HR Policy

ARSS Infrastructure Projects Ltd.

Sector-A, Zone-D, Plot No.-38, Mancheswar Industrial Estate,
Mancheswar, Bhubaneswar-751010(Orissa)

Index

1. About The Company

2. The Management
3. Organisation Chart
4. Human Resource
5. Grade of Employees & Structure of Pay scale & Facilities
6. Recruitment & Appointment
7. Leave Rules
8. Holidays
9. Office Timings
10. Identification, Attendance & Identity Cards
11. Attendance & Late Coming
12. Entry & Exit
13. Overtime & Holiday Wages
14. Travel Rule
15. Leave Travel Assistance
16. Provident Fund/ Gratuity
17. Group Gratuity Scheme
18. Other Social Security Scheme
19. Insurance Scheme
20. Performance Management System
21. Promotion Policy
22. Training & Development
23. Other Benefits
24. On Resignation
25. On Retirement
26. Scheme For Farewell to Retiring Employees

Standing Orders

1. Conduct
2. Misconduct
3. Punishment for Misconduct
4. Grievance Procedure
5. Sexual Harassment

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1) About the Company

ARSS Infrastructure Projects Ltd. an ISO 2001 Company was incorporated on 17th May
2000 under the jurisdiction of the Registrar of Companies, Orissa. Since then it has
established itself as a leading construction company in the field of Railway Track, Road
Work, Bridges etc. It has established itself as a leading Infrastructure company in
Eastern India and now it has already started expanding field of activity all over India
and beyond the boundaries of India, for its global presence.

Company is associated with the development of railways in the last six years. The
company had the unique opportunity of executing every type of railway works starting
from survey, design to final commissioning of rail track even on engineering,
procurement and construction [EPC] a basis as well as for allied infrastructure work
like electrification, signaling etc. In the process, the company have not acquired plant
and machinery but also the intellectual know-how and technical manpower needed for
executing any type of railway works for example sophisticated design, drawing,
software.

Economic development in the country or a nation depends upon a good road network.
A road network is a positive sign of prosperous nation. Being a leading infrastructure
company in eastern India, the company have entrusted with the development of road
network almost all over India especially, in the state of Chhatisgarh, Rajasthan, Delhi,
Tamil Nadu, Andhra Pradesh, Kerala, Orissa, Karnataka, West Bengal, Jharkhand,
Haryana etc.

2) The Management

The Management of the company is vested in the hands of the Board of Directors and
as per the Companies Act 1956. The Managing Director is appointed and given
substantial power of management. Other Powers are exercised by the Board of
directors in their Board meeting as per section 291 and 292 pf the Companies act
1956. For better management on the part of the company the directors are designated
as Director (Finance), Director (Technical), Director (operation), Director (Business
Development). There are four Senior retired government officials nominated to the
board as Independent Director.

To assist the Directors in their respective department, qualify & experience personnel
have been deployed. Thus, the Board of the Company is a pool of highly experienced
and outstanding personnel drawn from various fields of specialization. The Board
enjoys maximum possible operational autonomy, consistent with the overall corporate
objectives, basic policies and programmes with a view to achieving optimum utilization
of its resources.

The Management’s control system is based on delegation of authority and individual

accountability for results. The responsibility and authority to take decisions on various
matters are delegated by the Chairman to different levels in the management
hierarchy. For HR matters such as appointments, confirmations, promotions, discipline,
transfer, grant of various benefits, leave etc. powers have been delegated to different
levels of executives, in conformity with the principles and policies of the management.
The schedule of delegation of power is a published document available for reference,
which is subjected to review, from time to time, to incorporate necessary changes.

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2.1.Chairman

Mr.Subash Agarwal Chairman and Promoter of our Company with 17 years of industrial
and entrepreneurial experience in the execution of railway and road projects. He is
responsible for expanding our clientele, tendering, price negotiation, project
programming, scheduling and commissioning. He has played a vital role in
formulating the overall business strategy of our Company.

2.2.Independent Directors

Mr.Bidhubhusan Samal is an Independent Director of our Company. He has more than

30 years of work experience in the field of Banking Rural Credit, Security Markets and
Industrial Finance. He has served as Chairman of Allahabad Bank, Chairman and
Managing Director of Industrial Investment Bank of India, Director of Agriculture
Finance Corporation Limited, president of Bankers Club, Chairman of IBA Working
Group on Agriculture Credit and as Member of the Securities Appellate Tribunal.
presently, he is a member of the Task Force set up by the Ministry of Heavy Industries
and Public Enterprises and Employment Mission set up by the Government of Orissa.

Mr.Dipak Kumar Dey is an Independent Director of our Company. He holds a Bachelor

Degree of Science (Civil Engineering) from the University College of Engineering, Burla
and a Masters Degree of Science (Civil-Structural Engineering) from Sambalpur
University, Orissa. He has worked as a Civil Engineer with the Works Department,
Government of Orissa for 34 years in various capacities. he has served as Engineer in
Chief cum Secreary, in the Works Department, Goverment of Orissa and during his
appointment as such, he was in charge of implementation of various projects such as
construction of national highways, state roads, bridges and buildings undertaken by
the Government of Orissa in association with the World Bank, National Bank for
Agricultural and Rural Development("NABARD") and Government of India. presently,
he is member of the Indian road Congress, the Indian Building congress and the Orissa
Engineering Congress, which are Government affiliated institutions. He is also a
member of the Indian Road Congress Highway Research Board.

Mr.Swarup Chandra Parija is an Independent Director of our Company. During his 38

years of services with the Government of India, he was involved in various
administrative assignments as the Director of Income-Tax Investigation, Commissioner
of Income-tax and Director General of Income-tax, Investigation. He has also served
as a member of Income-Tax Settlement Commission and as Chief of Administration
and Finance of All India Institute of Medical Sciences. Presently, he is the Chairman of
the Executive Committee of International Fiscal Association, Northern Region (India)
and a meber of All India Federation of Tax Practitioners.

Mr.Sujit Ranjan Chaudhari is an Independent Director of our Company. He has been

employed with the Indian Railways in various capacities for 36 years and retired as the
General Manager, East Coast Railway. Mr. Chaudhari was involved in execution of
overseas projects and his work profile included management of international tender
documents, finalisation of tenders and management of international contracts. He has
also published various books on construction of buildings and rail infrastructure such
as "Transport Infrastructure- Role of Railways as cost effective transport provider and
future challenges', "Rail Infrastructure - Development in Orissa", "Analysis of
Construction Cost and Problems of financial Viability of Calcutta metro Railways" etc.

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 3) Organisation Chart

Board Of Directors

Chairman

Managing Director

Director Technical President & CEO Director Finance

GM Asst. Vice
GM (Tender) (Field operation) President General Chief
Sr. Vice President & (HR) Manager Financial
COO (F&A) Officer

GM(HR)

Sr. Track
Chief Engineer
Engineer

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4) Human Resource

To manage the company, there are about 788 nos. (as on December 2007) of
employees possessing a variety of skills, qualification and competence. The Company
is truly youthful with the average age of employees being around 40 yrs including
Chairman, Managing Director, Directors, Vice Presidents etc. This is one of the great
advantage to the company in regards to the customers, employees and shareholders.

4.1. The Philosophy of the company in the field of human resource management has
been

a. To develop and nurture favorable attitude among the employees and though
obtained their best contributions to the organization by providing stable
employment, safe working conditions, job satisfactions, quick redressal of
grievances and through good pay and welfare amenities commensurate with
the company’s capacity to spend and the governments guidelines.

b. To attract competent personnel with growth potential and develop their skills
and capabilities in a congenial work and social environment through
opportunities for training recognition, career advancement and other incentives.

