Welcome Message

 

Welcome to the group of performers and achiever, Our mission is to delivery 100% customer satisfaction with  on-time delivery to the customers we server in spite of internal challenges.

 

This group is a place for performers, so be rest assured about your carrier with us, you success is always been our success.

 

Our journey started in early 2000 and we have been continuously bringing technology for the betterment of next generation, our initiatives been always unique and out of the creed, we always created a bench mark in the industry with our innovation.

 

This group not only established success in implementing technology in IT, ITES, we do have expanded our limit to enable technology into various sectors to see the smile in our customers face.

 

• IMPETECH IT SOLUTIONS Pvt Ltd
• ESAPLLING OPC Pvt Ltd
• GLAZEROCKS Pvt Ltd
• IGPS
• HYLANDER
• CONTANGO Energy Pvt Ltd
• SATGURU
• STAR SHINEVILLA.
• White wings agro dairy products Pvt Ltd
• PROTO ENGINEERING
• INDO TRADE CORPORATION

 

On behalf group, we welcome you at impetech group and wish you every success in your future endeavors. We believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team.

 

This hand book is developed to describe some of the expectations of our employee and to outline the policies, programs and benefits available to the eligible employees.

 

Employees should become familiar with the contents of the employee handbook and it will answer many questions about the employment with Group.

 

We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of business and the challenges that are ahead.

 

We hope that your experience here will be challenging, enjoyable and rewarding.

 

 

With Best Wishes!

 Satya Patri

Founder Director

 

 

1.     INTRODUCTION

 

ORGANIZATION DESCRIPTION

 

Refer: http://www.impetechglobal.com/

 

1.1.1   PRODUCTS AND SERVICE PROVIDED

 

You will find more information about our products and services by reading impetech group Corporate Brochures.

 

1.1.2    MANAGEMENT PHILOSOPHY

 

Impetech group management philosophy is based on responsibility and mutual respect. People who come to impetech group to work here because we have created an environment that encourages creativity and achievement. Impetech group aims to become a leader in System Integration Pioneering Technologies. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors.

 

To help achieve this objective, impetech group seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and bias for action. While we will be realistic in setting goals and expectations, impetech group will also be aggressive in reaching its objectives. This success will in turn enable impetech group give its employee above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide market place.

 

 1.1.3 Goals

Adding Value: We want to continue to organize our company to make it more efficient and profitable so that both, our clients and our employees can get more out of their time. Our goal is to increase our corporate value by 200%.

Thought Leadership: We plan to produce and execute marketing seminars, to help business owners see success by sharing important growth strategies and hosting interactive workshops and webinars..

Strong Recruiting: We aim to hire experienced marketing professionals that can add to our existing talent-pool and help continue the steady growth of our business.

Quality Sales: We need to define our target market to three major areas. Then, we'll start marketing to this target the right industries and going deeper with our clients.

 

• INTRODUCTORY STATEMENT

 

This handbook is designed to acquaint you with Impetech group provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Impetech group to benefit employees.

 

One of our objectives is to provide a work environment that is conducive to both personal and professional growth.

 

No employee handbook can anticipate every circumstance or question about policy. As IMPETECH GROUP continues to grow, the need may arise and Impetech group reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employee will be notified of such changes to the handbook as they occur.

 

 

• CUSTOMER RELATIONS

 

Customers are among our organization’s most valuable assets. Every employee represents Impetech group to our customer and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers.

 

Impetech group will provide customer relations and service training to the entire employee with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to [ADMINISTRATION DEPARTMENT] for appropriate action.

 

Our personal contact with the public, our etiquette on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of Impetech group. Positive customer relations not only enhance  the public’s perception or image of Impetech group, but also pay off in greater customer loyalty and increased Sales and Profit.

 

The successful business operation and reputation of Impetech group is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for the integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regards for the highest standards of conduct and personal integrity.

 

The continued success of Impetech group is dependent upon our customer’s trust and     we are dedicated to preserving that trust. Employees owe a duty to Impetech group, its customers to act in a way that will merit the continued trust and confidence of the Public.

 

Impetech group will comply with all applicable laws and regulations and expects s Directors, Managers, Executives, Engineers, and associated staff members to conduct business in accordance with the letter, sprit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

 

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate head of the department and, if necessary, with the [DIRECTORS], for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every Impetech group employee & associated members.

 

Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

 

 

• PERSONAL RELATIONSHIPS IN WORK PLACE

 

The employment of relatives or individuals involved in a dating relationship in the same area of an organization may causes serious conflicts and problems with favoritism and employee morale. In additions to claim in partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to day- working relationships.

 

For purpose of this policy, a relative is any person who is related by blood or marriage. A dating relationship is defined as a relationship that may be reasonably expected to lead to the formation of consensual “romantic” relationship. This policy applies to all the employees and associated members without regard to gender.

 

Impetech group has prohibition against employing relatives or known person of current employees or individuals involved in a dating relationship with current employees, we are committed to monitoring situations in work area. In case of actual or potential problems, Impetech group will take prompt action, and this can include reassignment or transfer to other department. Employees & Associated Staff members should refrain from work place displays of affection or excessive personal conversation.

 

 

• CONFLICTS OF INTEREST

 

Employees have an obligation to conduct business with in time line that prohibit to actual or potential conflicts of interest. This policy establishes only the frame work with in which Impetech group wishes business to operate. The purpose of these guidelines is to provide general direction so that employees seek further clarification on issue related to the subject of acceptable standards of operation.

 

Transaction with outside firm must be conducted within the framework established and controlled by Director Level of Impetech group Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes; product bonuses, special fringe benefits, unusual price breaks, and other windfalls design ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific Director Level approval.

 

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or far of relative because of Impetech group business dealings. For the purpose of this policy, a relative is any person whose relationship with the employee is similar to that of persons who are related by blood or marriage.

