INDEX

• Corporate Apex Body • Long Service Awards [Revsd,2017]

• Office Timings & Working Hours • Retirement Policy [Revsd,2017]
• Late Sitting and Office Allowance • Corpus Fund
• Grade Structure & Designation • Death Benevolent Scheme
• Local Conveyance[Revsd,2017] • Mediclaim & GPA Insurance Policy
• Company Car , Driver’s Salary & Fuel • Loan Scheme[Revsd,2017]
Reimbursement Scheme [Revsd,2017] • Employment Notice Period
• Transfer of Services • Leave Policy[Revsd,2017]
• Domestic Travel Mode [Revsd,2019] • Wedding Gifts[Revsd,2017]
• Domestic-Hotel & Boarding [Revsd,2017] • Employee Suggestion Box
• Domestic-Outstation Allowance
• Hardship Allowance
• Overseas Travel-Hotel Lodging & Boarding[Revsd,2019]
• Overseas Outstation Allowance [Revsd,2019]
• Overseas Deputation Allowance [Revsd,2019]
• Tea Allowance and snacks at site [Revsd,2017]
• Mobile Policy & Entitlement Matrix
• Laptop & Data Card Policy
• Company Credit Card Facility
• Continuous Education Policy
Corporate Apex Body (CAB)
OBJECTIVE:

CAB is the apex body for decision making and deliberations on the developmental,
strategic issues in the organization. The objective of this body is to ensure optimal
utilization of all resources, unify and standardize administrative policies, also to ensure
dynamic & continuous business growth.

COMPOSITION:

• Managing Director (Chairman)

• CEOs
• Group CFO
• Group Head of HR

FREQUENCY:

The first Apex body meeting will be held after the Company’s Budget meeting of 2017.
The frequency of the CAB meeting will be decided post the 1st meet (either Annual or
Half yearly)
 Office Timings & Working Hours
Location Working Hours Lunch break Weekly Off Working
Saturdays
Corporate Office 10.00am to 30 minutes 1st ,3rd & 5th 10.00am to
/Regional/Major 6.00pm Saturday and 4.00pm
Branch Offices all Sundays

Flexi Timing:
a) Minimum of 8 hours daily between 9 am and 6:30 pm will be observed.
b) Late Coming - Employees entering office between 10:30 AM & 11AM will be considered
as late coming. Anything beyond that will be treated as half day leave or loss of pay.
c) Early Going - Employees leaving office after working 7 hours on weekdays or 5 hours on
working Saturdays will be considered as early going. Anyone leaving before that will be
treated as half day leave or loss of pay.
d) Maximum 1 hour late coming / early going will be allowed up to 3 occasions in a month.
Anything beyond that will be treated as half day leave or loss of pay for every 3
occasions of late coming / early going. This principle will be followed for every
subsequent 3 occasions of late coming / early going.
• The above Weekly Off & Working Hours are applicable to Corporate Office, Regional
Offices and Major Branch Offices.
• All sites will be working six days in a week.
Late Sitting and Office Allowance
OBJECTIVES:
The objective of the policy is to provide extra conveyance allowance for employees who work beyond
office hours on normal working days.

ELIGIBILITY:
Male employees – Beyond 9 PM
Female employees – Beyond 8:30 PM

ALLOWANCE:
Employees who sit late can claim conveyance allowance on actuals subject to submission of original
bills/vouchers (eg. Ola/Uber)

Note : Late sitting will require prior approval form Branch head /regional Head/ Functional
Head
Grade Structure & Designation
Revised Grade Structure
Previous Grades Revised Grades Role based position
* UC CEOs, CxOs, Group Centre
M0

A1 COO, CxOs, Group Centre, National Heads, All India

Function Head, Heads, Regional Heads, Function Heads
M1 A2 Group Centre, CxOs, National Heads, All India Function
Head, P&L Regional Heads, Regional Heads, Function
A3 Heads
P&L Regional Heads, Head of function /Role based
M2 G1 positons
G2 Role based positons
M3 G3 Dy. GM. / Role based
M4 G4 Senior Manager/ Role based
E1/O1 E1/O1 Manager
E2/O2 E2/O2 Sr. Engg/Sr.Exec/Asst. Mgr./Dy. Mgr.
E3/O3 E3/O3 Project Engineer/Executive
E4/O4 E4/O4 Jr. Engineer /Officer
S1,S2,S3 & W S1,S2,S3 &W Supervisors & Workers
* UC (Unclassified) are the direct reports of Chairman
Local Conveyance (From Residence to Office or Site and back)
OBJECTIVE:
The Local conveyance policy has been formulated to establish guidelines while travelling for official
or business purpose. It includes procedures for approval, reimbursement limit and control of travel
expenses
GENERAL REIMBURSEMENT APPLICABLE TO ALL GRADE G3 & BELOW :
For all grades from G3 & below, employees are entitled for local conveyance reimbursement for
daily commuting from residence to workplace (site or office) & back. The limit is set up to a
maximum of Rs.1500/- by local means of transport i.e. local train, bus or sharing auto/vehicle. For
travel by any other means including own vehicle, auto or shared taxi, declaration within above limit
with HOD and HR approval is must. Site based staff will be extended the same limit of Rs. 1500/-
p.m., however for some remote sites this limit may get increased within permissible limit, subject
to approval of HOD & HR.

