Realize the Promise of Technology

Preface
Welcome to Ingram Micro India. We are delighted to have you join our company and hope that
this is the beginning of a mutually satisfying relationship. To help you get started on your new
career with Ingram Micro, we have collected general descriptions of our employment policies,
operating practices, regulations, and benefits and have compiled them into a single document
called the Associate Handbook. (hereafter referred as the Handbook).

The Objective of the Handbook is:

To provide a clear understanding in respect of the terms and conditions of employment
To ensure the furtherance and protection of the mutual interest of the Company and the
Associates ; and
To establish and maintain effective machinery for the prompt and equitable settlement of
grievances.

Applicability: This Handbook is Applicable for all Associates in Ingram Micro India.

In the light of such objectives, Ingram Micro India or the and Associates confirm
that they subscribe to the belief that all parties are dependent on each other and possess a
common determination to work together for the benefit of each other. Both parties also affirm
the desire to create a relationship of mutual respect and confidence.

Notwithstanding the provisions of this Handbook , any existing benefits in cash or in kind
provided by the Company shall be applicable to all the Associates as long as such benefits do
not conflict with any legislation in force, In the event of any discrepancy between this handbook
and express terms, the appointment letter, thereafter, shall prevail. As we operate in
a dynamic environment, policies and benefit programs may be revised, suspended or eliminated
in response to business needs or changing legal requirements. You will be informed if there are
any policy changes or additions to this Handbook and, at that time, you will be given an
opportunity to obtain an updated copy. The terms and conditions of this Handbook may be
supplemented from time to time.
 An inside look
Corporate
Section

- Welcome to Ingram Micro

- Let us take a look at our history Human
- Code of Conduct
- Why are we so successful? Resources
- Inclusion & equal employment opportunity Section
- Harassment free workplace
- Grievance Redressal Policy
- Talent Acquisition
- Internal Job Posting
Associate - Associate Referral Process
Section - Onboarding Process
- Learning & Development
- Confirmation Process
- Performance Management Process
- Dress Code Policy - Pay for Performance
- Business Hours and Attendance - Performance Improvement Plan
- Work from Home - Expense Reimbursement Process
- Health & Welfare Benefits - Exit Process
- Leave Policy
- Leave Bank
- Relocation Assistance
- Salary Advances & Loans
- Mobile Allowance Policy
-Internet Connection Reimbursement
- Night Shift Allowance
- Local Conveyance Policy
- Domestic Travel Policy
- International Travel Policy
- Technical Training Certification
- Celebrating Better-half
- IM shares success of your children
- Little Homes - Daycare
- Employee Assistance Program
- Employee Resource Groups Ingram Micro India Associate Handbook
- Environmental Social Governance
Welcome aboard!

Here at Ingram Micro, our purpose is simple: helping the world realize the promise of technology. And
because we have access to 90% of the global population, with a reach that includes every continent but
Antarctica, we are an integral part of the technology and commerce ecosystems. Our overarching
goal is to provide a superior customer and partner experience every day in everything we do, while
building on our leadership position in every market we serve.

There are many ways to describe our organization. We are the largest technology distributor;
serving more customers worldwide than the combined country populations of Aruba, Monaco and
Bermuda. We are a global leader in logistics, commerce enablement and device lifecycle management,
providing services to companies ranging from some of the most recognized Fortune 500 giants to
the hottest up-and-coming brands. We occupy more than 11 million square feet of warehousing space
worldwide and proudly ship more than 1.5 billion units annually 4.1 million units a day and 47
items every second. We handle one of every three mobile devices in the U.S. through our IT asset
disposition services. As the most powerful cloud commerce engine, our cloud platform is used
by a third of the top telecommunications companies.

All these things make our organization great and help us provide a highly engaging and inclusive
workplace where we celebrate and live the Tenets of Our Success every day: Results, Integrity,
Imagination, Courage, Responsibility, and Talent. You will learn more about the key characteristics that
define our Tenets in this guide, including the secret to our success: our Talent (that means you!). You
were hired because of the confidence we have in your ability to contribute to our collective success. So,
whichever part of our businesses you support, you are now an important part of helping to ensure we
live by our vision of helping the world realize the promise of technology.

Once again, welcome to our team; with great company.

Alain Monie Paul Bay

(Executive Chairman) (Chief Executive Officer)
 $1B

1979 1986 1989 1991 1996

Micro D founded Ingram Industries Ingram Micro D becomes Name changed to IPO, public stock
acquires a majority the first IT distributor to listed on NYSE
interest in Micro D reach $1B in sales as

2012 2007 2004 2000 1997

Acquires mobility Launches Acquires Tech Launches Launches
leader BrightPoint Ingram Micro Pacific for $541MM Ingram Micro Ingram Micro
for $840MM Cloud Logistics Services Network

$50B

2016 2017 2018 2019 2021

Becomes Ingram Micro Cloud Achieves $50B Celebrates 40 years Becomes a
a member of Marketplace hits 2MM in sales, a first of people and member of
HNA Group active Cloud seats for the industry possibilities Platinum Equity
Acquisition of
Connector
Systems

2024 2022
And the journey Winner of
continues Country Cup 2022

Code Of Conduct
At Ingram Micro, we refer the Code of Conduct as the Associates
have a duty to immediately report any issues of legal or ethical non-compliance to
their leader, a Human Resources representative, the Ethics Hotline, and/or any
member of leadership.

Please click Code of Conduct to check the on the HR SharePoint site.

members of the board of directors, and we expect our customers, vendors and other
partners such as contractors to abide by these principles as well. Ingram Micro
associates are expected to follow the highest standards of legal and ethical conduct,
including compliance with all Ingram Micro policies and the laws and regulations of
the countries where Ingram Micro conducts business.
 Navneet Singh Bindra
Sr. VP, Chief Country Executive

Why are we so successful?

Our dedication to a shared set of principles unites and guides us to a better
decisions and behaviours, enabling us to focus on the success of our business
partners and associates.

TENETS
OF OUR
Delivering successful outcomes Creativity, agility and
and a superior experience for SUCCESS resourcefulness reinforce a
everyone, every time, and what competitive, entrepreneurial
matters for our business partners, spirit. There is no substitute
ourselves and our teams. for forward-looking actions
and the desire to achieve
more.

We exemplify the highest ethical

standards, led by honesty,
fairness and dignity in every
Our people and their diverse action we take, everywhere,
talents define us. We are every time, with everyone. Embracing change and making
committed to learning, difficult decisions delivers
collaboration, transparency and better results to our
innovation. Attracting, inspiring, customers, suppliers and
retaining and celebrating our fellow associates. We are not
best individuals is the afraid of experimenting or
foundation of our success. doing what we know is right.

We say what we do and we do what we

say. We are responsible for our individual
and team actions, meeting our customer
and financial commitments, and
recognizing our social, community and
environmental responsibilities.
 An Equal Opportunity Employer

Together at Ingram Micro, Uniquely Us

Our people and our diverse talents define our organization. Our unique perspectives generate
innovative ideas; our lived differences help us find new futures; and our varied strengths and
weaknesses enable our growth. Our DE&I call to action, Together at Ingram Micro, asks us to celebrate
uniqueness, because when we combine different thoughts, approaches, ideas and outlooks, we are
much stronger.