 

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence or transactions involving purchases, contracts, or leases, it is imperative that they disclose to the Director of Impetech group as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

 

Personal gain may result not only in cases where an employee or relative has a significant receives any kick back, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Impetech group

 

• OUTSIDE EMPLOYMENT

 

Employee may not hold any type of outside employment as long as they are associated with IMPETECH GROUP or an employee of Impetech group

Employee may not receive any income or material gain from individuals outside Impetech group for material produced or services rendered while performing their jobs.

 

 

• NON DISCLOSURE AGREEMENT

 

The protection of confidential business information and trade secrets is vital to the interests and the success of Impetech group. Such confidential information includes but is not limited to, the following examples:

• Compensation data          
• Pending projects and proposal
• Computer processes
• Research and development strategies
• Computer program & codes
• Scientific data
• Marketing strategies
• Computer lists  
• Scientific formulae
• Technological data
• Scientific prototypes
• Customer lists                               
• Financial information                     
• Human Resource strategies         
• New market research                

 

All employees and associated members are required to sign a nondisclosure agreement as pre condition of employment. Employees or associated members who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefits from the disclosed information.

 

EMPLOYMENT STATUS AND RECORDS

3.1   EMPLOYMENT CATOGARIES

 

It is the intent of Impetech group to clarify the definition of employment classification so the employee understand their employment status and benefit eligibility.

 

REGULAR FULL TIME employees are those who are not in a temporarily or probation status and who are regularly scheduled to work Impetech group full time schedule. Generally they are eligible for Impetech group benefits package subject to term, conditions and limitations of each benefits program.

 

PROBATION is those whose performance is being evaluated to determine whether further employment in a specific position or with Impetech group is appropriate. Employees who satisfactorily completed the probation period will be notified of their new employment classification.

 

CONTRACTUAL employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Contractual employees retain that status until and unless they are notified of a change. Contractual employees are ineligible for all of Impetech group other benefits programs. 

 

CONSULTANTS are those who facilitate organizational change and/or provide subject matter expertise on technical, functional and business topics during development or implementation.

 

3.2    ACCESS TO PERSONNEL FILES

 

Impetech group maintains a personnel file on each employee. The personnel file includes such information as the employee’s job application, resume, record of training, documentation of performance appraisal and salary increases, and other employment record.

 

Personnel files are the property of Impetech group, and access to the information they contain is restricted. Generally, only HUMAN RESOURCE personal will have access to these files.

 

Employees who wish to review to their own file should contact the HUMAN RESOURCE with reasonable advance notice; employee may review their own personnel files in Impetech group office and in the presence of an individual appointed by Impetech group maintain the files.

 

3.3     PERSONNEL DATA CHANGE     

 

It is the responsibility of each employee to promptly notify Impetech group of any   changes in personnel data. Personal mailing addresses, telephone numbers, numbers and name of the dependents, individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personal data has changed, notify the [HUMAN RESOURCE DEPARTMENT].

 

3.4    PROBATION PERIOD

 

The probation period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Impetech group use this period to evaluate employee’s capability, work habits, and overall performance.

 All new and hired employees work for on a probation basis for one year after their date of joining. Any significant absence will automatically extend the probation period by the length of absence. If Impetech group determine that designated probation period is does not allow sufficient time to thoroughly evaluate the employee’s performance, the probation period may be extended for a specified period.

 Upon satisfactory completion of the probation period, employees enter the “regular” employment classification.

 During the probation period, new employees are not eligible for any company benefits program. After becoming regular employees, they may also be eligible for Impetech group - provided benefits, subject to terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements.

 

3.5     EMPLOYMENT APPLICATIONS

 Impetech group relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment, any misrepresentation, falsification, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

 

3.6     PERFORMANCE EVALUATION

 

Impetech group strongly follows method of IPMM (Integrated Performance Measurement & Management).  Employees and associated members are strongly encouraged to discuss job performance and goals on an informal, day-to- day basis. Performance evaluations thru IPMM are conducted to provide both Head of the department and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals.

 The annual salary review of all employees is based on performance and is evaluated in the beginning the month of APRIL and effective JULY 1^st of the current year.

 The HUMAN RESOURCE DEPARTMENT is available to answer specific questions about the IPMM.

 

 3.7     JOB DESCRIPTIONS

Impetech group makes every effort to create and maintain accurate job descriptions for all positions within the organization. Each description includes a job information section, a job summary section( giving a general overview of the job’s purpose), an essential duties and responsibilities section, a supervisory responsibilities section, a qualification section( including education and / or experience, language skill, mathematical skill, reasoning ability, and any certification required), a physical demand section, and a work environment section.

 Impetech group maintains job descriptions to aid in orienting new member to their jobs, identifying the requirements and each position, establishing hiring criteria, setting standards for employee performance evaluations.

 The [HUMAN RESOURCE DEPARTMENT] prepare job descriptions when new positions are created. Existing job descriptions are also reviewed and revised in order to ensure that they are up to date. Job descriptions may also be rewritten periodically to reflect any changes in the position’s duties and responsibilities. All employees will be expected to help ensure that their job descriptions are accurate and current, reflecting the work being done.

 Employee should remember that job descriptions do not necessarily cover every task or duty that might be assigned, and that additional responsibilities may be assigned as necessary.

 Contact the [HUMAN RESOURCE DEPARTMENT] if you have any questions or concerns about your job description.

 EMPLOYEE BENEFIT PROGRAMS

 

• EMPLOYEE BENEFITS

 Eligible employees at Impetech group are provided a wide range of benefits. A number of the programs cover all employees in the manner prescribed by law.

 Benefits eligibility is dependent upon a variety of factors, including employee classification. Your [HUMAN RESOURCE DEPARTMENT] can identify the programs for which you are eligible.

 Details of many of these programs can be found elsewhere in the employee handbook.

 The following benefit programs are available to eligible employees:

• ESIC
• Provident Fund
• Gratuity

 The benefits programs require contribution from the employee beside employer’s contribution.

