Welco

me
to the
Swee
t
World
!

An Induction Manual
CONTENTS
4 9
History
Know your MD

6 10
About Joint Venture Processes
at GHL

7 12
Board of Directors
Rewards &
Recognition

8 14
Management Team GHL Learning
Academy

18 About Your Rights!

 Welcome GHLite,

Now that you are part of the GHL family – we are as delighted and excited to know more about

you as you are, to know about us! We would right at the onset, like to wish you the very best for

a long-lived mutually benefitting association. Your contribution matters to us, and we hope that

your career here will be a gratifying one.

This manual here is a very basic attempt to take you through our organization. We look forward to

seeing you around soon, exploring the GHL reins on your own.

It is not
just a
company,
it is the
coming
together of Milton Snavely H
ershey

legacies...
Hershey Values Godrej Values
Open to Possibilities Progression
We are Open to Possibilities by embracing diversity, seeking new Never let fear hold you back. Lead the way and shine.
approaches and striving for continuous improvement. Think Globally.
Embrace Change. Courage to Innovate.

Making a Difference Expression

We are Making a Difference by leading with integrity and determination Show the world who you are. Bedhadak bolo.
to have a positive impact on everything we do. Act with Integrity.
Drive Sustainability. Commit to Engagement.

Growing Together Empathy

We are Growing Together by sharing knowledge and unwrapping Get closer to people. Make time to connect.
human potential in an environment of mutual respect. Build Trusting
Relationships. Develop Self. Help Others.

One Hershey Experience

We are One Hershey, winning together while accepting individual Focus on the details. See the bigger picture.
responsibility for our results. Align Goals. Promote Collaboration.
Embrace Accountability.
3
 The Rich Godrej History
The story of today’s mighty ‘Godrej’ had a humble
beginning in the year 1897 when a young man – Ardeshir
Burjorji Godrej, all of 29 gave up a promising career in
law when asked to distort the ‘truth’ to win a case. A
staunch nationalist that he was, Ardeshir believed that
India could achieve freedom only by being self reliant.
This young man took up lock making to crystallize a vision
– a vision which laid the titanic foundation for a century-
long voyage of Godrej.
Driven by a dream to create a name that India and
the world would trust and respect, what began as a
humble beginning soon became a noble cause. With the
manufacture of locks, keys and safes Ardeshir gave out
his message to India – to be ‘self reliant’. He also went
ahead and broke the popular myth of that time that high
quality soaps could only be manufactured from animal fat
– he went on to become the first person in the world to Each one of these products is a
manufacture soaps from vegetable oils…
tribute to the imagination of a
Bringing about such daring innovations is only possible
when you have a focused vision and a gritty courage – great mind – Ardeshir Godrej
today every godrejite keeps this focused and gritty
Today, Godrej continues making unbelievable innovations
tradition alive… and touches millions of Indians every-day.
Ardeshir’s brother Pirojsha Godrej joined the business in
1906 determined to nurture the already growing industry
and to take it to the next level to paint the big picture. It
was his effort and devotion that formed the bedrock of a
flourishing business called Godrej which eventually went
on to become a household name. The sprawling township
at Vikhroli stands testimony to his broad vision – it is aptly
named Pirojshanagar, after him.
So, a humble beginning became a noble cause and today, is
a nobler heritage of sorts. Keeping pace with the changing
needs of the country and its people, the Godrej group
went on to spread its roots into locks, security equipment,
machine tools, forklift trucks, steel castings, furniture,
typewriters, refrigerators, electronic business systems,
conference equipment, soaps, toiletries, chemicals, agro
products, packaged food, household insecticides, medical
diagnostic equipment, photo processing equipment and
real estate.