If any employee has to travel for official work other than his regular working place, he/she can claim
conveyance for such visits on actuals subject to submission of bills.

Use of own Two wheeler : Employees in the grade of E4/O4 to G3 may opt for using their own two
wheeler for work related local commute and claim reimbursement on monthly basis @ Rs.4 per KM
or up to the maximum limit of Rs.3000/- pm. whichever is less. This facility can only be extended to
those employees who are frequently going out for official work and willing to use their own vehicle
and will necessarily need the approval from HOD and HR.
Local Conveyance (contd.)
Use of own Four wheeler (approval based) :Employees in the grade of G3 & G4 using their own four
wheeler for work related local commute and can claim reimbursement on monthly basis @ Rs. 9 per
KM or up to the maximum permissible limit of Rs.10,000/- pm. whichever is less. This facility can only
be extended to those employees who are frequently going out for official work and willing to use their
own vehicle and will necessarily need the approval from HOD and HR.

Please note : Rate mentioned above for 2 wheeler & 4 wheeler includes fuel & maintenance cost.

Cases who have been considered for Co. car scheme: Employees in the Grade G3 (mainly from
Project, Sales & BD) who are identified and authorized to avail co. car scheme are eligible for monthly
car allowance and fuel reimbursement at Rs.6/- per km subject of the max limit of 10,000/- pm.

Note: Those employees who have been given approval for usage of their own two wheeler or
four wheeler for commuting from residence to office / site must use the same for all official visits
within the city and claim additional reimbursement as per km. rate mentioned above. In such
case no taxi claim will be accepted.
Local Conveyance Official Work at base location

Local Conveyance within the city for all official work viz. travelling from office to sites, vendors,
clients etc., employees may avail following mode of conveyance and claim reimbursement as per
the Matrix given below:

Grade Mode – I Mode – II (Own vehicle )

G3 – G4 By Taxi or Auto at actuals (preferably Own Car @ Rs. 9.00/km or
OLA/UBER with bills). Two Wheeler @ Rs.4.00/km
E1/O1 By Taxi or Auto at actuals ( preferably Own two wheeler @
OLA/Uber with bills). Rs.4.00/km
E2/O2 – E4/O4 *By Local bus or Train or Auto at actuals. Own two wheeler @
Rs.4.00/km
S1 – S3 *By Local Bus or Train or Auto at actuals.

Please note : Per km. rate mentioned above for 2 wheeler & 4 wheeler includes fuel &
maintenance cost.
* If Bus or train is not available / feasible, auto can be used with intimation to immediate superior.
 Company Car Policy
(Car allowance, Driver’s Salary & Fuel Reimbursement)
At senior level (UC, A1, A2, A3, G1 & G2), employees are eligible for the Car Allowance, Driver’s salary
Reimbursement and Fuel Reimbursement as given below as per their grades.

Fixed Car ** Driver's Salary Fuel

S. No Grade Allowance Reimbursement Reimbursement
(per month) (per month) Rates per Km
1 A1 42000/- 18000/- pm Rs. 8/-
2 A2 32000/- 18000/- pm Rs. 8/-
3 A3 27000/- 18000/- pm Rs. 8/-
4 G1 22500/- 18000/- pm Rs. 7/-
5 G2 19000/- 18000/- pm Rs. 7/-
6 *G3 16000/- Not Applicable Rs. 6/-
*At G3 level car allowance is subject to HOD’s & Corporate HR’s approval.
**The above driver’s salary reimbursement is only applicable for eligible employees who are using their
personal driver.
Transfer Policy(Domestic & International)
Objective:
The objective of transfer is mainly to facilitate career progression, scope for growth and Development of
employees and to optimize employee potentials & business opportunities very effectively.

Domestic Transfer Policy :

1. One time travel expenses for self & family to be borne by the company. (as per our company domestic
travel policy).

2. Reimbursement towards shifting of household goods / packers and movers (best out of 3 quotes
would be considered & reimbursed, within the permissible limit)

3. For initial 15 days accommodation at company guest house OR alternate hotel arrangements shall be
provided by the company.

