Careers

PURPOSE

The primary objective of the HRD policy is to manage employees more productively and ensure the organization’s smooth functioning, so that together we ensure to create a safe and secure working environment for all. This document provides the knowledge on culture, system, code of conduct & discipline to be maintained at Sangini Group.

OFFICE TIMING

Department	Time
Sales & Marketing	10:00 am to 07:00 pm
Account & Legal	09:30 am to 07:00 pm
Chief Engineer, Site Engineer	09:00 am to 06:00 pm
Supervisor, Store	08:30 am to 06:00 pm
HR, Purchase, Planning, Billing	09:30 am to 06:30 pm

Lunch Time: 60 minutes

ATTENDANCE POLICY

Punctuality is a sign of professionalism and it helps you to stand out as a trustworthy member.

• With keeping our “Values in centered focus”, we all have to understand and respect the “Punctuality”. It helps us to grow personally as well as professionally.
• Department wise office timing are given above, but for employee’s safety and convenience, company allows “standard gracing period of 15 minutes for 10 days” in a one month.
• 15 minutes late coming / early going from the scheduled office timing allows only for 10 days (including sign in & sign out).
• From 11th day onwards, 15 minutes late coming / early going from the scheduled office timing, considered as a Half Day.
  For Example: Office timing of Rahul is 09:30 am. He continuously arrived 15 minutes late (i.e., between 09:31 am to 09:45 am) for 10 times. Here, gracing period of 10 time is over. If 11th time Rahul come after 09:30 am, it will be count as a half day.
• Employee has to report at work as per the scheduled official time but if employee is staying late hours due to pending work, then he/she is not eligible for any overtime allowances.
• Due to additional work, if employee worked and leaving from the workplace after office hours. With the approval of reporting managers/ HOD’s, employee will get respective time benefit of 12 hours from the last sign out time.
  For Example: Office timing of Rahul is 09:30 am to 06:30 pm. On Monday he worked till 09:45 pm at office due to project deadlines. He had sign out at 09:45 pm. So, on Tuesday he has provision to come at 09:45 am. But if Rahul has worked and stayed at office from 06:30 pm to 09:30 pm, so on Tuesday, he has to report at 09:30 am only. In simple terms, employee has provision to report after 12 hours from the last sign out time.
• 15 mins of gracing period for 10 times in a month has been granted for convenience of individual due to unfavorable conditions only. Consistently being delays to reporting at work or utilize it up to the maximum potential will be considered as lack of “punctuality” (One of the Value of Sangini Groups) and it will be taking into the consideration at the time of appraisal.
• Also, lack of punctuality will impact on employee’s monthly salary & performance evaluation.

NIGHT PROVISION:

• If any employee has to work late night at the workplace and leave the workplace between 10:00 pm to 2:00 am, he will get privilege to report till 10:00 am to 2:00 pm next day respectively. (He/ she will report after 12 hours from the last sign out time).
  For Example:Office timing of Rahul is 09:30 am to 06:30 pm. On Monday he worked till 10:00 pm at office/ site, due to project deadlines. He has to sign out at 10:00 pm. So, on Tuesday he will get provision to report at 10:00 am. In simple terms, employee has provision to come after 12 hours from the last sign out time.
• If any employee work till 2:00 am, he will get day off for the next day.
• If an Employee perform night duty, then he/she is entitled for night food allowance up to Rs. 200/-.

SANGINI’s VALUES

• The decisions we make every day, is a result of our values that we live. Our Values;
• Help us to grow and develop personally as well as professionally.
• Help us to create the best working environment we want.
• Values are tools, which help to develop the company’s mission and vision, in reality.
  

We encourage our all members to work as well as live with Sangini’s values. Because we believe in happiness, personal as well as professional development of each of the member associate with us.

1) Customer Delight
We exist because our customers do. CUSTOMER DELIGHT means, to go beyond their satisfaction, thus creating a wow factor for them by keeping the customer at center of everything we do.

2) Excellence
o Excellence is to do better every day. This includes people, process, product, and service.
o Striving to deliver best quality product and service every time.
o Every time Better & Best goes in mind and it shows in our work, it is called excellence

3) Punctuality
Punctuality is fact of arriving, doing something, or happening at the expected or correct time and not after the timeline.

4) Commitment & Accountability
Commitment: Being Dedicated to achieve all expectations with clarity.
Accountability: Accountability is all about ownership, clarity of end result, accepting responsibility, promises to customers, honoring commitments to colleagues, team and all business associates.

5) Relationship
Relationship is the foundation of happiness. Every individual must develop long lasting relations with everyone they interact with or work with. These relations must be backed by respect, cheerfulness, empathy, collaborative approach, and intent to spread happiness. Fundamentals of ethics and justice must not be harmed while nurturing your relationships.

