Employment Guidelines Final

EMPLOYMENT GUIDELINES
Document No. : NPL/HR/00

Page No. :1
To specify employment related guidelines for new and existing
Purpose
employees.
It covers all human resource policies & procedures of Next Polymers
Scope
Limited
Responsibi
All associates of Next Polymers Limited
lity
INDEX
Sr. Clause Contents Page

No N
. o
.
1 1-1.5 Business Policy 6-7
2 2-2.5 Probation 8
3 3-3.2 Nomination 8
4 4-4.3 Attendance 9
5 5-5.5 Office Working Hours 9-10
6 6-6.7 Overtime 10
7 7-7.1 Transfers 10
8 8-8.7 Promotion 11-13
9 9-9.4 Increment 13
10 10-10.3 Resignation 14
11 11-11.2 Retirement 14
12 12-12.6 Leave Benefits 15-19
13 13-13.4 Compensatory Of 20-21
14 14-15 PF / FPF / NPS, Maternity Benefit, Bonus, Gratuity, 21

Superannuation/ Insurance
15 16-17 Telephone and Laptop Facility 22-25
16 18-18.5 Higher Education 26
17 19-19.4 Canteen 26
18 20-20.5 Sports 27
19 21-21.2 Training 27
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20 22-22.5 Company Loan 28-30
21 23-23.4 Death Benefit Welfare Scheme 31
22 24 Awards 31
23 25-25.2 Wedding Gift 32
24 26-26.4 Uniform And Shoes 32
25 27-27.14.7 Recruitment 33-39
26 28-28.1 Antecedents Checks 39
27 29-29.16 Conveyance / Travel 40-44
28 31-31.4 Notice Period 45
29 32-33.3 Disciplinary Action Procedure 45-47
30 34-34.4 Flow Of Communication 48
31 35-35.2 Complaints 48
32 36 Sexual and other Unlawful Harassment 49-50
33 37-41 Health, Safety and Environmental Guidelines 50-52
34 42-42.11 General Observations 53-54
35 Annexures 55-65
ABOUT NEXT POLYMERS LIMITED
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We are not mere Polymer Compounders, Next Polymers is a Work in Progress,

which started from the simple concept of the 3 R’s (Reuse, Reduce and Recycle)
and is zooming towards earning huge carbon credits for the society.
Next Polymers are industry leaders in compounded polymers. Our wide range of
product-line powers various industry verticals right from automobile to telecom
to electronic & electrical to furniture to home appliances. Our products are
environmentally conscious and safe, which operate efficiently to achieve
sustainability goals.
Next Polymers has wide distribution network for its range of product and known
to ensure timely delivery. Besides we cater to international requirement and are
currently exporting globally.
Since inception in 2006, Next Polymers has left no stones unturned in the
competitive polymer landscape.
Our high-tech machinery and advanced technology are major strengths, which
enable us to provide superior quality products.
At Next, we manufacture Nylon’6 & 66, PC, ABS, PP, PPS and other alloys besides
customizing compounds as per industry requirements.
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OUR VISION
Corporate Social Responsibility drive towards a Green Planet reducing carbon

footprints with 3 “R”s – Reduce, Reuse & Recycle.
OUR MISSION
Global Brand establishment to Engineering Polymers to the next level.

Achieving a systematic & well balanced growth by challenging ourselves for
innovation & performance.
Customer First, responding to their changing needs speedily, courteously &

efectively.
Ethical & transparent business with our customers, suppliers, employees,

bankers, shareholders & society.
Safety, Health & Environment as Core Values.
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ABOUT THIS MANUAL
Employment Guidelines are prepared by the company for observance of Rule of

Law, Order and Discipline in the Organization. The purpose of these guidelines is
to provide you with a guide to the policies and practices of the company. You will
find this a useful source of information about your privileges, duties and
responsibilities. Please note the policies mentioned in this Manual are presented
as a matter of information only.
This Employment Guidelines can be modified, altered, varied and revised at the
discretion of the Management. The Management also reserves its right to keep in
abeyance all or any of the Guidelines at any time (either in general or in specific
case or event) without assigning any reason.
The Department Heads shall be responsible to observe the compliance of these

Guidelines in their departments.
Wherever, in these Guidelines, the word ‘he’, ‘him’, or ‘his’ appears, it
shall mean and include ‘she’ and ‘her’ also, in the same way and spirit.
The present guidelines would supersede all other earlier guidelines which have
been enforced time to time.
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Page No. :6
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BUSINESS CONDUCT
1. OUR BUSINESS POLICY
1.1 Most of our customers know something about ‘Next Polymers Ltd.’ and its
services, but when they are dealing with you, in person, on phone or by
mail, the impression you make will be the impression of the Next Polymers
Ltd. It is therefore quite imperative that you represent the company in a
professional manner at all times. The Company requires a high level of
personal integrity from all its workers and employees at all levels.
1.2 Basic Principles: The following principles are fundamentals to the ‘Next
Polymers Ltd.’ conduct. All the workers and employees at all levels must:
Comply with necessary legal/Statutory requirements in all business

dealings or other transactions.
Avoid putting themselves and the company in a conflict of interest.
Conduct themselves honestly and with integrity.
Ensure fair and equitable treatment of customers, suppliers, employees
and others
who rely on or are associated with the Company.
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1.3 Every worker and employee at all levels of the company shall perform the
duties of his office or position honestly, in good faith and in the best
interest of the company. They must exercise due care, caution, diligence
and skill that a reasonably prudent person in the same cadre would
exercise in comparable circumstances.
1.4 Our Quality Policy:
a) Quality as a driving force in our thinking, work, products, & interactions

with others. Adopting the Principle of “Right First Time, Every Time”
b) Meeting & Exceeding Customers’ expectations by delivering Products with
more value for money. Provide Innovative Solutions through R & D.
c) Aligning our systems & procedures to meet or exceed the requirements of
ISO 9001:2015 Quality Management Systems
d) Employee Development at all Levels thru Training Programs. Transparent
Total Quality Management for a Healthy & Motivated Environment.
1.5 Corporate Goal:
“Next Polymers Limited’s Corporate Goal is to become a leader in Polymer

technologies and be a recognized niche player in the compounding
engineering globally.”
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YOUR EMPLOYMENT
2. PROBATION
2.1 On appointment, an employee will be placed on probation for a period of

six months. However the Management may at its discretion may
extend/shorten or waive the probation period. During probation period, an
employee shall demonstrate his ability to perform work satisfactorily.
2.2 Notice Period will not be required from either side for discontinuance of
service during probation period.
2.3 On successful completion of probation period, an employee will be

confirmed in the service after performance appraisal.
2.4 Unless confirmed in writing, an employee shall be deemed to be on

probation.
2.5 Person below age of 18 years shall not be recruited / engaged.
3. NOMINATION
3.1 Every employee shall fill in and submit a “Nomination Form” to the
Company within 7 days of joining the Company.
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3.2 In case of death, salary and all other dues shall be paid to his nominee; if
there are recoveries to be made, the same shall be recovered from the
Nominee.
4. ATTENDANCE
4.1 Employee is required to make his attendance through Bio-Metric

attendance punching machine. Employee’s Outdoor Duty (OD), Leave,
Compensatory Of, Absence etc. shall be updated and recorded through
attendance muster. Employee is required to submit prescribed Leave
Application Form, OD form, attendance slip, gate pass (via any means)
duly sanctioned by the Section Head / Department Head to HR Dept.
4.2 If any discrepancies/ mismatch in data found in attendance report

generated by Bio-metric attendance system then employee has to justify
towards its rectification by Leave Application Form, OD form, attendance
slip, gate pass (via any means). All related formats are applicable.
4.3 Late Coming: 15 minutes late coming to be permitted twice in a month.