The company will accord equal employment opportunities to qualified individuals in all personnel
practices, including, but not limited to, recruitment, selection, promotion, training, compensation,
benefits, transfer, social and recreational programs, and termination. Our policies and practices
prohibit unlawful discrimination based upon race, colour, ethnicity, religion, creed, sex (including
pregnancy, childbirth or related medical conditions), national origin, immigration status, ancestry, age,
marital status, protected veteran status, military service, disability, medical condition, genetic
information, sexual orientation, gender identity, gender expression or any other basis prohibited under
federal, state or local laws.

On that note, our talent acquisition professionals accurately reflect our open and proactive acceptance
of diverse workforce including LGBTQ applicants and specially abled talent against the relevant
opportunities within the organization.

If any associate believes that our policies prohibiting discrimination, harassment or retaliation have
been violated, he or she is expected to immediately report such incidents to Human Resources or
through the Ingram Micro Hotline 877-INGRAM2 (877-464-7262) so that an investigation may be
conducted. The company will investigate and take appropriate action in response to such complaints.

Please visit our Together at Ingram Micro Connect site for more information and access to resources on
this important initiative that will help ensure we all have the opportunity to thrive in our workplace.
 Harassment free workplace

Ingram Micro treats all its associates with respect and dignity and expect everyone to promote a sense
of personal responsibility. We do not tolerate harassment towards anyone regardless of title,
employment category or professional business relationship.

All leaders are responsible for creating an atmosphere free of discrimination and harassment and we
expect all associates and non-associates, at all levels to respect one another.

In case of any harassment, it is important to report such incident immediately to the right people.
You can highlight and discuss with your supervisor
You can also reach out to your Business HR

Besides that, any associate who experiences or witnesses harassment,

whether on or off-site, must immediately report the incident to a
supervisor or to your Human Resources representative so that the
incident can be documented, investigated and corrective measures can be
taken as soon as possible.

Retaliation against any associate who reports harassment or participates

in a harassment investigation in good faith is strictly prohibited.

By respecting and valuing one another, we can avoid unnecessary conflict

and help build a productive, healthy and respectful working environment.

For detailed information on the Prevention of Sexual Harassment at

Workplace, please refer our policy and for any such nature of harassment,
you may reach out to the POSH ICC at posh@[Link]

Internal Complaint Committee

Sr. No Name Title
1. Sonia Kulkarni Chairperson
2. Dhritiman Chakraborty Dy. Chairperson
3. Keshika Sengupta Dy. Chairperson
4. Alpana Sawant External Member
5. Veena Parameswaraiah Member
6. Vijaya Bhaskar Member
7. Vijay Sharma Member
8. Suravita Ganguly Member
9. Aruna Balakumar Member
 Grievance Redressal Policy

Purpose

This Redressal (Referred to as aims to create an internal governance

framework for Ingram Micro India Private Limited (Referred to as and defines
associate actions and the resultant redressal approach to address such instances. It is designed to achieve
fair and consistent methods for dealing with disciplinary and other matters (including conduct, capability
and attendance), thereby contributing to sound relationships between Ingram Micro and its associates.
Roles and Responsibilities

Expectations:
1. All the associates shall update themselves with the procedures set out in this policy and to carry out
your employment in accordance with the Policy / Process applicable to your role.
2. All the associates shall comply with the Associate Handbook, Code of Conduct Policy and policies of
the Company and shall not engage in any act/omission resulting into an infraction at all times.
3. To maintain effective and professional work relationships with colleagues / fellow staff and treat all
with dignity and respect.
4. To behave appropriately and in line with all the rules, policies and procedures with
Associates/ /team, consultants, contractors, customers, visitors to the Company and at all times,
understanding the impact of your behavior on others.
5. The associates shall co-operate with their reporting manager, Human Resources and the
Disciplinary Action Committee and participate in the disciplinary proceedings as and when
required for the resolution of the infractions alleged against him/her.

Responsibility:
1. Manage & reinforce clear standards of conduct and to set an example to their teams through their
own conduct and behavior.
2. The reporting manager shall endeavor to resolve the issues of potential infractions initially through
informal discussion with the associate.
3. The reporting manager shall act promptly upon receipt of a complaint against any associate and
where necessary, shall ascertain the veracity of the complaint and its background.
4. The reporting manager, in consultation with the HR, will be responsible to issue the necessary
communication to the associate, upon finalization of the decision of the DAC and will, along with the
HR, be responsible for ensuring that the decision is fully implemented.
5. The reporting manager shall monitor the improvement, or lack thereof, in applying the
prescribed corrective action.
Others:
1. The complainant of the infraction will not be penalized in any manner and no retaliatory action will
be taken against anyone for reporting or inquiring in good faith about potential infractions or for
seeking guidance on how to handle suspected infractions. However, the Company reserves the right
to take appropriate action against the complainant in case of frivolous and false complaints.
2. HR will be responsible to ensure facilitation of the disciplinary proceedings and will assist in the
implementation of the disciplinary action recommended by the DAC.
 Grievance Redressal Policy

Primary Areas for Disciplinary Action

Disciplinary action may be required where it is alleged that there is some fault or blame on the part of the
employee concerned; this may include, but will not be limited to, indulging in verbal abuse, persistent
poor timekeeping, insubordination, disruptive behaviour or any other act which Ingram Micro considers to
be a breach of the standards of discipline/ behaviour required or any other policy as part of the Code of
Conduct and employee handbook.
Composition & Quorum of Disciplinary Action Committee:

DAC shall be constituted by the company. However, if a complaint is lodged with the DC against one of its
members or their functions, such member against whom the complaint has been registered will not be
part of the committee. In such cases the management shall identify another member as a replacement.

Investigation:

At every instance of disciplinary misconduct, the procedure stated below has to be followed. When
informed of a case of disciplinary misconduct, the disciplinary proceedings shall be initiated by the
disciplinary committee or an ad-hoc disciplinary committee.
An independent investigating officer (or an authorised person having no interest in the matter), shall be
appointed/authorised by the DC. Officer or the person will, where appropriate, investigate the facts
and collate all the evidence as soon as reasonably practicable.
Where possible those individuals interviewed will be assured of anonymity and discretion at all stages of
the investigation. Further, all the individuals involved in the disciplinary process are required to
ensure that confidentiality is maintained throughout the disciplinary action process.

Disciplinary Inquiry:
Once it has been determined basis a preliminary inquiry that the alleged act committed by an employee
necessitates a disciplinary inquiry, the investigating officer shall notify the concerned employee that a
disciplinary inquiry is to be conducted in order to enquire into the alleged misconduct.

No disciplinary action shall be taken for an act of misconduct unless it is preceded by a disciplinary inquiry
and disciplinary proceedings in accordance with the DC.

Procedure:
Any associate can raise a complaint on ihearu@[Link], which would be taken up by DC.

