Employee Hand Book - Sale & Service PDF

(A unit of DCM Shriram Consolidated Ltd.
)
Plot No 52 I Institutional Area I Sec 32 I Gurgaon 122003 I India
Tel.: +91-0124-4513700
Call Center - 18001029880
www.dcmshriram.com I www.fenesta.com
TABLE OF CONTENT
S. NO. Particulars Page No.

1 Welcome Message 1
2 Chairman's Message 4
3 About DCM Shriram 5
4 Values & Vision 8
5 Our Operating Principles & Guideline 9
6 About Fenesta 11
7 Policies & Benefits 13
8 Attendance Policy 14
9 Leave Policy 15
10 Internal Complaint Committee (ICC) 18
11 Inland Travel Policy 20
12 Salary Related Information 25
13 Dress Code 27
14 Employee Benefits 28
15 Leave Travel Assistance 29
16 Policy on vehicle Maintenance & petrol expense reimbursement 30
17 Medical Insurance 31
18 Block Personal Accident Policy 32
19 Mobile & data Card Scheme 33
20 BYOD Scheme 35
21 Employee Referral Scheme 36
22 Long Service Award 37
23 Career Path 38
24 Human Resource Information system (Saarthi) for Employees 41
25 Goal Management 42
26 Continuous Performance Management 44
27 Learning Management System 46
28 Performance Management 48
29 Key Features 49
30 Key Contact Numbers 51
WELCOME TO FENESTA
This handbook provides basic information about employment with Fenesta Building System and serves as a ready
reference for a new employees with regards to various policies and terms and conditions of employment.
This version of the Fenesta Building system Employee Handbook supersedes all previous versions of the handbook.
Because of limitations of space, this handbook provides a brief version of the rules, policies and procedure.
If you encounter any topics or areas of concerns not addressed in this handbook or if you have any further questions,
please contact Human Resources department.
We wish you a fruitful career with Fenesta.
Human Resource Team
1
DCM Shriram Businesses
2
SIR SHRI RAM
(1884-1963)
“If Charity was his passion, humanity was his religion"

The Hindustan Times (Jan 12, 1963)
3
CHAIRMAN'S MESSAGE
Think, Dream, Imagine and Work.....
The founder's formula still drives DCM Shriram.
When we celebrate Shriram Jayanti each year, we honor the

memory of Sir Shriram- our great grandfather, one of India's finest
business captains. His spirit continues to steer the ships he left
behind 50 years ago. He would have turned 129 this year but his
ideas remain ageless. His principles belong to all generations.
He stood like a banyan tree on a barren landscape and yet he

Ajay Shriram (CMD), Vikram Shriram (VCMD) grew from modest roots. 'Bhaiji' – as he came to be known – was a
& Ajit Shriram (JMD) 'worker' at heart and he viewed the world through a worker's eyes.
He drew great comfort from his roots and had forged a lasting
bond with the 'working class; men and women down the line at DCM Shriram. This may have raised eyebrows
among cynical industrial Brahmins in India's class-conscious society but he couldn't really be concerned with
the whispering campaign that followed. 'Empathy with workers' was his unique way of driving business and he
stood by it. And how well it worked. DCM Shriram grew and expanded like no other enterprise in the country.
'Human relations' was the basis of his philosophy. He applied it to business – and to other spheres in life. CII,
FICCI and PHDCCI – institutions that have engineered and monitored the growth of modern India – may never
have taken their present shape had he not mobilized the support of influential friends in industry. In 1930, he
was elected President of FICCI. At the age of 46, he was ready to script India's industrial future. Recognizing
his contributions to the industrial development of India, the British conferred on him the greatest honor of the
times; a knighthood. He was also a member of the International Labor Organization (ILO).
Independence brought with it fresh challenges as a young determined country rose to find its place in the sun.
Encouraged by Nehru's policies, the DCM Shriram group changed gears. New industrial lines were set up and
new quality standards were cast. This was the group's 'golden' period in which diversification and expansion
led to a record turnover in excess of Rs. 600 million, an astronomical figure in those days. By now, Nehru had
invited Sir Shriram to be part of the national think-tank, an advisory body that brainstormed economic policies.
Our great grandfather was once asked to reveal the secret behind his limitless business drive. “Think, Dream,
Imagine and Work. All this requires a commitment not of a few hours a day but of a lifetime.” When asked about
the timing of his business moves, he came up with these immortal words: "This time, like all times, is a very
good time, if we but know what to do with it."
We at DCM Shriram are still walking the path he left us – with thoughts and ideas, dreams and imagination,
hard work and timing, we move in unison towards new business destinations, many of which he had seen
more than half a century ago.
4
ABOUT DCM SHRIRAM
Our Business
DCM Shriram Ltd (Dcm Shriram) is a leading business conglomerate. The business portfolio of DCM Shriram
comprises primarily of two types of businesses a. Agri-Rural Business b. Chlor-Vinyl Business, Also it has value
added business.
The details of the various business are as below:
AGRI-RURAL BUSINESS
Urea
Sugar
Farm Solutions
Hybrid Seeds
Hariyali Kisaan Bazaar
CHLOR-VINYL BUSINESS
Caustic Soda
Chlorine
Calcium Carbide
PVC Resins
PVC Compounds
Cement
VALUE ADDED BUSINESS

Fenesta UPVC Windows
5
About Us
DCM Shriram Ltd. is a leading business conglomerate with a group turnover of Rs. 7,063 crores. The business portfolio
of DCM Shriram comprises primarily of
• Agri-Rural Business
Urea & SSP fertilizers, Sugar, Farm inputs marketing such as DAP, Crop care Chemicals, Hybrid Seeds
• Chlor-Vinyl Business
Caustic Soda, Chlorine, Calcium Carbide, PVC resins, PVC Compounds, Power and Cement.
• Value added business

Fenesta Building Systems- UPVC Windows & Doors
DCM Shriram, a spin-off from trifurcation of the reputed erstwhile DCM Group in 1990, is managed by Mr. Ajay S.
Shriram, Chairman & Senior Managing Director , Mr. Vikram S. Shriram, Vice Chairman & Managing Director and Mr Ajit.
S. Shriram, Joint Managing Director along with a highly professional executive team.
Our Presence
DCM Shriram has manufacturing facilities of Fertiliser, Chloro Vinyl & Cement in Kota (Rajasthan) and of Chlor- Alkali in
Bharuch (Gujrat). The company operates coal-based captive power, facilities - in Kota and Bharuch (Gujrat). The Urea
plant in Kota has a Production capacity of 379,000 TPA & Chlor- Alkali capacity of 5,07,000 TPA in both Kota & Bharuch.
DSCL Sugar factories are located in Ajbapur, Rupapur, Hariawan and Loni in Uttar Pradesh, with a combined installed
capacity of 38,000 TCD (tonnes crushed of sugarcane daily) and a power- generating capacity of 149 MW. It also has
recently added a Distillery with 150 KLD Capacity. The Hybrid seed operations- 'Bioseed' started in Hyderabad (India)
and have a global footprint with presence in Vietnam, Philippines, Thailand and Indonesia with research facilities.
Fenesta windows fabrication units are located in Bhiwadi, Mumbai, Hyderabad and Chennai.
Fenesta windows fabrication units are located in Bhiwadi, Hyderabad and Chennai. All its main line locations/products
have ISO 9001 & 14001 (Quality & Environment Systems) and OHSAS 18001 (Occupational Health and Safety
Standards) in its facilities.
DCM Shriram has well defined processes in all its manufacturing facilities. Continuous improvements are made through
global benchmarking, TQM, TPM, etc.
There is a strong and proactive focus on safety, health and environment. Some of the facilities have received
international recognition such as British Safety Council Sword of Honour etc.
6
Business strategy
DCM Shriram, across its various businesses is strategically diversified yet operationally integrated at a high level. Some
of the businesses feed others, thereby lowering operation costs and making DCM Shriram a highly competitive player.
DCM Shriram is amongst the most cost efficient producers of products and services in all its businesses and has been
continuously striving to lower costs. It also has the unique advantage of low-cost captive power for all the major
operations.
Outlook
In an increasingly competitive global business environment, DCM Shriram's vision is to continue to strengthen and grow
its commodity businesses as well as its “customer” & “knowledge based” products & services.
DCM Shriram has been working in the agriculture sector with a vision to increase productivity and profitability of the
farmers through its various businesses: Farm Solutions, Bioseed (Hybrid Seeds), DSCL Sugar. DCM Shriram aims to
achieve its vision by adding value to farmers through its large farm extension programmes and last mile delivery
activities.
Fenesta UPVC windows is a customer focussed brand of DCM Shriram, where the customer is assured of design
support, offsite fabrication, firm commitments on deliveries and a trained installation team, to ensure consistent
quality.The company is in the process of scaling up these operations and believes that these businesses would be its
growth drivers in future.
7
VALUES & VISION
8
A OUR OPERATING PRINCIPLES & GUIDELINES
We at DCM SHRIRAM, are committed to upholding of our core values, beliefs, Philosophy, corporate governance
principles and, above all, the good reputation and image of the company. As a step towards the above, every employee
of the company, in his or her professional and personal conduct needs to conform to the operating principles stated as
under.
Conflict of Interest
• Do not engage in any business, relationship or activity, which might detrimentally conflict with the interests of the
company.
• Do not engage in any kind of insider trading by virtue of our access to company information and its working.
• Take prior permission before taking any membership of professional and other bodies, associations, Institutions etc.
Business Integrity
• Demonstrate highest standards of professionalism, honesty and integrity, as well as high moral and ethical
standards in our day to day conduct and behaviour.
• Do not accept gifts, donations, hospitality and /or entertainment beyond the customary level from existing or potential
suppliers, customers or third parties, which have business dealings with the company.
Regulatory Compliances
• Adhere to all applicable laws, rules and regulations, both in letter and spirit. Be aware of the regulatory framework in
our respective domains.
Standard of conduct & behaviour