Half day leave will be debited from 3rd occasion onwards.
5. WORKING HOURS:
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5.1 1st Shift : 07:00 am to 3:00 pm
2nd Shift : 03:00 pm to 11:00 pm
3rd Shift : 11:00 pm to 7:00 am
General Shift : 09:30 am to 6:00 pm
Flexi time : Between 09:00 am – 10:30 am to 6:00 pm – 7:30 pm
(Applicable for HO & branches)
(Recess 30 minutes, batch wise: compulsory break after every 5 hours of

working)
5.2 Weekly Of: Sunday / Rotational Of as may be notified from time to time.
5.3 If, for any reason, an employee proceeds for lunch / recess late, timings
may be adjusted; but recess / lunch time should not be stretched over
permitted period in any case.
5.4 As far as possible employee shall complete their work during working
hours so as to avoid late sitting.
5.5 Whenever the work load or nature of task so requires, it is expected from
the Employee that they will finish the job in hand before they leave from
office/ work place.
6. OVERTIME
6.1 Overtime work will be taken only when it is absolutely necessary.
6.2 No overtime should be done without the sanction of the Department Head.
6.3 Employees will generally make themselves available, if a request is made

for overtime.
6.4 Selection of employee/s to do overtime will be at the sole discretion of the

Company.
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6.5 Overtime will be paid to the workers only for working more than 1 hr.
6.6 Overtime to the staf will be paid in the form of Compensatory of/leave
6.7 Claim for overtime shall start for working beyond usual working hours,
provided late working is done beyond one hour in each shift / day.
7. TRANSFERS
7.1 An employee’s services shall always be transferred/deputed from one

department or section to the other and from one place to another and
from one Company to other Company, at the sole discretion of the
Management. It is as per the T & C already mentioned in Appointment
letter of Employees.
8. PROMOTION
8.1 There would be no automatic promotion to the higher grade.
8.2 Promotion to the next higher grade/designation will be at the sole

discretion of the Management.
8.3 Only those employees who are ready to accept higher responsibilities will
be considered for promotion, subject to his/her ability and delivery of job
responsibilities with dedication.
8.4 Promotion shall be based on competence, sincerity, performance,

discipline, punctuality, etc., and not merely on seniority. Please refer
Appraisal form No. HR/F/12.
8.5 Criteria of promotion from one grade to another is as under :
(Grading system should be modified, normally pay perks depends upon grades
like TM,SM,MM,LM... etc. which justifies seniority and benefit structures properly.
Initially based on performance one grade upgrading is allowed. Designation

changes after completing min. 6 months with expected performance/results ) to
the Confirm employee. Management reserves the rights to promote/amend the
employees based on his/her performance any time.
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Grade Minimum Years Minimum Qualification
Jr. Mgt-II to Jr.Mgt.I 4 Primary Std./ SSC
Jr.Mgt.I to MM-II 4 Diploma/ HSC
MM-II to MM-I 2 Degree
MM-I to SM-II 3 Degree
SM-II to SM-I 3 Degree
SM-I to TM 3 Master / Prof. Degree
8.6 Levels of Management :
Mgt. Level Designation
Top Management – I CEO
Plant Head / VP
GM
Dy.GM / Asst.GM
Senior Management - I HODs/ Sr. Manager / Manager
Senior Management - II Dy. Manager / Asst. Manager
Sr. Engineer / Sr. Executive / Sr. Accountant / Sr.

Middle Management – I
Officer
Engineer / Executive / Accountant / Officer

Middle Management – II
/Supervisor/ In Charge
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Jr. Engineer / Jr. Officer/Sr. Assistant / Assistant /

Junior Management - I
Technician/ Sr. Technician/ Receptionist
Apprentice Trainee/ GET (Apprentice)
8.7 Workmen :
Jr Management- Operator / Asst. Operator/ Helper / Electrician /

II/Permanent Worker Welder / Forklift Driver/Watchman / Driver / office
Boy/ Office Assistant
Fixed Term Project Workers FTW
9. INCREMENT
9.1 Increment will be paid solely at the discretion of the Management.
9.2 No increment will be paid on completion of probation. However the

Management reserves the rights, as a special case at its discretion,
sanction increment on completion of probation too.
9.3 Management will be at liberty to withhold an increment for under

performance& indiscipline.
9.4 Increments shall be awarded on the basis of performance, potentials,

discipline, punctuality, sincerity, etc., of the employee and not merely on
seniority.
10. RESIGNATION
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10.1 All employees except FTW and Jr. Management-II cadre leaving the job will
have to fill exit form. Please refer format No. HR/F/26.
10.2 The employee will have to surrender all belongings provided by the
company viz. I-Card, Sim card, Laptop, Car, House Accommodation, safety
shoes & uniforms etc. Charges for Safety Shoes and uniforms provided
have to be recovered if an employee leaves the job prior to completion of
one year from the date of issued the same. Employees have to obtain ‘No
Due Certificate’ from respective departments. Please refer format-HR/F/19.
10.3 Full and Final Settlement will be done only after fulfilling the above criteria
and settlement of outstanding dues, if any.
11. RETIREMENT
11.1 An employee shall retire from service on completion of 58 years of age.
11.2 The Management shall be at liberty to extend the services of any

employees for a maximum of two years at its sole discretion, but will be
treated as Consultant and not the regular employee.
BENEFIT PLANS
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12. LEAVE
12.1 Leave & PH Entitlement (Plant):
1. PL (Privilege Leave) = 15 days per year

2. Sick Leave = 4 days per year (On pro-rata basis - 2 in January & 2 in July)
3. Casual Leave = 4 days per year (On pro-rata basis - 2 in January & 2 in July)
4. Public Holidays = The list is circulated at the beginning of every year.
12.2 Leave & PH Entitlement (HO & Branches):
5. PL (Privilege Leave) = 24 days per year

6. Public Holidays = The list is circulated at the beginning of every year.
12.3 Key Clauses:
a) Leave application should be submitted as per the attached Annexure I

(wherein the employee shall also disclose his contact address with phone
numbers during the leave period)
b) Leave application shall be subject to approval of HOD & HR department.
c) The reason for availing leave like personal, sick, wedding/religious ceremony,
and going out of station etc., needs to be indicated in the leave application
form.
d) Leave application must be applied in advance (please refer each leave type
mentioned below) except in case of unforeseen circumstances or emergency.
Under such circumstances where it is not possible to obtain sanction for leave
in advance, the employee should inform the company on the date of leave by
telephone/Email/through other employee any SMS message that he wishes to
avail leave specifying the reason.
e) In case of emergency leave, relaxation of advance intimation is permitted
only up to 3 times in a year. However, approval or rejection of leave solely
depends on HOD/HR.
f) Employees can avail all type of leave for half day or more subject to approval
of respective authority.
g) Minimum 4 hours duty before or after availing such a leave. The leave can be
prefixed and/ or suffixed to weekly Ofs or Holidays.
i. Leave sanctioning authority shall have a right to cancel / revoke the leave
already sanctioned before leave starts.
ii. Leave cannot be claimed as a matter of right. Sanction of Leave shall be
subject to exigencies of work. The Department Head may refuse to
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sanction leave or may ask the employee to change the dates of leave, if
necessary.
h) Minimum 4 hours duty before or after availing such a leave. The leave can be
prefixed and/ or suffixed to weekly Ofs or Holidays.
i) If an employee remains absent though the leave has not been sanctioned, it
will be without pay. Un-authorized absence shall amount to wilful misconduct
and disciplinary action may also be initiated.
j) If an employee remains absent for a continuous period of 10 (Ten) days or
more without sanction of leave, his services may be terminated at the close
of Working Hours of the tenth day, at the sole discretion of the Management.
This shall equally apply in case where an employee has proceeded on leave
with prior sanction, but does not report till ten days after the last day of the
leave which was sanctioned.
k) Leave without pay shall be based on the total days in the relevant month. In
such cases, salary and all monthly allowances and all other benefits (e. g.
PF / FPF, Medical Allowance/Reimbursement, LTA, Bonus etc.) shall also be
reduced proportionally.
12.4 PL (Privilege Leave/Earned Leave):
i. Privilege leave will be calculated 1 day for every 20 working days as per
notifications by appropriate Govt. from time to time.
ii. In case of long (7 or more days) sanctioned leave the holiday /weekly of
falls in between will be treated as leave
iii. Earned leave will be credited to employees account once in a year. But
employee who has joined the organization may not avail the leave during
his/ her probation. During probation leave can be accumulated but it can
be availed by employee after successful completion of probation period
only.
iv. Employees can accumulate un-availed PL only to a maximum of 15 Days
for all grade.
v. Privilege leave beyond 15 days will automatically be lapsed.
vi. In the event of resignation, when an employee is serving the notice period
he is not eligible for any paid leaves.
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vii. Any holiday or weekly of falls between two sanctioned leave will be
counted as leave only.
viii. Privilege leave above 15 days will not be encashed under any
circumstances however if an employee leaves the company during the
year, he shall be entitled to encashment of pro-rata PL of current year,
provided that the same should not exceed 15 days.
ix. If PL - 1 day to 2 days => must be intimated and get it approved in
advance prior to 7 days then proceed on leave.
x. If PL - 3 days to 6 days => must be intimated and get it approved in
xi. If PL – More than 6 days => must be intimated and get it approved in
12.5 CL (Casual Leave
i. If an employee joins employment during a year, he shall be entitled to pro-

