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Summer Training Report

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A SUMMER TRAINING PROJECT REPORT ON “HR POLICIES AND ITS IMPLEMENTATION” AT TURT SOFTECH PVT. LTD. SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION AFFILIATED TO ( G.B. TECHNICAL UNIVERSITY, LUCKNOW ) SUBMITTED TO: Miss. Shweta Trivedi SUBMITTED BY: MONIKA GURDASANI ROLL NO. – 1267470021 MBA IIIrd Semester (2012 – 2014) PROJECT REPORT CERTIFICATE This is to certify that Miss. Monika Gurdasani a student of MBA has submitted her project report entitled “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD. in partial fulfilment of the requirement for summer training of “Master of Business Administration” of the “Gautam Budhha Technical University, Lucknow (U.P.)”. The training has been carried out under our supervision during academic session 2012-2014. I wish her to be successful in all her effort and achieve all that she hoped for. Prof. Dr. C.R. Bharol Director 2 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department August 10th, 2013 TO WHOM SO EVER IT MAY CONCERN This is to certify that Miss. Monika Gurdasani has undergone summer internship in our organization for a period of 08 weeks w.e.f. 05th June 2013 as a part of her MBA Course curriculum from SHREE COLLEGE OF MANAGEMENT, LUCKNOW. She has successfully completed her internship in HUMAN RESOURCE department. During the tenure of internship, we found her sincere and hardworking. We wish all success in her future endeavours. Thanks & Regards, Prateek Dubey (Managing Director) 3 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department August 10th, 2013 CERTIFICATE This is to certify that Miss. Monika Gurdasani, a student of MBA from Shree College of Management, Lucknow has undergone training in TURT SOFTECH PVT. LTD. from 05th June 2013 for 08 weeks, and worked under my guidance on the project entitled – “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD. For the purpose of her summer internship project while forwarding the project work the mentioned topic above, I certify that she has completed her project work in the prescribed period and the project incorporated the result of the job done by her during this period. She showed interests and inquisitiveness throughout the project training. I wish her luck in all her future endeavours. Thanks & Regards, Anand Nigam (PROJECT GUIDE) (HR Manager) 4 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ACKNOWLEDGEMENT This report is an outstanding prospect to convey my gratefulness to those many people whose timely help and guidance went a long way in finishing this project work from commencement to achievement. I would like to express my sincere thanks to Anand Nigam for giving me an opportunity to explore the practical knowledge practiced by the company. I am very glad to work with the organization as a trainee. I am grateful to HR Department of TURT SOFTECH PVT.LTD. for helping me to get the information and an invaluable experience. Last but not the least would like to thank my friends, family members and all those people who helped me for the completion and deeper understanding of the concept of performance appraisal. Working on this project to be an enlightening experience for me. MONIKA GURDASANI 5 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TABLE OF CONTENTS INDEX CERTIFICATE …………………………………………………………………………2 ACKNOWLEDGEMENT ………………………………………………………………5 DECLARATION ……………………………………………………………………….10 PREFACE ……………………………………………………………………………...11 EXECUTIVE SUMMARY …………………………………………………………….12 Chapter – I INTRODUCTION INDUSTRY ANALYSIS 1. Overview Of The Industry ………………………………………………………..13 2. Industry Segmentation ……………………………………………………………14 3. History And Evolution Of IT Industry ……………………………………………15 4. List Of Players In The Industry …………………………………………………..16 5. Growth Of The Industry (Forecast) ……………………………………………...17 Chapter – II COMPANY PROFILE 6. About The Company …………………………………………………………......21 7. Turt Group Structure …………………………………………………………......22 8. Board Of Directors .......................................................................................24 9. About Board Of Directors .............................................................................25 10. About Turt Softech (P) Ltd. ...………………………………………………….…27 11. Company History ……………....……………………………………………….…28 12. Infrastructure ……………………....………………………………………………29 13. Company Mission …………………....……………………………………………31 14. Company Goal ………………………....………………………………………….32 6 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 15. Company Vision …………………………..………………………………………33 16. Core Purpose & Corporate Values ……..…………………………………...….34 17. Value Statement ……………………………..……………………………………35 18. Organizational Structure ……………………..…………………………………..37 19. Turt Team ………………………………………...………………………………..38 20. Organization Features …………………………………………………………....40 21. Turt Aims At Providing ……………………………………………………….......43 22. Advantages Of Turt Softech ………………………………………………….....44 23. Quality And Environment ……………………………………………………......45 24. Research & Development …………………………………………………….....46 25. Achievements …………………………………………………………………......47 26. Milestone ………………………………………………………………………,.....50 27. Turt Product Range ………………………………………………………….…...51 28. Our Product ………………………………………………………………….…....52 Chapter – II ABOUT THE TOPIC HUMAN RESOURCE POLICY 29. About The Topic : ‘Human Resource Policies’ …………………………..........69 30. Formulating Policies ………………………………………………………….......70 31. Benefits Of Hr Policies ……………………………………………………….......71 32. Principles Of Hr Policy ……………………………………………………...........72 7 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Chapter – III RESEARCH OBJECTIVES, SCOPE, METHODOLOGY AND PROBLEMS 33. Objectives Of Study …………………………………………………………….74 34. Scope Of Study …………………………………………………………….......75 35. Research Methodology ..........................................................................76 36. Research Problem .................................................................................78 Chapter – IV THEORITICAL BACKGROUND STATE LABOUR LAWS 37. Introduction …………………………………………………...........................80 38. History Of Labour Laws ……………………………………………............…81 39. Purpose Of Labour Legislation ………………………………...............……84 40. Evolution Of Labour Law In India …………………………...............………85 41. Constitutional Provisions For Labour Laws .............................................86 42. Constitutional Status ..............................................................................87 43. Labour Policy Of India ............................................................................88 44. Labour Laws In India .............................................................................. 90 45. Classification Of Labour Laws In India ...................................................95 Chapter – V FINDINGS, RESEARCH AND RESOLUTION 46. HR Policies At Inspection ..........................................................................144 47. Impact Of HR Policies ...............................................................................158 8 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Chapter – VI IMPLEMENTATION OF NEW HR POLICY 48. Hours Of Operations ……………………………….…………………….…..160 49. Attendance Policy …………………………………….………………………161 50. Leave Policy …………………………………………………………………..163 51. Holidays …………………………………………………………………….….171 52. Recruitment ………………………………………………………………..….172 53. Manpower Requirement Requisition Form ……………………………..…175 54. Job Application Form ………………………………………………………...177 55. Importance Of Job Application Form ....................................................182 56. Interview Assessment Form .................................................................183 57. Training And Probation Policy ………………………………………….......185 58. Performance Appraisal Policy ……………………………………………....186 59. Key Responsibilities Assessment ………………….................................187 60. Counselling …………………………………………………………………....191 61. Career Planning Policy ........................................................................192 62. Pay And Compensation .......................................................................193 63. Dress Code Policy ............................................................................... 194 64. Safety Policy .......................................................................................197 65. Work Place Security Policy……………………………………………….....198 66. Equal Employment Policy …………………………………………………...199 67. Business Expense Reimbursement ……………………………………......200 68. Telephone And Computer Use Policy …………………………………......201 69. Drug, Alcohol And Smoking Policy …………………………………….......202 70. Termination Policy ............................................................................... 203 71. Grievance Handling Process ................................................................207 72. Comparison Between The Two Policies ………………………………......208 73. Conclusion ........................................................................................... 210 REFERENCE 9 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department DECLARATION I MONIKA GURDASANI, hereby declare that all the information furnished in this PROJECT entitled, “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD. is my original work containing authentic facts. This work is only being submitted to SHREE COLLEGE OF MANAGEMENT in the partial fulfilment of the requirements for the award of Masters of Business Administration is the outcome of original study undertaken by me and it has not been submitted earlier to any other University or Institution for the award of any Degree. Date: 8th August, 2013 Place: Lucknow 10 MONIKA GURDASANI Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department PREFACE Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is to increase efficiency by increasing motivation and thus fulfil organizational goals and objectives. The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve. The main focus was on the managerial levels of employees in TURT SOFTECH PVT. LTD. 11 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department EXECUTIVE SUMMARY My internship at TURT SOFTECH PVT.LTD., was a great exposure to the corporate world. After going through my summer training, I had a first-hand experience of how a Company as well as HR department functions. INTRODUCTION OF PROJECT This project is about the HR Policies in TURT SOFTECH PVT. LTD. The HR Policies in an organization helps every individual to raise his/her potential in all facets by helping him to be satisfied and secured about his present and future. PROJECT TITLE The title of the project is “HR Policies and Its Implementation” in TURT SOFTECH PVT.LTD. As the name indicates it is the study of the HR Policies prevalent in TURT SOFTECH PVT.LTD. ORGANIZATION TURT brings in a unique mix of specialists in information technology areas. The solution requirements of Information Technology demand experts in these areas and TURT geared up to offer a comprehensive suite of services to the IT Industry. We have a huge Development, Testing, Maintenance, Support and Business Development Team having vast experience and in-depth knowledge of different technologies for developing complex business solutions with focus on the core requirements. We bring innovative ideas and cutting-edge technologies, to help our customers just to concentrate on their respective business. 12 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department INTRODUCTION INDUSTRY ANALYSIS 13 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department OVERVIEW OF THE IT INDUSTRY The Indian IT industry is growing steadily despite the global meltdown in the year 2009. When the whole of the world witnessed the negative growth, Indian IT industry still managed to register a growth of 5.5%. The industry is about to register the historic landmark of Rs. 300 thousand crores exports last financial year, according to NASSCOM President, Som Mittal. The domestic market is also slotted to witness 12% growth, this year. Potential size of India‟s offshoring industry is estimated at Rs. 750 thousand crores to 1200 thousand crores by 2015. The industry currently employs around 10 lacks people and provides indirect employment to around 25 lacks people. It is expected to add another 1,50,000 jobs in the next fiscal according to NASSCOM. Indian IT/ IT-es sector is growing substantially with its  Expansion into varied verticals  Well differentiated service offerings  Increasing geographic penetration The phenomenal success of the Indian IT- IT-es industry can be attributed to the favourable government policies, burgeoning demand conditions, healthy growth of related industries and competitive environment prevalent in the industry. The interplay of these forces has led to putting the industry on the global map. 14 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department INDUSTRY SEGMENTATION IT industry can be broadly classified into three sectors: 1. Software 2. IT Services 3. IT enabled Services (IT-es)- BPO 15 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department HISTORY AND EVOLUTION OF IT INDUSTRY 1. PHASE I – Prior to 1980 2. PHASE II – 1980 - 1990 3. PHASE III – 1990 - 2000 4. PHASE IV – Post 2000 YEAR GROWTH PHASE I 16 PHASE II PHASE III PHASE IV Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department LIST OF PLAYERS IN THE INDUSTRY 1. ESDS 2. TATA CONSULTANCY SERVICES 3. WIPRO LIMITED 4. INFOSYS 5. HCL TECHNOLOGY 6. TECH MAHINDRA 7. COGNIZANT 8. I - FLEX SOLUTIONS 9. L&T INFOTECH 10. MINDTREE 11. I- GATE 17 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department GROWTH OF THE INDUSTRY (FORECAST)  Competition globally.  India can sustain if the cost differential is attractive which is 1:3 currently.  Containing costs one of the challenges.  Quality control  Focus and build Indian market.  Moving up the value chain.  Making good revenue in the software service sectors. 18 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 19 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COMPANY PROFILE 20 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ABOUT THE COMPANY TURT is a group with the multidimensional and well diversified domain including many aspects, such as:  IT Sector for development, maintenance and commissioning, along with support for business promotion and internet marketing.  Business consultancy for helping business to initiate, propagate and stand, with the features of plant side reporting, land and material procurement and commissioning.  Pharmaceuticals sector for pharmacological research, medicine testing and manufacturing.  Tele media sector for researching, producing and distributing the feature films and television motion pictures. and many more… TURT group is one of the trusted partners for aforesaid sectors & have the capabilities, manpower, methods, technologies and the desire to be your strategic partner of choice. Their primary objective is to develop an environment of fairness, honesty, integrity and courtesy towards their clients, employees, vendors and society at large. They are committed to their Customers and partners and have a passion for technology. They take on big challenges, and pride themselves on seeing them through 21 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TURT GROUP STRUCTURE 22 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Turt Sccurities Turt Softech Turt Consultancy Turt Infrabuild 23 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Turt Healthcare BOARD OF DIRECTORS CEO MANAGING DIRECTOR Dr. A. P Mishra Mr. Prateek Dubey DIRECTOR and LEGAL ADVISOR MEMBER ADVISORY BOARD Mrs. Rajshree Mukherjee Mr. Soumak Mukherjee 24 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ABOUT BOARD OF DIRECTORS CHIEF EXECUTIVE OFFICER Mr. A.P Mishra Academic: Completing his basic schooling from Uttarakhand, the land of mountains, he further accomplished his Medical Education in Dentistry from Moradabad (Uttar Pradesh), the brass city. After completion of his education from two entirely different atmospheres, he started a company in 2011 which shined like brass and stood strong as mountains. Work Role:  Meeting the needs of employees, customers, and investors.  He decides, sets budgets, and hires a team to steer the company accordingly.  His duty is building culture. Work gets done through people, and people are profoundly affected by culture.  Team-building is his duty. He hires, fires, and leads the senior management team, they, in turn, hire, fire, and lead the rest of the organization.  Allocation of capital is his duty. He sets budgets within the firm.  Setting up strategy and vision for the company.  Keeping the Board informed of existing or impending Board policy issues  Contributing to the development of annual goals and objectives 25 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department MANAGING DIRECTOR Mr. Prateek Dubey Academic: Completing his basic schooling from Lucknow, the city of nawabs, he further attained his graduate degree of Engineering in Electronics and Communication from Moradabad (Uttar Pradesh). After completion of his education he came forth with a new idea of setting up a IT business in Lucknow. The competition was tough and he was new. He was not able to survive, but he fought, against adversary, employees, money, family and most important of all, he fought against himself. Work Role:  He is holding the top management position in a company.  He acts as a head of the company scrutinizing, assessing, and monitoring various departments.  He is answerable to the customers, and also the board of directors, on issues regarding the company performance.  He takes decision, holds meetings, and formulates strategic plan for daily activities.  He maintains the operational performance of the company.  He directs strategy towards the profitable growth and operation of the company.  He motivates the employees of the company from time to time. 26 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ABOUT TURT SOFTECH (P) LTD. TURT SOFTECH PVT. LTD. is a Web Development and Custom Application Development company of India. It provides custom solutions of high quality and low cost with their rich experience in Web Development, Project Management and technical knowhow. They bring innovative ideas and cutting-edge technologies to help their customer just concentrate on their respective business. They, in a short span of time, have established a reputation as the most definitive work for website development, software development, in house and offshore server, domain management and cloud setup. They have indigenously developed the concept of high specification, carrier neutral & fully managed Servers in Lucknow, Nashik (India) & London (U.K). They have a huge Development, Testing, Maintenance, Support and Business Development Team having vast experience and in-depth knowledge of different technologies for developing complex business solutions with focus on the core requirements. Apart from developing and maintaining the solutions for their esteemed customers they also thrive to make their customers smile without worry. 27 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COMPANY HISTORY  Founded in 2011 as a small co. with a big vision, at Lucknow.  Maintained a phenomenal growth.  Achieving total financial stability since inception & the growth is solely based on internally generated funds.  Consistent record of 50% of business coming from repeated customers.  Spotless delivery of record of many successful projects.  A dedicated team of brilliant software and hardware professionals.  Providing complete peace of mind & satisfaction to our clients.  In 2012 set up its two branches one at Siliguri (West Bengal) and the one at Sitapur (U.P). 28 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department INFRASTRUCTURE TURT SOFTECH has a dedicated development and service centre, which is an extension of the customer‟s software engineering facility from carefully selected building materials to unique power saving systems. They have ensured that they keep their operations & premises as a contributing factor in maintaining the environment equilibrium. DATA CENTRE SPECIFICATION:  A large working area.  Complete multi powered network.  Healthy environment.  Fully air-conditioned.  Multiple internet connection from different backbone providers to provide 100% uptime.  Vision cameras.  Providing good training facility for staff.  Dedicated servers for application hosting, testing & client presentation.  A good communication facility with clients with co-ordination.  Well maintained to overcome any disaster.  Environmental monitoring system. 29 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 30 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COMPANY MISSION TURT Web Development team works with an objective to provide all the possible services to get your business IT enabled with easy-to-use facilities and software tools to upgrade clients business to a new height which your competitors can never think of. They believe in planned approach for future by securing your online presence today. To capitalize on the efficiency of information technology industry to same clients, they work hard constantly. At TURT clients get the highest quality & value for their investment with complete peace of mind and satisfaction. They believe in providing a user-friendly application with a unique presentation, easy & simple to understand approach. They embrace bold strategies that will lead to their success in market place & will make TURT SOFTECH a winning competitor both today & in the future. 31 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COMPANY GOAL TURT goal is to become the world‟s leading Information Technology Company providing quality solutions backed up by unbeatable customer service. They see themselves on the heights which no one has ever achieved. They aspire to become the best cutting edge technology provider, that too responsibly and in a fair way. They want to maximize the rewards of our diversity by providing end to end solutions, which are easy to maintain and upgrade. 32 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COMPANY VISION TURT want to extend their relationship with clients and become a trusted and predictable outsourcing partner. They look forward to commence a mutually beneficial and long-term relationship. They dream to be the fastest, safest, most progressive technology builder, relentless in the pursuit of client & employee‟s excellence & strive to achieve higher customer satisfaction with information product & service. They work with honesty, integrity & commitment. They are the most economical service providers on the globe providing the most economical plans for website & software solutions. 33 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department CORE PURPOSE & CORPORATE VALUES CORE PURPOSE “Improve Life through Innovative Technology”  We are a role model enterprise, respected globally for excellence in quality and innovation.  We enhance stakeholder value while adhering to the code of responsible care and ethical values.  We are an employer of choice and preferred business partner worldwide. CORPORATE VALUES TURT SOFTECH PVT. LTD. believes in honouring its commitment, integrity and transparency are an integral part of our relationship with customers, employees, society. Respect for Life: The Company believes that life in all its forms must be respected. We respect and value our people. Our employees are our value creators whose efforts, creativity and bond we cherish. Our customers, who reward us for our value creation and our stakeholders, who are committed to us in our endeavour to improve life. We also recognize and respect our environment and take every effort to preserve it. 34 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department VALUE STATEMENT Integrity We are open, ethical, transparent & uncompressing in our work. Decisiveness Set a goal, analyse the facts and work on alternatives and conclude them in fixed time frame. Team Spirit We encourage group interaction and working together. United and collective drive achieves the desired goal. Commitment We keep all promises made within and outside the company. Caring We are concerned for our environment, society and employees and work for their betterment. 