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HHRR PPoolliiccyy

AARRSSSS IInnffrraassttrruuccttuurree PPrroojjeeccttss LLttdd..SSeeccttoorr--AA,, ZZoonnee--DD,, PPlloott NNoo..--3388,, MMaanncchheesswwaarr IInndduussttrriiaall EEssttaattee,,

MMaanncchheesswwaarr,, BBhhuubbaanneesswwaarr--775511001100((OOrriissssaa))

IInnddeexx

11.. AAbboouutt TThhee CCoommppaannyy22.. TThhee MMaannaaggeemmeenntt33.. OOrrggaanniissaattiioonn CChhaarrtt44.. HHuummaann RReessoouurrccee55.. GGrraaddee ooffEEmmppllooyyeeeess &&SSttrruuccttuurree ooffPPaayy ssccaallee &&FFaacciilliittiieess66.. RReeccrruuiittmmeenntt &&AAppppooiinnttmmeenntt77.. LLeeaavvee RRuulleess88.. HHoolliiddaayyss99.. OOffffiiccee TTiimmiinnggss1100.. IIddeennttiiffiiccaattiioonn,, AAtttteennddaannccee &&IIddeennttiittyy CCaarrddss1111.. AAtttteennddaannccee &&LLaattee CCoommiinngg1122.. EEnnttrryy &&EExxiitt1133.. OOvveerrttiimmee &&HHoolliiddaayy WWaaggeess1144.. TTrraavveell RRuullee1155.. LLeeaavvee TTrraavveell AAssssiissttaannccee1166.. PPrroovviiddeenntt FFuunndd// GGrraattuuiittyy1177.. GGrroouupp GGrraattuuiittyy SScchheemmee1188.. OOtthheerr SSoocciiaall SSeeccuurriittyy SScchheemmee1199.. IInnssuurraannccee SScchheemmee2200.. PPeerrffoorrmmaannccee MMaannaaggeemmeenntt SSyysstteemm2211.. PPrroommoottiioonn PPoolliiccyy2222.. TTrraaiinniinngg &&DDeevveellooppmmeenntt2233.. OOtthheerr BBeenneeffiittss2244.. OOnn RReessiiggnnaattiioonn2255.. OOnn RReettiirreemmeenntt2266.. SScchheemmee FFoorr FFaarreewweellll ttoo RReettiirriinngg EEmmppllooyyeeeessSSttaannddiinngg OOrrddeerrss

11.. CCoonndduucctt

22.. MMiissccoonndduucctt33.. PPuunniisshhmmeenntt ffoorr MMiissccoonndduucctt44.. GGrriieevvaannccee PPrroocceedduurree55.. SSeexxuuaall HHaarraassssmmeenntt

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2.1.Chairman

Mr.Subash AgarwalChairman and Promoter of our Company with 17 years of industrialand entrepreneurial experience in the execution of railway and road projects. He is

responsible for expanding our clientele, tendering, price negotiation, projectprogramming, scheduling and commissioning. He has played a vital role informulating the overall business strategy of our Company.

2.2.Independent Directors

Mr.Bidhubhusan Samal is an Independent Director of our Company. He has more than

30 years of work experience in the field of Banking Rural Credit, Security Markets andIndustrial Finance. He has served as Chairman of Allahabad Bank, Chairman and

Managing Director of Industrial Investment Bank of India, Director of Agriculture

Finance Corporation Limited, president of Bankers Club, Chairman of IBA WorkingGroup on Agriculture Credit and as Member of the Securities Appellate Tribunal.presently, he is a member of the Task Force set up by the Ministry of Heavy Industriesand Public Enterprises and Employment Mission set up by the Government of Orissa.

Mr.Dipak Kumar Deyis an Independent Director of our Company. He holds a BachelorDegree of Science (Civil Engineering) from the University College of Engineering, Burlaand a Masters Degree of Science (Civil-Structural Engineering) from SambalpurUniversity, Orissa. He has worked as a Civil Engineer with the Works Department,

Government of Orissa for 34 years in various capacities. he has served as Engineer in

Chief cum Secreary, in the Works Department, Goverment of Orissa and during hisappointment as such, he was in charge of implementation of various projects such as

construction of national highways, state roads, bridges and buildings undertaken by

the Government of Orissa in association with the World Bank, National Bank forAgricultural and Rural Development("NABARD") and Government of India. presently,he is member of the Indian road Congress, the Indian Building congress and the Orissa

Engineering Congress, which are Government affiliated institutions. He is also amember of the Indian Road Congress Highway Research Board.

Mr.Swarup Chandra Parija is an Independent Director of our Company. During his 38years of services with the Government of India, he was involved in variousadministrative assignments as the Director of Income-Tax Investigation, Commissioner

of Income-tax and Director General of Income-tax, Investigation. He has also served

as a member of Income-Tax Settlement Commission and as Chief of Administrationand Finance of All India Institute of Medical Sciences. Presently, he is the Chairman ofthe Executive Committee of International Fiscal Association, Northern Region (India)

and a meber of All India Federation of Tax Practitioners.

Mr.Sujit Ranjan Chaudhariis an Independent Director of our Company. He has beenemployed with the Indian Railways in various capacities for 36 years and retired as theGeneral Manager, East Coast Railway. Mr. Chaudhari was involved in execution ofoverseas projects and his work profile included management of international tender

documents, finalisation of tenders and management of international contracts. He hasalso published various books on construction of buildings and rail infrastructure suchas "Transport Infrastructure- Role of Railways as cost effective transport provider and

future challenges', "Rail Infrastructure - Development in Orissa", "Analysis ofConstruction Cost and Problems of financial Viability of Calcutta metro Railways" etc.

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Board Of Directors

Chairman

Managing Director

Director Technical President & CEO

33)) OOrrggaanniissaattiioonn CChhaarrtt

Sr. Vice President &COO

Chief EngineerSr. TrackEngineer

GM (Tender)GM

(Field operation)

Asst. Vice

PresidentHR

GM(HR)

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44)) HHuummaann RReessoouurrccee

TToo mmaannaaggee tthhee ccoommppaannyy,, tthheerree aarree aabboouutt 778888 nnooss.. ((aass oonn DDeecceemmbbeerr 22000077)) ooff

eemmppllooyyeeeess ppoosssseessssiinngg aa vvaarriieettyy ooff sskkiillllss,, qquuaalliiffiiccaattiioonn aanndd ccoommppeetteennccee.. TThhee CCoommppaannyyiiss ttrruullyy yyoouutthhffuull wwiitthh tthhee aavveerraaggee aaggee ooff eemmppllooyyeeeess bbeeiinngg aarroouunndd 4400 yyrrss iinncclluuddiinnggCChhaaiirrmmaann,, MMaannaaggiinngg DDiirreeccttoorr,, DDiirreeccttoorrss,, VViiccee PPrreessiiddeennttss eettcc.. TThhiiss iiss oonnee ooff tthhee ggrreeaatt

aaddvvaannttaaggee ttoo tthhee ccoommppaannyy iinn rreeggaarrddss ttoo tthhee ccuussttoommeerrss,, eemmppllooyyeeeess aanndd sshhaarreehhoollddeerrss..

44..11.. TThhee PPhhiilloossoopphhyy ooff tthhee ccoommppaannyy iinn tthhee ffiieelldd ooffhhuummaann rreessoouurrccee mmaannaaggeemmeenntt hhaassbbeeeenn

aa.. TToo ddeevveelloopp aanndd nnuurrttuurree ffaavvoorraabbllee aattttiittuuddee aammoonngg tthhee eemmppllooyyeeeess aanndd tthhoouugghhoobbttaaiinneedd tthheeiirr bbeesstt ccoonnttrriibbuuttiioonnss ttoo tthhee oorrggaanniizzaattiioonn bbyy pprroovviiddiinngg ssttaabbllee

eemmppllooyymmeenntt,, ssaaffee wwoorrkkiinngg ccoonnddiittiioonnss,, jjoobb ssaattiissffaaccttiioonnss,, qquuiicckk rreeddrreessssaall ooff

ggrriieevvaanncceess aanndd tthhrroouugghh ggoooodd ppaayy aanndd wweellffaarree aammeenniittiieess ccoommmmeennssuurraattee wwiitthhtthhee ccoommppaannyyss ccaappaacciittyy ttoo ssppeenndd aanndd tthhee ggoovveerrnnmmeennttss gguuiiddeelliinneess..

bb.. TToo aattttrraacctt ccoommppeetteenntt ppeerrssoonnnneell wwiitthh ggrroowwtthh ppootteennttiiaall aanndd ddeevveelloopp tthheeiirr sskkiillllssaanndd ccaappaabbiilliittiieess iinn aa ccoonnggeenniiaall wwoorrkk aanndd ssoocciiaall eennvviirroonnmmeenntt tthhrroouugghh

ooppppoorrttuunniittiieess ffoorr ttrraaiinniinngg rreeccooggnniittiioonn,, ccaarreeeerr aaddvvaanncceemmeenntt aanndd ootthheerr iinncceennttiivveess..

