Hr Manual Modified 205

8/3/2019 Hr Manual Modified 205

1/40

No. Contents Page No.

1. Recruitment Policy 22. Induction Policy 43. Employees Terms And Conditions Policy 74. Security Policy 125. Employees Compensation And Benefit Policy 166. Leave Policy 187. Growth And Development Policy 208. Training Policy 229. Welfare Policy 25

10. Communication Policy 27

11. Environment Policy 2912. Health And Safety Policy 3113. Anti Harassment Or Abuse Policy 3414. Misconduct And Reprehension Policy 3715. Separation Policy 3916. Annexure 41

RECRUITMENT POLICY

1.

1.1.

Objective

To identify and recruit line operators with the optimum skillsand aptitude required for operations.

2.

2.1.2.2.

2.3.

Operating Authorities

Local HRFront line managers

Factory Manager

Factory HR Policy Manual


2/40

3.

3.1.

3.2.

3.3.

3.4.

3.5.

3.6.

Operating Procedure

Given below are the procedures that will have to be followedwhile recruiting and all queries at variance with this policy areto be addressed to the factory HR head. And his / herdecision is final.

The supervisor to fill in the Manpower Requisition Form(MRF) (Annexure I) and gets it authorised by the FactoryManager and forward it to the respective Local HR.

On receipt of the MRF the Local HR is to check if the jobdescription and specification match with any of the currentTemporary Employee, Retrenched Workmen or Ex-employee.

If suitable candidate(s) is unavailable within the factory then

the vacancy is to be filled by advertising, employeesreferrals, walk in interviews, campus recruitment orplacement consultants.

All potential candidates should be over and above the age of18 years.

The short listed candidates will be given an analytical test, adexterity test, colour blindness test and a technical trainingmeant for experienced operators, and on successfulcompletion they will be called for a personal interview and on

clearing the interview, the candidate will be called for asalary fixation and after that the candidate is selected.

RECRUITMENT POLICY

3.7.

3.8.

On selection, an appointment letter is to be issued to thecandidate(s).

If in the case of a casual worker, recruitment will be donethrough licensed contractors. In the event of appointment ofa casual worker no letter of appointment is to be provided.



3/40

Ref Code:

INDUCTION POLICY

1.

1.1.

Objective

To orient and align the inductee to the process and

procedures in the organisation.

2.

2.1.2.2.2.3.2.4.


Local HRSupervisor

TrainerProduction team / IED



4/40

3.

3.1.

3.2.

3.2.1.3.2.2.3.2.3.

3.3.

3.4.

3.4.1.3.4.2.3.4.3.3.4.4.3.4.5.3.4.6.

Operating Procedure

Given below are the processes and the procedures that willbe followed while inducting a new joinee and all queries atvariance with this policy are to be addressed to the Local HRhead, and his / her decision is final.

The new joinee(s) will be taken in as a trainee / probationersand will be provided with a joining kit. Which will contain thefollowing:

1. Gloves (as per requirements)2. Aprons (as per requirements)3. Employee hand book

In the case of an experienced operator, on successfulcompletion of his / her technical test he / she is to be taken

on probation.

For fresher, the induction will include the following:

1. Completion of joining formalities2. Orientation of the factory premise3. Overview and orientation of operatingprocesses4. Orientation in the specific areas of work5. Information about the garment industry6. Hands on Training for a period of 45 days for

fresher.



5/40

INDUCTION POLICY

3.5.

3.6.

3.7.

3.8.

3.9.

3.10.

3.11.

3.12.

3.13.

3.14.

The trainee(s) will be put through training at the TechnicalTraining Division for a period of forty five (45) days. During

this period they would be evaluated for their technicalprogress every fortnight by the production team and at theend of the training they will be graded based on theirtechnical abilities into Grades A, B, C or D.

The training period could be extended for another fifteen (15)days or terminated based on the performance of theindividual.

No further training beyond sixty (60) days will be provided.

Production activity will not occur at the training division norwill the trainee be deployed on the shop floor during theirtraining period.

The trainee will be given a trainees ID card and during theirperiod of training, the trainee is paid a minimum wage of75% of the semi-skilled worker.

On successful completion of the training, the trainees will beupgraded to operator category and taken on probation for aperiod of one year and will be referred to as a probationer.

The Probationer will be paid as per Minimum Wages of aSemi skilled worker

Confirmation of services of a probationer shall be in writingand in absence of such written order the workman shall bedeemed to continue on probation.

The management may terminate the period of probation atthe end of the prescribed period; or may extend the period of

probation, further up to a maximum of six (6) months, if in theopinion of the management the work or the conduct of anyworkman, during the period of probation is not satisfactory.

If a permanent workman is employed as a probationer in anew post he may at any time, at the discretion of themanagement during the probationary period or extendedprobationary period or on expiry thereof, be reverted to hisprevious post.



6/40

INDUCTION POLICY

3.15.

3.16.

On successful completion of the probation period theprobationer is employed on a permanent basis and given an

employee number, time card and a permanent employeesidentification card.

