INDGSC POLICY MANUAL 2019 Maersk _GSC

INDGSC POLICY MANUAL

Classification: Confidential

Owner: GSCHR

Last Updated On: 1st November 2019

Summary of Modifications

Clauses Effective Previous Change in Policy/Practice
Retirement Age Date Policy/Practice
• Retirement age revised from
July, 2019 58 Yrs.
NA 58 yrs. to 60 yrs. at India GSC
Maternity Leave NA NA
NA • Leave of 26 weeks already in
National Pension July, 2019
Scheme Jun, 2019 5 months place, policy revised in the HR
manual
Employee Wellness & 2019 NA
Wellbeing • Introduction of additional tax

Teleworking exemption benefit for
employees
Probation & May, 2019
Confirmation Process • Physical & Emotional Wellness

POSH July, 2019 support to employees

Maersk Car Lease Policy October,2019 • Revised the teleworking policy -

Cultural Behaviors Employee may avail
Consequence teleworking 1 day / week
Management
• Deemed confirmation process

introduced with probation
tenure reduced to 3 months
• Gender Neutral
• Extended to all employees
• Provides additional tax benefits
• Extended to JL3 & above

Classification: Confidential

TABLE OF CONTENTS
SECTION 1
1.1 Introduction
1.2 Maersk Values
SECTION 2
EMPLOYMENT POLICIES
2.1 Code of Conduct
2.2 Prevention of Sexual Harassment Policy
2.3 Whistle-blower Policy
2.4 Ombudsperson policy
2.5 Conflict of Interest/Other Activities
2.6 Confidentiality and Contact with the Press
2.7 Information sharing / Communication norms
2.8 Information Technology Security
2.9 Time & Attendance
2.10 Leaves
2.11 Return to work policy
2.12 Resignation
2.13 Personnel Records
2.14 Passport
2.15 Office Hygiene
2.16 Office Security
2.17 Visitor Policy
2.18 Office Solicitations
2.19 No Smoking
2.20 Dress Code
2.21 Transportation
2.22 Subsidized Meal Pass
2.23 Grievance Handling Procedure
2.24 Marriage Policy
2.25 Day Care Policy
2.26 Internal job posting
2.27 Termination clause
2.28 Probation & Confirmation
2.29 Training & Development
2.30 Learning Management System (LMS)
2.31 Referral Policy
2.32 Rewards & Recognition
2.33 Consequence Management
SECTION 3
COMPENSATION & BENEFITS POLICY
3.1 Payment of Salary
3.2 Retirement Age
3.3 Group Personal Accident Insurance Policy
3.4 Group Term Life Insurance policy
3.5 Overseas Medical Insurance

Classification: Confidential

3.6 Loans
3.7 Terminal benefits
3.8 Flexi Component
3.9 Maersk Car Lease Policy
3.10 National Pension Scheme
3.11 Provident Fund
3.12 Gratuity
3.13 Superannuation
3.14 Wellness & Wellbeing
3.15 Employee Assistance Program (EAP)
3.16 Nomination facility for various terminal benefits
3.17 Group Mediclaim Policy
3.18 Voluntary Parental policy
3.19 Cell Phones
SECTION 4
TRANSFER POLICY

Classification: Confidential

Section 1

1.1. Introduction
This policy Manual is presented exclusively for India office employees of Maersk Global Service Centres
India Pvt Ltd. and should be regarded as an integral part of the employment conditions. This manual
acquaints employees with GSC policies, procedures and working conditions affecting their employment.
Employees should read, understand and comply with the provisions of this manual at all times during
their employment with the Company.

No manual can anticipate every circumstance or answer every question about policy. As GSCs continue to
grow, the need may arise to change the policies described in this manual and Maersk Global Service
Centres HR therefore reserves the right to revise, supplement or rescind any policy or portion of his
manual from time to time, as it deems appropriate, in its sole and absolute discretion.

In case of any difference of interpretation of the contents of this manual, the Maersk Global Service
Centres HR interpretation will prevail.

The words ‘organisation’ and ‘company’ used in this manual always refer to Maersk Global Services
Centres and its associated entities, whether already existing or created in the future. Unless otherwise
stated the masculine shall include the feminine.

This manual is meant for the employees of Maersk Global Services Centres (India) Pvt. Ltd and its associate
companies. No part of this manual may be photocopied and distributed to a third party.

Any deviations to the guidelines contained in this manual are permitted only after approval of Director
HR, India sites for Maersk Global Service Centres HR

Regular updates to this manual would be authorized by Maersk Global Service Centres HR whenever
required.

If you have any questions or comments, please do not hesitate to contact your HR partner.

Classification: Confidential

1.2. Maersk Values: GSC Living our values - today and tomorrow
Our values apply to all our employees, and our values will continue to guide us in our endeavours – today
and tomorrow.
Constant Care
Take care of today, actively prepare for tomorrow
Humbleness
Listen, learn, share, give space to others
Uprightness
Our word is our bond
Our Employees
The right environment for the right people
Our Name
The sum of our values, passionately striving higher

1.3. Maersk Behaviors
Culture is an integral part which drives our day to day actions. We need to reflect on the way we think
about and practice leadership in Maersk and fully evolve to be one company with one culture. These are
our 4 core behaviours to anchor our day to day work.
Customer Orientation: We begin by understanding and empathizing with our customers. We see their
products as clearly as we see ours. We offer products and solutions that are good for our customers and
our business.
Collaboration: We are better when we collaborate. We invite differing perspectives and face into conflict
for the good of our customers and our business.
Agility: We are aware of and responsive to change. We innovate ahead of the market when it benefits our
customers and our business.
People Orientation: Transformation of our business depends on the engagement of our people. In the
end, Maersk is Made by Us all. To be successful in honoring our customer promise, we need engaged
leaders and engaged people

Classification: Confidential

SECTION 2

2. EMPLOYMENT POLICIES
2.1 Code of Conduct

Employees are expected to maintain the highest standard of conduct at all times. They are
representatives of GSCs and their personal appearances, actions and the impressions both during and
after office hours are important to their growth and to the enhancement of the reputation of the
organization.
Employees are expected to comply with Maersk values and our behaviors during their day to day work.
Employees should, at all times, comply with the statutory regulations governing the performance of their
duties.
Acceptance of Gifts from External Parties:

During the festival season and throughout the year, we have customers, vendors, and associated
organisations forwarding gifts to staff members as a token of their appreciation for the service and
cooperation provided. While this sentiment is indeed appreciated, we as an organisation pride ourselves
on the professionalism of our staff members and would rather use this sentiment to build a relationship
with our customers and further business ties. As an organisation Policy, employees are requested not to
accept gifts of any kind and to refuse such requests firmly and politely. In case of doubt, please check
with your manager.

