INDEX Page-merged

VISION
CULTURAL PILLAR

Table of Contents

Attendance Policy------------------------------------------------------ 1
For RPG House
For Ankleshwar
For Thane

Leave Policy-------------------------------------------------------------- 9

Leave Policy for Trainee

Travel Policy------------------------------------------------------------ 13

Local Travel
Domestic Travel
Travel to Ankleshwar/ Navi Mumbai/ RPG House
International Travel
Travel to Nepal
Transfer

Car Policy---------------------------------------------------------------- 24
Employee Welfare Scheme----------------------------------------- 29

Medical Scheme
Executive Health Check- up
Group Medical Insurance

Term Life Insurance
Group Personal Accidental Insurance
Gratuity
Provident Fund
Contingency Advance
Marriage Policy
Child Birth/ Children Scheme
Meritorious Student
Mobile and Telephone Policy
Visiting Card Policy
Customized Allowance Pool (CAP)

Sabbatical Policy------------------------------------------------------- 37

Employee Referral Program---------------------------------------- 40

Rewards and Recognition------------------------------------------- 42

Wisdom Quest Policy------------------------------------------------ 48

Performance Management System------------------------------ 51
For Assistant Managers & above

For Officers & Executives

Employee Separation Policy --------------------------------------- 68

Separation
Retirement
Resignation
Notice Period
Farewell

Gift and Entertainment Policy------------------------------------- 72

Virtual Workplace Policy-------------------------------------------- 75

Whistle Blower Policy------------------------------------------------78

Negligence in performing duty in workplace------------------ 82

Code of Corporate Governance and Ethics

1

Attendance Policy

Attendance Policy – For RPG HOUSE

This policy is applicable to all employees:

• Our core working hours would be from 10 a.m. to 4.30 p.m.
• All employees other than those who are travelling for work are expected to be in the

office during these hours.
• Employees can choose their own working hours accordingly, however, it is essential

that they maintain 8 ½ working hours in the office, (for e.g. 8 a.m. to 4.30 p.m., 9 am.
to 5.30 p.m., 10 am. to 6.30 p.m. etc.) including the lunch break of half an hour.
• RPG House employees when travelling to Plant Locations are expected to follow the
respective location timing on those occasions.

There would always be occasions when work load / commitments dictate otherwise we
trust employees to use their discretion to decide for themselves within the framework of
the above policy.

We hope that this will enhance productivity at work and also enable better work life
balance.

Less working hours:

• It is compulsory that every employee should work for minimum 8 ½ hours on daily
basis.

• Less working hours up to half an hour and up to 3 occasions in a calendar month is
allowed.

• Beyond 3 occasions of less working hours in a calendar month, ½ day CL shall be
debited to CL account. In case, the CL balance is not sufficient to debit such half day
CL, an amount equivalent to salary for half day shall be deducted from the monthly
salary.

• Beyond 4 occasions of less working hours in a calendar month, ½ day CL shall be
debited on every occasion.

• Less working hours beyond half an hour on any occasion shall be considered as half
day and accordingly half day CL shall be debited.

• Working hours less than 4 hours shall be considered as full day absence. Accordingly,
one day CL shall be debited.

2

WORKING ON WEEKLY OFF/HOLIDAY

(APPLICABLE TO RPG HOUSE EMPLOYEES)

Employees working on weekly off/paid holidays will be paid an allowance as per the below
table. The amount is paid to take care of their local conveyance, food and other
miscellaneous expenses. No separate claim for conveyance & food shall be entertained.

Applicable Cadre of Work Duration on Weekly Amount
Employee off / Paid holidays
Officers/Executive Cadre 4 Hrs – 8 Hrs Rs. 250/- per day
8 Hrs & above Rs. 500/- per day

The above allowance is not applicable for working late on working days, and employees
who are travelling for official purpose on weekly off / holidays.

Approval from the concerned HOD will be required for working on weekly offs/public
holidays. The same should be submitted to the Accounts department for availing the
above allowance.

LATE WORKING

The employees are expected to complete their job within the prescribed working hours.
However, any employee stays late on any working day due to work exigency, he/she can
claim reimbursement of conveyance from office to residence as per the below table:

Applicable Cadre of Gender Late working hour Mode of Travel
Employee beyond
All employees Female 8.30 p.m. Taxi as per
Employees eligibility per
Male employees 10.00 p.m. Taxi as
eligibility

• Approval from the concerned HOD will be required for claiming the above
reimbursement.

• No claim is entertained if employee uses his own vehicle

3

Attendance Policy – For ANKLESHWAR

WORK TIMINGS
Ankleshwar – F1 & F2 Plant

Shift Timing Working Days Weekly Offs
General Shift 9:00 a.m. to 5:30 p.m. 6 Days Sunday
6:45 a.m. to 2:45 p.m. 6 Days Sunday
First Shift 2:45 p.m. to 10:45 p.m. 6 Days Sunday
Second Shift 10:45 p.m. to 6:45 a.m. 6 Days Sunday
Night Shift

Less working hours:

• All employees other than those who are travelling for work are expected to be in the
office as per the above timing.

• It is compulsory that every employee should work for minimum 8 ½ hours on daily
basis (for general shift employees). However employees coming in other shifts needs
to work for minimum 8 hours on daily basis.

• Less working hour's up to 30 minutes and up to 3 occasions in a calendar month is
allowed.

• Beyond 3 occasions of less working hours in a calendar month, ½ day CL shall be
debited to CL account. In case, the CL balance is not sufficient to debit such half day
CL, an amount equivalent to salary for half day shall be deducted from the monthly
salary.

• Beyond 4 occasions of less working hours in a calendar month, ½ day CL shall be
debited on every occasion.

• Less working hours beyond 30 minutes on any occasion shall be considered as half
day and accordingly half day CL shall be debited.

Working hours less than 4 hours shall be considered as full day absence. Accordingly, one
day CL shall be debited

4

LATE SITTING ALLOWANCE AND ALLOWANCE FOR WORKING ON WEEKLY OFF / HOLIDAY

Employees working beyond the official working hours on any particular day and working on
weekly off / paid holidays will be paid an allowance as per the below table. The amount is
paid to take care of their local conveyance, food and other miscellaneous expenses. No
separate claim for conveyance & food shall be entertained.

Applicable Cadre of Work Duration on Weekly Amount

Employee off / Paid holidays

Min 2 Hrs Rs. 100/- per day

Officers/Executive Cadre 4 Hrs – 8.00 Hrs Rs. 200/- per day

8 Hrs & above Rs. 500/- per day

Approval from the concerned HOD will be required for working on weekly offs/public
holidays. The same should be submitted to the Accounts department for availing the
above allowance.

LATE WORKING

The employees are expected to complete their job within the prescribed working hours.
However, any employee stays late on any working day due to work exigency, he/she can claim
reimbursement of conveyance from office to residence as per the below table:

Applicable Cadre of Employee Conveyance Allowance (To & Fro)
All employees Rs.100 /-

Any Female Employee working beyond 8.30 p.m. on any particular day due to work
exigency, the vehicle will be arranged by the local HR to drop her to her residence.

