Published using Google Docs
NANDAN GSE PVT LTD Employee Handbook v10.0
Updated automatically every 5 minutes

Employee Handbook v 10.0

Released  by Raghunandan Jagdish

Employee Handbook

           

l

 

NANDAN GSE

Employee Handbook v 10.0

Policies, Procedures and Codes

ISSUED

CONTROLLED COPY - PRIVATE AND CONFIDENTIAL

http://nandan.co.in/employee-handbook / FINAL APPROVED COPY AT THIS LOCATION

NGSE/EH/2023/12/10.0 - Draft

Updated: January 2024

Released by Raghunandan Jagdish

Nandan GSE Pvt Ltd

Corporate Office : Nandan House D 205, NANDAN HOUSE, MIDC TURBHE, TTC INDUSTRIAL AREA, TURBHE, NAVI MUMBAI - 400705

Website: www.nandan.co.in 

Mail ID: hr@nandan.co.in 

This Handbook is the property of Nandan GSE Pvt Ltd. All rights reserved

This is a collation of all the policies and codes that govern the workings of Nandan GSE team. All the employees are expected to read, understand and accept the contents. Employees are also expected to view the Presentation at periodic intervals.

This handbook cannot be shared with outsiders without explicit permission from the CEO.

All copyrights for all content  reserved with Nandan GSE Pvt Ltd through the Chief Executive Officer.

Caveat :

During Global/National calamities/in the aftermath of the same/during any such extraordinary situations, many sections of this Handbook may not be applicable in full or there could be modifications to policies which would’ve been communicated to you by your manager verbally or by HR/Management through an email.  If you are in doubt, please speak to your manager.

While we endeavour to make this a comprehensive policy, please note that there could be situations not explicitly covered in this handbook or there could be interpretations of the policies which may not be very clear, to some individuals.  At all times, we will be governed by the interests of the organization and the business and the interpretation of the Management will be final. It is also important to note that we will be guided not just by the letter of the policies but also the spirit in which each section is intended.

This handbook does not supersede or exclude any generally expected behaviour in office, common sense approach in dealing with people and situations and socially accepted norms of behaviour.  If a situation has not been explicitly covered in this policy, it does not absolve the employee from complying with generally accepted norms of behaviour and in compliance with the laws of the land.  Any violation of the laws of the land OR any behaviour inviting action from Governmental authorities shall be viewed as a violation of company policy (since company policy is subservient to the laws of the land) and disciplinary action will be taken , including termination of employment.  In all cases where security of the company and country is concerned, we reserve the right to act in the interests of the greater common good and some rights of individuals may be suspended.

At all times, employees are expected to exercise good judgment and responsibility in their personal and professional lives since their personal life may also have an impact on the work they do and on the business and reputation of the company.  A serious lapse in this may invite Disciplinary action.

The Handbook serves as a ready reckoner for policies and guidelines that are applicable to employees. In the dynamic business environment we operate in, changes to policies may happen from time to time. While every endeavour will be made to update the handbook to reflect such changes, employees are informed that company-wide emails/broadcast messages are to be read as forming a part of the handbook, even if they don't appear in the handbook (or till such time that the changes are incorporated in the handbook).

There could also be ‘temporary changes to processes’ such as exit/onboarding process during a pandemic or such exceptional circumstances, when it may not be possible to physically interact with each other. During such times, the  leadership team, in consultation with relevant functions, may announce short term process changes/deviations/exceptions.  These will automatically stand invalid once the situation changes.

This handbook does not replace or exhaustively cover generally accepted principles governing the operations of an organization or the laws of the land (which govern us)  - as it would be too voluminous to cover every such rule/guideline

TABLE OF CONTENTS

1. INTRODUCTION        5

ABOUT NANDAN GSE        7

History        8

Some Special Projects/ Accolades        8

Organization Structure -        10

Key Personnel        11

CORPORATE BELIEFS        12

Nandan GSE’s Purpose        12

Nandan GSE’s Mission        12

Nandan GSE’s Vision        13

Nandan GSE Big Hairy Audacious Goal        13

Nandan GSE One Page Strategic Plan (OPSP)        13

Nandan GSE’s Quality Policy        15

Nandan GSE’s Quality Objective        15

OCCUPATIONAL HEALTH & SAFETY POLICY        16

ENVIRONMENTAL POLICY        17

NANDAN GSE is committed to minimizing the impact of its activities on the environment.        17

Nandan GSE’s Code of Business Conduct and Ethics        17

Nandan GSE’s Human Rights Policy        22

Nandan GSE’s Core Values        23

3. JOINING THE ORGANIZATION        24

Goals        26

Responsibilities of Management        26

Responsibilities of Staff and Workers        26

Implementation of Policy        27

RISK AND CONSEQUENCE MATRIX (this will be published shortly)        27

Specific safety rules        32

WORKING HOURS AND SALARY COMPONENTS POLICY        33

Type of Employees        33

Working Hours        33

Salary and wage payments        35

Salary review process        35

Performance Bonus        35

Salary deductions        35

Heads of  Salary        36

6. LEAVE POLICY        36

Privileged /Earned Leave (PL)        36

Maternity Leave (ML)        37

Paternity Leave (PL)        38

Bereavement Leave (BL)        38

“Comp Off” policy        38

Holiday List 2024        40

7. LOAN AND ADVANCE POLICY        41

8. POLICY FOR STAFF REIMBURSEMENTS AND CASH EXPENSES        43

TRAVELLING EXPENSES – Travel, Lodging, Boarding, Conveyance, Mobile, etc.        43

Site Allowance Policy        43

STAFF WELFARE, TELEPHONE & OTHER COMMUNICATION EXPENSES, ETC.        44

9. POLICY FOR TRAINING        45

10. GRIEVANCE REDRESSAL POLICY        46

11. DISCIPLINARY POLICY        47

Disciplinary action        47

12. INTERNET, PHONE OR MOBILE POLICY        48

13. EXIT POLICY        51

Notice Period        51

Return of company property        51

Exit Interviews        51

Employee references        51

14. SEPARATION FROM EMPLOYMENT        52

15. TERMINAL CASE OF DEATH DURING EMPLOYMENT PERIOD        55

16. SEXUAL HARASSMENT POLICY (POSH)        55

17. SUMMARY OF THE WORKING POLICY        63

Do Checkback and read this every week        63

ANNEXURES        64

ANNEXURE 1 : ACKNOWLEDGEMENT FORM        64

Annexure 2: Employee Inward Form        65

Annexure 3: Leave Application form        69

Annexure 4: Comp-off slip        70

Annexure 5: Loan Application Form        71

Annexure 6: Advance Application Form        72

Annexure 9: EPFO Information Form        73

Annexure 10: Mediclaim Information Form        74

Annexure 11: Service And Travel Reimbursement Form        75

Annexure 12: Leave Encashment Form        76

  1. INTRODUCTION

Welcome to the Employee Handbook of Nandan GSE.

The Employee Handbook of Nandan GSE Pvt Ltd, (hereafter called “Nandan GSE” or the “Company”)  establishes policies, procedures, benefits and working terms and conditions that will be followed by all Nandan GSE employees as a condition to their employment with the Company. The Standards / Code  of Conduct describe the expected actions and behaviors of employees while conducting company business and while being employed with the company.

