EMPLOYEE For Office Use only

CODE
PaisaBuddy Finance Pvt. Ltd.

Joining kit Check List

Employee Name DINESH SHARMA
Date of Joining 01/DEC/2023
Designation BRANCH MANAGER
List of documents to be verified by authorized person
Verified (for
S No. Particulars HR use only)
(YES/NO)
1 Date of Birth proof / Aadhar Card YES
2 PAN Card Copy YES
3 Educational Certificates YES
4 Experience Certificate (If applicable / Last 2 organization) YES
5 Residential Address proof YES
6 Copy of Driving License, if any YES
7 Passport Size photographs YES
8 Offer acceptance Copy YES
9 Employee signature in bank account details in Employee data form (as YES
required)
10 Employee data form (page no. 3) Signature of the employee YES
I hereby declare that above documents are checked and verified by me

Authorized Signatory (Name)

Emp-code

Signature

Employee Data Form

Date of Joining 01/DEC/2023
Department SALES
Designation BRANCH MANAGER
Job Location / Branch JAIPUR
Reporting Manager PAWAN KUMAR Reporting Manager 1504
Name code
 EMPLOYEE CODE For Office Use only

PaisaBuddy Finance Pvt. Ltd.

Paste your photo

here
Employee Data Form

Employee personal Details

Employee Name DINESH SHARMA
Any Previous name
Reason for change in name
ID Proof Details AADHAR CARD
Driving License Number RJ14201700059169
Voter’s ID No
Passport Details
PAN Details KCWPF5525N
Blood Group A+
Father Name HARISH SHARMA
Date of Birth 0 1 0 5 1 9 9 9 Age 24 YEAR
9
Marital Status (Please Tick) Married Single YES
if Married Date of Wedding
Personal Mobile number 7024572255
Personal Mail ID DEEPAK.SHARMA59@GMAIL.COM
Dependent Details
Dependent Name Date of Birth Relationship
RIYA SHARMA 15/09/1975 MOTHER
JIYA SHARMA 16/10/1995 WIFE
PRIYA SHARMA 17/11/2001 DAUGHTER
SHREYA SHARMNA 18/12/2005 DAUGHTER
Present Address Permanent Address
A-86, PRATAP NAGAR A-86, PRATAP NAGAR
SANAGER JAIPUR SANAGER JAIPUR
RAJASTHAN -303015 RAJASTHAN -303015
City JAIPUR City JAIPUR
State RAJASTHAN State RAJASTHAN

Employee data Form Page 1

 Bank Account Details
Bank Name HDFC BANK

ADARSH NAGAR

Bank Branch Address

JAIPUR

RAJASTHAN

Account Number 50100319305941

IFSC Code HDFC0000455

I confirm that my entitled wages/salary as per my appointment letter or any dues payable by company
may be paid by depositing/crediting bank account provided by me

DEEPAK SHARMA
Employee Signature

Emergency contact Details-1

Emergency contact Name RAM KUMAR
Relationship FATHER
JAIPUR

Emergency Address

State RAJASTHAN Pin code 303015

Emergency Contact Number 9799255200

Emergency contact Details-2

Emergency contact Name PRADEEP SHARMA
Relationship BROTHER
JAIPUR

Emergency Address

State RAJASTHAN Pin code 303015

Emergency Contact Number 9414528549

Employee data Form Page 2

 Academic Details (Begin with last qualification)

Month & Degree / Subjects / School / % of

Year of Diplom Specialization College University / Board M
passing a / Institute & a
Location r
k
s
MAR 2018 B.COM ACCOUNT RAJ UNI. RAJ UNI. 78%
MAR 2015 12TH ACCOUNT AVM AJMER BOARD 70%
MAR 2013 10TH ALL SUB. AVM AJMER BOARD 76%

Experience Records (Begin with the last employment)

From To Organization Name Position Held Reason for

leaving
JAN 2018 AUG 2021 AAVAS FINANCIERS RO HEALTH
ISSUE
SEP 2021 TILL DAT SK FINANCEIERS RO HEALTH
E ISSUE

Languages Known (Indicate proficiency as being "fluent" and "Fair")

Languages Speak Read Write

ENGLISH YES YES YES

HINDI YES YES YES

I hereby declare that the information mentioned above is true to the best of my knowledge. I shall
solely be responsible for any discrepancy / misleading statements and also it is upon me to
communicate any additions / changes to the above information to the HR in writing.

Signature: Date Place

Professional Reference
Name HARISH KUMAR
Designation RO
Organization Name AAVAS FINANCIERS
Contact Number 9799582570
Email id

Name PUNEET DARGAN

Designation RM
Organization Name SK FINANCE
Contact Number 9414785207
Email id

Personal Reference
Name MOHIT SHARMA
Relationship BROTHER
Years known form
Contact Number 9928707060
Email id

Name HARIOM SHARMA

Designation FATHER
Years known form
Contact Number 7014252587
Email id
Recruitment Source (Please Tick)
Direct Referral New paper Recruitment Jobsite Others
Advertisement Agency
Name of consultant/Referral/Jobsite

Source Details
If Referral (Employee name & Code)

Declaration

I hereby declare that the above (Employee data form page no. 1 to page no. 3) information is true and
correct to the best of my knowledge. I understand that nondisclosure or misrepresentation of any
facts will lead to disqualification of my candidature and will render my subsequent employment
with the company null and void without any further investigation.

DEEPAK SHARMA
Employee Signature

Employee Name DEEPAK SHARMA

Date 01/DEC/2023
Application for ID card

Please enter the details in

Capital Letters.

Name DEEPAK SHARMA

Designation BM

Contact No 7014257890

Application for Visiting card

DEEPAK SHARMA
Name

BM
Designation

XXXXXX
Employee Id

7014785279
Mobile Number

DEEPAK.SHARMA@GMAIL.COM
Email id
 Composite Declaration Form - 11
(To be retained by the employer for future reference)
EMPLOYEES' PROVIDENT FUND ORGANISATION
Employees' Provident Funds Scheme, 1952 (Paragraph 34 & 57) &
Employees' Pension Scheme, 1995 (Paragraph 24)
(Declaration by a person taking up employment in any establishment on which EPF Scheme, 1952 and/or EPS, 1995 is applicable)

