the service of the +ompany% on

your own accord% if you remain absent without prior written permission of the

Management for > consecutive days or more.

p$ The +ompany shall have the right to deduct wages if the terms and conditions of service

are not fulfilled by you. "rorata wages will be deducted if the hours / days wor<ed in a

day / month% as the case may be are less than the stipulated minimum.

$ The appointment may be terminated at any time by one month,s notice to be given by

either side% viz the appointee or the appointing authority% without assigning any reasons.

The appointing authority% however% reserves the right of terminating the services of the

appointee without notice or before epiration of the stipulated period of notice by ma<ing

payment to him of a sum euivalent to the pay and allowances for the period of notice or

the unepired portion thereof. In the event of your giving 7 days notice% in writing% of

terminating the agreement% you will be reuired to serve the +ompany for the entire 7

days period of notice and if you uit your employment or remain absent from duty during

the said 7 days period of notice or any part thereof% you will not only forfiet your salary

for the period of your absence% but shall also be liable to pay to the +ompany a sum

euivalent to 7 days salary or part thereof% by way of liuidated damages and the

+ompany will be entitled to appropriate dues payable to you% on any account whatsoever%

towards these damages.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

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Contro No!

"e# : 7'E##e$t%ve

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r$ Cour services are liable to be terminated at any time during the period you are in the

employment of the +ompany% as and when the company comes to <now of your any

previous conviction by any +ourt of Aaw or you are convicted by a +ourt of Aaw while

in the service of the +ompany.

s$ Cou are liable to be dismissed from the service of the +ompany for an act of misconduct

after following due legal procedures in that behalf. The Management shall also have the

right to suspend you without wages or compensation pending investigation% enuiry etc.%

for any misconduct that may be alleged against you.

t$ Cou must intimate immediately to the Management any changes in your residential

address and nominees for any benefits% failing which the address mentioned hereinabove

will be treated as the last <nown for all purposes.

. In case% our offer is acceptable to you on the above terms E conditions% you should communicate

your acceptance% in writing% and should report for duty to Mr. within 8 days from the

date of receipt of this letter% failing which it will be presumed that you are not interested in our

offer and the same shall% therefore% be treated as cancelled.

2. 5o travelling allowance will be granted to you for 3oining the appointment.

4. "lease ac<nowledge receipt of this communication immediately.

Cours faithfully%

9or "AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD!9

E(ECUTI3E

S%te &ersonneF

I than<fully accept this offer on the above terms and conditions of my free will.

I have also read and understood the 6ules and 6egulations of the +ompany enclosed.



!ignature of the ?mployee.







Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter ++0

Contro No!

"e# : 72E##e$t%ve

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"epa$e &a'e

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A&&OINTMENT 5 SE"3ICE "ULES#!pecimen$ (nneure 774 #2$

"AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD!&"O*O"MA *O" &"OCESSIN "ESINATION

1. 5ame :

'. ".9. 5o. :

. esignation :

2. ?ducational Hualifications :

4. ate of &irth :

. ate of )oining the +ompany :

8. ate of appointment / promotion :

to the present post

>. *hether on probation :

0. "osition of present posting ...

a$ Bnit :

b$ epartment :

c$ !ection / Office :

17. "ermanent (ddress :

11. ate of submission of 6esignation :

1'. 6eason for 6esignation :

1. "eriod of 5otice given / 6euired to



be given :



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12. ate of release sought for :

14. "ostal address for contact purpose%

after acceptance of the resignation :

1. *hether any bond to serve the +ompany :

If so% validity of the bond period :

18. *hether any Digilance / isciplinary :

proceedings are pending%

If so% brief details thereof.

1> *hether any Aoan / (dvance is :

outstanding P If so% details thereof

10. "e$o>>endat%on :

Q 1$ 6esignation may be accepted with effect from .................................Q '$ Aoan / (dvance outstanding will be ad3usted against dues payable to

Mr. / Mrs. / Ms .................................................................................

O6

Mr. / Mrs. / Ms ....................................................... has been as<ed to deposit the amount of Aoan / (dvance

outstanding against him / her before his / her resignation ........................ is accepted and he / she is actually

relieved.

!ignature of Bnit Manager a t e

---------------------------------------------------------------------------------------------------------------------------------

Copy #or?arded to S%te &ersonne Depart>ent #or re$ord on : GGGGGGGGGG

"e$e%ved <y S%te &ersonne Depart>ent on : GGGGGGGGGGGG

+irculation : - 1. !ite "ersonnel '. !ite";S&O 17F



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A&&OINTMENT 5 SE"3ICE "ULES#!pecimen$ (nneure 774 #$


E(IT INTE"3IEW "E&O"T *O"M

1. 5ame of the ?mployee :

'. esignation :

. ".9. 5o. :

2. ate of 3oining the +ompany :4. ate of appointment / "romotion :

to the present post

. "osition of "resent posting :

a$ !tation

b$ epartment

c$ Office

8. 6eason #s$ for resignation :

>. 6ecommendations :

!ignature

5ame :

esignation :

ead of the epartment

ate :

C%r$uat%on : - ,! S%te &ersonne .! S%te

";S&O 17F



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A&&OINTMENT 5 SE"3ICE "ULES#!pecimen$


SITE &E"SONNEL DE&A"TMENTF

O**ICE O"DE"

ate :

Mr. / Ms. % % is transferred from site to

site with effect from .

e / !he will be relieved of his / her present duties from date wiith instructions to

report for duty to Mr./Ms. at .

GGGGGGGGG

MANAE"

D%str%<ut%on : Mr!Ms! GGGGGGGGGGGG throu'h h%s her Depart>enta Head

Mr! Ms! GGGGGGGGGGGGGGGGG Un%t Mana'erF

Mr!Ms! GGGGGGGGGGGGGGGGG S%te &ersonne O##%$eF

+irculation : - 1. 5ew !ite "osting '. "resent wor<ing !ite . !ite "ersonnel



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A&&OINTMENT 5 SE"3ICES#!pecimen$


"e#! No! : ";HSGGGGG17 Date :

To : Mr!Mrs! Ms! GGGGGGGGGGGGGGGGGGGGG

*ro> :

"e#eren$e : &ro>ot%on o# S%te &ersonne E>poyees #or the year GGGGGGG

re$o>>endat%on #or

G

The following employees are eligible for consideration for promotion with effect from

Sr! &"OMOTION

No! Na>e o# the E>poyee &resent rade GGGGGGGGG

S$ae GGGGGGGGGG

To rade GGGGGGGGG

S$ae GGGGGGGGG 1

'

2

4

8

>

9illed appraisal form attached for evaluation

6ecommendation to be supported and countersigned by !uperior Officer to recommending authority.

S%'nature

# !ite In-charge $

(pproved &y :

+irculation : - 1. !ite "ersonnel '. !ite



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A&&OINTMENT 5 SE"3ICES#!pecimen$ (nneure 774 #4$


CHEC;LIST - &"IO" "ESINATION

B5IT : (T? :

5(M? O9 ?M"AOC?? :

!r.

5o.

"articulars Ces 5o. 5.(. 6emar<s

1. !ubmission of 6esignation

'. 6esignation Aetter submitted and accepted

. !ecurity eposit refunded

2. Bniform eposited # list attached $

4. Tools / Gits submitted # list attached $

. "rovident 9und 9orm filled

8. (dvance / Aoan cleared

>. 9orwarding (ddress provided

0. ?it Interview conducted # report attached $

17. !ubmission of +ompany 9iles / ocuments held.

11. anding Over 5otes provided1'. 9orm for "rocessing 6esignation filled.

1. emobilization Money paid

12. 9ull E 9inal "ayment made

SINATU"E O* UNIT MANAE"

+opy forwarded to !ite "ersonnel epartment for 6ecord on



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SUB)ECT SCALE O* &A89 DESINATION O* &OST 5

&A8

,! S$ae o# &ay :

The scales of pay of various posts in the +ompany shall be such as may be laid down by the

+ompany% from time to time.

The scales of pay% at present% are as attached as Wa'e Stru$ture

The designation of posts with their scales of pay are given in Wa'e Stru$ture

.! Dra? o# &ay :

Bnless otherwise provided% an employee shall draw pay and allowances attached to his post from

the date he assumes the duties of the said post and shall cease to draw them as soon as he ceases todischarge the duties.

"rovided that if he assumes the duties at the place specified in the afternoon of the date% he shallcommence drawing pay and allowances of that post from the following day.

2! *%at%on o# pay o# an e>poyee on In%t%a Appo%nt>ent :

Initial pay of an employee% on 3oining the +ompany% shall normally be fied at the minimum of the pay scale of the pay scale of the post to which he is appointed.

9iation of pay in ecess of the minimum of the pay scale and grant of premature increment

# s $ shall reuire the sanction of the +hairman.

! *%at%on o# pay o# an e>poyee on &ro>ot%on Appo%nt>ent to a H%'her &ost %n theCo>pany :

*here an employee is promoted or appointed to another post carrying duties and responsibilities

of greater importance than those attached to the post held by him% his initial pay in the pay scale of

the higher post shall be fied at the stage net above% his pay at the time of promotion by granting

one increment at the stage at which such pay has accrued% or at the minimum of the pay scale of the higher post% whichever be more. "roposals for pay fiation% in such cases% shall be processed

on form attached as Anneure ++7 ,F.

0! Dra? o# In$re>ent :

(n increment shall be drawn on the basis of recommendations of a committee to be constituted by

the +hairman% each year% for this purpose% and unless it is withheld% it shall be granted on the 1st of

(pril each year.

9resh entrants 3oining the +ompany during the year shall earn their first increment with effect

from (pril following the month of their 3oining but payment thereof with effect from (pril shall be

made only after completion of si months of service and issue of orders in regard to satisfactorycompletion of their period of probation.

The increment may be withheld if the conduct of an employee has not been good or his wor< has

not been satisfactory% after following procedure laid down in the +onduct and iscipline 6ules.





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&A8

"remature increment # s $ may be granted to an employee for sustained meritorious wor<% by the+hairman.

7! Deputat%on A<road :

5o deputation abroad shall be sanctioned without previous approval of the +hairman or hisappointed nominee.

*hen an employees is% with prior approval of the +hairman% deputed for duty out of India%

temporarily% he will be allowed to draw% during the period of deputation% the same pay which he

would have drawn had he remained on duty in India.

(n employee% on deputation out of India% may also be granted a +ompensatory (llowance /

9oreign (llowance of such amount as the +hairman may thin< fit.

The 9oreign ?change euivalent of the pay and 9oreign / +ompensatory (llowance shall be

calculated at such rate of echange as determined from time to time by the @overnment of India.



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SUB)ECT SCALE O* &A89 DESIN! O* &OST 5 &A8

&asic *age &asic *age decided on Minimum wages 9or ) 1 #Bns<illed$ - 1%'07.77

9or ) ' #!emis<illed$ - 1%77.77

9or !<illed - 1%277.77

.(. 9ied rate for the current period of )anuary to )une,0.

+ities in Maharashtra is 6s. 274.77 per month for ) 1 to ! 1 staff and for ? 1

?ecutive and above is 6s.'7>.77 per month

.6.(. Minimum applicable is 4R of &asic *age K .( for ) 1% ) ' E !1% 9or ? 1

?ecutive and above '4R of &asic *age

"rovident 9und 17R +ontribution from the +ompany and the ?mployee of the &asic *age K .(.

#>. R by way of pension scheme and 1.8R to "rovident 9und

Aeave *ages #&asic K .(. K .6.(.$ paid annually for '4 days which includes '1 days of ".A.

and 2 days of 5ational olidays. The above amount is computed on monthly

basis.

Medical (llowance One alf &asic *age paid annually sub3ect to a minimum of ''4 wor<ing days

including !tandby period. This allowance not applicable to people covered under

?!I+. One full &asic wage paid annually sub3ect to minimum of ''4 wor<ing

days for M1 and M ' category.

@ratuity ##&asic *age K .(../'$ Q 14$ /1' months. This amount is considered as a

provision for @ratuity "ayment applicable only after 4 years of continuous

service.

?!I+ 2R E 1.4R +ontribution from the +ompany E from the employee respectively of

the &asic *age K .(. K .6.(. K (ttendance (llowance K !hoe Maintenance

(llowance K !ite (llowance - only applicable for people drawing salary less than

6s.%777/- gross.*or<men +ompensation +alculated N 6s.7/- per person per month Insurance "remium payable by the

+ompany. Only applicable for people drawing salary above 6s.%777/- gross and

also for people not covered under ?!I+.

+ost of 6etrenchment 9ormula : ###&asic *age K .(. K .6.($ / ' $ Q 14 Q 5o. of Cears of !ervice

Medical ?amination +&+ - 6s.4/- %Brine - 6s.'7/-% &lood - 6s.4/- F-ray - 6s.147/- %

"hysical ?amination - 6s.27/- Total 6s.'4/- per annum% hence per month is

6s.''.17.

Bniform E !hoes (s per the current eisting rates. (verage cost of Bniform E !hoes - 6s. 114/- per

month.

Aaundry +ost Includes - +ost of detergents - 17 Ggs L 6s.'47/-% Aabour - 6s. 1%87/- and

?lectricity - 6s.77.77 and Aiuid !oap - 4 Atr +an - +ans - 6s.10>7/- Total

amount 6s%2%477.77 for 7 pa. +ost for per month per person is 6s.147/-

Training +ost Includes Induction% Training 9acilities and "remises cost etc. per man per month.

(dministrative +ost +ost of Mail% !tationary and other incidental cost to operate a camp.

+ontingency +ost ( "rovision of 6s. 177/- per man per month is maintained for any cost which have

not been included.



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+ost of Git Mattress - 6s.1%'47/- ' "illows - 6s.187% ' &ed !heets - 6s.'7/- 1 9olding &ed -

6s.447/-% "illow +ases #' 5os.$ - 6s.>4.'7% &ath Towel - 6s.18/- inner "late

#!.!.$ - 6s./- % !poon E 9or< - 6s.7/-% +offee Mug - 6s.1>/- &uc<et E "lastic

Mug - 6s.87/-% and *ater Tumbler - 6s.1'/- % &lan<et - 6s.477/-% !weater -

6s.'47/-% 6ainy !hoes - 6s.'47/-% Bmbrella - 6s.147/- Total "er Month (verage

+ost - 6s.'0/-

!afety @ear !afety @lasses : 6s.1'4/-% ard ats - 6s.147/-% !afety !hoes - 6s.4'7/- E @loves

#' pairs$ - 6s.4/- Total "er Month (verage +ost 6s.'0.'4/-6ecreation +ost +onsidering 1 +olour Television% 1 D+6% cost of video Tapes hiring% ' +arrom

&oards% and 1 Music !ystem% Total +ost (verage "er Man "er Month - 6s. 07/-

+ost of (ccommodation

"er Man area of 177 !. 9t.% per !.9t 6ate - 6s.2.47 at remote site per month.

(ctual 6ate of per !. 9t 6s.'87/-. The total amount to be depreciated in a period

of 4 years.

?-gratia 9ormula : ###&asic K ( K 6($ 7$ / >$ Q '$ Q 4' hours.

?gratia payable at double the rate of wages paid considering the fact that each

employee wor<s for 0 hours per day for ' days% The total of 4' hours per month

to be considered as ?gratia.

9ood +ost On (verage :

*or ) ,9 ).9 S, 5 S . - "s! .4- i.e. - &rea< fast 6s. 4/-

Aunch 6s. 17/-

Tea 6s. '/-

inner 6s.17/-

*or E ,9 5 E . - "s! 26- i.e. &rea< fast 6s. /-

Aunch 6s. 14/-

Tea 6s. '/-

inner 6s. 14

*or E 2 Sr! Ee$ut%ve

5 a<ove - "s!0.- i.e. &rea<fast 6s. 17/-

Aunch 6s. '7/-

Tea 6s. '/-

inner 6s. '7/-



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SUB)ECT ALLOWANCE "ULES

(ll employees of the +ompany # other than those who are employed on contract% casual%

apprenticeship basis $ managerial persons and also those who are on probation shall be entitled to

following allowances as per enclosed in (nneure :

,! Dearness Ao?an$e :

(ll the onshore staff are eligible for earness (llowances as applicable from time to time

under the Maharashtra !tate !hop and ?stablishment (ct and / or +anteen and +lub asmay be applicable. This allowances shall be revised every si months as stated below.

SI( MONTHS A3E"AE &A8ABLE *O" &E"IOD

)uly - ecember !ucceeding (pril - !eptember

)anuary - )une !ucceeding October - March

. House "ent Ao?an$e :

It shall be paid N minimum 4R of &asic pay K earness (llowance % earned in each

month% for ! 1 !enior !taff level and below.

It shall be paid N '4R of &asic pay earned in each month% for ? 1 )unior ?ecutive level

and above% however in the event of #a>%y a$$o>>odat%on <e%n' prov%ded <y the

Co>pany to E . - Ee$ut%ve and a<ove No H"A ?% <e app%$a<e!

2 Conveyan$e Ao?an$e :

+onveyance allowance shall be paid N as attached in *age !tructure. +onveyanceallowance is applicable only to staff from ?-1 )unior ?ecutives E above.

?penses incurred by staff below ! ' !enior !taff grade will have to be approved by the

head of the department E only after his approval necessary payment will be done. The

head of the department will be totally held responsible in cases of such special

conveyance allowance.

S%te Ao?an$e :

!ite allowance shall be paid at the rate as per mentioned in the *age !tructure. !ite

allowance for staff below ?-1 )unior ?ecutive level will vary in three categories i.e. (%& E + class.

A Cass :- This class will include the pro3ect / units under the following categories

:

1 ?clusive +lubs - aving minimum two specialised 6estaurant% &ar%

and one Main Gitchen with at least a satellite Gitchen.



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'$ ospital - Minimum One hundred fifty bedded hospital located in city.

$ otel - !hould consist of minimum twenty rooms with ' specialised

6estaurant% twenty four hour coffee shop% 6oom service and &ar.

2$ (musement "ar< - !hould have two specialty 6estaurant at least three

<ios<.

4$ Institutional +atering - !hould have minimum two senior mess room

catering to epatriates.

B Cass :- This class will include the pro3ect / units under the following categories

:

1$ +lubs - aving minimum one specialised 6estaurant% &ar% and one

Main Gitchen.

'$ ospital - Minimum seventy five bedded hospital located in city.

$ otel - !hould consist of minimum ten rooms with one specialised6estaurant% twenty four hour coffee shop% 6oom service and &ar.

2$ (musement "ar< - !hould have one specialty 6estaurant at least one

<ios<.

4$ Industrial / Institutional +atering - !hould have minimum two messroom.

C Cass :- This class will include the pro3ect / units under the following categories

:

1$ +lubs - aving minimum one specialised 6estaurant.

'$ ospital - Minimum forty bedded hospital located in city / town /

remote.

$ 6esort otel / @uest ouse - !hould consist of minimum forty rooms

with one specialised 6estaurant% twenty four hour coffee shop%

6oom service and &ar. ere accommodation will be provided

to the employees.

2$ 6emote !ite +atering / +amp +atering - This will include catering to

camps at remote site. (ccommodation K free meal will be provided toemployees.





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4. Shoe Ma%ntenan$e Ao?an$e :-

This allowance shall be paid N rate as mentioned in *age !tructure. This provision is

made specially for the maintenance of shoe reuired by the staff / ?ecutives / Managers.

. Attendan$e Ao?an$e :-

This allowance will be paid only to staff below ?-1 )unior ?ecutive level N as per

mentioned in the *age !tructure. This allowance will be paid as per the (nneureattached to staff present and wor<ing on all the wor<ing days in a month.

8. )ourna Ao?an$es :-

This allowance will be paid only to employees above M - 1 Manager Aevel on need basis

for procuring of )ournals / "eriodicals / Magazines for enhancement of his Technical /+atering <nowledge.

> Mo<%%sat%on Ao?an$e :-(ll Onshore !ite "ersonnel assigned to remote site will be eligible for a mobilisation

allowance for 3oining the site from the 6eporting &ase. The amount of this allowances

will be decided upon based on the distance between the !ite and 6eporting &ase.

0 De>o<%%sat%on Ao?an$e :-

(ll Onshore !ite personnel assigned to remote site will be eligible for demobilisation

allowance on completion of one year of service at a site for proceeding for !ite to

6eporting &ase. The amount of this allowances will be decided upon% the distance between !ite and 6eporting &ase.

17. &arty Ao?an$e :-

(ll Onshore !ite "ersonnel upto ? ' ?ecutive level are eligible for a party allowance for having wor<ed for and during the duration of a party on certain notified wor<ing

premises. The allowance will be paid only if the employee is called for wor< by the Bnit

Manager at the site after completion of his shift. "arty allowance will be determined and

paid depending on the nature of the party% location #Indoor/ Outdoor / On premises / Off premises$ and the type of !ite% but will not be below "upees T?enty #%ve for all

categories from ?- !r. ?ecutive level and below.

?- !r. ?ecutive level and above are not eligible for the above said "arty (llowances.



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11. Stand<y Wa'es :-

(ll !ite "ersonnel may be paid standby wages N 84R of his full wage of one month

agreed if he is left behind at base for the reason mentioned below.

11.1 Gept as standby for ta<ing over new +amp !ite

11.' Gept on &ase for any specific 3ob as mentioned by the Management

11. (ny other reason deemed fit by the Management.

1'. Hard Duty Ao?an$es :-

Onshore site employee wor<ing at remote site which will includes desert% 3ungle%

mountains% swamps or regions with etreme climate% or a site which is 84 GM awayfrom town will be paid hard duty allowances. 5otification of a !ite as a ard uty !ite

will be done by the Management on award of firm +ontract by its client.

Anneure - 4 IF regarding ard uty (llowance is attached

,2! Spe$%a%sat%on Ao?an$es :-

This allowance will be applicable to employees who will be utilised only for their specialised !<ills which may be in terms of culinary% management etc.. !pecialisation

allowance will be done on notification by the Management. This allowance will be done

as attached in the Anneure - 4 IIF

,! Med%$a Ao?an$e :

?mployees of the +ompany employed on regular basis% who are not covered under ?!I+%and who have been in the service of the +ompany for a period of not less than one year%

shall be entitled for Medical (llowance limited to half months salary #&asic *age only$.This allowance will be paid only in the month of ecember% but for employee resigning /

terminated from service% same will be paid on prorata basis at the time of full and final

settlement provided the employee completes one year of service with the +ompany. 9or

employee M 1 E M ' Medical allowances will be paid to One Months !alary #&asic*age only$.

9ormat regarding disbursement of Medical (llowance is attached as per Anneure- 4

IIIF ( copy of this form has to be forwarded to !ite "ersonnel epartment for record.

,0! Cash Hand%n' Ao?an$e :

(ll +ashier / 9ront Office 6eceptionist cum +ashier dealing with direct cash will be

entitled for cash handling allowance of 6s.'47/- per month. This provision is been madespecifically in case of shortfall of cash by the cashiers. ecision of this cash handling

allowance will be made prior to the start of the +ontract by the (rea Manager / !tate

@eneral Manager.,7! "es%duary &o?ers :

+ases not covered by or reuiring relaation of these 6ules shall be referred to the

"ersonnel epartment for consideration and submission to the +hairman for decision.



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ANNE(U"E - 4 II F

Spe$%a%sat%on Ao?an$es &er MonthF

Cate'ory Ao?an$e

) , ,0+!++

) . .++!++

S , 2++!++

S . 20+!++

E , 0+!++

E . 7++!++

E 2 6++!++

M , ,9+++!++

M . ,90++!++



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ANNE(U"E - 4 I F

H A " D D U T 8 A L L O W A N C E

&E" MONTHF

rade S%te Lo$ated 40 ;!M! a?ay S%te Lo$ated %n Hosp%ta<e Area

*ro> Nearest To?n )un'e9 Desert9 S?a>p9 Mounta%n9

Or re'%on ?%th Etre>e C%>ateF

GGGGGGGGGGGG GGGGGGGGGGGGGGGGGGGGGGGGGGGG GGGGGGGGGGGGGGGGGGGGGGGGGGG

) , ,++!++ ,0+!++

) . .++!++ 2++!++

S , 2++!++ 0+!++

S . 20+!++ 0++!++

E , 0++!++ 40+!++

E . 4++!++ ,9+++!++

E 2 1++!++ ,92++!++

M, - M. ,9.++!++ ,97++!++



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SHO"THAND ALLOWANCES

This allowances will be maintained at a particular !ite whenever there is a shortage of staff which

may arise due to S%'n%n' o## S%$=ness Ter>%nat%on Not report%n' duty of a particular staff

from the site. The duty covered by the other employee / employees in the absence of a particular

employee% is duly compensated by paying them the !horthand (llowances as mentioned Anneure

- 4 I3F

!horthand statement is maintained in copy of three of which the original is forwarded to (ccounts%

'nd +opy is maintained at !ite and the last copy is forwarded to the !ite "ersonnel Office for

records.

The duty can be covered by any nos. of employee as found operationally fit by the !ite In-charge but

then the shorthand allowance will be divided by the shorthand allowance rate of the employee

absent to the no. of employees wor<ed.

It may also at time will be at the total discretion of the !ite In-charge to the distribution of theshorthand allowances to the employees wor<ed.

Cate'ory &er day

) 1 27.77

) ' 47.77

! 1 7.77

? 1 87.77

? ' >7.77

!horthand (llowance will be paid to employees on wee<ly basis by the !ite In-charge. !ignature of theemployee to whom the !horthand (llowances paid should be obtained on the format as mentioned in the

(nneure and then should be forwarded to (ccounts and !ite "ersonnel epartment.