4
The Innovative Hershey Legacy
Milton Snavely Hershey was born on September 13, 1857 in
Derry Township, Pennsylvania. After his formal education
ended in the fourth grade, young Hershey became an
apprentice to a printer in the town of Gap, PA. Raised
in rural central Pennsylvania, hampered by the lack of a
formal education and nearly bankrupt by the time he was
30, Milton S. Hershey went on to become not only one
of America’s wealthiest individuals, but also a successful
entrepreneur whose products are known world over. A
visionary builder of the town which bears his name and a
philanthropist whose open-hearted generosity continues
to touch the lives of thousands – Milton Hershey was a
After building his own milk-
legend who created a chocolaty legacy that continues to processing plant,
woo people even today.
Milton Hershey became the first
Hershey School
American to develop a formula for
Milton Hershey School is a caring community that opens manufa
cturing milk chocolate. It
was affordable, tasted good and
new doors for children whose families could not otherwise
afford it.
Milton Hershey School began as a dream and vision shared remained fresh for a long time.
by chocolate magnate Milton S. Hershey and his wife,
Today, Hershey’s is still making people happy... in 90
Catherine (Kitty). On November 15, 1909, together they
countries around the world.
signed the Deed of Trust establishing the Hershey Industrial
School (renamed Milton Hershey School in 1951). He took
great pride in the growth of the school.
Today, the legacy and vision of Milton and Catherine
Hershey lives on in with thousands of students and alumni
of this School.

About Hersheys
The Hershey Company (NYSE: HSY) is the largest North
American manufacturer of quality chocolate and sugar
confectionery products. With revenues of nearly $5 billion
and more than 13,000 employees worldwide, the Hershey
Company markets iconic brands like Hershey’s Reese’s,
Hershey’s Kisses, and Ice Breakers.
Hershey is the leader in the fast-growing dark and premium
chocolate segment.
In addition, Artisan Confections Company, a wholly
owned subsidiary of The Hershey Company, markets such
premium chocolate offerings as Scharffen Berger, Joseph
Schmidt and Dagoba.

5
 About the Joint Venture

The Coming Together

On April 3, 2007, the Hershey Company, and Godrej Beverages and Foods Ltd – an associate of Godrej
Industries Limited, announced a joint venture to manufacture and distribute confectionery, snacks and
beverages across India.
The Joint Venture provides Godrej with a strategic long term partner with global brands and international technology to grow its Food and
Beverages business; and to
Hershey, a platform to
launch its brands in an
attractive fast growing
confectionery Indian
market.

Godrej Hershey Limited (GHL) is a part of the Godrej Group – one of India’s largest and most respected business conglomerates. The company
was incepted in April 2006 when Godrej Tea Limited took over the Foods division of Godrej Industries Ltd. This Organization went on to
become Godrej Foods and Beverages Ltd and then Godrej Hershey Foods and Beverages Ltd before it got its new name Godrej Hershey Limited
– effective from February 1, 2008. Nutrine Confectionery Company – one of the leading players in confectionery market, was acquired by
Godrej in 2006, and forms a key portfolio for GHL today.
Our Nutrine portfolio has products like Maha Lacto, Maha Coffee Eclairs, Maha Choco, Nutrine Eclairs, Nutrine Lollipop, Nutrine Santra Goli,
Aasay, Kokanaka and Honeyfab in the hard candy, éclairs, toffee, lollipop and roll formats. The confectionery factory is located in Chittoor
(Andhra Pradesh).
GHL has an aggressive growth agenda to become a leading player in the Food & Beverage space in India.
Our Beverage portfolio consists of Jumpin (Fruit Drinks), Xs (Juices and Nectars) and Sofit (Soya Milk). Sofit is the market leader in the niche
but fast growing soya milk market. The Hershey Chocolate syrup was added to the beverages portfolio in 2008. The beverages factory is located
in Mandideep (Madhya Pradesh), and is one of the largest tetrapak units in the whole of India.
GHL has four Regional Sales Offices based in Mumbai, Delhi, Chennai and Kolkata. The organization has a strong employee base of
900 + employees as on May, 2011 spread across the expanse of India.
Strong product innovations, brand building, and investments in improving people and process capabilities form critical aspects of our future
growth strategy.

6
 We strongly believe that without a staunch and common vision within each one of us towards our company,
it is impossible for us to be successful.