Refer:

Annexure 1 Procedure

Annexure 2 Disciplinary Actions Committee (Members)

Grievance Redressal Policy

Annexure 1 - Procedure

Annexure 2 Disciplinary Actions Committee (Members)

Sr. No Name Designation

1 Navneet Singh Bindra Sr. VP, Chief Country Executive

2 Sonia Kulkarni Executive Director HR

3 Nagendra Pal Goel Executive Director Sr. Legal Counsel

 - Dress Code Policy
- Business Hours and Attendance
- Work from Home
- Health & Welfare Benefits

ASSOCIATE - Leave Policy

- Leave Bank
SECTION - Relocation Assistance
- Salary Advances & Loans
- Mobile Allowance Policy
-Internet Connection Reimbursement
- Night Shift Allowance
- Local Conveyance Policy
- Domestic Travel Policy
- International Travel Policy
- Technical Training Certification
- Celebrating Better-half
- IM shares success of your children
- Creche Facility Benefit
- Employee Assistance Program
- Environmental Social Governance

Ingram Micro India Associate Handbook

Dress Code Policy

When you have a company as large and diverse as ours, a one-size-fits-all approach to a dress code
simply work.

We trust you to use good judgment to maintain a neat, clean, and professional image always. Any
clothing, accessories or (visible) tattoos displaying offensive images or language, or excessively
revealing clothing are not appropriate at work.

The subconscious human mind picks up the footwear as the first thing while looking at a person .
We want you to get all the positive attention which you deserve, and a good formal shoe helps
achieve just that.

If you work in an office, business casual or business professional dress is appropriate. Dress for your
day, and respect those you or your co-workers may be meeting with.

We comply with all laws related to dress and grooming, including nondiscrimination laws based on
your race, ethnicity, disability, gender identity, and religion, including, but not limited to, the use of
certain attire or facial grooming.

At the workplace we expect you to be Professionally dressed

 Business Hours and Attendance

The working hours for our associates are determined by balancing

customer & stakeholder needs for efficient business management.

Work Schedules Office & Remote

The Regular office timings are from 9:00 am to 6:00 pm
Monday to Friday for office associates and from 9:00 am to
5:00 pm Monday to Saturday for Warehouse associates and
this includes 1-hour staggered break.
Punch In
Ingram Micro is committed to supporting the associates in
balancing the demands of work with personal life. The flexi-
timings policy is aimed at meeting both the Organizations and
the individual's needs. Associates may choose a fixed time
between 8.00 am to 10.00 am and complete the stipulated
hours of work including a maximum of 60 minutes of Break.

All associates are normally required to be present at work during the core hours of
10:00 a.m. to 5:00 p.m., however, schedules may vary based on the requirements of
individual department and business needs.
While operating remotely or working from home mandatory to be available at
the regular office time schedule. Also make sure the breaks are planned as usual
hours of work maximum of 60 minutes. Do set up specific, quite home space with
sufficient internet bandwidth for uninterrupted work.

Attendance Management
Attendance for salary processing is calculated from 16th of the previous month to
the 15th of the current month and any leaves/ LOP after 15th of the current
month is adjusted with the next month.
At all major office & warehouse locations, the attendance is captured through the
swipe/biometric system only. At locations, where there is no access system, the
attendance needs to be applied everyday manually through One Click portal using
manual Attendance tab.
Field associates & other support functions going for out-door duty on business
purpose, needs to update their attendance under the out-door duty option on
one click portal.
Excessive or unscheduled absences without any valid reason will result in loss of
pay, other disciplinary action, up to and including termination.
 Work From Home

The guidelines are applicable to all associates & trainees of Ingram Micro India who have received a
formal communication from HR, where home is the primary work location.

Associates who are provided with the option of WFH must understand that business needs
continue to be their priority and performance expectations that are already set will remain the
same
WFH should not hamper the ability to effectively deliver their responsibilities,
meeting organizational goals and project interest
Organize a dedicate workplace at home which is free from distractions and should meet all
ergonomic guidelines with a clear background.
We trust you to use good judgment to maintain a neat, clean, and professional image always
while working from home.
Access to stable and consistent Wi-Fi.
Available online during office hours unless otherwise notified to your manager.
Video camera needs to be on during Team calls, unless discussed with the manager prior to the
call.
Appropriate child / dependent care arrangements must be made for any remote working days.

Work from Home (Permanent):

Associates who are advised to work from home shall continue to provide the services from home,
unless otherwise notified by the Company and should be available to reach office for
work, whenever notified

Work from Home (Hybrid):

For SSC associates who are working on hybrid model, need to be available on the scheduled days
at office as per the attendance roster.
 Health & Welfare

Group Medical Policy and OPD policy is extended to you along

with 3 immediate family members (Spouse + 2 Children). Our
group medical Coverage plan also covers associates with their
same sex partners.

It is an responsibility to mandatorily enroll

spouse/newborn within 30 days from the incident date. No
claims will be entertained if enrolment is not done within
specified timelines. Click here Benefit Manual to know more.

Group Personal
Group Medical Coverage Group Term Life
Job Level Accident
(GMC) (GTL)
(GPA)
A1 - A4 30,00,000 INR OR
L1 - L6 5,00,000 INR 25,00,000 INR 2 times of CTC
M1 - M4 (Whichever is higher)

Insurance Partners:
Group Medical Policy: Aditya Birla Insurance Company Limited.
Group Personal Accident Policy: HDFC Ergo GIC Ltd.
Group Term Life Policy: HDFC Life Insurance Company Ltd.
Third Party Administrator: Paramount TPA

Voluntary Parent Policy: Your parents are your responsibility, Insure Them Now!
An opportunity to cover your parents for health insurance instantly and without any medical tests or
waiting periods on voluntary basis. In case you would like to opt for the benefit, please enrol your
dependents within 30 days from your date of joining.

Coverage Permitted: 4 (Parents and Parents-in-Law)

Sum Insured Premium rates

(INR) (including GST per parent basis)

INR 200,000
As per insurance company
INR 300,000 guidelines, the premium will be
mentioned during enrollment.
INR 500,000

Claim Related Support Touchpoint: +91 88284 05224

Toll Free Number: 022 66131199
SPOC Contact Details: Pradeep Kharat 8652035592; [Link]@[Link]
 Leave policy

REST

REFOCUS RECHARGE
10 Days 18 Days 10 Days
National Holidays Privileged Leaves Casual Leaves

6 Months 1 Day 5 Days 10 Days

Maternity Leaves Birthday Leave Paternity Leave Sick Leaves

All leave entitlements coincide with and are determined for the Year i.e. January to December
A prior intimation of 15 days is required while seeking leave approval for more than 5 days of privilege
leaves
The leave balance will be consolidated yearly and can be carried forward, up to a max. of 45 days, to the
next Calendar Year and encashed to a max. of 45 days at the time of separation. All leave in excess of 45
days at the end of the Calendar Year will lapse
Casual and Sick Leave cannot be carry forwarded nor encashed
Neither of the leaves be it PL, CL, SL can be clubbed with any other leave
Any unapproved leave will be treated as from . The management reserves the right to take
appropriate course of action, including but not just restricted to loss of pay
Sick leave is provided to enable an associate to take a leave when incapacitated by physical illness, injury
etc. or receive medical treatment. More than 2 days of Sick leave would require a medical certificate to be
provided to the reporting manager and Business HR
Casual leave is provided to enable an associate to attend to some urgent or unforeseen contingencies. Only
1 casual leave can be availed at a time
In case of separation, excess availed CL against the pro rated eligibility, will be adjusted against the PL if
available else will be recovered from the payables
An associate is eligible to avail a leave on his/her Birthday. This cannot be carried forward or utilized on any
other day
Maternity Leave will be granted as per the prevailing Govt. Policy, under the Maternity Benefit Act
Paternity Leave is offered to all new fathers, which can be availed immediately, followed by the good news.
The new fathers are given a flexibility to work from home for max. of 30 days (to be availed within 2
months of delivery) with prior approval from their reporting manager.
During Probation period, leaves can be availed during exigencies with manager's approval. If performance is
found to be unsatisfactory, any leave if availed during probation, will be recovered during F&F settlement.
 Leave Bank

Ingram Micro takes responsibility to support its associates during their difficult times.