This Nandan GSE Employee Handbook is not a contract of employment nor is it intended to create contractual obligations for the Company of any kind. This Employee Handbook is meant to create awareness of the rules and regulations of the Company which all employees shall abide by.

Nandan GSE reserves the right to deviate from the policies, procedures, benefits, and working terms and  conditions described in this handbook as per any amendment of applicable law or owing to any change in the business environment.

Furthermore, the Company reserves the right to withdraw or change the policies, procedures, benefits, and working terms and conditions described in this handbook at any time, for any reason, and without prior notice, unless stipulated by law.

The Company will make every effort to notify employees when an official change in policy or procedure has been made but employees are responsible for keeping themselves  up-to-date with the knowledge about Company’s policies, procedures, benefits, and working terms and  conditions.

No provision in this employee handbook and  Standards / Code of Conduct can be by-passed /exempted, unless it is approved  by the Company’s CEO, or a person designated by him.  Such a waiver, if granted or applicable , applies only to the employee for whom the waiver was granted at the time of the waiver and will not be cited as a precedent..

Nandan GSE strives to provide an employee-friendly work environment in which goal-oriented individuals thrive as they achieve ever more demanding challenges. Nandan GSE’s commitment to serving customers and to providing exceptional quality products at competitive prices is unwavering. These policies, procedures and working terms and conditions provide a work environment in which both customer interests and employee-interests are served.

Nandan GSE values the talents and abilities of its  employees and seeks to foster an open, cooperative, energetic, and dynamic environment in which employees and the Company  can thrive together. The Company provides an Open Door Policy in which employees are encouraged to discuss  problems with the next level of management,  if they are unable to resolve a situation with their direct supervisor.

Nandan GSE is an equal opportunity provider to all employees. hence religion, age, gender, national origin, sexual orientation, race, or color  do not impact decisions regarding  hiring, promotion, development opportunities, pay, or benefits. Nandan GSE provides for fair and equal treatment of employees based on merit. The company complies with all applicable federal, state, and local laws 

Employment at Nandan GSE is  “at will”  which means that either you, the employee, or Nandan GSE, may terminate the employment relationship at any time, for any reason, with or without cause.  Either party can terminate this relationship with 30 days’ written notice.  (Exception : Termination for Cause).

Every Employee shall review the policies, procedures, working terms and conditions, and benefits described in this handbook. You will be asked to affirm that you have read, understand, agree to abide by, and acknowledge your receipt of this employee handbook and employee Standards / Code  of Conduct.

Amendments to Handbook:

The Company reserves the right and discretion to amend, delete, deviate from, or change benefits, compensation and policies at the sole discretion of the Company and as per the applicable law. Changes are effective as of the date of their occurrence.

Only the MD&CEO of the Company, in a written document signed by him, has the authority to enter into any agreement contrary to the terms of this Company Employee Handbook.

Welcome to Team Nandan.  We value your being a part of our family.

Issued by

Dr Raghunandan Jagdish

Managing Director and CEO

Reviewed and Supported by

J.C. Kumar

Chairman

ABOUT NANDAN GSE

Nandan GSE started as a six man proprietary concern in 1991 and has now developed into a 267 people strong corporate with ISO 9001:2015 certified management systems and a strong brand name across Asia. The brand NGSE is synonymous with quality products at a great value.

Nandan Group is a pioneer in the aviation GSE industry in India and has developed various products not only in the aviation GSE industry but also in material handling, aerial access solutions, car parking systems and specialized defense solutions.

NGSE is promoted by Mr. J C Kumar and Mr. Raghunandan Jagdish having more than 70 years of combined experience. They are supported by experienced professionals forming the second line of management of  the Company. The experience of the management has propelled the Company to grow from a small player to a force to reckon with in India. Not only has the Company established itself in the domestic markets but is also actively competing in the export markets giving credence to the  quality of its products.

NGSE’s facilities in Turbhe and Khopoli are also well positioned  to increase operations or start a new product line. The extensive high quality vendor base developed by NGSE is also prepped to support any new activity to be undertaken by the Company. NGSE also has a history of designing and developing new products in-house. The design and R&D facilities of the Company help the Company forge ahead of the competition.

History

Founded in 1991 as Nandan Enterprises, Nandan GSE Private Limited (NGSE) has come a long way in terms of reach, capability, market recognition, technical ability and human resources. What started as a 6 member workshop today is a SME operating  from four locations and having more than 250 people in “Team Nandan”.

Nandan GSE manufactures a wide range of aviation ground support equipment, material handling equipment, aerial access solutions, car parking systems and specialized defense solutions. The whole gamut of hydraulic lifting technologies is within NGSE’s capabilities in design and manufacturing.

Nandan GSE (NGSE) is  incorporated as a Private Limited Company in Mumbai as per the Company’s Act 1956.The Company at present is family owned with J.C. Kumar and Raghunandan Jagdish as the owners.

Some Special Projects/ Accolades

In addition to the above, we have also delivered  :

Organization Structure -

Key Personnel        

Department

Leader

Mobile

Email

MANAGEMENT

Dr Raghunandan Jagdish

9322692934

raghu@nandan.co.in

OPERATIONS

Yashavantha Nayak

8080273131

yashavantha@nandan.co.in

QUALITY CONTROL

Prashant Patil

9930609823

prashant@nandan.co.in

QUALITY ASSUARANCE

Swapnil Ghadigaonkar

9820046429

swapnilg@nandan.co.in

PRODUCTION

Rajesh Nayak

7045898018

rajeshn@nandan.co.in

PPC

Mukesh Tiwari

7506785245

mukesh@nandan.co.in

SERVICE

Yashavantha Nayak

8080273131

yashavantha@nandan.co.in

SALES

Dr Raghunandan Jagdish

9322692934

raghu@nandan.co.in

DESIGN

Dhanesh Patil

7710023446

dhanesh@nandan.co.in

R&D

Sangram Patil

8369465027

sangram@nandan.co.in

PURCHASE

Mukesh Tiwari

7506785245

mukesh@nandan.co.in

ACCOUNTS

Suresh Lalzare

9833963928

suresh@nandan.co.in

STORES

Mukesh Tiwari

7506785245

mukesh@nandan.co.in

HR

Prasad Tambe

9653670991

prasad@nandan.co.in

CORPORATE BELIEFS

There are many corporate statements which have been created and defined for specific purposes.

Nandan GSE’s Purpose

To equip our customers with solutions that enhance efficiency and enable unlocking of human potential to strive for loftier goals. 

To empower every life we touch to do more purposeful work so that they can reach their full potential. 

We provide high quality and reliable solutions which can help to improve customers’ profitability and safety by helping to save time, money and effort.

We inspire and empower Team Nandan for doing “Great Work” with the Four Magic Words of Safety, Quality, On-Time and Khushi.

Nandan GSE’s Mission

To help our customers improve their productivity, performance and safety by providing optimum products and solutions in terms of quality, reliability, delivery and life of product at the highest level of customer satisfaction

Nandan GSE’s Vision

To be the leading designer and manufacturer of Aviation GSE, Aerospace & Defense Systems and Specialized Handling Solutions in Asia with global delivery.

