Sample Prefiled Form

Dear Colleague,
Welcome to the Bajaj Allianz Staffing Solutions Limited Team. Please find enclosed following documents as a part of your joining kit. You are
requested to fill the form according to the instruction and submit it along with one copy of your appointment letter.
Booklet -A
01. Joining Checklist 02.HR Information Sheet 03. Joining Information Sheet 04. Confidentiality Agreement
Please fill the booklet in Capital letters

Authorised Signatory
Sub. Joining Report & Checklist
Full name of the Candidate
Shewale Tukaram
(Surname) (Middle Name)
Shubham Tukaram Shewale
(First Name) (Father / Spouse Name)
Male / Female: Male Designation: Operations Officer
Date of Birth:(DD-MM-YYYY):- 15 Jul 2001 Department: Decentralised Operations/Specialised Service Unit
Marital Status:- Single Grade: Junior Officer
Mobile Number:- 9067936495 Alternate Number:- 9067936495
Current Address:- 55/4 Bhairavnagar Dhanori Road Pune Date of Joining :(DD-MM-YYYY):- 25 Jan 2024
Joining at:(Place of Posting):- Ho - Direct Marketing
-411015
Permanent Address:- 55/4 Bhairavnagar Dhanori Road Pune, , * PAN Number :- OLNPS4560P
*Aadhar No: 826711176280
Personal mail ID :- shubhamshewale1571@gmail.com
Pin Code:- 411015 CF5-25 Jan 2024
*Mandatory for salary processing. Also please update these details in the online ESS portal
Checklist of the required documents
Name of Employee: Shubham Tukaram Shewale
Date: __________________________________________
Signature of Employee:
Regd. & Head Office: Bajaj Allianz House, Airport Road, Yerawada, Pune- 411006. Tel.: (+91 20) 66410657
CIN: U74900PN2015PLC154364
HR INFORMATION SHEET
This information sheet gives details of some important formalities to be completed either before or on joining. Please take time to read it carefully.
Your co-operation in complying with the requirements would help us in completing your joining formalities speedily.
1. Documents required to submitted

The following documents are to be submitted by you to HR on the day you join. In case you are joining at the Branch/ Regional office, these
are to be submitted to your Respective Reporting Authority.
DOCUMENT SPECIFIC REQUIREMENT
*Date of birth certificate Certified copy of School Leaving Certificate
*Graduation certificate Certified copy
*Post Graduation certificate Certified copy
*Pan Card copy Self Certified copy
*Aadhar Card copy Self Certified copy
*Employment certificate (Service certificate from past employers) Certified copy
*Relieving Letter from last employer Certified copy
*Last pay slip received Certified copy
*UAN card copy Self Certified copy
*Medical Fitness certificate Original certificate issued by a Registered Medical Practitioner
stating fitness for work and that you are not suffering from any
communicable disease.
*Photographs (Colour) 3 nos. Passport size
2. Bank Account
The employee has to provide the Bank Account details of his/her existing Salary Account with a Bank. If the employee wants to open the new
salary account, an introductory letter for account opening will be issued to the employee along with the Employee Id letter and with the list of
Banks, with which this division has a corporate tie-up. The employee has to co-ordinate with the Bank regarding the bank opening formalities and
the necessary Know Your Customer norms. The employee should send a Cancelled Bank cheque of the bank along with the joining kit in
which he/she has an existing or has opened a new salary account.
3. PAN
You are requested to furnish your PAN number which is a mandatory requirement for salary and Income Tax processing. You also need to give
your PAN number in ESS as part of your joining formalities.
4. Aadhar
You are requested to furnish your Aadhar Card photocopy and number which is a part of your joining formalities
5. Provident Fund
In case you are a Provident Fund Member in your present employment please initiate on line transfer of PF through the web site
http://www.epfindia.com/employee_OTCP.html. You also need to fill in the EPFO Declaration form; you are also required to fill in a nomination form
(Form 2A). This form will be made available to you on joining. It is in your interest to ensure that all the required forms are filled in and sent to HR.
6. Employee Self Service Portal (ESS):

We have an ESS, which explains the various modules on Attendance, Leave, Salary Slip, HR Policies, Suggestions, Feedback and other details
pertaining to employee data. Your log in ID and password will be emailed to you and your reporting authority on the day of your joining.
For any further assistance you can send us a mail us at hr.bass@bajajallianz.co.in and we will guide you on the same or contact the regional
BASSL HR team member.
7. Hospitalization Medical Insurance Cover:

The company has a Hospitalization Cover for employees. In case you need to add any family members (Spouse+ 2 children) you need to enter coverage
desired by you within 30 days from your date of joining. The details of the scheme are available with your regional BASSL HR. Please note that for
coverage of your dependents, you need to send enrolment details to your regional BASSLHR with 25 days from your date of joining.
8. Personal Accident (P.A.) Cover

You are covered under the Group PA Policy during the tenure of your employment.
CIN: U74900PN2015PLC154364
9. Joining Date
You are requested to intimate your joining date and also confirm the same a week before you join. This will enable us to make necessary
arrangements.
10. Joining Report (JR)
On your joining, your reporting authority has to send your joining report to BASSL without which you will not be taken on payroll. The joining report
received up to 15th of every month will be taken for salary processing. The joining reports received after 15 are included in the next month’s salary.
th
Please ensure that this form duly completed and signed by your reporting authority reaches BASSL along with the required documents. Please note
that your name can be entered in the Employee Master Database for salary and other Administrative purposes only on receipt of this joining report.
11. IT Declaration Form
All employees are required to furnish their Income Tax related investments and other details based on which their Income Tax will be computed. New
Joinees have to submit their declaration within 45 days from the date of joining. Thereafter the Income Tax calculations are done assuming that there
are no investment declarations. Only Provident Fund contribution is taken into consideration as available from the payroll system.
Employees have to send the proofs of the investments as declared in the form along with a printout of this declaration, duly signed to HR within the
due date. After the due date, no proofs are accepted and the subsequent tax is recovered from the salary, without considering the declaration.
12. Form 12 B
This form is applicable for new team members who join us in between a financial year. The form captures previous company’s tax details, and at the
end of the financial year, helps to compute the tax details for the entire year i.e. with previous employer and us. The form is available in your ESS.
You need to fill up the details and inform your BASSL HR.
Note: The information as above may be amended by way of subsequent circulars/ mails and the changed procedure/ rules shall be
applicable.
I have read and understood the above
Signature
Name of the employee: Shubham Tukaram Shewale
Date:
CIN: U74900PN2015PLC154364
Joining Information Sheet
Commencement of employment form (To be filled by an employee upon joining)
Employee number (As per Employment Letter) CF5-25 Jan 2024

Last Name Shewale
First Name Shubham
Middle Name Tukaram
Gender Male
Marital Status Single
Spouse's Name
No. of Children
Present Address : Address Line 1 55/4 Bhairavnagar Dhanori Road Pune
Address Line 2
City
State
Pin Code 411015
Phone 9067936495
Permanent Address : Address Line 1
Address Line 2
City
State
Pin Code
Phone
Date of Joining (DD/MM/YYYY) 25 Jan 2024
Date of Birth (DD/MM/YYYY) 15 Jul 2001
Marriage Anniversary (DD/MM/YYYY)
Aadhar Number 826711176280
Income Tax PAN OLNPS4560P
Personal E-mail Address shubhamshewale1571@gmail.com
Emergency Info: Blood Group
Relation of the contact person Rekha Shewale
Phone number of the contact person 9011150481
CIN: U74900PN2015PLC154364
CONFIDENTIALITY AGREEMENT
Date:25 Jan 2024
Private and Confidential
Bajaj Allianz Staffing Solutions Limited

5th Floor, Bajaj Allianz House
Airport Road, Yerawada
Pune-411 006
Confidentiality Agreement
Dear Sirs,
I Shubham Tukaram Shewale have been engaged by Bajaj Allianz Staffing Solutions Limited (“The Company”) and have been employed as
Operations Officer by the Company as pursuant to an employment Contract dated 25 Jan 2024. In consideration of the Company making
information available to myself as an adviser/ employee to Bajaj Allianz Staffing Solutions Limited, hereby agree as set out below.
1. I will not disclose any trade secrets or other information of a confidential nature, whether oral or written relating to the Company or any of it’s
related companies or firms which the Company is associated with or co-operating with, or their business, or in respect of which the Company
owes an obligation of confidence to any third party during or after my engagement/employment except in the proper course of my engagement/
employment or as required by law. Any information not in the public domain shall be deemed to be information of a confidential nature.
2. While collecting ,processing, storing ,disseminating and or transmitting [whether by way of electronic data interchange or otherwise] I shall
handle and store and retrieve securely and safe guard the personal Data or Information and or Sensitive personal Data or Information of a
person and or all other Data or Information of Company, whatsoever nature, as per security policies and or Data Privacy policies of the
company and Information Technology Act and rules framed there under or any other applicable laws and I shall not publish the Personal Data
or Information and or sensitive Personal Data or Information of any person and I shall take step to prevent/stop the unauthorized access
to/misuse of or use or access exceeding the purpose or wrongful use of Data or Personal Data or Information and or Sensitive Personal Data or
Information of a person and or all other Data of whatsoever nature.
3. I will not remove/take away any documents, which shall include hard or soft copy formats, or tangible items which belong to the Company or
which contain any confidential information from the Company’s premises at any time without competent authority’s prior approval/authorization.
4. I will return to the Company upon request and, in any event, upon the termination/superannuation of my engagement/employment, all
documents [in physical form or soft copies] and or any other tangible items which belong to the Company or which contain or refer to any
confidential information and which are in my possession or under my control.
5. I will, if requested by the Company, delete all confidential information from my re-usable material and destroy all other documents and
tangible items which contain or refer to any confidential information and which are in my possession or under my control or in any case not later
than upon termination or of my current engagement/contract with the Company.
6. I undertake to preserve carefully all data pertaining to the activities of the Company as well as records of or related to the business of the
company are kept strictly secret. At any point of time I shall not delete or destroy any data or records of pertaining to the Company, Which will
be prejudicial to the interest of Company, whether lying in common servers or common folders or in stand alone personal computers/lap tops
etc.
7. Throughout the duration of my engagement/contract, I will not without prior written consent of the Company,
a. Take part in enterprises/business activities involving products competitive to those of the Company or of their direct or indirect
affiliates, nor shall I be a member of supervisory boards or of similar committees of other Companies being competitors under the
aforementioned aspects;
b. act as consultant or service provider or in any other capacity, to any enterprise/company/person/entity or to any third party outside
the Company and be active in the same line of business as the company;
c. engage in any publication, report or lecture involving knowledge related to field of activity of the company;
d. participate in scientific contests and competitions, or offer expert opinions related to the field of activity of the company;
CIN: U74900PN2015PLC154364
8. I acknowledge and agree that the obligations contained in this agreement as to maintaining confidentiality of confidential information shall
apply for an indefinite period of time even after the termination of my current engagement/contract.
9. I acknowledge and agree that monetary damages may not be an adequate remedy for any breach of this agreement by myself and that
accordingly the Company shall entitle (but not limited) to seek injunctive or other equitable relief and no proof of special damages shall be
necessary for the enforcement of this agreement.
10. Notwithstanding what is mentioned anywhere In the contracts, laws, policies of Company, corporate practices etc., I am aware that the
Company during the course of my working, may/will be required to disclose/inform the Confidential Information/personal Data/Sensitive
personal Data pertaining to me/my family members/dependents and accordingly the same may/will be disclosed by the Company to any
purposes reasonably associated with insurance activities of the Company or may be disclosed to its other employees, HR Department, Group
Companies, Holding/Subsidiary Company or to the companies which have shareholding in the Company, or to any consultants, advisers,
Service Providers, Advocates or sharing of information with government authorities, valuers,/actuaries, any third party etc. at the discretion of
the Company and in this regard I expressly waive or unconditionally authorize and give specific/express unconditional consent to the Company
that it can so disclose/publish confidential information/personal Data/Sensitive Personal Data pertaining to me /my family members/dependents
and such disclosure shall not in any way be held to be violation of any provisions of Information Technology Act and rules framed there under
or any other applicable laws and the Company shall not in any way be liable or responsible to me or to my family members/dependents whether
under Law or under my policies or SOP of the Company. My this consent is irrevocable and only upon separation or cessation of my
employment with the Company, I may withdraw my this consent by informing to the Company of my intention to so withdraw the consent in
writing and all acts and disclosures prior to my so withdrawing this consent after separations or cession of my employment with the Company
shall not in any way be affected by my so withdrawing. All my/my family members Confidential Information, personal data. Sensitive personal
data are true and correct and if the same is incorrect or untrue, I shall alone be liable and responsible and the Company will not be in anyway
be liable or responsible for using or disclosing as in this clause or consequences of such disclosure in case the data so disclosed in nor true
and correct. Upon mu disclosure of the Confidential Information, personal data, sensitive personal data of me/my family members, the same to
the Company such Confidential Information, personal data or sensitive personal data shall be owned by the Company.
11. Should any provision of this agreement be or become in valid or contestable in whole or in part, the validity of the remaining provisions shall
not be affected thereby.
12. This agreement shall be governed by and construed in accordance with Indian law and any disputes or claims or proceedings arising out of
or in connection with this agreement shall be governed by Indian Laws and subject to the exclusive jurisdiction of the Indian courts.
Signature of the Employee: ________________________________
Acknowledged and agreed
Name of the Employee: _ Shubham Tukaram Shewale
Acknowledged and agreed
CIN: U74900PN2015PLC154364
DECLARATION OF EMPLOYMENT ENGAGEMENT OF CLOSE RELATIVES
Dated: 25 Jan 2024
Name: Shubham Tukaram Shewale
Emp. Code:
Please note as per the Code of Conduct of Bajaj Allianz Staffing Solutions Limited [BASSL], the Employees of BASSL, need to provide the
following declaration and information.
I do hereby state, declare and solemnly affirm that: -
Please select the correct option
A. I do not have any relatives engaged by/employed with Bajaj Allianz Staffing Solutions Ltd., Bajaj Allianz Life Insurance Co. Ltd. [BALIC],
Bajaj Allianz General Insurance Co. Ltd. [BAGIC], Bajaj Allianz Financial Distributors Ltd [BAFDL], Bajaj Finserv Limited [BFL] and any of
its Subsidiaries, includes Bajaj Finance Ltd., Bajaj Housing Finance Ltd. [BHFL], Bajaj Financial Securities Ltd. [BFS], Bajaj Finserv Health
Ltd. [BFHL], Bajaj Finserv Asset Management Ltd. [BFAMCL], Bajaj Markets.
B. i. Neither me nor my relative is/are engaged as licensed agent, Point of Sale Person (POSP), intermediary, consultant, Mutual Fund
Distributor or service provider or vendor of BASSL, BALIC, BAGIC, BAFDL, BFL, BHFL, BFS, BFHL, BFAMCL, Bajaj Markets.
ii. Neither me nor my relative is/are engaged as licensed agent, Point of Sale Person (POSP), intermediary, consultant, Mutual Fund
Distributor or service provider or vendor of any other insurer/ intermediary/Company/organization/entity.
C. If Yes, [i.e. where relatives are employed, as in A hereinabove, or me /relatives are licensed agents/intermediaries/consultant/service
provider/vendor of BASSL/ other insurer/ intermediary/Company/organization/entity, as in B hereinabove.], kindly fill the relevant
details below:
EMPLOYEE/ LICENCED IMD

