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#Date# To, #*firstname*# #*lasttname*# Subject: Appraisal Certificate The company has vigilantly monitored and evaluated your performance during the last #evaluation period# , and it was analyzed that your #briefly describe positive or good performance attributes#  should recognized and rewarded. Management and the HR department has also decided that you can be entrusted with greater responsibilities based on your effectiveness and efficiency at work the place.  Hence, consequent to this review, we are pleased to promote you to the position of #new designation# , and as part of your appraisal, we are pleased to increment your annual CTC package to #revised amount#  w. e. f. from #revision date# . All other terms of your employment remain the same.  We are confident you will make best use of the opportunity offered to you and contribute substantially to the success of our organisation as you have done in the past and fully justify the confidence we have placed in you. We wish you all the best for greater success. Congratulations and keep up the spirit! For  #*companyname*# __________________________ #Signing Authority Designation# #Signing Authority Name# Employee Signature: __________________________ Employee Name: __________________________ Date: __________________________ Download PDF Document In English. (Rs.15/-)

#Date# To, #*firstname*# #*lastname*# #*permanentaddress*# Subject: Confirmation of Employment after Probation with Increment We are pleased to inform you that subsequent to assessments of your performance during probation, you have successfully completed your probationary period of #probation period# . We would like to recognize the fine work you have done for our organization in this short duration, and we are very confident that you will meet the new responsibilities which accompany your position, with the same level of enthusiasm which you have exhibited already. This is to certify that you are being confirmed for employment with our organization at the #*designation*#  position, with an increment in your remuneration package which will be revised to #amount#  per annum, with effect from #increment effective date# . The terms of your employment continue to apply as per employment contracts currently in effect between you and our organization. We are optimistic that you will use this opportunity to not only help our company achieve greater heights but also enhance your career graphs within the organization hierarchy, year after year.  We look forward to yourlong standing association with us. For #*companyname*# __________________________ #Signing Authority Designation# #Signing Authority Name# Employee Signature: __________________________ Employee Name: __________________________ Date: __________________________ Download PDF Document In English. (Rs.20/-)

NOC for Bank Account Date: _______________ Ref No. _____________ To Whom It May Concern This letter is to certify that Mr. ________________ is working with our organization since March, 2015 as Project Manager. He need to open a bank account for salary transactions on company’s behalf.  We have complete no objection upon this and this letter is issued as per request of _______________ Bank. In case of any query, feel free to contact. Yours Sincerely, (Sign & Stamp) HR Officer, Company Name Download PDF Document In English. (Rs.15/-)

Download PDF Document In English. (Rs.150/-)

Top-Down Recognition In a top-down employee recognition system, an employee’s supervisor witnesses and recognizes their contributions. Top-down recognition can take many forms. Some examples are: Years of Service Award In recognition of an employee's continued contributions to an organization over several years, a 'Years of Service' award can be given at specific intervals or milestones. 'Years of Service' awards do not often involve financial compensation, but may include a gift of some kind. Commonly offered awards include plaques, engraved pens, or group greeting cards. Employee Appreciation Day Employee Appreciation Day is a semi-formal holiday founded by Bob Nelson, a founding board member of Recognition Professional International. Over the past 20 years, other companies have embraced the unofficial holiday, paying homage to their employees on the first Friday of March. Organizations have been known to celebrate Employee Appreciation Day with small company-funded events like barbecues, or small office parties. Additional financial compensation is not often an element of Employee Appreciation Day. Annual Bonuses An annual bonus is a financial compensation given to employees in addition to their base pay. Annual bonuses are given once per year, usually at the end of the fourth business quarter. Annual bonuses can be given for a multitude of reasons, but are usually based on performance, either the performance of the organization, the individual or both. For example, Emma's sales numbers exceeded her quota for four consecutive business quarters. To recognize her achievements throughout the year, Emma is given an annual bonus in addition to her base salary and commissions. Quarterly Bonuses Quarterly bonuses are similar to annual bonuses but are metered out on a more frequent basis (per business quarter). Quarterly bonuses are most commonly given as part of a heavily performance-based compensation model. Sales organizations are common adopters of the quarterly bonus structure. For example, Alex landed Acme Inc.'s largest customer this quarter. In recognition of