rata
CLs from the date of joining.
ii. CLs shall be credited to employee’s account in advance on 01 st January
every year.
iii. Any holiday or weekly of falls between two sanctioned leave will be
iv. No encashment of Casual Leave is permissible in any circumstances for
this leave.
v. CL cannot be carried forward / accumulated.
vi. Leave should have prior sanction of employee’s Department Head. For all
planned CL – it should be informed 3 days in advance with reason of leave.
12.6 SL (Sick Leave):
i. If an employee joins employment during a year, he shall be entitled to pro-

rata
SLs from the date of joining.
ii. SLs shall be credited to employee’s account in advance on 01st January
every year.
iii. Any holiday or weekly of falls between two sanctioned leave will be
iv. Availing leave for 3 days or more than 3 days on medical grounds is
subject to submission of Medical Certificate from a registered medical
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practitioner for the relevant period, which is to be attached along with the
leave application.
v. No encashment of Sick Leave is permissible in any circumstances for this
leave.
vi. SL cannot be carried forward / accumulated.
Annexure I:
Leave form for Staff/Worker
Date:
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Emp. Code: ____________
Applicant’s Name: ____________________________
Dept. ________________________________________
Designation: __________________________________
Required leave date from _____________ to ____________ for ________ Days
Reason: _______________________________________
Any other people from same dept. are on leave - Yes/No
From _________________ to __________________Total days._____
Last Leave: ____________________
Name of Reliever or Proxy: _________________
Emergency Contact Details (Mobile No. & Address):
___________________________________________________________________________
Sign. of applicant : _____________________
Sign. of dept. head: ____________________
13.1 COMPENSATORY OFF
13.2 Eligibility:
a) All staf working in Next Polymers Limited
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13.3 Authentication & Approval:
Implementation of this policy will rest with concerned HOD/Functional Head/HR.

The nature of respective job function may require an Employee to put extra
hours or work on holiday. They can also be called by their HOD/management.
13.4 Policy & Procedure:
a) If an employee worked on Public Holiday/Weekly of than he/she is eligible

to avail Compensatory of.
b) Employee has to submit proper justification for working on weekly of/paid
holiday with mentioning quantum of work.
c) If any employee (in above grade) worked minimum 8 hrs. Then he/she will
be eligible to avail 1 day Compensatory of in normal working days.
d) If an employee (in above grade) worked more than 1 hr. Then he/she will
be eligible to avail 1/2 day Compensatory of in normal working days. Less
than 1 hr will not be accounted for Compensatory ofs.
e) All HOD’s/Concerned employees has to inform HR/Admin dept. in advance
prior to work on PH/WO.
f) Employee has to mark his/her attendance through Bio-metric/ Attendance
sheet while working on Weekly Of or Paid holiday.
g) All Compensatory ofs needs to be sanctioned prior to avail i.e. Leave
application/Compensatory of Form must be submitted to HR in advance
duly signed by HOD.
h) Validity of Compensatory ofs are restricted to 7 days i.e. One should avail
Compensatory of in 7 days from the date of work. After 7 days
Compensatory ofs will get lapsed automatically.
i) Two accumulated half day Compensatory ofs can be availed as one day
leave.
j) One day accumulated Compensatory ofs cannot be availed in two parts.
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k) Compensatory ofs can be availed as Prefix or suffix to a PH/WO/Optional

holiday.
l) Compensatory ofs can be clubbed with any leave (CL/PL).
m) In case of long leave Compensatory ofs cannot be used as prefix and
suffix to prevent WO or PH, it will be accounted as long leave only.
14. PF / FPF / NPS, BONUS, GRATUITY, MATERNITY:
14.1 These shall be governed as per the statutory provisions. Where the
Statutory provisions are not applicable, the same shall be governed by the
terms set out in the Letter of Appointment / Ofer issued to /Contract of
Service executed with the employee. Bonus / Ex-gratia shall also be covered
in the salary structure where it is not payable in terms of the Payment of
Bonus Act.
15. INSURANCE
15.1 The Company shall take “Workmen’s Compensation Act Policy” from
insurance company for those workers, where the provisions of ESI Act are
not applicable.
15.2 All those employees who are not covered under ESI or WCA Policy will be
covered under the Company Personal Accident Insurance Policy & Mediclaim
Policy. Premium of which shall be paid by the company.
16. TELEPHONE FACILITY
Eligibility & Coverage:
Any employee working in the company who in the due course of his/her duty
regularly requires to constantly communicate with outside agencies Customers,
Suppliers, Vendors, Transporters, Marketing Team members, etc., considering
business need.
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Authentication & Approval:
The eligibility for Mobile connection for any employee needs to be authenticated
by the concerned HR / HOD / Functional Head & then HR will provide the same
after seeking approval from the management.
Policy & Procedure:
 Company will not take the responsibility of procurement of the mobile

instrument.
 In case the mobile instrument is / was purchased by the company it shall
be considered as company property.
 For each eligible employee, company will provide SIM card bearing all
costs associated with procurement and deposits. The SIM card and
associated deposits shall be the property of the company.
 For each eligible employee, the company shall bare the recurring cost of
monthly bills fixed as per limits defined for each employee. Any amount
over and above the prescribed defined limit will be deducted from the
employee salary.
 Any employee who has left/ resigned/ terminated will immediately hand
over the SIM card & mobile instrument (if applicable) to HR department.
 No SIM card/Mobile instrument handover should take place between
individuals; it should be handed to HR Department only.
 Employees from Marketing department who are still using their own SIM
cards for business purpose are required to change their connection to
company account or accept new connection SIM card on company account
within 6 months of this policy in force. Meanwhile company will reimburse
their mobile bill as per the prescribed defined limit
Limits:
Sr No. Grade Limit excluding GST (Rs.)
1 SM 999
2 MM1 349
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3 MM2 349
4 LM 349
 The above limits are as per the policy, if the need of the business
demands higher usage then these limits can be re-defined subject to their
respective HOD & management’s approval on case to case basis.
 In case mobile bill of any employees exceed the above said limit, the
exceeded amount should be deducted from their employee’s salary.
However, if the HOD of the respective department justifies the exceeding
limits as genuinely used for the company’s official purpose, the deduction
from the salary will be waived upon the HOD’s written approval.
Usage Guideline:
 Keep your cell phone in silent mode in meetings and discussions.

 Keep your cell phone away from your heart as this will help you to protect
from hazardous radiations and frequencies. As this is company provided
SIM cards so all employees are requested not to keep any caller tunes.
 Please see that incoming calls do not go unanswered. If you are busy then
drop the text.
 Don’t speak loudly on cell phone; try to use meeting rooms if discussions
are taking more time.
 Employees working in factory locations are not allowed to use mobile
phone in shop floor area.
 Security will not allow any non-eligible employee, contract workers,
contract worker’s supervisors, any kind of Visitors etc., to carry their
mobile phones inside the Plant, while entering the Plant they are required
to handover their mobile phone to security personnel. Security will give
them a token and keep the mobile phone safe in a pouch, on leaving the
Plant they can collect their mobile phone in exchange of the token.
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 In absence of the token Security personnel will not be able to return the
mobile & they need to contact HR Department for necessary approval.
 No one will be allowed to take Mobile in shop floor in any circumstances.
 Few employees are allowed to carry mobile with them up to their office
only, but when they go to Shop floor it will be kept in their drawer only.
17. LAPTOP POLICY
The laptop shall be issued to the authorized employee of the company with the
below mentioned understanding:
17.1 The usage of laptop is for solely official purpose.
17.2 Any additional requirement of software/hardware of laptop user should be

clearly communicated through mail to the Systems Department.
17.3 Management is at the sole discretion on approving such requests.
17.4 Employee is responsible for the confidentiality and security of organizational

information on the laptop.
17.5 In case of any malfunction, employees are required to report the same to
the I.T. Department.
17.6 Employees may not take the laptop for repair to any external agency or
vendor at any point of time.
17.7 The laptop should be returned to the I.T. Department in case of leaving the
organization or if they do not intend to use it for any reason.
17.8 The assigned employee assumes the responsibility of security and care of
the laptop and shall be fully accountable for theft, loss or damage of the
property.
17.9 The employee shall be liable to replace or pay an equivalent amount to the
organization in case of theft, loss or damage to the property.
17.10 If any damage occurs because of misuse intentionally or due to negligence

of the users the total cost will be recovered from the users, if it is out of warranty
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Purpose
employees.
Scope
Limited
Responsibi
lity
period. The user has to pay the total cost for repair.
17.11 The organization retains the right to deduct the same from the salary in
case of such an event.
18. HIGHER EDUCATION
18.1 The employee will be encouraged to take up higher education, keeping in

mind the job he performs.
18.2 The confirmed employee of the company will get this benefit provided the
same is recommended by the Department Head and approved by the
Director prior to applying / joining the course / study.
18.3 The area of study should be currently or in future be relevant to the various
jobs as required to be performed by the employee.
18.4 On successful completion of the higher education / course / study, the

company will consider him at the time of performance review suitably.
18.5 If an employee leaves within two years after completing the course / study
undergone, the amount will be recovered while settling his full and final
account of his dues with the company.
19. CANTEEN : Subsidized food / Snacks facility
19.1 Tea will be served twice in a day free of cost.
19.2 Lunch / Dinner will be provided at subsidized rates i.e. 50%.
19.3 Amount of subsidy contribution will be the sole discretion of the

