EMPLOYEE HANDBOOK

Dear Employee:

This employee handbook has been designed to serve as a quick reference for many issues relating to your employment with PEPSI.

In order to remain current, the handbook treats most topics briefly and provides links to policies and procedures manual and other sources of information. This handbook is updated as official policies change.

It is important for you to be familiar with the information in this handbook. Please review it carefully.

We hope you will enjoy a rewarding career with PEPSI.

Description of the Company:

Having begun in the year 1997, with an initial investment of Rs40crore, which over a period of time has reached close to Rs150 crores, Nelamangala plant Pepsico Holding Pvt Ltd, is a fairly young and dynamic one. However it has come a long way in more ways than one.

Nelamangala is a company owned bottling operation plant. It services the entire Bangalore unit and up country markets covering most of Karnataka.

The Nelamangala plant has 4 different lines namely

1. Aquafina line

2. Pet line3. Ketner Line4. Slice line.The plant produces products like Pepsi, 7UP, Slice, Dew, Mirinda and Aquafina.

Nelamangala PepsiCo Plant achievements

Nelamangala plant under the umbrella of Pepsi India business unit is one of the biggest plants in South Asia business operations. The plant acts as capacity building center for new joiners in the system. The plant has been awarded with Nehru Rashtriya Parisara Premi by Karnataka state pollution control board in 2004 The plant has been rated the 4th best plant in line productivity across the PepsiCo beverages international. The plant stands at the No.1 position in Line productivity across Pepsi India business unit. Pepsico Nelamangala is No.1 ranking in Q2 productivity. The plant has been awarded as Silver standard for its system quality in the international quality awards 2003.table of contents

61. RECRUITMENT PROCEDURE

6a)Selection procedure:

6b) Information needed at the time of joining:

6c) Induction and Orientation:

72. INFORMATION ABOUT PAY

7BASIC:

7ALLOWANCES:

8PRODUCTION INCENTIVE:

8DEDUCTIONS:

93. LEAVE POLICY

9Casual Leave (C.L):

9Sick Leave (S.L):

10Privilege Leave (P.L):

10Leave without pay:

10Accumulation of leave:

11Encashment:

114. GENERAL CONDITIONS OF EMPLOYEMNT

11Holidays:

11Shift Schedules:

12Staggered Off

12Safety measures at workplace :

13Dress Code;

13Security Measures;

14Retirement Age:

14Layoff and Severance:

15Outside Employment:

155. PERFORMANCE MANAGEMENT AND EVELUATION

15Gradation:

15Performance Evaluation:.

16Long Service Award:

166. BENEFITS AND PROGRAMS

16Personal Loan:

17Festival Advance:

17Bonus:

17Medical Benefit:

19Provident Fund:

19ESI

19Gratuity:

19Funeral Expenses:.

207. SOCIAL AND WELFARE ACTIVITIES

20Celebrations @ Nelamangala:

20Ayudha Pooja: .

20Karnataka Rajyotsava Day:.

20Canteen:

20Bakery/ Tea

21Gifts:

21Transport Facility:

21First Aid Box:

21Suggestion Box:

22Free Food:

22Sports Items:

228. PARTICIPATIVE MANAGEMENT SCHEME

22Committees:

23Weekly Meetings:.

239. CONDUCT AND REGULATIONS

2510. PENALTY FOR MISCONDUCT

2511. TERMINATION OF EMPLOYMENT

25Termination of Employment by Employee:

26Termination of Employment by the Management:

2612. GENERAL

26Movement Pass: (Annexure- 6)

27Out Pass: (Annexure- 7)

27Essential Services:

13. 28ANNEXURES:

281. INCENTIVE SHCEME SLABS

292. Annual Variable Pay:

303. Personal Loan Form

314. Festival Advance Form

325. Medical Reimbursement Form

336. Movement Pass

347. Out Pass

1. RECRUITMENT PROCEDURE

a) Selection procedure: As per the requirements, the Company Recruits Trainees with the below mentioned qualifications:

Diploma in mechanical or electrical/ ITI holder

At least 6 months experience excluding Apprenticeship training

The Trainees are required to undergo training for a period of 2 years, after which they would be offered jobs subject to the availability of the same

First round consists of written test.

Candidates with 45% & above score in written test are short listed for the interview ( second round)

Second round consists of a face to face interview with plant manager, HR manager & concerned engineer as panel members.