Nandan GSE Big Hairy Audacious Goal

To be the first choice for Specialized Handling Systems worldwide with 1,000 annual unique and paying customers by 2025-26 and having an annual billing revenue exceeding INR 3 Billion at  industry-beating profitability.

Nandan GSE One Page Strategic Plan (OPSP)

Every Quarter a plan is released which showcases the full range of the strategic plans and communicates  it to the team. This is published and then signed off by every leader council member and displayed in their work areas. A snapshot of the OPSP is as below. This approved copy is seen in the Board Room and also with each HoD.

Nandan GSE’s Quality Policy

NANDAN GSE is committed to achieve Customer Satisfaction through 

  • Quality shall remain permanently first in the mind of all our employees. No compromise may be made with what may alter quality
  • Quality means that rigor and attention to detail shall be a continuous goal for all our employees
  • Quality means that our company shall provide its employees the proper conditions, team and the right organization to execute the Quality engineering, Production, Delivery and Service
  • Quality means that there is a transparency that every deviation is raised, recorded and fixed and every endeavor is taken to ensure its not repeated through the proper Preventive Action
  • Quality of Design of our products shall be ensured by Simplicity, Reliability, ease of maintenance
  • Quality of our service shall be ensured through proactiveness, responsiveness and proper fixing of the issues in long term
  • Quality means we learn from customer experiences and also data from production and field experience
  • Quality means we also take our supplier partners to elevated levels of Quality Assurance rather than control alone
  • Quality ultimately means that we shall always do continual improvements and do relentless measurements and benchmarking

Nandan GSE’s Quality Objective

Sr.No.

Objective

Measurable

Target

  1. .

Minimum 80% Customer Satisfaction.

80%

Annually by Customer Feedback Survey

 90% on Time Delivery

90%

Quarterly

Reduction in In-House Job Rejection

0%

Annually

Growth in Annual Sales in Domestic & International Market)

30%

Annually

Adherence to process steps or Work Flow process

80%

Quarterly

OCCUPATIONAL HEALTH & SAFETY POLICY

Nandan GSE Private Limited (NGSE) designs and manufactures specialized lifting and handling solutions with applications in the aerospace, aviation, defence, material handling, car parking, and similar sectors.

Nandan GSE Private Limited (NGSE) is committed to improve Health and Safety Standards with an aim of providing and maintaining a safe and healthy work environment for employees, customers, business associates, suppliers, associated stakeholders and visitors.

Nandan GSE Private Limited (NGSE) shall ensure that the adequate resources shall be provided and suitable actions shall be taken to implement the Health and Safety Management System (HSMS). Every employee including line managers shall be responsible for effective implementation of the Health and Safety Management System across the group.

Consistent with this, Nandan GSE Private Limited (NGSE) shall:

Safety is individual as well as collective responsibility of all employees, business associates, vendors and other persons involved in the operations of Nandan GSE Private Limited (NGSE).

ENVIRONMENTAL POLICY

NANDAN GSE is committed to minimizing the impact of its activities on the environment.

We will strive to continually improve our performance to ensure that the protection of the environment is a key consideration across all the aspects.

Points to achieve:

This policy will be implemented through the Environmental management systems. Objectives & targets are established & reviewed through consultation with all the employees and management to enable continuous improvement.

Environment Policy will be reviewed annually.

This policy is communicated to all the interested parties as well as being made available to the wider community through publication on our website and display in the organization.

Nandan GSE’s Code of Business Conduct and Ethics

Conflict of interest

“During your employment, you must not undertake any activity or have any interest (e.g. memberships, Directorships, shares, or contract) with any person or in any organization which may constitute a conflict of interest with Nandan GSE. You must notify your manager immediately upon becoming aware of any potential or actual conflict of interest  during your employment. Any work undertaken with other organizations must have the approval of the Chief Executive Officer to ensure it does not interfere or create a conflict with your main employment with Nandan GSE. Dual employment with another company is not acceptable.”and will lead to Disciplinary Action.”

Confidentiality and Non-Disclosure

“In the course of your employment you may come in contact with or have access to confidential information and data of the Company. Such information is strictly confidential and must not be used or shared or  divulged (directly or indirectly) by you to  any other organization or any third party, either during or after your employment with Nandan GSE. A breach of confidentiality is a very serious matter and may lead to Disciplinary action including termination and/or recovery of damages 

Copyright and protection of intellectual property

“You agree that you are not entitled to any copyright or moral right in or arising from any work you produce in the course of your employment with Nandan GSE. This includes any program, strategy or system, specifications, plans, drawing, any creation  you develop during your employment with Nandan GSE. Any copyright or merchandising rights in such work shall be the sole and exclusive property of Nandan GSE in accordance with the Copyright Act 1994.”

Privacy relating to the handling  of personal information

 “Your personnel records and details are kept by the Human Resources Department of the Company. A summary of the information held is kept in the Nandan ERP. Access to this information can be obtained through your manager.” Employees shall notify the concerned person of the HR Department in case of any change in their contact number, residential address or addition or deletion of their nominees .  In the absence of notification of any change in address, contact details or names of nominees etc. the details available on record shall be treated as correct for legal and communication purposes. 

Receipt of gifts, vouchers, cash or any quid pro quo  arrangements or entertainment from stakeholders

 “The employee is at all times to look after the company's interests first. In the event any vendor or client or other stakeholder attempts to give you gifts of any kind whether in cash or in kind, whether directly or indirectly, the employee has to immediately inform management who will then decide the further course of action.”

Nandan GSE’s Guidelines of Working :

The following is a list of civic and professional behaviors that the company considers mandatory. Violation of any of these regulations may result in disciplinary action ranging from reprimand, warning,  or dismissal depending on the gravity of the offense.

Nandan GSE’s Corporate Social Responsibility Policy

We are committed to meeting the highest standards of corporate citizenship by protecting the health and safety of our employees, by safeguarding the environment and by creating a long-lasting positive impact on the communities where we do business.

We believe that our strong commitment to the highest standards of corporate citizenship and sustainability strengthens our business, our workforce and the communities where we operate. Social Responsibility is integral to the way we conduct business.

Our Ethics

Our Communities

Our People

The Company routinely monitors, assesses and reports on our conformity with this policy. We require all employees to comply with this Policy and related directives. . We are working to ensure that our contractors and suppliers respect this policy.

Nandan GSE’s Human Rights Policy

Nandan GSE Pvt Ltd is committed to protecting the health and safety of our employees and neighbors, safeguarding the environment, creating a sustainable positive impact in our host communities and respecting all human rights where we operate. 

While governments have the principal role in protecting human rights, we believe that our company can and should respect and advance human rights in our sphere of influence. We recognize that we often operate in politically challenging and complex environments. We believe that this also presents us with an opportunity to make positive and lasting contributions in the areas of governance, transparency, respect for the rule of law, and social and economic development.

Supply Chain

We are committed to a strong and diverse supplier network which supports our goal of making a positive contribution in the communities where we do business. We expect contractors and suppliers to respect our voluntary commitments, Code of Business Conduct and Ethics, and Environment, Health and Safety, Social Responsibility and related policies.

