Janapriya Engineers Syndicate Pvt.

Ltd
Janapriya House
H. No. 3-6-115,
Street No. 18, Himayath Nagar,
Hyderabad – 500 029.
Ph. No.: +91 40 23 222 999/666/333
Fax No.: + 91 40 23 227 515
Website: www.janapriya.com
E-mail: sales@janapriya.com

EMPLOYEE MANUAL
Template Version 1.0, Revised 01 Feb 2008

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Reviewed by S. Chandrakanth
TABLE OF CONTENTS

1.0 Introduction 01

2.0 Definitions of Employee Status 03

3.0 Employment Policies 05

4.0 Standards of Conduct 15

5.0 Wage and salary Policies 20

6.0 Benefits and Services 22

7.0 Employee Leave Policy 26

8.0 Employee Communications 29

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 ORGANIZATION CHART

CHAIRMAN & MANAGING DIRECTOR

EXECUTIVE DIRECTOR

Chief Financial Officer Director Engineering IT Procurement Director

Construction & & Marketing
Design MIS

Sr. Purchase Mgr

HR - Dept Finance & A/c’s GM - Projects GM Marketing

Manager
Sr. HR Mgr GM DGM - Projects Mortgage Solutions

Deputy Manager

HR Mgr Sr. Manager PMs Documentation

Purchaser
Receptionist Deputy Manager DPMs

Support Staff Jr. Manager APMs

Executive PEs

Employee Manual Version 1, Revised: 1 Feb

Section 2008
Supervisors 1 of 32
Reviewed by S. Chandrakanth Assistants
 SECTION 1
INTRODUCTION

This Manual is designed to acquaint you with Janapriya Engineers Syndicate Pvt. Ltd.,
hereinafter referred to as either Janapriya or Company and provide you with information
about working conditions, benefits, and policies affecting your employment.

The information contained in this Manual applies to all cadres of Janapriya. Following
the policies described in this Manual is considered a condition of continued employment.
However, nothing in this Manual alters an employee’s status. The contents of this
Manual shall neither constitute nor be construed as a promise of employment or as a
contract between the Company and any of its employees. The Manual is a summary of
our policies, which are presented here only as a matter of information.

You are responsible for reading, understanding, and complying with the provisions of this
Manual. Our objective is to provide you with a work environment that is conducive to
both personal and professional growth.

1.1 CHANGES IN POLICY

This Manual supersedes all previous employee manuals and memos that may have been
issued from time to time on subjects covered in this Manual.

However, since our business and our organization are subject to change, we reserve the
right to interpret, change, suspend, cancel, or dispute with or without notice all or any part
of our policies, procedures, and benefits at any time. We will notify all employees of
these changes. Changes will be effective on the dates determined by the Company, and
after those dates all superseded policies will be null.

No individual supervisor or manager has the authority to change policies at any time. If
you are uncertain about any policy or procedure, do discuss with your direct supervisor or
manager to whom you report to.

1.2 EMPLOYMENT APPLICATIONS

We rely upon the accuracy of information contained in the employment application and
the accuracy of other data presented throughout the hiring process and employment. Any
misrepresentations, falsifications, or material omissions in any of this information or data
may result in exclusion of the individual from further consideration for employment or, if
the person has been hired, termination of employment thereof.

The name and address provided by the employee in his application for appointment shall
be deemed to be correct for purposes of all communication to the concerned employee.

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The employee at the time of joining shall submit the following for his/her service record
to the HR Department:

Three (3) passport photographs.

Copies of Education certificates.

Copies of previous employment certificates.

The company holds the liberty to verify the certificates of education as well as the
previous employment credentials at any time if the situation demands.

1.3 EMPLOYMENT RELATIONSHIP

You enter into employment voluntarily, and as such you are free to resign at any time for
any reason or no reason. Similarly, Janapriya is free to conclude its relationship with any
employee at any time for any reason or no reason. Following the probationary period,
employees are required to follow the Employment Termination Policy (Refer Section
3.13).

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 SECTION 2
DEFINITIONS OF EMPLOYEES STATUS

“EMPLOYEE” DEFINED
“Employee” shall mean all persons employed by the company through an appointment
order issued by the competent authority and who have submitted a proper joining report.
An “employee” of Janapriya is a person who regularly works for Janapriya on a wage or
salary basis. “Employees” include exempt, non-exempt, regular full-time, regular part-
time, temporary persons, and apprentices/trainees, and others employed with the
Company who are subject to the control and direction of Janapriya in the performance of
their duties.

EXEMPT
“Employees whose positions meet specific criteria established by the Labor Act
and who are exempt from overtime pay requirements”.

NON-EXEMPT
“Employees whose positions do not meet Labor Act criteria and who are paid one
and one-half their regular rate of pay for hours worked in excess of 48 hours per
week.”

REGULAR FULL-TIME
“Employees who have completed the 90-day probationary period and are
scheduled to work 48 or more hours per week”.

Regular full-time employees are eligible for the Company’s benefits package,
subject to the terms, conditions, and limitations of each benefit program.

REGULAR PART-TIME
“Employees who have completed the 90-day probationary period and are
scheduled to work fewer than 48 hours per week.”

Regular part-time employees are not eligible for the Company’s benefits package.
Applicable benefits are outlined in their employment offer letter and are
negotiated on a case-by-case basis.

TEMPORARY (FULL-TIME or PART-TIME)

Temporary employees are those whose performance is being evaluated to
determine whether further employment in a specific position or with the Company
is appropriate or individuals who are hired as interim replacements to assist in the
completion of a specific project or for vacation relief. Employment beyond any
initially stated period does not in any way imply a change in their employment

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 status. Temporary employees retain that status until they are notified of a change.
They are not eligible for any of the Company’s benefit programs.

