Organizational structure:-

The Company Organization Chart provides an insight into the organization of the e-trans Transport
Company and the manner of handling business in this company. The individual Project Organization
Chart can also be provided after the determination of the Scope of Work and prior to contract
negotiations.

ẽ-trans pvt ltd

CEO & MD

Sunil pandey

ss

Consultant

Finance department Sales department HR department Operation department

Mr. Jagjeet samvi (MD) Mr. Jaspreet Singh (VP) Ms. Jaspreet Kaur (VP) Mr. Sunil pandey

Mr.puneet soni (VP)

Daily activity
Project Marketing Recruitments
accounts
Local
Training &
Accounts developme
National nt

Invoicing Salary & wages

administration

Financial Promotion
reports
Staffing:-
In staffing our company manage some of these things

Developing personnel sources: - we are mainly focussing on auto drivers, local 4

wheeler drivers, and others who have some experience of driving and those who don’t know
driving and are capable to manage the customers are hired for conductors.

Recruiting potential employees: - those who have max experience of commercial

driving are capable for our bus drivers. Active persons but not having any experience of
driving is capable for conductors.

Equal Employment Opportunity: - The Equal Employment Opportunity

Commission (EEOC) enforces the following laws: These laws prohibit employment
discrimination based on race, colour, religion, national origin, age, disability, and prohibit
retaliation for opposing job discrimination, filing a charge, or participating in proceedings
under these laws). We give equal opportunities to each and every person who so ever comes
there for job. We never discriminate them on the basis of race, colour, religion, national
origin, age, disability.

Hiring Issues: -
A- Employee Registration Requirement – those people who want to do job they have to
register them self first in the office by coming at that place. Registration should be manual.

B- Equal Employment opportunity commission (EEOC) Requirements:-

When advertising for and interviewing job candidates, it's important to focus exclusively on
the skill and experience needed for the position. While giving advertisement for
recruitment we clearly mention the skill and experience which is required for bus driver
and conductors.

Interview Guidelines:-
New employee orientation we give opportunities to new one also if they have commercial
driving licence.

Termination:- the company have power to terminate the employee if the employee have
involve in any kind of bad activities and if employee make harm to the organization.
Training and Development
Initial Training: - our company provide initial training to all employees which is
compulsory for all it include- electric bus driver training for bus driver and fare charges
training for the conductor.

Training Needs Analysis: - our company HR department also consider the training
needs analysis for the employee if they need any outer kind of training company will provide
those training also.

Preparation of training programs: - company will prepare the training program

according to the needs of training.

Management and supervisory development: - company will also develop the

training program for the management and the supervisor to make him /her more effective and
competitive in job.

Policies and Procedures

Instituting health and safety standards: - we are responsible for providing a safe
and healthful workplace for our employees. ILO and WHO an agency of the INDIA, has the
responsibility of assuring the safety and health of INDIAN workers by setting and enforcing
standards. We provide accidental insurance, medical facility to the drivers and conductors.

Privacy Issues: - Drug and Alcohol Testing – we take care of that no drivers or
conductors come in job by taking drugs and alcohol.

Preparing employee handbooks: the company also prepare the employee hand

book this help to the employee and employer both it include- policy and procedure of the
company. A well designed handbook can positively influence employee morale and promote
employee loyalty. It can introduce a new employee to the organization, helping the individual
to fit in more easily.

Setting employee work hours: - our buses run 17 hours a day. One driver and
conductor run the bus for 8:30 hours a day. There are shift system two drivers and conductors
work in one day. One driver and conductor work from 6:00am-2:30pm and another one is
from 2:30pm -11:00pm. (Meals for them). Drivers and conductors can change their shifts
with their mutual understanding.

Union relations: - the company maintain the relationship between the employees and
the employer to reduce the conflict.

Visitors:
Personal friends and relatives are not encouraged to visit to meet any workmen during the
working hours. However, in case of emergency if any relative or friend visits the factory to
meet an employee, in such eventuality, prior permission shall be obtained from a senior
officer of the department before meeting such friend and relative. Such meetings shall be of
the shortest possible time and shall only take place at the security/gate office of the
company.