In case of medical exigencies for an associate, wherein he/she has exhausted all available leave
balance, the HR team will assess the case and initiate the leave donation process
HR team would reach out to the department associates for donating their leaves
All associates have an opportunity to donate their leaves, to support other associates
The leave donation is voluntary with no limitation to donate
The decision to provide the benefit is on sole discretion of HR.
 Relocation

Associates will be eligible to avail the relocation assistance only if it is Company Initiated Transfer.
In case an associate voluntarily applies for a transfer or a new joiner then the outlined assistance
will not be applicable. The approvals are be sought prior availing any relocation assistance.

The table below outlines the assistance provided to an associate who relocates.

Relocation Assistance Limit defined Approval Authority

Maximum 3 days along with max. 3 dependents

Scouting Trip Reporting Manager
(spouse/2 children/ parents)

Travel Reimbursement As per eligibility defined in the Domestic Travel Policy Reporting Manager

In case required by an associate, 7 days of stay

Functional Head &
arrangement will be provided by the organization and
Interim Accommodation Business HR for
can be extended to another 7 days with Functional
extension in stay
approval

Movement of Household The same will be reimbursed on actuals to a Reporting Manager &
Goods maximum limit of Rs.50000/- Business HR

Max. 5 days of paid leaves will be credited which

Reporting Manager &
Resettlement Leave needs to be availed immediate to reporting at the
Business HR
new work location

On gross salary to take care of incidental Reporting Manager &

Resettlement Allowance
expenses on relocation Business HR
Salary Advances & Loans

The guidelines are mentioned to grant of personal loan & advances

for assisting associates in emergency situation.

Salary Advance:
The maximum amount payable shall be restricted to 50% of one gross salary
Deduction shall be made from the corresponding month's salary
Associates can avail salary advance maximum three times in a calendar year

Personal Loan:
The maximum amount which can be sanctioned will be 2 month's Gross Salary (FAC), but limited
to 25,000 which will be recovered in maximum 10 equal instalments. In case the associates
resigns, the same shall be recovered from the Full and Final Settlement.
Request for advance/loan shall be routed through the reporting manager and approved by your
department manager at Grade M2 & above and submitted to the HR for processing.
Associates are requested to fill in the Loan Requisition Form including obtaining the approval of
the guarantor and submit to HR for processing. Please note that the guarantor cannot be the
approver for the loan.
Loan can be availed only in case of Medical Exigencies & Education Loan (subject to approval)
Associates shall not be granted advance/loan if in case there is already a loan/advance in
operation & the recovery is not completed. i.e.; At one time there shall be only one loan
outstanding.

Mobile Phone Allowance

A fixed mobile allowance is provided to all our associates (excluding Directors & above) to cover
expenses for both voice and data charges incurred for official use
The allowance will be paid on monthly basis as per the eligibility defined in the table below
The benefit will be auto activated for all associates

Grades Eligible Monthly Allowance INR

Sales l Product Management l Presales All other departments
A1 to A4 & L1 to L3 750 500
L4, M1 & M2 1000 750
L5, L6, M3 & M4 1200 1200
Directors & Above On Actuals On Actuals
 Local Conveyance Policy

This is a reimbursement guideline to help associates claim the cost incurred on local conveyance
for business purpose as per actuals to an extent of the limits defined as per grade/location. This
does not include the conveyance cost for travelling from home to office and vice versa
The local conveyance reimbursement needs to be claimed on a monthly basis and the expense
claims duly approved by the reporting manager needs to be submitted for clearance on or before
10th day of the month
Mode of Travel : Bus / Local Train / Auto / Taxi/ Own Vehicle
If the Associate uses his/her own vehicle, then eligibility will be Rs.10 per kilometer and Rs.8 per
kilometer for 2-Wheeler

Grade and City Categorization wise Eligibility Table

Metro Non-Metro
Levels
INR INR

A1 - A4 & L1 - L2 7,500 4,000

L3 - L4 & M1 - M2 9,500 6,000

L5 - L6 & M3 - M4 9,500 6,000

Directors & Above On Actuals

Metro Cities : Hyderabad, Delhi, Ahmedabad, Bengaluru, Mumbai, Pune, Chennai, Kolkata
Non-Metro Cities: All other cities in India
Salary Advances & Loans

The guidelines are mentioned to grant of personal loan & advances

for assisting associates in emergency situation.

Salary Advance:
The maximum amount payable shall be restricted to 50% of one gross salary
Deduction shall be made from the corresponding month's salary
Associates can avail salary advance maximum three times in a calendar year

Personal Loan:
The maximum amount which can be sanctioned will be 2 month's Gross Salary (FAC), but limited
to 25,000 which will be recovered in maximum 10 equal instalments. In case the associates
resigns, the same shall be recovered from the Full and Final Settlement.
Request for advance/loan shall be routed through the reporting manager and approved by your
department manager at Grade M2 & above and submitted to the HR for processing.
Associates are requested to fill in the Loan Requisition Form including obtaining the approval of
the guarantor and submit to HR for processing. Please note that the guarantor cannot be the
approver for the loan.
Associates shall not be granted advance/loan if in case there is already a loan/advance in
operation and the recovery are not completed. i.e.; At one time there shall be only one loan
outstanding.

Mobile Phone Allowance

A fixed mobile allowance is provided to all our associates (excluding Directors & above) to cover
expenses for both voice and data charges incurred for official use
The allowance will be paid on monthly basis as per the eligibility defined in the table below
The benefit will be auto activated for all associates

Grades Eligible Monthly Allowance INR

Sales l Product Management l Presales All other departments
A1 to A4 & L1 to L3 750 500
L4, M1 & M2 1000 750
L5, L6, M3 & M4 1200 1200
Directors & Above On Actuals On Actuals
 Internet Connection Reimbursement

All those associates who need to work from home after attending office to support business, may
avail this benefit post approval from their department and functional heads.

The internet charges will be reimbursed to a maximum limit of INR 500 on a monthly basis on
submission of bills

Any initial one-time connection charge/s for the internet connection will be reimbursed subject to
actuals with an upper limit of INR 1500.

Night Shift Allowance

This benefit is extended to associates who are specifically hired to work in late evening shifts or
night shifts to support business objectives as approved by the business head and HR.

In such scenario, the associates are required to follow the work roaster as scheduled and planned
by their supervisors. The particular shift timing might also demand working from home late night
and accommodate different time zones for which this benefit would be approved by the HOD.