NAME OF INSURER/
OR INTERMEDIARY/ SERVICE
INTERMEDIARY/ COMPANY/
S.No. SELF / RELAVTIES NAME PROVIDER / VENDOR / RELATIONSHIP
ORGANISATION/ ENTITY
Mutual Fund Distributor/
WITH OFFICE ADDRESS
POSP/ WITH CODE NO.
1 ……………
2 .
3 ** To
be filled
4
up by
5 the
employee if one or more than one relation mentioned in A and B are existing.
* Filling the full and correct details are mandatory.
For the above purposes of A, B and C, I do hereby agree and understand that the definition of "relative" shall include husband and
wife as the case may be, Father, step-father, Mother, step-mother, son, step-son, son's wife, Daughter, Daughter's husband, Brother,
step-brother, sister, step-sister.
I do hereby state, agree, declare, undertake and solemnly affirm that (i) the above information furnished by me is true and correct to
my personal knowledge as on the date of this declaration and accordingly I hereby agree to be bound by my above statement,
declaration and solemn affirmation for all purposes including for complying with all applicable Regulatory bodies. (ii) If any change in
my above statement, declaration and solemn affirmation, I shall immediately bring to the notice of BASSL, (iii) BASSL may take
suitable action and proceedings [including disciplinary proceedings] against me if my above statement, declaration, undertaking and
solemn affirmation is found not true."
Employee Signature: _______________________________
CIN: U74900PN2015PLC154364
IRDAI Agency License declaration form
(Fill in capital letters only)
Name of the Candidate: : Shubham Tukaram Shewale
Date of Birth: 19 January 2024
Pan number:OLNPS4560P
CIN: U74900PN2015PLC154364
POLICY ON SEXUAL HARASSMENT AT WORKPLACE
Bajaj Allianz Staffing Solutions Limited [The Company] has adopted a zero-tolerance policy against any kind of gender discrimination of
employees at the work place. The Company considers sexual harassment at work place as an offence of a very serious nature. The
Company shall not tolerate any such acts or conduct by any of its employees resulting in sexual harassment of any employee or
employees of the Company’s clients or the employees of Company’s subsidiary.
I. Definition of Sexual Harassment:
It includes any one or more of the following unwelcome acts or behavior (whether directly or by implication) namely: -
(a) Physical contact and advances; or
(b) A demand or request for sexual favours; or
(c) Making sexually coloured remarks; or
(d) Showing pornography; or
(e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
II. Prevention of Sexual Harassment: -

No employee shall be subjected to sexual harassment at any workplace.
The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behavior of
sexual harassment may amount to sexual harassment: -
(i) Implied or explicit promise of preferential treatment in their employment; or
(ii) Implied or explicit threat of detrimental treatment in their employment; or
(iii) Implied or explicit threat of her their present or future employment status; or
(iv) Interference with her work or creating an intimidating or offensive or hostile work environment for her; or
(v) Humiliating treatment likely to affect their health or safety.
III. Complaint against Sexual Harassment: -

Any employee of the Company, whether male or female, as well as any person on deputation or on contract, working in the premises of
the Company who is affected by sexual harassment, during the course of working in the premises of the Company, can make a complaint.
IV. Reporting Procedure: -
Any employee affected by sexual harassment shall immediately report their complaint to the Internal Complaints Committee of the
Company at ashc.bafdl@bajajallianz.co.in. Any employee on deputation at the client site may choose grievance redressal mechanism of
either the client company or the Company, at their option. The complaint to the Company’s Committee should be made within three
months from the date of incident, and in case of a series of incidents, within three months from the date of the last incident. All the
complaints shall be promptly handled with confidentiality and appropriate action under the provisions of law, shall be taken, including
action against person making frivolous complaint.
V. Complaint Committee: -
A central Complaint Committee exists in the Company who shall look after all the complaints made under this policy. Its composition is as
under:
(a) Presiding officer : Ms. Priyanka Singh
(b) Members : Mr. Rahul Sabnis, Mr. Bhanumurthy K
(c) External Member: Ms. Neha Sathe
Any other member may be nominated by the Company to aid smooth functioning of the Committee.
At all times, at least one half of the total members nominated, including the Chairperson, shall be women.
The Committee shall take appropriate action, as per due process and guidelines of Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013, on any complaint made to it and redress the grievance.
VI. Grievance Redressal Procedure: -
Once a grievance is received, the same shall be forwarded to the Chairperson of the Committee. The Chairperson of the Committee shall
call a meeting of the Committee members to decide on how the case should be investigated. If the complaint is against one of the
Committee members, such member shall be recused from membership of the Committee and shall not participate in committee
deliberations until the case has been closed. The remaining Committee members, with approval of a director may co-opt another
member of the Committee, if it is so required to maintain the diversity and composition of the Committee.
The Complainant shall submit to the IC, six copies of the complaint along with the supporting documents and the name and address of
the witnesses. The IC shall, within a period of seven days from the date of receipt of the same, send one copy to the Respondent.
The Respondent shall file his/her reply to the complaint along with the list of documents and the name and address of the witnesses,
within a period not exceeding ten working days from the date of receipt of the documents.
Page 1 of 2
CIN: U74900PN2015PLC154364
The IC may, before initiating an inquiry, at the request of the Complainant may do conciliation between her and the Respondent
However, no monetary settlement shall be made the basis of the conciliation. Where a redressal has been done through conciliation, the
IC shall document it and take signatures of both parties and forward the same to the management of the Company to take action as
specified in the recommendation.
Committee will make all reasonable efforts to investigate reports thoroughly and fairly, giving careful consideration to protect the rights
and dignity of the people involved, including the person who is believed or claimed to be harassing another. Employees who report
instances of harassment and all those contacted in connection with the investigation are obliged to cooperate in the investigation of
possible violations and to maintain the confidentiality of the process. Failure to cooperate in an investigation or reporting false claims
may lead to discipline up to and including termination.
The IC shall proceed to make an inquiry into the complaint in accordance with the principles of natural justice and further during the
course of inquiry provide an opportunity of being heard to the Complainant and the Respondent and the relevant witnesses provided by
the Complainant and the Respondent. The investigation process shall be completed with a period of ninety days from date of
commencement of the inquiry.
INQUIRY REPORT: -
On the completion of an inquiry, the IC will provide a report of its findings with recommendations to the management of the Company,
within a period of ten days from the date of completion of the inquiry and such report will be made available to the concerned parties.
In the event that the ICC arrives at the conclusion that:

i. Allegation against the respondent has not been proved; it shall recommend to the management that no action should be taken.
ii. Where the IC arrives at the conclusion that the allegation against the Respondent has been proved, it shall recommend to the
management of the Company to take appropriate action, including a written apology, warning, reprimand or censure,
withholding of promotion, withholding of pay rise or increments, terminating the Respondent from service of the Company or
that the Respondent undergoes a counselling session or carry out community service.
If the allegation is proved to be false or malicious, action may be recommended against the Complainant as deemed fit by the IC.
However, the mere inability to substantiate a complaint or provide adequate proof does not constitute grounds for taking action against
the Complainant. Action can be taken against witnesses who give false evidence or produce any forged or misleading document, as
recommended by the IC.
VII. Gender Neutrality: -

This policy is gender neutral, any reference to one gender at any place in the policy, shall deemed to have reference to the other gender
as well.
DECLARATION
I Shubham Tukaram Shewale, Reference Number / E Code CF5-25 Jan 2024 have understood the above policy and have retained a
duplicate copy for my reference and record.
Name of employee :_ Shubham Tukaram Shewale
Reference Number / E.Code :_CF5-25 Jan 2024 /
Signature with Date : ___________________________________
Page 2 of 2
CIN: U74900PN2015PLC154364
Dependent Enrollment Form for Group Mediclaim Policy
Ref Code: CF5-25 Jan 2024
Emp Code: …………………………………

Emp Name: Shubham Tukaram Shewale
DOJ: 25 Jan 2024
Location: Ho - Direct Marketing
I Shubham Tukaram Shewale hereby declare that I understood and agree the terms and conditions of premium deduction and
CIN: U74900PN2015PLC154364
Please provide the following additional details
Ref Code : CF5-25 Jan 2024
Emp Code : _______________
Employee Name: Shubham Tukaram Shewale
Nationality : Indian
Religion:
□ Hindu □ Muslim □ Christian □ Sikh □ Others (Please specify)______________
Caste
Tick as appropriate Details ( Optional) Description if any

