[HR

CODE OF CONDUCT POLICIES ]

Honest & Ethical Conduct - 5
Equal Employment Opportunity - 6
Prohibiting Discrimination and Harassment - 6
Confidentiality - 7
Fair Dealing - 7
Employment of Relatives - 7
Protection and proper use of Company’s Assets - 8
Conflict of Interest - 9
Media and Advertisement - 10
Intellectual Property - 10
Insider Trading - 11
Anti-Bribery - 12

BASICS
Grade Structure - 13
Dress Code - 14
Grooming - 15
ID card - 15
Attendance System - 16
Work Hours & Weekly Off - 17
Holidays - 18 - 22
Leaves - 23
Short Leave - 24
Types of Leaves - 25 - 29

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SALARY & BENEFITS
Salary - 31
Incentives - 31


Statutory Benefits :
ESI - 32
PF - 32
Gratuity - 33


Company Benefits
Medical Insurance – Coverage & TPA Info - 34 - 35
Personal Accident Insurance – Coverage & Guidelines - 36
Important Guidelines to Medical Insurance - 37
Cashless & Non-Cashless Process Flow - 38 - 40
Salary Advances - 41

KEY HR POLICIES
Emails & Internet Policy - 43
Phone Usage Policy - 43
Data protection Policy - 43 -44
Buddy Referral Policy - 45
Prevention of Sexual Harassment Policy - 45 - 46
Prevention of Alcohol and Drug Abuse - 47
Whistle Blower Policy - 47
Background Check Policy - 48 - 49
Medical Certificate Policy for Field Executives - 50
Rehire Policy - 50

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EXIT FORMALITIES
Exit Policy - 52
Notice Period Policy - 53
Exit Procedures - 54

USEFUL INFORMATION
Important Websites - 56
Branch Office Details - 57
Location HR Contacts - 58

ANNEXURE
Appendix 1.0 – Letter of Communication (Data Protection) - 60 - 61
Appendix 2.0 – Sexual Harassment Policy - 62 - 72

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 Code of
Conduct

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A code of conduct is a set of rules outlining the social norms, rules, responsibilities,
principles, values, standards or rules of behavior that guide the decisions,
procedures and systems of an Organization in a way that (a) contributes to the
welfare of its key stakeholders, and (b) respects the rights of all constituents affected
by its operations.

The guidelines set is applicable to all Directors, Officers, Associates, Trainees, New
joiners and Third party vendors (agents, contractors, representatives, consultants or
any third party who work on behalf of ‘the company’ or Just Dial Limited) including
but not limited to the suppliers, service providers, agents, channel partners (dealers,
distributors and others) who has a business association with our Organization and
are expected to read and understand the code, uphold these standards in day-to-day
activities, comply with all applicable policies and procedures and adhere to these
standards.

While our guideline for ethical business conduct does not address every conceivable
situation that you may encounter; it does provide straightforward information about
the Company's operating principles and how Associates and Branches of Just Dial
are expected to conduct themselves.

Honest & Ethical Conduct

All Associates including the Senior Management Personnel and the Leadership
Team shall act in accordance with the highest standards of personal and
professional integrity, honesty and ethical conduct, not only at company’s
premises but also at company sponsored events, business gatherings, social
events or at any place where there is business related activity occurs or raised
during the course of employment with Just Dial Ltd.

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 Equal Employment Opportunity (EEO)

Just Dial strives to hire and promote people on the basis of their qualifications,
performance and abilities, also determined to provide a work environment free of
any form of illegal discrimination both direct and indirect, including, but not limited
to sexual harassment. Further, Just Dial is committed to maintaining a workplace
where each employee's privacy and personal dignity are respected and protected
from offensive or threatening behaviour including violence and use of abusive
language.

Prohibiting Discrimination and Harassment

Just Dial perceives harassment as a form of discrimination that is offensive,

undermines the integrity of employment relationships and causes serious harm to
the productivity, efficiency and stability of the organization. Harassment may
include (but is not limited to) making unwelcome sexual advances, sending or
displaying obscene or racist materials, or sending or telling offensive jokes or
comments, verbally or otherwise. Harassment can be verbal, physical or visual
behavior where the purpose or effect is to create an offensive, hostile or
intimidating environment.

Just Dial endeavors to ensure a congenial environment where Associates can

work without any inhibition and contribute their best without fear or favour. Any
employee who engages in such prohibited conduct will be subject to disciplinary
action. Associates shall refrain from such discriminatory actions or decisions
which are contrary to the letter or spirit of this Code.

If Associates believe that they have witnessed or are being subjected to

discrimination or harassment, they shall immediately report the matter using the
reporting procedures as mentioned in the Code. Just Dial views reports of
retaliation seriously. Anyone found to have retaliated against another individual
will face disciplinary action.

In addition, the Company will not tolerate sexual harassment by or against third
parties on the Company’s premises.
Note: A detailed policy on what constitutes discrimination or sexual harassment along with procedures and
processes is enclosed in Annexure 2.0

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 Confidentiality

All Associates of the organization have to safeguard the confidentiality of all

company related information or of customers, suppliers or business associates or
partners, except when disclosure is expressly authorized or legally required.

Confidential information includes all Non-Public information (regardless of its

source) that might be of use to the company’s competitors or harmful to the
Company or its customers, suppliers or business partners if disclosed.

Do not use any such company confidential information for personal benefit or by
any improper means.

Fair Dealing

All Associates of the organization should deal fairly with customers, suppliers,
and competitors of the company and should not take unfair advantage of anyone
through manipulation, concealment, abuse of confidential, proprietary or trade
secret information, misrepresentation of material facts or any other unfair dealing
practices.

Employment of Relatives

Members of an Associate’s immediate family may be considered for employment

on the basis of their qualifications.

Associates are responsible for providing relevant information about the

employment of any immediate family members.

Employment of immediate family members is subject to:


  a direct supervisor / subordinate relationship with the family
Not creating
member.
 
Not creating a conflict of interest.

The purpose of these guidelines are to prevent the organizational impairment and
conflicts that are likely outcome of the employment of relatives or significant
others, especially in a supervisor / subordinate relationship.

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 Willful withholding of information regarding a prohibited relationship/reporting
arrangement may be subject to corrective action and / or disciplinary action
including termination. If a prohibited relationship exists or develops between two
Associates, both Associates involved must bring this to the attention of his/her
supervisor and the Location HR Head.

These guidelines should also be considered when assigning, transferring or

promoting any Associate across job levels. For the purpose of this policy,
immediate family includes: parent (including step parent), grandparent, spouse,
son, daughter, sibling (including half or step brother or sister), mother-in-law,
father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law and step-
child. This policy also applies to close personal relationships at workplace.

Associates who marry or establish a close personal relationship may continue

employment as long as it does not result in the above conflicts. If one of the
situations outlined above shall occur, attempts will be made to find a suitable
position to which, one of the Associates will be transferred. If accommodations of
this nature are not feasible, then the Associates involved will be permitted to
determine which one of them will resign.

Protection and Proper Use of Company's Assets

 All Associates of the organization should protect “Company’s Assets and

Property” and to ensure its efficient use.

 Theft, carelessness, and damage to the Company's assets and property have
a direct impact on the Company's profitability.

 Company's assets should be used only for legitimate business purposes.

 Company landline telephone should not be used for making personal calls.

 PC/Desktop/Laptop/iPad should not be used for personal use

 Internet should not be used for personal use or for surfing unwanted or
restricted sites.

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 Conflict of Interest

All Associates decisions and actions during the course of their employment with
the company should be based on the best interests of the company, not based on
the personal relationships or benefits.

In case there is likely to be a conflict of interest, he/she should make full

disclosure of all facts and circumstances thereof and obtain a prior written
approval from the Company Secretary.

A conflict of interest may arise under the following circumstances:


When an Associate takes action or has interests that  may make it difficult to
 perform his or her work objectively and effectively.


When personal or romantic involvement with a competitor, supplier or
 a person’s ability to
subordinate employee of the company, which impairs
 exercise good judgment on behalf of the company.


The receipt of any personal benefit by a member of his or her family from any
supplier, customer  or competitor of the Company unless disclosed to
 Company Secretary.


Any outside business activity that detracts an individual's ability to devote 
 appropriate time and attention to his or her responsibilities with the Company.


When performing / accepting simultaneous employment with any other
company or business entity - as director, employee, agent or contractor for a
customer, a supplier or any other entity that has a business relationship with
the company, which is highly prohibited unless it’s been expressly authorized

or approved by the company.


The receipt of non-nominal gifts or excessive entertainment (worth over Rs.
2,500/-) from any person
 / company with which the Company has current or
prospective dealings.

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 
Any investment interest by Director or Senior Management Personnel or their
relative, who is in possession of any unpublished price
sensitive information,
 any supplier, customer, or competitor of the Company.



Any form of consulting or employment relationship with any supplier,
customer, business associate or competitor of the Company.

All Associates, as decided by the Board from time to time, shall disclose
investment details in any unlisted company, whether or not it has a relationship
with the Company exceeding INR 1,00,000/- or 10% of the total paid-up equity of
the unlisted company, firm, proprietary Concern, whichever is less.

Media and Advertisement

Selected persons who are authorized to speak shall only attempt to speak or
share or communicate any non-public information regarding Just Dial with Media
/ Analyst / Investors or anyone outside Just Dial.

If any Associate is contacted by the Media / Analyst / Investor or anyone outside

Just Dial for an interview, comments or any information with regard to company,
the Associate is expected to speak only if he/she is authorized or else should
direct them to Company’s Spokesperson or Members of Media Relations or
Investor Relations Teams of the Company.

Under no circumstances, an Associate would attempt to speak or share any

information on Company’s behalf. In this context, it is important that all
statements to the media shall be true and fair, for which purpose each business
unit and division shall have selected persons who are authorized to speak to
media on identified subjects.

Intellectual Property

All Associates have an utmost obligation to themselves to identify and protect the
intellectual properties, trade secrets and other confidential information owned by
Just Dial and its customers or associates, because it is critical to our success.

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 By Intellectual Property Rights (“IPR”), it means generally patented or potentially
patentable inventions, trademarks, service marks, trade names, copyrightable
subject matter, and trade secrets.

Associates must use proprietary material of others only under valid license and
only in accordance with the terms of such a license.

Unauthorized receipt or use of the intellectual property of others may expose

Just Dial to civil law suits and damages. Associates are advised to follow all Just
Dial procedures, including those governing the appropriate handling of unsolicited
intellectual property. Associates shall not use copyrighted materials without
appropriate permission. Always consult the Legal Department whenever an IPR
issue is involved and when the Associates are not clear on the course of action to
be taken. As regards licensed software or any “freeware” or “free-trial” of third-
party software to be downloaded from the internet, Associates are strictly advised
to follow the controls and procedures laid down by Just Dial.

Associates must ensure that, Third Party Intellectual Property could be used only
in accordance with the license agreement. Information / data available in the
public domain can be relied on but mere duplication of the same in any
presentation must not be done.

Insider Trading

Insider trading generally involves the act of Subscribing or Buying or Selling of

Just Dial’s securities, when in the possession of any unpublished price sensitive
information about Just Dial. It also involves disclosing any unpublished price
sensitive information about Just Dial to others who could subscribe or buy or sell
Just Dial’s securities.

