Professional Documents
Culture Documents
1. Working Hour’s : 8.30 A.M.to 5.30 P.M. excluding off days i.e. Saturdays & Sundays
Note: It may be noted that grace period is only to meet contingencies and not for
routine practice
3. Short Leave An employee can take 2 hours short leave in a month after with proper authorization
by the concern department head. Short leave will not carry forward in any case, it
will lapse automatically. An employee can avail 1 hour short leave twice in a month/
2 hours at a time also.
4. Late Coming Deduction: If any employee comes after the grace period of short leave then following deduction
shall be made-
3rd time late-Half day leave (In case of 1st Half) & Full day leave(In case 2nd Half)
4th time late-Half day leave without pay with warning letter
5th time and above- Stern warning letter along-with disciplinary action as applicable.
The holiday list for any particular year will be finalized by the HR Department with
7. Holidays : the management by the end of Nov. of the previous year. After the list is finalized it
should be circulated for the information of all employees. A copy of the list should
also be sent to the relevant statutory authority as prescribed.
Entitlement 7 7 15
Accumulation 0 21 45
Entitlement 10 7 21
Accumulation 0 21 63
The leave rules are based on Calendar year. The leaves admissible above are
exclusive of intervening holidays and can be taken at such time as may be
convenient to the employer. Leaving aside emergencies, prior information shall be
given as far as possible before availing leaves and two types of leaves shall not be
availed in continuation.
Sick leave for more than 3 days at a time shall be supported by medical certificate by
MBBS Doctor only.
All un-availed leaves beyond accumulation will be encashed and payment made
along with the salary for the month of February of the following calendar year. The
encashment will be based on the Basic Salary of the person as on 31ST December.
Casual Leave can not be clubbed with any kind of leave while SL can be clubbed
with EL in case of medical treatment if any. EL can not be given less than 3 at a time
and not more than 3 times in a calendar year.
All regular employees of the company will be eligible under this scheme. This policy
9. Business Travel Rules lays down the rules and procedures for the following-
1. Local Travel
2. Domestic Travel
3. International Travel
1. Local Travel – With in 100 k.m. radius of the company. Employee visiting
Rewari, Delhi, Faridabad, Ghaziabad are not entitle for any type of tour
allowance except conveyance charges as per the entitlement. Company shall
arrange vehicle on the request by the employee for this he has to get
approval of “Taxi Request Form” from HOD and submit to HR
Department.
1. HOD
2. If HOD is not available then HR Head
3. If both are not available then General Manager
An employee must submit his expense report in duplicate on the prescribed form
immediately max. 7 days of the completion of outstation duties and All tickets and
bills to be enclosed along with the tour expense bill.
Towns have been classified into A & B categories as given below. Daily Allowance
(D.A.), Conveyance Allowance (C.A.) & Mode of travel are specified in the
enclosed Mode of travel & allowance chart.
Daily allowance (D.A.) for A category will be applicable only for the night stay in A
category towns else Daily Allowance as per B category will be applicable. Daily
Allowance includes Breakfast, Food, and Local Conveyance & Others).
CATEGORY OF TOWNS-
Daily allowance shall be calculated on the basis of each tour day comprising of 24
hours from the time of departure from the company town to the time return to the
company town. Any bracket of a tour day in excess of 12 hours shall be reckoned as
a full day. Less then 12 hours and more then 6 hours shall be reckoned as half day.
For outstation journey undertaken for less then 24 hours but more then 8 hours i.e.
for up & down trips from the company town, the amount of daily allowance
entitlement shall be half of the applicable daily allowance of B category.
3. International Travel:
Objective: To provide guidelines to the employees, for official travel, outside India.
Categories:
Official communication charges, Laundry charges for stay more than 3 days are
reimbursed as per the sole discretion of the management.
10. REIMBURSEMENT OF
CONVEYANCE : Two Wheeler – Rs. 2.15 km.
