1 objective scope 3 policy - saint-gobainsscindia-ers.saint-gobain.co.in/linkfolder/weber/sgwi-hr...

Policy : Leave Policy Version : 1.0

Effective from : 1st January 2006

Saint-Gobain Weber ( India ) limited – HR Policies of 7

1 Objective

To give an employee periodic intervals of rest during a year and / or to meet domestic exigencies, sickness and similar other circumstances.

2 Scope

2.1 All employees of Saint-Gobain Weber India Ltd. 2.2 The Leave year for computing all types of Leave is the Calendar year 2.3 The Management reserves its right to refuse, revoke or curtail Leave of any type or

a part thereof at its sole discretion.

3 Policy

3.1 Types of Leave :

The following types of Leaves may be availed of as per policy - Earned Leave (EL) Contingency Leave (CL) Maternity Leave (ML)

3.2 Application / Sanction for Leave:

3.2.1 Application for Leave should be made in writing or on the ‘Application for Leave’ as the case may be, available with HR Dept.

3.2.2 The application for Leave shall be sanctioned by the concerned authority as mentioned in the Policy.

3.2.3 Leave can not be claimed as a matter of right and the discretion of grant or refusal of leave, lies solely with the sanctioning authority.

3.3 Absence without Leave:

3.3.1 Any absence without Leave shall be treated as ‘Absence’ and such duration shall be treated as Leave without pay for calculation of Salary.

3.3.2 In case of absence for a continuous period of eight days, including absence when Leave is applied for and not granted will result in an employee losing his lien on the services and his services will automatically stand terminated without any notice or intimation from the Company, as per the Terms & Conditions of contract.

3.4 Recall from Leave :

3.4.1 The Company may, on exigencies, in the best interest of work may recall for duty, any employee who is on Leave.

3.4.2 The employee so recalled will be deemed to be on duty on commencement of return journey.




3.4.3 Such employee will be entitled to be treated ‘On tour’ for the return journey.

3.5 Combination of Leave:

3.5.1 Leave of one type can not be combined with any other type of Leave except - 3.5.1.1 Maternity Leave can be combined with Earned Leave if an employee is

suffering from illness arising out of pregnancy and produces the certificate in this regard by a registered medical practitioner.

3.5.1.2 Any employee who is suffering from long illness may combine his / her CL to EL

3.5.1.3 Management reserves the right to have the opinion of any medical practitioner, it may nominate to examine, to grant / refuse such leave and the decision of such medical practitioner, shall be final.

3.6 Return before expiry of Leave by Employee:

3.6.1 An employee may with the approval of Departmental Head report for duty before the expiry of leave.

3.6.2 Such reporting to be intimated immediately to HR Dept in writing, duly endorsed by Departmental Head.

3.7 Holidays:

3.7.1 Holidays and weekly offs occurring at the beginning or at the end of the leave period will not be treated as part of the leave.

3.7.2 Holidays and weekly offs occurring in between the leave period will be treated as a part of the leave

3.8 Restrictions:

3.8.1 No leave of any type except Maternity leave can be availed by an employee during notice period, after resignation from the services of the Company.

3.8.2 However, in case an employee falls sick during the notice period after resignation, he can avail leave in line with clause 3.5.1.2 & 3.5.1.3

3.8.3 Leave not availed in accordance with clause 3.8.1 & 3.8.2 shall be treated as ‘absence’ and the said duration shall not form the part of notice period.

3.9 Notes:

3.9.1 In case employee ceased to be in employment of the Company, any excess availment of the leave shall be adjusted from Full & final settlement, and the moneys recovered accordingly.




4 Earned Leave

4.1 Objective 4.1.1 To facilitate the employees to avail periodic intervals of rest 4.2 Eligibility :

4.2.1 All confirmed employees of Saint-Gobain Weber India Ltd. 4.2.2 Employee who has worked for less than 240 days in a previous leave year shall

not be eligible for Earned Leave during subsequent leave year. However this clause is not applicable for employees joining during the leave year.

4.3 Entitlement:

4.3.1 All confirmed employee will be entitled for 30 calendar days leave in a leave year. 4.3.2 The Leave earned by the employee for the previous leave year shall be credited on

his / her account on 1st Jan of the subsequent leave year. 4.3.3 Employee joining during the calendar year and completing sixty days service

before 31st Dec of the year, shall be entitled for accrued leave calculated on pro-rata basis for that calendar year.

4.3.4 Any fraction of month of more than 15 days shall be calculated as a half month for pro rata computation. Any fraction below 15 days shall be ignored.

4.3.5 No advance Earned leave can be granted to an employee except for the cases mentioned in clause 4.6

4.4 Application:

4.4.1 Application for Earned Leave must be made at least one month in advance. 4.4.2 Earned leave can not be availed for less than 3 days. 4.4.3 Earned leave can not be availed on more than 3 occasions in a year. 4.4.4 No Earned Leave can be availed during probation period. 4.4.5 To facilitate the process and to avoid inconvenience in terms of an employee

getting timely leave and to meet business exigencies, it is advisable that an employee submit his/her yearly leave plan at the start of the year.

4.5 Sanctioning Authority:

4.5.1 On receiving the application for leave, immediate senior shall send the same to Departmental Head for sanction with his remarks.

4.5.2 On perusal of the remarks of immediate senior the Departmental Head sanctions / rejects the quantum of leave.




4.6 Advance Earned Leave:

4.6.1 For death, serious illness or marriage in the family, employee may avail advance Earned Leave, with prior approval of Departmental Head and HR Dept.

4.7 Accumulation:

4.7.1 Earned leave can be accumulated for a maximum period of 60 days. 4.7.2 In case of balance of leave more than 60 days at the end of leave year, leave in

excess of 60 days shall be encashed, subject to maximum of 15 days. 4.7.3 The excess leave after consideration of clause 4.7.2 shall stand automatically

lapsed. 4.7.4 Thus, Leave on account of an employee at any point of time shall not exceed 90

days (60 days accumulation + 30 Earned leave of that leave year) 4.8 Encashment of Earned Leave:

4.8.1 No encashment shall be made to the employee for Earned Leave, whatsoever, during his employment with the Company except clause 4.7

4.8.2 On resignation / separation / termination of the employee from the services of the Company the balance Earned Leave alongwith accrued Earned Leave till the date of resignation / separation / termination shall be encashed.

4.8.3 The encashment of Earned Leave as per clause 4.8.2 shall be made on the basis of Basic pay and shall be paid with Full & Final settlement of the employee.