4.2      HOLIDAYS

 Impetech group will grant holiday time off to all employees on the State Government holidays:

• List of Holiday is available with

        [HUMAN RESOURCE DEPARTMENT]

4.3      EARNED LEAVE BENEFITS [15 days in a year]

 Earned leave will provide to employees those who have served for one year for IMPETECH GROUP Earned leave is not applicable during Training/ Probation period. 

After resigning from services of Impetech group and under notice period, staff members are not permitted to take or adjust Earned leave. Earned leave can be availed for sickness, if sickness is of longer duration and sick leave is insufficient to cover the sick period. Earned leave can be availed minimum 3 days at a time and cannot be availed more than 4 times in a year.

 Earned leave has to be sanctioned 15 days in advance.

 If Earned leave is not availed in a calendar year, it can be accumulated to the maximum limit of 42 days and it can be enchased [as per The Shop and Establishment Act, 1948 under chapter VII, section 35] if employees or associated members are unable to accumulate earned leave in given limit.

 Employees who quit or that are terminated are not entitled to be paid any unused earned leave upon termination of employment.

Earned leave is calculated based on base pay rate and will not include any special forms of compensation, such as incentive, commissions, bonuses etc.

 

4.4    SICK LEAVE BENEFITS [7 days in a year]

 Impetech group provides paid sick leave benefits to all eligible employees for periods of   temporary absence due to illnesses or injuries.

 Eligible employee classification(s):

• Regular Full Time Employees
• Consultants
• Contractual employees but completed one year service period in Impetech group 

Eligible employees will accrue on a pro-rated basis sick benefits at the rate of 7 days per year.

 Paid sick leave can be used in minimum increments of one half day. An eligible employee may use sick leave benefits for an absence due to his or her own illness or injury, or that of a child, parent or spouse of the employee.

 Employees who are unable to report to work due to illness or injury should notify their reporting officer or human resource department before the scheduled start of their work day. If an employee is absent for three or more consecutive days due to illness or injury, a Registered Physician’s statement may need to be provided verifying the disability and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well and may be required as to receiving sick leave benefits.

 Unused sick leave benefit will be paid to the active employees at the end of the calendar year after accumulated period of 45 days.

 Employees who quit or that are terminated are not entitled to be paid any unused sick days upon termination of employment. 

4.5      CASUAL LEAVE BENEFITS [7 days in a year]

 Casual leave is available in Impetech group for eligible employees to provide opportunity for rest, relaxation or personal pursuits.

 Once employees enter an eligible employment classification, they begin to earn    paid leave time according to the schedule.

 Casual leave can be availed for 2 consecutive days at a stretch. It cannot be availed more than two days in a month.

 Casual leave cannot be combined with Earned Leave.

 Casual leave can be availed up to minimum half day.

  4.5    OPTIONAL LEAVE BENEFITS [3 days in a year]

 In order to meet family emergencies and relation needs, every confirmed employee and associated member is entitled for 2 days off as optional paid holiday.

 One optional paid holiday can be availed at a time; the next optional paid holiday can be availed after minimum period of 04 months.

 

4.6    MATERNITY LEAVE BENEFITS

 The employee is entitled to a maternity leave according to:

 Current Government legislation as per [The Shop and Establishment Act, 1948 under chapter VII, section 38 C], female employees are entitling to a combined maternity leaves, of up to 12 weeks.

 

Note: 

• Eligible employee refers “ employee who have completed one year service with Impetech group
• Leave card will be provided in the first month of each calendar year for personal reference & future planning.
• Leave for a year is credited to the individuals leave account on the first month of the calendar in the current year.
• All leave shall be recommended and sanctioned by Admin. /HRD department in consultation with HOD and The Directors.
• Before 10.30 am information should be given to HOD or HRD department, if prior permission has not been taken.
• Leave cannot be prefixed & suffixed with a holiday
• It can be either prefixed or suffixed with a holiday, i.e. if a leave is prefixed and suffixed with a holiday. The holiday is treated along with the leave applied.
• In calculating leave under this section, 2 half days will be treated as one full day leave.
• Prefixed should be understood as leave before Holiday. Suffixed should be understood as leave after Holiday.
• Leave can be compensating if working on holiday.

 

4.7    EDUCATIONAL ASSISTANCE

 

Impetech group recognize that the skill and knowledge of its employees & associated members are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees or associated members can maintain and improve job related skills or enhance their ability to compete for reasonably attainable jobs within Impetech group

 Impetech group will provide educational and training assistance program to its employee or associated members immediately upon the assignment.

 Before going for training, employees or associated members must sign a bond depends upon the numbers of days and the cost of that program.

 While training program is expected to enhance employee’s performance and professional abilities, Impetech group cannot guarantee that participation in formal training will entitle the employee or associated members to automatic advancement, a different job assignment, or pay increases.

 

5. TIME KEEPING / PAY ROLL

 

5.1    TIME KEEPING

 

BIO-enabled time recording tool must be used by all members to record entry & time of leaving. Accurately recording time worked is the responsibility of every employee. State / Provincial law require Impetech group to keep accurate record of time worked in order to calculate employees pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

 Time keeping is also recordable for keeping track of employees and associate members punctuality and which is lead to their performance analysis.

 Altering, falsifying, tampering with time records may result to the disciplinary action, up to and including termination of employment.

 To maintain accuracy in time keeping, IMPETECH GROUP has installed bio-enable system on all entrance gates.

 

5.2       PAY DAY

 All employees and associated members are paid on or before 10^th of every month. Each pay cheque will include earnings for all worked perform through the end of previous pay roll period.

HO / HQ - 5- 10th 

Factory -10 - 15th

Vendor - 15th after words

 In the event that a regularly scheduled pay day falls on a day off such as a weekend or holiday, employees and associated members will receive pay on the next working day after the regularly scheduled pay day.

 Employees will receive salary slip from Impetech group accounts department. Currently disbursement of pay will be through HDFC Bank. This can be change if bank changes their policy.