• Approval from the concerned HOD will be required for claiming the above allowance.
• The conveyance allowance is applicable if the company transport facility is not

available.
• Those who claim overtime allowance are not eligible for claiming above

reimbursement.
• No claim is entertained if employee uses his own vehicle.

5

Attendance Policy – For THANE

WORK TIMINGS

Shift Timing Working Days Weekly Offs
General Shift 9:15 a.m. to 5:45 p.m. 5 Days Saturday &
First Shift 7:00 a.m. to 3:00 p.m. 5 Days Sunday
Second Shift 3:00 p.m. to 11:00 p.m. Saturday &
Night Shift 11:00 p.m. to 7:00 a.m. 5 Days Sunday
Saturday &
5 Days Sunday
Saturday &
Sunday

FLEXI POLICY

• This policy is applicable only for General Shift Employees.
• Our core working hours will be 10:00 a.m. to 4:30 p.m.
• All employees other than those who are travelling for work are expected to be in the

office as per the above timing.
• Employees can choose their own working hours accordingly, however, it is essential

that they maintain 8 ½ working hours in the office, (for eg. 8 a.m. to 4.30 p.m., 9 am.
to 5.30 p.m., 10 am. to 6.30 p.m. etc.) including the lunch break of half an hour.
• Thane Plant employees when travelling to other locations or RPG House are
expected to follow the firmness of timing of other locations.
• Canteen and Transport facility schedule will remain unchanged at Thane Location.
• Our normal working hours are from 9:15 a.m. to 5:45 p.m. and availability at the
workplace from 10:00 a.m. to 4:30 p.m. is must while availing flexi working hours.
• Employee availing flexi working hours, requested to arrange their own
transportation.

There would always be occasions where work load / commitments dictate otherwise we
trust employees to use their wisdom in exercising their discretion while deciding the timing
within the framework as mentioned herein above.
We hope that there will be enhance productivity at work and also enable better work life
balance.

6

Less working hours:

• It is compulsory that every employee should work for minimum 8 ½ hours on daily
basis.

• Less working hour's upto 30 minutes and upto 3 occasions in a calendar month is
allowed.

• Beyond 3 occasions of less working hours in a calendar month, ½ day CL shall be
debited to CL account. In case, the CL balance is not sufficient to debit such half day
CL, an amount equivalent to salary for half day shall be deducted from the monthly
salary.

• Beyond 4 occasions of less working hours in a calendar month, ½ day CL shall be
debited on every occasion.

• Less working hours beyond 30 minutes on any occasion shall be considered as half
day and accordingly half day CL shall be debited.

• Working hours less than 4 hours shall be considered as full day absence.
Accordingly, one day CL shall be debited.

LATE WORKING

The employees are expected to complete their job within the prescribed working hours.
However, any employee stays late on any working day due to work exigency, he/she can claim
reimbursement of conveyance from office to residence as per the below table:

Applicable Cadre of Gender Late working Mode of Travel
Employee Female Employee Beyond
Male Employee
All employees 8:30 p.m. Taxi as per
10:00 p.m. eligibility per
Taxi as
eligibility

• Approval from the concerned HOD will be required for claiming the above allowance.
• The conveyance allowance is applicable if the company transport facility is not

available.
• Those who claim overtime allowance are not eligible for claiming above

reimbursement.

• No claim is entertained if employee uses his own vehicle.

7

LATE SITTING ALLOWANCE AND ALLOWANCE FOR WORKING ON WEEKLY OFF / HOLIDAY

Employees working overtime on any particular day and working on weekly off / paid holidays
will be paid an allowance as per the below table. The amount is paid to take care of their local
conveyance, food and other miscellaneous expenses. No separate claim for conveyance &
food shall be entertained.

Applicable Cadre Description Duration Amount
of Employee
Working on Weekly off / 4 Hrs to 8:00 Hrs Rs. 200/- per day
Officers/Executive Holiday Rs. 500/- per day or
Cadre Working on Weekly off / 8 Hrs and above *Compensatory Off
Holiday Rs. 80/- per 2 Hours
Trainees Overtime in Normal Min 2 Hrs Rs. 200/- per day
Working Day On completion of 8 Rs. 250/- per day
hours Rs. 300/- per day
Overtime in First Shift On completion of 8
hours Rs. 80/- per 2 Hours
Overtime in Second Shift On completion of 8 Rs. 200/- per day or
hours *Compensatory Off
Overtime in Third Shift Rs. 80/- per 2 Hours
Min 2 Hrs Rs. 200/- per day
Working on Weekly off / Rs. 250/- per day
Holiday 8 Hrs and above Rs. 300/- per day
Working on Weekly off /
Holiday Min 2 Hrs
Overtime in Normal On completion of 8
Working Day hours
On completion of 8
Overtime in First Shift hours
On completion of 8
Overtime in Second Shift hours

Overtime in Third Shift

*Compensatory off shall be availed in the system and the same has to be applied within 5
days from the date on which it becomes due e.g. if the employee worked on off day on 1st
of the month, he or she shall avail the compensatory off on or before 6th of the month.

8

9

Leave Policy

Casual Leave Sick Leave Paternity Leave Privilege
✓ ✓ Leave
Calendar Year: ✓
01 Jan – 31 Dec ✓

Entitlement * 10 Days 10 Days Any 5 days within 30 Days
a week of the
spouse’s Up to 90
expected / actual Days
date of delivery

Accumulation X Up to 30 Days X

Combination with With SL With PL With SL With SL
other leaves

Leave Encashment X X X ✓

on Retirement/

Resignation

Min. days can be ½ Day ½ Day 5 Days 4 Days
availed in one go

Max days can be ½ onwards – ½ Day onwards 5 Days 4 Days
onwards
availed in one go upto 3 days

Note:
• For all types of leaves: Any weekly off or a holiday falling within your leave period will be taken
into account for calculating the actual leave availed.

• You can avail of Privilege leave for a maximum of four times in a year.

• All type of leave credits will happen in the month of January of every year. No leave credit is
allowed in the middle of calendar year.

• For new joinees, Casual Leave & Sick Leave shall be credited at the time of joining on prorate
basis. Privilege leave will be credited in the month of January based on the number of months
worked in the previous calendar year.

• One month advance planning for PL shall be appreciated.

10

LEAVE WITHOUT PAY:

In situations where all other leaves have been exhausted and in the opinion of your superior,
the situation warrants additional leave to be given to you, this leave may be availed. You will
not be entitled to any salary or benefits during the period of leave without pay. You will only
retain a lien on your employment.
Leave without pay will be granted only in exceptional circumstances and that too with prior approval
by your HOD.

PUBLIC HOLIDAYS:

Each location will issue a list of public holidays for the calendar year approved by the Location Head
and HR Head.