1 Name of the member DEEPAK SHARMA

2 Father's Name HARIOM SHARMA

Husband's Name
3 Date of Birth: (DD/MM/YYYY) 15/DEC/1999
4 Gender: (Male/Female/Transgender) MALE
5 Marital Status (Married/Unmarried/Widow/Widower/Divorcee) SINGLE
6 (a) Email ID: DEEPAK.SHARMA@GMAIL.COM
(b) Mobile No.: 7014857291
7 Present employment details: 15/JAN/2021
Date of Joining in the current establishment (DD/MM/YYYY)
8 KYC Details (attach self attested copies of following KYCs) 501000541245121
a) Bank Account No. :
b) IFS Code of the branch: HDFC0003454
c) Aadhaar Number 875971247806
d) Permanent Account Number (PAN), if available KCPWH0157P
9 Whether earlier a member of Employees' Provident
Fund Scheme, 1952 (Yes/No)
10 Whether earlier a member of Employees' Pension Scheme,
1995 (Yes/No)
11 Previous employment details: (If Yes to 9 AND/OR 10 above] Un-exempted
Establishment Name

Establishment Address

Universal Account Number (UAN)

PF Account Number
Date of Joining (DD/MM/YYYY)
Date of Exit (DD/MM/YYYY)
Scheme Certificate No. (if issued)
PPO Number (if issued)
Non-Contributory Period (NCP) Days
12 Previous employment details: [if Yes to 9 AND/OR 10 above] - For Exempted Trusts
Name of the Trust

Address of the Trust

Universal Account Number (UAN)

Member EPS A/c Number
Date of Joining (DD/MM/YYYY)
Date of Exit (DD/MM/YYYY)
Scheme Certificate No. (if Issued)
Non-Contributory Period (NCP) Days
13 a) International Worker (Yes/No.)
b) If yes, State Country or Origin (India/Name of other Country)
c) Passport No.
d) Validity of Passport From (DD/MM/YYYY)
To (DD/MM/YYYY)
 UNDERTAKING
1 Certified that the particulars are true to the best of my knowledge.
)
2 I authorise EPFO to use my Aadhaar for verification/authentication/eKYC purpose for service delivery
)
3 Kindly transfer the funds and service details, if applicable, from the previous PF account as declared above to the present P .F. Account as I
) am an Aadhaar verified employee in my previous PF Account.*
4 In case of changes in above details, the same will be intimated to employer at the earliest.
)

Dat
e
:
Pla Signature of
c Member
e
:
DECLARATION BY PRESENT EMPLOYER

A The member Mr./Ms./Mrs. has joined on and has been

allotted PF No. and UAN

B In case the person was earlier not a member of EPF Scheme, 1952 and EPS, 1995
.
* Please tick the Appropriate Option

The KYC details of the above member in the UAN database

[] Have not been uploaded

[] Have been uploaded but no approved

[] Have been uploaded and approved with DSC/e-sign

C In case the person was earlier a member of EPF Scheme, 1952 and EPS, 1995
.
* Please Tick the Appropriate Option

[] The KYC details of the above member in the UAN database have been approved with E-sign/Digital Signature Certificate and
transfer request has been generated on Portal.

[] he previous Account of the member is not Aadhaar verified and hence physical transfer form shall be initiated

D Signature of Employer with Seal

a of
t
e
:
Establishment
* Auto transfer of previous PF account would be possible in respect of Aadhaar verified employees only.
Other employees are requested to file physical claim (Form - 13) for transfer of account from the previous
establishment.
FORM -F
[See sub-rule (1) of rule 6] NOMINATION
(Give here name or description of the establishment with full address)
Shri/Shrimati/Kumari…………………DEEPAK SHARMA……………………… (Name in full here)
Whose particulars are given in the statement below, hereby nominate the person(s) mentioned below to
receive the gratuity payable after my death as also gratuity standingto my credit in the event of my
death before that amount has become payable, or having become payable has not been paid and
direct that the said amount of gratuity shall be paidin proportion indicated against the name(s) of
the nominee(s).

I hereby certify that the person(s) mentioned is/are member(s) of my familywithin the meaning of Cl.
(h) of Sec. 2 of the Payment of Gratuity Act, 1972.

I hereby declare that I have no family within the meaning of Cl. (h) of Sec.2 ofthe said Act.

(a) My father/mother/parents is/are not dependent on me.

(b) My husband’s father/mother/parents is/are not dependent on my husband.

I have excluded my husband from my family by a notice dated the…………… to the controlling
authority in terms of the proviso to Cl. (h) of Sec.2 of the said Act.

Nomination made herein invalidates my previous nomination.

NOMINEE(S)
Name in full with Relationship with Age of nominee Proportion by
full address of the employee which the gratuity
nominee(s) will be shared
1 HARIOM 2 FATHER 3 12/DEC/1976 4 100%
SHARMA
1.

2.

3.

And so on
STATEMENT

Name of employee in full………………DEEPAK SHARMA…………………………………………………

Sex………………………………MALE…………………………………
Religion……………………HINDU……………………………………
Whether unmarried/married/widow/widower……………UNMARRIED………………………………
Department/Branch/Section where employed………SALES……………………………...
Post held with Ticket or Serial. No., if any………………………………………………………….

Village………………...Thana…………….sub-division……………….……. Post
office……………...District…………………State…………………..….

Signature/Thumb-impression
of employee.
Date…………………………
…..
Place……………………
……….

DECLARATION BY WITNESSES
Fresh nomination signed/thumb-impressed before me.

Name in full and full address of: Signature of witnesses:

1……………….. 1…………………….
2……………….. 2……………………..

Place………………..
Date…………………

CERTIFICATE BY THE EMPLOYER

Certificate that the particulars of the above nomination have been verified andrecorded in this
establishment.
Employer’s Reference No., if any.
Date……………..
Signature of the employer/
officer authorised.
Designation
.Name and address of the
establishment Or rubber stamp
thereof
ACKNOWLEDGMENT BY THE EMPLOYEE
Received the duplicate copy of nomination in Form f filed by me and dulycertified by the employer.

Date………………. Signature of the employee.

?kksek.kk i=k DECLARATION FORM ą7eZ-uxForm-1
?77`e7.77 i=7 deZp7jh }7j7 H7j7 t7,x7y ą7eZ d` L77F7 i7`L×d77Z v7d7j d` n7` ą7`×7`x,7ą H7h yx7, t7y` p7fg,y ą7eZ H7jy` y` igy` ih× i˛e×
ij nh xbZ fgn7;r7`a d7` H7yh-H77afr i6. y`y7 p7fg,y ;g ą7eZ fy:'7¸ưd g“y
To be filled by employee after reading instruction overleaf. Two Postcard Size phtographs to be attached with the form. This form is free of cost.
¼ che7Ñr O;fur d` fooj.7 ¼k7½ fy;7`td d` fooj.7
d
½
( INSURED PERSON’S PARTICULARS (B) EMPLOYER’S
A PARTICULARS
)

u. che7 yak;7xInsurance No. 9. fy;7`td dh dw× yak;7

Employer’s Code No.
2. y7e ¼Lie× vą7j7` e`a½ uo. fy;¸fur dh r7jhk7 fny eghy7 oe7Z
Name in block letters
Date of Appointment Day Month Year
3. fir7xifr d7 y7e
Father’s/Husband’s Name
uu. fy;7`td d7 y7e v7“j ir7xName & Address of the Employer
a. tUe dh frfF7 fny eghy7 oe7Z 5. o“o7fgd foo7fgrx
Date of Birth Day Month Year i,7fLF7fr vfoo7fgr
Marital fo/7o7
Status M/U/W
u2. ;fn igy` fy;7`ty e`a jg` g“a r7` Ñi;7 fyEyfyfk7r ē;7“j` nhft,
6.fyaxxSex i¸.e./M.F. In case of any previous employment please fill up the details as under.

