INCENTIVE POLICY: Impetech Group

 

1. Definitions. The growth of a Company or Concern or Business House is solely dependent upon dedication, hard work and quality performance of its team members.  A highly motivated man can produce results disproportionate to his NORMAL abilities.  To ensure continued excellent performance, there should be a need to give incentives in the form of financial or non-financial benefits even to include promotions, cash awards and suitable honours and awards.

 

2. Aim. The aim and objective of this policy is to drive Company merely in two fronts viz (a) Revenue Increase through New Sales and expansion through Lateral & Vertical sales and (b) Collection including 100% of present collection and bringing outstanding money back from broken clients and existing customers.  In addition to the incentive policy, the promotional avenues to capable and qualified persons at the right time would always be the key to success of any organization.  It is therefore, imperative that a progressive Incentive and promotion policy is implemented to give the requisite advantage to the business besides cultivating culture of employee satisfaction in the present aspiring workforce.

 

3. Performance Measures. Objectives assigned to Sr VP, HODs, Managers, RMs/BMs and all P&L Appointments.

 

4. Incentive scales. Predefined degrees, an employee can get a specific degree achieving a predefined performance measure.

 

5. Scope. This policy and procedure applies to all P&L Appointments of the Company.

 

6. Policy. It is the policy of Premier Shield Pvt Ltd to provide competitive incentives to motivate its employees to do their best and align their contributions to help the Company in achieving success.  Incentive policy will be implemented systematically on equitable and merit basis.

 

7. Guidelines. All performance measures and incentive scales should be approved before 01 Apr every year. It should be specific, measurable, achievable, realistic, and time-frame (SMART Measurers). Should not be more than 8 eight measures. Should not be less than 4 four measures. Following parameters should be ensured: -

 

            (a) Should not be submitted before an employee gets inputs from his/her manager.

 

(b)  Any employee joining after 1^st of Apr will be eligible to an incentive plan policy as a percentage from date of hire on pro rata basis.

 

(c) The maximum incentive entitlement of any eligible employee cannot exceed five gross salaries in a Financial Year.

 

(d)  Any exceptions will need to be approved by the Director/CMD Sir.

 

(e) All Incentives will be calculated based on the gross salary of the previous fiscal year.

 

(f)  In case of employee resignation / termination, he will not be eligible to the incentive policy.

 

(g)  Exceptions to this policy will need to be approved by the Director. 

 

(h) Incentive policy forms should be saved in a master incentive file in human resources department, and copies published to eligible employees Incentive scales determined at the same time of approving performance measures.

 

(j)  All performance measures should be approved after one week from date of submitting them.

8. Incentive Payment. The formula for calculating an incentive payment is:-

          (a) Incentive Payment =

Employee Gross Salary X company performance rate X employee performance rate

 

            (b) Where is Employee’s gross salary?

 

            Employee gross salary = Basic plus allowances less statutory deductions.

 

(c) Company performance rate =

 

            When Actual Performance Exceeds Expectation           = Point 1

            When Actual Performance Meets Expectation               = Point 0.5

            When Actual Performance remains Below Expectation = 0

 

(d)  Employee Performance Rate. Performance of employees on following parameters shall be taken into considerations while allocating Rating: -

 

                        (i) Performance.

                        (ii) Attitude.

                        (iii) Behaviors.

                        (iv) Coordination with team and lateral team.

(e) Employee performance rate = Appraising Rate + Results Rate

            Apprising rate should not exceed the following:

 

Appraising	A	B	C	D
Rate	1	0.5	0.25	0

 

8. Accountability. Director and CMD Sir are responsible for setting company performance measures and related incentives scales. HoDs are responsible to provide performance indices of employees under them. Head HR shall be responsible for ensuring compliance of this policy and publishing all necessary forms for implementation.

 

9. Procedure.

 

(a) Controlling team shall put up the parameters and target by 25^th of each month for the ensuing Incentive Month.

 

(b) Director in consultation with Chairman shall approve the plan by 28^th of the month.

 

(c) HR Deptt along with MIS person shall circulate the incentive plan by 29^th of the month.

 

(d) Team leader to submit the incentive form of employees with HR/MIS for incentive approval and payment.

                       

Internet and Email Policy

 

 

Software Access Procedure

Software needed, in addition to the Microsoft Office suite of products, must be authorized by your supervisor and downloaded by the IT department. If you need access to software, not currently on the Company network, talk with your supervisor and consult with the IT department.

 

Internet Usage

Internet use, on Company time, is authorized to conduct Company business only.

Internet use brings the possibility of breaches to the security of confidential Company information. Internet use also creates the possibility of contamination to our system via viruses or spyware. Spyware allows unauthorized people, outside the Company, potential access to Company passwords and other confidential information. Removing such programs from the Company network requires IT staff to invest time and attention that is better devoted to progress. For this reason, and to assure the use of work time appropriately for work, we ask staff members to limit Internet use.

 

Additionally, under no circumstances may Company computers or other electronic equipment be used to obtain, view, or reach any pornographic, or otherwise immoral, unethical, or non-business-related Internet sites. Doing so can lead to disciplinary action up to and including termination of employment.

 

Email Usage at Company

Email is also to be used for Company business only. Company confidential information must not be shared outside of the Company, without authorization, at any time.

 

No employee is allowed to conduct personal business using the Company computer or email. Please keep this in mind, also, as you consider forwarding non-business emails to associates, family or friends. Non-business related emails waste company time and attention.

 

Emails That Discriminate

Any emails that discriminate against employees by virtue of any protected classification including race, gender, nationality, religion, and so forth, will be dealt with according to the harassment policy.

 

These emails are prohibited at the Company. Sending or forwarding non-business emails will result in disciplinary action that may lead to employment termination.