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ANNE(U"E - 4 III F

#!pecimen$

RAMAKRISHNA HOSPITALITY SERVICES PVT. LTD.

A&&LICATION *O" SANCTION O* ANNUAL MEDICAL ALLOWANCE*O" EM&LO8EE USE ONL8F

,! 5ame of ?mployee :

'. esignation :

. ?mployee +ode 5o. :

2. Cear for which Medical : (llowance being encashed

4. (mount :

!ignature of ?mployee

ate :

---------------------------------------------------------------------------------------------------------------------------------

-----

*O" UNIT USE ONL8F

(pproved / 5ot (pproved

(mount:#6upees$

!ignature of !ite In-charge

5ame :

ate :

--------------------------------------------------------------------------------------------------------------------------------------

Adv%$e to A$$ounts Depart>ent

Mr. / Mrs. has completed month / Cear contract. The amountof 6s. # 6upees $ is to be paid towards medical allowance for

Cear.

!ignature

#Bnit Manager / !ite In-charge$



ate :

C%r$uat%on : ,! Or%'%na to <e sent to A$$ounts Depart>ent #or pro$ess%n' pay>ent!

.! .nd Copy to >a%nta%ned at S%te

2! 2 rd Copy #or?arded to S%te &ersonne Depart>ent #or re$ord aon'

?%th photo $opy o# pay>ent vou$her a#ter d%s<urse>ent!



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SUB)ECT "ULES *O" C"EATION O* ADDITIONAL

&OSTS AND *ILLIN-U& O* 3ACANT&OSTS

,! Creat%on o# Add%t%ona &osts :

1.1 "roposal for creation of any additional post shall be sent to the ead of the !ite "ersonnel

epartment on proforma attached as Anneure ++6 ,F

1.' !eparate proforma shall be used for each category of post.

1. ead of !ite "ersonnel epartment will eamine the proposal and submit the same% with

his comments% to the +hairman or his appointed (uthority.

1.2 5o additional post% in any category% will be created without prior approval of the+hairman or his appointed (uthority.

.! *%%n'-up o# 3a$ant &osts :

'.1 (ny eisting post% which may fall vacant due to resignation% retirement% death or due to

any other reason% will be filled in only after obtaining approval of the +hairman or his

appointed (uthority.

'.' "roposals for filling-up of such posts will be sent to the ead of !ite "ersonnel

epartment on proforma attached as Anneure ++6 ,F

'. ead of the !ite "ersonnel epartment will eamine the proposal and submit the same%with his comments% to the +hairman or his appointed (uthority for his orders.

'.2 9or filling-up short term vacancies arising due to absence on leave% or otherwise% of an

individual employee% only ad-hoc appointments will be made% for duration of the absence%and for this purpose also% approval of the +hairman or his appointed (uthority will have

to be obtained through the ead of !ite "ersonnel epartment.



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#!pecimen$ (nneure 77> #1$


"E/UISITION *O" C"EATION O* &OST

I )OB ANAL8SIS :-

1. 5ame of the !ite :

'. esignation of the "ost :

reuired to be created

. !cale of "ay :

2. 5o of posts in the Bnit :

already eisting

4. 5o of "ost#s$ reuired to :

be created.

. )ustification for creation of :

new post.

8. )ob Ob3ectives :

>. )ob functions and :

responsibility

0. epartment of "osting :



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17 5ame and esignation :

of net superior authority

to whom the incumbent will

report

11 @ive details of Officer / !taff :

who will report this incumbent

1'. *hether reuirements can be :met from within available

resources

1. 9inancial implication per month :

12 9inancial implication for current :

financial year

14. *hether &udget provision :

eists.

1. If not% ow is it proposed :

to be met.

II )OB S&ECI*ICATIONS

18. #a$ (ge - Minimum :

- Maimum :

1>. #b$ Hualification :

?ducational

#c$ "rofessional :

10. #d$ Minimum ?perience :

@eneral :

In Aine :





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III "ECOMMENDATIONS *O" :

'7. #a$ Internal iring :

#b$ ?ternal iring :

'1. ate by which individual #s$ :

is / are reuired to be in

position

S%'nature o# "eu%s%t%on%st Approved By

";S&O 17F

---------------------------------------------------------------------------------------------------------------------------------

-----

+opy forwarded to !ite "ersonnel epartment on

6eceived by !ite "ersonnel epartment on



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SUB)ECT T"AININ AND DE3ELO&MENT

6G! to maintain its technical and catering competence% will train and develop its employees on a

continuous basis. The ma3or responsibility for updating <nowledge% sharpening s<ills and developing the

right attitude% rests with the individual himself% although the +ompany shares part of the responsibility.

To accomplish this% the +ompany will organise :

- On the 3ob training

- ?ternal training

- ?ducation

- )ob rotation

- In +ompany training - *ill be conducted at IMOCTI Internat%ona Mar%t%>e and

O%#%ed Cater%n' Tra%n%n' Inst%tuteF in Maharashtra and in other !tates training will beconducted at a training center approved by the +ompany

IMOCTI :- It is basically to upgrade s<ills of present personnel% thus helping to standardise

our +atering competence. ere the courses conducted are :-

a$ (sst. +oo< to +oo< upgradation "rogram

b$ ouse<eeper to (sst. +oo< upgradation "rogram

c$ Btility and Orientation "rogramd$ 5on !upervisory Induction "rogram

e$ !upervisory / Manager Induction "rogram

"ersonnel wishing to 3oin the +ompany are reuired to pass a Trade Test #If applicable$ conducted at IMOCTI in Maharashtra !tate and in Other !tates at a

center approved by the +ompany!

(ll employee will have attend an induction program if recruited in &ombay at IMOCTI and if elsewherethen at a local training center or at (rea Office as the case may be.

The training center at IMOCTI includes a &asic training <itchen% training restaurant% training laundry%

ouse<eeping laundry% an audio visual and boo< library and computerised administrative office.

The teaching is done by eperienced in house faculty while additional input are given by renowned

practicing professionals from the industry who visit the training center as associate faculty.

The ouse<eeping Aaboratory forms part of the facility wherein students are taught room cleaning% toilet

cleaning% bathroom cleaning and bed ma<ing. This area also has a display cupboard where cleaning aids

and detergent are identified and shown to the trainee. In addition to this basic safety gear are also displayedhere. ( training laundry with euipment that include washing machine% iron% ironing board and storage

self. ere students are taught operation of a laundry% hand and machine washing of clothes% ironing

different fabrics and also identification and use of different laundry euipment and detergent.







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#!pecimen$


TRADE TEST REQUEST

6?9.5O.: (T? :

TO :

96OM :

!B& : T6(? T?!T O9 M6./M!

This is to introduce you to Mr./Ms. who has been shortlisted as a

% for our Bnit at .

Cou are reuested to conduct his Trade Test in cuisine/ department and intimate us of

his result.

e spea<s the following languages :

Total eperience in Cears :

"laces wor<ed :

?perience with food / 3ob :

6egards%

5ame#esignation$



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#!pecimen$


"E&O"T CA"D - T"ADE TEST

This is to certify that Mr. /Ms. esignation was

Trade Tested for position on .

e / !he has been declared successful / unsuccessful.

is / er evaluation sheet is as mentioned below :-

---------------------------------------------------------------------------------------------------------------------------------

-----

Mar=s out o# ,+

ITEM TAS;

DONE

TOTAL

6emar<s :-

Tested by : !ignature

# Note : In the column of Item / Tas< one% here the Bnit Manager / Training Manager will have to fill-up

the Items prepared or Tas< one by the candidate. In the ad3oining column% evaluation of the classification

of the Item prepared or Tas< one should be mentioned. 9or eample% if Trade Tested for +oo< then this

column will be headed as +olour% Taste% Teture% (roma% ?ye-appeal $



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#!pecimen$


TRAINING REQUEST

6?9.5O.: (T? :

TO :

96OM :

!B& : T6(I5I5@ O9 M6. /M!

This is to introduce you to Mr./Ms. who has been shortlisted as a

% for our Bnit at .

e / !he is reuired to undergo training in field for month. Gindly intimate us of his / her

performance at the end of his / her training.

6egards%

5ame#esignation$



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SUB)ECT ) O B " O T A T I O N

9or an employee to grow% develop and move up the organisation% he should get oriented to several 3obs.

This is possible through 3ob rotation in related 3obs. In some cases 3ob rotation is possible even in unrelated

3obs% where the employee has an attitude for the 3ob and can pic< up the s<ills and <nowledge reuired.The new occupant with his varied bac<ground% brings new ideas and methods with him into the 3ob.

Through the )ob 6otation process% an employee placed in the wrong 3ob% may be placed in a new 3ob he

en3oys doing% and has the right aptitude for. It also reduces the monotony for an employee performing thesame 3ob for several years. )ob rotation also functions as a form of test for promotion to higher levels of

Management and hence it is in the employee,s interest. It also reduces the organisation,s dependence on

individuals.

epartment Managers must prepare a 3ob rotation plan along with their manpower budget. The functionalManagers should prepare inter-department 3ob rotation plans. The "ersonnel Manager or a yearly basis% in

consultation with 9unctional Managers% will present a 3ob rotation plan to the +hairman. The +hairman

will prepare a 3ob rotation plan for <ey employees% to fit the business activities and plans for the future.









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SUB)ECT )OB DESC"I&TION

+O-O6I5(TIO5 *IT : 1. OB!?G??"I5@ "?6!O55?A

'. +AI?5T,! !?6DI+? "?6!O55?A 9O6

O"?6(TIO5(A ?99I+I?5+C.

I5 (ITIO5 TO T? (&OD? M?5TIO5? BTI?! (5 )O& 9B5+TIO5!% (5C OT?6 (!!I@5M?5T @ID?5

O++(!!IO5(AAC O6 O5 ( (IAC &(!I! &C T? IMM?I(T? !B"?6DI!O6 O6 T? M(5(@?M?5T.



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&E"SON S&ECI*ICATION

)O& "O!ITIO5 : +?9 ? "(6TI?

(@? : 7 -> C?(6!

?B+(TIO5(A HB(AI9I+(TIO5 : !.!.+. O6 !OBA &? (&A? TO !"?(G / 6?( (5

*6IT? ?IT?6 I5I / ?5@AI! O6 T6?? C?(6

I"AOM( I5 OT?A M(5(@?M?5T.

?F"?6I?5+? : MI5IMBM 17 C?(6! I5 ( 6?!T(B6(5T / 6I@ / OT?A /

+(5T??5 O9 *I+ (T A?(!T 9ID? C?(6! (! TO &?

I5 T? +("(+ITC O9 +I?9 +OOG.

O6

4 C?(6! (! ( +OMMI!I - I

(TT6I&BTI?! : @OO ?(AT% 6?AI(&A? (5 ?5?6@?TI+ +("(&A? O9

(BTO6ITC% !?A9 +O5T6OA (5 ?D?5 T?M"?6.

!"?? (5 "6OM"T5?!! I5 +O596O5TI5@ (5

!OADI5@ (5C B59O6!??5 I99I+BATI?!.

@OO O6@(5I!(TIO5(A !GIAA!

6?HBI6?! T(!T? (5 (?!T?TI+ !?5!?.

T6(I5I5@ #I5T?65(A$ : 1. +?9 "6O9I+I?5+C #6?DI!IO5$

T6(I5I5@ #?FT?65(A$ : 5IA

"6O@6?!! 6?"O6T : & I-(5B(A &C &(!? M(5(@?6



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)O& "O!ITIO5 : +?9 ? "(6TI?

+(T?@O6C : ? - ?2 ?F?+BTID?

6?!"O5!I&A? : +(M" &O!! / ?F?+BTID? +?9

M(I5 "B6"O!? O9 T? )O& : TO !B"?6DI!? +(T?6I5@ O"?6(TIO5!% O6@(5I!? (5

T6(I5 (AA +OOG! (5 +I?9 +OOG! TO "6?"(6?%

"6OB+? (5 "6?!?5T 9OO TO +AI?5T (! "?6 +OM"(5C "OAI+C.

)O& 6?!"O5!I&IAITI?! : 1. TO &? 9BAAC +O5D?6!(5T *IT (AA TC"?!

O9 !T(5(6 +BI!I5? 9OAAO*? &C T?

+OM"(5C.

'. TO (DI!? T? +OM"(5C O5 M?TO! O9

6?B+I5@ +O!T% "6?!?5T(TIO5 (5

T6(I5I5@.

. TO +?+G O5 "?69O6M(5+? O9 !B&-

O6I5(T?! 96OM TIM? TO TIM?.

2. TO T6(I5 (T A?(!T T*O +OOG! TO &?

?AI@I&A? 9O6 "6OMOTIO5 TO +?9 B6I5@ (O5? C?(6 "?6IO.

4. TO G5O* (5 O&!?6D? (AA !(9?TC 6BA?!

(5 "6O+?B6?!.

. TO ?5!B6? T(T (AA ?HBI"M?5T (5

M(T?6I(A! (6? 5OT A?9T I5 ( (5@?6OB!

!T(T?.

8. TO 6?"O6T (5 *?6? "O!!I&A? TO T(G?(+TIO5 I5 6?A(TIO5 TO (5C (++I?5T%

I5+I?5T% 9I6? AO!! O6 (M(@?.

>. TO ?5!B6? "6O"?6 @6OOMI5@ (5

C@I?5?.

!B"?6DI!?! : ?A"?6 +OOG!% BTIAITC (5!% @?5?6(A !T?*(6!%

(!!T. +OOG!% +OOG! (5 +I?9 +OOG! O5 (!!I@5?

I5!T(AA(TIO5.

(6?( O9 O"?6(TIO5 : OD?6(AA I5+(6@? O9 T? "6OB+TIO5 O9 T?

"(6TI+BA(6 I5!T(AA(TIO5.

OB6! O9 O"?6(TIO5 : (! MBTB(AAC ?+I? &C +(M" &O!! (5 &(!?M(5(@?6.

(BTO6ITC : 1. TO "A(5 M?5B! I5 +O5!BAT(TIO5 *IT

+(M" &O!! / ?F?+BTID? +?9.

'. TO (AAO+(T? BTI?! TO GIT+?5 !T(99





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. TO T(G? +(6@? O9 T? O"?6(TIO5 I5 T?

(&!?5+? O9 +(T?6I5@ !B"?6DI!O6 O6 +(M"

&O!! / M(5(@?6.

I5 (ITIO5% TO T? (&OD? M?5TIO5? BTI?! (5 )O& 9B5+TIO5!% (5C OT?6 (!!I@5M?5T @ID?5

O++(!!IO5(AAC O6 O5 ( (IAC &(!I! &C T? IMM?I(T? !B"?6IO6 O6 T? M(5(@?M?5T.



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)O& "O!ITIO5 : ?MI +?9

(@? : '> - ' C?(6!

?B+(TIO5(A HB(AI9I+(TIO5 : !.!.+. O6 !OBA &? (&A? TO !"?(G / 6?( (5

*6IT? ?IT?6 I5I / ?5@AI! O6 T6?? C?(6 I"AOM( I5 OT?A M(5(@?M?5T.

?F"?6I?5+? : MI5IMBM 7> C?(6! I5 ( 6?!T(B6(5T / 6I@ / OT?A /

+(5T??5 O9 *I+ (T A?(!T 9ID? C?(6! (! TO &?

I5 T? +("(+ITC O9 +I?9 +OOG.

(TT6I&BT?! : @OO ?(AT% 6?AI(&A? (5 ?5?6@?TI+ +("(&A? O9(BTO6ITC% !?A9 +O5T6OA (5 ?D?5 T?M"?6.

!"?? (5 "6OM"T5?!! I5 +O596O5TI5@ (5!OADI5@ (5C B59O6!??5 I99I+BATI?!.


T6(I5I5@ #I5T?65(A$ : 1. +?9 "6O9I+I?5+C

T6(I5I5@ #?FT?65(A$ : 5IA

"6O@6?!! 6?"O6T : &I-(55B(A &C &(!? M(5(@?6





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1. TO !O6T OBT !TO6?! (5 M(I5T(I5 !TO6?!

I5+ABI5@ M?(T% 9I!% D?@. 96??S?6 (5

6C !TO6?!.

O++(!!IO5(A BTI?! : 1. TO (!!I!T I5 T(GI5@ O9 I5D?5TO6I?!

'. TO ?A" B5AO( (5 !T(+G 9OO&OF (5

OT?6 M(T?6I(A #+(M" / 6?MOT? +(T?6I5@$

!B"?6DI!?! : (AA +OOG!% (!!T. +OOG!% ?A"?6 +OOG!% (5

BTIAITC &OC! O5 T? I5!T(AA(TIO5.

(6?( O9 O"?6(TIO5 : GIT+?5 O9 (!!I@5? I5!T(AA(TIO5

OB6! O9 O"?6(TIO5 : (! "?6 !I9T BTI?!

(BTO6ITC : 1. TO "A(5 M?5B! I5 +O5!BAT(TIO5 *IT +(M"&O!! / +?9.

'. TO (AAO+(T? BTI?! TO BTIAITC !T(99

. TO T(G? +(6@? O9 T? O"?6(TIO5 I5 T?(&!?5+? O9 +?9 / +(T?6I5@ !B"?6DI!O6 O6

+(M" &O!!.







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)O& "O!ITIO5 : +I?9 +OOG

+(T?@O6C : )B5IO6 ? 1 - ? ' ?F?+BTID?

6?!"O5!I&A? : +?9 / +(M" &O!!

M(I5 "B6"O!? O9 )O& : TO "6?"(6?% "6OB+? (5 "6?!?5T 9OO TO T?

(@6?? !T(5(6 (5 TO T? (@6?? "6O9IT I5

(++O6(5+? *IT +OM"(5C "OAI+C.

BTI?! (5 6?!"O5!I&IAITI?! : 1. TO O6@(5I!? (AA T? 6?!OB6+?! *ITI5

T? GIT+?5 (5 OT?6 (6?(!.

'. TO "6?"(6?% +OOG (5 "6OB+? 9OO TO

T? +OM"(5I?! !T(5(6% *IT"(6TI+BA(6 ?M"(!I! O5 "6?!?5T(TIO5%

C@I?5? (5 ?+O5OMC.

. TO "A(5 (5 +O!T M?5B! I5 +O-

O6I5(TIO5 *IT T? +(M" &O!!./ +?9

2. TO (!!I!T +(M" &O!! / +?9 I5 I5?5TI5@

9O6 "6ODI!IO5!.

4. TO &? 6?!"O5!I&A? 9O6 (AAO+(TIO5 O9*O6G TO OT?6 GIT+?5 !T(99.

. TO &? 6?!"O5!I&A? 9O6 IM"A?M?5TI5@

+OM"(5C "OAI+C (5 I!+I"AI5?.

8. TO ?D?AO" (5 T6(I5 ( MI5IMBM O9 T*O

(!!I!T(5T +OOG! / I5 !GIAA! I5 O6?6 TO &?

?AI@I&A? 9O6 "6OMOTIO5 TO +OOG.

>. TO ?5!B6? "6O"?6 MO""I5@ (5+A?(5AI5?!! O9 T? GIT+?5

0. TO G5O* (5 O&!?6D? (AA !(9?TC 6BA?!

(5 "6O+?B6?!.

17. TO ?5!B6? T(T (AA ?HBI"M?5T (5

M(T?6I(A! (6? 5OT A?9T I5 ( (5@?6OB!

!T(T?.

11. TO 6?"O6T (5 *?6? "O!!I&A? TO T(G?

(+TIO5 I5 6?A(TIO5 TO (5C (++I?5T%

I5+I?5T 9I6?% AO!! O6 (M(@?.

1'. TO ?5!B6? "6O"?6 @6OOMI5@ (5C@I?5?.


I5+ABI5@ M?(T% 9I!% D?T. 96??S?6 IT?M!




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'. TO ?A" B5AO( (5 !T(+G 9OO&OF (5

OT?6 M(T?6I(A #+(M" +(T?6I5@% 6?MOT?+(T?6I5@$

!B"?6DI!?! : (AA +OOG!% (!!T. +OOG!% ?A"?6 +OOG! (5

GIT+?5 &OC! O5 T? B5IT.

(6?( O9 O"?6(TIO5 : GIT+?5 O9 (!!I@5? B5IT / +(M"

OB6! O9 O"?6(TIO5 : (! "?6 M(55I5@ +(6T


+(M" &O!! / +?9.


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Date

17++,

Chapter

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Contro No!

"e# : 11>E##e$t%ve

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Date

17++,

Chapter

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Contro No!

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Issued <y

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Date

17++,

Chapter

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Contro No!

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+,0


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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

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Contro No!

"e# : 1'1E##e$t%ve

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Issued <y

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Date

17++,

Chapter

+,,

Contro No!

"e# : 1''E##e$t%ve

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"epa$e &a'e

+,4


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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1'E##e$t%ve

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

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"epa$e &a'e

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1'>E##e$t%ve

IMM

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 17E##e$t%ve

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 11E##e$t%ve

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1'E##e$t%ve

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Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1E##e$t%ve

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?99I+I?5+C O9 T? ?"(6TM?5T% M(I5T(I5I5@

C@I?5? ?T+.

6?+B66I5@ BTI?! : a$ M(I5T(I5 T? I@?!T !T(5(6! I5

A(B56C !?6DI+?!.

b$ 9BAAC (!!I!T I5 A(B56C !?6DI+?!

c$ !?A9 ?D?AO"M?5T I5 !C!T?M (5M?TO! B!?.

d$ ?FT?5! 9BAA + O-O"?6(TIO5(A TO !?5IO6 !T(99 I5 M(I5T(I5I5@ O"?6(TIO5

(6MO5C.

!B"?6DI!?! : 5O5?

(6?( O9 O"?6(TIO5 : !IT? A(B56C

OB6! O9 O"?6(TIO5 : (! "?6 M(55I5@ +(6T

(BTO6ITC : 5IA

+O-O6I5(TIO5 *IT : 1. GIT+?5 "?6!O55?A

'. +AI?5T,! !?6DI+? "?6!O55?A 9O6

O"?6(TIO5(A ?99I+I?5+C.

. OB!?G??"I5@ ?"(6TM?5T





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 12E##e$t%ve

IMM

"epa$e &a'e

+.1



)O& "O!ITIO5 : 6OOM &OC

(@? : 1> - 7 C?(6!

?B+(TIO5(A HB(AI9I+(TIO5 : !.!.+. O6 9AB?5T I5 !"OG?5 I5I (5 / O6 ?5@AI!

?F"?6I?5+? : MO5T! (! 6OOM &OC

(TT6I&BT?! : (+TID?% @OO ?(AT% "A?(!(5T (""?(6(5+?

T6(I5I5@ # I5T?65(A$ : 1. 6OOM &OC

T6(I5I5@ #?FT?65(A$ : !.!.+. / .!.+.

#I9 !.!.+. T?5 *IAA (!!I!T I5 OI5@ .!.+. O6 I9 5O5-

!.!.+. &BT (T A?(!T DIII !T(5(6 "(!! / 9(IA T?5

*IAA (!!I!T I5 OI5@ !.!.+$

"6O@6?!! 6?"O6T : & I - (55B(A &C &(!? M(5(@?6



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 14E##e$t%ve

IMM

"epa$e &a'e

+2+


)O& "O!ITIO5 : 6OOM &OC

+(T?@O6C : )B5IO6 !T(99

6?!"O5!I&IAITC : +(T?6I5@ !B"?6DI!O6 (5 / O6 9AOO6 !B"?6DI!O6

M(I5 "B6"O!? O9 )O& : TO ?5!B6? T? +A?(5AI5?!! (5 B"G??" O9 ( A?D?A

O9 6OOM!% TOIA?T!% *(! 6OOM!% +(5@? 6OOM!%"B&AI+ 6OOM! (5 O99I+?!.

BTI?! (5 6?!"O5!I&IAITI?! : 1. TO &? 6?!"O5!I&A? 9O6 T? 6OBTI5?

+A?(5I5@ O9 (AAOT? 6OOM!% TOIA?T!%

*(! 6OOM!% "B&AI+ 6OOM! (5 O99I+?!.

'. TO O"?6(T? !IM"A? M(+I5?6C !B+ (!D(++BM +A?(5?6% 9AOO6 "OAI!I5@

M(+I5? (5 +(6? 9O6 IT (! 5?+?!!(6C.

. TO B!? !O("% !OAD?5T! ?T+.% (! I6?+T?.

2. TO O"?6(T? !IM"A? M(+I5?6C (5 +(6?

9O6 IT (! 5?+?!!(6C.

4. TO G5O* (5 O&!?6D? (AA !(9?TC 6BA?!

(5 "6O+?B6?!.

. TO ?5!B6? T(T (AA ?HBI"M?5T (5

M(T?6I(A (6? 5OT A?9T I5 ( (5@?6OB!!T(T?.

8. TO 6?"O6T (5 *?6? "O!!I&A? T(G?

(+TIO5 I5 6?A(TIO5 TO (5C I5+I?5T%

(++I?5T% 9I6?% AO!! O6 (M(@?.

>. TO ?5!B6? "6O"?6 @6OOMI5@ (5

C@I?5?.

O++(!!IO5(A BTI?! : TO (!!I!T I5 T(GI5@ O9 I5D?5TO6I?!.

6?!OB6+? (++OB5T(&IAITC : 9O6 +A?(5I5@ M(T?6I(A (5 ?HBI"M?5T I5 I!