4.2. Classification Of Workmen :

The workmen shall be classified as follows :-
a) Permanent
b) Probationer.
c) Temporary
d) Casual
e) Apprentice/Trainee/Learner
g) Fixed period Employee.

a) A “Permanent Workman” is a workman who has been employed to file a

permanent vacancy and whose service has been confirmed in writing by the
Management, after a satisfactory period of probation fixed by the Management
with reference to the type of job. If a permanent workman is employed as acting
in a higher post, he may at any time during such acting period, be reverted to
his old permanent post.
b) A “Probationer” is a workman who is provisionally employed to fill a vacancy in a
permanent post for a period of six months. The probationary period of six
months may be extended for another period of six months at the discretion of
the Management or may be dispenses with earlier either during the probation or
the extended period of probation. After the original probationary period or
subsequently extended probationary period as the can may be the management
shall issue an order to the workman in writing either extending the period
confirmation in employment. The services of the probationer can be terminated
even before the completion of the initial or extended period of probation on the
ground of unsatisfactory performance which shall be given in writing.

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c) A “Temporary Workman” is one who has been employed for work which is of
essentially temporary character and in a work of permanent nature but for a
limited period. Such workman must be declared as temporary at the time of
employment by the management provided further that he has not worked for
more than six months continuously.

e) A “Casual Workman” is one who is employed against work which is essentially

occasional or casual in nature.

f) Apprentice / Trainee / Learner - An apprentice/Trainee/learner is one who is

taken into service to learn work for a period that may be fixed by the
Management or who may or may not be paid any stipend/allowances during
his/her apprenticeship/traineeship and whose services may not be entertained
after his/her period of training is completed. The Apprentice/Trainee/Learner will
have no claim for being absorbed in the employment under the Company.

g) Fixed period employees- A fixed period Employees is one whose is engaged

either by an agreement or by an appointment letter for a fixed period and whose
services shall come to an end automatically on a specified data, without any
notice or compensation.

5)Grade Of Employees & Structure of Pay scale & Facilities

5.1. Grade of Employees & Structure of Pay Scale

The Grade of employees and their structure of pay scale is as under:

Sl No. Grade Designation Scale (11 years slab)

Non Managerial Grade
1 S1 Un Skilled 1500-70-2270
2 S2 Semi Skilled 1650-85-2585
3 S3 Skilled 2000-100-3100
4 S4 Highly Skilled 2500-125-3875
5 S5 Supervisor 3000-150-4650
Managerial Grade
1 E0 Jr Executive/Jr Officer 3500-175-5425
2 E1 Executive/Officer 4000-200-6200
3 E2 Asst Manager 5000-250-7750
4 E3 Dy Manager 6500-325-10075
5 E4 Manager 7500-375-11625
6 E5 Sr Manager 10000-500-15500
7 E6 Asst. General Manager 11500-575-17825
8 E7 Dy. General Manager 12500-625-19375
9 E8 General Manager 20000-1000-31000
10 E9 Asst. Vice President 25000-1500-41500
11 E10 Vice President 30000-2000-52000
12 E11 President 40000-3000-73000
13 E12 Directors 50000-4500-99500

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5.2. Facility Chart

Sl No. Components Amount

1 Basic As per Grade

2 HRA 30 % Of Basic
4 Site Allowance/Office Stay Allowance 10 % Of Basic
5 Special Allowance Adjusting
6 LTA One Basic
7 Medical All 8.33 % Of Basic
8 PF As Per Statute
9 ESI As per Statute
10 Gratuity As per statute
Scooter / Motor Cycle with engine
11 capacity of 100 CC or more Rs 740

Moped and power driven two –wheelers

12 with engine capacity less than 100 CC Rs 415

Motor Car (E6 & above)

13 Rs 2425
Family Accomodation for site Based on
14
requirement
Mobile Facility As per
15
requirement

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6)Recruitment & Appointment

6.1. No person below the age of 18 years will be entitled for recruitment as a
workman in the Company. The Management however, reserves the right to
relax the upper age limit in respect of candidates possessing higher qualification
and greater experience.

6.2. A workman at the time of seeking employment will be required to make

an application in writing.

6.3. A workman shall have to undergo a written test or interview or both as

the case may be before his/her appointment.

6.4. A workman shall at the time of appointment shall furnish the required
information relating to his/her personal data such as permanent and present
address, age, previous experience if any and other attendants, etc.

6.5. The company will record the age of every workman/employee at the
time of his/her employment in the personal file to be maintained by the
management and such entry of age shall be attested by the workman/employee
concerned. The workman shall for this purpose produce any of the following
documents in proof of his/her age.

i) Birth Certificate issued by any municipality / N.A.C./ Tahsil.

ii) School Leaving Certificate or Matriculation or equivalent examination
certificate where the employee has passed such examination.
iii) Life Insurance policy, made before his/her employment under this
management.

6.6. If an employee/workman does not produce any documentary proof as

indicated above his/her age will be assessed by the authorized Medical Officer
of the Company and the same shall be accepted as final.

6.7. The age of an employee/workman as recorded with the Company at the

time of his/her employment shall at no time be disputed by the
employee/workman.

6.8. Any false or untrue statement in the application or at the time of

appointment furnished by the workman shall render the services of the
workman concerned liable to immediate termination without notice or
compensation, whenever it comes to the notice of the management.

6.9. Before and while in employment, the prospective workman/employee

shall have to undergo and pass through a medical examination by the
Company’s authorities Medical Officer.

6.10. Before and while in employment, police verification will be made with
regard to the antecedents of the workman. In any case, of the antecedents of
any workman are found to be not conducive for employment under the
management, he may be discharged from services.

6.11. Every workman will deposit three copies of recent pass port size
photographs duly attested with the Company before joining his/her services.

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6.12. All appointments of permanent workmen will be made subject to a
minimum probationary period of six months on the expiry of which, the
management would consider the cases for their confirmation in service. Until
such confirmation order is communicated in writing, the workman will be
deemed to have continued as probationer. The Management will have the right
to terminate their services during the probationary period.

6.13. All learners / apprentices/trainees on first appointment shall be required

to pass oral and/or written and/or job tests appropriate for the work for which
they are recruited. Failure to pass such tests shall render the
Learner/apprentice/trainee disqualified for the said post.

6.14. All workmen appointed by the Company shall be bound by Rules &
Regulations of the Company formulated and enforced from time to time. All
such rules shall be duly put up in the Notice Board of which the workman shall
be deemed to have full knowledge.

6.15. In case of exigency, the workman will be liable to do any other suitable
and alternative work as would be provided by the Management.

6.16. All deduction of damages and losses from the workman as per the
payment of wages Act 1936.

6.17. Any workman found to be medically unfit for work by the Company’s
authorized or such other competent Medical Officer or found to be suffering
from a contagious type of disease as certified by the Company’s authorized or
such other competent Medical Officer shall be liable be discharged by the
Company.

6.18. If a workman remains absent for two months continuously owing to

illness or remains absent on account of illness for a broken period aggregating
to 60 days or more during any period of 4 (four) consecutive months, the
company shall have the right to terminate his/her services with due notice. If
the workman offers himself for employment after being cured of his/her illness
supported by medical documents to the satisfaction of the management, he
may be given preference subject to the availability of suitable vacancy and
subject to the condition that he has a clean record of past employment .
(The above provisions will however, be applicable subject to the provisions
enjoined in this regard in the ESI act and rules framed thereunder).

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7) Leave Rules

7.1. Leave

Company is liberal in granting leave provided the work of your department is not
dislocated. Leave is not claimed as a matter of right. Authorities have the
discretion to refuse or revoke leave, if the exigencies of work demand this. Leave
Application should be made in the standardized proforma available in respective
department. Application for leave should come sufficiently in advance. Person
concerned may leave the HQ/Office only if it is sanctioned. If somebody is
suddenly absenting on medical ground, he or she has to enclosed medical
certificates, both for unfitness to work initially and fitness to work when report
back for duty.