11

MATERNITY LEAVE AND BENEFITS POLICY

Purpose

The RPGLSMaternityLeaveandBenefitsPolicyisaimedatprovidingpregnantemployeesand/or
new mothers with a range of benefits that support their seamless return to work, while enabling
them address their child-care needs. This policy is also aimed at encouraging and supporting
women employees to continue working effectively after child birth.

This policy document outlines the applicability, guidelines and procedures with regard to the
eligibility, utilization and approval of the aforesaid maternity leave are related to benefits.

Eligibility

All Permanent employees of RPG Life Sciences Ltd.

Guidelines

Expectant Mothers

• Expectant mothers will be allowed maternity leave for a period of 26 weeks to be

taken before and/or after the date of confinement at the convenience of the
applicant, from up to 8 weeks prior to date of delivery. This will be applicable for the
first two deliveries.

• Expectant mothers who have had more than two deliveries, will be allowed maternity

leave for a period of 12 weeks to be taken before and/or after the date of confinement
at the convenience of the applicant, from up to 6 weeks prior to date of delivery.

Commissioning/Adopting Mothers
• Maternity leave for commissioning and adopting mothers will be allowed for a period
of 12 weeks to be taken from the date the child is handed over to the mother on
production of such proof as prescribed.
• Maternity leave is applicable to commissioning or adopting mothers in cases where
the age of the child is 3 months or less at the time of adoption.

Miscarriage/Medical Termination

• In the unfortunate event of a miscarriage or medical termination of pregnancy, the
employee shall, on production of such medical evidence, be entitled to leave for a
period of 6 weeks immediately following the day of her miscarriage or medical
termination of pregnancy.

12

Terms for availing Maternity Leave
• To avail this leave, the employee will have to apply at least 8 weeks prior to the

expected date of delivery.

• Certificate from a registered gynecologist / Obstetrician stating the expected date of

delivery will be required at the time of applying for the leave.

Flexible Working Hours for Returning Mothers
• After joining back from the Maternity Leave, new mothers may avail the following

Flexi-Time benefits till the child / children attain an age of 12 months.

• Work for a minimum of 4 hours a day from home or her place of residence at such

time.

• The core working hours a RPG Life Sciences Ltd, are 10:00 AM to 4:30 PM. This flexi

working benefits may be availed for any 4 hours within this time span.

• Salary will be paid for the number of hours worked, which will have to be firmed up

and pre – approved by the Business Head and the Head of the HR of RPG Life Sciences
Ltd.

13

Leave Policy for Trainee

Calendar Year: Casual Leave Sick Leave Paternity Leave Privilege
1st Jan – 31st Dec ✓ X X Leave

X

Entitlement * 10 Days X XX

Accumulation X X X X
Not applicable Not applicable
Combination with Not
applicable
other leaves Not applicable

Leave Encashment X X X
on Retirement/
Resignation

Min. days can be ½ Day Not applicable X Not

availed in one go applicable

Max days can be ½ onwards – Not applicable 5 Days Not
availed in one go upto 3 days applicable

Note:

▪ Any weekly off or a holiday falling within your leave period will be taken into account for
calculating the actual leave availed.

▪ For new joinees, Casual Leave shall be credited at the time of joining on prorate basis.
Trainees will not be entitled for Sick Leave & Privilege leave. The same shall be applicable
after successful completion of training period.

14

15

Travel Policy

LOCAL TRAVEL:

Management Home to Primary Office to Other than Office
Levels Secondary Office Public Transport Employee using
Secondary Office or vice versa or
return back to own vehicle
or vice versa home

Chief Mgr & Not entitled Taxi* Taxi* Bike = Rs. 6/- per
Above km
Car = Rs. 11/- per
km

Management Not entitled Taxi* Taxi * Bike = Rs. 6/- per
Trainee to Sr km
Mgr Car = Rs. 11/- per

km

Officer/ Bus / Train / Auto / Bus / Train / Auto / Bus / Train / Auto / Bike = Rs. 6/- per
Executives Taxi charges from Taxi charges from Taxi charges from km

the nearest station the nearest station the nearest station

/ depot / depot / depot

*Employees should always use cheaper mode of transport like Uber/Ola on all the occasions.
Wherever Uber/Ola is not possible or not available, they can use Radio Cabs.

DOMESTIC TRAVEL:

Management Mode of Class Lodging & Conveyance Per Diem Laundry
Level Travel of Boarding * Allowance Expenses
City
MD / Sr VP / VP / Air – 10000 Taxi 1000 500
MRM Economy A 7000 1000 500
Class B 6000 1000 500
Chief Manager to (Budget C
General Manager Airlines)
Air – A 7500 Taxi 1000 500
Management Economy
Trainee to Senior Class B 6000 1000 500
Manager (Budget
Airlines) C 4500 1000 500
Officer/Executives Air –
Economy A 5500 Taxi 1000 500
Class
(Budget B 4500 750 500
Airlines)
Air – C 3500 750 500
Economy
Class A 4500 Taxi 750 500
(Budget B 3500 750 500
Airlines) C 2500 750 500

16

*Employees should always use cheaper mode of transport like Uber/Ola on all the occasions.
Wherever Uber/Ola is not possible or not available, they can use Radio Cabs.

• Cities are categorized as:
A class city: Mumbai, NCR, Kolkata, Chennai, Bangalore, Hyderabad, Pune, Lucknow,
Chandigarh, Ahmedabad, Jaipur, Nagpur, Indore, Surat & all other state
capitals
B class city: Other major cities which are not covered in “A” class city.
C class city: Small Town based at remote locations

• Air Travel = The journey duration should be more than eight hours by Rail/Road
• Lodging & Boarding = Room rent (Hotel) and Food & Beverages (No alcohol allowed). This is

excluding taxes.
• Per Diem Allowance = It is a lump sum allowance paid only if an employee is not using

lodging facility and making his own arrangement for stay.
• Laundry = Applicable for those employees whose stay is beyond 2 days.
• Conveyance = Refers to local travel within the city limits where you are traveling for official

purposes.
• All expenses have to be supported by bills and voucher

Note:

• All travel needs to be approved by the functional head
• First preference should be given for company tied-up hotels. If the company tied-up hotel is

not available, the lodging charges should not exceed the above limits.

All the supporting bills have to be attached to the expense statement and the same has to be
submitted to Accounts Department within a week’s time of returning from the trip.

Please note: Participants fees of residential conferences and training program often included
lodging and boarding expenses. In such cases the employee shall not be eligible for this allowance.

HIRED CAB:

• Vice President and above are allowed to avail hired cabs
• Assistant Manager & above category employees travelling in a group (Min 3 persons) for any

particular meeting/field work etc., the hired cab facility (TATA Indica) can be used within the
city limits. A small note mentioning the purpose of hired cab needs to be attached while
claiming the voucher.

INCIDENTAL EXPENSES:

• Employees can claims for reimbursements of incidental expenses which should not exceed
Rs. 200/- per day.

• Would include expenses incurred on portage/tips/shoeshine etc. No tips shall be separately
added in lodging/boarding bills.