that achievement, Alex is given a quarterly bonus at the end of Q2. Spot Bonuses Many organizations choose to thank workers 'on the spot' for achievements that merit particular notice. These bonuses are generally given in recognition of an employee exhibiting exceptional productivity. Spot bonuses are normally USD 50 or more. They're most often given by a direct manager, an indirect manager, or senior coworker in the organization, but can also be given by coworkers as part of a peer-to-peer recognition program. Their on-the-spot nature dictates that spot bonuses are given at an irregular cadence, in contrast to annual and quarterly bonuses. For example, Fatima's attention to detail and quick thinking saved the company from losing a long-time client. In recognition of her valuable contribution, Fatima is given a $100 spot bonus. Peer-to-Peer Recognition In a peer-to-peer recognition system, managers, as well as other co-workers, are all empowered to recognize and reward the contributions of their colleagues. Some of the most common forms of peer recognition are: Gold Stars Some organizations encourage employees to recognize one another's contributions through the giving of small mementos. Gold stars are a good example of this type of recognition. These stars are sometimes given a tangible value and can be exchanged for real-life items. For example: Despite an already busy schedule of coding, Javier decides to help out his colleague in the marketing department, who is having trouble implementing a new tool. He earned a gold star from his colleague Allison in return for the impactful assistance he offered. Verbal Praise Verbal praise is perhaps the oldest and longest-standing form of peer-to-peer recognition in the workplace. Verbal praise is given by colleagues, generally in an ad-hoc fashion, in recognition of a staff member's valuable contribution. Although nearly always informal in nature, verbal praise is occasionally solicited as part of a formal staff recognition program. For example Acme's newest customer was extremely impressed with Esther's timeliness and attention to detail. At the beginning of their sales strategy meeting, Esther's colleagues all congratulated her on the achievement, showing their appreciation for her efforts. Microbonuses Microbonuses are small monetary rewards given frequently by one colleague to another in recognition of a valuable contribution. Although micro bonuses can be given by managers to their direct reports, they can also be given by other colleagues, and even from a direct report to a manager. Microbonuses provide several unique benefits. Like spot bonuses, staff recognition in the form of micro bonuses can be given in the very moment that a valuable contribution is made by an employee. Employee recognition given in the moment has the greatest potential for impact because the action is rewarded almost immediately when it is top-of-mind. Because micro bonuses are small by nature, they can be given often, providing multiple positive instances of employee recognition without dramatically altering an employee's compensation. For example Jeremy's new update to the company's landing page improved conversion by 60 percent, and brought in three new signups in one day. Jeremy's colleague Elisa gave him a microbus because those new signups became part of her sales pipeline. Download PDF Document In English. (Rs.30/-)

FORM NO. 53 WARRANT TO ATTACH THE PROPERTY OF THE PRINCIPAL ON BREACH OF A BOND TO KEEP THE PEACE ( See  Section 446) To, (name and designation of Police Officer),  At the police station of ............................... Whereas (name and description) did, on the........................ day of.......................20....................., entered into a bond for the sum of rupees  binding himself not to commit a breach of the peace, etc. (as in the bond), and proof of the forfeiture of the said bond has been given before me and duly recorded ; and whereas notice has been given to the said (name) calling upon him to show cause why the said sum should not be paid, and he has failed to do so or to pay the said sum ; This is to authorise and require you to attach by seizure movable property belonging to the said (name) to the value of rupees ................ which you may find within the district of.......................... and if the said sum be not paid within.................... to sell the property so attached, or so much of it as may be sufficient to realise the same ; and to make return of what you have done under this warrant immediately upon its execution. Dated, this ............................. day of ..................., 20... (Signature) (Seal of the Court) Download Word Document In English. (Rs.15/-) Download PDF Document In Hindi. (Rs.15/-)

STAR EMPLOYEE NOMINATION Proposed Best Employee’s Name: Date: Department: Designation : Please rate the employee nominated on the criteria given below: Outstanding Very Strong Strong Category Mention the instance noticed Reason this deserves  Rating Performance on Key Actions* Creative Solutions to Critical problems Prompt response Adherence to timelines Proactive Team Contribution * Key actions Department  Key Actions (Examples) Customer Service Number of bookings per person Customer Courtesy Handling irate customers Product Fulfillment Response time for booked customers Quality check on bookings Delivery schedules IT and Product Strategy Hours of Uptime Speed of application New features added Product Acquisition & Customer Acquisition Monthly break-ins New Customers Finance and HR Cycle time Payroll Additional Services                                                                  Signature of Nominator Download PDF Document In English. (Rs.20/-)

