Itg Hr Policy

7/29/2019 Itg Hr Policy

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ITG HR Policy Manual

Human Resource Manual


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No. Contents Page No.

1. Recruitment Policy 2

2. Induction Policy 4

3. Employees Terms And Conditions Policy 7

4. Security Policy 12

5. Employees Compensation And Benefit Policy 16

6. Leave Policy 18

7. Growth And Development Policy 20

8. Training Policy 22

9. Welfare Policy 25

10. Communication Policy 27

11. Environment Policy 29

12. Health And Safety Policy 31

13. Anti Harassment Or Abuse Policy 34

14. Misconduct And Reprehension Policy 37

15. Separation Policy 39


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RECRUITMENT POLICY

1.

1.1.

Objective

To identify and recruit line operators with the optimum skills

and aptitude required for operations.

2.

2.1.2.2.2.3.

Operating Authorities

1. Admin & HR2. Front line Managers3. Project Manager

3.

3.1.

3.2.

3.3.

3.4.

3.5.

3.6.

Operating Procedure

Given below are the procedures that will have to be followedwhile recruiting and all queries at variance with this policy areto be addressed to the ITG HR head. And his / her decisionis final.

The supervisor to fill in the Manpower Requisition Form(MRF) and gets it authorised by the Project Manager andforward it to the respective Admin & HR.

On receipt of the MRF the Admin is to check if the jobdescription and specification match with any of the currentTemporary Employee, Retrenched Workmen or Ex-employee.

If suitable candidate(s) is unavailable within the Job Bankthen the vacancy is to be filled by advertising, employeesreferrals, walk in interviews, recruitment or placementconsultants.

All potential candidates should be over and above the age of

18 years. ITG believes in gender equality.

The short listed candidates will be given an analytical test,colour blindness test and a technical training meant fortechnical operators, and on successful completion they willbe called for a personal interview and on clearing theinterview, the candidate will be called for a salary fixation andafter that the candidate is selected.


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RECRUITMENT POLICY

3.7.

3.8.

On selection, an appointment letter is to be issued to thecandidate(s).

If in the case of a casual worker, recruitment will be donethrough Pakistan Software Export Board (PSEB) and localuniversities. In the event of appointment of a casual workerno letter of appointment is to be provided.


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INDUCTION POLICY

1.

1.1.

Objective

To orient and align the inductee to the process and

procedures in the organisation.

2.

2.1.2.2.2.3.2.4.


1. Admin & HR2. Supervisor3. Trainer4. Production team

3.

3.1.

3.2.

3.2.1.3.2.2.3.2.3.

3.3.

3.4.

3.4.1.3.4.2.3.4.3.3.4.4.3.4.5.3.4.6.

Operating Procedure

Given below are the processes and the procedures that willbe followed while inducting a new joinee and all queries atvariance with this policy are to be addressed to the HR head,and his / her decision is final.

The new joinee(s) will be taken in as a trainee / probationersand will be provided with a joining kit. Which will contain thefollowing:

1. Employee hand book2. Employee ID Card3. Non Disclosure Agreement (NDA)

In the case of an experienced operator, on successfulcompletion of his / her technical test he / she is to be takenon probation.

For fresher, the induction will include the following:

1. Completion of joining formalities2. Orientation of the office premise3. Overview and orientation of operating processes4. Orientation in the specific areas of work5. Information about the IT industry in Pakistan6. Hands on Training for a period of 45 days for

fresher.


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INDUCTION POLICY

3.5.

3.6.

3.7.

3.8.

3.9.

3.10.

3.11.

3.12.

3.13.

3.14.

The trainee(s) will be put through training at the TechnicalTraining Division for a period of forty five (45) days. During

this period they would be evaluated for their technicalprogress every fortnight by the production team and at theend of the training they will be graded based on theirtechnical abilities into Grades A, B, C or D.

The training period could be extended for another fifteen (45)days or terminated based on the performance of theindividual.

