PURPOSE

The primary objective of the HRD policy is to manage employees more productively and ensure the organization’s smooth functioning, so that together we ensure to create a safe and secure working environment for all. This document provides the knowledge on culture, system, conduct & discipline to be maintained at Sangini Group.

OFFICE TIMING

Department	Time
Sales & Marketing	10:00 am to 07:00 pm
Account & Legal	09:30 am to 07:30 pm
Chief Engineer, Site Engineer	09:00 am to 06:00 pm
Supervisor, Store	8:30 am to 06:00 pm
HR, Purchase, Planning, Billing	09:30 am to 06:30 pm

Lunch Time: 60 minutes

ATTENDANCE POLICY

Punctuality is a sign of professionalism and it helps you to stand out as a trustworthy member.

• With keeping our “Values in centered focus”, we all have to understand and respect the “Punctuality”. It helps us to grow personally as well as professionally.
• Department wise office timing are given above, but for employee’s safety and convenience, company allows “standard gracing period of 15 minutes for 10 days” in a one month.
• 15 minutes late coming / early going from the scheduled office timing allows only for 10 days (including sign in & sign out).
• From 11th day onwards, 15 minutes late coming / early going from the scheduled office timing, considered as a Half Day.
• 15 to 30 minutes late coming/ early going from the scheduled office time allow only for 2 days (Included in standard 10 days grace period).
• From 3rd day onwards, 15 to 30 minutes late coming / early going from the scheduled office timing, considered as a Half Day.
  For Example: Office timing of Rahul is 09:30 am. He continuously arrived 15 minutes late (i.e., between 09:31 am to 09:45 am) for 8 days and 30 minutes late, i.e., between 9:31 am to 10:00 am for 2 days. Here, gracing period of 10 days is over. If Rahul come after 09:30 am on 11th day, it will be count as a half day.
• Employee has to report at work as per the scheduled official time but if employee is leaving late due to pending work, then he/she is not eligible for any overtime allowances.
• Due to additional work, if employee worked and leaving from the workplace after office hours. With the approval of reporting managers/ HOD’s, employee will get respective time benefit of 12 hours from the last sign out time. For Example:Office timing of Rahul is 09:30 am to 06:30 pm. On Monday he worked till 09:45 pm at office due to project deadlines. He had sign out at 09:45 pm. So, on Tuesday he has provision to come at 09:45 am. But if Rahul has worked and stayed at office from 06:30 pm to 09:30 pm, so on Tuesday, he has to report at 09:30 am only. In simple terms, employee has provision to report after 12 hours from the last sign out time.
• 15- 30 mins delay in reporting at work for 10 days in a month has been granted for convenience of individual due to unfavorable conditions. Consistently being delays to reporting at work and utilize it up to the maximum potential will be considered as lack of punctuality (One of the Value of Sangini Groups) and it will be taking into the consideration at the time of appraisal.

NIGHT PROVISION:

• If any employee has to work late night at the workplace and leave the workplace between 10:00 pm to 2:00 am, he will get privilege to report till 10:00 am to 2:00 pm next day respectively. (He/ she will report after 12 hours from the last sign out time). For Example:Office timing of Rahul is 09:30 am to 06:30 pm. On Monday he worked till 10:00 pm at office/ site, due to project deadlines. He has to sign out at 10:00 pm. So, on Tuesday he will get provision to report at 10:00 am. In simple terms, employee has provision to come after 12 hours from the last sign out time.
• If any employee work till 2:00 am, he will get day off for the next day.
• If an Employee perform night duty, then he/she is entitled for night food allowance up to Rs. 200/-.

SANGINI’s VALUES

• The decisions we make every day, is a result of our values that we live. Our Values;
• Help us to grow and develop personally as well as professionally.
• Help us to create the best working environment we want.
• Values are tools, which help to develop the company’s mission and vision, in reality.

We encourage our all members to work as well as live with Sangini’s values. Because we believe in happiness, personal as well as professional development of each of the member associate with us.

