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LOCAL TRAVEL POLICY It is important that all of us follow certain guidelines around utilizing local travel facilities. Local Travel is required for multiple reasons. It may be required for Business Development, Presales or for Project Execution. From Financial Management perspective they are treated under different heads and it is important to account them properly. E.g. Travel expense required for project execution is factored in the project cost and deviations from the budgeted amount leave adverse effect on the project health. All in all of us should ensure that we follow the general guidelines set at the company level or at the project level. This document captures general guidelines. If your project does not have any specific guidelines, general guidelines are applicable. All reimbursements are made truly on actual cost basis and none of reimbursements should be treated as a perk. Home to Office Travel This travel cost is inbuilt into associates’ salary and there is no reimbursement policy against this travel. Project Execution Related Travel Policy is same for s Owned projects or Partner/Staffing engagements Expenses towards travel to project are reimbursable only if you are traveling more than 24 Kms to and fro, which should be over and above your home to office to-fro distance. This is based on an understanding that a travel of 12 KM one way per day is acceptable and is not eligible for any reimbursements. Illustrations : An associate travels 20 KM one way from home to office on regular basis. He gets deputed to a client site without any engagement specific travel arrangement from client. The distance of travel from home to project site is not 22 KM one way. Entitlement will be for 2 KM each way. An associate travels 7 KM from home to office. He gets deputed to a client site without any engagement specific travel arrangement from  client. The distance of travel from home to project site is not 14 KM one way. This distance is 28 KM per day which is more than 4 KM from the base limit of 24 KM. He will be entitled for 4 KMs of reimbursement. Client / project specific travel arrangements if any shall be communicated to the associate. The reimbursements will be calculated based on a flat rate of 5 INR/KM irrespective of the mode of transport used. This rate is estimated based on self-vehicle travel and parking charges if any. We encourage the associates to use this mode of travel only. This policy also applies when an associate has to travel to more than one project sites on the same day. In case of one-off visit to customer site i.e. support engagements, the approval of the visit is taken by concerned Project Manager and reimbursement is done at the rate of 5 INR/KM or a cab is arranged by the company.   Sales, Presales, Business Development, Marketing Related Travel and Expenses • Either Operations arranges a cab or it is reimbursed at a flat rate of 5 INR/KM for all local travels • Reimbursable Food expenses supposed to be claimed against bills. 1) Breakfast – INR 100 2) Lunch – INR 150 3) Evening Snacks – INR 100 4) Dinner – INR 150 Reimbursement Process We are supposed to submit the reimbursement claim within 5 business working days from the expense and usually it should take 15 business days to settle the claim. Out-of-City Travel Policy  Out-of-City Travel is required for multiple reasons. It may be required for Business Development, Presales or for Project Execution. From Financial Management perspective they are not treated under different heads and it is important to account them properly. All of us are supposed to be claim advances or reimbursement against these expenses following all the guidelines – Project Execution Based Travel and Allowance For any travel outside base office / NCR for project execution purpose is going to be covered under a Project Based Deputation Note. If you are not aware about the Deputation terms for your project, please talk to your lead or next person in the escalation line. Other Official Out-of-City Travel Travel Mode For each one of us the mode of travel is AC II Tier Train or AC Chair Car. However, depending on the urgency, need and travel time, case by case decisions are made about Air mode of travel. Final decision authority on these matters is Head-Operations. This policy may be modified in near future. Per Diem The purpose of per diem expense is to cover expenses on food and some other minor expenses. It does not include local travel and lodging in the other city. Local travel and lodging in the other city are covered based on actuals and claimed against bills. The current guideline for choosing a hotel in any other city on business travels is to choose the most economical accommodation that works. Per Diem for any city in India is 600/- INR per day. However, this is maximum cap and is supposed to be claimed against bills. Lodging Either operations arrange the lodging or maximum 1200 INR including taxes is allowed in any city in India for hotel accommodation per day. Associates are expected to hire hotel room on twin sharing basis in case of more than one associate on the same trip. Associates who prefer to stay with their friends and family are entitled for a reimbursement of INR 500/- per day. Local Travel Expensed on actuals against bills Reimbursement Process We are supposed to submit the reimbursement claim within 5 business working days of coming back from the trip or every 5 days for longer travels. Download PDF Document In English. (Rs.30/-)

Download PDF Document In English. (Rs.60/-) WHISTLE BLOWER POLICY I. PREFACE The Company has adopted the Code of Ethics & Business Conduct, which lays down the principles and standards that should govern the actions of the Company and its employees. The Whistle Blower Policy of Godrej & Boyce Mfg. Co. Ltd has been approved by the Audit Committee of the Board of Directors of the Company as per the terms of the provisions of Section 177 of the Companies Act, 2013 and Rule 7 of the Companies (Meetings of the Board and its Powers) Rules, 2014. Any actual or potential violation of the Code, howsoever insignificant or perceived as such, would be a matter of serious concern for the Company. The role of employees in pointing out such violations of the Code cannot be undermined. Accordingly, this Whistle Blower Policy (“the Policy”) has been formulated with a view to provide a mechanism for employees of the Company to raise concerns on any violations of legal or regulatory requirements, incorrect or misrepresentation of any financial statements and reports, etc. II. OBJECTIVE The Company is committed to adhere to the highest standards of ethical, moral and legal conduct of business operations. To maintain these standards, the Company encourages its employees who have concerns about suspected misconduct to come forward and express these concerns without fear of punishment or unfair treatment. This policy aims to provide an avenue for employees to raise concerns on any violations of legal or regulatory requirements, incorrect or misrepresentation of any financial statements and reports, etc. III. POLICY The Whistle Blower policy intends to cover serious concerns that could have grave impact on the operations and performance of the business of the Company. The policy neither releases employees from their duty of confidentiality in the course of their work, nor is it a route for taking up a grievance about a personal situation. IV. DEFINITIONS • “Disciplinary Action” means any action that can be taken on the completion of /during the investigation proceedings including but not limited to a warning, imposition of fine, suspension from official duties or any such action as is deemed to be fit considering the gravity of the matter. • “Employee” means every employee of the Company (whether working in India or abroad) • “Protected Disclosure” means a concern raised by a written communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity. Protected Disclosures should be factual and not speculative in nature. • “Subject” means a person or group of persons against or in relation to whom a Protected Disclosure is made or evidence gathered during the course of an investigation under this Policy. • “Whistle blower” is someone who makes a Protected Disclosure under this Policy. • “Whistle Officer” means an officer who is nominated/ appointed to conduct detailed investigation of the disclosure received from the whistle blower and recommend disciplinary action. Currently, the Company Secretary is nominated as Whistle Officer. • “Whistle Committee” or “Committee” means a Committee of persons who are nominated/appointed to conduct detailed investigation of the disclosure received from the whistle blower and recommend disciplinary action. The Committee, if appointed, should include Senior Level Officers of Personnel & Admin, Internal Audit and a representative of the Company / Division/ Department where the alleged malpractice has occurred. • “Company” means, “Godrej & Boyce Mfg. Co. Ltd.” including entities over which the Company has management control. • “Good Faith”: An employee shall be deemed to be communicating in ‘good faith’ if there is a reasonable basis for communication of unethical and improper