HR Manual 2019

Title Document No. Edition No.
HR Manual ALPS/HR Manual R0
ALPS INDUSTRIES LTD
HR MANUAL
Prepared by Approvd by Date

Kamlesh Verma MD
INDEX
S.NO. CHAPTERS PAGE NO.

1 PREFACE
VISION & CORE VALUES
CODE OF CONDUCT
2 ORGANIZATION STRUCTURE
3 COMPENSATION STRUCTURE
4 MANPOWER PLANNING & RECRUITMENT POLICY
5 EMPLOYEE REFERRAL POLICY
6 JOINING / INDUCTION
7 PROBATION COMPLETION / CONFIRMATION POLICY

8 PERFORMANCE APPRAISAL POLICY
9 WORK HOURS , ATTENDANCE & LIST OF HOLIDAYS POLICY
10 LEAVE POLICY
11 TRAVEL POLICY
12 EXIT MANAGEMENT
13 EMPLOYEE BENEVOLENT FUND POLICY
14 LOANS & ADVANCES
15 CAR POLICY
16 MOBILE POLICY
17 GROUP PERSONAL ACCEDENT INSURANCE
18 UNIFORM POLICY FOR SECURITY STAFF
19 SECURITY POLICY
20 IT POLICY

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RECRUITMENT POLICY

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RECRUITMENT POLICY
1.1 OBJECTIVE
To have a recruitment process that provides equal opportunity based on merit and to acquire
high quality talent at the optimum cost.
1.2 SCOPE / ELIGIBILITY
This guideline / policy is applicable for all employees in the Company.
1.3 PROCEDURE
1.3.1 MANPOWER REQUISITION PROCESS
1.3.1.1 The recruitments shall be done strictly in accordance with sanctioned strength
duly approved by Chairman/MD. In case, any new vacancy is required to be created, the
concerned department shall recommend through Functional/Unit Head and it will be
approved by Chairman/MD, and concerned Head ill communicate it to HR Department
for initiating the process of recruitment along with the Job Description and requisite
parameters for sourcing the profiles including Qualification, Experience details and cost
range in Personnel Requisition Format (PRF) – attached.
1.3.1.2 Any requisition in absence of above will not be entertained.
1.3.1.3 Such requests at the level of Assistant Manager and below are generally
handled/entertained at the level of Unit HR Head and for middle/senior management,
these are forwarded to Corporate HR. Unit HR may also ask for any support for junior
level as well in case it is not resolved at their level.
1.3..1.4 HR Department will maintain the records of all such requirements This will help
in the process of future budgeting and recruitment of personnel.
1.3.2 SELECTION / RECRUITMENT PROCESS

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1.3.2.1 The HR Department will assess whether such profile could be sourced through internal
resources or external sources.
1.3.2.2 If such profile is available in-house, HR Department will check its spare-ability from
his/her existing department and also acceptability in requisitioning department.
1.3.2.3 If such profile is to be sourced through external sources, HR Department will arrange for
the required resources through
 Recruitment Portals like Naukri.com etc with whom the Company has taken
subscription.
 Contacts/Referrals,
 External Consultants / Placement Agencies,
 Advertisement,
 Campus Interviewing (if necessary)
Through referrals, the Recruitment is most cost effective and then comes through
Portals. Through external Consultant, it is not cost effective and HR Department should
give the openings to the consultants in case the results through cost effective means are
not visible and also considering the urgency to fill the requirements.
1.3.2.4 HR Department shortlists the candidates to be called for interviews from the collected
database. The applications will be judged on the basis of qualifications and the
experience of the candidate. HR Manager/Executive will do first round through
telephonic interview depending upon the nature of vacancy. During Telephonic round,
HR Manager/Executive will brief the candidate our requirement and assess –
- Candidates willingness to change and his interest in our profile
- Veracity of the inputs in the CV/Resume
- Candidates communication skills
- Candidates existing CTC and expectations for change.
The need for inviting candidate for in-person interview after telephonic round, and which
involves reimbursement of Travel Expenses would require approval of the approving
authority.
1.3.2.5 HR Manager/Executive would send an invite to the candidates shortlisted for in-person
interviews.
1.3.2.6 All candidates coming for interviews will have to fill an “Interview Sheet” (attached). The
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outstation candidates may claim their travel expenses using Travel Reimbursement
Form enclosing the proof of travel, HR Head approves the claim as per our Travel
Policy and HR Manager/Executive arranges payment from Accounts department on
behalf of the candidate.
1.3.2.7 An Interview Panel will be formed for interviewing the candidates called by the HR
Department comprising representatives from the concerned department preferably at
the level of General Manger and above. The panel should ideally comprise of at least
three personnel, of which one will be from the HR Department. For General Manager
level and above (senior levels), the ED/Functional Head and above would be part of the
panel. Depending on the need, an external Specialist may also be included in the
Interview Panel with the approval of the Chairman/MD.
1.3.2.8 The panel will give their comments / recommendations on Interview sheet and final
recommendations after the interviews would be presented to the approving authority
(Unit Head for up to Assistant Manager Level Position or position with CTC upto Rs
20,000 pm; for above/more than this Chairman/MD).
1.3.2.9 Approving Authority (UH/Chairman/MD), on the recommendations of the Interview Panel
covering proposed Designation, CTC and expected Date of joining, will give the
approval, on the Interview Sheet. Salary Fitment would be based on internal
comparisons and market value. It will be ensured to keep the optimum salary
considering the parity with peers and/or organizational priorities.
1.3.2.10In case of the requirements of Fresh Engineering/Management Graduates/Post
Graduates, the selection can be done through Campus Recruitment for which the
process would be –
(i) To get the approval of the Chairman/MD with respect to the Institutes to be covered
for Campus Selection and Compensation for the fresh Engineering / management
Graduates/Post Graduates on year-to-year basis.
(ii) Invitation is sent to the Placement In-charge of concerned Institutes and CVs of the
interested candidates from the final year of the relevant discipline are sought
(iii) Based on the response, a Selection Team comprising of an HR Representative and
a Technical Representative visits the Institute during, preferably, January to April and
conduct the Aptitude / Technical Tests, Group Discussion and Interviews and
prepares the shortlist.
(iv) As per the requirements across the organization and depending on the no. of
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Institutes to be covered, the Selection List is declared at the campuses.

(v) The Institutes are informed that the Selection of the Students is subject to completion
of their courses with a minimum of 55 % marks.
(vi) The Candidates are given the joining date later as per declaration of their Results.
1.4 ANTECEDENT VARIFICATION
The HR Department will conduct antecedent verification through telephone / mail / letters
or through outsourced agencies and the documents are verified with originals by
respective HR representative at the time of joining.
1.4 LETTER OF INTENT (Offer Letter)
1.5.1 The “Letter of Intent”(LOI) will be sent to the selected candidates after the approval of
recommendation of selections on the Interview Sheet. HR Manager/Executive will
explain the process and contents of LOI to the candidate. A generic LOI format is
attached.
1.4.2 A confirmation will be obtained from the candidate about acceptance of the offer through
his/her signature on a duplicate copy of the offer letter and / or on mail.
1.6 APPOINTMENT LETTER
1.6.1 The candidate/employee will be issued Appointment Letter after joining on completion of
Induction formalities. The “Appointment Letter” (as per standard format - one for below
GM level and one for GM & above) including detailed Terms and Conditions for
employment will be issued by HR Manager/Executive within 15 days of joining subject to
submission of the desired documents and the necessary formalities.
1.7 MISCLLENEOUS

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1.7.1 If recruited through external consultants - Consultant Fees should be paid as per agreed
“Terms and Conditions” after the joining of the employee.
1.7.2 In case the selected candidates do not accept the offer, other candidates held in reserve
from the shortlist will be invited to join the company
1.7.3 If none of the short listed candidates accept the offer, the selection process will begin all
over again
1.7.4 Fare reimbursement shall be made as per travel rules & as per the position, for which a
person has been called for interview subject to prior written approval of HR Head.
1.7.5 The HR department would ensure, while searching the candidates/during the selection
process, to prevent the trafficked candidates.
Attachments : PRF, Interview Sheet; Travel Reimbursement Form; LOI; Appointment Letter-1;
Appointment Letter-2

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ALPS INDUSTRIES LIMITED
RECRUITMENT POLICY for Workers
1.0 SOURCE
The Workers are sourced by sticking the bills/posters at strategic places and Walk-ins
are organized. Besides, Workers are also taken through Labour Contractors to take care
fluctuations in demand.
2.0 PROCEDURE
- The requirement of Workers are worked out by HOD-Production as per production needs and
approved by the Unit Head (Chairman in case of Haridwar).
- The on-Roll Workers are sourced by HR Manager through references and Walk-in Interviews
and are inducted with proper verification w.r.t. ID Proof, Age, Skills, Conduct and Address.
- The Labour Contractor are appointed on agreed terms with approval of the Unit
Head/Corporate HR Head to supply Contract Labour on day-to-day basis.
- The Contract Labour requirements based on work fluctuations are asked by the HOD
Production from HR Manager and it is provided after the approval/consent of the Unit Head.
- The Contract Labour is permitted entry only after verification of Age and ID Proof.
- The On-Roll Workers are issued Appointment Letters.
- The records of all the Workers are maintained in respective files for all the Workers on-roll.

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Attachment
Personal Requisition Format (PRF)
Unit /Location :
Name & Designation

of official requesting :
Department :
Name of HOD :
_____________________________________________________________________________________
1. Vacant Position Name/
Designation :
2. The said Candidate will report to

(Name & designation) :
3. Candidate will have how many

no. of reportees :
4. The vacancy has

got created either:-
 Due to Resignation of
Existing employee :
(give details of the said employee)

His name :
Designation :
Date of leaving :
CTC last drawn :
Or
 Due to creation inception of

New requirement :
give detailed
Reason for its creation :
5. Minimum qualification
Required (academic) :
6. Experience Required :-
In related field :
In years :
7. Any specific experience :
8. Key words, specific to the

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skill set/ previous companies :
9. Area of Operation
of the candidate :
10. Preference, if any :-

Gender :
Age rage :
11. Salary range to be offered :
12. Salary range of existing employee

of same cadre :
13. Target dates:-
 to conduct the interview :

 To do final appointment :
 To place candidate on board :
14. Who from shall scrutinise

the resumes/ data / developments :
15. Selection Panel :
16. Brief Key result areas/

deliverables of the said profile : (may please attach)
17. Any other requirement/

Qualification/ special feature/
Remarks, which are not
Covered above :
____________________________________________________________________________________
The above requirement is Approval by :
Reporting Officer (Y/N) : ______ HOD (Y/N) : ______ Unit Head (Y/N) : _______ MD (Y/N)
________________________________________________________

Kamlesh Verma MD
Format Updated on 14.05.16
Ref: ALPS/HRM / Date : ___________
Mr./Ms. ________
_______________
_______________
_______________
APPOINTMENT LETTER
Dear Mr./Ms. ________
With reference to the interview and subsequent discussions you had with us, we have pleasure in
appointing you as “___________” in ___________ Deptt., at ______ Unit of our Organization with
effect from _________ on the following terms and conditions:
1. You will be entitled to basic salary of Rs. ______/- (Rupees ________________ _____ only) per
month and other applicable benefits as detailed in the Annexure ‘A’ enclosed herewith.
2. You will be reporting to the person as desired by the Management. The Company expects you to
work in the Section / department in which you are placed with a high standard of initiative,
efficiency and economy.
3. PROBATION / CONFIRMATION
You will initially be on probation for a period of six months, which may be extended or
reduced at the sole discretion of the Management. During the period of probation, the
appointment is terminable by giving 7 days’ notice or payment of 7 days’ basic salary in
lieu thereof by either party. On completion of initial probation period till such time that
you are intimated in writing regarding your confirmation, you shall continue to be on
probation.
4. MEDICAL FITNESS & VERIFICATION OF PARTICULARS:

Your appointment is subject to:
a) Your being declared and remaining medically fit by a Medical Officer or by a Doctor specified by
the Company. The Management has the right to get you medically examined by any certified
medical practitioner during the period of your service. In case you are found medically unfit to
continue with the job, you will loose your lien on the job.
Contd…2

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:: 2 ::
Mr./Ms.________
b) Verification of the particulars mentioned in your application – in case these particulars are
found false or unsatisfactory, your services would be liable for termination without any reason
or notice thereof at any time.
5. DUTIES AND RESPONSIBILITIES
a) The Company will expect you to work with a high standard of initiative, efficiency and
economy.
b) You will devote your entire time to the work of the Company and will not under-take any direct /
indirect business or work, honorary or remuneratory except with the written permission of the
Management in each case.
c) You shall not seek membership of any local or public bodies without first obtaining written
permission from the Management.
d) You shall not give out to anyone during the period of your services and even afterwards by word
of mouth or otherwise, particulars or details of our manufacturing processes, technical know-
how, security arrangement administration and / or Organizational matters of a confidential
secret nature, which may be your privilege to know by virtue of your being our employee.
e) You shall keep confidential all the information and material provided to you by the Company or by
its clients concerning their affairs, to enable the Company to perform the service. This excludes
only such information as is already known to the public which also you will not release, use or
disclose except with prior written permission of the Company. Your obligation to keep such
information confidential shall survive even on termination or cancellation of this employment.
f) You will be responsible for the safe keeping and return in good conditions and order of all the
properties of the Company which may be in use, custody, care or charge. For the loss of any
property of the Company in your possession, the Company will have a right to assess on its own
basis and recover the damages of all such material from you and to take such other action as it
deems proper in the event of your failure to account for such material or property to its
satisfaction.
g) You shall not receive any sort of gratification or benefit in cash or kind from any person, party, or
firm or Company having dealings or any connection with the Company.
Contd….3

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:: 3 ::
Mr./Ms.________
6. TERMINATION OF PERMANENT SERVICE
i) You will automatically retire from the services of the Company on attaining the superannuation
age of 58 years.
ii) If you absent yourself without leave or remain absent beyond the period of leave originally
granted or subsequently extended, you shall be considered as having voluntarily terminated
your employment without giving any notice unless you:
a) Return to work within eight days of the commencement of such absence; and,
b) Give an explanation to the satisfaction of the Company regarding such absence.
iii) Your services are liable to be terminated without any notice or salary in lieu thereof in the case
of continued ill health.
iv) Your services are liable to be terminated without any notice or salary in lieu thereof for
misconduct, without being exhaustive and without prejudice to the general meaning of the term
misconduct, disloyalty, commission of any act involving moral turpitude, any act of indiscipline
or inefficiency or lower performance as compared to other employees of your category.
v) On confirmation your services can be terminated by either side by giving 30 days’ notice or 30
days’ basic salary in lieu thereof.
7. GENERAL
a) You will be governed by the Service Rules and Regulation including the conduct, discipline and
appeal rules, administrative orders and any such other rules / orders of the Company that may
be in force from time to time.
b) You are appointed on the basis of your educational qualification and experience mentioned by
you in your application / bio – data. In case the facts mentioned therein are found to be
incorrect, this will result in termination of your appointment without any notice or salary in lieu
thereof.
c) Your age mentioned in the matriculation / Higher Secondary Certificate will be deemed to be the
conclusive proof of your date of birth.
Contd…..4

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:: 4 ::
Mr./Ms.________
d) You will intimate in writing to the Management any change of address with-in a week from the
change of the same, failing which any communication sent on your last recorded address shall be
deemed to have been served on you.
e) You will be liable to pay damages to the Company, caused by you, directly or indirectly, in
addition to other legal remedies which may be required for violating any of the provisions of the
appointment letter, and for this the courts at Ghaziabad will have the jurisdiction.
f) The designation assigned to you is subject to change in your profile/ responsibilities, depending
upon work assignments from time to time.
g) During your employment with the Company, you may be posted / transferred to any of the
Offices / Projects / Divisions / Departments / Units of the Company existing or to be set up in any
other location in India or abroad.
h) You shall not leave station of posting without prior permission of your Departmental Head.
i) Notwithstanding anything contained hereinabove or elsewhere, it is specifically agreed that on

your leaving the services of the organization within six months for whatever reasons, company
would make you responsible to pay compensation as liquidated damages upto three months CTC
without any demur, forthwith as a matter of good professional conduct/ethics.
Please sign the duplicate copy of this appointment letter in token of your acceptance of terms &
conditions of the appointment, for our records.
For ALPS INDUSTRIES LTD.
(________________)
___Designation___
I have read and understood the terms and conditions stated above and in the earlier pages and hereby
signify my acceptance of the same.
______________ __________________ _____________

NAME SIGNATURE DATE
ANNEXURE-A
STRICTLY CONFIDENTIAL

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COMPENSATION DETAILS
NAME : MR./MS. _____________
DESIGNATION / DEPTT. : ____________ / ____________
DATE OF APPOINTMENT : ______________
DETAILS OF SALARY :
PARTICULARS AMOUNT (Rs.)