4.2. Classification Of Workmen :

The workmen shall be classified as follows :-

a) Permanentb) Probationer.c) Temporaryd) Casuale) Apprentice/Trainee/Learnerg) Fixed period Employee.

a) A Permanent Workman is a workman who has been employed to file a

permanent vacancy and whose service has been confirmed in writing by theManagement, after a satisfactory period of probation fixed by the Management

with reference to the type of job. If a permanent workman is employed as acting

in a higher post, he may at any time during such acting period, be reverted tohis old permanent post.

b) A Probationer is a workman who is provisionally employed to fill a vacancy in a

permanent post for a period of six months. The probationary period of sixmonths may be extended for another period of six months at the discretion of

the Management or may be dispenses with earlier either during the probation orthe extended period of probation. After the original probationary period or

subsequently extended probationary period as the can may be the management

shall issue an order to the workman in writing either extending the periodconfirmation in employment. The services of the probationer can be terminated

even before the completion of the initial or extended period of probation on theground of unsatisfactory performance which shall be given in writing.

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c) A Temporary Workman is one who has been employed for work which is ofessentially temporary character and in a work of permanent nature but for a

limited period. Such workman must be declared as temporary at the time of

employment by the management provided further that he has not worked formore than six months continuously.

e) A Casual Workman is one who is employed against work which is essentiallyoccasional or casual in nature.

f) Apprentice / Trainee / Learner - An apprentice/Trainee/learner is one who is

taken into service to learn work for a period that may be fixed by theManagement or who may or may not be paid any stipend/allowances during

his/her apprenticeship/traineeship and whose services may not be entertained

after his/her period of training is completed. The Apprentice/Trainee/Learner willhave no claim for being absorbed in the employment under the Company.

g) Fixed period employees- A fixed period Employees is one whose is engaged

either by an agreement or by an appointment letter for a fixed period and whoseservices shall come to an end automatically on a specified data, without any

notice or compensation.

55))GGrraaddee OOffEEmmppllooyyeeeess &&SSttrruuccttuurree ooffPPaayy ssccaallee &&FFaacciilliittiieess

55..11.. GGrraaddee ooffEEmmppllooyyeeeess &&SSttrruuccttuurree ooffPPaayy SSccaallee

TThhee GGrraaddee ooffeemmppllooyyeeeess aanndd tthheeiirr ssttrruuccttuurree ooffppaayy ssccaallee iiss aass uunnddeerr::

Sl No. Grade Designation Scale (11 years slab)

Non Managerial Grade

1 S1 Un Skilled 1500-70-2270

2 S2 Semi Skilled 1650-85-25853 S3 Skilled 2000-100-3100

4 S4 Highly Skilled 2500-125-3875

5 S5 Supervisor 3000-150-4650

Managerial Grade

1 E0 Jr Executive/Jr Officer 3500-175-5425

2 E1 Executive/Officer 4000-200-6200

3 E2 Asst Manager 5000-250-7750

4 E3 Dy Manager 6500-325-10075

5 E4 Manager 7500-375-11625

6 E5 Sr Manager 10000-500-15500

7 E6 Asst. General Manager 11500-575-17825

8 E7 Dy. General Manager 12500-625-19375

9 E8 General Manager 20000-1000-31000

10 E9 Asst. Vice President 25000-1500-41500

11 E10 Vice President 30000-2000-52000

12 E11 President 40000-3000-73000

13 E12 Directors 50000-4500-99500

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5.2. Facility Chart

Sl No. Components Amount

1 Basic As per Grade

2 HRA 30 % Of Basic

4 Site Allowance/Office Stay Allowance 10 % Of Basic

5 Special Allowance Adjusting6 LTA One Basic

7 Medical All 8.33 % Of Basic

8 PF As Per Statute

9 ESI As per Statute

10 Gratuity As per statute

11SSccooootteerr // MMoottoorr CCyyccllee wwiitthh eennggiinnee

ccaappaacciittyy ooff110000 CCCC oorr mmoorree Rs 740

12MMooppeedd aanndd ppoowweerr ddrriivveenn ttwwoo wwhheeeelleerrss

wwiitthh eennggiinnee ccaappaacciittyy lleessss tthhaann 110000 CCCC Rs 415

13MMoottoorr CCaarr ((EE66 &&aabboovvee))

Rs 2425

14FFaammiillyy AAccccoommooddaattiioonn ffoorr ssiittee Based on

requirement

15MMoobbiillee FFaacciilliittyy As per

requirement

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6)Recruitment & Appointment

6.1. No person below the age of 18 years will be entitled for recruitment as aworkman in the Company. The Management however, reserves the right to

relax the upper age limit in respect of candidates possessing higher qualification

and greater experience.

6.2. A workman at the time of seeking employment will be required to makean application in writing.

6.3. A workman shall have to undergo a written test or interview or both asthe case may be before his/her appointment.

6.4. A workman shall at the time of appointment shall furnish the requiredinformation relating to his/her personal data such as permanent and present

address, age, previous experience if any and other attendants, etc.

6.5. The company will record the age of every workman/employee at thetime of his/her employment in the personal file to be maintained by themanagement and such entry of age shall be attested by the workman/employeeconcerned. The workman shall for this purpose produce any of the followingdocuments in proof of his/her age.

i) Birth Certificate issued by any municipality / N.A.C./ Tahsil.ii) School Leaving Certificate or Matriculation or equivalent examination

certificate where the employee has passed such examination.

iii) Life Insurance policy, made before his/her employment under thismanagement.

6.6. If an employee/workman does not produce any documentary proof asindicated above his/her age will be assessed by the authorized Medical Officerof the Company and the same shall be accepted as final.

6.7. The age of an employee/workman as recorded with the Company at thetime of his/her employment shall at no time be disputed by theemployee/workman.

6.8. Any false or untrue statement in the application or at the time ofappointment furnished by the workman shall render the services of the

workman concerned liable to immediate termination without notice or

compensation, whenever it comes to the notice of the management.

6.9.

Before and while in employment, the prospective workman/employeeshall have to undergo and pass through a medical examination by theCompanys authorities Medical Officer.

6.10. Before and while in employment, police verification will be made withregard to the antecedents of the workman. In any case, of the antecedents ofany workman are found to be not conducive for employment under themanagement, he may be discharged from services.

6.11. Every workman will deposit three copies of recent pass port sizephotographs duly attested with the Company before joining his/her services.

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6.12. All appointments of permanent workmen will be made subject to aminimum probationary period of six months on the expiry of which, themanagement would consider the cases for their confirmation in service. Until

such confirmation order is communicated in writing, the workman will bedeemed to have continued as probationer. The Management will have the rightto terminate their services during the probationary period.

6.13. All learners / apprentices/trainees on first appointment shall be requiredto pass oral and/or written and/or job tests appropriate for the work for whichthey are recruited. Failure to pass such tests shall render the

Learner/apprentice/trainee disqualified for the said post.

6.14. All workmen appointed by the Company shall be bound by Rules &Regulations of the Company formulated and enforced from time to time. All

such rules shall be duly put up in the Notice Board of which the workman shallbe deemed to have full knowledge.

6.15. In case of exigency, the workman will be liable to do any other suitableand alternative work as would be provided by the Management.

6.16. All deduction of damages and losses from the workman as per thepayment of wages Act 1936.

6.17. Any workman found to be medically unfit for work by the Companysauthorized or such other competent Medical Officer or found to be sufferingfrom a contagious type of disease as certified by the Companys authorized or

such other competent Medical Officer shall be liable be discharged by theCompany.