Contractor Policy Download PDF Document In English. (Rs.40/-) Overview [The Company] makes use of consultants and contractors for services which cannot be provided in-house by its employees. For the purposes of this policy, a consultant or contractor (“contractor”) is any individual or company who fulfils a contractual obligation to [the Company] under a contract for the provision of services. Contractors do not include: a person employed by [the Company], performing work under a contract of service (including part-time and temporary staff); or an individual or company selling goods to [the Company]. Contractors will typically carry out their activities on [the Company] premises, but may be working on behalf of [the Company] in any location. It is important that persons carrying out work for or on behalf of [the Company] are correctly described and treated according to their correct category. If you are in any doubt as to the status of an individual or company performing work for [the Company], you should ask [insert name of relevant senior person]. Purpose [The Company] is committed to ensuring the health and safety of all persons who work in any capacity for [the Company], including contractors, sub-contractors and other workers. It will do this by: engaging contractors in accordance with detailed pre-selection processes; only engaging contractors who:  are able to work in a safe, healthy and productive work environment; do not compromise the health or safety of workers, the workers of clients, customers, or suppliers, or any other persons within the work environment; and fulfil their work health and safety obligations and do not compromise the safety of workers or others in order to minimise cost. ensuring all that appropriate licenses, competency certification, insurance and indemnities are provided by the consultant or contractor prior to commencement of work; providing appropriate levels of induction and awareness training for consultants and contractors; ensuring that an appropriate level risk assessment / task safety analysis is conducted where required, by the consultant or contractor, prior to the commencement of tasks and that identified risks are eliminated or mitigated as far as is reasonably practicable; providing appropriate levels of supervision of consultants and contractors; and assessing and monitoring contractors’ performance in accordance with this Contractor Management Policy. This policy is designed to ensure that: managers, supervisors and other employees make adequate provision for the health and safety of contractors and other persons; contractors are suitability qualified and meet safety requirements; and systems are in place to ensure the work performed by the contractor is satisfactory and there is no risk to employees arising from the work performed during and after completion of the job. Employees who fail to comply with this policy may be subject to disciplinary action. [Company name] may terminate its contract with any contractor who breaches this policy and may refuse to re-engage that contractor [to ensure there is no breach of contract or other unlawful conduct in termination or refusal of engagement, employers should seek legal advice before doing acting—Hamers Workplace Lawyers are able to provide advice in this area of law]. [Company name] reserves the right to vary this policy from time to time in its absolute discretion. Scope The policy applies to the way in which managers, supervisors and other employees deal with the following persons (“ Contractors ”): Contractors and sub-contractors; Employees of contractors and subcontractors; and Employees of a labour hire company who work for [company name]. Selection of Contractors [The Company] recognises that for work to be carried out in a safe and responsible manner, it needs to use credible and registered contractors. [The Company] will ensure that contractors: are selected on merit; are suitably qualified and where relevant, hold appropriate licences; carry appropriate insurance (including worker’s compensation insurance); apply appropriate terms of employment for their own employees; and do not have a history of breaches of employment, industrial, discrimination or safety legislation or other relevant legislation. Procedure for dealing with Contractors 1) Prior to the commencement of work a) Consultation [Insert appropriate person] is responsible for consulting with the Contractor on relevant health and safety issues prior to the commencement of work to ensure that the workplace is safe for all people while the work is being carried out. Different health and safety issues will require discussion in different circumstances. Some potential health and safety issues include, but are not limited to: How, when and where the work is going to be carried out; The number of personnel that will required to carry out the work; Potential risks involved in carrying out the work and the risk management strategies that will be implemented to eliminate or mitigate that risk as far as reasonably practicable; The qualifications and suitability of workers engaged to carry out the task; Equipment and tools that will brought into the workplace to carry out the work; Management of excessive dust, fumes and noise; Information that should be communicated to other workers about the work; The need for progress