RECEIPT FOR EMPLOYEE HANDBOOK

I acknowledge that I have received a copy of Mayfair Rooms & Outdoors Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that

MAYFAIR ROOMS & OUTDOORS Company is an "at will" employer and as such employment with MAYFAIR ROOMS & OUTDOORS is not for a fixed term or definite period, and may be terminated at will of either party, with or without cause, as per the conditions mentioned in the appointment letter. In addition, I understand that this Handbook states MAYFAIR ROOMS & OUTDOORS policies and practices in effect on the date of publication. I

understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with MAYFAIR ROOMS & OUTDOORS for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time. Please sign and date this receipt and return it to the Human Resources Department.

Date: _______________________________

Signature: ___________________________

Name: __________________________

ABOUT MAYFAIR ROOMS & OUTDOORS

MAYFAIR ROOMS & OUTDOORS is a fast growing Banqueting venture of the Ghai Enterprises. The group has many Catering outlets to its credit (Kwality Frozen Foods, The G L Hotels ltd. Intercontinental-Marine Drive, Baskin & Robbins) Mayfair Rooms & Outdoors was inaugurated in March 2000 and has developed to provide catering services of the highest quality. The Banquet Rooms are beautifully designed, with an ambience thats truly regal and blends magnificently with impeccable, professional service and highly acclaimed international selection of cuisines. Mayfair Rooms & Outdoors also extends the very same quality standards to outdoor functions with impressively trained staff & is also the only catering service in the city to provide services up to 1000 guests and enhance grandeur of the venue. Be it an Indoor or an Outdoor event, Mayfair promises uncompromising service standards to its clients, backed with a team of professionals from the field. In a short span of time, Mayfair has emerged to be a brand name of repute with its presence in Mumbai, Pune, Delhi and many more to come. Its been setting new standards in celebrations and conferences. Mayfair has emerged as a trendsetter in organising weddings, corporate parties, conducting conferences by offering finest cuisine and service.

OUR VISION

To be Recognized Nationally as a Leader in the Banqueting Industry.

OUR MISSION

By consistently combining a captivating atmosphere, a creative blend of cuisines and

specialized professional service, we strive for Customer Delight. Leadership is our reward and Employee Satisfaction a Driving force.

INTRODUCTION
On being a team member of MAYFAIR ROOMS & OUTDOORS, we are confident that you will find our company a dynamic and rewarding place to work in and we look forward to a productive and successful association. We consider the employees of Mayfair to be one of its most valuable resources. This

handbook has been written to serve as the guide for the employer / employee relationship. There are several things that are important to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice to you, you should address your specific questions to the Human Resources Department. Neither this handbook nor any other Company document, confers any contractual right, either express or implied, to remain in the Company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Second, guidelines described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur. Third, this handbook and the information in it should be treated as secret and confidential. No portion of this handbook should be disclosed to or discussed with others, except MAYFAIR ROOMS & OUTDOORS employees and others affiliated with MAYFAIR ROOMS & OUTDOORS whose knowledge of the information is required in the normal course of business. Finally, most of the subjects described here are covered in detail in official policy documents. You should refer to these documents for specific information, since this handbook only briefly summarizes those benefits.

EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT

Equal Employment Opportunity has been, and will continue to be, a fundamental principle at MAYFAIR ROOMS & OUTDOORS, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, or any other protected characteristic as established by law. This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees' questions or

concerns should be referred to the Human Resources Department. MAYFAIR ROOMS & OUTDOORS prohibits and will not tolerate any such discrimination or harassment. Appropriate disciplinary action may be taken against any employee willfully violating this policy.

PERSONNEL GUIDELINES
Welcome to MAYFAIR ROOMS AND OUTDOORS. We at MAYFAIR, consider you to be the most important asset of our organization and an integral part of our large family. With a view to smoothly carrying out the administrative functions of the Company relating to you, we have laid down the following guidelines for the benefit of all concerned. The Human Resource Development including Administrative functions of the Company are coordinated from the Corporate Office at 254C Dr Annie Beasant Road, Worli, Mumbai 400 030.

I. INDUCTION An induction is provided to new employees by the Manager-HR / HR Officer at the Corporate Office / Unit. During this induction, new employees shall be briefly apprised of the hierarchy of the Organization and the policies adopted by it. The employee shall be introduced to his/her colleagues, Heads of Department (HODs) and Directors. Newly recruited Heads of Departments are also sent for an induction for a first hand experience. The employee shall be explained about the scope of his/her job and career with the Group.

