B4u - DC - V-5.0 PDF

Benefits For You (B4U) DC, Version 5.
0
_______________________________________________________________________________________________________
BENEFITS FOR YOU

and
EMPLOYEE HANDBOOK
Version 5.0
September 2014
Document for CMC Ltd Direct Contract Employees Only
Human Resource Department

For CMC internal Use only
Page 1
Benefits For You (B4U) DC, Version 5.0

_______________________________________________________________________________________________________
Notice
This is a controlled document. Unauthorized access, copying, replication or usages for a
purpose other than for which it is intended are prohibited.

Page 2

________________________________________________________________________________________________________
Foreword
The B4U {Benefits for You} and Employee handbook is an informal
communication for Direct Contract Employees of CMC Ltd. It consists
of some of the Must Know Benefit related HR Policies, compiled in
easy narrative language and workflow to act as a guide & for
information dissemination for the benefit of employees.
This handbook not only compiles the entitlements & duties of the staff
members but also denotes expectations of the Organization and the
responsibilities arising from the faith & trust the organization has
placed in them.
For precise policies, service conditions, benefits, entitlements & terms
of employment, assignees may either consult their Managers or
Regional Human Resource Manager.

Page 3

_______________________________________________________________________________________________________
RELEASE NOTICE
This BENEFIT FOR YOU and Employee Handbook document is for the
usage of CMC Ltd Direct Contract Employees; Version 5.0 is released
for use in CMC Ltd with effect from September 2014.
Comments, suggestions or queries should be addressed to the
Head HR CMC Ltd.
Owner: Corporate HR Team
Prepared By
: BHUMIKA SHARMA
September 2014
Reviewed By
: HARSHA MENON
September 2014
Approved By
: J.SRIRAM, HEAD-HR
September 2014
REVISION LIST
DISCLAIMER:
Any or all provisions of the policy/benefits may be modified or withdrawn

purely at the discretion of the MD & CEO without assigning any reason.

Page 4

________________________________________________________________________________________________________
Revision
No
Revision
Date
Revision Description
Rationale
for change
1.1
May 2010
To address
Policy
changes/improvements change
in the Policy related to:
Business Travel and
Per Diem
Procedure
for travel
advance
claims to be
made within
7 days of
return.
To Delete:
None
Change Type
(Add/Modify/Delete)
Modify
To Rename:
None
To Include:
None
1.2
June 2010
To address
changes/improvements
Policy on Project
Transfer
Inclusion on
CJET
candidates
for Project
Transfer
Allowance
Add
To Delete:
None
To Rename:
None
To Include:
None

Page 5

________________________________________________________________________________________________________
Revision
No
Revision
Date
Revision Description
2.0
April
2011
To address
changes/improvements
None
Rationale
for change
Change Type
(Add/Modify/Delete)
To Delete:
None
To Rename:
None
To Include:
Policy on Certification
for DC Staff
2.1
August
2011
To Include:
Project Assignment letter
automation
Process
Change
Modify
2.2
August
2012
To Add:
Salary Advance Policy
Policy
Addition
Add
3.0
Jan-13
To Add:
Paternity Leave Policy
Bereavement policy
Permanent Transfer Policy
Conveyance Expense
Reimbursement Policy
Policy
Addition
Add
To Modify
Project Transfer Policy
Whistle Blower Policy
3.1
July-13
To Modify:
DC Certification Policy
3.2
January
2014
To Modify:
VMV- Values
4.0
April
2014
TO Modify:
DC Leave Policy
5.0
Sep-2014
To Add:
Toastmaster Scheme
Self Development Policy

Policy
Change
Policy
Change
Modify
Modify
Value
statement
change
Policy
Change
Modify
New Policy
Add
Modify
Page 6

________________________________________________________________________________________________________
TABLE OF CONTENTS
PART I: B4U ____________________________________________________________________________________________ 9
1.
PAYMENT OF LOCAL TRANSPORT EXPENSES _____________________________ 9
2.
POLICY ON CONVEYANCE EXPENSE REIMBURSEMENT ____________________ 11
3.
POLICY ON PROJECT TRANSFER ________________________________________ 12
4.
POLICY ON BUSINESS TRAVEL AND PER DIEM FOR CONTRACT ASSIGNEES __ 18
5.
POLICY ON PERMANENT TRANSFER ____________________________________ 21
1.
OBJECTIVE ________________________________________________________________________________________21
2.
SCOPE ______________________________________________________________________________________________21
3.
ENTITLEMENTS __________________________________________________________________________________21
6.
POLICY ON LEAVE FOR CONTRACT ASSIGNEES ___________________________ 24
7.
POLICY ON WORKING HOURS, SHIFTS & LATE-SITTING ___________________ 32
8.
POLICY ON SALARY ADVANCE _________________________________________ 36
9.
TIME SHEET ________________________________________________________ 38
10. POLICY ON CERTIFICATION FOR DC STAFF __________________________________________________39

11. STAFF DEVELOPMENT SUPPORT ______________________________________________________________41
12. TOASTMASTER MEMBERSHIP SCHEME _________________________________ 44

PART-II ___________________________________________________________________
1.
VISION, MISSION and VALUES __________________________________________ 45
2.
NON-DISCLOSURE AGREEMENT & CONFIDENTIALITY AGREEMENT ________ 46
3.
WHISTLE BLOWER POLICY FOR TATA COMPANIES _______________________ 49
4.
POLICY FOR GIFTS ____________________________________________________ 54
5.
POLICY ON PROHIBITION OF HARASSMENT _____________________________ 57
6.
POLICY ON PROHIBITION OF ALCOHOL, DRUG ABUSE AND SMOKING ______ 67
7.
DISCIPLINARY POLICY ________________________________________________ 68
8.
POLICY ON EQUAL OPPORTUNITY ______________________________________ 74
9.
POLICY ON INFORMATION TECHNOLOGY (IT) AND TELEPHONE USE _______ 76
10.
POLICY ON EMPLOYEE REFERRAL ____________________________________ 77
11.
GUIDELINES ON WORK PLACE ATTIRE ________________________________ 80
12.
STAR OF THE MONTH SCHEME _______________________________________ 81

Page 7

________________________________________________________________________________________________________

Page 8

________________________________________________________________________________________________________
PART I: B4U
1.
I.
PAYMENT OF LOCAL TRANSPORT EXPENSES
OBJECTIVE
The objective of this policy is to enable the contract assignees to use public transport for
traveling within the city for the companys business.
II.
SCOPE
The policy is applicable primarily for such assignees who are required to travel on official
business within the city where they are located.
III.
ENTITLEMENT
The reimbursement of actual expenses if using public transport may be made on the basis of
Auto rickshaw/ Scooter / bus / 2nd Class Train fare.
Note: Train fares are applicable for local journeys within Mumbai, Calcutta, Chennai and Delhi
The company is conscious of the fact that no hard and fast policy can be laid down for payment
of transport expenses within the city. Depending upon the urgency and requirement of work
and taking into account the cost-benefit ratio, every manager is authorized to permit travel by a
higher mode of transport to ensure operational efficiency

Page 9

________________________________________________________________________________________________________
WORKFLOW FOR LOCAL TRANSPORT
Go to Ultimatix-Click E-CAPS.
Click- 1.Local Claim
Go to Ultimatix-Click
E-CAPS.
Enter/select the Project code to

which the expense is related
1. Go to Expense Type
--choose
Local Conveyance for tour done
within the city for official purpose on
weekends & during office hours for
weekdays.
OR
2. Choose Local Conveyance Late
sitting for working on weekdays after
8pm.
OR
3.Choose Staff welfare
reimbursement for refreshments.
These claims should be reasonable

and on self-declaration basis where
tickets or bills are not available.
Finally save the

claim for initiation.

Page 10

________________________________________________________________________________________________________
2.
POLICY ON CONVEYANCE EXPENSE REIMBURSEMENT
OBJECTIVE
Reimbursement of the expense borne by the employee for using his/her own vehicle for official
work meets the objective of making the employees more mobile. It also makes them self-sufficient
with regard to transportation and reduces their dependence on vehicles being provided by the
company.
SCOPE
This policy is applicable to:
-
All Full Time Regular Employees and Direct Contract employees of CMC India including
probationers
This policy is not applicable to:

-
Trainees, Vendor contract employees, Academic Interns and Contract Consultants (Retainers)
ENTITLEMENT
Employees who use a vehicle that belongs to them or to a relative/friend for official business can
claim reimbursement at the following rates (on a monthly basis).
Mode of Travel
Rs / Km
Car
9.00
Scooter
3.75
NOTE:
In order to minimize the burden of miscellaneous expenses on employees due to usage

of a car, direct contract employees and Regular employees in Grade E0 and below shall
be entitled to claim Scooter mileage reimbursement only.
For computing `official mileage', the journey from employees residence to the office and
vice versa is excluded.
Employees are required to maintain a logbook of all official trips they undertake.
Employees claiming under this policy are normally not eligible for payments under (I)
the policy on Reimbursement of Local Transport Expenses, (ii) section on Travel by
Road under the policy on Business
Travel within India.

Page 11

________________________________________________________________________________________________________
3.
I.
POLICY ON PROJECT TRANSFER
INTRODUCTION
CMCs offshore activities have received a renewed thrust and an increasing number of
employees are getting associated with the same. These assignments are at various
locations/regions outside the parent location as well as assignments with CMCs Business
Associates (BAs). In addition, domestic all India projects require employees to relocate to
location
other
than
their
parent
location.
Project Transfer Guidelines detailed below shall govern CMC apprentices/ contract assignees
allocated to such projects. While on project with a BA, they shall continue to be on contract with
CMC. Since these assignments involve relocation within the region or inter-region movement,
an additional allowance shall be paid for the duration of Project Transfer.
II.
APPLICABILITY & RESPONSIBILITY:

These guidelines are applicable to Apprentices or Contract Assignees of CMC or CJET candidates
on assignments/BA assignment, who:
a.
b.
c.
d.
Are placed on CMC project assignments at locations outside their parent location viz.
outstation projects;
Are placed on project transfers with CMCs Business Associates at outstation projects (viz.
locations outside their parent location); or
Are placed on project transfers with CMCs Business Associates at the parent location.
CJET candidates deputed on a project (for on-the-job training) on successful completion of
classroom training and is further sent to a project location (other than the parent location)
(Note: Here parent location is the location from where the candidate receives his/her onthe-job training and NOT the place from where s/he receives classroom training)
For e.g.:
A CJET candidate completes his/her course (classroom training) from Bhopal and is placed
on a project at Bangalore for on-the-job training, then the candidate will not be entitled for
Project Transfer Allowance (as Bangalore is the parent location from where s/he is
receiving the on-the-job training).
Furthermore, if the candidate is transferred from Bangalore to some other project location
then s/he will be entitled for the project transfer allowance.

Page 12

________________________________________________________________________________________________________
Classroom Training
Location
Project Transfer
Allowance NOT
Applicable
On-the-job Training Location

(Parent Location)
YES, Project Transfer

Allowance Applicable
Further Transfer (from on-the-job Training,

i.e. Parent Location) to another Location
The Project Transfer (assignment) letter shall be issued to the employee online before he/she is
sent on assignment to another location or is relocated within the location on a BAs assignment.
The Regional MATC will initiate a request for the Project Transfer letter in ESS which would
further be approved by Corp. MATC and finally Regional HR Manager will complete the
workflow by approving the online request in ESS>>My Message box. Once the workflow is
approved by Regional HR Manager, the Online Project transfer letter will be generated. A copy
of this Online Project transfer letter shall be viewed by Concerned Employee, Regional MATC
and Regional HR Manager.
The MATC Co-coordinators shall inform the regional F&A, and HR department, and Manager of
the contract assignee, regarding the payment and discontinuation of Per Diem, Settlement
Allowance & Project Allowance to assignees. The Regional HR shall be responsible for uniform
implementation of the policy.

Page 13

________________________________________________________________________________________________________
III.
DURATION OF PROJECT ASSIGNMENT:

A project assignment of less than one month shall be considered as short duration assignment
while an assignment longer than one-month duration shall be considered as long duration
assignment.
IV.
ENTITLEMENT DURING PROJECT ASSIGNMENT:

1.
Monthly: The Apprentices or contract assignees of CMC, on BA assignment, nominated for

Project Assignments shall continue to receive their full monthly payment.
Outstation Project Allowance: In addition to the monthly payment, the apprentice or
contract assignees of CMC, on CMCs or BAs outstation projects shall be eligible for the
following project allowances:
2.
Short Duration Assignment: Apprentice or contract assignees of CMC on short duration

project assignment shall be on per diem of Rs. 300/- (Rupees Three Hundred only)
Long Duration Assignment: Assignee on assignments that exceed one month, the
following shall be applicable.
Contractual Assignees - LONG DURATION PROJECT > 30 DAYS
Start of Assignment
After 90 days & till 12
First 30 Days
Next 60 Days
months or end of project
which ever is earlier
Settling Allow@ Rs
5000 per month
Per Diem @ Rs. 300 per
Project Allowance@ Rs.
Project Allow@ Rs.
day
3500 per month
3500 per month
i. For the first 30 days, Rs.300/- per day, shall be payable. Conveyance expenses
between place of assignment and residence at project location shall not be
reimbursed.
ii. Subsequent to the completion of 30 days per diem and up to a further period of 2
calendar months, the contract assignee shall receive a monthly allowance

comprising of Settling Expenses and Project Expenses, which shall cover boarding,
lodging and all other relocation expenses. This allowances shall be as below:
Payment of Settling Allowance
Payment of Project Allowance
Rs.5000/- per month
Rs.3500/- per month
iii. The Settling allowance shall be paid to compensate for the temporary increase in
expenses due to dislocation. The Project Allowance is paid to cover expenses

incurred towards cafeteria, mileage & dinner expenses for late sitting on weekdays

Page 14

________________________________________________________________________________________________________
and disturbance allowance. There will be no submission of proof required for

claiming the Project Allowance. This shall ease the process of claiming
reimbursements under various heads while he/she is on outstation project.
iv. The project allowance is applicable for a period of twelve (12) months from the date
of project transfer, and/or project period extended which ever is earlier. On

completion of twelve months, performance will be reviewed and the contractual
assignee, considered for regular employment with the company.
v. The project allowance is applicable for a period of twelve (12) months from the date
of project transfer, and/or project period extended which ever is earlier. On

completion of twelve months, performance will be reviewed and the contractual
assignee, considered for regular employment with the company.
V.
COMPANY OWNED/ ARRANGED ACCOMMODATION FACILITY: Accommodation shall be

provided by CMC for the first 30 days for which appropriate deductions would be made from
the contract assignment fee of the contract assignee.
1.
2.
3.
4.
5.
VI.
Depending on the available vacancy in CMC Guest Houses, this facility may be provided
beyond one month.
The assignees availing the Guest House facility at the discretion of the company will
have a fixed amount of Rs.1000/- per month deducted from their project allowance.
This will be administered through Contract Assignee salary module every month, for
the period of the project assignment.
The company shall have the discretion to ask the assignee to vacate the Guest House
accommodation by giving one months notice in this regard and on Firstin- first-out
basis.
The facility shall be limited only to lodging. The assignee shall be responsible for
his/her own arrangement for boarding/food etc.
The information regarding the available accommodation shall be provided to the
assignees through the Regional Human Resource / Administration Managers/ Notice
Boards. The assignee shall be responsible for contacting the concerned person in the
local CMC Office and arrange for accommodation.
TRANSFER EXPENSES: For Project transfer for a duration of more than 06 months, the
following benefits may be availed after obtaining prior approval from the manager:
1.
Baggage Allowance-Contract Assignees are entitled to the actual cost of transportation

of baggage up to the following limits:
Grades
Contract

Wagon
Load
3000 Kgs
Charges
Lorry charges may be paid provided the claim does not

exceed the entitlement by goods train.
Page 15

________________________________________________________________________________________________________
2.
Porterage
For transporting personal effects from residence to the railway station and viceversa at the place of transfer, the assignee will be reimbursed up to a maximum of
Rs.500/- only.
3.
Personal baggage
Assignee may need to carry personal effects in excess of the free baggage allowance
included in the cost of air or rail ticket. In such a case the company will reimburse
the actual expenses rate at the 'unaccompanied freight' rate within total entitlement.
4.
Advances
Assignees who are being transferred can apply for an interest-free advance of an
amount not exceeding one month's Contract Assignment Fee. The advance will be
recovered from the assignees salary in six installments, beginning with the month
following that in which the advance has been paid.
5.
Insurance
If an assignee decides to insure his/her personal effects during transportation, the
company will reimburse the insurance premium
VII.
GENERAL
While on project transfer with a BA, the assignee shall be governed by the work schedules of the
BA. However, the Tata Code of Conduct (TCOC) Rules shall continue to be applicable. The salary
and other reimbursements shall continue to be paid by CMC as per CMCs policies and revisions
thereof.

Page 16

________________________________________________________________________________________________________
WORKFLOW FOR PROJECT TRANSFER ALLOWANCE AND SETTLING ALLOWANCE
E-CAPS. Click Project Allowance
Enter/Select Project code to which the

expense is related.
Enter claim amount along with

description of the claim.
Finally save the claim

for MATC approval

Page 17

________________________________________________________________________________________________________
4.
I.
POLICY ON BUSINESS TRAVEL AND PER DIEM FOR CONTRACT ASSIGNEES
OBJECTIVE
As a matter of policy, CMC expects to meet in full all expenses incurred by contract
assignees while on travel for official business. At the same time, it is also expected that
claims for traveling expenses are reasonable and justifiable.
II.
SCOPE
This Policy applies to all contract assignees of CMC Ltd.
III.
ENTITLEMENTS
1.
TRAVEL EXPENSE REIMBURSEMENT

The following guidelines are issued for regulating claims for travel allowance. All
journeys undertaken by contract assignees for CMCs official business shall be
authorized on ESS through Ultimatix by their immediate manager, prior to the
commencement of the journey.
a.
Travel By Rail All contract assignees are eligible to travel by AC 3 tier/chair car
b.
Travel
By
Road
(Local
As
Well
As
Outstation)
For travel by road in other than CMC's transport, contract assignees are entitled
to claim actual expenses on Volvo Bus/State Transport Bus fares.
2.
BOARDING
AND
LODGING
AND
PER
DIEM
ALLOWANCES
Contract assignees are eligible for daily allowance and lodging expenses
reimbursements at the following rates:
a.
Lodging expenses reimbursement

Normally local administration arranges for suitable accommodation either in the
companys guesthouses or in hotels. Places where there is no local CMC support,
the staff member can make his own arrangements for stay in hotels, which are
decent and comfortable and claim reimbursement on actuals.
b.
Per Diem Allowances- Per Diem will be paid only for the first 30 days. Per Diem
is inclusive of All Meal +Gratuities + Laundry. No separate breakfast expense will
be reimbursable. All contract assignees will get:
i.
ii.
iii.
iv.

Rs 300/- per day without bill in Transit & Own Accommodation

Rs 500/- per day without bill in Hotel
Per Diem Allowance will be calculated on a midnight-to-midnight basis.
For periods of absence from parent location, which exceed 3 hours but are
Page 18

________________________________________________________________________________________________________
less than 12 hours, contract assignees will be entitled to half the Per Diem
rate. For periods exceeding 12 hours, they will get the full Per Diem rate.
3.
IV.
LOCAL TRANSPORT
Local transport expenses will be reimbursed only for the first 30 days as per the Policy
on Payment of Local Transport expenses (Policy No.20/DC).
POINTS TO BE NOTED
1. Applications for travel advances should be entered on ESS through Ultimatix.

2. Before claiming a travel advance, the contract assignee should ensure that the adjustment
bill in respect of the previous travel advance, if any, has been duly rendered.
3. An outstanding advance, remaining unadjusted after submission of the adjustment bill,
should be refunded either in cash or by cheque before claiming a fresh travel advance.
4. Cases of balances due but not refunded without the adjustment bill will be viewed with
concern.
5. All expenses accounts should be approved by the appropriate approving authority before
they are sent to the Accounts Department.
V.
BOOKINGS
All bookings should be done through CMC. When for any reason it is not feasible, an advance
may be drawn after obtaining the approval of your manager through Ultimatix.
VI.
PROCEDURE FOR TRAVEL ADVANCE

Contract assignees can draw an advance towards travel expenses, subject to a maximum of
80% of the entitlement with the approval of immediate manager. Once returned they need
to put in a claim for reimbursement of travel expenses, on Ultimatix. It should be ensured
that the claim is made within 7 (seven) days of return.
The following instructions are issued regarding grant of travel advances:
1.
2.
3.
4.
5.
All journeys undertaken by contract assignees on CMCs business require the prior
approval of their immediate manager/ Functional Head etc. In rare cases, where due
to the urgency of the work involved or absence of manager, prior sanction in writing is
not obtained; formal approval of the Manager concerned should be secured
immediately after return from the trip.
Applications for travel advances duly countersigned by the approving authority may
be sent to the respective Accounts Officers for arranging payment. Advances have to
be requested on ESS.
Before claiming a travel advance, the contract assignee should ensure that the
adjustment bill in respect of the previous travel advance, if any, has been duly
rendered.
An outstanding travel advance, remaining unadjusted after submission of the
adjustment bill, should be refunded either in cash or by cheque before claiming a fresh
travel advance.
Cases of travel advance balances due but not refunded with the adjustment bill will be

Page 19

________________________________________________________________________________________________________
viewed with concern.

All expense accounts should be approved by the appropriate approving authority before
they are forwarded to the Accounts Department for settlement.
WORKFLOW FOR OUTSTATION TRANSPORT EXPENSE AND PER DIEM
E-CAPS. Click 2.Travel Claim
Enter/select Project code to

which the expense is related
Enter all the Details for travel and

per Diem Claim the tickets fare
only incase it has been booked
you and not by the admin.
Once the manager approves, then

take the printout, attach
necessary bill and submit to F&A.
F&A will send your claim it to

DCH for final approval.
F&A will issue a cheque

or settle the amount
from the Travel
advance, once the
approval is received.

Page 20

________________________________________________________________________________________________________
5.
POLICY ON PERMANENT TRANSFER
1. OBJECTIVE
When an employee is transferred from one location to another to meet organizational
requirements, he/she incurs several expenses. To assist the employee in meeting these expenses,
the company shall pay transfer allowances under the heads specified in the policy below.
2. SCOPE
This policy is applicable to:
-
Direct Contract employees of CMC India only
3.
ENTITLEMENTS
1.
Travel Entitlement
a. Employees and their families consisting of spouse, children and dependent parents shall be
entitled to travel by the same class of travel as specified in Policy on Business Travel and
Per Diem.
b. Whenever an employee travels to a new location in his/her own vehicle he/she shall be
reimbursed for travel by the shortest distance as per the rate prevailing in the Policy on
Reimbursement of Conveyance Expenses.
2.
Per Diem Expenses

An amount equivalent to the per diem allowance for the employee and each adult
member of his/her family and children above 12 years as per eligibility of the
employee and half the allowance for each child between the ages of 3-12 years will be
paid during the journey.
3.
Accommodation
a. Employees may utilize the company guesthouses for accommodation requirement at
the transferred location for the initial 7 days without any charge. However if the stay
extends beyond 7 days, deductions will be made from the salary as mentioned in the
Project Transfer Policy.
b. In case of non-availability of company guesthouse and/or accommodation in the
company guesthouse, the local admin may arrange accommodation for the assignee
at hotels/guest houses/inns at negotiated rates. If the company is making the
payment for stay beyond the time-period of 7 days deductions will be made as per the
Project Transfer Policy.
c. However, places where there is no local CMC support, the transferred employee can
make his/her own arrangements for stay in hotels, which are decent and
comfortable. If the payment for hotel expenses is being made by the employee,
reimbursement will be made in the salary as per the entitled tariff amount decided
by Corporate Admin.

Page 21

________________________________________________________________________________________________________
4.
Transfer/Disturbance expenses
A lump sum amount of Rs. 3500/- will be paid for expenses connected with packing,
unpacking and setting up a new establishment
Note: It is the responsibility of the employee to arrange for transfer of the goods to the
transferred location. Admin team will not be responsible for making all these
arrangements.
5.
Baggage Allowance
Employees are entitled to the actual cost of transportation of baggage upto the
following limits.
6.
Wagon Load
Charges
3000 Kgs
Lorry charges may be paid provided the claim does not exceed the
entitlement by goods train.
Porterage
For transporting personal effects from residence to the railway station and vice versa
at the place of transfer, the employee will be reimbursed up to a maximum of Rs.500/
only.
7.
Personal baggage
The employee may need to carry personal effects in excess of the free baggage
allowance included in the cost of rail ticket. In such a case the company will reimburse
the actual expenses rate at the 'unaccompanied freight' rate within total entitlement.
8.
Advances
Employees who are being transferred can apply for an interest free advance of an
amount not exceeding one month's Basic Pay. The advance will be recovered from the
employees salary in six installments, beginning with the month following that in which
the advance has been paid. However, employees who have been permanently
transferred subsequent to project transfer will not be eligible to claim this advance if
the advance for security deposit has already been claimed.
9.
Transportation of Conveyance
Employees will also be reimbursed the cost of transporting his/her conveyance viz.,
motorcar or two-wheeler.

Page 22

________________________________________________________________________________________________________
10.
Shifting of Family to Home Town or any other Place in India

Employees who shift their family to their home town or any other place within India,
before proceeding singly to another location on assignment within India will be
reimbursed transfer expenses as per Policy above and as per the following guidelines:
a. The transfer expenses will be reimbursed from the location of his/her normal posting in
India to the place where he/she has shifted his/her family and vice versa on his/her
return from such assignment.
b. Employees are expected to obtain prior approval from their managers for availing
reimbursements as mentioned above.
11.
Insurance
If the employee decides to insure his/her personal effects during transportation, the
company will reimburse the insurance premium.
4. Terms & Conditions

a. Employee is required to submit all relevant original bills supporting the transfer claim to
the local F&A team.
b. All reimbursement will be deposited into the employees reimbursement account.
c. Reimbursement should be claimed within 60 days of expense incurred.
d. All transfers have to be pre-approved .

Page 23

________________________________________________________________________________________________________
6.
POLICY ON LEAVE FOR CONTRACT ASSIGNEES
Introduction
Purpose:
This policy is based on the premise that employees will take leave for personal work when they
truly require it. The attempt is to provide organizational support and clear instructions to avail
this benefit. For all leave days other than emergencies, employees must take care to plan in
advance with their team to ensure they do not disrupt work in their function. They must also
ensure that they apply Leave Application well in advance on Ultimatix.
Overview:
The policy specifies details regarding different types of leaves available to the Direct Contract
employees.
Scope/ Eligibility:
The policy is applicable only to Direct contract employees of CMC Limited.
1. Types of Leave and Entitlements
Casual Leave
Privilege Leave
Maternity Leave
Paternity Leave
Snapshot of Main Leave Type

Privilege Leave
Maximum Annual Entitlement
Encashability
15
Casual Leave
12
No
No
Not Allowed
Not Allowed
Intervening Holidays
Can Be clubbed
Can Be clubbed
Clubbing with other leaves
Cannot Be clubbed
Cannot Be clubbed
Carry
Forward
Accumulation
and
Leave Accounting Year:

The leave account is operated on a financial year basis i.e. from 1st April to 31st March.
Leave Approving Authority:
Leave shall be approved at the discretion of the Reporting Manager and in accordance with the
leave policy. The management has the right to refuse the leave application, at any time,
according to the exigencies of organizational work. Leave of any kind needs prior approval,
except medical leave for which employee can inform his/her reporting manager.
Page 24

________________________________________________________________________________________________________
Intervening Holidays:
Intervening holidays and weekends would not be taken into account for leave calculation
except in cases of Casual Leave for medical reason and maternity leave.
Cancellation of Leave:
If the employee applies for Leave, but does not avail of the same due to any reason, he/she
may choose to cancel the same.
General
Any unauthorized Leave will be treated as unauthorized absence from work and may be
treated as Loss of Pay (LOP) and/or invite disciplinary action.
CMC reserves the right to initiate exit procedures in case of the following:
i.
ii.
The employee does not report back by the approved leave end date, and does not
intimate the supervisor.
The employee does not have an approved LERF record within 15 calendar days of leave
end date.
During the leave period, the employee cannot take up any part time or full time employment
for remuneration or otherwise, for any reason whatsoever
2. Casual Leave (CL)

Entitlement:
The Employee is entitled to 12 Calendar days of paid Casual Leave every year.
Casual leave entitlement will be credited at the beginning of each month of the financial
year.
Casual leave is credited on a pro rata basis for New Joiners (trainees and probationers) after
their first payroll processing and thereafter, at the beginning of each subsequent month.
Any un-utilized casual leave will not be carried forward to next financial year and will lapse
automatically on 31st March every year. As such, unused casual leave will not be encashed.
Terms & Conditions:
Casual leave must be availed only for an employees own medical reasons, personal work
orother exigency.
Leave may be applied for a minimum of half a day.
Casual Leave for personal work can be availed for a maximum duration of two consecutive
working days.
Casual Leave for more than 2 days can be applied in case of employees own medical
reasons however, In case the leave duration is >2 days, a Medical Certificate from a
registered medical practitioner should be uploaded in the system while applying leaves, for
all planned and unplanned medical events.
Casual Leave should be approved by immediate manager on ESS in Ultimatix.
The leave may be prefixed or suffixed with other leave types/weekends/statutory holidays.
For leave days >2 , Intervening weekends and holidays are counted as casual leave days.
Leave may be applied after availing the
same; however it must be applied within

Page 25

________________________________________________________________________________________________________
5 working days of reporting back from leave. If not applied within this period, the
supervisor may use his/her discretion to convert this into Loss of Pay.
Any Casual Leave for medical reason, taken for a period of ten (10) continuous calendar
days or above will be verified by the company doctor.
At the time of separation, the entire casual leave balance will lapse without encashment and
no adjustment will be made against the notice period.
3. Privilege Leaves
Entitlement:
The Employee is entitled to 15 Calendar days of paid Privilege Leave every year.
Privileged leave shall be earned (credited at the end of every month) as per matrix given
below:
April
1
July
1
October
1
January
1
May
1
August
1
November
1
February
2
June
2
September
2
December
2
March
0
Privilege leave is credited on a pro rata basis for New Joiners (trainees and probationers)
after their first payroll processing and thereafter, as per the matrix given above.
Any un-utilized privilege leaves will not be carried forward to next financial year and will
lapse automatically on 31st March every year. As such, unused privilege leave will not be
encashed.
Terms & Conditions:
Employee may avail of his or her Privilege only as per the number of days credited into the
Privilege leave account.
Pay may be drawn in advance before going on Privilege leave, provided the Privilege leave
is for 7 days or more. However, the following exceptions can be made as a special case
Employees own marriage
Death in the immediate family of the employee
Prior approval must be obtained from immediate superior / manager by applying leave on
ESS before proceeding on Privilege Leave. Privilege Leave for 10 days and more should be
planned in advance and at least 15 days prior approval should obtained in order to avoid
disruption of work.
Accumulation of Privilege Leave days will continue if the employee is on paid medical leave.
Casual Leave and Privilege Leave cannot be combined. Exception can be made in case of
employees bereavement in family when five days special time off can be combined with
Privilege Leave depending on business exigencies.

Page 26

________________________________________________________________________________________________________
4. Leave Without Pay
Leave without pay may be granted over and above the annual limit only under
extraordinary circumstances.
This leave will be granted at the loss of pay.
LOP duration cannot be more than the balance contract period for an employee
Approval for this leave will be required from immediate manager, Regional SBU Head and
Region HR. For all offshore assignees approval will be required from MATC Head.
For seeking approval, assignees will be required to apply for Leave without Pay through
ESS on Ultimatix before proceeding on leave.
In case an employee avails of Leave without pay, he or she will not be eligible for
emolument for weekends and/or holidays falling in the leave period.
There shall not be any accrual of Privilege and Casual Leave for duration of LWP days.
5. Maternity leave (ML)

Eligibility
All female employees have to work for a minimum of 80 days prior to availing maternity
benefit.
Entitlement
Maternity leave will be granted to female DC Staff as per the norms of the Maternity Benefit Act,
1961.
Statutory benefits Leave
In case of childbirth
1. As per the Maternity Benefit Act, the maximum period for which the female
employee is entitled to maternity leave shall be 12 (twelve) weeks (84 calendar
days, including Saturdays and Sundays).
2. Out of these 12 weeks employee may avail not more than 6 (six) weeks (42
calendar days, including Saturdays and Sundays) before the date of her expected
delivery.
In case of miscarriage, abortion and medical termination of pregnancy 1. Employee will be entitled to paid leave of up to 6 (six) weeks (42 calendar days,
including Saturdays and Sundays) - in all the above cases and types.
2. Leave period will commence from the date of hospitalization due to any of the
above-mentioned reasons.
In case of Tubectomy Operation 1.
Employee will be entitled to 2 (two) weeks (14 calendar days, including Saturdays
and Sundays) of paid leave immediately following her tubectomy operation.
Availing the Leave
1.
Eligible employees may apply for this leave any number of times during her tenure in
CMC.

Page 27

________________________________________________________________________________________________________
Leave Type
Statutory Maternity
Leave
Privilege
Casual Leave
Availing the Leave

Not more than six weeks (42 days) before the date of her expected
delivery and remaining 6 weeks after childbirth
OR
12 weeks from the expected date of delivery as certified by the
doctor.
Available Privilege balance may be availed after exhausting Statutory
Maternity Leave.
May be availed for maternity purpose after exhausting Statutory
Maternity Leave and Privilege balance
2.
Any leave taken for maternity reasons will require production of the following
documents.
Reason
Document
Any
of
the
below:
- Medical certificate from a registered medical practitioner
confirming pregnancy and expected due date of delivery
Pregnancy and child
birth
- Birth certificate of the child
- Discharge card from the hospital after delivery.
Miscarriage or medical
A medical certificate from a registered medical practitioner
termination
of
substantiating the medical condition
pregnancy
A medical certificate from a registered medical practitioner
Tubectomy Operation
Illness arising out of any A medical certificate from a registered medical practitioner
of the above
3.
Statutory Maternity Leave - All intervening Saturdays/Sundays and holidays will form
part of maternity leave.
Maternity Leave is event based and cannot be accumulated or encashed.
4.
The following procedures will be followed for approving maternity leave:
Maternity Leave should be planned well in advance i.e. at least 4 weeks before
availing (except in situations of medical emergency where prior planning may not
be possible)
DC staff will be required to apply for a leave request on ESS along with the
documentary support on Ultimatix indicating the probable date of confinement.
The first level approval will go to the immediate manager to evaluate current work
commitments of the employee.
The request is then sent to Region CHR to verify the documentary proof before
approving the leave.
In case the leave period is more than 30 continuous days, a notification is sent to

Page 28

________________________________________________________________________________________________________
Region MATC only after Region HR approval to intimate them about employees
unavailability.
Finally the employee is notified about the approval or rejection of the request.
The employee is advised to plan her maternity leave in such a way that she gets sufficient
period before and after confinement.
On confinement the employee should intimate the date of confinement within one week.
On receipt of information about the date of confinement 84 days maternity leave granted
provisionally should be regularized in such a way that date of confinement does not exceed
84 days.
Terms & Conditions
Female employees would be entitled to a maximum of twelve weeks of which not more than
six weeks shall precede the date of expected delivery.
In case of miscarriage, the female employee would be able to avail a maximum 5 weeks
leave after the date of miscarriage. To avail this leave the employee would be required to
produce a medical certificate from a registered medical practitioner.
Privilege Leaves and Casual Leave can be clubbed with ML.
Intervening National / declared / Festival / Weekly off days will be counted as part of ML.
6. Paternity Leave
Eligibility:
All male employees who have worked for a minimum of 80 days immediately preceeding to the
expected date of delivery are eligible to avail of the paternity leave.
Entitlement:
The eligible employee is entitled to 5 working days of paid leave on the birth of a child.
Terms & Conditions:
Paternity Leave is event based and cannot be accumulated or encashed.

If the employee applies for Paternity Leave, but does not avail of the same due to any
reason, he may choose to cancel the same
Out of the total Paternity leave entitlement of 5 working days, not more than 3 days shall
precede the expected date of delivery.
Paternity leave should be availed by the employee within 90 days from Expected date of
delivery/Date of birth of the child.
Entire Paternity leave should be availed continuously without any break i.e. 5 consecutive
days of leave should be availed at one time
The leave may be prefixed ,suffixed and/or interfixed with only weekends/statutory
holidays.
The leave days in a request may span across financial years.
An employee who avails of paternity leave should submit the Birth certificate/Provisional
Birth Certificate of the child/Discharge slip of wife, substantiating the reason for leave to
the Location HR
7. Time off for special purposes

Apart
from

the
above-mentioned entitlements, Company also allows time-off for

Page 29

________________________________________________________________________________________________________
Bereavement i.e. In case of death in the immediate family of the employee, special leave may
be granted for five working days as social / religious sentiments have to be respected.
(Refer to Policy on Assistance on Bereavement)
8. Scenarios
Separation from the Company
During the time of the separation from the company, No Leave type will be encashed or
adjusted to the employee
Employees are not entitled to take any leaves while serving the notice period. Any leave taken
would be counted as a Leave without Pay.
Employee goes on a long term International Assignment (home country payroll
continues / is frozen)
The employees entitlement for leaves will be based on the laws and the policy at the
Host Country for the each leave type. If some type of leave is not applicable based on the Host
Country policy, the employee cannot avail of the same.
Employee goes on a short term International Assignment (i.e. less than 30 days)
The employees leaves are linked to Home Country leave and the employee can avail leave as
per his/her Home Country balance.
Reporting after Leave (for leave duration of 30 days or longer)
For scenarios because of medical or maternity reasons where the employee has to go on a leave
for a duration of more than 30 days, the employee would be required to submit a LERF (Leave
end report form) once he/ she reports back to work. Procedure for applying to LERF would be
as given:
i.
The employee reports to the base Location to which he or she was tagged at the time of
proceeding on Leave and submits the Leave End Reporting Form (LERF).
Login to Ultimatix -> ESS -> Leave -> Leave End Reporting Form -> Apply LERF
ii.
The first level of approval goes to the Regional HR to validate the date of reporting; the
request is then sent for approval to the Regional manager to intimate them about the
employees availability and plan for further allocation.
iii.
The employee is notified of the approval or rejection of the LERF.

Page 30

________________________________________________________________________________________________________
WORK FLOW FOR LEAVE FOR CONTRACT ASSIGNEES ON ULTIMATIX
Go to Ultimatix
Click ESS
Go to Leave
Click Apply Leave
Choose appropriate
option from type of
leave {Contract Leave,
Sick Leave (Contract
Leave/LWP), and
Extraordinary Leave
(LWP), Maternity Leave,
Paternity,Bereavement}

Page 31

________________________________________________________________________________________________________
7.
I.
POLICY ON WORKING HOURS, SHIFTS & LATE-SITTING
OBJECTIVE
The working hours monitor the presence of contract assignees in the office for
accomplishing the tasks assigned to them. However, a contract assignee may sometime be
required to work beyond the normal working hours specified to meet work related
exigencies. The additional time put in by the contract assignee is recognized as detailed in
the policy below.
II.
SCOPE
This policy applies to all contract assignees of CMC Ltd. However, assignees assigned to
projects with Business Associate organizations will be eligible as per the rules and
regulations of the client organization. In case no arrangement for this purpose has been
made by the client organization, then CMC policy will apply.
III.
1.
ENTITLEMENT:
WORKING HOURS
Normal working hours at CMC are from 9.00 a.m. to 5.45 p.m., Monday through Friday.
Some staff may also have to work in shifts. This does not mean that CMC offices are closed
promptly at 6.00 p.m. and remain firmly closed over weekends and holidays. Working
beyond regular office hours is sometimes unavoidable, whenever necessary.
However, Contract assignees are advised to observe working hours, holidays and weekly
offs as applicable to CMC staff or the clients staff at the deputed project. Assignees may
also be required to attend duties as and when required in shifts, on holidays or weekly
offs, beyond office hours etc. in accordance with the official exigencies.
2.
WORKING ON HOLIDAYS AND WEEKENDS

CMC believes that each contract assignee is responsible for completing the area of work
assigned to him/her. Therefore, CMC does not subscribe to a policy of compensation for
working beyond normal hours. However, in case contract assignees are obliged to work
beyond normal hours, the following guidelines are laid down for reimbursing out-of-pocket
expenses.
Any contract assignee who is required to work on CMC holidays or weekends for four
hours or
more, will be reimbursed the following:
a.
b.
Lunch/dinner expenses up to a limit of Rs 75/on production of receipts and Rs.

50/without receipts.
Actual conveyance expenses by the entitled mode of travel (public transport as

Page 32

________________________________________________________________________________________________________
detailed in Policy on Payment of Local Transport Expenses for Contract Assignees).
3.
WORKING LATE IN THE EVENINGS

In case a contract assignee is required to work two hours and fifteen minutes or more after
normal closing hours, he or she will be reimbursed dinner expenses as in 2(a) above and the
actual conveyance expenses for his return home, as in 2(b) above. This will also be applicable
for those contract assignees who commute by their own car/ two-wheeler between residence
and office.
4.
WORKING ON NIGHT SHIFT

a.
Definition of shift:
To be recognized as a shift, it has to be ensured that:
i.
ii.
iii.
b.
The work hours include timings which are at least two hours before 9.00 a.m. or two
hours and fifteen minutes after 5.45 p.m.
The working hours must have a continuous span of 8 hours plus half hour for rest i.e. a
total of 8 hours.
The timings are as below or any deviation from specified timing is approved by the
Corporate HR.
Eligibility for Shift Allowance
Technical and support employees working on night shifts are eligible for shift allowance as
well as reimbursement on conveyance and refreshments as per the guidelines given below.
c.
Shift Timings
i. Morning - 06.30 TO 15.00 HOURS
Evening - 14.30 TO 23.00 HOURS

Night - 22.30 TO 07.00 HOURS
(OR)
ii. Morning
Should
start
at
least
2
hrs
before
Night
Should
start
at
least
2
hrs
after
Evening - Should be accommodated between Morning & Night Shifts
9.00
6.00
a.m.
p.m.
d. The duration of a shift should not be less than the normal working hours of staff on general
shift and should not exceed 8- hours.
Entitlements (per day)
i. Reimbursement of Refreshments: In most cases, CMC will arrange meal facility
for the employees through company infrastructure or by the client. However, in

cases where meals arrangement is not possible, contract assignees may claim

Page 33

________________________________________________________________________________________________________
reimbursement for the same as per the eligibility table below.

Shift Type
Start time
End time
Eligibility
Morning
0630 hours
1500 hours
Breakfast and
Lunch
Evening
1430 hours
2300 hours
Lunch and
Dinner
Night
2230 hours
0700 hours
Dinner and
Breakfast
The Rate of reimbursement will be as below:

With Voucher - Rs.75/
Without Voucher - Rs.50/
ii. Reimbursement
of
Conveyance
Expenses:
Reimbursement for conveyance will be made to contract assignees only when the
shift timing falls between 8.00 p.m. and 7.00 a.m. The concerned manager should
ensure the shift timings are within the norms specified in clause 1.a & b above.
Morning/Evening: One side actuals from residence to place of work OR

Pickup conveyance provided by CMC
Night: Both side actuals from residence to place of work OR Pickup
conveyance provided by CMC
For Mumbai, conveyance reimbursement on actuals will be as follows:
Morning/Evening Shift - One way conveyance from place of work to the

nearest embarking station and from the debarking station to residence.
Night Shift - Both ways conveyance from place of work to the nearest
embarking station and from the debarking station to residence.
The embarking and debarking stations will remain unchanged for the period
of staff on shift. However, if change is unavoidable due to change of
residence etc., the change in the stations will require the specific approval of
the concerned Manager and the same will be notified to the Regional HR and
Accounts Manager.
Not withstanding any thing mentioned above, the MD & CEO may modify any or all provisions of the
policy as per his discretion.
For workflow on claiming reimbursement on refreshments and conveyance on late sitting and
Page 34

________________________________________________________________________________________________________
weekends, refer to the follow chart on page no. 7.

WORKFLOW FOR SHIFT ALLOWANCE
Enter/Select Project code to which the

expense is related.
E-CAPS. Click 2.Shift Allowance
Enter claim amount along with

description of the claim.
Finally save the claim for

initiation

Page 35

________________________________________________________________________________________________________
8.
Policy on Salary Advance
This policy is designed to accommodate an expedite approach towards employee salary advances
and should be availed only in emergency conditions.
Applicability:
This policy on Salary Advance applies to: All Direct Contract (DC) Employees after having served
the company for a minimum period of six months from the date of contract.
This policy does not apply to:
1. Onsite assignment employees (outside India)
2. Employees on Notice Period
3. Time sheet defaulters
4. Loss of Pay during valid contract period
Entitlement:
All eligible employees are entitled up to maximum of one months salary (net salary). Salary
Advance can be availed for a maximum of two times in a Financial Year. If an employee applies for a
second time in the same financial year, then the recovery amount of the first advance has to be
refunded and then only the employee can apply for the second advance.
Applying for Salary Advance:
All eligible employees can apply for salary advance on any day/date of the month. Except that, if an
employees contract expires in the next month, then s/he should apply for salary advance
on/before 15th of that particular month.
Example: The contract of an employee expires in the month of April. Then s/he should apply for
salary advance on/before 15th of March.
Step1: Employee to apply in the system (in the path: Ultimatix >> ESS >> Salary Advance)
specifying the reason for salary advance.
Step2: The request flows to the immediate manager for his/her approval.
Step3: After immediate manager approves, the request further flows to the DCH/Location
Head/Function Head/RSBU Head (as the case may be) for final approval.
Step4: After the final approval, the request flows to Regional F&A.
Step5: Regional F&A remits the amount in the employees salary account for all DC
employees.

Page 36

________________________________________________________________________________________________________
Recovery:
The amount of Salary Advance so availed shall be recovered in one installment. Here, one
installment is described as one month.
Scenario 1: If the employee receives the salary advance in their bank account on or before 20th
of a particular month, the recovery shall be in the same month.
Scenario 2: If the employee receives the salary advance in their bank account on or after 21st of
a particular month, the recovery shall be in the next month.

