Code of Conduct

Policy

Prepared and Approved by:-

HR Department
TABLE OF CONTENTS
No Policy Contents Page No
1 Purpose 1
2 Scope 1
3 Process 1
4 Managers/Supervisors responsibilities 1
5 Employees responsibilities 1
6 Personal Conduct 1
7 Dress and Appearance 2
8 Personal and Professional Behavior 2
9 Natural justice, fairness and equity 3
10 Use of facilities and equipment 3
11 Privacy and use of personal and official information 3
12 Records Management 2
13 Information technology 3
14 Conflict of interest 3
15 Financial interests 4
16 Acceptance of commissions, gifts or benefits 4
17 Influence to secure advantage 4
18 Use of official information 4
19 Employee/client boundaries 4
20 Relatives and close friends 4
21 Alcohol and substance abuse or misuse 5
22 Smoking 5
23 General Policies 5
24 Compliance with lawful instructions 5
25 Bullying 5
26 Discrimination and Equal Employment Opportunity 6
27 (EEO)
Harassment 6
28 Racial and religious vilification 6
29 Occupational safety and health 6
30 Professional development 6
31 External employment 7
32 Ownership of products and copyright 7
33 Public conduct and media contact 7
34 Misuse 7
35 Confidentiality 7
36 Misconduct 8
37 Complaint Procedure 9
38 Disciplinary Proceedings 9
39 Suspension 10
40 Penalties for Misconduct 11
41 Separation And full and final payment 11
42 Service certificate, reliving Letter 12
43 Retirement 12
44 Grievance handling 12
45 Breaches of the Code 12
46 Annexure
Annexure-1- Statement 13

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 1. Purpose:-
The Employee Code of Conduct outlines standards of personal and professional conduct that all
employees must strive to uphold and behave in an ethical and professional manner at all times. The
Code provides a basis for all employees to maintain a working environment that is productive, positive,
enjoyable, safe and free from harassment and discrimination. It will also assist managers to induct
employees into the company. and address any circumstances that may arise and may conflict with the
stated standards and Values.

2. Scope:-
The Employee Code of Conduct provides clear guidelines and standards for the appropriate behaviour
expected of company’s employees.

3. Process:-
This Code of Conduct provides a framework for appropriate behavior for all company employees where
they can address ethical issues, which employees and management:-

 Conduct themselves towards other employees or colleagues, employees representatives

and their representatives, government authorities and clients;
 Perform their duties and obligations
 Fulfill the mission, goals and objectives of company.
 Practice fairness and equity.

The Code of Conduct is established on the following organizational values: integrity, honesty,
conscientiousness, compassion, courtesy, fairness, and respect. This relies on individuals being
responsible for their own professional behavior within the provisions of this code, company policies,
legislation and relevant industrial clauses that apply to individual contracts of employment. Where there
is doubt as to the application of the Code, or the appropriate course of action to be adopted, employees
affected should discuss the matter with their manager.

4. Managers/Supervisors responsibilities:-
Managers are responsible and accountable for following:-
 Undertaking their duties and behaving in a manner that is consistent with the provisions
of the Employee Code of Conduct
 Informing employees in their teams about the Employee Code of Conduct, relevant
policies, procedures and minutes
 Providing appropriate training and/or performance counselling to ensure the required
standard is met.
 Reporting any departure from the Employee Code of Conduct by themselves or others
 Acting consistently and fairly in dealing with behaviour that breaches this code.

5. Employees responsibilities:-
All employees have a responsibility to following:-
 Be personally responsible and accountable for their own performance, behaviour and
attendance in the workplace
 Undertake their duties and behave in a manner that is consistent with the provisions of
the Employee Code of Conduct.
 Report any departure from the Employee Code of Conduct by themselves or others
 Comply with policies and procedures
 Promote a positive, safe and healthy environment in the conduct of their work

6. Personal conduct:-
Attendance and punctuality:-
1. Employees are expected to be punctual and regular in their attendance.
2. When an employee is unavoidably absent from work due to sickness or any other
reason, the employee should telephone their manager (or appropriate delegate) promptly
(preferably before their normal starting time) and indicate their likely return to work.