practices or any other alleged wrongful conduct. Good Faith shall be deemed lacking when the employee does not have personal knowledge on a factual basis for the communication or where the employee knew or reasonably should have known that the communication about the unethical and improper practices or alleged wrongful conduct is malicious, false or frivolous. • “Policy or This Policy” means, “Whistle Blower Policy.” V. SCOPE Various stakeholders of the Company are eligible to make Protected Disclosures under the Policy. These stakeholders may fall into any of the following broad categories: • Employees of the Company • Employees of other agencies deployed for the Company’s activities, whether working from any of the Company’s offices or any other location • Contractors, vendors, suppliers or agencies (or any of their employees) providing any material or service to the Company • Customers of the Company • Any other person having an association with the Company A person belonging to any of the above-mentioned categories can avail of the channel provided by this Policy for raising an issue covered under this Policy. The Policy covers malpractices and events which have taken place/ suspected to take place involving: 1. Abuse of authority 2. Breach of contract 3. Negligence causing substantial and specific danger to public health and safety 4. Manipulation of company data/records 5. Financial irregularities, including fraud or suspected fraud or Deficiencies in Internal Control and check or deliberate error in preparations of Financial Statements or Misrepresentation of financial reports 6. Any unlawful act whether Criminal/ Civil 7. Pilferage of confidential/propriety information 8. Deliberate violation of law/regulation 9. Wastage / misappropriation of company funds/assets 10.Bribery or corruption 11.Sexual Harassment 12.Retaliation 13.Breach of IT Security and data privacy 14.Social Media Misuse 15.Breach of Company Policy or failure to implement or comply with any approved Company Policy The Policy should not be used in place of the Company grievance procedures or be a route for raising malicious or unfounded allegations against colleagues. VI. GUIDING PRINCIPLES To ensure that this Policy is adhered to, and to assure that the concern will be acted upon seriously, the Company will: 1. Ensure that the Whistle blower and/or the person processing the Protected Disclosure is not victimized for doing so 2. Treat victimization as a serious matter, including initiating disciplinary action on person/(s) indulging in victimization 3. Ensure complete confidentiality 4. Not attempt to conceal evidence of the Protected Disclosure 5. Take disciplinary action, if any one destroys or conceals evidence of the Protected Disclosure made/to be made 6. Provide an opportunity of being heard to the persons involved especially to the Subject VII. ANONYMOUS ALLEGATION Whistleblowers must put their names, email ID, contact number to allegations they wish to raise. In the absence of the same, the follow-up questions or proper investigation cannot be carried out as the source of information cannot be identified nor authenticated. VIII. PROTECTION TO WHISTLE BLOWER 1. If one raises a concern under this Policy, he/she will not be at risk of suffering any form of reprisal or retaliation. Retaliation includes discrimination, reprisal, harassment or vengeance in any manner. Company’s employee will not be at the risk of losing her/ his job or suffer loss in any other manner like transfer, demotion, refusal of promotion, or the like including any direct or indirect use of authority to obstruct the Whistle blower's right to continue to perform his/her duties/functions including making further Protected Disclosure, as a result of reporting under this Policy.  The protection is available provided that: a. The communication/ disclosure is made in good faith b. The Whistle blower reasonably believes that information, and any allegations contained in it, are substantially true; and c. The Whistle blower is not acting for personal gain Anyone who abuses the procedure (for example by maliciously raising a concern knowing it to be untrue) will be subject to disciplinary action, as will anyone who victimizes a colleague by raising a concern through this procedure. If considered appropriate or necessary, suitable legal actions may also be taken against such individuals. However, no action will be taken against anyone who makes an allegation in good faith, reasonably believing it to be true, even if the allegation is not subsequently confirmed by the investigation. 2. The Company will not tolerate the harassment or victimization of anyone raising a genuine concern. As a matter of general deterrence, the Company shall publicly inform employees of the penalty imposed and disciplinary action taken against any person for misconduct arising from retaliation. Any investigation into allegations of potential misconduct will not influence or be influenced by any disciplinary or redundancy procedures already taking place concerning an employee reporting a matter under this policy. Any other Employee/business associate assisting in the said investigation shall also be protected to the same extent as the Whistle blower. IX. ACCOUNTABILITIES – WHISTLE BLOWERS a) Bring to early attention of the Company any improper practice they become aware of. Although they are not required to provide proof, they must have sufficient cause for concern. Delay in reporting may lead to loss of evidence and also financial loss for the Company. b) Avoid anonymity when raising a concern. c) Follow the procedures prescribed in this policy for making a Disclosure. d) Co-operate with investigating authorities, maintaining full confidentiality. e) The intent of the policy is to bring genuine and serious issues to the fore and it is not intended for petty Disclosures. Employees are expected to avoid invoking their rights under this Policy to settle personal scores or to give vent to their malicious intentions. Malicious allegations by employees may attract disciplinary action. f) A whistle blower has the right to protection from retaliation. But this does not extend to immunity for involvement in the matters that are the subject of the allegations and investigation. g) Maintain confidentiality of the subject matter of the Disclosure and the identity of the persons involved in the alleged Malpractice. It may forewarn the Subject and important evidence is likely to be destroyed. h) In exceptional cases, where the whistle blower is not satisfied with the outcome of the investigation carried out by the Whistle Officer or the Committee, he/she can make a direct appeal to the CMD of the Company. X. ACCOUNTABILITIES – WHISTLE OFFICER, HEAD – PERSONNEL & ADMINISTRATION, POLICY PROCESS OWNER AND WHISTLE COMMITTEE a) Conduct the enquiry in a fair, unbiased manner b) Ensure complete fact-finding c) Maintain strict confidentiality, especially of the whistle blower’s identity d) Decide on the outcome of the investigation, whether an improper practice has been committed and if so by whom e) Recommend an appropriate course of action - suggested disciplinary action, including dismissal, and preventive measures f) Record Committee deliberations and document the final report XI. RIGHTS OF A SUBJECT a) Subjects have the right to be heard and the Whistle Officer or the Committee must give adequate time and opportunity for the subject to communicate his/her say on the matter b) Subjects have the right to be informed of the outcome of the investigation and shall be so informed in writing by the Company after the completion of the inquiry/ investigation process. c) Subjects have no right to ask for or be given information about the identity of the whistle blower. XII. MANAGEMENT ACTION ON FALSE DISCLOSURES An employee who knowingly makes false allegations of unethical & improper practices or alleged wrongful conduct shall be subject to disciplinary action, up to and including termination of employment, in accordance with Company rules, policies and procedures. Further this policy may not be used as a defense by an employee against whom an adverse personnel action has been taken independent of any disclosure made by him and for legitimate reasons or cause under Company rules and policies. XIII. PROCEDURE FOR REPORTING & DEALING WITH DISCLOSURES For more details, refer to the procedure for reporting & dealing with disclosures given in Annexure A. XIV. ACCESS TO REPORTS AND DOCUMENTS All reports and records associated with ‘Disclosures’ are considered confidential information and access will be restricted to the Whistle blower, the Whistle Committee, Whistle Officer, Head – Personnel & Administration and Policy Process Owner. ‘Disclosures’ and any resulting investigations, reports or resulting actions will generally not be disclosed to the public except as required by any legal requirements or regulations or by any corporate policy in place at that time. XV. RETENTION OF DOCUMENTS All Protected Disclosures in writing or documented along with the results of investigation relating thereto shall be retained by the Company for a minimum period of 07 years. XVI. REPORTS A quarterly status report on the total number of complaints received