Page 37

________________________________________________________________________________________________________
9.
TIME SHEET
IPMS gathers standardized time and work related efforts of the assignees. Its advanced
modules provide broad flexibility in data collection methods, employee distribution in
different projects & capabilities and data analysis features. Cost analysis and efficiency
metrics are the primary functions. For detailed process note on Time-sheet entry and
compliance, please follow the link on Ultimatix>>HR Portal>> Time sheet.
Click
IPMS
Choose
Time-Sheet
Entry
(Quick
Link)
Enter the
first
working
day of the
month in
Select
Week Start
Date.
Click
Proceed and
then add new
row. Enter 8
(or no. of
hours
worked) on
all the
working
days.
Click on save
all
un/assigned
efforts and
complete the
same for
entire
month.
NOTE:
Contract Assignees deputed to off-shore projects with client organization will be required to fill
their time-sheet according to the process followed at the client organization

Page 38
Time
Sheet
Entry is
done

________________________________________________________________________________________________________
I.
Introduction
10. POLICY ON CERTIFICATION FOR DC STAFF
CMC encourages its assignees to build competencies of relevance to the organization and
to obtain an independent external/internal validation of these competencies.
II.
Objective
1. To increase organizations investment in its human assets by providing opportunity to
upgrade their competencies.
2. To encourage assignees in getting certified in critical areas of competencies as defined by
the respective SBU/ Projects from time to time.
3. To obtain an independent external/internal validation of the competencies acquired by the
assignee from a recognized external organization.
4. To encourage, support and facilitate a culture of continuous learning.
5. To supplement and strengthen CMC efforts towards internal learning and development.
III.
Scope
This policy is applicable to all DC staff in the organization, including those on offshore
assignments. However, those serving the notice period will not be covered under this
policy.
As per this policy eligible DC staff may request for a reimbursement of Certification Fees
for certifications obtained from reputed external Professional Organizations as the per
the CMC approved list of certifications.
Note : Employees can claim certification reimbursement irrespective of their tenure with
CMC. However, certification claim shall be approved only if the following 2 conditions are
fulfilled:
Employee has applied for certification after joining CMC.
Employee has passed the certification exam.
IV.
Eligibility
1.
Courses as per only the approved list of Certifications given by the SBUs will be
sponsored.
2.
Prior approval from Manager and SBU head /GM will be required for undergoing the
Certification.
3.
At the time of approval of request for certification, the manager must ensure that a
minimum of six-month (6) period is remaining of the DC staffs contract with CMC.
4.
Certification course to be pursued should be in the line with the business

requirements and/or the career plan of the DC staff.
5.
This policy does not cover courses leading to degrees/diploma offered by Universities
and other formal academic institutions.

Page 39

________________________________________________________________________________________________________
V.
VI.
6.
Reimbursement of certification fee will be made only as per clause VII of this policy
subject to the successful completion of the Certification as verified by the manager.
7.
DC staff should apply for reimbursement within three months of the completion of
the certification. Any requests for reimbursement after three months from
completion of the certification will not be taken up.
8.
DC staff obtaining reimbursement on Certification fee will be required to serve the

retention duration as per clause VI of the policy.
Treatment of Retention Period Agreement

1.
DC Staff Resigns: If the DC staff resigns before the expiry of the retention period
applicable on him/her, then the entire amount reimbursed will be recovered from the
DC staff at the time of Full and Final Settlement.
2.
Contract Term ends and there is no extension: If the contract term as per the
contract agreement expires before the expiry of the retention period and CMC does
not renew the contract agreement, amount of reimbursement will not be recovered
from the DC staff.
3.
DC Staffs employment is terminated: If the company chooses to terminate the DC

Staff from employment, amount of reimbursement will not be recovered from the DC
staff.
4.
Contract-term is extended at the end of contract period and DC staff does not
accept extended employment: If the contract term period is extended but the DC
staff does not accept the extension, then the entire amount reimbursed will be
recovered from the DC staff at the time of Full and Final Settlement.
Entitlements:
Cost of Certification entitled per

FY
Amount of
Reimbursement
Retention
Duration
Full
6 months
Rs.1 to Rs. 10,000

VII.
Certification Fee:
The Certification Fees includes the following:

1.
Examination Fees
2.
Re-certification Examination Fee
The Certification Fee does not include the following:

1.
Course Fee
2.
Library Fee
3.
Application Fee
4.
Tuition Fee

Page 40

________________________________________________________________________________________________________
11. STAFF DEVELOPMENT SUPPORT
I.
OBJECTIVE
The Company intends to encourage employees to acquire management & leadership skills
through the courses extended by TMTC (Tata Management Training Centre). The TATA Harvard Manage Mentor program (HMM) is a self-paced e-learning program offered by TATA
Management Training Centre & Harvard Business Publishing. The TATA-HMM program has a
repository of several courses on management & leadership
II.
SCOPE
This policy is applicable to all Direct contract employees , including those on offshore and onsite
Business Associate assignments. However, those serving the notice period will not be covered
under this policy.
III.
ENTITLEMENT
Reimbursement of fee paid upto a maximum of 6 courses offered on TMTC- HMM website, in a
financial Year.
IV. PROCEDURE:
1.
2.
3.
4.
5.
6.
7.
The employee will need to register on the TATA-HMM site http://hmm.tmtctata.com by

selecting the company as CMC Ltd. and providing necessary details such as business e-mail ID,
designation, location etc.
On the next screen, the employee will need to select the intended courses. Employee can
enroll for more than one course at a time limited to maximum 6 courses in a financial year.
On the payment screen, the employee will need to select Self-Pay option and make the
payment through a valid debit/credit card. S/he will need to retain a receipt of payment for
reimbursement purposes. (The option "request to L & D (Learning and Development)" is not
to be selected).
Upon completion of the course and the exam, the employee will be issued a certificate by
TATA-HMM.
To avail employee reimbursement, employee has to raise a Self Development Request on ESS
in Ultimatix. This would fall under the category of Self Development Support Tata
Harvard Management courses.
Full reimbursement will only be made towards consolidated amount of course and
examination fee, when the employee successfully completes the course and obtains the
Certificate stating completion of the same.
In case the employees employment ends with the organization due to resignation, then, with
the de-activation of the e-mail ID, the course will also be discontinued. It is, therefore,
advisable that the employee fast pace and complete his/her course before the last working
day. Also, in this case, any payment made by the employee towards TATA-HMM certification,
will not be reimbursed by the company.

Page 41

________________________________________________________________________________________________________
a) REIMBURSEMENT AMOUNT:
1.
2.
Amount of reimbursement for TATA-HMM will be confined to a maximum of 6 courses for an

employee in a financial year..
Payment will be made against production of original e-bills/e-receipt from the site.
d)
RETENTION DURATION
Nil
V. Terms & Conditions

1.
2.
3.
The course to be pursued should be in line with the business requirements and/or the
career plan of the employee in the business that s/he is working.
his policy does not cover Certifications.
Full reimbursement will only be made towards consolidated amount of course fee, when
the employee successfully completes the course and obtains the Certificate stating
completion of the same.
VI.GENERAL
The policy is purely discretionary and the decision of MD & CEO shall be final. The policy may be
modified or withdrawn any time by Corporate HR without assigning any reason.

Page 42

________________________________________________________________________________________________________

Page 43

________________________________________________________________________________________________________
6.
Toastmaster Membership Scheme
I. OBJECTIVE
The objective of this policy is to enhance the communication and public speaking skills of
CMCites.
II. SCOPE
Benefits of this policy are applicable on all regular and Direct contract employees of the
organization, including trainees and probationers.
III. TOASTMASTER CLUB @CMC:

1.
2.
3.
Each region will have maximum 2 groups.

Each group can have 25 members at max.
Membership will be renewed every 6 months. Further enrollments will be vacancy based
i.e. only when a member quits the group.
IV. ENTITLEMENT
As per the policy, approved Club members can claim reimbursement of membership fee.
1.
2.
3.
Membership fee includes basic membership fee and renewal fee for Toastmaster Club.
The initial cost of the fee shall be borne by the employee. Reimbursement will be made
upto the defined limits on production of valid bills.
Approval flow as defined in E-caps will be applicable.
V. GENERAL
Benefits of this policy are not applicable to employees on Leave Without Pay.

Page 44

________________________________________________________________________________________________________
5. PART II: EMPLOYEE HANDBOOK
1.
VISION, MISSION and VALUES

OUR VISION
Global Top 20 Systems Engineering and

Integration Company by 2020
OUR MISSION
As an innovative world class systems engineering and
Integration company, we shall provide sustainable,
Advanced technology solutions and
Services to our global customers and in projects of
National importance, maximizing value to our
Stake holders and the communities we serve
OUR VALUES
We shall be a vibrant organization where
Openness, trust, teamwork, simplicity, responsibility, innovation,
Ethical behavior, employee safety, community welfare and environment protection
Are valued and promoted

Page 45

________________________________________________________________________________________________________
2. NON-DISCLOSURE AGREEMENT & CONFIDENTIALITY AGREEMENT
The Non-disclosure agreement (NDA) and confidentiality agreement are legal

contracts between at least two parties that outline confidential material or
knowledge the parties wish to share with one another for certain purposes, but wish
to restrict access to. It is a contract through which the parties agree not to disclose
information covered by the agreement.
An NDA creates a confidential relationship between the parties to protect any type of
confidential and proprietary information or a trade secret.
CMC hereby confirms its stand that adherence to the confidentiality norms is
paramount and expects the same from its employees, business associates & partners.

Page 46

________________________________________________________________________________________________________
CMC NON-DISCLOSURE DECLARATION

As a contract assignee, the undersigned acknowledges that he / she is a fiduciary in possession of
CMC Limited (hereinafter CMC) information resources. The undersigned undertakes to protect
these information resources from unauthorized activities including unauthorized disclosure,
modification, deletion, and usage.
The undersigned has read the Information Security Policy laid down by CMC and understands the
policies and procedures described therein and shall unconditionally abide by the terms and
conditions stated therein. The undersigned agrees that the said policy may be changed or modified
by CMC from time to time and shall become binding on him when the same is notified. The
undersigned furthermore understands that violations of these policies are subject to disciplinary
measures including privilege revocations and / or staff member employment termination.
The undersigned understands that access to CMC information assets is a privilege, which may be
changed at the sole discretion of CMC In any event all such privileges terminate upon the contract
assignee ceasing to be in employment of CMC.
The undersigned also acknowledges that the information which are disclosed to him/her is
sensitive and confidential in nature and is of special, unique and extra ordinary character, and any
disclosure of it is in breach of this undertaking by him / her or his representatives which shall cause
irreparable injury to CMC.
The undersigned there expressly agrees that in addition to any rights and remedies, which CMC
may have under Agreement or at law or in equity, CMC shall be entitled to injunctive and other
equitable relief to prevent the breach of the terms and provisions hereof and to otherwise secure
the enforcement of any of the terms and provisions hereof.
The undersigned agrees to indemnify and hold harmless CMC and its representatives from and
against all or any claims, damages, losses, liabilities or expenses arising out of this breach of this
undertaking. The undersigned also agrees to promptly report all violations or suspected violations
of the security policies to the extent known to the contract assignee, to the Security Office/
Manager/Regional Human Resources.
Contract Assignee No.
Name:
SBU/Function
Date:
Place:

Page 47

________________________________________________________________________________________________________
CONFIDENTIALITY AGREEMENT
I, ____________________________________________________________, having joined CMC on _____________________
(dd/mm/yyyy) understand that I have signed a compliance agreement for CMCs Information
Security Policy. I understand that in case of any violations due to any act, intentional or
unintentional, done by me, I shall be responsible and CMC shall be free to initiate disciplinary
proceedings against me for the said violation.
I, also, understand that CMC shall have complete rights to inspect any data handled by me and
stored by me using CMCs resources.
According to this agreement, I shall maintain in confidence any information and materials made
available to me during the tenure of my employment and anytime later. Further, I shall not divulge
to anybody any information obtained by me in the course of employment and, shall treat it as
professional communication and confidential.
Employee Name:
Employee ID:
Location:
Assignee Signature:
Date:

Place:
Page 48

________________________________________________________________________________________________________
3.
I.
WHISTLE BLOWER POLICY FOR TATA COMPANIES
PREFACE
The Tata Group believes in the conduct of the affairs of its constituents in a fair and
transparent manner by adopting highest standards of professionalism, honesty, integrity
and ethical behavior. Towards this end, the Tata Group has formulated the Tata Code of
Conduct (the Code), which lays down the principles and standards that should govern the
actions of Tata Companies and their employees. Any actual or potential violation of the
Code, howsoever insignificant or perceived as such, would be a matter of serious concern
for the Group. The role of the employees in pointing out such violations of the Code cannot
be undermined. There is a provision under the Code requiring employees to report
violations, which states:
"Reporting Concerns
Every employee of a Tata Company shall promptly report to the management any actual or
possible violation of the Code or an event he becomes aware of that could affect the business or
reputation of his or any other Tata Company."
Clause 49 of the Listing Agreement between listed companies and the Stock Exchanges has
been recently amended which, inter alia, provides for a non-mandatory requirement for all
listed companies to establish a mechanism called Whistle Blower Policy for employees to
report to the management instances of unethical behaviour, actual or suspected, fraud or
violation of the Companys code of conduct or ethics policy.
Accordingly, this Whistle Blower Policy (the Policy) has been formulated with a view to
provide a mechanism for employees of the Company to approach the Audit Committee of
the Company.
II.
DEFINITIONS
The definitions of some of the key terms used in this Policy are given below. Capitalized terms
not defined herein shall have the meaning assigned to them under the Code.
1. Audit Committee means the Audit Committee constituted by the Board of Directors of
the Company in accordance with Section 292A of the Companies Act, 1956 and read with
Clause 49 of the Listing Agreement with the Stock Exchanges.
2. Employee means every employee of the Company (whether working in India or abroad),
including the Directors in the employment of the Company.
3. Code means the Tata Code of Conduct.
4. Investigators mean those persons authorized, appointed, consulted or approached by the
Ethics Counsellor/Audit Committee and includes the auditors of the Company and the
police.
5. Protected Disclosure means any communication made in good faith that discloses or
demonstrates information that may evidence unethical or improper activity.
6. Tata Company means a company, which has signed the BEBP Agreement with Tata Sons
Page 49

________________________________________________________________________________________________________
Ltd.
7. Subject means a person against or in relation to whom a Protected Disclosure has been
made or evidence gathered during the course of an investigation.
8. Whistle Blower means an Employee making a Protected Disclosure under this Policy.
III.
SCOPE
This Policy is an extension of the Tata Code of Conduct. The Whistle Blowers role is that of a
reporting party with reliable information. They are not required or expected to act as
investigators or finders of facts, nor would they determine the appropriate corrective or
remedial action that may be warranted in a given case.
Whistle Blowers should not act on their own in conducting any investigative activities, nor
do they have a right to participate in any investigative activities other than as requested by
the Ethics Counsellor or the Audit Committee or the Investigators.
Protected Disclosure will be appropriately dealt with by the Audit Committee.
IV.
ELIGIBILITY
All Employees of the Company are eligible to make Protected Disclosures under the Policy.
The Protected Disclosures may be in relation to matters concerning the Company or any
other Tata Company.
V.
DISQUALIFICATIONS
While it will be ensured that genuine Whistle Blowers are accorded complete protection
from any kind of unfair treatment as herein set out, any abuse of this protection will
warrant disciplinary action.
Protection under this Policy would not mean protection from disciplinary action arising out
of false or bogus allegations made by a Whistle Blower knowing it to be false or bogus or
with a mala fide intention.
Whistle Blowers, who make three or more Protected Disclosures, which have been
subsequently found to be mala fide, frivolous, baseless, malicious, or reported otherwise
than in good faith, will be disqualified from reporting further Protected Disclosures under
this Policy. In respect of such Whistle Blowers, the Company/Audit Committee would
reserve its right to take/recommend appropriate disciplinary action.
VI.
PROCEDURE
1.
All Protected Disclosures should be addressed to the Chairman of the Audit

Committee of the Company. The contact details of the Chairman of the Audit
Committee are as under:

Page 50

________________________________________________________________________________________________________
Mr. Sudhakar Rao