APPRENTICE/TRAINEES
An Apprentice/Trainee is a learner who is paid a stipend and is taken exclusively
for training for different periods and who may or may not be considered for
appointment in the company.

PROBATIONARY PERIOD FOR NEW EMPLOYEES

Every new employee of Janapriya is subject to a probationary period of 90 days. A
“Probationer” is an employee who is provisionally employed to fill a vacancy in a
permanent post and has not been confirmed in writing. During the probationary period,
the company will evaluate the employee’s performance and determine the appropriateness
of their employment with Janapriya. When an employee completes the probationary
period, the employee will be notified of his/her new status with Janapriya through a
confirmation letter. Director, Human Resources is authorized to waive probationary
period in case of outstanding individuals on a case-to-case basis.

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 SECTION 3
EMPLOYMENT POLICIES

3.1 NON-DISCRIMINATION
In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at Janapriya will be based on merit, qualifications, and abilities.
The Company does not discriminate in employment opportunities or practices on grounds
of race, color, religion, sex, national origin, age or disability.

Janapriya is committed and will make reasonable accommodations for qualified

individuals with known disabilities unless doing so would result in an undue hardship to
the employee or to others. This policy governs all aspects of employment, including
selection, job assignment, compensation, discipline, termination, and access to benefits
and training.

Employees with complaints, questions or concerns about discrimination at the workplace

are encouraged to bring these issues to the attention of their supervisor. Employees can
raise concerns and report them without fear of reprisal. Anyone found to be engaging in
unlawful discrimination will be subject to disciplinary action, including termination of
employment.

3.2 NON-DISCLOSURE/CONFIDENTIALITY
The protection of confidential business information and trade secrets is vital to the
interests and success of Janapriya. Such confidential information includes, but is not
limited to, the following examples:
• Compensation data,
• Financial information,
• Marketing strategies,
• Pending projects and proposals,
• Tendering information
• Proprietary production processes,
• Personnel/Payroll records, and
• Conversations between any persons associated with the company.

All employees are required to sign a non-disclosure agreement as a condition of their

employment.

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Employees who improperly use or disclose trade secrets or confidential business
information will be subject to disciplinary action, including termination of employment
and legal action, even if they do not actually benefit from the disclosed information.

3.3 NEW EMPLOYEE ORIENTATION

Orientation at Janapriya is a formal welcoming process designed to make the new
employee feel comfortable, be informed about the company, and prepare for their
position. New employee orientation is conducted by a Human Resources representative,
and includes an overview of the company history, an explanation of the company core
values, vision, and mission; and company goals and objectives. In addition, the new
employee will be given an overview of benefits, tax, and legal issues, and will be asked to
complete any necessary paperwork.

Employees are presented with all codes, keys, and procedures needed to navigate within
the workplace. The new employee’s supervisor then introduces the new hire to their
colleagues, reviews their job description and scope of position, explains the company’s
evaluation procedures, and helps the new employee get started on specific functions.

3.4 PROBATIONARY PERIOD FOR NEW EMPLOYEES

The probationary period for regular full-time and regular part-time employees lasts up to
90 days from the date of hire. During this time, employees have the opportunity to
evaluate our Company as a place to work and the management has its first opportunity to
evaluate the employee of his/her capabilities. During this introductory period, both the
employee and the Company have the right to terminate employment without any advance
notice.

Upon satisfactory completion of the probationary period, a 90-day review will be given
and benefits will begin as appropriate. All employees, regardless of classification or
length of service, are expected to meet and maintain Company standards for job
performance and behavior (Refer Section 4, Standards of Conduct).

3.5 TRANSFERS
Every employee is liable to be transferred anywhere in India and/or from one department
to another located in the same place or elsewhere. The Management may depute any
employee for outstation duty in connection with the work or business of the company.

When an employee is relieved of his duty due to transfer, he/she should surrendy all the
Company’s assets and clear all cash transactions, if any, and obtain a No Due letter from
the Supervisor/Department Head.

Also the relieving employee shall submit a Handover Letter to the Supervisor/Department
Head to help the incumbent employee handle the job easily.

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3.6 OFFICE HOURS
Janapriya’s offices are open for business (Head Office) from 09:30 am to 05:30 pm
Monday through Saturday, except for notified General Holidays (Refer Section 6.7,
Holidays).

Working Hours for Office Boys are from 08:30 am to 06:30 pm Monday through
Saturday. Overtime shall be paid to the Office Boys if they stay overtime with prior
approval of the Department Head.

Working Hours for Site Project Staff shall be from 08:30 am to 06:30 pm Monday
through Saturday.

Working Hours for Marketing & Sales Department shall be decided as per requirement by
the Director (Marketing).

The standard workweek is 48 hours of work (Refer Section 5.3, Overtime). In the
computation of various employee benefits, the employee workweek is considered to begin
on Monday through Saturday, unless a supervisor makes prior other arrangement with the
employee.

3.7 LUNCH PERIODS

Employees are allowed a half-an-hour lunch break. Lunch breaks generally are taken
between the hours of 01:00 pm and 02:00 pm on a staggered schedule so that your
absence does not create a problem for co-workers or clients.

3.8 BREAK PERIODS

Janapriya does not provide for employees to break during production activities except for
the above outlined lunch period. However, the company provides on-site complimentary
pantry services in all of its offices for rejuvenation of its employees.

If employees have unexpected personal business to take care of, they must notify their
direct supervisor to discuss and obtain permission as well as inform the Human
Resources Department for time away from work and make provisions as necessary.
Personal business should be conducted, as much as possible, after work hours.