SALARY:
Basic Salary
H.R.A.
Conveyance
LTA
Ex-Gratia
P.F.
Reimbursement Amt.
Medical
L.T.C.
Driver Salary
Conveyance
Total ----------
----------
(Rupees __________________________ only)
For ALPS INDUSTRIES LTD.,
(________________)
___Designation___
ACCEPTED

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REFERRAL POLICY

Kamlesh Verma MD
ALPS INDUSTRIES LIMITED – Corporate Office
EMPLOYEE REFERRAL POLICY (Effective 1ST August, 2015)
1.0 OBJECTIVE
There are various sources of the recruitment like Portals (like Naukri.com, etc),
Advertisements in the Newspaper, Employment Exchanges, Campus Recruitments,
Placement Consultants and Employee Referrals. Amongst these sources, Employee
Referrals has the advantages in terms of winning the loyalty of the existing employee,
getting an incumbent on-board through a trusted source, enabling the new incumbent
settling down in the new environment as he already has a known fellow in the
organization and retaining both existing as well as new incumbent since they also have
moral obligations against each other. To encourage better participation of employees in
Employee Referrals, it is a good practice to reward the employees for providing quality
references.
2.0 ELIGIBILITY
 The employee references are accepted against an approved vacant position and are
solicited by HR department.
 All employees are eligible for the reward except for those responsible to fill up the vacant
positions i.e. HR Employees, Concerned HOD and employees in the leadership
positions at the level of Vice President and above.
3.0 ENTITLEMENT
 The Reward amount is Rs 10,000 per candidate joined against a vacancy (except for
Trainee positions).
 The Reward is payable – 50% after a month of joining of the candidate referred against
the notified position, and balance 50% on his/her confirmation (or 6 months in case there
is no Probation clause)
4.0 PROCEDURE

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 The HR department will notify the vacancy through Notice Board or Web/emails to invite
Employee Referrals.
 The Referrals will be considered on First-come-First-serve basis. In case same
candidate has been referred by two persons, the first one will be eligible for the rewards
if other criterions are met.
 The referrals will be accepted along with Resume and consent of the candidate.
 The HR department will keep the record of the referrals made by the employees and put-
up for the payment of the reward to the concerned employee for the approval of the MD
(Unit Head for the Staff vacancies at the Unit Level).
5.0 GENERAL GUIDELINES

a) The approving authority may approve or reject the recommendations if found to be
invalid and its decision will be final and binding.
b) The management reserves the right to make the policy applicable for a specific
business, or make any changes / deviation or discontinue the policy without assigning
any reasons.

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APPRAISAL POLICY

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ANNUAL PERFORMANCE APPRAISAL (for Sr Manager & below)

Salient features of the ‘Process’
Performance Year : 2015
 Appraisal Formats - 1) for Assistant Manager & above and 2) for below Assistant Manager. The
Assistant Manager & above Format to also have Self appraisal Format.
 All employees who have served the organization for more than six months during the Appraisal
Period (from last increment till 30th September, 2015) earn the appraisal. It means, all
employees who have joined the organization/earn the increment before 1st April 2015 and have
successfully completed Probation period, would earn the Appraisal.
 Formats to be circulated to HOD’s by HR Deptt. of each location. HOD to brief all his Reportees,
if required, with the help of HR representative as to how the Formats to be filled-in, reviewed
and culminate into final evaluation in respect of each Employee. HOD then to handover
Formats to concerned Reporting In-charge in his domain for getting the process completed as
per Schedule.
Self Appraisal Formats to be handed over to each eligible employee for filling up by
himself/herself and then handing-over the same to his/her Reporting Incharge.
 Formats to be filled giving factual instances in support of evaluated ratings on the following
Rating Scale –
5 - Outstanding
4 - Very Good
3 - Good
2 - Satisfactory
1 - Unsatisfactory
 In case, rating is 4 or 5 and is not supported by factual instances, it conveys subjective strong
favourable bias which must be avoided.

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 Based on Best practices followed in High performing Organization, the distribution of various
Ratings at a particular Location and in the overall Organization should follow normal Bell Shaped
Curve i.e. as under :
5 - Around 5%;
4 - Around 20%;
3 - Around 50%;
2 - Around 15%
1 - Around 10% (identified for exit)
 In case, an employee is administratively reporting to more than one person or is also reporting
functionally to some other person, it would be obligatory on the part of his/her Administrative
Reporting Incharge to consult other Reporting Incharge also in respect of Annual Performance
Appraisal Evaluation.
It is advisable that Reporting Inchrges should share with their Reportees about their significant
contributions/achievements/strength and the areas of their improvements. It would also be
good idea to take the forum of ‘Appraisal discussion’ to understand the support areas for the
Employee for enhancing his/her performance.
 As a Process, it is expected from the HOD’s and the Functional/Unit Heads to ensure that the
total evaluation process reflects normal bell shaped curve of different category of Performers to
avoid rework and Rating moderation by the Management on the reported ratings.
 On receipt of duly filled & reviewed Appraisal Forms, HR representative of respective locations
to consolidate the information in a summarized form and ensure that Ratings are with a normal
desirable bell shaped curve.
 In case, there is apparent bias (favourable / unfavourable) between the Departments and/or
normal desirable curve is skewed, HR would, in consultation with Functional / Unit Head, advise
the concerned HOD’s to re-work the evaluation to contain the favourable / unfavourable bias
and/or to attain the normal desirable bell shaped curve.
 The Summaries of the Appraisal shall be made in two categories – (i) Below Manager level; and
(ii) Manager & Sr Manager level; and send to Vice President – HR (Corporate) under confidential
cover. Functional/Unit Head need to ensure that inter-departmental consistency and bell-
shape curve for Rating distribution have been maintained. The Summary is to be presented to
the MD for his approbation and appropriate decision for increments.
***********************

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SELF APPRAISAL
PERFORMANCE YEAR : ______

EXECUTIVE PERFORMANCE REVIEW
(To be filled in by the Executive and above employees)
Name : Employee Code : Designation :
Department : Unit/Location : DOJ :
Compensation Details -
Date of Birth : Qualification : Basic :___________ CTC _____________
With Effect From : __________________
- SELF EVALUATION
DETAILS OF KEY JOBS / TASKS / ASSIGNMENTS GIVEN FOR THE

PERFORMANCE YEAR - 2013
S.No. Brief of Job / Task / Assignment Target Remarks
Assigned /
accomplished
1.
2.
3.

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4.
5.
6.
7.
8.
Specific Achievement:
Signature Signature
Role / Position holder Reporting Incharge

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D. What have been the constraints/restrictive factors, which affected your performance?
E. What concrete steps have you taken to get over the constraints/restrictive factors (Apart from discussing with Seniors or the
Management)?
F. What do you think are your ‘Areas of improvement’?

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How do you evaluate your Overall Performance (on a scale of 1 to 5 where 5 is Outstanding & 1
Unsatisfactory) :

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PERFORMANCE YEAR :
EXECUTIVE PERFORMANCE REVIEW
(To be filled in by the Reporting Incharge)

Date of Birth : Qualification : Compensation Details -
Basic :___________ CTC _____________
With Effect From : __________________
PERFORMANCE EVALUATION AGAINST VARIOUS

COMPETENCIES/BEHAVIOURAL ASPECTS
KNOWLEDGE/BEHAVIO BRIEF FACTUAL SUPPORT LEADING TO EVALUATION
UR/ COMPETENCE EVALUATION RATING
APPLICATION AREAS
JOB KNOWLEDGE
(Breadth & Depth)
JOB PERFORMANCE
(Quantitative Delivery & timeline)
QUALITY OF OUTPUT/ WORK

(Compliance to Standards & error-
free deliveries)
ATTITUDE TOWARDS WORK

(Positivity, Initiative, sense of
responsibility, dependability,
confidence, Team Spirit)
INTEGRITY
(Honesty & commitment)
MANAGERIAL COMPETENCE
 Planning
 Problem Solving
 Inter Personal Relationship

Management
 Communication
 Leadership Qualities

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 Man Management
 Cost Management
 Creativity & Innovativeness
PROCESS/SYSTEM
ORIENTATION
CUSTOMER ORIENTATION
(Internal & External)
SUBORDINATES,
PROCESS/SYSTEM
DEVELOPMENT
ADHERENCE TO
ORGANIZATIONAL VALUES,
SYSTEMS, DISCIPLINE
SPECIFIC ACHIEVEMENT:
SPECIFIC AREA
SPECIFIC ACHIEVEMENT
(Process, Quality, Manpower, Cost saving, etc)
AREAS OF IMPROVEMENTS:
SPECIFIC AREA SPECIFIC IMPROVEMENT/ DEVELOPMENT NEEDS

(KNOWLEDGE, BEHAVIOUR, SKILLS/COMPETENCY)
OVERALL RECOMMENDED EVALUATION RATING BY APPRAISER :
OVERALL RECOMMENDED EVALUATION RATING BY REVIEWER :
SPECIFIC COMMENTS OF THE REVIEWER IN CASE THE RATING DIFFERS FROM THE APPRAISER -
SIGNATURE / DATE:

Kamlesh Verma MD
PERFORMANCE YEAR : 2015

STAFF PERFORMANCE REVIEW
(To be filled in by the Reporting Incharge)
Compensation Details -
Date of Birth : Qualification : Basic :___________ CTC _____________
With Effect From : __________________
PERFORMANCE EVALUATION
KNOWLEDGE/BEHAVIO BRIEF FACTUAL SUPPORT LEADING TO EVALUATION

EVALUATION RATING
UR/ COMPETENCE
APPLICATION AREAS
JOB KNOWLEDGE
(breadth & Depth)
PRODUCTIVITY
(Output/Work)
QUALITY OF OUTPUT/ WORK

(Maintaining time line & Standards)

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SELF DISCIPLINE
(Conduct/Discipline)
ATTENDANCE
INITIATIVE ORIENTATION
CUSTOMER ORIENTATION
(Internal & External)
APTITUDE TO LEARN
RELATIONSHIP WITH PEERS
RELATIONSHIP WITH SUPERIORS
TEAM WORK
COMMITMENT TOWARDS
ORGANISATIONAL OBJECTIVES/
VALUES

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AREAS OF IMPROVEMENTS
SPECIFIC AREA
SPECIFIC IMPROVEMENT/ DEVELOPMENT NEEDS
(KNOWLEDGE, BEHAVIOUR, SKILLS/COMPETENCY)
OVERALL RECOMMENDED EVALUATION RATING BY APPRAISER :
OVERALL RECOMMENDED EVALUATION RATING BY REVIEWER :
COMMENTS OF THE REPORTING INCHARGE:
Signature / Da
COMMENTS OF THE REVIEWING AUTHORITY :
Signature / Date
OVERALL FINAL EVALUATION RATING BY THE HOD :
COMMENTS OF HR (IF ANY) :
Signature / Date

Kamlesh Verma MD

Kamlesh Verma MD
ATTENDANCE POLICY

Kamlesh Verma MD
POLICY ON WORKING HOURS & ATTENDANCE
1.1 OBJECTIVE
To encourage a congenial work environment based on disciplined work timings and punctuality.
1.2.1 Policy covers Working Hours and Attendance.
1.2.2 For employees of Alps industries Ltd.
1.3 WORKING HOURS
1.3.1 The office will be open to business on all days, other than declared holidays. The
employees could be expected to come in on other holidays, depending on the work and
on the discretion of the management.
1.3.2. General Shift Timings will be 9.30 am to 6.00 pm with lunch break from 1.30 to
2.00 pm.
1.3.3 Shift timings are as follows –6.00/ 7.00 AM to 2.00/3.00 PM, 2.00/3.00 PM to
10.00/11.00 PM & 10.00/ 11.00 PM to 6.00/7.00 am
LATE COMING
1.3.4 All employees /executives on full time contract as advisor / consultant are granted grace
for late coming as under :-
a) Late coming shall be allowed up to 9.30 am (10 minutes from start of each shift) for
three times in a month.
b) Employees / Advisors/ Consultants in the category of V.P. & above shall not be
required to mark their attendance by time punching clock. However, they will be
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signing mentioning their arrival time in the register to be circulated by HRM Deptt.,
once in a day.
5.3.3 In case of late coming beyond as above, there shall be deduction of half Casual Leave /
Sick Leave, and in case of CL/SL being exhausted, due PL will be debited. In case of
PL being exhausted, it will be treated as leave without pay. However, if late coming is
beyond half day, one full leave as above mentioned will be debited, if applied; otherwise
employee will be treated as absent.
1.4 ATTENDANCE
1.4.1 Attendance is to be recorded by each employee by SCANNING FINGURE at the

Biometric Attendance System. Please note that it is the responsibility of the individual
employee to ensure that his/her attendance is recorded, so that the salary payment
calculations are made correctly.
5.4.2 Employees, who are going on tour /outdoor duty, need to fill up OD slip & get authorised
by his HOD, before moving, in the respective formats for regularisation of attendance.
5.4.3 The staff in the category of HODs & above are not required to get the OD slip signed by
his superior but shall forward an email to his Superior with a CC. to all HODs, Time
office & his Team before moving on OD.

Kamlesh Verma MD
LEAVE POLICY

Kamlesh Verma MD

Kamlesh Verma MD
ALPS INDUSTRIES LIMITED

LEAVE RULES
1.1 OBJECTIVE
The leave rules have been formulated to enable the employees to maintain a healthy work life
balance. Leave is given to the employees to provide for sickness/ emergency/ personal
work/rest and recreation. Calculation of PL / CL / SL shall be on the basis of calendar year
starting from January and ending with December, every year.
1.2 TYPES OF LEAVE
1.2.1 Privilege Leave (PL)/Earned Leave (EL): Privilege leave as the term suggests is the
privilege of an employee as he/she has ‘earned this leave’.
1.2.2 Casual Leave (CL): Casual leave can be availed by an employee to attend to unforeseen
events/exigencies.
1.2.3 Sick Leave (SL): An employee can avail this leave when he/she is not in a position to attend
office on grounds of ill – health, medical check up etc.
1.2.4 Short Leave

1.2.5 Maternity Leave.
1.2.6 Leave Without Pay (LWP).
1.3 PRIVILEGE LEAVE/EARNED LEAVE
Eligibility
1.3.1 All confirmed employees would be entitled to avail PL/EL at the beginning of the Calendar year
based on attendance during the last year
Entitlement

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1.3.2 15 days in a year for all employees. (Calculated @ one Pl per 20 days of attendance in a month)
However, for first and last year of services, it shall be on pro-rata basis.
1.3.3 Since the Company attaches great importance to the health and recreation of the
employees and their families, the employees shall be required to avail at least 5 days
leave every year.
Accumulation / Encashment
1.3.4 PL/EL may be accumulated. However, encashment will be permissible for a maximum of
30 days. PL/EL will be encashed at the time of Separation. In no case, the PL/EL will be
allowed for encashment during the period of service.
General
1.3.5 PL cannot ordinarily be taken for more than 10 days at one time. Exception can
however, be made on the grounds of sickness with the approval of MD,
1.3.6 All employees must plan their leave in advance, so that the HODs can make the leave
plan without affecting the work. Vacation plans for the leave year must be submitted to
the Company at least a fortnight prior to commencement of leave, wherever possible, so
that work may be planned accordingly.
1.3.7 Leave will be calculated on the basis of the calendar year i.e. from 1st of January to 31st
of December. The PL/EL earned during the year shall be allowed to be availed during
next calendar year. For people joining in the middle of the year, leave will be given on a
pro-rata basis and the first PL/EL will become due after six months or confirmation of the
services whichever is earlier.
1.3.8 The Company retains the right to not grant leave based on the exigencies of its work.
1.3.9 It is advised that no Department grant leave to more than 20% of its total manpower at
the same time. Leave should be granted on a first cum first served basis as also
depending upon exigencies / needs of the employee.
1.3.10 No additional manpower shall be sanctioned for departments against employees going
on PL/EL.

