Sample HR Manual

MI/HRM/01/09/09 Company Name HR Manual
Company Name
Human Resources Manual
Created By Approved By
Mr. Sayyed Faiz Hussain MI/HRM/01/09/09 (Riv0) Mr.
(Mana!er " HR#) ( Chairperson)
Page 1
Welcome To Marque Impex
On behalf of staff members & Top Management, I welcome you at Company Name an wish
you e!ery success in your future"
#t Company Name, we belie!e that each employee contributes irectly to the growth an
success of the company, an we hope you will ta$e prie in being a member of our team"
This manual is e!elope to escribe some of the e%pectations of our employee an to outline
the policies, programs an benefits a!ailable to the eligible employees" &mployees shoul
become familiar with the contents of the HR manual an it will answer many 'uestions about the
employment with Company Name"
(e belie!e that professional relationships are easier when all employees are aware of the culture
an !alues of the organi)ation" This guie will help you to better unerstan our !ision for the
future of business an the challenges that are ahea"
(e hope that your e%perience here will be challenging, en*oyable an rewaring"
(ith +est (ishes,
------------
.Chairperson)
Page 2
Table of Contents
1. Marque Impex . 1 - 3
1.1 Introducton
1.! Mana"ement #$losop$y
1.3 %usness &t$cs and conducts
1.' #olcy and #rocedure Manual
!. T$e &mployment . ' - (
!.1 &mployee Relaton
!.! Inducton
!.3 Trann"
!.' )scplne
!.* )scplnary +ppeals
!., -re.ance
!./ #ersonal Relaton at 0or1 #lace
!.2 3utsde &mployment
3. &mployment 4tatus and Records .. 15 - 13
3.1 &mployment Cate"ores
3.! C$ld 6abor
3.3 +ccess to #ersonal 7le
3.' #ersonnel )ate C$an"e
3.* &mployment +pplcatons
3., 8ob descrptons
'. &mployee %eneft #ro"rams ...... 1' - 12
'.1 &mployee %enefts
'.! Holdays
'.3 &arned 6ea.e %enefts
'.' 4c1 6ea.e %enefts
'.* Casual 6ea.e benefts
'., Maternty 6ea.e %enefts
'./ &ducaton +ssstance
'.2 6ea.e 0t$out #ay
'.( %lood )onor 6ea.e
Page 3
*. Tme 9eepn" : #ay Roll 1( - !5
*.1 Tme 9eepn"
*.! #ay )ays
*.3 &mployment Termnaton
*.' +dmnstrat.e #ay correcton
,. 0or1 condton and Hours .... !1 - 35
,.1 #olcy 4tatement
,.! 0or1 4c$edule
,.3 )ress Code
,.' #ersonal communcaton
,.* -fts ; -ratutes
,., Meal #erod
,./ 3.er Tme
,.2 <se 3f &qupments
,.( #ar1n"
,.15 &mer"ency closn"
,.11 =stors at 0or1 #lace
,.1! 0or1 #lace Montorn"
,.13 0or1 #lace =olence #ro.son
,.1' &mployee conduct and )scplne
,.1* Return of #roperty
,.1, Res"naton
,.1/ 4ecurty Inspecton
,.12 #roblem Resoluton
,.1( 7reedom of +ssocaton
,.!5 7orced In.oluntary 6abor
,.!1 4u""eston #ro"ram
/. Tra.el and +ccommodaton .. 31 - 31

2. &qual &mployment 3pportunty .... 3! - 3!
(. 4exual Harassment . 33 - 3,
15. Healt$> 4afety and &n.ronment ... 3/ - 3(
Page 4
15.1 #olcy 4tatement
15.! 4mo1n"
15.3 +lco$ol> )ru" ; ot$er 4ubstance abuse
15.' Manual Handln"
15.* 0or1er?s Compensaton
15., Total ; #ermanent )sablty
11. #erformance Mana"ement 4ystem ... '5 - '3
11.1 Introducton
11.! #erformance Mana"ement #$losop$y
11.3 #oston )escrptons
11.' #robaton #erod Re.e@s
11.* #erformance +pprasals
1!. Intellectual #roperty +nd 4ecurty .. '' A ''
13. Conflct 3f Interest .... '* A ',
1'. #r.acy . '/ - '/
1*. Human Resource Manual +"reement ...... '2 - '2
1,. 7rst )ay C$ec1lst .... '( - '(

Page 5
1. Marque Impex
1.1 Introducton
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1.! Mana"ement #$losop$yB
Company Name management philosophy is base on responsibility an mutual respect"
/eople who come to Company Name want to wor$ here because we ha!e create an
en!ironment that encourages creati!ity an achie!ement" Company Name aims to
become a leaer in Import 0 &%port inustry" The mainstay of our strategy will be to offer
a le!el of client focus that is superior to that offere by our competitors"
To help achie!e this ob*ecti!e, Company Name see$s to attract highly moti!ate
ini!iuals that want to wor$ as a team an share in the commitment, responsibility, ris$
ta$ing an iscipline re'uire to achie!e our !ision" /art of attracting these special
ini!iuals will be to buil a culture that promotes both uni'ueness an bias for action"
(hile we will be realistic in setting goals an e%pectations, Company Name will also be
aggressi!e in reaching its ob*ecti!es" This success will in turn enable Mar'ue Impe% to
gi!e its employee abo!e a!erage compensation an inno!ati!e benefits or rewars, $ey
elements in helping us maintain our leaership position in the worlwie mar$et place"
Page 6
1.3 %usness &t$cs +nd Conduct
The successful business operation an reputation of Company Name is built upon the
principles of fair ealing an ethical conuct of our employees" Our reputation for the
integrity an e%cellence re'uires careful obser!ance of the spirit an letter of all
applicable laws an regulations, as well as a scrupulous regars for the highest stanars
of conuct an personal integrity"
The continue success of Company Name is epenent upon our customer1s trust an we
are eicate to preser!ing that trust" &mployees owe a uty to Company Name, its
customers to act in a way that will merit the continue trust an confience of the public"
Company Name will comply with all applicable laws an regulations an e%pects its
2irectors, Managers, &%ecuti!es an associate staff members to conuct business in
accorance with the letter, sprit, an intent of all rele!ant laws an to refrain from any
illegal, ishonest, or unethical conuct"
In general, the use of goo *ugment, base on high ethical principles, will guie you
with respect to lines of acceptable conuct" If a situation arises where it is ifficult to
etermine the proper course of action, the matter shoul be iscusse openly with your
immeiate hea of the epartment an, if necessary, with the 2IR&CTOR3, for a!ice
an consultation"
Compliance with this policy of business ethics an conuct is the responsibility of e!ery
Company Name employee & associate members"
2isregaring or failing to comply with this stanar of business ethics an conuct coul
lea to isciplinary action, up to an incluing possible termination of employment"
1.' #olcy ; #rocedures Manual
The Company Name Human Resources /olicy an /roceures Manual ha!e been
e!elope to facilitate the implementation an clearly efine Mar'ue Impe%1s policies on
human resource management"
The Manual pro!ies guielines to be followe in the aministration of these policies,
an assists all employees in efining who is responsible for each human resource
management ecision, an the correct proceure which is to be followe"
The policies specifie within are consistent with those of best practice management
principles" They ha!e the full support an commitment of Company Name management"
HR policies must be $ept current an rele!ant" Therefore, from time to time it will be
necessary to moify an amen some sections of the policies an proceures, or for new
proceures to be ae"
Page 7
#ny suggestions, recommenations or feebac$ on the policies an proceures specifie
in this manual are welcome" This shoul be pro!ie by email or through suggestion
bo%es"
These policies an proceures apply to all areas of operations within Company Name an
relate entities"
Page 8
!. T$e &mployment
!.1 &mployee Relatons
Company Name belie!es that wor$ conitions, wages, an benefits it offers to its
employees are competiti!e with those offere by other employers in this inustry" If
employees ha!e concerns about wor$ conitions or compensation, they are strongly
encourage to !oice these concerns openly an irectly to their seniors"
Our e%perience has shown that if employees eal openly an irectly with their seniors,
the wor$ en!ironment can be e%cellent, communications can be clear, an attitues can
be positi!e"
(e belie!e that Company Name amply emonstrates its commitment to employees by
responing effecti!ely to employee concerns"
In an effort to protect an maintain irect employer4employee communications, we will
o anything we can to protect the right of employees to spea$ for them"
!.! Inducton
#olcy 4tatement
#ll new employees shoul complete an inuction program upon their
commencement" The inuction perio also refers to the three month probationary
perio uring which it is recogni)e all staff may nee ongoing familiari)ation with
their role, the business, systems an processes"
3bCect.e
The ob*ecti!e of the inuction policy is to familiari)e the employee with the factory,
their *ob, the inustry, colleagues, factory systems, processes an policies with a !iew
to ensuring they can ma$e a contribution to business outcomes as 'uic$ly as possible"
The inuction shoul be a combination of stanar components as well as learning
specifically tailore to the role"
+pplcaton
The inuction policy will be successfully applie when all new employees meet their
probationary perio performance targets"
Page 9
#rocess
Complete the inuction planning format prior to the employee1s commencement ate"
Introuce the employee to the inuction scheule an ates"
Re!iew the progress against the scheule with the employee at the en of each wee$"
!.3 Trann"
#ll employees shoul unergo through a training program upon 5eneral Health & 3afety,
//&, 6irst #i, an 3ecurity 3ystem" The Trainings will be conucte epartment wise on
scheule ates" These trainings will be conucte for all employees to familiari)e with
the factory roles & regulations, the business, systems an benefits"
These training will be conucte by HR e%ecuti!e of concerne bloc$s with Health
& 3afety Officer"
!.' )scplne
#olcy 4tatement
Company Name has a human resources1 strategy that recognises the !alue of its
people" /art of this strategy is the fair treatment of all employees" This re'uires a
minimum stanar of conuct an performance be agree, set an communicate
with all employees" If employees o not meet this stanar, appropriate correcti!e
action, such as training, shoul be unerta$en" 2iscipline shoul only be engage
with an employee on a performance issue if all other correcti!e action has faile to
achie!e the esire result"
(here an employee has eliberately breache a factory policy or proceure, or
engage in misconuct, isciplinary proceures shoul be initiate"
&mployees shoul be treate fairly an the proper proceures shoul be followe"
&mployees must be mae aware of their responsibilities, counselle an gi!en the
opportunity to reach the stanars e%pecte of them an the chance to efen
themsel!es before action is ta$en"
It is a re'uirement to ha!e a thir party atten a isciplinary meeting, an notes ta$en
be signe as a true recor of iscussions"
The e%pecte stanar must be clearly efine an the measurement criteria
unerstoo" # reasonable ate for achie!ement of stanars must be agree" This
shoul be shown as a minimum time, e"g" within one month"
6or serious issues, employees must be a!ise in writing an such a!ice shoul be
recore on the employee1s personnel file"
Page 10
#rocess
#oor #erformance
(here!er possible the /erformance Management 3ystem shoul be use to manage
employee performance" Howe!er, there may be times when performance, conuct or
employee attitue nee to be immeiately aresse"
If employees fall below re'uire performance stanars an performance
management processes ha!e not been ae'uate to aress the issue they must be
personally counselle an then gi!en written confirmation of their eficiencies in
performance .a written warning)"
3uch written warnings must clearly efine the eficiency, the e%pecte stanar, by
when it shoul be achie!e, how the company will help the employee achie!e the
impro!ement re'uire an the conse'uences of failing to o so"
# recor of all meetings, training an4or coaching gi!en an a summary of
iscussions must be $ept by the manager concerne an a copy place on the
employee1s personnel file" This shoul inclue ate, location an time of iscussion"
If an employee consistently fails to meet agree stanars, he4she has been counselle
an appropriate support4training has been offere an4or gi!en, then further action is
re'uire" This may lea to the employee being ismisse"
If an employee has not been performing as re'uire, an7
#ll possible correcti!e action, incluing training an coaching, has been unerta$en
The manager concerne has ocumentation showing the con!ersations ta$en place,
agree action plans, an other communication with the employee
The employee has been informe of the stanars re'uire an his4her performance
eficiency.ies) with action plans in writing on at least two occasions an the
conse'uences of failing to met the re'uire stanars
The employee has been gi!en the opportunity to appeal or respon to the issues
highlighte on each occasion
If all these processes ha!e been followe an the employee1s performance still has not
impro!e, then the employee may be ismisse.
Page 11
Msconduct
Managers are e%pecte to in!estigate misconuct an procee through the following
steps7