during the period, with summary of the findings of the Whistle Committee and the corrective actions taken will be sent to the CMD of the Company. For Disclosures of grave nature, summary of investigation, findings and actions taken shall be provided to the Audit Committee. XVII. COMPANY’S POWERS The Company is entitled to amend, suspend or rescind this policy at any time. Whilst, the Company has made best efforts to define detailed procedures for implementation of this policy, there may be occasions when certain matters are not addressed or there may be ambiguity in the procedures. Such difficulties or ambiguities will be resolved in line with the broad intent of the policy. The Company may also establish further rules and procedures, from time to time, to give effect to the intent of this policy and further the objective of good corporate governance. Annexure A: PROCEDURE FOR REPORTING & DEALING WITH DISCLOSURES 1. How should a Disclosure be made and to whom? Disclosure can be made in any one of the following ways: a. Online: Disclosure can be made on the Online Whistle Blower System b. In writing: i. Disclosures including those regarding Compliances Reporting and non-adherence of Companies Act can be addressed to the Whistle Officer appointed by the Company. Executive Vice President (Corporate Affairs) and Company Secretary, the Chief Compliance Officer, has been appointed as the Whistle Officer for the Company. Letters can be sent by hand-delivery, courier or post to: Abc company ___________ ___________ ii. Disclosures regarding Affirmative Action, Human Rights, Sexual Harassment at the Workplace, non-adherence to HIV/AIDS Policy, Social Media Policy, Safety and Workplace Practices can be addressed to Senior Vice President and Head – Personnel & Administration. Letters can be sent by hand-delivery, courier or post to: Mr. Xxxx __________ __________ iii. Disclosures regarding non-adherence to Anti-Bribery and AntiCorruption Policy can be sent to the Anti-Bribery and Anti-Corruption (ABAC) Officer of the Company. Letters can be sent by handdelivery, courier or post to: Mr. Xxxx having address _____________________________ iv. Disclosures regarding non-adherence to Guidelines for usage of IT Assets can be sent to the Chief Information Security Officer of the Company. Letters can be sent by hand-delivery, courier or post to: Mr. XXXX having address ____________________________ v. Disclosures against any employee in Strategic Job Responsibility Band (or equivalent) or the Business Unit Heads or the Executive Directors should be sent directly to the CMD of the Company. Letters can be sent by hand-delivery, courier or post to: Mr. Xxxxx having address ________________ vi. Disclosures regarding financial irregularities, including fraud of grave nature can be addressed to the Audit Committee Chairman without involving the Whistle Officer. Letters can be sent by hand-delivery, courier or post to: Mr. XXXXX As per the compliance process wherein the disclosure has been made, the Whistle Officer will jointly examine the allegations with the Head – P&A and respective Process Owner for further investigation as mentioned below: S.no . Compliance Process/Policy Process Owner 1 Affirmative Action Policy Head - P&A 2 Anti-Bribery and Anti-Corruption (ABAC) Policy General Counsel 3 Companies Act Company Secretary 4 Compliances reporting (for Board Priorities) Company Secretary 5 HIV / AIDS Policy Head - P&A 6 Human Rights Head - P&A 7 Policy on Prevention of Sexual Harassment at Workplace Head - P&A 8 Safety and Workplace practices Head - P&A 9 Social Media Policy Head - P&A 10 Guidelines on the usage of Information Technology (IT) Assets Chief Information Security Officer 11 Whistle blower Policy Company Secretary 12 Other Processes / Policies referred in Code of Ethics and Business Conduct Refer Section IV under Code of Ethics and Business Conduct 2. Is there any specific format for submitting the Disclosure? While there is no specific format for submitting a Disclosure, the following details MUST be mentioned: (a) Name, address and contact details of the Whistle blower (including Salary Code, if the Whistle blower is an employee). (b) Brief description of the Malpractice, giving the names of those alleged to have committed or about to commit a Malpractice. Specific details such as time and place of occurrence are also important. (c) In case of letters, the disclosure should be sealed in an envelope marked “Whistle Blower” and addressed to the Whistle Officer OR CMD, depending on position of the person against whom disclosure is made. 3. What will happen after the Disclosure is submitted? (a) The Whistle Officer shall acknowledge receipt of the Disclosure as soon as practical (preferably within 07 days of receipt of a Disclosure), where the Whistle blower has provided his/her contact details.  (b) The Whistle Officer, Policy Process Owner and Head- Personnel & Administration jointly examine the allegations to determine whether the allegations (assuming them to be true only for the purpose of this determination) made in the Disclosure constitute a Malpractice. If the allegations do not constitute a Malpractice, the Whistle Officer will record this finding with reasons and communicate the same to the Whistle blower (c) If the allegations constitute a Malpractice, the Whistle Officer will proceed to investigate the Disclosure with the assistance of the Whistle Committee comprising of Senior Level Officers of Personnel & Admin, Internal Audit and a representative of the Company / Division / Department where the breach has occurred, as he/she deems necessary or as per the process defined under the relevant Policy. If the alleged Malpractice is required by law to be dealt with under any other mechanism, the Whistle Officer shall refer the Disclosure to the appropriate authority under such mandated mechanism and seek a report on the findings from such authority. Employees who violate this Policy or are found guilty based on the investigation carried out by the Whistle Committee are subject to disciplinary / corrective action which may include any of the following: i. Formal apology ii. Counselling iii. Written warning and a copy of it maintained in the employee’s file iv. Change of work assignment / transfer with or without monetary impact v. Suspension or termination of services of the employee found guilty of the offence vi. In case the violation by the individual amounts to a specific offence under the law, the Company shall initiate appropriate action in accordance with law by making a complaint with the appropriate authority (d) Subjects will normally be informed of the allegations at the outset of a formal investigation and have opportunities for providing their inputs during the investigation. (e) The investigation may involve study of documents and interviews with various individuals. Any person required to provide documents, access to systems and other information by the Whistle Officer or Whistle Committee for the purpose of such investigation shall do so. Individuals with whom the Whistle Officer or Whistle Committee requests an interview for the purposes of such investigation shall make themselves available for such interview at reasonable times and shall provide the necessary cooperation for such purpose. (f) If the Malpractice constitutes a criminal offence, the Whistle Officer will bring it to the notice of the President & CMD and take appropriate action including reporting the matter to the police. (g) The CMD of the Company may, at his/her discretion, participate in the investigations of any Disclosure. (h) The Whistle Committee / appropriate Committee shall conduct such investigations in a timely manner and shall submit a written report containing the findings and recommendations to the Whistle Officer as soon as practically possible and in any case, not later than 90 days from the date of receipt of the Disclosure. The Whistle Officer may allow additional time for submission of the report based on the circumstances of the case. (i) Whilst it may be difficult for the Whistle Officer to keep the Whistle blower regularly updated on the progress of the investigations, he/she will keep the Whistle blower informed of the result of the investigations and its recommendations subject to any obligations of confidentiality. (j) The Whistle Officer, Policy Process Owner, Head- P&A and President of the Company jointly take decision on the action to be taken on the recommendations of the Whistle Committee and keep the Whistle blower informed of the same. Though no timeframe is being specified for such action, the Company will endeavor to act as quickly as possible in cases of proved Malpractice. 4. What should I do if I face any retaliatory action or threats of retaliatory action as a result of making a Disclosure? If you face any retaliatory action or threats of retaliatory action as a result of making a Disclosure, please inform the Whistle Officer in writing immediately. He/She will take cognizance of each and every such complaint/feedback received and investigate the same accordingly and may also recommend appropriate steps to protect you from exposure to such retaliatory action and ensure implementation of such steps for your protection.

