HR Manual: (Mettube Employee Handbook)

HR MANUAL
[MetTube Employee Handbook]

INSIDE…..
Sr. No. Topic Page No.
A. INTRODUCTION
01 Message from Managing Director 4
02 Message from Executive Director 5
03 Greetings from the Desk of HR Head 6
04 MetTube- Background & Introduction 7
05 MetTu- Vision, Mission & Milestones 8-9
06 Product Range & Customer Segment 10
07 HR Mission & Philosophy 11
08 Brief About HR Manual 12
09 Code of Conduct 13-15
B HUMAN RESOURCE MANAGEMENT SYSTEMS
01 Human Resource Planning, Recruitment & Selection 16-19
02 Re-Induction / Re-recruitment of Ex-Employees 20-21
03 Recruitment & Absorption of Trainees 22-23
04 Induction & Joining Formalities 24-25
05 Probation 26-27
06 Personnel Data Base 28
07 Training & Development 29-30
08 Service Agreement for Foreign Training 31-32
09 Performance Management Systems 33-34
10 Increments & Rewards 35-36
11 Promotion & Career Growth 37-38
12 Transfer & Deputation to Group Companies / JV Companies 39-40
13 Retirement 41
14 Final Settlement 42-43
C ADMINISTRATIVE POLICIES
15 Late coming & Early going 44-45
16 Compensatory Off 46-47
17 Overtime / Efficiency Loss Compensation 48-49
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18 Absenteeism 50-51
19 Dress Code 52-54
20 Workmen Uniform 55-56
21 Contract Labour Management 57-58
22 Tobacco-free Workplace Policy 59-60
23 General Discipline & Disciplinary Measures 61-64
D ENTITLEMENTS
24 Leave Rules 65-70
25 Domestic Travel Rules 71-76
26 Foreign Travel Rules 77-79
27 Recruitment Reimbursements 80-81
28 Transfer Expense Reimbursement 82-83
29 Visiting Cards 84
E. BENEFITS & FACILITIES
30 Loans & Advances 85-86
31 Group Medical Health Insurance (GMHI) 87-91
32 Group Personal Accident Policy (GPA) 92-94
33 Death Benevolent Scheme (DBS) 95-97
34 Statutory Benefits 98
35 Mobile reimbursement 99-100
36 Guest House Facility 101
37 Laptop Facility 102
38 Blackberry Set 103
39 Pipavav Site Policy 104-106
40 Whistleblower Policy 107-108
FORWARD
Message from Managing Director
Page 3
Dear MetTube Family,
It gives me an immense pleasure to introduce HR Manual to members of MetTube for their

better understanding of Human Resources policies and procedures.
MetTube is growing each day and expanding its horizon in domestic as well as international
market. To accomplish our business requirements, MetTube family has over 1000 members
working at different places. To encourage fair treatment among our members, HR manual
shall play significant role by introducing them with the company’s policies and processes.
This manual will also help members to understand company’s history, philosophy, rules, and
regulations.
HR Manual also conveys the message of integrity and transparency between top management
and members of MetTube Parivar relating each policy towards organizational growth and
betterment of each member working at MetTube.
All the members are requested to understand each policy and pursue them rigorously so as to
make MetTube a better workplace with strong and fair systems.
HR Manual will bring lucidity within the system to elevate pleasant environment and culture
conducive to work. This HR Manual release makes me happy as we move yet another step
towards excellence.
(Managing Director)
Page 4
Message from Executive Director
"A little push in the right direction can make a big difference"
Dear All,
It gives me an immense pleasure in welcoming you to the MetTube Family. We trust that
your decision of association with MetTube will give you tremendous opportunity to enhance
your knowledge, skill and add value towards your professional development.
In order to give you an idea in respect of company’s mission, objectives, business,

achievements and key HR Policies, we are happy to present you – “The Employee
Handbook”. We are confident that the Handbook will enlighten you about the organization
and will help you to familiarize with the processes, systems and people.
As always, the greatest strength of MetTube lies with its people and their spirit in overcoming
challenges. The improvement in operational efficiency and productivity being important
areas of our internal focus, we aim at inviting and retaining best available talent and adopt
sound HR practices to ensure that MetTube emerges as a stronger company than ever before.
We believe that these initiatives will help the company register a sharp, qualitative and
healthy growth over the foreseeable future.
We are confident that you will contribute towards the achievement of the company’s goals
and with your continuous improved performance you will also grow in the organization.
We wish you all the success for a long-lasting fruitful association with the company.
(Executive Director)
Page 5
Greetings from the Desk of Head- HR
Dear MetTube Family,
MetTube’s success paradigm encompasses Opportunities, People, technology and Processes

together delivering invisible and seamless results for our customers and shareholders.
Like most eminent institutions and organizations, MetTube’s credibility and success lies at its
core- i.e. the People, who run the mammoth operations. It is the people who have been the
main force that keep the machinery running smoothly, while imbibing the organization with
life force that incessantly drives to greater heights.
The best of skills and talents, carefully screened from the finest academia and industry
sources, the strong workforce is the backbone of support that has made the organization the
corporate juggernaut that it is today.
MetTube believes in Employee Empowerment to meet job requisites to achieve

organizational goals and objectives. Through person-job fit, it encourages our most valuable
assets to develop their knowledge and skills through cross-functional training programmes to
bring about a competitive edge in the global market.
MetTube’s focus is largely on attracting, developing and retaining the talent available in the
market through minimal resources, cost effective administration and adopting the best HR
policies.
MetTube intends to strengthen culture which imparts loyalty, commitment and responsibility
into our members, to increase productivity. MetTube has ambitious plans to grow further and
it looks forward to continuous support of all its stakeholders including PEOPLE on its
journey of growth and success.
With this, we wish you good luck in your roles and responsibilities at MetTube and we hope
your experience at MetTube will be interesting, challenging and rewarding.
With Best Wishes,
(Group General Manager- HR & Administration)
ANUPAM – BACKGROUND & INTRODUCTION
Page 6
Anupam Industries Limited was established in 1973 by technocrat turned entrepreneur Mr. J.
C. Patel with the vision to be the most successful and respected crane manufacturer across
different industrial segments with high-end quality and perfection. Today we are the largest
overhead crane supplier in India with manufacturing capability of 45000TPA (ton per
annum).
Anupam manufactures wide range of cranes in India for various applications to meet the
requirements of core sectors in India and abroad - Steel, Power, Construction, Cement,
Shipyard, Fertilizer and Petrochemical, Heavy & General Engineering. Within a span of 39
years we are proud to have supplied and commissioned more than 5000 cranes up to 500T
capacity, and the number is steadily growing. We have the capability to take single contract
up to 150 million US $ with execution span of 18 to 24 months.
Anupam Industries Limited (AIL) is a testimony to the vision and active participation of the
private sector in India’s quest to become a major player in the global crane industry.
Considering its phenomenal growth Aditya Birla Group has joined the Management of AIL
and has the intentions to further grow and scale-up AIL’s business operations globally.
Anupam believes that our employees are the innermost strength and central to our success;
hence we continuously invest in training and in developing their technological and leadership
skills to provide better services and products. Specialised workforce, experienced technical
staff, excellent systematic documentation and a strong after sales service make Anupam
Industries Ltd. the preferred choice of customers for more than three and half decades.
About Anupam- MHI Industries Limited
Anupam-MHI Industries Limited (AMIL), a Joint venture between Anupam Industries Ltd
and Mitsubishi Heavy Industries Ltd. (MHI) was founded in September 2011. With a view to
explore India’s fast-growing market, Anupam-MHI has been founded to manufacture Port
Cranes and Material Handling Equipment for domestic and global markets. Once fully in
place, this facility will be the first and only of its kind in India and one of the very few in the
world.
Leveraging on MHI’s product development and manufacturing expertise & engineering know-
how with Anupam’s production bases and local marketing / service network, the JV Company
is created to lead in the Port Crane business in Indian and global markets.
Anupam-MHI is into manufacturing, marketing and after-sales service of port-use loading and
unloading equipment, including container cranes and unloaders, bulk material handling
equipment and also large ladle cranes.
Ship to Shore Gantry Cranes, Transfer Cranes and Grab Bucket Type Ship Unloader Cranes
form the main constituents of Anupam- MHI’s product basket.
VISION STATEMENT
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We aim to acquire the largest share of the crane business in all the segments across the
Globe.
MISSION STATEMENT
To become the most successful and respected Company by consistently manufacturing

quality cranes at most competitive cost and achieve customer delight across the Globe.
MILESTONES
1973
• Mr. J. C. Patel established the Company at Anand, Gujarat, India.
1992
• Received first major order of that time from Indomag Steel, Delhi for KISCO.
1996
• Order received for 130/30T TG Hall crane from Hindalco Industries Ltd.
Received quality certification – ISO 9001 Co. registered as Anupam Industries limited – a
•
deemed ltd. co.
• Order received for 75/15T, 78 m lift EOT crane from Srisalem HEP.
2000
• First single failure proof crane of capacity 65/10T & 40/5T for BARC.
2006
• 2nd Manufacturing unit of 6000 sq.m workshop area was set up.
2007
• 3rd Manufacturing unit of 4500 sq.m workshop area was established.
• Achieved Sales turnover - Rs. 141 cr. for FY 2007-08 (double than previous FY).
2008
4th Manufacturing unit-IV of 8500 sq.m workshop area + 9000 sq.m open area was
•
established.
• Signed technology supply agreement with ALFA S.R.L., Italy for Tower Cranes.
Order received for 9 units of different capacity & types of cranes for balance of plant (BOP)
•
& continuous casting shop (CCP) from SAIL-Rourkela Steel Plant.
Received an export order of 1 unit each 310/15T & 60T gantry cranes for Bhujali HEP
•
Project, Uganda.
2009
• The highest capacity crane order of 450/50T from L&T-MHI Turbine Generator Pvt. Ltd.
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• 5th Manufacturing unit-V of 15,000 sq. m workshop area was established.
• Awarded as the "STAR SME of India" by Business Today & Yes Bank.
2010
• Aditya Birla Private Equity picked up stake in Anupam Industries Limited.
Entered into license agreement and signed JV term sheet with Mitsubishi Heavy Industries,
•
Japan.
• First Tower Crane supplied to Build Corp, Chennai.
India's first company to manufacture 2 units of 350/50T double girder forging cranes for
•
L&T Special Steels and Heady Forgings Ltd.
Supplied the highest capacity order of 350/75/15T capacity double girder ladle crane for
•
L&T Special Steels and Heady Forgings Ltd.
Prestigious order for 2 units of 400+100/15T four girder hot metal handling ladle crane from
•
Jindal Steel & Power Limited (JSPL), Angul, Orissa.
Anupam extends its arms to Middle East market by setting up the International sales &
•
service operations at Dubai
2011
Major expansion - manufacturing capacity enhancement of 50,000 sq.m area at Unit-IV to
manufacture ship to shore cranes (RMQC, RMGC), Rubber Tyred Gantry cranes (RTGC),
bulk handling equipment such as continuous ship unloaders, grab bucket unloaders,
stackers, reclaimers, stacker-cum-reclaimers, ship loader and higher capacity forging cranes
and ladle cranes, transfer cranes, and steel plant logistic system.
INFRASTRUCTURE
We have six state-of-the-art ISO 9001 certified manufacturing facility strategically located in
and around Anand, Gujarat, India, committed to built-in quality achieved by quality
assurance systems, advanced manufacturing processes and continuous training in
manufacturing practices, safety and quality issues.
Capacity enhancement under Joint Venture with Mitsubishi Heavy Industries, Ltd, Japan,
spread over 300,000 sq. m area, is underway to manufacture port cranes viz. ship to shore
cranes (RMQC & RMGC), RTGs and bulk material handling systems such as continuous
ship unloaders, grab bucket unloaders, stackers, reclaimers, stacker-cum-reclaimers & ship
loaders near Anand, Gujarat, India. We are also setting up a sea-front facility spread over
120,000 sq. m area for assembly and load out of port cranes and gantry unloaders.
PRODUCT RANGE
 EOT Cranes
 Portal / Goliath / Gantry Cranes
 Ladle Cranes
 Steel Mill Duty Cranes
 Container Handling Cranes
 Bulk Material Cranes
 Tower Cranes
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 Wharf / Level Luffing Cranes
 Wire Rope Hoists
 Ship to Shore Cranes
 Grab Bucket Unloaders
 Transfer Cranes
CUSTOMER SEGMENTS
 Power
 Steel
 Construction
 Cement
 Shipyard
 Fertilizers
 Petrochemicals
 Heavy & General Engineering
GLOBAL CLIENTELE
 Alstom Hydro, France & Switzerland

 Oith Siemens, Globally
 Andritz, Globally
 AES Kalanitissa Private Limited, Srilanka
 Kawasaki Heavy Industries Limited, Japan
 Mitsubhishi Heavy Industries Limited, Japan
 Hetauda Cement Industry Limited, Nepal
 Petroleum Development Of Sultanate Of Oman
 Star Cemet Limited, Idhan
 Bhujagali Hep., Uganda
 Kosti Thermal Power Station, Sudan
….. and many more
HR MISSION & PHILOSOPHY
HR MISSION
“To create dynamic, vibrant and knowledge based learning organization with manpower that
is exceptionally skilled, highly motivated and committed to meet current and future
challenges of the organization”.
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HR PHILOSOPHY
The Human Resource Department at MetTube International is poised to develop, implement

and nurture innovative People Strategies that help foster and drive positive change. Our
ultimate goal is to align the needs and behaviors of our most important resource - Our People
– with MetTube’s operating objectives.
We believe that our vision of becoming a global leader in crane business will be attained
through our people and we shall achieve this by:
 Acquiring, developing and retaining quality talent pool

 Empowering the employees to be creative and innovative
 Establishing systems and practices for maintaining transparency, fairness and equity
 Creating a culture of continuous learning, competitiveness and excellence through
change management
 Respecting ethics, values and good governance.
HR MANDATE
 Build High Performance Organization

 Align HR interventions with Business Objectives
 Drive People Development & Growth Opportunities
 Creating an Exciting Workplace
 Creating the spirit of OTC (Ownership, Teamwork & Commitment) in MetTube.
BRIEF ABOUT HR MANUAL
MetTube has always promoted a culture of candor, transparency and employee friendliness.
This HR Policy Manual has also been designed with following objectives:
 To provide direction and clarity on what an employee is entitled to in the organization

 To attract, retain and motivate the right talent.
 To foster the culture of candor and trust.
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This employee handbook will give an idea about the history of the organization, its vision,
mission, products, policies & procedures, etc. It has been designed keeping in mind the
factors of uniformity and consistency across various levels and the prevalent best practices in
the industry.
This Manual supersedes earlier amendments or policy changes communicated from time to
time. As MetTube International continues to grow, there is an ongoing need to revise policies
and procedures. The management reserves the right to revise, supplement or rescind any
policies or portion of the handbook from time to time as it deems appropriate, in its sole and
absolute discretion. Employees will be notified of such changes to the handbook as they
occur.
In the event of any dispute or conflict related to any policy, the management decision shall be
final and binding to all.
Wishing you all Success in MetTube Family.
With Best Regards,
HR Department
CODE OF CONDUCT
Purpose
It is vital for success of MetTube that we conduct our business with honesty and integrity and
in compliance with all applicable legal and regulatory requirements. This Code of Conduct
sets out the fundamental standards to be followed by employees in their everyday actions on
behalf of the Company.
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Scope
Applicable to all Directors, Senior Management and Employees of the Company.
Policy
A. Relationships with Suppliers and Customers
All directors, senior management and employees shall ensure that in their dealings
with Suppliers and customers, the Company’s interests are never compromised.
Employees and members of their family must not solicit, nor accept gifts of any kind
from suppliers, customers, or others dealing with the Company.
B. Legal Compliance
It is the Company’s policy to comply fully with all applicable laws and regulations.
To ensure legal and regulatory compliance is the responsibility of the all Functional
Heads and President of the company. In the event the implication of any law is not
clear, the Company’s Legal Department shall be consulted for advice.
C. A Gender Friendly Workplace
MetTube is committed to a gender friendly workplace. It seeks to enhance equal

opportunities for men and women, prevent/stop/redress sexual harassment at the
workplace and institute good employment practices. MetTube maintains an open door
for reportees; encourages employees to report any harassment concerns and is
responsive to employee complaints about harassment or other unwelcome and
offensive conduct.
MetTube expects, demonstrates and promotes professional behaviour and respectful

treatment of all employees.
Personal Conduct
All directors, senior management and employees have the obligation to conduct
themselves in an honest and ethical manner and act in the best interest of the
Company, at all times. They are expected to demonstrate exemplary personal conduct
through adherence to the following:
A. All the employees of MetTube must:
1. Conduct the Company's business with honesty and integrity and in a professional
manner that protects the Company's good public image and reputation.
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2. Build relationships with customers, vendors and fellow employees based on trust
and treat every individual with respect and dignity in the conduct of Company’s
business.
3. Become familiar and comply with legal requirements and Company’s policy and
procedures.
4. Avoid any activities that could involve or lead to involvement in any unlawful
practice or any harm to the Company's reputation or image.
5. Provide accurate and reliable information in records submitted, safeguard the
Company's confidential information, and respect the confidential information of
other parties with whom the Company does business or competes.
B. Conflict of Interest and outside association and activity
Employees have a duty to disclose to immediate superiors and HR department in

attached form, any business, financial, or other professional relationships that might
conflict with the Company's interests or impair or influence their ability to discharge
their duties. There are potential conflicts of interest inherent in certain situations
such as when:
1. An employee or a member of employees family has a direct or indirect financial

interest in, or obligation to, an actual or potential competitor, supplier or customer.
2. Employees conduct business on behalf of the Company with a supplier or
customer in which a relative of the employee is a representative, officer or
director.
3. Employees acquire real property, leaseholds, patents, or other property or rights in
which the Company has, or employees have reason to believe that the Company is
likely to have an interest.
C. Protection of Confidential Information
No director, senior management and employee shall disclose or use any confidential
information gained in the course of employment/ association with the Company for
personal gain or for the advantage of any other person. No information either formally
or informally shall be provided to the press, other publicity media or any other
external agency except approved by Management. Employee cannot use or divulge
company’s confidential information for his personal gain during employment with the
company and 2 years after the termination of employment for any reason.
D. Declaration of business
Director, Senior Management and employees are required to give information of
business he or his immediate family members are involved in.
E. Recruitment of family member
Recruitment of family member and close relative is restricted. Such recruitment is

required explicit approval of management.
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F. Company Facilities
No director, senior management and employee shall misuse Company facilities. In the
use of company facilities, care shall be exercised to ensure that costs are reasonable
and there is no wastage.
G. Leading by Example
The organisation’s directors and senior management set the professional tone for the
company. Through both their words and their actions, the organisation’s leadership
conveys what is acceptable and unacceptable behaviour.
H. E-Mail/Internet Policy
All company supplied computer systems, including computer hardware and software programs, and
Company related proprietary, confidential, or privileged information, are the property of the Company
and not the employee’s. These systems, including the internet and email, should be used for company
business only and should not be used to transmit unsecured Company-related proprietary, confidential,
or privileged information outside the company, without proper business purpose and appropriate
security measures. The company has the right to monitor any employee's email and internet usage.
Waivers
Any waiver of any provision of this Code of Conduct for a director, senior management or
employee must be placed for approval before the Company’s Board of Directors as appropriate.
Non Adherence
Any instance of non-adherence to the Code of Conduct / any other observed unethical
behaviour on the part of those covered under this Code should be brought to the attention of
the immediate reporting authority, who shall in turn report the same to the Head of Human
Resources. For non adherence to the code of conduct calls for strict action by the company
without any prior notice.
Key Area: Human Resource Management