No employee during probation or after confirmation; in formor service be engaged in any business / service outside thatof the factory.



7/40

EMPLOYMENT TERMS ANDCONDITIONS POLICY

1.

1.1.

Objective

To provide clear and transparent terms and conditions of

employment which are in tandem with all legal requirements.

2.

2.1.2.2.2.3.


Local HRFactory managerSupervisors

3.

3.1.

3.2.

3.2.1.

3.3.

3.3.1.

3.4.

3.4.1.

Operating Procedures

Given below are the terms and conditions of employmentprovided for employees. All queries at variance with thispolicy are to be addressed to the factory HR head, andhis / her decision is final.

Classification Of Employees

All employees in the factory will be classified under thefollowing heads.

Permanent Employee

Is one who is employed at a permanent post and includesany person who has satisfactorily completed the prescribedperiod of probation in the same or higher or equivalentcategory in the factory, and has been confirmed in writing.

Probationer

Is one who is provisionally employed to fill a permanentvacancy and who has not completed the period of probationof 06 (Six) months or such extended period.

Ref Code:



8/40


3.5.

3.5.1.

3.6.

3.6.1.

3.7.

3.7.1.

3.7.2.

4.

4.1.

4.2.

4.2.1.

4.2.2.4.2.3.

4.2.4.

Trainee

Is one who is engaged essentially in acquiring the skill setsrequired for the job assigned to him / her, provided that the

period of such learning shall not exceed two (2) months. He /she shall have no right to employment in the factory after thecompletion of the training period.

Temporary Employee

Is one who is engaged for work which is temporary in nature,or likely to be finished within a limited period.

Casual Employee

Is one who is employed on a daily basis or piece rate basisfor work, which is essentially occasional or casual in natureon a day-to-day basis.A permanent workman, who is employed as a trainee in ahigher post may at any time during the period of training, bereverted to his original post, provided that during the periodof training a permanent workman shall not be deprived of thebenefits accrued to him in his permanent post.

Proof Of Age

Every workman at the time of his employment is required todeclare his age in the application blank (Annexure II). Allthose already in employment shall declare their age, if theyhave not so declared at the time of their employment.

Employee for this purpose shall provide any of the followingdocuments for proof of age:

1. Birth certificate

2. 10

th

standard marks card or transfercertificate3. Age Certificate from a dentist / medical officerapproved by the company.4. Certificate issued by the registrar of births orany other local authority.



9/40


5.

5.1.

5.2.

5.3.

5.3.1.5.3.2.5.3.3.5.3.4.

5.3.5.

6.

6.1.

6.2.

7.

7.1.

7.2.

Proof of address

All employees shall provide proof of permanent andtemporary address before joining and all writtencorrespondence wherein there is need to be addressed tothe employees residence shall be sent to the last addressprovided by the employee.

When an employee is shifting or relocating his residence, heshall provide the new address in writing one (1) week prior tohis shifting or relocating.

Employee(s) for this purpose shall provide any of the

following documents for proof of address:

1. Driving license2. Ration card3. Voters ID card4. Certificate issued by the registrar or anyother local authority.5. Copy of the House Lease Agreement6. Duty Joining Form

Hours Of Work

The factory works six days a week on an 8 hours shift, whichexcludes two tea breaks one in the morning and one in theevening for ten minutes each and a lunch for thirty minutes.

The weekly off will be on Sundays.

Shift Timing

Currently the factory operates only in a general shift. There

may be more than one shift worked in a department or anydepartment or any section of a department as and whenthere is a business need.

If more than one shift is worked in the factory the employeeshall be liable to be transferred from one shift to another.



10/40


7.3.

7.4.

8.

8.1.

8.2.

8.3.

8.4.

8.5.

8.6.

8.7.

A shift working may be discontinued or temporarily stoppedbased on the business requirements.

If on discontinuance of the shift working any employee has tobe retrenched, then the provisions of the Industrial DisputesAct 1947 will be followed.

Attendance

Every employee shall PUNCH IN and PUNCH OUT hisattendance through the time office at the time of enteringand leaving the factory premises, at shift start, close andduring rest intervals as and when such facilities are made

available.

Every employee shall be present at the place of his work inhis or her respective departments at the start of the shifttime.

A period of fifteen (15) minutes late coming after shift startis provided for employees who are unable to come in timedue to unavoidable circumstances.

In any case the employee shall not come late more than(2) two such occasions in a month; and if in any case anemployee(s) comes late more than twice (2), appropriatedeductions from the wages shall be made.

Employees coming late more than 15 minutes fromscheduled shift timing shall be liable for disciplinary action.Deductions from the wages shall be in proportion with thetime of late coming.

Any employee who after punching his card is found absentfrom his place of work at any time during the working hourswithout permission shall be liable for disciplinary action forloitering and wages shall be deducted for the period she /he was not found in the place of work.



11/40


9.

9.1.

Wage period

The wage period is calculated on the calendar month basis.And all payments to employees shall be in this regard.



12/40

SECURITY POLICY

1.

1.1.

Objective

To protect and safeguard all employees, materials and

processes within the factory premises.

2.