6.18. If a workman remains absent for two months continuously owing toillness or remains absent on account of illness for a broken period aggregatingto 60 days or more during any period of 4 (four) consecutive months, thecompany shall have the right to terminate his/her services with due notice. If

the workman offers himself for employment after being cured of his/her illnesssupported by medical documents to the satisfaction of the management, hemay be given preference subject to the availability of suitable vacancy and

subject to the condition that he has a clean record of past employment .

(The above provisions will however, be applicable subject to the provisions

enjoined in this regard in the ESI act and rules framed thereunder).

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77)) LLeeaavvee RRuulleess

7.1. Leave

Company is liberal in granting leave provided the work of your department is notdislocated. Leave is not claimed as a matter of right. Authorities have the

discretion to refuse or revoke leave, if the exigencies of work demand this. LeaveApplication should be made in the standardized proforma available in respectivedepartment. Application for leave should come sufficiently in advance. Personconcerned may leave the HQ/Office only if it is sanctioned. If somebody is

suddenly absenting on medical ground, he or she has to enclosed medicalcertificates, both for unfitness to work initially and fitness to work when reportback for duty.

Leave includes casual leave, earned leave, sick leave, maternity leave &compensatory off.

a. Casual Leave : All workmen shall be entitled 10 (ten) days Casual Leavein a calendar year. Casual Leave is not recognized form of leave and isnot subject to any rules. Workmen on Casual Leave is not treated as

absent from the duty and his/her pay is not intermitted. Sundays and the

Holidays falling during a period of casual leave are not counted aspart of casual leave. Sundays, Public Holidays, Restricted Holidays,Weekly Offs can be prefixed / suffixed to Casual leave. Casual leave can

be taken for half-day also. It should not normally be granted for

more than three days at a time.

b. All workmen other than trainees/apprentice/learners will be entitled to

the following leave with wages during a calendar year :-

i) Earned leave: Earned Leave shall be credited in advance, in twoinstallments of fifteen days each on the first day of January andJuly of every calendar year. Earned Leave shall be credited to leave

account at the rate of 2 & days for each completed calendar month of

service which he/she is likely to render in a half year of calendar year inwhich he / she is appointed. Permitted to encash earned leave upto tendays subject to a balance of at least thirty days of earned leave

may be available to his/her credit after taking into account, the period ofencashment as well as leave.

ii) Sick Leave : As the scheme of ESIC is enforced in the Establishmentand the workmen are enjoying the benefits of the above scheme

during their sickness, no sick leave with pay will be allowed to the

workmen. Those employees who are exempted from ESIC schemeshall be allowed 10 days of Sick leave with wages which can beaccumulated upto 24 days. If the workmen remain on leave on medical

ground beyond the stipulated period, he/she shall be granted Sick

leave on half pay basis for 15 (fifteen) days. If the employee stillcontinues on Sick leave beyond the period under half a basis, theleave thereafter shall be without any wages.

iii) Maternity Leave : In case of a female employee with less than twosurviving children, Maternity Leave may be granted by an authority

competent to grant leave for any number of days not exceeding twelve

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weeks.

iv) Compensatory Off : The accumulation of compensatory leave in lieu ofduty on Sundays etc will not be subject to any limit, but such leaveshould be allowed within a month of its becoming due. This condition

may be relaxed in exceptional circumstances where an officer of the rank

or above and HOD satisfied that the grant of compensatory leave to allthe staff within a month would cause serious dislocation of current workprovided that not more than two days compensatory leave is allowed to

be availed at a time.

c. National and Festival holidays cannot ordinarily be allowed to workmen of

such departments, who can not be relieved owing to continuity ofmanufacturing process, stoppage of which is injurious to the equipment and to

the industry and also for workmen engaged in essential services. Such workmenhowever, who are entitled to perform duty and who actually attend duty on any

national of Festival holidays will be entitled for one day extra wages or

compensatory holiday with wages. But those who do not attend duty, afterbeing called to perform on a Festival or National Holiday without sufficient and

reasonable grounds, they will be considered as unauthorized absentees andfurther, they will render themselves liable for disciplinary action.

d. In order to qualify for wages/salaries on national and Festival holidays theworkman should be present on duty or should be on authorized leave on

the days proceeding and succeeding the said holiday.

e. If the Festival or National Holiday falls during the period of strike or lock-

out, the workmen will not be entitled for holiday wages/salaries.

f. If the National Holiday falls on any weekly off day of the workman, theworkman will be entitled only for one day holiday wages/salaries and noalternative holiday will be granted either before or after that day.

g. A workman on authorized leave but without wages/salaries on the days of

the National or festival Holiday will be entitled for one day holidaywages/salaries.

7.2.Leave Procedure

a) Any workman, who desire to obtain leave of absence, must apply for leave inthe prescribed leave Application form and such application should normally be

made not less than 15 days before the date on which he/she wishes his/herleave to commence, except in urgent cases and unforeseen circumstances,which shall have to be clearly stated. All leave applications should be

presented in the Time Office/Personnel Department through his/her Head ofthe Department and after necessary particulars like the leave dues etc. arefilled up by Time Office/Personnel Department and same application will be

sent to the sanctioning authority for approving the leave. If the leave is

granted, a leave order will be given to the workman, mentioning the datefrom which the leave would commence and the date on which the workmanshould resume duty. If the leave applied for his/her rejected, the workman

concerned shall be informed about the same. The leave order or the order ofrejection shall be issued within two days prior to the commencement of theleave applied for.

A record shall be maintained of all leave of absence which is sanctioned for aperiod of at least one year.

7.3.Absence Without Leave

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a) Except as otherwise expressly provided for in the STANDING ORDERS noworkman shall be allowed to absent himself from work without the previous

written sanction of the Departmental Head.

b) In case of accident or sudden illness of a workman other justifying causecompelling the workman to be absent from work, a definite message to thateffect in writing shall be sent to the Departmental Head on the same day ofabsence. It will be the workmans responsibility to prove the correctness of

the message and justification of the reason. If this absence is considered to

be not justified after due investigation, it will be treated as absence withoutleave and shall be dealt with accordingly. In that case, the workman shall

also be liable for disciplinary action for misconduct.

c) Absence without leave shall be a punishable misconduct. Such absence shallbe dealt with as follows : -

i) First instance of absence without leave : Written warning.ii) Second instance of absence without leave : Suspension equal to

the number of days of unauthorized absence.

iii) Third instance of absence without leave : Discharge.

7.4.Leave Encashment

Company offers the facility of encashing every year the Earned leave you earn during

the course of your service. When you intend to avail this facility, the followingconditions apply :

1. Encashment is admissible to you only once in a calendar year.2. Employees may encash EL after leaving a minimum leave balance of 30 days in EL

account.

7.5.Other Aspects

Encashment of Earned leave will not be admissible to employees on dismissal orremoval from service. On retirement / superannuation / voluntary retirement /

retrenchment, an employee may encash EL due at his credit.

Encashment of Earned leave is not allowed to the Managerial Grade Employees in caseof resignation. In such cases, leave salary for EL up to 30 days is payable. Encashmentof Earned leave in case of Non-Managerial Employees on resignation is regulated as

per statutory provisions.

In the event of death of an employee, leave encashment is done and paid to legalheir(s) of the employee.

8) HHoolliiddaayyss10 Holidays for HO and 8 Holidays for sites

HOLIDAYSA. Government Holidays : Four National Holidays viz.

1. The Republic Day,

2. The May Day,

3. The Independence Day &4. The Gandhi Jayanti

And six festival Holidays as mentioned below to be declared before commencement ofevery calendar year shall be granted to all the workmen.

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1. Holi2. Raja Sankranti3. Ratha Yatra4. Raksha Bandhan5. Maha navami6. Vijaya Dashami (Dussehra)9) Office Timing

The Regd. Office at Bhubaneswar / Corporate Office at New Delhi and its other units /branch offices / establishments connected with it under the same management remain

open from 9:30am to 6:30pm with 1(one) hour lunch break in between the 1.30pm-

2.30pm.

Production, maintenance and essential services of the plants are operated round the

clock in three shifts.