Y. orZe7y ir7xPresent Address 8. LF77;h ir7xPermanent Address ¼d½ fiNyh che7 yak;7
(a) Previous Ins. No.

¼k7½ fy;7`td dw× yak;7

(b) Employer’s Code No.
fiy d7`7 fiy d7`7
Pin Code Pin Code ¼x½ fy;7`td d7 y7e o ir7
×`yhą7`y yEcjxbZ-e`y ir7x ×`yhą7`y yEcjxbZ-e`y ir7x (c) Name & Address of the Employer

'77k77 d7;7Zy; v7“e7/77y;

Brach Office Dispensary
×`yhą7`y yEcjxbZ-e`y ir7xe-mail address
¼d½ e˛R;¸ dh fLF7fr e`a ydn fgry7H7 d` H7¸xr7y d` fy, d.j7.ch. vf/7fy;e, u9a8 dh /77j7 Yuxd.j7.ch. ¼d`Un,h;½ fy;e, u95o d` fy;e 56¼2½ d` varxZr y7fer d` ē;7“j`y
(c) Details of Nominee u/s 71 of ESI Act 1948/Rule-56(2) of ESI (Central) Rules, 1950 for payment of cash benefit in the event of death.

y7exName y7r`n7jhxRelationship ir7xAddress

e“a ,rn˛}7j7 ?77`e7.77 djr7xdjrh gwa fd e`j` }7j7 i,Lr¸r fd, x, fooj.7 e`jh t7yd7jh v7“j fo'o7y d` vy¸y7j ygh g“y e“a viy` ifjo7j d` ynL;7`a e`a g¸, ifjorZy dh ywpy7 u5
fny d` H7hrj i,Lr¸r djy` d7 opy H7h n`r7 gwaxn`rh gway
I hereby decalare that the particulars given by me are correct to the best of my knowledge and belief. I undertake to intimate the corporation any changes in the
membership of my family within 15 days of such change.

fy;7`td d` i,frgLr7ą7j che7Ñr O;fur d` gLr7ą7jxvaxw×7 fy'77y

Counter signature by the employer Signature /T.I.of IP.

yhy yfgr gLr7ą7j

Signature with seal
¼?7½ che7Ñr O;fur d` ifjty7`a d7 fooj.7
(D) Family Particulars of Insured person
Ø.ya y7e ą7eZ H7jy` dh r7jhk7 deZp7jh d` y7F7 u;7 myd` y7F7 jg ;fn ygha r7` v7o7y d7
. Name d7` v7;¸xtUe- y7r`n7jh jg` g“a? cr7,a LF77y n'77Z,a
SI. r7jhk7 Relationship with Whether residing If’ No’ state Place of
N Date of Birth/Age as the Employee with him/her. Residence
o on
. date of filling form
g7¡xYes yghaxNo dLc7xTo j7T;xS
wn t
a
te

d.j7.ch. fyxe vLF77;h igp7y i=7 ¼fy;¸fur dh r7jhk7 y` 3 eghy` rd o“/7½

ESI Corporation Temporary Identity Card (Valid for 3 month from the date of appointment)

y7exName
che7 yak;7xIns. fy;¸fur dh r7jhk7xDate of appointment
No.
'77k77 d7;7Zy; v7“e7/77y; ą7`×7` d` fy, LF77y
Branch Office Dispensary (Space for photograph)

fy;7`td dh dw× yak;7 o ir7

Employer’s Code No. & Address

o“/7r7
Validity
r7jhk7 che7Ñr O;fur d` gLr7ą7jxvaxw×` d7 fy'77y yhy yfgr '77k77 i,ca/7d d` gLr7ą7j
Dated Signature/T.I. of I.P. Signature of B.M. with seal
vy¸n`'7
INSTRUCTIONS
u. ą7eZ-u d7 i,`e7.7 d.j7.ch. ¼y7/77j.7½ fofy;e, u95o d` fofy;e uu o u2 d` varxZr fofy;fer fd;7 t7r7 g“y
Submission of Form-I is governed by regulation 11 & 12 of ESI (General) Regulations, 1950
2. ßd¸×¸EcÞ y` fdyh che7Ñr O;fur d` fyEyfyfk7r yH7h vF7o7 d7`bZ y7r`n7j vfH7i,`r g“:-
vF77Zr˛:- ¼u½ foo7fgrh ¼2½ che7Ñr O;fur ij v7fJr d7`bZ /7eZt ;7 nÙ7d vo;Ld v7fJr c7yd, ¼3½ d7`bZ c7yd t7` che7Ñr O;fur d`
mi7tZy7`a ij iw.7Zr: v7fJr g“ rF77 t7` ¼d½ f'7ą77 i,7Ir dj jg7 g“, myd` 2u oeZ dh v7;¸ i,7Ir dj y`y` rd ¼k7½ d7`bZ vfoo7fgr
i¸=7h,
¼a½ d7`bZ c7yd t7` fdyh '77jhfjd vF7o7 e7yfyd viy7e7U;r7 ;7 p7`× d` d7j.7 f'7fF7y7ax g“ rF77 f'7fF7y7axr7 jgy` rd che7Ñr O;fur
d` mi7tZy7`a ij iw.7Zr: v7fJr g“, ¼5½ v7fJr e7r7-fir7, ¼ē;7`j` g`r¸ d.j7.ch. vf/7fy;e, u9a8 dh /77j7 2 d` k7a7 uu d7` n`k7`a½y
“Family” means all or any of the following relatives of an Insured Person namely:-