1) Customer Delight We exist because our customers do. CUSTOMER DELIGHT means, to go beyond their satisfaction, thus creating a wow factor for them by keeping the customer at center of everything we do.
2) Excellence Excellence is to do better every day. This includes people, process, product, and service. Striving to deliver best quality product and service every time.
3) Punctuality Punctuality is fact of arriving, doing something, or happening at the expected or correct time and not after the timeline.
4) Commitment & Accountability Commitment: Being Dedicated to achieve all expectations with clarity. Accountability: Accountability is all about ownership, clarity of end result, accepting responsibility, promises to customers, honoring commitments to colleagues, team and all business associates.
5) Relationship Relationship is the foundation of happiness. Every individual must develop long lasting relations with everyone they interact with or work with. These relations must be backed by respect, cheerfulness, empathy, collaborative approach, and intent to spread happiness. Fundamentals of ethics and justice must not be harmed while nurturing your relationships.
6) Learning Learning is one of the most important aspects that fuels both personal and professional growth. It is important to continuously upgrade your skills and knowledge through processes including but not limited to mediums such as sharing of knowledge, experience, training, digital mediums, reading, and by adapting to change. Positive attitude, curiosity, listening, and humility are the behavioral traits required to embrace the habit of learning.

WORKING PHILOSOPHY AT SANGINI:

• Every employee act with the responsibilities & ownership.
• Each work in channel is equally important for all of us.
• Everyone enjoys freedom to achieve and ensures the greatest quality.
• Irrespective of the position, we consider all employee as a proud member of Sangini Parivar.
• We develop projects with focus in mind that, we are building property for our own use with our own money.
• We always emphasis on zero wastage, maximum utilization of resources and achieve the best quality of construction.

TRANSFER

• Employee’s service is liable to transferred by the company at its discretion to any of its department or office or project site within Surat. There shall not be any detriment to his or her status of employment. We request each employee to understand and abide to such transfer.
• Additional Petrol allowances will be provided to employee, if necessary. But work timings will remain the same. Petrol Allowances will be Rs.3.00 per kilometer. For this, employee must have to maintain petrol log book.

DISCIPLINE

• Discipline provides people, a set of rules & ethics to live their lives more efficiently and effectively.
• To develop the efficient, effective, productive and happy culture, company encourage all employees to be aware about and follow the “Annexure I- Code of Conduct”.
• Employee who is involved in any kind of misconduct/misbehavior shall not be tolerated. Such employee shall be terminated immediately without notice or payment in lieu of notice. Any kind of loss to the company due to employee’s action / behavior will not be accepted.
• Employee, who is aware of others misconduct/misbehavior and not informing about it to management, will be equally punished.
• Employee will not engage in any endeavor or activity which either conflicts or not with the interest of the company during his or her employment. During or after the tenure of his or her employment with the company, employee will maintain complete confidentiality of information or data for which he or she may have direct or indirect access and will not disclose any information to the third party.
• At Sangini, we believe Safety is utmost priority for each of our Sangini members. To assure the safety, we provide “Personal Protective Equipment (PPE) kit” at each project site.
• We encourage each member as well as visitors, to utilize the PPE kit while available or working at the site.
• We request each employee to read, understand & sign the “safety consent” form.
• For safety related information, request to refer “Annexure II – Safety Policy”.
• During the tenure of the employment, employees are not permitted to do or associate with any other jobs or businesses.
• Any violation of above clauses, will lead to the disciplinary action. In some cases, lead to termination of employment also.

ENROLLMENT POLICY

• After confirmation of enrollment from company, employee will receive the offer letter with joining date.
• As an acknowledgement, employee must have to respond within 3 working days on the same mail, as acceptance of the given offer.
• Employee must have to join on the same joining date, mentioned in offer letter.
• On the day of onboarding, each employee should have to submit below relevant documents to HR department.
  a) Eight Passport-size photographs
  b) Photocopy of PAN Card
  c) Photocopy of Aadhar Card
  d) Photocopy of the Educational Qualification Certificates
  e) Relieving letter from the previous employer
  f) Salary Certificate & Salary Slip from the previous employer
  g) 2 Cheque (1 Cancel Cheque & 1 Cheque for security deposit)
  h) SBI saving account passbook/cheque (if have any)
  
• As mentioned in point (g), employee must have to submit the security cheque and one cancel cheque.
• All above listed documents, must be accurate and credible. If any fraud or wrong information find out, company will take further disciplinary action.
• On the day of onboarding, each new hire employee should have to attain the “Employee Induction Program (EAP)” and follow the “Learning by Doing (LBD)” as per the instruction given during the induction.