# !erbal warning shoul be gi!en to an employee for minor misconuct" # recor of
the warning must be $ept by the manager an shoul be signe by the employee" The
employee must be gi!en the opportunity to respon
If the unacceptable beha!iour continues, a written warning will be issue, an signe
by the employee as being recei!e an unerstoo" The employee must be gi!en the
opportunity to respon
# secon written warning shoul be gi!en to an employee if he4she re'uires further
iscipline for the same or a relate issue, an also signe by the employee as being
recei!e an unerstoo" The employee must be gi!en the opportunity to respon
&mployees who ha!e been iscipline three times are sub*ect to ismissalD
2etails of isciplinary actions shoul be recore on the employee1s personnel file
an remo!e after si% months if further isciplinary action is not re'uire
If a manager consiers the allegation to be serious, an it re'uires further in!estigation,
an employee shoul be suspene on base pay for a ma%imum of two wee$s while an
in!estigation ta$es place" The ini!iual must be informe, in writing, of the etails of
the allegation an a!ise he4she is uner in!estigation" The employee must sign this
notice as being recei!e an unerstoo"
This letter shoul in!ite the employee to present his4her !ersion of e!ents to the
in!estigating officer an inform he4she may be accompanie by a representati!e" The
only purpose of the representati!e1s !isit is to obser!e 0 they are not participants"
!.! )scplnary +ppeal
#olcy 4tatement
2uring all stages of the isciplinary process employees ha!e the right to appeal
against any isciplinary action ta$en against them"
#n employee, who belie!es the isciplinary action ta$en against them is unfair, is
able to appeal the process"
#n appeal will be treate fairly, ealt with iscreetly an actione promptly"
This policy shoul be rea in con*unction with the grie!ance policy"
#rocess
Page 12
#n employee is entitle to loge a written appeal to their super!isor1s manager
etailing his4her ob*ections to the isciplinary action within three wor$ing ays of
notification"
Managers shoul7
#c$nowlege receipt of the employee1s ob*ection"
In!estigate the matter thoroughly"
Report bac$ to the employee within se!en ays"
If the appeal is isallowe an employee is entitle to appeal to the ne%t most senior
manager"
The ne%t most senior manager shoul in!estigate the matter an report bac$ to the
employee within 89 wor$ing ays"
The employee has no further right of appeal uner this process if the secon appeal is
isallowe"
#ll proceures must be followe in accorance with employment e'ual opportunity4anti:
iscrimination legislation"
!.3 -re.ance
#olcy 4tatement
Company Name supports the right of e!ery employee to loge a grie!ance with
his4her manager if the ini!iual belie!es a ecision, beha!iour or action that affects their
employment is unfair" (e aim to resol!e problems an grie!ances promptly an as close
to the source as possible with grauate steps for further iscussions an resolution at
higher le!els of authority as necessary"
5rie!ances shoul be actione iscreetly an promptly ealt with in an ob*ecti!e manner"
!.' #ersonal Relatons$ps In 0or1 #lace
The employment of relati!es or ini!iuals in!ol!e in a ating relationship in the same
area of an organi)ation may causes serious conflicts an problems with fa!oritism an
employee morale" In aitions to claim in partiality in treatment at wor$, personal
conflicts from outsie the wor$ en!ironment can be carrie o!er into ay:to ay: wor$ing
relationships"
6or purpose of this policy, a relati!e is any person who is relate by bloo or marriage" #
ating relationship is efine as a relationship that may be reasonably e%pecte to lea to
the formation of consensual ;romantic< relationship" This policy applies to all the
employees an associate members without regar to gener"
Company Name has prohibition against employing relati!es or $nown person of current
employees or ini!iuals in!ol!e in a ating relationship with current employees, we
Page 13
are committe to monitoring situations in wor$ area" In case of actual or potential
problems, Mar'ue Impe% will ta$e prompt action, an this can inclue reassignment or
transfer to other epartment" &mployees & #ssociate 3taff members shoul refrain from
wor$ place isplays of affection or e%cessi!e personal con!ersation"
!.* 3utsde &mployment
&mployee may not hol any type of outsie employment as long as they are associate
with Mar'ue Impe%"
&mployee may not recei!e any income or material gain form ini!iuals outsie
Company Name for material prouce or ser!ices renere while performing their *obs"
#ll employees an associate members are re'uire to sign a nonisclosure agreement as
pre conition of employment" &mployees or associate members who improperly use or
isclose trae secrets or confiential business information will be sub*ect to isciplinary
action, up to an incluing termination of employment an legal action, e!en if they o
not actually benefits from the isclose information"
Page 14
3. &mployment 4tatus and Records
3.1 &mployment Cate"ores

It is the intent of Company Name to clarify the efinition of employment classification so
the employee unerstan their employment status an benefit eligibility"
R&5=>#R 6=>> TIM& employees are those who are not in a temporarily or probation
status an who are regularly scheule to wor$ Company Name full time scheule"
5enerally they are eligible for Mar'ue Impe% benefits pac$age sub*ect to term,
conitions an limitations of each benefits program"
/RO+#TION is those whose performance is being e!aluate to etermine whether
further employment in a specific position or with Company Name is appropriate"
&mployees who satisfactorily complete the probation perio will be notifie of their
new employment classification"
CONTR#CT=#> employees are those who are hire as interim replacements, to
temporarily supplement the wor$ force, or to assist in the completion of a specific
pro*ect" &mployment assignments in this category are of a limite uration" Contractual
employees retain that status until an unless they are notifie of a change" Contractual
employees are ineligible for all of Company Name other benefits programs"
0or1er?s ClassfcatonB
41lled 0or1erB - 3$ille wor$ers are those wor$ers who are little eucate & highly
e%perience or e%perience in any wor$, an ha!e goo $nowlege of their wor$ing
fiel" They o there wor$ inepenently"
(or$ers inclue in this category7 : &mbroiery wor$ers, Machine Operators,
&lectricians, tailors, 3ecurity 5un Men, (elers, 2ri!ers, &lectroplaters, 2esigners"
4em 41lled 0or1ersB - This category of wor$ers are super!isor to the un s$ille
wor$ers ue to their better s$ill an uner staning they pic$ up the wor$ soon an
perform the wor$ inepenently uner control of same super!isors because they o
not ha!e final ecision ma$ing power"
(or$ers inclue in this category7 : /olishers, /asting wor$ers, #ssistant (elers,
Machine wor$er, 5enerator operator, prouction assistant"
<ns1lled @or1ersB - They o wor$ as helper an help to semi s$ille & s$ille
wor$er" These wor$ers are illiterate without e%perience" Helpers are uns$ille
wor$ers incluing pac$er, sweeper, gras, water boy, peons etc"
Page 15
3.2 C$ld 6abour
Company Name is ha!ing a policy of not recruiting a person of age below 8? years as
per factories act 8@A?" If a chil labor is ientifie at the factory the following steps will
be followe7
8" The Chil (or$er Must 3top (or$ing Immeiately"
B" The factory will not terminate the chil wor$er1s employment & uner no circum
stances can the future safety an4or well being of the chil be put in *eopary"
C" The factory will contact the chil wor$er1s parents4legal guarians to arrange for the
chil1s safe return to his resience" The factory will be responsible for returning the
chil to his original resience, incluing the cost of transport, accommoation an
any other relate e%penses" The factory will maintain all e%penses recors relate to
the chil1s return
A" If the chil is the main source of income for his4her family, with the factory will
pro!ie his family with a stipen of Rs" B99994: by epositing this amount in the
chilren welfare fun introuce by the supreme court of Inia *ugment ate 89
th

