Let’s Loot, Drive, Deliver and Enjoy!

Lets Learn, share, deliver & enjoy..

History of ‘the loot’

A store by the name of “The Loot” is fast being recognized as the biggest thing to hit retail therapy in India in a long time. Jay Gupta is the man with the plan behind “The Loot”. A second generation entrepreneur, he has already gained a foothold on the hearts minds and pockets of shoppers with his u nique yet simple concepts. In an interview with Your story dynamic entrepreneur Jay Gupta let us in on the story behind “The Loot”.

Jay told us about how the idea struck him and how it all evolved saying “I started business in 1996 when I stumbled upon an article in a magazine which selected – Chain of Hotels, Banks and Retail as ever growing profitable businesses. I opted for Retail, initially to get into the garment and footwear business by opening franchisees stores for brands like Colour Plus, Adidas, Nike, Weekender, Provogue, Quickies coffee shop etc. but soon realized that I was not able to give the BEST to the

customers. The customer wanted to buy brands at an affordable price.”

“After a lot of pondering I got into the idea of giving the best brands to the customer at the best prices under one roof by setting up the 1st ‘The Loot’ store in 2004.  The Loot can thus be considered as the pioneer of multi branded discount chains. The Loot was the only multi-brand retail venture that offered minimum 25% off –upto 60% all 365 days of the year on guaranteed products and prices. The concept was well accepted & appreciated by both the customers & business associates. Soon there was multiplication of the stores & The Loot has set up over 110 stores (approximately 300000 sq. ft. retail carpet area) in 75 cities and 20 states throughout the country.”

It is safe to say that most of our readers by now will certainly be searching for their share of “The Loot”, however cheap prices are not their only attraction. Jay told us how the store serves all customers young and old. He said “Anybody and everybody can benefit by shopping from The Loot. Earlier we targeted only the youth but today we are a family store and target men, women and children. The target audience is quite versatile and varies from upper, upper middle class or middle class. We are targeting a mass audience. We have changed the shopping habits of people and made big brands affordable to everybody.

The Loot was nominated one amongst the series of 12 startups – “Small Ideas Big Changes” by The Hindustan Times – ‘For hordes of college students and youngsters who want to look chic but don’t want to or can’t afford to pay hefty sums to buy branded clothes- The Loot is godsend.’”

“The Loot is a multi-brand discount store offering minimum 25% discount which goes upto 60% - throughout the year. I think we have revolutionized the value retailing segment as we are the pioneers of this concept. There is still a huge potential in this category and we are definitely leveraging on it.”

You may not have heard of The Loot before this but chances are you will in the coming days. Jay plans to have at least one store operational near you in the coming year. He states “The concept has been well received and considering many factors e.g. rising young population, increase in disposable income, awareness about brands etc. there is huge scope for expansion of the stores. We are therefore planning to be amongst the

Top 3 retail companies in the next 5 years and have a plan to have over 1000 stores pan India by then.”

His zest for entrepreneurship was implanted by his family. He explained how they influenced him saying “Belonging to a small business family, I have always been looking upto my father and seen his dealings and day-to-day activities…that’s when the passion of doing something unique on my own developed. Apart from this I have always been independent and the thought of service or working under someone never occurred to me.

Right from my younger days, I wanted to do something on my own & create an organization.”

Once Jay decided to put his idea into action there was no stopping him. That does not mean he had it easy. Jay told us about his difficulties saying “Environmental challenges were to fight stringent rules & regulations and red-tapeism …. In retail one needs to get 20+ approvals of various laws including licenses and non-practical laws, file various returns etc.”

“The challenges were team management & financial management to take the company to a much different and higher level and keep fully equipped with infrastructure and to handle competition. It has been possible to meet these challenges by having a professional management at all levels.”

“To build a competent team for growth and development and to clear internal and external misconceptions about the concept of The Loot was the challenge particularly convincing the consumers about the quality of the merchandise and convey to them that we are not dealing in seconds but are original surplus product stores.”

His family and friends supported him and backed him with finances. However Jay was contemplating something else entirely, he says “The only thing in my mind was to recover and repay the loans at the earliest.”

Since then they did recover and in stellar fashion. Jay reports “We have grown at a very fast and consistent basis at the rate of about 80% increase y-o-y and we currently have over 110 stores pan India with 2 offices in Mumbai, one in Bangalore and opening shortly in Delhi.”

With over a 100 stores within 4 years of the inception of the company, “The Loot” happens to be the fastest growing chain of multi branded discount stores.

It is no wonder then that the media sat up and took notice. The Loot was nominated one amongst a series of 12 startups – “Small Ideas Big Changes” by The Hindustan Times.

As per The Franchising World (2008), The Loot is amongst the Top 50 business opportunities in India.The Loot has been conferred with the following awards:“Star Entrepreneur Award”“Pioneering efforts in retail concept creation”“Young Retail Achiever of the Year Award”“Star Youth achiever Award”

Personally Jay regards the “TATA NEN Hottest Start up award” as the most prestigious award as yet. He describes his entrepreneurial journey saying “It’s an adrenaline rush, seeing the company grow at a fast pace and watching content, satisfied customer’s increases this drive.”

Jay is no stranger to success and passed on his views on how to attain it saying “The idea has to be stemmed out of customer needs and wants. There has to be enough market potential for the business. I also think personal observation and experience should be put to use building up this idea and the target audience should be kept in mind.”

“My personal example: At a time when branded apparel retail was taking flight in India, I sat behind a desk at the retail franchises outlet and watched several people walking in but very few of them actually buying anything. That is when I realized that although the business had a lot of potential customers, they did not convert into sales. And then I decided to bridge the gap in between the average Mumbaikar’s desire to own a brand and his unwillingness to spend on it. From this observation The Loot was born.”

“Stay put, enjoy what you are doing, lots of hard work and dedication is

the mantra to success.”

We congratulate Jay on his entrepreneurial vision and wish him the best for the days to come.

COMPANY MISSION,VISION & VALUES

Our Mission

The LOOT store will carry forward its brand image into developed & under developed markets and provide value for money with highest quality and exclusivity for its customers. The LOOT currently operates stores in cities like, Mumbai, Pune, Nashik, Surat, Ahmedabad, Auranagabad, Jabalpur, Raipur, Banglore and New Delhi. Opening up stores in cities like, Mysore, Chandigarh, Guwahati & Baroda is on the anvil.

Whatever the mood of choice, of garments, footwear or accessories, we have our customers covered. Our commitment to service our customers is second to-none. Our customers has to surely be impressed from the moment they walk through the door of the Loot store.

Our ambience creates a very friendly atmosphere that invites and pleases the most selective customer. We provide customers with a wide range of different and premium fashion brands at an affordable price, yet pride ourselves on being a retail store with an exclusive outlook for

a retail store – a new concept, which was never seen in the Indian market before.

Our Vision

“To have more and more stores in the near future all over India and to have more national & international premium fashion brands retailed through The Loot. To be the Numero Uno ‘Value Retailing’ store in India.”

Values that work at Work

In our pursuit of the Company’s mission, we shall cherish the following values, which shall guide and drive our business endeavors. These values will help us to align the leadership and people of THE LOOT to its mission, goals and culture.

Excellence We shall aim at excellence in all our endeavors. We shall aggressively strive to exceed the expectations of our customers within the parameters of the Company’s mission. Under complex situations where many factors are beyond the control of the employee, we expect the employee to do his best without compromise.

Integrity We shall conduct ourselves in a conscientious manner, in all our transactions and deal with people in a professional way. We shall encourage employees to realize that business and professional growth are functions of trust and we shall continuously discourage devious behavior. We encourage and value integrity of our employees towards their work and customers.

Accountability We shall take ownership for any work that the Company has committed itself to and shall ensure that our actions do not affect customer satisfaction.We shall collaborate with one another to meet organizational commitments and take personal responsibility for task accomplishment.

Organizational Pride All our actions must be governed by a shared understanding of being with the Company and we shall have pride in this fact. For this we shall call upon people to participate in decisions and actions.

Fairness We shall be fair and equitable in dealing with people and problems.The good intentions of the Company shall be reflected in the day-to-day practices of management and supported by systems and procedures, which provide for fair treatment.

Learning We shall foster organizational learning through sharing and innovation.We shall encourage individual efforts for learning and professional enhancement in organizationally relevant directions.