Employees who do not adhere to the break policy will be subject to disciplinary action,
including termination.

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3.9 PERSONNEL FILES
Employee personnel file/service record includes the following:
• Job application,
• Job description,
• Résumé,
• Copies of education certificates,
• Copies of past employment credentials,
• Records of participation in training events,
• Salary history(pay slips),
• Records of disciplinary action, and
• Documents related to employee performance reviews, appraisals, coaching, and
mentoring.

After the selection of candidates the following letters are issued, the copies of which are
also included in the service record.

Offer Letter
An Offer Letter shall be formally issued by the HR Department, duly signed, on
recommendation from the Management (ED/Directors), stating the joining date that the
employee agrees to report to the Office/Site.

Appointment letter
On the day of joining the employee shall be formally given a Letter of
Appointment stating the salary and other conditions of service in the prescribed form duly
signed by the HR Department.

Personnel files are the property of Janapriya and are maintained by the Human Resources
Department, access to the information is restricted. Management personnel of Janapriya
who have a legitimate reason to review the file are allowed to do so.

Employees who wish to review their respective file should contact their supervisor and/or
Human Resources Representative. With reasonable advance notice, the employee may
review his/her personnel file in Company’s office and in the presence of their supervisor
and/or Human Resources Representative.

3.10 PERSONNEL DATA CHANGES

It is the responsibility of each employee to promptly notify their supervisor and/ or
Human Resources representative of any changes in personnel data such as:
• Mailing address

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• Telephone numbers
• Name and number of dependents, and
• Individuals to be contacted in the event of an emergency.

An employee’s personnel data should be accurate and current at all times. Each employee
is also required to update their personnel data in the Employees’ page of the Company’s
Internet website.

3.11 INCLEMENT WEATHER/EMERGENCY CLOSINGS

At times, emergencies such as severe weather, fires, or power failures can disrupt
company operations. The decision to close the office will be made by Manager –
Administration or Project Manager (in case of site offices).

When the decision is made to close the office, employees will receive official notification
from their supervisors.

Time off from scheduled work due to emergency closings will be unpaid for all non-
exempt employees. However, if employees would like to be paid, they are permitted to
use vacation time if it is available to them under specific terms and conditions.

3.12 EMPLOYEE PERFORMANCE REVIEW AND APPRAISAL

Project Manager/Supervisors will conduct performance reviews and planning sessions
with all regular full-time and regular part-time employees after six months of employment
with the company. Supervisors may conduct informal performance reviews and planning
sessions more often if they choose.

Performance reviews and planning sessions are designed for the supervisor and the
employee to discuss his/her current job tasks, encourage and recognize abilities and
attributes, and discuss positive, purposeful approaches for meeting work-related goals.
Together, employee and their supervisor discuss ways in which the employee can
accomplish goals or learn new skills. The planning sessions are designed for the
employee and his/her supervisor to make and agree on new goals, skills, and areas for
improvement.

Janapriya directly links wage and salary hikes with performance. Your performance
review and planning sessions will have a direct effect on any changes in your
compensation. For this reason, among others, it is important to prepare for these reviews
carefully and participate in them fully.

Extra Incentive Plans will be decided as per the Department requirement by the
Management which shall be informed to the employee/s individually from time to time.

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New employees will be reviewed at the end of their probationary periods (Refer Section
3.3, Probationary Period for New Employees). After the initial review, the employee will
be reviewed according to the regular semi-annual schedule.

3.13 OUTSIDE EMPLOYMENT

Employees may hold outside jobs in non-related businesses or professions as long as the
employee meets the performance standards of their job description with Janapriya. Unless
an alternative work schedule has been approved by the Company, employees will be
subject to the company’s scheduling demands, regardless of any existing outside work
assignments.

Janapriya’s office space, equipment, and materials are not to be used for outside
employment and doing so shall result in serious disciplinary actions including
termination.

3.14 CORRECTIVE ACTION

Janapriya binds each of its employees to certain work rules and standards of conduct
(Refer Section 4). When an employee deviates from these rules and standards, the
Company expects the employee’s supervisor/ Manager to take corrective action.

Corrective action at Janapriya is progressive. That is, the action taken in response to a
rule infraction or violation of standards typically follows a pattern gradually increasing in
seriousness until the infraction or violation is corrected.

The usual sequence of corrective actions includes an oral warning, a written warning,
probation, and finally termination of employment. In deciding which initial corrective
action would be appropriate, a supervisor will consider the seriousness of the infraction,
the circumstances surrounding the matter, and the employee’s previous record.

Though committed to a progressive approach to corrective action, Janapriya considers

certain rule infractions and violations of standards as grounds for immediate termination
of employment. These include but are not limited to: theft in any form, insubordinate
behavior, vandalism or destruction of company property, being on company property
during non-business hours, the use of company equipment and/or company vehicles
without prior authorization by employees at all levels, untruthfulness about personal work
history, skills, or training, divulging Company business practices, and misrepresentations
of Janapriya to a customer, a prospective customer, the general public, or an employee.

3.15 EMPLOYMENT TERMINATION

Termination of employment is an inevitable part of personnel activity within any
organization, and many of the reasons for termination are routine. Below are a few
examples of some of the most common circumstances under which employment is
terminated:

Resignation – voluntary employment termination initiated by an employee.

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Termination – involuntary employment termination initiated by Janapriya

Layoff – involuntary employment termination initiated by Janapriya for non-
disciplinary reasons.

When a non-exempt employee intends to terminate his/her employment with Janapriya,

he/she shall give the Company at least two (2) weeks’ written notice. Exempt employees
shall give at least four (4) weeks’/one (1) month written notice or pay one month salary in
lieu. It is mandatory that the employee get a No Objection Letter from his immediate
Supervisor/Department Head.