 

5.3    EMPLOYMENT TERMINATION

 

Termination of employment is an inevitable part of personnel activity with any organization, and many of the reasons for termination are routine, below are examples of some of the most common circumstances under which employment is terminated.

 

• Resignation—voluntary employment termination initiated by an employee.
• Discharge—involuntary employment termination initiated by an employee.
• Lay off—involuntary employment termination by the organization for non- disciplinary reason.
• Retirement—voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for the retirement from the organization.

 

5.4   ADMINISTRATIVE PAY CORRECTION

 Impetech group takes all responsible steps to ensure that employees & associated members receive the correct amount of pay in each pay cheque and that employees are paid promptly.

 In unlikely event that there is an error for pay, the employee should promptly bring the discrepancy to the attention of the [ACCOUNTS DEPARTMENT] so that corrections can be made as quickly as possible.

 

6. WORK CONDITIONS AND HOURS

 

6.1   WORK SCHEDULE

 

The normal work schedule for all the employees and associated members are 8 hours a day, Monday to Saturday. Head of the department will advise employees and associated members of the times their schedule will normally begin and end. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

 An employee is considered absent if he or she not present for work as scheduled in time.

 Reporting for work regularly and on time is essential, since lateness or absences interfere with the daily running of company and place an extra work load on fellow employees.

 Failure to report to work on time and tardiness will result in disciplinary action up to and including termination.

 

6.2    USE OF PHONE AND MAIL SYSTEM 

Personal use of the official telephone/ mobile for long distance (STD/ISD) calls is not permitted. Employee or associate members should practice discretion when making local personal calls, and if it’s cross the limit, may be required to reimburse Impetech group for any changes resulting from their personal use of the telephone/mobile.

 The use of Impetech group paid postage for personal correspondence is not permitted.

 The use of mobile phone in work is not permitted. This policy does not apply on employees and associated members related with Sales and Service department but they are requested to keep their mobile phone on vibrating or in silent mode. 

 To ensure effective telephone communications, employee should always use an approved greeting and speak in courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so.

 6.3    SMOKING 

 In Keeping with intent to provide a safe and healthful work environment, smoking is prohibited throughout the work place.

 This policy applies equally to all employees, associated members, customers, clients, and visitors.

 

6.4   MEAL PERIOD

 All employees and associated members are provided with one meal period of 30 minutes in length each work day. Timing for meal period is 1.30 p.m. - 2.00 p.m.

 

6.5    OVERTIME

 Impetech group will not support any overtime policy. Employees and associated members are requested to complete their assignment in given period of time. However, if there is any call for urgent assignment, employees and associated members will get reimbursement of their dinner according to their grade after submitting supporting bill, if they are working beyond 9.00 pm

 Please contact to [ACCOUNTS DEPARTMENT] for any question regarding this policy.

 

6.6    USE OF EQUIPMEN 

Equipment essential in accomplishing job duties in often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

 Please notify your reporting officer if any equipment, machines, or tools appear to be damaged, defective, or in need for repair.

 The improper, careless, negligent, destructive or unsafe use or operation of equipment can result in disciplinary action, up to and including termination of employment.

 

6.7     BUSINESS TRAVEL EXPENSES

 

Impetech group will reimburse employees and associated members for reasonable business travel expenses incurred while on assignment away from normal work location. All business travel must be approved in advance by the [DIRECTORS] or from [HOD]

 Employees whose travel plans have been approved should make all travel arrangement through Impetech group travel department. When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by the Impetech group Employees are expected to limit expenses to reasonable amount.

Contact [ACCOUNTS DEPARTMENT] for classification of limits.

 Expenses that generally will be reimbursed include the following.

 

• For traveling by the Air or by the Train (A/C 2^nd class) must be approved from the [DIRECTORS] in advance.
• Air fare, train fare, economy class, or the lowest available fare.
• Car rental fees, only for compact or mid-sized cars.
• Fare for shuttle or airport bus services, where available; cost of public transportation for other ground travel.
• Taxi fare, only when there is no other less expensive alternative.
• Mileage costs for use of personal cars, only when less expensive transportation is not available.
• Cost of standard accommodations in low to mid-priced hotels, motels, or similar lodgings.
• Cost of meals, no more lavish than would be eaten at the employee’s own expense.
• Charges for telephone calls, fax, and similar services required for business purpose.
• Charges for one personal telephone call each day.
• Charges for laundry and valet services, only on trips of 3 or more days.
• Personal entertainment and personal care items are not reimbursed.

 

Employees are encouraged to use public phone and if necessary mobile uses are permitted but usages of telephone from hotel lines are not allowed.

 Vehicle owned, leased, or rented by Impetech groups are not permitted for any personal uses.

 Cash advance of Rs.500/- to 3000/- per day as per employees and associated staff classification, to cover reasonable anticipated expenses may be made to employees, after travel has been approved. Employees should submit a written request to the [ADMINISTRATION DEPARTMENT] when travel advances are needed.

 When travel is completed, employees should submit completed travel expense report within 3 days. Reports should be accomplished by receipts for all individual expenses.

 Employees and associated members should contact [ADMINISTARTION DEPARTMENT] for guidance and assistance on procedures related to travel arrangements, travel advances, expense report, reimbursement for specific expenses, or any other business travel issues.

 Abuse of this business travel expenses policy including falsifying expense report to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.

 

6.8      EMERGENCY CLOSING

 At times, emergencies such as severe weather, fire, or power failures, can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility.

 When operations are officially closed due to emergency conditions, the time off from scheduled work will not be considered as a leave for individual’s employees or associated members.

 

 6.9      VISITORS IN THE WORK PLACE

 To provide for the safety and security of employees and facilities at Impetech group, only authorized visitors are allowed in work place. Restricting unauthorized visitors helps maintain safety standards, protect against theft, ensure security of equipment, protect confidential information, safeguards employee welfare, and avoid potential distractions and disturbances.

 All visitors should enter Impetech group at the reception area. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible conduct and safety to their visitors.

