Hi,
I am designing a few policies for my company and I need your input on the same so that it's easier for drafting foolproof policies/procedures for my company. Mine is a software development/BPO/KPO organization.
If possible, please send me some good formats/forms that can be useful for me. Thank you very much in anticipation for all your support.
Regards,
Deepak Parbat
P.S. Presently, I am working on the Mobile Phone Reimbursement Policy, Office Car Usage Policy, Domestic Travel Policy, International Travel Policy, Employee Bonds in case we send them abroad on assignments, etc.
From India, Pune
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4I am designing a few policies for my company and I need your input on the same so that it's easier for drafting foolproof policies/procedures for my company. Mine is a software development/BPO/KPO organization.
If possible, please send me some good formats/forms that can be useful for me. Thank you very much in anticipation for all your support.
Regards,
Deepak Parbat
P.S. Presently, I am working on the Mobile Phone Reimbursement Policy, Office Car Usage Policy, Domestic Travel Policy, International Travel Policy, Employee Bonds in case we send them abroad on assignments, etc.
From India, Pune
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Hi Deepak,
Recently, we have worked on some policies required by you. I am trying to explain some of them for you.
DOMESTIC TRAVEL POLICY
While working on this, the main points to consider are:
1. Mainly, travel allowance includes boarding and lodging allowance. The same is paid on a per-day basis for a period of 24 hours from the time of departure. It is calculated on an hourly basis.
In our policy, we do not sanction any allowance for less than 8 hours of travel.
For more than 8 hours:
- Boarding allowance 100%
- Lodging allowance Nil
For more than 16 hours:
- Boarding allowance 100%
- Lodging allowance 100%
This pattern is repeated for each subsequent day exceeding 24 hours.
2. The claim should be submitted along with supporting documents, bills, receipts, etc.
3. Actual reimbursement requires the proper categorization of officials/employees, such as Directors, COO, GM, Chief Managers, Operational Managers, and Executive categories.
4. Rules for travel should specify what type of fare will be paid under the policy. For example:
- Up to the Chief Manager level: Airfare, First Class/Tier/II Tier/II Class rail charges, or AC buses
- For managerial, operational, and executives: Only II Class rail and AC buses; buses should be paid for.
Upper limits for lodging and boarding charges per day should be fixed and categorized based on metro cities, corporations, and district cities separately. These limits should align with the categories.
5. Conveyance other than this will be reimbursed at actual cost. This may include car/taxi usage for some categories and for lower categories, auto or local train.
6. These rules may vary from company to company based on their policies. However, I have outlined the major points to consider when drafting a separate policy.
7. If an employee is traveling outstation using their two-wheeler, they should be reimbursed per km traveled. The rate could be fixed at Rs. 1.50 per km or as per company rules.
8. If an employee is permitted to travel using their four-wheeler, they should be reimbursed based on the distance traveled, with a set rate, for example, Rs. 4.50 per km.
In these cases, employees should submit details of their travel.
I believe I have covered all the necessary points required to prepare a policy.
From India, Thana
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Recently, we have worked on some policies required by you. I am trying to explain some of them for you.
DOMESTIC TRAVEL POLICY
While working on this, the main points to consider are:
1. Mainly, travel allowance includes boarding and lodging allowance. The same is paid on a per-day basis for a period of 24 hours from the time of departure. It is calculated on an hourly basis.
In our policy, we do not sanction any allowance for less than 8 hours of travel.
For more than 8 hours:
- Boarding allowance 100%
- Lodging allowance Nil
For more than 16 hours:
- Boarding allowance 100%
- Lodging allowance 100%
This pattern is repeated for each subsequent day exceeding 24 hours.
2. The claim should be submitted along with supporting documents, bills, receipts, etc.
3. Actual reimbursement requires the proper categorization of officials/employees, such as Directors, COO, GM, Chief Managers, Operational Managers, and Executive categories.
4. Rules for travel should specify what type of fare will be paid under the policy. For example:
- Up to the Chief Manager level: Airfare, First Class/Tier/II Tier/II Class rail charges, or AC buses
- For managerial, operational, and executives: Only II Class rail and AC buses; buses should be paid for.
Upper limits for lodging and boarding charges per day should be fixed and categorized based on metro cities, corporations, and district cities separately. These limits should align with the categories.
5. Conveyance other than this will be reimbursed at actual cost. This may include car/taxi usage for some categories and for lower categories, auto or local train.
6. These rules may vary from company to company based on their policies. However, I have outlined the major points to consider when drafting a separate policy.
7. If an employee is traveling outstation using their two-wheeler, they should be reimbursed per km traveled. The rate could be fixed at Rs. 1.50 per km or as per company rules.
8. If an employee is permitted to travel using their four-wheeler, they should be reimbursed based on the distance traveled, with a set rate, for example, Rs. 4.50 per km.
In these cases, employees should submit details of their travel.
I believe I have covered all the necessary points required to prepare a policy.
From India, Thana
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Hi Deepak,
Recently, we have worked on some policies required by you. I am trying to explain some of them for you.
Domestic Travel Policy
While working on this, the main points to consider are:
1. Mainly, travel allowance includes boarding and lodging allowance. The same is paid on a per-day basis for a period of 24 hours from the time of departure. It is calculated on an hourly basis. In our policy, we do not sanction any allowance for less than 8 hours of travel.