• Conduct ourselves in a disciplined manner, conforming to highest standards of etiquettes, decorum and decency.
• Maintain every relationship with due respect and dignity
• Practice complete transparency and openness in all kinds of communication, without any kind of politics.
Safety & Precaution

• Protect and safeguard all the company assets and equipments from any misuse and /or damage. Safety standards
and regulations need to be adhered to strictly
Confidentiality & Secrecy

• Treat all company data and information with utmost confidentiality and secrecy at all times, even after cessation of
employment.
Responsibility
• Perform and take decision diligently, in a responsible manner, saferguarding the overall interest of the organisation.
Media Communication
• Any Kind of relationship or communication with media, including print and electronic, to be done by persons so
authorised for the purpose
9
Fenesta Building Systems
10
ABOUT FENESTA
We are India's largest windows and doors brand, and a part of DCM Shriram, the 128-year old, Rs 7063 crore group
acknowledged for its transparent work culture and diversity. Established only about a decade ago, Fenesta today boasts
of sales and service presence in more than 200 cities through twenty sales offices, four factories, nine Signature Studios,
more than 150 partner showrooms and a strong direct sales force of more than 300 executives.
Empowered with knowledge of India's extreme conditions, Fenesta has designed UPVC windows and doors that are
able to withstand India's extreme climate. Our high performance products add an architectural dimension to the home
and keep out street noise, dust and pollution, rain and wind. Our solutions outlast buildings.
Fenesta is the only company in India that manufactures its own UPVC blend and profiles. The PVC resins are sourced
inhouse from another division of DCM Shriram and are sent to the extrusion plant in Kota for manufacturing of a weather
resistant special UPVC blend. The profiles extruded in Kota are then sent to factories across the country. The company
has fabrication units in Bhiwadi, Chennai and Hyderabad, from where the final products are shipped out to showrooms
and customer sites across the country.
No other company in the India draws from world-class infrastructure or has complete control over the entire supply chain
of window manufacturing and installation. It takes all-round expertise in extrusion, design, planning, fabrication, delivery
and installation to produce a world-class window.
These are wide-ranging skills and they reside only with Fenesta. With Fenesta, customer is assured of end to end
service starting from selecting right designs, site survey, fabrication, delivery and installation. As window experts,
Fenesta takes pride in its ability to serve individual homes and large developers with equal ease. Headquartered in
Gurgaon, our nationwide service infrastructure allows us to offer complete window solutions and execute orders of any
size, no matter where you are.
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12
POLICIES & BENEFITS
13
ATTENDANCE POLICY
• Monday to Friday, core timings are 8:30 am to 5:30 pm where employees have flexibility of 2 hrs,
beginning earlier or later as is convenient, so long they have worked 45 hours per week (including lunch
break @ 9 hrs per day).
• Lunch is of half an hour duration from 1:30 pm to 2:00 pm..
• Saturday working is not included in 45 hours.
• Half day CL will be deducted for late coming (Later than 10:30 am).
• Biometric machines are installed at Fabrication, Sales office and HO for management of attendance
record
• For all other locations designated shift timing to be followed
Attendance Recording
Employees have to punch attendance daily using bio-metric machine for both; first-in & last-out time for the day. In case
attendance is not marked on punching machines, employee has to login to sparsh portal & apply for attendance.
On Duty (For Head Office only)

OD has to be applied against a particular date on which an employee has gone on official tour directly from home in the
morning or has not returned to office from official duty in the evening. OD need to be applied online through Saarthi- ESS.
• Sales / Service team members - whenever in office to log-in for attendance using biometric machine.
• Also, their attendance will be tracked through the usage of C4C modules & all Sales/service team
members are required to log in C4C between 9:30 am to 10:30 am
Sales & Service Team members

• Whenever in office need to mark attendance using bio -metric machine
• Also, their attendance will be tracked through the usage of C4C modules
• All sales & service team members are required to log in C4C before 10:00 a.m
Factory Team members

• Whenever in office need to mark attendance using bio -metric machine
• Leave & OD needs to be applied online through Saarthi - ESS
14
LEAVE POLICY
All types of leave will be calculated basis calendar year i.e. January to December.
In the first year of service of an employee, the leave entitlements will be calculated from Date of Joining till the December
end of that year.
Type of
No. of Leaves Frequency Accumulation Other Relevant Information
Leave
Casual 7 days per year Not more than No • Can't be combined with
3 days at a time any other leave
• Can't be prefixed/suffixed
with a weekly off
Privilege 33 days: 1 day's Not more than Up to 180 days • Minimum 1/3rd PL every
leave for every three times year will lapse
if not taken
11 days of service in a year
put in
Medical 7 days leave No limit No limit Leave beyond 2 days will need to
/year be supported by a certificate from
a registered medical practitioner
Maternity 24 weeks Not more

than twice in
the entire
service period
Leave Not more than Not more than

12 months in 3 months at
without
the entire service
pay period for all a time
service categories
15
Half Day Leave
Half-day leave means a period of first or second 4 hours excluding lunch intervals
Sanction Authority
The Employees are required to get their leave sanctioned/approved by their immediate reporting
manager/Department Head.
Reporting
Leaves have to Manager
be applied on approves
ESS leaves on ESS
(Saarthi)
After reporting
Manager
approval,
leaves will go
to HOD
Encashment of Leave
Employees leaving the services of the company due to :
• Resignation
• Termination of service
• Death while in service
Would be paid in lieu of Privilege Leave standing to their credit.
Matter of Right
No leave can be claimed as a matter of right, sanction of leave will always be
subject to requirement of work and require concerned Manger's approval.
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General Leave Rules
• No leave can be claimed as a matter of right. Sanction of leave would always be subject to the requirement of work
and at the sole discretion of the management.
• No leave would be earned by an employee for the period that he/she remains on leave without pay.
• When leave is to be spent outside Delhi NCR, the outstation address must be furnished by the employee concerned.
• The sanctioning authority for all kinds of leave, except leave not due, would be the Head of the Department
concerned, to who leave applications will be submitted. Cases of leave in excess of that which is due, will be
processed by the Administration Department.
• An employee who remains absent after the end of his leave without proper justification will not be entitled to any
leave salary and will also be liable to such disciplinary action, for over staying his/her leave without permission, as
the management may decide at its sole discretion.
• Leave in excess of that, which is admissible under these rules, will be sanctioned by the Business Head at his sole
discretion.
• These rules will not apply to those on deputation to the Head Office from other units/division of the company.
• For any further clarification, you can approach your Department Head or HR Department.
17
INTERNAL COMPLAINT COMMITTEE (ICC)
We as an organization aim to provide a working environment to our employees which is free from harassment of any kind
and in particular, a work environment that does not tolerate sexual harassment.
With view to above; we have set – up an Internal complaints Committee (ICC) for managing the process of investigations
and redressal of the sexual harassment complaints. In accordance with requirements of the Act, the composition of team
members of the committee is now being changed.
Below mentioned are the names of the re-structured ICC:
1. Mr. Saket Jain, Business Head (98105 55997)

