Employee Handbook

SHL Management Services

(KTM) Private Limited

January 2019
NOTE TO HOLDER OF THE EMPLOYEE HANDBOOK

This Employee Handbook (the “Handbook”) is the basic source of Human Resources
information. It sets out the key personnel policies, procedures and guidelines which apply
to all employees of SHL Management Services (KTM) Private Limited (the “Company”),
a subsidiary of Silver Heritage Investment Private Limited. In the event any provisions
in the Handbook are in discrepancy with Nepalese Labor laws and regulations (the
“Nepalese Labor Laws”) or any local laws, rules, policies or provisions (collectively, the
“Local Rules and Regulations”), the Nepalese Labor Law or Local Rules and Regulations
shall prevail. If no corresponding provisions are found in the Nepalese Labor Laws or
Local Rules and Regulations, the Handbook shall be followed. This Handbook should
also be read in conjunction with Silver Heritage Group Limited’s Code of Conduct &
Ethics – both documents are meant to complement each other, however, in the event of
any conflict, this Handbook shall prevail.

We expect each employee to read this Handbook carefully as it is a valuable reference

for understanding your responsibilities and Company’s policies. This Handbook aims to
familiarize you with what the Company expects from you and how you can be more
successful in working for the Company. It is difficult to anticipate the almost infinite
number of situations that can arise during the employment relationship, and this
Handbook is not meant to cover every specific instance or operating procedure of your
department.

To respond to the changing needs of our employees and Company, the Company reserves
the right at any time, to amend and update this Handbook subject to the Nepalese Labor
Laws or Local Rules and Regulations. Any update or amendment of this Handbook will
be posted onto HR Share Point Portal (or Available from the HR Department)
https://silverheritage.sharepoint.com/policies/SitePages/Home.aspx.

It is your responsibility to visit the website from time to time to keep yourself informed
of such updates and amendments.

This Handbook contains proprietary and confidential business information belonging to

the Company and shall only be used for employees to understand the Company’s
employment policy. Use and/or access of any information contained in this Handbook
for any other purpose or disclosure of any information contained in this Handbook to any
third party is strictly prohibited.
If you have any questions about the interpretation or application of any information in
this Handbook, or if you have any question not answered here, please consult your Head
of Department or Human Resources Manager.

Human Resources Department

Nepal

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 Employee Handbook Acknowledgment Form

This is to acknowledge that I have received a copy of the Employee Handbook and
understand that it contains important information on the company's general personnel
policies and on privileges and obligations as an employee. I acknowledge that I am
expected to read, understand, and adhere to company policies and will familiarize myself
with the material in the Handbook. I understand that I am governed by the contents of
the Handbook.

Employee Signature: _______________________________

Employee Name: __________________________________

Date: ____________________

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 Employee Handbook Acknowledgment Form

This is to acknowledge that I have received a copy of the Employee Handbook and
understand that it contains important information on the company's general personnel
policies and on privileges and obligations as an employee. I acknowledge that I am
expected to read, understand, and adhere to company policies and will familiarize myself
with the material in the Handbook. I understand that I am governed by the contents of
the Handbook.

Employee Signature: _______________________________

Employee Name: __________________________________

Date: ____________________

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 Table of Contents
Chapter I ............................................................................................................................................. 1

1. Short Title, Extent and Commencement ......................................................................... 1

2. Definition ...................................................................................................................... 1

4. Classification of Employees ........................................................................................... 2

5. Declaration .................................................................................................................... 2

Chapter II............................................................................................................................................ 3

6. Appointment/Retirement/Dismissal/ Resignation ........................................................... 3

7. Probation Period ............................................................................................................ 3

8. Medical Certificate ........................................................................................................ 3

9. Attendance/Departure and Late Coming ......................................................................... 4

10. Duty Hours & Over Time Work .............................................................................. 4

11. Recess/Lunch Break ............................................................................................... 5

12. Working days ......................................................................................................... 5

13. Identity Cards ......................................................................................................... 5

14. Transfer .................................................................................................................. 5

15. Promotion ............................................................................................................... 5

Chapter III .......................................................................................................................................... 6

16. Leave ...................................................................................................................... 6

16.1 Annual/Home Leave ......................................................................................... 6

16.2 Sick Leave .................................................................................................................... 6

16.3 Mourning Leave ............................................................................................... 7

16.4 Maternity Leave ............................................................................................... 7

16.5 Paternity Leave: ............................................................................................... 7

16.6 Leave without pay (Unpaid Leave) ................................................................... 7

16.7 Public Holidays: ......................................................................................................... 8

17. Mode of Leave Application..................................................................................... 8

18. Authority to Approve Leave ................................................................................... 9

19. Counting of Leave .................................................................................................. 9

20. Maintenance of Leave Records ............................................................................... 9

Chapter IV ........................................................................................................................................ 10

21. Salary ................................................................................................................... 10

22. Discontinuation of Services .................................................................................. 11

23. Counting of Service Period ................................................................................... 11

24. Handover of Documents and Keys ........................................................................ 12

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 25. Release Letter ....................................................................................................... 12

26. Performance Appraisal .......................................................................................... 12

27. Maintenance of Personal Files .............................................................................. 12

28. Reporting Status ................................................................................................... 12

29. Public Notification ................................................................................................ 12

30. Equal Opportunity ................................................................................................ 12

31. Academic Qualification for a Job ......................................................................... 13

32. Entry, Exit and Search .......................................................................................... 13

33. Job Description ..................................................................................................... 13

34. Secrecy/Confidentiality ......................................................................................... 13

Chapter V ......................................................................................................................................... 14

35. Misconduct ........................................................................................................... 14

36. Right to Hearing ................................................................................................... 20

37. Disciplinary action may be taken .......................................................................... 21

38. Procedure for serving the notice ............................................................................ 21

39. Authority to Take disciplinary action/ issue punishment ....................................... 21

40. Punishment may be decreased ............................................................................... 21

Chapter VI ........................................................................................................................................ 22

41. Gratuity ................................................................................................................ 22

42. Reimbursement ..................................................................................................... 22

43. Facilities ............................................................................................................... 22

43.1 Festival Expenses/Allowance ......................................................................... 22

43.2 Medical Facility ............................................................................................. 22

43.3 Reimbursement of Training Seminar Fees ...................................................... 22

44. Rules for Travelling and Entertainment ................................................................. 23

45. Bonus ................................................................................................................... 23

46. Provident Fund ..................................................................................................... 23

47. Insurance .............................................................................................................. 23

48. Compensation Against Disability .......................................................................... 24

49. Change of Facilities .............................................................................................. 24

50. Advance against Salary ......................................................................................... 25

51. Transport Facility/Conveyance ............................................................................. 26

Chapter VII ....................................................................................................................................... 27