NOTICE PERIOD & EXIT FORMALITIES

• Employee, who wishes to quit the job, must have to inform 2 months in advance. Otherwise, his/her experience letter, reliving letter, for that month/time period salary, full & final settlement amount and/or another payable amount will be withheld.
• In case of breach of the notice period policy and failed to follow the complete exit process, security cheque of the employee will be deposited in their respective bank account without prior intimation to the employee.
• Company relives the employee once he/she will submit the “No Objection Certificate (NOC)” from all relevant departments on the handover of all asset, finance, work & pending action items.
• Once NOC received to the HR department, then only final exit process will be initiated.
• If employee serve the notice period and follow the complete exit process, in this case company is liable to return the security cheque to the employee.

FULL AND FINAL SETTLEMENT

• If employee followed standard notice period policy and exit formalities, then only F&F process will take place after 60 days of leaving the organization. While processing this final amount, HR department will make sure that there is no data or information in any form pending at employee’s end.
• In such case employee has to make sure that, he/she handover all the official document, electronic device, or data to his/her immediate authorities.
• Employee has to make sure that he answers the calls of his superiors or any member from the Human Resources department whenever require. Failure in doing so, will impact on full & final process.

LEAVES POLICY

• As an employee, It is important for one to have certain amount of flexibility and Sangini Group acknowledges this fact. On the other hand, the company is very much concerned about employee’s absence without prior permission.
• To meet your personal, domestic and social necessities, the Leave policy is designed for financial year - the period from 1st April to 31st March of a every year.
• Company offers, Paid Leave (PL), Casual Leave (CL), Privilege leave (PVL), Sick Leave (SL), Bereavement Leave (BL), Maternity Leave (MTL) and Paternity Leave (PTL) to employees.
• Leave must be applied through “ESS application” only. Leave application through WhatsApp, verbal or paper not be acceptable.
• Company has given a provision of half day to employees, on their own birthday and marriage anniversary. So that, employee can spend quality time with family and loved ones.
• CL and/ or PL should be applied 1 day prior in ESS. Same day application not be acceptable. All reporting manager should have to take care of this and do not approve same day CL / PL request in ESS.
  Example:: If Rahul has plan to be on leave from 15th Jan. He needs to apply the leave on 14th Jan only.
• In case of emergencies (such as medical, accidental, or any other emergency situations) only CL/ PL can be applied on the same day before reporting time with clear remarks. So that, HOD/ reporting manager know the reason and approved the request.
  Example:
  a) On 15th Jan, If Rahul got to know that he has some medical situation of any of his family member / friend / relatives and have to bring them to the hospital on the same day. So, employee has to apply the leave before the reporting time.
  b) If Rahul arrived office at 09:30 am and he got a call from family member at 10:00 am. The family member request him to come back home due to some emergencies. So, in this case, Rahul has to sign out from the ESS and apply the CL or PL for the day.
• There is provision in SL & BL, in which employee can apply the leave on the same day or back date, but request must be applied latest by the day of reporting.
• Sick Leave (SL)- only applicable while employee him / her self is sick.
• Bereavement Leave (BL) - only applied, in case of any demises/ death of the member from the blood relation, In laws or friend.
• SL, BL, PTL and MTL are not transfer or merge or set off with any other leave types.
• For MTL & PTL employee need to submit proof of document to the HR department and HOD.
• Apart from above mentioned allocated leaves, if employee takes any additional leaves/ off, it will be considered as a “Leave Without Pay (LWP)”.
• For more information, please refer the below given Leaves Structure.

LEAVES STRUCTURE

SANGINI GROUP
LEAVE TYPE	LEAVES	TOTAL	REMARKS
Casual Leave (CL)	4/ Month	24	Employee may take as a week off. All CL’s eligible to carry forward and leave encashment but not allowed to take in advance.
Paid Leave (PL)	4/Month	24	Employee may take as a week off. All PL’s eligible to carry forward and leave encashment but not allowed to take in advance.
Privilege Leave (PVL)	6	6	Employee may take as a week off and/or personal time off. All Privilege Leaves are eligible for carry forward and leave encashment. Employee can take PVL’s anytime during the year.
Sick Leave (SL)	5	5	When employee is sick. SL are not transferrable or merge or set off with any other leave types.
Bereavement Leave (BL)	3	3	In case of any demises/ death of the member from blood relation, In laws or friend. BL are not transferrable or merge or set off with any other leave types.
Paternity Leaves (PTL)	3	3	Eligible for leaves during 3 months of delivery.
Birthday	0.5	0.5	Applicable for own Birthday only.
Marriage Anniversary	0.5	0.5	Applicable for own marriage anniversary only.
Total		66
Maternity Leaves (MTL)	12 - 14 weeks	84 – 98 days	Employee must be in working system for 80 days to get benefits of MTL. If leaves taken more than allowed, then each day will be count as LWP.