Please click on this link for more information: Global Compliance Link
Offences Against Morals:

If an employee is found to have committed an offence involving moral turpitude or any act subversive of
good conduct and discipline like insubordination, gross negligence, corruption, fraud, forgery,
misappropriation, incurring excessive debts, commission of any act prejudicial to, or in conflict with, the
interests of the organisation, he is liable to be dismissed without notice, or will be liable to suffer any
other lesser punishment the organisation at its discretion may impose, if his explanation is not found to
be satisfactory and convincing.
Employees are refrained from sending any sexually explicit material to any of the fellow colleagues in
India or abroad. If they are found doing so, they are liable to be terminated without notice.
Strict action will be taken against following:
• Employees implicated in criminal cases
• Employees indulging in substance abuse
• Employees indulging in sexual harassment
Quarantine:
Employees found to have contagious illness are strictly prohibited from coming in to work until such time
that the disease cannot be communicated to others anymore. A fit to work certificate will be required
from the employee before reporting back to work.
Contagious illness in this circumstance mean where a strict quarantine is advised for e.g.:
Chicken pox, measles, etc.

Classification: Confidential

2.2 Prevention of Sexual Harassment policy

Maersk GSC is a company committed to providing equal opportunity to all employees and creating a
healthy working environment that enables its’ employees realize their potential. Maersk GSC aims to
promote a safe, congenial, positive and productive working environment by making the workplace
free from prejudice, bias and sexual harassment.

Maersk GSC POSH policy extends to all employees across GSC locations. In light of the statutory
obligations set forth in the legislations, the Policy aims to define the internal guidelines and protocol
pertaining to incidents of sexual harassment at Maersk GSC and guidelines and an appropriate
mechanism for complaint, inquiry and redressal of grievances related to sexual harassment that
extends to all its’ employees.

The Policy is directed to ensure zero tolerance towards verbal, physical and psychological conduct of
a sexual nature by or towards any employee or stakeholder or contract staff that directly or indirectly
harasses, disrupts or interferes with another’s work performance or that creates an intimidating,
offensive or hostile environment. It also seeks to encourage all employees to express freely,
responsibly and in an orderly way, their complaints on sexual harassment.

Please click on this link for more information: POSH Policy Link

2.3 Whistle-blower Policy

A whistle-blower system has been implemented across the Maersk Group giving employees and
external stakeholders yet another means of reporting possible violation of laws and/or group policy.

The system is available worldwide in over 40 languages, and persons can make reports by telephone
or online, accessing the system through www.maersk.com or through internal group and business
units' websites.

Please click on this link for more information: Whistle-blower Policy Link

2.4 Ombudsperson policy

Maersk believes in the fair and transparent conduct of business and adheres to the highest standards of
ethical, moral and legal conduct in its operations. The company is committed to providing a healthy work
environment, where employees can disclose information about alleged wrongful conduct without fear of
discrimination, retaliation or harassment.
Accordingly, the Ombudsperson policy for Maersk (hereinafter referred to as the “policy”) has been
formulated in order to provide an opportunity to its employees to raise concerns about unethical and
improper practices or any other wrongful conduct in the company.

Classification: Confidential

The policy also aims to provide adequate safeguards for protection against victimization, retaliation,
harassment or adverse actions against employees who avail of the policy and provides for direct access
to the Ombudsperson of the company or any suitable investigation authority appointed by the
ombudsperson.

This policy applies to all employees of Maersk GSC, on full-time or part-time employment, with either
permanent, probationary, trainee, retainer, temporary or contractual employment.

The Company welcomes suggestions from employees and stakeholders that would aid in maintaining a
constructive and harmonious relationship at the work place.

Please click on this link for more information: Ombudsperson Policy

Notification

New Associates shall be informed about this policy by HR via the new joinee induction program. This policy
as amended from time to time shall be posted on the website of the company.

2.5 Conflict of Interest/Other Activities

Employees should dedicate the whole work day to execute the tasks assigned to them by the organisation.
No other activities, including personal appointments like doctor’s and dentist’s visits may take up work
time except in case of an emergency.

No outside positions may be accepted, nor any other profession pursued without prior approval of the
Site/Global Process Lead concerned and Maersk Global Service Centres. Immediate relatives such as
siblings should not be working in the same team unless previously approved.

External activities which are detrimental to performance at work should not be pursued. All activities in
favour of organizations outside the AP Moller Maersk Group are forbidden

2.6 Confidentiality & Contact with Press

Employees should not divulge or utilise, except in the furtherance of the organisation’s business, any
confidential information that comes to their knowledge in the course of their employment with the
organisation or its associates. The responsibility for keeping such information secret applies not only to
the period of employment but also thereafter.

At times it may become difficult whether information an employee learns is confidential or publicly
known. As a condition of employment, employees are requested to consider work done and information
received during the course of employment as confidential. As members of a leading international
organisation, GSC employees may be sought out by the press and others to give their professional
opinions and judgments regarding economics, business and organisation trends and developments.

Employees can accede to such requests only after obtaining the prior approval of GSLT. While employees
are free to participate in political debates and have opinions on any matters of public interest and policy,
this will be a personal decision and the organisation does not support/promote/participate in these
activities. Organisation stationery should be used only for official purpose.

Classification: Confidential

2.7 Information Sharing/Communication Norms

General:
Employees should refer the Authority Matrix to know the approvers and their limits.
All communication in GSC should comply with the following norms:
• Present a professional and business-like approach/attitude in forms of communication internally as

well as externally, in verbal and written communication
• Minimize legal and financial exposure of the organisation and avoid placing the organization in an

embarrassing position.
Employees should be instructed to ensure that they do not give any internal telexes/letters, memos,
survey reports, etc. to any external parties, vendors, suppliers, customers without the explicit approval
of the Site/Global Heads.
Employees should be professional and business-like in their dealings with customers and with each other.
Acrimonious exchanges would call for a strict action from the organisation.
Maersk Global Service Centres HR is responsible for ensuring that:
• All policies, procedures and process manuals are updated at time
• All employees have access to the policies at all times and that they have read/understood the policies

and are implementing them correctly
• All manuals are indexed for ease of reference particularly if polices are communicated via MCS/ APM

Mail
All new entrants to the GSCs should be made aware of the existence of the manuals, policies etc. within
one month of taking over their new assignments.
All policy updates issued by Maersk Global Service Centre HR must be redistributed to every employee in
other Sites. It is not a matter of discretion to decide who to distribute the policy to if it is meant for wide
circulation. Issues of a confidential nature would be marked as such and hence these need not be
distributed.
Major policy changes communicated must be followed up with a meeting wherein employees are advised
of the changes and how these affect their day-to-day functions.
Employees must provide regular feedback to their managers in the event of a potential problem. This
would enable the manager to take timely action before the issue becomes an emergency.

