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JOB DESCRIPTION TEMPLATE Designation: Function: Grade: Reporting To: Direct reports: Indirect reports: Position: New / Replacement Job Description: ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ Functions: ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ Day to day activities: ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ Performance Metric: ___________________________________________________________________________________ ___________________________________________________________________________________ Authorities: ___________________________________________________________________________________ ___________________________________________________________________________________ Responsibility:   ___________________________________________________________________________________ ___________________________________________________________________________________ Growth & Development: ___________________________________________________________________________________ ___________________________________________________________________________________   Educational Qualification: ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ Core Skills & Competencies: ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ Background / Experience: ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ Industry Preference: ___________________________________________________________________________________ ___________________________________________________________________________________ Tools Used: ___________________________________________________________________________________ Audit / Timely Checks: ___________________________________________________________________________________ Interdepartmental Co-ordination:  ___________________________________________________________________________________ Hiring Manager: ___________________________________________________________________________________ Final Interview Panel:   ___________________________________________________________________________________ Approved By Department Head Name:  __________________________________________ Signature:  _______________________________________ Authorized By  COO Name:  __________________________________________ Signature:  _______________________________________ Download PDF Document In English. (Rs.30/-)

Date: DD/MM/YYYY Employee  Name Address 1 Address 2 City Pin code Dear (Employee Name), This letter is to offer you a position with the Company.   It is with great pleasure that we offer you the position of Position Title .  You will be based in Mumbai and report to the Manager position title. Your place of work will be “City name”.  Based on your capabilities and accomplishments, I believe that your talents will not only benefit Company name but also that our mutual relationship will assist you in reaching your personal and professional goals.  Your detailed compensation plan will be given to you at the time of joining. Your compensation will be Rs. In figures (Rs In words Only) per annum (CTC). Your compensation will also include Insurance (if applicable), Casual, Sick and Privilege leave and other benefits as per corporate policy. I am anticipating that you will accept this offer by Date (7 days from offer) Upon joining you will be required to sign an “Employment Agreement”. You will also be required to submit the following documents on the date of your reporting: Copy of PAN Card Adhar card Two passport-sized photographs.            You will be on probation for six months from the date of your joining.  Your             services will be confirmed in writing after the successful completion of your probation              period. The probation period may be extended if your performance does not meet            expectations. Please indicate your acceptance of this offer by signing one copy of this letter in the space provided below. The additional copy is for your files.   (Candidate Name), I am eagerly looking forward to having you join our team.  Should you have any questions, please do not hesitate to contact me. Sincerely: For Company Name: Name of concerned person: Title: I accept this action as outlined above and confirm that my start date is:                           Signature: Name: Date: Annexure to the offer letter dated ... Of the name of candidate for position of position title at place office. COMPENSATION LETTER The Employee shall be entitled to receive compensation following the terms outlined in this Compensation Letter for all the services of every nature rendered and to be rendered by the Employee in connection with his employment with the Company as laid down in this Agreement in India. The Employee shall be bound by the terms and conditions outlined in this Agreement   Company name   CTC Breakup (With PF)  Name Of Employee :        Designation     Level      Date of Joining :        Sr. No.   Particulars   Amount (Monthly)   Amount (Yearly)          1 Basic Salary 2 House Rent Allowance 3 Conveyance Allowance 4 Medical reimbursement 5 Special allowance   Monthly Gross    6 Medical reimbursement (Quarterly) 7 Leave Travel Allowance   8 Provident Fund (Employer Contribution)     Annual Gross       10 Gratuity (Payable after 5 years service)    Cost to Company       Other Benefits  As applicable  Download PDF Document In English. (Rs.30/-)

CANDIDATE EVALUATION FORM Name of Applicant :   _____________________________  Position :  _____________________________________ Department :  ______________________ Please tick the relevant options: Education: Exceeds job requirements                                                      Meets job requirements Does not meet job requirements Not applicable for this position. Interviewer’s Comments: ____________________________________ Relevant Job Experience: Exceeds job requirements Meets job requirements Does not meet job requirements Not applicable for this position  Interviewer’s Comments:_____________________________________ Supervisory Experience: Exceeds job requirements Meets job requirements Does not meet job requirements Not applicable for this position Interviewer’s Comments:_____________________________________ Technical Skills: Exceeds job requirements Meets job requirements Does not meet job requirements Not applicable for this position  Interviewer’s Comments :___________________________________ Interpersonal Skills: Exceeds job requirements Meets job requirements Does not meet job requirements Not applicable for this position  Interviewer’s Comments:___________________________________ Motivation: Exceeds job requirements Meets job requirements Does not meet job requirements Not applicable for this position Interviewer’s Comments:____________________________________ Strengths:          Weakness: Comments: Comments: Overall ranking: Excellent/good match Meets job requirements Does not meet job requirements Not applicable for this position Comments: Current CTC : ___________________ Expected CTC: __________________ Notice Period : __________________ Interviewer Name & Designation: ____________________________ Date of Interview: ______________________________ Download PDF Document In English. (Rs.30/-)