2ecember 8@@D is the writ petition .ci!il) number ADE48@?D" This amount is eposite
to pro!ie financial assistance to family of the chil by the interest earning on this
amount as long as the chil is actually sent to the school"
E" The factory will pro!ie employment to one ault member of the chil wor$er1s
family an will be employe by his4her own free will"
D" The factory will maintain contact with the chil1s parents 4 legal guarian to ensure
the chil1s well being an to !erify his4her attenance in school" The factory will
maintain proof of the communication with the chil1s parents to !erify compliance
with the remeiation plan"
F" The factory will contact the chil1s school to ensure that he4she is attening classes
regularly & the factory will maintain all ocument relate to the chil1s school
attenance"
?" The 6actory will consier re:employment of the chil once he 4 she is 8? years ol or
the legal wor$ing age, whiche!er is later"
@" The factory will establish a re'uirement /olicy that pre!ents chil wor$ers from the
future employment in the factory & the factory will show that the re'uirement /olicy
in enforce"
3.3 +ccess to #ersonnel 7les
Company Name maintains a personnel file on each employee" The personnel file
inclues such information as the employee1s *ob application, resume, recor of training,
ocumentation of performance appraisal an salary increases, an other employment
recor"
Page 16
/ersonnel files are the property of Company Name, an access to the information they
contain is restricte" 5enerally, only H=M#N R&3O=RC& personal will ha!e access to
these files"
&mployees who wish to re!iew to their own file shoul contact the H=M#N
R&3O=RC& with reasonable a!ance noticeG employee may re!iew their own personnel
files in Company Name office an in the presence of an ini!iual appointe by Mar'ue
Impe% to maintain the files"
3.' #ersonnel )ata C$an"e

It is the responsibility of each employee to promptly notify Mar'ue Impe% of any
changes in personnel ata" /ersonal mailing aresses, telephone numbers an name of
the epenents, ini!iuals to be contacte in the e!ent of emergency, eucational
accomplishments, an other such status reports shoul be accurate an current at all
times" If any personal ata has change, notify the HH=M#N R&3O=RC&
2&/#RTM&NTI"
3.* &mployment +pplcatons
Mar'ue Impe% relies upon the accuracy of information containe in the employment
application, as well as the accuracy of other ata presente through out the hiring process
an employment, any misrepresentation, falsification, or material omissions in any of this
information or ata may result in the e%clusion of the ini!iual from further
consieration for employment or, if the person has been hire, termination of
employment"
3., 8ob )escrptons

Mar'ue Impe% ma$es e!ery effort to create an maintain accurate *ob escriptions for all
positions with in the organi)ation" &ach escription inclues a *ob information section, a
*ob summary section . gi!ing a general o!er!iew of the *ob1s purpose), an essential uties
an responsibilities section, a super!isory responsibilities section, a 'ualification section
. incluing eucation an 4 or e%perience, language s$ill, reasoning ability, an any
certification re'uire), an a wor$ en!ironment section"
Mar'ue Impe% maintains *ob escriptions to ai in orienting new member to their *obs,
ientifying the re'uirements an each position, establishing hiring criteria, setting
stanars for employee performance e!aluations"

The HH=M#N R&3O=RC& 2&/#RTM&NTI prepare *ob escriptions when new
positions are create" &%isting *ob escriptions are also re!iewe an re!ise in orer to
ensure that they are up to ate" Job escriptions may also be rewritten perioically to
reflect any changes in the position1s uties an responsibilities" #ll employees will be
e%pecte to help ensure that their *ob escriptions are accurate an current, reflecting the
wor$ being one"
Page 17
&mployee shoul remember that *ob escriptions o not necessarily co!er e!ery tas$ or
uty that might be assigne, an that aitional responsibilities may be assigne as
necessary"
Contact the HH=M#N R&3O=RC& 2&/#RTM&NTI if you ha!e any 'uestions or
concerns about your *ob escription"
Page 18
'. &mployee %eneft #ro"rams
'.1 &mployee %enefts

&ligible employees at Mar'ue Impe% are pro!ie a wie range of benefits" # number of
the programs co!er all employees in the manner prescribe by law"
+enefits eligibility is epenent upon a !ariety of factors, incluing employee
classification" Our HH=M#N R&3O=RC& 2&/#RTM&NTI will ientify the programs
for which you are eligible"
2etails of many of these programs can be foun else where in the employee hanboo$"
The following benefit programs are a!ailable to eligible employees7

Insurance
8" &2>I
B" 5roup Insurance
C" #ccient Insurance
/ro!ient 6un
+onus
5ratuity
'.! Holdays

Mar'ue Impe% will grant holiay time off to all employees on the 3tate 5o!ernment
holiays7
>ist of Holiay is a!ailable with
HH=M#N R&3O=RC& 2&/#RTM&NTI

'.3 &arned 6ea.e %enefts E!5 days n a yearF

It can be encase H#s per 6actory #ct 8@A?I
&!ery wor$er who has wor$e for a perio of BA9 ays or more in Mar'ue Impe% uring
a calenar year shall be allowe uring the subse'uent calenar year, lea!e with wages
for a number of ays calculate at the rate of 8 ay for e!ery B9 ays of wor$ performe
by him uring the pre!ious calenar year
# wor$er whose ser!ice commences otherwise than on the first ay of January shall be
entitle to lea!e with wages or if he has wor$e for two:thirs of the total number of ays
in the remainer of the calenar year"
Page 19
&arne lea!e can be a!aile for sic$ness, if sic$ness is of longer uration an sic$ lea!e
is insufficient to co!er the sic$ perio"
&arne lea!e can be a!aile minimum C ays at a stretch an can not be a!aile more
than D times in a year"
# wor$er may at any time apply in writing to the manager of a factory not less than 8E
ays before the ate on which he wishes his lea!e to begin"
If a wor$er wants to a!ail himself of the lea!e with wages ue to him to co!er a perio of
illness, he shall be grante such lea!e e!en if the application for lea!e is not mae within
the abo!e specifie time"
If a wor$er oes not in any one calenar year ta$e the whole of the lea!e allowe to him,
any lea!e not ta$en by him shall be ae to the lea!e to be allowe to him in the
succeeing calenar year"
/ro!ie that the total number of ays of lea!e that may be carrie forwar to a
succeeing year shall not e%cee C9 in the case of an ault"
&mployees who 'uit or that are terminate will be pai, unuse earne lea!e at the time
of filling full & final statement, before the e%piry of the secon wor$ing ay after such
termination, an where a wor$er who 'uits his employment, on or before the ne%t pay
ay"
&arne lea!e is calculate base on base pay rate of the last month an will not inclue
any special forms of compensation, such as incenti!e, commissions, bonuses etc"
'.' 4c1 6ea.e %enefts E15 days n a yearF

Mar'ue Impe% pro!ie pai sic$ lea!e benefits to all eligible employees for perios of
temporary absence ue to illnesses or in*uries"
#ny eligible wor$man who esires to obtain lea!e shall apply to the officer appointe for
the purpose i"e" HR &%ecuti!e"
Refusing or sanctioning the lea!e applie for the re'uire perio of ays shall be passe
by the officer appointe for this purpose, on the applicants ue lea!e"
# prescribe lea!e application is re'uire after the ening of 3ic$ lea!e perio"
&ligible employee classification.s)7

Regular 6ull Time &mployees
(or$ers uner /robation /erio
Contractual employees

&ligible employees will accrue on a prorate basis sic$ benefits at the rate of 89 ays per
year"
Page 20
3ic$ lea!e can be a!aile up to minimum half ay" #n eligible employee may use sic$
lea!e benefits for an absence ue to his or her own illness or in*ury, or that of a chil,
parent or spouse of the employee"
&mployees who are unable to report to wor$ ue to illness or in*ury shoul notify their
reporting officer or human resource epartment before the scheule start of their wor$
ay" If an employee is absent for three or more consecuti!e ays ue to illness or in*ury, a
Registere /hysician1s statement may nee to be pro!ie !erifying the isability an its
beginning an e%pecte ening ates" 3uch !erification may be re'ueste for other sic$
lea!e absences as well an may be re'uire as to recei!ing sic$ lea!e benefits"
&mployees who 'uit or that are terminate are not entitle to be pai any unuse sic$
lea!es upon termination of employment"
'.* Casual 6ea.e %enefts E/ days n a yearF