EMPLOYEE REFERRAL POLICY The Employee Referral Bonus Program will provide an incentive award to a current employee who brings new talent to the company by referring applicants who are selected and successfully employed. Applicant - Applicants are candidates not currently employed with (COMPANY NAME). Referred applicants cannot be current employees of (COMPANY NAME) in any capacity, to include temporary, time-limited project or contract employees. Referring Employee - All employees in regular full-time or part-time positions are eligible to receive a referral bonus with the exception of: Senior level management personnel Employees whose regular job includes the recruitment of employees or who are members of the HR Department Selecting manager/supervisor or other persons associated with the selection of the candidate Referral Bonus Amount – A referral bonus will be paid to any employee who refers an applicant who is selected and successfully employed in a position. The referring employee must be employed on the day their referral achieves 90 days employment. Payment of the Referral Bonus will be applied to the next pay period. All bonuses paid under this program are subject to tax withholding. Bonuses are paid if the prospect is hired within 9 months from the referral date. Referral bonus will be ____________ for hourly positions and __________ for salaried positions (subject to tax withholdings) Referral Process – To qualify for the referral amount, the Employee must fill out a referral form located on our website under Careers and turn it into the Human Resources Department. The referral must be submitted prior to any other receipt of the resume to Human Resources. Referral Bonus Eligibility Criteria - Employees are reminded that (COMPANY NAME) does not hire spouses or close relatives for any position that would involve a supervisor-subordinate relationship or otherwise create the appearance of a conflict of interest. No referral bonuses are paid for referrals of candidates who are retirees, rehires, or persons returning from a leave of absence. To be eligible for the referral-bonus payments described above, both employees must be in good standing with (COMPANY NAME). Additionally, to avoid possible conflicts of interest, referral bonuses are not paid for job candidates referred by management officials or employees working in the Human Resources Department. (COMPANY NAME) reserves the right to deny bonus payments to any employee who improperly makes promises or assurances of employment to prospective or actual candidates, or otherwise engages in improper or inappropriate conduct related to this program or other workplace activities. The terms of this program are subject to review and revision. Download PDF Document In English. (Rs.20/-)

CONFLICT OF INTEREST POLICY Policy Statement All persons employed by __________ (the "Company") owe a duty of fidelity to the Company. Employees must never place themselves in a position where their self-interest may conflict with this duty. Any employee who breaches this policy is subject to disciplinary action, up to and including discharge. Duty of Fidelity Employees owe a duty of loyalty and fidelity to the Company. Employees are expected to perform their duties on behalf of the Company faithfully, diligently and to the best of their abilities. Conflict of Interest Employees must never allow themselves to be placed in a position where their personal interests are in conflict (or could be in conflict) with the interests or business of the Company. Employees must avoid any situation or activity that compromises, or may compromise, their judgement or ability to act in the best interest of the Company. Disclosure of Potential Conflicts Employees must promptly disclose to the Company material information regarding any relationship, ownership or business interest (other than non-controlling investments in publicly-traded corporations), whether direct or indirect, that the employee or a member of his/her immediate family has with any person, or in any business or enterprise, that: competes with the Company; or purchases or sells, or seeks to purchase or sell, goods or services to or from the Company. Protective Steps Upon disclosure of the information described above, the Company will take appropriate steps to protect against any actual or potential conflict of interest. Such steps may include: requiring the employee to refrain from being involved in any decisions made by the Company regarding its dealings with such person, business or enterprise; or requiring the employee to refrain from being involved in any dealings on behalf of the Company with such person, business or enterprise; or requiring the employee to dispose of his/her interest in such business or enterprise if he/she wishes to remain in the Company’s employ. Harm to Business or Reputation Employees must refrain from engaging in conduct that could adversely affect the Company’s business or reputation. Such conduct includes, but is not limited to: publicly criticizing the Company, its management or its employees; or engaging in criminal conduct or other behavior that could harm the Company’s business or reputation. Gifts or 'Kickbacks' Employees must never accept any 'kickbacks', loans, gifts of other than nominal value, or personal payments of any kind, from any person or business enterprise that: competes with the Company; or purchases or sells, or seeks to purchase or sell, goods or services to, or from, the Company. Company Funds and Property Employees must be conscientious and scrupulous in their handling of funds and property belonging to the Company, and must always avoid any form of financial impropriety. Employees must not use, or permit the use of, Company property or resources for anything other than approved Company business or activities. Examples of unauthorized use would include using Company computers or photocopiers for personal purposes. Confidential Information Confidential information (printed, electronic or otherwise) relating to the Company’s past, present, future and contemplated assets, operations, products or services, industrial designs, inventions, production methods, marketing strategies and objectives, personnel, facilities, equipment, finances, pricing, interest rates, sales, customers, routines, policies, and business procedures must never be disclosed to anyone outside the Company’s organization, without the Company’s express written authorization. Outside Employment or Business Activity During working hours, employees are expected to devote their full time and attention to the business and the affairs of the Company. If an employee wishes to engage in employment or business activity outside his/her employment with the Company, the employee must first disclose to the Company the nature and extent of the proposed employment or business activity, and obtain the Company’s written approval. Approval will only be withheld if the Company reasonably determines that the employee’s proposed outside employment or business activity could conflict or compete with the interests of the Company, or could negatively affect the employee's job performance or attendance. Download PDF Document In English. (Rs.30/-)

APPLICATION U/S 5 CR. P. C. (Petition for returning of articles seized from the accused at the time of arrest) or (For the return of Jamatalasi)  In the Court of.............................. MM....................... In the matter of: State................................................................................ versus  Accused.......................................................................... FIR No. U/S PS Date of Hearing...................... The humble petition of the accused in the above named case/aforesaid case.  Most respectfully showeth: - 1. That the above-named case is pending adjudication before this hon’ble court and next date is........................... (If case in pending) 2. That the petitioner was arrested on........................... by the police or I. O. and while search of petitioner the following articles were found and taken in to custody (Jamatalasi) a............................. b............................. c. 3. That this Hon’ble Court is pleased to acquit petitioner after regular hearing or trial of the said case. PRAYER It is most humbly prayed that an order be passed directing I. O/PS to return the articles found in person at the time of arrest (return Jamatalasi) for which act of kindness humble petitioner as a duty bound shall ever pray. Applicant Through Counsel Date/Time Place............................ Download Word Document In English. (Rs.15/-) Download PDF Document In Hindi. (Rs.15/-)

Dress Code Policy It is management’s intent that work attire should complement an environment that reflects an efficient, orderly, and professionally operated organization. This policy is intended to define appropriate “Business Attire” or “Smart Casuals Attire” during normal business operations and working hours. Dress code should be a combination of simplicity, sophistication and service. An employee should always keep in mind that he or she is representing the company. Dress code should be such that it is presentable and manageable. Enforcement of this guideline is the responsibility of company management, Supervisor and HR personnel. Appropriate Business Attire Business Attire that can be worn includes the following:   Men: Women: Formal shirts with buttons and collars  Formal trousers or cotton pants  Formal shoes  Formal shirt and pants  Below knee length formal skirts with formal shirts,  Salwar kameez , Churidar set, cotton kurtis  Formal footwear  Appropriate Smart Casual Attire Smart Casuals that can be worn includes the following: Men: Women: Casual Shirts, T – Shirts, polo neck T- shirts  Jeans pant, Corduroy pants, Khaki pants, Cargo pants  Sports shoes  Kurtis, T-shirts, casual shirts  Jeans pant, Corduroy pants, Khaki pants, Cargo pants  Below knee length skirts  *For client meetings (on any day of the week) For Men - Formal shirt and pant with tie is a must. Formal blazers, suits can be optional. For Women - Formal shirt and pant or humble traditional wear (saree or salwar kameez).  Unacceptable Attire T-shirts / Shirts with ambiguous messages or with logos of other previously worked companies.  Tank tops, tube tops, halter tops, spaghetti straps tops, midriff length tops, Off the shoulder tops. Transparent clothing (Net, Lace etc.) should be worn with appropriate length (below knee). Women especially kindly ensure slips / leggings / stockings etc are combined and complemented well with the dress option you use.  Beach wear, Athletic wear, Workout clothes or shoes, Sweat shirts  Provocative attire or night wear or pajamas’    Biker shorts or Bermudas  Unusual coloring of hair like (blue, yellow, green etc.)  The policy will be administered according to following action steps: If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire. If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately. Repeated policy violations will result in disciplinary action, up to and including termination.  The Company reserves the right to rescind and/or amend this at any time. --------------------- Download PDF Document In English. (Rs.20/-)