A shift from 6am to 2pm

B shift from 2 pm to 10pm

C shift from 10pm to 6am

1100)) IIddeennttiiffiiccaattiioonn,, AAtttteennddaannccee AAnndd IIddeennttiittyy CCaarrdd

a) Every workman shall be provided with an Identity Card indicating his/hername, personnel number and also a stamp size photograph. The workman

shall show the Identity Card to the security guard on duty at the gate or toany person authorized by the Management on this behalf, while entering andcoming out of the factory, and/or whenever asked for.

b) Every workman shall also be provided with an attendance card indicatinghis/her name, fathers name, employee no., shift, designation anddepartment. He shall have to have over the attendance card at the time

office before joining duties on each attendance day and shall take it back

there from at the end of his/her shift.

c) Attendance Card and Identity Card are not transferable and breach of thisorder shall be misconduct and the workman is liable to punishment inaccordance with the standing orders.

d) If the workman losses his/her Identity Card or Attendance Card, he shallobtain duplicate Identity Card or Attendance Card as the case may be bypaying Rs.50/- along with one stamp size photograph for issuance of an

Identity Card and/or by paying for getting a new Attendance Card.

e) Every employee/workman, to whom Identity Card and Attendance Card havebeen issued, must on the termination of his/her service or before proceedingon leave preparatory to retirement or allowing his/her suspension from work,surrender his/her Identity Card and Attendance Card in the personnelDepartment.

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11) Attendance & Late Coming

Attendance is recorded in electronic punching machine through a punching card.

Employees are required to punch his /her card while entering and leave the workplace. This enables the time office to compute his/her wages. During the duty

hour, if someone want to leave the work premises, he or she will be required to

obtain permission and an out pass duty signed by the concerned incharge.

a) The time office of the company shall take the attendance of the workman.Every workman shall drop his/her attendance card at the place specified forthe purpose before the starting of his/her shift.

b) All workmen shall be at work at the time fixed and notified in the noticeBoard, the workmen attending late will be liable to be shut out and treated as

absent provided that no workman shall be shut out if attends duties within 10minutes of the starting time of his/her shifts.

c) A workman who after presenting himself for duty is found absent from theplace of his/her work or duty at any time during working hours without

written permission of the management shall be liable to have his/her wagesdeducted proportionately. If a workman leaves the premises of the Factory or

his/her place of work during working hours without written permissions, he

shall be liable to be treated as absent for the whole day, in case his/herabsence commences within the first four hours of his/her duty and for half a

day in case his/her absence commences thereafter.

d) A workman must obtain permission in the prescribed exit pass from theManager to leave the Factory during working hours for private or any other

Business. Deductions shall be made at the rate of half an hour period or

multiples thereof for his/her/her such absence from the place of work onaccount of his/her private work.

e) All instructions issued from time to time relating to attendance, checking orarrival and departure and the period of duty, hours of work, shift working

etc. will be notified on the Notice Board. Every employee shall comply withsuch instructions.

f) The management if it is convenient can introduce other methods of takingattendance for the workmen such as the system of TIME PUNCHING CLOCK

or any other system at any time and the workmen will be deemed to haveaccepted the same.

g) Any workman attending Late shall be liable to proportionate deduction ofhis/her Wages as provided under the Payment of Wages Act, provided that

the Management may in the alternative at its discretion deal with any breachof the provisions of these standing orders in accordance with the provisionsdetailed hereafter. The management can also take disciplinary action against

the workman for such late attendance and absence from duty.

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12) Entry & Exit

a) Workman shall enter and leave the office/factory premises only through thegateprovided for the purpose.

b) Workmen should enter the office / factory premises only for attending theirduties. They should not leave the factory premises during working hours

without previous permission of the Manger, failing which they may be refusedre-entry.

c) Workman shall not be permitted to enter the office / factory premises earlierthan thirty minutes from the start of their duty period, unless otherwiserequired by the Head of the Department/immediate supervisor for any work,

concerning the Company.

d) Workmen shall at the end of their duty period leave the office / factorypremises as soon as reasonably possible and in any case not later than 15minutes after their duty period, unless otherwise required by the Head of the

Department or immediate Supervisor, for any work concerning the Company.

But in case he has to be relieved by the next shift workman, he has to waittill the charge of his/her post is taken from him by a reliever of the next shift

or by any alternative arrangement.e) Any workman who is on leave or who has been laid off, suspended dismissed

or discharged shall not enter the factory premises except with writtenpermission of management.

f) No workmen shall carry with him outside the office / factory premises, anypaper, book, drawing, photograph, apparatus or documents and any other

property belonging to the company or relating to the companys affairswithout written permission of the Management. No workman shall keepdrawings, sketches, plans or copies of the companys official paper and

documents with him unless specially permitted in writing by the

Management.

1133)) OOvveerrttiimmee &&HHoolliiddaayy WWaaggeess

TThheessee pprroovviissiioonnss eexxiisstt ffoorr NNoonn--MMaannaaggeerriiaall GGrraaddee eemmppllooyyeeeess oonnllyy..

OOvveerrttiimmee

11.. WWhheenn aann eemmppllooyyeeee iiss rreeqquuiirreedd ttoo wwoorrkk ffoorr mmoorree tthhaann 99 hhoouurrss iinn aa ddaayy oorr 4488 hhoouurrssiinn aa wweeeekk,, hhee//sshhee iiss eennttiittlleedd ttoo oovveerrttiimmee wwaaggeess aatt ttwwiiccee tthhee oorrddiinnaarryy rraattee ooffhhiiss//hheerr dduuttyy hhoouurrllyy wwaaggeess.. IInn ootthheerr ccaassee OOTT iiss ppaaiidd aatt tthhee oorrddiinnaarryy rraattee ooffhhoouurrllyywwaaggeess..

22.. TThhee oorrddiinnaarryy hhoouurrllyy rraattee ooffwwaaggeess iiss ccaallccuullaatteedd aatt ::MMoonntthhllyy WWaaggeess

2266 XX 8833.. TThhee ttoottaall hhoouurrss ooffoovveerrttiimmee wwoorrkk ccaannnnoott eexxcceeeedd tthhee ssttaattuuttoorryy lliimmiittss..

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1144..22..JJoouurrnneeyy FFoorr MMeeddiiccaall TTrreeaattmmeenntt

WWhheenn aann eemmppllooyyeeee oorr aannyy mmeemmbbeerr ooff hhiiss//hheerr ffaammiillyy eelliiggiibbllee ffoorr mmeeddiiccaall ttrreeaattmmeenntt

uunnddeerr tthhee CCoommppaannyyss rruulleess iiss rreeffeerrrreedd bbyy tthhee CCoonnttrroolllliinngg MMeeddiiccaall OOffffiicceerr ttoo aannoouuttssttaattiioonn hhoossppiittaall.. TTAA wwiillll bbee aaddmmiissssiibbllee aass bbeellooww ::

aa)) FFoorr eemmppllooyyeeee:: JJoouurrnneeyy ffaarree ooff eennttiittlleedd ccllaassss iinncclluuddiinngg rreesseerrvvaattiioonn cchhaarrggeess aannddccoonnvveeyyaannccee cchhaarrggeess ttoo aanndd ffrroomm rraaiillwwaayy ssttaattiioonn,, pplluuss ddaaiillyy aalllloowwaannccee ffoorr tthhee

jjoouurrnneeyy ppeerriioodd oonnllyy..

bb)) FFoorr ffaammiillyy mmeemmbbeerrss:: JJoouurrnneeyy ffaarree ooff eennttiittlleedd ccllaassss ooff tthhee eemmppllooyyeeee iinncclluuddiinnggrreesseerrvvaattiioonn cchhaarrggeess aanndd ccoonnvveeyyaannccee cchhaarrggeess ttoo aanndd ffrroomm rraaiillwwaayy ssttaattiioonn..

cc)) FFoorr aatttteennttiioonn//eessccoorrtt :: WWhheenn aann aatttteennddaanntt//eessccoorrtt iiss rreeccoommmmeennddeedd bbyy tthheeCCoonnttrroolllliinngg MMeeddiiccaall OOffffiicceerr ttoo ttrraavveell wwiitthh tthhee ppaattiieenntt,, jjoouurrnneeyy ffaarree ooffeennttiittlleedd ccllaassssooff tthhee eemmppllooyyeeee iinncclluuddiinngg rreesseerrvvaattiioonn cchhaarrggeess aanndd ccoonnvveeyyaannccee cchhaarrggeess wwiillll bbeeaaddmmiissssiibbllee..