4. Disturbance allowance @25% of the monthly basic salary shall be paid for the first Six Months or the
immediate increment cycle whichever is nearest. This amount will obviously vary from employee to
employee depending on their basic salary. The disturbance allowance will not be applicable if the
organization provides company accommodation to the employee.
Transfer Policy (contd.)
5. For assisting in children’s school admission a one time fees / deposit at actuals or Rs. 50,000
(per child) whichever is lesser for up to two children would be allowed. (subject to submission of
supporting documents)

6. One month house rent or actual whichever is lesser shall be reimbursed towards house rental
brokerage.

International Transfer Policy:

On transfer to overseas location
1. One time travel expenses for self & family to be borne by the company. (as per our company
Overseas travel policy).

2. One time settlement allowance will be up to 2000 USD for school donation/ deposit, subject to
submission of supporting documents.

3. At the time of transfer, HOD and Group Head HR will decide the remuneration for international
postings

Please Note:
In case employee base location is not disturbed on account of Internal Transfers or Deputations
or if the transfer or deputation is done based on the personal request of an employee, then the
above mentioned benefits are not applicable.
Domestic Travel Mode
OBJECTIVE:
To provide guidelines for domestic travel for business purpose within India.

The eligibility mode of travel for all employees of S&W are given below:

Outstation
Outstation Outstation
Journey more than
SL. No Category Journey upto 400 Journey more than Local Journey
400 Kms but less
Kms 600 Kms
than 600 Kms
Air Economy
AC Taxi
AC Taxi OLA/UBER AC
1 UC to A3 AC 2 Tier Air Economy
AC 2 Tier Taxi
AC Bus
AC Bus
Air Economy
AC Taxi
AC Taxi OLA/UBER AC
2 G1 & G2 AC 2 Tier Air Economy
AC 2 Tier Taxi
AC Bus
AC Bus
AC Taxi AC Taxi
OLA/UBER AC
3 G3 & G4 AC 2 Tier AC 2 Tier Air Economy
Taxi
AC Bus AC Bus
AC taxi * AC taxi *
AC 3 tier OLA/UBER AC
5 E1/O1 AC 3 Tier AC 3 Tier
Air Economy** Taxi
AC bus AC bus
E2/O2, E3/O3 & AC 3 Tier AC 3 Tier AC 3 Tier OLA/UBER AC
6
E4/O4 AC bus AC bus AC bus Taxi
2ND SLEEPER 2ND SLEEPER AC III Tier
7 S1, S2 & S3 Taxi/Auto
AC BUS AC BUS Luxury BUS

Please Note :
* AC taxi will be allowed in that grade incase pooling of car is done - where there are 3 or more persons
travelling together
** Air travel in E1 / O1 grade will be allowed with two levels of approval.
Domestic - Hotel & Boarding
The eligibility for hotel for employees in various grades are given below:

Food & Other Expenses

Hotel Entitlements (Including taxes) @
reimbursement maximum limit per
per day. (Rs.)
S. No Category / day (Rs.)
Grade
Grade A Grade B Grade C Grade A Grade B Grade C
Cities Cities Cities Cities Cities Cities
UC,A1,A2 & 9000 7000 6000 2000 1500 1200
1 A3
G1 & G2 7000 6000 4000 1500 1200 1000
2
3 G3 to G4 5000 4000 3000 1000 800 700
4 E2 to E1 3500 3000 2500 800 600 500
5 E3 to E4 2000 1500 1000 800 600 500
6 S3 to S1 1500 1000 750 800 600 500
Grade A Cities: Mumbai, Delhi, Kolkata, Chennai, Bangalore and Hyderabad .
Grade B Cities : All state capitals and bigger cities excluding Grade A cities.
Grade C Cities : Includes all smaller cities and towns excluding Grade A & B cities
In Most of the locations, company has a tie-up with hotels or company guest houses are present. Therefore all
bookings must be routed through Admin. dept. Employees have to attach lodging & boarding bills while claiming
reimbursement.
Employees who make their own arrangement for boarding and lodging during Domestic Travel, will be eligible to
claim 30% of their daily allowance as per allowance without any bills, the same would be subject to tax as per IT
rules.
Domestic -Outstation Allowance
Employees relocation beyond 15 days from his/her base location will qualify for “Out Station
Allowance” and will be reimbursed as per the Matrix given below:

Category / Grade Out Station Allowance (Per Month)

