TULSA GAS TECHNOLOGIES INDIA PVT.

LTD.

SERVICE BOOK
V.1.2013

TGT Service Rules V.1.2013

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SERVICE RULES
1. OFFICE TIMINGS
Employees will be expected to work as required for the fulfillment of the job. The general office
schedule will be:
(A) Working Days

Six days a week

(B) Working Hours at office

Working Hours at Factory

:
:

9.30 a.m. To 6.00 p.m.

9:00am to 5:30 p.m.

Attendance should be marked in the attendance register available at the security daily.
Prompt timekeeping is expected of all employees. This includes adhering to time laid down both for
starting and finishing work at the beginning and the end of day.
Arriving late for work will be viewed as a disciplinary lapse. 10min. grace time will be given, however
any 3 late comings beyond the schedule time (maximum 2 hrs) will be liable for day off. Second
Saturday half day (second half) will be off for office staff only. For factory staff day off can be
availed on any of the Saturdays. Workers will not be eligible for day holiday.
Employees leaving office premises during working hours are required to inform their immediate
supervisor and leave message at the office gate/reception. Employees on tour should mark so in the
attendance register. Any blank shall be assumed as leave.
(C) Working on holidays and late sittings
To work on a holiday the department head and security should be informed. Employees working on off
days have to observe normal working hours.
For sitting late at work the immediate supervisor must be made aware/ informed in advance.
Note: Working hours and days may vary for Head office / Factory and regional offices. A separate
notification will be issued for any such case by the department supervisor/ head.
2. WORK POLICY
Employees are prohibited to do/ join any part time job/ assignment, conduct coaching classes, take up
agency business in his/ her or his/ her spouses name which calls for his/her direct involvement.
Any employee intending to pursue further studies on part time basis must seek a prior permission from
the CEO through his/her Manager.
3. HOLIDAYS
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A list of holidays is circulated at the beginning of the year. Any change in these holidays will be notified
in advance.

4. OFFICE DISCIPLINE
All employees are required to maintain discipline and decorum in office.
While at work employees should conduct their dealings peacefully to avoid disturbing the other
officers at work. Speaking across rooms and tables in a loud voice is discouraged.
Gathering in groups and talking is discouraged in and around work areas.
Rumor mongering is strictly prohibited.
Smoking and pan/ tobacco chewing is prohibited in the office area.
5. WASTAGE
Wastage of any kind, whether of paper, stationery, photocopying, time etc., should be consciously
avoided.
Lights, fans, computers, air conditioners when not in use and at the end of the day should be
switched off.
Each employee is responsible for upkeep of his/her work area.
6. HOUSEKEEPING
All employees are required to keep their work table, rack and office equipment/ files clean and properly
arranged. Loose papers, files etc. should not be found lying in the open area or spaces in and around the
work stations.
7. LEAVE
The following categories of leave are available to employees:
1. Earned Leave:
Leave entitlement- Employees will be entitled for 15 days of EL on annual basis . New employees will
become eligible to avail the leave after completion of 240 days however EL will be calculated on prorate
basis from the date of joining .
Maximum 15 days can be accumulated for carry forward or encashment from the current year.
Maximum accumulation shall be limited to 30 days as on 31st December
No encashment shall be allowed for accumulated leaves less than 30 days. Leaves exceeding 30 days
shall be automatically encashed based on the basic salary in the month of January every year.
After 3 years accumulated EL will be paid and new accumulation will be started.
These leaves shall not be adjusted against the notice period of the leaving employee. To avail EL,
employee needs prior approval of immediate manager/ HR director administration approval.
2. Casual Leave

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07 days shall be the leave entitlement within a calendar year.

These leaves will lapse at the end of each year, if not availed and are not encashable.
Annual leave has to be applied for atleast 2 weeks in advance. Delay in resumption of duty after
expiry of sanctioned annual leave owing to circumstances beyond ones control, has to be informed
immediately to the department head / personnel indicating the reason for delay.
3. Medical/ Sick Leave:
Leave entitlement- 7 days per calendar year (can be carried forwarded/ accumulated without any limit)
Sick leave cannot be encashed. Sick leave will be allowed for self, spouse, children or parents.
Drs prescription/Medical certificate or Managers specific approval is required for availing more than 2
days of sick leave.
This is not applicable for the employees covered under ESI plan.
4. Maternity Leave -Upto 90 days
For female employees and five days for male employees after adjusting and including Medical /Sick
leave.
In case of sudden sickness a message should be sent to the respective department head for availing
Medical/Sick leave.
Leave application or E- mail has to be submitted for every leave taken.
Eligibility/ Entitlement of the leaves defined above are from the date of confirmation of services of
an employee. However, the accumulation shall take place from the date of joining of the employee.
Absence from work without information for a period extending 3 or more days shall amount to
misconduct and will solicit disciplinary action.
5. Paternity Leave
7 days paternity leave will be given to all male employees.
6. Festival and National Holidays
10 days in a year to be decided by the CEO beginning of each year
8. LOCAL CONVEYANCE
All the employees will be responsible to arrange for their own transportation for coming to workplace.
Any local travel for business need will be reimbursed as per the Travel policy.
9. INSURANCE
Mediclaim: (Mandatory)