Community Engagement and Social Development

We recognize that our operations can create a significant economic and social impact. Where we operate, we actively engage with civil society, local communities and host governments to secure a social license to operate. Where appropriate, we support programs that make a lasting and positive impact on education, health and community development. Our approach to program design is to engage stakeholders early on to understand their priorities and involve them in program development, implementation and assessment.

The Company routinely monitors, assesses and reports on our conformity to this policy. We require all employees to comply with this Policy and related directives and policies. We are working to ensure that our contractors and suppliers respect this policy. 

Nandan GSE’s Core Values

People and Teamwork

We will treat people with respect and dignity in a collaborative environment that supports the organization in achieving high levels of performance and rewards team success. We strive to attract, motivate and reward highly talented people who embrace their work with pride and passion. We recognize and reward their dedication and best efforts by investing in their development, rewarding their accomplishments and providing them with challenging and rewarding opportunities for personal growth. We are committed to diversity and inclusion, and value the opinions of each individual. We are committed to frequent and open communication of information and ideas.

Accountability, Integrity and Trust

We will act honestly and consistently with all parties. We accept responsibility to deliver results and commit to openly communicate. We will be guided by the highest standards of ethical business conduct and by this simple principle: Do the right thing. Our business is built on long-lasting relationships, founded on trust. Our handshake is our bond. We stand behind our promises. We treat our employees, customers and partners with fairness, honesty and respect, just as we would want them to treat us. At Nandan GSE, our goal is to build long-term relationships and trusted partnerships.

Creativity and Innovation

We are committed to an environment in which people are encouraged to disseminate knowledge, take risks, openly share ideas and turn them into business opportunities.

Dedication to Excellence

We will set high standards of performance and strive to be best in class through outstanding leadership at all levels. We value individual initiative, entrepreneurial decision making, teamwork and a passion for excellence. We intend to be an industry leader wherever we compete. We are committed to operational excellence, product quality and customer service. Our people are empowered to exercise initiative and are accountable for their results. We embrace change, encourage innovation and seek continuous improvement by learning from our experiences.

3. JOINING THE ORGANIZATION

Purpose:

To outline the steps to be followed to induct a new hire into the organization

Coverage:

All new employees join the organization under a “Probation” period.  Employees will go through an Onboarding process and be assigned a buddy to help them in their early days.

Nandan GSE has invested in an LMS “Learning Management Systems” for online training to be taken up. This ensures that the most comprehensive training is done. You will be required to spend the required time on the training – either alone or with the group, at the discretion of your manager.

Checklist of documents (a folder with documents will be provided, for you to sign and submit. Please

note, these are MANDATORY and MUST be filled and returned to HR at the earliest.)

        The probation declared at the time of employment will stand. In this period the performance of the employee will be observed and the same will be reviewed before making him/ her permanent.

Take a snapshot and send it to your Departmental Group.

This is compulsory for everyone.  Non-compliance may lead to Disciplinary action.

SAFETY INSTRUCTIONS AND RESPONSIBILITIES

Goals

Please refer to Nandan GSE’s Environmental, Health and Safety Policy (EHS). This policy:

Responsibilities of Management

Will provide and maintain as far as possible:

Responsibilities of Staff and Workers

Each staff member and worker has an obligation to:

Implementation of Policy

Information: The Vice President will ensure that all employees have access to and follow the Health and Safety Policy. Each employee will be given a copy of the general policy on commencement of his or her employment.

Also all employees should know where the first-aid kit is located, have a copy of the emergency plan and be trained on the emergency plan and evacuation procedures.

Risk assessment: it will be undertaken for all members of staff, work activities and systems annually. It consists in identifying the hazards; identifying who might be harmed and how and evaluating the risks from identified hazards.

If there are no hazards, there are no risks. Where risks are already controlled in some way, the effectiveness of those controls needs to be considered when assessing the extent of the risk that remains.

The results of the risk assessments will be recorded in writing, and safety procedures adjusted to ensure adequate levels of health,  safety and welfare.

RISK AND CONSEQUENCE MATRIX (this will be published shortly)

Sr.No

Sr.No

Category

Behaviour

Severity 1

Severity 2

Severity 3

Consequence

1

Nandan GSE’s Environment Health and Safety Policy

Not complying with Safety procedures in the factory

2

Conflict of interest

Dual employment/holding another office of profit while in employment with Nandan

3

Confidentiality and Non-Disclosure

Breach of confidential company data to outsiders with or without consideration

4

Civic and professional behaviors

Reporting to work under the influence of alcohol or drugs or the unauthorized introduction, possession or use of alcohol or drugs on Company premises

Smoking in or around the company premises

Possession of firearms (licensed or unlicensed) or other weapons on or around company premises

Falsification of information  or submission of  inaccurate or untruthful information on any client records, work reports, employee records, or other official documents.

Not taking proper care of, neglecting, or abusing/mis-using company equipment and tools

The removal or destruction of Company’s property, documents, or any confidential information or data, other equipment or material, electronic assets, including client property or records, from work sites without authorization

Use of Company equipment, materials or facilities (such as email, phone or internet)  or any electronic assets for personal purposes.

Failure to report a known violation of rules/code of conduct

5

Responsibilities of Staff and Workers

Failure to abide by the Working Hours defined

Failure to abide by the Leave policy  defined

Failure to abide by Comp off, over time and similar guidelines

Failure to adhere to Loan and Advance Policy

Failure to adhere to Travel and Reimbursement  Policy

Failure to adhere to Training Policy

Failure to adhere to Resignation /Separation /Termination Policy

Integrity issues -theft, falsification of data, not reporting information that needs to be reported, hiding or causing to hide information

Unprofessional conduct in the office or while on the business of the company (including but not limited to verbal or physical abuse of another person)

Violation of information security

Violation of POSH guidelines

Specific safety rules

WORKING HOURS AND SALARY COMPONENTS POLICY

Type of Employees

The following  are the different employment categories

Working Hours

This is communicated on the main statutory notice board. The same is subject to review once every three months and any change will be intimated with at least one week’s notice.

  1. Timings

Accepted Time is 8:30 am to 6:30 pm for Staff

Operation Staff is  required  to stay till  7:00 pm.  If they stay an extra 30 minutes for 15 or more days in a month, they will be compensated as ‘Operations Allowance’ which will be added to Comp off and encashed as needed.  

  1. From 8:30 am to 5:00 pm
  2. From 9:00 am to 5:30 pm
  3. From 9:30 am to 6:00 pm

      2. Comp Off & Late marks

                        Eg. If your work timings are 8.30 am, arriving at work upto 8.40 am, shall not be considered as late mark

    3. Lunch and Tea Break

Salary and wage payments

The salary or wage which has been agreed with you individually will be outlined in your employment agreement and should be regarded as confidential. You should not disclose your salary or wages to anyone within the organization other than your immediate manager. Full details of the breakdown of your salary or wage payment will be shown in your payslip which will be given to you on or just before  payday every month. Your salary or wages are credited on or around the 10th of the month  into your specified bank account.

Salary review process

Your salary or wage will be reviewed annually by your respective HOD, HR and CEO  in April and adjusted in line with your performance. The salary review process will take into account your performance in your role, market rates for your role and Nandan GSE’s financial performance. Reviews will not necessarily lead to an increase.

