standing orders

Standing Orders

Chennai Factory

M/s. NOKIA INDIA PRIVATE LIMITEDSituated within Nokia Telecom SEZ

Chennai - Bangalore HighwaySriperumbudur, Kancheepuram District

Tamil Nadu, India

Standing Orders

1 Effective Date & Applicability

1.1 These orders shall come into force as per section 7 of the Industrial Employment (Standing Orders) Act, 1946.

2 Definitions

In these orders unless there is anything repugnant in the subject or context.

2.1 Bye Laws of the Society : Shall mean the Bye-Laws of Nokia Telecom SEZ Park Society framed in line with Tamil Nadu Societies Registration Act, 1975, and as may be amended from time to time as per the due procedure of law;

2.2 Company or Establishment or Factory or Facility means manufacturing facility of M/s. NOKIA INDIA PRIVATE LIMITED situated at Nokia Telecom SEZ, Chennai -

Bangalore Highway, Sriperumbudur, Tamil Nadu, India. Or any other establishment or factory or facility established by management of M/s.NOKIA INDIA PRIVATE LIMITED within the State of Tamil Nadu.

2.3 Common use Facilities and Shared Services : Shall mean common civic amenities and facilities for usage within the Nokia Telecom SEZ, but shall not include, any infrastructure or facility constructed by or on behalf of Nokia at its own cost for its exclusive use in the Processing Area or Non Processing Area of the Nokia Telecom SEZ;

2.4 Premises means the area of properties leased or hired by the Company and includes all buildings as well as Common Use Facilities and Shared Services situated in the Nokia Telecom SEZ at Sriperumbudur, Kancheepuram District or otherwise and shall include the buses/vehicles plied for common use of the employees of M/s.NOKIA INDIA PRIVATE LIMITED.

Company Confidential

2.5 Employer - means corporate entity known and styled as M/s.NOKIA INDIA PRIVATE LIMITED (known as company) or any of its successors in interest or any persons as may be expressly empowered by the said company to junction on its behalf for any specified purpose/purpose of these Standing Orders and whenever the expression management is used, it shall mean the employer.

2.6 Manager means any person authorized to exercise for the time being any of the powers or functions of the Manager under these orders or to whom such power or function of the manager have been delegated by the Management.

2.7 Processing Area : Shall have the meaning assigned to the said term under the India SEZ Act, 2005 so far as it relates to the Nokia Telecom SEZ situated at Sriperumbudur, Kancheepuram District;

2.8 Superior means the employee of the company who by the reason of designation or official position exercise control, supervision or authority over the workmen in the section, Division or Department where he is employed whilst in the company.

2.9 Workman means any individuals those coming under the definition of workman under the section 2(s) of Industrial Disputes Act, 1947.

2.10 Muster Roll means the Register or Registers maintained for disclosing the names of the employees of all categories.

2.11 Non Processing Area : Shall have the meaning assigned to the said term under the SEZ Act 2005 so far as it relates to the Nokia Telecom SEZ situated at Sriperumbudur, Kancheepuram District.

2.12 Notice means the notice in Tamil or English required or intended to be given and displayed on the notice board of the company and/or served in person or dispatched through post/telegram or by a special messenger or through courier or Email or such other media available.

2.13 Notice Board means the Board maintained in a conspicuous place or places within the Premises for the purpose of displaying notices required to be pasted or affixed under the provisions of these Standing Orders. Notices so pasted or displayed on the Notice Board shall be deemed to have been served on those for whom they are intended.


2.14 Nokia Telecom SEZ or SEZ means the entire area notified as Special Economic Zone by the Ministry of Industries, Govt. of Tamilnadu situated at Chennai - Bangalore Highway, Sriperumbudur, Tamil Nadu, India.

2.15 SEZ Resident Units : Shall mean approved Units situated within the Nokia Telecom SEZ situated at Sriperumbudur, Kancheepuram District.

2.16 Singular means Plural and Masculine includes Feminine and vice versa.

2.17 Communication includes pasting of a copy of any letters or notices on the notice board.

2.18 Habitual means involving repetition of any act of omission or commission or not less than THREE occasions in any period of twelve-months.

3 CLASSIFICATION OF WORKMENWorkmen shall be classified as follows :

3.1 A Permanent workmen is one who is employed on a permanent basis, which includes any person who has satisfactorily completed the prescribed period of probation in the same, higher or equivalent post in the company and whose appointment has been confirmed in writing by employer or by any other person authorised by him.

3.2 A probationer means a workman who is provisionally employed to fill in a permanent vacancy on the basis of trial and who has not completed six months of satisfactory service provided that the employer may, in a particular case, where he is not satisfied with the performance or conduct of a workman, extend his probation by such further period as may be considered necessary but not exceeding 6 months. A workman is deemed to have completed the probation satisfactorily, if unless, the communication extending or terminating his probation is informed in writing before normal date of completion.

Provided further that, if a permanent workman is employed as a probationer in another post, he may, at anytime, during or at the end of the probationary period be reverted to his previous permanent post and fix the salary as drawn by him before promotion.


3.3 A temporary workman is one who is employed for work for a fixed period which is of an essentially temporary in nature, or who is employed temporarily as an additional workman against temporary increase of work of permanent nature or is employed on account of temporary absence of permanent workmen or probationer. The Management may appoint persons temporarily for a specified period.

3.4 A Casual workman is workman who is employed for a work, which is of casual nature or for some unexpected and unforeseen work, which is not likely to last for a long period.

3.5 Trainee, means a person engaged as learner to undergo training in a job/trade for a specified period to be expressed in the contract of training, with payment of stipend during the period or training and which period shall not exceed one year in the case of a person who is already completed Apprenticeship in the company and in all other cases, three years. The company is not obliged to employ him after the completion of training period.

3.6 An apprentice means a person undergoing apprenticeship training under The Apprenticeship Act, 1961 and shall be entitled to a stipend as per the said Act during the period of his apprenticeship training and a certificate on completion of the apprenticeship period.

3.7 A Badli / Substitute is a workman who is employed in the place of another workman whose name is borne on the Muster Rolls of the Establishment.

4 Recruitment & Employment

4.1 No person below 18 years of age will be considered for employment in the company.

4.2 At the time of seeking employment all persons shall be required to fill in an Application Blank Form and furnish copies of the certificate/ testimonials for qualification and previous service. He shall indicate complete details, including break in education/employment, if any, and cause thereof.

4.3 A person will be deemed to be trainee/temporary/probationer/ permanent workman only after the appropriate appointment order is issued by the employer. No such letter is necessary when a person is engaged as a casual workman.


4.4 No workman, while in service of the company shall accept any other employment, direct or indirect, whether part time or full time with or without remuneration.

