Human Resources Personnel Policy Manual - 01st Oct '10

KINGFISHER AIRLINES LIMITED
HUMAN RESOURCES
PERSONNEL POLICY MANUAL
Registered Office Human Resources

Kingfisher Airlines Ltd. Kingfisher Airlines Ltd.
UB Tower, Level 12,UB City Kingfisher Airlines House,
24,Vittal Mallya Road Western Express Highway,
Bangalore – 560 001 Vile Parle(W)
Karnataka Mumbai – 400 057
Tel. No. +91 80 2227 2808 Tel. No. +91 22 2626 2200
Fax No. +91 80 2227 4890 Fax No. +91 22 6703 1096/89
Original
Foreword
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FOREWORD
Among the many challenges of Management, managing Human Resources is one of the
most important tasks because everything depends on how well it is done. Hence, there
is a need for clear policies to recognize their contribution, to promote the effective &
efficient use of Human Resources and to encourage their career development.
This manual seeks to cover in detail the HR policies applicable to the company. Its
coverage includes personnel administration, salary, perquisites, allowances, and other
miscellaneous issues. This manual will serve as a ready reckoner and will assist in case
clarifications are needed on policies pertaining to executives in the company.
Contents have been organized under various sections for the convenience of users.
There are sections on Provident Fund, Gratuity and Group Personal Accident
Insurance, which are governed by enactments, statutes and rules determined by the
Government. These sections, as described in this manual, give the provisions in vogue
at the time of release of the manual.
Users are requested to keep this manual safe in their custody. In case of the user‟s
resignation the same is to be handed over to the company.
The Head-Human Resources is the approving authority for all sections of the manual.
Suggestions for improving this manual and modifying existing policies should be made
to the Head–Human Resources.
This manual should not be given to anyone outside Kingfisher Airlines Limited without
the prior approval of the Head-Human Resources.
_________________________
Head- Human Resources,
Kingfisher Airlines Limited.
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Manual Scope & Control
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MANUAL SCOPE & CONTROL
The Personnel Policy Manual describes the organization and the policies and processes
defined by Human Resources of Kingfisher Airlines Ltd.
This Personnel Policy Manual is based on the Human Resources principles and
provides guidelines of documented procedures and work instructions.
The Manual is applicable to all areas that involve the employees of the organization.
This Manual is applicable to all employees based in India. However, expat crew
(foreign nationals based in India) shall continue to be governed by the terms &
conditions of employment as detailed out in the letter of appointment.
This manual is an effort to create better understanding of the human resources policies.
This manual eliminates the need for personal decisions regarding these policies,
protects the rights of all employees, and assures uniformity of action throughout the
Company. Each member of management is responsible for administering these policies
in a consistent and impartial manner.
Policies in the field of human resources become subject to modification and further
development in the light of experience. Each member of management can assist in
keeping the human resources policies up-to-date by notifying the Head- Human
Resources when problems arise or improvements are desired in the administration of
our human resources policies.
This Manual is issued after the approval of the Head- Human Resources of this
Organization.
The manual is converted in PDF format and stored on the intranet. The manual is also
available in soft copy format on Compact Discs (CDs).
The Manual is also given to all employees (handout) in book format at the time of
joining.
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Amendment
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AMENDMENT
 Changes / Amendments can be initiated only by the Head- Human Resources.

Changes / Amendments to this Manual are issued only after the approval of
Head- Human Resources.
 Changes / Amendments to any section of the Manual are issued as revision.

After making required changes, whole section is issued as revision with
appropriate revision numbers as 01, 02, etc. on every page of the revised
section. The change record sheet shall briefly describe the change affected.
 The HR Department has retained the Original of the Manual signed in ink.
 Original of the Obsolete Section / Manual is retained by the HR Department on

CD, for future reference; such copies are marked “Obsolete - for record only”.
 The distribution of this Manual is under the control of HR Department.
 Every new employee is given a CD of the current manual during their

induction.
 In case of revision of any section or Manual as a whole, an email will be sent to

all employees stating the revision status of the manual along with the
attachment of the manual in a PDF format. It will be the employee‟s
responsibility to ensure that he/ she possesses a soft copy of the current
manual.
 It will be the employee‟ responsibility to delete/ destroy the obsolete copy of

the manual.
 The only Original hard copy of the manual is available in Human Resources
Department.
4
INDEX
Contents Page Revision Date (Day-

Number Number Month-Year)
CHAPTER 1 ABOUT THE MANUAL
Foreword: Introduction to the 02 00 19-09-2008
manual
Manual Scope and Control 03 00 19-09-2008
Amendment 04 00 19-09-2008
CHAPTER 2 ABOUT THE COMPANY
Company Vision & Values 08 00 19-09-2008
HR Mission 09 00 19-09-2008
Grade Structure 10 00 19-09-2008
Senior Management Organization 11 01 01-10-10
Structure
CHAPTER 3 WORKING HOURS & LEAVE POLICY
Working Hours 12 00 19-09-2008
Company Holiday List 13 01 01-01-2010
Leave Policy 38 02 01-01-2010
CHAPTER 4 PERSONNEL POLICIES
Recruitment & Selection 45 00 19-09-2008
Summer Trainees- Recruitment 49 00 19-09-2008
Induction & Orientation 50 00 19-09-2008
Probation & Confirmation 53 00 19-09-2008
Salaries 59 00 19-09-2008
Employment Certificates 60 00 19-09-2008
Provident Fund 61 00 19-09-2008
Gratuity 62 00 19-09-2008
Superannuation Policy 63 00 19-09-2008
Transfer 64 01 01-02-2010
Deputation Policy 69 00 19-09-2008
House Rent Allowance 72 00 19-09-2008
Separation 73 01 01-09-2009
Exit Interview Policy 83 00 19-09-2008
CHAPTER 5 ENCOURAGING EMPLOYEE PERFORMANCE
KFA Performance Excellence 88 00 19-09-2008
Awards
Employee Suggestion Plan: 90 00 19-09-2008
“DIRECTLINE”
5
EDGE – „Enterprise Development 93 00 19-09-2008
Growth Engines.‟
Employment for relatives in the 94 00 19-09-2008
Company
Employee Referral Programme 95 00 19-09-2008
Internal Vacancy Advice 99 00 19-09-2008
KFA Education Programme 101 00 19-09-2008
Kingfisher Airlines Bachelor‟s 102 00 19-09-2008
Degree Program
Buddy Programme 104 00 19-09-2008
CHAPTER 6 REIMBURSEMENT & ALLOWANCES
Mobile Policy 107 00 19-09-2008
Mobile ( Field Sales Staff) Policy 108 00 19-09-2008
Blackberry Policy 109 01 14-09-2010
Laptop Policy 116 00 19-09-2008
Local Travel Policy (Intracity) 121 00 19-09-2008
Travel Policy (to locations within 123 00 19-09-2008
India)
Travel Policy (to locations outside 131 01 01-08-2009
India)
Foreign Travel (for Engineers & 135 01 01-08-2009
Pilots on official visits/ Training)
ACJ Crew- Code of Conduct 138 00 19-09-2008
Airbus Corporate Jet Crew Foreign 141 00 19-09-2008
Travel Policy
Medical Allowance 143 00 19-09-2008
Daily Field Allowance (Sales Team) 144 01 01-08-2009
Transportation Facility (Guest 146 00 19-09-2008
Services Staff)
Transportation Allowance (Staff 147 00 19-09-2008
working in shifts)
Daily Allowance for AME Duty 148 00 19-09-2008
Travel
Break-Shift Allowance (Airport 149 00 19-09-2008
Services)
Break-Shift Allowance (for 150 00 19-09-2008
Technicians)
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Flight Duty Allowance Policy (for 151 00 19-09-2008
Trainee AME/ AME/ Shift in
Charge/ Line Maintenance
Manager)
Cockpit Crew International Layover 152 00 19-09-2008
Allowance
CHAPTER 7 BENEFITS
Staff On Duty Travel Policy 153 01 17-03-2009
Rebated Travel Policy (Domestic) 161 01 01-10-2010
Rebated International Staff Travel 170 01 01-10-2010
Policy
Group Personal Accident Insurance 180 02 16-09-2010
Group Mediclaim Insurance 182 02 11-08-2010
Maternity Policy for Female Cockpit 187 00 19-09-2008
Crew
Temporarily Medically Unfit Policy 190 00 19-09-2008
(Cockpit Crew)
CHAPTER 8 GUIDELINES
Wedding Gifts 191 00 19-09-2008
Displaying Company Identification 192 00 19-09-2008
Card
SOD-SOL Dress Code Policy 193 00 19-09-2008
Letter of Appreciation 194 00 19-09-2008
Disciplinary Policy 196 00 19-09-2008
Whistle Blower Policy 200 00 19-09-2008
Electronic Mail Usage Policy 203 00 19-09-2008
Sexual Harassment Policy 206 00 19-09-2008
Equal Employment Opportunity 210 00 19-09-2008
Policy
Environment Policy 211 00 19-09-2008
Corporate Risk Management Policy 213 00 19-09-2008
Alcohol & Drug Policy 215 00 19-09-2008
Confidential & Intellectual 217 00 19-09-2008
Information Policy
Compliance Policy 218 00 19-09-2008
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Company Vision & Values
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VISION
“The Kingfisher Airlines family will consistently deliver a safe, value based
& enjoyable travel experience to all our guests.”
VALUES
 SAFETY: This is our overriding value. In our line of business, this cannot
be compromised.
 SERVICE: We are ALL in the guest service business; we must always seek
to serve the guest and gain their trust, goodwill and loyalty.
 HAPPINESS: We seek to fill the organisation with people who choose to

be happy, and will endeavour to influence our guests and co workers
to be happy too.
 TEAMWORK: We will succeed or fail as a team. Each one of us must

respect our colleagues regardless of their rank, and we must work
together to ensure our mutual success.
 ACCOUNTABILITY: Each of us will be held accountable for the

successful execution of our duties, commitments and obligations, and
we will strive to lead by example.
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HR Mission
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“Our HR mission is to build an organization of highly motivated employees,

rewarded and compensated well, having the ability to execute our ambitious
business goals with passion and commitment, thereby exceeding business and guest
needs.
The Human Resources processes are designed to foster effective and efficient use of
Human Resources and build an open, collaborative and innovative work
environment where all employees are treated with respect, their contributions
recognized and career development encouraged.”
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Grade Structure
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RESPONSIBILITY BANDS
M1- Top Management

M2- Senior Management
M3- Middle Management
M4-Junior Level
GRADES
Responsibility
Grade Designation
Level
M1A Senior Vice President/EVP
Top Management M1B Vice President
M1C Assistant Vice President
Senior M2A General Manager

Management M2B Deputy General Manager
Middle M3A Senior Manager

Management M3B Assistant Manager/Manager
Junior M4A Executive

Management M4B Officer
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Senior Management Organisation Structure
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Chairman & MD
Dr. Vijay Mallya
CEO
Sanjay Agarwal
EVP - Engg. & Flt

EVP - Commercial EVP EVP & CFO
Ops
Manoj Chacko Rajesh Verma A. Raghunathan
Hitesh Patel
Executive Director VP – Corporate Sr. VP – Grd Svcs Sr. VP – Corp VP – Legal VP – Flight Safety
CIO
– Global Sales Strategy & BD Murali Devl & Planning Bharath C. S. Tomar
Sourav Sinha
V. K. Arora Seema Luthra Ramachandran Amit Agarwal Raghavan
Sr.VP – Flt Ops &
Trng
VP – Guest VP – Human VP – Marketing Capt. Ron Nagar
VP – Corp Acq & VP – Airport Svcs VP – Finance
Loyalty & KF Resources Ravikant
Client Mgmt Charles Soon Sailesh Borkar
Holidays Rubi Arya Sabnavis
Vishesh Khanna
Anshu Sarin VP – Corporate
Chief
VP – Network VP – In-Flt Svcs Affairs
VP – Agency AVP – Qlty & GC Administrative
Planning & Ajit Sanjay Bahadur
Sales (W &SI) Gaurav Rathore Officer
Charters Bhagchandani
Bhanu Kaila Rajiv Suri
Elsa D’Silva
VP – Catering AVP – Tax & Reg
VP – International AVP – R M Strat & VP – Security VP – Flt Ops
Svcs A/c SI
Sales Dist Leslie Missal Capt. N. P. Puri
Vivek Pradhan T. R. Venkatadri
Naveen Chawla Gopal
Ranganathan
AVP – Agency AVP – Cargo

Denis Crasto AVP – Flt Ops
Sales (N & EI) AVP – Alliances &
Capt. P. A.
Navaid Desai Code Share
Bhushan
Raj Andrade
AVP – Airport
Services AVP - Engg AVP – Flt Ops
Andy Dias Logistics & Trng AVP - GSD
Systems Capt. Sanjeev B. P. S. Cheema
Vishok Mansingh Marwah
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Working Hours
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INTRODUCTION
To standardize and lay down guidelines of working hours and weekly offs in
the system.
SYSTEM
 The Head Office as well as city Offices will follow 5 days a week work
and 2 days off. The work timings will be from 9.30 a.m. - 6.00 p.m. with 30
minutes lunch break.
 All the Airport offices and offices with related functions i.e. Guest Services,
Engineering, Catering, Cargo, Security, Operations, Medical Services (Other than
the Cockpit crew and Cabin crew) will follow minimum 8.5 hours work (shifts)
with a break of 30 minutes.
 The cockpit and cabin crew will be governed and rostered as per the Flight
Duty Time Limitation.
 All the employees/managers will follow the same working hours and weekly
off pattern at their stations and there will be no increase in the number of weekly
offs depending on grade.
 The Break Shift pattern will be observed depending on necessities at the

station. However, this work pattern will have to be approved by the Station
Manager.
 Employees will have to work in shifts wherever necessary. The rostering of

shift pattern will be decided by the Head of the Department or by the person duly
authorized by him/ her in this regard.
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Company Holiday
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INTRODUCTION
To define holidays in a calendar year observed at various locations of the Company

in accordance with the Chambers of Commerce in force.
SYSTEM
 Ten paid holidays will be provided to all employees in a year.
 In order to ensure maximum efficiency and minimum inconvenience it is

desirable that the various units of the Company observe holidays on common days
as far as practicable.
 The Management will ensure that the Holidays selected by them include
National and Festival holidays such as Republic Day (January 26), Labor Day (May
1), Independence Day (August 15), and Gandhi Jayanthi (October 2).
 In order to ensure uniform implementation of leave, all Station Offices

should advise the HR Department along with the Notification from the Chamber of
Commerce latest by November 30th of each year.
 A final list of Holidays to be observed by all locations will be issued by

the HR Department by December 31st in the form of Annexure (lists for year
2008 is attached for all operating locations of Kingfisher Airlines).
 In case the working of the office is likely to be hampered on account of

strike, power cut, etc, the company may declare with at least a day‟s notice, a
public or a weekly holiday (except national holidays) to be a normal working
day and declare the affected day to be a holiday.
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Company Holiday- Annexure
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The following days will be observed as National and Festival Holidays for the year 2010
by the Company at the Head Office/ Maharashtra office:
Sr.No Date Day On Account of

1 1st January Friday New Year‟s Day
2 26th January Tuesday Republic Day
3 1st March Monday Holi
4 2nd April Friday Good Friday
5 1st May Saturday Maharashtra Day
6 15th August Sunday Independence Day
7 10th September Friday Eid-ul-Fitr
8 11th September Saturday Ganesh Chaturthi
9 2nd October Saturday Gandhi Jayanti
10 5th November Friday Diwali
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by the Company in Agatti:

4 1st May Saturday May Day
7 2nd October Saturday Gandhi Jayanthi
9 17th November Wednesday Bakri Eid
10 25th December Saturday Christmas
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by the Company at the offices in Andhra Pradesh:

2 14th January Thursday Sankranthi / Pongal / Magh Bihu
4 16th March Tuesday Chandramana Ugadi
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by the Company at the offices in Assam:

2 14th January Thursday Magh Bihu
4 14th April Wednesday Bahag Bihu
5 15th April Thursday Bahag Bihu
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by the Company at the offices in Goa:

8 3rd December Friday Feast of St. Francis

Xavier
9 19th December Sunday Goa Liberation Day
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by the Company at the offices in Gujarat:

1 14th January Thursday Makarsankranthi
6 24th August Tuesday Raksha Bandhan
8 17th October Sunday Dussehra
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by the Company at the offices in Jammu & Srinagar:

3 12th February Friday Mahashivratri
9 17th November Wednesday Bakri Eid
10 17th December Friday Muharram
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by the Company at the offices in Karnataka:

2 14th January Thursday Shankaranti
4 16th March Tuesday Chandramana Ugadi
9 1st November Monday Rajothsava
10 5th November Friday Deepavali
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by the Company at the offices in Kerala:

6 22nd August Sunday Thiru Onam
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by the Company at the offices in Madhya Pradesh:

6 24th August Tuesday Raksha Bandhan
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by the Company at the offices in New Delhi & Uttar Pradesh:

7 2nd September Thursday Janamashtami
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by the Company at the offices in Orissa:

4 13th July Tuesday Rath Yatra
7 15th October Friday Durga Asthami
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by the Company at the offices in Port Blair:

5 22nd August Sunday Thiru Onam
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by the Company at the offices in Rajasthan:

4 24th March Wednesday Ram Navami
8 16th October Saturday Durga Asthami
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by the Company at the offices in Tamil Nadu:

2 Tamil New Year‟s Day

14th January Thursday and Pongal
6 11th September Saturday Vinayaka Chathurthi
8 16th October Saturday Ayudha Pooja
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by the Company at the offices in West Bengal & Tripura:

7 14th October Thursday Durga Pooja (Maha Saptami)
8 15th October Friday Durga Pooja (Maha Ashtami)
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by the Company at the offices in the USA:
Sr. No. Date Day On Account of

2 15th February Monday Presidents' Day
4 31st May Monday Memorial Day
5 5th July Monday Day after Independence

Day
6 6th September Monday Labor Day
7 25th November Thursday Thanksgiving Day
8 26th November Friday Day after Thanksgiving

Day
9 24th December Friday Day before Christmas
10 27th December Monday Day after Christmas
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by the Company at the offices in the UK:
1 1st January Friday New Year's Day
3 5th April Monday Easter Monday
4 3rd May Monday Early May Bank Holiday
5 31st May Monday Spring Bank Holiday
6 30th August Monday Summer Bank Holiday
7 27th December* Monday Christmas Day
8 28th December* Tuesday Boxing Day

* substitute day
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by the Company at the offices in the UAE:

1 1st January Friday New Years Day
2 26th February Friday Mouloud (Milad)

Birthday of the Holy
Prophet PBUH
3 9th July Friday Leilat al-Meeraj

(Ascension of the
Prophet saw
4 11th September Saturday Eid ul-Fitr (End of

Ramadan)
5 17th November Wednesday Eid ul-Adha (Feast of the

Sacrifice - also known as
Big Eid
6 2nd December Thursday National Day
7 7th December Tuesday Al-Hijra (Islamic New

Year)
8 16th December Thursday Ashoura
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by the Company at the offices in the Sri Lanka:

2 29th January Friday Navam Full Moon Poya Day
3 4th February Thursday National Day
4 29th March Monday Bak Full Moon Poya Day
5 14th April Wednesday Sinhala & Tamil New Year Day
6 28th April Wednesday Adhi Vesak Full Moon Poya Day
7 27th May Thursday Vesak Full Moon Poya Day
8 25th June Friday Poson Full Moon Poya Day
9 24th August Tuesday Nikini Full Moon Poya Day
10 22nd September Wednesday Binara Full Moon Poya Day
11 22nd October Friday Vap Full Moon Poya Day
12 20th December Monday Unduvap Full Moon Poya Day
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by the Company at the offices in the Singapore:

1 1st January Friday New Year's Day
2 14th & 15th February Sunday & Monday *Chinese New Year
5 1st May Saturday Labour Day
6 28th May Friday Vesak
7 9th August Monday National Day
8 10th September Friday Hari Raya Puasa
9 5th November Friday Deepavali
* As Chinese New Year falls on Sunday 14 February 2010 and Monday 15 February
2010, the next day, Tuesday 16 February 2010, will be a public holiday.
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by the Company at the offices in the Hong Kong:

1 1st January Friday The first day of January
2 15th February Monday The second day of the

Lunar New Year
3 16th February Tuesday The third day of the Lunar

New Year
5 5th April Monday Easter Monday
6 1st May Saturday Labour Day
7 21st May Friday The Buddha’s Birthday
8 16th June Wednesday Tuen Ng Festival
9 1st July Thursday Hong Kong Special

Administrative Region
Establishment Day
10 1st October Friday National Day
11 16th October Saturday Chung Yeung Festival
12 25th December Saturday Christmas Day
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International Mother
1 21st February Sunday Language Day
Father of Nation’s
th
2 17 March Wednesday Birthday
3 14th April Wednesday Bengali New Year
4 28th July Wednesday Shab-E-Barat
National Mourning
th
5 15 August Sunday Day/Janmastomi
6 7th September Tuesday Shab-E-Qadar
7 12th September Sunday Eid-ul-Fitr
8 17th October Sunday Durga Puja (Dashami)
9 16th November Tuesday Eid-ul-Azha
10 17th November Wednesday Eid-ul-Azha
11 18th November Thursday Eid-ul-Azha
Victory Day (Bijoy

12 16th December Thursday Dibosh)
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by the Company at the offices in the USA:

2 15th February Monday Presidents' Day
4 31st May Monday Memorial Day
5 5th July Monday Day after Independence

Day
6 6th September Monday Labor Day
7 25th November Thursday Thanksgiving Day
8 26th November Friday Day after Thanksgiving

Day
9 24th December Friday Day before Christmas
10 27th December Monday Day after Christmas
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Leave Policy
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INTRODUCTION
The leave policy sets out the employee's leave entitlements and the procedure of
applying for leave. These guidelines are applicable to all permanent employees.
Human Resource Department will assist in implementation and provide administrative

support, payroll section to process encashment of unavailed leave at the time of
separation.
PROCEDURE
Leave Entitlement
Privilege 30 days
Sick 10 days
Casual 05 days
Maternity 12 weeks
 For the purpose of calculating leave accounts, “year” shall mean the calendar year
commencing on the first day of January and ending on the last day of December of
the year.
 All leave must be applied for in the Employee Self Service (ESS) Portal before
proceeding on leave, with the exception of sick leave, which should be intimated
verbally and post facto approval sought upon resumption of work through the ESS
Portal.
 Leave entitlement will be on pro rated basis for employees joining during the year.
 During probation, employees can avail of Sick Leave Only.
PRIVILEGE LEAVE (PL):
Applicability: An employee is entitled to avail PL only on confirmation of service with

the company.
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Leave Policy
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Quantum of Leave: The employee will be eligible for 30 days of Privilege Leave for
every completed year of service.
Other Terms and Conditions of Availing Privilege Leave:
 An employee will be eligible for PL after confirmation of service only.

 Employees desirous of availing privilege leave will need to submit a leave
application to their immediate supervisor/ manager in advance for approval.
 PL can be availed by an employee when fallen ill, if the quantum of Sick Leave
has been availed.
 While availing PL, intervening weekly offs and paid holidays are INCLUDED.
 Privilege Leave can either be suffixed OR prefixed with a holiday or a weekly off
but not both.
For example, if the weekly off is on Sat-Sun and the employee applies for leave from Monday to
Friday, then while calculating actual leave days applied for, one set of weekly off shall be
counted as part of leave. Hence, the employee shall register PL for 7 days (Monday till
Sunday).
 An employee may carry forward unavailed Privilege Leave of the previous year
upto a maximum of 30 days, such that the total PL balance at any given point of time
does not exceed 60 days.
 Employees cannot avail PL during the notice period. However, the superior may
grant PL during notice period at his sole discretion on a case by case basis.
 Unavailed PL is encashable only at the time of separation from the company i.e.
at the time of retirement, voluntary termination or involuntary termination.
Encashment will be computed as per IT act and will be at company discretion only.
SICK LEAVE (SL):
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Quantum of Leave: Each employee is eligible for 10 days of Sick leave during one
Calendar Year.
Other Terms and Conditions of Availing Sick Leave:
 All employees may avail of Sick Leave up to 10 days in a calendar year.

 While calculating SL, intervening weekly offs and paid holidays will be
INCLUDED.
 Submission of medical certificates of sickness as well as fitness will be required
in case of Sick Leave exceeding three days.
 If the available quantum of SL is insufficient and duration of sickness is more, PL
can be combined with SL to cover the period of illness.
 Unavailed SL at the end of the Calendar Year will be added to next year quota.
 Unavailed Sick Leave can be accumulated up to a maximum of 30 days but is
strictly not encashable. Any Sick Leave accumulated beyond 30 days will
automatically lapse on the first day of the subsequent calendar year.
 If SL is taken for a long period of time, the company may have option to arrange
for a medical examination by a Doctor/ Specialist to check on employee‟s
welfare.
CASUAL LEAVE (CL):
Applicability: All confirmed employees can apply for Casual Leave.
Quantum of Leave: An employee is eligible for 5 days casual leave in a Calendar Year.
Other Terms and Conditions of Availing Casual Leave:

 CL can be availed only after prior approval from immediate superior. If that is
not possible, atleast a telephonic message is to be given regarding the same and
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on resuming; the application for CL is to be sent to the Department head for his
sanction.
 Casual Leave cannot be combined with any other kind of leave.
 The employee can apply a Casual Leave for half a day also.
 CL cannot be availed for more than 2 days at a time.
 CL cannot be encashed by any employee.
 Any balance CL shall lapse at the end of the Calendar Year.
MATERNITY LEAVE (ML):
Applicability: Confirmed female employees of the company.
Quantum of Leave: All female employees shall be entitled to maternity leave for a
period not exceeding 12 weeks as per the provision under the Maternity Benefits Act.
1961.
Other Terms and Conditions of Availing Maternity Leave:
 Minimum 80 days of continuous service in the company is required.