5 Contingency Leave

5.1 Objective

5.1.1 To facilitate the employees to avail leave for any domestic exigencies, sickness and / or similar other circumstances.

5.2 Eligibility :

5.2.1 All employees of Saint-Gobain Weber India Ltd.

5.3 Entitlement:

5.3.1 All employees will be entitled for 12 calendar days contingency leave in a leave year.

5.3.2 The leave for the year to be credited to employees account at the start of the leave year.

5.3.3 Employee joining during the calendar year shall be entitled for leave on accrual basis on completion of 60 days.


5.4 Application:

5.4.1 As far as possible and except in the case of illness / exigencies, Contingency leave should be applied in advance.

5.4.2 In case prior sanction is not obtained, such absence from the work is to be communicated to the immediate senior at the earliest.

5.4.3 Such absence shall be regularized by applying for Contingency leave immediately after resumption of duties.

5.4.4 Contingency leave can not be applied for less than half a day. 5.4.5 Maximum of two consecutive Contingency leaves can be availed at a time. 5.4.6 More than two consecutive Contingency leaves can be availed only for sickness,

which shall be accompanied by sickness certificate issued by registered medical practitioner.

5.4.7 Contingency leave can be availed during probation period.


5.5.1 Sanctioning authority for Contingency leave is the immediate senior.




5.6 Accumulation:

5.6.1 Contingency leave can be accumulated for a maximum period of 30 days. 5.6.2 In case of accumulation of leave more than 30 days at the end of leave year, leave

in excess of 30 days shall stand automatically lapsed. 5.6.3 Thus, Leave on account of an employee at any point of time shall not exceed 42

days (30 days accumulation + 12 Contingency leave of that leave year) 5.7 Encashment of Contingency Leave:

5.7.1 No encashment, whatsoever, shall be made to the employee for Contingency Leave during his employment and / or his cessation from the services of the Company.




6 Maternity Leave

6.1 Objective

6.1.1 To facilitate the employees to avail leave before and after childbirth and to comply with the provisions of Maternity Benefit Act.

6.2 Eligibility :

6.2.1 Female employee who has completed at least 80 days of service in the 12 months immediately preceding the expected date of delivery.

6.2.2 Certificate of pregnancy issued by Registered medical practitioner.

6.3 Entitlement:

6.3.1 The maximum period for which any female employee shall be entitled to maternity benefit shall be 12 weeks.

6.3.2 Of the 12 weeks as mentioned in clause 6.3.1 not more than 6 weeks shall exceed the date of expected delivery.

6.3.3 An additional period of absence is permitted subject to maximum of one month for illness arising out of pregnancy.

6.4 Application:

6.4.1 Application for Maternity Leave must be made at least one month in advance in writing stating the period of absence from work and with a certificate of pregnancy


6.5.1 Sanctioning authority for Maternity Leave is HR Dept. 6.6 Notes:

6.6.1 All provisions of Maternity Benefit Act shall apply.



Saint-Gobain Weber ( India ) limited – HR Policies Page 1 of 7

1 Objective

To give an employee periodic intervals of rest during a year and / or to meet domestic exigencies, sickness and similar other circumstances.

2 Scope

2.1 All employees of Saint-Gobain Weber India Ltd. 2.2 The Leave year for computing all types of Leave is the Calendar year 2.3 The Management reserves its right to refuse, revoke or curtail Leave of any type or

a part thereof at its sole discretion.

3 Policy

3.1 Types of Leave :

The following types of Leaves may be availed of as per policy - Earned Leave (EL) Contingency Leave (CL) Maternity Leave (ML)

3.2 Application / Sanction for Leave:

3.2.1 Application for Leave should be made in writing or on the ‘Application for Leave’ as the case may be, available with HR Dept.

3.2.2 The application for Leave shall be sanctioned by the concerned authority as mentioned in the Policy.

3.2.3 Leave can not be claimed as a matter of right and the discretion of grant or refusal of leave, lies solely with the sanctioning authority.

3.3 Absence without Leave:

3.3.1 Any absence without Leave shall be treated as ‘Absence’ and such duration shall be treated as Leave without pay for calculation of Salary.

3.3.2 In case of absence for a continuous period of eight days, including absence when Leave is applied for and not granted will result in an employee losing his lien on the services and his services will automatically stand terminated without any notice or intimation from the Company, as per the Terms & Conditions of contract.

3.4 Recall from Leave :

3.4.1 The Company may, on exigencies, in the best interest of work may recall for duty, any employee who is on Leave.

3.4.2 The employee so recalled will be deemed to be on duty on commencement of return journey.




3.4.3 Such employee will be entitled to be treated ‘On tour’ for the return journey.

3.5 Combination of Leave:

3.5.1 Leave of one type can not be combined with any other type of Leave except - 3.5.1.1 Maternity Leave can be combined with Earned Leave if an employee is

suffering from illness arising out of pregnancy and produces the certificate in this regard by a registered medical practitioner.

3.5.1.2 Any employee who is suffering from long illness may combine his / her CL to EL

3.5.1.3 Management reserves the right to have the opinion of any medical practitioner, it may nominate to examine, to grant / refuse such leave and the decision of such medical practitioner, shall be final.

3.6 Return before expiry of Leave by Employee:

3.6.1 An employee may with the approval of Departmental Head report for duty before the expiry of leave.

3.6.2 Such reporting to be intimated immediately to HR Dept in writing, duly endorsed by Departmental Head.

3.7 Holidays:

3.7.1 Holidays and weekly offs occurring at the beginning or at the end of the leave period will not be treated as part of the leave.

3.7.2 Holidays and weekly offs occurring in between the leave period will be treated as a part of the leave

3.8 Restrictions:

3.8.1 No leave of any type except Maternity leave can be availed by an employee during notice period, after resignation from the services of the Company.

3.8.2 However, in case an employee falls sick during the notice period after resignation, he can avail leave in line with clause 3.5.1.2 & 3.5.1.3

3.8.3 Leave not availed in accordance with clause 3.8.1 & 3.8.2 shall be treated as ‘absence’ and the said duration shall not form the part of notice period.

3.9 Notes:

3.9.1 In case employee ceased to be in employment of the Company, any excess availment of the leave shall be adjusted from Full & final settlement, and the moneys recovered accordingly.