(i) a spouse (ii) a minor legitimate or adopted child dependant upon the I.P.; (iii) a child who is wholly dependant on the earnings of the I.P. and
who is (a) receiving education, till he or she attains the age of 21 years (b) an unmarried daughter;
(iv) a child who is infirm by reason of any physcial or mental abnormality or injury and is wholly dependant on the earnings of the I.P. so long as the
infirmity continues; (v) dependant parents (Please see Section 2 clause 11 of the ESI Act 1948 for details.
3 igp7y-i=7 vgLr7Urj.7h; g“y
Identity Card is Non-Transferable.
igp7y-i=7 d` x¸e g7`y` dh fLF7fr e`a fy;7`tdx'77k77 i,ca/7d d7` rRd7y ywfpr fd;7 t7,y
Loss of Identity Card be reported to Employer/Branch Manager immediately.
fdyh i,d7j dh xyr ywpy7 n`y` dh fLF7fr e`a d.j7.ch. vf/7fy;e, u9a8 dh /77j7-8a d` rgr d7ywyh d7;Zo7gh dh t7 ydrh g“y
Submission of false information attracts penal action Under Section 84 of ESI Act. 1948.
ybZ fy;¸fur dh fLF7fr e`a H7yh-H77afr H7j7 g¸v7 ;g ą7eZ fy;¸fur d` ny fny d` H7hrj yacaf/7r '77k77 d7;7Zy; e`a vo'; gh i,Lr¸r fd;7 t7y7
p7fg,y foyEc dh fLF7fr e`a fy;7`td d` fo#) /77j7-85 d` rgr d7ywyh d7;Zo7gh dh t7 ydrh g“y
This form duly filled in must reach the concerned Branch Office within 10 days of appointment of an Employee. Delay attracts penal action under
Section 85 of the Act, against employer.
Y. che7Ñr O;fur g7`y` d` y7r` v7i o v7id` ifjo7j d` v7fJrty fpfdRy7 fgry7H7 i,7Ir dj yd`ax`y vU; ydn fgry7H7 g“a, ¼u½
che7jh fgry7H7 ¼2½ vLF77;h viaxr7 fgry7H7 ¼3½ LF77;h viaxr7 fgry7H7 ¼a½ v7fJrty fgry7H7 ¼5½ i,ywfr fgry7H7 ¼efgy7 deZp7jh
d` fy,½y
As an insured person you and your dependant family membes are entitled to full medical care. The other benefits in cash include (1) Sickness Benefit
(2) Temporary Disablement benefit (3) Permanent disablement Benefit (4) Dependants benefit and (5) Maternity Benefit (in case of woman
employees) subject of fulfillment of contributory cnditions.
8. vf/7d t7yd7jh d` fy;` Ñi;7 fyxe d` o`cy7b× d7` n`ak7`a ;7 '77k77 d7;7Zy; ;7 ą7`=7h; d7;7Zy; y` yaidZ dj`ay
For more details please contact website of ESIC at www. esic.org. in. or contact Regional Office or Branch Office.

For Branch Office Use only

Date of allotment of Ins. No. :

Date of Issue of T.I.C. :

Name /No. of Dispensary :

Whether reciprocal Medical arrangements involved. if yes, please indicate :

Signature of Branch Manager

Ø.ya y7e ą7eZ H7jy` dh r7jhk7 deZp7jh d` y7F7 u;7 myd` y7F7 jg ;fn ygha, r7` v7o7y d7
. Name d7` v7;¸xtUe- y7r`n7jh jg` g“a? cr7,a LF77y n'77Z,a
SI. r7jhk7 Relationship Whether residing If’ No, state Place of
N Date of Birth/Age as with the with him/her. Residence
o on Employee
. date of filling form
g7¡xYes yghaxNo dLc7xTo j7T;xS
wn t
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Code of Conduct
Objective
This policy is to bring to the attention of all PaisaBuddy Finance Pvt Ltd employees, the legal and
ethical standards expected from the employees, define standards of orderly and ethical behavior
and provide the framework for a good working environment to all employees. This policy will
guide you through the ethical issues, policies and procedures that can help to protect both your
own and organization’s reputation and to enhance our business performance.

Scope
This policy is applicable to all employees of PaisaBuddy, Trainees, consultants, vendors/associates
who work on PaisaBuddy premises. The below norms and conditions are all applicable at all
times in the following premises:
At work /office premises
At company provided accommodation / Guest houses
Client / customer locations
Vendor premises

Dress Code
All employees should ensure that the respectable image of the organization is always maintained and
professionalism always reflected while conducting business, within and outside the office.
Employees are expected to dress well in order to present a neat, well-presented appearance.
Recommended dressing and grooming essentials for our workplace are mentioned below:

On week days: Business Casuals (e.g. for men, formal shirt and trousers without tie or jacket,
Proper shave / trimmed beard & well-kept hair. For Female; trouser and formal suit, Salwar –
kurta, Saree, trouser – shirt, with light makeup and well-kept hair).
On Weekends (Saturday): Smart Casuals i.e. T-Shirts, striped shirts, jeans and sports shoes,
avoid shorts / half pants/ V neck T-shirts.
Business formals during meetings
While we do not wish to limit one’s expression of taste and individuality, what we wear to work is a
reflection of our professionalism and that of the organization
Dressing in a manner that is unprofessional, that is deemed unsafe, or that negatively affects
PaisaBuddy’s reputation or image which is not acceptable.

Confidential Information and Nondisclosure

Information is a vital asset for PaisaBuddy. All employees are expected to respect the
―Confidentiality and Intellectual Property Agreement‖ clause mentioned in the Appointment
Letter. The information we handle could be either Public information or confidential
information. Public information is information that is freely available in the public domain. This
includes anything published by the company on public networks or websites, in brochures,
reports and journals.

Employee Signature:
Confidential information is information that is not available in the public domain. This information
includes:
Customer, employee and supplier records e.g. intellectual property, research and development plans,
financial reports not yet published.
Research and development information.
Proprietary information
Some confidential information is private and personal and may require a greater level of protection.
Do not discuss confidential information in public places where you may be overheard.
Protect private and personal information.
Sharing information with competitors may give rise to anti-trust/competition issues.
Employees should ensure that any material containing confidential or proprietary information is filed and/or
locked up before leaving their work areas each day. During the work day, employees should not leave any
sensitive information lying about or unguarded.
Inappropriate release of confidential information, either internally or externally, will result in
corrective action, including possible termination. All questions regarding and requests for
confidential information, including reference requests, should be referred to HR/ functional
head.
Working with Electronic Resources

PaisaBuddy property including laptops/computers, phones, electronic mail etc. It should be used
only for conducting company business. Employees are responsible for using the Internet in a
manner that is ethical and lawful. Use of the Internet must solely be for business purposes and
must not interfere with employee productivity.

We need to make sure that electronic resources are used appropriately and are protected from
unauthorized access and corruption (e.g. viruses).
Do not change company settings. These are designed to protect company systems and data from viruses
and other malicious code.
Do not post items, forward or send any mail containing derogatory remarks about age, race, gender, sexual
orientation, national origin or disability.