UC
A1,A2 & A3 At the discretion of Management
G1 & G2
G3 7000/- pm.
G4 & E1/O1 6000/- pm.
E2/O2 & E3/O3 5000/- pm.
E4/O4 4000/- pm.
S1 2500/- pm.
S2/S3/W 2000/- pm.
Note:
For project related work, when employees are deputed to other locations, Company provides guest
house and transportation facility on sharing basis. Where ever possible ,cook is arranged by the
company. Out Station Allowance (o/s) is given to take care of food and other miscellaneous
expenses. The o/s reimbursement will be calculated on a monthly basis and payable for the actual
number of days Present. Any leave beyond 3 days in a month will be treated as non payment days.
Hardship Allowance
OBJECTIVES:
Sterling & Wilson gives its site employees an additional allowance termed as Hardship allowance
which is over and above outstation allowance. It is given to employees who are deputed at
extremely remote sites with the view to compensate for the additional hardship that they have to
go through.
PROCEDURE:
The decision for declaring a site for Hardship allowance will be taken at the beginning of
operation by Business Head & HR.
Hardship allowance is given @ 60% of outstation allowance (as per below table)

Hardship Allowance
Category / Grade
(Rs. Per Month)
UC
A1, A2 & A3 At the discretion of Management
G1 & G2
G3 4200/- pm.
G4 & E1/O1 3600/- pm.
E2/O2 & E3/O3 3000/- pm.
E4/O4 2400/- pm.
S1 1500/- pm.
S2/S3/W 1200/- pm.
Overseas Travel (Hotel lodging & boarding)
OBJECTIVE:
This policy is to define entitlements of the employees while on overseas tour and to have reasonable
limits on travel so that the objective of the business trip is met with.
UC GRADE A1, A2 & A3 GRADE G1, G2 & G3 GRADE G4 to E2 GRADE O3/E3 to S GRADE

SL NO COUNTRIES HOTEL Meal HOTEL Meal HOTEL Meal HOTEL Meal Meal
HOTEL
Allowance Allowanc Allowanc Allowanc Allowanc
per day
per day e per day e per day e per day e per day
per day per day per day per day
Great Britain,
Europe, US,
Australia, China,
Singapore,
1 $300 $150 $250 $135 $225 $125 $175 $100 $125 $75
Japan, South
Africa, Canada,
New Zealand,
South Korea.

Rest of the
2 $200 $125 $185 $110 $175 $100 $145 $80 $115 $75
World
Overseas Travel (Hotel lodging & boarding)
contd..
Note:
1. Above entitlements are subject to production of actual bills
2. Alternatively Per diem Allowance :Employees who make their own arrangement for boarding
and lodging will be eligible to claim 40% of their daily allowance as per diem allowance
without any bills.
3. Alternatively employee can claim per diem food allowance without bills as per below table:

FOOD ALLOWANCE (per diem) - without bills

UC $ 75
A1, A2, A3, G1 & G2 $ 65
G3 , G4, E1 & E2 $ 50
E3 to S $ 40
Note:
1. For any business meal claim provided by employee for entertaining vendor/customers, 1/3rd
allowance per meal claim will be reduced.
2. Daily Allowance will start from the time employee arrives in the country (in the respective time
zone of that particular country) as under:
a) Arrives before 10 AM - Full daily allowance
b) Arrives after 2 PM - Half daily allowance
c) If employee departs before 10 AM - no daily allowance
d) If employee departs after 2 PM - half daily allowance
 Overseas Outstation Allowance
Employees relocation to International location for short term duration beyond 15 days to 3 months
at a stretch is treated as a Overseas Outstation Allowance and will be paid as per the Matrix given
below:
A1, A2 & A3 G1, G2 & G3
UC GRADE G4 to E2 GRADE E3 to S GRADE
GRADE GRADE
Overseas OverseasOverseas Overseas Overseas
SL NO COUNTRIES Outstation Outstation
Outstation Outstation Outstation
Allowance Allowance
Allowance Allowance Allowance
(per
(per Month) (per Month) (per Month) (per Month)
Month)
Great Britain,
Europe, US,
Australia, China,
Singapore, Japan, $ 1200
$ 1800 $ 1500 $1050 $ 900
1 South Africa, ($40 per
($60 per day) ($50 per day) ($35 per day) ($30 per day)
Canada, New day)
Zealand, South
Korea.

$ 1050
$ 1500 $ 1200 $ 900 $ 750
2 Rest of the World ($35 per
($50 per day) ($40 per day) ($30 per day) ($25 per day)
day)
NOTE:
1. Up to 1 month - 100% of the amount mentioned in the chart
2. 2 months onwards @ 75% of the amount mentioned in the chart
Overseas Outstation Allowance contd..
1. The “Overseas Outstation Allowance” mentioned in the matrix is applicable in the
event of an Overseas assignment for Operations & Projects team employee who
would be travelling for more than 15 days but less than 3 months.

2. This “Overseas Outstation Allowance” is meant only for food and other
miscellaneous expenses borne by an individual in the event of an overseas
deputation.

