Employee Handbook

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EMPLOYEE HANDBOOK - 2013
Ver 0.2 - January 2013

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INDEX
TOPICS PAGE No.

Introduction ……………………………………….……………………………………………………….….….……………..…...…………..4
Business Conduct Guidelines …………………………………………………..………………….……….…….………………….......5
1.0 Recruitment & Selection …………………………………………….……………………………………….……......................5

1.1 Our Approach 5
1.2 Hiring Process 5
1.3 Equal Opportunities 6
1.4 References Check 6
1.5 Contractual Employees 7
1.6 Employee Referral Program 7
1.7 Joining Formalities 8
1.8 Probation 8
1.9 Internal Job Posting (IJP) 8
1.10 Employee Rehire Policy 10
2.0 Terms of Employment ……………………………………..………………………………….……………………………..….…….11

2.1 Changing Terms and Conditions 11
2.2 Pay Arrangements 11
2.3 Components of Compensation 14
2.4 Deductions from Salary 14
2.5 Working Hours & Holidays 15
2.6 Attendance and Leaves 15
2.7 Career Mobility and Transfer
3.0 Company Asset Policy…………………………………………………………………………………………………………………..18

3.1 Mobile Phone Bill Reimbursement Policy 18
3.2 Data Card Reimbursement 19
3.3 Laptop/ Computer 19
4.0 Learning and Development………………………………………………………………………………………………..………….19

4.1 Induction
4.2 Functional Training
4.3 Soft Skills Training
5.0 Performance and Total Rewards Management………………………………………………..………………………….20

5.1 Performance Appraisal and Development Plans 20
6.0 Deferred Benefits…………………………………………………………………………………………………………………….....21

6.1 Provident Fund 21
6.2 Gratuity 22
6.3 Medical Insurance 24
6.4 Personal Accident Insurance 26

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7.0 Working Environment……………….……………………………………………………………….……………….…………….27

7.1 Employee Records 27
7.2 Dress Code 27
7.3 Gifts from External Bodies 27
7.4 Smoking At Work 27
7.5 Grievances 27
7.6 Disciplinary Matters 28
8.0 Rewards and Recognition………………………………………………………………………………………………………….29

8.1 Long Service Completion Award 5 & 10 Years 29
9.0 Corporate Policies………………………………………………………………………………………………………………..…...30

9.1 Business Ethics 30
9.2 Policy on Harassment Free Workplace 31
9.3 Safety Guidelines for Women Employees at work place 34
9.3 Administration Security Policy 37
9.4 Visitors to Teamlease 37
9.5 Course Fee Concession Policy 38
9.6 Business Travel (Domestic) 39
9.7 Relocation Policy 40
10.0 Leaving the Company……………………………………………………………………………………………………………...41

10.1 Notice Period 41
10.2 Cessation of Employment 41
10.3 Resignation 42
10.4 Retirement 42
10.5 Termination 42
10.6 Expiry of Contract Period 42
10.7 Return of Office Property 43
10.8 Lien on Service 43
10.9 Exit Interviews 43
10.10 Full and Final Settlement 43

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Introduction
Dear Employee,
Welcome to the TeamLease group companies, you are now a member of India’s largest staffing
company.
About Us
TeamLease Services Private Ltd is India’s largest People Supply Chain & HR Outsourcing Company and
has spearheaded India’s Temporary Staffing Revolution. TeamLease has been recognized for having
pioneered temporary staffing in India. Currently we have over 70,000 employees on our rolls, presence
across 800 locations with 9 offices in India.
We supply a range of temporary and permanent manpower solutions to more than 700 clients across
India.
Our core teams of employees operate via a network of branches to expand our national employment
footprint. India’s fast-paced growth market presents innumerable employment opportunities. To cover
the skill deficit that exists among today’s job seekers, TeamLease through its training arm, Indian
Institute of Job Training (IIJT) facilitates job oriented training also to meet the requirement of today’s job
market.
With an impressive placement rate of one every five minutes, TeamLease fully embodies its vision of
“Putting India to Work”.
TeamLease is committed to excelling in business with the help of our people and policies - practical,
meaningful and positive ones complementing our core purpose.
We aim to periodically issue new and revised policies incorporating useful practices and requirements of
the law. Policies for our people will continue to help improve the way we work towards achieving our
business goals.
Best Wishes
Managing Director

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Business Conduct Guidelines

These guidelines apply to all employees of TeamLease. As TeamLease employees, we are expected to
carry out the Company's business with honesty, integrity and high ethical standards, and in compliance
with the laws and regulations of the region/locations in which we conduct business. These standards
must govern our conduct when making decisions which affect TeamLease.
1.0 Recruitment & Selection

1.1 Our Approach
Our aim is to attract and employ applicants who are most suitable for the current and future needs of
the business.
We hope to establish TeamLease as a quality employer attracting high quality applicants at all times and
ensure that the best applicant is hired.
To do this we are committed to:

 Ensure that all our recruitment and selection processes are carried out in accordance with our
“Equal Opportunities Policy”.
 Recruit internally whenever possible, either following career planning information or by
advertising internally. We will recruit externally if there are no suitable internal candidates.
 Use progressive, consistent, fair recruitment and selection methods.
 Continually help develop the skills and talents of our people and support internal job moves.
1.2 Hiring Process

Job Requisition:
 The respective hiring or reporting head must draw up the latest job description and profile. The
hiring manager fills up the Manpower Requisition which would then be sent to the functional
heads for approval along with the updated job description.
 Once approved the same is shared with HR to facilitate sourcing of the right candidate. HR
validates this against the Approved Head count plan shared by the respective departments.
 If within approved headcount, the staffing team initiates the sourcing process and shares
profiles from different sourcing Channels.
Selection:
 The primary sourcing channel would be the TL Talent acquisition team. The other sourcing
channels would be Employee Referrals, External Vendors and Advertisements.
 As a policy TeamLease does not encourage hiring of relatives in reporting relation-ships or
within the same departments.
Sourcing:
All candidates are to be selected on the following parameters:
 Job knowledge / Technical skills
 Attitude

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 Experience
 Educational background
 Career focus
 Communication skills
 Personality
The shortlisted candidate’s resume is shared with the respective Hiring Managers. The Hiring Managers
evaluates the candidate and takes him/her through assessments as applicable.
If the candidate clears all assessments/ interviews and found good to be hired, the candidate profile is
passed on to HR for HR Validation and Offer Roll out. The HR Validation would include
 Internal Parity Check in terms of Compensation & Role
 Education & Prior Experience Validation
 Adherence to the Hiring Process
The selected will go through the Background Verification Process if, found necessary and an offer will be
rolled out
Offer Rollout:
 An offer is made to the selected candidate and the soft copy of the Offer is e-mailed to the
candidate. The Candidate on receipt of the offer letter confirms his/her offer acceptance,
adherence to company policies and the date of joining mentioned on the Offer letter. The
candidate is expected to furnish all documents required at the time of joining as detailed in the
offer letter.
1.3 Equal Opportunities

In order to manage our people openly, honestly, fairly and develop a bond of trust we plan to adopt the
following measures:
Ensure that at all times, in every aspect of employment, including recruitment, training and
development, everybody receives the same treatment without discrimination based on creed, marital
status, gender or religion.
Implement procedures for effectively resolving any complaints relating to alleged discrimination.
Ensure that all personnel and line managers responsible for making employment decisions understand
the essence of providing equal opportunities at work.
1.4 References Check

We will only employ individuals who meet our job requirements and have a proven track record of
achievement and reliability in their former jobs.
Make all offers of employment conditional upon the receipt of satisfactory references.
Ensure that references are held in complete confidentiality and are only revealed to an employee if
consent is gained in writing from the referee.
Conduct reference checks with consent of the employee and based on data furnished by him/her.
Unsatisfactory references:
TeamLease will initiate suitable action (including termination of employment) against anyone with
unsatisfactory references.
But this will be carried out ONLY after:
Assessing the facts given and questioning the reasons for the unsatisfactory reference.
Comparing these with the reasons for leaving given at the time of interview

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Assessing the employee’s work performance and general attitude to date and determine whether the
comments made by the referee are likely to affect the current job being offered.
1.5 Contractual Employees

Sometimes there is a need to take on temporary employees to cover exigencies of work.
The engagement will be administered by the terms and conditions specified as per the contract
agreement letters between both parties.
1.6 Employee Referral Program:

The objective of the program is to encourage employees to refer eligible individuals for open positions in
the company and reward employees making successful referrals.
Eligibility:
All active employees shall be eligible for a referral bonus if any individual they refer to the company is
hired. However the following policy shall not be applicable to the employees of the following groups:
 Human Resources Team
 Sourcing Team & Perm IT
 TeamLease Leadership Team
 Respective Hiring Manager & All Managers
Procedure:
Recruitment team shall notify employees of vacant positions internally.
Employees to send in the referral’s CVs to employeereferral@teamlease.com for TeamLease positions

and referrals@iijt.net for IIJT positions with the respective Job Role as the subject line [Employees are
required to check with the candidate whether they have already applied to the Company directly or
through some other source to avoid duplication of profiles.]
Referrals to clearly mention or specify the employee’s name and E code at the interview stage and while
completing his/her joining formalities.
Referral Bonus and Payout:

Once the referral completes 3 months with TeamLease or IIJT, respective employee needs to follow up
with HR for referral payout.
The referral payout will be made only if the thread/chain/trail mail of the communication exists in the
employeereferral@teamlease.com inbox
Organization Job Role Incentive Amount (Rs)

Manager, Sr. Manager, Group Lead, Regional Manager, BPI
TeamLease 5,000
Specialist, Zonal Head, Project Lead
Assistant Manager, Team Lead, Software Engineer, Testing Engineer,
TeamLease Sr. Tester, Account Lead, Sr. Business Analyst, Sr. Software Engineer, 4,000
Sr. Career Consultant, Sr. Executive.