Since employment with Janapriya is based on mutual consent, both the employee and the
Company have the right to terminate employment at will, with or without cause during
the Introductory/Probationary Period for New Employees (Refer Section 3.3,
Introductory/Probationary Period for New Employees).

Any employee who terminates employment (voluntarily/involuntarily) with Janapriya

shall return all files, records, codes, keys, and/or any other materials that are the property
of Janapriya. No final settlement of an employee’s pay will be made until all items are
returned in appropriate condition. The cost of replacing non-returned items will be
deducted from the employee’s final paycheck. Furthermore, any outstanding financial
obligations owed to Janapriya will also be deducted from the employee’s final check.

Employee’s benefits will be affected by employment termination in the following

manner. All accrued vested benefits that are due and payable at termination will be paid.
Some benefits may be continued at the employee’s expense (Refer Section 5, Benefits) if
the employee elects to do so. The employee will be notified of the benefits that may be
continued and of the terms, conditions, and limitations.

3.16 SAFETY
Janapriya provides information to employees about workplace safety and health issues
through regular internal memo/communication such as:

Training sessions

Team meetings

Bulletin board postings

Memorandums

Other written communications

Each employee is expected to obey safety rules and exercise caution and common sense
in all work activities. Employees must immediately report any unsafe conditions to their
supervisor. Employees who violate safety standards, cause hazardous or dangerous
situations, or fail to report, or where appropriate, remedy such situations, may be subject
to disciplinary action including termination of employment.

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In the case of an accident that results in injury, regardless of how insignificant the injury
may appear, employees should notify their supervisor without fail (Refer Section 3.17,
Employee Requiring Medical Attention).

3.17 HEALTH-RELATED ISSUES

Employees, who become aware of any health-related issue, including pregnancy, should
notify their supervisor and/or Human Resources Representative of his/her health status.
This policy has been instituted strictly to protect the employee’s interest.

A written “permission to work” from the employee’s doctor is required at the time or
shortly after notice has been given. The doctor’s note should specify whether the
employee is able to perform regular duties as outlined in his/her job description.

A leave of absence may be granted on a case-by-case basis. If the need arises for a leave
of absence, employees should notify their supervisor and/or Human Resources
Representative in advance.

3.18 EMPLOYEE REQUIRING MEDICAL ATTENTION

In the event an employee requires medical attention, whether injured or becoming ill
while at work, the employee’s personal physician must be notified immediately. If it is
necessary for the employee to be seen by the doctor or go to the hospital, a family
member will be called to transport the employee to the appropriate facility. If an
emergency requires Emergency Medical Services to evaluate the injury/illness of an
employee on-site, the company will seek the services of a registered Emergency Care
Provider, usually a corporate hospital with solid reputation.

A physician’s “return to work” notice may be required for employees returning to work
after hospitalization.

3.19 BUILDING SECURITY

For security and identification purposes, all Exempt/Non-exempt employees of the
Company are given an Identity Card. All employees should carry the ID card during
office hours without fail.

In the event of suspension/termination of an employee or change of designation of the

employee, he/she should surrender the ID card to the HR Department for disposal or for
re-issue of new ID card respectively.
All employees who are issued keys to the office are responsible for their safekeeping.
These employees will sign a Building Key Disbursement form upon receiving the key.
The last employee, or a designated employee, who leaves the office at the end of the
business day assumes the responsibility to ensure that all doors are securely locked, the
alarm system is armed, and all appliances and lights are turned off with exception of the

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lights normally left on for security purposes. Employees are not allowed on Company
property after stipulated work hours without prior authorization from their supervisor.

3.20 INSURANCE ON PERSONAL EFFECTS

All employees should make sure that their own personal insurance policies cover the loss
of any valuables occasionally left at the office. Janapriya assumes no risk for any loss or
damage to personal property.

3.21 LAPTOPS/WALKIE-TALKIES/MOBILES:
Janapriya provides laptops/walkie-talkies/mobiles etc., to deserving employees to carry
out the Company’s business effectively and efficiently. They are strictly not for personal
use. The safety and security of such assets is the responsibility of the employee and
Janapriya assumes no risk for any loss or damage to the said assets. They are the
Company’s assets and as such the employee needs to surrender them back to the
Company at the time of suspension/resignation/termination of the employee in a proper
state. The Company also reserves the right to claim the said assets back from the
employee as and when it deems necessary.

3.22 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY

Only authorized persons may purchase supplies in the name of Janapriya. No employee
whose regular duties do not include purchasing shall incur any expense on behalf of the
Company or bind the Company by any promise or representation without written
approval.

3.23 EXPENSE REIMBURSEMENT

Expenses incurred by an employee, including conveyance expense on Company’s
business, must have prior approval by a supervisor. Reimbursements under Rs.50 will be
included in the employee’s next regular paycheck. If the amount is more than Rs.50, the
reimbursement request will be processed like an invoice. All completed reimbursement
request forms should be turned in to Accounts Department.

3.24 PARKING
Employees must park their automobiles (two- or four-wheelers) in designated areas only.
The Company does not assume any responsibility for parking violations of its employees
attending workplace.

3.24 VISITORS IN THE WORKPLACE

To provide for the safety and security of employees, visitors, and the facilities at
Janapriya, only authorized visitors are allowed in at the workplace. Restricting
unauthorized visitors helps ensure security, decreases insurance liability, protects
confidential information, safeguards employee welfare, and avoids potential distractions
and disturbances.

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All visitors must enter through the main reception area, sign-in, and sign-out at the front-
desk and receive a ‘Visitor Pass’ to wear while on premises. Authorized visitors will be
escorted to their destination and they must be accompanied by their host employee at all
times.

