HR Operations Manual

MISSION STATEMENT
 

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VISION STATEMENT
 
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 HR PROCEDURE MANUAL

1.Recruitment Policy

Purpose – To recruit right people for right job at the right place in right
time.

Scope: Ensure smooth recruitment process in coordination with HODS

Procedure:

1. Manpower requisition (MPR) form is received by HR at from

HOD

2. Resumes will be downloaded from job sites or called from in

house references/ data bank/ or placement consultants and
sent to respective Unit HEAD

3. After the formal interview, the interview Evaluation sheet

along with the resume of the selected candidate is forwarded
to MD for approval. (Digital Approval too OK )

4. After getting approval from MD, the offer letter along with
joining formality papers is issued to the candidate by HR at
Amalapuram.

5. In some cases, interviews are directly conducted at the branch

level and the Resume of the selected candidate, interview
assessment form along with the Manpower requisition form is
sent to HR at Amalapuram issuance of the offer letter. (In case
more branches open in future)

6. Offer letter is issued to the candidate and joining formality

papers are send to branch for his acceptance.

In case of any critical positions, CHEF & Operation Manager, MD or

GM conducts Interview through Video Conference/Skype /Gmeet
7. After joining, acknowledgement copy of offer letter along with
joining set duly filled.
 8. After receiving the above-mentioned documents along with
the Job Description, Appointment letter is issued to the
candidate.

9. Personal file of new employee is prepared and all the related

documents are filed in the same.

10. For FNB production team food must , report be sent to MD for
final decision

Documents Maintained:

1. Manpower Requisition Form – Format

2. Interview Evaluation sheet
3. CV + All certificates copy + 5 Photos
4. Joining Report.
5. Offer Letter if any
6. Appointment Letter
7. Job Description.
8. JD/KRA if any ( Desirable)
10.Documents related to previous employment, wages slip or Relieving
letter
  2.Induction and Orientation Policy

Purpose :-. Bring together & induct the new joined employees at different
locations, coming from different background, with the work environment of
Organization & Head office. Help them Clarify any doubts about the
working & job profile.

Scope: - Conducting timely induction of all employees joined.

Procedure of Induction:-
1. HR At Amalapuram informs the concerned HODs regarding the
names of the employee due for induction.
2. The 1 day’s schedule for the induction is prepared.
3. Necessary arrangements are done by HR at Amalapuram
4. All the booking details along with induction schedule are then sent to
concerned branches for their information.
5. The induction program starts with formal introduction in the
training hall/office room and the induction kits are also distributed.
(Induction policy Manual, HR Policy Manual , Standing Order )
6. Induction concludes with the filling of induction feedback form along
with induction report.

Documents Maintained:-

1. Induction Schedule
2. Induction Handbook
3. Induction report of inductees
4. Feedback of programme
5. Attendance Sheet of participants
 3.Performance Management System

Purpose: Ensure timely and fair appraisals for retaining better-motivated

employees.

Scope: Immediate remarks of superior after completion of Training/

probation Period.

(a)Confirmation Appraisals:

Procedure:
1. List of the employees to the confirmed is taken out in the first week
of every month. (After 3/6 month of joining – Probation appraisal to
be done if necessary )

2. Performance report for Probation Appraisal / Confirmation form is

sent to the HOD filling up from HR

3. Then forwards the form to the respect of the immediate superior of

the concerned employee. ( in case supervisor not available Hod will
himself conduct same)

4. Duly filled form with immediate superior’s remark is sent back to

HOD for signature of same

5. After receiving signature same form is sent to– HR for further

process.

6. HR forwards the form to Unit Head / for final approval.

7. After receiving Final Approval From GM/MD Probation/ Confirmation

letter is issued to the employee by– HR and a receipt copy of the
same is kept in personal file for records.

Documents Maintained:
 1. Performance/ Confirmation assessment form duly filled with
remarks of immediate superior
2. Approval of Unit Head/facility Head
3. Copy of Probation / Confirmation letter issued.

(b) Performance Appraisals:-

Purpose: - To ensure timely and fair increments of the employees working

in the company based on their performance.