+(6@? !B+ (! &6OOM!% D(+BM +A?(5?6%

B!T?6!% !O("!% ?T+.

!B"?6DI!?! : 5O5?

(6?( O9 O"?6(TIO5 : (!!I@5? A?D?A O9 O"?6(TIO5% (++OMO(TIO5

(6?(

OB6! O9 O"?6(TIO5 : (! "?6 M(55I5@ +(6T

(BTO6ITC : 5O5?

O5 (ITIO5% TO T? (&OD? M?5TIO5? BTI?! (5 )O& 9B5+TIO5!% (5C OT?6 (!!I@5M?5T @ID?5






Issued <y

!.".OApproved By

)* +MO

Date

07271

Chapter

+,,

Contro No!

"e# : 18E##e$t%ve

IMM

"epa$e &a'e

+2.


)O& "O!ITIO5 : BTIAITC (5

+(T?@O6C : )B5IO6 !T(99

6?!"O5!I&A? : a$ BTC +OOG 9O6 (IAC T(!G.

b$ +(T?6I5@ !B"?6DI!O6 O6 +(M" &O!! 9O6

OD?6(AA +O5T6OA.

M(I5 "B6"O!? O9 )O& : TO ?5!B6? T? +A?(5AI5?!! O9 T? GIT+?5 (5IT! ?HBI"M?5T.

BTI?! E 6?!"O5!I&IAITI?! : 1. TO ?5!B6? "6O"?6 MO""I5@ (5

+A?(5AI5?!! O9 GIT+?5.

'. TO ?5!B6? "6O"?6 +A?(5I5@ O9 +BTA?6C%

+6O+G?6C% BT?5!IA!% GIT+?5 IM"A?M?5T!

(5 ?HBI"M?5T! !B+ (! 6(5@?!% OO!%

OB@ MIF?6% M?(T !AI+?6% 9OO

"6O+?!!O6% OD?5! I! *(!?6 ?T+.

TO B!? !O("!% !OAD?5T! (5 OT?6

+A?(5I5@ ?HBI"M?5T (! I6?+T?.

2. TO (!!I!T I5 T? "6?"(6(TIO5 O9 !(A(!%&6?(G9(!T% +("(TTI! (5 "B6I!.

4. TO O"?6(T? !IM"A? M(+I5?6C (5 + (6?

9O6 IT (! 5?+?!!(6C.

. TO G5O* (5 O&!?6D? (AA !(9?TC 6BA?!

(5 "6O+?B6?!.

8. TO ?5!B6? T(T (AA ?HBI"M?5T (5

M(T?6I(A (6? 5OT A?9T I5 ( (5@?6OB!

!T(T?.

>. TO 6?"O6T (5 *?6? "O!!I&A? T(G?

(+TIO5 I5 6?A(TIO5 TO (5C I5+I?5T%

(++I?5T% 9I6?% AO!! O6 (M(@?.

0. TO ?5!B6? "6O"?6 @6OOMI5@ (5

C@I?5?.

17. TO !O6T OBT !TO6?! (5 M(I5T(I5 M?(T%9I!% D?@ 96??S?6 (5 6C !TO6?! I5 (

5?(T (5 O6?6AC M(55?6.


'. TO ?A" B5AO( (5 !T(+G 9OO&OF (5

OT?6 M(T?6I(A. #I5 +(!? O9 +(M"

+(T?6I5@ / 6?MOT? !IT?$







Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 10E##e$t%ve

IMM

"epa$e &a'e

+2



)O& "O!ITIO5 : HB(AITC (!!B6(5+? M (5(@?6

(@? : T? +(5I(T? !OBA &? &?T*??5 4 C?(6! TO TO

C?(6!.

A(5@B(@? "6O9I+I?5+C : G5O*A?@? O9 @OO !"OG?5 (5 *6ITT?5 ?5@AI!

+OM"BT?6 AIT?6(+C : TO &? D?6C AIT?6(T? I5 +OM"BT?6 O"?6(TIO5 (5

!OBA &? (&A? TO (5A? (AA 6?"O6T! (5

+O66?!"O5?5+? O5 T? +OM"BT?6

I5?"?5?5TAC.

T?+5I+(A HB(AI9I+(TIO5 : 1. I"AOM( I5 OT?A (5 +(T?6I5@

M(5(@?M?5T # C?(6! +OB6!?$ 96OM (5C

6?+O@5I!? B5ID?6!ITC # "6?9?66? $

O6

@6(B(T? I5 &(+?AO6 O9 !+I?5+? 96OM

(5C 6?+O@5I!? I5!TITBT?.

'. +?6TI9I+(T? I5 HB(AITC (!!B6(5+? E

HB(AITC +O5T6OA "6O@6(MM? 96OM (

6?+O@5I!? I5!TITBT?.

?F"?6I?5+? : MI5IMBM O9 17 C?(6! O9 +(T?6I5@ ?5DI6O5M?5T

#"6?9?66?$ (! M(5(@?6 HB(AITC (!!B6(5+? /

HB(AITC +O5T6OA.

OT?6 ?T(IA! : 1. !OBA "O!!?! ( D(AI I5T?65(TIO5(A

6IDI5@ AI+?5+?.

'. !OBA "O!!?! ( "(!!"O6T D(AI 9O6 (

MI5IMBM O9 ' C?(6!.

. !OBA &? +O5D?6!(5T *IT I!O 077'

6?HBI6?M?5T!.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 127E##e$t%ve

IMM

"epa$e &a'e

+20


2. !OBA &? +("(&A? O9 "6?"(6I5@ HB(AITC

(!!B6(5+? / HB(AITC +O5T6OA

?+BM?5T(TIO5! "AB! &BIAT O!!I?6! (5

!B"?6DI!IO5 O9 MBATI ?T5I+ +(T?6I5@

*O6G9O6+?.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 121E##e$t%ve

IMM

"epa$e &a'e

+27


)O& "O!ITIO5 : HB(AITC (!!B6(5+? M(5(@?6

+(T?@O6C : !?5IO6 M(5(@?6

6?!"O5!I&A? TO : 1. !T(T? @?5?6(A M(5(@?6 / (6?( M(5(@?6

'. "6O)?+T M(5(@?6

)O& ?!+6I"TIO5 : 1. OD?6(AA I5+(6@? O9 HB(AITC +O5T6OA%

!(9?TC% C@I?5? (5 ?(AT !?6DI+?! (T

(AA +(T?6? !IT?!.

'. ?5!B6? (AA T? !(9?TC C@I?5? (5

?(AT @O(A! (5 O&)?+TID?! (6? M?T (T

(AA +(T?6? !IT?!.

. +O5B+T (BIT! O9 (AA 9OO (5AI5@

(6?(! (5 !TO6(@? 9(+IAITC.

6?+B66I5@ BTI?! : 1. AI(I!O5 *IT +AI?5T! (BTO6I!?

"?6!O55?A.

'. (AA I59O6M(TIO5% !B@@?!TIO5%

+OM"A(I5T! 6?@(6I5@ HB(AITC% ?(AT

(5 !(9?TC (6? +(5?AA? T6OB@ IM.

. 6?!"O5!I&A? 9O6 T? IM"A?M?5T(TIO5 O9

!(9?TC (5 ?(AT +O5T6OA "6O@6(M?.

2. G??"! T6(+G O9 (AA HB(AITC +O5T6OA

"6O@6(M?.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 12'E##e$t%ve

IMM

"epa$e &a'e

+24


4. +OAA?+T !(M"A?! 9O6 A(&O6(TO6C

(5(AC!I!.

. I5!"?+T! (AA "(!?! O9 T? O"?6(TIO5!

9O6 +OM"AI(5+? *IT HB(AITC (!!B6(5+?

"6O@6(M?.

8. I!!B?! 6?"O6T! *IT 6?+OMM?5(TIO5!

9O6 +O66?+TID? (+TIO5.

>. 6?!"O5!I&A? 9O6 I5D?!TI@(TI5@ (5

9IAI5@ (++I?5T 6?"O6T!.

!B"?6DI!?! : (AA +(T?6I5@ E 6?A(T? !?6DI+?! !T(99

(6?( O9 O"?6(TIO5 : (!!I@5? "6O)?+T

OB6! O9 O"?6(TIO5 : O5 +(AA 6OB5 - T? - +AO+G

(BTO6ITC : TOT(AAC I5+(6@? O9 (AA HB(AITC +O5T6OA

(+TIDITI?!.

+O - O"?6(TIO5 *IT : B5IT M(5(@?6!.

I5 (ITIO5 TO T? (&OD? M?5TIO5? BTI?! (5 )O& 9B5+TIO5! (5C OT?6 (!!I@5M?5T! @ID?5

O++(!IO5(AAC O6 O5 ( (IAC &(!I! &C T? IMM?I(T? !B"?6DI!O6 O6 T? M(5(@?M?5T.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 12E##e$t%ve

IMM

"epa$e &a'e

+26



)O& !"?+I9I+(TIO5 : (6?( M(5(@?6

?B+(TIO5(A HB(AI9I+(TIO5 : @6(B(T? / I"AOM( / ?@6?? I5 OT?A

M(5(@?M?5T I5 I5I( O6 OD?6!?(!.

(@? : '> - C?(6!

?F"?6I?5+? : 4 C?(6! I5 T? OT?A / +(T?6I5@ I5B!T6C *IT

(TA?(!T ' C?(6! I5 !?5IO6 "O!ITIO5 O9 ( MI !IS?

?!T(&AI!M?5T.

?!I6(&A? : (TA?(!T ' C?(6! ?F"?6I?5+? O9 *O6GI5@ OD?6!?(!

*IT ( +(T?6I5@ 9OO !?6DI+? +OM"(5C.

!"?+I(A 6?HBI6?M?5T : (&A? TO T6(D?A (5 !?TTA? (5C*?6? I5 I5I(

@OO ?(AT

9AB?5+C I5 ?5@AI!% I5I (5 AO+(A A(5@B(@? O9

(6?(.

T?(M &BIAI5@ (5 BM(5 6?A(TIO5! !GIAA!

9AB?5T I5 +OM"BT?6 O"?6(TIO5! B!I5@ MI+6O!O9T

*I5O*!.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 122E##e$t%ve

IMM

"epa$e &a'e

+21


)O& "O!ITIO5 : (6?( M(5(@?6

+(T?@O6C : M1 - M' M(5(@?6% !?5IO6 M(5(@?6

6?!"O5!I&A? TO : 1. @?5?6(A M(5(@?6 #&B!I5?!! B5IT$

'. O"?6(TIO5! M(5(@?6 #&B!I5?!! B5IT$

M(I5 "B6"O!? O9 T? )O& : 1. ?D?AO" O9 T? (6?( (!!I@5?

'. 9I5(5+I(A "?69O6M(5+? (5 @6O*T O9

T? (6?( (!!I@5?.

. A?(?6!I" O9 T?(M

2. M(I5T(I5I5@ (AA !T(5(6! !?T (5 )O&

(+I?D?M?5T!.

4. "6ODII5@ T? 6I@T I5"BT (5

6?!OB6+?! TO (+I?D? T? (6?(! (5

&B!I5?!! B5IT,! &B!I5?!! "A(5.

BTI?! E 6?!"O5!I&IAITI?! : 1. (?6I5@ TO T? O&)?+TID?! O9 T?

&B!I5?!! B5IT (5 ?D?AO"I5@ "A(5! TO

(+I?D? T?!? I5 T? (6?(.

'. O&!?6DI5@ !T(5(6! (5 MO5ITO6I5@

"?69O6M(5+?.

. ?!T(&AI!I5@ "6IO6ITI?! 9O6 (AAO+(TIO5

(5 6?!OB6+?.

2. M(I5T(I5I5@ ?99?+TID? ?FT?65(A

6?A(TIO5!I".

4. ?F?+BT? (AA "6O)?+T! I5 T? (6?( TO T?

?5TI6? !(TI!9(+TIO5 O9 T? +AI?5T!%

*ITI5 +OM"(5C,! 5O6M!% +O59O6MI5@ TO

+O5T6(+TB(A O&AI@(TIO5! (5 (@6??

&B@?T.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 124E##e$t%ve

IMM

"epa$e &a'e

++


. DI!IT !IT?! (T 6(5OM TO ?5!B6? HB(AITC

(5 +O!T +O5T6OA.

8. O&T(I5 6?HBI!IT? 6?"O6T / I5"BT 96OM

!IT?! (! "?6 !+?BA?% +OM"A?T?AC%

+O66?+TAC (5 TIM?AC (5(ACS?%

!BMM(6IS? !(M? (5 (DI!? @?5?6(A

M(5(@?6 #&B!I5?!! B5IT$

>. +OM"AC *IT (AA !T(TBTO6C 6?@BA(TIO5!.

0. !?(6+% !?A?+T% 6?+6BIT (5

?D?AO"M?5T O9 !IT? "?6!O55?A.

6?!OB6+? O9 (++OB5T(&IAITC : OD?6(AA 6?!"O5!I&A? 9O6 (AA 6?!OB6+? (D(IA(&A?

I5 T? (6?(.

!B"?6DI!?! : (AA !IT? M(5(@?6! I T? (6?( (5 O99I+? !T(99

(AAOTT? TO T? (6?( (5 O6 !IT? O99I+?!.

(6?( O9 O"?6(TIO5 : (6?( (!!I@5?

(BTO6ITC : *UNCTIONAL :

1. TO 6?+6BIT "?6!O55?A I5 I! (6?(

'. TO 5?@OTI(T? +O5T6(+T! O5 &?(A9 O9

T? +OM"(5C.

. TO 6?+OMM?5 T?6MI5(TIO5 O9

+O5T6(+T! O5 &?(A9 O9 T? +OM"(5C.

*INANCIAL :

1. I5IDIB(A +?HB?! !I@5I5@ (BTO6ITC

B" TO 6!.

11

'. )OI5TAC +?HB?! !I@5I5@ (BTO6ITC B" TO

6s.

. TO T(G? 9I5(5+I(A ?+I!IO5 !I5@BA(6AC

B" TO 6!. .

+O - O6I5(TIO5 *IT : 9B5+TIO5(A M(5(@?6! #&B!I5?!! B5IT$



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 12E##e$t%ve

IMM

"epa$e &a'e

+,



)O& "O!ITIO5 : M(5(@?6 #"B6+(!?% !B""AC E AO@I!TI+!$

?B+(TIO5(A HB(AI9I+(TIO5 : @6(B(T? (5 / O6 I"AOM( / ?@6?? I5 OT?A

M(5(@?M?5T.

?!I6(&A? : I"AOM( I5 M(T?6I(A! M(5(@?M?5T

(@? : 4 TO 27 C?(6!

?F"?6I?5+? : 17 C?(6! *IT (TA?(!T C?(6! I5 ( !?5IO6 "O!ITIO5

I5 T? "B6+(!? ?"(6TM?5T O9 A(6@? OT?A /

+(T?6I5@ ?!T(&AI!M?5T.

?!I6(&A? : (TA?(!T ' C?(6! OD?6!?(! ?F"?6I?5+?

!"?+I(A 6?HBI6?M?5T : @OO ?(AT

9AB?5+C I5 ?5@AI!% I5I (5 AO+(A A(5@B(@? O9

&B!I5?!! B5IT.

?F+?AA?5T +OMM(5 OD?6 O6(A (5 *6ITT?5

+OMMB5I+(TIO5 !GIAA!.

*IAAI5@5?!! TO T6(D?A '4R O9 T? TIM?.

9AB?5T +OM"BT?6 O"?6(TIO5! B!I5@ MI+6O!O9T

*I5O*!.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 12>E##e$t%ve

IMM

"epa$e &a'e

+2


2. T(G? 6?!"O5!I&IAITC 9O6 T? !B""AC

D?I+A?! O9 T? &B!I5?!! B5IT% IT!

?99?+TID? M(I5T?5(5+? (5 TO ?5!B6?

T(T (AA IT! !T(TBTO6C 6?HBI6?M?5T! (6?

9BA9IAA?.

4. TO &BC M(T?6I(A! (5 !?6DI+?! O9 T?

6I@T HB(AITC% 6I@T HB(5TITC% 6I@T

"6I+? 96OM T? 6I@T !OB6+? (T T? 6I@T

TIM?.

. TO ?D?AO" @OO% ?(ATC 6?A(TIO5!I"

(5 TO O D?5O6,! (5(AC!I! 96OM TIM?

TO TIM?.

8. TO (D? M?(!B6?M?5T O9 !B""AI?6,!

HB(AITC% +O!T "?69O6M(5+? (5 ?F?6+I!?

(""6O"6I(T? +O5T6OA.

>. TO +O5B+T (&+ (5(AC!I! 96OM TIM? TO

TIM?.

0. G??" (&6?(!T O9 T? 9O6+?! O9 !B""AC

(5 ?M(5 T(T 6?@BA(T? "6I+?! (5

(D(IA(&IAITC O9 M(T?6I(A!.

6?!OB6+? (++OB5T(&IAITC : (AA M(T?6I(A!% D?I+A?!% O+BM?5T! (5

I59O6M(TIO5 O9 T? "B6+(!?% !B""AC E AO@I!TI+!

?"T.

!B"?6DI!?! : (AA "B6+(!?% !B""AC E AO@I!TI+! "?6!O55?A

(!!I@5? TO T? &B!I5?!! B5IT.

(6?( O9 O"?6(TIO5 : &B!I5?!! B5IT (!!I@5?

(BTO6ITC : *UNCTIONAL :

1. TO IM"A?M?5T T? "B6+(!? (5 !B""AC

"OAI+I?! (5 !C!T?M! O9 T? +OM"(5C.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 120E##e$t%ve

IMM

"epa$e &a'e

+


'. TO 9I5(AI!? HBOT(TIO5!% 5?@OTI(T? *IT

D?5O6!% (5 9I5(AI!? &I! 9O6 !B""AC O9

M(T?6I(A!.

*INANCIAL :

1. TO I!!B? "B6+(!? O6?6 TO D?5O6!% 9IF

"6I+?!% (BTO6I!? "(CM?5T! TO D?5O6!

#)OI5TAC *IT M(5(@?6 - 9I5(5+? E

(++OB5T!$ I5 T? &B!I5?!! B5IT.

+O-O6I5(TIO5 *IT : O"?6(TIO5! M(6G?TI5@% 6 E (%9 E ( M(5(@?6!

(5 (6?( M(5(@?6! O9 T? &B!I5?!! B5IT.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 147E##e$t%ve

IMM

"epa$e &a'e

+0



)O& "O!ITIO5 : M(5(@?6 #9I5(5+? E (++OB5T!$

?B+(TIO5(A HB(AI9I+(TIO5 : &.+OM. *IT I"AOM( I5 9I5(5+? M(5(@?M?5T O6

+( / I+*(.

(@? : 7 - 4 C?(6!

?F"?6I?5+? : 17 C?(6! I5 T? 9I5(5+? ?"T. O9 ( MI.!IS?

O6@(5I!(TIO5 I5 T? O!"IT(AITC / !?6DI+?

I5B!T6C.

?!I6(&A? : ' C?(6! OD?6!?(! ?F"?6I?5+?

!"?+I(A 6?HBI6?M?5T : @OO ?(AT

I@ (5(ACTI+(A (5 "6O&A?M !OADI5@ !GIAA!

9AB?5T +OM"BT?6 O"?6(TIO5! B!I5@ MI+6O!O9T

*I5O*% ?F+?AA?5T G5O*A?@? O9 !"6?(-!??T

?!"?+I(AAC ?F+?A.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 141E##e$t%ve

IMM

"epa$e &a'e

+7


)O& "O!ITIO5 : M(5(@?6 #9I5(5+? E (++OB5T!$

+(T?@O6C : M1 - M' M(5(@?6

6?!"O5!I&A? TO : 1. @?5?6(A M(5(@?6 O9 &B!I5?!! B5IT /

(6?( M(5(@?6

'. 9B5+TIO5(A @?5?6(A M(5(@?6 (T

+O6"O6(T? O99I+?.

M(I5 "B6"O!? O9 T? )O& : 1. ?D?AO"M?5T O9 &6O( 9I5(5+I(A

!T6(T?@C.

'. ?!T(&AI!M?5T O9 !T6I+T 9I5(5+I(AI!+I"AI5? I5 (AA (!"?+T! O9 &B!I5?!!

B5IT,! (99(I6!.

. T? ?!T(&AI!M?5T O9 O"?6(TIO5! O9

6?(AI!TI+ 9I5(5+I(A +O5T6OA (5M(5(@?M?5T I59O6M(TIO5 !C!T?M.

2. T? ?!T(&AI!M?5T O9 +OMMO5

(++OB5TI5@ "6(+TI+?! T6OB@OBT T?

&B!I5?!! B5IT (5 I5 +O59O6MITC TO T?"OAI+C A(I O*5 &C T? +OM"(5C.

4. (DI!I5@ T? @?5?6(A M(5(@?6 #&B!I5?!!

B5IT$ O5 T? 9I5(5+I(A ?99?+T! O9 T?

"OAI+I?! (5 "6O@6(M! (5 D(6IOB!"6O)?+T!.

. 6(I!I5@ 9I5(5+? (! 5?+?!!(6C *ITI5"6?!+6I&? 5O6M!.

8. ?5!B6I5@ M(FIMBM &?5?9IT! B5?6

+B66?5T T(F A?@I!A(TIO5.

BTI?! E 6?!"O5!I&IAITI?! : *INANCIAL CONT"OL :-

1. I5 +O5)B+TIO5 *IT OT?6 M(5(@?6!%

?!I@5 (5 ?D?AO" (5 I5T?@6(T?

+O5T6OA (5 M(5(@?M?5T I59O6M(TIO5

!C!T?M% TO +OD?6 (AA 9(+?T! O9 T?

&B!I5?!! B5IT,! O"?6(TIO5!.

'. IM"A?M?5TI5@ (5 ?99?+TID? +O!T

(++OB5TI5@ (5 I59O6M(TIO5 !C!T?M.

. "?6IOI+(AAC 6?"O6TI5@ "6O@6?!! (5T6?5! TO +O6"O6(T? O99I+? T6OB@

@?5?6(A M(5(@?6 #&B!I5?!! B5IT$

2. !B"?6DI!? T? "6?"(6(TIO5 O9 "?6IOI+

6?"O6T! O5 T? &B!I5?!! B5IT!"?69O6M(5+? (@(I5!T +O6"O6(T? &B@?T

(5 !T(5(6!.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 14'E##e$t%ve

IMM

"epa$e &a'e

+4


4. +O-O6I5(T? *IT +O6"O6(T? O99I+? 9O6

"6?"(6(TIO5 (5 +O5!OAI(TIO5 O9

C?(6AC "A(5% &B@?T (5 9O6?+(!T.

. ?5!B6? T(T OD?6?(! (6? MO5ITO6?(@(I5!T &B@?T.

ACCOUNTIN :

1. !B"?6DI!?! T? ?D?AO"M?5T O9 !C!T?M!(5 "6O+?B6?!.

'. ?5!B6? T(T T? +OM"(5C,! +OM"AI?!

*IT IT! !T(TBTO6C O&AI@(TIO5!.

. AI(!I!? *IT +OM"(5C,! (BITO6!.

2. 9O6MBA(T? 9I5(5+? "OAI+?! I5

+O5)B5+TIO5 *IT TO!? O9 T? +OM"(5C.

4. M(5(@? (5 (DI!? B!? O9 *O6GI5@

+("IT(A.

. 6?DI?* (AA +("IT(A ?F"?5!?! "6O"O!(A!%

+(66CI5@ OBT 9B6T?6 I5D?!TI@(TIO5%*?6? 5?+?!!(6C.

8. !B"?6DI!?! +OM"(5C,! T(F(TIO5 "OAI+?!.

>. (DI!? T? +O6"O6(T? O99I+? *O6GI5@T6OB@ T? @?5?6(A M(5(@?6

#&B!I5?!! B5IT $ O5 ?+O5OMI+

?D?AO"M?5T! I5 T? &B!I5?!! B5IT T(T(6? AIG?AC TO ?99?+T T? +OM"(5C.

6?!OB6+? O9 (++OB5T(&IAITC : (AA 9I5(5+? ?D?AO"M?5T! (5 I59O6M(TIO5 I5

I! +B!TOC.

!B"?6DI!?! : (AA 9I5(5+? E (++OB5T! "?6!O55?A (!!I@5? TO

T? &B!I5?!! B5IT.

(6?( O9 O"?6(TIO5 : &B!I5?!! B5IT (!!I@5?

(BTO6ITC : *UNCTIONAL:

TO IM"A?M?5T T? 9I5(5+I(A "OAI+?! (5

(++OB5TI5@ !C!T?M O9 T? +OM"(5C.

*INANCIAL :

TO (BTO6IS? "(CM?5T! TO D?5O6!% ?T+. I5 T?

&B!I5?!! B5IT.

+O-O6I5(T?! *IT : O"?6(TIO5!% M(6G?TI5@% BM(5 6?!OB6+? E(MI5I!T6(TIO5% "B6+(!?% !B""AC E AO@I!TI+!

(5 (6?( M(5(@?6!.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 142E##e$t%ve

IMM

"epa$e &a'e

+1


)O& "O!ITIO5 : B5IT M(5(@?6

+(T?@O6C : ? TO ? ?F?+BTID?

