Final Employee Handbook

HR POLICIES AND PROCESSESS

The following is a brief summary of HR policies:
PROBATION AND CONFIRMATION
All our people joining in Grade II to Grade L14 will be on a probation period of 6 months.
On completion of 6 months, their performance would be appraised and they will be issued a
Letter of Confirmation in the services if their performance meets with the Company standards.
LEAVE POLICIES
You are entitled to a weekly off and 11 festival holidays. Besides these holidays, you are
entitled to the following leaves:
Privilege Leave (PL):
Every employee, after 12 months of service, is eligible for 25 days every financial year.

w PL can be applied for minimum 4 days.
w Accumulation upto 75 days is possible.
w PL can be accumulated up to a maximum of 75 days. PL in excess of 75 days as on 1st

April will get encashed.
Casual Leave (CL):
Every confirmed employee is eligible for 7 days of CL per financial year.

w Cannot avail more than 3 consecutive days.
w Any un-availed CL on 31st March will be credited into the PL account, subject to a

maximum PL accumulation of 75 days.
Sick Leave (SL):
Every employee is eligible for this from date of joining to a maximum of 7 days of SL per
financial year.

w SL in excess of 21 days will get credited to PL, subject to maximum 75 days in PL account.
w SL more than 3 consecutive days require medical certificate.
Maternity Leave:
w Female employees of the Company will be eligible for 180 days of maternity leave, of

which not more than 6 weeks can precede the expected date of confinement, as per
Maternity Benefit Act, 1961 Paternity Leave

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HR POLICIES AND PROCESSESS

Paternity Leave:

The company would grant Paternity Leave of 6 days, excluding public and weekly off falling in
between, for all male employees of the company subject to the following conditions (effective
18/11/2015):

Paternity leave can be availed for 2 confinements only during the period of employment in
the company.

w The sanction would be granted only upon an employee producing the birth certificate
of his child within one month of availing this leave.

Adoption Leave:

In case of Adoption the female employee can avail of a maximum of 3 months Adoption leave
post adoption with full pay.
Female employees should apply for adoption leave atleast two week prior to adoption with
necessary documentary evidence.
Male employees adopting a child can avail of 6 days Adoption Leave post adoption .The leave
has to be availed of with in the first three months of adoption. Necessary documentary
evidence will have to submitted by employees along with application for adoption leave.
Adoption Leave can be availed of by an employee only once during the period of employment
in the Company.

COMPENSATORY OFF:

A compensatory off may be granted to an employee who has worked on a day which was
his/her normal weekly off or a holiday.

w Can be availed by employees from Grade II to L7.

w Must be availed within the three months of having become due and may be combined with
any form of leave, but not between two holidays.

Employees in Grade II and III whose weekly offs coincide with TC/SH will be entitled for 1
Compensatory off and if such a person works on such TC/SH he/she will be allowed a
compensatory off + the holiday working allowance.

NIGHT ALLOWANCE:

Any employee upto grade L9 who has put in a 9 hour shift which crosses 00:00 hrs would be
entitled to a night allowance of Rs.120/- per night.

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HR POLICIES AND PROCESSESS

TRANSFERS
Transfer from one location to another is an explicit contractual obligation for all employees.
The Company shall generally resort to transfer of employee for the following reasons:

a. To build/supplement skills required.
b. To reallocate surplus manpower.
c. To provide scope for growth in terms of responsibility and grades.
d. To fill up a vacancy.
e. To cater to specific requests from employees.
The employee will be eligible for movement of goods allowance and dislocation allowance as
per policy. Also, a new allowance\benefit of education assistance has been approved for the
employees getting transferred (only company initiated and NOT applicable for employee
request (transfers) for the children of employees getting transferred). The reimbursement
amount is for per child for admission fee + 1 QTR overlap tuition fee & doesn't include any
other fee head & donation amount. The reimbursement would be done at actual or as per the
amount mentioned in the policy, whichever is less subject to production of receipts from the
school.

REIMBURSEMENTS AND GIFTS

LOCAL CONVEYANCE :
Local conveyance expenses on two wheelers for official work are reimbursed at rates
specified from time to time.
PICNIC ALLOWANCE :
Every employee on the rolls of the company is eligible to picnic reimbursement of Rs.500/- per
financial year.
MARRIAGE GIFT :

w All employees on the rolls of Blue Dart Express is eligible for this Marriage Gift.
w Upon submission of the wedding or reception invite, the HO-HR will send out a

congratulatory note to the newly wedded couple along with a cheque of Rs. 2000/- as a
token of joy sharing.

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REIMBURSEMENTS AND GIFTS

UNIFORMS
Operations staff and Counter staff to wear uniform while on duty at least within one week of
joining the company. For employees who are on probation period reimbursement will be made
only after confirmation.
Uniform for Pick-up and Delivery staff

w 3 sets of stitched uniform shirts
w 3 sets of trouser material (This has to be stitched by the employees and then reimbursed

as per the policy)
w 3 pairs of Black Nylon socks
w 1 leather belt
w 1 pair of shoes
Uniform for Male Counter staff
w 3 sets of stitched uniform shirts (White shirt)
w 3 sets of trouser material (This has to be stitched by the employees and then reimbursed

as per the policy)
w 3 pairs of Black Nylon socks
w 1 leather belt
Uniform for Female Counter Staff
w 3 sets of Western outfit comprising of readymade shirt and jacket and for trouser the

material will be provided and to be stitched locally.
OR

w 3 sets of printed saree & blouse. (Sarees & blouse piece will be provided by the vendor)
Blouse will have to stitched locally and then reimbursed as per the policy)

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HEALTH AND WELLBEING

MEDICLAIM POLICY

w Eligibility: Employees and their dependents (Spouse & Max. first 2 (Two) dependent
children (upto age 21yrs) are entitled to be covered under this policy.

w Insurance Carrier & TPA: The current policy is issued by ICICI Lombard General
Insurance Company Ltd. ICICI Lombard-Healthcare (I-Healthcare) is the third party
administrator (TPA) servicing the policy.

Sum Assured: The sum insured eligibility is as under:

Grade Family floater sum insured (INR)

STAFF 200,000
L14 – L11 200,000
L10 – L8 300,000
L7 & above 400,000

BRACE- BLUE DART'S REIMBURSEMENT OF ACCIDENT CLAIMS & EXPENSES

To provide timely relief including reimbursement of medical expenses and also make good
the loss of pay incurred to our employees in the unfortunate event of an accident while on
duty.

All employees of the company who meet with an accident during the course of employment
and whilst on duty, which includes traveling from home to work or from work to home, are
eligible for this scheme.

This scheme is not applicable in case of accidents resulting in death as the same are
covered under Accident Group Insurance Policy and DBF

ANNUAL HEALTH CHECK-UP

All Managers 35 years and above undergo Health Check-up every year. The Health
Check-up package is designed by the company empanelled Doctor. All staffs that are 50
years and above also undergo Health check-up every year.