- More than 8 hours: Boarding - 100%, Lodging - Nil
- More than 16 hours: Boarding - 100%, Lodging - 100%
For more than 24 hours, this will be repeated for the next day.
2. The claim should be submitted along with supporting documents, bills, receipts, etc.
3. Actual reimbursement requires the proper gradation of the officials/employees, such as Directors, COO, GM, Chief Managers, Operational Managers, and Executive categories, etc.
4. Rules for travel should specify what type of fare will be paid under the policy. For example:
- Up to the Chief Manager level: Air fare, first-class/tier/II tier/II class rail charge, or AC buses
- For managerial, operational, and executives: Only II class rail and AC buses, buses should be paid.
The upper limit of lodging and boarding charges per day should be fixed. Again, this should be bifurcated for metro cities, corporations, and district cities separately. These limits should be as per the categories.
5. Conveyance other than this will be reimbursed at actual. To some extent, it is for car/taxi usage and for some lower categories for auto, local train only.
6. These rules may differ from company to company as per their policies, but I have provided the major points to remember while making a separate policy.
7. If the employee is traveling outstation using his own two-wheeler, then he should be reimbursed on a per km travel basis. The rate should be fixed, say Rs. 1.50 per km or otherwise as per company rules.
8. If the employee is permitted to travel using his own four-wheeler, then he should be reimbursed based on the km distance with a specific rate, say Rs. 4.50 per km. In these cases, the employee should submit details of his travel.
I think I have covered all the points required to prepare a policy.
Regards,
Padmini
From India, Thana
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Recently, we have worked on some policies required by you. I am trying to explain some of them for you.
Domestic Travel Policy
While working on this, the main points to consider are:
1. Mainly, travel allowance includes boarding and lodging allowance. The same is paid on a per-day basis for a period of 24 hours from the time of departure. It is calculated on an hourly basis. In our policy, we do not sanction any allowance for less than 8 hours of travel.
- More than 8 hours: Boarding - 100%, Lodging - Nil
- More than 16 hours: Boarding - 100%, Lodging - 100%
For more than 24 hours, this will be repeated for the next day.
2. The claim should be submitted along with supporting documents, bills, receipts, etc.
3. Actual reimbursement requires the proper gradation of the officials/employees, such as Directors, COO, GM, Chief Managers, Operational Managers, and Executive categories, etc.
4. Rules for travel should specify what type of fare will be paid under the policy. For example:
- Up to the Chief Manager level: Air fare, first-class/tier/II tier/II class rail charge, or AC buses
- For managerial, operational, and executives: Only II class rail and AC buses, buses should be paid.
The upper limit of lodging and boarding charges per day should be fixed. Again, this should be bifurcated for metro cities, corporations, and district cities separately. These limits should be as per the categories.
5. Conveyance other than this will be reimbursed at actual. To some extent, it is for car/taxi usage and for some lower categories for auto, local train only.
6. These rules may differ from company to company as per their policies, but I have provided the major points to remember while making a separate policy.
7. If the employee is traveling outstation using his own two-wheeler, then he should be reimbursed on a per km travel basis. The rate should be fixed, say Rs. 1.50 per km or otherwise as per company rules.
8. If the employee is permitted to travel using his own four-wheeler, then he should be reimbursed based on the km distance with a specific rate, say Rs. 4.50 per km. In these cases, the employee should submit details of his travel.
I think I have covered all the points required to prepare a policy.
Regards,
Padmini
From India, Thana
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Thanks a million padmini.. it is good information.. as i was working on travel policy for my organizatin too its reallyy helped me .. got a lot of ideas from it.. thanks diana
From India, Mumbai
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From India, Mumbai
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Hello,
I would appreciate it if you could email me all the HR policies required for the BPO, as we are in the process of implementing new ones. My personal email address is skbarnala@gmail.com.
Regards,
SK
From India, Srikakulam
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I would appreciate it if you could email me all the HR policies required for the BPO, as we are in the process of implementing new ones. My personal email address is skbarnala@gmail.com.
Regards,
SK
From India, Srikakulam
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Hi, I am Prachi, HR Executive at Canditi Foods Pvt. Ltd. I am in the process of framing HR policies for my company. Please help me in this regard. Ours is a new company, so I desperately need some ideas.
Please help.
Cheers,
Prachi
From India, Delhi
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Please help.
Cheers,
Prachi
From India, Delhi
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Hi HR folks,
I am attaching some HR Policies from someof the big names...
1. RMSI
. Standout HR Policy – Keep door open to ex-employees
. Neutral observer during appraisals.
. Hand out salary letters publicly
. Those who leave – do not offer higher salaries as
Incentives to stay back
2. JW Marriot
. Standout HR Policy – Promotion always from within
. Invest in employees future
. Staff are called “ associates “
. Empowerment accompanied by transparency & accessibility
. Sharing data on revenues, cost, profits across all levels
. Do not keep people waiting for interviews – intimidates them
. “ Just for John “ Box
. Friday Rap sessions – every second Friday, management
Meets employees at lunch for informal debates, discussions,
New ideas on Operations & Strategies.