Candidates selected in interview are offered job

At the time of joining candidates are required to fill up a set of joining forms. This form captures:

a) Personal Information i.e. name/age/address/telephone no.

b) Past employer address and tenure with the organization.

b) Information needed at the time of joining TC "Information needed at time of joining" \f C \l "1" :

Along with these forms following documents have to be submitted

b) Diploma Certificate

c) Proof of age ( SSLC certificate)

d) Relieving letter from the immediate previous company.

e) Experience letters from all the previous employers.

f) Pay slip from previous employer

c) Induction and Orientation:

The selected candidates are sent to Chennai for induction and orientation program.

2. INFORMATION ABOUT PAYThe Team Members are paid salaries through Bank Accounts as submitted by them, before 7th of every month.

Salary Structure: The salary of the Team Members consists of the following Components: BASIC: It is a fixed amount payable to every Team member calculated on the basis of number of days present.

ALLOWANCES:

Fixed Dearness Allowance: A fixed amount of Rs. 1,300/- is payable to every Team Member calculated on the basis of number of days present.

House Rent Allowance: A fixed amount of Rs. 950/- is payable to every Team Member calculated on the basis of number of days present.

Performance Pay: It is a fixed amount payable to every Team member calculated on the basis of number of days present.

Conveyance Allowance: A fixed amount of Rs. 700/- is payable to every Team Member calculated on the basis of number of days present.

Food Allowance: Rs. 156/- (Fixed Amount) is paid towards food allowance to every team member by the company.

Shift Allowance: The Team Members are paid Shift Allowance as per the rates given below:

1st Shift 0

2nd Shift Rs. 7/-

3rd Shift Rs. 10/-

Multi-Skill Allowance: Rs. 50/- (calculated as per Team Members Attendance) is paid to every team member towards their multi-skill allowance

Washing Allowance: It is paid at the rate of Rs. 2/- for the number of days physically present.

Over Time Allowance:

The Team Members are eligible for OT calculated for every hour worked over and above 8 hrs on any given day

OT is calculated at the rate of 200% of the Salary consisting of Basic Pay, FDA, HRA, Performance Pay, Conveyance Allowance and Multi-Skill Allowance.

PRODUCTION INCENTIVE: Every Team member is paid production incentive based on the production targets achieved separately for different lines and shifts. (Annexure- 1)

DEDUCTIONS:

Provident Fund: 12% of the Team Members Basic and FDA for the particular month (calculated on the basis of number of days present) is deducted towards PF.

Professional Tax: As per the slabs given, Professional Tax is deducted from every Team Members salary

Personal Loan: Any personal loan availed by team members, the installment for the same would be deducted every month till the Loan amount is recovered completely.

Festival Loan: In case any festival loan is availed by the team members, the installment for the same would be deducted every month.

LIC: Any premium payable under the policy would be deducted from the Team members gross salary

Union Fee: An amount of Rs, 20/- (as determined by the Union) is deducted towards union fee from the Team Members salary.

3. LEAVE POLICYThe company demands high standard of efficiency from its employees and therefore recognizes the need for rest and recuperation in the form of leave and as per statutory requirements.

Eligible employees: Leave for all confirmed team member who are on the rolls of the company will be determined by this policy.Types of leaves:

Casual Leave

Sick Leave

Privilege Leave

Casual Leave (C.L):

The number of C.L granted to a team member is 7 days in a year.

The team member who joins services in the course of the year is given proportionate C.L.

C.L is granted primarily to redress his need, to attend some personal work/emergency work.

The team member can avail half day C.L for second half of the shift with prior permission.

Where such an event can be anticipated team member should inform in writing to his immediate superior about his intention to go on C.L and the intended duration for the same.

C.L for three or more than three days will automatically be treated as P.L for the full duration.

After the team member returns from the C.L, such leave needs has to get recorded in the leave card to reflect the correct position as regards leave availed and the outstanding leave balance.

Sick Leave (S.L):

Team member are given seven days as S.L.

S.L will be granted only to those team members who are unwell, sick or injured on duty.

The team member who joins services in the course of the year is given proportionate S.L.

The Team Members can avail half day S.L for second half of the shift with prior permission.

In the event of team member getting covered under ESI scheme, the S.L automatically gets cancelled.

S.L for a duration exceeding three days at a stretch would require a medical parishioners recommendations/certificate to justify the same.

Must keep his immediate supervisor informed about his absence either directly or indirectly.