2.8 Information Technology Security

Considering its level of technological sophistication, the organization’s success is vitally dependent on IT.
These rules attempt to ensure the security of data, information and systems such that:
• Data/information is accurate and available when needed

Classification: Confidential

• Data/information does not get erased or changed unintentionally
• Only authorized employees have access to sensitive data/information
All employees should be familiar with the basic Do’s and Don’ts:
Password
• Should not be told to anybody
• Should not be written down
• Should be used only on the computer
PC Software
• Only legally bought and paid for organization software should be used
• Software should not be copied, copied software should not be used
• Should not be bought from unauthorized sources
PC virus
• Files, disks, CDs received should be scanned
• Caution should be exercised with downloaded files
In case of virus
• Computer should be turned off
• The anti-virus coordinator should be contacted
When leaving
• PC should either be logged off/turned off or
• Password protected screensaver should be activated
Sensitive print-outs
• Should either be stored safely or shredded
If the PC is not connected to a network file server
• Back-ups should be taken periodically
• Back-ups should be stored securely (in a safe if they are critical)
• Confidential data should be password protected or encrypted
If the PC is portable
• It should be kept constantly in safe custody

Classification: Confidential

2.9 Time & Attendance

The office works round the clock i.e. 24*7 and the employees are required to work in shifts, unless
otherwise stated in the appointment letter.

Please click on this link for more information: Time & Attendance policy

2.10 Leaves
Leave Policy would follow the calendar year (Jan – Dec)

Leaves Description

Privilege Leave 1.83 Privilege leave/ month (Maximum number of PL accumulated in a year is 22
and can be carried forward to next year)

Compassionate Leave 15 calendar days

Hospitalization Leave Unlimited Hospitalization Leaves (first 8 leaves – PL)

Maternity Leave* 26 weeks

Paternity Leave 5 working days

Adoption leaves 26 weeks for women employees
5 working days for male employees

Company Paid Holidays All Employees at Job Level 1 and 2 who work in an 8-hour shift- 9 days off in a year
and all employees at Job Level 3 and above- 15 paid holidays in a year.

Return to Work 20% reduced working hours post maternity for 6 months

*Other support before, during and after maternity leave

Before Maternity leave:

a) Antenatal: Ante-natal care includes medical appointments connected with the health of a woman
and her unborn child. All pregnant employees, regardless of length of service, are entitled to
request time off work to keep appointments for ante-natal care prescribed by a medical
practitioner. Evidence of appointments may be requested.

Wherever possible, employees should arrange appointments outside of working hours or at a time
when disruption to the business is minimised, for example at the beginning or the end of the day.

b) Health & Safety: Maersk requires all business units to have in place Health & Safety policies that
ensure the health and safety of the expectant mother and unborn child.

c) Performance and Career: Prior to the employee going on maternity leave it is important to have a
performance discussion with the employee so that feedback can be input into the appraisal cycle.

Classification: Confidential

For the purposes of planning for both the line manager and the employee it is also advisable to
have a career discussion prior to the employee going on maternity leave. This will help provide for
an easier transition back into work and also ensure that the employee is made aware of any
opportunities that may arise during their absence.
During Maternity Leave
Every employee may have different preferences for keeping in touch with work during their maternity
leave. It is important that the employee and the line manager agree on how and when to communicate
during the maternity leave prior to its commencement.
Managers should inform the employee:
• Of any structural changes in the team e.g. a change of line manager or restructuring
• Opportunities in the team e.g. informing the employee of a potential career opportunity available
• End of year appraisals
As a general principle, employees going on maternity leave should continue to be communicated with on
all important matters relevant to their role as per mutual availability.
Returning from Maternity leave
Returning from maternity leave can be a demanding time for an employee. It is important that the
employee, HR and the line manager work together to ensure a smooth transition back to work.
As a general principle the employee should return to the same role that they had before their maternity
leave started. If this is not reasonably practical, then the employee should return to a similar job that is
suitable and appropriate for them in accordance with their skills and expertise. The role, its scope and the
impact on the individual should be discussed between HR, the employee and the line manager.
Miscarriage or Medical Termination of Pregnancy
In case of miscarriage or medical termination of pregnancy, a woman shall, on production of such proof
as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of six
weeks immediately following the day of her miscarriage or, as the case may be, her medical termination
of pregnancy
The employee’s role will be protected while on maternity leave and within a specified timeframe the
employee is entitled to return to exactly the same role.
Please click on this link for more information: Leave Policy Link

Classification: Confidential

2.11 Return to Work
Maersk Group is committed to driving gender diversity with a specific focus on increasing the gender
parity at the senior levels of the organization. The Return to Work program will strengthen our efforts to
retain talented employees who become parents, while at the same time result in additional benefits to
the Group for example via reduced hiring costs and productivity loss. Our aspiration is to reach a global
best practice maternity retention rate of 90% over time.
The Return to Work policy aims to support women employees transitioning after they have been on
maternity leave for 26 weeks by allowing a phased reintegration back to work. The employee has the
option to work 80% of their contracted weekly hours on full contractual pay for up to 26 weeks, within
the first year of the child’s birth or adoption date.
2.11.1 Policy Highlights:

2.11.1.1 Maternity Leave Definition
Maternity leave is defined as a period of approved absence for a female employee granted in connection
to pregnancy, giving birth and caring for the child immediately following birth or adoption date.
2.11.1.2 Paternity Leave Definition
Paternity leave is defined as a period of approved absence for a male employee with responsibility for the
upbringing of a newly born child or an adopted child granted for the purpose to support the mother or
partner and child during the first week after birth or adoption date.
2.11.1.3 Eligibility criteria
The employee must be employed on a Maersk employment contract.
2.11.1.4 Application of the policy

The maternity leave must be taken as 26 weeks in consecutive days; it cannot be split and must be taken
in one block. The 26 weeks cannot be deferred and must be taken immediately following the day of the
birth (or adoption) or prior to due date of pregnant employee if required.

In case of adoption, leaves must be taken immediately following the day of adoption. On the expiry of 26
weeks the employee would be required to resume work.

The employee will also be eligible for 4-week extension in case of complications post-delivery, over and
above the 26 weeks paid maternity leave entitlement.

The five working days of paid paternity leave is a global minimum entitlement which must be used in a
single block immediately after childbirth or adoption.