Employees should be aware that usage of Company resources might be monitored for unusual
activity. Employees found guilty of inappropriately using IT resources will be subjected to
appropriate corrective action.

Smoking Policy

In keeping with PaisaBuddy’s intent to provide a safe and healthful work environment, smoking is
prohibited throughout the work place and within office premises. Smokers who need to take
breaks should do so without hindering or hampering office work. Smoking may take place only
in areas outside PaisaBuddy’s facilities. Consequently, smoking while on company premises will
be considered as misconduct and will render an employee liable to take necessary action by the
management.

Employee Signature:
Policy against Alcohol and Substance Abuse

At PaisaBuddy the belief is that the workplace should be free of illicit drugs & alcoholic beverages
and their use. The policy is not concerned with social drinking or the taking of prescribed drugs
for medical purposes; the concern is directed towards instances where alcohol or other drug
dependence or abuse affects on-the-job performance and or/safety of employee(s).

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. Attending work under the influence of alcohol will not be
tolerated and may result in disciplinary action or ultimately dismissal.

To prevent alcohol or an illegal drug, intoxicant, or controlled substance from being brought on to
the company premises, the company, may, at its discretion, inspect any work station, locker,
package, purse, backpack, tool box, vehicle, or other personal belongings brought onto
PaisaBuddy premises in connection with the investigation of any rule violation. Employees must
cooperate in all investigations of suspected rule violations or in the maintenance of a safe
workplace.

Housekeeping, Workplace Hygiene and Environment Awareness

PaisaBuddy would like to maintain the highest standards of hygiene and cleanliness in its premises.
This is not possible without the active involvement and cooperation of all the employees. The
following simple rules will help the Company to achieve this objective:

All Company property must be handled with care. Desks should be kept clean and tidy.
Employee cooperation is sought in the proper disposal of wastes, garbage, and trash and also in maintaining
hygiene in the toilets.
Fire exits, fire extinguishers, doors and aisles must be kept clear at all times.
All employees are expected to work safely avoiding harm to themselves or to others
Save paper – take prints only wherever necessary
Save water
Conserve Electricity by switching off lights in the work area when not in use
Before leaving office, ensure that all electronic equipment and switches in and around your work area are
switched off

Business, Financial and Personal Relationships at work

All staffs are obligated to act at all times solely in the best interests of the Company. A conflict of
interest arises when an employee has a personal relationship or financial or other interest that
could interfere with this obligation, or when they use their position with the Company for
personal gain.

Employee Signature:
Staffs engaged in a relationship (business, friends or marital /romantic) cannot work in the same
office or in offices in the near vicinity. Hence, the Company requires the staffs to disclose any
relationships at office to the Supervisor / HR Department, so that the company can take the
necessary steps as deemed to be correct.

Outside Business Activity Policy

PaisaBuddy does not encourage its staff to hold other part-time jobs while in the employment of the company.
Prior approval must be obtained from the management before participation in such programs. Please
contact the HRD team for the formalities. Staffs are prohibited from engaging in any ―Outside Business
Activities‖ without the prior written approval from PaisaBuddy.

An ―Outside Business Activity‖ is any business activity other than on behalf of PaisaBuddy (or, for an
employee of a Service Provider Agent, such Service Provider Agent), including without limitation:
being employed by another person or entity,
Receiving compensation from another person or entity for business activities.
receiving fees for external work product, such as an article or speech, or
Holding elected or appointed political posts.
Some of the Outside business activities that are not acceptable are
Any personal lending activity / business
Part time work which is in conflict with PaisaBuddy business or to get engaged / working for competitors
in any manner.
Acceptable outside business activities with prior approval from PaisaBuddy are as below:
Taking tuition's / Part time teaching outside work hours
To be involved in family business outside office hours, which is not in conflict with PaisaBuddy
work
Social Service activities which is not in conflict with PaisaBuddy business. Employee Internal
Borrowing
Employees should not lend / borrow money to / from another employee / individual in any mode, cash or
online transfer.
Employees should not lend / borrow money to / from a customer / new applicant / Spouse / relatives of
customers in any form, i.e. cash or online transfer.
Personal Calls and Mails / Post / Courier

Much of the Client / customer contact takes place either by phone or through mail or e-mail. For
this reason, staffs are advised to ensure that all personal calls, mails and e-mails are limited to
those that are absolutely necessary. Staffs are expected to have all personal postal mail / post /
courier directed to their home address.

Clear Desk Policy

A clear desk policy can be an important tool to ensure that all sensitive / confidential materials are
removed from an end user workspace and locked away when the items are not in use or an
employee leaves his/her workstation. It is one of the key strategies to utilize when trying to
reduce the risk of security breaches in the workplace especially financial institutions. Such a
policy can also increase employee’s awareness about protecting sensitive information.

Employee Signature:
Purpose

The purpose for this policy is to establish the minimum requirements for maintaining a ―Clean
Desk‖ – where sensitive/critical data about our staffs and our business is secure under lock
Scope
This policy applies to all Branch staffs of PaisaBuddy.
Policy

Staffs are required to ensure that all sensitive/confidential information in hard-copy or electronic
form is secure in their work area at the end of the day and when they are expected to be gone for
a long period. Laptops / Desktops when not in use should be in ctrl+alt+del mode and screen
power off. Systems must be shut completely down at the end of the work day. Any Restricted or
Sensitive information must be removed from the desk and locked in a drawer when the desk is
not occupied and at the end of the work day. File cabinets containing Restricted or Sensitive
information must be kept closed and locked when not in use or when not attended.
Cabinet keys used for access to Restricted or Sensitive information must not be left at an unattended
desk. Passwords should not be displayed pasted /posted anywhere near the work station nor any
accessible location. Printouts containing Restricted or Sensitive information should be
immediately removed from the printer. Upon disposal Restricted and/or Sensitive documents,
they should be shredded or placed under the lock in confidential disposal bins. Whiteboards
containing Restricted and/or Sensitive information should be erased. Lock away portable
computing devices such as laptops and tablets. All printers should be cleared of papers as soon as
they are printed; this helps ensure that sensitive documents are not left in printer trays for the
wrong person to pick up.
Policy Compliance

The Internal Audit team will verify compliance to this policy through various methods, including
but not limited to, periodic walk-throughs, video monitoring, etc and feedback to the policy
owner.
Exceptions

Any exception to the policy must be immediately documented and brought to the notice of the GM
/AM Internal Audit by the Business line to be approved in advance. The approval must be filed
for any future query.
Non –Compliance