11. Reimbursement of
expenses incurred on All are requested to claim reimbursement of expenses accordingly.
lunch during outside
official duties: Category INR
Associates- 75
Exec. ~ Sr. Exec. 2.0 Lac Self, Spouse & Max. 2 children’s
Manager & Above 3.0 Lac Self, Spouse & Max. 2 children’s
14. Group Insurance The Employee’s will be covered under Accident policy as per category.
15. Gratuity: If a person works in the organization for more than five year’s without any break, he
should be entitled for Gratuity as per Gratuity Act 1972.
16. LTA (Leave Tour LTA is given to the employee’s as per the amount fixed in the appointment letter of
Assistance) each employee, which should be drawn at the end of the year by taking leave, and on
production of tickets of himself or the family member’s. For claiming the amount,
employee will be required to avail of a minimum 3 days consecutive
The financial year that is the period from April to March. For claiming LTA an
employee should have completed 6 months of service in the company. Probationer
will become eligible for LTA only after they have been confirmed in the service of
the company.
LTA not avail may be accumulated for a maximum period of 2 years and will lapse
automatically after this period.
Advance against LTA may be drawn from Accounts Department with Authorization
of Plant Head/Managing Director if the leave is sanctioned must not earlier than 15
days before the commencement of leave.
18. Advance All employees will be entitlement to get advance of payable monthly salary on
prorate basis i.e. if he/she worked 10 days in any month then he/she will be eligible
to get 10 days salary of actual worked days only. This facility can be availed only
twice in year.
19. Loan Employees claiming a loan shall be granted an amount which should be as follows:
20. Mobile Policy The company will provide post paid connection only to the persons as selected by
the management as per the requirement. The cost of mobile will be borne by the
candidate himself. The company will bear up to limit defined as mentioned below
but any payment over and above the limit would be borne by the user.
Category Bill Amount (INR)
(Including Rent)
21. Attendance Incentive All permanent and contractual associates are eligible for this scheme. This scheme is
introduced to motivate all the associates to be present regularly.
22. Group Leader Concept All regular associates are eligible under this scheme. This scheme is introduce to
enhance the motivation at grass rout level to prove their leadership skill. The
concerned department’s HOD and immediate supervisor will fill up the prescribed
format for performance of Group Leader and minimum 75% marks is required to
earn a Group Leader cash reward. If any Group leader will not score 75% of marks
in a quarter then his title of group leader will be withdrawn as per the management
decision. Department’s HOD and immediate supervisor will evaluate the associates
in every quarter.
The group leader reward will be Rs. 500/- p.m. and that can be changed by the
management without giving any notice to them. The terms of Group Leader is sole
discretion of management, in order to give opportunity to other associate also.
23. Policy for regularization The company will regularize appropriate number of trainee employees to motivate
them from different department on the basis of their seniority, discipline, punctuality,
keen desire to learn and concept clarity as and when it thinks so fit and this will be
based on the organization requirement.
The respective HOD’s will gives their comments with respect to the trainee
employee on the prescribed format and HR Department will make a proposal for
regularization with their own remarks and submit to Managing Director for the
approval.
Any deviation under this policy required approval of Managing Director and in case
of any doubt the decision on management is final and binding on employees.
The company prepares its annual manpower plan for different functions as part of
24. Man Power Planning the annual business plan.
(a)
(b) Periodic Review of The plan is reviewed periodically once in a month to ensure that it enables the
Annual Plan company to active the business growth targets and suitable adjustment whenever
required.
© Manpower Requirement The functional head are required to forward their requirement to HR Department in
case of any vacancy in the department in prescribed format. The requisition will be
approved by the Managing Director and then forward to HR Department for perusal.
1. Recruitment Consultant
(d) Source of requirement 2. Employment Exchange
3. Advertisement in News Paper/Internet
4. Personal contacts to references by employees/professional bodies/business
associates
5. Application received directly through employees
When resume received, date of receipt & source is mentioned at the front page of it.
(e) Scrutiny of application The initial scrutiny is done by the HR Department & then resume is forwarded to the
technical/functional head.