GHL envisions to be a market leader in the Indian Food &

beverage space by breaking into the exclusive league of the top ten
FMCG food companies in India.
We will achieve it through unparalleled business innovations and consumer satisfaction.

Matthew Lindsay
Managing Director

Adi Godrej
Chairman

A. Mahendran
GHL Director

Board of
Directors

Ted Jastrzebski
Director

praveen jakate
Director

Peter Frits Smit

Director

7
 Management Team

MATThew LINDSAY
Matt joined Hershey in 2007 as Senior Director, Strategy. He was named Vice President, Strategy, in January 2008, and
assumed his most recent position leading the Canadian business in June 2008. Prior to joining Hershey, Matt was Director –
Worldwide Operations Business Team, at the Wm. Wrigley Jr. Company. Matt joined GHL in January 2011.

Manoj Balan

Manoj Balan is Chief Financial Officer at Godrej Hershey (GHL). Manoj has over 20 years of experience in financial
services sector. His last stint was as Head of Finance for Kellogg’s, Middle East.

S. Gunasekaran

S. Gunasekaran is Executive Vice President Operations at Godrej Hershey (GHL). He has 29 years of experience in
Operations Management. His last stint was with Godrej Sara Lee.

Ashish Bhobe

Ashish Bhobe is Vice President (Research & Development) at Godrej Hershey (GHL). A professional with nearly 23 years
of experience in this field, his previous stint was with Hindustan Unilever Limited.

Vikram Behl

Vikram Behl is Head Human Resources at Godrej Hershey Limited (GHL). He has been an HR Professional for 15+ years.
His last stint was with Colgate Palmolive India Ltd.

Mahesh Kanchan

Mahesh Kanchan is Vice President Marketing at Godrej Hershey (GHL). A professional with nearly 18 years of experience
in marketing field, his previous stint was with Hindustan Unilever Limited.

M G Prakash

M G Prakash is Vice President Sales at Godrej Hersheys (GHL). He has been a Professional for 18 years. His previous stint
was with Hindustan Unilever Ltd.

8
Know Your MD

Matthew Lindsay holds a Bachelor’s Degree in Chemical Engineering from

the University of Illinois and a master’s degree in business administration
from the University of Michigan Business School.
Matt joined Hershey in 2007 as Senior Director, Strategy. He was named Vice
President, Strategy, in January 2008, and assumed his most recent position
leading the Canadian business in June 2008. Prior to joining Hershey, Matt
was Director – Worldwide Operations Business Team, at the Wm. Wrigley
Jr. Company. He has extensive experience in consulting to the consumer
goods industry with Archstone Consulting and Deloitte Consulting.
Matt along with the entire Management Committee warmly welcome you
to the GHL family.

Dear Employee,

“Welcome to Godrej Hershey Limited. One of the things that sets us apart is our ‘people’
and we are delighted to have you with us! Your contribution is important to GHL and we
are committed to making your career gratifying. You will get full support from our whole
team and we look forward to having a successful relationship with you. Congratulations
on your new assignment and we wish you all the best in your endeavors with GHL.
Wishing you a successful career with GHL!”

Matthew Lindsay

9
 OUR
PLANTS

Mandideep Factory
The world-class Mandideep plant, near Bhopal in the northern Indian state of Madhya Pradesh, was ISO-9002 certified in May 1995 and is
the first facility in its category to get the ‘quality management system certification’. The unit was awarded the ‘National Productivity Award’
(best productivity performance) for 1995-96 among fruit and vegetable processing industries by the National Productivity Council, New
Delhi. This plant was also given the ‘national safety award’ for these consecutive years (1995, 1996 and 1997).
‘Godrej Hershey Limited’ has a strong and ongoing product-development programme. The Mandideep plant has a comprehensive facility to
carry out product development work and to assess the chemical, microbiological and other properties of food products. Among the products
developed at Mandideep are fruit drinks, fruit juices and dietetic formulations.