Classification: Confidential

The leave start date must be agreed in consultation with the employee's line manager and HR partner in
advance of the employee commencing the leave.
2.11.1.5 Frequency
There is no restriction with regards to the number of times an employee can go on maternity or paternity
leave during their employment at Maersk Group.
2.11.1.6 Benefits
Local legislation and regulations will impact the application of benefits that an employee is eligible for
during maternity and paternity leave. In general, the following will apply subject to local policy:
• Annual leave: Will be accumulated during the 26 weeks paid leave
• Pension contributions: Contributions will continue to be made based on your existing contract.
• Other benefits (bonus, allowances etc.): The One Maersk Bonus plan stipulates that employees are

eligible for incentive pay out in leave periods where the employee is entitled to salary from the
company. This includes employees on paid maternity leave. Other short- & long-term incentive plans
should follow the same rule.
• Public holidays: No additional leaves will be granted in lieu of public holidays which fall in the period
of maternity leave.
• Other benefits remain intact subject to your existing contract and policy terms.
2.11.1.7 Return to work policy
• Eligibility
The Return to Work Program is available for up to 26 weeks for all employees on the payroll of Maersk
who return from a minimum of 26 weeks maternity leave on or after 1st April 2017.
• Application of the Return to Work policy
All Return to Work arrangements must be agreed with the employee, the employee’s line manager and
HR.
• Commencement
The Return to Work Program must commence immediately upon the employee’s return to work from the
minimum stipulated amount of maternity leave.
Distribution of reduced hours
The Return to Work Program grants reduced hours on a weekly basis.

Classification: Confidential

• Employees cannot consolidate all of their days together or take the leave in batches.
• Employees can take one full day off (or the pro-rata equivalent if they work part-time) or spread the

hours over the week.
• The hours cannot be accrued and must be taken within each week or shift. If they are not taken the

hours are lost.
• The reduced hours under the Return to Work Program cannot be replaced partially or in full by

monetary allowance.
• The Return to Work Program must be taken as one consecutive period of 80% contractual working

hours and cannot be combined with a leave period, for example taking leave 4 days of the week and
1 day off as part of the Return to Work Program.
• The intention of the policy is to provide employees who have taken long leave in relation to the birth
or adoption of a child with a phased reintegration back to work. The Return to Work policy does not
apply if employees postpone their leave in order to take leave immediately after having made use of
the Return to Work Program.
2.11.1.8 Benefits
In general, the following will apply subject to policy:
• Annual leave: Will be accumulated during Return to Work period.
• Pension contributions: Contributions will continue to be made based on your existing contract
• Privilege Leaves during this period: If an employee is on leave on the day or during the hours they
have chosen to take as part of their reduced hours within the Return to Work policy then the hours
will be lost, they cannot be carried over to the next day or following week.
• Other benefits (bonus, allowances etc.): Remain intact subject to your contract or policy terms
2.11.1.9 Adoption
If an employee has taken adoption leave of at least 26 weeks, they are eligible for the Return to Work
policy.
2.11.1.10 Performance and Career
Employees who are eligible and make use of the Return to Work policy must have objectives set reflecting
the reduced working week. The objective setting process should follow the local guidelines but also take
account of the reduced hours.

Classification: Confidential

2.11.1.11 Registering for Return to Work

It is important that we are able to measure the impact of the Return to Work Program both on our
employees and on the business. All Return to Work arrangements must be registered by employees on
S2S.

2.12 Resignation

Probationary employee, who wishes to resign from the services of the GSC, is required to give the
organisation 15 days’ notice.
For all permanent employees, the Notice Period would be as below:
All employees at Job Level 1, the Notice Period would be 2 months and for employees at Job Level 2 &
above the Notice Period would be 3 months.
After confirmation in permanent service, the Company shall be entitled to terminate the employment at
any time without assigning any reason either on giving notice period as applicable or without any notice
period as applicable with a month's salary in lieu of notice.
2.13 Personnel Records

It is essential that the Site HR has up-to-date records about any material change in an employee’s
circumstances from those communicated at the time of joining. Employees must notify (along with
supporting documents) Site HR to update on the myHR ESS site.

2.14 Passport

All employees should hold a valid passport and it is the responsibility of each individual to keep a
valid passport for overseas travel.

2.15 Office Hygiene

The organisation has made substantial investments in creating a world class office ambience in each of
its offices. Employees are urged to help keep it that way. The organisation follows a ‘Clean Desk’ policy.
Employees must ensure that at the end of the work day their desk tops are cleared of working materials.
Packages and other miscellaneous articles should not be left lying on the floor.

2.16 Office Security

Employees are urged to help maintain the highest level of office security. Loss of property or vital
information affects the entire organisation’s competitiveness.
Employees should immediately alert their managers, or the Administrative resource concerned in case
they observe any suspicious behaviour.
Employees should lock their cabinets and drawers before leaving for the day.

Classification: Confidential

Employees should not keep valuables, personal belongings, cash etc. in the office.
It is the employees’ responsibility to safeguard their personal belongings. In case of theft, the employee
concerned should inform the Admin Team or the Site HR promptly.

2.17 Visitor Policy

Employees are discouraged from inviting personal visitors to the office.
Official visitors should be escorted by the employee they are visiting.
Employees are expected to keep their visitors informed of the “Dress-Code” followed in the GSCs.

2.18 Office Solicitation

Employees may not approach colleagues for contributions or for support for non-business-related causes
either directly during working hours or through distributing material on organisation property.
Visitors or salesmen should not solicit business or distribute material on organisation property.

2.19 No Smoking Policy

It is mandatory to comply with the No Smoking policy. Smoking is not permitted within the office
premises.

2.20 Dress Code

The dress code policy at Maersk Global Services is designed to help us all provide a consistent professional
appearance to our customers and colleagues. As employees, we represent the Maersk Brand during our
interactions with internal stakeholders, customers and key clients. The goal therefore is to be sure that
we maintain a positive appearance and not offend sensibilities at the workplace.
• Employees are expected to dress in Business casual attire unless advised otherwise by designated

representatives of the Organization (Head of GSC, Head of HR, Head of SOM)
• Employees must always present a clean, professional appearance. All employees are expected to

be well-groomed and wear clean clothing which should not be torn.
• Clothing which is not appropriate as per guidelines listed in the subsequent sections below should

not be considered as professional attire.
• Clothing and grooming styles dictated by religion or ethnicity are exempt given the broad

guidelines of the Dress code policy.

For Men:
What is advised: A full sleeve/half sleeve shirt, well maintained Jeans (should not be torn), trousers, T-
shirts (without messaging), ethnic wear (in terms of kurtas/ regional clothing can be worn on specific
identified occasions which will be communicated appropriately). Shoes should be closed shoes with sports
shoes may be worn on Friday, slippers are not permitted to be worn. Sweaters, Jackets may be worn as

Classification: Confidential

may be applicable during specific seasons. Business wear in terms of suits, ties may be worn during
relevant customer visits/interactions.
What is not advised: T-shirts with any tagline/messaging, torn clothes, torn-jeans, pajamas, shorts
should not be worn to work.
For Women:

What is advised: Kurtis, Salwar Kameez, Saris, well-maintained jeans, trousers, knee-length and full-
length skirts. Business wear in terms of suits may be worn during specified client/ stakeholder
interactions. Footwear which is suitable given attire specified above may be worn to work. Sweaters,
Jackets may be worn as may be applicable during specific seasons.