EMPLOYEE RELATIONSHIPS IN THE WORKPLACE POLICY Employee Relationships In order to minimize the risk of conflicts of interest and promote fairness, [EMPLOYER NAME] maintains the following policy with respect to romance in the workplace: All romantic or dating relationships between employees are prohibited. Accept Romantic or dating relationships between employees are permitted, but only under the circumstances described by this policy.] Prior Employee Relationships [To the extent possible, a/A] supervisor or manager who has had a previous romantic or dating relationship with a subordinate or employee whose terms and conditions he or she may influence will not be involved in decisions relating to that individual's promotions, raises, termination or other terms and conditions of employment. Policy Protocols and Consequences All employees engaged in a romantic or dating relationship are required to notify [Human Resources]. Employees in violation of this policy may be subject to termination of employment. Individuals involved in a relationship covered by this policy may be asked to sign a document acknowledging that their relationship is free from coercion and harassment. Professionalism Employees are expected to conduct themselves in a professional manner at all times. [Workplace dating or romantic relationships must not interfere with any employee's professionalism, including treating others with respect and refraining from behavior that may make others feel uncomfortable (for example, overt physical displays of affection and using sexual language).] In particular, management personnel are expected to set a high standard of professional conduct both at work and in any social setting at events sponsored by [EMPLOYER NAME]. For this reason, management personnel are prohibited from social interaction with subordinates that is or might be perceived as inappropriate (for example, unwanted flirting, touching or other behavior that may be regarded as sexual harassment). Discretion And Non-discrimination [EMPLOYER NAME] retains discretion in its enforcement of this policy. Decisions made under this policy will be made based on operational and business reasons and without regard to sex, race, color, religion, creed, age (40 and over), national origin, citizenship, physical or mental disability, military service or application, [OTHER APPLICABLE PROTECTED CLASSES FOR RELEVANT STATE(S)] or any other protected characteristic under state or local law. Download PDF Document In English. (Rs.20/-)

Rewards and Recognition Policy Purpose Rewards and Recognition Policy is designed to encourage employees particularly field staff whose performance is outstanding either individually or through team that contribute to the overall objectives of the organization. _____ Award is being instituted as an initiative intended to foster high performance culture covering individuals and work teams. The Spotlight awards cover both monetary and non-monetary recognition based on the significance of the contribution; Objectives The objectives of Awards are: • To recognize significant and outstanding value-added contributions of the employees while performing the duties in spite of various constraints. • to recognize and promote positive behaviours that support individual, work group, unit, team, department, organizational mission and business goals and objectives • To create “role models” for others to emulate and surpass. • To set standards of high performance and to encourage a team-oriented work culture. • To provide timely recognition to employees to improve employee productivity and quality of work; Eligibility Each _____ Award recipient must satisfy at a minimum the following eligibility • He should be a regular staff member (consulting assignment) • Should have been in service at ABC company for at least six months. • No formal disciplinary action on file within 12 months of date of award; • Written documentation of outstanding performance meriting an award from his/her reporting officer Criterion and Categories 1) BEST BRANCH (TEAM): The branch needs to demonstrate • Teamwork that reflects excellent interpersonal skills • High level of personal and team accountability • High level of productivity • Demonstrates a high level of efficiency in the use of resources • Demonstrates outstanding results • Please include specific examples that demonstrate the behaviours described above:  2) Best BRANCH Manager • Demonstrates High Perseverance levels • Models leadership qualities and motivates others to excel • Contributes in mentoring the staff reporting him • Demonstrates personal commitment to excellence • Saved significant time or money in mentoring the team or generating new products • Proven results orientation 3) Best Customer Relationship Officer • Maintained an excellent level of performance in spite of various constraints. • Displayed commitment to activities or demonstrated outstanding skill or effort above and beyond his or her prescribed duties and workload; • Focused on customer centric approach (customer satisfaction) • Educates customers and goes the extra mile in adhering organizational processes • Understands their customers and treats them with honesty, courtesy and respect • Takes ownership of customer needs and sees them through to their conclusion • Advocates for improvement in the existing process • Demonstrate good behaviours both with the customer and his peers Innovation and creativity  – Individual/Branch based on degree of Difficulty and Magnitude of Effort • Recommends or implements process improvement(s) • Recommends and implements revenue generating ideas • Recommends or implements ideas saving or cost reduction • Improves organizational efficiency or results Joinee  of the Year award: New Branch/ or Individual  based on excellent performance among the peers. This award will be nominated by the Regional/Area Manager and recommended by Manager Operations or Sr Manager of functional departments. This award is instituted to boost to recognize the exceptional talent and performance among the new entrant branch or members in Annapurna Family. Nomination and Selection Process: Nominations shall be open process as a possible opportunity for recognition of individual outstanding performance; however, selection shall be primarily the responsibility of the reporting officer, to ensure adherence to the criteria of outstanding performance documented in the policy.  Nominations for the following categories will be submitted by • CRO: Respective Branch Heads. Each Branch Head will nominate one CRO per Branch. • Branch Heads: Each Unit Manager / Regional manager will nominate one Branch Head for his entire region. Corporate HR will take independent feedback from Area Manager • Innovation and Creativity: Senior Managers and CEO Note: ABM category will be added in coming years as this is new designation and position needs to be filled up in some of the existing branches. Nominations may be submitted within the stipulated time in the prescribed format by the respective reporting officer to the Corporate HR Department. Selection processes within each category will be based on  1) the size and composition of the Branch,  2) the number of nominations received but shall in all circumstances provide the appropriate opportunity for a fair evaluation of the nominee(s). Reasons for selection/non-selection shall be appropriately documented and maintained on record by the HR department in their respective personnel files. Non-monetary Awards Non-monetary recognition awards will be given to those nominees which did not make to final list but deserve a kudos. These include an appreciation letter or a complimentary gift. Award Amount Based on the Criterion the monetary awards will be decided before the announcement of the process. Wherever it’s a team-based award the monetary amount will be distributed equally among all the members of the team /branch. Monetary awards shall not be added to an employee's Gross Pay. Documentation: When the selection for an award is made, the copy of the Nomination/Approval form shall be filed by the Corporate HR in the employee’s personnel file and appropriate recognition and announcement of the employee, i.e., through the HR Newsletter and/emails. Download PDF Document In English. (Rs.40/-)

Rewards and Recognition Policy Purpose Rewards and Recognition Policy is designed to encourage employees particularly field staff whose performance is outstanding either individually or through team that contribute to the overall objectives of the organization. _____ Award is being instituted as an initiative intended to foster high performance culture covering individuals and work teams. The Spotlight awards cover both monetary and non-monetary recognition based on the significance of the contribution; Objectives The objectives of Awards are: To recognize significant and outstanding value-added contributions of the employees while performing the duties in spite of various constraints. to recognize and promote positive behaviours that support individual, work group, unit, team, department, organizational mission and business goals and objectives To create “role models” for others to emulate and surpass. To set standards of high performance and to encourage a team-oriented work culture. To provide timely recognition to employees to improve employee productivity and quality of work; Eligibility Each _____ Award recipient must satisfy at a minimum the following eligibility He should be a regular staff member (consulting assignment) Should have been in service at ABC company for at least six months. No formal disciplinary action on file within 12 months of date of award; Written documentation of outstanding performance meriting an award from his/her reporting officer Criterion and Categories 1) BEST BRANCH (TEAM): The branch needs to demonstrate Teamwork that reflects excellent interpersonal skills High level of personal and team accountability High level of productivity Demonstrates a high level of efficiency in the use of resources Demonstrates outstanding results Please include specific examples that demonstrate the behaviours described above:  2) Best BRANCH Manager Demonstrates High Perseverance levels Models leadership qualities and motivates others to excel Contributes in mentoring the staff reporting him Demonstrates personal commitment to excellence Saved significant time or money in mentoring the team or generating new products Proven results orientation 3) Best Customer Relationship Officer Maintained an excellent level of performance in spite of various constraints. Displayed commitment to activities or demonstrated outstanding skill or effort above and beyond his or her prescribed duties and workload; Focused on customer centric approach (customer satisfaction) Educates customers and goes the extra mile in adhering organizational processes Understands their customers and treats them with honesty, courtesy and respect Takes ownership of customer needs and sees them through to their conclusion Advocates for improvement in the existing process Demonstrate good behaviours both with the customer and his peers Innovation and creativity  – Individual/Branch based on degree of Difficulty and Magnitude of Effort Recommends or implements process improvement(s) Recommends and implements revenue generating ideas Recommends or implements ideas saving or cost reduction Improves organizational efficiency or results Star Employee  of the Year award: New Branch/ or Individual  based on excellent performance among the peers. This award will be nominated by the Regional/Area Manager and recommended by Manager Operations or Sr Manager of functional departments. This award is instituted to boost to recognize the exceptional talent and performance among the new entrant branch or members in Annapurna Family. Nomination and Selection Process: Nominations shall be open process as a possible opportunity for recognition of individual outstanding performance; however, selection shall be primarily the responsibility of the reporting officer, to ensure adherence to the criteria of outstanding performance documented in the policy.  