Chittoor Factory
Our Chittoor factory is a legacy factory of Nutrine Confectionery Company. It was founded in 1952 by Shri. B. Venkatarama Reddy, a
Graduate from National University Adyar. From a small scale unit, manufacturing only candies in the early 60’s Nutrine Confectionery
Company has grown to be a multi product portfolio with pan India presence.
Nutrine has been a leader in Confectionery Industry in India, with an exciting range of products, which includes Maha Lacto, MahaChoco,
Nutrine Eclairs, Nutrine Lollipop, Aasay, Kokanaka and Honeyfab.
This factory has been modernized with modern equipment. Continuous product testing and product development is organised and it keeps
on developing, depending on consumers taste & preference.
GHL produces its confectionery at its main factory at Chittoor and has conversion arrangement with different vendors.

The Processes at GHL

GHL leverages on various communication & feedback channels

All the MC members are present for this occasion to participate in a face-to-face
Open House
interaction with all the employees.

While the MD discusses our future developments and plan of action, opinions and
Annual Conference
view-points from the employees are sought. This is also a platform where everyone
gets to interact with the crème of the organization in an informal setting.

Our quarterly newsletter, Lakshya is a GHL representative that brings you every bit
Our Newsletter
of information from across our organization. You get to know your colleagues from
different locations, interact with them, share your insights and let the organization
know about your talents too!

Our employees talk to us about what they like/dislike about GHL through an annual
Employee Commitment Survey
employee commitment survey. This survey gives us detailed insights on what the
employees expect of the company to keep them engaged and motivated.

A message goes out from our Managing Directors desk talking to us about
Monthly MDs communication
achievements, business performance, what he expects of us & lots more. This
ensures each employee gets the right message and is aligned with the business.

10
 The Processes at GHL

Performance Management System

The Performance
Improvement
Process is based on
a Balance Scorecard
perspective. The goal
setting and review is
based on the principle
of an Open Appraisal
System. The appraiser
and appraisee
jointly decide on the
individual goals which
are drawn out of the
Overall Organization
goals.
You are expected to complete your goal setting within a month from your date of joining with your supervisor.

TOTAL TALENT MANAGEMENT (TTM)

The TTM process is focused on identifying and developing outstanding talent to deliver superior
business results. Talent is identified basis two inputs

• Performance average score of last two years

• Potential evaluation by HoD on leadership competencies (on GEMS)

A conscious focus is being laid on identification and growth of high potential talent across
levels in the organisation. Analysis of business wise and group wise talent is conducted to
provide inputs for talent deployment across businesses and common developmental actions.
A stronger development focus for HiPos (High potential talent)- Career conversations are
conducted with HiPos across levels by HOD supported by HR. Outcomes of this meeting to
include HiPo aspirations and development plans. The process helps in providing developmental
and career opportunities to our employees.
This process is currently applicable for Managers & Above. Soon the process will be launched
for the others.

11
 feedback
At GHL, the 360 Degree Feedback process is aligned to Godrej behavioral competencies. It is a
process in which employees receive confidential, anonymous feedback from the people who work
around them. This process also helps in improving the Quality of Leadership in the organization &
self improvement. The process at GHL includes:

Identifying people Identifying who would give

managers who would the feedback to people
undergo the feedback managers i.e., identifying
process peers, subordinates
360 degree feedback workshop
is conducted where the people
managers are explained about
the report and way forward. Self Rating

In-depth report is Identified employees

generated after the offer feedback to
completion of feedback people managers
process

360 feedback surveys help to get a better understanding of strengths and weaknesses, and to contribute insights into aspects of work
needing professional development. 360 degree feedback experience indicates that if you can overcome the initial fear of feedback one will
get to know a lot about oneself.

12
 Rewards and Recognition

The Brighter Bank platform is institutionalised in order to promote our

very own Godrej values. Godrej “Brighter Bank” is a lovely platform which
has been offered by the corporate to encourage us and reward colleagues
who demonstrate Godrej values.

Appreciation How many times, do we forget to share that word of ‘Hey! Great job’ or ‘well
done dude – we did it!’ to our team mates? This day makes up for all those
Day lost moments…

Once every month, employees come together and are appreciated for being
part of this family – they are also encouraged to appreciate others. Of course
the icing on the cake is recognizing who has the maximum number of icons
that represent the 4 core Godrej values.

