Search Results

Gift Policy PURPOSE To establish a uniform policy relating to the acceptance of gifts, including gratuities or rewards. SCOPE/APPLICATION This policy applies to all elected and appointed officials, as well as all employees of the [insert agency name] .   DEFINITIONS “Employees” include all permanent, part-time, temporary and contract employees, including volunteers. [Necessary if Agency elects alternative to flat ban in policy section below]  “Business with the  [Agency]  “means that, within 12 months of offering a gift, the would-be gift giver 1) has or will submit a bid or proposal to the  [Agency]  to perform services or provide supplies or equipment, or 2) has or will submit an application for a permit, license or regulatory approval of any kind. “Gift” means any bestowal of money, any item of value, service, loan, thing or promise, discount or rebate for which something of equal or greater value is not exchanged.  Payments for travel, entertainment and food are gifts. “Gift” does not include 1) any discount or rebate made in the regular course of business and offered to the general public without regard to the individual’s connection with the [Agency] , 2) inheritances, 3) plaques or trophies, and 4) campaign contributions.    POLICY [Flat Ban Approach]  No [Agency]  official or employee may accept any gift in connection with their service to the [Agency] . [ Alternative : Gift Ban from Those with Business with the Agency] No agency official may accept any gift from those who have, or are likely to have, business with the [Agency] .  In determining whether someone is likely to have business with the [Agency] , officials and employees are encouraged to err on the side of caution. EXCEPTION [S] [Agency]  officials and employees may accept edible gifts of nominal value (less than Rs. 1000/- [or select an amount that reflects your community’s values] ) that are shared with a wide range of colleagues at the [Agency] . [Agency]  officials and employees may accept items that can be displayed in public areas of [Agency] ’s building (such as flowers).   [Agency]  officials and employees may accept handmade items by and from children under age 16. This policy does not affect the authority of [Agency]  to accept gifts (for example, donations or bequests) in furtherance of its governmental purposes. PROCEDURES [Agency] , and its officials and employees, will take steps to publicize this policy to the public, vendors and others. Upon being offered or receiving a gift prohibited by this policy, an individual must notify the gift giver of this policy and graciously decline or return the gift. If the gift is anonymous, the recipient must deliver the gift to the [Agency’s chief executive officer] , who will convey the gift to a charitable organization.  Download PDF Document In English. (Rs.20/-)

CODE ON OCCUPATIONAL SAFETY, HEALTH AND WORKING CONDITIONS, 2018 This draft has 127 pages, all the pages are not possible to show in this post. Download PDF Document In English. (Rs.150/-) Arrangement of Clauses:   Chapter I: Preliminary  Short title, extent and commencement    Definitions    Chapter II: Registration  Registration of certain establishments  Appeal  Notice by   employer of commencement and cessation of operation     Chapter III: Duties of Employer and Employees, etc.  Duties of employer  Duties and responsibilities of owners, agents and managers in relation to mine  Duties of manufacturers  Duties of architects, project engineers and designers  Notice of certain accident  Notice of certain dangerous occurrences  Notice of certain diseases  Duties of employees  Rights of employee  Duty not to interfere with or misuse things    Chapter IV: Occupational Safety and Health  National Occupational Safety and Health Advisory Board  State Occupational Safety and Health Advisory Board  Occupational Safety and Health Standards  Research related activities  Safety and occupational health surveys  Statistics  Safety Committee and Safety Officers    Chapter V: Health and Working Conditions  Responsibility of employer for maintaining health and working conditions    Chapter VI: Welfare Provisions  Washing facilities in the establishment, etc.    Chapter VII: Hours of Work and Annual Leave with Wages 25. Weekly and daily working hours, etc.  Weekly and compensatory holidays  Extra wages for overtime  Night shifts  Prohibition of overlapping shifts  Restriction on double employment in factory and mine  Notice of periods of work  32. Annual leave with wages, etc.    Chapter VIII: Maintenance of Registers, Records and Returns etc.  Maintenance of registers and records and filing of returns    Chapter IX: Facilitators and other Authority  Appointment of Facilitators  Powers of Facilitators  Special powers of Facilitator in respect of factory, mines and dock work and building and other construction work  Secrecy of information by Chief Facilitator or Facilitator, etc.  Facilities to be afforded to the Facilitator  Powers of Special Officer to enter, measure, etc. in relation to mine  Medical Officer    Chapter X: Special Provision relating to Employment of Women  Applicability of the chapter  Restriction on employment of women  Prohibition on employment of women in dangerous operation    Chapter XI - Special Provisions for Contract Labour and Inter State Migrant Worker, etc.  PART-I   Contract Labour and Inter State Migrant Worker  Applicability of this Part  Appointment of licensing officers  Licensing of contractors  Grant of licence  No fees or Commission or any cost to workers  Information regarding work order to be given to the appropriate Government  Revocation, suspension and amendment of license  Appeal  Liability of Principal Employer for welfare facilities  Effect of  employing contract labour from a non-licensed Contractor  Responsibility of Payment of wages   Experience Certificate  Prohibition of employment of contract  labour   Power to exempt in special cases  Facilities to Inter- State Migrant workers 59. Displacement allowance  Journey allowance etc.  Past liabilities  PART- II Audio-Visual Workers  Prohibition of employment of audio-visual worker without agreement PART- III Mines  Managers  Code not to apply in certain cases  Exemption from provision regarding employment  Decision of question whether a mine is under this Code  PART- IV Beedi and Cigar Workers  Licence to industrial premises and person  Appeals  Permission to work by employees outside industrial premises  Part not to apply to self employed persons in private dwelling houses PART -V  Building and other Construction Worker  Prohibition of employment of certain persons in certain building or other construction work PART- VI Factory  Approval, licensing and registration of factories  Liability of owner of premises in certain circumstances  Power to apply the Code to certain premises  Dangerous operations  Constitution of  Site Appraisal Committee  Compulsory disclosure of information by the occupier  Specific responsibility of the occupier in relation to hazardous processes  Power of Central Government to appoint Inquiry Committee  Emergency standards  Permissible limits of exposure of chemicals and toxic substances  Workers' participation in safety management  Right of workers to warn about imminent danger  Power to direct inquiry into cases of accident or disease in a factory  Appeal against the order of facilitator in case of factory  Power to make exempting rules and order    Chapter XII:   Offences, Penalties and Procedure   General penalty for offences  Causing obstruction to deter Chief Facilitator or Facilitator from duty, etc.  Non-maintenance of register and records   and non-filing of returns, etc. etc.  Contravention of provisions regarding employment of worker including women, audio-visual worker and contract labour, etc  Falsification of records, etc.  Penalty on disclosure of information  Penalty for wrongfully disclosing results of analysis of a sample of substance used or intended to be used  Penalty for contravention of the provisions of duties relating to hazardous processes  Penalty for contravention of the provisions of duties relating to safety provisions resulting in an accident  Failure to appoint manager in a mine  Offences by employees  Prosecution of owner, agent or manager of a mine  Exemption of owner, agent or manager of a mine or occupier of a factory from liability in certain cases 100. Offences by companies, etc.  Limitation of Prosecution and cognizance of offence  Jurisdiction of a court for entertaining proceedings, etc., for offence  Power of Court to make orders  Compounding of offences    Chapter XIII:   Miscellaneous   Delegation of powers  Onus as to age  Onus of proving limits of what is practicable, etc.  Effect of law and agreements inconsistent with this Code  Power of the appropriate Government to direct inquiry in certain cases  Publication of reports  Powers of Central Government to give directions  General restriction on disclosure of information  Jurisdiction of civil courts barred  Protection of action taken in good faith  Power to exempt in special cases  Power to exempt during public emergency  Power to exempt public institution  Persons required to give notice, etc., legally bound to do so  Power to remove difficulties  Power of the appropriate Government to make rules  Power of the Central Government to make rules  Power of the State Government to make rules  Power of Central Government to make regulations in relation to mines and dock work  Prior publication of regulation and rules in relation to mine and dock work  Power to make regulation without previous publication  Bye-laws  Laying regulations, rules and bye laws before parliament  Laying of rules made by State Government  Repeal   and Savings  The First Schedule  The Second Schedule The Third Schedule  CODE ON OCCUPATIONAL SAFETY, HEALTH AND WORKING CONDITIONS, 2018    A Bill  to consolidate and amend the laws regulating the occupational safety, health and working conditions of the persons employed in an establishment and the matters connected therewith or incidental thereto.  BE it enacted by Parliament in the sixty-ninth Year of the Republic of India as follows:-    Chapter I  Preliminary    Short title, extent and commencement      This Act may be called the Code on Occupational Safety, Health and Working Conditions, 2018.  It extends to the whole of India:   Provided that the provision of this Code in so for as are concerned with the beedi and cigar and plantation shall not be applicable in the state of Jammu and Kashmir.  It shall come into force on such date as the Central Government may, by notification appoint; and different dates may be appointed for different provisions of this Code and any reference in any such provision to the commencement of this Code shall be construed as a reference to the coming into force of that provision.    Definitions – (1) In this Code, unless the context otherwise requires,-  (a) “adolescent”  shall have the meaning as assigned to it in clause (i) of section 2 of the Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 (61 of 1986);  (b) “adult”  means a person who has completed his eighteenth year;

TRANSPORT POLICY Introduction  Download PDF Document In English. (Rs.135/-) Road transport is vital to economic development, trade and social integration, which rely on the conveyance of both people and goods. Reduction in transport costs promote specialization, extend markets and thereby enable exploitation of the economies of scale. Global competition has made the existence of efficient transport and logistic systems in delivery chain an absolute imperative. Easy accessibility, flexibility of operations, door-to-door service and reliability have earned road transport an increasingly higher share of both passenger and freight traffic vis-à-vis other transport modes. Road transport has emerged as the dominant segment in India’s transportation sector with a share of 4.5 per cent in India’s GDP in 2005-06. Over the last six years (2000-01 to 2005-06), the annual average growth in road transport sector GDP at 9.5 per cent was much higher than the overall GDP growth of 6.5 per cent. Robust growth in road transport has been attained despite significant barriers to inter-State freight and passenger movement compared to inland waterways, railways and air which do not face rigorous enroute checks/barriers.  Transport demand in India has been growing rapidly. In recent years this demand has shifted among transport modes, mainly to the advantage of road transport, which carries about 87 percent and 61 per cent of passenger and freight transport demand arising for land based modes of transport (i.e. roadways and railways taken together) respectively. During 1992-93 to 2004-05 demand for road freight transport in India is estimated to have grown at an annual average rate of 6.7 percent, while GDP grew at an average of 6.2 percent. Road freight transport demand is expected to grow by around 10% per annum in the backdrop of a targeted annual GDP growth of 9% during the Eleventh Five Year Plan.  Motorization levels in India  Motor vehicle population has recorded significant growth over the years. India had 72.7 million registered motor vehicles at the end of fiscal year 2003-04. The growth of vehicular traffic on roads has been far greater than the growth of the highways; as a result the main arteries face capacity saturation. Between 1951 and 2004 the vehicle population grew at a compound annual growth rate (CAGR) of close to 11 per cent. Personalized mode (constituting mainly two wheelers and cars) 1 account for more than four-fifth of the motor vehicles in the country compared to their share of little over three-fifth in 1951. Further break up of motor vehicle population reflects preponderance of two-wheelers with a share of more than 71 per cent in total vehicle population, followed by cars with 13 per cent and other vehicles (a heterogeneous category which includes 3 wheelers, trailers, tractors etc.) with 9.4 per cent. In contrast to personalized mode, the share of buses in total registered vehicles has declined from 11.1% in 1951 to 1.1 as in 2004. Also, the share of goods vehicle which was about 27% in 1951 has declined to a little over 5% by end March 2004. The share of goods vehicle in vehicle population is modest in comparison to the size of the economy. The share of buses and trucks in the vehicle population at about 1 per cent and 5 per cent respectively is much lower compared to most of the other countries in Asia.  International experience suggests that with the rising income levels, car ownership rates are likely to grow much faster than GDP and start to displace 2- wheelers. The current vehicle density in developing countries is low; for example, the vehicle density in India is only 12 vehicles per 1000 persons, compared to 580 in Germany, 808 in the USA. Also the number of cars per 1000 people in Asia remains modest- at about 10 per 1000 people in PRC, 8 for India. However, the number of two-wheelers per 1000 population is much higher at around 45 in case of India. The low vehicle density is marked by its skewed distribution in favour of cities. In 2004- 05, 22 cities accounted for 60 per cent of sales of passenger vehicles.  In the coming years the profile of motorization is expected to witness a number of changes in terms of segment shifts, driven by rising incomes, desire for safety and comfort and government regulations. Over the short term, the sensitivity of demand for vehicles to changes in GDP and in vehicle price is somewhat elastic as their purchase can often be delayed, but in the long term it has low elasticity, indicating that personal mobility is considered by many as essential to everyday living and that it has few substitutes. Thus, other measures are required as well to restrain growth in personal motor vehicle and associated negative externalities. 2  Need for Policy  Of all infrastructure sectors, the products and markets of the transport industry are most varied. Road Transport sector consists of two distinct segments; (a) Transport services that serve the public or commercial customers directly, and; (b) Transport infrastructure that is used by the transport service providers. Transport services are mainly privately owned and operated. In contrast, privately-owned transport infrastructure (particularly road networks) is not common.  Passenger and freight movement by road is expected to rapidly expand in the coming years in view of number of factors which amongst others include (a) substantial investment in improvement in national highway network which will facilitate speedy, reliable, door to door services (b) freight movement by road offers a holistic logistic solution that minimizes the costs of transport, logistics, and inventories (c) rising volumes of exports and imports which would entail higher demand for inland transport for moving cargo from production centres to the gateway ports – both air and sea and (d) accelerated urbanization creating additional demand for transportation. -+ Despite good performance of the road transport sector it is beset with slow technological development, low energy efficiency, pollution and slow movement of freight and passenger traffic. To sustain an annual overall growth in the GDP of 9% during the Eleventh Plan would require growth in both passenger and freight road transport of higher order. Such an endeavor calls for a conducive road transport policy regime geared to meet requirements of faster mobility, safety, access to social and economic services and minimizing the impact of negative externalities (e.g., pollution, accidents etc.).  Objective  The endeavor of the National Road Transport Policy (NRTP) should be to promote modern, energy efficient and environment friendly road transport with following objectives: i. Promote Road Infrastructure support for transportation of humans and goods to sustain high growth rate of GDP; ii. Promote public transport and requisite quality of service; iii. Promote quality and productivity of goods transportation and infrastructure; 3 iv. Ensure availability of adequate trained manpower; v. Promote road safety, traffic management and post - accident trauma care; vi. Promote sustainable road transport with special emphasis on energy efficiency, environmental conservation and social impact; vii. Promote increasing use of modern technology and research in road transport development; and viii. Strengthen database collection and management system to assist in continued policy and performance evaluation.  Promotion of Road Infrastructure Support  The aggregate length of roads, which was 0.4 million km in 1950-51 has increased 8 fold to 3.4 million km in 2002 but over the same period the number of passenger buses has shown 19 fold jump from 0.34 lakh to 6.35 lakh and goods vehicle fleet more than 36 fold increase from 0.82 lakhs to 29.74 lakh. The geographic coverage of India’s highway network at 1.03 km of highway per square km of land is much dense compared to USA (0.77) and that of China (0.20). But, China’s highway network consists of over 34,288 km of four or six lane access controlled expressway linking the major cities. In India, expressways do not yet link the major economic centres.  