TRANSPORT CO-OPERATIVE SOCIETY (T.C.

S) KOPPA ORGANIZATION:BRIEF HISTORY OF THE ORGANIZATION:It was the black mark in beautiful malnad region in Chikkmagalur district in transportation service at the end of 1990.The SHANKAR Transport co Pvt Ltd was enjoying monopoly in Chikkamagalur district from 50s onwards earning wage amount of profit. But it refuses to give good salary to the workers .Which is necessary for satisfying only daily needs and family maintenance. And management decides to lockout the company thereby all employees who working in that company thrown to street. So, all the employees under the leadership of late B.K. Sundaresh, who was the communist leader in that time, decided to build their own organization. And the employees of that company decided to invest their compensation amount in that organization. So outcome of this was famous. TRANSPOTIVE CO-OPERATIVE SOCIETY Ltd KOPPA, Dr. S. Subramanya, who was district commissioner in that time and G. Ramanna Reddy, gave helping hand in the birth of this Co-operation society. At the beginning 125 workers invest their compensation amount. Which amounted to Rs 12 lacks. And they are the members, workers and administrators. Which this amount the purchase from old owners, and T.C.S. Ltd started its operations from 8th march 1991 in malnad region. The forefront leader of strike and former mechanic of Chikke Gowda were made as chief promoter along with other 10 workers as Co-promoters on 16th may 1991 the society got registered with joint registered Chikkamagalur under the Karnataka Co-operative act and started its bus services. And the workers, who are having only working experience but not having administrations experience and acquired it day by day. And they also acquired knowledge about rules, regulations, law and leading it efficiently at present. In this context, the government gave Rs1 lacks as in grant in 1993-94 and considered it as

special Co-operative society. When it was started the main to remove the unemployment problem, which was the result of decision taken by Shankar Transport Co. But later this T.C.S. Ltd is giving good service in transportation sector especially to rural areas. The district covered by these buses in Chikkamagalur, Shimoga and Udapi. It also giving employment opportunity to the people. One Special feature of this Co-operative Society is ALL ARE MEMBERS AND ALL ARE EMPLOYEES. The boards of directors are employees of this society. That means, members are real owners. Another thing which is to be noticed here is, all the buses of T.C.S. Ltd having one slogan that is OUR LOVE FOR YOUR MORAL. They give helping hand to small childrens, old age who travel in these buses and giving good services compared to others. It is having head office in Koppa and which was built in 1998. It is also credit that it was the first in Chikkamagalur district in Co-operative sector which adopted computer. It divided the administration into various departments activities efficiently. It is developing day by day it celebrated its decennial functions in 6-5-2000. And government recognized the contribution given by the society and felicitated giving best Co-operative Society on account of 53rd. All India Co-operative function in 2006. It is the motivation factor for the employees. The society is not only rendering bus services but also fulfilling its social objectives in many ways.

ORGANIZATION STUCTURE OF T.C S. Ltd

The people who work together for the accomplishment of some objectives require a defined structure through which they relate to each other and through which their efforts can be coordinated into a team. Such a structured is called ORGANIZATION. It defines and describes the location of decision center in the company and provides channels of communication among the members. The

process of creating an organizing structure is known as organizing. According to Allen, organizing is the process of identifying responsibility and authority and establishing relationships for the purpose of enabling the people to work most effectively together in accomplishing objectives

DIFFERENT DEPARTMENTS
Departmentalization is very necessary in any organization for effective functioning. The whole work is divided between various departments and the responsibility of this was given to concerned person. It helps to control effectively. In T.C.S. Ltd also there is proper department of this society are :transport, technical, accounts, stores, cash, work shop, establishment(personnel), gate pass, channel, tier, record, diesel etc.