At GHL we organize “Fun Fridays” in order to ensure work-life balance for our
employees and create a “fun” atmosphere amidst the day-to-day stress and
work pressures. We have been successful driving this for the past two years.
Fun Fridays!
Now “Fun Fridays” has reached a stage where more and more of us are looking
forward to driving “Fun” agenda for all. Held every friday, on-the-spot rewards
only make it interesting!

13
 GHL We have a strong platform to reward & recognize employees known GHL
Commando Club. Keeping with the spirit of Lakshya, we reward those employees
Commando
who display strong sense of passion, consistency & determination.
Club

2010 Q1 Regional Trophy Winners – North Team

The Reward and Recognition platform is used to usher motivation, positive energy and fun amongst all GHLites.

Several competitions are held depending on the occasion and spot rewards like the Sales Maha Khiladi crowning

and other gifts are given away during occassions like, Football frenzy, world cup, et al

Godrejite
Godrejite is our Intranet platform and a
very important communication tool to
every GHLite. Through Godrejite, you can
know more about...

Some Important Numbers

Web mail facility for GHL

Head office (Vikhroli): Chittoor Factory Mandideep Factory
employees is available on
Tel: (022) 25197000 Tel: (08572) Tel: (07480) 400500
suvidha.godrejcp.com
Fax: (022) 25197030 229873/74/75/76/77 Fax: (07480) 400501
One can check announcements, blog,
West RO (Wadala): South RO: East RO: check birthdays of Godrej employees,
Tel: (022) 24188153/55 Tel: (044) 4266 7474 Tel: (033) 64598812/13 keep pace with what’s happening in
Fax: (022) 24146204 North RO: Godrej, read Godrej literature, and much
Godrej Hershey Limited is an ISO/IEC 27001:2005 Tel: (011) 45065143/44 more through the Godrej intranet.
certified company
 GHL
er the
und GHL Learning Academy is
idat
ed ness
sol r ’s busi an integrated platform to
en con is ye
a
11
a v e be o n th f o r 20 provide learning solutions
h d e d
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g o ffer n d and b e i ng o to drive business agenda.
in Bra e
earn my s ar
All L A c ade m o dule
g d
rnin broa  To improve the
Lea s o me
da, personal effectiveness
agen
and leadership
competencies of
GHL Managers (Target Group
o f the
n ost
nsio – Key Managers)
a n exte f o r alm
is cs
my topi
c ade i der
ng A rs w tion  To drive ownership
e arni d c ove r g a nisa
L an o
GHL my our towards improving
s A cade e a from
Sale r individual performance
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Group – Officers,
Executives & Assistant
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01 1 ar p–
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15
GHL Sales Academy
GHL Sales Academy is a path-breaking initiative we have taken to build the capabilities of our most critical resource
in the Sales organization – the Frontline Sales Personnel. With GHL Sales Academy, we strive to create a strong
band of coaches at the Area Executive / Manager level who will in turn train and develop the ‘WINNING’ team of
GHL COMMANDOS.

A leader is someone who develops other leaders. Based on this philosophy we first conduct “Train The Trainer”
sessions for our existing Area Managers and Executives. The only reason an Area Manager / Executive visits the
market with a subordinate is to train and develop him. Every manager is not a born coach; however he can be
trained to be good. GHL Sales Academy attempts to create this band of coaches who will quickly upgrade the
capabilities of the field force.

There are 4 semesters to be cleared in order to complete the Certification Program

in Sales Management. Frequent and planned certification exams for every
semester are conducted in order to ensure re-inforcement.

2.

The Training
1.
roll-out phase
The launch of a ASM / ASE conducts
module of GHL Sales training on the job
Academy – Training for his team


the ASM / ASE



Improving
Field Force 3.

Competency
 Time for SO / TSI

5.  and Capability Self-study

Test


4.