35 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Excellence We are a role model and benchmark company for our products, services and business processes. Innovation We nurture creativity and encourage application of knowledge and ideas in all facets of our business. Customer Orientation Customer is uppermost in our mind. We work to exceed his expectations. 36 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ORGANIZATIONAL STRUCTURE 37 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TURT TEAM TURT SOFTECH is a group of dedicated team of skilled IT professionals. It brings in a unique mix of specialists in information technology areas. We have our own staff, monitoring entire network & all our servers. We employ an experienced team of professional engineers, with proven track records who are committed, responsive & Information Technology demand experts. TURT has geared up to offer a comprehensive suite of services to the IT Industry. HARDWARE TEAM SPECIFICATION:  10 AM to 6 PM Helpdesk & Customer Support.  Experienced professionals of hardware and networking sector.  Good analysis, resolution & delivery of products.  Disaster recovery & Backup Solutions.  Honest & Hardworking staff.  Providing satisfaction to Customers. 38 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department SOFTWARE TEAM SPECIFICATION:  24/7 Helpdesk & Customer Support at NOC.  24x7x365 monitoring & staffing in NOC.  Experienced professionals of IT sector.  Good analysis, implementation & delivery of projects store technology.  Research & Development team.  Managed Web Hosting & Data centre Services.  Email services.  Disaster recovery & Backup Solutions.  Share point services.  Global server load Balancing.  Network Designing & Implementation.  Virtualization Technology & Cloud Computing.  Geospatial Information System & Web Making.  E-Governess & M-Governess.  Honest & Hardworking staff.  Providing satisfaction to Customers. 39 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ORGANIZATION FEATURES TURT TECHNOLOGY SERVICES:  Application Design  Product Development  Integration & Support  Network Management  Network Security  Dynamic Web Application Development  Web Designing  Web Optimization  Web Promotion  Link Building  Web Maintenance  E-Commerce Solution  Animation  Flash  Cloud Hosting  Search Engine Submissions  Hosting  Graphic Designing  Consultancy. 40 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  Online Marketing TECHNICAL LANGUAGES:  Java  Java Script  HTML  XHTML  XML  PHP  SQL  MSSQL  MySQL  C#  ASP.NET DEDICATED SERVERS: Cent OS, Open BSD, Cold Fusion DNS, Hyper V-tech, Microsoft SQL Server 2008Enterprise Edition R2, Microsoft SQL Server 2008- Web Edition R2, Virtuzzuo Container, Parallel Plesk Expand Unlimited with Power Pack 2, Dotnet panel. 41 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Our dedicated servers are designed to deliver an optimum combination of affordability, flexibility, reliability & most important a higher level of security that makes your hosted environment complete. SYSTEM & PRODUCTS:  Incorporate user feedback points & are enriched with onsite experience.  Deploy modular, Plug in Framework.  Can be installed maintained & understood by end user.  Have excellent user interface & Reporting.  Use latest networking technologies like IPVG, SNMPU3, XML, and RPC.  Are designed for affordable Solutions.  Can be maintained through remote software updates. 42 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TURT AIMS AT PROVIDING  Quality Product  Excellent Customer Service  Cost Effective Solution  Economic Price Structure  Flexible Payment Mode  Right Time Delivery  Satisfaction to Customers  Quick resolution to problems  Healthy Environment  Satisfied clients 43 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ADVANTAGES OF TURT SOFTECH TURT ensure no. of advantages of its own:-  Ensure on time delivery.  Have skilled hardware and network professionals.  Healthy environment.  Good communication with clients through a simple & understanding language.  Quick resolution to problems.  Consistent growth & performance.  Satisfied clients.  Proximity to skilled manpower.  Multicultural & Multi location understanding.  Flexible to work with needs of the clients.  Provide high quality & cost effective solution.  Competitive pricing & risk sharing.  Local LANS, local time, local responsibility, local guarantee, global quality.  Pre-active client management accessing from 10am to 9pm. 44 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department QUALITY AND ENVIRONMENT At TURT SOFTECH quality is the keyword in every activity and a constant endeavour to achieve standards of the highest levels has been an on-going commitment from the time of its inception as well as recognition and acknowledgement of this devotion. This achievement has been set as a benchmark to go forward in excellence. For TURT it is an on-going process to continuously explore new product applications, competitive technologies and potential markets. TURT has scaled his success with its aim of commitment and quality. The commitment towards this is apparent from the fact that TURT has a total manpower of 85 persons supporting the Quality and Technical functions at its various technical facilities 45 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department RESEARCH & DEVELOPMENT At Turt Softech, R&D is the key to survival and growth, given that a fast paced global environment results in ever changing customer needs and new products and processes drain away competitiveness. From mere quality issues, Turt Softech has now moved into the field of newer technologies, expanding applications that satisfy customers. To that end we have a central R&D facility, the TURT Research & Development Centre (TRDC) at Lucknow. TRDC has a sophisticated analytical facility for testing new technologies and new products. A team of over 30 persons, looks after the department activities. 46 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ACHIEVEMENTS TURT has many a firsts to its credit and these have been earned through its constant endeavour for identification of products that are required by the clients. TURT R&D centre in Lucknow aims to provide specialized products that add value and enhance every aspect of life. Success can be measured in many ways.” Success is a journey, not a destination.” And for TURT, it‟s been a period of tremendous achievements. Mentioned here are some of the company's achievements:  Started in November 2011 with a small area in Murari Yadav Complex Faizabad Road and maintained 20 clients in first financial year.  Expanded its business a year later in 2012 with 120 clients consisting of 20 old clients. 47 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  Expanded server site infrastructure with owned dedicated servers in London, U.K and Nasik data centres.  Expanded business in 2012 by opening two branch office at Siliguri (West Bengal) and Sitapur (U.P).  Further expansion of business was seen in third year 2013 with expansion of business area and a new office set up at Sinha Complex, Gole Market Mahanagar.  Company made its contribution by sponsoring BHARAT JAGO DAUD at Siliguri (West Bengal) in 2013.  In 2013 TURT formed a group with its following subsidiaries:  TURT SECURITIES PVT. LTD.  TURT SOFTECH PVT. LTD. o It has its sister concern TURT EDUTECH  TURT CONSULTANCY SERVICES PVT. LTD. o It has its sister concern WINAXIS CONSULTANTS PVT. LTD.  TURT HEALTH CARE SERVICES o It has its sister concern GLOW DENTAL CARE o It has its sister concern AXILTH REMEDIES  SVYAMSIDHA ENTERTAINMENTS (I) PVT. LTD  TURT INFRABUILD PVT. LTD. o It has its sister concern GOODWILL INFRA  The inauguration of WIN AXIS CONSULTANTS PVT. LTD. was done by our esteemed guest Mr. Ambika Choudhary, Minister of Pichda Varg and Vikalang Kalyan.  In this year the clientele reached upto 500+. 48 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  TURT forwarding step in a new sector applied for news publication name RELATO 49 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department MILESTONE In a short span of 3 years TURT has steadily climbed the steps of excellence and is continuing in its efforts to reach the top and be the best. Mentioned here are some of its milestones: 500+ 120 GROWTH 20 2011 50 2012 2013 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TURT PRODUCT RANGE Turt is a trusted partner for all & has a wide range of its product. There are ten software products of our company. They all are well developed with high technology features in grouped in all. List of Products: 1. SKLEP LITE 2. SKLEP ELITE 3. SKLEP PLUS 4. BITE PLAZA 5. COMERCIO 6. SKOLAN 7. RELATO 8. SKO LEARN 9. DIGI CINE 10. DIGI DENT 51 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department OUR PRODUCT 52 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department SKLEP LITE ABOUT: SKLEP LITE is light weighted software suitable for small scale industries. It is an online invoicing system with unique features and functionality. It has provision to record complete personal details of customer and his account details. It is helpful in making records of sales and invoice on daily, weekly, quarterly, monthly and yearly basis. This software also has provision for preparing balance sheet of the business. USES:  It is used for recording customer details.  It is used for preparing balance sheet. 53 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ADVANTAGES:  It has advantage for invoicing online.  It is for maintaining invoice on daily, weekly, quarterly, monthly and yearly basis. SKLEP PLUS ABOUT: SKLEP PLUS to be known as point of sale solution has special features of billing. It is billing system software with new and different features comparable to other software. It is helpful in inventory management of the business. This software also has the bar code printing facility. It records complete client details and manages client account. This software is scalable upto 1 lakh products. USES:  It is used for inventory maintenance.  It is used to record client details. 54 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ADVANTAGES:  It has advantage of easy billing.  It is scalable of maintaining 1 lakh products.  It provides advantage of bar code facility. SKLEP ELITE ABOUT: SKLEP ELITE to be known as enterprise resource planning is an entirely web based software. This software is helpful for maintaining quotations and for entering customer orders. It has feature for maintaining both sales and purchase order. The inventory managed is easily done by this software. It maintains a fixed asset register. It is easily accessible in multi languages and facility for multi-currency is usage is there in this software. It is for making daily sales report of the business. It records complete details of the customers personal and the account detail both. Using this software number of bank accounts can be maintained. It also has provision for preparing balance sheet of the business. USES: 55 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  It is used for maintaining quotations.  It is used for entering customers‟ orders.  It is used for inventory management.  It is used for recording customer detail.  It is used for managing bank accounts.  It is used for managing customer queries/complaints.  It is used for salary management.  It is used for production management.  It is used for service request resolution. ADVANTAGES:  It has advantage of preparing balance sheet.  It is for maintaining number of bank accounts.  It has advantage of multi-language interface.  It has advantage of multi- currency usage facility. 56 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department BITE PLAZA ABOUT: BITE PLAZA is a complete restaurant management system. The interface of it is available in 11 languages. This magnificent product works well with all types of printers, cash drawers, line display, bar code readers & magnetic strip readers. It has provision for taking orders from the customers. It is very easy accessible for generating billing with tax reports. Including all the above it also provides inventory record & management provision. It maintains complete staff management i.e. salary, report time etc. It has one new feature of Kitchen Order Ticket printing (KOT). The daily, weekly, monthly, quarterly & yearly sales & invoice reporting is done by it. It also works in networks. It is having comprehensive set of reports i.e. sales, taxes, Z-out, inventory, profit margin & others. 57 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department USES:  It is used for taking orders from the customers.  It is used for staff management.  It is used for inventory management.  It is used for restaurant billing.  It is used for report viewing. ADVANTAGES:  It has advantage of multi-language interface.  It is for generating bills with tax reports.  It has advantage of working in networks.  It has advantage of working with all type of printers, cash drawers, line display, bar code readers & magnetic strip readers. 58 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Comercio ABOUT: COMMERCIO software has an easy to use functionality for shop owners. It has user friendly design look & feel. This software is compatible for both mobile & tablet. It is fully scalable upto 1 lakh products. It has feature of online ordering with 2 steps & 5 steps check out procedures & supports all available payment gateways including wire transfer & cash on delivery. This software is used for tangible & non-tangible products i.e. grocery items, mobile etc. Using this software owner can fully customise his shop & can run on multiple online stores. The software maintains full customer records, a/c & invoices. It is feature for customer to track their orders. The software is also having logisticians panel. 59 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department USES:  It is used to maintain customer record.  It is used to record tangible and non-tangible products.  It is used for online product selling.  It is used for online product showcasing.  It is used for e commerce discount deals.  It is used for shipment management. ADVANTAGES:  It provides advantage to customer for tracking their orders.  It is scalable to 1 lakh products.  It has feature of online ordering.  It is compatible with mobile and tablet. 60 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department SKOLAN ABOUT: SKOLAN is complete school management system software. It maintains complete student record & details i.e. attendance, growth & progress. It is helpful to teachers for preparation of grade books & report cards. It maintains complete teacher record & details i.e. attendance, progress & consignment. This software has a unique feature of online parent & teacher relationship management. It is having online leave application facility. There is a portal for parents to view their child‟s performance. The software is helpful for preparing class time table schedule both for teacher & student. It has a provision for maintaining a/c, salary & fee structure of the teachers and students both. It maintains complete class wise record & details. USES: 61 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  It is used to record students and teachers detail.  It is used to prepare class time table.  It is used to maintain complete class record.  It is used to maintain grade book and results.  It is used for fees management. ADVANTAGES:  It has advantage of online leave application facility.  It maintains online parent & teacher relationship.  It provides portal for parents to view their child‟s performance. 62 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department RELATO ABOUT: RELATO is an online news portal. It is suitable for the clients who are in print & news media sector. This software has friendly search engine system can archive unlimited news posts. The software has quick & easy to use functionality. It has provision for newsletter & subscription. It is compatible to both mobile & tablet. This supports text, images, as well as videos. USES:  It is used to support text, images and videos.  It is used by clients in print and news media sector. ADVANTAGES:  It has a great advantage of friendly search engine system.  It has portal for newsletter and subscription. 63 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  It is compatible to both mobile and tablet. SKOLEARN ABOUT: SKO LEARN is software with feature for online classes & courses. It is scalable of upto unlimited subjects, courses & topics. In this the online registration for both students & teachers can be done. It has a unique feature carrying social networking site and file storage. This software provides interactive communication between teachers & students. It has a feature for online messaging and it also carry out online tests and results. It maintains complete profile of student and teacher. USES:  It is used by student and teachers.  It is used to record teachers and students detail. ADVANTAGES:  It has advantage of online registration.  It provides a social networking site and online messaging facility.  It is scalable of upto unlimited subjects, courses & topics. 64 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  It provides online tests and results. DIGICINE ABOUT: DIGI CINE is complete hospital management software. It is suitable for both OPD & IPD functionality. It is having facility of patient registration; complete details of patient can be maintained and can be kept for future reference. It maintains records & details of all the departments & department heads. It has a feature of pharmacy management and store management. It maintains complete record of employee‟s and their details of salary. It has provision for making financial record. USES:  It is used to record patient detail and make registration.  It is used for both OPD and IPD functionality.  It is used for maintain employee‟s record and details.  It is used to prepare details of all departments.  It is used for online registration of patients.  It is used for pathological result storage.  It is used for radiological result storage. 65 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ADVANTAGES:  It has advantage of online registration.  It maintains financial record.  It is flexible and scalable.  It provides billing facility.  It also has one more feature of pharmacy and store maintenance. 66 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department DIGIDENT ABOUT: DIGI DENT software has unique solution for private dental practise management. It maintains online patient registration according to slots. It maintains complete patient record & details which are easy accessible for future references. It has unique feature of maintaining patient‟s radiograph record. It also provides interactive communication with patients. This software has multi-speciality management and has provision of online lab & radiograph ordering. USES:  It is used to record patient detail and make registration.  It is used to maintain patient‟s radiograph record. ADVANTAGES:  It has advantage of online registration.  It provides interactive communication with patients.  It provides multi-speciality management.  It provides online lab & radiograph ordering. 67 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ABOUT THE TOPIC “HUMAN RESOURCE POLICY” 68 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ABOUT THE TOPIC ‘HUMAN RESOURCE POLICIES’ Human Resource Policies refers to principles and rules of conduct which “formulate, redefine, break into details and decide a number of actions” that govern the relationship with employees in the attainment of the organization objectives. HR Policies cover the following:  Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like.  Policy on terms and conditions of employment-compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off and the like.  Policy with regard medical assistance-sickness benefits, ESI and company medical benefits.  Policy regarding housing, transport, uniform and allowances.  Policy regarding training and development-need for, methods of, and frequency of training and development.  Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure, participative management and communication with workers. 69 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department FORMULATING POLICIES There are five principal sources for determining the content and meaning of policies: 1. Past practice in the organization. 2. Prevailing practice in rival companies. 3. Attitudes and philosophy of founders of the company has also its directors and the top management. 4. Attitudes and philosophy of middle and lower management. 5. The knowledge and experience gained from handling countless personnel problems on day to day basis. 70 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department BENEFITS OF HR POLICIES Organizations should have personnel policies as they ensure the following benefits: 1. The work involved in formulating policies requires that the management give deep thought to the basic needs of both the organization and the employees. The management must examine its basic convictions as well as give full consideration to the prevailing practices in other organizations. 2. Established policies ensure consistent treatment of all personnel throughout the organization. Favouritism and discrimination are, thereby, minimized. Continuity of action is assured even though top management personnel change. The CEO of a company may possess a very sound personnel management philosophy. 3. He/she may carry the policies of the organization in his/her head, and he she may apply them in an entirely fair manner. But what happens when he/she retires? The tenure of office of nay manager is finite. But the organization continues. Policies promote stability. 4. Policies serve as a standard of performance. Actual results can be compared with the policy to determine how well the members of the organization are living upto the professional intentions. 5. Sound policies help build employee motivation and loyalty. This is especially true where the policies reflect established principles of fair play and justice and where they help people grow within the organization. 6. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts. 71 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department PRINCIPLES OF HR POLICY 1. Principle of individual development to offer full and equal opportunities to every employee to realize his/her full potential. 2. Principle of scientific selection to select the right person for the right job. 3. Principle of free flow of communication to keep all channels of communication open and encourage upward, downward, horizontal, formal and informal communication. 4. Principle of participation to associate employee representatives at every level of decision-making. 5. Principle of fair remuneration to pay fair and equitable wages and salaries commensuration with jobs. 6. Principle of incentive to recognize and reward good performance. 7. Principle of dignity of labour to treat every job and every job holder with dignity and respect. 8. Principle of labour management co-operation to promote cordial industrial relations. 9. Principle of team spirit to promote co-operation and team spirit among employees. 10. Principle of contribution to national prosperity to provide a higher purpose of work to all employees and to contribute to national prosperity. 