3. DABUR
. Standout HR Policy - promote Equity across all levels -
If 90 % of Corporate targets not achieved, no one gets
The variable pay
. Empowerment fundamental change – ESOP scheme
. Employee referral programme – existing employees
Could refer candidates for incentives.
. Whistle blower policy – cap on business practices which are
Out of character with Company Values (Confidential)
4. AZTEC
. Standout HR Policy - fun@work
. Deal satisfactorily new employee issues within a month
. Skip Level meetings - employees take problems to one
Higher level than reporting level
. Judge employees on potential not on rigid performance
Criterias
5. ADOBE
. Standout HR Policy – paranoia about the “ quality “ of
People hired.
. DACI – Driver Approver Contributor Informer – who owns
Decision making process, who takes the call, who contributes
To decision making, who needs to be informed
. Hire basis overall passion for work + ability to work in
Teams – then only assess the skills
6. FORBES
. Standout HR Policy – Chill quotient, recruit people who
Company is comfortable not just working with, but
Also dining with
. Graduate trainees are asked to commit two mistakes
Within 6 months.
. Managers encouraged to teach in local institutes.
. Colleagues gift a shawl (blue for boy, pink for girl) to
New born
7. ADITYA BIRLA
. Standout HR Policy – Demystify Compensation
. Carpet bombing information on new system/changes
8. AMEX
. Standout HR Policy - Accountability - employee development
Related projects displayed on Calendar
. . Go beyond job briefs
9. AJUBA
. Standout HR Policy - 24 Hour helpline handling employee
Legal & Medical needs.
. . Manage employees expectations
10. HONEYWELL TECHNOLOGIES
. Standout HR Policy – Work till you drop
. Credibility+Respect+Fairness+Pride+Camaraderie
11. SASKEN
. Standout HR Policy – Trust the Employee – No
Attendance tracking
12. MINDFREE
. Standout HR Policy – Word is bond rather bonding
. Value based socially sensitive programme
13. GODREJ
. Standout hr Policy – Pro-active HR team to meet
Each employee at least twice a year
. Two groups - Red & Blue comprising of employees
From all departments deliberate on the future strategy
Of the Company once every three years
14. AVIVA
. Standout HR Policy - Value driver, employees not only to
Live values but also to have a say in formulating new.
. Value Ambassador Award (one who lives with Values)
15. PHILIP INNOVATIONS
. Standout HR Policy – work - life balance
. . Avoid burnouts
16. CLASSIC CORP
. Standout HR Policy - For the People
. Make employee feel special – small gestures
. Diwali Cards from those made by the Children of employees
. Give back to employees - Motorcycles given to all
105 employees who completed 5 years service.
17. INTEL INDIA
. Standout HR Policy - Widen Horizons, encourage to
To work for the community
. Two pronged strategy – one, to make the company a
Great Place to Work For as one of the 6 core values
(others are discipline, risk-taking, quality, customer orientation,
Result orientation) and second, involve/encourage employees
To go beyond work place.
18. INFOSYS TECHNOLOGIES
. Standout HR Policy – Balance, employees get physical
And emotional support
19. CADBURY
. Standout HR Policy - Have fun – annual celebration Calendar
. . Nominate a “ buddy “ for every new comer
20. PSI DATA SYSTEMS
. Standout HR Policy - Inform, employees always know
The Financial status
. Inclusive transformation exercise - create a bank of past
& present knowledge, skills and experience of people.
21. GSK CONSUMER HEALTHCARE
. Standout HR Policy - Respond, grievances swiftly addressed
. Max-U – talent review (performance + potential) of all
Employees, feedback given with a Road-Map on what
To do next
May 17, 2006
Cheers
Deepa Shah
Manager HR
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I am attaching some HR Policies from someof the big names...
1. RMSI
. Standout HR Policy – Keep door open to ex-employees
. Neutral observer during appraisals.
. Hand out salary letters publicly
. Those who leave – do not offer higher salaries as
Incentives to stay back
2. JW Marriot
. Standout HR Policy – Promotion always from within
. Invest in employees future
. Staff are called “ associates “
. Empowerment accompanied by transparency & accessibility
. Sharing data on revenues, cost, profits across all levels
. Do not keep people waiting for interviews – intimidates them
. “ Just for John “ Box
. Friday Rap sessions – every second Friday, management
Meets employees at lunch for informal debates, discussions,
New ideas on Operations & Strategies.
3. DABUR
. Standout HR Policy - promote Equity across all levels -
If 90 % of Corporate targets not achieved, no one gets
The variable pay
. Empowerment fundamental change – ESOP scheme
. Employee referral programme – existing employees
Could refer candidates for incentives.
. Whistle blower policy – cap on business practices which are
Out of character with Company Values (Confidential)
4. AZTEC
. Standout HR Policy - fun@work
. Deal satisfactorily new employee issues within a month
. Skip Level meetings - employees take problems to one
Higher level than reporting level
. Judge employees on potential not on rigid performance
Criterias
5. ADOBE
. Standout HR Policy – paranoia about the “ quality “ of
People hired.