6) Learning
Learning is one of the most important aspects that fuels both personal and professional growth. It is important to continuously upgrade your skills and knowledge through processes including but not limited to mediums such as sharing of knowledge, experience, training, digital mediums, reading, and by adapting to change. Positive attitude, curiosity, listening, and humility are the behavioral traits required to embrace the habit of learning.

WORKING PHILOSOPHY AT SANGINI:

• Every employee act with the responsibilities & ownership.
• Each work in channel is equally important for all of us.
• Everyone enjoys freedom to achieve and ensures the greatest quality.
• Irrespective of the position, we consider all employee as a proud member of Sangini Parivar.
• We develop projects with focus in mind that, we are building property for our own use with our own money.
• We always emphasis on zero wastage, maximum utilization of resources and achieve the best quality of construction.

TRANSFER

• Employee’s service is liable to transferred by the company at its discretion to any of its department or office or project site within Surat. There shall not be any detriment to his or her status of employment. We request each employee to understand and abide to such transfer.
• Additional Petrol allowances will be provided to employee, if necessary. But work timings will remain the same. Petrol Allowances will be provided per kilometer basis. Kindly refer the travelling allowance guidelines. For this, employee must have to maintain petrol log book.
• "Refusal to comply with a transfer order due to any excuses will be considered as insubordination and will result in appropriate disciplinary action."

TRAVELLING ALLOWANCES

Particulars	Mode of transport	Allowance
Executive (including all executive level of office staff, site supervisor, jr. engineer, engineer, store executive, store assistant) Sr. executive (all senior executive level of office staff, sr. engineer), Trainee (including intern), Asst. manager, manager, sr. manager level of office staff, Chief engineer, Asst. project manager, project manager	Two-wheeler	Rs. 3.00 / km
Asst. manager, manager, sr. manager level of office staff, Chief engineer, Asst. project manager, project manager, head of the department	Four-wheeler	Rs. 5.00/ km
Executive (including all executive level of office staff, site supervisor, jr. engineer, engineer, store executive, store assistant) Sr. executive (all senior executive level of office staff, sr. engineer), Trainee (including intern), Asst. manager, manager, sr. manager level of office staff, Chief engineer, Asst. project manager, project manager	Public transport	Rs. 3.00/ km

1) Daily maintain the travelling log with “from & to destination along with reason and date in the given format “travelling log_V_1.1”.
2) Verified it from chief engineer/ leader on daily basis.
3) Check and verify the log from respective HOD on monthly basis.
4) Then submit & verified by HR.
5) Please take a note, the individual has a responsibility to maintain and verified the log from respective authority on timely basis. Travelling reimbursement will not provide without the updated log.
6) Travelling log must be submitted to HR department on 5th of every month, after the due date submission, reimbursement will not be considered and provide.
7) Kindly download the “travelling log_V_1.1_SG” from the ESS application.

• NOTE: As per the above table, employees mentioned in first raw will only eligible to get the benefits on two wheelers or public transport. They will not get benefit of four-wheeler allowance.
• Employee listed in second raw will get benefits of all three mode of transport.
• In case of public transport, only Rs. 3.00/ km will get as allowances.
• Here, we are presenting two cases for better understanding.
• Scenario 1 – If employee travelled from base location to any other project site or offices, he/she can claim the travelling allowance with completing the travelling log with proper official reason.
• Ex. Rohan is working in store department, he has to frequently visit to corporate office for bill submitting, here Rohan can maintain the travel log, checked & verified by chief engineer, then take a sign of respective HOD. Then only submit to HR department on monthly basis. HR review, verify and process the payment as per Rs. 3.00 / km.
• Scenario 2 – If any technical employee transferred from one base location to other base location, in that case whichever is less will consider as a travelling allowance.
• Ex. I) Rohan was appointed as an engineer and the base location allotted was Sangini Arise when he hired in the company. The distance of Rohan’s house to Sangini arise is about 10 km. He will not get travelling allowance, because it was already included in his monthly salary. After 1 year, management ask Rohan to officially shifted to Sangini aura. Now, the distance from rohan’s house to Sangini aura is 8 km. So here Rohan will not get any benefit, because the distance of his initial base location (Sangini arise) is more than the transferred location, i.e., Sangini aura.
• Ex. II) Rohan was appointed as an engineer and the base location allotted was Sangini Arise when he hired in the company. The distance of Rohan’s house to Sangini arise is about 10 km. He will not get travelling allowance, because it was already included in his monthly salary. After 1 year, management ask Rohan to officially shifted to Sangini skyteria. Now, the distance from rohan’s house to Sangini skyteria is 15 km. So here Rohan will get any benefit of 5 km, because the difference between the distance of his initial base location Sangini arise (10 km) is less than the transferred location, i.e. Sangini skyteria (15 km) is 5 km only.
• NOTE: At the time of recruitment, employee needs to update his / her current address in the HR department with email. The address which available in the system, only consider during the calculation of travelling allowance.