52. Miscellaneous ....................................................................................................... 27

53. Employee Service Rule/By-Laws shall be given ................................................... 28

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 54. Interpretation ........................................................................................................ 28

55. Existing Laws of Land to Prevail .......................................................................... 28

56. Amendment of these Rules ................................................................................... 28

APPENDIX – I ................................................................................................................................. 30

APPENDIX - II................................................................................................................................. 32

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 Employee's Service Rules 2018 of SHL Management Services (KTM)
Pvt. Ltd.
Preamble
In exercise of the powers conferred by the section 17 Clause 108 of Labor Act 2074, the
Board of Directors of the Company (“Board”), a group company of Silver Heritage
Investment Pvt. Ltd has promulgated these Employee's Service Rules 2074 B.S./2018
A.D. The purpose of these By-Laws is to provide a frame work for fair and efficient
management of the SHL Management Services (KTM) Pvt. Ltd. located at Lazimpat,
Kathmandu, Nepal. The Company is owned and controlled by the Silver Heritage Group
of companies.

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 Chapter I

1. Short Title, Extent and Commencement

1.1 These By-Laws may be called "Employee Service Rules &

Handbook” of SHL Management Services (KTM) Pvt. Ltd.
2018
1.2 These By-Laws shall be applicable to all employees of SHL
Management Services (KTM) Pvt. Ltd.
1.3 These By-Laws will come into force from the date of signature
by BOD’s & Chief Executive Officer of the Company in
confirmation of Approval & submitted to location Labor Office
under clause 108 (4) of Labor Act, 2074.

2. Definition

2.1 "Company" means SHL Management Services (KTM) Pvt.

Ltd. Nepal
2.2 "Division or Department" shall mean various Divisions &
Department established for business & Customers service
purpose.
2.3 "Board" or "the Board of Directors" means the Board or the
Board of Directors of the Company
2.4 "Regular Employee" means an employee who has been
engaged on a permanent basis and who has satisfactorily
completed the prescribed or stipulated probationary period as
per section 3 clause 13 of Labor Act 2074.
2.5 "Probationer" means an employee who is provisionally
employed to fill a permanent vacancy as per clause of these By-
Laws.
2.6.1 "Contract employee" means an employee who has been
engaged on contract for a specific work and specific period of
time.

2.6.2 “Trainee” shall mean an appointment for a specific period of time on

traineeship/apprenticeship contract for skills enhancement.
People appointed as such shall not be deemed employee of the
Company during the training period.
2.7 "Managing Director" means one of the Directors designated &
appointed by Board of Directors as final authority for overall
policy & operations of the Company and accountable to board
only.
2.8 Chief Executive Officer (CEO) shall mean the person appointed by
Board and entrusted with overall Management, Strategies &
Administration and Business achievement and accountable to
Board of Directors.

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 2.9 General Manager means the person appointed by the Board and
entrusted with over all Routine management, administration
and operation of the company.
2.10 "Continuous Service" means uninterrupted service. (The
weekly day off, public holidays and authorized leave shall not
be deemed as an interruption for this purpose).
2.11 "Medical Certificate" means a certificate signed by the Medical
Officer or Medical Doctor identified for the purpose by the
Company.
2.12 "Wage/Salary" shall mean and include basic wage/salary and
all payable allowances.
2.13 "Union/Trade Union" shall mean an employee’s union
constituted in the Company as per the Trade Union Act/Rules
of Nepal.
2.14 "Management" means the team of Managers, Head of
Departments, CEO, General Manager and Managing
Director/Executive Director of the Company.

2.15 “Authorized Union” shall mean Union authorized for Collective

Bargaining as per
the provisions of Labor Act 2074 and Trade Union Act 2049 &
Rules thereof.

3. Structure of the Company

The Hierarchical Organizational Structure of the Company shall be as
decided by the Management from time to time.

4. Classification of Employees
The Grade classification of employees shall be as given in the Appendix - I.
employees up to Grade 2 are classified as Unionized employees who can
participate in Trade Union activities as per Labor Act 2074 and Trade Union
Act 2049. Whereas employees in grade 3 & above having assigned with
Managerial job/responsibilities, cannot participate in trade union activities
and cannot form a Trade Union/Association.

5. Declaration

Employees shall be required to fill out a "Declaration Form" on joining and

at any time whenever required by the Management during the service period
in the format as per Appendix - II and amendment thereon. The Company
reserves the right to take disciplinary action on any employee for giving
false or the wrong information in such declaration.

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 Chapter II

6. Appointment/Retirement/Dismissal/ Resignation

(a) The Company shall have the right to appoint, promote, dismiss or retire
regular or contractual or probation employees as well as daily wage
employees/Causal Employees employed in the Company according
to these rules and existing law of the land.
(b) The CEO (Chief Executive Officer) and his/her nominee with due
authorization shall be the final authority for appointment, dismissal,
punishment, promotion and acceptance of resignation for all
employees of the Company.
(c) The Company may appoint an employee on contract as prescribed by
Labor Act 2074. The terms and conditions of employment and all the
facilities & benefits to be paid to such employee shall be as stipulated
in such contract and shall not be entitled to any other benefits,
facilities etc., which are not stipulated in the contract.
(d) The Company shall appoint Nepali citizen in each post and position.
However, Company reserves the right to appoint foreigner/s on
contract basis by or with fulfilling necessary legal requirements.

7. Probation Period

(a) An employee appointed on probation shall be confirmed as a regular

employee after completion of said probation period provided that
his/her performance during such period is satisfactory.
(b) Normal period of probation will be 6 (six) months.
(c) The probation period of an employee may be shortened, and the person's
services confirmed even before 6 (six) months, at the
recommendation of the immediate supervisor and subject to the
approval of the Chief Executive Officer.
(d) During the probationary period, the services of an employee may be
terminated at any time without a reason being given.

7.1 Training Period: Management can appoint “Trainees” for a period of 6

(six) months on apprenticeship contract for skills enhancement. People
appointed as such shall not be deemed employee of the Company.

8. Medical Certificate

All selected candidates are subject to pre-employment Medical examination.

No appointment letter should be issued unless certified fit for employment
by the Medical Doctor exclusively recommended by Company.

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9. Attendance/Departure and Late Coming

(a) All instructions in accordance with these Service Rules, issued

from time to time relating to attendance, arrival and departure,
period of duty, hours of work and alike will be notified on the
department notice board of the Company and every employee
shall comply with such instruction.