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EMPLOYEE WELFARE

DEATH BENEVOLENT FUND (DBF)

w To provide social security to family of a deceased Blue Darter who volunteers to be a
member to this scheme.

w All employees contribute one day’s basic salary & company contributes the equivalent
amount max. Rs.1.5 lakhs, in case of death of any Blue Darter (except in case of suicide).

w Fund collected is handed over to nominees after completing legal formalities.

w Employees can change nominations as & when required.

STEP- SUBSIDIZED TUITION & EDUCATION PLAN:

Enables employees to acquire higher qualification skills to enhance career prospects/
personal development/ improve effectiveness on current assignment.

w 1 year of permanent service in the company and can be availed thrice during entire tenure.

w Employee will not be given time off from work to attend courses.

w The company will subsidize the employee 75% or Rs 10000/- whichever is less of the
tuition fees, registration fees, examination fees.

UPSTAIRS

As part of the Deutsche Post DHL's corporate responsibility strategy, UPstairs is a GoTeach
initiative that promotes equal education opportunity. Through the UPstairs program the
company will support selected employee's children with a scholarship for three years.

Upstairs is a unique program for employees in Grade L13 and below (i.e. L13, L14, Gr II and Gr
III.) This year also, 4 scholars would be selected for scholarships between Class 6 and Class
12. Details regarding the application process, eligibility criteria, program details are attached
for your reference.

Salient Features:

w Under this Program the company will support childrens education of BDE employees
from L13 and below (i.e. L13, L14, Gr II and Gr III as per the new levels)

w Scholarship is provided for a duration of 3 years

w Scholarship of 2000 Euros per year each child for three years

w Mentoring Support: Individual Mentoring for children and an annual review to monitor the
progress of the scholars

w Study Tour @ BDE Locations

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EMPLOYEE WELFARE

DISCOUNTED PERSONAL SHIPMENT
The employees under this scheme are provided with the facility to send their personal
shipment on company's network both Domestic and International.

w Request to be registered for personal shipment through location in charge. Approval from
immediate superior has to be taken before booking the shipment through this scheme.

w Benefit can be availed for a maximum 12 times in a financial year.
w Cash payment to be made to the respective counter along with copy of approval mail

received from location in charge.
w The rate structure and the procedure to be followed are:

Ÿ Domestic: Rs.35+FS+ST (Upto a maximum of 5kgs per shipment)
Ÿ International: 75% discount on tariff+FS+ST (Upto a maximum of 5 kgs per shipment)
PROVISION FOR SALARY ADVANCE
In cases, where employees have no option but to seek financial assistance from the company,
salary advance may be allowed, as an exception to an employee in the event of an unforeseen
hardship met on account of :
w Medical - Self/family/dependent parents of self or spouse
w Marriage - Self/dependent sister of self or spouse/children
w Death - Family member (includes dependent parents/ siblings of self or spouse)
w Admission of children in the below mentioned courses:
w Professional education like Engineering /Medical ( regular and affiliated course) after 12th
Class .
w MBA /PGDBM course full time and regular ( affiliated to UGC/AICTE).
Salary advance will be granted upto a maximum of 10 months basis salary of employee or
Rs. 30,000/- which ever is lesser.
w The amount advanced to the employee shall be recovered from his salary in minimum of 6
monthly installments and maximum of 10 monthly installments, following the grant of
advance.
w Benefit under these guidelines can be extended to an employee only once in 2 years .

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TRAINING AND DEVELOPMENT

The prime objective of all Training and Development initiatives is to prepare a
highly-competent professional, trained in both technical and behavioural competencies, and
to provide a strong foundation for building a long-term career for our people.

As an organization, we believe in providing an environment of learning, development and
continuous growth to our people. Our Training and Development focuses on instilling skills
needed to face future challenges and to meet and exceed customer satisfaction with ease.
The kind of training needed for an employee is framed according to the individual, regional and
functional level. Key Focus Areas are finalized keeping in mind the organization's goals and
priorities.

The spirit of learning has enabled many Blue Darters to respect organizational commitment
which has led to continuous personal and professional development of the employee.

We are proud that today most of our managers have risen from the ranks.

Throughout the year, many focused programmes are organized for the employees. The
induction process is a formal, structured and intense programme to help our people
understand the culture and functioning of the organization.

The following mandatory technical training programmes such as Dangerous Good
Regulations, Package Handling, Counter Handling, Product Training etc. are conducted to
help them to perform better.

Dangerous Goods Awareness Training

Dangerous Goods Awareness training is for all personnel who handle packages & cargo and is
a MUST for all BLUE DART employees in operations, security, sales, hub operations,
customer service and pick up PDAs. All employees in these departments have to undergo this
training twice in a year. All new joinees in these departments are to be covered within one
month of joining. Dangerous goods are articles or substances which are capable of posing a
significant risk to health & safety or to property when transported by air. Since many shipments
are handled in the network which contain chemicals which are either in a liquid, semi liquid,
semi solid or solid form which may contain dangerous goods or dangerous items, it is
mandatory that all personnel know & are aware of the threats to humans, property and to our
aircrafts.

Counter Training

Blue Dart has walk-in counters at most of the locations. Counter Training is for the identified
personnel handling counters. They have to undergo this training twice a year. All new joinees
who are designated as counter staff go through the training within one month. These
personnel are trained as how to present themselves in front of the customer, how to behave
with the customer and ways to handle shipments and fill the AWB.

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TRAINING AND DEVELOPMENT

Product Training
Product training is for sales people to give them in-depth knowledge about Blue Dart products,
shipment flow, surface & apex paperwork requirements, AWB filling, insurance cover offered
by Blue Dart to its customers and package handling.
Package Handling
Package handling training is for the operations staff and is conducted twice a year.
Apart from the mandatory training, behavioral trainings are also conducted based on the
needs identified through Motiv-8. These trainings are conducted from time to time and the
feedback of the Functional Heads are sought to identify the specific functional and soft skill
needs.
Apart from internal trainings, employees are also nominated for various Conferences and
Seminars which help to capture the changing perspectives of the functions and the overall
business. Employees are also nominated to attend external trainings and workshops where
needed, to develop their skills and improve the performance.
The Customer Service team has special trainings conducted to keep updating their
communication and leadership skills. These interventions are done keeping in mind the need
to have a smart, empathetic and high performing customer service department catering to this
competitive market.
The New Age Leadership Development Program is designed especially for Supervisors. The
objective behind the training program is to provide them with the guidelines, so as to help them
walk the path to future leadership. It includes, personal effectiveness, team building and
management and also leadership skills, all spread across three levels of training: Prarambh,
Neev and Udaan.