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Executive, Coordinator, Trainee Software Engineer, Associate

Consultant, Consultant, MIS Specialist, Career Consultant, Business 3,000
TeamLease
Analyst, FOS Executives, Jr. Executives.
IIJT Centre Manger, Regional Manager, Functional Manager 5,000
Counsellor, Centre Marketing Manager, Centre Marketing In charge,
Franchise Support Manager, Placement Officer, Front Office
IIJT 2,500
Coordinator, Full time Trainer and other Functional Assistant
Managers
IIJT Part time Trainer, Business Development Executive, Promoter 1,000
This policy will be amended periodically depending on market conditions for different categories of
roles.
1.7 Joining Formalities

On joining you are requested to furnish the following documents as required:
1. Copy of proof justifying the date of birth (Birth Certificate, Election ID card, SSLC marks sheet,
etc.).
2. Copies of educational qualifications (including marks sheets from SSLC/SSC till the highest
qualification).
3. Copy of relieving letter of all previous employers.
4. Documents showing the proof of the compensation last drawn
(Salary slips of last 3 months)
5. Photo ID proof (PAN Card/Election ID card/Driving License, etc).
6. Three recent passport size photographs.
1.8 Probation
Employees of TeamLease between work levels 1 to 5 will have a mandatory probation period for six
months from the date of joining and confirmation will be subject to satisfactory completion of the
probation period. The Company reserves the right to extend the probation period by a further period of
up to 6 months. Your services shall be confirmed at the end of the probation period, unless extended in
writing. During the probation period your employment is terminable by either party by giving 7 days’
notice
1.9 Internal Job Posting
The Internal Job Posting is a process to make open positions available to eligible employees in the
organization as a means to provide career and growth opportunities. It also enables TeamLease to give
employees first consideration for positions of a developmental or promotional nature, provided the
applicants meet the minimum criteria of qualifications and experience for the job. Internal job
placements based on internal job postings could include lateral movements for employees who wish to
grow in other domains to improve their skills or promotional opportunities.

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Job Postings
o Employees can only be hired into a new/replacement position against open & approved
requisitions.
o All jobs are posted internally on the intranet for a minimum of seven calendar days before being
posted externally.
o All Internal Job Postings would be posted and communicated by HR
Eligibility Criteria:
All employees of TeamLease are eligible to apply provided they conform to the following criteria:
o Completed probation period and employed with TeamLease for a minimum period of 12 months.
o Employee should have been in the current position for at least 12 months.
o For certain specialized or higher level jobs, employee should have been in the current position
for at least 24 months which would be communicated at the time of job posting.
o The employee is expected to keep his/her line manager informed while applying for the Job.
o The employee should not be under any performance improvement plan while applying for the IJP
o The employee should not have received any memo/warning letter in the last six months of his
tenure prior to applying for the IJP.
o An employee may not be considered if he/she cannot be released due to a critical job assignment
o “Blocking” an internal movement is not permitted if all eligibility criteria are met by the
employee.
o The employee should apply for the IJP within the time lines mentioned in the Job Posting.
Please note it is expected that the current line manager would not discourage the internal movement
of a candidate who is selected and offered a job through the IJP, except in the case of a risk of business
disruption or other valid exigency. In the later case, a decision to block a move needs to be taken
between the Functional Head and HR and also communicated to the candidate in presence of their
respective line Manager.
Application Process:
1. Employee identifies a potential position they are interested in applying for.

2. Employee ensures that he/ she ‘fulfills all the eligibility criteria’ prior to applying for an internal
job posting.
3. Employee discusses potential transfer with his current line manager and gets his ‘consent’ prior
to applying to any internal job posting.
4. Employee submits a completed Internal Application Form to the Hiring Manager with a copy to
HR.
5. The Hiring Manager and HR reviews all internal applications and shortlists application for an
interview if found acceptable.
6. The hiring manager may ask for copies of the employee’s last two performance evaluations and
other documentation as appropriate for review.
7. If the candidate is selected, the hiring manager informs HR on the selection.
8. HR works with the hiring manager to determine the level and the offer for the move.
9. The level will be based on the open and approved requisition, which would be a lateral/vertical
and one level up positions.

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10. If it is a lateral move and the employee is moving to the new position at the same level, the
move will be on the same salary terms and no change in compensation.
11. If the move is to a next level, the increase in CTC will be fixed and communicated by HR.
Posting Time, Recruitment Process and Feedback:
 As in the case of external hiring, the Hiring Manager is responsible for preparing the Job
Description Template. Once prepared HR will post the requirement through the intranet or
email.
 The shortlisted candidates would be informed by the HR or Current Line Managers at least 24
hrs in advance of the interview.
 The selection process would include formal competency assessment and reference checking
from current Managers
 Only candidates who reach the final round of interview would be given one to one feedback on
their performance by the interview or involved in the selection process.
 The IJP interviews are to be conducted only by the Interview Panel decided and agreed by HR
and Functional Head of the respective departments.
 The selection process would vary depending on the complexity of the role the IJP is posted for.
 The candidature of applicants would be communicated after each stage of selection process.
 The sending and receiving managers are expected to work together on the employee transition
to the new role in a timeframe that is reasonable to both departments.
 Once the successful candidate has been selected the Hiring and the Releasing Manager will
jointly agree on a “notice period”, this would be restricted to not more than 30 Days.
 The respective hiring Manger may refer an outside resource, only after expiration of the
Internal Hiring deadlines provided suitable candidates are not identified through IJP.
Please note that the Internal Job posting is applicable only for Lateral movements and movements
that are one level upwards.
1.10 Employee Rehire Policy
1.0 Objective:
1.1 To ensure a structured and standardized process while rehiring former TeamLease employees.
Former TeamLease employees are considered as a valuable resource and can save time and cost in
orientation and training.
1.2 Former TeamLease employees can be considered for rehire after the reason for separation,
performance during their previous employment, and intervening work history are carefully examined
and found to be satisfactory.
1.3 Reemployment at Teamlease is a privilege, not an entitlement, and is at the Company’s sole
discretion. Proper documentation of performance and reason for leaving must be accurate so that
Talent Acquisition has relevant information when making rehire decisions.

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2.0 Eligibility:
2.1 The Rehire policy is applicable only to former employees who have separated from the organization
on a good note and if their exit is Green. The exit will be recorded as green only if:
 The full notice period was served as per the employment agreement
 The employee was not asked to leave due to performance concerns
 The employee was not asked to leave due any behavioral or integrity concerns
2.2 The minimum wait period for someone to be rehired should be at least 45 days. (i.e time between
the last working day & rejoining date)
2.3 If someone is hired back within a 3 month’s timeline then he/ she will be rehired at the same Job
Level and CTC
2.4 If the rehire happens after one or more annual appraisal cycles then the Job Level and CTC can be
fixed as per competency and experience gathered.
3.0 Process:
3.1 The former employee is referred by the respective hiring manager or he / she directly approaches
Teamlease seeking a job opportunity.
3.2 The hiring manager/former employee forwards the updated CV to HR for verification of previous
employment details with TL. The verification process will include:
 Check on tenure (DOJ and DOL)

 Exit (red/green)
 Feedback from previous Managers
 Designation & CTC
3.3 If the previous employment verification is positive then the employee can be considered to be
rehired.
3.4 Continuity of service and statutory benefits for the re-hired employees will be reviewed and
considered on a case to case basis but only if the former employee’s final settlement is still pending.
2.0 Terms of Employment

To ensure that TeamLease continues to be regarded as a quality employer who attracts, motivates and
retains the best people, we recognise the need to offer attractive and competitive terms and conditions
of employment that also fulfill our legal obligations.
We are committed to:

 Remain flexible and competitive by regularly reviewing our terms of employment within the
context of the changing market, legal requirements, terms and conditions offered by other
organizations.
 Ensure that all changes to ‘terms and conditions’ are communicated.
 Operate fair procedures when faced with the need to change ‘terms and conditions’.

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2.1 Change in terms and conditions

In a dynamic organization change is inevitable. We want to ensure:
 We treat all our employees fairly if there is a need to change the ‘terms and conditions’ of
employment
 Any change would be in the best interest of the employee and the organization.
2.2 Pay arrangements

We will ensure that the employee will be paid his/her salary on time. Salary will be credited to the
employee’s bank account or salary cheque shall be issued to the new joinees only for the first month
where the bank accounts are not allotted/furnished.
2.3 Components of compensation:

2.3 (i) Basic:
Nucleus of the compensation structure is a fixed component used as the base on which other
allowances or perquisites are fixed as a percentage. It is computed as 40% of Cost to Company.
2.3 (ii) House Rent Allowance

This is a fixed component of the salary calculated as 40% of the Basic for non Metro cities and 50% of
the Basic for Metro cities.
Income Tax rebate may be claimed by the employees as per existing tax laws.
2.3 (iii) Conveyance Allowance

Employees (who are not provided with company vehicle and / or company transport) will be paid a
conveyance allowance of Rs.800/- per month as below:
 Employees with the HRA component greater than or equivalent to Rs.800 will be paid Rs 800/-
as conveyance allowance
 Employees with the HRA component lesser than Rs.800 will be paid Rs 500/- as conveyance
allowance
2.3 (iv) Contribution to Provident Fund

 This is 12% of the Basic Salary.
 PF is maintained with the Teamlease Provident Fund Exempted Trust, Bangalore.
 Employee contributes an equal amount of 12% of Basic salary.
Refer to deferred benefits for more details.
2.3 (vi) Special Allowances/Work or Performance Allowance.

Any unaccounted amount not opted for or claimed under any other component could be accounted
under Special, Work or Performance Allowance. There is no restriction on the amount to be taken under
this head.
2.3 (vii) Medical Expense Reimbursement:

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For minor ailments and treatments, the company provides medical expenses reimbursement within the
permissible limits. This can be used for treatment of dependant family members of the employee. The
medical expense reimbursement also covers all domiciliary as well as hospitalization expenses, which
are not being covered under Mediclaim.
The amount towards medical expenses can be claimed from the month of joining. However, at no point
of time can the claim exceed the balance under the plan [including pro-rated amount up to the previous
month].
Medical expenses should be claimed through a medical claim voucher by supporting it with invoices /
receipts of medicines and other charges. Medical reimbursement is subject to income tax as per tax
rules (the present exemption limit under Income tax rules is Rs. 15000/- in a financial year - April to
March).
The reimbursement of medical expenses will be processed in accordance with the claims made by the
employee. Therefore employees may submit their claims pertaining to the previous year latest by the
end of January every year.
2.3 (vii) Leave Travel Allowance:

An employee can make an LTA claim based on the eligibility of LTA, as stated in the appointment
letter/salary revision letter. The amount allocated cannot be reviewed unless there is a salary revision.
For claiming LTA, a minimum of 4 consecutive days of leave is to be availed. The travel costs claimed
must be during this leave period.
All dependants’ (as defined by the IT Act) detail that travelled have to be provided.
As per the Income Tax Act, in a block of 4 years, an employee can claim exemption for 2 trips to any
place in India.
Provided:
o It is the shortest route end to end point (by any mode i.e. Air / Train / Bus)
o Airfare considered for LTA payment would be as per the national airline fares. This must be
supported along with the ticket and boarding pass.
o If an employee travels only once or does not travel at all during the block of 4 years ending 31st
December 2009, s/he can claim exemption for one additional trip in the first year of the next
block, starting January 1st2010.
o The LTA bills (for the travel undertaken prior to the end of the current block period) must be
submitted to HR by March 20th along with the IT proofs to claim tax exemption. Amount
claimed without the support of bills will be taxed accordingly and paid with April salary.
o For the purpose of reimbursement, an employee must provide the following proof of travel:
o Train ticket / bus ticket
o Copy of air ticket & boarding pass
o Self-declaration form duly filled up
Leave Travel Allowance affects every salaried employee. Given below are a few highlights on what to
expect.