1144..33..DDaaiillyy AAlllloowwaannccee

IInn aaddddiittiioonn ttoo TTrraavveelliinngg AAlllloowwaannccee,, yyoouu aarree eennttiittlleedd ttoo DDaaiillyy AAlllloowwaannccee ffoorr aabbsseennccee

ffrroomm hheeaaddqquuaarrtteerr oonn ooffffiicciiaall dduuttyy..

PPeerriioodd ooffaabbsseennccee ((hhoouurrss)) AAmmoouunntt ooffDDaaiillyyAAlllloowwaannccee

11.. MMoorree tthhaann 22 hhoouurrss && lleessss tthhaann 44

hhoouurrss

DDAA

22.. 44 hhoouurrss oorr mmoorree bbuutt lleessss tthhaann 88hhoouurrss

DDAA

33.. 88 hhoouurrss &&aabboovvee FFuullll DDAA

Class of City

Grade

A B C

(Allowance per day)

E9 & Above Actual(Rs) Actual(Rs) Actual(Rs)

E7-E8 6000 4500 3000

E5-E6 4200 3200 2100

E2-E5 3000 2200 1800

E0-E1 2300 1700 1300

SI-S5 1400 1200 1000

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1144..66..OOnn TTrraannssffeerr

YYoouu mmaayy bbee ttrraannssffeerrrreedd ffrroomm oonnee UUnniitt//OOffffiiccee ttoo aannootthheerr iinn tthhee iinntteerreesstt ooff tthheeoorrggaanniizzaattiioonn.. IInn ssuucchh eevveenntt,, yyoouu aarree eennttiittlleedd ttoo TTAA aanndd ttrraannssppoorrttaattiioonn ooff hhoouusseehhoollddggooooddss,, sseettttlliinngg--iinn--aalllloowwaannccee aanndd jjooiinniinngg ttiimmee aass ppeerr pprreessccrriibbeedd rruulleess.. IInn ccaassee yyoouu hhaadd

bbeeeenn aallllootttteedd aaccccoommmmooddaattiioonn,, yyoouu ccaann rreettaaiinn tthhee ssaammee ffoorr aa ppeerriioodd ooff ttwwoo mmoonntthhss

ffrroomm

tthhee

ddaattee

ooff

rreelleeaassee

ww

iitthh

dduuee

ppeerrmm

iissssiioonn

ooff

tthhee

ccoomm

ppeetteenntt

aauutthhoorriittyy..

1144..77..TTAA EEnnttiittlleemmeenntt

11.. AAnn eemmppllooyyeeee ttrraavveelliinngg bbyy aaiirr,, rraaiill rrooaadd oorr sstteeaammeerr oonn ttrraannssffeerr iiss eelliiggiibbllee ffoorrjjoouurrnneeyy ffaarree iinncclluussiivvee ooffrreesseerrvvaattiioonn cchhaarrggeess iiffaannyy,, aass ppeerr eennttiittlleedd ccllaassss//mmooddeeffoorr sseellffaanndd ffaammiillyy mmeemmbbeerr..

22.. IIff ttrraavveelliinngg bbyy rrooaadd ((ppeerrssoonnaall vveehhiiccllee)),, ssuubbjjeecctt ttoo eennttiittlleemmeenntt,, oonnee ccaann ccllaaiimmttwwoo--rrooaadd kkiilloommeetteerraaggee ffoorr sseellff pplluuss oonnee aaddddiittiioonnaall kkiilloommeetteerraaggee ffoorr eeaacchh

mmeemmbbeerr oofftthhee ffaammiillyy ((aabboovvee tthhee aaggee ooff1122 yyeeaarrss))..

1144..88..TTrraannssppoorrttaattiioonn ooffppeerrssoonnaall eeffffeeccttss

((HHoouusseehhoolldd ggooooddss))

AAnn eemmppllooyyeeee oonn ttrraannssffeerr wwiillll bbee eennttiittlleedd ttoo rreeiimmbbuurrsseemmeenntt ooffaaccttuuaall eexxppeennsseess iinnccuurrrreedd

oonn ttrraannssppoorrttiinngg hhiiss ppeerrssoonnaall eeffffeeccttss ffrroomm tthhee oolldd ttoo tthhee nneeww ssttaattiioonn..

1155)) LLeeaavvee TTrraavveell AAssssiissttaanncceeCompany extends facility of Leave Travel Assistance to its employees to facilitate

travel to a place of choice anywhere in India with family within specific monetaryceling which is determined from time to time by the management. However this is

within IT laws of the country.

LTA may be drawn wholly or partially in advance 15 days before proceeding on leave,and the claim for reimbursement / adjustment, if any must be submitted within 6 daysof resuming work . The Accounts department should be notified at least two working

days in advance to facilitate the payment of LTA.

1166)) PPrroovviiddeenntt FFuunndd

Eligibility:

All regular employees of the Company are eligible for provident fund as per The

Employees Provident Fund Misc. Act 1952. Employer contribution for PF shall be up toa maximum of Rs 6,500/- basic.

1177)) GGrroouupp GGrraattuuiittyy SScchheemmee

Eligible permanent employees will be covered under Payment of Gratuity Act 1972.

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1188)) OOtthheerr SSoocciiaall SSeeccuurriittyy SScchheemmeess

In addition to the Provident Fund & Group Gratuity Schemes which are statutory innature, Company has developed other social security schemes for the benefits of the

family members in the event of unfortunate death of an employee while in service.

Group Insurance Scheme

The Scheme provides life assurance benefits to the employees of the Company. The

insurance premiums in respect of the employees are paid by the Company.

All the employees who on the entry date aged not less than 18 years and not morethan 60 years are eligible to become the members of this scheme.

1199)) IInncceennttiivvee SScchheemmee

The company has a Productivity Linked Incentive Scheme whose objectives are:

(i) To increase Production & Productivity.(ii) To increase availability & utilization of equipments.

(iii) To minimize input cost(iv) To discourage Absenteeism & Overtime

Coverage

All regular employees of the Company upto level of MD including regular trainees.

2200)) PPeerrffoorrmmaannccee MMaannaaggeemmeenntt SSyysstteemm

Appraisal reports are important documents for the organization and fulfils several vital

objectives, provided you as the appraise or as a reporting officer or a reviewing officer,exercise utmost objectivity, honesty and sincerity in writing the appraisal reports.

20.1.The Objectives

a) To evaluate the extent of achievement of results / targets by the individualexecutive during the year.

b) To review and plan for better performance.c) To identify the potential of individual executive so that a dependable

management succession plan be built up.d) To form a base for salary increment.e) To identify the training needsf) To distinguish performers from non performersAppraisal is not a fault finding process. It is development in essence.

The company adopts a 3 tier transparent appraisal system .

20.2.Components of Appraisal:

1. Key Result Area(KRA): The key job responsibility of an employee2. Additional KRA: Any additional responsibility that the employee undertakes over and

above his KRA

3. Soft Skill: This include the defined behavioural skills which contributes towardsachieving the KRAs.

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Rating is done on a fine point scale form 1-5. Weightage given to KRAs is 80% and to

Soft Skills is 20%.

20.3.Appraisal Process:

1. Self Appraisal: The concerned employee appraises himself on his Key Result

Areas(KRAs) and Soft skills based on his achievement.

2. Appraisal by reporting officer: Once the appraisee has appraised himself, thereporting officer appraises on the KRAs and Soft Skills. The appraisal process is

transparent whereby the reporting officer appraises his subordinate by having open

discussion.

3. Appraisal by reviewing officer: Based on the rating of the reporting officer, thereviewing officer appraises the appraisee after having discussion with the reporting

officer.

Once the appraisal form is complete with the rating of the the appraisee, reporting

officer and the reviewing officer, the rating is finalized by the reviewing committeecomprising of the HODs.

2211)) PPrroommoottiioonn PPoolliiccyy

Company offers excellent growth opportunities to its employees consistent with theirqualification, performance and growth potential subject to availability of vacancies.

