2)MAINTAINING HR POLICIES FOR
ORGANISATION
(Merge form of all the policies which I get during the programe)
CODE OF CONDUCT
The objective of Code of Conduct is to create a safe equal and ambiguity less work environment. The policy aims at creating a complete corporate environment which would be growth oriented and performance encouraging.
The management along with HR and the respective Head of the Department would have the right to call in for questioning for any and all violation of any of the policies mentioned herein under the Code of Conduct.
DRESS CODE POLICY
The objective of this policy is to create a uniform and international office environment. The primary objective is to develop a international traits and patterns in our employees.
BXYbelieves in personal grooming and hygiene. BXYexpects its employees to be well groomed neat and well dressed. BXYexpects its employees to strictly adhere to the dress code policy laid down by the company.
Monday to Friday formal office wear.
Saturday would be casual wear. The word casual is very difficult to define and hence company requests its employees to use their common sense, prudence and personal judgment as to what would be a casual wear in an office/work place environment
USE OF COMPANY COMMUNICATION POLICY
BXYbeing a services driven industry relies highly on new and fast technology, for continuous edge over competition
BXYhas provided latest modes of communication so as to increase efficiency performance and productivity of its employees.
BXYunderstands the importance of the electronical mode of communication and other forms of communication, and believes that its employees use the same for the betterment of the organization and also for increasing professional efficiency, productivity and performance.
NO COURTSHIP POLICY
OBJECTIVE:
BXYwishes to maintain and cultivate a proper professional work environment within the organization.
The objective of the No Emotion Policy is to enhance professional behavior among its employees and to keep personal emotions of the employees from getting involved in their course of routine office work and thus hampering the work environment or the serenity of the office in what so ever manner
CONDUCT OF PERSONNEL VISITOR
The objective of the policy is to control the conduct of the personnel visitor who visit the company, and thus to avoid any inconvenience that may be probably caused to other employees of the company
Employees are not allowed to entertain personal visitors at the company premises during the work hours. But due to any unavoidable circumstance if the employee has to be entertain, any personal visitor than same can be done within the visitors area, provided employee takes responsibility about the conduct of the visitor.
PEN DOOR POLICY
To create an open and growth oriented system, which helps in developing a culture which propagates growth and development, and harness harmony.
At BXYwe have an open door policy where employees can go and talk to anyone in the company, across all levels of management, to discuss issues or clarify doubts or convey any grievance or report any unwarranted act.
No employee will be called in for questioning for exercising the rights in the above mentioned policy, provided the right has been exercised within the parameters of corporate communication and is no where is abusive or insulting or lewd.
Following acts below mentioned would also come under the ambit of violation of Code of Conduct
Stopping work before time.
Constant late attendance.
Excessive absenteeism.
Offensive/abusive conduct and/or language.
Irresponsible handling of BXYproperty.
Personal use of BXYproperty without permission.
False expense claim.
Smoking in the prohibited area of the BXYpremises.
Accessing obscene sites on the Internet.
Violence and harassment to other employees.
Disturbing / distracting other employees.
Falsification of company records.
Theft of company property.
Intentional destruction of company property.
Intentional violation of company rules. Unauthorized possession of firearms or weapons.
Disclosing confidential / financial information to outsider.
Being under the influence of drugs, alcohol or narcotics while on duty.
Taking or giving bribes.
Not providing details to concern authority in approved format while entering or existing out of the office premises for long duration either for personnel or professional work
POINTERS
Switch off the system including the UPS every day after the work.
Each employee should take care of their drawer keys and drawers have to be locked every day.
The workstations are to be kept neat and clean. No official documents should be kept open on your tables unattended.
Do not leave any official document on work-table while leaving for home.
Eating food is only allowed in the cafeteria. No food is allowed on work-table.
Cafeteria tables and chairs should be kept clean and tidy. Clean the spilled food particles liquid yourselves.
Cafeteria area should be kept clean.
Though adequate water will be provided to the employees, it is expected that employees do not waste the water and whenever any leakage of water is found the same will be reported Admin Department immediately
CODE OF CONDUCT FOR SENIOR MANAGERS/DIRECTORS
To set a standard for act and conduct of the Senior Management and thus setting the same as principle for the employee of the company
Company has adopted a Code of Conduct specifically for the members of the Board of Directors and/ or members of the Senior Management of the Company, which sets out as follows:
§ To Act in the best interests of, and fulfill fiduciary obligations to the Company; act honestly, fairly, ethically and with integrity, conduct themselves in professional, courteous and respectful manner and not take improper advantage of the position of fiduciary or otherwise;
§ To comply with all applicable laws, rules and regulations;
§ To act in good faith, responsibly, with due care, competence and diligence, without allowing their independent judgment to be subordinated;
§ To act in a manner to enhance and maintain the reputation of the company;
§ To Respect the confidentiality of information relating to the affairs of the Company acquired in the course of their service as Directors/Senior Manager, while continuing as such a director/Senior Manager and even after ceasing to be such a director/Senior Manager, for a reasonable period of say two years, except when authorized or legally required to disclose such information;
§ Restrain from using the Company’s property or position for personal gain;
§ Avoid using any information or opportunity received in the capacity as Directors/Senior Manager for personal gain, or in a manner that would be detrimental to the Company’s interests;
This Code shall be in addition to the Code of Business Principles of the Company,
RECRUITMENT POLICY
To identify and recruit the appropriate talent with the optimum skills and aptitude required for working towards the company goal and thus helping company to attain constant success and continuous and consistent growth.
Employees are selected solely based on their qualification, ability, experience and character. At the time of selection reference checks are solely at the discretion of the employer and can be conducted at any point of the recruitment and/or selection process.
Candidates will only be short listed for interview if they meet all the essential criteria defined in the Man Power Requisition Form.
The recruitment request has to be made across only by the Head of Department.
The Head of Department has avail to themselves with a Man power requisition form, which is available with HR department of the company and duly fill the same get it signed by the CEO.
Only when the Man power requisition form is duly signed and send across to HR department, will the recruitment procedure begin.
Initial telephonic screening will be done by the HR.
First round of personal interview would be conducted by the HR. If the candidate found suitable then would be required to go through second round of interview.
Second round of interview would be conducted by the Head of the Department or any person second in command to the Head of the department.
All candidates will be asked a standard format of questions and test, which will have been decided by the HR and the concerned department. All questions must be related to the job requirements and the candidate’s suitability to undertake the role.
BXYprohibits employment of relatives of the employees who are already working with the company.
BXYis an equal employment provider. The BXYas a company does not distinguish between it employees on basis of gender caste creed or religion .Nor does BXYas an employer see gender/caste/religion as employees disadvantage. BXYjudges its employees on the basis of their performance and achievement thus giving least importance to gender/caste/creed/religion of its employees.
All application details are treated with the utmost confidentiality. It is the duty of the HR & Head of the Department to safe guard the same.
If in the case of a casual worker, recruitment will be done through licensed contractors. In the event of appointment of a casual worker no letter of appointment is to be provided. And all candidates so called in for being employed should be above 18years of age (APPLICABLE FOR PLANTS AND FACTORIES ONLY)
The Company only employs Indian citizens and individuals with approved work permit authorized to work in India in compliance with the Immigration Reform and Control Act.
Where applicable, Employee in countries outside India will have to abide by the respective country’s immigration law.
Consultants to undertake and provide services to BXYshall be hired by the CEO, and approved by the HR
SOURCING & SHORTLISTING METHOD
To create a definite and proper and transparent sourcing and short listing method, which would be both efficient effective and beneficial for the company
Recruitment Sources CV’s from various sources like:
Data base: Resumes which are live and active will be stored in a central place. And which is accessible to entire HR.
Head Hunt: Recruiters do the headhunting based on the requirements. Comprehensive data been made and stored which states each companies core competency skills. These headhunting calls are tracked too
Search Engines: Currently we use one of the leading portal to access their unlimited database access and unlimited job postings
Consultants: If there are bulk requirements or niche requirements we tend to use consultants depending upon the discretion of the management the final decision would be of the HR head and the management.
Employee Referral: Employee refers his or her friends to the company. And based upon the selection, the referred employee is entitled for the referral amount (HR team will be not be eligible for this scheme). Candidate who comes down for interview should bare the name of the employee who is so referring him or her.
SELECTION PROCEDURE
To set up process oriented system which provides definite and proper flow of pre recruitment process.
All candidates who are selected by the HR and/or H.O.D will be provided a letter of intent within a minimum period, of 1 working day and maximum of 3 working days.
The date place and time of joining has to be clearly mentioned to the candidate, and also the candidate should also be informed about all other required document that the candidate needs to possess or submit prior to joining the organization
All candidates who have accepted the letter of intent send across to the candidate by the HR on behalf of the company, and the same being accepted and acknowledged by the candidate will initiate further requisite formalities.
All candidate so joining the company will have to be provided with appointment letter either on the day of joining or within six days of the candidate so joined the organization and in being continuous employment for a period of six days from the day he/she joined the organization.
Any delay beyond six days in providing the appointment letter to the new joinee will have to be explained in writing as to why such delay has occurred either to the HR head or to Management.
Any IT requirement of the new candidate has to be communicated to the IT department, within minimum of 3 days and a maximum of 7 days in advance, to the candidate joining the company.
Every employee is required to provide
Relieving Letter from immediate previous employer
Mark sheets and certificates
Residence proof
Nomination form for ESIC, Gratuity & PF(PROVIDED BY THE HR TO EMPLOYEES)
BANK SALARY ACCOUNT OPENING FORM(PROVIDED BY THE HR TO EMPLOYEES)
Contact number in case of emergency
Probation and Training:
Every candidate who joins the organization will be on probation for a period of six months.