2.1.2.2.2.3.2.4.


Local HR HeadSupervisorSecurity headSecurity guards

3.

3.1.

4.2.

4.2.1.

3.2.1.3.2.2.3.2.3.3.2.4.3.2.5.

3.3.

3.4.


Given below are the procedures to be followed by allemployees to ensure security. And all queries at variancewith this policy are to be addressed to the factory HR head.And his / her decision is final.

Use of Identity (ID) Cards

All employees are provided with an identity card (ID) which,contain employee particulars. This ID card is given for:

1. Identification of the employee2. Entry and exit from the factory3. Attendance recording4. Emergency contact5. For enjoying facilities, concession andbenefits available to him / her as an employee ofthe company.

The employee shall carry his ID card on him / her self visibly,at all times when inside the factory and present it whileentering or leaving the factory or on demand by the securityguard, supervisor or the HR department.

The ID cards shall be the property of the factory and shouldbe surrendered to the HR department on cessation ofemployment.



13/40

SECURITY POLICY

3.5.

3.6.

3.7.

3.8.

4.

4.1.

4.2

4.2.1.

4.2.2.

4.2.3.

In no case should the employee produce or surrender his IDcard to anybody or authority outside the factory. If any

employee is found doing so he / she would be liable fordisciplinary action.

Loss or damage of the ID card should be notified to the HRdepartment immediately and a requisition for a duplicate cardwill have to be applied for in the Duplicate ID Card IssueForm (Annexure III).

If the employee loses or damages his / her ID card for thefirst time the ID card will be replaced by the managementfree of charge. On loss or damage of an ID card for the

second time a fee of Rs. 25/- will be charged, and for thethird time onwards a fee of Rs. 50/- will be charged forreplacement of the ID cards.

No employee shall be in possession of another employeesID card within the factory premises.

Manner Of Entry And Exit

Given below are the procedures for entry and exit from thefactory premises.

Movement Of Employees

Entrance and exit from the premises shall be throughprescribed gates only and every employee shall show his /her ID card to the security on duty while passing throughsuch gates.

The gates may be closed during working hours at thediscretion of the management and employees must not leave

the premises during the working hours without prior writtenpermission from the appropriate authority.

An employee who is not on duty shall not remain on thepremises without permission from the manager or his / herauthorised official.



14/40

SECURITY POLICY

4.2.4.

4.2.5.

4.2.6.

4.2.7.

4.3.

4.3.1.

4.3.2.

4.3.3.

4.3.4.

4.4.

4.4.1

Visitors entering into the factory must be first verified via theintercom to check if the person they wish to meet is availableand where they are, then the visitor has to register at thesecurity office and obtain a visitors pass.

While leaving, the Visitor should sign in the visitors registeragain at the security office mentioning his time of exit andreturn the visitors pass duly signed by the person visitedbefore leaving the factory premises.

Visitors are liable to be checked by security personnel whileentering and leaving the factory premises.

The visitors are not to be allowed on the shop floor withoutthe permission of the Local HR head / Factory manager.

Movement Of Materials

Material being brought into the factory premises should bedisclosed at the security and a security gate pass to beobtained before carrying it into the factory premises.

Suspicious materials that come into the factory will bestopped at the main gate and thoroughly investigated beforebeing sent into the factory.

Material being taken out of the factory should beaccompanied by a gate pass signed by the appropriateauthority. The same is to be produced before the security onleaving the factory premises.

Employees found taking out any material(s) belonging to thefactory without a valid gate / security pass are liable fordisciplinary action.

Movement Of Vehicles

All personnel bringing their own vehicles should put thesecurity clearance stickers in a prominent place on thevehicles that is visible to the security staff.



15/40

SECURITY POLICY

4.4.2.

4.4.3.

5.

5.1.

5.2.

5.3.

6.

6.1.

6.2.

All non personnel vehicles that come into the factorypremises will be asked to park outside the factory premises.

All vehicles are liable to be checked by security personnelwhile entering and leaving the factory premises.

Search Of Employee(s)

As deemed necessary; all employees entering or leaving thefactory at any time are liable to be searched whilst within thepremises by a person authorised to do so by the manager.

To ensure that they are not in unauthorised possession ofproperty belonging to the company or of other employees or

of any articles prejudicial to the security of the factory or toother employees.

In case of a female employee the search shall be carried outby another female person authorised by the management.

To Ensure Secrecy

No employee shall take any paper, book, photographs,instruments, apparatus, documents or any other property ofthe factory or of the premises nor shall be in any way pass,or cause to be passed or disclose or cause to be disclosedany information or matter concerning the operations of thefactory to any unauthorised person, company or corporationwithout the written permission of the Factory Manager.

If any employee is found doing so he / she would be liable fordisciplinary action or may be suspended / terminated fromservice.



16/40

COMPENSATION AND BENEFITPOLICY

1.

1.1.

Objective

To provide the employees with the appropriate compensationand benefit package.

2.

2.1.2.2.2.3.


HR Head1. Factory Head

Supervisor

3.

3.1.

4.

4.1.