Open/General □
Scheduled Caste □
Scheduled Tribe □
Other Backward Class □
Minorities □
Physically Challenged □
Bajaj Allianz Code of Conduct for employees
Background: Bajaj Allianz Staffing Solutions Limited (BASSL), (herein after referred to as “The Company”).The
CIN: U74900PN2015PLC154364
Company’s business policy is guided by the Laws of India, Its internal Policies, and the policies set out by the Board of
Directors or Committees thereof.
In the event of any conflict between this document and the regulations/guidelines/provisions of law, the provisions of law or the
regulations/guidelines shall apply.
I Shubham Tukaram Shewale have been engaged by Bajaj Allianz Staffing Solutions Limited (“The Company”) and have
been employed as Operations Officer by the Company as pursuant to an employment Contract dated 25 Jan 2024. In
consideration of the Company making information available to myself as an adviser/ employee to Bajaj Allianz Staffing
Solutions Limited, hereby agree as set out below.
Code of Conduct
The trust which our clients, shareholders, employees and public opinion have in the Company (“BASSL”) is based upon the
performance and integrity of the Company, exhibited by how the employees of the Company conduct themselves. The trust
also depends on our employees’ desire to jointly create value for the customers, shareholders as well as for the Company.
This Code of Conduct is a guideline document for the same and all the employees are expected to set the standards even
higher than what meets this document. This code of conduct applies to all employees including trainees, employees deputed
on Contract basis to Clients and persons provided by manpower outsourcing firms.
1. Definitions
a. Close Personal Relationships: Close Personal Relationships are relationships between two or more individuals in a
professional environment which are other than the meaning and scope of work relationships and which go beyond
general courtesy and care displayed towards other fellow colleagues. They are specific in nature and may or may not
culminate into legal relationships in the future. For the purpose of this clause, a close personal relationship shall
include
• Any relative or family member viz. Parent/grandparent, spouse, children, spouses of children, brothers/sisters,
brothers/sisters of spouse or parent, spouses of brothers, sisters, brothers/sisters of spouse or parent,
• Any close personal relationship of intimacy between a male and female employee which is excessively beyond
normal professional relationships.
b. “Vendor” means an entity providing goods and/or services and includes surveyors, risk inspection agencies, legal
consultants and such like.
2. Fair and Regulatory Conduct of Business, behaviour
a. Employees must comply with all the laws, rules and regulations as applicable at their workplace as well as with the
internal directives and policies of the Company. The Company believes in complying with laws to the extent
established unambiguously by law or courts of law.
b. In their workplace, the employees must conduct themselves with honesty, fairness, dignity and integrity and must
avoid any conflict between private and business interests. Beyond that they should take care that they conduct
themselves in their private life in a manner that does not bring the Company into disrepute.
Examples of some inappropriate incidents: (1) wearing a Company shirt and behaving in an
abusive/intoxicated/physically abusive/illegal manner etc. could bring serious disrepute of the organization, (2) group
of employees getting into fights/brawls etc in public, (3) using the Bajaj Allianz name to get undue favors/benefits.
c. Employees must present a neat, clean attire and behave in a courteous manner to customers, intermediaries and
other business associates. Use of abusive language is strongly discouraged.
d. During the course of employment while outside the workplace, the employees must comply with all the rules and
regulations and laws including those regarding safety of their person and property as well as that of the third party, for
instance, wearing seat belts / helmets while driving, driving safely by following traffic rules, carrying essential
documents such as driving license, insurance policy, etc, following other safety instructions while in third party
premises such as a hotel, office premises, factory, etc.
Signature of employee:________________________ Page 1 of 7
3. Non-Discrimination, Feedback Learning Culture and Professional Development based upon Performance &
Potential
CIN: U74900PN2015PLC154364
The Company does not tolerate discrimination or harassment in the workplace based on criteria such as age, disability,
ethnic origin, gender, race, political attitude or workers’ representative activities, religion or sexual orientation. The
Company fosters a learning culture in which feedback from all stakeholders is encouraged and appreciated. The main
criteria for professional development are performance and potential of employees.
4. Confidential Information, Protection of Client Data / Information and Information requests by Public Authorities
a. The safeguarding of client related data, in particular strict maintenance of the Clients’ documents, Policies, their
internal information and trade secrecy and compliance with applicable data protection legislation, are important
foundations for the trust of our clients.
b. Confidential and share price sensitive information and records of the Company, be it of private or corporate clients or
with regard to the affairs of the Company or its employees or its financial affairs, must be kept confidential in a
suitable manner from colleagues who do not require such data to properly perform their tasks. This applies equally to
third parties. All employees are required to adopt special care in dealing with employees of competitors including ex-
employees.
c. If someone without clear authority or a third party consistently tries to obtain confidential information, the involved
employees must notify HR department and the Designated Officer of such attempt or solicitation.
d. The Company co-operates with all competent public and regulatory authorities in the conduct of their lawful duties.
Relevant communication must be conducted only by duly authorized personnel or under instructions from such
personnel.
5. Communication, Professional Independence of Journalists & Media
a. All communications of the Company are required to be full, fair, accurate, timely and understandable.
b. The Company respects the professional independence of journalists and media.
c. The dissemination of information to the public concerning the Company is to be handled by authorized spokespersons
only. If an employee appears in public or takes part in public discussion in a manner he might be considered as
representative of the Company without being authorized to do so, then he should make clear that he acts as private
person. Bajaj Allianz therefore does not pay for editorial content.
6. Fraudulent activities
The Company does not tolerate any type of fraudulent activity from any quarter viz. customers, employees, intermediaries,
consultants, vendors and related parties insofar as they relate to their dealings with the Company. No employee may
engage in fraudulent activity or forging of documents or other type of criminal activity while carrying out his or her job. If an
employee becomes aware of any fraudulent activity or forgery by any person, it is their duty to report such instances
immediately through whistle-blowing, complaint management or other processes.
7. Customer Information & Advice
a. Employees must not either by their action or statements seek to mislead the market or clients or to induce them, by
false promises.
b. When establishing a customer relationship or providing product information to a client, appropriate care shall be taken
that the customer receives information which is necessary for a reasonable decision by the customer be it as part of
the product information or be it through the advising intermediary or producer.
8. Complaints Management
The Company must deal with complaints from all customers promptly and fairly and in accordance with applicable laws
and regulations. The Company has a grievance policy and customer grievance redressal forums through which such
complaints may be communicated to the authorized persons.
9. Financial Reporting
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The Company is dedicated to full, fair, accurate, timely and understandable financial statements, public reports and
communications. This must be ensured by all who are responsible for the Company’s finance, control and accounting
functions (“Financial Professional”). Each Financial Professional is subject to and depending upon its specific professional
role within the Company, responsible for establishing and maintaining effective disclosure controls and procedures and
internal controls and procedures for financial reporting.
10. No Corruption or Bribery, Gifts and favours
Cases of bribery and corruption are dealt with in accordance with the Policy on Corruption and bribery.
All employees are required to adhere to the policy. This policy is appended as Annexure 1 hereto.
11. Licenses and Registration
Business partners must obtain the appropriate separate registrations and licenses, wherever required, from the relevant
regulatory bodies prior to conducting any form of business in connection with the Company. They shall be required to
comply with vendor registration processes established by the Company. Such process shall include disclosure of close
personal relationships with any employee of the Company.
12. Acceptance and Handling of Client’s Funds & Valuables
Employees may accept valuables or funds from clients in the course of their business only if so explicitly permitted under
applicable internal directives. Acceptance and handling of funds and valuables must be in line with applicable internal
regulations as well as applicable laws and regulatory provisions.
13. Audit & Investigation
Employees must cooperate with any internal or external investigation or audit, or any regulatory examination. If at any
time, an employee is involved in any legal / administrative / quasi-judicial proceeding(s), he/she should immediately inform
the concerned Reporting Authority and HR department, with relevant supporting documents and a brief summary of the
proceedings in writing. No employee may indulge in any activity which impairs or undermines the independence of the
Internal, Statutory, concurrent or other auditors conducting audit or investigations
14. Protection of Property & Natural Resources
a. The property and installations, business documents, work tools, computer files, data, computer hardware and other
valuable material and intellectual property of the Company may neither be misused for personal purposes nor
provided to third parties to the extent that this would negatively affect the interests of the Company.
b. Employees will not misuse the Company’s resources for personal ends. If any employee is found to have misused
Company’s resources/assets such that it has resulted in a negative impact to the Company, the employee shall be
liable for enquiry and action as per the relevant policies dealing with such issues.
15. Prevention of Money Laundering & Financing of Terrorism
a. The Company is fully committed to the international fight against money laundering and the financing of terrorism
activities and applies a risk-based “know-your-customer” policy in line with applicable laws and regulations through an
Anti-money Laundering Policy.
16. Ethical Conduct of Business – a Personal Challenge & Result of Joint Efforts
a. The goals of this Code of Conduct can only be achieved with the contribution of all the employees. It is everyone’s
personal responsibility to adhere to this Code of Conduct. Each manager is obliged to take continuous care that all
employees reporting to such manager are responsible for living up to this challenge.
b. All employees are encouraged to contact their line manager or Designated Officer when detecting that someone has
done something improperly. This can help to prevent small problems accumulating and leading to big problems.
17. Undue harassment
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The Company has provided employees and other business associates with forums for reporting violations of the Code of
Conduct or the Anti Corruption policy. No employee may act with retribution or take punitive action against any employee
in the form of lower ratings or transfers or threats of dismissal for the reason that the whistleblower has complained of
violations.
18. Sexual Harassment
The Company does its best to ensure that employees are treated with dignity and respect by it and by their colleagues and
does not tolerate sexual harassment. The Company has a sexual harassment policy which deals with cases of sexual
harassment
19. Employment of relatives and disclosure of relationship at work
Relationship between two employees may already exist or may come about due to certain natural factors. Managers must
be aware of situations where family members or close personal friends may also work at the Company. The company
prohibits any work situations where there is a direct reporting relationship between family members, those having close
personal relationships and/or immediate influential and complimenting work relationship between two or more family
members or persons having close personal relationships with each other. To every extent possible, situations should be
avoided that involve family members working in the same business unit at the same location or in the Human Resources,
Audit, Claims and Finance departments. It is neither advised for family members to be working in positions where they can
jointly control or influence transactions. Employees must report any observation immediately to the Human Resources
department. Under no circumstances may multiple relatives of any person be employed in the company.
20. Potential Conflicts between Private Interests of Employees & Company’s Interests
a. Employees may not engage in additional employment or professional consulting without the prior approval of the
Company.
b. The acceptance of special positions / mandates with other business enterprises outside the Company (i.e. board of
directors, advisory board, advisor) requires prior approval by the respective company (Designated Officer and 2
Directors). In addition Manager HR has to be informed before any employee assumes such outside position.
c. If an employee intends to establish or has entered into a substantial financial participation or economic interest in an
activity which could lead to a conflict of interest with the Company, this must be disclosed to Manager HR. A relevant
conflict of interest within the meaning hereof exists, in particular, if this financial participation lies within the
professional responsibility of the employee. If an employee knows that their closely related persons enter or have
entered into such financial participation, this employee should work towards its disclosure to Manager HR .
d. In case an employee receives payments or other benefits for public appearance, lectures or publications in context
with their workplace, such honorarium shall be disclosed to Manager HR and the Functional Head, who shall take
Designated Officer’s decision on whether or not the same has to be turned over to the Company or not.
e. In case of a reputational risk or a potential conflict of interest, the employee and / or the line manager has / have to
inform Manager HR, so that Manager HR can advise accordingly.
f. Close personal relationships with employees of vendors or intermediaries or other business associates also give rise
to conflicts of interest.
21. Employees own insurance and claims
The business of insurance involves settling claims, often of large value. It is possible that employees or people, with whom
they have a close personal relationship, have their own insurances with the tie up Companies. In such an event:
a. No employee may seek or be given a discount on the premiums except what would be offered to other
customers or which is given to all employees as part of an approved scheme.
b. No employee may seek to influence the amount of any claim or seek goodwill claims. If the employee is part of
the claim process, he/she shall recuse him/herself from all processes related to the claim and shall disclose the
same to the Designated Officer.
c. No employee shall seek to buy claim salvage items below the price which a third party may offer or below the
minimum reserve price set for the item, whichever is higher.
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d. Any employee involved in assessing or settling claims or in allowing discounts, disposing of salvage or setting
prices, shall deal with claims or policies of employees keeping in mind the above clause and ensure the
dealings do not give any undue favour to any employee except where it is allowed to all employees as part of
general company policy.
22. Disclosure of conflicts
Upon the effective date of this Code of Conduct and on any new relationship being acquired thereafter and upon first
employment, all employees shall disclose existing close personal relationships with other employees, licensed agent,
vendors, point of sale person (POSP), consultant, Mutual Fund Distributor, service provider to company, intermediaries,
employees of intermediaries, and employment of relatives, to the Functional/Department Head and Manager HR.
Upon such disclosure, Manager HR in consultation with the Designated officer (with the Board for GB07A and above), will
review the nature of relationship and issue such guidelines as may be necessary to ensure that the same do not come in
the way of effectively discharging one’s duties in a confidential & non partisan manner and as per the spirit of our legal &
cultural norms. For the purpose of this clause, close personal relationships with employees of Bajaj Allianz Staffing
Solutions Ltd., Bajaj Allianz Life Insurance Co. Ltd. [BALIC], Bajaj Allianz General Insurance Co. Ltd. [BAGIC], Bajaj
Allianz Financial Distributors Ltd [BAFDL], Bajaj Finserv Limited [BFL] and any of its Subsidiaries, includes Bajaj Finance
Ltd., Bajaj Housing Finance Ltd. [BHFL], Bajaj Financial Securities Ltd. [BFS], Bajaj Finserv Health Ltd. [BFHL], Bajaj
Finserv Asset Management Ltd. [BFAMCL], Bajaj Markets will require to be disclosed.
All employees in grade GB07A and above shall give an annual declaration before 30th April of each year certifying the
existence or non-existence of such close personal relationships or conflicts of interest.
23. Customer Privacy and Data Security and integrity
All employees must comply with applicable privacy and data security laws, as well as applicable contractual requirements,
when handling personal information and business data collected in the course of conducting business. Failure to do so is
not only a breach of this Code, but also potentially a breach of civil and/or criminal laws relating to data protection.
Every employee must ensure, at all times, the integrity of data or information furnished by him/her to the company. He/she
shall be entirely responsible in ensuring that the confidentiality of all data is retained.
24. Intellectual Property:
Intellectual property, including, but not limited to, patents, trademarks and copyrights, developed or otherwise acquired by
employees, using Company’s resources, spreadsheet models and project reports during their employment with the
Company and which is related to the Company’s business is the property of the Company. The employees with access to
the Company’s intellectual property must not improperly disclose or use the intellectual property either during or after
employment with the Company, unless proper authorization is received. The employees must co-operate with the
Company in all efforts to secure its interest in intellectual property deemed to be the property of the Company. The
employees may not use intellectual property obtained in the course of their employment with another company, without
first obtaining permission from the other company. The Company respects the limitations placed upon software by the
developer and/or distributor. The employees are not permitted to use or copy software or documentation, except as
specified in the licensing agreement. The employees who are approached with any offer of confidential information that he
or she believes may have been obtained improperly must immediately discuss this matter with their manager.
25. Protection of Employees in Case of Communication about Illegal or Questionable Activities
It is the duty of every employee to report instances of any illegal or questionable activity to the Manager HR or the
Designated Officer. Such communications may be made anonymously. The Designated Officer shall investigate or cause
to be investigated each such complaint. However, employees should not make frivolous complaints or those targeting
specific persons for personal revenge or gains. In case the employee is working on deputation with Clients and the said
activity is found during the discharge of duties on deputation, the employee should also report the said activity as per the
mechanisms in place with that Client.
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26. Consequences of Non-Compliance
Failure to comply with the Code of Conduct can expose the employee, his colleagues and the Company to reputational as
well as legal and regulatory sanctions. In addition, failure to comply, which constitutes a breach of employees’ contractual
obligations, may result in disciplinary actions by the Company, including in certain cases depending upon the severity of
the issue, in termination of the contract of employment.
27. The Designated Officer is responsible for communicating the policies to all employees and, furthermore, shall make
available to any employee a copy of the above documents. For safeguarding confidentiality, the documents may be made
available on the employee intranet or other electronic mode. The nominated HR Manager shall ensure that all new
employees are apprised of the contents of the code of conduct. The HR department shall be responsible for creating
awareness amongst employees regarding this Code of Conduct.
28. The Designated Officer shall be responsible for implementation of the policy. At present, the Head of Operations shall be
the Designated Officer for this purpose. Where any matter relates to the Designated Officer, the same shall be approved
by or reported to, as the case may be, to the Board.
Annexure 1
Policy on Corruption and bribery
1. The Company does not encourage corruption or bribery. Notwithstanding this, situations may arise which do not constitute
corruption or bribery but may allow the judgment of our employees, customers and business partners to be compromised.
This policy applies to all employees of the Company including trainees. This does not apply to intermediaries.
2. Corruption is defined as an activity that involves the abuse of position or power for an improper personal or business
advantage, and active (paying) or passive (receiving) corruption. No employee may offer cash or kind, for any business or
personal favour or in the form of facilitation payments for securing or expediting a contract to any Government,
Government owned entity or Government official. In the event of doubt, Compliance may be pre-consulted.
3. No employee may receive a bribe in the form of cash or in kind for releasing any contract/purchase order, settling any
claim, releasing payment or otherwise for any business or personal favour to any client, intermediary, vendor or service
provider. Any freebies given to one or more employees at large by any vendor shall constitute bribery irrespective of
whether the employee gained personally or not. Seeking freebies or favours on behalf of other employees, friends,
relatives or other close relationships shall also be treated as acceptance of a bribe by the person demanding the same.
4. No employee may use his official position or reporting relationship to induce a junior employee or request a junior
employee to accept a bribe.
5. Any disbursements in line with this annexure and exceeding the limits set out in Delegation of Authority would require pre-
authorization of compliance.
6. Gifts and favours
Business relationships with all persons and organizations must be treated professionally, fairly and impartially to avoid
situations, which may cast doubt upon an employee’s integrity or damage the Company’s reputation.
Employees are advised not to give or take gifts or favors, other than of small or nominal value, from any businessman or
organization except under the following guidelines:
a. Small or nominal value” means anything of value (in kind only) not exceeding Rs 1,000/- per entity per employee and
Rs 5,000/- per annum per employee in any year from all entities.
b. As part of business courtesies, it may be necessary to entertain or be entertained by Company guests or Business
Associates. Such entertainment should be reasonable, and, where practical, be reciprocated. All entertainment may
be approved as per the Delegation of Authority and should not be excessive so as to be seen as a personal benefit.
c. Expense paid trips from vendors, business associates etc must normally be discouraged unless it is part of
understanding with an important distributor or other business associate viz connectors, builders, agents, promoters,
etc. However, in each case, approval of the Designated Officer is required.
d. In some cases, promotional articles of small or nominal value may be received as a matter of business courtesy. Be
sure that the article is usable in the office and is being distributed to others under similar business relationships.
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e. If a close friend or relative or a person with a close personal relationship is a representative of the
Company’s suppliers, intermediaries or customers, the employee shall not participate in, recommend or otherwise do
any act which induces other employees to offer contracts or business favours to that entity.
f. If business associates insist on giving expensive mementos, it may be indicated that it is not our custom to receive
individual presents and if they still insist, employee may communicate that it will be surrendered to the Human
Resources department through local / concerned Administration representative and the matter reported immediately to
the Designated Officer.
g. As a matter of normal trade courtesy, complimentary articles in the form of calendars, diaries, paperweights, coasters
and sweets may however be accepted.
Any gift received must be informed to Manager HR
h. "Notwithstanding anything else contained in this policy, no employee may at any time receive any gifts in cash nor give
gifts or payments in cash for getting favours for himself/herself or the Company
7. Utilization of Products & Services of Company Vendors/ Associates
a. The Company as a part of conducting its business works/associates itself with various partners, vendors and
agencies etc., that in the normal course of business are known as “Business Associates”. Such associates may offer
special promotion schemes to employees of the Company from time to time. No special approval is required to utilize
products & services under these special schemes as long as they have been offered to all employees and have been
ratified by the HR / Admin department, as the case may be, prior to roll out of the same.
b. Where an employee uses company relationships with Business Associates for personal requirements, he/she needs
to take approval from the Designated Officer regarding the items to be purchased / services to be used, the quantity
and rates offered and whether any special benefit, which is not of small or nominal value as defined herein, is being
availed, and which is not otherwise offered as a scheme to employees at large by the Vendor/Business Associate.
Those involved directly or indirectly in awarding contracts or settling transactions with Business Associates are
required to ensure that their position is not used to secure undue favours, from Business Associates.
c. No employee may directly or, through their relatives, friends or people with whom they have a close personal
relationship, offer any services or products to the Company except with prior intimation to HR and approval of the
Designated Officer.
d. Invitations to Company sponsored events and brand building programmes shall be allowed subject to delegation of
authority as approved by the Board of Directors and this Code of Conduct.
8. Exclusions
a. Reward & Recognition programmes applicable to employees, intermediaries etc as approved under the Delegation
of Authority.
b. Promotional gifts which are approved by the Company centrally under the Delegation of Authority such as those
carrying the Company’s brand or those which may be given to Company’s business associates at large during
festive occasions.
c. Gifts of personal nature such as wedding gifts, gifts on family occasions etc which are of small or nominal value and
in line with customary practice.
Employees may report violations of this policy through whistle blowing or other grievance redressal mechanisms available.
Name of employee:_ Shubham Tukaram Shewale Date: ______________________
Signature of employee:_______________________
Page 7 of 7
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Service Rules Applicable to Deputees working for
Where Industrial Employment (Standing Orders) Act is not applicable.
Bajaj Allianz House, Airport Road, Yerawada, Pune – 411006
Service Rules applicable to associate working Bajaj Allianz Staffing Solutions Limited where Industrial Employment [Standing Orders] Act is not applicable.
[1] Definitions
In these rules unless there is anything repugnant to the subject or context:
[a] The ‘Manager’ includes the General Manager, Manager or any other person duly authorized any notified in writing to exercise for the time being all or any of
the powers or function of a manager under the rules.
[b] Management’ means the Partner, Director, the Managing Director, Proprietor or such other person having authority to manage the Shop/ Establishment.
[c] ‘Employed’ means a person wholly or principally employed, whether for wages [payable on permanent, periodical, contract or piece rate basis] and includes
an apprentice and any person employed in a factory/office/workplace but not governed by the Factories Act, 1948(63 of 1948) and for the purpose of any
matter regulated by Shops and Establishment Act.
[2] Classification of Employees

