This policy is meant for all employees associated with Intercon Group companies.

It Provides the Framework within which an employee needs to operate

HR Policy is related to employee’s life cycle.

It Lays down the process and the disciplinary procedure for Intercon employees.

Intercon Group is an Equal Opportunity Employer – There is no discrimination in terms of cast , religion, age, marital status. Issuance of Appointment Letter – It contains the Terms of employment, eg. Confidentiality, non disclosure and so on.. Working hours – 10am – 6:30pm, six days working Visitors at workplace are not permitted Performance Accountability

Maximize the

usage and

minimize the

waste.

Brief Personal Calls

Internet Usage

Email Etiquettes

Printer and

Photocopier usage

Buddy Referral Policy – Indemnity Bond to be signed

Personnel Records & Privacy – Any changes need to be

notified in HR.

Attendance and Punctuality – Irregularities and late

comings is a serious breach of discipline.

Transfer to any location.

Tax Compliance Salary Advances and Loans Mediclaim Policy Provident FundTravel Policy

Local Conveyance Mobile Reimbursement Leave Policy Separation Policy

Clean Uniform to be worn APPROPRIATE CASUAL BUSINESS ATTIRE Casual business attire may be worn on Last working day of each week. Appropriate casual business attire for employees including the following:

MEN: • Sport coats or blazers • Oxford button-down shirts • Sweaters and cardigans • T Shirts with Collars and Logos• Sweaters WOMEN: • Slacks/Sarees / Chudidhars/Punjabi Suits• Polo shirts • Sweaters • T-shirts with logos • Blue denim jeans • Tennis shoes

Enforcement

Violation Of Company Policy – Breach of any of the rules stated shall lead to the disciplinary action against the offender.

Individual Responsibility

Conflict Of Interest - Personal interests sacrificed

Confidential & Proprietary Information - No document

should be left unattended

Company Assets & Services e.g.. desktop/laptop

Non smoking Zone

Receipt of Gifts from business associates are discouraged

Disciplinary Action – Three warnings and final termination.

Grievance to be addressed to reporting manager and HR

Definition – Unwelcome sexual advances, requests for sexual favors and/or other physical or verbal conducts of sexual nature. Types -Quid Pro Quo and Hostile /offensive environment Mode – Verbal, Nonverbal, Physical, Written, Visual Complaint to be shared with reporting manager or HR personnel.One needs to maintain the records of incidents including dates, time and places witnesses Resolution – Informal and Formal

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