Company Address

PREPARED
By

-1-

TABLE OF CONTENTS
SECTION -1

5-7

1.1
INTRODUCTION
1.2
Organization Description
1.2.1 Services Provided
1.2.2 Facilities and Location
1.2.3 The history
1.2.4 Vision
1.2.5 Mission
1.3
Introductory statement
1.4
Customer Relations
SECTION -2
2

2.1
2.2
2.3
2.4
2.5
2.6

7-11

Employment
Nature of Employment
Employee Relations
Equal Employment Opportunities
Business Ethics and conducts
Conflict of Interest
Non-Disclosure

SECTION -3
15
3
Employment Status and Records
3.1
Employment categories
3.2
Access to personal file
3.3
Personnel Data Changes
3.4
Probation Period
3.5
Employment Applications
3.6
Performance Evaluation
3.7
Job Descriptions
3.8
Salary Administration
SECTION-4
16
4
Time Keeping/Pay Roll
4.1
Time Keeping

11-

15-

-2-

4.2
4.3
4.4

Pay days
Employment Termination
Administrative pay correction

SECTION -5
5
Working Condition
5.1
Visitors in the work place

-3-

17

FORWARD BY MD
On behalf of our Management, I welcome our staff to Company Name
and wish them every success.
We believe that every employee contributes directly to the growth and
success of the company and I hope our employees will take pride in being the
member of our team.
We believe that professional relationships are easier when all employees are
aware of the culture and values of the organization. This guide will help to
understand better regarding the vision for the future of our business and the
challenges that are ahead.
We hope that your experience here will be challenging, enjoyable and
rewarding.

Again, welcome!

-4-

SECTION - I
1.

INTRODUCTION

This H R policy is designed to acquaint you with Company Name and

provide you with information about working conditions, benefits, and
policies affecting your employment.
The information contained in this H R policy applies to all employees of Company
Name]. Following the policies described in this H R policy is considered a condition of
continued employment. However, nothing in this H R policy alters an employees status.
The contents of this H R policy shall not constitute nor be construed as a promise of
employment or as a contract between the Company and any of its employees. The H R
policy is a summary of our policies, which are presented here only as a matter of
information.
1.1

ORGANIZATION DESCRIPTION

1.1.1 SERVICES PROVIDED

You will find more information about our services and activities by reading our
Brochure.
1.1.2 FACILITIES AND LOCATIONS
Main Office:
Phone/Mobile

Address/Locality
Landmark
Contact Person
Email
Website
Working Hours Monday - Friday: 9 AM - 6.30 PM
Saturday 9.30 AM 2.30 PM

-5-

1.1.3 THE HISTORY

1.1.4 VISION

1.2.5 MISSION

1.2

INTRODUCTORY STATEMENT

This HR policy is designed to acquaint about Company Name ., and provide

information about working conditions, employee benefits, and some of the
policies affecting employment. To read, understand and comply with all
provisions of the HR policies. It describes many of the responsibilities as an
employee and outlines the programs developed by Company Name to
benefit employees. One of our objectives is to provide a work environment
that is conducive to both personal and professional growth.
Company Name Ltd continues to grow, as the need may arise and reserves
the right to revise, supplement or rescind any policies or portion of the HR
policies from time to time as it deems appropriate in its sole and absolute
discretion. Employees will be notified of such changes to the HR policies as
they occur.

-6-

1.3

CUSTOMER RELATIONS

Customers are among the most valuable assets. Every employee represents
Company Name Ltd to our customers and public. The way we do our job
presents an image of our entire organization. Customers judge all of us by
how they are treated with each employee contact. Therefore one of our first
business priorities is to assist any customer or potential customer. Nothing is
more important than being courteous, friendly, helpful and prompt in
attention you give to the customers.

Company Name Ltd may provide customer relations and service training to
all employees with extensive customer contact. Our personal contact with the
public, our manners on the telephone and communications we send to
customers are a reflection of not only of ourselves, but also of
professionalism of Company Name Ltd bears a positive customer relations
not only enhance the publics perception or the image of Company Name ,
but also payoff in greater customer loyalty and increased sales and profit.

SECTION -II
2.

EMPLOYMENT

2.1 NATURE OF EMPLOYMENT

Company Name Ltd may terminate the employment relationship at will at any
time with or without notice or cause so long as there is no violation of
applicable.
HR Policies set forth are not intended to create a contract nor are they to be
construed to constitute contractual obligations of any kind or a contract
employment between Company Name Ltd and any of its employees. The
provisions of the policies have been developed at the discretion of the
management and except of its policy of the employment-at-will, may be
amended or cancelled at any time, at sole discretion of the Management.
2.2 EMPLOYEE RELATIONS

-7-

Company Name Ltd believes that the work conditions, salaries and benefits it
offers to its employees are competitive with those offered by other employers
in this area and in this industry. We believe that Company Name Ltd amply
demonstrates its commitment to employees by responding effectively to
employee concerns. In an effort to maintain direct employer/employee
communications, we will do anything to protect the right of employees.