Leave includes casual leave, earned leave, sick leave, maternity leave &
compensatory off.

a. Casual Leave : All workmen shall be entitled 10 (ten) days Casual Leave
in a calendar year. Casual Leave is not recognized form of leave and is
not subject to any rules. Workmen on Casual Leave is not treated as
absent from the duty and his/her pay is not intermitted. Sundays and the
Holidays falling during a period of casual leave are not counted as
part of casual leave. Sundays, Public Holidays, Restricted Holidays,
Weekly Offs can be prefixed / suffixed to Casual leave. Casual leave can
be taken for half-day also. It should not normally be granted for
more than three days at a time.

b. All workmen other than trainees/apprentice/learners will be entitled to

the following leave with wages during a calendar year :-

i) Earned leave: Earned Leave shall be credited in advance, in two

installments of fifteen days each on the first day of January and
July of every calendar year. Earned Leave shall be credited to leave
account at the rate of 2 & ½ days for each completed calendar month of
service which he/she is likely to render in a half year of calendar year in
which he / she is appointed. Permitted to encash earned leave upto ten
days subject to a balance of at least thirty days of earned leave
may be available to his/her credit after taking into account, the period of
encashment as well as leave.

ii) Sick Leave : As the scheme of ESIC is enforced in the Establishment

and the workmen are enjoying the benefits of the above scheme
during their sickness, no sick leave with pay will be allowed to the
workmen. Those employees who are exempted from ESIC scheme
shall be allowed 10 days of Sick leave with wages which can be
accumulated upto 24 days. If the workmen remain on leave on medical
ground beyond the stipulated period, he/she shall be granted Sick
leave on half pay basis for 15 (fifteen) days. If the employee still
continues on Sick leave beyond the period under half a basis, the
leave thereafter shall be without any wages.

iii) Maternity Leave : In case of a female employee with less than two
surviving children, Maternity Leave may be granted by an authority
competent to grant leave for any number of days not exceeding twelve
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 weeks.

iv) Compensatory Off : The accumulation of compensatory leave in lieu of

duty on Sundays etc will not be subject to any limit, but such leave
should be allowed within a month of its becoming due. This condition
may be relaxed in exceptional circumstances where an officer of the rank
or above and HOD satisfied that the grant of compensatory leave to all
the staff within a month would cause serious dislocation of current work
provided that not more than two days compensatory leave is allowed to
be availed at a time.

c. National and Festival holidays cannot ordinarily be allowed to workmen of

such departments, who can not be relieved owing to continuity of
manufacturing process, stoppage of which is injurious to the equipment and to
the industry and also for workmen engaged in essential services. Such workmen
however, who are entitled to perform duty and who actually attend duty on any
national of Festival holidays will be entitled for one day extra wages or
compensatory holiday with wages. But those who do not attend duty, after
being called to perform on a Festival or National Holiday without sufficient and
reasonable grounds, they will be considered as unauthorized absentees and
further, they will render themselves liable for disciplinary action.
d. In order to qualify for wages/salaries on national and Festival holidays the
workman should be present on duty or should be on authorized leave on
the days proceeding and succeeding the said holiday.
e. If the Festival or National Holiday falls during the period of strike or lock-
out, the workmen will not be entitled for holiday wages/salaries.

f. If the National Holiday falls on any weekly off day of the workman, the
workman will be entitled only for one day holiday wages/salaries and no
alternative holiday will be granted either before or after that day.
g. A workman on authorized leave but without wages/salaries on the days of
the National or festival Holiday will be entitled for one day holiday
wages/salaries.

7.2.Leave Procedure

a) Any workman, who desire to obtain leave of absence, must apply for leave in
the prescribed leave Application form and such application should normally be
made not less than 15 days before the date on which he/she wishes his/her
leave to commence, except in urgent cases and unforeseen circumstances,
which shall have to be clearly stated. All leave applications should be
presented in the Time Office/Personnel Department through his/her Head of
the Department and after necessary particulars like the leave dues etc. are
filled up by Time Office/Personnel Department and same application will be
sent to the sanctioning authority for approving the leave. If the leave is
granted, a leave order will be given to the workman, mentioning the date
from which the leave would commence and the date on which the workman
should resume duty. If the leave applied for his/her rejected, the workman
concerned shall be informed about the same. The leave order or the order of
rejection shall be issued within two days prior to the commencement of the
leave applied for.

A record shall be maintained of all leave of absence which is sanctioned for a

period of at least one year.

7.3.Absence Without Leave

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a) Except as otherwise expressly provided for in the STANDING ORDERS no
workman shall be allowed to absent himself from work without the previous
written sanction of the Departmental Head.
b) In case of accident or sudden illness of a workman other justifying cause
compelling the workman to be absent from work, a definite message to that
effect in writing shall be sent to the Departmental Head on the same day of
absence. It will be the workman’s responsibility to prove the correctness of
the message and justification of the reason. If this absence is considered to
be not justified after due investigation, it will be treated as absence without
leave and shall be dealt with accordingly. In that case, the workman shall
also be liable for disciplinary action for misconduct.
c) Absence without leave shall be a punishable misconduct. Such absence shall
be dealt with as follows : -
i) First instance of absence without leave : Written warning.
ii) Second instance of absence without leave : Suspension equal to
the number of days of unauthorized absence.
iii) Third instance of absence without leave : Discharge.

7.4.Leave Encashment
Company offers the facility of encashing every year the Earned leave you earn during
the course of your service. When you intend to avail this facility, the following
conditions apply :
1. Encashment is admissible to you only once in a calendar year.
2. Employees may encash EL after leaving a minimum leave balance of 30 days in EL
account.

7.5.Other Aspects
Encashment of Earned leave will not be admissible to employees on dismissal or
removal from service. On retirement / superannuation / voluntary retirement /
retrenchment, an employee may encash EL due at his credit.
Encashment of Earned leave is not allowed to the Managerial Grade Employees in case
of resignation. In such cases, leave salary for EL up to 30 days is payable. Encashment
of Earned leave in case of Non-Managerial Employees on resignation is regulated as
per statutory provisions.

In the event of death of an employee, leave encashment is done and paid to legal
heir(s) of the employee.

8) Holidays
10 Holidays for HO and 8 Holidays for sites

HOLIDAYS
A. Government Holidays : Four National Holidays viz.
1. The Republic Day,
2. The May Day,
3. The Independence Day &
4. The Gandhi Jayanti

And six festival Holidays as mentioned below to be declared before commencement of

every calendar year shall be granted to all the workmen.

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1. Holi
2. Raja Sankranti
3. Ratha Yatra
4. Raksha Bandhan
5. Maha navami
6. Vijaya Dashami (Dussehra)

9) Office Timing
The Regd. Office at Bhubaneswar / Corporate Office at New Delhi and its other units /
branch offices / establishments connected with it under the same management remain
open from 9:30am to 6:30pm with 1(one) hour lunch break in between the 1.30pm-
2.30pm.
Production, maintenance and essential services of the plants are operated round the
clock in three shifts.

‘A’ shift from 6am to 2pm

‘B’ shift from 2 pm to 10pm
‘C’ shift from 10pm to 6am

10) Identification, Attendance And Identity Card

a) Every workman shall be provided with an Identity Card indicating his/her

name, personnel number and also a stamp size photograph. The workman
shall show the Identity Card to the security guard on duty at the gate or to
any person authorized by the Management on this behalf, while entering and
coming out of the factory, and/or whenever asked for.

b) Every workman shall also be provided with an attendance card indicating

his/her name, father’s name, employee no., shift, designation and
department. He shall have to have over the attendance card at the time
office before joining duties on each attendance day and shall take it back
there from at the end of his/her shift.

c) Attendance Card and Identity Card are not transferable and breach of this
order shall be misconduct and the workman is liable to punishment in
accordance with the standing orders.

d) If the workman losses his/her Identity Card or Attendance Card, he shall

obtain duplicate Identity Card or Attendance Card as the case may be by
paying Rs.50/- along with one stamp size photograph for issuance of an
Identity Card and/or by paying for getting a new Attendance Card.

e) Every employee/workman, to whom Identity Card and Attendance Card have

been issued, must on the termination of his/her service or before proceeding
on leave preparatory to retirement or allowing his/her suspension from work,
surrender his/her Identity Card and Attendance Card in the personnel
Department.