The country’s road network can broadly be divided into three categories viz. (a) National Highways (NHs) (b) State Highways (SHs) (c) Major District Roads (MDRs) and (d) Rural Roads. The SHs and MDRs serve as secondary road network and provide connectivity between primary (NHs) road network and tertiary (rural roads).  National Highways: The National Highways running across the length and breadth of the country connect all state capitals, major ports, international boundaries, areas of economic and strategic importance, etc. The present total length of NHs is about 66,590 km. An overwhelming proportion of the total length of NHs is two or single laned (56% and 32 % of the total length of national highways are double/intermediate lane and single lane respectively) and only 12 per cent of the length of the NHs are four lane and more. The NHs constitutes less than 2 per cent of the road length of the country but carry about 40 % of the road based traffic. Highway 4 capacity shortages are aggravated by heterogeneity in traffic, encroachment, and frequent and long halts at state and municipal check posts. Further, over loading by rigid two-axle trucks has been a major source of damage to road structure and pavement.  In order to expand and improve road connectivity in the country, the Government has launched National Highways Development Project (NHDP). It is the largest highway project ever undertaken in the country. The NHDP is being implemented by National Highways Authority of India (NHAI). Government has envisaged investment of Rs.2,35,430 crore for upgradation of National Highways under various phases of NHDP over the medium term.  State Highways and Major District Roads: State Highways and Major District Roads constitute the secondary system of road transportation in the country. The State Highways provide linkages with the National Highways, district headquarters, important towns, tourist centres and minor ports. Their total length was about 1,37,711 km as at the end of March 2002. Major District Roads run within the district, connecting areas of production with markets, rural areas to the district headquarters and to State Highways/ National Highways. By acting as the link between the rural roads and National Highways, the State Highways and Major District Roads contribute significantly to the development of the rural economy.  Construction and maintenance of SHs, MDRs and Rural Roads is undertaken by various agencies in States and Union Territories. The size and spread of the road network comprising SHs and MDRs are reasonable but the standards and quality of these roads are not adequate to cope with the growing traffic. Their conditions and state vary widely from state to state due to a number of factors which include: inadequate finance and its thin spread over a number of projects; weak management by contractors and; delay in pre-construction activities. With a view to augment the resources, funds are being provided from the Central Road Fund (CRF) by the Union Government for the development of State Roads. The funds from the CRF are provided for improvement of State Roads other than rural roads. At present, the annual amount available from this source is about Rs. 1560 crore. The state-wise distribution of this amount is done on the basis of fuel consumption and geographical area of the state. Inter State Connectivity: To promote inter-state facilities and also to assist the State Governments in their economic development through construction of roads and bridges of Inter-state and economic importance, Central Government provides 100% grant for inter-state connectivity projects and 50% grant for projects of economic importance. This fund is also made available from the CRF. An amount of about Rs. 170 crore per annum is available for development of the state roads under this scheme.  Rural roads: Rural roads connect villages giving access to rural population to the National Highways through Major District Roads and State Highways. Around 59 per cent of the total road length is accounted by rural roads largely built under Jawahar Rojgar Yojna. These roads are of limited value from the point of view of movement of heavy traffic.  Roads are also being developed in rural areas under the Pradahn Mantri Gram Sadak Yojana (PMGSY). The objective of PMGSY is to link all villages with a population of more than 500 people with all-weather roads by the year 2007. This is being implemented by Ministry of Rural Development.  To ensure smoother traffic flow, it is important that provision is made for wayside amenities, maintenance and repair facilities and parking spaces along highways. Also, a Corridor Management Plan should be drawn up for major state highways so that the problems of ribbon development, encroachments, uncontrolled access and poor safety can be tackled. Maintenance The condition of the roads affects the vehicle operating cost which is an important component of the road transport cost. The norms for maintenance of all categories of roads to keep them in a good level of service have been prepared by a Committee set up by the Ministry of Shipping, Road Transport & Highways. There is an urgent need for effective utilization of the available scarce resources. To this end, Pavement Management System (PMS) and Bridge Management System (BMS), mechanization in maintenance, maintenance by contract and corridor management approach needs to be introduced. Besides, there is need for institutional reforms like 6 establishment of road management unit, development of comprehensive database and taking legal steps for effective control of traffic and land of the right of way. Central Road Fund  The Central Government has created a dedicated fund, called Central Road Fund through collection of cess from petrol and diesel. Presently, Rs. 2/- per litre is collected as cess on petrol and High Speed Diesel (HSD) Oil. The fund is distributed for development and maintenance of National Highways, State Roads, Rural Roads and for provision of road over brides/under bridges and other safety features at unmanned Railway Crossings as provided in Central Road Fund Act, 2000. Public Private Partnership (PPP)  Traditionally, the road projects were financed only out of the budgetary grants and were controlled/supervised by the Government. The road sector has attracted little private sector participation in the past. The traditional system of financing road projects through budgetary allocation has proved to be inadequate to meet the growing requirements of this sector. To encourage private sector participation, several initiatives have been taken by the Union Government; which include: - ™ Provision of capital subsidy up to 40% of the project cost to make projects commercially viable. ™ 100% tax exemption in any consecutive 10 years out of the first 20 years of a project. ™ Provision of encumbrance free site for work, i.e. the Government shall meet all expenses relating to land and other pre-construction activities. ™ Foreign Direct Investment up to 100% in road sector. ™ Higher concession period, (up to 30 years). ™ Right to collect and retain toll. The implementation of NHDP–III and NHDP–IV phases is to be mainly undertaken under PPP mode. The PPP projects are being implemented for the National Highways on Build Operate Transfer (BOT) (Toll) and BOT (Annuity) basis  PPP initiative by the States: Many State Governments have modified existing legal provisions to facilitate PPP in the road sector. Many States have amended the Tolls Act to allow the private sector to levy and collect tolls on State 7 roads and bridges. With a view to fully exploit the potential of PPP mode in the road sector following steps could be taken. (i) Creation of PPP units at Centre and State level to perform the functions of information dissemination and guidance so as to provide advisory to PPP programme. (ii) Proper estimation of road traffic and its projection. (iii) Timely completion of pre-construction activities so that the work can be started by the concessionaire on the appointed date. Road Development in the Hilly Region including North Eastern Region and other isolated areas: The development of roads in the hilly region poses special problems due to difficult terrain, heavy precipitation, rich biodiversity, fragile hills, high seismicity, etc. These external constraints are compounded by shortage of technical personnel, limited working season, non-availability of contractors, difficulty in procuring road construction equipment etc. These factors make road building activity difficult and expensive. Roads serve as the principle mode of transport for movement of goods and passengers with a share of over 90% in the total movement by surface transport in the region. The National Highways are the main arteries of this road network in this region. To address the special needs of the region, Government has approved a special project for development of roads in the North Eastern Region under Special Accelerated Road Development Programme - North Eastern Region (SARDPNE). This programme has been made for improving road connectivity to remote areas and places of strategic importance in the North Eastern Region. It envisages improvement of 3228 km of National Highways and 4388 km of state roads and roads of strategic importance. The total cost of the programme is estimated at Rs. 28,000 crore. This will also ensure connectivity of all District Headquarters which are still not connected to the National Highways in the eight North Eastern states. Besides, the improvement of rural roads in the hilly region has also been taken up under the programme of Bharat Nirman and Pradhan Mantri Gram Sadak Yojana. This will help achieve road connectivity to all villages having a population of 500 and above. Special construction technology to tackle the construction of roads in the hilly regions would be adopted to ensure quality roads within a specific time frame.  Public Passenger Transport by Road  The changing composition of vehicle population over time reflects an increasing importance of personalized mode (cars & two-wheelers) of transport vis-avis public bus road transport mode. The marginalisation of the bus mode of transport is reflected in the fact that while the vehicle population grew at a compound annual growth rate (CAGR) of close to 10% number of buses grew by less than 7 per cent during 1991 to 2004 with a meager growth of less than 1 per cent in the number of buses owned by the public sector entities. The slower growth in the number of buses has resulted in sharp erosion in the share of buses in total vehicle population from more than 11% in 1951 to a mere 1.1% in 2004. This marginalization of Public Bus Transport (PBT) also reflects major sociological and economic changes related to increase in disposable income of households, changes in lifestyles, urbanization etc. This has been accompanied by increasing motorization through rising number of cars and 2-wheelers resulting in congestion and therefore, slowing down the movement of public bus transport. With rising income and greater need for mobility, the personalized mode of transport is likely to grow in importance in the coming years. The proliferation in the personalized mode of transport imposes negative externalities on the society in the form of traffic congestion, carbon emissions/pollution, inefficient use of fuel, scarce road space, etc.  Public transport system comprises of a wide array of passenger services which includes mass transit/metros, contract carriages (taxis, autos), high capacity buses and stage carriages (buses, mini buses etc). Each of these modes has certain distinct features. Mass transit/metros has the capacity to move large volume of passenger quickly but entails huge fixed costs and are suitable for big metros; high capacity buses also enjoy the advantage of carrying large volume of passenger traffic at a lower cost vis-à-vis metro but requires dedicated lanes for faster movement which are hard to create where road space is scarce. Taxis and autos provide comfort and flexibility of personalized mode but do little to lessen the burden of congestion. Amongst the differing modes of public road transport bus is the optimum 9 from the point of view of cost effectiveness and benefits to the society as it entails less fuel cost and pollution per passenger km compared to other road based competing modes of public transport.  Objectives of Public Bus Transport (PBT) System It is essential to promote public bus transport to:  Redress the imbalance between public transport and private personalized mode involving free use of the road network with attendant external costs, etc in favour of PBT mode;   Facilitate access to essential socio-economic services (shopping, education, health, etc.) and provide affordable mobility to those who do not have access to a personalized mode;  Reduce negative externalities (congestion, pollution etc) as PBT consumes/emits less fuel/pollution per passenger Km vis-à-vis personalized modes;   Reduce overall cost of transport for the society through higher modal share of PBT in passenger movement by road.  PBT has to strike the right balance between : user satisfaction  commercial interests and;  social demands. A growing population means higher transport demand. Financing of Public Transport Operations  By clearly separating the social objectives and appropriately compensating for social obligations, PBT can be operated on commercial lines. This would also encourage private investment. By applying economic principles for allocating scarce road space, it would also be feasible to have dedicated lanes for buses in select towns and metros resulting in improved and timely PBT services at much lower cost.   Financing of PBT operations can be achieved through a combination of (a) fare box collection which is a function of fare structure, passenger carried and efficiency of fare collection. (a) Other commercial revenue (advertising, property rentals etc.). Substantial non fare revenue can be collected through innovative use of 10 space on buses/bus stops for advertising purposes and development of real estate for commercial purposes and;(b) compensation for discharge of social /regional service obligations. The revenue foregone on account of confessional fares/passes is estimated at around Rs.1482 crore for the reporting SRTUs in 2004-05.  Public transport systems in most of the countries need financial support to fill the gap between income and cost of operations. Therefore it is imperative to explore alternate funding measures to over come this deficit. The alternatives to user charges adopted in some developed countries include following options:  Polluter Pays: vehicles which entail pollution compensate for the cost imposed on the community. The vehicles that cause congestion pay a fee to use the roads. The compensation paid may then be used to fund alternative, less polluting forms of transport – e.g. use of the proceeds of the Mineral Oil Tax (Mineraloelsteuer in case of Germany) to fund public transport; similarly environmental taxes and parking charges may be used to fund public transport.   Beneficiary Pays: those who benefit from a service meet its costs. Employers in particular gain from the provision of public transport services which give them access to wider labour-markets. The French Transport Tax (Versement Transport) requires employers with more than nine staff to contribute towards the cost of public transport investment and operation. Besides construction of new public transport infrastructure could be partly funded from the rents and sale values of property/premises of public transport operators/stations.  Public exchequer: through national and local taxation, this is borne by the taxpayers whether or not they are public transport users. Financing of State Road Transport  For most of the State Road Transport Undertakings (SRTUs), financing of the operation cannot be fully covered by the revenues from fares/user charges. Also 11 SRTUs are confronted with a situation where staff costs and fuel costs account for more than three fifth of their expenditure with staff costs more or less in the nature of fixed costs due to the limited ability to adjust labour force in response to the changing market conditions. The fact that government financial support is required to fill the gap between revenue and costs of operation does not mean that SRTUs are unviable but also reflects that fares are not adjusted in line with rising fuel and other costs. Besides bus fares are also set with socio economic objectives in mind.  Presently acquisition cost of a bus is compounded by the existence of multiple commodity taxation, viz, central excise and State VAT/Sales Tax. In view of the advantages of public bus transport system it would be desirable to lessen the burden of commodity taxation. In addition, public buses (Contract/Stage carriage) are subject to Motor Vehicle Tax (MVT) and Passenger tax etc. which also need to be rationalized. There is heavy and varying incidence of MVT on public buses, in general, and SRTUs, in particular. SRTUs in Maharastra and Gujarat contribute 17% of their respective turnover towards MVT; in Rajasthan MVT is assessed at 2.1% of the current cost of bus chassis on a monthly basis; in Uttar Pradesh the average incidence tax on UPSRTC bus was Rs. 2.35 lakh which is almost four times what a private bus operator paid (Rs. 0.85 lakh) in 2004-05; in Punjab, for 2005-06, the average tax liability per SRTU Bus was 3.93 lakh compared to Rs.2.80 lakh paid by a private bus operator. The main underlying principles of costing should emphasise:  Where costs are incurred for policy reasons, such as higher service levels or lower fares than would be justified on exclusively commercial grounds, those responsible for them must assume responsibility for their payment and;  Subsidies implicit/explicit should be considered and calculated as payments for services rendered. Policy Framework to promote Public Bus Transport (PBT)  A clear and stable policy framework that defines the roles and responsibilities of all stake holders in PBT system would facilitate long term planning, sound day- today operation and a firm basis for launching public private partnership in the PBT system. To this end Government needs to explore untapped potential of Public Private Partnership (PPP) in PBT. PPP is a contractual agreement between a public agency and a private sector entity. Through this agreement the skills and assets of each sector are shared in delivering a service or facility for the use of general public. In addition to the sharing of resources, each party shares the risks and rewards potential in the delivery of service/facility. It is imperative to put in place a policy framework that supports and sustains an efficient PBT system so as to contain runaway growth in personalized mode of transport. In particular, policy framework should emphasize following aspects:  Provide fiscal incentives to encourage Public Bus Transport.  Explore use of service contracts, which define clearly the responsibilities of each party/stakeholders. Allow for automatic adjustment in fare increase and specify that operators may be compensated for increase in operational costs on account of fuel and manpower costs. This will help to avoid less frequent steep fare increase or reductions in quality of service.   