The night shift allowance eligibility per day is limited to INR 600 and is credited to associate along
with the monthly salary.
 Local Conveyance Policy

This is a reimbursement guideline to help associates claim the cost incurred on local conveyance
for business purpose as per actuals to an extent of the limits defined as per grade/location. This
does not include the conveyance cost for travelling from home to office and vice versa
The local conveyance reimbursement needs to be claimed on a monthly basis and the expense
claims duly approved by the reporting manager needs to be submitted for clearance on or before
10th day of the month
Mode of Travel : Bus / Local Train / Auto / Taxi/ Own Vehicle
If the Associate uses his/her own vehicle, then eligibility will be Rs.10 per kilometer and Rs.8 per
kilometer for 2-Wheeler

Grade and City Categorization wise Eligibility Table

Metro Non-Metro
Levels
INR INR

A1 - A4 & L1 - L2 7,500 4,000

L3 - L4 & M1 - M2 9,500 6,000

L5 - L6 & M3 - M4 9,500 6,000

Directors & Above On Actuals

Metro Cities : Hyderabad, Delhi, Ahmedabad, Bengaluru, Mumbai, Pune, Chennai, Kolkata
Non-Metro Cities: All other cities in India
 Domestic Travel Policy

Business travel for the Company should be undertaken in the most cost-efficient manner and in
compliance with the mentioned guidelines. Associates are responsible for evaluating every trip to
ensure the expense is justified and approved in accordance with the authorization/authorities.

Virtual alternatives to travel, such as conference calls, web conferencing, Telepresence and other
collaboration technologies should be considered in lieu of travel wherever possible. Approving
managers should ensure that these options are considered and exercised before approving a request
for travel and ensure compliance with the provisions of this policy before approving travel or any
claims related to travel expenses.

Travel Approval:
Prior to any travel, the Associate has to detail his/her travel in the STAR form (Summarized Travel
Authorization Request) & get the same approved by the reporting manager
All travel request has to be approved by the reporting manager
In case of any exception, the same needs to be approved by the Functional head after verification.

Mode of Travel:
Mode of Domestic Travel Bus/Train/ Car on Rent /Air
Class of Travel III AC/ II AC/ Chair Car/ Air Eco
Mode of Local Conveyance Bus/Local Train/Auto/Taxi/Own Vehicle

Note on Availing Air Travel

Air travel is permissible in case travel time in bus/train/personal vehicle exceeds 6 hrs. The booking is
done by the travel desk centrally.
All air travel request should be made at least 14 days in advance

Note on Traveling by Other Modes

Travel by train needs to be booked by the associate
Car on rent travel mode is applicable only where there is a cost/time advantage and night stay is
not required
Associate should hire the car himself/herself and make the payment by self
To & fro travel in a day by car on rent should not exceed 400 Kms, considering that majority of the
work time is not spent on travel alone
All Associates will have the flexibility to use their own personal vehicles for any travel that is less
than or equal to 6 hrs. by road. Fuel charges to be paid as per Kms on Actuals supporting bills to be
submitted while using personal vehicle. Toll Charges and Parking charges also to be reimbursed as
per actuals, bills to be submitted
If personal vehicle (4 wheeler/2wheeler) is being used for business trip, the reimbursement will be
based on a per KM amount as per the eligibility amount per km defined in the local conveyance
guideline. The use of a personal vehicle by an Associate for business travel is at his or her own risk.
 Domestic Travel Guidelines (Cont.)
Boarding & Lodging:
Associate needs to book their own accommodation from the list of hotels where the organization
is having a corporate tie-up and claim reimbursement as per limits defined in the table below
If Company tie-up hotel reservations are not available, associates can choose to stay in a hotel of
his or her choice and will only be permitted to claim reimbursement up to the daily room rate for
the respective city
Food expenses & local conveyance for self only will be reimbursed as per eligibility limits defined
Associates can claim entertainment expenses inclusive of amount spent on drinks for the purpose
of entertaining clients/vendors/partners
Whenever an entertainment expense is to be incurred, it is suggested that the most senior
member in the group should sign off the expense & get the same approved by the Functional head
It will be the responsibility of the associate to cancel hotel reservations, when such need arises
and notify the same to the designated SPOCS wherever applicable. Any penalties or fines due to
late cancellations shall be borne by the concerned associate only and shall not be reimbursed.
PER DAY ELIGIBILITY AND REIMBURSEMENT LIMITS
LODGING & BOARDING LOCAL
FOOD EXPENSES
EXPENSES CONVEYANCE
GRADE Metro Non-Metro Metro/Non-Metro Metro/Non-Metro
A1 - A4 & L1 - L2 4000 3000 800 Actuals
L3 - L4 & M1 - M2 5000 4500 800 Actuals
L5 L6 & M3 - M4 6000 5500 800 Actuals
Directors On Actuals

The aim of this Policy is to ensure that associates are reimbursed for company approved expenses
made for the safe and comfortable travel and for the benefit of the business. Associates should be
aware that not all expenses incurred during a business trip are reimbursable. Some items are
considered as expenses of a personal nature and therefore are non-reimbursable including but not
limited to:
Insurance Premium for use of personal car and personal luggage;
Personal entertainment and services, such as movies, newspaper, magazines, spa, barber
and shoe shine, etc.;
Expenses for health club activities;
Loss or theft of personal effects;
Sightseeing or personal side trips;
Any other expenses not incurred during travel under consideration;
Any other expense not listed as under this policy.
Any liquor expenses incurred for official purpose must have prior approval from CCE.

Travelling Sponsored by vendors/ partners:

Where the cost of travel is being reimbursed by an external third party, the travel booking may be
done in the class of travel permitted by the relevant third party, all such request would not be
actioned by Ingram Micro staff.

Metro Cities : Hyderabad, Delhi, Ahmedabad, Bengaluru, Mumbai, Pune, Chennai, Kolkata
Non-Metro Cities: All other cities in India
 International Travel Policy

Any associate required to undertake international travel for official purpose needs to take prior
approval from their respective BU Head and all appropriate approvers prior to raising any formal
request for ticketing / visas / travel advance / foreign exchange / land transport arrangements /
hotel accommodation / insurance.
Once all relevant approvals have been obtained, associate shall connect with the Ingram Micro
India travel desk for raising requests for visa / air ticket / foreign exchange / insurance or any other
facilitation / support regarding the official international travel
Associates are required to solicit prior affirmation regarding the onus & cost of arrangement of
hotel accommodation, land transport at the destination of visit. If the same is organized & settled
by the host entity, the same can be duly informed to the travel desk.
All accounts & advances pertaining to travel expense settlement must be settled within 15 days of
the Associate reaching his/her location of posting.
Associates shall not make any change in the approved travel route. Change in route shall be
permitted by the management only with specific prior approval and in such case any additional
expenses incurred shall be borne by the associate
Associates shall make necessary arrangements for obtaining passports within specific period
All associates shall travel on economy class. Directors & Executive Directors are eligible for travel
by premium economy class with in-flight travel time of 7 hours or more for any single flight leg.
Ingram Micro vice presidents and above and all country chief executives may book business class
air for travel with in-flight travel time of 5.5 hours or more for any single flight leg.
Business trips are not to be combined with private trips unless the private trip is an extension of
the business trip where the usual leave application procedure shall apply
Conveyance will be paid on actuals. Bills are to be attached wherever possible.
Travelers have to take international packs from any of the local telcos and charges for roaming and
international calls and data are reimbursable up to 5000/- max only
Expenses incurred on personal telephone calls, liquor, smoke, sight-seeing trips or any other
personal expenses are not reimbursable.
Associates shall ensure that they are covered under the foreign travel medical insurance prior to
departure. Company will arrange for the same.
 Technical Certification Policy

The purpose of this policy is to provide associates with technical skill development opportunities that
increase their skills and enhance their contributions to the organization. Performance is vital to the
success of our organization and providing professional development to our employees is an
investment in their careers and the organization's future.