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 You can get LTA only if you have applied for leave from your company and have actually
travelled. However, international travel is not valid. You must have travelled within the country.
 The entire cost of the holiday is not covered. Only the travel costs are covered. So, whether you
fly, get on to a train or take public transport, you will have to show the ticket to claim your LTA.
This means you will need to keep your air, rail or public transport ticket. In case of air travel, you
will also have to provide your boarding pass.
 If you travel by car/taxi, an LTA claim is permitted provided the amount does not exceed the
equivalent of I A/c train fare for the route. If you did not use public transport and resorted to
private transport like renting a car, get a bill issued by the rental company.
 LTA covers travel for yourself and your family. Family, in this case, includes yourself, parents,
siblings dependent on you, spouse (even if your spouse is working) and children.
 For children born after October 1, 1998, the exemption is restricted to only two surviving
children (unless, of course, one birth has resulted in multiple children like twins and triplets).
 If your family travels without you, no LTA can be claimed. You have to make the trip, either by
yourself or, if claiming for your family, you should travel with them.
 LTA is not related to when you started your employment. The government fixes blocks of years.
These blocks are not financial years (April 1 to March 31); they are calendar years (January 1 to
December 31).
 The current block is not calculated with reference to the commencement of your employment
but it is predefined by law. The current block is 2010-13 i.e. 1st January 2010 to 31st December
2013. However, LTA claims for the current block need to be claimed by 20th March 2013.
 During any block, a person is entitled to two LTA claims. Though you can claim two journeys in a
block of four years, you can claim the LTA benefit just once in a year. You cannot claim both the
journeys in one year. So, while a person can get an income tax exemption for two journeys in a
block of four calendar years, he can make a trip only once a year.
 If you make two trips in a year, you lose one. One way out is to claim one and make your spouse
claim the other.
 One LTA exemption can be brought forward and claimed in the first year of the next block
provided you have not used both during the previous block.
 Let's say you do not take your LTA in 2010-13. Or that you use only one LTA. You will be able to
take the pending LTA in 2014. This means that, in the 2014-2017 blocks, you will be totally
entitled to three journeys.
 If you switch jobs, you can get the LTA not only from your present organisation but also from
your former employer, if the concession is unutilised.

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 Assume that, in the 2010-13 block, you claimed LTA in 2011. In 2012, you switched jobs. You can
still claim your second journey with TeamLease. Of course, TeamLease will ask to look at your
earlier tax returns to see whether it has been claimed or not.
 You must take the shortest route to your destination to be eligible for LTA.
 If your LTA is not utilised, it gets added to your salary as Special Allowance and you will be taxed
on it.
 For example: Let's say you and your spouse are both employed and both have LTA as part of the
salary package. Your LTA is Rs 20,000 and hers is Rs 20,000 too:
o Both of you and your child go for a holiday. The tickets for the three of you amount to
Rs 15,000. You supply the tickets as part of your LTA claim and be eligible for a tax
deduction; the balance Rs 5,000 will be taxed. You can claim exemption only to the tune
of your expenditure.
o If you claim this, your spouse will not be able to claim this same holiday from her
employer. His/ Her Rs 20,000 will be taxed. Unless, of course, you go for another holiday
and he/ she claims it.
o Or, let's say, you spend Rs 30,000 on tickets but your LTA is just Rs 20,000. You can claim
up to Rs 20,000 and tell your spouse to claim his/ her ticket from his/ her employer.
2.4 Deductions from Salary:

Income Tax, Professional Tax, Employee’s and Company’s Contributions towards Provident Fund,
Employee’s State Insurance and all other statutory deductions, which may be applicable from time to
time will be deducted from the salary each month. The amounts deducted will be shown on their pay-
slip.
2.5 Working Hours and Holidays

2.5 (i) Hours of Work
Work timings reflect business requirements.
We will follow a combination of five and six day weeks and the regular work day will be 9 hours
[inclusive of two 15-minute breaks for tea / coffee and one 30-minute break for lunch] The weekly-off
days would be Saturday and Sunday. However, the weekly-off days and shift timings may vary in
accordance with the operational requirements.
The General Shift timings are 9.00 AM to 6.00 PM.
The concerned manager will decide appropriate shift timings.
2.5(ii) Flexible Working Hours

Depending on job requirements and special circumstances, there may be a need for flexibility in timings.
The concerned manager and employee will work out mutually agreeable schedules.

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2.5(iii) Working during Holidays and Weekly-off days

Due to business exigencies, employees may be required to work on holidays or on weekly-off days.
Employees working on holidays / weekly-off days will be eligible for one day compensatory off.
However, working on holidays / weekly-off day should have prior consent of the Manager. The leave
system needs to be utilised for this purpose and Manager’s concurrence needs to be obtained for
availing the Compensatory-Off.
2.5(iv) Compensatory Off

Employees who work on weekly offs and holidays are eligible to avail compensatory offs. The following
conditions apply:
 On prior approval from the respective TL/Manager or Functional Head

 Compensatory Offs should be taken within 4 weeks of working on a holiday
 Not more than 2 compensatory off days can be taken in a month
 No monetary compensation will be provided for working on a holiday
2.6 Attendance and Leaves

The Attendance Bio-metric system will be under the control and supervision of the Administration
Department. For the purpose of calculation of holidays in the month, all weekly-off days and any Public
holiday / holidays falling on days between Mondays to Friday (both days inclusive) will be calculated as
holidays to be rostered for all employees.
It is mandatory that every employee marks his/her attendance upon arrival and exit on a daily basis
through the Attendance Bio-metric system installed in all offices. There shall be a 15 minutes ‘grace’
login period permissible to employees working in all shifts to support any contingencies. However for
every three days that an employee is late in a calendar month, a half day leave will be deducted from
the employee’s leave balance. The Leave deductions will be first towards Sick/Casual leave and then
towards Privilege Leaves. If the employee does not have leave credit, this will be treated as loss of pay.
Unless they are on approved tour or have gone for an official meeting with prior permission/ approval
by the reporting manager.
2.6 (i) Electronic Attendance and Time Recording System

Accurate reporting of attendance and working hours is a legal requirement. It is also an important
element of accurate accounting practice. Since payment of salary is dependent on this, it is in the
employee’s interest to ensure accurate recording of attendance and working hours by using the Bio-
metric device or the muster roll.
2.6(ii) Authorised absence

Employee’s absence from work with prior approval of the Manager is known as “Authorised absence”.
Authorised absence from work helps smooth running of the operations of the department since it allows
the Manager to plan the required manpower and also schedule work accordingly. Therefore, under
normal circumstances, employees are expected to obtain prior approval of their absence.

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2.6(iii)Unauthorized Absence
Employee’s absence from work without prior approval of leave or without any communication to the
manager, would amount to Unauthorised Absence from work. Employee will not be eligible to receive
any salary for the period of Unauthorised Absence. Apart from not being paid for the period of
Unauthorized Absence, the employee will also make himself liable for disciplinary action as deemed fit
by the Company.
2.6(iv) Leaves
Every employee is entitled to a maximum of 30 days of leave in a financial year (Apr-Mar). Employees
joining after 1st April of a given year will be credited a proportionate number of days of leave.
30 days of leave per year is bifurcated as follows:

Sl. No. Type of leave No. of days Clause
1 Sick Leave (SL)/Casual Leave (CL) 15 Lapses at end of Leave Year
Carry Forward of 30 days

2 Privileged Leave (PL) 15
permissible to next Leave Year
2.6(v) Casual Leave/ Sick Leave
 Casual and Sick leave are clubbed together under one head. Employees are eligible for 15 days
of such combined leave, in a financial year. Employees joining after April 1st will be eligible for
leave on pro-rata basis.
 Sick and Casual leaves will be accrued, in advance, on a quarterly basis. The leave for the quarter
will be credited on the first day of the quarter.
 Leave shall be availed with the prior approval of the Manager
 If an employee is sick, and wants to avail of sick leave, he needs to ensure his manager is
informed.
 Unutilized casual or sick leave as on 31st March will automatically lapse.
 Casual Leave may be availed by combining with weekly-off days or with National and Festival
Holidays
2.6(vi) Privileged Leave/PL

 Employee will be eligible for 15 days of Privileged leave in a Financial Year. Employees joining
the organization will accrue Privileged leave on a pro-rated basis
 Privileged leave will be accrued, in advance, on a quarterly basis. The leave for the quarter will
be credited on the first day of the quarter.
 New joinees will be credited PL on pro-rata basis on completion of 6 months
 Leave may be availed with the prior approval of the manager

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 Holidays and weekends falling within the period during which the Privileged Leave is availed, are
not considered as part of the leave. Eg., I avail leave starting from Wed, Aug 10, 2011 up to and
including Wed 17 Aug, 2011. Sat (13/8), Sun (14/8) and Independence Day (15/8) are not
considered as Leave. The Leave availed for the period would be therefore 5 days.
 A maximum of 30 days can be accrued at any point of time
 Any Privileged Leave in excess of 30 days will have to be availed or will automatically lapse by
the end of the financial leave calendar (31st Mar)
 Privileged leave may be availed along with casual leave/sick leave/maternity
leave/National/Festival Holidays
 On cessation/separation of employment the unavailed privileged leaves balance will be en-
cashed and paid along with the final settlement of the employee.
 The unavailed privileged leave balances can be adjusted against the shortfall of notice period if
the employee request for early release with the approval of the reporting manager / SBU head
under notification to HR.
 Employees who have submitted their resignation are not eligible to take leave during their
notice period. Any leave taken during this period will automatically be treated as loss of pay.
 Leave will only be granted at the sole discretion of the SBU Heads for exceptional cases, in view
of exigencies of the Company's work from time to time. The Reporting Manager will have full
discretion to refuse, revoke or curtail leave based on the merits of each case.
 All employees are required to apply for leave in advance to prevent any inconvenience to the
operations. All employees are expected to plan their leave (unless due to sickness or
emergencies).
 All employees are expected to strictly adhere to their leave schedule, as approved by the
Reporting Manager.
 Half day calculation: Half day break for availing leave may be considered as first half 9.00am -
1.30 pm, second half 1.30pm – 6:00 pm
 Employees working on shift timings accounting less than nine hours shall not be eligible for half
day leaves.
2.6(vii) Maternity Leave

Women employees will be eligible for maternity benefits in accordance with the Maternity Act.
Employees who have worked for 80 days with TeamLease in the preceding 12 months are entitled for
Maternity leaves of up to 12 calendar weeks (84 days including weekends and public holidays) on full
pay.
 Maternity Leave can be availed 6 weeks prior to the delivery date
 In case of miscarriages, a woman employee is entitled to a upper limit of 6 weeks leave
depending on the medication advised by the doctor/ practitioner.
 Maternity Leave can be availed for a maximum of 2 children only
 In all the above case women employee is entitled for full salary
 Maternity benefit will not be applicable for a third child, while the first two children are living
 No Maternity benefits shall be provided in case of voluntary termination of pregnancy
2.6(viii) Paternity Leave

 Male employees are entitled to Paternity Leave for a maximum of 3 days per child in the week
preceding or following the birth.