HR Policy No.: 01
Systems.
Sub Key Area: Human Resource Planning,
Authorized By: Head- HR
Recruitment & Selection.
I. PERSPECTIVE:
To streamline systems for human resource planning, recruitment and selection at various
levels in the organization so as to attract, induct and retain the best available talent.
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II. POLICY:
2.1 Every division / department Head is responsible to formulate an approved Human

Resource Plan. Filling up of the positions will be carried out solely based upon the
approved organization structure and manpower plan.
2.2 The manpower plan must be approved as a constituent of the Business Plan / Budget.
2.3 The search for the best talent will be founded on basis of quality and economy.
2.4 The personnel will be recruited with requisite educational/professional qualifications

from reputed/premier institutes and/or work experience from reputed companies.
Competence, capability and demonstrated excellence will be the key considerations.
2.5 Integrity, merit, potential, enthusiasm, flexibility, zeal to learn and commitment to
excellence will be given priority in the selection process.
III. PRACTICES
3.1 The annual human resource plan and budget for the next Financial year for each
department shall be prepared by the concerned departmental head by 15 th January
every year.
HR Head and concerned HOD will scrutinize plans and will submit these plans along
with departmental Organogram to the Managing Director for his approval latest by
15th February. While making recommendations for the human resource requirements,
possibility of resource sharing, inter-departmental transfers, work simplification, work
reorganization etc. will be explored. The HR budget will be approved by Managing
Director by 15th March.
3.2 On receipt of approved HR plan and budget, the HODs would fill in prescribed
manpower requisition forms for approved positions/ replacements and will send to HR
facilitators for necessary action. HR facilitator will take approval of Head HR and
then proceed ahead. No midyear requirement of additional manpower will be
entertained except with the express approval of the Managing Director, in writing.
3.3 Only those vacancies will be entertained which are submitted in the manpower
requisition format, duly approved by concerned HODs and Head- HR.
3.4 HODs are also required to provide the detailed job profile of vacant positions so that it
can assist HR in hiring quality people while sourcing CVs and conducting telephonic
interviews.
3.5 The concerned departmental head has to own the responsibility of filling up the vacant
positions with the help of HR. HR will extend full support for the same.
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3.6 On receipt of approved requisition, the HR facilitator would attempt to locate a person
from the data bank and personnel inventory. In case of non-availability, outside
sources like approved job portals, placement agencies, advertisements, head hunting,
campus placements, etc would be used. All print-media advertisements will require
specific approval of Head- HR and will be released strictly as per standard formats.
3.7 The prospective applicants would first be shortlisted by HR facilitator and there by
concerned departmental head. Shortlisted candidates would be called for interview by
the HR department. HR department would be responsible for organizing interviews
i.e. making all physical arrangements, payment of fare to candidates as per policy, etc.
3.8 All interviews have to be routed through HR only. No candidates can be called
directly without HR’s involvement. All such interviews will be termed void where HR
is not involved.
3.9 In case anyone wants to refer a candidate, he / she has to forward the applicant’s
resume to HR, who will then coordinate the interview considering the organizational
requirements and referred candidate’s fitment to vacant positions.
3.10 The selection process will consist of interviews, which would be conducted by
stipulated selection committees and the competent authority (MD / ED and HR Head)
will approve all appointments.
.
3.11 Interview assessment sheets have to be filled by the interviewers immediately after
interview is completed. The suitability or non suitability of the candidate should be
clearly indicated on the sheet.
3.12 Interviewers will not commit any salary or designation to the selected candidates.
3.13 Only HR department will finalize and offer salary to selected candidates to ensure
adherence to our payroll budget and maintain the parity in the organization.
3.14 On getting acceptance from the selected candidate, HR department will issue Formal
Offer letter to him / her.
3.15 The contract of appointment letter duly signed by HR Head will be issued at the time
of joining.
3.16 Where ever applicable, secrecy agreement shall also be signed from the candidate at
the time of joining.
3.17 The antecedents of all new appointments at the level of Manager and above will be
verified from two references given by the person in the employment form. Any
adverse report shall be brought to the notice of the HR head and departmental head.
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3.18 All selected employees will be required to undergo medical examination before
joining the duty.
3.19 The departmental head has to ensure that a detailed sheet of Roles and
Responsibilities/Job description sheet for the candidates is prepared before their
joining so as to give them a clear picture of their job profile from the beginning itself.
3.20 Recruitment of Family Member and Close Relatives / Blood relation relatives of
Employees
Recruitment of blood relation relatives / family members & close relatives is

restricted. Such recruitment needs explicit, written approval of Managing Director and
following points need to be adhered in such cases:
 The recruitment of such candidate has to be routed through HR only. No employee

can call his / her relative directly for interview in the organization.
 On receipt of CV of employee’s relative, HR will discuss with management and take

the written approval of MD / ED and then only proceed further with recruitment
process.
 It will be solely on the basis of his merit, competence, organizational requirements

and fitment to the vacant positions.
 The interviewer / approving authority need to mention clearly on his interview

assessment sheet-
 how his profile suits organizational requirement;

 whether he possess the required skills and knowledge;
 whether he fits in our salary band;
 that his recruitment will not disturb the department working in any way.
 Such recruitment will be considered only against approved vacant positions and will
follow the regular recruitment process.
 The family member and close relatives cannot be allowed to work in same department
/ division.
3.21 The list of blood relations / close relatives is as under:
 Father
 Mother
 Wife / Husband
 Brother
 Sister
 Son
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 Daughter
 Brother’s wife
 Sister’s husband
 Son-in-law
 Daughter-in-law
 Cousin brother / sister
 Brother-in-law
 Sister in-law
 Any other close relative

HR Policy No.: 02
Systems.
Sub Key Area: Re-Induction / Re-
Authorized By: Head-HR
Recruitment of Ex-Employees.
I. PERSPECTIVE:
Employees are the best ambassadors of the organization even after they leave. In today’s
market conditions where the professionals with right skills and attitude are scarce, it makes
sense to rehire the ex-employees on selective basis. The company has the benefit of having
known his performance and cultural fitment in the organization.
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II. POLICY:
2.1 The former Employee may be considered for Re-induction in cases where
 He left on an amicable note
 His past performance rating of last 3 years, before leaving us, was preferably “very
good” or above.
 He has settled his dues and has not breached any contract terms, especially in terms of
confidentiality, etc.
 He must have made valuable contributions in his area.
 He must now be considered as a good professional with high competence
2.2 It needs to be ensured that he will not upset the internal equity, his new salary cannot
be offered higher than others (working on similar level), unless he has acquired a rare
skill which others do not have.
2.3 Therefore, the factors to be considered while Re-induction would be:
 Past Performance
 Competence
 Expertise in certain areas.
 Need of the organization, to re-induct.
 The former employee must not have left/departed on bad note, and, there should not
be anything adverse against him in terms of integrity, discipline, behavior etc.
III. PRACTICES
3.1 Re-induction will be considered only against existing approved vacancy.
3.2 The period of leaving would not be a major point. At any given point of time, if the
former Employee can do value addition, he can be considered for Re-induction.
3.3 Before making a re-hire decision, a prior written approval need to be obtained from
MD / ED. HOD willing to re-hire an ex-employee would first fill in the “Re-Hiring”
Form (prescribed by HR), get it approved by Managing Director and submit to HR
department.
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3.4 On receipt of MD’s approval, HR Facilitator will recruit the ex-employee following
the regular process of recruitment and selection.
3.5 While recruiting ex-employee, HR will take atleast 2 references from his ex-bosses in
MetTube.
3.6 If an employee rejoins, he will be re-recruited with normal average increment only
that he would have received, had he continued in the organization.
3.7 Re-recruitment / Re-induction cases would be very limited and need based only, with
justifiable reasons.

HR Policy No.: 03
Systems.
Sub Key Area: Recruitment and Absorption
of Trainees
I. PERSPECTIVE:
To recruit qualified fresh manpower and infuse young blood in the organization so that they
can be groomed to become future Managers of the organization.
II. POLICY:
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GETs / MTs are recruited to infuse young blood in the organization, who can add value to
organizational goals through their creativity, innovation and zeal to learn and excel.
III. PRACTICES
3.1 With the perspective to create a good talent pool in-house, it is desirable to recruit
fresh qualified persons as trainee and groom them with knowledge of our products
and processes.
3.2 GETs / MTs shall be recruited through campus placements from reputed institutes.
Technical tests and Group discussion will be part of recruitment process of GETs /
MTs.
3.3 Stipend rates for trainees will be decided by the HR department from time to time.
3.4 While appointing trainees, it should be specifically judged that only those candidates
are considered for employment who want to make a long term career in the
Organization.
3.5 Training period of trainees shall be one year.
3.6 On completion of training the trainees will be appearing for post training interview.
The absorption interview will be conducted by the following panel members:
 Concerned departmental head

 Representative from human resources department
 Senior official from cross functional department
This evaluation will give an overall & proper feedback of the trainee.
3.7 After completion of one year training and subsequent evaluation, HR department shall
obtain performance report of trainees from departmental heads. Based on this report,
the trainees will be rated on the scale of A,B and C. Only those trainees will be
absorbed who are rated “Good and above” and will be issued the Absorption Letter.
3.8 The salary of GETs on absorption / regularization will not be same for all. It will be
purely based on their performance rating and will be finalized by HR department to
maintain salary parity in the organization.
3.9 Trainees will not be entitled for any increment during the stipulated training period.
3.10 Any deduction made on account of statutory payment like PF, ESI, etc. will be borne
by the trainees within the framework of statutes.
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HR Policy No.: 04
Systems.
Sub Key Area: Induction and Joining
Formalities
I. PERSPECTIVE
To streamline the procedure and system for induction of new entrants in the organization and
to make them familiar about the organization, its culture, policies, procedures and sub-
systems.
II POLICY
All new entrants in the company at the level of Executive and above shall be inducted
through a formal Induction process.
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III. PRACTICE
3.1 All new entrants will be extended a warm welcome by security personnel, reception,
HR facilitator and department head (in that order). It shall be the responsibility of HR
facilitator to inform in advance the security, reception & department head about the
joining of new incumbent in writing.
3.2 All administrative arrangements such as office space and basic stationary items will
be arranged in advance by the HR facilitator.
3.3 All new entrants are required to undergo induction as per model induction itinerary as
designed by HR.
3.4 A day before the date of joining the copy of the induction programme shall be sent by
the HR facilitator to all concerned and the same shall be activated.
3.5 The new entrant will have to submit the following documents to the HR department
on joining the duties:-
 Academic & Professional certificates & mark-sheets. (Copy of SSC / HSC /

Diploma / Graduation / Post graduation / Training Certificates)
 Copy of previous Appointment letter and current salary slip.
 Date of birth certificate
 Copy of Resignation acceptance and Original relieving letter of previous organization
 Personal Identity proof (Copy of Driving License / Pan Card / Election Card /
Passport)
 Residential Proof (Copy of Bill – Electricity / Telephone / Mobile or Rental
Agreement)
 Copy of Form 16 latest / IT exemption
 PAN Card details
 4 passport sized photographs
3.6 The new entrant shall be given a copy of Induction booklet and directory of names
and telephone numbers of key executives and shall be asked to fill the following
formats:
 Joining report in duplicate

 Declaration of dependants in duplicate
 Declaration of relatives in the company or in sister companies
 Nominations for payment of dues in unforeseen circumstances
 P.F. Nomination Form
 Gratuity payment nomination form
 Confidentiality Agreement (if applicable)
 Personal data form
 Mediclaim Form
 Identity Card requisition form
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 Bank Account form
3.7 HR facilitator will issue detailed guidelines regarding profile, role and responsibilities
of new entrant.
3.8 The HR facilitator will also ensure that the necessary administrative support is
available to the new entrant while settling down in new location in consultation with
concerned administration manager.
3.9 All new entrants shall attend an induction workshop within 30 days of their joining
which is to be organized by HR department, covering company vision, mission, HR
philosophy, value system etc. The orientation program will also include introduction
to all department and visit to all Manufacturing units of MetTube.
3.10 SAP training is mandatory for all new joinees during initial days of joining.
Concerned HODs will ensure that new joinees in their department undergo basic SAP
training and will facilitate the same with the help of IT department.

HR Policy No.: 05
Systems.
Authorized By: Head- HR Sub Key Area: Probation.
I. PERSPECTIVE:
To put in place a process through which the new incumbent will get reasonable time to
acclimatize and perform in his/her job and thereafter reassess his/her overall suitability in
current role in the organization and for the individual’s career growth.
II POLICY:
2.1 All new entrants shall be on probation for six months from the date of joining.
2.2 It shall be the duty of the Division / Department head / other seniors to communicate
to a probationer the expected level of performance and provide guidance and support
to perform at the highest levels of efficiency and effectiveness.
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2.3 The services of a probationer shall be confirmed in writing upon satisfactory
completion of probation.
2.4 The services of a probationer shall be extended /terminated if his performance is not
found satisfactory.
2.5 The probation period of an employee shall not be extended beyond 6 months under
any circumstances.
III PRACTICES
3.1 The performance of employees on probation shall be reviewed after completion of his
probation. The concerned department Head shall send a report to HR department in
the prescribed Probation Evaluation Format. .
3.2 In case the performance of employee is not found satisfactory, the department head
will help the person in achieving desired performance level. If necessary, the
department head will have performance counseling session(s) with the employee.
3.3 On satisfactory completion of probation, the employee shall be confirmed in the

company’s services. The confirmation letter shall be issued to the employee on the
date of his confirmation. The employee will continue to be on probation till confirmed
in writing.
3.4 If the performance of a probationer is not found to be satisfactory, either his probation
shall be extended by 3 months or his services shall be terminated without paying any
notice period.
3.5 On review of his performance at the end of the extended period, he shall either be
confirmed / or his probation shall be further extended by 3 months / or his services
shall be terminated without paying any notice period.
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HR Policy No.: 06
Systems.
Authorized By: Head- HR Sub Key Area: Personnel Data Base
I PERSPECTIVE
To provide for a framework and process by which personnel data inventories can be
maintained & updated on a continuous basis and are retrievable for decisions related to
human resources.
II POLICY:
2.1 It would be mandatory on the part of all employees to keep the company informed
about change in personal data that the company has on its record.
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2.2 HR department will develop the HR database containing all required details of
employees.
III PRACTICES:
3.1 An employee shall inform about any change in any of the following subjects to the
HR Head in writing.
 Name
 Addition in educational qualification / technical / professional qualification
 Address / telephone numbers.
 Marital Status
 Additions in the family.
 Death of any of the dependents.
 Employment of any relative in any of the concern of the company.
 Training undergone during the period.
a) In-company
b) Off-company
 Special assignments / achievements.
 Health status changes.
 Promotions/additional responsibilities.
3.2 On the 1st April every year the HR facilitator shall send a prescribed personal data
form to each employee which shall be filled-in by him and returned to the personnel
department by 15th April. The HR department shall update its record on receipt of the
form and place the paper in the personal file of the employee