Casual lea!e is a!ailable in Mar'ue Impe% for eligible employees to pro!ie opportunity
for rest, rela%ation or personal pursuits"
#ny eligible wor$man who esires to obtain lea!e shall apply to the officer appointe for
the purpose i"e" HR &%ecuti!e"
Refusing or sanctioning the lea!e applie for the re'uire perio of ays shall be passe
by the officer appointe for this purpose, on the applicant ue lea!e"
# prescribe lea!e application for lea!e up to B ays shall be mae at least BA hours
before the ay from which the lea!e re'uire" /ro!ie when the lea!e is re'uire on the
meical groun or owing to eath or serious illness of any member of the wor$man1s
family or any other urgent omestic nees"
Casual lea!e cannot be combine with &arne >ea!e"
Casual lea!e can be a!aile up to minimum half ay"
'., Maternty 6ea.e %enefts
&!ery eligible woman is entitle to recei!e maternity benefit for a ma%imum perio of 8B
wee$s, of which not more than si% wee$s must precee the e%pecte ate of
commencement" The benefit is only for the women who o not wor$ uring these 8B
wee$s" The other conitions, incluing the payment of contributions, are the same as in
sic$ness benefit as per factory law 8@A?" The benefit roughly amounts to the a!erage
aily wages of the eligible woman" It also co!ers miscarriage, sic$ness uring pregnancy,
premature birth, an eath uring confinement"
Page 21
NoteB
&ligible employee refers ; employee who ha!e complete one
year ser!ice with Mar'ue Impe%
>ea!e for a year is creite to the ini!iuals lea!e account on the
first month of the calenar in the current year"
#ll lea!e shall be recommene an sanctione by #min" 4HR2
epartment in consultation with HO2 an the 2irectors"
+efore 89"C9 am information shoul be gi!en to HO2 or HR2
epartment, if prior permission has not been ta$en"
In calculating lea!e uner this section, B half ays will be treate
as one full ay lea!e"
In case of any emergency, the employee can submit the prescribe
lea!e application form on the same ay .6or one full ay or more
or for half ay)"

'./ &ducatonal +ssstance
Mar'ue Impe% recogni)e that the s$ill an $nowlege of its employees & associate
members are critical to the success of the organi)ation" The eucational assistance
program encourages personal e!elopment through formal eucation so that employees
or associate members can maintain an impro!e *ob relate s$ills or enhance their
ability to compete for reasonably attainable *obs with in Mar'ue Impe%
Mar'ue Impe% will pro!ie eucational an training assistance program to its employee
or associate members immeiately upon the assignment"
+efore going for training, employees or associate members must sign a bon epens
upon the numbers of ays an the cost of that program"
(hile training program is e%pecte to enhance employee1s performance an professional
abilities, Mar'ue Impe% cannot guarantee that participation in formal training will entitle
the employee or associate members to automatic a!ancement, a ifferent *ob
assignment, or pay increases"
Page 22
'.2 6ea.e 0t$out #ay
#ppro!al of lea!e without pay is at the iscretion of management"
#n application gi!ing personal etails, employment etails, the amount of time an the
reason for the lea!e shoul be submitte by the employee"
Other types of appropriate pai lea!e shoul be use before appro!al for lea!e without
pay can procee"
6ailure to return to wor$ on the ate stipulate may result in loss of continuity or
termination" &%tension of lea!e will be consiere on an ini!iual basis" #n e%change of
letters is re'uire setting out all conitions"
>ea!e without pay will not count towars continuous ser!ice"
'.( %lood )onor 6ea.e
&mployees may onate bloo uring wor$ing hours without loss of pay pro!ie that7
The payment will be for up to two hours, once in each 'uarter of the year
Page 23
*. Tme 9eepn" : #ay Roll
*.1 Tme 9eepn"
/unch Car must be use by all employees to recor entry & time of lea!ing" #ccurately
recoring time wor$e is the responsibility of e!ery employee" 3tate 4 /ro!incial law
re'uire Mar'ue Impe% to $eep accurate recor of time wor$e in orer to calculate
employees pay an benefits" Time wor$e is all the time actually spent on the *ob
performing assigne uties"
Time $eeping is also recorable for $eeping trac$ of employees an associate members
punctuality an which is lea to their performance analysis"
#ltering, falsifying, tampering with time recors may result to the isciplinary action, up
to an incluing termination of employment"
To maintain accuracy in time $eeping, Mar'ue Impe% has installe punching machines on
fi!e entrance gates"
*.! #ay )ay

#ll employees an associate members are pai on or before F
th
of e!ery month" &ach pay
.Cash4 +an$) will inclue earnings for all wor$e perform through the en of pre!ious
pay roll perio"
In the e!ent that a regularly scheule pay ay falls on a ay off such as a wee$en or
holiay, employees an associate members will recei!e pay before the regularly
scheule pay ay"
&mployees will recei!e salary slip from Mar'ue Impe% HR epartment" Currently all
employees or associate members will get the pay in cash, .In case of payment through
+an$) payment will be mae through #llahaba +an$" This can be change if ban$ changes
their policy"
*.3 &mployment Termnaton
Termination of employment is an ine!itable part of personnel acti!ity with any
organi)ation, an many of the reasons for termination are routine, below are e%amples of
some of the most common circumstances uner which employment is terminate"
ResignationK!oluntary employment termination initiate by an
employee"
2ischargeKin!oluntary employment termination initiate by an
employee"
Page 24
>ay offKin!oluntary employment termination by the organi)ation
for non: isciplinary reason"
RetirementK!oluntary employment termination initiate by the
employee meeting age, length of ser!ice, an any other criteria for
the retirement from the organi)ation"
Lou can get the complete process & conitions regaring termination from employment,
in the staning orer of Mar'ue Impe% .#!ailable with H=M#N R&3O=RC&
2&/#RTM&NT)
*.' +dmnstrat.e #ay Correcton
Mar'ue Impe% ta$es all responsible steps to ensure that employees & associate members
recei!e the correct amount of pay in each pay .che'ue4 Cash) an that employees are pai
promptly"
In unli$ely e!ent that there is an error for pay, the employee shoul promptly bring the
iscrepancy to the attention of the HHR 2&/#RTM&NTI so that corrections can be mae
as 'uic$ly as possible"
Page 25
,. 0or1 Condtons and Hours
,.1 #olcy 4tatement
Mar'ue Impe% e%pects its employees to achie!e an maintain a high stanar of ethics,
professional conuct an wor$ performance to ensure the Company maintains its
reputation with all internal an e%ternal associate members"
3bCect.e
To enhance Mar'ue Impe%1s reputation as a 'uality ser!ice pro!ier an an en*oyable,
stimulating an challenging place to wor$"
+pplcaton
The policy will be seen to be successfully applie when all employees are seen to
perform their uties professionally with s$ill, care an iligence"
This inclues7
1. Obser!ing Mar'ue Impe% policies an proceures
!. Treating colleagues with courtesy an with respect for their rights, uties
an aspirations
3. &mployees who o not conform to this stanar of conuct will be sub*ect
to isciplinary action as etaile in this manual"
,.! 0or1 4c$edule