4 Earned Leave

4.1 Objective 4.1.1 To facilitate the employees to avail periodic intervals of rest 4.2 Eligibility :

4.2.1 All confirmed employees of Saint-Gobain Weber India Ltd. 4.2.2 Employee who has worked for less than 240 days in a previous leave year shall

not be eligible for Earned Leave during subsequent leave year. However this clause is not applicable for employees joining during the leave year.

4.3 Entitlement:

4.3.1 All confirmed employee will be entitled for 30 calendar days leave in a leave year. 4.3.2 The Leave earned by the employee for the previous leave year shall be credited on

his / her account on 1st Jan of the subsequent leave year. 4.3.3 Employee joining during the calendar year and completing sixty days service

before 31st Dec of the year, shall be entitled for accrued leave calculated on pro-rata basis for that calendar year.


4.3.5 No advance Earned leave can be granted to an employee except for the cases mentioned in clause 4.6

4.4 Application:

4.4.1 Application for Earned Leave must be made at least one month in advance. 4.4.2 Earned leave can not be availed for less than 3 days. 4.4.3 Earned leave can not be availed on more than 3 occasions in a year. 4.4.4 No Earned Leave can be availed during probation period. 4.4.5 To facilitate the process and to avoid inconvenience in terms of an employee

getting timely leave and to meet business exigencies, it is advisable that an employee submit his/her yearly leave plan at the start of the year.


4.5.1 On receiving the application for leave, immediate senior shall send the same to Departmental Head for sanction with his remarks.

4.5.2 On perusal of the remarks of immediate senior the Departmental Head sanctions / rejects the quantum of leave.




4.6 Advance Earned Leave:

4.6.1 For death, serious illness or marriage in the family, employee may avail advance Earned Leave, with prior approval of Departmental Head and HR Dept.

4.7 Accumulation:

4.7.1 Earned leave can be accumulated for a maximum period of 60 days. 4.7.2 In case of balance of leave more than 60 days at the end of leave year, leave in

excess of 60 days shall be encashed, subject to maximum of 15 days. 4.7.3 The excess leave after consideration of clause 4.7.2 shall stand automatically

lapsed. 4.7.4 Thus, Leave on account of an employee at any point of time shall not exceed 90

days (60 days accumulation + 30 Earned leave of that leave year) 4.8 Encashment of Earned Leave:

4.8.1 No encashment shall be made to the employee for Earned Leave, whatsoever, during his employment with the Company except clause 4.7

4.8.2 On resignation / separation / termination of the employee from the services of the Company the balance Earned Leave alongwith accrued Earned Leave till the date of resignation / separation / termination shall be encashed.

4.8.3 The encashment of Earned Leave as per clause 4.8.2 shall be made on the basis of Basic pay and shall be paid with Full & Final settlement of the employee.




5 Contingency Leave

5.1 Objective

5.1.1 To facilitate the employees to avail leave for any domestic exigencies, sickness and / or similar other circumstances.

5.2 Eligibility :

5.2.1 All employees of Saint-Gobain Weber India Ltd.

5.3 Entitlement:

5.3.1 All employees will be entitled for 12 calendar days contingency leave in a leave year.

5.3.2 The leave for the year to be credited to employees account at the start of the leave year.

5.3.3 Employee joining during the calendar year shall be entitled for leave on accrual basis on completion of 60 days.


5.4 Application:

5.4.1 As far as possible and except in the case of illness / exigencies, Contingency leave should be applied in advance.

5.4.2 In case prior sanction is not obtained, such absence from the work is to be communicated to the immediate senior at the earliest.

5.4.3 Such absence shall be regularized by applying for Contingency leave immediately after resumption of duties.

5.4.4 Contingency leave can not be applied for less than half a day. 5.4.5 Maximum of two consecutive Contingency leaves can be availed at a time. 5.4.6 More than two consecutive Contingency leaves can be availed only for sickness,

which shall be accompanied by sickness certificate issued by registered medical practitioner.

5.4.7 Contingency leave can be availed during probation period.


5.5.1 Sanctioning authority for Contingency leave is the immediate senior.




5.6 Accumulation:

5.6.1 Contingency leave can be accumulated for a maximum period of 30 days. 5.6.2 In case of accumulation of leave more than 30 days at the end of leave year, leave

in excess of 30 days shall stand automatically lapsed. 5.6.3 Thus, Leave on account of an employee at any point of time shall not exceed 42

days (30 days accumulation + 12 Contingency leave of that leave year) 5.7 Encashment of Contingency Leave:

5.7.1 No encashment, whatsoever, shall be made to the employee for Contingency Leave during his employment and / or his cessation from the services of the Company.




6 Maternity Leave

6.1 Objective

6.1.1 To facilitate the employees to avail leave before and after childbirth and to comply with the provisions of Maternity Benefit Act.

6.2 Eligibility :

6.2.1 Female employee who has completed at least 80 days of service in the 12 months immediately preceding the expected date of delivery.

6.2.2 Certificate of pregnancy issued by Registered medical practitioner.

6.3 Entitlement:

6.3.1 The maximum period for which any female employee shall be entitled to maternity benefit shall be 12 weeks.

6.3.2 Of the 12 weeks as mentioned in clause 6.3.1 not more than 6 weeks shall exceed the date of expected delivery.

6.3.3 An additional period of absence is permitted subject to maximum of one month for illness arising out of pregnancy.

6.4 Application:

6.4.1 Application for Maternity Leave must be made at least one month in advance in writing stating the period of absence from work and with a certificate of pregnancy


6.5.1 Sanctioning authority for Maternity Leave is HR Dept. 6.6 Notes:

6.6.1 All provisions of Maternity Benefit Act shall apply.

Policy : LTA Version : 1.0

Effective from : 1st January 2006 Scope : W1A / W1B / W1C / W2


1 Objective

To facilitate employees to avail Travel Assistance during their Leave period.