• The allowances may be claimed on a daily basis and it will be inclusive of the day of journey
and the day of return.

17

TRAVEL TO ANKLESHWAR:

This policy is applicable to all employees who are travelling to Ankleshwar for official purpose.

• Hotel/Guest House arrangements will be made by the local HR in the company tied-up hotel.
Employee need to send advance intimation to local HR for making the arrangement.

• Travel arrangements for pick-up and drop from Bharuch Station to Ankleshwar and vice versa
will be as per the below table:

Management Level Transport Arrangement
Ass. General Manager & above Vehicle will be arranged by local HR to pick-up
the concerned employee from Bharuch Station
and to Ankleshwar Plant or Hotel and vice versa

All female employee Employee can avail the facility of auto rickshaw
Below Asst. General Manager and claim the reimbursement upto Rs. 250/- per
day.

Note:

• Any employee using company bus facility from Guest House to Ankleshwar Plant is not eligible
for above reimbursement.

• In case of availability of company vehicle, the same shall be used to pick up and drop the
employees to Bharuch Station/Hotel/Guest House.

• In case of any employee working till late night, the transport facility shall be arranged by the
local HR.

TRAVEL TO RPG HOUSE / NAVI MUMBAI PLANT:

This policy is applicable to all employees who are travelling from Ankleshwar to RPG House / Navi
Mumbai Plant for official purpose.

• Hotel/Guest House arrangements will be made by the local HR in the company tied-up hotel.
Employee need to send advance intimation to the local HR for making the arrangement.

• Employee can avail the facility of Taxi/Auto Rickshaw for travelling from railway station / hotel
/ guest house to RPG House / Navi Mumbai Plant and claim the reimbursement as per their
eligibility.

18

INTERNATIONAL TRAVEL:

▪ All foreign travels have to be approved by the Managing Director.
▪ All employees who travel abroad on Company’s business should ensure Medical Insurance

coverage
▪ For Manager & above level, Kit allowance of Rs 30,000 max once in 3 years shall be given to

the employees traveling abroad for:
✓ Jacket/ Coat
✓ Travel Bag
✓ Warm Clothes.

▪ Stay in convenient place which is conducive to business conduct.
▪ In countries where good & convenient public transport are available, kindly avail the same.
▪ Below mentioned allowances are indicative and upper ceiling limit, which can be taken as

advance and have to be settled with supporting bills. Please note that the entire

reimbursement is on actual basis with valid supporting bills.

Allowance

a) Foreign exchange will be released on a per day basis for each trip to cover all normal expenses
such as boarding, lodging, local transport, telephone, laundry, normal entertainment, airport
taxes, etc.

MAXIMUM Amount [US $ (or equivalent) per day]

MD 400
MRM 350
GM / DGM 300
AGM & below 275

For some geographies like USA, Europe, Canada & Australia where the country is more expensive,
additional per day allowance is allowed subject to pre-approval of MD.

The incidental expenses will be restricted to $25 per day subject to approval of respective MRM
(Maximum $ 200 if the stay is beyond 8 days).

If hotel bookings and other expenses including lodging, local transport, airport taxes etc are done by
the company then the above amount shall be adjusted accordingly*The incidental expenses will be
restricted to $100 for the entire trip

Mode of Travel

MD & MRM - Business Class
GM & below - Economy Class

19

• In view of the varying time zones, the number of days for each trip will be calculated on the
basis of total hours starting from the time of leaving India and ending with the time of arrival
back in India, divided by 24 hours. Fraction more than 12 hours will be counted as a full day.

• Marketing expenses in nature of business entertainment and CRM would be given to the
employee after Pre-approval of respective MRM and MD.

• After the foreign trip, an Overseas Travel Expense Statement, in the prescribed format, will be
submitted to the respective MRM, who will approve it and then forward it to Finance
department.

• All expenses including hotel bills, conveyance bills etc., should be supported by bills /
vouchers. The same should be attached to the Expense Statement and has to be submitted
to Accounts Department within a week’s time of returning from the trip. Excess drawn
amount over actual incurred expenses if any, has to be returned back to the company.

• Expenses should be clearly segregated with advance taken for daily allowance and that for
Marketing expenses / CRM.

• Foreign exchange would be given in form of cash and Travel Cheques as per RBI rules.

• For attending agreed Educational Courses, or for long term overseas stay, specific allowances
will be agreed depending upon the structure of fees/local hospitality, etc. Companies will
obviously seek cost effective solutions for purposes, without putting managers to discomfort.

TRAVEL TO NEPAL:

This policy is applicable to all employees who are travelling to Nepal or Bhutan for official purpose.

• All travel has to be approved by MRM/Managing Director.
• A kit allowance of 30,000/- max once in 3 years shall be given to the employee travelling to

Nepal/Bhutan for:
• Jacket/ Coat
• Travel Bag
• Warm Clothes.

The above kit allowance will be paid only to those employees who are frequently travelling for
business trips / review meeting. No kit allowance will be paid for employees travelling for outbound
training/ Hi-fliers.

Management Level Mode of Travel Lodging and Conveyance* Laundry
MD/ Sr. VP / VP / MRM Boarding Taxi Expenses
Air – Economy 12,000 500
General Manager and Class (Budget Taxi
below Airlines) 7,000 500
Air – Economy
Class (Budget
Airlines)

20

• Lodging & Boarding = Room rent (Hotel) and Food and Beverages (No alcohol allowed). This is
excluding taxes

• Laundry = Applicable for those employees whose stay is beyond 2 days

Note:

• First preferences should be given for company tied –up hotels. If company tied –up hotels are
not available the loading expense should not exceed the above limit.

• All the supporting bills have to be attached to the expense statement and the same has to
be submitted to Accounts Department within a week’s time of returning from the trip.

• Participant’s fees of residential conferences and training program often included lodging and
boarding expenses. In such cases the employee shall not be eligible for this allowance.

Incidental Expenses:

• Employees can claims for reimbursements of incidental expenses which should not exceed
Rs. 200/- per day.

• Would include expenses incurred on portage/tips/shoeshine etc. No tips shall be separately
added in lodging/boarding bills.

• The allowances may be claimed on a daily basis and it will be inclusive of the day of journey
and the day of return.

TRANSFER:

All Management employees of the Company are liable to be transferred from one location to another
or from one company of the RPG group to another. This rule also forms a part of the terms and
conditions of your appointments in the company.

The purpose of this section is to acquaint you with the rules and benefits that are provided by the
company in case of transfer.

In the event of a transfer, the company will reimburse reasonable expenses incurred by the
transferred employee for themselves and their dependents (Spouse, Children & dependent parents).
These expenses will come under the following heads:

Packing and Transportation of personal effects

Expenses related to packaging and transport of personal effects will be reimbursed subject to one
month basic or Rs. 25,000/- whichever is higher.

Travel for self and family members

This shall be as per the rules related to domestic travel for employees and the same will be extended
to the family members. For example if the transferred employee is entitled to travel by AC-II tier,
then the family will also be entitled to use the same mode.