[1] ‘Permanent’ employee is an employee who has been appointed on permanent basis under a proper letter of appointment under the signature of the
Director/Manager/General Manager/Partner/Proprietor and shall not include an employee who is on probation, apprentice, casual or temporary.
[ii] A ‘Probationer’ is an employee who is provisionally employed with a view to fill a permanent post and is on trial to prove his fitness for holding the said post on
permanent basis.
[iii] Temporary /Fixed term employee is an employee who has been employed for the job which is essentially of a temporary nature and likely to be finished within
a specified period or for a specific purpose.
[iv] ‘Apprentice’ [Learner] is one who is engaged for being trained and who or may not be paid an allowance during the period of training. [v] A ‘Casual’
employee is one who is engaged for work of casual nature and /or intermittently.
[3] Appointments
All appointments shall be made in the name of the Shop/Establishment under the order of the Director/Manager/General Manager/Partner/ Proprietor and all
such appointments shall be signed by him or by any authorized officer or official of the concern/firm/company. No other letter of appointment except as issued
according to these rules shall be held as valid and binding on the management. The appointment will be based on the information furnished by the employee
and in case any information so given found false at any point of time the appointment shall stands cancelled without any notice/compensation. The contract of
service may be determined by any of the party, by giving notice period as prescribed in your Employment Letter or payment equivalent to the last drawn
Basic Wages in lieu thereof.
[4] Hours of work

The working hour of BASSL will be from 9.00 A.M to 6.30 P.M or as per client policy. With a break of 60 minutes provided also that if during any period of
stock taking or making of accounts or any other purposes any employee may have to sit for longer period than the working hours of BASSL.
[5] Punctuality
Every employee will observe punctuality and if any employee is late by 15 minutes in attending or leaves the factory/office/workplace 15 minutes before the
working hours fixed as the case maybe, he shall be treated on leave for half a day and if during one month such number of contingencies have been more
than three or being repeated, the employee shall be liable for habitual late coming or leaving before time. Disciplinary action to taken against him and he will
be liable for dismissal from service.
[6] Sick Leave

[a] Every employee shall be entitled in every calendar year to sick leave or casual leave or earned leave as per the company policy.
[b] Leave admissible under clause [a] depends as per Company policy which may be amended time to time
[c] The employee must always obtain previous permission for casual leave or sick leave , but when it is not possible to do so, employee shall apply in HRMS
portal for the grant of such leave and Management may condone his absence from duty without previous permission, where it appears that absence was
caused by some unavoidable circumstance beyond the control of the employee.
[d] The Management may refuse an application for casual leave or sick leave from an employee on grounds of exceptional pressure of work or on some other
grounds in the interest of work.
[e] When the application for casual leave is on account of sickness of the employee, his wife, or child and the Management is not satisfied about the correctness of
the assertion set out therein, it may either [i] direct the employee to submit a medical certificate in support thereof from a registered medical practitioner or [ii]
get the employee or the wife or the child as the case may be examined at the Management’s own expenses by a registered medical practitioner [lady doctor in
case of females] for the purposes of verifying the facts mentioned in the application and may grant or reject the application on the basis of the certificate of
such medical practitioner. [f] The employees who are covered under ESI Scheme will get the sick leave/benefits as per the approval of the ESIC.
[7] Earned Leave