As a general rule:



Do not make any specific statement or disseminate any specific information
which could affect the trade or market price of securities.

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 
Do not deal with trade securities directly or indirectly with intent to artificially
raise / depress the prices of securities thereby induce sale or purchase of
securities. In other words, dealings with only intention of inflating, depressing

 or causing fluctuations in the market prices of securities are prohibited.


Do not indulge in any act which is intended to create a false / misleading
trading practice in the securities market or which can result in reflection of
price slash of securities based on individual’s transaction, which may be

observed as unfair trade practices.

Anti-bribery

A bribe is an offering to give anything of value to any parties within or outside the
organization during the course of employment to influence a discretionary
decision.

Examples of bribes include - payment to a government official to encourage a

decision to award or continue business relations, to influence the outcome of a
government audit or inspection or to influence tax or other legislation. Other
payments to government officials also may constitute bribes in some jurisdictions.

Consult Company legal counsel regarding local anti-bribery laws. A payment to a

government official may be allowable under certain narrow exceptions - obtain
approval from Company legal counsel before making any such payment. In some
circumstances, legal counsel may be able to provide blanket approvals for certain
well-defined interactions with government officials.

In addition, Associates should consult Company Secretary / Legal / Corporate

Communications Personnel responsible for government relations to ensure that
they are acting in accordance with the Company policy and guidelines regarding
government relations.

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 Grade Structure

Designation Grade Category

Leadership Team G1 Leadership

Senior Vice President G2

Vice President G3
Senior Management
Assistant Vice President G4

General Manager G5

Assistant General Manager G6

Senior Manager G7 Middle Management

Manager G8

Deputy Manager G9

Assistant Manager G10

Junior Management
Senior Executive G11

Executive G12

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 Dress Code

Each one of us is a representative of the company and must pay attention to

personal grooming and adhere to the recommended dress code. Thus, the work
attire is defined as “Smart Business Attire” to be worn during normal business
operations i.e., between Monday to Thursday and “Casual Business Attire”
during Friday and Weekends.

Smart Business Attire: (Monday to Thursday)

Men Women
Shirt with buttons and collars Formal pair of Trouser and skirts
Formal Trousers Jeans with Formal shirt or Kurti
Jeans with formal shirt Indian Formals
Formal shoes Footwear – Sandals, Formal Shoes

Casual Business Attire: (Friday & Weekends)

Men Women
Polo Shirt with collars Jeans with T-Shirt
Collared T-Shirts Short Kurti
Sweaters Polo Shirts
Sports coat Long skirts
Blazers Sweaters

Inappropriate Dress that should be avoided:

Men Women
Floaters, Slippers, Sports Shoes Short Skirts above knee length
Track Pants, Shorts Floaters and Slippers
Evening Wear Track pants
Tank tops, tube tops, halter tops
Round Neck Tees
with spaghetti straps.
Tees with inappropriate words Evening wear or Revealing clothes

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 Grooming
 
 Make a great first impression.
 
 Be well dressed and presentable in your attire.
 
 Be positive in your thoughts & speech.
 
Be confident and accentuate your self-esteem.

o Importance of Grooming and Appearance

 Everyone likes a person who is well groomed and presentable.


 Take care of your appearance. It will win you customers. It will make your job
easy.

 Grooming is another pillar of success apart from your knowledge & skills, your
attitude & behaviour.

 Cleanliness and hygiene are the basis for good grooming.

 Clean hair, teeth and feet, well-manicured nails, a well-shaved look and well-
trimmed hair – all are absolutely essential.

 Be aware of your body odor – if necessary, use a good deodorant.

 Always dress appropriately – especially when you are representing the
Company or dealing with the prospective clients of the Company.

 Ensure that your clothes are well ironed and make sure your belts, socks and
shoes – always match your clothes.

 Accessories, in general should be sober, not bold or loud.

 These principles are equally important to people who are working in the office
and in the field.

 Taking good care of your appearance is an investment in your future.

Identity Card

 Display ID card at all times for security purposes.


 In case of loss of ID card, Inform HR immediately and then apply for a
duplicate.

 Fine of Rs.500/- shall be charged on every duplicate ID card issued.

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 Attendance System

Office Based Employees shall mark their attendance using “Automated

Biometric System” placed at the entrance of the office premises which records
their IN and OUT timings either when swiped by their ID Cards or enter his/her
PIN details with a thumb or finger impression. Whereas, field based employees
(JDA/CIC) attendance are marked basis reward points earned in Genio and
BDE’s attendance are manually tracked through Sales Coordinators.

If an Employee for some reason fails to mark the attendance using MyJD app or
SSO, then that particular day will be marked as Absent or LOP as appropriate
during end of the month.

Technology group employees need to maintain 180 hours of working during

each month with IN and OUT timings marked in the system.

In case of shortage of work hours (i.e.,<180 hours), proportionate leave deduction

or adjustments will happen to individual’s account.

Below are the guidelines to regularize your attendance appropriately:


vacation, please apply your leave(s) in advance
In case of planned leave or
 using MyJD app or SSO.


During official travel, he/she should mark IN and OUT time on account of
“official duty” in MyJD app or SSO for attendance regularization.
 The same
 needs to be approved by assigned reporting manager.


apply
In case of emergency leave, please inform your reporting manager and
 leave in MyJD app or SSO as both can be accessed from anywhere.


In case of a single swipe, when either Punch In or Punch Out is missed out,
timings and get it approved from
then one can submit his/her actual IN or OUT
the reporting manager in MyJD app or SSO.

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 Work Hours & Weekly Off

o Work Hours.
 
 Employees who work 6 days a week would register 8 hours of work day.
 
Employees who work 5 days a week would register 9 hours of work day.

o Half Day
 
 For 8 Hours work day, half day will be minimum 4 hours of work day.
 
For 9 Hours work day, half day will be minimum 4.5 hours of work day.

o Off Day or Rest Day would mean:


 are on 6 Days working will get one day off in the week i.e.,
Those who
 Sunday.

Those who are on 5 Days working will get two days off, either it could be
Saturday & Sunday
 or any 2 days of the week, which may vary according to
 business needs.


In case of business requirements / exigency, Employees may need to attend
work during their weekly off / rest day.

Function wise Work Days & Hours (Subject to change time to time)

Office Based Employees:

Particulars Working Days Working Hours Off Day

TME 5 9 2
IRO Full Time 5 9 2
IRO Part Time 5 5 2
Database 5 9 2
Customer Support 5 9 2

Support Functions 5 9 2

Technology 5 180 Hours per Month 2

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Field Based Employees:

Particulars Working Days Working Hours Off Day

CIC 6 8 Hours a Day 1

BDE 6 8 Hours a Day 1

Holidays.

Every branch would publish a list of holidays at the beginning of the year which
would include both Compensatory Holidays as well as Paid Holidays. The holiday
list for your location is available with your Location HR.

PAN India Holiday List for 2019

S. No Location – Mumbai
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Republic Day 26-Jan-19 Saturday Paid Holiday
3 Holi 21-Mar-19 Thursday Compensatory Holiday
4 Maharashtra Day 1-May-19 Wednesday Compensatory Holiday
5 Independence Day 15-Aug-19 Thursday Paid Holiday
6 Ganesh Chaturthi 2-Sep-19 Monday Compensatory Holiday
7 Anant Chaturdarshi 12-Sep-19 Thursday Compensatory Holiday
8 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
9 Dusshera 8-Oct-19 Tuesday Compensatory Holiday
10 Deepawali 28-Oct-19 Monday Paid Holiday

S. No Location – Pune
Occasion Date Day Type
1 Republic Day 26-Jan-19 Saturday Paid Holiday
2 Holi (Dhulivandan) 21-Mar-19 Thursday Compensatory Holiday
3 Gudi Padva 6-Apr-19 Saturday Compensatory Holiday
4 Maharashtra Day 1-May-19 Wednesday Compensatory Holiday
5 Independence Day 15-Aug-19 Thursday Paid Holiday
6 Ganesh Chaturthi 2-Sep-19 Monday Compensatory Holiday
7 Anant Chaturdashi 12-Sep-19 Thursday Compensatory Holiday
8 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
9 Dusshera 8-Oct-19 Tuesday Compensatory Holiday
10 Deepawali (Padva) 28-Oct-19 Monday Paid Holiday

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 S. No Location – Ahmedabad
Occasion Date Day Type
1 Uttarayan 14-Jan-19 Monday Compensatory Holiday
2 Vasi Uttarayan 15-Jan-19 Tuesday Compensatory Holiday
3 Republic Day 26-Jan-19 Saturday Paid Holiday
4 Duleti(Holi) 21-Mar-19 Friday Compensatory Holiday
5 Independence Day 15-Aug-19 Thursday Paid Holiday
6 Janmashtami 24-Aug-19 Saturday Compensatory Holiday
7 Dussehra 8-Oct-19 Tuesday Compensatory Holiday
8 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
9 New Year 29-Oct-19 Monday Paid Holiday
10 Bhai Duj 30-Oct-19 Tuesday Compensatory Holiday

S. No Location – Delhi
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Republic Day 26-Jan-19 Saturday Paid Holiday
3 Holi 21-Mar-19 Thursday Compensatory Holiday
4 Independence Day 15-Aug-19 Thursday Paid Holiday
5 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
6 Dusshera 8-Oct-19 Tuesday Compensatory Holiday
7 Diwali 26-Oct-19 Saturday Paid Holiday
8 Vishwakarma Day 28-Oct-19 Monday Compensatory Holiday

S. No Location – Chandigarh
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Republic Day 26-Jan-19 Saturday Paid Holiday
3 Holi 21-Mar-19 Thursday Compensatory Holiday
4 Independence Day 15-Aug-19 Thursday Paid Holiday
5 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
6 Dusshera 8-Oct-19 Tuesday Compensatory Holiday
7 Diwali 26-Oct-19 Saturday Paid Holiday
8 Vishwakarma Day 28-Oct-19 Monday Compensatory Holiday
9 Guru Purab 11-Nov-19 Monday Compensatory Holiday

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 S. No Location – Jaipur
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Makar Sakranti 14-Jan-19 Monday Compensatory Holiday
3 Republic Day 26-Jan-19 Saturday Paid Holiday
4 Holi 21-Mar-19 Thursday Compensatory Holiday
5 Independence Day 15-Aug-19 Thursday Paid Holiday
6 Gandhi Jayanti 2-Oct-19 Tuesday Paid Holiday
7 Dussehra 8-Oct-19 Tuesday Compensatory Holiday
8 Diwali 26-Oct-19 Saturday Paid Holiday
Vishwakarma Day /
9 28-Oct-19 Monday Compensatory Holiday
Gowardhan Puja

S. No Location – Chennai
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Pongal 15-Jan-19 Tuesday Compensatory Holiday
3 Thiruvalluvar Day 16-Jan-19 Wednesday Compensatory Holiday
4 Republic Day 26-Jan-19 Saturday Paid Holiday
5 Independence Day 15-Aug-19 Thursday Paid Holiday
6 Vinayakar Chathurthi 2-Sep-19 Monday Compensatory Holiday
7 Gandhi Jayanth 2-Oct-19 Wednesday Paid Holiday
8 Ayutha Pooja 7-Oct-19 Monday Compensatory Holiday
9 Vijaya Dasami 8-Oct-19 Tuesday Compensatory Holiday
10 Diwali 28-Oct-19 Monday Paid Holiday

S. No Location – Bangalore (Cunningham)

Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Sankranti 14-Jan-19 Monday Compensatory Holiday
3 Republic Day 26-Jan-19 Saturday Paid Holiday
4 Independence Day 15-Aug-19 Thursday Paid Holiday
5 Ganesh Chaturthi 2-Sep-19 Monday Compensatory Holiday
6 Gandhi Jayanthi 2-Oct-19 Wednesday Paid Holiday
7 Durga Pooja 8-Oct-19 Tuesday Compensatory Holiday
8 Deepavali 28-Oct-18 Monday Paid Holiday
9 Kannada Rajyothsava 1-Nov-19 Friday Compensatory Holiday
10 Christmas 25-Dec-18 Tuesday Compensatory Holiday

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S. No Location – Coimbatore (for Tamilnadu based employees)
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Pongal 15-Jan-19 Tuesday Compensatory Holiday
3 Thiruvalluvar Day 16-Jan-19 Wednesday Compensatory Holiday
4 Republic Day 26-Jan-19 Saturday Paid Holiday
15-Aug-
5 Independence Day 19 Thursday Paid Holiday
6 Vinayakar Chathurthi 2-Sep-19 Monday Compensatory Holiday
7 Gandhi Jayanthi 2-Oct-19 Wednesday Paid Holiday
8 Ayutha Pooja 7-Oct-19 Monday Compensatory Holiday
9 Vijaya Dasami 8-Oct-19 Tuesday Compensatory Holiday
10 Diwali** 28-Oct-19 Monday Paid Holiday

S. No Location – Coimbatore (only for Kerala based employees)

Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
26-Jan-
2 Republic Day 19 Saturday Paid Holiday
3 Vishu 15-Apr-19 Monday Compensatory Holiday
4 Independence Day 15-Aug-19 Thursday Paid Holiday
2-Sep-
5 Vinayakar Chathurthi 19 Monday Compensatory Holiday
6 Onam 11-Sep-19 Wednesday Compensatory Holiday
7 Onam 12-Sep-19 Thursday Compensatory Holiday
8 Gandhi Jayanthi 2-Oct-19 Wednesday Paid Holiday
9 Vijaya Dasami 8-Oct-19 Tuesday Compensatory Holiday
10 Diwali** 28-Oct-19 Monday Paid Holiday

S. No Location – Hyderabad
Occasion Date Day Type
1 New year 1-Jan-19 Tuesday Compensatory Holiday
2 Makara Sankranti 15-Jan-19 Tuesday Compensatory Holiday
3 Republic Day 26-Jan-19 Saturday Paid Holiday
4 Ugadi 6-Apr-19 Saturday Compensatory Holiday
5 May Day 1-May-19 Wednesday Compensatory Holiday
15-Aug-
6 Independence Day 19 Thursday Paid Holiday
7 Ganesh Chaturthi 2-Sep-19 Monday Compensatory Holiday
8 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
9 Durga Puja / Dussehra 8-Oct-19 Tuesday Compensatory Holiday
10 Diwali 26-Oct-19 Saturday Paid Holiday
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 S. No Location – Kolkata
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Compensatory Holiday
2 Republic Day 26-Jan-19 Saturday Paid Holiday
3 Holi 21-Mar-19 Thursday Compensatory Holiday
4 Independence Day 15-Aug-19 Thursday Paid Holiday
5 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
6 Durga Puja 4-Oct-19 Friday Compensatory Holiday
7 Durga Puja 5-Oct-19 Saturday Compensatory Holiday
8 Durga Puja 7-Oct-19 Monday Compensatory Holiday
9 Durga Puja 8-Oct-19 Tuesday Compensatory Holiday
10 Diwali 28-Oct-19 Monday Paid Holiday

S. No Manyata – Technology
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Paid Holiday
2 Holi 21-Mar-19 Thursday Paid Holiday
3 Independence Day 15-Aug-19 Thursday Paid Holiday
4 Ganesh Chaturthi 2-Sep-19 Monday Paid Holiday
5 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
6 Dusshera 8-Oct-19 Tuesday Paid Holiday
7 Deepawali 28-Oct-19 Monday Paid Holiday
8 Deepawali 29-Oct-19 Tuesday Paid Holiday
9 Deepawali 30-Oct-19 Wednesday Paid Holiday
10 Kannada Rajotsava 1-Nov-19 Friday Paid Holiday

S. No Mumbai – Technology
Occasion Date Day Type
1 New Year 1-Jan-19 Tuesday Paid Holiday
2 Holi 21-Mar-19 Thursday Paid Holiday
3 Maharashtra Day 1-May-19 Wednesday Paid Holiday
4 Independence Day 15-Aug-19 Thursday Paid Holiday
5 Ganesh Chaturthi 2-Sep-19 Monday Paid Holiday
6 Anant Chaturdarshi 12-Sep-19 Thursday Paid Holiday
7 Gandhi Jayanti 2-Oct-19 Wednesday Paid Holiday
8 Dusshera 8-Oct-19 Tuesday Paid Holiday
9 Deepawali 28-Oct-19 Monday Paid Holiday

10 Deepawali 29-Oct-19 Tuesday Paid Holiday

22 | P a g e Version 10.0- Feb 2019

Important Notes:

 No other holidays are permitted other than those appearing on the ‘Holiday
List’ as applicable to your Branch.

 Those who wish to avail a compensatory holiday can either apply for leave
from his/her account OR compensate working on his/her designated ‘Week
off’ during the same week or the following week.

 In absence of No Leave balance to compensate from his/her account, then
the system will observe as LOP.

 It is mandatory for employees to put in a full day’s work (8 or 9 hours, as the
case may be) when you work in lieu of compensatory holiday.

 Anyone wishes to observe any other holiday / festival / ritual must apply for
CL/PL in MyJD app, which will be debited from their leave balance or they
can avail one of the two short leaves available each month in case the
exigency is of few hours matter.

 Whenever a compensatory holiday is declared as Branch Holiday, all
those who have taken the compensatory holiday must come and work either
on the next Week Off or the following Week Off. Location HR will send out a
suitable communication in this regard.

Leaves

MyJD App available in Google Playstore or SSO (Single Sign-on) will help you
manage your Leave application and Daily track of your attendance.

 Leave is calculated on a pro-rata basis depending upon the Date of Joining.


 Leaves are credited on monthly basis for employees at executive level grades
G12 and G11 except for employees from technology department.

 Leaves are credited on annual basis (one-time credit or advance leave credit)

for those at G10 and above grade (Assistant Managers & above) either on 1st
Jan OR on pro-rata basis from individual’s date of joining.

 Leaves for all employees belong to Technology Group will have ‘advance
credit’ irrespective of their Job Levels or Grade.

23 | P a g e Version 10.0- Feb 2019

  Leave(s) has to be applied either on MyJD app or SSO in advance or once
taken. Either ways, the leave request needs to be submitted and sought
approvals from the Reporting Manager within the same month 30 th /31st.

 In absence of the Reporting Manager, the leave request will be moved to the
next level manager for approvals.

 Leaves / Miss Punches (either Punch IN or Punch OUT) / No attendance
marked for any day during the month has to be regularized or applied on or
before 30th or 31st of each month using MyJD app or SSO.

 Leaves / Miss Punches (either Punch IN or Punch OUT) that are not updated
/ not applied nor approved by his/her reporting manager during the same

month (on or before 30th or 31st) will be considered as LOP during the
respective month payout and the system will allow such Punch IN / OUT or

non-regularized leave days to apply / regularize between 8 th to 20th of
Following month using MyJD app or SSO.

 Leaves / Miss Punches (either Punch IN/OUT) has to be applied by employee

& get it approved by manager on or before 20th of following month using
MyJD app or SSO. Any further delay will retain the status as LOP and no
arrears will be paid.

 Leaves that are applied / Miss Punch that are regularized as per the above
guidelines will be paid as ARREARS to the employee in following month’s
payroll.

 Description of leave types and entitlements are elaborated further in this
policy document.

Short Leave

 30 minutes to 2 hours of late coming / up to 2 hours of early leaving from

office premises (only in case of emergencies) from the scheduled IN and OUT
time respectively, is defined as a short leave.

 Two short leaves in a month are permitted without submission of any
application. But, any subsequent short leave after the second instance in a
month will be considered as “half day” leave.

24 | P a g e Version 10.0- Feb 2019

  Those who avail short leaves in more than two instances during a month have
to mark ‘Half Day’ leave application in SSO. Absence of such leave
application, will lead to half day salary deduction for each instance.

Types of leaves

o Privilege Leave (PL)

 Privilege leave is the leave earned by an Employee for the number of days
worked in the previous calendar month.

 Employees will be eligible for PL only after completion of 6 months

(probation)

 Employees working 5 days a week are entitled for 12 days PL in a calendar
year.

 Employees working 6 days a week are entitled for 18 days PL in a calendar
year.

 Employees working in Technology Group are entitled for 18 days PL in a
calendar year irrespective of 5 days / 6 Days Working.

 Un-availed PL can be accumulated up to a maximum of 36 days (for 5 Days
working) / 54 days (for 6 Days working) as of 31st December of any year.
Any PL over and above the same will lapse automatically on 1 Jan.

 PL can neither be encashed nor can be adjusted against notice period.

 PL balance can be viewed in MyJD app.

o Sick Leave (SL)

 Sick Leave is given to Employees to meet health exigencies.


 Employees are entitled for 6 days SL in a year.

 Joiners between 1-15th will have SL credited in the same month. Those
joined between 16-30th will have SL credit on or after 7th of following month.
 Existing employees will have SL credited during each month prorated

 Technology Group and those employees at AM grade and above will have
SL credited in advance during start of the year or during joining (as
applicable on prorata basis).

25 | P a g e Version 10.0- Feb 2019

  Employees may check the SL Credits / Balance in MyJD app under Leaves.

 Un-availed SL cannot be carried forward to next year and will lapse.

 SL balance can be viewed in MyJD app.

o Casual Leave (CL)

 Casual Leave is the leave given to Employees to meet the casual and
personal emergencies.

 Employees are entitled for 6 days CL in a year.

 Joiners between 1-15th will have CL credited in the same month. Those
joined between 16-30th will have CL credit on or after 7th of following month.
 Existing employees will have CL credited during each month prorated

 Technology Group and those employees at AM grade and above will have
CL credited in advance during start of the year or during joining (as
applicable on pro-rata basis).

 Employees may check the CL Credits / Balance in MyJD app under Leaves.

 Un-availed CL will not be carried forward in the next year and will lapse.

 CL balance can be viewed in MyJD app.

o Compensatory Off.

 If an Employee works on a designated weekly off OR on a company

declared holiday for 9 hours due to business requirements, he/she shall be
allowed for a day's off otherwise gets entitled for ‘Compensatory Off’.

 Compensatory off must be availed within the same calendar year from the
month of entitlement (i.e., on or before 31st Dec).

 Employees working on a week off at his/her own will to clear backlogs or
productivity are not entitled for ‘compensatory off’

 Compensatory off cannot be encashed or accumulated OR combined with
 other type of leaves.
 Technology Group employees are exempted from compensatory off
entitlement due to 180 hours work policy for a month.

26 | P a g e Version 10.0- Feb 2019

 o Adoption Leave

 This policy defines the guidelines under which the Employees who adopt a
child / children may take a paid leave of absence to nurture the child and
embrace him/her into their family.

 Policy is applicable to Employees who are on rolls of the company for at
least 3 months. This does not include trainees and contract staff.
Eligibility:

 Male : 5 Consecutive days

 Female : (Refer below grid)

Age of child Adoption Leave

0 to 6 month 10 Consecutive Days
6 months and above 5 Consecutive Days
 
Applicable for a maximum of 2 instances of adoption.

o Bereavement Leave

  The policy defines the guidelines under which Employees could avail
‘Bereavement Leaves’ in case of death of an immediate family member.

 The Company provides a special leave of 3 working days to support and
help the Employees in case of death of an immediate family member.

  Family for the purpose of leave for bereavement is defined as:
 
 Parents/Parents In-law
 
 Spouse
 
 Children
 
 Siblings (Own brother/sister of the Employee)


 Bereavement Leave must be availed continuously without any break.


 Bereavement Leave is event based and hence cannot be accumulated or
encashed.

27 | P a g e Version 10.0- Feb 2019

 o Sandwich Leave Policy:

 The policy defines the guidelines through which employees could avail

‘Sandwich Leave Benefit’ in case of Leaves availed without having leave
balance.

 The company provides a provision to all employees in MyJD app to apply a
leave type called ‘Leave without Pay (LWP)’ when an employee is willing
to avail a leave backed with valid reason whenever his/her leave balance
(PL/SL/CL) in account is Zero.

 Employees when avail LWP does not qualify for payments of salary for the
designated week-off days during the availing period.

Maternity Leave

 All women Employees who have worked for a minimum 80 days during 12
Months period with the organization and are not covered by the ESI scheme
are eligible for Maternity Leave (ML) of 26 weeks as per the provisions of the
Maternity Benefit Act.

 Overall 26 weeks (182 days) of ML eligibility is categorized into two parts – 8
Weeks Pre Delivery & 18 Weeks Post Delivery. i.e., one can avail 56 Days
before expected date of delivery and 126 Days Post Delivery.

 For the purpose of Maternity, a week is defined as calendar week.

 During ML, the employee will be paid according to her monthly CTC
(applicable only for employees who are not covered by ESIC).

 After exhaustion of ML, an Employee can suffix PL/SL/CL to this leave type.
This is discretionary and subject to approval from their “Reporting Manager”.

 In case of No Leave balance, the leaves taken will be observed as LOP (Loss
of Pay)

 Illness raised out of pregnancy, delivery, premature birth of child or
miscarriage shall be provided 1 month of max period paid leave on
submission of medical proofs categorically mentioned by doctor.

 In case of miscarriage max 6 weeks of paid leave from the date of miscarriage
is permissible on submission of medical documents as proof.

28 | P a g e Version 10.0- Feb 2019

  All such ML Leaves shall be applied via My JD app.

 ESI Covered female employees should have minimum 9 months of ESIC
contributions made during her association to avail ML benefit from ESIC.

 Salary to ML employees who are covered under ESIC will be paid by ESIC.

Paternity Leave

 The policy defines the guidelines under which the male Employees can take a
leave of absence to attend the birth of a new born child.

 Employees who are on rolls of the company for at least 3 months are eligible
for Paternity Leave and it does not include trainees / contract staff.

 All concerned Employees would be eligible to avail 3 days of paid leave
(continuous working days) ‘immediately / prior to / after’ the date of delivery
of the baby including the date of delivery. However, these leaves need to be
availed within 30 days of the child birth.

 These 3 days of leave shall be over and above the existing leaves.

 If a week-off falls in between, the same will also be counted as a leave.

 Employees can avail paternity leave on birth of the first two children only.

 There would be no provision for encashment or carry forward of the paternity
leave in any leave year.

Note: All such leave applications are mandate to submit using MyJD app, except
this channel, no leave application will be entertained and considers to be void.

29 | P a g e Version 10.0- Feb 2019

 Salary
&
Benefits

30 | P a g e Version 10.0- Feb 2019

 Salary (Fixed Pay)

 Salary mentioned in the Offer letter is the Fixed Pay, also known as the ‘Cost
to Company (CTC)’

 Salary is strictly confidential and is between an individual and the company.


 Net Salary = CTC – Tax (Where applicable) – ESIC (Where applicable) – PF
(Where applicable) – Any other authorized recoveries / deductions.

 Medical reimbursements, food coupons, mobile reimbursements, iPad
reimbursements or any other reimbursements which are applicable to those
who either opt for them or are otherwise eligible – are all included as part of

CTC.


 Salary would be credited to your Axis Bank account by the 7th of every
month.

Incentives Or Variable Pay

 In addition to Salary, Employees may be eligible for Incentive Payments either

in the form of sales based incentives or performance based variable pay or
bonus. This would be given to the employee in writing & can be modified by
the company based on business requirements.

 Incentives or Variable Pay are purely discretionary & under the sole discretion
of the management. Also, employees will not be eligible for the same under
the following circumstances at the time of payout:

o If the employee has resigned from services & serving notice period as
per exit policy.

o If the employee is inactive with JD

o If the employee is on performance improvement plan
o If the employee is under any disciplinary charge.

31 | P a g e Version 10.0- Feb 2019

 ESI

 Employee State Insurance is used for the medical benefit of the employee
whose monthly Gross is ≤21k. Here, the Employee contributes 1.75% of
his/her gross salary and the Employer contributes 4.75% of his/her gross
salary as ESI contribution.

 Employees who are registered under this scheme are entitled to medical
treatment for themselves and their dependent family members.

 ESI provides full medical care in the form of medical attendance, treatment
and hospitalization to an Insured person and his/her family members at their
designated Local ESI dispensary or at ESI hospitals. The medical services
rendered by ESI will be free of cost.

Provident Fund

Employees Provident Fund (EPF) is a retirement benefit scheme that's available

to all salaried Employees. This fund is maintained and overseen by the
Employees Provident Fund Organisation of India (EPFO).

 EPF is mandatory for all those, whose Basic salary is ≤Rs.15000.


 You and the company both contribute 12% of your Basic Salary. The entire
12% of your contribution goes into your EPF account along with 3.67% (out of
12%) from the company, while the balance 8.33% from the company is
diverted to your EPS (Employee’s Pension Scheme).

 Monthly contribution to EPS by the employer is restricted to 8.33% of
Rs.15000 which is Rs.1250 for those salaried Employees whose basic salary
is upto Rs.15000.

 Your PF balance from the previous organisation’s can be transferred to the
current PF account on the basis of PF transfer application.

32 | P a g e Version 10.0- Feb 2019

  Your existing UAN details are required to be furnished during your joining. So
that, if you have more than one PF account, they all can be linked.

 UAN is a platform, where all your PF accounts are linked and will serve as a
medium to access, monitor or withdraw.

Gratuity

 Gratuity is a voluntary payment made by the Company to the Employees in

recognition of continuous, meritorious services and sincere efforts by the
Employees towards the organization.

 The benefit is payable to an Employee on cessation of employment (either by
resignation, death, retirement or termination, etc.,) by taking the last drawn
salary as the basis for the calculation.

 The company has a Group Gratuity Policy (with the LIC of India) for providing
gratuity benefits. The gratuity amount will be equivalent to fifteen days of
Basic Salary based on 26 days per month for each completed year of service
provided an employee is in service with the organization for a minimum period
of 5 years.

33 | P a g e Version 10.0- Feb 2019

 Medical Insurance

Just Dial provides a Group Mediclaim policy to Employees and dependent family
members against expenses incurred on hospitalization. This insurance scheme is
aimed at providing adequate insurance coverage for Employees to cover
expenses related to hospitalization due to illness, disease, injury, and pregnancy
in case of female Employees or spouse of male Employees.

 All Employees and their dependent family members are eligible under this
policy. Dependent family members include Spouse and two children (upto 25
years of age).

 Following are the details of Insurer Partner, TPA, Broker and coverage
details.

o Insurance Partner: The New India Assurance Co Limited.

o TPA: Health India Assurance TPA Pvt. Ltd.
o Insurance Broker: EMEDLIFE Insurance Broking Services Ltd.,
o TPA Website: https://www.healthindiatpa.com

Medical Insurance Coverage - 2019

Category Single Married
Junior Mgmt. (including Staff)
70,000 75,000
(Executive / Sr. Executive/ AM / DM)
FIELD executives (irrespective of marital status)
75,000
Staff till G9 grade.

Middle Mgmt.
2,00,000
(Mgr. / Sr. Mgr. / AGM)

Senior Mgmt. (GM/AVP/VP/SVP) 4,00,000

Directors 5,00,000

34 | P a g e Version 10.0- Feb 2019

 Visit Health India Insurance TPA Website https://www.healthindiatpa.com for
following:

Download:
 E-Cards
 Network Hospitals
 Claim forms (https:// www.healthindiatpa.com)
 Claim Status

Download TPA Mobile App:

Visit Google Play Store - https://www.healthindiatpa.com/Static/MobileHome.aspx

Visit App Store - https://itunes.apple.com/us/app/health-india/id1080704875?ls=1&mt=8

For Login to TPA App: (Steps to follow)


1. Click Login

2. Click Corporate Employee

3. Click Group Code

4. Enter Group Code JUSTDL (JUST DIAL LIMITED)

5. Enter Employee Code

6. Click Proceed


Password
7. JUSTDL
TPA Contact for Hospitalization and first point Claims Support:

Level Name of SPOC Contact No Mail Id
Level 1 Customer Care (Toll Free) (24X 7) 1800 22 01 02 [email protected]
Level 2 Praveen Pawar 022 66867578 [email protected]
Level 3 Reshma Pawar 7777011420 [email protected]

Contact for Claims& Reimbursement Settlement Support:

For Claims & Reimbursement

Whom to Contact Contact Person Contact No. Email ID

Emedlife Broker Atul Yadav 8451059901 [email protected]
Emedlife Broker Chintan Gosar 8451059891 [email protected]
Emedlife Broker Kalpesh Patil 8451059919 [email protected]

35 | P a g e Version 10.0- Feb 2019

 Important Guidelines with regard to Medical Insurance:

 Family Floater (1 + 3) Employee + Spouse + 2 Dependent Children (Age Upto 25

Years)

 Pre-Existing diseases covered

 Domiciliary Hospitalizations not covered

 Day one coverage for New Born baby from the date of birth within family
floater Sum Insured.

 Maternity Benefit: 45 K for Normal Delivery &70 K for C-Section for All Sum
Insured Category. Covered only for first 2 living children.

 Maternity 9 month waiting period is applicable for New Joiner.

 Medical expenses 30 days prior and Upto 60 days post hospitalization
are payable under this insurance policy.

 Ambulance Charges Maximum amount Rs.2000 /- & Rs.8000/- for Cardiac
Ambulance for per event.

 Mid–term inclusion only for new married spouse from date of Marriage and new
born child from Date of Birth, same should be declared for addition within 15
days.

 Co Payment of 15% applicable for all claims.

 Co Payment of 15% applicable Upto Sum Insured

Following calculation for example to illustrate the co-pay calculation.

Particular Example 1 Particular Example 2

Claim Amount 70,000 claim Amount 400,000
Admissible amount
Admissible amount (Standard
(Standard 60,000 350,000
Non-medical deducted)
Non-medical deducted)
Sum Insured 200,000 Sum Insured 200,000
Than 15% Co Pay will be Than 15% Co Pay will be
9,000 52,500
applicable on Rs.60,000 applicable on Rs.3,50,000
Admissible amount after
admissible amount after co-pay
co-pay deduction 51,000 297,500
deduction (3,50,000 - 52,500)
(60,000 - 9,000)
Final Payable amount 51,000 Final Payable amount 200,000
 
 Expenses incurred / Claims for Investigation/observation (OPD) is not payable
 
 Dental, Cosmetic Treatment not covered.
 
 Claim Intimation should be made within 24hrs of Admission – In case of Cashless.
 
Claims to be submitted within 20 days from Discharge – In case of Non-Cashless.

36 | P a g e Version 10.0- Feb 2019

 Health India Insurance SPOC FOR EACH BRANCH

Helpdesk Executives - SPOCs of Health India TPA

Sr.
TPA Location JD Location Name of Executive Mail id Mobile #
#
1 Jaipur Jaipur Ravi Bhardwaj [email protected] 7742532303
2 Bangalore Bangalore Navakumar [email protected] 9632112140
Gurgaon / Gurgaon / 9818960231 /
3 Noida Noida Harsh [email protected] 7982125898
Madurai Coimbatore Mr.Badri Narayanan
4 Madurai Coimbatore Mr.Arunkumar [email protected] 9894675537
5 COCHIN COCHIN SHYAM SIVADAS [email protected] 9567195868
6 Chennai Chennai Sathish l [email protected] 7395938895
[email protected]
7 Pune Pune Mr. Mayur Gaware / [email protected] 09503135233
Corporateahmedabad@healthind
8 Ahmedabad Ahmedabad Mr. Sanjay Rawat iatpa.com 9879251167
[email protected]
9 Gurgaon Chandigarh Devender Kaushik om 8168082220
[email protected]
m
10 Hyderabad Hyderabad Sujitkumar 9505152877
11 Kolkatta Kolkatta Mr Murari Mishra [email protected] 7003446700
Malad ( [email protected]
12 Mumbai Mumbai) Navin Mer m 777703269

Cashless Medical Aid Process:

• Please keep handy the list of network hospitals near your residential places or
else it is available on Health India TPA’s website http://www.healthindiatpa.com/

• Please carry the physical card or e card issued by Health India TPA Services Pvt.
Ltd. You can download E cards from TPA’s.

• Website http://www.healthindiatpa.com/. Check if the details on physical cards/e

cards (i.e. name, age, DOB, relationship) are correct. In case any correction is
required please bring it to the notice of your HR.

• Please carry Photo ID card, Patient ID Proof for the purpose of identification
during hospitalization.

• For planned cashless hospitalization: Please ensure that Pre-Authorization (Pre-

Authorization) form is sent via email or fax from respective network hospital TPA
desk before 48 hours of admission to Health India TPA.

37 | P a g e Version 10.0- Feb 2019

• The Pre-Authorization form needs to be filled in by the treating Doctor with his
signature & stamped by the Hospital.

• It is mandatory to check and sign the final hospital bills at the time of discharge
from the hospital.

• For emergency cashless hospitalization: Insured should get admitted and start
the treatment. Pre-Authorization to be followed within

• 24 hours of admission Mandatory except day care surgery like cataract,

chemotherapy, dialysis.

• Please opt for a room of your eligibility. In case you are opting for a higher room
than your eligibility it will result in the proportional incremental charges on the
main hospital bill and this will be borne by the employee.

• At the time of discharge in case of non-payable items and if the bill amount
exceeds the limit of indemnity, insured/member will have to pay the remaining
amount.

• In case of pharmacy/consultant/investigation bills etc. paid by the employee

during hospitalization insist for proper numbered receipt and duly stamped as
paid by the hospital for reimbursement.

Cashless Claim Process Flow:

Claim Process- Cashless

Cashless Hospitalization

Emergency Admission Planned Admission

Get Admit as per Hospital Norm & Approach TPA desk of Hospital 48 hours
Contact TPA desk of Hospital for cashless prior to admission for cashless

Hospital applies for pre-authorization to TPA verifies policy coverage & details Hospital applies for pre-authorization to
the TPA within 24 hrs of admission and responds to hospital by Fax/E- the TPA prior to admission
mail

Query (s) by TPA Approval given by TPA Denied Cashless by TPA

Initial Approval letter sent to hospital by

A Query letter sent by TPA Denial letter sent by TPA through
TPA by fax/ Email
through Fax/ E-mail to Hospital Fax/ E-mail to Hospital

4 hours prior to Discharge approach TPA

Hospital replies to query raised Desk of hospital to complete formalities for Patient pays the bill and submit
by TPA through Email/Fax full and final approval from TPA papers for reimbursement process

HealthIndia Insurance TPA Services Pvt. Ltd.

38 | P a g e Version 10.0- Feb 2019

Non - Cashless Medical Aid Process:

• Employees need to ensure that the treatment is done in a Registered Hospital

/nursing home to get coverage under the policy in case of admission in Non-
Network Hospital.

• Please fill the claim form and submit the same along with all the mandatory
original claim documents. Claim documents need to be submitted within 30 days
from Date of Discharge.

• Please keep a photo copy of all the submitted documents for your records before
submitting the originals.

Note: - Health India executive will collect the reimbursement & pre- post document
from respective Just dial location.

• Pre hospitalization expenses should be submitted within 30 days of discharge.

• Consultation bills - should be supported with consultation note / papers of the

doctor.

• Investigation / Pathological / Radiological test bills - should be supported

along with Reports & advice for the same.

• Chemist bills - should be supported with respective prescriptions.

• Post hospitalization expenses should be submitted within 7 days from

completion of 60 days of post hospitalization period.

Note: Copy of Discharge Card of the Hospitalization should be attached with pre-
post claims.

Non - Cashless Medical Aid Process Flow:

Claim Process- Reimbursement

Non Network Hospital Admission

Emergency Admission Get Admitted in the Hospital/ Nursing home as per their Planned Admission
Norms

Intimate the claim to TPA

Submit all relevant & mandatory Claim Documents to TPA

at the earliest

TPA verifies/scrutiny the documents & claim submitted as per the

policy coverage & conditions

Deficiency / Queries Approved Rejected/ Denial

A Query letter sent by TPA mentioning

TPA/ Insurer arrange for claim Cheque Repudiation letter mentioning the
requirement
sent to corporate NEFT reason for rejection will be sent to
corporate
Few Reminders at fixed intervals sent Feedback Call to the customer within
by TPA 48 hours

Reply/ Documents Received Reply Not Received Claim Closed without payment
HealthIndia Insurance TPA Services Pvt. Ltd.

39 | P a g e Version 10.0- Feb 2019

 Personal Accident Insurance

This scheme is to provide adequate insurance coverage for Hospitalization

expenses arising out of injuries sustained in an accident. It is applicable to all the
Employees of Just Dial and covers total / partial disablement / death due to
accident.

Personal Accidental Coverage – 2019

Basis Salary Slabs Coverage Amount
(CTC per Month)
7.5 to 10 lac 3,00,00,000

5 to 7.5 lac 1,00,00,000

2.5 to 5 lac 75,00,000

1.25 to 2.5 lac 50,00,000

1 to 1.25 lakhs 25,00,000

For Field Executive (irrespective of CTC) 10,00,000

Upto to 1 lakh 7,50,000

 
Contacts for GPA Claim support:

Vendor Name Contact Person Mobile No Email ID

Emedlife Broker Atul Yadav 8451059901 [email protected]

Emedlife Broker Chintan Gosar 8451059891 [email protected]

Emedlife Broker Kalpesh Patil 8451059919 [email protected]

Key Guidelines with regard to Accidental / Death claims:

 Claim to be submitted within 7 working days from date of Accident /

Incident to the E-Medlife / HR Team.

 Loss of wages claim must be submitted within 15 days of recovery from
illness.

 Claims in case of death must be submitted by HR to Insurance Company
within 15 days from the event.

40 | P a g e Version 10.0- Feb 2019

 Salary Advances

This scheme is designed to assist the Employees in meeting their financial

needs. It is applicable only to Employees who have completed a minimum period
of 6 months on roles of the company.

 Employee will get only one-month salary as advance.


 The Employee must have sufficient number of attendance (at least 60%)
during the month for the eligibility.

 The advance amount would be deducted within maximum period of three
months.

 No request for advance shall be entertained before settling his/her previous
advances. The new advance shall be allowed only after the repayment of old
advance.

 No installment of Salary shall be allowed to be skipped. The Employees will
be entitled for Salary advance only twice in a financial year.

 All salary advances should be approved by the concerned HOD.

 The advance deductions shall commence from his/her upcoming salary.

 After receiving the application form, Accounts department will take a further
approval from Manager-Finance & Accounts /General Manager – Finance &
Accounts, to release salary advance to the Employee.

 Accounts Department should ensure the advance requisition form is properly
filled.

 Any exception to the above shall be allowed only if he/she has taken further
approvals from the CPO / CFO.

 Employees can also take advance against incentives irrespective of the
above cases. Any exception to the above shall require further approval of
CPO / CFO.

41 | P a g e Version 10.0- Feb 2019

 Key
HR
Policies

42 | P a g e Version 10.0- Feb 2019

 Emails & Internet Policy

 Ensure that emails are read, acknowledged and replied promptly within 24-48
hours depending on the priority of subject.

 Ensure that no personal e-mails are sent / received to your office mail ID.


 Usage of internet facilities for personal work (such as checking personal
emails, chatting, browsing social network etc.,) is not acceptable during work
hours.

 Accessing / viewing / downloading / transmitting / creating or attempting to
access obscene, adult oriented-material, messages, sites etc., is strictly
prohibited.

 Usage of Just Dial Logo / the company name in any external forums, social
media, chat groups, bulletin board or internet blogs etc., is not allowed unless
prior approval is taken from the Communications team.

Phone Usage Policy

 Employees should not use company's phone to make personal calls.



 Employees should refrain from using their mobile phones for making personal
calls during office hours.

Data Protection Policy

Protecting the integrity and accuracy of our company database is absolutely vital
to our Business and therefore all our Employees who are responsible for entering
and editing the data are requested to take utmost care in ensuring that no errors
are committed – either accidentally or deliberately – while handling the Data.

43 | P a g e Version 10.0- Feb 2019

 A series of measures have been put in place to ensure Data Integrity:

o Communication

 Relevant messages will be flashed periodically on the computer screens

informing the Employees about the importance of Data Integrity and the
proposed action by the Management in dealing with Employees who
indulge in malpractices.

 A letter of communication (Appendix 1.0) is issued to all Employees who
are covered by these measures and a duplicate copy of this letter duly
signed and accepted by our Employees will be kept on their personal files.

o Penal Provisions

 Those who exhibit unethical behavior and indulge in malpractices will be

severely dealt with by the Management.

 First instance of tampering of data will attract a penalty of Rs.1000 which
will be deducted from the salary of the relevant Employee.

 Second instance of tampering of data will attract a penalty of Rs.2000
which will be deducted from the salary of the relevant Employee.

 Third instance of such unethical behavior will result in the termination of
services.

 The relevant Team Leader/Group Leader/Manager of the defaulter will also
be penalized with a deduction of Rs.500 from his/her salary for each
instance.

o Other Important Points

 Geocode is a MUST for every Paid Listing without which no sales

incentives will be released to the relevant Employee responsible for that
Paid Listing.

 The Performance Appraisal exercise will regularly monitor the actions of
the Employees and will take note of those who were penalized for
tampering with the Data deliberately.

44 | P a g e Version 10.0- Feb 2019

 Buddy Referral Policy

 Employees who would like to refer their

friends/Relatives/Acquaintances for the job opportunities that are
communicated within the organization is termed as buddy referral.

 Employees who are willing to refer their friends/Relatives/Acquaintances must
fill the buddy referral form in My JD app that is installed in his/her smart
phone.

 Path to access Buddy Referral form is Open MyJD app Click
 
Miscellaneous icon Click Buddy Referral icon Click Refer your

 Buddy icon Fill the Details & For which position being referred.
 Employees shall provide details of Referred Candidate such as his/her Name,

Mobile Number, Position Referred for & personal e-mail ID in the form.

 Similarly, a candidate who is a friend / relative or acquaintance of any Just
dial employee has to mention that respective employee’s name/ID in the
candidate application form during interview process.

 The candidate who provides the details of the referrer (the just dial
employee) shall be in sync with the details feed by the referrer about the
candidate in the Buddy Referral Module of my JD.

 On selection of referred candidate, the referrer (the JD employee) gets a
confirmation on his/her referred candidate being selected and becomes
eligible for Referral Bonus.

 On completion of 3 months OR 6 months’ tenure of REFERRED Candidate

with the company, the REFERRER gets the Referral Bonus by end of 4th / 7th
Month as per the BR Scheme active for the branch at the time of Payouts.

 At the time of payouts, both referrer and the referred candidate’s
employment status shall be active, but not resigned nor absconded to become
eligible for payments.

(POSH) Prevention of Sexual Harassment:

 Just Dial is committed in providing safe, supportive and positive work

environment and prohibits any form of sexual harassment.

 To deal with sexual harassment at work place and to maintain the rights and
dignity of our Employees, Just Dial commits to the following:

45 | P a g e Version 10.0- Feb 2019

 
All Employees and individuals who are employees, vendors, suppliers,
agencies, clients, customers, visitors and those who have direct or indirect

 association with the company are covered under the scope of POSH.

Consider the occurrence of sexual harassment as gross misconduct and
 unlawful.

Deal with all complaints of sexual harassment with discretion  and
 sensitivity as promptly as possible and with confidentiality.


Ensure that Employees are not disadvantaged in any way when resolving
 complaints of sexual harassment.

 The POSH policy elaborates on the following aspects of behavior which are
prohibited at work place:

  
Unwelcome sexual advances
  
Unwanted touching or physical contact
  
Demand or request for sexual favors
  
Sexually cultured remarks
  
Pornography
  
Harassing conduct directed towards individual or group
 
Requesting sexual favors to influence employment or growth.


 The POSH Policy is explained in great detail in Annexure 2.0


Complainants can approach the Human Resources Head or Complaints
Committee or file a complaint using email id [email protected] or use
the compliant form enclosed (Refer Annexure 2.0). You can also download
the Complaint Form here (Click to download)

 The complaints committee at each location consists of a Presiding Officer,

Senior Member, HR representative and an Independent or external body who
is an expert in handling sexual harassment cases.

Complaints received on this subject to the complaints committee / to HR
member / to [email protected] will be dealt with utmost confidentiality
and the necessary investigations will be conducted by the committee to
determine appropriate actions to be taken.

46 | P a g e Version 10.0- Feb 2019

 Prevention of Alcohol and Drug Abuse

 Employees shall not use, possess, or be under the influence of “Controlled

Substance” while on company premises or while on company duty anytime
during their course of employment with the company.

 A “Controlled Substance” includes alcohol, illegal drugs, inhalants,
prescribed drug or over-the counter drug used in an inappropriate manner.

 “Company Premises” include our office buildings, grounds, parking lots,
company provided vehicles (if any) and any extended work places or business
gatherings.

 If you have consumed alcohol or under the influence of any controlled
substance either in private or in an office sponsored party / meeting outside
company premises, in either of these scenarios you should not attend office
after the event.

 Any Employee who is found under the influence of alcohol during working
hours will be asked to undergo medical examination or drug tests as
recommended by the doctors at the company recommended medical care /
hospital.

 Those who are alleged or proven guilty will be directed to respective location
HR heads for disciplinary action basis drug test results.

Whistle Blower Policy

The Whistle Blower policy (WBP) is designed to enable us to be aware of

possible malpractices, policy infringements, unfair treatment to our Employees at
work, breach of honesty & Integrity and to take appropriate steps to deal with it
immediately.

Just Dial encourages Employees to write their genuine concerns at work about
any unlawful activity, unfair treatment, threat or any complaints regarding work
culture which is not in line with Just Dial values.

Complaints can be registered using below forum:



Option 1: Raise your complaint with your respective line manager and
location HR Head either verbally or in writing.

47 | P a g e Version 10.0- Feb 2019

 Option 2: If you feel for whatever reason you are unable to raise any
workplace related issue with your line manager / to your location HR, please
drop a mail to: [email protected]. Please note - only Just Dial CEO
has access to this mail box who will respond to your concerns appropriately.

Background Check Policy:

This policy guides the organization to carry out initial ‘Background Verification
(BGV)’for all new hires who joins the company to ensure his/her conduct is verified
for the wellbeing of the company.
There are two types of verification:
 
 Internal BGV Checks
 
External BGV Checks

Internal BGV:
Internal Background Verification Checks are conducted by the HR Personnel (from
respective branches) at the time of onboarding / joining of new entrants. These
checks are conducted for candidates who join at the grade of G12 & G11 in all
departments except IT & Technology. Checks once conducted are documented via
‘internal BGV checklist’, same is filed into employee’s personal file.

Verification of documents check that are performed by HR personnel are as follows:

1.1 Previous Employment Documents:
a. Previous Organization Relieving Letter / Experience Letter.
b. Previous Organization Payslip’s (last 3 months from his relieving date)
c. Last Salary Revision Letter.
d. Bank Statement associated with Previous Organization
e. 3 references from previous employers (1 can be personal reference, but
not direct relative)

a. Matriculation or 10th Standard Certificate

b. Higher Secondary Certificate
c. 3 years Degree Marksheet / Each Semester Mark Sheets
d. Graduation / Convocation Certificate.
e. PG Degree Certificate + Marksheet (wherever applicable)
1.3 Address & Identity verification:
a. Aadhar Card
b. Pan Card
c. Gas Bill / Telephone Bill / Electricity Bill for Address match with Aadhar.

For Fresher’s – Education Qualification + Address & Identity Checks.

For Experienced – Previous 2 employment + Education + Address & Identity Check + 2
Official References from previous organization.

48 | P a g e Version 10.0- Feb 2019

External BGV:
The background verification is conducted by third party agency on
following parameters:
a. Last 2 Employment Verification
b. Police Verification and

Along with, the HR personnel also performs Internal Checks by verifying the
educational documents, address and identity related checks.

BGV with third party agency is initiated by HR personnel only for candidate who joins
at G10 & above grades into all departments. Also, for those who join at G12 & G11
grades specifically to Technology & IT department.

 The Company reserves the right to seek Background verification and

Reference Checks for any person or any position that is deemed critical or
appropriate.

 The objective of the reference check and background verification process is to
check the validity of information provided by candidates on the following:


 of
Employment details: Organizations worked for in the past, duration
 employment, designation and salary (except present employer)

Education: All the
education credentials are checked with university and
education boards.
 
 Address: Permanent address verification.

Criminal Records / Police Verification: This is to ensure there is no any
criminal records or legal case filed against the individual in his/her local
 police station.

 BGV agency once conducted the checks will share a BGV report to HR
department with the individual’s BGV status as either “Green / Amber / Red”.

Those who fall under RED category will be considered as BGV failure and will
be separated from the organization.

 Any employee who is a BGV failure will not be eligible for “Rehire” into Just
Dial Limited at any point of his career.


 Final BGV report from the agency stands authentic and lawfully guides the
company to either proceed with further employment or discontinuation.

49 | P a g e Version 10.0- Feb 2019

 Medical Certificate Policy for Field Executives

 All Employees joining Just Dial as Field Executives must submit a Medical
Fitness Certificate from a Registered Medical Practitioner at the time of
joining.

 This is to ensure that candidates hired for field jobs are physically and
medically fit in order to effectively handle their responsibilities and to manage
the pressure of a field job.

Rehire Policy

This policy provides a framework for rehiring former Employees who have
contributed significantly during their previous employment with Just Dial and can
be a valuable resource.

Former Employees may be rehired subject to the following guidelines:


be accommodated if there are open
All requests for rehire can only
 positions in the organization.


Candidates would be considered for a maximum of up to only 2 rehire
opportunitiesbased on very good performance and clear record at the
time of exit.
The following table explains the basis for fitment of Rehires:

Time Span with Just Dial Guidelines

Less than 3 months Cannot be rehired.
3 months to 12 months To be rehired only at the same role and Compensation.
Greater than 12 months Align to appropriate role/level within the organization. Pay should be
based on experience and the market comparators.

Rehire of an ex-employee is not possible in the following cases:

 Termination of previous employment is due to gross indiscipline / serious

misconduct / financial fraud.

 Absconding from the job without serving the required notice period or
completing all exit clearances or exit formalities.

50 | P a g e Version 10.0- Feb 2019

 Exit
Formalities

51 | P a g e Version 10.0- Feb 2019

This Exit Policy is applicable to all colleagues of this organization (Pan-India).

 Employee’s willing to separate from the organization needs to raise their

separation using MyJD app installed in their smartphones. Any other mode of
resignation is not accepted and considered to be Invalid.

 MyJD app is an employee app which mandates employee to use and transact
using the app, employees who did not install the app has to download from Play
store and then can access “Exit Management” tab to raise resignations.

 Separating employees has to ensure all mandate fields are filled in MyJD app
while initiation of their separation. During separation Initiation, our MyJD app
would suggest LWD as per individual’s applicable Notice Period to adhere.

 Employees who are willing to separate early than their actual LWD with short fall /
without serving full Notice Period, has to compensate their Salary towards the
remaining / pending Notice days as in the Notice Period Policy guidelines.

 In case of Insufficient Salary Amount to adjust against the pending notice of
separating employee, he/she is liable to transfer the remaining / pending notice
salary amounts to the company’s bank account.

 Employees who are separated but not served the mandate notice period, their
pending salary or dues payable by the company (if any), will be adjusted towards
the employee’s pending Notice Period. In case of amounts in excess after
adjustments, will be kept on hold due to unclear exit.

 Employees who is NOT completing exit formalities as listed below will be treated
as abscondees:
o Submission of Resignation through “Exit Management in myJD”
o Paid all dues to the company
o Served the complete notice period.

Resignations outside myJD app will not be taken into account and will be
observed as abscond without any intimation.

52 | P a g e Version 10.0- Feb 2019

 The Notice Period Policy applicable to various categories of Employees as follows:

Notice Period
Level Grade
During Probation After Confirmation
Executive*
Junior Senior Executive
Management Assistant Manager 15 Days 30 Days
Deputy Manager
Manager
Middle
Senior Manager 30 Days 60 Days
Management
Assistant GM
General Manager
Assistant VP 30 Days 90 days
Senior
Vice President
Management
Senior Vice President
Leadership


Notice Period given above would vary from employee to employee under
company’s discretion
 depending on his/her role criticality for business operations
 time to time.


HR Policies are dynamic and subject to change from time to time based on
organizational and business needs. Hence, the above Notice Period policy
automatically becomes applicable to all the existing Employees in  the
 organization and it will supersede all previous communication on this regard.


In case of any employee separate from the organization without serving
mandate notice period, any dues payable by the company to  him / her will be
compensated against the Notice Pay governed by below terms.
NOTICE PAYABLE Terms for "Notice Not Served Cases"
During Probation Post Confirmation
Applicable Dept. Applicable Grade Notice Period Notice Pay Notice Period Notice Pay
a.) Sales (CIC,BDE,TME only) &
G12 & G11 15 Days 15 Days of Gross Salary 30 Days 30 Days of Gross Salary
b.) Voice Ops
a.) Sales Support (Training /Quality)
G12 & G11 15 Days 15 Days of CTC 30 Days 30 Days of CTC
b.) All other dept.'s except Sales & Voice Ops.
30/60/90 Days 30/60/90 Days of CTC
All Dept.'s G10 till G1 30 Days 30 Days of CTC
*as per individual's grade *as per individual's grade

Gross salary CTC

Salary Components Applicability Applicability
(Components to Pay) (Components to Pay)
Basic Yes Yes
HRA Yes G12&G11 Yes
Departmental Allowance Yes (Sales and Yes G10 till G1
Desk Allowance Yes Voice Ops Yes (all dept.'s)
Personal Allowaance Yes only) Yes
PF&ESIC No Yes

53 | P a g e Version 10.0- Feb 2019

 Exit deals with Resignations (both Voluntary and Involuntary) Abscondment,
Terminations and Retirements.

 Employees must submit their resignation on “MyJD app” which will go to
individual’s Reporting Manager for Approval.

 Employees who submits their resignation using any other mode apart from exit
management of my JD app will be considered as invalid and will treated as
equivalent to abscond.

 Employees shall selects his/her requested Last Working Day in MyJD app while
submitting his/her resignation while adhering to mandate notice period as
applicable to his/her grade.

 Employee will receive a formal Resignation Acceptance Letter via E-mail (for
IRO’s personal E-mail ID, for rest to their official mail ID) stating the last working
day (LWD) according to his/her notice period.

 All resigning Employees must abide by the Notice Period Policy, as applicable.

 Where an Employee wish to leave early or fails to serve the required notice
period, an amount equivalent to the unserved notice period will be recovered
from the full and final settlement.

 However, LWD once decided will not be extended even if someone takes leave
for any reason during the notice period.

 No leave/s can be adjusted against Notice Period to be served.

 Where an Employee fails to report for work and absents himself / herself during
the notice period for any reason, then such absence will be considered as LOP
(Loss of Pay) and will not be adjusted against any leave balance due to him/her.

 The exiting Employee gets informed about his / her Clearance Status with
departments like IT / HR / Accounts in MyJD app as a part of Exit Clearances.

 Exit feedback are received via MyJD app. Employees must submit their
comments or feedbacks using Exit Module in MyJD app.

54 | P a g e Version 10.0- Feb 2019

 Useful
Info

55 | P a g e Version 10.0- Feb 2019

 Important Websites


Justdial.com – http://www.justdial.com/
JD Galaxy Portal – http://jdgalaxy.justdial.com

 E-Care Query– http://accounts.justdial.com/ecarequery/query


IT Helpdesk – http://helpdesk.justdial.com


Kit & Kaboodle– http://172.29.8.249/jd_newsletter/

 Admin Portal– http://admin.justdial.com/



 Branch Office Details:


Location Address Telephone Fax Number

Just Dial Limited,

Palm Court Bldg M,

Mumbai
501/B, 5th Floor, New +91-22-2888 4060 /
(Registered & +91-22-2882 3789
Link Road, Beside 39808795
Corporate Office)
Goregaon Sports
Complex, Malad , (W),
Mumbai - 400064.
Just Dial Limited, #29,
Bangalore SRT Street, +91-80-2353 1131 /
+91-80-2234 1444
(Cunningham Road) Cunningham Road, 3980 4092
Bangalore - 560052.
Just Dial Limited,
4th Floor, Magnolia
Building, Manyata
Embassy Business
Bangalore
Park, Outer Ring Road,
(Manyata Tech +91-80-2353 1131 +91-80-2234 1444
Nagawara, Near JAI
Park)
Hanuman Petrol Bunk,
Opposite To B.E.L
Corporate Office,
Bangalore - 560045
Just Dial Limited,
B Wing, 3rd Floor,
Temple Steps, 184-187
Chennai Anna Salai, Little +91-44-4210 0000 +91-44-4231 3131
Mount, Saidapet,
Chennai - 600015.







56 | P a g e Version 10.0- Feb 2019
 Location Address Telephone Fax Number

Just Dial Limited,

A, 39/40, Sector 16, +91-120-391 0301 /
Noida +91-120-248 8245
Behind McDonalds, 665 8540
Noida - 201301.
Just Dial Limited,
No: 7-1-23 First Floor,
Roxana Building
Hyderabad +91-40-3982 3333 +91-40-2374 8486
(Above Meena Bazar),
Greenlands, Begumpet,
Hyderabad - 500016.
Just Dial Limited,
No: 703, Godrej
+91-33-4406 5599,
Kolkata Waterside Tower One +91-33-2485 8934
+91-33-3982 6767
Sector V, Salt Lake
City, Kolkata - 700091.
Just Dial Limited,
S.No.67/1, 67/2A,
66A/1A & 66A/1B,
Clover Lingfield Plaza,
Pune 1st Floor Above +91-20-3041 0930 +91-20-2685 6221
Reliance Fresh, Off
Wanawarie Salunke
Vihar Road, Pune-
411040.
Just Dial Tower
Shaiv Complex 19
Inquilab Society,
Ahmedabad Ambawadi, Opposite +91-79-3982 1415 +91-79-2657 5292
Sears Tower Gulbai
Tekra, Ahmedabad –
380006
Just Dial Limited,
SCO-:60-61, 4th floor
Chandigarh +91-172-3950100 Nil
Sec-34/A, Chandigarh-
160022.
Just Dial Limited,
# 25, AGT Business
Coimbatore Park, 3rd Floor, +91-0422 2628811 Nil
Avinashi Road,
Coimbatore - 641014.
Just Dial Limited,
4th Floor, SB 57, Ridhi
+91-141-392 3205 /
Jaipur Tower, Tonk Road,Opp Nil
392 3206
SMS Stadium, Jaipur-
302017.

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 Location Name Email Id Board No. & Extension
079-39821415
Ahmedabad Shruti agnihotri [email protected]
(2045 / 2071)
Bangalore 080-23531131
Aishwarya [email protected]
(Cunningham) (2050 / 2078)
Bangalore
Ritika Sinha [email protected] 080-23531131(5204)
(Manyata)
Chandigarh Tanu Sharma [email protected] 0172-3950100(304)
+91-44-4210 0000
Chennai Anand V [email protected]
( 2092 / 2091)
[email protected] / +91-0422 2628811 (2143 /
Coimbatore Arun Kumar / Aarabhi T G
[email protected] 2150)
[email protected] /
Hyderabad Kruthika Gupta / Sparsha 040-66306888 (2447 / 2216)
[email protected]
Jaipur Palash [email protected] 0141-3923205 (2112)
Kolkata Mahua Auddy [email protected] 033-3982 6767 (2016)
Shweta More / [email protected] / 022 – 2884060
Mumbai
Sachin Gawde [email protected] (4156 / 2050)
[email protected] / 0120-6658540
Noida Leena / Alpika
[email protected] ( 2213 / 2716)
[email protected] / 020 - 30410930
Pune Sampada / Sneha Shinde
[email protected] (4013 / 2216)

Location Location HR E-Mail ID's

Ahmedabad [email protected]
Bangalore (Cunningham) [email protected]
Bangalore (Manyata) -
Chandigarh [email protected]
Chennai [email protected]

Coimbatore [email protected]
Hyderabad [email protected]
Jaipur [email protected]
Kolkata [email protected]
Mumbai [email protected]

Noida [email protected]

Pune [email protected]

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 Annexure

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 APPENDIX 1.0 – LETTER OF COMMUNICATION (DATA PROTECTION)

Name

Employee Code

Department

Location

Dear,

Subject: Data Protection Policy

Protecting the integrity and accuracy of our Database is absolutely vital to our
Business and, therefore, all our Employees who are responsible for entering and
editing the data are hereby requested to take utmost care in ensuring that no errors
are committed – either accidentally or deliberately – while handling the Data.

We have, in the past, come across unfortunate instances of a few irresponsible

Employees deliberately corrupting the database by indulging in malpractices. Such
tampering of Data can have disastrous consequences to our Business and is viewed
very seriously by the Management.

In order to ensure that we protect our Database and prevent any tampering of the
Data, we have now put in place a series of new measures, all of which come into
force with immediate effect.

Communication

o Relevant messages will be flashed periodically on the Computer screens

informing the Employees of the importance of Data Integrity and the proposed
action by the Management in dealing with Employees who indulge in
malpractices.

o This letter of communication is issued to all Employees who are covered by

these new measures and a duplicate copy of this letter duly signed and
accepted by the relevant Employees, will be kept on their personal files.

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 Penal Provisions

o Those who exhibit unethical behavior and indulge in malpractices will be

severely dealt with by the Management.
o First instance of tampering of data will attract a penalty of Rs.1000 which
will be deducted from the salary of the relevant Employee.
o Second instance of tampering of data will attract a penalty of Rs.2000 which
will be deducted from the salary of the relevant Employee.
o Third instance of such unethical behavior will result in termination of
services. Your Service Certificate will also mention the reasons for your
services being dispensed with.
o The relevant Team Leader/Group Leader/Manager of the Defaulter will also
be penalized with a deduction of Rs.500 from his/her salary for each instance.