3.25 IMMIGRATION LAW COMPLIANCE

Janapriya employs only Indian citizens and those foreigners authorized to work in India in
compliance with Indian Immigration Rules.

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 SECTION 4
STANDARDS OF CONDUCT

The work rules and standards of conduct for Janapriya are important, and the Company
regards them seriously. All employees are urged to become familiar with these rules and
standards. In addition, employees are expected to follow the rules and standards
faithfully in carrying out their duties and conducting the Company’s business. Please
note that any employee who deviates from these rules and standards will be subject to
corrective action, including termination of employment (Refer Section 3.12, Corrective
Action).

While not intended to list all forms of behavior that are considered unacceptable in the
workplace, the following are examples of rule infractions or misconduct that may result
in disciplinary action, including termination of employment.

• Theft or inappropriate removal or possession of property;

• Falsification of timekeeping records (Refer Section 5.2, Timekeeping);
• Working under the influence of alcohol or illegal drugs (Refer Section 4.6, Substance
Abuse);
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the
workplace (Refer Section 4.6, Substance Abuse);
• Fighting or threatening violence in the workplace;
• Boisterous or disruptive activity in the workplace;
• Negligence or improper conduct leading to damage of company-owned or customer-
owned property;
• Insubordination or other disrespectful conduct;
• Violation of safety or health rules;
• Smoking in the workplace;
• Sexual or other unlawful or unwelcome harassment (Refer Section 4.3, Harassment,
Including Sexual Harassment);
• Excessive absenteeism or any absence without notice (Refer also, Section 4.1
Attendance/Punctuality and 4.2, Absence without Notice);
• Unauthorized use of telephones, or other company-owned equipment (Refer Section
4.4, Telephone Use);
• Using company equipment for purposes other than business (i.e. playing games on
computers or personal Internet usage);
• Unauthorized disclosure of business “secrets” or confidential information;
• Violation of personnel policies; and
• Unsatisfactory performance or conduct.

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4.1 ATTENDANCE/PUNCTUALITY
The Company expects that every employee will be regular and punctual in attendance.
This means being in the office, ready to work, at their starting time each day.
Absenteeism and tardiness places a burden on other employees and on the Company.

If you are unable to report for work for any reason, notify your supervisor before regular
starting time. You are responsible for speaking directly with your supervisor about your
absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in
extreme emergencies. In the case of leaving a voice-mail message, a follow-up call must
be made later that day.

Should undue tardiness become apparent, disciplinary action may be initiated.

If there comes a time when you may need to work extra hours other than those that make
up your usual work week, notify your supervisor at least seven working days in advance.
Each request for special work hours will be considered separately, in light of the
employee’s needs and the needs of the Company. Such requests may or may not be
granted.

4.2 ABSENCE WITHOUT NOTICE

When you are unable to work owing to illness or an accident, please notify your
supervisor. This will allow the Company to arrange for temporary coverage of your
duties, and helps other employees to continue work in your absence. If you do not report
for work and the Company is not notified of your status, it will be assumed after three
consecutive days of absence that you have resigned, and you will be removed from the
payroll.

If you become ill while at work or must leave the office for some other reason before the
end of the workday, be sure to inform your supervisor of the situation.

4.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT

Janapriya is committed to providing a work environment that is free of discrimination and
unlawful harassment. Actions, words, jokes, puns, or comments based on an individual’s
sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be
tolerated.

If you believe you have been the victim of harassment, or know of another employee who
has, report it immediately. Employees can raise concerns and make reports without fear
of reprisal to the Human Resources Representative.

Any supervisor who becomes aware of possible harassment should promptly advise the
Human Resources Representative who will handle the matter in a timely and confidential
manner.

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4.4 TELEPHONE USE
Janapriya’s telephones are intended for the use of serving our customers and in
conducting the Company’s business.

Personal usage of telephones during business hours is discouraged except for extreme
emergencies. All personal telephone calls should be kept brief to avoid congestion on the
telephone line.

To respect the rights of all employees and avoid miscommunication in the office,
employees must inform family members and friends to limit personal telephone calls
during working hours.

If an employee is found to be deviating from this policy, he/she will be subject to

disciplinary action (Refer Section 3.12, Corrective Action).

4.5 PUBLIC IMAGE

A professional appearance is important anytime that you come in contact with customers
or potential customers. Employees should be well-groomed and dressed appropriately for
our business and for their position in particular.

The following items are considered inappropriate working attire for Janapriya:

Spaghetti-strapped shirts

Tank tops or revealing shirts

Short mini skirts

Collarless T-shirts with inappropriate or offensive gestures or prints

Sheer clothing

Consult your supervisor if you have any questions about appropriate business attire.

4.6 SUBSTANCE ABUSE

The Company is committed to providing a safe and productive workplace for its
employees. In keeping with this commitment, the following rules regarding alcohol and
drugs of abuse have been established for all staff members, regardless of rank or position,
including both regular and temporary employees. The rules apply during working hours
to all employees of the Company while they are on Company premises or elsewhere on
Company business.

The manufacture, distribution, possession, sale, or purchase of controlled

substances of abuse on Company property is prohibited.

Being under the influence of illegal drugs, alcohol, or substances of abuse on

Company property is prohibited.

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Working while under the influence of prescription drugs that impair user’s
performance is prohibited.

So that there is no question about what these rules signify, please note the following
definitions:

Company property: All Company owned or leased property used by employees.

Controlled substance of abuse: Any substance listed in the Narcotic Drugs and
Psychotropic Substances Act, as amended.