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REWARDS AND RECOGNITION

BRAVO BLUE DARTER AWARD
An on-the spot award given by individual Managers to their subordinates for outstanding
achievements and efforts on their part in the course of day-to-day work.
The award entitles the awardees to a Commendation Certificate, signed by the immediate
superior, a Bravo Blue Darter Memento and a cheque of Rs. 500/- .
SUPER DARTER AWARD
Constituted in recognition and awarding a performance that far exceeds the call of duty.
The award entitles the awardee to a Commendation Certificate, signed by the Managing
Director and the Regional Head or HO Functional Head, a specially- crafted gold-plated lapel
pin, a cheque of Rs. 2,000/- and publication of the award in the Daily News.
TRUE BLUE – A Loyalist Programme
On the completion of 5 years of continuous service with the company, the employee will be
eligible to enter into the rank of True Blues. The employee will receive a wrist watch with the
logo of Blue Dart on it.
EMPLOYEE OF THE YEAR AWARD (DHL & BDE employees together)
This is to encourage excellence by recognizing our top performing, customer (external /
internal) focused people across the country.
The award further exists to recognize and effectively attract, retain and manage our top
performing employees.
OUTSTANDING SALES PERFORMER AWARD
Outstanding Sales Performer (OSP) category recognizes employees within the sales function
who have significantly exceeded their annual individual sales targets.
The employee of the year awardees will receive the following in recognition of their
outstanding achievements:

w A trip to the awards ceremony.
w A trophy, presented by a Senior Manager.
w A certificate signed by the Senior Management of each respective entity.
w € 500.00 cash award

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RECRUITMENT PROCESS

w The recruitment process begins with manpower requirement raised by locations/regions
or HO

w It could be either due to additional manpower requirement/separation

w Frontline /Direct function replacement vacancies are sanctioned by RH at region and
others are sanctioned by Management at HO

w Once vacancy is approved with detailed justifications, the regional teams in HR start with
the recruitment process

w Senior level recruitments are handled with support of HO

The preferred sources of recruitment are:
— Placement Agencies
— Job Portals / WALK-INNs
— DN Advertisements / ADs
— Referrals

w After obtaining CVs, they are screened, interviewed and selected based on fitment to
culture and profile.

w For many positions, IJP (internal Job Postings) are also floated.

GRADES AND DESIGNATIONS

New Grades Designations

L14 Executive
L13 Sr. Executive
L12 Sr. Executive
L11 Asst. Manager
L-10
L-9 Manager
L-8 Manager
L7 Manager
L6 Manager
L5 Sr. Manager
L4 General Manager
L3 General Manager
L2 Vice President
Sr. Vice President

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RECRUITMENT PROCESS

As per the below checklist all new joinees have to submit the documents 2 days before joining
the organization.
1. Company application form
2. Benevolent fund form
3. Employee’s provident fund scheme, 1952 (form 2)
4. Employee’s family pension scheme, 1971 (form 2)
5. Gratuity nomination form
6. ESIC form (for those applicable)
7. Police verification form (for those applicable)
8. Colored stamp size photographs & 2 colored passport size photographs
9. Two written reference letters from referees indicated by you in the application form
10. Originals and photocopies of all educational certificates and marks list
11. Originals and photocopy certificate giving proof of age (school / college leaving

certificate)
12. Originals and photocopies of experience certificate/s / testimonials from previous

employer/s
13. Originals and photocopies of certificates of extra-curricular activities
14. For TSR require No Objection certificate from both parents
15. For people applying for the position of couriers – a “No Objection” letter from parents,

stating that they are aware that the job entails extensive travelling and may involve many
days away from home as well as dangers associated with such travelling.
16. For field based employees – a photocopy of two wheeler permanent driving license and
proof of ownership of two wheeler / availability of two wheeler at the disposal of the
prospective employee
17. For drivers – a photocopy of driving license for light / heavy commercial vehicles
18. Originals and photocopy of ration card
19. One family photo (with nominee’s for ESIC purpose)
20. Medical Report
21. Pre Employment Verification
22. Originals and photocopy of PAN Card.

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RECRUITMENT PROCESS

EMPLOYEE REFFERAL SCHEME
Blue Darters know who is the ideal candidate for BDE and hence their referred candidates are
expected to be the best. Keeping this in mind and to encourage Blue Darters to refer
candidates for recruitment "The Employee Referral Scheme" has been formulated.
The details of Scheme are as under :

w Positions in BDE may be filled in through candidates referred by BDE employees.
w If a candidate referred by an employee is either selected or kept in the backup pool

(reserve), a note of thanks, signed by the RHRM will be given to the employee who has
referred the candidate.
w If the candidate referred by an existing employee is selected, a referral form is filled by
the Referrer and handed over to HR.
w HR updates the referral data in Pride.
If the candidate successfully completes the probation period or stays for a minimum of 6
months, an appreciation letter signed by Regional Head or Functional Head will be given to the
employee along with a award of Rs 2000/- by way of cheque.

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LEADERSHIP PIPELINE

MANAGEMENT TRAINEE SCHEME

Management Trainee Scheme is to recruit and groom outstanding fresh post graduates to
become future leaders of Blue Dart Express and strengthen the leadership pipeline and bench
strength. The selected Management Trainees will be placed in a special one year training,
including on-the-job training, projects and job assignments and will be promoted to undertake
managerial position if they are qualified after this period and after assessment.

Thus to develop these young managers through a comprehensive class room as well as on
field study, the Management Trainee Development Program (MTDP) has been created.

The objective of the Management Trainee Development Program is:

w Talent Management and Leadership Development in a structured and planned manner

w Induct fresh talent with Management Qualification

w To build cadres & strengthen future leadership pipeline

w To strengthen 2nd line / 3rd line in critical functions such as Sales / Branch Management
and Operations Functions in the first phase & look at other functions in the 2nd phase.

The Training period would be comprising of 2 months of extensive class room as well as
adequate field visits and on-the-job trainings that would bolsters the learners in a complete
manner.

The flow of events are:
w Launch
w Induction
w Functional Training
w Behavioral & Leadership Training
w Field Projects
w On-the-job learning
w Presentations
w Review
w Goal Setting

MENTORING

Mentoring is a power free partnership between two individuals in which the focus is not to
make a mentee dependent but to help the mentee develop an independent thinking. It is a long
term relationship, focusing career development, set by the mentee with the mentor providing
support and guidance to prepare them for future roles.

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LEADERSHIP PIPELINE

A mentor manages the relationship, encourages, nurtures, teaches, offers mutual respect and
responds to Mentee's needs. It also provides opportunity to the mentor to share and validate
knowledge gathered through his experience in the organization.

Mentee gets exposure to new ideas, theories, practices and people. Gets an opportunity to
exchange ideas and also receives feedback on areas of improvement.

At Blue Dart, our attempt is to institutionalize a mentoring culture within the organization,
supported and nurtured by the immediate supervisor of the mentee and an internal trained
mentor who stands beyond the periphery of this relationship. Therefore, in Blue Dart
Mentoring Program, every mentee is assisted by a mentor nominated for him by the Corporate
HR, who may or may not be from his line of function.

All Management Trainees joining our organization will come within the purview of this program.

The aim is to help grow internal talent by providing the participants with leadership challenges
and developmental opportunities.

The Mentoring Procedure is as follows:

IDENTIFY AND MENTOR-MENTEE NURTURING THE
DEVELOP MENTORS ORIENTATION & RELATIONSHIP
GOAL SETTING

THE MENTORING PROGRAM CHAMPION-HR E VFEAELDUBAATCIKO&N

REWARDS AND SUSTAIN THE
RECOGNITIONS RELATIONSHIP

WIN-WIN
FOR ALL

BUDDY SCHEME

Buddy is a person who acts like a friend to the new joinee and help them to settle down in the
organisation. The buddy provides them with proper guidance in the day to day operations and
processes.