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11) Attendance & Late Coming
Attendance is recorded in electronic punching machine through a punching card.
Employees are required to punch his /her card while entering and leave the work
place. This enables the time office to compute his/her wages. During the duty
hour, if someone want to leave the work premises, he or she will be required to
obtain permission and an out pass duty signed by the concerned incharge.

a) The time office of the company shall take the attendance of the workman.
Every workman shall drop his/her attendance card at the place specified for
the purpose before the starting of his/her shift.

b) All workmen shall be at work at the time fixed and notified in the notice
Board, the workmen attending late will be liable to be shut out and treated as
absent provided that no workman shall be shut out if attends duties within 10
minutes of the starting time of his/her shifts.
c) A workman who after presenting himself for duty is found absent from the
place of his/her work or duty at any time during working hours without
written permission of the management shall be liable to have his/her wages
deducted proportionately. If a workman leaves the premises of the Factory or
his/her place of work during working hours without written permissions, he
shall be liable to be treated as absent for the whole day, in case his/her
absence commences within the first four hours of his/her duty and for half a
day in case his/her absence commences thereafter.
d) A workman must obtain permission in the prescribed exit pass from the
Manager to leave the Factory during working hours for private or any other
Business. Deductions shall be made at the rate of half an hour period or
multiples thereof for his/her/her such absence from the place of work on
account of his/her private work.
e) All instructions issued from time to time relating to attendance, checking or
arrival and departure and the period of duty, hours of work, shift working
etc. will be notified on the Notice Board. Every employee shall comply with
such instructions.
f) The management if it is convenient can introduce other methods of taking
attendance for the workmen such as the system of TIME PUNCHING CLOCK
or any other system at any time and the workmen will be deemed to have
accepted the same.

g) Any workman attending Late shall be liable to proportionate deduction of

his/her Wages as provided under the Payment of Wages Act, provided that
the Management may in the alternative at its discretion deal with any breach
of the provisions of these standing orders in accordance with the provisions
detailed hereafter. The management can also take disciplinary action against
the workman for such late attendance and absence from duty.

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12) Entry & Exit

a) Workman shall enter and leave the office/factory premises only through the
gate provided for the purpose.

b) Workmen should enter the office / factory premises only for attending their
duties. They should not leave the factory premises during working hours
without previous permission of the Manger, failing which they may be refused
re-entry.
c) Workman shall not be permitted to enter the office / factory premises earlier
than thirty minutes from the start of their duty period, unless otherwise
required by the Head of the Department/immediate supervisor for any work,
concerning the Company.
d) Workmen shall at the end of their duty period leave the office / factory
premises as soon as reasonably possible and in any case not later than 15
minutes after their duty period, unless otherwise required by the Head of the
Department or immediate Supervisor, for any work concerning the Company.
But in case he has to be relieved by the next shift workman, he has to wait
till the charge of his/her post is taken from him by a reliever of the next shift
or by any alternative arrangement.
e) Any workman who is on leave or who has been laid off, suspended dismissed
or discharged shall not enter the factory premises except with written
permission of management.

f) No workmen shall carry with him outside the office / factory premises, any
paper, book, drawing, photograph, apparatus or documents and any other
property belonging to the company or relating to the company’s affairs
without written permission of the Management. No workman shall keep
drawings, sketches, plans or copies of the company’s official paper and
documents with him unless specially permitted in writing by the
Management.

13) Overtime & Holiday Wages

These provisions exist for Non-Managerial Grade employees only.

Overtime

1. When an employee is required to work for more than 9 hours in a day or 48 hours
in a week, he/she is entitled to overtime wages at twice the ordinary rate of
his/her duty hourly wages. In other case OT is paid at the ordinary rate of hourly
wages.

2. The ordinary hourly rate of wages is calculated at :

Monthly Wages
26 X 8
3. The total hours of overtime work cannot exceed the statutory limits.

- 15 -
Holidays Wages

1. Employee called to work on a paid A compensatory off and one

holiday which coincides with his day’s extra wages
weekly off
2. Employee called to work on a paid A compensatory off and one
holiday which does not coincide day’s extra wages
with his weekly off

14) Travel Rules

You shall be eligible for Travelling Allowance, if your journey is undertaken for the
following purpose:

a) Tour on duty
b) Transfer at the instance of the Company
c) For medical examination or treatment referred to by the Company.
d) To appear in the departmental Examination/Interview or selection test.
e) To participate in Sports events representing the Company.
f) To attend Training, Seminar or Conference sponsored by the Company
g) To receive National Awards/State Awards
h) To appear in the court on Company’s work
i) On superannuation or voluntary retirement.
j) On joining the first appointment in the Company in case of Managerial Grade along
with his family.

The Company also pays towards the journey expenses of the family in the event of
death of an employee.

Grade Entitled
1 E8 & ABOVE Air, 1st AC sleeper by rail, highest class by
steamer, Rs. 5.10/km by car.

2 E4-E7 2nd ac sleeper by rail, highest class by steamer,

Rs.2.00/km by two wheeler (if allowed to travel
by own car, then Rs.5.10/km).

3 E0-E3 3rd ac sleeper by rail, highest class by steamer

Rs. 2.00/km by two wheeler.

4 S1,S2,S3,S4,S5 Sleeper class by rail, lower class steamer, Rs.

1.40/km by two wheeler.

14.1.Local Journey

a) Actual fare by Auto rickshaw, Rickshaw, Tanga etc. in case of non-managerial

cadre and by taxi in case of managerial cadre.
b) When journey is performed by rail, the employee will be entitled to actual train
fare.
c) If any employee uses his own conveyance for official journey, he will be
reimbursed charges for using his own vehicle at the prescribed rates.

- 16 -
14.2.Journey For Medical Treatment
When an employee or any member of his/her family eligible for medical treatment
under the Company’s rules is referred by the Controlling Medical Officer to an
outstation hospital. TA will be admissible as below :

a) For employee: Journey fare of entitled class including reservation charges and
conveyance charges to and from railway station, plus daily allowance for the
journey period only.

b) For family members: Journey fare of entitled class of the employee including
reservation charges and conveyance charges to and from railway station.

c) For attention/escort : When an attendant/escort is recommended by the

Controlling Medical Officer to travel with the patient, journey fare of entitled class
of the employee including reservation charges and conveyance charges will be
admissible.

14.3.Daily Allowance
In addition to Traveling Allowance, you are entitled to Daily Allowance for absence
from headquarter on official duty.

Period of absence (hours) Amount of Daily

Allowance
1. More than 2 hours & less than 4 ¼ DA
hours

2. 4 hours or more but less than 8 ½ DA

hours

3. 8 hours & above F u l l DA

A B C
Class of City

Grade (Allowance per day)

E9 & Above Actual(Rs) Actual(Rs) Actual(Rs)
E7-E8 6000 4500 3000
E5-E6 4200 3200 2100
E2-E5 3000 2200 1800
E0-E1 2300 1700 1300
SI-S5 1400 1200 1000

- 17 -
* Taxes and services charges related to accommodation are extra.

For DA purpose all state capitals, Nagpur, Jamshedpur, Vizag, Salem, Bilaspur,
Haldia are treated as specified localities.