2 Scope

2.1 All confirmed employees of Saint-Gobain Weber India Limited in Grade W1A / W1B / W1C / W2.

2.2 The LTA amount will cover expenses on travel for employee, spouse, two dependant children and dependant parents.

3 Entitlement 3.1 LTA shall be paid on the basis of Calendar year. 3.2 The grade wise entitlement for LTA shall be as follows-

W1A/W1B - Rs. 15000/- W1C - Rs. 10000/- W2 - Rs. 18000/-

4 Policy 4.1 Employees need to avail minimum three days Earned Leave to avail LTA. 4.2 Leave (unpaid) availed during probation period can not be considered for payment

of LTA. 4.3 LTA claim form to be filled by the employee alongwith necessary proof of travel

and be submitted to HR Dept. within 30 days from date of return of journey. 4.4 HR Dept. shall process the form and shall forward the same to Accounts Dept for

payout. 4.5 An employee joining / resigning from the services of the company during the

financial year will be eligible for LTA on a pro – rata basis. 4.6 LTA can be accumulated for a maximum period of 4 years or upto the end of 4

year block (as defined in Income Tax rules) whichever is earlier. 4.7 The current block for Tax exemption commences from 2006 (illustrated in clause

5.4)




5 Tax Implications 5.1 LTA shall subject to Income Tax Rules as applicable. 5.2 The tax exemption on LTA shall be considered as per applicable Income Tax rules. 5.3 Tax will be applicable in the year in which the employee avails of the LTA, as per

Income Tax Laws 5.4 As per prevailing Income Tax rules, Tax exemption on LTA can be claimed twice in

a block of 4 years. The current block commencing from 01-01-2006 is as follows 01.01.06 - 31.12.06 01.01.07 - 31.12.07 01.01.08 - 31.12.08 01.01.09 - 31.12.09

6 Separation

6.1 In the event of separation from the company, employee’s LTA account will be settled on a pro-rata basis, whether he / she is a confirmed employee or not.




LTA Claim Form Location____________ Emp.Code No._________ Declaration under Rule 2-B of the Income Tax Rules, 1962

1 Name of the Employee ________________________

2 Name of the family members and their Relationship, whether dependent or not Mr. /Ms._________________

(Mention Date of Birth of Children) ________________________

3 Year during the block period 2006 -07/ 2008-09 for which LTA claimed ________________________

4 i) Place to which journey is undertaken ________________________ ii) Period of Leave From _________to_________

5 i) Date of Departure from Headquarter ________________________ ii) Date of arrival at destination ________________________ iii) Date of commencement of return journey ________________________ iv) Date of return to Headquarter ________________________

6 Route taken (if it is not the shortest route) ________________________

7 Distance of the actual route or the shortest ________________________ Route, whichever is lesser

8 Actual mode & class of travel by Air/rail/ Bus/car/ship.If more than one mode is used, ________________________ state separately the mode and the distance

9 Amount as per company rules ________________________

10 Actual expenses incurred (fare only) (to and fro) from the actual route or the shortest ________________________ route, whichever is shorter)

11 Amount eligible for exemption ________________________ It is certified that the information furnished above is true and correct and that the amount claimed by way of exemption under Section 10(5) has been actually spent as expenses on travel fares. Date: Signature of employee ----------------------------------------------------------------------------------------------------------------To, Accounts Department, We have verified the leave taken by above employee as mentioned and find the same to be correct. Pl. pay Rs. ______________ as LTA.

Authorized Signatory Human Resources Department


Effective from : 1st January 2006 Scope : W3


1 Objective


2 Scope

2.1 All confirmed employees of Saint-Gobain Weber India Limited in Grade W3. 2.2 The LTA amount will cover expenses on travel for employee, spouse, two

dependant children and dependant parents. 3 Entitlement

3.1 LTA shall be paid on the basis of Calendar year. 3.2 The grade wise entitlement for LTA shall be as follows-

W3 - Rs. 20000/-

4 Policy 4.1 Employees need to avail minimum three days Earned Leave to avail LTA. 4.2 Leave (unpaid) availed during probation period can not be considered for payment

of LTA. 4.3 LTA claim form to be filled by the employee alongwith necessary proof of travel





5.4)







6 Separation














8 Actual mode & class of travel by Air/rail/ Bus/car/ship.If more than one mode is used, ________________________ state separately the mode and the distance






Effective from : 1st January 2006 Scope : W4 and above


1 Objective


2 Scope

2.1 All confirmed employees of Saint-Gobain Weber India Limited in Grade W4 and above.

2.2 The LTA amount will cover expenses on travel for employee, spouse, two dependant children and dependant parents.

3 Entitlement

3.1 LTA shall be paid on the basis of Calendar year. 3.2 The grade wise entitlement for LTA shall be as follows-

W4 - Rs. 24000/- W5 - Rs. 28000/-

4 Policy

4.1 Employees need to avail minimum three days Earned Leave to avail LTA. 4.2 Leave (unpaid) availed during probation period can not be considered for payment

of LTA on confirmation. 4.3 LTA claim form to be filled by the employee alongwith necessary proof of travel





5.4)







6 Separation














8 Actual mode and class of travel by Air/rail/ Bus/car/ship.If more than one mode is used, ________________________ state separately the mode and the distance





Policy: Medical Reimbursement Version : 1.0



1 Objective

To facilitate employees to avail reimbursement on Domiciliary Medical expenses.

2 Scope

2.1 All confirmed employees of Saint-Gobain Weber India Limited in Grade W1A / W1B / W1C / W2.

2.2 The Medical Reimbursement will cover expenses on domiciliary medical treatment for employee, spouse, dependant children and dependant parents.

3 Entitlement

3.1 Medical Reimbursement shall be made on the basis of Financial year. 3.2 The grade wise entitlement for Financial Year shall be as follows-

W1A / W1B - Rs. 12000/- W1C - Rs. 5000/- W2 - Rs. 15000/-

4 Policy

4.1 All reimbursements shall be done only on production of due bills of the current financial year only.

4.2 Medical Reimbursement claim form to be filled by the employee alongwith necessary proof of Medical treatment and be submitted to HR Dept.

4.3 All expenses on Medical Treatment by any Medical stream are covered. For e.g. Alopathy, Ayurvedic, Yunani, Homeopathic etc.

4.4 Expenses on cosmetics and hygiene products of daily use such as fairness cream, toothpaste etc. are not covered.

4.5 HR Dept. shall process the form and shall forward the same to Accounts Dept for payout.

4.6 An employee joining the services of the company during the financial year will be eligible for Medical Reimbursement on a pro – rata basis on submission of due bills

4.7 Medical expenses not claimed as per entitlement till March 15 of that financial year will be paid off alongwith salary for the month of March.




5 Separation

5.1 In the event of separation from the company, any claim towards Medical Reimbursement will be settled on Pro-rata basis. Any unclaimed amount till the date of resignation shall be paid off in the Full and Final settlement of accounts of the employee.

6 Tax Implications

6.1 The tax exemption on Medical Reimbursement shall be considered as per applicable Income Tax rules.



CLAIM FORM FOR MEDICAL REIMBURSEMENT Name_______________________ Employee Code _____________________ Designation _____________________ Grade _____________________ Department _____________________ Location _____________________

Claim for the Financial Year: ________________

Entitlement : ________________ Name of the Patient

Relationship with Employee

Name of Doctor

Consultation Fees

Medical Expenses (Chemist Bills etc.)