HR Policy No.: 07
Systems.
Authorized By: Head- HR Sub Key Area: Training & Development.
I PERSPECTIVE:
To provide a policy framework so as to enable individual employees to enhance

competencies on a continuous basis towards building a learning organization committed to
the highest standards of excellence and innovative performance.
II POLICY:
2.1 The company will strive to create, sustain & enhance a vibrant learning culture in all
its operations and endeavors.
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2.2 The company will provide opportunities for each & every employee to gain
knowledge, skills and the right mindset in tune with the ever-changing business
environment on a continuous basis.
2.3 The training modules will comprise of class room training, on-job training and
external training programs.
III. PRACTICES:
3.1 A detailed training & development plan for the employees shall be prepared every
year, considering the organizational requirements, individual training needs, and the
inputs provided by their respective HODs through their Performance Appraisal
Formats.
3.2 Subsequently, the internal / external Training Calendar (comprising Behavioral and
Functional trainings) shall be prepared by HR department ensuring that all the
employees get enough opportunities to enrich their skill sets through these training
programmes.
3.3 The HR department will identify appropriate sources for getting the training imparted
to employees as per plan. These sources will include eminent educational institutions,
professional consultancy organizations, training agencies and renowned corporate
trainers.
3.4 Apart from outside sources, the HR department will also prepare a list of potential in-
house trainers. These trainers will be identified in consultation with the concerned
departmental head. The company shall make arrangement to train these prospective
trainers so as to enable them to provide training effectively.
3.5 The head of the department will be responsible to send feedback about the
effectiveness of training imparted to the employee in the prescribed format, initially
after 3 months and again after 6 months.
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HR Policy No.: 08
Systems.
Sub Key Area: Service Agreement for Foreign
Training
I. PERSPECTIVE:
To provide a policy framework to leverage on foreign trainings of employees and ensuring

that their global exposure contributes towards organizational growth in the long run.
II. POLICY:
2.1 Foreign training includes long-term placement with foreign collaborators for
improvement of skills and increasing capabilities for shouldering higher
responsibilities. In addition, following will also constitute training visits :
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 JV Partners Programs/ Seminars.
 Training & Development Seminars.
 Any other Visits not covered in the category of Business visits
2.2 All Foreign Trainings need to have prior approval of Managing Director.
2.3 In order to ensure that the training abroad is fully utilized, all such employees who
undergo training abroad, will be required to sign a service agreement.
III. PRACTICES:
3.1 Employees may be required to visit Foreign Countries/Companies in connection with

their training.
3.2 A proposal will be sent by concerned HOD to Managing Director giving all details
about Foreign Training, number of employees to be sent, its need and justification,
etc. at least one month in advance.
3.3 On receipt of MD’s approval, HOD will coordinate with HR and Admin department
for further arrangements, like his travel, accommodation and other related
arrangements.
3.4 All such employees who are sent for training abroad, will be required to sign a service
agreement bond which would specify the minimum period for which the employee
will serve the company, post Foreign Training.
3.5 In the event an employee does not comply with the conditions of service agreement
bond, he will be required to pay the following amount:
PERIOD OF TRAINING BOND* BOND

PERIOD AMOUNT
UPTO 01 MONTH 2 YEARS RS 100000
MORE THAN 03 MONTHS 5 YEARS RS 400000
3.6 During the bond period, the notice period will be six months. After discontinuation of
the bond period, the notice period will be changed as per normal appointment terms
and conditions.
3.7 In case an employee leaves the services of the organization during the bond period he
has to give the notice period of six months and he is also prohibited from joining any
of our competitors for a period of 3 years after leaving the employment of the
Company.
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3.8 For each duration of foreign training, a fresh bond will be signed. The subsequent
bond(s) will be concurrent to the first one so that the employee serves the differential
periods, after the completion of minimum service stipulated in the first Indemnity
Bond.
3.9 This policy is applicable to all the employees irrespective of levels (but not applicable
to visits pertaining to inspections/ selection of machinery or technical discussions etc.)
3.10 HR Department will get the agreement / undertaking executed by the employee.
Necessary points will be noted in the personal file of the employee.
3.11 An employee sent for foreign training, on his return, will impart training to other
relevant departments/employees. He will take minimum 6 training sessions in a year.
On his return from training, he will send proposed training schedule to HR department
for approval and further co-ordination. The training imparted by him will be
considered in his performance appraisal.
3.12 He will also make a detailed report / manual of his training which will be kept in the
library and can be referred by other employees.

HR Policy No.: 09
Systems.
Sub Key Area: Performance Management
System.
I PERSPECTIVE:
To provide for a policy framework so as to bring greater validity and reliability to the
measurement of the performance of employees and also to assess their development needs for
superior and stretch performance.
II POLICY:
2.1 The company is committed to fostering a performance oriented work culture and for
this it will strive towards setting up an effective and ongoing Performance
Management System.
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2.2 The Performance Management System will have four major area of emphasis.
 Performance planning exercises at the individual, functional, divisional and

organizational level.
 Performance review.
 Potential for further growth.
 Career development.
2.3 The PMS shall revolve around measurable results to the extent possible.
2.4 The entire exercise of performance evaluation shall be objective, fair, free of personal
prejudice and consistently constructive.
III. PRACTICES
3.1 Performance planning exercise shall start by 15 th January every year. Based on roles
& responsibilities and job description of team members, the Key Result Areas (KRAs)
for the next Financial year will be worked out by the departmental head and the
employee.
3.2 The departmental heads shall submit the JD (Job description) and KRAs (Key Result
Areas) of their team members to the management latest by 15th March every year.
3.3 These Key Result Areas will form the basis of overall performance targets of
employees for upcoming Financial Year.
3.4 The performance plan and established KRAs will be reviewed half yearly i.e. in the
months of September and March.
3.5 The first half yearly review (due in Sept.) will be done by the departmental head along
with the employee.
3.6 For second review, the HR department shall send the Performance Evaluation Form to
the Departmental Head in the last week of March.
3.7 The performance evaluation form shall comprise of self- evaluation (to be filled in by
the appraisee) and L1 / L2 review (to be filled in by his Immediate superior and
departmental head).
3.8 The appraisee should make an honest self-evaluation before having a discussion with
the superior. Subsequently, the superior shall call the appraisee for the performance
review meeting and discuss performance at length and record the conclusions of the
discussion.
3.9 The assessment must be based on performance and behavior on job, which requires
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specific facts to be recorded before arriving at qualitative evaluation of employees.
HR Policy No.: 10 Key Area: Human Resource Management Systems.

Authorized By: Head- HR Sub Key Area: Increment & Rewards.
I PERSPECTIVE:
To recognize performance excellence and compensate performers in order to maintain high

levels of motivation, satisfaction and bonding with the role accountabilities and standards.
II POLICY:
2.1 Annual increments shall be strictly based upon company performance and individual
performance. The increment shall be decided keeping in view the following criteria:
 State of the economy measured by the rate of inflation.
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 State of the industry.
 Company performance.
 Departmental performance.
 Individual performance.
2.2 Evaluations will be made with reference to the established KRAs and their
achievement.
2.3 Employees whose performance is below satisfactory level will not be considered for
any increment for the year.
2.4 Any employee who gets less than satisfactory rating for two consecutive years should
be counseled and given appropriate training inputs to ensure performance improves as
per defined requirement.
III PRACTICES:
3.1 The rate of increment and effective date of increment will be solely based on
company’s performance and management decision, which shall be final and binding
to all.
3.2 Corporate HR department will define each year’s parameters and release the schedule
for affecting the Increments. The schedule will follow below mentioned steps:
 Release of online PMS forms with guidelines

 Employee to fill-up the PMS forms and submit to Immediate Superior
 Review by immediate superior, performance discussion and submission to HODs
 Final Review by HODs and finalization of rating and reward matrix
 Approval by Managing Director on Appraisals and release of Increment Letters.
3.3 Letters of increments/ rewards shall be signed by concerned Department Head and
HR Head.
3.4 No mid-term increment shall be entertained. The HODs shall not come to HR with
any proposal of salary rise during the year.
3.5 The revised compensation package will be strictly confidential and need not be shared
with others. In case, anybody is found to share or compare their new CTC with
anyone else, then their increment will be withdrawn immediately.
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Authorized By: Head- HR Sub Key Area: Promotion and Career Growth.
I. PERSPECTIVE:
1.1 To put in place a career path and planning process for a vibrant leadership and
managerial enthusiasm at various levels in the organization.
1.2 To create a pool of executives with the potential and capability to shoulder higher
responsibilities.
1.3 To develop a competence pool for planned succession for senior positions created due
to attrition and / or expansion of the organization
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II. POLICY:
2.1 The company offers careers and not jobs to those who seek association with the
company. The company will strive to have a well-defined career plan and path for
every executive joining the company at any level. Performance criteria, attributes and
developmental opportunities for current role and for subsequent role and
responsibilities will be defined in the career plan and path.
2.2 Promotion opportunities will be available to those who possess superior knowledge,
skills, and potential; to those who perform at consistently high levels; to those who
demonstrate leadership and enterprise; and to those who work hard, can take pressure
and show high commitment and enthusiasm.
2.3 Promotion and career in the company will involve a systematic working upwards step
by step and importance will be given for wide cross-functional and geographical
exposure and experience.
III PRACTICES:
3.1 Recommendations for promotions shall be initiated by the functional head and
approved by departmental head by considering available performance and potential
data from multiple sources.
3.2 While making recommendations for promotions, it would be necessary for

functional / departmental heads to give at least 5 (five) reasons justifying their ratings.
At least 3 (three) out of these 5 (five) reasons must be quantitative. The following
indices are available for judging whether the person is suitable for promotion:
 His KRA performance

 His potential to grow further in the organization
 Capability to take higher responsibility (as promotions would normally accompany
additional / higher responsibility)
 Contribution to the company
 Flexibility or versatility
 Intelligence and output
 Commitment, enthusiasm and positive attitude
3.3 A committee comprising HOD and HR Head shall examine all recommendations,
hold discussions with proposer (functional head) and finalize its recommendations.
3.4 The promotions will be considered and awarded only during Appraisals when
Increment process is completed. No case will be reviewed or entertained in between
the year.
3.5 Approved promotions will be incorporated in the Increment letter of the employee,
subsequent to the Appraisal Exercise.
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Sub Key Area: Transfer & Deputation to Group
Companies / JV Companies / Sister concern.
I. PERSPECTIVE:
The purpose of transfer and deputation to Group Companies is to enable employees to get
valuable global exposure and experience in order to develop them into global business
managers.
II. POLICY:
2.1 The services of an employee are liable to be deputed / transferred to any division of
the company, its associate companies in the group and their joint ventures.
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2.2 Further an employee is liable to be transferred to any location in India/Overseas,
depending on exigencies of business.
2.3 All deputations to Group companies / joint venture companies will be on the basis of
requirement & demonstrated competence and potential.
2.4 During the period of deputation / transfer, employees will be governed by the terms
and conditions of the joint venture company.
2.5 Facilities like transportation, etc. provided to an employee while posted in a joint
venture company will be governed by the rules of the joint venture company for the
tenure in the joint venture company. On return from the assignment, the employee
will revert and adhere to the rules of the parent company.
III. PRACTICES:
3.1 All the jobs are transferable in the company.
3.2 Transfer of an employee shall be at the sole discretion of the management looking at
the organizations requirement.
3.3 Transfer letter in writing shall be issued by HR department after concluding the date
of transfer. It is desirable that the date of transfer should be first day of the month to
avoid administrative inconveniences.
3.4 Transfer order shall be given to the employee well in advance and he shall have to
join his duty to the new place of posting as per the terms of the order.
3.5 Employees shall be entitled to claim actual fare from the present posting to the place
of their new posting as per the prevailing Travel Policy of the Company.
3.6 The Company shall not provide any accommodation facilities at new place of posting.
It will be the sole responsibility of the employee to arrange for the same.
3.7 Actual expenses on Household and luggage transfer through road / rail transport shall
be reimbursed, subject to prior approval of Head- HR on the lowest of at least three
quotes submitted in advance.
3.8 There shall not be any change in the salary until it has been discussed and decided by
the management.
3.9 In case of Inter-company transfer within the Group, all retiral liabilities towards PF,
gratuity, etc will be transferred to the new company and thereafter new company will
take care of these liabilities. For all these purposes, employee’s date of joining the
Page 39
first company (with uninterrupted services) will prevail for determining his length of
service in the Group.

Authorized By: Head- HR Sub Key Area: Retirement
I PERSPECTIVE:
To provide for guidelines for the retirement of employees from the services of the company
in a systematic and sensitive manner.
II POLICY:
2.1 Age of retirement shall be 58 years i.e. and employee shall retire on completion of
fifty eight years of age.
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2.2 However, retainership may be considered and extended upto age of 60-62 years, in
exceptional cases by the company based on his physical fitness, performance and
need for his expertise.
III PRACTICES:
3.1 HR department shall inform the concerned divisional/departmental head six months in
advance about the retirement of an employee so that succession can be planned.
3.2 The employee shall be informed in writing 3 months in advance about the impending
retirement so that retirement can be planned in a methodical manner.
3.3 HR Department shall help retiring people in planning for post retirement life and
also organize a farewell function.

Authorized By: Head- HR Sub Key Area: Final Settlement
I. PERSPECTIVE:
To provide guidelines for the full & final settlement of dues of an outgoing employee and
also to gain insights into the reasons for the exit of an employee for improving organizational
life and functioning.
II. POLICY:
2.1 Exit interview of all employees leaving the company shall be conducted.
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2.2 Dues of employees shall be settled in a dignified manner and maximum within a
month’s time from his relieving date. The full and final settlement will be subject to
successful completion of required notice period, smooth handing over and receipt of
no-dues clearance certificate.
III. PRACTICES:
3.1 As soon as an employee resigns/expresses desire to leave, the departmental head will
communicate to HR department about the resignation plan of an employee
immediately. The HOD need to clearly mention about his resignation acceptance /
non-acceptance and agreed date of relieving.
3.2 Exit Interview:
a) Whenever an employee resigns, an exit interview shall be conducted by

immediate supervisor and HR facilitator jointly.
b) GM and above level employees resigning, an exit interview will be conducted by

Department head and HR head jointly
c) The interviewer will complete a prescribed form after the exit interview is
conducted.
3.3 The focus during exit interview shall be on the reasons for leaving and the perception
of employee about the systems, procedures and policies of the company. A record of
the outcome of the interview shall be made and a copy shall be sent to Division /
Department head along with HR Head.
3.4 Once it is decided to relieve an employee, an acknowledgement/ notification letter

along with a blank clearance certificate will be issued by the HR facilitator/Personnel
Department.
3.5 It will be the responsibility of the employee to return the clearance form duly
completed within 3 days.
3.6 HR head, Division / Departmental head and finance department will ensure that the
settlement of the dues of the employee from the company (other than PF and gratuity)
is made at the earliest.
3.7 Exit Kit containing following documents shall be issued after full and final settlement
of accounts:
 Resignation Acceptance Letter

 Relieving Letter and Experience Certificate
 Application for transfer / withdrawal of PF & EPF
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 Application for Gratuity
3.8 The Finance / taxation head before the employee leaves, shall issue the certificate
showing total income during relevant year and tax deducted as per provisions of law.
The HR department will coordinate with the taxation department for this purpose.
3.9 Provident Fund and Employee Pension Scheme settlement shall be carried out as per
the request of the employee and as per the company rules & procedures. For P.F.
settlement, the outgoing employee shall fill up Form No-13 for transfer of his PF
accumulations. For withdrawal of PF accumulations, he need to fill up Form No. 19 &
10 C and submit to HR department for further process.
3.10 In case the employee leaves the services of the company without giving required
notice period (1month or 3 months) or handing over the complete charge to the
concerned department, his dues are liable to be forfeited/adjusted against loss caused
to the company. Needless to mention that this will be viewed as serious lapse on his
part and he will be responsible for any loss to the company in form of loss of
information, papers, documents, loss of opportunity and business etc. Company will
also be free to go for legal proceedings and he will be responsible for any damages or
consequences occurred thereby.
3.11 All matters pertaining to the final settlement within the policy guidelines will be
jointly decided by HR Head and Finance & Accounts Head.
HR Policy No.: 15 Key Area: Administrative Policies

Authorized By: Head- HR Sub Key Area: Late coming & early going
I PERSPECTIVE:
To bring about discipline and streamline procedure for late coming and early going
II POLICY:
2.1 All employees have to maintain discipline in adhering to company working hours.
2.2 All employees have to punch in and punch out even in case of late coming or early
going.
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III PRACTICES:
LATE COMING
3.1 Any employee reporting for duty after the scheduled time will be considered as
latecomer.
3.2 7 minutes and beyond will be considered as late coming for purposes of record.
3.3 All employees have to punch in while coming, however late.
3.4 Employees will enter the request for time correction, if they were officially late, in the
Cosec / time keeping module.
3.5 The concerned head will sanction the request if found genuine.
3.6 Any employee late for more than 3 times a month, subsequent late coming shall be
treated as a half day leave.
3.7 Any employee late for more than 3 times a month will be considered as a chronic/
habitual latecomer.
3.8 Data on late coming will be generated from the HR module for each day and
monitoring will be done on a weekly basis. This is to enable HODs to intervene
effectively.
3.9 Late coming employees will be cautioned suitably-by written/oral communication by

HR & HODs jointly.
3.10 Chronic late-comers will be counseled by concerned head / HR.
3.11 Cumulative month-wise data on each employee will be maintained and circulated to
all concerned HODs.
3.12 Salary deductions for chronic late-comers will be at the discretion of the management.
EARLY GOING
3.13 Employees are not allowed to leave early for personal reasons except under genuine
cases.
3.14 The short leave of one hour is allowed for maximum two times in a month. This short
leave of one hour is to help employee for meeting emergencies or urgencies, but this
is not an entitlement or right to take short leaves every month.
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3.15 All employees leaving earlier than the scheduled time have to punch out.
3.16 All employees in the staff cadre will have to obtain relevant gate pass from the
department head for official and personal reasons.
3.17 Data will be generated for each day from the Time Keeping Module and monitoring
will be done on a weekly basis. This is to enable HODs to intervene effectively.
3.18 Chronic early-goers will be counseled by concerned head / HR.
3.19 Salary deductions for chronic early goers will be at the discretion of the management.
3.20 Lateness and absence without any notice will be taken into consideration when
reviewing salaries and they shall be subjected to warnings. Excessive lateness shall be
considered as misconduct and may be a cause for dismissal.
3.21 If any employee deviates from the above policies of Late coming and early going
which exceeds the permissible limit prescribed herein above, then it will lead to salary
deduction at the discretion of the management.