Upon resuming duty, the team member is required to submit leave card and record such period of absence.

Privilege Leave (P.L):

P.L is one day for every twenty days of actual work. The period of leave calculation will be calendar year.

P.L would accrue to a team member only upon completion of his probation.

The team member has to apply for P.L in writing in the leave card, two days in advance and approval is to be taken from the concerned authority compulsorily.

A team member who wishes to extend the leave originally granted to him is required to make application in writing to the sanctioned authority and get the extension approved.

A team member can avail P.L if the leave extends to more than three days.

Subject to leave balance, a team member may avail P.L for any duration. However such duration needs to have approval from the superior.

Any Holiday which falls in the middle of leaves would be considered as a leave day.

Leave without pay:

Depending on the merits and circumstances of the case, the company may at its discretion grant leave without pay to team member, who are not eligible for leave- for one or other reason listed above.

Accumulation of leave:

A team member can accumulate P.L up to a maximum of 30 days. And a maximum of 30days can be carried forward for the next calendar year.

Any unutilized C.L will lapse at the end of the calendar year and therefore no accumulation of C.L is permissible.

S.L may be accumulated up to a maximum of 21 days and same can be carried forward to next calendar year.

Encashment:

No leave (P.L, C.L and S.L) can be enchased by a team member in any circumstances.

P.L automatically lapses to the extent of the maximum permissible accumulation of 30days, which can be carried forward to the next calendar year.

For encashment of leave, upon cessation of service of a team member, P.L should be calculated and enchased till the date of his separation.

Any such leave encashment will be taxed in accordance with the prevailing statutes.

For purpose of encashment, only basic salary and dearness allowance will be considered.

4. GENERAL CONDITIONS OF EMPLOYEMNT Holidays:

Sunday is a weekly off during Off- Season i.e. from July to January.

During Season, the plant would be running 7 days a week and thus the Team Members are given off once in a week as per the staggered off schedule notified to them

The Company offers 10 public holidays in a calendar year which would be notified by the HR Department on the notice Board, at the beginning of the year.

Shift Schedules:

The plant works in 3 shifts as per the below mentioned timings:

1st shift: 6 AM - 2 PM

2nd Shift: 2PM -10 PM

3rd Shift: 10PM - 6 AM

The shift schedule for all the team members would be put up on the notice board every week by Saturday 1 PM.

The Team Members coming for the 1st shift would be required to come for the 3rd shift during the next week which begins from Monday. Similarly, 2nd shift Team Members are required to come for the 1st shift for the next week and 3rd shift Team Members are required to come for the 2nd shift.

The Team Members coming for the General Shift would be required to come for the General Shift only.

Any change in the shifts required has to be duly informed and approved by the concerned Engineer, HR Manager and Manufacturing Manager.

In case of requirements for production on Sundays or any Holiday, the Team Members may be required to come as per the instructions.

Team members coming working on Sundays would be eligible for Over Time Allowance for the number of hours worked on that day.

Team Members working on any Holiday-(published by the company) would be given double attendance for that day. The Team Members would be given OT for every hour worked over and above 8 hrs on any such day.

The Team Members, who would be required to come on a Sunday or any Holiday is decided by the concerned Engineer and the list for the same would be put up on the notice board the previous day.

Staggered Off

During Season i.e. from February to June, the plant would be running for all the 7 days in a week.

Each team member would get a staggered off on any day of the week as decided by the concerned Engineer during the season and the shift schedules would be put up on the notice board accordingly.

Safety measures at workplace :

The following safety Equipments are provided in the factory and the Team Members are required to strictly follow the safety measures:

Emergency Siren

Fire hydrant system

Fire Extinguishers

Sand buckets

Foam monitors

Fire water reservoir

Roof Top Ladder

Safety showers with eye wash

Fire hoses and nozzles

windsock

Dress Code;

The company provides three shirts and two trousers and a pair of shoes per year for every Team Member.

The team members are required to strictly adhere to the dress code specified by the management i.e. Shirt, Trouser and Shoes.

Team members working on the shop floor are required to wear the caps.

Any team member violating the above mentioned Dress Code would be given a warning for the first time. Any further violation would lead to disciplinary action by the Management.

Security Measures;

All team members are liable for search by the security staff as a security measure of the company while entering and leaving the company premises.

However female team members shall be searched by a female searcher only.

Security check of the team member will be made in presence of another team member.