On-the job
coaching by ASM /
ASE as and when
required

16
 About your Rights!

Leave Policy
All the employees (below manager grade) earn 10 days of casual leave and 30 days of privilege leave which will be credited on
completion of the year. All managers & above are eligible to 30 days of CPL in the year. Sick leave for all employees will be need based and
at the discretion of the Management.

MEDICAL, HOSPITALISATION & INSURANCE BENEFITS

Hospitalization Limits
The policy is applicable to all Godrej Hershey’s employees. It covers employee and any 3 dependent members of his family. Family means
spouse, dependent children and dependent parents.

VP Manager Cadre Asst. Manager, Sr. Executive, Sr. Officer, Officer,

Executive \ Jr. Officer

Limits
(Per Family Per Rs. 5 Lakhs Rs. 4 Lakhs Rs. 3 Lakhs Rs. 2 Lakhs
Annum)

LIFE INSURANCE SCHEME

All the Manager & Officers will be covered under the Group Term Insurance Scheme. The Scheme provides coverage in the event of untimely
death of an employee.

Cadre Sum Insured (Rs.)

VP & above Rs. 50 Lakhs

Manager & above Rs. 20 Lakhs

Asst. Manager, Sr. Executive, Executive,

Rs. 10 Lakhs
Sr. Officer, Officer, Jr. Officer

EMPLOYEE REFERRAL POLICY (E-Ref)

All permanent employees of Godrej Group, except HR and DGM and above, are eligible to refer candidates.

Rewards
If the referred candidate is selected, the referee would be rewarded as shown in the table below:

Position referred Amt (Rs.) Amt (Rs.)

GM’s and above 100000 75000

MGR to DGM 75000 50000

AM / Exe / Officers 15000 10000

Minority would include Women candidates, SC, ST and physically disabled.

17
 DOMESTIC TRAVEL
Applicability

All Non Sales Employees | Dgm Grade & Above Employees In Sales

TOURS INVOLVING OVERNIGHT STAY

Employees traveling on tours involving overnight stay can exercise any of the following options for claiming expenses:

Daily & Conveyance Reimbursement On Actuals

Expenses towards Lodging, Boarding and Conveyance will be reimbursed to employees while on upcountry tour involving over-
night stay, on company business, anywhere in India.
Boarding and Lodging expenses will be reimbursed on submission of travel expense statement supported by bills / vouchers. A
statement of conveyance expenses actually incurred for attending to official work should be submitted while claiming
reimbursement.

With Supportings
Category Mumbai, Calcutta, Delhi, Chennai, Other Towns
Bangalore, Hyderabad Thimpu& Katmandu

VP’s Actuals Actuals

AVP / GM’s Actuals, subject to a maximum of Rs. 7000/- + actual Actuals, subject to a maximum of Rs. 6000/- +
conveyance actual conveyance
DGM/ AGM’s Actuals, subject to a maximum of Rs. 3500/- Actuals, subject to a maximum of Rs. 2000/-

Managers Actuals, subject to a maximum of Rs. 2750/- per day Actuals, subject to a maximum of Rs. 1500/-

AM / Sr. Executives Actuals, subject to a maximum of Rs. 1500/- per day Actuals, subject to a maximum of Rs. 1000/-

Executives/ Not exceeding Rs. 1000/- Not exceeding Rs. 750/-

Sr. Officer / Officer
Staff / SOA / OA Not exceeding Rs. 1000/- Not exceeding Rs. 700/ -

FLAT DAILY ALLOWANCE

If an employee makes his own staying arrangement, he/ she will be eligible for a flat daily allowance towards
boarding, lodging and other expenses for which he will not have to submit bills. Conveyance expenses incurred for attending
official work will be reimbursed at actuals subject to the limits given below.