No further training beyond sixty (90) days will be provided.

Production activity will not occur at the training division norwill the trainee be deployed on the client floor during theirtraining period.

The trainee will be given a trainees ID card and during theirperiod of training, the trainee is paid a minimum wage of50% of the semi-skilled worker.

On successful completion of the training, the trainees will beupgraded to assistant developer category and taken on

probation for a period of three months and will be referred toas a probationer.

The Probationer will be paid as per Minimum Wages of aSemi skilled worker.

Confirmation of services of a probationer shall be in writingand in absence of such written order the workman shall bedeemed to continue on probation.

The management may terminate the period of probation at

the end of the prescribed period; or may extend the period ofprobation, further up to a maximum of six (6) months, if in theopinion of the management the work or the conduct of anyworkman, during the period of probation is not satisfactory.

If a permanent workman is employed as a probationer in anew post he may at any time, at the discretion of themanagement during the probationary period or extendedprobationary period or on expiry thereof, be reverted to hisprevious post.


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INDUCTION POLICY

3.15.

3.16.

On successful completion of the probation period theprobationer is employed on a permanent basis and given an

employee number, time card and a permanent employeesidentification card.

No back office employee during probation or afterconfirmation; in form or service be engaged in any business /service outside that of the company.


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EMPLOYMENT TERMS ANDCONDITIONS POLICY

1.

1.1.

Objective

To provide clear and transparent terms and conditions of

employment which are in tandem with all legal requirements.

2.

2.1.2.2.2.3.


1. Admin & HR2. Manager3. Supervisors

3.

3.1.

3.2.

3.2.1.

3.3.

3.3.1.

3.4.

3.4.1.

Operating Procedures

Given below are the terms and conditions of employmentprovided for employees. All queries at variance with thispolicy are to be addressed to the ITG HR head, and his /her decision is final.

Classification Of Employees

All employees in ITG will be classified under the following

heads.

Permanent Employee

Is one who is employed at a permanent post and includesany person who has satisfactorily completed the prescribedperiod of probation in the same or higher or equivalentcategory in the company, and has been confirmed in writing.

Probationer

Is one who is provisionally employed to fill a permanentvacancy and who has not completed the period of probationof 03 (Three) months or such extended period.


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Ref Code:


3.5.

3.5.1.

3.6.

3.6.1.

3.7.

3.7.1.

3.7.2.

4.

4.1.

4.2.

4.2.1.4.2.2.4.2.3.

4.2.4.

Trainee

Is one who is engaged essentially in acquiring the skill sets

required for the job assigned to him / her, provided that theperiod of such learning shall not exceed three (3) months. He/ she shall have no right to employment in the company afterthe completion of the training period.

Temporary Employee

Is one who is engaged for work which is temporary in nature,or likely to be finished within a limited period.

Casual Employee

Is one who is employed on a project basis for work, which isessentially occasional or casual in nature on a day-to-daybasis.

A permanent workman, who is employed as a trainee in ahigher post may at any time during the period of training, bereverted to his original post, provided that during the periodof training a permanent workman shall not be deprived of thebenefits accrued to him in his permanent post.

Proof Of Age

Every workman at the time of his employment is required todeclare his age in the application blank. All those already inemployment shall declare their age, if they have not sodeclared at the time of their employment.

Employee for this purpose shall provide any of the followingdocuments for proof of age:

1. Birth certificate2. S.S.C certificate / O level certificate3. Computerized National Identity Card (CNIC) / or

Overseas National Identity Card in case of foreignimmigrant.


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5.

5.1.

5.2.

5.3.

5.3.1.5.3.2.5.3.3.5.3.4.

5.3.5.

6.

6.1.

6.2.

7.

7.1.

7.2.

Proof of address

All employees shall provide proof of permanent andtemporary address before joining and all writtencorrespondence wherein there is need to be addressed tothe employees residence shall be sent to the last addressprovided by the employee.