This helps the organisation to build a culture of team work, friendliness & openness resulting in
strong working relationships. This in turn makes the new joinee feel comfortable and the
organization can retain talent.

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LEADERSHIP PIPELINE

Buddy is selected from amongst the employees who have served the organization for more
than 1 year but less than 3 years.
The Buddy relation will be for a period of 6 months.
Buddies will be awarded and appreciated for the work done by them on the basis of the
feedback given by the new joinee following a feedback mechanism.
GRADUATE EXECUTIVE TRAINEE - UMANG

w Umang is a frontline operational leadership development program at Blue Dart. It is
a career development initiative for nurturing young talents and grooming them to
become future leaders of Blue Dart Express Limited and strengthen the bench strength
of operations management team. It offers fresh graduates who wish to embark on a
career in the logistics industry a platform to groom, grow and develop themselves.

w The objective of the program is to develop operational succession pipelines by infusing
fresh blood with innovative and creative mindset in the organization. This program will
prepare these young talents to take supervisory roles in operations like Duty Officer in Air
and Ground Hub, Area Operations Executive, Service Centre Operations Executive,
E-Retail Operations Executive, Fleet In-charge etc. and groomed to Branch Operations
Manager, Air and Ground Operations Manager as part of career development under the
Program .

w It is a one year structured, rotational, career development program that provides
opportunities to work and cross train in various operational functions within the logistics
business. The selected Graduate Trainees will be placed in a special development plan,
including class room sessions, on-the-job training and various field assignments to
enable, enhance and empower them.

w They will be given an opportunity to undertake various operational supervisory positions
subject to qualifying assessment and evaluation of their performance during their
training period.

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EMPLOYEE RELATIONS & STATUTORY BENEFITS

PROVIDENT FUND
w The provisions of Provident Fund Scheme 1952, Employee's Pension Scheme 1995 and
Employees Deposit – Linked Insurance Schemes 1976, constituted under The
Employee's Provident Funds and Miscellaneous Provisions Act 1952 are applicable to
the Company.
w For all the employees, Provident Fund membership will commence from the date of
joining service with the Company. Membership to the scheme and contributions made to
the scheme both by the employee and the employer are mandatory statutory
requirement.
w A contribution calculated at 12% of Basic pay and special allowance for Grade II and
Grade III staff and 12% of Basic pay for L14 and above will be deducted monthly from the
wages of the employee and the Company will contribute an equivalent amount towards
the Provident Fund.

GRATUITY:
w This scheme was set up by Blue Dart to provide Gratuity benefits to its employees upon
their retirement from service at or after a specified age or on their becoming
incapacitated prior to such retirement or on termination of service after a minimum period
of 5 years of service or to the nominees in the event of their death.
w The Gratuity claims are settled by LIC from the Gratuity Fund a/c.
w It is calculated @ 4.8% of basic per month.
w For computation, the Gratuity due to employee on termination or retirement after 5 years
of service will be equal to 15/26 of last month's salary for each completed year of service.

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EMPLOYEE RELATIONS & STATUTORY BENEFITS

ESI

The ESI Scheme under The Employees' State Insurance Act, 1948 is applicable to employees
who earn 'Wages' equal to or less than Rs. 15,000/- per month, excluding performance
incentive.

Under the ESI Act, 1948 'Wages' includes Basic Salary, House Rent Allowance, Special
Allowance, Conveyance, Medical, LTA, Attire Allowance and any other allowance that may be
paid as wages, or in any other form at intervals not exceeding two months.

A contribution calculated @ 1.75% (rounded to the next higher multiple of Re1/-) will be
deducted monthly from the wages, as defined in the ESI Act. The company shall also make a
contribution in regard to all such employees calculated @ 4.75% of their wage (rounded to the
next higher multiple of Re1/-) as defined in the ESI Act.

All employees covered under the ESI Act are entitled to receive the following benefits:

i) Medical Benefit (for entire family):

Restricted Medical Care:
Free Supply of drugs and dressings entitled prescribed by the Insurance Medical Officer.

Expanded Medical Care:
Includes OPD treatment, domiciliary visit where necessary, Specialist Consultation
in-patient treatment.

Note: Family means the spouse and minor legitimate and adopted children dependent
upon the insured person and his dependent parents.
Sickness Benefit includes payment in lieu of loss of wages on account of sickness.

ii) Disablement Benefit is payable to an insured person on account of an employment injury
for which it is required for the employee to stay away from work due to disablement.

iiI) A Permanent Disablement Benefit is awarded by the ESIC Medical Board after
examining the residual disability as a result of an employment injury.

iv) Funeral Benefit not exceeding Rs. 1000/- can be claimed by the next of kin upon the
death of an employee within three months of such death.

v) In the case of death of an insured employee resulting from an employment injury,
dependents will be entitled to periodic payments referred to as Dependents Benefit as
per the provisions of the ESI Scheme.

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GRIEVANCE REDRESSAL PROGRAM

GRIEVANCE REDRESSAL PROGRAM

In order to ensure justice, fair play and transparency at all levels, the company has a policy
called the “Grievance Redressal Program”.

Grievance in this context refers to an individual complaint of an employee against any order
issued by the Management or any perception of injustice felt by him / her due to non-fulfillment
of his / her right within the rules and procedures.

EMPLOYEE GRIEVANCE STEP 1
Branch Mgt. Review done by BM, RM,
ISSUES
1. Promotions RHRM (Not exceeding 7 days)
2. Leave
3. Payment STEP 2
4. Work Assignment Head Office Review done by GMs / Sr.VPs
5. Work Environment
6. Entitlements (Not exceeding 7 days)
7. Any other Grievance
STEP 3
MD’s Review (Not exceeding 7 days)

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DPDHL COMPLIANCE

An organization is known by the standards & codes it operates under, be they in governance,
ethics, integrity, social responsibility or even all of us working together with mutual respect and
trust.

Ensuring the above and setting the standard for the industry has always been the credo at Blue
Dart. We have always been a complaint organization following all the procedures, policies and
regulations that have been laid down in the land to conduct or business, we shall continue
doing that now and always.

As a part of a larger global group DPDHL that is acknowledged as a compliance benchmark,
Blue Dart also aligns with its philosophy. We will learn and share best practices in all the
aspects of compliance to emerge more resilient for the future.

As per the global Compliance Office, Blue Dart employees are required to fulfill compliance
and complete the following compliance training:

Code of Conduct – All Employees of BDE

Anti Corruption and Business Ethics Policy – All Employees of BDE

Supplier Code of conduct – All those dealing with suppliers/vendors.

Competition Compliance Policy – All employees in Sales

Anti-Corruption & Business Ethics Policy - Salient Features
Acceptance of gifts:

1. Acceptance of gifts without supervisor approval allowed up to the following special limits -
50 Euro (Rs 3825 approx.) for non-tariff /non executives and 100 Euro (Rs. 7650 approx.)
for executives); when exceeding these limits, approval of supervisor and Compliance
Office PeP required; maximum 250 Euro (Rs 19100 approx.).