72 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department RESEARCH OBJECTIVES, SCOPE METHODOLOGY AND PROBLEMS 73 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department OBJECTIVES OF STUDY “The word objective means purpose behind doing anything.” Every research study has its own specific research objective. Without objective no one is doing any work. To do anything there is a purpose behind it. Here in „TURT SOFTECH PVT. LTD‟ my research objectives are as follows:  To study the HR Policies of the company.  To study the amendments made in the HR Policies of TURT SOFTECH PVT. LTD. since the time of incorporation.  To incorporate the amendments in the base policy and prepare a final policy.  To design a HR Policy manual for the company with special emphasis on the “Managerial Service Conditions”. 74 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department SCOPE OF STUDY  In an organization human resource is the most important asset. In current scenario, Turt Softech Pvt. Ltd. is a very large company with talented & qualified employees.  As most of the company‟s overall performance depends on its employee‟s performance which depends largely on the HR POLICIES of the organization.  So the project has wide scope to help the company to perform well in today‟s global competition.  The core of the project lies in analysing and assessing the organization and to design an HR POLICY manual for the organization. 75 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department RESEARCH METHODOLOGY Research has its special significance in solving various operational and planning problems of business and industry. Research inculcates scientific and inductive thinking and promotes the development logical habits of thinking and organization. Thus, Research is the foundation of knowledge for the sake of knowledge and an important source of providing guidelines for solving different business, governmental and social problems. It is a sort of formal training which enables one to understand the new developments in one‟s field in a better way. 1. METHOD OF DATA COLLECTION I have chosen the questionnaire methods of data collection due to limited time in hand. While designing data-collection procedure, adequate safeguards against bias and unreliability must be ensured. I have examined the collected data for completeness, comprehensibility, consistently and reliability. I have also gathered secondary data which I got from various journals, historical documents, magazines and reports prepared by the other people. For the present piece of research I have used the following methods:  Questionnaire  Observation 76 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 2. SAMPLE SIZE Here, I have taken 10 as the sample size. 3. HYPOTHESIS OF PROJECT  Human Resource Policies provided by the organization of employees works as an agent for the growth of employees and also motivates the employees to perform well i.e. employee performance and satisfaction is the valuable outcome of sound HR Policies of the organization.  The various HR Policies in Turt Softech Pvt.Ltd. makes the employees enthusiastic towards work. 4. ABOUT THE QUESTIONNAIRE In this method a questionnaire is sent to the HR Manager concerned with a request to answer the questions and return the questionnaire. The questionnaire consisted of a number of questions printed or typed in a definite order. The HR Manager has to answer the questions of their own. The researcher has chosen this method of data collection due to low cost incurred, it is free from bias of the interviewer and respondent have adequate time. 5. ABOUT OBSERVATION In this method I observed the activities carried out in the organization. The way different policies were followed in the company by the employer as well as employees. 77 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department RESEARCH PROBLEM The first and foremost step happens to be that of selecting and properly defined research problem. Research Problem refers to some difficulty which a researcher experiences in the context of either a theoretical or practical situation and wants to obtain a solution for the same. A research problem is one which requires a researcher to find out the best solution for the given problem that is to find out by which course of action the objective can be attained optimally in the context of a given environment. Thus zest for the work is must. The subject or the problem selected must involve the researcher and must have an upper most place in his mind so that he /she undertake all the pains for the study. I have selected the research problem in is as follows:  To know the HR POLICIES AND ITS IMPLEMENTATION 78 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department THEORITICAL BACKGROUND STATE LABOUR LAWS 79 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department INTRODUCTION Labour law also known as employment laws the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In other words, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally, labour law covers:  Industrial relations – certification of unions, labour-management relations, collective bargaining and unfair labour practices;  Workplace health and safety;  Employment standards, including general holidays, annual leave, working hours, unfair dismissals, minimum wage, layoff procedures and severance pay. There are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries. Labour rights have been integral to the social and economic development since the industrial revolution. 80 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department HISTORY OF LABOUR LAWS Labour law arose due to the demands of workers for better conditions, the right to organize, and the simultaneous demands of employers to restrict the powers of workers in many organizations and to keep labour costs low. Employers' costs can increase due to workers organizing to win higher wages, or by laws imposing costly requirements, such as health and safety or equal opportunities conditions. Workers' organizations, such as trade unions, can also transcend purely industrial disputes, and gain political power - which some employers may oppose. The state of labour law at any one time is therefore both the product of, and a component of, struggles between different interests in society. International Labour Organisation (ILO) was one of the first organisations to deal with labour issues. The ILO was established as an agency of the League of Nations following the Treaty of Versailles, which ended World War I. Post-war reconstruction and the protection of labour unions occupied the attention of many nations during and immediately after World War I. In Great Britain, the Whitley Commission, a subcommittee of the Reconstruction Commission, recommended in its July 1918 Final Report that "industrial councils" be established throughout the world. The British Labour Party had issued its own reconstruction programme in the document titled Labour and the New Social Order. In February 1918, the third Inter-Allied Labour and Socialist Conference (representing delegates from Great Britain, France, Belgium and Italy) issued its report, advocating an international labour rights body, an end to secret diplomacy, and other goals. And in December 1918, the American Federation of Labour (AFL) issued its own distinctively apolitical report, which called for the achievement of numerous incremental improvements via the collective bargaining process. 81 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department As the war drew to a close, two competing visions for the post-war world emerged. The first was offered by the International Federation of Trade Unions (IFTU), which called for a meeting in Berne in July 1919. The Berne meeting would consider both the future of the IFTU and the various proposals which had been made in the previous few years. The IFTU also proposed including delegates from the Central Powers as equals. Samuel Gompers, president of the AFL, boycotted the meeting, wanting the Central Powers delegates in a subservient role as an admission of guilt for their countries' role in the bringing about war. Instead, Gompers favoured a meeting in Paris which would only consider President Woodrow Wilson's Fourteen Points as a platform. Despite the American boycott, the Berne meeting went ahead as scheduled. In its final report, the Berne Conference demanded an end to wage labour and the establishment of socialism. If these ends could not be immediately achieved, then an international body attached to the League of Nations should enact and enforce legislation to protect workers and trade unions. The British proposed establishing an international parliament to enact labour laws which each member of the League would be required to implement. Each nation would have two delegates to the parliament, one each from labour and management. An international labour office would collect statistics on labour issues and enforce the new international laws. Philosophically opposed to the concept of an international parliament and convinced that international standards would lower the few protections achieved in the United States, Gompers proposed that the international labour body be authorized only to make recommendations, and that enforcement be left up to the League of Nations. Despite vigorous opposition from the British, the American proposal was adopted. The Americans made 10 proposals. Three were adopted without change: That labour should not be treated as a commodity; that all workers had the right to a wage sufficient to live on; and that women should receive equal pay for equal work. A proposal protecting the 82 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department freedom of speech, press, assembly, and association was amended to include only freedom of association. A proposed ban on the international shipment of goods made by children under the age of 16 was amended to ban goods made by children under the age of 14. A proposal to require an eight-hour work day was amended to require the eight-hour work day or the 40-hour work week (an exception was made for countries where productivity was low). Four other American proposals were rejected. Meanwhile, international delegates proposed three additional clauses, which were adopted: One or more days for weekly rest; equality of laws for foreign workers; and regular and frequent inspection of factory conditions. The Commission issued its final report on 4 March 1919, and the Peace Conference adopted it without amendment on 11 April. The report became Part XIII of the Treaty of Versailles. (The Treaty of Versailles was one of the peace treaties at the end of World War I. It ended the state of war between Germany and the Allied Powers. It was signed on 28 June 1919.) The first annual conference (referred to as the International Labour Conference, or ILC) began on 29th October 1919 in Washington DC and adopted the first six International Labour Conventions, which dealt with hours of work in industry, unemployment, maternity protection, night work for women, minimum age and night work for young persons in industry. The prominent French socialist Albert Thomas became its first Director General. 83 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department PURPOSE OF LABOUR LEGISLATION Labour legislation that is adapted to the economic and social challenges of the modern world of work fulfils three crucial roles:  it establishes a legal system that facilitates productive individual and collective employment relationships, and therefore a productive economy;  by providing a framework within which employers, workers and their representatives can interact with regard to work-related issues, it serves as an important vehicle for achieving harmonious industrial relations based on workplace democracy;  it provides a clear and constant reminder and guarantee of fundamental principles and rights at work which have received broad social acceptance and establishes the processes through which these principles and rights can be implemented and enforced. But experience shows that labour legislation can only fulfils these functions effectively if it is responsive to the conditions on the labour market and the needs of the parties involved. The most efficient way of ensuring that these conditions and needs are taken fully into account is if those concerned are closely involved in the formulation of the legislation through processes of social dialogue. The involvement of stakeholders in this way is of great importance in developing a broad basis of support for labour legislation and in facilitating its application within and beyond the formal structured sectors of the economy. 84 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department EVOLUTION OF LABOUR LAW IN INDIA The law relating to labour and employment is also known as Industrial law in India. Considerations of British political economy were naturally paramount in shaping some of these early laws. Thus came the Factories Act. It is well known that Indian textile goods offered stiff competition to British textiles in the export market and hence in order to make India labour costlier the Factories Act was first introduced in 1883 because of the pressure brought on the British parliament by the textile magnates of Manchester and Lancashire. While the impact of this measure was clearly welfares the real motivation was undoubtedly protectionist. The earliest Indian statute to regulate the relationship between employer and his workmen was the Trade Dispute Act, 1929 (Act 7 of 1929). Provisions were made in this Act for restraining the rights of strike and lock out but no machinery was provided to take care of disputes. The original colonial legislation underwent substantial modifications in the postcolonial era because independent India called for a clear partnership between labour and capital. The content of this partnership was unanimously approved in a tripartite conference in December 1947 in which it was agreed that labour would be given a fair wage and fair working conditions and in return capital would receive the fullest co-operation of labour for uninterrupted production and higher productivity as part of the strategy for national economic development and that all concerned would observe a truce period of three years free from strikes and lockouts. Ultimately the Industrial Disputes Act (the Act) brought into force on 01.04.1947 repealing the Trade Disputes Act 1929 has since remained on statute book. 85 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department CONSTITUTIONAL PROVISIONS FOR LABOUR LAWS The relevance of the dignity of human labour and the need for protecting and safeguarding the interest of labour as human beings has been enshrined in Chapter-III (Articles 16, 19, 23 & 24) and Chapter IV (Articles 39, 41, 42, 43, 43A & 54) of the Constitution of India keeping in line with Fundamental Rights and Directive Principles of State Policy. Labour is a concurrent subject in the Constitution of India implying that both the Union and the state governments are competent to legislate on labour matters and administer the same. The bulk of important legislative acts have been enacted by the Parliament. 86 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department CONSTITUTIONAL STATUS The legislations can be categorized as follows: 1) Labour laws enacted by the Central Government, where the Central Government has the sole responsibility for enforcement. 2) Labour laws enacted by Central Government and enforced both by Central and State Governments. 3) Labour laws enacted by Central Government and enforced by the State Governments. 4) Labour laws enacted and enforced by the various State Governments which apply to respective States. The Constitution of India provides detailed provisions for the rights of the citizens and also lays down the Directive Principles of State Policy which set an aim to which the activities of the state are to be guided. These Directive Principles provide:  for securing the health and strength of employees, men and women;  that the tender age of children are not abused;  that citizens are not forced by economic necessity to enter avocations unsuited to their age or strength;  just and humane conditions of work and maternity relief are provided; and  that the Government shall take steps, by suitable legislation or in any other way, to secure the participation of employee in the management of undertakings, establishments or other organisations engaged in any industry. 87 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department LABOUR POLICY OF INDIA Labour policy in India has been evolving in response to specific needs of the situation to suit requirements of planned economic development and social justice and has two fold objectives, namely maintaining industrial peace and promoting the welfare of labour. LABOUR POLICY HIGHLIGHTS  Creative measures to attract public and private investment.  Creating new jobs.  New Social security schemes for workers in the unorganized sector.  Social security cards for workers.  Unified and beneficial management of funds of Welfare Boards.  Reprioritization of allocation of funds to benefit vulnerable workers.  Model employee-employer relationships.  Long term settlements based on productivity.  Vital industries and establishments declared as `public utilities`.  Special conciliation mechanism for projects with investments of Rs.150 crores or more.  Industrial Relations committees in more sectors.  Labour Law reforms in tune with the times. Empowered body of experts to suggest required changes.  Statutory amendments for expediting and streamlining the mechanism of Labour Judiciary. 88 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  Amendments to Industrial Disputes Act in tune with the times.  Efficient functioning of Labour Department.  More labour sectors under Minimum Wages Act.  Child labour act to be aggressively enforced.  Modern medical facilities for workers.  Rehabilitation packages for displaced workers.  Restructuring in functioning of employment exchanges. Computerization and updating of data base.  Revamping of curriculum and course content in industrial training.  Joint cell of labour department and industries department to study changes in laws and rules. 89 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department LABOUR LAWS IN INDIA The term „labour‟ means productive work especially physical work done for wages. Labour law also known as employment law is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. There are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The law relating to labour and employment in India is primarily known under the broad category of "Industrial Law". The prevailing social and economic conditions have been largely influential in shaping the Indian labour legislation, which regulate various aspects of work such as the number of hours of work, wages, social security and facilities provided. The labour laws of independent India derive their origin, inspiration and strength partly from the views expressed by important nationalist leaders during the days of national freedom struggle, partly from the debates of the Constituent Assembly and partly from the provisions of the Constitution and the International Conventions and Recommendations. The relevance of the dignity of human labour and the need for protecting and safeguarding the interest of labour as human beings has been enshrined in Chapter-III (Articles 16, 19, 23 & 24) and Chapter IV (Articles 39, 41, 42, 43, 43A & 54) of the Constitution of India keeping in line with Fundamental Rights and Directive Principles of State Policy. The Labour Laws were also influenced by important human rights and the conventions and standards that have emerged from the United Nations. These include right to work of one‟s choice, right 90 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department against discrimination, prohibition of child labour, just and humane conditions of work, social security, protection of wages, redress of grievances, right to organize and form trade unions, collective bargaining and participation in management. The labour laws have also been significantly influenced by the deliberations of the various Sessions of the Indian Labour Conference and the International Labour Conference. Labour legislations have also been shaped and influenced by the recommendations of the various National Committees and Commissions such as First National Commission on Labour (1969) under the Chairmanship of Justice Gajendra gadkar, National Commission on Rural Labour (1991), Second National Commission on Labour (2002) under the Chairmanship of Shri Ravindra Varma etc. and judicial pronouncements on labour related matters specifically pertaining to minimum wages, bonded labour, child labour, contract labour etc. Under the Constitution of India, Labour is a subject in the concurrent list where both the Central and State Governments are competent to enact legislations. As a result , a large number of labour laws have been enacted catering to different aspects of labour namely, occupational health, safety, employment, training of apprentices, fixation, review and revision of minimum wages, mode of payment of wages, payment of compensation to workmen who suffer injuries as a result of accidents or causing death or disablement, bonded labour, contract labour, women labour and child labour, resolution and adjudication of industrial disputes, provision of social security such as provident fund, employees‟ state insurance, gratuity, provision for payment of bonus, regulating the working conditions of certain specific categories of workmen such as plantation labour, beedi workers etc. The legislations can be categorized as follows: a) Labour laws enacted by the Central Government, where the Central Government has the sole responsibility for enforcement. 91 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department b) Labour laws enacted by Central Government and enforced both by Central and State Governments. c) Labour laws enacted by Central Government and enforced by the State Governments. d) Labour laws enacted and enforced by the various State Governments which apply to respective States. a) Labour laws enacted by the Central Government, where the Central Government has the sole responsibility for enforcement 1. The Employees‟ State Insurance Act, 1948 2. The Employees‟ Provident Fund and Miscellaneous Provisions Act,1952 3. The Dock Workers (Safety, Health and Welfare) Act, 1986 4. The Mines Act, 1952 5. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare (Cess) Act, 1976 6. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labor Welfare Fund Act, 1976 7. The Mica Mines Labour Welfare Fund Act, 1946 8. The Beedi Workers Welfare Cess Act, 1976 9. The Limestone and Dolomite Mines Labour Welfare Fund Act, 1972 10. The Cine Workers Welfare (Cess) Act, 1981 11. The Beedi Workers Welfare Fund Act, 1976 12. The Cine Workers Welfare Fund Act, 1981 92 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department b) Labour laws enacted by Central Government and enforced both by Central and State Governments 13. The Child Labour (Prohibition and Regulation) Act, 1986. 14. The Building and Other Constructions Workers‟ (Regulation of Employment and Conditions of Service) Act, 1996. 15. The Contract Labour (Regulation and Abolition) Act, 1970. 16. The Equal Remuneration Act, 1976. 17. The Industrial Disputes Act, 1947. 18. The Industrial Employment (Standing Orders) Act, 1946. 19. The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979. 