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1. Conduct of Employee:

Every employee should maintain highest standard of attitude and abide by company rules and regulations and obey all orders and directions given by the officer in-charge or supervisor.

2. The type of disciplinary action:

Any employee who commits a breach of company rules and who does anything detrimental to the interest of the company or disobey the instruction of the company and make any action of misconduct or neglect the duty shall be punished by following terms and conditions.

Disciplinary actions to be taken by the company are as follows.

i) Verbal Warning

A Verbal Warning is appropriate when it is necessary for the manager in charge to take action against an employee for any minor failing or minor misconduct.
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ii) Written warning

A Written Warning is appropriate when:
• An employee’s offence is of a serious nature falling just short of one justifying dismissal.
• An employee persists in the misconduct which previously warranted a lesser warning.

* The procedure will be adopted for issuing warning notice.

 Every warning notice shall be cleared and defaulter’s statement will be attached.
 In case defaulter refuses to sign on the warning notice, two employees shall sign as witnesses.
 Any Manager may ask to the head of department in-charge for issuing the warning notice to his subordinate if he found in guilty.
 Issued warning letter shall forward to Personnel department for registration in reprimand register and shall file in personal record.
 Withholding of increment not exceeding one year
 Relegation to a lower grade.
 Compensation of any loss/damage caused to the company due to their Negligence, Dishonesty or any other action.
 Forfeiture of any benefits.
 Dismissal
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3. Company can dismiss the employee who commit following misbehaviors and Illegal Actions.

 Willful disobedience, whether alone or in combination with others, to any lawful and reasonable order of a superior.
 Theft, fraud or dishonesty in connection with the company affairs or its property.
 Willful damage to or loss of goods or property belonging to the company.
 Habitual absence without leave or absence without leave for more than ten continuous days.
 Taking or giving bribes or any illegal gratification.
 Habitual late attendance.
 Habitual breach of any law applicable to the company.
 Riotous or disorderly behaviors during working hours at the company or any act subversive of discipline.
 Habitual negligence or neglect of work.
 Striking work or inciting others to strike in contravention of the provisions of any law or rule having the force of the law.

4. Dismissal :
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No employ shall be dismissed for misconduct summarily and without a full and fair hearing. Each dismissal shall be subjected to the following procedure:-

 The employee concerned shall be informed in writing of the circumstances (Show Cause Notice) alleged against him / her within one month of the date of alleged misconduct or the date on which the misconduct comes to the notice of the management.
 The employee shall be given a fair opportunity to explain his position with respect to the show cause notice.
 In case the explanation submitted by the employee in reply to show cause notice is not found satisfactory, the management shall conduct an independent inquiry. The employee, if he / she so desires, any other employee shall be allowed to assist him during proceeding.
 If on inquiry the employee concerned is found guilty, the employee will be dismissed by the approval of the management.
 The order of dismissal will be in writing and will explicitly state the reason for the action.
 Notwithstanding the foregoing, the management decision will be considered final.

5. Termination:

 Unless otherwise stated in the letter of appointment, an employee’s service may be terminated by the company for any reason whatsoever by giving him / her one month notice or salary in lieu thereof.
 Unless otherwise stated in the letter of appointment an employee may resign and terminate his / her services upon giving one month’s notice to the company or salary in lieu thereof.
 Upon request, an employee shall be given a service certificate at the time of his / her resignation, termination, discharge or dismissal.

6. Retirement:
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 Mandatory retirement age for all employees of the company shall be 60 years.

 In exceptional circumstances the management may extend the retirement age by a maximum of two (2) years provided that the management is satisfied that such extension shall be in the best interest of the company.

Above stated rules and regulations are applicable to all employees of the company and will be effected as from January 01, 2011.\
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