reports to be provided; Methods of reporting hazards and unsafe conditions; Emergency procedures; Means for communicating between [the Company] and the contractor; Steps to be taken by the contractor upon arrival; and Necessary documentation to be provided by the contractor (for example, Job Safety Analysis, Working With Children Check, licences, permits, insurance details, registration details etc). If there is more than one contractor on site, [Insert appropriate person] is responsible for ensuring there is proper consultation between contractors and an understanding as to which contractor is responsible for which work. b) Completion of Job Safety Analysis [Insert responsible person] is responsible for ensuring that every contractor completes a Job Safety Analysis before commencing work. The Job Safety Analysis must, as a minimum, set out the following: Description of the work (including all the steps that make up the work); Description of any qualifications, certificates, licenses or skills that are required for the work; Identification of hazards and risks associated with the work; Description of control measures to eliminate or mitigate the hazards and risks; and Identification of the person responsible for implementing each control measure. A Job Safety Analysis (risk assessment and method statement) must be carried out wherever there is a significant risk, regardless of the nature of the activity. The following areas are example of work that always require such an Analysis: Work at height Work in confined spaces Work with hazardous substances, including asbestos Construction Equipment servicing Work with live electrical equipment/high voltage equipment Lifting operations Work with pressure systems Hot work (including welding or cutting) Excavation Demolition [Insert responsible person] is required to review the Job Safety Analysis prior to the commencement of work. [Insert responsible person] should contact the Contractor if there are any concerns with the Job Safety Analysis. c) Communication with other workers [Insert appropriate person] is responsible for communicating relevant information to other workers about the work that will be performed by the Contractor prior to the commencement of work. Potentially relevant information includes, but is not confined to: When and where the work is going to be carried out; The nature of the work to be carried out; Any significant hazards contractors may face while at work, e.g. asbestos, live electrical installations; The expected number of personnel that will be carrying out the work; Any other works ongoing in the vicinity which may impact on activities, health and safety; Safety measures or precautions that workers should exercise while the work is being performed; and The person to whom workers should report any potential health and safety concerns. d) General [Insert appropriate person] is responsible to ensure that if he or she is absent during the process, a suitable deputy is appointed. 2) Upon arrival at work site a) Certify the identity and qualifications of the Contractor [insert appropriate person] is responsible for ensuring that contractors arriving at [company name]: Report to [insert appropriate place]; Provide appropriate evidence of their identity (usually photo ID); Provide evidence of the appropriate licenses, insurances and other appropriate documentation including risk assessments and method statements as necessary; Sign in as a visitor; Be provided with a visitor badge; and Be advised to sign out when leaving. b) Safety induction [insert appropriate person] is responsible for ensuring that Contractors receive a safety induction upon arrival (or that a representative from the contracting organisation has received an appropriate induction and is responsible for ensuring arrangements are in place for this to be cascaded to all staff who will be working on site). During the safety induction, [insert appropriate person] must: Advise the Contractor about: hazards on site (presented on a map / plan wherever possible); how to report hazards and unsafe conditions; Site rules and safety procedures; Any special equipment they may need to use; PPE; What to do in an emergency; The sound of any alarm, and how to respond to it; Issues of lone working and the use of a buddy system; and the location of the restrooms and water drinking facilities; Provide the Contractor with a map which clearly marks the evacuation points or physically take the contractor to the evacuation points; Provide the Contractor with an induction package consisting of: The WHS General Policy; Workplace Drug and Alcohol Policy (including any non-smoking policy); Workplace Bullying Policy; Anti-discrimination and EEO Policy; Safe Work Procedure; and WHS Consultation Statement. [insert appropriate person] must ensure a record of induction is kept. c) Inspection of tools and equipment [insert appropriate person] must inspect the tools, equipment and protective devices used by the contractor to ensure that they are suitable and are in good order. d) General [Insert appropriate person] is responsible to ensure that if he or she is absent during the process, a suitable deputy is appointed. 