2. Mr. PV Ravi Kumar, National Sales Head (98401 03955)
3. Mr. Amit Parmar, Head F&A (98100 56882)
4. Ms. Sakshi Anand, Joint VP - Corporate HR - Chairperson (98101 12223)
5. Ms. Chandana Mathur, Senior Manager - HR (98108 53252)
6. Dr. Shakuntala David, External Member
This policy is applicable to all employees working in Fenesta (regular, temporary, contract, adhoc, Trainees and daily
wage basis)
For any guidance/support/clarification, please reach out to HR or any ICC member.
PREVENTION OF SEXUAL HARASSMENT POLICY
DCM SHRIRAM is committed to providing a work environment free of unlawful harassment. The company particularly
forbids sexual harassment which is discriminatory, unlawful and violates the standard of behavior expected of all persons
associated in a work environment. We respect the dignity of everyone involved in our work place. At DCM SHRIRAM all
individuals associated with the operation of the company are required to ensure that they maintain mutual respect and
positive regard towards other employees (supervisors, subordinates, colleagues), outside vendors and customers.
Prohibited Sexual Harassment includes (however is not limited to):
• Sexual harassment is unwanted conduct of sexual nature. The unwanted nature of sexual harassment distinguishes
it from behaviour that is welcome and mutual.
• Physical conduct of a sexual nature includes all unwanted physical contact/ inappropriately touching an individual's
body.
• Verbal forms of sexual harassment include unwelcome innuendoes, suggestions and hints, sexual advances –
whether or not they involve physical touching, requests for sexual favours in exchange/ harm caused for actual or
promised job benefits, such as favourable reviews, salary increases, promotions, increased benefits, or continued
employment, lewd or sexually suggestive comments with sexual overtones, objectionable sex related jokes or insults
or unwelcome graphic comments about an individual's body made in their presence or directed toward them.
• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature or inappropriate inquiries or discussion
about an individual's sexual experiences or activities, any written or oral references to sexual conduct and
unwelcome whistling directed at a person or group of persons also constitutes sexual harassment
• Non-verbal forms of sexual harassment include unwelcome gestures, indecent exposure, and the unwelcome
display of sexually explicit pictures, magazines, cartoons and objects in any media.
If you feel that you have been subject to sexual harassment, submit a detailed verbal or written complaint that states the
incident or conduct, the person(s) causing the harassment, time(s), place (s) of such harassment. If available the names
of witnesses must be provided. However, do not hesitate to report the matter merely because there are no witnesses or
because you cannot identify the witnesses. Such a complaint may be submitted to the Unit HR, Immediate Supervisor,
Department Head, Factory Head or Corporate HR Head. The Company will immediately undertake an effective,
thorough, and objective investigation of the harassment allegations. It will not retaliate against you for filing a complaint
and will not tolerate or permit retaliation by management, employees or co-workers. If the company determines that
unlawful harassment has occurred, the offender will be subject to such disciplinary action as the Company may deem
appropriate including termination of employment.
18
DEFINING MISCONDUCT
Following acts or omission, which are illustrative and not exhaustive would amount to misconduct on the part of the
Employees and relevant action will be initiated :
• Willful insubordination or disobedience, whether alone or in combination with others, to any reasonable
order of a superior;
• Willful slowing down in performance of work, or abetment or instigation thereof;
• Theft, fraud or dishonesty in connection with employer's business/property or theft of property of another
employee within the premises of the Company;
• Any intentional misuse, theft, or fraud of Company assets or sharing/giving of business information to any
unauthorized person.
• Willful damage to or loss of employer's goods or property;
• Any illegal gratification;
• Habitual absence without prior intimation or absence without authorized leave for more than 3
consecutive
days or overstaying the sanctioned leave without sufficient grounds or proper or satisfactory explanation;
• Habitual late attendance for more than 5 occasions in a month;
• Collection of money without the expressed permission and/or authorization from the management within
and/or outside the premises of the company on behalf of the Company;
• Drunkenness, riotous, disorderly or indecent behavior during working hours at Company premises or any
act subversive of discipline;
• Consumption of alcohol or any other intoxicating element during working hours or in Company premises;
• Instigating other employees and talking ill against the management;
• Commission of any act subversive of discipline or good behavior on the premises of the establishment;
• Habitual neglect of work, or gross habitual negligence;
• Habitual breach of any rules or instructions for the maintenance and running of any department, or the
maintenance of the cleanliness of any portion of the establishment;
• Forming or canvassing for a union activity or collection for union dues within the premises of the
establishment, except in accordance with any law or with the permission of the management;
• Willful damage to work in process or to any property of the establishment;
• Holding meetings inside the company premise without the prior permission of the management or except
in accordance with the provisions of any law;
• Disclosing to any unauthorized person or an outsider any information with regards to the processes of the
Company
• Playing cards or gambling within Company premises
• Smoking/spitting on the premises where it is prohibited by the employer;
• Failure to observe safety instructions notified by the employer or interference with any safety
device/equipment installed at company premise
• Distributing or exhibiting within the company premise of Pamphlets, Posters and such other things which
causes disturbance or displaying by means of signs or writing or other visible representation on any matter
without prior sanction of the management;
• Unauthorized possession of any weapon in the company premise
• Eve teasing and sexual harassment towards the female employees;
• Borrowing or lending money within the Company
• Accepting presents from customers, vendors or any other persons who have connection with Company's
business in actual or in future
• Leaving place of work during office hours and/or patronizing facilities provided in the recreation room
during duty hours
• Habitual negligence or neglect of work
• Not adhering to prevention of ICC guidelines
An employee guilty of misconduct will be: warned or censured or fined and service will be terminated as
per the Management decision.
19
INLAND TRAVEL POLICY
APPLICABILITY
• These rules are applicable for all (domestic) travel for a period of 14 days.
• In case travel is extended beyond 14 days due to whatsoever reasons/or requirement (s), a
special sanction/approval is required from the concerned.
1. In addition to the cost of air/railways/bus ticket, the following charges against paid
receipts/vouchers will also be reimbursable as per eligibility:
• Travel agent fee/commission
• Air/railways/bus ticket cancellation charges
• Charges for getting hotel reservation
2. If an employee travels by class higher than that which he is entitled to, actual expenses will be limited to the
authorized class admissible under the scheme, unless special permission of the Business Head is obtained.
3. Employee possessing motor cars/scooters/motor cycle and being reimbursed for their local conveyance e x p e n s e s
can use their vehicle for travel by road on official tours, after obtaining prior sanction of the Functional Head/Business
Head.
4. Employees in Sales/Installation who have been provided Fenesta Branded cars and petro card are not eligible to
claim the local conveyance.
Local Conveyance
For travel by motor car- Rs.5.40 per km
For travel by scooter – Rs.2.80 per km
Inland Travel Policy

Gen. Manager/Add DGM/Asst GM/Sr. Manager/Jt. Deputy Manager Asst. Manager Sr. Executive/ Officer Supervisor Technicians
GM Manager Manager Executive
Mode class of Air Economy Air Economy Budget Budget Airlines 2nd AC/AC bus 2nd AC/AC bus 3rd AC/AC 3rd AC/AC Public transport/
travel 1st AC/AC bus 1st AC/AC bus Airline 2nd AC/AC bus bus bus auto rickshaw with
2nd AC/ prior permission
AC bus of HOD
Local AC taxi Taxi Taxi Auto Rickshaw/Taxi Auto Rickshaw/Taxi Auto Rickshaw/Taxi Auto Auto Public transport/
Conveyance only with the consent only with the consent only with the consent Rickshaw Rickshaw auto rickshaw with
of Business of Business of Business prior permission
Manager Manager Manager of HOD
Against Bill
Entertainment Actuals (limited to
on tour (with bill) Rs 1500 for every
3 days)
Lodging 4 star 4 star 3 star A class city-Rs 1500/- A class city-Rs 1500/- A class city-Rs 1200/- All cities - Rs All cities - Rs
B class city-Rs 1200/- B class city-Rs 1200/- B class city-Rs 1000/- 600/- 500/-
C class city-Rs 1000/- C class city-Rs 1000/- C class city-Rs 800/-
Boarding Actuals Rs 650/- Rs 550/- Rs 450/- Rs 450/- Rs 350/- Rs 250/-
Incidental Rs 300/-
Travel Allow A class city-Rs 1500/- Rs 1000/- Rs 800/- Rs 700/- Rs 700/- Rs 600/- Rs 500/- Rs. 450/- Rs. 400/-
ances (without) B class city-Rs 1200/-
bills) C class city-Rs 1000/-
Incidentals Rs 300/- Rs 200/- Rs 150/- Rs 100/- Rs 100/- Rs 100/- Rs 75/- Rs. 75/-
Day trips (No Lodging:As per their Rs 500/- Rs 400/- Rs 350/- Rs 350/- Rs 300/- Rs 250/- Rs. 200/- Rs. 150/-
night stay entitlements,
Boarding: At actuals+
Rs 150 as incidentals
or 50% of their
boarding and lodging
entitlements w/o bills
If Lodging is free Actuals+Rs 300/-
If boarding and Rs 300/- Rs 250/- Rs 200/- Rs 175/- Rs 175/- Rs 150/- Rs 100/- Rs. 75/- Rs. 50/-
lodging is free
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Inland Travel Policy for Sales staff
Nature of travel L2 L3 L4
Outstation Travel Train upto 600 km, Train 2nd AC/AC bus Train 3rd AC/AC bus
Economy air
beyond 700 km
Local Conveyance Auto/Taxi with consent Auto/Taxi with consent Auto/Taxi with consent
while outstation of VP S&M of VP S&M of VP S&M
travel
A class city- Rs 3500 A class city- Rs 2000 A class city- Rs 1500

Lodging B class city- Rs 3000 B class city- Rs 1500 B class city- Rs 1200
C class city- Rs2500 C class city- Rs1200 C class city- Rs 800
Boarding 500 400 300
Expenses in case
750 600 500
without bills
Incidental 100 100 75
Day trip
400 300 250
(No. night stay)
Sanction Authority: All the bills within the limit should have been sanctioned by VP- Sales and Service. Any bills over
and above the entitlement of the individual shall be authorized by BH.
Boarding and Lodging
Boarding and lodging will be payable only for days on duty away from HQ and not for the period
of leave or absence from duty, while on tour.
• No boarding and lodging will be admissible for satellite towns of New Delhi like
Noida, Ghaziabad, Faridabad etc. unless the person has to halt there overnight.
• For company sponsored residential seminars the allowances will be as if
boarding and lodging are free.
• If a person reaches his/her destination before or on during night, he/she will be
entitled for boarding and lodging.
• All hotel bills will be duly supported by the original receipts in the case of
reimbursements at actuals.
• Attach original bills with your form. Ticket/Boarding Pass to be attached with your tour
bill.
• In case an employee stays with a relative, he/she will be entitled to boarding and lodging allowances as for
without bills.
• Attach original bills with your form.