F-2, Manipal Vista,
1, Connaught Road,
(Off. Queens Road)
Bangalore- 560052
E-Mail Id: fcskarnataka@gmail.com
2.
3.
4.
5.
VII.
Protected Disclosures should preferably be reported in writing so as to ensure a

clear understanding of the issues raised and should either be typed or written in a
legible handwriting in English, Hindi or in the regional language of the place of
employment of the Whistle Blower.
The Protected Disclosure should be forwarded under a covering letter which shall
bear the identity of the Whistle Blower. The Chairman of the Audit Committee shall
detach the covering letter and discuss the Protected Disclosure with Members of the
Audit Committee and if deemed fit, forward the Protected Disclosure to the Ethics
Counsellor of the Company for investigation.
Protected Disclosures should be factual and not speculative or in the nature of a
conclusion, and should contain as much specific information as possible to allow for
proper assessment of the nature and extent of the concern and the urgency of a
preliminary investigative procedure.
The Whistle Blower must disclose his/her identity in the covering letter forwarding
such Protected Disclosure. Anonymous disclosures will not be entertained by the
Audit Committee as it would not be possible for it to interview the Whistle Blowers.
INVESTIGATION
1.
2.
3.
4.
5.
6.
7.
8.
All Protected Disclosures reported under this Policy will be thoroughly investigated
by the Ethics Counsellor of the Company who will investigate / oversee the
investigations under the authorization of the Audit Committee.
Protected Disclosures involving or relating to the Ethics Counsellor, which in the
opinion of the Audit Committee may hamper the independence of the Ethics
Counsellor in conducting the investigation will be investigated by the Audit
Committee itself.
The Ethics Counsellor / Audit Committee may at its discretion, consider involving
any Investigators for the purpose of investigation. The decision to conduct an
investigation taken by the Audit Committee is by itself not an accusation and is to be
treated as a neutral fact-finding process. The outcome of the investigation.
may not support the conclusion of the Whistle Blower that an improper or unethical
act was committed.
The identity of a Subject will be kept confidential to the extent possible given the
legitimate needs of law and the investigation.
Subjects will normally be informed of the allegations at the outset of a formal
investigation and have opportunities for providing their inputs during the
investigation.
Subjects shall have a duty to co-operate with the Ethics Counsellor / Audit
Committee or any of the Investigators during investigation to the extent that such
co-operation sought does not merely require them to admit guilt.
Subjects have a right to consult
with a person or persons of their

Page 51

________________________________________________________________________________________________________
9.
10.
11.
12.
VIII.
IX.
choice, other than the Ethics Counsellor / Investigators and/or members of the
Audit Committee and/or the Whistle Blower. Subjects shall be free at any time to
engage counsel at their own cost to represent them in the investigation proceedings.
Subjects have a responsibility not to interfere with the investigation. Evidence shall
not be withheld, destroyed or tampered with, and witnesses shall not be influenced,
coached, threatened or intimidated by the Subjects.
Unless there are compelling reasons not to do so, Subjects will be given the
opportunity to respond to material findings contained in an investigation report. No
allegation of wrongdoing against a Subject shall be considered as maintainable
unless there is good evidence in support of the allegation.
Subjects have a right to be informed of the outcome of the investigation. If
allegations are not sustained, the Subject should be consulted as to whether public
disclosure of the investigation results would be in the best interest of the Subject
and the Company.
The investigation shall be completed normally within 45 days of the receipt of the
Protected Disclosure.
PROTECTION
1.
No unfair treatment will be meted out to a Whistle Blower by virtue of his/her
having reported a Protected Disclosure under this Policy. The Tata Group, as a
policy, condemns any kind of discrimination, harassment, victimization or any other
unfair
2.
Employment practice being adopted against Whistle Blowers: Complete protection
will, therefore, be given to Whistle Blowers against any unfair practice like
retaliation, threat or intimidation of termination/suspension of service, disciplinary
action, transfer, demotion, refusal of promotion, or the like including any direct or
indirect use of authority to obstruct the Whistle Blowers right to continue to
perform his duties/functions including making further Protected Disclosure. The
Company will take steps to minimize difficulties, which the Whistle Blower may
experience as a result of making the Protected Disclosure. Thus, if the Whistle
Blower is required to give evidence in criminal or disciplinary proceedings, the
Company will arrange for the Whistle Blower to receive advice about the procedure,
etc.
3.
The identity of the Whistle Blower shall be kept confidential to the extent possible
and permitted under law. Whistle Blowers are cautioned that their identity may
become known for reasons outside the control of the Ethics Counsellor /Audit
Committee (e.g. during investigations carried out by Investigators).
4.
Any other Employee assisting in the said investigation shall also be protected to the
same extent as the Whistle Blower.
INVESTIGATORS
1.
2.
Investigators are required to conduct a process towards fact-finding and analysis.

Investigators shall derive their authority and access rights from the Audit
Committee when acting within the course and scope of their investigation.
Technical and other resources may be drawn upon as necessary to augment the
investigation. All Investigators shall be independent and unbiased both in fact and
as perceived. Investigators have a duty of fairness, objectivity, thoroughness, ethical
behavior, and observance of legal
and professional standards.

Page 52

________________________________________________________________________________________________________
Investigations will be launched only after a preliminary review which establishes

that: the alleged act constitutes an improper or unethical activity or conduct, and
either the allegation is supported by information specific enough to be investigated,
or matters that do not meet this standard may be worthy of management review,
but investigation itself should not be undertaken as an investigation of an improper
or unethical activity.
DECISION
3.
X.
If an investigation leads the Audit Committee to conclude that an improper or unethical act
has been committed, the Audit Committee shall direct the management of the Company to
take such disciplinary or corrective action as the Audit Committee deems fit. It is clarified
that any disciplinary or corrective action initiated against the Subject as a result of the
findings of an investigation pursuant to this Policy shall adhere to the applicable personnel
or staff conduct and disciplinary procedures.
XI.
REPORTING
The Ethics Counsellor shall submit a report to the Audit Committee on a regular basis about
all Protected Disclosures referred to him/her since the last report together with the results
of investigations, if any.
XII.
RETENTION OF DOCUMENTS
All Protected Disclosures in writing or documented along with the results of investigation
relating thereto shall be retained by the Company for a minimum period of seven years.
XIII.
AMENDMENT
The Company reserves its right to amend or modify this Policy in whole or in part, at any
time without assigning any reason whatsoever. However, no such amendment or
modification will be binding on the Employees unless the same is notified to the Employees
in writing.

Page 53

________________________________________________________________________________________________________
4.
I.
OBJECTIVES
1.
2.
3.
4.
II.
3.
All employee/DCs of CMC.

All Vendors, suppliers and customers, as well as entities and individuals currently
doing or seeking to do business with CMC.
This policy does not apply to performance rewards from clients.
DEFINITIONS
1.
2.
3.
IV.
To adhere to Clause 5 of the TATA Code of Conduct. A TATA Company and its
employee/DCs shall neither receive nor offer or make, directly or indirectly, any illegal
payments, remuneration, gifts, donations or comparable benefits which are intended
to or perceived to obtain business or competitive favors for the conduct of its business.
However, a TATA Company and its employee/DCs may accept and offer nominal gifts
which are customarily given and are of commemorative nature for special events. Ref.
- Clause 5 of the TATA Code of Conduct.
To provide an inclusive definition to gifts and donations.
To enumerate the principles for giving and accepting gifts for business purposes.
To enumerate on a recourse mechanism for violations.
APPLICABILITY
1.
2.
III.
POLICY FOR GIFTS
Gifts: Any tangible or intangible good/ item, which is of value (financial or non
financial) given or received. This definition will include any aid, donations,
contributions, help, assistance, offerings, entertainment and business courtesies.
Bribe: Any form of inducement, enticement, kickback, temptation or payoff that is
carried out to receive benefit that may not accrue normally.
Business Courtesy: A business courtesy is a present, gift, hospitality or favour for
which fair market value is not paid by the recipient. It may be a tangible or intangible
benefit such as meals, drinks, entertainment; door prizes; honoraria; transportation;
discounts; promotional items or use of a donors time, materials, facilities or
equipment.
PROVISIONS
1.
Giving gifts
i. Gifts may be given to others at CMCs expense only if they meet all of the following
criteria:
ii. They are consistent with customary business practices;
iii. They are not in contravention of applicable law;
iv. Public disclosure of the facts will not create the appearance of impropriety or
embarrass either the company or the employee/DC.
v. They are infrequent and not in
excessive value.

Page 54

________________________________________________________________________________________________________
vi. Permissible exceptions include CMC Promotional items such as Calendars, Diaries
and similar items displaying Company Logo and name.
vii. CMC employee/DCs in client facing roles, including government customers, must
take the necessary steps to ensure compliance with the clients Gift Policy and or
any other relevant government rules and regulations applicable.
2.
Receiving Gifts
i. All business courtesies offered to and accepted by CMC employee/DCs are
courtesies that belong to CMC. Hence employee/DCs cannot retain courtesies for
personal use as a matter of right.
ii. When offered a business courtesy, employee/DCs should determine whether it is
appropriate to accept the courtesy on behalf of CMC after considering why is it
being extended and possible repercussions of acceptance.
iii. Acceptance and disposal of any gift / business courtesy has to be in line with the
requirements of this Gift Policy.
3.
Normally an employee/DC can keep a business courtesy/gift, but subject to the

following conditions:
i. When the courtesy is usually associated with customary business practices.
ii. Promotes successful working relationships and goodwill with persons or firms
with whom CMC maintains or may establish a business relationship. Such
courtesies include infrequent business meals and entertainment that are shared
with the person who has offered to pay for the meal or entertainment. However,
employee/DCs should use good judgment and decline invitation for meals and
entertainment that are inappropriately lavish or excessive and are of such nature
or magnitude that cannot be reciprocated.
iii. Conforms to the reasonable and ethical practices of the marketplace, such as
flowers, fruits baskets, sweets, and other modest presents, that commemorate a
special occasion. However in such cases the value of such items should not exceed
the country wise specified amounts. The country wise amounts are specified
below;
Name of Country
Amount / value of Gift
India
Rs.5000/-
USA / Ibero America / APAC / Others
$ 125.00
UK
70.00
Europe
Euros 100
i. Any gift/courtesy etc received beyond this value needs to be intimated to Head of
HR/Ethics Counselor in the Gift Declaration Form (Ref. Annexure 1).
ii. Novelty, advertising, or promotional items of nominal value.
4.
Gifts CMC employee/DCs cannot accept

a.
Employee/DCs shall neither seek nor accept for themselves or others any gifts

Page 55

________________________________________________________________________________________________________
without a legitimate business purpose.
5.
b.
Employee/DCs should avoid a pattern of accepting frequent courtesies from the

same persons or companies.
c.
Bribes such as Cash Payment, Kick Backs, unexplained rebates, any other disguised
payments or allowances
The following
unacceptable:
actions
made
by
employee/DCs
would
be
completely
a. Asking for a business courtesy.

b. Accepting a business courtesy when:
i. An attempt is being made by the donor to offer the courtesy in exchange for
or to influence, favourable action by CMC.
ii. An attempt is being made to motivate an employee/DC to do anything that is
prohibited by laws of the land and the regulations of CMC.
iii. An attempt is being made to gain an unfair competitive advantage by
improperly influencing an employee/DC's discretionary decisions.
c. Accepting a gift in cash of any amount.
V.
GUIDELINES FOR APPROPRIATE ACTION IN CASE OF INAPPROPRIATE GIFTS BEING

RECEIVED
1.
Whenever an employee/DC has accepted a courtesy that does not meet the criteria for
acceptance in this procedure, he or she should use one of the following alternatives:
i. Return it to the donor with a polite explanation that CMC policy prohibits
retention of the business courtesy.
ii. Promptly forward the courtesy to the Head of HR or Companys Ethics
Counsellor for appropriate disposition.
iii. Retain the courtesy for displaying with prior approval of Head of HR
2.
3.
4.
In the eventuality that it is proven that an inappropriate gift, i.e. a gift which is not in
line with the policy, has been received and accepted by an associate, such an act may
be subject to disciplinary action which could include termination of employment.
Any violations of the Gift policy may be reported to the Ethics Counselor.
Any exceptions to the policy must be approved by the Ethics Counselor in writing.

Page 56

________________________________________________________________________________________________________
5.
POLICY ON PROHIBITION OF HARASSMENT
I. Objective
CMC is committed to ensuring that the work environment at all locations is conducive to
fair, safe and harmonious relations between employees. CMC respects and values dignity of
all Employees. Discrimination and harassment of any type will not be tolerated. CMC
promises protection of dignity of all employees. At CMC, we have a very good record of
ensuring this culture as part of our existing human resource practices.
CMC will ensure that no employee is disadvantaged by way of gender discrimination. CMC
as an Organisation is absolutely aware on the important and sensitive issue of sexual
harassment. Any behaviour whether physical, verbal, written etc. (defined as per The
Sexual Harassment Of Women At Workplace (Prevention, Prohibition And Redressal) Bill,
2012) by employees, supervisors, suppliers, customers which offends the dignity of person
who is harassed will be considered as sexual harassment and will attract suitable necessary
action.
CMC is committed to put proper Internal Compliance Committee to treat complaints. CMC will
ensure that every complaint is treated seriously by the committee. Every employee will get just and
fair treatment.
CMC will also comply with internal code TATA Code of Conduct.
Equal Opportunity Employer
A Tata company shall provide equal opportunities to all its employees and all qualified applicants
for employment without regard to their race, caste, religion, colour, ancestry, marital status, sex,
age, nationality, disability and veteran status.
Human resource policies should promote diversity and equity in the workplace, as well as comply
with all labour laws and international best practices. Employees of a Tata company shall be treated
with dignity and in accordance with the Tata policy to maintain a work environment free of sexual
harassment, whether physical, verbal or psychological. Employee policies and practices shall be
administered in a manner that would ensure that in all matters equal opportunity is provided to
those eligible and the decisions are merit-based.
-Reference TATA Code of Conduct (www.tataworld.com)
This policy can be interpreted in a manner suitable and compliant with law of land of any
Geography.
II. Scope
This policy is applicable to all employees both regular, contract, trainees and apprentice at all
business locations of CMC. This policy shall not discriminate victims on grounds of gender, marital
status, disability, race or national origin, religion and belief and age. Each one will get just, fair and
equal treatment.