21

Name : Domestic Tour Expense Statement

Submission Date:

Designation : Department:

Purpose of Tour : Period covered :
1. Dates
2. Places visited Total
3. Train Fares
Rs.
4. Hotel Vr. No.

5. Meals Rs.
6. Conveyance * Vr. No.
7. Post/Telegram/telephone
8. Sundries Rs.
9. Conference Vr. No.

10. Cycle Meeting Rs.
Rs.
11. Car Park Rs.
12. TOTAL Rs.
Vr. No.
Rs.
Vr. No.
Rs.
Vr. No.
Rs.

Signature Approved by Received Rs.
Voucher (in words)
ACCOUNTS SETTLEMENTS No: _______________
Balance brought forward from previous account
Advance drawn on Rs.
Advance drawn on
Expenses as above from
Balance from company from
Settled on ______________ by cheque/cash
Account Head ___________ A/c. code
_________

* No bills for

22

Foreign Tour Settlement Form

Name of deputed employee & grade
Country visited
Purpose of visit
Passport number
Mode of stay : Hotel / local hospitality
Flight details
Date & scheduled time of departure of flight
from India
Date & scheduled time of arrival of flight in
India
Details of Forex drawn & utilized

Forex eligible per day
Total No. of days eligible
Total Forex eligible
Forex drawn

Less: Exchange utilized
Balance to be returned

Summary of Exchange Utilized

S.No Particulars Expenditure incurred by Remarks

employee

By Cash On Credit Card

US$ US$

Hotel **
Meals (not included above)
Taxi fare
Miscellaneous
Tel Connection & Refills

Total normal expenses
Special expenses **

Grand Total Expenses
Less: Advance taken *
Balance amount to be
returned

PREPARED BY: AUTHORISED BY:*
Includes charges made to the Credit Card
** Attach bills where applicable

23

24

Car Policy

(Amendment Date: December 22, 2016)

Company Financed Car
• The employee has an alternative to opt for the company financed car instead of Lease Plan.
The salient features of the alternate policy are:

• All employees in the category of Sr Manager & above would be entitled to opt for company
financed plan.

• The period of the plan would be three years / four years. Employee can opt either for three
years or for four year. Once opted, they cannot change till completion of entire tenure.

• The company would tie up with a bank for funding the car.

• The company would pay the margin money of the car, first year insurance and all taxes
(collectively referred as “margin money”) and the amount equivalent to the monthly EMI
would be deducted from the employee’s salary over a period of 36 months / 48 months.

• 2nd year onwards, the insurance cost has to be borne by the employee only.

• An employee needs to enter into an agreement with the company. The format of the
agreement is attached herewith. On “Separation of the employee within 3 / 4 year vehicle
term” OR “Completion of the Vehicle Term”, the employee would be solely responsible for
and required to settle all formalities (financial, if any & legal) pertaining to the vehicle in terms
of account /agreement closure or transfer of the vehicle.

• At the end of the tenure of the 36 / 48 months, car would be sold at the margin money paid
by the company at the initial stage. All the cost including applicable taxes relating to transfer
of car in employees name shall be borne by the employee.

• In case employee leaves the company or the Employee's employment with Employer is
terminated at any time during the tenor of 36 / 48 months, the employee would have to buy
out the car. The cost payable at that time would be margin money + outstanding loan amount
+ taxes if any (including foreclosure penalty) payable to the bank.

• The eligibility amount is given in the below table The EMI would be deducted from his CAP.

Sl. Management Level Cost of the vehicle Fuel (including Drivers Salary Limit

No. (On Road Cost) maintenance) limit (Rs.)

(Rs) (Rs.) (For allocation into

(For allocation into CAP)

CAP)

1 Managing Director Max upto Rs. 30 lacs 27,000 20,000

2 VP / Sr VP / MRM Max upto Rs. 18 lacs 22,000 20,000

3 AGM / DGM / GM Max upto Rs. 12 lacs 17,000 13,000

4 Sr Manager / Chief Manager Max upto Rs. 8 lacs 12,000 13,000

The fuel limit given in the above table covers the total running cost like fuel and maintenance.

25

Agreement (Employer – Employee)

THIS AGREEMENT ('AGREEMENT') IS ENTERED INTO ON THIS _______ DAY OF ______

By And Between

RPG Life Sciences Limited, a company incorporated under the laws of India, and having its registered
office RPG House, 463, Dr. Annie Besant Road, Worli, Mumbai – 400 030. (hereinafter referred to as
'Employer'), which expression shall, unless it be repugnant to the meaning or context thereof, be
deemed to mean and include its successors of the One Part

And

____________, s/o ____________and resident of ____________________(hereinafter referred to as
the 'Employee'), which expression shall, unless it be repugnant to the meaning or context thereof, be
deemed to mean and include its successors of the Other Part

The Parties agree as follows:

1. That the Employer on the request of the Employee has agreed to procure a new car of
employee’s choice.

2. That the procurement of the said car shall be funded from a bank/s of Employer choice and
on the terms and conditions agreed between such bank and the Employer.

3. The Employer agrees to pay the margin money, 1st year insurance and all taxes (collectively
referred as “margin money”)

4. The Employee agrees that the amount equivalent to the bank’s monthly EMI would be
deducted from the employee’s salary over a period of 36 months from the date of
procurement of car.

5. The entire scheme is for a period of 36 / 60 months and at the end of said 36 / 60 months, car
would be purchased by the Employee on payment of ‘margin money’ to the company which
company has paid at the initial stage.

6. All the cost including applicable taxes related to transfer of car in the Employee’s name at the
end of said period of 36 / 60 months shall be borne by the Employee.

Use and purpose

1. That the vehicle provided as per the aforesaid contract referred to in Clause 1 by the Employer
to the Employee shall be used by the Employee only for business / personal use, and the
Employee shall not use the vehicle for any illegal purpose, or in contravention of the Motor
Vehicles Act, or any statue of the Government of India.

26

2. That the Employee specifically undertakes not to permit, or authorise any other person to
drive the vehicle, except for the chauffer or a person having a valid driver’s licence.

3. The employee agrees to take care of all the expenses related to fuel, Insurance, any
minor/major repair and maintenance, change of parts. The employer will not be liable to pay
anything over and above his entitled CAP amount.

4. Further, should there be any other liability on Employer, as a consequence of the Employee's
use of the vehicle; the Employee shall indemnify Employer from the same.

Severance of employment with employer

That in the event the Employee leaves the employment of Employer, or the Employee's
employment with Employer is terminated, at any time during the tenor of 36 / 60 months, the
employee would have to buy out the car. The cost payable at that time would be margin
money + outstanding loan amount (including foreclosure penalty) payable to the bank.

Miscellaneous

Force Majeure
If due to any contingency beyond its control, the performance of obligations of either Party is
prevented, delayed, restricted or interfered with, there shall be no liability for non-
performance on such defaulting Party.