Authorized By: Head- HR Sub Key Area: Compensatory Off.
I. PERSPECTIVE:
The objective of this policy is to provide guidelines for certain categories of employees to
avail a Compensatory Off in case of working on a holiday or weekly off or working extra
hours on normal week days.
II. POLICY:
Employees upto the level of Assistant Manager will be entitled for Compensatory Off. Its
not applicable to Operators and Workmen since they are getting OT for extra working hours.
Page 45
III. PRACTICES:
3.1 Prior written permission of concerned HOD will be required for working on weekly
off days or paid holidays or even working extra hours after normal working hours.
3.2 The approval of HOD need to be submitted to the HR department for availing the
Compensatory Off.
3.3 For availing the benefit of Compensatory Off, an employee must have worked on
weekly off / paid holiday / on working day after office hours in plant / office (not on
tour or outside work).
3.4 Minimum 4 hours extra working is required for crediting half-day Comp-Off and
minimum 8 hours is required for crediting of 1 (one) full day Comp-Off. Thus
Compensatory Off will be credited as under:
S.No Number of extra working hours Comp-Off credited

1 Minimum 4 (four) hours and below 8 Half-day Compensatory Off
(eight) hours of working
2 Above 8 (eight) hours of working 1 (One) day Compensatory
Off
3.5 Travel time will not be counted while calculating the Comp- Off.
3.6 OD slip / Gate pass is compulsory in case Comp-Off is availed due to extra working
hours at site or branch.
3.7 Compensatory Off has to be availed within 6 months of getting accrued. Any un-
availed Compensatory Off will automatically lapse at the end of 6 months from date
of accrual.
3.8 The compensatory off must also be availed before completion of Calendar Year. No
Comp-off will be carried forward in next Calendar Year, it will automatically lapse
after 31st December.
3.9 After employees work on a holiday or weekly off or extra working on normal
weekdays, the supervisor shall be responsible to send a written intimation to HR
department about the same.
3.10 HR department after ascertaining the duration that employees have worked on a
holiday or weekly off, shall update his Compensatory Off balance in Cosec.
3.11 It is the responsibility of the Supervisor to ensure that this facility is used in the most
judicious fashion and must be approved only after justifiable reasons.
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3.12 Compensatory Off cannot be encashed, however it can be clubbed with any other
leave like PL, CL, SL and maternity leave.
3.13 Accumulation of extra working hours, spent on different days is not permissible.
3.14 No Comp-Off facility can be availed in the month of March due to year end targets.
During March, comp-off can be credited owing to extra working hours, but it cannot
be availed.

Sub Key Area: Overtime / Efficiency Loss
Compensation
I. PERSPECTIVE:
To standardize the system to pay for overtime to workmen who work more than normal
working hours.
To streamline the guidelines to compensate the loss of productive hours on account of

absenteeism, reduced productivity or any other factor leading to delay in schedules and target
achievement.
II. POLICY:
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2.1 This Policy is applicable only to the workmen and operators working for production
related departments at shop floor.
2.2 No other members are eligible to avail overtime under any circumstances.
III. PRACTICES:
3.1 All possible efforts should be made to discourage overtime.
3.2 Prior written permission of Operations Head will be required in case any workmen /
operator is required to work beyond normal working hours.
3.3 No overtime working will be permitted without due approval of Operations Head in
advance.
3.4 The Unit Incharge shall fill in the standard format of Extra working hours and get it
approved by the Operations Head.
3.5 The approved list will be sent to Security Incharge who will permit only those
workmen / operators to stay back who are mentioned in the approved list. Security
Guard will also verify the proposed OT hours and actual working hours in the Gate
Pass and send it to HR department for further process.
3.6 HR will compile the OT hours of each operator and send the list to Unit Heads and
Operations Head will approve it on weekly basis.
3.7 Only those OT hours will be paid which are finally approved by Operations Head.
3.8 The number of OT Hours should not be more than 50 in a quarter for any Operator.
3.9 All Unit Heads and Site Incharges are responsible to provide the OT hours of Unit
workers and site workers latest by 2 nd of every month. Once OT is paid, the
corrections or amendments in OT hours of previous months will not be entertained.
3.10 Management reserves the right to amend this policy from time to time.
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HR Policy No.: 18 Key Area: Administrative Policy
Authorized By: Head- HR Sub Key Area: Absenteeism
I PERSPECTIVE:
Attendance and punctuality are important factor to employee’s success within the
company. Regular attendance is essential for the efficient flow of work and is
considered as a measure of one’s desire to perform the job
II POLICY:
2.1 Company cannot tolerate repeated absenteeism, which results in low

productivity and indiscipline. The policy applies to all the employees working
in Anupam Group.
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2.2 It is the responsibility of the employees to update and complete their
attendance in Cosec in time to earn salary of that month.
III PRACTICES:
3.1 It is compulsory for every employee to punch IN and OUT time daily even if it’s the
case of late coming or early going.
3.2 In case of no-punch, it will be treated as absent.
3.3 If time is not punched due to machine error, it has to be notified to Security at the
same time, who will record the punching error of machine. Such missed punches will
be approved only after confirmation of Security on the genuineness of machine error.
3.4 In case of missed punch due to official tours / outside work, etc, it has to be
regularized in the Cosec system within 24 hours of the missed punch.
3.5 In case of leave / OD, it is compulsory for every employee to get it approved by HOD
advance and update it in Cosec maximum within 24 hours of actually taking the
leave / OD.
3.6 All corrections pertaining to current month attendance have to be done in current
month only. No previous month’s time corrections will be entertained in Cosec,
without due approval of HR Head.
3.7 If any employee is marked continuously irregular in terms of attendance then strict
disciplinary actions will be taken against him.
3.8 If an employee is found absent for continuous three working days without a valid
reason, then a sanction of dismissal can apply for the offence of being absent without
permission.
3.9 Any employee who after punching his attendance is found absent from his place of
work at any time during working hours shall be liable for disciplinary action for
loitering and salary shall be deducted for the period he is found absent from his work
place.
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Authorized By: Head- HR Sub Key Area: Dress Code
I. PERSPECTIVE:
The importance of projecting Anupam’s professional image through attire and bearing,
necessitates the need to lay down guidelines and standards of dress code and personal
hygiene of employees, with adequate concern for employee comfort.
II. POLICY:
2.1 The Management expects that the following Dress Code be observed at all locations
with immediate effect:
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Category Standard Dress Code
Meeting with important customers/ business Business Formals
Associates
Meeting with Anupam Board Members Business Formals
Making presentations in seminars/ conferences Business Formals
Weekdays other than the last working day of the Business Formals / Business
week Casuals
Last working day of the week – Saturday / Business Formals / Business
Sunday Casuals / Smart Casuals
2.2 The male employee is required to wear formal dress (Shirt / Trouser) & female
employee is required to wear Punjabi Suit / Formal Shirt –Trousers / Sari from
Monday to Friday. Smart casuals and decent informal wear like Jeans & T-shirts are
permitted only on Saturday, Sunday and other company holiday.
III. PRACTICES:
3.1 For employees visiting / working at a client’s location, the Dress Code shall be in
accordance with the code observed by the client.
3.2 For employees located in establishment outside India, the Dress Code of respective
establishment will be applicable.
3.3 In the absence of any specified Dress Code, the above Dress Code would be
applicable.
3.4 Smart casuals are allowed on the last working day (Saturday / Sunday) of the week
provided the employee is not:
 Attending any meeting with the customers

 Visiting any office outside the campus.
3.5 The guidelines of the dress code are mentioned below:
Dress Code Women Men

Formal Indian:
 Pinned Sari  Tucked in shirts with
 Salwar Kameez with full sleeves and light /
dupatta medium shade
Business Formal  Chudidar Kurta with  Trousers: Dark shades
dupatta  Shoes: Leather shoes
 Socks: Complimenting
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Formal Western: the Trousers
 Formal Trousers  Tie: Complimenting the
 Formal Shirts: Full suit (not gaudy)
Sleeves  Blazer / Business suit
 Blazer / Business suit
 Formal sandals / shoes
 Salwar Kameez  Tucked in shirts with

 Chudidar Kurta full / half sleeves
 Formal Trousers  Formal Trousers
Business Casual  Formal Shirts: Half /  Shoes: Leather shoes
Full Sleeves  Tie: (Optional)
 Formal sandals / shoes
 Jeans  Jeans
Smart Casual  T-shirt  T-shirt- with collar
 Smart footwear  Sports Shoes
3.6 Grooming: Employees are expected to follow basic guidelines for general hygiene
and grooming-
 Daily bath
 Clothes should be neat, clean & wrinkle free.
 Women should have well kept hair and nails
 Men should have clean-shaven face / neatly trimmed moustache and beard, neat hair
cut and well kept nails.
3.7 Not Permissible In Office:
 Attire that is revealing or provocative.

 Torn, dirty, frayed or with unfinished seams.
 Attire that has graffiti/ message/ pictures.
 Shirts/ T shirts with logos of other companies.
 Shorts, Capri, Muti pocket pants, Cargos, Kurta-Pyjamas, Sherwani, Track Pants.
 Slipper/ Floaters.
 Flashy: Fabrics/ Bags/ jewellery
 Slippers or Chappals in office or shopfloor.
3.8 Exceptions:
 Employees provided with uniforms by the company shall wear the uniform.
 Safety requirements shall prevail, e.g. loose clothing shall not be worn where there is
moving machinery; Safety equipment shall be used as prescribed.
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 Exceptions to the guidelines may be made on specific days by the management, for
example, on Festival days, etc
3.9 Employees are encouraged to exercise their judgment and discretion to ensure that
their attire projects a professional image and creates a pleasant work environment.
HR Policy No.: 20 Key Area: Administrative Policies.

Authorized By: Head- HR Sub Key Area: Workmen Uniform
I PERSPECTIVE:
This policy sets out the expectations of the organization in relation to Shopfloor dress code
and the wearing of appropriate uniforms (like Boiler suits, etc) at Manufacturing units or
sites.
II POLICY:
Each workmen would be provided with 2 pairs of Uniform every year, based on sole
discretion of management.
III PRACTICES:
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3.1 All the workmen will be provided the appropriate uniform.
3.2 Uniform will be issued to workmen within first month of the joining. Every year 2
pairs will be issued to each employee.
3.3 Cost of Uniform will be borne by the company.
3.4 All the workmen will have to wear the uniform regularly in clean condition while
attending to their duties failing which will be viewed as serious misconduct from the
part of employees.
3.5 If the Uniform is lost, stolen or damaged by the employee, then the repairing /
replacement cost would be debited from employee salary only.
3.6 Employees found not wearing the Uniform on more than two occasions during the
month would be viewed seriously and repeated instances will lead to appropriate
penalty.
3.7 PPEs and Safety Shoes are mandatory while working in the Shop Floor.
3.8 No Sandals / Chappals will be allowed for any employee in the Office or shop floor.
RESIGNING/RETIRING EMPLOYEES:
3.9 Uniforms issued once will not be taken back from the employee. However, if the
employee / workmen leaves the service, then deductions would be made from his full
and final settlement as under:
Leaving between Cost recoverable from F&F dues

1-6 months 100%
7 to 12 months 50%
After 12 months 0%
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Authorized By: Head- HR Sub Key Area: Contract Labour Management
I. PERSPECTIVE:
To streamline the system of hiring contract labour and ensure smooth contract labour
Operations in the organization.
II. POLICY:
2.1 The contract labour to be hired as per the approved Manpower Budget only.
2.2 The Manufacturing Heads and Project Managers at Manufacturing Units and sites
respectively will ensure compliance of applicable labour laws.
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2.3 Compliance record proofs of all applicable laws along with monthly bills is a must for
payment release. The Finance Department will not release any payment without
proper supporting documents by Contractors.
III. PRACTICES:
3.1 The contract labour to be engaged as per Contract Labour Act. .
3.2 The contract labour requirement duly approved by Operations Head will be submitted
to HR department, who in turn will hire required labour from the approved
Contractors.
3.3 While issuing work orders to Contractors, it is compulsory to ensure that Contractor
has valid Registration License, PF and ESIC registration number.
3.4 Any running account bill or final bill to be processed and payment to be released only
after certifying compliance of PF / ESIC and after verification of challans of previous
month. No bills will be paid where PF, ESIC deposit challans of last month are not
attached with the bills.
3.5 Appropriate penalties may be deducted in case of non-compliance of applicable laws

and in case of non-adherence to company norms & protocols.
3.6 In work order, the requirements of compliances as per labour law requirement need to
be mentioned clearly as under:
 The Contractor will remain solely responsible for timely and complete payment of
wages with other statutory benefits and other service conditions to its labour
personnel / staff and shall maintain all such records as required confirming to the
labour laws, enactments, rules, regulations and orders that are applicable to the staff
by reason of their executing the contractor’s obligations.
 The Payment of Wages Act,1936

 The Minimum Wages Act,1948
 The Employees Provident fund and Miscellaneous Provident Act,1952
 The Payment of Bonus Act,1965
 The Contract Labour( R & A)Act,1970
 Employees State Insurance Act,1948
 The Payment of Gratuity Act,1972
 The Equal Remuneration Act,1976
 The Inter-State Migrant Workman ( Regulation of Employment and
Conditions of Service) Act,1979
 Workman Compensation Act,1923
 The Building and Other Construction Workers Welfare cess Act,1996
 And all other Applicable Labour Laws which are in force and may come
in to force in future.
Page 57
 The Contractor Shall ensure that it has a valid Contract Labour License, Provident
Fund, ESIC and Professional Tax Registration and also enrolled all its personnel /
employees under provident Fund, ESIC and Professional Tax. The Contractor shall
ensure to keep valid all such License / Registration at all the times and comply all
requirements under the Provisions of various applicable Labour Laws.
 The Contractor will deposit the provident Fund, ESIC and Professional Tax in respect
of its personnel / employees account within stipulated time, as per the applicable laws.
The Contractor further will produce the original payment challans of Provident Fund,
ESIC and Professional Tax each month before Company for verification and the
payment of bill will be cleared by company on production of the said challans.
 The Contractor will remain solely responsible for any of the non-compliance or less
Compliance or breach of applicable Labour Laws and indemnify the company.
HR Policy No.: 22 Key Area: Administrative Policies.