Page 57

________________________________________________________________________________________________________
III. Harassment and Discrimination

1. Definition
Harassment is defined as unwanted conduct that violates a persons dignity and creates a hostile,
degrading, humiliating or offensive working environment.
Discrimination denotes differentiation/distinction between employees on grounds such as

age, gender, religion, colour, sexuality, disability, or class etc
2. Examples of Harassment and Discrimination may include:
i.
Spreading malicious rumours, or insulting someone (particularly on the grounds

of race, sex, disability, sexual orientation, religion or belief or age)
ii.
Copying memos that are critical who do not need to know.
iii.
Ridiculing or demeaning someone picking on them or setting them up to fail
iv.
Exclusion or victimisation
v.
Unreasonable and unwarranted treatment
vi.
Overbearing supervision or other misuse of power or position
vii.
Unwelcome sexual advances touching, standing too close, display of offensive

materials
viii.
Making threats or comments about job security without foundation
ix.
Deliberately undermining a competent worker by overloading and constant

criticism
x.
Preventing individuals progressing by intentionally blocking promotion or

training opportunities.
Discrimination or Harassment on any basis is unacceptable.
3. Victimisation
Victimisation is treating someone less favourably because they have made a complaint
or intend to make a complaint about discrimination or harassment or have given
evidence or intend to give evidence relating to a complaint about discrimination or
harassment.
4. Redressal
Any employee who considers that he or she has been subject to discrimination in
employment is entitled to raise a complaint for investigation and resolution to his
Manager/Supervisor who will communicate it to Regional/Corporate HR.
However, in some cases of particular sensitivity, employees may not wish to raise such
grievances with their supervisor/manager. In these cases, employees may seek
guidance directly from Regional/Corporate Human Resources who will then determine
the appropriate way to deal with the complaint.
An employee may lodge the complaint to Regional /Corporate HR, in writing. A
Page 58

________________________________________________________________________________________________________
complaint can be lodged by email to corporate.RCA@cmcltd.com or by letter to

respective Regional HR. All complaints will be kept confidential. Anonymous complaints
will be ignored (the format for the complaint is provided in Annexure A)
All complaints will be treated seriously and will be thoroughly investigated.
Investigations will be carried out with sensitivity and with due respect for the rights of
everyone involved.
Employees should alert management of any suspected incident of harassment and
discrimination, even if it does not directly involve them.
CMC will treat any complaint that is unfounded and not made in good faith, as a
malicious complaint, and initiate suitable disciplinary action.
5. Disciplinary Action
The nature of Disciplinary action will depend upon degree of offence. The procedure to be
followed and resulting action will be governed as per CMC Disciplinary Policy in
accordance with Harassment Redressal System.
IV. Prohibition of Sexual Harassment
1. Definition
Sexual Harassment includes but not limited to any unwelcome sexually determined behaviour, such
as: -
a. Physical contact
b. A demand or request for sexual favours
c. Sexually coloured remarks
d. Showing pornography
e. Any other physical, verbal or non-verbal conduct of a sexual nature.
f. Sexual Harassment includes such unwelcome conduct whether directly or by
implication.
2. Harassment Redressal System
For the redressal of harassment (sexual or other) complaints, a two level committee has
to be constituted.
Internal Compliance Committee: Internal compliance committee would function at
regional level to look into matters concerned with harassment. Each region will have a
separate committee for that particular region.
Corporate Compliance Committee: Corporate Compliance committee would review the
recommendations forwarded by Internal Compliance Committee and ensure action. Any
Conflict with the decision taken by Internal Compliance Committee would be forwarded to
Corporate Compliance committee for resolution.
Page 59

________________________________________________________________________________________________________
Corporate Complaints Committee
Internal Complaints Committee

(NR, WR, ER, Hyderabad, Chennai, Bangalore)
Recourse at CCC/ICC:
i. Victims /complainants will first seek help from their respective Internal Complaints
Committee (ICC) and the same committee shall inquire about the matter in accordance
with rule of natural justice and fair play.
ii.
Corporate Complaints Committee (CCC) shall hear appeals against orders passed by
ICC, if preferred by victims.
iii.
All decisions, orders passed by CCC will be final and binding on parties.
Composition of ICC
i.
ICC will comprise of atleast four members
ii.
It will be headed by a woman employed at a senior level and will be from amongst the
employees. Head of the ICC will be named as Presiding officer.
Note: In case a Senior Level woman is not available at any region, the presiding officer can
be nominated from other regions.
iii.
Atleast one member shall be from third party representative from NGO or any association
committed to the cause of women with sexual harassment.
iv.
One member will be the Local Ethics Counsellor of that region.
v.
And the fourth member should be from amongst the employees; preferably committed to
the cause of women or who has experience in social work or has legal knowledge.
vi.
One member (Regional Complaints Advisor) will always be one point contact for all
complainants/Victims. It is recommended that Local HR Officer will assume this role for
respective region.
vii.
Number of woman members in committee shall not be less than 50%.
viii.
The committee shall handle complaints in a confidential manner and entire proceedings
shall be conducted within two months period.
ix.
The Presiding Officer and every Member of the ICC shall hold office for a period, not
exceeding three years, from the date of their nomination as specified.
x.
The Member appointed from among the non-governmental organisations or associations

shall be paid such fees or allowances for holding the proceedings of the Internal Committee,
as may be prescribed.
xi.
Presiding Officer or any other member of the committee, if found guilty during any
disciplinary proceeding or has been convicted of any offence under any law, shall be
removed from the committee and the vacancy so created shall be filled by fresh
nominations.

Page 60

________________________________________________________________________________________________________
Composition of CCC
i. CCC will comprise of atleast 4 members. Head HR and Corporate Ethics Counsellor will be
members of CCC.
ii. At least one member will be third party representative from NGO or any agency that is
conversant with sexual Harassment; nominated by Head HR.
iii. It will be headed by a woman employed at a senior level and will be from amongst the
employees.
iv. Head of the CCC will be named as Presiding officer.
v. The number of woman members shall not be less than 50%.
vi. One member (Regional Complaints Advisor) will always be one point contact for all
complainants/Victims. It is recommended that HR Officer from Corporate assume this role.
(RCA-Corporate)
vii. The committee shall handle complaints in a confidential manner and within a time-bound
framework
viii. The appeal shall be heard and completed within one months period.
3. Procedure
Complaint
i.
An employee may lodge the complaint to Regional Complaints Advisor (RCA), in writing. A
complaint can be lodged by email to corporate.RCA@cmcltd.com or by letter to respective
RCA. All complaints will be kept confidential. Anonymous complaints will be ignored.
ii. The aggrieved person has to make a complaint in writing within 3 months from the date of
incidence.
iii. If there are sufficient reasons to prove that there were circumstances that prevented the
aggrieved person from filing a complaint, a further extension of not more than 3 months
may be allowed to file the complaint in writing.
iv. If the aggrieved person is unable to make a complaint on account of physical or mental
incapacity or death or otherwise, legal heir or such other person as may be prescribed may
make a complaint
v. On receipt of complaint RCA will contact complainant within 3 working days and will do
fact-finding of the case. RCA will contact alleged harasser (henceforth Respondent) to
obtain his /her presentation.
vi. RCA must report complaint and submit the report to ICC/CCC (as applicable) within 10
working days from receipt of complaint. RCA will arrange preliminary meeting with the
aggrieved person. This meeting should be held within 5 working days of receipt of RCA
report.
Conciliation
a. The Committee before starting the inquiry make take steps to settle the matter between the
aggrieved person and the respondent through conciliation, however, this step has to be
Page 61

________________________________________________________________________________________________________
requested by the aggrieved person. However, no monetary settlement will be allowed.

b. When a settlement has been arrived through conciliation, the committee is required to
record the settlement so arrived and the same has to be forwarded to the organization to
take action as specified in the recommendation.
c. The copy of settlement has recorded above has to be provided to the aggrieved woman and
the respondent.
d. When the settlement has been arrived, no further inquiry has to be conducted by the
committee
Inquiry into Complaint
a. Inquiry is to be made in accordance with the provisions of the service rule applicable to the
respondent.
b. Also, in case the aggrieved person complaints that the term or condition of settlement
arrived at during conciliation has not been complied with by the respondent, the ICC has to
further proceed to make enquiry into the complaint.
c. Where both the parties are employees, opportunity to be heard during the inquiry shall be
ensured. Also a copy of findings shall be made available to both enabling them to make
representation against the findings before the committee.
d. CCC/ICC may adopt any means to arrive at facts or get any information related to case
namely summoning and enforcing the attendance of any person and examining him on oath;
requiring the discovery and production of documents; and any other matter which may be
prescribed.
e. At the enquiry both parties will be allowed to take aid of colleague (no outside lawyer will
be allowed) for support. Both the parties will be allowed to present their sides and crossexamine each other with full dignity.
Inquiry Report and Action
a. The entire proceedings will be documented and actions recommended by ICC/CCC will be
intimated to both the parties separately in writing within 5 working days from completion
of inquiry.
b. When the ICC arrives at the conclusion that the allegations against respondent have not
been proved, it shall recommend that no action needs to be taken in this matter.
c. When the ICC arrives at the conclusion that the allegations against respondent have been
proved, following action can be taken depending on the case:
i.
ii.
iii.
Take action for sexual harassment as a misconduct in accordance with the

provisions of the service rules applicable.
Deduct, notwithstanding anything in the service rules applicable to the respondent,
from the salary or wages of the respondent such sum may be appropriate to be paid
to the aggrieved person or to legal heirs, as it may determine. In case it is not
possible to make such deduction from the salary of the respondent due to his being
absent from duty or cessation of employment it may be directed to the respondent
to pay such sum to the aggrieved person.
Further that in case the
respondent fails to pay the sum

Page 62

________________________________________________________________________________________________________
referred above, the Internal Committee may forward the order for recovery of the
sum as an arrear of land revenue to the concerned District Officer.
Note: Compensation as discussed in point (b) above would depend on the:
i.
The mental trauma, pain, suffering and emotional distress caused to the aggrieved
person;
ii.
The loss in the career opportunity due to the incident of harassment;
iii.
Medical expenses incurred by the victim for physical or psychiatric treatment;
iv.
The income and financial status of the respondent;
v.
Feasibility of such payment in lump sum or in instalments.
d. Regional HR Officer will initiate action on recommendations of committee. The entire

proceedings should be completed in 2 months.
e. In the event any party is being unsatisfied with recommendation of ICC, can file appeal to
CCC within 10 working days from receipt of decision of ICC.
f.
Appeal proceedings in CCC should be completed within 1 month.
g. Any person aggrieved from the recommendations made or non-implementation of such

recommendations may also prefer an appeal to the court or tribunal in accordance with the
provisions of the service rules applicable.
h. Where an employee lodges complaint directly with police, then intimation in writing should
be forwarded to ICC/CCC. All necessary assistance will be provided to victim.
i.
The appeal shall be preferred within a period of ninety days of the recommendations.
Action During Pendency of Inquiry

a. During the pendency of the inquiry, on a written request made by the aggrieved person, ICC
may recommend to the employer to transfer the aggrieved person or the respondent to any
other location; or grant leave to the aggrieved person upto a period of three months; or
grant such other relief to the aggrieved an as may be prescribed.
b. The leave granted to the aggrieved person shall be in addition to the leave she would be
otherwise entitled.
c. It is required to implement the recommendation as discussed above and send the report of
such implementation to the ICC.
Punishment for False or malicious complaint and false evidence
a. Where the ICC arrives at a conclusion that the allegation against the respondent is malicious
or the aggrieved person or any other person making the complaint has made the complaint
knowing it to be false or the aggrieved person or any other person making the complaint
has produced any forged or misleading document, it may be recommended to take action
against the aggrieved person or the person who has made the complaint in accordance with
the provisions of the service rules applicable to her or him
b. Where the Internal Committee arrives at a conclusion that during the inquiry any witness
has given false evidence or produced any forged or misleading document, it may be
recommended to the employer of the
witness to take action in accordance with
Page 63

________________________________________________________________________________________________________
the provisions of the service rules applicable to the said witness or where no such service
rules exist, in such manner as may be prescribed.
Note: A mere inability to substantiate a complaint or provide adequate proof need not
attract action against the complainant.
Prohibition of publication or making known contents of complaint and inquiry
proceedings.
c. The contents of the complaint, the identity and addresses of the aggrieved person,
respondent and witnesses, any information relating to conciliation and inquiry proceedings,
recommendations of the Internal Committee and the action taken under the provisions of
this policy shall not be published, communicated or made known to the public, press and
media in any manner:
d. However, information may be disseminated regarding the justice secured to any victim of
sexual harassment under this policy without disclosing the name, address, identity or any
other particulars calculated to lead to the identification of the aggrieved woman and
witnesses.
e. If any person entrusted with the duty to handle or deal with the complaint, inquiry or any
recommendations or action to be taken under the provisions of this policy, leaks the
contents of complaints and inquiry proceedings, he shall be liable for penalty in accordance
with the provisions of the service rules applicable.
4. Powers and Duties of CCC/ICC

Preventive steps:
a. To create and ensure a safe environment that is free of sexual harassment.
b. To create an atmosphere promoting equality and gender justice to spread
awareness about policy among employees through notice board at the work place
by notification, publishing and/or circulating in appropriate ways.
c. To publish names and phone numbers of members of Committee.
d. To ensure appropriate work conditions in respect of work, leisure, health and
hygiene to further ensure that there is no hostile environment towards women at
work places and no employee woman should have reasonable grounds to believe
that she is disadvantaged in connection with her employment.
e. To make aware the rights of female employees in this regard and the same shall be
created in particular by prominently notifying the guidelines (and appropriate
legislation when enacted on the subject) in a suitable manner.
Remedial steps:
a. The mechanism for registering complaints should be safe, accessible and sensitive
b. To take cognizance of complaints about sexual harassment, conduct enquiries,
provide assistance and redressal to victims, recommend penalties and take action
against harasser.
Page 64

________________________________________________________________________________________________________
c. CCC will recommend new policies, suggestions to ICCs and monitor their working.
d. To recommend the concerned authorities, follow up and monitor the same.
e. To make arrangements for appropriate psychological, emotional and physical
support (in form of counselling, security and other assistance) to victims.
f. Where such conduct amounts to a specific offence under the Indian Penal Code or
under any other law, the appropriate committee shall initiate action in accordance
with law by making a complaint with the appropriate govt. authority.
g. To ensure that victims or witnesses are not victimized or discriminated against
while dealing with complaints of sexual harassment. Further ensure that the
victims of sexual harassment shall have the option to seek transfer of the
perpetrator or their own transfer.
h. The ICC, each calendar year, will prepare an annual report of the complaints and
action taken by them, if any and submit the same to the CCC.
i.
The CCC will report on the compliance with the envisaged guidelines herein this
policy including on the consolidated reports of the ICC to the concerned
Government department.
j.
It is also required to include the number of cases filed, if any, and their disposal
under this Act in the annual report of the organisation
Duties of the Employer:

a) provide a safe working environment at the workplace which shall include safety from the
persons coming into contact at the workplace;
b) Display at any conspicuous place in the workplace, the penal consequences of sexual
harassments; and the order constituting, the Internal Committee.
c) organise workshops and awareness programmes at regular intervals for sensitising the
employees with the provisions of the Act and orientation programmes for the members of
the Internal Committee in the manner as may be prescribed;
d) provide necessary facilities to the Internal Committee for dealing with the complaint and
conducting an inquiry;
e) Assist in securing the attendance of respondent and witnesses before the Internal
Committee.
f) make available such information to the Internal Committee as it may require having regard
to the complaint
g) provide assistance to the woman if she so chooses to file a complaint in relation to the
offence under the Indian Penal Code or any other law for the time being in force;
h) cause to initiate action, under the Indian Penal Code or any other law for the time being in
force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator
is not an employee, in the workplace at which the incident of sexual harassment took place;
i) treat sexual harassment as a misconduct under the service rules and initiate action for such
misconduct;
j) Monitor the timely submission of reports by the Internal Committee.
5. Confidentiality Clause
Every
individual/person

involved
in process/system should not reveal/disclose

Page 65

________________________________________________________________________________________________________
any information of system or identities in the course of enquiry. Breach of confidentiality

will be taken seriously and disciplinary action will be initiated.
V. Other Provisions
1. While it will be ensured that Complainant/victim is accorded complete protection

from any kind of unfair treatment as herein set out, any abuse of this protection will
warrant disciplinary action.
2. Protection under this Policy would not mean protection from disciplinary action
arising out of false or bogus allegations made by Complainant/victim knowing it to
be false or bogus or with a mala fide intention.
3. No unfair treatment will be meted out to the Complainant/Victim by virtue of
his/her registering complaint. CMC condemns any kind of discrimination,
harassment, victimization or any other unfair employment practice being adopted
against Complainant/victim.
4. The identity of the all parties shall be kept confidential to the extent possible
VI. Third Party Harassment:
Where sexual harassment occurs as a result of an act or omission by any third party or
outsider, CMC shall take all steps necessary and reasonable to assist the affected person
in terms of support and preventive action as enumerated above.