[a] Every employee shall be entitled to Earned leave with full wages as per the company policy or as defined under Shops & Establishment Act.
[b] Earned leave admissible as per company policy.
[c]
[d] Earned leave cannot be claimed by the employee as a matter of right, but will be granted by the Management subject to the exigencies of work. Nothing in
these rules debars the Management from granting any other leave as it may deem fit as where circumstances of justify.
[8] Maternity Benefits
Female married employees shall declare at the time of appointment about her stage of pregnancy. She will be entitled to receive maternity benefits if she actually
worked in the establishment for a period of at least 26 weeks in twelve months immediately preceding the date of her expected delivery as per Maternity Benefit Act
1961. The total period of maternity leave shall not exceed 26 weeks pre and post of the delivery and leave with wages for one month if suffering from any illness
arising out of pregnancy, delivery and premature birth of child. The employee who is covered under ESI Act shall be given this benefit by ESIC.
CIN: U74900PN2015PLC154364
[9] Festival and National Holidays
Every employee will be entitled to three National Holidays i.e. 26th January, 15th August and 2nd October besides festival Holidays as prevalent in the
trade/region in which the employer is engaged and where BASSL is located.
[10] Obligations of Employees
[a] Every employee shall, in accordance with the policy laid down by the Management, perform his duties entrusted to him from time to time.
[b] Except to his direct superior authorities, no employees shall divulge any secret of BASSL and its’ Clients and shall be bound to keep in secret all matters
Pertaining to the affairs of BASSL.
[c] All books, records and articles belonging to the Management shall remain in the factory/office/workplace premises of the Management and the employee shall
see that these are safely kept and maintained in their proper places.
[d] No employee shall remove even temporarily any of the books, records, papers etc., from the premises of the shop/establishment to any other place without the
previous permission of the Manager/Partner/Proprietor/Director.
[e] Every employee, unless prevented by ill health shall during the tenure of his service devote his whole time and attention to the business/affairs of BASSL in all
respect, conform to directions and regulations made by the superior authorities and obey their orders and shall faithfully serve and use his utmost endeavour to
promote the interests thereof and serve at such places and is such capacity as the Management may from time to time decide or direct.
[f] No employee shall, unless previously authorized by the Management or any other competent authority in this behalf in writing receive, collect any cash or
pledge property and assets of the management or sign on behalf of the management or any other corporate or non-corporate business managed by BASSL.
[g] Every employee shall before close of day, deposit with the cashier or any other person authorized to receive cash as the case may be cash received or
collected by him for and on behalf of the Management during the course of the day.
[h] Any employee disregarding the above provisions regarding receipt, collection or realization of cash property or other assets of the management or signing on
behalf of the Management, any receipt of cash shall render himself liable to immediate disciplinary action in addition to such other legal action as the
Management maybe advised to take against him.
[i] In case the employee is taking money in advance from the Manager for purchases of materials or for other purposes shall render account of the same at least
once in every week to the officer who sanctions the advance.
[j] Every employee shall observe courtesy and politeness.
[k] No employee shall enter into monetary dealings with his colleagues, subordinates or clients or customers nor shall be accepted any presents from them.
[l] No employee shall use BASSL name or properties for his own purpose and benefit except when permitted to do so by the management. [m] Every
employee shall be present in his seat/duty point when BASSL opens.
[11] Absence and Abandonment of Service
If an employee is found absent, without permission of reporting authority, during working hours from his place of work, employee shall be liable to be treated
as absent from duty. If an employee is absent from work for 7 consecutive days and remains absent after the expiry of leave originally granted or
subsequently extended, employee shall lose lien on the job/post and shall be deemed to have left the Company unless employee returns to duty within 8
days of the due date and gives the explanation in writing for his unauthorized absence to the satisfaction of the management. The employee shall not be
entitled for any wages for the period of his/ her unauthorized absence from duty on the well settled principle of law ‘no work, no pay’.
[12] Transfer
Every employee shall be liable to be transferred from one place to another, from one department to another or to work in the sister concern whether located in
the same place or elsewhere either existing at the time of these rules come into force or comes into existence and is set up in future provided that such
transfer does not entail reduction in total emoluments. Management may depute any employee for outstation duty in connection with the work or business of
BASSL.
[13] Increments and Promotions
Subject to the contract of service, if any, the promotion, increment etc. of an employee will entirely depend upon the performance of work and ability and
satisfaction he gives to the Management in discharge of his duties and the extent of his usefulness to BASSL. The recommendation of the head of the
departments to this effect will be considered by Managing Director/ Managing Partner/General Manager/Proprietor who will be the final authority to judge the
ability of employee or satisfaction given by him to the Management in discharge of his duties or his being otherwise useful to the Management. It is made
clear that the increment/promotion is not a matter of right of an employee and it will be a complete discretion of the management to consider an employee for
promotion and/or increment in wages. Unless otherwise agreed upon in the letter of Employment letter, increment or promotion will be granted with effect
from the date as decided by the Management
[14] Accident
An employee shall be entitled for medical aid/compensation for the accident met during the course of employment as per ESI Act as applicable or through
Company’s Group Medicare policy or Personal accident policy. However, it is clarified that all the employees shall observe all the safety rules, regulations and
instructions issued by the management from time to time.
[15] Consequence of Termination/Dismissal
An employee on termination of service, must handover the charge to assigned company representative, which includes but not limited to moneys, payments,
cheques, documents, files, registers, essential data and other properties of BASSL and their Clients, in his /her possession or control. and shall handover
possession of the flat/accommodation or quarter if any of the management or the Employee Cooperative Society allotted to him/her, the said
flat/accommodation or quarter being deemed to have been occupied by him/her under leave and license of the Management for convenient performance of
his duties and not as a tenant. In the event of failure on the part of the employee to hand over charge and possession of the Management’s properties and
premises as aforesaid, the Management shall be at liberty to forfeit the salary, security deposit and other dues if any, of such employee payable by the
company, without any prejudice to its right of action which the Management may have in law against such employee.
[16] Suspension
An employee can be suspended at the discretion of the management for any act of misconduct [as annexed in Annexure A] committed by the employee. The
suspended employee shall only be entitled for the payment of subsistence allowance, pending inquiry, as per Section 10A of The Industrial Employment
(Standing Orders) Act, 1946 and as amended from time to time. In case the charges are not proved, the employee will get full wages for the suspension
period (after deduction of paid suspension allowance). The service rules can be amended, altered or modified at any time
CIN: U74900PN2015PLC154364
[17] Addressing Misconduct
An employee against whom the misconduct is alleged shall be issued with a charge sheet listing out the misconducts committed by him in detail. The
employee shall be asked to submit his written explanation to the charge sheet. The manager shall go through the explanation given by the employee and
initiate an enquiry if he finds that the explanation given by the employee is not satisfactory. He shall appoint a person to act as an enquiry officer and may
appoint any other person to act as management representative. An employee can defend himself in the enquiry on his own or engage a co workman as his
defense representative. The enquiry officer shall record evidence of the management and offer the witnesses for cross examination to the employee. He shall
allow the employee to examine his witness, if any. He shall also make a concise statement of the entire proceedings and exhibit all the documents produced
in the enquiry. Upon conclusion of the enquiry the enquiry officer shall submit his report and findings. The manager shall take the decision with regard to the
punishment after going through the entire enquiry proceedings and after taking into consideration the past record and extenuating and aggravating
circumstances, if any.
[18] Penalties for Misconduct
Following minor/major penalties can be imposed