Total Claim Amount

Dated: _____________________ Signature of employee Claim Amount Approved : _______________ Manager - HR Accounts Department, Pl. pay Rs. ______________ towards Medical Reimbursement.






1 Objective


2 Scope

2.1 All confirmed employees of Saint-Gobain Weber India Limited in Grade W3. 2.2 The Medical Reimbursement will cover expenses on domiciliary medical treatment

for employee, spouse, dependant children and dependant parents. 3 Entitlement


W3 - Rs. 15000/-

4 Policy






4.6 An employee joining the services of the company during the financial year will be eligible for Medical Reimbursement on a pro – rata basis on submission of due bills.





5 Separation


6 Tax Implications








Name of Doctor

Consultation Fees


Total Claim Amount





Effective from : 1st January 2006 Scope : W4 & above


1 Objective


2 Scope

2.1 All confirmed employees of Saint-Gobain Weber India Limited in Grade W4 and above.

2.2 The Medical Reimbursement will cover expenses on domiciliary medical treatment for employee, spouse, dependant children and dependant parents.

3 Entitlement


W4 & above - Rs. 15000/-

4 Policy






4.6 An employee joining the services of the company during the financial year will be eligible for Medical Reimbursement on a pro – rata basis on submission of due bills.





5 Separation


6 Tax Implications








Name of Doctor

Consultation Fees


Total Claim Amount




Policy: Mobile Phone Version : 1.0

Effective from : 1st January 2006 Scope : W1A/W1B/W1C/W2 (Sales)

1 Objective To enable employees to service business associates while they are on field.

2 Scope

2.1 All employees of Saint-Gobain Weber India Limited in Grade W1A/W1B/W1C/W2 working exclusively in Sales function.

3 Policy

3.1 The Mobile Phone is to be purchased directly by the concerned employee in his / her own name.

3.2 No reimbursement shall be made for purchase of Mobile phone by the employee. 3.3 Company may release an advance of Rs. 4000/- for assisting the employee to

purchase Mobile Phone on his / her name by debiting his account. 3.4 Approval of HR Dept is required for releasing the advance under clause 3.3. 3.5 The advance released under clause 3.3 shall be recovered from the employee’s

salary in four equal installments. No interest will be levied on such advance. 3.6 Company will reimburse the amount, mentioned in clause 4 / or actuals, whichever

is lower, on production of photocopy of the bill duly approved by his immediate senior.

4 Eligibility:

4.1 Eligibility for claiming Mobile phone reimbursement, every Quarter is as follows 4.2 The Quarters for claim year shall be Jan-Mar, Apr-Jun, Jul-Sept and Oct-Dec.

Grade EligibilityW1A/ W1B 3750W1C 2250W2 3750

5 Reimbursement Cycle:

5.1 On Quarterly basis. The entitled amount can be claimed from Accounts by submitting relevant documents / bills.

6 Sanctioning Authority:

6.1 Sanctioning Authority under this policy is the immediate senior of the employee. 6.2 On endorsement of the bill by HR Dept., the same shall be reimbursed by

Accounts Dept.



Effective from : 1st January 2006 Scope : W1A/W1B/W1C/W2 (Sales)


CLAIM FORM FOR MOBILE REIMBURSEMENT Name_______________________ Employee Code _____________________

Designation _____________________ Grade _____________________ Department _____________________ Location _____________________


SR. Month & Year Amount

Total

Dated: _____________________ Signature of employee Accounts Department, Pl. pay Rs. ______________ towards Mobile phone bills Reimbursement.



Effective from : 1st January 2006 Scope : W3 (Sales)

1 Objective To enable employees to service business associates while they are on field.

2 Scope

2.1 All employees of Saint-Gobain Weber India Limited in Grade W3 working exclusively in Sales function.

3 Policy


3.2 No reimbursement shall be made for purchase of Mobile phone by the employee. 4 Eligibility:

4.1 Eligibility for claiming Mobile phone reimbursement, every Quarter is as follows 4.2 The Quarters for claim year shall be Jan-Mar, Apr-Jun, Jul-Sept and Oct-Dec.

Grade EligibilityW3* 4000W3 4750 * Employees in Grade W3 posted at Maharashtra and Karnataka





Accounts Dept.



Effective from : 1st January 2006 Scope : W3 (Sales)






Total



Policy: Transfer Version : 1.0



1 Objective

To facilitate the employees to resettle at new Headquarter.

2 Scope

2.1 All employees of Saint-Gobain Weber India Limited in Grade W1A / W1B / W1C / W2.

2.2 This includes transfer within India. 2.3 The distance between present location and the final destination is 100 Kilometers

or more. 2.4 If the distance between present location and the final destination is less than 100

kilometers then only clause 3.6.3 applies. 2.5 Family includes spouse and two dependant children of the employee. 3 Policy

3.1 Mode of Travel for self and family : 3.1.1 The permissible mode of travel is as per the entitlement of the employee under

Domestic Travel Policy. 3.1.2 The reimbursement will be on actual expenditure based on permissible mode of

travel and submission of tickets and bills only. 3.2 Relocation allowance: 3.2.1 One time relocation allowance shall be given to employee on the transfer as

follows (Grade wise) – W1/ W1A/ W1B/W1C - Rs. 2000/- W2 - Rs. 3000/-

3.3 Special leave with pay: 3.3.1 Upto 3 (three) working days (excluding journey period) to be consumed in the

process of resettlement These leaves are not encashable nor transferable.

3.4 Lodging & Boarding : 3.4.1 Reimbursement for Hotel stay upto 7 days’ can be claimed. 3.4.2 The limits for Hotel stay are as per the boarding and lodging entitlements of

respective Grade, as per Domestic Travel Policy, based on actual expenditure and submission of bills only.

3.4.3 In case of an employee getting relocated alongwith spouse, the reimbursement can be claimed upto 1.5 times of the boarding and lodging entitlements of respective




Grade, as per Domestic Travel Policy, based on actual expenditure and submission of bills only.

3.4.4 In case of an employee getting relocated alongwith spouse and children, the reimbursement can be claimed two times of the boarding and lodging entitlements of respective Grade, as per Domestic Travel Policy, based on actual expenditure and submission of bills only.