An employee found to have violated this policy may be subject to disciplinary action which will
include termination of employment.
Annexure:
1. Locker, Cupboards, BM room & office key. 2. Office Agreement. 3. Stamps & Seals. 4. Registers
& files. 5. Collection Receipt Books. 6. Manuals. 7. Circulars. 8. LD Cheque leaves. 9. Complaint
Book. 10. Consumer Products. 11. Bills & Vouchers. 12. Stationery.
Search
PaisaBuddy reserves the right to search a staff's person or property on its premises. The
reason may include (but not limited to) reasons of suspected theft, fraud or embezzlement, as a
part of a disciplinary investigation, or to ensure that staff are complying with health and safety
regulations, security threat, civil unrest, national crisis or war,. Failure to agree to a reasonable
search request could give rise to disciplinary action up to and termination of employment. Any
search will be limited to the employee's bag,

Employee Signature:
employee's personal computer equipment(s), outer clothing and pockets, vehicles and/or other items
carried by individuals. A witness during the search will be present. If appropriate, on reasonable
request, the search will be carried out by an authorized person of the same gender. Please note
that any Business equipment such as, computers, Laptops, Mobile Phones, PDAs, Bonded items
etc. assigned to any employee by PaisaBuddy is owned by PaisaBuddy and hence employee
consent is not required to conduct any search of the same.
Non - Discrimination Policy

The company is committed to the principle of equal opportunity in employment. The company does
not discriminate against individuals on the basis of race, color, sex, sexual orientation, gender
identity, religion, disability, age or national or ethnic origin in the administration of its policies.

Employees are advised to adhere to the same in letter and spirit at all times and in conduct with
employees, partners, vendors and all other internal and external stakeholders. Any violation can
be reported under the vigil mechanism/whistle blower policy.

Gifts, Entertainment and Gratuities:

This clarifies the Organizational stand on gifts received from an external party which is doing, or
wishes to do business with PaisaBuddy and its group companies.
As a general rule, no employee is expected to accept gifts of any nature from any external party.
This is subject to the following exceptions and must be treated with discretion by each employee:

Items that can be classified as mementos and souvenirs, calendars etc.

Items that are below Rs. 500 in value.
Sweet boxes
Any other gift must be returned to the sender. In case an employee has to accept a gift which is not a
part of the exception list mentioned above, they must declare and handover the gift to HR. Such
gifts will get donated to charity.

Conflict of Interest

Employees may not participate in activities that conflict with or appear to conflict with the business
interests of PaisaBuddy or that hurt the employee’s job performance. This policy establishes only
the frame work within which PaisaBuddy wishes business to operate.

Examples of conflicts of interest include, but are not limited to

Dependent member or their family to have an interest in any organization which has business dealings with
the company where there is an opportunity for preferential treatment to be given or received, except
where such an interest comprises of securities in widely held corporations which are quoted and sold in
open market and the interest is not material.
For an employee, while in service or on separation, or any dependent member of his family to buy or sell or
lease any kind of property, facilities or equipment from or to the Company or any affiliate or to any
company, firm or individual who is seeking to become a contractor, supplier or customer, except with the
knowledge and consent of the management.

Employee Signature:
For an employee, while in service or on separation, (as per employment contract) or any dependent member
of his family, to solicit work from clients of the company or any of its group companies.
For an employee, while in service or after separation, to entice the employee of the company and be
instrumental in leading the employee to employment/consulting opportunities or refer employee of
PaisaBuddy to other consultants or employers.

Employees who violate the company’s conflict of interest policies will be subject to corrective action,
including termination. Employees should contact their line manager or HR if they have
questions.

Personal Conduct in the Workplace

All employees are expected to meet established performance and conduct requirements. While it is
not possible to list all forms of behavior that are considered unacceptable in the workplace, the
following are examples of infractions of rules of conduct that may result in disciplinary action,
up to and including termination of employment.
FPaisaBuddy forms, reports, records.
Falsely stating or making claims of injury
Removing or using, without authority, property, records or other materials of the Company orother
Person.
Theft or inappropriate removal or possession of property
Fighting, assaulting, threatening, intimidating or coercing any visitor or employee
Use of inappropriate language, gestures or actions in verbal or written form
Sexual harassment of any nature
Violating safety, health rules and practices, or engaging in conduct which creates a safety hazard
Engaging in unlawful or improper conduct off the work premises or during non-working hours, which affects
an employee's relationship to work, fellow employees, supervisors or PaisaBuddy products, property,
reputation or goodwill
Discrimination against colleagues/vendors/service partners/visitors/prospective associates on the basis of
gender, caste, region, religion or nationality.
Refusing to follow supervisor's directions or instructions or other insubordinate conduct
Stopping work before time
Obstructing or influencing others in the fair performance of their duty
Constant late attendance
Excessive absenteeism or any absence without notice
Carrying or concealing any weapon onto PaisaBuddy premises
Working under influence of alcohol or illegal drugs
Possession, distribution, sales, transfer, or use of alcohol or illegal drugs in workplace, while on duty, or while
operating employer-owned or leased vehicles or equipment
Smoking in restricted non-smoking areas
Accessing unlawful or prohibited websites on the Internet
Disclosing confidential / financial information to outsider
Committing a fraudulent PaisaBuddy or a breach of trust in any circumstance

Employee Signature:
Anti-Harassment Policy
PaisaBuddy prohibits sexual or other unlawful harassment of its employees, vendors, clients or
applicants, whether engaged in by company personnel, clients, customers, vendors, or others.

This policy also prohibits employment actions that are based on an employee's submission to or
rejection of unwelcome sexual advances or other behavior prohibited by this policy. This policy
applies at PaisaBuddy facilities and at other locations where our employees conduct business or
socialize, such as client sites or at company or client sponsored business and social functions.
Sexual harassment is viewed as a form of employee conduct that undermines the integrity of the
Employment relationship. For the purposes of this policy, sexual harassment is defined as sexual
behavior that is unwelcome, is personally offensive, and/or creates a hostile, intimidating or
offensive work environment. PaisaBuddy will not tolerate sexual harassment by anyone —
supervisors, employees, vendors, or clients.