What is not advised: Clothing with taglines/messaging, torn clothes, torn-jeans, pajamas, shorts
should not be worn to work. No flip-flops may be worn to work.
Please refer the related policy here: Dress Code Policy

2.21 Transportation
Maersk provides employees a nodal point pick-up and drop facility to & from office.
(Contact the local Admin team for more information)
2.22 Subsidized Meal Pass
Maersk provides employees subsidized food facility and Meal coupons.
(Contact the local Admin team for more information)
2.23 Grievance Handling
If an employee has an issue relating to his employment he should initially discuss this with his manager.
The organization encourages an open and honest relationship between employees and their managers
and it is hoped that most problems can be resolved in this way. If the manager cannot resolve the problem
or where there is a distinct grievance, the employee should approach Site HR. However, if the grievance is
still unresolved, the employee can approach the Site/Global Process Lead or Maersk Global Service
Centres HR.

2.24 Marriage Policy
In case of married couples within the same GSC, HR should be informed of such couples and to ensure the
following:
• They don’t report to the same Manager
• There is no direct reporting line between the two

Classification: Confidential

2.25 Day Care Policy
Maersk GSC provides day care facilities to its employees.
For more information please refer the policy here: Day Care Policy
2.26 Internal Job posting
This document in its limited ambit aims to provide guidelines for Internal Job Posting within the GSC’s and
is applicable to all GSC employees applying for positions raised within GSC’s. This document does not
address the process framework and / or associated criterion for positions outside the GSC’s where local
guidelines continue to apply. While applying for an IJP, candidates are encouraged to refer the principles
and philosophy of MyCareer as a guided approach to career development. It is important to understand
expected outcome from a current job, how a candidate is performing in their current job and what needs
to be done in order to progress for an informed and holistic direction. All Jobs posted will come with
defined set of expectations and candidature will be evaluated against these at time of application.

Eligibility Criteria
Tenure in the current role:
Employees can apply for an IJP post completion of defined minimum tenure required in current Job, as
outlined below:
• Movements within the same Job Level (JL1, 2 & 3) – 12 months
• Movements to a higher Job Level as promotion (To JL2 & 3) – 18 months
• Movements within the same Job Level (JL4 & above) – 18 months
• Movements to a higher Job Level as promotion (JL4 & above) – 24 months
Once an incumbent move into a new Job on basis an IJP selection, the eligibility criterion is reset and
starts afresh. Above criteria holds true for new joiners as well.
Job in the above context is defined as working in a given team (sites/ cluster/ region) within a sub process
(OTCS, Cargo Control, Disputes, ATR etc.) as applicable for respective processes:

Classification: Confidential

Last performance rating:
Employees with a Performance Rating of 1/2 and those on PIP / Disciplinary Action are ineligible to apply
for IJPs

Note: If a Job coming under IJP is at a given level, the incumbent must be ready for the Job basis the
definition of the Job Level, Career Stream and Job requirements.

IJP Applicability

All open positions will be advertised on the IJP portal. The hiring manager can also raise external hiring
requisitions simultaneously.
Selection & Post Selection Parameters

• Recruiters aligned to respective processes will post and manage their IJP’s locally

• To ensure process objectivity & transparency, all IJP assessments for fitment will be done jointly by
Hiring Manager and HR

Within & To Hiring Manager HR
Movement

JL5 L1 & L2 (as required) HRBP & Global GSC HR Head

JL4 L1 & L2 (as required) Recruiter & HRBP

JL1-JL3 L1 Recruiter/ HREP

• Recruiter to check on employee status on disciplinary / PIP documentation / any other issues w.r.t.
movement with the HREP before rolling out the offer

• IJP offer will be rolled out within 3 working days after the recruitment team is formally intimated of
final selection by the hiring manager

• The selected employee will have 3 working days to accept / reject the offer
• Recruiter will inform the existing manager & hiring Manager along with respective HREP once offer is

accepted
• Releasing and Receiving managers are required to mutually agree on and confirm the date of release

within 5 working days from date of offer acceptance by employee to recruiter
• Release should ideally be within 30 to 60 days (follow local GSC country policy) of offer acceptance
• HR Ops shall initiate movement on myHR 10 working days prior to the employee’s transition to new

role basis inputs from recruiter

Exception Handling

Deviations on tenure or role-based changes may be considered for the following scenarios, subject to
strong business need and comprehensive review in partnership with the HRBP / EP. All exception
proposals are to be thoroughly reviewed and forwarded by leaders in JL 5 and upwards only to their

Classification: Confidential

respective HRBPs. The concerned HRBP will review the case with a neutral HR leader (JL 5) collectively
before offering an approval to the exception.
• Outstanding performers (consistent PA 4 / 5) may be considered for fast track promotions or

progressions
• Business need based realignments to facilitate organisation changes, e.g: due to business

transformation/ reorganization

Feedback Mechanism
• Stage 1: Shortlisting: Feedback to all applicants on both acceptance and rejection will be

communicated via the e-rec functionality of MyHR.
• Stage 2: Post Interview: Automated mails via MyHR e-rec will be forwarded to non-selected

candidates within 3 days of closure of position. Candidates can reach out to HREP and/or hiring
manager for interview feedback to identify next steps and action plan for further development.
• Career Discussion: In line with MyCareer philosophy, the candidate must be in the driving seat of their
careers. We encourage them to seek feedback, identify development plans in conjunction with their
Direct Managers & HR Partners and actively seek the right role fitment via the IJP process.
Compensation Philosophy
Salary will be reviewed as per the annual pay and performance philosophy. Please note every movement
may not always lead to an increase in an employee’s salary.

2.27 Termination Clause

The following Termination Clauses are applicable to all the Employees
If an employee is found to have committed an offence involving moral turpitude or any act subversive of
good conduct and discipline like insubordination, gross negligence, corruption, fraud, forgery,
misappropriation, incurring excessive debts, commission of any act prejudicial to, or in conflict with the
interests of the organisation, he/she will be liable to be dismissed without notice, or will be liable to suffer
any other lesser punishment the organization at its discretion may impose, if his explanation is not found
to be satisfactory and convincing.
Strict action will also be taken against:
• Employees implicated in criminal cases
• Employees indulging in substance abuse
• Employees indulging in Sexual harassment

2.28 Probation & Confirmation

All employees are placed on probation for a Three months period.
Performance Review discussion will be done by immediate Manager post which Manager would confirm
outcome (successful completion, extension of probation or termination) with EDM team.

Classification: Confidential

LMS Course Completion Certificates of PEX Basics, Fraud Awareness, Anti-Corruption, Information
Security Awareness are mandatory documents which an employee needs to submit at the time of
confirmation.

Managers would receive system notifications one month prior to the confirmation date. Additional
notifications will be sent 15 days & the 7 days prior to date of confirmation.
Additionally, Managers will be sent a final reminder 1 day before the last date of probation confirmation.
If a manager doesn’t respond to the notifications and reminders, the employee will be deemed confirmed
and an action will be run accordingly.
During the probation period if indications are that the employee is clearly not a good fit with the
organization or a non-performer, a decision to either extend the probation period for a maximum of 3
months (post which concerned employee’s services will have to be necessarily confirmed or terminated)
or a decision to terminate the services could be taken.