• Ticket/Boarding Pass to be attached with your tour bill.
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• All employees will avail the company guest house if it is available.
• When out-station, the employees will stay (as far as possible) in places nearest to their place of work.
• Expenses in account of alcoholic beverages and smokers requisite will not be reimbursed.
• All bills will be rounded off to nearest rupee.
Mandatory GST Compliance in TA/ DA Bill

a) Self Booking of Train/Air Ticket
Employee to mandatorily provide Company Name, Address and GSTIN of the company on Air/Train service Provider
Portal.
Company Name should be mentioned as “DCM Shriram Limited” and GSTIN and Address would be of the State
which is the base location of the Employee..
b) Boarding and Lodging

Employee to mandatorily provide Company Name, Address and GSTIN of the company to Hotel/ E commerce Portal
like OYO etc.
Company Name should be mentioned as “DCM Shriram Limited” and GSTIN and Address Should be of the State
where employee has stayed.
Complete List of GSTIN and Addresses of the Location is available as below. Also, locations where DCM Shriram Ltd. is
not registered there, GSTIN is not required.
Sr No State GSTIN No. GST Address

1 Andhra Pradesh 37AAACD0097R1Z6 D. No 76-16-8/B, Bhavanipuram, Bypass Road, Vijaywada, Andhra Pradesh-520012
2 Assam 18AAACD0097R1Z6 G.S Road, Dispur, Guwahati, Assam-781007

House No 01, Ward Number 40, IAS Colony, Near Assam Timber, Bailey Road Patna,
3 Bihar 10AAACD0097R1ZM Bihar-801503
4 Chhattisgarh 22AAACD0097R1ZH House No. B11, Rajiv Nagar, Near Shiv Mandir, Raipur, Chattisgarh-492007
5 Delhi 07AAACD0097R1Z9 5th Floor, Kanchenjunga building,18 Barakhamba Road,New Delhi-110001
6 Goa 30AAACD0097R1ZK Shop No 6 And 7, Prudential Palms, Chogm Road,porvorim, North Goa, Goa, 403521
Premises Bearing N0-G/4 Ground Floor Scheme Sapat-4,SG Road Opp Karnavati
7 Gujarat 24AAACD0097R1ZD Club Satellite, Ahemdabad, Gujarat
8 Haryana 06AAACD0097R1ZB Plot No.52, Sector-32, Institutional Area, Gurgoan, 122003
9 Himachal Pradesh 02AAACD0097R1ZJ Soni Enterprises, Amar Building, Dhalli, Himachal Pradesh, Shimla-171012
10 Jammu and Kashmir 01AAACD0097R1ZL G-4,5,6 Khaliq Complex, Ground Floor,Near J&K Bank, Solina Bazar, Srinagar, J&K-190009
Room No.304, 3rd Floor, Astha Regency, Hehal Ratu Road, Near bank of India, Ranchi,
11 Jharkhand 20AAACD0097R1ZL Ranchi, Jharkhand, 834005
Citadel plaza , No 3293/A , Near ESI Hospital , Corner Building , 12th Main Indiranagar
12 Karnataka 29AAACD0097R1Z3 Banglore - 560038
Ground Floor, HN XXVII/393, Thiruvonam Nagar, Coachin University Po, Thrikkakara,
13 Kerala 32AAACD0097R1ZG Cochin, Kerala-682022
14 Madhya Pradesh 23AAACD0097R1ZF 7-A, Ratlam Kothi, A.B. Road, Indore, MP-452001
15 Maharashtra 27AAACD0097R1Z7 Raghuvanshi Mill Compound, Senapati Bapat Marg, Lower Parel, Mumbai-400013
Plot No- A-93, Near Angan Restaurant, 1st Floor Sahid Nagar, Bhubaneshwar,
16 Odisha 21AAACD0097R1ZJ Odisha, Khordha-751007
17 Rajasthan 08AAACD0097R1Z7 E-1219 / 1220, Riico Industrial Area, Phase 1,ghatal, Bhiwadi, Alwar, Rajasthan, 301019
18 Tamilnadu 33AAACD0097R1ZE Plot No 1, Area Iii Cmda Industrial Area, Marai Malal Nagar, Tamilnadu, Kanchipuram-603209
Door No. 3-4/4, Survey No-195-196, Warehouse No.4, Kandiyakoyya Village,
19 Telangana 36AAACD0097R1Z8 Telangana, Medchal-501401
20 Uttar Pradesh 09AAACD0097R1Z5 Shop No 209, 2nd Floor, Great India Palace, Noida, Gautam Buddha Nagar, UP-201301
21 Uttarakhand 05AAACD0097R1ZD A-2, Anand Niwas, Near Police Chowki, Dehradun
22 West Bengal 19AAACD0097R1Z4 17/1A, Alipore Road, Kolkata - 700027, West Bengal
23 Punjab 03AAACD0097R1ZH House No 6, 1st Floor, South Model Gram, Ludhiana-140001
22
Approvals
• All journeys will be performed only after proper sanction and are by the shortest and reasonably convenient
route.
• The Sanctioning Authority should have justification for the journey, and reasonableness of conveyance
charges.
• If the tour expenses are within the limit, tour claim forms may be submitted Not adhering to prevention of
ICC guidelines
• One copy of this form will go to accounts for taking advance, one is to be attached with the employee's bill
when submitted for claim/ adjustment of advance
• The air tickets/travel agent's bills (Boarding Pass) will be attached with the tour bill.
• Every out station travel needs to be applied through yatra.
Route of Journey
All journeys would be undertaken by shortest and reasonably convenient route. The duration of the tour would be counted
commencing from the time of leaving the current city and terminating on arrival in the new city.
If an employee returns to HQ on the same day
Amount(s) under this head would be payable only on travel to destinations beyond 50 km and the total round trip are
completed in more than 10 hrs.
• If the total round trip is completed within 10 hrs, then no amount under this head will be payable.
• Incidentals would be payable for the round trip in both cases.
Administration/ Bill Processing and Submission

Employees are eligible to claim reimbursements for expenses as per their entitlements/sanction.
Process to be followed is as below :
• Receiver of invoice at each location will put invoice receipt date stamp on each bill and submit the bill to
coordinator of his location within a week (maximum) of receipt of bill, after duly checking/ authorizing as
per delegation.
• All TA bills and other claims would also be submitted to coordinator of each location only
• All locations (other than Gurgaon) shall send bills to Mr. NK Mehta by one courier only which would
contain two envelopes (one related to employee reimbursements and second related to FI/Ss Payments)
23
Location Coordinator
Chennai Fab Shop and Sales office SM fayaz (Fabshop)
Gayathri (Sales Office)
Hyderabad Fab Shop and Sales Office Y V Murali (FabShop)

Yathapu Rambabu (Sales office)
Bhiwadi Fab Shop Ashish Dubey /Anil Kumar
Kolkata/Bhubneshwar Sunil Panigrahi
Banglore Varun Pai/ C Vinod
NCR Sales Deepak Gupta/Ankit Pareek
North Sales Deepak Jain
HO B S. Chahal
West Vinod Shebe
City Classification
Class A Class B Class C

Delhi All state/union territory capital All Others
Mumbai All hill station
Kolkata Agra
Chennai Aurangabad
Bangalore Allahabad
Hyderabad Amritsar
Pune Kanpur
Nagpur
Mysore
Varanasi
Udaipur
Indore
Cochin
Coimbatore
Gwalior
Vishakhapatnam
24
SALARY RELATED INFORMATION
• Salary will be credited electronically to employees HDFC account which will be facilitated by HR
department
• Only employee's name (as per PAN card) will be considered during the application of salary account (No
joint account).Name on both Pan Card/Adhar Card should be same
• Employee will have to intimate HR about their HDFC bank account number as soon as they receive it from
the bank
• Declaration for the Tax saving purposes are to be intimated to the HR in the beginning of financial year.
• The Physical proof of tax saving investments made during financial year must be submitted to the payroll
section by 15 January.
• Salary will be credited every month in your HDFC Bank account

• Opening of the bank a/c is facilitated by HR
• Employees will have to intimate HR about their HDFC bank account number as soon as they receive it
from the bank.
PAN NUMBER
It is mandatory for every employee to quote PAN at the time of joining.
• If PAN is not available at the time of joining, then the employee must apply for the same immediately
and inform HR of as soon as it is obtained. A photocopy of the same must also be sent to HR for records.
• Non availability of PAN for more than 30 days from joining will result in a penalty being levied (by the
Income Tax Dept.) and in such cases no Income Tax benefit will be allowed to the employee by the Tax
Dept.
FORM 16
• Form 16 is usually issued to employees whose salary falls under the tax slabs and the tax has been deducted.
• Form 16 will be issued only once, and will not be reissued.
Investment for tax saving purpose

• Declaration for the Tax saving purposes may be intimated to Mynd Solution Portal in the beginning of
financial year. This may contain investment proposed under Sec 80 C, Sec 80 D, Sec 24 (for interest on
house loan), rent to be paid, Sec80 E, etc.
• No Sec 10 exemption will be given by payroll section on or before 20th of any month.
• In case these are not reflected in your pay slip after having communicated the same as above, please contact
HR department.
Investment proposes under:

• Section 80 C for e.g. (LIC, PPF, tuition fee, mutual Fund, etc.)
• Section 80 D For e.g. (Medical for self)
• Section 80 E For e.g. Interest paid on education loan for self, spouse or children.
• Section 24 For e.g. Interest paid on House loan
• These declaration of your investment must be updated on your Mynd Solution portal on or before 20th of
any month.
• Please note that employee contribution to Provident Fund need not to be mentioned as it is directly
computed by the payroll system.
• Physical proof of such tax saving investments made during the Financial Year must be submitted to the
payroll section before 15 January in the prescribed format.
• Format will be available with th HR department or Mynd portal.
25
Provident Fund
Company provides various benefits to employees which are mandatory as per statutory compliance.
All employees ranked as Officers are entitled to Provident Fund benefits. This fund is maintained by the DCM Shriram
Officers Provident Fund Trust (OPF).
• All employees ranked as officer are required to be members of DCM Shriram officers provident fund
scheme.
• As a part of this scheme the company contributes 12% of the employee basic salary per month.
• All members will view thier PF ledger through ESS - Retirals benefits section.
• All employees ranked as Officers are entitled to Provident Fund benefits;