Service contracts should include financial incentives, in the form of a bonus/penalty system, in order to provide an inducement to increase the rider ship and the quality of service provided. Tenders should define not only the service required, but also quality.  Explore new forms of supply/procurement for the PBT system, for example, procurement of rolling stock (through leasing) and outsourcing of maintenance operations.  Enhance productivity, comfort and security in PBT system to attract commuters.   Adopt use of information technology (IT) to enhance efficiency and productivity. IT applications offer new opportunities for PBT which include:  e ticketing   communication with customers in general  (real time) time table information (iv) computer aided maintenance and control systems and;  GPS to track and monitor the operations of bus fleet  In order to promote PBT system, there is a need to reduce the incidence of indirect taxes but also harmonise motor vehicle tax (MVT) regime across States which is diverse due to differing vehicle classification, basis (per seat/type of route/distance etc) and rates. MVT being a State subject can be suitably addressed through an Empowered Committee of State Ministers of Transport.   The declining role of public transport vis-à-vis personalized mode of transport is also in part a reflection of underinvestment in public transport. Underinvestment over a sustained period has resulted in low and 13 unsatisfactory level of public transport services leading to a greater dependence on personalized mode. To promote much needed investment in the road public transport system there is urgent need to strengthen it with following  ensure availability of adequate funds towards fleet modernization of SRTUs so as to create world class PBT system;  upgrade bus infrastructure – bus terminals, stops;  identify routes for plying of stage carriages based on comprehensive route surveys;  promote road safety and  coordination with other modes   Provide assistance under centrally sponsored scheme “Strengthening Public Transport System in the Country” to all States/UTs subject to following conditions: preparation of detailed project report to access the facility,  adoption of competitive bidding for issue of permits for the passenger services,  identification and separation of profitable and non profitable routes;  issue of permits for the routes would be through competitive tendering: profitable routes would be awarded to highest bidder while non profitable would go to the lowest bidder in terms of subsidy/gap funding.  Offer product differentiation in bus passenger services (ordinary, semi-luxury, air conditioned etc) to serve different class of passengers. This will help in weaning away commuters from personalized mode and also help in raising fare collections.   Review of Road Transportation Act, 1950. This is urgently required in view of the changed economic environment with greater role for market forces and need to build competitive cost structures in non tradable services like passenger road transport.   SRTUs need to explore alternate institutional models which offer greater autonomy and flexibility from the point of view of commercial operations. This could be achieved if Road Transport Undertakings are incorporated under the Companies Act rather than Road Transportation Act, 1950.  Treat public transport at par with public utility services. Promoting passenger road connectivity to semi-urban and rural areas  Promote participation of private operators on non viable semi urban/rural routes through favourable policy regime. This could be achieved through following options : auctioning of combination of routes (which are a mix of profitable and non viable routes) to private operator(s) so as to enable them to compensate their losses on account of operation of non viable routes;  offering non viable routes to bidder 14 asking for lowest subsidy/financial support;  subjecting non viable routes to lower rates of taxation or permit fees and allowing alternate competing modes of passenger road transport. This could be achieved by granting mini bus permits on routes serving semi-urban and rural areas which are not adequately served by regular public transport. This policy has been successfully tried in  Tamil nadu Road Transport Regulator  To ensure level playing field for road passenger transport services, operating in public and private sector, there is a need for Independent Regulator in Road Transport Sector. Such independent Regulator should be provided with statutory authority, fixed service tenure with provision for removal on grounds of inappropriate act or incompetence. Besides, financial autonomy need to be provided through levy of fee on service providers. The Independent Transport Regulator at State level should be entrusted with the following task:  fix price band for different kinds of services in an objective and transparent manner;   Ensure service coverage across regions (including rural, remote and hilly areas) and provide mechanism for compensation for discharge of universal service obligations (provision of service on non-remunerative routes and remote rural sector);  benchmark quality of road passenger service;  impartially address various operational issues like access to terminals and other common infrastructure facilities to all operators and;  Promote competition to curb anti-competitive practices.  The Independent Transport Regulator could mandate ISO 9001-2000 Certification for the Transport Service Providers, consistent with reasonable tariff. The easy access of general public and NGOs to such a Regulator could ensure better compliance and better service to the users.  Promote Quality and Productivity of Goods Transport Barrier free movement  Barrier free movement of passenger and freight by road across the country is vital for promoting efficient economic development and growth. In India, Road freight carriers are stopped at State borders, checked for payment of taxes/levies on the goods carried and for compliance of various provisions of Motor Vehicle Rules.  Multiple and sequential checks conducted by various agencies result in manifold detentions. Detention of vehicles causes lower speed, loss of time, high fuel consumption and idling of vehicles, leading to under-utilization of transport capacity and adversely affecting their operational viability. Besides, it imposes economy wide costs which are not easy to assess. Better roads and faster speeds may be offset by Inter State Check Posts (ISCPs). Essentially the checks made at border posts aim to ensure that (a) Taxes in the State of destination have been paid on the goods being carried; (b)Trucks are not overloaded; (c)Trucks are being operated safely and;(d)Trucks are carrying valid papers.  The enormous economic cost imposed by the check post system has been vividly brought out in Grand Trunk Road Improvement Project (GTRIP, 2006). It shows that the present check post system leads to delays in road freight movement. The economic cost of such delay is estimated at a minimum of Rs. 3,200 Crore and a maximum of Rs. 4,300 Crore for the year 2004. The impact of various laws governing inter-state movement of passengers/ goods is accentuated by existing system marked by: Manual and segregated sales tax/VAT administration, vehicle registration records (license plate information), and segregated Driving License records system; non standardized vehicle registration plate location (on the vehicle) and; Regulatory and inspection functions still fully carried out by Government agencies.  Measures to ensure smooth passage of freight traffic x Use of intelligent transport system (ITS). ITS may be used for automation of the commercial and regulatory documentation that has to accompany 16 commercial vehicles and goods thereby substantially reducing the detention at check post; it can be used for electronic payment of various charges without stopping the vehicle enroute. Similar solution for many other causes of detention may be found through ITS.  Adopt concept of “Green Channel”. Freight with single destination accounts for a large proportion of consignment and is likely to go up with containerization. Such cargo by road could be accorded “Green Channel” treatment provided papers are prepared in advance and sent to the check post. Initially high value freight and sensitive commodities could be covered under “Green Channel”. Implementation of this proposal will also need some modifications to existing truck fleet, which can be locked/sealed and certified for the journey to their destination. Introduction of smart cards for vehicles registered, and driving license will be a pre requisite. Similarly development of national registers for vehicles and the traders, who are frequent users of check posts, will also be required.   Adopt “single Window clearance System”. It could be applicable for all authorized charges/clearances both at origin and at Check Posts. It may be achieved through the use of common software in a single Window Checking Facility, covering all major departments at Inter State Check Post on National Highways bordering adjoining States.  Rationalize discretionary powers vested with officials of Police and other departments, consistent with requirements of national security, law and order and important legal requirements.  National permit system: Facilitate payment of taxes of various states through epayment scheme so as to eliminate much of the problems like leakage, delayed remittance and fraud/forgery, currently facing the national permit system. Overloading  The available data shows that the Vehicle Damage Factor (VDF) on most of the National Highways is in the range of 10 to 12 for Northern India and 7 to 8 for the Southern part of the country. These values are more than the VDF of 4.5. Overloading adversely affects the pavement life, accelerates deterioration of pavement structure and also results in safety hazards. In order to contain the overloading prevailing VDF levels need to be brought down from 7 to 12 to 4.5 by the 17 end of 11th FY Plan. Existing enabling provisions in the MVA 1988 such as sections 113,114, 194, 199 and 200 are adequate but overloading persist due to inadequate enforcement. To eliminate the menace of overloading following steps needs to be undertaken.  Install WIM (Weigh-in-Motion) to identify violators and install Vehicle Overloading Management System (VOMS) which identify violators and provide the complete axle load spectrum plying on the road on high density corridors. The latter system may be considered for installation along National Highway at select locations to identify overloaded vehicles.  With a view to discourage overloading strict enforcement needs to be carried at the source of loading, viz. industries, mining areas, ports.  Mandatory off-loading of excess load at identified sites with appropriate charges. States to make available land at such sites for storage of the offloaded luggage at transporter/consigner’s risk.  Concessionaires under BOT should be encouraged to place VOMS to check the menace of overloading.  Discourage modifications (e.g. changing of tyre size, increasing number of leaf springs etc.) in goods transport vehicles by displaying/indicating such parameters in certificate of registration which would prevent overloading.  Promote use of MAVs through liberal issue of Inter-State/National permits.  Make carrying of freight in covered containers/carriages mandatory as per section 93(4) of Central Motor Vehicle Rule, 1989. Only specific commodities such as equipments, machineries including their parts etc. should be allowed to be loaded on open trucks.  Human Resource Requirements & Training  The total manpower requirement for the public passenger and freight road transport sector is estimated to grow from 17.9 million in 2007 to 24.7 million in 2012. It is noteworthy that more than three-fifth of the manpower requirement consists of drivers, of which almost four-fifth need to be absorbed in Goods Vehicles category. This clearly makes driver the most vital manpower resource in the road transport sector. The quality of drivers has a vital bearing on quality and productivity of 18 transport service specially, with respect to road safety, fuel economy, and efficiency of the sector. The existing provisions of Motor Vehicles Act, 1988 neither prescribe the requisite infrastructure, equipments etc. regarding driver training schools nor provide for inspection and supervision for quality control of these institutions. Therefore, expansion and improvement in driver training institutions is essential for promoting human resource development. This should encompass training of existing drivers as well as people aspiring to enter this profession. In this context, following initiatives need to be pursued Establishment of requisite driver training infrastructure across the country. A three tier structure for driver training schools/institutions is suggested:  Tier A: Premier driving training institutions with campus of 15 acres having training and evaluation tracks simulators etc. It is proposed to have one such driving school in each State and two in bigger States, based on vehicular population, area, etc.  Tier B: These would have essential evaluation tracks, be set up over 5 acres of land and assist local RTOs.  Tier C: Motor Driver Training Schools which do not come under ‘A’ and ‘B’ category. Such schools would be given time to upgrade their facilities to conform to revised norms. While category/tier ‘A’ institutions would be approved by DORTH on the recommendations of the respective State Governments, 'B' and ‘C’ category schools may be approved by States/RTOs.  Training School Standards Amendment of MV, Act, 1988 to provide for inspection of motor driving training schools and to ensure compliance with prescribed standards.  Refresher Training Course Driving License in respect of drivers of transport vehicles has to be renewed after every 3 years. ‘Refresher training course’ should be made mandatory for the drivers from such certified/model schools before renewal of license. These training Schools should be permitted to issue the “certificate of competence” on the basis of which Learner License/Driving License can be issued.  Driver Training Instructors Identification and financing of Industrial Training Institutions (ITIs) for imparting motor driving training as 'trade' so as to create a pool of competent driver training instructors. 19  Automation in Licensing Evaluation and issuance of driving license could be gradually made IT based, with reduced scope for both human subjectivity, and extraneous considerations.  Road Safety and Traffic Management,   India is undergoing a major change in the causes of mortality accompanied by a rapid motorization and urbanization. A negative externality associated with expansion in road network, motorization and urbanization in the country is the increase in the road related accidents. Accompanying this change is a gradual decline in communicable and infectious diseases due to effective health policy interventions and programmes and emergence of road traffic injuries (RTIs) as a major public health concern. Today RTIs are one of the leading causes of deaths, disabilities and hospitalizations with severe socioeconomic costs. In India around 4.4 lakh road accidents (one road accident every minute) resulting in death of 94,968 persons (one road accident death every 6 minutes) took place in the year 2005.  Cost of Road Accidents: Accidents carry high economic and social costs, which are not easy to measure. The cost of road related injuries and accidents can be viewed in terms of (a) medical costs (b) other cost related to administrative legal and police expenditure (c) collateral damage in terms of damage to property and motor vehicle and (d) loss due to income foregone arising out of absence from work or impairment/disability. Besides accident survivors often live poor quality of life and have to live with pain and suffering which are difficult to estimate. In economic terms, the cost of road crash injuries is estimated at roughly 1 % of gross national product (GNP) in low-income countries, 1.5 % in middle-income countries and 2 % in highincome countries. For India the socio-economic cost of road accidents in 1999-2000 was estimated at 3% of GDP.  Profile of Road Accidents: The total number of accidents reported by all the States/ Union Territories (UTs) in the year 2005 were 4, 39, 255 of which 83,491 or 19% of total accidents were fatal; the number of persons killed in the accidents were 94,968 (i.e. an average of one fatality per 4.6 accidents) and; the number of persons injured at 4, 65,282 exceeded total number of accidents (4, 39,255) in 2005. The proportion of fatal accidents in the total accidents has increased since 2001. The 20 severity of road accidents measured in terms of persons killed per 100 accidents has also increased from less than 20 in 2001 to 21.6 in 2005.   Occurrence of accidents is an outcome of interplay of a number of factors which among others include type of road users, colliding vehicles, environmental/road related factors (road geometry, design, visibility etc), vehicle related, nature of traffic management, composition and flow of road traffic and adherence/enforcement of road safety regulations. Higher exposure to road accident risk may be mitigated by behavioural standards (adherence to road safety regulations) and policy intervention (enforcement). The main thrust of accident prevention and control across the world has been on 4 E’s, viz. Education, Enforcement, Engineering and Environment and Emergency care of accident victims.  About 80% of the road accidents are caused due to the Driver’s negligence/fault. Improving Driver’s skill and behavior is vital for reduction in road related accidents and fatalities.   The drivers of heavy vehicle operate under inhospitable conditions which induce high levels of stress level and the possibility of accidents. There are no organized wayside amenities, maintenance and repair facilities and parking spaces along highways. There is need to initiate steps to ameliorate the conditions under which drivers and crews operate on Indian roads. To reduce the trauma and probability of death and disability associated with road accidents, curative measures in the nature of providing relief and evacuation to the accident victims are vital. Recognizing the vital importance of quick medical assistance and evacuation of road accident victims, National Highway Accident Relief Service Scheme has been initiated. The scheme provides for supply of cranes and ambulances to States/UTs/NGOs for relief, rescue and evacuation of accident victims to nearest medical aid centre and for clearing the accident site.  The Committee on Road Safety and Traffic Management has submitted its report to the Department of Road Transport and Highways. The Committee has recommended setting up of an apex multi member body called National Road Safety and Traffic Management Board (NRS&TMB) with regulatory, advisory, capacity building and research functions under an Act of the Parliament. Besides it has 21 envisaged setting up of State Road Safety and Traffic Management Board at the State level on the lines similar to NRS&TMB. The safety related activity would be financed by creating a National Road Safety Fund to which 1 per cent of the total cess on diesel and petrol would be made available. 