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 3. Managers may exercise their responsibility to contact employees who have not
contacted them directly within a reasonable time frame to ascertain the reasons for that
individual’s absence.
4. Employees wishing to extend their leave must arrange this before commencing the
leave. If the employee is on leave they must speak to their immediate manager at least 2
working days before their leave ends.
5. Refer Leave Policy Clause No. 13 and 14

7. Dress and Appearance:-

company is well-recognised and respected and projects a particular image to our clients. Employees
must therefore ensure that their appearance is neat, clean and appropriate for their particular area of
work. A high standard of personal hygiene is expected at all times.

Where a uniform is provided, it must be worn in accordance with the company requirements. When
wearing a uniform to and from work, employees are expected to conduct themselves in a responsible
and professional manner. The manager is responsible for determining the dress code appropriate to the
environment while the manager can make exceptions for medical purposes.

 Official Dress or Uniform given by the organisation has to be worn daily by all the
employees (Male and Female) on all Working Days (Monday to Saturday) in the Office.

Dress or Clothes not allowed in the office include following:-

 Indian Suits, Saree
 Denim jeans or leggings, Shorts, Capries
 Any form of sports shoes (including joggers or runners), thongs, slippers or dilapidated
footwear
 athletic wear
 Torn or ripped clothing (even if ‘designer’ tears)
 Unsuitably revealing clothing (including backless tops or dresses, or garments that
reveal the midriff)
 Any clothing displaying offensive messages including racist or similar

8. Personal and Professional behaviour:-

Employees are required to undertake their duties in a professional, responsible, conscientious and
ethical manner and to act in the best interests of the company. They are expected to act honestly in all
of their duties when dealing with clients, suppliers, contractors and fellow employees.

Employees should perform the duties associated with their position to the best of their ability, diligently,
impartially and conscientiously. In the performance of their duties, employees should be following:-
 Comply with legislative and industrial obligations and administrative policies
 Fulfil their Equal Employment Opportunity and Occupational Safety & Health obligations
 Strive to keep up to date with advances and changes in the knowledge and the
professional and ethical standards relevant to their areas and expertise
 Maintain adequate documents to support decisions made
 Treat all persons with courtesy and sensitivity to their rights and provide all necessary
and appropriate assistance
 Not take or seek to take improper advantage of any official information gained in the
employment with company
 Not harass or discriminate against employees or in work practices on the grounds of
sex, pregnancy, race (including colour, ethnic background or national identity), marital status,
disability, sexual preference, political or religious belief, or age

 Act responsibly when becoming aware of any unethical behaviour or wrong doing by any
employee. Such information should be forwarded to the DP/CEO.
 Continuously improve work performance. All employees should actively pursue quality
improvements
 Not make disparaging remarks about other employees Page 2

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 9. Natural justice, fairness and equity:-
If an employee is required to investigate complaints against other employees or issues affecting
employees, they must act consistently, promptly, and fairly and in a timely manner. The principles of
natural justice must be maintained in dealing with each investigation.

10. Use of facilities and equipment:-

Employees should take all possible care when using company property, goods, intellectual property and
services and ensure they are used efficiently, carefully and honestly. company resources are not to be
used for private purposes.

11. Privacy and use of personal and official information:-

Employees have an obligation to ensure that professional information is secured against loss, misuse or
unauthorised access, modification or disclosure.
Employees have a duty to maintain the confidentiality, integrity and security of official information for
which they are responsible.

12. Records management:-

Employees need to be aware of their record keeping responsibilities and are reminded there is a legal
requirement to adhere to proper records management practices and procedures.
All employees must therefore ensure that company documents are not placed in
Unofficial or private filing systems but place such documents in official files.
Employees must not remove documents from official files.
They are controlled records, and must be complete, up-to-date and capable of providing organisational
accountability when officially scrutinised.
Employees must not damage, dispose of, or in any other manner, interfere with official documents or
files. The destruction of records may only take place in accordance with a disposal and retention
schedule, which has been approved by the DP/CEO.

13. Information technology:-

Employees must not access information which they are not authorised to access or use, and must not
allow any other person access for any reason.
Employees must take all reasonable precautions, including password maintenance and file protection
measures to prevent unauthorised access and have an obligation to maintain the security and
confidentiality of the information systems over which they have responsibility or control and that are
owned or used by agreement.

14. Conflict of interest:-

If an employee becomes aware of the potential for conflict of interest then they must notify their manager
of the potential or actual conflict of interest. company expects employees to:-
 Declare any likely conflict of interest to supervisors
 Avoid any detrimental outcome as a result of a conflict of interest.

If conflicts of interest arise where an employee is likely to advance personal or other interests at the
expense of company interests or the interests of other employees, company may then intervene.

Employees must ensure that there is no conflict or incompatibility between their personal interests,
whether pecuniary (e.g. money) or non-pecuniary and the impartial fulfilment of their duties. It is not
possible to define all potential areas of conflict of interest but a number of situations are referred to
below:-

 Gifts and hospitality offered where there is an expectation of a return favour (which may
or may not be to the detriment of the company
 Additional employment that prevents or hinders the performance of a person in their role
 Decisions regarding the employment or promotion of relatives or friends
 Promotion of or soliciting for clients for own private business

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If an employee is in doubt as to whether a conflict exists, they must contact their manager.
Wherever possible employees should try to disqualify themselves from situations of conflict of interest.
Where an employee has an impartiality, financial or proximity interest in any matter regarding provisions
outlined within this Code, or which might be perceived as being in conflict with the interest of another
person who may be affected then the employee must immediately disclose this to the Managing
Director/DP/CEO or at the meeting if prior disclosure is not possible.

15. Financial interests:-

Employees should avoid any financial involvement or undertaking that could directly or indirectly
compromise or undermine the performance of their duties or the Company objectives or activities.
Financial conflict of interest may arise where an employee, who has a financial interest in a company or
other business, is in a position to influence contracts or transactions between the Company and that
business. This conflict may extend to any business undertaking in which employees and their immediate
family or the employee is acting in direct competition with the Company activities or interests for personal
gain.

16. Acceptance of commissions, gifts or benefits:-

Employees should not accept a gift, secret commission or a benefit from a person or organisation outside
the Company if the intent of the gift or the benefit is to induce the employee to waive or reduce
requirements or to extend a financial or other benefit to a person or organisation outside the Company to
the detriment of the Company interests.
As a general rule, no employee should accept a gift or benefit if it could be seen as intended or likely to
cause that person to the following:-
 Perform their job in a particular way, which the person would not normally do, or
 Deviate from the proper or usual course of duty.

Employees may accept token gifts or benefits in circumstances approved by the DP/CEO or a nominee,
provided that there is no possibility that the employee might be perceived to be, compromised in the
process. Gifts of a nominal value generally used for promotional purposes by the donor, or moderate
acts of hospitality may be accepted by employees.
The employee must advise their manager of any gifts and benefits they have received as soon as the gift
or benefit is received and must not take advantage or seek to take advantage of their position to obtain a
benefit, either for themselves or for someone else.

17. Influence to secure advantage:-

No employee shall elicit the improper influence or interest of any person to obtain promotion, transfer or
other advantage.

18. Use of official information:-

While employees can contribute to public debate on social issues there are some circumstances in which
public comment is inappropriate. Public comment by employees should not imply that the comment,
although made in a private capacity, is in some way an official comment by Company. The employee
may only disclose official information, with due regard to confidentiality, in order that it is in their official
capacity and duties.
In circumstances where employees are requested to provide information, they should provide it in a
timely and accurate manner and which complies with the clauses of the Confidentiality Contract and the
rights of the individual.

19. Employee/client boundaries:-

Employees are expected to maintain proper boundaries with clients. Employees are expected to make
themselves aware of any workplace and/or program-specific policies/guidelines in this area.

20. Relatives and close friends:-

A conflict of interest may arise where an employee makes or participates in decisions affecting another
person with whom they have a personal relationship (such as a relative, spouse, close friend or personal
associate).

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In cases where a conflict may arise, employees must advise their manager.
Wherever possible employees should disqualify themselves from dealing with those persons in such
situations.

21. Alcohol and substance abuse or misuse:-

Employees must ensure that the safety and health of other employees, volunteers and clients are not
endangered by any misuse. The Company expects employees to perform their jobs with skill, care and
diligence. Employees should not perform any act or omission that is likely to have a detrimental effect on
their work performance and that of other employees and clients. Accordingly, employees should not be
under the influence of alcohol or other substances while they are at work or at work functions.
Possession, use or trafficking in illegal drugs on the premises is not permitted. The Company premises
include but are not limited to all buildings, vehicles, car parks, meeting rooms, and open spaces. Any
such activity will be immediately referred to the police and the Company may take disciplinary action,
which may include termination of employment.
Employees must notify the manager if the taking of, or failure to take, prescribed medication is likely to
affect their performance and/or affect the safety of any person at the workplace. This is to ensure
workplace safety is not jeopardised and that any performance impact is properly managed. It is the
responsibility of employees to follow the directions/precautions for any drugs prescribed by a health
professional for individual use and/or commercially available preparations that may impact their capacity.

22. Smoking:-
Passive smoking can impact on other employees, the community and create a poor image of the
Company, which does not promote or encourage smoking. Smoking is not permitted in Company owned
or leased vehicles or buildings.
Employees may only smoke in their own time during authorised breaks as set out in the award,
agreement or employment contract and/or as authorised individually by their manager.

23. General Policies:-

Employees are responsible to carry out and comply with the Company policies and procedures and
legislation. It is acknowledged that employee views, on particular matters, may differ from the Company
Pvt. Ltd., however such views must not either interfere with the performance of an employee’s duty or
prevent the employee from supporting the Company objectives.

24. Compliance with lawful instructions:-

Employees must comply with any lawful instruction given by any person having authority to make or give
such an instruction.

25. Bullying:-
Bullying is unreasonable behaviour that is directed against an individual or group by another individual or
group and is derived from the misuse of power over the target of the behaviour. This may include
follows:-
 Verbal abuse, shouting
 Excluding or isolating behaviour
 Deliberately withholding information vital for effective work performance
 Giving employees impossible assignments
 Physical abuse

Bullying is unacceptable conduct within the Company and all reported incidents will be investigated.
While it is the responsibility of all employees within the Company to ensure that premises and facilities
are free from harassment, managers have a particular and clear responsibility to meet this requirement.
Managers who become aware of serious breaches of policy must immediately notify their manager or the
DP/CEO.

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 26. Discrimination and Equal Employment Opportunity (EEO):-
Anti-discrimination laws provide guidelines on respecting personal difference. Treating people differently
on the basis of personal characteristics is unlawful. The following are examples of attributes: age,
industrial activity, parental status, political belief, personal association, race, ethnic background, career
status, marital status, pregnancy/potential, lawful sexual activity, unrelated criminal record, impairment,
religious belief/activity, physical features, gender identity, disability and sex.
Discrimination is unacceptable conduct within the Company and all reported incidents will be
investigated.

27. Harassment:-
Harassment is any type of behaviour that:-
 The other person does not want and does not return
 Offends, embarrasses, or scares them, and may be either sexual or non sexual in nature
 Targets them because of their race, sex, pregnancy, or other protected attribute under
the law
 Constitutes a form of bullying
 Harassment does not have to be a series of incidents or an ongoing pattern of
behaviour. Neither does harassment need to be intentional to attract disciplinary action.
Harassment can occur in any work related context including:-
- Social functions
- Conferences
- Office social gatherings
- Business trips
Harassment and discrimination form part of a continuum of unacceptable behaviour that can include
sexual assault, stalking and harassing phone calls, some of which are also against criminal law, which
means the police may prosecute anyone who commits such acts.
Fair discipline, performance counselling or workplace control practices based only on performance
issues do not, in themselves, constitute harassment.

28. Racial and religious vilification:-

Racial and religious vilification is conduct that incites hatred against, serious contempt for, or revulsion or
severe ridicule against a person or group on the grounds of racial identification or religious belief or
activity. Racial and religious vilification is a form of harassment and discrimination and is unacceptable
conduct in the Company All reported incidents will be investigated.

29. Occupational safety and health:-

The Companyis committed to providing a safe and healthy workplace for all employees and visitors
however, employees have a responsibility to make the workplace a safe and healthy place for all
concerned, as far is reasonably practical.
It is therefore important that employees are familiar with the standards or procedures in their particular
area of work.
If employees have not been advised of these standards or procedures during the induction process, they
must as a matter of urgency ask their immediate manager to obtain the necessary information.
All employees are responsible for following:-
 Knowing and complying with the OSH rules and guidelines
 Working so as not to endanger themselves or any other person by any act or omission
 Use and follow OSH instructions, training or other information
 Report all incidents, accidents, injuries and hazards to management for action

30. Professional development:-

Employees must continually strive to improve their professional competence, maintain their knowledge
and encourage the development of their skills and competence of associates.