PRESENT BOARD OF DIRECTORS

Here, in T.C.S. Ltd all the members are the owners of the company. The directors are also having designations in the society. Along with that responsibility they act as directions. The lists of present Board of directors are as follows:G.R .Vishwanath-President E.S .Dharmappa-Vice President P. Godwin Jayprakash-Managing director S.C .Thamappa Gowda- Director V. Ramesh- Director S.B. Halappa Gowda- Director K. Krishnamurty- Director N. Venkatram- Director Katte Gowda- Director

S.V. Nagaraj Naika- Director Smt .S. Gayathri- Director

RECRUITMENT:After the required number and kind of human resources are determined, the next step in the procurement function is to locate the source where from the required human resources can be available and to attract them towards the organization. This is known as RECRUITMENT. According to the Flippo, Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in organization Recruitment needs are of three types Planned, anticipated and unexpected needs. Anticipated needs refer to these movements in personnel which an organization can predict by studying trends in the internal and external environments. As in all organization T.C.S. Ltd is also having its own recruitment policy. T.C.S. Ltd is having effective recruitment policy for hiring the people and implemented it effectively. The recruitment policies of T.C.S. Ltd are as follows:The transport service is mainly depending on human resources. Because it is not possible for it to run the Co; without the human resources. So, human resource plays a very important role, whenever vacancy arises or concerned departments feels that, it needs employees, the departments as head will forward a requisition letter or indent to the personnel department. The personnel department ascertains the requisition with existing situation, whether there is need for recruitment. If there is a need the personnel department will put the indent with job specification before Board of directors in Board meeting. Since T.C.S. Ltd is a worker Co-operative and every employee has his own share in the business the Board will give its acceptance only if there is necessary. Because employing a new blood to the organization, means reduction in share

profit through not immediately in the future and a necessary employment will hike labor cost. When the Board gives its acceptance the personnel will go for recruitment. The operating staff like drives and conductors and the technical staff are required externally. Because it is not possible to recruit internally which technical. And the traffic checking inspectors are recruited internally. Usually every established organization gets applications seeking job throughout the year. Whenever need arises these applicants are called for recruitment. The T.C.S. Ltd considers such application from while recruiting operating and technical staff for the society. The technicians such as mechanics, welders etc are recruited as apprentices. While if need arises to recruit an expert for particular job he will be hired on contract basis. The drives and conditions they will be taken as employee of society. The qualification for driver is that they must pass S.S.L.C. and if they are from out of district they must be degree holders. The traffic in change, T.T.F checking are recruited internally. Mostly they are as trainees. After completion of training period they are employed in the society. The books agents are hired a commission basis. For the success of any organization, good recruitment policy is a necessary. The good recruitment policy helps to take the fruits in future. In the same way T.C.S. Ltd also following as good recruitment policy, and the available source when need arises.

SELECTION:Selection is the process of choosing the most suitable persons out of all the applicants. In this process relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled selection is a process of matching the qualifications of applicants with the job recruitments. It is a process of weeding out unsuitable candidates and finally identifies the most suitable candidates selection is negative as it reflects a large number of applicants to identify the few who are suitable for the job proper selection is helpful increasing the efficiency and productivity of the enterprise.

The selection procedure of T.C.S. Ltd passes through number of stages, they are as follows:1).Scrutinizing the application:The first step involved in selection procedure is scrutinizing the applications. The personnel department will go through the applications received by applicants seeking job in the organization. The candidates whose data given in the application suits the job requirements are called for next stage selection procedure. 2).Written test:After scrutinizing the application, the next step in selection procedure is written test. Today written test are used in almost all the organization to know the ability of candidates. The applicants for the job of clerks, conductors and drivers are required to undergo written test. If their performance is satisfactory they will pass to next stage. 3).Practical test:For technical jobs practical test is more important than the written test. Action is more important than words. The technical staffs such as mechanicals filters, welders etc and the drives are tested action. The chosen applicants for technicals jobs are tested in societys garage. The drivers are taken to routes. They are tested and vehicle driving ability on the roads of Malnad knowledge about bus mechanism their mental alertness and knowledge about first aid etc will be tested. The drivers have to procedure their first certificate along with driving license with application form. 4).Interview:The personnel are the most important step in the selection process. Interview is a face to face interaction between two persons for a particular purpose. An interview is a purposeful exchange of views, the answering of qualifications and communication between two or more persons.