20. The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by Certain Establishments) Act, 1988 21. The Maternity Benefit Act, 1961 22. The Minimum Wages Act, 1948 23. The Payment of Bonus Act, 1965 24. The Payment of Gratuity Act, 1972 25. The Payment of Wages Act, 1936 26. The Cine Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981 27. The Building and Other Construction Workers Cess Act, 1996 28. The Apprentices Act, 1961 29. Unorganized Workers Social Security Act, 2008 30. Working Journalists (Fixation of Rates of Wages Act, 1958 93 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 31. Merchant Shipping Act, 1958 32. Sales Promotion Employees Act, 1976 33. Dangerous Machines (Regulation) Act, 1983 34. Dock Workers (Regulation of Employment) Act, 1948 35. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997 36. Private Security Agencies (Regulation) Act, 2005 c) Labour laws enacted by Central Government and enforced by the State Governments 37. The Employers‟ Liability Act, 1938 38. The Factories Act, 1948 39. The Motor Transport Workers Act, 1961 40. The Personal Injuries (Compensation Insurance) Act, 1963 41. The Personal Injuries (Emergency Provisions) Act, 1962 42. The Plantation Labour Act, 1951 43. The Sales Promotion Employees (Conditions of Service) Act, 1976 44. The Trade Unions Act, 1926 45. The Weekly Holidays Act, 1942 46. The Working Journalists and Other Newspapers Employees (Conditions of Service) and Miscellaneous Provisions Act, 1955 47. The Workmen‟s Compensation Act, 1923 48. The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959 49. The Children (Pledging of Labour) Act 1938 50. The Bonded Labour System (Abolition) Act, 1976 94 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department CLASSIFICATION OF LABOUR LAWS IN INDIA: Labour Laws may be classified under the following heads: I. Laws related to industrial relations such as: 1. Trade Unions Act, 1926 2. Industrial Employment Standing Order Act, 1946. 3. Industrial Disputes Act, 1947. II. Laws related to wages such as: 4. Payment of Wages Act, 1936 5. Minimum Wages Act, 1948 6. Payment of Bonus Act, 1965. 7. Working Journalists (Fixation of Rates of Wages Act, 1958 III. Laws related to Working Hours, Conditions of Service and Employment such as: 8. Factories Act, 1948. 9. Plantation Labour Act, 1951. 10. Mines Act, 1952. 11. Working Journalists and other Newspaper Employees‟ (Conditions of Service and Misc. Provisions) Act,1955. 12. Merchant Shipping Act, 1958. 95 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 13. Motor Transport Workers Act, 1961. 14. Beedi & Cigar Workers (Conditions of Employment) Act, 1966. 15. Contract Labour (Regulation & Abolition) Act, 1970. 16. Sales Promotion Employees Act, 1976. 17. Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979. 18. Dock Workers (Safety, Health & Welfare) Act, 1986. 19. Building & Other Construction Workers (Regulation of Employment & Conditions of Service) Act, 1996. 20. Building and Other Construction Workers Welfare Cess Act, 1996 21. Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981 22. Dangerous Machines (Regulation) Act, 1983 23. Dock Workers (Regulation of Employment) Act, 1948 24. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997 25. Employment of Manual Scavengers and Construction of Dry Latrines (Prohibition) Act, 1993 26. Industrial Employment (Standing Orders) Act, 1946 27. Mines and Mineral (Development and Regulation Act, 1957 28. Plantation Labour Act, 1951 29. Private Security Agencies (Regulation) Act, 2005 IV. Laws related to equality and empowerment of women such as: 30. Maternity Benefit Act, 1961 31. Equal Remuneration Act, 1976. 96 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department V. Laws related to deprived and disadvantaged sections of the society such as: 32. Bonded Labour System (Abolition) Act, 1976 33. Child Labour (Prohibition & Regulation) Act, 1986 34. Children (Pledging of Labour) Act, 1933 VI. Laws related to social security such as: 35. Workmen‟s Compensation Act, 1923. 36. Employees‟ State Insurance Act, 1948. 37. Employees‟ Provident Fund & Miscellaneous Provisions Act, 1952. 38. Payment of Gratuity Act, 1972. 39. Employers‟ Liability Act, 1938 40. Beedi Workers Welfare Cess Act, 1976 41. Beedi Workers Welfare Fund Act, 1976 42. Cine workers Welfare Cess Act, 1981 43. Cine Workers Welfare Fund Act, 1981 44. Fatal Accidents Act, 1855 45. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare Cess Act, 1976 46. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare Fund Act, 1976 47. Limestone and Dolomite Mines Labour Welfare Fund Act, 1972 48. Mica Mines Labour Welfare Fund Act, 1946 49. Personal Injuries (Compensation Insurance) Act, 1963 50. Personal Injuries (Emergency Provisions) Act, 1962 97 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 51. Unorganised Workers‟ Social Security Act, 2008 APPRENTICES ACT, 1961 The main purpose of the Act is to provide practical training to technically qualified persons in various trades. The objective is promotion of new skilled manpower. The scheme is also extended to engineers and diploma holders. The Act applies to areas and industries as notified by Central government. [Section 1(4)]. Scheme of the Act There are 38 Sections in total and 1 Schedule. This Schedule is about modifications in the Workmen‟s Compensation Act, 1923 with regard to its application to apprentices under the Apprentices Act, 1961. Obligation of Employer  Every employer is under obligation to provide the apprentice with the training in his trade in accordance with the provisions of this Act and the rules made there under.  If the employer is not himself qualified in the trade, he has to ensure that a person who possesses the prescribed qualification is placed in charge of the training of the apprentice.  Every employer has to provide adequate instructional staff, possessing such qualifications as may be prescribed for imparting practical and theoretical training and facilities for trade test of apprentices; and  Every employer is under obligation to take apprentices in prescribed ratio of the skilled workers in his employment in different trades. [Section 11].  In every trade, there will be reserved places for scheduled castes and schedules tribes. [Section 3A]. Ratio of trade apprentices to workers shall be determined by Central Government. 98 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  Employer can engage minimum.[Section 8(1)].  The employer has to make arrangements for practical training of apprentice [Section 9(1)].  Employer will pay stipends to apprentices at prescribed rates. If the employees are less than 250, 50% of cost is shared by Government. If employer is employing more than 250 workers, he has to bear full cost of training. more number of apprentices than prescribed Obligations of Apprentices Every trade apprentice undergoing apprenticeship training shall have the following obligations, namely:  To learn his trade conscientiously and diligently and endeavour to qualify himself as a skilled craftsman before the expiry of the period of training;  To attend practical and instructional classes regularly;  To carry out all lawful orders of his employer and superiors in the establishments;  To carry out his obligations under the contract of apprenticeship. In case of graduate or technician apprentice or technician (vocational) apprentice, apart from the afore stated obligations, the Act imposes further obligation to learn his subject in Engineering or Technology or Vocational Course. (Section 12) Who can be an Apprentice Apprentice should be of minimum age of 14 years and he should satisfy the standard of education and physical fitness as prescribed. [Section 3]. 99 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Reservation of training places for scheduled castes Section 3A provides that in every designated trade, training places shall be reserved by the employer for the Scheduled Castes and Scheduled Tribes (as defined in clauses (24) and (25) of Article 366 of the Constitution) and where there is more than one designated trade in an establishment, such training places shall be reserved on the basis on the total number of apprentices in all the designated trades in such establishment. The reservation shall be such as may be prescribed having regard to the population of the Scheduled Castes and Scheduled Tribes in the State concerned. Duration of Training Duration of training period and ratio of apprentices to skilled workers for different trades has been prescribed in Apprenticeship Rules, 1991. Duration of Apprenticeship may be from 6 months to 4 years depending on the trade, as prescribed in Rules. Period of training is determined by National Council for training in Vocational Trades (established by Government of India)-(Section 6). Contract with Apprentice Apprentice appointed has to execute a contract of apprenticeship with employer. The contract has to be registered with Apprenticeship Adviser. If apprentice is minor, agreement should be signed by his guardian. [Section 4(1)] Apprentice is entitled to casual leave of 12 days, medical leave of 15 days and extraordinary leave of 10 days in a year. 100 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Date of commencement of apprenticeship training The apprenticeship training shall be deemed to have commenced on the date on which the contract of apprenticeship has been entered into. Registration  The employer shall send the contract to the Apprenticeship adviser for registration within three months of the date on which it was signed (Rule 6).  The contract shall be registered by the Apprenticeship Adviser on being satisfied that the person described as an apprentice in the said contract is qualified under this Act.  Registration of contract of apprenticeship under Section 4(4) is not a necessary ingredient of definition of apprentice. Terms and conditions of contract The contract may contain such terms and conditions as may be agreed to by the parties to the contract. In case, the Central Government after consulting the Central Apprenticeship Council makes any rule varying the terms and conditions of apprenticeship training of any category of apprentices undergoing such training then the terms and conditions of every contract relating to that category of apprentices and subsisting immediately before the making of such rule shall be deemed to have been modified accordingly. 101 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Novation of contract of apprenticeship: Where an employer is for any reason unable to fulfill his obligations under the contract and with approval of the Apprenticeship Adviser it is agreed between the employer, the apprentice or his guardian and any other employer that the apprentice shall be engaged as an apprentice under the other employer for the unexpired portion of the period of apprenticeship training, the agreement, on registration with the Apprenticeship Adviser shall be deemed to be the contract of apprenticeship between the apprentice or his guardian and other employer. Such contract on and from the date of such registration shall be terminated with the first employer and no obligation under that contract shall be enforceable(Section 5). Payment to apprentices This is a contractual as well as statutory obligation imposed under Section 13 of the Act that an employer pays to every apprentice during the period of training such stipend at a rate not less than the prescribed minimum rate and this rate will be specified in the contract. An employer shall pay such stipend at such intervals and subject to such conditions as may be prescribed. However, an apprentice shall not be paid on the basis of piece-work nor he shall take part in any output bonus or other incentive scheme. 102 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Termination of contract The contract of apprenticeship training shall terminate on the expiry of the period of apprenticeship training. Either party can make application for termination of contract to the Apprenticeship Adviser and thereafter send a copy of the same to the other party, who on being satisfied that the parties have failed to carry out the terms and conditions of the contract and it is desirable in the interests of the parties or any of them to terminate the contract, shall register the same. However, the employer shall pay the prescribed amount of compensation to the apprentice where the contract is terminated for failure on the part of the employer to honour the contract. Where the contract is terminated for failure on the part of the apprentice, he or his guardian shall refund the cost of the training to the employer. (Section 7) Legal Position of Apprentices An apprentice is not a workman during apprentice training. [Section 18] Provisions of labour law like Bonus, PF, ESI. Act, gratuity, Industrial Disputes Act etc. are not applicable to him. However, provisions of Factories Act regarding health, safety and welfare will apply to him. Apprentice is also entitled to get compensation from employer for employment injury. [Section 16]. An employer is under no obligation to employ the apprentice after completion of apprenticeship. [Section 22(1)]. However, in UP State Road Transport Corpn v. UP Parivahan Nigam Shishukh Berozgar Sangh AIR 1995 SC 1114 = (1995) 2 SCC 1 , it was 103 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department held that other things being equal, a trained apprentice should be given preference over direct recruits. It was also held that he need not be sponsored by the employment exchange. Age bar may also be relaxed, to the extent of training period. The concerned institute should maintain a list of persons already trained and in between trained apprentices, preference should be given to those who are senior. Stipend payable The minimum rate of stipend payable per month is as follows - (a) Engineering graduates - Rs 1,970 p.m. for post-institutional training (b) Sandwich course students for degree examination - Rs 1,400 p.m. (c) diploma holders - Rs 1,400 p.m. for post-institutional training (d) Sandwich course students for degree examination - Rs 1,140 p.m. (e) Vocational certificate holder - Rs 1,090 p.m. [w.e.f. May 2001] In case of 4 year training, the stipend is as follows – first year – Rs 820 pm. Second year – Rs 940 pm. Third year – Rs 1,090 pm. Fourth year – Rs 1,230 pm. Test and Proficiency certificate On completion of training, every trade apprentice has to appear for a test conducted by National Council. If he passes, he gets a certificate of proficiency. Apprenticeship Adviser Government is empowered to appoint Apprenticeship Adviser, Dy Apprenticeship Adviser etc. to supervise the scheme. Various powers have been conferred on them under the Act. 104 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Disputes under contract and settlement thereof Section 20 of the Act provides that if out of the terms and conditions of the contract any dispute arises, it will be referred to Apprenticeship Adviser for decision. An appeal can be preferred by the aggrieved party within 30 days of the communication of the Adviser‟s decision to the Apprenticeship Council and such appeal shall be heard and determined by the Committee of that Council appointed for the purpose, and such decision of the Committee shall be final. Holding of Test and Grant of Certificate and Conclusion of Training (Section 21) 1. Every trade apprentice who has completed the period of training shall appear for a test to be conducted by the National Council to determine his proficiency in the designated trade in which he has undergone his apprenticeship training. 2. Every trade apprentice who passes the test referred to in sub-Section (1) shall be granted a certificate of proficiency in the trade by the National Council. 3. The progress in apprenticeship training of every graduate or technician apprentice, technician (vocational) apprentice shall be assessed by the employer from time to time. 4. Every graduate or technician apprentice or technician (vocational) apprentice, who completes his apprenticeship training to the satisfaction of the concerned Regional Board, shall be granted a certificate of proficiency by that Board. (2) Notwithstanding anything in sub-Section (1), where there is a condition in a contract of apprenticeship 105 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department shall, after the successful completion of the apprenticeship training, serve the employer, the employer shall, on such completion, be bound to offer suitable employment to the apprentice, and the apprentice shall be bound to serve the employer in that capacity for such period and on such remuneration as may be specified in the contract: Provided that where such period or remuneration is not, in the opinion of the Apprenticeship Adviser, reasonable, he may revise such period or remuneration so as to make it reasonable, and the period or remuneration so revised shall be deemed to be the period or remuneration agreed to between the apprentice and the employer. Offences and Penalties (Section 30) 1. If any employer a. Engages as an apprentice a person who is not qualified for being so engaged, b. Fails to carry out the terms and conditions of a contract of apprenticeship, or c. Contravenes the provisions of this Act relating to the number of apprentices which he is required to engage under those provisions He/she shall be punishable with imprisonment for a term which may extend to six months or with fine or with both. 2. If any employer or any other person a. Required to furnish any information or return i. Refuses or neglects to furnish such information or return, or ii. Furnishes or causes to be furnished any information or return which is false and which he either knows or believes to be false or does not believe to be true, or 106 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department iii. Refuses to answer, or gives a false answer to any question necessary for obtaining any information required to be furnished by him, or b. Refuses or wilfully neglects to afford the Central or the State Apprenticeship Adviser or such other person, not below the rank of an Assistant Apprenticeship Adviser, as may be authorised by the Central or the State Apprenticeship Adviser in writing in this behalf any reasonable facility for making any entry, inspection, examination or inquiry authorised by or under this Act, or c. Requires an apprentice to work overtime without the approval of the Apprenticeship Adviser, or d. Employs an apprentice on any work which is not connected with his training, or e. Makes payment to an apprentice on the basis of piecework, or f. Requires an apprentice to take part in any output bonus or incentive scheme, He/she shall be punishable with imprisonment for a term which may extend to six months or with fine or with both. Penalty where no specific penalty is specified (Section 31) If any employer or any other person contravenes any provision of this Act for which no punishment is provided in Section 30, he shall be punishable with fine which shall not be less than one thousand rupees but may extend to three thousand rupees. 107 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Offences by Companies (Section 32) 1. If the person committing an offence under this Act is a company, every person who, at the time the offence was committed was in charge of, and was responsible to, the company for the conduct of business of the company, as well as the company, shall be deemed to be guilty of the offence and shall be liable to be proceeded against and punished accordingly: Provided that nothing contained in this sub-Section shall render any such person liable to such punishment provided in this Act if he proves that the offence was committed without his knowledge or that he exercised all due diligence to prevent the commission of such offence. 2. Notwithstanding anything contained in sub-Section (1), where an offence under this Act has been committed by a company and it is proved that the offence has been committed with the consent or connivance of, or is attributable to any negligence on the part of, any director, manager, secretary or other officer of the company, such director, manager, secretary, or other officer shall also be deemed to be guilty of that offence and shall be liable to be proceeded against and punished accordingly. Cognizance of Offences (Section 33) No court shall take cognizance of any offence under this Act or the rules made there under except on a complaint thereof in writing made by the Apprenticeship Adviser or the officer of the rank of Deputy Apprenticeship Adviser and above within six months from the date on which the offence is alleged to have been committed. 108 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department EMPLOYEE STATE INSURANCE ACT, 1948 Introduction The Employee State Insurance Act, [ESIC] 1948, is a piece of social welfare legislation enacted primarily with the object of providing certain benefits to employees in case of sickness, maternity and employment injury and also to make provision for certain others matters incidental thereto. The Act in fact tries to attain the goal of socio-economic justice enshrined in the Directive principles of state policy under part 4 of our constitution, in particular articles 41, 42 and 43 which enjoin the state to make effective provision for securing, the right to work, to education and public assistance in cases of unemployment, old age, sickness and disablement. The act strives to materialize these avowed objects through only to a limited extent. This act becomes a wider spectrum than factory act. In the sense that while the factory act concerns with the health, safety, welfare, leave etc. of the workers employed in the factory premises only. But the benefits of this act extend to employees whether working inside the factory or establishment or elsewhere or they are directly employed by the principal employee or through an intermediate agency, if the employment is incidental or in connection with the factory or establishment. Related Legislations: ESI (Central) Rules, 1950 and ESI (General) Regulations, 1950 109 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Origin The Employee State Insurance act was promulgated by the Parliament of India in the year 1948.To begin with the ESIC scheme was initially launched on 2nd February 1952 at just two industrial centers in the country namely Kanpur and Delhi with a total coverage of about 1.20 lakh workers. There after the scheme was implemented in a phased manner across the country with the active involvement of the state governments. Objectives: The ESI Act is a social welfare legislation enacted with the object of providing certain benefits to employees in case of sickness, maternity and employment injury. Under the Act, employees will receive medical relief, cash benefits, maternity benefits, pension to dependents of deceased workers and compensation for fatal or other injuries and diseases. Definitions According to Section 2 (m) of Factories Act, 1948, Factory means any premises including the precincts thereof – (a) whereon ten or more persons are employed or were employed for wages on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on with the aid of power or is ordinarily so carried on, or 110 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department (b) whereon twenty or more persons are employed or were employed for wages on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on without the aid of power or is ordinarily so carried on. but does not include a mine subject to the operation of Mines Act, 1952 or a railway running shed; According to Section 2 (k) of Factories Act, "manufacturing process" means any process for –  making, altering, repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking up, demolishing, or otherwise treating or adapting any article or substance with a view to its use, sale, transport, delivery or disposal, or  pumping oil, water, sewage or any other substance; or;  generating, transforming or transmitting power; or  composing types for printing, printing by letter press, lithography, photogravure or other similar process or book binding;  constructing, reconstructing, repairing, refitting, finishing or breaking up ships or vessels;  preserving or storing any article in cold storage; 111 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department According to Section 2 (h) of The Minimum Wages Act, "wages"- means all remuneration capable of being expressed in terms of money which would if the terms of the contract of employment express or implied were fulfilled be payable to a person employed in respect of his employment or of work done in such employment and includes house rent allowance but does not include – 1. the value of a) any house accommodation supply of light water medical attendance or b) any other amenity or any service excluded by general or special order of the appropriate government; 2. any contribution paid by the employer to any person fund or provident fund or under any scheme of social insurance; any traveling allowance or the value of any traveling concession; 3. any sum paid to the person employed to defray special expenses entailed on him by the nature of his employment; or 4. any gratuity payable on discharge Applicability: 1. The ESI Act extends to the whole of India. 