4.1.1.4.1.2.4.1.3.4.1.4.

5.

5.1.

5.2.


Given below is the compensation and benefits provided foremployees. And all queries at variance with this policy are tobe addressed to the factory HR head. And his / her decisionis final.

Payment of wages

The employees are paid wages based on the MinimumWages Act for garment industry and the employees for thispurpose are classified into:

1. Unskilled2. Semi skilled3. Skilled4. Highly skilled

Over time

Over time will be paid to all employees who work for morethan 48 hours in a given week and overtime wage will be atthe rate of twice the basic wage.

Working hours will not be more than 60 hours in a week andovertime will not be more than 50 hours in a quarter.



17/40

COMPENSATION AND BENEFITPOLICY

6.

6.1.

7.

7.1.

8.

8.1.

9.

9.1.

10.

10.1.

10.1.1.

10.1.2.10.1.3.

Provident Fund

All employees will be covered as per the Employees

Provident Funds and Miscellaneous Provision Act of 1952.12% of the earned basic will be deducted and an equalamount will be contributed by company and remitted to eachemployees account.

Employee State Insurance

All employees will be covered under the Employees StateInsurance Act of 1948. There will be a deduction of 1.75%from the employees gross salary including all allowancesand 4.75% will be contributed by company.

Bonus

Bonus is paid as per the Payment of Bonus act of 1965.

Attendance Incentive

Employees who have worked on all days without any leavesbeing availed in any month will be eligible for an attendanceincentive of Rs. 250/- pm and an employee who has availedonly one days in any month leave will be eligible for anattendance incentive of Rs. 100/- pm.

Special Incentive

Special incentives will be given for employees who haveworked in the factory for five year or more without a break.These Long Service Awards will be as gift vouchers of thefollowing denomination.

05 years - Rs 1500/-

10 Years - Rs 3000/- 15 Years - Rs 5000/-



18/40


19/40

LEAVEPOLICY

4.6.

4.7.

5.

5.1.

5.2.

6.

6.1.

6.2.

The earned leave can be accumulated to a maximum of 30days and accumulation beyond 30 days will lapse.

Unavailed EL can be encashed at the beginning of everycalendar year.

Casual Leave

Employees are given 5 days casual leave (Privileged Leave),to attend to their personal and urgent requirements. Theseleaves cannot be clubbed with earned leave or other leaves,without the permission of the Local HR head.

Employees will have to apply in advance in the Leave

Application Form (Annexure IV) to have their casual leavegranted.

Annual HolidaysEmployees will be given 10 days leave for festivals and othergovernment holidays.

The list of such holiday will be put up on the notice board,and will be communicated to the employees.

GROWTH AND DEVELOPMENT



20/40

POLICY

1.

1.1.

Objective

To evaluate and improve the employees knowledge, skillsand attitude and to facilitate their overall individualdevelopment

2.

2.1.2.2.


Local HR HeadSupervisor

3.

3.1.

4.

4.1.

4.2.

5.

5.1.

5.2.

5.3.


Given below are the procedures for growth anddevelopment. And all queries in difference with this policy isto be addressed to the factory HR head. And his / herdecision is final.

Performance Appraisal

At the end of every fiscal year the employee and thesupervisors will be evaluated on their performance(Annexure V)

These results will be reviewed by the senior managementand will provide a base for planning the growth and

development of the employees.

Training And Development

Based on the appraisal results the employees will be givenformal or informal training to improve their abilities and skills.

Employees who have shown exceptional performances willbe given multi-skilling training.

Employees who are identified as potential supervisors will be

given soft skills training and behavioural mentoring.



21/40

GROWTH AND DEVELOPMENTPOLICY

5.4.

5.5.

6.

6.1.

6.2.

6.3.

7.

7.1.

All employees who undergo training will be evaluated(Annexure VI) after their training to check their effectiveness

and the training effectiveness.

An interview to review the trainee and training results will beconducted.

Transfer

In the interest of the factorys work process, any employeeshall be liable to be transferred at the discretion of themanagement from one job to another or from onedepartment / section to another or from one unit or factory of

the company to another.

The employee will be governed by the terms and conditionsof service applicable to his cadre or grade at the department,section, unit or office or factory to which he is transferred.

The transfer of the employees shall be within the state ofKarnataka.

Note:

The employee(s) is at liberty to meet and discuss with themanagement or appropriate authorities their thoughts andqueries on matters pertaining to their career growth anddevelopment in the factory; at a mutually convenient timebefore or after the shift time within the factory premises.



22/40

TRAINING POLICY

1.

1.1.

Objective

To enhance individual employees skills and capabilities and

ensure optimum potential.

2.

2.1.2.2.2.3.



1. Corporate HR

3.

3.1.

3.2.

4.

4.1.

4.2.

5.

5.1.


Given below are the procedures for training for allemployees. And all queries in difference with this policy is tobe addressed to the Local HR head. And his / her decision isfinal.

On identification of the training needs by the Local HR,employees will be put through the following training asrequired.

Technical Training

The employees who are below average in performance willbe put through the skill enhancement programme in-house toenable the employees to hone their skills sets and set higherstandards in performances.