2. No cash gifts.
3. Acceptance of a gift must reflect good business practice and ethics.
4. No acceptance of gifts prior to business transactions.
5. Not more than 3 gifts per customer/year permitted.

Provision of gifts:
1. Providing gifts to customers, service providers, business partners, etc. with little value,
such as calendars or freebies, is allowed.
2. No gifts exceeding the amount of 100 Euro or equivalent in local currency (Rs 7650
approx.).
3. Only gifts permitted that reflect good business practice and ethics.
4. No gifts to public officials.
5. No cash gifts.

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DPDHL COMPLIANCE

6. Not more than 3 gifts per customer/year.
7. No provision of gifts prior to business transactions.

Hospitality:
1. Hospitality may be provided to public officials as called for by common etiquette and only if
related to the business at hand (eg, lunch during a meeting). The hospitality provided must
be modest and appropriate.
2. A payment for meals must on no account be construed by a public official as a benefit
intended to influence his/her decision-making in any way, whether in public office or in
business, and must comply with the applicable laws.
3. Hospitality or entertainment having a market value or a purchase price in excess of 250
Euro (Rs. 19100 approx.) per recipient is not permitted.

Invitations in connection with Sponsored Events:
Sponsoring means supporting a person, party, group, organization or event through financial
payments, payments in kind, volunteering or supply of services. In connection with such
sponsoring activities Deutsche Post DHL offers invitations to specific organized occasions to
its customers, suppliers and other business partners including certain hospitality elements in
connection therewith.

Any invitation to a sponsored event is not permitted that:
1. violates applicable laws and ethical standards;
2. exceeds a monetary value of 250 Euro (Rs 19100 approx.);
3. involves public officials;
4. can be perceived as bribe or other improper inducement;
5. influences or appears to influence business decisions;
6. could embarrass the parties when publicly disclosed;
7. is not handled transparently.

For gifts, benefits and invitations which go beyond the guidelines, or in case of doubt, prior
written approval must be obtained from either the Global or Business Unit Compliance Office.

Supplier Code of conduct Policy - Salient Features
We ought to be fully aware of the responsibility we bear toward our customers, shareholders,
employees and the communities in which we work. Thus, we have given ourselves a strict set
of ethical values to guide us in our business dealings. We expect all our suppliers, i.e., all
companies who do business with any Deutsche Post DHL company, to adhere to the same
ethical principles. For this purpose, Deutsche Post DHL has drawn up this Supplier Code of
Conduct, which sets the standards for doing business with a Deutsche Post DHL company.

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DPDHL COMPLIANCE

Laws and Ethical Standards
The supplier shall comply with all laws applicable to its business. The supplier should support
the principles of the United Nations Global Compact, the UN Universal Declaration of Human
Rights as well as the 1998 International Labour Organization Declaration on Fundamental
Principles and Rights at Work, in accordance with national law and practice.

This especially applies to:
• Child Labor

The supplier employs no children under the age of 15. If national laws or regulations allow
children between the ages of 13 and 15 to perform light work, such work is not permitted
under any circumstances if it would hinder a minor from the completion of compulsory
schooling or training, or if the employment would be harmful to their health or development
(reference: ILO Convention138(7)).

• Forced Labor
The supplier shall make no use of forced or compulsory labor.

• Compensation and Working Hours
The supplier shall comply with the respective national laws and regulations regarding
working hours, wages and benefits.

• Discrimination
The supplier does not discriminate on the basis of race, religion, disability, age, sexual
orientation or gender.

Health & Safety
We expect our suppliers to strive to implement the standards of occupational health and safety
at a high level. The supplier complies with applicable occupational health and safety
regulations and provides a work environment that is safe and conducive to good health, in
order to preserve the health of employees and prevent accidents, injuries and work related
illnesses.

Business Continuity Planning
The supplier shall be prepared for any disruptions of its business (e.g. natural disasters,
terrorism, software viruses, illness, pandemic, infectious diseases). This preparedness
especially includes disaster plans to protect both employees and the environment as far as
possible from the effects of possible disasters that arise within the domain of operations.

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DPDHL COMPLIANCE

Improper Payments/Bribery
The supplier shall comply with international anti-bribery standards as stated in the United
Nations Global Compact as well as local anti-corruption and bribery laws. In particular, the
supplier may not offer services, gifts or benefits to Deutsche Post DHL employees in order to
influence employee conduct in representing Deutsche Post DHL.

Environment
The supplier shall comply with all applicable environmental laws, regulations and standards as
well as implement an effective system to identify and eliminate potential hazards to the
environment.

Business Partner Dialogue
The supplier shall communicate the principles stated in the Code and detailed above to its
subcontractors and other business partners who are involved in supplying the products and
services described in the main contract. The supplier shall motivate such parties to adhere to
the same standards.

Compliance with the Supplier Code of Conduct
Deutsche Post DHL reserves the right, upon reasonable notice, to check compliance with the
requirements of the Supplier Code of Conduct. Deutsche Post DHL encourages its suppliers
to implement their own binding guidelines for ethical behavior.

Main Principles for Suppliers
The supplier encourages its suppliers to adhere to the ethical standards, human rights, health
and safety standards and environmental standards upon which this agreement is based, as
part of fulfilling their contractual obligations.

Any breach of the obligations stipulated in this Supplier Code of Conduct is considered a
material breach of contract by the supplier.

Competition Compliance Policy - Salient Features
All companies in the Deutsche Post DHL Group are obliged to observe, and to ensure the
observance by their managers and employees, of all applicable competition laws. As a
supplement to Deutsche Post DHL’s Code of Conduct, this Policy is a binding document.
Accordingly, all managers of Deutsche Post DHL are required to:

• Fully acquaint themselves with all applicable competition laws, internal policies and
procedures;

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DPDHL COMPLIANCE

• Comply with all competition laws applicable to the performance of their duties, as well as
all internal policies, where they impose a higher or more specific standard;

• Avoid all unnecessary contact with competitors and especially refrain from any review of
terms and conditions for products and services, particularly prices or price breakdowns,
with these;

• Participate and successfully complete the mandatory ‘Competition Compliance’ training
program and further training programs mandated by the Global Compliance Office;

• Notify the Global or Regional Compliance Office, or the Legal Department – in writing or
via the online form provided - of each Trade Association of which he or she is a member or
a regular attendee.

CONSEQUENCES OF COMPETITION LAW BREACHES
Deutsche Post DHL companies will investigate suspected breaches of the law immediately
and thoroughly. Such violations may also be sanctioned internally by the measures available
under labor law.
Deutsche Post DHL managers are required to report their knowledge or suspicion of breaches
of the law immediately to their local Legal Department or Regional Compliance Office. In all
cases, strict confidentiality will be observed if requested by the notifying employee.

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CODE OF CONDUCT

Blue Dart has built a reputation as a successful organization with high ethical standards and
Corporate Governance. We seek to achieve our Vision through the highest principles of
integrity, honour and concern for the environment and by rendering valuable services to our
esteemed customers.