DISCIPLINE

• Discipline provides people, a set of rules & ethics to live their lives more efficiently and effectively.
• Employee who is involved in any kind of misconduct/misbehavior shall not be tolerated. Such employee shall be terminated immediately without notice or payment in lieu of notice. Any kind of loss to the company due to employee’s action / behavior will not be accepted.
• Employee, who is aware of others misconduct/misbehavior and not informing about it to management, will be equally punished.
• A personal relationship at the workplace can sometimes lead to challenges and conflicts that can affect work culture, professionalism & performance.
• Hence, organizations have policies in place to address personal relationships and prevent potential issues. When such policies are violated, it may result in disciplinary action.
• Investigation: When a personal relationship is suspected or reported, the human resources department or relevant authority will conduct a thorough investigation to gather information and evidence regarding the relationship and any potential violations of company policies.
• Communication with employees: The individuals involved in the personal relationship will be notified about the investigation and asked to provide their side of the story. They may be required to attend a meeting with HR representatives or authorized person to discuss the situation.
• Assessment of impact: The organization will assess the impact of the personal relationship on work culture, including any conflicts of interest, compromised professionalism, performance, integrity or negative impact on team morale or productivity.
• Disciplinary action: Based on the findings of the investigation and the severity of policy violations, the organization may decide to take disciplinary action. The specific action taken will depend on the company's policies and the circumstances of the case. It could range from a verbal warning or written reprimand to suspension, demotion, or even termination of employment.
• Employee will not engage in any endeavor or activity which either conflicts or not with the interest of the company during his or her employment. During or after the tenure of his or her employment with the company, employee will maintain complete confidentiality of information or data for which he or she may have direct or indirect access and will not disclose any information to the third party.
• Respect of each other: It is very important to keep the respect of each individual. Employees should communicate with each other in a polite and considerate manner by their preferred titles or names, and refraining from using offensive language.
• Professional Boundaries: Employees should maintain appropriate professional boundaries, avoiding behavior or comments that could be perceived as invasive, offensive, or disrespectful. This includes refraining from harassment, bullying, or discrimination.
• Adherence to Policies and Rules: Respect also involves following workplace policies and rules, as they are often in place to ensure a safe and respectful environment for all employees.
• Employee will not engage in any endeavor or activity which either conflicts or not with the interest of the company during his or her employment. During or after the tenure of his or her employment with the company, employee will maintain complete confidentiality of information or data for which he or she may have direct or indirect access and will not disclose any information to the third party.

SAFETY POLICY

• At Sangini, we believe Safety is utmost priority for each of our Sangini members. To assure the safety, we provide “Personal Protective Equipment (PPE) kit” at each project site.
• We encourage each member as well as visitors, to utilize the PPE kit while available or working at the site.
• We request each employee to read, understand & sign the “safety consent” form.
• For safety related information, request to refer “Annexure II – Safety Policy”.
• Employees are not involved in any of the frequent or misconduct act during of his/ her employment tenure. Employees are not permitted to disclose any information or document to any other third party, and committed to maintain the confidentiality.
• During the tenure of the employment, employees are not permitted to do or associate with any other jobs or businesses.
• Any violation of above clauses, will lead to the disciplinary action. In some cases, lead to termination of employment also.
• "In the workplace, team members are required to follow the leader's guidance with regards to task delegation, work processes, and ethical practices as per the established systems or processes. Any violation or disobedience of these rules will not be tolerated, and strict action will be taken against such behavior."
• "Groupism in the workplace is toxic to a company's culture and is not acceptable by any employee. If such behavior is observed, it may result in termination or legal action."
• Each employee bind to follow the “Escalation mechanism”. We have to make sure to keep respect the hierarchy and level of organization structure.

DRUG AND ALCOHOL POLICY

In compliance with the Drug-Free Workplace Act of 1988, Sangini Group has a longstanding commitment to providing a safe, quality-oriented, and productive work environment. Alcohol and drug misuse pose a threat to the health and safety of Sangini Group employees and the security of the company's equipment and facilities. For these reasons, Sangini Group is committed to eliminating drug and alcohol use and misuse in the workplace, premises, and project sites.