• Employees have to contribute 12% of their basic salary to their PF account.
Gratuity
• As per law gratuity is paid to an employee on the termination of his employment after he has rendered service for not
less than 5 years on account of :
• Superannuation from Service
• On retirement or resignation
• On death and disablement due to accident or disease.
26
DRESS CODE
This is with reference to the Dress Code that has been institutionalized for all Fenesta employees.
A uniform dress code not only conveys a positive image about Company to the customers and visitors, it also enables
employees to project a professional image. During business hours employees are expected to present a neat, clean, and
professional appearance.
The guidelines with regards to dress code that need to be followed by all employees are as below:
All Customer facing teams; Sales, Installation, Showroom teams & others :
Fenesta Uniform shirts (Full/ Half sleeves), formal trousers, formal shoes with socks; on all Customer-facing days
Men in other than Sales Offices:

Fenesta Uniform shirts (Full/ Half sleeves), formal trousers, formal shoes with socks and leather belt on all days except;
Friday
Women in other than Sales Offices:

Fenesta Uniform shirts (Full/ Half sleeves) and formal trousers or Salwar-Kameez or Saree or Formal collar top/ shirts
and trousers/ formal skirts
Casual Dress code : Friday in Head Office

Appropriate Casual dressing will be permitted on all Fridays in HO except, during certain periods when
it may be suspended. Appropriate dressing for Casual dress refers to:
Trousers: Jeans, Khakis and Casual trousers are considered to be appropriate. However, Shorts, Torn jeans etc are
considered to be inappropriate.
Skirts and Dresses: Casual dress and Skirts are acceptable.
Shirts and Tops: Casual shirts, T-shirts and Dress shirts are acceptable however, unacceptable are attire with
inappropriate messages and other garments of similar type
Footwear: Sports shoes, Sandals and Ankle length shoes are considered appropriate for work. However, home slippers,
flip-flops and footwear of similar nature are inappropriate for work.
In the event of Customer interactions and important meetings employees will be required to wear
formal dress
All are requested to adhere to above mentioned guidelines.
27
EMPLOYEE BENEFITS
28
LEAVE TRAVEL ALLOWANCE
• The scheme will apply to all confirmed officers with minimum one year service.
• LTA can be claimed once in a financial year.
• LTA is nontaxable twice in a block of 4yrs.
• LTA amount is equivalent to one month's basic salary.
• LTA is computed on a calendar year basis i.e. Jan - Dec.
• LTA can be carried forward to the next year and accumulated for a maximum of two years.
• Tax exemption can be availed by submitting the proof of journey for self and dependents.
• In case of carry forward of LTA from previous year the entitlement will be limited to the basic salary of the individual as
on 31st March of the Calendar year.
• LTA will be paid through monthly salary; it will not be paid more than once in a year.
• LTA can be claimed only for travel within India.
• In Case of new joinee, Leave travel allowance can be claimed only after confirmation and completion of 1 year of
service from date of joining.
PROCESS TO CLAIM FOR LTA: • LTA is computed on Calendar year basis

• It is non-taxable twice in the block
• Can be availed only after 12 months (in case of new joinees) of 4 years
• Must avail a minimum of 6 day's PL • Can be availed only after 12 months
(Sales, factory and installation, 5 day’s for HO) (in case of new joinees)
• To be claimed for inland travel only
• Can be accumulated for a max of 2 years
• Cannot be paid as advance.
Documents required: (In original)

• LTA claim form duly filled
• Rail/Bus ticket /Air ticket with boarding pass
• Approved leave application
29
POLICY ON VEHICLE MAINTENANCE & PETROL EXPENSES
REIMBURSEMENT FOR RETAIL SALES STAFF (L2, L3, L4)
Eligibility
The policy applies to all Retail Sales Employees across Fenesta categorized as (L2, L3, and L4).
Petro Card Entitlement:
City Classification L2 L3 L4
A (Delhi/NCR, Bangalore, Chennai,
9000 7000 7000
Kolkata, Mumbai and Hyderabad)
B (State Capitals)
8000 6000 6000
C (Other cities not covered above) 7000 5000 5000
Maintenance Expenses Reimbursement:

Age Maintenance Reimbursement (Per annum)
L4 L3 L2
0-2 years Rs. 7500 Rs. 10000 Rs. 12500
2-5 years Rs. 10000 Rs. 12500 Rs. 15000
5 years + Rs. 12000 Rs. 14500 Rs. 17000
• The policy applies to those retail sales team members who are using company provided cars
• The retail sales team will maintain a log of daily travelling & get it approved by immediate superior
• The monthly conveyance bill along with the copy of approved log book will be sent to fleet manager for
verification
• The fleet manager will re-examine the bills and send to ASG for payment
• The expenses on parking and toll expenses shall be reimbursed on actual basis. These expenses must be strictly for
official use only
• Balance expenses for Denting/painting/accidental (after insurance claim) will have to be borne by employees only
• Maintenance claims should be supported by original bills from authorized service station
• Any deviation in above policy will have to be approved by Business Head
30
MEDICAL INSURANCE
Mediclaim
Policy
Medical
Insurance
Hospitalization
Mediclaim Policy
Company has a tie up with National Insurance company, for which premium will be paid by employee themselves.
• In case an employee wants to utilize this benefit, they have to fill the form at beginning of every financial
year i.e. before 31st March and send the same to DCM Shriram Insurance Department.
• HR Department will facilitate the process of claim settlement and enrolment of members.
• The Insurance premium is to be borne by employee.
Depending on the coverage taken, the policy will cover:

• Employee
• Spouse
• Dependent Children (legitimate or legally adopted), children above 18 years, if employed cannot be
covered. Female children, if not employed, can be covered until the time she is married.
• Dependent parents
• Policy can be of 1 lac to 15 lacs.
• A mail is sent by HR in the beginning of financial year to the employees stating the renewal of Mediclaim
Policy & interested employees can revert on the same.
• In case of occurrence of accident while on duty, the employee is reimbursed medical expenses.
• If such incident happens, the employee needs to submit details of the incident in Claim form.
31
BLOCK PERSONAL ACCIDENT POLICY
This policy is meant to cater for expenditure that arises when an employee is not able to work due to accident. In case of
occurrence of accident while on duty the employee is reimbursed medical expenses.
• In case of occurrence of accident while on duty, the employee is reimbursed medical expenses.
• If such incident happens, the employee needs to submit details of the incident in Claim form.
The following information is required to be furnished in the prescribed claim form within 2 weeks of the accident:
• Name, SAP No and address of the claimant
• Treating doctor and qualification
• Name and address of the nursing home/hospital
• Date of accident & accident details (when, where, how)
• Type of injury (actual medical condition)
• Treating Doctor's recommendation of complete bed rest
For availing BPA, it is necessary that it is a “Temporary Total Disablement” i.e. the employee (claimant) was unable to
perform their normal functions.
This would be applicable only if the doctor recommends complete bed rest, then claim will be processed.
• In case of occurrence of accident

while on duty, the employee is
reimbursed medical expenses.
• If such incident happens, the
employee needs to submit
details of the incident in Claim
form.
32
MOBILE AND DATA CARD SCHEME
Eligibility
• All the new employees of level of L4 and above joining in sales function or of the level of supervisor and above joining
Fenesta in any other function.
• Existing eligible employees in Fenesta and not having company mobile and data card.
• In Fenesta having company mobile but due for replacement (To be verified by HR and IT Department).
Scheme
• The fenesta mobile phone and data card scheme is intended to facilitate use of mobile and data card
economically for official purpose.
• The employee desirous to avail the scheme will procure their mobile handsets and connection from
approved service provider will be provided to them by Fenesta. Similarly Fenesta will provide data card to
them if not provided, they are required to purchase a suitable internet dongle with suitable plan.
• Employees having connection of other service provider are required to get them changed to
Approved Service provider through Number portability Scheme on immediate basis
• The scheme will be applicable to all eligible employees. A person has to apply for the same by login in
intranet portal under “Asset Management”.
• Mobile phones bills are processed by ASG for those who are eligible to claim.
• In order to avail this scheme, employee has to produce original invoice for handset and data card details to
IT/HR department.
• If an employee loss his/her phone or data card or it malfunctions due to any reasons whatsoever, it will be
his/her liability and Fenesta will not be responsible for any reimbursement or data recovery.
• Fenesta would not be responsible for any commercial/legal consequences arising on account of usage of
any unlicensed soft wares on such device and it will be the sole responsibility of the employee.
• Invoice should be in Name of the Company with GSTIN as per of the state where Employee is based at (list of GSTIN
is already mentioned in the Travel rules).
33
For employee working in Sales Function
Reimbursements
Mobile handset and Usage
Level Handset Eligibility Mobile Usage Data Card Usage
L1 10,000/- Actual * 399/-
(As per corporate plan)
L2 6,000/- 399/- 399/-
L3 4,000/- 399/- 399/-
L4 3,000/- 399/- Not Eligible
For employees working in functions other than sales
Designation Handset Eligibility Mobile Usage Data Card Usage

(in Rupees)
HOD, Factory Heads, 10,000/- Actual * 399/-
AGM and above (As per corporate plan)
Jt. Manager to Sr. manager 6,000/- 399/- 399/-
Sr. Executive to Dy manager 4,000/- 399/- 399/-
Supervisor to Executive 3,000/- 399/- 399/-
34
BRING YOUR OWN DEVICE (BYOD) SCHEME FOR FENESTA EMPLOYEE
The scheme is applicable for the following :

• New employees joining in Sales, Installation, Services and Commercial functions up to Jt. Manager Level,
L2s, L3s, and L4s.
• Existing employees in Sales, Installation, Services and Commercial functions up to Jt. Manager Level,
L2s,L3s, and L4s.
• Existing employees in Sales, Installation, Services and Commercial functions up to Jt. Manager Level,
L2s,L3s, and L4s having company laptops but due for replacement. (To be verified by HR and IT
department)
Scheme
• The Fenesta BYOD scheme is intended to allow the employees to use their own laptops for official purpose.
• Under the BYOD scheme, Fenesta will pay a monthly reimbursement of Rs.1600/- to the employee who
opted for the BYOD scheme for a period of 36 months as device maintenance and internet connectivity
allowance.
• Fenesta shall pay a monthly reimbursement of Rs.1600/- under BYOD.