3.5 Mode of transportation of household goods (including insurance): 3.5.1 The employee will be reimbursed the expenses incurred on transportation of

household goods. The same are reimbursed on submission of bills, on actuals, subject to maximum of (grade wise)-

W1/ W1A/ W1B/W1C/W2 – Kilometers** Unmarried Married 0 – 500 Rs. 2500/- Rs. 3500/- 501 – 1000 Rs. 4000/- Rs. 5000/- 1001 above Rs. 6000/- Rs. 7000/-

**Kilometers shows the distance between the Old HQ and New HQ

3.6 Note:

3.6.1 On receiving transfer letter, the employee may apply to HR Dept for advance towards Transfer expenses. On acceding the request of the employee, HR Dept shall advise Accounts Dept to release appropriate amount.

3.6.2 The travel and transportation route should be the shortest route from the present location to the final destination.

3.6.3 Following reimbursement is allowed in case of transfer under clause 2.4 :

a) Travel for self and family b) Transportation of household goods as per clause 3.5

3.6.4 Claim for reimbursement is to be submitted to HR Dept. within 30 days from the date of transfer, duly endorsed by immediate senior.



TRANSFER EXPENSES REIMBURSEMENT FORM Name of the Employee : ________________________________ Employee Code Number : ______ Department: ____________

From _____________________To _________________ w.e.f. __________________ (Place) (Place)

Amount Claimed As per Policy* To reimburse*

a) Mode of Travel

b) Relocation Allowance

c) Hotel Stay

d) Transportation of Household Goods

Total

Signature of Employee Remarks, if any_____________________________________________________

___________ ___________________

Checked by* Passed/Approved by * Date:

* To be completed by Human Resources Department.





1 Objective

To facilitate an employee to resettle at new Headquarter.

2 Scope

2.1 All employees of Saint-Gobain Weber India Ltd. In Grade W3. 2.2 This includes transfer within India. 2.3 The distance between present location and the final destination is 100 Kilometers



3.1 Mode of Travel for self and family : 3.1.1 The permissible mode of travel is as per the entitlement of the employee under

Domestic Travel Policy. 3.1.2 The reimbursement will be on actual expenditure based on permissible mode of

travel and submission of tickets and bills only. 3.2 Relocation allowance: 3.2.1 One time relocation allowance shall be given to employee on the transfer as

follows (Grade wise) – W3 - Rs. 5000/-

3.3 Special leave with pay: 3.3.1 Upto 3 (three) working days (excluding journey period) to be consumed in the

process of resettlement These leaves are not encashable nor transferable.

3.4 Lodging & Boarding : 3.4.1 Reimbursement for Hotel stay upto 7 days’ can be claimed. 3.4.2 The limits for Hotel stay are as per the boarding and lodging entitlements of


3.4.3 In case of an employee getting relocated alongwith spouse, the reimbursement can be claimed upto 1.5 times of the boarding and lodging entitlements of respective Grade, as per Domestic Travel Policy, based on actual expenditure and submission of bills only.





3.5 Mode of transportation of household goods (including insurance): 3.5.1 The employee will be reimbursed the expenses incurred on packing, unpacking,

loading, unloading and transportation of household goods. The same are reimbursed on submission of bills, on actuals, subject to maximum of-

• One Half Truck Load (5 Ton)

3.6 Note:


3.6.2 For Transportation of Household goods under clause 3.5, an employee should submit quotations from 3 transporters to HR Dept. HR Dept shall approve one of the quotations on consideration of merits.










a) Mode of Travel


c) Hotel Stay


Total


___________ ___________________







1 Objective

To facilitate an employee to resettle at new Headquarter.

2 Scope

2.1 All employees of Saint-Gobain Weber India Ltd. In Grade W 4 & above 2.2 This includes transfer within India. 2.3 The distance between present location and the final destination is 100 Kilometers



3.1 Mode of Travel for self and family :

3.1.1 The permissible mode of travel is as per the entitlement of the employee under Domestic Travel Policy.

3.1.2 The reimbursement will be on actual expenditure based on permissible mode of travel and submission of tickets and bills only.

3.2 Relocation allowance:

3.2.1 One time relocation allowance shall be given to employee on the transfer as follows (Grade wise) –

W4 - Rs. 8000/- W5&above - Rs. 10000/-

3.3 Special leave with pay:

3.3.1 Upto 3 (three) working days (excluding journey period) to be consumed in the process of resettlement. These leaves are not encashable nor transferable.

3.4 Lodging & Boarding :

3.4.1 Reimbursement for Hotel stay upto 7 days’ can be claimed. 3.4.2 The limits for Hotel stay are as per the boarding and lodging entitlements of





3.4.3 In case of an employee getting relocated alongwith spouse, the reimbursement can be claimed upto 1.5 times of the boarding and lodging entitlements of respective Grade, as per Domestic Travel Policy, based on actual expenditure and submission of bills only.


3.5 Mode of transportation of household goods (including insurance):

3.5.1 The employee will be reimbursed the expenses incurred on packing, unpacking, loading, unloading and transportation of household goods. The same are reimbursed on submission of bills, on actuals, subject to maximum of-

• One Full Truck Load ( 10 Ton )

3.6 Note:


3.6.2 For Transportation of Household goods under clause 3.5, an employee should submit quotations from 3 transporters to HR Dept. HR Dept shall approve one of the quotations on consideration of merits.










a) Mode of Travel


c) Hotel Stay


Total


___________ ___________________




Policy: Travel Version : 1.0



1 Objective

To reimburse the traveling expenses incurred by employee on company’s work.

2 Scope

2.1 All employees of Grade W1A / W1B / W1C / W2.

2.2 This includes travel within India.

2.3 The distance of journey undertaken is beyond 50 kilometers from the place of posting.

2.4 The travel of less than 50 kilometers and less than 6 hours does not come under the perview of this policy.

2.5 Category of Town A, Town B, Town C – as defined under clause 9 3 Policy

3.1 Reimbursement of traveling expenses will be allowed for journey in connection with the work of the Company, undertaken on approval of the concerned authority as mentioned in the policy.

3.2 Expenditure on alcoholic drinks or cigarettes, while on tour, will not be reimbursed 3.3 Travel Expenses should be reasonable and necessary to conduct the Company’s business

and not lavish and extravagant. 3.4 Expenditure which does not meet the prerequisites of clause 3.3 or for which the necessary

documentation is not attached, shall not be reimbursed. 3.5 The responsibility of ensuring the correctness of claim as per Company policy lies

collectively with the employee seeking reimbursement, and sanctioning authority. 3.6 If the employee is required to stay at the same outstation on official duties for a continuous

period of more than 20 days, he will be treated as temporarily relocated at the said outstation and will be entitled for allowance as may be considered by the Management on its merit at the discretion of Management.