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The company has bought Mediclaim policy for all those employees who do not come under preview of
ESI . The sum insured as per grades is mentioned below:
Grade
A level
B level
C level

Amount Rs. In Lacs

5L
3L
2L

The policy is applicable for employee his spouse and 2 children only. Parents, brother sister are not
covered in the policy. Separate document is available with HR department providing details of various
policy enclosures.
Personal Accident Policy:
In this policy only employees who are out of coverage of ESI are covered. The sum insured is as per
grades mentioned below:
Grade
A level
B level
C level

Amount Rs. In Lacs

7L
5L
3L

10. TAX
Salaries of employees will be taxed at source. Deduction of tax shall commence from April of every
year. Advice shall be taken from every employee on prescribed format regarding his tax saving
investments in beginning April of each year and subsequently tax will deducted at prevailing tax rates.
Proof of tax saving investments made have to be submitted latest by January 15 each year. Filing of
Income tax return will be responsibility of individual employees.
11. PROVIDENT FUND & ESI
All employees are covered under the provident fund act which is applicable from the date of joining. PF
is deducted from salaries. The company contributes equal amount towards every employees P.F as
defined on their salary package. Deductions under the employees state insurance act will be made
from salaries of all employees falling within ESI limits. Employees can opt for increasing the voluntary PF
by giving a written application to HR .
12. GRATUITY
Employees are covered under the payment of gratuity as per the act. Payment of gratuity is made to an
employee on1. Attainment of the retirement age as defined by the company.
2. Resignation provided the employee has been in continuous service of the company for a period
of minimum 5 years.
3. Death or disablement.
13. TRANSFERS

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Employees can be transferred within the TGT group from one location to another or one department to
another. For relocation from one city to another the employee will be entitled to reimbursement of
certain relocation expenses, on actuals, as per policy.
14. TRAVEL RULES
Employees travelling on companys business within or outside India are entitled for allowance as per the
travel rules of the company. (As per Annexure attached)
15. MOBILE USAGE RULES
Mobile handset
Company will handover Company owned handset and SIM cards to employees whose job involves
excessive travel and who are based at sites and need to correspond to Head office employees
frequently. Employee has to take one time approval from CEO/Head-HR for availing this facility. Both
handset and SIM card will be considered as property of company and employee will be required to
return the assets to company during the course of separation. Admin department will hand over the
monthly bill to employee each month for verification of calls made by them in previous month.
Employee has to verify the bill, get it approved from Head of Department and return to Admin.
department within a weeks time. Incase of delay in verification of the bill, the amount will be debited
from the salary of the employee in subsequent month. The limit for usage of the mobile handset is as
following :
Grade
A level
B level
C level

Amount Rs.
300
400
500

In case of the Service calls , employees will be given company SIM card or mobile handset as per
availability. Incase of non availability of the facility employee will be required to submit the bill and will
be reimbursed based on the details provided. Any bill above the limit will be required to approve by
CEO.
16. COURIER/ MAIL
All official mail has to be routed through the assigned person /agency at each office. Any request for
delivery or pick-up of material outside office should also be routed through this assigned person.
17. CONFIDENTIALITY
The employee has to maintain confidentiality regarding all business information of the company. Any
breach of this will be treated as a misconduct and will attract disciplinary action.
The Employee shall forever hold the Confidential Information in confidence and shall not misuse,
publish, disclose, divulge, display or disseminate, at any time, to any Person or Competitor of the
Company/ Affiliates; or use for any purpose, any Confidential Information other than such purposes
as shall be required to fulfill the Employees duties with the Company, nor shall the Employee

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remove any Confidential Information, in whole or in part, from the Companys premises, without the
Company's prior written permission.
Notwithstanding the aforesaid provisions, the Employee may disclose Confidential Information
where ordered to do so, by any government, judicial or quasi-judicial authority or as required by law;
provided however, that the Employee shall in such a case give the Company a reasonable notice of
any prospective disclosure and shall assist the Company in obtaining an exemption or protective
order preventing such disclosure.
The Employee shall return to the Company or to its nominees Confidential Information, including
copies thereof irrespective of storage or presentation medium, including all electronic and hard
copies thereof, and any other material containing or disclosing any Confidential Information which is
in the Employees possession, power and control as and when called upon by the Company and upon
termination, not later than the date of cessation of Employees employment with the Company or at
the option of the Company, as the case may be, destroy the same and will not make or retain any
copies of such Confidential Information. Until such time as all such Confidential Information is
returned or destroyed, the Company shall, in addition to initiating legal proceedings for recovery of
the same, be entitled to withhold any salary, emoluments or other dues of the Employee. Further,
the Employee shall compensate the Company for any misuse of the Confidential Information. On or
immediately after the date of cessation of Employees employment with the Company, the
Employee shall certify (as per the format provided by the Company) that the Employee has complied
with the obligations imposed under this clause.
The Employee understands that access to the Companys databases and table structures, including
but not limited to databases or table relating to clients, salary information, benefits, or stock of
Company employees, is only on a need to know basis. The Employee understands that he is not
permitted to access any database and tables, unless the database or table directly relates to the
work being performed by the Employee, and the Employee agrees that he will not access any
databases or tables other than those necessary to perform the Employees duties. The Employee
understands that accessing a Company database or table that does not directly relate to the work
required to be performed by the Employee may, at the sole option of the Company, result in
disciplinary action, up to and including termination of employment. The Employee also understands
and agrees that sharing passwords, using another employees password, or allowing someone to use
a password that has been designated solely as the password of the Employee may, at the sole option
of the Company, result in disciplinary action up to and including termination. The Employee also
understands that the Company may monitor and review the databases and tables that the Employee
has been accessing at any time without prior notice to the Employee.
During the Term, the Employee will not improperly use or disclose any confidential information or
any trade secrets of any former employer or any other Person to whom the Employee has an
obligation of confidentiality, and the Employee will not bring onto the premises of the Company or
Companys clients any unpublished documents or any property belonging to any former employer or
any other person to whom the Employee has an obligation of confidentiality, unless consented to in
writing by such former employer or person.

18. NO COMPETITION AGREEMENT

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All employees must sign this agreement at the time of joining the company (TGT entities). This prohibits
the employees to join the organization which competes or has any form of conflict of interest on the
business for a year from the date of discharge from the TGT group Co. In the event of the person doing
so, the company can initiate a legal proceeding against him/her for breach of contract.
19. CONFLICT OF INTEREST
All employees must avoid situations which involve conflicts between their personal interests and the
interest of the company or of the customers of the company. The following instances are of particular
importance:
Employees must not accept cash, gifts of more than token value, loans, excessive entertainment or
other substantial favours from any outside concern which does or is seeking to do business with us
(TGT or any of its units).
Relationships between companys any business in which you or members of your immediate family
have an active interest must be avoided. You must not serve as a director, officer, employee, agent or
consultant of, or acquire interest in a company doing business with or competing with us (TGT or any of
its units).
20. PROBATION AND CONFIRMATION AND NOTICE PERIOD
During the period of probation, the Company or the employee may terminate the employment at any
time by either Party giving one (1) months notice in writing to the other Party or salary in lieu thereof.
Managers are required to provide feedback to the new employee in terms of his / her overall
adaptability to the organization and compatibility with the job, within six months of working with the
company. HR shall forward a Performance Appraisal form to the concerned Employee & the Manager
two weeks prior to completion of the probation period. It is essential for the Manager to have a
discussion with the employee as regards his / her performance and take feedback. The Head of the
department shall complete the overall assessment of the new employee with a recommendation
towards confirmation or otherwise to the concerned HR. HR shall on review of the completed
assessment will issue the letter of confirmation/extension or termination as the case may be.
After confirmation the employees working above Grade ____ may separate from the employment by
giving notice period of 2 months or salary in lieu of as per approval of management. Rest all the
employees needs to serve a notice period of 1 month.
21. UNIFORM
Dress code to be followed at factory/site location. Employee located at factory/site will be required to
wear the dress and personal protective equipment as provided by the company.
22. SEXUAL HARASSMENT
A basic element of business strategy of TGT is to develop a global culture in which men and women of
all backgrounds and nationalities can build on the strengths of diversity while they work as a team in the
success of TGT. Respect for each individual is an essential part of this process. Sexual harassment is

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contrary to TGT values and against everything we are working for. It will not be tolerated. Violations will
result in disciplinary action including termination.
Sexual harassment can include such things as:

Unwelcome sexual advances or propositions

Any verbal or physical conduct of a sexual nature which unreasonably interferes with another
persons ability to work or creates an intimidating, hostile or offensive work environment
Personnel decisions such as hiring, promotion, compensation and continued employment, which
are based on an employees acceptance or rejection of sexual advances.
Inappropriate attempts at sexual humor.