4.5 Every workman shall notify to the company, in writing, his address in full and all changes thereof from time to time without any delay and in any case within three days of any such change. In the absence of any intimation in writing, the last known address given by the workman and as available in the records of the Company will be deemed to be correct and the address for service of the workman for all purposes.

4.6 Physical fitness at all times is a prerequisite for taking up employment and continued employment in the Company.

4.7 No person shall ordinarily be employed in the service of the company unless he is certified fit for employment in the post for which he is proposed to be employed, by a medical officer appointed or nominated by the company. All appointment letters issued will be deemed to be provisional till a medial fitness certificate is produced as required by the company.

4.8 No person shall be appointed in the permanent employment of the Company except with a certificate of physical fitness from the Company’s authorized Registered Medical Officer. The company may at anytime during his service require a workman to be examined by the Company’s Registered Medical Officer or by a Medical Officer appointed for this purpose. If on such examination, in the opinion of the Medical Officer, the workman is found to be suffering from any disease that is liable to continuously or frequently interfere with the workman’s normal working, or is unfit for continued employment in the Company, the Company may subject to Sec. 25(F) of Industrial Disputes Act, 1947 discharge such workman.

4.9 No workman shall undertake any studies, private or institutional, without express permission in writing from the Manager and when a workman undertakes such studies of any academic or professional course, with the permission in writing of the Manager and if the Manager feels that the attention of the workman is or is likely to be divided and/ or his education stands a barrier in the diligent discharge of performance of his duties in the Company, the Manager may withdraw the permission without assigning any reason therefore.

4.10 All selection / appointment orders are made on the basis of information given by the candidate in his application for employment. If any information so furnished is found to be incorrect at any stage, the offer of appointment will be deemed to be null and void.


5 Proof of Age

5.1 The candidate for employment should, for the purpose of proof of his age and date of birth, produce one of the following documents:

5.1.1 Matriculation or school - leaving certificate granted by the Board of Secondary education or the educational institution last studied.

5.1.2 A certificate copy of the date of birth as recorded in the register of Municipality, local Authority or with Register of Births or Voters Identity Card or Ration Card or Certificate from Government authorised Dentist.

5.2 If a candidate for employment is not able to produce any documentary evidence in support of the date of birth which is acceptable to the employer, he may be referred to a medical officer appointed by the Company, whose opinion regarding candidate’s age shall be taken as final and binding upon the candidate.

5.3 The date of birth of a candidate once determined as above shall be the sole evidence of his age in relation to all matters pertaining to his service, including fixation of the date of retirement from the service of the company.


6 Shift working

6.1 Shift working shall be required in accordance with the Factories Act, 1948. More than one shift may be worked in any department or departments at the discretion of the Company.

6.2 Notices showing the period and hours of work for all groups of workmen in the establishment and for each shift shall be displayed on the notice board.

6.3 Subject to the provisions of law for the time being in force, the employer reserves the right to engage all or any number of its workmen to overtime on any day or on weekly holiday or declared holidays.

6.4 If more than one shift is worked in the establishment workman shall be liable to be transferred from one shift to another. The workman shall be liable to work in any shift indicated to them for as long a period as a Company considers it necessary, subject to the provisions of the Factories Act 1948.

6.5 No shift working shall be discontinued without notice of thirty days being given in writing to the workman prior to such discontinuance, provided however, that no such notice shall be necessary if:

6.5.1 The discontinuance of the shift is under an agreement, or

6.5.2 As a result of discontinuance of the shift no permanent workman will be retrenched, or

6.5.3 The discontinuance of the shift is due to circumstances beyond the control of the Company. If as a result of the discontinuance of the shift working any workman is to be retrenched, the provisions of the Industrial Disputes Act, 1947 shall apply in respect of such retrenchment. If the company processes to reemploy any or all of the retrenched workmen, it shall be done in accordance with the provisions laid down in the Industrial Disputes Act, 1947.


7 IDENTITY CARD

7.1 Every workman will be provided with an identity badge or card, which shall be worn by him in a visible manner at all time during the working hours irrespective of location/place of work.

7.2 In case, he does not carry this badge/card, he may be refused entry and marked absent.

7.3 Such identity badge/card have to be produced on demand at anytime.

7.4 The identity badge/card are the property of the company. Hence it has to be surrendered by the workman to the employer at the time of relinquishing services of the company and before final settlement of dues.

7.5 Workmen shall take utmost care of the badge/care to ensure against loss or theft. Loss shall be immediately reported to the Executive nominated for this purpose through concerned superior. The cost for replacement of badge/card shall be recovered from the workman concerned.


8 ATTENDANCE8.1 The workman shall personally record his attendance in the manner prescribed or

the system provided for making attendance.

8.2 No workman shall record the attendance other than his own and if the workman is found to do so, such workman as well as the person whose attendance has been recorded shall be liable for disciplinary action.

8.3 Any workman failing to mark the attendance in such manner as may be required is liable to be treated as absent.

8.4 All workmen shall be at their respective work spots in the factory at the time fixed and notified by the employer for this purpose fully prepared to commence work. No grace time shall be allowed. Any workman after recording his attendance found to be absent during working hours from his proper place of work without permission or without sufficient reason is liable to be dealt with under the Standing Orders for the misconduct and will be liable to be treated as absent for the whole day in case his absence commences before the interval and half-a-day in case his absence commences after the interval.

8.5 No workman shall leave his place of work during working hours without prior permission from the departmental/section head/ superior.

8.6 Any workman found absent during working hours from his appointed place of work without permission or without sufficient reasons shall be liable to be treated as absent for the whole day in case his absence commences before the interval for rest and for half-a-day incase his absence commences after the interval. Appropriate disciplinary action also may be taken against him as provided for under these standing orders in addition to wage deduction.

8.7 No workman shall leave his appointed place of work except with the permission of the superior. The company may introduce a system after consulting the workmen by which the movement of the workmen is regulated and in which event the workman is obliged to follow the same.

8.8 Workman attending late shall be liable to be shut out and treated as absent for a full day. However, if the latecomer gives sufficient reason to the satisfaction of the Company, he may, at the discretion of his superior/Manger be allowed to enter the Establishment and he should immediately report to the person authorized before commencing his work. He shall be liable to the deduction in wages as per the provisions of The Payment of Wage Act, 1936.


9 ENTRY & EXIT

9.1 The workmen shall not enter or leave Premises of the factory except by the prescribed gates meant for this purpose. Likewise, the workman shall follow such manner of entry and exit prescribed from time to time for entry into the SEZ Premises.

9.2 Workman shall not leave the Premises during working hours without prior written permission from the appropriate authority.

9.3 Any workman whom the Company suspects to be under the influence of alcohol or drug or suffering from contagious or infectious disease on or possession of any article prejudicial to the security of the company or other employees, shall not be allowed entry into the Premises of SEZ / Factory. If such workman is already in the Premises, the Company shall have the right to remove such workman from the Premises.