Stage 1- HR Screening
This can be done by the head- HR Department. The candidate is first interviewed for
behavior & characteristics and overall suitability to become an employee of the
company.
Stage 3—Final Interview- Final Interview will be taken by the Managing Director
along-with HR & Functional Head but HR has to gather feed back from the previous
employer in all respects prior Final Interview.
Stage-4- Approval
All the employment in the company will be approved by the Managing Director.
The selected candidates are issued for offer letter. All the interview paper and offer
(f) Offer Letter/LOI letter are file in the personal file of the candidates after joining. The offer should
indicate the position for which the candidate is selected with tentative date of joining
but should not contain information about composition package.
The salary of new employee will be decided on the basis of grade, rating given by
the interviewer.
(i) Joining Procedure Before issue of appointment letter HR Department will seek following
(25) Apprentice Trainee (If These trainees will be appointed as per guideline of Board of Apprentice Training
any) Directorate of Vocational elements training from time to time
(26) Uniforms Company will provide 2 sets of uniforms which include shirts & trousers at the time
of joining/every financial year and in winter season provide jackets to all except
contractual employee.
(27) Visitors Policy No personal visitors/ relatives are allowed in the factory premises/office. In case of
urgency security will inform to HR Department and concerned department. HOD of
that department will collectively talk to the visitors/ relative and then allowed/ or not
to concern employee after using own discretion. Security staff will follow all the
instruction of the visitor pass and ensure that the visitor is also following the same.
This policy is not applicable on foreigner guests.
The objective of this scheme is to motivate all employees for the progress of the
company. It applicable to all employees of Nippon Leakless Talbros (P) Limited.
1. Company Policies
2. Salary & Benefits
3. Bonus
4. Duty Timings
5. Self requirements
6. Duplicate or incomplete suggestions
Procedure-
Take the suggestions forms from the concerned department head and put them in the
suggestions box after filling properly. If u has any query relating to filling procedure
you may ask your concerned department head. Suggestion boxes will open on 1 st
working day of every month. HR Department will sort out the acceptable/non
acceptable suggestions and all acceptable suggestions will forward to the concerned
department head for evaluation whether they are beneficial or not. The concerned
department head and HR Person will discuss about the benefits or the save costing
and after their recommendation submit to the plant manager for approval. Company
will display the accepted suggestions on 20th day of very month on the notice board.
All accepted suggestions will forward for reward after 3 months assessment.
1. Managing Director
2. General Manger
3. HR Head (Coordinator)
4. Department Head
Responsibilities of coordinator
Reward Procedure-
1. Company will give cash reward also to the concerned person as per the sole
discretion of the management.
Special Reward-
Company will give special cash reward once in a year as per the decision of the
company.
(29) Training & Development Scope: All employees of the company is eligible to be nominated for attending
training programs relevant to their area of work.
Purpose: The main objective of this policy is to facilitate the carrier growth and
professional at personal development of members by providing them with
opportunities to develop /acquire technical and soft skill related to their area of work
and performance enhancement procedure
Procedure: Company will provide the training to their employee on three tier bases
apart from induction training.
1. Departmental level training
2. Company level training
3. Out sourcing training
Induction Training-
Training Programes:
Will be provided to all employees of the company as per the procedure of TS 16949
3. Outsourcing Training:
The HR Department will arrange the same and provide behavioral training to those
employee recommended by the HOD’S of the department
(30) Rules for photocopier Policy- Only following staff persons are allowed to use photocopier
1. Office Staff
2. Engineers
Except HOD’S of the concerned department, all employees are required to take
approval from concerned HOD’S in writing on approval slip for photocopy of
documents
Thereafter, any of the following persons shall be verified the documents and put his
initial on the photocopy register
Scope: Under this policy the diary/ planner and visiting cards will be distributed to
(31) New Year Diary/Visiting Executive & Above category only and after getting the approval from the concerned
Cards HOD forward the purchase request to the Purchase department
Procedure: After getting the request, Purchase department shall purchase the same
and then hand over the visiting cards/diary to the concerned HOD and it’s the
responsibility of the concerned HOD to distribute the same to the concerned
employee.
1. Code number to the employee shall be given to all employees which shall be
entered at the time of IN and OUT at the security gate
2. After that he/she will have to report in his concern department
3. Departmental Attendance Register have to be maintain by HOD
4. HR will compare the strength by the Departmental Report and in and out
register
5. If the company has the scanning card system then employee will have to
scan his/her card at the scanning machine but manually entry has to be
marked in the IN and OUT register also.
Advantage-
Percentage% Amount
80.85 Rs. 200
86.90 Rs. 300
91.95 Rs. 500
96-100 Rs. 700
(34) Security Policy This is a sole discretion of management to decide percentage and amount time to
time as per the requirement.
Present Deployment
Responsibility of Security-
Visitors- To attend the visitors and make proper entry in the visitor register and
provide the visitors pass and identity card to him after prior permission of concerned
person.
Shift change or IN/OUT- To ensure the frisking of the employee during the shift
change and ensure proper entries of associate in their respective register.
Vehicle Movement- To ensure that all vehicles in/out entered in respective vehicle
register viz dispatches, scrap, BOP’s etc. and also check their driving license.
Fire fighting Equipment- To ensure that all fire fighting equipments are serviceable
and gives their report to HR once in every quarter.
(35) Employee Movement Objective- This policy is introduced to check the movement’s status for all the
employees of the company.
Level Approved By
Associates Immediate Sup./HOD
Assistant Manager & Deputy Manager HOD
HOD/Manager & Above Unit Head/M.D.
In the case of absence of HOD’S , the following-
1. Unit Head
2. HR Head
3. Managing Director
Payment of Salary-
Salary/ Wages Slip- The salary slip are distributed at the end of the month showing
detail of the months earning and deduction. The salary slips are handed over to the
department/section head by HR Department.
Salary Account- Company opens the salary accounts for all the associates with
ICICI Bank at the time of joining. Salaries of all the associates are transferred to
their respective salary account.
Withdrawal facilities- Each associate is issued a cheque book and a ATM Card by
ICICI Bank and ATM is installed to him.
Eligibility- All associates excluded from ESIC will cover under this scheme and
(37) Medical Reimbursement they can claim for their dependents also.
Provident Fund-
(39) Retirement & Terminal
Benefits Entitlement- An amount of 12% of Basic Salary will be deducted from the
associates Basic Salary of every month towards employee contribution and the
similar amount as employer contribution shall be deposit to by the company in the
associate account towards associates provident fund and pension fund.
Amount Transfer- Associate can obtain Form No-13 from HR Department. The
Form duly filled in along-with form 3A (from the previous organization) should be
submitted to the HR Department for amount transfer.
Amount Withdrawal-
On separation from company the associate can obtain From No- 3A from HR
Department and submit the same along-with Form No-19-B & 10-C to Regional
Provident Fund Commissioner’s office at concerned office.
Gratuity
Entitlement- As per the payment of Gratuity Act
Stage-3- After listening the both parties, HR Department will discuss with the Plant
Manager for the solution.
Stage-4- If failure on above 3 steps then Managing Director will discuss with the
HOD’s, HR Department & Plant Manager and with the associate also.
Scope- The policy lays down the rules and the procedures to be followed for
(41) Employee Separation separation. Separation would refer to be removal of the employee from the company
roll and could be for any reason like Death, Resign, Retirement, Termination or
Abandonment of services.
Policy-
1. Retirement-
1. The retirement age in the company for all employees shall be 58 years.
2. Any extension shall be discretion of management
3. A return notice will be served to the employee at least one week advance
from HR Department.
4. Age will be calculated on the basis of date of birth of employee available in
the record of the company and proofs submitted thereof.
Resignation-
Termination-
Termination of the service is a conscious act on the part of the company and
generally results from a disciplinary action except where the termination is in the
form of removal of a contract of the employment for a specific period.
All legal statutory, which governs separation, shall be complied with in executing
any separation.
All matter pertaining the separation will be dealt with only by the HR Department.
It shall be endeavor of the company to make any payment due under final settlement
of account within a period of 1 month from the date of final communication or from
the last date of working, which ever is later.
However, the above will be done only if the employee has returned all company
dues, property, documents and there has been proper handling/taking over from the
employee.
The employee must submit “No Dues Certificate” duly signed by all the HOD’s. The
HR Department shall then request to Account to settle the employees account.
A notice is required to be given from either side in case of separation as per the
terms & conditions in the appointment letter.
Employee who leaves the company without any notice are required to pay notice pay
in lieu of notice period.
Only the appointing authority can validly accept the resign of an employee, the
resignation should be unconditionally, in writing and signed by the employee.
1. Resign-
Procedure: The employees have been divided into three broad levels. The level of
an employee is guided by his/her qualification, experience in terms of both quality
and quantity, aptitude, skills and performance.
Objective:
(43) Compensation & Benefit
To recruit and retain the best people in the industry
To provide for compensation in line with skills and levels in respect of both
responsibility and authority
To honor provisions of the law
Salary Administration:
The salary structure of an employee is laid down in his appointment letter,
which is the most crucial document covering all terms of his/her
appointment in the organization.
The day an employee joins the organization, HRD completes his/her joining
formalities. All details of the joining formalities are incorporated in the
payroll.
For Staff:
For Associates: The Basic salary in associates case must not be less than existing
minimum wages which is a statutory compliance as minimum wages revised
twice in a year i.e. January & July so Basic salary of associates be always at
least Rs. 300 more than or equal to existing minimum wages whichever is less
and rest of the amount will be bifurcated as per follows:
Increments for all the eligible employees shall be declared effective 1 st April
every year. Corporate HR to define each year parameters and release the
schedule for affecting the increments.
.
PROCEDURE TO COMPUTE INCREMENTS AND ITS ELIGIBILITY
The company has the policy to give gift to all the employees irrespective
Cost of the gift should be decided by MD every year. The items to be decided
for distribution of gift to all the units will be decided by the committee to be
decided before Diwali by the management. The responsibility to purchase the
gift rests with the committee and each Unit should submit the nos. of gifts at
least 30 days in advance from the date of the distribution.
Bonus shall be disbursed as per the Bonus Act as amended time to time.
If anybody wants to attend the marriage then he/she has to apply for leave
as per leave policy or gate pass as per company policy.
(47) Promotion Policy Promotion is way of recognition of an employee's contribution for the
company & his ability to shoulder additional responsibilities. It also helps
organization to fill higher level vacancies through internal resources. Through
promotions, an employee gets a feedback that his contribution to
organization is not going unnoticed. Promotion leads to better / higher
designation, which satisfies his / her growth needs.
HR will prepare list of all such cases, which have been recommended for
promotions. These cases will be put up before the MD for approval.
Promotion letter will be signed by M.D. and this letter shall be issued in
person by the Unit Head.
(48) Exit Interview The company has the policy to conduct the Exit Interview for Staff cadre only.
As soon as a resignation is received, Unit HR should contact Unit Head to fix
the exit interview. Detail should be filled in by the employee leaving the
company as per “Annexure - ____”. This form should be completed & signed
by him.
Head HR would conduct the exit interview to know the strength and
weaknesses of the organization and also have an informal discussion on the
improvement. Head HR would keep the MD informed about the feedback
received.
PURPOSE: To regularize the visitors who come from out side to visit the
(50) Factory visit of visitors Unit.
Receptionist will contact the concerned person to whom the visitor wants to
meet and receptionist will either call the employee at the reception or send
the visitor inside the office after getting confirmation from the employee.
The visitor shall display this card on his chest. On his return, he / she will
have to return the same to the security guard.
In case visitor wishes to visit Shop Floor area. Permission from Department
Head/ HR Head will be required and HOD of that particular area will be with
visitors.