Our vision is "To be the best and set the pace in the air express integrated transportation and
distribution industry with a business and human conscience. We commit to develop, reward
and recognize our people who, through high quality and professional service and use of
sophisticated technology, will meet and exceed customer and stakeholder expectations
profitably."

Blue Dart Express Ltd. is committed to compliance with all laws and regulations that apply to it
with the spirit and intent of high business ethics, honesty and integrity. To this end, the
Company requires all its employees to respect and embrace the principles set forth in this
Code of Conduct.

What is a “Code of Conduct”?

A Code of Conduct is a written document that outlines the Company values, principles and
guidelines in a variety of areas, and enables the company to publicly state to its suppliers,
customers, consumers and stockholders, the way in which it intends to do business.

Introduction :

This code of Conduct helps to ensure compliance with legal requirements and to set the
standards of business conduct.

All Employees must act within the purview of Authority conferred upon them and with a duty to
make informed decisions and policies in the best interest of the Company and its shareholders
and stakeholders.

With a view to maintaining high standards, employees must observe the published Code of
Conduct in all their activities.

1. Our Ethical Standards:

Honesty and Integrity

All employees shall conduct their activities, on behalf of the Company and on their personal
behalf, with honesty, integrity and fairness. All employees will act in good faith, responsibly,
with due care, competence and diligence, without allowing their independent judgment to be
subordinated. Employees will act in the best interest of the Company and shall always
endeavor to fulfill their obligations towards the Company.

All employees are required to comply with all applicable laws, rules and regulations, both in
letter and in spirit. In order to assist the Company in promoting lawful and ethical behavior,
employees must report any possible violation of law, rules, regulations or the Code of Conduct

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CODE OF CONDUCT

to the HR Department. Copy to the Company Secretary.

2. Our Stakeholder Engagement

Customer Satisfaction

We place the highest priority on making our customers successful, knowing that customer
success guarantees our own success. Our activities are governed by our knowledge of the
requirements of our customers and the markets. We include and prioritize the customer focus
in all our business processes, projects and dealings.

We know that we will be measured by our ethical, social and environmental performance as
much as by the quality of our service. We therefore strive for best practice in all these areas to
secure customer trust and goodwill, and enhance our reputation.

Transparency

We are committed to openness in our dealings with our stakeholders. Transparency and
honesty shall be the guiding principles in all our communication activities internally and
externally.

The public will have access to company information that is required or recommended by
recognized standards of corporate governance. We therefore will be guided by the principle of
the "right-to-know."

3. Protection of Assets :

Protecting Company assets is a key responsibility of Employees. Care should be taken that
the assets are not misappropriated, loaned to others, sold or donated without appropriate
authorization. All employees are responsible for proper use of Company assets, and must
safeguard such assets against loss, damage, misuse or theft. Employees shall not employ
Company assets for personal use, nor shall they allow any other person to misuse Company
assets.

4. Our Excellence in Behaviour

Indivdual responsibility and involvement

The skills and the commitment of our people are our greatest assets. We expect our
employees to conduct their business in an entrepreneurial way and accept their individual
responsibility for ethical conduct. We strive to involve our colleagues into decision making
processes in order to achieve our common goals with reliability and commitment.

Mutual Respect and Openness

All relations between managers and employees at all levels shall be guided by mutual respect,
openness, honesty and the spirit of trust and co-operation.

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CODE OF CONDUCT

We give and look for feedback. We are committed to a fair and open debate and seek varying
opinions. We motivate our colleagues to speak up promptly and to address their ideas and
concerns.

Team spirit is triggered by an open-mindedness. We therefore support an open door policy
and initiatives to share and exchange knowledge.

5. Diversity and Discrimination

We see employee diversity as a guiding principle in our employment policy. This means
promoting the diversity and heterogeneity of the individuals in the company in order to attain
the highest possible productivity, creativity and efficiency.

Skills, performance and ethical conduct shall be our only indicators for employee qualification.
We will not discriminate or tolerate discrimination with respect to gender, race, religion, age,
sexual orientation, national origin or any other characteristic.

Each employee is required to contribute to an environment of respect that precludes any kind
of harassment, including workplace bullying, unwelcome sexual advances, unwanted
physical contact, propositions or a working environment poisoned with harassing jokes, words
and demeaning comments.

6. Health Management

Our employees deserve to work in a safe and healthy environment. We are therefore
committed to a healthy and congenial work environment for our people.

We promote health care as a key element of our sustained productivity and the quality of our
services.

7. Our Business Integrity

Conflict of Interest :

Each of us has a responsibility towards the Company, Stockholders and each other. Although,
this duty does not prevent us from engaging in personal transactions and investments, it does
demand that situations where a conflict of interest might occur or appear to occur must be
avoided.

The Company discourages the employment of relatives in positions or assignments within the
same department, and prohibits the employment of such individuals in positions that have a
financial dependence or influence. The purpose of this policy is to prevent organizational
impairment and conflicts that are likely outcomes of the employment of relatives.

Numerous other conflicts of interest may arise, and it would be impractical to attempt to list all
possible situations. If a proposed transaction or situation raises any questions or doubts in
your mind, you should consult the HR Department for clarification.

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CODE OF CONDUCT

Fair Competition

We are committed to free enterprise and fair competition, respecting social responsibilities.
Company business must be conducted solely on the basis of merit and open competition. We
will hire suppliers, agents or other intermediaries only by fair assessment.

We are legally bound to make business decisions in the best interests of the Company,
independent of any understanding or agreement with a competitor.

Bribery and Corruption

We will deal with all our customers, suppliers and government agencies in a straightforward
manner and in strict compliance with law.

Gifts and Donations :

No employees of the company shall receive or offer, directly or indirectly, any gifts, donations,
remuneration, hospitality, illegal payments and comparable benefits that are intended (or
perceived to be intended) to obtain business (or uncompetitive) favours or decisions for the
conduct of business.

8. Judicial proceedings

Employees must avoid activities that could involve or lead to involvement of Blue Dart or its
personnel in any unlawful practice, including the employment of our personnel or use of
company assets for illegal gain.

Lawsuits, legal proceedings and investigations concerning Blue Dart must be handled quickly
and properly in order to protect and defend the company.

9. Confidentiality of Information :

The Company's confidential information is a valuable asset. The Company's confidential
information includes all trade related information, trade secrets, confidential and privileged
information, customer information, employee related information, strategies, administration
and commercial, legal, scientific and/or technical data that are either provided to or made
available to the employee by the Company to facilitate work, or employees have access by
virtue of their position or employment with the Company. This information is the property of the
Company and may be protected by patent, trademark, copyright and trade secret laws and
must be considered as confidential and held in confidence, unless otherwise authorised to do
so and when disclosure is required as a matter of law. No employee shall provide any
information, either formally or informally, to the press or any other publicity media, unless
specially authorised.