9.4 No workman shall enter the Factory /SEZ, except while on duty, without proper permission of an officer authorized by in his behalf.

9.5 No workman should leave his place of work and enter any other department without sufficient reason or permission of the superior. If any workman is found loitering, at a place other than his authorized place of work, disciplinary action will be initiated against such workman.

9.6 Any workman who is on off-duty or on leave, lay-off suspension, discharged, dismissal, tendered resignation, are not required to be present at the Premises or declared by a competent authority that he is suffering from contagious or found to have been under the influence of alcohol shall, immediately leave the premise of the company.


10 Search

10.1 All workman are liable to be searched at anytime while inside the Establishment / SEZ and while Leaving the Premises by the security personnel or by a person authorized to do so by the Manager in order to ensure that they are not in unauthorized possession of any property belonging to the Company or any property belonging to any of the units situated in the SEZ or any property handled by the Company or any property belonging to other employees. All workmen are liable to be searched while entering the premises and at anytime while inside the establishment to ensure that they are not in possession of any article, which will affect the security of the establishment or security or safety of any other workmen. All the female workers shall be detained by the gateman for search by the female searcher.

10.2 If any workman is found in possession of any article belonging to the company or any of the units situated in the SEZ or that of any co-workman unauthorisedly, the same shall be confiscated and a report prepared and the signature of the person who is in possession of the affix his signature in his report, the fact of his refusal to affix the signature shall be recorded. The workman will be required to stay in the Premises till the completion of the investigation and preparation of the said report.

10.3 Any authorized representative of the Company shall have the right, at anytime, to open and search any packet bundle or cover, etc., carried by the worker within the Company or within the Premises of the SEZ. The Management shall in no way be responsible for loss of or damage to any property of a workman brought into the company.

10.4 No workman shall take with him into the factory any paper, documents or any other property whether his own or not or any products or material similar to those manufactured or normally used by the Company at the Establishment.

10.5 No workman shall take with him or keep outside the factory or Premises of the Establishment any paper, book, drawing, photograph, apparatus, document, equipment or other property belonging to the Company or that of other Resident Units in the SEZ, without the express written permission of the Management.

10.6 No workman shall take notes, drawing or sketches of any building, plants, products or processes of work of the Establishment or that of the other Resident Units in the SEZ except under written instructions of the Management and for such purposes as instructed.


11 JOB TIME CARD

11.1 Every workman shall whenever required by the Company punch and/or personally fill in his job Time Card or such card being maintained for the purpose of recording the output of the workman. Any failure to record the same exposes the workman to disciplinary action.

12 Uniform, footwear & safety appliance

12.1 All workmen who have been issued with any uniform, footwear or safety appliance or such other appliances required for performing his work shall wear/use them during working hours.

12.2 Any workman failing to comply with the above provision shall be liable to be shut out of the establishment or removed from the establishment if the workman has already entered the Premises. The workman shall also be liable for disciplinary action.

13 INSTRUCTIONS - NOTICES :

13.1 The company may formulate instructions, subject to the provision under these standing orders, and display such notices as it may, from time to time, consider it necessary, for running of the factory. These instructions or notices may apply to the whole or any section of the factory, and every workman shall obey these

instructions or notices.

13.2 General notices required by these clauses shall be deemed as sufficiently given, if posted on the notice board of the time officer or any other Notice Board maintained for this purpose.

14 LEAVE

14.1 The employees will be entitled to earned leave and casual leave as provided under any statute and / or agreement or understanding with workmen or their recognized authorised representatives elected according to Rules 25(2) (b) of the Tamil Nadu Industrial Disputes Rules from the Company. The leave will be availed by the employees as per the procedure outlined in the standing orders and as amended / modified from time to time.

14.2 Earned Leave :14.2.1 The workmen are entitled to annual leave with wages, calculated in

accordance with section 79 of The Factories Act, 1948.


14.3 If the leave is granted, the fact of such grant of leave may be intimated to the workmen in such manner as prescribed under the rules and where the leave is refused or postponed, the fact of such refusal or postponement and reason thereof shall be recorded in writing and supplied to him.

14.4 The company may decide the maximum number of workmen who may be granted leave at one and same time in each section or department taking into account the exigencies of work and such decision of the Management is binding and final.

14.5 If a workman after proceeding on leave desires an extension thereof, he shall make an application in writing giving the address for correspondence, so as to reach him well in advance for the authority to consider and respond to the employee above granting or otherwise of the leave sought for provided such a letter is likely to reach him well in advance.

14.6 Any workman, who absents himself without authorised leave or without prior intimation in writing for eight consecutive working days, shall be liable for disciplinary action.

Provided however, where the workman returns beyond a period of eight days and explains to the satisfaction of the Management that he had reasonable and sufficient cause for remaining absent without prior authorization or intimation, the Management, may accept the explanation so submitted by him, without prejudice to the Management instituting disciplinary proceedings for such unauthorized absence.

Provided further that no explanation shall be entertained by the Management where the workman abstains himself beyond a continuous period of sixty days.

14.7 All workmen will be informed by a notice displayed on the notice board of the company about the procedure for grant of leave.

14.8 No workmen shall take up any employment in other establishment during the period of leave.


15 STOPPAGE, CLOSURE & LAY-OFF :

15.1 Temporary closure of Departments and lay-off of workmen for causes beyond the control of the employer.

15.1.1 Subject to the other provisions of the Industrial Disputes Act, 1947 as amended from time to time, the employer may, at any time in the event of fire, catastrophe, breakdown of machinery or stoppage of power supply, shortage of Raw Material, epidemic, civil commotion or other cause beyond his control, stop working any machine or close any department or departments wholly or partially for any period or periods.

15.1.2 In the event of any such stoppage or closure during working hours, the workmen affected shall be notified by notices put upon notice boards in the department concerned and at the time-keeper’s office, as soon as practicable, when work will be resumed. Such of those detained in the industrial establishment during such stoppage or closure shall be entitled to receive wages for the whole of the time during which they are detained in the industrial establishment.

15.1.3 In the event of the factory having to remain closed or to suspend operation on account of 15.1.3.1 General Bandh or Hartal15.1.3.2 National Calamity or Mounting15.1.3.3 Natural Calamities like Cyclone, Floods

The workmen will not be eligible for the wages on the principle of ‘no work no pay’ or the workmen shall work on anyone of the holiday’s prior or after and compensate.

15.2 Resumption of work after temporary closure

15.2.1 Any workman, who has no work on account of the closure referred to in Standing Order 15.1.1, shall not be considered as discharged from service, but as temporarily unemployed. Whenever practicable, reasonable notice shall be given for resumption of normal work to the workmen and all workmen laid off under Standing Order 15.1 who present themselves for work when the normal working is resumed shall be allowed to resume work.


resume work on the day of resumption of normal work, may be permitted to resume the work subsequently. If he presents himself within a reasonable time to the satisfaction of the management.