. DACI – Driver Approver Contributor Informer – who owns
Decision making process, who takes the call, who contributes
To decision making, who needs to be informed
. Hire basis overall passion for work + ability to work in
Teams – then only assess the skills
6. FORBES
. Standout HR Policy – Chill quotient, recruit people who
Company is comfortable not just working with, but
Also dining with
. Graduate trainees are asked to commit two mistakes
Within 6 months.
. Managers encouraged to teach in local institutes.
. Colleagues gift a shawl (blue for boy, pink for girl) to
New born
7. ADITYA BIRLA
. Standout HR Policy – Demystify Compensation
. Carpet bombing information on new system/changes
8. AMEX
. Standout HR Policy - Accountability - employee development
Related projects displayed on Calendar
. . Go beyond job briefs
9. AJUBA
. Standout HR Policy - 24 Hour helpline handling employee
Legal & Medical needs.
. . Manage employees expectations
10. HONEYWELL TECHNOLOGIES
. Standout HR Policy – Work till you drop
. Credibility+Respect+Fairness+Pride+Camaraderie
11. SASKEN
. Standout HR Policy – Trust the Employee – No
Attendance tracking
12. MINDFREE
. Standout HR Policy – Word is bond rather bonding
. Value based socially sensitive programme
13. GODREJ
. Standout hr Policy – Pro-active HR team to meet
Each employee at least twice a year
. Two groups - Red & Blue comprising of employees
From all departments deliberate on the future strategy
Of the Company once every three years
14. AVIVA
. Standout HR Policy - Value driver, employees not only to
Live values but also to have a say in formulating new.
. Value Ambassador Award (one who lives with Values)
15. PHILIP INNOVATIONS
. Standout HR Policy – work - life balance
. . Avoid burnouts
16. CLASSIC CORP
. Standout HR Policy - For the People
. Make employee feel special – small gestures
. Diwali Cards from those made by the Children of employees
. Give back to employees - Motorcycles given to all
105 employees who completed 5 years service.
17. INTEL INDIA
. Standout HR Policy - Widen Horizons, encourage to
To work for the community
. Two pronged strategy – one, to make the company a
Great Place to Work For as one of the 6 core values
(others are discipline, risk-taking, quality, customer orientation,
Result orientation) and second, involve/encourage employees
To go beyond work place.
18. INFOSYS TECHNOLOGIES
. Standout HR Policy – Balance, employees get physical
And emotional support
19. CADBURY
. Standout HR Policy - Have fun – annual celebration Calendar
. . Nominate a “ buddy “ for every new comer
20. PSI DATA SYSTEMS
. Standout HR Policy - Inform, employees always know
The Financial status
. Inclusive transformation exercise - create a bank of past
& present knowledge, skills and experience of people.
21. GSK CONSUMER HEALTHCARE
. Standout HR Policy - Respond, grievances swiftly addressed
. Max-U – talent review (performance + potential) of all
Employees, feedback given with a Road-Map on what
To do next
May 17, 2006
Cheers
Deepa Shah
Manager HR
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I have joined newly a Software Company as a HR Head. Can anybody please help me out in framing the HR Policy by providing some samples copies.. Thanking you. Regards, Suchita
From India, Bangalore
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From India, Bangalore
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I have recently joined a software company as an HR Head. Can anybody please help me in framing the HR policy by providing some sample copies? Please email me the requirements at suchethakr@yahoo.co.in.
Thank you.
Regards,
Sucheta
From India, Bangalore
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Thank you.
Regards,
Sucheta
From India, Bangalore
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hi all, priority please; working in group of companies engaged in multifareous activities; suggest long leave policy for the employees going for higher studies, thank you - rooma
From India, Lucknow
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From India, Lucknow
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Hope the following is of some help
EXTENDED WORKING / COMPENSATORY OFF POLICY
The following norms would apply to employees who may be required to work extended hours on week days or work on Weekly Off / Holidays:
a) EXTENDED WORKING ON WEEKDAYS:
If an employee is required to stay back in office beyond 07:00 pm on any working day:
Between 07:00 pm and 09:00 pm: Complimentary snacks will be provided during this time.
b) WORKING ON WEEKLY OFF / HOLIDAYS:
Weekly offs and holidays are for employees to relax, spend quality time with their families and complete personal chores.
However, in case an employee is required to come to office on a Weekly Off day or on a Holiday due to exigencies of work / Delivery Deadlines the following norms would apply:
There will be no extra days (paid or adjusted) applicable to any of the employee in lieu of working on holidays and weekly off's.
All extended hours / working on Weekly Off or Holidays must be approved in writing by the Departmental Head on recommendation of the immediate superior.
A copy of the approval and list of employees who may be coming to office on a Weekly Off / Holiday must be given to the HR Department and at the Security Gate on the previous day.
LEAVE POLICY
All regular employees would be eligible for leave as follows:
1. Casual Leave : 6 Days in a calendar year
2. Sick Leave : 6 Days in a calendar year
3. Earned Leave/Privilege Leave : 15 Days in a calendar year
4. Maternity Leave : 84 Days (42 days pre-natal and 42 days post-natal) on maximum two occasions as per the prevailing law.
Note: Just see the days for maternity leaves.