50% of the fund would be used by NRS&TMB and remaining by States as per agreement with them.  Traffic Management: Congestion in large cities is unavoidable. The problem of congestion has to be addressed through a range of measures including improved system management, pricing and capacity expansion, applied in a tandem. Specific measures applied in isolation are likely to be less effective compared to a package of policies to address both supply and demand pressures. Road pricing enables traffic demand to be managed both spatially and temporally based on pay-as-you-use principle to control the movement of vehicles and ensure that congestion does not worsen. New electronic tolling systems make more complex time-sensitive applications easier. This can take the form of road tolls, congestion pricing, cordon fees, high-occupancy vehicle lanes, vehicle use fees and road-space rationing. Since charges are based on usage, those who contribute more to the congestion pay more and those who use the roads less frequently or who travel during non peak hours will pay less or need not pay at all. The National Urban Transport Policy outlines the directions in this regard for urban spaces.  Indiscriminate parking of trucks on highways and on carriageways of towns and cities encroaches upon space reserved for pedestrians, as well as for moving vehicles. Truck terminals/Transport Nagars need to be constructed outside the cities to ensure availability sufficient parking space to trucks. This would free the highway and carriageway space that is as of now encroached upon by parked trucks and promote free flow of vehicles on highways. Sustainable Road Transport Development  Social Sustainability: In rural areas, the poor are mainly dependent for their livelihood on their ability to produce and market agricultural products. Poor accessibility necessitates head loading of the goods to be moved. Also poor incur high costs in terms of time and money to gain access to employment, health services, education and other amenities. Increasing access to traded inputs (for example, fertilizers, seeds and equipment) and making it possible to transport 22 agricultural products to distant markets is the means whereby productivity and income of those dependent on agriculture can be enhanced. This transformation will also facilitate the development of non-agricultural activities in rural areas. In urban areas, the principal resource of the poor is their labor. Adequate and affordable transport to work is therefore critical.  One of the best ways to help the low income groups is to facilitate and improve non-motorized transport. The security and convenience of pedestrian should be protected and enhanced. Cycling can also act as an efficient complement as a local distributor, allowing wider stop spacing and higher corridor speeds and flows. Despite its potential, users of non-motorized transport (NMT) have been disadvantaged in various ways. Users of NMT are physically very vulnerable. This is particularly a consequence of the failure to separate motorized and non-motorized traffic, for example, by providing sidewalks for pedestrians and bike paths for cyclists. The growing emphasis on the complementary role of NMT and motorized transport in some of the developed countries to deal with environmental and efficiency problems is instructive for India as well.   Increased auto dependence tends to displace non-motorized transport and reduce the variety of public transport means available to the poor. The balance between modes of transport depends very heavily on income. In low income regions, both rural and urban transport is largely non-motorized. In medium-size towns in India, a significant proportion of trips are by non-motorized modes. The dominant mode of transport in small towns of low income States is the cycle or cycle rickshaws. Facilitating non-motorized transport not only fulfills the socially desirable objective of serving the cause of economically weaker segment of the society but is also environmentally friendly.   Environmental Sustainability: Climate change is principally the result of Green House Gas Emissions (GhG) emanating from carbon based energy consumption, or the burning of fossil fuels. Motorised transport is emerging as a significant contributor of carbon emissions. Vehicle fleets are doubling every 6-7 years. These prospects reinforce the urgency of producing cost effective GhG reduction solutions for transport.    For improvement in ambient air quality, there are three aspects namely fuel specifications, engine technology and better maintenance and fitness of in-use 23 motor vehicles. Quality/standards of fuel and engine technology greatly determine emission levels. This entails vehicle technological requirements in line with the global specifications, with implementation time frames that depend on fuel availability, among other considerations. Introducing tighter energy efficiency and emissions standards requires sufficient unleaded and low-sulfur fuel. If in-use vehicles do not receive maintenance that is adequate in quality and frequency, their emissions, will suffer. The emissions from on-road vehicles are being checked in a stand alone manner.    The norms for new vehicles are being constantly upgraded and with Bharat Stage (BS) II norms applicable for the entire country and BS-III norms already in force in the 11 mega cities. Keeping in view the proposed introduction of BS-IV emission norms there is need for clear and long term road map for facilitating smooth transition to lower emission norms. This calls for a well defined road map of transition to alternative fuels to facilitate technology up gradation and appropriate phasing of transition path/stages of emission norms.    Inspection and Certification: Ideally Inspection and Certification (I&C) regime should cover both safety and emission norms and combine both visual and automated tests. As I&C is a revenue generating and self sustaining activity, it would be appropriate that I&C is run by the private sector with Government acting as a regulator. Central Government could frame a regulatory structure specifying lists of tests to be conducted, items to be inspected, frequency of specified tests, vehicle inspection fees and defining criterion for selecting of private vehicle inspection centres. Provision for regular performance audit for these I&C Centres should also be made. To enhance the effectiveness of I&C process, registration/ insurance of vehicles should be linked to I&C. Selection of cities for I&C should be in conformity with Auto Fuel Policy. To begin with I&C may be introduced in 11 cities with focus on commercial vehicles (Delhi/NCR, Kolkotta, Bangalore, Ahmedabad, Pune, Kanpur, Mumbai, Chennai, Hyderabad, Surat and Agra). Vehicle repair workshops should also be subjected to certification.  The following steps can go a long way in effectively tackling of the environment and social impacts resulting from up gradation of road projects. (i) Promote the use of bio-fuels. (ii) Facilitate Non-motorised transport. 24 (iii) Set up a coordination body for I&C at the national level. (iv) Introduce ‘Green cess’ on older vehicle to discourage pollution and create a resource pool to enforce environmental discipline.  Technological up-gradation & Research & Development  There is an urgent need for the introduction of the new technology in the designs, engineering and construction methods as also carrying out surveys through remote sensing techniques particularly in the up gradation of the roads which are covered by the High Density Corridor. Use of machines to improve both the quality and speed of construction need to be pursued more vigorously. The possibility of creating equipment leasing companies need to be encouraged. Several new materials of road construction are also emerging such as polymer modified bitumen, geosynthetics etc. that would need to be encouraged depending upon the cost effectiveness.  There has been substantial induction of new technology in the personalized motor vehicles. However, in respect of trucks and buses, such technology up gradations have been somewhat slow. Moreover, the fabrication of bus body and the truck body has hitherto been virtually unregulated. The bus body code has been evolved and work on the same in respect of trucks is in progress. In order to implement these norms, a system of accreditation of body builders needs to be evolved.  It has been assessed that multi-axle vehicles save fuel up to the tune of 50% per tone km. Multi-axle vehicles are also more road-friendly as these put less stress on the road infrastructure. It can cover longer distance per day and has lower emissions per tone of load carried as compared to rigid vehicles. It is, therefore, necessary to apply differential taxation to encourage the use of multi-axle vehicles. There is need to promote use of low tare weight and heavy haul multi axle trucks, which are more fuel-efficient.  Intelligent Transport System (ITS) can increase the efficiency of existing transportation infrastructure. This is especially important where physical constraints preclude expansion of road network. ITS holds the promise of substantially increasing the capacity of existing infrastructure, thus avoiding the cost of new 25 construction and freeing funds for use for other pressing developmental needs. ITS is based on information technology. The main information resources of the ITS include real time traffic flow management, parking availability, vehicular traffic, and a basic geographic information system. ITS could be harnessed to monitor, respond and to evaluate continually the effectiveness of the transportation management system to provide optimal traffic flows at all times.  Cargo that uses more than one mode, sea-to-road or rail-to-road for example spends a lot of time stationary in depots or warehouses or at border checkpoints. Using vehicle ITS technologies in transport systems combined with electronic tagging and documentation, can greatly reduce waiting/transit times. Studies have shown that congestion on roads lead to increased emissions and fuel consumption. According to studies, ITS can reduce journey time and thereby facilitate savings. Applications like electronic toll collection that facilitate Automatic, contactless collection of tolls using surveillance methods and vehicle guidance and automated operations can contribute significantly to reducing delays. In the cities available technology can improve traffic management. Traffic signaling coordination can increase effective road capacity and increase speeds to levels at which emissions per vehicle mile are much lower. Traffic management can also protect environmentally sensitive areas or road user categories from vehicular traffic. Developments in electronics have reduced both initial equipment cost and maintenance needs.   R&D in Road Transport: There is a need for promoting R&D effort in this sector. Such R&D efforts may focus on various aspects pertinent to this sector like Futuristic Bus Body Design with emphasis on energy conservation and eco friendly material; Propulsion technology for use of hybrid cells, bio fuels, alternate energy; Development of appropriate transmission systems suitable for urban driving condition etc.  Data Issues related to Road Transport Sector  The Constitution of India has put Road Transport under List-II of Seventh Schedule thereby placing road transport primarily in the domain of State administration. Therefore availability of relevant data related to road transport sector depends on the efforts of the State Governments. Motor Vehicle Data The data available in India is for the number of registered vehicles which gives cumulative data of vehicles registered at the end of a period without accounting for decommissioned/scrapped vehicles. Worldwide it is the data on ‘vehicles in use’ that is used for the purpose of analysis, comparisons and policy prescriptions. ‘Vehicles in use’ is a better indicator of the number of vehicles plying on road and hence provides a better idea of traffic density as compared to that based on total registered vehicles.  The system of vehicle registration in the country needs to be modernized. Motor Vehicle Act provides for maintenance of State registers of motor vehicles. The system is decentralized in nature. Currently, significant time lag exists between consolidation and release of all India vehicle registration data. Keeping in view the time lag in reporting and existing gaps following is suggested  IT-based Centralized registry/depository of all information on motorized vehicles with each vehicle carrying a unique national identity number similar to PAN indicating year of production, class of vehicle, capacity, details of permit in case of goods vehicle. This would enable quick and easy access to data. Alternatively, make vehicle registration in major States/cities IT-based and ensure connectivity to concerned official agencies across the country.  State Transport Authorities should collect information on motor vehicles in terms of tax paying and non tax paying vehicles as well so as to capture the number of motorized vehicles in use. 27 Freight and Passenger movement by road. As of now there is no mechanism in place which would provide regular data on freight and haulage (Ton Kilometre-TKM) and; passengers and distance carried (Passenger Kilometre-PKM) by the private sector operators in road transport sector. No comprehensive data on freight movement is available to indicate origin, destination, type and size of freight carried on roads by motorized transport. It is therefore, recommended that:  There is a need for creating a mechanism for collection of information regarding freight movement by road covering lead, load and other relevant characteristics. The load factor needs to be further disaggregated in terms of broad commodity categories. The information so generated could be integrated through the use of IT to provide data for policy and analysis. In the interim, till the IT based system becomes operational, surveys could be undertaken by agencies such as NSSO.  There is complete lack of regular information on many parameters related to trucking industry like operational cost, cost of financing, vehicle technology, vintage, time and resources cost of detention of vehicles, turnaround time, distance traveled etc. This makes task of evaluation of trucking operations and related policy formulation difficult. Regular surveys at five yearly intervals on these parameters need to be undertaken.  Passenger movement by road transport is available for SRTUs but not for private buses. Passenger movement and related parameters by private bus operators need to be captured.  Commuter Surveys: Commuter surveys covering time and money spent on travel by road particularly in major metros which is vital for urban planning.  Time Motion Surveys: These could be undertaken to assess time spent on various activities related to document compliance/clearances at barriers to ascertain transaction costs faced by road freight/passenger industry 28 Road Sector Data  Comprehensive, accurate and up to date database is vital for planning, design, construction, implementation, maintenance and monitoring of road works. At present, database maintained for both central and state sectors roads suffers from inadequate coverage and time lag. Road sector data needs to be collected on a regular basis. There is a need to strengthen the database system for all roads including State Highways and Major District Roads. An institutional system for maintaining the database of road length, inventory of roads and bridges, traffic data, condition of roads and bridges, cost data, source of material, availability of manpower and details of contractors and consultants need to be developed.  Policy Statement In the sphere of road infrastructure Government will endeavor to augment road capacity by promoting:  Corridor Management Plan for major highways to address the concerns of ribbon development, encroachments, uncontrolled access and safety.  Way-side amenities, parking space etc, along highways under public private partnership (PPP) scheme.  PPP units at national and state level to disseminate information on PPP and render advisory services.  Government will strive to strengthen road maintenance activities:  Through Pavement Management System and Bridge Management System for proper up keep of road network.  By ensuring adequate availability of funds for maintenance of the nationally financed road infrastructure like highways and locally owned assets as well. To this end, a fixed share of Central Road Fund (say 10%) will be earmarked for maintenance of road network. Similarly, dedicated Fund for maintenance of roads at State level to be put in place. States may consider allocating 10 per cent of Motor Vehicle Tax and VAT collected on sale of vehicles to this dedicated Fund.  The Government will take steps to strengthen public road transport to facilitate access to essential socio economic services and provide affordable mobility through a package of measures which amongst others would include:  Provide fiscal incentives to Public Transport and facilitate harmonization of Motor Vehicle Tax among State / UTs.  Liberalize issue of stage carriage permits.  Use of information technology to enhance efficiency and productivity of public bus transport in particular.  Provision of assistance/funds to strengthen public transport system in States/UTs through centrally sponsored scheme. 30  Product differentiation in bus passenger services to serve different class of passengers to wean away commuters from personalized mode and raise fare box collection.  Review of Road Transportation Act, 1950 in view of the changed economic environment with greater role for market forces. Government will encourage SRTUs to explore alternate institutional models which offer greater autonomy and flexibility from the point of view of commercial operation.  Passenger road connectivity to semi urban and rural areas: Providing affordable mobility to people who do not have access to personalized mode and reside in rural and remote areas is an important objective of the Government. To this end, government will endeavor to encourage participation of private operators on nonviable rural/remote routes through:  Auctioning of combination of routes(which are a mix of profitable and non viable routes) to private operator(s) so as to enable them to compensate their losses on account of operation of non viable routes;  Offering non viable routes to bidder asking for lowest subsidy/financial support;  Subjecting non viable routes to lower rates of taxation or permit fees and allowing alternate competing modes of passenger road transport.  Independent Road Transport Regulator Government will facilitate setting up Independent Road Transport Regulator at State level with following functions in view of the liberalization and deregulation across various sectors of Indian economy.  Fix price band for different kinds of services in an objective and transparent manner.  Ensure service coverage across all regions and provide mechanism for compensation for non remunerative routes.  