2. It applies to all the factories including Government factories (excluding seasonal factories), which employ 10 or more employees and carry on a manufacturing process with the aid of power and 20 employees where manufacturing process is carried out without the aid of power. 112 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 3. The act also applies to shops and establishments. Generally, shops and establishments employing more than 20 employees are covered by the Act. “Shop” according to the Delhi Shops and Establishment Act, 1954 means any premises where goods are sold either by retail or wholesale or where services are rendered to customers, and includes an office, a store-room, go down, warehouse or workhouse or work place, whether in the same premises or otherwise, used in or in connection with such trade or business but does not include a factory or a commercial establishment. “Establishment” means a shop, a commercial establishment, residential hotel, restaurant, eating-house, theatre or other places of public amusement or entertainment to which this Act applies and includes such other establishment as Government may, by notification in the Official Gazette, declare to be an establishment for the purpose of this Act. According to the Delhi Shops and Establishment Act, 1954, “Commercial Establishment” means any premises wherein any trade, business or profession or any work in connection with, or incidental or ancillary thereto is carried on and includes a society registered under the Societies Registration Act, 1860, and charitable or other trust, whether registered or not, which carries on any business, trade or profession or work in connection with, or incidental or ancillary thereto, journalistic and printing establishments, contractors and auditors establishments, quarries and mines not governed by the Mines Act, 1952, educational or other institutions run for private gain, and premises in which business of banking, insurance, stocks and shares, brokerage or produce exchange is carried on, but does not include a shop or a factory registered under the Factories Act, 1948, or theatres, cinemas, restaurants, eating houses, residential hotels, clubs or other places of public amusements or entertainment. Form 01 – Employers‟ Registration Form also requires a copy of the registration certificate or licence obtained under the Shops and Establishment Act to be attached along with this form. 113 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department From this it is quite evident that ESI Act will be applicable to shops and establishments. Again the definition of shops and establishment will vary from state to state depending on the shops and establishment act of that particular state. 4. The act does not apply to any member of Indian Naval, Military or Air Forces. 5. All employees including casual, temporary or contract employees drawing wages less than Rs 10,000 per month are covered. The ceiling limit has been raised from Rs.7500 to Rs.10000 with effect from 01.10.06. 6. Apprentices covered under the Apprenticeship Act are not covered under this Act. According to Apprenticeship Act 1961, “apprentice” means a person who is undergoing apprenticeship training in pursuance of a contract of apprenticeship. 1. The apprentices under any scheme as the name suggests come to learn the tricks of the trade and may not count much so far as the output of the factory is concerned, with that end in view, the apprentices are exempted from the operation of laws relating to labour unless the State Government thought otherwise. 2. A factory or establishment, to which this Act applies, shall continue to be governed by its provisions even if the number of workers employed falls below the specified limit or the manufacturing process therein ceases to be carried on with the aid of power subsequently. 3. Where a workman is covered under the ESI scheme, a) Compensation under the Workmen's Compensation Act cannot be claimed in respect of employment injury. b) No benefits can be claimed under the Maternity Benefits Act. 114 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Areas Covered The ESI Scheme is being implemented area-wise by stages. The Scheme is being implemented in almost all union territories and states except Nagaland, Manipur, Tripura, Sikkim, Arunachal Pradesh and Mizoram. Administration of the Act The provisions of the Act are administered by the Employees State Insurance Corporation. It comprises members representing employees, employers, the central and state government, besides, representatives of parliament and medical profession. A standing committee constituted from amongst the members of the corporation, acts as an executive body. The medical benefit council, constituted by the central government, is another statutory body that advises the corporation on matters regarding administration of medical benefit, the certification for purposes of the grant of benefits and other connected matters. Registration The employer should get his factory or establishment registered with the ESI Corporation within 15 days after the Act becomes applicable to it and also obtain the employer‟s code number. Application should be made in Form 01 and after having being satisfied with the application form, the regional office will allot a code number to the employer, which must be quoted in all documents and correspondence. 115 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Identity Card An employee is required to file a declaration form upon employment in factory or establishment to show that he is covered under the Act. On registration every insured person is provided with a „temporary identification certificate‟ which is valid ordinarily for a period of three months but may be extended, if necessary, for a further period of 3 months. Within this period, the insured person is given a permanent „family photo identity card‟ in exchange for the certificate. The identity card serves as a means of identification and has to be produced at the time of claiming medical care at the dispensary / clinic and cash benefit at the local office of the corporation. In the event of change of employment, it should be produced before the new employer as evidence of registration under the scheme to prevent any duplicate registration. The identity card bears the signature/thumb impression of the insured person. Since medical benefit is also available to the families of Insured persons, the particulars of family members entitled to medical benefit are also given in the identity card affixed with a postcard size family photo. If the identity card is lost, a duplicate card is issued on payment as prescribed. Employers’ / Employees’ Contribution Like most of the social security schemes, the world over, ESI scheme is a selffinancing health insurance scheme. Contributions are raised from covered employees and their employers as a fixed percentage of wages. Presently covered employees contribute 1.75% of the wages, whereas as the employers contribute 4.75% of the wages, payable to the insured persons. Employees earning less than and up to Rs. 50 per day are exempted 116 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department from payment of contribution. The contribution is deposited by the employer in cash or by cheque at the designated branches of some nationalized banks. The responsibility for payment of all contributions is that of the employer with a right to deduct the employees share of contribution from employees‟ wages relating to the period in respect of which the contribution is payable. There are two contribution periods each of six months duration and two corresponding benefit periods. Cash benefits under the scheme are generally linked with contribution paid. Contribution period - 1st April to 30th September, its corresponding Cash Benefit period is 1st January to 30th June of the following year. Contribution period - 1st October to 31st March, its corresponding Cash Benefit period is 1st July to 31st December of the following year. Certification of Return of Contribution by Auditor Regulation 26 of Employees‟ State Insurance (General) Regulations, 1950 was amended by Notification No.N-12/13/1/2008-P&D to include certain details to be mentioned in the Return of Contribution to be submitted by employers. The salient features of amendments made in the Returns of Contribution are as under:- 1. Self-declaration by Employers regarding maintenance of records and registers, submission of Declaration Forms, employees engaged directly or through immediate employers and wages paid to the workers. 2. All the Employers employing 40 and more employees shall have to append a certificate duty certified by a Chartered Accountant, in the revised format of Returns of Contribution. 117 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 3. The Employers employing less than 40 employees will have to provide selfcertification without any certification from the Chartered Accountants in Return of Contribution. The Chartered Accountant should certify that he has verified the return from the records and registers of the company. This notification has come into force with effect from 01-04-2008. Benefits under the Scheme Employees covered under the scheme are entitled to medical facilities for self and dependants. They are also entitled to cash benefits in the event of specified contingencies resulting in loss of wages or earning capacity. The insured women are entitled to maternity benefit for confinement. Where death of an insured employee occurs due to employment injury or occupational disease, the dependants are entitled to family pension. Various benefits that the insured employees and their dependants are entitled to, the duration of benefits and contributory conditions thereof are as under: 1. Medical benefits a) From day one of entering insurable employment for self and dependants such as spouse, parents and children own or adopted. b) For self and spouse on superannuation subject to having completed five years in insurable employment on superannuation or in case of having suffered permanent physical disablement during the course of insurable employment. 2. Sickness benefits a) Sickness benefit is payable to an insured person in cash, in the event of sickness resulting in absence from work and duly certified by an authorised insurable medical officer/ practitioner. 118 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department b) The benefit becomes admissible only after an insured has paid contribution for at least 78 days in a contribution period of 6 months. c) Sickness benefit is payable for a maximum of 91 days in two consecutive contribution period. 3. Extended sickness benefit a) Extended sickness benefit is payable to insured persons for the period of certified sickness in case of specified 34 long-term diseases that need prolonged treatment and absence from work on medical advice. b) For entitlement to this benefit an insured person should have been in insurable employment for at least 2 years. He/ she should also have paid contribution for a minimum of 156 days in the preceding 4 contribution periods or say 2 years. c) ESI is payable for a maximum period of 2 years on the basis of proper medical certification and authentication by the designated authority. d) Amount payable in cash as extended sickness benefit is payable within 7 days following the submission of complete claim papers at the local office concerned. 4. Enhanced sickness benefit a) This cash benefit is payable to insured persons in the productive age group for undergoing sterilization operation, viz., vasectomy/ tubectomy. b) The contribution is the same as for the normal sickness benefit. c) Enhanced sickness benefit is payable for 14 days for tubectomy and for seven days in case of vasectomy. 5. Maternity benefit a) Maternity benefit is payable to insured women in case of confinement or miscarriage or sickness related thereto. b) For claiming this an insured woman should have paid for at least 70 days in 2 consecutive contribution periods i.e. 1 year. 119 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department c) The benefit is normally payable for 12 weeks, which can be further extended up to 16 weeks on medical grounds. d) The rate of payment of the benefit is equal to wage or double the standard sickness benefit rate. e) The benefit is payable within 14 days of duly authenticated claim papers. 6. Disablement benefit a) Disablement benefit is payable to insured employees suffering from physical disablement due to employment injury or occupation disease. 7. Dependants benefit a) Dependants benefit [family pension] is payable to dependants of a deceased insured person where death occurs due to employment or occupational disease. b) A widow can receive this benefit on a monthly basis for life or till remarriage. c) A son or daughter can receive this benefit till 18 years of age. d) Other dependants like parents including a widowed mother can also receive the benefit under certain condition. e) The rate of payment is about 70% of the wages shareable among dependants in a fixed ratio. f) The first instalment is payable within a maximum of 3 months following the death of an insured person and thereafter, on a regular monthly basis. 8. Other benefits like funeral expenses, vocational rehabilitation, free supply of physical aids and appliances, preventive health care and medical bonus. 120 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Obligations Of Employers 1. The employer should get his factory or establishments registered with the E.S.I. Corporation within 15 days after the Act becomes applicable to it, and obtain the employers Code Number. 2. The employer should obtain the declaration form from the employees covered under the Act and submit the same along with the return of declaration forms, to the E.S.I. office. He should arrange for the allotment of Insurance Numbers to the employees and their Identity Cards. 3. The employer should deposit the employees‟ and his own contributions to the E.S.I. Account in the prescribed manner, whether he has sufficient resources or not, his liability under the Act cannot be disputed. He cannot justify non-payment of E.S.I. contribution due to no availability of finance. 4. The employer should furnish a Return of Contribution along with the challans of monthly payment, within 30 days of the end of each contribution period. 5. The employer should not reduce the wages of an employee on account of the contribution payable by him (employer). 6. The employer should cause to be maintained the prescribed records/registers namely the register of employees, the inspection book and the accident book. 7. The employer should report to the E.S.I. authorities of any accident in the place of employment, within 24 hours or immediately in case of serious or fatal accidents. He should also furnish to the authorities such further information and particulars of an accident as may be required. 121 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 8. The employer should inform the local office and the nearest E.S.I. dispensary/hospital, in case of death of any employee, immediately. 9. The employer must not put to work any sick employee and allow him leave, if he has been issued the prescribed certificate. 10. The employer should not dismiss or discharge any employee during the period he/she is in receipt of sickness/maternity/temporary disablement benefit, or is under medical treatment, or is absent from work as a result of illness duly certified or due to pregnancy or confinement. Records To Be Maintained For Inspection By ESI Authorities 1. Attendance Register / Muster Roll 2. Salary / Wage Register / Payroll 3. EC (Employee‟s & Employer‟s Contribution) Statement 4. Employees‟ Register 5. Accident Book 6. Return of Contribution 7. Return of Declaration Forms 8. Receipted Copies of Challans 9. Books of Account viz. Cash/Bank, Expense Register, Sales/Purchase Register, Petty Cash Book, Ledger, Supporting Bills and Vouchers, Delivery Challans (if any). 10. Form of annual information on company 122 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Employees Insurance Court Any dispute arising under the ESI Act will be decided by the Employees Insurance Court and not by a Civil Court. It is constituted by the State Government for such local areas as may be specified and consists of such number of judges, as the Government may think fit. It shall adjudicate on the following disputes and claims. Disputes as to: i. Whether an employee is covered by the Act or whether he is liable to pay the contribution, ii. The rate of wages or average daily wages of an employee, or iii. The rate of contribution payable by the employer in respect of any employee, or iv. The person who is or was the principle employer in respect of any employee, or v. The right to any benefit and the amount and duration thereof, or vi. Any direction issued by the Corporation on a review of any payment of dependents benefit, vii. Any other matter in respect of any contribution or benefit or other due payable or viii. Recoverable under the Act. Claims as to: i. Recovery of contributions from the principal employer, ii. Recovery of contributions from a contractor, iii. Recovery for short payment or non-payment of any contribution under section 68, 123 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department iv. Recovery of the value or amount of benefits received improperly under section 70, v. Recovery of any benefit admissible under the Act No dispute shall be admitted unless the employer deposits with the Court 50% of the amount due from him as claimed by the Corporation. An appeal will lie to the High Court within 60 days against an order of the Employees Insurance Court if it involves a substantial question of law. Important Forms to be submitted under the Act Form 01 : Employers' Registration Form Form 01(A) : Form of Annual Information on Factory/Establishment Form 1 : Declaration Form Form 1A : Family Declaration Form Form 1B : Changes in Family Declaration Form Form 3 : Return of Declaration Forms Form 4 : Identity Card Form 4(A) Family Identity Card Form 5 Return of Contributions Form 6 Register of employees Form 8 Special Intermediate Certificate Form 10 Abstention verification in r/o Sickness Benefit/Temporary Disablement Benefit/MB Form 12 Sickness of Temporary Disablement Benefit Form 12A Maternity Benefit for Sickness Form 13 Sickness or Temporary disablement or maternity benefit for sickness Form 13A Maternity benefit for sickness 124 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Form 14 Sickness or temporary disablement or maternity benefit for sickness Form 14A Maternity Benefit for Sickness Form 16 Accident report from employer Form 17 Dependant's or funeral benefit (Death Certificate) Form 18 Dependant's Benefit (Claim Form) Form 18A Dependant's Benefit (Claim for periodical payments) Form 19 Maternity Benefits (Notice of Pregnancy) Form 20 Maternity Benefits (Certificate of Pregnancy) Form 21 Maternity Benefit (Certificate of expected confinement) Form 22 Claims for Maternity Benefit Form 23 Maternity Benefit (Certificate of confinement or miscarriage) Form 24 Maternity Benefit (Notice of work) Form 25 Claim for Permanent Disablement Benefit Form 26 Certificate for permanent disablement benefit Form 27 Declaration and certificate for dependant‟s benefit 125 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department EMPLOYEES PROVIDENT FUND AND MISC. PROVISIONS ACT, 1952 An Act to provide for the institution of provident funds, pension funds and deposit linked insurance fund for the employees in the factories and other establishments. The Act extends to the whole of India except the State of Jammu and Kashmir. Applicability All factories and establishments in which 20 or more are employed Schemes under the Act Three beneficial schemes1. Employees Provident Fund Scheme 1952 2. Employees‟ Pension Scheme 1995 3. Employees Deposit Linked Insurance 1976 Membership 1. An employee at the time of joining the employment and getting wages up to Rs.6500/- is required to become a member. 2. An employee is eligible for membership of fund from the very first date of joining a covered establishment. 126 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Contribution to EPF 1. Employees‟ share : 12% of the Basic + DA 2. Employer‟s contribution : 12% to be deposited as : 3. 8.33% to be deposited in Pension Fund A/C No 10 and 4. the balance, ie, 3.67% to be deposited in Provident Fund A/C No 01 along with Employees‟ share of 12% 5. Administration charges – 6. @ 1.1% of the total wages/salary disbursed by deposit to A/C No 02, 7. Employees Deposit Linked Insurance @ 0.5% of the total wages/salary by deposit to A/C No. 21 and 8. Administration of EDLI @ 0.01% of the wages/ salary by deposit to A/C. No. 22. Duties of employer 1. Employer to furnish information about: a) Ownership and names of responsible persons of the establishment. b) Declaration and nomination. c) Joining and leaving of service by the members in form 5 and form 10 respectively d) Form 12A with monthly challans of deposit. e) Form 9 for details of employees. f) Form 3A/6A at the end of the financial year. g) Any other information as may be required under Para 76 of the scheme 127 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Benefits to employees 1. Provident Fund Benefits 2. Pension Benefits 3. Death Benefits Provident Fund Benefits 1. Employer also contributes to Members‟ PF @ 3.67% (1.67% in case of sick industry eg: beedi) 2. EPFO guarantees the Employer contribution and Govt. gives a decent interest to PF accumulations 3. Member can withdraw from this accumulations to cater financial exigencies in life No need to refund unless misused 4. On resignation, the member can settle the account. i.e., the member gets his PF contribution, Employer Contribution and Interest Pension Benefits 1. Pension to Member 2. Pension to Family (on death of member) 3. Scheme Certificate a) This Certificate shows the service & family details of a member b) This is issued if the member has not attained the age of 58 while leaving an establishment and he applies for this certificate 128 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department c) Member can surrender this certificate while joining another establishment and the service stated in the certificate is added with the service he is gaining from the new establishment. d) After attaining the age of 50 or above, the member can apply for Pension by surrendering this scheme certificate (if total service is at least 10 years) e) This is a better choice than Withdrawal Benefit, that if a member dies holding a valid scheme certificate, his family will get pension (Death when NOT in service) f) Withdrawal Benefit if not eligible for pension, member may withdraw the amount accumulated in his pension account the calculation of this amount is based on I. Last average salary and II. Service (Not based on actual amount available in Pension Fund Account) g) No amount is taken from Member to give Pension to the Member. Employer and Govt. contribute to Pension fund @8.33% and @1.16% respectively h) EPFO guarantees pension to members, even if the Employer has not contributed to Pension Fund. i) Pension calculation is similar to that of Govt. Employee Death Benefits a) Provident Fund Amount to Family (or to Nominee) b) Pension to Family (or to Parent / Nominee) c) Capital Return of Pension d) Insurance (EDLI) amount to Family (or to Nominee) e) No amount is taken from Member for this facility. Employer contributes for this. f) Nominee is basically determined as per the information submitted by the member at this office through FORM-2 129 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department THE EMPLOYMENT EXCHANGES ACT, 1959 The main purpose of the Act is to provide for the compulsory notification of vacancies to employment exchanges. The employer is required on a compulsory basis, to notify to the Employment Exchanges all vacancies other than vacancies in unskilled categories, temporary vacancies and vacancies proposed to be filled through promotion and tender to the Employment Exchanges, return relating to the staff strengths at regular intervals. The Act extends to the whole of India. Scheme of the Act There are only 10 Sections in the Act. Application of the Act The Act covers the employers in establishments both in public and private sectors. The Act is applicable to establishments which are engaged in non-agricultural activities and employing 25 or more workers. The enforcement of the Act is the responsibility of States and Union Territories. Most of the States/Union Territories have set up special enforcement machinery for this purpose. 