Management.
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Purpose
employees.
Scope
Limited
Responsibi
lity
19.4 Canteen Committee: The Committee is directed to ensure supervision and

efficient management of Canteen towards serving hygienic, healthy and
high standard of food quality for all personnel. It is also required to meet
Statutory / Non-Statutory / Customer requirements.
20. SPORTS
20.1 Company has few sport facilities like Table Tennis, Carom and Chess etc.
The facility can be used during recess time or after office hours.
20.2 Management is interested to motive sports events, hence every year one
sports tournament will be organized. It is inter-company (between Factory,
Zones, HO etc.)
20.3 Management will be provided sponsorship to the Team who is interested

to participate in any outside tournament on state level or others.
Company will provide sponsorship for the same if found suitable.
20.4 All the equipment related to sports will be provided by the company
through committee.
20.5 Taking care of equipments are sole responsibility of Sports Committee.
21. TRAINING
21.1 In House training facility is imparted to all categories of employees

periodically on various parameters. Where ever necessary employees may
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Purpose
employees.
Scope
Limited
Responsibi
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be sent for external training based on training need Identifications received

if any from the HODs.
21.2 Training will be conducted based on Training calendar (HR_F_04)
22. LOAN FOR WORKERS / STAFF
22.1 Purpose of Loan:
Next Polymers Limited makes available to its employees an emergency loan

facility. The purpose of this facility is to provide loans to employees who have an
immediate need for funds as the result of an emergency and have no other
source of money available within the time necessary to act, or who has a
personal financial hardship and cannot obtain a loan from the bank or other
leading institution. The program is not intended to compare with the banks or
other lending institutions; it is intended to fill the needs of NPL employees that
are not being met by those sources. This facility is not to be considered as an
employee privilege & right under any circumstances, this facility doesn’t entitle
every employee eligible for applying the loan. Loan will be allowed at the sole
discretion of the Management only for those who are in genuine dire need &
provided the company is not facing working capital crisis at the time of
application.
22.2 Eligibility:
All permanent employees of NPL who have been employed for continuous period
of at least 1 (One) year. Employees who have balance outstanding on previous
loan/advance against their salary at the time of application are not eligible for a
loan until their debt is settled in full.
22.3 Loan Limitations:
 The maximum loan granted shall not exceed one month gross salary of an
employee.
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Purpose
employees.
Scope
Limited
Responsibi
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 In case of genuine reason/circumstances management may consider to

sanction 2 months gross salary provided the employee has completed 2
yrs of association with company.
 In extreme situation maximum 3 months gross salary may be granted for
the employees who has completed minimum 3 yrs or more of association
with company.
 No second loan will be sanctioned until previous loan’s last EMI has been
paid of.
 Loan will be for certain exigencies viz. education/sickness of self & family/
renovation of house/marriage, new born etc. on the basis of submission of
evidences.
22.4 Procedure for Obtaining an Employee Emergency Loan:
 Application must be made in writing on the loan application form, signed

and then sent to the HR Department along with one Post Dated Cheque as
a security.
 Sanctioning authority - HOD of the respective department. Payment will
not be made until the loan application has been signed by the respective
HOD and return to the HR Department.
 Once the loan application is received the HR Department will verify all the
details like the borrower’s postdated Cheque, monthly gross salary,
outstanding of previous loan etc.
 At least one witness signatory/guarantor is mandatory for obtaining
company loan.
 Loan will be allowed at the sole discretion of the Management.
22.5 Loan Repayment Terms:
 Term: Maximum loan repayment period is 10 months, in equal

installments or less than 10 months if employee agrees the same.
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Purpose
employees.
Scope
Limited
Responsibi
lity
 Payment Method: Repayment of an emergency loan must be made

through a monthly payroll deduction.
 First Payment: The first repayment of a loan will be scheduled for the
next available payroll deduction, with subsequent payments deducted
monthly until the emergency loan is paid in full.
 Employment Termination: All loans are due and payable in full upon
termination/separation of employment with company otherwise it will be
recovered suitably.
23. DEATH BENEFIT SCHEME FOR STAFF AND PERMANENT WORKERS
23.1 Regardless of the cadre / scale/ designation voluntary contribution made by

the employees will be match by equal contribution by the company
which will be paid to the nearest family member / nominee.
23.2 This scheme would be applicable on account of natural death only.
23.3 Death on account of accident, under the influence of alcohol, suicide,

murder is not covered under the scheme.
23.4 Any employee can contribute as per his desire; however the maximum
voluntary ceiling is fixed as employees’ one day salary.
24. AWARDS
Annual day is the time to recognize everyone’s efort leading to timely delivery
and quality of our services. These are the people who work so tirelessly to ensure
the success of the organization.
Hence, the key performers shall be awarded to motivate them as well as

others to keep contributing. The innovative award categories such as ‘WOW’,
‘Happy to Help’, ‘Beyond the call of duty’, ‘Shining Star’, ‘Rock star Rookie’,
‘All for One & One for All’, ‘Circle of Joy’ and ‘Customer Kudos’ would be well
defined for the nominees. Deserving employees who have contributed to the
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Purpose
employees.
Scope
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Responsibi
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success of company will win certificates & trophies in respect to each award
category.
25. WEDDING GIFT
25.1 In case of marriage of any employee of the Company, the Company will
provide a
Gift Cheque as under:
Grade
Gift Rs.
Workers 1000/-
Junior Management 1500/-
Middle Management 2000/-
Senior Management & 3000/-

Above
It would be applicable to confirm employees only.
25.2 This Wedding Gift shall be only one time to an employee in their lifetime.
This scheme is subject to such amendments and modifications or
cancellation without notice, as the Management may think appropriate from
time to time and therefore do not constitute or confer any rights or privilege
to any employee.
26. UNIFORM AND SHOES
26.1 The company will provide 2 pairs of Uniform and 1 pair Shoes once in a
year.
26.2 It would be obligatory for employees to wear Uniforms and Shoes while on
duty.
26.3 No wear on regular basis would be construed as indiscipline.
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Purpose
employees.
Scope
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26.4 There will be relaxation on Uniform on week end, i.e. on Saturday

employees may come in civil dress/ colourful dress. Just for a change.
RECRUITMENT
27. RECRUITMENT POLICY
27.1 The policy is to select a right candidate for the right job.
27.2 ’NO CHILD LABOUR’:
Child labour is not to be used under any circumstances. Child labour is strictly
against our company policy. However, documented routine (Response to child
labour) is in place to ensure that child labour is identified and acted upon
immediately. All employees must meet the minimum age requirement set
by local laws.
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Purpose
employees.
Scope
Limited
Responsibi
lity
The HR Department verifies the age of every new employee by demanding

a proof of age. We respect the dignity of labour and discourage all forms of
forced & compulsory labour. Our terms of employment are transparent and
voluntary.
27.3 ‘YOUNG WORKER’: If young worker is hired following conditions has to be

met:
● The Young worker hiring shall be approved by HOD and HR

department.
● Age shall be between 15 years to 18 years of age.
● The complete assessment, examination and verification shall be
carried out before hiring a young worker (Gujarat Rules 1963 and Factories
Act 1948).
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employees.
Scope
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● Valid age proof: Medical examination and obtain Certificates of