Nominations for the following categories will be submitted by • CRO: Respective Branch Heads. Each Branch Head will nominate one CRO per Branch. • Branch Heads: Each Unit Manager / Regional manager will nominate one Branch Head for his entire region. Corporate HR will take independent feedback from Area Manager • Innovation and Creativity: Senior Managers and CEO Note:  Nominations may be submitted within the stipulated time in the prescribed format by the respective reporting officer to the Corporate HR Department. Selection processes within each category will be based on  1) the size and composition of the Branch,  2) the number of nominations received but shall in all circumstances provide the appropriate opportunity for a fair evaluation of the nominee(s). Reasons for selection/non-selection shall be appropriately documented and maintained on record by the HR department in their respective personnel files. Non-monetary Awards Non-monetary recognition awards will be given to those nominees which did not make to final list but deserve a kudos. These include an appreciation letter or a complimentary gift. Award Amount Based on the Criterion the monetary awards will be decided before the announcement of the process. Wherever it’s a team-based award the monetary amount will be distributed equally among all the members of the team /branch. Monetary awards shall not be added to an employee's Gross Pay. Documentation: When the selection for an award is made, the copy of the Nomination/Approval form shall be filed by the Corporate HR in the employee’s personnel file and appropriate recognition and announcement of the employee, i.e., through the HR Newsletter and/emails. Download PDF Document In English. (Rs.30/-)

DRUG TESTING POLICY  [Company Name] is a drug-free workplace. As such, we prohibit the use of nonprescribed drugs or alcohol during work hours. If the employee comes to work under the influence of drugs or alcohol or uses drugs or alcohol during work time, the employee will be disciplined in accordance to the policy up to an including termination. Under [Company Name]'s drug testing policy, all current and prospective employees must submit to the drug testing policy. Prospective employee’s will only be asked to submit to a test once a conditional offer of employment has been extended and accepted. An offer of employment by [Company Name] is conditioned on the prospective employee testing negative for illegal substances. [Company Name]'s policy is intended to comply with all state laws governing drug testing and is designed to safeguard employee privacy rights to the fullest extent of the law. Before being asked to submit to a drug test, the employee will receive written notice of the request or requirements. The employee must also sign a testing authorization and acknowledgement form confirming that he or she is aware of the policy and employee’s rights. Any drug testing required or requested by [Company Name] will be conducted by a laboratory licensed by the state. All expenses related to the test will be incurred by the company. The employee may obtain the name and location of the laboratory that will analyze the employee's test sample by calling [Name of Collection Lab] [number of hours] hours before the employee is scheduled to be tested. If the employee receives notice that the employee's test results were confirmed positive, the employee will be given the opportunity to explain the positive result. In addition, the employee may have the same sample retested at a laboratory of the employee's choice. If there is reason to suspect that the employee is working while under the influence of an illegal drug or alcohol, the employee will be suspended [with or without] pay until the results of a drug and alcohol test are made available to [Company Name] by the testing laboratory. Where drug or alcohol testing is part of a routine physical or random screening, there will be no adverse employment action taken until the test results are in. All testing results will remain confidential. Employee must sign a consent form prior to the release of results. Test results may be used in arbitration, administrative hearings and court cases arising as a result of the employee's drug testing. Results will be sent to federal agencies as required by federal law. If the employee is to be referred to a treatment facility for evaluation, the employee's test results will also be made available to the employee's counselor. Download PDF Document In English. (Rs.20/-)

Work from Home Policy   Contents  1. Policy Statement.......................................................................................1  2. Scope .......................................................................................................2  3. What is Home Working?...........................................................................2  4. Occasional “ad hoc” Home Working arrangements ..................................3  5. Conditions for Home Working...................................................................3  6. Terms and Conditions of the Home Worker..............................................4  7. Health and Safety .....................................................................................5  8. Manager responsibilities...........................................................................7  9. Employees responsibilities........................................................................7  10. Application for Home Working...............................................................8  11. Considering a request for Home / Teleworking .....................................8  12. Application refused................................................................................9  13. Application agreed ..............................................................................10  14. Setting up of the Home Worker...........................................................10  15. When ready to commence Home Working..........................................10  16. Monitoring system...............................................................................11  17. Applying for another post ....................................................................12  18. New employees...................................................................................12  19. Training...............................................................................................12  20. Sickness absence ...............................................................................12  21. Policy monitoring.................................................................................12    1. Policy Statement  1.1. The Home Working scheme is in place to assist in achieving a worklife balance as part of the City and County of Swansea’s Flexible Working Policy.    1.2. As with other forms of flexible working there is no automatic right to Home Working.    1.3. The benefits of Home Working can include: -   employee retention,   increased productivity and   reduced costs of accommodation and other overheads.   1.4. Not all work is suited to this sort of scheme so availability will be based on the:  suitability of the employment and person to Home Working  demonstrable benefits and measurable outcomes for the service    the post involved,   the needs of the service, and   the proposed work place.    1.5. The needs of the service will always be the paramount consideration.  1.6. The success of the scheme will depend on trust, reasonableness and co-operation between managers and employees. Home Working is to be treated in exactly the same way as if the employee was working in the office.    1.7. Home workers will be treated no less favourably than any other member of staff, with regard to Council policies and procedures or terms and conditions.  1.8. When an employee begins Home Working they must give a commitment to continue the arrangement for at least one year (subject to a trial period). The employee will be notified of any initial set up costs.  An employee who terminates the agreement early may be required to repay, pro-rata, the initial set up costs, if any, to the Council.  Where the Council ends the arrangement early then no cost will be incurred by the employee.  2. Scope  2.1. This policy applies to all current and prospective employees other than those in Educational Establishments with delegated powers.  3. What is Home Working?  3.1. The HSE (Health and Safety Executive) defines “Home Workers” as those people employed to work at home for an employer.   3.2. To be defined as a Home Worker within the HSE a member of staff must be entered into a formal agreement to work predominantly from home. A member of staff is not a Home Worker if they work at home temporarily, e.g. taking a portable computer home with them.  Home Working is voluntary and a member of staff cannot be made to work from home.  3.3. Home Working is therefore the name given to the practice whereby employees formally undertake work from home or another suitable location, whether it is on an occasional or longer term basis.  Employees may use a computer and telephone line to carry out part, or all, of their job.  3.4. Any approved scheme will be subject to a trial period of three months which may in some circumstances be extended.  