MANPOWER REQUISITION FORM Department: Function: Designation: New/Existing position: Salary: Bonus: CTC: Total No of Vacancies: Location : Date of Joining:  Performance measures: Personal responsibility (if any) / Performance measures:  Functions / Day to day activities: Reports: Directs:    Qualifications / Experience / Skills - Minimum: Qualifications / Experience / Skills (Preferred): Experience: Personality Attributes / Traits: Approved By: Department Head:  Authorized By: CEO: Download PDF Document In English. (Rs.15/-)

Download PDF Document In English. (Rs.55/-) EMPLOYEE STOCK OPTION PLAN 20XX  Short title, extent and commencement: This employee stock option plan may be called as the “ESOP Plan” . The ESOP Plan applies only to the bonafide Employees (defined below)  of ABC  Private Limited (the “Company” ). Objectives of ESOP Plan: The purpose of this ESOP Plan is to – facilitate the Employees of the Company, through stock ownership, to acquire greater proprietary stake in success and growth of the Company; encourage Employees to continue contributing to the success and growth of the Company; reward Employees for their unusual contribution to the Company; provide additional deferred reward to Employees; and compensate Directors for their contribution to the growth of the Company. Definitions:       In this ESOP Plan, unless the context otherwise requires, “Applicable Law” includes all statutes, enactments, acts of legislature or parliament, ordinances, rules, bye-laws, regulations, notifications, guidelines, policies, directions, directives and orders of any government, statutory authority, tribunal, board, court or recognized stock exchange(s) on which the shares of the Company may be listed; “Board” means the Board of Directors for the time being of the Company; “Director” means a director of the Board; “Disability” means “Permanent Total Disability” as defined in the Workmen’s Compensation Act, 1923; “Employee” means a permanent employee {who has completed tenure of at least 3 years  (at the discretion of Board) with ABC Private Limited} of the company who has been working in India or outside India and who may qualify for issue of Options under the ESOP Plan and fulfill the minimum conditions of service and other conditions as decided in the evaluation process; and will include new employees joining the Company. “Exercise” means making of an application by the Optionee to the Company for issue of Shares against Options vested in him in pursuance of the ESOP Plan. “Exercise Period” means the period after vesting within which the Optionee should Exercise his/her right to apply for the Shares against the Options vested in him/her in pursuance of the ESOP Plan. Exercise period for this ESOP scheme is to be varied for lots of shares which at the discretion of board may vary. “Exercise Price” means the price payable by the Optionee for Exercising the Option granted to him/her under the ESOP Plan as may be determined by the Board. Here recommendation is Rs. 10 i.e the face value of the equity share of the company subject to any change that board may deem fit. “Fully Diluted Basis”  means a calculation assuming that all dilution instruments, including any options issued or reserved for issuance under the ESOP Plan of the Company, existing at the time of determination have been exercised or converted into equity shares of the Company, and taking into consideration the effect of any anti-dilution protection offered to any shareholder or a third party. “Grant” means issue of the Options to Employees to purchase the Shares of the Company under the ESOP Plan. In this scheme 200 options per employee is proposed as per the discretion of board. “Grant Date” means the date fixed by the Company to be the date on which the Option under the ESOP Plan is extended to any Employee. The date would be specified in the Offer Letter issued to the Employee. This date is to be prescribed by board of director which shall not be later than 31st March 20XX. “Nominee” means the spouse, any child of the Employee or any other person nominated by the Employee as provided hereinafter. “Option” means a stock option granted pursuant to the ESOP Plan, comprising of a right but not an obligation granted to an Employee under the ESOP Plan to apply for and be allotted Shares of the Company at a pre-determined Exercise Price, during or within the Exercise Period subject to the requirements of Vesting. “Optionee” means the holder of an outstanding Option granted to the Employee pursuant to the ESOP Plan.  “Shares” shall mean Shares in the Share Capital, whether equity or preference;  “Share Capital” means the issued, subscribed and paid-up share capital of the Company; “Offer Letter” means a written agreement between the Company and an Optionee evidencing the terms and conditions of an individual Option Grant. The Offer Letter will be subject to the terms and conditions of the ESOP Plan.    “Vesting”  means the process by which the Optionee is given the right to apply for Shares of the Company against the Options granted to him in pursuance of the ESOP Plan. “Vesting Period” means the period elapsed between the date of Grant and the date of Vesting of the Option granted to the Employee. (For the scheme it is recommended for 1 year from grant date i.e the minimum period required by Companies share capital and debentures rules,2014) Note:  The words employed in the masculine gender shall include the feminine also. Quantum of equity Shares subject to the ESOP Plan: The maximum number of equity Shares which shall be subject to Options under the ESOP Plan will be restricted to 10% ( Ten percent ) of the total paid up equity Share Capital of the Company on a Fully Diluted Basis from time to time at the time of implementation of the ESOP Plan. However, subject to the provisions of the articles of association of the Company, the maximum number of equity Shares reserved for issuance pursuant to the ESOP Plan may be increased or decreased with the written consent of the Board. Each Option granted under this ESOP Plan shall entitle the holder thereof for one equity Share, of a face value of Rs. 10/- each of the Company on such terms and conditions as the Board may determine at the time of Grant which will be specified in the Offer Letter. The Company during the term of this ESOP Plan, shall all times reserve and keep available such number of equity Shares as part of its authorized Share Capital as shall be sufficient to satisfy the requirements of the ESOP Plan.   