Anyone believing in good faith that he or she has been subjected to sexual harassment by anyone in
TGT, or anyone with whom TGT does business, should immediately contact his/her supervisor,
Personnel Manager or any other TGT Manager. Complaints and questions regarding possible sexual
harassment will be treated in a confidential manner and all complaints will be investigated. There will
be no retaliation for making complaints or asking questions under this policy, or for responding to
questions during any investigations of these matters.
23. TYPE OF SEPARATIONS
In the event of termination of services:
Where the employee is asked to leave on the grounds of non-performance
It is expected by the head of the department that prior to the communication being made to the
employee of the decision; performance corrective measures are taken. Right from periodically
reviewing the employees performance, defining a joint development plan along with the individual,
monitoring on a regular basis & giving continuous feedback and progress status to the employee.
In such case, as a good gesture the Company may assist the employee in the out-placement / transition
to a new job / Company. The separating employee, if so wishes can take support / assistance from the
Head of department /HR for support & guidance.
Where the employee is asked to leave on the grounds of Misconduct
Immediately the employee shall be relieved once it has been decided that the employee needs to be
terminated on the grounds of misconduct.
Voluntary separation (Where the employee resigns from the services of the Company)
Once the employee has submitted his / her resignation, the concerned Manager shall review the
criticality / sensitivity / confidentiality of the responsibility / information being handled by the
separating employee. The Head of the department & HR shall arrive at a subsequent course of action to
be taken, namely whether to allow the person to serve the entire notice period or to relieve the person
immediately. Incase, at any point it is seen that the separating employee while serving his / her notice

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period is not upholding the performance levels or is not adhering to the code of conduct policy, the
employee can be immediately relieved.
Retirement
Retirement age for employees is 55 years. The retirement age can be extended to another 2 years at
discretion for management.
In case of retirement, HR shall give a written intimation to the employee, with a copy to the concerned
Manager and Department Head, at least 2 months in advance of his date of retirement.HR shall arrange
for the employee retiring from the Company's service to be presented a letter of Commendation by the
CEO.
Death In Service
The dues of a deceased employee shall be paid to his legal next of kin as per the above policy, whereas
Provident Fund and Gratuity amounts shall be paid to his nominees. In the absence of nominees, these
dues shall be paid to the legal heir of the deceased employee. Payment to the legal heir shall only be
made on production of a Succession Certificate.
24. SOFTWARE & IT POLICY
The company strictly forbids unauthorized usage and copying of software. IT systems to be followed as
per annexure policy.
25. IDENTITY CARD
Whilst in the company premises identity cards must be displayed or carried on person at all times and
must be produced and shown on demand when required to do so by the security personnel or by the
management. Identity card has to be returned at the time of leaving the company.
26. COMPANY PROPERTY
Removal of company property from the companys premises without proper authorization is prohibited.
Before leaving the services of the company an employee shall return to the company in good order and
condition all property or equipment including document, papers, files belonging to the company
relating to its business. The cost of any equipment or property not safely returned shall be deductible
from the employees salary or other amounts due to him.
Employees at all times shall endeavor to protect the Company's assets and ensure their efficient use.
Employees are also urged to have a cost consciousness & to be prudent while using the Company
assets, facilities & services. All Company assets shall only be used for legitimate business purposes and
not for personal gain. Employees are advised not use Company assets, services, equipment or supplies
including Company stationery, business cards, forms or other materials for their own personal use. The
use of Company funds or assets for any unlawful or unethical purpose is prohibited.

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27. TRAINING & DEVELOPMENT

The company will launch initiatives and training programs for learning and growth of the employees
from time to time. Training programs are associated with the technical, behavioural and management
topics.

28. CHANGE IN ADDRESS, STATUS, SIZE OF FAMILY

a. It shall be the responsibility of an employee to inform the company in writing of any change in
his residential/contact address/phone number or in his marital status, or in size and
composition of his family, and this should be done as soon as the change occurs. If this is not
done, should any complications arise out of this omission; the company will not be responsible.
b. HR department will be responsible to maintain and update personal files. Employee personnel
files are confidential documents which may include job application, job description, rsum,
records of participation in training events, salary history, records of disciplinary action and
documents related to employee performance reviews, coaching, and mentoring. Personnel files
are the property of the Company and access to the information is restricted.

APPLICABLE TO: ALL TGT EMPLOYEES

Acknowledgement
I have read Service Rules and agree to abide by all the points listed in Service rule .

Signature
Name :
Date :
Place :

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