An employee is required to complete a minimum period of 3 years of service in the

existing grade by 30th June of a year to be eligible for consideration for promotion.

Promotion to the higher grade is effected subject to the following :

a) Minimum 3 years of service in the existing grade.b) Minimum of B rating in last 4 appraisals.c) Clearing of Assessment & Development Centre (ADC).d) Satisfactory records of conduct.e) Availability of vacancies in relevant line of promotion.Promotion to the higher grade is effected subject to clearing of ADC which is held oncea year after the annual appraisal.

2222)) TTrraaiinniinngg &&DDeevveellooppmmeenntt

Training is an expensive area of the Companys Personnel Budget, which requires due

attention in correlating training functional necessities & developmental needs of the

individual & the organization.

The Company fulfills its task of training & development its employees to the optimum

extent by sponsoring them to various in hour programmes and to the coursesoffered by the reputed institutes in the country and abroad. A training proposal mayeither come from the department where an employee is working or its may come in

the form of a suggestion from the Training Department based on the training needs

reflected in the appraisal and annual assessment reports. Besides short range &prospective training plans are also made for various groups of employees afterelaborate consultations with the departments. The training proposals including

proposals of participation in seminars & conferences are processed by the Training

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department. After attending any course of training, it is necessary for an employee togive feed-backs on the course to his superiors & colleagues and to the Training

department. Training feed-back can be given through a formal meeting or by

circulation of a written report on the course.

2233)) OOtthheerr BBeenneeffiittss

25.1. Medical Benefit:

Medical Benefit to the employees and his dependant may be given as per policy and

discretion of the Management based on the situations and service duration of theemployee.

25.2. Corporate Wear / Uniform Allowances

Both Managerial and Non- Managerial employees are entitle to have corporate wear /uniform provisions as per following :

Male employees Female employees

Two full sleeve cotton

shirts and two cotton

pants

Two cotton sarees and two blouses

or two cotton salwar-kurta sets

and dupattas

Every year

One pair of nylon

socks

One pair of nylon

Socks

Every year

Shoes # Shoes # Once in 2 years

2244)) OOnn RReessiiggnnaattiioonn

The Company is proud of you and would not ordinarily like to lose. Your resignation isalways a wastage factor for the Company and could be a matter of concern. However,

under compelling personal circumstances if your intend to resign from the services ofthe Company, the following conditions would apply:

1. The employee has to apply early stating his/her intentions to resign to thecompetent authority through proper channel.

2. As per the service conditions, the employee has to give notice of three monthsbefore the proposed date of release. This notice period can be curtailed if the

employee gives pay in lieu of the balance notice period, subject to acceptance bythe competent authority.

3. The employee shall not be granted any leave except casual leave during noticeperiod.

4. On acceptance of resignation, the employee will be required to collect the no duescertificates from all concerned departments prior to release in a prescribedPerforma.

5. The employee has to fill up the gratuity and provident fund forms before hisrelease, for expeditious settlement of dues.

The HR Department may arrange an exit interview with you after acceptance of your

resignation with a view to getting your frank opinion and authentic feed back on theorganization.

You are also presented a service certificate on the date of your release.

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Please remember that your Company takes great pride in your future achievementsand growth in your career wherever you may be.

2255)) OOnn RReettiirreemmeenntt

Retirement is a relative term, which here should mean leaving the services of the

Company on attaining the age of superannuation and entering into wider fields of life &human interest. It has been seen that people after retirement mostly take to business,

consultancy or advisory services or simply settle down to a carefree life of leisurespent in reading, writing or cultivating hobbies. Your long association with theCompany is always cherished.

Under the existing service conditions of the Company you will superannuate on

reaching the age of 65 years. After being formally intimated of the date of retirement(normally about a year in advance) you may avail leave accumulated to your credit

and start filling in prescribed forms for timely settlement of dues.

[A] Retirement benefits on superannuation

1. Encashment of the earned leave at credit.2. Full provident fund contribution in the Company along with matching contributions

and interests accrued on the whole.

3. Gratuity upto a maximum limit of Rs. 3,50,000/- calculated @ 15 days salary foreach completed year of service.

4. Permission to retain the Companys quarters for a period of 2 months from thedate of retirement on normal rent.

5. Traveling allowance self and family for proceeding to home town or to any otherplace of settlement limited to the distance to home town by entitled class.

Reimbursement of actual expenses incurred on transportation of personal assets isalso admissible as on transfer including packing charges.

6. You and your spouse can avail guest house facilities in different locations of theCompany at par with the existing employees.

2266)) SScchheemmee FFoorr FFaarreewweellll TToo RReettiirriinngg EEmmppllooyyeeeess

Your Company has formulated a Scheme, to bid befitting farewell the regularemployee who superannuates or retires on medical ground from the services of theCompany. A function is arranged on the last working day of the employee at the

respective Units/ Offices. In the function, the superannuated/retired employee is

presented a Service Certificate, Gift Item and a Cheque for final settlement of dues.

However, if the employee fails to vacate companys quarter, final payment of duesmay be kept pending till vacation of quarter.

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2) Striking work or inciting others to strike work with another or others incontravention of these standing orders or any statute, law or any rule,

enactment, agreement, memorandum of settlement agreed from time to time

and for the time being in force.

3) Adopting go slow or abetment or instigation thereof.4) Theft, fraud or dishonesty in connection with companys business or property of

the Company or the property of the employees.

5) Taking or giving bribes any illegal gratification whatsoever or indulging incorrupt practices.

6) Habitual absence without leave or absence without leave three times in a sixmonths period.

7) Late attendance repeated on that less than three occasions within a six months.8) Habitual breach of any standing orders or any other Rules of the

Company.

9) Collection or canvassing for the collection of any money inside the premises ofthe company and colony for the purposes not sanctioned by the Management.

10) Habitual negligence or neglect of duty.11) Sleeping during duty hours.12) Sabotage or willful damage to or loss of companys goods or property, or any

irresponsible action resulting in damage to any goods or property of the

Company.

13) Intoxication, riotous, disorderly or indecent behavior or conduct during workinghours or in the premises of the company including the colony, which is likely to

cause breach of peace.

14)

Committing any act subversive of discipline or good behavior or efficiency andany act involving moral turpitude committed,

a) Within the company premises, orb) In the course of duty, orc) Outside the company premises, if it is proved to have directly affected the

discipline or the administration of the company or if it is directly linked with the

general relationship of employer and employee or has a direct connection withthe contentment or comfort of the man at work or has a material bearing in thesmooth and efficient working of the factory.

15) Habitual breach of any rules or instruction is for the maintenance and runningof any department or the maintenance of cleanliness of any portion of the

companys premises.

16) Frequent repetition of any act or omission for which a fine is imposed under thePAYMENT OF WAGES ACT.

17) Distribution or exhibition within the Factory premises of any News Paper, Handbill, Poster or pamphlet without the sanction of the Management.

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18) Conviction by a Court of Law for a criminal offence (involving violence or moralturpitude or entailing punishment by imprisonment).

19) Instigating or participating in demonstration within the Companypremises or conducting public meetings on Companys land without previouswritten permission from the Management.

20) Loitering during working hours.21) Unauthorized absence from proper place of duty.22) Engaging in unauthorized trade, money lending business or any other business

within the premises of the company without the Managements permission.

23) Acceptance of gifts from subordinate workmen and borrowing money fromsubordinate workmen.

24) Intimidating or threatening other employee or employees, interference with thework of other employee or employees, assault or threat of assault either

provoked or otherwise within the companys premises or outside having

subversive effect on the companys discipline and having a bearing on theworking of the factory.

25) Unauthorized use and/or unauthorized occupation of companys quarters onland.

26) Gambling within the companys premises.27) Quarreling and fighting.28) Smoking or possessing match boxes or flame producing materials within the

company premises except on places where smoking is permitted.

29) Failure to observe safety measures or instructions on safety duly notified orinterference with the safety devices or fire-fighting equipments.

30)

Furnishing false information regarding ones name, fathers name, age,qualification, previous experience, address, etc. at the time of employment and

in course of employment.

31) Transfer of identity or attendance card or habitual loss of the same.32) Deliberately spreading false information with a view to bring about disruption

and disrepute in companys normal work.