If stay is > 15 days : In the event of food and stay arrangements being taken care by the
company or client, then an employee is entitled for only 60% of the Overseas Allowance
applicable to his/her grade. For example @ $ 16 per day for the lowest grade and $54
per day for the higher grade. In case the employee opts only for Company/client
provided accommodation without food, then he will be entitled to claim 50% of per
diem food allowance additionally.
Overseas Deputation Allowance
Scope : The policy will cover overseas deputation allowance during overseas
deputation which are long term (beyond 3 months) and subject to work permit
in overseas country.

Eligibility : Employees selected for overseas projects with prior approval of

HODs and HR will be eligible for Overseas Deputation Allowance.

Overseas Deputation Allowance : One additional gross salary will be paid in

local currency / USD and company provided lodging, boarding & transportation
facilities.

Note: All employees on overseas deputation, will be given a Letter of

Deputation by the HR Department and they will be expected to follow the
terms set out in the letter.

Central Coordinator: All overseas deputation cases and their visa/work permit
must get routed through Corporate HR.
Tea Allowance at Site
OBJECTIVES:
To ensure that tea allowance for site employees is as per industry standards

PARTICULARS:
Rs. 500/- per month per employee

Food and Snacks (Late Hours)

OBJECTIVES:
The organization provides refreshments which are healthy and that they meet the dietary needs for
employees who are staying for official work beyond working hours. (beyond 7.30 pm.)

ELIGIBILITY:
Site employees - Anybody staying beyond 8 PM can claim Rs.50/- for Snacks on working days. For
employees who are coming on non-working days can claim Rs.100/- for Lunch / Food.
Site In-charge will monitor these expenses/ reimbursement

Office employees - Healthy refreshments will be provided by the company for employees staying at
work beyond 7.30 PM. Bread-Butter-Jam, Banana & Milk will be provided.
Laptop and Data Card Policy
Eligibility:
❑ G4 & above are eligible for Laptop & Data card.

❑ E1/O1 and below - Laptop/Computer Peripherals is as per business need.

Procedure:
Undertaking/justification is to be provided for the same in the requisition/ Approval form. The
same will only be provided after the approval of Business Heads & CFO.
If for business reasons, employees in the band of G4 & below need to be allocated a laptop;
approval from the business head & CFO is imperative provided it has a need based justification.

S.No Category Basic Price limit for Laptop Limit for Data card usage
1 UC, A1, A2 & A3 75,000/- At actuals
2 G1, G2 & G3 60,000/- Within Rs.1000/- pm.

G4 and below (only after

3 recommendation & approval 40,000/- Within Rs.1000/- pm.
of HOD & CFO)

Replacement of Laptop : After 3 years of use employee can request for replacement of his laptop.
Any damage or loss of laptop will be borne by employee.
Company Credit Card Facility
Objective:
• Corporate Credit Card is a convenient tool given to senior executives who travel frequently
for outstation assignments for work.
• Employees in the grade of G1 & G2 and above are extended this facility after completion of
probation period (six month) of service.

S.No Grade Card Type Credit Card Limit

1. UC Platinum 5,00,000/-

2. A1, A2 & A3 Gold card 4,00,000/-

3. G1 & G2 Gold Card 3,00,000/-

Note:
On receipt of the bills from the credit card of the company, the employee will verify the bills for
payment with all supporting documents and forward it to the accounts dept. within stipulated time
line.

Company credit card should be used for business related expenses only, and as far as possible should
not be used for personal purposes.
Continuous Education Policy
OBJECTIVES:

1. To provide financial assistance to employees in pursuing specialized training programs/

Courses leading to award of Certificate/ Diploma/ Degree.
2. Such programs/ courses to facilitate better job performance and career development –
competency enhancement for the current role/ future role as defined and planned
3. Enhance employee engagement and motivation

ELIGIBILITY:

The employee should have undergone one successful appraisal cycle with good to excellent level
of performance and the program/ course identified should be relevant to the current/ future job
in the organization.

EDUCATIONAL GRANT LIMITS:

1. Workers with ITI/ equivalent diploma- up to 1 lakhs

2. E1/O1-E4/O4 – up to 3 lakhs
3. G4-G3 – Up to 5 lakhs
4. G2 and above – Up to 10 lakhs
Continuous Education Policy contd..
Procedure - Course Identification and approval:

a) These courses will aim to upgrade technical/Functional/Management knowledge and skills and
take a employee from Diploma to Bachelor’s degree and from Bachelor’s degree to Master’s
degree (Ex. From B.E/ B. Tech to M. Tech/ M.S. and from BBA, B.com to MBA). This includes any
professional upgradation through certification.

b) A suitable Program directly linked to the current /future role to be identified and initiated by the
concerned employee.

c) The concerned employee to give a written application (as per the template) to immediate
superior specifying the need and relevance of the course and furnish all the necessary details
(Course content, Brochure, course fee etc.)

d) The program selected needs to be recommended by the immediate superior and then approved
by the Regional Head and All India Business Head (establishing a clear business case for the
recommendation with role linkage).

e) In case of a course costing more than 10 lakhs (Exp. MDP progs from renowned Indian /foreign
Institutes), the approval will be required from the CEO/MD.
Continuous Education Policy contd..
f) The Corporate Learning and Development department will simultaneously evaluate the course
and the Institute preferred by the employee and advise on suitable options.
g) The application will be evaluated and cleared by Corporate Learning and Development and
Corporate HR Head.