Team members carrying Tiffin boxes, documents, bags and other receptacles shall keep them open for inspection as they pass out of the gate. Vehicles used by team member if any, will also be subject to search

The company has a right to remove from those searched any articles belonging to the company or such any other article as the company may consider would endanger the personnel or property of the company.

Retirement Age:

On medical grounds:

A team member while being examined by the company doctor is found unfit for continued employment he shall be retired on medical grounds.

On attaining the age of superannuation:

The age of retirement shall be 58 years. The management would retire the team member from his services on reaching 58 years.

In determining the age SSLC Certificate will be taken as base. In the absence of any proof of age, the opinion of company doctor shall be considered to be conclusive with regard to the age.

Layoff and Severance:

The management shall have the right to lay-off workmen in the event of fire, catastrophe, breakdown of machinery, non-supply of power shortage/non availability of raw material or necessary spares, outbreak of epidemic, floods, national calamities, civil commotion, any adverse changes in the commercial environment, which will make business unviable, agitations, violent actions, go slow, sit-in-strike or any such actions by team members either individually or collectively, which will make the smooth working of the factory impossible or any other reason beyond the control of management.

In the event of stoppage during working hours the team members affected will be notified as soon as practicable as to when work will be resumed and whether they are to remain inside or leave the factory

In the event of stoppage during working hours, the team members would be paid wages only upto the time of stoppage as declared by management.

In the event of any stoppage by any team members/ individually or collectively for any reason whatsoever, the management shall not pay proportionate wages by informing the concerned team members.

When team members have to be laid off for a period exceeding 45 days in a calendar year, their services may be terminated after giving them due notice or pay in lieu thereof.

Outside Employment:

No team member shall engage himself in any other part-time or full time employment directly or indirectly. Any team member found in double employment shall be deemed to have committed a serious misconduct, entailing dismissal from service.

5. PERFORMANCE MANAGEMENT AND EVELUATION Gradation: 3 Gradation systems have been introduced and the team members would be placed in the below stated grades as per the criterion mentioned below and after carrying performance evaluation:

Grade 1 - EG1

Grade 2 - EG2

Grade 3 - EG3

The criteria for gradation are- 1. Qualification 2, Total Experience 3. Skill and 4. Supervisors evaluation on performance and potential

Performance Evaluation: For the purpose of placing team members in the said grades, the performance evaluation will be done for the period from 1st November to 31st May every year. During this period, their performance would be closely observed by the management and performance evaluation would be done accordingly.

The Team Members would be given increase in their Basic Salary in July Every Year, ranging from Rs. 50/- Rs. 100/- and Rs. 150/- based on their grades.

Annual Variable Pay: The Team Members are paid variable pay once in every year based on the scores given by the Quality and Production Departments. ( Annexure- 2) Long Service Award: The Team Members are awarded for their long service in the organization. Team Members completing 5 years and 10 years of their service would be awarded by the Plant Manager.

6. BENEFITS AND PROGRAMS Personal Loan: (Annexure- 3)Purpose: Under this scheme, the loan can be availed for the following purposes: Team members who are in financial crisis due to their marriage.

Any medical emergency in their family.

For continuing education of self provided that the sanctioning authority is satisfied.

For the education of two legal children.

Maximum amount allowed: The maximum amount of loan which can be availed

Under this scheme is Rs.5000. Deduction from wages:

The loan taken under this scheme is deducted in 20 equal installments from the salary of team member who has availed the loan.

The deduction will be at Rs.250 per month irrespective of amount availed under the scheme.

Eg: for a loan of Rs.2000, the deduction will be in 8 installments of Rs.250 per month.

A team member can avail the loan for any number of times subject to fulfillment of condition that he has repaid the previous loan fully.

The first recovery of installment will be maid from the wages for the month following the one in which the loan is paid.

A team member who wishes to avail loan is required to furnish the following documents:

If for medical reasons: A copy of a related prescriptions/medical bills/reports/diagnosis of the doctor or hospital etc.

For marriage purpose: A copy of wedding invitation.

The sanctioning authority will have the discretion to pass the loan or to reject the application.

The team member is required to fill the prescribed form and submit it to the HR department. The amount of loan will be given through Cheque within 15days from the date of receipt of application

No fresh loan can be claimed at the time of existence of old loan.