33) Disclosing to any unauthorized person any information concerning to companyand its activities and with regard to the processes of the company or any other

information which may become known to him in course of his/her duties.

34) Adjudged insolvency not warranting the continuance of the managements trustand confidence.

35) Failure to report to the Management or companys Authorized Medical officer ofoccurrence of contagious or notifiable disease either to himself or in his/herhousehold, the diseases being leprosy, cholera, small pox, diphtheria,

cerebrospinal meningitis, yellow fever, mumps, measles, entrric fever, typhoid,

chicken-pox, whooping cough, dropsy, plague, Tuberculosis, veneral disease,etc.

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36) Manufacturing or attempting to manufacture unauthorized articles within thecompany premises.

37) Failure to carry out work in accordance with the instructions given by theOfficers of the Company or through delegated authority.

38) Hiding away or attempting to hide away any article or material of the company.39) Conduct within the factory which is likely to endanger the life or safety of any

person.

40) Failure to report at once to his/her superior any defect which the workman maynotice in any equipment either connected with his/her worker not.

41) Not immediately reporting any defect or occurrence which a workman maynotice and which might endanger himself or any other person or might result in

damage to the property of the company or any other employee.

42) Refusal to work an another machine of the same type as is assigned to him.43) Refusal to work in any other shift.44) Refusal to work as a job of machine to which is assigned provided there is no

change in service conditions.

45) Refusal to accept a charge-sheet, suspension order or any other communicationor any lawful order given by the superior in the interest of discipline.

46) Refusal to give evidence in any enquiry against any other workman chargedwith misconduct.

47) Refusal to be searched by the security staff or any other person authorized inthat behalf.

48) Refusal to sign any form or document or Register keep or maintained for thepurpose of maintaining daily record or relating to production or detail of anygoods or damages, etc.

49) Refusal on the part of the workman to offer himself to be interrogated by themanagement officials.

50) Refusal to perform overtime work.51) Refusal to carry out duty assigned at any other place or to proceed on

outstation duties or to carry out an order of transfer.

52) Leaving work without permission & before the end of the shift / duty hours.53) Gossiping within the company premises during duty hours.54) Selling or canvassing for sale of tickets of chances in lotteries or raffles within

the company premises.

55) Selling or Canvassing for sell of any commodity within the Company premiseswithout previous written permission of the management.

56) Using abusive language or slogans against any superior officer or any otheremployee of the establishment.

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57) Resorting to picketing, hunger strike, or Gherao against any office whetherwithin the Companys premises or outside if it relates to matters concerning to

establishment.

58) Writing of anonymous, Pseudonymous letters, criticizing workmen or superiorOfficers of the establishment.

59) Submission of representation to any public authority except through properchannel.

60) Misbehavior during pendency of disciplinary action instituted against him.61) Participation in illegal and unjustified strike or any abetment thereto.62) Using bathroom inside the premises or other places not specifically authorized

for the workman concerned.

63) Deceptive or corrupt practices in connection with the work or business of theestablishment.

64) Making or giving false statement before a superior or forging signature of asuperior or other employees of the Company.

65) Possession of any lethal weapon in the companys premises without permissionof the Management.

66) Wilful and serious defect in workmanship.67) Refusal to accept job assignment.68) Entering or attempting to enter, leaving or attempting to leave company

premises except through the main Gate or any other gate specified for thepurpose.

69) Interfering with the record of attendance or means of recording attendance ofhimself or of any other workman or willful falsification, defacement ordestruction of any record of the company.

70) Shouting slogans inside company premises, instigation, incitement, abatementor furtherance of any of the above acts of misconduct.

71) To engage in any form of physical duress.72) To permit demonstrations which are not peaceful and to permit rowdyism in

demonstration.

73) To engage or cause other employees to engage in any Union activity duringworking hours, unless provided for by law or agreement.

74) To encourage unfair labour practices such as (a) negligence in duty, (b)Careless operation, (c) Damage to property (d) Interference with or

disturbance to normal work and (e) insubordination.

75) To indulge in acts of force or violence or to hold out threats or intimidation inconnection with a strike against non-striking workmen or against managerialstaff.

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76) To stage, encourage or instigate such forms of coercive actions as willful goslow, or scatting on the work premises after working hours, or gherao of

any of the members of the Managerial or other staff.

77) To stage demonstration at the residence of the Manager or Companys Officersor the Managerial staff members.

78) To incite or indulge in willful damage to Companys property or the property ofthe employees.

79) To indulge in acts of force or violence or to holdout threats of intimidationagainst any workman with a view to prevent him/her from attending work.

80) Engaging in any business or trade or employment for remuneration while inservice of the Company.

81) Unauthorised removal or defacement of notices from the Companys NoticeBoard.

82) Surrounding or confining any officer or a fellow workman in order to make himyield to any demand, inside or outside the Companys premises.

83) Impolite and discourteous attitude to customers, visitors, Clients or otherperson having any dealing with the establishment either inside or outside the

Companys premises.

84) Wilful non-cooperation with fellow workmen for proper discharge of duty at anytime.

85) Entering or attempting to enter or to leave the Companys premises by force orotherwise except in accordance with the rules of the establishment in this

behalf.

86) Entertaining own visitors/guests in the Companys premises without priorpermission of the Management.

87) Giving interviews to press, radio and television without the written permissionof the Management.

88) Participation in public discussion, debates, and to deliver speech in publicpertaining to the affairs or business of the establishment without permissionfrom the Competent Authority.

89) Reading magazines, novels and other non-professional literature/materialduring working hours.

90) Loitering, idling or wasting time during working hours staying within theestablishment after authorized hours of work without permission.

91) Handling any machine, vehicles, equipments, apparatus etc. not entrusted tohis/her charge.

92) Misappropriation of Companys money and/or misuse of Companysfunds/property.

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93) Not allowing companys employees/officers/superiors either to enter or comeout of the premises of the establishment or causing ingress or egress of the

materials or machines.

94) Expectorating, spitting or urinating at places other than those specified for thepurpose.

95) Taking photograph or giving information to any unauthorized person/personsabout the factory building or any plant or machinery or any compartment orpart thereof or section or office without obtaining prior written permission of

the management or the manager.

96) Any attempt or threat to assault or attempt to murder/attack or assault orbeating or murder of any employees/officers/manager or workman of theestablishment or any other person/persons which has/had any connection with

the establishment within or outside the premises of the establishment.

97) Arrest/detention in connection with any act of moral turpitude or any otheroffence under any law of the land.

98) Obtaining leave of any kind on false pretext.99) Taking employment or doing any business during the suspension period.100) Any breach of terms and conditions of employment.101) Preventing the movements of any goods from/to the premises of the

establishment.

102) Preventing the exit of any employee / supervisor / officer manager / visitors /any person from the establishment.

103) Stopping any machine or switching off the electric current or any other type ofpower in any manner.

104) Forging and / or unauthorized copying of any of the communication ordocuments/records, process of the industrial procedure and books of accounts.

105) Violation of any clause of agreement entered into between the employer andworkmen.

106) Challenging or violating the settlement (s) already in operation.107) Habitual production of the medical certificate.108) Eve-teasing in the premises of the establishment and means of transport

provided by the employer, if any.

109) Causing damage to the means of transport provided by the employer, if any.110) Punching of attendance card of another employer.111) Any other act or omission not specifically provided for in these orders but which

are acts subversive of decency, discipline and morality according to normalhuman conduct and behavior against established practice or discipline in an

organization.

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33)) PPuunniisshhmmeenntt FFoorr MMiissccoonndduucctt

a) A workman found guilty or misconduct shall be liable to any of the followingpunishments.

The following shall constitute minor punishment.

i) Warning

ii) Censure.iii) Suspension without wages/salaries for a period not exceeding four

days at a time.

iv) Fine in according with Payment of Wages Act, 1936.

b) The following shall constitute major punishment.i) Reduction to a lower grade or demotion.

ii) Stoppage of increment with or without cumulative effect.ii) Stoppage of promotion for such period and to such extent as may

be considered fit.iv) Dismissal or discharge from service.