Administration of the Educational grant:

a) S&W will pay 25% of the course fee at the time of enrollment in the course, 50% before the
completion of the course. The balance 25% amount will be paid on passing the final examination
within pre-defined Course duration.
- Limited time extension to complete the course may be granted in cases of unavoidable business
/personal exigencies. Course extension fee will be paid by the employee.
b) employee needs to submit course admission document upon release of the first installment of
grant of 25% of course fee.
c) The disbursement of second installment of 50% is subject to the employee passing all mid - way
evaluations/ tests of the course in all subjects conducted thus far. The employee must provide
necessary documents like the semester marks sheets for this disbursement.
d) The final disbursement of 25% is subject to the employee passing the course in totality and
submission of course certificate after final examination.
e)The above documents must be submitted by the employee to Corporate L&D as required, to
enable the grant disbursements.
Continuous Education Policy contd..
SERVICE AGREEMENT:

a) In case of grant up to 1 Lakh; Employee will have to sign a bond to serve the company for at least
one-year post completion of the course.

b) For the grant categories of up to 3 and 5 lakhs, the employee will have to sign a bond to serve
the company for at least two years post completion of the course.

c) For a grant of up to 10 Lakhs and above, the employee will have to sign a bond to serve the
company for at least three years post completion of the course.

d) In case, the employee abandons the course mid- way / does not pass it within the specified
course duration/ leaves the company during the course period/bond period – the entire
educational grant amount will be recovered from the employee.
Mobile Policy & Entitlement Matrix
Company provided Mobile Hand-set & its bill payment will be applicable as per the following matrix
subject to approval of the Mgmt. / Business Heads. :
Category Monthly billing limit Price limit for handsets
UC Actuals At Actuals
A1, A2, A3, G1 & G2 Actuals 45,000/-
G3 Up to a maximum limit of 2000/- pm. 25,000/-
G4 Up to a maximum limit of 2000/- pm. 15,000/-
E1/O1 Up to a maximum limit of 750/- pm. up to maximum limit of 10,000/-
E2/O2 , E3/O3 & E4/O4 Up to a maximum limit of 550/- pm. up to maximum limit of 7,000/-
S1, S2 & S3 Up to a maximum limit of 550/- pm. up to maximum limit of 5,000/-
Note: Where ever company has offered handset to employees, the SIM card no. must be on company’s
name.

Replacement of Handset: Once in three years. Any damage or loss of hand set within 3 yrs. will be
borne by employee.

Loss of Handset: 25% of the handset amount will be charged to the employee to purchase a
replacement mobile as penalty in case there is a loss of device . This will require HOD’s approval

Usage of own mobile : Those employees who are not given co. mobile and if they are frequently using
their personal mobile for official purpose. In such cases they may request for reimbursement of
monthly bills by obtaining one time approval from HOD. This scheme will not be applicable to G4 &
above grades as they are mainly provided with co. mobile.
Long Service Awards
Objective:
Sterling & Wilson appreciates and acknowledges the longevity of the tenure of its employees
who have served the organization with sincerity and dedication , with a Long Service Award.
Procedure:
Employees who have completed 10, 15, 20 and 25 years will be felicitated with long service
award during the annual get-together, annual picnic or during any other big annual event at
Regional office and Corporate office.

The details of the gift, citation and memento is as per given matrix:

Sr. No Years of Service in S&W Group Gift Citation & Memento

1 10 years
2 15 years
3 20 years
4 25 years
Gift voucher of 10,000/- Certificate
Gift voucher 5000/-and Titan Wrist Long service Trophy
watch (Couple) and Certificate.
5gm gold coin , Gift voucher 5000/- Long Service Trophy
and Titan Wrist watch (Couple) and Certificate.
10gm gold coin , Gift voucher
Long Service Trophy
5000/- and Titan Wrist watch
and Certificate.
(Couple)
Retirement Policy
OBJECTIVES:
Organization is committed to creating a positive and inclusive environment, respecting equality and
diversity as well as encouraging good relations between people of all ages.

ELIGIBILITY:
All employees of the Company shall retire on completion of the age of 65 years. The retirement shall
be on the last working day of the month in which the employee completes 65 years of age.
Based on the need , extension can be given to employees in leadership role up to 2 years. Post
extension employee can be taken on retainer ship basis. However, no PF and gratuity will be
considered/given.