Performance Bonus

Some employees are offered a variable remuneration incentive as part of their salary package. The criteria is articulated in the Performance Plan and this is paid based upon achievement of specific outputs in the period to which it relates.

Also the Bonus determined by the company in line with Statutory guidelines will be paid on a suitable date after evaluating the earned basic salaries for a period of 12 months and multiplying with the agreed upon percentage factor. This will be in the weeks preceding the Diwali Holidays. However the terms agreed in the employment contract will hold precedence.

Salary deductions

No deductions will be made from your salary without your authorisation, except for time lost through special leave, default, and accident or through absence at your request and with our consent. Deductions towards loans, advances, statutory deductions (like PF, ESIC, PT, mediclaim, etc) will happen as per applicable law. Any other deduction will be intimated to you.  

Attendance Bonus

There will be an Attendance Bonus of Rs. 500/= that is awarded and announced at the time of Assembly held on Mondays based upon the Monthly attendance i.e No Late Mark,  No Leave and 100% attendance in the  previous month.

Heads of  Salary

Deductions in the payslip may be for reasons such as :

etc.

6. LEAVE POLICY

Objective: To define the type of leave entitlement and mode of availment.

Coverage: This policy is applicable to permanent employees.

Privileged /Earned Leave (PL)

He / would be deemed to have voluntarily abandoned his / her services.

A letter stating the same will be sent to them via a registered post asking for an explanation. If the employee does not respond to 3 such registered post letters, his / her services will be terminated  effective the last day worked via a 4th letter issued to him / her.

The information of abandonment will be sent by the reporting authority to HR

Maternity Leave (ML)

Paternity Leave (PL)

Bereavement Leave (BL)

Wedding Leave

        Weddings are happy occasions and we are pleased to provide you leave to start your new life on a wonderful note.  

        You are entitled to 5 days of Wedding Leave only for the first wedding

 

“Comp Off” policy

Business exigencies sometimes call for employees to work outside their regular working hours.  We appreciate that our employees are willing to accommodate these exigencies.  Our Compensatory Off policy is designed to ensure employees get leave in lieu of extra hours/days worked, so as to help with work-life balance and avoid burn-out.  

Comp. off accrues under the following conditions 👍

.

Night Shift Allowance : In case the employee is working the entire night with prior approval of HOD , he will be entitled for one day leave.

Holiday List 2024

7. LOAN AND ADVANCE POLICY

Objective: To define the norms for granting company loans and salary advances to employees.

Scope:  All permanent employees who have completed one year of service after confirmation shall be eligible.

We recognize that our employees may have situations where there is financial distress.  We will endeavour to assist them, while also limiting our assistance, to encourage fiscal prudence.  

Eligibility for Loans:

Loans shall be issued to employees as per following terms & conditions:

  1. Medical emergency or death of immediate family member. (Spouse, children and solely dependent parents shall be considered  to be ‘immediate family member.)
  2. Payment of education fee of an employee’s children
  3. House building/renovation
  4. Marriage of blood relative only and not 2nd level relations
  5. Any other need of equal nature and importance

Guidelines for Salary Advances:

recommend to the Director. Final decision rests with the Director.

At the time of leaving the service, any loan and  advance payable by the employee shall be recovered from his full and final settlement. If the amount is inadequate the employee will need to pay the company by cheque/ bank transfer failing which the company reserves the right to take remedial measures.

8. POLICY FOR STAFF REIMBURSEMENTS AND CASH EXPENSES

TRAVELLING EXPENSES – Travel, Lodging, Boarding, Conveyance, Mobile, etc.

Site Allowance Policy

STAFF WELFARE, TELEPHONE & OTHER COMMUNICATION EXPENSES, ETC.

  1. For Purchase of Water, Printing & Stationery and items wherein the Vendors need not be paid in Cash,  their settlements can be done on a Monthly basis through Cheque/RTGS,etc. Similarly, for Communication, Electricity Expenses which have a monthly billing cycle for payments, these payments have to be paid by Cheque.

  1. For day to day Petty Expenses, General Manager will be given an Imprest Amount for the same and he/she will be responsible for managing/disbursing the payments. The Imprest Amount shall be settled on every 2nd and 4th Saturday and the Imprest Amount shall be replenished by Monday for the weekly spending.

In case the Imprest Amount falls short of the Expenses to be incurred, the Expense Sheet shall be given by the Designated Staff for replenishment of the Imprest Amount and post validation of the Expense Sheet by the Approving Authority, the amount would be disbursed to the Designated Staff accordingly.

Inter City Allowance (Outside Mumbai)

Sr. No.

Category

Lodging

Travel

Daily Allowance

1

HODs

Rs. 2000/- per day

2nd AC / Air

Breakfast - Rs. 100/=

Lunch - Rs. 150/=

Snacks - Rs. 100/=

Dinner - Rs. 200/=

2

Staff

Rs. 1000/- per day

3rd AC

Breakfast - Rs. 100/=

Lunch - Rs. 150/=

Snacks - Rs. 100/=

Dinner - Rs. 200/=

3

Worker

Rs. 750/- per day

Train pre boked by office

Breakfast - Rs. 50/=

Lunch - Rs. 100/=

Snacks - Rs. 50/=

Dinner - Rs. 100/=

*Purchase of water bottles  is included in the above

City Allowance (In Mumbai and surrounding areas)

Travelling allowance will be provided for two wheelers @ Rs. 4 per KM and for four wheelers @ Rs. 9.50  per KM for official visit.

Dinner will be paid for after 9:00 PM during the official visit.

9. POLICY FOR TRAINING

NANDAN values continual learning.  It is important to keep sharpening the saw, to be relevant in today’s fast paced professional environment.  A training calendar is maintained..   Self-awareness, regular feedback from the Manager and performance discussions lead to identification of training needs. The training committee puts the requirements together and organizes different training programmes at regular intervals.

When training is  scheduled, it is marked in the ERP in the HR module with the objectives of  the training outlined. Identified training can be through the “Learning Management System” or from an external training provider. The project costs of the training should be documented in the “Training Requirement Sheet” and submitted to CEO

Training costs shall be borne by the company.

A report on the training  requirement including the prospectus, benefit to the company has to be submitted to for consideration.

10. GRIEVANCE REDRESSAL POLICY

Committee Name

Members

Purpose

Meeting

Escalation

Management Review Committee

MD, CEO, VP, GM

To keep the health check of the organization

Once a month on 2nd Sunday

N/A

Appraisal Committee

CEO, VP, GM, HR

To review the results of the appraisal process and sign off the increments

Once a year in the 1st week of March

MD

Disciplinary Committee

GM, Prod Head, Stores Head, HR,  and any 2 employees from the same department

To review violation of Policy  

When needed with minimum 48 hrs notice in writing

CEO

Women's right protection Committee (POSH)

GM, 1 senior female official, 2 mid/junior level women employees, 1 external member who has experience in this field

(as per Vishaka guidelines)

To ensure the policy is adhered to in its entirely

Once every 6 months or when needed

CEO

If any employee has any grievance, the doors of the CEO are always open for immediate redressal.  The Meeting with the CEO can be booked on the form with the agenda.