Employees who have attained optimum skills in a particularsection and have shown the potential for multi-skilling will beput through the Training centre to upgrade their existing skills

and to acquire new skill sets necessary for multi-skilling.

Behavioural Training

On identification of the Employees behavioural needs theywill be given appropriate training. This training may be in-house by the HR personnel or through outsourcedprofessional faculty, as the need arises.



23/40

TRAINING POLICY

5.2.

5.2.1.5.2.2.5.2.3.5.2.4.5.2.5.5.2.6.5.2.7.5.2.8.5.2.9.5.2.10.

5.2.11.5.2.12.5.2.13.5.2.14.5.2.15.5.2.16.

6.

6.1.

6.1.1.6.1.1.1.6.1.1.2.

6.1.2.6.1.2.1

6.1.3.6.1.3.1.

6.1.4.6.1.4.1.

6.1.5.6.1.5.1.6.1.5.2.

Given below is a concise list of in-house training that will beprovided for employees:

1. Team building2. SMT3. Awareness Labs4. Learning styles5. Psychological Coping6. Mentoring7. Leadership8. Time management9. Self esteem and self worth10. 5 S

11. Etiquettes12. Need based behavioural training13. Fire safety14. First Aid15. Emergency preparedness16. Environmental awareness

Technical Training Division

New joinees will be put through this form of training, whichwill be in-house. This training is conducted to align thefresher to the factorys required skill sets and performancestandards. Which are as follows:

Week Ia) Screening testb) Understanding the machine

Week IIa) Basic fabric & sewing exercises

Week IIIa) Simulation training exercise

Week IVa) Skill enhancement

Week V & VIa) Productivity enhancementb) Production evaluation



24/40

TRAINING POLICY

6.2.

6.3.

All employees who undergo training will be evaluated beforeand after their training to check the employees and the

training modules effectiveness. This detail will be recorded intheir respective personnel dossiers.

The employees are evaluated to ascertain their productivityand their skill potential so that they can be graded based ontheir performance. If after the training period the employeehas not yet met the minimum requirement to be on theproduction line but has potential to do so, then suchemployees will be given a further training for a 15 daysperiod. Once after the training the employee will be put onthe production line after meeting the minimum requirements.



25/40

WELFARE POLICY

1.

1.1.

Objective

To ensure the employees well being, over and above thestatutory mandates.

2.

2.1.2.2.


Local HR HeadCorporate HR

3.

3.1.

4.

4.1.

4.2.

4.3.

5.

5.1.

Crche

There is a crche available for all employees children whoseage does not exceed 6 years. The timing of the crche is insync with the shift timing. There is a caretaker to take care ofthe children and an attendant.

Canteen

There is an outsource canteen provided for employees to

have their food. The canteen will provide breakfast, lunch,snacks, Tea and coffee for all employees during the breaktime and appropriate deductions will be made from theemployees salaries.

The canteen will work on specified times only. Breakfast willbe served an hour before shift start, lunch break will be for aperiod of 30 minutes and the two tea breaks will be 10minutes each.

The employees are refrained from using the canteen facilities

other than the break timings.

Counselling

The employees can contact the local HR to seek counsellingand advice and if the issue requires the help of aprofessional then a counsellor will be called to provideassistance or will be referred to the employee.



26/40

WELFARE POLICY

5.2.

6.

6.1.

6.2

6.3

6.4

7.

7.1.

7.1.1.7.1.2.7.1.3.

7.2.

7.3.

7.4.

7.5.

Counselling will take place before or after shift timings insidethe factory premises.

Advances

Salary advances are provided for the purpose of exigenciesthat the employee faces. These advances are provided forpermanent employees who have worked for 3 years or more.

The salary, in part or in full, for the month will only be givenas advance. The employees will have to apply in the Loansand Advances Forms (Annexure VII) 15 days in advance.These advances are interest free.

Repayment of such loans will be in 6 equal instalments andwill be deducted from the wages.

An employee can avail this only twice in a year. Andemployees, who have already taken loans, will not beeligible.

Loans

The factory provides loans for general purpose such as:

1. Marriage of self or own sisters2. Accidents3. And Emergencies such as accidents,hospitalisation and death in the family (Self,spouse, children and parents)

These loans are provided to permanent employees whohave completed 5 years of service. The employees will haveto apply in the Loans and Advances Forms (Annexure VII) 15

days in advances. These loans are interest free.

The loan amount is fixed at Rs. 5,000

Repayment of such loans will be in 20 equal instalments andwill be deducted from the wage.

Employees who have taken advance from the factory willhave to repay the advance to be eligible for a loan.



27/40

COMMUNICATION POLICY

1.

1.1.

Objective

To develop conscientious intra-personal relationships allthrough the factory, both vertical and horizontal; therebyhaving an unhindered channel of information flow.

2.

2.1.2.2.2.3.


Local HR Head1. Factory Head2. Supervisor

3.

3.1.

4.

4.1.

5.

5.1.

6.

6.1.