fitness from certifying surgeon / Factory Medical Officer.
● No young person shall be allowed to clean, lubricate or adjust any
part of a prime mover or of any transmission machinery while the prime
mover or transmission machinery is in motion, or to clean, lubricate or
adjust any part of any machine if the cleaning, lubrication or adjustment
thereof would expose the woman or young person to risk of injury from
any moving part either of that machine or of any person of any adjacent
machinery.
● No young person shall be required or allowed to work at any
machine unless he/she has been fully instructed as to the dangers arising
in connection with the machine and the precautions to be observed and
(a) has received sufficient training in work at the machine, or (b) is under
adequate supervision by a person who has a thorough knowledge and
experience of the machine.
● No young person shall be engaged, in conjunction with others in
heavy lifting, carrying or moving any material, article, tool or appliance.
● No young worker shall be employed to work for more than eight
hours in a day.
● No young workers shall be employed in night shift. Also, no young
worker shall be performing overtime.
● The manager of every factory in which young workers are employed
shall maintain the register.
● Records, to be made available at all times in the factory showing
the name of each young worker in the factory, the nature of the worker,
Young worker acknowledgement, Job description, risk assessment, letter to
parent/ guardian, certificate of fitness, etc.
● Also, all legal documentation shall be maintained as per Gujarat
Factories Rules 1963 and Factories Act 1948.
● Operations identified for young worker: Assembly, Finishing,
Packing, Housekeeping, Dispatch, Data entry etc.
● Next Polymers Ltd. support the legally employed young workers. It
is required to secure rights of Young Workers during the course of
appointment.
27.4 ‘DIVERSITY’: Next Polymers Ltd. believes that diversity in its workforce is a
key element to its success. Employees from diverse backgrounds with
difering skill sets bring individual talents and experiences to their
respective roles within the Company. Diversity encompasses race, gender,
ethnicity, age, personality, cognitive style, tenure, education, background
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Purpose
employees.
Scope
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Responsibi
lity
and more. The Company does not tolerate unlawful discrimination with
respect to a person’s ethnic background, religion, gender, age, disability,
marital status or any other factor unrelated to their skills and qualifications.
The Company believes its people are its most valuable resource.
27.5 ‘DISCRIMINATION’: No discrimination based on race, colour, caste,

national origin, religion, disability, gender, sexual orientation, union or
political affiliation, or age.
Next Polymers Ltd. is committed to equal employment opportunity and does

not discriminate in the terms, conditions, or privileges of employment on
account of race, age, colour, sex, national origin, physical or mental
disability, or religion or otherwise as may be prohibited by the Law. Any
employee, board member, volunteer or client who believes that she/he or
any other affiliate of Next Polymers Ltd. has been discriminated against is
strongly encouraged to report this concern promptly to the HR Dept.
Harassment or intimidation of a client, staf person or guest because of that

person’s race, age, colour, sex, national origin, physical or mental disability,
or religion is specifically prohibited and may be grounds for termination.
Harassment and intimidation includes abusive, foul or threatening language
or behaviour.
Next Polymers Ltd. is committed to maintaining a workplace that is free of

any such harassment and will not tolerate discrimination against staf
members, volunteers or agency clients. Issues of discriminatory treatment,
harassment, or intimidation on any of these bases should immediately be
reported to the Human Resource Department or immediate supervisor and
prompt action will be taken.
27.8 ‘DEFINITION’: In these Regulations unless the context otherwise requires,
‘COMPETENT AUTHORITY’ in relation to exercise of any manpower,

means the Director or any other person authorized by him / them in that
behalf.
‘COMPANY’ means concerned company i.e. Next Polymers Ltd.
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employees.
Scope
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27.9 RECRUITMENT PROCEDURE

27.9.1 The manpower planning will be done in consultation with the Director by
the concerned Department Head & HR Department on the basis of
development / diversification / expansion / growth plans. The manpower to
be recruited has to be done in phases as per the work progress plan so that
manpower is fully utilized.
27.9.2MRF Signed by FHs Submission to HR=After Matching Planning Vs Actual

HR will check for adjustments & if not Sign=HR will take it forward with
Director along with findings=Director Approval or Rejection
27.9.3After receipt of MRF duly approved further action will be taken towards
recruitment as per following procedure.
27.9.4The recruitment of manpower will be done through the following

techniques :
a) Internal search – Transfer / Promotion/ badlis/casuals/referrals)
b) Advertisement
c) Campus Interview / Talent Spotting / Headhunting / Internal Databank
d) Consultant
e) Recruitment Portal
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Purpose
employees.
Scope
Limited
Responsibi
lity
27.9.5Applications received against the advertisement will be duly screened by

the Department Head / HR Department.
27.9.6The HR Department, in consultation with the member of Interview Panel

will fix up the date, time and venue of the interview. On finalization of the
same, the interview call letters will be mailed by the HR Department.
27.9.7The selection procedure may be a two tier system :
a) Written Test / Personal Interview/ Telephonic (in case of long

distance/out station candidates)
b) Satisfactory Reference Checking
27.9.8The performance rating of the person will be done on the basis of above
two procedures. Except with the prior approval of the Competent
Authority, Department Head will not be allowed to skip any procedure.
27.9.9The Interview Panel (if any) will be fixed by the HR Department. All the
appointment shall be confirmed by the Director.
27.10 REIMBURSEMENT FOR ATTENDING INTERVIEW
Candidate attending interview from outside the town will be reimbursed to & fro
fare, cost of accommodation and food etc. as per management’s decision. It will
be dealt case to case basis.
27.10.1 Office/Company related and non–public information (other than general

or introductory talks as covered in the Company Profile/these Guidelines)
shall not be parted with the candidate called for the interview.
27.10.2 Once the Candidate is found suitable, reference check through telephone
call to be done by HR Department from the references given by
Candidates prior to issue of ofer letter. Ofer Letter / Appointment Letter
signing authority shall be Director / HR Head.
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Purpose
employees.
Scope
Limited
Responsibi
lity
27.10.3 The HR Department will inform the candidate to submit the Following
documents before issuing Appointment Letter.
a) Certificates in respect of Educational Qualifications.
b) Relieving Letter from his Present Employer.
c) Salary Certificate and proof of Salary.
d) Three passport Size (28 mm x 23 mm) photographs.
e) Reference Letter from references, other than relatives.
f) Self –declaration in the prescribed format for Criminal Ofence.
g) Copy of passport, if any.
h) Original testimonials will be returned after verification.
27.13 The HR Department shall intimate particulars about joining of an employee

to the concerned Department Head of the company immediately on the
same date of his joining.
27.14 ORIENTATION
27.14.1 When a person joins, a written note must be circulated to all the
Department Heads by
the HR Department.
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Purpose
employees.
Scope
Limited
Responsibi
lity
27.14.2 The newly appointed employee will be taken personally for introduction
to others by the HR Department.
27.14.3 The orientation schedule will be worked out wherein the person will get
orientation of each Department so that he gets accustomed to the
system, procedures and policies of the Company. In the process of
orientation the employee will establish a rapport and feeling of
belongingness.
27.14.4 The concerned employee will also be informed about his role and
responsibility by the
Department Head.
27.14.5 The concerned employee shall be furnished with a copy of Company

profile and the guidelines for his/her perusal and return.
27.14.6 Emphasis has to be made to create co-operative, co-ordinatory and

amiable culture
wherein person joins the organization and retires happily from the same.
27.14.7 These Regulations are subject to amendment or modification by the

Management at its sole discretion at any time in the future without
notice. In case of any exemption or dispute and / or any point not touched
or covered under any of the above Regulations, the decision of the
Management will be final and binding.
28. ANTECEDENTS CHECKS
28.1 On joining of the candidate, antecedents report can be forwarded to his/her

previous employer to verify the antecedents of the employee by HR
Department, if necessary.
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Purpose
employees.
Scope
Limited
Responsibi
lity
CONVEYANCE / TRAVEL
29. CONVEYANCE POLICY:
29.1 Objective and Purpose:
The objective of this policy is to clarify in terms of various parameters such as

entitlement, documentation, authorization etc. for any Local Travel, Domestic
Travel undertaken by the employee on account of company’s business.
29.2 Applicability and periodic Review:
This policy comes into efect for all travel starting on or after 01 st April, 2018. This
policy will be applicable for entire JP Group across all the divisions. All prevailing
travelling policies stand withdrawn with efect from closing hours of 31 st March,
2018.
In order to keep the travel rules contemporary and updated due to change in the
travel industry and overall business climate and goals, this policy will be
reviewed every year.
This policy will be based on employee’s grade.
City wise classification for travel policy is as per “Annexure B”.