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 It can be availed with the approval of the Manager

 This benefit is restricted to a maximum of two children only.
Exceptions to the leave policy

 All leave except leave arising out of illness or emergencies must be applied for in advance.
Such normal leave exceeding 4 calendar days must be applied for at least 7 calendar days in
advance of the leave period. Unanticipated leave must be telephonically intimated to the
immediate supervisor and in their absence to the Reporting Manager at the earliest on the
day of leave.
Loss of Pay - Salary
Terms and Conditions:
The policy shall be applicable by default on the following conditions/ situations:
 An employee may apply for leave on Loss of Pay (LOP) in certain exigent circumstances where
the employee has completely utilized/ exhausted their eligible Sick/ Casual and
Privilege/Maternity leave balances as of the particular leave quarter during the leave year
 The exigent circumstances will include the following:
o Illness or an accident to the employee or an immediate family member
o Examination or study leave
o Any natural disaster or calamity or strike which will prevent the employee from
attending the office
 The employee seeking to take leave on LOP must immediately inform and take approval from
the reporting manager and should inform HR
 Leave on LOP will be allowed up to a maximum of 30 days
 No leave on LOP is permissible where the employee is serving the notice period.
2.7 Career Mobility and Transfer

Transfer is an integral part of the employment contract and will be used to meet exigencies of work.
Every employee shall be liable to be transferred from one place to other, from one department to
another or to work in the sister concern whether located in the same place or elsewhere either existing
at the time of these rules come into force or comes into existence and is set up in future provided that
such transfer does not entail reduction in total emoluments. Management may depute any employee
for outstation duty in connection with the work or business of TeamLease and its clients with proper
notice.
3.0 Company Asset Policy

Computer equipment and software will be provided to enable employees and, where necessary, third-
parties to satisfactorily perform their duties but these assets should be subject to secure control at all
times. This is necessary to protect against accidental or intentional loss, unauthorised manipulation, or
unauthorised disclosure of information, both within the group and externally.

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Accordingly, measures will be taken to ensure that protection of equipment and information is upheld.
This has resulted in the assignment of accountabilities that are set out below. Weaknesses in
information security can expose any company to significant business risks and therefore failure to
comply at all times with these obligations may result in disciplinary action.
3.1 Mobile Phone Reimbursement Policy

To facilitate communication by providing mobile phone expense reimbursements to employees who are
authorised, subject to it being deemed necessary for an employee to use a mobile phone towards
business communication, mobile phone bills are reimbursed as per the limits set according to employee
grades. Approval for eligibility is given by the functional head. Employees would be only eligible for the
call bill amount. Handset costs would not be reimbursed. The limits are;
Jr. Executives / Executives / Sr. Executives : Rs. 500/- per month

Team Leads / Assistant Managers : Rs. 750/- per month
Manager / Sr. Manager : Rs.1250/- per month
AGM/DGM / General Manager : Rs.1750/- per month
Reimbursement Claim Process:

Employees would apply through the intranet and provide supporting bills towards mobile phone
reimbursements every month. They would be reimbursed as per the eligibility for the grade or the
actual bill amount, whichever is lower.
Note: Only Post Paid connections with valid bills issued by the service providers in the name of
employees shall be applicable/ eligible for claiming the reimbursements. No arrears claims beyond 2
months shall be applicable for the payouts.
3.2 Data Card Reimbursement:

Eligibility: Specific to the requirements of the job, nature of responsibilities, frequency of travel of the
concerned employee and in furtherance of company business the company may provide a Data card to
certain employees.
The maximum download permissible limit is 1GB, anything beyond the permissible limit shall be charged
to the user and deducted via their monthly salary.
In case the member needs to be given the download access beyond 1GB an approval from the SBU head
would be required.
3.3 Laptop Computer
3.3 (i) Eligibility

Specific to the requirements of the job, nature of responsibilities, frequency of travel of the concerned
employee and in furtherance of company business the company may provide laptops to certain
employees.
3.3(ii) Software:

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Employees using laptops will ensure that only TEAMLEASE SERVICES PRIVATE LIMITED authorized
software is utilized and loaded in the laptops.
3.3(iii) Loss of laptop

Employee provided with a laptop will be responsible for its safe-keeping. In case of loss of laptop, the
concerned employee will:
(a)Inform the Administration Department about the loss immediately.
(b)Employee will register a FIR with the Police and complete the necessary insurance formalities with
the IT and the Finance teams along with a copy of the FIR, which will follow up for the insurance claim.
3.3 (iv) Repair and Maintenance:

In case the laptop does not function the way it should, the employee may hand over the same to the IT
Infrastructure Department for rectification.
4.0 Learning & Development

TEAMLEASE recognises that its people are the key to our future success. Through in depth functional
training programs and performance management processes TEAMLEASE aims to ensure that all
employees know what is expected of them and possess the necessary skills, knowledge, values and
experience to achieve the highest level of performance of which they are capable. Wherever possible,
TEAMLEASE will also provide development opportunities, such as study for additional certification,
project related work and undertaking other development oriented roles.
4.1 Induction
It is necessary for all TeamLease employees to be familiar with the organization, its culture, values and
business goals. In order to achieve this, each SBU/ Department has a specifically structured induction
program to ensure the new recruits clearly understand the organization as well as the
roles/responsibilities and job functions. Elements of this program involve going through an interactive
induction which gives an overview of the other SBUs and departments as well.
4.2 Functional Training

TEAMLEASE has functional trainers across SBUs who roll out specifically designed, SBU related training
content every month. These functional trainers are carefully selected from within the SBU based on
their work knowledge, performance, experience and aptitude. They are then taken through a Train the
Trainer program to provide the skills required to convert knowledge into learning for the trainees.
Basic training is carried out over the first 3 months of an employee’s tenure with the organization
through instructor led training (ILT) sessions and self learning methodologies. Employees have access to
training content at their own convenience on an internal network similar to an intranet.
Based on the requirement, Intermediate and Advanced training programs are carried out by either
internal or external faculty.
4.3 Soft Skills/ Behavioural Training

Our objective is for all employees to go through a minimum of 4 days of soft
skills/behavioral/management development training per year. This will be apart from
functional/process/technical training which will be planned and delivered by the respective

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SBU’s/Functions. For employees joining during the year, the number of training days will be adjusted pro
rata.
Based on the tenure in the organization, Development Programs have been created for all employees.
These are designed from an overall growth point of view both professionally and personally. Apart from
the Development Programs which are recurring in nature, specifically designed soft skills programs
relevant to the SBU and requirement are rolled out by using either internal or external training faculty.
These programs may be a part of the beginner, intermediate or advanced training.
5.0 Performance Management

Performance Management is the systematic approach for planning, implementing, reviewing and
evaluating the performance of each employee in an organization with a view to achieving organizational
goals and employee development.
5.1 Performance Management

To support our people to succeed through clear KRA’s or accountabilities, ongoing support, personal
development and recognition of achievements
Applicability & Time Lines:

The Performance Development routine applies to all full time permanent staff at TeamLease.
The cycle is from April to March.
6.0 Deferred Benefits

To encourage employees to have minimum savings, to ensure that employees receive a lump sum
payment upon retirement or death or separation from the company, and to provide additional benefits
to the employees by way of round-the clock risk coverage, TeamLease has widely known Provident
Fund, Gratuity, Life Insurance and Personal Accident Insurance, Employee Deposit Linked Insurance
applicable for all the employees.
6.1 Provident Fund

Withdrawal benefit:
A member can withdraw the entire amount that is in his fund in any of the following cases:

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(a) On attaining retirement age

(b) Retirement due to incapacity
(c) Migration for permanent settlement abroad
(d) Transfer to an organization not covered under the act
Non-Refundable PF Loans:
(a) Purchase of real estate
(b) Housing loan repayment
(c) Marriage loans - self/daughter/son/sister/brother
(d) Children's education
Nominations:
The member has to fill out a nomination form (Form 2-revised) specifying details of nominees. The
nominee receives the benefits under the act in the event of the member's death. The nominee has to be
a family member. The Act defines 'Family' as: spouse, children, dependent parents (in-laws in case of
female employees) and deceased son's widow and children.
Forms:
Nomination and Declaration Form 2 (Revised)
Declaration of membership Form 11
Transfer of PF and Pension Form 13
Withdrawal of PF Form 19
Withdrawal of Pension Form 10 C
6.2 Gratuity
6.2(i) All employees are covered under the Company’s Group Gratuity Scheme.
As per the Payment of Gratuity Act, gratuity is payable to an employee on separation from employment
only after completing five years (4 years and 240 days in the preceding 12 months) of service or more.
Salary for the purpose of computing gratuity will be the last drawn Basic salary.
Gratuity is not payable if the employee is terminated on grounds of misconduct, delinquency, etc., as
provided in the Act.
Calculation: Last Drawn Monthly Basic Salary X 15 (half month’s salary) X (Number of years of service)
26 (No of working days in a month)
6.2 (ii) Notional gratuity in the Event of Death:

In the unfortunate event of death of an employee while in employment, notional gratuity on the basis of
last drawn basic salary is paid. Provided the employee has served a minimum continuous service for 1
year.
6.2 (iii) Forms:

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Form F is used to declare nominees who receive the Gratuity amount in case of employee's death.
6.3 Medical Insurance

o This is a yearly policy between July-June of the subsequent year
o This is an additional benefit provided by the Company and is in addition to the employee’s CTC.
6.3 (i) The Mediclaim Policy:

1. The Group Mediclaim Policy covers the employee. (GMC) for self 20k and GPA – 1lac for (Group
Personal Accidental Coverage) - Non Floater Coverage
2. The policy also has the provision for including the immediate family members of the employees
as (Spouse+ Two Children & Parents) by paying the additional premium for the dependents as
per the slabs applicable for each year under the Floater Coverage, The additional premium shall
be calculated based on the age of the dependents each year and insurance variables. The
additional premium shall be deducted three equal instalments along with the payroll of July -
September every year (Policy renewal period), subsequently the first three months for new
joinees
3. New joiners can share their options/ slabs by sending a mail communication to
hr@teamlease.com before one month from their date of joining.
Additional premium slab for 2012-13
Premium Per annum
Option I - Floater with parental

cover
Particulars Coverage - GMC with FLOATER 0-25 26-35 36-45 46-55 56-60 61-65
GMC cover 1+5 ( Self + spouse + first 2 kids +