6?!"O5!I&A? TO :- a$ "6O)?+T I6?+TO6

#I9 (D(IA(&A? $

b$ "6O)?+T M(5(@?6

c$ HB(AITC (!!B6(5+? M(5(@?6

d$ T6(I5I5@ M(5(@?6

)O& ?!+6I"TIO5 : a. OD?6(AA I5+(6@? O9 (AA +(T?6I5@ E6?A(T? !?6DI+?! 9O6 T? ?!I@5(T?

B5IT.

b. 6?!"O5!I&A? 9O6 !MOOT (5 ?99I+I?5T

9B5+TIO5I5@ O9 +(T?6I5@ (5 6?A(T?!?6DI+?! O9 T? ?!I@5(T? B5IT

6?+B66I5@ BTI?! : a. AI(I!O5 *IT +AI?5T! (BTO6I!?

"?6!O55?A% (T T? B5IT.

b. (AA I59O6M(TIO5% !B@@?!TIO5%

+OM"A(I5T! 6?@(6I5@ +(T?6I5@ E

!?6DI+?! O9 T? B5IT (6? +(55?A?

T6OB@ IM.

c. OA! (IAC M??TI5@! *IT (AA !T(99!

B5?6 IM% (""O6TIO5! *O6G!% &6I?9! O5

)O&! TO &? O5?.

d. G??"! T6(+G O9 M?(A! !?6D? (5!?6DI+?! "6ODI? (T T? B5IT.

e. 9I5(AI!?! AI!T! (5 !(5+TIO5! (IAC

6?HBI!ITIO5!.

f. 6?"O6T! (IAC TO "6O)?+T M(5(@?6 (AA

(!"?+T! O9 O"?6(TIO5.

g. 6?!"O5!I&A? 9O6 !MOOT E ?99I+I?5T

6B55I5@ +(T?6I5@ E 6?A(T? !?6DI+?!O"?6(TIO5! (T T? B5IT.

h. ?59O6+?! T? ?(AT% C@I?5? (5

!(9?TC "A(5

I. +O-O6I5(T?! "6?"(6(TIO5 O9 M?5B O5 (

(C TO (C &(!I!.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 14E##e$t%ve

IMM

"epa$e &a'e

+0,



)O& "O!ITIO5 : +(M" &O!!.

(@? : '' - 47 C?(6!.

?B+(TIO5(A HB(AI9I+(TIO5 : 9. !. M. / @6(B(TIO5 / I"AOM( I5 OT?A

M(5(@?M?5T

# C?(6! $.

?F"?6I?5+? : 5OT ?!!?5TI(A 9O6 96?! I"AOM( OA?6!.

4 C?(6! 9O6 @6(B(T?! / 9. !. M. O6 ' C?(6!

(! +(T?6I5@ !B"?6DI!O6.

(TT6I&BT?! : @OO ?(AT% @OO ?B+(TIO5% TO6OB@

G5O*A?@? O9 +(T?6I5@% (BTO6ITC (5

!?5!? O9 )B!TI+? (5 9(I6 "A(C. O6@(5I!(TIO5(A

!GIAA!.

T6(I5I5@ # I5T?65(A $ : 1. I5B+TIO5.

'. M(5 M(5(@?M?5T.

. T6(I5I5@ !GIAA!.

T6(I5I5@ # ?FT?65(A $ : 1. +OM"BT?6 O"?6(TIO5 # *O6!T(6 /

!B"?6+(A / AOTB! 1' $

'. !B6DID(A (T !?(.

. &(!I+ 9I6? 9I@TI5@.

"6O@6?!! 6?"O6T : & I - (55B(A &C &(!? M(5(@?6.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 148E##e$t%ve

IMM

"epa$e &a'e

+0.


)O& "O!ITIO5 : +(M" &O!!

+(T?@O6C : ? - ?2 - ?4 - ? ?F?+BTID?.

6?!"O5!I&A? TO : O"?6(TIO5! M(5(@?6

M(I5 "B6"O!? O9 )O& : "6ODII5@ +(T?6I5@ (5 OB!?G??"I5@ 9(+IAITI?!

O9 ( I@ !T(5(6 (! "?6 +OM"(5C (5 +AI?5T!

5O6M!.

BTI?! (5 6?!"O5!I&IAITI?! : 1. TO "A(5 M?5B!

'. TO I5?5T 9O6 "6ODI!IO5! (5 ?5!B6?

"6O"?6 !TO6(@? (5 O"TIMBM B!(@?.

. TO ?5!B6? ( I@ !T(5(6 O9 C@I?5?.

2. TO M(I5T(I5 +O!T! (! "?6 5O6M!

4. TO &? 6?!"O5!I&A? 9O6 *O6G (AAO+(TIO5O5 I! I5!T(AA(TIO5.

. TO ?5!B6? (AA A?D?A!% +6?* 6OOM!%

"B&AI+ (6?(!% TOIA?T! (5 O99I+?! (6?

5?(T (5 +A?(5.

8. TO ?5!B6? T(T A(B56C !?6DI+?! (6? O9

( I@ !T(5(6.

>. TO &? 6?!"O5!I&A? 9O6 IM"AIM?5TI5@+OM"(5C I!+I"AI5? (5 @6I?D(5+?

"6O+?B6?.

0. TO ?D?AO" (5 T6(I5 !T(99 9O6

"6OMOTIO5 TO ( I@?6 "O!T. ( MI5IMBMO9 2 !T(99 I5 ( O5? C?(6 "?6IO.

17. TO O&!?6D? (AA !(9?TC 6BA?! (5

"6O+?B6?!.

11. TO &? "6O9I+I?5T I5 &(!I+ 9I6? 9I@TI5@%

9I6!T (I (5 !B6DID(A (T !?( !GIAA!.

1'. TO ?5!B6? T(T (AA M(T?6I(A! (5

?HBI"M?5T (6? 5OT A?9T I5 ( (5@?6OB!!T(T?.

6?!OB6+? (++OB5T(&IAITC : 6?!"O5!I&A? 9O6 (AA +OM"(5C "6O"?6TC !B+ (!

6?+O6!% 6(* M(T?6I(A (5 ?HBI"M?5T #*?6?"6ODI?$

!B"?6DI!?! : (AA +(T?6I5@ !T(99 (!!I@5? TO I5!T(AA(TIO5.

(6?( O9 O"?6(TIO5 : (!!I@5? I5!T(AA(TIO5

OB6! O9 O"?6(TIO5 : '2 OB6! O5 +(AA *?5 O5 I5!T(AA(TIO5



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 14>E##e$t%ve

IMM

"epa$e &a'e

+02


(BTO6ITC #9I5(5+I(A$ : 1. TO !(5+TIO5 (D(5+?! TO +(T?6I5@

"?6!O55?A (! "?6 +OM"(5C "OAI+C.

'. TO !(5+TIO5 "(CM?5T O9 !O6T(5%9OO&OF O99AO(I5@ (5 D.I.". "(6TC

(AAO*(5+?.

. TO 6?+OMM?5 "(CM?5T O9 ?F@6(TI(

(BTO6ITC #9B5TIO5(A$ : 1. TO (AAO+(T? BTI?! (5 T(!G! TO

!B&O6I5(T? +(T?6I5@ "?6!O55?A O5

I5!T(AA(TIO5.

'. TO I!!B? "6ODI!IO5! (5 OB!?G??"I5@M(T?6I(A TO !T(99 9O6 6B55I5@ T?

+O5T6(+T.

. TO I5T?6(+T *IT +AI?5T! "?6!O55?A (5

!O6T OBT I!!B?! O9 ( MI5O6 5(TB6?"?6T(I5I5@ TO T? +O5T6(+T (! AO5@ (!

T?C (6? (! "?6 +OM"(5C 5O6M!.

2. TO 6?+OMM?5 !T(99 9O6 "6OMOTIO5%

T6(5!9?6% !B!"?5!IO5 (5 T?6MI5(TIO5.







Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 11E##e$t%ve

IMM

"epa$e &a'e

+07


!B"?6DI!?! : O"?6(TIO5(AAC !B"?6DI!?! (AA +(T?6I5@

"?6!O55?A O5 (!!I@5? I5!T(AA(TIO5 B5?6 T?

@BI(5+? O9 +(M" &O!!.

(6?( O9 O"?6(TIO5 : (!!I@5? I5!T(AA(TIO5.

OB6! O9 O"?6(TIO5 : (! 9IF? &C +(M" &O!!


+(M" &O!! / M(5(@?6.


. TO T(G? +(6@? O9 T? O"?6(TIO5 I5 T?

(&!?5+? O9 +?9 / +(T?6I5@ !B"?6DI!O6 O6 +(M" &O!!.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1'E##e$t%ve

IMM

"epa$e &a'e

+04



)O& "O!ITIO5 : +(T?6I5@ !B"?6DI!O6 #T6(I5??$

(@? : '' - 4 C?(6!


M(5(@?M?5T


+(5T??5 (! +("T(I5 / !TO6?G??"?6

O6

+OM"A?T? @?5?6(A !T?*(6! T6(I5I5@ (5 1

C?(6 (! (!!T. +OOG.

(TT6I&BT?! : @OO ?(AT% 6?AI(&A? (5 ?5?6@?TI+ +("(&A? O9(BTO6ITC% !?A9 +O5T6OA (5 ?D?5 T?M"?6.

!"?? (5 "6OM"T5?!! I5 +O596O5TI5@ (5

!OADI5@ (5C B59O6!??5 I99I+BATI?!.


T6(I5I5@ #I5T?65(A$ : 1. I5B+TIO5


T6(I5I5@ #?FT?65(A$ : 1. TC"I5@

'. 9OO !?6DI+? M@MT. / @6(B(TIO5

. &(!I+ 9I6? 9I@TI5@

"6O@6?!! 6?"O6T : & I - (55B(A &C &(!? M(5(@?6



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1E##e$t%ve

IMM

"epa$e &a'e

+06


)O& "O!ITIO5 : +(T?6I5@ !B"?6DI!O6 #T6(I5??$

+(T?@O6TC : ? - ?2 ?F?+BTID?

6?!"O5!I&A? : +(M" &O!! / M(5(@?6

M(I5 "B6"O!? O9 )O& : ?5!B6? "6O"?6 (5 TIM?AC +(T?6I5@ (5

OB!?G??"?I5@ !?6DI+?! TO +AI?5T (! "?6

!"?+I9I? +OM"(5C 5O6M!.

BTI?! (5 6?!"O5!I&IAITI?! : 1. TO &? (&A? TO "A(5 M?5B!

'. TO &? (&A? TO (5A? !TO6?! I5+ABI5@

I!!B?!% 6?+?I"T! (5 !T(+GI5@.

. TO &? (&A? TO I5?5T (! "?6 I5!T(AA(TIO5! 6?HBI6?M?5T.

2. TO &? (&A? TO M(I5T(I5 6?+O6! (5

+O66?!"O5 *?5 6?HBI6?.

4. TO &? 6?!"O5!I&A? 9O6 *O6G (AAO+(TIO5.

. TO &? 6?!"O5!I&A? 9O6 IM"AIM?5TI5@

+OM"(5C I!+I"AI5?.

8. TO ?5!B6? "?6!O55?A G5O*A?@? O9

9OO C@I?5?.

>. TO ?F?6+I!? +(6? I5 6?A(TIO5 TO (AA+(T?6I5@ (5 OB!?G??"I5@ ?HBI"M?5T.

0. TO O&!?6D? !(9? *O6GI5@ "6(+TI+?!.

17. TO O&!?6D? (AA !(9?TC 6BA?! (5"6O+?B6?!.

11. TO ?5!B6? T(T (AA ?HBI"M?5T (5

M(T?6I(A! (6? 5OT A?9T I5 ( (5@?6OB!

!T(T?.

1'. TO G5O* "6?D?5TIO5 O9 9I6? (5 9I6!T

(I.

1. TO *O6G I5 T? +("(+ITC O9 @?5?6(A!T?*(6 (! (5 *?5 6?HBI6?.

!B"?6DI!?! : O"?6(TIO5(AAC !B"?6DI!?! (AA +(T?6I5@

"?6!O55?A O5 (!!I@5? I5!T(AA(TIO5 B5?6 T?@BI(5+? O9 +(M" &O!!.

(6?( O9 O"?6(TIO5 : (!!I@5? I5!T(AA(TIO5

OB6! O9 O"?6(TIO5 : (! 9IF? &C +(M" &O!! / M(5(@?6


+(M" &O!!.





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 12E##e$t%ve

IMM

"epa$e &a'e

+01



. TO T(G? +(6@? O9 T? O"?6(TIO5 I5 T?

(&!?5+? O9 +?9 / +(T?6I5@ !B"?6DI!O6

O6 +(M" &O!!





Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 14E##e$t%ve

IMM

"epa$e &a'e

+7+



)O& !"?+I9I+(TIO5 : "?!T +O5T6OA (TT?5(5T

(@? : 1> - 7 C?(6!

?B+(TIO5(A HB(AI9I+(TIO5 : !.!.+. O6 B5?6!T(5 / !"?(G / 6?( &(!I+ ?5@AI! /

I5I.

?F"?6I?5+? : O5? C?(6 (! "?!T +O5T6OA (TT?5(5

(TT6I&BT?! : (+TID?% @OO ?(AT% "A?(!(5T (""?(6(5+?

T6(I5I5@ : "?!T +O5T6OA

T6(I5I5@ #?FT?65(A$ : !.+.+. / .!.+.

#I9 !.!.+. T?5 *IAA (!!I!T I5 OI5@ .!.+. O6 I9 5O5-

!.!.+. &BT (T A?(!T DIII !T(5(6 "(!! / 9(IA T?5

*IAA (!!I!T I5 OI5@ !.!.+.$

"6O@6?!! 6?"O6T : & I - (55B(A &C &(!? M(5(@?6.



Issued <y

!.".OApproved By

)WH CMO

Date

17++,

Chapter

+,,

Contro No!

"e# : 1E##e$t%ve

IMM

"epa$e &a'e

+7,


)O& "O!ITIO5 : "?!T +O5T6OA (TT?5(5T

+(T?@O6C : )B5IO6 !T(99

6?"O6TI5@ TO : +(M" !B"?6DI!O6 / @?5?6(A !?6DI+?! !B"?6DI!O6 /

!IT? I5+(6@?

)O& ?!+6I"TIO5 : OD?6(AA I5+(6@? O9 (AA "?!T +O5T6OA !?6DI+?!(T T? !IT?.

6?+B66I5@ BTI?! : a$ "?!TI+I? !"6(CI5@ (5 B!TI5@ 9O6

(6T6O"O "?!T.

b$ 6O?5T +O5T6OA% I5+ABI5@ T? !?TTI5@

(5 &(ITI5@ O9 6O?5T T6("! (5!T(TIO5!% +?+GI5@ T?!? !T(TIO5! / T6("!

(5 6?MOD(A O9 T6("! (5 O9 (5C

6O?5T!.

c$ 6?+?I"T (5 6?!"O5!? TO +B!TOM?6

+OM"A(I5T! +O5+?65I5@ "?!T!

d$ ?B+(TI5@ O9 6?!I?5T! I5 T? !(9?TC(!"?+T! O9 "?!TI+I?!% "?!T! (5 6O?5T

+O5T6OA.

e$ "6?"(6I5@ !+?BA? (5 6?"O6T! O5 "?!T

+O5T6OA !?6DI+?!.

f$ 6OBTI5? (+TIDITC 6?"O6T! 9O6 ?(+ (C%

!T(TI5@ *(T *O6G TOOG "A(+? (5 *?5(5 *IT *(T M(T?6I(A.

g$ +OM"A(I5T / 6?HB?!T 6?"O6T!

h$ !BMM(6I?! O9 M(T?6I(A B!(@?

!B"?6DI!?! : 5IA

(6?( O9 O"?6(TIO5 : (AA +(M" (6?(

OB6! O9 O"?6(TIO5 : 1' OB6! "?6 (C (5 (C! ( *??G

(BTO6ITC : 5IA

+O - O6I5(TIO5 *IT : 1. !IT? *(6?OB!?

'. @(6?5I5@ A?(!M(5

. +(T?6I5@ ?"(6TM?5T2. @?5?6(A !?6DI+?! ?"(6TM?5T

I5 (ITIO5 TO T? (&OD? M?5TIO5? BTI?! (5 )O& 9B5+TIO5!% (5C OT?6 !"?+I(A (!!I@5M?5T!

@ID?5 &C T? @?5?6(A !?6DI+?! !B"?6DI!O6 / +(M" !B"?6DI!O6.











Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +,.

Contro No!

"e# : 181E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT LABOU" MANAEMENT "ELATION

(ll superiors and epartment Managers must ta<e up responsibility for personnel who report to them.

Management staff must contribute to the maintaining of cordial relations with the wor< force and develop ahealthy wor<ing relationship.

9or this to be possible% they should be familiar with

- the terms of settlement

- important provisions of labour laws

- types of misconduct and action to be ta<en

- the art of handling grievances

Management staff must <eep the !ite "ersonnel epartment fully informed of any significant development

on a daily basis that is li<ely to lead to poor Aabour Management 6elations.

!upervisors should be careful and discriminate in acts that are directly wor< related and attempt to resolve

it along with their Managers% <eeping the !ite "ersonnel epartment well informed. (ny matter that is

li<ely to gravitate should be immediately communicated to the !ite "ersonnel epartment.

The !ite "ersonnel epartment% being specialist !taff will provide information to the Aine Managers and

educate them on labour matters at meetings and on a regular basis through programs.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 18'E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT LEA3E "ULES

,! Leave not to <e $a%>ed as a >atter o# "%'ht :

1.1 ?cept annual leave with wages and maternity leave no leave can be claimed as a matter of right.

1.' 9ull discretion shall rest with the Management to grant leave% to refuse or revo<e such

leave at any time according to the eigencies of service of the +ompany. This shall not%however% be interpreted in such a way as to abridge the leave entitlements of the

employee and employees should% as far as possible% be encouraged to ta<e leave at regular

intervals.

.! Types o# Leave :!ub3ect to provisions of 6ule 1 above% the following types of leave shall be admissible to

employees :

'.1 (nnual Aeave with wages #"rivilege leave$

'.' +asual Aeave

'. !ic< Aeave

'.2 Maternity Aeave

2! Annua Leave pr%v%e'e Leave F:-

.1 (nnual "rivilege leave of '1 days is applicable to senior !' level staff and below. This

staff can only avail of this leave provided they complete one year service with the

+ompany. +onsideration can be made in special cases to employees who wants to availthis leave before completion of one year on emergency ground on pro-rata basis only if

he completes minimum si month of service.

.' (nnual privilege leave of 7 days is applicable to staff of ?-1 )unior ?ecutive leveland above.

.. The maimum amount of the (nnual Aeave that may be granted to an employee% on any

single occasion% shall not eceed '1 / 7 days and shall not be granted on more than twooccasion in a year.

.2 (pplication for (nnual Aeave% with wages% shall normally be submitted to the Bnit

Manager concerned at least 7 wor<ing days prior to the date on which leave is tocommence. The Bnit Manager shall approve and pass orders and send a copy to the !ite

"ersonnel epartment for record. (pplication form is enclosed as Anneure! +,2 ,F





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 18E##e$t%ve

IMM

"epa$e &a'e ++.

SUB)ECT LEA3E "ULES

.4 ?very employee who is granted leave shall submit% through ead of the epartment.

eparture 6eport before proceeding on leave in the form attached as Anneure +,2.F

and )oining 6eport on resumption of duty in the form attached as Anneure!+,22F

These reports will be counter signed by the site incharge and a copy of it forwarded to

employee by the ead of the epartment concerned% duly counter signed to the !ite In-

charge for his maintenance and approval.

. In case leave has not been sanctioned or is reuired to be postponed% the fact of such

refusal or postponement shall be intimated% in writing% to the employee concerned.

!uch refusal / postponement shall not debar the employee from accumulating leave in

ecess of 1>7 days for ?1 ?ecutive and above and 2' days for ! ' !enior staff and below.

.8 If an employee% after proceeding on leave% desires an etension thereto% he shall ma<e anapplication% in writing% for the purpose% to the ead of the epartment% who shall pass

orders thereon and forward the application to the Bnit Manager. ( copy of the same should

be forwarded to !ite "ersonnel epartment for records. Orders of the head of the

epartment shall be conveyed% in writing% to the employee concerned through 6egistered(. . or Telegram% as the occasion may demand and a reply sent in this manner shall be

deemed to be sufficient proof of reply having been received by the employee concerned.

.> uring the period of annual leave% an employee shall be entitled to the same pay andallowances as admissible to him on the day immediately preceding the date of

commencement of such leave.

(n employee% who does not report for duty within > days from the date of epiry of leaveoriginally sanctioned and / or subseuently etended shall be deemed to have voluntarily

resigned from the service of the +ompany from the date he was due to resume duty.

! En$ash>ent o# Annua Leave :

2.1 (n employee may be allowed encashment of (nnual Aeave once in a calendar year% to

the etent of 47R of the (nnual Aeave to his credit% sub3ect to a minimum of 14 days and

maimum of 7 days% without availing leave for such encashment.

9or computing the rate of encashment% full pay of the month in which leave encashment

is availed shall be ta<en into consideration; no allowances / other benefits shall be

included for the purpose. Month for this purpose% shall be ta<en as of thirty days.

2.' 5o deduction% other than for Income Ta and other statutory deduction shall be made

from the amount payable on account of encashment of leave.





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 182E##e$t%ve

IMM

"epa$e &a'e

++2

SUB)ECT LEA3E "ULES

2. (n entry in respect of Aeave ?ncashment shall be made in the personal !ervice 6ecord of

the employee concerned maintained in the respective Bnit.

2.2 9orms of application for sanction of (nnual Aeave ?ncashed and Aeave ?ncashment

Orders are attached as Anneure +,2,F respectively

0! Casua Leave :

4.1 +asual leave is intended to meet special or unforeseen circumstances. .

4.' +asual Aeave upto a maimum of 17 days in a calendar year shall be admissible to

employee M-1 Aevel and above to cover his casual absence for personal reasons.

4. The +asual Aeave shall be limited to maimum days at a time.

4.2 "rior sanction shall invariably be obtained before proceeding on leave. owever% inemergent cases% beyond the control of an individual% the competent authority shall be

informed of the absence and immediately on resumption of duty% an application% in

writing% on prescribed form% attached as Anneure +,27F shall be submitted see<ing

sanction of leave to regularize the absence.

4.4 5umber of days of leave not availed during the calendar year shall be allowed to be

merged with the (nnual Aeave or encashed% at the discretion of the employee.

4. 9or the purpose of encashment of such +asual Aeave% full pay for the month of

ecember of the year in which +asual Aeave has not been availed% shall be ta<en into

consideration; however% days of the month for the purpose of encashment shall be ta<en

as 7 only.

4.8 (n employee% who does not report for duty within > days from the date of epiry of leave

originally sanctioned and / or subseuently etended shall be deemed to have voluntarily

resigned from the service of the +ompany from the date he was due to resume duty.

7! S%$= Leave :

.1 ( employee in the grade of M -1 level and above and who are not covered under ?!I+

may be granted !ic< Aeave upto a maimum of 17 days in each calendar year. 9orm of application for !ic< Aeave is attached as Anneure +,27F

.' !uch leave shall be granted on medical grounds% duly supported by a Medical +ertificate

from a 6egistered Medical "ractitioner.

. (n employee granted !ic< Aeave shall% at the time of resuming duty% have to submit

9itness +ertificate from the same 6egistered Medical "ractitioner who had recommended

grant of leave.





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 184E##e$t%ve

IMM

"epa$e &a'e

++

SUB)ECT LEA3E "ULES

.2 uring the period of !ic< Aeave% an employee shall be entitled for the leave salary that

would have been admissible to him had he been on (nnual Aeave during that period.

.4 (n employee shall cease to earn !ic< Aeave under these 6ules when the leave earned

amounts to 7 days.

. (t present all employee drawing wages 6s.777.77 and below i.e. &asic K earness(llowance K .6.( K (ttendance (llowance K !hoe Maintenance (llowance K !ite

(llowance. will be covered under ?!I+. (ll benefits applicable under the ?!I+ scheme

*ill be made available to these employees. (nneure regarding the same is attached.

4! Matern%ty Leave :8.1 ( female employee who is not covered under the ?!I+ shall be granted Maternity Aeave%

on full pay% for a period of 07 days in accordance with the Maternity &enefits (ct.

?mployees covered under the ?!I !cheme shall get benefit from ?!I+ only.

8.' (n application for maternity leave will be supported by a +ertificate from a 6egistered

Medical "ractitioner / ?!I "anel octor as the case may be.

8. Maternity Aeave may be combined with "rivilege / (nnual Aeave% upto a maimum of 7

days.

8.2 9orm of application for Maternity Aeave is attached as Anneure +,2F

6! Sundays 5 Ho%days :

>.1 !undays and olidays immediately preceding or following any type of leave shall be

deemed to be prefied or suffied to that leave in the normal course% unless specificallyordered otherwise by the Management% and they shall not be counted as part of the leave.

>.' ( !unday and a oliday falling between the first and the last day of any leave period

shall count as part of that leave.

1! Co><%nat%on o# Leave :

Maternity Aeave may be combined with "rivilege / (nnual Aeave. Aeave of any other type

admissible under these rules shall not be allowed to be combined with other type # s $ of leave.

,+! Leave A$$ount :

( Aeave (ccount showing various types of leave earned / availed of shall be maintained by the

respective Bnits and a copy forwarded to !ite "ersonnel epartment for record only% and the balance at credit shall be wor<ed out therein on each occasion when leave is granted / availed.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 18E##e$t%ve

IMM

"epa$e &a'e

++0

SUB)ECT LEA3E "ULES

,,! Nat%ona or *est%va Ho%days ?%th Wa'es :

11.1 5ot less than 5ational or 9estival olidays shall be declared for each +alendar Cear.