Drug: Any chemical substance that produces physical, mental, emotional, or

behavioral change in the user.

Drug paraphernalia: Equipment, product, or material that is used or intended for

use in concealing an illegal drug, or otherwise for introducing into the human
body, an illegal drug or controlled substance.

Illegal drug:

a. Any drug or derivative thereof whose use, possession, sale, transfer, attempted
sale or transfer, manufacture, or storage is illegal or regulated under any federal,
state, or local law or regulation.

b. Any drug, including – but not limited to – a prescription drug, used for any
reason other than that prescribed by a physician.

c. Inhalants used illegally.

Under the influence: A state of not having the normal use of mental or physical
faculties resulting from the voluntary introduction into the body of an alcoholic
beverage, drug, or substance of abuse.

Consistent with the rules listed above, any of the following actions constitutes a violation
of the Company’s policy on drugs and may subject an employee to disciplinary action, up
to and including immediate termination.

Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug

or drug paraphernalia, or attempting to or assisting another to do so, while in the
course of employment.

Working or reporting to work, conducting Company business or being on

Company property while under the influence of an illegal drug or alcohol, or in an
impaired condition.

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4.7 TOBACCO PRODUCTS
The use of tobacco products is not permitted anywhere on the Company’s premises
except in authorized and designated locations. Employees must follow all rules posted in
designated smoking areas.

4.8 INTERNET USE

Janapriya’s employees are allowed use of the Internet and e-mail when necessary to serve
our customers and conduct the Company’s business.

Employees may use the Internet when appropriate to access information needed to
conduct business of the Company. Employees may use e-mail when appropriate for the
Company’s business correspondence.

Use of the Internet must not disrupt operation of the company computer network. Use of
the Internet must not interfere with an employee's productivity. Employees are
responsible for using the Internet in a manner that is ethical and lawful.

Internet messages are public and not private. Janapriya reserves the right to access and
monitor all files and messages on its systems.

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 SECTION 5
WAGE AND SALARY POLICIES

5.1 SALARY STRUCTURE

The employee salary structure for Janapriya is as follows:

Basic + HRA + Conveyance + DA + Medical + CCA + Lunch

Deductions:

Provident Fund : 12% of basic

Professional Tax : Proportionate to the salary slab during that period
TDS : as per the % during the period

5.2 WAGE OR SALARY INCREASES

Each employee’s hourly wage or annual salary will be reviewed at least once each year.
The employee’s review date will usually be conducted on or about the anniversary date of
employment or the date of the previous compensation review. Such reviews may be
conducted more frequently for a newly created position, or based on a recent promotion.

Increases will be determined on the basis of performance, adherence to the Company

policies and procedures, and ability to meet or exceed duties per job description and
achieve performance goals (Refer Section 3.10, Performance Review/Planning Sessions).

Although the Company’s salary ranges and hourly wage schedules will be adjusted on an
ongoing basis, Janapriya does not grant “cost of living” increases. Performance is the key
to wage increases in the Company.

5.3 TIMEKEEPING
Every employee shall mark his attendance as prescribed by the Company and observe
punctuality in attending duty. If any employee is late in attending the office/site or takes
leaves beforetime without prior permission from his/her superior, disciplinary action can
be initiated against him/her.

Late reporting and early leaving without prior permission of the immediate superior shall
be treated as leave which shall be informed to the HR Department for their tracking of
attendance and leaves.

Accurately recording time worked is the responsibility of every non-exempt employee.

Time worked is the time actually spent on a job(s) performing assigned duties.

Authorized personnel will review time records each week. Any changes to an employee’s
time record must be approved by his/her supervisor.

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5.4 OVERTIME
Janapriya is open for business 48 hours per week. Overtime compensation is paid to non-
exempt employees in accordance with the applicable Government rules in force from
time to time. Overtime is payable for all hours worked over 48 hours per week at a rate
equivalent to the non-exempt employee's regular hourly rate. Time off on personal work,
holidays, or any leave of absence will not be considered hours worked when calculating
overtime. In addition, vacation time does not constitute hours worked.

All overtime work performed by an hourly employee must receive the supervisor’s prior
authorization. Overtime worked without prior authorization from the supervisor may
result in disciplinary action. The supervisor’s signature on a timesheet authorizes pay for
overtime hours worked.

No overtime shall be paid for the above Rs. 10,000/- salary scale employees. Employees
in the below Rs. 10,000/- salary scale are eligible for overtime provided they are
approved by their Supervisor/Department Head. The overtime details shall be submitted
by the HR Department on a weekly basis to the concerned Supervisor/Department Head
for reason and approval.

Overtime shall be paid to Drivers (personal). Overtime to the Company vehicle Drivers
shall be paid as per the requirement and necessity, and with prior approval of the HR
Department.

5.5 PAYDAYS
All employees are paid monthly. In the event that a regularly scheduled payday falls on a
weekend or holiday, employees will receive pay on the succeeding business day.

If a regular payday falls during an employee’s vacation, the employee’s paycheck will be
available upon his/her return from vacation.

Employees shall open a Company salary account so that his/her salary can be credited to
his account on 7th /8th of every calendar month.

Paychecks will not, under any circumstances, be given to any person other than the
employee without written authorization. Paychecks may also be mailed to the employee’s
address or deposited directly into an employee's bank account upon request.

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 SECTION 6
BENEFITS AND SERVICES

Janapriya is planning to offer a benefits program for its regular full-time employees in the
near future. However, the existence of these programs does not signify that an employee
will necessarily be employed for the required time necessary to qualify for the benefits
included in and administered through these programs.

6.1 GROUP INSURANCE

Janapriya is considering the feasibility of offering the following health insurance program
for REGULAR FULL-TIME employees.