Authorized By: Head- HR Sub Key Area: Tobacco Free Workplace Policy.
I PERSPECTIVE:
Tobacco use is the single largest preventable cause of disease and premature death in the
world. Each year smoking accounts for about 4,43,000 premature deaths and about 89400
non-smokers die as a result of exposure to second hand smoke. (As per Cancer Society Facts
and Figures of 2013).
With a view to create a safer, healthier workplace for all employees and visitors of MetTube
Group, we would like to have Tobacco-free workplace policy in place.
II POLICY:
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2.1 This policy covers restriction on smoking of any tobacco product and the use of oral
tobacco products or “spit” tobacco.
2.3 This policy applies to both employees and non-employee visitors of MetTube
International.
2.3 Accordingly, the use of all tobacco products including chewing tobacco, is
banned from the Company workplace.
III PRACTICES:
3.1 No use of tobacco products will be permitted within the facilities or on property of
MetTube International at any time.
3.2 There will be no use of any form of tobacco in Company vehicles at any time.
3.3 Smoking is also prohibited in all areas of MetTube’s premises with the exception of
designated outdoor smoking areas.
3.4 Nobody will be allowed to throw the remains of tobacco packets or spitting tobacco
here and there at any place inside the Company premises, including toilets and
washrooms (due to which they are choked very often).
3.5 Any violations of this policy will be handled through the standard disciplinary
procedure, which will be as under:
 First time offender- Penalty of Rs. 250/-

 Second time offender- Penalty of Rs. 500/-
 Third time offender- strict disciplinary action
3.6 All Unit Heads and Operation Heads will be responsible for ensuring a Tobacco-free
workplace in Anupam Group. In case of non-compliance, the Unit Heads & Operation
Heads are authorised to penalise the offenders and send the debit note to Finance and
Accounts department by 31st of every month. The said penalty will be duly deducted
from employee’s salary and from bill of contractor (in case of non-compliance by
contract worker).
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Sub Key Area: General Discipline &
Disciplinary Measures.
I PERSPECTIVE:
This policy sets out the expectations of the organization in terms of general discipline to be
followed in the organization.
II POLICY:
These norms are set for all employees, staff and workmen of MetTube International.
III PRACTICES:
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A. General Disciplines
3.1 An Employee is expected to arrive in the factory premises 10 minutes before the shift
starts on every working day except in case of exigencies. Except in case of an official
commitment an employee should not leave the office during working hours.
3.2 No employee shall be allowed to enter the Company’s premises during non working
hours without prior permission. In Case an employee wants to work on a weekly off
or on holiday he/she has to obtain a written approval from the Head Of
Department/concerned Manager/ Managing Director in advance or any responsible
authorized person on the previous day and also inform the HR Department in
advance. All employees are expected to complete their given tasks and goals within
time frame.
3.3 No employee shall be allowed to bring an outsider in to the Company’s premises

without prior written permission of Managing Director or any authorized personnel.
3.4 In all cases written approval/gate pass should be procured and given to security
personnel for taking any material from the company’s premises whether on returnable
or non returnable basis. All levels of employees are expected to follow this procedure
and systems.
3.5 All employees shall fully co-operate with security person in connection with the
inspection of any material brought in or taken out of the Company’s premises. The
security is authorized to frisk all employees entering in to the premises or leaving the
premises.
3.6 An employee shall conduct himself as a good citizen in compliance with the social
rules and regulations. He shall not behave badly or commit any fact in violation of
any law both in and outside the company. All employees will keep up their moral
commitment to organization, society and nation.
3.7 An employee shall strictly comply with any rules and regulations prescribed by the
Company from time to time without any hesitation.
3.8 An employee shall notify any status change such as name, surname, address, marital
status, telephone and other details, birth of his or her children, death of any family
member, change of ID card if any, etc. to the HR Department within 15 days of such
change or incidents.
3.9 An employee shall keep (himself and company) clean and shall not throw any
garbage outside the containers provided by the company. The Company expects every
employee to follow a high level of housekeeping.
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3.10 An employee shall not come to work late, leave work earlier or take leave without
any appropriate reason or without prior approval from the management.
3.11 A team member should not encourage, persuade, accede or disregard any wrong doing
of his/her colleague.
3.12 An employee shall not work for others or carry on any business which may affect
his/her working hours or the business operation of the company directly or indirectly.
3.13 Female employees should be given due respect and authority to perform their
duties diligently.
3.14 An employee is not allowed to use any tool equipment, appliances, and products of
the company for his personal interest or any purpose not relating to the business of the
company.
3.15 No employees are allowed to post any sign, announcement, or write or draw anything
on the company premises or distribute any leaflet, document, printed matter within the
premises of the company without obtaining the written permission of the
management. No employees are allowed to remove, destroy, add or write or draw
anything on any of the Company’s announcements or notices. Displaying any spiritual
/ religious photos/ signs on working place are not allowed.
3.16 An employee entering the premises of the company shall be appropriately dressed.
Casual dress is permitted only on weekend or holidays otherwise it should always be
formal.
The male employee is required to wear formal dress (Shirt & Trouser) & female
employee is required to wear Punjabi suit / Formal Shirts Trousers / Sari from
Monday to Friday. Smart casuals and decent informal wear like Jeans & T-shirt are
permitted only on Saturday, Sunday and other company holiday.
3.17 An employee who wants to go out of the company’s premises during the working
hours shall fill the OUTGOING GATE PASS and get it approved by his HOD and
submit to the Security Officer before leaving.
3.18 An employee who is drunk or intoxicated shall not be allowed to enter the company’s
premises and also suitable action will be taken if found on drunken condition within
premises.
3.19 Carrying tobacco, or any kind of such items in the factory premises is strictly
prohibited and employees are not allowed to carry such items to the factory premises.
3.20 Personal mobile phones are to be switched off in the work places. This is to be
followed strictly failing which no mobile phones will be allowed to enter inside the
company premises
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3.21 The Company shall have the right to terminate any employee whose health, behavior,
efficiency and performance is poor.
B. Performance Duties:
3.22 An employee shall comply with Company’s instructions and regulations in connection
with any relocation, temporary or permanent.
3.23 Each employee is required to achieve the given target on time. It is therefore
important that employee should continuously monitor his/her performance and
achieve the target.
3.24 The Company will have quarterly/ half yearly / yearly performance feedback system
through which an evaluation will be carried out. Feedback also will be given to the
employee to improve up on the weak areas.
3.25 Each employee is required to submit monthly report to the seniors of his/her activities.
3.26 Sales Person must submit their weekly report on every Monday to their concerned
manager. This includes performance of previous week and plan for the present week.
3.27 All the increments / incentives / promotions will purely depend on the performance of
an employee. The Management’s decision in this respect will be treated as final.
D. Safety:
3.28 No employees are allowed to use any dangerous equipment or machinery without
authority or permission from the relevant supervisor.
3.29 Employees who run any machinery/ equipment and detect any fault or trouble which
can cause damage or danger to the Company’s property or self shall immediately
notify the Company.
3.30 Each employee who is leaving the company’s premises shall ensure that all
electricity, air conditioners, doors and windows in respective to their work places are
properly turned off and locked.
3.31 Employees shall keep the working area clear and tidy and shall not leave anything
which may block the emergency entrance/exit or the access to any fire extinguisher.
3.32 Employees who are assigned to work in the company’s shop floor shall only wear the
uniform and shoes as provided by the Company and shall use all safety gadgets
wherever applicable without fail.
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3.33 The violations of the work rules and regulations in the following cases shall be
considered as ‘Serious violations’.
 Gambling of any nature within the company’s premises.

 Fighting, quarreling with or injuring any staff, colleagues or supervisors either inside
or outside the company.
 Stealing or robbing any colleagues or company’s property
 Bringing any illegal items, arms or weapons or narcotics in to the Company’s
premises.
 Using Tobacco in company premises
 Accepting any improper interest or benefit by abusing his or her duty.
 Gathering in any labor dispute or strike in violation of the Labor Act which is
currently prevailing.
 Violating any rules and regulations on confidentially of the Company such as
disclosure and distribution of any confidential document of the company.
 Acting with negligence thereby causing serious damage to the Company.
 Intentionally committing a criminal offence.
E. Disciplinary Measures:
The employees shall have the duty to strictly comply with the rules and regulations of
the company. Any employee violating or breaching any rules or regulations set forth
above shall be punished pursuant to nature of the offence by one or combination or
more disciplinary punishment as under:
 Verbal warning
 Written warning
 Written warning and cutting down the wages, demotion of position or rank, or
disentitling of salary revision.
 Written warning with suspension of work without pay.
 Termination of employment without paying notice period.
HR Policy No.: 24 Key Area: Entitlements

Authorized By: Head- HR Sub Key Area: Leave rules
I. PERSPECTIVE:
Company grants leave for absence to its employees, on certain terms and conditions, to meet
various needs. However, availment of leave is not a matter of right for the employee. Usage
of any type of leave is subject to exigencies of work and organizational requirements, and is
ordinarily subject to prior approval by the management. The management expects its
employees to use this benefit prudently and judiciously without jeopardizing the work
requirements.
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II. POLICY:
2.1 This policy is applicable to all employees of MetTube International at all offices/
work places in India, including the manufacturing sites at Anand, Nadiad, Pipavav
and any other such sites that may come up in future from time to time.
2.2 For contractual employees who have leave provisions in their contract will be
governed by the contractual terms and conditions.
2.3 Effective Date: These Rules come into force with effect from 01.02.2011
III. PRACTICES:
2.0 Classification of Leave: The following types of leave are admissible:

2.1 Casual Leave (CL)
2.2 Sick Leave (SL)
2.3 Privilege Leave (PL)
2.4 Leave without Pay (LWP)
2.5 Special Purpose Leave (Of different types as in para 5.0 below)
3.0 Specific Rules, applicable to each type of Leave:
3.1 Casual Leave (CL)
3.1.1 Casual Leave shall be credited on 1st January of each year, for the current year, and in
case of new joinees proportionately immediately upon joining.
3.1.2 Any CL left unused at the end of a calendar year would lapse. It can neither be carried
forward, nor can be added to Privilege Leave, nor encashed; i.e. CL is non-cumulative
and non-encashable.
3.1.3 CL cannot be used more than 3 days at a time.

3.1.4 CL is granted for casual exigencies.
3.1.5 CL is to be normally availed with prior approval. If, however, for some valid reason,
prior approval could not be taken, then the HOD / Section-in-Charge should be
intimated verbally or through a colleague (in advance, as far as possible) and then get
the absence regularized immediately after resuming duty. In any case, if not
regularized within 2 days of resumption of duty, it will be treated as unauthorized
absence from duty.
3.2 Sick Leave (SL)
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3.2.1 The SL arising from the presence of a person in a calendar year is credited, at a time,
on the 1st January of the following year.
3.2.2 Ceiling on days of accumulation of SL: Any SL left unused at the end of a calendar
year can be carried forward and accumulated upto a maximum of 120 days. Any days
of SL left unused beyond this limit will lapse.
3.2.3 SL is non-encashable. Thus, any SL left unused at the time of leaving service, on
retirement or otherwise, will lapse.
3.2.4 SL can be used for the purpose of sickness only and not for any other purposes. Also,
SL for a duration in excess of 2 days at any one time can be used only if supported by
a Medical Certificate.
3.2.5 In case the SL balance standing to the credit of an employee has been fully exhausted,
the HOD is empowered to sanction, at his discretion, pro-rata SL that would have
accrued till the date of the Employee having fallen sick in that particular Calendar
year.
3.2.6 The Company may, at its discretion, require an employee to appear for medical
examination before the Company Medical Officer, or before any Medical Officer
nominated by the company, and failure on the part of employee to do so will
disqualify him from usage of SL for such occasion.
3.3 Privilege Leave (PL):
3.3.1 The PL arising from the presence of a person in a calendar year is credited, at a time,
on the 1st January of the following year.
3.3.2 However, if the number of days of PL credited on 1st January of a year are not fully
used up in that calendar year itself, then the unused PL can be carried forward and
accumulated.
3.3.3 Ceiling on days of accumulation of PL: Any days of PL exceeding 90 days would
lapse.
3.3.4 Exception to lapsing of PL beyond 90 days: If an application for usage of PL made
in accordance with the agreed PL Usage Plan (see para 3.3.6 below) is rejected for
any reason, then that amount of PL applied for will not lapse even if the limit of 90
days is exceeded. Instead, the sanctioning authority would allow additional time (not
exceeding 6 months) for enjoying those applied for days of leave at a date of mutual
convenience.
3.3.5 PL Encashment: Employees can encash Privilege Leave by keeping minimum 30

days of balance leave. Encashment of leave will be permissible once in a year.
Privilege Leave will be encashed at 100%of monthly existing basic salary
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3.3.6 Advance Planning of usage of Privilege Leave:
a) It would be desirable to have a method of advance planning of any major period of

non-availability (say of 1 week or more at a time) of employees.
b) A system of advance planning of usage of PL is intended to be put in place, whereby,

by about the middle of December each year, the PL Usage Plan of each employee for
the following calendar year is received and reconciled by the HOD / Section-in
Charge, so as to facilitate smooth work planning and avoid bunched absences.
c) PL arising from the service in a calendar year is ordinarily credited, at a time, on

January 1st of the following calendar year.
4.0 No of days of CL, SL & PL available per year:
4.1 For Employees: The numbers of days of eligibility in this regard are as follows:
Type of leave No of days of leave per year with effect from:

CL 7
SL 4
PL 18
4.2 For Trainees: For Trainees, only CL & SL will be available as above, but not PL.
4.3 For Retainers: They shall be governed as per the above table for each year of their
service. The leave shall be credited quarterly.
5.0 Special Purpose Leave: The following types of Special Purpose Leave are available:
5.1 Maternity Leave (ML): The Company provides continuity of service to married
female employees during their absence from the work for confinement due to
pregnancy by giving Maternity Leave to cover such absence. The Maternity Leave
facility also covers leave for Miscarriage. The rules in this regard are as follows:
a. Maternity leave not exceeding 12 weeks shall be granted with full pay. This may
be granted in conjunction with any earned privilege leave and unavailed sick leave
provided the total period of absence does not exceed 17 weeks.
b. Maternity leave will not commence earlier than 6 weeks prior to expected date of
delivery.
c. Maternity leave will not be admissible to female married employees having 3 or
more surviving children.
d. The married female employee may make written application for maternity leave
addressed to HOD along with copy of Medical Certificate from the registered
Medical Practitioner. Upon approval same is to be regularized through ESS.
e. Miscarriage leave: Six weeks leave from the date of miscarriage
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5.2 Joining Leave: Joining Leave will be given to newly joined employees who may
have to go back to fetch their families from another city/ country, after having joined
alone. Joining leave is available, as per agreed terms at the time of appointment only,
and not applicable to all new joinees automatically. Leave will be granted for the
actual personal travel days +02 days for packing/unpacking of goods. Total days of
leave should not exceed 06 days. Employees are required to submit requisite proof to
apply for this leave.
5.3 Accident Leave (AL): Employee meeting with accident while on duty and advised by
the treating / company authorized medical officer (doctor) to take rest will be granted
special accident leave. The concerned employee will be required to produce fitness
certificate from treating / company authorized medical officer (doctor) before
resuming the duties.
6.0 Leave without Pay (LWP): In special cases where there is no balance of leave to the
credit of an employee, the Management may sanction Leave Without Pay up to
maximum of 20 days in a year.
7.0 General Rules:
7.1 Combination of different types of leave allowed:

The flexibility of combination of different types of leave is permitted. This means
that, at the option of the employee (but subject to the detailed rules governing each
type of leave), Casual Leave (CL) can be used for sickness also, or in combination
with Sick Leave (SL) or Privilege Leave (PL). Likewise, PL can also be used for
sickness, ( SL) or with CL. But, the overriding restriction would be that SL can be
used for the purpose of sickness only, and not for any other purposes.
7.2 Treatment of a holiday falling between days of leave:
7.2.1 Any weekly holiday/ off day or any other type of holiday falling between days of
leave is also to be treated as a day of leave except in case of CL; i.e. if a person is on
leave on the day preceding a holiday/ off day and also on the day succeeding that
holiday/ off day, then that holiday/ off day is also treated as a day of leave. However,
if a person is on leave on only one of either the preceding day or the succeeding day,
then that holiday/ off day is not treated as day of leave.
7.3 Leave encashment basis: Where encashment of leave is permitted under the rules, it
would be at the rate of the monthly existing basic salary only, without considering any
benefits or allowances, and will be a taxable income as per prevailing tax rules and PF
will be deducted if applicable.
7.4 Minimum duration of Leave: Half day leave would be allowed in case of CL & SL upto
2 instances in a month.
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8.0 Unauthorized Absence: If an employee remains absent without leave, or overstays
the period of leave originally granted or subsequently extended, for a period of 8
consecutive days or more, he shall lose lien on his appointment and would be
deemed to have voluntarily abandoned his service. Such an ending of employment
would not be treated as a termination from the Company’s side but as abandonment of
service without notice by the employee, with all the resulting consequences and
liabilities on the employee.
9.0 Resignation during or subsequent to Leave: An employee, who proceeds on leave

of any type and does not resume his duty thereafter, or submits his resignation while
thus away, or is treated as having voluntarily abandoned the service as detailed in para
8.0 above, will forfeit his right to leave and will also lose his lien on the job.
However, in case of a resignation as above, his resignation may be, at the Company’s
sole discretion, accepted from his last working day in the Company notwithstanding
the leave granted earlier.
10.0 Leave During Notice Period:
10.1 No leave of any type is allowed during the notice period. However, the HOD may, at
his discretion, grant leave at the rate of two days per month of the notice period but in
any case not exceeding five days in all.
10.2 If an employee who has resigned avails any leave beyond the 5 days sanctioned by his
HOD as above during the notice period, or even a shorter period of leave if not
sanctioned by the HOD, then it will be treated as shortfall in notice period and the
employee will have to pay compensation for such a shortfall, or actually serve for a
longer duration to make up for such an absence, at the Company’s option.
11.0 Presence in a year and its effect on Leave entitlement:
11.1 The basic principle is that the days of leave of all types are to be earned through
actual days of working, or by days of paid leave of any type. The total of such days
will be called “Paid Days” of a year. The balance days of that year would be called
“Unpaid Days” of year. Unpaid days could be Leave without Pay or Unauthorised
Absence.
11.2 If the ‘Unpaid Days’ is due to Leave Without Pay (LWP) and in a calendar year do
not exceed 20 then that shortfall of “Paid Days” will be ignored, and the entitlement
for leave (whether CL/ SL/ PL) would be in full. If the ‘Unpaid Days’ is due to
Unauthorised Absence the leave will be credited in proportion of ‘Paid Days’ only.
11.3 If the ‘Unpaid Days’ in a calendar year exceed 20, then entitlement for leave (whether
CL/ SL/ PL) would be on a pro-rata basis. The denominator for calculating pro-rata
leave would be 365 (366 in a leap year) if the person was on Company’s role for a full
calendar year, or, if not, then the number of calendar days in that year from his joining
date.
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11.4 The eligible days of PL & SL are credited in arrears; i.e. the days earned for
working during a calendar year are credited on 1 st January of the following year.
However, CL is allowed in advance during the same calendar year. If the days of CL
actually used during a calendar year (based on advance crediting as above) is later
found to exceed the days of CL eligible for (according to the pro rata formula given in
para 11.2.2), then either the corresponding amount would be recovered from the
employee, or the excess days of CL actually used will be reduced from his PL balance,
at the Company’s discretion.
11.5 While computing the leave 0.5 and higher will be considered as one full day and less
than 0.5 will be ignored.
12.0 Sanctioning Authority for leave:
Recommending authority for any leave is immediate reporting authority (Asst

Manager / Manager or as the case may be).
Approving authority for any type of leave is HOD
13.0 Amendment/ Interpretation:
13.1 This policy is subject to cancellation or alteration by the management at its sole
discretion at any time, without prior notice.
13.2 In the event of any aspect of this Policy requiring interpretation/ clarification, the
interpreting authority will be the Head- HR and his / her interpretation/ clarification
would be final and binding.