If an Option expires or becomes un-exercisable without having been exercised in full, the un-purchased equity Shares, which were subject thereto, shall become available for future Grant or sale under the ESOP Plan (unless the ESOP Plan has been terminated). However, equity Shares that have actually been issued under the ESOP Plan upon exercise of an Option shall not be returned to the ESOP Plan and shall not become available for future distribution under the ESOP Plan. Where equity Shares are issued consequent upon Exercise of an Option under the Plan, the maximum number of equity Shares that are subject to Option referred to in Section 4.1 above shall stand reduced to the extent of such equity Shares issued. Administration of the ESOP Plan: The Board shall administer, and supervise the implementation of the ESOP Plan. Subject to the provisions of the ESOP Plan, and subject to the approval of the relevant authorities, the Board shall – determine the Exercise Price; (viz. is Rs. 10/-) select and recommend Employees for Grant of Options; (Permanent employees with more than 3 years of tenure ) determine the quantum of Options to be granted to the Employees; (viz. is 200 options  per employee subject to change as may deem fit by Board) determine the Vesting Period and the Exercise Period; ( 1 year  i.e minimum period required by the law enforceable) prescribe, amend and rescind rules and regulations relating to the ESOP Plan; construe and interpret the terms of the ESOP Plan and Options granted relating to the ESOP Plan and such determination shall be final and binding upon all persons having an interest in the ESOP Plan and Options; determine the procedure for making a fair and reasonable adjustment to the number of Options to the Exercise Price in case of corporate actions; Grant, Vest and Exercise of Option in case of Employees who are on long leave; determine the procedure for cashless Exercise of options; frame any other byelaws, rules or procedures as it may deem fit for administering the ESOP Plan; approve forms, writings and / or agreements for use in pursuance of the ESOP Plan; frame suitable policies and systems to ensure that there is no violation of the Applicable Laws. No member of the Board shall be personally liable for any decision or action taken in good faith with respect to the ESOP Plan. All decisions, determinations and interpretations of the Board shall be final and binding on all concerned.  Eligibility Criteria The Board reserves the right to offer Options to Employees subject to the appraisal process as provided in Section 6.2 below.  The appraisal process for determining the Employees to whom the Option shall be granted/offered will be specified by the Board, from time to time, and will be based on criteria such as the seniority of the Employee, length of the service, performance record, merit of the Employee, future potential contribution by the Employee and/or any such other criteria that may be determined by the Board at its sole discretion. Terms of ESOP Plan and Option: The ESOP Plan shall be effective upon its adoption by the Board. It shall continue in effect for a term of minimum 1 year  unless all the Options granted under the ESOP Plan are exercised or have been extinguished or unless the ESOP Plan is terminated under Section 16 of the ESOP Plan. The term of each Option shall be stated in the Offer Letter provided, however, that the term shall be not more than 6 months to 1 year  from the date of first Vesting thereof for each lot of shares. Grant of Options: The Board may, on such date as it shall determine, grant to such Employees as it may in its absolute discretion select Options of the Company on such terms and conditions and for the consideration as it may decide. The details of the Options granted will be communicated through the Offer Letter. The Employee to whom an Option is granted shall communicate his acceptance of the Option within 30 days from the date of the Grant or such other period as may be decided by the Board. Rights of an Optionee: Unless and until the Options have been exercised and/or equity Shares transferred/allotted to the name of the Optionee in accordance with the Applicable Laws, the Optionee or his nominee shall not have any rights whatsoever as a shareholder including rights for receipt of dividend and/or for voting with respect to Options granted. Neither the ESOP Plan, nor any Option shall confer upon any Optionee any right with respect to continuing the Optionee’s relationship as an employee, advisor, consultant, director, officer or promoter with the Company, nor shall it interfere in any way with his right or the Company’s right to terminate such relationship at any time, for any reason whatsoever. Vesting Periods of Options: The Board shall have the freedom to specify a lock-in period for the equity Shares issued pursuant to the Exercise of Option. Such lock-in period, if any, may be specified in the Offer Letter.  The maximum Vesting Period of an Option shall not be more than a period of 24 months from the date of Grant of the Option. Subject to the maximum vesting periods of an Option referred to above, the Board shall have the sole discretion to decide upon the vesting periods in respect of any Optionee or any category of Optionee. The Vesting may occur in tranches, subject to the terms and conditions of Vesting as may be stipulated by the Board in its discretion. Option Exercise Price and Consideration: The consideration payable by an Optionee for exercising an Option would be the Exercise Price.  The consideration to be paid for the equity Shares to be issued upon the exercise of an Option, including the method of payment shall be determined by the Board at the time of Grant.  Subject to Applicable Law, the Company may make available a bridge loan to assist the Employee to pay up and exercise the vested Options. This loan shall be subject to the terms and conditions as the Company may stipulate at the time of grant of loan.  Under the cashless system of Exercise, the Company may itself fund the payment of Exercise Price which shall be adjusted against the sale proceeds of some or all the equity Shares or from the remuneration payable to employee,  subject to the Applicable Laws.   Methodology of Exercise of Options: Procedure for Exercise of Options: An Option granted hereunder shall be exercisable according to the terms hereof at such times and under such conditions as determined by the Board and set forth in the Offer Letter sent to the Employee. The Option shall be deemed to be exercised when the Company receives: Written or electronic notice of Exercise (in accordance with the Offer Letter) from the person entitled to Exercise the Option; and Full payment for the equity Shares with respect to which the Option is exercised. Options can be exercised in part or whole. The unexercised portion of the Option will continue to be available to the Optionee or the nominee, for exercise, in case of specified circumstances such as death, disability etc., upto such time as provided for in the Offer Letter.    Exercise of Options in the case of separation of an Employee from the Company: In the event of separation of an Employee from the company due to reasons of Disability  of the Optionee while in employment all the unvested Options will Vest immediately. However, the Exercise Period will remain the same as indicated in the Offer Letter.   In the event of death of an Employee  while in employment with the Company, the Options granted, both Vested and unvested may be exercised by the Optionee’s nominee/ legal heir immediately after such death but in no event later than one (1) year from the date of the Optionee’s death.   