4. Occasional “ad hoc” Home Working arrangements  4.1. The Council recognises that there may be occasions where it may be appropriate or necessary for employees to carry out certain types of work from their own home on an occasional or ad hoc basis.  Computer work will be a frequent example of this.   4.2. Permission must be granted by the line manager after the employee confirms:  their working conditions are safe   the data they are working on is safe and secure  any work provided equipment is PAT tested  bringing new electrical equipment into their home is not going to present a risk to anyone else in their home.  4.3. This confirmation should be recorded by the manager and signed by the employee.  4.4. Employees working from home should take personal responsibility for their own health and safety.  If an employee feels that working at home is/may be affecting their health e.g. headaches, backache, then they must inform their manager who will then withdraw permission.  4.5. It is the employee’s responsibility to work safely and report any risks to their manager, including reporting any defects that arise in the equipment provided.  4.6. If this pattern becomes more regular or is likely to continue on a more formal basis then the provisions set out in the remainder of this policy must be adhered to.    5. Conditions for Home Working  5.1. Home Working may be suitable where:  Budget provision is available / can be made available to fund any initial investment required.    The work content of the post is analysed as being suitable for Home Working   The employee and their circumstances are considered to be suitable for Home Working   The premises to be used for Home Working are deemed suitable for the work to be done following a health and safety risk assessment inspection  Where the employee requires sustained access to the Council’s ICT applications (other than occasional access to email, for example), the employee has access to an adequate Broadband connection.     5.2. Under the Management of Health and Safety at Work Regulations 1999, employers are required to do a risk assessment of the work activities carried out by Home Workers. Completing a risk assessment involves identifying the hazards relating to the Home Worker’s work activities and deciding whether enough steps have been taken to prevent harm to them or to anyone else who may be affected by their work. A risk is the chance, great or small, that someone will be harmed by a hazard. A hazard is anything that may cause harm.  5.3. Home workers themselves can aid this process by identifying potential hazards.  5.4. Home Working may be a reasonable adjustment offered to disabled employees subject to the circumstances of the individual and the requirements of the job.    6. Terms and Conditions of the Home Worker   6.1. Normal terms and conditions will apply to all Home Workers unless otherwise specified below.  6.2. All direct costs of the scheme, where justified, will be met by the Council. The Council's existing Liability Insurance Policies provide adequate cover for public and employer liability.  6.3. The Home Worker’s place of work will be dual-centred (e.g. the Guildhall/Civic Centre and the individual's home).  Travel expenses will not be paid between the two.  6.4. Normally no premium payments will be made for work performed outside standard working hours or normal office hours.   6.5. Any overtime involving premium payments must be agreed beforehand.  6.6. Employees should be aware that if a room in a house is used solely for business or if a Home Worker claims for business expenses relating to domestic premises there may be a liability for capital gains tax.    6.7. Home Workers will also need to check their mortgage agreements or house deeds for restrictive covenants. If they are renting they should seek their landlord's permission.  6.8. The Council strongly recommends employees seek professional advice.  6.9. The Home Worker will ensure that the requirements of the Council’s Data Protection Policy are met and that the Information Management and Security Guidelines are observed. At the place of residence or in transit, the protection of Council information will be the responsibility of the Home Worker.  7. Health and Safety  7.1. Managers are legally responsible for ensuring, as far is reasonably practicable, the health, safety and well being of any Home Worker and others who may be affected by their work (e.g. children in the home).  7.2. If a dedicated place of work is needed at the home (e.g. spare bedroom, corner of the lounge) in order to carry out professional responsibilities, this area must be  treated as a place of work during working hours, and a subject of a formal risk assessment.  7.3. Where resources are available a competent DSE assessor can visit the Home Worker’s residence to carry out an initial DSE assessment. Following the initial assessment, a self-assessment approach can be adopted for subsequent DSE assessments. The self assessment   questionnaire can be completed by the Home Worker and discussed with Line Management. Only if problems are identified at this stage do DSE assessors visit the Home Worker’s residence  7.4. Assessing the risks in each Home Worker’s house can present problems for management due to insufficient time and resources to complete such a task. For Business Services working with computers it is reasonable to ask a competent Home Worker to carry out a DSE self assessment and discuss the results with their Manager. Only if problems are identified at this stage do DSE assessors visit the Home Worker’s residence  7.5. A clear demarcation between the health and safety responsibilities of the employer and the Home Worker should be understood at the outset. The employer is responsible for the maintenance of any electrical equipment supplied but not the electrical system of the Home Worker’s residence.  7.6. The following should be carried out as regularly for Home Workers as for office based staff.  Risk Assessments  DSE Assessments  Portable electrical appliance Inspection and Testing  7.7. Consideration of the health and safety aspects of Home Working has been confined to thinking about hard issues, such as electrical safety, fire safety, ventilation, manual handling, lighting, ventilation, workstation set-up and poor posture, display screen equipment, and whether there are any lone working implications. These issues can usually be resolved through a home site inspection, risk assessment by a Manager, DSE Work Station self assessment by the employee. Further advice and guidance can be obtained from the Corporate Health and Safety team as necessary.   Other considerations in the risk assessment process can include  pets, vulnerable people and children.   Home Workers must notify their Manager if they or a member of their  household becomes pregnant. A pregnancy risk assessment should   be completed by the employee and given to and assessed by the Line  Manager, which considers the pregnancy period. The process should  be repeated when the child is born, and again at quarterly inspections  to take account of the child’s development.  Where relevant, these provisions will equally apply in the case of an adoption.   Whilst they are working, it would also be expected that the Home Worker give details of the following:  childcare arrangements (for children under the age of 16)   vulnerable adults also residing at the property.  7.8. Particular consideration should be given to a Home Worker’s health and wellbeing. Stress and isolation are acknowledged and the risk assessment should identify effective measures to reduce the effect of these.  7.9. Health and safety information must be given to the Home Worker through a training session on DSE usage, including advice on resting eyes, lighting levels and direction, and VDU positioning. The Home Worker should also be shown how to use the equipment in the first aid box (if provided).  7.10. The training for Home Workers should address the importance of posture and taking breaks away from the screen. It should also include details of exercises to aid comfort, the effect of glare and where lighting should be directed.   7.11. Any incident affecting Home Workers needs to be communicated to and recorded by the employer. This includes accidents and any ‘near miss’ occurrences. Home workers must be instructed to follow the corporate accident reporting procedures.   8. Manager responsibilities  8.1. Where an employee is a Home Worker, Managers must  Ensure the specific hours and measurable outcomes are agreed before the arrangement starts.  This is in order to ensure that employees complete the task in hand and do not exceed the Working Time Regulations.  Ensure any necessary training is undertaken.  Maintain regular communication with employees, establishing a regular pattern of telephone / e-mail communication to keep in touch.  Always acknowledge the receipt of any communication from a Home Worker and remember to give feedback on work and praise where due.  Measure and monitor the work output of the employee.  Involve the Home Workers in any consultation / discussion about work procedures that goes on in the office. • Ensure that there is an "open line" of communication to everyone in the team.  Actively promote a sense of belonging to the team and to the section.  Provide a regular opportunity for communication which is not solely work-related e.g. participation in social gatherings or outings or telephone conversations which have an element of social chat.  Ensure that all the usual procedures for appraisal and development are adhered to. One to one sessions must be carried out with the Home Workers and they must feel that they have as much opportunity for development within the organisation as other staff.  Ensure Home Working employees are afforded the same opportunities for career development as other employees.  9. Employees responsibilities  9.1. Employees must:   Treat Home Working as though they are in the office  remain contactable at all times during normal working hours  be able to attend the normal workplace at short notice  not let their personal circumstances / home environment interrupt work  attend the workplace for staff briefings, training etc.  9.2. In order to be considered suitable for Home Working, employees must demonstrate the following characteristics:  Self motivation  Self discipline  Ability to work without close supervision  Time-management skills  Flexibility, resilience and self-reliance Communication skills – in particular when using email or phone  Ability to manage the challenge of isolation  Ability to research and solve problems or work related issues independently.  10. Application for Home Working  10.1. While it can seem a very attractive option it is important to consider the implications of this type of working very carefully before making an application.  