Authorized By: Head- HR Sub Key Area: Domestic Travel Rules
I PERSPECTIVE:
1.1 This policy lays down the policy for employees and trainees while on outstation tours
on company’s business (as also for a few other purposes, as laid down below) and
defines the procedure to be followed.
1.2 The objective is to provide for facilities to an employee/ trainee, while travelling on
Company’s business, at a level of convenience and comfort, keeping also in view the
locations. It is also meant to ensure that, while on travel for company’s work, an
employee is not required to spend any amount out of his pocket and that the
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company’s money is used judiciously and prudently. It is not meant to provide for any
surplus money to be retained by the employee for himself.
II. POLICY:
2.1 This policy is applicable to all employees of MetTube International at all the
offices / works in India, including the manufacturing site at Anand, Nadiad, Pipavav
and any other such sites that may come up from time to time.
2.2 Trainees are also covered under this policy and their entitlement would be as per the
cadre/ designation into which they may eventually be placed, after completion of the
training.
2.3 This policy is applicable to all travel on official domestic outstation duties as detailed
in this policy, and also to other travel as laid down in para 1.4.
2.4 Apart from domestic travel for official purposes, this policy also applies to travel
of the following nature:
2.4.1 Travel on transfer.

2.4.2 Travel on recall from leave (only to employee and not dependents).
2.4.3 Travel on other occasions as per terms of appointment, or covered by any other rule or
instruction, or otherwise authorized by appropriate authority.
2.4.4 Travel for joining duty on first appointment, if any such commitment is made at the
time of recruitment.
2.4.5 Permanent shifting to home town as per company records for settlement after normal
retirement, after specified superannuation age.
2.4.6 Shifting of dependent members (spouse/ children) of the deceased employee to native
place.
III. PRACTICES:
3.0 Terminology
3.1 Allowance: Hereafter, the expression “Allowance” (whether per day or a longer
period, or per occasion), would apply only where it is a fixed amount, given
regardless of the actual expense incurred, or to be incurred.
3.2 Reimbursement Limit: Where payment is on the basis of actual expenses, there
will be a “Reimbursement Limit”, upto which reimbursement of actual expenses can
be claimed, on submission of proof of such expenditure.
3.3 Location Base: Location Base shall mean the location where an employee is
normally posted for performing his duties.
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3.4 Tour Duration/ Time: Tour duration starts from the date and time of leaving the
location base (office or home) as applicable and reporting time back to location base /
home.
4.0 Norms:
4.1 Class/ Mode of Travel
Designation Type of travel*

Director/President/Sr. VP/VP 1st AC train / Air Travel
GM/Sr.DGM/DGM 1st AC train / Air Travel, Economy Class on
low cost airlines
Sr. Manager 2nd AC train / Volvo Bus / Air Travel
economy class on low cost airlines
Manager 2nd AC train / Volvo Bus
Asst. Manager 3rd AC train / 2nd AC train
Sr. Engineers/Sr. Officers/Sr. 3rd AC train / 2nd class Sleeper train / Volvo
Executive/Officer/Executive/Jr Bus
Engineer / Jr. Officer/General
staff(Assistants)
Supervisors 3rd AC train / 2nd class Sleeper train
Workmen 2nd class Sleeper Train / Bus
(For exigencies of work, Manager / Asst. Manager can travel by low cost airline upon
specific approval of MD / ED)
Notes:
1. Even where air travel is shown above to be permissible, wherever a convenient
train facility is available, especially an overnight train, or day train in case for
Mumbai then rail travel is encouraged and may be used as far as feasible.
4.2 Reimbursement of travel expenses shall be inclusive of actual fare, agency charges,
sleeper / berth charges, reservation charges as applicable. In case of employees
traveling in a class lower than permissible, only the actual fare inclusive of incidental
charges as referred above shall be payable.
4.3 Classification of Places (Cities/ Towns/ Others):
Class Names of Places

A Mumbai, Delhi, Calcutta, Bangalore, Chennai, Hyderabad and
Ahmedabad,
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B Surat, Gandhinagar, Lucknow, Jaipur, Chandigarh, Pune, Agra,
Panjim (Goa), Kanpur, Varanasi, Aurangabad, Srinagar, Mussorie,
Darjeeling, Shimla, Gangtok, Khajuraho, Nagpur, Nainital, Patna,
Guwahati, Bhopal, Gwalior, Indore, Vijayawada, Jamshedpur,
Madurai, Siliguri, Ranchi, Bhubaneshwar, Haldvani, Udaipur,
Vadodara, Vizag, Cochin, Trivandrum, Raipur, Jabalpur,
Coimbatore, Jodhpur.
C Other cities not listed in above.
4.4 Accommodation
4.4.1 The company shall assess the need for guest house facility at our branch office
locations and in future if such guest house facility is created, employees shall avail
facilities of the same instead of staying in hotel.
4.4.2 Hotel Tariff; Reimbursement Limit per day:
Designation Booking/Reimbursement Limit, Rs. per day,

including all taxes, service charge etc, for the
Class of Place
A B C
Director/President/Sr. VP/VP Actuals Actuals Actuals
GM/Sr.DGM/DGM Actuals Actuals Actuals
Sr. Manager 2200 1900 1500
Manager 1500 1200 1000
Asst. Manager 1200 1000 800
Sr.Engineers/Sr.Officers/Sr. 900 800 600
Executive/Officer/Executive/Jr
Engineer/Jr.Officer/General
staff(Assistants)
Supervisors 700 650 450
Workmen 500 450 350
4.5 Lodging/Boarding Expenses; Reimbursement Limit/ Allowance per day: Part-A
Designation PART-A
Reimbursement limit when staying in a hotel / paid guest
house, Rs. Per day for the Class of Place
A B C A B C
With With With Without Without Without
Bills Bills Bills Bills Bills Bills
Director/President/ Actuals Actuals Actuals Actuals Actuals Actuals
Sr. VP/VP
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GM/Sr.DGM/DGM 1100 800 550 440 320 220
Sr. Manager 900 750 500 360 300 200
Manager 600 550 500 240 220 200
Asst. Manager 500 450 400 200 180 160
Sr.Engineers/Sr. 325 300 275 130 120 110
Officers/Sr.
Executive/Officer/
Executive/Jr
Engineer/Jr.
Officer/General
staff(Assistants)
Supervisors 325 300 275 130 120 110
Workmen 275 250 250 110 100 100
Accordingly, in absence of any bills for submission, the employee will be reimbursed with
40% as mentioned above in table. However, the employees who have made their own
arrangement for lodging and boarding will be entitled to claim the amount as per below
mentioned respective amounts.
Part-B
Designation PART-B
Allowance * when staying with own
arrangement, Rs. Per day, for the Class of
Place
A B C
Director/President/Sr. VP/VP 2400 1800 1100
GM/Sr.DGM/DGM 1600 1200 800
Sr. Manager 1400 950 800
Manager 1200 900 700
Asst. Manager 900 700 500
Sr.Engineers/Sr. Officers/Sr. 600 500 400
Executive/Officer/ Executive/Jr
Engineer/Jr. Officer/General
staff(Assistants)
Supervisors 400 300 200
Workmen 300 250 175
*Notes: When staying at a place overnight with own arrangement, the above shown full
amounts would be paid as fixed allowances, without having to submit any proof of
expenditure. However, if the stay at a place is for over 8 hours but without an overnight
stay, then the allowance payable will be 50% of the above amounts.
4.6 Local Conveyance:
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Designation Mode of local
conveyance
Director/President/Sr. VP/VP Hired Car, AC
GM/Sr.DGM/DGM Hired Car, AC
Sr. Manager Cab / Auto-rickshaw
Manager Cab / Auto-rickshaw
Asst. Manager Cab / Auto-rickshaw
Sr.Engineers/Sr.Officers/Sr. Executive/Officer/ Auto-Rickshaw, Local
Executive/Jr Engineer/Jr. Officer/General Train or Bus
staff(Assistants)
Supervisors Auto-Rickshaw, Bus,
Local Train
Workmen Auto-Rickshaw, Bus,
Local Train
4.7 Frequent Flier Miles: Any frequent flier miles arising from company air travel are to
be used for company’s purposes. The accumulated frequent flier miles may first be
used up before purchasing any further air tickets.
5.0 Procedures
5.1 Travel / Hotel - Booking / Cancellations

Rail/ Air travel and hotel booking requisitions are required to be sent to
Administration dept in the requisite Format duly filled in and approved by the
respective HOD
5.2 Administration department in turn would book the tickets as per requisition and have
them sent to the concerned person.
5.3 Administration would also handle cancellations of Rail/ Air tickets and Hotel
bookings.
5.4 Travel expenses are to be claimed in prescribed form (Placed at annexure 2). Claim
form should be supported by proof of expenditure (bills / vouchers) and duly
approved by HOD.
5.5 No expenses towards any form of alcohol will be reimbursed.
6.0 Amendment/ Interpretation
interpreting authority will be the Head- HR and his / her interpretation/ clarification
would be final and binding.
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Authorized By: Head- HR Sub Key Area: Foreign Travel Rules
I PERSPECTIVE:
To provide guidelines for smooth travel, accommodation and other incidental expenses
incurred during overseas business travel of associates.
To provide limits for various expenses based on suitable eligibility and entitlement criteria.
II. POLICY:
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This policy shall be applicable to all employees of MetTube International at all offices in
India, including manufacturing site at SM-9/5, Sanand-II, Industrial Estate, Village- Bol,
Sanand GIDC, Ahmedabad, Gujarat-382170. and any other such sites that may come up time
to time.
III. PRACTICES:
3.1 Authorization: All foreign travels of employees will be recommended by HOD and
approved by MD / ED.
3.2 Entitlements: Foreign Travel Entitlements in USD per day are as under:
Designation Lodging DA (A) DA (B) Total DA Mode of

(Hotel) US $ US $ (A + B) = Travel
US $ C
US $
Director / Actuals Actuals Actuals Actuals Business
President / Sr. Class
VP / VP
GM /Sr. DGM / 150 70 30 100 Economy
DGM Class
Asstt. Mgr to Sr. 100 42 18 60 Economy
Mgr. Class
Others 75 35 15 50 Economy
Class
3.3 Above rates are applicable for Korea, Japan, USA, European Countries, Australia,
UK, Brazil, Russia, Germany, Canada, Singapore, Hongkong, Taiwan, China, South
Africa, Indonesia and Thailand.
3.4 For countries other than mentioned above, 60% of the above tariff will be the
entitlement.
3.5 Lodging (Hotel) charges can be claimed on actual, duly supported by bills, subject to
the maximum of limits specified above.
3.6 All expenses other than Hotel, i.e. food, local conveyance, etc. are to be met out of
DA. Figures given under column DA ( C ) are total entitlement of DA and the figures
mentioned under column DA (B) is 30% of the total DA entitlements, which can be
claimed without any supporting bills.
3.7 Upto 70% of total DA can be claimed with supporting bills.
3.8 DA will be calculated for the actual stay in the foreign land.
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3.9 Whenever boarding and lodging is already paid or is free or is incurred by foreign
company, then 30% of the total DA can be claimed to meet various out of pocket
expenses.
3.10 All travel expenses have to be claimed with supporting bills. Only out of the pocket
expenses can be claimed without supporting bills.
3.11 Employees going on tour abroad have to make a requisition for foreign exchange
advance and ticketing on Overseas Travel Request Form and get it approved by his
HOD. The approved copy of the same is to be forwarded to the concerned Finance
department for arrangement of foreign exchange and another to the Administration
department for visa / ticket.
3.12 A note has to be sent to the Admin / Insurance department so that suitable overseas
insurance coverage against risks including medical emergencies is provided. The
Company will be responsible for arranging the insurance coverage.
3.13 Employees have to settle accounts within 72 hours (3 working days) from the date of
arrival, along with tour report and copies of relevant pages of passport
3.14 Tour Report along with photocopies of Visiting Cards shall be submitted to concern
department head/reporting authority.
3.15 All expenses other than allowable out of pocket expense should be supported with
vouchers / bills.
3.16 All unspent foreign exchange need to be surrendered to the Company on return and
must be accounted for with the expense reports.
3.17 Till the submission of Travel Report and refund of balance of foreign exchange, if
any, the Accounts department will hold the total amount paid to the individual and
cost of the ticket as an “advance” against the employee’s name.
3.18 In case of any deviation for expenses, the same can be approved by HOD and HR
Head as per his authority limits.
interpreting authority will be the HR Head and his interpretation/ clarification would
be final and binding.
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HR Policy No.: 27 Key Area: Entitlements.
Authorized By: Head- HR Sub Key Area: Recruitment Reimbursement
PERSPECTIVE:
To provide guidelines for recruitment expenses to achieve effectiveness of the recruitment

process while ensuring cost consciousness with prompt reimbursement.
II POLICY:
The company shall reimburse expenses to candidates attending interview for various
positions and also reimburse reasonable joining expenses to the new entrants in order to
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minimize the relocation cost of new entrants and to enhance a feeling of being welcomed into
the company.
III PRACTICES:
3.1 The outstation candidates shall be reimbursed travel expenses (for interview and
joining) as per prevailing Travel Policy of the company.
3.2 The travel fare reimbursement shall be made strictly against production of tickets and
boarding passes.
3.3 For packing and transportation of personal belongings including insurance, loading,
unloading and octroi, the entitlements shall be as under:-
Category Entitlement
Distance 1001 Above
Upto 500 501 –
1500 1501
Kms. 1000 Kms.
Kms. Kms.
Director/President/VP/ Sr. VP Actual Actual Actual Actual
GM/DGM/AGM 20000 25000 30000 35000
Sr. Manager/Manager 15000 20000 25000 30000
Dy.Manager/Asst.Manager/
10000 15000 20000 25000
Executive
3.4 The reimbursement shall be made strictly against production of bills.
3.5 For this, the new joinee shall obtain minimum 3 quotations from the transport
agencies and submit the same to HR Facilitator. Corporate HR Head will approve the
appropriate quotation and only then the candidate shall shift his belongings.
3.6 In case employee leaves the company before 2 years, joining expenses and packing &
transportation expenses will be recovered as follows:
S. No Leaves the company Recoverable Expenses

1 Between 1-12 months 100%
3 Between19-24 months 50%
4 After 24 months Nil
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3.7 Any deviation to the above process for monetary limits, etc. shall need the prior
approval of Corporate HR Head.

Sub Key Area: Transfer Expenses
Reimbursement.
I PERSPECTIVE:
To provide norms for assisting employees under transfer in meeting relocation expenses with
promptness and efficiency.
II POLICY:
All employees who are transferred by the company from one location to the other location
will be eligible to get reimbursement of reasonable relocation expenses.
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III PRACTICES:
3.1 Fare: Employees shall be entitled to claim actual fare from the present posting to the
place of their new posting as per the prevailing Travel Policy of the Company.
3.2 For transportation of personal belongings including packaging, insurance, loading,

unloading and octroi, the elements shall be as under:
Category Entitlement
Distance Above
Upto 500 501 – 1001-
1501
Kms. 1000 Kms. 1500 Kms.
Kms.
Director/President/VP/ Sr. VP Actual Actual Actual Actual
GM/DGM/AGM 20000 25000 30000 35000
Sr. Manager/Manager 15000 20000 25000 30000
Dy.Manager/Asst.Manager/
10000 15000 20000 25000
Executive
3.3 The above limit shall include expenses for packing, loading/unloading, transport,
insurance and octroi.
3.4 The reimbursement shall be made strictly against production of bills.
3.5 Employees being transferred shall obtain 3 minimum quotations from transport
agencies and submit the same for approval. Corporate HR Head will approve the
appropriate quotation and then only the employee can shift his belongings.
3.6 In case, an employee is transferred to a location due to his personal request, then he
shall not be entitled to claim any reimbursements.
3.7 The joining time – excluding travel period shall be as under:
CATEGORY JOINING TIME

CEO/President/ Sr. VP/VP 3 Days
Gen. Manager/Sr. GM 2 Days
DGM/AGM /Sr. Manager 1 Day
Manager/Dy.Mgr / Asst. Mgr / Executive 1 Day
Workmen / Trainees 1 Day
3.8 GM and above will be entitled to reimbursement of actual expenses for transporting
the car by railways. Alternatively, they may be permitted expenses towards engaging
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a driver and reasonable petrol expenses for transferring the car by road, with prior
approval of Head- HR.
3.9 Any deviation in the policy, such as exceeding of monetary limits, etc shall need

Authorized By: Head- HR Sub Key Area: Visiting Cards
I PERSPECTIVE:
To provide guidelines for use/provision of Visiting Cards to employees in order to evoke a

sense of identity and pride in the organization.
II. POLICY:
2.1 All senior executives/HODs shall be entitled to get visiting cards printed as approved
by the company.
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2.2 Such other employees who are required to go out and meet people for company’s
business shall also be provided with cards upon approval by the concerned
departmental/functional heads.
III PRACTICES:
3.1 All visiting cards shall be printed as standardized by the HR department. Name,
designation/department etc. shall be mentioned as facilitated by HR department so as
to establish a corporate identity.
3.2 An executive who desires to have visiting cards printed shall place indent/requisition
for the same.
3.4 The requisition shall be approved by the concerned department/divisional head and
sent to the administration department.
3.5 Besides HOD, there may be few other employees who are required to go out for
company’s business. In such cases, where the department head finds justification in
allowing visiting cards, the approving executive shall record justification on the
requisition and send it to Administration department.
3.6 The administration department shall arrange to print the visiting cards as per standard
design provided by the HR Department.
3.7 The visiting card will be provided only through the HR / administration department.
3.8 No body has got the right to get the visiting cards printed, either on his own expenses
or on company’s expenses from outside.
HR Policy No.: 30 Key Area: Benefits & Facilities.