[a] Censure/warning
[b] Suspension
[c] Demotion
[d] Fine as per company policy, which will be calculated on basic wages in a month.
[e] Termination/Dismissal/Discharge from the services
[19] Resignation
Any employee may resign from the services as per terms of appointment by giving notice period as prescribed in your Employment Letter or payment
equivalent to the last drawn Basic Wages in lieu thereof and employee shall be relieved after furnishing the clearance of no dues certificate. In the event the
termination with notice is at the instance of the Employee the Company at its sole discretion reserves the right to relieve the Employee on any date during the
notice period by waiving the notice period in full or part without paying any amount towards the balance notice period.
[20] Retirement
[a] Any employee shall be liable to retirement on attaining the age of 58 years. However, at the discretion of the management retirement age can be extended
only up to 60 years.
[b] An employee shall be eligible to be retired earlier on medical grounds if employee becomes physically or mentally unfit.
[21] Supply of service rules
The copy of these service rules in English or Hindi shall be supplied to an employee at the time of his appointment and he/she will sign on each and every
page of a duplicate copy thereof as a token of receipt and acceptance along with Employment letter.
Annexure-A
Acts of Misconduct
Maintenance of discipline among the workmen by laying down rules and regulations from time to time and enforcing the same by such actions as the Management
may deem fit, proper and necessary is the inherent and legitimate right of the management. Without prejudice to the general meaning of the expression
‘Misconduct’, it shall in addition to the misconducts as mentioned in these standing orders herein before shall mean and include the following acts whether done or in
combination with others. These acts are only illustrative and not in any way to be deemed as exhaustive.
1. Impertinence, insubordination, or disobedience or insult to superior whether alone or in combination with another or others of any lawful or reasonable or insult
to superior, use or impertinent language, indecent behavior, gesture against any superior officer of the company.
2. Unlawful cessation of work, going on strike in contravention of the provision under law, participation in a stay –in- strike or any form or go-slow work to rule.
3. Participating, inciting and /or instigating other employees to take part or to act otherwise in furtherance of an illegal/ or go- slow, stay in strike in any firm or
illegal strike or action in the furtherance of such strike.
4. Delay in commencing the work or stoppage of work during the stipulated working hours.
5. Theft, fraud or dishonesty in connection with companies’ business or property of the company or any of its employees or contractors or contractor’s employees.
6. Hiding away or attempting to hide any goods, articles, material documents, plans, drawings, trade formula, etc of the Company.
7. Dishonesty in connection with the marking of attendance or attempting to mark attendance by card punching or otherwise or punching other worker’s card or
attempting to mark attendance in other worker’s card.
8. Interfering or tampering with or wilful falsification, defacement or destruction or forging of ant record belonging to the Company or to fabricate false evidence in
order to get benefit out of it whether for himself or any other person.
9. Unauthorized absence from duty or from place of work.
10. Habitual absence from duty without permission or without sufficient call or absence from duty after leave being refused.
11. Applying for leave on false grounds.
12. Demanding, offering or accepting bribes or any illegal gratification from any person in connection with employment or work of the company.
13. Idling or wasting time during working hours or delaying / hampering of production or not carrying out orders of superiors or remaining inside the plant premises
after authorized hours of work without permission.
14. Disobedience of any rules or instructions given by any superiors, departmental officer or any other competent person.
15. Engaging in personal work within the factory/ office / workplace premises during working hours or engaging in double employment or any other profession after
the duty hours.
16. Commission of any act subversive of discipline or good behavior or
Public transport bringing / taking company’s employees before or after the duty hours
17. Drunkenness, fighting, riotous, or disorderly behavior or conduct endangering the life or safety of any person or any other act subversive of discipline whether
committed inside or outside the factory/ office/ workplace premises or in the worker’s colony provided by the Management having a nexus with the
employment, moral and / or provided by the Management having a nexus with employment, moral and /or safety of any workmen or other employees.
CIN: U74900PN2015PLC154364
18. Any act of sabotage or plant, machinery or any property of the company.
19. Refusal to keep the machine, equipment, component, tools clean.
20. Giving false information regarding his name, age, father’s name, qualification or previous service at the time of employment or thereafter.
21. Any offence involving moral turpitude committed anywhere which is punishable under the Indian Penal Code or under any other law.
22. Smoking, chewing of betel and spitting where it is prohibited within the factory/office/workplace premises.
23. Not informing change of address.
24. Damage or attempt to cause damage to work in progress or to any other property of the company or its contractor or the co-operative society of the employees.
25. Refusal to work on other machine provided the wages are not affected adversely.
26. Refusal to accept transfer from one job to another or from one shift to another or from one section or department to another or from one place to another
whether locally or out of station from one establishment to any other establishment under the same management provided wages are not affected adversely.
27. Failure to wear tight fitting clothing or to observe safety instructions or unauthorized removal or interfere or damage to machine guards, fencing or other safety
devices provided for the purposes of securing safety of himself and /or of other workmen.
28. Threatening, assaulting, intimidating or misbehaving with any officer, workman or any other employee of the company whether inside or outside the factory/
office/ workplace premises or incitement to or abetment of any of these acts.
29. Yearning female employees or passing indecent remarks either at the factory / office/ workplace premises or outside or in the transport of the company.
30. Knitting by the female employees during working hours.
31. Wearing provocative dress or using excessive cosmetics or make up by female employees.
32. Carrying of any lethal weapon, arms or inflammable material or other prohibited articles within the factory / office/ workplace premises.
33. Gambling or playing cards or indulging in any activity, involving moral turpitude within the factory/ office/ workplace premises and / or in the worker’s colony
provided by the management.
34. Sleeping or drowsing while on duty.
35. Distributing or exhibiting inside the factory/ office/ workplace premises or residential colony hand bills, pamphlets, books or postures etc without prior
permission in writing of the manager or of any authorized person.
36. Refusal to do overtime on any day or refusal to work on weekly off days or holidays when asked for, except on health ground if certified so by the Government
medical officer.
37. Unauthorized or forcible occupation of the residential quarter (s) or Guest House of the company or subletting or permitting use of the same by another person
or putting any unauthorized structure of the same by another person or putting any unauthorized structure of any vacant space of the company making any
addition and / or alteration in the quarter or using the land of establishment for keeping cattle goats , poultry etc or committing any nuisance or creating
disorder in the quarter of worker’s colony of the establishment or any breach of terms and conditions for the allotment in this respect.
38. Not taking reasonable precautions to safe guard the company’s property including that of quarter or Guest House used for residential purposes and to prevent
accident or damage to it.
39. Failure to maintain company’s quarter or Guest House used for residential purpose by employees in proper order and/or wilfully and/or carelessly damaging
The property belonging to the same or any property in.
40. Any act of coercion against the Management or any of the Managerial staff of the company for fulfilment of demands.
41. Disclosing to any unauthorized person any information relating the secret of the trade of the company which may come into the possession of knowledge of the
workmen during the course of his employment.
42. Entering the factory/office/workplace premises when not on duty without proper permission. Taking out of factory/office/works any articles of material belong to
the company without a gate-pass issued by authorized signatory.
43. Expectorating or otherwise committing nuisance within the factory/office/workplace premises other than that in the spittoons or urinals or latrines for the
purpose.
44. Connection of money or subscription in the factory/office/workplace premises.
45. Conviction by any court of law for any criminal offence.
46. Refusal to accept notice or letter of suspension warning show cause notice or any other communication issued by the Management.
47. Indulging in any Union or political activity inside the factory/office/works premises.
48. Loitering in the factory/office/workplace premises during the working hours or visiting another except in the discharge of normal duties.
49. Money lending or borrowing among factory/office/workplace workers.
50. Unauthorized absence from the place of work.
51. Breach of any rules or instruction for the running of any department or any other work while in service of the company.
52. Breach of any clause of the Services Rules and Regulations, any terms of condition of services mentioned in the letter of appointment, making false, vicious or
malicious statement in public or otherwise against the Company/factory or Management or officers.
53. Writing of anonymous letters and criticizing the superior officers or any co-workers of the company.
54. Punching attendance without attending / reporting to duties is unethical and not construed as present.
55. Remaining absent for 7 consecutive days excluding holidays and weekly off or overstaying without prior sanction for more than 7 days exclusive of weekly off,
and same shall be treated as Absconding
56. Refusal to use punching / login for time keeping and/or any other method of ensuring attendance.
57. Carrying Company’s goods to the house or any to her place outside the works-premises without prior written permission of the superior.
58. Unauthorized use of any of the company’s facility/equipment or any other thing for personal use.
59. Striking work whether singly or jointly by any workman of the public service department/section/office/factory/workplace.
60. Using unauthorized Company’s announcement system or its notice board(s).
61. Wasting Company’s stationery and/or personal use of the same.
62. Non-wearing of Company’s uniform/liveries issued while on duty, if provided and required so.
63. Non-observance of standard work practices or specified quality control circles/rules.
64. Habitual late attendance or habitual leaving duty before time.
65. Transfer of identity card, ESI contribution card, time cads, out pass or any other property of the Company to another workman.
66. Refusal to act in a higher position, if offered by the management
67. Refusal to report immediately to the next superior or the Head of the Department of any defect in machinery/equipment or damage to property or any
dangerous condition likely to cause accident or injury to any person or failure to report immediately any accident caused inside the factory/office/workplace.
67 Wilful disfigurement, destruction or alteration or forgery of any record f the company.
68 Failure to carry on duties and obligation under these Standing Orders or committing breach or any provisions in these Standing Orders.
69. Bringing inside the works, premises, possession or use of Alcoholic drinks, Narcotic Drug and/or within the company premises or reporting to work while under
the influences of alcoholic drinks or narcotic drugs.
70. Refusal to be searched by any to the Company’s Security personnel or any other authorized persons, Refusal to obey security instructions.
Attempting to bypass security system/or entering/leaving the factory/office/workplace premises by jumping the factory/office/workplace gate or by other routes
not permitted by the management.
71. Leaving factory/office/workplace without prior permission to that effect.
72. Approaching higher authorities for personnel promotion or favors or gains through other people.
CIN: U74900PN2015PLC154364
73. Where the performance of a workman is poor in quality and/or quantity for a continuous period of one month or more or is frequently found to be so.
74. Failure to observe safety measure or safety instructions or interference with the safety devices or fire-fighting equipment’s.
75. Failure to report to the Management contagious diseases either to himself or in his household.
76. Hiding away or attempting to hide any article or materials of the Company.
77. Conduct within the factory/office/workplace in a manner which is likely to endanger the life or safety or any person.
78. Making or giving false statement before a superior of forging signature or superior or other employees of the Company.
79. Instigation, incitement, aiding or abetment or any act or misconduct under these Standing Orders.
80. Gherao, Dharna, Hunger Strike, abusing colleague(s) or Superior, work to rule, gate meetings and causing egress or engraves.
a. Refusal to do over time work either along or in combination with others.
b. construction of building or hutment or any to her use of the Company’s land singly, jointly or in collusion with others.
81. Canvassing for Union Membership or collection of Union dues within the factory/office/workplace premises.
82. Any other act or omission or commission not specifically provided for in these Standing Orders but which are acts subversive of decency, discipline and
morality according to normal human conduct and behaviour or are against established practices of discipline in the Company.
83. Holding meetings inside the factory/office/workplace premises without the previous written permission of the Managements.
84. Engaging in the trade or business within premises of the Establishment including collection of any slips give to the employees or the sale of tickets, or any
commodity or articles without the previous written section of the manger.
85. Squatting or remaining anywhere writhing the premises of the establishment other than the appointed places will a view to intimidate coerce of threaded any
officer/employee of the Company or any other side visitor.
86. Deliberately making false, vicious or malicious statements public or otherwise against the industrial Establishment/Company or any officer or any employee of
the Establishment.
87. The sale or canvassing for the sale of any commodity within the factory/office/workplace premises.
88. 88. To prepare the effigies of the employees including officers of the Company and or burn the effigies inside the factory/office/workplace premises.
1. General Policies
Given below are briefs to various policies to various policies on personal information, attendance, working hours and dress code that govern and establish
guidelines for an employee’s conduct in these areas.
1.1 Personal Information Record
BASSL maintains record of each employee’s address, telephone number, emergency contacts, and benefits. It is the employee’s responsibility to
keep BASSL up to date regarding any changes. The changes can be mailed or appropriate forms received from and sent to the BASSL contact
point at the location.
1.2 Attendance
The ability of the organization to operate efficiently and to meet its objectives depends on your regular and punctual attendance. Your attendance is
also an important measure of your job. Thus if you are unable to report for work because of illness or other unavoidable causes, notify your superior
or any other team member or the person at your workplace who is responsible for reporting time and attendance as soon as possible and before
you are scheduled to being work again. The fact that you have notified your superior that you will be absent does not guarantee that your absence
will be excused or paid. Please adhere to your department’s reporting procedures if different from those described here.
1.3 Dress Code
As a BASSL employee we expect you to present a clean and professional appearance both inside and outside the factory/office/workplace. Formal
dress code in line with the corporate tradition for both men and women are expected to be followed at all times.
2. Compensation and Benefits.
2.1 Payroll
An employee’s payroll records are considered confidential and access to them is limited to the employee, the payroll team at BASSL and
employee’s supervisor. As with all employee related records, BASSL is precluded from releasing Information to a third party unless it is in receipt of
a signed release from the employee. Mandatory deductions and wage attachments that are required by law will automatically be made for all
employees. In addition, voluntary deductions may be authorized by the employee. Statement of all deductions and earnings is provided to the
employee.
During the term of your employment and thereafter, you shall not disclose any personal Information to any of the Company personnel or
colleagues, which includes details of your Employment Letter, Pay-slip, Salary structure, medical information etc. In the event of your sharing such
information the company reserves the right to take appropriate action as per the Company HR Policy.
2.2 Bank Credits:
While BASSL gives the option to all its employees to receive their salaries through cheques or direct bank credits, we encourage our employees for
direct bank credits. This is a service which saves you time and provides added security. With this option, each month, your salary will be
automatically deposited to your savings account. If you have bank accounts with any of the following banks, please send the copy of a cancelled
cherub leaf to your BASSL contact point:
HDFC Bank and ICICI Bank
If you wish to open a bank account through BASSL, please speak to your BASSL contact point on the formalities.
2.3 Payroll Deductions:
CIN: U74900PN2015PLC154364
Wherever applicable, Income Tax & Professional Tax will be deducted. Group Insurance premium of dependents (Includes Spouse, 2 Children,
Parents) shall be deducted from employee’s salary as per the Insurance policy terms and conditions.
2.4 ESIC:
All employees whose monthly gross earnings are less than Rs.21000 p.m are covered by the Employee State Insurance. The Employee should
submit the ESI declaration on the date of joining the company. The Employee will be issued an ESI card. For any help / clarification related to
ESI, you can contact your BASSL contact point.
2.5 Group Insurance Benefits:
BASSL subscribes to Group Medical Insurance and Accidental Death Insurance for the benefit of its eligible Employees (please get the details of
eligibility from your Contact at BASSL). The premium cost is shared between BASSL and the Employee for the group benefits. Specific details on
coverage and benefits are outlined in policy document available with the contact point at BASSL. Medical Insurance coverage can be availed only if
the Employee has been hospitalized for a minimum of 24 hours.
2.6 Reimbursements
2.6.1 Leave Travel Allowance (LTA)

If an Employee is eligible for LTA as per his /her Employment letter, the same can be claimed only once a year on production of
original travel bills. For more details on eligibility, tax exemption, process to be followed and bills required.
2.6.2 Medical Reimbursement:

If an Employee is eligible for medical reimbursement as per his/her letter of Employment letter, the same can be claimed on
production of original medical bills before the 15th of each month.
2.6.3 Expense Reimbursements:
Official expense incurred during work can be reimbursed based on the approval obtain from the reporting Manager / HR or the
concerned person at the work place. BASSL will reimburse that as per the policy. For more details on the reimbursement policy and
process to be followed etc., contact concerned BASSL HR
3 Web Access
You are requested to register yourself on the BASSL website (https://portal.zinghr.com/2015/pages/authentication/zing.aspx?ccode=BASSL) as soon as
you join BASSL. Once you register yourself on the website, you will be able to access all information pertaining to pay slip, taxation, personal profile,
contract period etc.
4. Exit / Separation
4.1 By Candidate
An employee who wishes to terminate his/ hers contract with BASSL before the completion of work assignment period, is required to is required to
submit resignation in ZING HR Portal and this r resignation letter must be approved by their respective reporting manager/ HR at the workplace and
same to be shared with concerned BASSL contact point. The employee should fulfil the notice period as stipulated in his/ her Employment letter of
engagement. He/ she cannot take leave during the notice period. Full and final settlement would be done subject to receipt of necessary approval,
completion of exit interview, submission of all material belongings to BASSL and their clients’, at the workplace. For more details on exit formalities to be
completed, reach out to your concerned BASSL contact point.
4.2 By BASSL
BASSL can terminate the contract of an employee on