II. FILLING THE NECESSARY FORMS All new employees should fill the following forms immediately on joining. a) Provident Fund Declaration/Nomination Form. b) ESIC Declaration Form, if applicable. c) Joining Report III. SUBMITTING THE NECESSARY DOCUMENTS All new employees should submit the following documents immediately on joining. a) b) c) d) e) Pre-Employment Physical Examination Report Ration Card Educational Documents Reference Letter from Previous Employer Record of Employees Details Permanent Account No. (PAN) Marriage Certificate / Divorce Certificate Colour Photos 6 (sizePassport) I.D.Card Photo 1 (sizeStamp)

f)
g)

IV. ATTENDANCE All employees shall report for work at the pre-designated time notified to them

at the time of their appointment. All employees are required to punch their coming and going time as per the procedure followed at the respective units. In case of a manual mode of attendance, employees are required to sign the muster once during a shift. Any errors and omissions should be brought immediately to the notice of the concerned HOD for appropriate rectification. Each employee is individually responsible for ensuring that his/her attendance is properly recorded. Under no circumstances shall proxy punching be permitted.

V. IDENTITY CARD All employees are issued photo identity cards at the time of joining. Make sure that you have submitted your photograph to the HR department and collected your cards.

VI. UNIFORMS All employees who have been issued uniforms are required to present themselves on duty in a complete and clean uniform.

VII.

DUTY TIMINGS

Duty Rosters showing the period of hours of work, weekly off for every class of employees in the Organization shall be displayed from time to time on the Notice Board maintained at the location of posting. All employees shall be on duty at their pre-designated place of work on time. Employees should refrain from coming late and remaining absent habitually. During duty hours no employee shall leave his/her place of work without seeking the prior permission of the concerned HOD.

VIII.

NOTICE BOARDS

Notice Boards are located at each Unit. Besides, duty rosters, all important announcements and event are posted on the Notice Board. All employees are requested to read the Notice Board regularly to keep themselves updated from time to time.

IX.

SECURITY CHECKS Security will check belongings and frisk employees as they leave the Companys premises. All employees in Grades I to VIII working in the

Operational Departments, specifically the Food & Beverage Operations are advised not to carry more than Rs.100/- on duty. In case the occasion arises to carry amounts in excess of Rs.100/-, the same should be shown and declared by way of an entry at the Security Department at the time of clocking in on duty.

X.

SOME IMPORTANT DO NOTS 1. Do not smoke in the work premises. 2. Do not allow your friends/relatives to visit you during duty hours unless it is an emergency. 3. Do not remain in your work premises after your duty is over. 4. Do not use the telephones for personal calls except in the case of an emergency. 5. Do not carry any Company property outside the Companys premises. 6. Do not chew paan/gum or use intoxicating drinks/ drugs on duty.

XI.

SALARY DISBURSEMENT 1. The salaries for all employees shall be calculated on the basis of the attendance recorded and sanctioned Leave as per their respective Leave Cards. 2. Salaries for each month shall be disbursed on the 7th day of the succeeding month. In case the 7th day of a month happens to be a

holiday, the salaries shall be disbursed on the previous or next working day. 3. Salaries of all employees shall be directly credited to their respective Bank Accounts which are required to be opened with UTI Bank. Assistance of the HR department may be sought in this regard. The number of such Bank account must be intimated to the HR department as soon as it is received. The Company holds the right to change the Bank mentioned 4. All other employees shall be paid their salaries either in cash or cheque. 5. All employees shall acknowledge and sign the Office copy of the salary slip confirming receipt of such salaries.

6. Any discrepancies/queries in salaries should be bought to the notice of the HR department immediately. The HR department shall verify the same and in case any amounts are short paid, the same shall be paid together with the next months salary. XII. STATUTORY DEDUCTION FROM SALARY. The following statutory deductions are required to be made each month from the salaries of all employees :Provident Fund - 12% on Basic Salary in accordance with the Provident Fund Act, as modified from time to time. E.S.I.C. - 1.75% on Gross Salary payable upto Rs.7,500/- per month in accordance with the ESIC Act, as modified from time to time. Professional Tax - This tax is payable in accordance with the slabs prescribed in the Profession Tax Act, as amended from time to time. Income Tax - All employees liable to pay Income Tax shall be intimated by the Accounts department at the beginning of each year. Each liable employee is required to give a declaration in the prescribed form to this effect. The Income Tax deductions are based on the rates prescribed by the Income Tax Act, as amended from time to time. XIII. ADVANCES Advances are paid to employees in emergencies and are limited to a maximum amount of 50% of the Gross Monthly Salary. Written applications duly recommended / approved by the concerned HOD / General Manager must be sent to the HR department. Advances cannot be availed more than twice in a year. XIV. LEAVE TRAVEL ASSISTANCE (LTA) All confirmed employees are eligible to claim LTA once in a Calendar year. The following are the conditions required to be observed while claiming LTA : 1. The employee should avail of Privilege Leave (PL) for a minimum period of four days. 2. LTA is synonymous with PL and as PL is granted for the previous