Operating Procedure

Given below are the procedures to be followed by allemployees for communication. And all queries at variancewith this policy are to be addressed to the factory HR head.And his / her decision is final.

Notice Boards

All communication from the management to the employeeswill be put up on the notice board as early as possible by themanagement.

Public Address Systems (PAS)

Communications which are deemed urgent may beannounced on the PAS and will / may be put up on the noticeboard at the discretion of the management.

Suggestion Box

All suggestions and queries relating to infrastructure,facilities, amenities and basic management of the factorymay be dropped into the suggestion box filled up in theSuggestion / Queries Form (Annexure VIII).



28/40

COMMUNICATION POLICY

6.2.

6.3.

6.4

6.5.

6.6.

7.

7.2.

All suggestions and queries may not be responded to but willdefinitely be taken into consideration by the management.

And any communication in this regard would be put up onthe notice board.

The keys for the suggestion box will be with the Local HRhead and the suggestion box will be opened / sealed in thepresence of the Factory Manager.

The suggestion box will be opened once every week onFridays.

The Management on every Monday will meet to discuss andreview factorys progress; in these meetings thesuggestions / queries raised by the employees will behandled and actions taken will be filled in the action plans(Annexure VIII), one copy will be posted on the notice boardand the other copy will have to be submitted to the corporateoffice by Wednesday of the same week.

Note:

The employee(s) is at liberty to meet and discuss with theFactory Manager or appropriate authorities their thoughtsand queries on matters pertaining to the factory at a mutuallyconvenient time before or after the shift time and with the HRpersonnel during the break, within the factory premises.



29/40

ENVIRONMENT POLICY

1.

1.1.

Objective

To ensure all legal and mandatory requirements are met withregard to maintaining the environment within and the

surrounding area of the factory and reduce / eliminate thedegradation of the environment.

2.

2.1.2.2.2.3.


Local HR HeadSupervisorMaintenance executive

3.

3.1.

4.

4.1.

5.

5.1.

6.

6.1.

6.1.1.6.1.2.6.1.3.

Operating Procedure

Given below are the procedures to be followed by allemployees to maintain the environment at an optimum level.And all queries at variance with this policy are to beaddressed to the factory HR head. And his / her decision isfinal.

Factory environment

The environment within the factory is maintained as per theFactories Act of 1948.

Water And Energy Conservation

Twice a year the employees will have be given talks orseminars conducted for environment awareness andconservation.

Waste Disposal

Being in the Garment industry the factory waste is as follows:

1. Pieces of cloth and thread waste2. Card board cartons and paper 3. Plastic bags and plastic wrappers



30/40

ENVIRONMENT POLICY

6.2.

6.3.

6.4.

6.5.

6.6.

6.7.

6.8.

The cloth wastes are divided into unusable and reusablepieces of cloth. The unusable cloth is sold to smallmerchants for their use and the reusable larger pieces of

cloth are used within the factory as waste cloths for thepurpose of dusting, cleaning of machines etc. Thread andwaste are disposed in the dust bins.

Card board cartons and papers are sold to merchants or oldpaper marts.

Plastic bags and wrappers are disposed off to thecorporation of Bangalore to do the needful.

The Air within the factory is monitored and maintained at theoptimal level for working by air monitoring units.In the canteen there are two kinds of waste bins one is fororganic waste such as food and food products and anotherfor inorganic waste such as paper, plastic, etc. these areplaced for disposing all unconsumed food, food products andother wastes.

These bins are cleared once every day.

Our sewage treatment plant attached to the factory treatshuman waste and sewage.



31/40

HEATH AND SAFETY POLICY

1.

1.1.

Objective

To provide the utmost care and safety for all employees toensure their well being.

2.

2.1.2.2.


1. Local HR Head2. Supervisor

3.

3.1.

4.

4.1.

4.2.

4.3.

4.4.

Operating Procedure

Given below are the procedures to be followed by employeesfor maintaining safety and health. And all queries at variancewith this policy are to be addressed to the factory HR head.And his / her decision is final.

Health Requirement

All employees are to undergo medical check-up by thefactory medical officer prior to joining and after joining

medical check-up by the factory medical officer will beconducted annually.

A balanced menu chart is posted in the canteen which is putup to create awareness among the employees of the caloriesrequired for work and the calories contained in the varioustypes of food.

The water provided for the employees for drinking arechecked every month for contamination, purity and mineralscontents.

There is a first aid room, within the factory premises. The firstaid room is provided with bed and medical facilities forattending to any minor injuries, cuts and bruises occurring tothe employees at the workplace.



32/40


5.

5.1.

5.2.

5.2.1.5.2.25.2.3.5.2.4.5.2.5.5.2.6.5.2.7.5.2.8.

5.2.9.5.2.10.

6.

6.1.

7.

7.1.

7.2.

Safety Requirements

All employees are provided with personal protectiveequipment (PPE) based on their job specifications.

Given below is a concise list of PPE provided.