Scope :- To acknowledge the individuals performance and reward

accordingly to boost their morale and motivate them.

The procedure of Performance Management System: -

1. Performance Appraisal Forms are sent to different HODs for filling

up with remarks of respective HODS – FNB Kitchen , Service, KST ,
ADMN be prepared
2. The duly filled appraisal forms are done at the head office by UNIT
HR. For that purpose, the respective weightage for JD & KRA is
calculated and taken in consideration.
3. After compilation, the appraisal forms are sent MD for approval.
4. After the MD approves the appraisal forms, the letters are
prepared accordingly and sent to the respective branches for
distribution to the concerned employees. The received copy of
the same forms is kept in the personal file of individual employee
at H.O. ( now we have one unit in AMALAPURAM so not involving
any branches , in future may have )
 4. SALARY AND WAGES Policy

Purpose – To Disburse the Salary / Wages in time to branches as per

Muster Roll Provided /maintained in the unit / punching reports

Scope : Preparation of Salary sheet and disbursement to employees in time

Procedure:

 Maintains the attendance register ( See rule AS PER SHOPS &

ESTABLISHMENT ACT ) of employees along with the leave status at
the end of every month for salary preparation.

 Unit – HR then fill the attendance pay sheet is prepared .

 Track on Leave status on basis of monthly attendance. ( leave form
must or else will be treated as LOP )

Documents Maintained:

 Personal file related all data.

 Other unit attendance ( in Future )
 Duplicate copy of pay sheet.
 Salary annexure and increment letters.
 Salary and wages related any communications.
 5.Transfer Policy

Purpose: To support field staff in the exigency of work and to

accommodate request transfer.

Scope: To match with work-related load in other units

Procedure:

1. Application from Unit HEAD is sent to MD via HR for transfer

approval.

2. After getting approval from MD transfer letter mentioning CCA (City

Compensatory Allowance) as per policy is issued to the candidate
by– HR. In the case of request transfer, CCA is not applicable.
(Transfer – Disturbance Allowance may be given )

3. Transfer also required when shortage of staff occurs at units

4. Transfer of employees must be in form of Letter of transfer which

having disturbance allowance component in salary part

5. As per appointment letter transfer clause must ( based only we can

transfer to employee )

Documents maintained:

1. Transfer requisition letter

2. Transfer letter to employees
 6.Loan / Salary Advance:

Purpose: To provide employee with monetary assistance in case of

emergency to deal with personal exigencies.

Scope: To provide monitory assistance to employees in their

emergency.

Procedure:

Employees need to complete 6 months in the organization

1. The employee submits loan application at the HR office

2. After receiving the application – HR checks eligibility of employee for

loan amount (6 months Basic) and forwards the same to MD for
approval

3. If approved by Unit Head –letter is sent to respective UFC for

releasing the loan amount with a copy to Finance dept. HO and one
copy of the sanction letter is kept in employees file for records.

4. Salary Advance will be deducted very next month salary

5. Loan may be deducted as EMIs ( As per Policy only )

Documents maintained:
1. Loan Application
2. GM approval
3. Sanction Letter.
 07.Grooming Policy

Purpose – for moulding well Groomed employees in the organization for

elevating organization to higher avenues by giving high quality service to
our esteemed clients
Scope: Cover all the employees those who working in organization
Procedure:
1. Ensure that high standards are maintained within the organization
premises while interacting with the guests.
2. Employees will be in uniform according to their position and grade.
3. No much jewelry to be worn by the female staff with in the premises.
Ladies to have their hair tied and neatly pinned those who are in
serving area
4. Gents must be proper shaved with short hair neatly combed.
5. Well-redefined language to be spoken with one another and also
while interacting with the Co-Staffs.
6. While interacting with co. employees a proper decorum will be
maintain , respect Sr. employees , respect co women employees
7. No staff to chew gum or tobacco during the duty hours with in the
premises.
8. Black Shoe is necessary for all associates. ( without shoe no one
should be in work premises)
9. Staff has to maintain proper timings according to the duty Roaster.
( maximum grace period will be 15 minutes for three occasions , if he
or she still continue same practice will issue Memo as per model
standing orders , will take corrective or disciplinary actions )
10.Head caps are compulsory inside the kitchen.
11.Those who not adhere to rules prevailing in the organization will be
dealt with model standing orders of organization.
12.All the employees are to be supportive & co-operative towards each
other. The work should be done promptly, efficiently and correctly.
13.Misconduct of any sort on the part of the employee shan’t be
tolerated and will be severely dealt with by the management. All the
employees should work according to the rules and regulations. They
should be loyal, honest and sincere in all their dealings.
 8. OTHER HR ACTIVITIES