15.2.3 If a workman laid off under circumstances mentioned in 15.2.1 fails to report within 10 days of the posting of recall notices or of being otherwise notified he shall be liable for disciplinary action treating the absence as ‘misconduct’.

15.3 Closure due to strike and resumption of work thereafter

In the event of a strike affecting either wholly or partially anyone or more departments of the industrial establishment, the employer may subject to the provisions of the Industrial Disputes Act, 1947 (Central Act XIV of 1947), or of the rules made there under, close down either wholly or partially such department or departments and any other department or departments affected by such closing down and for any period or periods. The fact of such closure shall be notified by notices put upon the notice board in the departments concerned and in the time-keeper’s office as soon as practicable. The workmen concerned shall also be notified by a general notice, prior to the resumption of work, when work will be resumed.

16 STRIKES

16.1 No workman shall go on strike unless it is approved to by a majority of the workmen in the meeting held for the purpose through secret ballot and without giving, in writing, an advance notice of fourteen days of their intention to resort to strike. A copy of this notice shall be delivered simultaneously, to the Labour Commissioner and/or to the concerned conciliation officer.

16.2 Subject to the Provisions of Industrial Disputes, Act, 1947, A workman who incites or encourages illegal strike, go-slow, work-to-rule, or remains absent on a ‘mass’ scale along with other co-workers shall also be liable for disciplinary action.

16.3 In the event of strike, affecting whether wholly or partially, any one or more departments of the factory/establishment, the Manager may, subject to the provisions of the Industrial Disputes Act, 1947 or of the Rules framed there under, close down, either wholly or partially, such department or departments and any other department/ departments affected by such closing down for any period on periods. Upon such closure the workmen concerned shall not be entitled to any wages/benefits.

15.2.2 Provided that any workman who for any bonafide reason is unable to


16.4 The fact of such closure shall be notified by notices put up on the Notice Board in the department concerned or the general notice board as soon as practicable. The workmen concerned shall also be notified by a general notice, prior to the resumption of work.

16.5 Workmen on strike as defined in sub-clauses (16.1) and (16.2) above, in violation of the standing orders, shall be liable to disciplinary action treating it as a misconduct.

17 PENALTY FOR ABSENCE WITHOUT DUE NOTICE

17.1 If ten or more workmen acting in concert and without giving to the Company fourteen days notice and without any reasonable cause absent themselves from work or being at the work spot refuse to work or resort to a stay-in-strike, each one of them shall pay to the Company in lieu of such notice an amount equal to his wages for eight days for each day of such refusal or concerted action from and out of the wages payable in respect of each of the workman. As laid down in the payment of wages Act.

18 ESSENTIAL SERVICES

18.1 The following services shall be considered as essential services for maintaining the health and hygiene of employees and safety and security of the company and the workman of these will be exempted from participating in any strike or lock-out (if called for)

18.1.1 Security18.1.2 House Keeping18.1.3 Time Office18.1.4 Medical Staff18.1.5 Fire Service Personnel18.1.6 Drivers18.1.7 General Administration and 18.1.8 Building and maintenance Personnel18.1.9 Transport18.1.10 Canteen18.1.11 Maintenance of Power Supply


19 TRANSFER

19.1 A work man shall be liable to be transferred to any job or department or section of the establishment or to any other place or its branch to which this standing orders apply whether existing now or which may be established at any future date. In case of refusal by such workman to obey the order of transfer, he shall be considered as being unauthorized absent from duty for the period of such refusal and the workman will be disentitled to wages for such period, in addition to exposing the workman to disciplinary action for the refusal to obey the order of transfer as well as such unauthorized absence.

20 SUPERANNUATION

20.1 Every workman shall retire from the services of the company on completion of 58 years. For this purpose of determining the age, the date of birth furnished in the application for employment or noted in the company’s record, for this purpose shall be the basis

.21 SERVICE CERTIFICATE

21.1 Every workman other than a casual workman who leaves service or is retired or is dismissed or discharged shall without avoidable delay be given a service certificate if he applies for one.

21.2 The issue of a service certificate shall be without prejudice to the Company’s claims, if any, against the workman.

22 CLEARANCE & SETTLEMENT

22.1 Any workman leaving the Company’s service in any manner whatsoever shall obtain a clearance certificate from the department or departments concerned testifying that no money or goods belonging to the Company is due by him. If the workman fails to return any money or property due, the money or cost of such property shall be deducted from any payments due to him.

22.2 The earned wages of the workman shall be paid to him within two working days of the order of termination being effective.


23 UNCLAIMED WAGES

23.1 Any wages due to a workman, but unclaimed and not paid on the usual pay day shall be paid to the workman or if substantiated on his behalf to his nominee or legal representative within two years from the date on which the wages become due to the workman. Unclaimed wages will be paid on the unclaimed wage payday in each week as may be notified in this behalf. This clause is subject to the provisions of The Tamil Nadu Labour Welfare Fund Act, 1972.

24 NOMINATION

24.1 Subject to the provision of the Payment of gratuity Act, 1972. Every workman shall nominate a person or persons and communicate the same to the management soon after joining the employment to receive any amount due to him in the event of his being incapacitated to act for himself by reason of death, insanity or any other cause. Where a nomination is made prior to the marriage of the workman, such nomination shall automatically be treated as cancelled upon the marriage of the workman and the spouse/ children shall automatically be treated as legal heirs for this purpose. In any other case, the absence of any communication to the change in nominee/s, the original nominee/s shall hold good for the purpose from the company’s point of view.

25 ACCIDENTS

25.1 Every workman shall discharge his duties and responsibilities with all care and diligence and shall at all times observe the safety measures adopted and/ or directed to be followed in the establishment.

25.2 Every workman shall immediately report to his superior concerned any injury sustained during the course of his work.

26 PERSONAL PROPERTY OF THE EMPLOYEES

26.1 The company shall not in any way be responsible for loss or damage to any personal property of a workman brought into the Establishment.

27 COMPANY’S PROPERTIES

27.1 Tools, Equipments, and other materials which are Company’s property or any other property which are handled by the Company will be released or brought in, in accordance with the instructions that may be introduced from time to time and workmen will be governed by the same.


27.2 Tools, equipments, other materials or any other property will be expressly entrusted to a workman as may be necessary and the proper care and maintenance of the same will be the responsibility of the individual workman. Theft of the same will result in disciplinary action being taken against the workman. If they are lost or damaged the value of the same will be recovered from the emoluments payable to the workman subject to the provisions of The Payment of Wages Act, 1936.

27.3 Where the property of the Company is in the custody or use of more than one workman, it shall be deemed to have been entrusted to each one of them jointly and severally and any loss or damage shall be directly attributed to each one of them unless any particular person is shown to be directly responsible.

28 DUTIES AND OBLIGATIONS OF WORKMAN DURING WORKING HOURS

28.1 Carrying out Instruction

Every workman shall carryout the work assigned to him conscientiously, faithfully and diligently in accordance with specific or general instructions of his superiors and shall maintain discipline at all times inside the factory. A workman shall always be liable to do any suitable alternate work that does not affect his dignity and emoluments provided by the company in the event of lack of work on the job for which he is normally employed.

28.2 Cleanliness

Workmen shall keep themselves, the work places and machines operated by them clean and tidy all the times.

28.3 Proper care of company properties

Workman shall take proper care of machinery, tools materials, equipment, furniture and other properties of the company. A workman shall take precautions to safeguard the company’s properties and to prevent accident or damage to it. A workman shall, immediately, notify or report and defect or occurence which he may notice and which might endanger himself or any other workmen/ persons or might result in damage to the company’s or any workman’s / persons property.


28.4 Safety Equipment

Safety equipment is provided as required by the relevant law. Workman shall make proper use of them as trained /instructed.

28.5 Engaging in other Business

Workmen shall not engage themselves in any other work or trade, which is not connected with company’s affairs either with or without remuneration or for any consideration without prior approval or the permission of the Manager.

28.6 Meetings

No meeting can be held or attended in the Company’s Premises without prior written sanction of the Manager.

29 GUIDELINES FOR WORKMEN

The Nokia’s code of conduct will be the guiding document for all employees and every workman is bound by the document. Any workman shall

29.1 Not hold any meetings stick or distribute any handbills, leaflets, pamphlets, posters or collecting any funds whatsoever in the Premises without obtaining the prior written permission from the manager.

29.2 Not interfere with other workman’s work in the Premises disturb them or cause annoyance to them at work.

29.3 Not tamper with company’s records and notices.

29.4 Not remove company’s property/ properties from one place to another or outside the establishment without prior permission from manager.

29.5 Not indulge in quarrels, abusing, fight, violence or any other disorderly or indecent behaviours with others either inside the Premises or outside if it is related to the factory operations. Or operation of any other Resident Unit.

29.6 Not engage himself in any manner which is prejudicial or causing nuisance to the other Resident Units situated in the SEZ.

29.7 Not leave the place of work without permission from the superior.


29.9 Not bring or use intoxicating or any illegal material inside the premises.

29.10 Not accept or use brides or illegal gratification

29.11 Not demonstrate or shout inside the establishment without written permission of management.

29.12 Report immediately injury sustained during the course of his work to his superior or to the EHS department for attention.

29.13 Take proper care of machines, tools, gauges and other instruments entrusted to him.

29.14 Keep the place of work clean and tidy.

29.15 Not do any personal work during working hours.

29.16 Strictly observe the safe regulations and take proper precautions to safeguard equipment and plant of the factory.

29.17 Workman shall at all times conduct him soberly and temperately and show proper respect and civility to all persons having any dealings with the company and shall in all things use their best endeavours to promote the interests of the company and maintain and promote the good reputation thereof.

29.18 The company shall not in anyway, be responsible for loss or damage to any personal property of a workman brought into the Premises.

29.19 Where the property of the Company is in the custody of one or more than one workmen, it shall be deemed to have been entrusted to each one of them and loss or damage shall be directly attributed to each one.

30 TERMINATION OF EMPLOYMENT

30.1 Subject to section 25F of Industrial Disputes Act, 1947 the employment of any permanent workman may be terminated by the company on reasonable cause as listed below by giving one months notice in writing or payment of one month’s pay in lieu thereof, after following the lawful procedure provided in clause 32 of these standing orders and principal of natural justices.

29.8 Not smoke inside the Premises except in places where it is specifically permitted.


30.1.1 If, in the opinion of the management, the continuation of the employment of the workman is prejudicial to the interests, safety and continued operations of the factory.

30.2 An order of termination of service shall be in writing and signed by the manager and a copy thereof shall be supplied to the workman concerned.

30.3 No Badli or casual workman, who has not completed one year of continuous service, shall be entitled to any notice or pay in lieu thereof.

30.4 In the event of company accepting the resignation, wages if any, payable to workman shall be paid on the day of the expiry of the notice period and in any case within the second working day after the expiry of said notice period.

31 ACTS AND OMISSIONS CONSTITUTING MISCONDUCT

31.1 A workman who is found guilty of misconduct shall be liable to be punished in accordance with the provisions of these Standing Orders.

31.2 For the purposes of these Standing Orders, the ‘misconduct’ shall be deemed to include in these Standing Orders, the following acts or omissions.

31.3 Non-performance of duties / defective performance of Duties

31.3.1 Slowing down in performance of work, whether alone or in combination with another or others or abetment or instigation thereof.

31.3.2 Habitual absence without leave or absence without leave for more than eight consecutive days.

31.3.3 Negligence or neglect of work

31.3.4 Causing damage to work, goods in process or to any property of the company or that of any co-employee.

31.3.5 Habitual breach of any rule or instruction.

31.3.6 Habitual commission of any act or omission for which a fine may be imposed under the payment of Wage Act, 1936.


interference with any safety device or failure to use safety appliance suffer a wherever it is required to be worn.

31.3.8 Sleeping in any posture whilst on duty.

31.3.9 Missing from the work spot without due authorization or prior permission.

31.4 Disobedience Of Rules / Instructions

31.4.1 Squatting or remaining anywhere within the Premises of the company, other than the assigned or appointed place of work.

31.4.2 Loitering, idling or wasting time during working hours or being in conversation with another or other or being within the premises out of the authorized hours of work, without previous written permission from the authorised person.

31.4.3 Failure or refusal to work on holidays or weekly holiday when notified to do, so subject to provisions of law.

31.4.4 Failure to maintain essential services as per these standing orders.

31.4.5 Reading storybooks, novels, periodicals, etc., during working hours.

31.4.6 Refusal or failure to comply with company’s instructions to work in shifts and or in other sections or departments or any other place of business of the company when so transferred or required to do so.

31.4.7 Failure to report, at once, to his immediate superior any defect which a workman may notice in any equipment connected with his work.

31.4.8 Absence without permission or grant of leave on the day preceding or the day succeeding a festival or national holiday or a weekly holiday.

31.4.9 Acts or omissions, which lower the quality of goods, manufactured and/ or reducing production.

31.4.10 Not taking proper care of tools, trims, accessories, etc., entrusted to him.

31.3.7 Failure to observe safety instructions notified by the company or


31.4.12 Leaving the place of work without sufficient cause during working hours and / or entering another department / section, otherwise than in the course of duty.

31.4.13 Overstaying sanctioned leave, without sufficient ground

31.4.14 Leaving the premises or work spot when the leave is refused.

31.4.15 Laziness or carelessness causing the quality or quantity of goods handled or processed by the workman to be below the quality or quantity expected by the company.

31.4.16 Availing unauthorized rest.

31.4.17 Impertinence, insubordination or disobedience or insolent behaviour whether alone or in combination with another or others of any lawful and reasonable order of a superior.

31.4.18 Habitual breach of any standing order or any law applicable to the company or any rules made there under.

31.4.19 Refusal to accept any official communication in person or otherwise.

31.4.20 Engaging in any other employment or profession whilst in the service of the company without the written permission of the manager.

31.4.21 Habitual failure to wear safety shoes / slippers, uniforms, scarf, etc., provided by the company.

31.4.22 Refusal to be searched by the security personnel or by a person authorised by the manager.

31.4.23 Failure by workman to produce to the company within 48 hours of his receipt of the information of sickness slip or certificate of fitness issued to him by The Employees State Insurance Medical Officer.

31.4.24 Refusal to show identity card to the inspecting staff authorised by the manager.

31.4.11 Not keeping the machine and / or workplace clean and tidy.


31.4.25 Hammering nails on the walls or pasting on the walls or writing on the walls or inside the lavatories, dinning hall, restroom or other places, disfiguring the building, etc.

31.4.26 Throwing wastes or any other item other than the designated places.

31.4.27 Failure to appear for medical examination when called upon to do so.

31.4.28 Non-adherence to the process instruction given at different stages of operation.

31.4.29 Entering or leaving or attempting to enter or leave the premises of the establishment except by the gate door intended for such purpose.

31.4.30 Expectoration, spitting or otherwise committing nuisance in the Premises.

31.4.31 Willful failure to report to Employees State insurance Doctor / Company’s Medical Officer / a doctor referred by the company any infectious disease from which a workman may be suffering from.

31.4.32 Failure to immediately report to the immediate superior of any accident, which had occurred during his working hours.

31.4.33 Failure to notify to the company of any change in permanent/present address within three days of such a change.

31.5 Acts involving bad faith or dishonesty

31.5.1 Deliberately making false, vicious or malicious statements public or otherwise against the company or any superiors or any workman of the company.

31.5.2 Interfering with machines or process not connected with the work allocated and or asked to do by a member of the supervisory staff.

31.5.3 Any willful act liable to cause danger to himself or to his co-workman.

31.5.4 Willful damage to work in progress, tools or to any property of the company.


without the written permission of the management.

31.5.6 Withholding of any relevant information at any enquiry held by the company or at any enquiry affecting the interests of the company.

31.5.7 Any material misstatement or withholding of any relevant information before the company medical officer / ESI Medical Officer.

31.6 Activities inconsistent with faithful discharge of duties

31.6.1 Disclosing to any person about information relating to working or the process of the factory, which workman may come to know during the course of his employment.

31.6.2 Conduct including that of private life prejudicial to the interests of the company.

31.6.3 Impersonation or being accessory thereto or connivance at it, in connection with the work in the company.

31.6.4 Forging the signature of a superior or any other person / persons connected with the company.

31.6.5 Willful or deliberate misuse of any amenity provided by the company.

31.6.6 Theft, fraud or dishonesty in connection with employer’s business or property or of another employee

31.6.7 Drunkenness, fighting riotous or disorderly behaviour or conduct inside the premise of the factory likely to cause breach of peace or conduct endangering the life or safety of any other person

31.6.8 Commission of any act subversive of discipline or efficiency

31.6.9 Using of mobile phone anytime within the Premises of the factory

31.6.10 Gambling in the Premises of the company

31.6.11 Smoking within the Premises of the company where it is prohibited

31.5.5 Carrying any camera inside the factory compound and taking photo


31.6.12 Unauthorized possession of any lethal weapon in the Premises of the company

31.6.13 Punching another workman’s identity card or in anyway recording another workman’s attendance

31.6.14 Doing any private or personal work within the premises during the working hours.

31.6.15 Engaging in trade within the Premises of the company

31.6.16 Conviction by any court of law for any criminal offence involving moral turpitude

31.6.17 Conducting of chit funds or any other schemes involving collection of money

31.6.18 Indulging in abusive language or defamatory remarks against the management or management personnel whether inside or outside the Premises of the company.

31.6.19 Assaulting any co-employee, workman inside in connection with the employment in the company or outside (SEZ) the company.

31.6.20 Obtaining leave on false grounds.

31.6.21 Any material misstatement or with holding of any relevant information in the application for employment.

31.6.22 False and / or dishonest declaration or statement or representation made to the management or to superiors.

31.6.23 Computer - Misuse of Soft and Hard copies

31.6.23.1 No employee shall engage himself individually or collectively to access any computer or network or servers or information stored in hard copies in archives/ official premises of the company without express permission of the head of the department.

31.6.23.2 No employee shall indulge in acts of theft, copying or attempting to copy, obliterating or deleting information from any computerized system/network or medium of storage of data.

31.6.23.3 No employee shall collect, process, analyze, forward or transmit information, data, files, graphics by means from one computer to another or from the company’s network to outside the company without the express authorization of the head of the department.

31.6.23.4 Any employee who is found to intentionally extract print, carry or destroy any information in hard copy or soft copy without permission shall be deemed to have committed a serious offence of unauthorized access of company’s information.

31.6.23.5 No employee shall either solely or collectively indulge in any act of sabotage to computers, network connectivity, services and / or medium of storage leading to destruction, damage of disconnection.

31.7 Undesirable Acts / Collective Activities :

31.7.1 Surrounding or forcibly detaining the company’s superiors or other workman or those of other Resident Units.

31.7.2 Writing anonymous or pseudonymous letters that are false or malicious.

31.7.3 Breach of confidentiality of the Company thus rendering the Company liable for damages any third party with whom the Company has an obligation of confidentiality, irrespective of whether the Company is actually required to pay the damages or not.

31.7.4 Theft or Unauthorized removal of any records, papers, software or documents or technology from company or those of other Resident Units.

31.7.5 Behaviour/conduct likely to cause annoyance to others including co-workers or those of other Resident Units.

31.7.6 Carrying unauthorized persons in the company’s vehicles or providing such access to Common Use Facilities and Shared Services.

dispensary or authorized company doctor to issue sickness certificate when the workman is not sick.

31.7.8 Threatening, abusing, intimidating or assaulting any workman or any person connected with company’s business inside or outside the premises of the company in connection with the employment in the management.

31.7.9 Taking or giving bribe or illegal gratification.

31.7.10 Knowingly or wrongfully interfering with records, willful falsification, defacement or destruction of any records of the company or of any other workman.

31.7.11 Refusal to leave premises at the end of shift or when the workman is suspended.

31.7.12 Stay in strike or hunger strike within the premises of the company.

31.7.13 Striking work or inciting other to strike work, which is illegal or unreasonable.

31.7.14 Abetment, incitement, intimidation, instigation or acting in furtherance of strike, which is illegal or unreasonable.

31.7.15 Collection or attempting to collect contribution for any purpose wheatsoever at any time without the prior permission of the management of any money within the premises of the company except as sanctioned by the manager.

31.7.16 Holding, organizing, attending or taking part in any meeting inside the premises of the establishment without the prior sanction of the manager.

31.7.17 Distribution or exhibition within the premises of the company of any bills

or pamphlets or posters or wearing any badges without the prior consent from the manager.

31.7.18 Canvassing for trade union or party membership or collection of dues, funds or contribution thereof within the premises of the company without the permission of the manager.

31.7.7 Intimidating, coercing or threatening any doctor at an ESI Hospital /


company’s property.

31.7.20 Shouting any slogan within the company whether alone or in combination with others against the company or superiors.

31.7.21 Obstructing movement of finished goods, semi-finished goods, etc., for the purpose of coercing the management.

31.7.22 Flouting court’s orders governing the conduct of the workmen during the period of strike/go slow/lock-out/lay-off/partial closure.

31.7.23 Damaging the vehicles of co-workman, superior and the company.

31.7.24 Commission of acts of sexual harassment. For this purpose sexual harassment includes unwelcome sexually determined behaviour (whether directly or by implication) such as.

31.7.24.1 Physical contact and advance

31.7.24.2 A demand or request for sexual favour

31.7.24.3 Sexually coloured remarks

31.7.24.4 Showing pornography

31.7.24.5 Any other unwelcome physical, verbal or non verbal conduct of sexual nature

31.7.25 Failure to maintain proper house keeping

31.7.26 Failure to undergo training as required by the company

31.7.27 Not commencing work at the scheduled time or stopping work before the scheduled time unless permission or instruction to commence work late or cease work earlier have been given by the concerned superior.

31.7.19 Stoppage of work or leaving work undone resulting in damage to the


31.8 Conduct concerning the Other Resident Units in the SEZ

31.8.1 participating in any strike/concerned action whether legal or illegal, pertaining to any of the other Resident Units situated in the SEZ either during or beyond the working hours of the factory

31.8.2 Theft, fraud or dishonesty or possession of material belonging to the other resident units situated in the SEZ without due authorisation from the respective management.

31.8.3 Acting in violation of any safety and security instructions as notified for the SEZ, including failure to adhere to the entry and exit instructions to and from the SEZ issued by or under the authority of Nokia SEZ Telecom Park Society.

31.8.4 Obstructing movement of men or material belonging to the other Resident Units situated in the SEZ.

31.8.5 Indulging in any quarrel with any of the employees employed in the other Resident Units in SEZ.

31.8.6 Collection of monies or contribution from any of the employees employed in other Resident Units in SEZ for any purpose whatsoever without the prior written authorisation of the Management

31.8.7 Damage to any of the Common Use Facilities and Shared Services and properties belonging to the other Resident Units situated in the SEZ.

31.9 All workmen will behave in manner consistent with our values and aligned to our Nokia code of conduct.

32 PROCEDURE AND PUNISHMENT IN CASE OF MISCONDUCT

32.1 Charge Sheet & Explanation

Whenever any disciplinary action is to be taken against a workman, a charge sheet setting out briefly the facts and circumstance alleged and the nature of the misconduct committed by the workman should be prepared. The workman is bound to receive it. The charge sheet may specify the period within which the workman shall give his written explanation.


32.2.1 When the explanation given by the workman is not satisfactory, an enquiry into the charge shall be held by the Manager or by an Officer or Person as may be designated for the purpose. such an enquiry may be held for a workman individually or for several workmen where action of misconduct alleged relate to several workmen. Notice shall be given to the workman of the time and place of such enquiry.

32.2.2 No outsiders will be permitted to take part or help the person charged in the enquiry. However if the workman charged with misconduct desires and makes a request in that behalf to the Enquiry Officer he may be permitted to have the assistance of any other workman working in the same establishment as himself.

32.2.3 Except where the officer holding the enquiry for recorded reasons considers it frivolous or likely to cause undue delay not commensurate with the utility of examining such witnesses, the workman shall be permitted to produce any witness, the witness to substantiate his explanation and he shall be given opportunity to cross-examine any witnesses on whose statements or evidence the charge rests and to peruse any document relied upon in support of the charge and if the document is of confidential nature, he may permit the workman to peruse only that portion of the document which is relevant to the charge or may only inform him of the document as may be relevant to the charge.

32.2.4 If the workman against whom the enquiry is held misbehaves whether during the enquiry or at any other time with the Enquiry Officer or with the witnesses or with any other person permitted to be or required to be present during the enquiry or does any act hindering the smooth conduct of the enquiry such fact shall be recorded by the Enquiry Officer in addition to such act or conduct being taken cognizance of by the Management as a misconduct and disciplinary action taken therefore.

32.2.5 If the workman against whom the enquiry is held fails to attend the enquiry despite service on him of the notice of the enquiry or leaves the enquiry during the conduct of the proceedings without the permission of the Enquiry Officer, the Enquiry Officer may at his discretion, proceed with the enquiry without the workman being present, after recording such fact.

32.2 Enquiry


32.2.6 The management shall lead all evidence, oral and documentary, before the Enquiry Officer at the enquiry and if the workman charged is present, in his presence and the workman shall be given an opportunity to cross-examine all and the workman shall be given an opportunity to examine either himself and/or any witnesses he may wish to present in his behalf and the management will have the right to cross-examine him and/or witnesses.

32.2.7 The Enquiry Officer shall make a brief and faithful record of the statements made and the evidence laid before him both in support of and against the charge. The enquiry proceedings shall be recorded in Tamil or the language known to the charge alleged workman.

32.2.8 The Charge sheet, explanation and record of enquiry together with the findings of the Enquiry Officer, shall be submitted to the manager or other person appointed for the purpose for decision. The findings of the Enquiry Officers’ decision and the punishment, if any, shall be communicated in writing to the workman concerned as early as possible.

32.2.9 Where after such examination of the records the charge against the workman is found unsustainable or disproved he shall be informed of the said fact and suspension if any ordered shall be treated as if he was on duty and be paid wages for the less the subsistence allowance paid already if any.

33 SUSPENSIONS

33.1 Where disciplinary proceedings against a workman is contemplated or pending or where criminal proceedings against him in respect of any offence are in progress and the employer is satisfied that it is necessary or desirable to place the employee under suspension, he may, by order in writing suspend him with effect from such date as may be specified in the order.