1. Rubber Gloves2. Meshed metal gloves3. Eye guard4. Needle guard5. Ear plugs6. Dust masks7. Labels tagging gun8. Rubber mats

9. Safety ladder10. Pulley guard

Fire safety

All employees while joining are oriented on the fire safetyand emergency evacuation procedure that are to be followedand provided with copies of the same. A copy of the Factorylayout mentioning the emergency fire exists, extinguishers,and fire alarms are also provided.

Accident

In the event of an accident within the factory, the shiftsupervisor will evaluate the gravity of the accident anddecide on using the first aid available at the sections ormoving the injured person to the medical room located at thefactory. After the victim has been shifted he would have toreport the mishap to the Local HR.

If the injury is minor it would be the decision of the HR alongwith the supervisor to either ask the victim to continue hisduty or give him rest after first aid has been administered.And the shift operator is to fill in the Accident Report(Annexure IX)



33/40


7.3.

7.4.

7.5.

In case of a major injury the HR personnel is to fill up theMedical Assistance Slip (Annexure X) and thenthe victim is tobe shifted to Sarojini Hospital, Peenya, after administration offirst aid at the factory medical room. The movement of thevictim would be administered by the local HR.

On returning to the factory the Line Supervisor will have togenerate an employee Accident Report (Annexure IX) andafter due approval from the factory manager, submit it to theLocal HR head within the next 24 hours of the accident.

On receipt of the accident report the HR will forward an

accident investigation form to the section supervisor(Annexure XI) who will have to investigate the accident andprovide preventive measures. This report on completionshould be forwarded to the HR within 24 hours of receivingthe form. This is initiated to identify and put in safety normsto prevent similar accidents in future.



34/40

ANTI HARASSMENT POLICY

1.

1.1.

ObjectiveTo create awareness and to protect all employees fromphysical and mental abuse or harassment, thereby protecting

human rights.

2.

2.1.2.2.2.3.


Factory Head1. Local HR Head3. Supervisor

3.

3.1.

3.2.

3.2.1.3.2.2.3.2.3.3.2.4.3.2.5.

3.2.6.

3.2.7.

3.2.8.

3.2.9.3.2.10.

3.3.

Operating Procedure

Given below are the definitions and procedures of antiharassment or abuse. And all queries at variance with thispolicy are to be addressed to the factory HR head. And his /her decision is final.

Given below are the circumstance defined as harassment if amale employee insults the modesty of a woman employeeby:

1. Way of uttering any foul language2. Making any signs or gestures of perversion3. Exhibiting any object of sexualapplication4. Making physical contact ininappropriate places5. Intruding upon the privacy of thewoman employee6. Threatening a woman employee for not surrendering to him for his private pleasure

7. Requesting a woman employee for sexual intercourse8. Making promises to a womanemployee for personal pleasure9. Making conversation related to sex10. Exhibition of pornography in any form

Any woman employee who has faced such situations or hasapprehensions that she will be exposed to such situations inthe factory premises may immediately report it with one ormore witness to the Factory HR Head.



35/40


3.4.

3.5.

3.6.

3.6.1.

3.6.2.

3.6.3.3.6.4.3.6.5.

3.7.

3.8.

3.9.

4.

4.1.

4.2.

And after enquiry, appropriate disciplinary action will betaken.

In the event of a false accusation the woman employeeclaming to be a victim and the witness (es) will be liable fordisciplinary action.

Given below are the circumstances defined as physicalabuse of a male employee by another male employee:

1. Being physically overpowered by one ormore employees or outsiders within the factorypremises

2. Physically Beat another employee byhand, leg or with any objects3. Physically molested4. Request or force any sexual favours5. Force any form of consumption

Any male employee who has faced such situations or hasapprehensions that he will be exposed to such situations inthe factory premise may immediately report it with one ormore witness to the Factory HR Head.

And after enquiry appropriate disciplinary action will betaken.

In the event of a false accusation the male employee clamingto be a victim and the witness(es) will be liable fordisciplinary action.

Anti Discrimination

There will be absolutely no discrimination between

employees based on sex, caste, creed, religion or race, andemployment, promotions, transfers or other increments orgrowth of the employees will be solely based on individualabilities and capabilities.

Any employee who has faced or has apprehensions that he /she will be exposed to such discrimination in the factorypremise may immediately report it to the Factory HR Head.



36/40


4.3.

4.4.

5.

5.1.

6.

6.1.

6.2.

7.

7.1.

7.2.

7.3.

And after enquiry appropriate action will be taken.

In the event of a false accusation the employee claming tobe a victim of discrimination will be liable for disciplinaryaction.

Grievance Handling

Employee grievances could stem out as a result of apersonal reasons or reasons which are attributable toemployment conditions.

Grievance arising due to personal reasons

Grievances arising out of inter personal conflicts at the workplace; the affected employee could approach HR andrepresent his grievance. HR would investigate the matter andnecessary action would be initiated.

In case of a personal grievance, due to circumstancesoutside the factory, the employee could approach the HRdirectly and request for assistance, advice or counselling.

Grievance arising due to employment conditions

The employee will have to give a written complaint to theimmediate supervisor, who will provide counselling /assistance to the employee(s) to solve the grievance. In theevent that the grievance is not resolved by the supervisorthen, the written complaint will be forwarded and referred tothe Factory Manager who in consultation with the Local HRwill resolve the issue.