The normal wor$ scheule for all the employees an associate members are ? hours
.&%cluing 8 hour lunch brea$) per ay, Monay to 3aturay" 3taffing nees an
operational emans may necessitate !ariations in starting an ening times, as well as
!ariations in the total hours that may be scheule each ay an wee$"
#n employee is consiere absent if he or she not present for wor$ as scheule in time"
Reporting for wor$ regularly an on time is essential, since lateness or absences interfere
with the aily running of company an place an e%tra wor$ loa on fellow employees"
6ailure to report to wor$ on time an tariness will result in isciplinary action up to an
incluing termination"
Page 26
,.3 )ress Code
2ress choice is a matter of personal iscretion, ta$ing into account re'uirements for any
protecti!e clothing, customer4supplier interaction an professional en!ironment"
+e aware that wor$ attire will ha!e an impact upon Mar'ue Impe%1s image as well as
your wor$ colleagues"
#s a minimum stanar, ress shoul be clean, neat an professionally appropriate"
The following are e%amples of items that are not acceptable7
Rippe or torn clothing
Thongs or sports sanals
3portswear or beachwear
Mar'ue Impe% reser!es the right to re'uest a staff member to ress to an appropriate
stanar as a conition of employment"
If you are in a wor$ en!ironment with inappropriate clothing you may be sent home to
change, before returning to wor$"
,.' #ersonal Communcatons
#$one Calls
The ma$ing an recei!ing of personal phone calls must be limite to a ma%imum of
fi!e minutes in uration, unless otherwise appro!e by your manager"
&mal
&mail has legal status as a ocument an is accepte as e!ience in a court of law"
&!en when it is use for pri!ate purposes, Mar'ue Impe% can be hel responsible for
the contents of email messages, incluing any attachments" #ccess to emails can be
emane as part of legal action in some circumstances"
It is therefore important that email is use within the following guielines7
a. &mail shoul mainly be use for formal business corresponence an care shoul be
ta$en to maintain the confientiality of sensiti!e information" 6ormal memos,
ocuments an letters for which signatures are important, shoul be issue on factory
letterhea regarless of whether a physical or electronic eli!ery metho is use"
b. If electronic messages nee to be preser!e, they shoul be printe out an file"
c. >imite pri!ate use of email is permitte, pro!ie that such oes not interfere with
or istract from an employee1s wor$" Howe!er, management has the right to access
incoming an outgoing email messages to etermine whether staff usage or
in!ol!ement is e%cessi!e or inappropriate
d. Non:essential email, incluing personal messages, shoul be elete regularly from
the M3ent Items1, MInbo%1 an M2elete Items1 folers to a!oi congestion
Page 27
e. #ll emails sent shoul inclue the appro!e company isclaimer
In orer to protect Mar'ue Impe% from the potential effects of the misuse an abuse of
email, the following instructions are to be obser!e by all users"
a. No material is to be sent as email that is efamatory, in breach of copyright or
business confientiality, or pre*uicial to the goo staning of Mar'ue Impe% in the
community or to its relationship with staff, customers, suppliers an any other person
or business with whom it has a relationship"
b. &mail is not to contain material that amounts to gossip about colleagues or that coul
be offensi!e, emeaning, persistently irritating, threatening, an iscriminatory,
in!ol!es the harassment of others or concerns personal relationships"
c. The email recors of other persons are not to be accesse e%cept by management .or
persons authori)e by management) engage in ensuring compliance with this policy,
or by authori)e staff who ha!e been re'ueste to atten to a fault, upgrae or similar
situation" #ccess in each case will be limite to the minimum re'uire to complete
the tas$"
d. (hen using email a person must not preten to be another person or use another
person1s computer without permission"
e. &%cessi!e pri!ate use, incluing mass mailing, ;reply to all< etc" that are not part of
the person1s uties, is not permitte"
6ailure to comply with these instructions is a isciplinary offence an will be sub*ect to
appropriate in!estigation" In serious cases, the penalty for an offence, or repetition of an
offence, may inclue ismissal" 3taffs nee to be continually aware some forms of email
conuct may also be open to criminal prosecution"
Internet
The internet is a facility pro!ie by Mar'ue Impe% for business use" #ccess is
authori)e by managers on the basis of business nees" >imite pri!ate use is
permitte pro!ie the pri!ate use oes not interfere with or istract from a person1s
wor$" Management has the right to access the system to etermine whether pri!ate
use is e%cessi!e or inappropriate"
The following acti!ities, using Mar'ue Impe%1s internet access are not permitte7
a. #ttening to personal acti!ities of a business nature"
b. Niewing, other than by accient, sites of incoming emails portraying obscene,
!iolent, efamatory an unlawful material an material that coul cause Mar'ue
Impe% to be in breach of e'ual opportunity or anti:iscrimination legislation, !erbally,
in writing or pictorially
c. 2ownloaing or printing material as escribe abo!e"
d. 3howing to others, or allowing to be seen by others, items as escribe abo!e"
e. Repeate or prolonge use that is not irectly rele!ant to the user1s wor$"
f. Introucing computer !iruses by failing to follow company IT proceures"
Page 28
". 2ownloaing software from the internet or from unauthori)e is$s an C2 ROMs
on to the internal networ$"
6ailure to comply with these instructions is a isciplinary offence an will be sub*ect to
appropriate in!estigation" In serious cases, the penalty for an offence, or repetition of an
offence, may inclue ismissal" 3taff nee to be continually aware some forms of internet
conuct may also be open to criminal prosecution"
,.* -fts ; -ratutes
Mar'ue Impe% is committe to ensuring all business relationships with suppliers an
clients are legal an base on professional integrity"
Managers shoul be notifie when a gratuity has been recei!e" If the gratuity has been
recei!e as a than$ you for wor$ performe then it shoul be note on the employee1s
personal file to ensure it is inclue in the employee1s ne%t appraisal"
No employee may gi!e a gratuity to a client without prior appro!al from management,
such gratuities must always be part of an appro!e program of customer relationship
management an specific gifts will be purchase centrally in appropriate 'uantities with
management appro!al"
,.1 Meal #erod
#ll employees an associate members are pro!ie with one meal perio of D9 minutes
in length each wor$ ay" Timing for meal perio is 8"99 p"m" : B"99 p"m"
6oo an rin$s consumption is not permitte in the following areas7
Corriors
3tairways
Meeting Rooms
Toilets
Reception #reas
&ntrances
/ar$ing
Other than lunch 4 canteen area"
0or1 +reasB
6oo42rin$ consumption is not permitte in any wor$ area" This applies to all offices an wor$
areas, whether occupie by one person, or share by two or more"
Implementation an enforcement of the policy7
Managers will be responsible for the promotion an maintenance of the policy by their
staff"
Page 29
&mployees shoul inform the appropriate manager of anyone who fails to comply with
the policy"
Nisitors not ahering to the policy will be as$e to comply or lea!e the premises"
+reaches of this policy will be sub*ect to the normal isciplinary proceures"
,.! 3.ertme
Mar'ue Impe% will not support any o!ertime policy" &mployees an associate members
are re'ueste to complete their assignment in gi!en perio of time" Howe!er, if there is
any call for urgent assignment, employees an associate members will get
reimbursement of their inner accoring to their grae after submitting supporting bill an
pay at the rate of B99O of the salary"

/lease contact to H#CCO=NT3 2&/#RTM&NTI for any 'uestion regaring this policy"
,.3 <se 3f &qupment
&'uipment essential in accomplishing *ob uties in often e%pensi!e an may be ifficult to
replace" (hen using property, employees are e%pecte to e%ercise care, perform re'uire
maintenance, an follow all operating instructions, safety stanars, an guielines"
/lease notify your reporting officer if any e'uipment, machines, or tools appear to be
amage, efecti!e, or in nee for repair"
The improper, careless, negligent, estructi!e or unsafe use or operation of e'uipment can
result in isciplinary action, up to an incluing termination of employment"
,.' #+R9IN-
&mployees must par$ their cars, motorcycles & cycles in areas inicate an pro!ie by
the factory"
,.* &mer"ency Closn"

#t times, emergencies such as se!ere weather, fire, or power failures, can isrupt factory
operations" In e%treme cases, these circumstances may re'uire the closing of a wor$
facility"
(hen operations are officially close ue to emergency conitions, the time off from
scheule wor$ will not be consiere as a lea!e for ini!iual1s employees or associate
members"
,., =stors In T$e 0or1 #lace
To pro!ie for the safety an security of employees an facilities at Mar'ue Impe%, only
authori)e !isitors are allowe in wor$ place" Restricting unauthori)e !isitors helps
maintain safety stanars, protect against theft, ensure security of e'uipment, protect
Page 30
confiential information, safeguars employee welfare, an a!oi potential istractions
an isturbances"
#ll !isitors shoul enter Mar'ue Impe% at the reception area" #uthori)e !isitors will
recei!e irections or be escorte to their estination"
,./ 0or1 #lace Montorn"
(or$ place monitoring may be conucte by Mar'ue Impe% to ensure 'uality control,
employee1s safety, security, an customer satisfaction"
&mployees or associate members who regularly communicate with customers may ha!e
their telephone con!ersation monitore or recore" Telephone monitoring is use to
ientify an correct performance problems through targete training" Impro!e *ob
performance enhances our customer1s image of Mar'ue Impe% as well as their
satisfaction with our ser!ices"
Computer furnishe to employees are the property of Mar'ue Impe%, #s such, computer
usage an files may be monitore or accesse"
+ecause Mar'ue Impe% is sensiti!e to the legitimate pri!acy rights of employees, e!ery
effort will be mae to guarantee that wor$ place monitoring is one in an ethical an
respectful manner"
,.2 0or1 #lace =olence #re.enton

Mar'ue Impe% is committe to pre!enting wor$ place !iolence an to maintain safe wor$
en!ironment" 5i!en the increasing !iolence in society in general" Mar'ue Impe% has
aopte the following guielines to eal with intimiation, harassment, or other threats of
.or actual) !iolence that may occur uring business hours or on its premises"
#ll employees, associate members, an temporary employees shoul be treate with
courtesy an respect at all times"

Conuct that threatens intimiates or coerces another employee, associate members, a
customer, or a member of public at any time, incluing off uty perios, will not be
tolerate"
#ll threats of .or actual) !iolence, both irect an inirect, shoul be reporte as soon as
possible to your reporting officer or any other member of management" 2o not place
yourself in peril"
Mar'ue Impe% will promptly an thoroughly in!estigate all reports of threats of .or
actual) !iolence an of suspicious ini!iuals or acti!ities"
Page 31
Mar'ue Impe% encourages employee to bring their isputes or ifferences with other
employees to the attention of their reporting officer or the HH=M#N R&3O=RC&
2&/#RTM&NTI before the situation escalates into potential !iolence" Mar'ue Impe% is
eager to assist in the resolution of employees isputes, an will not iscipline employees
for raising such concerns"
6.9 &mployee Conduct ; )scplne
&mployee Conduct +nd 0or1 Rule
To ensure orerly operations an pro!ie the best possible wor$ en!ironment, Mar'ue
Impe% e%pect employees to follow rules of conuct that will protect the interests an
safety of all the employees an the organi)ation"
It is not possible to list all forms of beha!ior that are consiere unacceptable in the
wor$place"

The following are e%amples of infractions of rules of conuct that may result in
isciplinary action, up to an incluing termination of employment"
Theft or inappropriate remo!al or possession of property"
6alsification of time$eeping recors"
(or$ing uner influence of alcohol or illegal rugs"
/ossession, istribution, sales, transfer, or use of alcohol or illegal
rugs in wor$place, while on uty, or while operating employer:
owne !ehicles or e'uipment"
6ighting or threatening !iolence in the wor$place"
+oisterous or isrupti!e acti!ity in the wor$place"
Negligence or improper conuct leaing to amage of employer:
owne or customer owne property"
Insuborination or other isrespectful conuct"
Niolation of safety or health rules"
3e%ual or other unlawful or unwelcome harassment"
/ossession of angerous or unauthori)e materials"
&%cessi!e absenteeism or any absence without notice"
=nauthori)e isclosure of business<secrets< or other confiential
information"
Niolation of personal policies"
=nsatisfactory performance or conuct"