Training & Development

The department of Training & Development is to transform the

organization’s unlimited potential resources i.e. human resources through its

continuous growth to attain world class excellence. The training philosophy

is aimed at the holistic growth of an individual and thus the organization in

terms of knowledge, skills, attitude and the right behavior or habits.

The training methodologies would be Classroom, OJT/Experiential or

external study-course. We love to pursue for the most effective delivery

mechanism and rich content through passionate training team.

We have commissioned three training centers at strategic locations viz.

Mumbai (Mahim Store), Pune (Laxmi Road store) and Bangalore (Marathali

store). This is in order to cater to training needs of company as well as

franchisee stores. In near future, to cater to the all India training needs, we

will be setting up training centers at many more places.

In order to translate the organizational vision into action, T&D plays a very

strategic and important role. The modules and workshops are aptly designed

for various roles in all departments. We have an approved budget which is

based on the present as well future training needs across the organization.

Holistic training programs from transactional to transformational modules like

Customer Care, product knowledge, personality development, communication

silks, team building etc are being conducted regularly.

Scientific career path is followed and utmost care is taken to ensure the growth

of our customer care executives through remunerative and non remunerative

measures. Individual coaching and monitoring is being practiced, enabling

people as great corporate citizens to delight the customers at all times across

categories and geographies. We are re-defining and benchmarking the next

practices of customer service standards in retail Industry.

Training Centers

To cater company as well franchised stores they have training centers

at:

• Mumbai, Mahim

• Pune, Laxmi Road

• Bangalore, Marathali

To maximize centre utilization we aim to utilize all days training expect

Saturdays and Sundays (peak business days). Monday to Friday (Tuesday

is OJT) Induction for CCAs. Fridays we have training for Store

Managers.

Process of Training Store staff.

Preparation of Training Plan:

Training Needs Identification

In order to cater right training, we need to have right identification of the

training need. Training need arises whenever there is launch of new

product/services, change in role and responsibility across the

organization, fast expansion plans, high attrition rate, market scenarios,

conflict and dissatisfaction among the employees. Hence the Knowledge,

Skill and Attitude are always focused to strike the balance.

We have a holistic approach of TNI/TNA i.e. one-on-one meeting with

all the stakeholders like the front Line staff, Line managers, HODs and

VPs, mailing the TNI formats for getting the data, analyzing the various

reports, training sessions, feedback forms, store visits by training team,

market/industry consciousness and so on.

Preparation of Training Plan

TNI

Outsourcing or Internal

Delivery

Schedule the training

Preparation of batches

Co-ordinating with stores

Conducting the training session

Design

Decide the training

module/content to be delivered

Finalising the Training

Requirements/method

Evaluation:

Tests and Certification

Post session Feedback

Retest if required

Check Training Effectiveness

The needs are identified based on the following:

• Database from HR Dept.

• Training Need Analysis Form (emphasizing on Job Analysis, Personal

Goals, etc.) (Refer Annexure 1)

• Feedback from the Store Mangers and Area Mangers

• Training as per Career Path (Refer Annexure 2)

• Training when need arises

• Gap analysis. (Refer Annexure 3)

Type of Training

Based on the above inputs the Training Programs are decided upon

The types of training programs are:

Induction Training for New Joinees

Frontline Staff:

Top line defines the Bottom-line but it’s the Frontline meets the

Bottom-line 100% of staff should be trained and certified before they

start reporting at the Stores. Training Handbook comprising of Retail

Industry knowledge, about the Loot and the employee, is given to each

and every newly joined CCA.

It is emphasized that the 8 days (5 days of classroom training + 4days of

OJT) should be exclusively used for Induction inputs covering:

- Brief of Retail Business Scenario and various formats in

India.

- The Loot vision, mission, the concept of discount format,

brands.

- Role and Responsibility of CCAs, SOPs,

- Product knowledge in brief,

- Grooming Standards, Customer Service and Sales Process.

- At the end of the 8 Day program the participant is given a

CCA

Checklist

to check whether all topics have been covered and appropriately

communicated to him.

T&D is not about just training but we are actively involved in the

development by defining and ensuring the performers are promoted as

per their KRAs/KPAs/KPIs achievement and HR policies, please refer

to the Annexure 2 for Career path and various training modules aimed

to keep the staffs engaged throughout the year.

Head Office Staff:

The Induction of the HO Staff is done every Monday subject to new

joinees. The HR Team intimates the Training Team well in advance

about the schedule along with the list of new joinees.

The Induction presentation covers the following:

- The Loot vision, mission, the concept of discount format, brands.

- The various departments at the Loot

- Organogram, Hierarchy, etc.

- HR Policy (Grades, PLI, Leaves, Benefits, etc.)

- Training Policy

Post Induction the new joinees go ahead with the Introduction round with

various departments.

Functional / Technical Training

- Product Knowledge

- Retail In Depth

- Developing Customer Service Skills

- Cashier Training

- Footwear Knowledge

Behavioral / Soft Skills Training (For Frontline and HO Staff)

- Personality Development

- Communication Skills

- Basics of English Language

- Team Work

- Leadership Skills

- Stress Management

Need Based Training

Subject to the additional requirements from operations Team, there are

Need Based Training organized for the Frontline Staff

- B1G1

- Transaction Analysis Training

- Folding Techniques

- Visual Merchandising

- Brands (Features and Origin)

Management Development Programs

For the Manager Level and above there are MDP done once in two

months to enhance their overall productivity.

Outsourcing or Internal

Based on the nature and complexity (technical topics like MS Projects,

AutoCAD, Store Operations, etc.) of the module the programs are

outsourced from external trainers.

Incase the programs are customized, it can be conducted by SMEs i.e.

Subject Matter Experts from the respective department.

Design

- Plan training module/content to be delivered

- Training Methodology: Classroom lecture, OJT, Role Plays, Videos.

For the advance modules case studies and assignments, related projects

& presentations, etc. will be added parameter. All trainings for frontline

staff (CCA) are to be conducted at the respective Training Centers. The

trainings for the HO staff and Store Managers/Area Mangers will be

conducted in the Conference Room at HO. In case the programs are

outsourced, the cost of the facility will be borne by the external trainer.

Delivery

- After detailed planning on the module and the delivery method the

participants are divided into batches (min 10 max 20)

- The respective stores are informed about the same via email and

call about the training schedule. The Store Manager/Supervisor inform

the CCAs accordingly.

- For HO Staff training the participants are informed 1 week prior to

the schedule and a reminder is given 1 day before as well.

- The batches are then conducted as per schedule.

- Incase a batch needs to be cancelled the necessary communications

need to be made 1 day or 5 hrs in advance.

Evaluation:

Tests and Certification:

- Tests and Certifications are mostly done for the frontline staff.

- After every technical/Functional Training a Certification Test is

conducted to check the retention and effectiveness of the training. A

written test is to be carried out at the end of the OJT at the Training

Center for the CCAs. The cut off score is 70%.

- The test can be conducted in English/Hindi or local language

according to the CCA’s comfort.

- The participants will also be rated on the basis of their

Communication Skills, Class Participation/Attitude to Learn and

Assignment Completion.

- During the OJT the CCAs have to fill a Store Checklist (Annexure

5) as part of their assignment.

- Likewise, there would be many periodic certifications which will

account as one of the important parameters for the increment and

promotions of the staff.

Post session Feedback

The participants have to fill a feedback form after completion of the

session

Post Training Report

Retest

Incase the participants are not able to clear the Certification tests, a

feedback is taken from HR, Operations as to whether to retain the

particular employee, if either parties agree then a retest is conducted as a

second chance for the CCA, if he does not clear it the second time, he’s

asked to resign.

Training Effectiveness

We aim to see the positive difference:

• Change in conversion ratio

• Change in bill size

• Change in repeat customer's percentage

• Change in behavior of CCA and other staffs

• Induction tests on every Friday morning for CCAs

• Psychometric Tests like FIRO-B for HO staff as needed

• Certification tests will be conducted after every module.

Reward and Recognition Program

In order to create a healthy and inspiring work environment wherein our

staff can showcase their talent, remain self-motivated and enhance the

productivity and brand value of The Loot the training and HR team with

Operations has initiated the Rewards and Recognition Program

Gang Star of the Month (CCA)

Benefits:

Rs.1000/- (Gift Voucher)

Will be declared Gang Star of the Month and will be awarded with a

certificate

Parameters for Gang Star:

Sales – 70%

The target of the store will be divided equally into total no CCAs for

getting CCAs individual target.