Please refer the policy here: Probation & Confirmation Policy

2.29 Training and Development

The organisation aims to enable employees to perform their duties to the highest standards by providing
training that improves professional knowledge and skills.
The organisation offers a variety of learning opportunities to fulfil the various learning needs which arise
throughout a career in the organisation. In general, the learning opportunities offered to employees in
the entire A.P. Moller - Maersk Group are based on the learning philosophy as identified by Group HR.
This philosophy is inspired by scientific research suggesting that practical working experience - supported
by systematic reflection – is the most efficient learning method and the most efficient driver of
behavioural change. These research findings coincide with the experience of thousands of employees in
A.P. Moller - Maersk and therefore, the so-called "70/20/10 principle” has been made a central element
of the learning philosophy.
The “70/20/10 principle” is not an expression of actual working hours; it is an expression of how the time
that the individual is learning in the job should be divided: The principle prescribes that over time in
general approximately 70% of an employee’s development must come from on-the-job experience, 20%
from interaction, coaching and sparring with their managers and colleagues and 10% of the learning from
courses and training programmes.

2.30 Learning Management System (LMS)

LMS is the platform for structured learning in the Group. It must be used for all training matters. All new
joinees are expected to register for LMS within 15 working days of joining.

Classification: Confidential

All employees on employment contracts with Maersk GSC can access their personal profile in LMS from
the @maersk front page’s quick links.
All employees of Maersk Global Service Centres are required to complete the LMS courses on Information
Security Awareness, PEX Basics, Anti-Corruption and Fraud Awareness.
All employees in leadership role of Maersk Global Service Centres are required to complete all the LMS
courses mentioned above and a LMS course on Fraud Awareness.

Please click on the following link for LMS portal: LMS

2.31 Referral Policy

Maersk provides a compensatory monetary value to the employees who support HR Recruitment activities.

Please click on the following link to know more about iRefer: Referral Policy Link

2.32 Rewards & Recognition

Objective

The Rewards and Recognition Policy aims to create a simplified & streamlined R&R system that rewards
the right people at the right time in alignment with industry practices and business priorities. Respective
employees are entitled for the reward after getting nominated by respective (TL/TM/PM/PL/FH) as
applicable. Mentioned below are the reward categories and their details.

Reward Name Frequency Eligibility Reward
“Going the Extra Mile Monthly
• All employees across all departments/
Award” Monthly
Business Units up to JL3 Certificate, Gift voucher worth INR
“Champ of the Quarterly
Month” Quarter • All employees across all 1000/RMB 100/PHP1000
Yearly
“Leader of the departments/Business Units in JL4 and JL5
Quarter” N/A
• All employees across all A letter of appreciation and Gift
“Star of the Quarter”
departments/Business Units up to JL3 voucher RMB 200/PHP 1500/INR
“Leader of the Year” 2000
“Hurrah of the Day” • All employees across all

departments/Business Units in JL4 and JL5

Certificate, Gift voucher/Cash Card

All people leaders up to JL5 for two worth INR 5000/ 4000 PHP/

500 RMB

All employees who are into IC roles from JL3 to Certificate, Gift voucher/Cash Card
JL5 for two worth INR 5000/ 4000 PHP/
500 RMB

All people leaders and IC employees from JL5 Certificate signed by the Process
and JL6 Lead Gift voucher worth INR
15000/PHP 12000/RMB 1500

All employees A well- done card

Classification: Confidential

“Team Excellence Quarterly All processes & Business Units • A Certificate for every
Award” Yearly All processes & Business Units contributing member

“Titans of the • A dinner party/ gifts up to 10000
Year”
INR/PHP 10000/RMB 1000
A trophy + gift vouchers for teams
INR 25000/PHP 20000/RMB 2500

List of Roles used:

• Global Process Lead refers to GSLT.
• Function Heads refers to GSLT minus 1
• Process Leads refers to Site Process Leads, or managers who have E2E responsibility
• Process Managers refers to managers who handle parts of or all of a process, & who have Team Leads

reporting into them.

Please click on the following link to know more about Rewards: Rewards & Recognition Policy

2.33 Consequence Management

At Maersk GSC, we believe in doing the right thing in the right way. In keeping with our core values,
we have the highest standards of ethical business conduct & responsible employee behaviour.

We have a zero-tolerance approach to all forms of irresponsible & unethical employee behaviour and
are committed to the highest standards set. This is also articulated in our code of conduct policy and
is in existence through our prevailing policies and practices. We expect all our employees, across all
levels, to demonstrate and do business in accordance with these standards of integrity and
responsible behaviour. Instances of deviation will be appropriately investigated and if investigations
confirm such deviations, it will lead to disciplinary action and/or termination of services with Maersk
GSC.

The employees are expected to observe such instances or any other that is concerning or that violates
our standards, it is important that the employees report it to us. This will ensure that both, our
employees and the Maersk GSC are protected. Please feel free to reach out to any member of the
leadership team, Human Resources, Legal & Compliance team or the Maersk Whistleblower System
should you have any questions or wish to report an incident.

Let’s commit to staying true to our values, by always doing what’s right.

Please refer the policy here: Zero Tolerance at Maersk

Classification: Confidential

SECTION 3

3.0 Compensation & Benefits Policy

3.1 Payment of Salary
• Employees are eligible to receive remuneration as stated in their appointment letters unless a revised

remuneration letter gets issued to them.
• All matters concerning the remuneration of employees must be treated as confidential between each

employee and the organisation.
• Salary is credited directly to each employee’s bank account during the last week of every month. Any

discrepancy/error should be immediately communicated to the Site HR within one week from the time
the employee has received his salary. This will facilitate immediate remedial action within the
subsequent month.
• Employees, joining after the 15th day of the month, would be paid salary along with the next month’s
salary for days worked.
• Employees would be responsible to submit their tax declaration on the online Employee Self Service
Portal so that it can be taken into consideration for computation of income tax deducted from salary.
• New Joinees should submit the investment declaration form to Site HR

3.2 Retirement Age
An employee will retire from the services of the Maersk Global Service Centres (India) on attaining the age
of SIXTY (60) years.

3.3 Group Personal Accident Insurance
The organisation has a Group Personal Accident Insurance Policy, which covers all employees in Maersk
Global Service Centres. The organisation ensures that all employees are covered in the eventuality of an
accident resulting in death, or partial or complete disablement. As with all policies there are exclusions in
which case the employee will not be eligible for benefits. An employee will get covered under Group
Personal Accident Insurance Policy, from the date of their joining Maersk Global Service Centres, till the
day employee separates from the organisation and/ or attains the age of retirement.
In case of death/ permanent total disablement, employee is paid 3 times the Annual CTC while in case of
partial disablement; employee continues to receive wages to a maximum of Rs 10,000/week or Weekly
Salary.