33.2 A statement setting-out reason for such suspension shall be supplied to the workman. A workman, who is placed under suspension under this clause, shall, during the period of suspension paid such subsistence allowance as per provision of the Tamil Nadu Payment of Subsistence Allowance Act, 1981.


proceedings, the employee has been found guilty of the charges framed against him and it is considered, of making representation on the penalty proposed that an order of dismissal or suspension not exceeding a period of 30 days or fine or stoppage of increment or reduction in rank, would meet the ends of justice, the employer shall pass an order accordingly. The copy of the report (findings) of the Enquiry Officer shall be supplied to the delinquent workman.

33.4 Provided that when an order of suspension is passed as specific punishment under this clause, the workman shall be deemed to have been absent from duty up to 30 days only and shall not be entitled to any remuneration for such period and that subsistence allowance already paid to him shall not be recovered.

33.5 Provided further that when an order of suspension is passed under this clause and the period between the date on which the workman was suspended from duty pending enquiry or investigation or trial and the date on which the final order of suspension was passed exceeds thirty days, the workman shall be deemed to have been suspended only for thirty days or such shorter period as is specified in the final order of suspension, after deducting the subsistence allowance paid to him for such period and for the remaining period of suspension, he shall be paid full wages minus the subsistence allowance already paid.

33.6 Provided also that when an order imposing find or stoppage of annual increment or reduction in rank is passed under this clause, the workman shall be deemed to have been on duty during the period of suspension and shall be entitled to the same wages as he would have received if he had not been placed under suspension, after deducting the subsistence allowance paid to him for such period.

33.7 If on the conclusion of the enquiry or as the case may be of criminal proceedings, the workman has been found to be not guilty of any of the charges framed against him, he shall be deemed to have been on duty during the period of suspension and shall be entitled to the same wages as he would have received if he had not been place under suspension.

33.8 Where on account of the misconduct, it is proposed to impose the punishment of dismissal from service under theses standing orders, the manager or the person authorised to impose punishment shall take into account the gravity of the misconduct, the previous record of the workman if any and other extending or aggravating circumstance that may exist.

33.3 On the conclusion of the enquiry, or as the case may be, of the criminal

Company Confidential34

33.9 If the manager, after enquiry, dismisses any workman who is placed under suspension, he shall be deemed to have been dismissed with effect from such date as may be specified.

33.10 A copy of the order passed by the manager shall be supplied to the workman concerned.

34 PUNISHMENTS

34.1 A workman found guilty of an act of misconduct may be imposed any of the following punishment.

34.2 Warning or censure

34.3 Suspension without wages by an order in writing by the Manager or other person authorised for a period not exceeding 30 days.

34.4 Reduction to next lower post, rank or timescale or for a next lower stage in a time scale, if any, applicable to the workman.

34.5 Discharge from service with all terminal benefits.

34.6 Compulsory retirement from service.

34.7 Dismissal without notice or compensation in lieu of such notice, including disentitlement of any terminal benefits.

35 CLEARANCE AND SETTLEMENT

35.1 Any workman leaving company’s services shall obtain a clearance certificate from the department or departments concerned to the fact that no property or tools belonging to the company is due by him. If the workman fails to return any money or property due, the money or cost of such property shall be deducted from any payment/payments due to him.

35.2 The earned wages of the workman shall be paid to him within two working days of the order of termination/resignation/retirement.


36 COMMUNICATION AND PROCEDURE THEREOF

36.1 Any order, notice, charge sheet or letter issued by the manager or any other duly authorized officer shall be served in the following manner.

36.1.1 The workman concerned shall accept any notice, order, charge sheet or other communication personally served on any workman by the company.

36.1.2 In case the workman is available for service and yet refuses to receive such communication when personally served, the fact of such refusal is duly attested by the person who served the notice along with signature of the witnesses, if any.

36.1.3 Notwithstanding such refusal to receive the communication shall be treated as a misconduct, such communication shall be deemed to have been served to the employee upon the same being displayed in the notice board of the Company, or

36.1.4 Sending such communication by registered post/courier to the last known residential address of the workman, which will be deemed as having been served upon the workman.

37 REDRESSAL OF GRIEVANCE AGAINST UNFAIR TREATMENT

37.1 Any workman desirous of seeking redress of any grievance arising out of his employment or relating to unfair treatment of wrongful exaction of work on the part of superior shall, in the first instance, submit a complain in writing to the manager or any other officer appointed in this behalf.

37.2 The manager or any such officer authorized in this behalf shall personally investigate the complaint at such time and place as he may fix.

37.3 The complainant shall have the right to be present at such investigation. Where the complainant alleges unfair treatment finally made by the manager or the officer authorized, shall be supplied to the complainant. Provided that complaints relating to

37.3.1 Assault or abuse be any person holding supervisory position or37.3.2 Refusal of an application for justifiable cause of any leave shall be

enquired into as expeditiously as possible by the manager or such other superior/superiors as he may appoint.


38 UNCLAIMED WAGES / DUES

38.1 Wages dues to any workman but unclaimed or not paid on the usual payday shall be paid to the workman or if substantiated on his behalf by his nominee or legal representative within three years from the date on which the wages become due to the workman. Unclaimed wages will be paid on the specified weekdays. This clause is subject to the provisions of the Tamil Nadu Welfare Fund Act, 1972.

39 BONUS

39.1 The Company will pay bonus under the Payment of Bonus Act and the such bonus will include all other internal schemes like production incentives, short term bonus plan, etc.

40 MANNER OF INTIMATING TO WORKMEN

40.1 Holidays to be declared in the calendar year will be in accordance with the Tamil Nadu National & Festival Holidays Act, 1958 & Rules, 1959 made there under, hours of work, paydays & wage rates will be notified/ exhibited on the company’s notice board for the information of all workmen.

40.2 In case of any discrepancy between English and Tamil version of the Standing orders. The English version shall be taken as correct and binding.

41 AMENDMENTS

41.1 The company may from time to time amend these Standing Orders in accordance with the provisions of The Industrial Employment (Standing Orders) Act, 1945 or any amendment so made shall apply to all employees who are covered by these standing orders.

42 Complaints Committee on Sexual Harassment to women workers

42.1 A complaint committee shall be constituted with due representation from Management and workers side including equal numbers of women workers to receive and hear the complaints from the female workers on sexual harassment. Complaints so received shall be discussed by the Committee once in a month and measures taken to redress the hardships expressed in the complaint as directed by the Hon’ble Supreme Court of India in Visaka & others -vrs- State of Rajasthan.

standing orders

Documents

chennai bangalore highway

industrial disputes act

resident units situated

nokia telecom sez

disciplinary action treating

medical officer appointed

subsistence allowance paid

prior written permission