• Laptop should have mandatory configuration for availing benefits under the BYOD scheme as mentioned below
• The employee desirous to avail the scheme will procure the laptops with genuine operating system,
Microsoft office licenses, Anti-virus Licenses along with a suitable internet connection.
• In order to avail the scheme, employee has to produce the original invoice with license details to IT/HR
department and obtain a Fenesta BYOD usage certificate.
• The employee is expected to use his/her device in an ethical manner.
• The employee's device may be remotely wiped if:
1. The device is lost
2. The employee terminates his or her employment
3. IT detects a data or policy breach, a virus or similar threat to the security of the company's data and
technology infrastructure.
• Employee will ensure that all software being used by him/her on the BYOD laptop for official purpose are
genuine and does not violate any licensing policies of software provider.
• Employer would not be responsible for any commercial/legal consequences arising on account of
usage of unlicensed softwares on such device and the sole responsibility would be of employee.
• Fenesta reserve the right to cancel the laptop allowance at anytime without giving proper notice
Mandatory Configuration details for availing benefits under BYOD Scheme:

• Minimum Hardware Configuration :-
• Intel® Core™ i3\i5 Processor 1.6 GHz 0r above
• 4 GB 1600 MT/s Memory or above
• 250 GB Storage
• Inbuilt Graphics Accelerator
• Minimum 14 " display
• License Software's:-
• Microsoft Windows Professional – WIN 7 & above
• Office Home & Student 2013 \ MS Office 365 & above
• (If outlook is required than need to purchase Business 2013)
• Original Bills :-
• Laptop & Licenses
• Laptop Age:-
We will accept not more than 06 month old laptops for enrolment in BYOD.
• Terms:-
After receipt of all above mandatory documents hard copy ,we will run the Belarc Report on laptop to verify
the licensing & configuration.
35
EMPLOYEE REFERRAL SCHEME
Eligibility
All employees are eligible to refer candidates for any vacancy arising in the organization. However, the following are not
eligible for any rewards accruing from the scheme though they can refer candidates:
• HR team
• Anybody who is involved in the decision making process of selection
Disbursement of reward: 50% of the reward amount will be given after 1Month of the joining of candidate and balance on
the employee confirmation in the organization.
Tax incidence, if any, on the reward shall be borne by the concerned employee.
Position/Level (of the recruited) Amount (In Rs.)

Officer to Asst. Manager 10,000
Dy. Manager to Manager 15,000
Sr. Manager to Dy. Gen. Manager 20,000
AGM and above 25,000
HR Department
communicates to
employees if
vacancy arises
through e-mail Employees may then
refer candidate to the
concerned HR Person
through E-mail or by
providing Hard copy Status about the
referred candidate
will be sent to the
employees in a
period of 7 days
36
LONG SERVICE AWARD
It is desirable to have some landmarks in one's professional career. In order to bring this point into focus and to
inculcate a spirit of loyalty and dedication to the company, a long Service Award scheme has been instituted since
January 1973.
Eligibility
• All employees on the rolls of the company
• Any other contribution made by an employee will not be considered with this award
• This scheme provides for the presentation of long service awards for those who have served for 10, 15, 20,
25, 30, 35 and 40 years.
• The following will be excluded from the awards not withstanding their qualifying service:
• Any person who has been proved guilty of misconduct during the twelve months immediately
preceding the current year's presentation i.e. April last to end March of current year. His/her case would
be reviewed, the following year and s/he would re enter the scheme if there is nothing against him/her.
• Any person declining the award, when due, will be disqualified for all subsequent awards.
Process
The details of awards & entitlement are as follows:
Years of Service Long Service Award
10 years Silver Salver

40 years Gold Medallion
This award will be given on completion of continuous service as is computable for gratuity. The governing date for the
counting of years of service shall be from the date of joining to as on 27th April.
Presentation Of Award
The presentation of award shall take place at a function to be organized during Shriram Jayanti every year. The service
award will be presented on the date of retirement of a person if such a date falls between 1st April and Shriram Jayanti
function of that year.
37
DEVELOPING EMPLOYEES CAREER PATH
Fenesta as an organization has always focused on developing people and support them in their growth in the
organisation.
For an individual to further grow and develop in the organization; a key element is to be aware of what specific work
related experiences, skills, competencies and people management aspects a person must have to be able to meet
requirements of the next role.
With view to this and to guide individuals in their growth journey in the organization, we are happy to share the indicative
Career Path for Sales & Service and Factory team members that have been chart out .
On an overall basis, few specific qualities that we look during career progressions are : Ownership and Commitment,
Team Management, Positive Attitude, Adaptability, Improvement orientation, Willingness for Job Rotation and Location
Change.
Indicative Career Path alongwith Minimum criteria for Career Progression are as mentioned below:
Career Path - Sales & Service Minimum Criteria

Total experience - 2 years
AON - 1 year
L4 - Sr L4
Sales- Rs 10 lacs per month
Panel
2 years as Sr L4 in Fenesta
Minimum 6 months working as L4+D or Sr L4+D
Sr L4 - L3 Minimum 3 months working in Service Function

95% KRA achievement
Consecutive rating of A++/A+ for 2 years
Open to relocate
Panel and Subject to Available openings
3 years as L3 in Fenesta
Exposure of Projects Business
95% KRA achievement
L3 - L2
Open to relocate
Handled a team
Experience of dealer management
Atleast 70% dealers achieve 90% of budget
2 years as Showroom Manager
Showroom - L4/Sr L4
Clearance of Product test
Communication / Selling skills
38
2 years as RE
RE- L4/Sr L4
CSI > 9
Communication skills
Open to relocate
RE- CSM
3 years as RE
Audit Score > 8.5
Communication skills
Open to relocate
4 years as CSM
1 Year experience of handling Projects
CSM- Installation Head
95% of KRA achievement
Hygiene- CSI, SIS, open sites
Handled a team
Audit Score and Panel and Subject to Available openings
As mentioned, these are directional and Management reserves the right to change or edit the above at its sole
discretion.
39
JOB ROTATION/ CROSS FUNCTIONS MOVEMENT FOR EMPLOYEES
Fenesta as an organisation has always believed in providing multiple work/ job opportunities to employees
within Fenesta itself leading to:
• Enrichment of job/ work
• Having key exposures to enhance skills and competencies & to develop self for future roles and
• Career enhancement
Having exposures to different aspects of work; within own function and/ or different functions; plays a key role in
enhancing one’s Career.
While as an organization we’ve been open to employees moving to different roles/ functions basis their interest and
meeting the desired requirements, we are now also sharing indicative Cross-function movement possibilities that
employees may explore for self.
These cross-function movements, we believe, will help an employee to have faster learning and exposure and thus,
leading to enhancement of career.
The below are basis our deliberation and are indicative in nature i.e. apart from below also, if an employee would like to
consider any another opportunity, we are open to explore the same basis meeting the desired requirements. Also, an
employee if so desires may consider for movement in the same function but, in different locations of Fenesta too.
The below mentioned grid gives details of Cross-function movements i.e. Employees in functions as mentioned in
Column A, may consider opportunities in the same row (as their own function) for functions which are highlighted in
Green. For ex., employees of ‘Sales’ may consider opportunity in Service, Contact Center, HR, DTS & Marketing
Career Enhancement - Movement across Functions

Functions Contact Marketing Factory
(Column A) Sales Service F&A CPCT CCC HR IT Purchase Admin DTS
Center
Sales
Service
Contact Center
F&A Planning
CPCT
CCC
HR
IT
Purchase
Admin
DTS
Marketing
Factory
The Criteria for Cross-function movement are as below:

Details Minimum Criteria
Age on Network - Atleast 2-3 years experience in the current role
Manager's Recommendation
Cross function Movement
Must be a team Player
(existing to another function)
Positive Attitude
Good Communication skills
Availability of vacancy in the desired function
We hope this initiative helps you in your growth and development journey in Fenesta and provides you a Career
that you aspire for !!
40
HUMAN RESOURCE INFORMATION SYSTEM (SAARTHI) FOR EMPLOYEES
Modules & Key Features
1. Which software are we using to enable our HR Processes?

• We are using SuccessFactors to enable our HR Processes. SuccessFactors (SF) is a contemporary software,
which we have named Saarthi internally.
2. How is Saarthi better than the conventional method of carrying out HR Processes?
• Saarthi offers us the following value:
a. Transparency in processes through automated processes
b. Improved Documentation
c. Time and cost saving
3. Is there a mobile app to access Saarthi?