Associates must fill the Application Form and request approval from their line manager and BU Head
and the same shall be shared with BUHR. Based on the approval, the cost of certification may be
partially or fully reimbursed by the organization.

The associate will have to accept the below prepayment terms:

Ingram Micro expects you to continue in employment for a minimum of 1 year after the completion
of the course/workshop/training/certification. Should you not do so, the following repayment terms
will come into effect:

i. 100% of the cost will be repayable if you leave within 6 months of the completion of the course.
ii. 50% of the cost will be repayable if you leave between 6 months to 1 year of the completion of
the course.

If the associate fails to follow the above terms, then Ingram Micro has the rights to deduct the
outstanding amounts under this agreement from salary or other payments due on termination of
employment, or non completion /nonattendance of the course /workshop/training/certification.
 Celebrating Better-half

We celebrate the happiness and joy of

new beginnings for our Associates. A
wedding gift may be presented to an
Associate on the occasion of his/her
own marriage by Ingram Micro. The
benefit is extended to all associates
who get married for the first time
during the course of employment with
Ingram Micro.

An associate needs to share a copy of

the wedding card with HR within 30
days from the date of marriage

The wedding gift will be processed by HR dept. If the marriage is between two Ingram Micro
Associates, then both will be eligible to receive this gift.
As you celebrate this moment of joy, please do not forget to enroll your spouse under the 'Health
Insurance Policy' within 30 days of registered date of marriage for availing the medical benefit.

IM shares success of your children

Ingram Micro believes we all are a part of a larger

family and would like to share the success of our
kid(s). A small token of appreciation will
be sent to the child of the associate who secures
90%+ in SSC(10th) and HSC(12th) examination. The
associate will have to share the marksheet with the
HR SPOC within 30 days from the announcement
of results. It will be a sheer delight for Ingram
Micro to be a part of the success of the child.
 LITTLE HOMES
Day Care facility for your little ones

For parents, taking care of the baby is a full-time job and Ingram Micro takes a step in helping its
employees to manage their lives better. We have tied-ups with Daycare facilities for our women
associates, extending a helping hand to take care of their child.

The cost of the Daycare facility would be borne by Ingram Micro & the facility is extended to
children of age group of 6 months to 6 years of all women employees.

Any additional services if availed at the facility, will be borne by the associate.

For enrolling the child for this facility, mandate for the associates to share the required details in
the enclosed form (Daycare Enrollment Form) to HRBP. Incase you opt out of the facility, then the
HRBP needs to be informed through email intimation.

In addition to the above women associates can also use the services of any other day care facility of
their choice & reimburse the expenses up to the mentioned reimbursement limit.
For Metro : 6500 INR and Non-Metro : 4500 INR
 Employee Assistance Program

our lives, so busy with other things that we ignore our mental
health. absolutely fine to feel depressed and even cry. Whenever that happens,
talk to someone close to you. I also do that. Sania Mirza

"People talk about physical fitness, but mental

Deepika Padukone

"I have anxiety and I'm treating my anxiety. I'm on medication for my
anxiety. Why am I saying this? Because it's a completely normal thing.
It's a Biological problem Anushka Sharma

Karan Johar

Given the growing complexities of our world today, Ingram Micro believes taking care of our own
health and wellbeing is more important than ever.

IM Cares! We are here for you anytime with our Employee Assistance Program (EAP). It is a 24-hour
free & confidential counselling service designed to provide technology-enabled solutions to support
mental, physical, social and financial wellbeing.

This wellbeing platform is extended to you and your immediate family members (including your
partners) and seek benefits of mental health counselling for them.

Below is the information you need to know about how to use our EAP.
You may voluntarily Sign-Up on [Link] OR
Log in with below credentials to start helping yourself.
Username: IngramMicroIN
Password: ingrammicro

You may reach out to Lifeworks easily through this additional toll-free number 000-800-100-4150.
EMPLOYEE RESOURCE GROUPS

At Ingram Micro, we aim to foster inclusivity in the workplace by creating a space for employees
with Employee Resource Groups who share a common interest or affinity to support one another
and raise awareness. The purpose of these groups is to provide camaraderie and support to diverse
team members and to foster more inclusive work environments.

To Enroll in any of the Employee Resources Groups, click on links given below:

Shero - Registration Link

Auesome - Registration Link
Magic - Registration Link
Youngistan - Registration Link
 ESG -

Environmental Social Governance

Change starts with us. Ingram Micro is a values-driven organization and our commitment to ESG
performance is a statement about who we are and our desire to make a difference each day through
the way we do business.

All associates are encouraged to participate in community projects and social work. Ingram Micro
sees that our associates can and will make a positive contribution to society by donating their
time and skills
Associates will be allowed to take two (2) days per calendar year as paid time off (PTO) for an
approved CSR activity with prior approval from HR & Line manager. These 2 days are non-
transferable.
Time spent on office-wide charitable events should not be included in the two days PTO
The CSR leaves if availed cannot be clubbed with weekends or any holiday
The leave should be regularized and recorded on One Click portal.
- Talent Acquisition
- Internal Job Posting
- Associate Referral Process
- Onboarding Process
- Learning & Development
HUMAN
- Confirmation Process RESOURCES
- Performance Management Process
- Pay for Performance SECTION
- Performance Improvement Plan
- Expense Reimbursement Process
- Exit Process

Chris Alphonso
Pooja Sharma HR Business Partner Lakshmi Vellore
HR Business Partner HR Business Partner

Suravita Ganguly Irfan Baig

HR Business Partner TA Partner

Your
HR
Team

Ingram Micro India Associate Handbook

 Talent Acquisition

The hiring process commences when the requisition

is raised on Jobvite for the below.

Replacement for vacancy created due to

voluntary/ involuntary termination in the team
Back-fill for an internal transfer
Budgeted position during the year

Requisition
Hiring Manager raises Requisition on Workday Recruiting tagging the TA Partner
Requisition to be approved by HOD/HR Head

Sourcing
Post Requisition approval, Job intake meeting is done by TA Partner
Candidates from internal & external sources are screened & submitted to Hiring Manager

Interview
Qualified candidates go through minimum 2 levels of interviews with hiring managers
Final shortlist goes through negotiation, document validation & compensation approval is obtained
from Business & HR

Offer
HR releases offer letter and receives the acknowledgement
Offered candidate shares the resignation copy from his/her current organization within 2 working
days on the receipt of offer

Pre-Onboarding
Post offer, HR and the hiring manager jointly engages the prospective joiners (talents) to make sure
they are onboarded with ease and warmth
Pre-Onboarding formalities are initiated on Workday by HR
Email ID, IT asset and Admin formalities are initiated 10 days prior joining
 Internal Job Posting

a platform for growth opportunities!

Explore endless opportunities to advance your career with Ingram Micro

The hiring decision is based on how well the applicant meets the role requirements, however, the
hiring manager (and other people involved in the decision) will keep in mind the company policy
of encouraging internal hiring and giving advantage to internal candidates
For an associate to be eligible to apply for Internal Job Posting, he/she must be having at least 24
months of overall job experience with Ingram Micro and 12 months in the current role
Once an Associate is selected through an Internal Job Posting, he/she can apply for another
position after a period of 18 months
Compensation discussions with the selected candidate will be managed only by HR and does not
form part of the interview discussions.

