1

INDEX
SL NO CONTENTS PAGE NO
1 INTRODUCTION 5
PURPOSE AND OBJECTIVE OF POLICY 5
VISION & MISSION OF LABOURNET 5
2 EMPLOYMENT POLICY 6
STAFFING POLICY 6
JOINING FORMALITIES 7
INDUCTION POLICY 7
PROBATION & CONFIRMATION POLICY 8
TRANSFER ON EMPLOYMENT 8
ANNUAL PERFORMANCE REVIEW 9
EMPLOYMENT/INVOLMENT OF RELATIVES & FRIENDS 9
EMPLOYEE REFERRAL POLICY 10
3 LEAVE POLICY 12
TYPES OF LEAVES 12
LEAVE ENTITLEMENT 13
PROCEDURE FOR LEAVE APPLICATION UNAUTHORIZED 15
ABSENCE/ABANDONMENT 15
LEAVE WITHOUT PAY 15
4 CODE OF CONDUCT 16
WORK HOURS 16
LATE REPORTING 16
DRESS CODE 16
SAFETY, HEALTH & ENVIRONMENT 17
NON SMOKING POLICY 18
ALCOHOL & DRUGS ABUSE 18
INTELLECTUAL PROPERTY & SECURITY 18
CONFIDENTIALITY OF INFORMATION 19
CONFLICT OF INTEREST 19
TELEPHONE USAGE 19
COMMUNICATION & INTERNET POLICY 20
HARRASSMENT AT WORKPLACE 23
5 GRIEVANCE HANDLING POLCY 29

2
 OPEN DOOR PROCEDURE 29
STEP LADDER PROCEDURE 29
6 COMPENSATION & REWARDS 30
PROCEDURES & PAYMENT OF SALARY 30
REMUNERATION PACKAGE 30
REWARD & RECOGNITION POLICY 32
7 FACILITY MANAGEMENT & ADMINISTRATION 34
PROCUREMENT MANAGEMENT & PROCEDURES 34
ADMINISTRATION SERVICES 34
MOTOR VEHICLE ADMINISTRATION 35
GUEST HOUSE MANAGEMENT 35
ASSET ALLOTMENT POLICY 35
8 BUSINESS ENTITLEMENTS 37
BUSINESS CARD ISSUANCE 37
BUSINESS TRAVEL POLICY 37
CANCELLATION OF TRAVEL 38
TRAVEL/RELOCATION POLICY 39
REIMBURSEMENT POLICY 40
LOCAL CONVEYANCE 41
LEAVE ON TRAVEL 42
TRAVEL ADVANCES & REIMBURSEMENTS 42
TRAVEL CANCELLED & ADVANCE SETTLEMENT 42
LOSS OF MONEY/ BAGGAGE ON TRAVEL 42
COMPLETION OF TRAVEL EXPENSE & STATEMENTS 43
MOBILE PHONE & INTERNET EXPENSES 44
9 SEPARATION FROM SERVICES 45
RESIGNATION 45
TERMINATION 45
RETIREMENT POLICY 46
EMPLOYMENT NOTICE PERIOD 46
CLEARANCE PROCEDURES 47
EXIT INTERVIEW 47
FINAL SETTLEMENT 47
10 EMPLOYEE ACKNOWLEGEMENT 49
11 ANNEXURES 50

3
 Version Control

Changed &
Sl.No Name of the Policy to be Changed Changed Date Approved By

1 HR Policy 1st July 2015

2 Administration Policy 1st July 2015

3 Travel Policy 1st July 2015 1st Sept 2015

4 Reimbursement Policy 1st July 2015 1st Sept 2015

5 Retirement Policy 3rd June 2016 3rd June 2016

6 Asset Allotment Policy 27th July 2016 27th July 2016

7 Work from Home Policy 1st July 2016 1st July 2016

8 Social Media Policy 1st August 2016 1st August 2016

9 ON Duty Policy 1st July 2016 1st July 2016

10

11

12

13

14

15

4
 1. Policy Introduction

1.1. Purpose & Objective of the Manual

This Human Resource Policy Manual contains the policies and guidelines, meant to help the organization
manage their team members effectively in order to achieve the business objectives.

The objectives behind designing the Policy Manual are primarily:

 To communicate General terms of employment and relevant HR policies to the employees for
proper understanding.
 To communicate the privileges and benefits for the employees.
 To communicate the rules and regulations that shall help the employees handle their day-to-day
work.
 To provide support through continuity and consistency of service and enhancing orientation &
focus.

The scope of this manual extends to all the employees of the organization.

The policies specified within are consistent with those of best practice management principles. They have
the full support and commitment of LabourNet management. The terms, conditions and policies contained
in the manual are subject to change from time to time and the only approving authority for such changes is
CEO.

This is not intended to address the legal and statutory requirements with which employers must comply.
The organization should maintain familiarity with all applicable legislation.

If the employee needs clarification or seek additional information, they are requested to contact the Human
Resource Team.

1.2. Vision

LabourNet is India‘s leading Social Enterprise focusing on Empowerment, Real income & Productivity
increase through Research & Development by providing Education, Training and ‗Decent work‘ Services
in the informal sector. To Enable Livelihood of Informal sector globally.

1.3 Mission:

―To Impact Livelihood of 10 million people by 2020, through Education, Entrepreneurship, and
Employment; thereby Increasing real Income and Improving productivity‖

5
 Employment Policy

2.1 Staffing Policy

The purpose of this document is to define a policy and process for explaining all activities involved in
recruitment, selection and transitioning of personnel in Labournet.

The Objective is “ To recruit the appropriate manpower, at the right time, at the optimal cost, at the
requirements met as per the business needs.”

Procedures:

 The manpower requirement of any department has to be approved by the respective BU head in the
HR portal.
 Upon approval from BU head, the requirement and budget hit the finance department for approval
 Upon budget approval, there begins the process of recruitment.

Process Overview:

1. Head Count Approval Process

 Hiring request (new/additional/replacement) is raised on Power HR by the Hiring Managers.
 Reporting Manager has to either approve, modify or reject the raised requisition.
 Department Head has to either approve, modify or reject the raised requisition.
 COE (HR Head) has to either approve or modify or reject the raised requisition. HR Head will
refer Project tracker before approve the hiring request.
 Post COE approval HRF number will be generated.

2. Sourcing/Interview Process
 After generating HRF number, Recruitment Manager will assign the requirement with team
members.
 Recruiters will start sourcing the prospective profiles which will best fit the requirement from
sources used include Naukri/Just dial/Shine/Employee referral.
 The shortlisted profiles are forwarded to Hiring Manager for interview process either in the form of
telephonic/face-to-face and same coordinated by Recruitment team.
 Post interview process interview feedback is forwarded to Recruitment team for final discussion.
 Recruitment team will check relationship between candidates with immediate manager before take
final decision
 Once recruitment team completes final discussion (Salary Negotiations/ DOJ confirmation),
profiles are processed for offer approval.

3. Offer Approval Process

6
  Candidate‘s profile will be shared with the Business Head with the necessary details
(Name/Location/Dept/Salary/DOJ/RM/HRF NO/Employee Type) to seek for offer approval.
 Finally HR Head will approve the profile to release for the offer letter.
 Recruitment team will then release offer letter.
 Recruitment Team will follow up with the candidate till he/she joins.

Once the candidate is selected, the interview panel members with the comments will sign on the Interview
feedback form. Post selection, an offer of appointment is made and sent to the selected candidate.

A background check will be initiated for new hires at senior level and above. It can also be carried out for
other positions based on the business needs. The Recruiter will regularly follow-up with all the offered
candidates till such time they come onboard.

2.2 Joining Formalities

A new Recruit on joining needs to submit the photocopies of the following documents (if not submitted
earlier at the time of interview), to the HR team, on or before 5 days from joining:

 Bank Account number (if already having one) .

 Passport size Photograph -2 .
 Copy of Education Certificates .
 Copy of Employment / Service Certificate (if applicable) .
 Copy of Salary Slip (Last Employer) .
 Copy of ID & Address proof.
 PAN Card is mandatory.

Bank Account Opening:

In case the employee already possesses an existing/personal bank account, the same may be used for
crediting his / her salary until the preferred bank account for salary is created.The salary accounts have to
be opened within 30 days from date of joining. Please contact the HR Team to open the bank account.

Change in Personal & Profession Snippets:

All employees need to inform HR promptly of any changes in circumstances or personal details, which
may necessitate an entry in or amendment to personal file like:

 Change of Name /Surname.

 Change of residence address/emergency contact number/contact number Change in Marital Status
 Change in family size
 Change in academic certification

The following should be reported by the respective Manager to the HR Department:

 Change in functional level/Department/Designation/Employment Status/reporting manager

 Change in work location of an employee/reason for change.

7
2.3 Induction Policy

The new hires go through an induction program in the first week of their joining LabourNet. The induction
program is typically facilitated by the HR(Human Resource) team. The induction program covers all
aspects of the Organization, Vision, Mission, Values, Policies, the various business divisions, the enabling
support functions, performance management process, the career path, the key people, organization
structure and the usage of PowerHR tool, etc.

2.4 Probation and Confirmation

This policy encourage and facilitate the review of performance of new joiners or probationer and this is
applicable for all regular full-time employees.

Process & Procedure:

 New joiners appointed with LabourNet shall be on a probation for a period of six months.
 Performance of employees shall be assessed and evaluated according to work performance using
the Probation Assessment Form (PAF).
 PAF will be sent to the respective reporting manager 15 days before the due date confirmation.
 On successful completion of the probationary period; subject to satisfactory probation assessment
review with regards to the employee‘s performance, confirmation letter shall be issued after the
receipt of approval from the Head of Line Function and final approval from the CEO.
 If work performance is below approved standards, the probationary period of an employee may be
extended for a further period as per suggested by the Manager. Even after such extensions, if the
employee cannot meet the levels of expectations, the services of the employee may be
discontinued.
 During the period of probation, the employee is liable to be removed from services without any
notice.