+ttendance +nd #unctualty
To maintain a safe an proucti!e wor$ en!ironment, Mar'ue Impe% e%pects employees
to be reliable an to be punctual in reporting for scheule wor$" #bsenteeism an
Page 32
tariness place buren on other employees an on Mar'ue Impe%" In the rare instances
when employees can not a!oi being late to wor$ or are unable to wor$ on scheule,
they shoul notify their reporting officer as soon as possible in a!ance of the anticipate
tariness or absence" /oor attenance an e%cessi!e tariness are isrupti!e" &ither may
lea to isciplinary action, up to an incluing termination of employment"
,.15 Return 3f #roperty
&mployees an associate members are responsible for all Mar'ue Impe% property,
materials, or written information issue to them or in their possession or control"
&mployees or associate members must return all Mar'ue Impe% property immeiately
upon termination of employment" (here permitte by applicable law, Mar'ue Impe%
may with hol from the employee1s or associate member1s che'ue or final pay che'ue
the cost of any items that are not returne when re'uire" Mar'ue Impe% may also ta$e
all action eeme appropriate to reco!er or protect its property"
,.11 Res"naton
Resignation is a !oluntary act initiate by the employee to terminate employment with
Mar'ue Impe%, Mar'ue Impe% re'uest at least a month written notice of resignation
from employees"
/rior to an employee1s eparture, an e%it inter!iew may be scheule to iscuss the
reasons for resignation an the effect of the resignation on benefits"
6.12 4ecurty Inspecton
Mar'ue Impe% wishes to maintain an en!ironment that is free of illegal or improper
materials" To this en, Mar'ue Impe% prohibits the possession, transfer, sale or use of
such material on its premises" Mar'ue Impe% re'uires the co:operation of all employees
in aministering this policy"
2es$s, loc$ers, an other storage e!ices may be pro!ie for the con!enience of
employees but remains the sole property of Mar'ue Impe%" #ccoringly, they, as well as
any articles foun with in them, can be inspecte by any agent or representati!e of
Mar'ue Impe% at any time, either with or without prior notice"
6.13 #roblem Resoluton

Mar'ue Impe% is committe to pro!iing the best possible wor$ing conitions for its
employees an associate members" /art of this commitment is encouraging an open an
fran$ atmosphere in which any problem, complaint, suggestion, or 'uestion recei!e a
timely response from management of Mar'ue Impe%
Mar'ue Impe% stri!e to ensure fair an honest treatment of all employees" Hea of the
epartment, Managers, employees an other associate members are e%pecte to treat
Page 33
each other with mutual respect" &mployees are encourage to offer positi!e an
constructi!e criticism"
If employees isagree with establishe rules of conuct, policies, or practices, No
employee will be penali)e, formally or informally for !oicing a complaint with Mar'ue
Impe% in a reasonable an in business:li$e manner"
Not e!ery problem can be resol!e to e!eryone1s total satisfaction, but only through
unerstaning an iscussion of mutual problems can employees an management
e!elop confience in each other" This confience is important to operation of an
efficient an harmonious wor$ en!ironment, an helps to ensure e!eryone1s *ob security"
,.1' 7reedom of +ssocaton
Mar'ue Impe% is committe to respect the right of wor$ers to associate in a peaceful
manner"
Mar'ue Impe% also authori)e its wor$ers to *oin any wor$ers association, trae union an
establishing any wor$ers committee for representing before the management for amicable
solution of their problems an promoting better relations between wor$ers an the
management or smooth away the frictions that may arise between the wor$ers an
management in ay to ay wor$"
,.1* 7orced In.oluntary 6abour
Mar'ue Impe% as a principle aopte the policy that, there will be no use of any force or
in!oluntary labor in the factory"
There will be only !oluntary labor in the factory for e!ery wor$"
There will be no wor$ uner threat, penalty or in the manner of prison, bone,
inenture an force labor"
Mar'ue Impe% will also not permits to any contractor or sub contractor for use of force
labor or in!oluntary labor"
,.1, 4u""eston #ro"ram

#s employee an associate members of Mar'ue Impe%, ha!e the opportunity to
contribute to our future success an growth by submitting suggestions for practical wor$,
impro!ement or cost sa!ings ieas"
#ll employees are eligible to participate in the suggestion program"
# suggestion is an iea that will benefit Mar'ue Impe% by sol!ing a problem, reucing
costs, impro!ing operations or proceures, enhancing customer ser!ices, eliminating
waste or spoilage, or ma$ing Mar'ue Impe% a better or safer place to wor$"
Page 34
#ll suggestions shoul contain a escription of the problem or conition to be impro!e,
a etaile e%planation of the solution or impro!ement, an the reason why it shoul be
implemente"
3ubmit suggestions to the HH=M#N R&3O=R&C& 2&/#RTM&NTI or in saggetion
bo%es a!ailable in all bloc$s, after re!iew, they will be forware to the Management" #s
soon as possible, you will be notifie of the aoption or re*ection of your suggestion"
3pecial recognition may be gi!en to the employees who submit a suggestion that is
implemente"
Page 35
/. Tra.el ; +ccommodaton
/.1 #olcy 4tatement
#ll staff shoul ahere to the tra!el an accommoation policy when tra!elling for
factory business purpose" The factory recognises business tra!el is generally an
incon!enience an see$s to ma$e such incon!enience more comfortable at a cost that is
appropriate for the factory1s si)e an cash flows"
3bCect.e
The ob*ecti!e of the tra!el an accommoation policy is that the employee can be in the
re'uire location to o business an be reay to o business" #ll tra!el arrangements are
intene to be comfortable, practical an economical ensuring the employee enures no
iscomfort when they are re'uire to tra!el or stay away from home"
+pplcaton
The tra!el an accommoation policy will be successfully applie when tra!el is
complete within buget at no iscomfort to the employee"
/.! Tax 7ares
#olcy
&mployees who are tra!elling on wor$ relate business an who re'uire the use of a ta%i
for tra!el shoul pay the fare an then forwar an e%penses form with receipt to accounts
to be reimburse"
/.3 0or1 &.ents
(or$ social e!ents are optional e!ents for employees" #ll employees nee to
organi)e their own transportation to an from the !enue unless pre!iously
organi)e by management"
Page 36
2. &qual &mployment 3pportunty
#olcy 4tatement
Mar'ue Impe% pro!ies e'ual employment opportunity to all 'ualifie persons
without iscrimination on the basis of age, se%, race, isability, marital status or
religion in accorance with applicable local, state an national laws an regulations"
Mar'ue Impe% will ma$e reasonable *ob accommoation for persons with isabilities
who can perform the essential functions of the position for which they are 'ualifie
an selecte"
#ll employment an promotion ecisions will be base solely upon ini!iuals1
'ualifications, e%perience, prior contribution an emonstrate capacity to perform at
higher or impro!e le!els of performance an will be in accorance with the principle
of e'ual employment opportunity" Mar'ue Impe% will ta$e whate!er affirmati!e
action is necessary to attract an retain 'ualifie persons"
3bCect.e
The ob*ecti!e of the &'ual Opportunity /olicy is to support the attraction an
retention of employees that contribute most to the e!elopment of the Mar'ue Impe%
business"
+pplcaton
The &'ual &mployment Opportunity policy will be successfully applie when all
roles are fille by the best 'ualifie an e%perience caniates a!ailable regarless
of personal circumstances"
#rocess
The &'ual Opportunity &mployment process is reflecte throughout Mar'ue Impe%1s
staff recruitment an retention processes"
Page 37
(. 4exual Harassment
#olcy 4tatement
Mar'ue Impe% is committe to ensuring employees are treate fairly an e'uitably in an
en!ironment free of intimiation an se%ual harassment" 3e%ual harassment is an
unacceptable form of beha!ior which will not be tolerate uner any circumstances" It is
also unlawful" #ll complaints of se%ual harassment will be treate seriously an
promptly, with ue regar to confientiality" 2isciplinary action will be ta$en against any
employee who breaches the policy"
3e%ual harassment is any unwante, unwelcome or unin!ite beha!ior of a se%ual nature
which ma$es a person feel humiliate, intimiate or offene" 3e%ual harassment can
ta$e many ifferent forms an may inclue physical contact, !erbal comments, *o$es,
propositions, the isplaying of offensi!e material or other beha!ior which creates a
se%ually tense or hostile wor$ing en!ironment" 3e%ual harassment can occur between an
employee an a co:wor$er, super!isor, manager, agent, consultant or contractor"
3e%ual harassment is not *ust unlawful uring wor$ing hours or in the wor$place itself"
The beha!ior is unlawful in any wor$:relate conte%t, incluing conferences, wor$
functions, business or fiel trips, an interactions with clients"
Mar'ue Impe% encourages any employee who feels they ha!e been harasse to contact
the factory manager" The factory aims to pro!ie a wor$ing en!ironment which is free of
wor$place harassment or intimiation"
Mar'ue Impe% recogni)es comments an beha!ior which o not offen one person can
offen another" Management accepts ini!iuals may react ifferently an e%pects this
right to be generally respecte"
#ny complaints or reports of se%ual harassment will be treate promptly, seriously an
sympathetically" They will be in!estigate thoroughly, impartially an confientially"
Managers an super!isors must act immeiately on any reports of se%ual harassment"
&mployees will not be isa!antage in their employment conitions or opportunities as
a result of loging a complaint"
#ppropriate isciplinary action will be ta$en against anyone in this factory1s employment
who is foun to ha!e se%ually harasse a co:wor$er" 2epening on the se!erity of the
case, conse'uences can inclue an apology, counseling, transfer, ismissal, emotion or
other forms of isciplinary action" Immeiate isciplinary action will also be ta$en
against anyone who !ictimi)es or retaliates against a person who has complaine of
se%ual harassment"
Mar'ue Impe% has a legal responsibility to pre!ent se%ual harassment"