In the event of termination  of employment for reasons of misconduct, all Options including those, which are vested but unexercised at the time of termination of employment, shall expire and stand terminated with effect from the date of such termination.   In the event of separation of employment for reasons other than Death/Disability or for misconduct, all Options, which are not vested on the date of separation, shall expire and stand terminated with effect from the date of such separation. However, all Options vested as on the date of separation may be exercised by the Employee immediately but not later than 30 days from the date of separation of employment.   Abandonment of service without the consent shall be deemed to be termination of employment for misconduct. The date of abandonment of an Employee shall be decided by the Board at its sole discretion which decision shall be binding on all concerned. In the event of abandonment of service by an Optionee without the Company’s consent, all Options including those which are vested but were not exercised at the time of abandonment of service shall stand cancelled with immediate effect.   Rights as a Shareholder: Equity Shares issued on the Exercise of an Option shall be issued in the name of the Optionee. The Company shall issue (or cause to be issued) such equity Shares promptly after the Option is exercised. No adjustments will be made for dividend or any other right for which the record date is prior to the date the equity Shares are issued.   All equity Shares allotted on Exercise of Options will rank pari passu  with all other equity Shares of the Company for the time being in issue (save as regards any right attached to such equity Shares by reference to a record date prior to the date of allotment). Non transferability of Options: The Options granted under the ESOP Plan are not eligible to be sold, pledged, assigned, hypothecated, transferred or disposed of in any manner without the prior written approval of the Board.   Adjustments of number and Exercise Price of Option in certain cases: Capitalisation by way of issue of bonus Shares:  Subject to any required action by way of shareholders of the Company, all the Options including those which are vested but were not exercised and/or, as well as the price per equity Share covered by each such outstanding Option, shall be proportionately adjusted for any increase in the number of issued equity Shares resulting from issue of bonus Shares without the receipt of consideration by the Company. Issue of rights Shares : Subject to any required action by the shareholders of the Company, all the Options including those which are vested but were not exercised and/or the price per equity Share covered by each such outstanding Option, shall be proportionately adjusted for any increase in the number of issued equity Shares resulting from the issue of rights Shares.   Merger / Demerger:  In the event of a merger of the Company with or into another company, or a Demerger, all the Options including those which are vested but were not exercised, and/or the price per equity Share covered by each such outstanding Option shall be proportionately adjusted to give effect to the merger or asset sale.   Amendment and Termination of the ESOP Plan: Subject to such approvals as may be required, the Board may at any time amend, alter, suspend or terminate the ESOP Plan.   No amendments, alterations, suspension or termination of the ESOP Plan shall impair the existing rights of any Optionee, unless mutually agreed otherwise between the Optionee and the Board, which agreement must be in writing and signed by the Optionee and the Company.  Termination of the ESOP Plan shall not affect the Board’s ability to exercise the powers granted to it hereunder with respect to Options granted under the ESOP Plan prior to the date of such termination. Conditions upon issuance of equity Shares: Equity Shares shall not be issued pursuant to the Exercise of an Option unless the Exercise of such Option and the issuance and delivery of such equity Shares shall comply with Applicable Laws and shall be further subject to the approval of counsel for the Company with respect to such compliance.   Inability to obtain authority: The inability of the Company to obtain from any regulatory body having jurisdiction, which authority is deemed by the Company’s counsel to be necessary to the lawful issuance and sale of any equity Shares hereunder, shall relive the Company of any liability in respect of the failure to issue or sell such equity Shares as to which requisite authority shall not have been obtained.   Unjust enrichment In the event of any Optionee has paid any money to the Company under the ESOP Plan, and the Company is unable to allot equity Shares to such Employee due to inability to obtain authority or due to changes in any regulations or relevant guidelines, the Company shall promptly refund the money subject to such terms and conditions as the Board shall impose.  However, the Company shall not be liable to pay any premium or loss of profits to any such Optionee.   General: The ESOP Plan shall not form part of any contract of employment / service between the Company and the Employee. The rights and obligations of any individual under the terms of his office or employment with the Company shall not be affected by his participation in this ESOP Plan or any right which he may have to participate in it and nothing in this ESOP Plan shall be construed as affording such an individual any additional rights as to compensation or damages in consequence of the termination of such office or employment for any reason. The ESOP Plan shall not confirm on any person any legal or equitable rights (other than that to which he would be entitled as an ordinary member of the Company) against the Company either directly or indirectly or give rise to any cause of action in law or in equity against the Company. Participation in the ESOP Plan shall not be construed as any guarantee of return on equity investment. Any loss due to fluctuations in the market price or fair value of the equity and the risks associated with the investments are that of the Optionee alone.   This ESOP Plan is entirely at the discretion of the Board of the Company.   Tax Liability: The tax treatment on the equity Shares allotted under the ESOP Plan shall be as per the Income Tax Act, 1961 as amended from time to time. In the event of any tax liability arising out on account of the issue of Options and/or allotment of the equity Shares to the Optionee, the liability shall be that of the Optionee alone. The Employee shall not indemnify the Company against any tax or other liabilities. All tax liabilities arising on disposal of the equity Shares after Exercise would require to be handled by the Optionee.   In the event of any tax liability arising out on account of the ESOP Plan, the Company shall have the right to cause the equity Shares held by the Optionee under the ESOP Plan to be sold or otherwise alienated to meet the liability, on behalf of the Optionee.