5. Restricted Holidays : 2 in a calendar year as per the RH List.
Avail of Leaves
In any circumstances, any type of Leaves without prior intimation (either same day or a day before) will not be entertained.
1. CASUAL & SICK LEAVE:
Casual Leave & Sick Leave is meant for attending to urgent and unavoidable personal work or for a short illness.
Wherever possible, prior permission should be taken for availing CL/SL. In case it is not possible to take prior approval, the immediate superior should be informed on the morning of the day of absence giving valid reasons for the leave.
Employees would be entitled to 6 days Casual Leave & 6 days Sick Leave in a calendar year.
• CL & SL Accrued
a) In case of confirmed employee: Employee will be entitled at the beginning of calendar year.
b) In case of employee joining FQS during the year: Employee will be entitled to pro rata leave accrued to him in the calendar year after confirmation.
• CL for personal work can be taken for a maximum of three days at one time and cannot be clubbed with any other kind of leave.
• In case of sickness, SL can be taken for more than three days, subject to the employee submitting a Medical Certificate.
• In case of CL & SL intervening weekly offs or national holidays falling during the period of CL or SL will be counted while computing the number of days taken as CL or SL.
• CL can be prefixed and/or suffixed to weekly offs or holidays.
Availing of CL is not a right and the supervisor / HOD can decline to sanction such leave. In such a case, the absence would be treated as unauthorized absence and salary for the period of leave would be deducted.
ACCUMULATION OF CASUAL LEAVE :
Unavailed SL up to 6 days at the end of the year can be carried forward to the following year subject to a maximum accumulation limit of 30 days. All CL balances will automatically lapse.
Accumulated Casual Leave cannot be encashed or adjusted against Notice Period and will automatically lapse.
2. PRIVILEGE or EARNED LEAVE:
• Regular employees will be entitled to 15 days Earned Leave in a calendar year.
• Employees are required to take prior approval from the Department Head at least 3 weeks in advance.
• Employees would be entitled to avail EL only after completion of six months of service or confirmation whichever is later.
• EL can be taken on a maximum of two occasions in a year.
• EL has to be taken for a minimum of 3 days at a time.
• EL cannot be attached to any other type of leave except Maternity Leave.
• EL can be either suffixed and / or prefixed to weekly off or paid holiday. However intervening Paid Holidays falling during the period of PL will not be counted while computing the number of days taken as Privilege Leave.
• Earned Leave cannot be availed during the Notice Period in the event of an employee resigning from the services of the Company.
Departments would draw up an “Annual Leave Plan” for their respective employees at the beginning of the year and forward the same to the HR Department.
ACCUMULATION OF EL
The objective of granting EL to employees is to give them an opportunity to rest, spend quality time with their families and “recharge their batteries”. Hence, after accumulating 15 days' EL, employees would be allowed to accumulate EL subject to a maximum of 60 days.
Balance Earned Leave at the time of separation from the services of the Company is encashable and will be computed at the rate of Basic Salary as on the date of separation.
ADVANCE EARNED LEAVE
Applicable in case of confirmation of an employee before 6 months
Advance Privilege Leave will be granted only after confirmation of services in FQS depending on a case to case basis for any of the following eventualities at the discretion of the Departmental Head or Reporting Head:
• Marriage of self or immediate family member
• Professional Examinations ( for courses of relevance to the employee's job )
• Accident /Sickness / Hospitalization
• Death of immediate family member
The quantum of Advance EL would be limited to the proportionate number of days accrued from the date of joining to the date of commencement of leave.
Note: Do we need to keep this option in the Manual***
ENCASHMENT OF EARNED LEAVE
1) At the time of service: Employee can encash EL in excess of 30 days accumulated EL in the beginning of calendar year on Basic salary.
2) At the time of separation: Notice period or CL/SL availed in excess of accrue to him are to be adjusted from EL.
3. MATERNITY LEAVE:
Married female employees would be entitled to Maternity Leave without pay on a maximum of two occasions.
Entitlement for Maternity Leave would be applicable after completing a minimum of six months of service in FQS.
Concealment of pregnancy at the time of joining FQS could lead to termination of employment without grant of maternity leaves or benefits.
Maternity Leave entitlement would be 84 days (twelve weeks), which is normally availed for 42 days (six weeks) pre natal and 42 days (six weeks) post natal.
However, the employee has the option of deciding to reduce the pre – natal leave and availing the balance leave after delivery (subject to a maximum total of 84 days pre and post natal).
DRESS CODE
It is imperative that all employees are presentable and decently dressed while at work.
Behavior, manner of dress, grooming and appearance creates an impact on the impression that visitors and business associates form of the organization.
In order to maintain proper office decorum while on duty, all employees are expected to adhere to the following dress code:
1. WEEK DAYS ( MONDAY THROUGH THURSDAY ) :
Smart casuals.
Jeans, Tee shirts, sandals, sneakers and chappals should not be worn during these days.
Ladies should not wear revealing clothes like spaghetti straps, short skirts etc.
2. FRIDAYS & WORKING SATURDAYS :
Casuals such as jeans, Tee Shirts, long skirts and sneakers will be allowed on Fridays and working Saturdays / Sundays.
Employees should not come to office wearing shorts, Bermudas, sleeveless vests, short skirts, spaghetti straps, revealing clothes or chappals.