Benchmark quality/service standards for road passenger services.  Promote competition to curb anti competitive practices. Address/adjudicate operational issues like access to terminals/common infrastructure.  Government will facilitate smooth and seamless flow of freight movement by road across States/UTs so as to foster single barrier free domestic market through:  Use of intelligent transport system (ITS) for automation of the commercial and regulatory documentation that has to accompany commercial vehicles and goods and; electronic payment of various charges without stopping the vehicle enroute etc.  Devising “Green Channel” facility to high value/export cargo with single destination. Implementation of this proposal will need some modifications to existing truck fleet, which can be locked/sealed and certified for the journey to their destination.  Adoption of “single Window clearance System” for all authorized charges/clearances both at origin and at Check Posts.  Rationalization of discretionary powers vested with officials of various departments, consistent with requirements of national security, law and order and important legal requirements.  Creation of a web-based database of the vehicles having National Permits and adopting e-payment scheme for payment of taxes of various states so as to reduce the scope of revenue leakage, delayed remittance and malpractices plaguing the national permit system.  Government will make concerted efforts to curb the menace of Vehicle Overloading through:   Strict monitoring and enforcement of provisions relating to permissible weight. Vehicles carrying weight in excess of permissible limits to be off-loaded at load checking sites. States should make land available at such locations for storage of off-loaded goods at transporter/consigner’s risk.  To reduce the scope of human error in road accidents and to meet the human resource requirement and development of road transport sector the Government will:  Establish model driver training institutions across the country with requisite infrastructure support.  Put in place mechanism for inspection of motor driving training schools to ensure compliance with prescribed standards.  Make ‘refresher training course’ from certified/model schools mandatory before renewal of license for drivers of transport vehicles.  Identify and finance Industrial Training Institutions for imparting motor driving training as 'trade' so as to create a pool of competent driver training instructors.  Make evaluation and issuance of driving license IT based so as to reduce scope for subjectivity and extraneous considerations   The Government will spell out the institutional responsibilities of stake holders and measures to promote road Safety, traffic management and post-accident care through  Setting up of the National Road Safety and Traffic Management Board (NRS&TMB) with regulatory, advisory, capacity building and research functions under an Act of the Parliament along with State Road Safety and Traffic Management Board in the States on the lines similar to NRS&TMB to provide an institutional framework for a coordinated approach in the area of road accidents.  PPP in rescue, evacuation and trauma care of accident victims for effective delivery of emergency relief services.  Facilitate setting up Truck terminals outside the cities. This will result in quicker turnaround time of goods carriers and speedy loading/unloading of freight resulting in substantial efficiency gains in trucking operations and also help reduce traffic congestion.   Government will create a policy framework to foster sustainable road transport which is efficient in terms of resource use (fuel, road space etc), puts less strain on environment and affordable by encouraging:  Use of bio-fuels  Non-motorized transport (NMT) by making provision for NMT infrastructure on all roads, segregating motorized and non-motorized transport etc.  Inspection & Certification (I&C) regime under PPP with Government acting as a regulator which covers both safety & emission norms. To enhance the effectiveness of I&C process, registration/insurance of vehicles should be linked to I&C 33 IV. Create dedicated resource pool through levy of ‘green cess’ by States on the older vehicles which could be used to ensure compliance to environmental regulations.  Government will promote of R&D in transport Sector through:  Use of Intelligent Transport System for addressing the problems of transport sector.  Use of modern technology in construction and maintenance of road infrastructure as well as for rolling stock.  Closer collaboration with academia and industry to promote research and development in the sector and strengthening of the existing institutions involved in road transport research.   Government will help and assist States/UTs to enhance data collection, accessibility to facilitate planning, policy formulation and monitoring by:  Making vehicle registration IT based and creating a centralized registry/depository of all information on motorized vehicles. All the Regional Transport Authorities will to be computerized and networked.  II. Putting in place mechanism to generate economic data on road transport sector on a regular basis through electronic format. 34

CORPORATE SOCIAL RESPONSIBILITY POLICY Operating in a responsible and sustainable manner is important to (COMPANY NAME). While we run our business in line with the expectations of diverse global stakeholders, we also see corporate responsibility as a discipline that helps us manage risks and maximize on the opportunities available to us in a changing world. Our Corporate Governance Policies are intended to provide a framework for the governance of (COMPANY NAME) and adherence to our policies and related operating procedures is the responsibility of every (COMPANY NAME) Director, Officer and Employee. We are committed to understanding, monitoring and managing our social, environmental and economic impact to enable us to contribute to society’s wider goal of sustainable development. This commitment is deeply ingrained in our core values and we aim to demonstrate these responsibilities through our actions and within our corporate policies. At (COMPANY NAME), we define Corporate Social Responsibility as follows: • Conducting business in a socially responsible and ethical manner; • Protecting the environment and the safety of people; • Supporting human rights; and • Engaging, learning from, respecting and supporting the communities and cultures within which we work. In alignment with our Statement on Business Conduct and Ethics, (COMPANY NAME) will ensure that all matters of Corporate Social Responsibility are considered and supported in our operations and administrative matters and are consistent with (COMPANY NAME) stakeholders’ best interests. (COMPANY NAME) is committed to being recognized as a leader in the field of Corporate Social Responsibility and recognizes that in doing so, we will add significant value for our shareholders. This Policy applies to activities undertaken by or on behalf of (COMPANY NAME), Inc. All (COMPANY NAME) employees, suppliers and contractors are to adopt the Corporate Social Responsibility considerations described in this policy into their day-to-day work activities. (COMPANY NAME) leaders are to act as role models by incorporating these considerations into decision making in all business activities. (COMPANY NAME) leaders are to ensure that appropriate organizational structures are in place to effectively identify, monitor, and manage Corporate Social Responsibility issues and performance relevant to our business. This Policy is built on the following areas that reflect existing and emerging standards of Corporate Social Responsibility: Business Ethics and Transparency (COMPANY NAME) is committed to maintaining the highest standards of integrity and corporate governance practices in order to maintain excellence in its daily operations, and to promote confidence in its governance systems. (COMPANY NAME) will conduct its business in an open, honest, and ethical manner. (COMPANY NAME) recognizes the importance of protecting all of our human, financial, physical, informational, social, environmental, and reputational assets. (COMPANY NAME) will advise its partners, contractors, and suppliers of its Corporate Social Responsibility Policy, and will work with them to achieve consistency with this policy. (COMPANY NAME) is committed to measuring, auditing and tracking the performance of its Corporate Social Responsibility programs. Environment Health & Safety (COMPANY NAME) is committed to protecting the health and safety of all individuals affected by our activities, including our employees, contractors and the public. (COMPANY NAME) will provide a safe and healthy working environment, and will not compromise the health and safety of any individual. Our goal is to have no accidents and mitigate impacts on the environment by working with our stakeholders, peers and others to promote responsible environmental practices and continuous improvement. (COMPANY NAME) is committed to environmental protection and stewardship. (COMPANY NAME) recognizes that pollution prevention, biodiversity and resource conservation are key to a sustainable environment, and will effectively integrate these concepts into its business decision-making. All employees and contractors are responsible and accountable for contributing to a safe working environment, for fostering safe working attitudes, and for operating in an environmentally responsible manner.  Stakeholder Relations As a global supplier to customers worldwide, (COMPANY NAME) operates across a diverse range of cultures and international markets. We are proud of our commitment to apply fair labor practices, while respecting the national and local laws of the countries and communities where we operate and are committed to providing equal opportunity in all aspects of employment. We do not engage in or tolerate unlawful workplace conduct, including (COMPANY NAME) works with our suppliers to help them treat their workers and employees fairly and with dignity and respect, maintain safe working conditions, and conduct manufacturing activities in an environmentally safe and responsible manner. (COMPANY NAME) does not tolerate human rights abuses, human trafficking and/or slavery, and will not engage or be complicit in any activity that solicits or encourages human rights abuse. As part of this endeavor, we actively manage a Supplier Management Procedure. Community Involvement (COMPANY NAME) strives to understand and respect the cultural values and laws wherever we operate. We actively support initiatives in those communities where our employees live and work. This commitment is visible in our contributions of financial, equipment and volunteer support. We encourage our employees to contribute time and energy in leadership and other roles in community organizations. Download PDF Document In English. (Rs.30/-)

PAYROLL ADVANCE POLICY Policy brief & purpose Our payroll advance policy describes our terms for advancing pay to our employees as an emergency short-term loan. Scope This policy applies to all of our permanent full-time or part-time employees regardless of position. Temporary employees who have contracts that span more than [ one year ] may also be included in this policy. Policy elements “Payroll advance” refers to employees receiving a portion of their pay before their next normal payday. This doesn’t include any money paid to the employee for relocation or work-related expenses. Our company isn’t obliged to pay employees in advance. We may choose to do so if employees have legitimate reasons. Conditions for requesting a payroll advance Employees can ask for a pay advance if they: Have completed their probation period. Have not taken any other company-sponsored loan. Have not asked for a pay advance in the past [ six months .] These conditions apply to all eligible employees without discrimination against protected characteristics, rank or position. Employees should have a legitimate reason to ask for advance pay, usually an unexpected or unavoidable occurrence. Examples of such reasons are having to pay for: [ Family or personal emergencies (e.g. being victims of a robbery or fire, having to pay funeral fees) ] [ Hospital bills not covered by medical insurance ] [ Car repairs not covered by insurance ] Our company may make payments on behalf of the employee when applicable (e.g. utility, credit card or mortgage bill) instead of giving them the pay advance directly. Examples of non-legitimate reasons are: [ Taking a planned vacation ] [ Entertainment expenses ] [ Gambling ] [ Fines ] Payroll advance terms The minimum advance pay is [ half of employees’ monthly net pay ] and can not exceed [ 80% of employees’ monthly net pay .] If employees find themselves in need of more frequent or larger pay advances than they are allowed, they should discuss the situation with their [ Department and HR Director .] Management may decide to make exceptions on a case-by-case basis. We will deduct the amount of the advance pay from an employee’s future paychecks. This may mean: Deducting the full amount from their next paycheck. Repaying the amount in small installments out of a number of future paychecks. The repayment terms must be in writing and signed by employees. Repayment terms will comply with the law if it places restrictions on the deductible amount or if it prohibits paycheck deductions altogether. We will not charge any administrative fees or interest. If an employee resigns or is terminated before they repay their payroll advance, HR is responsible for reaching a new agreement with the employee or deducting the entire remaining amount from the final paycheck. Any relevant legal requirements (whether national or local) must be followed. Payroll advance agreements Employees who want to request a payroll advance should ask for HR for an official form. They must: Indicate their reasons for filing the form. State the amount of money they want to receive in advance. Sign to accept this policy’s terms. This procedure must be followed: Employees should submit the form to their Department Head (or HR if their Department Head is unavailable.) The Department Head should first review the form. If they approve, they must sign the form and submit it to HR and [ Finance Director .] HR and the [ Finance Director ] must also review the form and decide whether to grant the employee’s request within [ two days ] of receiving the form. If they approve, HR must create an agreement form on pay advance and repayment terms taking any applicable taxes into account. This agreement must be signed by HR, the [ Finance Director ] and the employee and include relevant dates. HR must forward the signed agreement to the accounting department. The accounting department must give employees their advanced pay through check, cash or bank transfer within [two days] since receiving the form. If the request is denied, the [ manager/HR ] must inform that employee within one business day. Download PDF Document In English. (Rs.30/-)

Company Cell Phone Policy The  [company name]  cell phone policy offers general guidelines for using personal and company cell phones during work hours. The purpose of this policy is to help us all get the most out of the advantages cell phones offer our company while minimizing distractions, accidents, and frustrations improper cell phone use can cause. This policy applies to all  [company name]  employees. Cell Phone Use Guidelines: The following are  [company name] 's basic guidelines for proper employee cell phone use during work hours. In general, cell phones should not be used when they could pose a security or safety risk, or when they distract from work tasks: Never use a cell phone while driving. Never use a cell phone while operating equipment. Do not use cell phones for surfing the internet or gaming during work hours. Avoid using work cell phones for personal tasks. Avoid using personal cell phones for work tasks. Do not use cell phones during meetings. Do not use cell phones to record confidential information. We realize the cell phones can be great tools for our employees. We encourage employees to use cell phones when: For making or receiving work calls in the appropriate place and situation to do so. For other work-related communication, such as text messaging or emailing in appropriate places and situations. To schedule and keep track of appointments. To carry out work-related research. To keep track of work tasks. To keep track of work contacts. Disciplinary Action: Improper use of cell phones may result in disciplinary action. Continued use of cell phones at inappropriate times or in ways that distract from work may lead to having cell phone privileges revoked.  Cell phone usage for illegal or dangerous activity, for purposes of harassment, or in ways that violate the company confidentiality policy may result in employee termination. Download PDF Document In English. (Rs.20/-)

FORM NO. 36 ORDER REQUIRING PRODUCTION IN COURT OF PERSON IN PRISON FOR ANSWERING TO CHARGE OF OFFENCE ( See  Section 267) To, The Officer in charge of the Jail at Whereas the attendance of (name of prisoner) at present confined/detained in the above-mentioned prison, is required, in this Court to answer to a charge of (state shortly the offence charged) or for the purpose of a proceeding (state shortly the particulars of the proceeding) ; You are hereby required to produce the said........................ under safe and sure conduct before this Court.................. on the.............. day of....................20............... by ............ A.M. there to answer to the said charge, or for the purpose of the said proceeding, and after this Court has dispensed with his further attendance, cause him to be conveyed under safe and sure conduct back to the said prison. And you are further required to inform the said             of the contents of this order and deliver to him the attached copy thereof. Dated, this ............................. day of ..................., 20...   (Signature) (Seal of the Court) Countersigned.   (Signature) (Seal) Download Word Document In English. (Rs.15/-) Download PDF Document In Hindi. (Rs.15/-)