11.' (n employee shall be entitled to these olidays only if he was present for wor< or was

on authorised leave% with wages% on days both preceding and succeeding the said paid

holidays.

11. 5ational and 9estival olidays to be observed in a calendar year shall be displayed on the

5otice &oard of the +ompany in ?nglish in )anuary each year.

,.! Co>pensatory O## and Spe$%a &a%d Ho%days :

(ll members of the staff including !upervisory E 5on-supervisory staff who due to eigency of wor<% have to attend duty on the day they have opted for oliday or on a +ompulsory oliday% as

listed out in the (nnual oliday chart% or on wee<ly off day% shall be entitled to avail

compensatory off on any wor<ing day of their choice% by applying and obtaining prior permission /approval% in writing. Its form is attached as Anneure +,20F

,2! enera :

+ases not covered by or reuiring relaation of these rules or where doubt has arisen regarding theinterpretation thereof shall be referred to the "ersonnel epartment and the "ersonnel epartment

shall consider each case on its merit and submit it to the +hairman whose decision in such cases

shall be final.







Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 180E##e$t%ve

IMM

"epa$e &a'e

++6

SUB)ECT LEA3E "ULES

#!pecimen$ (nneure 71#$


)OININ "E&O"T

+onseuent upon epiry of leave sanctioned to me vide my (pplication dated % I have reported for

duty today forenoon.

Ta=%n' over o# ;%t #ro> Sa#e Custody a#ter resu>%n' duty

Sr! No Ite> Des$r%pt%on /uant%ty "e>ar=s

1 !afety Aoc<

' Mattress

"illow

2 &ed !heet

4 Bniform

!hoe

8 !afety @oggles

> !afety elmet

0 &lan<et17 Others #!pecify$

11

1'

6eceived in good order items <ept in safe custody.


5ame :

esignation :

--------------------------------------------------------------------------------------------------------------------------------

Counters%'ned

!ignature

5ame :

esignation #!ite Manager / Bnit In-charge$

ate :

";S&O 17F

+irculation : - 1. ?mployee '. !ite



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 1>7E##e$t%ve

IMM

"epa$e &a'e ++1

SUB)ECT LEA3E "ULES

#!pecimen$ (nneure 71#2$


MATE"NIT8 LEA3E A&&LICATION *O"M

5ame of the ?mployee :

esignation :

".9. 5o. :

!ection / Office of "osting :

Maternity leave reuested for days from to

Medical +ertificate from :

r.

6egistered medical "ractitioner% attached.

!ignature of the ?mployee

ate :

------------------------------------------------------------------------------------------------------------------------------------------------

Aeave reuested for is sanctioned% sub3ect to admissibility.

Mr. / Mrs. / Ms. will loo< after wor< of Mrs. during the

period of her absence of leave.

!ignature

esignation :

ate :

---------------------------------------------------------------------------------------------------------------------------------------------

Adv%$e to A$$ounts Depart>ent :-

The amount of 6s. #6upees $ is to be paid towards Maternity leave

allowance to Mrs. .

!ignature#Bnit Manager / !ite In-charge$

ate : GGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGG

C%r$uat%on : ,! Or%'%na to <e sent to A$$ounts Depart>ent #or pro$ess%n' pay>ent

.! .nd Copy to >a%nta%ned at S%te

2! 2rd Copy to <e #or?arded to S%te &ersonne Depart>ent #or re$ord aon' ?%th

photo $opy o# pay>ent vou$her a#ter d%s<urse>ent



";S&O 17F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,2

Contro No!

"e# : 1>1E##e$t%ve

IMM

"epa$e &a'e +,+

SUB)ECT LEA3E "ULES



A&&LICATION *O"M *O" COM&ENSATO"8 O**

1. 5ame of ?mployee :

'. esignation :

. ?mployee +ode 5o :

2. Bnit :

4. etails of wor< performed

on holidays

a$ ate :

b$ *hether Offday or oliday :

. +ompensatory off. reuested on in lieu holiday #s$ on .

S%'nature o# E>poyee

+ompensatory off in lieu of having wor<ed on is granted / not granted.

Immediate !upervisor Bnit Manager / !ite In-charge

---------------------------------------------------------------------------------------------------------------------------------

-----

Copy #or?arded to S%te &ersonne Depart>ent #or re$ord on GGGGGGGGGGG

"e$e%ved <y S%te &ersonne Depart>ent on GGGGGGGGGGGGGGGG



";S&O 17F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +,

Contro No!

"e# : 1>2E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT MEDICAL E(AMINATION O* EM&LO8EE

"ULES

Med%$a Ea>%nat%on #or Appo%nt>ent :-

?very candidate shall be reuired to undergo a medical eamination by an (uthorised Medical Officer% at

the time of his first appointment to a post under the +ompany% including appointment on contract or part-

time basis% and shall be reuired to produce a +ertificate of fitness from that (uthority.

Once a candidate is as<ed by an authority to produce a Medical +ertificate of fitness either

for entry into the +ompany,s !ervice or for any other purpose% and has been actually eamined and

declared unfit% it will not be open to such authority to use its discretion to ignore the certificate that has

been produced.

&"E-&LACEMENT MEDICAL E(AM

1. "ast Occupational istory

'. +linical ?am / Test to establish base-line data base.

. To establish the fitness standards for all categories of 3ob.

"re-placement Medical ?am :- !hould include detail physical eamination including vision testing%

routine blood% stool% urine eamination -ray% +hest% &lood @roup% D6A% ID% *I(A% ?!6.

In addition to the above% for rivers (udiometry &lood ?amination% two hours after food%

?lectrocardiogram% Ophthalmic chec< up by a specialist. is mandatory.

9or Technical crew (udiometry is mandatory.

&"OCEDU"E *O" MEDICAL E(AMINATION AT THE TIME O* A&&OINTMENT!

1. "rior to (ppointment% the appointing authority shall first ensure that the employee is certified

=,MEDICALL8 *IT by the +ompany octor and hence he shall arrange for his medical

eamination for and on determination of his physical fitness.

'. (ll new recruits will have to bear the cost of medical eamination% which will include costs of

prescribed tests #@eneral or !pecified$

. The appointing authority will then despatch the new recruit to the "athologist for carrying out thenecessary bio-chemistry and pathology tests.

2. The new recruit will return to the appointing authority after collecting the lab reports. The

appointing authority will then despatch the new recruit to the +ompany octor for a complete pre-employment medical eamination with the lab reports and his #employee$ health data

declaration sheet.



4. The +ompany octor will study the lab reports and decide on repeat test if reuired after first

administering treatment. The new recruit will have the options of% only obtaining a prescription

from the +ompany octor and purchasing the reuired medication from an outside source.







Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,

Contro No!

"e# : 1>E##e$t%ve

IMM

"epa$e &a'e

++2


"ULES

"eriodic Medical ?amination is to be carried out as follows :

!ite "ersonnel : Once every si month / once a year depending upon the contract.

&ase Office "ersonnel : for 27 Cears and above : Once a year

?ceptions for eample iabetic% hyper-tension% cardiac problems need depending on individual basis.

"eriodical eaminations should include the following :

etailed "hysical ?amination

6outine &lood% stool and urine eamination

F - 6ay of the chest

?.+.@.% &lood !ugar and cholesterol to be done for employees over the age of 27 years.

Other tests as per special categories e.g. ?chocardiography.

Aipid "rofile : Treadmill !tress Test.

9emales : &reast eamination and @ynec chec< ups including "apsmear.

&"OCEDU"E *O" &E"IODIC HEALTH E(AMINATION

1. On completion of the medical fitness period as stipulated in the schedule laid down for various

categories of employees the appointing authority will despatch the employee for a health

eamination. In doing so he will follow the schedule of tests prescribed against the concerned

employee category.

' The employee will then proceed to the pathologist and other specialist if reuired and then return

to the appointing authority after obtaining the results of the tests.

. The appointing authority will then despatch the employee to the +ompany octor for health

eamination along with the results of the tests.

2 The +ompany octor will accordingly eamine the employee and note his findings in the baselinemedical chec< up card and then certify the employee fit after indicating the category of

fitness.

4. If in the opinion of the +ompany octor the employee is unfit he will administer treatment andrepeat tests till a clear test report is obtained.

. (n employee is free to obtain treatment from an eternal source.





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,

Contro No!

"e# : 1>8E##e$t%ve

IMM

"epa$e &a'e

++


"ULES

8. The +ompany will bear the entire cost to the periodic health eamination% however all cost of

treatment will have to be borne by the employee. 6eimbursement of treatment epenses will belimited to that prescribed in the +ompany,s personnel policy for the concerned category and will

only be applicable presently for base office staff.

STANDA"D &H8SICAL *ITNESS

5o specific standards of physical fitness other than stated below have been prescribed :-

The +ompany octor shall eercise his discretion to determine whether the candidate is fit to discharge theduties reuired of him continuously and efficiently.

To be passed as fit for appointment a candidate must be in good mental and bodily health and free from any

physical defect li<ely to interfere with the efficient performance of the duties of his appointment.

HEIHT 5 WEIHT :

The candidate,s eight will be measured as follows :

e will remove his shoes and this again stand with his feet together and the weight thrown on the heels andnot on the toes or other side of the feet. e will stand erect without rigidity and with heels% +alves%

buttoc<s and shoulders touching the standard% the chin will be depressed to bring the verte and the head

level under the horizontal bar and the height will be recorded in centimeters.

Minimum height and weight standards are :

!ite "ersonnel : eight : 5/(

*eight : Male - 2> Gg% 9emale : 24 Gg

The candidates chest will be measured as follows :

e will be made to stand erect with his feet together and to raise his arms over his head. The type will beso ad3usted around the chest% the arms will then be lowered to hang loosely by the side and care will be

ta<en that shoulders are not thrown upward or bac<wards.

The candidate will then be directed to ta<e a deep breath several times and the maimum epansion of thechest will be careful noted.

The minimum and maimum will then be recorded in inches. *hile recording the measurement% fraction

of less than 1 / ' centimeters should not be noted.

E8ES :

The candidate ?ye-!ight will be tested in accordance with the following rules : The result of each test will be recorded. There shall be no limit for the minimum na<ed vision.





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,

Contro No!

"e# : 1>>E##e$t%ve

IMM

"epa$e &a'e

++0


"ULES

The standard for distant and near vision with or without glass shall be as follows :

D%stant 3%s%on Near 3%s%on

&etter ?ye *orse ?ye &etter ?ye *orse ?ye

#1$ #'$ #$ #2$

/ 0 or / 0 7. 7.>

/ / 1' 7. 7.>

Note :-

1. *hen the age candidate at the time of appointment is 4 years or more% the corrected visual

acuity will be reduced by one step

'. The total amount of Myopia shall not eceed - >.77 and total ypermetropia shall not eceed K

.77 in the case of candidates above the age of '7 and -.77 and K .77 in the case of thoseupto the age of '7.

NIHT BLINDNESS :

5ight &lindness need not be tested as a routine but only in special cases.

OCULA" CONDITIONS OTHE" THAN 3ISUAL ACUIT8 :

(ny organic isease or a progressive refractive error which is li<ely to result in lowering of Disual acuity

should be considered as a disualification.

T"ACHOMA :Trachoma unless complicated shall not ordinarily be a cause for disualification.

9or regular appointment One eyed persons are to be regarded as unfit. owever% one eyed individuals may

be considered for contractual employment% provided the visual acuity in the functioning of eye is // for

distant vision and 7. for near vision and the refractive error is not more than K / -2.77 .

BLOOD :

&lood should be eamined and complete blood count should be recorded. emoglobin should be above 12

@rams in Male and 1 @rams in 9emale if less than stated limit then treatment by way of iron In3ection /

tablet should be administered. If the count fails to rise despite administering of Iron investigate the cause%for eample% Malaria% oo< *orm% etc. Total white +ell count of 8 to 11%777 is normal. If the count

eceeds 11%777 then the cause should be treated and the test repeated.





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,

Contro No!

"e# : 107E##e$t%ve

IMM

"epa$e &a'e

++4


"ULES

CHEST :

+hest should be well formed and its epansion sufficient.

eart and Aungs should be sound% any diastolic murmur% cardiac enlargement is a case for re3ection. (nyevidence of active "ulmonary Tuberculosis is sufficient for re3ection.

ABDOMEN :

+hec< abdominal tenderness% masses% fluid abnormal distention% bowels tones% enlargement of liver or spleanor <idneys. 9or pain over liver% spleen% <idneys% bladder distention% pulsation or (orta and prostrate.

HE"NIA :

(ny ernia is cause for re3ection until corrected.

HEMO""HOIDS O" *ISTULA :

!evere emorrhoids of 9istula and or rectal abscesses are cause for re3ection until corrected.

ENITALIA :

Denereal diseases are cause for re3ection until corrected. "himosis% ; !ince venereal Blcers can not be seen%

should be corrected by circumcision.

3A"ICOSE 3EIN AND 3A"ICOCELE :

Moderate to sever cases are cause are for re3ection.

H8D"OCELE :

(ny evidence is cause for re3ection until corrected.

NEU"OLOICAL :

(ny neurological defect to be re3ected.

S&INES9 *EET9 AN;LE 5 HANDS :

(ny disability over 7 percent of an<le% hand or feet is sufficient for re3ection.

(ny limitations of motion of the an<les is evidence for re3ection. 9lat feet of such a nature as to

incapacitate or become aggravated by wor< or be alleged later to been caused by accident or occupation is

evidence for re3ection.

S&OND8LOLISTHESIS :

!pondylolishesis is cause for re3ection.

DE*O"MITIES :

eformities are not cause for re3ection. If in the 3udgement of the octor they will have no effect in )ob

performance.



Issued <y

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Date

17++,

Chapter

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Contro No!

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"ULES

E(T"EMITIES :

(ny old fracture of an etremity if asymptomatic and no limitation of motion is not evidence for re3ection.

The employee particular 3ob must be ta<en into consideration when there is a limitation of motion.

(ny bony wea<ness due to Osteomyelities or Tuberculosis is cause for re3ection.

Missing 9ingers or Toes or parts thereof are not cause for re3ection. If in the 3udgement of the octor they

will have no effect on the 3ob performance.

S;IN DISEASE :(ny form of s<in disease is cause for re3ection until corrected.

COMMUNICABLE DISEASE :

(ny form of communicable disease is case for re3ection until corrected.

Med%$a Ea>%nat%on #or Leave :

1 ?very application for leave% or etension of leave% on medical grounds% shall be accompanied by a

Medical +ertificate from 6egistered Medical "ractitioner / approved ?.!.I. octor% as the case

may be.

' In case where the leave applied for is for less than days% the sanctioning authority may% at its

discretion% waive off the condition of production of Medical +ertificate.

5o employee who has been granted leave on Medical +ertificate shall be allowed to return to dutyunless he produces a Medical +ertificate of 9itness from the same 6egistered Medical "ractitioner

/ approved ?.!.I. octor% as the case may be% who had earlier recommended leave.

"es%duary &o?ers :

?very case which is not covered by these rules% or which reuires relaation of the same% shall be referred

to the "ersonnel epartment from obtaining decision of the +hairman.



Issued <y

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Date

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Chapter +,

Contro No!

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"ULES

MEDICAL "ECO"DS

NEED

1. Management,s concern for employees.

'. Industrial relations Issue

. 5ew Aegislation

2. +ompensation +osts increases

4. Increased "ublic (wareness of hazards.

. emand for accountability of productivity and cause of accidents

8. 9ulfill contractual obligations.

OB)ECTI3ES

1. 9or !tatutory performance

'. 9or ?pidemiological Investigation

. 9or comparing health status at any point with previous data

2. 9or Aegal 9itness / Medico - Aegal !afety

CATEO"IES

(. Ind%v%dua "e$ords

- "aper / +omputerised 6ecords

- 6ecord of each ?pisode of sic<ness or In3ury.

& A$t%v%ty "e$ord

- !tatistical (nalysis and 9eed-bac<

- !tatutory obligations% mainly for hazardous process / wor< environment

- 9or the benefit of ?mployees and authorities

+. "e$ord o# e>poyee

- Once in si months - If ?mployee has notifiable disease and if employee leaves

employment.



- If reuired by specified authorities if demanded by ?mployee or his octor.



Issued <y

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SUB)ECT MEALS ON DUT8

?mployees wor<ing at Bnit will be entitled to meals on duty as per the Bnits specification% but on de#aut

basis the following meals on duty are applicable to the employee.

Sr! No.

Sr! No

Cate'ory Brea=#ast Lun$h Tea D%nner

1 ) 1 - ) ' - ! 1- !

' - !taff

One 5orth Indian

/ !outh Indian

&rea< fast

preparation K Tea

/ +offee

?gg "reparation -Twice a wee<

One E'' - #or ,

&ersonF

*hen 5on

availability of

!outh Indian /

5orth Indian

&rea<fast then -

&read to be

served

6ice

al

One Degetable

"ic<le

5on-veg - twomeals in a wee<

"apad E 9ruit -

On !unday for

one meal

Tea or +offee

' &iscuits

6ice

al

One Degetable

"ic<le

' ? 1% ? ' -

?ecutive

One 5orth

Indian / !outh

Indian &rea<fast

One seasonal

9ruit Tea or

+offee ?gg

preparation -

thrice a wee< .One ?gg - One

person. *hen

5on availability

of !outh Indian /

5orth Indian

&rea<fast then -

6ice

al

Two Degetable

"ic<le

+hapati

5on-veg - si

meals in a wee<

#*hen non-vegserved then only

one vegetable to

be served$

"apad E 9ruit -

for two meals for

a wee<

Tea or +offee

' &iscuits

6ice

al

Two Degetable

"ic<le

+hapati



&read to be

served



Issued <y

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Chapter

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Contro No!

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SUB)ECT MEALS ON DUT8

Sr! No.

Sr! No

Cate'ory Brea=#ast Lun$h Tea D%nner

? !r.?ecutive

and above

?ggs to order

+ornfla<es

O6

Oats with mil<

O6

(ny Indian

&rea<fast.Tea

O6

+offee

&read with

preserve

Cost o# <rea=#ast

per person

shoud not

e$eed "s!,+-

One !alad

6ice

al

Two Degetarian

O6

One Deg

One 5on-veg

essert

O6

9ruit

"ic<le

Cost o# Lun$h

per person

shoud not

e$eed "s!.+-

Tea or +offee

' &iscuits

O6

+a<e

One !alad

6ice

al

Two Degetarian

O6

One Deg

One 5on-veg

essert

O6

9ruit

"ic<le

Cost o# D%nner

per person

shoud not

e$eed "s!.+

E 2 Sr!Ee$ut%ves 5 a<ove Brea=#ast 5 Lun$h will be served in the ?ecutive dining 6estaurant of

which the menu will be totally at the discretion of the ?ecutive +hef. .

*or *est%vas 5 O$$as%ons i.e. iwali% F-Mas% 5ew Cear special food should be made available which

should consist of One !alad K Two Degetarian K One 5on-veg K "ulav K al K One essert.



Issued <y

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Date

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Chapter +,7

Contro No!

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SUB)ECT LOANS AND AD3ANCES

LOANS

(n employee who has completed minimum two years of service with the +ompany with good proven trac<

record% can apply for a loan not eceeding 6s.%777.77.#6upees Three thousand$

Aoan application should be forwarded in writing to the Bnit In-charge who in turn will forward to the

Operational Manager / "ersonnel Manager. The Bnit In-charge before forwarding the application should

scrutinizes very minutely whether the employee is actually in dire need of funds. "lease note it will be

totally at the discretion of the Management whether to disburse the loan or not.

6ecovery of the loan will be done on installment basis which will be informed accordingly to the

employee. Minimum recovery on installment basis will be 6s.477.77 per month. Aoans once sanctioned to

an employee can not be sanctioned again at least for net two years.

AD3ANCE AAINST SALA"8

(dvance against salary will be done only in cases of emergency. ?mployee should fill up his (dvance

(uthorisation 9orm which should be forwarded to the Bnit In-charge for his (uthorisation.

Bnit In-charge before (uthorising such advances should always note i.e. advances should not eceed to

amount more than his net salary for that particular month. (dvances on salary should not be given for

more than two time in a year.

"es%duary &o?er :

+ases not covered by or reuiring relaation of these 6ules shall be referred to the "ersonnel epartment

for consideration and submission to the +hairman for decision.







Issued <y

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Date

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Chapter

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SUB)ECT CONDUCT 5 DISCI&LINE "ULES

,! Author%ty to >a=e Appo%nt>ent :

(ll appointments to posts in the +ompany shall be made by the +hairman.

The +hairman may% by an order and sub3ect to such conditions as he may deem necessary and

specify in the order% delegate to any other authority the power to ma<e such appointments.

(ll other authority other than appointment is reflected on Anneure +,4,F

.! enera :

?very employee shall at all times :

'.1 maintain absolute integrity;

'.' maintain devotion to duty; and

'. do nothing which is unbecoming of an employee.

?very employee holding a supervisory post shall ta<e all possible steps to ensure the integrity and

devotion to duty of all employees for the time being under his control and authority.

2! A<sen$e #ro> Stat%on :

*hole time of an employee shall be at the disposal of the +ompany and he shall serve the

+ompany in its business in such capacity and at such places% as he may% from time to time% be

reuired and directed by his superior.

(n employee shall not absent himself from duty without having obtained permission of the

competent authority.

5o employee shall leave the station where he is posted without obtaining previous permission

from his immediate !uperior Officer unless so authorised by the competent authority.

! )o%n%n' o# Asso$%at%ons <y E>poyees :

5o employee shall 3oin or continue to be a member of an (ssociation the ob3ects or activities of

which are "re3udicial to the interests of this +ompany as also of the sovereignty and integrity of

India% public order or morality.

0! De>onstrat%on and Str%=es :

5o employee shall :

4.1 engage himself or participate in any demonstration which involves incitement to anoffense; and

4.' resort to or in any way abet any form of stri<e or physical duress in connection with any

matter pertaining to his service or the service of any other employee of the +ompany.



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Date

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7! Se$re$y :

.1 5o employee shall disclose to any unauthorized or unconcerned person any information

regarding the set-up of the +ompany% special euipment% confidential matters% secretinformation or other information belonging to the +ompany% either by way of lectures%

models% or writing in any news papers% magazines% pamphlets% literature etc. or in any

other way.

.' 5o employee shall carry with him outside the premises of the +ompany any papers%

boo<s% photos% instruments% documents or any other property of the +ompany or relating

to the +ompany,s affairs% without prior permission of the Management% in writing :

. (ny boo<s% sheets% diagrams% photos and other similar papers etc. containing notes or information relating to the affairs of the company shall be treated as +ompany,s property%

whether prepared by the employees or otherwise% and shall% on demand% at any time% be

returned to the +ompany. (ll such diagrams% charts% boo<s% photos etc.% shall be handedover by the employee to the Management no sooner he ceases to be the employee of the

+ompany.

4! &r%vate E>poy>ent Trad%n' :

5o employee shall ta<e up any other employment% whether for gain or not% without prior written

permission of the +hairman.

9urther% no employee shall% ecept with the previous written permission of the +hairman% engagehimself% directly or indirectly% in any trade or business or profession or vocation.

6! E>poy>ent o# near reat%ves o# e>poyees %n th%s Co>pany as ?e as %n any Co>pany or

*%r> en@oy%n' patrona'e o# th%s Co>pany :

>.1 (s soon as any member of an employee,s family% or any of his relation% 3oins a post in

this +ompany% the employee shall inform in writing the "ersonnel epartment% through

the ead of the epartment.

>.' 5o employee shall use his position or influence% directly or indirectly% to secure

employment for any member of his family in any +ompany or firm en3oining patronage

of this +ompany.

>. 5o employee shall% ecept with the previous sanction of the competent authority% permit

any member of his family to accept employment with any +ompany or firm with which

he has official dealings or with +ompany or firm having official dealings with this+ompany.

In cases where acceptance of the employment cannot await the prior sanction of the

competent authority% employment may be accepted provisionally sub3ect to ultimatesanction of the competent authority to which the matter shall be reported forthwith.







Issued <y

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Date

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Chapter

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Contro No!

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,! Ident%ty Cards :

?very employee% irrespective of the position he holds% shall be issued an Identity +ard as per Anneure +,4.F with his photograph duly affied therein and containing name% designation% and

office / place of posting of the employee. The authorised !ignatory for issue of Identity +ard will be decided at the time of commencement of every contract. 5o change in signatory will be

permitted unless authorisation is given by the +hairman or his appointed authority. ?very Identity

+ard will have a rubber stamp of the +ompany affied on the right hand corned of the photograph

of Identity +ard.

?very employee shall display this Identity +ard on his / her person% while on duty. non-display of

the Identity +ard% on person% while on duty% shall render an employee liable for disciplinary action.

Aoss of the Identity +ard shall be reported by the employee to the ead of the epartment% whoshall inform the "ersonnel epartment accordingly% immediately and also to the "olice.

( duplicate Identity +ard% in such a case% will be issued on payment of 6s.47/- towards the costand other incidental charges thereon.

,0! Entry 5 Sear$h :

?mployees shall enter or leave the !ite through the gate # s $ meant for the purpose.

?mployees% while leaving the !ite% may be searched at the point of eit by the @ateman or any

other person; nominated by the Management.