This policy must be implemented and followed very strictly. Any violation of the below-given points will result in strict and/or legal action against the employee or person.

• Using, possessing, buying, selling, manufacturing, or dispensing illegal drugs or alcohol or substances is strictly prohibited.
• Being under the influence of alcohol or an illegal drug or substances at the workplace, premises, or project sites is strictly prohibited.
• The presence of any detectable amount of any illegal drug, illegal controlled substance, or alcohol in an employee's body system while performing company business or while in a company facility is prohibited.
• Under no circumstances will the company support an employee in any way if any unwanted event, accident, or situation is caused by the employee's consumption of alcohol or any illegal drug, or if any such substances are detected in the employee's body during a medical examination.

ENROLLMENT POLICY

• After confirmation of enrollment from company, employee will receive the offer letter with joining date.
• As an acknowledgement, employee must have to respond within 3 working days on the same mail, as acceptance of the given offer.
• Employee must have to join on the same joining date, mentioned in offer letter.
• On the day of onboarding, each employee should have to submit below relevant documents to HR department.
  a) Eight Passport-size photographs
  b) Photocopy of PAN Card
  c) Photocopy of Aadhar Card
  d) Photocopy of the Educational Qualification Certificates
  e) Relieving letter from the previous employer
  f) Salary Certificate & Salary Slip from the previous employer
  g) 2 Cheque (1 Cancel Cheque & 1 Cheque for security deposit)
  h) SBI saving account passbook/cheque (if have any)
  
• As mentioned in point (g), employee must have to submit the security cheque and one cancel cheque.
• All above listed documents, must be accurate and credible. If any fraud or wrong information find out, company will take further disciplinary action.
• On the day of onboarding, each new hire employee should have to attain the “Employee Induction Program (EAP)” and follow the “Learning by Doing (LBD)” as per the instruction given during the induction.

NOTICE PERIOD & EXIT FORMALITIES

• Employee, who wishes to quit the job, must have to inform 2 months in advance. Otherwise, his/her experience letter, reliving letter, for that month/time period salary, full & final settlement amount and/or another payable amount will be withheld.
• In case of breach of the notice period policy and failed to follow the complete exit process, security cheque of the employee will be deposited in their respective bank account without prior intimation to the employee.
• Company relives the employee once he/she will submit the “No Objection Certificate (NOC)” from all relevant departments on the handover of all asset, finance, work & pending action items.
• Once NOC received to the HR department, then only final exit process will be initiated.
• If employee serve the notice period and follow the complete exit process, in this case company is liable to return the security cheque to the employee.
• During notice period of 2 months, employee is not allowed to take any leave except week off & sick leave.
• If employee fail to serve the notice period of 60 days or notice period given by the management, in that case employee will not get any due salary, bonus, incentive, leave encashment or any other benefits.
• Due to non- performance or any other concern, management has rights to terminate the employee on immediate basis or issues one month notice period. In such cases, employee will not get any kind of benefits such as; leave encashment, bonus amount or incentive or any other direct/ indirect benefits.
• Documents to be submitted for smooth reliving (All listed document attached here in annexure)
  - Handover sheet
  - NOC from reporting manager
  - NOC from account department
  - NOC from HOD
  - NOC from HR department

TERMINATION OF EMPLOYEMENT

• This type of termination occurs when an employee is dismissed due to misconduct, such as theft, in disciplinary act, insubordination, harassment, violating company rules or financial loss to the company. It may also involve poor job performance that does not improve.
• The management and/or company retain the authority to terminate an employee with or without a notice period from the employer's end. The employer also possesses the right to issue immediate termination.
• If any employee threaten/ use abuse words to any of the employee, management has rights to take legal action against the same.
• If, as a result of termination, an employee takes any inappropriate actions and mentions the company, management, or any associated person's name, it will be considered an immature step on the part of the employee, and no responsibility will be attributed to the mentioned parties.
• In such cases, the management reserves the authority to discontinue or revoke any employee benefits, including leave encashment, bonuses, salaries, incentives, or rewards

FULL AND FINAL SETTLEMENT

• If employee followed standard notice period policy and exit formalities, then only F&F process will take place after 60 days of leaving the organization. While processing this final amount, HR department will make sure that there is no data or information in any form pending at employee’s end.
• Full & final settlement includes pending salary, leave encashment, any incentive amount & rewards.
• This also includes experience letter, reliving letter and / or any other supporting document.
• In such case employee has to make sure that, he/she handover all the official document, electronic device, or data to his/her immediate authorities. Handover process is very critical and important, it should be done properly.
• Employee has to make sure that he answers the calls of his superiors or any member from the Human Resources department whenever require. Failure in doing so, will impact on full & final process.
• If employee breach any policy, he/she will not be eligible to receive any salary, leave encashment, bonus or incentive.