Unauthorized Absence: If ten or more workmen acting concert absent them without
giving 15 days notice in writing and without reasonable cause, the manager shall be entitled
to deduct up to 8 days wages of the workman as per section 9(a) of the Payment Wages Act
1936.

A workman shall be deemed to be absent, if he fails to attend to his/her duty, unless he does
not obtained prior permission for such absence from the competent authority and in case of
unforeseen circumstances make an application to this effect with 48 hours of the
commencement of the absence.

Publication of Holidays and Pay Days:- specifying (a) the days observed by the
establishment as holidays and (b) paydays shall be displayed on the notice board in English
and Hindi.

Register of Wage Rates: - Notice specifying the rates of wages payable to all classes
and categories of workers shall be displayed and maintained at notice board.

Leave Procedure:-
Leave with wages cannot be claimed as a matter of right.

(a)- Privilege or earned leave:- Leave with wages shall be allowed as provided for in
Chapter VIII of the Factories Act, 1948 and other holidays in accordance with Law and
contract. A workman who is desire to avail of his leave under the Factories Act, 1948 shall
apply to the Manager or any other officer authorized in this behalf in the prescribed manner
as under :-

(1)- An application shall be made in writing in advance to the Manager or the person
authorized and notified for the purpose stating clearly the date from which the leave is
required, reasons warranting the grant of such leave and duration for which it is required
along with the address for communication, during the period of leave, and it shall be
submitted to the officer notified for the purpose of Manager, at least 15 days in advance if
the leave is for a duration of more than three days when it is on account of medical
ground, death or serious illness in the family, accident or fire in personal house or any such
natural catastrophe in which case the manager / person authorized may grant him leave ex
post facto and the application must have been received within two days of the first day of
absence.

(2)- Order on the leave shall be passed without delay and always before the leave applied
for is to commence, or within 24 hours of the receipt of application, if it is received on the
same day under the circumstances mentioned above and it shall be presumed that the leave
applied for has been sanctioned to the workman.

(b)- Sick leave: All workmen shall be entitled to seven days sick leave with full pay in a
calendar year for all the days of sickness for which he is not getting any benefit from ESI.
The sick leave for more than two days will be granted on production of Medical Certificate
from a Registered M.B.B.S. Doctor or ESIC.

(c)- Casual leave:

(1)- Every worker shall be entitled to seven days casual leave with wages during one
calendar year. During the year, a workman may be allowed not more than 2 days casual
leave for every three months of actual work. Application for such casual leave must be made
in writing to the department head at least one day in advance except in emergent
circumstances for which full proof must be produced to the satisfaction of the Department
Head.

(2)- Casual leave will not be ordinarily given for more than two consecutive days at a time
and will not allowed to be combined with any kind of leave / holiday except with the express
permission of the Manager.

(3)- Ordinarily, the prior permission of the Manager or Head of the Department shall be
obtained before taking such leave, but when this is not possible the Manager shall as soon
as possible be informed in writing of the absence from work and of probable duration of such
absence of a workman together with the reasons for taking such leave.

Payment of Wages:-

(1)-All workmen shall be paid wages on a working day before the expiry of the seventh day
of the wage period in respect of which wages are payable. If the number of workmen
exceeds one thousand the wage shall be paid to all workmen on or before the expiry of tenth
day of the succeeding month.

(2)- If a workman fails to collect his/her final dues within a period of two years from the date
of separation from the service of the Company, the Company will not be responsible for non-
payment of final dues by due date.

Wage Slip:-
(1)-Every workmen employed in the industrial establishment will be provided a registration
card and a wage slip will also be provided to the every workman consisting of following
information:-

(a) No. of working days

(b) Due wage
(c) Total earned basic wage
(d) Dearness allowance
(e) Gross salary
(f) Deductions
(g) Net pay
 Every workman will be allowed to keep this wage slip for his/her record.