9emale employees shall be searched by a female searcher or any other female person nominated

by the Management; however% a female employee will not be searched in the presence of any male

person% ecept with her consent.

,7! "eturn o# Co>panys &roperty9 Eu%p>ent9 Toos et$! :

?very employee shall% before leaving the service of the +ompany% return any property% or

euipment% or tools belonging to the +ompany% issued or lent to him in connection with his

employment in the +ompany.

The cost of property% euipment and tools not returned% shall be liable to be deducted from the

dues payable to him.

,4! Conv%$t%on or arrest o# an e>poyee :

(n employee convicted by a court of law or arrested shall report promptly the facts of his

conviction or arrest to his epartment !uperiors. 9ailure to do so shall render him liable to

disciplinary action.

,6! &ress%n' o# $a%> or see=%n' redress o# a 'r%evan$e %n serv%$e >atters :

(n employee shall approach in person or address% in writing% his immediate !upervisor and see<

re-dressal of his grievance% as the immediate !upervisor is the first source of information% help%advice% encouragement and training% and is the person directly responsible for assigning% directing

and reviewing the employee,s wor<.





Issued <y

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Date

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Chapter

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Contro No!

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The !upervisor shall tal< with the employees wor<ing under his supervision about the wor< and

conduct and try to answer employees, uestion% solve their problem and ta<e not of the

suggestions.

In case where the immediate !upervisor is not able to solve an employee,s problem or redress his

grievance% the employee concerned may approach the ead of the epartment concerned and if

the employee is still not satisfied% he may approach the ead of the "ersonnel epartment with anapplication% in writing% addressed to the +hairman so that his grievance is redressed speedily. The

head of the "ersonnel epartment shall eamine the matter and submit facts of the case%

comments of the ead of the epartment concerned and position of rules% with his

recommendations% to the +hairman within 17 wor<ing days from the date of receipt of the

application. ecision of the +hairman shall be final.

,1! &u<%$at%on o# Wor=%n' Hours :

"eriods and wor<ing hours for all classes of employee may be displayed% in ?nglish% on the 5otice&oard of the +ompany located at the site.

The Management may% according to the convenience of its clientele% or for any other reason%

change the wor<ing hours of the ?stablishment% from time to time.

.+! Attendan$e :

?mployees must be at the place of wor< by the fied / notified time.

?mployees attending late shall be liable to be shut-out and treated absent for the particular day;

however% an employee who reaches site within 14 minutes of the fied / notified starting time may

be allowed to perform his / her duties.

9urther% an employee coming late to wor< or found absent from his station / place of wor< during

wor<ing hours% without sufficient reasons or without authorisation from his / her !upervisors% shall

be treated absent for the duration of his / her absence and shall not be entitled to wages for the

period. In addition% the competent authority may% at its discretion% also ta<e suitable disciplinaryaction against the employee concerned.

.,! &u<%$at%on o# Ho%days Wee=y O## Days :

9estivals% 5ational and other olidays and *ee<ly Off days under the provisions of the relevant!hops E ?stablishment (ct% to be observed during the particular calendar year% shall be displayed%

in ?nglish% on the 5otice &oard of the +ompany% in )anuary each year.

..! Sh%#t Wor=%n' 5 Cosure o# Depart>ent o# Co>pany :(ll epartment% ?stablishment or !ection may wor< in more than one shifts and employees

wor<ing therein may be rotated from one shift to another% in the interest of wor< of the +ompany.



Issued <y

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Date

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Chapter

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Contro No!

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The +ompany may% at its discretion% start an additional shift or alter or discontinue eisting shift

# s $ or restart a shift.

!ave in emergencies% a notice of 2> hours shall be displayed% in such cases% on the 5otice &oard or

the +ompany.

If as a result of discontinuance of a wor<ing shift% some employees are rendered surplus and their services have to be dispensed with% it shall be done in accordance with the law% in force% for the

time being.

In case a shift is to be re-started% notice thereof shall be given either in a newspaper having wide

local circulation or by letters sent by registered post to individual employee # s $ concerned at his /her / their last <nown address and the employees whose services were dispensed with as a result of

discontinuance of the shift% shall% if they present themselves within 8 days from the date of

publication of notice or posting of letters% be given preference for re-employment according tolength of their service in the respective category% ecept in cases of employees with history of

misdemeanour% misconduct% inefficiency or who have been punished% tolerated or condemned.

The Management may% at its discretion% also close down any epartment or !ection of the+ompany. If as a result of such closure% any regular employee is affected% the concerned employee

shall be given 7 consecutive days notice% in writing% or one month,s wages in lieu of such notice.

&efore re-opening such epartment or !ection% as the case may be% seven days, notice thereof

shall be given either in a newspaper having wide local circulation% or by letters sent by 6egistered"ost to individual employees concerned at the last <nown address.

On reopening of a closed department or section of the +ompany% as the case may be% preference

for employment will be given to employees% whose services were dispensed with on account of theclosure% according to the length of their service% in the category concerned% provided that they

present themselves for service at the latest by the day of re-opening ecept in cases of employees

with history of past misdemeanour% misconduct% inefficiency% or who were punished% tolerated or

condemned.

.2! Stoppa'e o# Wor= :

'.1 The +hairman% or any officer nominated by him may% at any time% in the event of natural

calamities% fire% catastrophe% brea<down of machinery% stoppage of power supply%epidemic% civil commotion% riots% heavy absenteeism% stri<e in any form% go-slow on part

of the employees% hartal% bandh and other causes beyond his control% close any !ection%

epartment% Machinery or the +ompany% wholly or partially% for any period% without

notice or compensation in lieu of such notice. In such case% the employees affected bythe closure of any !ection% epartment% Machine or the +ompany shall not get any wages

for the period of such closure.







Issued <y

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Date

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Chapter

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Contro No!

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'4. abitual absence without leave or absence without sufficient cause from the appointed

place of wor< or overstaying the sanctioned leave or absence from wor< without prior

permission% for over eight consecutive days.

'4.8 Aate attendance on more than three occasions for more than ten minutes within a month.

'4.> abitual breach of any rule or any law applicable to the +ompany or any rules madethereunder.

'4.0 +ollection or canvassing for collection without permission of the Manager any money

within the premises of the +ompany.

'4.17 +arrying on money lending business or any trade or private business of sale or

canvassing for the sale of tic<et or chances in any lotteries or raffles or the sale of any

commodity within the premises of the +ompany.

'4.11 run<enness% being under the influence of narcotics or intoication while on the premises

of the +ompany or the introduction or possession or consumption of alcoholic drin<s or

narcotic drugs on the premises of the +ompany ecept when specifically prescribed for medical purpose by the authorised Medical (ttendant.

'4.1' +ommission of any act subversive of discipline or good behaviour on the premises of the

+ompany or outside the premises of the +ompany which directly or indirectly affects thediscipline of the +ompany or connected with the wor< in the +ompany.

'4.1 5eglect of wor<% habitual neglect of wor<% or gross or habitual negligence.

'4.12 abitual breach of any rules or instructions for the maintenance and running of any

department% or the maintenance of cleanliness of any portion of the +ompany.

'4.14 abitual omission or commission of any act for which a fine may be imposed under the"ayment of *age (ct% 10.

'4.1 +anvassing for Bnion of "arty Membership or the collection of Bnion or "arty dues

within the premises of the +ompany.

'4.18 *illful damage to wor< in progress or to any property of the +ompany or the property of

any other wor<man.

'4.1> Organising% holding or attending or ta<ing part in any meeting inside the premises of the

+ompany without previous written sanction of the Management.

'4.10 isclosing to any unauthorized person any information in regard to the processes of the+ompany which may come into the possession of the employee in the course of wor<.

'4.'7 @ambling within the premises of the +ompany.





Issued <y

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Chapter

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Contro No!

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'4.'1 !mo<ing within the premises of the +ompany where it is prohibited by the Management.

'4.'' 9ailure to observe safety instructions or failure to ma<e use of safety euipment provided by the +ompany or failure to ta<e or negligence to ta<e safety measures duly notified for

protection of the employee or employee,s own person and / or fellow employees as well

as any safety device or euipment installed on the premises of the +ompany.

'4.' istributing or ehibiting within the premises of the establishment and / or its precincts

handbills% pamphlets% posters% effigies and such other things or causing to be displayed by

means of signs or writing of other visible representation or any matter without previous

written sanction of the Management.

'4.'2 6efusal to accept a charge-sheet% any order or other communications served in

accordance with the rules.

'4.'4 Bnauthorized possession of any lethal weapon in the +ompany.

'4.' Aoitering or idling away time in the premises of the +ompany during or after wor<ing

hours without prior written permission.

'4.'8 *illful falsification% defacement or destruction of or tampering of personnel records or

any records of the +ompany.

'4.'> 5ot obeying instructions relating to fire precautions.

'4.'0 eliberate interfering in wor< of another employee or person within the premises of the

+ompany while on duty.

'4.7 !leeping whilst on duty.

'4.1 6efusal to wor< on any other euivalent 3ob anywhere in the +ompany.

'4.' Ma<ing false or malicious statements% public or otherwise% against the +ompany% the

Manager or any Officer or any employee of the +ompany.

'4. ?ngaging in any civil% political or trade union activities during the wor<ing hours ecept

permitted by lay or Management.

'4.2 Ta<ing up any wor<% detrimental to the service of the +ompany% without the written permission of the Manager.

'4.4 Bnauthorized loan or transfer of a tic<et% pass% identification badge% euipment or

property of the +ompany to another person.

'4. 9ailure to report contagious or infectious disease affecting the +ompany,s own person% a

member of his family or any other employee.



'4.8 ?ngaging in any other employment which results in double employment.





Issued <y

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Date

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Chapter

+,4

Contro No!

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26.1 Minor Penalties

'.1.1 +ensure;

'.1.' !uspension without wages for a period not eceeding four days;

'.1. *ithholding of increment # s $ of pay with or without cumulative effect;

'.1.2 *ithholding of promotion; and

'.1.4 6ecovery from pay or such other amount as may be due to him of the whole or

part of any pecuniary loss caused to the +ompany by his negligence or breach of

orders.

26.2 Ma!or Penalties

'.'.1 6eduction to a lower stage in the time scale of pay for a specific period with

further direction as to whether or not the employee will earn increments of pay

during the period of such reduction% and whether on the epiry of such

reduction% the reduction will or will not have the effect of postponing futureincrements of his pay;

'.'.' 6eduction to a lower time scale of pay% grade% post or service which shall

ordinarily be a bar to promotion of the employee to the time scale of pay% grade% post or service from which he was reduced% with or without further direction

regarding condition of restoration to the grade or post or service from which the

employee was reduced and fiation of his seniority and pay on such restoration

to that grade% post or service;

'.'. ischarged from service without notice which may not be a disualification for

future employment; and

'.'.2 ismissed from service without notice which shall be a disualification for

future employment.

.4! D%s$%p%nary Author%ty :

'8.1 The Management may impose on an employee any of the penalties specified in rule '

above.

'8.' *ithout pre3udice to rule # '8.1 $ above% any of the penalties specified in rule # '.1 $

above% may be imposed on any employee by the appointing authority or by any other

authority empowered in this behalf by a general or special order of the +hairman.

owever% no ma3or penalty specified in +lause # '.'.1 to '.'.2 $ above shall be

imposed by any authority lower than the appointing authority.











Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +,6

Contro No!

"e# : '18E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT U N I * O " M S

?very employee provided with uniforms shall wear uniforms at all the times of duty. The uniforms shall be

maintained and worn in clean and presentable condition. (ny employee% provided with the uniforms% if

found while on duty in order attire% or wearing uniforms in dirty and un-presentable conditions% he shall besent out and shall be treated as absent for the day and he shall render himself liable for disciplinary action.

ighest standard of cleanliness should be maintained at all the times as we are in the +atering Industry.9or the convenience of employee change room and loc<er facility are made available. owever employees

are advised not to <eep any valuable in the loc<er and if so <ept it shall be at the sole ris< of the

employee.

Un%ts ?% have the%r respe$t%ve Un%#or> $ode as per the Operat%ona reu%re>ents9 and will have tomaintain their own uniform stoc< including buffer stoc< for the number of +atering "ersonnel present in

their Bnit. I# a Un%t does not have any spe$%#%$ un%#or> $ode then un%#or> ?% <e %ssued on de#aut

<as%s as per atta$hed Anneure +,6,F

?mployees will have to <eep !ecurity eposit to cover the cost of the uniform which shall be refunded to

the employee at the time of completion of service on surrendering the uniform. owever in cases if uniform is lost or damaged on or after months after issue of uniforms then deduction will be made as per

the Anneure +,6.F

If Bniform is lost or damaged during the washing process by the hobi or +ompany Aaundry it will be theresponsibility of the +ompany to replace / repair the same at the +ompany +ost. In such cases utmost care

should be ta<en by the Bnit In-charge so as to avoid such type of problem.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +,6

Contro No!

"e# : '1>E##e$t%ve

IMM

"epa$e &a'e

++.

SUB)ECT U N I * O " M S

(nneure 71>#1$

"EMOTE SITE CATE"IN INDUST"IAL 5 INSTITUTIONAL

CATE"IN

Ca>p Boss -

9awn colour overall K &lac< !hoe

Bniform will be issued on the following basis #(nnually$ -

' 9awn colour overall K 1 &lac< !hoe

Un%t In$har'e :-

*hite !hirt K @rey Trousers K Maroon Tie K 5avy &lue &lazer

K &lac< !hoe

*or 3I& Serv%$e - Bniform code is- *hite !hirt K &lac< Trouser K &lac< Tie K

&lac< )ac<et K &lac< !hoe.

Bniform will be issued on the following basis #(nnually$ :-

Three *hite !hirt K Two @rey Trouser K One &lac< Trouser KTwo Maroon Tie K Two &lue &lazer K One &lac< )ac<et K One

&lac< shoe

D%et%t%an -*hite Aab +oat K &lac< !hoe D%et%t%an - *hite Aab +oat K &lac< !hoe

* 5 B Superv%sory Serv%$e Sta## - *hite !hirt K &lac<

Trouser K &lac< Tie K &lac< shoe K @rey +oat

Bniform will be issued on the following basis# (nnually$ :-

Three *hite !hirt K Three &lac< Trouser K Two &lac< Tie KTwo &lac< shoe K Two @rey +oat

* 5 B Superv%sory Serv%$e Sta## -*hite !hirt K &lac< Trouser

K &lac< Tie K &lac< shoe K @rey +oat

Bniform will be issued on the following basis# (nnually$ :-

Three *hite !hirt K Three &lac< Trouser K Two &lac< Tie KTwo &lac< shoe K Two @rey +oat

Ste?ard - *hite !hirt K &lac< Trouser K Moron &ow K &lac<

shoe

*or 3I& Serv%$e -

Bniform code is :- *hite !hirt K &lac< Trouser K Maroon&ow K Maroon *aist +oat K &lac< !hoe

Bniform will be issued on the following basis :- Three *hite!hirt K Three &lac< Trouser K Two Maroon &ow K *aist +oat

K Two &lac< shoes.

House=eeper Ut%%ty Hand -

&lue !hirt K &lue Trouser K &lue +ap K &lac< !hoe.

Bniform will be issued on the following &asis

#(nnually$ - Three &lue !hirt K Three &lue trouser K Three

&lue +ap K Two &lac< !hoes

House=eeper Ut%%ty Hand -

&lue !hirt K &lue Trouser K &lue +ap K &lac< !hoe.

Bniform will be issued on the following &asis

#(nnually$ - Three &lue !hirt K Three &lue trouser K Three

&lue +ap K Two &lac< !hoes

Coo= Che# -

+hef +oat K +hef Trouser K !carf K *hite (pron K &lac<

!hoe.

The following colour scarf will be worn by the following

category

)' )unior staff E !1 !enior staff-Wh%te S$ar# ?1 - ? ' ?ecutive - "ed Che$=ed S$ar#

? and above - Ba$= Che$=ed S$ar#

Bniform will be issued on the following basis - (nnually. - +hef +oat K +hef "ant K !carf K *hite (pron K '

&lac< !hoe

Coo= Che# -+hef +oat K +hef Trouser K !carf K *hite (pron K &lac<

!hoe.

The following colour scarf will be worn by the following

category

)' )unior staff E !1 !enior staff-Wh%te S$ar# ?1 - ? ' ?ecutive - "ed Che$=ed S$ar#

? and above - Ba$= Che$=ed S$ar#

Bniform will be issued on the following basis - (nnually. - +hef +oat K +hef "ant K !carf K *hite (pron K '

&lac< !hoe

Ma%ntenan$e -

ar< &lue Overall K &lac< !hoe.


Three ar< &lue Overall K ' &lac< !hoe

Ma%ntenan$e -

ar< &lue Overall K &lac< !hoe.


Three ar< &lue Overall K ' &lac< !hoe

Ba$= O##%$e Ad>%n%strat%on -

&lac< Trouser K *hite !hirt K &lac< !hoe


&lac< trouser K *hite !hirt K ' &lac< !hoe

Ba$= O##%$e Ad>%n%strat%on -

&lac< Trouser K *hite !hirt K &lac< !hoe


&lac< trouser K *hite !hirt K ' &lac< !hoe

*ront O##%$e Sta## - &lac< Trouser K &eige 5ehru )ac<et



#)odhpuri$K &lac< !hoe

Bniform will be issued on the following basis #(nnually$:-

Three &lac< Trouser K ' &eige 5ehru )ac<et K ' &lac< !hoes.





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +,1

Contro No!

"e# : ''1E##e$t%ve

IMM

"epa$e &a'e

++.

SUB)ECT T"A3ELIN ALLOWANCES "ULES

.' 9or 3ourneys in any public transport from a bus stand / tai stand/ railway station% airport

to place of duty or residence/temporary residence where tour commences% or from a placeof duty or residence/temporary residence where tour terminates to such bus stand or tai

stand or railway; station or airport% the employee concerned shall be paid actual fare paid

by him for each such 3ourney.

. 9or Manager E !r. Managers if need be )ourney can be commenced on car hire !ervice /

Tai service prior with approval of the &usiness Bnit Manager / !tate @eneral Manager.

! Board%n'9 Lod'%n'9 Laundry 5 Lo$a Conveyan$e Epenses :

?mployees on tour% will be entitled for daily boarding% lodging% laundry and local conveyanceependiture as under :

otel bill% cash memos etc.% will have to be submitted along with the claim% for reimbursement.

0! Trun= Cas9 *a 5 Tee Char'es :

+harges for trun< calls% fa and tele messages in connection with office wor<% shall be

reimbursed% in full. 9or this purpose% details of calls made and messages sent such as personcalled% place to which call was made% duration of call and purpose% in brief% and copies of fa and

tele messages shall be furnished.

4! enera :

Bnless otherwise stated in any individual case% no traveling allowance shall be admissible for

3oining the +ompany on first appointment.

!imilarly% no traveling allowance shall be admissible for going to home town on retirement.

6! T!A! Advan$e :

T.(. advance may be sanctioned to an employee of the +ompany under these rules.

!uch advance shall not eceed the actual amount of fare of the entitled mode/class plus >7 R of

the amount of daily allowance and such other allowances to which the employee may be entitled

to in conseuence of his 3ourney.

( second advance shall not be granted until an account of the first advance has been submitted for

ad3ustment immediately or at the earliest possible.

1! &ro$edure :(n employee going out of base station on official wor< shall fill in 6euest for duty travel

sanctionJ% Anneure +,1.F for domestic travel% and Anneure +,1,F% for international travel% in

triplicate% and submit it to his immediate supervisor / head of the department.

The head of the department shall approve the tour and sanction the amount of advance.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,1

Contro No!

"e# : '''E##e$t%ve

IMM

"epa$e &a'e

++2


9irst copy of the 6euest for duty travel sanctionJ shall be forwarded to (ccounts epartment for

payment of the advance.

!econd copy will be forwarded to the ead of the epartment / Bnit In-+harge for arrangingtic<ets% ony on need <aseF or ma<ing others arrangements. Third copy will be retained by the

individual concerned for submission along with the T.(. ad3ustment bill.

The T.(. ad3ustment bill shall be submitted by the employee to the ead of the epartmentimmediately on return and% in any case% not later than 14 days from date of return to &ase !tation%

along with :

0.1 rd copy of the 6euest for uty Travel !anctionJ :

0.' relevant vouchers; and

0. counterfoil of air tic<ets / railway receipt% if any.

(mount of T.(. (dvance un-spent% if any% shall be deposited with the +ashier immediately on

return to &ase !tation and receipt obtained.

The ead of the epartment shall certify whether the purpose for which the individual was sent

on temporary duty has been accomplished and then pass on the bill to the (ccounts epartment.

The (ccounts epartment will scrutinize the bill and chec< :

I$ The mode / class of travel ;

ii$ *hether all epenses incurred are supported by vouchers ;

iii$ *hether rates claimed are proper and reasonable; and

iv$ (dvance% if any% ta<en has been accounted for.

(ny bill submitted after 14 days of the date of return to &ase !tation shall become time-barred and

amount of advance paid shall be recovered from the individual.

,+! "es%duary &o?ers :

+ases not covered under these rules or which reuire relaation of all or any of these rules shall be

referred to the ead of the !ite "ersonnel and (dministration epartment% who will eamine each

cases% on merits% and submit the same to the +hairman or his appointed (uthority for his decision.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,1

Contro No!

"e# : ''E##e$t%ve

IMM

"epa$e &a'e ++




"E/UEST *O" DUT8 T"A3EL SANCTION

#9or International Travel$

"lease boo< (ir tic<et #s$ as per details given below :-

1. 5ame of person traveling :

'. esignation :


2. Bnit :

4. epartment / "ro3ect :

. !ector :

8. +ost of tic<et to be debited to :

>. (ccounts +ode :

0. "lace #s$ of Disit :

17. 9light 5o. :

11. ate of Travel :1'. +lass of tic<et :

1. etails of other !ectors with date :

#If any$

12. "urpose of )ourney :

14. *hether Immigration +hec< reuired P :

1. *hether Disa reuired P :

18. If yes% name the countries and type :

1>. *hether 9T! reuired P :

10. If yes% whom to be debited P :

'7. *hether 6&I permit reuired P :

'1. 6emar<s :

!ignature (uthorised &y !ignature of 6euisitionist

#6euisitionist$ +hairman/ @M/(M to<en of receipt of tic<et#s$





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,1

Contro No!

"e# : ''2E##e$t%ve

IMM

"epa$e &a'e

++0


Notes :-

1. "lease ensure that each column is filled in before the reuisition slip is handed over to the

(dministration epartment.

'. 6euisition slip should be authorised by the ead of the epartment concerned.

. (ccount code will be filled in by (ccounts epartment.

2. "roper information in the column cost of Tic<et to be debited to, should be given where cost of

tic<et is recoverable from third party or personnel account of staff member or +ompany,s account.

4. 6emar<s should be given where person traveling is not entitled for (ir )ourney / 1st +lass

6ail Tic<et as per +ompany,s 6ules but his under ta<en 3ourney as such.

. In case of cancellation% the tic<et should be handed over immediately to the (ccounts / ead of

the epartment.

LLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLL

*O" USE IN UNIT IN-CHA"E!

ate E Time of receipt of 6euisition :.........................................................................

ate E Time of &oo<ing : ..........................................................................

ate E Time of 6eceipt of Tic<et : ...........................................................................

5ame of Travel (gent : ............................................................................

Tic<et 5umber : ............................................................................

&oo<ing Made by : ..............................................................................

ate E Time of +ancellation : ................................................................................

#if any$

+ancellation +harges : 6s. ............................................................................

&alance (mount refunded : 6s..............................................................................

6eason for +ancellation : ...................................................................................---------------------------------------------------------------------------------------------------------------------------------

-----C%r$uat%on : -

,! A$$ounts .! S%te

";S&O 17F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+,1

Contro No!

"e# : ''4E##e$t%ve

IMM

"epa$e &a'e ++7


#!pecimen$ (nneure 710#'$

"AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD

"E/UEST *O" DUT8 T"A3EL SANCTION

#9or omestic Travel$

"lease boo< (ir / Train tic<et #s$ as per details given below :-

1. 5ame of person traveling :

'. esignation :


2. Bnit :

4. epartment / "ro3ect :

. 6oute / !ector :

8. +ost of tic<et to be debited to :

>. (ccounts +ode :

0. "lace #s$ of visit :

17. 9light 5o. / Train 5o. :

11. ate of Travel :

1'. +lass of Tic<et :1. etails of other 6outes / !ectors :

#if any$ with date of )ourney

12. "urpose of )ourney :

14. 6emar<s :

!ignature (uthorised &y !ignature of 6euisitionist

#6euisitionist$ +hairman/ @M/(M to<en of receipt of tic<et#s$

C%r$uat%on : - ,! A$$ounts .! S%te



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.+

Contro No!

"e# : ''E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT LEA3E T"A3EL ASSISTANCE "ULES

,! E%'%<%%ty :

(ll officers and employees from ?-1 )unior ?ecutive E above other than those who are

employed on +ontract% +asual and (pprenticeship basis% shall be entitled to Aeave Travel(ssistance provided they have put in one year,s service% including the period on probation.

.! Other Cond%t%ons :

This assistance shall be paid once in a financial year. This assistance shall be eual to one month,s&asic salary only.

To avail this assistance% an employee will have to ta<e at least days, "rivilege Aeave.

In cases% where leave is applied for but is refused in the eigencies of wor< of the +ompany% the

assistance shall be allowed to be carried over for availing in the net financial year.