Performance Appraisal and Salary Review Policy Purpose The performance appraisal process provides a means for discussing, planning and reviewing the performance of each employee. Performance appraisals influence salaries, promotions and transfers, and it is critical that supervisors are objective in conducting performance reviews and in assigning overall performance ratings. Eligibility All full- and part-time employees are provided an annual performance review and consideration for merit pay increases as warranted. Performance Review Schedule Performance appraisals are conducted [ annually/quarterly/semiannually ] on [ an   established focal date each year  / dates announced by HR ]. Each [ Company Name ] manager is responsible for the timely and equitable assessment of the performance and contribution of subordinate employees. Salary Increases A performance appraisal does not always result in an automatic salary increase. The employee’s overall performance and salary level relative to position responsibilities must be evaluated to determine whether a salary increase is warranted. Out-of-cycle salary increases must be preapproved by the department manager, human resource (HR) director and [ Company Name ] president. Salary Equity Reviews A manager may request an analysis of an employee’s salary at any time the manager deems appropriate. This request should be made to the HR director, who will review the employee’s salary in comparison to other employees in comparable positions and within the guidelines of [ Company Name ]’s compensation policy. Processes HR will establish the format and timing of all review processes. The completed evaluations will be retained in the employee’s personnel file. Salary increase requests must be supported by a performance appraisal for salary change processing. Managers may not discuss any proposed action with the employee until all written approvals are obtained. HR will review all salary increase/adjustment requests to ensure compliance with company policy and that they fall within the provided guidelines. The HR director has the right to change, modify or approve exceptions to this policy at any time with or without notice. Download PDF Document In English. (Rs.20/-)

Sexual harassment policy “Company Name “is an equal employment opportunity company and is committed to creating a healthy working environment that enables employees to work without fear of prejudice, gender bias, and sexual harassment. The Company also believes that all employees of the Company have the right to be treated with dignity. Sexual harassment at the workplace or other than work if involving employees is a grave offense and is, therefore, punishable. Definition The term Sexual Harassment is defined in Section 2 (n) of the ‘Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013’ as any one or more of the following unwelcome acts or behavior (whether directly or by implication) namely:- Physical contact or advances; or A demand or request for sexual favors; or Making sexually colored remarks; or Showing pornography; or Any other unwelcome physical, verbal or nonverbal conduct of sexual nature; Section 3 (2) states that the following circumstances among other circumstances if it occurs or is present about any act or behavior of sexual harassment may amount to sexual harassment: Implied or explicit promise of preferential treatment in her employment; or Implied or explicit threat of detrimental treatment in her employment; or Implied or explicit threat about present or future employment; or Interference with her work or creating an intimidating or offensive or hostile work     environment for her; or Humiliating treatment likely to affect her health or safety.   A simpler understanding of the term sexual harassment consists of any physical or verbal behavior and any form of communication that has unnecessary, improper or unwelcome sexual connotations. Sexual harassment may vary in form depending on circumstances. It may consist of, but not be limited to, any of the following: Unwelcome sexual advances, requests for sexual favors, display of sexual visuals, sexual     audios, pornographic or obscene material and any other verbal or physical conduct of a     sexual nature Transmitting any message, by mail, telephone, e-mail, etc. which is obscene, lewd, suggestive or blatantly sexual Any explicit or implicit communication wherein a sexual favor or demand, whether by words or actions, is made a condition for an individual’s employment, career progress, promotion, etc. thereby creating a hostile environment. Sexually charged jokes or remarks and behavior which have sexually-oriented innuendoes   A consistent pattern of unnecessary physical contact, staring or targeting unreasonable attention at an individual in day to day dealings Any pervasive pattern of behavior which makes employees uncomfortable, insecure or feel humiliated or disadvantaged based on gender differentiation  Actual sexual assault.  As mentioned above, this is an indicative but not an exhaustive list of possible forms of sexual harassment.  This policy is to prohibit and deter any employee/ staff employed with the Company any form advancing any form of sexual harassment in the way employees behave with each other. This applies equally to relations between superiors and subordinates as well as between peers. Any incident of sexual harassment will be viewed with extreme seriousness. A complaint or report of sexual harassment will be immediately investigated and appropriate action will be taken against the offending employee or employees. For every incident of Sexual Harassment, the accused/ respondent shall be prosecuted under the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (hereinafter referred to as ‘the Act’) and such other laws enforced in India at the time of the commission of the offense.  Internal Committee The Company at this moment constitutes an Internal Complaints Committee (from now on referred to as  ‘Committee’) as required under section 4 of the Act. The Committee has been established to  ensure that any incidence of sexual harassment is dealt with appropriately, sensitively and expeditiously ; Internal Complaints Committee for Sexual Harassment comprises of  Presiding Officer: A woman employed at a senior level in the organization or workplace  At least 2 members from amongst employees, committed to the cause of women and or having the legal knowledge  One external member, familiar with the issues relating to sexual harassment  At least one-half of the total members is women  The committee is responsible for:  Receiving complaints of sexual harassment at the workplace  Initiating and conducting an inquiry as per the established procedure  Submitting findings and recommendations of inquiries  Coordinating with the employer in implementing appropriate action  Maintaining strict confidentiality throughout the process as per established guidelines  Submitting annual reports in the prescribed format  Process for dealing with incidents of sexual harassment Any employee who experiences sexual harassment may make a complaint reporting the incidence of Sexual Harassment in writing to the Committee. In case the employee is unable to report the said incident in writing, the committee member shall render all the necessary resources & support to the aggrieved employee to make the complaint in writing. The Contents of the said complaint should narrate the incident of Sexual Harassment and should also contain the name and details of the accused employee. The aggrieved employee shall report the said incident within a period of three months from the date of the last incident. The Committee may before initiating an inquiry and at the request of the aggrieved person take steps to settle the matter between her and the accused, provided that the settlement shall be in form of conciliation and not monetary settlement. On arriving at a settlement, the settlement shall be formally recorded and shall be forwarded to the employer, the parties to the conciliation and the Committee. On failing conciliation, the Committee will immediately arrange to fully investigate all relevant details of the matter. It will do so with all possible care, sensitivity and discretion in protecting the sensibilities of the affected employee. The employee or employees, who have allegedly committed the offense, would be given all reasonable opportunity to be heard by the Committee.  The result of this investigation will be formally recorded and communicated to the Director, along with a recommendation for appropriate action. The Committee will normally complete this process and make its first formal recommendation within 15 days after receiving the complaint unless there are exceptional circumstances.  In the case of a multi location context, one of the committee members may travel to the location in question as is required to ascertain the facts based on which the committee would discuss and assess the complaint in question. Necessary action will then be taken with regard to the offending employee or employees based on the circumstances and seriousness of the offense. Where the company is legally advised that any such incident constitutes a criminal offense, the company will inform the relevant authority, provide full details and request appropriate action. If the aggrieved employee directly takes any action, against the offending employee, either civil or criminal, the Committee, on becoming aware of such action by the aggrieved employee, shall be entitled to, suo moto, start the internal inquiry/ investigation and recommend appropriate action.   The company will ensure that the career interests of the complainant are not adversely affected by the individual having drawn attention to such an offense. In order to ensure that this important matter is not trivialized, any complaint, which, in the opinion of the Committee, is blatantly false or frivolous or has been motivated by, reasons that are clearly unconnected with gender issues, would be viewed very seriously by the company   and an appropriate action shall be taken against such complainants.      If the Committee receives an anonymous reference related to sexual harassment, it will draw the attention of the senior executives concerned with the relevant business or location. The matter will be fully examined by the concerned senior management and its conclusions and plans for necessary action will be communicated to the Committee. Heads of departments and Senior Managers at all company locations will also be expected to be sensitive to any circumstances or behavior among their colleagues which appear to go against the company policy on this matter. In case they become aware of any such incidence, they will immediately inform the head of the Committee and take appropriate action as advised. -------------------- Download PDF Document In English. (Rs.40/-)

INTERNAL JOB POSTING POLICY (Company Name) encourages promotions from within the company. Qualifications, past performance, ability and seniority of all those interested will be considered in the selection process. When a job vacancy occurs, employees may follow the job requisition process to indicate their interest in being considered for the vacant position. Recruitment for a position occurs internally and externally simultaneously. When a vacancy occurs at a department and an employee of that department meets the minimum qualifications, the employee may be promoted/reclassified and the job bid process may be waived. When a vacancy occurs at a department and an employee of another department meets the minimum qualifications, the employee may be transferred/promoted/reclassified and in this instance the job requisition process may also be waived. It is intended that the job requisition process will be used as often as practicable as a means of filling vacant positions. Human Resources will be responsible for ensuring compliance with this policy and procedure. Eligibility Staff members who have completed their introductory period in their current positions are eligible to apply for a posted position under this procedure. Any exceptions to the eligibility requirements must be approved by the Regional Department Manager. Postings All vacant positions will be posted in company website Now under the Company News and Announcements section on the home page. More details regarding the vacant position will be available upon requests made to Human Resource by any interested employee. Vacancies of all positions will be posted unless it is determined to be in the best interest of the company to waive the posting period. Examples of such waivers include placement of displaced employees that are coming back from leave, portfolio reorganizations and vacancies within 90 days of filling a position when hiring managers want to consider original applicant pool candidates. All posting waivers must be approved by the Regional Department Manager. Human Resources will be responsible for adding and removing vacant position postings on the website. Job Requisition Process Employees who are interested in filling a vacant position must complete a Requisition Form (available on the website) and submit to Human Resources. Requisition forms will be forwarded to hiring manager along with any performance reviews if the interested employee’s file. All employees who meet the requirements and complete a requisition form will be interviewed by the hiring manager for the vacant position they applied for. Hiring managers will be required to inform Human Resources of their final candidate selections. If a current employee is selected as the final candidate, the hiring manager will need to complete a Personnel Action Form (PAF) to process the employee’s transfers, reclassification. Employees who are not selected as a final candidate, will be notified in writing by Human Resources. All final decisions are at the discretion of hiring manager or senior management without limitation. Download PDF Document In English. (Rs.20/-)

POLICY ON PROBATION AND CONFIRMATION Download PDF Document In English. (Rs.35/-) PROBATION A person is appointed on probation in order to assess his suitability for absorption in the service to which he has been appointed. Probation should not, therefore, be treated as a mere formality. No formal declaration shall be necessary in respect of appointment on probation. The appointing authority may declare successful completion or extend the period of probation or terminate the services of a temporary employee on probation, on the basis of evaluation of performance. Probation is prescribed when there is direct recruitment, promotion from one Group to another or for officers re-employed before the age of superannuation. The probation shall stand successfully completed upon issue of orders in writing. It is, however, not desirable that a Government servant should be kept on probation for long periods. Instead of treating probation as a formality, the existing powers to discharge probationers should be systematically and vigorously used so that the necessity of dispensing with the services of employees at later stages may arise only rarely. Concentration of attention on the probationer's ability to pass the probationary or the departmental examination, if applicable, should be an essential part of the qualification for confirmation but there should be a very careful assessment of the outlook, character and aptitude for the kind of work that has to be done in the service before a probationer is confirmed. 5.  A probationer should be given an opportunity to work under more than one officer during this period and reports of his work may be obtained from each one of those officers. The probation reports for the whole period may then be considered by a Board of senior officers for determining whether the probationer concerned is fit to be confirmed in service. For this purpose, separate forms of report should be used, which are distinct from the usual Annual Performance Appraisal Report (APAR) forms. The probation period reports, unlike APAR, are written to help the supervising officer to concentrate on the special needs of probation and to decide whether the work and conduct of the officer during the period of probation or the extended period of probation are satisfactory enough to warrant his further retention in service or post. The probation period reports thus do not serve the purpose for which the APARs are written and vice versa. Therefore, in the case of all probationers or officers on probation, separate probation period reports should be written in addition to the usual APARs for the period of probation. 6. Save for exceptional reasons, probation should not be extended for more than a year and in no circumstance an employee should be kept on probation for more than double the normal period. 7. A probationer, who is not making satisfactory progress, should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement. This can be done by giving a written warning to the effect that his general performance has not been such as to justify his confirmation and that, unless he shows substantial improvement within a specified period, the question of discharging him would have to be considered. Even though this is not required by the rules, discharge from the service being a severe, final and irrevocable step, the probationer should be given an opportunity before taking the  drastic step of discharge. 8. During the period of probation, or any extension thereof, candidates may be required by the Government to undergo such courses of training and instructions and to pass examinations, and tests (including examination in Hindi) as the Government may deem fit, as a condition for the satisfactory completion of probation. MANDATORY INDUCTION TRAINING 9.In all cases of direct recruitment there should be a mandatory induction training of at least two weeks duration. Successful completion of the training may be made a pre-requisite for completion of probation. The syllabus for the training may be prescribed by the Cadre authorities in consultation with the Training Division of DOPT. The recruitment rules for all posts, wherever such a provision does not already exist, may be amended to provide for such mandatory training. Till such time as the Recruitment Rules are amended, a clause on the above lines may be included in the offer of appointment. PERIOD OF PROBATION 10. The period of probation is prescribed for different posts/ services in Central Government on the following lines: Sr.No .  Method of appointment Period of Probation PROMOTION 1. Promotion from one grade to another but within the same group of posts e.g. from Group 'Ct to Group 'C No probation. 