 

 

 

 

Company Owns Employee Email

Employees should be aware that the Company owns any communication sent via email or that is stored on company equipment. Management and other authorized staff have the right to access any material in your email or on your computer at any time. Please do not consider your electronic communication, storage or access to be private if it is created or stored at work.

 

- Add link 

• MD message 
• HR message
• Pre onb
• Post onb 
• important contact 
• How connect to email 
• Reporting
• performance 
• Account opening
• Leave
• Holiday
• daily reporting 

Impetech Group

 

STANDING OPERATING PROCEDURE ON ATTENDANCE

 

General:

 

1. Timely and regular attendance is the sacred and disciplined policy of the Company which is controlled by HR Deptt. To ensure adequate staffing, positive employee morale and to meet expected productivity standards throughout the organization, employees will be held accountable for adhering to their workplace schedule. In the event an employee is unable to meet this expectation, he/she must obtain approval from their supervisor in advance of any requested schedule changes. This approval includes requests to use appropriate accruals, as well as late arrivals to or early departures from work. Departments have discretion to evaluate extraordinary circumstances of a tardy, absence or failure to clock-in or clock-out and determine whether or not to count the incident as an occurrence.

 

Procedure

 

2. Attendance System:

 

(a)  Employees must punch their fingerprints at IN & OUT time.  Employees must punch their registered finger prints at the punching machine both at the time of first entry and the time of last exit for the day in order to record their attendance for the day.

 

(b)  Employees are expected to check in ‘HRMS’ – ‘Human Resource Management System’ their per day logged in hours and regularize the ‘no punching’ or ‘half day’ instances, if any, as mentioned in the below steps:-

 

(i)  A notification will be sent to those employees where there is no “Punching” record found for any day from the HR Deptt.

 

(ii)  In case, employee has availed either full/half day leave during this period, she/he has to immediately apply for said leave under leave management tab in Pay Book (Biometric based attendance monitoring System).  This in itself will be ‘Self-Regularization’. No separate regularization to be done in BBAMS.

 

(iii) For reasons other than leave, stated such as Training, Onsite, Offsite, No ID card, other, punching System Record Issue, employee to regularize by opting for one of the above reasons in Pay Book.

 

(iv) On receiving notifications, the concerned employee needs to mention one of the above reasons for no punching/less punching hours in the Pay Book.

 

(v) A notification will go to the Manager for his/her approval. Managers can approve/reject the reason and it will update the status in Pay Book immediately. Employee thus regularizes the deficit hours.

 

(vi) Each Month, the system will continue to request for regularization for all previous backlog that needs to be regularized. It is responsibility of an employee to make sure that regularization is applied for and is approved by managers in Pay Book before 12th of the each month.

 

General Rules and Regulations:

 

3. The rules that will be followed for the operation of the system are as follows: -

 

(a)  The Biometric based attendance monitoring System is maintained by the HR Deptt. If anybody is having any technical issues regarding BBAMS, HR Deptt may please be contacted accordingly.

 

(b) All staff should mark their arrival and departure time in BBAMS without any exemption.

 

(c) In case BBAMS is out of order / not working, all staff will be required to mark their arrival and departure in the Register kept at the Gate/Reception.

 

(d) Receptionist will scan the register and send it to HR Deptt by 1600 hrs on 15^th of each Month.

 

(d) In the morning, the time recorded between 09:00 hrs to 09:15 hrs would not be counted towards the shortfall as this time slot is given for marking attendance in biometric system. Thereafter it will be considered as late coming and it will be relaxed not more than twice in a Month keeping in view the transport problem or any other unforeseen eventuality subject to the condition. Thereafter it will be consider as half day for each late coming starting from 0915 hrs.

 

(e) Similarly, early departure up to one hour can be relaxed for not more than 02 days in a month; including late coming in that particular month subject to the condition else 3rd day will be considered as half day.

 

(f) Where an employee is required to go for an official meeting in another office, he has to come to office, punch and then move for business meeting.  Moving directly from home is not allowed.  When the business meeting outside office expected to close by the end of the day or near to the end of the day, there is no need to come to office for punching out.  He/she should mark his/her attendance by entering their base location code in attendance portal of that particular location.

 

(g) Any Employee availing half day CAL in the forenoon will make arrival entry in the BBAMS up to 1330 hrs (First Shift employee), 1530 hrs (Second Shift employee) and the official availing half day Casual Leave in the afternoon will make departure entry in the BBAMS at 1400 hrs (For first Shift) and 1530 hrs (For second shift) or after.

(h) Attendance reports would be available on BBAMS, concerned Employees shall get their attendance regularized in the following manner:-

 

(i) Every employee must apply for leave in Pay book before proceeding on a leave and take approval   for the same from his reporting head and it must be in Pay book only.

 

(ii) Employee needs to apply for C-off in Pay Book otherwise it will be considered as Leave without pay (LWP).

 

(iii) In case of sick leave, employee can apply for leave on the date of resuming the duty and take approval from his/her reporting head.

 

(iv) For employees those who are going on official tour shall apply for tour in Pay Book mentioning the date From Date and To Date.

 

*Regularization is defined as applying in Pay Book for the deficit hours specifying reasons and getting it approved by the manager or actually applying the relevant leave.

 

Working Conditions:

 

4. Working conditions at Esaplling pvt ltd will be as under: -

(a)  Employees should complete the 09 (Nine) working hours from a general shift i.e., 09:30 AM to 06:30 PM.  If required to work in another shift as per Pay Book system, employees should take the approval from their HODs and HR Deptt.

 

(b) If an employee wishes to, or is required to work late hours, or on holidays/weekends he needs to take prior permission from their HoDs.

 

 

Rashmi Mahajan

HR Manager