Employees who have to interact with outsiders / customers on any day must be dressed in formal attire for the meeting.
EXIT INTERVIEW POLICY
PURPOSE OF THE EXIT INTERVIEW:
All employees leaving the services of FQS would go through the Exit Interview process. Information and suggestions obtained in these interviews can be used to improve the work environment for other employees.
The Exit Interview is normally conducted by the Human Resources Department and the Exit Interview format is filled up.
EXIT INTERVIEW PROCEDURE:
1. The exit interview is to be conducted on the last working day of the employee.
2. When the work of a probationary or temporary employee has been good, a compliment regarding his or her performance is in order.
3. In the event of an employee is being relieved due to unsatisfactory performance or redundancy, he / she must be explained the circumstances under which the decision had to be taken.
Reference must be made to the corrective interviews / counseling which may have taken place in the past.
4. In order to preserve self-confidence and self-respect, the employee must be made to understand that although results on the current job were unsatisfactory, he / she might do well in a different assignment and should therefore not feel discouraged.
5. The employee must be made to feel that the Company is anxious to help and that this release is to the employee's own advantage.
6. If the employee is leaving to take up an alternative assignment, attempts must be made to find out the name of the company, type of work, rate of pay, and how the job was obtained.
7. Factors or conditions which might be affecting the efficiency, performance, and morale of the remaining employees that may necessitate corrective action by the Company should be discussed.
8. The employee's opinion on the work of the department, attitude, and deportment must be sought.
Comments, complaints, and grievances that the employee may have regarding the job, the department, and the Company must be probed.
9. Advise the employee on matters such as full and final settlement and parting statutory benefits.
10. All Company property or material in the employee's possession has been collected.
11. The contact address and telephone numbers must be taken for further correspondence in case he / she have to be contacted for any reason.
12. In case of circumstances where it might prove embarrassing to either the employee or the Company, it must be ensured that the departing employee gets the Full & Final Settlement immediately.
:)
From India, New Delhi
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EXTENDED WORKING / COMPENSATORY OFF POLICY
The following norms would apply to employees who may be required to work extended hours on week days or work on Weekly Off / Holidays:
a) EXTENDED WORKING ON WEEKDAYS:
If an employee is required to stay back in office beyond 07:00 pm on any working day:
Between 07:00 pm and 09:00 pm: Complimentary snacks will be provided during this time.
b) WORKING ON WEEKLY OFF / HOLIDAYS:
Weekly offs and holidays are for employees to relax, spend quality time with their families and complete personal chores.
However, in case an employee is required to come to office on a Weekly Off day or on a Holiday due to exigencies of work / Delivery Deadlines the following norms would apply:
There will be no extra days (paid or adjusted) applicable to any of the employee in lieu of working on holidays and weekly off's.
All extended hours / working on Weekly Off or Holidays must be approved in writing by the Departmental Head on recommendation of the immediate superior.
A copy of the approval and list of employees who may be coming to office on a Weekly Off / Holiday must be given to the HR Department and at the Security Gate on the previous day.
LEAVE POLICY
All regular employees would be eligible for leave as follows:
1. Casual Leave : 6 Days in a calendar year
2. Sick Leave : 6 Days in a calendar year
3. Earned Leave/Privilege Leave : 15 Days in a calendar year
4. Maternity Leave : 84 Days (42 days pre-natal and 42 days post-natal) on maximum two occasions as per the prevailing law.
Note: Just see the days for maternity leaves.
5. Restricted Holidays : 2 in a calendar year as per the RH List.
Avail of Leaves
In any circumstances, any type of Leaves without prior intimation (either same day or a day before) will not be entertained.
1. CASUAL & SICK LEAVE:
Casual Leave & Sick Leave is meant for attending to urgent and unavoidable personal work or for a short illness.
Wherever possible, prior permission should be taken for availing CL/SL. In case it is not possible to take prior approval, the immediate superior should be informed on the morning of the day of absence giving valid reasons for the leave.
Employees would be entitled to 6 days Casual Leave & 6 days Sick Leave in a calendar year.
• CL & SL Accrued
a) In case of confirmed employee: Employee will be entitled at the beginning of calendar year.
b) In case of employee joining FQS during the year: Employee will be entitled to pro rata leave accrued to him in the calendar year after confirmation.
• CL for personal work can be taken for a maximum of three days at one time and cannot be clubbed with any other kind of leave.
• In case of sickness, SL can be taken for more than three days, subject to the employee submitting a Medical Certificate.
• In case of CL & SL intervening weekly offs or national holidays falling during the period of CL or SL will be counted while computing the number of days taken as CL or SL.
• CL can be prefixed and/or suffixed to weekly offs or holidays.
Availing of CL is not a right and the supervisor / HOD can decline to sanction such leave. In such a case, the absence would be treated as unauthorized absence and salary for the period of leave would be deducted.
ACCUMULATION OF CASUAL LEAVE :
Unavailed SL up to 6 days at the end of the year can be carried forward to the following year subject to a maximum accumulation limit of 30 days. All CL balances will automatically lapse.
Accumulated Casual Leave cannot be encashed or adjusted against Notice Period and will automatically lapse.