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1.4 SICK LEAVE

Eligibility
1.4.1 All employees of the Company not covered under the ESI Scheme or any such scheme that may
be statutorily enforced in future.
Entitlement
1.4.2 6 days in a year. For employees who join / leave the job midway through the year, leave will be
calculated on pro - rata basis.
1.4.3 Sick leave may be pre-fixed or suffixed by weekly off days/ holidays.
Accumulation
1.4.4 The sick leave can be accumulated for a maximum of 21 days, excluding the leave due
for the current year as on 1st of January every year.
General
1.4.5 A Medical Certificate from a Registered Medical Practitioner has to be submitted if the employee
takes SL for more than 3 days.
1.4.6 In case the employee is unable to take prior sanction for leave, the office will have to be
intimated of the duration and reason of absence, as soon as possible.
1.5 CASUAL LEAVE
Eligibility
1.5.1 All employees of the Company.
Entitlement
1.5.2 Up to 07 days in a year to be given for unforeseen events and exigencies on pro-rata basis.
Accumulation
1.5.3 There shall be no accumulation of CL and un-availed CL shall lapse on 31st December each year.

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1.5.4 CL cannot be taken for more than 3 working days at a time and 5 days in total if pre-
fixed or suffixed with intervening holidays and weekly off days.
1.6 SHORT LEAVE
Eligibility
1.6.1 All employees of the Company.
Entitlement
1.6.2 Up to 2 Short Leaves in a month, with prior authorisation. Short Leave will be of a maximum
duration of 2 hours. In the event of short leave exceeding two hour, half casual leave / sick leave /
EL/ LWP will be debited.
1.7 COMPENSATORY OFF (Only for Shop Floor Staff)
Eligibility
1.7.1 All executive staff working in the shift’s duty.

1.7.2 Executives and officers in the general shifts in the grades Asstt. Manger and below.
Entitlement
1.7.3 For every extra 4 to <7 hours of work completed – ½ a day

1.7.4 For every extra >7 hours plus of work completed – 1 day
Procedure
1.7.5 Request for crediting the compensatory leave, duly approved by HOD shall be sent to
HR, within three days of the same in the prescribed format. (Refer Annexure 8.7.6)
1.7.6 The compensatory leave at any given point of time can be accumulated up to 30 days
for shift working employees and up to 10 days for general shift employees. The same
should be availed during the prescribed time schedule, if not it will be lapsed.
1.7.7 The compensatory Leave in lieu of the extra work done, the employee should apply
stating the reasons for extra work, in a prescribed Leave Application form.

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1.7.8 The compensatory leave can’t be allowed to be suffixed or prefixed with PL/EL.
1.7.9 The Compensatory Leave will be encashed if not being permitted to avail due to work
exigencies.
1.8 MATERNITY LEAVE
1.8.1 All female employees are entitled for Maternity Leave as permissible under prevalent
Maternity Act.
1.9 LEAVE WITHOUT PAY
Eligibility
1.9.1 Leave without Pay will be given to employees only in exceptional circumstances purely on
discretion which could include reasons such as maternity, personal sickness or sickness in the
immediate family or for pursuing relevant higher education.
Process
1.9.2 Any employee wishing to go on LWP upto 10 days will need to apply for the same to
his/her Head of Department for approval who in turn will forward it to the HRM
Department.
1.10 OTHER DETAILS
 Any leave beyond maximum limit of accumulation shall lapse.

 Leave will have to be sanctioned by the Head of the Department on the prescribed
format.

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 Duly sanctioned Leave Applications should be forwarded by Sanctioning Authority to the

HR Department in advance or maximum within 3 working days of reporting back, in the
absence of which, it will be treated as absence.
 Any exception requires approval from the Chairman / Managing Director.

Kamlesh Verma MD
TRAVEL POLICY

Kamlesh Verma MD
TRAVEL POLICY
1. POLICY FOR OVERSEAS TRAVEL

1.1 SCOPE
All permanent employees of the Company
1.2 PURPOSE
To establish guidelines for international travel on Company business.
1.3 POLICY
1. International travel performed by the employee in the course of conducting Company
business must be approved in advance by the Chairman/Managing Director using the
Travel Requisition Form.
2. All travel arrangements should be made through the Administration Department in

Economy Class.
3. The Country classifications for undertaking overseas travel shall be as under:-

“A’ CATEGORY Europe, USA, Canada, Japan, Australia, New Zealand, Korea, Israel, Hong
Kong, Singapore.
‘B’ CATEGORY All other countries
4. For the purpose of overseas travel, for Company’s business the ‘Foreign Exchange
entitlement’ per day shall be as under:-
‘A’ Category ‘B’ Category

Designation Lodging Boarding Lodging Boarding
(US $) / € (US $) / € (US $) / € (US $) / €
VP & above 200 150 150 100
Below VP 150 100 100 60
Note: Lodging: Includes room rent, inclusive of taxes and breakfast
Lodging – Specified is maximum limit to be supported by bills

Boarding – includes expenses on meals including tips (up to 20% may be reimbursed
without supporting bills in case of any such challenge)
Local travel/Taxi / Telephone (others)/Translation – Actual for all categories
The Euro (€) rate eligibility is for travel to Europe only.

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5. The Foreign tour allowances will be applicable from the date of arrival in visiting country
till the date of departure.
6. Any unutilized foreign exchange should be returned along with the Travel expense form
within seven days of returning from the business trip.
7. The expenses on visa fees, foreign travel tax, airport tax and medical insurance will be
borne by the company. Excess Baggage will be permitted only for organizational
requirements and not for personal requirements.
8. a) In case of a residential training programme, conference and other sponsored meets

where the boarding / lodging is provided by the organizers, the foreign exchange
entitlement shall get reduced to a maximum of 25% of the entitled limit (lodging &
boarding).
b) If the employee is attending an international conference/exhibition requiring stay at
an expensive or premium property, then the actual hotel charges inclusive of taxes will be
reimbursed even if this is more than the entitlement.
9. For travelling purposes, it is expected that executives will keep the documents like
passports, etc in valid condition. The expense on renewal / additional booklets / any
miscellaneous services related to the passport will be borne by the employee.
10. Foreign exchange for the purpose of entertaining business guests will be permissible on
specific written approval.
11. Exceptions to the above will only be at the discretion of the Managing Director.
12. For long duration overseas travel (i.e. more than 15 days), employee will genuinely
consider economy for stay arrangements, etc.
14. The company reserves the right to reject any claim that does not appear reasonable. The
Company’s decision in such cases will be final and binding.

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1.4 GUIDELINES
1. All the employees need to plan their travel well in advance to avail concessions
available in the travel fare.
2. Employees should submit the Travel Requisition Form to the approving authority.
3. On approval, visa application and ticket will be organized by the Company. Hence, the
employee should handover their passport & relevant documents along with approved
travel request well in advance.
4. All expenses incurred during travel should be properly documented in the Travel
Expenses form and should be submitted to the Accounts department within seven days of
returning from the business trip along with the bills & unspent Foreign Exchange.
5. Any Reward points earned on official travels will be utilized by the organization only.

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2. Policy for Domestic Business Travel

(other than Vista)
2.1 Purpose
To establish process and procedures for local and domestic travel of the employees while on
company’s business.
The company expects its employees to have a comfortable and expeditious journey while
travelling on company’s business.
2.2 Eligibility
All regular employees are governed by this policy in accordance with their grade and
entitlements.
2.3 Categories of Cities:

A. Metros & Important Towns
DELHI, KOLKATA, MUMBAI, CHENNAI, AHMEDABAD, BANGALURU, HYDERABAD, PUNE
B. State Capitals
C. Rest of the places.
2.4 Travelling Allowances:

Staying (incl. Taxes) Meals Inciden Staying
Mode
tal with Local
Grade of
A B C A B C Expens friends/ Conv.
Travel
es relatives
Above Air* /
Actual Actual Actual 1000 Taxi
Sr VP 1st AC
GM to Air*/
6000 5000 4000 Actual Actual 800 Taxi
Sr VP 1st AC
SM to
4000 3000 2000 800 600 400 250 600 2nd AC Taxi
DGM
AM to
3000 2000 1500 600 450 300 200 400 3rd AC Auto
Mgr
Exec / Sr
2000 1500 1000 400 300 200 150 250 3rd AC Auto
Exec
2nd
Others 1000 800 600 300 200 150 100 150 Sleeper Bus
/ Bus
*All the employees need to plan their travel well in advance to avail concessions available
in the travel fare. Any Reward points earned on official air travels will be utilized by the
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organization only.
Note:
(a) Guest House

Hotel facilities can be availed only when Guest House accommodation is not available.
Hotel expenses shall be supported by relevant bills.
(b) Stay with friends and relatives:
An employee staying with friends/relatives shall not be entitled to meal charges and hotel
charges. Allowance indicated above is in lieu of meals and charges.
(c) Incidental Charges
- These are fixed nature and are to meet expenses like Laundry, Portage, Tips, Magazines,
Newspapers & Miscellaneous etc. These shall be paid for full day outstation duty.
- In case an employee returns the same day and total hours are less than 12, then he will
not be entitled for any incidental charges.
- In case an employee’s day journey exceeds more than 12 hours, then he will get full
incidental charges.
- In case of overnight journey 50% of incidental charges shall be paid.
(d) Meals
- In case an employee stays in a hotel or guest house (where meals are not served) he shall
get meals expenses as per above point.
- In case an employee stays in a guest house (where meals are not served) and take meals
outside, he shall be paid meals expenses on production of bills but subject to ceiling as
per above point.
(e) Mode of Travel
- If due to any reason, an employee in a particular level has to avail higher class of mode of
travel, he shall have to get a prior sanction for the same by MD/CEO/President.
- Marketing personnel in level of Marketing Executives and above shall be allowed to
travel by air from Kolkata/Guwahati to North East regions.
(f) Medical Expenses
In case an employee falls sick during station duty,all expenses supported by bills shall be
reimbursed.
(g) Conference / Seminar
In case, an employee attends Conferences, Seminars, Fabric shows guest entertainment
etc. he will not be eligible for Meals allowance (Lunch or Dinner) whichever is provided
there. In case, of residential programmes, the employee will be eligible for incidental
expenses only.

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2.6 Local Conveyance Reimbursement
The reimbursement of the Local Conveyance can be claimed on per km basis as per the
Rates worked out considering Fuel Price and Vehicle’s running and maintenance
expenses, as per the Annexure. These rates will also be reviewed quarterly as per the
changes in the fuel prices.
2.7 Authority (Within Prescribed Limits)
Level Tour sanction Approval of Tour Authority to make

Authority Bill Authority payment
VP & above MD/ED/President/CEO Self (within the Head of (F & A)
Policy)
SM to AVP Sr VP/VP HOD Head of (F & A)
AM to Mgr AVP/GM/DGM AVP/GM/DGM Head of (F & A)
Sub Staff AVP/GM/DGM AVP/GM/DGM Head of (F & A)
2.8 Authority (Above Prescribed Limits)

In case, an employee claims any expenses in excess of the prescribed limits due to some
specific reasons, the same may be reimbursed only after getting authorization of the
MD/President before submitting Travelling Bill to the Payment Authority. If the same
are not authorized by the undersigned, the appropriate Payment Authority shall deduct
the amount claimed from the Travelling Bill and pay only prescribed amounts.
2.8 Tour Sanction/Advance Slip
Concerned employee must submit duly approved Tour Sanction Slip to Accounts
Department before proceeding on tour for taking advance, if required. The tour sanction
slip must be submitted immediately to HR department for marking On Duty.
2.9 Submission of Bills

Travelling Expense Bill duly approved by concerned authority should be submitted
within 10 days on return from tour.

Kamlesh Verma MD
EXIT MANAGEMENT
POLICY

Kamlesh Verma MD
WORK PROCEDURE FOR EMPLOYEES’ EXIT
1.0 Purpose : To document the procedure for smooth handling separation of employees.
2.0 Scope : For all levels of employees.
3.0 Work Procedure :
3.1 There are two ways of exit of employee as give below:
1. Voluntary – Resignation.
2. Non-voluntary – superannuation, Death, Termination.
3.1.1 Resignation: The employee may resign from the services of the Company for various
reasons like better opportunity elsewhere,not satisfied with work profile,
salary/compensation, work environment, terms with the reporting in-charge or any other
personal reason like relocation of family, marriage (specially for female), etc.
In such case employee submits his resignation to his reporting in charge and reporting in
charge gives his recommendation for his acceptance and the date of reliving and
forward it to HR department for further processing.
3.1.2 HR department on receiving the resignation, ensures, after talking to the reporting in-
charge, that the vacancy thus created need to be filled through replacement or there is a
need to discuss with the concerned employee for his retention or there no need to either
replace or retain him.
3.1.3 In case the employee is to be relived, the HR manager accepts Resignation and issues
Resignation acceptance letter to the employee and in parallel takes following actions:
- Ensure that employee last month salary is put on hold and is processed along with his
full and final settlement of accounts.
- Ask reporting in charge to arrange requisite handingover-takingover within the

existing team in a define time period within the terms and condition of the
appointment.
- Arrange clearance from all concerned department (fomat attached) two days prior to
his last working day and based on clearances, prepares Full & Final Settlement of

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Accounts mentioning the dues payable to the employee (Salary, Reimbursements, EL

encashment, LTC, etc) and deductions to be made as per inputs from other
departments (e.g. Loans/Advances/Imprest, value of company assets, etc).
- HR manager conducts exit interview with the outgoing Employee (all Staff members
only, not workers) wherein the employee gives his feedback (format attached) and
take his feedback regarding his experience with the company during his working and
the reason for his leaving besides taking his suggestions for betterment. These
feedbacks are to be summarized and send to Unit Head & Corporate HR Head on
monthly basis by 10th.
- The intent of communicating with outgoing employees is important not only to get
feedback for making requisite improvements in our existing systems but also to
ensure that the employee leave the organization on a positive note. Every outgoing
employee is our ambassador to market our company reputation.
3.1.4 In case employee is to be retained, HR Manager alongwith the HOD understands

employees’ expectations and negotiate with the employee regarding the terms as
mutually acceptable, considering no conflicts with other exiting employee and put up
formal recommendation for the approval of the MD after obtaining consent of reporting
in charge and on approval, communicate to the employee and arrange withdrawal of his
resignation.
3.2 Non voluntary Separation
3.2.1 Superannuation: Employee joining the company at any age, continuing his services till
the age of 58 years, will be superannuated on the day of attaining 58 years of age.
His/her dues will be paid in his full and final settlement along with gratuity, if applicable.
HR Manager sends a letter to the employee one month before the due date of
superannuation informing the employee and his Reporting In-charge for the same so
that the department works as well as the post superannuation engagements may be
planned accordingly.
HR Manager initiates the clearances from all concerned departments (Employees’

department, Accounts, IT, Commercial, HR of the Unit, also from other Units/Locations if
it is required as per employees job profile) in the last two working days and based on
clearances, prepares Full & Final Settlement of Accounts mentioning the dues payable
to the employee (Salary, Reimbursements, EL encashment, LTC, etc) and deductions to

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be made as per inputs from other departments (e.g. Loans/Advances/Imprest, value of

company assets, etc).
3.2.2 Death: In case of death of any employee whether on duty or anywhere, a Condolence
message is sent from the company by HR Manager/VP-HR/MD with a copy to concerned
HOD/Unit Head/Functional Head/Accounts/MD/Chairman) as soon as the news is
received in HR.
The HR Manager arranges support to the family from Employees Benevolent Fund
through Corporate HR, if the employee is contributing to this fund.
The HR Manager informs Insurance company, if it is an accident case for claim through
GPAI.
HR Manager processes his clearances from all concerned and arranges his Full & Final
Settlement of Accounts. HR Manager also arranges payment of his dues to his legal
nominee (already declared in form 16) along with gratuity through Form J of his years of
services completed. Apart from ESIC (Employees State Insurance Corporation) will pay a
lump sum amount for his cremation if employee is member of ESIC. If employee is a
member of provident fund also, his nominee will be paid a lump sum amount from
provident fund towards EDLI (Employee Deposit Linked Insurance), depend on his
contribution and nominee will also get a pension (monthly) from Provident Fund office.
3.2.3 Termination: If any employee is found guilty for any act of indiscipline, misconduct,
questionable integrity and/or poor performance, his services are liable to be
terminated.
As soon as such act comes to the knowledge of HR Manager, HR Manager issues a

Charge sheet cum Show Cause Notice, after ensuring the veracity of the facts through
Reporting In-charge/HOD/Unit Head/Corporate Functional Head/other sources) and
asking for his explanation within a specified period (normally 72 hours). Instead of
Charge-sheet cum Show-cause Notice, HR Manager can also issue Charge-sheet cum
Suspension OR Charge-sheet cum Termination letter as well, depending on severity of
the incidence. Depending on the case, the employees is either terminated/suspended/
asked to resign.
Full and final settlement of accounts, in such cases, are done on case to case basis
depending on severity. The dues payable may be forfeited in part or full in case of
doubtful integrity/misappropriation of funds.