In T.C.S. Ltd for the most clerks, drivers and conductors interview is conducted. A Board of interview is constituted for this purpose such a Board will consist of president of the society, CEO, departmental head and a employee or a director from the same category. Every candidate selected at written test and practical test will fail interview. By the Board come to known what he is and what he can do. If the applicant performs well in the interview, he will be sent to next stage. 5).Physical test:For certain jobs, it is necessary to be physically and mentally fit to undertake the work and perform better. In T.C.S. Ltd the candidates for the post of drivers will have undergo medical test. Their eyesight, ability should be correct and normal. This is essential for a driver to have good eyesight and hearing ability. 6).Selection decision:After all the process the final one is selection. The candidates who have performed satisfactory will be short listed and their reference check is done. This is essential because by reference check the management would come to know about conduct and character of the applicant. After reference check the Board of Directors will take final decision on employing such candidate. The T.C.S. Ltd is having a good selection procedure which includes all above stages able to select the right man for right job. 7).Training:Training is the process increasing the knowledge and skills for doing particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of training is basically to bridge the gap between job requirement and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is never ending or continues process. Training is closely related with education and development but needs to be differentiated from these terms.

In T.C.S. Ltd they give more importance to training. Because practical knowledge is very important in this field without training it is not possible for drivers and conductors to their work, workers must undergo 1 to 2 weeks training drivers are taken to routes. They are taken to all the routes, because they must train in all the routes that are in ghat sections, heights and deep bends. When drivers are put into work in malnad roads, there will be minimum accidents and they save fuel too. The drivers are thought to do minor repairs incase of urgency and they are trained to do first aid. The conductors are sent to route with another experienced conductor for 2 week. By this the trainee gets first hand experiences. The clerical staff would undergo training under the supervision of office superintendent. They are put into work and observed whenever they commit mistakes; they were rectified on the spot by superintendent so that such mistakes do not happen again. By this they learn quickly without any nervousness. 8).Promotion:Promotion refers to advancement of an employee to a higher post carrying greater responsibilities, higher status and better status and better salary. It is upward movement of an employee in this organization hierarchy to another job commanding greater authority higher status and better working condition when an employee is assigned a higher level job with more pay and powers, he is said to be promoted may be temporary or permanent depending upon the needs of the organization. In T.C.S. Ltd they are considering both merit and seniority while promoting the employees. On the basis of experience of the employees and their performance they are promoted for higher level jobs. The conductors are usually as T.T.E on the basis of seniority. In this way, they are recruiting internally for some jobs through promotion. It avoids the inserting of new blood into the organization. And it also creates good moral in the employee. They try to work well in the organization in order to get the promotion in the future.

WAGE AND SALARY ADMINISTRATION

Wage and salary administration refers to the establishment and implementation of sound policies of employee compensation. It includes such areas job evaluation survey of wage and salary analysis of relevant organizational problems development and maintenance of wage of structure establishing rules for administering wages, wage payment, incentives, profit sharing, supplementary payment control of compensation cost and other related items.

NATURE AND SCOPE

The basis purpose of Wage and salary administration is to establish and maintain and equitable wage and salary structure. Its secondary objective is the establishment and maintenance of an equitable labor cost structure that is an optimal balancing of conflicting personnel interest, so that the satisfaction of employees and employers is maximized and conflicts minimized. The wage and salary administration is concerned with the financial aspects of needs, motivation and rewards. Managers, therefore analyze and interpret the needs of their employees so that reward can be individually designed to satisfy these needs. For this it has been rightly said, People do what they do satisfy some needs before they look for a reward pay off. Wage and salary administration is compensation function, which is concerned with securing adequate and equitable and remuneration to personnel for their contribution to the attainment of organization objective.

WAGE AND SALARY STUCTURE IN T.C.S. Ltd

The wage and salary paid In T.C.S. Ltd is satisfactory and much above the minimum wages fixed by the minimum wages Act. The workers and employees have no remarks towards their pay scale. For payment of wage and salary the jobs are divided into six categories based on seniority relative workload. The salary differs from one category to another category. Such categorization of jobs has made wage and salary administration in T.C.S. Ltd more effective since that work more will get more. The salaries in T.C.S.