This assistance shall not be allowed to be encashed by an employee who has submitted his

resignation.

2! &ro$edure :

To ensure that leave and AT( applied for sanctioned and wor< of the +ompany also does not

suffer% employees be advised to ma<e a tentative program of availing leave at the beginning of every calendar year% and submit it to the ead of their epartment% on 9orm attached as Anneure

+.+,F% in triplicate% who will forward it to the !ite In-charge for ma<ing a roster and processing

the case for sanction at the appropriate time.

The !ite In-charge will chec< the records and if leave and Aeave Travel (ssistance applied for are

due and admissible% sanction the same under intimation to the individual through the ead of his

epartment. necessary entries will also be made in the service records and a copy of it will be

forwarded to !ite "ersonnel epartment for records

! Dra? o# Ass%stan$e :

The amount of Aeave Travel (ssistance sanctioned can be drawn 14 days in advance or on

completion of the 3ourney performed% as may be desired by the employee.

0! "es%duary &o?ers :

+ases reuiring any relaation of these 6ules shall be referred to the "ersonnel epartment whoshall eamine the same and submit it to the +hairman for orders% which shall be final.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +.+

Contro No!

"e# : ''8E##e$t%ve

IMM

"epa$e &a'e

++.

SUB)ECT LEA3E T"A3EL ASSISTANCE "ULES

#!pecimen$ (nneure 7'7#1$


A T ( (""AI+(TIO5 9O6M

5ame :

esignation :

?mployee +ode 5o. :

Bnit :

ate of )oining the +ompany :

ate of AT( last ta<en :

"rivilege leave sanctioned from to

#Aeave application attached$ for days

!ignature of the employee

ate :

"EMA";S O* THE UNIT IN-CHA"E

A T ( !anctioned / 5ot !anctioned

!ignature of the !ite Manager

5ame :

ate :

---------------------------------------------------------------------------------------------------------------------------------

Adv%$e to A$$ounts Depart>ent

(n (mount of 6s. #6upees $

may please be paid to Mr. / Mrs./Ms.

towards Aeave Travel (llowance for the +alendar year .

!ignature of !ite In-charge / Bnit Manager

ate :


.! .nd Copy to >a%nta%ned at S%te!

2! 2rd Copy to <e #or?arded to S%te &ersonne Depart>ent #or re$ord

aon'?%th photo $opy o# pay>ent vou$her a#ter d%s<urse>ent!

5ote :- Intimation to (ccounts epartment will not be issued earlier than 14 days from the date of commencement of "rivilege

Aeave.

";S&O 17F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.,

Contro No!

"e# : ''>E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT WEDDIN

In the event of a ?mployee,s marriage a to<en gift of 6s.471/- will be presented along with a

letter of congratulations by the !ite In-charge% and in his absence the (rea Manager.

If the wedding timings coincide with the company,s wor<ing hours% representatives not eceeding

'7R or 4 members of the epartment whichever is lower% will be allowed to attend the function

provided the venue is near the !ite.

"rior permission is reuired from the !ite In--charge to attend such a function.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+..

Contro No!

"e# : ''0E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT 3ISITIN CA"DS

Disiting +ards will be issued to all confirmed Management staff% i.e. above ? - !r. ?ecutive Aevel on

discretion basis.

The concerned employee will initiate his reuirement. The epartment ead along with the Bnit In-

charge and (rea Manager / !tate @eneral Manager% will approve and organise the same through the

"urchase epartment.

The Disiting +ard will bear the employee,s name% designation% +ompany address and telephone number.

(ll visiting card should be presented in a standard format as per the Anneure +..,F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +..

Contro No!

"e# : '7E##e$t%ve

IMM

"epa$e &a'e

++.

SUB)ECT 3ISITIN CA"D

(nneure 7''#1$3ISITIN CA"D S&ECIMEN *O"MAT

--------------------------------------------------------------------------------------------------------------------------------

+o Aogo +ompany,s 5ame

5ame of ?mployee

esignation of ?mployee

(ddress of the employee station #+ompany,s (ddress$

Tel.5o. 9a 5o. :

Tele 5o. :

"e'd! O##%$e Head O##%$e o# Co>pany State O##%$e

------------------------------------------------------------------------------------------------------------------------------









Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.2

Contro No!

"e# : 'E##e$t%ve

IMM

"epa$e &a'e ++2

SUB)ECT CE"TI*ICATE

#!pecimen$

6(M(G6I!5( O!"IT(AITC !?6DI+?! "DT. AT.

TO #HOMSOEVER IT MAY CONCERN

This is to certify that Mr. / Mrs. / Ms. is in the employment of

our +ompany since as a .

This certificate is being issued to him / her for the eplicit purpose of obtaining a &assport "at%on Card!


NAME

DESINATION :

DATE :";S&O 17F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.2

Contro No!

"e# : '2E##e$t%ve

IMM

"epa$e &a'e ++

SUB)ECT CE"TI*ICATE

#!pecimen$


TO WHOMSOE3E" IT MA8 CONCE"N

This is to certify that Mr. / Mrs. /Ms. was in the

employment of our +ompany from to . The last position held by him / her was

J

The last salary drawn by him / her was 6s. #6upees only $

per month inclusive of all allowances.


NAME

DESINATION :

DATE :

";S&O 17F





Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.0

Contro No!

"e# : 'E##e$t%ve

IMM

"epa$e &a'e ++,

SUB)ECT CHANES IN &E"SONAL DATA

!taff have a personnal responsibility and an obligation towards himself and the company in providing

accurate information on "ersonal ata.

(ny change in "ersonal ata relating to name% marital status% children% address% awards% distinctions or professional ualifications should be correctly and promptly communicated to "ersonnel epartment for

records.

(bsence of information can lead to an inconvenience to you and a handicap in administration of benefitswhich are sometimes time bound and may get time barred.

Btmost care should be ta<en to pass on such information on time

9ormat regarding the same is attached in Anneure +.0,F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter +.0

Contro No!

"e# : '8E##e$t%ve

IMM

"epa$e &a'e

++.

SUB)ECT CHANES IN &E"SONAL DATA

#!pecimen$ (nneure 7'4#1$


CHANES IN &E"SONAL DATA

1 5ame

' ?mployee,s +ode 5o

esignation

2 6esidential (ddress

4 "ermanent (ddress

6esidential "hone 5o.

8 +ontact 5o.

> "assport 5o. E ate of epiry

0 Marital !tatus

17 *hether any educational ualification acuired

recently. If yes% please specify

17 *hether any change in name of nominee for

!tatutory "ayment. If yes% "lease state

11 *hether contracted any ma3or disease recently or

whether undergone any ma3or operation recently.

If yes% please state

!ignature of Bnit Manager

Date #or?arded to S%te &ersonne Depart>ent on !!!!!!!!!!!!!!!!!!!!!!!!!

";S&O 17F



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.7

Contro No!

"e# : '>E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT 3EHICLE

(s a policy there will be no vehicle provided to a !ite employee in their individual capacity. (ll

vehicles wherever reuired will be either o?ned eased h%red by the +ompany for the specific

purpose of usage at the !ite itself.

The number and type of vehicle reuired for the !ite will be determined at the time of signing the

contract and will be notified in the +ontract information / recruitment notification.

Dehicles provided by the +ompany are to be used by ?ecutives and staff only while on duty and for

official purposes only. The Dehicles will not be used for personal use by any ?ecutive or staff.



Issued <y

!"OApproved By

)WH CMO

Date

17++,

Chapter

+.4

Contro No!

"e# : '0E##e$t%ve

IMM

"epa$e &a'e

++,

SUB)ECT TELE&HONE

?ecutives who have been designated as !ite In-charge and who have been provided with off site

accommodation will be entitled to a residential telephone on a need basis. The +ompany shall

reimburse cost of rental / official local calls and official long distance calls. The concerned

?ecutives will maintain a log for all official long distance calls made by him. ?ecutives on other

levels shall be given this facility on a need basis.



Issued <y

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Date

17++,

Chapter +.6

Contro No!

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SUB)ECT SECU"IT8 DE&OSIT

!ite "ersonnel may be reuired from time to time to <eep a !ecurity eposit for item such as tools%

specified <itchen implement% uniform% pager% *al<ie-tal<ie% Mobile phone etc. that may be issued to

them for carrying out their duties and which are in their custody. The amount to be retained as

!ecurity eposit will be euivalent to one months gross wages or 6s.'%477/- whichever is high. This

amount may be recovered from the individuals monthly wage in a maimum of 4 installments.

The employee will be issued a receipt for all deductions made from wages towards !ecurity eposit.

Three copies of these receipts will be maintained of which the original will be given to the

employee% second copy to be retained at site and third copy to be forwarded to (ccounts

epartment.

It will be the responsibility of the employee to preserve all receipts in good conditions and produce

the same whenever he is returning the item. &oth the employee and the !ite In-charge must ensure

that all !ecurity eposit is refunded on completion of the employee contract period or on

resignation or termination of the employee services.

Bnder no circumstances will an employee will be allowed to carry forward !ecurity eposit from

one !ite to another. 6ecovery for loss or damage of items for which the !ecurity eposit was levied

will effected from the concerned employee !ecurity eposit amount after an enuiry and as per the

discretion of the (rea Manager / !tate @eneral Manager. !pecimen copy attached.

Implementation of !ecurity eposit will be totally at the discretion of the !tate @eneral Manager / (rea

Manager.







Issued <y

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Date

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Chapter

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Contro No!

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SUB)ECT IN)U"8 ACCIDENT "E&O"T

#!pecimen$


IN)U"8 ACCIDENT "E&O"T

(. 5(M? I5 9BAA :

?!I@5(TIO5 :

B5IT :

AO+(TIO5 :

5(M? O9 5?FT O9 GI5:

(6?!! :

---------------------------------------------------------------------------------------------------------------------------------

&. TIM? (5 (T? O9 O++B66?5+? :

"A(+? O9 O++B66?5+? :

+(B!? O9 O++B66?5+? :

5(TB6? O9 I5)B6C / (++I?5T :

9I6!T (I @ID?5 :

I5ITI(A T6?(TM?5T : TIM? : (T? :

O+TO6,! 6?"O6T / I(@5O!I! :

T6?(TM?5T 6?+OMM?5? :

--------------------------------------------------------------------------------------------------------------------------------------

+. ?D(+B(TIO5 : TIM? : (T? :

MO? O9 ?D(+B(TIO5 :





Issued <y

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Date

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Chapter

+.1

Contro No!

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SUB)ECT IN)U"8 ACCIDENT "E&O"T

. *IT5?!! TO (++I?5T :

5(M? :

(6?!! :

:

:

!I@5(TB6? :

Cert%#%ed that Mr! GGGGGGGGGGGGGGGGGGGGGGGGGGG ?as not under the %n#uen$e o# %nto%$ant and that

%t ?as not h%s ?%#u a$t!

GGGGGGGGGGGGGGGG GGGGGGGGGGGGGGGGGGGG GGGGGGGGGGGGGG

MEDICAL O**ICE" AUTHO"ISED O**ICE" SITE IN-CHA"E

GGGGGGGGGGGGGGGG GGGGGGGGGGGGGGGGGGGG GGGGGGGGGGGGGGGGGGG

NAME NAME NAME

Instructions for distribution of copies :

1. Original to 6G! !ite "ersonnel Office

'. +opy with patient for reference

. +opy to client #if reuired$

2. +opy for Bnit Manager for !ite record.



Issued <y

!"OApproved By

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Date

17++,

Chapter

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Contro No!

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SUB)ECT DEATH9 "ETI"EMENT 5 TE"MINAL

"ATUIT8 "ULES

,! App%$a<%%ty :

?mployees employed on wages not eceeding 6s.%477/- per month shall be paid @ratuity or !uperannuation on 6etirement or 6esignation or on death or disablement due to accident under the

"ayment of @ratuity (ct% 108' # 5o. 0 of 108' $% as amended from time to time.

!alient features of this (ct are indicated in # ' $% # $ and # 2 $ hereinafter.

.! Wa'es De#%n%t%on :

*ages% for this purpose% shall mean all emoluments which are earned by an employee while on

duty or on leave in accordance with the terms and conditions of his employment and which are

paid or are payable to him in cash and include earness (llowance but does not include any&onus% +ommission% ouse 6ent (llowance% Overtime wages and any other allowance.

2! E>poyees De#%n%t%on :

?mployee shall mean any person # other than an apprentice $ employed as wages not eceeding

6s.%477/- per month or such higher amount as the +entral @overnment may% having regard to the

general level of wages% by notifications specify% to do any s<illed% semi-s<illed or uns<illed%

manual% supervisory% technical or clerical wor<% whether the terms of such employment are epressor implied% and whether or not such person is employed in a Managerial or (dministrative

capacity.

! &ay>ent o# ratu%ty :

@ratuity shall be payable to an employee on termination of his employment after he has rendered

continuous service for not less than five years :

2.1 on his !uperannuation; or

2.' on his retirement; or

2. on his resignation% or

2.2 on his death or disablement due to accident or disease; provided that the completion of

continuous service of 4 years shall not be necessary where the termination of the

employment of any employee is due to death or disablement.

0! Etent o# ratu%ty :

@ratuity shall be payable at the rate of fifteen days wages% based on the rate of wages last drawn

by the employee concerned% for every completed year of service or part thereof in ecess of simonths% sub3ect to a maimum of twenty months, wages.



Issued <y

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Chapter

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Contro No!

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"ATUIT8 "ULES

5otwithstanding anything contained in 6ule # 2 $ above :

4.1 The @ratuity of an employee% whose service have been terminated for any act% willful

omission or negligence causing any damage or loss to% or destruction of property

belonging to the +ompany% shall be forfeited to the etent of the damage or loss so

caused.

4.' The @ratuity payable to an employee may be wholly or partially forfeited :

4.'.1 If the services of such an employee have been terminated for his riotous or

disorderly conduct or any other act of violence on his part; or

4.'.' If the services of such an employee have been terminated for any act which

constitutes an offense involving moral turpitude% provided that such offense is

committed by him in the course of his employment.

7! ratu%ty &aya<e to Other E>poyees Ee$ut%ves not $overed under the A$t :

?mployees and ?ecutives% who are not covered under the "ayment of @ratuity (ct% 108'% since

their wages eceed 6s.%477/- per month. !hall also be paid @ratuity% at such rates and under suchterms and conditions% as are laid down in the said (ct% presuming that the said (ct is also

applicable to them. The maimum amount of @ratuity payable in their case shall not% however%

eceed 6upees One Aa<h.

4! No>%nat%on :

?ach employee% shall ma<e nomination for "ayment of @ratuity due to him% in case of his death% inthe form attached as Anneure - +2+,F.

6! Interpretat%on :

+ase where doubt has arisen regarding the interpretation of these rules or reuiring any relaation

thereof% shall be referred to the "ersonnel epartment and the "ersonnel epartment shall

consider the case on its merits and submit it to the +hairman% whose decision in such cases shall be final.



Issued <y

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Chapter

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"ATUIT8 "ULES(nneure 77#1$

NOMINATION *O"M IN "ES&ECT O* DEATH "ETI"EMENT TE"MINAL

"ATUIT8 &A8ABLE TO THE EM&LO8EES O* THE COM&AN8!

---------------------------------------------------------------------------------------------------------------------------

I hereby nominate the person mentioned below and confer on him the right to receive any death / retirement

gratuity that may be sanctioned by the +ompany in the event of my death while in service and the right to

receive on my death% any gratuity which having become admissible to me on retirement may remain

unpaid at my death:

5ame E

(ddress of the

5ominee

6elationship with

the ?mployee

(ge +ontingencies

on the

happenings of

which the

nomination

shall becomes

invalid

5ame E (ddress E

relationship of the

persons#s$% if any% to

whom the right

conferred on the

nominee shall pass in

the event of the

nominee predeceasing

the employee to the

nominee dying after

the death of the

employee but before

receiving the payment

of gratuity.

(mount of the

!hare of gratuity

payable to each.

ated this day of % 10 at

#!ignature of ?mployee$

5ame :

esignation :



?mployee +ode 5o. :



Issued <y

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Date

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Chapter

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Contro No!

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"ATUIT8 "ULES

S%'nature o# W%tnesses :

1.

5ame :

esignation :

?mployee +ode 5o. :

'.

5ame :

esignation :

?mployee +ode 5o. :

(ccepted

#!ignature of the ead of the epartment$

5ame :

esignation :



Issued <y

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Date

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Chapter

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Contro No!

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SUB)ECT C O N D O L E N C E S

( condolence meeting% when an employee epires% will be held by the epartment concerned and the other

epartments will observe two minutes silence.

(n official delegation of the Management !taff will represent the company at the funeral and pay homage.

(n immediate assistance of 6s.'%777/- will be offered towards funeral epenses% as contribution from the

company. The (rea Manager / ead of the !ite "ersonnel epartment will later provide a list of dues and

eplain the procedures to be followed to the family members of deceased.



Issued <y

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Date

17++,

Chapter

+2.

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SUB)ECT SUESTION SCHEME

&re#a$e :

In today,s competitive environment% employees, participation is essential for achieving cost effectiveness%

efficiency% overall improvement in productivity and in uality of life. Through employees participation% wecan have freuent constructive critical appraisal and evaluation of various activities which will enable us to

ta<e corrective measures in time% leading to sustained growth of the organisation.

?ach employee% at whatever level he may be% can contribute towards improving efficiency of the +ompanythrough creative% constructive and innovative ideas.

Geeping in view the above% a !uggestion !cheme has been evolved with the epectation that it will

stimulate employees to thin< creatively and offer sound% simple and practical suggestions.

9or successful implementation of the !cheme% it may please to remembered that :

1. !uccess is the difference between entertaining an idea and implementing the same;

'. @reat minds discuss ideas% average minds discuss events and small minds discuss people; and

. !uggestion are li<e tender plants and any criticism of suggestions made will stop the flow of suggestions altogether. Therefore% all suggestions should be treated sympathetically.

(ll employees may please participate whole-heartedly by sending suggestions on on-going basis. It is not

necessary for them to wait for the &est !uggestionJ; they may forward the &etter oneJ.

S$he>e :

The !uggestion !cheme plays a very important role in promoting Idea "owerJ which lies un-tapped and

un-nurtured. It encourages creative thin<ing within the organisation% inculcates sense of belongingness tothe +ompany amongst the employees and gives them a feeling of involvement in the affairs of the

+ompany.

,! A%>s o# the S$he>e :

1.1 to +reate in the employees a sense of involvement in and belongingness to the +ompany%

its activities and its performance;

1.' to encourage employees to contribute their creative best;

1. to bring about substantial improvement in every activity of the +ompany;

1.2 to create% develop and sustain a culture of ecellence; and

1.4 to develop a two-way communication of understanding between management and

employees.



Issued <y

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Chapter

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Contro No!

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.! S$ope o# the S$he>e :

The !uggestion !cheme is intended to cover all activities of the +ompany% its structure% wor<ing

systems and procedures% customers, satisfaction% economy in ependiture% safety etc. !ome of the

possible areas are given below :

'.1 +ustomers, satisfaction;

'.' &usiness evelopment;

'. Optimum utility of space% euipment and vehicles;

'.2 +ost reduction / economy in ependiture;

'.4 !ystems% procedures and structure of the +ompany;

'. ygiene and cleanliness;

'.8 !afety;

'.> (ccident prevention;

'.0 !taff Training E evelopment;

'.17 *or< re-organisation and 3ob enrichment;

'.11 *or<ing conditions;

'.1' iscipline; and

'.1 ?ffective security% etc.

2! What to Su''est :

(ny idea which% it is felt% can contribute to effective and efficient functioning of the +ompany can

be put forward.

!uch an idea can come when we try and inculcate within us a spirit of constructive criticism. Insuch a situation% we can ponder to find out :

.1 +an wor<ing procedures be simplified;

.' +an hazardous operations be made safer;

. +an fatigue in the 3obs be reduced;

.2 +an unnecessary / avoidable wor< be avoided;

.4 +an more than one 3obs be combined;



. +an there be another way to perform the same 3ob efficiently% effectively and

economically;

.8 +an it be possible to reduce cost / ependiture;



Issued <y

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.> +an the structure of the +ompany be made more effective;

.0 +an wor<ing conditions be improved; and

.17 +an something new be introduced to improve eisting systems / procedures% etc.

! What ?% nor>ay not <e enterta%ned :

2.1 !uggestions in the garb of complaints% grievance or criticism;

2.' !ample statement without any solution; and

2. 6euest for new demands.

0! Who $an >a=e a Su''est%on :

(ll employees of the +ompany can ma<e a !uggestion pertaining not only to their area of wor< but also to other areas of +ompany,s operations.

7! Ho? to su<>%t Su''est%on :

(n employee% who want to ma<e a !uggestion% may sent the same% in writing% in Marathi or indior ?nglish% through the ead of his epartment to :

The !ecretary%

!uggestion ?valuation +ommittee749 )yot% W%re House9 , st *oor9

.2 - A9 Shah Industr%a Estate

&ost O##%$e Aad Na'ar9

Opp 3eera Desa% "oad

Andher% WestF

Mu><a% :- ++ +06!

9ollowing details should invariably be given :

.1 5ame

.' esignation

. epartment / Office of "osting

.2 "roposed Idea / !uggestion / !olution and its (dvantage # s $

4! Su''est%on Evauat%on Co>>%ttee :

(ll !uggestions received will be considered by a +ommittee consisting of :

8.1 @eneral Manager # Operations $

8.' ead of the Mar<eting epartment





Issued <y

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This committee will meat at least once in three months to evaluate the suggestions received and

ma<e recommendations to the +hairman for his approval% whose decision shall be final.

!uggestions found acceptable shall be forwarded to the concerned epartment for implementation.

6! &r%es :

(n employee% whose valuable idea is accepted% may get prize :

>.1 +ertificate of Merit; or

>.' +ash (ward ranging from 6s.'47/- to 6s.'%477/- depending upon the advantage to the

+ompany; or

>. +ertificate of Merit plus +ash (wards% as above.

1! &u<%$%ty :

The prizes will be awarded by the +hairman at a formal function.

(n entry% to this effect% will also be made in the confidential report of the recipient concerned.

The prize list% with the relevant !uggestions as accepted and photograph of the *inners% will be

given wide publicity by ehibiting the same on notice boards and also publishing the same in the

ouse )ournal of the +ompany.



Issued <y

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Date

17++,

Chapter

+22

Contro No!

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SUB)ECT SCHEME *O" "ECONITION O*

ME"ITO"IOUS WO";

5ormally% every employee tries to give his best to the +ompany% but there are some employees who give

still better. &etter efforts of such employees need to be recognised.

A%>s o# the S$he>e :

1. To encourage employees to contribute their best to the company;

'. To create amongst employees a sense of healthy competition for betterment of the +ompany; and

. To inculcate amongst employees a sense of belongingness to the +ompany.S$ope o# the S$he>e :

The !cheme will cover all cases of :

1. sustained good wor<;

'. outstanding performance in the discharge of one,s duties;

. notable performance which brings repute to the +ompany.

&ro$edure :

!uch awards will be given once in a year in (pril each year. ead of the epartment / 6egion concerned

will send his recommendations in respect of each employee he wants to be rewarded in the following

format :

1. 5ame of the ?mployee

'. esignation

. Office of "osting

2. 5ature of duties allotted to the employee

4. etails of meritorious wor< performed by the employee

. (ward recommended

!uch recommendations should be sent to the ead of the "ersonnel epartment at eaduarters% so as to

reach him by )anuary 1% each year.

This +ommittee will finalise its recommendations and submit the same to the +hairman by March 14% each

year for his approval. ecision of the +hairman shall be final.

A?ards :

?mployees selected for such recognition may be rewarded as follows :

1. +ertificate of Merit; or







Issued <y

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Date

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Chapter

+2

Contro No!

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SUB)ECT SCHEME *O" "ANT O* INCENTI3E TO

&"OMOTE *AMIL8 &LANNIN ON3OLUNTA"8 BASIS

,! A%>s o# the S$he>e :

(im of the !cheme is to promote 9amily "lanning on a voluntary basis.

.! S$ope o# the S$he>e :

The !cheme will cover all regular employees and officers of the +ompany or their spouse% whoundergo 9amily "lanning Operation.

2! A>ount o# In$ent%ve :

( lump sum amount of 6s.477/- will be paid as incentive for promoting family planning.

! &ro$edure :

2.1 ?mployee must be within the reproductive age group% i.e.% male should be between '4

and 47 years age and female should be between '7 and 24 years age;

2.' ?mployee should not have more than ' living children; and

2. !terilization Operation must be conducted in a @overnment / Municipal / 5ursing omeof repute and the +ertificate must be signed by a 6egistered Medical practitioner of

repute.

0! &ro$edure :

The employee concerned should submit his application% through the ead of epartment% in the

form attached as Anneure - +2,F.



Issued <y

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Date

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Chapter

+2

Contro No!

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SUB)ECT SCHEME *O" "ANT O* INCENTI3E TO

&"OMOTE *AMIL8 &LANNIN ON3OLUNTA"8 BASIS


6(M(G6I!5( O!"IT(AITC !?6DI+?! "DT. AT.