 

6.10      COMPUTER AND EMAIL USAGE

 Computer, computer files, the email system, and software furnished to employees and associated members are Impetech group property intended for business use. Employees should not use a password, access a file, or retrieve any stored communication without authorization. To ensure compliance with this policy, computer and email usage may be monitored.

 Impetech group strives to maintain a work place free of harassment and sensitive to the diversity of its employees. Therefore, Impetech group prohibits the use of computers and the email system in the ways that are disruptive, offensive to others or harmful to morale.

 For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to ethnic slurs, racial comments, off color jokes, or anything that may be construed as harassment or sharing disrespect for others.

 Personal emails are not permitted to use in work hour. However, Impetech group allotted one hour time after completion of official working hours.

 Emails may not be used to solicit others for commercial ventures, religious or political causes, outside organization, or other non-business matters.

  6.11     INTERNET USAGE

 Internet access to global electronic information resources on the World Wide Web is provided by Impetech group to assist employees and associated members in obtaining work - related data and technology. The following guidelines have been established to help ensure responsible and productive internet usages. While internet usage is intended for incidental occasional brief personal use is permitted within reasonable limits of one hour after completion of working hour.

 All internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of Impetech group and , as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees and associated members should always ensure that the business information contained in internet, email messages, and other transmission is accurate, appropriate, ethical, and lawful.

 The equipment, services, and technology provided to access the internet remain at all times the property of Impetech group As such, Impetech group reserve the right to monitor internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer syste

Data that is composed, transmitted, accessed or received via the internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. 

 The unauthorized use, installation, copying, or distribute of copy righted, trademarked, or patented material on the internet expressly prohibited. As a rule, if employee did not create the material, does not own the rights to it, or has not gotten authorization for its use, it should not be put on the internet.

 Internet users should take the necessary anti-virus precautions before downloading or copying any file from the internet. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression.

 The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action.

• Sending or posting discriminatory, harassing, or threatening messages or images.
• Using the organization’s time and resources for personal gain.
• Stealing, using, or disclosing someone else’s code or password without authorization.
• Coping, pirating, or downloading software and electronic files without permission.
• Sending or posting confidential material, trade secrets or proprietary information outside of the organization.
• Violating copyright Law.
• Failing to observe licensing agreement.
• Engaging in unauthorized transaction that may incur a cost to the organization or initiate unwanted internet services and transmissions.
• Sending or posting messages or material that could damage the organization’s image or reputation.
• Participating in the viewing or exchange of pornography or obscene material.
• Sending or posting messages that defame or slander other individuals.
• Attempting to break into the computer system of other organization or person.
• Refusing to cooperate with a security investigation.
• Using internet for political causes or activities.
• Jeopardizing the security of the organization’s electronic communication’s systems
• Sending or posting messages that disparage another organization’s products or services.
• Sending anonymous email messages.
• Engaging in any other illegal activities.

 

6.12   WORK PLACE MONITORING

 

Work place monitoring may be conducted by Impetech group to ensure quality control, employee’s safety, security, and customer satisfaction.

 Employees or associated members who regularly communicate with customers may have their telephone conversation monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our customer’s image of Impetech group as well as their satisfaction with our services.

 Computer furnished to employees are the property of Impetech group, As such, computer usage and files may be monitored or accessed.

 Because Impetech group is sensitive to the legitimate privacy rights of employees, every effort will be made to guarantee that work place monitoring is done in an ethical and respectful manner.

 

6.13    UNIFORM CODE

 Impetech group will provide uniform with company badge to all employees and associated members.

 Uniform to be worn by all the employees and associated members at all time when on duty. Strict disciplinary action would be taken against employee and associated members not wearing uniform while on duty.

 Trainees or employees on probation period will get their uniform after completion of one year.

 All new uniform will be issued only on the return of the old ones and those returned will be given away to TRUST.

 It would be at the final discretion of the uniform committee to alter / change / entitlement / material / patterns.

 

6.14     WORK PLACE VIOLENCE PREVENTION

 Impetech group is committed to preventing work place violence and to maintain safe work environment. Given the increasing violence in society in general Impetech group has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

 All employees, associated members, and temporary employees should be treated with courtesy and respect at all times.

 Conduct that threatens intimidates or coerces another employee, associated members, a customer, or a member of public at any time, including off duty periods, will not be tolerated.

 All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your reporting officer or any other member of management. Do not place yourself in peril.

 Impetech group will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities.

 Impetech group encourages employee to bring their disputes or differences with other employees to the attention of their reporting officer or the [HUMAN RESOURCE DEPARTMENT] before the situation escalates into potential violence. Impetech group is eager to assist in the resolution of employees disputes, and will not discipline employees for raising such concerns.

 

7. EMPLOYEE CONDUCT & DISCIPLINARY

 

7.1 EMPLOYEE CONDUCT AND WORK RULE

 Tonsure orderly operations and provide the best possible work environment Impetech group expect employees to follow rules of conduct that will protect the interests and safety of all the employees and the organization.

 It is not possible to list all forms of behavior that are considered unacceptable in the workplace.

 The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment.

• Theft or inappropriate removal or possession of property.
• Falsification of timekeeping records.
• Working under influence of alcohol or illegal drugs.
• Possession, distribution, sales, transfer, or use of alcohol or illegal drugs in workplace, while on duty, or while operating employer-owned vehicles or equipment.
• Fighting or threatening violence in the workplace.
• Boisterous or disruptive activity in the workplace.
• Negligence or improper conduct leading to damage of employer-owned or customer owned property.
• Insubordination or other disrespectful conduct.
• Violation of safety or health rules.
• Sexual or other unlawful or unwelcome harassment.
• Possession of dangerous or unauthorized materials.
• Excessive absenteeism or any absence without notice.
• Unauthorized disclosure of business” secrets” or other confidential information.
• Violation of personal policies.
• Unsatisfactory performance or conduct.