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Purpose
employees.
Scope
Limited
Responsibi
lity
Definition of Local Travel: The Travel undertaken by an employee on account

of Company’s business where he/she does not have to stay away from his/her
base station.
29.3 Mode of Travel:
The permissible class and mode of travel as per the employee grade has been
specified in the Entitlement Matrix for Local Travel in “Annexure C”.
29.4 Documentation – Local Travel:
Local Travel is undertaken by any of the employees depending upon his/her

work. The expenses like Car/Bike/Bus/Auto and Daily Allowance has to be claimed
as per the Entitlement Matrix for Local Travel in “Annexure C”.
29.5 Periodicity of submission of Local Travel Expenses Voucher:
Employees Local Travel Expenses vouchers should reach to Head Office duly
approved by Zonal Head after 7 days of the travel.
Policy on Outstation Travel

29.6 Definition of Outstation Travel: “The Travel undertaken by an
employee on account of Company’s business where he/she has to stay away
overnight from his/her base station”.
29.7 Travel undertaken by Company Employees: Employees those who are

travelling outstation should get their outstation tour program duly approved by
their immediate supervisors/Zonal Managers before starting the travel.
The Travel Authorization Form (TAF) given as Annexure “A” to be filled

in all respect before commencement of the Journey.
Employees will be given imprest cash depending upon their grades and the same
will have to be approved by HOD based on the requirement of tour. Employees
have to spend from the given imprest cash amount for their travel and ensure
that the accounts are settled by submission of bills within 7 days of the
completion of tour.
29.8 Travel Advance:
 Travel advance will be granted after HOD duly approves the travel program.
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Purpose
employees.
Scope
Limited
Responsibi
lity
 Travel advance will be granted only if the account for the earlier advance
amount is settled completely.
 In case the earlier account is not settled due to unavoidable circumstances, a

special note from HOD will be required to grant the advance for this tour.
29.9 Mode of Travel:
 The permissible class and mode of travel has been specified in the
Entitlement Matrix for Outstation Travel given in the Annexure “D”.
 Any deviation upward than specified in Travel Entitlement Matrix will have to
be approved by the Finance Department.
 The destination to which a traveller can reach by overnight rail journey will
have to be undertaken by Rail. The travel beyond 750 kilometres can be
eligible for Air travel on approval of HOD/Finance Department.
 Requisition for Air/Train travel as per Annexure “F” should reach to Travel
desk/HR well in advance. Air travel requests should be planned well in
advance to take advantage of various Apex schemes. Air tickets to be booked
by HR Department only. All Hotel & Rail bookings have to be done by
employees only, during exigency employee can take assistance of HR
Department.
29.10 Expenses while staying in Hotel:
The entitlement of the category of Hotel, limits of reimbursement of food are set
out in Entitlement Matrix for Outstation Travel as per Annexure “D”. Other
Expenses like laundry, own expenses or any other extra may be treated as Misc.
Allowance for the day which is up to specific limit (refer the same in Annexure
“D”), one has to submit the Hotel Bill along with payment receipt.
29.11 Expenses while not staying in Hotel:
Travellers are also permitted to stay with their relatives or make their own
personal arrangements. In case, he/she opts for such arrangements, his/her
entitlement is specified in Entitlement Matrix for Outstation Travel as per
Annexure “D”. If any employee makes his own arrangement of Lodging then
he/she can claim special allowance per day as per the limits given in the Matrix.
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Purpose
employees.
Scope
Limited
Responsibi
lity
If any employee claims the special allowance then he/she can claim the food
expenses with submission of food bills as per the limit given in the Matrix.
29.12 Documentation – Outstation Travel:
The traveller will have to attach to the expenses claim, the boarding pass in case
of air travel and rail ticket in case of rail journey on his return in the form given in
Annexure “E”. Personal booking by Air should be avoided except in case of
emergency. If Booking of Air or train or bus is done by the company, it will be
debited to employee as an advance and then employee has to claim the same in
his/her bill.
In case, a ticket already booked has to be cancelled the justification for

cancellation must be presented with approval from HOD/Finance Department
(given in Annexure “G”). Such cancellation should be made as early as possible
so that forfeiture of fare can be avoided/minimized as far as possible.
29.13 Post Travel:
Travel expenses have to be submitted to the HR Department & in turn to the

Accounts Department for settlement of advance and travel expenses within one
week of return. All the supporting documents as mentioned above including
boarding passes or rail tickets should be attached.
For each outstation travel separate travel voucher has to be submitted.
Employees have to submit the travel expenses within 7 days of the travel, failing
to which they have to take approval from HOD/Finance Department. For the
Entertainment of Guest, purchase of gifts towards business development will
have to be approved by HOD/Finance Department and same will be claimed
separately voucher by the month end with details.
Liquor and cigarette expenses are not reimbursable by the Company. (It
is to be dealt separately)
The Traveller will have to submit the supporting like cash memo’s, bills etc.
evidencing incurrence of any of the expenses claim by him/her for
reimbursement.
29.14 Reimbursement of Miscellaneous Expenses:
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Purpose
employees.
Scope
Limited
Responsibi
lity
It is certainly recognized that during the travel we incur many types of

miscellaneous expenses which often cannot be evidenced by supporting. The
examples of such expenses are snacks/cold drinks and expenses during the
course of the journey, tips at the hotel, shoe polish etc. In order to cover the
above expenses, an amount as specified in Entitlement Matrix for Outstation
Travel as per Annexure “D” will be paid per day.
A day will consist of 24 hours and in case of travel beyond a day, it will be
reckoned for every 24 hours stay away from headquarters. In case of part of the
day, a period up to 4 hours will be ignored and period up to 12 hours will be
reckoned as half day.
29.15 Safety:
Not more than three executives should travel on the same flight without prior
approval of the Director(s).
29.16 Other Expenses:
Expenses like Mobile Recharge, Stationery, Courier, Repairs and Maintenance

etc. or even the office expenses of branch office if any are to be claimed every
month as per entitlement if any, so that collecting bill and submission of bill with
every tour bill may be avoided.
SEPARATION & DISCIPLINE
31. NOTICE PERIOD
31.1 The employment may be terminated after giving (by either part) of one
month’s notice in case of all grades or as stated in the Letter of
Appointment or Contract of Services.
31.2 The Management may also give / collect salary in lieu of Notice period as
stated.
31.3 The salary of that particular month to be paid along with the full and final
settlement of an employee. The full and final settlement to be prepared by
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Purpose
employees.
Scope
Limited
Responsibi
lity
the HR Department and to be again verified by the Accounts Department.
31.4 Employee would not be entitled for any leave except casual leave (2 days if
available in his/ her account) under notice period. If any employee proceeds
on leave during notice period, his/her notice period would be extended to
the extent of leave availed, alternatively the absence would be construed as
leave without pay.
32. DISCIPLINARY ACTION
32.1 Disciplinary actions include verbal and written warnings, reprimand, fine,
demotion, withdrawal of powers, suspension, termination of employment,
withholding of the increment, etc.
32.2 The decision to implement and appropriate disciplinary measure(s) is

primarily up to the discretion of the Department Head. Except for verbal
warnings, disciplinary actions shall be taken only after consultation with
Director. A written record of all disciplinary actions shall be made and placed
in the concerned employee’s file with the HR Department. The responsibility
of preparation of such written records rests with the Department Head.
32.3 The following infractions (but not limited to), may be cause for disciplinary
action:
1. Excessive or unjustified absences or tardiness;
2. Failure to inform the Department Head when unable to report for work;
3. Inefficient or careless or negligent performance of the duties; (Including failure

to maintain adequate standards of workmanship or productivity)
4. Falsifying employment application or other records;
5. Altering or falsifying work or job records;
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Purpose
employees.
Scope
Limited
Responsibi
lity
6. Solicitation of funds on purchase, store, shift or sale of articles or for providing

procuring services;
7. Excessive use of the company’s communication facilities for personal reasons
8. Failure to observe attendance requirements (including attendance records,

punctuality etc.);
9. Insubordination / failure to honour the instructions given by seniors;
10. Working on an unauthorized (non-company related) work / projects in the

company’s premises;
11. Overall ofensive conduct which may include excessive profanity;
12. Providing untrue or misleading information to employees, customers,

suppliers or general public.
13. Unauthorized removal of the company’s records or goods or any other

articles / substance;
14. Unauthorized disclosure or discussion of the company’s records, strategies,

policies etc;
15. Conviction for any crime involving moral turpitude;
16. Illegal possession of prohibited / controlled substances, firearms, weapons

etc. in company’s premises;
17. Discriminatory actions;
18. Violent acts or threatened violence against others (e.g. lawful visitors,
customers, employees / workers etc.);
19. Abuse of authority;
20. Unauthorized communication for general staf circulation other than part of
your normal duties;
21. Breach of Non-compliance with any of the requirements of these employment