A&&LICATION *O"M *O" "ANT O* INCENTI3E *O" &"OMOTIN *AMIL8 &LANNIN

ON 3OLUNTA"8 BASIS


esignation :

?mployee +ode 5o. :

epartment / Bnit in which posted :

*hether operation has been undergone

by the

a$ ?mployee or : Ces / 5o

b$ is / er spouse : Ces / 5o

5ame E (ddress of the nursing home / :

@ovt. / Municipal ospital

9ollowing documents attached :

a$ +ertificate% in original% from the

6egistered Medical "ractitioner

who has performed the operation :

b$ "roof of (ge of ?mployee :

c$ "roof of (ge of spouse :

#Municipal &irth +ertificate or

Matriculation +ertificate to be

attached$

!ignature

5ame :

ate :

Re$ar%s o& t'e (nit Mana)er * Site In+C'ar)e.

6ecommended / 5ot 6ecommended :

!ignature :

5ame :



ate :

";S&O 17F



Issued <y

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Date

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Chapter

+20

Contro No!

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SUB)ECT "IE3ANCE MANAEMENT S8STEM

9or every individual employee% his own grievance is most important. !econdly% even if the employee have

the best% they would still li<e to have better. It is% therefore but natural that the employees will sometimes

have a grievance% which may be real or imaginary also.

9or effective and efficient functioning of the epartment% it is desirable that the grievance of an employee%

whether real or imaginary% is settled immediately. *ith this end in view% following procedure is laid down :

,! In#or>a Channe :

1.1 Co,nselin)

ead of each epartment will nominate a +ounselor in his epartment. (n aggrieved

employee of the epartment could discuss his grievance with the +ounselor who will tryto settle the grievance% with the guidance of the ead of his epartment% if necessary.

1.2 O-en Hearin) Da

ead of each Bnit will specify a day in each month when an aggrieved employee could

meet him and discuss his / her problem in person. The ead of the epartment will try

and settle the grievance.

.! *or>a Channe :

This channel will consist of following three stages :

2.1 Sta)e + I I$$e/iate S,-er0isor

(n aggrieved individual shall approach in person% or address in writing% his immediate !upervisor

and see< redressal of his / her grievance as the immediate !upervisor is the first source of

information% help% advice% encouragement and training and is the person directly responsible for assigning% directing and reviewing the employee,s wor<. The !upervisor shall tal< with the

employee wor<ing under his supervision about the grievance and try to redress the same.

2.2 Sta)e + II Hea/ o& t'e De-art$ent * (nit Conerne/

If the aggrieved individual is not satisfied with the decision of his immediate !upervisor% he may

approach the ead of his epartment% either in person or with an application. The ead of the

epartment concerned will try to solve the grievance within 8 wor<ing days from the date of

meeting with the individual concerned or receipt of his application.

2. Sta)e + III State 3eneral Mana)er

In case% the aggrieved individual is still not satisfied% he may approach the !tate @eneral Manager%

with an application% in writing% addressed to the





Issued <y

!"OApproved By

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Date

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Chapter +27

Contro No!

"e# : '7E##e$t%ve

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SUB)ECT A&&"AISAL S8STEM

The present system of preparation and maintenance of (ppraisal 9orms has been reviewed in the light of

eperience gained and <eeping in view the doubts epressed and difficulties faced by various authorities%

from time to time.

9ollowing guidelines are laid down; all concerned are reuested to follow the same :

,! I>portan$e o# Annua Appra%sa :

It is in the interest of the +ompany as also of the employee that the value of a proper (ppraisal

!ystem is recognised by all concerned.

Three main purposes of appraisals are as under :

1.1 +areer "rogression;

1.' "lacement; and

1. Training and evelopment.

(ppraisals are also used for :

1.1 6egularisation after probation;

1.' Manpower "lanning;

1. !uccession "lanning;

1.2 !alary "rogression;

1.4 Merit (wards; and

1. ischarge% emotion% ?arly 6etirement and Termination.

.! *or> and Content o# Appra%sa "eport :

(ppraisal is to be recorded on the form laid down by the +ompany% from time to time.

In all cases% where the wor< of an appraisee has been graded as OutstandingJ% the particular

features of wor< of the appraisee% standard must be applied before OutstandingJ grading is given

to any appraisee.

!imilarly% eamples should be given in case of those appraisee whose performance has been

graded as 9airJ or "oorJ.

2! &er%od and *reuen$y o# Appra%sa "eport :

(ppraisal should be recorded bianually% for the financial year i.e. from (pril 1 to March 1 net

year.





Issued <y

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Chapter

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Contro No!

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(ppraisal should also be recorded when either the 6eporting Officer or the (ppraisee is

transferred within the period of the appraisal. In such cases% each appraisal report should indicate

precisely the period to which it relates. The appraisal for the earlier part / parts of the year should

be recorded at the time of transfer or immediately thereafter and should not be deferred till the endof the year. 5o (ppraisal 6eport should% however be recorded unless a 6eporting Officer has at

least three months eperience about the wor< and conduct of the appraisee to base his report on.

The 6eviewing Officer should also have three months eperience on which to base review of the

(ppraisal 6eport.

! O<@e$t%v%ty %n Appra%sa :

In order to minimise the operation of the sub3ective human element of conscious or unconscious

bias% the (ppraisal 6eport of every appraisee should contain the assessment of more than one

(ppraiser% the only eception being in cases in which there is only one level above the appraisee%such as )1%)' )unior !taff.

0! Channe o# Appra%sa "eport :

(ppraisal 6eport will be recorded by the !ite Incharge for the )1% )'% !1%!'. (ll appraisal report

above the site incharge will be done by the (rea Manager !tate @eneral Manager.

7! u%de%nes #or "e$ord%n' Appra%sa "eports :

.1 ?ach factor should be weighed on its own.

.' (ll ratings should be done at one sitting and in a relaed frame of mind.

. (ppraisee should be assessed for his / her performance for the entire year.

.2 (ppraisal should be based on one,s own )udgement and not on hearsay.

.4 Hualities should be 3udge with fairness.

. Isolated instances should not be allowed to influence the rating.

.8 (ssessment should be made ob3ectively.

.> The appraisee should be given the <ind of indulgence the appraiser would li<e for

himself.







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>. 6epresentations or eplanations against entries shall not be added to the (ppraisal 6eport

dossiers.

1! Appra%sa "eport *or>s :

(ppraisal 6eport 9orm for :

0.1 ) ,9) . )un%or Sta##9 S , and S . Sen%or Sta##

0.' E , - )un%or Ee$ut%ve E . - Ee$ut%ve E 2 Sen%or Ee$ut%ve

0. M , Mana'ers

0.2 M . Sr! Mana'ers



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CON"IDENTIAL

" A D H A ; " I S H N A

A&&"AISAL "E&O"T *O"M *O" E , E(ECUTI3ES

"eriod of 6eport :

&E"SONNEL IN*O"MATION

#To be filled in by "ersonnel epartment$

1. 5ame :

'. esignation :

. @rade :

2. ?mployee +ode 5o. :

4. ate of &irth :

. ?ducational Hualifications :

8. ate of )oining the +ompany :

>. ate of (ppointment to :

"resent "ost

0. epartment / Office of "osting :

17. "lace of "osting :

11. Aength of !ervice under :

6eporting Officer

UIDELINES *O" "E&O"TIN O**ICE"

1. +onsider one factor at a time

'. o all your rating at one sitting in a relaed state of mind.

. &ase your 3udgement on full period.

2. o not let an isolated instance influence your rating

4. )udge ualities with fairness.

. &e ob3ective in your assessment.

8. o rating yourself% o not discuss it with others.

>. 6emember your opinion is used to evaluate your 3udgement.





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ate :


esignation :

?mployee +ode 5o. :

"eriod : 9orm to

TIC; MA"T 3F A&&"O&"IATE COLUMN F

9(+TO6! (""6(I!(A

Outstanding Dery @ood @ood 9air "oor 1. 6egularity

'. "unctuality

. ealth

a$ "hysiue

b$ (lterness/ (ctiveness

2. (ttitude towards wor<

4. *or< abit

. *or< Output

8. Initiative

>. Intelligence

0. 6eliability

17. iscipline E +onduct

11. Integrity

1'. +ooperation

1. &ehaviour

a$ *ith !uperiors

b$ *ith +olleagues

c$ *ith "ublic

12. +apacity of igher *or<

!ignature of Bnit Manger / !ite In-charge

5ame :

ate :



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CON"IDENTIAL

" A D H A ; " I S H N A

A&&"AISAL "E&O"T *O"M *O" E . - E 2 E(ECUTI3ES

"eriod of 6eport :



1. 5ame :

'. esignation :

. !cale of "ay :


4. ate of &irth :

. ?ducational E "rofessional :

Hualifications


>. ate of (ppointment to "resent : "ost



11. Aength of !ervice under the :

6eporting Officer

J J J J J J J J J J J J J J J

UIDELINES *O" "E&O"TIN O**ICE"

1. *eigh each factor of assessment on its own.

'. o all your rating at one sitting in a relaed frame of mind.

. (ssess the employee for his / her performance for the entire year.

2. ?nsure 3udgement is your own and not hearsay

4. )udge ualities with fairness




8. o not let isolated instances influence your rating.

>. @ive the employee the <ind of indulgence you would li<e for yourself.



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"EULA"IT8 INITIATI3E

Dery 6egular !elf - starter

!atisfactory Occasionally ta<es initiative

Irregular *ants to be guided

&UNCTUALIT8 )OB ;NOWLEDE

(lways "unctual as through 3ob <nowledge

Mostly punctual as reasonable 3ob <nowledge

(lways late as limited <nowledge

/UALIT8 O* WO"; /UANTIT8 O* WO";

Dery through E accurate wor< Output more than epected

@enerally good (verage output

Inaccurate in wor< Aimited Output

"ES&ONSIBILIT8 DE&ENDABILIT8

!ee<s and accepts responsibility ighly dependable

(ccepts responsibility as it comes +onscientious; follows instructions

!hri<e responsibility 6euires constant supervision

LEADE"SHI& CO-O&E"ATION

+ommands +onfidence amongst +olleagues Dery anious to cooperate

!atisfactory *or<s reasonably well with others

"oor Indifferent% usually un-cooperative.



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HEALTH SOCIABILIT8SENSE O* MUTUAL

"ELATION AND *"IENDLINESSF

Dery good ?ceptional

!atisfactory !atisfactory

"oor Isolated% !ecluded

INTELLIENCE INTE"IT8

ighly intelligent igh

Tolerably intelligent !atisfactory

Aac<s intelligence 5ot strong

CA&ACIT8 *O" *UTU"E DE3ELO&MENT AWA"D CE"TI*ICATES

"ECEI3ED DU"IN THE 8EA"

!hows indication of promising future +hairman,s (ward

!hould develop beyond present 3ob irector,s (ward

!eems to have reached limit 5o (ward

Any Spe$%a ?or= underta=en <y the appra%see dur%n' the year :

1

'

Spe$%a re$o>>endat%ons #or #urther deveop>ent9 %# any9 %ve )ust%#%$at%onF :

1

'

Adv%$e #or %>prove>ent adverse re>ar=s9 %# any /uote %nstan$esF :-

1

'





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CON"IDENTIAL

" A D H A ; " I S H N A

A&&"AISAL "E&O"T *O"M *O" M , MANAE"S

"eriod of 6eport :



1. 5ame :

'. esignation :

. !cales of "ay :


4. ate of &irth :

. Hualification :

?am "assed Cear Bniversity ivision

Obtained

(cademic

"rofessional


>. ate of (ppointment of "resent "ost:



11. Aength of service under the :

6eporting Officer



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&E"SONAL &E"CE&TION *O"M

#Tic< the column which describes best your perception of yourself in relation

to your 3ob% environment and the Organisation $

!r. 5o 9actor &E"CE&TION

@ood (deuate Aess than (deuate1 (wareness of role within the Organisation

' )ob !atisfaction

+larity of ob3ectives in relation to 3ob

2 (chievement of ob3ectives

4 Huality of support from subordinates

?ncouragement% guidance and counseling from!upervisors / !enior colleagues

8. *or< environment and infrastructural facilities .

> (vailability of 3ob-related information and

access thereto.

0 "rofessional freedom to accomplish tas<s.

17 "articipation in decision ma<ing .

11 Opportunity for training and development

1' "rospects for self-growth within the

Organisation

1. &riefly describe your 3ob assignment and ma3or activities during the year

12. &riefly describe any specific problems / constraints faced by you during the year

14. *ould you li<e a change in your present assignment P If answer is =Ces,% please state details%

preferences and reasons.

!ignature of the (ssessee

5ame : "lace :

esignation : ate :



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UIDELINES TO "E&O"TIN O**ICE"

1. *eigh each factor of assessment on its own

'. o all your rating at one setting in a relaed frame of mind

. (ssess the assessee for his / her performance for the entire year

2. ?nsure 3udgement is your own and not hearsay.

4. )udge ualities with fairness


8. o not let isolated instances influence your rating

>. @ive the assessee the <ind of indulgence you would li<e for yourself.



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ASSESSMENT O* "E&O"TIN "E3IEWIN O**ICE"

#To be filled in by the 6eporting / 6eviewing Officer$

"lease indicate gradation number with reference to table below :-

Outstand%n' ,+

1 6

3ery ood

4 7

ood

0

*a%r

2

&oor

. ,

(ccess the individual in terms of each of the following factors :-

"eport%n'

O##%$er

"ev%e?%n'

O##%$er

1 Bnderstanding E <nowledge of 3ob' @uidance% training E supervision to subordinates to

accomplish given 3ob

(bility to produce desired results of reuired uality in

time

2 !ee<ing alternative effective courses of action for 3ob

accomplishment.

4. (bility to ta<e correct decision under stress% in time .

?tent to which individual functions as an effective

member of the team.

8. ?tent to which individual commands confidence

amongst his colleagues.

> ?tent to which the individual is open to change and

accepts new ideas / suggestion.

0 ?tent to which individual epresses himself clearly%

both in speech and in writing

17 (bility to delegate

11 (dherence to safety regulation

1' Inclination for maintaining neat and clean wor<ing

environment.

1 egree of self - motivation and desire for ecellence.

12 5eatness in personal habits and appearance

14 Integrity



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SUMMA"8 A&&"AISAL

14 - 22 "oor

24 - 82 9air

84 - >0 @ood

07 - 110 Dery @ood

1'7 - 147 Outstanding

!ignature of the 6eporting Officer !ignature of 6eviewing Officer

5ame : 5ame :

esignation : esignation :

ENE"AL ASSESSMENT

#To be filled in by the 6eporting Officer$

1. (ny special wor< underta<en by the (ppraisee during the year

'. !pecial recommendation% if any% for further development #@ive 3ustifications$

. (dvice for improvement / adverse remar<s% if any. #@ive instances$.

!ignature of the 6eporting Officer

5ame : "lace :

esignation : ate :





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"EMA";S B8 THE "E3IEWIN O**ICE"

#"lease indicate salient points where you do not agree with the reporting Officer.$

!ignature of the 6eviewing Officer

5ame : "lace :

esignation : ate :

"lace :

!ignature of the (ssessee ate :

5ame :

ASSESSMENT B8 THE HEAD O* THE DE&A"TMENT

WHE"E3E" HE IS NOT THE "E3IEWIN O**ICE"!

!ignature

5ame : "lace :

esignation : ate :

"E3IEW B8 THE CHAI"MAN9 WHE"E3E" NECESSA"8

!ignature a t e



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CON"IDENTIAL

" A D H A ; " I S H N A

A&&"AISAL "E&O"T *O"M *O" M . SENIO" MANAE"S

"eriod of 6eport :



1. 5ame :

'. esignation :

. !cales of "ay :


4. ate of &irth :

. Hualification :

?am "assed Cear Bniversity ivision

Obtained

(cademic

"rofessional


>. ate of (ppointment to "resent "ost :



11. Aength of service under the :

6eporting Officer



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&E"SONAL &E"CE&TION *O"M

#Tic< the column which describes best your perception of yourself in relation

to your 3ob% environment and the Organisation $

!r. 5o 9actor &E"CE&TION

@ood (deuate Aess than (deuate1 (wareness of role within the Organisation

' )ob !atisfaction

+larity of ob3ectives in relation to 3ob

2 (chievement of ob3ectives

4 Huality of support from subordinates

?ncouragement% guidance and counseling from

!upervisors / !enior colleagues

8. *or< environment and infrastructural facilities .

> (vailability of 3ob-related information and access

thereto.

0 "rofessional freedom to accomplish tas<s.

17 "articipation in decision ma<ing .

11 Opportunity for training and development

1' "rospects for self-growth within the Organisation

1. &riefly describe your 3ob assignment and ma3or activities during the year

12. &riefly describe any specific problems / constraints faced by you during the year

14. *ould you li<e a change in your present assignment P If answer is =Ces,% please state details%

preferences and reasons.

!ignature of the (ssessee

5ame : "lace :

esignation : ate :



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ASSESSMENT B8 THE "E&O"TIN O**ICE"

I (ssessment

II 6ecommendations% if any% for further development #@ive 3ustifications$



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ASSESSMENT O* "E&O"TIN "E3IEWIN O**ICE"

#To be filled in by the 6eporting / 6eviewing Officer$

In case of Outstanding / "oor% specify instances / give reasons$

Outstand%n' 3ery ood ood *a%r &oor

!ignature of the 6eporting Officer

5ame : "lace :

esignation : ate :

--------------------------------------------------------------------------------------------------------------------------

"E3IEW B8 THE CHAI"MAN9 WHE"E3E" NECESSA"8

!ignature a t e



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SUB)ECT "ECO"DS

ifferent records are to be maintained by respective Bnits% !ite "ersonnel epartment% and in

respective personnel file of the candidates as mentioned in anneure attached.

"ESIDUA"8 &OWE" :-

+ases not covered by or reuiring relaation of these records shall be referred to the "ersonnel

epartment for consideration and submission to the +hairman or his appointed authority for

decision.



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SUB)ECT "ECO"DS

"ECO"DS C"EATED 5 MAINTAINED AT SITE &E"SONNEL DE&A"TMENT

DOCUMENTS WEE;L8 *O"TNIHTL8 MONTHL8 /UA"TE"L8 AS 5

WHEN

"eu%red

8EA"

ENDIN

"ersonnel 9ile Ces

?!I+ 9orm Ces

*or<men +ompensation Ces

Medical Ces

"rovident 9und Ces

@ratuity Ces

!ervice +ertificate Ces

(ppointment Aetter Ces

(ccident 6ecord Ces

Note :- A other re$ords ?h%$h are >a%nta%ned <y Un%ts ?% <e >a%nta%ned %n parae seuen$e ?%th

S%te &ersonne Depart>ent #or updat%on! &ease re#er to re$ords >a%nta%ned <y Un%tF



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SUB)ECT "ECO"DS

&E"SONNEL *ILE "ECO"DS &"IO" DE&LO8MENT A&&OINTMENT O* NEW CANDIDATE

"ECO"DS 8ES NO "EMA";S

(pplication Aetter

+andidate &io-data

+opies of ?ducational Hualification

+opies of ?perience +ertificate

ate of &irth +ertificate / !chool Aeaving +ertificate

Medical

9illed +ompany &io-data

"olice +learance +ertificate

Trade Test

Introduction Aetter to !ite In-charge

Induction / Training Aetter

Git Issued #if any$ from !ite "ersonnel

+opy of (ppointment Aetter

6eference +hec< Aetter



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SUB)ECT "ECO"DS

#!pecimen$"AMA;"ISHNA HOS&ITALIT8 SE"3ICES &3T! LTD!

*O"TNIHTL8 STA** &OSITION

AS ON DATE : LOCATION :

UNIT : MONTH :

AI!T O9 +(T?6I5@ !T(99 (T B5IT

S"!

NO!

NAME O* EM&LO8EE DESINATION DATE! O*

)OININ

"EMA";S

1

'

2

4

8

>

0

17

11

1'

1

1214

1

18

1>

10

'7

'1

''

'

'2

'4

'

'8

'>

'0

7

+opy to !ite "ersonnel Office forwarded on :...........................................Through Mr....................................................................... ..........................

B5IT M(5(@?6

#6G/!"O/ /0$



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SUB)ECT CODIN

CODIN

(ll employee files are to be coded from regions mentioned below with the starting +ode 5o. as

listed. In the event of operation of their been minor operation in ad3oining to those specified in

the +ode 5o. listed% the +ode 5o. of the nearest ad3oining state will apply. owever this 5o. will

be determined at the time of commencement of operation.

Maharashtra 7771 to 1777

@u3arat 1771 to '777

elhi '771 to 777

Garnata<a 771 to 2777

*est &engal 2771 to 4777

Tamil 5adu 4771 to 777

(ndhra "radesh 771 to 8777

6a3asthan 8771 to >777

+oding will be given in the seuence of designation as mentioned below :-

CODE DESINATION

MA - MANAE"S

CA - *OOD &"ODUCTION

HA - HOUSE;EE&IN STA**

*A - *OOD 5 BE3E"AE SE"3ICE STA**

AA - ADMINIST"ATI3E BAC; O**ICE AND ALL OTHE" STA**

Initial +ode 5o% will start in the seuence as mentioned below :-

9or eample - if Mr! A is recruited as Bnit Manager in @u3arat% he will be allotted a +ode 5o :M(1771. Mr!B 3oining as (ssistant Bnit Manager will be allotted +ode 5o. M(77' and hence

will follow the preceding seuences of all other Managerial +ategory recruited in @u3arat. If Mr!

A 6esign from service his +ode 5o. will be stored in ?-employee data file in the +omputer /

&oo< and the new +ode 5o. in the seuence of reverse of (lphabetic i.e. from S to & will be

allotted on resigned employee. i.e. if Mr!C is recruited as ealth +lub Manager after Mr! A,s

resign then Mr! C will allotted a Code No! MK,++,!





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SUB)ECT &E"SONNEL AUDIT CHEC;LIST

(ll !ite will have auditing of the personnel file or records of the employees wor<ing in their Bnit.

This auditing will be carried out by an Internal / ?ternal (uditor or any !enior ?ecutive visiting

the Bnit from !tate Office / !ite Office or ead Office. It will be mandatory for the personnel audit

to be conducted at least once every uarter for each year. 6ecommendation specify as per the (udit

6eport will have to be completed within 7 days of the report submission.



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SUB)ECT WAE &"OCESSIN AND &A8MENT

*age processing is carried out by !ite "ersonnel epartment every month on receipt of Monthly

!ite Muster with Monthly (ttendance (dvice. The following procedure is adopted for the wage

processing and payment.

1. +ost +entre +ode 5os. of respective Bnits are allotted to different sites

'. Monthly !ite Muster with Monthly !ite (dvice reaches to !ite "ersonnel epartment by

'th of every month.

. (dvance (uthorisation form #'nd copy$% if any paid to the employee during the month for

recovery and records is forwarded to !ite "ersonnel epartment.

2. !alary slip is generated in copy of two Original copy of salary slip is given to the

employee and the 'nd copy after duly signed by employees is maintained by (ccounts for

records.

4. !tatutory deduction such as "rovident fund% "rofession Ta and ?!I+ applicable is made

. Three copy of !alary !ummary sheet is generated which after been audited by auditors is

approved by ead of the !ite "ersonnel epartment and Operations Manager. Original

copy is forwarded to !ite for record% 'nd copy is forwarded to (ccounts for record% last

copy is retained at !ite "ersonnel epartment *ages are paid to all employee by the

seventh of every month.



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SUB)ECT LEA3E "ULES

#!pecimen +opy$


App%$at%on #or San$t%on o# Annua Leave En$ash>ent $u> Adv%$e

Bnit : ate :

5ame :

esignation :

?mployee +ode 5o :

Cear for which (nnual Aeave encashment is sought

to be sanctioned . :

5umber of days of (nnual Aeave for which

encashment is sought to be sanctioned :


(pproved / 5ot (pproved

!ignature

#!ite In-+harge / Bnit Manager $

5ame :

ate :

Adv%$e to A$$ounts Depart>ent App%$a<e Not App%$a<eF

Mr./ Ms. has completed ........... month / year contract. The amount of 6s. has been

granted encashment of (nnual Aeave of Month / Cear . The balance days of annual leave left to his credit is .

!ignature

#Bnit Manager / !ite-In-+harge$

ate

Copy #or?arded to S%te &ersonne Depart>ent #or re$ord on GGGGGGGGGG

"e$e%ved <y S%te &ersonne Depart>ent on GGGGGGG





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SUB)ECT LEA3E "ULES

#!pecimen +opy$ (nneure 71 #1$


"6IDIA?@? A?(D? (""AI+(TIO5 / (55B(A A?(D? ?5+(!M?5T +BM (DI+?

Bnit : ate :

5ame :

esignation :

?mployee +ode 5o :

Aeave reuested for # $ days from ............... to ......................

@rounds on which leave sought :

(ddress during leave period :

Aeave last availed for ........ days from ................ to .............O"

5umber of days of (nnual Aeave for which

encashment is sought tio be santioned.

#!ignature of ?mployee$

"e>ar=s o# the Head o# the Depart>ent

Aeave applied for # $ days from to is granted / not granted.

Mr. / Ms. ............................................................................ will loo< after wor< of Mr. / Ms. ................................................. during his /

her absence on leave.

O"

(nnual Aeave encashment is approved / 5ot approved.

# $

!ignature of the ept. ead / Bnit Manager

5ame :

ate :

Adv%$e to A$$ounts Depart>entMr./ Ms. has completed ........... month / year contract. The amount of 6s. #6upees

$ is to be paid towards eave ?a'es en$ash>ent of leave wages for Month / Cear.

!ignature

#Bnit Manager / !ite-In-+harge$

ate




Documents

Global Overseas-HR Manual_Delhi_Social Group