IJP Application
Associate applies for IJP released by HR

Screening & Interview

Applications are screened and based on eligibility the candidate is scheduled for
interview with the hiring manager

Shortlisting & Selection

Based on the interviews & shortlisting, HR releases the IJP letter to the
shortlisted candidate

Role Transition
Transition date will be not more than 30 days from the communication of
selection
Associate Referral Program

TALENT MAGNETS

Associate referrals are one of our most successful sources for talent acquisition. We encourage you
to actively participate in helping us identify the best possible candidates to fill job openings. All
associates (excluding associates at L5 and M3 & Above, HR and direct or indirect leaders of the
designated job opening) are eligible to participate in this program.

Associate needs to share the referral profile with HR

An associate qualifies for a referral bonus when a qualified referral is hired and completes 90 days
in the organization post which the payout is awarded
In case a candidate referral is made whose application is already available with HR as a result of
any other previous effort then award payment will not be made. HR will make the final decision in
such matters.
In case a candidate referral is received from two or more associates for the same vacancy, then
the associate whose referral was received first will be eligible for the award. HR will make the
final decision in such matters.
Payout for referrals to be made at various levels are as defined below

Grade Award in INR

A1 - A4 & L1 - L2 20,000
L3 - L4 & M1 - M2 30,000
L5 - L6 & M3 - M4 50,000

Be our Brand Ambassador!

 Onboarding Process
All new joiners joins at their designated office location
on their agreed date of joining. A new associate would
need to submit all required information & documents
online on or before the date of joining through
Workday Onboarding Platform & complete the
onboarding process at Ingram.

Sends offer Letter

Provide new hire
with: Configured
System, Login Initiates BGV
credentials &
ID card
Initiates Onboarding
process through Workday

Completes joining Explores WD

Joins on the onboarding
formalities on Attends
scheduled platform for
Workday on or organization
date of required
before date of induction
joining information
Joining

Approves Assigns Discusses Sets Goals &

Introduces
access to all Buddy to reviews
new joiner
business the new inducts in continuous
to the team
portals joiner the business progress
Learning and Development
At Ingram we believe that Learning is a
continuous process and therefore we support
our Associates through structured Learning
interventions at all the crucial milestones
during their Journey with us

New Hire Promotion Skill enhancement

Learning and Development Process

Training Need Analysis

Associate / Leads
HR Connects communicates the Inputs from PMS
training need to Line
Manager / HR

L&D to develop learning calendar

Share the schedule and Associates to nominate Post Training, we Elicit

program details with the themselves for the feedback on learning
Associates Training . program
 Learning and Development

LEARNING DIGITALLY
You can access Workday Learning You can access LinkedIn Learning
from your Workday Homepage, which My Apps Page.
in turn can be accessed through
My Apps Page. Username: Ingram Micro Email ID
There are various ways to search for Login to LinkedIn Learning &
content. Check out the "Browse
follow below steps:
Material and Learning" and "Course
Job Aids
on Know Workday. Home Search by adding a keyword
or a skill Launch

WORKDAY LINKEDIN
LEARNING LEARNING (LIL)

You can search and locate all LinkedIn Learning full courses right on the Workday Learning
platform. There is even a search filter that enables you to find LinkedIn Learning content .

Want to Know More

WORKDAY - Click here for Frequently Asked Questions

LINKEDIN LEARNING - Click here for Frequently Asked Questions

For more details, please reach out to us on

[Link]@[Link]
 Confirmation Process

All new joiners are required to undergo a probationary period of 6 months and at the end of the
probation period the associate would be confirmed based on the review by their immediate
manager. Based on the outcome of the review, the manager needs to recommend any one of the
following:

Confirmation: On successful completion of probation

Extension of probation: The probationary period may be extended for maximum 3 months, if
further review of performance is required before confirmation. The performance will be reviewed
again on completion of the extended probationary period.
Termination of service: If performance remains unsatisfactory despite extension of probation,
then he/she is terminated as per terms of employment and separation process is initiated.

First 30 Days

setting is completed on Workday

3rd Month
Manager discusses performance with the associate
and extends required support

If Performance Rating is
6th Month Developing,
Manager reviews performance for Confirmation Probation is extended

Manager reviews
If Performance Rating is Meets or Exceeds, proceed
with Employment Confirmation performance at the end
of probation period
Performance Management Process

It Starts with identifying SMART objectives for an associate in line with the Organization Goals. It also
helps to identify the career related developmental and training needs and ensure that individual
contribution is valued and recognized.

The Performance Management cycle is from January to December and the Merit cycle is from April till
March. The same is conducted through Workday.

Timeline for existing

Goal setting Phase
associates: Jan - Mar
Set minimum 4 goals
Timeline for New
Finalize goals with your supervisor Joiner: First Month

Mid-year review
To check the progress & give feedback in case of the Timeline: June - July
deviations in performance

Annual Performance Review & Discussion

Associate completes self evaluation
Manager completes review and Performance Rating Timeline: Nov - Jan
Manager and Associate completes discussion and
acknowledgement

Merit Process & Communication Timeline: Feb - April

 Pay for Performance

Performance Linked Variable Pay

This Performance-linked Variable Pay guideline is structured to drive Pay for Performance Culture
and to further accelerate our market growth the product, Sales and Presales associates need to work
in tandem on common business objectives thereby maximizing their earnings potential with this
framework.

Please refer Product PVP Policy, Sales & Presales PVP Clarity
on Evaluation
policy & PVP Policy_Cloud to view in detail.

Transparency Opportunity
Of calculation to earn more

Annual Incentive Program (Bonus)

This Annual Incentive Program (Bonus) guideline is structured to drive Pay for Performance Culture
and is intended to provide bonus to eligible support/functional associates based on Company &
Individual level of achievement of predefined performance goals during the performance period.

Please refer Annual Incentive Program (Bonus) Guideline to view in detail.

 Performance Improvement Plan

All the associates who are rated not in annual performance management as well as for
associates who are rated (on case to case basis) will be put on Performance Improvement
Plan. When an associate fails to comply with the performance standards, the reporting manager may
proceed with suitable corrective action. This action may result in a formal Performance Improvement
Plan (PIP) to improve the work performance.

PIP Duration:
The recommended PIP is a minimum 60 to a maximum 90 days plan
There will be no extension beyond 90 days (outer limit)
The manager will review and track the progress of the associate on PIP on monthly basis.

Manager initiates the PIP discussion with the associate in presence of HR and
sends a formal mail to the associate outlining the PIP objectives, duration & its
consequences

Manager conducts monthly reviews apprising the associate on his performance

along with HR

based on the objectives shared at the start of the process

PIP Outcome:
Successful - the associate has demonstrated improvement in his/her
performance against the set key improvement areas and therefore successfully
completed the PIP

Unsuccessful - the associate has not demonstrated any significant

improvement in his/her performance against the set key improvement areas.
The manager initiates immediate separation process for such associate.
Expense Reimbursement Process

Concur provides a modernized & simplified process for our associates to claim their expenses.

CONCUR Access:
It is recommended for the user to access Concur from Apps logon, so it recognizes them
easily.
Navigate to your MyApps page: [Link]
The default password is . All users should update their password for security purposes.
Your User Id is code[######@[Link]].
Verify your email address before any password reset/when first logging on, as this is used for
password reset and email notifications. (under Profile->Profile settings->Email Addresses->click on
Verify)
User must validate the profile including personal details like contact number, Cost Center set-up,
expense approver.