Page 38
Therefore, managers an super!isors ha!e a responsibility to7
Monitor the wor$ing en!ironment to ensure acceptable stanars of conuct are
obser!e at all times
Moel appropriate beha!ior themsel!es
Treat all complaints seriously an ta$e immeiate action to in!estigate an
resol!e the matter"
Refer complaints to another manager if they o not feel they are the best person to
eal with the case .e"g" if there is a conflict of interest or if the complaint is
particularly comple% or serious)
#ll employees ha!e a responsibility to7
Comply with the organi)ation1s se%ual harassment policy"
Offer support to anyone who is being harasse an let them $now where they can
get help an a!ice .they shoul not approach the harasser themsel!es)
Maintain complete confientiality if they pro!ie information uring the
in!estigation of a complaint .employees who sprea gossip or rumors may e%pose
themsel!es to efamation action)
3bCect.e
To foster a professional, open an trusting wor$place"
+pplcaton
The se%ual harassment policy will be successfully applie when all staff are treate
on merit by their managers, by peers, by irect reports an by all other team
members"
#rocess
Ma1n" a ComplantB
If you belie!e you are being, or ha!e been, harasse, follow the proceure below7
Inform the offener the beha!ior is offensi!e, unwelcome, an against factory policy
an shoul stop .only if you feel comfortable enough to approach them irectly)
Peep a recor of the incient.s)
If the unwelcome beha!ior continues, contact your super!isor or manager for support
If this is inappropriate, you feel uncomfortable, or the beha!ior still persists, contact
your manager
Page 39
Rece.n" a ComplantB
(hen a manager recei!es a complaint, he4she shoul follow the proceure below7
>isten to the complaint seriously"
Treat the complaint confientially"
#llow the complainant to bring another person to the inter!iew if he4she chooses
to"
#s$ the complainant for the full story, incluing what happene step by step"
Ta$e notes, using the complainant1s own wors"
#s$ the complainant to chec$ your notes to ensure your recor of the
con!ersation is accurate"
&%plain an agree ne%t action with the complainant
If in!estigation is not re'ueste7
#ct promptly
maintain confientiality
pass your notes on to your manager
If in!estigation is re'ueste, or is appropriate, follow the proceure outline"
In.est"atn" a Complant7
(hen a manager in!estigates a complaint, he4she shoul follow the proceure below7
Inter!iew all irectly concerne, separately
Inter!iew witnesses, separately
Peep recors of inter!iews an in!estigation
2o not assume guilt
Inter!iew the allege harasser, separately an confientially
>et the allege harasser $now e%actly what he4she is being accuse of
5i!e him4her a chance to respon to the accusation
>isten carefully an recor etails
Ma$e it clear he4she oes not ha!e to answer any 'uestions
&nsure confientiality, minimi)e isclosure
2etermine appropriate action base on in!estigation an e!ience collecte
Chec$ to ensure the action meets the nees of the complainant an company
If resolution is not immeiately possible, the complainant shoul be referre to more
senior management"
If the resolution re'uires the authority of a more senior manager, the complainant shoul
be referre to the appropriate le!el"
Page 40
Outcomes as they affect the complainant shoul be iscusse with the complainant to
ensure that nees are met, where appropriate"
#otental 3utcomesB
If the complaint is foun to be *ustifie, the complainant may be entitle to any or all of
the following7
The complainant may recei!e7
Commitment the beha!ior will cease
/ri!ate apology .!erbal or written)
Re:creit of any lea!e ta$en ue to the harassment
/ayment of meical an counseling e%penses
Transfer, with no *ob isa!antage
Other compensation
Page 41
15. Healt$> 4afety ; &n.ronment
15.1 #olcy 4tatement
Mar'ue Impe% is committe to pro!iing an maintaining a safe wor$ en!ironment for
the health, safety an welfare of our staff, contractors, !isitors an members of the public
who may be affecte by our wor$"
(e unerta$e to pro!ie resources in terms of personnel, time an financial outlay as per
6actory #ct 8@A? to achie!e these ob*ecti!es"
To o this, Mar'ue Impe% will7
2e!elop an maintain safe systems of wor$, an a safe wor$ing en!ironment
/ro!ie information an training at all le!els in the organi)ation to enable all
employees to support this policy
Re'uire all ris$s to be assesse prior to engaging in new areas of operation, purchasing
new e'uipment, an implementing new wor$ methos, an that these ris$s continue
to be re!iewe"
#ll persons who are responsible for the wor$ acti!ities of other employees will be hel
accountable for7
Ientifying practices an conitions which coul in*ure employees, clients, members
of the public or our en!ironment
Implementing steps to control such situations
If unable to control such practices an conitions, reporting these to their superiors
Mar'ue Impe% emans a positi!e attitue an performance with respect to health, safety
an the en!ironment by all employees, irrespecti!e of their position"
15.! 4mo1n"
Mar'ue Impe% employs a non smo$ing policy" 3mo$ing is not permitte on Mar'ue
Impe% property or offices at any time" 3mo$ing is accepte to be harmful to the health of
those who smo$e an those aroun them .passi!e smo$ers)" Conse'uently, smo$ing
while on company premises will be consiere as gross misconuct an will rener an
employee liable to instant ismissal"
Page 42
15.3 +lco$ol> )ru"s G; 3t$er 4ubstance +buseH
This policy applies to all le!els throughout Mar'ue Impe%" The policy is not concerne
with social rin$ing or the ta$ing of prescribe rugs for meical purposes, the concern is
irecte to instances where alcohol or other rug epenence or abuse affects the *ob
performance an or4safety of any employee.s)"
Mar'ue Impe% is concerne by factors affecting an employee1s ability to safely an
effecti!ely perform wor$ to a satisfactory stanar" The factory recognises alcohol or
other rug abuse will cause short:term or long:term impairment to such wor$
performance"
Mar'ue Impe% is committe to creating an maintaining a safe, healthy an proucti!e
wor$place for all employees" #ttening wor$ uner the influence of alcohol will not be
tolerate an may result in isciplinary action or ultimately ismissal" 2ri!ing uner the
influence of alcohol or any other illicit rug is illegalG it is your own responsibility to
ensure you comply with this"
15.' Manual Handln"
It is the policy of Mar'ue Impe% to pro!ie all employees with a safe an healthy
wor$ing en!ironment by ientifying, assessing an controlling manual hanling ris$s
within the wor$place"
(hile managerial staff are ultimately responsible for ensuring the health, safety an
welfare of all staff, all employees are e%pecte to participate by reporting potential an
actual manual hanling ha)ars within the wor$place"
In all circumstances, o not lift or manually hanle items larger or hea!ier than you can
easily support" If you are in any oubt, as$ for assistance"
15.* 0or1ers? Compensaton
#ll employees, incluing part:time, temporary, an probationary employees, are eligible
for wor$ers1 compensation benefits in the e!ent of an in*ury arising from, or in the course
an scope of, their employment"
The process to be followe if an in*ury occurs is as follows7
The first priority in the e!ent of an in*ury at wor$ is meical attention"
The in*ure wor$er or nearest colleague shoul initially contact one of Mar'ue Impe%1s
registere first ai attenants"
In the e!ent of any apparently serious in*ury an ambulance shoul be calle"
#ny employee who sustains an on:the:*ob in*ury, e%periences a safety incient or near
miss must report the incient to their manager
The manager must then complete a report in the Register of In*uries, Incients an Near
Misses"
Page 43
$%is standard report &ust in'(ude)
&mployee etails
Time an location the in*ury4incient occurre
2etails of the in*ury incluing7
o /art of boy in*ure
o Time lost
o Name of the first ai attenant
2etails of first ai treatment
2etails of any in!estigation of the accient
15., Total ; #ermanent )sablty
If an employee is in*ure while away from wor$, Mar'ue Impe% will allow them to
e%haust their pai sic$ lea!e, accumulate annual lea!e or long ser!ice lea!e"
If the in*ure employee has use all lea!e owing, been off wor$ for a lengthy perio an
is not fit enough to return to wor$ then management will iscuss with the employee their
e%pectations of returning to wor$"
If the employee has incapacity to perform their uties because of the isability, their
employment will be terminate in compliance with the termination pro!isions in their
employment contract"
Mar'ue Impe% will hol an in*ure wor$er1s position open for a perio of time as state
in the rele!ant legislation unless it is not reasonably practicable to o so"
&mployees whose employment is terminate ue to an incapacity to perform their uties
because of a isability, will be pai all amounts owing to them, incluing accrue wages,
lea!e entitlements an other"
Page 44
11. #erformance Mana"ement 4ystem
11.1 Introducton
#t Mar'ue Impe% we aim to be an employer of choice0 one where people want to wor$"
#s a business we are committe to gi!ing all members of our team e!ery opportunity to
e!elop their careers, to contribute to our business an to share in its success"
The /erformance Management 3ystem is esigne to support the completion of the wor$
of the organisation" It will also efine measure an recognise the contribution of
ini!iuals an help the organisation establish achie!able goals for all of its people 0 it is
a team base approach"
#t any stage, if you ha!e any 'uestions or concerns you can raise them with your
Manager"
11.! #erformance Mana"ement #$losop$y
(e belie!e e!eryone who comes to wor$ really oes want to realise their potential an
e!elop their relationships with others .managers, colleagues an clients)"
(or$ is characterise by feelings of satisfaction, frustration, opportunity, e%asperation,
stimulation, e%citement an e!en feelings of fairness an ishonesty" To succee an
e%cel, we recognise people nee to $now what is e%pecte of them, what authority they
ha!e an how they are performing" In aition the approach to managing them nees to
be consistent"
If our organisation can help its people feel more of the positi!e emotions an eliminate