130 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Act not to apply in relation to certain vacancies The Act shall apply to the following category of vacancies: 1. In any employment in agriculture (including horticulture) in establishment in private sector other than employment as agricultural or farm machinery operatives; 2. In any employment in domestic service; 3. In any employment the total duration of which is less than 3 months; 4. In any employment which requires unskilled office work; 5. In any employment related to the staff of Parliament. In addition, the Act shall not apply to the following vacancies unless the Central Government otherwise directs through notification in its Official Gazette: 1. Vacancies which are proposed to be filled through promotion 2. Vacancies which are proposed to filled through absorption of surplus staff of any branch or department of the same establishment 3. Vacancies which are proposed to be filled through the result of any examination conducted or interview held by, or on recommendation of, any independent agency such as Union or State Public Service Commission and the like. 4. Vacancies in an employment which carries a remuneration of less than sixty rupees in a month. (Section 3). 131 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Notification of vacancies to Employment Exchanges Section 4 of the Act provides for notification of vacancies to employment exchange. The employer in every establishment in public sector is required to notify any vacancy before filling it up, to the prescribed employment exchanges. The Section further requires an employer in every establishment tin private sector or every establishment pertaining to any class or category of establishments in private sector to notify to the prescribed employment exchanges from such date as may be specified in the notification issued by the appropriate Government in the Official Gazette. Section 4(3) provides that the manner of notification of vacancies and the particulars of employments having such vacancies should be such as may be prescribed. Section 4(4) says that the employer‟s obligation is only to notify the vacancy to the employment exchange. The Act does not impose any obligation on an employer to recruit any person through employment exchange to fill the vacancy merely because the vacancy has been notified as required by this Act. Employment Exchanges to which vacancies are to be notified Rule 3 of The Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1960, says that the vacancies are to be notified either to the Central Employment Exchange or Local Employment Exchange, as the case may be. The Central Employment Exchange means the Employment Exchange established by the Government of India, Ministry of Labour and Employment and to which the following vacancies shall be notified: 1. Vacancies in posts of a technical and scientific nature carrying a basic pay of Rs. 1,400 or more per month occurring in establishments in respect of which the Central Government is the appropriate Government under the Acct; and 132 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 2. Vacancies which an employer may desire to be circulated to the employment exchanges outside the State or Union Territory to which the establishment is situated. The Local Employment Exchange means the employment exchange (the Central Employment Exchange) notified in the Official Gazette by the State Government or the Administration or Union Territory as having jurisdiction over the area in which the establishment concerned is situated or over specified classes or categories of establishments of vacancies. 3. Vacancies of all types other than those which are required to be notified to Central Employment Exchange shall be notified to these local employment exchanges. Furnishing of Information or Returns Section 5 requires an employer in every establishment in public sector to furnish, such information or return as may be prescribed in relation to vacancies that have occurred or are about to occur in the establishment to such employment exchanges as may be prescribed. In the case of private sector or every establishment pertaining to any class or category of establishments in private sector, the appropriate Government, by notification in the Official Gazette, may require that from such date as may be prescribed in relation to vacancies that have occurred or are about to occur in that establishment to such employment exchanges as may be prescribed and the employer shall thereupon, comply with such requisition. The above return shall be furnished to the Director or other authorized officer of the Directorate administering employment exchanges in a State or Union Territory. 133 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Right of Access to Records or Documents Such officer of the Government as may be prescribed in this behalf, or nay person authorized by him in writing, shall have access to any relevant record or document in the possession of any employer required to furnish any information or returns under Section 5 of this Act. Such officer is also empowered to enter at any reasonable time, any premises where he believes that such record or document to be and inspect and take copies of relevant records or documents or ask any question necessary for obtaining information required under that Section (Section 6). Penalties (Section 7) 1. If any employer fails to notify to the employment exchanges prescribed for the purpose any vacancy in contravention of sub-Section (1) or sub-Section (2) of Section 4, he shall be punishable for the first offence with fine which may extend to five hundred rupees and for every subsequent offence with fine which may extend to one thousand rupees. 2. If any person a) Required to furnish any information or return – I. refuses or neglects to furnish such information or return, or II. furnishes or causes to be furnished any information or return which he knows to be false, or III. refuses answer, or gives a false answer to, any question necessary for obtaining any IV. 134 information required to be furnished under Section 5; or Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department b) Impedes the right of access to relevant records or documents or the right of entry conferred by Section 6, he shall be punishable for the first offence with fine which may extend to two hundred and fifty rupees and for every subsequent offence with fine which may extend to five hundred rupees. Cognizance of Offences No prosecution for an offence under this Act shall be instituted except by, or with the sanction of, such officer of Government as may be prescribed in this behalf or any person authorised by that officer in writing (Section 8). Protection of action taken in good faith No suit, prosecution or other legal proceedings shall lie against any person for anything which is in good faith done or intended to be done under this Act (Section 9). 135 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department THE FACTORIES ACT, 1948 Objective of the Act 1) To ensure adequate safety measures and to promote the health and welfare of the workers employed in factories. 2) To prevent haphazard growth of factories through the provisions related to the approval of plans before the creation of a factory. Applicability of the Act 1) Applicable to the whole of India including Jammu & Kashmir. 2) Covers all manufacturing processes and establishments falling within the definition. 3) Applicable to all factories using power and employing 10 or more workers, and if not using power, employing 20 or more workers on any day of the preceding 12 months. Scheme of the Act The Act consists of 120 Sections and 3 Schedules. 1) Schedule 1 contains list of industries involving hazardous processes 2) Schedule 2 is about permissible level of certain chemical substances in work environment. 3) Schedule 3 consists of list of notify able diseases. 136 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Important provisions the Act: Facilities and Conveniences The factory should be kept clean. [Section 11]. There should be arrangement to dispose of wastes and effluents. [Section 12]. Ventilation should be adequate. Reasonable temperature for comfort of employees should be maintained. [Section 13]. Dust and fumes should be controlled below permissible limits. [Section 14]. Artificial humidification should be at prescribed standard level. [Section 15]. Overcrowding should be avoided. [Section 16]. Adequate lighting, drinking water, latrines, urinals and spittoons should be provided. [Sections 17 to 19]. Adequate spittoons should be provided. [Section 20]. Welfare Adequate facilities for washing, sitting, storing clothes when not worn during working hours. [Section 42]. If a worker has to work in standing position, sitting arrangement to take short rests should be provided. [Section 44]. Adequate First aid boxes should be provided and maintained [Section 45]. Facilities in case of large factories Following facilities are required to be provided by large factories Ambulance room if 500 or more workers are employed; Canteen if 250 or more workers are employed. It should be sufficiently lighted and ventilated and suitably located. [Section 46]. Rest rooms / shelters 137 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department with drinking water when 150 or more workmen are employed [Section 47]; Crèches if 30 or more women workers are employed. [Section 48]; Full time Welfare Officer if factory employs 500 or more workers [Section 49]; Safety Officer if 1,000 or more workmen are employed. Safety All machinery should be properly fenced to protect workers when machinery is in motion. [Section 21 to 27]. Hoists and lifts should be in good condition and tested periodically. [Section 28 and 29]. Pressure plants should be checked as per rules. [Section 31]. Floor, stairs and means of access should be of sound construction and free form obstructions. [Section 32]. Safety appliances for eyes, dangerous dusts, gas, and fumes should be provided. [Sections 35 and 36]. Worker is also under obligation to use the safety appliances. He should not misuse any appliance, convenience or other things provided. [Section 111]. In case of hazardous substances, additional safety measures have been prescribed. [Sections 41A to 41H]. Adequate firefighting equipment should be available. [Section 38]. Safety Officer should be appointed if number of workers in factory are 1,000 or more. [Section 40B]. Working Hours A worker cannot be employed for more than 48 hours in a week. [Section 51]. Weekly holiday is compulsory. If he is asked to work on weekly holiday, he should have full holiday on one of three days immediately or after the normal day of holiday. [Section 52(1)]. He cannot be employed for more than 9 hours in a day. [Section 54]. At least half an hour 138 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department rest should be provided after 5 hours. [Section 55]. Total period of work inclusive of rest interval cannot be more than 10.5 hours. [Section 56]. A worker should be given a weekly holiday. Overlapping of shifts is not permitted. [Section 58]. Notice of period of work should be displayed. [Section 61]. Overtime Wages If a worker works beyond 9 hours a day or 48 hours a week, overtime wages are double the rate of wages are payable. [Section 59(1)]. A workman cannot work in two factories. There is restriction on double employment. [Section 60]. However, overtime wages are not payable when the worker is on tour. Total working hours including overtime should not exceed 60 in a week and total overtime hours in a quarter should not exceed 50. Register of overtime should be maintained. An employee working outside the factory premises like field workers etc. on tour outside headquarters are not entitled to overtime. Employment of Women A woman worker cannot be employed beyond the hours 6 a.m. to 7.00 pm. State Government can grant exemption to any factory or group or class of factories, but no woman can be permitted to work during 10 PM to 5 AM. Shift change can be only after weekly or other holiday and not in between. [Section 66]. Night Shift for women 139 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Factories Act has been proposed to be amended to allow night shift for women workers. The Government has decided to amend Section 66 of the Factories Act, 1948 to allow employment of women workers between 7.00 pm and 6.00 am. The demand of women‟s organisations and in tune with the present economic globalization, the Government has decided to bring in then required changes in the Act. This flexibility would be available to all manufacturing units including the apparel sector. This decision has been taken after meetings with the representatives of the employers and the trade unions. The proposed Bill will empower the State Governments for allowing the necessary flexibility in employment of women during night shift in factories. The proposed amendment would interalia provide that the employer has to ensure occupational safety and adequate protection to the women workers. However, the State Government or any person authorised by it would be allowing employment of women during night only after consulting the workers or their representative organisations and concerned employers or their representatives. The State Governments are also empowered to frame their own rules for allowing such permissions. Record of Workmen A register (muster roll) of all workers should be maintained. No worker should be permitted to work unless his name is in the register. Record of overtime is also required to be maintained. [Section 62]. Leave A worker is entitled in every calendar year annual leave with wages at the rate of one day for every 20 days of work performed in the previous calendar year, provided that he had worked for 240 days or more in the previous calendar year. Child worker is entitled to one 140 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department day per every 15 days. While calculating 240 days, earned leave, maternity leave upto 12 weeks and lay off days will be considered, but leave shall not be earned on those days. [Section 79]. – Leave can be accumulated upto 30 days in case of adult and 40 days in case of child. Leave admissible is exclusive of holidays occurring during or at either end of the leave period. Wage for period must be paid before leave begins, if leave is for 4 or more days. [Section 81]. Leave cannot be taken for more than three times in a year. Application for leave should not normally be refused. [These are minimum benefits. Employer can, of course, give additional or higher benefits]. Wages for overtime and Leave Salary Wages for leave encashment and overtime will include dearness allowance and cash equivalent of any benefit. However, it will not include bonus or overtime. Child Employment Child below age of 14 should not be employed. [Section67]. Child above 14 but below 15 years of age can be employed only for 4.5 hours per day or during the night. [Section71]. He should be certified fit by a certifying surgeon. [Section68]. He cannot be employed during night between 10 pm to 6 am. [Section71]. A person over 15 but below 18 years of age is termed as „adolescent‟. He can be employed as an adult if he has a certificate of fitness for a full day's work from certifying surgeon. An adolescent is not permitted to work between 7 pm & 6 am [Section70]. There are more restrictions on employment of female adolescent. Register of child workers should be maintained. 141 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Display on Notice Board A notice containing abstract of the Factories Act and the rules made there under, in English and local language should be displayed. Name and address of Factories Inspector and the certifying surgeon should also be displayed on notice board. [Section 108(1)]. Notice of Accidents, Diseases Etc. Notice of any accident causing disablement of more than 48 hours, dangerous occurrences and any worker contacting occupational disease should be informed to Factories Inspector. [Section 88]. Notice of dangerous occurrences and specified diseases should be given. [Sections 88A and 89]. Obligation regarding Hazardous Processes / Substances Information about hazardous substances / processes should be given. Workers and general public in vicinity should be informed about dangers and health hazards. Safety measures and emergency plan should be ready. Safety Committee should be appointed. 142 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department FINDINGS, RESEARCH AND RESOLUTION 143 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department HR POLICIES AT INSPECTION INTRODUCTION Welcome to the TURT Group. These documents were developed to provide you with an information resource for common questions and concerns. If you have questions or concerns about the policies outlined here, you should contact your manager or Human Resources. The policies stated in these documents are subject to change at any time at the sole discretion of the company. From time to time, you may receive updated information regarding any changes in policy. The contents of these documents are not intended to create a contract or agreement between the company and you. For those employees in a position covered by a collective bargaining agreement, you should refer to the agreement which governs your terms and conditions of employment. There are specific procedures for many of the general policies stated in the handbook. Please direct any questions to your manager, department head, or to Human Resources. 144 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department HOURS OF OPERATION/WORK SCHEDULES The office is normally open from 9:00 am until 10:00 pm Indian Standard Time. The employees may be assigned to different work schedules and/or shifts outside of normal office hours. If an employee must be outside of the office for non-business related reasons during their normal work schedule, they should inform their manager. TELECOMMUTING The Company is committed to creating a work environment where the needs of our customers, employees, and the Company are balanced. Therefore, the Company tries to be flexible in its approach to work styles and location. Telecommuting arrangements may be made on an “as needed basis” or set up on a regular schedule. In either case, employees are encouraged to spend time working in the office whenever possible. This allows employees to be accessible to customers and creates a sense of consistency and collaboration among work teams. When employees desire to work at home, the Company asks that they do so in a manner which is in keeping with a work style of accessibility, communication, and productivity. All telecommuting arrangements are subject to approval by the employee‟s manager. 145 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department ATTENDANCE POLICY  Regular attendance is essential to the Company‟s efficient operation and is a necessary condition of employment. When employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads.  Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as scheduled, employees must call their manager before their starting time. If your manager is unavailable, a voice message should be left. If the absence is to continue beyond the first day, the employee must notify their manager on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is absent. Absence for three consecutive work days without notifying the manager is considered a voluntary termination. LEAVE OF ABSENCE  Employees are eligible to apply for an unpaid leave of absence if they have been a regular employee of the Company for at least one year and scheduled to work 20 hours or more a week. The employee‟s manager will make a decision on the leave 146 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department request. The request for leave will be reviewed based on the reason for the request, previous attendance record, previous leave requests and the impact the absence will have on the Company.  Authorized leaves for illness or disability begin after employees have exhausted accrued sick leave, vacation and personal holiday time. A personal leave of absence, if granted, begins after vacation and personal holiday time have been used.  Human Resources can provide employees with which benefits, in addition to retained seniority, can be continued during the leave. If an employee wishes to continue benefits, it must be arranged for directly with Human Resources.  If the request for leave of absence for personal reasons, the employee‟s manager, with the advice of Human Resources, will decide whether the current position will be held open, or if a position will be made available upon the employees return from leave. FAMILY MEDICAL LEAVE  All employees who have been employed at least twelve months, and who worked at least 1,250 hours during the twelve months prior to the leave request are eligible for an unpaid family and/or medical leave of absence under the Family and Medical  Leave Act of 1993 for a period up to twelve weeks during a calendar year under the following circumstances:  For the birth of a son or daughter of the employee and to care for such new born son or daughter, if completed within twelve months of the child‟s birth; The placement of a son or daughter with the employee for adoption or foster care if completed within 147 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department twelve months of the placement; To care for the spouse, or a son, daughter, or parent of the employee, if spouse, son, daughter, or parent has a serious health condition; or Where a serious health condition makes the employee unable to perform the functions of his or her job.  Employees ordinarily must provide 30 days' advance notice when the leave is "foreseeable." The Company may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.  