Downloading the App:

Download the Concur Mobile App from your App Store.
Once downloaded use any of following two methods to login:
Preferred method:
Concur through MyApps is .
After downloading the app tap on
Code Sign In & enter as: PVALBE
Alternatively, you can use your Concur username & a Concur Mobile PIN.
Username: EmployeeID@[Link]
Password: This will be the same password you defined in the previous step on the web app OR SSO
Code PVALBE

Email Address Verification:

You must verify your email address in Concur when first logging on:
Concur will only recognize your email after you have completed the verification process.
Once you have verified your email, you will be able to send receipts from that email address to
receipts@[Link]. This will create an expense on your Concur account, with receipt image
attached, that can be added to a new or existing expense report.
Concur will use your verified email address when you use the link.
Expense Reimbursement Process

Applicability:
Concur can be used for following Expenses:
Conveyance
Travel
Employee engagement expenses/reimbursements
Availing cash advance for international travel

NOTE:

Associates who use public transport like autos and buses need to upload a pdf statement of their
expenses while submitting an expense request on CONCUR, if receipts are unavailable.

Besides the above, it is mandatory to attach receipts to all expense requests created through
CONCUR. If there is an exceptional reason for a receipt being unavailable, a Missing Receipt
Affidavit is to be completed which is available in the CONCUR Library.

If any associate has more than 3 Missing Affidavits in a calendar year the associate becomes a
Habitual Offender. Any expense request without a receipt beyond the accepted norm will need to
be signed off by the Manager & the CFE.

Employees must submit all the claims at least 15 days before their last working day and hard
copies should be sent to AP team or else the claims would not be processed.

Reference Material

Guides, tip sheets and videos are available on IMConnect :

[Link]

This material is based on the standard Concur solution; it does not contain references to Ingram
Micro specific configuration or information.

Missing Receipt Affidavit:

MissingReceiptAffidavit

Various Training & Expense Help reference materials are available on Concur homepage as well.

For any support required, kindly send in your queries to IN - Concur Support
[Link]@[Link]
 Exit Process
To provide a process for closure of employment while meeting the needs and ensure an
exit is smoothly transitioned from the workplace.

Voluntary Termination:
In case of resignation, an associate has to serve the requisite notice period.
On Probation 30 Days
A1, A2, A3, A4, L1, L2, L3 and M1 60 Days
L4, L5, L6, M2, M3, M4 90 Days

In case an associate wishes to exit the Company, he/she will have to serve the above written notice or pay
equivalent salary (gross salary) in lieu of such notice. Such notice pay will be adjusted from an
last earnings or if the earnings are insufficient, an associate will have to pay the required amount at gross salary
rate to the Company before being relieved from the Employment. Any case of early release decision solely lies
with Business Unit Head.

The Management may at its discretion sanction leave to the associate during his/her notice period, provided the
associate have such leave to their credit. The Company reserves the right to waive off an associates notice
period and adjust the available privilege leaves at its sole discretion.

Associate initiates resignation on Workday the pending actions including

resignation if any

Manager approves resignation on Workday

The last working date needs
to be mutually agreed upon
and approved by the
manager. In case of change in
HR approves resignation & terminates employee Last working date, manager
has to inform HR on an email
for updating changes in
Workday.
Offboarding process is initiated on Workday

Associate completes Offboarding Survey on Workday

Recovery if any with respect

to notice period not served
Associate takes sign off from all departments and
will be on gross salary. In case
uploads clearance documents on Workday
of negative balance in FFS,
associate will be informed
over the mail to pay the same
HR approves clearance on Workday & FFS is processed to the organisation after
letter is issued within 45 days from the clearance receipt which the relieving letter will
date. be issued.
Exit Process (Cont.)

in the office with your positivity.

Involuntary Termination:
The company may terminate an Associate in case of but not limited to
Violation of ethical standards set by the company
Violation of Ingram Micro Code of Conduct
Consistent performance below expectations, in spite of giving a reasonable amount of time to correct
the deficiencies
Serious misconduct including behavior (whether on or off duty) which is likely to bring the company
into disrepute

by paying salary in lieu of such notice except in cases where the termination is due to unethical reasons.

Absconding Process:
When an associate goes on an unauthorized leave for more than 3 days then the associate is an
absconding associate.

Manager needs to inform HR in case an associate is on an unauthorized leave for 3 days

HR will reach out to emergency contacts
In case of no response from the associate, HR will initiate the show cause notice
In case of no response from the associate after 5 working days of show cause notice, second show
cause notice is issued. In case of no response from the associate after 5 working days of the second
show cause notice, termination letter is issued.

Retirement:
All the Associates will retire from the services of the company on attaining the age of 60 years
However, some of the Associates subject to their being physically and medically fit and depending

For all Associates, the date of retirement will be the last working day of the month in which he / she
attains the age of retirement.

informing about the retiring Associate 3 months prior to the date of retirement
All payables apart from statutory pay-outs are paid to the retiree on or before the last working date.
QUICK LINKS

Ingram Micro India Connect Concur

Click here to access our Global Service Desk (GSD) Click here to access concur
organization details Used to raise & track any and expense portal
all IT related queries

Workday Portal Impulse Access

Click here to access Workday Click here to generate your
Impulse ID
Mediclaim Login
Click here to download Mediclaim E-Card
Login Credentials
Username: EmpCode
Password: DOB (ddmmyyyy)

One Click Portal

Yammer Attendance management
Click here to access n-house Portal
social media for promoting Login credentials is shared in
employee connect 15 days of joining

Kohinoor
Click here to access your R&R
Account
Access Panel
Click here to go to Access
LinkedIn Learning Panel and log in to multiple
Click here to access LinkedIn application with SSO
Learning

This guide is meant to be an ongoing resource for you, so refer back to it whenever you have
questions on anything related to your employment. Good luck!

Version: Launch Date: Prepared By: Authorized By:

1.0 August 2020 HR Team Country Management Team
2.0 January 2022 HR Team Country Management Team
3.0 May 2023 HR Team Country Management Team
4.0 April 2024 HR Team Country Management Team
Ingram Micro Employee Handbook Amendments
This handbook supersedes all previous versions of Associate Handbook and understanding in any
format whether written, expressed or implied.

We wish you all the very best.

Senior Leadership Team

Ingram Micro Platform Technology Company

EVP & Chief Digital Officer

Thomas Kanfloo
EVP Chief Information Officer
VP, Global Engineering

Chief Product Officer Darish Rajanayagam

VP, Global Xvantage
Technology & Operations

Dham Pathervellai
VP, Digital Platform
Engineering
 Ingram Micro Employee Handbook Amendments
This handbook supersedes all previous versions of Associate Handbook and understanding in any
format whether written, expressed or implied.

Ingram Micro Platform Technology - Operating Council

Ganesh Ramachandran
Executive Director - IT APAC

Anil Tari
Director - SAP COE

Karthikeyan Chidambaram
Director - IT infrastructure and Operations

Sonia Kulkarni
Exec Director - HR

Jim James
Director - Data COE

Sankalan Panda
General Manager - Digital Engineering

Lakshmi Vellore
HR Lead