Employees staying in Hotel are required to submit bills for lodging. When Hotel bills
includes any food and beverages, the cost of the same shall be adjusted against their
allowances.
Class Cities

Class A Bangalore, Chennai, Delhi, Hyderabad, Kolkata, Mumbai

Ahmedabad, Bhubaneshwar, Bhopal, Coimbatore, Cochin,
Cuttack, Chandigarh, Dehradun, Gangtok, Indore, Jaipur,
Kanpur, Lucknow, Ludhiana,
Class B Nagpur, Panaji, Pune, Patna, Ranchi, Srinagar, Shimla,
Thiruvananthapuram, Vishakhapatnam , Udaipur, Baroda,
Surat, Amritsar, Gawhati, Allahabad, Varanasi, Raipur,
Jamshedpur, Rajkot, Mysore.
Class C All other cities

14.4.Clarifications On DA

1. Full DA will be admissible upto 10 days of halt at any one place. For halts
exceeding 10 days, DA may be sanctioned at full or reduced rates by the
Competent Authority.
2. Daily Allowance is admissible for a holiday occurring during tour, but not for any
leave availed during tour.
3. When an employee is treated as a guest of a Company or Govt. or any other
organization, daily allowance shall be admissible as follows :

a) When boarding or lodging is provided free – ½ DA

b) When both boarding & lodging are provided free – ¼ DA

4. When an employee undertakes official journey beyond 10 kms. From

headquarters and cannot return to the headquarters on he say day, he3 will be
eligible for daily allowance.

14.5. Journey During Foreign Visit

Chairman, MD, President & CEO, Sr. Air Business class

VP & COO,
Directors, M2

E2-E8 Air Economy class

E0,E1 Air Economy Class (at Excursion

fare, if available on the route)

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14.6.On Transfer

You may be transferred from one Unit/Office to another in the interest of the
organization. In such event, you are entitled to TA and transportation of household
goods, settling-in-allowance and joining time as per prescribed rules. In case you had
been allotted accommodation, you can retain the same for a period of two months
from the date of release with due permission of the competent authority.

14.7.TA Entitlement

1. An employee traveling by air, rail road or steamer on transfer is eligible for

journey fare inclusive of reservation charges if any, as per entitled class/mode
for self and family member.
2. If traveling by road (personal vehicle), subject to entitlement, one can claim
two-road kilometerage for self plus one additional kilometerage for each
member of the family (above the age of 12 years).

14.8.Transportation of personal effects

(Household goods)

An employee on transfer will be entitled to reimbursement of actual expenses incurred

on transporting his personal effects from the old to the new station.

15) Leave Travel Assistance

Company extends facility of Leave Travel Assistance to its employees to facilitate
travel to a place of choice anywhere in India with family within specific monetary
celing which is determined from time to time by the management. However this is
within IT laws of the country.

LTA may be drawn wholly or partially in advance 15 days before proceeding on leave,
and the claim for reimbursement / adjustment, if any must be submitted within 6 days
of resuming work . The Accounts department should be notified at least two working
days in advance to facilitate the payment of LTA
.

16) Provident Fund

Eligibility:

All regular employees of the Company are eligible for provident fund as per The
Employees Provident Fund Misc. Act 1952. Employer contribution for PF shall be up to
a maximum of Rs 6,500/- basic.

17) Group Gratuity Scheme

Eligible permanent employees will be covered under Payment of Gratuity Act 1972.

- 19 -
18) Other Social Security Schemes

In addition to the Provident Fund & Group Gratuity Schemes which are statutory in
nature, Company has developed other social security schemes for the benefits of the
family members in the event of unfortunate death of an employee while in service.

Group Insurance Scheme

The Scheme provides life assurance benefits to the employees of the Company. The
insurance premiums in respect of the employees are paid by the Company.

All the employees who on the entry date aged not less than 18 years and not more
than 60 years are eligible to become the members of this scheme.

19) Incentive Scheme

The company has a Productivity Linked Incentive Scheme whose objectives are:
(i) To increase Production & Productivity.
(ii) To increase availability & utilization of equipments.
(iii) To minimize input cost
(iv) To discourage Absenteeism & Overtime

Coverage

All regular employees of the Company upto level of MD including regular trainees.

20) Performance Management System

Appraisal reports are important documents for the organization and fulfils several vital
objectives, provided you as the appraise or as a reporting officer or a reviewing officer,
exercise utmost objectivity, honesty and sincerity in writing the appraisal reports.

20.1.The Objectives

a) To evaluate the extent of achievement of results / targets by the individual

executive during the year.
b) To review and plan for better performance.
c) To identify the potential of individual executive so that a dependable
management succession plan be built up.
d) To form a base for salary increment.
e) To identify the training needs
f) To distinguish performers from non performers

Appraisal is not a fault finding process. It is development in essence.

The company adopts a 3 tier transparent appraisal system .

20.2.Components of Appraisal:

1. Key Result Area(KRA): The key job responsibility of an employee

2. Additional KRA: Any additional responsibility that the employee undertakes over and
above his KRA
3. Soft Skill: This include the defined behavioural skills which contributes towards
achieving the KRA’s.
- 20 -
Rating is done on a fine point scale form 1-5. Weightage given to KRA’s is 80% and to
Soft Skills is 20%.

20.3.Appraisal Process:

1. Self Appraisal: The concerned employee appraises himself on his Key Result
Areas(KRA’s) and Soft skills based on his achievement.

2. Appraisal by reporting officer: Once the appraisee has appraised himself, the
reporting officer appraises on the KRA’s and Soft Skills. The appraisal process is
transparent whereby the reporting officer appraises his subordinate by having open
discussion.

3. Appraisal by reviewing officer: Based on the rating of the reporting officer, the
reviewing officer appraises the appraisee after having discussion with the reporting
officer.

Once the appraisal form is complete with the rating of the the appraisee, reporting
officer and the reviewing officer, the rating is finalized by the reviewing committee
comprising of the HOD’s.

21) Promotion Policy

Company offers excellent growth opportunities to its employees consistent with their
qualification, performance and growth potential subject to availability of vacancies.

An employee is required to complete a minimum period of 3 years of service in the

existing grade by 30th June of a year to be eligible for consideration for promotion.

Promotion to the higher grade is effected subject to the following :

a) Minimum 3 years of service in the existing grade.
b) Minimum of B rating in last 4 appraisals.
c) Clearing of Assessment & Development Centre (ADC).
d) Satisfactory records of conduct.
e) Availability of vacancies in relevant line of promotion.

Promotion to the higher grade is effected subject to clearing of ADC which is held once
a year after the annual appraisal.

22) Training & Development

Training is an expensive area of the Company’s Personnel Budget, which requires due
attention in correlating training functional necessities & developmental needs of the
individual & the organization.

The Company fulfills its task of training & development its employees to the optimum
extent by sponsoring them to various in – hour programmes and to the courses
offered by the reputed institutes in the country and abroad. A training proposal may
either come from the department where an employee is working or its may come in
the form of a suggestion from the Training Department based on the training needs
reflected in the appraisal and annual assessment reports. Besides short range &
prospective training plans are also made for various groups of employees after
elaborate consultations with the departments. The training proposals including
proposals of participation in seminars & conferences are processed by the Training
- 21 -
department. After attending any course of training, it is necessary for an employee to
give feed-backs on the course to his superiors & colleagues and to the Training
department. Training feed-back can be given through a formal meeting or by
circulation of a written report on the course.

23) Other Benefits

25.1. Medical Benefit:

Medical Benefit to the employees and his dependant may be given as per policy and
discretion of the Management based on the situations and service duration of the
employee.

25.2. Corporate Wear / Uniform Allowances

Both Managerial and Non- Managerial employees are entitle to have corporate wear /
uniform provisions as per following :

Male employees Female employees

Two full sleeve cotton Two cotton sarees and two blouses Every year
shirts and two cotton or two cotton salwar-kurta sets
pants and dupattas

One pair of nylon One pair of nylon Every year

socks Socks

Shoes # Shoes # Once in 2 years

24) On Resignation
The Company is proud of you and would not ordinarily like to lose. Your resignation is
always a wastage factor for the Company and could be a matter of concern. However,
under compelling personal circumstances if your intend to resign from the services of
the Company, the following conditions would apply:

1. The employee has to apply early stating his/her intentions to resign to the
competent authority through proper channel.
2. As per the service conditions, the employee has to give notice of three months
before the proposed date of release. This notice period can be curtailed if the
employee gives pay in lieu of the balance notice period, subject to acceptance by
the competent authority.
3. The employee shall not be granted any leave except casual leave during notice
period.
4. On acceptance of resignation, the employee will be required to collect the no dues
certificates from all concerned departments prior to release in a prescribed
Performa.
5. The employee has to fill up the gratuity and provident fund forms before his
release, for expeditious settlement of dues.
The HR Department may arrange an exit interview with you after acceptance of your
resignation with a view to getting your frank opinion and authentic feed back on the
organization.