3) While the work is being carried out [insert appropriate person] is responsible for determining the level of supervision required to ensure work health and safety obligations are met. [insert appropriate person] is responsible for ensuring that, whilst work is being carried out, Contractors: Provide regular progress reports on the progress of the work to [insert person name]; Inform [insert appropriate person] if the work will be completed earlier or later than expected; Notify [insert appropriate person] if a health and safety incident occurs or if a hazard or any risk to the health or safety or a person arises; and Update the Job Safety Analysis where required. While the work is being carried out by the Contractor, [insert appropriate person] must also: notify all workers of any material change in the nature of the Contractor’s work that could affect their work or on their health or safety; and regularly monitor the site for any risks to the health and safety of any person. Things to watch out for include, but are not confined to: control measures are being implemented; appropriate protective clothing is being worn; all equipment is being used is in good repair; and  workers are not fatigued and are taking adequate breaks. [Insert appropriate person] is responsible to ensure that if he or she is absent during the process, a suitable deputy is appointed. 4) Upon completion of the work Before the Contractor leaves, [insert appropriate person] must: Inspect the site to ensure that the work is completed to satisfaction and there are no risks to the health or safety of a person; Ensure the contractor has removed all rubbish and has left the area neat and tidy; Ensure that equipment such as fire extinguishers, evacuation plans and safety signs are reinstated; Obtain from the Contractor a summary of the work completed and any follow up steps required; and Ensure the contractor reports to [insert appropriate place] and signs out before they leave. Obligations Generally All Staff All staff must: be mindful of the activities of contractors not take actions which may put contractors at risk inform [the Company] if they observe contractors engaged in any activity which gives them cause for concern Contractors Contractors must: abide by all terms and conditions placed on them by  [the Company] abide by their own risk assessments and method statements ensure that all contractors employees have received a suitable induction ensure any subcontractors are appropriately qualified and are managing risks through the use of method statements and risk assessments ensure any subcontractors receive an appropriate safety induction on first arrival and at appropriate intervals thereafter take all necessary action to protect work health and safety. inform  [the Company] of any changes they make to work plans, method statements or risk assessments inform [the Company] of any accidents or incidents occurring during the contract.

COMPANY SICK LEAVE POLICY A. Earning and Accumulating Sick Days Sick leave shall be considered a benefit and privilege and not a right. Full time employees will receive full pay during incapacity caused by illness if sick leave is taken. Sick leave is earned at the rate of one day per month (12 days per year). There is no maximum accumulation of sick leave credits. Accumulated sick leave has no value except for the purpose granted, and in the event of retirement or separation, all unused sick leave shall be forfeited. If an employee is in a paid status for one-half of the month or more, he or she will be credited with one day of sick leave for the month. Otherwise, the employee will not accrue any time for the month. B. General Sick Leave Rules and Procedures Use of Sick Leave - An employee may use sick leave allowance for absence due to the employee’s own illness or injury. Sick leave also may be used for appointments with a licensed doctor, dentist or recognized practitioners. When appropriate, a partial sick day may be used rather than a full day. Employees who become ill during the period of their vacation may request that their vacation be temporarily terminated and the time changed to sick leave. However, such request must be justified by means of a doctor’s statement upon return to work.  No employee may give or loan sick leave time to another employee. Documentation of Sick Leave - Employees are required to notify the employer as early as possible on the first day of their sick leave absence, and shall notify the employer in advance whenever the need for leave is foreseeable.  Employees shall document their use of paid sick leave on leave request forms provided by the Employer for this purpose. Such forms shall be completed by the employee and approved by the employer in advance of the leave when the need for sick leave is foreseeable, and in all other instances as soon as possible after the employee’s return to work.  An employee who claims sick leave may, at the discretion of the employer, be required to furnish a certificate from a physician stating that the employee was incapacitated from work for the period of absence as a result of sickness or injury, and that the employee is again physically able to perform his or her duties.  Exhaustion of Sick Leave - Employees who have used all of their accumulated sick leave will not receive financial compensation for additional days needed due to illness or injury. For any additional time needed, the employee will be considered on a leave without pay status unless the employee has accumulated vacation time or comp time remaining and the employee requests such leave. Download PDF Document In English. (Rs.20/-)