PROCEDURE:
Corporate HR will inform the employee about the retirement by a letter three months in advance &
brief on the retirement benefits relating to the settlement of his/her dues such as full & final
settlement, PF, Gratuity etc.
Corpus Fund- Critical Illness
OBJECTIVE:

S&W Group is committed in creating a healthy and employee friendly working environment that ensures
& enables employees to work free from health & illness related issues. Corpus Fund is formed for
extending financial support to employees & their family members (parents, spouse & children) during
medical emergency to their family for Critical illness.

SCOPE:

The main critical illness covered are: Cancer, Kidney failure, Primary Pulmonary Arterial Hypertension,
Multiple Sclerosis, Major Organ Transplant (e.g. Heart, lungs, Liver& Pancreas), Coronary Artery Bypass
Graft Surgery, Heart valve surgery, Stroke, Myocardial Infarction (first heart attack), Coma, Total
blindness, Paralysis.

All S&W Group employees in India & overseas offices are eligible and covered by this policy w.e.f.
1st February, 2017.
Corpus Fund - Critical Illness (contd)..
PROCESS & GUIDELINES:

❑ Corpus fund is eligible for employees who have exhausted their medi-claim limits for policy of
the immediate family, including top up.
❑ Regional/Branch HR will be the SPOC [single point of contact] for such cases & issues. They will
coordinate with concerned employee, respective Regional HOD to represent their regions.
❑ Review committee will comprise of 6 members: Group CFO, Group HR Head, Senior members
from business units & staff member .

Critical illness limits are defined grade-wise:

a) Rs.5 lakh for Grade UC, A1, A2, A3, G1 & G2
b) Rs.7.50 lakh for grade G3 & G4
c) Rs.10 lakh for the employees in grade E/O1, E/O2,E/O3,E/O4 & S1,S2 & S3 & Workers

❑ Restriction to one application per year per employee.

❑ Committee will review each and every requisition and monthly report of amount disbursed will
be shared with MD
❑ Cases where committee is unable to take unanimous decision, will be referred to MD for
approval

Global Corpus Fund Policy

Death Benevolent Scheme
OBJECTIVE:
Death Benevolent Scheme is to extend immediate financial help to family of the deceased employee.

PROCEDURE:
• It is a contributory scheme wherein, each employee would contribute an amount as per their grade
• The contribution slab for different grades is as given below:

SL.No Grade Contribution

1. UC – G3 600/-
2. G4 - E1/O1 240/-
3. E2/O2 – E4/O4 100/-
4. S1- S3/W Nil (no contribution)

Note:
• In addition to the above contribution of the employees; the Organization will contribute an equal
amount to the employee’s family
• The contribution amount of each employee will be deducted from the immediate salary cycle.
• Eg. – If the employee contribution is amounting to a total of INR 400,000/-; organization will also
contribute INR 400,000/-. The total amount that will go to the bereaved family is INR 800,000/-
Medi-claim and GPA Insurance Policy
OBJECTIVE:

Medi-claim policy is provided to all employees on roll to support the employees as well as their
families in case of medical exigencies/hospitalization. The policy offers a cashless facility and
medical expenses reimbursement for hospitalization expenses.

DEFINITION OF FAMILY MEDI-CLAIM :

“Employee + Spouse & two children up to age of 25 years.

Additionally , employees can also opt for voluntary Top-up Insurance and also opt to cover one
set of parents( Parents or In-Law’s ) for medical Insurance .
Group Personal Accident Policy covers employees who are on regular rolls of the Company. The
policy covers compensation in the event an employee of the Company sustains injuries, is
disabled (permanent, total, partial) or succumbs to death due to the accident.
Medi-claim and GPA Insurance Policy

* Medi-claim GPA (in Lakh / Term Life

Grade ( In Lakh) for employee, spouse Crores) (in Lakh/Crores)
&2 kids only for employee only for employee

UC 10.00 2 Cr. 1 Cr.

A1, A2 & A3 10.00 1.4Cr. 70 Lakh
G1 & G2 5.00 80 Lakh 40 Lakh
G3 to G4 5.00 60 Lakh 30 Lakh
E/O1 to E/O4 3.00 40 Lakh 25 Lakh
S1 to S3 &
3.00 30 Lakh 25 Lakh
W

* Medi-claim is a family floater scheme only for hospitalisation expenses

Top -up Medical Insurance
The option of availing of top up facility has been extended to all employees, as per the below
mentioned slabs :

Top – up Premium for Top -up

Grade Insurance coverage as an option

(to be borne by the employees)
(maximum limit)

UC 10 Lakh
A1, A2 & A3 10 Lakh
G1 & G2 5 Lakh
G3 to G4 5 Lakh As per the prevailing rate offered
by the Insurance Company
E/O1 to E/O4 3 Lakh

S1 to S3 & W
3 Lakh
Optional : Parent’s or In-Law’s Insurance
Employees can opt for medi-claim coverage for their parents or In-Law’s by paying the premium
amount.