guidelines; Dishonesty.
33. DISCIPLINARY ACTION PROCEDURE

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Purpose
employees.
Scope
Limited
Responsibi
lity
33.1 In most cases, for minor infractions, a verbal warning should precede
written memo. The Department Head should discuss with the employee, in
the private, the importance of proper work performance and conduct, and
be specific in discussing the problem(s) which initiated the discussion. He
shall suggest possible solutions to the problem and clearly state that if the
problem is not corrected; further disciplinary action will be taken through
warning memo No.HR_F_11
33.2 If the problem is not corrected within a reasonable period of time, the
employee shall be issued a written memo which shall be signed by HR
Head/Director and shall clarify the nature of problem(s), details of
occurrences, suggestions for improvements and further action to be taken if
the problems are not corrected within the stated period of time. Memo shall
also include the dates and details of prior verbal warning or written memo
regarding the same / similar problem. The employee shall be interviewed in
a private office in the presence of Head-HR. After discussion, the employee
shall sign a copy of Memo evidencing its receipt.
33.3 If the conduct, performance etc. of the employee do not show notable
improvement, further disciplinary actions such as reprimand, fine,
demotion, withdrawal of powers, suspension, termination of employment,
withholding of the increment etc. shall follow.
COMMUNICATION
34. FLOW OF COMMUNICATION
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Purpose
employees.
Scope
Limited
Responsibi
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34.1 There shall be free flow of communication from top to bottom and vice
versa, through proper channel. Coordination and cooperation is always
expected, there shall be no interference in other departments by any
employee at any level.
34.2 Employees are encouraged to communicate directly with their supervisors

for any problem/suggestions.
34.3 If the problem / suggestion is not resolved in to the satisfaction of the

employee by the supervisor, the problem, / suggestion may be discussed
with the Department Head. The concerned employee shall verbally notify
the Supervisor that he would discuss the matter with the Department Head.
34.4 If a satisfactory resolution of the problem / suggestion has not been reached
at the Department Head’s level, the concerned employee shall verbally
notify the Department Head that he would discuss the matter with the
Director.
35. COMPLAINTS
35.1 In Exceptional circumstances such as when the employee feels that the
employment relationship may be jeopardized, or that the employee believes
he has been a victim of discrimination or harassment, employee may
contact directly to the Head-HR / Director, who will act as a third party or
intermediary, and investigate such complaint and present his findings
before both the persons. A course of action will then be presented in a
constructive manner to both the persons directly involved with the issue.
35.2 Works Committee:
The Committee is directed to ensure efective resolution of issues arising at

worker level: (1) General Working condition (2) Grievance Redressal (3)
Employees Satisfaction (4) IWAY Compliance and also to meet Statutory /
Non-Statutory / Customer requirements.
Next Polymers Ltd. strives to continuously improve the quality of work life
for its employees by quick identification and resolution on employee
grievances.
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Purpose
employees.
Scope
Limited
Responsibi
lity
The Grievance Redressal is attempted through Work Committee to achieve

the following:
● Prevent grievance from escalating;

● Provide the employee with advice and support;
● Maintain a healthy and stable work environment
REQUIREMENTS
36. SEXUAL AND OTHER UNLAWFUL HARASSMENT
Definition of Harassment
Sexual harassment refers to any type of behaviour of a sexual nature,
intentional or unintentional, that is unwelcome and that has the purpose or
efect of creating a work environment that is hostile, ofensive, intimidating,
or humiliating. Sexual harassment includes sexual advances, requests for
sexual favours, and/or conduct of a sexual nature when: (1) submission to or
rejection of such advances, requests or conduct is made, either explicitly or
implicitly, a term or condition of employment or the basis for an employment
decision; (2) such conduct has the purpose or efect of interfering with work
performance; or (3) such conduct has the purpose or efect of creating an
intimidating, hostile, humiliating or sexually ofensive work environment.
Complaints of Harassment
If you experience or witness sexual or other unlawful harassment in the
workplace, you should immediately report it to your manager. If your
manager is unavailable or you believe it would be inappropriate to contact
your manager, you should immediately contact the HR Dept. You can raise
any concerns and make reports of alleged harassment without fear of
reprisal or retaliation.
Investigations
Upon receipt of a complaint of harassment, Next Polymers Ltd. will promptly
conduct a thorough investigation in such a way as to maintain the
confidentiality of the employee to the extent possible under the
48 | P a g e
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Purpose
employees.
Scope
Limited
Responsibi
lity
circumstances. Management also recognizes that false accusations,

especially of sexual harassment, may have serious efects on innocent
persons. Employees found to have made false accusations of sexual
harassment may also be subject to appropriate disciplinary action.
Anti-Sexual Harassment Committee

The Committee is directed to ensure zero tolerance towards verbal,
psychological conduct of a sexual nature by any employee or stakeholder
that directly or indirectly harasses, disrupts, or interferes with another’s work
performance or that creates an intimidating, ofensive, or hostile
environment. Focus would be to ensure that all allegations of sexual
harassment are investigated and dealt efectively, appropriately as well as
promptly.
The Committee seeks to encourage all employees to express freely,
responsibly, and in an orderly way opinions and feelings about any problem
or complaint of sexual harassment. Retaliation against persons who report or
provide information about sexual harassment or behavior that might
constitute sexual harassment is also strictly prohibited. Any act of reprisal,
including internal interference, coercion, and restraint, by an employee,
violates this policy & will result in appropriate disciplinary actions.
37. HEALTH, SAFETY AND ENVIRONMENTAL GUIDELINES
We are committed to ensure Safety, Health & Clean Environment for all our
employees and others associated with our operations. All the statutory
requirements in these regards are complied with.
The necessary organizational set up such as Safety Department & Safety

Committee to promote the awareness is maintained. Safety Committee is
formed and has representations from Officers, Staf and Workers of all the
departments. Training programs to promote safety activities are conducted
regularly. Resources necessary for promoting Health & Safety are provided.
An “ON-SITE” emergency plan is kept ready to handle any emergency. Safety

posters & display boards are erected at workplace indicating the safety
norms. We consider it as our prime duty to promote and work for creating
49 | P a g e
Page No. : 50
Purpose
employees.
Scope
Limited
Responsibi
lity
awareness towards Safety, Health & Environment in our plant. Safety

Department ensures that all such Safety norms are strictly adhered to.
Regular safety audits are carried out with help of internal & external
agencies and remedial measures implemented.
We give due weightage to Health & Safety while selecting Personnel, Plant,
Equipments & Machinery.
Environment, Health and Safety Committee
a) The Committee is directed to ensure safety of personnel and

organization assets. It encourages employees to participate in the safety
process for the betterment of all concerned.
b) To ensure efective Environment, Health & Safety measures and

resolution of issues arising at worker level.
c) To meet Statutory / Non-Statutory / Customer requirements
38.OCCUPATIONAL REQUIREMENTS
●Implementation and continual improvement of Occupational Health and
Safety Management system and performance.
●Compliance with the applicable OHS legislation and other requirement.
●Providing and maintaining safe facilities, operations and working
conditions.
●Identifying Hazards and OHS risks by risk assessment and implementation
of necessary control measures.
●Preventing incidents and accidents at factory premises.
●Enhancing the awareness, skill and competence of our employees and
others to accept individual responsibility for health safety at work.
39. HEALTH REQUIREMENTS

●Employee is required to undergo with Pre-employment Medical Exam
before joining and proof of medical fitness from Medical Practitioner /
Doctor shall be submitted to HR Dept.
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Purpose
employees.
Scope
Limited
Responsibi
lity
●Medical examination is carried out for employees once in a year and

appropriate actions are taken if any abnormality is observed with any
employee.
●Health record of all employees’ shall be maintained under Form No. 32 &
33 as prescribed under the Factories Act, 1948 – as related under.
●Employee reporting for work after illness involving communicable diseases
shall produce fitness certificate from medical officer / Reg. Medical
Practitioner.
40. SAFE WORK PERMIT REQUIREMENTS

●A Work permit shall be obtained before starting of the activity by the
designated issuing authority of the Project (e.g. Incharge / HOD) after
inspection and ensuring recommended safety measures given by Fire &
Safety Officer / Security Dept.
●To ensure safe working by eliminating possible associated high risks during
the process of work/project at site.
●To ensure proper authorization
●To make clear to the concerned persons carrying out the job the risk
involved and precautions to be taken.
●A Safe Work Permit is intended primarily to safeguard people and property,
but it also may be needed as evidence in case of claims against the
company or their legal actions or 3rd party.
A Safe work Permit shall be followed & issued for the following works:
●Excavation / digging work / demolition work