Attendance and Punctuality Guidelines The standard workweek schedule for all teams is as follows: Monday to Friday Grace Period Team name Team name Team name Work Shift Working Saturday  1st 2nd 3rd 4th 5th Team name Team name Team name The Dedicated Resources/ Employees working out of Client offices at various locations are requested to follow the work timings and schedule as per the client office guidelines. Any changes in the client schedule should be informed to the HR Team.   Work days and Weekly offs will be as per client allocation/deployment  (Monday to Friday or Monday to Saturday).  A full work day is considered only when you work for 9 hours starting from your stipulated time and half day will be considered only when you work for 5.5 hours/ less (excluding the lunch/food break) starting from your stipulated time. Saturday’s full day working will be considered on completion of 7 hours.  In an event of absence or tardiness from an assigned work schedule, the employee is required to report the absence to the Company. When reporting absence, the employee must E-mail / Telephone/ SMS/ WhatsApp his or her supervisor and any HR representative only. The employee must call within two hours of scheduled start time. An employee’s absence will be deemed unexcused when an employee fails to call in,  gives a late notice, fails to give advance notice for an absence which could be anticipated, exceeds the number of length of absences as defined by policy or authorized in advance by the Supervisor or HR. Unexcused/ uninformed absentees are subject to corrective disciplinary action.  Location Heads/ Supervisors / Leads / Clients (wherever applicable), in the respective location are requested to be alert and report us of any absence or tardiness of employees in their respective locations. Following are some points and measures that are taken and we would like every employee to remember them categorically and take a note of this: Attendance Entry For any attendance (IN time or OUT time) not registered on a given day, the first work e-mail (IN Time) and the last work e-mail (OUT Time) for the day will be considered along with a notification sent to the HR Team. This is applicable for all instances like ( Forgot  to Clock In or Clock out – online or biometric)  For any biometric registration, not happening/ reflecting there is a backend file which captures your attendance for the day irrespective if it does not get synced with the Online System. The same shall be referred for the correction and time reference.  If still in doubts, accountability, approval from the Supervisor keeping __________on CC will be taken. Anyone having any issues or challenges regarding their bio-metric registrations have to be immediately brought to the notice  Late marks Any extra minute above the stipulated Office timings will be considered to be a ‘late mark’.  Any late coming, informed or uninformed will be marked under ‘late mark’ and deductions will be made wherever applicable as per the rules and guidelines defined. If an employee reports to work after 12.00 p.m.  it will be considered as Half Day leave/salary deduction.  Group of three  ‘late marks’ will result in a deduction of one half day from your balance leaves/salary.  Working home/ Official Tour If any employee is on ‘official tour’ or on ‘work from home/ outdoor duty’ he/she must have a mail approval from his highest reporting authority of his Department in charge  and submit it to the HR department for his attendance registration. Absence of any official intimation will be deemed as ‘un-authorized absent’ and would be adjusted from your balance leaves/salary.  Work from home is approved only once a month .  More than once will be deemed as Leave taken and will be adjusted from the leave balance / salary. Work from home employee should be available online (E-mail/Hangout/Skype/WhatsApp/SMS) and accessible/ responsive at all time during the 9 hours of duty. Leave early Incase any  employee has to move out of the office for any personal reason except during lunch hours, he/she is required to get prior approval from his/her immediate Supervisor  and keep  HR posted. Employee can leave early only once a month for an hour’s time   except for Saturdays.   Early leave request on working Saturday’s will not be approved or accepted. Download PDF Document In English. (Rs.30/-)

SOCIAL MEDIA POLICY This policy provides guidance for employee use of social media, which should be broadly understood for purposes of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous manner. PROCEDURES The following principles apply to professional use of social media on behalf of [Company] as well as personal use of social media when referencing [Company]. Employees need to know and adhere to the [Company’s Code of Conduct, Employee Handbook, and other company policies] when using social media in reference to [Company]. Employees should be aware of the effect their actions may have on their images, as well as [Company’s] image. The information that employees post or publish may be public information for a long time. Employees should be aware that [Company] may observe content and information made available by employees through social media. Employees should use their best judgment in posting material that is neither inappropriate nor harmful to [Company], its employees, or customers. Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment. Employees are not to publish, post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, employees should check with the Human Resources Department and/or supervisor. Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. Employees should refer these inquiries to authorized [Company] spokespersons. If employees find encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor. Employees should get appropriate permission before you refer to or post images of current or former employees, members, vendors or suppliers. Additionally, employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks or other intellectual property. Download PDF Document In English. (Rs.20/-)