Company policy is very clear that any employee, whose integrity doubtful,
has to leave the company immediately.
Since the consequences are extreme, Departmental Head must take utmost
precaution on the charges levied. It should not be based on hearsay but
should have adequate supporting information or data.
It is the Corporate philosophy that no outside party should send gifts at the
(52) Gifts received from residence of our employee. It should be refused and politely be conveyed
outside parties directly or indirectly to the outside party.
In view of the Indian customs, there is a practice to receive/ send gifts. The
following systems will be followed :
The outside party may present sweet to the concerned employee but it should
be received only in the office. If still any outside party visits the residence, it
should be viewed negatively and respective employee should deposit the gift
in the HR Department or keep his Unit Head informed as to nature of such
gift, who between them can decide appropriate use of it.
All the staff shall prepare the mail, shall leave it in the appropriate shelf of
OUTWARD POSTAL MAIL TRAY kept in the Reception. The mail should have
the distinct address and mention of Regd., AD, through Courier, if so.
The mail particulars shall be entered in Outward Mail Register. Courier mail
details shall be recorded in a separate register.
The Office boys from HR department shall take the mail to post office
everyday. He will obtain the receipts for Registered Letter/Parcel and hand
over to HR Department. The HR Department will enter the postage charges in
Outward Mail Register and attach the slip with the respective page for
records.
The HR department shall fix the courier service provider, the person from
courier service will be handed over the mail and obtain the acknowledgement
from him. The courier company should be selected and standardized in view
of their services and charges.
HR Department will verify the Courier bills with Courier Mail Register before
payment and the payment should be made only for the mail for which POD
(Proof of Delivery) has been received. The Courier should be advised to raise
monthly bills only those documents, for which POD has been received.
As and when any item is issued for the official use to any employee, the
(54) Permanent Item Issue record should be maintained by each unit HR department in his Personal file
as well as Permanent Issue Register, where signature should be obtained to
whomsoever it is issued. As and when any employee who has been issued
any item, leaves the company, a signature should be obtained by the HR
department before clearing full and final clearance form & will check the
items issued to him as per the register and shall see that these have been
received back in proper condition.
For Items like Laptop, LCD, Camera, etc. a Permanent Issue Card to be
issued to the user and user to show card on gate while taking out such item.
All employees shall be covered under the act from the very first day of joining
the Organization.
Employees will be covered under ESI as per ESI Act 1948. The eligibility
(56) Employees State criteria will be effective as per the salary limit notified by ESIC.
Insurance Scheme
The employer’s contribution is 4.75% of the salary and employee’s
contribution towards ESI is 1.75% of the salary as per the above said Act.
(57) Salary /Wages Purpose: This procedure has been laid down to streamline the system of
distribution distribution of the salary/wages in the various Units.
Scope: This procedure is applicable to all the Units of the LTL Group.
All Associates/Staff will get their wages by cash/ bank transfer on or before
7th of every month. All Employees will get their salary slips along with the
salary / wages.
In case of holiday, weekly off on the above-mentioned date, the salary will be
distributed a day before the date of holiday.
(58) Personal file maintenance Purpose: To streamline the system of maintaining personal files of
employees.
Procedure: There will be a separate personal file for each employee and the
documents be prepared as per the check list (Annexure - ___).Personal files
in case of operators (in Permanent Category ) will be made. However in case
of Casual & Temporary Members Interview Form and Six Pages Form to be
filed and General Affairs Department to keep the record.
All personal files of the employees shall be kept in the unit shall be in
charge of HR Department.
(59) Late sitting Staff sitting late after closing office hours shall be served tea and snacks as
per the following policy :
Staff sitting late up to 7.00 p.m. will be entitled to tea and snacks whose cost
should not be more than Rs. 10/-.
Staff sitting beyond 8.30 p.m. shall get fixed meal allowance as per category.
Staff staying late beyond 9.00 p.m. shall also be entitled to actual
conveyance expenses from office to residence as per the traveling norms.