You are also presented a service certificate on the date of your release.
- 22 -
Please remember that your Company takes great pride in your future achievements
and growth in your career wherever you may be.

25) On Retirement
Retirement is a relative term, which here should mean leaving the services of the
Company on attaining the age of superannuation and entering into wider fields of life &
human interest. It has been seen that people after retirement mostly take to business,
consultancy or advisory services or simply settle down to a carefree life of leisure
spent in reading, writing or cultivating hobbies. Your long association with the
Company is always cherished.

Under the existing service conditions of the Company you will superannuate on
reaching the age of 65 years. After being formally intimated of the date of retirement
(normally about a year in advance) you may avail leave accumulated to your credit
and start filling in prescribed forms for timely settlement of dues.

[A] Retirement benefits on superannuation

1. Encashment of the earned leave at credit.

2. Full provident fund contribution in the Company along with matching contributions
and interests accrued on the whole.

3. Gratuity upto a maximum limit of Rs. 3,50,000/- calculated @ 15 days salary for
each completed year of service.

4. Permission to retain the Company’s quarters for a period of 2 months from the
date of retirement on normal rent.

5. Traveling allowance self and family for proceeding to home town or to any other
place of settlement limited to the distance to home town by entitled class.
Reimbursement of actual expenses incurred on transportation of personal assets is
also admissible as on transfer including packing charges.

6. You and your spouse can avail guest house facilities in different locations of the
Company at par with the existing employees.

26) Scheme For Farewell To Retiring Employees

Your Company has formulated a Scheme, to bid befitting farewell the regular
employee who superannuates or retires on medical ground from the services of the
Company. A function is arranged on the last working day of the employee at the
respective Units/ Offices. In the function, the superannuated/retired employee is
presented a Service Certificate, Gift Item and a Cheque for final settlement of dues.
However, if the employee fails to vacate company’s quarter, final payment of dues
may be kept pending till vacation of quarter.

- 23 -
Standing Orders

1) Conduct

Your conduct constitutes the image of the Company.

Conduct is a dynamic concept. Its examples can be exhaustive. What have been
enumerated below are only illustrative few :

(a) You shall at all times maintain absolute integrity and devotion to duty and
also ensure these two valuable qualities in the employees working under
your supervision, control and authority.
(b) You shall not use your position directly or indirectly to secure undue
benefits such as employment or business contracts for any member of your
family in your organization or in an organization having dealings with your
organization
(c) You shall not take part in politics or assist any political movement or
activity.
(d) You shall not participate in demonstrations.
(e) You shall not participate in Radio /TV programmes or contribute articles on
a subject which may have an adverse bearing on the affairs of your
Company.
(f) You shall not give evidence without permission of the authority and while
deposing evidence; you shall not criticize your Company.
(g) You shall not accept gifts directly or indirectly.
(h) You shall not give or take dowry.
(i) You shall not communicate any official document or information to any
person to whom you are not authorized to communicate such document or
information.
(j) You shall not engage without the previous sanction of the authority in any
trade or business or undertake any other employment.
(k) You shall not borrow money from or lend money to any persons with whom
you have official dealings.
(l) You shall avoid habitual indebtedness.
(m) You shall not bring any outside influence to further your interests in respect
of matters pertaining to your service in the Company.
(n) You shall not contract another marriage while your wife or husband is still
living.

All executives are required to furnish details of immovable, movable and valuable
properties in the prescribed format at the time of joining and thereafter once in two
years. If the total transaction shares, securities, debentures, mutual funds scheme etc.
exceed Rs. 50,000/- during the calendar year, the employee shall, immediately
intimate the competent authority about such transactions

2) Misconduct

The term misconduct does connote a vast number of actions. But without prejudice to
its general meaning, the following illustrate some :

1) Wilful insubordination or disobedience, whether alone or in combination with

another or others, of any lawful or reasonable order of a superior.

- 24 -
2) Striking work or inciting others to strike work with another or others in
contravention of these standing orders or any statute, law or any rule,
enactment, agreement, memorandum of settlement agreed from time to time
and for the time being in force.

3) Adopting go slow or abetment or instigation thereof.

4) Theft, fraud or dishonesty in connection with company’s business or property of

the Company or the property of the employees.

5) Taking or giving bribes any illegal gratification whatsoever or indulging in

corrupt practices.

6) Habitual absence without leave or absence without leave three times in a six
months’ period.

7) Late attendance repeated on that less than three occasions within a six months.

8) Habitual breach of any standing orders or any other Rules of the

Company.

9) Collection or canvassing for the collection of any money inside the premises of
the company and colony for the purposes not sanctioned by the Management.

10) Habitual negligence or neglect of duty.

11) Sleeping during duty hours.

12) Sabotage or willful damage to or loss of company’s goods or property, or any
irresponsible action resulting in damage to any goods or property of the
Company.

13) Intoxication, riotous, disorderly or indecent behavior or conduct during working

hours or in the premises of the company including the colony, which is likely to
cause breach of peace.

14) Committing any act subversive of discipline or good behavior or efficiency and
any act involving moral turpitude committed,

a) Within the company premises, or

b) In the course of duty, or

c) Outside the company premises, if it is proved to have directly affected the

discipline or the administration of the company or if it is directly linked with the
general relationship of employer and employee or has a direct connection with
the contentment or comfort of the man at work or has a material bearing in the
smooth and efficient working of the factory.

15) Habitual breach of any rules or instruction is for the maintenance and running
of any department or the maintenance of cleanliness of any portion of the
company’s premises.

16) Frequent repetition of any act or omission for which a fine is imposed under the
PAYMENT OF WAGES ACT.

17) Distribution or exhibition within the Factory premises of any News Paper, Hand
bill, Poster or pamphlet without the sanction of the Management.

- 25 -
18) Conviction by a Court of Law for a criminal offence (involving violence or moral
turpitude or entailing punishment by imprisonment).

19) Instigating or participating in demonstration within the Company

premises or conducting public meetings on Company’s land without previous
written permission from the Management.

20) Loitering during working hours.

21) Unauthorized absence from proper place of duty.

22) Engaging in unauthorized trade, money lending business or any other business
within the premises of the company without the Management’s permission.

23) Acceptance of gifts from subordinate workmen and borrowing money from
subordinate workmen.
24) Intimidating or threatening other employee or employees, interference with the
work of other employee or employees, assault or threat of assault either
provoked or otherwise within the company’s premises or outside having
subversive effect on the company’s discipline and having a bearing on the
working of the factory.
25) Unauthorized use and/or unauthorized occupation of company’s quarters on
land.
26) Gambling within the company’s premises.

27) Quarreling and fighting.

28) Smoking or possessing match boxes or flame producing materials within the
company premises except on places where smoking is permitted.

29) Failure to observe safety measures or instructions on safety duly notified or

interference with the safety devices or fire-fighting equipments.

30) Furnishing false information regarding one’s name, father’s name, age,
qualification, previous experience, address, etc. at the time of employment and
in course of employment.

31) Transfer of identity or attendance card or habitual loss of the same.

32) Deliberately spreading false information with a view to bring about disruption
and disrepute in company’s normal work.
33) Disclosing to any unauthorized person any information concerning to company
and its activities and with regard to the processes of the company or any other
information which may become known to him in course of his/her duties.
34) Adjudged insolvency not warranting the continuance of the management’s trust
and confidence.

35) Failure to report to the Management or company’s Authorized Medical officer of

occurrence of contagious or notifiable disease either to himself or in his/her
household, the diseases being leprosy, cholera, small pox, diphtheria,
cerebrospinal meningitis, yellow fever, mumps, measles, entrric fever, typhoid,
chicken-pox, whooping cough, dropsy, plague, Tuberculosis, veneral disease,
etc.