Other Important Points

o Geocode is a MUST for every Paid Listing without which no sales incentives
will be released to the relevant Employee responsible for that Paid Listing.
o The Performance Appraisal exercise will, henceforth, regularly monitor the
actions of the Employees and will take note of those who were penalized for
tampering with the Data deliberately.
o We expect all our Employees to abide by the Values of the organisation and
always follow the Standard Operating Procedures while carrying out their
duties and responsibilities. We sincerely hope that you will give due
importance to Data Integrity and will do everything possible to ensure that our
Database remains accurate at all times.
o Please sign and return the duplicate copy of this letter as acknowledgment
of having read and understood the contents of this very important letter. The
duly signed duplicate copy of this letter will be kept in your personal file.

Name:
Head, Human Resources, Location:
Date:
Place:

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 APPENDIX 2.0 – SEXUAL HARASSMENT POLICY

Policy against Sexual Harassment

Introduction

Sexual harassment is defined as - any unwelcome, sexually determined -

physical, verbal or non-verbal conduct exhibited at work place. Such act or
behaviour is not tolerated by the Company and therefore, the Company has laid
down procedures to handle all such sexual harassment complaints guided by this
policy.

The policy aims to provide a safe working environment and prohibits any form of
sexual harassment. Hence, any act of sexual harassment or related retaliation
against or by any Employee is unacceptable. This policy therefore, intends to
prohibit such occurrences and also details procedures to follow when an
Employee believes that a violation of the policy has occurred within the ambit of
all applicable regulations regarding sexual harassment.

All allegations of sexual harassment will be taken seriously by the company. Our
Internal Complaints Committee has a full capacity to Receive, Address,
Investigate, and Determine appropriate action without any bias.

The Company will not disclose the identity of the complainant, the victim, the
witnesses and the alleged harasser and will make its best efforts to treat all
related information in strict confidence.

Scope

This policy is applicable to all the Employees of the organisation across job levels
including new joiners, trainees and contractual Employees, if any. The policy also
extends to those who are not Employees of the company but clients, customers,
vendors, suppliers or visitors etc. but are subjected to sexual harassment at the
premises (defined hereinafter) of the company.

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 The policy helps, educates and guides us to refrain ourselves from not to indulge
in or prohibit any type of discrimination which includes Religion, Caste, sex,
gender identity, age, national origin, physical and mental ability or physical looks.

The policy and its guidelines are also applicable at extended work places as
listed below:

 All offices or other premises where the company business is conducted.


 All company related activities performed at any place, within or outside or
away from the company premises.

 Any social, cultural, business or other functions where the conduct or
comments may have an adverse impact on the workplace or workplace
relations.

 Any external location visit by an Employee during his/her course of
employment with the company such as team outings, business locations,
business meetings, conferences, guest houses, client locations etc.,

Definitions of Sexual Harassment:

“Sexual harassment” includes any one or more of the following unwelcome acts
or behaviour (whether directly or by implication), namely:

  Physical Contact or Advances;

  A demand or request for sexual favours;
  Making sexually coloured remarks;
  Showing Pornography
 Any other unwelcome physical, verbal or non-verbal conduct of a sexual
nature.

“Unwelcome sexually determined behavior” includes but is not limited to:


Subjecting another person to an unwelcome act of physical intimacy including
grabbing, brushing,
 touching, pinching and sexual flirtations, advances or
 propositions.


Making any unwelcome remarks  with sexual connotations or sexually explicit
remarks, cracking jokes etc.,

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 
 / offensive
Display of any sexually explicit material such as pictures / cartoons
 written or electronic media including pornographic content etc.,


Engaging in any other unwelcome conduct of a sexual nature such as -
staring at other person, offensive verbal or nonverbal  gestures, displaying
 sexually explicit postures, stalking an individual etc.,


Sharing unwelcome communication of sexually implicit nature using - E-mail,
Letter, Social media, Watsapp, Facebook, Messenger, MMS or usage of
technology or resources in any form either written or electronic

communication which exhibits sexual conduct.


Making an unwelcome demand or request whether directly or by implication
for sexual favors and/or making it a condition of employment / payment of
wages / increments / promotions / preferential treatment / threat to detrimental
treatment in employment / threat to current or future employment status or of

similar act.


Hostile work environment is such, where intimidating or harassing conduct is
directed towards an individual or a group of individuals at workplace with
regard to his/her roles and responsibilities, socially ostracizing, intimidating
someone physically, psychologically and emotionally which has a direct

impact on that individual’s work performance.

The following circumstances, if occur or present in relation to or connected with any

act or behaviour of sexual harassment as defined above may also amount to sexual
harassment:

o Implied or explicit promise of preferential treatment in employment;

o Implied or explicit threat of detrimental treatment in employment;

o Implied or explicit threat about present or future employment status;

o Interference with work or creating an intimidating or offensive or hostile work

environment;

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 o Humiliating treatment likely to affect health or safety.

o Implied or explicit behavior which offends individual sensibilities and affect the
work performance.

Complaints Committee
o Complaints shall be dealt with by the Internal Complaints Committee (“ICC”).

o The details of ICC members for each location are given at the end of the policy
document.

Complaints Mechanism

o The complainant may inform any ICC member and give a complaint ‘in writing’
using the prescribed format of the Complaint Form (given at the end of the
policy document), please fill and send the same by email to
[email protected]. You can also download the Complaint Form here
(Click to download)

o The complainant shall submit the requisite supporting documents, names and
addresses of the witnesses with regard to the complaint.

o Where the complaint has not been made in writing then the presiding officer
or any member of the ICC will render all possible assistance to the
complainant to ensure the complaints are made in writing or to record a
complaint on his/her behalf.

o A complaint can be made within 3 (three) months from the date of incident.

o The ICC, for reasons to be recorded in writing, may extend the time for
making a complaint to a further period of 3 (three) months.

o Where the female member is unable to make a complaint due to her physical
or mental incapacity or death or for any other reason, her legal heir or such
other person authorised under law may write or post a complaint.

o All complaints shall be forwarded to the Employer.

o A copy of the complaint shall be forwarded to the respondent within seven

working days from the receipt of the complaint by the ICC.
o The respondent shall file his/her reply to the complaint within a period not
exceeding ten working days from the date of receipt of the documents.

o ICC members will investigate the case and will determine actions as
applicable under the scope of prevention of sexual harassment policy.

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 COMPLAINTS COMMITTEE - LOCATIONS

INTERNAL COMPLAINTS COMMITTEE (ICC) - MUMBAI

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Ami Khan Female HR Member

(Contact – 9920239629)
Ms.Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - NOIDA

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Mudra Rastogi Female HR Member

(Contact – 9818047312)
Ms.Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – BANGALORE

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Aishwarya B S Female Sales Member
(Contact –9743371728)
Ms.Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

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INTERNAL COMPLAINTS COMMITTEE (ICC) – MANYATA (BANGALORE)

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Ritika Sinha Female HR Member
(Contact – 9986288996)
Ms.Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - CHENNAI

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Curie Raj Female Sales Member

(Contact: 9176692666)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - HYDERABAD

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Vishnu Manjari Female HR Member

(Contact: 9885584035)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

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INTERNAL COMPLAINTS COMMITTEE (ICC) - PUNE

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Madhulika Singh Female HR Member

(Contact: 9673990355)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – KOLKATA

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Payel Bhattacharya Female HR Member

(Contact: 9830498928)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – AHMEDABAD

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Shruti Agnihotri Female HR Member

(Contact: 9978959166)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

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INTERNAL COMPLAINTS COMMITTEE (ICC) – COIMBATORE

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Maheswari K L Female HR Member

(Contact: 9629109714)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - JAIPUR

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer

Mr. Ajay Mohan Male Sales Member

Ms. Kirti Sharma Female HR Member

(Contact: 7665206113)

Ms. Shilpaja Kondalkar Female Independent Member

(Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – CHANDIGARH

Name Gender Function Role

Ms. Lalitha. R Female Sales Presiding Officer
Mr. Ajay Mohan Male Sales Member

Ms. Tanu Sharma Female HR Member

(Contact: 9780809525)
Ms. Shilpaja Kondalkar Female Independent Member
(Contact: 9029146823)

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 COMPLAINT FORM

1. Details of Aggrieved Individual:

Name Emp. ID

Designation

Department / Section

Mobile / Contact No.

Office Location / Branch

2. Details of Complainant (in case the Complainant is not the Aggrieved Individual):

Name Emp. ID

Designation

Department / Section

Mobile / Contact No.

Office Location / Branch

3. Details of individual alleged to have engaged in sexual harassment:

Name

Emp. ID

Designation

Department / Section

Mobile / Contact No.

Office Location / Branch

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4. Details of the Incident(s)

Place of the Incident

Date of the Incident

Time of the Incident

Description of Specific Act

alleged:

Effects of such Harassment

5. Are there others who have witnessed this behavior or others who experienced similar
behavior by the individual named above? If so, please provide their names , indicate if
witness or individual with similar experience , their address and phone numbers :

Name of the Witness

Designation

Division / Department

Mobile / Contact No.

Location / Branch

6. Did you take any action in an attempt to stop Harassment? □ Yes □ No

If Yes, Please describe the actions taken:

7. Have you filed this report with any other Agency : □ Yes □ No
If Yes, With Whom? Please furnish the details below:

8. Do you have any suggestion for proposed action to address or resolve the harassment?

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9. Do you have any additional information and comments?

Please let us know, if you are the aggrieved person? □ Yes □ No

Signature of the Aggrieved Individual / Complainant:

Date:

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 Disclaimer

The contents of this Joining Pack are presented as a matter of information only and are not intended
to cover all policies, plans and procedures of Just Dial Limited. The plans, policies and procedures
described are not conditions of employment. Just Dial Limited reserves the rights to modify, add,
revoke, suspend, terminate, or change any or all plans, policies, or procedures of the company, in
whole or in part, at any time with or without notice. The language in this booklet is not intended to
create, nor is it to be construed, a contract between Just Dial Limited and any one or all of its
Employees. Unless otherwise stated in this Joining Pack, the contents of this Joining Pack are
applicable to all Employees (Payroll Employees both confirmed and probation) at Just Dial Limited.

The information contained in this Joining Pack is confidential and proprietary to Just Dial Limited. The
information is for internal use only and may not be distributed outside of Just Dial Limited. Any use of
the third party contact information contained herein does not violate your obligation to keep the
contents of the Joining Pack confidential.

Just Dial Limited

CIN NO: L74140MH1993PLC150054

Magnolia Block (B), Level-4, Manyata Embassy Business Park,

Nagavara outer ring road, Bangalore – 560045; Phone: 080-23531131 / 2333 3333

Registered & Corporate Office: Palm Court Building M, 501/B, 5th Floor, New Link Road, Besides
Goregaon Sports Complex, Malad West, Mumbai – 400064.

Tel: 022 – 2884060 / 66976666 – Fax: 022-28823789

Mumbai, Delhi, Kolkata, Chennai, Bangalore, Pune, Hyderabad, Ahmedabad, Coimbatore, Jaipur and
Chandigarh

73 | P a g e Version 10.0- Feb 2019