(2)Birthday Wish :-

Purpose :- For Inculcating the sense of belongingness among associates

Scope:- To wish every employee on His/Her birthday.

Procedure :-

1. On occasion of His/Her birthday, Employees Personally wish to

the concerned on birthday.

2. Birthday is celebrated by cutting cake ( In the middle of the month

whole birthday falling on a particular month )

3. Put on notice Board names of employees in a particular month

 9.STATUTORY COMPLIANCE AND PROCEDURE

Purpose: To comply with Govt. requirements and maintain documents.

Scope : PF, ESIC, and other legal compliance.

Employees Provident Fund. The company will contribute the statutory

contribution for the benefit of employees. Any contribution made by the
employer and the employee to any statutory funds or social security will be
at the rate gazetted by the Government and/or other authorities vested
with the power to decide the same. Every Employee shall contribute 12%
of his/her ( Basic + DA ) salary and the Company shall contribute for each
Employee an amount equivalent to 12% of the salary towards the
Employees Provident Fund. Salary means the last drawn salary.

Employees State Insurance Scheme

Each & every eligible employee is covered under ESI. The scheme is
managed and monitored by the government of India.

Under this scheme 0.75% of the monthly wages is deducted from

the employee and the company contributes an additional of
3.25% of monthly gross wages. The sum total gets deposited at
Employee State Insurance Corporation (ESIC) on a monthly basis.
In turn , the employees are entitled to free medical treatment at
the allotted ESI dispensaries depending on the location.

All eligible employees are required to fill up an ESI form along with 3
copies of their Passport size photographs at the time of their joining.
Incase somebody has dependants like father, mother, wife or children,
the employee concerned will have to provide a family photograph along
with the form. If the form has not been given to a new employee, they
must ask for the same from the HR Manager and follow it up with
him/her on periodic basis till the time employee does not receive
Temporary identification card (TIC). Once the TIC expires, the employee
concerned will have to visit the ESI office in order to get the permanent
card. However the insurance number given to you in the TIC continues
till the time you work with the company and is covered under the act.

Moreover for any details in relation to services rendered by ESI, you are
advised to contact the HR Manager.
 10.Attendance/Punching Policy

Purpose –To prepare attendance Sheet of employees for easy salary

disbursement.

Scope: Cover all employees

 Procedure:

 Maintain Muster roll as per rules prevailing

 Allot Biometric numbers in case of punching

Documents Maintained:

 Muster roll, leave form, Leave register

 12.Discipline Policy

Purpose – For effective hassle free working - functioning of organization

Scope: Cover all the employees

 Procedure:

Where an employee has deliberately breached a Company policy or

procedure, or engaged in misconduct, disciplinary procedures should be
initiated.

Employees must be made aware of their responsibilities, counselled and

given the opportunity to reach the standards expected of them and the
chance to defend themselves before action is taken.

The expected standard must be clearly defined and the measurement

criteria understood. A reasonable date for achievement of standards must
be agreed. This should be shown as a minimum time, e.g. within one
month.

For serious issues, employees must be advised in writing and such advice
should be recorded on the employee’s personnel file.

Process

a) Poor Performance

Wherever possible the Performance Management System should be

used to manage employee performance. However, there may be times
when performance, conduct or employee attitude need to be
immediately addressed.

If employees fall below required performance standards and

performance management processes have not been adequate to
address the issue, they must be personally counselled and then given
written confirmation of their deficiencies in performance (a written
warning).
 Such written warnings must clearly define the deficiency, the expected
standard, by when it should be achieved, how the company will help the
employee achieve the improvement required and the consequences of
failing to do so.

A record of all meetings, training and/or coaching given and a summary

of discussions must be kept by the manager concerned and a copy
placed on the employee’s personnel file. This should include date,
location and time of discussion.

If an employee consistently fails to meet agreed standards, he/she has

been counselled and appropriate support/training has been offered
and/or given, then further action is required. This may lead to the
employee being dismissed.

If an employee has not been performing as required, and:

 all possible corrective action, including training and coaching, has
been undertaken
 the manager concerned has documentation showing the
conversations taken place, agreed action plans, and other
communication with the employee
 the employee has been informed of the standards required and
his/her performance deficiency(ies) with action plans in writing on
at least two occasions and the consequences of failing to met the
required standards
 the employee has been given the opportunity to appeal or
respond to the issues highlighted on each occasion
 no other suitable option, or other appropriate positions, are
available

If all these processes have been followed and the employee’s

performance still has not improved, then the employee may be
dismissed*.

b) Misconduct

Managers are expected to investigate misconduct and proceed through

the following steps:
  A Show-cause memo/ verbal warning should be given to an
employee for minor misconduct. A record of the warning must be
kept by the manager and should be signed by the employee. The
employee must be given the opportunity to respond.
 if the unacceptable behaviour continues, a written warning will be
issued, and signed by the employee as being received and
understood. The employee must be given the opportunity to
respond.
 a second written warning should be given to an employee if
he/she requires further discipline for the same or a related issue,
and also signed by the employee as being received and
understood. The employee must be given the opportunity to
respond.
 employees who have been disciplined three times are subject to
dismissal.
 details of disciplinary actions should be recorded on the
employee’s personnel file and removed after six months if further
disciplinary action is not required.

If a manager considers the allegation to be serious, and it requires

further investigation, an employee should be suspended on base pay for
a maximum of two weeks while an investigation takes place. The
individual must be informed, in writing, of the details of the allegation
and advised he/she is under investigation. The employee must sign this
notice as being received and understood.

This letter should invite the employee to present his/her version of

events to the investigating officer and inform he/she may be
accompanied by a representative. The only purpose of the
representative’s visit is to observe – they are not participants.

Should we consider an employee’s conduct likely to lead to a situation in

which we may wish to dismiss without notice, a diary must be kept at all
times to record incidents and conversations and associated matters
which may be needed in subsequent proceedings. The relevant manager
is responsible for keeping this diary. This manager should also issue a
written warning that a continuance of such behaviour will lead to instant
dismissal.
 11.Sexual Harassment Policy

Purpose –To remove illegal practices & makes women - work freely to work

Scope: Cover all the female employees

 Procedure:
Sexual harassment is any unwanted, unwelcome or uninvited behaviour
of a sexual nature which makes a person feel humiliated, intimidated or
offended. Sexual harassment can take many different forms and may
include physical contact, verbal comments, jokes, propositions, the
displaying of offensive material or other behaviour which creates a
sexually tense or hostile working environment. Sexual harassment can
occur between an employee and a co-worker, supervisor, manager,
agent, consultant or contractor.

Appropriate disciplinary action will be taken against anyone in this

company’s employment who is found to have sexually harassed a co-
worker. Depending on the severity of the case, consequences can
include an apology, counseling, transfer, dismissal, demotion or other
forms of disciplinary action. Immediate disciplinary action will also be
taken against anyone who victimizes or retaliates against a person who
has complained of sexual harassment.

Process

Making a Complaint:
If you believe you are being, or have been, harassed, follow the procedure
below:

 inform the offender the behaviour is offensive, unwelcome, and

against company policy and should stop (only if you feel comfortable
enough to approach them directly)
 keep a record of the incident(s)
 if the unwelcome behaviour continues, contact your supervisor or
manager for support
  if this is inappropriate, you feel uncomfortable, or the behaviour still
persists, contact your manager

Receiving a Complaint:
When a manager receives a complaint, he/she should follow the procedure
below:

 listen to the complaint seriously

 treat the complaint confidentially
 allow the complainant to bring another person to the interview if
he/she chooses to
 ask the complainant for the full story, including what happened step
by step
 take notes, using the complainant’s own words
 ask the complainant to check your notes to ensure your record of the
conversation is accurate
 explain and agree next action with the complainant
 if investigation is not requested:
o act promptly
o maintain confidentiality
o pass your notes on to your manager
 if investigation is requested, or is appropriate, follow the procedure
outlined

Investigating a Complaint:
When a manager investigates a complaint, he/she should follow the
procedure below:
 interview all directly concerned, separately
 interview witnesses, separately
 keep records of interviews and investigation
 do not assume guilt
 interview the alleged harasser, separately and confidentially
 let the alleged harasser know exactly what he/she is being accused of
 give him/her a chance to respond to the accusation
 listen carefully and record details
 make it clear he/she does not have to answer any questions
 ensure confidentiality, minimise disclosure
 determine appropriate action based on investigation and evidence
collected
  check to ensure the action meets the needs of the complainant and
company

If resolution is not immediately possible, the complainant should be

referred to more senior management.

If the resolution requires the authority of a more senior manager, the

complainant should be referred to the appropriate level.

Outcomes as they affect the complainant should be discussed with the

complainant to ensure that needs are met, where appropriate.
 12.Travel Expense policy

Purpose – Streamline Travel & related reimbursement for employees

Scope: Cover all the employees and settle dues in time.

 Procedure:
All staff should adhere to the travel and accommodation policy when
travelling on Company business. The Company recognizes business travel is
generally an inconvenience and seeks to make such inconvenience more
comfortable at a cost that is appropriate for the Company’s size and cash
flows. Normally up to second class AC will be reimbursed by the company

Application

The travel and accommodation policy will be successfully applied when

travel is completed within budget at no discomfort to the employee.
( Elaborate Policy will be once when co in full swing)
 13.Leave Policy

Purpose –To streamline leaves within the organization

Scope: Cover all the employees working in the organization time.

Procedure:
 To receive leave forms within the time frame to HR
 HRD will check eligibility of leaves as per eligibility criteria
 Leave form must HODs signature or will be treated as null & void
 PL should not club with CL or SL, but can be taken along with weekly
off or Pending OFF
 PL must be at three stretches ( 5 -5 -5 ) -15 maximum
 PL maximum accumulation 60 days -
 While Probation One CL will be allowed
 After Probation One SL will be eligible (No SL for those whom having
ESI )
 SL only for no ESI employees
 After one year PL will be credited as per act , 15 , can accumulate 60 ,
while leaving can be encashed upto discretion of management
Holidays/Leave

1. Each employee will be given weekly off (not necessary Sunday due to
guest convenience and nature of business).
2. It will help in rejuvenating oneself and take rest.
3. 12 public holidays will be declared every year. Not all employees can
avail this facility due to the nature of business. Compensatory off to
be given for the employees, as they could not avail the public
holiday.
4. The list of holidays will be put on the notice board.
5. Employees’ entitlement of causal, sick and Privilege leave will be as
per the Organization’s norms.
 6. Leave in advance on a pro-rata basis is granted only in deserving
cases based on the merits of each case.
7. Leave taken (SL/CL/PL) to be intimated to HRD through leave card to
avoid loss of pay.

Documents Maintained:
 Leave form duly signed & Signature of HOD
 14.Employee Termination Policy

Purpose – Streamline Retirement Procedures

Scope: Cover all the separated employees

 Procedure:
 30 day’s notice be given to the company as per the clause
mentioned in the appointment letter
 The company has full liberty to terminate employees either one
month notice or lieu of such notice
 Retirement age 58 years
 See appointment letter for more info, clause
 15.Health & Safety Policy

Purpose – Streamline health & safety

Scope: Cover all the separated employees and settle dues in time.

 Procedure:
 develop and maintain safe systems of work, and a safe working
environment
 provide information and training at all levels in the organisation to
enable all employees to support this policy
 require all risks to be assessed prior to engaging in new areas of
operation, purchasing new equipment, and implementing new work
methods, and that these risks continue to be reviewed

All persons who are responsible for the work activities of other employees
will be held accountable for:
 identifying practices and conditions which could injure employees,
clients, members of the public or our environment
 implementing steps to control such situations
 if unable to control such practices and conditions, reporting these to
their superiors

demands a positive attitude and performance with respect to health, safety

and the environment by all employees, irrespective of their position.

Anything untoward incident happens will be taken to Kims hospital

Amalapuram & later we can refer to ESI or other insurance formalities
Smoking

employees a non smoking policy. Smoking is not permitted property or

offices at any time. Smoking is accepted to be harmful to the health of
those who smoke and those around them (passive smokers).
Consequently, smoking while on company premises will be considered as
gross misconduct and will render an employee liable to instant dismissal.

Smokers who need to take breaks should do so during their allotted breaks
(no more than two per day in addition to their lunch break). These breaks
must be limited to 15 minutes from leaving the workplace to
recommencing work.

Alcohol, Drugs (& Other Substance Abuse)

The policy is not concerned with social drinking or the taking of prescribed
drugs for medical purposes, the concern is directed to instances where
alcohol or other drug dependence or abuse affects the job performance
and or/safety of any employee(s).

Attending work under the influence of alcohol will not be tolerated and
may result in disciplinary action or ultimately dismissal.

Driving under the influence of alcohol or any other illicit drug is illegal, it is
your own responsibility to ensure you comply with this.
 16.Staff Movements Policy

Purpose –To streamline smooth transfer policy

Scope: Cover all the separated employees and settle dues in time.

 Procedure:

Mentioned in Transfer Policy

 17. Working hours & OT Policy

Purpose –Streamline working hours

Scope: Cover all employees

 Procedure:
Working hours

1. The organization has fixed working hours based on the students ’

convenience
2. Proper Duty chart must keep all dept. Respective Hods are
responsible for preparing, maintaining & adhering to duty chart &
forward to HRD every fortnight
3. Working time will vary from department to department based on
shift timing as per exigencies
4. Weekly off will also differ from department to department.
5. The management and respective head of the department will fix
information as to work timings and weekly off.
6. All employees are directed to adhere to duty schedules
7. Employees are taking other than weekly off without proper
intimation or leave forms will be dealt with very strictly

Duty Chart formats

 18. Holiday Policy

Purpose – Streamline Holidays

Scope: Cover all the employees

 Procedure:

Holidays/Leave

1. Each employee will be given weekly off (not necessary Sunday due to
our clients convenience and nature of business).
2. It will help in rejuvenate oneself and take rest.
3. 12 public holidays will be declared every year. Not all employees can
avail this facility due to the nature of business. Compensatory off to
be given for the employees, as they could not avail the public
holiday.
4. The list of holidays will be put on the notice board
5. Employees’ entitlement of causal, sick and Privilege leave will be as
per the Organization’s norms.
6. Leave in advance on a prorata basis is granted only in deserving cases
based on the merits of each case.
7. Leave taken (SL/CL/PL) to be intimated to HRD through leave card to
avoid loss of pay.
 19. Permission Policy

Purpose – Streamline exigencies of work

Scope: Cover all the employees

Procedure:
 To help employees attend to urgent and unexpected personal work.
 Employees are given permission for not more than 2 hours and more
than 4 occasions in a month attend to their work subjective to the
approval of Head Department.
 Entries to be filled in the permission cards and suitable approvals
taken.
 Cards to be filed to HRD at the end of the month to avoid loss of
working hours.

Permission slip be fill up & get signature from HOD

 20. Appreciation Policy

Purpose –To appreciate employees.

Scope: Cover all the employee’s Procedure:

Appreciation: -
1. There must be occasions where the company would like to express
its appreciation to the employee.
2. Non-monetary or monetary awards to be presented for services
provided.
3. Reward ideas that lead to substantial cost savings and enhance
productivity.
4. Best employee awards as per nomination from Concerned HOD will
be recommended
 20. Grievances Policy

Purpose –To have an impeccable grievance procedure within the

organization

Scope: Cover all the employees

 Procedure:

1. Grievance Meeting to be held regularly.

2. All grievances must be resolved with the spirit of problem resolution
immediately in a fair and reasonable manner.
3. If a staff is not happy with decisions taken, the issues may be taken
up with senior management.
 21. Medical & Insurance Policy

Purpose –Streamline Medical & Insurance Policies in the organization

Scope: Cover all the employees

 Procedure:

Medical Facilities

1. Medical entitlements are given to workers/ staff through ESIC for

which the staff and management contribute monthly for the welfare
of workers/staff
2. Non-ESIC staff can avail sick leave subject to providing the medical
certificate.
3. Insurance coverage at the cost of company (employee share also
there) will be given to all employees those who above salary limit of
ESI act )
 22. Employee Accommodation Policy

Purpose –Streamline Accommodation of employees

Scope: Cover all the employees eligible for accommodation

 Procedure:

Accomodation facilities

1. Company will provide Shared accommodation only

2. All other drinking water, electricity Bills, inmates to be take care
Transportation take care of by employees , once the elecricity bill
generated that has to be paid by employees individually
4. HR will allot employees for accommodation
5. Without the knowledge to HR nobody stays in accommodation
6. Change in accommodation will have to notify HR
7. Special slots will be allotted to those who candidates from outside
attending interview or doing trial in Kitchen
8. Consumption of alcohol not permitted inside rooms
9. Sr Managers /Executives – family accommodation will be provided
10.In mates are advised to keep premises clean n tidy
 23. Mobile Policy

Purpose – Streamline usage of Mobiles

Scope: Cover all the employees

 Procedure:

 Employees are not allowed the use of Mobiles while at work

 While coming for duty they have to hand over Security/HR /HOD
 In case of any emergency, they can call prior permission form
respective manager, also directed to give one of managers Cell phone
for any urgency
 Severe Measure will be taken to contain the mobile usage with in
work premises
 Fine of 250/- will be deducting those who found violating same
 25. Communication Policy

Purpose – for smooth flow of information

Scope: Cover all the employees

 Procedure:
Issuing Circulars, Memos , Email , Internal Memos

1. A free and open flow of communication between employees will

enhance overall organizational effectiveness.
2. Information about the Employees ’s performance and plans should
as far as possible be shared with.
3. People who work with the company should be encouraged to make
suggestions to express their views on the issues of relevance to the
company.
4. Regular meetings must be held to Improve the company’s
performance and business plans and also to discuss and solve work
related problems, conflicts if any occurred
5. Prior information on events being conducted at company must be
given to all employees. Via notice board organization notifies
 26.Equal Employment Policy

Purpose – provide Equal employment opportunities to irrespective of

caste & creed or gender based on sex

Scope: Cover all the separated employees and settle dues in time.

 Procedure:
 To provide equal opportunities for Men & women
 27.Retrechment Policy

Purpose – Streamline unexpected situation like Lay off, closing of unit due
to non-performance

Scope: Cover all the separated employees and settle dues in time.

 Procedure:

 In case of closure or lay off – last man first goes

 28. Retirement Policy

Purpose – Streamline retirement of employees

Scope: Cover all the separated employees and settle dues in time.

 Procedure:
Retirement age must be 58 years , We can employ after 58 years based
on requirement & strictly uder retainership basis
 24.FULL AND FINAL SETTLEMENT

Purpose –To prepare full and Final Settlement of separated employees.

Scope: Cover all the separated employees and settle dues in time.

 Procedure:

 To collect original Resignation before 30 days intend to leave from

the organization
 Relieving letter & Clearance letter will be issued to candidate ,
candidates need to get signature from all HODs ( Preparation of F&F
submit the same to Finance dept. for verification)
 The approval of Unit Head is then taken for settlement of the claim.
 Duplicate Full and Final copy attached to personal file.

Documents Maintained:

 No Dues certificate
 Experience Certificate
 Full and Final settlement
 Reliving certificate if any