GROUP MEDICLAIM
The policy provides for reimbursement of hospitalization/ domiciliary hospitalization
expenses for illness/diseases suffered or accidental injuries sustained during the policy
period. It is available to any homogeneous group/association/ institution/corporate body
provided it has a central administration and subject to minimum of 100 persons to be
covered.

Coverage is available to employee and his/her legal dependents

Larger the group, the premium to be paid will substantially be lesser

Premium paid by cheque for this policy is entitled for tax rebate under section 80D of
the Income Tax Act

Coverage begins on the day of confirmed employment

Employee contribution to premium is deducted in the pay-roll

This Manual does not contain the complete terms and/or conditions of any of the
Company’s current Group Mediclaim benefit plans. It is intended only to provide general
explanation. If there is ever any conflict between the Manual and any documents issued
by one of the Company’s insurance carriers, the carrier’s guideline regulations will be
regarded as authoritative.

6.3 RETIRMENT PLAN

Janapriya is considering proposals to offer a retirement plan to all regular full-time
employees in the near future. All applicable retirement plan rules will be implemented
and notified to participating employees after finalizing the plan terms and/or conditions.

Eligibility commences after 12 months of continuous employment for [regular full-time]

employees.

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6.4 VACATION
Paid vacation is available to regular full-time and regular part-time employees following
their first-year anniversary with Janapriya and is provided based on the following
calculations:

During the first 2 (two) years of employment, vacation time will be earned at the rate of 1
(one) week of vacation per year. Earned vacation can be taken after 1 (one) year
continuous employment.

During the 3rd (third) through 5th (fifth) years of employment, paid vacation time will be
earned at the rate of 2 (two) weeks per year.

During the 6th (sixth) and following years of employment, vacation time will be earned at
the rate of three weeks per year.

NOTES:
The vacation policy applies to all regular full-time and regular part-time employees.

Paid vacation time of eligible employees will be earned on a fractional basis. Fractional
vacation weeks will correspond to the average number of hours worked during the
preceding year.

Earned vacation leave cannot be taken before it is accrued and approved.

Vacation may be taken in half-day increments of time.

Upon termination, unused earned vacation will be paid in a lump sum in the employee’s
final paycheck.

A maximum of one week paid vacation may be carried over from one calendar year to the
next. However, no more than one week of vacation may be taken at one time, except
under extraordinary circumstances. Requests for more than one week of vacation should
be in writing at least 60 (sixty) days prior to the beginning of the requested vacation
period.

Janapriya encourages all employees to make the most of their vacation time. Regular
breaks from daily work make everyone more productive. However, because
circumstances do not always permit everyone to take vacation time when it is requested,
the company will offer employees the option of taking the rupee equivalent of their
earned vacation hours at their regular hourly rate. Arrangements to take earned vacation
pay should be made at least 1 (one) payroll period in advance.

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6.5 RECORD KEEPING
The Human Resources Department maintains vacation days accrued and used. Every
employee is responsible for verifying his/her pay stub for its accuracy.

6.6 HOLIDAYS
Janapriya observes the following holidays every year. The company’s employees are
eligible for a total of 9 General Holidays for the year 2008 as mentioned below.

1. New Year’s Day (01.01.2008 Tuesday)

2. Independence Day (15.08.2008 Friday)
3. Republic Day (26.01.2008 Saturday)
4. Pongal (15.01.2008 Tuesday)
5. Ugadi (07.04.2008 Monday)
6. Ganesh Chaturthi (03.09.2008 Wednesday)
7. Gandhi Jayanti/Ramadan (02.10.2008 Thursday)
8. Dasara (09.10.2008 Sunday)
9. Diwali (28.10.2008 Tuesday)

In addition, employees may avail 3 out of 9 Optional Holidays for the year 2008 as
mentioned below. Employees opting for Optional Holiday must send an e-mail to the HR
Department along with a copy to the respective Department Head/Supervisor in advance
for his approval.

1. Bhogi (14.01.2008 Monday)

2. Mahasivaratri(the succeeding day) (07.03.2008 Friday)
3. Good Friday (21.03.2008 Friday)
4. Holi (22.03.2008 Saturday)
5. Raksha Bandhan (16.08.2008 Saturday)
6. Ganesh Nimajjan (13.09.2008 Saturday)
7. Bakrid (09.12.2008 Thursday)
8. Christmas (25.12.2008 Thursday)

6.7 EDUCATIONAL ASSISTANCE

Janapriya recognizes that the skills and knowledge of its employees are critical to the
success of the Company. The company offers educational assistance programs and
tuition reimbursement. Liberal assistance in the form of tuition reimbursement and/or
paid leave will be given to employees for pursuing educational programs with a view to

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facilitate personal development, improve job-related skills and enhance an employee’s
ability to compete for reasonably attainable jobs in the Company.

6.8 TRAINING AND PROFESSIONAL DEVELOPMENT

Janapriya recognizes the value of professional development and personal growth for
employees. At the beginning of every year, the company will allocate a fixed Rupee
amount based on the company’s performance in the prior year towards employee training
and professional development. The company therefore encourages its employees who are
interested in continuing education and job-specific training to research these further and
get approval before signing up for the seminars or courses. Depending upon the type of
education and training program sponsored, the company may require the beneficiary
employee to commit a certain period of post-training employment. Such commitment
ensures that the benefits of company-sponsored training are shared with colleagues in the
best interest of the company.

Janapriya strongly believes that there is already a wealth of information and experience to
share among our employees. Janapriya therefore encourages coaching and mentoring.
Inexperienced employees will be mentored by their managers and/or experienced
employees. Mentoring efforts will be recognized and rewarded. Your mentors will build
confidence, shorten learning curves, and clarify expectations.