Procedure For Dealing With Cases Of Misconduct :

(I) Procedure for imposition of minor punishments:

A Workman accused of misconduct shall be informed in writing of the allegationsmade against him/her and shall be given opportunity to explain the charges

alleged against him/her and circumstances thereof within 48 hours on receipt ofthe charge sheet. The charge sheet and his/her explanation, if any, shall be

considered before imposing a minor penalty. For imposition of a minorpunishment, however, no enquiry shall be conducted.

(II) Procedure for imposition of major punishments :

a) A workman accused of misconduct shall be given a charge sheet wherein heshall be informed of the allegations made against him/her along with factual

details and shall be given an opportunity to explain the charges allegedagainst him/her and circumstances thereof within 48 hours of the receipt of

the chargesheet. If the chargesheet is refused by the workman it will bedeemed that the same has been duly served. If the workman fails to submit

his/her explanation within the time specified, he/she shall be deemed to

have accepted the charges against him/her. If the explanation submitted bythe workman is found to be unsatisfactory or if no reply is received within

the stipulated time or any extension thereof, an enquiry shall be held by anofficer, or officers of the establishment, or by an advocate or by an outsider

nominated by the management. The appointment of the enquiry officer as

also the Management Representative shall be communicated to the workmanin writing.

b) During the enquiry the chargesheeted workman shall be afforded reasonableopportunity to defend himself and he/she shall be given opportunity to berepresented by a Co-worker of his/her choice but not under suspension.

Where such enquiry relates to misconducts of several workman the enquirymay be held jointly for all of them together if in the opinion of the

management it is convenient to do so. The workman will be duly informed ofthe date, time & place of the enquiry and if be refuses or fails to present

himself on such date, time and place of enquiry, the same shall be conducted

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exparte. At the enquiry the Management or the enquiry officer may athis/her discretion either require the workman and the witnesses to submit

their written and signed statements. Otherwise the enquiry officer shall

record the statements of each witness which shall be signed by them afterthe same has been read and understood by them. The workman and thewitnesses in the enquiry shall be bound to answer truthfully all such

questions as are put to them. In all cases of enquiry, the Management willhave to adduce evidence first in support of the chargesheet issued to theworkman whereafter the workman will be afforded opportunity to defend

his/her case. The enquiry proceedings shall be signed by all concernedpersons in the enquiry.

c) After conclusion of the recording of evidence, the Enquiry Officer shall submitto the disciplinary authority his/her enquiry finding report and shall recordhis/her finding on each of the charges alleged against the workman. Thedisciplinary authority will consider the report of the enquiry officer, the

gravity of the misconduct and the past record of the chargesheeted workman

and shall inflict any of the punishments enumerated in Cl. 26(b) of theStanding Order and Communicate the same in writing to the workman alongwith a copy of the enquiry finding report provided that before inflicting.

d)

Where a disciplinary proceeding against a workman is contemplated or ispending and the employer is satisfied that it is necessary or desirable to

place the workman under suspension, the Management may so order inwriting and suspended him/her with effect from such date as may be

specified in the order. The suspended workman shall not during the period ofsuspension enter the factory / office premises except with special permission

of the Management. However, he/she shall report every working day at the

gate for receipt of communication from the management and shall have tosign in the register maintained for the suspended workmen. All efforts shall

be made to dispose of the enquiry within 90 days from the date ofsuspension, provide the chargesheeted workman cooperates and does not

avoid his/her presence intentionally.

e) A workman who is placed under suspension under Clause (d) above, shallduring the period of such suspension , be paid a subsistence allowance at the

following rate, namely :-

i) Where the enquiry contemplated or pending is departmental, the subsistence

allowance shall, for the first ninety days from the date of suspension beequal to one half of his/her monthly wages/consisting of basic wages,

dearness allowance and other compensatory allowances. If the departmentalenquiry gets prolonged and the workman continues to be under suspension

for a period exceeding ninety days, the subsistence allowance shall for suchperiod be equal to three fourth of such monthly wages. (basic wages,

dearness allowance and other compensatory allowances).

ii) Where the enquiry is conducted by an advocate or an outside agency, the

subsistence allowance shall, for the first one hundred and eighty days fromthe date of suspension be equal to one half of his/her monthly wages. If such

enquiry gets prolonged and the workman continues to be under suspensionfor a period exceeding one hundred and eighty days, the subsistence

allowance shall for such period be equal to three fourth of such monthlywages.

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Provided that where such enquiry is prolonged beyond a period of ninetydays or one hundred and eighty days as the case may be for reason directly

attributable to the workman, the subsistence allowance shall be reduced to

one fourth of such wages.

(f) If on the conclusion of the enquiry, the workman has been found guilty of thecharge framed against him and it is considered, that an order of discharge ordismissal or suspension or stoppage of annual increment or reduction in rankwould meet the ends of justice, the employer shall pass order accordingly.

Provided that when an order of discharge or dismissal or any other majorpunishment is passed under this clause, the workman shall be deemed tohave been absent from duty during the period of suspension and shall not be

entitled to any further remuneration for such period, and the subsistenceallowance already paid to him shall not be recovered.

(g)If on the conclusion of the enquiry the workman has found to be guilty of anyof the charges framed against him/her, he/she shall be deemed to have beenon duty during the period of suspension and shall be entitled to the samewages as he/she would have received if he/she had not been placed under

suspension and the differential wages after deducting the subsistenceallowance shall be paid to him/her.

(h)The payment of subsistence allowance under this standing order shall besubject to the workman concerned not taking up any employment during theperiod of suspension and his/her attendance in the register maintained at thegate for suspended workmen.

(i) In awarding punishment under this standing order the Management shalltake into account, the gravity of the misconduct, the previous records of theworkman, if any, any other extenuating or aggravating circumstances that

may exist. A copy of the order passed by the Authority imposing punishmentshall be supplied to the workman concerned.

Where under the provisions of any law if it is necessary to obtain the permissionof any Court/Tribunal or other authority for such discharge or dismissal, theworkman or workmen concerned may be kept under suspension pending thedisposal by such Court, Tribunal or other authority of the application for grant of

such permission.

(j) If a workman refuses to accept a charge sheet, order or any othercommunication sought to be served on him/her in accordance with these

standing orders, a copy thereof shall be sent by registered post to his/heraddress as recorded by the Management and another copy posted on theNotice Board and it is shall constitute adequate service.

(k)The Management can suspend a workman accused in a court of law for anycriminal offence until the disposal of the trial, without giving any subsistenceallowance.

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44)) GGrriieevvaannccee PPrroocceedduurree

4.1. For Managerial Employees

The procedure requires the aggrieved mangerial to take up the matter first of all with

the concerned Head of the Department.

If not satisfied with the reply of the HOD, the may submit his grievance formally inwriting to the GM/Head of the department within 30 days from the occurrence of the

case of grievance.

The GM/Head of the Department will communicate the decision to the aggrieved

managerial within 15 days, if required he may give a personal hearing to themanagerial before the disposing of the grievance.

If the managerial is still not satisfied, he may appeal to the Head of the Department ofPersonnel & Administration or the Managing Director in writing. The decision of theHead of the Department of Personnel & Administration or the Managing Director will be

communicated to the aggrieved managerial within 30 days. General issues involving

scale of pay, allowances, benefits, promotion policy and matters relating to disciplinaryactions, vigilance and security are beyond the scope of the Grievance Procedure.

4.2. For Non-managerial Employees

An aggrieved employee in the first place should present grievance verbally to his

immediate superior, who in turn would try to resolve the matter within three days.

If not satisfied, the employee may submit his grievance in writing in the prescribed

form to the head of the department within 60 days from the occurrence of the cause of

the grievance. The head of the department will give a formal reply within 7 days of thereceipt of the grievance, and if required the HOD may also give a personal hearing tothe aggrieved employee.

If the employee is not satisfied with the reply or does not receive a reply within thestipulated period, he may take the matter to the Head of the Department of Personnel

& Administration. The Head of the Department of Personnel & Administration mustgive their decision on the grievance within 30 days of the receipt of the grievance.

5) Sexual Harassment

As and when a complaint of sexual harassment is received from any woman against an

operating staff, the Manager may have the complaint investigated in a confidential

manner either by himself or by a team of two women employees of the establishment.Based on the confidential report of such investigation, the Manager may terminate theservices of the concerned operating staff. Such termination shall be in terms of the

provisions of clause 18 of these standing orders