Employees must co-operate with appropriate government inquiries and investigations. In this
context, however, it is important to protect the legal rights of the Company with respect to its
confidential information. All government requests for information, documents or investigative

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CODE OF CONDUCT

interviews must be referred to the Company's Legal Department. No material Financial
information may be disclosed without the prior approval of the Company's Chief Financial
Officer.
Specific policies have been established regarding personnel authorized to communicate
information to the press and the financial analyst community. All inquiries or calls from the
press and financial analyst should be referred to the Company's Marketing Department or the
Chief Financial Officer.
10. Political Contributions :
The Company shall not support, directly or indirectly, any specific political party or candidate
for political office. It is the Company's policy to comply fully with all central, local, state, foreign
and other Applicable legislations, rules and regulations regarding political contributions. The
Company shall not offer or give any of the Company funds or property as donations, directly or
indirectly to any specific political party or candidate, and shall not support or campaign for any
party.
11. Our Social Responsibilities
Communities
We are committed to support the communities in which we work and recognize the need to
contribute to their well being with our know-how and professional skills.
Environment
We acknowledge the impact of our business activities on the environment and are committed
to improving our environmental track record through precautionary measures and the use of
environment friendly technology.
We want to measure our processes and services against the highest quality standards.
National and international environmental standards - such as ISO 9001 : 2008 standard series
- shall be our guiding principles.

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DEUTSCHE POST DHL CODE OF CONDUCT

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DEUTSCHE POST DHL CODE OF CONDUCT

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DEUTSCHE POST DHL CODE OF CONDUCT

82

DISCIPLINE AND MISCONDUCT

You are entitled to retain the job on the basis of efficiency, good behaviour, integrity and
commitment to duty. Any breach of rules violating the regulations, acts of neglect or
commission of acts detrimental to the Company's image will be viewed very seriously and will
be treated as misconduct. Every case of misconduct will be investigated impartially to
ascertain the facts and circumstances and arrive at an appropriate disciplinary action.

The disciplinary action would be recommended in a manner so as to serve as a deterrent and
further, would be administered promptly in a firm and fair manner. Each disciplinary action,
including written warning, suspension, discharge or dismissal, will become a part of your
personal record.

The following acts amount to misconduct:

w Willful insubordination or disobedience, whether or not in combination with another
employee, of any lawful and reasonable order of a superior.

w Going on an illegal strike or abetting, inciting, instigating or acting in furtherance thereof.

w Willfully slowing down in performance of work, abetment or instigation thereof.

w Theft, fraud or dishonesty in connection with the employer's business or property or the
theft of property of another employee within the premises of the establishment.

w Taking and giving bribes or any illegal gratification or committing acts involving moral
wrongdoing.

w Habitual absence without leave or information for more than three consecutive days or
overstaying the sanctioned leave without sufficient grounds or proper or satisfactory
explanation.

w Late attendance on four or more occasions within a month.

w Engaging in trade including money lending within the premises of the establishment.

w Drunkenness, riotous, disorderly or indecent behaviour on the premises of the
establishment.

w Commission of any act subversive of discipline on the premises of the establishment.

w Habitual breach of any rules or instructions for the maintenance and running of any
department or the maintenance or the cleanliness of any part of the establishment.

w Willful damage to work in process or to the establishment.

w Carrying any books, equipment, documents outside the premises of the establishment
or carrying any other property of the Company relating to affairs of the Company without
prior approval from Company.

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DISCIPLINE AND MISCONDUCT

w Disclosing to any unauthorised person any information in regard to the processes of the
establishment which may come into the possession of an employee in the course of
his/her work.

w Gambling within the premises of the establishment.
w Failure to observe safety and security instructions notified by the Company or

interference with any safety device or equipment installed within the establishment.
w Refusal to accept a charge sheet, order or other communication served on the

employee.
w Unauthorised possession of any lethal weapon in the establishment.
w Disgraceful or ill-reputed behaviour outside the employment area, rendering the

employees unworthy of any job.
w Smoking in prohibited areas or spitting on the premises.
w Dereliction/neglect of duties.
w Entering or driving Company's vehicle without proper permission or valid licence.
w Obtaining or attempting to obtain leave of absence on false pretext.
w Breach of Enterprise Security Policy.
w Breach of e-mail policy.
w Committing any offence, within the meaning of Indian Penal Code, involving moral

turpitude or committing any act or commissioning such act, whether amounting to an
offence or an act that would tend to that effect or result in impairing the reputation, public
confidence, discipline or prestige of the establishment or the Management.
w Threatening, abusing or assaulting any superior or co - employee.
w Sleeping on duty
w The acts of misconduct mentioned above are only illustrative and not exhaustive.
w Any act as mentioned above amounts to misconduct as per the law and therefore,
warrants disciplinary action based on the nature of misconduct. However, any act of
theft, fraud, dishonesty, assault, riotous behaviour, instigation of strike are considered as
grave misconduct and warrants stringent disciplinary action.

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DISCIPLINE AND MISCONDUCT

CARO - COMPANIES (AUDITOR'S REPORT) ORDER, 2003 (CARO)

Fraud Response Policy

This Fraud Response Policy is aimed at aiding the detection and prevention of fraud against
the Company and in providing guidelines for developing controls and conduct of investigation
process by the Company in case of detection of any Fraud.

Definition of Fraud

Acts constituting Fraud shall include (but not limited to) :
w Any misappropriation of funds or financial embezzlement by any employee of the
Company causing any kind of loss to the Company.
w Any dishonest or fraudulent act by any employee of the Company causing any kind of
loss to the Company.
w Misappropriation of any assets or property of the Company causing any kind of loss /
damage to such assets / property of the Company.
w Any act by any employee of the Company that would constitute an offence under any of
the prevailing laws of the country for the time being in force.

Investigation Team

Whenever any fraud is reported, the concerned Location/Regional Head/Functional Head will
immediately inform HO Team comprising of Head - Human Resources, Head Internal Audit,
Head - All India Security, Finance Director and Managing Director of such an event and
immediately appoint a cross functional Investigation Team to establish and investigate the
fraud.

The Investigation Team should comprise of:
w Regional Security Manager or a representative from Security function.
w Regional HR Manager or a representative from HR function.
w Regional Controller or a representative from Accounts & Finance Function.
w Audit Manager, if based at the location.
w Functional Head of the suspected employee, if necessary.
w Any other member, who in the opinion of Regional Head/Functional Head may be
required to do/support the investigation.

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DISCIPLINE AND MISCONDUCT

IMPLICATIONS OF FRAUD
w Responsibilities of Directors/Management for prevention and detection of fraud has
increased under various Legislations.
w Fraud creates significant behavioral issues in the organization.
w Disrupts productivity.
w Losses consequent to fraud can have a multiplier effect making them much more
expensive than the actual amount stolen.
w Can tarnish careers of good employees.
w Erodes shareholders value in long term.
w Impacts on the brand image of the organization.

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POLICY ON SEXUAL HARASSMENT

BACKGROUND:

w The Company also believes that all employees of the Company have right to be treated
with dignity. Sexual harassment at the work place or other than the work place involving
employees is a serious criminal offence.

w The Central Government has made applicable Sexual Harassment of Women at
Workplace (Prevention, Prohibition and Redressal) Act, 2013 effective from 9th day of
December, 2013.

Objectives:

w To provide safe working environment at the workplace and protection against sexual
harassment of women employees at workplace.

w To prevent and deter the commission of acts of sexual harassment of women at work
places or other than work place, if involving employees.

w To provide procedure for the resolution, settlement and prosecution of acts of sexual
harassment of women at work places.

w To strengthen the culture of respect for women employees.