The CEO will call on the employee/s in question in addition to the appellate authority to arbitrate a solution. In case the grievance is against the CEO, an arbitrator from a renowned Industrial Association like the Small Scale Entrepreneurs Association (SSEA, TTC) can be  sought .  

11. DISCIPLINARY POLICY

If there is a breach of discipline and the same is highlighted by any of the employees to the designated authority (Head Production, General Manager, Vice President or CEO) then the Disciplinary action can be initiated against the employee

Disciplinary action

Nandan GSE may invoke these procedures in a situation where there is, for example; inadequate performance, misconduct, a breach of the employment agreement and/or employee handbook. The organisation will:

Step 1.        Give a formal written warning, the details of which will be placed on your file. The warning will remain on file unless Nandan GSE decides to remove it. This Memo will also be part of the Nandan ERP HR Module

Step 2.        Give a final warning if the formal written warning is not heeded or there is further misconduct or poor performance. This will state that further poor performance or misconduct will result in dismissal. This warning will also remain on file unless Nandan GSE decides to remove it.

Step 3.        Dismiss you, either summarily or on notice, if the final warning is not heeded, or if there is further poor performance or misconduct.

Where serious misconduct is deemed to have occurred you may be dismissed without notice and without payment in lieu of notice. Examples of serious misconduct may include, but are not limited to:

(a)        Any material breach of the terms of the employment agreement or employee handbook;

(b)        Any dishonesty or theft;

(c)        Any situation where you commit any act of bankruptcy, become insolvent, or compounds with or attempts to compound with any creditors of you;(not clear)

(d)        Any situation where you behave in a manner likely to bring you, or Nandan GSE, into disrepute;

(e)        Falsification of Nandan GSE’s records;

(f)        Wilful damage of Nandan GSE property;

(g)        Any situation where you take unauthorised absence from work;

(h)        Any acts of violence, threatened violence or harassment against another person whilst in the course of duties for Nandan GSE;

(i)        Being drunk or using illegal substances or drugs whilst on Nandan GSE business;

(j)        Wrongfully disclosing Nandan GSE  Information and

(k)        The inappropriate use of electronic media, and/or social media

        Any violation of the laws of the land

12. INTERNET, PHONE OR MOBILE POLICY

This policy establishes general guidelines for employees, students and volunteers as well as any other users who may be given access to Nandan GSE’s computer and phone systems. These workplace tools are intended for business purposes.

Misuse of Internet, email and phones

Nandan GSE’s electronic media are not to be used for any unauthorized purposes, including;

•        The transmission of abusive, defamatory, obscene or racist communications

•        The searching for, perusal and /or downloading of pornographic or other objectionable or offensive material

•        The transmission of sensitive information about an individual or client

•        Applying for jobs while in employment

•        Where such transmission would, or would be likely to, place the company in breach of the Privacy Act 1993

Vandalism is any malicious attempt to harm or destroy data of another user or any other agencies or networks that are connected to the system. This includes but is not limited to, the uploading,  downloading, transmission  or creation of computer viruses.

Security

Users should never share access with someone else by giving him or her, their password. If this does occur, then you should alert System Support, or change the password, to ensure that your computer files are not exposed to abuse/misuse. You are responsible for your own account and this means taking measures to ensure others cannot use it. Please select passwords following established guidelines (at least 8 characters, mix of cases and alphanumeric and special characters).  Practice clear desk and clear screen policy

You should ensure your PC is shut down correctly and turned off when you leave the office. This ensures unauthorized persons do not have access to the network in your absence.

Physical Security of Computer and Phones

You are expected to take reasonable steps to ensure the protection of your computer and phone including damage due to  improper use, food and drink spillage, and follow  good housekeeping procedures.

Software Purchases and Copyright Infringement

All software used on Nandan GSE computing systems is copyrighted or licenced. All purchases of new software must be approved by the Chief Executive. Software must not be copied unless the relevant licence agreements allow it. You will not infringe the Copyright Act 1994. If you do, you will be held personally responsible for any such infringements.

Internet use

Only sites appropriate to or relevant to the business of   Nandan GSE should be visited. Browsing of non-work related websites, or downloading of non-work related files should be kept to a minimum as outlined below. Please use your best efforts to ensure that your use of the internet for purposes other than work:

•        is kept to a minimum;

•        does not negatively impact upon your work performance or that of others;

•        does not damage the reputation or operations of Nandan GSE;

•        does not involve objectionable material (including but not limited to accessing or circulating items relating to terrorism, pornography, sexism or racism);

•        violate any acts of parliament or laws; and/or

•        result in your private gain.

Nandan GSE may, at any time, review, intercept, access and disclose Internet usage. Users must comply with Indian copyright law and all other applicable laws.

Email use

Internet & email allows you to access an enormous global community, and whilst email can be a powerful medium, messages are not protected in any way when  they travel between correspondents. Therefore you should exercise good judgment and common sense when creating and distributing email messages. Care should also be taken to check all attachments for potential virus.

Email messages must not contain offensive or objectionable material and the email system must not be used to send or receive, without prior authorisation, confidential information including but not limited to copyright materials, company, financial or personnel information or similar materials.

Personal use of email is allowed as long as you use your best efforts to ensure that your use:

•        is kept to a minimum;

•        does not negatively impact upon your work performance or that of others;

•        does not damage the reputation or operations of Nandan GSE;

•        does not involve objectionable material (including but not limited to accessing or circulating items relating to terrorism, pornography, sexism or racism);

•        violate any acts of parliament or laws; and/or

•        result in your private gain.

The email system belongs to Nandan GSE and all email messages created, sent or received are the property of Nandan GSE. Further you should be aware that there is no guarantee of privacy with an email message and that the firm reserves the right to access all aspects of employees’ email at any time for any reason without notice to the employee.

.

Mobile phone use

You may have been issued with a mobile phone for work use. You are expected to take reasonable steps to maintain the handset in good working condition. It is accepted that you may need to use this phone for personal use. It is expected  that this be kept to a minimum during work hours. You will be sent the monthly phone bill and asked to identify (and pay for) those calls which are of a personal nature. The cost of personal calls will be debited to your salary

13. EXIT POLICY

Notice Period

Return of company property

“When you leave Nandan GSE we ask that you:

•        return all company property including company car, mobile phones, computers, access cards and keys, company records, paperwork and documents, identification cards and any other relevant property; an employee is not allowed to copy any data or any confidential information from his/her Laptop or Computer, if found guilty then Company will take necessary action against the Employee.

•        hand over all current work to the appropriate people/person in order to ensure continuity of business/service; and

•        hand over to someone duly authorised to receive them,  all notes of confidential information which you may have acquired during your employment.

Exit Interviews

“When you leave Nandan GSE you will be invited to attend an exit interview. The interview will be scheduled in your last week with us. This is a confidential interview aimed at helping us to understand how we can improve our organizational performance and culture. It focuses on aspects of our employment relationship with you including remuneration, training, working conditions, benefits, management  practices etc. We aim to learn from your feedback and use it to make improvements where needed.”