2. PRIVILEGE or EARNED LEAVE:
• Regular employees will be entitled to 15 days Earned Leave in a calendar year.
• Employees are required to take prior approval from the Department Head at least 3 weeks in advance.
• Employees would be entitled to avail EL only after completion of six months of service or confirmation whichever is later.
• EL can be taken on a maximum of two occasions in a year.
• EL has to be taken for a minimum of 3 days at a time.
• EL cannot be attached to any other type of leave except Maternity Leave.
• EL can be either suffixed and / or prefixed to weekly off or paid holiday. However intervening Paid Holidays falling during the period of PL will not be counted while computing the number of days taken as Privilege Leave.
• Earned Leave cannot be availed during the Notice Period in the event of an employee resigning from the services of the Company.
Departments would draw up an “Annual Leave Plan” for their respective employees at the beginning of the year and forward the same to the HR Department.
ACCUMULATION OF EL
The objective of granting EL to employees is to give them an opportunity to rest, spend quality time with their families and “recharge their batteries”. Hence, after accumulating 15 days' EL, employees would be allowed to accumulate EL subject to a maximum of 60 days.
Balance Earned Leave at the time of separation from the services of the Company is encashable and will be computed at the rate of Basic Salary as on the date of separation.
ADVANCE EARNED LEAVE
Applicable in case of confirmation of an employee before 6 months
Advance Privilege Leave will be granted only after confirmation of services in FQS depending on a case to case basis for any of the following eventualities at the discretion of the Departmental Head or Reporting Head:
• Marriage of self or immediate family member
• Professional Examinations ( for courses of relevance to the employee's job )
• Accident /Sickness / Hospitalization
• Death of immediate family member
The quantum of Advance EL would be limited to the proportionate number of days accrued from the date of joining to the date of commencement of leave.
Note: Do we need to keep this option in the Manual***
ENCASHMENT OF EARNED LEAVE
1) At the time of service: Employee can encash EL in excess of 30 days accumulated EL in the beginning of calendar year on Basic salary.
2) At the time of separation: Notice period or CL/SL availed in excess of accrue to him are to be adjusted from EL.
3. MATERNITY LEAVE:
Married female employees would be entitled to Maternity Leave without pay on a maximum of two occasions.
Entitlement for Maternity Leave would be applicable after completing a minimum of six months of service in FQS.
Concealment of pregnancy at the time of joining FQS could lead to termination of employment without grant of maternity leaves or benefits.
Maternity Leave entitlement would be 84 days (twelve weeks), which is normally availed for 42 days (six weeks) pre natal and 42 days (six weeks) post natal.
However, the employee has the option of deciding to reduce the pre – natal leave and availing the balance leave after delivery (subject to a maximum total of 84 days pre and post natal).
DRESS CODE
It is imperative that all employees are presentable and decently dressed while at work.
Behavior, manner of dress, grooming and appearance creates an impact on the impression that visitors and business associates form of the organization.
In order to maintain proper office decorum while on duty, all employees are expected to adhere to the following dress code:
1. WEEK DAYS ( MONDAY THROUGH THURSDAY ) :
Smart casuals.
Jeans, Tee shirts, sandals, sneakers and chappals should not be worn during these days.
Ladies should not wear revealing clothes like spaghetti straps, short skirts etc.
2. FRIDAYS & WORKING SATURDAYS :
Casuals such as jeans, Tee Shirts, long skirts and sneakers will be allowed on Fridays and working Saturdays / Sundays.
Employees should not come to office wearing shorts, Bermudas, sleeveless vests, short skirts, spaghetti straps, revealing clothes or chappals.
Employees who have to interact with outsiders / customers on any day must be dressed in formal attire for the meeting.
EXIT INTERVIEW POLICY
PURPOSE OF THE EXIT INTERVIEW:
All employees leaving the services of FQS would go through the Exit Interview process. Information and suggestions obtained in these interviews can be used to improve the work environment for other employees.
The Exit Interview is normally conducted by the Human Resources Department and the Exit Interview format is filled up.
EXIT INTERVIEW PROCEDURE:
1. The exit interview is to be conducted on the last working day of the employee.
2. When the work of a probationary or temporary employee has been good, a compliment regarding his or her performance is in order.
3. In the event of an employee is being relieved due to unsatisfactory performance or redundancy, he / she must be explained the circumstances under which the decision had to be taken.
Reference must be made to the corrective interviews / counseling which may have taken place in the past.
4. In order to preserve self-confidence and self-respect, the employee must be made to understand that although results on the current job were unsatisfactory, he / she might do well in a different assignment and should therefore not feel discouraged.
5. The employee must be made to feel that the Company is anxious to help and that this release is to the employee's own advantage.
6. If the employee is leaving to take up an alternative assignment, attempts must be made to find out the name of the company, type of work, rate of pay, and how the job was obtained.
7. Factors or conditions which might be affecting the efficiency, performance, and morale of the remaining employees that may necessitate corrective action by the Company should be discussed.
8. The employee's opinion on the work of the department, attitude, and deportment must be sought.
Comments, complaints, and grievances that the employee may have regarding the job, the department, and the Company must be probed.