• Obtaining reports of unsatisfactory performance from the client duly intimated to you.
• Conviction by any criminal court for any offence involving moral turpitude.
• Involvement in any activity which adversely affects the confidentiality or secrecy of information pertaining to client organization’s business or
that of BASSL.
• Damaging or destroying BASSL property or client organization’s property via, database, material, equipment and inappropriate use of
BASSL’s or client organization’s communication system.
• On obtaining reports on thefts, abuse and unauthorized possessions of company property or property belongings to or co-worker, customer
or vendor.
• Unauthorized or improper use of Leaves or absence, excessive or unauthorized absenteeism or tardiness.
5. Queries
For all day-to-day queries please contact your relevant BASSL office location. You may also use the employee self service portal on
https://portal.zinghr.com/2015/pages/authentication/zing.aspx?ccode=BASSL)
Kindly ensure that you mention your Employee ID & Full Name when you are raising any query
Declaration by the Employee
I have read/ understood the above rules of my service and had received a copy thereof consisting of 06 pages and undertake to abide by them.
Date…………………… Signature
CIN: U74900PN2015PLC154364
IDENTITY CARD FORM
Please paste your
Photograph
Here Only.
Name of the Employee: Shubham Tukaram Shewale
Employee Code : ____________________________
Blood Group : ____________________________
Department : Decentralised Operations/Specialised Service Unit
CIN: U74900PN2015PLC154364
DECLARATION
“I, Shubham Tukaram Shewale s/o, D/o, W/o Tukaram Shewale, aged about (23) years, residing at 55/4 Bhairavnagar
Dhanori Road Pune, 411015 , joining BASS Ltd as Operations Officer do hereby acknowledged the receipt, reading
and understanding of (i) Code of Conduct, (ii) Anti-Fraud policy, (iii) Anti-Money Laundering Policy, (iv) Information and
Cyber Security Policy, (v) Social Media Code of Conduct, and (vi) Privacy Policy for Employees/Deployed Persons, and
accordingly I do hereby agree and undertake to strictly abide by all there policies, I state and agree that these policies
are in addition to and forms part and parcel of my Appointment Letter [Employment Contract], HR policy and all other
policies/SOP of the BASS Ltd./principal employer and my failing to comply, abide with and or breach of them shall
result in BASS Ltd., taking suitable disciplinary action, criminal/civil actions, if I am deployed on contract basis to any
other principal employer, than such Principal Employer shall also have such rights/actions against me for
misconduct/misappropriation, as are legally available to it.”
Employee Signature : ________________________
Name of Employee: Shubham Tukaram Shewale
BASS E-Code: _________________
Place: Ho - Direct Marketing

Date: ________________________
CIN: U74900PN2015PLC154364
GROUP INSURANCE BENEFICIARY FORM
EMPLOYEE INFORMATION
Employee Name : Shubham Tukaram Shewale
Employee Code :
Branch : Ho - Direct Marketing
Department : Decentralised Operations/Specialised Service
Unit
Date of Birth : 15 Jul 2001
Designation : Operations Officer
Marital Status : Single
BENEFICIARY INFORMATION
Name and Address of the Beneficiaries Date of Total amount If the Beneficiary is
Beneficiary / Beneficiaries relationship Birth or share of a minor ,name and
with the accumulatios relationship and
member to address of the
be paid to guardian who may
each receive the amount
Beneficiary during the minority
of Beneficiary
(1) (2) (3) (4) (5)
100%
Employee Signature
Date
CIN: U74900PN2015PLC154364
Information Security Policy
CIN: U74900PN2015PLC154364
Table of Contents
Overview .......................................................................... Error! Bookmark not defined.
Purpose ............................................................................ Error! Bookmark not defined.
Risk ................................................................................... Error! Bookmark not defined.
Scope ................................................................................ Error! Bookmark not defined.
Management Commitment............................................. Error! Bookmark not defined.
Responsibilities ................................................................ Error! Bookmark not defined.
Information Security Policy Review ................................ Error! Bookmark not defined.
Authorization for Information Processing Facilities ...... Error! Bookmark not defined.
Training and Awareness .................................................. Error! Bookmark not defined.
Exceptions ........................................................................ Error! Bookmark not defined.
Policy Statement.............................................................. Error! Bookmark not defined.
Policy Violation ................................................................ Error! Bookmark not defined.
Information Security ....................................................... Error! Bookmark not defined.
Incident Management ..................................................... Error! Bookmark not defined.
Email Security .................................................................. Error! Bookmark not defined.
Internet Access ................................................................ Error! Bookmark not defined.
Physical Security .............................................................. Error! Bookmark not defined.
Human Resources ............................................................ Error! Bookmark not defined.
Clear Desk and Clear Screen Policy ................................. Error! Bookmark not defined.
Contractual compliance .................................................. Error! Bookmark not defined.
Acceptable Usage (Draft) ................................................ Error! Bookmark not defined.
CIN: U74900PN2015PLC154364
Executive Summary
Bajaj Allianz Staffing Solutions Limited provides manpower to Bajaj Finserv group companies. Bajaj Allianz
Staffing Solutions Limited (BASSL) is end user for majority of infrastructure which is managed by Group
Company.
This policy deal with several concepts.
Policies do not ensure security. However, they are a means of raising awareness of information security issues
amongst users and provide a framework and reference point for management to implement appropriate
information security controls.
The policies are concerned with ensuring the security of information. This may be in hard copy or soft copy
stored on various types of information media such as flash / pen drives, diskettes, compact discs, paper or
computer networks. The policies deal with all information, regardless of its form or means of communication,
and all users have responsibility for ensuring that the information they use is subject to appropriate security
controls.
Information has varying degrees of sensitivity and criticality. A great deal of information may need no, or only
very low levels of security. However, other information may be commercially sensitive and will require higher
levels of security. Information (and related assets) must be classified according to its security requirements to
ensure that security controls are commensurate with the security risks.
There is increasing information exchange between operations, business units and business partners. This
brings with it an increased responsibility to those with whom we connect.
These policies apply to all employees of Bajaj Allianz Staffing Solutions Limited (referred as BASSL hereafter),
irrespective of Functions and departments working from either at organization premises or any other location
assigned by the management. The BASSL employee working at client end will follow client specific policies. In
such case client policy will supersede these policies.
Because of the electronic connections between business units, any variance from these policies by one
business unit has the potential to impact upon other business units or trading partners. Because of the
diversity amongst our business units, there is an understanding between individual business units to vary the
application of a policy where there is a sound business case and it can be demonstrated that there is no
detrimental impact on other parties.
CIN: U74900PN2015PLC154364
Information Security Management System
Overview
Information and the supporting processes, systems, and networks is provided to employees (and authorized
third parties) to enable them to optimize their performance and that of the Group. Information is subject to
an appropriate level of control to protect it from loss, unauthorized manipulation or disclosure.
Purpose
The objective of the Information Security Policy is to support the business of BASSL by reducing the risk of
unavailability, unauthorized modification, inappropriate use or discloser of the critical information and
information entrusted by its customers and partners.
Risk
Risk of compromising confidentiality, integrity, and availability of information, that may be essential, to
maintain a competitive edge, cash flow, profitability, legal compliance and commercial image.
Scope
The Information Security Policy is designed to cover any information that is created, processed, stored or
transmitted during the normal course of BASSL’s business. The scope includes:
1.1. All Information asset users including, but not limited to employees, employees of temporary
employment agencies, vendors, customers, business partners, and contractor personnel.
1.2. All BASSL business processes
1.3. All Information Systems (IS) environments in BASSL including, but not limited to:
• Hardware
• Software
• Information
• Documentation
• Supporting services
1.4. All critical information of BASSL and information entrusted by BASSL’s customers including but not
limited to :-
• customer information
• information maintained in audio, visual, written or magnetic form
• intellectual property
• business and product development information
• business plans
• financial data
• personnel or human resources data
• system support and technical data
• internal and external reports
• training courses and information
Signature:______________________________
CIN: U74900PN2015PLC154364
Management Commitment
Top management is involved in the security organization as participants of Information Security Governance.
Top management is committed to actively support security within the organization through active
involvement, oversight, clear direction and provide required resources.
Responsibilities
Management Responsibilities
BASSL Management is responsible for:
 Ultimate responsibility for Information Security
 Give direction and endorse security strategy and objectives
 Endorse information security program, policies and processes
 Ensure appropriate level of resources availability to the program
 Support information security policy formulation, enforcement, maintenance including
reviews and changes
Security Organisation structure

The Information Security committee include
Name Designation
Rahul Sabnis Head
Bhanumurthy K. Acting Information Security
Officer
Users Responsibilities
All BASSL users of the Information Assets including, but not limited to employees, employees of temporary
employment agencies, vendors, customers, business partners, and contractor personnel are responsible
for ensuring adherence to Information Security Policy and contribution towards improvement of
information security.
Information Security Policy Review

The Security committee has responsibility for yearly reviewing, updating, and revising the Security Policy
consistent with company needs, the changing information security environment and new technologies. Policy
can be reviewed more frequently if required. The review process ensures that reviews take place in response
to any changes affecting the original risk assessment, significant security incidents, new vulnerabilities, and
changes to organizational or technical infrastructure
Signature:______________________________
CIN: U74900PN2015PLC154364
Authorization for Information Processing Facilities
A management authorization process for new information processing facilities under purchase or
development shall be defined and implemented.
The following must be ensured:

 All information processing facilities must be approved and authorized by Management.
 Security reviews must be conducted on all facilities, and each facility must meet BASSL security
requirements.
 Any deviation or non-compliance issue resulting from such a review must be addressed and resolved
within an appropriate amount of time.
 For all information processing facilities under purchase or development.
 Any incompatibility must be addressed amongst the involved departments.
Training and Awareness

All employees of BASSL and, where relevant, contractors and third party must be provided appropriate
security awareness, trainings and regular updates in information security to as relevant for their job function,
to keep them aligned with organization security needs.
Following must be ensured in information security training and awareness program:

 All users at BASSL undergo security awareness training & records are maintained
 All users must acknowledge that they understand the relevance and importance and their
responsibilities towards information security of BASSL.
Exceptions
The Information Security Policy is applicable to all areas as defined in the scope. An exception can be claimed
through the Policy Exception process in situations that cannot be addressed because of procedural, technical
or policy limitations.
Employees working at client end will follow to client specific policies and procedures.
Policy Statement
‘Information and information processing facilities shall be accorded a level of physical protection from security threats and
environmental hazards commensurate with the associated risks. Information processing facilities, supporting critical or
sensitive business activities shall be housed in secure areas with appropriate controls.’
Signature:______________________________
CIN: U74900PN2015PLC154364
Policy Violation
Violations of any policy, due to negligence or accidental will be treated according to the defined disciplinary
process of BASSL. No discounts will be made to the excuse of lack of knowledge. The disciplinary process is
defined to treat policy violation and take actions that may include immediate termination and prosecution in
accordance with local law depending on the type of violation, intentions, and severity of impact or probable
impact.
Information Security
• Users are made aware that the data they create or information that they may access on any of BASSL ’s information
systems remain the property of BASSL.
• User have a responsibility to promptly report the theft, loss or unauthorized disclosure of BASSL proprietary
information.
• Employees are responsible for exercising good judgment regarding the reasonableness of personal use of BASSL ’s
systems and network.
• All users are guided by the policies & procedures in this document for using BASSL ’s systems.
• User shall adhere to Password policy enforced by Bajaj Allianz IT. Violating the policy is prohibited.
• Under no circumstances BASSL employee be authorized to engage in any activity that is illegal under local, state,
federal or international law while utilizing BASSL owned resources or at any of the group companies and other client
sites.
Signature:______________________________
CIN: U74900PN2015PLC154364
Incident Management
The following acts will be classified as Information Security incidents:
• Attempt to gain unauthorized access to the premise.
• Attempt to gain unauthorized access to a system or its data, masquerading or spoofing an authorized user.
• Unwanted disruption or denial of service.
• Natural calamity or disaster.
• Unauthorized use of system for processing.
• Theft of / damage to computer hardware equipment’s or network infrastructure.
• Adverse environmental conditions which prevent normal business operations.
• All incidents must be reported by employees and contractors to infosec.bassl@bajajallianz.co.in (to be created)
• Corrections planned and implemented shall be well documented so that it forms a part of the knowledgebase for
future reference and record.
• A corrective action must be planned so that the existing problem is resolved and future incidents are avoided.
• After a reported incident has been handled and corrective measures have been implemented, shall be ensured that all
the concerned people shall be notified of the status and the results.
• The lessons learnt from the incidents can be used for user awareness training’s and improving policies
Email Security
• Employees must use extreme caution when opening email attachments received from known or unknown senders, as
these could contain viruses, email bombs, or Trojan horse code.
• Postings by employees from a BASSL email address to newsgroups are prohibited unless exceptionally approved by a
supervisory principal prior to positing. Any such postings shall contain a disclaimer stating that the opinions expressed
are strictly their own and not necessarily those of BASSL, unless posting is in the course of business duties.
• Sending unsolicited email messages or other advertising material to individuals who did not specifically request such
material (email spam).
• Any form of harassment via email, telephone whether through language, frequency, or size of messages.
• Creating or forwarding "chain letters", "Ponzi" or other "pyramid" schemes of any type
• Use of unsolicited email originating from within BASSL networks of other Internet/Intranet/Extranet service providers
on behalf of, or to advertise, any service hosted by BA
• SSL or connected via BASSL network
Signature:______________________________
CIN: U74900PN2015PLC154364
Internet Access
• Internet usage is granted for the sole purpose of supporting business activities necessary to carry out job functions. All
users must follow BASSL principles regarding resource usage and exercise good judgment in using the Internet.
• Following Do’s and Don’ts will be adhered to
Do’s
1. Plan your sessions and be specific in using the internet. Unplanned sessions lead to exploration and consume
bandwidth meant for official work.
2. Restrict internet usage to visiting sites related to official work and/or professional interests related to official work.
3. Close all Internet sessions immediately after usage.
4. Pay attention to all security-related messages that pop up while using the internet. In case of doubt about the
meaning of the message, please establish contact with the IT team instead of proceeding uninformed.
Don’ts
1. Use of banned sites.
2. Examples of such sites may include but are not limited to:
a) Sexually explicit sites
b) Hacker sites
c) Peer to Peer File Sharing
d) Disease Vector
e) Virus Accomplice
f) Proxy Avoidance
g) Games
h) Illegal Drugs
i) Violence/Hate/Racism
j) Gambling
k) Tasteless & Offensive Content
l) Pornography
m) Social Network Services
n) Web Based Email
3. Download and distribute controversial, obscene material.
4. Visit unsecured pages ignoring warnings.
5. Participate in or initiate opinion polls and forums.
6. Use of unauthorized file sharing programs and chat rooms.
7. BASSL also prohibits the conduct of a business enterprise, political activity, engaging in any form of intelligence
collection from our facilities, engaging in fraudulent activities, or knowingly disseminating false or otherwise
libellous materials.
8. Misusing, disclosing without proper authorization, or altering customer or personnel information. This includes
making unauthorized changes to a personnel file or sharing electronic customer or personnel data with
unauthorized personnel.
9. Deliberate pointing or hyper-linking of company Web sites to other Internet/WWW sites whose content may be
inconsistent with or in violation of the aims or policies of BASSL.
10. Any conduct that would constitute or encourage a criminal offense, or lead to civil liability, or otherwise violate
any regulations, local, state, national or international law.
11. The use, transmission, duplication, or voluntary receipt of material that infringes on the copyrights, trademarks,
trade secrets, or patent rights of any person or organization. Assuming that all materials on the Internet are
copyright and/or patented unless specific notices state otherwise.
12. Transmission of any proprietary, confidential, or otherwise sensitive information without the proper controls.
13. Forwarding of chain letters.
Signature:______________________________
CIN: U74900PN2015PLC154364
Physical Security
• Physical barriers are made around business premises and information processing facilities, depending on location
requirements will be protected by physical security personal.
• A list of all sensitive areas is maintained by Admin Department. Sensitive areas are defined and marked as follows:
a. Restricted Area: This is the area where ‘Restricted’ information is stored / processed. (No restricted area at
current location)
b. Employee Work Area: This is the area where employees work
• Access to secure areas will be restricted to authorized person only. Secure areas will be always kept locked and the key
is kept with relevant head of department
• List of authorized users to secure areas is maintained and reviewed every year.
• Access to Uninterrupted Power Supply (UPS) and other electrical devices is restricted to authorized person only.
• ‘Restricted and Employee Work Area’ is suitably protected from natural and man-made incidences such as Fire, Floods,
earthquakes and civil unrest.
• Appropriate working instructions (Do’s and Don’ts) are displayed at entry gates for Restricted and Secured Areas.
• Users need to swipe their access cards to enter or exit the premises. Tailgating or piggy backing is prohibited.
• Any incidents related to physical security breach resulting in unauthorized access will be escalated to Admin
department for incident management.
• All the IT equipment’s which are identified as “Critical” are provided with redundant backup wherever possible in case
of failure of equipment’s or supporting utilities.
• Alternative arrangement in case of power failure are established.
• The power, telecommunication and data cabling are protected from interceptions and damages wherever possible.
The necessary separation between power and data cables is maintained to protect data loss in transit.
• The equipment are maintained as per periodic maintenance schedule to ensure continual availability and integrity.
• All the equipment and media to be taken off-site of premises only with proper authorization
• IT Equipment to be protected from;
o Loss
o Damage
o Compromise
o Interception
o Power failure
Signature:______________________________
CIN: U74900PN2015PLC154364
Human Resources
BASSL will ensure that
• Background Verification checks are performed on all new hires.
• All new hires shall be required to sign non-disclosure agreements and code of conduct.
• All Access including physical and logical access will be removed within 24 hrs from their last working day
• All employees will hand over all assets including BASSL ID, Laptops, desktops, flash drives, hard disk drives, mobile
devices, tablets etc, if any.
Clear Desk and Clear Screen Policy

• All users of any information system within any BASSL information processing facilities must take appropriate
precautions to ensure confidential information and records are protected when unattended.
• Wherever practically possible, paper and computer media must be stored in suitable locked safes, cabinets or other
forms of security furniture when not in use, especially when working outside of working hours, BASSL offices, etc.
• When lockable safes, cabinets, drawers, cupboards, etc., are not available, office / room doors must be locked if left
unattended. At the end of each session, all confidential information should be removed from the workspace and
stored in a lockable container.
• Confidential information, when printed, must be cleared from printers immediately.
• Information written on meeting room white boards must be cleared as soon as the meeting is over.
• It is also worth noting that any information left on desk is more susceptible to modification, tampering or destruction
in the event of a disaster such as fire, flooding or an explosion.
• Mass storage devices such as CD, DVD, USB drives, or external hard drives must be treated as sensitive material and
locked away when not in use.
• All sensitive documents and restricted information must be placed in the designated shredder bins for destruction or
placed in the locked confidential disposal bins.
• Passwords must not be written down or stored anywhere in the office.
• Keys and physical access cards must not be left unattended anywhere in the office.
• At the discretion of management team and in cases there is reason to believe that clean desk requirements are not
being adhered to random sample reviews and office walk throughs may be considered.
• Computer terminals/laptops must not be left unlocked when unattended.
• Users must lock their machines before leaving their desks.
• Users must log off or shutdown their machines when they leave their desks for longer periods such as, end of day
Signature:______________________________
CIN: U74900PN2015PLC154364
Contractual compliance
• BASSL conducts periodic monitoring & review of contractual obligations with the Bajaj Allianz group companies
Acceptable Usage
Activities considered unacceptable and subject to disciplinary actions (as per Human Resource Procedure) are as follows:
• Do not get engaged in activities which are, in general, prohibited.
• Employees may be exempted from restrictions during the course of their legitimate job responsibilities (e.g., systems
administration staff may have a need to disable the network access of a host if that host is disrupting production services).
• Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual
property, or similar laws or regulations, including, but not limited to, the installation or distribution of "pirated" or other
software products that are not appropriately licensed for use by BASSL
• Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs
from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software
for which BASSL, or the end user does not have an active license is strictly prohibited.
• Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.).
• Revealing your account password to others or allowing use of your account by others. This includes family and other
household members when work is being done at home.
• Using BASSL, computing asset to actively engage in procuring or transmitting material that is in violation of sexual
harassment or hostile workplace laws in the user's local jurisdiction.
• Making fraudulent offers of products, items, or services originating from any BASSL account.
• Making statements about warranty, expressly or implied, unless it is a part of normal job duties.
• Port scanning or security scanning is expressly prohibited unless with prior notification.
• Executing any form of network monitoring which will intercept data / network traffic of other users, systems & network
devices unless this activity is a part of the employee's normal job/duty.
• Circumventing user authentication or security of any host, network or account.
• Interfering with or denying service to other user systems. (For example, denial of service attack)
• Using any program/script/command, or sending messages of any kind, with the intent to interfere with, or disable, a user's
terminal session, via any means, locally or via the Internet/Intranet/Extranet.
• Providing information about, or lists of, BASSL, employees to parties outside BASSL
• Covert information gathering on or of the company assets business activities.
• Exporting software, technical information, encryption software or technology, in violation of international or regional or
local laws.
• Leaving the equipment unattended without appropriate protection or security.
• Leaving removable media, documents on desk unattended.
• Leaving desktop or any information processing facility without locking user account.
• Effecting security breaches or disruptions of network communication including, but not limited to;
• Accessing data of which the user is not an intended recipient or logging into a server.
• Account that the user is not expressly authorized to access unless these duties are within the scope of regular duties.
• Circumventing user authentication or security of any host, network or account.
• Unauthorized port scanning or security scanning.
• Interfering with or denying service to any authorized user other than the employee’s host (for example, denial of service
attack).
• Using any program / script / command or sending messages of any kind, with the intent to interfere with, or disable, a
user’s terminal session, via any means, locally or via the Internet / Intranet / Extranet.
• Executing Network sniffing, ping floods, packet spoofing, denial of service and forged routing information for malicious
purposes.
Attempt to test a suspected weakness in the environment without authority.
Signature:______________________________
CIN: U74900PN2015PLC154364
Declaration of Compliance with the Information Security Policy
I have read the entire Information Security Policy in detail. I hereby declare that I have fully understood its terms and agree that
they shall remain binding on me all the time. I would comply with this Information Security Policy in true spirit. Should a situation
demand compliance with more expansive standard, I shall additionally comply with them.
I acknowledge that the Company reserves the right to amend the Information Security Policy from time to time and I shall comply
with the amended terms thereof which may be communicated to me in writing or electronic forms ( e.g. via emails or in the
Employee Self Service logins’).
As a token of acknowledgment, I am signing this declaration.
Signature : _________________________________
Name : Shubham Tukaram Shewale
Date : 25 Jan 2024
CIN: U74900PN2015PLC154364

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Dear Colleague,

Please fill the booklet in Capital letters

Checklist of the required documents

Name of Employee: Shubham Tukaram Shewale

1. Documents required to submitted

6. Employee Self Service Portal (ESS):

7. Hospitalization Medical Insurance Cover:

8. Personal Accident (P.A.) Cover

10. Joining Report (JR)

11. IT Declaration Form

Name of the employee: Shubham Tukaram Shewale

Employee number (As per Employment Letter) CF5-25 Jan 2024

Bajaj Allianz Staffing Solutions Limited

Signature of the Employee: ________________________________

Acknowledged and agreed

Name of the Employee: _ Shubham Tukaram Shewale

Acknowledged and agreed

I do hereby state, declare and solemnly affirm that: -

Please select the correct option

EMPLOYEE/ LICENCED IMD

Employee Signature: _______________________________

Name of the Candidate: : Shubham Tukaram Shewale

Date of Birth: 19 January 2024

II. Prevention of Sexual Harassment: -

III. Complaint against Sexual Harassment: -

In the event that the ICC arrives at the conclusion that:

VII. Gender Neutrality: -

Name of employee :_ Shubham Tukaram Shewale

Reference Number / E.Code :_CF5-25 Jan 2024 /

Signature with Date : ___________________________________

Ref Code: CF5-25 Jan 2024

Emp Code: …………………………………

Ref Code : CF5-25 Jan 2024

Emp Code : _______________

Employee Name: Shubham Tukaram Shewale

□ Hindu □ Muslim □ Christian □ Sikh □ Others (Please specify)______________

Tick as appropriate Details ( Optional) Description if any

Bajaj Allianz Code of Conduct for employees

2. Fair and Regulatory Conduct of Business, behaviour

Signature of employee:________________________ Page 1 of 7

5. Communication, Professional Independence of Journalists & Media

7. Customer Information & Advice

Signature of employee:________________________ Page 2 of 7

10. No Corruption or Bribery, Gifts and favours

11. Licenses and Registration

12. Acceptance and Handling of Client’s Funds & Valuables

13. Audit & Investigation

14. Protection of Property & Natural Resources

15. Prevention of Money Laundering & Financing of Terrorism

Signature of employee:________________________ Page 3 of 7

17. Undue harassment

18. Sexual Harassment

19. Employment of relatives and disclosure of relationship at work

21. Employees own insurance and claims

Signature of employee:________________________ Page 4 of 7

22. Disclosure of conflicts

23. Customer Privacy and Data Security and integrity

24. Intellectual Property:

25. Protection of Employees in Case of Communication about Illegal or Questionable Activities

Signature of employee:________________________ Page 5 of 7

6. Gifts and favours

Signature of employee:________________________ Page 6 of 7

7. Utilization of Products & Services of Company Vendors/ Associates

Name of employee:_ Shubham Tukaram Shewale Date: ______________________