Option A GMC 1 LAC + GPA 5 Lac 3,392 4,071 4,479 5,151 5,823 5,903
parents)
Option B GMC 3 LAC + GPA 5 Lac GMC cover 1+5 ( Self + spouse + 2 kids + parents) 6,194 7,162 8,132 8,945 9,840 10,653
Premium Per annum
Option II Floater without parental

Coverage 0-25 26-35 36-45 46-55 56-60 61-65
cover
Option A GMC 1 lac + GPA 5 lacs GMC cover 1+3 ( Self + spouse + first 2 kids ) 1,965 2,003 2,138 2,864 3,113 3,604
4. The details of the additional premium gets shared by the HR/Insurance team every year during
the time of renewal to employees
5. All pre-existing diseases are covered under the policy. Any disease arising out of deficiency / by
birth (congenital) will not be considered as Pre-Existing.
6. The current Insurance Company (United India Insurance Company) has tied-up with a service
provider (Group Health Management and TPA Services (P) Ltd). GHPL has an arrangement with

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several hospitals across India termed as network hospitals, where those covered under the
policy can avail of cashless service. The service provider will act as the interface between the
employee and the hospital and get the hospital bills cleared, subject to the stipulated criteria,
eligibility etc. Incase of member hospitalised / availing treatment in a non network hospitals the
incurred bill can be claimed through the reimbursement process mentioned below as per the
eligible amount.
7. Employees covered under medical insurance will be provided with a Health card reference
number by the TPA to avail the hospitalization benefits.
Terminology used:
8. Family – self, spouse, two dependent children & Parents (Floater Policy)
9. Self (Non-Floater Policy)
10. Siblings are NOT covered in the policy.
11. Hospitalization – requirement to stay in the hospital for 24 hours or more for any medical
procedure/treatment.
12. Exceptions being - Dialysis, Chemotherapy, Radiotherapy, Eye Surgery (Cataract), Lithotripsy
(kidney stone removal), D & C, Tonsillectomy, Angiography & Treatments of fractures/
dislocations excluding hair-line fractures.
13. Pre- hospitalization & Post-hospitalization expenses are covered
14. Pre-Hospitalization- Relevant medical expenses- 30 days prior to the admission
15. Post-hospitalization- Relevant medical expenses- 60 days from the day of discharge
6.3(ii) PROCEDURE FOR CLAIMS UNDER MEDICAL INSURANCE SCHEME

(Non Network Hospitalisation Reimbursement)
 Intimation of the claim should be given to the service provider within 7 days from date of
discharge.
 The insurance company requires the following documents in originals, if the employee opts to
use a non network hospital.
- Claim form duly filled (available in ghpl website)
- Original Hospital bills / Payment receipts
- Discharge certificate/card
- Original investigation reports
- Original Bills & Receipts for Investigations along with Doctor’s Prescriptions
- Original Bills of Pharmacy, Lab, along with corresponding original prescription duly
endorsed by the treating Doctor
- FIR/MLC in all Medico Legal Cases (case of any accident)
- The discharge summary should clearly indicate date of admission, date of discharge,
nature of illness / surgery, doctor’s diagnosis.(Attendant Doctors / consultants /
specialists / anaesthetist’s bills, receipts and reports regarding diagnosis)
- Surgeon’s certificate stating nature of operation performed and surgeon’s bills and
receipts.
- All bills should accompany cash receipts including advance paid receipts.
- Receipt and pathological test reports from a pathologist. This must be supported by an
attending doctor / surgeon requesting such a pathological test.

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- Cash memos from the hospital / chemist(s) supported by proper prescriptions. Every bill
must have a matching prescription. In case medication is further extended from the
period mentioned in the prescription, a doctor’s note / new prescription is required.
- Where cash receipts are not computerized it is required to be stamped and duly signed
by the hospital authorities.
- Each bill must be arranged with its matching prescription.
- Submit all these documents with the filled-in form and signature.
6.3(iii) Maternity Claims:
 The insurance cover is effective from the date of joining
 The baby is covered under Group Medical scheme from Birth under floater coverage
 Treatment taken in hospital/ Nursing Home for confinement (only first 2 children, i.e, a person
will not be able to claim for third delivery even if he has not claimed for the first two deliveries).
 Maximum payable is Rs.50,000/-, irrespective of Normal or Caesarian delivery if the member has
sum insured over and above the coverage limit of 50k.
 If the member has not opted for the enhancement, then the maximum coverage shall be
restricted to 20k as part of the self coverage.
 Pre Hospitalization and Post Hospitalization expenses are not covered for Maternity Claims
 Expenses incurred in connection with voluntary medical termination of pregnancy during the
first 12 weeks from date of conception are NOT covered.
 The insured will furnish any additional information and assistance to the Insurance Company/
Service provider in the process of dealing with the claim.
6.4 Personal Accident Insurance:

 To provide financial assistance to the family of the employee in the event of following:
o Accident Death
o Permanent Total Disability
o Permanent Partial Disablement
o Temporary Total Disablement
o Medical Expenses Reimbursement
o Weekly compensation
 Covers the risk of death, injury or disablement of the insured person round the clock, arising
directly or indirectly, connected or traceable to employment or otherwise.
 Company has covered the employees under a Group Personal Accident Insurance Policy with
United India Insurance as detailed below:
o Normal coverage of 1 Lakh
o The coverage limit can extend from the normal coverage of 1 lakh to a max of 5 lakhs
however the additional premium shall be borne by the employee
6.4(i) PROCEDURE FOR CLAIMS UNDERGROUP ACCIDENTAL INSURANCE SCHEME:

 Claim form Duly filled
 Letter from HR with the employment details of the deceased employee Incase of Death
 Death Certificate
 Post-Mortem report

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 FIR
 Legal Heir Certificate
Incase of admission to hospital
 Discharge Summary
 Hospital Bill
 All investigation prescription, reports and bills
 All pharmacy prescriptions and bills
 Letter from Doctor supporting the disability along with the percentage of disability for
permanent total disability, in case of any disability claim.
 Absence of duty letter from HR, in case of weekly benefit claim
 The above list is indicative. Additional documents may be called for on a case to case basis
For further info on Mediclaim and GPA employees can contact:

TeamLease - ghpl helpdesk
Mail Id – insurance@TeamLease.com
Contact nos. 91-080-42643080
I care – www.ghpltpa.com
Help line nos 1860 425 3232
Fax -1860 425 4242
Mail Communication Reference Link:
7.0 Working Environment

7.1 Employee Records:
Employee records will be maintained by the Human Resources Department.
Employees will be required to update their mailing address within 3 days of changing the same.
Communications sent to the employee to the last known mailing address would be treated as having
being communicated to the employee.
7.2 Dress Code

It is important that employees project a professional ‘world class’ image of the company. The following
guidelines are provided for better understanding of all, and are not intended to be discriminatory.
o Male team members
The standard norm is Business Formals, which implies Formal Shirts, Trousers and Shoes. Jeans
and T-shirts are permitted on Fridays and Saturdays.
o Female team members:

Sarees, Salwars, Shirts, Trousers and Skirts shall be the normal dress code with formal footwear.
Jeans and T-shirts are permitted on Fridays and Saturdays.
7.3 Gifts from External Bodies

Receiving or giving gifts is discouraged. Employees should ensure that any acceptance of gifts is not an
inducement to buy or keep business.
7.4 Smoking at Work

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 TEAMLEASE endeavours to provide a healthy workplace for employees. All offices of TEAMLEASE
are smoke free. Smoking is strictly prohibited in all areas inside the office premises, including
toilets, pantry, corridors, landings and stairwells.
 Smoking is permitted only in the smoking zone earmarked for the purpose.
 Consumption of alcoholic beverages or any other intoxicants is strictly prohibited within the
premises of the company.
 Visitors on the premises of the company are also required to observe this rule and their host will
ensure compliance.
7.5 Grievances
We try to make every effort to ensure that our employee’s work life is trouble-free; however there may
be times when problems occur. In these situations it may be necessary for the employee to use the
‘grievance’ procedure, which provides a fair and logical way of solving problems. It is a quick process and
it is in the interest of both parties to resolve the differences amicably and quickly.
Grievances can be grouped under three heads:

 Terms and Conditions
 Discrimination and Harassment
 General
The steps involved in resolution of grievances are:

Step 1: Escalate to immediate Manager with a copy to “Business HR Manager”. Manager should resolve
the issue within 72 working hours from the date of receipt of the grievance.
Step 2: If the grievance is not resolved or the employee is not satisfied with the resolution of the
grievance, the same may be escalated to the SBU/ Department Head and also to the Head of Human
Resources.
Step 3: The Department Head and the Head of Human Resources will study the grievance and hear the
employee. They will also talk to the managers involved in the process and then communicate the final
decision to the employee. The grievance stands resolved and closed at this stage.
7.6 Disciplinary Matters

In matters of discipline, the company will ensure that the employee has been treated fairly. It is
important for the company to demonstrate that disciplinary decisions are fair and reasonable and taken
under established procedures and legal practices.
The company is committed to:
 Ensure disciplinary action is used as a last resort.
 Ensure Line Managers are fully confident in dealing with the company’s disciplinary procedures
and take ownership for the decisions taken.
 Ensure employees understand the procedures and view them as open and fair.
 Encourage Managers to treat the staff objectively and consistently.