Taking of leave may be delayed if requirements are not met. For the duration of FMLA leave, the Company will maintain the employee's health coverage under the group health plan. Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave. For complete details employees should contact their manager or Human Resources PAY AND COMPENSATION  Employees are paid on the 1st and 15th of each month. OVERTIME  Non-exempt employees are eligible to receive overtime pay if they work more than 40 hours in a given week. Holiday, vacation, and sick time are not included in hours 148 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department used to determine overtime eligibility. Overtime pay equals 1.5 times and employee‟s regular hourly rate. All overtime must be approved the manager in advance. VACATION  All full-time employees are eligible for vacation pay.  New full-time employees will receive a pro-rata number of vacation days based on one day for each month worked in the hired calendar year, not to exceed 10 days.  In the first full calendar year and through the calendar year in which the employee‟s 3 year anniversary of employment occurs, employees will receive 10 vacation days each year.  In the calendar year of the employee‟s 4 year anniversary of employment, employees will receive 15 vacation days each year.  In the calendar year of the employee‟s 10 year anniversary of employment, employees will receive 20 vacation days each year.  Up to 5 unused vacation days may be carried over into the next year. All other unused vacation time will be paid out in the final pay check for that year.  Employees should notify their manager at least one month in advance of taking vacation time. All vacation requests are subject to manager approval. In addition, employees should directly communicate vacation dates to co-workers to ensure customer needs are met.  Part-time employees who work on a regular schedule all year are eligible for vacation benefits on a pro-rata basis based on the schedule above. 149 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department HOLIDAYS The company will observe the following holidays:  Makar Sankranti  Republic Day  Holi  Raksha Bandhan  Independence Day  Id-Ul-Fitr  Gandhi Jayanti  Dussehra  Deepawali  Pareva  Id-Ul-Zuha  Moharram  Christmas PERSONAL DAYS Employees are eligible for 4 paid personal days per calendar year. New employees will accrue 1 personal day for every 3 months worked in the hired calendar year. Personal 150 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department days may be used at the employee‟s discretion for religious holidays and personal matters. Personal days not used by the end of the year will be paid out to the employee in the final payment for that year SICK DAYS Sick days are provided for illness of the employee, their spouse or children. Employees should use their personal days or vacation days for non-illness related time all full-time employees will receive sick days according to the following schedule: Employees will be eligible for paid sick days after 6 months of employment. After 6 months of employment, employees will be eligible for one sick day for every two months worked from date of hire, with a maximum of 5 days in their first year of employment. Every succeeding calendar year, employees will be eligible for 5 sick days. Sick days may be accumulated and carried over from year to year to a maximum of 10 days. All other unused sick days by the end of the year is forfeited. FUNERAL LEAVE Employees will be paid for up to five days to attend the funeral of a close relative, such as a spouse, children, parents, grandparents, siblings and corresponding in-laws. If additional time off is required, employees should talk to their manager. 151 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Time off without pay may be provided so that employees can attend the funeral of individuals other than those listed. Employees may take unused vacation or personal time but, sick days cannot be used. HEALTH BENEFITS Full-time employees, their spouses and eligible dependent children are eligible for health benefits on the first day of the month following 30 days of continuous employment. For health benefits, full-time employees are defined as regular employees (excludes interns and contract employees) who work exceeds 30 hours per week. Employees should consult the separate materials prepared directly by the Company‟s health care insurance company for details of the plan. FLEXIBLE SPENDING ACCOUNTS Full-time employees are eligible to enrol in the flexible spending account during open enrolment each year or after a qualifying life event. This benefit allows you to pay certain expenses with pre-tax pay. Employees should be aware that after they have elected the amount to put into an account, any f unds unused at the end of the year are forfeited. There are two types of flexible spending accounts: 152 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 1. HEALTH CARE SPENDING ACCOUNT This account allows employees to pay for most non-covered medical, dental, and vision expenses, deductibles and co-pays up to a limit of Rs.2,500 per year. The minimum contribution is Rs.250 per year. 2. DEPENDENT CARE SPENDING ACCOUNT This account allows employees to pay qualified dependent care expenses such as child or elder day care up to maximum limit of Rs.5,000 annual, subject to IRS rules and restrictions. The minimum contribution is Rs.250 per calendar year. EQUAL EMPLOYMENT POLICY It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any employee or applicant for employment because of race, colour, religion, sex, age, national origin, veteran status, disability, or any other protected status. This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all other details and conditions of employment. Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity. The requirements we impose in filling a position will be those that validly relate to the job performance required. 153 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training, education, tuition assistance and recreation programs will be administered without regard to race, colour, religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with appropriate law. TERMINATION Employees who voluntarily resign from the Company are asked to provide at least one week advance notice of their resignation. This notice should be in writing and should briefly state the reason for leaving and the anticipated last day of work. If a terminating employee is eligible for any incentive compensation, bonus, and/or awards, they must be actively employed on the date the compensation, bonus or awards are presented or paid, in order to receive the compensation, bonus or award. DRUG AND ALCOHOL POLICY The Company realizes that the misuse of drugs and alcohol impairs employee health and productivity. Drug and alcohol problems result in unsafe working conditions for all employees and customers. The Company is committed to maintaining a productive, safe, and healthy work environment, free of unauthorized drug and alcohol use. 154 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Any employee involved in the unlawful use, sale, manufacturing, dispensing or possession of controlled substances, illicit drugs and alcohol on Company premises or work sites, or working under the influence of such substances, will be subject to disciplinary action up to and including dismissal and referral for prosecution. In addition, the Company has developed and maintains a comprehensive Drug and Alcohol Policy, which employees may obtain from Human Resources SMOKING POLICY The Company maintain a non-smoking policy within the office. Employees should smoke only in those areas of the building which are smoking designated. SAFETY POLICY The Company is sincerely interested in the safety and well-being of our employees. The Company will make every effort to keep the office equipment in excellent condition and make sure that all safety devices are working properly. If, in spite of our efforts to ensure safe working conditions, an employee has an accident or becomes ill on the job, it should be reported to the manager immediately. They will see that prompt medical attention is provided. 155 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department WORKPLACE SECURITY POLICY The Company is committed to maintain a safe and secure workplace. In order to maintain a secure work environment, the company strictly prohibits employees and visitors from bringing any firearm on Company property. In addition, all visitors are asked to check in with the receptionist. Failure to comply with this policy will result in disciplinary action up to and including termination. DRESS CODE POLICY The Company maintains a business casual working environment. All employees should use discretion in wearing attire that is appropriate for the office and customer interaction. TELEPHONE AND COMPUTER USE POLICY The Company understands that when employees work during the week it is occasionally necessary to conduct personal business during office hours. However, employees should limit their personal use of the telephone and computer during office hours. 156 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Talk to your manager if you have any questions as to how much is too much time. Because telephone and e-mail systems are provided by the Company at its expense for business use, all messages sent by or received on those systems are company documents. The Company reserves the right to access and to disclose the messages that you send or receive on the voice mail or e-mail systems. Employees should also be aware that “deleted” messages from the computer screen may not actually be deleted from the e-mail system. Employees who abuse this policy are subject to disciplinary procedures up to and including discharge BUSINESS EXPENSE REIMBURSEMENT The company will reimburse employees for expense which are directly business related to include: travel expenses, office supplies, and mileage incurred while travelling on business. Employees must submit receipts for all expenses. Employees should consult with their manager prior to business trips to confirm eligible expenses. TUITION REIMBURSEMENT Full-time employees are eligible to apply for the tuition assistance program after one year of employment. After approval from the Company, employees are eligible for reimbursement upon successful completion of approved course(s) at an accredited 157 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department institution. The Company will reimburse the employee 100% of the tuition, registration, book, and lab fees. IMPACT OF HR POLICY The impact of HR Policy was up to mark:  The HR Policy was not upto the working standard of the company.  It was lacking behind in ensuring good working environment to the employees.  The policy was quite rigid and not flexible.  The policy made did not have any provision for evaluating the performance of the employee.  It has no provision of performance appraisal.  The policy did not hold any provision for grievance handling procedure.  It was not carrying any provision of recruitment procedure in the company. 158 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Thus, the policy made requires changes in it for raising the performance of the company and for the welfare of the employees. IMPLEMENTATION OF 159 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department NEW HR POLICY HOURS OF OPERATIONS The office working hours are normally from 10:00 AM - 9:00 PM according to Indian Standard Time. There are 7 working days (Monday – Sunday). The time schedule has been divided into two slots/shifts i.e. 10:00 AM to 6:00 PM or 1:00 PM to 9:00 PM. The employees may be assigned with different work schedules and /or shifts outside of normal work hours. The employee has to report in office 15 minutes before the working time schedule allotted to them. There will be a lunch break for 30 minutes (1:00 PM to 1:30 PM) for the employees coming at 9:00 AM and (3:00 PM to 3:30 PM) for the employees coming at 1:00 PM for refreshment. If an employee is outside of the office for the non-business related reasons during their work schedule, they must inform the manager. 160 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department The management reserves the right to establish and adjust an employee‟s work schedule temporarily within a workweek to meet company‟s needs. At management discretion employee‟s schedule can be also adjusted to meet the employee‟s personal needs. Over time working hours normally shall not be authorized except where required by exceptional circumstances of an emergency or temporary nature. Employees are expected to work overtime hours as required by their manager. Manager reserve the right to determine when or if lunch periods may be used to compensate for an employee‟s late arrival or early departure ATTENDANCE POLICY Regular attendance is essential to the company‟s efficient operation and is a necessary condition of employment, when employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads.  The no. of working days are 7(Monday-Sunday).  Timing is 10:00 AM – 9:00 PM which is scheduled into two shifts.  The employee is entitled with predefined one day off in a week.  If the employee is not taking any off in a week, it will be accumulated as an earned leave i.e. he can use those off as an earned leave at the end of year. 161 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  If employee is coming late, then per 3 days ½ of his /her one day salary will be deducted.  If employee is coming late, he /she should inform to HR as well as his /her senior.  1 casual leave in a month or 2 short leaves within a month is allowed to each employee.  Half day will be considered, if employee is coming/leaving the office premises 2 hours late/prior to the scheduled time.  Per 2 half day, one day salary will be deducted.  Absence for three consecutive work days without notifying the manager is considered a voluntary termination.  Calling is the responsibility of every employee who is absent, coming late or needs a short leave. FOR MARKETING EMPLOYEES  For the marketing employees, if they are coming late because of meeting with client, every time they will have to inform their senior for coming late. And will have to show the sheet or slip duly signed by the client with proper address and phone number.  Marketing department head will have to inform to HR department, on every late coming of their juniors.  If the marketing employee is continuously coming late and unable to show the signed, proper action will be taken by the management.  It is compulsory to inform their senior, if marketing person is coming late. 162 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department LEAVE POLICY A. PURPOSE The purpose of the leave policy is to lay down the guidelines under which employees become eligible for different types of leave and the rules and procedures for availing the leave. 163 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department B. POLICY The policy aims to provide guidelines:  To set clear directions with the procedures of leave application  To provide a clear understanding of various types of leaves and regulations those govern the policy.  To regularize leave taken by employees and to ensure compliance with statutory Obligations  Leave cannot be claimed as of right and when exigencies so demand, leave of any kind may be refused or revoked by the authority empowered to sanction the leave. C. LEAVE RULES a) Leave will be credited to the account of the employee on yearly basis at the end of 31st March. b) For the first year of employment, leave will be credited as follows: c) All probationary/confirmed employees are eligible for the above-referred leaves of 12 days CL and 6 days SL. d) Casual Leave and Sick Leave can be availed only for the period of one day maximum; both kinds of leaves taken for more than one day will be considered as Earned Leave. e) Any employee who joins after the 15th of a month does not earn any leave for the month of joining. 164 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department f) When an employee serves the company only for part of a month, he/she will be entitled to Earned, Casual and Sick Leaves on a pro -rata basis depending upon the leaves for every completed month of service and it will be rounded off to the nearest day. g) The HR Department will update the leave record of all employees on a monthly basis. h) Employees are requested to plan their Earned Leave well in advance and inform the same to the HRD. i) Employees are required to apply at least six days in advance for approval if leave is up to 3 days, at least ten days in advance for Earned Leave of 5 days or more and fifteen days advance for Earned Leave of 6 or more days. j) It will be the responsibility of the employee to ensure that he/she would proceed on leave only after the sanctioning authority has duly approved his/her application for leave. k) If the employee wishes to extend leave originally granted he/she will be required to make an application by email or inform the sanctioning authority over telephone or by any other method. The sanctioning authority will send a reply granting or refusing such extension to the employee. If the employee does not receive any such reply, the application for extension of leave will be treated as rejected and the employee will be required to resume duties on completion of leave originally granted. l) The sanctioning authority will have the discretion to revise, curtail or revoke leave already sanctioned to an employee depending upon the requirements of presence of the employee in the office. 165 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department m) If an employee remains absent without leave or overstays leave without sanction for a period of three consecutive days or more, disciplinary action may be initiated against the employee by the Company. n) In case of genuine and extreme emergency, the Management may, at its sole discretion, grant leave before it has been earned and credited to an employee‟s account. Such leave will be debited to an employee‟s leave account to be adjusted as and when the leave is actually credited. o) Leave cannot be considered for adjustment against notice period at the time of an employee leaving the services of the Company. D. LEAVE PROCEDURE Leave should be applied through specified Leave Application Format. E. TYPES OF LEAVES There are 4 different types of leaves:  Casual Leave  Sick Leave  Earned Leave  Special Occasion Off a) CASUAL LEAVE 166 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Objective: To provide leave to attend to personal exigencies/unforeseen circumstances. Applicability: This policy is applicable to all employees from their date of joining except consultants and trainees. Eligibility:  The employee is entitled for twelve (12) leaves in a year.  Maximum number of consecutive days for which CL can be availed at a time is 2.  CL cannot be accumulated and be availed of with prior sanction (to the extent possible.  Casual leave will not be allowed to be combined with Sick Leave or Earned Leave.  Unutilized casual leaves shall not be encashed or carried forward to the next year. b) SICK LEAVE Objective: To provide leave to attend to sickness & medical ailments. Applicability: This policy is applicable to all employees from their date of joining except consultants and trainees. Eligibility:  167 The employee is entitled for six (6) medical leaves in a year. Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  The sick leaves will be credited to the employees account at the beginning of the year but can be availed on pro-rata basis.  Sick leave cannot normally be combined with casual leave but can be suffixed to earned leave and would require approval of the appropriate verifying officer.  For availing sick leaves of three days or more the employee shall have to produce certificate from Registered Medical Practitioner, Nursing Home or Hospital or Doctor Prescription.  Unutilized sick leaves shall be carried forward and can be accumulated up to 25 days, beyond twenty-five it will lapse.  The sick leave will not be encashed. c) EARNED LEAVE Objective: To provide for long duration planned leave. Applicability: This policy is applicable to all employees from their date of joining except trainees. Eligibility: 168 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  If the employee is not taking any off in a week, it will be accumulated as an earned leave i.e. he can use those off as an earned leave at the end of year.  The employee is entitled for 18 leaves in a year after completion of one year.  Minimum number of consecutive days for which EL can be availed at a time is 3. It can be availed only on 4 occasions in a year.  At least 7 days of advance notice is required to avail EL.  Intervening Sundays and holidays will not be counted as part of leave.  Half day earned leave is not allowed. Accumulation: Earned leaves may be accumulated up to 36 days. d) SPECIAL OCASSION OFF Objective: To provide for facilities to Employees at times of Special Occasions. The employee wants to share these special moments with his / her family. Applicability: This policy is applicable to all employees from the date of their joining. 169 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Types: a) Leave on self‟s Birthdays b) Leave on spouse‟s Birthday c) Leave on Wedding Anniversary d) Leave on Child‟s birthday Eligibility:  Self and Spouse Birthday: An Employee on the day of his / her Birthday and his/ her spouse‟s Birthday would be eligible for a half day‟s leave. This leave can be availed only on the day of the Employees / Spouse‟s Birthday and not on any other day. The date of birth shall be as per the records maintained in the HR.  Wedding Anniversary: An Employee on day of his / her Wedding Anniversary would be eligible for a half day‟s leave. This leave can be availed only on the day of the Employees Wedding Anniversary and not on any other day.  Children‟s Birthday: An Employee on the day of his / her children‟s Birthday would be eligible for a half day‟s leave. This leave can be availed only on the day of the Employees Children‟s Birthday and not on any other day. The date of birth shall be as per the records maintained in the HR.  A total of 2 days leave is available for the above points. At his / her will the employee can avail 4 half days leave on any of the occasions.  This off can be taken only if the anniversary/ birthday falls on a working day. Under no circumstances a compensatory off will be given in lieu of this day. 170 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department HOLIDAYS Total no of holidays are:  Republic Day  Holi 171 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  Independence Day  Good Friday  Easter  Raksha Bandhan  Id-Ul-Fitr  Gandhi Jayanti  Dussehra  Deepawali  Pareva  Id-Ul-Zuha  Moharram  Christmas RECRUITMENT We are implementing this policy in our organization. OBJECTIVES 172 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department To provide guidelines for recruitment & selection process to be an „Employer of Choice‟. COVERAGE For Recruitment and Selection of regular Employees, full time/ part time for the Company. GUIDELINES  The recruitment and selection policy must be in line with the company‟s corporate manpower planning and annual business plans.  All the business heads will systematically review their business plans, team structure, skills and manpower flowing out of corporate plan.  On basis of the assessment, head of department will prepare their “manpower plan”, and will get it approved from their concerned Director/ CEO of the division.  Approved manpower will be submitted to the HR department for approval of management.  