• Yes, you can download Successfactors app on your mobile on Android and iOS both
4. What are the steps to download the Successfactors app?

• Following are the steps to download the Success factors app:
• Download Success Factors App on mobile from play • Open Success factors on your PC using URL
store. In the mobile App: go to Scan QR Code. http://webdispprd.dcmshriramportal.com:50000/irj/portal
and Click on Saarthi
• In the System: go to Options > Mobile > • Scan the QR code by the device camera and immediately
Activate via Camera start to experience the SuccessFactors application
5. Which all features does the SF App cater to?

• Following are modules wise features which you can access through SF Mobile App:
Module Feature Visible to

GM Create and View Goals Employee and Manager
PM Provide and View Rating- Self, Manager and Employee, Manager and Reviewer
Reviewer
LMS Access to Online Mobile Enabled Courses All users to whom training programs are
(Skillsoft and E- Learning) assigned
Provide Feedback for all types of training programs

RCM Approve Job Requisition Hiring Manager, Recruiter, HR and New Hire
Interview Assessment
View Candidate rating
Offer Approval
View Welcome Message, Meetings, Links etc.
41
GOAL MANAGEMENT
1. When should new Goal Plan be created?
• Goal Plan for new FY should be created after Annual Appraisals and discussion with the manager
2. How will the goals be sent to my Manager?

• Once you create goals on Saarthi, they will automatically be visible to your Manager
3. Who all can view my goals? Are they visible to everyone?

• No, your goals are not visible to everyone. You, your Manager and your reviewer have access to your goals
4. What is the minimum and maximum number of goals that can be created?
• An ideal goal plan should consist of minimum five and maximum eight goals. The system will notify you if you
exceed maximum number of goals, however, will not restrict you from creating more than eight goals.
5. What is the ideal weightage to be given to a goal?

• A goal should ideally carry minimum weightage of 10%
6. Can the goals be edited by self once approved by the reporting manager?
• No, once the goals are approved, editing cannot be done by you
7. What does one mean by “Calculation Condition” while setting goals?

• There are two types of calculation conditions:
1. Direct – When your achievement is directly proportionate to your target. These goals are progressive in
nature such as; Increase Sales, Increase Profits, Increase Productivity etc.
2. Inverse- When your achievement is inversely proportionate to your Target. These goals require limiting
the target such as Cost/ wastage reduction, Zero inventory etc.
8. What is the difference between YTD target and Target?

• Year-To-Date (YTD) Target field is used to fill Half Yearly Review status, whereas, Target Field refers to the
target taken for goal achievement
9. Can I delete a goal?

• No, goal deletion rights are with HR only. You may request HR to delete a goal if required, in consultation with
your Manager.
10. Is it essential to approve goals?

• Yes, approval on goal plan is required by the Manager, so that no further modification is made in between the
year. Changes must be made to the goal plan during Mid Year Review only.
11. If I make changes to an unapproved goal plan, will my Manager come to know?
• Yes, any change in goal plan will trigger a notification mail to your Manager.
12. Is it mandatory to have at least one goal in all the four quadrants?
• For BSC holders it is mandatory to have goals in each quadrant- Financial, Customer/External,
Operational/Internal Business Process, People and Culture. It is not essential for KRA holders to have a goal in
each quadrant. However, system will notify if there are no goals set in a particular quadrant, but will not restrict
you from skipping a quadrant
42
13. What is goal cascading?
Goal Cascading is a feature for Managers, where they can assign goals to their reportees. Goals which are
similar in nature for Manager and reportee, can be cascaded by managers for better alignment. While
cascading a goal, manager can make changes to the goal as per requirement and cascade the same.
14. What is a group goal?

• Group Goal is a feature which allows a manager to create a Group Goal for himself and for his/her team
15. What is the navigation to create this goal?

• Home Page->Goals-> Add New-> Create a New Goal-> Group Goal
16. Who can create a group goal?

• Only Manager of a team can create a group goal
17. Who all can be assigned a group goal?
• Group goal can be assigned to direct reportees and the Manager
18. Is this goal included within the 100% weightage of the goal plan?
• Yes, this will be a part of 100% weightage of goal plan
19. Can the weightage of a group goal be different for team members?
• No. the weightage of Group Goal remains common for all team members including manager
20. How will a group goal be evaluated?
• Achievement for Group Goal will remain the same for all members on Goal Plan. However, while rating on the
PM Form, manager can rate members differently.
21. What is a team goal?
• Group Goal is a feature allows a manager to create a Team Goal for his/her team
22. What is the navigation to create this goal?
• Home Page->Goals-> Launch Team Goal
23. Who can create a team goal?

• Only Manager of a team can create a team goal
24. Who all can be assigned a team goal?
• Team goal can be assigned to direct reportees only. This does not include the manager.
25. Is this goal included within the 100% weightage of the goal plan?
• Yes, this will be a part of 100% weightage of goal plan
26. Can the weightage of a group goal be different for team members?
• No. the weightage of Team Goal remains common for all team members
27. How will a team goal be evaluated?
• Achievement for Team Goal will remain the same for all members on Goal Plan. However, while rating on the
PM Form, manager can rate members differently.
43
CONTINUOUS PERFORMANCE MANAGEMENT
1. What is Continuous Performance Management (CPM)?
• Continuous Performance Management (CPM) is a new module on Saarthi which has been introduced to
enable employees to align their goals with desired outcomes, while managers can provide ongoing feedback to
them
2. How can I access CPM?

• CPM can be accessed from the Home Drop Down menu:
3. What all can be done through CPM to capture ongoing performance?
Can be added by
Nomenclature Meaning Employee Manager
Activity List of tasks to be done
Topic List of points to be discussed in a meeting
Achievement Important Milestones which can be linked to Activity and Goals.
Also visible in PM Review Forms
Request Manager can seek Feedback from other employees with whom
Feedback his reportee's work is associated
Give Feedback Manager can provide feedback to employee on his activities
Coaching Manager can add strength and weakness points for reportee
Capture Meeting Capture Meeting freezes the activities and the same are
available for view later
4. What is an Activity and how can I create Activity?
• Activity is a task that you intend to do towards achievement of a particular goal
• Go to Continuous Performance and click on Add Activity and Save the Activity
5. What is Achievement and how can a manager create it?

• Achievement is an important Milestones which your reportee has achieved towards fulfillment of a goal and is
worth capturing
• Go to Continuous Performance and click on Add Achievement
6. Why is it important to capture achievement in CPM?

• Achievement can be linked to Activity as well as goal. This will reflect in Goal Plan and PM Form under that
particular goal to which it has been linked.
44
7. Where can you see the feedback form to be filled after attending the training?
• The feedback form is visible in your Learning Tab under 'Due Anytime' tab. It will also be visible in your To Do
List when you log on to Saarthi.
8. How will I come to know that a new Learning has been assigned or a feedback is pending?
• You will get a system generated mail from the following id: system@successfactors.com with the relevant
details.
9. How to browse Skillsoft courses and Leadership videos?

• Go to your Learning Page and click on 'Browse all courses'. You will be able to access all Skillsoft Courses/
Skillsoft Leadership Videos, if you have been assigned the same.
10. What happens if I don't submit feedback after attending a training/ completing a course?
• The training/ course will still reflect as incomplete on the system records and consequently, the Learning
Hours will not be recorded on the system.
11. How can I see my Learning Hours?

• You can fetch a report for Learning Hours by clicking the 'Report' tab on 'Links' tile on the right side of the
screen on your Learning page.
12. Can I provide Training Feedback through Mobile App?

• Yes you can provide Feedback for all kinds of training programs like- Skillsoft, Classroom training etc.
13. Where can I see the Feedback form on Mobile app?

• The feedback form will be visible under Learning Assignment head as Feedback Form
45
LEARNING MANAGEMENT SYSTEM
1. How do I see list of courses that have assigned to me on my Learning page?
• It will be visible in your Learning Tab under 'Due Anytime' tab. It will also be visible in your To Do List when
you log on to Saarthi.
2. What does Learning Assignment mean?

• Learning Assignment is the dashboard reflecting all activities pertaining to learning like upcoming trainings/
courses and feedback due.
3. Being a manager, can I view my team's Learning History?

• You can view your team's history by accessing the Learning page and clicking on My Employees tile. A page
will open with all details regarding learning of your reportees. You can also go to 'Report' tab on the right side
of the screen and get download a report regarding for the same.
4. Can we have courses assigned to us which are not part of Skillsoft?

• If your HR assigns courses other than Skillsoft, you will be able to view them on your Learning page.
5. New courses which we find relevant can they be added to LMS?

• You may get in touch with your location HR to check the availability of the required courses or for uploading a
relevant content which you already have. Please note that these will undergo an approval process and can be
uploaded by HR only.
6. Where can you see the details of trainings that you have attended?
• You can view details of trainings attended by clicking on 'Learning History' on the right side of the screen on
your Learning page
46
7. What is Topic and how can I create it?
• Under topics you can create a list of points that you need to discuss with your manager or reportee
• It can be created by clicking on Add Topic
8. Who can request feedback?

• Only Managers can request feedback for their reportees
9. Can a manager request feedback from external customers?

• No, manager cannot seek feedback from external parties. Feedback can be sought internally within the
organization only.
10. Where is the feedback visible?

• Feedback provided by manager and sought from others is visible under Feedback tab to manager and
employee both
11. Can this feedback be linked to Achievement?