LEAVES POLICY

• As an employee, It is important for one to have certain amount of flexibility and Sangini Group acknowledges this fact. On the other hand, the company is very much concerned about employee’s absence without prior permission.
• To meet your personal, domestic and social necessities, the Leave policy is designed for financial year - the period from 1st April to 31st March of a every year.
• Company offers, Paid Leave (PL), Casual Leave (CL), Sick Leave (SL), Bereavement Leave (BL), Maternity Leave (MTL) and Paternity Leave (PTL) to employees.
• Leave must be applied through “ESS application” only. Leave application through WhatsApp, verbal or paper not be acceptable.
• Company has given a provision of half day to employees, on their own birthday and marriage anniversary. So that, employee can spend quality time with family and loved ones.
• Leaves must be applied through ESS app only, and that is only applicable.
• CL and/ or PL should be applied 1 day prior in ESS. Same day application not be acceptable. All reporting manager should have to take care of this and do not approve same day CL / PL request in ESS.
  Example:: If Rahul has plan to be on leave from 15th Jan. He needs to apply the leave on 14th Jan only.
• In case of emergencies (such as medical, accidental, or any other emergency situations) only CL/ PL can be applied on the same day before reporting time with clear remarks. So that, HOD/ reporting manager know the reason and approved the request.
  Example:
  a) On 15th Jan, If Rahul got to know that he has some medical situation of any of his family member / friend / relatives and have to bring them to the hospital on the same day. So, employee has to apply the leave before the reporting time.
  b) If Rahul arrived office at 09:30 am and he got a call from family member at 10:00 am. The family member request him to come back home due to some emergencies. So, in this case, Rahul has to sign out from the ESS and apply the CL or PL for the day.
• There is provision in SL & BL, in which employee can apply the leave on the same day or back date, but request must be applied latest by the day of reporting.
• Sick Leave (SL)- only applicable while employee him / her self is sick.
• Bereavement Leave (BL) - only applied, in case of any demises/ death of the member from the blood relation, In laws or friend.
• SL, BL, PTL and MTL are not transfer or merge or set off with any other leave types.
• For MTL & PTL employee need to submit proof of document to the HR department and HOD.
• Apart from above mentioned allocated leaves, if employee takes any additional leaves/ off, it will be considered as a “Leave Without Pay (LWP)”.
• Leaves only considerable, while apply through ESS application only. Leaves through whatsapp, verbal or paper receipt should not be considerable.
• But before applying of leave, employee has to make sure to submit in written the pending task or daily ops to leader / manager and assure to delegate someone from the team to take care of his/ her activity.
• During first month of joining, employee not allow to take leaves, except week off & SL.
• During notice period, employee not allow to take leaves, except week off & SL. Rest of leaves are not are not allowed to take during notice period (Including half day of birthday & anniversary leaves)
• For more information, please refer the below given Leaves Structure.

LEAVES STRUCTURE

SANGINI GROUP
LEAVE TYPE	LEAVES	TOTAL	REMARKS
Casual Leave (CL)	4/ Month	48	Employee may take as a week off. All CLs are carry-forward. 25% of the total added CL’s only eligible for the leave encashment but are not allowed to take in advance. CL’s are not allowed to take for consecutively more than 5 days (If any employee require more than 6 days, then has to take written approval from reporting manager, HR & HOD)
Paid Leave (PL)	6	6	Employee may take as a personal time off. All paid Leaves are eligible for carry forward but not encashed. Employees can take PL’s anytime during the financial year.
Sick Leave (SL)	5	5	When an employee is sick. SL is not transferable or merged or set off with any other leave types.
Bereavement Leave (BL)	3	3	In case of any demises/ death of the member from blood relation, In-laws, or friend. BL is not transferable or merged or set off with any other leave types.
Paternity Leaves (PTL)	3	3	Eligible for leaves during 3 months of delivery.
Birthday	0.5	0.5	Applicable for own Birthday only. Kindly sign out in half day and apply for attendance modification for the day with remarks of “birthday half day leave”.
Marriage Anniversary	0.5	0.5	Applicable for own marriage anniversary only. Kindly sign out in half day and apply for attendance modification for the day with remarks of “marriage anniversary half day leave”.
Total		66
Maternity Leaves (MTL)	12 - 14 weeks	84 – 98 days	Employee must be in working system for 80 days to get benefits of MTL. If leaves taken more than allowed, then each day will be count as LWP.