Authorized By: Head- HR Sub Key Area: Loans & Advances.
I PERSPECTIVE:
To provide financial assistance to an employee for meeting expenses in emergency situation.
II. POLICY:
2.1 The loan may be procured for following purposes:
 Emergency Medical Aid

 Marriage of Self & Son / Daughter
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 Children Education
 Any other need approved by the management
2.2 This being a welfare measure extended by the Management may not be claimed as a
matter of right or privilege. Each request shall be processed on merit basis and at the
sole discretion of the management.
III PRACTICES:
3.1 With a view to help employees meet with expenses in emergencies such as serious
sickness requiring hospitalization, death, marriage of son/daughter, etc, the provision of
personal loan has been made.
3.2 An employee shall be eligible for a personal loan only after completion of two years of
services.
3.3 The personal loan shall be granted to the extent of Rs. 50000/- or 4 (Four) times of
basic salary whichever is lower.
3.4 The personal loan requests shall be entertained on merit basis. An employee will have
to make a written request to the HR department through his/her departmental head
giving reasons and will have to give necessary explanation as and when called by HR
department for discussion.
3.5 An employee will apply for such loan in a specified format along with signatures of 2
(Two) Guarantors (MetTube Employees) with consent of HOD at least one month in
advance to make it happen. One employee can be guarantor of only one employee at a
time.
3.6 From the date of loan is disbursed, an employee shall be charged interest at a
concessional rate of 10% per annum on the diminishing balance till the loan is fully
repaid.
3.7 Maximum period for repayment of loan will be within the span of Two years. The
loan shall be recoverable in maximum twenty four equal monthly installments. Fresh
loan under this head can be availed only after earlier loan is fully repaid.
3.8 The spirit behind extending facilities of loans to executives is to assist them and
reduce their burden, in turn they would be expected to serve the organization
diligently. Any employee who leaves the organization before any of the loans and
advance is fully repaid, interest subsidy/concession shall deemed to be cancelled and
the loan amount shall be recovered from him with the interest at market rate payable
from the date of disbursement till the date of recovery.
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3.9 Alternatively, at the exit of any employee who has taken loan and not paid the full
loan, the remaining amount will be deducted from the salary of the guarantor.
3.10 Salary advance: A salary advance would mean an immediate need of cash to the
employee that might have arisen due to some unavoidable emergency, like his
proceeding on leave till the pay day etc. This amount shall be granted as an
advance, which shall, however, be adjusted against salary payable on the immediate
pay day succeeding such a payment.
3.11 Salary advance will be paid on the basis of working days. The same are given as
under, if,
A Working day are 25 & above will get 80% amount of his salary
B Working days are 20 to 24 will get 60% amount of his salary
C Working days are 15 to 19 will get 40% amount of his salary.
3.12 Loans and advances cannot be given simultaneously.
3.13 The previous dues need to be cleared before applying for any fresh loan / advance.
3.14 The above points serve as guidelines for recommending authorities to decide loan
requests from employees, which comes from time to time. But, it does not become an
entitlement of every employee to avail loan / advance from the company. It will be
provided purely on basis of genuineness of such requests and will be on case to case
basis.

Sub Key Area: Group Medical Health Insurance
(GMHI)
I PERSPECTIVE:
Management has taken a proactive decision to secure medical health related expenses for all
employees/ workers
II. POLICY:
All Staff and company workmen of MetTube International are covered under Group Medical
Insurance Coverage Policy w.e.f June, 2011. Policy covers family on floater basis i.e. Self
plus spouse plus two dependent children only up to age of 23 only.
Page 86
III. PRACTICES:
3.1 Insurance company is -M/s. UNITED INDIA INSURANCE CO. LTD, Anand and
claim settlement will be managed through- Third party administrator (TPA)-M/s.
Paramount Health Services (TPA) pvt. Ltd Vadodara.
3.2 All employees / workers will be provided with unique Card by TPA- M/s. Paramount
Services (TPA) Pvt. Ltd. Individual employee / worker will be required to produce the
card issued by TPA before the hospital authority for availing medical treatment.
3.3 Card issued by TPA will be the property of Anupam Group and same will be required
to be returned back by employees / worker on demand or at the time of separation
from the company. Please note, in case, card issued to individual employee / worker is
lost by him, reasonable charges as decided by TPA will be recovered.
3.4 Coverage: Policy covers family on floater basis i.e. Self plus spouse plus two
dependent children only up to age of 23 only. Minimum 24hrs admission as indoor
patient is required, except for day care treatment as mentioned in policy to get
hospitalization benefits.
3.5 Category wise sum insured benefits are as under:
S.No. Designation Sum Insured

01 Director / CFO / President / Sr. VP / VP / CF Rs. 3,00,000/-
& CS
02 GM / Sr. DGM / DGM Rs. 1,50,000/-
03 Sr. Manager / Manager / Asst. Manager Rs. 1,00,000/-
04 Sr. Engineer / Sr. Officer / Sr. Executive / Rs. 75,000/-
Engineer / Officer / Executive / Jr. Engineer /
Jr. Officer / Supervisor / Stenographer /
Assistant / Jr. Assistant / Company trainees
and all other staff.
05 Workers Rs. 50,000/-
Advisers / retainers are being considered
under appropriate category.
3.6 Other terms and conditions of this policy are as under:
S.No. Particulars Limits

01 Critical illness Covered
02 Pre- existing illness Covered
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03 30 days awaiting period Waived Off
04 One year exclusion of disease Waived Off
05 New employee To be covered from the date of joining
New born baby New born baby will be covered after 90 days.
06 Domiciliary hospitalization Excluded
(OPD)
07 Pre and post hospitalization Covered for 30 days for pre hospitalization
and 60 days for post hospitalization
08 Claim payment ceiling Restricted 80% of claim ratio.
09 Room rent & nursing charges Maximum 1% of sum insured / per day or
Maximum Rs.5000/-normal (whichever is
less)
2% of sum insured or maximum Rs.7500/-
per day for ICU (whichever is less).
10 Maternity benefit 20% of sum insured subject to maximum
Rs.25k in normal and Rs. 35k in caesarian
with waiting period of 09 months.
11 Limit for common aliments Cataract-15% of sum insured. Maximum
limit Rs.20k. (whichever is less).
Piles, Fistula (Massa), Tonsillitis, Sinusitis-
20% of sum insured subject to maximum
Rs.30k (whichever is less).
Benighprostat Hypertrophy(enlargement of
prostate) Hernia 30% of sum insured or
maximum Rs.50k per person / per policy
period. (whichever is less).
Appendicitis, Gall Bladder Stones &

hysterectomy 20% of sum insured or
maximum Rs.30k per person / per policy
period (whichever is less).
12 Intimation of claim Intimation should be given Within 24 hrs in
case of Emergency and for planned
surgery 48 hrs.in advance to Insurance
Co. and TPA through HR as per
prescribed form.
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Remarks As per above mentioned time frame,
employees / workers should intimate
Insurance Co / TPA otherwise, claim will be
liable for 10% deduction of total claim
amount.
13 Claim Submission Within 15 days from date of discharge from
employee end.
Remarks As per above mentioned time frame,
employees / workers should submit their
claim file to Insurance Co / TPA otherwise,
claim will be liable for 10% deduction of
total claim amount.
14 Midterm increase in sum Not allowed (i.e. on grade change /
insured promotion sum insured will remain
unchanged).
15 Definition of hospital Hospital: Minimum 15 beds plus 5 nursing
qualified staff other than ‘C’ class city
otherwise it is 10 beds and Registration with
local body i.e. corporation / Nagarpalika is
must.
16 Hospitalization covered Minimum 24hrs stay as indoor patient is
required.
17 Co- payment In case of package charges i.e. bifurcation of
expenses for room rent, medicines, operation
etc, not available from the hospital / nursing
home the claim amount will be restricted to
80% of sum insured OR 80% of actual,
whichever is less.
3.7 Roles / responsibilities & procedure for submission of claim
S.No. Particulars Responsibilities
01 In case of emergency/ Individual employee / family members /

planned hospitalization concerned HOD- within 24 hrs in case of
intimation to HR/ Insurance emergency and 48 hrs advance in case of
Co. / TPA- Paramount Health planned surgery.
Services (TPA) Pvt. Ltd. In
Form No. 1
Page 89
02 Confirmation of intimation to HR will also ensure to communicate to
Insurance Co. / TPA- Insurance Co & TPA
Paramount Health Services
(TPA) Pvt. Ltd.
03 Status report of health Individual employee / Family members
recovery may be informed to
HR Deptt.
04 Bill Clearance at By individual employee / Family members
hospitalization / Lab / other
services
05 Intimation to HR / Insurance By individual employee / Family members
Co / TPA after discharge
from the hospital.
06 Submission of claim in Within 15 days from the date of discharge
prescribed form no.2 by individual employee.
individual employee / worker
where cashless facility is not
available – with all relevant
papers e.g. bills, receipts,
prescriptions, lab reports
discharge summary etc. duly
countersigned by the
authorized attending doctor(s)
to HR Department for onward
transmission to TPA /
Insurance Co.
Page 90
Sub Key Area: Group Personal Accident (GPA)
Authorized By- Head- HR
Policy.
I PERSPECTIVE:
Management considers team members of Anupam Group as its most valuable assets.
Complimenting that, the Management is pleased to declare the implementation of Group
Personal Accident Scheme with effect from 01.02.2011.
II. POLICY:
All the Employees working on rolls of AIL and AMIL at all locations are covered under the
GPA Policy. The premium of the policy will be borne by the company.
III. PRACTICES:
3.1 ICICI Lombard General Insurance Company is the linked agency to process the claim
for GPA scheme of Anupam Group.
3.2 The salient features of the scheme are as under:
 All expenses incase of accident will be reimbursed by ICICI Lombard General

Insurance Company for MetTube International .
 24 hrs coverage of all employee on AIL and AMIL rolls at all locations (including
overseas)
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 Compensation against accidental death while on duty or otherwise.
 Compensation for permanent total disablement, temporary total disablement subject to

certification by competent authority.
3.3 Details of coverage amount, benefits, exclusion, documents required for settlement of
claims & claim intimation method are as under:
S.No. Designation Sum Insured

A Designation wise coverage provided under
GPA :
1 Director / CFO / President / Sr. VP / VP / CF & 12 Lakhs
CS / GM / Sr.DGM/ DGM
2 Senior Manager / Manager / Assistant Manager 10 Lakhs
3 Senior Engineer / Senior Officer / Senior
Executive / Engineer / Officer / Executives 08 Lakhs
/Junior Engineer / Junior Officers / Assistant /
Junior Assistant / Supervisor / Stenographer /
Company trainees and all other staff.
* All Advisors are covered under the GPA Policy
as applicable.
B Benefits offered % of reimbursement

in light of sum
insured as mentioned
above
1 24 hrs coverage anywhere in the world
2 Death arising out of accident (while on duty or 100%
otherwise)
3 Loss of two limbs, two eyes or one limb and one 100%
eye
4 Loss of one limb or one eye 50%
5 Permanent total disablement 100%
6 Permanent partial disablement % as shown in the
policy
7 Temporary total disablement 1% of sum insured or
Rs.6000/- per week
which ever is less.
C Exclusion :
1 Suicide, attempt to suicide or intentionally self-inflicted injury, sexually
transmitted conditions, mental disorder, anxiety, stress or depression.
2 Being under influence of drugs, alcohol, or other intoxication or
hallucinogens
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3 Participation in actual or attempted felony, riot, civil commotion, crime
misdemeanor
4 Committing any breach of law of land with criminal intent.
5 Death or disablement resulting from Pregnancy or childbirth
6 Professional sports team in respect of specific benefit or inability to
perform
7 Participation in kind of motor speed contest.
8 While engaged in aviation, or whilst mounting or dismounting from or
traveling in any aircraft. (Not applicable for fare paying passengers)
9 Underground mining & contractor specializing in tunneling
10 Navel military or air force personnel
11 Radioactivity, Nuclear risk, ionizing radiation
D Documents required for settlement of claims :

1 Intimation within 24 hrs from accident
2 Claim form (prescribed by ICICI Lombard).
3 Treating Medical Officer (Doctors’) report, X-ray, bills in case of
temporary / permanent disablement.
4 Salary / Wage and Leave certificate from AIL / AMIL in case of temporary
disablement
5 Police report (FIR), Postmortem report of accidental death
E Claim Intimation
1 The accident happening is to be informed to HR department immediately
with employee details, type of injury, date, time & place. The said
information can be passed on verbally to take prompt action and
subsequently through a written copy through mail or letter.
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Authorized By: Head- HR Sub Key Area: Death Benevolent Scheme (DBS).
I. PERSPECTIVE:
With a view to extend financial assistance to the family of the employee, who passes away, a
death benevolent scheme is evolved. DBS scheme has been made effective from 1 st May 2010.
Following are the guidelines for implementation of this scheme.
.
II. POLICY:
Emergent and unforeseen situation, like sudden and serious illness of the employee,
sometimes coupled with absence from duty without pay for long periods on account of such
illness or his/her death in harness may leave the families of such employees in great financial
distress. At such times, benevolence in the form of immediate financial assistance must be
readily available so as to enable the dependant family to tide over their financial stringency.
Keeping this in view, MetTube proposes for the setting up of benevolent fund hereinafter
referred to as fund. The fund shall be sustained by financial assistance from Anupam and
contribution from MetTube employees enrolled as members.
III. PRACTICES:
The salient features of the MetTube staff benevolent fund scheme are as under:
3.1 All employees [including regular employees, permanent workmen and Company
contract workers] of AIL & AMIL are members of the scheme. Workmen engaged
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through various contractors’ are excluded and are covered thru ex-gratia payment
scheme.
3.2 Benefits of the fund accrue to the members only in case of death of any employee or
in case of major permanent disablement e.g. amputation of legs or hand which deprive
his/her permanent livelihood. (Permanent disablement as defined under the workmen
compensation act.)
3.3 Source of the Fund :
In event of death of any employee / trainee / company apprentice, contribution as per

the table shown below shall be deducted from the salary of the employees.
S.No. Designation / Cadre Contribution per

employee
1 Directors / CFO 1000
2 Advisor / Fin & Co. Secy / VP / Sr.VP / 500
President.
3 DGM/Sr.DGM/GM / 300
4 AM / Mgr./ Sr. Mgr. 200
5 JE./Engineer / Sr. Engr./Sr. supr., D’man/ 150
App Engr / Executives and below (including
company trainee)
6 Permanent worker 100
7 Contractual workers (company contract) - 100
(temporary – all units)
Matching contribution will be added by the company.
Deduction shall be made effective per incident. The contribution shall

increase/decrease with the increase/ decrease in number of employees.
3.4 The amount of contribution by the employees so arrived at first would be paid by the
company to the legal heirs of the deceased employee/trainee and the deduction of
employees’ contribution as above (as mentioned above at “A”) will be effected
subsequently from his/her salary for the month in which the event of death of the
employee/trainee has occurred.
3.5 Managing Committee
A managing committee is formed to decide on the payments to be made in case of

permanent disablement to the employee depending on the gravity of the disablement.
The decision of the committee on all such matters shall be final and binding.
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The following shall be the members of the Managing Committee:
i. Executive Director
ii. Director (Technical))
iii. President (Operation)
iv. FC & CS
v. Head-HR
3.6 Ex-gratia Payment to Contract Workmen:
We have large nos. of workmen who are engaged through different contractors at our
manufacturing and at different project (“clients”) sites. In event of death of any
contract workman who is engaged through any agency / contractor and meets with an
accident during the course of employment, company takes care to deposit statutory
workmen compensation (WC) amount in time with the WC Commissioner & Judge,
Labour of the respective region / district.
However, in addition to Workmen Compensation (WC) amount, it is proposed that

