Policy No.

CHPL/CP/HR/P-IV/1

Subject

REWARD & RECOGNITION POLICY

Version

2013/1

Effective Date

April 01, 2013

1.1

OBJECTIVE

A rewards and recognition policy is designed to encourage employees to make a performance

difference either individually or through teams.
To recognize positive behaviors that support individual or team goals and objectives.
To provide timely recognition to employees either as planned or immediate recognition.
To provide multiple-levels of recognition based on the significance of the contribution.
To provide for both manager and employee initiated recognition and rewards.
To improve employee productivity and quality of work.
To improve customer service.

1.2

SCOPE

All regular Employees

1.3
1.3.1

AWARD AMOUNT
KEY POLICY CLAUSE
AUSE

a. The policy recognizes achievements or accomplishments that contribute to the overall

objectives of the organization.
b. The policy may provide both monetary and non-monetary awards.
1|Page
The contents of this handbook are presented as a matter of information. The company
reserves its rights to modify, change, disregard, suspend or cancel at any time, without
written or verbal notice, all or any part of the handbook's contents as circumstances may
require.

c. The total of monetary and non-monetary awards shall not exceed Rs. 5,000.00 per
employee per fiscal year.

1.4

TYPES OF AWARDS

1.4.1

MONETARY AWARDS

Monetary awards shall include:I.

II.

Those paid by cash

Items that can be readily converted to cash, such as cash vouchers, etc.

a) Monetary awards shall not be added to an employee's base pay.

b) Departments cannot increase award totals by the amount of payroll taxes
normally deducted from employees' pay.

1.4.2

NON MONETARY AWARDS

Non-monetary recognition awards include:

i.
ii.
iii.
iv.
v.
vi.
vii.

1.5

Non-refundable gift certificates

Meals & trips
Plaques, trophies, certificates, and desk items
Personal items of clothing such as caps, shirts, and sweatshirts
Other items such as tools, electronics, radios, sports equipment and
timepieces
Industrial Tour etc.

TYPE OF EMPLOYEE RECONGNITION

To insure both fair and consistent application of recognition, a core set of

rewards and recognition programs have been developed, as described below. Additional
recognition programs may be added as deemed appropriate.

2|Page
The contents of this handbook are presented as a matter of information. The company
reserves its rights to modify, change, disregard, suspend or cancel at any time, without
written or verbal notice, all or any part of the handbook's contents as circumstances may
require.

1.5.1

PLANNED EMPLOYEE RECOGNITION

This approach is characterized by pre-arranged, more frequently scheduled ways of

acknowledging contributions and accomplishments of an individual or team.
This approach is less formal and provides more frequent opportunities to recognize employees.
Examples include rewards and recognition for:
i. Employee of the month award
ii. Safety award
iii. Guest Service award
iv. Public service award
v. Productivity award
vi. Outstanding achievements award

1.52
1.1

IMMEDIATE EMPLOYEE RECOGNITION

a. This approach provides employee rewards and recognition at any time for demonstration of
behaviors and values of the organization, contributions to the goals and objectives of the
organization or work unit and to acknowledge individual or team accomplishments.
b. Examples include rewards and recognition for:
i. Teamwork award
ii. Project Completion award
iii. New or modified business practices award
iv. Exemplary effort award
v. Employee appreciation award

1.6

LEVELS OF EMPLOYE REWARDS & RECOGNITION

1.6.1

LEVEL ONE

a. To recognize a superb job on a project, task or activity or suggestions leading to the

improvement of a work process, workflow, or Guest service practice.
i.
Up to 500 cash/non-cash
3|Page
The contents of this handbook are presented as a matter of information. The company
reserves its rights to modify, change, disregard, suspend or cancel at any time, without
written or verbal notice, all or any part of the handbook's contents as circumstances may
require.

1.6.2

LEVEL TWO

a. To recognizes sustained outstanding achievement or contribution above and beyond standard

job requirements or suggestions leading to improvements in the work process, workflow, or in
Guest service.
i.
Up to 3000 cash/non-cash

1.6.3

LEVEL THREE

a. To recognize an extraordinary achievement or extraordinary contribution requiring maximum

effort that significantly impacted customer service and productivity that is not likely to repeat
itself.
i. Industrial Tour with spouse.

1.7

MANAGEMENT RESPONSIBILITY

i.

Each HOD shall determine how the policy is to be administered within their respective
areas within the pre-allotted budget.

ii.

A written plan will be developed that indicates the type of reward and recognition
programs to be used, the nomination process, the criteria for determining the level of
the award, the approval process, and the communication plan.

iii.

The written plan will be reviewed by Corporate HR for adherence to the organizations
policy for recognition and approved at the level of CMD prior to implementation.

4|Page
The contents of this handbook are presented as a matter of information. The company
reserves its rights to modify, change, disregard, suspend or cancel at any time, without
written or verbal notice, all or any part of the handbook's contents as circumstances may
require.