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 SECTION 7
EMPLOYEE LEAVE POLICY

The purpose and scope of this policy are extended to all regular full-time employees of
Janapriya requiring leave as mentioned in this Leave Policy prepared in compliance with
the Rules& Regulations mentioned under the Indian Labor Acts and Laws. The objective
of this policy is to provide a leave structure and process for applying leave.

Apart from Weekly Offs, types of leave include Casual Leave (CL), Sick Leave (SL),
Earned Leave (EL), and Extra-ordinary Leave with Loss of Pay (LOP).

7.1 Weekly Off (WL)

All employees who work on Sundays, under specific terms and/or conditions and
only when required to, are entitled to a weekly off on weekdays.

Weekly Off must be intimated in advance to the Department Head/Supervisor for

approval followed by intimation to the HR Department for consideration, failing
which such leaves will strictly not be treated as Weekly Off (WL).

7.2 Casual Leave (CL)

All employees are entitled to six (6) days CL during a calendar year. Entitlement
is based on effective joining date of the employee at the scale of 1.0 days per
calendar month.

CL cannot be accumulated and is not encashable. Any unutilized CLs at the end of
the calendar year will lapse.

Any holiday/weekly off, if prefixed or suffixed or both, with CL, will not be
counted as leave. However, if any intervening holiday/weekly off during the CL
period shall be treated as part of leave availed.

In the event of any employee separating from the company before completion of
the period necessary to earn, on pro rata basis, the number of casual leaves already
availed in excess of his credit will be treated as Loss of Pay(LOP) as the case may
be.

7.3 Sick Leave(SL)

All employees are entitled to twelve (12) days of SL during a calendar year.
Entitlement is based on the effective joining date of the employee at the scale of
1.0 days per calendar month.

SL can be accumulated up to a maximum of 12 days only and cannot be encashed

at any time.

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Any holiday/weekly off, if prefixed or suffixed or both, with SL, will not be
counted as leave. However, if any intervening holiday/weekly off during the SL
period shall be treated as part of leave availed.

In the event of any employee separating from the company before completion of
the period necessary to earn, on pro rata basis, the number of sick leaves already
availed in excess of his credit will be treated as Loss of Pay(LOP) as the case may
be.

7.4 Earned Leave (EL)

All employees are entitled to twelve (12) days of EL during a calendar year.
Entitlement is based on the effective joining date of the employee at the scale of
1.0 days per calendar month.

EL can be accumulated up to a maximum of 12 days only and can be encashed at

the end of the calendar year.

Any holiday/weekly off, if prefixed or suffixed or both, with EL, will not be
counted as leave. However, if any intervening holiday/weekly off during the EL
period shall be treated as part of leave availed.

In the event of any employee separating from the company before completion of
the period necessary to earn, on pro rata basis, the number of sick leaves already
availed in excess of his credit will be treated as Loss of Pay(LOP) as the case may
be.

7.5 Extra-ordinary Leave with Loss of Pay (LOP)

When all kinds of leaves are exhausted, employees may be granted a reasonable
period of extra-ordinary leave with loss of pay on valid reasons, at the discretion
of the Management.

No leave (WL/CL/SL) is granted during the notice period. In case of emergencies,

only extra-ordinary leave with loss of pay may be granted at the discretion of the
Management.

7.6 Leave Process

We strongly recommend that all the employees should plan for the leaves at least
2 weeks in advance.

Employees planning for leave should fill in the leave application form and get it
approved by the Department Head/Supervisor and then forward to HR.

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Employees who are unable to attend office if they are sick may fill in the leave
application form after resuming work.

7.7 Leave Application Form

LEAVE APPLICATION FORM TEMPLATE

To : From :
Department Head/Supervisor : Employee Name :
Department : Designation :
ID No. :

Dear Sir/Madam:

I would appreciate your approving my request for ________ Weekly Off/Casual

Leave/Sick Leave/Loss of Pay leave on/from _______ (both days included).

I will resume/have resumed duty on _______. Reasons for taking the above leave are:
________________________________________________________________________

__________________ Date :
Signature of Applicant

Approved By : Date :

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Reviewed by S. Chandrakanth
 SECTION 8
EMPLOYEE COMMUNICATIONS

8.1 STAFF MEETINGS

Biannual staff meetings will be held on third Fridays in April and October every year.
These informative meetings allow employees to be informed on recent company
activities, performance, changes in the workplace and employee recognition. In addition,
these meetings allow employees to socialize and relax in an atmosphere of fun and frolic.

8.2 BULLETIN BOARDS

Bulletin boards are placed in employee lounge/break rooms in all our offices. These
bulletin broads provide employees access to important posted information and
announcements. Bulletin board is also available on company’s Internet website. Every
employee is responsible for reading necessary information posted on the bulletin boards.

8.3 SUGGESTIONS
Janapriya encourages employees to offer their suggestions. Employees are strongly
encouraged to submit their suggestions to the Director, Human Relations. If this is done
anonymously, every care will be taken to preserve the employee’s privacy. Director,
Human Relations will consider each of the suggestions and bring them to the notice of the
Board of Directors if needed. Alternatively employees may also e-mail their suggestions
to suggestions@janapriya.com

8.4 PROCEDURE FOR HANDLING COMPLAINTS

Under normal working conditions, employees who have job-related problems, questions
or complaints are encouraged to first discuss it with their immediate supervisor or project
manager. At this level, employees usually reach the simplest, quickest, and most
satisfactory solution. If the problem is not resolved, the employee is encouraged to
contact the Director, Human Resources. Alternatively employees may also e-mail their
complaints to complaints@janapriya.com.

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