company may provide immediate financial assistance by way of an Ex-gratia
payment of Rs.50,000/- per incident to the legal heirs of deceased workman. This
payment is over and above the payment processed through Workmen’s compensation.
Payment will be released to the legal heirs (Father / son / widow of deceased worker)
after disbursement of WC amount by the WC Commissioner & Judge, Labour court to
the legal heirs of victims’ workman to avoid duplicate claimant. Proper identity proof
and other relevant proof to prove the relationship with the deceased worker will be
collected and it will be counter signed by the respective contractor. Payment will be
released through cheque and proper receipt will be obtained from the legal heirs of
deceased worker.
The ex gratia payment will be made to the legal heir(s) / survivor(s) of the deceased
employee after due verification in the manner to be decided by the Company as its sole
discretion.
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Authorized By: Head- HR Sub Key Area: Statutory Benefits
I. PERSPECTIVE:
To provide guidelines for miscellaneous service benefits for employees.
II POLICY:
 PROVIDENT FUND: - The provident fund contributions shall be 12% of basic salary
from the date of joining, as per the provisions of the Provident Fund & Miscellaneous
Provisions Act, 1952.
Once the contribution is started, nobody can opt to withdraw from this scheme
in between. As per PF Act, contribution of individual, once started cannot be
stopped during his service in the organization. It can be stopped / transferred
only after his resignation from the services.
 GRATUITY:- Gratuity shall be payable only after completion of 5 years of

continuous service. Gratuity shall be paid @ 15 days’ salary for every completed year
of service, as per the provisions of the Payment of Gratuity Act.
 GPA (attached separately)
 GMHI (attached separately)
Page 97
HR Policy No.: 35 Key Area: Benefits & Facilities
Authorized By: Head- HR Sub Key Area: Mobile Bill Reimbursement
I PERSPECTIVE:
To establish norms for allotting mobile telephones to Senior Executives for carrying out the
company’s work in a smooth and efficient manner.
II POLICY:
2.1 Senior Executives in the grade of Manager and above only are eligible for company
provided phone. For other category of employees, mobiles may be provided
depending on the nature of work, with special approval of HOD.
2.2 Company owned Sim card would be provided to employee based on request from
HOD and approved by HR Head.
III PRACTICES:
3.1 Handset Entitlement / Reimbursement limits are as under:
Designation Mobile Handset cost Monthly Mobile bill

limit (in Rs.) reimbursement limit
(In Rs.)
President / Directors As per need At actual
GM, VP, Sr. VP. 8000-10000 At actual
Page 98
Sr. Mgr to Sr. DGM 5000 1200
Asstt. Mgr to Mgr 2500 900
Sr. Engineer & Below (Need 1600 600
based)
3.2 In concurrence with HOD, HR will inform new employees about mobile instrument &
service policy.
3.3 For Handset, an employee would have following options :
 Accept the mobile instrument provided by the company

 Use / Procure his personal instrument and get the amount reimbursed with supporting
documents.
3.4 Provision of STD, ISD, roaming & GPRS shall be done by Administration
department based on approval of departmental head.
3.5 Mobile bills exceeding the above limits will be deducted from employee’s subsequent
month’s salary to avoid other administration inconveniences
3.6 The company will not pay the surcharge, if bills are forwarded after due date
3.7 The Company will not pay the bills for mobile phones / sim cards not provided /
authorized by the Company.
3.8 In case of loss of mobile handset by whatsoever reasons, there will be no replacement
by the Company. Employee will have to immediately procure / replace the instrument
on his own.
3.9 It is the responsibility of each user to take suitable care of the handset and protect it.
Company will not pay any repair and maintenance cost of handsets.
3.10 Employee can replace the handset once after 2 years, subject to handset being
damaged beyond repair. The old handset will be returned to the administration
department. In case, mobile is lost or damaged by the user before 2 years, he will have
to procure handset on his own.
3.11 Mobile users are instructed to restrict the use of mobile while in office.
3.12 At Shopfloor- No Operator is allowed to use the Mobile at the workplace. In case,
they bring Mobile, it has to be deposited at the Security Gate during the working
hours.
EMPLOYEE LEAVING THE ORGANIZATION
3.13 The Sim Card provided by the company should be returned back.
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3.14 Mobile instrument, issued once will not be taken back from the employee, however, if
the employee leaves the service, then deductions would be made from his settlement
as per the below mentioned criteria:
Length of service in months Cost of Instrument to be deducted from

F&F
1 to 6 months 100%
7 to 12 months 50%
13 to 24 months 25%
After 24 months 0%
3.15 The above policy is subject to modifications/amendments/alterations by the

management at any time depending on the business requirements.
3.16 Any deviation in the policy or revision in the entitlements shall need express written

Authorised By: Head- HR Sub Key Area: Guest House Facility
I PERSPECTIVE:
To provide guidelines to avail the guest house facility (wherever available)for internal as well
as external public/customer.
II. POLICY:
2.1 The guest house facility is available to all members of MetTube International who
move to different places for business purposes.
2.2 The facility is available to company guests who visit different sites and places for
business activities.
2.3 All the expenses related to facilities provided in guest house are borne by the
company.
III PRACTICES:
3.1 Guest house facility will be given to members/guests of the company in co-ordination
with the Administration Department.
Page 100
3.2 If in case, no room is available in guest house then guests / members will be provided
hotel accommodation.
3.3 New members will be given guest house facility for maximum 5 days in case of non
arrangement of their own accommodation.
3.4 Only vegetarian food items will be served in guest house. Drinking alcohol and
smoking is prohibited in guest house premises.
3.5 Advance intimation need to be given to Administration department to avail Guest

House Facility.

Authorized By: Head- HR Sub Key Area: Laptop Facility
I PERSPECTIVE:
To establish norms for allotting Laptop to Senior Executives for carrying out the company’s
work in a smooth and efficient manner.
II POLICY:
Sr. Executives in the grade of GM and above are entitled for Laptop for official purpose.
III PRACTICES:
3.1 For availing this facility an application in writing in prescribed form will have to be
made to HR in duplicate. HR will forward the application to IT department for further
process.
3.2 The IT Head shall arrange to get the Laptop within a week.
3.3 If the laptop is lost or damaged by an executive by whatsoever reasons, the cost of the
laptop will be recovered from the executive’s salary.
Page 101
3.4 If an employee leaves the services, he has to deposit the Laptop to the EDP.
Department, in good working condition. In the event the employee fails to deposit the
same, the value of the Laptop will be deducted from his full & final settlement.
3.5 The executive shall be responsible to take proper care of laptop so as to maintain it in
good condition for long time.

Authorized By: Head- HR Sub Key Area: Blackberry Set.
I. PERSPECTIVE:
To establish norms for allotting Blackberry to Senior Executives for carrying out the
company’s work in a smooth and efficient manner, ensuring continuous communication and
contact with company’s transactions irrespective of time and geographical constraints.
II. POLICY:
Sr. Executive in the grade of GM and above or Special Category employees, as decided by
the Management are entitled for Blackberry Set for official purpose.
III. PRACTICES:
3.1 For availing this facility an application in writing in prescribed form will have to be
made to HR in duplicate.
3.2 The HR Head shall send the application to Administration department who will
facilitate the same within a week.
3.3 If the Blackberry is lost or damaged by an executive by whatsoever reasons, the value
of the same will be recovered from the executive’s salary.
Page 102
3.4 The executive shall be responsible to take proper care of Blackberry so as to maintain
it in good condition for long time.
3.5 Needless to say, the executives are expected to use it in the interests of the company
only and not taking any undue advantage of the same.

Authorized By: Head- HR Sub Key Area: Pipavav Site Facility
I. PERSPECTIVE:
This policy of MetTube MHI has been generated to provide direction to staff; Management
and all associated parties involved in providing suitable accommodation and associated
facilities for the staff employed at Pipavav site.
II. POLICY:
The facilities as described herein are applicable in AMIL’s Pipavav unit only. It does not
apply to any other location unless otherwise stated.
This policy is applicable to every employee shifted to Pipavav site, whether exiting employee
or new recruit.
III. PRACTICES:
Due to the rigid working conditions, higher cost of living, lack of available facilities and
working at remote location, the management has decided to prove the below facilities to the
staff employed at AMIL’s Pipavav unit.
3.1 Bachelor Accommodation by Company: The following facilities shall be provided.
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 Twin sharing rooms (single bedroom flat), rent will be borne by the company
 Bed (02 single beds)
 Mattress & Pillows
 Fans
 Cupboard
 Water Heater, Bathroom Mirror
 Computer Table & Chair
 Common mess hall facility
 TV, Fridge, Gas connection and Water cooler (Common use at common place,
However, Electricity bill per month and maintenance cost shall be borne by the
company)
3.2 House hold / Family Shifting Reimbursement
 The existing employees or new recruits who require shifting at Pipavav site are
entitled to get the reimbursement for shifting of house hold items, subject to prior
 For this, the new joinee or transferred employee shall obtain minimum 3 quotations
from the transport agencies and submit the same to HR Facilitator. Corporate HR
Head will approve the appropriate quotation and only then the employee shall shift his
belongings.
 They will be reimbursed for travel expenses of Train / Bus fare for self and family
only on production of tickets, as per existing travel policy of the company.
3.3 Maintenance & Safety of Household items
It is responsibility of each user to take care of provided house hold items. On damage
or any kind of maintenance user is solely responsible.
In the event of loss or theft of any house hold item, the concern employee shall be
responsible for the replacement.
3.4 Recovery in case of separation from the company
In the event of separation of employee from the company for whatsoever reasons,
joining expenses and shifting expenses will be recovered as follows (based on
duration of his / her service)
Duration of services with the

S. No company after shifting household Recoverable Expenses
items at Pipavav
Page 104
3 Between19-24 months 50%
4 After 24 months Nil
3.5 Food for Bachelor & Guest House
 Utensils cost will be borne by company / Gas cylinder charges is in the scope of
caterer.
 Food charges will be borne by individual.
 Afternoon lunch will be delivered at site on chargeable basis.
 Tea at site will be provided by company.
3.6 Transportation
 Transportation facility shall be provided by company for all staff from

accommodation to AMIL’s yard site. This is applicable for staff staying in Pipavav,
Rajula or Mahua only.
 The transportation between designated places at each town to Pipavav site is provided
by Company.
 All the employees are required to be present at designated places at decided time to
avail the transportation facility of the company.
3.8 Drinking water
Drinking water to be provided by the company at Bachelor Accommodation, Guest

house, Mess hall & at site.
3.9 Laundry
Laundry services will not be provided by the company.
3.10 Medical
 All employees are covered under Group Insurance Policy. Further, the company shall
provide transportation to visit Clinic / Hospital.
 Site clinic with Ambulance and medical shall be available at site by company cost.
 However the medical facility for emergency or any site accident case will be referred
to Hanumant Hospital at Mahua. Services are available at 24*7 basis.
Page 105
Authorized By: Head- HR Sub Key Area: Whistle Blower Policy.
I PERSPECTIVE:
In line with our vision and values, which we cherish in our organization and as a part
of Good Corporate Governance, Whistle Blowers Policy is a step in this direction.
The Policy is meant to encourage employees to report to the Whistle blowing
Investigation Committee (WIC) for rectification, if they find or observe anything wrong
and or having an adverse effect on the Company's Financials / Image.
II POLICY:
2.1 Acts of wrongdoings as illustrated below may include but not necessarily be limited
to:
 Forgery or alteration of documents

 Unauthorised alteration or manipulation of computer files
 Fraudulent financial reporting
 Pursuit of a benefit or advantage in violation of the company’s interest
 Misappropriation / misuse of Company’s resources like funds, supplies, or other
assets
 Authorizing / receiving compensation for goods not received / services not performed
 Authorizing or receiving compensation for hours not worked
 Improper use of authority
 Release of Proprietary information
Page 106
 Kickbacks
 Theft of cash
 Theft of Goods / Services
 Unauthorised discounts
 Falsification / Destruction of Company Records
 Fraudulent Insurance Claims
 Harassment
2.2 Matters pertaining to the following may be excluded from this policy as there are
separate forums available for the same:
 Personal grievances
 Dissatisfaction with appraisals and rewards
 Complaints relating to Service conditions
 Suggestions for improving operational efficiencies
 Company Policies
III PRACTICES:
3.1 A perceived wrongdoing may be reported by a whistleblower in oral or a written

form.
3.2 Oral report can be given to Immediate Superior or Departmental Head, who should
get the oral report converted into written report.
3.3 Written reports can be sent to any of the management members / Coordinators of WIC
in confidential letter of may be personally handed over to them.
3.4 Anonymous letters will not be accepted by the WIC.
3.5 The management assures full protection to Whistleblower from any kind of
harassment, victimization or unfair treatment.
Page 107
LOCATIONS
ANUPAM INDUSTRIES LIMITED

UNIT - 1 (Registered Office)
Plot No. : 138, G.I.D.C., Vithal Udhyognagar - 388 121, Via Anand, Gujarat (India)
Phone No : +91-2692-236211 / 236118 / 235210
UNIT - 2
Plot No. : 1210, 1211, 1212, 1213, G.I.D.C., Vithal Udyognagar - 388 121.
UNIT – 3
Plot No. : 199, 200, 201, 201 A, G.I.D.C., Vithal Udyognagar, Via Anand - 388 121.
UNIT - 4 (Nadiad)
Near Kanjoda Bus Stand, Nadiad Dakor Highway, Salun, Ta. : Nadiad - 387 360,
Dist.: Kheda Phone No. : +91-268-2584185 / 86 / 87 / 88
UNIT - 5
Plot No. : 1804/1 to 1805/2, G.I.D.C., Vithal Udyognagar - 388 121.
Phone No. : +91-2692-230511 / 230512
Unit - 6
Page 108
Plot No. : 1802/6, Phase - IV, Nr. Kaysons Tech.
G.I.D.C., Vithal Udyognagar - 388 121.
Unit-7 BATUK (Storage Yard)
Plot No. : 451, 452, Opp. Berger Paints Ltd.,
G.I.D.C., Vithal Udyognagar - 388 121.
Unit – 8
Plot No. :765, 769 / 1 &2, 770 & 771, Nadiad Dakor Highway
PO: Nadiad, Kheda. Salun – 387 360.
LOCATIONS
List of Branch Offices

CHENNAI OFFICE
M/s. Anupam Industries Ltd.
No. 7, Plot No. 32, 6th Main Road,
Thillai Ganga Nagar, Nanganalklur
Chennai – 600 017
Phone No. : +91-044-45544350 / 60
KOLKATA OFFICE
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HR MANUAL

[MetTube Employee Handbook]

04 Induction & Joining Formalities 24-25

Message from Managing Director

It gives me an immense pleasure to introduce HR Manual to members of MetTube for their

In order to give you an idea in respect of company’s mission, objectives, business,

Dear MetTube Family,

MetTube’s success paradigm encompasses Opportunities, People, technology and Processes

MetTube believes in Employee Empowerment to meet job requisites to achieve

With Best Wishes,

(Group General Manager- HR & Administration)

ANUPAM – BACKGROUND & INTRODUCTION

About Anupam- MHI Industries Limited

To become the most successful and respected Company by consistently manufacturing

 Alstom Hydro, France & Switzerland

HR MISSION & PHILOSOPHY

The Human Resource Department at MetTube International is poised to develop, implement

 Acquiring, developing and retaining quality talent pool

 Build High Performance Organization

BRIEF ABOUT HR MANUAL

 To provide direction and clarity on what an employee is entitled to in the organization

Wishing you all Success in MetTube Family.

With Best Regards,

Applicable to all Directors, Senior Management and Employees of the Company.

A. Relationships with Suppliers and Customers

C. A Gender Friendly Workplace

MetTube is committed to a gender friendly workplace. It seeks to enhance equal

MetTube expects, demonstrates and promotes professional behaviour and respectful

A. All the employees of MetTube must:

B. Conflict of Interest and outside association and activity

Employees have a duty to disclose to immediate superiors and HR department in

1. An employee or a member of employees family has a direct or indirect financial

C. Protection of Confidential Information

E. Recruitment of family member

Recruitment of family member and close relative is restricted. Such recruitment is

Key Area: Human Resource Management

2.1 Every division / department Head is responsible to formulate an approved Human

2.4 The personnel will be recruited with requisite educational/professional qualifications

Recruitment of blood relation relatives / family members & close relatives is

 The recruitment of such candidate has to be routed through HR only. No employee

 On receipt of CV of employee’s relative, HR will discuss with management and take

 It will be solely on the basis of his merit, competence, organizational requirements

 The interviewer / approving authority need to mention clearly on his interview

 how his profile suits organizational requirement;

3.21 The list of blood relations / close relatives is as under:

Key Area: Human Resource Management

 He left on an amicable note

 He must have made valuable contributions in his area.

 He must now be considered as a good professional with high competence

2.3 Therefore, the factors to be considered while Re-induction would be:

 Expertise in certain areas.

 Need of the organization, to re-induct.

3.1 Re-induction will be considered only against existing approved vacancy.

Key Area: Human Resource Management

3.5 Training period of trainees shall be one year.

 Concerned departmental head

 Academic & Professional certificates & mark-sheets. (Copy of SSC / HSC /