 All the holidays appearing during this period will be counted for the purpose of
computation of 12 weeks.
 Subject to the provisions of the Maternity Benefit Act, 1961, female employees are
entitled to maternity leave on full pay for a period upto 12 weeks, of which a
maximum of 6 weeks can be availed before delivery. All the holidays appearing
during this period will be counted for the purpose of computation of 12 weeks.
 Maternity Leave may be availed in combination with other leave entitlements.
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PERSONAL/EMERGENCY/CASUAL LEAVE:
 This leave is applicable only for the Cockpit Crew.
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AUTOMATED LEAVE MANAGEMENT SYSTEM
The Automated Leave Management system (LMS) has been introduced effective 1st June
2010. Through the LMS, employees will be able to view their leave balances, view the
leave calendar of department colleagues and apply for leave.
Through the LMS, employees will be able to apply for PL, SL, CL and the request will
be automatically forwarded to the employee‟s superior for approval. Managers will
receive applications from their respective team members and approve or reject the
request as per requirements thru the Manager Self Service (MSS). Once the leave has
been approved or rejected, a notification will be sent to the employee informing the
same and the leave balance of the employee will be updated automatically on approval
/ rejection of leave by the manager.
In case where employee has applied for leave and the same was approved by the
reporting Manager; however due to some reason he/she has not actually availed of the
leave, then the employee needs to go to the Leave Management in ESS and delete the
said leave. The request will be automatically forwarded to the employee‟s superior for
approval. Once approved, the leave balance will automatically get adjusted. Managers
need to take proper care while approving such requests as it will have direct impact on
the employee's leave balance. The leave balances on the ESS will be scrutinized in
regular audits from time to time.
Any queries related to leave balances are to be communicated to the HR department

through the respective leave administrator and Function Head.
The Leave Application User Manual (for employees and Managers) which will help
employees navigate through the Leave Application System is available on the Company
Intranet.
The LMS is for all employees except Crew and employees based at international
locations.
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ANNEXURE II
MONTHLY LEAVE STATUS REPORT
To: HR Department
From: _______________ Department: _____________________
Date: ________________
Subject: Leave Status for the Month of _________________
Staff Leave Balance as on the month of ……….

Name LOP Opening Balance Closing balance
No PL SL CL PL SL CL
From To
Prepared by: _____________ Approved by: _______________
Signature: _______________ Signature: _______________
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Recruitment & Selection
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INTRODUCTION
Recruitment and selection is one of the important activities of the HR department.

This activity encompasses recruitment of the right personnel at the right time and in
an organized systematic manner. The organization philosophy should be kept in
mind while formulating the recruitment procedure.
The HR department will set the recruitment norms for the organization. However,
the responsibility of effective implementation rests with all the functional and
departmental heads, involved in the recruitment and selection procedure.
MANPOWER PLANNING
The manpower planning process for the year would commence with the company‟s
budgeting activity. The respective Functional heads would submit the manpower
requirement for their function to the Head – HR for recommendation, which would
be forwarded to the CEO. Once the manpower budgeting exercise is completed, the
budget details, duly approved by the CEO, will be acted upon by the HR
department to initiate further action.
The annual budget specifies the manpower requirement of the entire organization,
at different levels, in various departments, at different geographical locations and
requirements at different time period.
Before initiating any recruitment, the manpower budget should be checked. If the
sanction does not exist, the concerned dept/function should seek recommendation
from Head-HR, which will be sanctioned by CEO. If any additional manpower is
sought at any time, the requisition should be sent in the format as per Annexure I.
SOURCE FOR RECRUITING
The HR department would tap various sources/ channels for getting the right
candidate. Depending on the nature of the position/ grade, the HR department
would use any of the following sources: Existing database (active application data
bank including Employee referrals), Advertisements in the newspapers, Internal
Vacancy Advice, Walk-in‟s, References, Consultants/ Placement agencies etc.
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CONDUCTING THE INTERVIEWS

The recruitment team would coordinate with the shortlisted candidate and the
respective functional heads for conducting the interview. In case of branches, the
interview would be fixed at the nearest field office. The day/ date/ time and venue
of both, the concerned department person/s and the candidate, would be taken into
consideration before finalization.
When the candidate comes for an interview, the Company Application Form should
be handed over and asked to be filled up and a copy of his / her resume should be
attached along with it before the interview is taken.
The Interviewer should write down the comments about the candidate in the space
provided on the last page of the Application Form.
At no point of time the interviewers from line function should finalize with the
candidate the details of the compensation that could be offered. The Head –HR
would fix up the salary package with the interviewee‟s opinions and /or the
candidate.
If the candidate is selected then the full set of papers should be forwarded to HR
dept. for fixation of the salary package.
REFERENCE CHECK:
At least 2 references should be contacted but only to be done if the HOD specifically
requests for the same. One of the references should preferably be the previous
employer. Where the candidate receives one negative and one positive feedback, the
Head - HR and the respective functional head would decide whether the candidate
should then be recruited or not.
CONTRACT OF EMPLOYMENT
After satisfactory reference checks, the HR department would issue the Contract of
Employment, the duplicate of which should be duly signed and accepted by the
candidate.
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The employment offer letter should be signed by the Head – HR. The letter should
state that the appointment is valid subject to the candidate being certified as medically
fit.
In case of stations, the Station Manager should ensure that the candidate signs the
duplicate copy of the employment offer letter. This copy should then be sent to the
HR department.
PRE EMPLOYMENT MEDICAL EXAMINATION
The selected candidate may be required to undergo medical examination prior to

joining the company. The tests would be conducted at the location where the
individual is considered for employment.
The HR dept. at Mumbai would coordinate with the candidate for the tests to be
conducted. The medical centre would have to send the report directly to the HR
department and not to the candidate.
Once the candidate is certified medically fit, he would be eligible to join the company.
Where the candidate is not found fully medically fit, the Head – HR and the
functional head would decide whether the candidate could join the company or not.
EMPLOYEE CODE (ECODE)

Every employee in the organization is allotted an employee number. HR allots this
ecode (employee code) to all employees on the day of their joining.
JOINING EXPENSES
Joining expenses may be paid if the same has been agreed upon with the candidate at
the time of the interview and HR is informed of the same. The same holds true for
reimbursement of expenses in transferring personal effects subject to a maximum of
one truck load if married and half truck load if unmarried.
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ANNEXURE – I
PERSONNEL REQUISITION FORM
Designation: __________________ Grade: ______________________

Department: __________________ Location: ____________________
Reporting to: _________________ No. of Vacancy(s): ____________
Please Tick against type of Vacancy:

 Budgeted
 Non Budgeted
 Replacement (Name, Employee ID, proof of
resignation/termination/dismissal of person to be replaced should be
attached)
Salary Range Proposed for the position/grade as per company guideline

(INR):
1. Purpose of the Job (Objective):
2. Key Responsibilities:
3. Main Tasks / Activities:
4. Additional requirement / Replacement:
______________ _____________ _____________ _____________
HOD EVP Head – H.R. CEO
NB: Requisition has to be raised for Replacement Candidates also

NB: CEO‟s Approval is mandatory for all New Positions.
NB: Use of consultants to be authorized by the Head-HR.
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Summer Trainees- Recruitment
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As the company expands and will be recruiting summer trainees for various projects
from Management Institutes, there is a need to ensure that the procedure for
recruitment of summer trainees is clear.
To provide clarity, given below is the process that we shall follow:
SUMMER TRAINEES – RECRUITMENT PROCESS:
a) If any department requires a summer trainee they should approach HR with the
duration of the summer internship, city where the student will be taking up the project
and a brief description of the summer project.
b) HR will visit relevant Management Institutes along with someone from the
respective department.
c) HR and the respective department will make a presentation on campus and
select the candidates after a group discussion and personal interview.
d) HR will issue a letter to the summer trainee detailing the project, time frame and
the stipend.
e) On completion of the project, the summer trainee will be required to submit a
copy of the report to the concerned Project Manager and a copy to HR.
f) On receipt of the project report, HR will issue an experience letter along with the
stipend.
PLEASE NOTE:
Any summer trainee who has come through reference should also be necessarily routed
through HR. No stipend should be paid to such summer trainees if they are selected.
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Induction & Orientation
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INTRODUCTION
To enable new entrants a smooth induction in the organization, inducting the new
employees is viewed as an extremely important step in the process of building the
organization.
PROCEDURE
 On the first working day, the new entrant will report to his immediate superior.
 The immediate superior will himself introduce the employee to all office
colleagues and other superiors. Thereafter he will show him/her their work station. The
immediate superior will ensure that assistance is provided to the new entrant including
supply of stationary, as applicable.
 The immediate Superior will ensure that all joining formalities such as Joining
report, PF forms, copies of testimonials of the employee as provided in Annexure I are
sent to the HR Department.
 The HR Department will draw the induction program in consultation with his
/her superior, depending upon the knowledge requirements of the employee in his job.
 The HR Department shall ensure that the new joinee is introduced to the
updated org structure, HR policies etc.
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ANNEXURE – I
JOINING REPORT
Name: _________________________ DOJ: _____________________________
Father‟s Name: ____________________ Grade: ____________________________
Dept.: _________________________ Designation: ______________________
Location: ______________________
Personal Details
Current Address _____________________ Permanent Address __________________
__________________________________ __________________________________
__________________________________ __________________________________
Tel. No. __________________________ Tel. No. ___________________________
Date of Birth: _______________________ Personal E-mail id: ___________________
No. of years of Experience: ___________ Qualification: _______________________
Other Details
Corporate Salary Account No. _____________________
Permanent Account Number _________________
Provisional Tax Certificate () Submitted () Not Submitted
from previous employer
Provident Fund Transfer: () Yes () No

If yes, please fill up the Form 13 (PF Transfer Form) in duplicate.
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List of documents to be submitted along with the Joining Report by the new employee.
Sr. List of Documents Provided By Submitted

No.
01 Relieving Order from the Last Employer The Employee Yes / No
02 Six Passport size & Two Digital Stamp Size (light The Employee Yes / No
blue background) photographs. (Name to be
written on the backside of the photo)
03 Proof of age (Passport / School Leaving Certificate The Employee Yes / No
etc.)
04 Educational Certificates. (Photocopies) The Employee Yes / No
10th, 12th, Graduation & Post Graduation
05 Identity Card & Visiting Card Details Form HR Dept. Yes / No
06 Nomination Form 2 For Nomination for Employees HR Dept. Yes / No
Provident Fund (To be filled in duplicate)
07 Form F (Nomination Form for Gratuity) (To be HR Dept. Yes / No
filled in duplicate)
08 Group Mediclaim Nomination Form HR Dept. Yes / No
09 PF Transfer Form No. 13 (Revised) (To be filled in HR Dept. Yes / No
duplicate)
10 ICICI Bank/ AXIS Bank/ Deutsche Bank / Citibank HR Dept. Yes / No
/ IDBI Bank Salary a/c Application Form
11 IT Provisional Declaration Form HR Dept. Yes / No
12 National Social Security Number Form (NSSN) HR Dept. Yes / No
Note: 1. If the employee‟s above mentioned forms do not reach the HR Dept - Mumbai by
the 21st of the month of joining, the salary will be processed in the following month.
2. The employees who already have an existing ICICI / AXIS / Deutsche / Citibank /
IDBI Bank Salary account should provide their account number in the Joining Report.
3. PAN number is compulsory, hence if one does not have a PAN card please apply
immediately with Income Tax Dept. and inform the Payroll Dept. once the PAN number
is received.
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INTRODUCTION
The probation period is to be primarily used for evaluating the candidate‟s suitability in
the job and to provide the guidelines for review without prejudice prior to his
confirmation.
PROCEDURE
The probation period is for six months. The same cannot be shortened for any reason
whatsoever. Excluding GM‟s and above as well as Pilots, every employee is required to
go through a probation period of six months before he/she is considered for
confirmation. This does not apply to employee on contract basis or temporary nature or
training.
No employee shall be deemed to be confirmed unless informed in writing by the

company. The employee performance during training/ probation will be evaluated as
per the Pre Confirmation Review Form given in Annexure I.
The evaluation of probation is the primary responsibility of the immediate superior

(Appraiser: one who conducts the review) and over all responsibility of the Head of the
Department (Reviewer: one who reviews the form in an unbiased manner).
The HR Department will send the probation report form to concerned department HOD
at least a month before the completion of probation. The Head of the department will
send the duly filled probation report form one week before the completion of probation
period to ensure that the confirmation letter of the employee is received on the due
date. The confirmation letter issued by the HR Department shall be as per Annexure I.
Any employee found not suitable during the probation period may be terminated
without giving any reason whatsoever thereof in the matter.
The probation period can be extended for a period of not less than three months and
will not exceed six months. In case an employee‟s performance is not found to be
satisfactory even after extending the probation twice, his/her services can be
terminated by the Management.
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ANNEXURE I
PRE-CONFIRMATION REVIEW
To be sent to HR, atleast 7 days before the date of confirmation
Name: Grade:
Department: Date of Joining:
Location: Date of Confirmation:
Appraiser: Reviewer:
Objective of the Confirmation Review:
To ascertain the following:

a) Adequacy of the reviewee‟s social integration with the work environment.
b) Extent to which the reviewee has integrated himself/herself with the
various procedure and practices followed by the Company.
c) How well has the reviewee been able to set performance standards and be
up-to-date on his / her jobs.
Assessment of Performance:
In the following pages are mentioned various parameters on which the reviewee
should be adequate to be confirmed. Assess how the review has applied him in
the job context against each of these. (Performance is to be reviewed by marking
a tick on one of the alternatives). Where performance is being rated as “Not
Adequate”, reasons for the same should be cited.
Date of Receipt by HR:
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Identify Highlight
Parameters Assessme Strength Weakness
nt
Reliability
- Can the reviewee be relied Yes / No
upon to complete what has
been given to him/ her?
- Can the reviewee be relied to Yes / No
be supportive and help the
team in a situation?
Integrity
- Will you say that the reviewee Yes / No
is trustworthy and honest?
Enquiry
- Does the reviewee show Yes / No
inclination to understand the
underlying principles of his/
- her job? Yes / No
Is the reviewee interested in
learning new areas of work?
Maturity
- Is the reviewee receptive to Yes / No
negative feedback for the way
he/ she works or behaves?
- Is the reviewee able to Yes / No
withstand work pressures and
maintain his/ her composure?
- Does the reviewee show Yes / No
maturity whilst dealing with
people and in his/ her
behaviour?
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Identify Highlight
nt
Teamwork
- Does the reviewee like to mix Yes / No
and socialise in the work
setting with his/ her
- colleagues? Yes / No
Does he / she likes to assist the
team members in their work.
Role Clarity
- Has the reviewee made efforts Yes / No
to understand his / her role
- clearly? Yes / No
Has the reviewee actively taken
up the role he/she is supposed
to perform?
Skills and Capabilities

- Does the reviewee have the Yes / No
necessary skills to handle his /
- her job?
Does he/she require inputs to Yes / No
- improve his / her skills?
What are the inputs required?
a)
b)
Application
- Does the reviewee work Yes / No
- diligently? Yes / No
Is he / she able to meet
- commitments and deadlines? Yes / No
Has the reviewee grasped the
work he / she has to perform?
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Identify Highlight
nt
Initiative
- Is the reviewee a self-starter? Yes / No
- Does the reviewee need to be Yes / No
supervised for regular work?
- Is the reviewee resourceful in Yes / No
ensuring that he / she completes
his / her task inspite of hurdles?
Good /
Communication Average
- How is the reviewee in his/ her / Needs
oral communication? Improvem
- How is the reviewee in written ents
communication? Good /
Average
/ Needs
Improvem
ent
Attendance
- Is the reviewee punctual in Yes / No
attending his / her work.
- Has the reviewee remained absent Yes / No
during probation without a
justifiable reason
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Based on your evaluation,
a) Should the employee‟s service be confirmed? Yes / No

or
b) Should the period of probation be extended? Yes / No
(In case of extension of probation, state reasons for the same and
estimated time span when the reviewee should be re-assessed)
Signature of Appraisee Signature of Appraiser Signature of Reviewer
Date Date Date
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Salaries
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 The Management fixes the salary of all the employees. Salary revision is
done annually.
 No increment is payable to those who have resigned from the services of

the company and are serving the notice period on the date of
announcement of the annual increment.
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Employment Certificates
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INTENT
To lay down guidelines for issue of employment certificates when an employee requires
the same to process papers such as Passport, Ration Card or opening a new bank
account etc. In order to facilitate the same, the employee may be issued a certificate by
the authorized signatory of the Company.
PROCEDURE
The issue of certificate to the employee will be done in the following manner:
 The concerned employee will have to make a written application to the HR

department for issue of certificate so desired.
 No local office is authorized to issue an employment certificate to any employee

for any reason whatsoever.
 No employment certificate will be issued to any employee during the period of

probation except for the purpose of Bank Account, PAN Card Application and
Passport.
 The reason for issuance of Employment Certificates shall be mentioned in the

certificate.
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Provident Fund
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INTRODUCTION
The Provident Fund and Miscellaneous Provisions At, 1952 applies to all from
the date of joining.
A contribution of 12% of basic salary will be deducted from the employee and
a matching contribution will be made by the employer. The contribution of
the Provident Fund will be calculated deeming basic salary above Rs 6500/-
to be Rs 6500/-; thus the maximum contribution amount will be limited to Rs
780/- per month each for employee as well as employer as per the provisions
of PF Act, 1952.
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Gratuity
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INTRODUCTION
The Payment of Gratuity Act, 1972 shall apply to all employees.
Under the Provisions of the Gratuity Act, gratuity is payable to all on separation/
superannuation/ resignation/ after 5 years of continuous service, or death,
whichever is earlier.
Gratuity will be calculated @ 15 days salary for each completed year of service, and
part thereof in excess of six months.
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Superannuation Policy
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INTENT OF THE POLICY:
The superannuation age of employees (other than Cabin & Cockpit Crew) in Kingfisher
Airlines will be 58 years.
For Cockpit crew, superannuation age will be 65 years, and may at the discretion of the
Management, be subject to amendment from time to time if DGCA/Government rules
permit.
For Cabin Crew, superannuation age will be considered as per terms of appointment /
contract.
PROCEDURE:
 Age of superannuation is calculated from the date of birth as mentioned in the

Company‟s record at the time of employment in service. Superannuation will be
considered from the date of completion of 58 years (or 65 years for cockpit crew) e.g.
if an employee completes 58 years on 24th April, then he will be retiring on 24th April
of that year.
 Employees superannuating should hand over all the Company property that has
come in their possession during the course of employment, to the Department Head.
Also, Clearance form, P.F. Form should be submitted to HR Department for
settlement of final dues.
 The Company at its own discretion and depending on business necessity may offer
employment on contract to such employees who have superannuated at the age of
58 years. The period of contract and revised terms will be as stipulated in the
contract. However, such contract will not be extended beyond an age of 65 years
unless specifically approved by the Chairman.
 HR Department will give notice to the employees who are due to superannuate 3
months in advance.
 It should be the endeavour of the company to do proper succession planning for all
employees due to superannuate.
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Transfer
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INTRODUCTION
To ensure smooth transit of employees and their families when the employee is
transferred from one location to another at the insistence of the company.
All employees are transferable depending upon the work exigencies and company
requirement.
PROCEDURE
 Relocation of an employee for more than 3 months at a time will be considered as a

transfer (and this is outside the scope of the deputation policy).
 An employee would be considered to be transferred from one location to another

only when a transfer order is issued.
 Department Head should make a request at least 30 days prior to proposed date of
transfer to the Head- Human Resources with the details of assignment, duration and
justification for the requirement along with the names/ details of the recommended
employees.
 Transfer of employees may arise due to the following reasons:

 Re-allocation of Manpower as per company requirements
 Location transfer arising out of a promotion entailing higher
responsibilities.
 Matching linguistic abilities and cultural background with geographical
background.
 Corporate HR should analyze the possibility of relocation (family circumstances, etc)

of the recommended employees and take a final decision in consultation with the
Functional Head. Head- Human Resources will give the final approval for all
transfers.
 Transfers will normally be affected in consultation with the individual concerned.

However, in work exigencies it may result in the employee being only informed.
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Transfer
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 An employee would be considered to be transferred from one location to another

only when a transfer order is issued. Upon transfer the employee is required to
complete necessary hand over of work to the colleague taking charge.
 All Transfers will be communicated by HR Department in writing with necessary

communication to Pay Roll and other concerned department.
ENTITLEMENTS, ALLOWANCES AND REIMBURSEMENTS
 Executives shall be eligible to the following common facilities to assist in a smooth

and trouble free resettlement at their new place of posting.
 Advance may be drawn against the entitlements if needed. All advances taken from
the company will be settled by the employee against his / her entitlements within 15
days from date of reporting to new location.
TRAVEL FARE FOR SELF AND FAMILY (DURING THE FINAL MOVE)
The executive, spouse and unemployed dependent children who are not more than 24
years, at actuals against the production of ticket and mode of transport will be as per
company travel policy.
Note: Actual fare will be allowed twice for the executive alone to enable him to make
the first trip for locating an accommodation, identifying / finalizing schools for his
children, etc. If the presence of the children were required for finalizing school
admissions, actual fare for school-going children would also be permitted a second
time. Reasonable conveyance and portage expenditure incurred while proceeding to the
location of transfer will be reimbursed at actuals.
ACCOMMODATION :
An employee and his dependants may be allowed to stay in a hotel (co.

approved)/company guest house for an initial period of 15 days to help him/her in
settling down with the new team.
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LOCAL CONVEYANCE AND PORTERAGE
 Reasonable conveyance and porterage charges incurred while proceeding to the

location of transfer will be reimbursed at actuals.
 Local conveyance expenses at the new location are not reimbursable, except for the
date of arrival.
 In case of executives entitled to a company car, local conveyance, at actuals, may be

permitted until the executive is provided with a car at the new location. Pool cars,
where available, must be used in preference to hiring a vehicle.
DAILY ALLOWANCE :
Daily allowance is intended to cover expenditure actually incurred by an executive on

food and incidentals till he secures accommodation, upto a maximum of 15 (fifteen)
days, reckoned from the time of departure from the current place of posting. This
period of 15 (fifteen) days will include days on tour undertaken after reporting at the
new location, except where the duration of the tour is 5 days or more.
 Daily allowance is payable whether the executive stays in a Hotel / Company Guest
House or makes his own arrangements.
 The category of Hotel and the rate of daily allowance will be as per the executive‟s
entitlement while on official work / company tours.
 Upon shifting his family, the executive may claim daily allowance at the same rate
for his wife and dependent children upto 24 years of age (and at 50% of this rate for
children below 12 years) for the period of the journey / travel and stay at a hotel /
company guest house for a maximum of 15 days.
 This period of 15 days will be reckoned from the date of departure of the family
from the earlier place of posting and will include the time taken for transportation of
household effects as well as settling-in-time at the new location.
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TRANSPORTATION OF PERSONAL EFFECTS INCLUDING PACKING,

FREIGHT, VEHICLE AND TRANSIT INSURANCE PREMIUM, FORWARDING,
CLEARING CHARGES AND OCTROI
 The executive will be entitled to Packing, Forwarding and Clearing charges and
Octroi at actuals (Supported by bill & receipt).
 At least TWO quotations for packing, forwarding and clearing of his household
effects must be obtained and forwarded for approval of the Unit / Functional /
Department Head and HR department. Only after approval is obtained must the
task be assigned.
 Failure to obtain prior approval of estimates may result in disallowance of the

expenditure, especially if it is in excess of the entitlement.
Loading/ Unloading/ Packing / Insurance etc

Grade (Total Maximum permissible amount)
M1 Rs. 75,000/-
M2, Captain Rs. 60,000 /-
M3, Copilot Rs. 30,000 /-
M4, Cabin Crew Rs. 20,000 /-
 HR Department will communicate to the transferees their entitlements as applicable

to their grade, on the basis of the above limits, while issuing the transfer letter.
SETTLING-IN-ALLOWANCE
Settling-in-Allowance is payable to all executives in Grade M4 & above who are
transferred from one location to another whether on permanent or on temporary
transfer (temporary transfer is defined as a transfer not exceeding a total period of six
months). The Settling-in-Allowance is intended to cover expenses incurred on account
of furnishing, painting, minor carpentry or plumbing jobs in the new accommodation,
school fees, books, uniforms, and a host of other minor expenses associated with
transfers
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The quantum of Settling-in-Allowance grade wise is as follows:
Sr. No. Grade Amount (Rs.)