Festival Advance: (Annexure-4) The company will give an interest free festival advance equivalent to one months basic salary plus Dearness Allowance of the respective Team Member. This will be paid to all the Team Members once in a calendar Year. On the occasion of any of the following festivals: Ugadi Ramzan Christmas The union is required to submit a collective application for the festival advance in one month advance furnishing a list of Team Members who wish to avail it.

The same shall be recovered in 10 equal monthly installments from the salary of the respective Team Member

The first recovery of the installment would be made from the pay for the month following the one in which the advance is paid.

The advance will become payable only after the advance paid during the previous year has been fully recovered.

Bonus:

Bonus is payable as per the Bonus Act, 1965.

Employees drawing salary (Basic+ CCA) equal to a less than Rs. 3,500/- will be eligible for bonus at 8.33% of salary or Rs. 2,500/- whichever is less.

Medical Benefit:

Hospitalization: All Team Members and their family members (spouse and 2 children) will be covered under Group Mediclaim Scheme to avail benefits of reimbursement of hospitalization expense upto a maximum limit of Rs. 60,000/-

Medical Reimbursements: (Annexure-5)

All Team Members will be paid a reimbursement of medical expenses upto Rs. 1,000/- per annum to meet the medical expenses if any.

The amount will be paid only on submission of prescriptions and bills and the same cannot be carried forward next year.

Whenever the ESI Scheme gets extended to the present Non- ESI Team Member, the payment of this medical reimbursement shall automatically get cancelled and the management would pay the employers contribution to the ESI Scheme payable in respect of that Team Member.

Procedure for claiming Medical Reimbursements is as follow:

The Team Members are required to fill up a medical reimbursement form as prescribed under the scheme to claim the amount

Al the medical bills which a Team Member wishes to get reimbursed need to be attached to the claim form.

All medical bills/ consultancy charges exceeding Rs. 250/- need to be submitted with the prescription from the concerned registered medical practitioner.

If the amount is spent for any diagnostic tests, X-rays, scanning etc. then a copy of the report need to be attached to the claim.

The following items shall be disallowed/rejected:

Cost of toiletries, cosmetics, beauty clinics, etc.

Cost of baby milk powder, nappies, etc.

Diagnostic tests not advised by the Doctor.

Claims pertaining to non-dependent family member

Claims exceeding the budget

Claims not supported with proper bills.

Claims not submitted in the prescribed format/Time

Claims pertaining to the month have to be lodged by 15th of the following month and claims will be settled by 20th of the month.

The balance if any in the budget will not be carried forward to the next year.

Provident Fund:

The Company contributes 12% Basic + FDA towards PF for every Team Member

The Team Members can withdraw their PF i.e. 24%(12%- employees contribution & 12% employers equal contribution) at any point in time during their service provided they have completed 6 months service in the organization.

In case the team member has not completed 6 months with the company and decides to leave, then the same PF Account can be carried to the next organization

Team members completing 10 years of service would be paid 15.67% of their PF and the rest 8.33% would be transferred to their pension fund paid to them after attaining the age of 58 years.

ESI

This is applicable only for Kumbalgodu Team Members

The Team Members are not eligible for sick leave

1.75% of Gross Salary is deducted towards their ESI Fund for every Team member.

The Company also contributes 4.75% of Gross Salary towards the same for every team member

As per ESI Act, in case any Team Members is sick, he would be paid full salary for the period by ESI department.

Gratuity:

At the time of Resignation/ Retirement of the Team Members, they would be paid gratuity calculated as below:

(Basic+ FDA)*15/26* No. of years in service.

Funeral Expenses: On death of any Team Member the company will give Rs. 10,000/- to meet the funeral Expenses.

7. SOCIAL AND WELFARE ACTIVITIES Celebrations @ Nelamangala:

Pepsi Day: It is organized once in a year for one full day to celebrate togetherness and achievements by all PepsiCo Employees, Nelamangala Plant. It is attended by all the family members of Pepsi Employees. On this special day, various cultural and sports events are conducted. Lunch would be provided and all other expenses would be borne by the company. Traveling facility for the employees and their families would also be provided on this day by the company

Ayudha Pooja: On this occasion, 1 kg sweets and 250 gms of khara (mixture) would be distributed to all the Team Members. Anybody absenting on the occasion of Ayudha Pooja, is required to collect the sweets and khara within 2 days from the day of Ayudha Pooja. Karnataka Rajyotsava Day: This day is celebrated by calling an eminent personality from Karnataka as guest of honor. Breakfast, Lunch and evening Tea would be provided to all the Team Members and Cultural Events are also conducted in the evening on this day. Canteen:

For the convenience of the Team Members, the company has a canteen facility which runs as per the below timings:

From Till Price

Break Fast8.00 AM 9.30 AM

Lunch1.00 PM2.30 PM

Dinner 8.00 PM9.30 PM

Bakery/ Tea

The company has arranged for a Bakery next to the canteen which keeps open from 4.00 PM to 7.00 PM

The Team Members would be served tea/Coffee as per the below mentioned timings:

7 am - 8 am

3 pm- 4 pm

7pm - 8 pm

Gifts: Marriage Gift- The Team Members getting married would be given Rs. 2000/- as a Marriage Gift by the Company

Birthday Gift The Team Members are given Birthday Gifts on their Birthdays.

Transport Facility:

The company has arrangement for a van which picks up the Team Members at particular locations as per the shift timings.

3 Vans have been arranged for the convenience of the Team Members to different routes as below:

1. Tumkur

2. Nelamangala

3. Bangalore city ( upto Vijayanagar)

First Aid Box:

1. For the well being of the Team Members a first aid box is being maintained by the HR department.

2. The first aid box contains basic medicines for cold, fever, injury, etc. These medicines will just give temporary relief.

3. For further diagnosis the Team Members are advised to consult the Doctor whos appointed by the Company visiting the factory premises on Wednesday every week.

Suggestion Box:

To stimulate creativity through ideas from our team members, encourage innovation, grievance handling and in total to infuse positivism in the entire system, 2007 onwards Suggestion Box would be maintained near the notice board.

Any suggestion, complaints or ideas can be given by the team members in and dropped in the suggestion box, which would be discussed in the weekly meetings

All suggestions received would be acknowledged and necessary secrecy would be maintained

Best suggestion/idea would be awarded.

Free Food:

During the OT hours, the team members are allowed free food from the canteen, for which the team members are required to take Token from the Security

Team Members coming for the 3rd Shift i.e. 10 P.M. to 6 A.M are provided with Good Day Biscuits.

Sports Items:

In order to help team members to refresh from work they are provided with sports items like carom, volleyball, shuttle badminton etc in their free time.

8. PARTICIPATIVE MANAGEMENT SCHEME Committees:

The company in order to strengthen the communication process between the team members and the management, to have a clear cut understanding of the ensuring problems and probable solutions and in order to encourage participative functioning at the plant it has constituted the following committees:

1. Safety committee

2. Canteen committee

3. House Keeping committee

4. Community Development committee

5. Cultural and Sports committee

6. Library committee.

The main aim of setting up these bodies is to promote measures for maintaining harmonious relations in the work place and to sort out differences of opinions in respect of matters of common interest to employers and employee. The committees are the consultative bodies. Their functions/responsibilities are:

Clearly bringing out the issues in the meeting and suggesting probable solutions

Constantly communicating with the team members, understanding their problems and addressing the same.

Redressal of the issues in the most amicable manner

Any other matter as decided by the committee from time to time.

Weekly Meetings: Every week on Saturday at 2.00 PM there would be a Management- Team Members meeting in the Capability Center, where in all the issues related to Team members grievances, production, safety etc. would be discussed.

9. CONDUCT AND REGULATIONSThe following acts and omissions shall constitute misconduct:

Committing nuisance on the Companys premises.

Obtaining or attempting to obtain leave of absence by false pretence or feigning sickness

Theft, fraud or dishonesty in connection with the companys business or property.

Willful damage to or causing loss of the Companys goods or property.

Taking or giving bribes or any illegal gratification.

Habitual absence without permission or absence without leave for more than 10 consecutive days.

Habitual late attendance or leave of work before the scheduled time or absence from place of work without proper permission.

Entering or remaining on company premise unless on duty without permission.

Habitual neglect of work.

Slow down performance of work or inciting others to resort to go slow policy.

Drunkenness, riotous, disorderly or indecent behavior in the premises of the company where there is a nexus between employment and such commission where such behavior is likely to affect the image of the company.

Possessing of alcoholic liquor in the premises of the factory and/or while traveling in the companys vehicle.

Exchange of blows and or quarrelling between employees in the factory premises or in the companys vehicle.

Loitering or idling or wasting time during working hours, absenting from the place of work without obtaining prior permission and or being within the factory after working hours or before authorized hours of work without written permission.