Kamlesh Verma MD
EMPLOYEE BENEVOLENT
FUND POLICY

Kamlesh Verma MD
EMPLOYEE BENEVOLENT FUND POLICY
1.0 INTRODUCTION
With the increasing complexities of the environment both at the work-place and out-side,
the instances of life threatening medical challenges amongst employees and their
immediate dependents are increasing. Although the management has been generous
enough to support the employees sanctioning liberal interest free loans and also
providing monetary support in case of unfortunate demise of the employees, there is a
need to create a corpus fund through employees own contribution which can be
managed by employees representatives and provide such helps in such eventualities.
The Employee Benevolent Fund Policy is proposed for the same.
2.0 OBJECTIVE
To create a Benevolent Fund, as a Welfare measure, through the contribution of the

employees to provide monetary support to themselves, in case of life threatening
medical illness of themselves or their dependent family members, OR their dependent
family members in case of employees death for providing immediate relief to the
bereaved family to meet immediate expenses on personal.
As the fund is created through the contribution of the employees voluntarily, all
employees who contribute to the fund become eligible to get benefitted from the same.
4.0 POLICY
a) The employees contribution will be –
Sl. No. CTC Slabs Contribution

1 <= Rs 20,000 Rs 50
2  Rs 20,000 & <= Rs 30,000 pm Rs 100
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2  Rs 30,000 & <= Rs 50,000 pm Rs 150

3  Rs 50,000 & <= Rs 100,000 pm Rs 200
4 >Rs 100,000 pm Rs 250
b) The Fund will be maintained in a dedicated Bank Account which will be operated
by two senior employees from Corporate Accounts Department.
c) A Committee comprising of at least following three representatives, would assess

the need and sanction the monetary support as provided in the policy –
Mr PK Rajput ED (Commercial)
Mr AK Singhal President (Corporate Accounts)
Mr Kamlesh Kr Verma Vice President-HR (Corporate)
For the cases from different location, one representative from the respective
location (Unit Head or HR Head) will also be the part of the committee.
The Corporate Accounts department would submit monthly status of the fund
position to the Committee on the 1st working day of the month.
d) The monetary support will be provided, subject to availability of the fund, financial
status of the employee & depending on the instances as mentioned below –
Sl. No. Instances Amount
1 Death of the employee Rs 250,000
2 Treatment of Life Threatening Illness Upto Rs 250,000

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e) Besides, in case of the death of the employee, an amount of Rs 20,000 will be

released immediately to meet cremation expenses and will be given to the
spouse/parents or sibling (in case the employee is unmarried/single).
5.0 PROCEDURE/GENERAL GUIDELINES
c) All employees can contribute to the Benevolent Fund. Those who don’t want to
contribute can give in writing to the respective HR representative.
d) In case of death of an employee, the HR Representative at the respective location will

intimate to the VP-HR (Corporate) who will put-up the case along with the details-
Employees’ Name, Designation, Department, Location, Monthly CTC, date and cause of
Death, and name of the family representative to whom the amount is to be disbursed, to
the Committee to release the fund. Death cases
e) In case of support for treatment of Life Threatening Illness of self or his dependent family
members, the employee can apply for monetary support from this Benevolent Fund
through respective HR Representative along with the details of the employee (i.e. Name,
Designation, Department, Location, Monthly CTC and Date of Joining) and patient (i.e.
type of illness, Doctors prescription and trail of treatment received. The Committee will
assess the case and depending on the need, priority vis-à-vis other such requests and
availability of funds, would decide the amount to be given. The committee may also
deny. The committees’ decision will be final.
f) The management reserves the right to make any changes / deviation in the policy.
g) The Policy will be effective from 1st July, 2015.

Kamlesh Verma MD
PERSONAL LOAN POLICY

Kamlesh Verma MD

Kamlesh Verma MD
ALPS INDUSTRIES LIMITED – Corporate Office
PERSONAL LOAN POLICY
1.0 OBJECTIVE
As a Welfare measure, provide support to the employee meet financial constraints in

emergent situations on personal front like -
Medical emergencies for self or dependent family members

Marriage of self / Son / Daughter / Sister
Death/Prolonged illness of dependants.
Any other unforeseen eventuality, like house repair, purchase of vehicle (if not
eligible for Vehicle Loan) for better effectiveness at work, etc, the genuineness of
which has to be established to the satisfaction of the Management.
Disbursement of the loan will be at the sole discretion of the management and shall also
depend on the availability of the funds allocated for the same.
 All confirmed employees are covered under this policy.

 No previous loan should be outstanding against the employee on the date of application
and the employee must not have taken a similar loan in the last one years.
3.0 ENTITLEMENT
 The Loan entitlement will be limited to twice the CTC. In case of an emergency, loan
over and above the amount under this policy require sanction from MD.
4.0 PROCEDURE
 An employee can take another loan only after one year from the month the last
instalment of previous loan is paid by him / her.
 The Loan application, duly recommended by the HOD(s) should be vetted by HR in line
with the policy and then, if OK, be put-up for approval of the MD (Unit Head for loan
below Rs20,000/-).
5.0 RECOVERY OF LOAN
 The loan will be recovered in upto 6 equal monthly instalments (EMI) and should be <= 40% of
the take home salary.
 The deduction of EMI will be from the month next to the month in which the loan is given.
5.0 GENERAL GUIDELINES
h) All employees must keep in mind that loans have financial implications and can neither
be requested nor sanctioned indiscreetly.
i) The above provisions (except for frequency/periodicity of availing & recovery) are also
applicable for Advances against salary/wages, and HR will ensure that the employees’
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unpaid salary/wages are more than the advance applied on the date of application and
the need is genuine. Salary Advance can be given as per need as & when need arise
and to be recovered from the current month’s salary/wages.
j) The management reserves the right to make any changes / deviation or discontinue the
policy without assigning any reasons.

Kamlesh Verma MD
CAR LOAN POLICY

Kamlesh Verma MD
Alps Industries Limited

Corp. Office: 57/2 Site-4, Sahibabad
Policy on Car Loan
1.1 SCOPE / ELIGIBILITY:
All Employees at the level of Senior Manager and above and have been
confirmed can avail the benefit under this Policy on Car Loan.
The eligibility under this policy shall not be treated as a matter of right and the
decision of the management, considering the seniority, need (as per assigned
responsibilities) and using its discretion to select/reject any application will be
final without assigning any reason thereof.
1.2 ENTITLEMENTS:
1.2.1 For Employees not given Company owned Car
The eligible employees can submit their application for availing benefit under this
Policy as per the following entitlements :
S. Designation Permissible On- Permissible Loan

No. Road cost of the Amount @ 85%
Vehicle (Rs)
(Rs)
1 ED / President / 18.0 Lac 15.30 Lac

CEO / CFO
2 V.P./Sr V.P. 8.0 Lac 6.80 Lac
3 G.M./A.V.P. 6.0 Lac 5.10 Lac
4 A.G.M./D.G.M. 4.0 Lac 3.40 Lac
5 Sr Manager 3.0 Lac 2.55 Lac

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1.2.1 For Employees given Company owned Car
The eligible employees whose Company Owned Car is can submit their
application for availing benefit under this Policy as per the following entitlements :
S. Designation Permissible On- Permissible Loan

No. Road cost of the Amount up to *
Vehicle (Rs)
(Rs)
1 ED/BH/President/ 18.0 Lac 15.30 Lac

CEO / CFO
2 V.P./Sr V.P. 8.0 Lac 6.00 Lac
3 G.M./A.V.P. 6.0 Lac 4.50 Lac
4 A.G.M./D.G.M. 4.0 Lac 3.00 Lac
5 Sr Manager 3.0 Lac 2.25 Lac
“* 85% for ED/President/CEO/CFO & 75% others”
1.3 POLICY & PROCEDURE:
1.3.1 For Employees not given Company Owned Cars
a. The employee will arrange the Car Loan from the external financing
institutions for 7 years term as per the permissible loan amount and take the
Car on his/her name after taking approval from the MD. The HR can facilitate,
if required.
b. The Subsidy on the Car Loan will be payable @40% of EMI on 7 years Car
Loan term as given in the Annexure.
c. The employee may choose the model costing more than the above
permissible limits. However, the subsidy will be payable on the above
permissible limits of the Car Loan on the above terms.
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d. The employee may choose the term less than 7 years as well. However, the
subsidy will be payable on the above permissible limits of the Car Loan as per
7 year term & will be paid for 7 years or till his date of separation in case the
employee leaves earlier.
e. In case the employee leaves before 3 years from the date of availing this
benefit, this benefit shall not be admissible to the employee. The employee
will have to refund the total Subsidy received till last working day. Beyond 3
years of service post availing the benefit under this policy, the subsidy paid till
last working day will not be recovered. The eligible employee will have to sign
an agreement mentioning these terms
f. The employee, who has once availed the benefit of the Subsidy, will not be
permitted to avail it again before at least 7 years from the date of last availing
it. The management, while approving the grant of Subsidy second or more
times for an employee, need to ensure that this benefit is not availed by any
single or set of employees repeatedly and other eligible needy employees are
deprived off the same.
1.3.2 For Employees given Company Owned Cars
a. The employee will arrange the Car Loan from the external financing
institutions for 7 year term as per the permissible Loan amount and take the
Car on his/her name after taking approval from the MD. The HR can facilitate,
if required.
b. The EMI on the Car Loan will be payable on the basis of 7 years Car Loan
term along with the average cost of Insurance and maintenance, as given in
the Annexure.
c. The employee may choose the model costing more than the above
permissible limits. However, the EMI & Insurance & Maintenance cost will be
payable on the above permissible limits of the Car Loan on the above terms.
d. The employee may choose the term less than 7 years as well. However, the
EMI will be payable on the above permissible limits of the Car Loan as per 7
year term & will be paid for 7 years or till his date of separation in case the
employee leaves earlier.

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e. In case the employee leaves before 7 years from the date of availing this
benefit, this benefit shall be discontinued.
f. The employee, who has once availed this benefit, will not be permitted to
avail it again before at least 7 years from the date of last availing it.
1.3.3 This is reiterated that this Policy does not by default creates the right to avail
benefits under this policy. Employee need to put up his/her request through
respective functional Heads and each & every application, if recommended by
the functional head/Unit Head shall be put up, through Corporate HR and
Corporate Finance departments to MD for requisite approval. The application
would be reviewed considering the seniority of the employee, need (as per
assigned responsibilities) and clearance from Corporate Finance department for
fund allocation to select/reject any application. The decision of the management
will be final without assigning any reason thereof.
1.3.4 Management reserves the right to make any changes in this policy considering
the larger interest of the organization.
******

Kamlesh Verma MD
Annexure
Example
A – For Employees not given Company Owned Cars
Level On- Interest Subsidy on 7 Yr term Loan

Road
Initial Loan Interest EMI Subsidy Net Impact
Value
Deposit Limit Rate benefit pm on
of the
(15% of the (85% of employee
Car (prevailing) (@40% of
Cost) to be the
EMI)
made by the Cost)
employee
ED/BH/CEO
/ President/ 14 L 2.1L 11.90 L 10.00% 19,750 7,900 11,850
CFO
Sr VP/VP 8L 1.2L 6.8 L 10.00% 11,300 4,520 6,780
AVP/GM 6L 0.9L 5.1 L 10.00% 8,500 3,400 5,100
DGM/AGM 4L 0.6L 3.4 L 10.00% 5,650 2,260 3,390
Sr Mgr 3L 0.45L 2.55 L 10.00% 4,250 1,700 2,550
B – For Employees given Company Owned Cars
Level On- Interest Subsidy on 7 Yr term Loan

Road
Initial Loan Interest EMI Av. Maint.+ Total to be
Value of
Deposit to Limit Rate Insurance paid to
the Car
be made by etc** employee
(prevailing)
the

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employee
ED/BH/ Actual-to
CEO/ be borne
18 L 2.7L 15.3 L 10.00% 25,400 25,400
President/ by the
CFO company
Sr VP/VP 8L 2.0L 6.0 L 10.00% 9,878 3,922 13,800
AVP/GM 6L 1.5L 4.5 L 10.00% 7,409 3,166 10,575
DGM/AGM 4L 1.0L 3.0 L 10.00% 4,939 2,381 7,320
Sr Mgr 3L 0.75L 2.25 L 10.00% 3,704 1,916 5,620

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Basis for Average Monthly Cost of Insurance & Maintenance
Level On Road Insurance Repair/Maint./ Total Insu.+ Monthly

Cost of p.a. Service p.a. Maint. Cost Reimbursement
Car p.a.
ED/BH/ CEO/ 46,000 54,000 100,000 8,250

18 L
President/CFO
Sr VP/VP 8L 23,000 24,000 47,000 3,917
AVP/GM 6L 18,000 20,000 38,000 3,167
DGM/AGM 4L 16,500 12,000 28,500 2,375
Sr Mgr 3L 13,000 10,000 23,000 1,917
With the time, Insurance cost will go down and Maintenance Cost will go up. Hence, we may
take the same value for Monthly Reimbursements for 7 years terms.

Kamlesh Verma MD
MOBILE POLICY

Kamlesh Verma MD
MOBILE POLICY
Entitlement -
S.No. Designation Maximum Cost of the Mobile Expense

Hand-set (Rs) reimbursement limits for
official use
ED/CFO/Business 30,000 Actual

1
Head/CEO/President (or as directed by the MD)
2 Sr VP/VP 20,000 Actual
3 AVP/Sr GM/GM 10,000

As per the job
4 DGM/AGM/Sr Manager/Manager 5,000 requirements as fixed by
the concerned VP ranging
2,000-3,500
from 300 to 2000 and
5 Below Manager (as per job requirement as approved by the Corporate
decided by the concerned Functional Head / MD
VP)
General terms –
- The Handset may be changed with the approval of the MD after three years or if it gets dysfunctional.
- The Hand-set needs to be returned on separation. An employee may be permitted to keep it with him/her
on separation at 30% annual depreciation.
- The Call expenses reimbursement limits will be fixed at the time of joining or at the beginning of every
Financial Year and remain unchanged unless it is revised in writing with the approval of the concerned VP.
- In case the Hand-set is lost within three years, the cost of the Hand-set would be recovered from the
employee @ market value of the model when it was lost.
- Any changes in the above policy would require MD’s approval.