Ltd include basis pay, H.R.A; V.D.A is paid to operating staff on the basis of total kilometers traveled by them. The wage and salary structure in T.C.S. Ltd is as following:1. ADMINISTATIVE STAFF:-

1 .C.E.O 2. M.D 3. MANAGER 4. SUPERINTENDENT 5. ACCOUNT 6. CASHIER 7. ASSISTANT 8. JUNIOR ASSISTANT 9. ATTENDER
2. TECHNICAL STAFF 1. MECHANICAL 2. STORE KEEPERSTORE 3. FILTER 4. WELDER 5. BLACK SMITH 6. VOLCANIZER 7. HELPER 8. CLEANER 3. OPERATING STAFF 1. TRAFFIC SUPERIENDENT

2. GENERAL CHECKING 3. DRIVER 4. TRAFFIC INCHARGE 5. STAND INCHARGE 6. T.T.E (Traveling ticket examiner) 7. Driver 8. CONDUCTR OTHER BENEFITS OR TNCENTIVES TO EMPLOYEES:T.C.S. Ltd is providing number of other benefits to its employees along with the salary. Its objective is to only earning good amount of profit, but also motivates its employee, in order to get good work from them and retain them for long period. The various benefits given to its employees by T.C.S. Ltd is as follows 1. Variable Daily Allowance:It is given to operating staff and technical staff, drivers and conductors. Their daily allowance is fixed for first 100kms they travel then for every 40kms; they travel more their allowance goes on increasing. The technical staff will get daily allowance on the basis of hours worked. 2. Provident fund:It is 12% of basic pay. T.C.S. Ltd is having approved P.F scheme for which both employer and employee contributed 12% of salary and refunded on separation with interest there on. 3. Weekly leave:Every employee is getting 1day leave in every week. 4. Casual leave and earned leave:12 casual is allowed in a year and if it is not used, it will lapse. And earned leave is provided 20days in year. 5. Medical Allowance:It is provided at Rs.500 per year for every employee.

6. Uniform Facility:Every employee is provided with good quality uniform at 1time in a year. 7. Free pass:Free pass is provided for family members 2free pass in every month. 8. House Rent Allowance:HRA is given at the rate of 10% of the basic pay. 9. Free Pass for childrens:For the purpose of education, employees childrens are getting free pass. 10. Group Gratuity:Employees who worked for more than 5years comes under this scheme. And it is calculated as After 5years-15days salary. After 10years-1month salary. After15years-15month salary. 11.Scholarship :Employees childrens who scared than 85% in 7th and 10t h standard are getting monthly scholarship. Along with these other benefits, like accident insurance, workmen compensation, salary saving scheme, loan facilities are also provided.

BONUS
Yearly bonus will be paid depending upon financial position of the society. Besides the above benefits, the employees will get yearly increment to meet the cost of living.

OVER TIME ALLOWANCE

It may not always be possible for a schedule maker to see that every duty is within 8 hours a day. Where a transport worker for more than 8 hours a day or he is required to work on day a rest he is entitled to wages at a rate, which is twice his ordinary wages. In T.C.S. Ltd, over time wages are paid as per rules. For drivers who work for more than 8 hours or drive more than 320kms. In any day extra wage of Rs12per hour or every 40kms will be paid. For conductors who work after first 8 hours in any day over time wage of Rs8 per hour will be paid. For technicians the overtime wages depends on the nature of work.

MOTIVATION
The goals of an individual and the organization can be achieved is through stimulating workers to productive performance called motivational process. It is a process of arousing action. Sustaining the activity in progress and regulating the pattern of activity. As Berelson and Steiner status A motive is an inner state that energize activates or moves and directs behavior towards goals. Motivation consists of their interacting and interdependent elements of needs, drives and goals. The purpose of motivation is willing to work with zeal interest, so that the goals of an organization are achieve effectively. There may be financial motivators such as promotion, status, job enrichment, job security, delegation of authority, quality of work, incentives etc.

WELFARE ACTIVITIES
T.C.S. Ltd understands all possible employee welfare activities. The society is providing all such services, facilities and amenities, which may enable persons employed there into perform their work in healthy and congenial surrounding

when compared to KSRTC, T.C.S. Ltd, has provided better services and amenities its employee welfare activities. T.C.S. Ltd has adopted a policy that workers who sweat their labor be given as much importance as a share holder who invests his capital in the organization. In T.C.S. Ltd, employees get better wages and salaries and annual increment on service basic. Along with wage and salary they get additional incentives both financial and nonfinancial on their work performance, they include 1. Daily allowance 2. Over time allowance 3. Medical allowance 4. H.R.A 5. Provident fund 6. Group gratuity 7. Uniform 8. Loan for both long term and short term 9. Bonus 10.Annual dividend 11.Annual leave with wages Weekly holiday Casual holiday Earned holiday 12.As per static they get Provident fund Gratuity Pension Workmen compensation EDLI scheme 13.Free pass for two members for family members. 14.Free pass for to school going children of employees. When compared to similar industries of the region employees of T.C.S. Ltd, Koppa will get better benefits and incentives.