Failure to work on a weekly holiday and or on a declared holiday or refusal to do overtime work when required doing so.

Absence without leave and or overstaying sanctioned leave without obtaining prior sanction for overstaying.

Sleeping and or dozing in any form while on duty.

Gathering and or holding any demonstration within and or near the factory premises or inviting or instigating others in such act.

Sudden stoppage of work resulting in damage of companys machinery and or property.

Smoking or spitting within the premises of the factory except in such places where it is permitted.

Unauthorized disclosure of information regarding the affairs of the company or companys business methods and or inventories and or know-how and or secrets which has come to his knowledge in the course of his employment in the factory.

Misappropriation of companys property belonging to the company.

Holding or attempting to hold or attending any meetings within the premises of the company without written consent of the management.

Refusal to accept and acknowledge charge sheet, orders or any other communication addressed to an employee.

Canvassing for the union or an association or party membership within the factories premises.

Willful insubordination or disobedience whether alone or in combination with others to any order of his superior in discharge of his duty.

Indulging in political activities during working hours of the company within the companys premises.

Threatening and or intimidating and or calling and or fighting and or assaulting and or exerting pressure by surrounding and or otherwise, any employee of the company and or anyone else and or attempting to do so either within and or outside factory in connection with any matter having any bearing on the discipline and or work of the company.

10. PENALTY FOR MISCONDUCT

Any team member found guilty of any misconduct may be:

A) Minor punishments;

Written warning.

Suspension for specified period without salary not exceeding seven days.

Withholding of increment for not more than six months.

B) Major punishments:

Discharge or removal from service which may not be a disqualification for future employment.

Demoted in rank and post with reduction in salary.

Dismissed or discharged without notice.

11. TERMINATION OF EMPLOYMENT

Termination of Employment by Employee:

Team member desirous of resigning from the employment of the company may do so by a written letter of resignation.

Once resignation is accepted by the management, it shall not be open to the team member to either withdraw his/her resignation and or to raise any dispute with regard to his/her resignation.

Team member shall be required to obtain a clearance certificate from the concerned department/section before raising his claim for full and final settlement of accounts payable to him.

Termination of Employment by the Management:

The employment of a permanent team member can be terminated by the management by giving one month notice or by giving one month wage in lieu of one month notice without assigning any reason whatsoever.

The services of a probationer may be terminated at any time during the period of probation or at the end of the period of probation without giving any notice and or without assigning any reason for such termination.

The services of the team member is liable to be terminated on any of the following grounds without any prior notice:

1) misconduct

2) superannuation

3) Insanity, physical infirmity contagious/infectious diseases/ infectious diseases or ill-health.

4) Reduction of strength or abolition of the department in which he/she is employed or reduction of labor as per the provisions applicable under the Industrial Disputes Act 1947.

12. GENERAL

Movement Pass:- (Annexure- 6) Any Team Member required to go out for some personal reason is required to take Movement Pass from HR and get approval from the concerned Engineer.

The team members are strictly advised to come back to the plant as per the time mentioned in the movement pass. Any delay may call for action by the concerned Engineer.

Out Pass: (Annexure- 7) Any team member required to leave early has to get their out pass approved by the Concerned Engineer and present it to HR before leaving

In such Case, they would be marked present for the number of hours worked.

Essential Services:

The following services are treated as essential services and the team members working in these sections should not refuse to work whenever called upon and shall be ready to work on any shift, should also not go on strike along with other team members.

Operations and maintenance of electricity and any kind of power generation or supply of power.

Operation and maintenance of water and sanitation.

Security and fire fighting services

Operation and maintenance of CO2, ETP.ANNEXURES:1. INCENTIVE SHCEME SLABS

L1 L2 L3 L4 L5 L6

1-L1 Slice Line Prod.55-60

561-65

1066-75

2076-80

3081-94

40>90

50

1-L2Ketner Line Prod.55-60

561-67

1068-75

2076-80

3081-94

40>90

50

1-L3PET Line Prod.65-69

570-74

1075-80

2081-85

3086-94

40>90

50

1-L4Aquafina Line Prod.68-70

571-75

1076-85

2086-90

3091-94

40>90

50

1-L5Blow Moulder Efficiency Cumulative65-75

575-80

1080-85

2085-90

3091-94

40>90

50

2ABev. Power (8 oz)- CSD0.29-0.31

500.289-0.27

750.269-0.25

1250.249-0.23

1750.229-0.21

225