Some examples of sexual harassment are:

Unwelcome or unwanted sexual advances. This includes patting, pinching, brushing up against, hugging,
cornering, kissing, or any other similar physical contact considered unwelcome by another individual.
Requests or demands of sexual favors. This includes subtle or blatant expectations, pressures, or requests of
any type of sexual favor accompanied by an implied or stated promise of preferential treatment or
negative consequences concerning one's employment.
Verbal abuse or kidding that is sex-oriented and considered unwelcome by another person. This includes
comments about an individual's body or appearance (where such comments go beyond a mere
compliment); off-color jokes that are clearly unwanted or considered offensive by others; or any other
tasteless, sex-oriented comments, innuendo, or offensive actions.
Any sexually oriented conduct that would unreasonably interfere with other work performance. This includes
extending unwanted sexual attention to someone, which reduces personal productivity.
Participation in fostering a work environment that is intimidating, hostile, or offensive because of unwelcome
or unwanted sexually oriented conversation, suggestions, requests, demands, physical contacts, or
attention.
Possession in the workplace or display of sexually suggestive objects or pictures; emails, internet sites, or
other correspondence with sexually suggestive content.
Tangible employment decisions made because of or influenced by an individual's compliance with or refusal
to comply with sexual demands.
Any other unwelcome physical, verbal or non-verbal conduct of sexual nature. This policy also expressly
prohibits behavior that harasses an employee or applicant on the basis of his or her race, color, creed,
religion, age, gender, national origin, citizenship status, marital status, sexual orientation, disability, or
other category protected by Central, State, or local law.
Forms of such harassment can include physical, verbal and nonverbal behavior that harasses, disrupts, or
interferes with an employee's work performance or in any way creates or contributes to an intimidating,
hostile or offensive work environment. This behavior includes, by way of example only, epithets, slurs,
off-color jokes, threats, or posters, cartoons, emails, or drawings that are insulting, degrading, derogatory
or ridiculing of one based on his or her protected status.

Employee Signature:
If you believe that you have been subjected to inappropriate sexual or other behavior, you should
immediately tell the offender that his or her behavior is offensive and must cease. If such a direct
approach is ineffective or impractical under the circumstances, you must report such behavior to
one of the persons identified below. If you have reason to believe that another employee of the
company has been subjected to or has engaged in behavior that violates this policy, you should
also immediately inform one of the individuals identified below.
PaisaBuddy will investigate, promptly and thoroughly, any such complaint or report of
inappropriate behavior. Complaints and investigations will be handled in a confidential manner
consistent with the need to investigate and take corrective action. Complaints should be directed
to either of the following persons:
Your supervisory Manager HR Manager / HR Head
Send an email on the dedicated email ID.

Disciplinary Procedures

All disciplinary procedures will be unbiased and fair investigations will be conducted with the
opportunity for defense.
A staff member who is alleged to have committed an act of misconduct or has allegedly failed to
comply with the PaisaBuddy policy will be given a show cause notice/charge sheet clearly
mentioning the acts of commissions/commission he/she is alleged to have indulged in seeking
his/her explanation for the same.

The staff member will be granted 7 days’ time to reply to the show cause notice/charge-sheet from
the date on which such notice is served on the concerned staff member.
On receipt of the explanation from the staff member, disciplinary action as deemed fit by the
HRD in consultation with HOD shall be initiated as follows:

If the staff member admits the charges and allegations, the HOD in consultation with HR may decide to
impose such punishment as deemed fit.
If the staff member denies the charges and allegations, the HOD in consultation with HR may appoint an
Enquiry Committee (EC) to go into the charges and allegations and submit the report within 1 month of
the response. The EC will afford all the reasonable opportunities to the staff member to be heard in the
enquiry. The EC shall also examine any witness and evidence as may be placed before it.
On receipt of the report, the HOD and the HRD after due consideration of the report may:

If the EC has found the person guilty, agree with the findings and impose such punishment as they deem fit,
including dismissal where necessary.
If the EC has found the person not guilty, agree with the findings and acquit the employee.

While arriving at the decision, the HOD and the HR will take into account the findings of EC,
the past service records of the staff member, any extreme circumstances and all other relevant
material. It may include:
Verbal warning and written warning
Suspension
Dismissal
Filing criminal complaints
Filing of civil cases for recovery of amount misappropriated

Employee Signature:
Code of Conduct
Acknowledgement
I have read and understood the above mentioned code of conduct and agree to abide by the same.

Name:

Employee Signature:

Date:

For PaisaBuddy Finance Pvt Ltd

Authorized Signatory
EMPLOYEE NON-DISCLOSURE AGREEMENT

Information is a vital asset for Paisabuddy Finance Pvt Ltd. All employees are
expected to respect the “Confidentiality and Intellectual Property Agreement”
clause mentioned in the Appointment Letter. The information we handle could
be either Public information or confidential information. Public information is
information that is freely available in the public domain. This includes anything
published by the company on public networks or websites, in brochures, reports
and journals.
Term of Agreement: This Agreement shall commence on the date of joining of the
organization hereof and shall continue for so long as I am employed by my
Employer.

Confidential Information: I shall keep secret and I will not at any time, whether
during or after the termination of my employment, reveal to any person or
entity any trade secret, or proprietary or confidential information of any
member of the employer or of any third party which any member of the
employer is under an obligation to keep confidential, including but not limited
to proprietary or confidential information respecting inventions, products,
designs, methods, know-how, techniques, systems, processes, strategies,
software programs, works of authorship, Intellectual Property Rights (as
defined below), customer lists, employee lists and any other personally
identifiable information about any employee of the organization, user lists,
vendor lists, content provider lists, supplier lists, pricing information, projects,
budgets, plans, projections, forecasts, financial information and proposals, and
any other information which due to the nature or character of such
information, any prudent person might reasonably under similar circumstances
treat such as confidential or would expect the employer to regard such
information as confidential, except as may be required by law or in the ordinary
course of performing my duties as an employee of my Employer.

I will also take all reasonable precautions to prevent the inadvertent disclosure of
the Confidential Information to any unauthorized person. I shall not use or
attempt to use any Confidential Information in any manner that may injure or
cause loss or may be reasonably expected to injure or cause loss, whether
directly or indirectly, to any member of the organization. The obligations of
this clause shall survive termination of this Agreement.

For purposes of this Agreement, “Intellectual Property Rights” shall mean all
industrial and intellectual property rights (including both economic and moral
rights), including, without limitation, patents, patent applications, patent rights,
trademarks, trademark applications, trade names, service marks, service mark
applications, copyrights, copyright applications, databases, algorithms,
computer programs and other software, know-how, trade secrets, proprietary
processes and formulae, inventions, trade dress, logos, design and all
documentation and media constituting, describing or relating to the above.

Confidential Material: During my employment I shall not make, take, remove from
the business premises of my Employer or any member of the employer, use or
permit to be used any notes, memorandum, reports, lists, records, drawings,
sketches, specifications, software programs, data, documentation or other
materials of any nature relating to any matter within the scope of or concerning
the business, dealings or affairs of any of the employer other than for the
benefit of the employer and in connection with performing the duties of my
 employment.

Further, I shall not, after the termination of my employment, use or permit to be

used any such Confidential Material, it being agreed that all Confidential
Material shall be and remain the sole and exclusive property of the employer
and that immediately upon the termination of my employment I shall deliver all
Confidential Material, and all copies thereof, to my Employer at its main office.