3.7 Employee on official tour / outdoor duty is prohibited to avail himself / herself of undue personal favours from dealers / customers or any business associate.

3.8 In case the permissible expense limit under any head under the policy exceeds on a particular day, but is within the limits of the entire tour, the same may be allowed.



4 Travel 4.1 Mode of Travel:

4.1.1 The permissible mode of travel is as follows (Gradewise) –

W1A / W1B / W1C / W2 - 1st Class Rail / III AC Rail / Deluxe Bus

4.1.2 For reimbursement of expenses on Rail / Bus travel, claim should be supported by Rail / Bus receipt / Ticket.

4.1.3 Employees traveling overnight by Bus / Train shall be allowed journey allowance of Rs. 100/- . Supportings need not be attached for this claim.

4.2 Local Travel / Conveyance:

4.2.1 For Local Travel while on tour, employees are expected to use the form of travel most cost effective as far as the objective of visit is concerned.

4.2.2 The permissible mode of local travel is as follows (Gradewise) –

W1A / W1B / W1C / W2 - Auto / Rail / Bus

4.2.3 Detailed break up of movement should be shown while claiming reimbursement for local Travel / Conveyance (date, place, party visited and approximate distance)

5 Lodging and Boarding 5.1 Lodging and Boarding Expenses (when staying in a Hotel): 5.1.1 When an employee stays in a hotel whilst on tour, the actual expenses incurred by the

employee on lodging and boarding subject to the ceiling specified in clause 5.1.3 and 5.1.4 will be reimbursed on production of supporting bills and vouchers.

5.1.2 As far as possible hotel rooms should be vacated before or at applicable check-out time on the day of departure.

5.1.3 The permissible ceiling for lodging in hotel is as follows –

Grade Town A Town B Town C

W1A/W1B/W2 1200 800 600W1C 1000 700 500

Amount in Rs.




5.1.4 The permissible ceiling for boarding is as follows -


W1A/W1B/W1C 250 200 150W2 250 200 150

Amount in Rs. Boarding includes portage and tips

5.2 Lodging and Boarding Expenses (other than clause 5.1):

5.2.1 In case Company’s guest house / Transit flat facilities are available and the same is availed of or the lodging arrangement is made by the Company, no amount under the head of lodging is paid to employee.

5.2.2 In case the boarding facility is not available / provided at Company’s guest house / transit flat, employee is entitled for reimbursement as mentioned in clause 5.1.4.

5.2.3 In case employee makes his own arrangement while on tour, they will be paid a fixed daily allowance as follows –


W1A/W1B/W2 500 400 300W1C 400 300 200

6 Miscellaneous Expenses -

6.1 Employees on office tour are entitled for daily miscellaneous expenses as follows -

Grade Misc. Exp.

W1A/W1B/W1C 40W2 40

* Bills / vouchers need not be submitted.

7 Calculation of Travel Day 7.1 Any fraction of day of more than 12 hours. Shall be treated as one day of tour. 7.2 Any fraction of day of more than 6 hours and less than 12 hours shall be considered as half

day of tour. Accordingly Misc Exp. and Boarding expenses upto 50% of entitlement can be claimed.

7.3 In case of journey time more than 8 hours, employee is entitled for 50% of Misc. plus Boarding Exp.as detailed in clause 5. No supportings are required for the claim.





8 Notes:

8.1 Employee should submit his / her travel plan to his immediate senior for approval. 8.2 On approval of the tour plan by the immediate senior, appropriate cash advance may be

released to the employee for undertaking tour. 8.3 The funds released under clause 8.2 shall be debited to the employee account and are

recoverable from the salary of the employee on non submission of due bills for settlement. 8.4 All Expenses following under the perview of Travel Policy should be submitted within 07

days of the date of return / resumption of duty as per standard Tour Bill format attached herewith.

8.5 Delay in submission of Tour Bills beyond 10 days can be sanctioned by Departmental Heads only.

8.6 Delay in submission of Tour Bills beyond 30 days can only be sanctioned by Managing Director.

9 Category of Town: 9.1 Town are categorized as Town A, Town B and Town C as follows – Town A Town B Town C Bangalore Chennai Delhi Kolkata Mumbai

Ahmedabad Cochin Goa Hyderabad Nagpur Pune Surat Thiruvanthapuram Vadodara

All Town not covered under the category of ‘Town A’ and Town B’



Grade Hotel Stay Stay on own arrangement

Mode of Travel

Local Conveyance

Misc. Expenses

Lodging Boarding Fixed Allow. Town A 1200 Town A 250 Town A 500 Town B 800 Town B 200 Town B 400 W1A/

AT A SNAPSHOT*** *** The table is just a snapshot of the policy. For details pl. refer to the Policy document.


W1B/ Town C 600 Town C 150 Town C 300

1st /III AC Rail /Deluxe Bus

On Actual of Auto/Rail/Bus 40

Town A 1000 Town A 250 Town A 400 Town B 700 Town B 200 Town B 300 W1C Town C 500 Town C 150 Town C 200

1st /III AC Rail /Deluxe Bus


Town A 1200 Town A 250 Town A 500

Town B 800 Town B 200 Town B 400 W2 Town C 600 Town C 150 Town C 300

II AC / 1st Rail / AC Bus





1 Objective


2 Scope

2.1 All employees of Grade W3.

















4.1.1 The permissible mode of travel is as follows (gradewise) -

W3 - Air Eco** / 1st Class Rail /II AC Rail / Deluxe Bus **In case of Rail journey more than 8 hours single way

4.1.2 In exceptional situations, travel by taxi will be permitted with the approval of the Departmental Head, provided multiple Towns are covered.

4.1.3 As far as possible booking for Air travel should be made through the Company by filling up the prescribed form.

4.1.4 For reimbursement of expenses on Air travel, claim should be supported by counter foil jacket and boarding pass, whether booking is done through Company or not.


4.1.6 Employees traveling overnight by Bus / Train shall be allowed an additional allowance of Rs. 100/- . Supportings need not be attached for this claim.

4.1.7 Employees, who are entitled for Own Vehicle Scheme policy, can use their own vehicle for travel, where single way distance between the place of posting and destination is less than 75 kms.