COMPONENTS OF SALARY STRUCTURE Some of the components of the salary structure include: Basic Salary The basic salary is the base income of an employee, comprising 35-50 % of the total salary. It is a fixed amount that is paid before any reductions or increases due to bonus, overtime or allowances. The basic salary is determined based on the designation of the employee and the industry in which he or she works in. Most of the other components, like allowances, are based on the basic salary. This amount is fully taxable. Allowances Allowance is an amount payable to employees during the course of their regular job duty. It can be partially or fully taxable, depending on what type it is. Allowances provided and the limits on it will differ from company to company, according to their policies. Dearness Allowance  - Dearness allowance is a certain percentage of the basic salary paid to employees, aimed at mitigating the impact of inflation. It is paid by the government to employees of the public sector and pensioners of the same. House Rent Allowance  – A house rent allowance is that component of the salary which is paid to employees for meeting the cost of renting a home. It offers tax benefits to the employees for the sum that they pay towards their accommodation every year. Salaried individuals residing in rented homes can claim this exemption and reduce their tax liability. Conveyance Allowance  - Conveyance allowance, also known as transport allowance, is a kind of allowance offered by employers to their employees to compensate for their travel expenses to and from their residence and workplace. Note - In Union Budget 2018, a standard deduction of Rs. 40,000 has been introduced in lieu of transport (Rs 19,200) and medical (Rs 15,000) allowances. Leave Travel Allowance  - Leave travel allowance is eligible for tax exemption. It is offered by employers to their employees to cover the latter's travel expense when he or she is on leave from work. The amount paid as leave travel allowance is exempt from tax under Section 10(5) of Income Tax Act, 1961. Leave travel allowance only covers domestic travel and the mode of travel needs to be air, railway or public transport. Medical Allowance  - Medical allowance is a fixed allowance paid to the employees of an organization to meet their medical expenditure. Note - In Union Budget 2018, a standard deduction of Rs. 40,000 has been introduced in lieu of transport (Rs 19,200) and medical (Rs 15,000) allowances. Books and Periodicals Allowance  - Books and periodicals allowance is a type of allowance provided to employees for helping them meet the expenses associated with the purchase of books, periodicals, and newspapers. It is tax-exempt to the extent of actual expenditure incurred towards purchase of books and periodicals. Gratuity Gratuity is a lump sum benefit paid by employers to those employees who are retiring from the organization. This is only payable to those who have completed 5 or more years with the company. The gratuity amount is paid in gratitude for the services rendered by the individual during the period of employment. According to the Payment of Gratuity Act, 1972, gratuity is calculated as 4.81% of the basic pay. Most firms with a workforce of 10 or more employees come under the Act. Employee Provident Fund Employee Provident Fund is an employee benefit scheme where investments are made by both the employer and the employee each month. It is a savings platform that aids employees to save a portion of their salary each month, from which withdrawals can be made following a month from the date of cessation of service or upon retirement. At least 12% of an employee’s basic salary is automatically deducted and goes to the Employee Provident Fund every month. The contributions are maintained by the Employees Provident Fund Organization (EPFO). Professional Tax Professional tax is a tax levied on the income earned by salaried employees and professionals, including chartered accountants, doctors, and lawyers, etc. by to the state government. Different states have varying methods of calculating professional tax. The maximum amount that is payable in a year is Rs. 2,500. Employers deduct profession tax at prescribed rates, from the salary paid to employees, and pay it on their behalf to the State Government. The revenue collected is used towards the Employment Guarantee Scheme and the Employment Guarantee Fund. Perquisites Perquisites also referred to as fringe benefits, are the benefits that some employees enjoy as a result of their official position. These are generally non-cash benefits given in addition to the cash salary. Some examples of perquisites include provision of car for personal use, rent-free accommodation, payment of premium on personal accident policy, etc. The monetary value of perquisites gets added to the salary and tax is paid on them by the employee. ESIC If a company has 10 or more employees (20 in case of Maharashtra and Chandigarh) whose gross salary is below Rs. 21,000 per month, then the employer is required to avail ESIC scheme for such employees. The employer's contribution will be 4.75% of gross salary, whereas the employee's contribution will be 1.75% of gross salary. Download PDF Document In English. (Rs.30/-)