Employee references

 “Generally Nandan GSE does not provide employee references but does provide a record of service, signed by the Chief Executive Officer. If you have any queries, please contact your manager.”

14. SEPARATION FROM EMPLOYMENT

 

NANDAN GSE has set the following guidelines for separation of employment

 

A.    Reasons for Separation

Separation of employment can occur for the following reasons:

 

1.     Resignation:

Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign from their employment. Resigning employees are encouraged to provide one months’ notice, in writing, to facilitate a smooth transition out of the organization. NANDAN GSE reserves the right to provide an employee with notice pay in lieu of notice in situations where job or business needs warrant such action. If an employee provides less notice than requested, NANDAN GSE reserves the right to recover notice period shortfall and may deem the individual to be ineligible for rehire.  An employee’s request to be relieved earlier than 30 days by paying notice period shortfall is NOT an automatic right- it needs to be approved by the Manager, who will assess the impact of this on work and business continuity.

2.     Retirement:

The Retirement age for a NANDAN GSE employee is 60 years.

 

3.     Job abandonment:

Employees who fail to report to work or contact their supervisor for three (3) consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. The supervisor shall notify the Human Resource department at the expiration of the third workday and initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire.

 

4.     Termination:

Employees of NANDAN GSE are employed on an at-will basis, and the company retains the right to terminate the employee for breach of any terms as mentioned in the appointment letter and/or contained in the Employee Handbook or for non-performance.

 

There are 3 forms of termination

 Suspension

·         Suspension is temporary cessation  of employment due to misconduct or disciplinary issues on the part of the employee.

·         Depending on the gravity of the issue, the employee shall be issued a written warning vide a Memo for the misconduct. The employee having 3 Memos) would be subject to suspension.

·         However, certain forms of misconduct could be serious enough to call for an immediate suspension of employee’s services. In such cases too, NANDAN GSE follows the domestic enquiry route in compliance with the law, and allows the employee a fair chance to present his/her defence·     The initiation and the process of suspension shall be notified in writing to the employee

 

Dismissal

·         Dismissal is termination of employment due to repeated low standards of performance inspite of communication of expectations, counselling and support by NANDAN GSE to uplift performance levels

·         Whenever an employee has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be placed on a performance improvement plan (PIP).

·         PIP status will last for a predetermined amount of time not to exceed 45 days.

·         Two reviews of the PIP will be undertaken, during the 45 days period. Each of the two reviews shall be documented and the progress shall be recorded

·         Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organisation.

·         At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur.

·         The employee separating from employment due to non-performance shall not be entitled to any accrued benefits  

5.     Lay –Off:

·         Lay-offs are involuntary separation of employment initiated by the organization due to unforeseen and adverse business conditions requiring less manpower.

·         NANDAN GSE in principle, does not support the concept of a Lay-off and  follows scientific standards of manpower planning.

·         However, when such situations do arise  optimum care shall be taken by NANDAN GSE to safeguard the interest of the employee to the maximum possible

 

B.    Responsibilities of a Separating Employee

·         The separating employee must return all company property at the time of separation, including uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Full & Final Settlement agreement

·        

C.    Rights of a Separating Employee

·         The provident fund documentation shall be initiated by HR on the last day of employment of the employee. NANDAN GSE shall support in the required paperwork for claim of accrued PF but bears no responsibility/liability towards amount of PF received and the time required for the amount to be deposited in the employees account as it is a government procedure.

·         Health Insurance and other benefits shall be terminated on the last day of employment

 

D.    Rehire

 

 

 

15. TERMINAL CASE OF DEATH DURING EMPLOYMENT PERIOD

When a member of Team expires due to health reasons, accident, Act of God, etc then this policy is applicable

On receiving intimation of this untoward news, the same will be communicated to all in the company. The CEO will  apportion a commensurate amount to be sent to his family along with a representatives of the company for the funeral expenses. This is to provide immediate help to the family and will be handed over ONLY to the next of kin along with a letter that needs to be acknowledged.  This will be considered as an advance towards the final  settlement

This Settlement  amount will be given vide crossed cheque/ NEFT to the next of the kin already registered with us.

The formalities to complete the PF and Mediclaim payments or any other insurance payments will be immediately initiated. However the final responsibility to ensure everything in this regard is done rests with the employee’s next of kin. Hence it is recommended that every individual make some preparations in terms of noting the details with his/her Next of Kin.

We all hope to live long and healthy lives.  But we must be prepared for an untimely/untoward incident at any time-however morbid it may sound.  In order to ensure surviving family members are not put to undue hardship, it is a good idea to maintain details of all our investments/PF/Insurance Policies etc. and share the same with a family member.

16. SEXUAL HARASSMENT POLICY (POSH)

The Sexual Harassment Policy covers safety of Women at Workplace and extended workplace which includes shuttle bus/vehicle taken to commute to work or place of business, hotel where a Colleague stays while on official duty, travel by any mode of transport while on company business, entertainment at any venue on company business and  all offices of the company.

1 Sexual Harassment

Nandan GSE  is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered as harassment, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior like gender-based harassment of a person of the same sex as the harasser. The following is an indicative but not exhaustive list of sexual harassment:

·         Any form of sexual advances.

·         Offering employment benefits in exchange for sexual favors.

·         Making or threatening reprisals after a negative response to sexual advance.

·         Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons, or posters.

·         Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes

· Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual,     or suggestive or obscene letters, notes, or invitations.

·         Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

·         Submission to such conduct is made either explicitly or implicitly a term or condition of employment.

·         Submission to or rejection of the conduct is used as a basis for making employment decisions or

·         The conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

2 Potential Harassment Behaviors

Sexual harassment can take many forms, including repeated sexual flirtations, advances, or propositions, continued or repeated language of a sexual nature, graphic or degrading comments about an individual or his or her appearance, the display of sexually suggestive objects or pictures, or any unwelcome or abusive physical contact of a sexual nature. Sexual harassment also includes situations in which employment benefits are conditioned upon sexual favors or in which the conduct has the effect or purpose of creating a hostile, intimidating, or offensive working environment.

3 Prevention- Do’s and Don’ts

·         Be aware and conscious of engaging in potential sexual-harassment behaviors or incidents at work.

·         Be sensitive to individuals who may be offended by the verbal and non- verbal behavior of others.

·         Be aware of subtle forms of sexual harassment.

·         Watch for and discourage sexual behaviors that negatively affect work.

·         Pay attention to the response of others to avoid unintentional offense.

·      Do not assume that Colleagues or co-workers enjoy or want to hear risqué jokes or sexually oriented comments about their appearance, or be touched, stared at, flirted with, or propositioned for dates or sexual favors.

·         Ask yourself if your verbal or non-verbal behaviors might have a negative impact on other co-workers’ attitudes toward work.

4 The Act:

·         An Act is meant to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith or incidental thereto.

·         The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.

·      The Act uses a definition of sexual harassment which was laid down by the Supreme Court of India in Vishaka v. State of Rajasthan (1997). Article 19 (1) g of the Indian Constitution affirms the right of all citizens to be employed in any profession of their choosing or to practice their own trade or business. Vishaka Vs. State of Rajasthan established that an action resulting in a violation of one’s rights to ‘Gender Equality’ and ‘Life and Liberty’ is in fact a violation of the victim’s fundamental right under Article 19 (1) g. The case ruling establishes that sexual harassment violates a woman's rights in the workplace and is thus not just a matter of personal injury.