2. Promotion from one Group to another e.g. Group 1B' to Group 'At The period of probation prescribed for the direct recruitment to the higher post. If no period is prescribed then it should be 2 years. DIRECT RECRUITMENT 3. For direct recruitment to posts except clause (ii) below For direct recruitment to posts carrying a Grade Pay of Rs. 7600 or above or to the posts to which the maximum age limit is 35 years or above and where no training is involved Note: Training includes 'on the job' or 'Institution training' 2 years 1 year 4. Officers re-employed before the age of superannuation 2 years 5. Appointment on contract basis, tenure basis, re-employment after superannuation and absorption No probation. (A) DIRECT RECRUITMENT TO ANOTHER POST IN SAME OR DIFFERENT DEPARTMENT If a Government servant is appointed to another post by direct recruitment either in the same department or a different department, it may be necessary to consider him for confirmation in the new post in which he has been appointed by direct recruitment irrespective of the fact that the officer was holding the earlier post on a substantive basis. Further confirmation in the new entry grade becomes necessary because the new post may not be in the same line or discipline as the old post in which he has been confirmed and the fact that he was considered suitable for continuance in the old post (which was the basis for his confirmation in that post) would not automatically make him suitable for continuance or confirmation in the new post, , the job requirements of which may be quite different from those of the old post. (B) PROMOTION (i). Persons who are inducted into a new service through promotion shall also be placed on probation. There shall be no probation on promotion from one grade to another but within the same group of posts, except when the promotion involves a change in the Group of posts in the same service, e.g., promotion from Group 'B' to Group 'A' in which case the probation would be for the prescribed period. (ii) Consequent upon the decision of delinking confirmation from the availability of permanent posts it was also decided that if the recruitment rules do not prescribe any probation, an officer appointed/ promoted on regular basis (after following the prescribed DPC procedure, etc.) will have all the benefits that a person confirmed in that grade would have. LEAVE TO PROBATIONER, A PERSON ON PROBATION A probationer shall be entitled to leave under provision of the Rule 33 of the CCS (Leave) Rules, 1972. If, for any reason, it is proposed to terminate the services of the probationer any leave which may be granted to him shall not extend;  beyond the date on which the probationary period as already sanctioned or extended, expires, or beyond any earlier date on which his services are terminated by the orders of an authority competent to appoint him. A person appointed to a post on probation shall be entitled to leave under these rules as a temporary or a permanent Government servant according as his appointment is against a temporary or a permanent post; Provided that where such person already holds a lien on a permanent post before such appointment, he shall be entitled to leave under these rules as a permanent Government servant. As far as the matter of Child Care Leave to probationers is concerned, CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied regarding the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal. Further the other provisions contained in Rule 43-C of the CCS (Leave) Rules, 1972 will also apply. Joining Time is granted to Government servants on transfer in public interest. The period of joining time availed by a probationer on return from leave should be counted towards the prescribed period of probation if but for the leave, he would have continued to officiate in the post to which he was appointed. EXTENSION OF PROBATION PERIOD If during the period of probation, a probationer has not undergone the requisite training course or passed the requisite departmental exarninations prescribed (proficiency in Hindi, etc.), if any, the period of probation may be extended by such period or periods as may be necessary, subject to the condition that the total period of probation does not exceed double the prescribed period of probation. If the Appointing Authority thinks it fit, they may extend the period of probation of a Government servant by a specified period but the total period of probation should not exceed double the normal period. In such cases, periodic reviews should be done and extension should not be done for a long period at a time. Where a probationer who has completed the period of probation to the satisfaction of the Central Government is required to be confirmed, he shall be confirmed in the Service/ Post at the end of his period of probation, having completed the probation satisfactorily. Some employees are not able to complete the probation on account of availing leave for long duration during probation period. In such cases if an employee does not complete 75% of the total duration prescribed for probation on account of availing any kind of leave as permissible to a probationer under the Rules, his/ her probation period may be extended by the length of the leave availed, but not exceeding double the prescribed period of probation. TERMINATION OF PROBATION The decision whether an employee should be confirmed or his probation be extended should be taken soon after the expiry of the initial probationary period that is within six to eight weeks, and communicated in writing to the employee together with reasons, in case of extension. A probationer who is not making satisfactory progress or who shows himself to be inadequate for the service in any way should be informed of his shortcomings well before the expiry of the original probationary period so that he can make special efforts at self-improvement. On the expiry of the period of probation, steps should be taken to obtain the assessment reports on the probationer so as to: - (i). Confirm the probationer/ issue orders regarding satisfactory termination of probation, as the case may be, if the probation has been completed to the satisfaction of the competent authority; or (ii) Extend the period of probation or discharge the probationer or terminate the services of the probationer as the case may be, in accordance with the relevant rules and orders, if the probationer has not completed the period of probation satisfactorily. In order to ensure that delays do not occur in confirmation, timely action must be initiated in advance so that the time limit is adhered to. If it appears to the Appointing Authority, at any time, during or at the end of the period of probation that a Government servant has not made sufficient use of his opportunities or is not making satisfactory progress, the Appointing Authority may revert him to the post held substantively by him immediately preceding his appointment, provided he holds a lien thereon or in other cases may discharge or terminate him from service. A Probationer reverted or discharged from service during or at the end of the period of probation shall not be entitled to any compensation. CONFIRMATION Confirmation is de- linked from the availability of permanent vacancy in the grade. In other words, an officer who has successfully completed the probation, as prescribed under relevant rules, may be considered for confirmation. Consequent upon the above decision of delinking confirmation from the availability of permanent posts, it emerges that confirmation will be done only once in the service of an officer which will be in the entry grade post/ service/cadre provided further confirmation shall be necessary when there is fresh entry subsequently in any other post/ service/ cadre by way of direct recruitment or otherwise. A specific order of confirmation should be issued when the case is cleared from all angles. If, during the period of probation or any extension thereof, as the case may be, the Government is of the opinion that an officer is not fit for permanent appointment, the Government may either discharge or revert the officer to the post held by him prior to his appointment in the service, as the case may be. Where probation on promotion is prescribed, the appointing authority will on completion of the prescribed period of probation assess the work and conduct of the officer himself and in case the conclusion is that the officer is fit to hold the higher grade, he will pass an order declaring that the person concerned has successfully completed the probation. If the appointing authority considers. that the work of the officer has not been satisfactory or needs to be watched for some more time he may revert him to the post/ service/cadre from which he was promoted, or extend the period of probation, as the case may be. There should be no hesitation to revert a person to the post or grade from which he was promoted if the work of the officer during probation has not been satisfactory. The date from which confirmation should be given effect is the date following the date of satisfactory completion of the prescribed period of probation or the extended period of probation, as the case may be. The decision to confirm the probationer or to extend the period of probation as the case may be should be communicated to the probationer normally within 6 to 8 weeks. Probation should not be extended for more than a year and, in no circumstance, an employee should be kept on probation for more than double the normal prescribed period of probation. The officer will be deemed to have successfully completed the probation period if no order confirming, discharging or reverting the officer is issued within eight weeks after expiry of double the normal period of prescribed probation. A Government servant appointed by transfer would duly have been confirmed in the earlier post. In such a case further confirmation in the new post would not be necessary and he could be treated as permanent in the new post. However, where a Government servant who has not already been confirmed in the old post is appointed by transfer, it would be necessary to confirm him in the new post. In such cases, he may be considered for confirmation after watching him for two years. During that period of two years, the officer would earn two reports in the new grade and the DPC may consider his case for confirmation on the basis of these APARs.

EMPLOYEE HANDBOOK Table Of Contents 1 Introduction 3 2 Joining Formalities 4 Personal Particulars: 4 3 Work Culture 5 Xyz’s Mission 5 Working Hours / Work Week 5 Smoking Policy 5 4 Job Grades And Designations 6 Job Grades / Designations 6 5 Terms Of Employment 7 Probation 7 6 Leave And Holidays 9 Purpose And Overall Policy 9 Accounting Year 9 Leave Sanctioning Authority 9 Privileged Leave (Pl) 10 Casual Leave  / Sick Leave (Cl/Sl) 10 Maternity Leave (Ml) 11 Holidays 12 7 Compensation, Benefits & Reimbursements 13 Payroll Date 13 Compensation & Benefits Components 13 Basic Salary 13 House Rent Allowance 13 Conveyance Allowance 14 Medical Reimbursements 14 Provident Fund Allowance (Pf) 15 Other Allowances 15 Performance Pay 15 Annual Salary Revision 15 Deduction Of Tax At Source From Salary (Tds) 16 Employee Insurance 16 Reimbursements 16 8 Official Travel 18 Local Travel 18 Domestic Travel 18 Foreign Travel 18 9 Purchase Of Material /Services 20 10 Leaving Formalities 21   Termination Of Services 21   General Policy 22   Gratuity 22   Service Certificate 22 11 Social Media And Social Networking Introduction This Employee Handbook has been prepared to help you get familiar with        the key policies, benefits, regulations and codes of conduct at XYZ. We hope       this handbook will be useful and will help you plan and enjoy the benefits        and opportunities that XYZ provides. This Handbook is confidential and is for internal circulation only. It is subject to change as and when necessary to remain in compliance with appropriate Government regulations and XYZ’s policy. The contents of this Handbook will be modified from time to time and amendments will be issued. Interpretation of the handbook by the management is final. If you need any clarification or further information on any aspect of this Handbook, you can get in touch with the HR department, which will be happy to help you. Joining Formalities XYZ welcomes all employees and hopes that they will enjoy the work         culture. When a new employee joins XYZ a formal induction will be         conducted to familiarise them with all the activities in XYZ. Personal Particulars: XYZ will keep a record of all the employees’ personal particulars pertaining to        the recruitment & selection process. Once an employee joins XYZ, s/he        should give a copy of pan card, adhar card and two passport-sized        photographs to the HR department within one week of joining. In case the        pan card is not available, a copy of passport or driving license can also be        submitted. Employees will be required to sign an employment contract on joining XYZ. Employees are to keep the HR department informed of any changes in any       of the above records. In order to calculate TDS (tax deduction at source) accurately the following        forms need to be completed and returned to the Finance department by 15        April every year or within 15 days of joining the organisation: Provident Fund transfer/ application form (whenever PF is applicable) Tax Estimate/ Savings declaration form (annexure 7) Work Culture XYZ’s Mission XYZ’s mission is to be …... Working Hours / Work Week Office hours at XYZ are from 9:30 am to 6:30 pm with a lunch break of 30        minutes, from Monday to Saturday with the first and third Saturdays off.        Employees are encouraged to observe punctuality. However all staff will        have to work as per the needs and demands of the job. Smoking Policy The Office is a non-smoking premise and all are requested to co-operate in        this respect.     Media The Public Relations department of XYZ will manage all communication with        the media. In case any media person contacts an employee, s/he should be        directed to the PR department.  Employees must not make any statement to        the press on behalf of XYZ.  Job Grades And Designations Job grades / Designations XYZ has five   levels. All designations are reflective of the roles being performed. Designations are indicative of functions within a team and each team member plays an equally important role in the effective functioning of that team. LEVEL DESIGNATION TYPICAL POSITIONS 1 Founding Members CEO, Director 2 Senior Management Team VP/FC/Head of function 3 Middle Management Team GM/Sr Mgr, Mgr, AM 4 Junior Management Team Executives 5 Support Staff Housekeeping & other staff Terms Of Employment All employees will be issued employment agreements at the time of joining.  Probation Employees may be placed on probation for a period of six months. Alternately, the employees will be treated as confirmed employees. At the end of 6 months for the employees on probation, there will be a         Performance Review, based on which the employee will be confirmed.         confirmation, this period of 6 months will be included for the purpose of         granting increments / entitlements and any other benefits (with the         exception of leave). In case, the Performance Review discussion indicates a less than        satisfactory performance, the same will be communicated to the employee         and his / her Probation period may be extended by another 3 months or the        employment terminated depending upon the Review. If the performance is         unsatisfactory even after the extension of the probation period, his / her         employment with the company is liable to be terminated. At all times, employees are expected to perform and deliver their duties /          responsibilities as per their designated role to the satisfaction of the          management. Leave And Holidays Purpose and Overall Policy  This section includes XYZ’s policies on Leave, which are categorised as:  Privileged Leave  (PL) Casual Leave / Sick Leave (CL / SL) Maternity Leave (ML) Holidays During probation, an employee is not eligible for any leave and thus any        leave taken will be considered as unpaid leave. During the first year of        service, the leave that an employee can avail of is based on the number of         months after confirmation; therefore leave for the probation period is lost. If         a person on probation avails of 15 days or more of unpaid leave, his / her         probation period will be extended by the same number of days.  Accounting Year  The leave accounting year is the financial year (April to March). Pro rata          adjustments will be made to bring entitlements in line with this. Leave Sanctioning Authority The CEO will sanction leave for the Directors, Directors will sanction leave          for all Managers/Department Heads and the Department Heads will          sanction leave for all in their department.  Leave Application  Employees are requested to make applications for leave using a Leave         Application form (Annexure 2) . This must be approved by the Leave         Sanctioning Authority and forwarded to the HR department once approved.         Employees are advised to keep his / her immediate supervisor informed at         the earliest. In case of leave for emergencies, the employee is required to         fill the Leave Application and get his / her immediate supervisor’s approval,         once he / she resumes work. Extensions Employees are not encouraged extensions of leave. They will be considered          only if the employee communicates such an intention in writing. When extensions are requested on medical grounds, a medical certificate           should be submitted as soon as possible.  Privileged Leave (PL)  Employees are encouraged to plan their PL entitlements          carefully in order to meet their personal needs and the           needs of XYZ. Employees are encouraged to actively          communicate leave plans and details to their          supervisors so that all team members can adjust          their schedules.  All employees are eligible for 22 working days of          Privileged Leave every year. However an employee can take a maximum of         15 working days at a stretch. In case an employees avails of more than 15         working days at a stretch, such leave will be treated as unpaid leave.  All Paid holidays and Sundays that precede, succeed or fall within the           period of the employee availing the PL, will not be considered part of the           PL. Privileged Leave cannot be accumulated or en-cashed. Casual Leave  / Sick Leave (CL/SL) Casual Leave is permitted for employees to attend to their        personal exigencies.  Sick Leave is permitted when an employee is unable to        attend work for medical reasons. When an employee is ill        and is unable to come to work he / she must call the office         and notify his / her supervisor of their absence.   Employees are eligible to 10 working days of Casual / Sick leave in a year.  In case of absence for more than three (3) working days at a stretch, a          Medical Certificate from a doctor is required. In case of additional           requirement of SL, it may be combined with PL. Advance SL may be           permitted on a discretionary basis.  More than three (3) working days taken as CL, would be treated as PL.          Alternately, medical certificate should be submitted for the leave to be          considered as sick leave. Casual / Sick Leave cannot be accumulated or en-cashed.   Casual / Sick Leave cannot be suffixed or prefixed to Privileged Leave. Maternity Leave (ML) Maternity Leave (ML) will be available to all female employees for the         purpose of confinement and recuperation thereafter. Female employees must notify XYZ in writing and produce a Medical          Certificate confirming the pregnancy and detailing the expected date of          birth and the date on which ML is to commence. The act is applicable to women employees who have been working as an           employee in the company for a period of at least 80 days in the past 12           months. Female employees will be entitled to take ML of up to eight (8) weeks          immediately preceding the birth and the remaining weeks immediately after          the actual date of birth. An employee can adjust the timing of the ML but it          will not exceed twenty six (26) weeks.  Additional maternity leave of 4 weeks Post Maternity Leave of 12 weeks, in         case of “illness arising out of pregnancy, delivery, premature birth of child,        miscarriage, medical termination of pregnancy or tubectomy operation,        supported by a Medical Certificate. The above benefits are applicable for their first 2 children only.  