- 26 -
36) Manufacturing or attempting to manufacture unauthorized articles within the
company premises.

37) Failure to carry out work in accordance with the instructions given by the
Officers of the Company or through delegated authority.

38) Hiding away or attempting to hide away any article or material of the company.

39) Conduct within the factory which is likely to endanger the life or safety of any
person.

40) Failure to report at once to his/her superior any defect which the workman may
notice in any equipment either connected with his/her worker not.

41) Not immediately reporting any defect or occurrence which a workman may
notice and which might endanger himself or any other person or might result in
damage to the property of the company or any other employee.

42) Refusal to work an another machine of the same type as is assigned to him.

43) Refusal to work in any other shift.

44) Refusal to work as a job of machine to which is assigned provided there is no

change in service conditions.

45) Refusal to accept a charge-sheet, suspension order or any other communication

or any lawful order given by the superior in the interest of discipline.

46) Refusal to give evidence in any enquiry against any other workman charged
with misconduct.

47) Refusal to be searched by the security staff or any other person authorized in
that behalf.

48) Refusal to sign any form or document or Register keep or maintained for the
purpose of maintaining daily record or relating to production or detail of any
goods or damages, etc.

49) Refusal on the part of the workman to offer himself to be interrogated by the
management officials.

50) Refusal to perform overtime work.

51) Refusal to carry out duty assigned at any other place or to proceed on
outstation duties or to carry out an order of transfer.

52) Leaving work without permission & before the end of the shift / duty hours.

53) Gossiping within the company premises during duty hours.

54) Selling or canvassing for sale of tickets of chances in lotteries or raffles within
the company premises.

55) Selling or Canvassing for sell of any commodity within the Company premises
without previous written permission of the management.

56) Using abusive language or slogans against any superior officer or any other
employee of the establishment.

- 27 -
57) Resorting to picketing, hunger strike, or Gherao against any office whether
within the Company’s premises or outside if it relates to matters concerning to
establishment.

58) Writing of anonymous, Pseudonymous letters, criticizing workmen or superior

Officers of the establishment.

59) Submission of representation to any public authority except through proper

channel.

60) Misbehavior during pendency of disciplinary action instituted against him.

61) Participation in illegal and unjustified strike or any abetment thereto.

62) Using bathroom inside the premises or other places not specifically authorized
for the workman concerned.

63) Deceptive or corrupt practices in connection with the work or business of the
establishment.

64) Making or giving false statement before a superior or forging signature of a

superior or other employees of the Company.

65) Possession of any lethal weapon in the company’s premises without permission
of the Management.

66) Wilful and serious defect in workmanship.

67) Refusal to accept job assignment.

68) Entering or attempting to enter, leaving or attempting to leave company

premises except through the main Gate or any other gate specified for the
purpose.

69) Interfering with the record of attendance or means of recording attendance of

himself or of any other workman or willful falsification, defacement or
destruction of any record of the company.

70) Shouting slogans inside company premises, instigation, incitement, abatement

or furtherance of any of the above acts of misconduct.

71) To engage in any form of physical duress.

72) To permit demonstrations which are not peaceful and to permit rowdyism in
demonstration.

73) To engage or cause other employees to engage in any Union activity during
working hours, unless provided for by law or agreement.

74) To encourage unfair labour practices such as (a) negligence in duty, (b)
Careless operation, (c) Damage to property (d) Interference with or
disturbance to normal work and (e) insubordination.

75) To indulge in acts of force or violence or to hold out threats or intimidation in

connection with a strike against non-striking workmen or against managerial
staff.
- 28 -
76) To stage, encourage or instigate such forms of coercive actions as willful “ go
slow”, or scatting on the work premises after working hours, or “ gherao” of
any of the members of the Managerial or other staff.

77) To stage demonstration at the residence of the Manager or Company’s Officers

or the Managerial staff members.

78) To incite or indulge in willful damage to Company’s property or the property of

the employees.
79) To indulge in acts of force or violence or to holdout threats of intimidation
against any workman with a view to prevent him/her from attending work.

80) Engaging in any business or trade or employment for remuneration while in

service of the Company.

81) Unauthorised removal or defacement of notices from the Company’s Notice

Board.

82) Surrounding or confining any officer or a fellow workman in order to make him
yield to any demand, inside or outside the Company’s premises.

83) Impolite and discourteous attitude to customers, visitors, Clients or other

person having any dealing with the establishment either inside or outside the
Company’s premises.

84) Wilful non-cooperation with fellow workmen for proper discharge of duty at any
time.

85) Entering or attempting to enter or to leave the Company’s premises by force or

otherwise except in accordance with the rules of the establishment in this
behalf.

86) Entertaining own visitors/guests in the Company’s premises without prior

permission of the Management.

87) Giving interviews to press, radio and television without the written permission
of the Management.

88) Participation in public discussion, debates, and to deliver speech in public

pertaining to the affairs or business of the establishment without permission
from the Competent Authority.

89) Reading magazines, novels and other non-professional literature/material

during working hours.

90) Loitering, idling or wasting time during working hours staying within the
establishment after authorized hours of work without permission.

91) Handling any machine, vehicles, equipments, apparatus etc. not entrusted to
his/her charge.

92) Misappropriation of Company’s money and/or misuse of Company’s

funds/property.

- 29 -
93) Not allowing company’s employees/officers/superiors either to enter or come
out of the premises of the establishment or causing ingress or egress of the
materials or machines.
94) Expectorating, spitting or urinating at places other than those specified for the
purpose.
95) Taking photograph or giving information to any unauthorized person/persons
about the factory building or any plant or machinery or any compartment or
part thereof or section or office without obtaining prior written permission of
the management or the manager.

96) Any attempt or threat to assault or attempt to murder/attack or assault or

beating or murder of any employees/officers/manager or workman of the
establishment or any other person/persons which has/had any connection with
the establishment within or outside the premises of the establishment.

97) Arrest/detention in connection with any act of moral turpitude or any other
offence under any law of the land.

98) Obtaining leave of any kind on false pretext.

99) Taking employment or doing any business during the suspension period.

100) Any breach of terms and conditions of employment.

101) Preventing the movements of any goods from/to the premises of the
establishment.

102) Preventing the exit of any employee / supervisor / officer manager / visitors /
any person from the establishment.

103) Stopping any machine or switching off the electric current or any other type of
power in any manner.

104) Forging and / or unauthorized copying of any of the communication or

documents/records, process of the industrial procedure and books of accounts.

105) Violation of any clause of agreement entered into between the employer and
workmen.

106) Challenging or violating the settlement (s) already in operation.

107) Habitual production of the medical certificate.

108) Eve-teasing in the premises of the establishment and means of transport

provided by the employer, if any.

109) Causing damage to the means of transport provided by the employer, if any.

110) Punching of attendance card of another employer.

111) Any other act or omission not specifically provided for in these orders but which
are acts subversive of decency, discipline and morality according to normal
human conduct and behavior against established practice or discipline in an
organization.

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3) Punishment For Misconduct
a) A workman found guilty or misconduct shall be liable to any of the following
punishments.

The following shall constitute minor punishment.

i) Warning
ii) Censure.
iii) Suspension without wages/salaries for a period not exceeding four
days at a time.
iv) Fine in according with Payment of Wages Act, 1936.

b) The following shall constitute major punishment.

i) Reduction to a lower grade or demotion.

ii) Stoppage of increment with or without cumulative effect.
ii) Stoppage of promotion for such period and to such extent as may
be considered fit.
iv) Dismissal or discharge from service.

Procedure For Dealing With Cases Of Misconduct :

(I) Procedure for imposition of minor punishments:

A Workman accused of misconduct shall be informed in writing of the allegations

made against him/her and shall be given opportunity to explain the charges
alleged against him/her and circumstances thereof within 48 hours on receipt of
the charge sheet. The charge sheet and his/her explanation, if any, shall be
considered before imposing a minor penalty. For imposition of a minor
punishment, however, no enquiry shall be conducted.