 

     7.2   ATTENDANCE AND PUNCTUALITY

 To maintain a safe and productive work environment, Impetech group expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place burden on other employees and on Impetech group. In the rare instances when employees cannot avoid being late to work or are unable to work on scheduled, they should notify their reporting officer as soon as possible in advance of the anticipated tardiness or absence. Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

 

    7.3   PERSONAL APPEARANCE

 Dress, grooming, and personal cleanliness standards contribute to the morale of all the employees and affect the business image Impetech group present to customers and visitors.

During business hours or when representing Impetech group, you are expected to present a clean, neat and tasteful appearance. You should dress and groom yourself accordingly to the requirements of your position and accepted social standards. This is particularly true if your job involves dealing with customers or visitors in person. Your reporting officer or Head of the department is responsible for establishing proper dress code. Consult your Head of the Department or Reporting Officer if you have any question as to what constitutes appropriate appearance. Where necessary, reasonable accommodation may be made to a person with a disability without unduly restricting individual tastes, the following personal appearance guidelines should be followed.

• Jeans, Bermudas, T-shirt, and shorts do not present appropriate professional attire.
• Unnaturally coloured hair and extreme hairstyles, such as spiked hair and shaved heads, do not present an appropriate professional appearance.
• Offensive body odor and poor personal hygiene is not professionally acceptable.
• Jewelry, facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours.
• Multiple ear piercing (more than one ring in each ear) are not professionally appropriate and must not be worn during business hours.
• Visible tattoos and similar body art must be covered during business hours.

 

            7.4   RETURN OF PROPERTY

 Employees and associated members are responsible for all Impetech group property, materials, or written information issued to them or in their possession or control. Employees or associated members must return all Impetech group property immediately upon termination of employment. Where permitted by applicable law, Impetech group may withhold from the employee’s or associated member’s cheque or final pay cheque the cost of any items that are not returned when required. Impetech group may also take all action deemed appropriate to recover or protect its property.

 

          7.5   RESIGNATION

 Resignation is a voluntary act initiated by the employee to terminate employment with IMPETECH IT SOLUTIONS; Impetech group request at least a month written notice of resignation from employees.

 Prior to an employee’s departure, an exit interview may be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits.

          7.6   SECURITY INSPECTION

 Impetech group wishes to maintain a week environment that is free of illegal or improper materials. To this end, Impetech group prohibits the possession, transfer, sale or use of such material on its premises. Impetech group requires the co-operation of all employees in administering this policy.

 Desks, lockers, and other storage devices may be provided for the convenience of employees but remains the sole property of Impetech group. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Impetech group at any time, either with or without prior notice.

  7.7   PROGRASSIVE DISCIPLE

 The purpose of this policy is to state Impetech group position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced comes from good leadership and fair supervision at all employment levels.

 Impetech group own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future. Although employment with Impetech group is based on mutual consent and both the employee and Impetech group have the right to terminate employment at will, with or without cause or advance notice, Impetech group may use progressive discipline at its discretion.

 Disciplinary action may call for any of four steps: verbal warning, written warning, suspension with or without pay, or termination of employment- depending on the severity of the problem and the number of occurrences.

There may be circumstances when one or more steps are by passed.

 Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment.

 Impetech group recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment without going through the usual progressive discipline steps.

 While it is impossible to list every type of behavior that may be deemed a serious offense, the employee conduct and work rule policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problem listed is not all necessarily serious offenses, but may be example of unsatisfactory conduct that will trigger progressive discipline.

 By using progressive discipline, we hope that most employees’ problems can be corrected at an early stage, benefiting both employee and Impetech group.

  7.8      PROBLEM RESOLUTION

 

Impetech group is committed to providing the best possible working conditions for its employees and associated members. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receive a timely response from management of Impetech group

Impetech group strives to ensure fair and honest treatment of all employees. Head of the department, Managers, employees and other associated members are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

 If employees disagree with established rules of conduct, policies, or practices, No employee will be penalized, formally or informally for voicing a complaint with Impetech group in a reasonable and in business-like manner.

 Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security.

  7.9      WORK PLACE ETIQUETTE

 Impetech group strives to maintain a positive work environment where employees treat each other with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in the work place may be disruptive or annoying others. Many of these day- to-day issues can be addressed by politely talking with co-workers to bring perceived to his or her attention

 In most cases, common senses will dictate an appropriate resolution. Impetech group encourages all employees and associate members to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee’s ability to concentrate and be productive.

 The following workplace etiquette guidelines and not necessarily intended to be hard and fast work rules with disciplinary consequences.

 They are simply suggestions for appropriate work place behavior to help everyone be more conscientious and consideration of co-workers and the work environment. Please contact the [HUMAN RESOURCE DEPARTMENT] if you have any suggestions regarding these workplace etiquette guidelines.

• Return copy machine and printer settings to their default settings after changing them.
• Replace paper in the copy machine and printer paper trays when they are empty.
• Be prompt when using the manual feed on the printer.
• Keep the area around the copy machine and printers orderly and picked up.
• Be careful not to take or discard other’s print jobs or faxes when collecting your own.
• Avoid public accusations or criticisms of other employees. Address such issues privately with those involved or your [HEAD OF THE DEPARTMENT]
• Try to minimize unscheduled interruptions of other employees while they are working.
• Communicate by email or phone whenever possible, instead of walking unexpectedly into someone’s office or work space.
• Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open area.
• Keep socializing to a minimum, and try to conduct conversations in areas where the noise will not be distracting to others.
• Minimize talking between work spaces or over cubicle walls. Instead, conduct conversations with others in their workspace.
• Try not to block walkways while carrying on conversations.
• Refrain from using inappropriate language (swearing) that others may overhear.
• Monitor the volume when listening to the music, voicemail, or a speaker phone that others can hear.
• Clean up after yourself and do not leave behind waste or discarded papers.

 

 7.10     SUGGESTION PROGRAM

 As employee and associated members of Impetech group, you have the opportunity to contribute to our future success and growth by submitting suggestions for practical work, improvement or cost savings ideas.