4.1.8 Using the own vehicle as mentioned in clause 4.1.7 is strictly prohibited where the single way distance between the place of posting and destination is more than 75 kms.


4.2.1 For Local Travel while on tour, employees are expected to use the form of travel most cost effective as far as the objective of visit is concerned.

4.2.2 The permissible mode of local travel is as follows (Gradewise) –

W3 - Auto / Rail / Bus / Metered Taxi






5.1.2 As far as possible hotel rooms should be vacated before or at applicable check-out time on

the day of departure. 5.1.3 The permissible ceiling for lodging in hotel is as follows –


W3 2100 1600 1200 Amount in Rs. 5.1.4 The permissible ceiling for boarding is as follows -


W3 300 250 250 Amount in Rs.

Boarding includes portage and tips






W3 600 500 400 6 Miscellaneous Expenses -


Grade Misc. Exp.

W3 40 * Bills / vouchers need not be submitted.

7 Calculation of Travel Day


7.1 Any fraction of day of more than 12 hours. Shall be treated as one day of tour.




7.2 Any fraction of day of more than 6 hours and less than 12 hours shall be considered as half day of tour. Accordingly Misc Exp. and Boarding expenses upto 50% of entitlement can be claimed.


8 Notes:







9 Category of Town: 9.1 Townsare categorized as Town A, Town B and Town C as follows – Town A Town B Town C Bangalore Chennai Delhi Kolkata Mumbai

Ahmedabad Cochin Goa Hyderabad Nagpur Pune Surat Thiruvanthapuram Vadodara

All Towns not covered under the category of ‘Town A’ and ‘Town B’




AT A SNAPSHOT***

Grade Permissible ceiling Allow. on own arrangement

Mode of Travel

Local Conveyance

Misc. Expenses

Lodging Boarding Fixed Allow. Town A 2100 Town A 300 Town A 600


Air Eco*/II AC Rail / 1st Rail / Deluxe Bus

On Actual of Auto/Rail/Bus / Metered Taxi

40

* In case of Rail journey more than 8 hours single way *** The table is just a snapshot of the policy. For details pl. refer to the Policy document.




1 Objective


2 Scope

2.1 All employees of Grade W4 & above.

















4.1.1 The permissible mode of travel is as follows (gradewise) -

W4 - Air Eco** / 1st Class Rail /II AC Rail / Deluxe Bus W5 & above - Air Eco** / 1st Class Rail /II AC Rail / Deluxe Bus **In case of Rail journey more than 6 hours single way

4.1.2 In exceptional situations, travel by taxi will be permitted with the approval of the Departmental Head, provided multiple Towns are covered.

4.1.3 As far as possible booking for Air travel should be made through the Company by filling up the prescribed form.

4.1.4 For reimbursement of expenses on Air travel, claim should be supported by counter foil jacket and boarding pass whether booking is done through Company or not.


4.1.6 Employees traveling overnight by Bus / Train shall be allowed an additional allowance of Rs. 100/- . Supportings need not be attached for this claim.

4.1.7 Employees, who are entitled for Own Vehicle Scheme policy, can use their own vehicle for travel, where single way distance between the place of posting and destination is less than 75 kms.

4.1.8 Using the own vehicle as mentioned in clause 4.1.7 is strictly prohibited where the single way distance between the place of posting and destination is more than 75 kms.


4.2.1 For Local Travel while on tour, employees are expected to use the form of travel most cost effective as far as the objective of visit is concerned, which shall be reimbursed on Actuals.






5.1.2 As far as possible hotel rooms should be vacated before or at applicable check-out time on

the day of departure. 5.1.3 The permissible ceiling for lodging in hotel is as follows –


W4 2500 2000 1500W5 & above 3500 2500 2000

Amount in Rs. 5.1.4 The permissible ceiling for boarding is as follows -


W4 300 250 250W5 & above 350 300 300

Amount in Rs. Boarding includes portage and tips






W4 650 500 500W5 & above 750 600 600

6 Miscellaneous Expenses -


Grade Misc. Exp.

W4 60W5 & above 60


* Bills / vouchers need not be submitted.




7 Calculation of Travel Day 7.1 Any fraction of day of more than 12 hours. Shall be treated as one day of tour. 7.2 Any fraction of day of more than 6 hours and less than 12 hours shall be considered as half

day of tour. Accordingly Misc Exp. and Boarding expenses upto 50% of entitlement can be claimed.


8 Notes:







9 Category of Town: 9.1 Towns are categorized as Town A, Town B and Town C as follows – Town A Town B Town C Bangalore Chennai Delhi Kolkata Mumbai

Ahmadabad Cochin Goa Hyderabad Nagpur Pune Surat Thiruvanthapuram Vadodara

All Towns not covered under the category of ‘Town A’ and Town B’

AT A SNAPSHOT***




Grade Permissible ceiling Allow. on own arrangement

Mode of Travel

Local Conveyance

Misc. Expenses

Lodging Boarding Fixed Allow. Town A 2500 Town A 300 Town A 650



On Actual 60

Town A 3500 Town A 350 Town A 750

Town B 2500 Town B 300 Town B 600 W5 & above

Town C 2000 Town C 300 Town C 600


On Actual 60

* In case of Rail journey more than 6 hours single way *** The table is just a snapshot of the policy. For details pl. refer to the Policy document.


Effective from : 1st January 2006 Scope : W1A/W1B/W2/W3 (Non - Sales)

1 Objective To enable employees to be in touch with business and office associates.

2 Scope

2.1 All employees of Saint-Gobain Weber India Limited in Grade W1A / W1B / W2 and W3 working in Non - Sales function.

3 Policy


3.2 No reimbursement shall be made for purchase of Mobile phone by the employee. 3.3 Reimbursement on mobile phone expenses shall be made as per clause 4 4 Eligibility:

4.1 Eligibility for claiming Mobile phone expense reimbursement, every Quarter is as per the table below or actual, whichever is lower.

4.2 The Quarters for claim year shall be Jan-Mar, Apr-Jun, Jul-Sept and Oct-Dec. 4.3 Reimbursement as per point 4.1 will be towards fixed and local call charges. 4.4 Official STD calls and Incoming roaming call charges for receiving official calls

while on tour can be claimed separately as telephone expenses vide a reimbursement voucher.

Grade Eligibility

W 1A / W1B 1500W2 1500W3 1500





Accounts Dept.



Effective from : 1st January 2006 Scope : W1A/W1B/W2/W3 (Non - Sales)






Total



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