LEAVE CARRYFORWARD

• CL & PL are only eligible to be carry forward.
  Example:Rahul has allotted 4 CL as a week off in a month. Out of 4, in the month of June, he takes only 2 CL. So, remaining 2 CLs are carryforward in the month of July. Hence, in the month of July, Rahul now eligible to take 2 CL (CL of June month) & 4 CL (CL of July month).
• CL cannot be availed in advance.
  Example:Rahul has some function in the month of June, so he does require 14 days leave. But he is only eligible to take allotted 4 CL & 6 PL, i.e., 10 leaves in the month of June. He is not allowed to take July month’s 4 CLs in advance.
• SL, BL, Maternity leaves (MTL), Paternity leaves (PTL) and Declared Holidays are not carryforward.
• All employees must plan their leaves in such manner that, during leave, his/ her reliever will be available for the work & further assistance.

Week off for Sales, Account & Legal Team

• Sales team: Not allowed to take week off and/ or leaves on Sunday and Bank holidays. They have provision to take a leave on any 4 days per month, between Monday to Friday.
• For Account & Legal department: Each Sunday will be considered as a week off. So, both departments only eligible to avail benefits of mentioned leaves such as; 6 PL, MTL, PTL, SL and BL. But these departments, not eligible to avail benefits of 48 Causal Leaves (CL). As they have provision to take each Sunday as a week off. So, there is no need to apply the Sunday as a week off in the ESS.

ENCASHMENT OF BALANCED LEAVE

• Leave encashment is provided to employees starting from the fourth year onwards. However, in the fourth year, only the leave accrued for the current year can be received, while the leave accumulated over the previous three years will be disbursed upon the employee's departure from the organization, following exit formalities, complete handover and the completion of the full notice period.
• Leave encashment only applicable on Casual Leaves (CL).
• Leave encashment is consider of 25% of the total CL added in the employees leave account.
• Leave encashment will be count on pro-rata basis (4 per month).
• Leave encashment for casual leave (CL) will be processed at the end of the financial year.
• PL, SL, BL, Maternity leaves (MTL), Paternity leaves (PTL) and Declared Holidays are not eligible to encashed.
• In case, if the employee resigns from the job without following the exit policy /notice period, then the employee will not be eligible to receive the encashment benefits.
• If company terminate the employee for any misconduct or lack of performance, the leave encashment not be applicable.
• If employee resign/ terminate from the company during the probation period of 6 months, then leave encashment not applicable.
• If any employee decides to leave the organization within three years, they will become eligible to receive the leave encashment after 60 days of leaving the organization but they must have to follow the exit formalities and complete the full notice period.
• PL, SL, BL, Maternity leaves (MTL), Paternity leaves (PTL) and Declared Holidays are not eligible to en cashed.

CASE STUDY

Employee name	Rohan
Salary	35000
Joining date	01-Sep-23	A) Total CL added on joining	4 / month	24
Resignation dt	31-March-24	B) Actual CL utilize till last date	2 / month	12
Duration	6 months	C) Expected to utilize in 6 months	4 / month	24
		D) Pending leaves as per pro-rata	Calculation on the basis of 4 leaves per month.	12
		Encash std %	25% of total expected to utilize leaves	25%
	Leave Eligibility for Encashment formula	Expected to utilize X Std. Encash percentage / 100)	= 24X 25/100	6
	Encash formula	Salary / 31 days X eligible leaves	=35000 / 31 X 6	Salary/ 31 days* No. of leave days for encash
		Encashment received		6774

COMPANY DECLARED HOLIDAYS

• Company encourages employees to take time off from the work in order to celebrate certain days of national significance and remembrances, based upon the customs, history and local traditions. Company has declared 11 official holidays for a year. These holidays are declared at the beginning of each calendar year.

HOLIDAY LIST	DAYS
Diwali	5
Uttrayan	1
Holi	2
Ganesh Visarjan	1
Rakshabandhan	1
Janmashtami	1
Total	11

PENALTY CLAUSE

• Absence from the duty without prior permission of concern in-charge, will lead to the penalty of additional days absenteeism. Total 2 days absence will be considered against 1 day absenteeism. The amount will be deducted from the employee’s salary.

RECALL FROM THE LEAVE

• In case of the emergency or critical situation, company may recall to any employee on duty, who is on granted leave. In such cases, if employee refused to report for duty, it will be considered as Leave Without Pay (LWP) and may lead to disciplinary action. If needed then, during leaves employee need to answer all work-related calls from his/her supervisor or colleague whenever require.

ESS SYSTEM COMPLIANCE

ESS (Employee Self Service) system Implemented for the benefits of employees. It helps to;
a) Employee can easily sign in / sign out at workplace, which helps to capture & maintain the accurate attendance data.
b) Employee can check their attendance data. hassle-free.
c) Easy to apply leaves and get approval from the reporting manager.
d) Due to accurate attendance, salary process will speed up with accuracy.
e) Detail visibility and download the report of attendance data, salary slip, leaves details, policy documents & all other relevant documents.
With the purpose of “ESS System Compliance”, we have set the below given parameter. We request & encourage each employee to support in this.

1) Sign In/ Sign out missed:
a) Those employees, who missed to sign in or sign out in ESS and request attendance modification with reasons like “forgot and/ or missed”, shall not be acceptable. Only in the case of technical error (share screenshot to HR dept.), medical, accident, critical situation and/ or police troubling event, the attendance modification request will be considered and acceptable. But for this, attendance modification request needs to be applied on the next day morning before sign in, with the detail remark.
b) If any employee not able to sign in / out due to technical error, so has to share the screenshot to HR department on the same day with detail. In case of genuine technical error only, attendance modification request has accepted and approved.

2) Same day or back dated leave not acceptable:
a) CL/ PL should have to applied one day prior (including week off).
b) If employee applied leave on the same day or back dated, shall not be accepted.
For Example, employee is on leave on 10th Aug and applied leave on 10th or 11th Aug, not accepted.
c) In case of emergencies; such as, Medical, accident or any critical situation only, CL/ PL can be applied on the same day before reporting time with clear remarks. So that HOD/ reporting manager aware about the event and approved the request.
d) Only SL and BL shall be applicable with the same day or back dated application, but employee has to apply the leave latest on the day of reporting.

3) Employee skipped to take any action in ESS

• Employee may be on duty but forgot to sign in or sign out. In this case, employee not be eligible for the paid day and salary will be deduct.
• Employee may be on leave/ week off but forgot to applied leave in ESS. In this case, that day considered as a Leave Without Pay (LWP).

4) Late mark count as per 10 days standard gracing period (Detail given in Attendance Policy) Note: If employee has to take leave for official work during working hours, then have to sign out from the ESS, while leaving the workplace and submit a request for attendance modification, when working hours are completed. If employee have to go out frequent times, then sign out only once. Your reporting manager has to be aware about the outside work or the reason.
If you are going out for a lunch, there is no need to sign out. But make sure, lunch time is only allowed for 1 hour, employee need to be returned within the timeline.
If you are going out for personal work, approval from the reporting manager / HOD is mandatory.

If the above-mentioned ESS compliances will not follow by any employee, so this non-compliance will impact on employee’s salary, performance & appraisal.

PROBATION PERIOD

• Unless specified in the appointment letter, the employee shall be on probation for 6 months from the date of joining.
• During probation, if the management is not satisfied with the performance and conduct, employment shall be liable to terminate with / without notice at any time during the probationary period.
• During probation If the management and HR may think that employee require more training and compatibility to fir for the job, the probation period will be liable for extension for further period but not exceeding to 9 months.

TERMINATION OF EMPLOYEMENT

• This type of termination occurs when an employee is dismissed due to misconduct, such as theft, in disciplinary act, insubordination, harassment, violating company rules or financial loss to the company. It may also involve poor job performance that does not improve.
• The management and/or company retain the authority to terminate an employee with or without a notice period from the employer's end. The employer also possesses the right to issue immediate termination.
• If any employee threaten/ use abuse words to any of the employee, management has rights to take legal action against the same.
• If, as a result of termination, an employee takes any inappropriate actions and mentions the company, management, or any associated person's name, it will be considered an immature step on the part of the employee, and no responsibility will be attributed to the mentioned parties.
• The management reserves the authority to discontinue or revoke any employee benefits, including leave encashment, bonuses, salaries, incentives, or rewards.

UNIFORM POLICY

• The policy helps the organization, employees, and each stakeholder to shape and sharpen corporate and professional standards and grow the culture. It helps individuals and organization to feel proud, uniformity, inclusive, attentive & interesting.
• If employee leaves voluntarily / terminate from the employer during 6 months of employment, so the cost of the uniform will be deducted from the employee’s salary.

PURPOSE

The purpose of the uniform is that it always adds value to our personality, designation, and brand. It shows uniformity, equality, and unity. This encourages teamwork and enthusiasm and as a result, it generates more productivity.

Based on the appearance, the clients/ stakeholder should feel comfortable seeking input, guidance, and professional services from the employees.

• Employee should have neat and clean dressed and well groomed.
• Company shall allot 3 pairs of uniforms to each employee per year.
• Each employee should have to assure to keep, maintain and wear neat & clean uniform on daily basis.
• Each employee must be in dress code on working days.
• For In-house staff, technical & store department, casual wear only allows on Saturday (T-shirt/ shirt and Jeans/trousers) except sales team.
• For the sales team, casual wear only allows on Monday (T-shirt/ shirt and Jeans/trousers).
• If an employee requires additional uniform within a year (due to damage/loss), the employee should have to bear the expense of material and stitches. For this, requests need to be sent to the HR department by mail with the reason for the additional requirements. The amount will be deducted from the employee’s salary.
• Non-compliance of applying uniform will lead to disciplinary action.
• If employee leaves voluntarily / terminate from the employer during 6 months of employment, so the cost of uniform will be deducted from the employee’s salary.

FORMAL SHOE POLICY

• Sales professional has daily interaction with clients and it’s always better to be present as a brand in front of clients.
• For this reason, one pair of formal shoes shall allot to the sales professional per year.
• Sales professional is responsible to wear polished shoes on daily basis.
• On Monday, it’s optional to have formal or casual whose as per the nature of clothing.
• Sales professional is responsible to well maintain (neat and clean) the shoes.
• If shoes will be damaged or torn or lost, the individual has to bear the expenses for the replacement.

IN OFFICE HOURS

• All Employees must be clear about one thing that, in-office hours, no one is allowed to visit any Tea Stall/ Pan-Masala stall, even if it’s nearby working site or away from the site/ workplace.
• Employee must be present in office premises and focus has to be on working only. If any employee seen available on such places, disobeyed the given instruction and continue with such practices then management will terminate the employee on immediate basis.
• During office hours, personal works are strictly prohibited. Any source of side business is not entertained at company’s premises. During office hours &/or at office premises, employee expected to work only for the Sangini Group.

RETENTION AMOUNT

• Company will retain 10% of your salary till probation period
• It will be refund after successfully completion of the probation period.
• But, if employee resigning or employer is terminating the employee within 6 months, then retention amount will not be refundable.

ADDITIONAL BONUS

• Each site staff (Engineer, supervisor, store keeper) will get additional bonus after completion of the project site on which they are working.
• Bonus amount will be considered and count from the joining date of the project, project completion date and individual’s performance on the project.

EMPLOYEE ENGAGEMENT ACTIVITY AT SANGINI

• We believe in positive and productive work environment! Celebrating employee engagement activities can significantly boost morale, strengthen teamwork, and unlock the hidden potential of our employees. Here are some activities which we conduct employee engagement activity or event.

NO	ENGAGEMENT ACTIVITY	FREQUENCY	MONTH
1	Republic Day	Annually	26 January
2	Sangini Premier League	Annually	Feb / March
3	Independence Day	Annually	15 August
4	National Engineers Day	Annually	15 August
5	Dusshera	Annually	24, October
6	Pre-Diwali celebration	Annually	October / November
7	Rewards & recognition	Quarterly	Monthly, quarterly, annually
8	Movie day	Every two months	Bi-monthly

The given list of activity may change / update as per the management decision.

LEARNING IN LEISURE TIME

• We believe learning and development is continuous process.
• It is understood and expected that, when there is no work at work place/ premises, one should always think to upgrade their knowledge/ skills through learning & reading and/ or finish with their work backlog.
• Company builds a “Learning Lab” facility at Sangini corporate office. This initiative for each member’s personal as well as professional development. Employee can avail book for reading & development purpose by simple registration process.
• But if in any case, employee captured to playing games in mobile or involve in any entraining activity during office hours, it shall not be accepted.
• If all employee feels, work has been done and there is no pending work. In this scenario, employee can take permission from their reporting authority and informed to HR-department. After the approval only, they can sign off from the work and leaving. But that day attendance will be count as a half day/ on the basis of hours left in full day.

MEDICAL & ACCIDENTAL COVERAGE

• Sangini group offered Mediclaim and accidental claim facilities to employees, which is a valuable benefit that can provide financial security and peace of mind to our members.
• These types of insurance coverage help employees manage medical expenses and protect against unexpected accidents or injuries.
• Mediclaim & accidental claim facilities benefits amount up to 2 lacs.
• Kindly read the document for better understanding in ESS application.
• For Mediclaim policy, find the below listed document in ESS application
  - Group medical policy detail
  - Group medical policy escalation process
  - Group medical claim intimation
  - Group medical claim form
• For Accidental policy, find the below listed documents in ESS application
  - Group personal accidental policy detail
  - Group personal accident policy claim form
  - Group personal accidental claim intimation document

DECLARATION

I hereby declared that, I have read, clearly understood, agree and accept the “HRD Guidelines”. In future, if any changes/ updates in this guideline, will be acceptable and applicable to me.