The achievement percentage of the CCAs will be calculated with

respect to their individual target

The achievement percentage will be scale down to the weightage given

70%.

Communication + Customer Service – 10%

Tool - Feedback from customers +Observations (Trainers Visit and

Store Manager Feedback)

Attendance – 10%

Discipline and Grooming – 10%

Store Visit and Feedback from Store Manager and Team Leaders

Don Store of the Month

Benefits:

Rs.5000

40% can be accounted for the SM and rest for the staff.

Certificate by the Mgmt.

Parameters for Don Store:

Sales Target Achievement - 60%

Tool - MIS report

Customer Service– 10%

Tool - Feedback from customers + Observations done by Area

Managers

Store Upkeep – 10%

Tool - VM, Maintenance, HK, Attrition, Employee Satisfaction, SOP

Adherence, Regular Stock Return, Audit Reports + Observations done by

Area Managers

Shrinkage – 10%

Tool- System Report

Store Manager Attitude towards Store and Staff – 10%

Tool – Area Manager Feedback

Lootera! Best Employee in every dept. (Annual)

Benefits:

Certificate by MD

Gift Voucher Rs.5000/-

Please refer the respective annexure for the parameters.

Parameters

100% achievement of KRA

Attendance and punctuality

Suggested ideas (at least) 3 got executed

Committee: VP-Ops, VP-HR, AGM-Ops, Head-HR, Head-T&D

Role and Responsibility:

Ops to provide with the relevant reports.

HR to provide the data of the employees like store allocated, D.O.J, in

case of resignation etc.

T&D to collate the data, analyze it and announce the result

The Loot Academy of Excellence

The Loot in association with Bhavan's Centre for Inter-Disciplinary

Studies (BCIDS) (under academic guidance of S.P. Jain Institute of

Management & Research (SPJIMR)) is proud to establish the Loot

Academy of Excellence.

In order to train and develop the HIPOs (high potentials) we have a

corporate tie-up with India’s top b-schools with the courses for our store

as well as H.O. staff. MDPs for our HODs. The courses not just give the

industry recognized certificates but the actual knowledge, skill and

attitude building. The Loot through this endeavor wants to develop the

managerial competence and enhance the skills of its employees at all

levels.

Guidelines:

Participants: CCAs

• Name of the Course: Professional Program in Retail Management.

• Duration : 11months

• Personal Contact Program: 2days per quarter 4hrs per day = 32 hrs

• No. of Candidates: 30 per batch

• No. of topics: 6

• Eligibility Criteria: CCA/Sr.CCA/Cashier

Participants: Assistant Store Managers/Store Managers/Area Managers

• Name of the Course: Advanced Professional Program in Retail

Management.

• Duration : 11months

• Personal Contact Program: 2days per quarter 4hrs per day = 32 hrs

• No. of Candidates: 30 per batch

• No. of topics: 8

• Eligibility criteria: Asst. SM/SM/Area Manager

Participants: Manager level and above

• Name of the Course: Management Development Program

• Duration : 6 months

• Personal Contact Program: 1day in a month 4hrs per day = 24hrs

• No. of Candidates: min. 20 max. 40 participants

• No. of topics: 20

BCIDS would offer the following programs as per the requirements of

The Loot.

Management Development Programs: Duration – (6months)

1) Developing a Customer Centric Approach/Organisation

2) Business Etiquettes/Presentation Skills

3) Creative Thinking/Problem Analysis and Decision Making

4) Emotional Intelligence at Work

5) Organizational Behavior

6) Negotiation Skills

7) Productive Meetings

8) Change Management

9) Strategic Planning - retaining the competitive edge

10) Finance for Decision Making/Finance for Non-

Finance Managers

Advanced Professional Program in Retail Management -

(11months)

1) Fundamentals of Management

2) Fundamentals of Retailing

3) Retail Buying

4) Merchandising

5) Retail regulatory issues

6) Retail Financial parameters

7) Retail Apparels Fashions & Trends

8) Store operations

Professional Program in Retail Management CCAs: (11 months)

1) Business Studies- Basics of Organisation & Management

2) Fundamentals of Retailing

3) Accounting in retail business

4) Store Operations

5) Retail Promotions including Visual Promotions & Merchandising

6) Communication Skills/Selling Skills for the Retail Sector

The original certificate will be awarded after 6months of successful

completion of the course.

Incase the employee leaves before the stipulated time frame the

training expenses will be recovered from the respective employee.

STAFFING:

Sourcing of Resumes

THE LOOT is an equal opportunity employer. We strive to obtain the best individuals for the job. All appointments, whether from internal or external source, are made solely on the basis of individual suitability and merit. Our only consideration is individual’s competencies to do the job.

Every year manpower plan is derived from manpower requisition forms submitted to HR Dept from time to time. The targets for each department and location are decided based on existing and forecasted business. These targets are achieved using following recruitment sources:

Web Recruitment through corporate website or tie-ups with job site Employee Referrals Recruitment Vendors Advertisements in print media Campus recruitment Existing database

Reference & Background Check As a corporate policy, THE LOOT shall complete the background screening for all its new hires at all levels. There shall be no exception made for any new hire.

Employment Medical Examination

Objective of the medical examination is to establish the medical fitness of the new employees joining the organization in order to discharge the official duties.

Once the positive reference is received for the candidate he/she has to produce a medical certificate from a certified & qualified medical practitioner from a recognized hospital.

The new employee shall complete the employment form (Annx-I) with the essential documents on the day of joining and submit to the HR.

If any information provided by an employee turnout to be false it may results in to the termination of that employee.

Joining

On the date of joining new recruits has to fill up necessary forms and required to submit the following documents:

Recent Color Photograph (Passport Size-6 Nos.) Date of Birth Proof Education Proof Address Proof Last Salary Proof Reliving Letter -last employer. Identity Proof. Medical Report(As Prescribed by the company)

All the expenses related to this report will be refunded back to employees on his/her confirmation.

HR department verifies all the documents, and issue a unique employee code to the new recruit. This code is to be used in all official communication with THE LOOT.

Orientation & Induction program

On the date of joining new recruits undergo orientation program.

Provide a general overview of the organization Familiarize with various policies, processes, culture and practices of

the Company All measure to be taken to ensure that systems is not broken and all

points to diligently adhered. The Orientation and induction program shall be imparted by HR

Department for the new employee.

Terms & Conditions of employment.

The terms of employment of all employees are as per the details contained in the letter of appointment issued and in accordance with provisions of various labour laws. The Company reserves the right to amend, alter, and change any or all the terms and conditions governing employment. The Company shall also be the sole judge of the meaning and interpretation of any or all of these rules and its decision thereon shall be final and binding on all employees.

We trust that employees are ready and willing to serve the Company diligently and faithfully at all times and devote their full time and attention exclusively to the business and interests of the Company, according to their skills to discharge his/her responsibilities. We expect employees to remain time conscious and focused and not to engage in any profession, vocation, business or any part time or full time service with any person, firm, Government or other Company without the prior written permission of the Company.

In case of dispute or variance of interpretation between an employee and the Company in normal course will be resolved through Manager and second level Manager with the help of respective HR representative. If it is not resolved at that stage, then it can be raised to the Head – Human Resources or the Higher Management who will resolve the dispute and their decision shall be binding on the employee/s.

Confidentiality

While providing services to the Company, employees are forbidden to: Voluntarily or otherwise engage in any part of India or abroad in

giving information or advice on matters relating to the activities of the Company, its pricing policy, sources of information or any other confidential matters except to the extent authorized by the Company.

Carry outside the office premises office files, laptops, CD’s, floppies, tapes and documents, books and other property belonging to the Company or relating to the Company's affairs unless they are authorized by the Company to do so.

Except in the ordinary course of their duties, disclose any secret information or any other information or matter concerning the

operations of the Company which is in the nature of trade or business secret.

Communicate to public papers, journals, pamphlets or leaflets or cause to be disclosed at any time any information or documents official or otherwise, relating to the Company except with the approval of the Company.

Any proven breach of any of the clauses of the Confidentiality Agreement will result in the immediate termination of the services of the employee(s) concerned with possible legal proceedings against them & the employees will not be entitled for any kind of compensation.

Change in personal details

Employees are expected to inform to respective Department & HR representative about any change in the personal details such as name, address, family particulars in the format available in HRD department.

These changes would in turn reflect in the PF, ESI, Medical insurance and such other details.

It will be the responsibility of the concerned employee to update his/her personal data in the records of the company as and when required.

THE LOOT Identity Card

All employees are expected to wear THE LOOT Identity card in the work premises at all times.

Visiting Card PolicyVisiting cards will be issued only to the staff members who are in direct communication with the clients in trade.

HR has to give admin requisition with Name and Designation via e-mail for visiting cards immediately after joining of the candidate.

Assets Handover Forms

New employee has to takeover the charge of the respective assets handed over to him/her by signing this form. (Annexure-XI)

Trainer’s Code

Everybody at T&D is a trainer…apart from their individual

KRAs

1. Be totally mentally relaxed; avoid restlessness.

2. Maintain Smile, politeness, humility, avoid arrogance.

3. Be Positive in words and actions, avoid negativity like anger,

blaming etc.

4. Clarify the objective of the session; avoid unprepared ness, chaos.

5. Be a good listener; avoid being judgmental.

6. Be here and now, open to any unexpected Qs or unpredictability,

avoid being mechanical.

7. Ensure the focus is learning; avoid discussion that boosts your ego.

8. Accept yourself; avoid answering Qs whose answers are not known

to you.

9. Sincerely get the right answers of the parked Qs from

Content/SME and explain to the participants in time; avoid

negligence.

10.In between check the understanding of all the participants; avoid

going with few participants only.

11.Summarize the session; avoid presumptions.

12.The ownership 24x7 i.e. lead by an example on listening, empathy,

punctuality and professionalism; avoid being careless, irresponsible

13.Be transparent, truthful while making PTR; avoid hiding points,

which go against you.

T= Truthful, R= Righteous, A= Awakened, I= Inspiring, N= Non-

Violent, E= Empathetic, R= Role Model.

C O M P A N Y P O L I C I E S

w.e.f 1st July 2007

This Policy document is designed to provide the employees with uniform working knowledge of the policies, procedures, working philosophy and the benefits to which they are entitled in order to assure equitable and consistent policies.

The Policies are applicable to all the staff employed by The Loot (India) Pvt. Ltd. The policies mentioned herein supersede all other policies laid down earlier. The Policies mentioned herein between may undergo changes, amendments, additions, deletions from time to time which will be separately communicated.

The content of this policy document is a compilation of confidential document and information of the company and is strictly for internal use of The Loot (India) Pvt. Ltd employees only and should not be divulged to anyone outside the company.

Organisational Level, Grade & Designation

Level Grade Designation

I DEX-01 CEO

DEX-02 President

DEX-03 Vice President

II DGM-01 General Manager

DGM-02 Dy. General Manager

DGM-02 Asst. General Manager

III DSM-01 Chief Manager

DSM-02/03 Manager

IV DSM-04 Dy. Manager

DSM-05 Assistant ManagerV

DSM-06 Sr. Officer/ Executive

DSM-07 Officer/ExecutiveVI

DSS-01 Jr.Executive / Jr.Officer Sr. Sales Executives (Sr.CRA)

DSS-02 Assistant/Sales Executive (CRA)

DSS-03 Jr. Asst /Jr. Sales Executive

Office Timings

Company believes that employees are the best judge of how to organize their work schedule, subject to the rules and regulations of the Company.

Office Staff: : Working Hours10.00AM to 06.30 PM and the Lunch break is from 01.30 PM to 2.00 PM.

Weekly Offs2nd,4th Saturday and all Sundays and public holidays as declared by the company for every year.

Front Line Staff: All Operation Staff will work as per ROTA & Operational Manual decided by the Operations Head, from time to time & store to store.

Attendance

All employees are expected to record their attendance by swiping the electronic swipe card on the electronic attendance recorder at the particular location of their work as soon as they report for duty and while leaving the office.

Employees based at Stores are expected to record their attendance in attendance register available at respective location.

If an employee fails to mark attendance within the prescribed time, he/she is marked absent for the day.

In case the employee has been present in office on a particular day but has not recorded attendance, he/she has to fill in Miss Punch slip (Annx-II) to regularize the records, duly sanctioned by his/her Reporting Officer. If such intimation is not received before the payroll is processed, the employee’s absence is treated as unauthorized absence, and no salary shall be paid for such days.

In case an employee has gone on an official outdoor duty,he/she should regularize his/her attendance by applying for attendance through Outdoor duty Slip (Annx-III) with prior approval.

Late Coming, Short leave and Half day

Employee will have 15 minutes grace period from respective shift timing beyond which the attendance will be marked as late attendance.

The Maximum time for late attendance will be 1hour from the respective shift timings beyond which the attendance will be marked as Half Day.

In case late attendance exceeds 2 occasions then their will be loss of half day CL or half day pay for every late mark thereafter.

Employee will have to work minimum 4 ½ hour in his/her respective shift timings to avail Half day.

Unauthorized Absence

Any absence in the following circumstances will be considered as unauthorized and salary will be deducted for the same: Absence from authorized place of work during working hours

without prior approval whether the attendance has been recorded or not.

Not recording attendance within specified time each day and not giving an application to that effect.

Absence from work not regularized through prior or post facto leave approval within the salary cycle.

Unauthorized absence is misconduct and will attract disciplinary action apart from loss of salary for the days of unauthorized absence. The mere fact that one has sufficient leave balance does not make unauthorized absence legitimate, nor does it lead to automatic debiting of leave account. The Company will strictly deal with such kind of irresponsible behavior on the part of the employee depending on the merits of the case..

Leave Entitlements

Procedure for applying for leave:

All leaves to be calculated on a calendar year basis.

Except in emergency, all employees availing leave will do so after taking prior permission on the leave card by the concerned HOD.

Persons taking leave without prior information will be dealt seriously.

In case an employee is unable to attend work on a particular day he has to keep his HOD/immediate boss posted about the same, however the employee has to fill up the leave card with proper authorization, immediately on return to work.

The leave card must be updated and approved within 48 working hours failing which it will go as leave without pay.

An employee can be recalled during the period of leave for exigencies of work, at the cost of the company if the employee is out of station.

The company will remain open on all the days of the week; the frontline staff would be allowed to take leave/weekly off on any day of the week as scheduled by the concerned HOD except Saturdays,Sundays & Public Holiday. The frontline staff will not be permitted to take leave on Paid Holidays, other than those which are weekly off. Any intervening weekly off or holidays between leave will be treated as leave.

Types of Leave

All regular full time employees are eligible for the following leave. The eligibility is however subject to exigencies of work.

A Casual LeaveB. Privilege LeaveC. Maternity LeaveD. Paternity LeaveE. Marriage LeaveF. Paid HolidayG. Compensatory Off

A. Casual Leave:Permanent Employees are eligible for 7 days casual leave in a calendar year to be calculated on prorated basis from the date of joining .To avail CL It is expected that an application be made well in advance. In case of emergency the employee is expected to give telephonic message. If it is not possible, employee must make an application for such leave within 24 hours of his/her resuming duty explaining the reason & circumstances.It cannot be granted for more than 3 days at a time.CL cannot be combined with any other type of leave and vice versa.Unavailed casual leave at the end of each calendar year will be added to the PL Balance to the next year.

B. Privilege Leave:

Every confirm employee who has completed a calendar year’s continuous service, shall be entitled in the subsequent year to privilege leave with pay of 21 days inclusive of any holidays to staff on prorata basis.

For the purpose of computing eligibility to leave as in above, absence from work on the following grounds will be counted as presence.

In the case of female employees, maternity leave for any number of days not exceeding twelve weeks.

Paid leave enjoyed.

Provided , however , that if under any existing or future law any holiday or holidays falling within the leave period have to be treated as leave with pay as stated above.

However, an employee will not earn privilege leave in respect of the period he is absent from duty without pay for any reason whatsoever .

Leave shall be granted at the discretion of the management, depending upon the exigencies of work, where employee has to inform well in advance, at least a week before.

Privilege leave shall not be availed of / for more than 4 times in a calendar year.

C. Maternity LeaveThis leave can be availed by confirmed employees who are more than one year old in the Organisation.Female married employees in their absence from work for confinement due to pregnancy will be eligible for Maternity leave to cover such absence.Maternity Leave will not exceed 90 days and shall be fully payable. Maternity leave will be admissible only twice during the employee’s tenure with the company.For availing the Maternity Leave the employee has to make an application along with a Medical Certificate from a registered medical practitioner.

D. Paternity Leave:This type to leave refers to a leave extended to all the male employees of the organization. To avail the benefit of such leave following conditions needs to be fulfilled.

Wife of the employee should deliver baby. The leave can be availed from one day in advance to the

expected date and so on. delivery till the subsequent day of delivery.

Maximum number of days for which this leave can be availed is 5

Employee is required to submit medical certificates of his wife to the HR department.

This type of leave can be availed at maximum of two instances during his service with the organization.

Exception : It can also be availed incase of miscarriages.

E. Marriage Leave :This type of leave can be availed by confirmed employee of the organization.To avail such leave the employee himself/herself should get married..The maximum number of days for which this type of leave can be availed is 6 This type of leave can be availed at maximum of one instance during his/her service with the organization.This leave can be clubbed with any other type of leave.

F. Paid Holiday The list of holidays observed in any calendar year are declared

by the third week of December for the subsequent year and the same shall be communicated to the employees through general circulars, Notice, Email. While structuring holidays, customary, local requirements of locations and the laws of the land are taken into account. Every year the company observes 12 national and festival holidays. In case these holidays fall on the weekly off of the employee, then we cannot give them a compensatory off, in lieu of the holiday

G. Compensatory Off

Employees have to fill-in the compensatory off Slip (Annx-VIII) and submit it to the HR Dept. after taking approval from the respective Head.

CO is a facility to be granted at the sole discretion of Management and is not to be construed as an entitlement.

No monetary value is attached to CO and it does not qualify for any encashment.

CO will be computed based on minimum of 6 hours being put in by employees only on Weekly Off or officially declared public holidays. Work hours put in for less than 6 hours will be ignored and will not qualify for CO.

Availing the leave against CO must be planned and sanctioned in advance. It can be used only as one complete day & no half days are permissible. It can be combined with PL but combination of CL with CO collectively should not exceed 3 days –Further, CO can be prefixed or suffixed to weekends or public holidays but cannot be sandwiched between any other leave (weekends & holidays).

CO can be availed within a maximum period of 60 days from the date of accrual, beyond which, it will lapse.

Facility of compensatory off will not be extended to officers of the grade of DGM-01 & above i.e. General Manager & above, also to all the officers in all the grades while on tour, if during the tenure of the tour, such holidays/week off occur in between.

Accumulation & Encashment of the Leave

An employee can accumulate maximum 30 Leaves (Total of privilege and Casual Leave).

An employee can encash (excess unavailed leave beyond 30 days) his / her balance leaves once a year by filling the prescribed form.

The leave encashment will be on the basis of basic salary of the employee as on 1st January of that calendar year.

Leave encashment will be taxable as per government rule.

Employee on leave to report for duties by canceling remaining part of the leave, if his/her services are urgently required.After proceeding on leave, if an employee desires to extend the same, he/she should make an application well in advance so as to receive the reply from the management before the expiry of the leave already sanctioned within overall sealing of the leave.

COMPENSATION & PAY ROLL RELATED

Compensation

We at THE LOOT believe in equitable compensation. Following are the considerations while deciding the compensation for employees:

Educational Qualification Work experience before joining THE LOOT and its relevancy for

the job Work experience in THE LOOT and the Performance level

Payroll Cycle

The payroll cycle for salary processing is from the 1st to the last day of each month.

Payment of Salary

The salaries will be computed on a calendar month basis. The salaries for all the employees will be dispersed on the 5th or before than 10th of the month.The salary disbursement is done through Salary Saving account. For sales staff the payroll is outsourced to external agency.

Salary Advances

Salary advance to be avoided, but in case of emergency, they will be given an advance of not more than 50% of their take home monthly salary and the same would be deducted from his salary the next month. Salary advance cannot be sanctioned before 15th of the month. Salary advance cannot be taken more than 3 times in a financial year. Employee has to fill the Advance against salary Form (Annx-XII).

Annual Increments/Salary Revisions Based on the performance and ratings annual increment is decided upon for every employee. All such revisions are communicated through individual letters addressed to the employees . The Company reserve the rights to decide the quantum of grant increment.

Salary StructureThe Salary structure of the employee will be in the following manner.

Allowances (Earning heads)

Basic Salary House Rent Allowance City Compensatory Allowance Conveyance Allowance Child education Allowance Medical Allowance Other Allowance

Deductions

Deductions are made under the following heads from employees’ salary as per the applicability: Income Tax Profession Tax Employees Provident Fund and Pension Scheme ESI Scheme Labor Welfare Fund Recovery of Salary Advance Company Loan Installment Loan Installments payable to Bank, etc. Any other deductions/recoveries arising from time to time.

Income Tax

Payroll Section will provide employees a statement of their projected income and Income Tax Calculation. Employees are expected to submit the declaration of their investment plans with to Accounts Dept. within stipulated time frame, based on which the tax liability is estimated and income tax is deducted till the end of financial year. In case the employee fails to submit the proofs of investments, tax will be deducted accordingly.

Employees joining THE LOOT in the middle of the financial year are expected to produce salary certificate showing details of income and tax deducted in their previous organization to enable proper tax computation for the entire financial year in THE LOOT.

Profession Tax

The Company shall deduct Profession Tax in respect of all employees as per statutory rules in this regard.

Provident Fund and Pension Scheme

Employees are covered under the provisions of the Provident Fund Act, 1952 from the day of joining the Company. The rate of contribution towards the scheme by employee and the Company is as per the prevailing rates under the Act. Employee’s contribution towards this is 12% of basic salary and the equivalent contribution is made by the Company. These contributions are further distributed for Provident Fund and Pension scheme as indicated below: In case this amount is more that Rs. 541/- the difference is contributed to the Provident Fund. The sealing can be changed according to PF Rule.

Contribution Contributor Fund12% of Basic Salary Employee Provident Fund3.67% of Basic Salary THE LOOT Provident Fund8.33% of Basic Salary or Rs. 541/- which ever is less*

THE LOOT Pension Scheme

* THE LOOT contribution toward the individual employee is the part of respective employees CTC.

Opting out of the PF Scheme

New joiners may opt out of PF provided:

The basic salary offered is greater than Rs.6500/-, and

Employee was not covered under PF in his/her previous employment, or

Employee once become the member of PF will not be able to opt out of it. Hence, all new joiners, opting for PF exclusion, has to fill up form 11 [revised] for PF Exclusion (Annx-IV). Respective PF account of the employee opting for PF is to be maintained with the Government Authority.

PF Transfer on Joining the Company

Employee covered under PF with the previous employer, may transfer their accumulated balance to their present account. To transfer these funds employees need to fill Form 13 [revised] (Annx-V) and submit to respective HR representatives.

PF NominationAll new joiners who are to be covered under PF are required to fill up PF Nomination Form-2 (Annx-VI). In case of change in nomination later employees need to fill up the same form again with the new nominations.

Employee State Insurance Scheme [ESIS]Employees coming under the purview of ESIS are required to fill up the requisite Declaration Form(Annx-VII) available with HRD to register with an ESI doctor to avail of the benefits under the Act. The rate of contribution by the employee and the Company are as prescribed under the Act and the subsequent amendments made therein. The prevailing rate of employee’s contribution for ESIS is 1.75% of total salary, which is deducted form employees salary every month, whereas, Company’s contribution for ESIS is equivalent to 4.75% of employee’s total salary. (Company contribution is part of the employee CTC).

The ESI scheme provides for Medical benefit, Medical treatment, Maternity benefit and Accident benefit among other things. In view of this, employees covered under ESI scheme are expected to claim from ESIS Authority.

*The allowance and deduction heads may undergo changes, amendment, addition, deletions from time to time.

ORGANISATION DISCIPLINE & DECORUM

Personal Appearance

In consideration of the image of the Company, employees are expected to demonstrate professionalism and excellence in all aspects of their behavior including the attire while on official duty. Taking into account the prevailing trends on business attire, following norms shall apply:

Staff based at HO and Store managersStaff based at HO & Store Managers are expected to be in decent casual wears.

On Saturday, employees are free to resort to ‘Weekend Dressing’ when Jeans and T-shirts, appropriate for office environment, are permissible.

Sales Staff (Cashier & Sales Staff)Loot Uniform (T Shirt and trousers), socks and leather shoes, belt.Yearly 4 – T shirt (Red T shirt with The Loot Logo) & 3 Trousers (Denim Blue Jeans) will be provided to the sales staff on cost price.

Communication, group ID & Responsibilities

With reference to making our organizational communication more professional & respectful, all are requested to follow the following points. All the communication should be clear and specific. No Verbal communication shall be treated as authentic

communication. Please take the departmental or organizational Group Email ID. All

the communication should be only through Group Email IDs so that every one in the team is in loop about the task. This is the best and strongest tool to keep all informed about the development.

Respect all your colleagues and don’t indulge in egotism, dominance or indecency in any sort of communication whether written or verbal. Respecting all should be your core focusing.

Don’t over react in any of the mails even if at all the sender is indulging in any sort of unwanted, irrelevant & unethical communication. Please reply to the sender decently and make him realize his mistake.

In case if the sender is not following the communication decorum, please immediately inform your seniors and HR Dept for further action

Any sort of unwanted & unethical mails from any employee of the organization shall led to heavy punishment which may also led to suspension from duty or may be termination too.

Be responsive and responsible in your accountabilities. Please check your mail while on travel, this is mandatory. No work is over till the time it is not completed. Don’t shrink away from responsibilities. Finally respect others to get respect.

Smoking, Alcohol and Drug Use Smoking within the office premises is strictly prohibited.

The consumption of alcohol and the use or distribution of drugs in the office is strictly prohibited.

Betting and Trading

Collections, betting and trading within the office are strictly forbidden. Under special circumstances certain collections i.e. for charity, disasters, wedding gifts etc. may be permissible but only when authorized by the Head of the Unit/ Head of Administration.

Gifts

No employee will accept any gift from any vendors/ associates of the company . Breach of this may call for disciplinary action against such an employee.

Personal Property To lose anything, however small it may be, is an unpleasant experience. But this may happen to any employee. Securing personal property is primarily a responsibility of the individual employees. Company obviously cannot be expected to accept responsibility or liability for items lost or stolen from the employees’ custody.

Personal Search Even though this is an extreme step and most unpleasant, the Company reserves the right to search any employee or visitor if such search is warranted for legitimate reasons.

Lost and Found All items of lost property are to be handed over to the Administration representatives of respective location, which will be retained by them until their rightful owner, with proper identification claims them.

Work place maintenance & Housekeeping It is the responsibility of every employee to ensure that office

efficiency is aided by the maintenance of good housekeeping standards.

Employees are requested to switch of there lights, monitors and other power consuming units, whenever not required.

Please keep your belongings safe in your workstation storage. While leaving the office kindly keep your papers and reports inside

the drawers. We are confident that employees will co-operate in our objective of

making the office a pleasant working environment. Beverages The Water, Tea & Coffee machine is operational at office pantry area.Telephones Employees will appreciate the fact that telephones are to be primarily

used for conducting Company business. Personal calls, both incoming and outgoing are to be kept to the bare minimum.

Please remember to observe the appropriate telephone manners keeping in mind the image of the Company.

Security It is a responsibility of every employee to assist in the maintenance

of security within the office. All visitors must register with the Security/Receptionist, allow the

parcels that they carry to be examined by the Guard and only then proceed to the reception. The receptionist will inform the relevant department of their visitors’ arrival. If visitors are to be met in workplace, they are escorted to the appropriate office/conference room.

Visitors are to be ordinarily met at the reception/visitor’s room. At shops the security agency had been given the charges and will

work as per the instruction given to them by Administration Dept.

Inward &outwardHead office -All courier, inward, outward and dispatch will be handled by Admin Dept.

Parking of personal vehiclesThere is a limitation for parking at the premises. All the staff members are advised to co-ordinate with Administration dept. for valet Parking facility.

Level Two Wheeler CARI NA Rs.8/- KMII NA Rs.8/- KM

III Rs.2/- KM Rs.8/- KM

IV Rs.2/- KM NA

V Rs.2/- KM NA

VI NA NA

This policy is applicable to respective employees for reimbursement of petrol consumption for official purpose only.

The petrol reimbursement need to be claimed as per actual.

The responsibility of servicing, maintenance or damages caused to vehicle during usage will be born by concern employee.

In case of out station travel (Pune, Nasik, Ahemdabad etc.) the petrol, toll reimbursement will be at actual and Driver Night allowances of Rs-150/- per night

Level II & onward the petrol reimbursement will be given only if it is pre sanctioned by the respective HOD, based on nature of work.

For the reimbursement, the employee or driver of an employee needs to maintain Log Book in the respective vehicle.

Petrol reimbursement voucher should be attached with the duly approved photo copy of log book.

TRAVELING AND DAILY ALLOWANCE RULES

GENERAL GUIDELINES

Travel Ticket Request

All the travel request shall be forwarded to the admin department only through Travel Requisition Form (Annx-IX).

Travel requisition form should be duly approved by concerned Dept. Head.

It is advisable to plan the travel well in advance. The Administration Dept. will try to arrange the ticket booking,

Booking of Hotel, Guest House, etc. for onward journey if suitable advance requisition is made in the prescribed travel requisition form, duly approved by the Department Head.

In case of short notice journeys, employees will have to take care of their own arrangements. However, the responsibility for booking the return journey ticket would be that of employees. Wherever the responsibility for booking of return journey is available and the period of deputation is specific, the Administration Dept. will assist the employee for return tickets.

All employees shall follow grade wise entitlement without any deviation. Exceptional cases will be approved by the CEO.

MODE OF TRANSPORT

Level Of Employees

Designation/Position Mode of travel not exceed

I , II CEO/ President/VP/GM/AGM Economy Air

III Chf.Mgr./ Mgr. II tier A/C by train

IV Dy.Mgr./Asst.Mgr. III tier A/C train

V& VI Sr.Exec/Exec./Jr.Exec.Sr. Sales Exec/ Sales Exec./Jr. Sales Exec.

Sleeper coach by train

Wherever feasible, especially when durations of train journey are short, employees eligible for air travel should avail of train journey; e.g. Mumbai – Pune.

In case an employee has to travel by any mode of transport which is more expensive than his / her entitlement as above, he / she should take prior written permission from the respective Departmental Head.

LODGING / ACCOMMODATION RULES

Employees should stay in the company provided accommodation wherever arranged.

At places where there is no Company Guest House or accommodation is not available, the employee will be entitled to actual lodging expenses subject to monetary limits specified in Annexure XX. These will be reimbursed on production of proof of expense.

At the places where the employee stays in Company / Customer arranged Guest House or Hotel, the employee will be reimbursed the actual charges incurred for lodging, within the overall limits specified in Annexure XX.

The Company will pay conveyance between office and the place of accommodation. However, the employee should stay at a place close to the place of official work, as far as possible, when Guest House accommodation is not available.

When employees at different levels travel together as a team and if their workrequirements so warrant, they may book accommodation in the same hotel. However, level-wise lodging limits as specified in Annexure XX should be adhered to. Only in exceptional situations, the monetary limits could be extended with prior approval from Departmental Head.

In case the employee prefer his/her own accommodation he/she will be paid 20% of the lodging charges, as per the eligibility.

Employees below Grade IV required to stay in twin sharing wherever it is feasible.

Annexure XX

Level

Daily Lodging Daily Food

Local Conveyance with in city travel

A B C A B C A

I & II Actual Actual Actual Actual Actual ActualCool Cab/Ist Class Local Train

III 1500 1500 1200 250 200 200

Auto Rickshaw wherever available/ Taxi/ then by Ist Class Local Train

IV 1200 1000 800 200 150 150

Auto Rickshaw/Taxi/Bus /Local Train- I Class

V& VI 700 600 500 150 120 120Bus /Local Train- II Class

A Class – All metros (Mumbai,Banglore, Kolkatta, Delhi,etc.)

B Class – Non metro cities (Hyderabad, Ludhiana,Pune,

Ahmedabad Chandigarh etc.)

C Class – Ordinary Cities (Vizag, Jabalpur, Raipur, Bhopal, etc..)

Travel Request Advance

Advances can be drawn, if so desired, before undertaking the tour. Such requests should be filed through advance requisition form. The employee should normally give 48 hours’ notice for such advances.

Settlements

The claims are to be filed in Travel Expenses Statement (Annx-X), under the appropriate account head. The approving authority shall be the immediate reporting Manager and account head. Documents in support of claims, wherever applicable and required, shall be submitted while filing of claims.

All claims are to be filed immediately after the travel is completed and not later than 3 working days. Claims submitted later than 3 working days are liable to be rejected unless there are strong reasons for the delay.

Wherever the journey has been undertaken by air/train the used air/train ticket should be submitted to Admin. Dept.. If the ticket was booked through the Company, in case of tickets being directly purchased by the employee, the same shall be attached to the travel expense statement form.

While submitting the tour expense statements, complete details should be furnished in the prescribed format.

If mode of travel used is more expensive than permitted under the rules, the accounts should verify whether permission was obtained from the respective Functional Head as required. The Extra charges if any have to be bared by employees.

The Accountant will scrutinize the claim / entitlement and arrange for payment, if any, at the respective location after adjusting the amount taken as advance.

Above all Accounts & Finance Head can approve the Travel Vouchers, if the same amounts to the prescribed limit of respective employee .

Similarly if Travel Vouchers amounts to more than the prescribed limit of the respective employee, the same has to be approved by CEO/VP.

Cash Vouchers upto 2500/- can be approved by the Accounts & Finance Head

In case the employees are not clearing their pending advances / IOU within the respective month, their salaries will be kept on hold till the settlement of pending dues.

Local Travel Policy

The following is the break up of eligibility for the Local mode of travel and boarding. All the bills & tickets to be produced in original.

GRADE MODEI & II Cool Cab/ First class local Train

IIIAuto rickshaw wherever available/ Taxi / then by first class local train

IVAuto rickshaw wherever available/ Taxi / then by II class local train

V & VI Bus/ Local train-II Class

While Urgent Travel Visits or while carrying Important Document one can travel through Taxi/Auto with prior approval.

Transfer

Employees are transferable to any location of the Company/Group Company or Business associates either in India or abroad depending upon business requirements, at the discretion of the Management. Employees will be informed in writing about such transfer decisions 2 weeks well in advance.

The policy covers the relocation expenses for the following categories. Relocation of employee from one town/city to another for official

purpose. Relocation of Staff members including their spouse, dependant and

minor children, & parents to town/city which is different from the town/city where employee is currently residing.

The expenses will be reimbursed at actual (subject to be in permissible limit as per the grade entitlement or case to case basis as approved by Management.)

Expenses include transportation & insurance of personal belongings carried by self or surface transport.

The transferred employee has to avail, the accommodation if available, if the same is not available then the transferred employee can stay in hotel (as per the eligibility) for the maximum period of 15 days any extended stay in the hotel over 15 days will be bear by the employee.Mobile Eligibility PolicyEmployee above Level IV will be given Mobile facility. Below Level IV mobile facility will be granted subject to the nature of the job and should be duly approved by the head of the department.

Level

Grade DesignationBack Office Staff Field Staff

I DEX-01 CEO Actuals ActualsDEX-02 President Actuals ActualsDEX-03 Vice President Actuals Actuals

II DGM-01

General Manager 2000 2000

DGM-02

Asst.General Manager

2000 2000

III DSM-01

Chief Manager 1000 1500

DSM-02 &03

Manager 1000 1500

IV DSM-04

Dy. Manager 750 1500

DSM-05

Assistant Manager 750 1200

V DSM-06

Sr. Executive 400 500

DSM-07

Executives 400 500

VI DSS-01 Sr. Sales Executives (Sr.CRE)

NA NA

DSS-02 Sales Executive (CRE)

NA NA

In the above case , Back office staff is a staff which are based at their respective location & Field staff is a staff which moves out of their respective location more than 7 days in a month, due to some official duty.

Postpaid connection with handset will be provided by the Company to eligible employees.

It is the responsibility of the respective employee to maintain the condition of the handset provided to them. In case of loss or any damage to the handset due to ignorance at the employees part employee has to bear the repairing/replacement cost.

The employees who are ready to use their own phone or postpaid connection will be reimbursed according to their eligibility.

Employee has to control the usage within the budget allotted him. If the bill amount is crossing the limit allotted then employee has to take special approval from departmental head and administrative head.

EMPLOYEE BENEFITS

DISCOUNT COUPONS .

15% discount only for employees of THE LOOT on the purchase of garments or footwear & accessories.

The number of discount coupons will be as per the Grade of the employee.

The Coupons will be given to the employees after completion of three months which will be valid for the one year from the date of issuing.

The employee must be on the rolls of the organisation at the time of using such coupons.

Left employees are not allowed to produce the coupons after the date of reliving.

For redeeming the discount the employee has to show his/ her Identity card.

It is non transferable to colleagues within THE LOOT. The family or the friend of the employee can redeem the

discount coupon. The discount is not applicable on already discounted products or

during any sale or scheme.

DISCOUNT COUPONS AS PER GRADE WISELevel Grade Designation Value up to

which purchase can be made on discount coupon

I DEX-01 CEO 100000DEX-02 President 100000DEX-03 Vice President 100000

II DGM-01 General Manager 30000DGM-02 Asst. General Manager 30000

III DSM-01 Chief Manager 25000DSM-02 &03

Manager 25000

IV DSM-04 Dy. Manager 15000DSM-05 Assistant Manager 15000

V DSM-06 Sr. Executive 7500DSM-07 Executives 7500

VI DSS-01 Sr. Sales Executives (Sr.CRE)

7500

DSS-02 Sales Executive (CRE) 7500

Lunch/Dinner Expense

In case of late work beyond 10:30 pm (any of working days) and Week Off & Public Holidays (subject to not less than 6 hrs. of work) meal expenses will reimbursed.

Such reimbursement would be limit forLevel I, II, III – At ActualLevel IV &V- Rs.50 limit increases till Rs.100/- if supporting bills are produced.Level V- up to Rs.50 only

On such a day, if an employee works beyond 10.30 pm, additional dinner expense reimbursements will be made on similar eligibility amount as mentioned above.

Bring your Buddy Scheme

By virtue of working in this retail industry many employees working for The Loot do know peoples from Retail who can be asset to our company and contribute towards achieving its business objectives.

This scheme provides an opportunity to the employees to contribute beyond their job responsibilities by enabling us to recruit the right people. We invite employee-referred candidates for specific positions by launching this scheme and ensure that they are amply rewarded for the same.

The referred candidate should not be a relative of any THE LOOT employee.

The Amount of the gift vouchers will be as per the grade slabs mentioned below.

Gift vouchers towards BYB scheme will be issued to the respective employee only after the candidate successfully completes 3 months

of his/her employment with THE LOOT and if the employees who referred the candidate continue to work with the company for three months. This scheme is open to all employees except employees working in

HRD Department, employees directly responsible for recruitment. To ensure the best suitable recruit, a candidate has to go through

rigorous selection process. Selection will be based on candidate’s profile and the job description.

This scheme is effective from 1st Oct, 2008.

Sr. No. Grade Gift Voucher Amt.

1 DGM-01/02/03 11,000

2 DSM-01/02/03   5,000

3 DSM-04/05/06/07   3,000

4 DSM-06/07   2,000

5 DSS-01/02/03   1,000

6 CCA/ Sales Executive      500

All the Store Managers  & Supervisors are advised to communicate the scheme to their colleagues.

Business Referral Scheme:

This scheme refers to wherein any existing employee refers any new location and Franchisee lead then such any employee shall be eligible to receive a gift voucher to a sum of Rs.5000/- provided the deal gets materialized.

This scheme is open to all the employees except Area Managers, Business Development team, and operations team members

CLUB THE LOOT

This is a vehicle for developing bonding within the organization. It helps enhancement of individuals’ inter-personal and extracurricular skills/talents within the organization. It also helps employees reach their potentials, which are otherwise not tapped in their formal role in the organization.

Events Organized

Some of the activities organized by the Club THE LOOT are as follows: Quizzes

What’s the Good Word? Antaakshari Picnics Monthly Birthday Celebration

The pool of talents developed through this forum get due recognition in the Annual Day.

EMPLOYEE DEVELOPMENT

Competency Development

The company undertakes Competency development efforts to constantly enhance the capabilities of its workforce to effectively carry out current and anticipated future responsibilities. Personal development is primarily the responsibility of each employee. We also expect employees’ initiative towards self-development to ensure their progress with in the organization.

Incentive Base Increment Structure

The Performance Management at THE LOOT is a developmental endeavor. The basic purpose of the incentive based increment structue is to continuously enhance the performance of the existing employees to achieve the business objectives and stated values of the organization. It ensures continuous improvement by:

Performance planning and goal setting, Identifying strengths and weaknesses of employees, Identifying training needs, Identifying potentials for taking higher assignments and Recognition and rewardHowever any employee who is not confirmed shall not be eligible for performance linked incentive.

Performance Appraisal

Performance appraisal is part of overall performance management activity.

Objectives:

To serve as a feedback mechanism for employees to understand how they have performed against each job assigned to them. It also assesses the competencies employee posses and identifies the improvement areas.

To provide basis for salary increments, job rotations or promotions. To provide input for identification of training and development

needs. To provide individual development plan for employees’ growth in

the organization

Appraisal Stages

In order to fulfill the above-mentioned objectives of the performance appraisal, the appraisal process is carried out in the following stages:

Self Assessment Form (SAF) Performance Assessment Form (PAF)

Self Assessment Form

This form is filled up by the employee who is being appraised [Appraisee]. This form captures various assignments and tasks employee has

performed in the appraisal period. It also identifies the achievements and failures of various tasks performed by an employee.

It provides input to the appraiser for performance assessment and the feedback session.

Employees need to fill relevant SAF designed to assess their performance and role based competencies.

Performance Assessment Form

In this form the appraiser assesses his/her subordinate against the role-based competencies. The Reporting Officer [Appraiser/s] after thorough analysis of appraisee’s performance puts his/her comments and gives rating against those competencies on 0 to 5 rating scale.

Appraisal Events

At THE LOOT we do continual assessment and feedback of employees’ performance to facilitate employee growth. These assessments are done at various occasions viz:

Confirmation Appraisal Promotion Annual Appraisal

Employees are assessed on respective role based competencies. All competencies required to perform a particular role, are given individual weightage, which is a multiplier for the ratings given by the appraiser against each competency.

Basis of Evaluation Quarterly Key Result Areas set through out the year Last year’s appraisals [Identified strengths & Weaknesses, IDP,

Potentials] Monthly reports Client feedback / CSS rating

Promotion NormsPromotion decisions are generally linked to the potential appraisals carried out at the time of annual appraisals. They are finalized depending on organizational needs and the competencies of the employee identified for the role.

Though the promotion decisions are made at the time of appraisals, it may be noted that promotion between 2 appraisal cycles are done only in exceptional cases.

Letter of Appreciation

Eligibility: The letter of appreciation will be given when a person does a good job with efficiency and proper efforts.

The respective reporting officer will give this letter to the subordinate.

Training & Development

In-house training programs will be held within the organization from time to time.These training programs are conducted by internal as well as external faculty. Attending these would be mandatory. Employees also encouraged to us any of the training resources available in the organization for self development.

GRIEVANCE PROCEDURE

Grievance Handling

A grievance is an individual complaint, relevant to issues arising out of employment. It is defined as anything relating to employee’s job, which irritates, disturbs, throws him/her out of balance or tends to make the working conditions unsatisfactory.

The issues could be related to work environment, facilities necessary for performance of job, non-fulfillment of commitments.

If a grievance arises out of an organizational policy, employee is expected to comply with the policy before invoking the procedure laid down for redressal of the grievance.

Wherever possible employee should support the grievance with appropriate data.

The Grievance Settlement Procedure is not a bargaining tool and should not be used as such. It is to settle grievances of employees expeditiously at the lowest level itself and only when this is not possible should be raised and settled at higher levels.

RETIREMENT, RESIGNATION, PILFERAGES

Retirement

All good things should come to an end some day or the other. The retirement age for all employees is 58 years. However, the actual day of retirement will be the last working day of the month of retirement and employee is expected to continue in service till the end of that month.

Resignation

However much we may wish against, some employees may choose to leave the organization before attaining the age of retirement.

An employee, wish to resign from the employment, may submit the resignation letter to his/her reporting officer. [Email communication conveying the intention of resignation is not enough, employee must provide written resignation letter to his/her Manager.] he/she is expected to give adequate notice as specified in the terms of appointment, the same as what the Company will give the employee for relieving from the services of the Company.

In either case, employee is expected not to take any leave during the effective notice period. During notice period, employees shall continue to discharge their responsibilities and attend office as usual. However, when an employee gives notice of resignation, the Company is entitled to accept it with immediate effect or from any date before expiry of the notice if it may desire so, due to business reasons.

The employee who is leaving the organization has to fill in all the relevant documents regarding PF, Gratuity etc.., whatever applicable and submit the same to the concern HR dept. The forms will be submitted to the PF office after the said waiting period of 60 days. Once the form is submitted to the PF authorities and the company gets an acknowledgement of the same then the company ceases to be responsible for any claims whatsoever. If in case the settlement is not received, the employee has to directly interact with PF office with the receipt of acknowledgement.

The employee has to handover all relevant and necessary documents, files, identity cards, visiting card, stationery, mobile or any other confidential document received or any other assets /article acquired by him during the course of his work with the company. All these have to be submitted to the concerned HOD/HR.

Every employee who is leaving the organization on his own accord will have to go through an exit interview as a part of his final settlement with the company.

Termination/Dismissal

The Company may at its option terminate the services of an employee by giving the payment of salary in lieu of such notice. No such notice is necessary if an employee is dismissed from service for proven misconduct, breach of Code of business conduct, violation of service agreements, violation of confidentiality agreement or disobedience of written instructions.

An employee is liable to be terminated or dismissed from service in the following situations:

Major misconduct or disobedience of written instructions given by reporting officer or higher management

Unsatisfactory performance

Misrepresentation or giving false statements about personal/professional background or suppression of relevant facts during the selection process or at the time of joining

Involvement in criminal offences Violation of the terms of employment and undertaking given at the

time of joining/thereafter or violation of the service agreement Medically or mentally unfit Loss of confidence Abetting or inciting others to disobedience or misconduct Conflict of interests with Company’s business interests

We have adopted Model Standing Orders provided in The Industrial Employment (Standing Orders) Act, 1946, which defines misconducts.

POLICY ON PILFERAGES

The actions to be taken incase the accused is a direct or indirect employee of the company.

If caught and proved guilty, the employee has to resign with immediate effect.

As per the honesty declaration the accused has to pay an amount equivalent to 10 times of amount robbed.

The concerned HOD will take the confession letter in writing from the concerned employee.

The concerned HOD will ensure that an FIR is registered with the concerned police station and handover the accused to the police with all relevant evidences.

The concerned HOD will also inform the accused parents/ guardians about the incident.

However it has to be strictly adhered that no person whomsoever will physically hurt either the accused or any other employee under whatever circumstances.

The actions to be taken incase the culprit is a customer:

The Operations Manager has to handle all the incidences on case-to-case basis and understanding the intensity of the entire incidence.

Under such cases the matter would be handled by Floor Manager/Department Manager/Store Manager who ever is the senior most retail person present.

Ideally if the accused customer is proved guilty then the same has to pay the total amount of the product.

All interrogation will happen in the backend, incase if the accused is a lady then a lady Security officer has to be present during the course of interrogation.

If the accused customer is below the age group of 21 years, in such cases their parents/ guardians are need to be informed.

The Operations Manager will take a confession letter from the accused mentioning date, month, time, description of items and the incidence, value etc... with the acceptance of the same.

The Operations Manager has to handle all the incidences on a case-to-case basis and understanding the intensity of the entire incidence.

Absconding / Voluntary Abandonment Of Service

Legal proceedings are initiated against the employees who violate any legal or contractual agreements/obligations with the Company.

Exit Interview

An exit interview is conducted to gain feedback from the separating employee about the organization, its culture, policies, and to gather data on the reasons for employee turnover in the workforce. The feedback is analyzed by HRD and appropriate action is taken based on the same, where relevant.

Annexure (Format of all the Forms/slips)

Employment form (Annx-I)

Miss Punch Slip (Annx-II)

Outdoor Duty Slip (Annx-III)

Form-11 (Annx-IV)

Form-13 (Annx-V)

PF Nomination Form (Annx-VI)

ESIS Declaration Form (Annx-VII)

Comp.Off Slip (Annx-VIII)

Travel Requisition Form (Annx-IX)

Travel Expenses Settlement Form (Annx-X)

Stock & Assets Handover Forms (Annx-XI)

Advance Against Salary (Annx-XII)