most of the negati!e then we will ha!e come a long way to being an employer of choice"
The /erformance Management 3ystem is esigne to be the founation for fulfilling
careers at Mar'ue Impe%"
11.3 #oston )escrptons
#ll Mar'ue Impe% employees will ha!e position escriptions, these will only be
prouce in an agree format an amenments nee to be appro!e by Management"
3bCect.e
The ob*ecti!e of all position escriptions is to pro!ie an accurate picture of the
responsibilities re'uire within specific *ob roles, the authority le!els attache to that
role an a clear e%planation as to how the output of the role is to be measure"
+pplcaton
The policy on position escriptions will be successfully applie when all position
escriptions are use as the basis for performance appraisals an when amenments
Page 45
are complete within 8A ays of a performance appraisal iscussion" #ny changes to
position escriptions eeme necessary by managers will be communicate as soon
as practicable to the employee an this will be implemente by both parties signing a
copy"
#rocess
Introducton and +mendment of #oston )escrptons
#ll employees will recei!e ini!iual briefings on their position escriptions from
their Manager"
/osition escriptions will always be iscusse in etail at *ob inter!iews an all new
employees are to be gi!en a copy of their position escription with their letter of
offer"
11.' #robatonary #erod Re.e@s
#olcy statement
#ll new employees are appointe with the intention of the placement being
permanent unless otherwise state in the letter of offer"
#ll new employees will ser!e a three month probationary perio to ensure both
Mar'ue Impe% an the employees are happy with a permanent commitment to the
role" Managers shoul engage new employees in informal performance base
feebac$ regularly an ha!e specific meetings to iscuss progress after one an two
months respecti!ely"
/rior to the completion of the three month probationary perio new employees will
unergo a performance appraisal to pro!ie feebac$ on performance, guiance on
future irection an to set selecte specific ob*ecti!es for the ne%t performance
appraisal perio"
3bCect.es
The ob*ecti!e of the probationary performance appraisal is to ensure both Mar'ue
Impe% an the employee are satisfie the role is as agree an a re:commitment to the
permanent nature of the position can be mae"
+pplcaton
The policy on probationary performance appraisals will be successfully applie when
all probationary appraisals are complete within three months of employment
commencing"
Page 46
#rocess
The manager an the employee will agree on the ate for a performance appraisal
meeting" In the case of all probationary perio appraisals, this must be before the
completion of three months of ser!ice"
The manager will prepare a written performance appraisal in the appro!e format an
pro!ie this to the employee at least A? hours before the meeting"
The manager an the employee will meet an agree any ob*ecti!es for the ne%t
appraisal perio"
11.* #erformance +pprasals
#olcy 4tatement
#ll employees will unergo performance appraisals with their immeiate managers
on timing that is base on the le!el of their role" #ll performance appraisals will be
time from the ate employment commence" This is to ensure performance
management is a regular, rather than occasional management responsibility"
/erformance appraisals are completely separate from remuneration re!iews"
3bCect.es
The ob*ecti!e of the performance appraisal system is to constantly monitor progress
of the capabilities an achie!ements of employees, to facilitate the ongoing
e!elopment of team members an to ientify when an employee has emonstrate
reainess for greater responsibility"
The ob*ecti!e of ini!iual performance appraisals is to re!iew wor$ performance on
the basis of both capabilities an achie!ement of specific performance ob*ecti!es"
/erformance appraisals also pro!ie feebac$ to Mar'ue Impe% on the achie!ability
of ob*ecti!es an the capability of managers to manage their employees"
+pplcaton
The policy on performance appraisals will be successfully applie when all
employees1 appraisals are complete within the re'uire time frames"
#rocess
The manager an the employee will agree on the ate for a performance appraisal
meeting" This must be within the allowable time frame for each role" The fre'uency
of performance appraisals is note on position escriptions"
The manager will prepare a written performance appraisal in the appro!e format an
pro!ie this to the employee at least A? hours before the meeting"
Page 47
The manager an the employee will meet an agree any ob*ecti!es for the ne%t
appraisal perio"
Page 48
1!. Intellectual #roperty +nd 4ecurty
#ll intellectual property e!elope by employees uring their employment with Mar'ue Impe%,
incluing isco!eries or in!entions mae in the performance of their uties relate in any way to
the business of Mar'ue Impe%, will remain the property of Mar'ue Impe%"
&mployees may be gi!en access to confiential information, ata, business property, $eys to
premises or any other business relate property4information in the performance of their uties"
This must be protecte an use only in the interests of Mar'ue Impe%"
&mployees must not7
2isclose or use any part of any confiential information outsie of the performance of
their uties an in the interests of Mar'ue Impe%G or
authorise or be in!ol!e in the improper use or isclosure of confiential informationG
uring or after their employment without the &mployerQs written consent, other than as re'uire
by law"
MConfiential information1 inclues any information in any form relating to Mar'ue Impe% an
relate boies, clients or businesses, which is not in the public omain"
&mployees must act in goo faith towars Mar'ue Impe% an must pre!ent .or if impractical,
report) the unauthori)e isclosure of any confiential information"
6ailure to comply with this policy may result in performance impro!ement proceeings
incluing ismissal, an Mar'ue Impe% may also pursue monetary amages or other remeies"
Page 49
13. Conflct 3f Interest
#o l c y
Conflict of interest arises whene!er the personal, professional or business interests of an
employee are potentially at os with the best interests of Mar'ue Impe%"
#ll employees are re'uire to act in goo faith towars Mar'ue Impe%" &mployees nee to be
aware of the potential for a conflict of interest to arise, an shoul always act in the best interests
of Mar'ue Impe%"
#s ini!iuals, employees may ha!e pri!ate interests that from time to time conflict, or appear to
conflict, with their employment with Mar'ue Impe%" &mployees shoul aim to a!oi being put in
a situation where there may be a conflict between the interests of Mar'ue Impe% an their own
personal or professional interests, or those of relati!es or friens" (here such a conflict occurs
.or is percei!e to occur), the interests of Mar'ue Impe% will be balance against the interests of
the staff member an, unless e%ceptional circumstances e%ist, resol!e in fa!our of Mar'ue
Impe%"
It is impossible to efine all potential areas of conflict of interest" If an employee is in oubt as to
whether a conflict e%ists, they shoul raise the matter with their manager"
#r o c e d u r e
&mployees must7
eclare any potential, actual or percei!e conflicts of interest that e%ist on becoming
employe by Marque Impexto managementG
eclare any potential, actual or percei!e conflicts of interest that arise or are li$ely to
arise uring employment by Marque Impexto managementG
a!oi being place in a situation where there is potential, actual or percei!e conflict of
interest if at all possible"
If an employee eclares such an interest, Mar'ue Impe% will re!iew the potential areas of
conflict with the employee an mutually agree on practical arrangements to resol!e the situation"
&mployees must isclose any other employment that might cause a conflict of interest with
Mar'ue Impe% to their manager" (here there are e%ternal in!ol!ements that o not represent a
conflict of interest, these must not affect performance or attenance whilst wor$ing at Mar'ue
Impe%" If such in!ol!ement oes affect performance or attenance it will be consiere a conflict
of interest"
&mployees must not set up or engage in pri!ate business or unerta$e other employment in
irect or inirect competition with Mar'ue Impe% using $nowlege an4or materials gaine
uring the course of employment with Mar'ue Impe%"
Page 50
&ngaging in other business interests uring wor$ hours will result in strong performance
impro!ement action"
6ailure to eclare a potential, actual or percei!e conflict of interest or to ta$e remeial action
agree with Mar'ue Impe%, in a timely manner, may result in performance impro!ement
proceeings incluing ismissal"
Page 51
1'. #r.acy
Lou are re'uire to obser!e an uphol all of the factory1s pri!acy policies an proceures as
implemente or !arie from time to time"
Collection, storage, access to an issemination of employee personal information will be in
accorance with the principles of the Indian *a+.
NoteB
I, you +ou(d (i-e any '(ari,i'ation o, any o, t%e po(i'ies or pro'edures 'ontained +it%in t%is HR
Manua(. p(ease 'onta't interna( &ana!e&ent +%o +i(( /e !(ad to provide !uidan'e and support.
Page 52
1*. Human Resource Manual +"reement
I, ---------------------------------, ha!e been pro!ie with access to the Mar'ue
Impe% HR Manual an ha!e rea an unerstoo all of the policies an proceures containe
within"
I ac$nowlege that these policies an proceures form part of my employment with Mar'ue
Impe% an that I am boun by its proceures"
3ignature ----------------------------- 2ate--------------
7IR4T )+I CH&C96I4T
Page 53
Name7 RRRRRRRRRRRRRRRRRRRRRRRRRRRRRRRR
Job Title7 RRRRRRRRRRRRRRRRRRRRRRRRRRRRRRR
Reporting officer1s Name7 RRRRRRRRRRRRRRRRRRRRRRR""
3tarting Time7 RRRRRRRRRRRRRRRRRRRRRRRRRRRR""
Suitting Time7 RRRRRRRRRRRRRRRRRRRRRRRRRRRR""
>unch Hour7 RRRRRRRRRRRRRRRRRRRRRRRRRRRRR"
2ate /robationary /erio &ns RRRRRRRRRRRRRRRRRRRR""
/hone Numbers to Call if >ate or 3ic$7 RRRRRRRRRRRRRRRRR""

WISHING YOU A LONG AND REWARDING
CAREER!!!

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Sample HR Manual

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MI/HRM/01/09/09 Company Name HR Manual

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