2.3 EQUAL EMPLOYMENT OPPORTUNITIES

In order to provide equal employment and advancement opportunities to all
individuals, employment decisions at TV House Network (Bangalore) Pvt Ltd
will be based on merit, qualifications and abilities. TV House Network
(Bangalore) Pvt Ltd does not discriminate in employment opportunities or
practices based on race, color, religion, sex, national origin, age or any other
characteristics protected by the law.
This policy governs all aspects of employment including selection, job
assignment, compensation, discipline, termination and access to benefits and
training.
Any employees with questions or concerns about any type of discrimination
in the workplace are encouraged to bring this issue to the attention of their
immediate supervisor or the Human Resource department. Employees can
make concerns and can make reports without the fear of reprisal. Anyone
found to be engaging in any unlawful discrimination will be subject to
disciplinary action up to and termination of the employee.

2.4 BUSINESS ETHICS AND CONDUCTS

Company Name Ltd Culture and Values
OUR MANAGEMENT:
We see ourselves as promoters of change. We shall work in committed teams
and achieve our business objectives with honesty and integrity.

-8-

OUR CUSTOMERS:
We hope our customers will be delighted by our service and build long-term
relationships based on mutual trust, leading TV House Network (Bangalore)
Pvt Ltd to be the preferred brand.

OUR PEOPLE:
Our people shall be competent, self driven and promoted on merit. They shall
with, honesty and integrity; work within an environment where free
expression based on mutual trust shall foster innovation.
OUR BUSINESS:
We see our business as being market driven, competitive and profitable, built
on partnerships based on mutual trust with respect to customers, suppliers,
employees and shareholders who see us as a progressive, dependable and
reliable company.
CODE OF CONDUCT FOR BOARD OF DIRECTORS AND SENIOR MANAGEMENT

The Directors and the Senior Management employees of the company

shall follow the following Code of Conduct adopted by the company.
Compliance and Ethical conduct: To comply with applicable laws, rules
and regulations and promote honest and ethical conduct of the business.
They should help to create and maintain a culture of high ethical standards
and commitment to compliance, and to maintain a work environment that
encourages the stake holders to raise concerns for the attention of the
management.

Business opportunities: Shall perform their roles with competence,

diligence, in good faith and in the best interest of the company and
advance the companys legitimate interest whenever the opportunity
to do so arises. They are expressly prohibited from taking for
themselves personally, opportunities that are discovered through the
use of companys property, information or position.
Fair dealing: Should endeavor to deal fairly and promote fair dealing
by the company, its employees, agents, with customers, suppliers and
employees.

-9-

Integrity of data furnished: Dedicate time and attention to the

company drawing upon their experience and provide expertise in their
areas of specialization in the best interests of the company and give
careful independent consideration to the affairs of the company and all
documents placed before them to satisfy themselves with the
soundness of key decisions taken by the management.
Conflict of interest: Avoid having any private interests interfere with
the interests of the company or their ability to perform their duties and
responsibilities objectively and effectively. There should be a full
disclosure of any transaction or relationship that could give rise to an
actual conflict of interest with the company and seek the necessary
authorization to pursue such transactions.
Insider trading: To become familiar with and understand the laws,
regulations, policies and codes as set out by the Government and
ensure that they and their immediate family do not derive any benefit
or assist others to derive any benefit from the access to and
possession of information about the company or the group which is not
in the public domain and thus constitutes insider information.
Confidentiality: Maintain the confidentiality of information entrusted
for them in carrying out their duties and responsibilities, except where
disclosure is approved by the company or legally mandated or if such
information is in the public domain.
Work environment: Provide a fair and just environment wherein all
are treated equally without regard to their race, caste, religion, sex,
color, ancestry, marital status, and age and maintain a work
environment free of harassment whether physical, verbal or
psychological.
2.5 CONFLICTS OF INTEREST
Employees have an obligation to business with guidelines that prohibit
potential or actual conflicts of interest. This policy establishes only the
framework within which Company Name Ltd wishes the business to
operate. The purpose of these guidelines is to provide general
directions so that employees can seek further clarification on issues
related to subject of acceptable standards of operation.

- 10 -

An actual or potential conflict of interest occurs when an employee is

in a position to influence a decision that may result in a personal gain
for that employee or for relative because of Company Name Ltd
business dealings. For the purpose of this policy, a relative is any
person who is related by blood or marriage, or whose relationship with
the employee is similar to that of persons who are related by blood or
marriage.
2.6 NON DISCLOSURE
The protection of confidential business information and trade secrets
are vital to the interests and success of Company Name Ltd. Such
confidential information includes, but is not limited to, the following
examples:

* Compensation data

* Pending projects and proposals

* Computer processes

* Proprietary production process

* Computer programs and codes

* Research
strategies

* Customer lists

* Scientific data

* Customer preferences

* Scientific formulae

* Financial information

* Scientific prototypes

* Marketing strategies

* Technological data

* New market research

* Technological prototypes

and

development

Employees who impromptly use or disclose trade secrets or

confidential business information will be subject to disciplinary action,
up to and including termination of employment and legal action if they
actually do not benefit from the disclosed information.
SECTION-III

- 11 -

3. EMPLOYMENT STATUS AND RECORDS

3.1 EMPLOYMENT CATEGORIES
It is the intent of Company Name Ltd to clarify the definitions of employee
classifications so that employees understand their employment status and
benefit eligibility.

REGULAR FULL-TIME employees are those who are not in a temporary or

probation status and who are regularly scheduled to work Company Name Ltd
full-time schedule. Generally they are eligible for the benefit, subject to the
terms, conditions, and limitations of each benefit program.
PROBATION is those whose performance is being evaluated to determine
where further employment in a specific position or with Company Name Ltd is
appropriate. Employees who satisfactorily complete the probation period will
be notified of their new employment classification.
CONTRACUTAL employees are those who are hired as interim replacements,
to temporarily supplement the workforce, or to assist in the completion of a
specific project. Employment assignments in this category are of a limited
duration. Employment beyond any initially stated period does not in any way
imply a change in employment status. Temporary employees retain that
status unless and until notified of a change. While temporary employees
receive all legally mandated benefits, they are eligible for all of Company
Name Ltd and other benefits.
Casual employees are those who have established employment relationship
with Company Name Ltd but who are assigned to work on an intermittent and
/ or unpredictable basis. While they receive all legally mandated benefits,
they are ineligible for all of Company Name Ltd other benefits programs.

3.2 ACCESS TO PERSONAL FILES

Company Name Ltd maintains a personnel file on each employee. The
personnel file includes such information as the employees job applications,
resume, documentation of promotion and salary increase and other
employment records.

- 12 -

Personnel files are a property of Company Name Ltd and access to the
information is restricted. Generally only supervisors and management
personnel of Company Name Ltd who have a legitimate reason to review
information in a file are allowed to do so.
Employees who wish to review their own file should contact the HUMAN
RESOURCE DEPARTMENT. With reasonable advance notice the employees can
review their
personnel files in Company Name Ltd offices and in the
presence of the individual appointed by Company Name Ltd to maintain the
files.

3.3 PERSONNEL DATA CHANGES

It is the responsibility of each employee to promptly notify Company Name
Ltd of any changes in the personnel data. Personal mailing address,
telephone numbers, number and names of dependents, individuals to be
contacted in case of emergency, educational accomplishments and other
such status reports should be accurate and current at all times. If any
personnel data has changed, notify to the HUMAN RESOURCE Department.
3.4 PROBATION PERIOD
The probation period gives the new employees the opportunity to
demonstrate their ability to achieve a satisfactory level of performance and
to determine whether the new position meets their expectations. Company
Name Ltd uses this period to evaluate employee capabilities, work habits and
overall performance.
All new and rehired employees work on observation period of 180 Calendar
days after their date of hire and on probation basis for the first 360 calendar
days after successful completion of the observation period. Any significant
absence will automatically extend the probation period by the length of the
absence. If Company Name Ltd determines that the designated probation
does not allow sufficient time to thoroughly evaluate the employees
performance, the probation period may be extended for the specific period.
Upon satisfactorily completion of the probation period, employees enter the
regular employment classification.
During the probation period, the new employees are eligible for those
benefits that are required by the law. After becoming regular employees, they
may also be eligible for other Company Name Ltd provided benefits, subject

- 13 -

to the terms and conditions of each benefit programs. Employees should read
the information for each specific benefits program for the details on eligibility
requirements.
3.5 EMPLOYMENT APPLICATIONS
Company Name Ltd relies upon the accuracy of the information contained in
the employment application, as well as accuracy of the other data presented
through the hiring process and employment. Any misinterpretations,
falsifications or material omissions in any of this information or data may
result in the exclusion of the individual from further considerations for
employment or, if the person has been hired, termination of employment.

3.6 PERFORMANCE EVALUATION

Supervisors and employees are strongly encouraged to discuss job
performance and goals on an informal basis of day-to-day basis. Additional
performance evaluations are conducted to provide both supervisors and
employees the opportunity to discuss job tasks, identify and correct
weaknesses, encourage and recognize strengths and discuss positive
purposeful approaches for meeting goals.
After the employee has completed his/her probation period of 6 months, the
immediate supervisor evaluates the performance of the employee and makes
necessary adjustments if necessary.
The annual salary review of all employees is based on performance and is
evaluated beginning the month of March and effective from April of the
current year.

3.7 JOB DESCRIPTIONS

Company Name Ltd makes every effort to create and maintain accurate job
descriptions for all positions within the organization. Each description
includes a job information section, a job summary section, essential
responsibilities and duties section, a supervisors duties section, a
qualifications section.

- 14 -

Company Name Ltd maintains job descriptions to aid in orienting new

employees to their jobs, identifying the requirements of each position,
establishing hiring criteria, setting standards for employee performance
evaluations.
The HUMAN RESOURCE Department prepare job descriptions when new
positions are created. Existing job descriptions are also reviewed and revised
in order to ensure that they are up to date. Job descriptions may also be
rewritten periodically to reflect any changes in the positions duties and
responsibilities. All employees will be expected to help ensure that their job
descriptions are accurate and current, reflecting the work being done.
Employees should remember that job descriptions do not necessarily cover
every task or duty that may be assigned and that additional responsibility
may be assigned as necessary.

3.8 SALARY ADMINISRATION

The salary administration program at Company Name Ltd was created to
achieve consistent pay practices, comply laws, mirror our commitment to
Equal Employment Opportunity and offer competitive salaries within our labor
market. Because recruiting and retaining the talented employees is critical to
our success, TV House Network (Bangalore) Pvt Ltd is committed to pay its
employees equitable wages that reflect the requirements and responsibilities
of their positions and are comparable to the pay received by similarly
situated employees in other organizations in the area.
Compensation for every position is determined by several factors, including
job analysis and evaluation, the essential duties and responsibilities of the
job, and salary survey on pay practices of other employers. Company Name
Ltd periodically reviews its salary administration program and restructures it
as necessary. Merit based adjustments may be awarded in conjunction with
superior employee performance documented by the performance evaluation
process. The accounting department is also available to answer specific
questions about the salary administrative program.

SECTION - IV
TIME KEEPING / PAYROLL

- 15 -

4.1 TIME KEEPING

Working Hours Monday Friday 9.30 AM - 6.30 PM

Saturday: 9.30 AM to 2.30 PM.
Accurately required time worked is the responsibility of every non- exempt
employee. As laws require Company Name Ltd to keep an accurate record of
time worked in order to calculate employee pay and benefits. Time worked is
all the time actually spent on the job performing assigned duties.
Altering, falsifying or tampering with time records or recording time on other
employees time record may result in disciplinary action up to and including
termination of the employment.
If corrections or modifications are made to time record, both the employee
and the supervisor must verify the accuracy of the changes by initialing the
time record.
4.2 PAYDAYS
All employees are paid on every 10 th & 15th day of the month. Each pay
cheque will include earnings of all worked performed through the end
of previous payroll period.
In an event that a regularly scheduled pay day falls on a day of such a
weekend of holiday, employees will receive the pay on the last day of work
before the regularly scheduled payday or after the holiday.
Employees may have the pay directly deposited in their bank accounts.

4.3 EMPLOYMENT TERMINATION

Termination of employment is an inevitable part of personnel activity within
the organizations, and any of the reasons for the termination are routine.
Below are examples of some of the most common circumstances under which
employment is terminated:

Resignation voluntary employment termination initiated by the

employee.

- 16 -

Discharge involuntary employment termination initiated by the

organization.
Layoff involuntary employment termination initiated by the
organization for non-disciplinary reason.
Retirement voluntary employment termination initiated by the
employee meeting age, length of service, and any other criteria for
retirement from the organization.

4.4 ADMINISTRATIVE PAY CORRECTIONS

Company Name Ltd takes all reasonable steps to ensure that employees
receive the correct amount of pay in each pay cheque. In an unlikely event
that there is an error for pay, the employee should promptly bring the
discreprency to the attention of the ACCOUNTANT so that the corrections can
be made as soon as possible.

SECTION-V
5

WORK CONDITIONS

5.1 VISITORS IN THE WORKPLACE

To provide the safety and security for the employees and the facility at
Company Name , only authorized visitors are allowed in the work place.
Restricting unauthorized visitors helps maintain safety standards, protects
against thefts, ensures safety of equipments, protects confidential
information, safeguards employee welfare and avoids potential distractions
and disturbances.

All visitors should enter Company Name Ltd at the reception area. Authorized
visitors will receive directions or be escorted to their destination. Employees
are responsible for the conduct and safety of their visitors.

- 17 -