(b) All employees of the Company shall indicate their

presence/departure through employee entrance on time device
placed at Security Office and/or an appropriate location inside
premises as may deem essential by Management. Employees
shall be deemed present only after time punch on device meant
for such purpose. However, in the absence of installed device
for the purpose &/or device malfunctioning/out of order can
log in & mark their presence through attendance register as an
alternate.
(c) After signing/marking the attendance as referred to in clause
9(b) above, every employee shall present himself/herself on
work place allocated, ready for work at his/her respective
department at the time fixed.
(d) An employee who after clocking in is found absent from his/her
place of work during working hours without permission or
sanction of the department Head or Supervisor without
satisfactory reason for up to one hour shall be presumed to be
absent for the period of such absence.

10. Duty Hours & Over Time Work

1. The periods of duty hours of each category and each shift will
be fixed by the Management and/or by the respective
department heads for their departments and are liable to be
changed for the purpose of rotation as per the Company's
requirement.

2. Normal working hours will not exceed more than 8 hours a day
and 48 hours per week for operational employees and the
employee shall not object to break duty hours and split shifts.

3. Management may depute an employee with his/her consent to

overtime work as may deem essential. However, overtime
work hours shall not exceed 4 hours a day and 24 hours a week
in general. The Company shall pay one and half time of basic
salary for overtime work for such overtime work that has not
been compensated with compensatory off. Over time payment
or compensatory off eligibility will only be granted if it has
been approved by Head of Department.

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11. Recess/Lunch Break

Every employee may go for lunch only once for 30 minutes during a day as
per the timing prescribed by the concerned department. However, this
timing may be altered depending upon the requirement of Department
and/or operation of the Company.

12. Working days

The normal working days of the Company are Sunday to Friday. This may
not be applicable for employees working in the essential services
department & section as defined or may be defined by the Management
which shall remain open seven days a week and operate in various shifts.
However, a weekly day off shall be provided to employees in such situation
(on staggered basis)

13. Identity Cards

a. Each employee shall be given an Identity Card by the Company. Each

employee must possess the Identity Card during office hours and shall
have to present the same when requested. If such a card is lost, this
must be reported immediately, and a new card will be issued. Such
card will be surrendered on discontinuation of employment.

b. It is mandatory for all employees to carry the Identity card all the time
during duty and extended (OT) duty hours.

14. Transfer

The employee shall be liable to be transferred temporarily or permanently

from one department/division to other department/division within the
Company to any other establishment inside or outside Nepal operated either
by the same Management or in which the Management of the Company has
some interest whether that establishment is in existence on the date of
employment of a particular employee, or it may be established at some
future date.

15. Promotion

Employees shall be promoted based on their performance track, possessing

the appropriate qualification, skills and experience to take on additional
responsibility and perform at different and higher-level role and level of
competency provided on availability of vacancy in the Company. All
proposals for promotion shall be forwarded and discussed with the Human
Resources function for the final course of action. Promotion cannot be
claimed as matter of right. The Management shall formulate & implement
separate guidelines for promotion/Recruitment in the Company which shall
be amended & altered by the Management time to time, if required.

5
 Chapter III

16. Leave
Leave (Other than Sick/Mourning/Bereavement & Maternity leave) is not a
matter of right. It is only a facility. The authority empowered to grant leave
has the discretion to refuse, postpone, curtail and cancel leave according to
the exigencies of service and the requirement of Company. Reason of such
refusal, postponement, curtailment or cancellation shall be recorded or
explained. However, the Company acknowledges that every employee
should go on annual leave for rest and recreation, at least once a year. All
employees of the Company are entitled to following leave subject to the
provisions made under these Rules:

16.1 Annual/Home Leave

a. All regular employees will be entitled to 21 days of paid
annual/home leave every year.
b. Annual leave can be accumulated up to 90 days. Such
accumulation exceeding 90 days, if not availed, will be
en-cashed at the rate of Basic Salary at the end of every
year. Also, the employees shall be entitled to en-cash all
such accumulated leave of 90 days at the time of
separation from the Company at the rate of Basic Salary.
c. All annual leave must be pre-approved at least 7 days in
advance.
\

16.2 Sick Leave

a. All employees shall be entitled to 12 days of paid sick
leave annually. Sick leave can be accumulated up to 45
days. Such accumulated sick leave exceeding 45 days,
will be en-cashed at the end of each year. Also, the
employees shall be entitled to en-cash all such
accumulated leave of 45 days at the time of leaving the
Company. In both the cases the payment will be done on
their basic salary.
b. Employees will have to submit doctor’s certificate of
illness in case of staying more than 3 days sick leave, on
his/her return to duties.
c. Falsification (Submitting or producing false certificate)
or supplying false information of illness may lead to
misconduct punishment up to & including termination.
d. Sick leave is allowed minimum one (1) day at a time.
e. Information pertaining to sickness must come to the
Supervisor concerned or Head of Department within the
first hour of absence on working day after fallen sick.
f. Sick leave applications must be submitted within 24
hours of resuming duty after sickness.

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16.3 Mourning Leave
16.3.1 All Employees (Male or Female) shall get 13 days paid
mourning leave during service period on the demise of:
a. Parents, spouse and children of male employees where one
need to perform
ritual by oneself under family & religious custom
b. Parents in Laws or Parents, spouse and children for female
employees
subject to performing mourning ritual by self under the
custom of religion
& family.

16.3.2 Mourning leave applications must be accompanied with a copy of

the death certificate under the local governance law of Nepal
Government.

16.4 Maternity Leave

Female employees shall be eligible for Maternity Leave of up

to 14 weeks pre and post-delivery.

The Maternity Leave shall be mandatory prior to two weeks of

expected delivery date and six weeks post-delivery.

Maternity Leave only up to 60 days shall be fully paid leave;

exceeding 60 days shall not be paid.

The employee will be required to produce a certificate from a

qualified Medical Practitioner.

Female employee shall not be kept for night shift two months
prior of delivery and six months after delivery

Other provisions regarding Maternity Leave shall be as

prescribed by the existing labor law and Company’s policy.

16.5 Paternity Leave: Married male employees shall enjoy 15 days

paid paternity leave post child birth.

In case of the demise of wife before completion of 60 days of child

birth, such male employee shall be entitled to the remaining
period of Maternity Leave for taking care of new born.

16.6 Leave without pay (Unpaid Leave)

Employees may request for leave without pay in case there is no
accumulated payable leave and the employee has exhausted Annual, Comp
off and Sick leave. The Management reserves the right to sanction or refuse
such request at its full discretion.

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 16.7 Public Holidays:

Although the nature of business mandates continuity of services and operation and
that necessitates employee working on holidays too, the following public
holidays shall be observed every year (January – December) not exceeding
13 days for male employees and 14 days for Female employees, in total as
detailed here below:

• Sonham Loshar
• Fagu Purnima
• International Women’s Day (Exclusively
for Female employee)
• May Day (Labor Day)
• Dashain
o Fulpati
o Maha Astami
o Maha Navami
o Bijaya Dashami
• Tihar
o Laxmi Puja
o Gobardhan Puja
o Bhai Tika
• Chhath Parba
• Christmas
• Nepali New Year

However, employees shall be eligible for one day compensatory off for each
such day worked on public holidays. Such entitled compensatory off must
be utilized within 21 days of working on any such public holidays.