10.2. Before making an application, employees must ensure that they fully understand the scheme and have read the health and safety guidelines and Home Working agreement.  10.3. Applications need to be made in line with the principles stated in the Flexible Working Policy.  However, as further information and consideration needs to be submitted to a Home Working application than is required for other forms of application, employees are required to submit the form attached to this policy.  10.4. Applications should be made to the employee’s Line Manager.  Final approval needs to be sought from the relevant Head of Service in consultation with Human Resources if appropriate.  11. Considering a request for Home / Teleworking  11.1. The Line Manager should assess the following:  The suitability of the post for Home Working  The suitability of the individual employee  The suitability of the proposed workplace.  The following factors should be taken into account when considering a request for Home Working:  Will all the necessary ICT systems be accessible from home?  Is direct contact with clients / customers a requirement of the post?  Is direct contact with other employees a requirement of the post?  Does the post include the supervision of other employees?  Do adequate monitoring arrangements exist?  What is the impact on other employees?  Mentoring  The impact on the service delivery to clients and overall costs/ benefits  Overall assessment of suitability of the post  • How will the work be delivered to the home?  The suitability of the individual employee:  Quality of work and training requirements  Output of work  Disciplinary Issues  Reliability  General Suitability  Ability to make choices and take control Ability to work alone  Ability to cope with new ways of working   The suitability of the proposed workplace:  • Is the proposed workplace suitable for Home Working?  • Does the proposed workplace meet Health and Safety requirements?  11.2. Once the full assessment has been completed the Manager will decide whether to recommend the employee for Home Working to the Head of Service and will give full reasons for this decision.  11.3. The forms relating to assessment of suitability should be completed by the Manager and full records kept of the reasons for any decisions.  11.4. The selection of a Home Worker is an important management function and should not be treated lightly.  12. Application refused  12.1. If an employee wishes to appeal the outcome of their request they have the right to appeal.  Any appeal must be made in writing within 14 days of being notified of the decision.  The appeal must state the grounds on which the employee wishes to appeal and should be sent to Human Resources.    12.2. The employee’s appeal will be considered by the Head of Service and a decision will be conveyed to the employee by Human Resources within 14 days of the appeal being received.  If the employee is a Third Tier Manager, the appeal will be heard by the relevant Director or independent Head of Service.  12.3. If the appeal is successful, the employee and the Manager will need to consider what arrangements need to be in place for when the working pattern is changed.  13. Application agreed  13.1. If the application for Home Working is accepted, the employee should be informed of the outcome in writing by Human Resources detailing the next stages of the process.  14. Setting up of the Home Worker   14.1. The setting up of Home Workers can be a long process; this information should provide a step by step guide to the process.  14.2. Any necessary changes required to the accommodation identified during the initial risk assessment, for example installing a smoke alarm, should be agreed with the employee before set up commences.  14.3. Managers must:   Check that the issues have been resolved or that action has been agreed that will resolve these before Home Working commences.  Identify and order any ICT equipment, telephone handsets and communication links that are required. This should be carried out in conjunction with the ICT section and the orders placed in the normal way.  Identify and order furniture and any other equipment. This is may include a desk, chair, lamp if needed, fire extinguisher and first aid kit.  Consideration should be given in the first instance to utilising the employee’s existing furniture.  Other equipment may also be required depending on the nature of the work including reference books where appropriate.  Set up a system for managing the Home Worker’s time as the flexi clocking system will not be available while they are at home. For Home Workers who are still spending a substantial amount of time in the office, adjustments to the flexi system may be appropriate. For full time Home Workers an excel flexi trust sheet will be more appropriate.  Agree monitoring arrangements and targets with the employee.   Ensure that the employee has been told that they should inform utility providers, insurance companies and mortgage providers of their intention to work at home. It is unlikely that it will have any impact upon costs provided the full information is disclosed and it is made clear that no customers will be visiting the home.  14.4. There may be some delay while the equipment is supplied and the broadband link is arranged.   15. When ready to commence Home Working  15.1. Before Home Working commences, Managers should arrange a meeting with the employee. During this meeting, Managers should:  Discuss the Home Working Agreement in detail with the employee to ensure that they understand it. The agreement should then be signed.  Arrange hours of work - although the scheme is intended to allow flexibility in working hours, a normal working pattern will usually need to be agreed but is also subject to ICT availability. For example, a person may wish to work early mornings and late afternoons in order to fit in with caring responsibilities. If this is agreed it would form the normal working pattern and any variation in this should be agreed with the Manager in advance.  Agree contact arrangements. It is considered good practice for the employee to email their Manager when they start and finish work and for the Manager to respond.  Discuss any requirements for attendance at the office for team meetings and training or to cover peaks in workload.  Advise the employee of any procedures that are different for Home Workers.  Advise the Home Worker about Health and Safety guidance on the intranet site.  Carry out the Full Health and Safety Risk Assessment. A DSE Assessment should also be carried out, where appropriate.   Make a diary note to carry out the necessary review before the end of the trial period.  16. Monitoring system  16.1. Employees should:  Record calls coming in and review and assess work done.  Work should be documented and sent to the Line Manager.  16.2. The situation will be reviewed (on an individual basis) when:  New applications are received by the Head of Service.   An existing Home Worker moves house.   An existing Home Worker is promoted/ transferred.   If none of the above applies, then the review will be on an annual basis.   16.3. The way that performance is monitored will be different for Home Working employees. There will be a change of focus towards monitoring of outputs, i.e. the quantity and quality of work.  16.4. There will be less focus on controlling methods of work and employee’s time, however the employee will still be required to work for a set number of hours and to complete flexi trust sheets.  16.5. Changing to managing outputs may require some consideration and alteration in working practice. This should be considered and discussed with the employee before Home Working is agreed.  16.6. Managers will need to set clear, realistic and fair performance targets which the employee fully understands. The Manager should then monitor compliance with these targets.  16.7. For some types of work monitoring information may be available in the form of system reports, however for other posts individual tasks may need to be set and timescales monitored. Alternatively, some form of task / time recording procedure may be necessary.  16.8. As when monitoring the performance of any member of staff, a reasonable approach should be taken and the reasons for any variation in productivity should be taken into account.  17. Applying for another post  17.1. If a Home Worker is promoted/redeployed/seconded to another post that is deemed to be suitable for the same Home Working arrangement, then the conditions identified in section 5 should be reassessed.  17.2. It is the responsibility of the Home Worker to ascertain the suitability of the new post for Home Working before applying for the post.  18. New employees  18.1. New employees will normally be required to work in the office for an initial training and assessment period before commencing Home Working.  It will be unusual for a Home Working request to be considered during a probation period and will only be granted in exceptional circumstances.  19. Training  19.1. Training is likely to be a crucial element of successful Home Working.  The method of training used should be chosen to reflect the needs of the individual. Training might include computer packages, videos, distance learning. In addition to job specific training, general training in time management, priority setting, office systems etc. may be useful.    20. Sickness absence  20.1. Sickness absence should be reported in the normal way with paid sick leave only applying to the normal working week.  Only whole or half days should be recorded as sickness absence.  21. Policy monitoring   21.1. The Council will monitor the application of this policy and has discretion to review it at any time through the appropriate consultation mechanisms.   21.2. Responsibility for the implementation, monitoring and development of this policy lies with the Head of Human Resources. Day to day operation of the policy is the responsibility of nominated officers who will ensure that this policy is adhered to. Download PDF Document In English. (Rs.60/-)

REFERENCE  CHECK  FORM Candidate's Name : Designation interviewed for :  Reference Name: Company Name: Company Address: Company Contact Number : Dates of Employment : Questions: Please describe your reporting relationship with the candidate? If none, in what capacity      did you observe the candidate's work? Reason for Leaving: Please describe the key responsibilities of the candidate in his/her most recent position. Tell us about the candidate's important contributions Describe the candidate's relationships with his/her coworkers, reporting staff (if      applicable), and supervisors. Talk about the attitude and outlook the candidate brought to the workplace. How many reporting staff did the candidate manage? Their roles? (if applicable) Download PDF Document In English. (Rs.15/-)