Classification: Confidential

3.4 Group Term Life Insurance
Maersk GSC has introduced a group term life insurance policy, which covers all employees in the
organisation against the financial risk in case of employees’ death. In the event of any unfortunate
circumstances resulting in death of a member from any cause (natural/ accidental), provided that this
shall occur while the assurance in respect of such member shall be in force, an amount of 3 times of
employee’s Annual CTC (Sum Insured) will be paid to the legal nominee of the employee.

3.5 Overseas Medical Insurance
All employees, travelling overseas on business, are covered under the overseas medical insurance policy.
Please contact the Local Travel Desk for more information in this regard. Also, please ensure you do have
your insurance documents from Travel Desk prior to travelling and you carry the same with you at the
time of travelling.

3.6 Loans
The organisation does not provide loans and advance against salary to employees.

3.7 Terminal Benefits
All terminal benefits are governed by statutory requirements and by the organisation’s schemes as
amended from time to time. More information on the schemes is available with the HR Department.
In case of death of an employee due to illness, 6 Months CTC will be paid to the dependent of the
employee. The above clause is applicable to employees below Job Level 4. Death caused by Accident
covered by Group Accident Policy.
3.8 Flexi Component
Maersk offers a flexible pay salary structure which will be in the nature of tax-free reimbursements and
gives you discretion to ‘pick and choose’ from available options to design your own salary structure.

Please refer to the benefit document for India for more details: Benefit Document

3.9 Maersk Car Lease Policy
Maersk has launched Car lease scheme for our India GSC employees with an intent to provide additional
tax benefits. The car lease policy has been designed to enhance our overall employee benefits
proposition to make it more competitive and aligned to the market and needs of specific employee
segments. The benefit of the Car Lease program is being provided to facilitate the convenience of
Employees while executing their official duties. However, Employees can use the car so provided for
their personal use also apart from official use.

Classification: Confidential

Scope:
All staff at JL3 & above (permanent full-time employees) would be eligible for participating in the
Company’s Car Lease scheme regardless of the tenure with Maersk GSC. Participation in the scheme is
voluntary.

Eligibility
An employee entitlement for each component with upper cap are detailed below:

Amount in INR (Per Annum)

Job Level Rent Capping* Petrol & Maintenance** Driver

JL3 400000 200000 240000

JL4 600000 200000 240000
JL5 1200000 200000 240000

JL6/7 2000000 200000 240000

Please refer the policy here: Car Lease Policy

3.10 National Pension Scheme

NPS is a pension scheme launched by Government of India. The Scheme is regulated by Pension Fund
Regulatory & Development Authority (PFRDA). An Indian citizen between the age group of 18 years and
65 years can join this Scheme.
An employee, after joining NPS, contributes periodically either on his own or through his employer in his
NPS account to accumulate corpus for the retirement. At the attainment of retirement age, the corpus is
made available to Subscriber with the mandate that some portion of the Corpus to be invested in Annuity
to generate monthly pension post retirement. In case of death of Subscriber during accumulation phase,
the nominee gets the entire corpus.
Please refer the policy here: NPS Policy

3.11 Provident Fund

The organisation contributes 12% of the employee’s Basic Salary into the Provident Fund (PF) and Family
Pension Fund (FPF) accounts of the employee, in accordance with the statutory requirement.

The PF scheme is as per the provisions of the Employee’s Pay of Provident Fund and Miscellaneous
Provisions Act, 1952 and amendments are made by Indian government from time to time. The organisation
makes payment for employee at all sites to a central account, with the regional PF Commissioner in
Mumbai. If an employee wishes to transfer his/her previous provident fund accumulations to Maersk
Global Service Centres HR, then he/ she will be required to complete Form No. 13 (available with HR
Department) and submit it to HR Department.

Classification: Confidential

On joining Maersk Global Service Centres, the employee is required to fill in Nomination Form No. 2 and
Form No. 11 for ex-employment details and return the same to HR Department. In case of change in
nomination due to marriage, etc. employees are requested to keep HR Department informed and updated
by filling a new nomination form.

3.11.1 Voluntary Provident Fund

Employees at Maersk GSC has the option to contribute to the Voluntary Provident Fund (VPF) scheme.

Please refer the link here for more details: Voluntary Provident Fund Link

3.12 Gratuity

The organization has a Group Gratuity-cum-Life Assurance Scheme. Benefits are on par with the Payment
of Gratuity Act, 1972 in conjunction with LIC of India. Employees are admitted to the membership of the
scheme on 1st April every year (Annual Renewal Date).
However, as per the terms of the Trust Deed, those employees who join and leave MGSCIPL between two
Annual Renewal Dates will not be covered under the scheme and will not be eligible for any benefit under
the scheme. The beneficiary may be the spouse and/or child or children and /or dependents of the
member. Employees are required to fill in the Nomination Form Appendix (1) and return the same to HR
Department.
In case of change in nomination due to marriage, etc. employees are required to keep HR Department
informed and updated by filling in a new nomination form.

3.13 Superannuation

This scheme has been discontinued w.e.f. 1st April 2007. For the employees who are already enrolled under
this scheme prior to April 2007, the organisation contributes 15% of the Basic Salary of each employee
into a Superannuation Fund on April 1 every year. Superannuation accumulation is payable along with
interest when employee member reaches the normal retirement age of 58 years old. One third amount is
paid by cheque and two third is paid by way of pension. The benefits can also be availed before reaching
normal retirement age at the time of resignation by applying to LIC of India through the organisation.

3.14 Wellness & Wellbeing

At Maersk, we always strive to create an environment that allows employees to take responsibility for
their health and wellbeing across physical, mental financial & social thus enabling them to be and deliver
their best at home and at work.

In line with our philosophy, all employees at Maersk are eligible to undergo health check ups once every
year, the company also conducts on-site wellness sessions and has launched an App to drive physical
wellness activities for employees.

Classification: Confidential

Company also has partnered with an external agency to provide emotional support through assistance
programs wherein an employee may get appropriate support from the experts for the emotional issues
that they may be facing in their personal / professional life.

3.15 Employee Assistance Program (EAP):
The Employee Assistance Programme (EAP) is a confidential and voluntary professional counselling
service available to you and your household members. It is designed to help you resolve and prevent
personal, family, legal and financial issues. This service provides professional and confidential help
outside your workplace.
Please refer the link here for more details: EAP Policy Link
3.16 Nomination facility for various terminal benefits
This is a very important matter and should be treated as such as it refers to the employee’s choice of
beneficiary who will receive the appropriate proceeds in the unfortunate event of the employee’s
unexpected death while in service.