Late sitting should be recommended by the HOD and must be authorized by
the Unit Head only and if any employees stay without any authorization then
he/she will not be eligible for above facilities.
(60) Compensatory off Purpose: To compensate the employees coming at works on Off days /
Holidays.
Employees coming to office on Off days / holidays will enter their name in the
“In out Register” kept at the Security gate.
Employees will maintain their record of compensatory off on the reverse side
of the Leave Cards.
On receipt of Leave Card, HR department will check the “In out Register” for
verification of working hours.
For applying compensatory off, employee should have worked for minimum
six hours on any Off day / holiday. Accumulation of working hours, spent on
different days is not permissible. If any employee stays less than 6 hours
then he/she will not be eligible for compensatory off but he/she will be
eligible for actual conveyance and also eligible for meal allowance as per
category if stays beyond lunch hours.
(61) Leave Card Purpose: To streamline the system of maintaining leave cards of employees.
Scope: This policy is applicable to all the units of the LTL Group.
Procedure: The company has provided leave cards (Annexure - ___) to each
employee. For each employee a separate card will be prepared. Leave availed
by any employee shall be entered in the leave card as per the leave policy of
the Company.
Any employee availing the leave shall obtain the leave card from the HR
Department and get his leave sanctioned from the sanctioning authority as
per the policy of the company and shall return the same to HR Department.
While preparing the monthly salary, leave card should be checked, the leave
without pay or leave with pay be calculated and salary be paid accordingly.
Every year a new leave card will be issued and the balance should be carried
forward in the new leave card and old leave card should be filed in the
respective Personal File.
The maintenance, checking, verification and issuing the new leave card will
be responsibility of HR Department.
Non-Compliance with these policies can result in disciplinary action, up to including
termination of employment.
(62) Information Security E-Mail: E-Mail is for business communication only. The usage of e-mail facility for
the following activities is strictly prohibited:
Policy
Sending chain mails or mass mails, jokes and advertisements.
Subscribing to various pornographic, Sports or News related mailing lists.
Forwarding sensitive or confidential information via email or through
outside the company without prior permission.
Internet:
Desktop/Laptop Security:
Users to access the systems with their own ids only. It is the User’s
responsibility to log off the id and shutdown the system and power of the
equipment after work is over.
Accessing floppy disks on personal desktops is prohibited. Any access to
material on external drives (floppy, hard disk) has to be given to IT
Department for approval. Floppy disk drives have been disabled and
exception can be obtained only for valid business reasons from IT
Department.
Playing of songs, video, software, or viewing images, file not meant for
official purpose are prohibited.
Storing any unofficial information on the desktop is not allowed.
Fax security:
(63) Working guidelines Nippon Leakless Talbros (P) Limited is an equal opportunity employer. The
company expects each associate to participate equally in all daily activities including
morning/ Preshift meeting. The guidelines mentioned below help us to create an
orderly & safe work place
2. Uniform
3. Personal favours
5. Personal Properties
Company provides all tools and equipments required to perform the job
Associates are expected to ensure their full useful life through proper
use and routine maintenance
All tools & equipments will remain the company property and are not to
be removed from their proper places without being authorized by the
Department Head.
8. Conflict of interest
Associates are expected to take business decisions and actions in the best interest of
the company. They should not be motivated by personal gains of any nature. Some
typical example to illustrate this points, are given below
10. Visitors
All official visitors are required to make entry in the registered kept for
the purpose at the security gate.
Associate will ensure that their visitor displays visitor identity card.
Visitors are not allowed to enter in the work area, associates are required
to meet the visitors at the reception/ meeting rooms
Company discourage associates meeting personal visitors during office
hours.
a) Communication
Call our cheerfully to each other- Good morning, Thank you etc.
Listen actively to the other person
Respect the others person’s opinion
Understand the person with whom you are dealing.
Do not hesitate to ask about what you do not know
Do not hesitate to express your opinion , Be frank
b) Telephones
b) Making visits-