2.5 Transfer on e mployme nt

This policy is to relocate or reassign the services of employee; from one location to another / from one line
of function to another as per the change in business requirements.

Process & Procedure:

 Where required, the Company may, at its sole discretion, transfer an employee to another line
function or location, and assign additional or differing duties to meet changing business
requirements.
 While every attempt will be made to give the Employee reasonable advance notice of such transfer,
in case of an emergency such transfer may be made effective immediately. Non acceptance of
transfer will be considered as notice of termination of employment by the employer and notice will
commence from the date of issuance of transfer letter.

8
  In cases where an employee requests a transfer (change in location and/or Job Profile), each
request shall be considered on a case-to-case basis and will be subject to the availability of a
suitable position and the ability of the employee to perform in that position.

2.6 Annual Performance Review

Objective:

 To provide, systematic review of the performance of an employee.

 To assess the training and development needs of the employee keeping in view the organizational
development needs.
 To identify the opportunities and strengths and work towards the weakness to overcome the threats
(SWOT analysis)

Scope:Applicable to all confirmed employees who are on the rolls of the company as on or before 31 st
December of every year.

Process & Procedure:

 At LabourNet, a Half yearly performance review is conducted from April – September and an
Annual performance review from April - March of every year.
 As per the system, the team members self-evaluate their own performance, which is further
discussed with their respective manager in presence of HR.
 The Performance Review is an opportunity to understand any employee‘s current performance and
achievements vis-à-vis previous year. This system also provides a platform to discuss the goals to
be achieved as well as any support that is required to achieve the same.

The performance is measured on 2 major parameters:

A. Objectives B. Values & behaviors

Objectives will be decided by the reporting managers for all the respected employees reporting to him.

Values & behaviors will be:

 Trust , intergrity , loyalty & Mutual Respect

 Simplicity/ Action Oriented
 Result Driven
 Open Communication
 Leadership
 Innovation
 Customer Focus
 Competent
 Commitment
 Accountability

9
The process and the ratings obtained by the employee shall further serve as the basis for their growth and
career development within the organization as well as the salary revision. Salary revision dates will be
announced year on year.

Employees shall be eligible for salary review only if their performance is found satisfactory and are part of
the performance appraisal process.

2.7 Employme nt / Involve ment of relatives or friends for the organization‟s services .

At LabourNet we believe in work culture that is free from biases. As a part of this, employees a re requested
to inform the same to the management in writing, if any of their relatives are either already employed or
being considered for employment with LabouNet. Similarly, the management should be informed about
any other involvement of the any of the employee‘s relatives in

LabourNet. None of the relatives / husband / wife / brother or sister / son or daughter will report in the
same team or to the same reporting manager.

2.8 Employee Referral Policy

Employee Referral Bonus Policy (ERBP) is developed with the intention of awarding the employees for
their efforts towards Talent Acquisition & be able to contribute in creating the best team of qualified and
efficient people, working for the success of LabourNet, making

―LabourNet‖ a desirable place to work.

Policy Statement:

 This policy is applicable only for the employees of LabourNet.

 All employees are eligible for the referral bonus except for those in the Leadership Team, Human
Resources Department, and the hiring managers involved in the selection process of the open
position.
 Referral Bonus amount will be paid only when the referred employee completes 60 working days
in the company.
 Both referred and referrer should be in employment at the time of availing the bonus.

Eligibility:

 Referrer and interviewer cannot be same.

 In the event of any disputes, all final decisions will be made by the management.
 Referrals will not be accepted if a resume or application has previously been submitted directly by
the applicant or by an outside agency.

Procedure:

 Employee can refer when the Jobs are announced as per the company‘s requirement or if otherwise
the employee thinks a candidate would be appropriate to work with the organization.
 The referrer needs to fill up the employee referral form and submit to the HR department before
the recruitment process begins. Referral forms can be obtained from the HR or Managers.

10
  The same has to be duly filled and submitted along with an updated resume of the candidate, to
either the HR personnel or the immediate manager he/she is reporting.
 The referred candidate will undergo the standard recruitment process designated for the particular
position. Recruitment will be based on the available vacancy at that point of time and referred
candidate‘s knowledge & suitability.
 If the referred candidate is hired, the referrer is eligible to claim a referral bonus as per the policy.

Employee Referral Payoffs:

The referring employee would be entitled to receive a bonus if candidate hired. Referral Bonus amount will
be paid lump sum after 60 days of referred employee joining. The Referral bonus amount would be paid
out with the monthly salary, received after the employee‘s completion of 60 days from the date of joining.
The following is the referral bonus applicable under this policy:

Sl.no Level at which the referred Candidate Joins Referral Bonus to the Referrer

1 FL1/FL2/FL3 Rs.5000

2 FL4 Rs. 2000

Terms & Conditions:

 The bonus will be given only if the newly recruit completes the above mentioned time period with
the organization.
 The employee referral compensation amount is subject to change at any time without notice based
on the organization‘s needs. Check with the Human Resources department for current referral
bonus and also whether the policy is active or not.

Abbreviations Used: FL :- Functional Level

11
 3. Leave Policy
3 .1. Leave Policy

Vacation time help to get away from professional responsibilities, refresh and
rejuvenate our physical and mental senses.

Objective:

 To provide a standard policy for administering and granting employees, a leave of

absence.
 To provide guidelines for permissible leave from work during the year.
Norms:
 For the purpose of leave computation, calendar year is taken into consideration i.e. 01
January to 31 December .
 Employees on the rolls of the organization(FTE) are eligible for below leaves.
 Leaves shall be granted subject to urgency of work in the company.
 For the employees joining during the period, the leaves shall be calculated on a pro-
rate basis and leaves will be credited at the beginning of the month.

3.2. Type of Leave:

Privilege Leave (1.50 leaves *12 months)

 An employee may use privilege leave for vacations, rest and relaxation, and personal business
or emergencies. An employee has a right to take privilege leave, subject to the approval from
his/her supervisor.

General Leave (1 leave *12 months):

 Sick leave (or paid sick days or sick pay) is time off from work that an employee
can useduring periods of temporary sickness to stay home and address their health
and safety needs without losing pay or their jobs

 Casual leave is paid time off from work given to an employee to deal with
personal affairs

Maternity Leave (84 days):

 Maternity leave, now often called parental or family leave, is the time a
mother takes off from work for the birth or adoption of a child.

Paternity Leave (5 days):

All married male employees are eligible for 5 working days of Paternity leave.

12
 Types of Leaves Number of leaves per year

Privilege Leave (PL) 18 days

General Leave (GL) 12 days
Maternity Leave (ML) 84 days
Paternity Leave 5 days
Leaves (PL and GL) are accrued at the start of the year. However if an employee resigns
from the organization irrespective of reasons, leave is calculated on pro-rated basis and
any excess leaves taken are deducted in Full and Final Settlement on Gross Salary. Leave
Computation for a month (1.5 days of PL and 1 day of GL).

3.3. Leave Entitlement

1. Leave Transaction Period - January to December.

2. Any National/Weekly Holiday falling between two sanctioned leave will not be taken as
part of leave, subject to the below mentioned terms and condition.
3. For e.g.: If an employee avails approved leave on Saturday-Sunday-Monday, the leave
shall be taken as 02 days leave.
4. However, if the employee is on unapproved leave on Saturday and does not resume work
on Monday, then Sunday will be considered as a part of leave and the leave shall be taken
as 03 days leave.
5. A medical certificate is required if an employee takes three (03) or more consecutive days
leave for sickness. The certificate should state the nature of complaint and the duration of
employees‘ absence from work.
6. Leave availed in excess of the entitlement for a period shall be treated as Leave-without-
Pay (LWP). In such cases, proportionate deductions from monthly salary shall be made.
7. Employee shall not be eligible to avail any kind of leave while serving notice period
during separation. If availed, the notice period shall be extended by equal number of days.
Also any leave if approved earlier shall be cancelled.
8. No carry forward of any leaves (GL) shall be allowed in any case. At the end of the year
all the unused leaves (GL) to the employee‘s account shall lapse automatically.
9. 5 days of PL is allowed to carry forward to the next year. Any unused leaves will lapse
beyond 5 days will lapse. A maximum of 20 PLs can be accumulated, beyond which it
lapses.
10. Any leave, which was not communicated and approved shall be considered as
unauthorized absence and treated as Leave without pay.
11. Leave taken on a Saturday will be considered as a full day leave.

Maternity Leave:
Women employees are eligible for maternity benefit only if they have worked for a
minimum period of 6 months in the Company within 12 months before the expected
date of delivery
13
  All permanent female employees shall be entitled to Maternity Leave of up to three
calendar months. Leave will be granted on full pay for a period not exceeding 84 days on
any one occasion and shall be restricted to 180 days during the entire period of service.
 The female employee shall submit the application within 90 days prior to taking leave,
along with a certificate from the doctor specifying the expected date of delivery, to her
reporting manager.
 All the other provisions for the section will be as per the statutory provisions.

ML 1- Maternity Leave will be provided to female employee as per the MaternityBenefit

Act,1961 with full pay for 12 weeks (84 consecutive days) , out of which not more than 6 weeks
shall precede the date of expected delivery of the child.

Sundays and other paid holidays immediately preceding the day on which the maternity leave is
to begin and immediately succeeding the expiry of the maternity leave period will be excluded for
the purpose of computing the total period of Maternity Leave.

ML 2 -In the eventuality of a miscarriage or medical termination of pregnancy(MTP), on

production of sufficient medical proof, an employee will be entitled to maternity benefit for 6
weeks immediately following the date of the occurrence of such miscarriage or MTP.

ML 3 -If the employee has had tubectomy operation, she will be entitled to maternitybenefit for
2 weeks immediately following the date of such operation.

ML 4 -For any illness directly related to pregnancy, delivery, premature birth,miscarriage or

MTP, an employee, on production of sufficient proof will be entitled to an additional maternity
benefit for a maximum period of one month. (Note: This is in addition to leave mentioned above,
as applicable).
 Employee need to obtain approval from Manager before proceeding on ML.
 Women employees who would want to apply ML 2, ML3, ML4 can do so by sending
an email of approved leave application along with enclosures to BU HR
 Employee are encouraged to apply for maternity leave on HRIS system.

Paternity Leave (Applicable to all permanent employees)

All married male employees are eligible for 5 working days of Paternity leave. This leave
should be availed within 90 days from the date of birth of the baby failing which it would
lapse.The 5 days can be availed continuously or with breaks. This leave is not encashable.

Leave policy for e mployees on contract role:

Employee on contract can avail 1 general leave every month . In case contract employment is
changed to permanent employment the balanced leaves is carried over to regular employment.

Half Day Leave:

In case of half day leave employee is liable to get paid for Half day work only

14
Fixed Holidays & restricted Holiday:

 All employees are eligible for state wise Fixed Holidays (FH) in a year as decided by the
organization . The FH list will be circulated yearly by HR.
 Employees are eligible for only 2 Restricted Holidays (RH) in a year.
PS: All the employees are required to report / send an email to BU HR on reporting back
tooffice. This is with regards to the payroll input.

3.4. Procedure for leave application

 Employees are encouraged to plan the use of their leave wisely, and as far as practicable in
accordance with the operating requirements. Requests for leave shall be considered in the
light of current and anticipated workloads.
 Privilege leave needs to be applied for well in advance and approved by the respective
reporting manager/HOD at least 3 days prior to commencement of the leave.
 Except in cases of emergency, the general leave shall be planned and requested a
minimum of 1 day in advance of the absence.
 In case of emergencies, an employee must notify the reporting manager before or as soon
as possible of the reason for this and request approval for the absence. It is responsibility
of the employee to directly speak to the respective managers or the next level manager in
case of manager‘s non availability. Employees are encouraged to send a leave request on
the HRIS system.

3.5. Unauthorized Absence/Abandonment

 Any unauthorized absence by an employee can result in deduction from salary and/or
disciplinary action.
 Absence from work for a continuous period of 3 working days (including absence upon
leave though applied for but not granted), or when overstayed for a period of 3 days after
expiry of sanctioned leave, may, as per the management discretion, result in loss of lien on
the job and the employee‘s services may automatically come to an end and services can be
terminated with immediate effect without any notice, indemnities and compensation in lieu
of notice .
 The HR team would intimate the employee by a show cause notice before the dismissal.

3.6. Leave Without Pay

 Leave without pay is not a leave option in the hands of the employee. It is at the discretion
of the reporting manager.
 Leave without pay is applicable when previous leave balance as well as earned leave
entitlement for the financial year has been exhausted.
 Any unauthorized leave will be treated as a Leave without Pay.
 Failure to return to work on the date stipulated as committed may also res ult in Leave
Without Pay .

15
 4. Code of Conduct
Code of conduct is a set of rules outlining the responsibilities or proper practices for
an employee of LabourNet.
Objective:

 It lays down guidelines for general ethical behavior of employee, professionalism and
diligence in performance of work.
 To maintain cordial and cohesive relationship with co-employees, customers and to
maintain the ethical values in all matters related employment.
 To illustrate high standard of integrity .

4.1. Work Hours

The company believes that employees are the best judge of how to organize their work schedule,
subject to the rules and regulations of the company. It is expects that every employee will be
regular and punctual in attendance at work.
The office timings to be observed are as follows:

Day of work Timings

Monday – Friday 09:30 am – 6:00 pm
Saturday 09:30 am – 6:00 pm
Saturday (Corporate Office - 9.30 am – 1.30 pm)

 Depending on the business function, Saturday‘s will be a full working day. The same is at
the discretion of the line function head.
 Company observes weekly off on Sundays.
 If an employee works for less than four hours on any day it will be treated as full day
absent.
 If an employee works for more than four hours but less than seven hours on any day,
it would be treated as a half day.
Work from Home Policy for 2 Saturdays in a Month for Corporate & Regional
offices
 Employee can avail Work from home option for two Saturday in a month after
obtaining prior approval from the respective manager in HR Portal.
 If Work from home is availed without prior approval, it would be treated as Loss of
Pay
 Employee will have Work from home balance of 2 days per month which will not be
accrued to the next consecutive month.

16
4.2. ON Duty Policy

In order to effectively manage official activities that need to be performed outside the office –
On Duty Policy is introduced. Employees are expected to perform duty from their designated
office/centre/site location, unless official travel is required. Necessary approvals to be taken from
reporting manager for On Duty travel.

This policy applies to all employees at LabourNet when dealing with the situations below:-

 Employee is travelling to any location other than his office/centre/site/Base location.

 Employee is on Client Visit/ Review Meetings/Official Travel representing
LabourNet/Attending Training or Travelling for any other official work

Process To Obtain On Duty:-

 The employee must fill the On Duty application in PowerHR & the On Duty Application
has to be approved by the Reporting Manger in PowerHR.
 In case On Duty is performed without approval and employee is not operated out of the
base location it would be treated as Loss of Pay.
 Employees should continue to mark attendance in PowerHR as a normal process even
when On Duty has been applied.

4.3. Late Reporting

If an employee is going to report late, for any reason, he/she needs to notify respective
supervisor/Head of Line Function in advance, before the regular starting time. The concerned
employee shall be responsible for speaking / SMS directly with the supervisor about the reason for
delay.

4.4. Dress Code Policy

Objective
The objective in establishing a dress code policy is to project a professional image as an
organization.

Guidelines

The following guidelines will help you to determine the appropriate attire to work:

a) Any clothing that has words, terms, or pictures that may be offensive to other employees is
unacceptable.

b) In cases of client / business interaction outside the office premises, the regular formal wear
is applicable or as specified by the client. It is recommended that men wear a full suit or a
blazer unless otherwise specified.

c) The regular formal wear is applicable in case of client visits or business meetings at
17
 LabourNet.
d) During in house/external training programs casual dress code will apply.

e) Un-aesthetic wear and fancy-wear are not permissible.

f) Employees should wear formal attire on working days viz. Monday to Friday.

g) Formal for male employees: Trousers & Shirt

Formal for female employees: Saree & Salwar

Dress down Day

Saturday‘s have been formally designated by the Company as a dress down day. On these days,
jeans(formen/women), long skirts (for women) and a more casual approach to dressing, although
never potentially offensive to others, are allowed.

4.5. Safety, Health and Environment

 LabourNet is committed to providing and maintaining a safe work environment for the
health, safety and welfare of our staff, contractors, visitors and members of the public who
may be affected by our work.

 First aid will only be administered either by qualified medical practitioners or trained first
aiders within Labournet.

 In the event of an accident, first aid boxes are installed at clearly identified locations for
emergency treatment.

 Should an employee be injured in the workplace during office hours, it will be the
responsibility of the employee‘s manager together with the Administration Manager, to
make appropriate arrangements for medical attention

4.6. Non Smoking

LabourNet employs a non-smoking policy. Smoking is not permitted on LabourNet property or

offices at any time. Smoking is accepted to be harmful to the health of those who smoke and those
around them (passive smokers). Consequently, smoking while on company premises will be
considered as misconduct and will render an employee liable to disciplinary action.

Smokers who need to take breaks should do so during their allotted breaks (no more than two per
day in addition to their lunch break). These breaks must be limited to 10 minutes from leaving the
workplace to recommencing work. These breaks must not be taken at the entrance to LabourNet
offices. This is a poor representation of the Company and people who may be visiting LabourNet,
visitors do not want to be walking through a cloud of smoke.
18
No special privileges will be afforded to smokers. Any additional breaks (outside of allotted
breaks) must be approved by your manager - these must be limited to 10 minutes from leaving the
workplace to recommencing work - and the time must be made up at the conclusion of the
working day. Excessive smoking breaks will be regarded as absenteeism and disciplinary action
may be taken.
4.7. Alcohol and Drugs Abuse

This policy applies to all employees of LabourNet. The policy is not concerned with social
drinking or the taking of prescribed drugs for medical purposes, the concern is directed to
instances where alcohol or other drug dependence or abuse affects the job performance and or /
safety of any employee(s).

LabourNet is concerned by factors affecting an employee‘s ability to safely and effectively

perform work to a satisfactory standard. The Company recognizes alcohol or other drug abuse will
cause short-term or long-term impairment to work performance.

LabourNet is committed to creating and maintaining a safe, healthy and productive workplace for
all employees. LabourNet has a zero tolerance policy in regards to the use of illicit drugs on their
premises or the attending of other business related premises (e.g. clients, Livelihood Centres,
Guest Houses) while under the influence of illicit drugs. Contravening either of these points may
lead to instant dismissal. Employees are also required to undergo mandatory random drug
screening, whenever it is presented.
Attending work under the influence of alcohol will not be tolerated and may result in disciplinary
action or instant dismissal.

4.8. Intellectual Property and Security

During your employment with LabourNet, all intellectual property developed by you, discoveries
or inventions made by you in the performance of your duties related in any way to the business of
LabourNet or any related bodies corporate will be the property of LabourNet Services India
Private Limited. or its related bodies corporate. You will be required to do everything necessary to
ensure LabourNet or its related bodies have ownership of such intellectual property (including, if
required assigning such intellectual property to LabourNet, a related corporate body or any entity
of LabourNet).
From time to time during the course of your employment, you may be given access to sensitive
information, data, company property, keys to premises or any other company related
property/information. It is expected employees will treat this as intellectual property and therefore
it should be stored securely either physically and/or electronically. Failure to properly look after
company information or property will result in disciplinary proceedings including dismissal.

4 .9. Confide ntiality of Information

The company places great confidence and trust in its employees, and it is their responsibility that
they never breach this. We operate in a highly competitive environment; it is therefore vital that
the organization‘s information does not fall into the wrong hands that could impact its business or
any individual connected with it.
Any information, exiting the premises physically or electronically is detrimental to the interests of
19
the company and hence will need to be maintained confidential.

Such confidential information includes, but is not limited to, the following examples:

 Personal information
 Pricing
 Customer information
 Trade secret or company strategies
 Account and financial details
Any such confidential information must be protected and may not be passed on orally, in writing
on disk or in any electronic form both during your employment and at all times thereafter.

It is expected that discussions that takes place at management, employee or any other official
meetings should not be revealed neither internally nor especially to persons outside the
organization, unless they are involved in any way in relation to the matters discussed.

4.10. Conflict of Interest (Dual Employme nt)

Prior to your employment with LabourNet, you may be conducting business activities which
potentially give rise to real or perceived conflict of interest with LabourNet‘ s objectives and
future activities. Thepolicy of the company does not permit any individual to carry on any other
employment apart from that of LabourNet.
In such circumstances, any business or other external interests that have a real or perceived
conflict of interest should be declared to LabourNet Services India Private Limited prior to
employment. Failing to do so is a breach of the employment contract.
If any employee would like to get engaged in any other professional activity, while in employment
with LabourNet, it will be mandatory to take written prior approval from the CEO.
4.11.Telephone usage
Telephones have been provided for efficient communication & office work. It is recognized that it
may be necessary to make or accept a limited number of personal telephone calls while at work.
However, the frequency and duration of such personal calls must be kept to a minimum and,
whenever possible made during lunch hours or authorized breaks.
4.12. Communication and Internet Policy

Purpose & Scope :

The purpose of this policy is to provide guidelines to employees on usage of communications

systems, Internet and Emails.
This policy is applicable to all contract & confirmed employees in Labournet Services India
Private Limited.

Policy State ment:

This policy covers the appropriate use of all information resources including computers, networks,
and the information contained therein. Users of Labournet‘s network and computer resources
20
("users") are responsible to properly use and protect information resources and to respect the
rights of others. This policy provides guidelines for the appropriate use of information resources.

A.Communication Systems

 Computer, computer files, the e-mail system, other communication devices and software
furnished to Employees are the property of Labournet and is intended for business use.

 All messages distributed via Labournet‘s email system, even personal emails, are
Company‘s property. All confidential information should be e-mailed by protecting the
documents by using passwords.

 LabourNet has instituted procedures to track usage of the various resources such as
computer systems, facilities, etc. All activities time of logging into work stations, PCs and
servers are recorded automatically. User of the systems should not disable these services
for any reason.

 Employees have no expectation of privacy in anything they create, store, send or receive
on Labournet‘s computer system. All e- mails can be monitored without prior notification
if Labournet deems this necessary.

A. Network Access and Prohibition

 LabourNet shall ensure authorized user access and shall prevent unauthorized access to its
information systems. Enabling unauthorized access to a system may lead to disciplinary action.
 The company may enforce URL filtering to block access to sites that are considered objectionable
and or not relevant to business.
 Written permission is required for accessing the Internet to external users / consultants / temporary
employees or business partners further it should be ensured that they comply.

B. Prohibition against Sharing Identities and data

 Authorized Employees must disclose all Internet passwords to Labournet and their
supervisors, but must not share the passwords with other Employees or any other
individual. Sharing an online identity (user ID and password or other authenticator such as
a token or certificate) is strictly prohibited.

 Users must not intentionally seek or provide information on, obtain copies of, or modify
data files, programs, passwords or other digital materials belonging to other users,
without the specific permission of those other users. Any attempt to hack network will be
dealt seriously.

21
  Uploading and downloading of confidential data without authorization is completely
prohibited.

 Downloading of utilities / software not authorized by Labournet and installing them on the
work stations / servers, is prohibited. If a particular utility is currently not authorized by
Labournet and needs to be used for business purposes, then the users should first get
authorization from the System Admin department before using / installing such utilities /
software.

C. Prohibition against accessibility

 Users are strictly prohibited on setting up proxy servers on network.

 Users are advised that connecting to the internet through modems using telephone
line on the corporate network is strictly prohibited as it completely bypasses
Labournet systems.

D. Internet Usage

 Employees are permitted the usage of internet for business related work and to acquire
more knowledge in the domain.

 Employees are permitted limited personal use of internet as long as it doesn‘t

significantly degrade the network performance.

Prohibite d Use
Users must not send, view or download fraudulent, harassing, obscene (i.e.,
pornographic), threatening, or other messages or material that are a violation of Labournet
policy.

Copyrights and Licenses

Users must not violate copyright law and must respect licenses to copyrighted materials.
For the avoidance of doubt, unlawful file-sharing using the Labournet‘s information
resources is a violation of this policy.

Social Media
Scope
The LabourNet social media policy applies to all the LabourNet employees, employees of
subsidiaries of LabourNet companies and assigned workers,as wellas to the third par ties
performing service on behalf of LabourNet companies. For employee, compliance with
this policy is an expectation of employment. For assigned workers & third parties,
compliance with this policy is a condition of access to the LabourNet resources, and of
being permitted to perform services for LabourNet

22
Purpose
LabourNet recognizes that social media tools such as blogs, micro-blogs, online forums,
electronic newsletter, content sharing websites, social networking sites and other digital
channel established for online interactions are increasingly used to :-
 Promote the LabourNet to colleagues, customers, the media, and other LabourNet
stakeholders; and/or
 Share personal opinions and participate in online interactions as individuals.
The purpose of this policy is to:
 Encourage the use of social media for individuals and business benefits, as also to
establish the standards and expectations regarding any LabourNet related use of such
media.

 Ensure that the guidelines defined for usage of social med ia are in adherence to
organization policies

 Utilize the opportunities provided by the social media to enhance LabourNet‘s image
,as well as marketing and communication capabilities

 Permit Employees to share information with others in a contemporaneousmanner

Procedures
The following principles apply to professional use of social media on behalf of LabourNet as
well as personal use of social media when referencing LabourNet or LabourNet partners.

 Employees need to know and adhere to the LabourNet Code of Conduct, and other
company policies when using social media in reference to LabourNet.
 Employees should get appropriate permission from PR (Public Relations) team before
you refer to or post images of current or former employees, members, vendors or
suppliers. Additionally, employees should get appropriate permission to use a third
party's copyrights, copyrighted material, trademarks, service marks or other intellectual
property

 Employees should be aware of the effect their actions may have on their images, as
well as LabourNet‘s image. The information that employees post or publish may be
public information for a longtime.
 Employees should be aware that LabourNet may observe content and information made
available by employees through social media. Employees should use their best
judgment in posting material that is neither inappropriate nor harmful to LabourNet, its
employees or customers.
23
  Although not an exclusive list, some specific examples of prohibited social media
conduct include posting commentary, content, or images that are defamatory,
pornographic, proprietary, harassing, libelous, or that can create hostile work
environment.

 Employees are not to publish post or release any information that is considered
confidential or not public. If there are questions about what is considered confidential,
employee should check with the Human Resources Department and/or Business Head.
 Social media networks, blogs and other types of online content sometimes generate
press and media attention or legal questions. Emp loyees should refer these inquiries to
authorized LabourNet spokes persons.

 If employees find encounter a situation while using social media that threatens to
become antagonistic, employees should disengage from the dialogue in a polite manner
and seek the advice of a supervisor.
 Social media use shouldn't interfere with employee‘s responsibilities at LabourNet.
LabourNet computer systems are to be used for business purposes only. When using
LabourNet computer systems, use of social media for business purposes is allowed (ex:
Facebook, Twitter, LabourNet blogs and LinkedIn), but personal use of social media
networks or personal blogging of online content is discouraged and could result in
disciplinary action.

 Subject to applicable law, after‐hours online activity that violates LabourNet‘s Code of
Conduct or any other company policy may subject an employee to disciplinary action
or termination.
Monitoring Reporting & Disciplinary Action:-

LabourNet reserves rights to monitor comments or discussion about the company,

employees, clients, industry, including services & competitors posted by anyone, including
employees on the internet. If any content violates the LabourNet Code of Conduct, this
Social Media Policy or LabourNet‘s communication Policy, reserves the right to seek
clarification and if required, ask the employee to delete the content. LabourNet will
investigate and respond to all the reports of violation of any policy, law, or guidelines and
take appropriate remedial or disciplinary actions.

If employee come across any content that they feel they need to report, please send an Email
to [email protected]

24
 Personal Use
Labournet information resources should not be used for activities unrelated to appropriate
business functions, except in a purely incidental manner.

Comme rcial Use

Labournet information resources should not be used for commercial purposes, including
advertisements, solicitations, promotions or other commercial messages, except as
permitted under Labournet policy. Any such permitted commercial use should be
properly related to Labournet activities only.
E. Storage and Back up Process

“The purpose of backup is to protect information. The backup of files is performed on a

weekly basis to protect data from being lost due to a hardware or software malfunction―

The individual user and the manger are responsible for ensuring the necessary a nd
regularbackup of document files of his/her computer is taken by System Admin.

Users connected to LAN will be allocated storage area on a network server. This storage
area will be usually a separate drive and, maintained by system administration.

F. Information Leakage Prevention Policy

LabourNet has implemented the mechanisms and controls to prevent the leakage of information.
The system administrator is responsible for managing and operating information resources under
their oversight in compliance with Labournet and department policies, including accessing
information resources necessary to maintain operation of the systems under the care of the
system administrator.

Prevention Responsibilities

 Taken all appropriate actions(like virus control, system event monitoring) to protect
the security of information and information resources.
 Taken precautions against theft of or damage to information resources.
 Faithfully execute all licensing agreements applicable to information resources.
 Communicate this policy, and other applicable information use, security and privacy
policies and procedures to their information resource users.
 Cooperate with the Information Security Office to find and correct problems caused by
the use of the system under their control.

Suspension of Privileges
 As a policy, the local system privileges will be disabled on systems. This is in place to
prevent unauthorized usage from being installed on the work stations without
permission.

 In some cases, System Admin privileges might need to be provided. In such cases, a
periodic audit of such systems will be done by System Admin to ensure that non-
authorized information are not stored on such systems.
25
  System administrators may temporarily suspend access to information resources if they
believe it is necessary or appropriate to maintain the integrity of the information
resources under their oversight.

Virus Control Action

 Do not open any files attached to an email from an unknown, suspicious or untrustworthy source.
 Do not open any files attached to an email unless you know what it is, even if it were to come from
someone known to you.
 Delete chain emails and junk email. Do not forward or reply to any. These types of emails are
considered spam, which is unsolicited, intrusive mail that clogs up the network
 Exercise caution when downloading files from the Internet. Ensure that the source is a
legitimate one. This has to be adhered to.
Ex: Brochures of a product.
Content related to training,
Resumes/Profiles of candidates
 Your system has been setup to automatically scan for viruses once a day. This should not be
disabled.
 Your system has been set up to automatically get the latest copy of the anti-virus software from
the server. This should not be disabled.
 Do not use any other anti-virus software other than one authorized by LabourNet.

4.13.Workplace

All the employees in functional level EC will be provided with Cabins. All other employees will
be provided the work space as per the availability & company decisions will be final .

4.14. Harassment at workplace

Objective:

At company, we believe that our employees should be treated with respect and dignity. Therefore,
we will not tolerate inappropriate workplace conduct, including sexual harassment. This policy
applies to any conduct that affects the employment relationship, both on our premises and in other
locations where company activities occur, such as at a customer site, at a company party or offsite
official trips. This policy also applies to inappropriate conduct by or towards non-employees
involved in our business, such as consultants, clients, customers, visitors or vendors.

LabourNet is committed to ensuring employees are treated fairly and equitably in an environment
free of intimidation and harassment.

The HR team would co-ordinate directly with the complainant in any such cases and maintains
any such incident as confidential. A notice should be sent from the HR end as a warning to the
concerned employee who is found to be involved in such practices and would be subjected to
severe punishment by the management.
26
Applicability:

This Policy applies to every employee who is employed for any work on regular, temporary, ad-
hoc or daily wages basis, either directly or through an agent, including a contractor, with or
without the knowledge of the principal employer, whether for remuneration or not or working on
a voluntary basis or otherwise, whether the terms of employment are express or implied and
includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any other
such name.

Definitions and Procedures:

Sexual harassment:

Sexual harassment includes any one or more of the following unwelcome acts or behavior
(whether directly or by implication) namely:—

i. physical contact and advances; or

ii. a demand or request for sexual favors; or

iii. making sexually colored remarks; or

iv. showing pornography; or

v. any other unwelcome physical, verbal or non- verbal conduct of sexual nature

4.14. Reporting Sexual Harassment:

Under our Code of Business Conduct, every LabourNet employee is responsible for reporting
any incident of inappropriate conduct through proper channels. We strongly encourage the
prompt reporting of any sexual harassment.

If you believe you are being harassed or have witnessed harassment, you should report the
violation immediately to:
- Immediate supervisor; or

- Human Resources Department

4.15. Complaints made with a malicious intent:

This policy has been evolved as a tool to ensure that in the interest of justice and fair play, our
employees have a forum to approach in the event of instances of sexual harassment. However, if
on investigation, it is revealed that the complaint was made with a malicious intent and with the
motive of maligning the concerned individual/ tarnishing his/her image in the company and to
settle personal/ professional scores, strict action will be taken against the complaint, including

27
legal action and/ or termination of employment from LabourNet.

Confidentiality:

All information received with respect to a complaint or an investigation shall be kept

confidential. Any person (including witnesses & Internal Complaints committee) who
breaches confidentiality shall be subject to disciplinary action.

28
 5. Grievance Handling Policy

Grievance is any dissatisfaction or discontent that affects the organizational performance. It arises
when employee assumes something to be unfair, unjust or inequitable. It could arise out of
working condition in an organisation or any management policy. At LabourNet we maintain that
the employee grievances are strictly judged & timely answered.

Grievance Handling procedure:

At LabourNet we have 2 different procedure that an employee can choose to solve the issue:

1) Open Door Procedure

2) Step Ladder Procedure

5.1. Open Door:

A process of open communication and transparency allows employees to bypass their supervisors
to engage with senior management. Open door policies exist to encourage employees to offer
suggestions and ideas, provide or solicit feedback, seek personal or professional counsel, or
address concerns within the company.

At Labournet we maintain that every employee has rights to speak openly with their employer
about issues face-to- face, rather than through e- mail. The open door policy serves to empower
employees, knowing that their voice is heard and issues are quickly addressed and resolved.

5.2. Step Ladder Policy:

1) Employee sends an email to his/her immediate supervisor regarding the issue.

2) The supervisor has to come back with a solution within 3 days otherwise it is escalated to
the BU Head.
3) The BU Head has to find a solution for the same in 14 days else it is escalated to HR
department.
4) HR has to come up with a solution within 20 days from the date it has been assigned.
5) Incase HR is not able to solve the issue of its own;where Internal complaint
committee(ICC) is made on the same including of a 2 representatives from HR end,
Chairperson/CEO & Legal Advisor.
6) Incase the issue remains unsolved or still the employee remains dissatisfied with the
decision of the ICC, the issue is forwarded to an arbitrary whose decision remain final.

At LabourNet we ensure that the employee grievances should be resolved on time.

29
 6. Compensation and Rewards
6.1. Procedures &Payment of Salary
o All employees are on the payrolls of Labournet are applicable for Compensation &
Benefits.
o For the purpose of payroll, the work month will begin on the first (1st) day of a calendar
month and will end on the last day of the same calendar month.
o The payroll cycle followed will be from 21 st of the previous month to 20th of the current
month.
o Data related thto attendance, leave, absence from office on duty, etc need to be updated and
closed by 19 of the respective month so that the payroll can be processed as per the above
schedule.
o All employees get their salary credited on or before the statutory salary payment dates.
The salary slip detailing the pay and various deductions will made available to every
employee online.
o All employees will be paid their salary by way of direct credit to the employees‘s salary
bank accounts.
o As per the Income Tax rules, the applicable taxes will be deducted at source (TDS). Filing
of Income Tax Returns with Income Tax Department is the responsibility of an employee.

o If an employee has a query on the salary credited to his / her account, the same can be
raised to the HR Department. The designated SPOC who handles the Compensation and
Benefits will respond to such a query.

The Company may make deductions from an employee‘s salary in the following circumstances:
o
To recover a mistaken overpayment of salary.
o
Contributions towards employee related funds
o
 Recovery of Salary advances / other advances if any
Please note:If you do not provide your bank account, only the first two salaries will be paid by
cheque. The subsequent salaries are paid only after providing a bank account.

6.2. Remuneration package

Employee‘s remuneration includes base pay, allowances, and benefits. It is important to

note that some components in the salary structure are applicable only to some grades.

Components of Remune ration

The component of remuneration shall be discussed with the employee as per his positions
entitlement and finalized so as to be communicated to the employee through the
appointment letter/offer letter or at the time of internal promotion/salary increments.

30
A. Medical Allowance

Medical allowance is a part of CTC.

Eligibility: All employees on the payroll of LabourNet and falling under the tax bracket.

Ceiling:
The ceiling is a maximum of Rs.15, 000/- p.a. (Rs Fifteen Thousand Only Per Annum) or as
amended by Income Tax authorities. However it will range from 0 to Rs 15,000 depending
upon the level and salary structure.

Coverage of expenses:
1) Consultation fees of a physician and a specialist
2) Medicine and medical services
Please note: Cosmetic treatment, cosmetic products (e.g. antidandruff
shampoo,medicatedsoaps) is not covered under medical allowance.

Procedure for Medical Claims:

1) Tax exemption will be limited to expenses incurred on medical treatment for the
family, as per the income tax rules that are applicable from time to time

2) Employees shall submit the claim for exemption of income tax of medical expenses
supported by relevant bills / cash memo‘s to Accounts (CO) latest by February end to
avail tax exemption for that financial year.

3) Tax will be deducted for the balance amount for which no bills / cash memos are
submitted, as per the prevalent Income Tax rules.

B. Provident Fund

Provident Fund facility is provided based on the statutory compliance. Option of

voluntary contributions is at the sole discretion of the company.
C. Gratuity

A gratuity component will be a component of CTC & the same would be provided to the
employees post the completion of 5 years with organization.
D. Conveyance
Conveyance is paid as part of monthly salary and is exempted from taxes. No proof is
required for submission to income tax authorities.

E. HRA
HRA is paid as part of monthly salary and is exempted from taxes. Monthly rent receipts or
documentation as amended by income tax authorities are to be submitted to Accounts (CO)
latest by February end to avail tax exemption for that financial year.
Tax will be deducted for the balance amount for which no bills / cash memos are submitted,
as per the prevalent Income Tax rules.
31
 F. Ins urance
o Group Medi-Claim Insurance is provided to all employees for a sum insured of INR
2,00,000 for Self, Spouse and Two dependent children only. Parental Insurance cover is
available and the premium contribution will be deducted in employee‘s monthly payroll in
equal installments.

o Group Personal Accident cover is provided to all employees for a sum insured of INR
5,00,000.

o Please reach out to HR team for any further clarifications or support required.
Note: It is important that you submit all your pervious income details and investment
declarations to HR/Payroll team on the date of joining or in the month of April every year.
Your taxes are computed based on the data submitted by you .

6.3 Reward and Recognition policy

We believe at LabourNet hard work and contribution must never go unnoticed. We wish to have
Outstanding performers carve their name on the awardees list. We understand that ―s ustained
andconsistent pe rformance” by a single employee or team needs to be given due recognition.

Employee recognition is a communication tool that reinforces and rewards the most important
outcomes people create for your business.

Purpose:

To reduce Attrition Rate and improve Employee Loyalty & Motivation

Objective:

 To provide guidelines to recognize specific, unique, value added and critical

performance incidents within or beyond expected & predefined performance
objectives
 To align employee performance and achievements in line with Company‘s Value
Charters & mission objectives.
 To reward these performance incidents in monetary or non- monetary terms
indicating organizational recognition and appreciation towards our employees
 To encourage improvements in productivity, quality of work and customer service.

32
Types of Awards:

E LECTRIFY AWARD :-

 Electrified performance for the month. Consistency in performance of an individual or

team.
 Budget of INR 1500 per award (Individual) & INR 3000 per award (Team)

 Award Usage : Monthly

Nomination should be made by the BU head.

HEART AWARD :-

 A employee nominates another employee if he/she feels that his/her outcome has an
impact on the Organization. E.g. Innovative practice within the team, performed above and
beyond his/her current responsibility etc.

 Budget of INR 1000 per award

 Award Usage : Any time and day

Employee should be nominated by fellow colleagues in the team.

CLAP AWARD :-

 Spot Award

 The Entire team claps for the good work done and announce the award.
 Budget Max of INR 500 per award. (Recommend that we use the LN T-Shirts / Mugs or
other products created by Livelihood Centre/Badges of livelihood).

 Award Usage : Any time and day

The employee should be nominated by the Reporting Manage r.

33
 7. Facility Management and Administration.
7.1 Procurement Management and Procedures.

 LabourNet employees are required to use the consumable items on an appropriate

manner and minimum stock levels will be set for each and every item.

 Basic stationary will be made available by Admin department in the reception and
dispatch section for usage.

 On a periodic basis, each department will requisition for any specific stationary
requirement can be raised through Helpdesk tool with approval a nd the same will be
procured within three working days.

 Administration department will also procure the required electrical and other
maintenance items.

 Provisions required for Pantry is procured on the need basis by Admin Team.

7.2 Facility Management and Services.

1. Administration Services.

 Based on the Helpdesk request from the employees‘ administration department gets the
Business Cards printed. For the new employees, Human Resources Department would
update to process the Business cards and ID cards through Helpdesk.

 General administrator shall be responsible to ensure that all the data / information
carrying cables are protected by appropriate method. All office equipment like Fax,
Photocopier, EPABX, UPS, Data & OHP projectors, A/C units and maintaining, , etc.,
are regularly maintained and monitored on a day to day basis. In case of any problem,
administrator will register the complaint with the vendor or the service provider for
rectification of the problem.

 Administration department maintains facilities of the office. All the maintenance work
like repairs of doors, chairs, storage, cupboards, door closures, false ceiling etc are
taken care by the admin department. Maintenance of all the electrical fittings,
Paintings, boards, notice boards, workstations, Drinking water dispenser etc is done on
regular basis.

 Front Office Management includes handling the EPABX system, attending the
incoming calls and transferring the calls to the appropriate personnel, receiving the
visitors cordially and put them across to appropriate personnel, sending and receiving
courier/mails.

34
  General administrator shall be responsible to monitor official inward / outward
couriers. All the couriers‘ details shall be recorded in the Courier register. Couriers
shall be handed over to the respective recipient or immediate managers. The outgoing
couriers would be accepted by dispatch team only with complete address written and
properly packed or sealed.

 Issued ID cards has to be maintained in proper usage, if any loss of ID card employees
will have to compensate penalty amount.

7.3 Motor Vehicle Administration.

There is no private allocation of vehicles to any individual. Employees are requested to take care
of their vehicles parking as LabourNet shall not be responsible for any damage, theft etc. Vehicle
parking is individual employee responsibility.

7.4 Guest House Management

Any loss or damage to Guest house property such as furniture, other assets, so on sha ll be
intimated to admin accordingly. No alcohol, smoking, drugs or intoxicating substances should not
be brought into, or be used, in the premises. Personal visitors are not allowed in company
maintained guest house.

7.5 Asset Allotme nt Policy

Definition:

„Employee(s)‟ refers to all contract and permanent employees on the rolls of the company and
can utilize company benefits.
„Laptop‟ refers to the laptop device, adapter, mouse & standard accessories. It also includes a
data card.
„Asset‟ refers to mobile handset, official sim card, Camera or any other tangible asset.
„TAB‟ refers to a tablet computer, a mobile computer with a touch screen display, circuitry,
and battery in a single device.

A. Eligiblity and Verification.

 Upon hire, the asset will be allotted based on the nature of work and also
recommendation of their Department Heads.
 For existing employees, assets like mobile set with the official sim card, data card,
TAB and laptops are provided based on the nature of work, with the prior approval of
the HR, and also based on the recommendation of their Department Heads.
 A list of asset report shall be signed by both the supervisor/ designee and the employee
and a copy shall be retained in the employee‘s departmental file..
 The Asset Record Form shall be updated whenever additional equipment is issued or
returned and properly initiated and dated by employee.

35
 Periodically asset verification will be done with the employees to ensure the asset
provided are on employee maintenance.

B. Responsibility of Employees

Employees are entrusted with Laptops, TAB and the other tangible assets of the
company and as a consequence, employees shall ensure:

 Proper usage and maintenance of the Laptops, TAB and other tangible assets.
 Ensure the employees should report to their respective manager and the asset
management team on the damage / theft / loss of the laptop, TAB or any other tangible
assets immediately; The cost of that asset will be borne by the employees and will be
recovered from their salary in the subsequent month.
 Damaged or unserviceable LabourNet property, employee shall not attempt to repair
the property without prior approval of an Asset Manager (unless it is part of his/her
job). A thorough investigation will be conducted by the Asset Manager regarding the
loss/damage. An employee‘s intentional or negligent abuse or misuse of LabourNet
property may lead to appropriate disciplinary action.
 During the course of employment, should the employee lose the Laptop or cause
damage to it rendering it partially or fully non-functional, due to his/her negligence,
he/she is liable to replace the Laptop, TAB and any other tangible asset (exactly the
same asset) or pay to the company the actual value of procuring such an asset.
 During the course of employment, should the employee lose the mobile handset or
cause damage to it rendering it partially or fully non-functional, due to his/her
negligence, he/she is liable to replace the handset (exactly the same laptop) or pay to
the company the actual value of procuring such a handset along with the official sim.

7.2 On Separation

 It is the sole responsibility of the resigned employee to return the Laptop, TAB or any
tangible asset to the IT Department along with the entire accessories on the last
working day and obtain a clearance from the IT Department. The IT Department shall
carry out a complete verification of the Laptop, TAB or any tangible asset to ascerta in
that it is in proper working condition and confirm the same to HR.
 During the Separation process, should the employee lose the Laptop or cause damage
to it rendering it partially or fully non- functional, due to his/her negligence, he/she is
liable to replace the Laptop, TAB and any other tangible asset (exactly the same asset)
or pay to the company the actual value of procuring such an asset and obtain a
clearance from the IT Department.
 During the Exit process, if the payment is not done of the actual value of the loss asset
the same will be recovered from their Full and Final Settlement

36
 8. Business Entitlements
8.1. Business/Visiting Card

Business Cards will be given to employees with their names and designations. HR is
expected to validate the name and designation before the requisition for Business Cards
is sent to concerned team. Admin team is expected to validate the office address and the
telephone/fax numbers to be printed on the cards.

8.2 Business Travel Policy

Objective:

To establish the policies and procedures of LabourNet concerning authorized travel

expenses for employees incurred while conducting business on behalf of and for the
benefit of LabourNet.

Policy State ment:

The business trips are domestic. Employees traveling on LabourNet business are entitled
to transportation, hotel, PG and Guest House accommodations, and services, as needed,
which meet reasonable and adequate (not lavish) standards for convenience, safety, and
comfort as per the policy . Employees are expected to use discretion and good judgment
regarding expenses charged to Labournet. It is the responsibility of all Labournet
employees to comply with the policies and procedures in this manual.
The Business trip may be any of the following:
 Facilitation of travel to team members on official tour.
 Facilitation of travel to seminars assigned by the company.
 Facilitation of travel to guests (other than team members) who are on a project/official purpose that
is of importance to the company.
 To arrange for temporary stay(boarding and lodging) of the travelling member.
 Facilitation of travel for candidates for recruitment and selection formalities.

GUIDELINES
 An employee intending to travel on official business should inform the Admin
department of the intended trip, the destination, travelling itinerary, purpose and
duration.
 All travel must be approved in advance by the Reporting Manager, Regional Manager
or Business Head. If reporting manager is not available then it should be approved by
next level, it is the responsibility of LabourNet employee wishing to travel to obtain
necessary approval from the Managers, and send to travel desk in travel format. SMS
or verbal approval will not suffice to arrange tickets

37
  Upon approval, the Admin assistant will then liase to make reservations including
airline, Train, Bus, hotel, car rental, through travel desk. Travel Authorization Form
will be required prior to finalizing reservations.

 Employees will be eligible for air travel with prior approval of the Functional Head
only in these below situations.

o Emergency/Critical service to customers or when escorting prestigious clients

o Where travel by rail/road exceeds 24 hrs.
o Where rail/road fare is more than or equal to air fare
o Operational exigencies necessitate air travel
 If anyone is travelling or unable to access the emails & he/she needs tickets or
accommodations, in that case her/his colleague or reporting manager can send request
to travel desk along with the approvals, & travel format is mandatory to send by emails
for process any request

 It should be noted that: (i) Tickets are provided or sent via mail 1 day prior to the date
of departure unless otherwise requested for. (ii) Unauthorized routings and stopovers
will be at the traveler‘s personal expense.

 If due to any reasons, an employee is unable to reach Bus Stand, Railway Station or
Airport prior to scheduled departure, an exception approval is required for booking the
ticket once again and the same will be recovered from employee.

 Cab request has to be sent to travel desk one day prior of travel date along with trave l
format & business head approvals, when three or more travelers share a vehicle mini or
sedan, car will be arranged as per their eligibility, for traveling out of stations by cab
expositional approval is require, for local travel like Railway station, airport. Employee
has to make their own arrangements and get reimbursed on the bills submitted through
RMS.
Cancellation or Amendme nt of Travel

 The traveller is responsible for cancelling tickets and hotel reservations when changes occur during
the course of travel. Otherwise the admin department should be informed within a reasonable
timeframe of intended cancellations so that they may execute them.
 Amendments to the travel cancelled should be made in time with reasons for the same.
 Employee can submit the ticket for cancellation with the concerned administrator. He/she will
arrange for cancellation & will try to obtain the refund of the same.

Daily Flat Allowance (DFA)

If no reservations made, employees may prefer to make his /her own arrangement
for stay, where the daily allowance per day for stay is as follows;

Band Level Amount

All Levels Rs. 1000 / - per day

38
 The number of travel days will be calculated on the basis of nights stayed at
your own arrangements.

Computation of a Day

A day shall be calculated as follows:

 Travel time shall be excluded for computation of a day; thereafter every 24 hours will
be computed as a day.

 More than 8 hours but less than 16 hours at a location will be computed as half a day.

 More than 16 hours at a location will be computed as a day.

 The total number of days of stay will be computed from the time the employee reaches
his/her destination to the time he/she leaves his/her destination excluding travel time.

 50% of per diem will be payable when the person is travelling (to and fro).

8.3 Travel/ Relocation Policy

The purpose of the policy is to assist employees who are being transferred to other locations
other than their original place of posting.
Scope:
This policy is applicable to staffing across the organization, including all permanent and
contract employees of LabourNet.

Objectives:
o To provide assistance to employees with reasonable accommodation at locations

o To set clear directions to availing the benefit.

o To provide a clear understanding of entitlements

Accommodation & Guest House Facility

 All travel to Delhi and Bangalore the accommodation will be arranged at the guest
house by Admin team, the same team will make necessary arrangement in case of
Non-availability of the guest house. All accommodation for travel needs to be
routed through the Travel desk /Admin team.

 Company will arrange for an economical accommodation at the location of posting.

This could either be on sharing basis or guest house or hotel etc. as determined by
the Company.

 If the Guest House facility is arranged by the Company and available, the
employee cannot opt to stay elsewhere.

39
  In case the Guest House is full and not available, the employee can opt to stay on
his/her own and in such cases the amount will be paid by the company as per the
eligibility.
Guidelines:

o The employees, who are deputed to locations other than their original location of
posting for more than 30 days and less than 6 months, will be considered as
‗temporarily relocated‘.

o If less than 30 days, it will be considered as ‗travel‘.

o Travel which is more than 6 months will be treated as ‗permanent transfer‘.

o Any other leave or break shall be treated as per the Leave Policy of the organization and
shall be at the employee‘s own cost.

o Telephone calls for official purposes shall be reimbursed on production of bills.

o Entertainment expenses on Business Clients shall be reimbursed on production of bills,

subject to the prior approval of the Business Unit Head and having clearly mentioned
the name of the client entertained.

o Employees staying together in the Guest House / Company arranged accommodation

should share conveyance facility. Wherever conveyance facility is provided by the
customer, this facility only shall be used by the employee and in such cases the facility
of local conveyance reimbursement shall not apply.

o Managers are expected to decide in advance before the employee travels whether the
trip is a Regular Business Travel, Temporary Relocation or Permanent Transfer.
8.4 Reimbursement Policy

This policy is designed to assist employees in reporting expenses incurred while conducting Labournet
business activities. LabourNet expects employees to act responsibly and professionally when incurring and
submitting costs. The organization will reimburse employees for reasonable expenses on pre-approved
business. This includes, for example, travel fares, accommodations, meals, telephone and fax charges, and
purchases made on behalf of the organization.

LabourNet does not pay for local travel to and from the office. If employees use their vehicles for business
travel, mileage will be reimbursed as per the Local Conveyance rates. Labournet will not be responsible
for fuel, maintenance, traffic or parking violations.

General guidelines

 Original receipts are required for reimbursement of all expenses except for per diems.
These expenses include:
40
 o Original boarding passes for airplane / train travel
o Credit card receipts for any official purpose
o Detailed merchant receipts on hotel accommodation.
 Receipts must be accompanied by a summary which outlines:
o The nature of the expense
o The name and titles of the individuals involved
o The purpose for the expense
 Expense summaries must be submitted with receipts and approved by the respective
manager and BUH.
 All expenses and summaries must be submitted within 30 days through RMS tool for
payment.
 If anyone makes a false claim or claiming with forged bills it will be viewed seriously,
and suitable action will be taken against the concerned employee.

Reimbursement guidelines

 Employees upon their own arrangements are encouraged to fly coach class with the lowest
available airfare for non-stop travel and the same can be reimbursed with the bills
submitted .
 Employees will be reimbursed for reasonable hotel accommodations. Discounted room
rates should be requested at the time of room booking.

 The following list includes examples of non-reimbursable expenses:

o Personal travel insurance
o On alcoholic beverages and smokes (including cigarettes, pipes, cigars etc.)
o Toiletries, cosmetics, or grooming products
o Expenses occurred by spouses, children, or relatives
o In-room movies or video games
o Sporting activities, shows, etc.

Local Conveyance

Employees who undertake local travel for official purposes are entitled to a reimbursement
of local conveyance expenditure at the rates mentioned below:
Two Wheelers:
All Team Members: Rs.4 per KM

Four Wheelers:
All Team Members: Rs 10 per KM

This will be only for Intra City (within the city) travel and when there is a need for Inter city travel
by Own Car the same needs to be prior approved by the BU Head before use , else the claim will
not be processed.Maximum claim for two wheelers in a month should not exceed INR 1200. Any
reimbursement beyond INR 1200 requires approval from CEO or from respective BUH.
This does not include travel from residence to office and /or travel from office to residence. Local
conveyance will be payable in cases where an employee goes to another location, such as a
training venue or a client‘s organization, from residence. Any other mode of transport will be
reimbursed at actual upon approval by the immediate Manager.
41
Leave While On Travel
A team member while on your tour except due to illness will not be eligible for any
reimbursement on the day of leave.
Travel Advances & Reimbursements
A reasonable sum of money to cover expenses on tour may be taken before a journey is
undertaken. It is advisable to limit the cash transactions to the minimum and use personal credit
cards and reimburse upon return to work.

 Normally the cash advance on business travel will be restricted to Rs.10,000/- which can
be directly approved by the Area Manager. Cash advance of more than Rs.10,000/-
will require Zonal Manager or Regional Manager and in other cases it will require the
Business Head approval.
 Requested travel advances will be deposited on Tuesdays (for approved requests received
upto Mondays) and Fridays(for approved request received upto Thursdays) of the week.
 The substantially larger sums of money are involved, advance notice of at least 48 hours
will have to be given to the Finance department.

All bills to settle such advances to be claimed on or before 7 working days. Second travel advance
will not be given if the first one is not submitted for claim with necessary approvals. All the
expenses should be supported by proper bills and approvals. Reimbursement will be done for
forms received up to Monday.

Travel Cancelled & Advance Settlement.

1. After availing the Travel Advance if there is any change in the travel plan/dates etc, the
employee should intimate on immediate effect to the finance department.
2. Employee must settle his travelling advance amount to accounts on cancellation of travel,
Immediately or within 48 hours to the Finance department
3. If the advance is not settled within 48 hours, the same will be deducted from the salary of
the concerned employee, in the same month or subsequent months depends on the date of
availing of the advance amount.
4. If there is any pending advance no further advance will be provided to the employees until
the employees settles the claim or the same is adjusted in the salary payment.
5. Employees will have to compensate penalty amount if he/she fails to make a cancellation
notification within the mentioned timeframe, until and unless there are extreme justifying
circumstances beyond the control of the traveler (for example, a cancelled flight/bus/train,
medical emergency). Such circumstances must be documented o n the expense report.
6. The penalty amount will be the non-refundable amount on the ticket booked for
cancellation of travel, which will be recovered from an employee.

Loss of Money/ Baggage on Travel

The Company accepts no liability for the loss of money or the belongings of the Team
Member. If the Team Member loses any asset of the Company entrusted to him/her, a
police report (FIR) should be lodged forthwith at the local police station having
42
 jurisdiction over the area of the incident. A copy of the report so lodged is required to be
submitted to the finance team on completion of the tour to initiate necessary insurance
claims or assets write off procedures.
The Company reserves the right to recover from the Team Member concerned the value of
the lost asset.
Completion of Travel Expense and Statements

 All travel expenditure re- imbursements to be updated on RMS and bills submitted within
10 days to finance post the completion of the travel, this is any case either with or without
advance. Failing to do so will delay the re- imbursement by a month. All advance
settlements pending for more than 10 days from the close of travel, will be recovered from
the subsequent months Payroll, this will be done post one reminder to ensure the
settlement is done on time. This is the new travel re- imbursement policy over riding all
previous ones.
 All expense items must be supported by bills/vouchers except where the traveler chooses
to avail of allowances. All bills to be closed on quarterly basis.
 Any bill relevant to the period above 45 days will not be processed.
 No fresh advances would be granted to Team Members if they have not submitted their
last travel expenses within the stipulated time frame.
 All exceptions to the travel entitlement must be approved by the Functional Head / HR
Head.

Travel Entitle ment for Trainees / Consultants:

All management / chartered accountant/ graduate engineering trainees or other consultants would
be eligible to claim travel entitlement as applicable for other team members.
A prior approval from CEO to be secured before any reservations are made.

Fraud/ Misrepresentation:

o The Company has endeavored to provide Team Members a fair level of comfort
with the above allowance structure. Team Members found making false claims
shall be liable for summary dismissal.

o A review of these entitlements shall be undertaken by the HR team at regular

intervals to ensure that the level of comfort desired by the Company for its team
members has not been eroded.
Injury on Tour

It is imperative that all traveling Team Members carry their identity cards / visiting cards
with them at all times so that in the event of an accident on travel, the Company will be
informed.

Classification of Cities

For the purpose of calculating travelling expenses, cities have been classified as stated
below:
A – Delhi, Mumbai, Chennai, Kolkata, Bangalore, Pune & Hyderabad
43
 B – Other State Capitals
C – Places covered other than A & B
Please refer to annexures for details of classification.
Any deviations from the aforesaid policy will require approvals from CEO.

8.5. Mobile Phone & Internet Expense:


Mobile phone reimbursement is provided for all positions for official Calls.

SIM cards belonging to the corporate CUG plan will be given to those based in Bangalore.
The CUG plan is to be used for work related mobile connectivity only.

For employees who intend to use their own mobile connection will be reimbursed as per
the limits specified below.

Data cards are provided on need basis. Requires prior approval from Admin team before if
you intend to use your personal data card.

If the data card is not provided by the organisation, an amount of INR 500(Max) can be
claimed as monthly reimbursement at all functional levels.

The company shall reimburse the cost for the monthly mobile and internet bill as per the
limits specified:

Inte rnet
Functional Level Mobile Reimbursement (per month) Charges
EC Actual 2 GB
FL1A/B 2000/- 2 GB
FL2A/B 2000/- 2 GB
FL3A/B 1500/- 2 GB
FL4 500/- 2 GB

In case where mobile/data bill amount exceeds prescribed limits, the additional amount will be
deducted in employee‘s monthly payroll. Admin Team will keep the employee posted on the
deduction in advance.
Any exception approval to the limits specified above will have to be approved by CEO.

44
 9. Separation from Services
At LabourNet, we understand that our Human Resource will need to move on from the organization. This
policy outlines the different facets of the exit process. Employee exit is approached with the same
professionalism and skills as hiring.

Resignation

In case of resignation, employees are required to submit their resignation letter to their immediate superior.
Employees should request the same on HRIS tool. The immediate superior will approve the resignation on
HRIS tool & forward the resignation letter to the HR with his/her recommendation. Information of
resignation after the employee leaves the company will be treated as absconding .

Till the resignation is formally accepted, the separation will be treated as confidential. The employee is
expected to apply for resignation using HRIS tools.

In terms of notice period, they resigned employee has to serve 1 month incase he/she is a confirmed
employee and 15 days if the employee is still in probation . Employee if leaves the organization before the
notice period the notice period recovery is done on the gross salary of the employee. However both parties
arrive at an agreement from a mutual discussion.

During the notice period the employee will not be entitled to take any leave. The employee cannot adjust
balance leave accrued against the notice period. However depending on business exigencies the Function
Head in consultation with HR may adjust the notice period against leave or salary in lieu thereof.

Termination

The company may at its option terminate the services of an employee by giving notice as mentioned in
appointment letter. The company shall be entitled to terminate the services of an employee without notice,
indemnities and compensation in lieu of notice, if found guilty on the grounds as stated below:

Term for Termination without notice :

An Employee can be terminated with immediate effect without any notice, indemnities and compensation
in lieu of notice incase found guilty on the following grounds as deemed by the management:

 Sexual harassment
 Theft or Fraud
 Indecent and negligent behavior (willful insubordination, damage to company property, bribery,
etc.)
 Dual employment
 Breach of the Confidentiality clause
 Performance issues

45
  Unauthorized absent from the workplace

Objectionable past record or any declaration given by an employee proves to be false or if an employee has
suppressed any material facts, in such case, the appointment itself shall be deemed to be irregular resulting
in immediate termination

Retirement Policy

Purpose

The main purpose of this retirement policy is to state company‘s plan and position regarding staff planning
up to certain age to ensure maximum productivity from each employee up to a certain level as well as to
provide benefits to all employees after taking off from their regular work and enjoy life afterwards.

Application Scope:

This policy is applicable to all permanent employees working in Labournet and comes into effect whenever
a staff is 60 years old or has completed a consecutive service length of 25 years in the Labournet whichever
is earlier.

Entitlement of Benefits upon Retirement:

All employees shall avail regular benefits of Provident Fund, Gratuity and other admissible benefits such
as per company rules and regulations.

Stages of Regular Retirement Procedure :

Stage 1 – Notice of Retirement:

Payroll Department will provide regular list of employees to the HR Division who are supposed to be
under retirement policy One year ahead.

At least 6 /12 months, before the expected date of retirement, the HR Division will write to the employee
informing them of that date.

Stage 2: Official Settlement

Upon completion of the duration the company will complete all necessary documentation for final
settlement within next 60 days for the retired employee.

9.3.Employment Notice Period

The notice period is provided if an employee decides to leave or the employment is brought to an end by
Labournet. Notice will begin from the date of resignation submitted and accepted. Before the acceptance of
resignation, discuss with the manager and agree the departure dates based on the notice period quoted
below.

Employment Status Notice Period

46
 On Probation 15 days

On Contract 15 days

On FTE 30 days

The actual date of your departure will be decided in discussion with your manager and the notice period
recovery/waiver is up to their respective Manager discretion.

9.4.Clearance Procedures

This will cover any event of employee separation so as to ensure there is smooth separation and there is
rightful transfer of any company property.

The respective teams will need to ensure that the employee has returned all company materials whether
physical or knowledge based to his immediate superior before final separation. The employee will have to
also surrender the benefits/assets such as mobile phone, laptop, etc.

Employee will get the relieving letter only upon completing all the exit formalities as specified from time
to time.

9.5. Exit Interview

Prior to an employee leaving the employment of LabourNet, normally a representative from the HR team
will seek a confidential interview with the employee to obtain constructive feedback. The objective of this
action is to assist the company to identify potential areas for improvement.

9.5. Full &Final Settlement

The employee will be entitled (if applicable) to the following salary and benefits. These will be calculated
prorate up to the date of separation:

Monthly Gross Salary

Salary in lieu of notice (If applicable)

Gratuity (If applicable)

Reimbursement of allowance as per entitlement (If applicable)

47
Provident Fund entitlements (Only Form submission to PF Authorities)

Bonus for the proportionate period, when declared if the employee is on the rolls of the company as on 31st
March of the previous year (if Applicable)

The net payable amount, after adjusting the deductions and recoveries (as applicable) will be cleared within
60 days from the LWD(Last working day) subject to clearance from the IT/Admin/Reporting manger and
Finance (All the bills and supporting data to be submitted to finance before LWD, in case delay in the
submission, the above said 60days will be counted from the Finance bill/ claim clearance date). The
timeline will start from the day the employee has formally cleared the No Dues to HR Team.

48
 10. Employee Acknowledgement

(To be acknowledged and returned to the Human Resource Team)

I understand that the information contained in this policy manual represents guidelines only and that the
company reserves the right to amend any of the policies as and when they feel the need to do so.

I understand that I am responsible for reading this policy manual and adhering to all of the policies and
procedures set for LabourNet Services India Private Limited.

Employee Name Signature Date

Company Rights

The Company reserves the right to amend or reset, in whole or part, this policy at any time and without
notice. This policy does not constitute a contract of employment or a promise of benefits or continued
employment.

Policy Violations

Violations of the above policy guidelines may result in disciplinary action, up to and including
termination and legal action.
Any deviation to this policy will have to be seconded by the Operations Head & HR Head and
approved by the CEO.

Policy proposed by: ………………………….., HR Head

Policy approved by: …………………………. , CEO

49
 Annexure - I

Lodging(Boarding) Reimbursement Amount per day

Short Term travel

Functional (Below 7 days) in Long term travel Mode of Local
Sl no. Level Rupees (Beyond 7 days) Travel Mode of travel

PG
1. EC 3500/- Accommodation Taxi(AC) Air/Train(II,III) AC

PG
2. FL1A 3500/- Accommodation Taxi(AC) Air/Train(II,III ) AC

PG
3. FL1B/FL2A 2500/- Accommodation Taxi(AC) Air/Train(II,III ) AC

PG
4. FL2B / FL3A 1500/- Accommodation Taxi(Non AC) Air/Train(II,III ) AC

PG Local Bus or
5. FL3B 750/- Accommodation Auto Train(III) AC/Bus(AC)

PG Local Bus or
6. FL4 750/- Accommodation Auto Train(sleeper),Bus(AC)

Food & Refreshments Reimbursement Amount per day

Long term travel
Functional Short term travel (Below 7 days)
(Beyond 7 days) in
Level in Rupees
Rupees
EC On Actuals On Actuals
FL1A On Actuals On Actuals
FL1B 800 On Actuals
FL2A 800 500
FL2B 800 500
FL3A 500 300
FL3B 300 250
FL4 300 250

Limits specified above are higher limits; however the reimbursements will be made
at actual. All payment will be strictly paid on submission on bills only.

50