Alternatively, employees eligible for OT pay may also choose overtime pay
for such working on public holidays that will be paid at one and half times
(150%) of basic Salary.
16.8 Official Leave (Out Door Duty/Business Travel/Training/Seminars)

The Company may sanction Official Leave to its employees, if necessary,

only in case to attend outside training, programs or seminars as Business
Travel Leave and in case to attend local training, programs or seminars as
Out Door Duty.

17. Mode of Leave Application

All leave (other than sick & mourning leave) shall be applied for in advance,
except in the case of an emergency through filling out a leave form.
Approved leave application shall be forwarded to Human Resources
Department through concerned Department Head.

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18. Authority to Approve Leave

The Departmental Heads shall have the authority to approve leave

application. However, only General Manager or Division Head concerned
shall have the authority to approve leave application in case of managerial
staff and Head of Department.

19. Counting of Leave

All Public holidays and weekly Day off falling in between the period of
leave shall be counted as part of the leave taken.

20. Maintenance of Leave Records

The Human Resources Department shall maintain leave records of

employees and shall circulate the status of leave of each individual
employee to their respective Department Heads once a month in order to
enable them to prepare their leave plan.

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 Chapter IV

21. Salary

21.1 Salary of employee shall be fixed or determined by

management from time to time.
21.2 Salary of employees shall be paid by the 1st day of the
following month. However, if the same day falls on a holiday,
salary shall be paid on the following working day. For the
purpose of Salary payment, the English calendar month shall
be followed.
21.3 Annual salary increment shall be effective from 1st of August
every year not less than at 1/2(Half) day’s basic salary of
concerned employee. However, by any reason, if salary
increment takes place more than one time during the year for
any employee shall only be extended prorate of total increase
during annual increment process. The increment allowed on
prorate may cause increment becoming lesser amount than half
day pay.
21.4 Annual salary increment shall be subject to annual performance
review managed by the Performance Management Process
(PMP). The concerned Department Heads shall carryout
performance review with their respective employees and
forward the same to Human Resources Department to prepare
final salary recommendation for the approval by the CEO.
21.5 The Company shall not deduct any amount from the salary of
an employee except on the following grounds:
a. In case it is required to realize any fine;

b. In case it is required to deduct against absence; or loss or

damage of cash or kind of the Company caused
intentionally or negligently;

c. In case it is required to deduct in respect of providing

prescribed facilities or advance or over payment of
salary.

d. In case it is required to deduct under the order of

government office or court of Law or the notification of
Nepal Government published in the Nepal Gazette; or

e. In case it is required to deduct in respect of income tax

or any other tax levied under prevailing laws of Nepal.

f. Company shall not deduct more than 25% of salary of

concerned employee in a month. However, for realizing
any amount in presence of government or court's order,
government notification, if a time limit has been
specified in such order the dues shall be divided in the

10
 rate of percentage and if no time limit is specified, not
exceeding at the rate of fifty percent of salary.

g. Notwithstanding anything mentioned in 22.5(f) above in

case an employee dies, or service is discontinued or
dismissed, the Company shall deduct full amount from
the dues payable to such employee by the Company.

22. Discontinuation of Services

22.1 Every employee, on a regular employment, shall compulsorily

retire on attaining the age of 58 years or is declared medically
unfit by the Company's identified Medical Doctor and
supported by the doctor prescribed by Government of Nepal.
22.2 A regular employee can resign from services at any time by
giving prior notice as required by the Labor Act 2074 &
communicated through employment letter or as may be
communicated by management from time to time or by paying
or surrendering gross salary for such notice period in lieu
thereof. The signed resignation shall be addressed and
submitted to the appointing authority. However, the appointing
authority has right to accept or reject the resignation of such
employee.
Additionally, leave will not be allowed during notice period of
resignation and resigning employees will required to be present
on duty for every working day during such notice period,
failing which may result in to deduction of compensation,
salary & wages for such period of employee remaining away
from the work in the case of unapproved leave.
22.3 An employee whose services are discontinued or
terminated/dismissed in accordance with clause 22.1, 22.2 &
35(d) of these By-Laws from the Company shall clear all dues
of the Company and its associate Company & units prior to
final settlement. The final settlement clearance form forwarded
by the concerned Department to Human Resources Department
shall be finally forwarded to Finance Department for the
settlement.

23. Counting of Service Period

The service period of an employee shall be counted from the date of his/her
probationary appointment. The period of transfer/deputation/posting in any
associate Company shall be included for the purpose of counting the service
period and gratuity. However, the period of special leave or the leave
without pay will be deducted from the service period.

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24. Handover of Documents and Keys

Every employee shall hand over all keys, Company related documents and
other material that s/he possess to the immediate supervisor of the Company
on the termination of service or dismissal or is transferred to another
department/section. Employees going on leave shall hand over official keys
to his/her departmental superior.

25. Release Letter

The Company shall issue a letter of clearance in the name of the employee
after s/he hands over such documents/materials when s/he retires or is
transferred or discontinued or dismissed. The authority to issue such letter
shall be the same as appointing authority.

26. Performance Appraisal

Performance appraisal of an employee shall be done in the manner as

prescribed by the Management at least once per year i.e. for the period of
January to December.

27. Maintenance of Personal Files

The Human Resources Department shall maintain the personal files of all
employees i.e. of the Company and such files will be kept up to date at all
times however management staff personal files will be maintained at Group
Office – Nepal & stored under custody of Group Human Resources Director
-Nepal.

28. Reporting Status

The reporting status of each employee will be as determined by the

Management from time to time.

29. Public Notification

The Company may publish a public notice in the notice board of Company
when employees join the organization.

30. Equal Opportunity

The Company shall provide equal opportunities to all for employment

regardless of their sex, color, caste, religion, race, sexual orientation.

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31. Academic Qualification for a Job

Academic qualifications for each job shall be as prescribed from time to

time by the Management. However, it is anticipated that Management
Graduates shall be preferred for Guest area entry level jobs.

32. Entry, Exit and Search

a. No employee shall enter or leave the premises except through the gate
or gates designated for the purpose.

b. All employees are liable on entering/leaving or while inside the

Company to be searched by the security guard or any other person
authorized to do so by the Management.

c. Outgoing packages must bear the signature of the respective Head of

Department, but they will still be opened for inspection by the
Security Guards/Time Keepers. Company property cannot be taken
from the premises without the specific authorization/gate pass duly
signed by authorized authority.
d. None of the employees are allowed (irrespective of Grade) to enter
inside the casino premises off the duty hours, in the event if they are
required to visit by General Manager’s approval, Employee ID card
should be possessed at all the time.

33. Job Description

Employees shall be given a Job Description which shall be reviewed from

time to time. However, for the workers level, their respective Head of
Department shall issue written or verbal instructions for the above purpose.

34. Secrecy/Confidentiality

Each employee shall maintain absolute secrecy/confidentiality and shall not

divulge confidential matters relating to the Company or any of the Silver
Heritage group of companies. Any matter deemed confidential may be
divulged only after obtaining the permission of the Head of Departments
and/or Higher Authority depending upon the seriousness of the matter.

13
 Chapter V

35. Misconduct

Misconduct shall mean an act of omission or commission of duty or

warranty expressed or implied, custom or usage, whether singly or in
collaboration whether inside the Company premises or outside. An
employee may be punished at the level of his/her misconduct. S/he may be
punished for his/her following misconduct:

a. An employee may be reprimanded/warned/admonished for

their following misconduct:

1. In case s/he remains absent from the work

a. Without getting leave approved
b. Without obtaining permission
c. Comes late after the regular time
d. Missing from place of work without
permission of competent authority

2. In case s/he violates the order or directives issued by

his/her supervisor, department head/managers and any
order issued under Labour Act and Rule made
thereunder or these By-Laws.

3. Wearing uniform while off duty or leaving the premises

in the uniform unless permitted/authorized by competent
authority.

. In case the employee misbehaves with the customers or

visitors or other employees of the Company.

3.1 Prying into the privacy of the guests i.e. peeping or

spying on the rooms occupied by the guests
3.2 Breach of Guest Privacy by approaching guests for
photos and posting them in personal social media or any
unauthorized social media without guest approval.
3.3 Involving in a personal conversation with guest for any
personal benefits or desires.
3.4 Using any guest facilities, unless authorized.
3.5 Discriminating guests and/or associates based on race,
skin, age, physical disability, sexual orientation or
nationality.

4. Delivering speeches or raising slogans or act in any way

tending to provoke employees to violence against the
Management or immoral influence on the management
or causing creating the non-working environment for
others or unauthorized distribution or posting of any
form or writing on walls in the premises of establishment

14
5. Threatening, intimidating, coercing or interfering with
fellow employees within the premises of the Company
or ceasing work during working hours.
6. Disrespect of authority (Management,
Managers/Executives/Officers) and these Rules and
general affront to the Management or entering the
management personnel room/offices without prior
approval.

7. Smoking in a non-smoking area inside the company

premises beyond identified area.
8. Any forms of gambling within the premises of the
Company among/with co-workers.

9. Disrupting in collection of the evidence and facts with

regard to the misconduct and also in all possible ways to
initiate disciplinary action or misbehavior during the
investigation into the matter of misconduct.

10. Engaging in unproductive &/or personal activities during

working hours. Examples of unproductive activities are
gossiping, playing games, browsing restricted web sites,
horse playing or practical jokes or willful non-
cooperation with fellow associates for proper discharge
of duties.

11. Interfering or tempering or forging or destroying or

damaging with the official records, attendance register,
documents, medical certificate, falsifying attendance
record in any way, ID cards etc. pertaining to
himself/herself or any other employee &/or failure to
report loss and found articles immediately or before the
shift ends to the competent authority &/or making any
misleading statement and hide any facts.

12. Sleeping while on duty or after duty in any part of the

Company without prior approval of competent authority.

13. a. Leaving his/her work, unattended or interfering

with the work of other employees in any way or
failure to complete with work schedule and/or changing
work schedule with other Associate without prior
approval of the competent authority.
b. Achieving Performance rating for one
performance cycle unsatisfactory or below average.
c. Gross negligence in performance of duties or
negligence of work.

14. Engaging in any trade and money lending & borrowing

within the premises of the Company &/or trading foreign
exchange illegally.

15. Loitering in the Company's premises or visiting other

departments except when the duties require the presence

15
 there or staying in the premises of the establishment
beyond his/her duty hours unless requested by the
Management.

16. Disclosure to any unauthorized person of information

relating to the Company's interest or the security
measure or contacting any media person for
communication without the prior approval of the
establishment with regard to the work/assignments to be
carried out by him/her or any other person or product of
the establishment.

17. Possession of any kind of weapons except those tools

required for the performance of duties.

b. An employee may be liable to salary deduction for a maximum of one

day on following misconduct:

1. Disobeying any legal and reasonable order of the

Management or of Officers/ Executives/Managers
generally and in particular refusing directly or indirectly
to receive any communication, letter, notice or order in
writing from the Management or from any superior
Officer/Executive/Manager or from the person deputed
to deliver the same, and refusal to endorse the fact of
having received the same on any peon book or on the
duplicate copy of the document itself.
It must be clearly understood that unless the employee is
out of station it is necessary to have due evidence of
receipt of the communication on his/her part. Except in
cases where the employee is out of station, no
communication as mentioned above shall be sent by
registered post. Every employee shall serve his/her
correct address on which s/he can be served. If an
employee refuses to take delivery of any communication
sent on the address furnished by him/her or if any
communication is returned undelivered for the reason of
address being wrong or the employee not traceable on
that address. The employee shall be deemed to have been
informed of the contents of the communication and no
further communication will be necessary.

2. Incase s/he participates or compels any other person to

participate in any unauthorized strike or in a strike which
is declared illegal &/or wearing of badges other than
those given by the management or black bands during
the working hours in the premises of the establishment

3. Refusal to sign any document, form or register kept or

maintained for the purpose of maintaining daily records
or refusal to comply with the Security Procedures of the
Company i.e. presenting the bag for inspection by
authorized Security Personnel when requested.

16
 4. Receiving visitors while on duty without taking
permission from the Head of Departments/Managers/ or
In-charges/Supervisors.

5. Carrying out business transactions of either personal

nature or that which are not connected with the
assignment of duties at the Company at any time or
taking up any other employment or vocation for profit or
gain or failure to seek prior approval for personal
business or attempting to gain a commission, profit,
money, gifts and/or receiving any form of compensation
directly or indirectly by using one’s position &/or
committing an act of immorality within the precincts of
the Company or outside affecting the reputation of the
establishment.
6. Refusal to carry out the orders of transfer.
7. Picketing or holding demonstration at the place of
residence of the CEO or Managing Director, General
Manager, Director or Head of Divisions or Departments
or any other Executives of the Company or the Directors
of the Company.

8. Habitual breach of any provision of these Rules or instructions

issued from time to time by the Management or the person
authorized to do so &/or failure to comply with various other
procedures and policies mentioned in this Handbook.

c. An employee who is guilty of any of the following misconduct

may be punished by not qualifying for annual salary increment
(stoppage of Annual increment) or promotion (Withholding of
Promotion) for One year:

1. Gross negligence or carelessness or slowdown of work

intentionally/willfully against interest of the Company.

2. Unauthorized use of Company assets/equipment/ keys/

documents outside the premises of the Company or
Allowing/giving to unauthorized person without
permission of the competent authority & unauthorized
uses of Company telephone.

3. Misuse or failure to use or avoidance to use personal

protective/Safety equipment & devices supplied by
Company and not following safety guidelines.

4. In case s/he creates or causes to create disturbances

within the Company with an intention of affecting the
service or works of the Company or prevents the supply
of food and water or connection of telephone and
electricity or obstructs the entry into or movement within
the Company &/or any act of dishonesty towards guests,
patrons or fellow workers or employees &/or willful

17
 non-cooperation with fellow associate for proper
discharge of duties.

5. Incase s/he takes away the Company’s property without

permission or unauthorize way carrying outside the
Company’s premises documents, any property of the, or
relating to the affairs of the or allowing usage by
unauthorized person.

6. In case an employee misuses any utility or asset which

has been installed or kept for protecting the health and
safety of the employees or causes damages to them
intentionally.

6.1 Non-observance of hygienic conditions

6.2 Failure to observe safety rules and regulations

d. An employee who is found to be guilty of any of the following

misconduct mentioned below may be dismissed/terminated from the
services of the Company without compensation:

1. In case of an employee causes bodily harm or injury or

fetters, detains the Employer, customer/consumer or any
one related to work place of the Company with or
without use of arms or injury or causes any violence or
destruction or assault or confinement within the
Company or on any other matter &/or using of offensive,
vile or obscene language.

2. In case s/he accepts

bribes/commission/profit/money/gifts &/or receiving
any form of compensation from any entity the Company
does business with or plans to do business with. An
example is accepting commission or other valuables
from a vendor &/or any act of dishonesty towards guests,
patrons or fellow workers or employees &/or directly or
indirectly soliciting tips from guests.

3. Stealing anyone’s assets or belongings at workplace.

Also selling or promoting product or services other than
product or services sold/traded by Company shall also
be treated as stealing for the purpose of misconduct.

4. Dishonesty in the transaction of the Company &/or

committing an act of immorality within the precincts of
the or outside affecting the reputation of the
establishment.

5. Incase s/he intentionally causes damage/s to any asset of

the Company or under possession or in usage of
Company.

18
6. If an employee breaches special technology or divulge
to the secrecy of or the technical specifications of the
equipment or services utilized for Company business or
otherwise.

7. Continuous absence for more than thirty days from the

job, without leave approval/authorized
leave/communication to management/concerned
authority.

8. Incase an employee is declared guilty for criminal

offence involving moral turpitude by a court of law.

9. Giving false declarations regarding personal details

including but limited to name, age, parents’ name,
spouse and children’s name,
academic/personal/professional qualifications,
experiences and any other information at the time of
employment or otherwise.

10. In case s/he comes to duty after consuming alcoholic

drinks or in narcotic substance or consumes such drinks
or narcotic/drug during the work hours

11. In case an employee is punished more than twice for any

offense of misconduct under clause 36(a), (b) & (c) of
these Rules within 3 years.

i. Committing any offence, within the meaning of

criminal law within the premises of the Company or
outside and committing any act of omission or
commission within or outside the premises of the
Company whether amounting to an offence, or not which
would tend to have the effect or result in impairing the
reputation, the public confidence, the discipline or the
prestige of the Company or the Management.

12. Working for or together with a competitor of the

Company or operating competing business/work by self
or serving confidential information of Company to
Competing Institution Competitor is any other entity or
enterprise that provides services similar to what the
Company is engaged.

13. Selling other products or services that are similar and/or

compete with the Company products or services.

14. Misappropriating the Company funds. For example,

accepting payment from customers without providing
the Company legitimate receipt/bill with the intention to
misuse the funds.

19
 15. Any unauthorized sale of products or services in the
Company name.

16. Gross negligence in performance of duties or negligence

of work &/or achieving performance rating of Missed
Target (the Lowest rating as of now) for three
consecutive performance cycles.

17. Sexual harassment of any kind at the work place is

strictly prohibited.

i. Harassment:
Any sexual harassment at the work place is strictly
prohibited. For this purpose, sexual harassment includes
(including but not limited to) such unwelcome sexually
determined behavior, whether directly of by
implications as:

a) Physical contact and advances,

b) A demand or request for sexual favors,
c) Sexually colored remarks and
d) Any other unwelcome physical, verbal or non-
verbal conduct of sexual nature.

ii. Where such conduct amounts to a specific offence

under the Criminal law of Nepal or any other law, the
Management will initiate appropriate action in
accordance with law. The norms for sexual harassment
are applicable to all associate involved in the operations
of the company and prohibit unlawful harassment by
managers, employees, workers and guests.

18. Any other misconduct defined by Law of the land meant

attracting termination.

36. Right to Hearing

1. Before awarding any penalty/punishment under clause 36 of these

Rules, any staff or employee who is in permanent/contract service
shall be served a notice (show cause – requesting an explanation from
the employee) stating the facts of the misconduct committed by
him/her and the type of punishment that may be awarded to him/her
if proven together with an opportunity to submit his\her explanation
within seven days.

2. Explanation letter shall not be served after the expiry of two months
from the knowledge of such misconduct.

3. The explanation letter shall be issued by the authority who has

authority to punish which in general will be General Manager &/or
Director of Human Resources.

20
37. Disciplinary action may be taken

The Management may take an appropriate disciplinary action under the

clause 36 of these Rules if s/he does not submit an explanation letter within
the specified period or if the explanation letter submitted by him/her is not
satisfactory. However, the decision for the disciplinary action shall not be
taken after the expiry of three months from the date of initiation of action

38. Procedure for serving the notice

Any notice for explanation letter or disciplinary action letter shall be

officially served to the concerned employee. If the notice or the disciplinary
action letter issued is not accepted by him/her, such notice will be displayed
in the public notice board of the Company or in case of his/her absence from
duty, the notice will be sent by mail under registered post at his/her address
provided to the Company and the copy of such notice is displayed in the
public notice board of the Company and a copy of such notice is also
provided to the concerned labour office. If the notice is served as described
aforesaid, the employee cannot claim that the notice has not been served.

39. Authority to Take disciplinary action/ issue punishment

1. The authority to take disciplinary action shall be with the

General Manager or Director of Human Resources or any other
person designated by the Board of Directors of the Company.
The full text of the decision shall be provided to the concerned
employee on request and a copy to Labor Office as soon as
possible.

2. An employee will not be entitled to any salary allowances

associated to monthly salary during the suspension period in
accordance with law.

3. The General Manager or any other person designated by

him/her may suspend an employee pending enquiry with half
pay during the investigation period and he has right to
constitute an inquiry committee for investigation such
suspension period shall be released and treated as force leave
on completion of investigation

40. Punishment may be decreased

The proposed punishment/disciplinary action may be reduced, withheld or

cancelled by the party vested with the authority to issue such an action.

21
 Chapter VI

41. Gratuity

The Company shall pay the gratuity as per the Labor laws in existence at the
time of separation from the services of such employee. As described by
current Labour law and Collective Bargaining Agreement (CBA) in force it
will be based & calculated on the Basic salary of employee.

42. Reimbursement

Reimbursement to the employees of the Company shall be as per the policy

of the Company or as may be communicated through appointment letter or
communicated in writing from time to time.

43. Facilities

43.1 Festival Expenses/Allowance

The Company shall pay Festival allowances/expenses
equivalent to one month's basic salary if not requested
expressly in writing by employees for differing pay to a
particular festival as per their own religion and/or tradition at
the time of Dashain festival once a year subject to the
following:
43.1.1 Such expenses will only be given to the
employees who have completed one years of
service period at the time of disbursement.
43.1.2 Normally, the employees who are on the regular
payroll of the Company shall get at prorate for the
completed service period considering one years’
service for eligibility there to.

43.2 Medical Facility

The management will formulate a separate policy in detail in
this regard. However, Medical Insurance Policy will be
extended for all employees, spouse and their two dependent
children within the age limit of 18 years.

43.3 Reimbursement of Training Seminar Fees

The Company shall reimburse fees for training/seminars
attended by employees if sent/nominated by Company on
actual basis. However, Company shall not reimburse the fees
for training/seminars which are not approved by the
Management and it is not related with job of the Company.

22
44. Rules for Travelling and Entertainment

A separate Travel policy will be applicable as may be communicated by

the management from time to time.

45. Bonus

The Company shall declare and pay bonus in case of profit earned; on its
annual profit as per the provision of Bonus Act, 2030 in force and the rules
framed thereunder.

45.1 Ex-Gratia

Notwithstanding anything contained in clause 44 above, the

Board of Directors or Managing Director may, at its absolute
discretion and without creating any precedence in this regard
decide to disburse among any or all employees, any ex-gratia
payment that it may deem fit.

45.2 The Board of Directors or the Chairman/Managing Director

may, at its/his absolute discretion and without creating any
precedence in this regard, reward an employee with cash for
acts of bravery, for acts in interest of the Company, for
extraordinary performance of any nature, for obtaining a
national award or recognition, for having attained an
educational degree.

46. Provident Fund

Ten percent of the basic salary of each employee shall be

deducted every month as provident fund contribution and the
Company shall deposit such amount with Provident Fund
Office or any other Registered Financial Institution meant &
authorized to operate Retirement Fund after adding an equal
amount (Not exceeding 10% of Basic Salary).

47. Insurance

Medical Insurance & Group Personal Accident Insurance

(GPA)
The Company will insure all employees under the Medical &
Group Personal Accident insurance policy provide coverage in
the event of illness & accident. The insured amount and
premium shall be as per Labor Act 2074.

23
48. Compensation Against Disability

48.1 Medical Facilities and Compensation

a. In case an employee is injured in the course of his/her

employment with the Company, the amount spent on
his\her treatment shall be reimbursed or provided by the
Insurance Company as per Group Personal Accident
Policy. If the employee is at work and is required to
undergo treatment (accident case) staying in hospital, or
s/he stays at home for complete bed rest as advised by
the doctor, the Insurance Company shall compensate as
per the prevailing Labor Act and Rules. The period of
treatment shall be deducted from the leave balance of the
employee.
b. In case an employee is injured and disabled while on
duty, the Insurance Company shall pay lump sum as
prescribed in the Labor Act 2074 and Labour Rules
2075. If the disability of the worker or employee is of
100 percent. The percentage of disability is fixed by the
medical practitioner prescribed by Nepal Government in
accordance with schedule of prevailing Labor
Legislation.
c. The Insurance Company shall pay the lump sum
compensation as per Group Personal Accident scheme
policy of the deceased employee to nearest heir of the
deceased if any employee dies immediately or during
his/her treatment as a result of an accident on duty.
d. The amount shall not be less than the amount stipulated
under clause 48.1 (b) & (c) of these By-Laws.

e. It is mandatory to use safety equipment/device & follow

safety guidelines to prevent accident & injury.
Employees failing to use or improper use of safety
device/equipment and following safety Guidelines shall
not be entitled to receive compensation as described
under this clause 48.1 a, b, c & d above.
48.2 Employees do not have the right to choose the amount of insurance or the
compensation, if the sums are different. However, s/he cannot claim both.

49. Change of Facilities

Any facility may be changed by the Management from time to time

considering the market condition and/or Union Negotiation or Collective
Bargaining Agreement.

24
50. Advance against Salary

Personal Advance Policy

Advances will be provided only to those employees who have completed their probation
period of the Company at its absolute discretion and not as of right.

Advance is applicable mainly in following cases-

a. Accident of employee or his/ her immediate family

member

b. Social & Cultural functions like marriage, bratabandha,

mourning etc.

c. Self-study expenses

d. Medical treatment of employee or his/ her immediate

family member

e. For any other urgent/ extraordinary cases, advance

amount can be released with the recommendation of
departments and approval of HR and Finance Division.

• All employees are eligible for advance amount for maximum of 1-month
gross salary.

• An employee will be provided an advance for two times in a year.

• No further advance will be provided to employees if the earlier advance is

not cleared. Furthermore, employees who have not taken advance once
given first priority.

• Repayment of advance should be done within 3 months.

• Employees requesting an advance must complete and submit the Advance

Request Form.

• Advance amount will be provided after the recommendation of HOD,

verification by HR Manager and General Manager.

• In the case of an employee leaving the Company prior to making repayment

of the advance in full, the Company reserves the right to make set off of any
outstanding sums owed to the Company from the employee’s final salary /
payment.

25
51. Transport Facility/Conveyance

A separate Transport & Conveyance policy will be applicable as may be

communicated by the Management from time to time.

26
 Chapter VII

52. Miscellaneous

52.1 Employee shall return all Company owned property and settle
all outstanding accounts on the termination of his/her services
a. An employee shall give an account of all papers, books,
tools and other property of the Company in his/her
possession, custody or charge.
b. The value of shortages or damages of the Company's
tools, equipment and property in the employee's
possession, custody or charge shall be recoverable from
him/her.
52.2 Application for Grievances handling
All complaint, grievances handling or claims arising out of
employment including those relating to unfair treatment,
wrongful execution or implementation of these Employee's
Service Rules or existing Labour Act & Rule shall be submitted
to the Human Resources Department or the Authority that may
be communicated from time to time by the Management. After
receipt of such application Human Resources authorized
Representative or official/s shall look into the matter of
grievances and issue appropriate order or directives.

52.3 Service of Notice

Any notice, memo or letter posted on the notice board shall be

deemed to have been personally served to the
employee/employees concerned. All notices required to be
posted under the Employee Service Rules shall be in English
or Nepali and shall be kept in legal and clear condition and in
case of conflict interpretation in English and Nepali version,
the English version shall prevail.
52.4 Fidelity and Security Bonds
Where the Company deems it necessary, the employees dealing
with cash, store and property of the Company may be called
upon to execute fidelity or security bonds. In certain cases, cash
as a form of security may also be prescribed.
52.5 Unclaimed Wages
Any wages due to employee but not paid on the usual day on
account of being unclaimed shall be paid by the Company on
such unclaimed wage/pay may be notified in this behalf or
deposited to Social security fund as may deem essential under
the prevailing labor law.

52.6 Management to establish the strength of employees required to

operate the Company
It will purely be the Management's function to establish/decide
the manpower strength of the Company or any department.

27
 Employees shall recognize this to be the exclusively domain of
the Management.
52.7 Certificate on Discontinuation of Service
Every employee shall be entitled to ask a service certificate at
the time of his/her dismissal, discontinuation, discharge or
retirement from the service of the Company.

52.8 Collective Bargaining Negotiation with Trade Union

Any agreement entered into between the Management and the

recognized/authorized Trade Union of the Company shall be
treated as having legal recognition on it and such negotiation
shall be applicable to employees categorized as non-
management employees as per Annex - 1

53. Employee Service Rule/By-Laws shall be given

Employee Service Rules 2018/2074 shall be loaded on Company’s intranet

for employee referrals and shall also be submitted to Labour Office for their
records.

54. Interpretation

The Managing Director/CEO of the Company shall have the authority to

interpret these Rules.

55. Existing Laws of Land to Prevail

The Labour Act 2074, Labour Rules 2075, Trade Union Act 2049 and Rules
and other existing laws of the land shall prevail on any matter which is not
covered by these By-laws.

56. Amendment of these Rules

The management of the Company reserves the right to amend these

Employee's Service Rules. However, the Managing Director/CEO of the
Company or the person designated by him/her may amend the appendix of
these By-Laws.

ENDING REMARKS:
The Management of SHL Management Services (KTM) Pvt. Ltd. thanks you for taking
the time to thoroughly read our Employee Handbook. We expect everyone to abide and
follow the policies as set forth and described.

28
Approved By:

Mr. Mike Luke Deneuve Bolsover

Director

Mr. Sanchit Krishna Shrestha

Director

Mr. Basil Jong

Director

29
 APPENDIX – I
This Appendix is related to clause 4 of these Rules.

GRADE CLASSIFICATIN OF EMPLOYEES

(Attached to and forming part of the Employee's Service Rules 2018/2074)

MANAGEMENT EMPLOYEES (Manager, Executive & Officer)

Grade Designations/Positions Description of Remarks

positions
11 Managing Director/CEO Head of the Nepal
Group Operations
10 Nepal Group Manager’s Country Operations
Head/ Head of Casino
(Country)/ Group
Managers
9 General Manager Casino Operations/
Manager
8 Senior Manager Operating Functional
Head
7 Manager Head of Department

6 Deputy Manager (Functional) Sub-Department

Head/ Manager
5 Assistant Manager (Functional) Sub-Department
Head of Various
department
4 Senior Officer/Executive Section In-charge of
Different Functions
3 Officer Section Support/
Subsection In-Charge

Non-Management Employees (Staff & Worker)

2 Supervisor/ Team Leader All Functional Team

1 Asst. Supervisor All Functional Team
ST-1 Senior Assistant All Functional Team
ST-2 Assistant All Functional Team
ST-3 Junior Assistant Technical and Functional
with specific skills
ST-4 Attendant House Keeping, Gardening,
Cleaning, Security,
Engineering (All Functional
Team)

30
Explanation:

1. Management Employee: This category of

employees is defined as
Managerial Employees
(Manager, Executive &
Officers,
Administrators) and are
assigned with
managerial
responsibilities of the
Business. Therefore,
they are not allowed to
participate in Trade
Union Activities and
form any types of union
& associations as per
the Trade Union Act of
Nepal.

2. Non-Management Employees: This category of

employees is defined as
employees without
managerial &
Administrative
responsibilities of the
business. Therefore,
they can participate in
Trade Union activities
and form Trade unions
under the Trade Union
Act of Nepal.

31
 APPENDIX - II

EMPLOYEE DECLARATION FORM

(Relating to clause 5)

Name:

Date of Birth:

Permanent Address:

Contact Telephone No:

Nationality:

Educational Qualification

Degree Year of University/Board

Passing

32
Training

Name of Program Year Institution

Other Major achievements (awards, social recognition etc.)

Employee Health

Date of last check up: Blood group:

Name of the Doctor:

Details of any serious illness:

33
Family data

List of dependents (one set of dependent parents, spouse and two children of the
employee up to the age of 18)

Name Age Relation Reason for

dependence

(Reason for dependence could be a widow, unemployed, retired etc.)

Is your spouse employed?

Yes/No

If yes, please give details of his/her name of the organization, designation, date of
appointment and nature of work handled?

Name of Children

Name of Date of Education

Child Birth
School Grade Total cost per annum
fees & others

Declaration under section 5 of Employee Service Rules.

34
Do you have any sole-proprietorship, partnership business or are you a shareholder in
any company?

Yes / No

If yes, please fill in the following:

Name of Year Nature of Business Your stake

Organization Estd.

Are you a beneficiary or indirectly in any business venture in addition to the above? if
so, please give details.

Do you have any business dealing with this Company or its associate companies?

Yes/No

If yes, please give details of such interest for the approval of the Management.

Do your immediate family members have any business dealing with this Company or its
associate Companies?

(Immediate family members mean parents of the employee and his/her spouse or
children)

Yes/No

If yes, please give details of such interest for the approval of the Management.

If during the course of employment with the Company, the employee intends to enter into
any such business arrangement, it will be the employee's duty to inform the Management
in writing about such arrangement and obtain the prior approval/permission of the
Management.

35
I declare the above to be true to the best of my knowledge and information.

_________________________

Signature of Employee

Name:

Date:

36