Such contingencies shall include strikes, acts of workers, fire, flood, earthquake, riots, acts of
God, acts of Government and war or any other circumstance beyond the control of any party.
The obligation to perform shall arise again, immediately upon the termination or moderation
of the contingency, so that performance is no longer prevented, restricted or interfered with.
The employer shall bear the liability if any in such cases.

Reservation of rights
No forbearance, indulgence, relaxation or inaction by either Party, at any time to require the
performance of any provision of this Agreement, shall in any way, affect diminish or prejudice
the right of such Party to require performance of that provision.

Waiver or acquiescence by any Party of breach of a provision of this Agreement shall not be
construed as a waiver or acquiescence of any continuing or succeeding breach of such
provision.

Partial Invalidity
Should any provision(s) of this Agreement be held invalid or unenforceable, such invalidity
shall not affect any other provision(s) of this Agreement, and neither shall it be held to affect
the Agreement in its entirety. This Agreement shall then be construed as if it did not contain
the provision(s) held to be invalid, and the Parties shall endeavor, in good faith, to replace
such invalid provision(s) with new provision(s) which shall be, as nearly as possible, similar in
its/their legal and commercial effect to the original and replaced provision(s).

27

Cumulative Rights

All remedies under this Agreement, whether provided herein or conferred by statute, civil law,
common law, custom, trade or usage are cumulative and may be enforced successively or
concurrently.

Governing Law

This Agreement shall be governed by and construed in accordance with the laws applicable to
Mumbai, and any dispute arising here from shall be subject to the jurisdiction of the courts
situated in Mumbai..

Amendment

Any alteration or amendment to this Agreement shall be effected only, by an instrument in
writing, duly executed by both the Parties.

Costs

Each Party shall bear its own expenses, costs and financial obligations for the purpose of
effecting any of the obligations under this Agreement.

Complete Agreement

This Agreement represents the entire agreement as to the subject hereto, and supersedes any
prior understanding between the Parties on the subject matter hereof.

IN WITNESS WHEREOF, THE PARTIES HERETO HAVE SIGNED THIS AGREEMENT ON THE DATE AND YEAR FIRST INDICATED
ABOVE.

SIGNED AND DELIVERED ON BEHALF OF )
EMPLOYER )
)
NAME )

DESIGNATION

In the presence of )

Witness: )

Name and Address )

SIGNED AND DELIVERED )
BY EMPLOYEE
)
NAME )
)
DESIGNATION

In the presence of )

Witness: )
Name and Address )

28

29

Employee Welfare Scheme

MEDICAL BENEFITS:

The medical benefits provided by the Company fall under two heads:
* Executive Health Check-up
* Group Mediclaim Insurance

EXECUTIVE HEALTH CHECK- UP:

All Management employees are entitled to go for an Executive Health checkup once in a year. Eligible
employees who are willing to avail this facility can contact local HR.

Note: The list of tests differs according to the age of employee

GROUP MEDICAL INSURANCE:

The Company has tied up with Insurance Company and with TPA to provide cashless medical insurance
facility to all its regular employees. In case of cashless facility not available employees may send the
expenses and claim reimbursement submitting the claim through HR to TPA.

This benefit is extended to an employee, employee’s spouse + two dependent children + dependent
Parents*. However, dependent additions are not permitted during the year, unless due to natural
reasons such as birth or marriage.

In the unfortunate event of a requirement of hospitalization, there is an insurance cover to take care
of the expenses incurred.

The Maximum limits of coverage on floater basis shall be as per the table mentioned below per
financial year for self and family (spouse + two dependent children + dependent parents*).

*The premium cost for coverage of dependent parents has to be borne by the Employee. The same
shall be deducted from the employee’s salary as per the table given below:

Designation Sum Insured Additional Premium
(Rs.) Deduction per dependent
Vice President & above
General Manager / Dy. General Manager / Asst 7,00,000/- parent p.a.
General Manager / Chief Manager / Sr. Manager 4,00,000/- Rs. 7,000/-
Management Trainee / Asst. Manager / Manager Rs. 4,000/-
Officers / Executives 3,00,000/-
2,50,000/- Rs. 3,000/-
Rs. 2,500/-

30

Eligibility for Claims:

The benefit can be availed of on taking treatment in any registered hospital with a minimum of 10
beds. The Insurance Company will entertain such claims within 30 days of availing the treatment,
provided there has been a hospitalization of a minimum of 24 hours.

The following documents will be required to submit the claim:

• Original discharge card
• Original diagnostic reports and payment receipts
• Original Doctor’s prescription
• All original documents related to the treatment
• Original hospital bills having preprinted bill No. with payment receipt
• Original drugs and pharmacy bills along with Doctor’s prescriptions

In addition, all documents like X-rays, MRI, CT Scan Cassettes, etc. should be kept ready as they can
be asked for.

Pre-hospitalization expenses for 30 days prior to hospitalization and 60 days post discharge can be
submitted for claim along with the hospital bills.

Exclusions

• The insurance company will entertain no claims in the following cases
• Cosmetic or aesthetic treatment and plastic surgery other than as may be necessitated due to

an accident or as part of any illness.
• The cost of spectacles and contact lenses, heating aids
• Dental treatment or surgery of any kind unless requiring hospitalization
• Convalescence, general debility, “Run-down” condition or rest cure, congenital external

disease or defect or anomalies, sterility, venereal disease, intentional self-injury and use of
intoxicating drugs/alcohol.
• Conditions associated with HT LB-II or LAV or AIDS.
• Naturopathy treatment
• Intentional self-injury attempted as suicide
• Diseases or injuries related to alcohol, narcotic, drugs, tobacco or any other substance leading
to addiction. Or treatment for withdrawal from any addiction.
Special Benefits offered

• Hospitalization benefits for all sicknesses including pre-existing ailments
• Procedures for ailments like Cataract, Arthritis, Osteoarthritis, Osteoporosis, Benign Prostatic

Hypertrophy, Hysterectomy for Menorrhagia or Fibromyoma, Hernia, Hydrocele, Congenital
Internal diseases, Fistula in the anus, Piles, Sinusitis and related disorders are permitted from
enrollment
• Maternity benefits can be claimed for the first two childbirths up to Rs. 50,000/-. There is no
waiting period for maternity. However, Pre-natal and post-natal expenses incurred at
residence are not covered.
• New born child is covered from day one of birth of the child.

(The special benefits offered may keep on changing from time to time depending upon the insurance
company)

31

TERM LIFE INSURANCE:

RPGLS tied up with Life Insurance Company to provide financial assistance to the family members of
the employees with a view to protect them against any risk of death due to any cause (excluding
suicide).

The benefit is applicable to all the employees as per the table given below:

Designation Sum Insured
(Rs. per employee)
Sr Vice President / Chief Executive / Managing Director
Vice President 1,50,00,000/-
General Manager 1,00,00,000/-
Dy General Manager / Asst General Manager / Chief
Manager / Sr Manager 60,00,000/-
Management Trainee / Asst. Managers and Manager 30,00,000/-
Officers/Executives/Trainee
20,00,000/-
15,00,000/-

Coverage

This policy covers both Accidental and Non Accidental death.