APPLICATION UNDER SECTION 389(1) OF CODE OF CRIMINAL PROCEDURE, ON BEHALF OF APPELLANT: PENDING APPEAL RELEASE OF APPELLANT ON BAIL IN THE HON’BLE HIGH COURT OF DELHI AT NEW DELHI (Criminal Appellate Jurisdiction)  Crl. Misc. No....................................................... /2002 In  Crl. Appeal No..................................................... /2002 In the matter of: Shri............................... S/o...............................  R/o............................... through his Parokar, Brother (if appeal is filed through relative/friend)  ..................................................................... (Appellant) versus  State of NCT of Delhi............................... Respondent Application under Section 389(1) of Code of Criminal Procedure, on behalf of appellant: pending appeal release of appellant on bail. *********** Most Respectfully Showeth: - 1. That the appellant was charged with the offence u/s 392/397/34 IPC and faced trial before the Session Court of Sh......................... ASJ, Delhi. 2. That the appellant has been convicted under the above Sections by the Ld. Sessions court and was pleased to pass sentence in the following manner: - "To undergo RI seven years"  vide order dated 24-12-2001. 3. That the case looks fabricated for three persons would not attack a person Known to them just for 50 Rupees, unless victim is carrying heavy amount. 4. That an appeal has been filed against the order which is pending adjudication for this Hon’ble court and wish to success in gaining release pending appeal since involvement was caused through the method of 3rd degree. 5. That appellant had never been released on bail during the whole trial and had been inside judicial custody since arrest on 7/8th Sept. 2000, hence this application for release, pending final disposal of appeal, on bail and suspension of sentence. 6. That appellant is prepared to furnish reliable sureties to the satisfaction of Hon’ble court and ready to accept conditions, if any. PRAYER It is most humbly prayed that this Hon’ble court may graciously be pleased in granting a release on bail or enlargement on bail with the suspension of sentence pending final disposal of the appeal and any other relief as this Hon’ble court deem fit and proper. For the act of kindness the Humble appellant/petitioner shall ever remain thankful to this Hon’ble Court. It is prayed accordingly. Appellant/Applicant (                        )  New Delhi Dated:...............Through: (Advocate) IN THE HON’BLE HIGH COURT OF DELHI AT NEW DELHI (Criminal Appellate Jurisdiction) Crl. Misc. No...................................................... 72002 In  Crl. Appeal No..................................................... /2002 AFFIDAVIT I,................................... son of Shri................................... resident of ..................................... do hereby solemnly affirm and declare as under: - 1. That I am the brother and parokar of the appellant in the said case and fully conversant with the matter, hence competent to swear this affidavit. 2. That accompanying bail application has been drafted on my instructions and the contents of which have been read over and explained to me in vernacular which I admits as true and correct. 3. That the contents of the said application kindly be read as part and parcel of this affidavit as the same are not being repeated herein for the sake of brevity. 4. That the contents of the said application are true and correct to best of my knowledge and as per information received believed to be true. Deponent  VERIFICATION Verified at New Delhi on this...................... day of..................... that the contents of above affidavit from paras 1 to 4 are true and correct to the best of my knowledge and belief and nothing has been concealed therefrom. Deponent Download Word Document In English. (Rs.20/-) Download PDF Document In Hindi. (Rs.20/-)

HR DEPARTMENT BUDGET Company Name:   Initial Budget: KHS.250,000.00 Company Location:   Budget Allotted: KHS.125,000.00 Budget Date:   Salaries Category Projected Actual Difference Employment/ Recruitment HR KHS.7,000.00 KHS.7,000.00 KHS.0.00 International HR Associate KHS.7,000.00 KHS.8,200.00 -KHS.1,200.00 Executive Recruiter KHS.7,000.00 KHS.6,800.00 KHS.200.00 Labor Relations Specialist KHS.7,000.00 KHS.6,500.00 KHS.500.00 HR Consultant KHS.7,000.00 KHS.7,000.00 KHS.0.00 Training & Development Manager  KHS.7,000.00 KHS.8,000.00 -KHS.1,000.00 Compensation & Benefit Manager KHS.7,000.00 KHS.6,500.00 KHS.500.00 HR Manager KHS.7,000.00 KHS.8,000.00 -KHS.1,000.00 HR Director KHS.7,000.00 KHS.7,300.00 -KHS.300.00 Chief HR Officer KHS.7,000.00 KHS.8,200.00 -KHS.1,200.00 Aggregate KHS.70,000.00 KHS.73,500.00 -KHS.3,500.00 Compensation & Benefits Projected Actual Difference Cafeteria Plan Administration  KHS.1,300.00 KHS.1,250.00 KHS.50.00 Health, Dental, Vision KHS.1,500.00 KHS.1,500.00 KHS.0.00 Incentives Compensation  KHS.1,200.00 KHS.1,250.00 -KHS.50.00 Life Insurance KHS.1,300.00 KHS.1,250.00 KHS.50.00 Over Time KHS.2,000.00 KHS.2,500.00 -KHS.500.00 Pay Roll Cost KHS.1,600.00 KHS.1,550.00 KHS.50.00 Survey Reports KHS.1,000.00 KHS.1,050.00 -KHS.50.00 Other  KHS.5,000.00 KHS.4,500.00 KHS.500.00 Aggregate KHS.14,900.00 KHS.14,850.00 KHS.50.00 Employee Labor Relation  Projected Actual Difference Attendance Incentives KHS.1,500.00 KHS.1,450.00 KHS.50.00 Labor Relation Expense KHS.1,300.00 KHS.1,250.00 KHS.50.00 Recognition Performance KHS.1,000.00 KHS.1,100.00 -KHS.100.00 Performance Appraisal KHS.1,400.00 KHS.1,450.00 -KHS.50.00 Employee Assistance Program KHS.1,000.00 KHS.900.00 KHS.100.00 Other KHS.2,000.00 KHS.2,155.00 -KHS.155.00 Aggregate KHS.8,200.00 KHS.8,305.00 -KHS.105.00 Summary Category  Projected Actual Difference Salaries Category KHS.70,000.00 KHS.73,500.00 -KHS.3,500.00 Compensation & Benefits KHS.14,900.00 KHS.14,850.00 KHS.50.00 Employee Labor Relation  KHS.8,200.00 KHS.8,305.00 -KHS.105.00 Total Aggregate KHS.93,100.00 KHS.96,655.00 -KHS.3,555.00 Balance KHS.28,345.00 Download PDF Document In English. (Rs.30/-)