LEAVE CARRYFORWARD

• CL, PL & PVL are only eligible to be carry forward.
  Example:Rahul has allotted 2 CL & 2 PL in a month. Out of 4, in the month of June, he takes only 2 CL. So, remaining 2 PLs are carryforward in the month of July. Hence, in the month of July, Rahul now eligible to take 2 CL & 4 PL.
• CL & PL cannot be availed in advance.
  Example:Rahul has some function in the month of June, so he does require 14 days leave. But he is only eligible to take allotted 2 CL, 2 PL and 6 PVL, i.e., 10 leaves in the month of June. He is not allowed to take July month’s 2 CLs & 2 PL’s in advance.
• SL, BL, Maternity leaves (MTL), Paternity leaves (PTL) and Declared Holidays are not carryforward.
• All employees must plan their leaves in such manner that, during leave, his/ her reliever will be available for the work & further assistance.

Week off for Sales, Account & Legal Team

• Sales team: Not allowed to take week off and/ or leaves on Sunday and Bank holidays. They have provision to take a leave on any 4 days per month, between Monday to Friday.
• For Account & Legal department: Each Sunday will be considered as a week off. So, both departments only eligible to avail benefits of mentioned leaves such as; 6 PVL, MTL, PTL, SL and BL. But these departments, not eligible to avail benefits of 24 Causal Leaves (CL) & 24 Paid Leave (PL). As they have provision to take each Sunday as a week off. So, there is no need to apply the Sunday as a week off in the ESS.

ENCASHMENT OF BALANCED LEAVE

• Leave Encashment for CL, PL & PVL shall be processed only at the end of the financial year.
• SL, BL, Maternity leaves (MTL), Paternity leaves (PTL) and Declared Holidays are not eligible to encashed.
• In case, if the employee resigns from the job without following the exit policy /notice period, then the employee will not be eligible to receive the encashment benefits.

COMPANY DECLARED HOLIDAYS

• Company encourages employees to take time off from the work in order to celebrate certain days of national significance and remembrances, based upon the customs, history and local traditions. Company has declared 11 official holidays for a year. These holidays are declared at the beginning of each calendar year.

HOLIDAY LIST	DAYS
Diwali	5
Uttrayan	1
Holi	2
Ganesh Visarjan	1
Rakshabandhan	1
Janmashtami	1
Total	11

PENALTY CLAUSE

• Absence from the duty without prior permission of concern in-charge, will lead to the penalty of additional days absenteeism. Total 2 days absence will be considered against 1 day absenteeism. The amount will be deducted from the employee’s salary.

RECALL FROM THE LEAVE

• In case of the emergency or critical situation, company may recall to any employee on duty, who is on granted leave. In such cases, if employee refused to report for duty, it will be considered as Leave Without Pay (LWP) and may lead to disciplinary action. During leaves, employee need to answer all work-related calls from his/her supervisor or colleague whenever require.

ESS SYSTEM COMPLIANCE

ESS (Employee Self Service) system Implemented for the benefits of employees. It helps to;
a) Employee can easily sign in / sign out at workplace, which helps to capture & maintain the accurate attendance data.
b) Employee can check their attendance data. hassle-free.
c) Easy to apply leaves and get approval from the reporting manager.
d) Due to accurate attendance, salary process will speed up with accuracy.
e) Detail visibility and download the report of attendance data, salary slip, leaves details, policy documents & all other relevant documents.
With the purpose of “ESS System Compliance”, we have set the below given parameter. We request & encourage each employee to support in this.