1 M1 25,000/-
2 M2,Captain 17,500/-
3 M3,Copilot 12,500/-
4 M4,Cabin Crew 9,000/-
EXCEPTIONS : If an executive is transferred on his own request, then the executive

will not be entitled to the above claims:
MISCELLANEOUS
 The above policy guidelines may be used discretionally for new appointees who
have to dislocate from their city of residence to a new location on being company
recruited.
 Executives who are to be transferred will be given sufficient notice ranging from 7 to
30 days to facilitate relocation to the new place.
 Regional HR Manager who has a transferee joining his team should ensure that all
support and assistance is rendered to him / her in settling down with the new team.
 All transfers will be communicated by the Corporate HR in writing to the employee

with necessary communication to the Payroll and other concerned departments.
 Employee will be required to hand over Company property / pass etc as may be
applicable before proceeding to the new location
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Policy Intent:
An employee may be deputed to other locations from time to time, to fill in a vacancy or
take up special assignments on temporary basis. The duration of stay may be for a
specific period of time or until completion of the assignment/ task.
This will be agreed depending upon the employee‟s consent to take up the challenge.
The management shall assign the task to a particular employee based on: availability of
manpower & suitability of the employee for the particular assignment(s).
Applicability:
This is applicable to all employees organization-wide who are sent on deputation by the
Head of Function.
The policy will be applicable to employees who are deputed for a period of more than
15 days and not more than 90 days. If deputation period is of more than 90 days, then
special management approval will have to be sought by HR.
Procedure:
 The deputed employee will be paid deputation allowance by the company while on
deputation. The attendance during deputation would be observed strictly.
 For deputation of an employee within his base location, no expenses will be reimbursed. In
case the employee is being deputed outside the employee‟s place of work, then he/ she falls
under the purview of this policy.
 Prior written communication/ an appropriate approval will have to be submitted to HR

Department well in advance by the Departmental Head so that the temporary change of
location can be recorded in employee‟s personal dossier.
 HR shall release a Deputation letter to the concerned employee. A copy of the letter shall be
forwarded to the corresponding Regional Accounts Team so that travel advance and such
bills can be settled on priority.
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 HR shall also intimate such details to the Administration Team who shall arrange for the
accommodation of the employee (company guest house or service apartment in the place of
deputation).
 A consolidated statement for reimbursement will be submitted by the individual to the

Head of Function for approval. Once the HOD approves the same, Accounts shall process
payment in accordance with the entitlements mentioned above.
Systems:
1. ON COMPANY PROVIDED ACCOMODATION:
 Employees on deputation will be accommodated in Company guest house (wherever

possible), else company shall provide for service apartment.
 During the period of deputation, the employee shall be entitled to Deputation Allowance on
pro-rata basis according to his designation as follows:
Deputation Allowance Entitlement

Designation
(p.m.)
DGM/ Sr. Manager/ Manager/AME Rs. 9000/-
Executive/ Supervisor Rs. 7000/-
Officer/ Agent Rs. 5000/-
 Deputation Allowance will cover expenses connected with daily conveyance, laundry, food
& other incidental expenses.
 Please note that for Deputation purpose, employee shall not be entitled for Hotel
Accommodation and hence shall be required to plan the assignment in conjunction with the
Administration team regarding accommodation.
 In case an employee is required to undertake tour to/ from the place of deputation; the
Travel Policy will be applicable. Please note that for calculation of any kind of expenses, the
Domestic Travel Policy shall be applicable.
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2. OWN ACCOMODATION:
Employees who make their own accommodation arrangement during the period of
deputation shall be entitled to deputation allowance on pro-rata basis as follows:
Deputation Allowance Entitlement

Designation
(p.m.)
DGM/ Sr. Manager/ Manager/AME Rs. 15,000/-
Executive/ Supervisor Rs. 12,000/-
Officer/ Agent Rs. 10,000/-
 Deputation Allowance shall cover all expenses connected with stay, local conveyance, meals
and other incidental expenses.
Please note that during the period of deputation, the employee is at times given an
opportunity to take higher responsibilities & it also helps the Management to assess the
employees‟ capabilities. Hope we all look forward to higher responsibilities and make
the best of such opportunities.
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House Rent Allowance
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House Rent Allowance is payable every month to employees not provided with
company leased accommodation.
Executives who wish to avail tax exemption on HRA should submit a xerox copy of the
rent receipt to Payroll Department for the month of April every year with a declaration
regarding the house rent being paid.
The format of the declaration is as follows:
DECLARATION REGARDING HOUSE RENT BEING PAID
From Name :
Employee Code :
To: Payroll Dept, Accounts

Function :
I, , declare that I have been paying rent of Rs._______ per month for
my residence at__________________________________
____________________________________________ since April, _____________ (Year).
As evidence thereof, I enclose a copy of my rent receipt for the month of
____________________. I further declare that I shall pay this rent till the end of this
financial year, namely till March_____________ (Year).
I undertake to immediately inform the Company of any change in the particulars given
above, namely, amount of rent payable and also in the event that I cease to pay rent for
any or all of period April ___________ to March _______________.
( SIGNATURE OF THE EMPLOYEE )
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Separation
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INTRODUCTION
To provide guidelines for acceptance of resignation by an employee intending to leave

the services of the Company.
PROCEDURE
 Any employee intending to resign from the Company may submit their
resignation in writing, mentioning the notice period as per the terms of
employment, and submit the same to the Departmental Head through their
immediate Superior. A separation could be due to reasons like resignation,
termination, death, superannuation etc.
 The Head of the Department should forward the resignation letter with necessary
recommendation to the HR Department.
 The HR Department on receiving the resignation letter will send the Clearance
Certificate to the employee.
 The separating Employee will have to get a clearance from the below mentioned
departments:
 Own Department
 Finance
 Security
 Uniform / Stores* (refer detailed process mentioned below)
 Administration - Mobile** (refer detailed process mentioned below)
 Information Technology – Laptop*** (refer detailed process mentioned
below)
 The filled up clearance certificate will then be handed to HR.
The department will send the original leave card to HR for further processing.
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 The separation formalities for the following large departments will be handled
centrally as follows by respective HR managers:
Domestic pilots Mr. Meghan Dere

Expat pilots Mr. Jagdish Iyer
Engineering Mr. Amit Gursale
In-flight Services Ms. Rita Simon
HO based staff Mr. Lester D Mello
 For all other functions like Regional Sales, Regional Finance, Airports, IT, the
regional HR managers/ Airport Managers will handle the separation formalities.
* UNIFORM:
For resigning employees based at BOM, DEL and BLR:

 These employees should directly visit the respective uniform stores along with
their clearance certificate to return their uniforms issued by KFA.
 The stores in-charge of uniforms section would be verifying with the issuance
records and sign-off the clearance form with valid remarks.
 For your ready reference, following is the list of personnel who can be contacted
at each of these 3 uniform stores.
 BOM: Mr. Vidhyadhar Parkar – 9321550744 / Mr. Robin Britto – 9867748971
 DEL: Mr. Nitesh Kumar – 9818665982 / Mr. Debashish Bagchi – 9810904171
 BLR: Mr. Srinivas Avuku – 9343340191 / Mr. Aswathkumar CP – 9900541174
For resigning employees based at other locations (other than BOM, DEL and BLR):
 The respective APMs shall verify the records with Uniforms Facilitation Team,
Mumbai, who hold the complete database of uniforms issuance to every
employee.
 The APM after verification of uniform data should collect the uniform and
forward the same to the nearest uniform store (BOM,DEL,BLR)
 For your ready reference, following is the list of officials who can be contacted
for assistance at Uniforms Facilitation Team based at Mumbai:
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KFA/HRM 01 01-09-09 01-10-10
Deineka D'silva 9892745627
NOTE:
 As part of the separation process, employees who are issued uniforms are
required to return the same on exit. The cost of the uniforms/ accessories not
returned will be recovered from the settlement dues of the employee.
 The authority accepting uniforms from resigning employee (Uniform Stores/
Unit Head) will mention the details of uniforms not returned by the employee on
the clearance form.
 Based on the details mentioned on the clearance form, the cost of the items not
returned will be recovered from the resigning employee by the concerned HR
executive/ Manager processing the clearance form and mentioned as a recovery
amount.
** MOBILE (Blackberry/ SIM Card/ Data card):
 All mobile related assets of resigned employee (along with all accessories, in
working condition) will be returned to Ms. Dipika Bangera, either by the
separating employee personally OR via local unit Head / HR
 Failure to comply with the same will result in deduction of an appropriate

amount during the full and final settlement.
 The clearance certificate must have Ms. Dipika Bangera‟s signature compulsorily.
*** LAPTOP:
 Ownership of the laptop computer resides with the Company and such gadgets
must be returned along with all accessories, in working condition, when
employment ends to the respective IT personnel as given below and signature
obtained.
West – Allwyn John (9324239701)

South – Sk. Mobarak Hossen (9740090705)
North & East – Atul Kaushik (9871366500)
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 Failure to comply with the same will result in deduction of an appropriate

amount during the full and final settlement.
 In a few instances, IT equipment is being transferred internally by the immediate

superiors to staff within the department with the result that when staff leaves it
is difficult to reconcile. Please note that any IT equipment transfer can only be
done by the IT department and the same should be adhered to by
Functional/Departmental Heads.
 The clearance certificate will be finally signed by the HR Department indicating

notice period recovery etc and forwarded to the Finance department for Full and
Final settlement.
 The Finance Department will ensure settlement of final dues of the resigned
employee at the earliest.
 Also, it is important to obtain feedback from the departing employee about the
Company‟s working and other things in order to take corrective measure for the
future. The exit interview process should definitely be carried out when an
employee submits the resignation by the immediate Superior and/ or HR and
observations must be recorded with the resigned employee as per Exit Interview
Policy.
 The HR Department will issue Acceptance of Resignation letter considering the

recommendation and the terms of their employment. In case, the Departmental
Head does not wish to accept the resignation, the same will be communicated to
the HR Department who will issue a letter, accordingly.
 In case there is a special request from the employee for the waiver of notice period,
the same may be done depending on the facts and recommendation- of the
Departmental Head. However, the decision of the HR Department in this respect
will be final and binding.
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 The HR Department after accepting the resignation will send the acceptance of
resignation letter in duplicate to the Departmental Head for issuance to the
concerned employee along with the Clearance Form.
EXPERIENCE CERTIFICATE
The HR Department will issue the certificate after ensuring that the employee has
cleared all dues and has returned all the Company property as per the employee
separation policy.
In case of Cockpit Crew & Engineering staff, Certificate will be issued in writing only
after ensuring the payment/recoveries are affected and the Bond period etc. is served.
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CLEARANCE CERTIFICATE
(TO BE SENT TO HR ON SEPARATION OF THE EMPLOYEE)

Name: Mr./ Ms. Employee Code:
Designation: Function:
Location: Grade:
Date of Joining: *Date of Relieving:
(* i.e. the last day worked by the employee. If the separating employee proceeds on
leave prior to separation and did not report for duty thereafter, the last day of leave is to
be considered as the date of separation).
Mailing address of separated employee with contact number:
I Clearance from respective departments
Please Tick All Applicable Items

EMPLOYEE‟S DEPARTMENT
Details Check Checked By
Books/Periodicals/Manuals/Documents Name:
Office Equipment / Keys/Toolkit/ADP Designation
Others Signature: Date:
Remarks:
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UNIFORM / STORES DEPARTMENT

Company Uniforms & Accessories Name:
Date of Last Issue Designation
Remarks: (Details of uniforms / accessories not returned to be mentioned)
INFORMATION TECHNOLOGY
Laptop Name: Signature:
De-activation of email Name: Signature:
De-activation of other system
Name: Signature:
access/login ids
Remarks:
ADMINISTRATION
ID Card Name: Signature:
Mobile Phone/ SIM card/ Data
Name: Signature:
Card/Blackberry
Company Car/House Name: Signature:
Remarks:
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FINANCE
Tour Advance Name:
Salary Advance Designation
Remarks:
SECURITY
Airport Entry Pass Name:
Others Designation
Signature: Date:
Remarks:
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(TO BE FILLED IN BY HR ONLY)
II Calculation of dues: Leave card must accompany the Clearance Certificate. Calculation of
dues cannot be processed without the leave card.
b) Leave Encashment :
Note : Pro-rata P.L. is to be computed irrespective of whether the employee is a

probationer and has put in less than one year in the Company.
P.L. balance of previous year :
Add Pro-rata P.L. earned for current year :
Less PL availed during current year:
Privilege Leave salary to be paid for days.
c) Recoveries:
Training Bond/ Deposit
Salary Advance
Tour Advance/ Forex
Shortfall in Notice Period
Cost of uniform not returned
Any other recoveries
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Payments:
Salary
Privilege Leave (No of Days)
Shortfall in Notice Period
Gratuity
Any other payments
____________
Signature of HR Manager Name Date
III Clearance Certificate is forwarded to Payroll Department.
___________
Signature of Head – HR Name Date
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Exit Interview Policy
Revision Revision
Document Date
Number Date
KFA/HRM 00 00-00-00 01-10-10
INTRODUCTION: To obtain feedback from the departing employee about the

Company‟s working and other things in order to take corrective measure for the future.
INTENT
A departing employee is a source of valuable information to the Company in creating

an awareness of the functional/dysfunctional policies and practice in the organization.
A departing candidate will tend to be less hesitant to air his views and be candid in his
assessment about the Company and its working environment.
PROCEDURE
Exit interview will be held with the separating employee before his / her last working
day, after a formal letter accepting the resignation has been issued to the employee.
The concerned department Head/ HR representative will interview the separating
employee. The interview should be open-ended and be conducted in an informal
atmosphere where the following information is elicited.
 About the new job

 Reasons for leaving
 Employee‟s likes and dislikes regarding his work and the Company.
 His views about the organizational culture & working atmosphere
 Interaction with employees
 Suggestions for improvement
The interview may be conducted in a way where both the employer and the employee
feel comfortable and the maximum information can be elicited.
At the end of each exit interview, an exit interview report will be forwarded to the HR
Head within 3 days of holding the interview.
Data collected through exit interviews will be compiled by the HR Department. Six
monthly reviews will be done and if any trends or patterns are observed, they would be
taken up at the Executive Committee meeting for discussions. Thereafter, suitable
intervention for change shall be debated, proposed and implemented.
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EXIT INTERVIEW FROM
I) Personal Details:
Name :
Designation : Location :
Grade : Department :
Date of Resignation : Date of Joining :
Reporting to : Last working date :
II) Reasons for leaving the company: (indicate each box with (Tick) mark.
 Poor Salary ( )
 Job Rotation ( )
 Lack of recognition ( )
 No Promotion Opportunities ( )
 Interpersonal Conflicts ( )
 Infrastructure ( )
 Opportunities abroad ( )
 To pursue studies ( )
 Commutation to workplace ( )
 Health ( )
 Marriage ( )
 Family problems ( )
 To enter business ( )
 Quality Of Work ( )
 Empowerment ( )
 Role Clarity ( )
 Any other (List below)
____________________________________________________________________________
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Elaboration of the applicable item:
______________________________________________________________________________
______________________________________________________________________________
_______________________________________________________________________
III) Have you discussed the problem with your superiors/HR/colleagues and has the
problem been addressed adequately?
______________________________________________________________________________
__________________________________________________________________________
IV) Views of the employee on :
A 1. Salary :
2. Service Conditions :
3. Opportunity for growth :
4. Recognition of work :
5. Promotion :
6. Use of educational background :
7. Personnel Policies :
8. Culture of the Organization :
9. Role Clarity :
B 1. Superior - Subordinate :
Relationship
2. Guidance from superiors :
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V) What were your expectations when you joined Kingfisher Airlines Limited?
______________________________________________________________________________
______________________________________________________________________________
________________________________________________________________________
VI) Would you say that your expectations have been fulfilled?
______________________________________________________________________________
__________________________________________________________________________
VII) What did you like and dislike about the company?
LIKE
____________________________________________________________________________
DISLIKE
____________________________________________________________________________
VIII) Details about the New Job (if one wants to reveal)
1. Name of the company :
2. Cadre :
3. Designation :
4. Function :
5. Cost to the company :
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IX) What are the three things that attract you to your new job?
______________________________________________________________________________
______________________________________________________________________________
_______________________________________________________________________
X) Would you consider coming back to KFA at a later date?
To be filled in by HR / Functional Head
I) Reasons for leaving as understood from sources other than through the employee
(to be filled by HR)
______________________________________________________________________________
__________________________________________________________________________
______________________________________________________________________________
II) Comments of HR
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
____________________________________________________________________
HR Representative. Employee
Name: Name:
Designation: Designation:
Date Date
87
KFA Performance Excellence Awards
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age 88 of 21988Page 88 00
of 219Page00-00-00
88 of 219 01-10-10
At Kingfisher Airlines, we reward peoples' passions. Our employees have a commitment to the
organization that most organizations can only dream about. By offering the team exciting
rewards for performance excellence, we aim to foster increased employee morale, hard work,
dedication and commitment.
With this thought in mind, we have instituted the KFA Excellence Awards for
rewarding & recognizing our team members for their exceptional contribution.
An Overview: The KFA Excellence Awards acknowledge the extraordinary efforts

made by members of our TEAM towards fulfilling the vision & values of the
Organization. This is among the highest honors awarded to staff. Professionalism,
commitment to best practices, and high standards of excellence are at the heart of these
awards.
Objective
Reward recognition for an individual for achieving operational excellence, who will be
acknowledged as:
“Employee of the Department”
The award will consist of:
 Prize money
 Merit Certificate signed by The Group Chairman and company CEO
 Kingfisher Blazer with winners‟ name.
We all understand that healthy competition in an organization gets the best out of
everyone. And nothing works better than recognition or reward for a work well done.
Let‟s endeavor to make our Company a truly „Performance Oriented‟ organization.
We, at Kingfisher Airlines shall always strive to make ours a driven team where
everyone of us is focused towards the common goal of making KFA the No. 1 Airline by
delivering our best.
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SELECTION PROCEDURE
To be awarded for best performance from April to Sep & Oct to March (Half Yearly
Award)
 All employees may nominate (excluding own self) only 1 deserving person for the
award from their own Department.
 Employees will respond with their vote/ nomination on email i.d. department
name@flykingfisher.com.
 The criteria of nomination will be based on core as well as functional competencies
(knowledge/ skills/ attitudes) required for superior performance on the job.
o Core competencies: Reflect the vision, values of the Company and are generic
competencies required from all employees.
o Functional competencies: Reflect the functional agenda/ goal of each
department & hence are unique and vary with function.
 The process shall begin one month in advance wherein team members will cast their
votes. Functional Head in consultation with HR & the Management Committee shall
adjudge the winners based on the nominations from the functional team members.
PROCESS FOR ASSESSMENT
Criteria used to judge the final winners are:
 Actual number of votes received by the individual

 Efforts that exceed job expectations
 Project impact/ job effectiveness (e.g. service to guests, external & internal
customers, project deliverables, any measurable means)
 Degree to which teamwork contributed to success
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Employee Suggestion Plan: DIRECTLINE
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age 90 of 21990Page 90 00
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INTRODUCTION
To enable employees to think in the direction of improving the Organisation

effectiveness. Suggestions from every employee must be considered to make him a
part of the Organisation.
Most of us tend to talk but it‟s important to listen as well. Here are some great quotes:
“Listening is the single skill that makes the difference between a mediocre and a great
company.” - Lee Iacocca
“Every person I work with knows something better than me. My job is to listen long
enough to find it and use it.” - Jack Nichols
It is important for an organization to empower employees by providing them

maximum access to interface and resources, an ability to share their views and impact
their own as well as the organization's future.
“Directline” is an on-line, electronic facility to provide employees a chance to voice

their views, share suggestions and ideas. All will be treated in the strictest confidence –
that‟s a promise.
Objective
· Create employee ownership
· Enable our employees to put forth their Suggestions
· Besides just „Hearing‟, suggestions, institute a process to „Deal‟ with suggestions and
provide feedback to the person giving the suggestion.
· Enable Management to get First hand feedback from all employees across all
functions and levels.
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Eligibility: All employees
Procedure
· Any employee can email a suggestion to directline@flykingfisher.com on any area of

the Organization's performance. It could be with regard to new business ideas, sales
improvement, marketing activities, operational procedures, cost reduction, quality
improvement, service delivery, employee welfare …etc. Suggestions are to be sent in the
proposed format as per Annexure I.
· HR will collate the suggestions and share them with concerned departments. Every
suggestion will be forwarded to the concerned department and comments sought from
them.
· A suggestion Committee will be nominated by the CEO to implement useful
suggestions.
· Suggestions received will be reviewed by the CEO for an Award.
· For each quarter the author of the BEST SUGGESTION will be given an award
consisting of a special memento, certificate and a CASH PRIZE of Rs. 25,000/-
· The selected suggestion will also be displayed on the Notice Board and informed
electronically to all employees.
Lets endeavor to make Kingfisher Airlines a truly „Listening‟ Company which draws
on the strengths, ideas and suggestions of each and everyone one of us.
We will strive to make ours a flat organization where everyone of us is approachable

and our thoughts reach out to all our colleagues thereby enabling us to deliver the
best.
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ANNEXURE I
Name: _______________________ Employee Code: ___________________
Designation: __________________Department: ________________________
SUGGESTION:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
IMPLICATIONS:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
Prepared By: ______________________
92
EDGE- “Enterprise Development Growth Engines”
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At Kingfisher we believe in continuous learning and development. It‟s amazing how

much one can learn from simply putting oneself in another person‟s shoes for a short
time. We want to encourage people to understand other people‟s jobs through learning,
sharing, understanding and contributing. This will stimulate cross-functional
communication and also give people more responsibility to develop their strengths and
grow.
Keeping the above in mind, we have :
EDGE – „Enterprise Development Growth Engines.‟
Objective: To help attain higher performance levels across the organization.
Our Approach:
 6 Performance Improvement Teams (PIT) will be formed across the company.
 Each team will comprise of representatives from various functions, who will
work together on a live project for 8 weeks.
 Once the Team member names flow in from all functional Heads, the
management will nominate a Project Leader from amongst the team members. The
team will meet once a week and brainstorm on their project.
 At the end of the project term i.e.8 weeks, the teams will recommend
suggestions by way of structured presentations to the CEO and EVPs, which will be
implemented.
Eligibility: To be a part of the EDGE team, employees must possess analytical skills
and business understanding. Each Functional Head can nominate managers or above
from his respective function
The aim is to break the monotony of what employees are doing on a daily basis and
give them a chance to think differently and contribute towards the improvement of
certain projects which are extremely important for the success of Kingfisher Airlines.
The HR Dept shall announce the same from time to time.
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Employment For Relative in the Company
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Applicability: All Employees
Objective: To provide guidelines for terms of employment for relatives working in the
company.
Policy: With an objective of providing clarity to all employees with regards to

employment of relatives, please find below the guidelines:
1. Employment of relatives in the same company will not be permitted.

Relatives will include: spouse, children, father, mother, brother/s, sister/s, father-in-law, mother-
in-law, cousin sister/s (paternal & maternal) & cousin brother/s (paternal & maternal).
2. Any deviation from above will be approved on a case to case basis subject to
approval from Head-HR.
3. In case any relatives are employed within the company, then the following
conditions will apply:
 The employees who are related shall not be working in the same department or
reporting to each other or interfering in each other‟s decisions during the normal
course of work.
 Relatives working in the same company will not use any undue influence during
the normal course of work example seeking transfers to the same place.
Please note that in case of any employees who are related & are currently working in
the company, their work profile may be restructured so as to align the same as per the
above.
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Employee Referral Program (ERP)
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Purpose
To encourage and reward employees who assist Kingfisher Airlines in identifying and
hiring the most suitable, qualified and best talent possible. We believe our employees
are one of the best sources for qualified candidate referrals.
Employee Eligibility
All full-time employees of Kingfisher India are eligible to receive the designated
employee referral award.
Exceptions to the ERP award eligibility:
1) Head of Departments
2) Employees involved in the decision making process for the position for which
the referral is considered.
3) Human Resources employees.
Candidate Eligibility
Unless mentioned in the job posting specifications, candidates who are presented as
part of the ERP by a Kingfisher employee must be eligible to work in India.
Current or former employees, retirees, employees returning from a leave of absence,
temporary employees, contractors, interns, candidates interviewed in the past,
candidates already identified through job fairs, college relations programs, or
advertisements are not eligible to be referred under the Employee Referral Program.
Guidelines and Instructions

Eligibility to refer a candidate under this program will be displayed on the circulated
job posting.
If you wish to make an employee referral, please follow the process outlined below.
1) Discuss the vacancy with the candidate and obtain their verbal consent to participate
in the referral program.
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2) Inform the candidate not to apply for the same position through an agency, the
Kingfisher website, directly to the recruiting manager, but only by sending the
application directly to you.
3) To refer an applicant to Kingfisher you must therefore instruct them to:
 Apply through the referral Kingfisher employee (i.e. you).