9. Advise the employee on matters such as full and final settlement and parting statutory benefits.
10. All Company property or material in the employee's possession has been collected.
11. The contact address and telephone numbers must be taken for further correspondence in case he / she have to be contacted for any reason.
12. In case of circumstances where it might prove embarrassing to either the employee or the Company, it must be ensured that the departing employee gets the Full & Final Settlement immediately.
:)
From India, New Delhi
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hi, I am currently working for a BPO and we are process of framing HR policy. If any one has HR policy related to BPO then mail it to me. Regards, seema
From India, Mumbai
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From India, Mumbai
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HI PADMINI, the domestic travel policy was really of gr8 use.. kindly post some other policies if u r practising.
From India, Delhi
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From India, Delhi
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Hi Arvinoo,
I am currently employed at a small-scale telecom company that specializes in software services and offshoring business. As part of my responsibilities, I am in the process of developing policies and procedures. I would appreciate your guidance on crafting an International Travel Policy. Our operational needs often involve deploying our team members for short-term, mid-term, and long-term projects in various locations worldwide. Additionally, I seek advice on establishing Key Result Areas (KRAs) for our technical team, including software engineers, consultants, project leads, etc.
Kindly forward the necessary details to
.
Thanks and Regards,
Prachi
From India, Mumbai
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I am currently employed at a small-scale telecom company that specializes in software services and offshoring business. As part of my responsibilities, I am in the process of developing policies and procedures. I would appreciate your guidance on crafting an International Travel Policy. Our operational needs often involve deploying our team members for short-term, mid-term, and long-term projects in various locations worldwide. Additionally, I seek advice on establishing Key Result Areas (KRAs) for our technical team, including software engineers, consultants, project leads, etc.
Kindly forward the necessary details to
Thanks and Regards,
Prachi
From India, Mumbai
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Hey!! Plz send to me too. I am working in a steel manufacturing company and we are in process to Implement HR-Policies at my office. Warm Regards Smita Rath
From India, Guwahati
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From India, Guwahati
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hi 2 everyone..!! Please tell me that Is anyone received HR Policies on Personal id ???? Please tell if anybody receives HR policies.. Regards, ady
From India, Coimbatore
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From India, Coimbatore
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kindly send me hr policies regarding recruitment,pay stucture,incriments,ot’s,bonus,documentation,filing,appointments,and leaving the organisation procedure.
From India, Hyderabad
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From India, Hyderabad
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I want to know about the leave policy because I have to implement it in my company, which is a pharmaceutical company. I need information on the number of sick leaves, earned leaves, casual leaves, and how many days of paid leave an employee can have in a year in accordance with any relevant labor law act.
Thank you.
From India, Ahmadabad
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Thank you.
From India, Ahmadabad
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Dear Deepa,
Can you please share these policies with me too? I am working in a small-scale firm in the HRD department and developing various policies for employees. I would be grateful if you could email them to me at my ID kiran.sharma@hotmail.com.
Thank you.
From India, Delhi
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Can you please share these policies with me too? I am working in a small-scale firm in the HRD department and developing various policies for employees. I would be grateful if you could email them to me at my ID kiran.sharma@hotmail.com.
Thank you.
From India, Delhi
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Hi, I'm new in this forum. I work in a bank which unfortunately doesn't have proper policies in place. I was just promoted as the Assistant Personnel Manager, and I am compiling an HR Policies and Procedures Manual and very much in need of help.
Can someone please assist me? Thanks.
From Bahrain
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Can someone please assist me? Thanks.
From Bahrain
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Hi,
I have recently joined a company that is into traveling/tourism. I am required to frame an HR policy there. If anyone can help me by giving valuable inputs on the same, like how do I get started and what are the basic things that I need to keep in mind while framing the policy. I need information a bit in detail and how do the policies change if the industry/sector changes. Also, if anyone can tell me what all is required to be mentioned in an employee manual/handbook. It's urgent, and I need tourism industry-specific inputs PLEASE...
Regards, Radiant22 :)
From India, Bangalore
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I have recently joined a company that is into traveling/tourism. I am required to frame an HR policy there. If anyone can help me by giving valuable inputs on the same, like how do I get started and what are the basic things that I need to keep in mind while framing the policy. I need information a bit in detail and how do the policies change if the industry/sector changes. Also, if anyone can tell me what all is required to be mentioned in an employee manual/handbook. It's urgent, and I need tourism industry-specific inputs PLEASE...
Regards, Radiant22 :)
From India, Bangalore
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Hi Arvind,
I have started working as an HR in a firm that is into tourism/hospitality. I am required to frame the HR policies in the company from scratch. If you could please help me out by giving me some valuable inputs or a sample of HR policies, I would be highly obliged.
My email id: ruchiarora22@gmail.com
Thanking you in advance...
Regards, Radiant22:icon1:
From India, Bangalore
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I have started working as an HR in a firm that is into tourism/hospitality. I am required to frame the HR policies in the company from scratch. If you could please help me out by giving me some valuable inputs or a sample of HR policies, I would be highly obliged.
My email id: ruchiarora22@gmail.com
Thanking you in advance...
Regards, Radiant22:icon1:
From India, Bangalore
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HR Manual & Employee Handbook.doc