LEAVE POLICY Download PDF Document In English. (Rs.25/-) Purpose To incorporate a few changes in the existing features of the policy through leave addendum. Effective Date: XXXXXXX Leave Entitlement for the year - Total leaves per employee for the year:  30 Earned/Paid Leaves  5 Paternity Leaves  11 Public Holidays Salient Features:-  All employees need to mandatorily utilize 5 days of leave every calendar year. If not availed, these 5 days will lapse on December 31st.  Carried forward leaves are limited to 30 days per calendar year.  Leave Encashment will not be allowed at the end of the year. Only allowed in case of resignation or retirement.  Employees on probation can avail leave in case of sickness, or in case of emergency subject to management’s discretion and approval. Entitlement is pro-rata from their date of joining.  Employees need to compulsorily take a minimum of 5 consecutive working days holiday at least once in each calendar year.  All leaves need prior approval from the supervisor / line manager and should be recorded in Workday. In case of sickness and emergency (exceptional circumstances), the employee needs to inform the supervisor as soon as possible and record the leave in the system immediately on returning to duty. If the employee is not back in the office before the 1st of the next month, the supervisor will record that leave in the system on the employee’s behalf so that the leave records are updated on time.  In the case of an emergency, employees must notify their line manager as soon as practicable of their absence. If they do not call within 4 hours of the scheduled time, they will be marked absent for the day. Salary will be deducted even if there is leave available.  Employees need to submit a Medical Certificate to their supervisor in case they avail more than 3 days leave under sickness.  Planned long leaves plan must be set at the beginning of the year with the supervisor and should be approved two weeks before the date from which the leave is to commence.  Employees can avail a maximum of 10 working days of leave at one time, subject to superior’s approval and discretion.  Any leave request of more than 10 working days will be treated as a special leave request and is subject to approval and discretion of the management.  Superior’s approval is guided by the criticality of the situation and the business requirements.  Management can take a discretionary decision on the maximum leaves availed by an employee and may review the time limit. However, this will be on a case to case basis and not set by any precedence.  During notice period employees should not avail leave. If they do, at the discretion & approval of their line manager their notice period will be further extended by the number of leave days availed.  Paternity leave will be a maximum of 5 working days and should be availed within 3 months from the date of child birth. It will be also for a maximum of 2 children Human Resource Policies Any exceptions to this policy will be at the sole discretion of the management, depending on the criticality of the case. Any breach in this policy can result in disciplinary action. Management reserves the right to change/amend the policy. Table below illustrates the above points: Year Entitlement Utilisation Carry Forward Remarks Max Utilisation Leave Encashment per year Year 1 30 paid leaves Min 5 days 25 Days Only 30 days carry forward will be allowed. All balance will lapse effective Dec 31 30 days or prorated amount depending on date of joining No Leave encashment at the end year. Unavailed leaves will be encashed only in case of exit or retirement Year 2 30 paid leaves Min 5 days 30 days Max 55 days (30 current year + 25 carry forward from last year) Year 3 30 paid leaves Min 5 days 30 days Max 60 days (30 current year + 30 carry forward from last year) Year 4 30 paid leaves Min 5 days  30 days Max 60 days (30 current year + 30 carry forward from last year) Leave Without Pay (LWP):  Any sanctioned leave which does not fall under any of the above categories (i.e. Sick, Earned, Paternity or Maternity Leave) will be considered as Leave without Pay.  Leave taken over and above the leave sanctioned will be considered as absence unless applied for and sanctioned.  In case of overstay of any leave, and reasons for over stay not being sufficient, the period of overstay will be continued to be treated as ABSENCE and can call for disciplinary action. If leave is taken, it can be extended only after approval by the concerned supervisor.  In case of LWP and ABSENCE, proportionate reductions will take place in the following:  Monthly salary, savings and other benefits  Annual reimbursements, bonus and other entitlements Public Holidays HR will circulate a list of all company holidays at the beginning of each calendar year. Holidays during Leave: Weekends/Public holidays will not be considered as leave, if they fall within the total leave period. However, in case of ML and LWP all the intervening days i.e. Saturday, Sunday and holidays will be counted as Leave/LWP as the case may be. For employees on roster all the leaves will be calculated on the actual number of days they are away from work i.e. Saturday, Sunday and holidays will be counted.