 As the prerequisite you must instruct them to add in their CV position
„Referring Kingfisher Employee Information‟ where they should enter
referring Kingfisher employee (i.e. your) Name, Title and Department.
 Submit such modified application via e-mail to you.
If the candidate applies through a different route for the same position before your
referral is processed, you will not receive credit for the referral.
Instructions to referring employee:
 After you have received candidate application including your Name and Title in
the Referring Employee Information section of the CV please fill in and forward
electronically the “Employee Referral Form” (Annexure A) along with the
candidate application to employeereferral@flykingfisher.com.
Please note the following important points:
 Referring candidates to work in Kingfisher requires a certain responsibility, it is

therefore expected that the referring Kingfisher employee knows the candidate
personally and is convinced of their suitability to work in our company.
 Referrals previously credited to another source will not be eligible for a referral
award.
 When a candidate is nominated by several sources, only the first referral held on
record with the HR department will be eligible for a referral award.
 No referral claims can be accepted after a candidate has independently

submitted their CV or if the candidate has not been employed.
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 The HR Department will take the candidature of the referred candidate forward,
only if the candidate meets the criteria for the position.
 The rationale for rejecting a candidate who has been interviewed will not be
shared with the employee referring the candidate
 Employees are responsible for all related taxes in connection with any awards
made under the Employee Referral Program.
Referral Awards
The amount of awards will depend on the position recruited for and will be as under :
Senior Management Level (DGM/ GM) 15,000 INR

Middle Management Level (Managers/ Sr Managers) 7,500 INR
Junior Management Level (Officers / Executives/Flight Attendant) 2,500 INR
Awards will be made to those referring successful (i.e. employed) candidates.
Payment of Awards
Credit for referral of a candidate will be given to the employee on successful completion
of the employee‟s 90 days in the organization.
All awards will be made as „gross pay‟ and will therefore be subject to appropriate legal
and tax deductions. Payments will only be made to referrers who are currently
employed with Kingfisher on the due date of payments.
If you would like any further information on the Employee Referral Program please
contact the HR Department.
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Annexure - A
EMPLOYEE REFERRAL FORM
Please fill in this form and forward electronic copy to

employeereferral@flykingfisher.com together with the candidate‟s CV.
Your details
Name
Last Name
Employee ID number
Department
Telephone number
Email address
Candidate information
Name
Last Name
Telephone number
Email address
Job information
Job title of vacancy
Department of vacancy
Declaration
I have discussed this submission and the referral program with the person I am
referring. I understand and accept the Employee Referral Program rules.
Employee name:
Date:
98
Internal Vacancy Advice
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At Kingfisher Airlines, we firmly believe that it is people who make all the difference.
So we look for people who bring in a wealth of experience, skills and knowledge. We
pride ourselves on the fact that our team comes with vast experience and is equipped
to handle further opportunities and responsibilities.
At KFA, to fulfill a vacancy, we shall initiate an internal search to confer

responsibilities upon an existing employee within the department/ base or from a
different base but are open for relocation.
We shall invite dependable and “thinking” leader-managers committed to excellence

that are willing to take up the responsibilities detailed thru‟ the IVA (Internal Vacancy
Advice). We encourage our employees to apply as per the information provided. All
aspirants shall undergo an evaluation through a structured Assessment Centre
involving group discussion, leadership and team building exercises followed by BEI
(Behavioral Event Interview) personal interview to be conducted by the Management
Committee. After all interviews are completed, the Committee shall make the final
selection.
Of great importance is the fact that all selection shall be based on well thought out
analysis of the candidates‟ strengths and weaknesses for the position in question, and
detailed justification for the recommendation.
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Internal Vacancy Advice
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Format for Internal Vacancy Advice
Date of Issuance:
Vacancy Announcement Number:
Function:
Post Title:
Location:
Position Reports to:
Last Date for Applications:

Educational Qualification:
Essential Work Experience:

Main Purpose of the Job:
Requisites:
Key responsibilities:
Applications:
If any employee wishes to apply, they may submit the application mentioning the
Vacancy Announcement Number & Preferred Location.
Address: The application must be addressed to the Head, Human Resources, Kingfisher
House, Western Express Highway, Vile Parle (E) Mumbai 400057.
Or e-mail: internal.vacancy@flykingfisher.com
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KFA Education Program
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With a firm objective to encourage aspiring employees towards the path of educational
growth, it is our proud privilege to introduce the following programs. Kingfisher
Airlines shall continue to provide employees requisite support and opportunities for
academic and career advancement and the programmes below are just a step towards
the same. We are confident that together we shall build a culture of Learning &
Development that other corporates shall benchmark against.
1. Kingfisher Airlines Education Program:
The Company shall provide 50% repayment of course fee or Rs. 1.5 lacs, whichever is
less, for additional educational qualifications acquired (Graduation, MBA, and
Diplomas).
You are eligible to this assistance if:
 You have put in at least six months with the Company and are a confirmed
employee.
 The course is relevant to your present and future job.
 The course is pursued as a postal/ correspondence course & hence does not
affect your working hours.
 On successful completion of the course, you shall serve the organization for one
year from the date of completion of the course.
 Fees will be paid only for a course enrolled in India.
 Reimbursements will not be more than 50% of the course fee or Rs 1.5 lacs
whichever is less.
 This will be paid only once to an employee in the entire service period in the
company.
Reimbursement of fees will be made on submission of fee receipts and certificate from
the institution on successful completion of the course. Thus, will not be provided as
advance.
Prior written approval of your Functional Head and Head-HR is necessary before
enrolling for any course while being employed with the organization.
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Kingfisher Airlines Bachelors Degree Program
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Education is the fundamental core of a Human‟s life.
It is said education is the fundamental core of a Human‟s life. All the riches of the world
cannot ensure growth, however education will ensure continuous growth. At
Kingfisher Airlines, we take pride in the growth of our team members. To ensure
growth, your fundamentals need to be rock solid even in terms of basic education. We
recently launched our Post-Graduation program which was well received. Now with
the Kingfisher Airlines Bachelor Degree Program, we invite employees who seek to
complete their Graduation.
The program is specifically aimed at those who would like to complete or attain their
Bachelor‟s Degree, and would like the company to help and support them through their
course tenure.
As per the Kingfisher Airlines Education Policy, the Company shall provide 50%
repayment of course fee or Rs. 1.5 lacs, whichever is less, for all those candidates who
enroll themselves in a Distance Learning Graduation program.
You are eligible to this assistance if:
 You have put in at least six months with the Company and are a confirmed
employee.
 The course is a Bachelors Degree through state run distance learning universities.
 The course is pursued as a postal/ correspondence course & hence does not
affect your working hours.
 Fees will be paid for a course with chosen universities only.
 Reimbursements will not be more than 50% of the course fee or Rs 1.5 lacs
whichever is less.
 This will be paid only once to an employee in the entire service period in the
company.
Reimbursement of fees will be made on submission of fee receipts and certificate from
the institution on successful completion of the course. Thus, will not be provided as an
advance. Those who are currently pursuing a distance learning graduation course and
are already enrolled into a graduation program will not be eligible for this benefit.
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Eligibility Criteria:
Employees must put in at least six months of service with the Company and should be
confirmed.
Minimum Education:
Higher Secondary Graduates (10+2) with good academic record.
List of Universities:
We‟ve selected open universities for each zone. You can choose your course or program
from any of the following universities / any other state run university by going online
to their websites and registering for your preferred course.
o IGNOU http://www.ignou.ac.in/ (state run).
o Annamalai University http://annamalaiuniversity.ac.in/ (state run).
o Mumbai University – Distance Education.

http://www.mu.ac.in/myweb_test/index.htm (state run).
o Netaji Subhas Open University http://www.wbnsou.com (state run).
Should you wish to enroll in any of the above universities for a graduation course,
please inform your HR for further clarifications.
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Bank on the Buddy Programme
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When a new employee joins the organization, he/she is tense due to the new culture,
new surroundings, new work ethics and new people.
“Buddy"- is a person who will be selected to facilitate the adjustment of a new

employee in the organization.
WHO CAN BE A BUDDY?
 Employees with good people skills.
 Fairly recent recruits (employees who have joined not more than a year ago) as
they are more likely to empathize with what the new employee is going through.
 Confidentiality is important - Both parties need to feel secure that discussions

remain between them.
 Openness and respect- Both the buddy and the person being guided need to be
open and honest, yet respect the other. A buddy who withholds important
information or comments does not contribute to the other person's success.
However, such comments should be delivered with tact and courtesy-and (even
if somewhat hurtful) received with an open mind.
 Professional relationship - The relationship between the buddy and his or her
protégé is a professional one, not a personal one. This is particularly important
for the new employee to understand.
 The buddy‟s role is to teach and advise the new employee - The buddy does
not interfere with the supervisor or manager's decisions. The new employee,
while expected to seek the buddy‟s advice particularly on critical issues, is not
bound to accept that advice.
Being asked to serve as a Buddy is an honor. It indicates that the company has faith in
the person's abilities and trusts him or her to have a positive impact on the situation.
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THE PROCESS
On day one when the new employee is being inducted by HR, HR will handout the
Policy manual CD and will ask the new employee to fill out all required forms of the
organization. The Functional Manager will identify one existing employee of the
department in which the new employee is supposed to work; normally the employee
will be in the same location just to make the new employee feel comfortable. After a
formal introduction between the 2 employees, the new employee is handed over to the
existing one. This employee will assist the new employee during the first 3 months.
During this period the new employee will learn more of the job, the facilities, the
colleagues and "do's and don'ts". The role of the buddy is to also help the new employee
understand what to do in tight situations.
For the Cabin Crew & Guest Services new Joinees, a buddy will be assigned once they
finish their training & are ready to go to their base location.
For other functions, the buddy will be assigned once the HR induction is over and just
before the employee moves to his department.
The concerned employee and the buddy will be informed in writing by HR. To
summarize, a buddy is supposed to be an employee who will befriend the new
employee and make the induction of the new employee more fun and satisfying.
BENEFITS TO THE NEW EMPLOYEE:
 Impart greater comfort and familiarity to the new employees

 Introduce the new employee to people in the office
 Reduce strangeness of the office
 Provide necessary help to get the workplace and other facilities organized
BENEFITS TO THE ORGANISATION:
 Facilitate Organizational Socialization

 A programme by which people learn the values, norms, and required behaviors of
the organization‟s culture.
 During initial orientation to the organization, coworkers can become invaluable
resources to the new employee.
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Annexure - A
Welcome Aboard !
Your decision to be a part of our Kingfisher Airlines family has indeed created a new dimension
in your personal & professional life.
We are sure, the knowledge and exposure you bring with you, will contribute and take the
Company to new heights of excellence and success.
We know you are very excited and anxious to know about your work and your team members
and of course to fulfill this desire of learning and encourage your passion towards excellence, we
have made sure that you have a buddy who would guide you through the initial days.
What‟s in it for us? Well, we want to see you comfortable with your new job and the
environment. Ensure you find your way all through with the new challenges and opportunities
that await you and you feel at home from Day One with us!
Your buddy will be glad to assist you in all your queries and to ensure that you establish contact
with your buddy; we have mentioned the contact details of your buddy below:
Name of your buddy: *****************
Contact No: *****************
Email Id: ****************
Location: *******************
We have taken this initiative to make sure you are welcome and taken care of not just the first
day but for the first three months!
We take pride to have you on board and wishing you the very best.
Regards,
Rubi Arya
Head-Human Resources
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Mobile Policy
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OBJECTIVE: In view of the size of our operations, geographical spread and the varied
nature of our business, it is necessary that certain employees are provided with Cellular
Phone Connections to facilitate speedier communication, and to ensure round-the-clock
accessibility arising out of business needs.
PROCEDURE:
 Based on the demands of the job, the Functional Head will authorize issuance of
a mobile phone to the concerned staff member in his/her department. The request for
mobile will be made to the IT Department who will provide the concerned staff with
the cell phone connection.
 The mobile phone is totally need based and for official use only.
 Employees in manager grade and above have the discretion of using their
original mobile connections if so desired. However, employees in officer and executive
grades who are authorized by the Functional Head will also be sanctioned
reimbursement as per defined limits.
 Expenses like purchase & maintenance of the handset will have to be borne by
the employee.
 The table below gives the upper limit for the cell phone bill for authorized
employees.
Entitlement Limit (Max
Designation
upto Rs.) Per Month
AVP & Above Actuals
GM & DGM Rs. 4,000
Senior Manager & Manager Rs. 2,000
Executive & Officer ( Authorized Only) Rs. 1,000
 Should you exceed the above limits; a special sanction from your Functional
Head will have to be sought in writing.
 The mobile phone bills will be directly settled by the Accounts Department in
the company.
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Mobile (Field Sales Staff) Policy
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To: Sales Team
Subject: Mobile Reimbursement Entitlement.
Applicability: Field Sales Staff Only.
Considering the nature of the business that we operate in, it was felt that the mobile
reimbursement policy for the sales team needs to be revised. With an objective of
providing clarity to the sales staff with regards to the same, all field sales staff will be
provided mobile reimbursements as follows:
 ARM/ RM/ AKAM/ KAM/Assistant Managers: At actuals, subject to a max limit

of Rs. 1,500 per month
 Sales Manager: At actuals, subject to a maximum limit of Rs. 2,500 per month
 Regional Managers: At actuals, subject to a maximum limit of Rs. 3,500 per month
Please note that the above mentioned allowance is to cover all phone charges including
rental and roaming as well.
All phone bills will be authorized by the Regional Heads and they will be the
custodians of this expense head for their regions.
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Blackberry Policy
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Purpose:
Blackberry phones may be provided to employees to improve service, enhance business

efficiency, and provide connectivity at all times. The blackberry phones are not a
personal benefit and shall not be a primary mode of telephonic communication, unless
they are the most cost-effective means to conduct business.
Objective:
This policy has been introduced to:
 Clearly define who is entitled to a Blackberry phone and procedure for its
issuance; and
 Streamline statement administration and payment, and the reimbursement of the

costs of business calls.
Eligibility:
For various reasons, it is not possible for the Company to provide Blackberry mobile
phones to all employees who might benefit from them. However, the Company will
endeavor to provide for Blackberry among users as per work exigencies. Efforts will be
made to allocate blackberry phones to users based upon job responsibilities and need.
 For ease of implementation, all personnel designated DGM & above shall be
provided with a Blackberry phone.
 Please note that the same can be subject to review if the employee has a job
where a specific requirement for a blackberry does not arise.
 For any other personnel, special approval needs to be sought in the prescribed
format.
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Blackberry Policy
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Exceptions
It is recognized that, in certain instances, it is necessary for executives to have a

blackberry cell phone in order to perform their duties, they need to send a duly
completed CIR Form in writing to their HODs, clearly justifying the requirement. HOD
based on this letter will sanction the blackberry irrespective of the grade or designation
of the employee.
Policy for procurement of Blackberrys:
1. The employee will complete the request form (refer annexure: CIR format) and get
it approved by the respective HOD (signature is mandatory).
2. The approved request shall be forwarded to the Finance Department.
3. If the employee is not entitled for the same (i.e. below DGM designation) and yet,
the functional head recommends issuance, the CIR shall be submitted to the
respective EVP for special approval. In case of functions who do not have a direct
reporting to an EVP, the CIR shall be forwarded to the Head- HR for special
approval.
4. In case of a special approval (where the employee is not entitled for the same), the
superior must indicate agreement by supporting the request with
recommendation/ views and forwarding it to the Functional Head. The
justification must indicate how the Blackberry phone will support the Company‟s
business, improve the employee‟s ability to do his/her job, and/or provide
efficiency. Ultimately the request must be approved by the appropriate EVP for
the concerned Department/HR Head, based on the demands of the job.
5. Upon approval, the Administration department shall procure and issue a

blackberry cell phone to the employee. All orders for blackberries must be
processed through the Administration department which is committed towards
maintaining an updated record of the same.
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6. Once the Blackberry is purchased it is the responsibility of the Administration

department to forward the bills along with the original CIR attached clearly stating
the name of the employee who is allotted the blackberry to the Accounts
department for accounting of the same.
7. Once the Blackberry is procured and handed over to the concerned HOD, it will be
the responsibility of the HOD to ensure that the same equipment is handed over to
the person for whom it was initially requisitioned; in other words the equipment
should not be exchanged within the function without the knowledge of the
Administration department.
8. The employee is responsible for the loss of any cell phone and must pay for
replacement of the blackberry. Exceptions, on a case by case basis, may be made by
the Head- Human Resources in consultation with the Executive Vice President(s).
Such exceptions are not binding and do not constitute a waiver of the Company's
right to insist upon recovery of the cost of the blackberry in any given case.
9. Ownership of the blackberry will reside with the Company and the blackberry
must be returned along with all accessories, in working condition, when
employment ends to the respective Human Resources Manager. Failure to comply
with the same will result in deduction of an appropriate amount during the full
and final settlement.
10. In case of faulty / non functioning of any blackberry the same may be returned to
the Administration Department. The Administration department should satisfy
itself that the blackberry is not functioning and cannot be repaired. If so they will
prepare a CDR (Capital Asset Disposal Request) and get it approved by the HOD
of Administration Department and hand over the same to the Accounts
department for accounting. Consequently a new CIR will have to be prepared for
issuing a new Blackberry to the employee.
11. No new blackberry will be purchased & allotted to any executive if there is already
a blackberry in working condition in stock with the Administration Department.
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Policy for usage of Blackberrys:
1. The total limits on account of per month blackberry billing which will be borne
by the Company is as given below:-
Entitlement Limit (Max

Designation
upto Rs.) Per Month
AVP and above Actuals
GM & Deputy GM Rs. 4,000/-
Senior Manager & Manager (Authorized Only) Rs. 3,500/-
Executive & Officer
Rs. 2,000/-
( Authorized Only)
2. Administration Department will ensure that the monthly bill for each employee
provided with blackberry is sent as per Annexure 1.
3. Each HOD will be responsible for intimating to Accounts department if the total
bill amount for any employee in his department exceeds his entitlement for
recovery of excess amount. In case the HOD approves any bill which is in excess
of that person‟s entitlement, then he/she should ensure that all calls are official.
4. Once the bills are approved, a statement with the name of the employee, the total
bill amount, the total approved amount and the amount of recovery to be made
will be sent to the Accounts department for further action.
5. In case of bills, in excess as per the above defined limits; it will be the
responsibility of the individual to pay towards personal calls via cheque to the
Finance department. If the individual fails to comply in time, the amount shall be
accordingly deducted from employees next month salary.
Implementation Responsibility:
It is the responsibility of each HOD to ascertain whether the need for providing
Blackberry connection is necessary or not and to ensure adherence to the above laid
down limits.
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Annexure 1:
Date:
To:
From: Administration Department
SUB: Blackberry Bill for the month of _______(Month/ Year).
Dear Sir / Ma‟am,
Enclosed herewith is the cell phone bill for the month, amounting to Rs._______/-.
Kindly certify personal calls, if any.
Personal calls : Rs. _______/-

Mode of Payment for personal calls (please tick)
Cash
Cheque
Deduct from Salary
If official calls has exceeded limit, please specify reason:
_____________________________________________________________________
__________ __________ _______________

(Name) HOD Finance
Kindly return certified bills with HOD approval within 15 days, failing which the
amount will be deducted from salary.
Entitlement:
1. EVP / VP / AVP – Actuals
2. GM / DGM – Rs.4,000/-
3. Manager / Sr. Manager – Rs.3,500/-
4. Officer / Executive – Rs.2,000/-
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CAPITAL INVESTMENT REQUEST
Ref No. Date
Location :
Department / :
RC
Date of :
Expenditure
DESCRIPTION AND ITS JUSTIFICATION :

Cost Justification for
Ite Specificatio (Attach User Purchase/Change/Upgrade
m ns Quote)
TOTAL :
NUMBER OF SIMILAR EQUIPMENT IN USE IN YOUR DEPARTMENT:

COMPUTERS PRINTERS UPS OTHERS NO. OF USERS
CURRENT
NOW
PROPOSED
HAS IT BEEN INCLUDED IN ANNUAL BUDGET :

YES/NO
MODE OF LEASE HP INTERNAL TERM LOAN

FINANCING : GENERATION
@ Rs.
:
OUTFLOW (TOTAL COST):
ASSETS NO LONGER REQUIRED IF THIS INVESTMENT IS APPROVED:
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PROPOSED USE FOR DISPOSAL:

Signature
:
Date :
Proposed by Functional CFO EVP/Head-
Head Human
Resources
(in case a special
approval is
required)
-----------------------------------------------------------------------------------------------------------
To be filled by the Office of Information Technology:
Received by (Name): Designation:

Signature: Receipt Date:
Remark:
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Laptop Policy
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Overview:
Kingfisher Airlines Limited is committed to providing appropriate computer systems to

team members. This policy addresses the need by some employees to have a laptop
computer. A laptop is intended for use in business as a productivity tool. Use of the
laptop for personal purposes should be within the standards of good judgment and
common sense.
Eligibility:
For various reasons, including budgetary ones, it is not possible for the Company to
provide laptops to all employees who might benefit from them. However, the Company
will endeavor to provide for laptops among users as per work exigencies. Efforts will be
made to allocate laptops to users based upon job responsibilities and need.
 For ease of implementation, all personnel designated DGM & above shall be
provided with a laptop.
 For any other personnel, special approval needs to be sought in the prescribed
format.
Procedure for Availing:
The employee will complete the request form (refer annexure: CIR format) and get it
approved by the respective HOD (signature is mandatory).
The approved request shall be forwarded to the Finance Department.
If the employee is not entitled for the same (i.e. below DGM designation) and yet, the
functional head recommends issuance, the CIR shall be submitted to the respective EVP
for special approval. In case of functions who do not have a direct reporting to an EVP,
the CIR shall be forwarded to the Head- HR for special approval.
In case of a special approval (where the employee is not entitled for the same), the
superior must indicate agreement by supporting the request with recommendation/
views and forwarding it to the Functional Head. Ultimately the request must be
approved by the appropriate EVP for the concerned Department/HR Head, based on
the demands of the job.
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Upon approval, the Office of Information Technology shall procure and issue a laptop
to the employee clearly mentioning the model/ serial number.
All orders for laptops must be processed through the Office of Information Technology
who is committed towards maintaining an updated record of the same.
The laptop must be a brand, model and configuration as approved by the Office of
Information Technology.
Ownership of the laptop computer will reside with the Company and the laptop must
be returned along with all accessories, in working condition, when employment ends to
the respective Human Resources Manager. Failure to comply with the same will result
in deduction of an appropriate amount during the full and final settlement.
Kingfisher Airlines will offer operating system and application software upgrades.
The Office of Information Technology support of company owned laptops will be

equivalent to that provided for company owned desktop computers. Direct support will
only be provided while laptops are on the company premises.
AirCard:
When a laptop requires AirCard, especially for employees who travel extensively and
need internet mobility 24X7; the same should be approved by the concerned EVP or
Head- HR as the case may be.
Responsibility:
It is the employee‟s responsibility to take appropriate precautions to prevent damage to

or loss/ theft of the laptop. The employee shall be held responsible for certain costs to
repair or replace the computer if the damage or loss is due to negligence or intentional
misconduct.
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Theft:
If the laptop is lost or stolen it must be reported to the Office of Information Technology
immediately. For theft or loss off company premises, it should also be reported to local
police as well. The police report should include the serial number of the lost computer.
A copy of the police report must be sent to the Office of Information Technology within
48 hours of the discovery of the loss.
Upgrades and Troubleshooting:
When a laptop requires hardware upgrade (e.g., memory, peripheral, or hard disk),
software installation, or has problems that cannot be resolved over the telephone, the
computer will need to be brought to company premises for hardware service, software
installation, or problem diagnosis.
Backup:
Each employee is responsible for maintaining an appropriate backup of the laptop,

especially of the work-related documents and data files that are not restored when
reinstalling the operating system and programs. It would be prudent to establish a
process of regularly copying the data files one uses on the laptop to the storage area as
an added precaution against data loss.
Virus, Hacking, and Security Protection:
Users must take responsibility for ensuring that security updates take place on laptops
in their care. To ensure that virus protection and other security patches are current,
laptop users are required to make an appointment with the Office of Information
Technology once per quarter for maintenance. The Office of Information Technology
will make every effort to return your laptop the same day as the appointment.
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CAPITAL INVESTMENT REPORT
Ref. No. Date
Location :
Department / :
RC
Date of :
Expenditure
DESCRIPTION AND ITS JUSTIFICATION :

Cost Justification for
Ite Specificatio (Attach User Purchase/Change/Upgrade
m ns Quote)
TOTAL :
NUMBER OF SIMILAR EQUIPMENT IN USE IN YOUR DEPARTMENT:

COMPUTERS PRINTERS UPS OTHERS NO. OF USERS
CURRENT
NOW
PROPOSED
HAS IT BEEN INCLUDED IN ANNUAL BUDGET :

YES/NO
MODE OF LEASE HP INTERNAL TERM LOAN

FINANCING : GENERATION
@ Rs.
:
OUTFLOW (TOTAL COST):
ASSETS NO LONGER REQUIRED IF THIS INVESTMENT IS APPROVED:
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PROPOSED USE FOR DISPOSAL

Signature
:
Date :
Proposed by Functional Head- Finance EVP/ Head- HR
Head (in case a special
approval is
required)
-----------------------------------------------------------------------------------------------------------
To be filled by the Office of Information Technology:
Received by (Name): Desig:

Signature: Receipt Date:
Remark:
120
Local Travel Policy (Intracity)
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LOCAL TRAVEL POLICY
OBJECTIVE: To ensure comfort to employees traveling intracity for official work to

government offices/airport/DGCA office/vendors/ between offices etc.
LEVEL MODE OF TRAVEL

Managers and Above Taxi
(Company car if provided)
Executives Autorickshaw
(Taxi if Auto does not operate in that
area)
Officer Autorickshaw
In case of local business travel, travelling expenses will be reimbursed at actuals.