(II) Procedure for imposition of major punishments :

a) A workman accused of misconduct shall be given a charge sheet wherein he

shall be informed of the allegations made against him/her along with factual
details and shall be given an opportunity to explain the charges alleged
against him/her and circumstances thereof within 48 hours of the receipt of
the chargesheet. If the chargesheet is refused by the workman it will be
deemed that the same has been duly served. If the workman fails to submit
his/her explanation within the time specified, he/she shall be deemed to
have accepted the charges against him/her. If the explanation submitted by
the workman is found to be unsatisfactory or if no reply is received within
the stipulated time or any extension thereof, an enquiry shall be held by an
officer, or officers of the establishment, or by an advocate or by an outsider
nominated by the management. The appointment of the enquiry officer as
also the Management Representative shall be communicated to the workman
in writing.

b) During the enquiry the chargesheeted workman shall be afforded reasonable

opportunity to defend himself and he/she shall be given opportunity to be
represented by a Co-worker of his/her choice but not under suspension.
Where such enquiry relates to misconducts of several workman the enquiry
may be held jointly for all of them together if in the opinion of the
management it is convenient to do so. The workman will be duly informed of
the date, time & place of the enquiry and if be refuses or fails to present
himself on such date, time and place of enquiry, the same shall be conducted
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 exparte. At the enquiry the Management or the enquiry officer may at
his/her discretion either require the workman and the witnesses to submit
their written and signed statements. Otherwise the enquiry officer shall
record the statements of each witness which shall be signed by them after
the same has been read and understood by them. The workman and the
witnesses in the enquiry shall be bound to answer truthfully all such
questions as are put to them. In all cases of enquiry, the Management will
have to adduce evidence first in support of the chargesheet issued to the
workman whereafter the workman will be afforded opportunity to defend
his/her case. The enquiry proceedings shall be signed by all concerned
persons in the enquiry.

c) After conclusion of the recording of evidence, the Enquiry Officer shall submit
to the disciplinary authority his/her enquiry finding report and shall record
his/her finding on each of the charges alleged against the workman. The
disciplinary authority will consider the report of the enquiry officer, the
gravity of the misconduct and the past record of the chargesheeted workman
and shall inflict any of the punishments enumerated in Cl. 26(b) of the
Standing Order and Communicate the same in writing to the workman along
with a copy of the enquiry finding report provided that before inflicting.

d) Where a disciplinary proceeding against a workman is contemplated or is

pending and the employer is satisfied that it is necessary or desirable to
place the workman under suspension, the Management may so order in
writing and suspended him/her with effect from such date as may be
specified in the order. The suspended workman shall not during the period of
suspension enter the factory / office premises except with special permission
of the Management. However, he/she shall report every working day at the
gate for receipt of communication from the management and shall have to
sign in the register maintained for the suspended workmen. All efforts shall
be made to dispose of the enquiry within 90 days from the date of
suspension, provide the chargesheeted workman cooperates and does not
avoid his/her presence intentionally.

e) A workman who is placed under suspension under Clause (d) above, shall
during the period of such suspension , be paid a subsistence allowance at the
following rate, namely :-

i) Where the enquiry contemplated or pending is departmental, the subsistence

allowance shall, for the first ninety days from the date of suspension be
equal to one half of his/her monthly wages/consisting of basic wages,
dearness allowance and other compensatory allowances. If the departmental
enquiry gets prolonged and the workman continues to be under suspension
for a period exceeding ninety days, the subsistence allowance shall for such
period be equal to three fourth of such monthly wages. (basic wages,
dearness allowance and other compensatory allowances).

ii) Where the enquiry is conducted by an advocate or an outside agency, the

subsistence allowance shall, for the first one hundred and eighty days from
the date of suspension be equal to one half of his/her monthly wages. If such
enquiry gets prolonged and the workman continues to be under suspension
for a period exceeding one hundred and eighty days, the subsistence
allowance shall for such period be equal to three fourth of such monthly
wages.

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 Provided that where such enquiry is prolonged beyond a period of ninety
days or one hundred and eighty days as the case may be for reason directly
attributable to the workman, the subsistence allowance shall be reduced to
one fourth of such wages.

(f) If on the conclusion of the enquiry, the workman has been found guilty of the
charge framed against him and it is considered, that an order of discharge or
dismissal or suspension or stoppage of annual increment or reduction in rank
would meet the ends of justice, the employer shall pass order accordingly.

Provided that when an order of discharge or dismissal or any other major

punishment is passed under this clause, the workman shall be deemed to
have been absent from duty during the period of suspension and shall not be
entitled to any further remuneration for such period, and the subsistence
allowance already paid to him shall not be recovered.

(g) If on the conclusion of the enquiry the workman has found to be guilty of any
of the charges framed against him/her, he/she shall be deemed to have been
on duty during the period of suspension and shall be entitled to the same
wages as he/she would have received if he/she had not been placed under
suspension and the differential wages after deducting the subsistence
allowance shall be paid to him/her.

(h) The payment of subsistence allowance under this standing order shall be
subject to the workman concerned not taking up any employment during the
period of suspension and his/her attendance in the register maintained at the
gate for suspended workmen.

(i) In awarding punishment under this standing order the Management shall
take into account, the gravity of the misconduct, the previous records of the
workman, if any, any other extenuating or aggravating circumstances that
may exist. A copy of the order passed by the Authority imposing punishment
shall be supplied to the workman concerned.

Where under the provisions of any law if it is necessary to obtain the permission
of any Court/Tribunal or other authority for such discharge or dismissal, the
workman or workmen concerned may be kept under suspension pending the
disposal by such Court, Tribunal or other authority of the application for grant of
such permission.

(j) If a workman refuses to accept a charge sheet, order or any other

communication sought to be served on him/her in accordance with these
standing orders, a copy thereof shall be sent by registered post to his/her
address as recorded by the Management and another copy posted on the
Notice Board and it is shall constitute adequate service.
(k) The Management can suspend a workman accused in a court of law for any
criminal offence until the disposal of the trial, without giving any subsistence
allowance.

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4) Grievance Procedure

4.1. For Managerial Employees

The procedure requires the aggrieved mangerial to take up the matter first of all with
the concerned Head of the Department.

If not satisfied with the reply of the HOD, the may submit his grievance formally in
writing to the GM/Head of the department within 30 days from the occurrence of the
case of grievance.

The GM/Head of the Department will communicate the decision to the aggrieved
managerial within 15 days, if required he may give a personal hearing to the
managerial before the disposing of the grievance.

If the managerial is still not satisfied, he may appeal to the Head of the Department of
Personnel & Administration or the Managing Director in writing. The decision of the
Head of the Department of Personnel & Administration or the Managing Director will be
communicated to the aggrieved managerial within 30 days. General issues involving
scale of pay, allowances, benefits, promotion policy and matters relating to disciplinary
actions, vigilance and security are beyond the scope of the Grievance Procedure.

4.2. For Non-managerial Employees

An aggrieved employee in the first place should present grievance verbally to his
immediate superior, who in turn would try to resolve the matter within three days.

If not satisfied, the employee may submit his grievance in writing in the prescribed
form to the head of the department within 60 days from the occurrence of the cause of
the grievance. The head of the department will give a formal reply within 7 days of the
receipt of the grievance, and if required the HOD may also give a personal hearing to
the aggrieved employee.

If the employee is not satisfied with the reply or does not receive a reply within the
stipulated period, he may take the matter to the Head of the Department of Personnel
& Administration. The Head of the Department of Personnel & Administration must
give their decision on the grievance within 30 days of the receipt of the grievance.

5) Sexual Harassment

As and when a complaint of sexual harassment is received from any woman against an
operating staff, the Manager may have the complaint investigated in a confidential
manner either by himself or by a team of two women employees of the establishment.
Based on the confidential report of such investigation, the Manager may terminate the
services of the concerned operating staff. Such termination shall be in terms of the
provisions of clause 18 of these standing orders

♦♦♦

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