 All employees are eligible to participate in the suggestion program.

 A suggestion is an idea that will benefit Impetech group by solving a problem, reducing costs, improving operations or procedures, enhancing customer services, eliminating waste or spoilage, or making Impetech group a better or safer place to work.

 All suggestions should contain a description of the problem or condition to be improved, a detailed explanation of the solution or improvement, and the reason why it should be implemented.

 Submit suggestions to the [HUMAN RESOURECE DEPARTMENT] and, after review, they will be forwarded to the  Management. As soon as possible, you will be notified of the adoption or rejection of your suggestion. Special recognition may be given to the employees who submit a suggestion that is implemented.

  

   8.1      COMPANY POLICY

1. Introduction

 Impetech group together with its subsidiaries (“the Company”) is committed to the highest possible standards of ethical, moral and legal business conduct. An important aspect of this is a mechanism to enable individuals to voice concerns in a responsible and effective manner. To this effect, where an individual discovers information which they believe shows serious malpractice or wrongdoing within the organization, such information should be disclosed internally without fear of reprisal, and there should be arrangements to enable this to be done. This policy will address how this will be affected.

2. Scope of the Policy

 This policy is designed to enable employees, directors, consultants and contractors (“individuals”) to raise “concerns” internally at a sufficiently senior level and to disclose information which the individual believes shows malpractice or wrongdoing which could affect the business or reputation of the Company. Any allegations which fall within the scope of the concerns identified below will always be seriously considered and investigated.

These concerns would include but are not restricted to:‑

• Fraud;
• Financial malpractice or impropriety;
• Failure to comply with legal requirements and company policy;
• Dangers to health and safety or the environment;
• Criminal activity;
• Improper conduct or unethical behavior;
• Attempts to conceal any of the above.

Nevertheless, any significant issue which individuals may feel is in the Group’s interest to resolve, whether or not it technically falls within the definition above, should be reported internally in accordance with this policy. This further includes issues which are brought to management’s attention in writing.

The Whistle Blower’s role is that of a reporting party with reliable information. They are not required or expected to act as investigators or finder of facts, nor would they determine the appropriate corrective or remedial action that may be warranted in a given case.

Whistle Blower’s role should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities other than as requested by the person investigating the matter.

1. Definitions:

 The definitions of some of the key terms used in this Policy are given below. Capitalized terms not defined     herein    shall have the meaning assigned to them under the Code of Business Ethics.

1. “Fraud” means deliberate deception to secure, or attempt to secure, unfair or unlawful benefit or gain from the company or a third party. This may include the embezzlement of company funds or the misappropriation of company assets in the form of money, property, data or intellectual property
2. “Audit Committee” means the Audit Committee constituted by the Board of Directors of the Company in accordance with Section 292A of the Companies Act, 1956 and read with Clause 49 of the Listing Agreement with the Stock Exchanges.
3. “Employee” means any employee of the Company (whether working in India or abroad), including the Directors in the employment of the Company
4. “Investigators” means those persons authorized, appointed, consulted or approached by the Ethics Counselors / Chairman of the Audit Committee / CEO and include the auditors of the Company and the police.
5. “Disclosure” means any communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity including activities mentioned in Clause 2 of this policy.
6. “Whistle Blower” means an Employee making a Disclosure under this Policy.

 

2. Safeguards:

 

This policy is designed to offer protection to individuals who make Disclosure provided the Disclosure is made:

• In good faith;
• In the reasonable belief of the individual making the disclosure that the concern tends to show malpractice or impropriety; and
• To an appropriate person.

 

3. Confidentiality : 

All such Disclosures will be treated in a confidential and sensitive manner. The identity of the individual making the allegation will be kept as confidential as possible so long as it does not hinder or frustrate any investigation. However, the investigation process may reveal the source of the information and the individual making the disclosure may need to provide a statement as part of the evidence required and be prepared (if required) to participate in any investigation proceedings that may follow.

 

4. Anonymous allegations:

 This policy encourages individuals to put their name to any Disclosures they make. Disclosures expressed anonymously are much less credible, but they may be considered at the discretion of the company.

In exercising this discretion, the factors to be taken into account will include:

• The seriousness of the issues raised;
• The credibility of the concern; and
• The likelihood of confirming the allegation from attributable sources.

 

5. Untrue allegations:

 In making a Disclosure the individual should exercise due care to ensure the accuracy of the information. If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. If however, an individual makes malicious or vexatious allegations, and particularly if he or she persists with making them despite the outcome of the investigation, disciplinary action may be taken against the individual. However, the intention is to provide full protection to any individual acting in good faith, as outlined in article 9 of this policy.

 

6. Procedure for Making a Disclosure:

 The purpose of this section is to ensure that all concerns are dealt with in a consistent manner. Wherever possible, individuals are encouraged to first report Disclosure issues internally following the procedure below. Only if the procedure is inadequate should an individual resort to reporting it to an external party.

 

7. Raising a “concern” :

 Individuals must raise their concern to any one of the Ethics Counselors. The Chief Corporate Counsel and the Company Secretary have been appointed as the Ethics Counselors and are authorized by the Board of Directors of the Company for the purpose of receiving all complaints under this policy and in ensuring appropriate action.

 If the complaint is against any of the Ethics Counselors or is in any way related to the actions of the Ethics Counselors, the complaint should be passed to the CFO to act as the alternate Ethics Counselor.

 Any complaints against the Chief Executive Officer (CEO) should be passed to the Chairman who will nominate an appropriate person to investigate the matter.

 The complainant has the right to bypass the above line management structure and take any complaint directly to the CEO. The CEO has the right to refer the complaint back to the Ethics Counselors or any other appropriate person if he/she feels that they can more appropriately investigate the complaint without any conflict of interest.

 8.2   Investigation Procedure:

 The purpose of this section is to establish a transparent and independent process for carrying out the investigation of Disclosures and concerns and to provide guidance for Ethics Counselors and others tasked in evaluating allegations and / or performing an investigation.

