Whether Privilege Leave is Earned During Notice Period

THE {COLLABOR}

Associate's

Hand Book

Collabor Software Solutions Pvt. Ltd

www.collabor.com

1 . R E C R U I T M E N T P O L I C I E S 0 5 - 0 6

1 . 1 R E L O C A T I O N P O L I C Y 0 6

2 . G E N E R A L P O L I C I E S 0 7 - 2 1

2 . 1 D R E S S C O D E P O L I C Y 0 8

2 . 2 L E A V E P O L I C Y 9 - 1 1

2 . 3 N I G H T S H I F T W O R K I N G P O L I C Y 1 2

2 . 4 F O O D E X P E N S E R E I M B U R S E M E N T P O L I C Y 1 3

2 . 5 M O B I L E P H O N E P O L I C Y 1 4

2 . 6 S P O R T S & R E C R E A T I O N P O L I C Y 1 5

2 . 7 P O L I C Y O N D E A L I N G W I T H S E X U A L H A R A S S M E N T

1 6 - 1 7

2 . 8 E L E C T R O N I C C O M M U N I C A T I O N S Y S T E M S P O L I C Y

1 8 - 2 1

3 . C O M P E N S A T A T I O N P O L I C I E S 2 2 - 2 3

3 . 1 P A Y R O L L P O L I C Y 2 3

4 . T R A V E L P O L I C I E S 2 4 - 2 7

5 . 1 L O C A L C O N V E Y A N C E P O L I C Y 2 5

5 . 2 B U S I N E S S T R A V E L P O L I C Y 2 6 - 2 7

5 . S E P A R A T I O N P O L I C I E S 2 8 - 2 9

6 . 1 S E P A R A T I O N P O L I C Y 2 9

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A warm welcome from { c o l l a b o r }

Collabor’s mission is

“To put mind over matter, using technology to the end benefit of serving a

real need that transforms the society for better”

It wishes to share with you, a vision

“To create an energetic and technology oriented business unit, where highly

satisfied customers or users of the company’s products and services, are

the only testimony to our collective existence and goals.”

Towards this end, let us genuinely belong to each other, sans all prejudices

and doubts, and with a razor sharp focus of creating value FOR ALL WHO

INTERACT WITH US.

Collabor has chosen you because you were found to be having “ IT ” in you

to make that big difference.

Once a Collabor'ator , we hope you will always remain one.. Wear it on your

sleeve and be proud of it.

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Guiding thoughts for {collobor} and {you}

Collabor is guided by the following principles for ensuring a healthy environment to all its

associates (All the Kings, their men and their horses included)

� To maintain a harmonious balance between the social and professional dimensions of all associates working for Collabor

� Protect and preserve the dignity of each of its members by maintaining utmost confidentiality where relevant

� Provide active support for ensuring the good health of all associates and their family members .

� Create an open communications policy without boundaries of hierarchy to enable all Collabor'ators to express themselves without fear or doubt.

� Create a team of individuals who are conscious about the need for the existence of a civil society, where its denizens are responsible for preserving the environment. All this, in a manner that builds sustainable habits of preservation and judicious usage of resources at the workplace.

Collabor expects the following from all its associates at the minimum

� Actively participate in, and promote a culture of treating our colleagues, customers, users, vendors and all visitors / callers with respect and care. Remember “Collabor” is what “You” are.

� Develop a strong sense of teamwork and belonging to each other irrespective of grade, seniority or gender. You would agree that we are collectively only as good as the weakest link in the fold. Collabor expects you to develop an attitude of providing assistance to the needy.

� Be able to accept and respect the inconsistencies of behavior at workplace and utilizing the right channel to resolve any differences.

Above all, take the initiative in improving Collabor's guiding thoughts and principles as a collective force.