FACILITIES FOR EMPLOEES CHILDREN EDUCATION

T.C.S. Ltd is giving greater importance to education. The society will provide financial assistance to employees children for their education and honor top scorers in its annual gathering. The society will provide free pass to children to go to schools and for outsiders concession pass will be provided.

LOANS AND ADVANCES

Loans of both long term and short term of maximum Rs20,000 will be granted to employees on genuine demands at lowest rate of interest. Festival advance will be given if desired to employees.

ANNUAL DIVIDEND
Every year the share holdings employees of the society will get dividend the profit earned. Usually 20% of the net profit will be declared as dividend. This ensures the constant return on their investment and motivates employees to work more to earn more. T.C.S. Ltd has undertaken all possible motivating measures both financial and nonfinancial to get more output and efficient work from employees. EMPLOYMEMT POLICY Employment generation remains as major challenge to the nation. Removal of unemployment has been prolmed goal of Indians economic planning. The employment orientation programmers implemented under different five year plans. Government has taken many employment generation programmed in rural and urban India. T.C.S. Ltd is a well known transportation service in Chikkamaglore region. Its main branch is in Koppa. It has been giving good service to the people since 1991. Now it has 125 buses on the road. Thousands of people are working under this. T.C.S. Ltd has its own rules and regulations while offering jobs to the eligible candidates. First one is GDC. GDC is a six months training to the new comer in this field. It is called as diploma in co-operative management. Every new comer should undergo this training.

Next is minimum qualification for driver and conductor that is S.S.L.C Drivers should have license T.C.S. Ltd prefers local candidates to the job. Because to increase employment in local region. Driver and conductor are more important in transportation service. T.C.S. Ltd takes trial from the new driver. New driver should take training from the senior driver. It is for one week or 15days. Candidates are taken as permanent workers at the time of appointment because of less number of workers.

HEALTH FACILITES SCHME BENEFITS

T.C.S. Ltd helps to the T.B, cancer, heart operation and kidney operation. For operation benefits employee should apply through B Form.

ELIGIBILITY TO THIS SCHME

Age limit between 18-60 years old. It is only for the employee not for his family. To get this facility he should be the only source of income in this family. If other members are working then he will not come under this scheme. Employees salary should not be more than Rs7, 500. Minimum there years they should have paid tax to the Co-operative society. To get the benefits of this scheme sick labor should apply within one year of his illness.

BENEFITS

T.C.S. Ltd provides 10,000 for the open operation of kidney, for T.B and cancer operation it provides 5000. T.C.S. Ltd provides three wheel cycles to the physically challenged employee problem, company helps to the operation. In the association of lions club and Rotary club T.C.S. Ltd organizes camps regarding eye problems.

DISCIPINE
Discipline will be maintained the MD. Fine, suspend, increment cut are the punishments. Punishments will be given according to their mistakes. There is an enquiry committee it is called as Domestic enquiry committee. It includes three members. Now D.N. Mahesh is the head of Domestic enquiry committee. Before enquiry the committee issues the notice to the notice to the employee. After enquiry they submit their report to the MD. If there is any major problem company takes the help of company advocate and solves the problem. But MDs decision is the final decision. If the driver commits accident and escapes, the company issues legal notice to him. After that they file a case against him and collect money for the damage.

AWARD
T.C.S. Ltd gives rewards for its employees according to this performance. It also gives double increase. These rewards will be given on August15th.

MAN POWER PLANING

One bus includes five members, a driver, a checking.. conductors,

STANDING ORDER

It works according to the rules and regulation of Bail. It includes services rules, facilities for the employees and other information. It takes decision like on what terms facilities should be provided and other things.

EXECUTIVE DEVELOPMENT PROGRAM

Training camps are organized for the employees office staff; employees should attend the training camp. To attend the GDC course employees should have done one year service in the Co-operative field. In the earlier days GDC training was two years course. Now it is reduced to six months. Its main office is in shimoga and the minimum required qualification is SSLC.