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 Consider termination / dismissal as a last resort, when all attempts to encourage improvements
have failed or when a deliberate act of gross misconduct has been committed.
Given below is an illustrative, but not exhaustive, list of misconducts. Employee would become liable for
disciplinary action if any of the following misconduct(s) is/are committed during the course of
employment:
 Absence from work without prior sanction / beyond approval for more than three days at a
time.
 Frequent unauthorized absence from work.
 Smoking in “prohibited” areas.
 Indulging in unruly behavior.
 Misusing the facilities or company property.
 Damaging or mutilating the facilities or company property.
 Refusing to do the allotted work.
 Wilful disobedience of the reasonable instructions of the Manager.
 Using abusive or derogatory language against fellow colleagues or superiors or anyone
connected with the company business.
 Commission of any act which is subversive.
 Theft, fraud or dishonesty in connection with the Company business.
 Wilful dereliction of duty.
 Wilful negligence and carelessness in the performance of work.
 Repeated late-coming.
 Wilful misrepresentation of facts.
 Misleading employees by distorting information.
 Destroying or falsifying company records including employee pay-slips and employment offers.
 Working part-time or full time for another employer, whether for remuneration or otherwise,
while on the rolls of the Company.
 Violation of the Confidentiality and Non-disclosure agreement signed with the company.
 Unauthorized sharing of Company’s information to outsiders.
 Unauthorized sharing of confidential information with others who are not supposed to have
knowledge of the said information.
7.6 (i) Procedure for dealing with employee committing misconduct:

(a)Employees committing any form of misconduct will be dealt with in the following manner:
o If the misconduct committed is not serious in nature, the concerned Manager and HR Business
Partner will address the employee with a ‘Warning’ letter, clearly outlining the misconduct and
advising the employee to restrain from committing such or similar misconducts in future and an
entry will be made in the Personal file.
o If the misconduct committed pertains to unauthorised absence from work, the following will be
the course of action:

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o Warning letter from the immediate Manager

o Show cause / notice for disengagement of service
o Termination letter
(b)If the misconduct committed is serious in nature, the following procedures will be adopted:
 Issue a letter to the employee seeking explanation.
 If explanation is not satisfactory, form a committee consisting of the Immediate Manager, HR
Business Partner to probe the matter and submit a report. The committee would also gather
information from the concerned employee.
 Based on the outcome of the report, the Heads [of the Department and Human Resources]
would take appropriate action against the employee.
8.0. Rewards and Recognitions

8.1 Long service completion awards
In order to recognize employees who have rendered a continuous service contribution for 5 and 10
years with TeamLease - IIJT. The respective employee is eligible for the reward as below:
 A High value Wrist watch customized to company’s branding
 A plaque of appreciation
9.0 Corporate Policies

9.1 Business Ethics & Code of Conduct:
We are often asked about Business Ethics at TeamLease.
Ethics, as you are all aware, means doing the right thing, all the time, at any cost. Doing the right thing,
no matter the consequence to us. Remembering there is no right way to do the wrong thing.
Policies regarding our values & code of conduct can be found at TeamLease Intranet Portal. The path is
as follows - http://intranet.Teamlease.com/
More as a guideline, we have attempted here to capture some key points around Business Ethics at
TeamLease.
At all times:
1. We produce bills only when the expenses have been incurred by us, and only to the extent of the
actual expense. For example, if we incur an expense of Rs 800/- while travelling from office to client
place, and the policy allows the employee to claim up to Rs 1000/- on actuals, we claim Rs 800/-.
2. We produce original bills which we collect from the vendor. We should insist with the vendors to
give us bills that have all the information in full. We should avoid taking bills that carry incomplete
information and attempt to complete it by ourselves.
3. In the records we furnish to the company, we provide correct & complete information about our
previous employment, education and compensation.

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4. We avoid accepting any gifts directly or indirectly from vendors of any significant value (chocolates,
flowers are ok!) We refrain from engaging with vendors in a relationship that may prejudice a
professional assessment of the vendor's products or services.
5. In addition to our job at TeamLease, we do not engage in any activities or additional employment
which yields remuneration. We should not engage in any activity which may be in conflict with the
company's interests or can distract us from delivering our responsibilities at TeamLease.
6. The Staff is encouraged to refer their friends, family and acquaintances. They would be given a fair
chance to be assessed for jobs within TeamLease. In the same breath, we stay away from the selection
process and do not influence in any manner, their selection into jobs at TeamLease. TeamLease will hire
people on their merit.
7. We refer any media or external queries about the organisation to the HR Team. In the best interest
of the organisation, it is important that we do not speak to external media unless authorised by the
company.
8. We comply with the rule of law and TeamLease policies.
9. We are committed to the responsible use of TeamLease assets.
10. We place the interest of TeamLease, ahead of any personal interest and disclose all facts in any
situation where a potential conflict of interest may arise.
11. We will inform the concerned if, we know of any violation endangering the good interest of
TeamLease and its employees concerning unethical conduct. The Whistle Blower policy and protector
line shall be made use of as applicable.
This may sound like stating the obvious yet we thought it would be fit to clarify for the benefit of one
and all. Breach of ethics could result in disciplinary action, and a serious breach could even lead to
termination from the services of the company.
We will evaluate how we are living up to our code of conduct and business ethics by requesting
feedback on a regular basis from our employees.
9.2 Policy on Harassment Free Workplace

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Introduction
As an organization, TeamLease is committed to ensuring that the work environment at all its locations is
conducive to fair, safe and harmonious relations between employees. Discrimination and harassment of
any type is strictly prohibited. We have a good record of ensuring this culture as part of our existing
employee relation practices.
We have also ensured that no employee is disadvantaged by way of gender discrimination. We would,
however, like to now ensure that there is absolute clarity on the important and sensitive issue of sexual
harassment. This note therefore annunciates the Company’s approach to the issue of sexual harassment
and its policy for dealing with any incidence of the same.
Scope of this Policy

This policy applies to all individuals who are employed in a permanent or temporary capacity at any
business location of the Company. This policy document will be made available to all locations
associated with the Company with a clear objective to establish a similar approach in dealing with this
issue.
Definition of Issue
A broad definition of sexual harassment consists of any physical or verbal behavior and any form of
communication that has unnecessary, improper or unwelcome sexual connotations. Sexual harassment
may vary in form depending on circumstances. It may consist of, but not be limited to, any of the
following:
 Unwelcome sexual advances, requests for sexual favors, display of sexual visuals, sexual audios,
pornographic or obscene material and any other verbal or physical conduct of a sexual nature
 Transmitting any message, by mail, telephone, e-mail etc. which is obscene, lewd, suggestive or
blatantly sexual in nature
 Any explicit or implicit communication wherein a sexual favor or demand, whether by words or
actions, is made a condition for an individual’s employment, career progress, promotion etc.
thereby creating a hostile environment.
 Sexually charged jokes or remarks and behavior which have sexually oriented innuendoes
 Consistent pattern of unnecessary physical contact, staring or targeting unreasonable attention
at an individual in day to day dealings
 Any pervasive pattern of behavior which makes employees uncomfortable, insecure or feel
humiliated or disadvantaged on the basis of gender differentiation
 Actual sexual assault
As mentioned above, this is an indicative but not an exhaustive list of possible forms of sexual
harassment.
TeamLease Policy on Sexual Harassment:

The Company policy is to totally prohibit any form of sexual harassment in the way employees behave
with each other. This would also include complaints relating to instances outside of the work place. This
applies equally to relations between superior and subordinates as well as between peers. Any incident
of sexual harassment will be viewed extremely serious. A complaint or report of sexual harassment will
be immediately investigated and appropriate action will be taken against the offending employee or

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employees. Such action will depend on the nature and seriousness of the offense and will include strict
disciplinary action including termination of service.
Complaints Handling Process

The organization has established the following process to ensure that any incidence of sexual
harassment is dealt with appropriately, sensitively and expeditiously.
Internal Complaints Committee

The Organization has established an Internal Complaints Committee for Sexual Harassment consisting of
six internal members and one external member. The names of the members of this Committee and their
contact details are given below.
Sl # Name Contact Details Location

Presiding e-mail: suman@teamlease.com
1 Suman Srinidhi Bangalore
Officer Mob: +91 9731191444
e-mail: sarora@teamlease.com
2 Sonal Arora Member Delhi
Mob: +91 9810216308
e-mail: p.davuluri@iijt.net
3 P. Davuluri Member Bangalore
Mob: +91 9886066402
e-mail: padmini.vinay@iijt.net
4 Padmini Vinay Member Bangalore
Mob: +91 9880037316
e-mail: ajays@teamlease.com
5 Ajay Shah Member Mumbai
Mob: +91 9930877552
e-mail: amitava@teamlease.com
6 Amitava Ghosh Member Kolkata
Mob: +91 9731300587
Mr. Ashok Reddy, Managing Director, TeamLease, will provide all necessary support to the working of
the committee may seek the advice of any NGO or third party who it feels will be able to provide special
assistance to the Committee in dealing with such issues.
Process for dealing with incidents of sexual harassment

 Any employee who experiences sexual harassment can get in touch with any member of this
Committee whose contact details are provided above for convenient and confidential access.
Alternatively, the affected employee may approach any Location Senior Manager, SBU Head or
HR team member and such person will inform a member of the Committee immediately.
 On receipt of such a complaint, the Committee will immediately arrange to fully investigate all
relevant details of the matter. It will do so with all possible care, sensitivity and discretion in
protecting the sensibilities of the effected employee. The employee or employees, who have
allegedly committed the offence, would be given all reasonable opportunity to be heard by the
Committee.

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 The result of this investigation will be formally recorded and communicated to the Managing
Director, TeamLease, along with a recommendation for appropriate action.
 The Committee will normally complete this process and make its formal recommendation within
21 days after receiving the complaint unless there are exceptional circumstances.
 In the case of a multi locational context, one of the committee members will travel to the
location in question as is required to ascertain the facts based on which the committee would
discuss and assess the complaint in question.
 Necessary action will then be taken with regard to the offending employee or employees based
on the circumstances and seriousness of the offence.
 Where the Company is legally advised that any such incident constitutes a criminal offence, the
Company will inform the relevant authority, provide full details and request appropriate action.
If the aggrieved employee directly takes any action, against the offending employee, either civil
or criminal, the Committee, on becoming aware of such action by the aggrieved employee, shall
be entitled to, suo moto, start the internal enquiry / investigation and recommend appropriate
action.
 The Company will ensure that the career interests of the complainant are not adversely affected
by virtue of the individual having drawn attention to such an offence.
 In order to ensure that this important matter is not trivialized, any complaint, which, in the
opinion of the Committee, is blatantly false or frivolous or has been motivated by reasons that
are clearly unconnected with gender issues, would be viewed very seriously by the Company
and appropriate action taken against such complainants.
 If the Committee receives an anonymous reference related to sexual harassment, it will draw
the attention of the Location Senior Manager or SBU Head concerned with the relevant SBU or
location. The matter will be fully examined by the concerned senior management and its
conclusions and plans for necessary action will be communicated to the Committee.
SBU Heads and Location Senior Manager at all Company locations will also be expected to be sensitive
to any circumstances or behavior among their colleagues which appear to go against the Company
policy on this matter. In case they become aware of any such incidence, they will immediately inform
the head of the Committee and take appropriate action as advised.
Safety Guidelines for Women Employees at work place
In TeamLease, we believe that safety of our women employees is very important and we ensure that all
arrangements are made to create a safe, un-biased and women-friendly environment.
Some of the rules that are followed in our offices currently, with respect to the safely of all our
employees and women in particular:
No women employee is allowed to work beyond 8 pm in Bangalore and beyond 7 pm in our branches
exceptions would be an extension by 2 hours.
 If there is any extension to working hours, the employee needs to get an approval from SBU
head stating the time she would like to extend and reason with an intimation to local admin in-
charge.
 Administration in-charge to be informed about it 1 day in advance in normal cases and 2 hours
in advance to office hours in case of emergency.

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 Administration to intimate security in the office about the stay of particular employee in the
office.
 Admin department to book a cab for drop of women employees from official travel agent.
 Details of cab, driver to be registered in the register along with a photo copy of driver’s ID and a
signature need to be obtained from driver in the register.
 In case of women and men employees are getting dropped in same cab, women employee to be
dropped first and men employees last, to see women employees reach home safe.
 Women employees shall inform administration in-charge of the branch post reaching home.
 Women employees are advised to save the mobile numbers of admin in-charges, local police
station, women protection cell of police in fast dial mode in mobile phones so that they can
quickly access them in case of emergency (numbers are given below).
 In case of women employees travelling out of station early in the morning/ late evenings,
women employees to be provided drop to airport and pick up from destination airport by office
cab or official cab agency, cab driver’s name and number to be given to them in advance.
 Training on self-defense and to face emergencies will be given to women employees once in 6
months and awareness camps on emergencies are given once in 6 months.
Women help line numbers in India:
Women Help line will function round the clock on all days including holidays throughout India.
On receiving any call, action is taken as per the nature of the complaint. In cases where victim
does not want direct intervention by the police but only requires counselors by the
police/trained counselors, Helpline shall coordinate efforts by arranging resources of concerned
organisations to provide assistance to the person.
In cases where the victimized person needs immediate help/ intervention of the police i.e. in
cases of kidnapping, abduction, sexual assault, eve-teasing, molestation, attempt to murder,
attempt to commit suicide or beating by in-laws or any cognizable offence against the person,
action shall include immediate rushing of PCR vehicle and the concerned Police Station staff.
In short, in women helpline police works in co-ordination with trained counselors and NGOs to
provide immediate help to women/children as per the conditions & action required.
All employees are advised to take a copy of the below numbers and keep it in an easy accessible
place. Also store your local helpline number, local police station number and an emergency
contact in fast dial mode in your cell.
Women Helpline Numbers Across India
1. Andhra Pradesh: 2. Bihar:

• Women Helpline Centre - 18003456247 / 0612-2320047 /
• National Commission for Women - 011-13237166 2214318
• Women Protection Cell - 040-23320539

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• Women Police Station - 040-27853508 4. Delhi:

• AP Women’s network - 040-27014394 • National Commission for Women - 23237166, 23234918
• Delhi Commission for Women - 23379181, 23370597
3. Chandigarh: • Women Protection Cell - 24673366/4156/ 7699
• Women Helpline Number - 2741900, 1091 • Central Social Welfare Board - 1091/ 1291(011)23317004
• Samvad - (0172) 2546389
6. Gujarat:
5. Haryana: • Women Helpline -1091
• Women and Child Helpline - 0124-2335100 • Ahmadabad Women’s Action Group - 27470036
• Helpline for Women in Distress - 9911599100 • Self Employed Women’s Association - 25506477/ 25506444
7. Himachal Pradesh: 8. Karnataka:

• Women commission - 9816066421, 09418636326,
09816882491, 9418384215 • Women Helpline Number - 22942149, 1091
• women commission - 080-22100435/ 22862368, 080-2216485
9. Kerala:
• Women Helpline -1091 11. Maharashtra:
• Kerala Women's Commission- 0471-2322590, 2320509,
2337589, • Majlis-Mashwara - 022-26180394 / 26160252
2339878, 2339882,e-mail
:keralawomenscommission@yahoo.co.in • Women Right Initiative - 43411603 / 43411604
• Human Rights Law Network - 23439754 / 23436692
10. Madhya Pradesh: • Police Helpline for Women -103
• S.P. Office / We Care For You - 2522111 • Helpline for Women - 26111103, 1298
• Mahila Thana - 2434999 • Shree Aadhar Kendra - 24394104 / 24394103
• Pardeshipura - 2435999
• Sanyogitaganj - 2523999 12. Punjab:
• Pandrinath - 2342999 • Women commission - 0172-783607
• Mari Mata (Banganga) - 2423999 • Women Helpline - 1091, 9781101091
• Juni Indore - 2362999 • Samvad - (0172) 2546389, 2700109, 2760001
• MIG - 2570111
• Mallharganj - 2454201 13. Rajasthan:
• Chandan Nagar - 23789147 Women Helpline - 0291-0141-27445 96
• Sanwar - 7321-220999
• Mhow - 7324-228100 15. Tripura:
• Depalpur - 7322-221100 • Women Helpline Numbers - 0381-2323355, 03812322912
• Women Commission - 2661802, 2661804, 2661805,2739804,
2661808
16. Uttar Pradesh:

14. Tamil Nadu: • Sahyog - (0522) 2387010

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• Women Commission - 044 –28592750 • Vanangana - (05198) 236985

• Snehdi - (044) 2446293 • Aali - (0522) 2782066/60
• The Banyan - (044) 26530504 / 26530105 • Women Commission - 0522-2288353, 9415293666
• Helpline - 1091 • West Bengal women commission - 91-33-23595609,
• Women Police Station, Adayar - 044-24415732, 044-
23452586 91-33-23210154, 91-33-2217 4019/2244 8092
• Women Police Station, Guindy - 044-24700011 • Swayam - (033) 24863367, 24863368
17. West Bengal:

• Women Helpline Number - 913323595609, 913323210154
Whole India - 1091 (toll free)

Mobile numbers of women safety group in TeamLease - IIJT across the locations:
Branch Name Number
Ahmadabad Harsh Shah 8866819619

Bangalore Hari Krishna 9741543700
Bangalore Karthikeyan 9341074666
Bangalore Bharath Bhushan 9886577656
Bangalore Gayathri K 9880474949
Bombay Colin Anthony 9321133478
Chennai Nousheen Zehra 9962012665
Cochin Sreeja Anil Kumar 9846222774
Delhi Rajesh Devgun 9312643052
9.3
Delhi Ravinder Mathur 9310810222
Hyderabad Srishylam 9347007069 Adminis
Hyderabad Navaneetha 9293174553 tration
Kolkata Shayeda Ali 9903520607 Security
Pune Pranchika Evale 8552932281 Policy
 It is mandatory for all employees to have their ID cards worn/ displayed at all times during their
presence at the office regularly.
 All Vendors / Visitors & Contract employees need to compulsorily wear/ display the respective
ID card as provided by TeamLease.
 It is also important to wear / display the ID cards during client visits/ representation
 The ID cards to be worn/ displayed only along with the TeamLease / IIJT tags provided by the
Admin team. No other tags are permitted.
 ID cards with retractable clips are not permissible.
 In case of ID cards loss, member need to immediately report to the respective Admin team/
Front Office personnel requesting for ‘Temporary ID’ card and place request for a new card.
 Temporary cards shall not be issued continuously beyond 10-12 working days

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 Temporary cards should to be collected and returned back to the Admin/Front office/ Security
personnel by EOB on daily basis.
 New joinees to mandatorily wear the temporary ID cards by making necessary entries at the
front office till the permanent ID cards are issued by the Admin Team
 No guest vehicles will be allowed inside the campus. However, request to permit a visitors
vehicle inside the campus, will be agreed on a case to case basis. (Request needs to be made in
advance to the administration team)
9.4 Visitors to TeamLease

 All personal visitors need to be received / met at the reception lobby. The floors / cabins /
workstations are off limits to them. They may be taken to the cafeteria after signing in the
Visitors Register and obtaining a “Visitor” id card.
 Clients / external agencies / vendors who visit TeamLease should sign in the Visitors Register,
obtain a “Visitor” id card and then be allowed into the office.
 Interview candidates will be provided with a ‘candidate card’ and will be guided to the
respective interview hall / cabin. From here they will be under the guidance of the recruitment /
selection team.
9.5 IIJT Course fee Concession Policy
The Course Fee Concession Policy seeks to provide an opportunity for employees and immediate family
members of an employee to enhance their skills or to acquire new skills by enrolling for courses offered
by IIJT at a concessional fee.
Eligibility
- Has to be an employee of TeamLease to be eligible to enroll
- Concession is applicable to employee and immediate family (spouse, children, parents and siblings)
Policy
• All Employees’ are entitled to a maximum of 2 courses per calendar year.
Sl. Eligible Clause

No.
1 TeamLease Employee *30 % discount on list **price on any course offered at IIJT
Immediate Family members of a

2 *30 % discount on list **price on any course offered at IIJT
TeamLease employee

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This discount can be availed at only IIJT owned centres and not franchisees.
 Employee can take up the course only at the sole discretion of the Reporting Manager, in view
of exigencies of the Company's work from time to time. The Reporting Manager will have full
discretion to refuse, revoke based on the merits of each case.
 Employees are required to apply for permission to avail of the course and the concession
provided by the company in advance to prevent any inconvenience to the operations. Working
timings have to be kept in mind while applying.
 Employees who have submitted their resignation are not eligible for concession during their
notice period and post separation from the Organization. Any course taken during this period
and after will automatically be treated as out of concession from this policy.
 Employees leaving the organization within 3 months post completion of the course will have to
pay the full course fee during the Full and Final settlement done on separation from the
organization.
 *This discount cannot be clubbed with any other promotional discounts run at any given period.
 **The list price is as per price mentioned in COMs, on the day of registering for the course.
Process Flow
Step 1 Employee identifies the course and the centre

Process Flow
Step 2 Employee sends a request to his reporting Manager for approval
If Manager Approves, he sends the request back to employee and to

Step 3 HR. If Manager Rejects, he sends the request back to employee with
the reason for rejecting
If Approved, HR gives a letter to the employee stating eligibility for
Step 4
the discount, details of the course and the centre
Employee produces the letter and copy of his ID card in the centre
Step 5
and avails the discount
9.6 Business Travel (Domestic)

This guideline aims at establishing standards for reimbursement of reasonable expenses incurred by
employees of TEAMLEASE during travel within India on official work. The Travel program does not
provide for an element of profit and is not intended to build status through expensive travel modes.
Wherever an overnight train journey is possible between two cities, train tickets will be procured. The