II) If the employee is using his/her own vehicle, the expenses would be reimbursed at
the following rates:
Type of Vehicle Rate

Car Rs. 9.00/- per KM
Two Wheeler Rs. 5.00/- per KM
The employee must obtain approval from the Department Head for the Kilometres
covered. The annexure for claiming the same is attached. Such approvals should be
done on a weekly basis. Department Heads will authorise the visit details and the
expenses on a monthly basis, in the attached format, Annexure I
III) Please note that the above does not apply to travel from home to your daily place of
work which has to be borne by the individual.
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ANNEXURE I
K.M. CLAIM FORM
Name: __________________________ Designation:______________________
Employee Code: _________________ Department: ______________________
Date From To Total K.M. Purpose
Signature of the Applicant ____________________________
Approved by ________________________________________
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TRAVEL POLICY (IN INDIA)
OBJECTIVE
To ensure comfort and convenience to officials who undertake travel for business
purpose and to reimburse the reasonable expenditure incurred while traveling in India.
SCOPE
This policy shall cover all executives and managers presently on the rolls of the
Company. Provisions of this policy may be extended to Consultants and Retainers
when specifically provided for in their respective contracts. It is to be noted that these
provisions shall not apply in cases of transfer.
PROCEDURE
 The guidelines for reimbursing expenses incurred by an executive as per eligibility

while traveling on Company‟s/Group‟s business in India are outlined below:
 All tours will be properly planned in advance and designed for a round trip and
duly sanctioned by the competent sanctioning authority.
 Attempts must be made by all traveling executives to leave head quarters/station by

the first available flight/train, so as to ensure minimum loss of working hours in the
office. Similarly, while returning to head quarters, they must take the last available
flight/train, so as to ensure minimum loss of working hours and extra night stay at
Hotels.
 It is the responsibility of the Company's Administration department or the

concerned member of the staff making the necessary travel bookings to ensure the
same.
 Traveling executives have to necessarily fly Kingfisher Airlines depending on

availability on all routes where the Airline flies. In case where Kingfisher Airlines
does not operate, priority should be given to interline travel.
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 Any attempt by a traveling executive to fly only a particular airline so as to get

mileage benefit at the cost of losing working hours must be discouraged.
 It is to be appreciated both by the sanctioning authority and the traveling executive

that traveling allowance is not to be considered and used as an additional source of
income.
 Therefore, every claim submitted by an executive would have to be approved by his

sanctioning authority.
 Under pressing and emergency situations, an executive may undertake a tour

without obtaining approval of the same in advance. However, the executive
concerned has to get the same ratified by the sanctioning authority either
telephonically or after completing the tour.
 Traveling allowance is payable if the total period between start and return from tour
is more than 18 hours. If the journey is less than 18 hours, but more than 9 hours half
the rate of daily allowance as specified in Annexure III may be claimed besides
actual fares paid for the journey.
 When an executive of the Company is required to be on tour for more than fifteen
days at a time special permission has to be obtained from the Departmental Head.
 Allowances are payable only for the period when the executive is away from
headquarters on duty, including holidays and Sundays. If the Employee absents
himself/herself from duty while on tour, then he or she is not eligible for the
allowances.
TRAVEL ADVANCE
An employee intending to go on tour can draw a tour advance as per Annexure – II this
will require the sanction of his department head. The quantum of travel advance should
be based on the number of days of intended travel and the applicable daily allowance.
This can be advanced on submission of the travel requisition form (Annexure I)
indicating the purpose of travel duly approved by the sanctioning authority.
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Note: Any balance amount left from the advance drawn should be returned to the
concerned finance department along with the duly approved travel expense statement
within 3 working days of completion of travel. No further advances can be drawn
unless the accounts of the first tour have been rendered. To facilitate this process, it
would be necessary for sanctioning authorities to approve duly verified and checked
travel expenses report without any delay.
MODE OF TRAVEL
 When traveling on official work, executives will be entitled to the mode of travel as
specified in the Annexure.
 Return tickets should be purchased whenever possible and such reimbursement of

the actual fare paid will be admissible.
 Used tickets in case of air travel will have to be furnished with the travel expense
statement and in cases where the journey has been undertaken by rail/bus, the
ticket numbers should be given.
 Whenever possible, use of the Company's pool transport should be made of by the
visiting executives. No executive at any level shall be allowed to rent cars on a per
diem basis, without prior approval from the Departmental Head.
 Use of hired car must be justified and prior approval sought from the reporting
Head if need be.
Travel Claims:
Travel claims must be submitted as per Annexure – III (Travel Expense Report) to the
concerned finance department duly approved within 3 working days of completion of
travel for official work.
The actual claim amount may be calculated as per eligibility as specified in the
Annexure- II.
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The following should accompany the travel expense statement:
 Bills and receipts for hotel charges

 Used air travel tickets or details of train/bus ticket including number.
 Bills and receipts of reservation/ supplementary charges wherever applicable.
 Bills and receipts in case of any entertainment expense.
Statement giving point to point break-up of fares and details of claim made for
reimbursement of local conveyance.
Bills and receipts for any official telephone call, telegram, and stationery expenses
incurred.
In the event an executive makes use of a Company provided credit card, he has to show
the actual usage of the credit card in the travel expense statement along with the charge
slip.
In case any ticket/sector has been cancelled, it should not be part of the travel expense
statement. However, a xerox copy of the ticket jacket may be submitted to the
concerned finance department, besides returning the original ticket with endorsement
to the travel agency for claiming refund.
Travel expense statement will have to be countersigned and approved by the concerned
functional head before submitting it to Accounts who will ensure that the necessary
supporting vouchers and receipts where applicable are enclosed.
Executives are not allowed to draw advance of any kind from an outstation location
while on tour. However, in emergency situation, the concerned sanctioning authority
may approve such an advance either on telephone or by fax if available.
BOARDING & LODGING
The authorized list of hotels for various grades of employees is provided and
reservations should be made strictly according to the list given.
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An employee who checks in to a hotel will be reimbursed actual expenses incurred on

the production of actual bills/vouchers except liquor and STD calls as per Annexure –
II.
We are also in the process of tying up with guest houses in Bangalore and Mumbai.
Whenever and wherever possible, executives must stay at the Company Guest House,
Hotel reservations/ own arrangements can be made either in cases of non-availability
of room at the Company Guest House or where there is no Guest House.
Where the executive makes his own arrangement for lodging, he will be reimbursed as
specified in Annexure – II.
LIST OF HOTELS
With an objective of providing clarity to employees with regard to entitlement of Hotel

Stay while on official duty to different cities, the Admin Department shall release the
list of authorized hotels in all sectors where we currently fly. This will help in making
stay arrangements and remove any ambiguity arising thereof.
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ANNEXURE
TRAVEL REQUISITION FORM
EMPLOYEE'S NAME: ____________________________

EMP CODE : ______________ TOUR NO: ________
DESIGNATION: _________________________________
DEPT. : ______________
HEADQUARTERS: ___________
1 Date of journey : 2. Mode
3 Place of visit : 4. No. of

days
5 Purpose of visit :
Estimate of Tour Expenses

6 Travel Ticket
(Mention whether : Rs.
purchased by self or
provided by Company)
7 Hotel Accomodation
(Mention whether : Rs.
payment by self or
by Company)
8 Other Expenses : Rs.

(Details)
9 Total Expenses : Rs.
10 Advance requested : Rs.
Submitted by (Applicant): Accounts: Approved by (HOD)

Date: Date:
M/s. _______________________________________________
(Travel Agent) Requisition No.
Date:
Kindly book Airticket as follows:
1 Name :
2 Sector :
3 Date of Journey :
4 Flight No. :
Any other Instructions: :
For Kingfisher Airlines Limited
(Authorised Signatory)
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ANNEXURE – II
TRAVEL ALLOWANCE – REIMBURSEMENT OF EXPENSES
OWN
CLASS DAILY
DESIGNAT MODE ARRANGEMENT
OF LODGING ALLOWAN
ION (PER DAY
TRAVEL CE
ALLOWANCE)
(@ Including Metros Other
authorized meals+all and Places
hotel ) incidental BLR
(Against like
Vouchers) tips+laundry
(Against
Vouchers)
Single A/C Actuals
EVP AIR Business - -
Room
GM/AVP/V Single A/C

AIR Economy Actuals
P/Sr VP Room - -
DGM/Sr.
Manager Single A/C
AIR Economy 850/- 1000/- 850/-
and Room
Manager
Single A/C
Executive AIR Economy 650/- 750/- 650/-
Room
Single A/C
Officer AIR Economy 500/- 600/- 500/-
Room
IMPORTANT NOTE
1. Travel to Kingfisher cities by other airlines must be approved in advance by manager.
2. Hotel Accommodation should be arranged through local office of Kingfisher Airlines
and bills to be settled by the individual either through a credit card or by taking a travel
advance
3. Use of Hired car for DGM and below is not allowed. If exceptions are made, prior
approval from the reporting Head is required.
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4. Usage of public transport (Auto, Taxi and Buses) should be encouraged.

5. All bills should be produced in original for the expenses incurred on meals.
6. Miscellaneous expenses like official telephone/stationery etc will be reimbursed at
actuals against vouchers.
7. All domestic travel will be economy class. If an employee travels business class he will
have to reimburse the difference to the company.
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ANNEXURE III - TRAVEL EXPENSE REPORT
TRAVEL EXPENSE REPORT

EMPLOYEE'S NAME: ____________________________________________ EMP CODE : ______________
DESIGNATION: _________________________________________________ DEPARTMENT: ______________ HEADQUARTERS: ______________
Journey Fare Hotel Costs Daily All. Conveyance Telephone Miscellaneous Expenses
Date & Place Mode 42050003 42050002 42050001 42050005 42075001 42114001
Time Visited Amount Room Rent Food/Others Amount Amount Amount Nature Amount
Rs. Amount Rs. Amount Rs. Rs. Rs. Rs. Rs.
Ticket Refund
Post/Courier/Fax
Stationery/Xerox
Meeting
TOTAL A
(to be filled in only for details in foreign currency )
TOTAL A+
DETAILS OF ADVANCES Rupees Forex US $ / Euro

Tour Code Date Source/ Account Amount Total Expenses Submitted by (Applicant):
No Nature code 'B' Rs. As per 'A' Rs. ____________________
A+ __________________ Date:
Ticket 15361000
Cash 15386000 Less: Advance Checked by (Accounts):
Cr. Card 15394000 As per 'B' Rs. ____________________
B+ __________________ Date
Other
TOTAL B Balance due to/ Approved by(HOD)
(For details in foreign currency) Forex US $ / Euro from Co. (A)less(B) Rs. ____________________
(A+)less(B+) ___________ Date:
TOTAL B+
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Travel Policy (to locations outside India)
Revision Revision
Document Date
Number Date
KFA/HRM 01 01-08-09 01-10-10
TRAVEL POLICY (TO LOCATIONS OUTSIDE INDIA)
INTRODUCTION
 Foreign travel allowances for executives traveling outside India on business

are as follows.
Country GMs & Above Others

(USD per day) (USD per day)
For Europe & Japan $200 $175
For Bangladesh & Thailand $100 $75
For all other Countries $150 $125
(all amounts are in U.S. dollars and are per day)
 When accommodation is provided by the host company: 50% of the above
 Where both accommodation and meals etc. are provided/borne by the host
company 25% of the above
 For training programs where the course fee includes accommodation and meals:
$30 per day $25 per day
 Allowances stated above are the maximum for each Grade level. Any exceptions to
the above will have to be approved by the EVP.
 The number of days for which a daily allowance may be claimed will be calculated
based on the actual days abroad, i.e. from the date/time of arrival at the first overseas
destination and up to the date/time of departure from the last overseas destination.
 The daily allowance payable for the last day overseas will be:
For departures before 1200 hours - no daily allowance for that day
For departures between 1200 and 1800 hours- 50% i.e. for half a day
For departures after 1800 hours-100% i.e. for a full day
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 The number of days for which a daily allowance may be claimed should not be
calculated from the date/time of departure from India up to the date/time of arrival in
India.
 Daily allowances are intended to cover all normal expenses incurred abroad,
including accommodation, meals, laundry and valet services, local transportation
(including airport transfers), local telephone calls and miscellaneous expenses including
overseas airport departure taxes, porterage, tips, etc and will be reimbursed subject to
the upper limits as given.
 The following additional expenses, if incurred, may be claimed in addition to daily

allowances already mentioned with the specific approval of the Department Head.
 long distance travel on business, including car hire charges for out-of-town
journeys
 long distance business telephone calls and fax message transmissions
 business entertainment
 Employees will not have to submit any bills or supporting , however the Travel
Expense Report will definitely be needed for accounting purposes. Please note that the
Travel Expense Report must be submitted to the finance department duly approved
within 3 working days of completion of foreign travel
MISCELLANEOUS
 In line with the UB Group policy, all employees in Kingfisher Airlines (except VPs
and above & Commanders travelling in uniform on duty) are required to travel
economy class for both domestic and business travel irrespective of the flight duration.
 All foreign travel requires the prior approval of the concerned Functional Head..
 All employees undertaking foreign travel have to necessarily fly Kingfisher Airlines
to all overseas location where the Airline flies. (eg. if an employee based at Chennai
needs to travel to London, he /she would necessarily have to fly Kingfisher Airlines via
BOM / BLR as the case may be). To overseas locations where Kingfisher Airlines does
not operate, employees must compulsorily use the interline facility for foreign travel.
Any exceptions to the same will have to be approved by the EVP.
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 Application for foreign exchange should be made to the Finance department much
ahead of time so they can arrange for the same. All foreign travel and claims for and
payments of daily allowances and for the reimbursement of expenses, as mentioned
above, are subject to Exchange Control regulations and must be in strict conformity
with those regulations and with all relevant provisions of applicable law, such as the
Foreign Exchange Regulation Act.
 Unless previous advance has been cleared in totality, no further Foreign Exchange
will be made available to the staff.
 If for any reason the anticipated overseas stay is curtailed then the proportionate
foreign exchange should be returned. It will not be possible for the Company to provide
additional foreign exchange at short notice, and therefore if the stay abroad is extended
then the employee may have to manage the additional stay period within the allowance
granted. It is therefore essential that overseas trip is planned and you adhere to the
plan.
134
Foreign Travel Policy (for Engineers & Pilots on Official
Visits/ Training)
Revision Revision
Document Date
Number Date
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Policy: For foreign training/visits of pilots and engineers they will be reimbursed daily
allowance as per the following guidelines:
Purpose of Visit For Europe For all other

Countries
PILOTS/ENGINEERS: (USD per day) (USD per day)
All foreign travel including
Short duration Training/
Visit/Endorsement Training/ Special
$200 $150
Technical
Training/Simulator/IR/LR/Retrofit/
Ferry Flights
 Allowance stated above is the maximum on a per day basis.
 The number of days for which a daily allowance may be claimed will be
calculated based on the actual days abroad, i.e. from the date of arrival at the
first overseas destination and up to the date/time of departure from the last
overseas destination.
 The Daily Allowance payable for the day of arrival in foreign country will be
100%.
 For departures before 1200 hours - no daily allowance for that day
 For departures between 1200 and 1800 hours- 50% i.e. for half a day
 For departures after 1800 hours- 100% i.e. for a full day
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India.
 Daily allowances are intended to cover all normal expenses incurred abroad,
including accommodation, meals, laundry and valet services, local transportation
(including airport transfers), local telephone calls and miscellaneous expenses including
overseas airport departure taxes, porterage, tips, etc and will be reimbursed subject to
the upper limits as given.
Procedure:
 In line with the UB Group policy, all employees in Kingfisher Airlines (except VPs
and above & Commanders travelling in uniform on duty) are required to travel
economy class for both domestic and foreign travel irrespective of the flight duration.
 All foreign travel requires the prior approval of the Head of Function.
 All employees undertaking foreign travel have to necessarily fly Kingfisher

Airlines to all overseas locations where the Airline flies. To overseas locations where
Kingfisher Airlines does not operate, employees must compulsorily use the interline
facility for foreign travel. Any exceptions to the same will have to be approved by the
concerned Functional Head/EVP.
 Application for foreign exchange should be made to the Finance department much
ahead of time so they can arrange for the same.
 All foreign travel and claims for and payments of daily allowances and for the
reimbursement of expenses, as mentioned above, are subject to Exchange Control
regulations and must be in strict conformity with those regulations and with all relevant
provisions of applicable law, such as the Foreign Exchange Regulation Act.
 Unless previous advance has been cleared in totality, no further Foreign Exchange
will be made available to the staff.
136
Visits/ Training)
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 If any reason the anticipated overseas stay is curtailed then the proportionate
foreign exchange should be returned.
 It will not be possible for the Company to provide additional foreign exchange at
short notice, and therefore if the stay abroad is extended then the employee may have to
manage the additional stay period within the allowance granted. It is therefore essential
that overseas trip is planned and you adhere to plan.
137
ACJ Crew- Code Of Conduct
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Kingfisher Airlines Code of Conduct has been derived from our guiding principles: our
Vision & Shared Values. As a professionally run organization, we firmly believe in three
interlinked fundamental principles, viz. good corporate governance, good corporate
citizenship and exemplary personal conduct.
Especially as part of the ACJ fleet, all members will be exposed to/ interacting with
many VIPs and VVIPs. Crew will be exposed to much confidential information and it
shall be each crew‟s responsibility not to disclose the information or discuss it
otherwise.
Philosophy
KFA is a professionally managed organisation and it is therefore our responsibility to

ensure that the organisation is managed in a manner that protects and furthers the
interests of all concerned. It is also our belief that in order to serve the interests of our
stakeholders in perpetuity, we must build KFA into an institution whose dynamism
and vitality are anchored in its core values of Safety, Services, Happiness, Teamwork &
Accountability.
Code of Conduct
In the conduct of the Company‟s business, the practice of a professional relationship

with each other is a prerequisite and embraces the following:
1. Dealing with People in the Organisation: In dealing with each other, we shall always
uphold the values which are at the core of our HR Philosophy – Safety, Service,
Happiness, Teamwork & Accountability. Indeed, these values form the basis of our
HR management systems and processes. KFA will focus on meritocracy, equity and
upholding of Company values in all people processes.
2. Personal Conduct: All employees have the obligation to conduct themselves in an

honest and ethical manner and act in the best interest of the Company at all times.
They are expected to demonstrate exemplary personal conduct. The following are
examples of conflicts of interest and should be avoided:
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 Accepting loans, fees, special favours or services from suppliers, vendors, guests
or others dealing with the company.
 Accepting a recreational or entertainment opportunity for a person or
organisation which does business with the company, whose value is such as to
make it appear that the donor is attempting to influence the recipient.
 Using company position for personal advantage (or that of a relative, friend or a
colleague) for example requesting for employment opportunities, transfers etc.
 Working for competitors, suppliers or customers whether as a full time or part
time employee as a consultant or otherwise.
 Appropriating, receiving, giving out or conspiring to appropriate, receive, give
out confidential information relating to the company, a guest, a supplier, or a
competitor where the disclosure of such information is unauthorised.
 Deriving a personal benefit or a benefit to any of his or her relatives by making
or influencing decisions relating to any transaction;
3. Protection of Confidential Information: No crew member/ employee shall disclose

or use any confidential information gained in the course of employment/
association with the Company for personal gain or for the advantage of any other
person. No information either formally or informally shall be provided to the press,
other publicity media or any other external agency except within approved policies.
4. KFA maintains an open door for reportees; encourages employees to report any
concerns and is responsive to employee feedback.
5. Relationships with Suppliers and Customers: All employees shall ensure that in
their dealings with suppliers and customers, the Company‟s interests are never
compromised. Accepting gifts and presents of more than a nominal value, gratuity
payments and other payments from suppliers or customers will be viewed as
serious breach of discipline as this could lead to compromising the Company‟s
interests.
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6. Health and Safety: The Company attaches great importance to a healthy and safe
work environment. KFA is committed to provide good physical working conditions
and encourages high standards of hygiene and housekeeping. Particular attention
should be paid to training of employees to increase safety awareness and adoption
of safe working methods, particularly designed to prevent serious or fatal accidents.
7. Company Facilities: No employee shall misuse Company facilities. In the use of

Company facilities, care shall be exercised to ensure that costs are reasonable and
there is no wastage.
8. Leading by Example: The organisation‟s employees set the professional tone for the
Company. Through both their words and their actions, the organisation‟s leadership
conveys what is acceptable and unacceptable behaviour. KFA‟s employees must
constantly reinforce through their actions and behaviour that KFA‟s stated beliefs of
responsible corporate citizenship are rooted in individual conviction and personal
integrity.
Any instance of non-adherence to the Code of Conduct / any other observed unethical
behaviour on the part of those covered under this Code should be brought to the
attention of the immediate reporting authority, who shall in turn report the same to the
Head of Human Resources.
Each employee should discuss with the HR Department any situation which is or may
appear to be a conflict of interest. Violating of this policy may subject to disciplinary
action as deemed advisable by the management.
140
ACJ Crew- Foreign Travel Policy
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To: Pilots, Engineers & Cabin Crew for ACJ Operations
Subject: Airbus Corporate Jet Crew Foreign Travel Policy
Policy: For foreign travel, ACJ Crew will be reimbursed daily allowances as per
the following guidelines:
Category Entitlement in Entitlement in All Additional (to be provided by

Europe/USA/Australia other Countries in Company)
/Japan in Dollars/Euros Dollars/Euros
USD/EUROS ( per day) USD/EUROS USD/EUROS ( per day)
( per day)
Hotel Accommodation,
Captains/ Breakfast and Transportation
Flight 150 USD/120 Euros 120 USD/95 (Pickup and Drop, Only for
Engineers Euros Duty)
Co-Pilots/ Breakfast and Transportation
Engineers 130 USD/105 Euros 100 USD/80 (Pickup and Drop, Only for
Euros Duty)
Cabin Breakfast and Transportation
Crew 100 USD/80 Euros 80 USD/65 Euros (Pickup and Drop, Only for
Duty)
Procedure:
 Allowance stated above is the maximum on a per day basis.
 Before proceeding for travel, advance at the above rate will be provided based on the
estimated number of days of travel. On return, the Travel Expense Report will be
required to be submitted within three working days of completion of travel.
 The number of days for which a daily allowance may be claimed will be calculated
based on the actual days abroad, i.e. from the date of arrival at the first overseas
destination and up to the date/time of departure from the last overseas destination.
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 The Daily Allowance payable for the day of arrival in foreign country will be 100%.
 For departures before 1200 hours - no daily allowance for that day
 For departures between 1200 and 1800 hours- 50% i.e. for half a day
 For departures after 1800 hours- 100% i.e. for a full day
India.
 Hotel Accommodation and hotel pick up and drop will be arranged through the
local ground handling agent and bills will be settled by the Commander of the flight
through a Company Credit Card for the entire flight crew after they have duly checked
and signed their individual bills.
 If for any reason, the anticipated overseas stay is curtailed then the proportionate
foreign exchange should be returned while filling the Travel Expense Report.
 It is the responsibility of the crew to possess valid passport, visas and medical
insurance during all international travel.
142
Medical Allowance
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Medical allowance will be paid in the monthly salary. However, employees who wish
to avail tax exemption should submit the prescribed medical application form to avail
the tax exemption.
Prescriptions, cash memos, bills, receipts etc should be attached to avail the tax
exemption.
FORMAT FOR MEDICAL
KINGFISHER AIRLINES LTD

APPLICATION TO CLAIM TAX EXEMPTION ON MEDICAL
DOC
NO:
1Name : Emp
Code
2Establishment : Branch
3Period of Treatment {Month} {year}
Name Relatio
nship
4Names of dependents for whom the
expenditure was incurred and
relationship
5Name of the Physician/Medical
Consultant
6Details of Medical Expenses
A. Doctor's Fees Rs.
B. Cost of Medicines Rs.
C. Pathology tests, X-Ray Photograph Rs.
etc
E. Others (cost of frame) Rs.
Total Rs.
Date : Signature :
143
Daily Field Allowance For Sales Team
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To: Sales Team based in India
Subject: Daily Field Allowance.
Applicability: Field Sales Staff detailed below
Policy:
With an objective of providing clarity to the sales staff with regards daily allowance
when in field, all field sales staff will be provided daily field allowance as follows:
Assistant Key Accounts Manager, Key Accounts Manager, Assistant Relationship

Manager, Relationship Manager & Sales Managers will receive:
 Local Daily Allowance- Rs. 300/- per day
 Ex Headquarter Daily Allowance- Rs. 425/- per day
Regional Sales Managers are entitled to claim either Rs. 9/Km if they use their own
vehicle or actual by taxi maximum upto Rs.8000/- per month
Please note that the above mentioned allowance is to cover all expenses like travel,
local conveyance and food during field visits by the sales associates. They will NOT
be entitled to claim any other amounts over and above the Daily Allowance
mentioned above.
PROCEDURE:
 Company will provide daily field allowance for days spent in the market – both
local and ex Headquarter- only.
 Daily Field Allowance is payable only for the day the sales staff is out in the
field for the whole day.
 The employee will be required to submit claims at the end of the month by
filling up a cash voucher and getting it duly approved by the sanctioning
authority/superior.
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 When on tour (involving overnight stay), the domestic travel policy will be
applicable.
The implementation will be monitored by local sales managers accordingly. The same
will be scrutinized in regular audits from time to time.
145
Transportation Facility
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Applicability: Guest Services staff only.
Policy: With an objective of providing clarity to guest services staff with regards
transportation, all guest services staff working at the airport in shifts will be provided
the following options with regards transportation:
 Company will provide transport facility only before 0600 hrs and beyond 2200
hrs to guest services staff working in shifts at the airport.
 At all other times, NO company transport will be provided.
 The employee may choose not to avail of the company transportation in which
case, he is entitled for a reimbursement of Rs.1500/- p.m.
 The same will be claimed at the end of the month by filling up a cash voucher
and getting it duly approved by the Airport Manager.
No employee can avail of both the facilities as given above and will have to decide in
favor of one option and inform the Airport Manager accordingly.
The same will be scrutinized in regular audits from time to time.
146
Transportation Allowance
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Subject: Transportation Allowance.
Applicability: Security/ Finance / Cargo /Ground Support /Operations

Admin/ Technicians/ Catering / IT staff working in early morning/ late night
shifts at the Airport
Policy:
Airport staff namely Security/ Finance / Cargo /Ground Support /Operations