The slabs that can be opted are as follows:

Slabs Premium

Rs.1.5 LAKH

As per the prevailing rate offered by the Insurance Company

Rs.2 LAKH

Rs.3 LAKH
Loan Scheme
OBJECTIVE:
This policy is intended to extend financial assistance to the employee during their time of need or
emergency.

Revised loan scheme w.e.f. 1st April 2017: Except loan for medical purpose, all other loan
requisition will be charged with interest rate as per SBI-PLR guidelines i.e. @ 9% on reducing
balance method. Interest will not be charged on Loan amount of Rs. 20,000/- and below.

ELIGIBILITY: The employee has to have minimum one year of continuous regular employment to
be eligible to avail the scheme. The eligibility slab for different grade is as given below:

Category / Grade Maximum limit of loan amount

UC, A1, A2, A3, G1 & G2 At the discretion of the management.
G3 4,00,000/-
G4 & E/O 1 3,00,000/-
E/O2 & E/O3 2,50,000/-
E/O4 2,00,000/-
S1to S3/W 2,00,000/-
Note :
1. Repayment : Loan will be deducted in maximum 20 equal monthly installments. Any
deviation will require MD’s approval
2. Loan application form will be available with the HR department or the employee can
download from the payroll section of employee portal
3. All loan requisition must come through the HOD.
Employment Notice Period
Adequate notice needs to be given both by the Management as well as by employees in case of
separation from the Company. This is part of the terms and conditions of appointment and
need to be adhered to.

Notice period during Notice Period after

SL.No. Category
Probation period confirmation

UC, A1, A2, A3, G1, G2

1 1 month 3 months
,G3, G4 & O1/E1

2 E2,E3,E4 & S grade 15 days 1 month

Note :
All the resignation cases must be reported to HR immediately . The Notice pay, either as a recovery
from the employee in case of notice shortfall, or as a payment from the Company will be on Gross
salary only.
Leave Policy
OBJECTIVE:
Leave Policy is a facility for all on-roll employees. This will facilitate the employee to attend to their
personal work, contingencies and for rejuvenation.

Leave Type Accumulation No. of days per year

Casual NA 7 days
Privilege Leave Up to max of 90 days 30 days
Maternity leave Only for female employees As per Maternity act.
Paternity leave Only for male employees 5 days
Bereavement leave NA 2 days
Casual Leave - 7 days : Casual Leave is meant for urgent and / or unforeseen circumstances. Prior
approval of HOD has to be obtained wherever possible, stating the reason for leave. In case of
emergencies, it should be informed over phone to HOD and leave must be submitted on the day the
employees resumes duty.
Privilege Leave - 30 days : Privilege Leave is provided to employee with an uninterrupted period of
time away from their jobs. It may be for a vacation, personal reasons, and illness in immediate
family, marriage of self or family members etc.
The intervening Sundays (and non-working Saturdays) and public holidays shall not be counted as
leave while calculating PL & CL. Please note that CL and PL cannot be clubbed together while availing
this sandwich leave.
PL is not encashable during the period of employment. It is encashable only at the time of
separation due to resignation, retirement or in the event of death of an employee.
Leave Policy Contd.

Paternity Leave: Paternity leave is the time a father takes off work at the birth of a child.

Bereavement Leave: Bereavement leave is a leave offered to an employee when a family member
or close relative dies. When a death occurs in an employee's immediate family, employee may be
allowed to take up to two (2) days off to attend the funeral or make funeral arrangements. This is a
relief for employees during their time of grief. Family is herewith defined as Father, Mother, Father
in-law, Mother in-law, Spouse, siblings and children
Wedding Gifts
OBJECTIVE:

Organization feels it is very important to commemorate Employees on tying nuptial knot by way of
presenting him/her with a cheque from the company as a token of love & affection.

❑ For Wedding of Employee:

A gift voucher of Rs.20,000/- will be presented to him/her.

❑ For Wedding of Employee’s children:

A gift voucher of Rs.10,000/- is presented to him/her.

Note :
Intimation to HR is mandatory for the above as well as for change of last name (in case of female
employees)
Employee Voice
OBJECTIVE:

Employee suggestions are always valuable for an Organization.

SCOPE:

❑ To capture your valuable suggestions, kindly put forward the same to

meriawazsuno@sterlingwilson.com or hrsupport@sterlingwilson.com

❑ Suggestions will be reviewed on fortnightly basis by the steering committee.

❑ Suitable and Rational suggestions will be acknowledged.

❑ Ethics help line/ Reporting Toll free number (would come in force w.e.f. 1 April,2017)