GROUP PERSONAL ACCIDENT POLICY:

• RPGLS has insured its employees for unfortunate events like accidental death and permanent

disability though hoping none of its employees would ever require the use of this policy.

• All employees are covered under the Group Personal Accident Insurance Policy.
• In the eventuality of accidental death or permanent disability of an employee, the nominee

of the employee will be eligible to receive the insured amount.

• A medical officer, appointed by the Insurance Company, has to certify permanent disability.

• This policy is subject to the general terms and conditions of the Group Personal Accident
Insurance Policy availed by RPGLS.

• The sum insured of all the employees will be 60 times of monthly basic pay.

GRATUITY:

When an employee completes four years and eight months of continuous service (calculated from the
date of joining), he becomes eligible for gratuity. The amount due is payable to the employee at the
time of retirement or cessation of services with the company. However, in the unfortunate event of
death while in service or total permanent disablement, gratuity will be paid irrespective of whether
five years of continuous service have been put in.
The gratuity amount will become taxable as per the applicable income tax laws

32

Calculation:

15 X Years of Service X Last Drawn Basic salary
26

It should be noted that after completion of four years and eight months of continuous service than
more than six months of service will rounded off to one year. Similarly in case of less than six months
service, that particular year will not be taken into account for calculation of gratuity. In case of
termination of service on account of indiscipline/misconduct/fraud, gratuity is not payable.

Note: However employees who have joined the organization before 01/01/2003, the gratuity as on
that date will be calculated in the old scheme and for all service effective 01/01/2003 the gratuity will
be calculated as per the revised scheme i.e. @ 15 days salary.

PROVIDENT FUND:

Provident fund provisions apply to every employee from the date of joining the company.
The contribution shall be made as follows:

▪ 12% of basic salary of an employee is deducted every month
▪ Company puts in an equal amount into the employee’s Provident Fund Account.
▪ The contributions are made monthly. An employee may voluntary contribute a further sum

upto maximum 100% of Basic Salary.
▪ The change in voluntary contribute can be made only once a year.

The PF amount becomes due in the following cases:

a) On retirement
b) On retirement on account of permanent and total incapacity for work due to bodily or mental

infirmity duly certified by the Medical Officer of the company or by a registered medical
practitioner designated by the company.
c) Immediately before migration from India for permanent settlement abroad or for taking
employment abroad.
d) On termination of service in the case of mass or individual retrenchment.
e) The actual payment shall be made on the completion of not less than two months immediately
after the date on which a member makes an application for withdrawal.

CONTINGENCY ADVANCE:

In cases of dire emergency, an employee can avail an advance against salary to meet his / her needs.
This advance can be availed in circumstances like

• Medical emergencies for self & family (spouse, upto two dependent children & dependent
parent).

• Educational expenses for self and children, for schools / professional college / coaching
institutes only.

• Marriage of self or children.
• Natural calamities.

33

Grade Eligibility
AM & above 5 months of basic or Rs. 50,000/- whichever is less
Officer/Executive 5 months of basic or Rs. 35,000/- whichever is less

The above list is indicative and not exhaustive. The advance against salary is subject to approval of the
SBU Head/HR Head/Managing Director, who will decide whether the situation warrants approval of
the salary in advance. For availing the above advance, employee should have completed atleast one
year of service in the company.

This advance shall be interest free and recoverable in 12 equal installments. However, as per Income
Tax Rules, the notional interest amount would be considered as perquisite value and added to the
taxable income.

To avail this advance, an application approved by your department head should be forwarded to the
HR Department.

MARRIAGE POLICY:

To wish an employee on his/her marriage, a gift cheque shall be given as per the chart below:

Management Level Amount
Management Trainee & Above Rs. 25,000/-
Officers / Executives / Trainees Rs. 15,000/-
*The amount is subject to tax

In the event of two employees getting married to each other, the employee whose eligibility is higher
(as the case may be) the couple will get the gift cheque. In case of employees getting married to each
other and both are based at same location, one employee will be transferred to other location as per
the management discretion.

CHILD BIRTH / CHILDREN SCHEME:

To wish an employee on his /her becoming a parent, a gift to be given to the employee on behalf of
the Company as per the below chart (to be organized by the respective HR at the locations and for the
field by Head Office). This shall be eligible up to 2 children.

In case the parents of the child are both employed in the company, an amount equivalent to the parent
whose eligibility is higher will be gifted to the parents.

Grade Amount
Management Trainee & Above Rs. 15,000/-
Officers / Executives / Trainees Rs. 10,000/-
*The amount is subject to tax

34

MERITORIOUS STUDENT:

To encourage an employee’s child to perform well in academics, the Company shall felicitate the
employee’s child who gets above 90% & above in his/her Board Exams at the time of SSC, XII and
Graduation with a gift cheque of Rs. 5,000/-

MOBILE AND TELEPHONE POLICY:

With the help of new technology, the mobile internet data can also be used in laptop by enabling Wi-
Fi hotspot. Hence, the usage of data card in laptops can be avoided.

Considering the above technology, the Management has decided to withdraw data card for all the
laptop users. Accordingly, the mobile limits have been enhanced, so that employee can choose a good
internet plan and same can be used in their laptops also.

The mobile limit which is inclusive of internet charges is given below:

Designation Limit p.m.

Vice President & Above Actuals

Dy General Manager / General Manager Actuals

Assistant General Manager Rs.2,750/-

Chief Manager Rs.2,250/-

Manager / Sr Manager Rs. 2,000 /-

Asst Manager Rs. 1,500/-

Officers/Executives * Rs. 650/-

*Only for those employees to whom laptop has been provided by the company

Policy Guidelines:

• Employees have to arrange for their own mobile handset.
• Mobile reimbursement will be given to only those who are having postpaid connections.
• The above revised limits are inclusive of internet charges.
• No separate data card will be given by Company. Employees who are having company

provided laptop has to use mobile data for their official use.
• Employees who are not having smart phone and who are using company provided laptop has

to make their own arrangement for procuring the data card. They can claim the
reimbursement upto Rs. 650/- per month for data card usage on submission of bills.
• Employee claiming reimbursement for data card usage will get the mobile reimbursement as
per the Existing Limits.

This policy will be applicable to employees based at RPG House, Navi Mumbai and Ankleshwar Plant
and will be applicable effective July 1, 2016.

35

VISITING CARDS:

All management employees shall be provided visiting cards based on the business and job
requirements. The printing of all the visiting cards will be done centrally through corporate admin.
The designations in the visiting cards will be as per the appointment / increment / promotion letter of
the respective employees.