Admin/Technicians/Catering /IT staff working in early morning/late night shifts
( before 0600 hrs and beyond 2200 hrs), will be provided with Transportation
Allowance of Rs 1500/- p.m. on prorate basis for the actual days they attend early
morning or late night shift.
The attendance for early morning / late night shifts shall be monitored by the
reporting Manager who will approve a consolidated record of actual number of
days for which concerned staff is entitled for the Transportation Allowance as per
above.
147
Daily Allowance for AME Duty Travel
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As an employer, we strive to provide you with all support to help deliver on the job.
With the objective to ensure comfort and convenience to AMEs who undertake duty
travel, we have further simplified the administration of Daily Allowance for such travel.
Detailed below are the Revised Daily Allowances for Kingfisher AMEs/ Sr. AMEs/ SIC
who undertake duty travel.
Daily Allowance
Class of Daily
Designation Mode Travel Lodging Allowance Own Arrangement
(For stay in
company Metros and Other
nominated Bangalore Places
hotels)
Single
AME/ Sr.
AIR Economy A/C Rs. 850/- Rs. 2000/- Rs. 1500/-
AME/ SIC
Room
Please note that the Daily Allowance in the case of AMEs/ Sr. AMEs/ SIC will be a flat
rate per diem and will NOT require submission of bills.
However, you are required to personally settle all bills that exceed the provisions of the
company contract with the hotel. Normally the hotel contract includes transportation,
breakfast, one major meal, 3 local calls and 3 pieces of laundry in most cases. All other
expenses like those on incidentals, extra meals or any other expenses over and above
what is part of the hotel contract should be settled at the time of check out. If there is
any duplication in claims (If the hotel bills reflect a bill to company for the second meal
and there is also a claim for daily allowance in the post travel expense report
submitted), the said amount will be recovered from the said employee.
The Line Maintenance Managers are required to ensure implementation of the same
and inform all concerned accordingly.
148
Break Shift Allowance
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Applicability: Guest Services and Security Team Only.
Definition: If an Airport has flights operating in the morning and evening (same day)
and no flights in between these two periods, then the staff roster is deemed a break-shift
one.
Airports in this category will be advised by GM-Airport Services based on the flight
operation pattern.
Policy: With an objective of providing clarity to the airport services staff with regards
allowance when in break shift, all airport service staff will be provided the allowance as
following:
The employee is entitled for a reimbursement of Rs.100/- per day, subject to the
following conditions:
 Break-shift allowance is applicable on a daily basis. Staff on day off, comp off,
any kind of leave and/or training will not be paid this allowance.
 Staff must work both parts of the daily break-shift to be eligible for the break-
shift allowance. For example, if a staff having worked the morning part of the flexi shift
is absent from the evening part, he/she is NOT entitled to the break-shift allowance for
that day.
 Break-shift allowance will not be availed of when the staff is on deputation to
another location.
 All Airport Managers must submit a monthly concise report (consisting of the
number of days staff did break-shift) which is to be submitted to Human Resources
Department by 7th of the subsequent month.
 HR Department will ensure the receipt of this report from all the locations by the
10 of every month and advice the payroll accordingly. Hence, the actual payment for
th
break-shift of the current month will be adjusted/ paid in the subsequent month.
 The break-shift allowance is taxable and will be shown on the pay slip.
The Airport Manager must maintain a separate log of such claims submitted to the HR
every month. The same will be scrutinized in regular audits from time to time.
149
Break-Shift Allowance (for Technicians)
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If an Airport has flights operating in the morning and evening (same day) and no flights
in between these two periods, then the staff roster is deemed a break-shift one. Airports
in this category will be advised by GM-Engineering based on the flight operation
pattern.
Policy: With an objective of providing clarity to the Engineering staff with regards
allowance when in break shift, technicians doing break-shifts will be provided the
allowance as following:
 The employee is entitled for a reimbursement of Rs.100/- per day,

subject to the following conditions:
 Break-shift allowance is applicable on a daily basis. Staff on day off, comp off,
any kind of leave and/or training will not be paid this allowance.
 Staff must work both parts of the daily break-shift to be eligible for the break-
shift allowance. For example, if a staff having worked the morning part of the flexi shift
is absent from the evening part, he/she is NOT entitled to the break-shift allowance for
that day.
 Break-shift allowance will not be availed of when the staff is on deputation to
another location.
 All Line Maintenance Managers must submit a monthly concise report
(consisting of the number of days staff did break-shift) which is to be submitted to
Human Resources Department by 7th of the subsequent month.
 HR Department will ensure the receipt of this report from all the locations by the
10th of every month and advice the payroll accordingly. Hence, the actual payment for
break-shift of the current month will be adjusted/ paid in the subsequent month.
 The break-shift allowance is taxable and will be shown on the pay slip.
Note: If the flights operating in the morning and evening (same day) with no flights
in between these two periods are within a duration of 9 hours, then the same will be
considered as a NORMAL SHIFT and not a BREAKSHIFT.
The Line Maintenance Manager must maintain a separate log of such claims submitted
to the HR every month. The same will be scrutinized in regular audits from time to
time.
150
Flight Duty Allowance (for Trainee AME/ AME/Shift in
Charge/Line Maintenance Manager)
Revision Revision
Document Date
Number Date
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Purpose: As per job requirement, you are required to undertake flight duty for
which you shall be eligible for a flight duty allowance as per the laid down
policy.
Applicability: This is applicable to: Trainee AME / AME/ Shift in Charge / Line
Maintenance Manager for undertaking Flight Duty.
Flight Duty Allowance: Rs. 450/- (Rupees Four Hundred & Fifty) per sector.
Process:
 The flight duty will be monitored every month by the Shift Incharge/Line
Maintenance Manager, who shall send to HR by the 7th of each month a
consolidated record of exact number of sectors flown by the engineers in that
particular base.
 HR shall communicate the same to Payroll section for payment along with
salary.
All Line Maintenance Managers are responsible for implementation of the policy.
151
Cockpit Crew International Layover Allowance
Revision Revision
Document Date
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To: All Cockpit crew on International Routes
Subject: Cockpit Crew International Layover Allowance
In order to provide guidelines to cockpit crew operating on the international sector, a

policy has been formulated as given below.
1. The flight recess between two commercial flights is to be considered as Layover

and cockpit crew will be paid Layover Allowance (Per Diem). The same will be
destination specific and will depend on the layover pattern.
2. The Layover Allowance is intended to cover meals, laundry and all other
incidentals at the layover station. For present, the Layover Allowance as given below
will be applicable at the below locations:
Position Layover Allow Layover Allow Layover Allow Layover Allow

LON SIN HKG BKK
P1 100 GBP 130 SGD 900 HKD 2400 BTH
P2 80 GBP 100 SGD 680 HKD 1800 BTH
3. The Company will provide Bed and Buffet breakfast at all international stations
to flying crew.
4. Proceeding for Training or any other duty after operating commercial flights,
will be governed under Foreign Duty Travel Policy as applicable to pilots.
5. Only pilots who are operating commercial flights and pilots getting positioned
for operating commercial flights are eligible for Layover Allowance.
6. Except the meaning of Layover Allowance, no add-ons which are not stated in
the policy can be paid without any amendment to the policy.
152
Staff On Duty Travel Policy
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INTRODUCTION:
To ensure comfort and convenience to our employees who undertake travel for
business. Duty travel will be on Confirmed basis on the entire Kingfisher Airlines
network for both domestic & international sectors.
ELIGIBILTY:
All employees of Kingfisher Airlines Ltd. will be eligible for this from day one of joining
the Company.
All employees are eligible for Kingfisher Class travel only.
Vice Presidents & above and Commanders in uniform travelling on duty are entitled to
travel Kingfisher First Class. However, all Kingfisher First Class travel is subject to load
and those entitled to an upgrade to KFF will be accorded priority based on designation
followed by date of joining. Such upgrade for eligible staff will take place at the time of
check - in on seat available basis in KFF.
PROCEDURE:
The procedure detailed below should be followed:
a) The employee who wishes to travel will have to send his request, providing the
details given below, via Email to the sanctioning authority. This request has to be
approved by the sanctioning authority appended below. No other employee is
authorized to approve duty travel for any staff member.
Format for Email
1) Name (as stated in the passport) -
2) E Code -
3) Date of Travel -
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4) Sector -
5) Flight no. –
6) Passport No.- Date of Issue - Date of Expiry -

(required in case of international travel only)
b) After obtaining the approval, staff must forward their approved request via email
to Dutytravel@flykingfisher.com. Please note that only the first email (request for duty
travel approval) should be addressed to the sanctioning authority. All other
correspondence on the subject thereafter must be with Dutytravel directly & need not
be copied to the sanctioning authority.
c) With the PNR created by Duty Travel, the employee should obtain a print out of
the e-ticket from the website www.flykingfisher.com.
d) Staff traveling will present the e-ticket at the Check-in Counter. They have to be at
the check-in counter atleast 60 minutes prior departure for domestic flights and 120
minutes prior departure for international flights. Please note, seat allocation will be
decided by the Check-In staff. In the event of full flights, staff should not request for a
specific seat.
154
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APPROVING AUTHORITY FOR REBATED TRAVEL BENEFIT: For the present, the
approving authority for respective functions has been decided as below:
Function/ Department Sanctioning Authority
Human Resources Ms. Rubi Arya

Corporate Development & Mr. Amit Agarwal
Planning
Information Technology Mr. Sourav Sinha
Quality & Guest Commitment Mr. Gaurav Rathore
Marketing Mr. Ravikant Sabnavis
King Club & Kingfisher Holidays Ms. Anshu Sarin/Mr. Manoj Chacko
Revenue Management & Mr. Gopal Ranganathan/Mr. Manoj Chacko
Distribution
Commercial Strategy & Business Ms. Seema Luthra/Mr. Manoj Chacko
Development
Network Planning Ms. Elsa Dsilva/Mr. Manoj Chacko
Alliances & Code Share Mr. Raj Andrade / Mr. Manoj Chacko
Corporate Affairs Mr. Sanjay Bahadur/Mr. Hitesh Patel
Flight Safety Mr. Subhash Chander/Capt. Vimal
Roy/Mr. C. S. Tomar
Ground Services HO Mr. Murali Ramachandran/Mr.
Rajesh Verma
Catering Mr. Vivek Pradhan/Mr. Rajesh Verma
Administration Mr. Rajiv Suri /Mr. A. Raghunathan
Due to the size of the team and other administrative concerns, the following
Managers have also been authorized to approve Duty Travel, on behalf of the
Departmental Head.
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Function/ Sanctioning Authority Under the

Department Supervision of
Flight Operations
Pilots Base Manager (for respective
bases) /AVP – Flt Ops, Capt. P.
A. Bhushan/VP – Flt Ops, Capt.
N. P. Puri
Flight Dispatch GM – Flight Dispatch, Mr. Arun
Mascarenhas /VP – Flt Ops,
Capt. N. P. Puri
Rostering DGM – Pilot Rostering, Mr.
Adityakumar Sarda /VP – Flt
Captain Ron Nagar
Ops, Capt. N. P. Puri
/Mr. Hitesh Patel
SOCC GM- SOCC, Mr. Rahebar
Sheikh/VP – Flt Ops, Capt. N. P.
Puri
Flight Ops Training AVP-Training, Capt. Sanjeev
Marwah
Non Schedule & Corp GM - Non Schedule & Corp Jet
Jet Ops Ops, Mr. Sunam Dutta
Performance Capt. Srinivas Rao
Engineering
Medical Services CMO, Dr. M.S. Rai Mr. C. S. Tomar/Mr.
Hitesh Patel
Engineering
Line Maintenance GM- Line Maintenance, Mr.
Chenna Reddy
BOM – Mr. Shahil Bhatt, LMM
BLR – Mr. Noel G, LMM
DEL – Mr. Manoj Khanna, LMM Mr. C S Tomar/Mr.
HYD – Mr. Ravinutala Srinivasa Hitesh Patel
Rao, LMM
MAA – Mr. R. Narayanan, LMM
CCU – Mr. Sumit Chaudhari,
LMM
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Quality Control GM- Quality Control, Mr.

Chandrashekar M
Base Maintenance DGM - Base Maintenance, Mr. A.

K. Singh
Technical Services DGM - Tech Services, Mr. V. V.
Surendran
Wheels & Brakes GM- Line Maintenance, Mr. Mr. C S
Shop Chenna Reddy Tomar/Mr.
IFE & Cabin Sr Mgr-Cabin Appearance, Ms. Hitesh Patel
Shalaka Bharadwaj
Ground Support AVP - GSD, Mr. B. P. S. Cheema
Stores AVP - Engineering Logistics &
Systems, Mr. Vishok Mansingh
Maintenance Control GM - MCC, Mr. Amol
Nagarkatti
Engineering Training GM- Training, Mr. Rakesh Gupta
Maintenance DGM-Planning, Mr Preston
Planning Nazareth
Finance GM - Finance, Mr. Toranj
Daver/VP - Finance, Mr.
Shailesh Borkar
Revenue Accounts GM-Revenue Accounts, Ms.
Archana Naik/VP - Finance, Mr.
Shailesh Borkar
Regional Accounts West- Senior Manager - Regional
Mr. A
Accounts, Mr. Venkat Iyer/GM
Raghunathan
– Finance, Mr. Toranj Daver
North- GM - Regional Accounts,
Mr. G Visweswaran
South- AVP - Regional Accounts,
Mr. T. R. Venkatadri
East- GM - Regional Accounts,
Mr. G Visweswaran
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Legal & Secretarial Mr. Bharat Raghavan, VP- Legal

& Secretarial
Purchase DGM-Purchase, Mr. Prasanjit
Mr. A Raghunathan
Das
Uniforms & Inflight GM-Inflight Products, Ms Suraj
Product Quality Verma
HR Training Sr. Mgr-Training, Mr. Burges
Ms. Rubi Arya
Daruwalla
Call Centre Manager- Call Centre, Mr. P.
Mr. Gaurav Rathore
Santosh
Guest Services - Mr. Mitul Sharma
North India Airports
Guest Services Airport Managers (Respective Mr. Andy Dias/Mr.
Stations- International & Murali
Domestic) / Ramachandran/Mr.
Guest Services Managers Charles Soon
(Respective Stations in case of
no Airport Manager)
Guest Relations DGM – Kingfisher First, Ms.
Sabina Sharma / Regional
Manager - Kingfisher First
(South), Ms. Jayanti Prasad
Guest Services – Mr. Amit. Mangal Mohan
CLCU
Security DGM-Security/Regional
Manager-Security for respective
metro stations Major Leslie Missal / Mr.
Security Supervisor (Resp Murali Ramachandran
Stations)/Airport Managers (for
smaller stations)
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Cargo West- Regional Manager (WI),

Mr. Hoshang Mistry/DGM-
Cargo Ops, Mr. Akhilesh Rao
North & East - DGM – Cargo (N Mr. Denis Crasto
& EI), Mr. Hemant Anand/ /Mr. Murali
DGM-Cargo Ops, Mr. Akhilesh Ramachandran/Mr.
Rao Charles Soon
South- DGM – Cargo (SI), Mr. V.
Raghuraman/ DGM-Cargo Ops,
Mr. Akhilesh Rao
Cabin Crew Base Manager (for respective
Mr. Ajit
bases)
Bhagchandani/Mr.
Inflight Rostering DGM-Rostering, Mr. Vishal
Rajesh Verma
Mahajan
Sales
Sales, Head Executive Director-Global Sales,
Office Mr. Vijay K Arora
Sales, North - Trade GM-Trade Sales (NI), Mr.
Rakesh Suri/AVP - Agency Sales
(N&EI), Mr. Navaid Desai
Sales, North/East - GM-Corp Client Mgmt (N&EI),
Corporate Mr. Craig Ireland/VP-Corp Acq.
& Client Mgmt., Mr. Vishesh
Khanna Mr. Vijay K.
Sales, East - Trade DGM- Sales (EI), Ms. Kiran Arora/Mr. Manoj
Naidu /AVP - Agency Sales Chacko
(N&EI) Mr. Navaid Desai
Sales, South - Trade VP - Trade Sales (W&SI), Mr.
Bhanu Mohan Kaila
Sales, South - GM- Corp Client Mgmt (SI), Mr.
Corporate P. Shiva/ VP-Corp Acq. & Client
Mgmt., Mr. Vishesh Khanna
Sales, West - Trade DGM-Trade Sales (WI), Mr. Atul
Bhatara/VP - Trade Sales
(W&SI), Mr. Bhanu Mohan Kaila
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Sales West - GM – Corp Acq & Global RFPs,

Corporate Mr. Lloyd Fernandes/ VP-Corp
Acq. & Client Mgmt., Mr.
Vishesh Khanna
Sales, International Area Managers(Respective Intl
locations locations), GM-Sales(UK &
Ireland),Mr Rick Saggar, Head-
Sales(North Americas),Mr Atul
Kumria/ VP-Intl Sales, Mr.
Naveen Chawla
DRESS CODE: While traveling on Kingfisher Airlines, all staff should be attired in
business formals at all times. Staff is not required to display their ID cards during duty
travel as it may impact guest perception and expectation. We are the representatives of
the Company and hence image is very important. The type of dress we wear has an
impact on our Guests‟ perception of the Airline. Overall the attire should be crisp, neat,
and should look appropriate even for a chance meeting with the CEO!
Request all to ensure compliance to the above.
160
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INTRODUCTION
One of the most noticeable advantages of being part of the Kingfisher team is the fact
that our employees and their immediate family can enjoy reduced-rate tickets. These
benefits are SUBJECT TO LOAD on the entire Kingfisher Airlines network.
ELIGIBILTY: All employees of Kingfisher Airlines Ltd. will be eligible for these benefits
from day one of joining the Company. The benefits shall be available to an employee
and his/her family members (Spouse, Parents and unmarried dependent Children
under the age of 24 years). Please note parent-in-laws & siblings are not eligible.
Vice Presidents & above and Commanders as well as their families are entitled to travel
Kingfisher First Class. However, all Kingfisher First Class travel is subject to load and
those entitled to an upgrade to KFF will be accorded priority based on grade, followed
by date of joining, followed by date of birth. Such upgrade for eligible staff will take
place at the time of check - in on seat available basis in KFF. Taxes applicable to KFF
travel will be borne by the employee being upgraded.
PROCEDURE: To ensure this, the procedure detailed below should be followed:
a) The employee who wishes to travel will have to fill in the request as per the
attached template & send it to the sanctioning authority via EMAIL ONLY. This
request has to be approved by the sanctioning authority as given below not more
than seven days prior to the date of travel. No other employee is authorized to
approve staff travel for any staff member.
b) After obtaining the approval, staff must send their approved request via email to
gratistravel@flykingfisher.com directly without marking a copy to the
sanctioning authority. The listing will be on subject to load basis (SA) only. The
listing will be valid for a period of 7 days from the date of issue.
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c) With the PNR created by Gratistravel, the employee and/or dependants desirous
of staff travel will approach the Airport Ticket Counter OR City Ticket Counter
and will be issued an e-ticket after collecting a flat charge of Rs. 500/-. For infants
(up to 2yrs of age), PSF of Rs 225/- will be charged as flat charge. In addition to
the flat charge, User Development Fee (UDF) as applicable to specific airports,
will have to borne by the traveler. Proof of Identity will be mandatory and the
Identity Card need to be carried by the staff/ dependant at all times. In case of
upgrade to KFF travel, additional applicable taxes will be borne by the employee.
d) Staff/ dependant traveling will present the e-ticket at the Helpdesk Check-in
Counter.
e) 45 minutes prior to departure, “subject to seat availability”, staff will be issued

Confirmed Boarding Cards. Please note that , no firm bookings for rebated
passage for employees or their dependants will be done by Sales/ Airports
Reservations/ Ticketing staff in advance as the rebated passage benefit is
“subject to load”.
f) If there is more than one employee desirous of availing this facility on the same
flight and there are limited seats available, preference will be given based on the
grade, followed by the date of joining, followed by the date of birth in that order
for allotting the seats to the traveler.
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Planning
Distribution
Development
Roy/Mr. C. S. Tomar
Rajesh Verma
Departmental Head.
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Flight Operations
N. P. Puri
Capt. N. P. Puri
Captain Ron Nagar
/Mr. Hitesh Patel
Puri
Marwah
Engineering
Hitesh Patel
Engineering
Chenna Reddy
Rao, LMM
LMM
164
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Chandrashekar M

K. Singh
Surendran
Shalaka Bharadwaj
Nagarkatti
Planning Nazareth
Shailesh Borkar
Shailesh Borkar
Mr. A
Raghunathan
Mr. G Visweswaran
Mr. G Visweswaran
165
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& Secretarial
Mr. A Raghunathan
Das
Ms. Rubi Arya
Daruwalla
Mr. Gaurav Rathore
Santosh
no Airport Manager)
CLCU
smaller stations)
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Rao Charles Soon
Mr. Akhilesh Rao
Mr. Ajit
bases)
Bhagchandani/Mr.
Rajesh Verma
Mahajan
Sales
Khanna Mr. Vijay K.
Bhanu Mohan Kaila
167
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Vishesh Khanna
Naveen Chawla
DRESS CODE: While traveling on Kingfisher Airlines (duty travel and/ or vacation
travel), all staff should be attired in business casuals/ semi formals at all times. We are
the representatives of the Company and hence image is very important. The type of
dress we wear has an impact on our Guests‟ perception of the Airline. Clothing items
that are not allowed are: tank tops, halter tops, clothing with foul language or obscene
images, torn clothing as style statement, sweat pants or track suits, floaters, slippers, or
any such casual attire. Overall the attire should be crisp, neat, and should look
appropriate even for a chance meeting with the CEO!
168
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DOMESTIC STAFF TRAVEL APPLICATION

Name of employee : Date of joining :
Designation: Staff No:
Department : TEL. (Res.): (Off.)
Name of Relationshi Date of Secto Fligh Date of Contact Form of
Pax p Birth r t no. Travel Details Payment
REMARK
S
169
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INTRODUCTION
One of the most noticeable advantages of being part of the Kingfisher team is the fact
that our employees and their immediate family can enjoy reduced-rate tickets. These
benefits are SUBJECT TO LOAD on the entire Kingfisher Airlines network.
ELIGIBILTY: All employees of Kingfisher Airlines Ltd. will be eligible for these
benefits from day one of joining the Company. The benefits shall be available to an
employee and his/her family members as follows: Spouse: Legal spouse, including
registered partners in countries where cohabitation agreements are recognized by law
and comply with cohabitation regulations; No facilities are granted to a divorced
spouse; Parents: Immediate parents only; Children: Unmarried dependent Children
under the age of 24 years. Please note parent-in-laws & siblings are not eligible.
Vice Presidents & above and Commanders as well as their families are entitled to travel
Kingfisher First Class. However, all Kingfisher First Class travel is subject to load and
those entitled to an upgrade to KFF will be accorded priority based on grade, followed
by date of joining, followed by date of birth. Such upgrade for eligible staff will take
place at the time of check - in on seat available basis in KFF. Taxes applicable to KFF
travel will be borne by the employee being upgraded.
PROCEDURE:
To ensure this, the procedure detailed below should be followed:
a) The employee who wishes to travel will have fill in the request as per the attached
template & send to the sanctioning authority via EMAIL ONLY. This request has to
be approved by the sanctioning authority as given below not more than thirty days
prior to the date of travel. No other employee is authorized to approve staff travel
for any staff member.
b) After obtaining the approval staff must send their request via email to
gratistravel@flykingfisher.com. The listing will be on subject to load basis (SA) only.
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c) With the PNR created by Gratistravel the employee and/or dependants desirous of
staff travel will approach the Airport Ticket Counter OR City Ticket Counter and
will be issued an e-ticket after collecting the Flat Charge + Airport Taxes (at the time
of listing) given below:
Flight Duration Flat Charge

Short Haul Flights < 6 hours block time 10 USD
Long Haul Flights ~ 6-11hours block time 20 USD
Ultra Long Haul Flights > 11 hours block time 30 USD
d) The Amount Payable as given above is applicable per sector. In case of upgrade to
KFF travel, additional applicable taxes will be borne by the employee.
e) Staff/ dependant traveling will present the e-ticket and the requisite documents at
the Check-in Counter.
f) 60 minutes prior to departure, “subject to seat availability”, staff will be issued

Confirmed Boarding Cards. Please note that, no firm bookings for rebated passage
for employees or their dependants will be done by Sales/ Airports Reservations/
Ticketing staff in advance as the rebated passage benefit is “subject to load”.
g) If there is more than one employee desirous of availing this facility on the same
flight and there are limited seats available, preference will be given based on the
grade, followed by the date of joining, followed by the date of birth of the employee
in that order for allotting the seats to the traveler.
TERMS OF TRAVEL:
 SOL travel facilities will be granted only in so far as seats are available on the
flight in question and in accordance with conditions/restrictions, which have
been or may be laid down by KFA.
 KFA may decide that SOL travel should be restricted or excluded on certain
routes during certain periods or on certain days.
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 SOL tickets can be requested from day one of joining the company.
 Children under the age of 12 must be accompanied by a person of 18 years or

older (or by one of the parents themselves).
 An employee who is on board as a working crew member does not qualify as a

person accompanying the child.
 SOL travelers are required to be in possession of the requisite, valid travel

documents (KFA ID card, passport, visa, etc.). For SOL travelers, this not only
applies to the station of destination, but to all intermediate stations as well. The
travel documents must be produced on request to the officials charged with
inspection. Carriage may be refused if the travel documents fail to satisfy the
applicable conditions.
 It is forbidden to use KFA establishments to arrange for the reservation of hotel

accommodation, transport, etc.
 Possible consequences of SOL travel do not relieve employees in any respect

whatsoever from the obligation to resume their duties at the prescribed time.
This also means that the employee must have sufficient means to purchase a
replacement ticket if necessary.
BAGGAGE
 SOL travelers are entitled to the free baggage and carry-on baggage as per the
baggage allowance policy.
 The commercial excess baggage rate applies to any excess baggage.
 Commercial regulations apply with respect to special baggage such as golf bags,
bicycles, diving equipment and the like. Traveling with pets is not allowed.
LIABILITIES
 The travel applicant is personally liable to Kingfisher Airlines and to third parties
for the consequences, costs, penalties and damages arising from the application, as
well as for the observance of all provisions.
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 The traveler is responsible for all additional costs, such as for hotel accommodation,
airport taxes, maintenance, communications, full-fare tickets, land transport (train,
taxi, etc.) and detention and expulsion as a result of failure to be assigned a seat on
the desired flight. These costs are at the expense of the traveler irrespective of the
length of time for which the journey is delayed.

Planning
Distribution
Development
Roy/Mr. C. S. Tomar
Rajesh Verma
Departmental Head.
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Flight Operations
N. P. Puri
Capt. N. P. Puri
Captain Ron Nagar
/Mr. Hitesh Patel
Puri
Marwah
Engineering
Hitesh Patel
Engineering
Chenna Reddy
Rao, LMM
LMM
174
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Number Date
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Chandrashekar M

K. Singh
Surendran
Shalaka Bharadwaj
Nagarkatti
Planning Nazareth
Shailesh Borkar
Shailesh Borkar
Mr. A
Raghunathan
Mr. G Visweswaran
Mr. G Visweswaran
175
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& Secretarial
Mr. A Raghunathan
Das
Ms. Rubi Arya
Daruwalla
Mr. Gaurav Rathore
Santosh
no Airport Manager)
CLCU
smaller stations)
176
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Rao Charles Soon
Mr. Akhilesh Rao
Mr. Ajit
bases)
Bhagchandani/Mr.
Rajesh Verma
Mahajan
Sales
Khanna Mr. Vijay K.
Bhanu Mohan Kaila
177
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Vishesh Khanna
Naveen Chawla
DRESS CODE: While traveling on Kingfisher Airlines (duty travel and/ or vacation
travel), all staff should be attired in business casuals/ semi formals at all times. We are
the representatives of the Company and hence image is very important. The type of
dress we wear has an impact on our Guests‟ perception of the Airline. Clothing items
that are not allowed are: tank tops, halter tops, clothing with foul language or obscene
images, torn clothing as style statement, sweat pants or track suits, floaters, slippers, or
any such casual attire. Overall the attire should be crisp, neat, and should look
appropriate even for a chance meeting with the CEO!
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STAFF TRAVEL APPLICATION

Name of employee : Date of joining :
Designation : Staff No. :
Department : TEL. (Res.): (Off.) :
Date Conta Dat Date
Relati Date Flig Form of Pass
Name of ct e of of
onshi of Sector ht Payme port
of Pax Trave Detail Issu Expir
p Birth no nt No
l s e y
REM
ARKS
179
Group Personal Accident Policy
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INTRODUCTION
The policy covers accidental death, loss of limb and permanent disablement.
The Policy covers accidents that may occur at any time, at any place in the
world, whilst on duty or otherwise.
COVERAGE
This policy covers all our staff members (other than the Cockpit Crew) and
the sum proposed to be insured on the following grades are as under:
Grades Sum Insured

M4B Rs 3.0 lacs
M4A Rs 3.5 lacs
M3B Rs. 4.0 lacs
M3A Rs. 4.5 lacs
M2B Rs. 5.0 lacs
M2A Rs 6.0 lacs
M1B Rs 7.0 lacs
M1A Rs 8.0 lacs
The cockpit crew will be covered for a sum of Rs 30 lacs under a different
policy.
BENEFITS
 Death 100% of sum insured

 Loss of two limbs, two eyes or one limb and one eye 100% of sum insured
 Loss of one limb or one eye 50% of sum insured
 Permanent total disablement 100% of sum insured
(Other than named above)
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MAJOR EXCLUSIONS
Intentional self injury, suicide or attempted suicide. Whilst under the influence of
intoxication liquor or drugs, whilst engaging in aviation as a crew member or in any
way engaged in duties in any aircraft, Insanity, Breach of law with criminal intent,
War and allied perils. Nuclear perils.
CLAIMS PROCEDURE
a) Upon happening of any event giving rise to a claim under the Policy, immediate
notice to the Company should be given within 48 hours.
b) On complete recovery and resumption of normal duties, following documents to be

submitted.
 Prescribed claim form duly completed by the insured person

and the attending medical consultant.
 In case of any permanent disability, certificate from the doctor

certifying the percentage of disability.
 All investigations reports like x-ray, etc.
 Leave certificate from employers certifying leave of absence,
c) In case of death claims, the following documents to be submitted:
1. Death Certificate,
2. Police Report,
3. Post-mortem reports, in addition to the claim form and investigation

report.
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Group Mediclaim Policy
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ELIGIBILITY: All employees and their family (based in India).
“Family” includes spouse, dependent children and parents (immediate parents to

be named and not in-laws for both male / female employees) as per the
declaration made by employees. The benefit under the scheme will cease to exist
upon termination of employment with the company.
Any addition to the family by way of marriage or child birth will be covered only on
intimation within 45 days of being married or birth.
All midterm additions for the current policy period should intimated to Ms. Rakhee
Vaity at Rakhee.Vaity@flykingfisher.com in the nomination form (provided below)
within the mentioned timeframe along with required documents (Marriage Certificate /
Birth Certificate).
DETAILS OF THE SCHEME
This policy is designed to reimburse hospitalization expenses, necessarily incurred

by an insured person, from any illness, disease contracted or injury sustained,
upon the advise of a duly qualified medical practitioner at any Hospital / Nursing
Home as an inpatient in India.
The Insurance Company shall pay the amount of such expenses as are actually
and necessarily incurred but not exceeding the sum insured in a policy year.
Insurance company: Group Mediclaim Policy has been renewed with HDFC
ERGO General Insurance Company Limited for a period of one year from 11th
August 2010 to 10th August 2011. The new policy number is GMC 0000234000102.
Where the treatment should be taken?: Anywhere in India preferably through the
network of hospitals arranged by Dedicated Healthcare Services TPA (India)
Private Limited (DHS) third party administrator.
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Sum insured:
Grade Coverage Limit

M1 self & family Rs. 4 lacs
M4 self & family Rs. 1 lakh
Following are salient features of the policy:
 Floater cover for Employee, spouse, dependent children and employee‟s

dependent Parents as per eligibility.
 Pre-existing disease covered.
 Maternity expenses are covered upto Rs. 50,000/- for first two children (Pre
and post natal expenses are not covered).
 Baby cover from day one.
 138 diseases are covered under day care procedure (List available on
Company Intranet).
 Cashless cover in more the 2000 Network Hospital (Procedure to locate our
network hospital by visiting www.dhs-india.com is as enclosed).
 E-cards for Cashless claims (User Manual for the same is available on the
Company Intranet)
What are the benefits?

 Covers expenses relating to hospitalization for a minimum period of 24
hours (example: room charges, doctor fees, nursing charges, OT charges,
ICU, drugs and medicines, diagnostic tests)
 Employee‟s family is defined to include self, spouse, children & dependent
parents
 First year exclusion waiver
 30 day waiting period waiver
 All expenses incurred at the hospital in connection with the treatment
would be paid subject to limits depending on grade.
 Pre-existing diseases covered.
 New born baby is covered from day one.
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 Treatment / medicine taken 30 days prior to hospitalization and 60 days

after hospitalization other than Maternity claims
 Maternity benefit to a maximum of Rs. 50,000 for both normal and caesarian
section including 9 month waiting period waiver.
 Day Care treatment
 Ambulance Cost upto Rs.1000/- per hospitilisation / per claim
What is Not Covered?

 Any out patient treatment
 Voluntary termination of pregnancy
 Maternity expenses of third child
 Non-Medical expenses like registration fees, telephone charges, ambulance
charges, hearing aids, food etc.
 Dental treatment or Surgery of any kind unless requiring hospitalization
 Convalescence, general debility, run down condition or rest cure, congenital
diseases or defects or anomalies, sterility, venereal disease, intentional self
injury and use of intoxicating drugs/ alcohols.
 HIV/ AIDS related treatment
 Expenses on vitamins and tonics unless forming part of treatment
 Expenses on Diagnostic, X- ray, or Laboratory examinations unless related
to the treatment.
 Naturopathy
Expenses incurred in connection with medical termination of pregnancy (except

where carried out under medical advice) during first 12 weeks from the date of
conception are not covered.
Details of your User ID & Password have been uploaded on the (Intranet Website
under my profile/personal profile/mediclaim login id & password) and (ESS portal
under employee search/change own data/miscellaneous/mediclaim ID & Password)
for cashless claims. Kindly log on to www.dhs-india.com and take a print of your e-
card as per the user manual and keep it for your ready reference and usage. (The
process of obtaining e-cards is attached).
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In case of queries contact:
Cashless Claims
E-mail Address cashless@dhs-india.com
Emergency No 9987008924
Contact no (022)- 66275939 / 66275940
Fax no (022) - 66275999 /22874235 / 67354300
Reimbursement Claims
E-mail Address customercare@dhs-india.com
Toll Free no 18002090201
Contact no (022) - 67354300
Fax no 18002090201 / (022) 66275999 / 22874235
Miscellaneous Queries
Name Mohd Arkam Ansari
E-mail Address arkam@dhs-india.com
Mobile no 9320357785
Contact no 022-66275923
The following documents related to Group Mediclaim Policy are available on the
Company Intranet and on the DHS website
1. Cashless Request form

2. Claim form for reimbursement claims and annexure
3. Web Demo to access e-cards for self and dependants
4. Health Packet – Provides details of procedure to avail cashless facility and
claim reimbursement of hospitalization / day care expenses
For any other clarifications on the policy, you may contact Mr. Lester D‟Mello, DGM -
Human Resources (e-mail id: lester.dmello@flykingfisher.com) or Ms. Rakhee Vaity,
Executive - Human Resources (e-mail id: rakhee.vaity@flykingfisher.com) in Mumbai
Corporate Office.
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Nomination Form for Mediclaim Policy
Gender (Strike
Sr. DOB out for Not
Relation Name
No. (DD/MM/YY) Applicable
wherever choice)
1 Employee Male / Female
2 Spouse Male / Female
3 Father Male
4 Mother Female
5 1st child Male / Female
6 2nd child Male / Female
7 3rd child Male / Female
8 4th child Male / Female
Name of employee: Signature of employee:
E-code: Date:
Note: not in-laws for both male / female employees.
186
Maternity Policy For Female Cockpit Crew
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Document Date
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POLICY
1.1 Policy for maternity benefits for the Female Cockpit Crew.
POLICY INTENT:
To define the leave entitlement to female Cockpit Crew (including dual function)
who are away from work on the grounds of pregnancy, delivery, premature birth and
miscarriage or illness out of any of them.
SYSTEM
3.1 This policy will be applicable to female Cockpit Crew with a minimum of one
year of service with the Company.
3.2 In the event of pregnancy, the female Cockpit Crew will be entitled to avail of
Leave Without Pay (LWP) for a maximum period of 84 days. During this period of 84
days the maternity benefit equivalent to Basic salary plus all allowances except Flying
Allowance will be paid. The Cockpit Crew shall inform her Base Manager of the
tentative date of commencement of the said leave, at least two months prior to
proceeding on leave, along with the supporting medical certificates.
3.3 The entitlement of maternity benefit will be to the extent of maximum 84 days
(12 weeks) of LWP, which can be availed at the time of delivery, or not more than 6
weeks prior to the expected date of delivery and 6 weeks following the same.
3.4 The Cockpit Crew will have to inform her Base Manager immediately after she
has been positively diagnosed for pregnancy along with the required medical
certificates. On receipt of such written information by the Base Manager the crew will
not be allowed to fly from the 9th week of her pregnancy till the time of her delivery.
3.5 On being derostered, the Cockpit Crew may approach the Company for
alternative assignment, subject to her medical fitness, as certified by the Company
Doctor. The Company, based on availability of such assignments will consider offer of
such alternative assignment. Accordingly, Cockpit Crew will be considered for such
assignments at such locations and on such shift work as possible and will be paid salary
excluding Flying Allowance. During such assignments the Cockpit Crew will not be
entitled to any transport facility or lieu thereof. Under no circumstances will any
cockpit crew claim alternative assignment on ground as a matter of right.
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3.6 The arrangement of providing a possible alternative work assignment is at the

discretion of the Company. The Cockpit Crew can avail of PL and SL during the
period of such assignment. In the event that the Cockpit Crew cannot be provided any
assignment by the Company or the Crew is not in a position to accept one, based on
medical reasons, the Cockpit Crew can avail of SL/PL for such period as available to be
before delivery.
3.7 In the event the Cockpit Crew is not provided an alternative job on ground she
can avail of 'Leave Without Pay' for a maximum period of 6 months during the period
of derostering. This will be in addition to her LWP of 84 days, PL and SL. However, the
total cumulative period of such leave shall not exceed 12 months. In case of a Cockpit
Crew not joining duty at the expiry of the sanctioned leave subject to the outside limit
of 12 months, she will be treated medically unfit and will be liable to be discharged
from the services of the Company.
3.8 The maternity benefit of LWP for 84 days will be granted in addition to the other
types of leave to which the Cockpit Crew are entitled.
3.9 Privilege Leave (PL) and /or Sick Leave (SL) may be prefixed or suffixed to the
maternity benefit of LWP for 84 days.
3.10 All intervening weekly offs will be counted as a part of LWP of 84 days.
3.11 An application for LWP of 84 days should be made in the leave card, attaching
the medical certificates. The said medical certificates should be forwarded by the Base
Manager to the HR Department (for necessary action), under intimation to the General
Manager - Operations.
3.12 In case of a miscarriage, the Cockpit Crew can avail of leave for a period of six
weeks from the date of miscarriage.
3.13 After availing of the maternity benefit, Cockpit Crew will be allowed to resume
duties after complying with the standards as are in vogue from time to time, with
regard to the physical fitness. A thorough examination to ascertain the same will be
conducted by the Company's Medical Doctor or any specialist nominated for the
purpose, at any stage, at the sole discretion of the Company.
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3.14 In case a Cockpit Crew does not meet the specified standards of medical fitness
as referred in clause no. 3.13 above, she will be given an opportunity to comply with the
same within the next 3 months (maximum) (subject to the outside limit of 12 months as
specified in Clause 3.7 above). In case of her failure to comply, she will be treated as
unfit to resume duties and will consequently be liable to be assigned an alternative
employment on ground subject to availability, and her being found suitable for the
position, or be discharged from service. The offer of an alternative employment will be
subject to the condition mentioned in clause 3.17 below.
3.15 During this period, upto a maximum of 3 months as mentioned above, the
Cockpit Crew will be derostered /grounded and the Company may offer the Crew with
alternative assignment if available. During such alternative assignment the Cockpit
Crew will be eligible for Basic salary plus, all allowances except, Flying Allowance. No
transportation will be provided during such period /assignment.
3.16 In case the Company is not able to offer such alternate assignment, the Crew will
be required to avail of PL and SL. Alternatively; the Crew will be on authorized Leave
without Pay.
3.17 At the end of the said period, should the crew not comply with the standards as
are in vogue from time to time with regard to the physical fitness including the
grooming standards, she may be offered alternate employment at the sole discretion of
the company. The Company will determine the type of alternate employment and the
crew will not treat the same as a matter of right. If there is no alternate employment or if
a Cockpit Crew does not accept the Company's offer to that effect within the stipulated
time, her services shall be terminated. If she accepts such offer, the terms and
conditions as well as the salary applicable thereto will be given effect.
All the provisions of this policy will be subject to the provisions of the Maternity Benefit
Act, 1961 as in force and as amended from time to time.
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Temporarily Medically Unfit Policy
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Applicability: All Pilots
Purpose: To define compensation & leave entitlement for Cockpit Crew when
declared Temporarily Medically Unfit (TMU) by the Competent Authority.
Procedure:
 If the Cockpit Crew is declared TMU, he/ she will be required to proceed on Sick
Leave (SL).
 Once both SL/ CL are exhausted, the crew member will be required to utilize all
accumulated Privilege Leave (PL) that is in excess of 30 days. He/ she will have the
option of utilizing the remaining 30 days PL, if required. For the purpose of this policy
only, the Cockpit Crew may combine SL/ CL with PL.
 After the SL/ CL & PL is exhausted, the Cockpit Crew member will be paid
salary excluding Flying Allowance, till he/ she is declared medically fit to resume
flying duties by the Competent Authority/ Company‟s Medical Doctor or 12 months
from the date of being declared unfit. The period as above will not exceed 12 months. It
may however be extended by another six months on the advice of the Competent
Authority/ Company‟s Medical Doctor.
 Whilst being paid salary excluding Flying Allowance, as per the above points,
the concerned Cockpit Crew will not be entitled to earn PL for the period concerned.
Flying Allowance will be payable whilst the crew member is declared TMU and he/ she
is availing PL & SL/ CL.
 Crew member would be on duty during the period of TMU & shall undertake
tasks allotted by the Company during the period of unfitness, commensurate with his
state of health.
 Crew member shall be put back on full salary from the date he/ she is declared
medically fit by the competent authority.
All cases of Temporarily Medical Unfitness as certified by the Competent Authority

should be intimated to HR by the Base Managers under copy to Sr VP- Ops and EVP.
Also it will be the responsibility of the Base Managers to inform Rostering of the same.
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Wedding Gifts
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The Kingfisher Airlines Family will participate in an employee‟s wedding through a

small token for best wishes. Employees who get married during their employment in
the organisation will be presented with a Gift voucher of Rs. 2,001/-.
A simple process would need to be followed, to enable the Human Resources team
forward the gift voucher on time.
o The employee is required to give the marriage card at least a week before the
marriage date to HR or the concerned functional head.
o A representative will be selected from the respective department to attend the

marriage ceremony of the employee from that location. The same may be done
by the functional head basis personal request by colleagues etc.
o The gift voucher will be handed over to the employee on the date of the marriage
as a gift by his HOD or the team representative. If nobody from the company can
attend the marriage, the same will be couriered to the employee.
We appreciate that it is not the actual gift but the thought… the congratulatory gesture
on behalf of the Kingfisher Airlines Family which is precious!
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Displaying Company Identification Card
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Kingfisher Airlines Limited is committed to providing a safe and secure work

environment for its employees. The proper issuance and display of identification cards
is one way to create a safe and secure work environment.
All Kingfisher Airlines employees while on duty and/or on company premises shall be
required to display their I.D. on their person at all times.
The wearing of Identification Card is not a matter of personal choice. It is a requirement

instituted to assure the safety of both employees and our company assets.
All employees will be personally responsible for the safeguard and display of ID.
Special Instructions:
 The Administration department is committed towards providing ID cards after

you have duly filled up and submitted the necessary form at the time of joining.
 If an employee ID is lost or misplaced, the loss will be reported to the immediate

superior as well as to the administration office within 24 hours of discovering the
loss.
 While traveling on SOD or SOL, it is mandatory to carry the company i.d. since it
may be asked for confirming identification during issuance of the boarding card.
Please be informed that whilst on travel, once we are inside the terminal/
aircraft, employees must refrain from drawing attention or disclosing the fact
that we are company personnel. No display of company identification should be
made since such mannerisms create unwarranted discomfort for our guests.
Look forward to adherence of the above same and take pride in our company identity!
192
SOD-SOL Dress Code Policy
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It has been our constant endeavor to provide our team members with guidelines aiding
us in upholding the Company‟s image at all times. We must ensure that we adhere to
all policy guidelines so that we maintain professionalism and decorum.
While inside the aircraft, as guardians of our Company‟s prime value, i.e. Safety, we
must ensure that we follow all DGCA regulations. Once the doors of the aircraft are
closed, usage of cell phones is not permitted, including blackberry or hand held
communicators in “offline” mode. It is not permitted to use cell phones during the flight
even though some cell phones have an “aircraft mode” operation. The laptop/ other
electronic devices must be turned off during take-off and landing phases of the flight.
While traveling on SOD or SOL, all staff should be attired in business casuals/ semi
formals at all times. We are the representatives of the Company and hence image is very
important. The type of dress we wear has an impact on our Guests‟ perception of the
Airline. A smart turnout enhances the Company‟s image. A clean shaven face looks
bright; standard haircuts and proper attire is a must. Any non conformist facial and/ or
body accessories are not permitted.
The following guidelines provide a partial list of inappropriate attire, which is NOT
acceptable: Lanyard and ID of other companies; shorts / short skirts / tight skirts / cut-
offs / tights / sweatshirts / sweatpants / jogging suits; shirts with slogans, large
emblems, and logos of other companies; halter dresses / sun dresses / sleeveless shirts
/ sleeveless T-shirts; denims; T-shirts with inappropriate graffiti / over-size shirts /
tank tops / crop tops; hiking boots / flip-flops / slippers front open; sandals for men;
caps / bandana etc. Some things that dress codes certainly ban include: clothing with
foul language or obscene images, torn clothing as style statement, floaters, slippers, or
any such casual attire.
Overall the attire should be crisp, neat, and should look appropriate even for a chance
meeting with the Chairman!
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Letter of Appreciation
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Purpose:
It is important to appreciate our enthusiastic team members at various locations who

are passionate & dedicated to their work, display tremendous commitment & are loyal
to the Company.
At times of trouble-shooting under immense pressures at the workplace or meeting

deadlines at short notice, we sometimes forget to say a 'thank you' or a congratulatory
handshake to team members who walk that extra mile to take care of our
precious guests and fulfill their high desires with a smile.
To make every effort count, let‟s pledge to appreciate our team members for a job well
done. This will further motivate them and ensure that we continue to execute our
ambitious business goals with passion and commitment, thereby exceeding business
and guest needs.
A sample 'Appreciation Letter format' is provided to help us all achieve the above and
build a motivating culture for our staff. The same may be given by respective Base In
Charge/Airport Managers/Regional Sales Managers/Functional Heads as the case may
be.
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Letter of Appreciation
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ANNEXURE 1
APPRECIATION LETTER FORMAT
Date
Mr / Ms
Designation:
Location:
Dear Employee,
Sub: Appreciation Letter
We take this opportunity to „Thank you’ for your excellent service to our esteemed
Guests. Your enthusiasm and dedication to your work shows others what it takes to be
a caring employee and help our Airline succeed every day!
We must not miss to mention that your hospitality was performed with encouragement
and warmth wherein your ability to reach out & put yourself in someone else‟s shoes is
a wonderful reflection of our caring organization.
This letter is to place on record our appreciation for the co-operation and team spirit
displayed by you which characterizes “Kingfisher Airlines” and by your positive
attitude you have added to the glory of our name!
We are sure you will keep the passion alive and wish to see you with many more of
these mementos to cherish!
Thank you once again!
Name
Airport Manager/Base Manager/Regional Sales Head/Functional Head
Location
Cc: Ms. Rubi Arya, Head- Human Resources
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Disciplinary Policy
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Behavior and Discipline
1. The company will take action against employees engaged in any of the following
acts of misconduct:
 Willful insubordination or disobedience, whether alone or in combination with

others, to any lawful and reasonable orders of a manager;
 Unauthorized absence for more than five days;
 Habitual late attendance;
 Habitual breach of any law/rule, applicable to the company;
 Riotous or disorderly behavior at the company‟s office bringing disrepute to the
company.
 Habitual negligence or neglect of work;
 Frequent repetition of any act or omission for which employee has been
cautioned earlier;
 Striking work or inciting others to strike work in contravention of the provisions
of any law or rule having the force of law of India;
 Low performance;
 Fraudulent behavior; and/or
 Any act subversive of discipline.
2. If the employee absents himself/herself without leave or remains absent beyond the
period of leave originally granted or subsequently extended, the same shall be
considered as the employee having voluntarily terminated the employment without
giving notice unless the employee:
 Returns to work within five days of commencement of such absence; and

 Gives an explanation to the satisfaction of the management regarding such
absence.
 Any such absence will be treated as leave without pay unless approved
otherwise by the concerned manager.
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Disciplinary Policy
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Procedure
1. The following procedure may apply to employees when they fail to comply with
company policies and performance standards, depending on the nature and severity of
the offence. Please refer to Employee Progressive Guidance Report attached and use the
format to record the action taken.
a) Verbal coaching;
b) Written warning;
Note: For Guest Services & Inflight, the letter of advice & / or caution may be released
by the respective Airport Manager/ BM. For remaining functions, a common template
has been attached which may be customized with reference to the misconduct and
signed by the Functional Head under copy to HR
c) Disciplinary action like:

 Non payment of increment
 Withholding of promotion
 Suspension of employment without pay
 Discharge/ Dismissal of the employee.
2. Unless it is expedient or impractical due to prevailing conditions, the above

disciplinary action (refer point “c”) will be applied only after an enquiry. The procedure
is as follows:
 Whenever any repeated misconduct is reported against an employee, the

department will write a report detailing out the fact and circumstances about the
misconduct. The complaint shall be submitted to HR along with all relevant details.
 On receipt of the complaint, a show cause notice demanding explanation in writing

from the employee within 48 hours will be issued by HR.
 On receipt of explanation, if required an enquiry will be conducted. The orders of

action will be issued, if the charges are proved to be correct. The same will be done
by HR.
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Disciplinary Policy
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Employee Information
Employee Name: Employee ID:
Location: Job Title:
Manager: Department:
Progressive Guidance
Disciplinary
Review Area
Violation of
Kingfisher
Values
Violation of
Performance Company Policy
Other: None ___________________________________________________________
Details
Mutual Understanding
Who: Time/Location:
Follow-up Action Plan:
Follow-up date to review progress:
NOTE: Failure to implement plan may result in further disciplinary action
Acknowledgement of Receipt of Coaching Session

Signing this form acknowledges receipt that you and your Manager have discussed the Coaching Session and
a plan for improvement. Signing does not necessarily indicate agreement with the Coaching Session.
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______________________________________________________________________________________________
Employee Name/Signature Date
______________________________________________________________________________________________
Manager Name/Signature Date
Other Name/Signature Date

Attach Documentation or Additional Details as Needed, Including Employee Statements
Original: Employee file, 1st copy to Employee, 2nd Copy: Issuing
Distribution: Manager
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Whistle Blower Policy
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Our commitment is towards reaching our goals with utmost respect for human values
and to serve the interests of Kingfisher Airlines with integrity. Good Corporate
Governance entails that the interest of the employees, the shareholders and the society
in general be protected at all times. The management realises that this is possible only if
there exists an open and transparent culture wherein the concerns of the employees at
all levels can be raised and expressed without fear of retribution.
To achieve this objective, it is felt necessary to define a specific policy which will enable
the employees to report their concerns, which would be looked into and if found to be
appropriate will be fully investigated and acted upon.
Purpose:
The purpose of the Whistle Blower Policy is to allow employees to convey their
concerns about unacceptable, improper, or unethical practices being followed in the
organization to the Audit Committee and to prohibit superiors from taking any adverse
personal action against such employees.
The Policy is intended to ensure that whenever any unacceptable, improper, or

unethical practice is reported by an employee, the concerned employee is protected
against any vindictive action and/or any discrimination for such reporting.
Aim of the Policy
The Policy aims at:
 Encouraging the employees to feel confident in raising serious concerns.

 Providing ways for the employees to raise their concerns and get feedback on the
concerns raised by them.
 Ensuring that the employees get a response to their concerns.
 Reassuring the employees that if the concerns are raised in good faith, they will be
protected from victimisation.
 Initiating action, where necessary, to set right the concern raised.
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Applicability:
This policy is applicable to all confirmed employees of the Company.
Scope of the Policy:
Employees shall be protected from any adverse action for reporting any unacceptable,
improper, or unethical practice, fraud, or violation of any law or regulation so long as
the employee:
 Reports in good faith, his/her belief that there is misuse of company‟s funds/assets
 Reports in good faith, Criminal offences (corporate fraud, corruption, bribery or
theft), which has been or is likely to be committed
 Reports in good faith, the violation or suspected violation of any law, rule or
regulations applicable to the Company.
 Participates in or gives information in an investigation, hearing, court proceeding,
legislative or other inquiry, or administrative review
 Objects or refuses to carry out a directive that the employee believes in good faith
may violate a law, rule or regulation.
 Reports in good faith an abuse of authority
 Reports in good faith activities violating the Company‟s policies.
This list is only illustrative and not exhaustive
The superior of the employee who has reported any of the actions specified aforesaid is
forbidden from taking the following actions against the employee
· Discharging the employee

· Threatening the employee
· Discriminating against the employee‟s employment.
Reporting Authority:
Any employee who has a genuine complaint/concern about any fraud or violation of
any law, rule or regulation or unacceptable, improper, practice and/or any unethical
practice may complain about this to the designated person to attend to whistle-blowers
as mentioned herewith below.
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Employees can send their complaints to Mr Rup N Pillai, Director-KFA via e-mail at:
rnp@flykingfisher.com. He shall be responsible for the following functions:
 To receive and record any complaints under this policy.

 To ensure confidentiality of any “whistle-blowing” complainant.
 To prepare a report of any whistle-blowing complaint and send the report
promptly to the Audit Committee Members. A copy of the report shall be
simultaneously sent to the EVPs for investigation. The EVPs after investigation shall
place a report to the Audit Committee for discussion and decision. The Audit
Committee members shall then discuss the same and take necessary action in
consultation with the CEO.
 He should communicate the Audit Committee decision regarding the complaint
to the complainant.
Protection of Whistle Blower: The Policy is intended to ensure that whenever any
unacceptable, improper, or unethical practice is reported by an employee, the
concerned employee is protected against any vindictive action and/or any
discrimination for such reporting. No discrimination, harassment or any other unfair
employment practice like threat, intimidation, transfer, demotion, refusal of promotion
etc are adopted against the Whistle Blowers.
Identity of Whistle Blower: This policy requires employees to put their names in the
disclosures they make.
Confidentiality: Company will treat the disclosure made in a sensitive manner and will
endeavour to keep the identity of the employee making an allegation confidential.
However, the investigation process may inevitably reveal the source of information and
the individual making the disclosure may need to provide a statement which cannot be
kept confidential if legal proceedings arise.
Untrue / Malicious Allegations: If an employee makes an allegation which is not

confirmed by a subsequent investigation and it is proved that the employee has made
an untrue / malicious Allegation, strict disciplinary action will be taken against the
individual concerned.
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Electronic Mail Usage Policy
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Purpose of the Policy:
Kingfisher Airlines is increasingly dependant on effective and efficient electronic

communications. Electronic messaging is a key feature of our work culture, and
messaging standards are critical for easy receipt of messages and attachments. The
volume, content and usage of these messages are of organizational concern and we are
required to manage this tool diligently and with good stewardship.
Scope:
This policy applies to all employees of Kingfisher Airlines. The following issues are
addressed in this policy:
1. Appropriate Use
2. Content Distribution
3. Authorized Access
4. Netiquette and Protocol
Policy:
Kingfisher Airlines has established a policy with regard to electronic mail messages
created, sent or received by company employees using the company's electronic mail
system. The elements of the policy are set forth below.
 The company maintains an electronic mail system. The purpose of this system is to
assist company employees as they conduct business within the company provided
system. Non-employees (including consultants and independent contractors) may
not obtain company mail addresses, but rather must exchange messages through
external internet providers.
 The electronic mail system is not to be used to create, send or forward messages that
are obscene, pornographic, defamatory, harassing, threatening, containing racial or
sexual slurs, or which are otherwise inappropriate in the context of the company's
ethos and core values.
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 The electronic mail system shall not be used to violate copyrights or other
proprietary rights by distributing unauthorized copies of materials owned by others,
nor shall it be used to distribute confidential or proprietary company materials
without proper authorization.
 Notwithstanding the company's right to retrieve and read any electronic mail
messages, such messages should be treated as confidential by other employees and
accessed only by the intended recipient. Employees are not authorized to retrieve or
read any e-mail messages that are not sent to them, except with the permission of
the intended recipient. Employees shall not use a code, access a file, or retrieve any
stored information, unless authorized to do so.
 Email system is an expensive resource provided by the company to enable smooth

and efficient business functions. All care therefore must be taken to use the same
judiciously. Especially emails to groups such as “everyone” should be sent only in
case of dire necessity, as these consume enormous resources. Similarly emails for
greetings etc. containing large pictures, or other multimedia files or presentations
should be strictly avoided as they burden the system and do not aid employee
productivity. In case such mails are detected, we may have to remove them from the
mail queue and delete the same with a warning to the sender.
 Extreme care should be taken while sending attachments from external unknown
sources within the KFA email system as at times, they may contain viruses and other
undesirable elements, which might endanger the Email system security. We have
security software to detect such attachments; however senders are requested to be
careful.
 Employees have been given mail storage of 140 MB, which for a moderate mail user
can last up to 6 months of usage. When this storage capacity is around 90% full, we
have a system of “archiving” the email on a different storage post which it is
removed from on line storage. For accessing such old mails, the staff then needs to
get in touch with IT Support who can provide a copy of old mails. Employees with
specific high volume Data needs, e.g. Legal, have been provided higher storage
capacities, as directed by the respective Functional Heads.
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 All employees should take care to periodically delete emails which pertain to issues
of transient nature and are not needed to be stored for long duration. This would
ensure that unnecessary load on the email system is avoided.
 The email system must be used for increasing staff productivity and all users must
refrain from marking emails to recipients who are not connected to the issue or
subject and cause unnecessary concern for the recipient. Emails should be copied
only if the copy reader is required to have the information in the email. Copying the
email does not make the copy reader responsible for taking action. If action is
intended, then the Email should be addressed to the staff. This reduces unnecessary
copies and thus takes a big load off the Email system.
 Adhering to protocol is important while sending emails and any concerns, requests
or messages must first be highlighted to the immediate superior and accordingly a
follow-up must be done with the concerned individual only for desired action. Only
in cases where the matter is unresolved, should the same be escalated to higher
authority.
 All users must refrain from using the Bcc option since it is not in sync with the
company culture of trust and transparency.
Any questions relating to the contents or implementation of this policy should be

addressed through the Head - Human Resources.
The purpose of this policy is to provide acceptable use parameters for our organization
while using the electronic mail system. It presents ideas which are applicable across our
network and shall help build a culture in sync with our values. We encourage all team
members to familiarize themselves with the content of this policy and support in
establishing technology as a productivity enhancement tool for organizational growth
and performance.
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Sexual Harassment Policy
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Policy Intent:
The purpose of this policy is to develop a harmonious and productive working

environment free from sexual harassment. Maintaining good employer practice, we will
ensure all allegations of sexual harassment are investigated and dealt with effectively
and appropriately.
Sexual Harassment Defined:
This policy prohibits “quid pro quo” and “hostile environment” sexual harassment as
defined below.
1. Quid Pro Quo Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal and physical
conduct of a sexual nature by one in a position of power or influence constitutes “quid
pro quo sexual harassment” when
• submission by an individual is made either in an explicit or implicit term or

condition of employment, or
• submission to or rejection of such conduct is used as the basis for employment

decisions affecting that employee.
2. Hostile Environment Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal and physical
conduct of a sexual nature constitute “hostile environment sexual harassment” when
such conduct is directed toward an individual because of his or her gender and has the
purpose or effect of
• creating an intimidating, hostile, or offensive work environment, or
• unreasonably interfering with another‟s work or work performance.
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Generally, a single sexual joke, offensive epithet, or request for a date does not
constitute hostile environment sexual harassment; however, being subjected to such
jokes, epithets or requests repeatedly may constitute hostile environment sexual
harassment.
In determining whether alleged sexual harassing conduct warrants corrective action, all
relevant circumstances, including the context in which the conduct occurred, will be
considered.
Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity
and not on the particular sensitivity or reaction of an individual.
Reporting of Sexual Harassment Allegations
Persons who believe they have been victims of sexual harassment should report the
incident(s) immediately to appropriate superiors/ Human Resources officials. Delay in
reporting makes it more difficult to establish the facts of a case and may contribute to
the repetition of offensive behavior.
Confidentiality:
• The organization will do everything consistent with enforcement of this policy

and with the law to protect the privacy of the individuals involved and to ensure that
the complainant and the accused are treated fairly.
• Information about individual complaints and their disposition is considered

confidential and will be shared only on a “need to know” basis.
Assurance Against Retaliation
This sexual harassment policy shall not, however, be used to bring frivolous or
malicious complaints against other employees. If a complaint has been made in bad
faith, as demonstrated by clear and convincing evidence, disciplinary action may be
taken against the person bringing the complaint.
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Reporting Channels
• All employees have a general responsibility to contribute in a positive way to an

environment that is free of sexual harassment.
• Leadership Team, however, have additional responsibilities. The leadership team

is not only responsible for educating and sensitizing employees in their departments
about sexual harassment issues, but they are also directed to take all appropriate steps
to prevent and stop sexual harassment in their areas of responsibility.
• Superiors who are contacted by an individual seeking to file a complaint about

sexual harassment in their department or area of responsibility shall assist the
complainant in contacting the appropriate complaint-receiving officials from Human
Resources.
Procedures for Handling Complaints of Sexual Harassment
• Individuals who believe they are victims of sexual harassment in their work
environment are encouraged to respond to the alleged harasser directly, by objecting
and by requesting that the unwelcome behavior stop. Individuals may also seek
assistance or intervention, short of filing a complaint, from their supervisor.
• An initial discussion between the complainant and the complaint-receiving

official will be kept confidential to the extent allowed by law, with no formal written
record.
• The complaint-receiving official will explain the options available and will
counsel the complainant.
• If the complainant, after an initial meeting with the complaint-receiving official,

decides to proceed, the complainant will be requested to provide a written statement
describing the complaint.
• Complaints of sexual harassment will receive prompt attention.
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Complaints may be resolved through the informal or formal procedures described

below, and appropriate action will be taken. Informal means are encouraged as the
beginning point, but the choice of where to begin formally rests with the complainant.
However, if the complaint-receiving official believes that the matter is sufficiently grave
because it seems to be part of a persistent pattern, or because of the nature of the alleged
offense, or because the complainant seeks to have a sanction imposed, then the
complaint-receiving official will initiate a formal procedure, or take other appropriate
action.
1. Informal Procedures
• The complainant may attempt to resolve the matter directly with the alleged
offender and report back to the complaint-receiving official.
• The complaint-receiving official may notify the alleged offender of the complaint,
paying appropriate attention to the need to maintain confidentiality. The complaint-
receiving official may take whatever steps short of formal sanctions that he or she
deems appropriate to effect an informal resolution acceptable to both parties.
• If a complaint is resolved informally, no record of the complaint will be entered
in the alleged offender‟s personnel file or records. However, the complaint-receiving
official will, in the form of a confidential file memorandum, record the fact of the
complaint and the resolution achieved.
• A copy of this memorandum will be forwarded to the HEAD- Human Resources
& it will be retained in confidential files.
2. Formal Procedures
In formal resolution procedures, the written and signed complaint as well as offence
resolution copy shall be directed to the Head- Human Resources post appropriate
actioning.
Disciplinary Sanctions:
A conclusion that sexual harassment has occurred shall subject the offender to
appropriate disciplinary action and may result in suspension, discharge, expulsion or
dismissal. Sanctions imposed will be determined on the basis of the facts of each case
and the extent of harm.
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Equal Employment Opportunity Policy
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Policy Intent:
It is the policy of the Kingfisher Airlines Limited that neither race, religion, color, creed,
national origin, sex, age, marital status, nor handicapping condition is to be considered
in the:
 Recruitment and selection of new employees of the company,

 Selection of employees for promotion, training, career development, transfer,
and/or reduction-in-force,
 Administration of disciplinary policies or termination for cause, and
 Establishment of rates of pay including the awarding of salary adjustments
and/or annual salary increases
Policy Guideline:
Kingfisher Airlines ("the Company") strictly prohibits discrimination against any

employee or applicant for employment because of the individual's race, color, religion,
gender, sexual orientation, gender identity or expression, national origin, age, disability,
veteran's status, or any other characteristic protected by law. However, this shall not be
at conflict with the madatory state requirements for a particular position.
Affirmative action will be taken to ensure that all employment decisions, including but
not limited to those involving recruitment, hiring, promotion, training, compensation,
benefits, transfer, discipline, and discharge, are free from unlawful discrimination.
Appeal Procedure:
Any applicant for employment or any employee who believes that employment,
promotion, training, transfer, salary adjustment or a merit salary increment was denied
him/her or that demotion, transfer, lay-off or termination was forced on him/her,
because of race, religion, color, creed, national origin, sex, age, political affiliation, or
handicapping condition may appeal directly to the HEAD- Human Resources.
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Environment Policy
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Policy Intent:
Kingfisher Airlines is committed to environmental affairs leadership in all of its

business activities.
Policy:
The UB Group has had long-standing corporate policies of providing a safe and
healthful work place, protecting the environment, and conserving energy and natural
resources. They have served the environment and our business well over the years and
provide the foundation for the following corporate policy objectives:
 Provide a safe and healthful workplace and ensure that personnel are properly
trained and have appropriate safety and emergency equipment.
 Be an environmentally responsible neighbor in the communities where we
operate, and act promptly and responsibly to correct incidents or conditions that
endanger health, safety, or the environment. Report them to authorities promptly
and inform affected parties as appropriate.
 Conserve natural resources by reusing and recycling materials, purchasing
recycled materials, and using recyclable packaging and other materials.
 Develop, manufacture, and market products that are safe for their intended use,
efficient in their use of energy, protective of the environment, and that can be
reused, recycled or disposed of safely.
 Use development and manufacturing processes that do not adversely affect the
environment, including developing and improving operations and technologies
to minimize waste, prevent air, water, and other pollution, minimize health and
safety risks, and dispose of waste safely and responsibly.
 Ensure the responsible use of energy throughout our business, including
conserving energy, improving energy efficiency, and giving preference to
renewable over non-renewable energy sources when feasible.
 Participate in efforts to improve environmental protection and understanding
around the world and share appropriate pollution prevention technology,
knowledge and methods.
 Utilize Kingfisher Airlines products, services and expertise around the world to
assist in the development of solutions to environmental problems.
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Environment Policy
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 Meet or exceed all applicable government requirements and voluntary

requirements to which Kingfisher Airlines subscribes. Set and adhere to stringent
requirements of our own no matter where in the world the company does
business.
 Strive to continually improve Kingfisher Airline's Environmental management
system and performance, and periodically issue progress reports to the general
public.
 Conduct rigorous audits and self-assessments of Kingfisher Airline's compliance
with this policy, measure progress of Kingfisher Airlines environmental affairs
performance, and report periodically to the Chairman.
Applicability:
Every employee and every business associate in relationship with Kingfisher Airlines is
expected to follow this policy and to report any environmental, health, or safety concern
to Kingfisher Airlines management. Managers are expected to take prompt action.
If you believe that there are reasonable ways that Kingfisher Airlines can improve any
of its internal procedures so as to further minimise the impact on the environment,
please discuss your views with your Department Manager.
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Corporate Risk Management Policy
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Policy Intent:
Risk is the chance of something happening, measured in terms of probability and

impact, that will affect the achievement of business objectives. This definition includes
both the opportunity and the undesirable consequence.
Risk management is a structured and disciplined approach to assessing and managing

the uncertainties and opportunities that Kingfisher Airlines faces as it creates value.
Policy Purpose & Scope:
This Policy describes Kingfisher Airlines risk management principles and expectations
applicable to all business activities undertaken by or on behalf of Kingfisher Airlines.
It is intended that this Policy operate in conjunction with all other policies and
strategies of the UB Group.
Statement of Principles
Kingfisher Airlines believes risk taking is a necessary and accepted part of our business.
Effectively managing risk is a competitive necessity and an integral part of creating
shareholder value through good business practices designed to ensure that Kingfisher
Airlines achieves its strategic, business and governance objectives, and protects its
corporate reputation, values and integrity. In the context of realizing strategic
objectives, failure is an accepted part of risk taking as long as risks have been properly
assessed and managed.
In alignment with the values and principles embodied in Kingfisher Airlines manual,
this Corporate Risk Management Policy commits all staff to consistently apply risk
assessment processes and to take professionally assessed risks based upon high-quality
work.
Risk management is key in how things are done to ensure Kingfisher Airlines success.
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Risk Management Expectations
Risk management applies to and will be practiced as a part of all of Kingfisher Airlines
business activities including that of developing strategic plans, preparing operational
plans and budgets, completing detailed project approval requests, designing and
managing plans, making general decisions, and as a part of other management systems.
Kingfisher Airlines is committed to managing risks from the following perspectives:
financial risk, operational risk, business environment risk, and organizational risk.
Risk will be qualitatively assessed, managed and documented consistent with

guidelines and tools advocated by this Corporate Risk Management Policy and other
risk management policies and practices.
Kingfisher Airlines will use market accepted analytical tools and methodologies to
quantitatively measure and evaluate risk as and when desired.
Organizational Risk Management Roles and Responsibilities
The Executive Team is responsible for:
 Endorsing, implementing, adopting and adhering to the Policy.

 Overseeing development, administration and annual review of this Policy for
approval by the Chairman.
The Leadership Team is responsible for:
 Developing and implementing risk management policies, practices, systems,

controls and business continuity plans specific to the Company which are
aligned and complementary to the Policy.
 Reviewing adherence to the Policy and recommending action to support
adherence.
 Reporting any risks defined as extreme to the Executive Team.
Staff
 All staff to comply with the Policy.
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Alcohol & Drug Policy
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Introduction
Kingfisher Airlines as an employer is careful of the welfare of its staff & is concerned
that the use of alcohol and/or drugs by its employees should not impair their health
and social life. Moreover, to the extent that misuse of alcohol and/or drugs may have
detrimental effects on an employee's attendance and work performance, the interests of
the Company and its other employees are invoked.
The organization regards an individual's dependency on either alcohol or drugs as an

illness.
For the purpose of the policy, alcohol dependence is defined as:
"The habitual drinking of intoxicating liquor by an employee, whereby the employee's

ability to perform his/her duties is impaired or his/her attendance at work is interfered
with, or he/she endangers the safety of others".
And drug dependence is defined as:
"The habitual taking of drugs by an employee other than drugs prescribed as

medication, whereby the employee's ability to perform his/her duties is impaired, or
his/her attendance at work is interfered with, or he/she endangers the safety of others".
Policy Statement
 Kingfisher Airlines will assist any member of staff who is dependent on alcohol
or drugs to find out about and assess his/her problem and to obtain confidential
counseling.
 It is hoped that any member of the team who believes that a colleague has an
alcohol or drug dependency problem will encourage him/her to seek
professional help.
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 Someone whose dependency on alcohol or drugs has come to the attention of a

Head of Department - will, in the first place, be encouraged to discuss his/her
dependency problems and also, if appropriate, be advised to seek medical
assistance.
 The company will regard anyone seeking help as having a health problem and
will cooperate to enable appropriate help/treatment to be obtained.
 The company will treat reasonable absences for advice and treatment for
dependence on alcohol or drugs as sick leave, provided the person concerned
regularly informs Human Resources Manager of progress and genuinely
attempts to overcome the dependency problem.
 The need for confidentiality will be respected.
 If, because of an alcohol or drug dependency, a person's performance at

work/behavior is suffering and this would normally result in disciplinary action
being taken, such action will be suspended for an appropriate period during
treatment. Should help be refused or treatment unreasonably discontinued or,
after a reasonable interval there is no improvement in behavior and/or work
performance remains poor, disciplinary procedures will be resumed or initiated.
Such procedures may result in the termination of an individual's appointment.
 Agreement to accept treatment for alcohol or drug dependency will not, in itself,
be detrimental to staff's general conditions of service.
Applicability
The policy is intended to apply to all staff of the Company.
The Functional Head is responsible for the implementation of the policy and its day-to-
day operation in consultation with Head- Human Resources.
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Confidential & Intellectual Information Policy
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All Kingfisher Airlines employees are required to adhere to guidelines mentioned in the
appointment letter to safeguard the Company's employee, customer information,
intellectual property, equipment and other assets.
All information relating to Kingfisher Airlines, its customers and suppliers is

confidential and should not be discussed or disclosed to any unauthorised person.
Furthermore, an employee of such information may take no advantage. The obligation

of confidentiality extends to removal of documents or electronic data prepared by
yourself or anyone else on the behalf of Kingfisher Airlines or its customers upon
conclusion of employment or at any other time.
Similarly, all information not in the public domain remains at all times the property of
Kingfisher Airlines and may not be used or removed except in connection with
approved Company practice, including but not limited to:
 customer records;
 databases;
 formulae;
 agreements;
 accounts;
 financial statements;
 marketing information;
 manuals;
 office documents; and
 similar documents that you or other staff members may prepare, use or
have access to during the course of employment with Kingfisher Airlines.
In addition, any discovery, creation, invention, secret, process or improvement in a

procedure made or discovered by an employee in connection with or in any way
affected or relating to Kingfisher Airlines, or any of its subsidiaries or related
Companies, or capable of being used or adapted for use therein or in connection with
shall be disclosed to the management and shall belong to and be the absolute property
of Kingfisher Airlines or one of its subsidiary or related Companies as may be
nominated by management for that purpose.
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Compliance Policy
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Policy:
Kingfisher Airlines is committed to the preservation of its reputation and integrity

through compliance with applicable laws, regulations and ethical standards in the
market in which it operates.
All employees are expected to adhere to these laws, regulations and ethical standards,
and management is responsible for ensuring such compliance. Compliance is therefore
an essential ingredient of good corporate governance.
No conduct that is contrary to this Policy, whether intentional or unintentional, will be

tolerated.
Kingfisher Airlines has a firm compliance policy, which is promulgated to all

employees working in all operational areas with respect to the company requirement
that all laws, regulations and procedures of the states in which operations are
conducted are strictly adhered to.
Responsibilities:
The Leadership Team shall be responsible for overseeing the implementation of the
internal compliance and control systems developed in accordance with this Policy, and
shall review, at least annually, the effectiveness of that system.
Breaches & Complaints:
We are committed to maintaining a system for recording, responding to and

investigating, in a fair and unbiased fashion, any compliance breaches or complaints
including those received from regulatory authorities, auditors or employees.
Any employee who has any queries, concerns or suggestions about matters covered by
this policy should speak to their manager, or their Human Resources Manager, for
guidance and assistance.
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Compliance Policy
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Any employee who becomes aware of or suspects any breach of any law or this policy
should alert the Head- Human Resources. The identity of any employee reporting such
conduct will be kept confidential as is permitted by law and the Management will act
fairly and in good faith towards any employee reporting such conduct.
We will regularly review our compliance efforts so that we can maintain our
commitment to this policy.
Applicability:
This policy applies to all of the activities of every employee of Kingfisher Airlines.
219

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KINGFISHER AIRLINES LIMITED

Registered Office Human Resources

MANUAL SCOPE & CONTROL

 Changes / Amendments can be initiated only by the Head- Human Resources.

 Changes / Amendments to any section of the Manual are issued as revision.

 Original of the Obsolete Section / Manual is retained by the HR Department on

 The distribution of this Manual is under the control of HR Department.

 Every new employee is given a CD of the current manual during their

 In case of revision of any section or Manual as a whole, an email will be sent to

 It will be the employee‟ responsibility to delete/ destroy the obsolete copy of

Contents Page Revision Date (Day-

 HAPPINESS: We seek to fill the organisation with people who choose to

 TEAMWORK: We will succeed or fail as a team. Each one of us must

 ACCOUNTABILITY: Each of us will be held accountable for the

“Our HR mission is to build an organization of highly motivated employees,

M1- Top Management

M1A Senior Vice President/EVP

Top Management M1B Vice President

M1C Assistant Vice President

Senior M2A General Manager

Middle M3A Senior Manager

Junior M4A Executive

EVP - Engg. & Flt

AVP – Agency AVP – Cargo

 The Break Shift pattern will be observed depending on necessities at the

 Employees will have to work in shifts wherever necessary. The rostering of

To define holidays in a calendar year observed at various locations of the Company

 Ten paid holidays will be provided to all employees in a year.

 In order to ensure maximum efficiency and minimum inconvenience it is

 In order to ensure uniform implementation of leave, all Station Offices

 A final list of Holidays to be observed by all locations will be issued by

 In case the working of the office is likely to be hampered on account of

Sr.No Date Day On Account of

2 26th January Tuesday Republic Day

3 1st March Monday Holi

4 2nd April Friday Good Friday

5 1st May Saturday Maharashtra Day

6 15th August Sunday Independence Day

7 10th September Friday Eid-ul-Fitr

8 11th September Saturday Ganesh Chaturthi

9 2nd October Saturday Gandhi Jayanti

10 5th November Friday Diwali

Sr.No Date Day On Account of

2 26th January Tuesday Republic Day

3 2nd April Friday Good Friday

4 1st May Saturday May Day

5 15th August Sunday Independence Day

6 10th September Friday Eid-ul-Fitr

7 2nd October Saturday Gandhi Jayanthi

8 5th November Friday Diwali

9 17th November Wednesday Bakri Eid

10 25th December Saturday Christmas

Sr.No Date Day On Account of

2 14th January Thursday Sankranthi / Pongal / Magh Bihu

3 26th January Tuesday Republic Day

4 16th March Tuesday Chandramana Ugadi

5 1st May Saturday May Day

5 15th August Sunday Independence Day

7 10th September Friday Eid-ul-Fitr

8 2nd October Saturday Gandhi Jayanthi

9 5th November Friday Diwali

10 25th December Saturday Christmas