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RECRUITMENT RELATED POLICIES

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1.1. Employee Relocation Policy

Objective: To provide guidelines on Relocation Expense Reimbursement Policy to all the eligible

candidates and the policy administrators. Policy:

� This policy is applicable to the candidates, who relocate to join the company from a different city either with family or without family. Family for this purpose includes spouse, 2 children and dependent parents of the Employee

� All the expense reimbursements are done at actual subject to a maximum limit as per the

eligibility criteria given in the under mentioned expense reimbursement schedule and when such applicability is clearly mentioned in the Letter of Appointment

Category Eligible Amount (Below

1,000 Km)

Eligible Amount (Above

1,000 Km)

Relocation of Single Rs. 5,000/- Rs. 7,500/-

Relocation of Family Rs. 12,500/- Rs. 20,000/-

� All expense reimbursements are subject to submission of valid proofs � Relocation Reimbursement includes expenses incurred for shifting the logistics and Travel

expenses. � Travel expenses claimed under relocation reimbursement shall be governed, as per the

guidelines mentioned in the Business Travel Policy.

� Relocation expense reimbursement is done immediately on submission of expense proofs. In case the associate leaves the company before the six month from the date of joining, such reimbursement is recoverable from the associates full and final settlement

� Recruiter concerned for the selection of the associate, shall submit the reimbursement

form filled by the associate to Accounts department.

Effective Date : 15.12.2006

Next Review : 31.06.2008

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GENERAL POLICIES

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2.1. Dress Code

Objective: To provide guidelines to associates regarding dress code while in office.

Policy:

• Hurrah…..There are no fixed standards or criterion for the dress code. Just ensure that when you have to deal with a particular set of Customers or visitors which require a certain standard, you adopt a dress code which suits the occasion.

• Let us make Fridays colorful and fun.

Effective Date : 15/12/2006

Next Review : 31/6/2008

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2.2. Leave

Objective: To provide a policy to Associates and Policy Administrators regarding sanctioning of leave

under various categories.

Policy: All associates are entitled for leave as under:

Entitlement No. Of days Accumulation upto Minimum Usage

Casual Leave(CL) 5 Nil 2

Sick Leave (SL) 5 30 -

Earned Leave(PL) 12 45 4

1. All leaves must be sanctioned by the reporting officer, except in case of medical emergencies where the associate can apply through their family members by a phone intimation or e mail within 7 days of absence from the office owing to the emergency

2. Leave for Associates up to Team Lead is sanctioned by respective reporting managers.

Leave for positions above Team Lead shall be sanctioned by the Functional Head.

3. Associates shall take a minimum of 2 Casual Leaves and 4 Earned Leaves in a year. You deserve a break.

4. Intervening Holidays will not be treated as leaves.

5. Associate proceeding on leave is required to intimate the address/contact details during

the leave period in case the associate is going out of station.

6. After proceeding on leave, Associate can extend the same by writing to the superior sufficiently in advance and obtaining approval.

7. An associate is not eligible for Privilege or Casual Leaves during the probation period, except unless the reporting officer authorizes it with a special mention.

8. Proceeding on unauthorized leave or extending the approved leave beyond the requested

days without further authorization is viewed as an act of indiscipline and may amount to disciplinary action up to termination of employment, which shall be at the discretion of the management.

Casual Leave

9. Casual leave cannot be taken for more than 3 days at a stretch at any one instance.

10. Casual Leave will be calculated prorate, based on an associate’s stay in the company during a leave year (January – December).

11. Casual leave cannot be carried over to the next year. This leave cannot be encashed.

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Sick Leave

12. Sick leave can be availed for a maximum of one day without prior permission. Extended sick leave shall be informed to the reporting Manager either in person or through a family member.

13. Sick Leave will be calculated prorate, based on an associate’s stay in the company during

a leave year (January – December).

14. In case of extended sickness beyond the available sick leave balance, privilege leave and Casual leave shall be considered respectively to benefit the associate for avoiding Loss Of Pay.

15. In case the associate is availing benefit under mediclaim and personal accident insurance,

the period of absence shall be considered as LOP.

16. Sick leave can be accumulated up to 30 days. It cannot be en-cashed. Privilege Leave

17. Associate will be credited with the eligible prorated PL on completion of the probation period for availing the leave.

18. In order to avail Privilege leave, application should be made at least 5 days in advance. In unforeseen circumstances, application for Privilege leave can be approved by Functional head or above with shorter notice.

19. Duration of Privilege leave per instance shall not be less than three days. In case CL/SL

leave balance is zero, leaves shall be debited from PL even it is for one day.

20. If an associate leaves the company without completing 240 days of continuous service, the associate is not eligible for PL encashment, and all the PLs used by the associate are recoverable during the full & final settlement.

21. Continuous service for this purpose includes Saturdays, Sundays and Public holidays.

22. Privilege Leave may be accumulated up to a maximum period of 60 days.

23. Privilege Leave is encashed at the time of associate leaving the company through full and final settlement. Calculation of PL encashment will be based on 85% of the average gross salary without benefits of the year. Example: If an associate has 27 PLs balance and relieving date is in 2009. The PL encashment calculation will be as follows.

Leave Accrual Calculation Method

Year 2009 – PL Accrued: 3 3*(85% of Average Gross salary without Benefits for CY 2009)/30



PL Encashment Amount Sum of the above three rows

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Special Leave for Marriage

24. A special leave with pay for 5 days is granted to all associates, whether on probation or permanent, on occasion of their marriage.

Maternity Leave

25. Maternity leave provides leave with pay to a female associate prior to and after the maternity period.

26. Each female associate, on application is granted maternity leave for 8 weeks during

confinement. The leave application shall be supported by a certificate issued by a gynecologist / obstetrician.

27. This leave is paid in an encashable format, only if the associate continues in employment

with the company for atleast 12 months after returning from the maternity leave. The encashment can be availed in the 12

th month of service after returning from the maternity

leave.

Paternal Leave

28. All the male associates who have completed the probation period successfully and are blessed with a baby are eligible for paternal leave of 3 working days per month for the first three months after the birth of the baby. Who said Dad's don't have a responsibility.

29. Intervening holidays will not be counted for this purpose.

30. Associates are eligible to avail with this benefit for a maximum of two children only.

31. A birth certificate has to be produced in support of their claim for availing this benefit. Compensatory Offs

32. There are no Compensatory Offs

Holidays

33. There shall be atleast nine National & Festival Holidays in a calendar year. 34. At the beginning of the calendar year list of holidays shall be published and displayed on

the notice board.

35. Associates working at client locations will have client company holidays applicable to them.

Effective Date : 15.12.2006

Next Review : 31.06.2008

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2.3. Night Shifts

Objective: To provide guidelines on Night Shift Working Policy to all the eligible associates and

the policy administrators. Policy:

� All associates are eligible for Night Shift Allowance. � Associates, who are in general shift and are required to work in the night shift due to

exigency of the work, are eligible for Night Shift Allowance.

� Associate shall be communicated in writing about the change of work timings and eligibility for Night Shift Allowance thereon by the reporting authority. The same shall be communicated to HR and Accounts department at least 2 working days in advance.

� To be eligible for Night Shift Allowance there shall be a requirement of Associate working

in the night shift for a minimum of 5 working days continuously upto 10:30 P.M. everyday.

� The Night Shift Allowance accrued in a month will be deposited directly into the bank account at the beginning of the next month. Night Shift Allowance is paid @ Rs. 200/- per shift.

Effective Date: 15.12.2006

Next Review: 31.06.2008

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2.4. Food Expense Reimbursement

Objective To provide guidelines to all the eligible for claiming the Food Expenses

Reimbursement

Policy

� All associates up to Team Leaders and Asst. Managers level are eligible for Food Expense reimbursement.

� Associates, who are in general shift and whose work schedules stretch beyond 9.00 pm

due to exigency of the work, are eligible for this reimbursement.

� The reimbursement claims shall be processed by accounts at the end of every month.

� The eligible amount against the reimbursement will be processed at the end of the month upon production of bills by the associate.

� Purpose of the associate’s over stay need to be approved by respective reporting

authority when required by the Accounts.

� Eligible associates will have to submit food expenses bills as soon as possible to the accounts department against the eligible amount along with the Expense reimbursement form.

� Associates need to make sure that the bills are approved by their reporting authority

before submitting the same to accounts department. � The food expenses will be reimbursed at actual amount of the bills and up to a maximum

of Rs. 100/- per instance.

� After approval by the reporting authority bills may be submitted directly to accounts department by the associate



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2.5. Mobile Phone Reimbursement

Objective: To provide guidelines on Mobile Phone reimbursement policy to all the eligible

Associates and the policy administrators. Policy:

� The following is the eligibility schedule for mobile connection and usage when such usage is pre approved under the Letter of Appointment issued to associates

Category Handset Eligible Bill Amount

Sr. Managers, Directors, Divisional Heads and above

Provided by the Company Actual Bill Amount

Team Lead / Project Manager, and Manager designates

Not Provided by the Company

Actual Bill Amount or Rs. 1,200/-, whichever is less

Support Staff (Case to Case basis)

Case to Case Basis Case to Case Basis.

� Provision of Handset is based on the connection taken and at the discretion of the

Management � Mobile phone connection facility is given based on the operational requirement rather

than based on the position, which shall be decided by the President and COO. � To keep the costs of communication to the minimal it is suggested to use the facility

provided judiciously.

� Bills may be submitted directly to accounts department by the associate

Effective Date: 15/12/2006


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2.6. Sports, Fitness & Recreation

Objective To encourage sports and recreation activities among the associates to motivate them and

keep them refreshed

Policy:

1. Collabor encourages you to participate in inter company events and tournaments like table tennis, chess, cricket, quizzing, etc.,

2. The tournament could be held within the organization or with other companies

3. The initiative to be taken by associates from within the organization with prior permission

from the reporting manager / functional head.

4. Performance is noticed and duly accounted for in appraisal sessions.

5. Any remarkable achievement by an associate during a sports meet initiated by the company will be given a letter of appreciation.



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2.7. Policy on Dealing with Sexual Harassment

at workplace

Objective: Provide guidelines to associates and policy administrators in dealing with cases of inappropriate behavior with opposite sex.

Policy:

Collabor is committed to maintaining a work environment in which all associates are treated with mutual respect for each other. Each associate has the right to a workplace that provides equal opportunities and prohibits discriminatory practices, such as sexual harassment. At Collabor sexual harassment, whether verbal, physical or arising from the display of suggestive items, and whether at our offices, on business trips or at Company organized functions, is unacceptable and will not be tolerated.

A. What Is Sexual Harassment?

� Sexual harassment generally may consist of unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature where:

� An applicant or associate loses some tangible job benefit (e.g., a job, a promotion or a preferred assignment) due to a refusal to acquiesce in the sexual overture ("quid pro quo"), or

� An applicant or associate is subjected to a sexually offensive work environment that interferes with the associate’s ability to perform his or her job, even if the applicant or associate loses no tangible job benefit ("offensive atmosphere").

� Examples of conduct that may constitute sexual harassment are:

� Unwelcome sexual flirtations, advances or propositions.

� Physical or verbal abuse of a sexual nature.

� Graphic verbal comments about an individual’s body

� Sexually degrading words used to describe an individual.

� The display in the workplace of sexually suggestive objects and/or pictures.

� Making unwelcome sexual comments in business communications or at meetings.

• To File a Complaint

� If you feel you have been subjected to sexual harassment, you must report it immediately to your manager, the Directors or to the President and Coo. You also have the option of addressing your concerns to the person you believe is harassing you. In any case, you are still required to report the matter to your manager, the Director of Human Resources or to the President, you should do so by means of a formal letter or e mail followed by an in person complaint.

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� In such situations, it is important that you feel comfortable reporting such occurrences, without the concern that your career at the Company will suffer as a result. Accordingly, no retaliation of any kind in response to a report of sexual harassment will be permitted or tolerated at any level

• Response to a Complaint

� All complaints will be investigated promptly. The Company has an obligation to investigate any credible claim of sexual harassment that is brought to its attention, with the aim of protecting not only the associate filing the complaint, but also other associates who might later be subjected to sexual harassment by the same offender. While this obligation may make it impossible to maintain absolute confidentiality under all circumstances, the Company will attempt to treat such investigations with utmost confidentiality as is feasible under the circumstances.

� The company will setup a 2 member commission having a representation of each sexes at the minimum to ensure a recorded hearing of the complaint.

� Prompt, appropriate corrective action will be taken if any associate is found to have engaged in sexual harassment. This action may include termination of employment and filing a report with law enforcement agencies.

� The Company depends on your help to keep it free of unwanted social behavior at the workplace.

� It is also equally important that the issue is handled with delicateness and discretion till such time there is a conclusive evidence from the 2 member commission



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2.8. Electronic Communication

Systems Policy Objective: Provide guidelines to associates and policy administrators regarding usage of Intranet, e-mail and internet in the office.

Policy:

Collabor encourages the creative and innovative use of information technology to enhance its learning, teaching and communications environment. The ability to send and receive electronic communications (e-mail), as well as the ability to access Collabor’s Intranet and the Internet, are important business enablers. Nevertheless, there are also significant legal, security and productivity issues related to the use of these technologies that require a common understanding of what is -- and is not -- acceptable use. The purpose of this policy is to establish a common understanding of acceptable use. The Electronic Communication Systems Policy specifically applies to:

• E-mail sent or received, information posted on Collabor‘s intranet and internet sites accessed while utilizing Collabor’s computer equipment, or while the user is representing him or herself as, or can be identified as a Collabor associate. This includes dialing into Collabor systems and networks from privately owned computer equipment.

This policy does not constitute a contract; collabor reserves the right to amend this policy at any time. II. E-Mail, Intranet and Internet Policy

A. E-mail content, intranet postings and Internet access must strictly adhere to the following parameters: 1. No e-mail content, or intranet postings or Internet access that involves pornographic, obscene, sexually related, profane or offensive material or language. 2. No e-mail content or Intranet postings or Internet access that violates or may be construed to violate any collabor policy or Central, state and/or local laws, regulations or standards relating to pornography, harassment, discrimination, defamation, copyright infringement, security and privacy rights, solicitation, and/or statutes relating to electronic media. 3. No electronic communication messages should be created or sent that may constitute intimidating, hostile or offensive material on the basis of race, color, creed, religion, national origin, age, sex, marital status, lawful alien status, non job related physical or mental disability, veteran status, sexual orientation, or any other basis prohibited by law. Collabor policy against misconduct, applies fully to electronic communications. 4. No e-mail content, Intranet postings or Internet access that violates any Collabor policy including, but not limited to, Collabor policies regarding proprietary or confidential information.

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5. All associates should compulsorily use their electronic signatures while sending official mails as per the following standards

o The font size of the content in the email should be Whitney 11. o The electronic signature should include the details as per the following order

Name, Designation, Company name, Phone number extension number and fax number.

Please use the assistance of the I.T. helpdesk to help you enable your electronic signature format. 6. No posting of messages on chat room and stock message boards. 7. No use of Collabor address lists to transmit personal messages . Non- Collabor sponsored charitable endeavors, solicitations, baby announcements, or any other message of this type. B. All messages transmitted through systems of Collabor, including back-up copies, are the property of Collabor and may be monitored, viewed and/or used at any time by a supervisor or other authorized individual. Associates do not have an expectation of privacy or a personal privacy right in e-mail messages transmitted through Systems of Collabor or through in sites accessed or material transmitted over the Internet. Accordingly, associates should not use Collabor electronic communication systems to send, receive or store any information that they wish to keep private. C. Security-related incidents (e.g., computer files are stolen or tampered with) must be reported to the appropriate management personnel (immediate supervisor, IT, Information Security or Human Resources) immediately upon discovery. D. In accordance with Collabor Confidentiality and conduct Policy, the use of Collabor's electronic communication systems for solicitation of any kind, unless company sponsored, is expressly prohibited. III. E-Mail Usage Guidelines In addition to the E-Mail, Internet and Intranet Policy, the following guidelines apply to the use of e-mail: A. Collabor understands that e-mail is an effective and common means of communication for both business and non-business use. Accordingly, non-business use of the e-mail system is acceptable but only if the level of use is occasional, does not interfere with an associate's professional responsibilities or diminish productivity, and does not violate this Policy. B. Outgoing e-mail messages going to an Internet address can be intercepted and should not be considered secure. Accordingly, careful consideration must be given to encryption, similar technologies, or alternative means of communicating the information before sending e-mail messages containing Collabor's confidential or proprietary information to Internet addresses. For more information, consult with your IT SUPPORT TEAM. C. Associates must take precautions to prevent the spread of viruses within Collabor's communication systems as the result of information received via e-mail or retrieved from the Internet. Incoming e-mail items with attachments must be scanned for viruses before opening. (Contact the IT Support team for directions.)

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D. Incoming e-mail messages that violate the provisions of this Policy must be deleted immediately. E. If incoming e-mail contains information that violates this Policy, the recipient is required to send an e-mail requesting the sender to cease sending such mail to the recipient's address. If the recipient is having difficulty getting someone to stop sending inappropriate e-mail, the recipient should immediately notify a supervisor or Human Resources. IV. Internet Access Guidelines In addition to the E-Mail, Internet and Intranet Policy, the following guidelines apply to the use of the Internet: A. The Internet is an important tool for research and other information gathering. Accordingly, access to the Internet for non-business use is acceptable if the level of use is occasional, does not interfere with an associate's professional responsibilities or diminish productivity, and does not violate this Policy. B. Unauthorized downloading of the software from the Internet is strictly prohibited. C. Internet access is a privilege and not an entitlement. Accordingly, once granted, Internet access can be removed at the request of a supervisor if it is being abused, used improperly, or otherwise interferes with the performance of an associate's responsibilities. D. Remote access is very expensive and must be limited to business uses only. V. Intranet Guidelines Access to Collabor's intranets is provided for business purposes only. VI. Computer-Property Guidelines A. Associates are responsible for safeguarding Collabor's property from misuse, loss or theft. Collabor’s property includes, but is not limited to, all: 1. Associates are required to keep their screen clear with a plain back ground (as per the Specifications set by the IT Team while allotting the system. 2. Electronic and printed Collabor’s, client and/or vendor information available through the use of computer equipment. 3. Files and records contained on PC or laptop issued by Collabor 4. Passwords and related security codes. 5. If an associate wants to download anything then he has to get business approval from his Manager first and then proceed with the intimation to IT-Support team. B. Individual passwords must never be shared or revealed to anyone else besides the authorized user. To do so will expose the authorized user to responsibility for actions taken by the other

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party with the password. VII. For any breach in the policy, depending upon its seriousness, the company may initiate either one or all the under mentioned steps as a disciplinary action.

1. Counseling by a team consisting of his Project Manager and a representative from HR Team.

2. Issue of Memo

3. Termination from employment.



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COMPENSATION POLICIES

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3.1. Payroll

Objective: Provide guidelines to associates directly employed with Collabor and policy administrators regarding the monthly payroll processed by the company.

Policy:

• The salary will be credited to the associate’s bank account before the first working day of the next month.

• All the associates are requested to sign the attendance register and in case of leave they are requested to update their leave cards with necessary approvals to avoid any loss of pay.

• The salary is structured in a manner that is beneficial to the associates in terms of availing all benefits available under Income Tax exemptions and to promote a culture of saving amongst the associates. Any change in the Salary Structure from time to time will be discussed with the associates and such changes explained before effecting such change. The decision of the management on the salary structure is however, final.

• All those associates who are coming under taxable income need to furnish relevant documents in support of tax declaration for investments made, to avail the tax exemption benefits. Failure to do so may result in the accounts deducting applicable taxes from the monthly payroll.



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TRAVEL POLICIES

4

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5.1. Local Conveyance

Objective To provide guidelines to all the eligible for claiming the local conveyance

reimbursement

Policy

� All associates are eligible for reimbursement for the local conveyance expenses incurred by them on official duty.

� Associates below managerial level are eligible to travel by auto or two-wheeler.

Conveyance Mode Eligibility Amount Applicable to

Car Rs. 8/- per KM Sr. Managers & Above

Auto Actual Amount All Associates

Two-Wheeler Rs.3/- per KM All Associates

� Associates need to make sure that the bills are approved by their reporting authority before submitting the same to accounts department.

� After approval by the reporting authority bills may be submitted directly to accounts

department by the associate.

� The condition of notional extension (journey from place of stay to office and vice versa), is not considered as on duty for the purpose of administering this policy.



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4. Business Travel Policy

Objective To provide guidelines on expense reimbursement to the associates who carry out

travel for business purpose. Policy

Domestic Business Travel

� Eligibility for domestic business travel

Level Travel

Expense

Limit

Lodging Expense Per Day

(Exclusive of taxes)

Boarding Expense Per Day

METROS STATE

CAPITAL

OTHERS METROS STATE

CAPITAL

OTHERS

Senior Managers and above except for President and Chairman

IIA/C or Flight (Eco)

Rs. 4500/- Rs.3500/- Rs.2500/- Rs. 750/- Rs.500/- Rs.400/-

Managers/PM/TA/ATA/

Asst. Managers

III A/C or II A/C

Rs. 3000/- Rs. 3000/- Rs.1750/- Rs. 500/- Rs.300/- Rs.250/-

TLs and below/Sr. Executive/Executive

III A/C Rs. 2500/- Rs.1500/- Rs.1300/- Rs. 400/- Rs.250/- Rs.200/-

� Mode of travel may be decided on case to case basis based on importance/Urgency of the

travel Foreign Business Travel

� Eligibility for foreign business travel

Allowance Type Expense Limit Period/

Recurrence

Remarks

Winter Clothing US $ 150 Once in 2 years If traveling during winter months of the visiting country. Bills can be claimed only for the clothing details as mentioned in the Annexture-A

Transit Expense US $ 200 Each Trip Bills to be produced

Per Diem US $ 40 Per Day

Accommodation - - Organized by onsite team

Local Transport - - Organized by onsite team

Medical Insurance Cover

Actual Premium for Reimbursements upto USD 500000

Entire Period of Foreign Travel

Arranged by the company

� Associates need to make sure that the bills are approved by their reporting authority before submitting the same to accounts department.

� After approval by the reporting authority bills may be submitted to accounts department

by the associate.

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Annexture-A

Warm Clothing & Luggage Allowance (WCLA)

1 Overcoat

2 Warm thick pullover

3 Warm thin pullover

4 Warm windproof jacket

5 Thermal under pants

6 Thermal vest / warm full T-Shirts

7 Broken – in- pair of ankle high walking boots

8 Warm woolen socks

9 Light cotton or silk scarf

10 Large cotton or silk scarf

11 Warm gloves

12 Monkey cap

13 Muffler

14 Formal Suits/ Blazers

15 Turtlenecks

16 Shawl

17 Soft Luggage

18 Travel Bags



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SEPERATION POLICY

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5.1. Separation from Payroll

Objective: Provide guidelines to associates regarding the procedure at the time of separation from the company.

Policy:

• Notice Period:

o One month notice period as required in the Letter of appointment

o Availing of leaves during notice period is subject to satisfactory transition of work and proper approvals from the reporting Authority.

o For Associates on probation either side (Company and Associate) has to give One Week notice period i.e. 5 working days or pay in lieu of notice period.

o In the event of termination on disciplinary grounds, the associate shall not be eligible for any notice period.

• No Dues:

o Associate has to get no due form signed by the departments concerned for preparing the Full and Final settlement

• Service Certificate:

o Experience and Relieving letter is issued upon submission of no due clearance form

• FFS:

o Full and final settlement amount will be credited in to the resigned associate bank account.

o If the last working day falls on a Friday then the associate is eligible to get full salary for the week end holidays also i.e. Saturday and Sunday.

• Form 16:

o Associate is required to collect the form 16 from Accounts department personally within 60 days of separation.

• PF:

o Transfer of PF account, where applicable, has to be done by the employer where the resigned associate is joining. In case associate wants to withdraw the PF money, it shall be possible only after 2 months of relieving

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Documents

Whether Privilege Leave is Earned During Notice Period