DEFINITION OF SEXUAL HARASSMENT:

“Sexual Harassment” includes anyone or more of the following unwelcome acts of behavior
(whether directly or by implication) namely:-

w Physical contact and advances; or
w A demand or request for sexual favour; or
w Making sexually coloured remarks; or
w Showing any pornography; or
w Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

GUIDELINES:

w No employee shall indulge into any act of sexual harassment of any woman at the work
place.

w All cases of sexual harassment would be treated as an offence and misconduct and
would be governed in accordance with the prevalent service rules, terms and conditions
of employment and applicable laws in force as on the date of the incident.

w The concerned location head (Regional Head /Functional Head /Branch Managers/ Hub
Head/ Regional Functional Head, Location In-charge Area Managers etc.) must take all
reasonable and appropriate steps to prevent sexual’ harassment of any woman at the

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POLICY ON SEXUAL HARASSMENT

workplace and if any sexual harassment complaint is reported to him/her, he/she shall
bring the matter to the knowledge of the Complaint Committee.
w Any employee found guilty of commission of any act of sexual harassment as defined in
Clause 4.0 of these guidelines shall be dealt with in accordance with the provisions of
Sexual Harassment of Women.
PUNISHMENT FOR FALSE OR MALICIOUS COMPLAINT AND FALSE EVIDENCE
w Where internal committee arrives at a conclusion (after due inquiry conducted as per
procedure) that the respondent / employee against whom the sexual harassment
allegations were made are malicious and aggrieved woman or any other person making
the complaint had made complaint knowing it to be false or has produced any forged or
misleading document, the ‘Complaints Committee’ may recommend to the Management
to take action as deemed appropriate against the woman or the person who had made
complaint, in accordance with the service and disciplinary rules.

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CORPORATE GOVERNANCE

To achieve business excellence and to create and enhance the value for its stakeholders,
customers, employees and business associates and thereby, to make a significant
contribution to the economy, practice the principles of good corporate governance.
Comply with the regulatory requirements and practice corporate governance principles that
lay a strong emphasis on integrity, transparency and overall accountability.
Commitment to good corporate governance and comply with the corporate governance Code
as stipulated under the provisions of Listing Agreement entered into with the Stock
Exchanges.
The Company has in place the 'Audit Committee', 'Investor Grievance Committee' and the
'Compensation Committee' of Directors constituted pursuant to the provisions of corporate
governance norms.
The Company has formulated a 'Code of Conduct for Board Members and Senior
Management', which has been posted on the website of the Company.
The Company has also formulated, adopted and implemented the 'Blue Dart Code of Conduct
for Prevention of the Insider Trading' and the 'Code for Corporate Disclosure Practices' and
the same are strictly adhered to.
WHAT IS CORPORATE GOVERNANCE?
It is the key to the Company's performance and growth.
Involves a set of relationships among the Company's Management, its Board, its shareholders
and other stakeholders.
Provides a structure through which objectives of the Company are set, the strategy for
attaining those objectives is decided and the procedures for monitoring performance toward
these objectives are established.
Good corporate governance leads companies to outperform their competitors and attract
investors whose support can help to finance further growth.
Poor corporate governance can weaken a company's potential and lead the Company into
financial difficulties and even fraud.
It affects both the economic performance of a company and its ability to access long-term,
low-cost investment capital.

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ACCOLADES:

Blue Dart is undoubtedly the most awarded company in its category and perhaps the country,
for consistently outperforming competition and offering customer value in terms of its brand
value, service orientation, products and services, financial performance, corporate
gorverance, management leadership and social responsibility.
Brand / Customer Service / Retail / Loyalty

• Ranked at 81 in Business World – Fastest Growing Companies – The Welter Weights (`
1,000 cr to ` 4,999 cr)

• Air Cargo Terminal Operator – ICC Supply Chain & Logistics Excellence Awards 2016
• Effective Retail through Supply Chain Award by the Asia – Africa GCC Awards for Retail

Excellence
• Best Customer Service in Logistics at the National Awards for Excellence in Customer

Service
• Best India Investment 2016 by APAC Insider Investment Awards
• Recognized as the 'Express Cargo Service Provider' by ET Logistics Awards (Knowledge

Partner KPMG)
• Voted as a Superbrand for the 8th consecutive year by Superbrands
• Brand Excellence Award in Logistics Sector by ABP News Brand Excellence Awards
• Reader's Digest Most Trusted Brand – Gold
• Listed as one of India's Super 50 Companies by Forbes India
• Ranked at 116 in BT 500 – India's Most Valuable Companies 2015, up from 143 in 2014
• Ranked at 393 in ET 500, 2015, up from 411 in 2014
• Best Courier & Package Distribution Company 2015 - India at the Business Awards 2015,

hosted by Wealth & Finance International, UK
• Best Express Service Provider of the Year - Domestic at the 9th Express, Logistics &

Supply Chain Leadership Awards
• India's No. 1 Brand by No. 1 Brand Awards 2015
• Exemplary Position in Supply Chain and Logistics in Express/Courier Category by Supply

Chain & Logistics Excellence (SCALE Awards)
• Deutsche Post honors Blue Dart with Team Award International Asia for Last Mile B2C

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ACCOLADES:

Human Resources

• Recognized as one of Top 25 Employers in India by Aon Hewitt

• Blue Dart was honored with the prestigious Global HR Excellence - Organization with
Innovative HR Practices award at the World HRD Congress

Sustainability

• Blue Dart was awarded the Best Corporate Social Responsibility Practices award at the
10th Indy's Awards

• Rotary Club of Mumbai Malabar hill felicitates Blue Dart (For setting up of The Blue Dart
Centre with Tata Memorial Hospital for cancer stricken children)

• The Lions CSR Precious Award was awarded to Blue Dart by The International
Association of Lions Club.

Individual

• Global HR Excellence Awards - Lifetime Achievement Award – Anil Khanna – World HRD
Congress

• Supply Chain Visionary of the Year - Anil Khanna – ET Logistics Award (Knowledge
Partner KPMG)

• Anil Khanna felicitated with an award at The Global Leadership Research Conference
2016 for his contribution to Logistics sector

• Lifetime Achievement Award – Anil Khanna – by LOKMAT Corporate Excellence Awards

• CFO of the Year & one of the Most Influential CFOs of India – Yogesh Dhingra - by
Chartered Institute of Management Accountants (CIMA)

• Recognized as one of the Top 100 Upcoming Finance Leaders of India Inc. - Aneel
Gambhir - at the Fourth Annual CFONEXT100 2015 Award

• Recognized as one of 100 Most Impactful CSR Leaders - Global Listing - Ketan Kulkarni –
at World CSR Congress

• Awards for Retail Excellence - Retail Leadership Award - Ketan Kulkarni - at Asia Retail
Congress

• Marketing Professional of the Year – Ketan Kulkarni - at the 10th Indy's awards

• CISCO Sustainable Leadership Award – Ketan Kulkarni – India Sustainability Leadership
Summit & Awards

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NOTES

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