Page 66

________________________________________________________________________________________________________
6.
I.
POLICY ON PROHIBITION OF ALCOHOL, DRUG ABUSE AND SMOKING
PURPOSE
This policy aims to set standards to ensure all employee/DCs are compliant with Health and
Safety requirements and unlikely to cause damage to either themselves or others at work.
CMC will not tolerate inappropriate behavior during work-time.
II.
ELIGIBILITY
This policy will apply to all employee/DCs, which includes Regular, Direct Contract,
Business Associate & Retainers.
III.
ALCOHOL
CMCs policy is to forbid the consumption of alcohol on CMC spremises and or client sites.
Any employee/DC who is found consuming alcohol on CMC premises or is found to be
intoxicated at work will face disciplinary action under CMC disciplinary policy.
Employee/DCs found drink driving during working-time or as a result of a work-related
occasion will face disciplinary action under CMCs disciplinary policy. A breach of this
procedure is considered an act of gross misconduct.
IV.
DRUGS
The possession, use or distribution of drugs for non-medical purposes in CMC premises and
or client sites is strictly forbidden. If an employee/DC is prescribed drugs by their doctor,
which may affect their ability to perform work this should be discussed with their
Immediate Manager.
If CMC suspects there has been a breach of the prohibition on substances, or employee/DCs
work performance or conduct has been impaired through substance abuse, CMC reserves
the right to require the employee/DC to undergo a medical examination to determine the
cause of the problem.
If the employee/DC refuses to undergo a medical examination in such circumstances the
Employee/DCs refusal will constitute a disciplinary offence in accordance with CMCs
disciplinary policy.
If, having undergone a medical examination, it is confirmed that the employee/DC has been
positively tested for a controlled drug; CMC reserves the right to initiate disciplinary action
as appropriate.
V.
SMOKING
CMCs policy is to forbid smoking in CMCs premises and/ or in client sites. Signage will be
displayed at all CMC premises confirming that smoking is not allowed.
Any employee/DC who is found smoking in CMC premises or client premises where not
permissible will face disciplinary action under CMCs disciplinary procedure. Smoking in
prohibited areas is considered an act of misconduct. This policy is subject to changes in
statutory law and will be reviewed periodically.

Page 67

________________________________________________________________________________________________________
7.
I.
DISCIPLINARY POLICY
INTRODUCTION
CMC Limited is a leading IT solutions company and a subsidiary of Tata Consultancy
Services Limited, one of the world's leading information technology consulting, services and
business process outsourcing organizations. CMC is a part of the TATA group, India's bestknown business conglomerate.
With 18 offices, 150 service locations, 520 non-resident locations and over 3,800 employees
worldwide, CMC provide a wide spectrum of unique Information Technology solutions and
services to a clientele of premier organizations in the government and private sectors.
CMC employee/DCs are governed by TATA Code Of Conduct, which gives broad outline on
Employee/DC conduct and set of practices to be observed in workplace.
This guideline on Employee/DC Code and disciplinary action is attempt to further boost
outlines given by TATA Code Of Conduct. These Guidelines with TATA Code of Conduct will
facilitate better standards of behavior and performance by Employee/DCs. These guidelines
are not rigid and can be interpreted in manner that give fair hearing to Employee/DC and
right to Management to take appropriate action against Employee/DC for failure to observe
code in the behavior, performance of his duties at workplace.
The illustrations of misconduct given are not exhaustive. It is totally prerogative of
Management to decide guidelines from time to time.
This policy is deemed to have come in effect from July 1, 2008.
The disciplinary procedure will apply should an employee/DC fail to:
1.
2.
3.
II.
Meet expected standards of work performance.

Meet Company standards of conduct (whether during working hours or not)
Comply with the terms of his/her contract of employment.
SCOPE
This policy is applicable to all regular and contract employees of CMC Ltd.
III.
WORK PERFORMANCE AND MISCONDUCT CATEGORIZATION

1. CMC require a high standard of work performance and conduct from all employee/DCs
to meet business goals.
2. CMC will examine every situation on its own facts, and reserve the right to treat
particular incidents or behaviors in the way most appropriate to the situation in
question.
3. As a general guide, examples of failure to meet Company of work performance may
include:
4. Poor performance-for example failure to meet Company or Business Unit targets or
standards, which apply from time to
time.

Page 68

________________________________________________________________________________________________________
5.
6.
7.
8.
9.
10.
Lack of competence
Failure to achieve the required standard to perform given role
Lack of application
Poor Attendance
Misconduct falls into two categories of severity misconduct and gross misconduct.
Misconduct is behavior, which demonstrates a disregard for the employer or fellow
employee/DC, a violation of standards of behavior, negligence or carelessness such as
that would cause harm to the employer or fellow employee/DC. Conduct likely to offend
decency; breach of safety requirements; neglect of duty and abuse of authority;
disregard of instructions; breach of Exclusivity/outside work restrictions or policy on
conflicts of interest;
Gross misconduct is any such act that affects the effective running of business
operations such as a criminal offence or conduct that may seriously affect the employer
or a fellow employee/DC in the functioning of the organization. Gross misconduct is
generally seen as misconduct serious enough to destroy the contract between the
employer and the employee/DC, making any further working relationship and trust
impossible.
IV.
THE FOLLOWING ACTS WILL BE TREATED AS MISCONDUCT

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Unauthorized absence from work

Undue, regular lateness to the office
Inappropriate standards of dress
Smoking on CMC or client premises other than designated areas
Time wasting
Contravention of safety regulations
Disruptive behavior
Unauthorized use of telephone
Neglect of work or negligence in the performance of duty including malingering or
slowing down of work.
Deliberate damage to any property of CMC, a customer, an employee/DC or any other
person.
Commission of any act subversive of discipline or of good behavior.
Breach of Healthy and safety rules which endanger the health and safety of others
Breach of terms of employment

Page 69

________________________________________________________________________________________________________
V.
THE FOLLOWING ACTS WILL BE TREATED AS GROSS MISCONDUCT

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
VI.
Theft, fraud or dishonesty in connection with the business or property of CMC or of

another person within the premises of CMC.
Furnishing false information regarding name, age, fathers name, qualification, ability or
previous service or any other matter germane to the employment at the time of
employment or during the course of employment.
Acting in a manner prejudicial to the interests of the CMC.
Willful insubordination or disobedience, whether or not in combination with others, of
any lawful and reasonable order of his/her superior.
Drunkenness or riotous or disorderly or indecent behavior in the premises of CMC or
outside such premises where such behavior is related to or connected with the
employment.
Commission of any act, which amounts to criminal offence involving moral turpitude.
Abetment of or attempt at abetment of any act, which amounts to misconduct.
Sexual, racial or other harassment
Unauthorized use or disclosure of confidential information.
Unprofessional behavior towards client
Conviction for any serious criminal offence while an employee/DC of CMC
Serious misuse of company tools e.g. internet, email, telephones, Letterheads
Breaches of relevant Company or Group policies and procedures.
Breach of the TATA Code of Conduct.
Absence without leave or overstaying the sanctioned leave for more than three
consecutive days without sufficient grounds or proper or satisfactory explanation.
Sleeping while on duty.
The aforesaid illustrations are not exhaustive.
PRINCIPLES
The following will be applicable in all cases:

1.
CMC will ensure that no disciplinary action will be taken until the case has been fully
investigated.
2.
CMC will give the employee/DC reasonable notice of the disciplinary meeting.
3.
The employee/DC will be informed in advance of the allegations against him/her along
with supporting evidence.
4.
The employee/DC will be given the opportunity to state his/her case and the challenge
the evidence before decisions are reached. No disciplinary action will be taken until
the disciplinary hearing is complete.
5.
If the employee/DC wishes he/she may be accompanied by a work colleague who may
make representations on the behalf of Employee/DC, but cannot answer on their
behalf. An employee/DC cannot engage legal practitioner.
6.
If the employee/DCs chosen companion is unable to attend the hearing as it
inconvenient for him/her, then CMC will reschedule the hearing provided the
employee/DC suggests a reasonable alternative time and date no later than 5 working
days from the original hearing date.
7.
CMC holds the authority to initiate the procedure at any stage depending on what the
employee/DCs alleged misconduct warrants.
8. The employee/DC will be advised, at
each stage, the reason for the
Page 70

________________________________________________________________________________________________________
warning/complaint, the consequences of any repetition or failure to improve to

acceptable standards within a specified timescale and the right to appeal.Kindly refer
Annexure A for Disciplinary Authority/ Committee.
VII.
PROCEDURE
Initial Consultation
Initial stages should be discussion between the immediate Manager and the employee/DC
to reach an agreement on a desired course of action or training needed to prevent the
recurring misconduct. This should be recorded by the Manager .CMC recognizes that
Disciplinary Procedures are applied only if an informal discussion (which may include
training and guidance) fails to solve problems that may arise during the course of
employment.
1.
If both parties are unable to resolve dispute informally for failure to meet expected
standards of work performance or conduct, following will apply. The exception is
where conduct or performance is serious enough to omit certain stages, for
example, to omit the verbal warnings and move straight to the written warning, or
in the case of gross misconduct, to move straight to dismissal. At each stage of the
disciplinary procedure, the employee/DC will be informed of his or her right of
appeal.
2.
Stage 1- Verbal warning

For minor breaches of discipline or failure to achieve satisfactory standards, the
employee/DCs immediate Manager will give a formal verbal warning. The
immediate Manager and regional HR will keep a note of the warning. Such notes
and the established review date will be recorded in the employee/DCs personnel
file. However, after a period of 1 month, if the employee/DC has made the specified
improvements or in the absence of further offences, this warning will be
disregarded.
3.
Stage 2- Written warning

If the employee/DC fails to make the improvement in light of the verbal warning or
the offence is regarded as more serious or in the event of further misconduct a
detailed formal written warning will be issued to employee/DC (Signed by
Disciplinary Authority (refer Annexure A)). A copy of the written warning will be
kept in the employee/DCs personnel file. If the employee/DC makes the required
improvements or in the absence of further offences for a period of 2 months, the
warning will be disregarded (in exceptional cases, the period may be longer)
4.
Stage 3-Final written warning

The Disciplinary Authority (Refer Annexure A) will issue a detailed final written
warning in the following situations:
i. Further repetition of misconduct, despite previous warnings
ii. Failure to comply with a recommendation for improvement within
expressed time period
iii. In the case of failure to comply with standards which do not amount to gross
misconduct but warrant a
first and final warning.

Page 71

________________________________________________________________________________________________________
The written warning will detail the improvements the employee/DC needs to make, and
will warn him/her that CMC can dismiss him/her at any time during the next 3 months,
after the date of the warning, if the behaviour is repeated or there is failure to improve.
5.
VIII.
The warning may stay in force up to 3 months.
DISMISSAL OR OTHER SANCTIONS
1. Dismissal may result in the case of any of the following events:

2. Where despite of repetitive warnings on record, the misconduct continues
3. Where, despite warnings currently on record, there is an instance of any other misconduct
sufficient enough to result in breakdown of trust and confidence between CMC and the
employee/DC.
4. Failure to achieve satisfactory standards
5. In the case of misconduct not amounting to gross misconduct but warranting dismissal.
6. The written confirmation of the dismissal, the reason for the dismissal and the date on
which employment is terminated will be provided.
7. CMC may, at its discretion sanction disciplinary transfer and/or demotion, withholding of
promotion, withholding of increments of pay.
8. If the employee/DCs length of service is less than 1 year one formal written warning may
be issued to improve their performance and/or conduct. If the required improvement is not
achieved within a period of one month, employment may be terminated without further
recourse to this Procedure.
9. An employee/DC who is convicted for an offence by the Court of Law of land shall be
summarily dismissed from services from the date of his conviction.
IX.
PROCEDURE FOR GROSS MISCONDUCT

In cases of gross misconduct the employee/DC may be dismissed immediately without
notice or pay in lieu of notice. This will be communicated to the Employee/DC in writing.
X.
RULES FOR SUSPENSION OF STAFF

CMC may consider imposing suspension on the employee/DC in following circumstances.
(Regional HR would issue the suspension letter signed by Disciplinary Authority.)
1.
2.
3.
4.
Where a disciplinary proceedings against him is contemplated or is pending, or

Where a case against him in respect of any criminal offence is under investigation or
trial.
An employee/DC who is detained in custody, whether on a criminal charge or
otherwise for a period exceeding 48 hours shall be suspended with effect from the
date of detention, and shall remain under suspension until further orders.
An employee/DC under suspension shall be entitled to draw subsistence allowance

Page 72

________________________________________________________________________________________________________
equal to 50 per cent of his basic pay provided CMC is satisfied that the employee/DC is
not engaged in any other employment or business or profession or vocation.
5.
Where the period of suspension exceeds six months, the amount of subsistence
allowance for any period subsequent to period of first six months as follows: The
amount of subsistence allowance may be increased to 75 per cent of basic pay.
6.
If an employee/DC is arrested by the police on criminal charges and bail is not granted,
no subsistence allowance is payable. On grant of bail, CMC decides to continue the
suspension, the employee/DC shall be entitled to subsistence allowance from the date
he is granted bail.
7.
When an employee/DC is reinstated and not awarded any penalty under the policy
he/she shall be entitled for full pay and allowances that he/she would have been
entitled to if he/she had not been suspended less the subsistence allowance already
paid to him/her or such proportion of pay and allowance as may be decided by CMC.
8.
The period of absence from duty will be treated as period spent on duty.

Page 73

________________________________________________________________________________________________________
8.
POLICY ON EQUAL OPPORTUNITY
CMC is a part of TATA Group of Companies and has to adhere to the TATA Code of Conduct.
A TATA Company shall provide equal opportunities to all its employee/DCs and all qualified
applicants for employment without regard to their race, caste, religion, color, ancestry, marital
status, sex, age, nationality, disability and veteran status. Employee/DCs of a TATA Company
shall be treated with dignity and in accordance with the TATA policy to maintain a work
environment free of sexual harassment, whether physical, verbal or psychological.
Employee/DC policies and practices shall be administered in a manner that would ensure that
in all matters, equal opportunity is provided to those eligible and the decisions are based on
merit.
I.
CODE OF PRACTICE
CMC Limited (CMC) as a TATA company seeks to ensure that all candidates for employment are
treated fairly, and that selection is based solely on the individual merits of candidates and on
selection criteria relevant to the post. In pursuance of this aim and of its statutory duties, CMC,
as an employer committed to the principle of equality of opportunity, will adhere to the
following procedure in the conduct of the recruitment and selection process for all posts.
II.
SELECTION CRITERIA
CMC policy on equal opportunity employer will reflect in the companys intent of offer. CMCs
commitment to equality of opportunity. Job qualifications or requirements which would have
the effect of inhibiting applications from members of one sex, from persons of a particular
marital status, from persons of a particular racial group, or from those with a disability will not
be demanded or imposed except where they are justifiable in terms of the job to be done. (For
the purposes of this code, 'racial group' means a group of persons defined by reference to
colour, race, nationality, or ethnic or national origins). An age limit, which is convenient, as
opposed to genuinely necessary could constitute unlawful indirect discrimination against some
classes of candidate (such as women who have taken time out of employment for child-rearing).
Accordingly, age limits will not be imposed unless they can be shown to be necessary for the job
to be done.
III.
ADVERTISING
Job advertisements will state CMCs commitment to the principle of equality of opportunity, and
will be publicised to encourage applications from a broad range of suitable candidates. All job
advertisements placed on behalf of CMC will indicate CMCs commitment to equality of
opportunity.
IV.
SELECTION METHODS
All those handling applications and conducting interviews must be aware of the principles of
the relevant legislation. CMC will ensure that training and advice are available in furtherance of
this requirement. All candidates will be compared objectively with the selection criteria, and all
applications will be processed in the same way. Information sought from candidates and passed
to those responsible for appointments will relate only to the qualifications for or requirements

Page 74

________________________________________________________________________________________________________
of the job. It is recognised that CMC has a statutory obligation to make such adjustments to the
workplace and to working arrangements as are reasonable to accommodate suitably qualified
disabled applicants.
V.
INTERVIEWS
Interview questions will relate to the selection criteria. Where it is necessary to obtain
information on personal circumstances (for example, in relation to a selection criterion such as
flexibility to work irregular hours) or on whether a candidate will be able to work well with
colleagues, questions about this will be asked equally of all candidates and, like other questions,
will relate only to the job requirements. In the case of disabled applicants who identify
themselves at the application stage, appropriate interview arrangements (such as accessible
interview rooms should be offered to enable candidates to compete on an equal basis.
VI.
MONITORING OF POLICY
CMC Location Head/DCH/Regional HR Head /National Recruitment Manager /Head-HR will
have the responsibility of monitoring the policy and representation of persons from a particular
sex, a particular marital status, a particular racial or ethnic group at the location / office. The
Location Head / DCH /National Recruitment Manager /Head-HR will advise the Management of
CMC of any under representation.
VII.
REVIEW OF RECRUITMENT PRACTICE

Recruitment procedures and practices will be kept under review so as to ensure that this code
is being adhered to. CMCs Location Head / DCH /National Recruitment Manager /Head-HR has
the responsibility for advising on the operation of this code and for the distribution to those
involved in the recruitment and selection processes of information according to the relevant
legislation.
VIII.
EQUAL PAY POLICY
1.
CMC is committed to the principle of equal pay for men and women. In this context pay
includes not only remuneration but also other benefits of employment such as promotion and
training opportunities and access to facilities provided within the employment package.
2.
CMC is committed to introducing and maintaining pay systems, which are transparent, based
in objective criteria, and free from sex bias.
3.
Women and men employed by us are entitled to equal pay if they are undertaking work which
is substantially similar or is of equal value to the organization unless they are specific and
clear reasons unconnected with their sex which explain and justify any differential in pay. In
some cases individuals carrying out similar work may receive different salaries because of
seniority, incremental points, qualifications, skills, expertise, individual performance and
other related factors.
IX.
CHANGES TO POLICY - The Management of CMC shall have the authority to make changes in
this policy from time to time.