Calendar year worked, so also LTA shall be granted for the previous Calendar year worked. 3. LTA is paid in accordance with the details mentioned in the appointment letters. 4. LTA can be accumulated for a maximum period of two Calendar years. 5. LTA should be applied for in the prescribed format atleast one week before proceeding on leave. XV. ACCIDENTS ON DUTY Accidents on duty must be reported to the HR department as soon as possible, but not later than 24 hours. Irrespective of the nature of the accident (whether major or minor), care must be taken to prevent such accidents. In case of an accident, the following steps must be followed: 1. The victim must be administered first aid immediately at the site or at the nearest hospital or clinic. 2. Report is to be prepared informing all details and name of witnesses, and sent to the HR department. 3. The HR department will initiate further action by intimating concerned departments and filling up the accident in Form 16 (in case the candidate is covered under the ESI Scheme). 4. If necessary family members of the injured employee are to be informed. XVI. REIMBURSEMENT OF MEDICAL EXPENSES All employees not covered under the E.S.I.C. Act, are entitled for reimbursement of medical expenses in accordance with the details stipulated in the Appointment Letter. The following are the conditions

under which reimbursements of Medical expenses are claimed : 1. Medical period (year) - April to March 2. Reimbursement of medical expenses shall be made to eligible employees once every month. 3. Medical Reimbursement should be applied for alongwith the bills attached to the cash voucher 5. Medical Reimbursements in excess of Rs.15,000/- in a financial year will be taxable.

XVII. LEAVE Each employee shall be given a Leave Card at the beginning of the Calendar year showing earned leave available to the credit of the employee. Each employee is required to submit his/her leave plan to his or her Head of Departments at the beginning of the calendar year detailing the number of days and times that they intend to proceed on leave during that year. The Head of Department shall consolidate the leave plan of his/her department and in the process may alter or amend the leave plan of the employees under his charge. It may be noted that leave is granted as per the Managements policy giving due regard to statutory compliance thereof (see leave policy). An employee desiring to avail of leave should fill up prescribed Leave Application Form. Sanctioning of leave to employees shall depend on the exigencies of the establishment and shall be at discretion of the HOD. XVIII. CLASSIFICATION OF LEAVE & ENTITLEMENT Leave has been categorized into the below noted categories against which appears the annual entitlement : Privilege Leave Casual Leave Sick Leave - 21 Days per year - 7 Days per year - 7 Days per year

XIX.

EMPLOYEE DISCOUNT POLICY All employees are entitled to a 50% discount on the Companys various products, discounted value of which shall not exceed Rs.5000 annually and Rs.1000 monthly. For employees of Grade I to V, prior approval however, from the HOD is required. No credit is allowed and employees must settle their bills in cash on a monthly basis only.

XX.

APPRAISALS At the end of each financial year Performance Appraisals are conducted by the Heads of Department for mid and junior level employees together with them. Senior Management, Heads of Department and their immediate Assistants are appraised based on specific Key Result Areas (KRAs) that are allotted to them at the beginning of the financial year.

This process ensures that employees at all levels are informed of their performance by their seniors and are also given an opportunity to air their opinions vis--vis the appraisal. The employees are also encouraged to discuss and review matters pertaining to their future development in the Company.

XXI.

DISCIPLINE All employees are required to maintain a high level of discipline within the Organization and diligently carry out the duties assigned to them from time to time. This will ensure smooth implementation of the Organizations commercial objectives and foster mutual growth of both the employees and the Organization. Our success largely depends on the quality of the services we extend to our customers. It is, therefore, of paramount

importance that each one of us is properly groomed and has a clean and neat appearance, with an exceptionally pleasant way of speaking and dealing with people.

XXII. GRIEVANCE HANDLING In any Organization, large or small, differences of opinions are bound to occur between people. We pride ourselves in being a professionally

managed Organization, and believe in treating all employees as a part of our family. We certainly endeavor to ensure that employee grievances are immediately addressed and suitably settled. We advocate an open door policy and you may feel free to discuss issues whenever required. In case you have any grievances, they should immediately be brought to the notice of the Organization in the following order of hierarchy: 1. With Head of Department 2. With Manager HR & Administration 3. Unit Head. 4. With Chief Executive Officer (CEO

XXIII. EXIT Every employee has a fundamental right to choose his/her employer. The rules of our Organization demand that in case any employee opts to leave the services of the Organization, proper notice should be given in writing

as stipulated in the Appointment Letter. The rules also call for the employee proposing to resign from the Organization, to meet either the Manager HR & Administration, Unit Head or CEO for exit interview. At this interview, the employees shall be asked about the reason for leaving the organization, as well as the employees views on the organization, staff members and policies. The HR guidelines are only an indicator for new employees, and are not exhaustive in nature. The Company has an elaborate HR policy, which is laid down in the HR Manual. A copy of the Manual is available at the HR department for your reference whenever required. Any suggestions or clarifications you may have should be brought to the notice of the Manager HR & Administration or even to the Unit Head or the CEO, if required. We strongly believe that a Company can only be successful if its employees are well looked after. We also expect all our employees to carry out their duties diligently and sincerely and to work towards mutual growth. We take this opportunity to once again welcome you into our fold and wish you all the best in your new assignment and expect a long and mutually beneficial association.