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order of preference of purchase would be III A/C, II A/C etc. subject to availability. Flight tickets will be
purchased only for longer distances (which cannot be covered in an overnight journey) or under
unavoidable circumstances.
Policy
 All employees who wish to travel for business purposes must request approval from the
Functional Head for travel through the Intranet. For employees based in locations with a video
conferencing facility, SBU Head approval is mandatory prior to travel.
 Administration will make the necessary reservations for travel / hotel after receiving the
confirmation of approval of travel on the intranet.
 Employees may also choose to stay with friends or relatives. They will be reimbursed a daily
allowance of Rs.500/- per day. This will not apply when the employee is accommodated in any
Company Guest House.
 All reimbursements against hotel / lodging expenses are against bills, subject to the
specifications given below;
o Reimbursement of boarding expenses will be on production of bills. In cases, where

there are no food bills, Functional Heads may approve the same.
o Telephone calls made for business transactions will be reimbursed.
o Entertainment expenses on business will be reimbursed, on production of bills, subject

to the prior approval of the concerned Functional Head and having clearly mentioned
the name of the client/representatives entertained.
o Local conveyance expenses will be reimbursed at actual based on the eligibility of mode
of transport. Employees must use either taxis or autos for travel within cities depending
on the need or availability.
o While the objective is to ensure employee comfort during travel for official work, it is
expected of the employee to exercise control on the expenses incurred by them.
o All travel expenses must be settled within 7 days after the business trip.
Employees will be reimbursed by local Administration / Accounts on submission of original bills in

support of the expenses claimed for their travel expenses. This is done after approval on the intranet by
their immediate superior.
i. Advance
Tour advance will be paid by the Accounts to an employee based on the approval of the travel request
by the Functional Head. All advances should be settled within 7 working days of the business trip.
Duration of business trip Maximum tour advance (Rs.)
1 day to 3 days (pro rata basis) 2,500/- per trip

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3 days to 5 days (pro rata basis) 5,000/- per trip

5 days to 10 days (pro rata basis) 7,500/- per trip
ii. Daily allowance

o The daily allowance is applicable to all employees if they make their own arrangements for stay.
o No bills need to be submitted to claim the daily allowance
o If an employee avails daily allowances he/she is not entitled for separate claims towards lodging,
laundry & other incidentals.
o An employee can submit bills to claim actual expenses incurred towards food.
iii. Reimbursement
o Employees would need to use Intranet for the following:
o All reimbursements including local travel/conveyance, purchases, etc.
o For claiming reimbursement employees are required to submit all the relevant bills to the
Accounts department, after approvals from the respective approving authority on the intranet.
9.7. Relocation Policy:
1.0 Objective:
To lay down guidelines for financial and other assistance in case of a Company initiated transfer of an
employee from one location to another and also in case of a new employee who may need to relocate
on joining the Company.
2.0 Terms and Conditions:
1. This Policy is applicable only to Company initiated transfers of core employees.
2. In case of an employee initiated transfer (i.e where the employee has requested a transfer and the
Company has agreed to such move), the Company may decide to grant some limited assistance on a
case to case basis. In such event, if the employee leaves the services of the Company within 12 months
from the date of the relocation, then the Company shall recover the entire cost of the assistance from
the employee.
3.0 Eligibilities:
1. The employee will be eligible for travel expenses for self, immediate dependent family (spouse, up
to two children and parents) from the existing to the new location as per the Company’s prevailing
travel policy.
2. The Company will pay the packing and forwarding expenses of all household goods and one vehicle
by a Company approved freight forwarder after a pre-approval by the General Manager,
Administration.
3. The employee will be eligible for up to two weeks stay in a Company approved guest house or hotel
for self and immediate family.
4. The Company will re-imburse up to one month’s rent as brokerage payment to a Company approved
Real Estate Agent.

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5. The employee will be eligible for up to 3 days’ paid leave for settling in.
10.0 Leaving the Company

10.1 Notice period
Notice period and pay in lieu of notice period
Every employee must work for the stipulated notice period, or pay in lieu of the notice period. This
period of notice will be as 1 month across job levels.
The decision to waive the notice period or accept payment in lieu thereof rests with the management.
In cases where the termination is initiated by the Company, the employee will be paid the stipulated
notice pay. However if the termination is due to “indiscipline or misconduct”, notice pay will not be
applicable.
The Management may withhold the settlement of accounts and issue of relieving letter to an employee
who does not comply with the relevant clause pertaining to notice period.
‘Pay’ for the purpose of notice period means Gross Pay as per the compensation structure.
10.2 Cessation of Employment

Resignation and Separation will be in accordance with the terms and conditions of employment.
Normally, leave or sponsorship for training and development is not permitted during notice period.
However, based on merits, grant of leave may be considered by the Manager.
Separation from the company can occur in the following events:
o On resignation from the services of the company
o On retirement
o On being removed from the services or on being dismissed by the company
o On the expiry of any fixed contract period
o On being found medically unfit to continue working in her/his present responsibility
o On death of the employee.
10.3 Resignation
 An employee, who wishes to leave the services of the company, has to submit a resignation
letter giving notice as stipulated in the appointment letter, to the immediate Manager and a
copy of the same to Human Resource Department.
 On acceptance of resignation, a communication in writing shall be given to the employee.
 The payroll section will be advised regarding payment of dues to the employee after ensuring
clearance from all concerned departments.
10.4 Retirement
 The retirement age is 58. The age-proof certificate that is submitted by the employee at the
time of appointment shall be final for determining the retirement date.
 The last date of the month in which the employee was born is considered as the date of
retirement.

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 The company also reserves the right of retiring an employee prematurely due to health reasons
if, the employee is found to be medically unfit to continue in the current assignment.
 The payroll section will be advised regarding payment of dues to the employee after ensuring
clearance from all concerned departments.
10.5 Termination
An employee’s services may be terminated due to
o Lack of job related skills
o Inadequate work performance
o Questionable character
o Indifferent attitude
o Integrity issues
o Any other reason, which the company believes renders the employee unsuitable for continued
employment with the company.
The appointment of an employee is made on the basis of the information supplied by them in their
application / résumé at the time of interview. Their appointment shall become null and void in case any
material error is established at any point of time. In such a case, the employee’s services will be
terminated with immediate effect. The clearance formalities will be similar to those applicable for
resignations.
10.6 Expiry of Contract Period

Employees engaged on contractual basis shall automatically cease to be employees of the Company at
the close of the last working day as stipulated in the contract. Such contractual employees will also be
required to furnish a No-due / clearance certificate from all concerned for settlement of dues, if any.
10.7 Return of Office Property

On cessation of employment with the company, the employee must surrender all company property
(laptop, phone, etc.), business related documents, confidential company data or the like which may
have been entrusted to the employee. The employee should get a No-Dues certificate signed by his/her
Immediate Manager, Human Resource Department, Finance & Accounts, Administration and other
departments as required.
10.8 Lien on Service

An employee who is absent from work without information or without obtaining prior approval of the
Manager for more than eight consecutive working days will lose his lien on service as this would amount
to the employee voluntarily abandoning his employment in the Company. The management would
strike off the name of the employee from the rolls of the Company without any notice to the employee.
10.9 Exit Interviews

Prior to leaving, an online exit interview questionnaire will be circulated and documented by the Human
Resource Department.

44 |
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Exit interview questionnaire will be circulated for all employees exiting through formal separation,
(resignation and retirement) except dismissal/ termination.
The exit interview questionnaire will be applicable to all employees who have the official email ids. On
specific cases the Business HR Managers will conduct the exit interview via Telephone / Video
Conference or face to face.
10.10 Full and Final Settlement

Employees separating through formal exits will be eligible for the full and final settlements as per the
below guidelines:
 Employees whose date of leaving falls on or before the last day of the current month eg: 31st Jul,
shall be considered as clear resignations for July F & F. payout by 15th Aug.
 Employees whose date of leaving falls between 1-31st of the next months eg: 1st Aug – 31st Aug,
shall be given only 50% of their current month salary (July) and the remaining 50% shall be
considered and paid along with full and final settlements by 15th Sep.
 Post the full and final calculation if there are any dues or recovery amount or asset from the
employee, HR will send out the recovery letter to the employee in order to pay back/ return the
amount or asset in possession in order to close the F & F process and release exit letters.
(Relieving and Service)
 The full and final settlement cheques and statements shall be made available by the mid of
every month at the respective centers/ locations where the Ex- employee was associated.
___________________________________________________________________________________

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EMPLOYEE HANDBOOK - 2013

Ver 0.2 - January 2013

TOPICS PAGE No.

1.0 Recruitment & Selection …………………………………………….……………………………………….……......................5

2.0 Terms of Employment ……………………………………..………………………………….……………………………..….…….11

3.0 Company Asset Policy…………………………………………………………………………………………………………………..18

4.0 Learning and Development………………………………………………………………………………………………..………….19

5.0 Performance and Total Rewards Management………………………………………………..………………………….20

6.0 Deferred Benefits…………………………………………………………………………………………………………………….....21

Ver 0.2 - January 2013

7.0 Working Environment……………….……………………………………………………………….……………….…………….27

8.0 Rewards and Recognition………………………………………………………………………………………………………….29

9.0 Corporate Policies………………………………………………………………………………………………………………..…...30

10.0 Leaving the Company……………………………………………………………………………………………………………...41

Ver 0.2 - January 2013

Ver 0.2 - January 2013

Business Conduct Guidelines

1.0 Recruitment & Selection

To do this we are committed to:

1.2 Hiring Process

Ver 0.2 - January 2013

1.3 Equal Opportunities

1.4 References Check

Ver 0.2 - January 2013

1.5 Contractual Employees

1.6 Employee Referral Program:

Employees to send in the referral’s CVs to employeereferral@teamlease.com for TeamLease positions

Referral Bonus and Payout:

Organization Job Role Incentive Amount (Rs)

Ver 0.2 - January 2013

Executive, Coordinator, Trainee Software Engineer, Associate

1.7 Joining Formalities

1.9 Internal Job Posting

Ver 0.2 - January 2013

1. Employee identifies a potential position they are interested in applying for.

Ver 0.2 - January 2013

Posting Time, Recruitment Process and Feedback:

1.10 Employee Rehire Policy

Ver 0.2 - January 2013

 Check on tenure (DOJ and DOL)

2.0 Terms of Employment

We are committed to:

Ver 0.2 - January 2013

2.1 Change in terms and conditions

2.2 Pay arrangements

2.3 Components of compensation:

2.3 (ii) House Rent Allowance

2.3 (iii) Conveyance Allowance

2.3 (iv) Contribution to Provident Fund

2.3 (vi) Special Allowances/Work or Performance Allowance.

2.3 (vii) Medical Expense Reimbursement:

Ver 0.2 - January 2013

2.3 (vii) Leave Travel Allowance:

Ver 0.2 - January 2013

Ver 0.2 - January 2013

2.4 Deductions from Salary:

2.5 Working Hours and Holidays

2.5(ii) Flexible Working Hours

Ver 0.2 - January 2013

2.5(iii) Working during Holidays and Weekly-off days

2.5(iv) Compensatory Off

 On prior approval from the respective TL/Manager or Functional Head