●Hot work (welding and gas cutting operations) where the risk of fire is
involved
●Height work ( for the works above 2mts height )
●Confined / restricted / limited space
●Electrical works (when working on overhead line/ transformers or major
electrical works)
●Any Hazardous nature of job in isolated areas where high risk is prevailed
●Any Other work where high risk is involved
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Purpose
employees.
Scope
Limited
Responsibi
lity
41. ENVIRONMENTAL REQUIREMENTS
Continual improve the Environmental Management System to enhance the

overall Environmental Performance.
●Prevent pollution through efficient use of resources and recovery and

reuse of solvents.
●Reduce adverse environmental impacts of our activities through process
improvements, control mechanisms and reduction of waste.
●Comply with relevant environmental legislation and regulations.
●Conserve natural resources like water, fuel and energy.
●Promote Greening of Environment in and around the plant.
GENERAL REQUIREMENTS
42. GENERAL OBSERVATIONS
42.1 No visitors should be allowed to enter the factory/plant without prior

permission. The Staf / Workers should wear the Identity Card provided by the
company.
42.2 Office / Factory should be kept clean at all times.
42.3 Any illegal act in the Office / Factory will be dealt stringently.
42.4 All employees shall observe punctuality and regularity.
42.5 All employees shall submit gate pass duly authorized by Incharge / HOD /
HR to Security Dept., while going out of premises for personal / official work.
52 | P a g e
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Purpose
employees.
Scope
Limited
Responsibi
lity
42.6 During the period of service the employee Directly OR Indirectly will not
work for any other company, firm, person or any establishment / concern and will
not engage Directly OR Indirectly in any trade, business, profession or vocation
without prior written approval of the Management.
42.7 List of paid holidays in the year will be displayed on the Notice Board in
January every year.
42.8 In case of any technical difficulty or diference in the interpretation of any

Clause of these Guidelines (including any amendment that may come in future),
the Management shall interpret in the interest of justice and equity, keeping in
view the object of drafting and the decision of the Management shall be final and
binding. This provision will mutatis mutandis / equally apply in case of any point
not covered under any clause of these presents.
42.9 All employees shall pledge himself to observe strict secrecy relating to all
transactions and afairs of the Company (including market strategy,
manufacturing techniques, any policy, accounting, finance, taxation, systems
etc.) and matters related thereto, and shall not reveal any matter which may
come to his knowledge either by way of news, official intimation, gossips, in
discharge of his duties or any other way to anyone except he is required to do so
by Directors or Law or the person to whom such matters relate, whether during
the employment or after cessation of employment.
42.10 If an employee cessation of employment within tenure of 3 months, no

Relieving / Experience certificates shall be issued. If an employee cessation of
employment between tenure of 3 & 6 months, only letter of Relieving shall be
issued. The Relieving & Experience certificates shall be issued in case of
employee cessation of employment after completion of probation period.
42.11 The Code of Conduct would be governed by all the employees of Next
Polymers Ltd.
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Purpose
employees.
Scope
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Responsibi
lity
ANNEXURES:
NEXT POLYMERS LIMITED
54 | P a g e
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Purpose
employees.
Scope
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Responsibi
lity
COMPENSATORY OFF
(SLIP ON EXTRA WORK DONE AND AVAILMENT OF C-OFF)
EMPLOYEE NAME: _________________________ EMP. CODE: __________
DESIGNATION : _________________________ DEPT. :___________
COMPANY : ______________________________________________
REQUIRED TO REPORT FOR EXTRA WORK:
 On Date/Day:________________ Time : From_______ to_______
 Details of Extra/Additional Job to Do :_________________________
 Employee Sign : _____________________________
Sanctioned BY:
 Sanctioning Authority Name : _______________________________
 Signature : ________________ Date :__________
(For Use by HR Dept.)
Noted by: ________________________ HR Department: ______________
55 | P a g e
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Purpose
employees.
Scope
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Compensatory Of to be adjusted against leave dated:

……………………………………
HOD HR Department
Note:
 The employee cannot decide to work on a weekly of day/holiday/Extra hours and
then seek compensatory of.
 Compensatory Of should be authenticated by the Department Head and to be
passed on to the HR Department.
 Compensatory Of will be granted to employees for the additional hours of work
put in after the completion of their regular shift / working hours.
 Employee will be entitled for ½ C. of (half) if he/she is required to work for
additional 4 hours in lieu of additional work / absence of relieving arrangement.
 Compensatory Of may be availed by the employee against leave taken by
him/her.
 Employee is required to utilize his/her Compensatory Of against leave within a
period of 3 months.
 No Compensatory Of application will be entertained in future for any past C. Ofs
not claimed by the employee during the last 3 months.
 Compensatory Of lying to the credit of an employee shall not be encashed in any
case.
 Compensatory Of should not be pre-fixed or suffixed to PL or any other leave.
Leave form for Staff/Worker
56 | P a g e
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Purpose
employees.
Scope
Limited
Responsibi
lity
Date:
Emp Code: ____________
Applicant’s Name: ____________________________
Dept.: ________________________________________
Designation: __________________________________
Required leave date from _______________ to ________________ for ______

Days
Reason: _______________________________________
Any other person from same dept. is on leave - Yes/No
From _________________ to ______________________ Total days.
Last Leave: _________________ / Name of Reliever or Proxy:

_________________
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Purpose
employees.
Scope
Limited
Responsibi
lity
Emergency Contact Details (Mobile No. & Address):

___________________________________________________________________________
___________________________________________________________________________
Sign. of applicant _____________________
Sign. of dept. head_____________________
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employees.
Scope
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Responsibi
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Scope
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employees.
Scope
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employees.
Scope
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Responsibi
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Purpose
employees.
Scope
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Responsibi
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Purpose
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Scope
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employees.
Scope
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Prepared By Approved By Revision No. Efective Date
HR Department Director R 01 01/04/2018
65 | P a g e

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EMPLOYMENT GUIDELINES

Document No. : NPL/HR/00

Sr. Clause Contents Page

5 5-5.5 Office Working Hours 9-10

8 8-8.7 Promotion 11-13

12 12-12.6 Leave Benefits 15-19

13 13-13.4 Compensatory Of 20-21

14 14-15 PF / FPF / NPS, Maternity Benefit, Bonus, Gratuity, 21

15 16-17 Telephone and Laptop Facility 22-25

16 18-18.5 Higher Education 26

20 22-22.5 Company Loan 28-30

21 23-23.4 Death Benefit Welfare Scheme 31

23 25-25.2 Wedding Gift 32

24 26-26.4 Uniform And Shoes 32

25 27-27.14.7 Recruitment 33-39

26 28-28.1 Antecedents Checks 39

27 29-29.16 Conveyance / Travel 40-44

28 31-31.4 Notice Period 45

29 32-33.3 Disciplinary Action Procedure 45-47

30 34-34.4 Flow Of Communication 48

32 36 Sexual and other Unlawful Harassment 49-50

33 37-41 Health, Safety and Environmental Guidelines 50-52

34 42-42.11 General Observations 53-54

ABOUT NEXT POLYMERS LIMITED

We are not mere Polymer Compounders, Next Polymers is a Work in Progress,

Corporate Social Responsibility drive towards a Green Planet reducing carbon

Global Brand establishment to Engineering Polymers to the next level.

Customer First, responding to their changing needs speedily, courteously &

Ethical & transparent business with our customers, suppliers, employees,

Safety, Health & Environment as Core Values.

ABOUT THIS MANUAL

Employment Guidelines are prepared by the company for observance of Rule of

The Department Heads shall be responsible to observe the compliance of these

1. OUR BUSINESS POLICY

Comply with necessary legal/Statutory requirements in all business

1.4 Our Quality Policy:

a) Quality as a driving force in our thinking, work, products, & interactions

1.5 Corporate Goal:

“Next Polymers Limited’s Corporate Goal is to become a leader in Polymer

2.1 On appointment, an employee will be placed on probation for a period of

2.3 On successful completion of probation period, an employee will be

2.4 Unless confirmed in writing, an employee shall be deemed to be on

2.5 Person below age of 18 years shall not be recruited / engaged.

4.1 Employee is required to make his attendance through Bio-Metric

4.2 If any discrepancies/ mismatch in data found in attendance report

4.3 Late Coming: 15 minutes late coming to be permitted twice in a month.

5.1 1st Shift : 07:00 am to 3:00 pm

2nd Shift : 03:00 pm to 11:00 pm

3rd Shift : 11:00 pm to 7:00 am

General Shift : 09:30 am to 6:00 pm

Flexi time : Between 09:00 am – 10:30 am to 6:00 pm – 7:30 pm

(Applicable for HO & branches)

(Recess 30 minutes, batch wise: compulsory break after every 5 hours of

6.1 Overtime work will be taken only when it is absolutely necessary.

6.3 Employees will generally make themselves available, if a request is made

6.4 Selection of employee/s to do overtime will be at the sole discretion of the

7.1 An employee’s services shall always be transferred/deputed from one

8.1 There would be no automatic promotion to the higher grade.

Required leave date from _____ to for Days

From ___ to Total days._