Page 75

________________________________________________________________________________________________________
9.
I.
POLICY ON INFORMATION TECHNOLOGY (IT) AND TELEPHONE USE
INTRODUCTION
CMC electronic communications systems and equipment are intended to promote effective
communication and working practices, and are critical to our success. This policy outlines the
standards we require users of these systems to observe and the circumstances in which we will
monitor use of these systems.
Breach of this policy may be dealt with under our disciplinary procedure and, in serious cases,
may be treated as gross misconduct leading to summary dismissal.
II.
ELIGIBILITY AND APPLICATION

This policy applies to all employees of CMC. It also applies to contractors and agency
staff (collectively known as workers in this policy), and also third parties who have access to
CMC electronic communication systems.
The policy deals mainly with the use (and misuse) of computer equipment, e-mail, internet
connection, telephones, Blackberries, personal digital assistants (PDAs) and voicemail, but this
policy applies equally to use of fax machines, copiers, scanners, CCTV, and electronic key fobs
and cards. CMC employee/DCs are expected to have regard to this policy at all times to protect
its electronic communications systems from unauthorized access and harm.
A comprehensive view of the Security Policy may be made on Ultimatix homepage on the linkSecurity Policies and Procedure.

Page 76

________________________________________________________________________________________________________
10.
I.
POLICY ON EMPLOYEE REFERRAL
OBJECTIVE
1. To encourage employee/DC involvement in sourcing potential candidates for permanent
assignment / positions within CMC Ltd.
2. To recognize employee/DC efforts for this valuable contribution
II.
SCOPE
All employee/DCs on permanent payroll of CMC and on direct contract with CMC are eligible to
participate in the programme as per the conditions mentioned below:
1. All regular employees & direct contract assignees with CMC
2. Not applicable to employee/DCs in HR department
III.
APPLICABILITY
Employee/DCs who have left the services of CMC Ltd. will not be eligible for payment under this
plan. The scheme applies only for selection of persons up to and including grade E-5.
The qualifications and skills for which this scheme is valid is as below:
Qualifications:
1.
2.
3.
4.
BE/ B. Tech/ B.Sc. (Computers, Electronics, Electrical, Communications)

ME/M. Tech/M.SC. (Computers, Electronics, Electrical, Communications)
MCA / MCM or equivalent degree
Diploma- Only with 5+ years of experience
Role / Skills:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Java / J2EE design, development

C/C++ with Linux/UNIX/Windows/RTOS
Microsoft Dot NET design, development
Embedded and Real time systems
FPGA, ASIC, VLSI, EDA tools, Cadence, Synopsys tools
SCADA, Process Control systems
Hardware design
Oracle 11i, Oracle Applications
SAP
Six Sigma, CMMI experience
Network design and administration expertise (Certifications)
Sr. Project Manager (IT)
IT Services / Business Development Managers
The above skill types may be revised, reviewed and modified from time to time. This
Page 77

________________________________________________________________________________________________________
shall be communicated through an HR circular.
IV.
ENTITLEMENTS
In case any contract assignees referred case is selected in CMC based on relevant experience,
the following Incentive shall be payable to the contract assignee, on joining of the candidate:
Relevant Experience Level
Incentive Amount
2 3 years
Rs.7, 000/-
3 6 years
Rs.10, 000/-
6 10 years
Rs.15, 000/-
10 + years
Rs.20, 000/-
V. PROGRAMME / PROCESS
1. Every employee/DC who refers a potential candidate under the program shall fill up a
form (Annexure A) softcopy and forward the same to HR Staffing (refer@cmcltd.com)
2. Every form must be accompanied by a resume (softcopy) of the applicant (to be labeled
as Annexure B)
3. HR will circulate a list of positions for which the referral program will apply currently.
Positions not circulated by HR will not be covered under this plan
4. HR for recording referrals under this program will follow First-come-first-serve
principle. (Whether from employee/DCs or from agencies or by direct application)
5. If a referred resume is rejected or a candidate is not selected, no intimation will be given
to the referrer concerned
6. Hard copies will not be accepted.
7. Please do not send any fresher resumes. A separate mail would be circulated for
openings for fresher, if any
8. The employee/DCs should ensure the authenticity of the referrals skills and experience
9. This incentive is a one-time recognition given for every successful referral.
VI. OTHER:
1. All payments will be made upon the selected employee/DC's joining and on completion
of forty five days continuous service in the company
2. The payment received under this program shall be governed by the Income Tax Act and
the rules & guidelines thereof. All tax liabilities will be to the concerned employee/DC's
account
3. The RHR (Regional Human Resources) shall be responsible for the interpretation of the
provisions of this program
The company reserves the right to modify, amend, abrogate or rescind the whole or part of this
program at any time deemed fit

Page 78

________________________________________________________________________________________________________
WORKFLOW FOR EMPLOYEE REFERENCE
Download softcopy of the Reference Incentive

Form (Annexure A). Fill the soft copy and attach
the resume for referral. Send to refer@cmcltd.com
(Annexure B)
In case of referred candidate getting selected,

Regional HR Manager of the location where joining
was made, will inform the Regional HR Manager of
the location of the employee referring the candidate
for initiating payment of the incentive amount. This
is subject to 45 days continuous service by the
referred candidate.
No intimation will be
made in case the
referred candidate is not
selected.

Page 79

________________________________________________________________________________________________________
11.
GUIDELINES ON WORK PLACE ATTIRE
CMC believes that work attire should complement an environment that reflects an efficient, orderly,
and professionally operated organization. It is intended to define Business attire during normal
business hours and Casual attire on Friday.
This guideline is applicable to all employee/DCs of CMC.
For Men
For Women
Business Attire during normal business hours
Formal Shirts with collars and buttons
Sarees
Trouser
Salwar/Churidar kameez
Formal Shoes (closed shoes)
Formal Skirts with Business coats
Formal Tie (if applicable)
Formal Business Suits
Business Coat/Blazers (if applicable)
Sandals or Closed shoes
Casual Attire on Friday
Collared Shirts/Sports Shirt,
Short kurtas
Half-sleeves, checkered, coloured T Printed blouses
shirts,
T-shirts
Sweat-shirts (pullover/sweater)
Sweat-shirts (pullover/sweater)
Polos (T shaped shirt with 2-3 buttons
Polos (T shaped shirt with 2-3 buttons or
or zip)
zip)
Khakis
Slacks (informal Trouser)
Chinos (Lightweight cotton trouser)
Trousers
Jeans
Jeans
Moccasins
(footwear
of
soft
Semi-formal skirts
leather/deerskin)
Khakis
Suede (leather apparel with napped
Moccasins
(footwear
of
soft
finish)
leather/deerskin)
Sneakers
Sandals
Sports Shoes
Leather Sandal/ Chappals
During client visit or business meetings assignees shall dress up in full formal attire.
Attires in the following form are not allowed: Shorts of any kind, Jogging Suits, mini skirts, Tights, Body Hugging Tops, Loud Accessories, Rubber
Slippers, Floaters etc

Page 80

________________________________________________________________________________________________________
12.
I.
STAR OF THE MONTH SCHEME
INTRODUCTION
Over the past few months, several steps have been taken to improve the business performance
of CMC. Some of these initiatives were towards differentiating performers and CMC has
initiated a series of actions to recognize and reward these performers. In this context, the "STAR
of the Month" scheme will felicitate the employee of the month at regional level.
II.
OBJECTIVE
The objective is to further motivate and reinforce the superior performance of high performing
individuals by recognizing their exceptional performance. The idea is also to motivate other
individuals by giving them something worthwhile to work towards, on a month-to-month basis.
III.
SCOPE
This scheme will be applicable on all employees of CMC Ltd including contract assignees. The
selection will be done for "outstanding performance (normally over and above the call of duty)"
during the calendar month under consideration.
IV.
ELIGIBILITY CRITERIA FOR NOMINATIONS:

1.
2.
All contract assignees are eligible for consideration for this award.
The STAR awards would be given one in each region/Branch/Location as follows:
a.
b.
c.
d.
e.
f.
g.
3.
4.
5.
6.
7.
8.
9.
North
East
West
Hyderabad (PB & Vizag)
Hyderabad (GB)
Chennai
Bangalore
The contract assignee under consideration should be a team player and should be well
liked by his/her colleagues.
The contract assignee should have been involved in projects which lead to
considerable earning or saving for CMC
His/her performance deliverable should be oriented towards customer satisfaction or
should have been accredited by the customer/client (customer could be internal)
The contract assignee should have improved a business process or proactively
implemented a significant and sustainable improvement initiative
The contract assignee should have earned some significant professional certification
The contract assignee should have completed a significant activity with exceptional
quality
The contract assignee should have demonstrated some behaviour which is desirable,
rare in CMC, and which we want to promote within CMC (e.g. innovative, responsive,

Page 81

________________________________________________________________________________________________________
committed, professional, forward-looking etc.)

10. The contract assignee should have contributed significantly and proactively towards
social responsibility activity either in his/her private capacity or as part of the CSR
initiative of CMC
11. The person selected should not have had any disciplinary action taken against
him/her in the past or any legal case where he/she is involved in his/her private
capacity.
V.
PROCEDURE FOR SELECTING THE EMPLOYEE:
The scheme will be administered as follows:

1.
2.
3.
4.
VI.
A team consisting of the GM/DCH of the region/BM of location/CMC center Head, the
regional/Branch SBU heads. Regional HR/Branch HR will coordinate. The team would
sit together and select the "STAR" by the 2nd of the month.
The selection will be announced latest by the 3rd of the month.
In case a particular contract assignee has been selected earlier as employee of the
month, the repeat selection of the same employee in any future month in the same year
has to be ratified by CMC-Corporate.
A weighted average of the above criteria should be used (Rate on a scale of 1 to 5 for
each criterion. Criteria 3, 4, 6 and 9 have a weight of 2. All other criteria have a weight of
1. The contract assignee with the highest total wins. In case of a tie, the person with
longer CMC service wins. In case of there being a tie even then, the lady gets preference.
In case of there being a tie even then, the person with longer CMC service wins. In case
there is tie even then, the older person wins.
NATURE OF RECOGNITION BENEFIT

1.
2.
3.
A photograph of the individual along with a citation will be placed on the notice board at
each office in the region for about a month (till it is replaced by the employee of the
succeeding month). This will also be publicized through a mailer to all CMCites.
A cash prize of Rs. 2001 will be given to the contract assignee, along with a certificate.
This amount will be paid directly into the salary of the contract assignee.
Winners of this award will be commemorated during the CMC Connect function of the
month.

Page 82

B4u - DC - V-5.0 PDF

Caricato da

Informazioni sul documento

Descrizione originale:

Titolo originale

Copyright

Formati disponibili

Condividi questo documento

Condividi o incorpora il documento

Opzioni di condivisione

Hai trovato utile questo documento?

Questo contenuto è inappropriato?

Copyright:

Formati disponibili

B4u - DC - V-5.0 PDF

Caricato da

Copyright:

Formati disponibili

Benefits For You (B4U) DC, Version 5.

BENEFITS FOR YOU

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

Any or all provisions of the policy/benefits may be modified or withdrawn

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

PAYMENT OF LOCAL TRANSPORT EXPENSES _____________________________ 9

POLICY ON CONVEYANCE EXPENSE REIMBURSEMENT ____________________ 11

POLICY ON PROJECT TRANSFER ________________________________________ 12

POLICY ON BUSINESS TRAVEL AND PER DIEM FOR CONTRACT ASSIGNEES __ 18

POLICY ON PERMANENT TRANSFER ____________________________________ 21

POLICY ON LEAVE FOR CONTRACT ASSIGNEES ___________________________ 24

POLICY ON WORKING HOURS, SHIFTS & LATE-SITTING ___________________ 32

POLICY ON SALARY ADVANCE _________________________________________ 36

TIME SHEET ________________________________________________________ 38

10. POLICY ON CERTIFICATION FOR DC STAFF __________________________________________________39

12. TOASTMASTER MEMBERSHIP SCHEME _________________________________ 44

VISION, MISSION and VALUES __________________________________________ 45

NON-DISCLOSURE AGREEMENT & CONFIDENTIALITY AGREEMENT ________ 46

WHISTLE BLOWER POLICY FOR TATA COMPANIES _______________________ 49

POLICY FOR GIFTS ____________________________________________________ 54

POLICY ON PROHIBITION OF HARASSMENT _____________________________ 57

POLICY ON PROHIBITION OF ALCOHOL, DRUG ABUSE AND SMOKING ______ 67

DISCIPLINARY POLICY ________________________________________________ 68

POLICY ON EQUAL OPPORTUNITY ______________________________________ 74

POLICY ON INFORMATION TECHNOLOGY (IT) AND TELEPHONE USE _______ 76

POLICY ON EMPLOYEE REFERRAL ____________________________________ 77

GUIDELINES ON WORK PLACE ATTIRE ________________________________ 80

STAR OF THE MONTH SCHEME _______________________________________ 81

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

PAYMENT OF LOCAL TRANSPORT EXPENSES

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

WORKFLOW FOR LOCAL TRANSPORT

Enter/select the Project code to

These claims should be reasonable

Finally save the

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

POLICY ON CONVEYANCE EXPENSE REIMBURSEMENT

This policy is not applicable to:

In order to minimize the burden of miscellaneous expenses on employees due to usage

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

POLICY ON PROJECT TRANSFER

APPLICABILITY & RESPONSIBILITY:

Human Resource Department

Benefits For You (B4U) DC, Version 5.0

On-the-job Training Location

YES, Project Transfer