CUSTOMIZED ALLOWANCE POOL (CAP) :

RPGLS believes in the passing on the best possible benefits to its employees. To come in line with the
objective and keeping the pace with the new industry trend and recent changes made in the income
tax laws, it worked through the concept called Customized Allowance Pool (CAP). This aims to simplify
compensation and make it more meaningful to the employee whereby employee can choose the
salary components as per their personal needs. The sole objective of CAP is to provide the greater
flexibility to the employees to choose his/her salary components and at the same time avail tax
benefits to the maximum. Calendar year for CAP shall be 1st July of the respective year to the 30th June
of the following year.

CAP Components are as follows:
• LTA
• HRA
• Education Allowance
• Car lease rental / Car EMI
• Conveyance Allowance/ Petrol Re-imbursement / Driver’s Salary in case of company provided
/ leased car
• Personal Pay (wherever applicable), will be clubbed together to arrive at a consolidated CAP
amount.

36

37

Sabbatical Policy

(Effective Date: April 01, 2016)

Purpose:

To provide “recharge time” to employees to be able to indulge in personal activities / interests /
passion and resume work as a focused working professional.

Eligibility:

All employees in grades from Assistant Manager and above level who have spent a minimum of 2
years in the company.

Guidelines:

• Sabbatical is a management tool and the primary consideration is always business interests, and
approval of an application is at the sole discretion of the Reporting Manager, Respective MRM
and Head - HR.

• The first preference will be to consider those employees who have performed well, displayed
hard work and commitment, and who now need a ‘recharge’ break.

• Duration of the Sabbatical will be for a maximum period of TWO months.

• An employee who intends to avail this policy needs to provide a six-month notice to her/his
reporting manager and HR.

• Reason for the request of availing the Sabbatical may be any, excluding the
following :

- Medical related reason – either of employee or of family members.
- Higher education pursuit.
- Extension of maternity related leave.

• During the period of sabbatical:

- The employee will continue to abide by the RPG Code of Corporate Governance and Ethics in
its latest version. As part of this, an employee cannot take up alternate employment or offer
paid services at any time during the Sabbatical.

- No hiring will be done for the position of the employee and the employee who goes on
sabbatical will continue to have lien on the job.

- Employee will not earn her/his salary even if he/she has sufficient PL balance. This will be
treated as a leave without pay.

- Service continuity will be maintained for retirement benefits.
- Employee will not earn her/his bonus proportional to the number of days on sabbatical

38

- Employee’s increment for the year will be unaffected, i.e., the number of days on sabbatical
will be considered during increment calculations.

- No extension requests of continuing the sabbatical beyond the two-month period will be
considered.

- The team members, who put in extra effort / hours in lieu of the employee on sabbatical, will
be eligible to be considered for additional ‘Effort Ratings’ (upto a maximum increase of 5
rating points) during their yearly appraisal. This will be based on the sole discretion of the
manager, on a case to case basis.

• If an employee has been a beneficiary under this policy, she/he can re-apply only after 5 years
from the date of resuming work.

39

40

Employee Referral Program

Objective

To provide employees with an opportunity to recommend professionals through their network for
recruiting people in RPG Life Sciences Ltd. This ensures two things:

1. The prospective employee gets the insiders view of the company before making the career
decision.

2. Company leverages employees` professional network.

Scope

All employees

Payout

The payout would be released after six months from the candidate’s date of joining based on level at
which referred candidate has joined. Following will be the amounts:

CEO/President : Rs. 70,000/-
Asst General Manager - Vice President : Rs. 35,000/-
Asst Manager - Chief Manager : Rs. 15,000/-
Officers/Executives : Rs. 10,000/-

Eligibility

Following people will not be eligible for the scheme.

• People responsible for ‘hiring decision’.
• Member of HR Team

Process

a) Relevant vacancies of company to be advertised internally by concerned recruiter.
b) Employee Referral Form to be duly filled by referrer & submitted at mentioned mail id along

with resume of referred candidate.
c) Referrals will not be accepted if a resume has previously been submitted directly by candidate

or by an outside agency.
d) Resume will be valid till next 6 months from receipt along with referral form.
e) Recruiter to ensure submission of Employee Referral form at time of referred candidate

joining to HR Operations team.
f) The payout would be released after six months from the candidate’s date of joining.
g) At the time of referral money pay-out, the referring employee should be in employment with

the company.
h) In event of any disputes, all final decisions will be made by the management.

41

42

Reward and Recognition

The Rewards and Recognition program has been instituted to recognize individual and/or group
performance and also create a culture that celebrates success and motivates more people to achieve
the same. The program is open to all employees. The award will honor people who demonstrate
exemplary performance, accomplishments or behavior that is significantly above and beyond
expectations, or results that produce noticeable improvement in areas such as quality, value to the
customer, speed and people. R&R has been classified under different categories, they are:

For Superior Performance

GOLD CARD:

Overview

• Nomination: Managers shall recommend their team members, Respective MCM approval is
must.

• Eligibility: All employees (Excluding NMS, Field Force)
• Cultural Pillars : Passion for Superior Performance

Awards

• Award : Gold Card worth Rs. 1500/-

Checklist

• Frequency: On the spot.
• Objective: To motivate employees to put in a little ‘extra’ in everything he/she does for

improved performance and an exemplary performance in the job assigned.
• Process Owner: Corporate HR will be responsible for award distribution and co-ordination.

Send your request to Corporate HR for a gold card.
• Reason: To be awarded to an employee for going extra mile and for an exemplary

performance.
• Gold Card to be encashed only with the monthly salary. Voucher Payments are not allowed.

Parameters & Weightages:

Parameters Weightage Reviewer Score
(1-Lowest, 30-Highest)
Speed of Executing the job assigned 20
Quality of work 30 1 to 20
Importance of the job/activity assigned 20 1 to 30
Extra effort for superior performance 30 1 to 20
Highest Score 100 1 to 30
Cut of Score 80

43

SMILEY CARD:

Overview

• Nomination : Can give it to any one irrespective hierarchy
• Eligibility : All employees (Excluding NMS, Field Force)
• Cultural Pillars : Collaboration and cross functional synergy

Checklist

• Frequency: On the spot
• Reason: Peer recognition for those who have gone beyond their call of duty and helped

others in achieving common organizational goals. Not given to do this assigned job.
• Objective: To encourage employees to build a healthy and team spirit culture.
• Process owner: Corporate HR will be responsible for award distribution and coordination.

Send your request to Corporate HR for a Smiley Card.

WINNER:

Objective

To recognize the best performing team amongst Biotech Ankleshwar, Formulation Ankleshwar and
API Thane.

Approval Process: The best performing team w.r.t. the following criterion:

• Productivity
- Delivery / Production Hit Ratio

• OPEX
- DOER (Department operations expenses report) / OPEX (Operation Expenditure) per Unit

Production.

• Process/Service Innovation
- Productivity Improvement/Cost Reduction Project (Annualized savings)

• Quality
- Rejection Percentage

• Safety
- Incidents of accidents
The nomination form to be filled by the plant heads is appended at the end.

Scope: Three Plant Locations

Frequency of Award: Quarterly

Award: A Rolling Trophy.

44