After completion of six months of probation, the employee will be confirmed provided the performance has been found satisfactory and the same has been conveyed by Head of the Department and same been accepted by the HR.
One’s the HR and Head of the Department confirms the employee then, the HR is supposed to provide the Letter of Confirmation within one week of the employee so getting confirmed.
Every employee who joins the organization will be provided on job training
The candidate will also be provided either hands on training or special training in SAP, depending upon the request of the Head of Department.
DOCUMENTATION POLICY
Maintains of proper and accurate personnel information and details of the new joinees and also of the existing employees in a effective and efficient manner for immediate future reference.
Its is the duty of the HR to maintain personnel record files of all new joinees and also of the existing employees stating their personnel details in prescribed format and the same should be filed separately for future preference
Such personnel record files shall be maintained by the company till the employee is in employment with the company, and shall be maintained for a period of 3months from the date such employee resigns
It is important that the Employee’s personnel data is protected by HR, and also to ensure that personal data is shared only on need to know basis with prior sanction from HR Head
EMPLOYEMENT PRACTICE
To create clear and transparent work norms consistent with international working standards.
WORK TIMING
NORMAL WORKING DAYS: - Monday to Saturday
NORMAL WORKING HOURS: - 9.30 am to 5.30 pm
Saturdays Company would be working from 9.30 am to 3.30pm.
Sunday would be a holiday
Maximum period of delay for reporting to work on any working day would be 15minutes over and above the normal working time.
Deductions from the wages shall be in proportion with the time of late coming.
LUNCH TIME
1.00pm to 1.30pm
1.30pm to 2.00pm
Each employee would be provided with 30minutes of time every day for consuming his/her lunch.
Officer/Executive/Sr.Executive/AM are expected to have their Lunch during 1.00 to 1.30
Asst. Manager/Manager are expected to have there Lunch during 1.30 t0 2.30
SALARY DATE
Every new joinee will be provided with a salary account by the company and 7th day of every month salary would be directly credited into this account.
Every employee shall “PUNCH IN” and “PUNCH OUT” his attendance through the time office at the time of entering and leaving the office premises at the time of start of the work day and at the end of the work day.
OVERTIME
Every employee is expected to work a minimum of 48 hours in a week.
The employees are eligible for over time only if the employee works on a Sunday or on any day on which the company has declared a holiday.
At times, emergencies such as severe weather, fires, or power failures can disrupt Company operations. The decision to close the office will be made by the Management & HR in consultation with Head of the Department. When the decision is made to close the office, Employees will receive official notification from HR. The discretion to compensate such loss of man hours wholly or partly will be of the Management & HR in consultation with Head of Department/Immediate Senior
PERFORMANCE CRITERIA GUIDELINES
Job Knowledge:
Relates to information about work duties that employee should know for satisfactory performance. Also includes knowledge of the department’s functions (and products if appropriate).
Quality of Work:
Demonstrates neatness, accuracy, and efficiency in the job.
Quantity of Work:
Applies to the amount of work efficiently done during the work day/week/month or year . Displays a sense of urgency to get things done.
Human Relations:
Develops and maintains smooth, cooperative working relationships with colleagues and other employees; shows awareness of, and consideration for the opinions and feelings of others.
Initiative and Self-Confidence:
Ability to find effective solutions to overcome difficulties. Ability to take action to avoid a problem without having to be told to do so and displays necessary confidence in the action.
Oral Communication:
Effectively communicates both verbally and non-verbally with colleague (and customers/clients if appropriate).Ensure that information received and given is understood and auctioned as necessary.
Passing Information:
Ability to clearly express views and ideas and let’s people know relevant information
Written Communication:
Writes clearly and effectively – uses appropriate style, grammar, and tone in informal and formal business communications.
TEAM WORK:
Cooperates and builds rapport with colleagues to achieve a common objective and a target. Demonstrates willingness to help others as necessary.
MOTIVATION:
Enjoys working to targets and achieving goals. Demonstrates proactive-ness and strives to improve and maintain performance.
BUSINESS ETHICS POLICY
For the success of the core principles and culture of BXYInternational Pvt Ltd commitment to the principles of honesty, integrity personal and professional responsibility.
Workplace, personal and professional integrity is important because dishonesty violates the most fundamental values of an intellectual community and depreciates the achievements of the entire company
Dishonesty is one of the most serious crimes that an associate or/and employee can commit to their employer in workplace.
Below mentioned are some of the crimes which constitutes to dishonesty. The company has taken all appropriate measures to highlight all possible actions which can be termed as or under dishonesty or dishonest act towards the employer by the employee.
Intentionally using or attempting to use sensitive, confidential and classified information, and the company’s IPR or resources for personal gains or to sell to competitors.
Intentional and Unauthorized falsification, misrepresentation, or invention of any information, data and committing the same against the Company or its clients. Misuse of Company’s funds and other assets
The commitment of any act which brings the name of the Company into disrepute. (You will be liable for disciplinary action for gross misconduct for which immediate dismissal would be the normal course of action)
Failure to follow procedures established by the Company to guard theft, fraud or the commission of other unlawful act.
CONFLICT OF INTEREST
BXYexpect our employees to conduct themselves according to the highest ethical standards. Employees have an obligation to monitor their conduct and personnel associations in order to avoid actual or potential conflicts of interest.
To convey to all employees that any act that represents or appears to represent a conflict between the interests of the company and an employee is unacceptable.
It is the outmost duty of every employee to perform their duties and responsibilities both objectively and effectively and avoid his/her private/personal or any other interest interferes with the company interest, and also interfere with the ethical and professional/fiduciary duties or/and obligations of the employee or employees of the company towards the company
INTELLECTUAL PROPERTY RIGHTS
To protect and safe guard the Intellectual Property Rights of the company and also prevent the misuse or wrongful use of the same.
All Intellectual Property Rights and goodwill generated as a result of your employment with the company shall be for the benefit of the company and will belong to the company. Any rights to any/all documents secret or confidential in nature or/and proprietary information, resources provided to the employees for the business, official, professional or any other legitimate business purpose should be used for the advancement of BXYInternational Pvt Ltd solely. It would the duty of every employee handling confidential or safe guarding the information above mentioned from being misused or using the same in harming the interest of the company in what so ever manner.
CONFIDENTIAL INFORMATION
Protecting and safe guarding of all and any confidential information pertaining to companies business/trade or/and clients/customers
BXYInternational Pvt Ltd own confidential information in relation to itself and has confidential information belonging or in relation to Other Parties.
In the course of employment with BXYInternational Pvt Ltd, Employees may obtain confidential Information or may have or required to create Confidential Information in which there may be Intellectual Property Rights. It’s the duty of the every employee of BXYInternational Pvt Ltd to maintain the strictest confidentiality in respect of Confidentiality Information and acknowledge that all and any confidential information and Intellectual Property Rights will not be disclosed to any person or person’s association’s, organization, institutions or any other legal or natural body directly or indirectly, whether or not providing such information will harm them company in what so ever manner directly or indirectly.
Employees of BXYshould maintain the confidentiality of information entrusted to them in carrying out their duties and responsibilities, except where disclosure is approved by the company or legally mandated or if such information in favor or benefit/well being of the company.
SECURITY POLICY
BXYaims to provide a secure business environment for the protection of its employees, product, valuable materials, equipment and proprietary system and information. Materials, equipment and systems incorporated into the design and facilities and grounds will ensure adequate security in these areas. Security is the responsibility of all employees.
Any breach of security should be reported immediately to your superior and also to the administration department.
All employees are provided with an identity card (ID) which, contain employee particulars. This ID card is given for:
1. Identification of the employee
2. Entry and exit from the factory
3. Attendance recording
4. Emergency contact
5. For enjoying facilities, concession and benefits available to him / her as an employee of the company.
The employee shall carry his ID card on him / her self, at all times when inside the company/factory and present it while entering or leaving the company/factory or on demand.
The ID cards shall be the property of the factory and should be surrendered to the HR department on cessation of employment.
FACTORY SECURITY POLICY
To protect and safeguard all employees, materials and processes within the factory premises. To provide the utmost care and safety for all employees to ensure their well being .
The employee shall carry his ID card on him/her self visibly, at all times when inside the factory and present it while entering or leaving the factory or on demand by the security guard, supervisor or the Admin department.
The ID cards shall be the property of the factory and should be surrendered to the Admin department on cessation of employment.
In no case should the employee produce or surrender his ID card to anybody or authority outside the factory. If any employee is found doing so he / she would be liable for disciplinary action.
Entrance and exit from the premises shall be through prescribed gates only and every employee shall show his/her ID card to the security on duty while passing through such gates.
The gates may be closed during working hours at the discretion of the management and employees must not leave the premises during the working hours without prior written permission from the appropriate authority.
An employee who is not on duty shall not remain on the premises without permission from the Admin or his/her authorized official.
Visitors entering into the factory must be first verified then the visitor has to register at the security office and obtain a visitors pass.
While leaving, the Visitor should sign in the visitors register again at the security office mentioning his time of exit and return the visitors pass duly signed by the person visited or by the immediate senior/Admin department before leaving the factory premises.
Visitors are liable to be checked by security personnel while entering and leaving the factory premises.
The visitors are not to be allowed on the shop floor without the permission of the Local HR head/Factory manager
Material being brought into the factory premises should be disclosed at the security and a security gate pass to be obtained before carrying it into the factory premises
Material being taken out of the factory should be accompanied by a gate pass signed by the appropriate authority. The same is to be produced before the security on leaving the factory premises.
HEALTH & SAFETY POLICY
BXYhas high regards for its employee’s health and general wellbeing.
BXYas an employer understands the need to provide a healthy and wholesome work environment. The company as an employer is eager and all time concerned about both the physical and mental well being of its employees
The employees are strictly prohibited from performing/engaging into any official activities under the influence of alcohol/drugs
The employees shall not posses use distribute/redistribute any drug/alcohol while in the company premises nor outside the company premises when engaged in any official activity/activities or any business related work being performed on behalf or for the company.
BXYneither encourages nor discourages people who smoke. But the company requests people who smoke, to smoke outside the company premises and not within the company, so as to avoid any inconvenience to people who are non smokers.
There is a first aid box available, within the company premises. The first aid box is equipped with minor medicine for attending to any minor injuries, cuts and bruises occurring to the employees at the workplace
HEALTH AND SAFETY POLICY FOR FACTORY/PLANT
All employees are provided with personal protective equipment (PPE) based on their job specifications.
Followings safety gear and addition will be provided to the Plant/Factory employees
Asbestos Gloves
Eye guard
Safety Apron
Dust/Gas masks
Safety Shoes
Safety Helmet
All employees are to undergo medical check-up by the factory medical officer prior to joining, and after joining medical check-up by the factory medical officer will be conducted annually.
In the event of an accident within the factory, the shift supervisor/admin department will evaluate the gravity of the accident and decide on using the first aid available at the site or moving the injured person to the hospital. After the victim has been shifted admin department would have to report the mishap to the Plant Head and also immediately report the same to the Head office HR.
IT SECURITY & USAGE POLICY
Information is the lifeblood of every organization and, regardless of its source, is a valuable asset. Its accuracy, availability and confidentiality are essential to a business to allow both confidence in decisions based upon it and engender good relationship with associates, company representatives and customers/clients.
An employee Internet Usage Policy tries to define the guidelines for using the Internet within an organization. The purposes of adoption of an Internet usage policy are:-
1. Controlling personal use of the Internet by employees
2. Reducing unproductive employee work hours
3. Utilizing bandwidth optimally
4. Lessening vulnerability to security threat
5. Reducing sluggish Internet connection due to personal use
Violation of the following policies would result in disciplinary action should be consistent with the severity of the incident, as determined by an investigation.
Severity Category
Definition of Severity
Possible Deterrent Action
High
Results in financial or reputation loss for Vinergy. Stoppage of business at unit requiring invocation of disaster recovery management. Compromises information security on a company wide basis.
Could lead to suspension/termination of employment.
Medium
Results in temporary stoppage of work at the unit Compromises information security at unit level
Severe Reprimand/ Suspension of service
Low
Compromises Information security at individual level
Reprimand
All computers should be strictly used for official purposes. Only authorized persons may access the computers. GAMES ARE STRICTLY PROHIBITED. Private diskettes are not allowed to be used on company computers except with granted permission and upon scanning for viruses. Permission must be sought from the IT Manager for borrowing of portable computers equipment or accessories
IT COMPALIN REGISTRATION
Any complains in regards to IT or the system has to be lodged by raising a ticket. Tickets are unique complain numbers provided to the employees who have raised a grievance in regards to IT issues or problem via mail
Each ticket so raised by the employees will be attended by the IT department within stipulated time frame
ANTI HARASSMENT POLICY
BXYcommitted to providing a work place free from harassment. Any comments or conduct relating to a person’s race, colour, religion, sex, national origin, age, marital status, sexual orientation, disability, veteran or citizenship status or other characteristic protected by law which fails to respect the dignity and feelings of the individual are unacceptable.
Harassment may take on many forms. Any behavior that results in the loss of tangible job benefits, creates a hostile, obnoxious or intimidating work atmosphere, or is unwelcome and would be considered personally offensive by reasonable person may be considered harassment.
If you believe that you have been subjected to harassment, or if you are aware of any harassment occurring within the workplace, you are expected to report any such incident to Anti-Harassment committee. No employee will be disciplined or otherwise retaliated against for complaining about harassment or participating in the investigation of any such complaint.
Every report incident will be thoroughly and promptly investigated.
Where charges of employee harassment are substantiated, appropriate action ranging from counseling to termination of employment will be taken.
Anti Harassment Committee Includes
CEO (CEO)
ADMIN HEAD (Administration Head)
Human Resources Head
SEXUAL HARASSMENT POLICY
BXYis an equal employment opportunity provider. BXYdoes not discriminate its employees on the grounds of gender. BXYbelieves in providing in non hostile safe working environment to all its employees especially to its female employees.
Sexual harassment policy of BXYis a statement by the company stating that BXYas a company will not tolerate or allow any sexual harassment by any manager, supervisor, co-worker, client/customer or any other person that the employee of the organization comes with in the course of work or business of the company.
1. What is sexual harassment?
Any unwelcome behavior with sexual undertones which has been directed against a person either directly or indirectly. The unwelcome behavior could be in the form of
Physical contact and advances/ offensive language
Demand or request for sexual favors
Sexually colored remarks or/and bawdy humor
Showing any pornographic material
Any other unwelcome physical, verbal or non verbal conduct of a sexual nature.
2. Employers responsibility
BXYas an employer constantly strives for the welfare of its employees. BXYdoes not tolerate any kind of sexual harassment of its employees within the organization in any manner and BXYexpressly prohibits sexual harassment.
3. Sexual Harassment Redresser Committee
To ensure non hostile and safe working environment BXYhas set up Sexual harassment redresser Committee which is headed by
DIRECTOR(Director)
CEO (CEO)
ADMIN HEAD (Administration Head)
Any employee who believes sexual harassment may be occurring or that employee is being subjected to any kind of sexual harassment, then the same should be reported to the Sexual harassment complaint redresser committee
Any person who is employed with Vinergy, and who is so found guilty of any or all sexual harassment levied by any of the employees of the company then the person who found guilty of the said offence shall be tried and awarded appropriate disciplinary action as the Sexual Harassment Redresser Committee deems fit.
ADMIN POLICY
To create a time and cost curtailed method for proper and accurate dispatch of standard office stationary
Admin department would be looking after the day to day stationary and facilities requirement and also allocation of same and other related work which helps the staff and company perform better
Admin would also look after the daily/weekly stationary requirement of each employee and also of individual departments. Departmental request should be send across by the H.O.D or any person so nominated by the H.O.D to send the mail on weekly basis, requesting weekly requirement of stationary for the department.
The Admin department will also be involved in ticket booking, payment of bills and requirements of company car and facilities requirement of employees and company
Admin department would also look in to office maintenance work and will also coordinate with the society for any major maintenance work. Admin department would also act as the care taker of company property
COMPLAIN REDRESSAL MECHANISIM
To create a work environment, which would be free of hostility and try breed in a work culture which propagates a free and open thought process, encouraging growth and harmony free from encumbrance of force.
Any and all complains send to HR by any aggrieved individual/department and same being so received by HR, shall be acted upon with immediate effect.
As it is not viable to quote a precise, complain redresser time or to speculate any time as in, which to address any grievance, its advised that any person so handling the complaint/grievance shall act upon common sense and prudence and thus understanding the gravity/urgency and importance should act upon the same.
The complaints if from department/departments are to be addressed then, the same shall be done only along with/from the assistance of the H.O.D of the department/departments so complaining. And any or all solution/solutions so reached upon shall be communicated H.O.D and not directly to team members of the department
If the complaint is from a single employee then the complain so made to HR,
Shall be communicated to the H.O.D, with proper analysis and research .And the facts and figures from such analysis and research of the complaint should be presented to H.O.D, prior to arriving at any decision or solution.
Any and all decision that’s has to be arrived upon any individual complaint has to be in cooperation and consultation with the H.O.D.
EXPENSES REIMBURSEMENT POLICY
To provide a transparent process which makes reimbursement of genuine business expenses less cumbersome and more efficient.
Employees are eligible to claim reimbursements for expenses only if it is approved by the HR and Head of the Department.
An Employee who is on maternity leave is not entitled to claim reimbursable expenses such as traveling, mobile or any other miscellaneous expenses incurred during the maternity leave period.
An Employee who has been terminated his/her service with the Company is also not entitled to claim reimbursements for expenses incurred after his/her last physical day of work.
Expenses incurred by an Employee must have prior approval by a immediate senior.
Reimbursements will be paid to the Employee in the following month along with his salary.
An Employee using the Company's vehicle shall not be given any fuel allowance
All and any reimbursement is subjected to the terms and condition entered between the employee and the management, and also on the grades and levels of the employee.
MOBILE EXPENSES POLICY
To provide an appropriate guideline, in terms of usage of company provided facilities for its employees for performing their professional obligations effectively
The company will provide the employee with a company mobile for business and professional communication.
The managers and seniors managers and above will be provided with a cell phone by the company, provided the nature of work performed or to be performed by the employee necessitates him/her to maintain the a cell and be in contact for business purpose.
The company will provide mobile to the officers/executive/Sr. executive on joining, provided the Head of Department, or the immediate senior is of the opinion that the officer/executive/Sr. executive is required to be in constant contact for business purpose.
Managers and senior managers and above will be provided mobile instrument ranging from 7000/- to 10,000/-. The officers/executive/Sr. executive will be provided a mobile ranging from 4000/- to 6000/-.
COMPANY CAR POLICY
The purpose of the policy is to curtail any doubts and any ambiguity in terms of use of company vehicle for internal transportation for business purpose
Every employee while using company vehicle for commutation, must accept the most reasonable direct and shortest route possible for reaching the desired destination.
Expenses incurred for commutation for reaching a particular desired destination, would be borne by the traveler if the route to reach the destination has been indirect and extended, without due cause.
During certain occasion the situation may demand the employees to travel to a certain common desired destination, under such circumstance the employees are to decide among themselves a common meeting point from where in there would be pick up provided for all the employees by the company vehicle.
The employee may travel to the common travel pick up point decided, by the comparatively cheapest mode of transport; the company would incur the cost borne by the employee for traveling to the place of common travel pick up point.
If there arise any ambiguity in regards to the policy then the ambiguity should be cleared by consulting with HR and Admin department. And the solution so provided by the both HR and Admin department in regards to any ambiguity would be final and not called upon for questioning
FOREIGN TRAVEL REIMBURSEMENT
To maintain a clear and easy process which makes the business tours undertaken by the employees convenient and less cumbersome
Obtaining foreign travel documents shall be the responsibility of the person who is undertaking foreign travel. However, the office and the authorized travel agent of the office shall extend all assistance in this regard to those undertaking foreign travel.
The cost of these documents including the visa fees incurred in India will be reimbursed by the company.
However, no reimbursement will be permitted for visa fees paid outside India in foreign exchange except where specific foreign exchange has been granted for the purpose or evidence can be produced that foreign exchange for the purpose has been obtained without any contravention of the Foreign Exchange Rules.
Company is not liable to pay for the loss of goods of the employees goods/luggage lost in transit while on business tours, nor is the company liable to reimburse for the expenses that employee would have incurred for getting his/her goods/luggage insured prior to making a foreign or domestic business tour/trip
TRAVEL POLICY
The purpose of the policy is to provide reimbursement of the travel and entertainment expenses to the employees and the staff for the reasonable and necessary expenses incurred in connection with approved travel on behalf of the company.
The reimbursement of expenses is allowed within the parameters of the policy, and when reimbursement will not be received from any other source. In the case of group or team travel, the HOD will be responsible for all the expenses. Claims for reimbursement of travel expenses must be submitted to Administration department manager/head for the approval and forwarded to the Finance department within fourteen calendar days (14 days) after the traveler returned
RELATED PROCESS AND PROCEDURE
1. Employees of any Level 2 and Level 3 will be entitles to air travel/second class AC on routes not accessible by air and also on short journeys where the expected time is 4 hours or less preference should be given to train travel/road travel.
2. Employees of Level 4 and Level 5 would be entitled to train travel by second class AC.
3. Employees below level 5 would be entitled to train fare (Sleeper Coach)
4. Where employees is using company maintained car/personal car he would be entitled to petrol expenses at actual, provided there is a supporting bill and the tour has been sanctioned in advance by the CEO.
5. An employee may travel by a higher category/ mode of transport only with of the Reporting head, and also from the management.
6. All bills of expenses incurred by the employee while on tour for official purpose will be deposited with the respective Head of the Department. The Head of the Department will send the bills so received from the employees to the Administration department for the verification and the approval over the same will be obtained by the Administration from the management.
7. Employees are entitled to reimbursement of local travel while on tour as per the guidelines set by the company and mentioned herein mentioned herein
Level Of Employees
Mode of Transportation
2 & 3
Public and Private Transport
4 & 5
Public and Private Cab
6, 7 & 8
Local Transport
8. Meals are reimbursable costs when traveling on Companies Business. Meal claims must be reasonable and necessary and represent the amount actually spent. Appetizer and alcohol will be approved expenses except as outlined under:-
· The group or individual to be entertained must be identified.
· The business purpose of the entertainment must be explained
· The entertained must be appropriate to the Companies Mission and Policies
· The entertainment must have the approval of the Management or/and the Administration head
· Alcoholic beverages and appetizers will not be reimbursed unless the entertainment is for the development or advancement purposes
SUCCESSION PLANNING POLICY
• To identify replacement needs
• To provide opportunities for high potential workers (retention)
• To increase pool of promotable employees
• To support implementation of business plan
• To guide individuals in their career paths
• To encourage the advancement of diverse groups
• To improve ability to respond to changing environmental demands
• To improve employee morale
• To cope with the effects of downsizing, attrition, retirements
If an employee is not available one should always have someone skilled and ready to act as a replacement
Assess the potential vacancies in leadership and other key positions (who are of retirement age? Which positions/departments/divisions are most affected?)
Assess the readiness of current staff to assume the positions
Develop strategies to address these needs based on the skill gaps
TERMINATION OF EMPLOYEMENT
To state a clear procedure for termination and separation of an employee or by the employee
The services of an employee may be terminated as hereunder:
Termination by Notice (Both by the employee and the employer)
Retirement
Death of Staff member
Any and all employee who wishes to severe his professional and contractual obligations with the company has to communicate the same to his immediate senior and to the HR simultaneously.
Any and all employee who wishes to so severe his ties with the company has to provide his resignation letter in writing to the H.O.D and HR at least 30/60/90 days in advance respectively in term with the their designation, from the date the employee seeks himself to be relived by the company from his professional and contractual obligation levied upon, as an employee of the company
Full and final settlement will be proceeded only ones the employee fulfills the exit formalities, laid down by the company.
DISCIPLINARY ACTION AND PROCEDURE
To maintain discipline and to control over unwarranted act or methods .To maintain decorum of the office.
When an offence is alleged to have been committed, the immediate Senior/Head of the Department concerned will investigate or have the matter investigated, and take any form of the following actions:
Dismiss the case;
Counsel the employee;
Give a verbal warning;
Give a recorded warning;
Initiate a formal disciplinary enquiry;
The disciplinary action is divided in two:-
Informal
Formal
Informal disciplinary action can take the form of either a verbal warning or counseling.
A Head of the Department/immediate senior handling a formal complaint must investigate the case with the assistance of the Human Resources Officer, wherever possible. All formal disciplinary action proceeded against any employee should be recorded and the same shall be conveyed to HR in writing.
Following can also be grounds for suspension and dismissal
Assault/attempted assault
Desertion
Sleeping on duty
Negligent loss, driving, damage or misuse of company property
Abuse of electronic/data facilities
Sexual Harassment
Fighting
Riotous Behavior
Alcohol and drug offences
Willful loss, damage or misuse of company property
Theft/Unauthorized possession of company property
Breach of Trust
Offences related to dishonesty
Offences related to Industrial Action
Any act or omission which intentionally endangers the health or safety of others, or is likely to cause damage to Company property
Interference with disciplinary and/or grievance investigations
Abusive or provocative language (when it is likely to cause a disturbance)
Insubordination (if the situation shows signs of getting out of control)
Persistent refusal to obey instructions.
Following are the various forms of disciplinary action that can be instigated against an offending employee
Verbal Warning
Recorded Warning
Severe Warning
Final Warning
Demotion
Dismissal
PROMOTION POLICY
The objective of the promotion policy is to ensure that high performance levels are recognized and rewarded.
On Bases of performance appraisal scores.
Attendance (excluding Privilege Leave).
Competencies
Education
Leadership skills
Employees would be considered for promotion to a higher grade after staying in a given grade for a period of 3 years. Due weight age would be given to a good service record in terms of:
Ability to do many tasks - Multi-tasking.
Behavior with subordinates, colleagues, peers.
Attendance.
Demonstrated ability to improve quality, productivity, safety, cost and efficiency.
Consistency in the quality of work.
Willingness to accept tasks.
Ability to finish tasks on time and up to the desired level of efficiency.
Honesty and sincerity
LEAVE POLICY
This Policy encourages its employees to take break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.
The policy is applicable for all permanent employees.
This policy is not applicable to consultants engaged with the company for short projects or short tenures.
Employees who are on Probation are not covered under this policy
· In the event of an employee leaving the service of the organization by the way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he/she shall .Not earn Privileged leave during the notice period that the employee needs to serve, in case of a resignation
· Minimum of 8 days leave per year by each employee is intended.
· Every employee is entitled to 30 days leave in a year.
· Privileged leave is calculated for a period of one financial year
· Any leaves over and above 30 days leave would be unpaid leave .
· Earned leave are not en-cashable.
· Any new employee who completes six months of probation and two months of continuous working would entitled to 10 days leave on pro rata basis
· Any employee who avails an uninformed leave from Saturday to Monday then under such circumstance the employee will lose salary of not only Saturday and Monday but also of Sunday.
· The employees will lose salary for all and any uninformed leaves even if the employee has privileged leave to avail. The rule is subjected to relaxation depending upon circumstance and also on the recommendation of the Head of the Department.
MATERNITY LEAVE
· All female employees who have completed 1year of continuous employment in the company are eligible for maternity benefit for a period of three months.
· All female employees who are covered ESIC act would be given salary of one month by the company and rest of two months salary would be given by the ESIC.
· All female employees who are not covered under ESIC act avails a maternity leave then under such circumstance the company would be liable to pay such female basic salary only.
· All female employees who are not covered under ESIC act avails a maternity leave, and has been relocated in the interest of the company, to the location of convenience of company, then under such circumstance the company would be liable to pay both basic salary and then house rent accommodation cost as mentioned in appointment letter.
· Female employees are liable for availing paid leaves allocated by the company over and above three months leave consumed by the female employees on the ground of maternity.
· Female employees are liable to claim all privileges and benefits provided by the company only for a period of three months applied for, with the company as maternity leave
ORGANISATION
(Merge form of all the policies which I get during the programe)
CODE OF CONDUCT
The objective of Code of Conduct is to create a safe equal and ambiguity less work environment. The policy aims at creating a complete corporate environment which would be growth oriented and performance encouraging.
The management along with HR and the respective Head of the Department would have the right to call in for questioning for any and all violation of any of the policies mentioned herein under the Code of Conduct.
DRESS CODE POLICY
The objective of this policy is to create a uniform and international office environment. The primary objective is to develop a international traits and patterns in our employees.
BXYbelieves in personal grooming and hygiene. BXYexpects its employees to be well groomed neat and well dressed. BXYexpects its employees to strictly adhere to the dress code policy laid down by the company.
Monday to Friday formal office wear.
Saturday would be casual wear. The word casual is very difficult to define and hence company requests its employees to use their common sense, prudence and personal judgment as to what would be a casual wear in an office/work place environment
USE OF COMPANY COMMUNICATION POLICY
BXYbeing a services driven industry relies highly on new and fast technology, for continuous edge over competition
BXYhas provided latest modes of communication so as to increase efficiency performance and productivity of its employees.
BXYunderstands the importance of the electronical mode of communication and other forms of communication, and believes that its employees use the same for the betterment of the organization and also for increasing professional efficiency, productivity and performance.
NO COURTSHIP POLICY
OBJECTIVE:
BXYwishes to maintain and cultivate a proper professional work environment within the organization.
The objective of the No Emotion Policy is to enhance professional behavior among its employees and to keep personal emotions of the employees from getting involved in their course of routine office work and thus hampering the work environment or the serenity of the office in what so ever manner
CONDUCT OF PERSONNEL VISITOR
The objective of the policy is to control the conduct of the personnel visitor who visit the company, and thus to avoid any inconvenience that may be probably caused to other employees of the company
Employees are not allowed to entertain personal visitors at the company premises during the work hours. But due to any unavoidable circumstance if the employee has to be entertain, any personal visitor than same can be done within the visitors area, provided employee takes responsibility about the conduct of the visitor.
PEN DOOR POLICY
To create an open and growth oriented system, which helps in developing a culture which propagates growth and development, and harness harmony.
At BXYwe have an open door policy where employees can go and talk to anyone in the company, across all levels of management, to discuss issues or clarify doubts or convey any grievance or report any unwarranted act.
No employee will be called in for questioning for exercising the rights in the above mentioned policy, provided the right has been exercised within the parameters of corporate communication and is no where is abusive or insulting or lewd.
Following acts below mentioned would also come under the ambit of violation of Code of Conduct
Stopping work before time.
Constant late attendance.
Excessive absenteeism.
Offensive/abusive conduct and/or language.
Irresponsible handling of BXYproperty.
Personal use of BXYproperty without permission.
False expense claim.
Smoking in the prohibited area of the BXYpremises.
Accessing obscene sites on the Internet.
Violence and harassment to other employees.
Disturbing / distracting other employees.
Falsification of company records.
Theft of company property.
Intentional destruction of company property.
Intentional violation of company rules. Unauthorized possession of firearms or weapons.
Disclosing confidential / financial information to outsider.
Being under the influence of drugs, alcohol or narcotics while on duty.
Taking or giving bribes.
Not providing details to concern authority in approved format while entering or existing out of the office premises for long duration either for personnel or professional work
POINTERS
Switch off the system including the UPS every day after the work.
Each employee should take care of their drawer keys and drawers have to be locked every day.
The workstations are to be kept neat and clean. No official documents should be kept open on your tables unattended.
Do not leave any official document on work-table while leaving for home.
Eating food is only allowed in the cafeteria. No food is allowed on work-table.
Cafeteria tables and chairs should be kept clean and tidy. Clean the spilled food particles liquid yourselves.
Cafeteria area should be kept clean.
Though adequate water will be provided to the employees, it is expected that employees do not waste the water and whenever any leakage of water is found the same will be reported Admin Department immediately
CODE OF CONDUCT FOR SENIOR MANAGERS/DIRECTORS
To set a standard for act and conduct of the Senior Management and thus setting the same as principle for the employee of the company
Company has adopted a Code of Conduct specifically for the members of the Board of Directors and/ or members of the Senior Management of the Company, which sets out as follows:
§ To Act in the best interests of, and fulfill fiduciary obligations to the Company; act honestly, fairly, ethically and with integrity, conduct themselves in professional, courteous and respectful manner and not take improper advantage of the position of fiduciary or otherwise;
§ To comply with all applicable laws, rules and regulations;
§ To act in good faith, responsibly, with due care, competence and diligence, without allowing their independent judgment to be subordinated;
§ To act in a manner to enhance and maintain the reputation of the company;
§ To Respect the confidentiality of information relating to the affairs of the Company acquired in the course of their service as Directors/Senior Manager, while continuing as such a director/Senior Manager and even after ceasing to be such a director/Senior Manager, for a reasonable period of say two years, except when authorized or legally required to disclose such information;
§ Restrain from using the Company’s property or position for personal gain;
§ Avoid using any information or opportunity received in the capacity as Directors/Senior Manager for personal gain, or in a manner that would be detrimental to the Company’s interests;
This Code shall be in addition to the Code of Business Principles of the Company,
RECRUITMENT POLICY
To identify and recruit the appropriate talent with the optimum skills and aptitude required for working towards the company goal and thus helping company to attain constant success and continuous and consistent growth.
Employees are selected solely based on their qualification, ability, experience and character. At the time of selection reference checks are solely at the discretion of the employer and can be conducted at any point of the recruitment and/or selection process.
Candidates will only be short listed for interview if they meet all the essential criteria defined in the Man Power Requisition Form.
The recruitment request has to be made across only by the Head of Department.
The Head of Department has avail to themselves with a Man power requisition form, which is available with HR department of the company and duly fill the same get it signed by the CEO.
Only when the Man power requisition form is duly signed and send across to HR department, will the recruitment procedure begin.
Initial telephonic screening will be done by the HR.
First round of personal interview would be conducted by the HR. If the candidate found suitable then would be required to go through second round of interview.
Second round of interview would be conducted by the Head of the Department or any person second in command to the Head of the department.
All candidates will be asked a standard format of questions and test, which will have been decided by the HR and the concerned department. All questions must be related to the job requirements and the candidate’s suitability to undertake the role.
BXYprohibits employment of relatives of the employees who are already working with the company.
BXYis an equal employment provider. The BXYas a company does not distinguish between it employees on basis of gender caste creed or religion .Nor does BXYas an employer see gender/caste/religion as employees disadvantage. BXYjudges its employees on the basis of their performance and achievement thus giving least importance to gender/caste/creed/religion of its employees.
All application details are treated with the utmost confidentiality. It is the duty of the HR & Head of the Department to safe guard the same.
If in the case of a casual worker, recruitment will be done through licensed contractors. In the event of appointment of a casual worker no letter of appointment is to be provided. And all candidates so called in for being employed should be above 18years of age (APPLICABLE FOR PLANTS AND FACTORIES ONLY)
The Company only employs Indian citizens and individuals with approved work permit authorized to work in India in compliance with the Immigration Reform and Control Act.
Where applicable, Employee in countries outside India will have to abide by the respective country’s immigration law.
Consultants to undertake and provide services to BXYshall be hired by the CEO, and approved by the HR
SOURCING & SHORTLISTING METHOD
To create a definite and proper and transparent sourcing and short listing method, which would be both efficient effective and beneficial for the company
Recruitment Sources CV’s from various sources like:
Data base: Resumes which are live and active will be stored in a central place. And which is accessible to entire HR.
Head Hunt: Recruiters do the headhunting based on the requirements. Comprehensive data been made and stored which states each companies core competency skills. These headhunting calls are tracked too
Search Engines: Currently we use one of the leading portal to access their unlimited database access and unlimited job postings
Consultants: If there are bulk requirements or niche requirements we tend to use consultants depending upon the discretion of the management the final decision would be of the HR head and the management.
Employee Referral: Employee refers his or her friends to the company. And based upon the selection, the referred employee is entitled for the referral amount (HR team will be not be eligible for this scheme). Candidate who comes down for interview should bare the name of the employee who is so referring him or her.
SELECTION PROCEDURE
To set up process oriented system which provides definite and proper flow of pre recruitment process.
All candidates who are selected by the HR and/or H.O.D will be provided a letter of intent within a minimum period, of 1 working day and maximum of 3 working days.
The date place and time of joining has to be clearly mentioned to the candidate, and also the candidate should also be informed about all other required document that the candidate needs to possess or submit prior to joining the organization
All candidates who have accepted the letter of intent send across to the candidate by the HR on behalf of the company, and the same being accepted and acknowledged by the candidate will initiate further requisite formalities.
All candidate so joining the company will have to be provided with appointment letter either on the day of joining or within six days of the candidate so joined the organization and in being continuous employment for a period of six days from the day he/she joined the organization.
Any delay beyond six days in providing the appointment letter to the new joinee will have to be explained in writing as to why such delay has occurred either to the HR head or to Management.
Any IT requirement of the new candidate has to be communicated to the IT department, within minimum of 3 days and a maximum of 7 days in advance, to the candidate joining the company.
Every employee is required to provide
Relieving Letter from immediate previous employer
Mark sheets and certificates
Residence proof
Nomination form for ESIC, Gratuity & PF(PROVIDED BY THE HR TO EMPLOYEES)
BANK SALARY ACCOUNT OPENING FORM(PROVIDED BY THE HR TO EMPLOYEES)
Contact number in case of emergency
Probation and Training:
Every candidate who joins the organization will be on probation for a period of six months.
After completion of six months of probation, the employee will be confirmed provided the performance has been found satisfactory and the same has been conveyed by Head of the Department and same been accepted by the HR.
One’s the HR and Head of the Department confirms the employee then, the HR is supposed to provide the Letter of Confirmation within one week of the employee so getting confirmed.
Every employee who joins the organization will be provided on job training
The candidate will also be provided either hands on training or special training in SAP, depending upon the request of the Head of Department.
DOCUMENTATION POLICY
Maintains of proper and accurate personnel information and details of the new joinees and also of the existing employees in a effective and efficient manner for immediate future reference.
Its is the duty of the HR to maintain personnel record files of all new joinees and also of the existing employees stating their personnel details in prescribed format and the same should be filed separately for future preference
Such personnel record files shall be maintained by the company till the employee is in employment with the company, and shall be maintained for a period of 3months from the date such employee resigns
It is important that the Employee’s personnel data is protected by HR, and also to ensure that personal data is shared only on need to know basis with prior sanction from HR Head
EMPLOYEMENT PRACTICE
To create clear and transparent work norms consistent with international working standards.
WORK TIMING
NORMAL WORKING DAYS: - Monday to Saturday
NORMAL WORKING HOURS: - 9.30 am to 5.30 pm
Saturdays Company would be working from 9.30 am to 3.30pm.
Sunday would be a holiday
Maximum period of delay for reporting to work on any working day would be 15minutes over and above the normal working time.
Deductions from the wages shall be in proportion with the time of late coming.
LUNCH TIME
1.00pm to 1.30pm
1.30pm to 2.00pm
Each employee would be provided with 30minutes of time every day for consuming his/her lunch.
Officer/Executive/Sr.Executive/AM are expected to have their Lunch during 1.00 to 1.30
Asst. Manager/Manager are expected to have there Lunch during 1.30 t0 2.30
SALARY DATE
Every new joinee will be provided with a salary account by the company and 7th day of every month salary would be directly credited into this account.
Every employee shall “PUNCH IN” and “PUNCH OUT” his attendance through the time office at the time of entering and leaving the office premises at the time of start of the work day and at the end of the work day.
OVERTIME
Every employee is expected to work a minimum of 48 hours in a week.
The employees are eligible for over time only if the employee works on a Sunday or on any day on which the company has declared a holiday.
At times, emergencies such as severe weather, fires, or power failures can disrupt Company operations. The decision to close the office will be made by the Management & HR in consultation with Head of the Department. When the decision is made to close the office, Employees will receive official notification from HR. The discretion to compensate such loss of man hours wholly or partly will be of the Management & HR in consultation with Head of Department/Immediate Senior
PERFORMANCE CRITERIA GUIDELINES
Job Knowledge:
Relates to information about work duties that employee should know for satisfactory performance. Also includes knowledge of the department’s functions (and products if appropriate).
Quality of Work:
Demonstrates neatness, accuracy, and efficiency in the job.
Quantity of Work:
Applies to the amount of work efficiently done during the work day/week/month or year . Displays a sense of urgency to get things done.
Human Relations:
Develops and maintains smooth, cooperative working relationships with colleagues and other employees; shows awareness of, and consideration for the opinions and feelings of others.
Initiative and Self-Confidence:
Ability to find effective solutions to overcome difficulties. Ability to take action to avoid a problem without having to be told to do so and displays necessary confidence in the action.
Oral Communication:
Effectively communicates both verbally and non-verbally with colleague (and customers/clients if appropriate).Ensure that information received and given is understood and auctioned as necessary.
Passing Information:
Ability to clearly express views and ideas and let’s people know relevant information
Written Communication:
Writes clearly and effectively – uses appropriate style, grammar, and tone in informal and formal business communications.
TEAM WORK:
Cooperates and builds rapport with colleagues to achieve a common objective and a target. Demonstrates willingness to help others as necessary.
MOTIVATION:
Enjoys working to targets and achieving goals. Demonstrates proactive-ness and strives to improve and maintain performance.
BUSINESS ETHICS POLICY
For the success of the core principles and culture of BXYInternational Pvt Ltd commitment to the principles of honesty, integrity personal and professional responsibility.
Workplace, personal and professional integrity is important because dishonesty violates the most fundamental values of an intellectual community and depreciates the achievements of the entire company
Dishonesty is one of the most serious crimes that an associate or/and employee can commit to their employer in workplace.
Below mentioned are some of the crimes which constitutes to dishonesty. The company has taken all appropriate measures to highlight all possible actions which can be termed as or under dishonesty or dishonest act towards the employer by the employee.
Intentionally using or attempting to use sensitive, confidential and classified information, and the company’s IPR or resources for personal gains or to sell to competitors.
Intentional and Unauthorized falsification, misrepresentation, or invention of any information, data and committing the same against the Company or its clients. Misuse of Company’s funds and other assets
The commitment of any act which brings the name of the Company into disrepute. (You will be liable for disciplinary action for gross misconduct for which immediate dismissal would be the normal course of action)
Failure to follow procedures established by the Company to guard theft, fraud or the commission of other unlawful act.
CONFLICT OF INTEREST
BXYexpect our employees to conduct themselves according to the highest ethical standards. Employees have an obligation to monitor their conduct and personnel associations in order to avoid actual or potential conflicts of interest.
To convey to all employees that any act that represents or appears to represent a conflict between the interests of the company and an employee is unacceptable.
It is the outmost duty of every employee to perform their duties and responsibilities both objectively and effectively and avoid his/her private/personal or any other interest interferes with the company interest, and also interfere with the ethical and professional/fiduciary duties or/and obligations of the employee or employees of the company towards the company
INTELLECTUAL PROPERTY RIGHTS
To protect and safe guard the Intellectual Property Rights of the company and also prevent the misuse or wrongful use of the same.
All Intellectual Property Rights and goodwill generated as a result of your employment with the company shall be for the benefit of the company and will belong to the company. Any rights to any/all documents secret or confidential in nature or/and proprietary information, resources provided to the employees for the business, official, professional or any other legitimate business purpose should be used for the advancement of BXYInternational Pvt Ltd solely. It would the duty of every employee handling confidential or safe guarding the information above mentioned from being misused or using the same in harming the interest of the company in what so ever manner.
CONFIDENTIAL INFORMATION
Protecting and safe guarding of all and any confidential information pertaining to companies business/trade or/and clients/customers
BXYInternational Pvt Ltd own confidential information in relation to itself and has confidential information belonging or in relation to Other Parties.
In the course of employment with BXYInternational Pvt Ltd, Employees may obtain confidential Information or may have or required to create Confidential Information in which there may be Intellectual Property Rights. It’s the duty of the every employee of BXYInternational Pvt Ltd to maintain the strictest confidentiality in respect of Confidentiality Information and acknowledge that all and any confidential information and Intellectual Property Rights will not be disclosed to any person or person’s association’s, organization, institutions or any other legal or natural body directly or indirectly, whether or not providing such information will harm them company in what so ever manner directly or indirectly.
Employees of BXYshould maintain the confidentiality of information entrusted to them in carrying out their duties and responsibilities, except where disclosure is approved by the company or legally mandated or if such information in favor or benefit/well being of the company.
SECURITY POLICY
BXYaims to provide a secure business environment for the protection of its employees, product, valuable materials, equipment and proprietary system and information. Materials, equipment and systems incorporated into the design and facilities and grounds will ensure adequate security in these areas. Security is the responsibility of all employees.
Any breach of security should be reported immediately to your superior and also to the administration department.
All employees are provided with an identity card (ID) which, contain employee particulars. This ID card is given for:
1. Identification of the employee
2. Entry and exit from the factory
3. Attendance recording
4. Emergency contact
5. For enjoying facilities, concession and benefits available to him / her as an employee of the company.
The employee shall carry his ID card on him / her self, at all times when inside the company/factory and present it while entering or leaving the company/factory or on demand.
The ID cards shall be the property of the factory and should be surrendered to the HR department on cessation of employment.
FACTORY SECURITY POLICY
To protect and safeguard all employees, materials and processes within the factory premises. To provide the utmost care and safety for all employees to ensure their well being .
The employee shall carry his ID card on him/her self visibly, at all times when inside the factory and present it while entering or leaving the factory or on demand by the security guard, supervisor or the Admin department.
The ID cards shall be the property of the factory and should be surrendered to the Admin department on cessation of employment.
In no case should the employee produce or surrender his ID card to anybody or authority outside the factory. If any employee is found doing so he / she would be liable for disciplinary action.
Entrance and exit from the premises shall be through prescribed gates only and every employee shall show his/her ID card to the security on duty while passing through such gates.
The gates may be closed during working hours at the discretion of the management and employees must not leave the premises during the working hours without prior written permission from the appropriate authority.
An employee who is not on duty shall not remain on the premises without permission from the Admin or his/her authorized official.
Visitors entering into the factory must be first verified then the visitor has to register at the security office and obtain a visitors pass.
While leaving, the Visitor should sign in the visitors register again at the security office mentioning his time of exit and return the visitors pass duly signed by the person visited or by the immediate senior/Admin department before leaving the factory premises.
Visitors are liable to be checked by security personnel while entering and leaving the factory premises.
The visitors are not to be allowed on the shop floor without the permission of the Local HR head/Factory manager
Material being brought into the factory premises should be disclosed at the security and a security gate pass to be obtained before carrying it into the factory premises
Material being taken out of the factory should be accompanied by a gate pass signed by the appropriate authority. The same is to be produced before the security on leaving the factory premises.
HEALTH & SAFETY POLICY
BXYhas high regards for its employee’s health and general wellbeing.
BXYas an employer understands the need to provide a healthy and wholesome work environment. The company as an employer is eager and all time concerned about both the physical and mental well being of its employees
The employees are strictly prohibited from performing/engaging into any official activities under the influence of alcohol/drugs
The employees shall not posses use distribute/redistribute any drug/alcohol while in the company premises nor outside the company premises when engaged in any official activity/activities or any business related work being performed on behalf or for the company.
BXYneither encourages nor discourages people who smoke. But the company requests people who smoke, to smoke outside the company premises and not within the company, so as to avoid any inconvenience to people who are non smokers.
There is a first aid box available, within the company premises. The first aid box is equipped with minor medicine for attending to any minor injuries, cuts and bruises occurring to the employees at the workplace
HEALTH AND SAFETY POLICY FOR FACTORY/PLANT
All employees are provided with personal protective equipment (PPE) based on their job specifications.
Followings safety gear and addition will be provided to the Plant/Factory employees
Asbestos Gloves
Eye guard
Safety Apron
Dust/Gas masks
Safety Shoes
Safety Helmet
All employees are to undergo medical check-up by the factory medical officer prior to joining, and after joining medical check-up by the factory medical officer will be conducted annually.
In the event of an accident within the factory, the shift supervisor/admin department will evaluate the gravity of the accident and decide on using the first aid available at the site or moving the injured person to the hospital. After the victim has been shifted admin department would have to report the mishap to the Plant Head and also immediately report the same to the Head office HR.
IT SECURITY & USAGE POLICY
Information is the lifeblood of every organization and, regardless of its source, is a valuable asset. Its accuracy, availability and confidentiality are essential to a business to allow both confidence in decisions based upon it and engender good relationship with associates, company representatives and customers/clients.
An employee Internet Usage Policy tries to define the guidelines for using the Internet within an organization. The purposes of adoption of an Internet usage policy are:-
1. Controlling personal use of the Internet by employees
2. Reducing unproductive employee work hours
3. Utilizing bandwidth optimally
4. Lessening vulnerability to security threat
5. Reducing sluggish Internet connection due to personal use
Violation of the following policies would result in disciplinary action should be consistent with the severity of the incident, as determined by an investigation.
Severity Category
Definition of Severity
Possible Deterrent Action
High
Results in financial or reputation loss for Vinergy. Stoppage of business at unit requiring invocation of disaster recovery management. Compromises information security on a company wide basis.
Could lead to suspension/termination of employment.
Medium
Results in temporary stoppage of work at the unit Compromises information security at unit level
Severe Reprimand/ Suspension of service
Low
Compromises Information security at individual level
Reprimand
All computers should be strictly used for official purposes. Only authorized persons may access the computers. GAMES ARE STRICTLY PROHIBITED. Private diskettes are not allowed to be used on company computers except with granted permission and upon scanning for viruses. Permission must be sought from the IT Manager for borrowing of portable computers equipment or accessories
IT COMPALIN REGISTRATION
Any complains in regards to IT or the system has to be lodged by raising a ticket. Tickets are unique complain numbers provided to the employees who have raised a grievance in regards to IT issues or problem via mail
Each ticket so raised by the employees will be attended by the IT department within stipulated time frame
ANTI HARASSMENT POLICY
BXYcommitted to providing a work place free from harassment. Any comments or conduct relating to a person’s race, colour, religion, sex, national origin, age, marital status, sexual orientation, disability, veteran or citizenship status or other characteristic protected by law which fails to respect the dignity and feelings of the individual are unacceptable.
Harassment may take on many forms. Any behavior that results in the loss of tangible job benefits, creates a hostile, obnoxious or intimidating work atmosphere, or is unwelcome and would be considered personally offensive by reasonable person may be considered harassment.
If you believe that you have been subjected to harassment, or if you are aware of any harassment occurring within the workplace, you are expected to report any such incident to Anti-Harassment committee. No employee will be disciplined or otherwise retaliated against for complaining about harassment or participating in the investigation of any such complaint.
Every report incident will be thoroughly and promptly investigated.
Where charges of employee harassment are substantiated, appropriate action ranging from counseling to termination of employment will be taken.
Anti Harassment Committee Includes
CEO (CEO)
ADMIN HEAD (Administration Head)
Human Resources Head
SEXUAL HARASSMENT POLICY
BXYis an equal employment opportunity provider. BXYdoes not discriminate its employees on the grounds of gender. BXYbelieves in providing in non hostile safe working environment to all its employees especially to its female employees.
Sexual harassment policy of BXYis a statement by the company stating that BXYas a company will not tolerate or allow any sexual harassment by any manager, supervisor, co-worker, client/customer or any other person that the employee of the organization comes with in the course of work or business of the company.
1. What is sexual harassment?
Any unwelcome behavior with sexual undertones which has been directed against a person either directly or indirectly. The unwelcome behavior could be in the form of
Physical contact and advances/ offensive language
Demand or request for sexual favors
Sexually colored remarks or/and bawdy humor
Showing any pornographic material
Any other unwelcome physical, verbal or non verbal conduct of a sexual nature.
2. Employers responsibility
BXYas an employer constantly strives for the welfare of its employees. BXYdoes not tolerate any kind of sexual harassment of its employees within the organization in any manner and BXYexpressly prohibits sexual harassment.
3. Sexual Harassment Redresser Committee
To ensure non hostile and safe working environment BXYhas set up Sexual harassment redresser Committee which is headed by
DIRECTOR(Director)
CEO (CEO)
ADMIN HEAD (Administration Head)
Any employee who believes sexual harassment may be occurring or that employee is being subjected to any kind of sexual harassment, then the same should be reported to the Sexual harassment complaint redresser committee
Any person who is employed with Vinergy, and who is so found guilty of any or all sexual harassment levied by any of the employees of the company then the person who found guilty of the said offence shall be tried and awarded appropriate disciplinary action as the Sexual Harassment Redresser Committee deems fit.
ADMIN POLICY
To create a time and cost curtailed method for proper and accurate dispatch of standard office stationary
Admin department would be looking after the day to day stationary and facilities requirement and also allocation of same and other related work which helps the staff and company perform better
Admin would also look after the daily/weekly stationary requirement of each employee and also of individual departments. Departmental request should be send across by the H.O.D or any person so nominated by the H.O.D to send the mail on weekly basis, requesting weekly requirement of stationary for the department.
The Admin department will also be involved in ticket booking, payment of bills and requirements of company car and facilities requirement of employees and company
Admin department would also look in to office maintenance work and will also coordinate with the society for any major maintenance work. Admin department would also act as the care taker of company property
COMPLAIN REDRESSAL MECHANISIM
To create a work environment, which would be free of hostility and try breed in a work culture which propagates a free and open thought process, encouraging growth and harmony free from encumbrance of force.
Any and all complains send to HR by any aggrieved individual/department and same being so received by HR, shall be acted upon with immediate effect.
As it is not viable to quote a precise, complain redresser time or to speculate any time as in, which to address any grievance, its advised that any person so handling the complaint/grievance shall act upon common sense and prudence and thus understanding the gravity/urgency and importance should act upon the same.
The complaints if from department/departments are to be addressed then, the same shall be done only along with/from the assistance of the H.O.D of the department/departments so complaining. And any or all solution/solutions so reached upon shall be communicated H.O.D and not directly to team members of the department
If the complaint is from a single employee then the complain so made to HR,
Shall be communicated to the H.O.D, with proper analysis and research .And the facts and figures from such analysis and research of the complaint should be presented to H.O.D, prior to arriving at any decision or solution.
Any and all decision that’s has to be arrived upon any individual complaint has to be in cooperation and consultation with the H.O.D.
EXPENSES REIMBURSEMENT POLICY
To provide a transparent process which makes reimbursement of genuine business expenses less cumbersome and more efficient.
Employees are eligible to claim reimbursements for expenses only if it is approved by the HR and Head of the Department.
An Employee who is on maternity leave is not entitled to claim reimbursable expenses such as traveling, mobile or any other miscellaneous expenses incurred during the maternity leave period.
An Employee who has been terminated his/her service with the Company is also not entitled to claim reimbursements for expenses incurred after his/her last physical day of work.
Expenses incurred by an Employee must have prior approval by a immediate senior.
Reimbursements will be paid to the Employee in the following month along with his salary.
An Employee using the Company's vehicle shall not be given any fuel allowance
All and any reimbursement is subjected to the terms and condition entered between the employee and the management, and also on the grades and levels of the employee.
MOBILE EXPENSES POLICY
To provide an appropriate guideline, in terms of usage of company provided facilities for its employees for performing their professional obligations effectively
The company will provide the employee with a company mobile for business and professional communication.
The managers and seniors managers and above will be provided with a cell phone by the company, provided the nature of work performed or to be performed by the employee necessitates him/her to maintain the a cell and be in contact for business purpose.
The company will provide mobile to the officers/executive/Sr. executive on joining, provided the Head of Department, or the immediate senior is of the opinion that the officer/executive/Sr. executive is required to be in constant contact for business purpose.
Managers and senior managers and above will be provided mobile instrument ranging from 7000/- to 10,000/-. The officers/executive/Sr. executive will be provided a mobile ranging from 4000/- to 6000/-.
COMPANY CAR POLICY
The purpose of the policy is to curtail any doubts and any ambiguity in terms of use of company vehicle for internal transportation for business purpose
Every employee while using company vehicle for commutation, must accept the most reasonable direct and shortest route possible for reaching the desired destination.
Expenses incurred for commutation for reaching a particular desired destination, would be borne by the traveler if the route to reach the destination has been indirect and extended, without due cause.
During certain occasion the situation may demand the employees to travel to a certain common desired destination, under such circumstance the employees are to decide among themselves a common meeting point from where in there would be pick up provided for all the employees by the company vehicle.
The employee may travel to the common travel pick up point decided, by the comparatively cheapest mode of transport; the company would incur the cost borne by the employee for traveling to the place of common travel pick up point.
If there arise any ambiguity in regards to the policy then the ambiguity should be cleared by consulting with HR and Admin department. And the solution so provided by the both HR and Admin department in regards to any ambiguity would be final and not called upon for questioning
FOREIGN TRAVEL REIMBURSEMENT
To maintain a clear and easy process which makes the business tours undertaken by the employees convenient and less cumbersome
Obtaining foreign travel documents shall be the responsibility of the person who is undertaking foreign travel. However, the office and the authorized travel agent of the office shall extend all assistance in this regard to those undertaking foreign travel.
The cost of these documents including the visa fees incurred in India will be reimbursed by the company.
However, no reimbursement will be permitted for visa fees paid outside India in foreign exchange except where specific foreign exchange has been granted for the purpose or evidence can be produced that foreign exchange for the purpose has been obtained without any contravention of the Foreign Exchange Rules.
Company is not liable to pay for the loss of goods of the employees goods/luggage lost in transit while on business tours, nor is the company liable to reimburse for the expenses that employee would have incurred for getting his/her goods/luggage insured prior to making a foreign or domestic business tour/trip
TRAVEL POLICY
The purpose of the policy is to provide reimbursement of the travel and entertainment expenses to the employees and the staff for the reasonable and necessary expenses incurred in connection with approved travel on behalf of the company.
The reimbursement of expenses is allowed within the parameters of the policy, and when reimbursement will not be received from any other source. In the case of group or team travel, the HOD will be responsible for all the expenses. Claims for reimbursement of travel expenses must be submitted to Administration department manager/head for the approval and forwarded to the Finance department within fourteen calendar days (14 days) after the traveler returned
RELATED PROCESS AND PROCEDURE
1. Employees of any Level 2 and Level 3 will be entitles to air travel/second class AC on routes not accessible by air and also on short journeys where the expected time is 4 hours or less preference should be given to train travel/road travel.
2. Employees of Level 4 and Level 5 would be entitled to train travel by second class AC.
3. Employees below level 5 would be entitled to train fare (Sleeper Coach)
4. Where employees is using company maintained car/personal car he would be entitled to petrol expenses at actual, provided there is a supporting bill and the tour has been sanctioned in advance by the CEO.
5. An employee may travel by a higher category/ mode of transport only with of the Reporting head, and also from the management.
6. All bills of expenses incurred by the employee while on tour for official purpose will be deposited with the respective Head of the Department. The Head of the Department will send the bills so received from the employees to the Administration department for the verification and the approval over the same will be obtained by the Administration from the management.
7. Employees are entitled to reimbursement of local travel while on tour as per the guidelines set by the company and mentioned herein mentioned herein
Level Of Employees
Mode of Transportation
2 & 3
Public and Private Transport
4 & 5
Public and Private Cab
6, 7 & 8
Local Transport
8. Meals are reimbursable costs when traveling on Companies Business. Meal claims must be reasonable and necessary and represent the amount actually spent. Appetizer and alcohol will be approved expenses except as outlined under:-
· The group or individual to be entertained must be identified.
· The business purpose of the entertainment must be explained
· The entertained must be appropriate to the Companies Mission and Policies
· The entertainment must have the approval of the Management or/and the Administration head
· Alcoholic beverages and appetizers will not be reimbursed unless the entertainment is for the development or advancement purposes
SUCCESSION PLANNING POLICY
• To identify replacement needs
• To provide opportunities for high potential workers (retention)
• To increase pool of promotable employees
• To support implementation of business plan
• To guide individuals in their career paths
• To encourage the advancement of diverse groups
• To improve ability to respond to changing environmental demands
• To improve employee morale
• To cope with the effects of downsizing, attrition, retirements
If an employee is not available one should always have someone skilled and ready to act as a replacement
Assess the potential vacancies in leadership and other key positions (who are of retirement age? Which positions/departments/divisions are most affected?)
Assess the readiness of current staff to assume the positions
Develop strategies to address these needs based on the skill gaps
TERMINATION OF EMPLOYEMENT
To state a clear procedure for termination and separation of an employee or by the employee
The services of an employee may be terminated as hereunder:
Termination by Notice (Both by the employee and the employer)
Retirement
Death of Staff member
Any and all employee who wishes to severe his professional and contractual obligations with the company has to communicate the same to his immediate senior and to the HR simultaneously.
Any and all employee who wishes to so severe his ties with the company has to provide his resignation letter in writing to the H.O.D and HR at least 30/60/90 days in advance respectively in term with the their designation, from the date the employee seeks himself to be relived by the company from his professional and contractual obligation levied upon, as an employee of the company
Full and final settlement will be proceeded only ones the employee fulfills the exit formalities, laid down by the company.
DISCIPLINARY ACTION AND PROCEDURE
To maintain discipline and to control over unwarranted act or methods .To maintain decorum of the office.
When an offence is alleged to have been committed, the immediate Senior/Head of the Department concerned will investigate or have the matter investigated, and take any form of the following actions:
Dismiss the case;
Counsel the employee;
Give a verbal warning;
Give a recorded warning;
Initiate a formal disciplinary enquiry;
The disciplinary action is divided in two:-
Informal
Formal
Informal disciplinary action can take the form of either a verbal warning or counseling.
A Head of the Department/immediate senior handling a formal complaint must investigate the case with the assistance of the Human Resources Officer, wherever possible. All formal disciplinary action proceeded against any employee should be recorded and the same shall be conveyed to HR in writing.
Following can also be grounds for suspension and dismissal
Assault/attempted assault
Desertion
Sleeping on duty
Negligent loss, driving, damage or misuse of company property
Abuse of electronic/data facilities
Sexual Harassment
Fighting
Riotous Behavior
Alcohol and drug offences
Willful loss, damage or misuse of company property
Theft/Unauthorized possession of company property
Breach of Trust
Offences related to dishonesty
Offences related to Industrial Action
Any act or omission which intentionally endangers the health or safety of others, or is likely to cause damage to Company property
Interference with disciplinary and/or grievance investigations
Abusive or provocative language (when it is likely to cause a disturbance)
Insubordination (if the situation shows signs of getting out of control)
Persistent refusal to obey instructions.
Following are the various forms of disciplinary action that can be instigated against an offending employee
Verbal Warning
Recorded Warning
Severe Warning
Final Warning
Demotion
Dismissal
PROMOTION POLICY
The objective of the promotion policy is to ensure that high performance levels are recognized and rewarded.
On Bases of performance appraisal scores.
Attendance (excluding Privilege Leave).
Competencies
Education
Leadership skills
Employees would be considered for promotion to a higher grade after staying in a given grade for a period of 3 years. Due weight age would be given to a good service record in terms of:
Ability to do many tasks - Multi-tasking.
Behavior with subordinates, colleagues, peers.
Attendance.
Demonstrated ability to improve quality, productivity, safety, cost and efficiency.
Consistency in the quality of work.
Willingness to accept tasks.
Ability to finish tasks on time and up to the desired level of efficiency.
Honesty and sincerity
LEAVE POLICY
This Policy encourages its employees to take break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.
The policy is applicable for all permanent employees.
This policy is not applicable to consultants engaged with the company for short projects or short tenures.
Employees who are on Probation are not covered under this policy
· In the event of an employee leaving the service of the organization by the way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he/she shall .Not earn Privileged leave during the notice period that the employee needs to serve, in case of a resignation
· Minimum of 8 days leave per year by each employee is intended.
· Every employee is entitled to 30 days leave in a year.
· Privileged leave is calculated for a period of one financial year
· Any leaves over and above 30 days leave would be unpaid leave .
· Earned leave are not en-cashable.
· Any new employee who completes six months of probation and two months of continuous working would entitled to 10 days leave on pro rata basis
· Any employee who avails an uninformed leave from Saturday to Monday then under such circumstance the employee will lose salary of not only Saturday and Monday but also of Sunday.
· The employees will lose salary for all and any uninformed leaves even if the employee has privileged leave to avail. The rule is subjected to relaxation depending upon circumstance and also on the recommendation of the Head of the Department.
MATERNITY LEAVE
· All female employees who have completed 1year of continuous employment in the company are eligible for maternity benefit for a period of three months.
· All female employees who are covered ESIC act would be given salary of one month by the company and rest of two months salary would be given by the ESIC.
· All female employees who are not covered under ESIC act avails a maternity leave then under such circumstance the company would be liable to pay such female basic salary only.
· All female employees who are not covered under ESIC act avails a maternity leave, and has been relocated in the interest of the company, to the location of convenience of company, then under such circumstance the company would be liable to pay both basic salary and then house rent accommodation cost as mentioned in appointment letter.
· Female employees are liable for availing paid leaves allocated by the company over and above three months leave consumed by the female employees on the ground of maternity.
· Female employees are liable to claim all privileges and benefits provided by the company only for a period of three months applied for, with the company as maternity leave
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