The organisation’s various benefits schemes are implemented in accordance with statutory requirements
and a very important aspect of enrolment into the scheme is through a simple form, which is to be filled
for each benefit. The employee has to nominate a beneficiary for each scheme. The employee may
nominate parents, brothers/sisters, or any other person in the requisite form. In the event of an
employee’s change in his personal circumstances i.e. marriage, legal separation, divorce, death of
parent/child he may wish to change his nomination. The onus for nomination vests with the employee and
it is up to him to always ensure that the nominations reflect his choice of beneficiary. The organisation
will accept no liability regarding the choice of nominee and appropriate statutory bodies e.g. Provident
Fund, Gratuity, LIC for Superannuation, Insurance companies will settle proceeds on the basis of the
nomination available in their files. Employees should ensure that their nominations are up to date at all
times. They owe this responsibility to safeguard their dependants in the eventuality of their premature
death.

3.17 Group Mediclaim Policy
Group Mediclaim Policy Benefit Manual for Maersk Global Service Centres employees is available at the
below link on Enable:
Group Mediclaim Policy
Group Term Life Benefit Manual

Classification: Confidential

3.17.1 Medical Insurance
All employees are covered under the Group Mediclaim Policy.

Brief Highlights of the benefits:
• Family Floater policy of Rs. 3,50,000 covering self + spouse + 2 children only (up to the age of 25)
• Employee has the option to increase his family floater sum insured through voluntary contribution

and the amount of voluntary contribution which needs to be paid for additional family floater will be
communicated by the Site HR to the employees at the time of renewal of Policy.
• This option can be exercised at the beginning and no change /reduction in sum insured during the
currency of the policy shall be allowed.
• The contribution for additional Family Floater shall be deducted from the employee’s salary.
• Pre-existing diseases covered
• Coverage from day 1 all hospitalization claims as well as for maternity and newly born child
• Maternity Benefit up to Rs. 75,000 per delivery within the policy sum insured, max up to 2 children.
• Coverage of pre-hospitalization up to 30 days and post hospitalization of 60 days
• Day care treatment for specific illnesses covered
• Ambulance charges
• Non-taxable reimbursement of claims

3.17.2 Operational Convenience:
• E card for Cashless coverage in network hospitals
• Claims will be processed by insurer / TPA
• Weekly help desk will be set up by them for you to submit claims
• 24*7 customer care and toll-free number
• Online enrolment
• Website to view status of claims
• SMS updates on status of claims

Classification: Confidential

3.18 Voluntary Parental Insurance
We have introduced a voluntary parental insurance scheme to provide medical insurance coverage for
dependent parents of Maersk GSC employees for expenses related to hospitalization due to illness,
disease or injury.
This is a family floater policy with a Sum Assured of INR 5 Lacs overall. The premium per parent is
communicated during renewal every year. An employee has to mandatory enroll both of parents (i.e.
mother and father/ mother-in-law and father-in-law), to avoid anti-selection. In case of single surviving
parent, employee is required to give a declaration to this effect.
Enrolment to the policy is done online through the Medi Assist link shared with employees. For new
joiners, the enrolment link will be shared in the 2nd month of their joining. Premium will be pro-rated
accordingly.
The insurer is United India Insurance and the policy will be facilitated / managed by Med Assist which is
the Third-Party Administrator (TPA).

Please more details refer to the policy here: Policy Link

3.19 Cell Phones
The Global Process Lead/GSLT is authorized to sanction reimbursement of expenses incurred through
mobile phones usage. However, the handsets are provided only to Job Level 5 and above basis the
approval of his/her Manager.
STD/ISD and roaming facility will also be authorized only by Global Process Lead/GSLT. Need for mobile
phone expenses reimbursement will be determined by the Location Head based on whether the employee:
• Needs to be contacted by customers or suppliers
• Needs to be contacted in case of emergencies
• Requires to be out of office for the greater part of the day
• Requires to travel out of base Site on a regular basis

All the SIM cards issued to employees should fall within the corporate scheme of a service provider that
the Site Office Manager in charge may have selected for the site.
Employees should use discretion while using company provided SIM Card and should avoid misuse of the
same.

Please more details refer to the policy here: BYOD Policy

Classification: Confidential

Settlement of Bills
The service provider is instructed to print all calls made and received. The billing scheme for the user has
to be approved by the Site/Global Head taking into account the quantum of usage. Mobile companies
offer various competitive schemes. The organisation will select the best scheme and the terms and
conditions will apply to all employees without exception.

Section 4

4.0 Transfer Policy

In a multi-location organisation like Maersk, transfers are both necessary and inevitable. The organisation
believes in consciously providing cross-location exposure to its employees. Employees’ willingness and
ability to relocate would play an important role in their growth in the organisation.
Employees transferred on Organizational Interest:
The following are the entitlements for employees being transferred from one location to another:
• Transfer Expenses
• Hotel Expenses
Transfer Expenses:
Transfer Expenses which are undertaken when any employee is transferred to another location should be
pre-approved by the Site/Global Process Lead of the receiving location. The estimates of transfer
expenses should be sent to the Site HR of the receiving location.
Employees on transfer would be eligible to travel by air. Travel expenses for spouse and children would
be reimbursed. Bookings would be made through the local travel desk after being duly approved by the
receiving Site/Global Process Lead.
Employees on transfer would be reimbursed costs of moving their personal and household effects
including soft furnishings, crockery, cutlery and the like by rail or road. Reasonable cost of packing would
also be reimbursed along with the insurance premium. Similar conditions would apply to an employee
who is required to transport his personal vehicle to the new location. Entry Tax on the vehicle will not be
reimbursed by the organization.
Hotel Expenses:
Employees along with their family members would be eligible for a maximum of two weeks stay in a hotel.
The tax perquisite for hotel stay exceeding two weeks will be to the employee’s account.
Hotel bookings would be handled as per the guidelines given in the Travel Policy. All expenses towards
room rate, taxes, reasonable laundry and meals would be reimbursed against bills. Appropriate perquisite
value will be added to employee’s taxable income as per the provisions of the Income Tax Act. One phone
call to the employee’s base location a week for 5 minutes is permitted and would be reimbursed.
Local conveyance from hotel to office and from office to hotel would be reimbursed.

Classification: Confidential

Employees transferred on Personal Interest:
The organisation also recognizes the need that employees may require to relocate to another location on
personal grounds. This is subject to a suitable vacancy existing in the location, where the employee prefers
to relocate to.
In such cases, the employees will not be eligible for any transfer benefits which are applicable to
employees who are transferred on organizational interest.
Compensatory Off for Weekend Travel:
For weekend travels (whether departing or arriving on a weekend), the traveller will be allowed to have a
one-day off which can be used within two months from arrival date; this cannot be carried forward.
Compensatory Day-off can be used within two months from arrival date.
The above-mentioned clause is exclusive of the Compensatory Off and Pay-out Policy which is
applicable for employees working in an 8-hour shift.

Classification: Confidential