Category Mumbai, Calcutta, Delhi, Chennai, Other Towns

Bangalore, Hyderabad Thimpu& Katmandu

VP’s Rs.1000 + Actual conveyance Rs.750 + Actual conveyance

AVP / GM’s Rs.750 + Actual conveyance (Max Rs.750/-) Rs.500 + Actual conveyance (Max Rs.500/-)

DGM/ AGM’s Rs.500 + Actual conveyance (Max Rs.500/-) Rs.400 + Actual conveyance (Max Rs.400/-)

Managers Rs.400 + Actual conveyance (Max Rs.400/-) Rs.350 + Actual conveyance (Max Rs.350/-)

AM / Sr. Executives Rs.350 + Actual conveyance (Max Rs.200/-) Rs.250 + Actual conveyance (Max Rs.150/-)

Executives/ Rs.300 + Actual conveyance (Max Rs.150/-) Rs.250 + Actual conveyance (Max Rs.150/-)
Sr. Officer / Officer
Staff / SOA / OA Rs.225 + Actual conveyance (Max Rs.100/-) Rs.200 + Actual conveyance (Max Rs.75/-)

TOURS NOT INVOLVING OVERNIGHT STAY (SAME DAY RETURN)

Non Sales employees and employees in managerial cadre will be eligible to a flat daily allowance for tours not involving overnight stay but
extending beyond 12 hours and beyond a radius of 100 kms. From the headquarter town, employees will be required to submit bills for
claiming this allowance as mentioned in Policy Manual.

18 Conveyance expenses will be reimbursed at “actuals”, subject to limits as given in the Policy Manual.
Applicable To All Employees In Sales
TOURS NOT INVOLVING OVERNIGHT STAY (SAME DAY RETURN)
Headquarter Allowance
Such sales employees will be eligible for a flat “Headquarter allowance” at the following rates, for which they will not be required to
submit the bills. This allowance includes conveyance allowance and incidental expenses.

Category Metro Towns Non Metro Towns

Area Sales Manager (Both Manager Cadre & Asst. Manager Rs.175 Rs.160
Cadre)
Sr. Sales Executive / Sales Executive Rs.175 Rs.160

Sr. Sales Officer /Sales Officer / Jr. Sales Officer/ Trainee Sales Rs.150 Rs.140
Officer

Ex – Headquarter Allowance
Employees who travel outside their Headquarter and return on the same day will be eligible for a flat “Ex-Headquarter Allowance” at the
following rates, for which they will not be required to submit bills. This allowance includes conveyance allowance and incidental expenses.

Category Metro Towns Non-Metro Towns

Area Sales Manager (Both Manager Rs.200 Rs.200

Cadre & Asst. Manager Cadre)
Sr. Sales Executive / Sales Executive Rs.200 Rs.200

Sr. Sales Officer/Sales Officer/ Jr. Sales Rs.175 Rs.175

Officer/ Trainee Sales Officers

Upcountry Tour Involving Overnight Stay

Employees traveling on tours involving overnight stay can exercise any of the following two options for claiming reimbursement of ex-
penses towards lodging, boarding, conveyance and misc. expenses.

Daily and Conveyance Allowance (DCA) with supporting:

• Employees can claim reimbursement at the following rates, when the claim is supported
• Vouchers for boarding and lodging expenses
• A statement giving details of local conveyance, showing point-to-point travel and cost incurred

Category Metro Towns Non - Metro Towns

Area Sales Manager(Manager Cadre) Rs 2750 Rs 1500

Asst. Mgr Rs.1500 Rs.1000

Sr. Executive / Executive Rs.1000 Rs. 750

Sr. Sales Officer /Sales Officer / Jr. Sales Officer/ Trainee Sales Rs.600 Rs.450
Officer

Daily and Conveyance Allowance (DCA) without supporting:

Employees making their own arrangements or staying with friends will be eligible for flat daily allowance towards boarding, lodging,
conveyance and misc. expenses, at the following rates, for which they will not be required to submit any bills.

Category Metro Towns Non-Metro Towns

Area Sales Manager(Manager Cadre) Rs 1000 Rs 750

Asst. Manager, Sr. Executive / Rs.500 Rs.275

Executive
Sr. Sales Officer /Sales Officer / Rs.320 Rs.250
Jr. Sales Officer/ Trainee Sales Officer

Kindly refer to the Policy Manual for more details.

19
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