(2)- Where the pay is distributed in the morning session, the wage slip will be given to
workers one day before and where the pay is distributed afternoon, the wage slip will be
given to the workers before lunch. All the workers will be given the pay slips before
distribution of pay.

(3)- If any workman has any objection about pay, he may be allowed to rectify the same so
that the distribution of pay may not suffer.

Superannuation (Retirement): Every workman will compulsory retire when he

attains the age of 58 years as per the Date of birth in company records. If a workman
becomes medically unfit for the job on which he is employed, then he will lose his right on
the job and will be given superannuation. Retirement from job will not be termed as
retrenchment, where no retrenchment compensation as per provision of Industrial Disputes
Act, 1947 will be payable, which as follows:

(1)- The workman who is layed off shall be entitled to lay-off compensation under
the provision of industrial dispute act 1947.

(2)- After considering the facts and circumstances and report of the inquiring
officer, proper disciplinary action (like suspension / retrenchment etc.) will be
taken against the concerned worker. The officer will issue a report in this
regard; a copy of the same will be made available to the concerned workman.

(3)- Lockout in any department of the company will be declared as per the
provisions of Industrial Disputes Act, 1947.

(4)- Before going on strike the workers will have to give advance notice before 15
days as per rule to the management.

Resignation:-
(1)- If a regular workman intends to leave the service of the company he shall give one
month’s notice of his intention to do so in writing.

(2)- No workman shall leave service unless his resignation is accepted. If a workman leaves
without the acceptance of registration or without being relieved of his charge, he shall be
liable to be sued by the company for the damages. The management shall be entitled to
recover the cost of company’s property and the case expenses from his dues.

Medical Check-up:-
(1)- Before joining the organization every workman shall have to necessarily submit for a
thorough medical check up by a Doctor of the Company or by a medical practitioner
specifically nominated for the said purpose.

(2)- If during the continuation of employment, anyone becomes physical or mentally unfit
which may hamper his/her working efficiency, in such event, giving one month’s notice or
salary in lieu of thereof shall terminate the services of the employee.

Safety Precautions:-
(1)- Safety instruction orally given or posted on the notice board is to be followed.

(2)- Workmen shall use the safety equipment and appliances provided for the respective
jobs by the company.

(3)- In the event of an emergency or accident involving injury, workman shall notify it to the
supervisor immediately.

(4)- Smoking is not permitted in prohibited areas which are indicated by “NO SMOKING”
sign and or red lines painted on floor.

Attendance Cards, Muster Rolls, and Identity Cards:-

(1)- The name for every workman shall be entered in the Muster Roll indicating classification
to which he belongs.

(2)- Every workman except causal Badli and apprentice/Trainee shall be provided with
Identity Card, which he shall pin on his/her shirt during working.

(3)- In case a workman loses his identity card given to him/her. It shall be his/her
duty to get duplicate card issued for which he/she shall be liable to pay
Rs.20/-(Twenty only). The workman will return the identity card at the time of
him/her ceasing to be in the employment of the company in any manner.

Recordkeeping
Maintaining individual employee files: - company maintain a separate file for
each employee to keep the record of particular employee so that we come to know that who
work for how many days, whose performance is good, this help us to know the perfection of
work of employee, behaviour, absenteeism, salary, leaves, etc.

Maintaining all of the department records: - company maintain the records of

each and every department of the company like Records of management, drivers, conductors
and others. This help to know which person is on which post. This removes the confusions
between management and employees.
Preparing departmental reports for top management: - Company prepares
one report which contain the summary of each and every record and reports on monthly basis.
This is shown to the top management for showing performance of the business over all. It
also contains balance sheet, profit and loss a/c, salary of each and every person who so ever is
working in the organization and other a/c to analyse the performance in a better way.

Wage and Salary Administration

Job analysis: -

Preparation of job descriptions: -

The main job of drivers is to run the buses and the job of conductors is to take the money
from customers, help them to reach their destination without facing any problems and help
the driver.

The work of management people is to handle all situations, work, and help to run the business
smoothly and calmly. The drivers and conductors will know there day to day work while
joining because there daily work is same.
Other benefits