• Full details and clarifications of the Disclosure should be obtained from the individual making the allegation within the shortest practicable period. This should preferably be in writing. Although the complainant is not expected to prove the truth of the allegation, the complainant needs to demonstrate that there are sufficient grounds for concern.
• Each Disclosure that is made, whether openly, confidentially or anonymously, shall be reviewed by the concerned Ethics Counselor, who may, at his/her discretion; consult with any member of management, employee or external party who they believe would have appropriate expertise or information to assist him/her. The Ethics Counselor shall determine whether the complaint should be investigated by taking into account:

- What is the alleged concern?

- Who is the alleged wrongdoer?

- How serious is the alleged concern?

- How credible is the allegation of wrongdoing and what the context in which

- Allegations are made, or concerns reported?

- What is the quality and accuracy of evidence provided?

- Whether there is an indication of a weakness in the company’s internal

- Controls which requires remediation?

• If initial enquiries by the Ethics Counselor indicate that the concern has no basis, or it is not a matter to be pursued under this policy, it may be dismissed at this stage and the decision documented. The complainant should be advised of the decision at this point.
• Where initial enquiries indicate that further investigation is necessary, this will be carried through by the Ethics Counselor. The investigation will be conducted in a fair manner, as a neutral fact finding process and without presumption of guilt. The Ethics Counselor shall be free in his/her discretion to engage outside auditors, counsel or other experts to assist in the investigation and in the analysis of the results. All discussions will be minute.
• The Ethics Counselor should inform the member of staff against whom the complaint is made as soon as practically possible in accordance with any internal HR policy or procedure.
• If appropriate, the Ethics Counselors should consider the involvement of the company auditors and / or the police at this stage and should consult with the appropriate Executive Director.
• A judgment concerning the Disclosure and its validity will be made by the Ethics Counselor. This judgment will be detailed in a written report containing the findings of the investigations and reasons for the judgment. The report will be passed to the Audit Committee.
• The investigation shall be completed normally within 45 days of the receipt of the Disclosure.
• The Audit Committee will decide what action to take as well as preventive measures for the future. If the complaint is shown to be justified, the disciplinary or other appropriate company procedures will be invoked.
• The complainant should be kept informed of the progress of the investigations and, if appropriate, of the final outcome.
• If the complainant is not satisfied that their concern is being properly dealt with by the Ethics Counselor, he/ she has the right to raise it in confidence with any of the Executive Directors including the CEO.

9. Protection:
10. No unfair treatment will be meted out to a Whistle Blower by virtue of his/her having reported a Disclosure under this Policy. The Company, as a policy, condemns any kind of discrimination, harassment, victimization or any other unfair employment practice being adopted against Whistle Blowers. Complete protection will, therefore, be given to Whistle Blowers against any unfair practice like retaliation, threat or intimidation of termination/suspension of service, disciplinary action, transfer, demotion, refusal of promotion, or the like including any direct or indirect use of authority to obstruct the Whistle Blower’s right to continue to perform his duties/ functions including making further Disclosure. The Company will take steps to minimize difficulties, which the Whistle Blower may experience as a result of making the Disclosure.
11. The identity of the Whistle Blower shall be kept confidential to the extent possible and permitted under law.
12. Any other Employee assisting in the said investigation shall also be protected to the same extent as the Whistle Blower.
13. Criminal Activity:

If there is evidence of criminal activity, the Ethics Counselors may have to inform the police. The company will ensure that any internal investigation does not hinder a formal police investigation.

11. Record Keeping:

The Ethics Counselors will keep confidential records of all documents relating to allegations of concerns and report back to the Audit Committee on a regular basis. All Disclosures in writing as well as all documents related to any investigation and the results of the investigation relating thereto shall be retained for a period of at least 7 years.

•  Retention Bonus:

  This Policy may be amended or modified in whole or in part, at any time without assigning any reason whatsoever. few criteria have been taken into consideration for eligibility :

   

   - Resource must complete one year with the organization. Any tenure or partial consideration would not be considered for eligibility 

  - Code of conduct of the resource should be excellent

  - Target and achievement track record should be excellent, should have achieved targets throughout the year.

  - Monthly performance score should be 4 out of 5 

   

• EMPLOYMENT TERMINATION FULL & FINAL SETTLEMENT POLICY

  Termination of employment is an inevitable part of personnel activity with any organization, and many of the reasons for termination are routine, below are examples of some of the most common circumstances under which employment is terminated.
  —Resignation—voluntary employment termination initiated by an employee. F&F- 45 days to 90 days
  —Discharge—involuntary employment termination initiated by an employee. F&F- 45 days to 90 days
  —Discharge—involuntary employment termination initiated by an employer due to non-performance. F&F- 45 days to 90 days.
  —All Leaves excluding earned would be considered as absent and loss of pay and subsequent amount to be debited from F&F of the previous 3 month. Any field sales resource can only apply for settlement incasse no achievement for 3months.Any resource who has given written commitment for previous month salary credit and not been able to achieve the condition, will come under 90days F&F criteria.
  —Lay off—involuntary employment termination by the organization for a non-disciplinary reason. F&F- 45 days to 180 days
  —Retirement—voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for the retirement from the organization.F&F- 45 days to 90 days.

• Amendment:

This Policy may be amended or modified in whole or in part, at any time without assigning any reason whatsoever. However, no such amendment or modification will be binding on the Employees unless the same is notified to the Employees in writing.

FIRST DAY CHECKLIST

       Name: ……………………………………………………………………………………

 

        Job Title: …………………………………………………………………………………

 

        Reporting officer’s Name: ……………………………………………………………..

 

        Starting Time: …………………………………………………………………………..

 

        Quitting Time: …………………………………………………………………………..

 

        Lunch Hour: …………………………………………………………………………….

 

        Date Probationary Period Ends ……………………………………………………..

 

        Phone Numbers to Call if Late or Sick: ……………………………………………..

 

 

 WISHING YOU A LONG AND REWARDING CAREER!!!