Kamlesh Verma MD
SECURITY POLICY

Kamlesh Verma MD

Kamlesh Verma MD
(Applicable for all the Units of ALPS INDUSTRIES LTD)
1. ALPS INDUSTRIES LTD is concerned with the security of Men, Material,

information to isolate factory premises against all type of espionage and
sabotage directly against the business interest in a fool proof manner specially
when world at large is facing persistent threat of terrorism.
2. Type and level of threat differ from location to location, layout of the factory,
department, loyalty of workforce and degree of business rivalry. To a large
extent chances of industrial espionage are reduced if the management is alert
to the perceiver danger, and make everyone working in the premises a
security conscious person.
3. The security Policy requires that all the security procedure which are requires
to be followed should be documented.
4. The management has divided the security Procedure in the following parts:
Part- I Personal Security
Part-II Security & Threat Awareness Training
Part-III Physical Access Control & Physical Security
Part-IV Container Security
Part-V Procedural Security
Part- VI Information Security
Part-VII Contractor Security

Kamlesh Verma MD
Part- I --- PERSONAL SECURITY
Employees:
(a) Identity Cards to be issued to all Employees
Identity cards would be issued to all categories of employees both belonging to the
Company and the said contractor.
(b) Identity Cards to be Displayed at all Time
ALPS INDUSTRIES LTD is committed to give all the Employees a ID Card. So Company is
expecting to the employee to display the Identity Card all the time while working hours
so that un-authorized person without proper credentials can be spotted by the
management / security staff.
(c) No Entry without Identity Card
ALPS INDUSTRIES LTD strictly follows the standards of C-TPAT. So company blocks all the
personal without Identity cards. Security guard does not allow anyone to enter who is
not carrying his ID card. In case of not carrying ID card Employees will be allowed after
the approval of General Manager, Production Managers, and HR department. For this
case said employee make an application for the same and concerned HOD allow the
said employees.
(d) Reporting of Loss of Identity Card
Employees are informed to take good care of their identity cards and never to hand
over to any one. In case of Lost of Identity card, Employee must informed at the security
gate for entering in the premises. He should give the application for making new ID card

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to HR department. After giving the warning HR department will make his new ID cards.
HR department will give the Detail to the security gate in this regards
(e) Withdrawal of Identity card at the Time of Leaving / Termination
Identity cards are the Company Property. So ALPS INDUSTRIES LTD Export reserves the
right to get back the Identity card. At the Time of Full & Final / Termination of any
Employee, Employees have to submit their Identity card to the HR department. Then HR
department give the details to the security of the said Left Employee.
(f) Annual Review of Identity card
ALPS INDUSTRIES LTD is committed to review the Identity cards of all the Employees as
per the Updating / proper Identity cards.
(g) Employee Verification & Background checks
Training is given to the HR department to undertake verbal / documented Employee

verification and background checks. Verbal / Telephonic employee Verification and
background checks should be conducted by the HR department at the time of Joining.
Documented verification and background checks have to be conducted in case of
packing, Security, Drivers, IT and Shipping Departments compulsorily.
(h) Identification of Cargo Drivers
ALPS INDUSTRIES LTD is committed to full fill all the documents related to shipping.
Every cargo driver have to show his Identity card to the Security & Management
representative at the time of Loading time. Also he has to give the copy of his driving
License to the security supervisor. A Log will be maintained to record Drivers’ Name, DL
No., Mobile No., Vehicle Regn No., Purpose Time In/Out for all Pick-up / Delivery truck
arrival/departure and this log will be kept for at least 30 days.

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(i) Training for Loading / Unloading
The person handling the loading / unloading of the material / goods and receiving mails
should be trained as to verify the contents / sender of the packet before opening the
same. The goods being received / sent should match accompanying documents in terms
of specification and quantities.
(j) Security Training
Company has to provide the training to the security guards to full fill the requirements
of C-TPAT. Security Company’s Trainer will give all the detailed training to the guards
against the Terrorism while Management representative gives the training to the guards
according the Loading / Unloading areas, company security, Material security etc as per
the working of the company.
(k) List of Terminated / Left Employees
Company is committed to give the details to the security of the left / terminated
employees so that guards will always be aware about the left employees.
Visitors:
(l) Frisking of all Person (including visitor) and checking of their belonging at the time of
entry / exit
The entire person / category of the persons designated by the management and the visitors
are frisked while going in / out of the factory premises and their belongings to be checked.
Unidentified person must be detained and questioned. An investigation is follow why
he/she has entered the factory. An incident report must be written. Factory has its internal
communication system in place to contact security personnel. Facility security staff is
trained in challenging unauthorized / unidentified persons.

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(m) Visitors to be allowed
No visitor including Service Contractors is permitted inside unless his / her entry is cleared
by the security or the person to whom she / he wants to meet. Visitor and Vendors must
present his valid Identity card to the security. After verifying the identification, security must
inform to the concern person that said person wants to meet him. After getting the
approval from the meeting person and putting complete entries (Visitor Log), Visitor goes to
the concerned person along with the Security personnel/HR representative.
(n) Visitor Card to be displayed at all time
The visitor is issued visitor card after recording his / her antecedents. The security staff will
enter the Visitor Card no in visitor Log register along with the Identity card no. Factory
requests to all the visitors to wear Visitor Identity Card at all the time while accompany.
(o) Visitor to be escorted till reception Area
The visitor is escorted / directed towards the reception. Person, to whom the visitor wants
to meet, is called at reception enclosure to meet him to discuss the business or to escort
him.
(p) Checking of Visitor Register
Management nominated is deputed to check the Visitor register. Management

representative can check randomly or regular basis. Security supervisor will ensure that all
visitors have left the premises before Factory Locked.
(q) Visitor could not visit to Loading / Unloading Area
ALPS INDUSTRIES LTD is committed to ensure complete security at the packing, loading /
unloading area. So that Visitor could not allow beyond the Packing, Loading / Unloading

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area. Visitor can visit along with the authorized person (Authorized for packing, loading /
unloading area) after entering in the departmental visit register.
Part- II --- Security & Threat Awareness Training
A) Security Training to be part of Employee Orientation and Code of Conduct.
All the Employees are provided training on security related matters (i.e. CTPAT Security
Measures) as a part of their orientation program. Suitable time is taken out from the
working schedule to educate everyone about these standard operating procedures of the
security. A nominated senior executive promulgate these instructions as well as carries out
the fire fighting and evacuation drills.
Security Training would include coverage of following matters:-
 Compulsory Wearing of Identity Cards

 Challenging and Reporting of Un—Authorized Persons
 Recognizing Internal Conspiracies
 Detection of Un- Lawful Activities
 Maintaining Cargo Integrity
 Compromised Security Infrastructure.
 Recognizing and Detecting Dangerous Substances and Devices
 Broken Locks, Broken Windows and Computer Viruses
 Terrorist Threat, Smuggling and Seizures
Advance to the above said CTPAT Security measures is also an imperative part of the Code of
Conduct to be followed by all the employees.
B) Incentives against sharing of breach of security information
The management has informers amongst the worker to get advance information of any
untoward incident. Each employee is motivated to be alert and be bold enough to bring to
the notice of the management / security staff any breach of security instructions.
Employees are encouraged to alert supervisors, security guards and law enforcement if
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there is a security breach. The management gives incentives to the personnel / workers who
provide any information regarding breach of security. The necessary training procedures
include.
Recognizing Internal Conspiracies.
Employees should be aware co-workers and any unauthorized personnel planning or attempting to
commit the following:
o Introducing of explosives weapons or otherwise hazardous materials into the product cargo
or workspace.
o Destruction to cargo or products.
o Theft.
Incase the employees come across any such information; they would inform the immediate supervisor
and the security department of the factory.
C) Maintaining Product Integrity
Employees are required to protect products and cargo from destruction or damage
Employees should ensure that products are handled and stored in a proper fashion by
authorized personnel.
D) Challenging unauthorized access:-
Employees are instructed that they should immediately alert security or their supervisor
if they notice any person on the premises who is not wearing an employee or visitors
badge. The unidentified person(s) must be detained and questioned. An investigation is
to follow, why she/he has entered the facility and if necessary, law enforcement has to
be notified. An incident report must be written and the breach of security and corrective
action must be addressed. They should also alert security of their supervisor if they
notice an employee in a restricted area and the employee do not work in this area.
Employees shall be suitably rewarded as an incentive for their alertness and prompt
action.

Kamlesh Verma MD
E) Notifying Law Enforcement Agencies and to Customer incase of Illegal Activities.
Law Enforcement agencies for e.g. Police Department, Labour Department etc. are
notified of any suspicious and / or illegal activities, in and around factory premises. Also
notifying the customer in case of any case detected after cargo is shipped. So the
customer can appropriate preventive actions as the cargo reached to the destination.
PART III- Physical Access Control & Physical Security
(a) Restricted Entry to Packing Area and Loading Area
Only authorized, designated and trusted employees are allowed to work in the packing
area/ premises. The facility has laid procedures to verify the identity of authorized persons
entering the packing and loading areas. The employees working in the packing area would
be issued additional permission card / jackets to be worn during the working hours. Such
employees would not be allowed to carry any personal item (e.g. Lunch Box, Personal Bag,
etc) into the Packing & Loading/Shipping area.
(b) Entry and Exits to the Packing Area and Packed Goods Storage Area to be guarded
Security Guard is placed at the entry and exit gates that checks special identity card of
persons entering the packing and loading area.
Security guard checks that each package has been sealed / checked by the person
authorized.
No visitor unless escorted by reasonably senior manager is permitted to enter the packing
area. The store where the packages are going to be kept before shipment, are guarded by
the security.

Kamlesh Verma MD
(c) Security for Incoming / Outgoing Goods.
Procedures have been formulated as per which all incoming / outgoing goods/ consignment
are thoroughly checked and loaded as laid down:-
(d) Verification of shipping Documents prior to release Cargo
For Out going Shipments shipping in charge and security guards are detailed to ensure that
the outgoing goods matched with the documents accompanying the shipment. This is
verified by counting each box before t is put into the vehicle. At this stage all the boxes are
thoroughly scrutinized for security packing of the goods and if count does not match the
challan the packing supervisor and security officer must be notified and the shipment must
not be released until abnormalities related to the shipment are discovered, management
would review and correct the abnormalities, prior to releasing the shipment. Thereafter, the
supervisor should sign the challan for the release of the shipment. Also Company is
committed that Cartons weight shall be verified randomly.
1) Person to accompany goods till ICD/ CFS Consolidator’s Place
To ensure timely movement of finished goods from the factory to the freight forwarded a
constant & regular liaison is maintained by the shipping in charge with transport agencies.
An agreement is made in between ALPS INDUSTRIES LTD and the Transporting Agencies
that the transporter will monitor the Truck. A person with cell phone is deputed by them to
report if any delay occurs as detects any illegal or suspicious activity during Cargo
movements. Transporter has control point cum offices at the Delhi/ Noida to Mumbai Hiway
and drivers are reporting there at designated Time. . The shipping Executive maintains the
Transit monitoring registers in which he maintains the information. i.e. Shipment Invoice
No, Truck No. etc., if any delay is there then reason for delay along with signature of
Shipping Executive in order to monitor the movement of goods by calling the destination
(consolidator or port) after the amount of time that is reasonably expected for the transit
to take any verify whether the vehicle has arrived, take the delivery report from the trucking
agency that shipment reached the destination or not. If this is not the case, and the
transport arrives late, the driver must be questioned as to possible reasons for the delay.
The final sealing of the Container Department officials after verification of the goods with
the Shipment Documents.

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2) Verification of incoming goods with the Purchase Orders.
For Incoming goods purchase order is given to the party from whom the goods have to be
procured. On arrival of the goods, store in-charge is called at the gate to check the
description of goods ordered. On the satisfaction of store in-charge, security checks the
actual quantity with quantity mentioned in the incoming challan goods are sent to the
stores
3) Notification to Law Enforcement Agencies incase of Illegal Activities.
The factory takes action to notify local law enforcement agencies in the event illegal
activities or suspicious behavior is suspected or detected.
E) Reporting & Management of Shortage / Excess of Products
The concerned officials / executives will report all the Shortage / Excesses in quantities
of the Products to the Unit production Head and the Management immediately on
receipt of any such information. It is the duty of the Unit production Head to find the
facts of the case ascertain the causes of any such variation and take remedial measures
t o achieve the desired level of quantities of the products.
F) Separate Parking Lots for Out Side Vehicles
There would be separate parking enclosure for Cycle, Two Wheelers, Cars and commercial
vehicles inside the factory premises and it is kept under surveillance by separate Security
Guards. Parking Area is covered with Proper Lighting & Cleanliness. Also parking area is not
closer than 10 Mtrs to the shipping / loading area.
G) No Un- Authorized Vehicle to enter the Factory Premises

Kamlesh Verma MD
ALPS INDUSTRIES LTD is committed for High Security for Un- Authorized Vehicles. That no
goods carrier is permitted inside the Factory premises unless the security at the gate takes
its clearance form the designated Executive of the factory. Truck drivers and their helpers
are prohibited for actively participating in the loading of the freight. Truck drivers are
allowed a final inspection after loading is completed.
H) Checking the vehicles before allowing entry in the factory Premises
Before allowing the vehicle inside the factory, Vehicle body and driver cabin is thoroughly
checked by security guard. The goods carrier is accompanied inside by the driver of the
vehicle only. Labor for Loading / Unloading the vehicle belongs to the factory, which is
thoroughly frisked by the security guards before they undertake the loading operation.
I) Loading / Unloading to be executed in presence of Authorized Person
While the goods are being loaded / unloaded one Authorized Person also nominated by the
management and one security guard supervise the operation to ward off any act of
tempering with the Packing, Quantity or weight of the material. After Loading / unloading,
the guard as well the Factory Nominated by the management sign/ challan for correctness
of Loading / Unloading as per the details written in the documents.
J) CCTV Monitoring of Factory Premises by Management
ALPS INDUSTRIES LTD is committed to ensure that the entire factory area including
Production Floors, Parking Area, Loading / unloading area, Entry / Exit Gates and the drive
ways are monitored under CCTV coverage during the working hours by the managers. CCTV
monitoring would be round the clock for the entry exit gates and the drive way so as to
monitor the movement of men and material at all the time.
K) CCTV coverage to be Stored for one Month

Kamlesh Verma MD
ALPS INDUSTRIES LTD is committed to ensure for keeping the CCTV Coverage data for one
month so that the same can be reviewed in case of any security related matter.
L) Unannounced Self Assessment Security Checks
The Management representatives (HR Manager, HR Department Security Supervisor) would

conduct unannounced self assessment security checks as per the Security Policy at least
once in every 12 months.
M) Stolen / Misplaced / Lost Key
An inventory of all the Entry/Exit/Door Keys will be maintained with Security department
and Log will be maintained for its’ issue/receipts. The Security Staff / management should
be informed immediately in respect of any stolen / misplaced / lost Keys. Proper inquiry
should be conducted into the incident and will get satisfaction of all concerned, Lock should
be replaced immediately.
N) Access Privileges and related Documentation
ALPS INDUSTRIES LTD is committed to allow to employees to have access only to the
departments where they are working. Company can transfer the Employee to another
department only with the prior information to the related Production Manager and
Supervisor.
Documents should be maintained to identify the personal who are authorized to

handle the Software, Electronic Data Processing, Shipping form / Data and security related
information / material.
O) Contract Security Control
Contractor Selection should be as per the company policy and also as per mentions Instructions:

Kamlesh Verma MD
The all contractors will follow the Company policy with below points:
 Background checks and related security analysis of Contractor be conducted

 Financial Stability of Contractor to be ensured
 Consideration of Contractor Corporate History.
 Reporting of security Violations by contractor
 Properly checks of the Legal Documents of Contractor such as ESIC, PF, and Factory Act.
 Proper check for wages distribution of the contractor employees.
 Proper Contractor agreement of the contractor
In case of Emergency or any violence, the contractor workers will report to management directly.
P) Installation of Manual Operational Alarm
ALPS INDUSTRIES LTD is committed to install manual Alarm system in the company
premises to avoid unauthorized access, miss happening. Alarm should be installed at both
the Packing Section and Ware House.
Q) Record of Access Key and Codes
ALPS INDUSTRIES LTD is committed for keeping proper record for distribution of access key
and codes to the employees. The said record should be update on regular basis.
R) Courier In Coming & Out Going
A) In Coming Courier:
ALPS INDUSTRIES LTD is committed for keeping proper record of Courier Services.
When a Courier come at the Security Gate, the Security Officer will inform to
Reception for the said courier. Courier will reach at reception after following
Security Check up System. Then Receptionist will inform the related personals about