INTRODUCTION Your employee bonus system can be structured in whichever way makes sense for your business. However, once you set up an employee bonus system you must follow it consistently and apply it equally to all of your workers, provided they qualify. Types of Employee Bonuses Employee bonuses are usually tied to individual or company performance. A system tied to individual achievement will designate that employees receive a certain amount or percentage for each sale or milestone achieved, or for each sale or milestone over a specific amount. For example, your business may offer employees 10 percent of each sale they make, or 10 percent of each sale once they reach a daily threshold of $400. Alternately, your company may be working towards a goal, and may award bonuses to all employees once a specific sales target has been reached. In this case, you have the option of giving an equal bonus amount to each worker or dividing a total bonus amount based on specific criteria that you have established beforehand such as the number of hours worked, number of years with the company or team sales figures. Calculating Employee Bonuses To calculate an employee bonus based on a percentage of sales, multiply each employee's sales figure by the designated amount. To calculate an employee bonus per sale, multiply the number of sales each employee makes by the designated bonus amount. To calculate an employee bonus based on a designated sum divided equally, divide the sum by the number of employees receiving the bonus. To allocate a designated sum based on the number of hours each employee worked, add up the total number of hours that each employee worked. Divide the total bonus amount by the number of hours to calculate the amount each employee will receive per hour worked. Multiply the number of hours each worked by the amount each employee will receive per hour. Benefits of Employee Bonuses Employee bonuses can be good for morale. They can also motivate employees to work harder because they'll earn more if they achieve certain objectives. If you tie employee pay to a bonus system, you can also regulate payroll expenditures to correlate with increases in sales, so your payroll is higher when your company earns enough to pay employees extra. If you structure your payroll and bonus system this way, though, you must make sure that each of your employees earns at least minimum wage even when business is slow, and they don't earn much in bonuses. Disadvantages of Employee Bonuses If you tie employee compensation to bonuses based on specific achievements, workers may not be motivated to do work that doesn't yield the extra bonus pay. If you provide bonuses for certain types of work and milestones, you may create resentment among workers who do types of tasks that don't qualify them to receive bonuses. Also, tying employee rewards strictly to monetary compensation can be impersonal and counterproductive if you don't also make your staff's work-life meaningful and satisfying through gestures such as sincere praise and opportunities for advancement. Warnings Minimize legal risks by warning employees with poor performance early on that they may not be considered for a bonus if poor performance continues. This reduces the risk of favoritism or bias if the employee is not given a bonus later. Setting a high bar for performance bonuses that no one can reach I demoralizing. Tips  If employee bonuses are based on a stellar performance, give guidance on how employees can improve their performance to earn those bonuses. Download PDF Document In English. (Rs.20/-)

INTRODUCTION Tax Deducted at Source or TDS is the amount which is deducted from the income of an individual by an authorized deductor and deposited to the IT department. The TDS can be calculated by following a few simple steps. How is TDS Calculated? While the basic salary is fully taxable according to respective tax bracket, some exemptions are available for payments made as allowances and perks. You can calculate  TDS  on the employee’s income by following the below steps. Calculate gross monthly income as a sum of basic income, allowances, and perquisites. Calculate available exemptions under Section 10 of the Income Tax Act (ITA). Exemptions are applicable to allowances such as medical, HRA, travel. Reduce exemptions according to step (2) for the gross monthly income calculated in step (1). As TDS is calculated on yearly income, multiply the corresponding figure from above calculation by 12. This is your yearly taxable income from salary. If you have any other income source such as income from house rent or have incurred losses from paying housing loan interests, add/subtract this amount