• Yes, the feedback can be linked to Achievement, which will be further visible in PM form. Employee and
Manager both can link the feedback to Achievement.
12. What is Coaching and how can it be created?

• Coaching is captured by Manager for his reportee in which strength and area of improvement needs to be
added
• It can be captured by clicking on Add Coaching
13. Which all tabs of Continuous Performance are visible to employee?

• All tabs of CPM are visible to employee. These tabs include- Activity, Achievement captured by Manager,
Feedback given by manager and sought by others, Coaching and Topic. All these tabs are visible to manager
also.
47
PERFORMANCE MANAGEMENT
1. Mid Year Review - Review Period is from 1st April to 30th September
a. Comprises of the following steps:
Launch of Forms Assessment by Signature by
by E- HR Immediate Manager Manager
Self-Assessment Acceptance of happening of

discussion by Employee
a. Why is Mid Year Review important?
• Mid Year Review enables you to do stocktaking with your Manager regarding your performance so far
and your achievement plan ahead. This helps in better alignment of your performance with departmental
goals.
b. What are the criteria of review in Mid Year form?
• Only goals are assessed at the time of Mid Year Review.
c. Can I make changes to my Goal Plan after Mid- Year Review?
• Yes, You can make changes to your Goal Plan for the forthcoming period in discussion with you Manager
d. Can I attach files to my review plan?
• Yes, you can attach files to your review plan while doing self-rating. However, once the form is sent to the
Manager, you won't be able to attach files
f. Can I see the Mid Year ratings and comments given by my Manager?
• Yes you can see your Manager's ratings and comments against each goal
g. Can I see the final Mid Year rating given by my Manager?

• Yes, You can see the rating once your Mid Year Review cycle is complete
2. Annual Review Cycle- Review period is from 1st Apr to 31st March
Comprises of the following steps:
Launch of Appraisal Assessment by Assessment by Reviewer/ Calibration

process by HR Immediate Manager Skip-level Manager process
Self-Assessment Acceptance of happening of Submission of forms

discussion by Employee to HR
48
KEY FEATURES
FAQs
This guide contains FAQs regarding Performance Management, Goal Management and Learning Management
System catered by Saarthi. This will assist you in accessing day to day tasks on these modules.
Performance Management
Module Offering Core Benefits
• Quarter, Midyear and Annual Goal Review • Simplified and transparent review process
• 360 Degree Review • Develop comprehensive feedback
• Rating comparison of Employee and Manager • Identify hidden strengths and weaknesses
• Continuous Performance Management • Assess performance objectively
• Automated Calibration
• Continuous performance tracking between employee
and manager
Goal Management
• Standardised template for goal creation • Simplified process of goal creation
• Group Goal • Auto save feature
• Team Goals • Milestones can be added to each goal
• Group Goal and Team Goal allow team alignment through a
common goal with same % weightage for all team members
Learning Management System
• Development and deployment of relevant • Track Learning progress - learning history available with
learning programs employee and manager
• Individual report available to track learning • Online feedback with auto generated results
history • Includes exams, assessments for pre and post training
49
a. Which are the fields to be completed in Annual form by Employee?
1. Rating on Goals
2. Rating on Role Specific Competencies
3. Training Needs
4. Confirmation on Feedback discussion
b. Which are the fields to be completed in Annual form by Manager?
1. Rating on Goals
3. Strength and Improvement Areas
4. Training Needs for reportee
5. Promotion Potential Assessment
c. Which are the fields to be completed in Annual form by Reviewer?
1. Rating on Goals
3. Strength and Improvement Areas
4. Training Needs for reportee
5. Promotion Potential Assessment by Skip level Manager
d. Is it essential to have a feedback discussion with reportee?
• Yes, it is essential to have a feedback discussion with the reportee to induce transparency in the process
. This is a two way communication between Manager and Reportee to discuss regarding performance and
future expectations.
• This will also lay a foundation to set goals for the upcoming year.
e. When is the ideal time to have a feedback discussion?
• Once the self rating is done, a feedback session can be held. It can also be held after Manager has
provided his ratings.
• The form will flow to the reviewer only when Confirmation on Feedback Discussion is done by the
reportee.
f. Once the PM Form reaches the Manager, can it be sent back to the reportee for any changes?
• Yes, in case the form requires any changes, Manager can send the form back to you by Selecting Send
to Previous Step :
g. How will my Training Needs be captured?

A field called 'Training Needs' is there towards the end of the Annual Form. You can mention your training
needs there, which will be visible to your Manager and Reviewer. Training needs can be recommended by
your Manager and Reviewer also.
e. Would the final rating be visible to me? If yes, when?

• Yes, final rating will be visible to you only after completion of Calibration for your business. Once the
calibration session culminates, your rating will be visible on My Employee File' on Home drop down menu
under Scorecard tab
f. Is Calibration process also done on Saarthi?

• Yes, end to end process of Performance Management is completed on Saarthi, including Calibration,
without any manual intervention on paper.
50
KEY COORDINATES
Name Designation Email ID

Saket Jain Business Head saket.jain@fenesta.com
Y P Singh Head - technology & product Solution yp.singh@fenesta.com
Abhishek Baderia Head - HR abhishek.baderia@fenesta.com
Amit Ghanshyam Parmar Head - Finance & Accounts amit.parmar@fenesta.com
Susmita Nag Head Marketing susmita.nag@fenesta.com
Satish Ghildiyal Head - Supply Chain Management satish.ghildiyal@fenesta.com
Jhantu Banerjee Head - CPCT j.banerjee@fenesta.com
P V Ravi Kumar National Sales Head ravi.kumar@fenesta.com
Arnev Goel Head - Channel Enablement Team arnev.goel@fenesta.com
Probir Podder VP - Sales & Service - East probir.podder@fenesta.com
G Nagavarma VP - Sales & Service - West nagavarma.g@fenesta.com
Nigmanand Jha VP - Sales & Service - NCR nigmanand.jha@fenesta.com
Satya Prasad Choudhary VP - Sales & Service - AP & Telangana satya.prasad@fenesta.com
Ravindra Kumar VP - Sales & Service - Karnataka ravindra.kumar@fenesta.com
Vijay Kumar Yadav Regional Head - Sales & Service - North vk.yadav@fenesta.com
PCC Tensing Factory Head - Chennai & Hyderabad tensing.fernando@fenesta.com
Inderjit Singh Factory Head - Bhiwadi inderjit.singh@fenesta.com
SN Gupta Extrusion Head - Kota sn.gupta@fenesta.com
51

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(A unit of DCM Shriram Consolidated Ltd.

Call Center - 18001029880

S. NO. Particulars Page No.

We wish you a fruitful career with Fenesta.

Human Resource Team

“If Charity was his passion, humanity was his religion"

The founder's formula still drives DCM Shriram.

When we celebrate Shriram Jayanti each year, we honor the

He stood like a banyan tree on a barren landscape and yet he

The details of the various business are as below:

Hariyali Kisaan Bazaar

VALUE ADDED BUSINESS

• Value added business

Standard of conduct & behaviour

Safety & Precaution

Conﬁdentiality & Secrecy

On Duty (For Head Oﬃce only)

Sales & Service Team members

Factory Team members

Maternity 24 weeks Not more

Leave Not more than Not more than

Would be paid in lieu of Privilege Leave standing to their credit.

Below mentioned are the names of the re-structured ICC:

1. Mr. Saket Jain, Business Head (98105 55997)

For any guidance/support/clariﬁcation, please reach out to HR or any ICC member.

PREVENTION OF SEXUAL HARASSMENT POLICY

For travel by motor car- Rs.5.40 per km

For travel by scooter – Rs.2.80 per km

Inland Travel Policy

A class city- Rs 3500 A class city- Rs 2000 A class city- Rs 1500

Boarding 500 400 300

Incidental 100 100 75

Boarding and Lodging

• Attach original bills with your form.

Mandatory GST Compliance in TA/ DA Bill

b) Boarding and Lodging

Sr No State GSTIN No. GST Address

2 Assam 18AAACD0097R1Z6 G.S Road, Dispur, Guwahati, Assam-781007

5 Delhi 07AAACD0097R1Z9 5th Floor, Kanchenjunga building,18 Barakhamba Road,New Delhi-110001

21 Uttarakhand 05AAACD0097R1ZD A-2, Anand Niwas, Near Police Chowki, Dehradun

23 Punjab 03AAACD0097R1ZH House No 6, 1st Floor, South Model Gram, Ludhiana-140001

If an employee returns to HQ on the same day

Administration/ Bill Processing and Submission

Hyderabad Fab Shop and Sales Oﬃce Y V Murali (FabShop)

Bhiwadi Fab Shop Ashish Dubey /Anil Kumar

Kolkata/Bhubneshwar Sunil Panigrahi

Banglore Varun Pai/ C Vinod

NCR Sales Deepak Gupta/Ankit Pareek

North Sales Deepak Jain

West Vinod Shebe

Class A Class B Class C

Mumbai All hill station

• Salary will be credited every month in your HDFC Bank account

Investment for tax saving purpose

Investment proposes under:

• All employees ranked as Oﬃcers are entitled to Provident Fund beneﬁts;

Men in other than Sales Oﬃces:

Women in other than Sales Oﬃces:

Casual Dress code : Friday in Head Oﬃce

Skirts and Dresses: Casual dress and Skirts are acceptable.

All are requested to adhere to above mentioned guidelines.

PROCESS TO CLAIM FOR LTA: • LTA is computed on Calendar year basis

Documents required: (In original)