The HR Department always stand first in initiating the process
developments works, as a part of this it decentralized the recruitment activity and formed a
separate cell to look after all the recruitment activities from one single point in order to
control cost and time.
Nature of Activities:
- Collection and examining the manpower requisitions from the department heads.
- Getting approvals for the manpower requisitions.
- Placing Ads in the job portals, newspapers etc according to the need
- Receiving and screening the job applications
- Forwarding the screened applications to the HODs
- Scheduling the interview dates and intimating the same to the candidates
- Making arrangements for conducting the interviews.
- Sending call letters to the short listed candidates.
SALARY INCREMENT POLICY
Value of The Grade Comments Value of the Increment
in your Currency
- 5 increments Exceeds Expectation
- 4 - 4.5 Increment Meets Expectations
- 3.5 Increment Average
- 3 Increment Below Average
- Nothing Did not perform nor deliver
- Please note that value of the increment is to be added into the
employee’s basic salary with effect of 1 st April onwards. i.e. payroll is to
- These Expenses encored by the management is already been budgeted
at the beginning of the year.
- Should you recruit employees during April, their expenses are already
been accounted for in the budget under Manpower planning.
You do realize that this is just an example there are many ways and scaling for
paying employees their increment but this can be a very good basis to start
PAY ROLL POLICY
Salary period 26 th to 25 th of every month.
Employees Provident Fund
Preparation of Provident Fund advise to Accounts Department and filling
Provident Fund Monthly Returns in Form – 5, 10, 12A (Monthly Returns) & 7IF
along with Form 2 (Declaration form)
Submission of PF withdrawals in Form 19 & 10-C from the Resigned Employees
and Transfer Forms from newly joined Employees
Submission of Annual Returns under PF Act in Form 6 (Annual Returns), 3-A
(individual contribution of every employee)
Renewal of Employee Deposit Linked Insurance Exemption policy with Life
Insurance Corporation of India
Employee State Insurance (ESI)
Preparation of ESI payment advises to Accounts department for an ESI covered
Submission of ESI Half Yearly returns for the contribution period April to
September, October to March
Submission of ESI Declaration forms for newly joined employees drawing salary
below Rs.21, 000/- p.m
Preparation of necessary statements for attending ESI inspections
Updation of Employees Register in Form-7
Updating Accident Register in Form-15
On completion of probation you will be eligible for 12 CL, 12 EL (EL will be credited on completion
of one year of services after the probation period), and 10 SL in pro-rata basis. Trainees and
Probationer are not eligible for EL and SL.
Code of conduct
It is a condition of this offer and your acceptance of this offer, that your conduct, both in terms of
your business activities and personal endeavors, will be in accordance with the policies and
procedures of the organization.
You shall not use any assets of the organization for your personal or for unlawful purposes.
You hereby declare that you are not an Official and that you undertake to immediately notify the
Head HR, at the Unit with a copy to the Managing Director if you become an Official at any point in
time during your employment with the organization. “Official” means any officer of a political party
or candidate for political office in any country or any officer or employee (i) of the central, state or
local government in any country (including any legislative, judicial, executive or administrative
department, agency or instrumentality thereof) or (ii) of a public international organization or a public
You shall, during course of your employment with organization and thereafter, maintain strict
confidentiality and shall not disclose, divulge, impart or reveal to any person or organization, any
information in relation to the performance, structure, operation and marketing or sales of the
organization (including pricing structures, service and product information including details of any
processes, data, programs, computer models, software or other systems utilized by the organization),
know-how, trade secrets, unpublished information relating to the business practices and intellectual
property of the organization and any other commercial, financial or technical information relating to
the organization or to any other supplier, officer or employee of the organization and shall not
disclose any such information to any third party.
You shall not use or attempt to use any such information in any manner that may injure or cause loss
either directly or indirectly to the organization or its business. You recognize and acknowledge that
the above information is provided to you on trust by the organization for internal use only. This
restriction shall continue to apply after termination of your employment.
During your tenure with the organisation and for a period of 1 year thereafter, you shall
not attempt to solicit or endeavour to entice away from the organisation any employee,
or discourage any person from being employed by the organisation.
EMPLOYEE RIGHTS AND RESPONSBILITY
Within two months of starting the job you should receive a written statement clearly
stating the basic details and the main terms and conditions of your employment.
These would include your job title, expected hours of work, monthly wages, paid
holiday and sick leave entitlement, details of any applicable pension scheme,
minimum notice period, disciplinary process and procedure for reporting a grievance.• You must receive an itemised payslip that provides a detailed breakdown of your pay
and any deductions.
Your employer cannot make illegal deductions from your wages.
You must not be discriminated against in the workplace. This applies to all forms of
discrimination including age, disability, sex, race, sexual orientation and religious
Under health and safety laws, you have a right to daily and weekly rest breaks. This
includes getting a daily rest period of at least 20 minutes if the working day exceeds
6 hours and at least one full day off during every 7 days.
Health and safety laws also state that employers have a statutory duty to take care
of the health and safety of their employees by providing a clean environment to work
in, first aid equipment, protective clothing, drinking water and washing facilities and
ensuring all machinery is safe.
You cannot be forced to work more than an average of 48 hours a week unless you
agree to put in additional working hours and confirm this in writing.
You have the right to a certain amount of paid holiday each year. As a full-time
employee you are entitled to 5.6 weeks paid leave per year. Part time workers
receive pro-rata entitlement.
You have the right to take unpaid time off to undergo additional training, attend
trade union activities or to look after dependents in an emergency.
Women are entitled to time off for antenatal care and can take 52 weeks statutory
Eligible employees are entitled to take 1 to 2 weeks paternity leave at or around the
period in which the baby is due or is born.
When adopting a child, one of the adoptive parents is entitled to 6 months paid leave
and 6 months unpaid leave and the other partner is entitled to paternity leave.
You should not be harassed, victimised, treated unfairly at work or given dismissal
notice if you file a complaint or expose suspected wrongdoing in their workplace.
If you have been working for an employer for at least one month, they must give
you notice if you are to be dismissed.
If you receive a dismissal notices while you are pregnant or on maternity leave, the
notice must be accompanied by a written explanation of the reason.
If you need to attend a disciplinary hearing, you are entitled to have a trade union
representative accompany you to the hearing if necessary.
An employer may put you on short-time working or lay you off if there is a downturn
in the industry and they do not have any work for you. You will not get paid if you
are laid off but will receive part of your regular income if you are on short-time
working. In both instances, you may be entitled to a payment called ‘guarantee
payment’ from your employer.
Fixed-term workers have the same contractual rights as permanent employees in
Part-time workers have the same contractual rights as full-time employees in similar
roles. However, entitlements to holidays and similar rights for part-time workers may
be calculated on a pro rata basis. There are no specific number of hours that
differentiates a part time worker from a full time worker. It would vary from one
company to another. Which category you come under will be stated in your contract
or job description.
As a general rule, you will gain the above rights as soon as you begin work in a particular
company. There are a few exceptions where statutory rights only accrue after you have
worked for the employer for a specified period of time.
After 6 months (26 weeks) of working for an employer, you have the right to submit
a request for flexible working hours. You are allowed to make one request to work
flexibly each year. Flexible working hours could include working flexitime, staggering
hours, school hours, home working, working shifts or job sharing. Compressing hours
are also allowed wherein you work your total number of agreed hours over a shorter
period of time. While employers are not mandated by law to agree to your request,
they must give your application serious consideration and have a compelling reason
if they decide to turn it down.