from the figure in step (4). Next, calculate the employee’s investments for the year which fall under Chapter VI-A of ITA, and deduct this amount from the gross income calculated in step (5). An example of this would be exemption of up to Rs.1.5 lakh under Section 80C, which includes investment avenues such as PPF, life insurance premiums, mutual funds, home loan repayment, ELSS, NSC, Sukanya Samriddhi account and so on. Now, reduce the maximum allowable income tax exemptions on a salary. Currently, income up to Rs.3 lakhs is fully exempt from paying taxes, while income from Rs.3 lakhs to Rs.5 lakhs is taxed at 10%, and Rs.5 lakhs to Rs.10 lakhs income bracket is taxed at 20%. All income above this amount is taxed at 30%. Do note that senior citizen has different tax slabs and receive higher exemptions than those discussed above. Example As per the steps outlined above, let’s consider a numeric example for better understanding. Steps (1) & (2) Suppose the monthly gross income is Rs.80,000. This figure may contain divisions as - basic pay Rs.50,000,  HRA  of Rs.20,000, travel allowance of Rs.800, medical allowance of Rs.1,250, child education allowance (CEA) of Rs.200 and other allowances totaling 12,750. Steps (3) & (4) Assuming that the employee stays at his / her own property, the monthly exemption from allowances equals Rs.2,250 (medical + travel + CEA). Therefore, his / her yearly taxable amount comes to (Rs.80,000 - Rs.2,250)*12, which comes to Rs.9,33,000. Step (5) Let's say he/she just experienced a loss of Rs.1.5 lakhs on house loan interest repayments over the year. Reducing this exempted amount from the taxable income, their taxable income becomes Rs.7,83,000. Step (6) Suppose the employee has invested Rs.1.2 lakhs in various categories that fall under Section 80C exemptions and made another Rs.30,000 investment in categories falling under Section 80D. So, the resulting Rs.1.5 lakhs are exempted from taxes according to Chapter VI-A. Deducting this amount from the gross taxable income calculated above, his  taxable income  becomes Rs.6,33,000. Step (7) Finding out the tax slab The final tax breakup according to income slabs listed by the IT department is as follows: Therefore, the final TDS to be deducted on his / her yearly income is Rs.25,000 + Rs.26,600, which comes to Rs.51,600 for the current year's income, or Rs.4,300 per month for the current fiscal. Income Tax Slab TDS Deductions Tax Payable Up to Rs.3 lakhs Nil Nil Rs. 3 lakhs to Rs.5 lakhs 10% of(Rs.5,00,00-Rs.2,50,00 Rs.25,000 Rs.5 lakhs to Rs.6.33 lakhs 20% of(Rs.6,33,00-Rs.5,00,00) Rs.26,600 Download PDF Document In English. (Rs.20/-)

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EMPLOYEE APPOINTMENT LETTER Date: -  _________   Name of the employee   Address____________     Dear (First name),   With reference to the discussions you have had with us, we are pleased to appoint you as “_______” for our company on the following terms and conditions: You will be paid a consolidated amount of Rs._______ (Rupees _______only) per annum. The above consolidated amount will consist of the following: Rs. _________ per annum as fixed pay, and Rs. _________ per annum as variable pay which is linked to your performance and that of the company.   This appointment is for a period of two years effective date of your joining and may be renewed on a mutual basis. This arrangement is with effect from _______ and will be valid for a period of _______years/s. In this capacity, you will be located at ____ and will report to _______ or any other person nominated by the company. However, your services could be transferred to any other Departments/Divisions of the Company. Notwithstanding your appointment in this company, your services could be reassigned to any other company of the (Organization Name) Group. You may also be assigned such other duties as may become necessary for the organization at the discretion of the Management in any Branch or office of the Company and/ or its Subsidiaries or Associate Companies. You will be eligible for 18 days leave pro-rated per calendar year. However, leave will be allowed subject to exigencies of work. You will be provided comprehensive Accident/ Medical Health Insurance for you and your spouse. It is clarified that in addition to the above, you will not be entitled to any other benefits. This appointment can be terminated by giving three-month notice on either side or payment in lieu of shortfall in this notice period. You shall observe all rules and regulations of the company. During the tenure of the assignment with the company, you will not engage yourself in any other assignments or gainful employment without consent of the management. You are required to maintain the highest order of secrecy with regards to the work or confidential information of the Company and/ or its subsidiaries or Associate Companies and in case of any breach of trust, your appointment may be terminated by the Company without any notice. The Company lays emphasis on all statutory compliances and you should ensure compliance with various statues in your area of operations. Kindly sign a copy of this letter in acceptance of the above-mentioned terms and conditions and return the same for our records. Name of Business Head Designation Company Signature & Stamp Download PDF Document In English. (Rs.20/-)