CONTRCT LABOUR
T.C.S. Ltd takes laborers through contract agencies. These laborers salary directly goes to agency. Here also T.C.S. Ltd makes direct appointment. It provides room facilities to the employees. T.C.S. Ltd takes contract laborers from private employment burro Shimoga. It is the contract basis agency.

Minimum Wages Act, 1948

I. Whom the act effects (a) The Act applies to persons engaged on scheduled employments on specified class of work in respect of which the minimum wages have been fixed. (b) No employee can give up by contract or agreement his rights in so far as it purports to reduce the minimum rates of wages fixed under the Act. II. Definition of Wages 1. Wages means all remuneration payable to an employed person on the fulfillment of his contract of employment. It includes (a). the value of any house accommodation supply of light, water, medical attendance or any other amenity or any service extended by general or special order of the appropriate government;

(b).contribution paid by the employer to any pension fund or provident fund or under any schemes Social insurance; (c).the traveling allowance or the value of any traveling concession; (d).the sum paid to the persons employed to defray special expenses entitled on him by the nature of his employment; (e). gratuity pay on discharge. (2). The minimum rate of wages may consist of (a).a basic rate of wages and a special allowance called the cost of living allowance. (b). a basic rate of wages with or without a cost of living allowance and the cash value of any concessions, like supplies of essential communities at concession rates. (c).an all inclusive rate comprising of basic rate, cost of living allowance and cash value of concession, if any. (3). the minimum wages payable to employees of scheduled employments notified under section 5 read with section 3 or as received from time under section 10 read with section 3 may be a. b. c. d. A minimum time rate; A minimum piece rate; A guaranteed time rate; An over-time rate;

Differing with (1) different scheduled employments, (2) different classes of work, (3) different localities, (4) different wage period and (5) different age groups. III. Computation and conditions of payment

The employer shall pay to every employee engaged in scheduled employment under him wages of a rate not less than the minimum rate of wages fixed for that class of employee. The minimum wages payable under this Act shall be paid in cash unless the Government authorizes payment thereof either wholly or wage periods shall be for the payment of wages at intervals not exceeding one month. Wage shall be paid on working day within seven days of the end of the wage period or within ten days if 1, 000 or more persons are employed. The wages of a persons discharged shall be paid not later than second working day after his discharge. FORM 1 [Rule 21(4)] Register of fines Employer
Serial No Name Fathers/Husbands name sex Department Nature and date of the offence for which fine imposed 6 Whether workman showed cause against or not, if so, enter date Rate of wages date and amount of fine imposed Date on which fine realized Remarks

10

11

CALCCULATION OF GRATUITY
In case of non-seasonal establishmentGratuity payable = 15days wages no of completed years of services, (part of a year In excess of 6 months is counted as one year). In case of non-seasonal establishmentGratuity payable =7days wages no of seasons for which employed.
How to calculate 15 days wages

15 days wages=Monthly salary last drawn 15 26

E.S.I [EMPLOYEE STATE INSURANCE]

The employees state insurance corporation has enhanced the wage ceiling for the purpose of coverage of employees under the employees state insurance scheme from the existing Rs 6,500 to 7,500 per month 1Apr 2004. The enhancement of wage ceiling follows the notification dated 4march 2004 by the central government subsequent to the decision taken by the corporation at its meeting December 16th. The upward revision of the wage ceiling by Rs1000 expected to recover four lacks additional. Employees who had gone out of the social security in the last few years. The existing wage ceiling of Rs6, 500 that had been in force since Jan1, 1997.

INDUCTION
Candidates give the following documents;(a) Joining report. (b) Three photo. (c) All the testimonials &certificates. (d) Family particulars

(e) Declaration forms for ESI, PF and Gratuity nomination. (f) Bank A/c No.

THE PAYMENT OF GRATUITY ACT&RULES

FORM A [See sub-rule (1) of rule 3] Notice of operating 1. 2. 3. 4. 5. 6. 7. 8. 9. Name and address of the Establishment. Name and designation of the Employer. Number of persons employed. Maximum number of persons employed on day during the preceding twelve months with date. Number of employees covered by the Act. Nature of industry. Whether seasonal. Date of opening. Details of Head Office/Branches. (a) Name and address of the head office. Number of employees (b) Names and address of other branches in India. 1. 2. 3.

I verify that the information furnished above is true to best of my knowledge and belief. Place Date

Signature of the employer With name and designation