RECRUITMENT CELL:
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:

1. Collection and examining the manpower requisitions from the department heads.
2. Getting approvals for the manpower requisitions.
3. Placing Ads in the job portals, newspapers etc according to the need
4. Receiving and screening the job applications
5. Forwarding the screened applications to the HODs
6. Scheduling the interview dates and intimating the same to the candidates
7. Making arrangements for conducting the interviews.
8. Sending call letters to the short listed candidates.

SALARY INCREMENT POLICY
Performance Value
Value of The Grade Comments Value of the Increment in your Currency

1. 5 increments Exceeds Expectation
2. 4 - 4.5 Increment Meets Expectations
3. 3.5 Increment Average
4. 3 Increment Below Average
5. 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 be modified
• 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 from.

PAY ROLL POLICY
Salary period 26 th to 25 th of every month.

PF POLICY
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 units.

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

LEAVE POLICY
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 sector organization.

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 beliefs.
• 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 maternity leave.
• 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 similar roles.
• 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.