For women         who are expecting after having 2 children, the duration of paid maternity         leave shall be 12 weeks (i.e., 6 weeks pre and 6 weeks post expected date        of delivery). In case of miscarriage or medical termination of pregnancy, the employee        on production of a medical certificate will be entitled to leave with wages for         a maximum period of six (6) weeks immediately following the day of her         miscarriage or medical termination of pregnancy. An employee will be paid their full salary for the period that they are on         Maternity Leave.   Any Sunday or Public Holiday that falls due during ML is counted as part of         the Maternity Leave and will not give rise to any additional leave or         payments. PL cannot be clubbed with ML. On adoption of a child, female employees who adopt a child upto 3 months         will be eligible for 12 weeks of maternity leave from the date of adoption          i.e. the date the child is handed over to the mother. This provision of 12 weeks of maternity leave is also applicable to a          commissioning mother, which means a biological mother who uses her egg          to create an embryo implanted in another women. Work from home option can be avail-ed after the expiry of the Maternity         leave depending on the nature of the work on terms and period that are          mutually agreed.  A Crèche facility is Mandatory for every establishment employing 50 or          more employees, within such distance as may be prescribed, either          separately or along with common facilities. Woman employee should be          permitted to visit the crèche 4 times during the day, which includes the          regular rest interval .   Holidays XYZ will decide and announce the list of Public Holidays at the beginning of         Calendar year based on local practice. The number of such public holidays         declared will typically not exceed 10 days.  Similarly, XYZ has the discretion to declare an additional holiday, if a public         holiday falls on a Sunday or if two holidays fall on the same day, to declare         an additional holiday. Similarly, XYZ has the discretion to designate a holiday as a working day, to          compensate for working days lost due to natural calamities, civil          disturbances or other unforeseen circumstances.  Compensation, Benefits & Reimbursements  Payroll date The salary of each employee is credited to his/her bank account by 5th of          Next month.  Compensation & Benefits components The salaries have been structured to be tax compliant for the organization          as well as to be tax effective for the employees. The break up is as follows: Basic House Rent Allowance Conveyance Allowance Medical Reimbursements Supplementary Allowance Basic salary The Basic salary is the primary element in the compensation package and           is fully taxable. House Rent Allowance                House Rent Allowance will be a percentage of Basic salary. HRA exemption will be given on production of receipt of the rent. As per           Income Tax Laws following exemption will be granted: The lowest of the following three options is exempt from tax:  Actual HRA received in respect of the period during which the rental accommodation is occupied by the employee, in the previous year OR The excess of rent paid over 10% of basic salary OR  In case of Mumbai / Kolkata / Delhi / Chennai, 50% of the salary and incase of others cities 40% of the salary due. Salary for the purpose of computation of exemption includes basic salary and bonus.  Employees need to provide stamped receipts for the rent paid for all the           months that they claim tax exemption for along with the copy of lease          agreement by 15 March of each year to the Finance department.           Exemption is not available where an employee lives in her/his own house           or in a house for which no rent is paid.  For example X, who resides in Mumbai, gets Rs.25,000 as basic salary. He receives Rs.6,000 as house rent allowance. Actual rent paid by him is Rs.7,500. Out of Rs.6,000 received as HRA, the least of the following is exempt from tax Rs.6,000/-, being HRA Rs.5,000/- being excess of rent paid over 10% of basic salary Rs.12,500/- being 50% of salary. In this case, Rs.5,000 is exempt from tax Conveyance Allowance An employee will be eligible for a maximum reimbursement as per the         salary structure and the level of the individual.  As per the Income Tax Act an employee is eligible for reimbursement of         conveyance expenses only from residence to office and back to the        maximum of Rs.1600 per month. The conveyance reimbursement shall be         paid along with the monthly salary. Medical Reimbursements All employees will be eligible for reimbursement of upto Rs. 15,000 per         annum (April - March) towards domiciliary expenses incurred by them, for          themselves and/or any member of their family (Note: Family in relation to          employee means (a) spouse and children of the employee; and (b) the          parents, brothers and sisters of the employee or any of them wholly or          mainly dependent on the employee) Employees can claim the reimbursements by submitting necessary proof         documents i.e. bills / receipts for medicines / professional consulting from          medical practitioners, to the Finance department on a monthly basis . In case, the employee does not furnish medical bills, the amount will be         taxed at the end of the year. Provident Fund Allowance (PF) All employees will be eligible for a PF allowance as 12 % of the Basic Salary. This allowance will be payable as a monthly allowance and when the PF          account is opened the same will be deposited in the PF account of the          individual. Other Allowances Details of other allowances if any will be mentioned in the employee’s         appointment letter under Annual Compensation Plan.  Performance Pay Performance pay or bonus will be paid in any given year as per the          performance appraisal process. Employees who have completed 6 months of service in the organization by         October of the given year will be eligible for pro-rata performance pay as        per the performance appraisal process. Performance pay will be payable  after appraisals. Performance pay amount is fully taxable. Annual Salary Revision The salary for the individual employee will be reviewed annually.  The        change in the salary will be dependant on the overall performance of the         company as well as performance of the individual that will be decided as per         the performance appraisal system. Deduction of tax at source from salary (TDS) In computing the tax deductible at source, the company will take into         account any rebate, which is available to the employees as per the provision         of the income tax Act, 1961. The employees are required to furnish a        declaration (Annexure 7)  with regard to the investment proposed to be        made by them in any eligible instrument latest by April 15 in each year. All         new employees are required to furnish the declaration within 15 days of         joining the organization.  New employees are also required to furnish the salary certificate from          earlier employer on joining. Employees will then be required to furnish proof of such investments latest         by March of each year. In case proofs are not furnished, the rebate as per         provisions of Income Tax Act, 1961 cannot be considered and tax will be         deducted accordingly. Employees may contact the Finance department for more details regarding         their salary and TDS calculation. The employee is solely responsible for filing        their own Income Tax return at the end of the year and the Finance         department will issue the Form 16 together with a salary certificate for the         financial year. Employee Insurance XYZ will insure its employees in Grades in I, II, III & IV. The employees will         be insured for health for amounts as per the grade structure. PQR Policy will cover this.   New employees joining on the 15th of the month or earlier will be insured by         the end of the month. For employees joining after the 15th, insurance will be         done in the next month-end. Reimbursements Employees can claim reimbursements for expenses done for official         purposes by filling up the expense statements as per Annexure 1 . Reimbursements will be as per the expense approval matrix. The same can         be referred in Annexure 4 . No approval is required for reimbursements as per the ceiling. However this         is subject to submission of bills. For any expenses exceeding the ceiling, approval from the department head        is required. Official Travel Local Travel    Employees’ conveyance from residence to office and back is part of the         employees’ salary and therefore cannot be claimed separately. Employees can claim reimbursements for local conveyance as per Annexure        4. No approvals are required for reimbursements within the ceiling. But this        is subject to submission of bills. Any exceptions to this will have to be         approved by the directors/ CEO. However, approval of the department head         is required for submission of any claims at actual. Employees have to submit their conveyance reimbursement form every          month and not carry it forward. Conveyance reimbursements will          on a weekly basis.  Domestic Travel  Employees undertaking travel have to submit a travel requisition as per          Annexure 5 .  In case an advance is required, the same can be obtained based on the         travel requisition. The mode of travel is a Low Cost airlines / Economy airlines employees. Annexure 4  covers ceilings for reimbursements on lodging & boarding,           food & conveyance. The Expense Statement as per Annexure 1  must be submitted to the          Finance department (with original receipts / bills) within a week of          resuming work and needs to be approved by the respective department          head/director.    Foreign Travel Employees undertaking travel have to submit a travel requisition as per          Annexure 5a .  In case an advance is required, the same can be obtained based on the          travel requisition. XYZ will bear all expenses incurred on Visas for countries that proposed to        be visited on work including countries that are to be visited en route. Visas         will generally be taken for the minimum period required for the purpose of        the visit except for frequent travellers where a long-term visa may be         desirable. Expenses on Visas for any personal travel during the business trip         will have to be borne by the employee. Airport taxes at all airports will be reimbursed on actual and employees can         claim the same as part of the Official Travel expense reimbursement.  Whenever and wherever possible, accommodation will be arranged free of         cost by XYZ. Employees on foreign travel for official purpose will be eligible for a food &         conveyance allowance as per the expense approval matrix as per          Annexure 4   (but subject to production of original bills) during the period         of foreign travel.  The Expense Statement as per Annexure 4  must be submitted to the         Finance department (with original receipts / bills) as soon as the employee         resumes work for payment once approved by the respective department          head/General manager.  Advances can be given subject to approval of the HR department. The settlement would be in Indian Rupees at the exchange rate of the date.  Employees who travel abroad for training / seminars should submit a        Programme Report and could also make a presentation on the experience /         knowledge gained during the visit. Reading material of the Training should         be submitted to the XYZ Resource Centre. Special projects An allowance for special projects would be given as per the discretion of            the management. Purchase Of Material /Services For purchase of any material or services, a prior authorisation is required           in the form of a material requisition as per Annexure 3 . All commitments require appropriate documentation authorisation and            approval in advance of the contemplated transaction.  The requisition            documentation should include requester's name, estimated cost of the            request and purpose material/services requested.  This should be            supported by two quotations for the required material/services. The originator of the requisition is responsible for obtaining all signatures.           Each requisition should be authorised by head of the department (HOD). Based on the approval matrix ( Annexure 8 ), the originator should also           obtain an approval.  The company's approval matrix contains a listing of the most common            types of commitments and expenditures and the appropriate signature            level required. Employee expense reports must be authorised by the department head.           No employee shall approve his/her own expenditures. Employees are strictly prohibited from requesting that a supplier split the           purchase amount on more than one invoice to meet the approval limits of           this Policy. In case of a director, an authorisation should be sought from another           director. Leaving Formalities Termination of services During the probation period, the employee or the organisation shall be            entitled to terminating the employment at any time by one party giving to            the other two weeks’ notice in writing or two weeks salary in lieu of            notice. After confirmation, your employment may be terminated at any time by            either party giving to the other one months’ written notice or one month’s            salary in lieu of notice. The organisation can terminate your employment without notice or salary             in lieu of notice on the happening of one or more of the following events: If any declaration given or information furnished by you to the organization proves to be false or if you are found to have willfully suppressed any material information; On your being convicted of any felony or being in the opinion of the organization guilty of conduct which constitutes a failure to conscientiously attend to your employment or insubordination or disobedience of lawful instructions;    On your failure to attend for duty at all reasonable times; On your failing to comply with any of the provisions of your contract of                employment Exit Interview The HR Department will conduct an exit interview in order to get the            employees’ reasons for leaving, feedback as well as other inputs or            suggestions on the organisation. General Policy  Before leaving the company, the employee must ensure that the following            formalities are completed Give a letter a resignation specifying the notice period. The letter must be given to the supervisor Return all XYZ property i.e. manuals, calculators, floppies, etc. Get certificate from Accounts that no dues are pending. Give letter to HR surrendering the Company insurance policies. All dues will be settled within 30 days of the date of cessation of           employment in the XYZ. Gratuity For an employee who has been with the organisation for a minimum of 5            years, gratuity has to be paid at the time of his/her leaving the            organisation. Gratuity is calculated as 15 days of basic salary for every            completed year of service, based on the last salary. The maximum            amount payable as gratuity is either Rs. 3,50,000 or 20 months salary            whichever is lower. Service Certificate Service Certificates will be issued to a resigning employee at the discretion           of the HR department. This must be issued within 30 days of cessation of            employment. All dues must have been settled. Service certificates will be            issued only to employees having completed a minimum of 1 year of            employment with XYZ.  Social Media and Social Networking Policy This policy shall apply to all employees of XYZ, excepting those who have been authorized in writing by the company to blog / communicate on its behalf.   Personal blogs should have clear disclaimers that the views expressed by the     author in the blog are the author’s alone and do not represent the views of      the company. Be clear and write in first person. Your writing should clearly      indicate that you are speaking for yourself and not on behalf of the company.    Information published on your blog(s) should comply with the company’s     confidentiality and disclosure of proprietary data policies. This also applies to     comments posted on other blogs, forums and social networking sites.  Be respectful to the company, other employees, customers, partners, and      competitors.   Social media and social networking should be on the employees’ own time and      such activities should not interfere with work commitments. Please refer to IT     resource usage policies, as necessary.    Social networking sites, including but not limited to groups and fan clubs     cannot be formed on behalf of the company, except by authorized department      and individuals. Your online presence reflects on the company. Be aware that your actions      captured via images, posts, or comments can reflect as our company’s. Do not reference or cite company clients, partners, or customer without their     express consent. In all cases, do not publish any information regarding a      client. Respect copyright laws, and reference or cite sources appropriately. Plagiarism      applies online as well.  Company logos and trademarks cannot be used without written consent. Mobile reimbursements The employees are entitled to reimbursement on their mobile bills used for        official purpose according to the limits mentioned in the mobile         reimbursement matrix. All employees in the Founders, Senior Management are allowed reimbursement on their mobile bills.  Employees in the Junior Management band will be allowed reimbursements on mobile bills on need basis with the written approvals from the respective Department Heads.  For availing reimbursement, the mobile bill should be attached to the duly filled expense voucher after deducting personal calls, approved by the Department Head, and submitted to the Finance & Accounts Department.  The reimbursement will be disbursed through cheques in 7 business days.  Any exceptions to this policy will be considered only with the approval of the respective Department Head and the Human Resources Department.   Mobile Reimbursement Matrix Band/ Level Location Maximum Payable (Monthly) Founding members and Senior management  All Rs. 3000/- Middle Management All Rs. 1000/- Junior management All Rs. 500/- Special Eligibility   Field Staff (of Agency, Corporate Sales & Hotels) Mumbai, NCR, Bangalore Rs. 1500/- Others – Pune, Ahmadabad,  Kolkata, Chennai, Hyderabad* Rs. 2500/- * All of them operate out of their home and have no official landline connection. Download PDF Document In English. (Rs.95/-)