In the event of a false accusation the employee claming to

be a victim will be liable for disciplinary action.

All such grievances will be documented by the Local HR.



37/40

MISCONDUCT AND REPREHENSIONPOLICY

1.

1.1.

Objective

To provide guidelines and procedures, within which theemployees have freedom to operate, and provide

transparency in attitude, skill and behaviour requirements.

2.

2.1.2.2.


1. Local HR2. Supervisor

3.

3.1.

3.1.1.

3.1.2.

3.1.3.

3.1.4.

3.1.5.

3.1.6.

3.1.7.

3.1.8.

3.1.9.

Operating Procedure

Given below is a concise list of rules and procedures to befollowed (more details on misconduct and reprehension aredescribed in the Standing Orders section number 21 titledDisciplinary action for misconduct). And all queries atvariance with this policy are to be addressed to the factoryHR head. And his / her decision is final.

1. Theft, fraud or dishonesty inconnection with the factorys business orproperty.2. Habitual absence or leave without

permission or overstaying of sanctioned leavewithout sufficient cause.3. Late attendance on more than twooccasions within a month4. Leaving the workplace earlier than theappointed time.5. Unauthorised absenteeism from workwill be treated as loss of pay.6. Gambling, smoking, consumption of alcohol or drugs within the factory premises orin possession of it.

7. Loitering or sleeping during shift timingwithin the factory8. Engaging in other employment whilestill in the service without prior writtenpermission of the management.9. Wilful insubordination and instigation.



38/40

MISCONDUCT AND REPREHENSIONPOLICY

3.2.

3.3.

3.4.

3.5.

An employee involved in any kind of misconduct will bewarned verbally by the immediate supervisor against

repeated occurrences. In spite of the stern warning, if theemployee repeats the misconduct the matter will be broughtto the notice of the Local HR.

Local HR in turn will investigate the matter and issue writtenwarnings with regard to the misconduct. Based on themagnitude of the misconduct and the previous records of theemployee the Local HR would at its discretion give theemployee a chance to apologise in writing to themanagement for his / her misconduct.

In case of a chronic misconduct or the refusal of theemployee to furnish an apology letter, a show cause notice isto be issued to the employee in consultation with the factorymanager.Depending upon the gravity of the misconduct disciplinaryproceedings would be initiated against the employee as perthe Industrial Disputes Act of 1947.



39/40

SEPARATION POLICY

1.

1.1.

Objective

To provide unbiased and equitable treatment to allemployees who are leaving and providing them withnecessary requirement for a smooth separation

2.

2.1.2.2.



3.

3.1.

3.2.

3.2.1.

3.2.2.

3.2.3.

3.2.4.

3.2.5.

3.2.6.

Operating Procedure

Given below are the procedures to be followed by allemployees while separating from the factory. And all queriesat variance with this policy are to be addressed to the factoryHR head. And his / her decision is final.

The concise of reasons for separation is given below:

1. Insanity, physical infirmity, contagious /infectious disease, continued ill health, medical unfitnessfor employment as declared by a certified medical officer.2. Insolvency

3. Convictions by any ordinary court on anycriminal proceedings involving moral turpitude4. Engaging in any vocation outside that of the company without written permission of the manageror found to have been working elsewhere during theperiod of leave of duty.5. Loss of confidence by the company in anemployee holding a position of trust or confidence andany other reasonable cause.6. Absence by an employee on grounds of sickness for continuous period of 12 months or more if

suffering from TB, leprosy, mental or chronic illness orfracture of lower extremity.



40/40

SEPARATION POLICY

4.

4.1.

4.2.

4.3.

4.5.

4.6.

5.

5.1.

5.2.

5.3.

5.4.

5.5.

5.6.

Voluntarily Leaving Of Service

Any permanent employee desirous of leaving the service

shall provide one months notice or one months wages in lieuof notice to the Factory HR Head in writing.

The HR is to conduct an exit interview with the separatingemployee to ascertain feedback on the factorys operationsand its management.

Probationary, temporary workmen and trainees, other thanthose transferred as probationary employees frompermanent post in the company may leave without notice orbe discharged from service without notice and without

assigning any cause or reason.

Unless specifically authorised by the Factory HR Head inwriting, balance of leave of any form cannot be adjustedagainst the notice period.

All payments due to the employee or the management will besettled in full before the discharge.

Cessation Of Service

In the case of a permanent employee one months wage indue off or one months notice period may be issued.

Reasonable cause shall include conviction by a criminalcourt for any offence involving moral turpitude.

The reason for terminating the employee shall becommunicated in writing at the time of discharge.

Unless specifically authorised by the Factory HR Head in

writing, balance of leave of any form cannot be adjustedagainst the notice period.

Any employee shall be superannuated from the service ofthe factory on completion of the age of fifty eight (58) yearsin estimated accordance with the English Calendar.

All payments will be settled in full before the notice periodexpires.

Documents

Hr Manual Modified 205