Return of materials: At the time I leave the employment , I will return all papers,
memorandum, manuals, specifications, designs, devices, documents, CD’s,
DVD’s, DATA Drives and any other material on any media containing or
disclosing any confidential or proprietary technical or business information. I
will also return any keys; pass cards, ID cards or other property belonging to
employer.

Employee Signature:
Conflict of Interest: While I am employed by my Employer, I will not, without the
prior written consent of my Employer or , directly or indirectly, whether alone
or as a partner, joint venture, officer, director, employee, consultant, agent,
independent contractor or stockholder of any company, business or other
commercial enterprise:

Engage in any business activity similar in nature to any business conducted or

planned by any member of the Organization at any time during the period of
my employment with my Employer; or

Compete in any way with products or services being developed, marketed,

distributed, sold or otherwise provided by any employee.

Customers: During the term of this Agreement, I will not, directly or indirectly,
solicit or do business with any Customer (as defined below), or entice, induce or
assist any Customer to cease doing business with any member of the
organization or to become a customer of any other person or entity engaged in
any competitive activity.

I agree that the breach of this Agreement by me will cause irreparable damage to
the Organization, in the event of such breach (or any entity or person(s)
designated by it) shall have, in addition to any and all remedies of law, the right
to an injunction, specific performance or other equitable relief to prevent the
violation of my obligations here-under.

Any amendment to or modification of this Agreement, and any waiver of any

provision hereof, shall be in writing. Any waiver by of a breach of any
provision of this Agreement shall not operate or be construed as a waiver of
any subsequent breach hereof.

Governing Law: This Agreement shall be governed by and construed in accordance

with the laws of India, and no action involving this Agreement may be brought
except in the courts. My Employer and I hereby consent to the personal
jurisdiction of such courts with respect to all actions relating to this Agreement.

I accept the offer of employment on the terms and conditions mentioned in the
above letter.

Employee Signature:

Name:

Date:
Disciplinary Action Grid
The company reserves the right to take suitable disciplinary action without prejudice against any employee in the event of any violation of policies, processes, Code of Conduct or any
misconduct as mentioned in the “Disciplinary Action Grid” on the part of the employee. The lists of disciplinary issues are not to be treated as exhaustive in nature and any violation not
mentioned in the list will be dealt with appropriately.

Sr Disciplinary issues Responsible Staff against First Occurrence Second Occurrence Third
N whom action would Occu
o be initiated rrenc
e

Violation of Paisabuddy code of conduct ( For eg: non

adherence to IT policy, Disclosure of confidential Apology letter fromemployee Suspension/Terminati
1 information, Sexual Harassment, Smoking and Individual Staff followed by issuance of on based on Termination
Alcoholic during office hours, Outside business warning letter severity
activity

Misappropriation /Embezzlement of cash/Financial

Fraud, Theft, misuse of office property, Individual staff Suspension notice
2 involvement in any other corrupt activity /Termination/FIR based
on the severity of the
case

3 Forging customer's signature and Documents Individual Staff Suspension/Termination

Fake/Benami customer creation and staff contact

4 number used for OTP loans belonging to other Individual Staff Suspension/Termination
than member

Cash taken out of branch, Cash received from customer

5 but not accounted in system or customer's Individual Staff Suspension/ Termination
relevant account

Intentionally damaging company property, goodwill or

6 reputation Individual Staff Suspension/ Termination
,Leakage of company information to outsiders, in any
form with an ulterior intention

Any Eve teasing , Physical Assault Kill, rape, commit

7 serious bodily harm etc. & which attracts Individual Staff Suspension/Termination
punishment under IPC /POSH

Legal case / enquiry against employee due to personal

issues which has a detrimental impact on Suspension during under trail
8 company’s image and business. Involved Staff's or Termination if
Police custody for personal conflicts and involvements decree is against
Police custody for personal conflicts and him/convicted
involvements

Issuing unauthorized letter/certificate/NOC or similar

9 documents without HO approval, Issuing Individual Staff Suspension/Termination
unauthorized manual receipt to Customers

Employee soliciting commission, bribe or any

monetary/or in kind of favors from clients for
10 giving or recovery of loans and for performing Individual Staff Suspension/Termination
any other official responsibilities Borrowing
money from clients personal or any other use

Obstructing the clients from dealing with Paisabuddy or

11 obstructing other employees from discharging Individual Staff Suspension/Termination
their job responsibilities

Furnishing false information intentionally regarding

name, age, father’s name, and qualifications. Individual Staff Termination of employee form
12 organization

Unauthorized person operating the vault Unauthorized

person entering the vault/valuer's cabin
13 Failure to close vault, safe room, shutters, grills, doors Individual staff Warning Letter Suspension/
etc. of the branch properly and as per policy Termination

14 Credit Bureau check violation while disbursing loans to Individual Staff Warning Letter Suspension/
clients Termination
15 Address media without authorization Individual Staff Warning Letter Suspension/
Termination
16 Non-maintenance/ proper updation of various registers Responsible Staff as per Warning Letter Suspension / Termination
Business Process Termination
Note
17 Sourcing Customers through commission agents Individual staff Warning / Termination Termination

Employee Signature:
 Sr Disciplinary issues Responsible Staff against First Occurrence Second Occurrence Third
N whom action would Occu
o be initiated rrenc
e
Apology letter fromemployee
18 Fraudulent Attendance marked in the System/Register Individual Staff followed by issuance of Suspension/Terminati Termination
warning letter on
Adjustment of false
attendance from
leave or Loss of pay
19 Claiming fake expenses Individual Staff Warning/Termination Suspension/Terminati
on

Repeated negligence in performing duties, even after the

20 counseling, two warnings in writing supported Individual Staff PIP (Refer PIP policy) Termination
with the Corrective Action Plans at each stage

Insubordination and disobeying the reasonable orders of

21 the superiors. Individual Staff Warning Letter Suspension Termination

Instigating employee(s) against other employees /

management or intimidating the management or
22 intimidating by the reporting authority to the Individual staff Warning Letter Suspension/
subordinates or harassing them unnecessarily, Termination
which is likely to hamper the business in due
course or has direct implication on the
performance of the individual

Opening of branch without proper approvals on non-

working days
23 Late opening and early closure/late Individual Staff Warning Letter Suspension Termination
closure of branch without appropriate permission

24 Creating rumors for employees - Employee behavior / Individual Staff Warning Letter Suspension / Termination
raising questions in employee integrity - Specific Termination
covers employee personal life after office hours.

Acknowledgement

I have read and understood the above mentioned Disciplinary Grid and agree to abide by the
same.

Name:

Emp No:

Signature:

Date: