Employee Blue Book

EMPLOYEEBLUE BOOK www.fgsindia.com

CONTENTS 1. VISION 2. MISSION 3. Objective 4. Culture 5. Values

WELCOMEDear Member,Welcome to Our Team !!We look forward to the opportunity to work with you and want you to know that we recognize youour most valuable resource. Our continued success in providing the highest quality of Training,employment services to our Trainees depends on having high quality people like your. We want youto enjoy your time here and we are committed to helping you succeed in your new job.We have prepared this Bluebook to answer some of the questions that you may have concerning toFrontline and its Policies. This Bluebook is intended solely as a guide. Read this thoroughly. If you havequestions about anything, contact human resource manager.We hope you nd your time with us to be an enjoyable and rewarding experience. Once again,welcome to FRONTLINE. Best wishesh!! Shweta Singh Chaudhary Chairperson & CEO

“WE are dIFFERENT”Title: Organizational Standard Code of Conduct Department: HRDObjective: Understanding the code of Conduct to be followed fororganizational Practices and Work Culture.KEY HIGHLIGHTSThe following Rules and Regulations shall apply to all the employees of the Organization while in the Organization's premise at alltimes including break times and overtime:1. Each employee must act in accordance with the company's policies, orders, rules, regulations, guidelines etc. applicable from time to time.2. The Company expects each employee to maintain proper decorum. Employees are expected to conduct themselves on the job in a manner that contributes to operating effectiveness, productivity, safety and a harmonious work environment.3. The duty must be performed in good faith and a brief reporting of the work done in the entire day must be given to the head office.4. No employee shall be under the influence of or using alcoholic beverages during the work hours. Chewing tobacco or pan masala is strictly prohibited. If found the staff will be penalized.5. You are required to be at your appointed work place and ready to begin work at the appointed starting time. Irregular attendance or tardiness will not be tolerated and may result in termination.6. Employees who will be late or absent from work must inform HR and their reporting head at least two (2) hours prior to normal starting time by message or call. No excuses will be considered in any case.8. Dress code is to be followed strictly. Employees must wear their uniforms at locations where uniforms are given. You are expected to look neat and presentable while on the job. Employees must wear their ID card.9. An increment based on individual performance may be given every year.10.If employees do not meet the company's expectations of performance or conduct; necessary corrective action may be taken. It is within management's discretion to determine what measure would be appropriate under each circumstance.11. Employees on overtime must ensure that all lights, air-conditioner's and Equipment's are shut off when they leave the work place.12. Management will take strict actions if any employee is found continuously chatting or playing games during the working hours.13. Employees can receive their personal calls but it should not disturb others present there. Employees are not allowed to stay on personal calls for too long during the working hours and consuming their productivity timings.14. (a) English has been made the standard of communication. 15. (a) Use of office First Step automation, phones, HR (b) However when talking in homogeneous courier, stationery etc.) groups that speak a particular vernacular For any personal purpose tongue or when conversing with peons is is restricted. If in the rare always an exception. circumstance, you need to use these resources but with written prior approval from your Reporting Manager or HR. (b) Negligence to this will result in the necessary salary deductions.

“WE ARE DIFFERENT”Title: Physical Appearance & Presentation Department: HRDObjective: Setting standards for physical appearance and presentation withhelp organization to setup professional standard.A UNIFORM§ Shoes – Black – Shoes must be Black and Socks must be dark, preferably Black§ Trousers & belt – Carbon/Dark Blue trousers only. Trousers must be long enough to touch the top of the shoe. Solid color brown belts must be worn with pants that have belt loops.§ Shirts – Shirts must be in good condition, not soiled or stained. Shirts must fit at the sleeves.§ Appearance – Clean and well groomed hair. Hair pulled back off the shoulder. Well-groomed hands, fingernails and fingernails polish. Facial hair should be neat and well trimmed.§ Accessories – No excessive cologne, perfume, make up or jewellery. No Hat or unauthorized buttons can be worn.B IDENTITY CARD§ Wearing ID Card is mandatory clause while working hours and within working premises and even during any official event.C ACCESSORIES§ It is advised to carry a Pen & Hanker chief with you to be accurate and prompt to emergencies.NOTE: “On saturday employees can wear proper casual attire “

Title: Morning & Evening Meeting Department: HRDObjective to Learn: To Plan for the days work, setup goals, targets &thereby review progress & accomplishment of targets & thereby plan forthe next day.D PROCEDURE Timing Activity for Morning Meeting 09:00 -09:15 HR 09:00 –09:20 HR Assembling of Team at one decided place. Each member will remind/recall their days plan for 8 hours which will 09:20-09:25 be pre written during previous days evening meeting In their respective DPR Copies Listening to a motivational Song for Starting day with +ve energy Activity for Evening Meeting TimingAssembling of Team at one decided place 5:15 to 5:30Reporting analyzing, taking by supervisor, etc. activities to be As Per Dayconducted. ScheduleNext days plan should be written in DPR for next day/ Mentors are As Per Daysupposed to write their session plan along with DPR. ScheduleNote :§ No Senior/supervisor's role to be played in morning meeting.That means that during morning meeting No Command.§ Clicking of Photograph Professionally by any person who is not part of meeting & posted designated whatsapp group regularly.

Title: Official Working Hour Policy Department: HRDObjective: So know the start and finish time of every work culture.OPERATING AUTHORITIESAll EmployeeKEY HIGHLIGHTS:“Leave cannot be claimed as a matter of right but it is a privilege given to an employee” – Issued byHRD FRONTLINEATTENDANCE (OFFICE TIMINGS AND EXIT RULES):§ There will be total six work days in weeks for employees with a week off on Sunday.§ The work timings are 8:45 to 5:45 hrs. with a grace of 15 minutes in the morning. Any employee who comes after 9:10 shall be marked late. Morning and evening photo have to be sent by this time. Evening photo in mandatory.§ Any employee who is late/early pack up thrice in a month due to valid reason, No salary will be deducted. In case fourth day of late/early, half day will be deducted and each next late or early, half day salary will be deducted.§ Biometric norms are to be followed where every employee has to punch in and punch out once in a day. In case the employee leaves the premises during the day for some work he is supposed to punch out and on return punch in again.§ The official lunch break will be between 02:00 to 2:30 Hrs. During Attendanceday time there will be 10 minutes of tea break on first and second half of working day. In any circumstances when you need to break for lunch at a different time, you may do so in a considerate manner such that visitors to the office and/or your colleagues are not inconvenienced in any way.

Title: Communication Policy Department: HRDA: Email CorrespondenceObjective: It will enable smooth functioning of the organization ifCommunication will be followed as per the standards set.OPERATING AUTHORITIESAll Email User'sPROCEDURE:§ All Departments will use Email as official conversation mode for exchanging Information, requirements, follows up etc.§ All email shall be sent with CC to all other persons who needs to be informed.§ CC marks are used for keeping the people informed about any activity circulated§ If Email over any one issue is not resolved, then it shall be re written in chain mail, Instead of writing a new fresh email.§ Email should be acknowledged with a thanks-giving Note [if the task circulated is accomplished]. Every email that is written with some agenda/ work is like a File that is opened; so it should be closed by acknowledging a thanks-giving note.§ Subject of Email should be written wisely. So that it becomes easy to track if we again look back to re write the email for find for reference.§ Every member should write email with some Reference No with subject, and one excel record should be maintained with the emails written. To see that any task circulated is not left unattended.§ Professional language's words should always the used while communication in these groups.§ In case of work photographs or event photograph proper body language should be used.

“WE ARE DIFFERENT” Department: HRDTitle: Communication PolicyB: Whatsapp CorrespondenceObjective: To set up standard's for Whatsapp communication.OPERATING AUTHORITIESAll employees on Organizations Whatsapp Group.PROCEDURE§ All Organizations whatsapp group are named with subject. The decorum of the subject should be followed before posting any information, picture or matter on these group.§ Professional language, words, or body language shall be maintained while posting anything in official whatsapp.§ Postings of massage shall always be authenticated with proper signature of the person who initiated post.§ Selected, useful, informational post should be published in groups§ No personal chat shall be allowed in these groups, for one to one discussion personal window is always available.§ Repeated messages should not be posting group similar member's.NOTE: Your one ping will distract 100 people on board on one group, so youcannot post anything which is unwanted, personal, distracting, mis attired.

Title: Review & Reporting Policy Department: HRDObjective: To be prepared, accurate, ready to learn thediscipline of reporting use for monthly Review.OPERATING AUTHORITIESAll EmployeesPROCEDURE A STAGE A – DAILY REVIEW All Employee All Employee All Employee All Employee All Employee

1st Supervisor 2nd Supervisor above 1st senior to review 3rd Supervisor above 2nd senior to review 3rd Supervisor above 2nd senior to review 2nd Supervisor HR Department to Review Management to Review HRD ReviewHRD + Management HR DepartmentHRD + Management + Organization

Title: Leave Policy Department: HRDObjective: There have to be standard principles of Leave seeking,recording and rejoining processes for the organization.KEY HIGHLIGHTS:“Leave cannot be claimed as a matter of right but it is a privilege given to an employee” – Issued byHRD FRONTLINE§ In probationary period the employee is not entitled for any leave. In case of emergency, he/she need to inform to reporting authority marking a CC to HR.§ Any uninformed leave will lead to double deduction of salary.§ All confirmed employees will be given a total of 12 Casual leave (On each 20 days of working in the month) and 12 days Festival leave as per list in a Calendar year. Employee has to inform well in advance about his leave plan duly approved by reporting Authority.§ The list of these holidays is announced in the last week of December for the following year. Different locations may have different list of public holidays.§ Any leave for more than a week will be considered as long leave and has to be planned at least a month before. Leave for more than a week has to be planned two months in advance, with your Reporting Manager, this will help prevent disruption in work in your absence.§ Unauthorized leave could lead to deduction of salary and /or deduction of accumulated leave from the concerned employee. This will also be reflected on the employee's record during appraisals.

Leave Seeking Procedure Department: HRDObjective: Knowing the Procedure will enable employee to manage a swift operation.Scope: Organizational Geography & Official working days and HoursOPERATING AUTHORITIESAll EmployeesProcedure:1. For seeking leave an internet user will email & non internet user will write an application by the following process. The applicant will write minimum 5 days before seeking leave. (A) TO: (1ST Senior) (B) CC: (HR Dept. – HR's [email protected]] (C) Subject: Requesting Leave for (date to date) for (Write reason of seeking leave)Acceptance of Leave and Grant of Leave1st supervisor should reply back before the requested time for leave. On acceptance of leave, applicantmay enjoy the leave.IMP Note: 1st Senior shall reply back with of leave, the senior shall take decision, taking his senior inloop, by marking CC in the reply of acceptance or non-acceptance of leave. 2nd supervisor and hr maysuggest on the situation but the discretion/decision of approval or non-approval lies with the 1stsupervisor.PROCEDURE OF ACTION FOR NOT RESPONSE OF ABSCONDING EMPLOYEES:Day 1: Email about call for explanationDay 2: Reminder email for suit of actionsDay 3: Information about organization declaring the candidate as absconding.Day 4: Final absconding confirmation mail will be issued from hr department to the official ID of candidate, treating the email to be an acceptance of auto registration from the absconding candidate.

Title: Daily Productivity Report Making Department: HRDObjective: Understanding Procedure of writing Daily Productivity Reportfor self-analysis of work allocated by seniors and self-planning.OPERATING AUTHORITIES1. All EmployeesProcedure:Knowing DUMP DATAThis is to dump all the tasks allotted, or self planned, pending etc.We will use Dump Data by understanding the following:1. Year - The current Financial Year2. Month – The running month.3. Employee Name : Name of the owner of DPR4. Sl.No. – Serial order5. Dump Data – Particular – Narration of the work planned or allocated randomly6. Due Date – Planning to do the work by what estimate timeline7. Responsible Person – Writing the person responsible to do the task, if the task is allocated to someone; if not then will write our name.8. Status – May we use pencil to update the recent update of the particular task.Note: We have 10 Pages for Dump data, which will suffice monthly requirement.

Title: Employment Terms & Conditions Department: HRDObjective: To provide clear and transparent terms and conditions ofemployment which are in tandem with all leagal norms.Scope: Every Member of the Organization who holds an important position.OPERATING AUTHORITIESAll EmployeesKey Highlights:All the employees in the organization will be classified under the following heads.A Permanent EmployeeIs one who is employed at a permanent post andincludes any person who has satisfactorycompleted the prescribed period of probation inthe same or higher or equivalent category in theoffice, and has been confirmed in writing.B ProbationerIs one who is provisionally employed to fill a Seeus @fgsindia.compermanent vacancy and who has not completedthe period of probation of 03 [Three] months orsuch extended period.C TraineeIs one who is engaged essentially in acquiring the skill sets required for the job assigned to him/ her,provided that the period of such learning shall not exceed two (2 months). He/She shall have no right toemployment after the completion of the training period.D Casual EmployeeIs one who is engaged essentially in acquiring the skill sets required for the job assigned to him/ her,provided that the period of such learning shall not exceed two (2 months). He/she shall have no right toemployment after the completion of the training period.This document is meant for private circulation only. Sharing of this document will to deemed asindiscipline & necessary punitive action will follow.

FRONTLINE GLOBAL SERVICES 'SKILLING DIL SE'STATEMENT OF UNDERSTANDINGA statement of understanding provides documentation that the employee has read,understood, and agreed to the organization’s policies. This approach is particularlyrecommended where contravening the policy could result in harm to the employee (e.g.,requirements to wear protective equipment when working) or where disciplinarymeasures could result from not following the policy (e.g., harassment). If you take thisapproach, you must have a plan for consistently ensuring that all current and newemployees receive a policy orientation and sign a statement and that they do this everytime there are significant updates to the policy. As a signed statement of understandingcould form part of legal documentation you should have your template reviewed by alawyer.I, _____________________________________________________________________________________________________________________________________________, hereby acknowledge and declarethat: Print Name (i) I am aware that Frontline policies are available to me on the intranet/in the employee handbook, upon request to the appropriate department responsible for operation of the policy, or upon request to my manager. It is my responsibility to familiarize myself with these policies. (ii) In addition, I confirm that I have received, read and understood the following policies: [List all policies that have disciplinary measures for noncompliance, or could result in harm to the employee if not followed] (iii) I agree to conduct my activities in accordance with Frontline’s policies and understand that breaching these standards may result in disciplinary action up to and including termination or other legal remedy available to the organization.____________________ ____________________ Date Signature

Frontline thank you for going through this guideline for theattainment of the Organizations objective.All employees are welcome to give their valuable suggestion &feedback!All employee must strictly adheres to those guidelines.We wishes you all the Best!