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the courier. After confirming from the related person He will sign the receiving Copy.
Concern also receive the Courier & signed the acceptance Copy.
B) Out Going Courier:
ALPS INDUSTRIES LTD is also committed to keep proper record of Out Going
Courier. The ready material, which has sent through Courier, will be submitted to
reception. A proper approval will be taken from management by receptionist
according to weight of the courier. The reception select the Courier Service provider
& Courier will be sent after proper checking at Security gate & reception will kept all
the necessary documents.
S) Security Meetings
ALPS INDUSTRIES LTD is also committed to conduct regular meetings of the Security
employees to review Security arrangements at least once in a month and also to
discuss the ways for its further improvements.
T) Building Maintenance/Repair
APS INDUSTRIES LTD is also committed to ensure regular and proper Building
maintenance/repair including the Boundary wall and also Lighting arrangements at
the periphery.
U) Locking and Sealing of Departments
 The department in charge/ any nominated person would call the security and would ensure
that the department is locked after the working hours. The Security has to ensure that the
factory is locked/ sealed after all the departments are closed.
 Before sealing the security guard ensures that no fitment of any kind has been removed
and no person is remaining inside and all machines. Electrical appliances are put off.
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V) Control over the Keys
 All keys are put in a key box at guard room and the box is sealed. The key box’s key is locked
in a master key box and master key box is sealed. Finally master key and seal are taken away
by the person designated by the management.
 The Key registers specifying the opening and closing time of the departments should be
maintained by the Security Personnel on a routine basis.
 The Key box has glass face and the guard is permitted to break it, draw the key and open the
affected department in case of emergency (fire or burglary)
W) Access of Factory Building after Working Hours.
The security guard at the gate is to determine whether the person seeking access has a valid
business purpose/ is on the after hours access list. If approved, the person seeking access must
sign-in on the after hour access log. Every morning the senior management reviews the non-
business hour’s list.
Part IV- Container Security
Note: So far now Container is not lying stuffed in our factory premises. Whenever, any such development
take place, the Container Security Policy will be effective as per below Container Policy
(a) Containers Security - Seven point Checking and Serviceability of Trucks / Containers.
The Seven Point Checks of Containers / Trucks as prescribed under CTPAT Standard i.e. the
checking of seven points in the container i.e the Front wall, Left Side Wall, Right Side Wall,
Floor, Celling / Roof, Doors and the under –carriage and the serviceability checks of the
Truck/ Vehicle, Should be undertaken by the Security Officer / Shipping Supervisor prior to
the loading of goods onto the Trucks / Containers. Incase any irregularity is detected in
respect to the above, an enquiry should be conducted with the factory management-
Remedial measures to concern the integrity otherwise replacement of the container/
vehicle should be carried but prior to the loading of goods / freight.

Kamlesh Verma MD
(b) Containers Security – Checklist
The Security in charge would maintain the checklists in respect of container inspections
conducted, on a regular basis.
(c) Containers Security- Security Seals
Since it is a mandatory requirement of sealing the container by the Excise / Customers, the
security in charge will seal the container using the wire- seals / bottle seals only. Thereafter,
once the container is inspected at the customs station / Inland Container Depot and cleared
for shipment, the Customs Officials would officially seal the Container. Seals as per PAS ISO
17712 Standard (US CTPAT Standards) are not being affixed by our staff
(d) Container Security – Record of Security Seals
The Security In charge will maintain proper records in respect of Receipt, Issue and Balance
in hand of the Security Seals, along with the details of Seal serial Nose, on a routine basis.
The Seals will be kept in the custody of Security in charge.
(e) Security Seals- Reporting of Compromised Seals
Incase the Security seals are found to be tampered / broken / compromised, the person /
guard accompanying the Cargo to the Container Station / ICD would immediately inform the
Shipping Executive / Production Manager, who will in turn inform the representatives of the
buyers / buying houses so that the information regarding the tampered seals may be
provided to the local authorizes.
(f) Container Security- Supervision of Loading / Unloading of Goods

Kamlesh Verma MD
The Security In charge/ Shipping In charge/ Manager- Operations would supervise the
loading/unloading of the goods into/from the Containers
(g) Container Security- Photographs of Containers
If required, photographs of Containers should be taken after loading the goods (shipment)
i.e. before sealing the container and then after sealing the container.
(h) Storage of Empty Trucks
The Empty Trucks would be stored in the secured factory area under the vigilance of
Security Guards
(i) Selection of Trucking Companies and entering into contract
Only company owned trucks would be used for freight movement. Incase outside Trucking
Companies are to be used, It should be ensured that only the buyer nominated CTPAT
Approved Trucking Companies are used for transportation of the Shipments. Further, the
company would not enter directly into contract with any trucking company and would use
only buyer nominated trucking company which has entered into freight carriage contract
with the buyer.
(j) Report of Security Violations by In-Country Carries.
If outside Trucking companies carry the shipment of cargo, in addition to the information
provided by the person/ guard accompanying the shipments / cargo, the Trucking Company
is instructed to provide the information related to security violations, if any, to the company
immediately.
(k) Maintenance of Log for Truck Entry and Exit.

Kamlesh Verma MD
The Security Staff would maintain an exit and entry log, along with details of Shipments
effected, in respect of all the trucks used for carriage of production related goods and
shipments.
Part-V Procedural Security (Shipping and related documents Security)
a) Procedures related to Clearing of Merchandise/ Cargo/ Checking of Manifest
It is imperative on all the concerned officials / executives handing the documentation

related to clearing of Export Merchandise/ Cargo, to follow the under- laid guidelines.
 All the Documentation should be correctly filled in, legible, complete and accurate in all
respects.
 The Executives preparing the documents should cross- check the same with the
Documentation Manuals, Supplied by the buyers, prior to submission of the same to the
cargo handling agents.
 The Documents should be signed / verified by the Officials of the Shipping Department/
Manager –Operations before allowing the merchandise/ cargo to leave the premises.
 It is the prime responsibility of the Shipping Department Officials that the Information
contained therein the Merchandise/ Cargo Documentation is protected against any possible
illegitimate exchange, loss or introduction erroneous information.
 All the documents pertaining to manifest checks, prior to release of shipments, should be
safely stored with the Shipping Department.
b) Safe Keeping of Business Documents.
It is the responsibility of the Department Heads, General Manager and Manager- Operation to
ensure that all the business documents including the Customer Information, Purchase order,
Cargo Manifests, Invoices are kept under Lock and Key i.e. safely stored, with the responsible
persons.
c) Reporting of Business Information.

Kamlesh Verma MD
The General Manager, Manager- Operations and the Merchandisers handling the
correspondence with the buyers should ensure that the business information is shared among
all the concerned business partners in an accurate and timely manner.
d) Rights to Amend the Documents related to movement of Products
The Right to amend the documents related to Issue receiving and production quantities (For
Example: the material movement challans / production reports) of the products lies in hands of
the Operations Manager. In the absence of Operations Manager, the Production In charge has
the right to amend the said documents. The right to amend the documents accompanying the
outgoing goods.(i.e. Export Shipments), For Example: Export Challans, lies in the hands of
Operation Manager / Production In charge.
e) Sending/ Receiving of Information
The information sent / received to / from the Supply Chain Members and any other relevant
party, related to Production Matters, should compulsorily be routed through the General
Manager or Operations Manager i.e. any employee/ executive who is interaction with any such
supply chain member or party has to inform the proceedings to the General Manager or
Operations Manager without fail. The Communication of the proceedings should preferably be
through email/ fax message i.e. in written from however, verbal communication of the
proceedings can be adhered to, if it is not feasible to do it in a writing form.
f) Shipping Cargo
a. ALPS INDUSTRIES LTD is committed to keep proper record of Shipment Cargo.

Shipping Department will keep all the receipt of Dispatched Cargo. Shipping will
forward it to the Forwarder.
b. Selection of Transporter is based on the ALPS INDUSTRIES LTD Transport Policy.

Shipping Dept will keep the written Agreement with the transporter for fulfill of C-
TPAT Requirements.

Kamlesh Verma MD
PART-VI- Information Security

a) ALPS INDUSTRIES LTD is also committed to ensure checks for unauthorized access of the
user accounts, regular investigations in case of any threats and also ensure to safeguard its
data/information through strict implementation of its IT Policy.
PART-VII- Contractor Security
a) Selection of Supplier
ALPS INDUSTRIES LTD is committed for maintaining proper selection Process of Supplier
Selection. Procurement Department (Fabric & Accessories) will keep all the related
documents and also responsible for implementing the C-TPAT & Social Requirements at the
Supplier END. Procurement department will present all the Documents to the Management,
then Management will give the final approval go through all the Selection Criteria.
b) Selection of Transporter
ALPS INDUSTRIES LTD is committed for maintaining proper selection Process of Transporter
Selection. Commercial Department will keep all the related information/ documents w.r.t
Company History, Driver/hiring process and existing Transit Security Controls and will
arrange to sign the Agreement for adequate services covering transit route, allowable
transit time limit, designated rest/meal stop etc.
c) Periodical Practices
Procurement will ensure that all the Suppliers are following the C-TPAT/Compliance
requirements. So, the Procumbent Department will Visit to Supplier for the Inspection for
Evaluation Periodically.
Notes :- All Policy Review every year as per requirement.

Kamlesh Verma MD
IT POLICY

Kamlesh Verma MD

Kamlesh Verma MD
IT Policy
for
Version 1.0
© Alps Industries Limited
This document contains confidential and proprietary information of Alps Industries Limited
Information Systems, the disclosure of which would provide a competitive advantage to others.
As a result, no part of this document should be disclosed, used, duplicated, reproduced, stored,
copied, or transmitted, in whole or in part, in any form or means, electronic, mechanical,
photocopying or otherwise without the express consent of Alps Industries Limited Information
Systems. This document shall remain the property of Alps Industries Limited Information
Systems. This restriction does not limit the rights of the recipient to use information contained
within the document if it is rightfully obtained from the source without restriction. The data
subject to this restriction are contained in the entire document.
www.alpsindustries.com

Kamlesh Verma MD
Description of Author & Approved

Version No. Release Date
Change (If any) Owner By
Initial Release Corporate Managing Director

Head for IT
On the
recommendations
1.0 3-March-2015 of the VP-HR
(Corporate)
Revised Version Corporate Managing Director

Head for IT
1.1 11-July-2017 On the
recommendations
of the VP-HR
(Corporate)

Kamlesh Verma MD
Modification Details
Version No. Release Date Description of change(if any)
Password change provision
1.1 11-July-2017

Kamlesh Verma MD
Table of Contents
S.No. Title Page No.

1 INTRODUCTION 4
2 SCOPE 4
3 ROLE AND RESPONSIBILITY OF IT 4
4 AUTHORITY LEVELS 4
5 PASSWORD SYSTEM 5
6 DESKTOPS, LAPTOPS AND MOBILE DEVICE 6
PERSONAL DESKTOPS, LAPTOPS AND OTHER

7 7
NETWORK DEVICES
VISITOR LAPTOPS AND OTHER NETWORK

8 7
DEVICES
9 SOFTWARE USAGE 8
10 BACKUP 8
11 E-MAIL USAGE 9
12 INTERNET ACCESS 12
13 ACCEPTABLE NETWORK USAGE 14
14 CONFIDENTIALITY 14
15 DATA THEFT PREVENTION / MEDIA DISPOSAL 15
16 ERP SECURITY, ACCESS AND AUTHORIZATION 16
17 CHANGE MANAGEMENT 16
18 IT ASSET MOVEMENT (EXISTING ASSETS) 16
19 ASSET MANAGEMENT 17
20 PRINTER USAGE 22
21 RECORD/ DATA RETENTION 22
22 POWER CONSUMPTION OPTIMIZATION 22

Kamlesh Verma MD
23 TRAINING 23
24 INCIDENT MANAGEMENT 23
25 DISCIPLINARY ACTION 24
26 BUDGET 24
27 IMPLEMENTATION / ENFORCEMENT 24
28 IMPORTANT DOCUMENTS / REPORTS / FORMS 25

Kamlesh Verma MD
1. Introduction
The function of any end user policy (technical or procedural) is to restrict the risk to an
acceptable level. Policies are the risk-countering mechanism and must therefore be designed
and developed as a response to real and specific risks keeping into consideration the running
processes.
Alps Industries Limited believes that security should be integrated into the organization’s
philosophy, practices and plans. It should not be treated as a separate activity.
All employees should be encouraged to recognize that risk management and good security
practices are a fundamental part of management. Security policies are intended to supplement,
not replace all existing laws, regulations, agreements, and contracts that currently apply to Alps
Industries Limited in respect of computing, communication and networking services. Persons
given access to the Alps Industries’ technology and information assets must sign a statement
that they have read, understood, and agree to abide by this policy.
2. Scope
This Policy / guidelines apply to Corporate Office as well as all operating locations and all the
employees including Retainers, Temporary staff, Contractors and their employees, Consultants
of Alps Industries Limited and partner organizations who have access to Alps Industries Limited
facilities, information systems & information assets and those of which Alps Industries Limited is
the custodian.
3. Role & Responsibility of IT
The Role & Responsibilities of IT Department/personnel at the Corporate Level and Operating
Locations level has been defined in the chart attached.
4. Authority Levels
Kamlesh Verma MD
Authority Levels would be defined; announced and circulated at all Unit levels for all levels of
Escalations as per Escalation Matrix.
5. Password System
 Passwords and access rights for any information system, domain, application or Service at
Alps Industries Limited will be provided through the IT Team. The IT Team will coordinate
with System Administrators or data / process owners and fulfill or deny the requests as
appropriate. Initial user account password will be communicated by the IT representative but
the password must be changed at first instance while logging in the System by user.
 Password should be known only to the individual to whom it is assigned and should not be
shared with other users (internal or external to the organization) including managers or
supervisors or juniors unless authorized by the HOD. However in case at a senior level, the
need to share his password arises to have access to a system / data / network / services, for
the sake of work exigency, sharing is permitted. The concerned IT Manager must be
informed.
 Passwords should not be written down or communicated to anyone in any form. In case of
emergencies, if the password needs to be exchanged then it should be through secure
mode only. No password must be exchanged via any Instant Messaging (IM) tool, internal or
external to the organization.
 If a password is suspected to be compromised, please change the password immediately

and inform the same to IT support team.
 Account lockout threshold is 3 attempts i.e. user accounts will be locked automatically after
five unsuccessful password attempts. If this happens users should contact IT Support Team
to unlock their account with appropriate reason.
 It is the responsibility of the user to update/change their password in accordance with the
security policy of the information system that they are using (presently 30 days) and
maintain Log for same. For example: Windows Domain passwords must be changed within
60 days, must be at least 8 characters in length, should not match one of the pervious five
passwords used and must contain both letters and numbers. If users are unaware of the
security policy for a certain information system, they should contact the IT Support Team for
clarification prior to logging onto that system.
6. Desktops, Laptops & Mobile Device

Kamlesh Verma MD
 Majority of end users at Alps Industries Limited are assigned a desktop or laptop computer
as their Alps Industries Limited workstation. All users having Laptop will be registered in a
Resource Allocation Sheet maintained by IT, the copy of which at all times will be with the
Gate security. The user is required to show the laptop to the Gate security while leaving or
entering the premises when asked for.
 The Gate security can verify the laptop with the details mentioned in the Resource Allocation
Sheet.
 Workstations should be locked or shutdown when they are not in use and at the end of the
work day. At no time should computers be left logged in and unattended for an extended
period of time. It is the responsibility of the user to secure or lock their workstations or
Laptops.
 Desktops and Laptops at Alps Industries Limited will come configured with minimal software.
The list is as follows:
- Windows XP or Windows 7/8/8.1

- MS Office 2007
- I.E.8.0/10.0
- Mozila Firefox
- MS Outlook for POP IDs/Backup
- Adobe Reader 8.0/11.0
 Users are not allowed to install software onto their workstations. If an additional program or
product is required to accomplish a legitimate business function, then the Software
Requisition form is to be filled indicating the budget provisions and approval of the Business
Head to be sought and submitted to IT for its arrangement. The IT team will arrange/install
the product after verifying all requirements for licensing and approval.
 Alps Industries Limited workstations must be pre-configured with applications and policies
such as ‘inactivity timeouts’ and ‘antivirus’ software. Users are not allowed to modify or turn-
off these settings or applications. If they are interfering with the execution of his/her daily
duties then the user have to contact the IT Support Team to have any modifications made
with the approval of the HOD.
 User should contact the IT Support Team if the workstation is not working properly. Only the
IT Support team is authorized to repair, replace, or modify the hardware or software of the
workstation. The employee needs to fill the Hardware Requirement sheet for repair or
upgradation of any hardware allocated to the user. IT will do the needful and intimate the
user in a reasonable timeframe.

Kamlesh Verma MD
If a user wants to shift any hardware device to a different location, it needs to be approved
by the HOD and then by the IT Manager. Then it should be informed to Administration and
Accounts Department.
 All users who have been issued mobile device like Blackberry, Sony, etc. must ensure that
their devices are updated with latest patches as and when released. If required, the user
may contact IT Support Team to get necessary support,
 Users are not allowed to play games and multimedia files. Default Operating System Games
are blocked through group policy and not allowed on desktops. Windows default Media
player is also not allowed until valid business justification is provided. Multimedia files like
Audio/Video; songs etc and media players are restricted inside Alps Industries Limited
premises.
7. Personal Desktops, Laptops, and Other Network Devices
 Users are not allowed to carry their personal desktops, laptops, Hard Disks, Pen drives,
Bluetooth enabled devices, cameras, or any other devices in Alps Industries Limited
premises without permission from concerned HOD. In case any personal device like USB
drive or any other storage device is recovered during security check, Alps Industries Limited
organization reserves the right to format the data or crush the device, if required.
 If there is a legitimate business requirement to place a personal desktop, laptop, or other IT

device onto the Alps Industries Limited network, then IT Support Staff must be contacted at
least 24 hours (working hours) in advance of the connection time and must be allowed to
oversee the installation and configuration of the device. If the device is a server or provides
any networking service then 96 hours advance notice is required. However, In case of
emergency business requirement, users can obtain approval from their Head of the
Department in order to bring their personal devices into Alps Industries Limited premises
and attach them onto Alps Industries Limited network. Such issues must also be reported to
IT Support Team and security manager immediately.
 IT Support Team reserve the rights to deny or withdraw, the right to connect the personal
desktops, laptops, or any other IT devices onto the Alps Industries Limited network even
after the users had obtained the prior permission considering overall organizational interest.
8. Visitor Laptops and Other Network Devices

Kamlesh Verma MD
 Systems will have a standard “Guest” account that offers network access for visitors and
subcontractors. Guest accounts will be given basic permission and access to select drives
or folders on a network. For more precise control over what network Guests can see, file-
level permissions can also be set for specific user accounts.
 Viruses and malware on visitor machines pose the most risk to network integrity and data
privacy. Installing a network-level virus scanner and malware detector system can help
prevent carried-in threats from taking root in an office. Hardware inspection will be carried
out for Visitors and subcontractors before being granted access to company networks.
 All external storage devices like pen drives, external hard drives and other hardware
equipment should be declared by the visitor to the Gate security while visiting Alps
Industries Limited Office / Operating Location.
 A separate PC with basic Software will be kept in the visitor room to facilitate Internet
Access to the Guest / Visitor. A unique ID and password is provided for the Guest account.
This separate PC will not be connected to the company’s network and prevents any
intrusion of viruses / malware into the company’s network.
9. Software Usage
 The Software used in the whole Alps Industries Limited companies must be genuine with
valid license. Use of unlicensed or pirated software is strictly prohibited. Any violation of it
would be considered a serious misconduct and disciplinary action shall be taken against the
user found guilty in this regard.
 The software used will have same version on all the machines across the companies.
 Need for additional software / licenses for existing software will be controlled by a
centralized body i.e. IT Department at Corporate Office. The requirement will be initiated by
the user through Business Head and submitted to IT Department. This will help to procure
software / licenses at a negotiated value in a better organized manner for the respective
locations and will also ensure compatibility amongst the other users / software.
10. Backup

Kamlesh Verma MD
The backup policy is to ensure Data protection on user systems. For the purpose of preventing
loss of data in the event of equipment failure or destruction, files are saved onto magnetic tape
or other offline mass storage devices.
The policy is as follows:
 All the users must keep the backup of their critical files in a network drive and a local drive
with the name “C:\Back Up\Folder Name” and save their files on a regular basis (at least
monthly) on external HDD.
 If for any reason a critical data needs to be backed up, the request should be mailed with an
approval from Reporting Manager to the IT Support Team and the HOD will monitor through
monthly report submitted by IT Support Team.
 File Transfer Protocol, commonly known, as FTP can be used for transmission of all types of
digital files over the Internet, irrespective of their size. Image files & multimedia
presentations, generally large in size, can be transferred in a compressed file format with
FTP hosting service.
 All mails on the server will be backed up,
The minimum Backup to be maintained in the organization is as follows:
For Servers:-
Tally : Daily on DAT Drive
SAP : Daily online – Production, Development, Quality
Every Sunday – Offline – Production
Every 15 day – Development
Every month – Quality
Emails: Exchange Database Backup – on Thursday & Saturday
Exchange User ID Backup – when mail box full
For any Network or Security Device, the running configuration should be in text before any
change is made. File name prefix should be by date.

Kamlesh Verma MD
11. E-mail Usage
 E-mail is provided to Alps Industries Limited employees in order to facilitate the execution of
their daily duties and responsibilities.
 Use of Alps Industries Limited Email-id is strictly limited for Alps Industries Limited’s
Business purpose only.
 Alps Industries Limited users are allowed to send emails to client domains only and are
restricted to send emails to public domains. Exception to this policy is strictly on the basis of
business requirements and justification as per the approval of the Business Head and IT
Head.
 Sending of Business related data to Personal e-mail ID is prohibited as this is considered a

breach of Information Security and will lead to disciplinary actions. Auto forwarding of Official
Emails to Personal E-mail ID’s through Outlook Application is also not allowed unless
approved by the Corporate Functional Head.
 Sending of e-mail containing defamatory, offensive, racist, anti-national or obscene remarks,

pornography, or any other objectionable material (including games, screen savers, .jpg or
.wav or .mp3 or .scr or .bin or .zip files or other software and shareware) is prohibited and
must be reported to the HOD / IT Support Team.
 Sending/forwarding unsolicited email messages or chain mails is prohibited.
 Sending sensitive corporate or customer data that is not approved under Corporate policy, is
prohibited
 The e-mails received from unknown users should not be opened and should be forwarded to
IT Support Team.
 All policy / guidelines with regard to e-mail usage are also applicable to any user who use
blackberry or similar devices to access official email on handsets.
 The Alps Industries Limited standard email signature format is as follows:

<<Employee Name>>
Kamlesh Verma MD
<<Designation>> [OPTIONAL]
Company’s Name
Location Address and Telephone/ Fax Numbers including extension
(If HO then the address of HO and related contact numbers)
If group resource-
57/2, Site IV, Industrial Area, Sahibabad, Ghaziabad (U.P)
Tel. +91-120 ---------
Fax +91-120 -----------
Mobile ---------------
Visit us: www.alpsindustries.com
E-mail: <<Employee-official-e-mail>>
 Alps Industries Limited Standard Email Signature and disclaimer statement should be
attached with all outgoing mails.
Standard Disclaimer is as follows:
” The information contained in this electronic message and any attachments to this message
are intended for the exclusive use of the addressee(s) and may contain proprietary,
confidential or privileged information. If you are not the intended recipient, you should not
disseminate, distribute or copy this e-mail. Please notify the sender immediately and
destroy all copies of this message and any attachments. WARNING: Computer viruses can
be transmitted via email. The recipient should check this email and any attachments for the
presence of viruses. The company accepts no liability for any damage caused by any
virus/trojan/worms/malicious code transmitted by this email. www.alpsindustries.com.com”
The font size for the Disclaimer is Verdana 10 with Automatic color selected and
Boundary margins outlined to distinguish it from the body of the email.

Kamlesh Verma MD
 Mailbox size limit has been defined for users as per the designation. Users should ensure
that their mailbox size is within the identified limits otherwise they will not be able to send or
receive mails. In case of problems users should contact the IT Support Team in order to
archive their old mails so as to keep their mailbox size within defined limits.
Mailbox Size: Attachment limit:
1.9 GB Normal Users 10 MB – Outgoing
3.8 GM Higher Users 10 MB – Incoming
 A unique email ID is assigned to the new entrant in the organization through HR with the
approval of HOD. The email ID of an employee is created in the format as under:
<First name>.<Last name>@<domain name>.com
or
the initials used by individuals.
Ranjan Kumar would be "ranjan.kumar@alpsindustries.com"
Similarly, Amit Kumar Buxi would be amit.buxi@alpsindustries.com
Duplication of email ID’s is not permitted. A unique email ID is assigned to
each user.
E.g. If xyz@alpsindustries.com already exists; then the new ID with

xyz1@alpsindustries.com will be created and likewise xyz2........
 The email ID of the resigned/terminated employees should be deleted within one

month from the date of separation after getting confirmation from the HODs. It is
mandatory for IT Department to seek approval of concerned employee’s HOD to
confirm the relevance of that data/ Email ID as per the Business needs and till it is
deleted, all mails will be forwarded to the HOD or person nominated by the HOD.
 Use of personal mail IDs for business purpose is strictly prohibited.
 Users are responsible for keeping the passwords of their mail accounts confidential and
must not disclose them to other personnel unless needed for work exigencies and
authorized by the Reporting Manager/HOD.
Kamlesh Verma MD
 Modifying the original contents of the mail while forwarding is prohibited.
 Deletion of mails related to the Business is strictly prohibited. Such action is considered as
detrimental to the Business and necessary disciplinary action would be taken. All users are
expected to maintain back up of emails in “Local” mode to avoid memory overrun.
 Only authorized users are allowed to send mass emails on “……….-All Users” email ID-.
a) Only Corporate Functional Heads & Unit Heads are authorized to send mass email
across the company.
b) The person authorized by the Corporate Functional Heads/MD is responsible for mass
emailing at unit level.
12. Internet Access
The purpose of Internet access policy is to define rules and regulations for Internet usage from
Alps Industries Limited Information Systems network.
 Internet facility should be provided with the approval of Business Head / Corporate
Functional Head / Unit Head as per the job requirements.
 The Internet should be accessed explicitly for Alps Industries Limited business purposes.
 Browsing Internet sites is allowed only through Firewall, approved by IT Department of Alps
Industries Limited.
 Accesses to sites related to gaming, entertainment, pornographic sites, job portals, Web
proxies etc. are prohibited.
 Accessing web based emails and chat sites/programs like yahoo, gmail, hotmail, rediffmail,
skype etc is prohibited.
 Downloading or uploading games, illegal software’s, songs, copyrights protected material

and virus-infected material, using Alps Industries Limited Information Systems Internet
connection and network resources is prohibited.
Kamlesh Verma MD
 Using personal proxies and anonymizers is prohibited.
 Attempting to gain unauthorized access to restricted files or networks, or to damage or

modify computer equipment or software is prohibited.
 No online storage accounts like yahoo briefcase must be accessed to store official
information.
 Access to various sites like trading, social Networking, Job Search related, is strictly
prohibited with accessibility to selected users depending on its utility in their job profile with
the approval of HOD.
 Using Internet connection to scan or initiate attack Alps Industries Limited Information
Systems network or any other networks is prohibited.
 All internet traffic is monitored, logged & tracked by Alps Industries Limited IT Department.
 In case of any virus attack, user should contact IT Support Team immediately.
 All Internet access policies are also applicable to users who have been issued mobile
handsets or blackberry devices with Interneet access.
13. Acceptable Network Usage
Users of Alps Industries Limited network resources must abide by the guidelines outlined in the
following paragraphs. Failure to follow this acceptable network usage policy may result in a
termination of network access and possible disciplinary action.
 Web access is provided to employees at Alps Industries Limited in order to facilitate the
execution of their daily duties. At no time should employees access pornographic sites or
any other site that could cause embarrassment or liability to Alps Industries Limited
Information Systems.

Kamlesh Verma MD
 Employees must not install, use, or access any hacking, probing, or network Monitoring
tools including but not limited to port scanners, packet sniffers or Password crackers.
 Employees must not install, use, or access any encryption hardware or software without
approval of concerned HOD and IT Department.
 At no time should employees attempt to hack into or access workstations of other users or
network resources to which they do not have access. If access is required in order to
conduct business, a request for that access must be sent to the IT Support Team for
validation and fulfillment.
 Though Cyber PC is provided with open access to the internet but all employees should
make sure that the usage on these systems is as per the Internet access usage policy.
 Workgroups are created across the network where members of a workgroup assume the
same workgroup name. Once workgroup is created, it is visible in ‘My Network Places’. The
same computer can also share its resources and access the shared resources of computers
in that workgroup.
14. Confidentiality
One must not use the Company’s IT and communications systems whether alone or in
conjunction with any other device to make an unauthorized disclosure or copy of confidential
information belonging to the Company.
 The unauthorized disclosure or copying of information belonging to the Company will be

liable for appropriate disciplinary action.
 Such confidential information shall include without limitation details of:-
a. Business contacts, associates, lists of customers and suppliers and details of

contracts with them
b. Identities of potential customers and suppliers
c. Sales, expenditure and buying/pricing policies including details of percentage mark-up

of profits and discounts

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d. Proposals, plans or specifications for the development of the existing products and of
new products to be sold or developed
e. Accounts, trading statements, statistical information and other financial reports
f. Corporate and marketing strategy, business development plans, sales reports and
research results and forecasts
g. Details of the employees and officers of the company and their remuneration and other
benefits.
h. Presentations, tenders, projects, joint ventures or acquisitions and developments

contemplated, offered or undertaken by the Company, MIS Reports, etc
i. Any other information which is of confidential nature and whose disclosure can
adversely affect the business / reputation.
15. Data Theft Prevention/Media Disposal
 Write enabled disc (CD/DVD) drives will be removed from user’s workstation. If there is an
occasional need for an employee to store some information on a disc, necessary approval is
to be sought and only appointed administrator has access to machines with disc writing
capabilities.
 Possession and usage of removable media such as MP3 players or Flash drives is
prohibited. By default the USB ports of the user’s will be blocked and depending on
business requirements, it would be unblocked for certain users with the approval of HOD.
 Papers containing important & confidential business information should be destroyed

preferably using paper shredders.
 Optical mass storage and rewriteable media, including compact disks (CD, CD-RW, CDR,
CD-ROM), optical disks (DVD), and magneto-optic (MO) disks, tape, hard drives, flash
drives, etc, must be destroyed by pulverizing, crosscut shredding or burning with the
approval of the concerned HOD.
16. SAP Security, Access and Authorization

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SAP Access and authorization for Server level and Package Level have been defined for
different servers.
17. Change Management
The purpose of change management is to manage changes in a rational and predictable

manner so that staff and clients can plan accordingly.
 A committee would be formed at the beginning of the financial Year comprising of the
members of the IT Team. The role and responsibilities of this Change Management
Committee would be :
1. Planning the Change.

2. Testing the Change.
3. Obtaining approval to move forward the change through Change Request Form.
4. Execute the change
5. Record the change by maintaining change log forms.
 The change to the IT resources is done in a planned manner. Users are informed through
email about the maintenance window when maintenance, such as patching software or
upgrading hardware components, is performed. Clearly defining a regular maintenance
window is advantageous as it provides a time schedule when users should expect service
disruptions.

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18. IT Asset Movement (existing Assets)
Movement of any IT asset, sent for repair or for temporary use at any Alps Industries Limited
location involves the prior permission from the IT Department and needs to be accompanied
with a valid Gate Pass issued by the IT department, the copy of the same Gate Pass has to be
kept with the security people.
The record of all assets has to be maintained in a register kept at the Main Gate. The same
Gate Pass has to be shown again at the gate on return with that particular asset. The security
people at the main gate need to check that Gate Pass with the IT asset to be returned.
At Corporate Office / Marketing Office, the monitoring of the movement of assets will be done by
security people at Main Gate with intimation to IT.
At Plant level, such movements is to be monitored by Stores Department, who will keep the in &
out record of assets, being sent for repair/replacement and will inform to the respective IT
representative.
19. Asset Management
19.1 Definition
The term Asset Management is used in these guidelines to mean the comprehensive
management of asset demand, planning, procurement, operation, maintenance, rehabilitation,
disposal and replacement to maximise the return on investment at the required standard of
service to current and future generations.
19.2 Objectives
a) To facilitate the overall management of risk for all assets including all IT related equipment
and software for the organization

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b) To improve asset utilization, identify and remove problem assets and those assets which are
dormant avoiding redundant maintenance and warranty coverage.
c) To generate and maintain an accurate and current IT Asset Register of all IT and IT related
equipment and software
d) To ensure the organization fulfils its legal, statutory and audit requirements in relation to IT
and IT related equipment and software.
e) To provide appropriate management information in relation to IT and IT related equipment
and software
19.3 Process and Asset Lifecycle
The asset management process is continuous through the lifecycle of an asset.
The process involves:
a) setting or reviewing service levels;

b) planning for asset or non-asset solutions;
c) procuring assets;
d) operating assets;
e) maintaining assets; and
f) renewing or disposing of assets
It’s important to know about the Asset Lifecycle before describing tracking and managing
assets, since the asset management will take place within the context of this lifecycle.
Procurement Deployment Usage Decommission
Upgrade Salvage
Disposal
Asset Lifecycle
The first phase in the Asset Lifecycle is Procurement. When an asset is procured, it enters the
asset management system and begins to be managed. Ideally, the procurement system should
feed the asset management system the data on the new asset as soon as the Purchase Order
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is completed and the receiving organization should acknowledge receipt in a way that confirms
the asset in the Asset Management system and notifies the purchasing system so that payment
can be made.
The second phase of the Asset Lifecycle is Deployment. When an asset is deployed, the
system should be updated with relevant data such as location, responsible party in the
organization, configuration, vendor, warranty / AMC, Insurance and any other data that will be
useful in managing the asset. The location may be a physical location or simply a link to some
other asset that contains the asset being deployed
The third phase of the Asset Lifecycle is Usage. Usage is not simply a static flag but could be
redeployment of asset if it is not being used.
From time to time, the asset in question might be upgraded in some way.
When an asset is no longer being used, it is Decommissioned. Decommissioned assets may

still be useful to the organization, in which case they can be redeployed.
If not, they are likely to have some Salvage value and the asset management system should
track them until salvage has been completed and the asset is disposed.
19.4 Procurement
All Capital expenses will have to be sanctioned by appropriate approving authority. However
expenses of non Capital nature may be approved by the Business Head / Unit Head within the
approved budgeted limits. In case such expenses fall beyond the approved budgeted limits, it
would require to be sanctioned by the Managing Director.
19.4.1 Indenting And Approval of Purchase
Indents covering the requirements for equipment, components, raw materials and all types of
items/materials/services needed by the Divisions/Units shall be prepared in the format

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prescribed and shall be sent to the Unit Head or the sanctioning authority of the particular
location.
Indents will have to be approved by the authorities in the organization to whom appropriate
powers have been delegated.
Indents for items of equipment and items of a proprietary nature (ie, when a particular make or
model of an equipment or product of a particular manufacturer is indented) should be supported
with sufficient technical justification for choice of the proprietary make. Such indents shall be
approved by only those officers who are delegated specific powers by the Unit Head for
proprietary purchases of items.
19.4.2 Vendor Selection Process
Purchaser would quote for any service or any item before placing the order from the vendors
and would be evaluated and selected on the basis of the following parameters:
1. Quality of Service and Support offered (based on a Reference Check)

2. Competitive Price offered
3. Reputation of the agency.
4. Past experience at Alps if any
If multiple parties for supply of such goods are not available, quotations should be obtained from
at least 2 parties before deciding. If competing products are not readily available the IT
department in consultation with the concerned department would negotiate the prices and
decide after the overall budget is approved.
If any of the vendors is blacklisted by any of the IT team members; the information regarding the
same has to be passed on to every team member and the same vendor won’t be entertained by
any of the group resources.
19.4.3 Mode of Purchase
19.4.3.1 CASH PURCHASE

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Purchase can be made on cash payment basis, subject to approval by authority specified for
this purpose
19.4.3.2 TELEPHONIC QUOTATIONS
Where the value of an item or items of similar nature covered by an indent to be purchased at a
time does not exceed Rs.5000/-, quotations by telephone can be obtained from at least 3 firms
(unless the source of supply is less than three).
19.4.3.3 PURCHASE ORDER
A Purchase Order (PO) would be raised to the vendor who has provided the quotation and in
the name of the authorized person of that organization.
The PO should clearly state the goods / services sought, the quantity, rate and total value. All
taxes should also reflect clearly in the order.
If possible, a time line of the various milestones to the completion of the activity and scope of
work document must be attached.
Only the competent authority must authorize the Purchase Order.
Terms and Conditions must specify the following –
 Date of delivery of goods/services

 Implementation of the goods/services
 After Sales Service and Support Details
 Annual Maintenance Contract Details where applicable
 Confidentiality Clause
 Payment Terms
19.5 Asset Movement (new purchase)

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All assets including IT Hardware or Software must enter the site with a valid delivery challan
(from the vendor) and a Gate Pass prepared by our Security Guards.
The Gate Pass must contain the following details –
a. Name of Vendor
b. Item being delivered, Physical Quantity of item being delivered (no. of boxes –)
c. Date of delivery
The IT Staff must take delivery of the goods along with the Delivery Challan and the Gate Pass.
Both the documents must be verified with the contents.
The IT Hardware / Software must be physically verified on installation for the contents against
those mentioned in the Purchase Order and the Delivery Challan.
The PO, Gate Pass and the Delivery Challan must be filed in an orderly manner.
19.6 Payment Terms Guidelines
The Payment Terms should be so designed that the monetary risk is minimal for the
Organization at the start of a particular project. We should try to keep part payment pending till
the successful completion of the project.
All payments must be made only against the signoffs provided by the internal project manager
in the Asset Receipt Form.
All payments should be made against a proper invoice and within at-least 10 working days of
receipt of the invoice. This should be clearly mentioned in the PO
Payment must be made only upon installation and testing of the said item.

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Any invoice sent to the accounts for payment must be accompanied by the Purchase Order,
Gate Pass , Delivery Challan and asset receipt form duly signed by the purchaser..

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19.7 Asset Register
An Asset Register should be generated and maintained by concerned Department which will
seamlessly embed existing systems across the organization without duplication. This Register
may include all the assets including IT and IT related equipment and software.
The Register and related information will be used to generate management information for the
organization including:
a. Improve forecasting and budget allocation
b. Improve procurement decisions by provision of information to assist in the determination

of such issues as the cost / benefits and risks of lease versus purchase options.
c. Improve planning and flexibility of technology upgrade.
20. Printer Usage
 Prints should be taken only if necessary. Each user would be assigned a unique username
and password for printing documents. The default limit for printing purpose is 100 pages. In
case the limit is exhausted, the user needs to take approval from concerned HOD for
increasing the limits / for bulk printing.
 Bulk printing of manuals, e-books etc must be authorised by Corporate Functional

Heads / Unit Heads and should be informed to IT Department. These must be
printed on both sides of the paper.
 Printing of any Business related / confidential information is restricted.
 Color printing is restricted. In case of any genuine business need, color printing is allowed
in a centralized place in the IT Department with prior approval of the Corporate Functional
Head / Unit Head. IT department will keep the log of the same.
21. Record/Data Retention

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The Data Retention Policy is useful that deal with the issue of maintaining information for a pre-
determined period of time. Different types of data require different lengths of retention. In
addition to describing how long various types of information must be maintained, retention policy
usually describes the procedures for archiving the information, guidelines for destroying the
information when the time limit has been exceeded. Data archiving must meet any business and
legal or regulatory requirements as acceptable by the organization.
The periodicity of data retention is mentioned in the Data Retention Schedule.
22. Power Consumption Optimization
Computers and computer peripherals consume dramatic amounts of electricity every year,
draining the budget and contributing to greenhouse gases.
IT energy consumption represent between 10% and 30% of an organization’s overall energy
consumption.
Here are a handful of ways to economize the power consumption and save money while saving
the environment and the mother earth:
a) Switch off PCs and avoid overuse:
A running computer consumes between 195 and 305 watts, while a computer in suspend mode
can consume as little as 10 watts.
b) Use a Power Strip.
Peripherals (like printers, audio systems, monitors) should be plugged into a power strip or UPS
which can be turned off when these equipments are not in use.
c) Lose the brick.
Once the laptop or notebook computer is fully charged, unplugging the recharger from the wall
will save some electricity. As long as the computer is in suspend mode or some other low- or
no-power mode, it won't need to be plugged in again for hours.

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d) Lose the CRT.
LCD monitors use 60% less electricity than the older CRT type. In case of any CRT monitor,
users should get in the habit of turning off the CRT's power switch every time leaving the
workstation for more than a few minutes.
e) Check power saving options.
Printer or external hard drives should have power-saving modes.
23. Training
Regular trainings for the IT persons and the users are organized to upgrade their skills time to
time for meeting the business requirement.

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24. Incident Management
The purpose of the Incident Management Policy is to describe the requirements for dealing with
computer security incidents. Security incidents include, but not limited to, virus, worm, and
Trojan horse detection, unauthorized use of computer accounts and computer systems as well
as complaints of improper use of Information Resources as outlined in the IT Policy.
The Alps Industries Limited Incident Management Policy applies equally to all individuals that
use any Alps Industries Limited Information Resource.
An Incident Response Team (IRT) would be formed at the beginning of the financial Year
comprising of the members of the IT Team who will respond to the incident as per severity. At
Alps Industries Limited Company, incident severity is defined into three categories viz. IR1, IR2
and IR3; the definitions of each are mentioned in the SLA (Service Level Agreement) sheet.
 Alps Industries Limited IT Department will establish and provide overall direction to an Alps
Industries Limited Incident Response Team (IRT).
 Alps Industries Limited IRT members have pre-defined roles and responsibilities which can
take priority over normal duties
 Alps Industries Limited IRT will develop incident response procedures and test them on a
regular basis
 Whenever a security incident such as a virus, worm, hoax email, discovery of

hacking tools, altered data, etc. is suspected or confirmed, the appropriate Incident
Management procedures must be followed.
 The IRT must report the incident to:
a) A committee comprising of CFO, IT Head and the HR Head.
b) Any affected customers and/or partners
c) Local, state or federal law officials as required by applicable statutes and/or regulations
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 Alps Industries’ IT Department will coordinate communications with any other outside
organizations
 All suspect activity including but not limited to possible security incidents must be reported to
Alps Industries’IT Department immediately.
25. Disciplinary Action
Any abuse, compromise, or damage caused due to violation of the provisions of the IT Policy by
the users will be subjected to Disciplinary action.
26. Budget
To ensure this policy to be implemented properly, necessary budget provision will be made in
consultation with the Corporate Functional Head / Unit Head / CFO and approved by the
Managing Director. This will be co-ordinated by the IT Manager.
27. Implementation / Enforcement
 A committee comprising of CFO, IT Head and HR Head would be responsible for effective
management of the IT policy and its implementation.
 The committee would be responsible to keep the Chairman/Managing Director updated on
any changes in the IT policy and its implementation.
 Any decision related to the IT expenditure/ budgetary approval would come under the
jurisdiction of this committee.
 The quarterly audit would be carried out by a team nominated by the above committee to
ascertain the efficacy of the IT policy.
 The Insurance of all the IT assets would be the responsibility of the committee.
28 Important Documents/Reports/Forms

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Sl. No. Description File
1 Gate Pass
GATE PASS
2 Resource Allocation Sheet
Resource Allocation
Sheet
3 Software Requisition sheet
Software-Requireme
nt-Sheet
4 Hardware Requisition Sheet
Hardware-Requireme
nt-Sheet
5 Change Request Form
Change Request
Form.doc
6 Change Log Form
Change Log Sheet
7 SLA Sheet
SLA
8 Escalation Matrix
Escalation Matrix
9 Asset Issue Receipt
Asset Issue Receipt

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10 Email ID Creation Form
Email ID Creation
11 Records Retention Schedule
Records Retention
Schedule
12 Fixed Asset Register
Fixed Asset Register
13 Expenditure Proposal Format
Expenditure Proposal
Format
14 SAP Security (Server Level)
SAP Security System

Parameters.xls
15 Responsibility Matrix
Responsibility matrix
The policy is subject to changes based on Management’s right to modify, add, delete, and
amend any of the clause

Kamlesh Verma MD

HR Manual 2019

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HR Manual 2019

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Title Document No. Edition No.

HR Manual ALPS/HR Manual R0

ALPS INDUSTRIES LTD

Prepared by Approvd by Date

S.NO. CHAPTERS PAGE NO.

4 MANPOWER PLANNING & RECRUITMENT POLICY

5 EMPLOYEE REFERRAL POLICY

7 PROBATION COMPLETION / CONFIRMATION POLICY

17 GROUP PERSONAL ACCEDENT INSURANCE

18 UNIFORM POLICY FOR SECURITY STAFF

Prepared by Approvd by Date

Prepared by Approvd by Date

1.2 SCOPE / ELIGIBILITY

This guideline / policy is applicable for all employees in the Company.

1.3.1 MANPOWER REQUISITION PROCESS

1.3.1.2 Any requisition in absence of above will not be entertained.

1.3.2 SELECTION / RECRUITMENT PROCESS

Prepared by Approvd by Date

Institutes to be covered, the Selection List is declared at the campuses.

1.4 ANTECEDENT VARIFICATION

1.4 LETTER OF INTENT (Offer Letter)

1.6 APPOINTMENT LETTER

Prepared by Approvd by Date

Prepared by Approvd by Date

ALPS INDUSTRIES LIMITED

RECRUITMENT POLICY for Workers

Prepared by Approvd by Date

Name & Designation

2. The said Candidate will report to

3. Candidate will have how many

4. The vacancy has

(give details of the said employee)

 Due to creation inception of

7. Any specific experience :

8. Key words, specific to the

Prepared by Approvd by Date

skill set/ previous companies :

10. Preference, if any :-

11. Salary range to be offered :

12. Salary range of existing employee

13. Target dates:-

 to conduct the interview :

14. Who from shall scrutinise

15. Selection Panel :

16. Brief Key result areas/

17. Any other requirement/

The above requirement is Approval by :

Prepared by Approvd by Date

Format Updated on 14.05.16

Ref: ALPS/HRM / Date : ___________

Dear Mr./Ms. ________

4. MEDICAL FITNESS & VERIFICATION OF PARTICULARS:

Prepared by Approvd by Date

5. DUTIES AND RESPONSIBILITIES

Prepared by Approvd by Date

6. TERMINATION OF PERMANENT SERVICE

Prepared by Approvd by Date

i) Notwithstanding anything contained hereinabove or elsewhere, it is specifically agreed that on

For ALPS INDUSTRIES LTD.

______________ __________________ _____________

Prepared by Approvd by Date

NAME : MR./MS. _____________

DESIGNATION / DEPTT. : ____________ / ____________

_

DESIGNATION / DEPTT. : /

Date of Birth : Qualification : Basic :_ CTC ___

Basic :_ CTC ___

Date of Birth : Qualification : Basic :_ CTC ___