5 Consequences:

Once the committee has completed its investigation, consequences would be determined by the said committee and may range from issuing an apology letter to suspension to demotion to change of role and department to termination (these are not mutually exclusive).

Internal Complaints Committee:

The Act requires all workplaces employing ten or more workers to establish an Internal Complaints Committee ("ICC"). The ICC must consist of at least four members under the Chairpersonship of a senior woman Colleague and must also include two members from amongst the Colleagues preferably committed to the cause of women or with experience in social work or legal knowledge and includes a third-party member, preferably affiliated with a non-governmental organization.

If you experience or witness sexual or other unlawful harassment in the workplace, report it immediately to the  Internal Complaints Committee. You can raise concerns and report without fear of reprisal or retaliation.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Internal Complaints Committee, so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful behavior will be subject to disciplinary action, up to and including termination of employment.

 

EAch office has to have a committe. Chairman and external member can be common

 

Email id for this –.( Need to create email ID separately for POSH .) ...........com

 Committe Formation

  1. Chairperson : Mrs Malathi Rai ( External Organization)
  2. Senior Leadership 1 :
  3. Senior Leadership 2 :
  4. Junior Employee 1 ( Female ):
  5. Junior Employee 2 ( Female):
  6. Junior Employee 3 ( Female ):
  7. Junior Employee 4 ( Female ) :

Grievance Redressal Policy

The Company aims to provide a harmonious work environment that is conducive to achieving the high standards of productivity and customer service that the organization expects from all its colleagues.  The Grievance Redressal Policy has been framed to provide a framework to resolve any complaints/grievances that colleagues may have, in a fair and transparent manner.

 

Grievance Redressal Committee

The Committee will comprise of a maximum of 6 members.  The Committee will have equal number of members representing the Management and the colleagues, respectively.  There will also be an equal number of male and female members on the Committee.  Any changes to the composition of the committee will be updated in the Handbook.

The list of Committee members is:

Manner of selection of members representing the colleagues:

Representatives from amongst the colleagues, will be selected from those who fall within the definition of “workmen” under the Industrial Disputes Act, 1947.  They will be selected by the department heads initially.  Colleagues who wish to be considered for being part of the Committee may write to the HR department.  The appointment will be on a rotation basis for a period of (12/24) months at a time. If there are any concerns relating to the appointment of a colleague as a member of the Committee, you may write to the .... The Chairperson of the Committee shall be selected from the members representing one or the other side, alternatively on a rotation basis every year.

 

Grievance or Complaint

A grievance or complaint for the purposes of this Policy is a matter which a colleague believes makes the working condition unsatisfactory or uncomfortable.  It could be related to things like work environment, facilities necessary for performance of job, adherence to contractual obligations, conflicts with other employees/ team or conflicts with immediate superior/ reporting supervisors or managers and may include a feeling of personal injustice or victimization arising due to any reasons concerning the workplace or working conditions which have not been addressed through normal channels.

 

Who can file a grievance or complaint?

Any person employed with the Company.can file a grievance or complaint.  Other people working within the  office may also approach the Committee and while the Committee is not bound to entertain complaints from non-colleagues if the issue is serious, the Committee may consider the matter.

 

Procedure for Redressal of Complaint

You may submit a written complaint via email at............... to the Committee.   It is recommended that you note the details of any relevant incident which distressed you and details of any requests made to cease such behavior/action.https://forms.gle/UX3JAFRYx2MMG9t16

 

The Committee will complete any such proceedings arising out of or in relation to a complaint by you within a period of 30 (thirty) days of receipt of the written complaint or grievance.  The Committee can investigate the matter and examine any employee or any other person evidencing the details of the grievance or complaint.

 

General Guidelines and Principles for Redressal of any grievance

While raising a concern or lodging a complaint, please give as many details (date, time, people involved etc.) as possible and preferably in writing.   The Company  wishes to make things better for you as quickly as possible and prevent a recurrence of any such issue.

 

If complaints are anonymous, the Committee will do its best to resolve the matter.  However, in the absence of details, the Committee may not be able to assist/ help you.

 

Nandan GSE  assures you that the Committee will strive to keep your identity as confidential as practical within the confines of the investigation so long as it does not hinder or frustrate the investigative process.  The investigative process may reveal the source of the information on a limited “need-to-know” basis for the purpose of conducting the investigation.

 

The Committee will investigate all complaints that you raise in a fair, objective, and timely manner taking the principles of natural justice into consideration.  Wherever required, swift and strict action will be taken to resolve grievances related to misconduct.

 

Nandan GSE expects and it is the duty of everyone to cooperate with an investigation by the Committee required to address a complaint/grievance, and to keep information regarding the investigation confidential.  Failure or refusal of any person to cooperate during such investigations by the Committee will be considered as misconduct and will be treated accordingly with appropriate corrective action.

 

If the findings of the investigative process support the allegation, corrective action will be taken to remedy the matter.  In determining appropriate action or resolution, the Committee will take into consideration the seriousness of the alleged improper conduct, the credibility of the concern, and the ability to confirm the alleged misconduct from other sources.

 

Appeal

If you’re dissatisfied with the resolution of a complaint by the Committee, then you may file an appeal to .....   within 7 (seven) working days stating your reasons for the same.  The team will review the matter and will accordingly give a final decision on the complaint within 30 days of receipt of such appeal and send a copy of their decision to you.

 

Violations or misuse of this Policy

Knowingly making a false/frivolous complaint or deliberately providing false information during an investigation out of malicious intent will be considered a violation or misuse of this Policy.

 

Any such violations or misuse of the provisions of this Policy shall be treated as a gross misconduct and serious disciplinary action may be taken by Company  including but not limited to termination of employment with Company.  

The management of Nandan GSE reserves the right to alter, change, modify or discontinue this Policy at any time with or without notice. The interpretation of the policy rests exclusively with the Management.  The decision of the Management is final and binding.

 

17. SUMMARY OF THE WORKING POLICY

Do Checkback and read this every week

Reminder of the Nandan GOAL

ANNEXURES 

ANNEXURE 1 : ACKNOWLEDGEMENT FORM

Annexure 2: Employee Inward Form

Annexure 3: Leave Application form

Annexure 4: Comp-off slip

Annexure 5: Loan Application Form

Annexure 6: Advance Application Form

Annexure 9: EPFO Information Form

Annexure 10: Mediclaim Information Form

Annexure 11: Service And Travel Reimbursement Form

Annexure 12: Leave Encashment Form

The HR has all time available the following act and laws which are complied all the time :-

PRIVATE AND CONFIDENTIAL             © Nandan GSE Pvt Ltd                                        

[1] http://www.cii.in/sectors.aspx?enc=prvePUj2bdMtgTmvPwvisYH+5EnGjyGXO9hLECvTuNsy6wi8n51MYU6wKqWaceom

[2] http://www.un.org/en/documents/udhr/

[3] https://www.unglobalcompact.org/

[4] http://www.ilo.org/declaration/lang--en/index.htm