1) Sign In/ Sign out missed:
a) Those employees, who missed to sign in or sign out in ESS and request attendance modification with reasons like “forgot and/ or missed”, shall not be acceptable. Only in the case of technical error (share screenshot to HR dept.), medical, accident, critical situation and/ or police troubling event, the attendance modification request will be considered and acceptable. But for this, attendance modification request needs to be applied on the next day morning before sign in, with the detail remark.
b) If any employee not able to sign in / out due to technical error, so has to share the screenshot to HR department on the same day with detail. In case of genuine technical error only, attendance modification request has accepted and approved.

2) Same day or back dated leave not acceptable:
a) CL/ PL should have to applied one day prior (including week off).
b) If employee applied leave on the same day or back dated, shall not be accepted. For Example, employee is on leave on 10th Aug and applied leave on 10th or 11th Aug, not accepted.
c) In case of emergencies; such as, Medical, accident or any critical situation only, CL/ PL can be applied on the same day before reporting time with clear remarks. So that HOD/ reporting manager aware about the event and approved the request.
d) Only SL and BL shall be applicable with the same day or back dated application, but employee has to apply the leave latest on the day of reporting.

3) Employee skipped to take any action in ESS

• Employee may be on duty but forgot to sign in or sign out. In this case, employee not be eligible for the paid day and salary will be deduct.
• Employee may be on leave/ week off but forgot to applied leave in ESS. In this case, that day considered as a Leave Without Pay (LWP).

4) Late mark count as per 10 days standard gracing period (Detail given in Attendance Policy) Note: If employee has to take leave for official work during working hours, then have to sign out from the ESS, while leaving the workplace and submit a request for attendance modification, when working hours are completed. If employee have to go out frequent times, then sign out only once. Your reporting manager has to be aware about the outside work or the reason.
If you are going out for a lunch, there is no need to sign out. But make sure, lunch time is only allowed for 1 hour, employee need to be returned within the timeline.
If you are going out for personal work, approval from the reporting manager / HOD is mandatory.

If the above-mentioned ESS compliances will not follow by any employee, so this non-compliance will impact on employee’s salary, performance & appraisal.

PROBATION PERIOD

• Unless specified in the appointment letter, the employee shall be on probation for 6 months from the date of joining.
• During probation, if the management is not satisfied with the performance and conduct, employment shall be liable to terminate with / without notice at any time during the probationary period.
• During probation If the management and HR may think that employee require more training and compatibility to fir for the job, the probation period will be liable for extension for further period but not exceeding to 9 months.

RETENTION ALLOWANCES

• Company will retain 10% of your salary during probation period.
• It will be reimbursed after successfully completion of the probation period.
• But, If employee resigning or employer is terminating the employee within 6 months, then retention amount will not be refundable.

ADDITIONAL BONUS

• Each site staff (Engineer, supervisor, store keeper) will get additional bonus after the completion of the project site on which they are working.
• Bonus amount will be considered and count on the pro-rata basis and individual’s performance.

LEARNING IN LEISURE TIME

• We believe learning and development is continuous process.
• It is understood and expected that, when there is no work at work place/ premises, one should always think to upgrade their knowledge/ skills through learning & reading and/ or finish with their work backlog.
• Company builds a “Reading Lab” facility at Sangini corporate office. This initiative for each member’s personal as well as professional development. Employee can avail book for reading & development purpose by simple registration process.
• But if in any case, employee captured to playing games in mobile or involve in any entraining activity during office hours, it shall not be accepted.
• If all employee feels, work has been done and there is no pending work. In this scenario, employee can take permission from their reporting authority and informed to HR-department. After the approval only, they can sign off from the work and leaving. But that day attendance will be count as a half day/ on the basis of hours left in full day.

IN OFFICE HOURS

• All Employees must be clear about one thing that, in-office hours, no one is allowed to visit any Tea Stall/ Pan-Masala stall, even if it’s nearby working site or away from the site/ workplace.
• Employee must be present in office premises and focus has to be on working only. If any employee seen available on such places, disobeyed the given instruction and continue with such practices then management will terminate the employee on immediate basis.
• During office hours, personal works are strictly prohibited. Any source of side business is not entertained at company’s premises. During office hours &/or at office premises, employee expected to work only for the Sangini Group.

MEDICAL INSURANCE

• We encourage all our employees have their medical insurance in place.
• It is mandatory to have your medical insurance while applying at Sangini Group.
• If employee don’t have any medical insurance, then company will offer the policy but deductions shall be made from your monthly salary.