Vacant positions are to be filled first within the company through “Internal Job Posting” to the extent possible. In case there is no suitable candidate available against the vacant position or when the organization wants to infuse fresh blood, external recruitment process will be initiated, either by manpower consultants, references, advertisements in the newspapers, job web sites, campuses, etc. 173 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  Based on the „Job Description Sheet „HR department will prepare a „Brief Profile‟, to have clarity for communication (for vacant positions) purpose to different recruitment sources/agencies.  Resume received from different sources will be screened, based on the „Job Description Sheet „, by HR and concerned department representative.  Resume meeting the job criteria shall be forwarded to the concerned HOD for their endorsement.  Based on the availability and in consultation with the Interview Panel, schedule of the interview will be communicated to the short listed candidates, either by phone/courier/post etc. clearly mentioning the name of the contact person, date, time and venue. INTERVIEW PANEL: Positions for interview panel:  For up to Manager Level positions Head of Department/HR Representative 174 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  For Sr. Manager and above positions Head of Department/Concerned Director/COO/CEO/HR Head  For HEAD of Division positions and above Chairman/HR Head. NOTE:  Selected candidate will be issued a „Letter of Intent‟, along with the briefing on CTC break-up, and any other terms and conditions applicable.  On the date of joining, new entrant will complete the joining formalities and will submit relevant documents as mentioned in the „Letter of Intent‟.  „Terms and Conditions‟ to be finalised by Head HR in consultation with Chairman before hiring any person from Manpower Consultants.  Job Application Form should be duly filled to become a part of Personal File.  All HR records/systems/procedures will be computerized.  Head - HR will sign „Letter of Intent‟ and „Appointment Letter‟. MANPOWER REQUIREMENT REQUISITION FORM 175 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department This is the form which is filled up by the different departments according to the manpower requirement in their department. This is requested by the HOD. After the filling this is send to MD for authorization and after that received by the HR Manager. HR Manager now looking after the requirement arranges interview for the post vacant. PROCESS FLOW: HOD MD HRD IMPORTANCE: It helps to get the information about the need of fresh blood in an organization. It inform about the vacant post in the organization with the complete details related to the new entry. 176 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 177 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department JOB APPLICATION FORM It is the form which is to be filled up by the candidate before the interview. It consists of some relevant information about the candidate. After the form filling the candidate with their curriculum vitae and all original documents is sent for the interview session. The form consists of 3 sections: The first page consists of candidate‟s personal detail such as, name, address, contact no, their qualification, their past experience in job, their family detail etc. The second page i.e. (section i) has two parts: A) about candidates educational qualification. B) about candidates family. The third page i.e. (section ii) A) about the work experience in job with the information about the organization structure followed and the job responsibility carried by candidate. B) about the compensation in the last organization. The fourth page i.e. (section iii) about any ailment in the last year and any two people reference by candidate with the signature in the certification. PROCESS FLOW: CANDIDATE INTERVIEWER / HR MANAGER HRD 178 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 179 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 180 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 181 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 182 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department IMPORTANCE OF JOB APPLICATION FORM  The job application form is very important to get it filled by the candidate:  It provides complete personal detail of the candidate.  It provides detail of their family & friends.  It informs about the candidate qualification providing the complete academic record.  It provides complete record of past experience of the candidate if he or she was in job.  It also provides the last compensation detail and the current expectation of the candidate.  The application forms serves as a future record.  It helps the interviewer to get full knowledge about the candidate 183 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department INTERVIEW ASSESSMENT FORM The interview assessment form is made for judging the candidate. Evaluation of the candidate is done on some of the factors based on impression created during the interview.  The complete evaluation of candidate is done by this form. It provides the education information of the candidate with the detail of special course done or project report made by the candidate.  It evaluates the personality of the candidate by judging the communication skills, leadership quality and decision making characteristics of the candidate  It judges out the potential of candidate how ambitious, enthusiastic, initiative, dedicated and co-operative he or she is for doing the work.  It also specifies the work experience he or she has in a particular field or not.  The form has one more important part which judges the technical skills of the candidate.  This form evaluates the marks awarded to the candidate out of 100, and on this basis he or she is selected or rejected. 184 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 185 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TRAINING AND PROBATION POLICY Training is the mode of teaching the new employee working standards of the company. It helps to make him /her aware about the working atmosphere in the company.  The training time period assign to the employees recruited will be decided by the HRD.  There will be a probation period for first 3 months for all the employees at the time of new joining to the company.  The employee will be given a training module which they have to complete for their successful joining.  The employee gets complete knowledge about the working standard of the company after the training.  It is done to get knowledge of the actual performance of the employees, in order to know whether the person is fit for the job or not. 186 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department PERFORMANCE APPRAISAL POLICY  Performance Appraisal grooms every individual to realize his potential in all facets by helping to identify and achieve his personal goals within the framework of organizational objectives.  Appraisals shall be ethical and impartial so as to recognize worthy contributions appropriately and in time in order to maintain a high level of employee motivation and morale.  The Performance Appraisal Systems aims at integration of individual and organizational goals.  The employee‟s performance is appraised from time to time by conducting seminars, and by performing some activities such as showing some motivational videos, and holding up mutual talks. 187 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department KEY RESPONSIBILITIES ASSESSMENT The KRA (Key Responsibility Assessment) form is made to judge the employees for their performance appraisal. This is to evaluate the performance of the employees for rewarding them with new title, and position in the company.  It has parts in which the objectives of employee are recorded. The employee gives weightage to their objective that is the work done by them.  The employee, supervisor and the reviewer comments are mention in it. Rating is categorised into five aspects given by the reviewer to the weightage given by the employees.  The 60 percent weightage is given by the employee themselves according to their work and the 40 percent weightage is defined into 3 parts: o 15 percent is for the accountability. o 15 percent is for the additional responsibilities; liaison with different team departments, quality initiatives and the daily and weekly reports. o 10 percent is for the traits; leadership, commitment, maturity attitude, dependability, reliability and discipline. This is maintained monthly by each employee and on basis of its evaluation their performance appraisal is carried out in the company. 188 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department PROCESS FLOW: HRD EMPLOYEES SUPERVISOR REVIEWER HRD IMPORTANCE OF KRA:  To judge employees for their performance appraisal.  To evaluate performance of the employees for rewarding them with new title, and position in the company. 189  To find accountability of work by the employees.  To record the monthly activity carried out by the employees. Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 190 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 191 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COUNSELLING Counselling sessions, which are conducted by HR Department OR Professional Counsellor OR Performance Appraiser, are available to all the employees in order to fulfil the following objectives:  To enhance employees‟ competence and job satisfaction.  To prepare employees for future responsibilities.  To establish a better working relationship between the superior and subordinate.  To enable employees to cope with personal problems. 192 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department CAREER PLANNING POLICY  Career Planning system in TURT SOFTECH is aimed at developing people of the right calibre to meet present and future needs of the organization. It shall be an essential ingredient for Succession Planning.  The mandatory factors to be considered prior to career planning shall be: a) The organization‟s long and short term plans. b) Manpower skills required towards implementing these plans. c) Attrition rate of people with high potential, above average and average calibre. d) Recruitment through internal and external sources at all levels and its ratio as appropriate to the organization. e) The number of people recruited and trained every year. 193 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department PAY AND COMPENSATION  Employees are paid on the 15th of each month.  New employees are required to provide there Bank Account details (name of the bank, branch name, account no.) and Pan Card details for their salary cheque. 194 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department DRESS CODE POLICY It is the policy of the company that each employee‟s dress, grooming and personal hygiene should be appropriate to the work environment. Employees are expected at all the times to present a professional, business-like image to customers. Keeping in mind the company directives and with respect to tremendous changes in wearing, hairstyles and make-ups, has come up with this dress code to maintain ethics and reputation of its staff and company. COMMON:  Clothing should be simple, ordinary and nice.  Clothes must be properly ironed.  Styles should be classic, with nothing too trendy or obtrusive.  Shoes should be patent leather and polished, avoid sport shoes and slippers.  No visible tattoos or non-traditional body piercing. No more than a pair of earrings for women.  Hair should be simple, clean, well-cut and carefully styled.  Staff should not use strong fragrances (perfumes and sprays), which may cause problem to other staff in the office. On Saturday: Smart casuals are acceptable. 195 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department For Men For Women Should be clean, well Hair maintained & cut short. Should be simple, clean, well- cut Moustaches/beards neatly and long hair must be properly trimmed or face clean shaven tied in a bun or a plait. daily. Well-manicured/neatly cut, Nails Clean and dirt free. Should be neatly cut short. shaped and clean, with light colour nail polish/base coat. Simple, conservative and elegant Ornaments None, except for obligatory rings, kada, etc. Footwear earrings allowed. Well-polished leather shoes Leather sandals or sandals of with socks. similar material. Formal shirts & trousers Attire ornaments. Chain and a pair of co-ordinated with tie and blazers occasionally, during Formal jeans ,Sari, salwar suit, formal shirt/ kurtis with formal trousers/skirts allowed. business meets. Simple daywear make-up. Light Deodorant is recommended, Perfume / Make up fragrance perfume &deodorant not with a strong fragrance. recommended. 196 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department DRESS CODE POLICY 197 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department 198 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department SAFETY POLICY The Company is sincerely interested in the safety and well-being of our employees. The Company will make every effort to keep the office equipment in excellent condition and make sure that all safety devices are working properly. If, in spite of our efforts to ensure safe working conditions, an employee has an accident or becomes ill on the job, it should be reported to the manager immediately. They will see that prompt medical attention is provided. 199 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department WORK PLACE SECURITY POLICY The Company is committed to maintain a safe and secure workplace. In order to maintain a secure work environment, the company strictly prohibits employees and visitors from bringing any firearm on Company property. In addition, all visitors are asked to check in with the receptionist. Failure to comply with this policy will result in disciplinary action up to and including termination. 200 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department EQUAL EMPLOYMENT POLICY It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any employee or applicant for employment because of race, colour, religion, sex, age, national origin, veteran status, disability, or any other protected status. This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all other details and conditions of employment. Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity. The requirements we impose in filling a position will be those that validly relate to the job performance required. All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training, education, tuition assistance and recreation programs will be administered without regard to race, colour, religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with appropriate law. 201 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department BUSINESS EXPENSE REIMBURSEMENT The company will reimburse employees for expense which are directly business related to include: travel expenses, office supplies, and mileage incurred while travelling on business. Employees must submit receipts for all expenses. Employees should consult with their manager prior to business trips to confirm eligible expenses. 202 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TELEPHONE AND COMPUTER USE POLICY The Company understands that when employees work during the week it is occasionally necessary to conduct personal business during office hours. However, employees should limit their personal use of the telephone and computer during office hours. Talk to your manager if you have any questions as to how much is too much time. Because telephone and e-mail systems are provided by the Company at its expense for business use, all messages sent by or received on those systems are company documents. The Company reserves the right to access and to disclose the messages that you send or receive on the voice mail or e-mail systems. Employees should also be aware that “deleted” messages from the computer screen may not actually be deleted from the e-mail system. Employees who abuse this policy are subject to disciplinary procedures up to and including discharge. 203 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department DRUG, ALCOHOL AND SMOKING POLICY DRUG AND ALCOHOL The Company realizes that the misuse of drugs and alcohol impairs employee health and productivity. Drug and alcohol problems result in unsafe working conditions for all employees and customers. The Company is committed to maintaining a productive, safe, and healthy work environment, free of unauthorized drug and alcohol use. Any employee involved in the unlawful use, sale, manufacturing, dispensing or possession of controlled substances, illicit drugs and alcohol on Company premises or work sites, or working under the influence of such substances, will be subject to disciplinary action up to and including dismissal and referral for prosecution. SMOKING The Company maintain a non-smoking policy within the office. Employees should not smoke within the office and nearby areas of the office building. Any employee if found so will be subject to disciplinary action. 204 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department TERMINATION POLICY Employees who voluntarily resign from the Company are asked to provide at least one week advance notice of their resignation. This notice should be in writing and should briefly state the reason for leaving and the anticipated last day of work. If a terminating employee is eligible for any incentive compensation, bonus, and/or awards, they must be actively employed on the date the compensation, bonus or awards are presented or paid, in order to receive the compensation, bonus or award. The termination is done for three reasons. 1. For absence without any information. 2. For non-performance and delay in work. 3. For misbehaviour in the company. 205 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Ref .no. (Date) Termination Letter To, (Name of the Employee,) Sub: Termination of your services from our company.. Dear Mr. /Miss. /Mrs._______ , We regret to inform you that your employment with Turt Softech Pvt. Ltd. is being terminated with immediate effective from (Date of Termination). Your termination is the result of Non-performance. You are aware that such non-performance and delay in work amounts to misconduct as per the rules of the Company. On the basis of the above you are hereby terminated & relieved from your services. You will handover the Company property to the HRD. Your final settlement will be cleared by the management. On behalf of Turt Softech Pvt. Ltd. (Name) HR Manager (Date) 206 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Ref .no. (Date) Termination Letter To, (Name of the Employee,) Sub: Termination of your services from our company. Dear Mr. /Miss. /Mrs._______ , We regret to inform you that your employment with Turt Softech Pvt. Ltd. is being terminated with immediate effective from (Date of Termination). Your termination is the result of misbehavior. You are aware that such misbehavior amounts to misconduct as per the rules of the Company. On the basis of the above you are hereby terminated & relieved from your services. You will handover the Company property to the HRD. Your final settlement will be cleared by the management. On behalf of Turt Softech Pvt. Ltd. (Name) HR Manager (Date) 207 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Ref .no. (Date) Termination Letter To, (Name of the Employee,) Sub: Termination of your services from our organization. Dear Mr. /Miss. /Mrs._______ , We regret to inform you that your employment with Turt Softech Pvt. Ltd. is being terminated with immediate effective from (Date of Termination). Your termination is the result of absence from work without any information and approval from the authority. You are aware that such unauthorized absence amounts to misconduct as per the rules of the Company. On the basis of the above you are hereby terminated & relieved from your services. You will handover the Company property to the HRD. Your final settlement will be cleared by the management. On behalf of Turt Softech Pvt. Ltd. (Name) HR Manager (Date) 208 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department GRIEVANCE HANDLING PROCESS PURPOSE This is a very important policy which deals with all the processes to be followed in order, to deal with the problems and grievances faced by the employees. This is important as grievances leads to stress, delay in work and low productivity of candidate as well as hampers the work of the company. Decision time limit 3 days Management Action time limit 3 days Human Resource Department Action time limit 2 days Head of Department Action time limit 2 days Supervisor Application will be filed to the supervisor Employees /Workers 209 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department COMPARISON BETWEEN THE TWO POLICIES There is a lot of difference between the two policies. The provisions made in the two policies are totally different from each other. The new policy is over all good from all the aspects.  The old policy of the company was not clear and specific whereas the new implemented policy is clear and specific with its words.  The old policy does not provide flexibility to meet changes whereas the new policy provides adequate flexibility to meet changing conditions.  The old policy does not have a fair and equal approach to the employees whereas the new policy agrees with one another and reflect an overall fair and equal approach to the employees.  The old policy was rigid with its procedures whereas the new policy is not very rigid with its procedures. 210 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department  The old policy was not upto the working standard of the company whereas the new policy is made evaluating the working standard of the company  The old policy made did not have any provision of performance appraisal whereas the new policy has the provision of performance appraisal.  The old policy did not hold any provision for grievance handling procedure whereas the new policy has the provision for grievance handling procedure.  The old policy does not carry out provision of recruitment procedure, counselling and career for planning whereas the new policy carry out all these provisions under it. Thus, the new policy implemented is for raising the performance of the company and for the welfare of the employees. It adheres all the aspects of HR POLICY which are essential for any company. 211 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department CONCLUSION The HR policies are essential part of the company. The new HR policies are the sound policies which are implemented in the company. These policies are flexible to meet changing conditions. These policies are clear, specific and upto the working standard of the company. The sound policies are the one which ensure good working environment to the employees and are for the welfare of the employees. These policies help the employer to run and ensure smooth working in the company. Following the rules mention in the policy the employer work for the welfare of the employees. Policies are there to provide job satisfaction by ensuring healthy environment, training, counselling and career planning to the employees. The policies help to evaluate the performance of the employees for their performance appraisal in the company. It entitles employee with rewards and titles. It ensures a fair and equal approach for all. Thus, the HR policies help to achieve the goals and objectives of the company by ensuring satisfaction to the employees in turn raising the company‟s performance and goodwill. 212 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department REFERENCES www.citehr.com www.slideshare.com www.s3.amazonaws.com http://en.wikipedia.org http://hr.utk.edu http://businessresources.peoples.com 213 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department

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