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 31. External employment:-
Employees should not engage in any such employment, if that employment:-
 Places them in conflict with their official duties, or would lead to the perception that they
have Placed themselves in conflict with their duties;
 Is likely to affect their efficiency in the performance of their duties
 Involves the use of Company resources for private purpose without authorisation or
recompense.
Subject to current policies, employees may not accept outside payment for activities, which would be
regarded as part of their normal work activities.

32. Ownership of products and copyright:-

All products, computer programs, material in written or other format, discoveries, inventions and
improvements in relation to such matters, together with all copyright and intellectual property created,
authored, discovered, developed or produced by the employee for the purpose of, or in the course of, the
employee’s employment will remain the property of the Company and will not be used by the employee
other than for the purpose of business.
Unless otherwise agreed, the Company retains the right of work produced by you during your
employment with the Company Pvt. Ltd.
Upon termination of employment the employee will return all correspondence, documents, data,
information, equipment and things, including copies thereof, belonging to the employer that may be in the
employee’s possession, custody or control.

33. Public conduct and media contact:-

Employees making comments in a public forum on any matter relating to the Company must act in a way
that is in keeping with the values and protects the reputation of the Company Only authorised personnel
may speak with the media on behalf of the Company Employees are not permitted to speak with media
representatives without first receiving clearance from the DP/CEO.

34. Misuse:-
Employees must not deliberately misuse Company equipment, assets, or the services of other
personnel. When using Company equipment, employees are required to follow the instructions provided
in order to avoid personal injury and/or maintenance and replacement costs. Examples of misuse
include:
 Copying computer software programs regardless of whether or not the programs are
protected by copyright
 Use of the Company letterhead paper or postage when corresponding on personal or
other matters not directly related to the company
 Unauthorised use of the Company logos
 Falsifying, manipulating or destroying business records without specific authorisation
 Using the Company equipment for personal commercial gain
Employees provided with vehicles (private or commuter use) are expected to use them in accordance
with the Company policy and guidelines.

35. Confidentiality:-
Employees may have access to personal or commercial information relating to individuals, the public, or
the financial or other operations of the Company This information is to be used for Organisational
purposes only and should remain secure and confidential. It is important that the community has
confidence that information acquired by the Company only used for the stated purposes for which it was
collected.
Employees must not discuss or release to any unauthorised person and/or anyone outside of the
organisation, any confidential or sensitive information relating to the Company and/or its operations.

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36. Misconduct:-
Without being exhaustive or in any way limiting the meaning of the word “misconduct” the following acts
shall be treated as misconduct:-

 Wilful insubordination and disobedience thereof, whether alone or in combination with

another or others of any lawful and reasonable orders /instructions of a superior.
 Theft, fraud and/or dishonesty in connection with the company’s business or property or
interests of any other workman, supplier, visitor, or any other person, agency etc. whether
committed within company premises or outside.
 Drunkenness or riotous, disorderly, indecent or rude behaviour, use of abusive language,
threatening intimidating, coercing other employees assault or threat of assault, either
provoked or otherwise, within the premises of the establishment, if such threat, abuse
assault or intimidation is in connection with the employment in the factory and which might
affect the performance or work or cause disturbance in the establishment.
 Wilful damage or damage of any property of the company or co-employees due to
negligence, careless in work.
 Any conduct of the employees which endangers the safety of the company premises
machinery ,equipment or personnel
 Habitual breach of any rule or instructions regarding the maintenance of any machinery,
department or cleanliness thereof.
 Habitual neglect of work or gross negligence or carelessness
 Habitual absence , without leave for 8 days or more
 Habitual late attendance
 Sleeping or dozing in any form while on duty.
 Unauthorized disclosure of information regarding the affairs of the company.
 Company’s business methods, know-how, secrets etc. which has come to his knowledge in
the course of his employment in the company.
 Offering, demanding and accepting bribe or secret commission or discount or any illegal
gratification of whatsoever kind from any of the company’s supplier , dealer ,agent or others.
 Refusal to receive any order written or oral, or notice or communication served by the
company.
 Threatening, intimidating, inciting others or to threaten, intimidate or assault any of the
executives or officers of the company or any of their family members or relatives at any place
on the way to factory or home or office premises.
 Beating, injuring, assaulting gearing or in any way causing injury mentally or physically to
any of the employees of the company
 Wrongfully confirming or restraining the Manager or any officer with a view to make him
concede to the demands of workman
 Conviction by a court of law for any criminal offences.
 Borrowing and lending money from a subordinate , contractor or a customer of the company.
 Sudden stoppage of work resulting in company’s machinery and /or property and plant
 Misappropriation of money or property belonging to the company.
 Committing nuisance in the premises of the company
 Sexual Harassment
 Handling any machine or apparatus not entrusted to his charge
 Obtaining or attempting to obtain leave by false pretence or feigning sickness
 Not wearing uniforms while on duty, safety shoes equipments provided by the management
 Non return of company’s properties within stipulated period.
 Making false statement before a superior or in any inquiry or forging the signature of a
superior or that of any person
 Furnishing wrong information in application for employment and/or submitting fake/forged
documents at the time /or during employment.
 Engaging in any business or trade within the premises of the company.
 Failure to refusal to submit to a search when requested to do so by company/any authorized
employee or security guard.
 Committing an immoral act within company premises.
 Any other acts of omission and/or commission which amount to misconduct is not defined
above.
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37. Complaints Procedure:-
Any employee having a cause for complaint about his work or working conditions shall have a right to
present a case for investigation and consideration within two days of the arising of the cause. The
procedure for its redress shall be as follows.

Stage -1:- An employee desiring to raise any question in which he is directly concerned, shall in first
instance, discuss it with his immediate supervisor.

Stage -2:-. Failing a satisfactory solution of his problem he may within six days of the cause of complaint
i.e. three days of stage 1 approach his sanctioning head through immediate supervisor.

Stage- 3:-. Failing a satisfactory solution in the second stage he shall within three days thereof request
for an interview with Manager through his Department Head.

Stage- 4:-. If he is not satisfied with the solution, offered by the Manager then he may request in writing
for consideration of his complaint to the grievance committee as constituted in accordance with stage 5

Stage -5:- . Failing a satisfactory solution, within six days of the decision (after stage 4) the employee
may request for consideration of his appeal, to the grievance committee, which shall be constituted as
under

 A nominee of the employees

 A member nominated by the Management
 The Manager or any other officer of the establishment notified in this behalf shall be the
chairman of the committee but he cannot vote in case of division.

38. Disciplinary Proceedings:-

 A workman against whom any misconduct is alleged shall be given a charge sheet in writing
by the Management. The charge sheet will set out in detail the misconduct alleged and the
time by which written explanation is to be submitted.
 The charge sheet shall be served on him by hand If he (workman) refuses or avoids to take it
by hand then the same shall be sent by Registered A/D. Post/Under certificate of posting at
his last known address on record. A copy of the charge sheet shall also be put on notice
board or near the machinery, place of his work in the presence of two persons and the
authority issuing charge sheet would make a note to this effect on the office copy, thereof.
This shall be a sufficient proof of the charge sheet, having been served on that workman.
 If the workman fails to submit his written explanation to the charge sheet within the time
given or subsequently extended at the written request of the concerned workman or
otherwise, than management shall thereafter proceed to take disciplinary action and punish
the concerned workman.
 If the workman submits within the time given, his written explanation either denying the
charges or giving another version of the facts and circumstances alleged against initiate a
domestic inquiry in the matter. The workman shall be informed in writing the name of inquiry
officer, the venue date for holding such inquiry. He will be an independent person.
 The management may appoint any officer of the company/ any outsider/ professional,
whether a management consultant, advocate, an industrial law consultant or any other
person to contact the inquiry against the charge-sheeted workman. The inquiry officer may
be a total outsider to the company or any outsider connected with the company.
 A workman on his request in writing to the management or enquiry officer will be allowed to
be represented/ assisted in the enquiry by such a co-worker as an observer, who shall,
however at the relevant time is not a charge-sheeted, suspended, dismissed or terminated
worker by the management but no outsider including union official will be allowed.

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  The Inquiry officer shall hold the proceedings as expeditiously as possible as per principles
of natural justice. At the enquiry, the workman shall be permitted to cross-examine witness
examined on behalf of the management and also examine his witness in his defence. The
witness examined by the workman in his defence, are liable to be cross-examined by the
management. At the inquiry, the workman shall be given an opportunity of examining the
relevant documents, if any. The workman shall also be permitted, if he so desire, to take
assistance of a co-workman not under suspension working in the factory. At the inquiry, an
outsider shall not be recorded. After due notice, if the workman refuses or fails to participate
in the inquiry it may be conducted ex-parte and orders passed on available material. The
management may appoint any employee/ Officer as Management representative to
represent the management before the Inquiry Officer.
 The workman shall present himself in person in the inquiry at the given time and venue
intimated either by Management & by enquiry officer or will inform his absence in writing to
the Management/ Inquiry Officer mentioning the justified reasons and approval will also
given to the workman by the Inquiry Officer/ management in writing. On his failure to do so,
enquiry shall be proceeded Ex-parte in his absence.
 On conclusion of the inquiry, the enquiry officer shall submit his report and findings thereof,
to the authority, issuing the charge sheet if the workman has been found guilty of any or all
the charges levelled against him and it is considered that the disciplinary action as provided
in the Standing Orders would meet the ends of justice, the Management shall pass an order
accordingly.
 If on conclusion of the inquiry, the workman has been found to be NOT GUILTY of the
charges levelled against him, he shall be declared to have been on duty during the period of
suspension and shall be entitled to the same wages, less the subsistence allowance paid to
him during the period of suspension as he would have received if he had not been placed
under suspension.

39. Suspension:-
The Management shall have the right to suspend a workman pending disciplinary proceedings. All
orders of suspension shall be in writing and signed by the Manager or any other officer authorized in this
behalf by the Management.

 A workman who is charged with any acts or misconduct may be suspended, pending finalization
of his case.
 A workman who is placed under suspension under clauses(a) above, shall during the period of
such suspension , be paid a subsistence allowance, which shall be subject to his non
employment to assignment of any nature during suspension period only if he is reporting at
company gate daily at a particular time as specified in the suspension order at the following
rates, names :-

 Where the enquiry is contemplated or pending the subsistence allowance shall for the first
ninety days from the date of suspension, be equal to one half of the basic wages, dearness
allowance and other compensatory allowances to which the workman would have been
otherwise entitled.
 If the Department inquiry gets prolonged and the workman continues to be under suspension
for a period exceeding ninety days, the subsistence allowance shall for the period
exceeding ninety days be reduced to one –fourth of such basic wages, dearness allowance
and other compensatory allowances , provided that where such inquiry is directly attributable
to the workman.
 A workman on his suspension during duty hours, shall immediately leave the company
premises and in case of default his act shall be considered as an act of trespassing and
Management shall be within its rights to initiate necessary legal action to his effect.
Suspended workman, if required by the Management, shall present himself at main gate.

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  Time Office at the given time. He shall also not leave the town during suspension without
prior permission from management in writing. He shall not be entitled to subsistence
allowance for his outstation period or for the period he has remained under police or jail
custody and for the period he remains absent unauthorized.

40. Penalties for Misconduct:-

A workman may be dismissed from services, if he has been found guilty of misconduct, after he has
been given full opportunity to defend himself in accordance with Standing Orders. A workman, dismissed
for misconduct shall not be entitled to any notice, in lieu of notice and there upon shall not be entitled to
any other benefit or privileges under these orders.

In awarding punishment, the Management shall take into account the gravity of the misconduct, the
previous record of any, of the workman and any other extenuating or aggravating circumstances that
may exit. A copy of the order so passed by the Management shall be supplied to the workman concerned
at the earliest possible or paste copy of thereof on notice board (in case of non-acceptance of the order
by workman concerned) whereupon the order shall become operative from the date and time of service
of the order. A workman found guilty of misconduct can be awarded any of the following punishment,
depending upon gravity of his misconduct and at sole discretion of the Management.

 Warning
 Suspension without wages/salary
 Fine in accordance with the provisions made under the Payment of Wages Act 1986
 Reduction to lower grades/demotion/reversions to old post etc
 Stoppage of increments either partially or wholly or cumulatively
 Stoppage of promotion for period as may be considered fit by the Management.
 Break in service and denial of all benefits for intervening period etc
 Discharge from services without notice or payment in lieu thereof.
 Any other punishment except dismissal ,as deemed fit and proper
 Deduction for damages caused or loss of goods or property etc.

41. Separation And full and final payment:-

a) Resignation:-
 Any permanent workman desirous of leaving company’s services shall give one month’s
clear notice to the company of his intention to resign. Such workman may be relieved of
his post by the Management at any time, even before the expiry of the period of notice.
Management shall pay wages/salary and any other dues payable to such workman
within two days, after the expiry of his notice or on following pay day, provided that the
workman hands over charges along with all properties of the factory in his possession,
including the quarter, if any and prescribed clearance certificate obtained from
concerned departments.
 If any permanent workman leaves without notices he shall be liable to deduction of
wages or for the period by which the notice or for the period by which the notice falls
short.
 All dues recoverable from any workman shall be adjusted with his incentives, bonus,
gratuity etc. accruing to him, and subject to the provisions of law.

b) Termination of Employment:-
Where it becomes necessary to terminate the service of a workman (permanent) reasons should be
recorded in writing, such reasons, being reasons other than misconduct, retrenchment or closure or
such, as his being declared by the Govt. as trainer or a person likely to jeopardize the safety of the
company than one month’s notice in writing shall not be required by Management and he shall be
discharged from services forthwith.

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  No Notice shall be necessary for the termination of the service of any other class of workman
namely probationers, temporary/fixed –term workman, trainee or casual workman. This provision
shall not however absolve the management of its obligation to abide by the provisions of
Industrial Disputes Act or any other way of retrenchment.
 The employment of any workman who has completed one year of service as defined under I.D
Act may be terminated for any reason, including loss of confidence or other than on the ground
of misconduct mentioned earlier by giving one month notice or wages/salary in lieu of such
notice.
 No notice shall be required if termination of service is under an agreement which specifies a date
for such termination, including of those who are on contract period with specific terms of
employment.
 Notwithstanding what has been stated above, if a workman absent intermittently for forty five
days during any period of six months on medical grounds or otherwise, the Management shall
have the right to discharge him on such grounds.
 If a workman in continuously sick or medically unfit to carry on his duties or develops serious
defects in eye sight or hearing or mental or physical deficiency subject to certification by
Company’s Medical Officer, one month notice in writing or salary in lieu thereof to the workman
concerned, while discharging him, shall be given by the Management.

42. Service certificate, reliving Letter:-

Every permanent workman shall be entitled to service certificate at the time of his resignation,
discharge/dismissal or retrenchment from service. The reliving letter shall also may be issued, if asked
for.

43. Retirement:-
Every employee shall retire on attaining the age of Sixty years. In the absence of a birth certificate, the
date of birth given at the time of joining will deemed to be the age for the purpose on determining the
retiring age. The company may in special Circumstances and its sole discretion after a further period of
employment beyond the age of sixty years.

44. Grievance handling:-

It is expected that as a first step, employees will attempt to resolve the issues between themselves.
Where this is not appropriate or does not result in a satisfactory resolution a more formal procedure as
outlined in the Grievance – Resolving Issues and Concerns Policy can be applied.
The dispute resolution process will operate within the following principles: Confidentiality, Impartiality,
Promptness, Sensitivity, Courtesy and Respect.
Disputes may be resolved in a formal or informal manner.
Where possible, as a first step and with the agreement of both parties, the dispute may be resolved
informally.
If the dispute is not resolved at the informal level then the formal process provides graduated steps for
further discussion and resolution at high levels of authority. A formal resolution requires a thorough
investigation to be undertaken, and the process documented.
Appropriate managers will investigate a complaint or allegation of behaviour that is contrary to these
standards. Investigations will be carried out with sensitivity and fairness and maintain confidentiality.

45. Breaches of the Code:-

The Company is committed to the standards set out in the Employee Code of Conduct.
Where a breach of the Code has been identified by the Company a response to the breach may result
in:-

 Counselling
 Disciplinary action
 Termination of employment
 Suspension; or
 Lying of criminal charges or civil act

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 Company Pvt. Ltd.
Rohtak

Annexure-1- Statement

By signing this statement I declare that I acknowledge and agree to abide by this company’s Employee
Code of Conduct.

(Signature)

(Name)

(Date)

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