When an employee is shifting or relocating his residence, heshall provide the new address in writing one (1) week prior tohis shifting or relocating.

Employee(s) for this purpose shall provide any of thefollowing documents for proof of address:

1. Computerized National Identity Card (CNIC) / orOverseas National Identity Card in case of foreignimmigrant.

2. Permanent Residence Certificate (PRC)

Hours Of Work

The ITG works five days a week on an 8 hours shift, which

excludes two tea breaks one in the morning and one in theevening for ten minutes each and a lunch for thirty minutes.For Pray time 15 minutes each.

The weekly off will be on Sundays. Saturday keep cover onprogress meetings or project deadlines unless declared asrest day by the management.

Shift Timing

Currently the ITG operates only in a general shift. There may

be more than one shift worked in a department or anydepartment or any section of a department as and whenthere is a business need.

If more than one shift is worked in the company theemployee shall be liable to be transferred from one shift toanother.


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9.

9.1.

Wage period

The wage period is calculated on the calendar month basis.

And all payments to employees shall be in this regard.


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SECURITY POLICY

1.

1.1.

Objective

To protect and safeguard all employees, materials andprocesses within the office premises.

2.

2.1.2.2.2.3.2.4.


1. Admin & HR Head2. Supervisor3. Security guards

3.

3.1.

4.2.

4.2.1.

3.2.1.3.2.2.3.2.3.3.2.4.3.2.5.

3.3.

3.4.


Given below are the procedures to be followed by allemployees to ensure security. And all queries at variancewith this policy are to be addressed to the office HR head.And his / her decision is final.

Use of Identity (ID) Cards

All employees are provided with an identity card (ID) which,contain employee particulars. This ID card is given for:

1. Identification of the employee2. Entry and exit from the office3. Attendance recording4. Emergency contact5. For enjoying facilities, concession and benefits

available to him / her as an employee of thecompany.

The employee shall carry his ID card on him / her self visibly,at all times when inside the office and present it whileentering or leaving the office or on demand by the securityguard, supervisor or the HR department.

The ID cards shall be the property of ITG and should besurrendered to the HR department on cessation ofemployment.


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SECURITY POLICY

3.5.

3.6.

3.7.

3.8.

4.

4.1.

4.2

4.2.1.

4.2.2.

4.2.3.

In no case should the employee produce or surrender his IDcard to anybody or authority outside the office. If any

employee is found doing so he / she would be liable fordisciplinary action.

Loss or damage of the ID card should be notified to the HRdepartment immediately and a requisition for a duplicate cardwill have to be applied for in the Duplicate ID Card IssueForm.

If the employee loses or damages his / her ID card for thefirst time the ID card will be replaced by the management

free of charge. On loss or damage of an ID card for thesecond time a fee of Rs. 50/- will be charged, and for thethird time onwards a fee of Rs. 100/- will be charged forreplacement of the ID cards.

No employee shall be in possession of another employeesID card within the office premises.

Manner Of Entry And Exit

Given below are the procedures for entry and exit from the

office premises.

Movement Of Employees

Entrance and exit from the premises shall be throughprescribed gates only and every employee shall show his /her ID card to the security on duty while passing throughsuch gates.

The gates may be closed during working hours at thediscretion of the management and employees must not leave

the premises during the working hours without prior writtenpermission from the appropriate authority.

An employee who is not on duty shall not remain on thepremises without permission from the manager or his / herauthorised official.


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SECURITY POLICY

4.2.4.

4.2.5.

4.2.6.

4.2.7.

4.3.

4.3.1.

4.3.2.

4.3.3.

4.3.4.

4.4.

4.4.1

Visitors entering into the office must be first verified via theintercom to check if the person they wish to meet is availableand where they are, then the visitor has to register at the

security office and obtain a visitors pass.

While leaving, the Visitor should sign in the visitors registeragain at the security office mentioning his time of exit andreturn the visitors pass duly signed by the person visitedbefore leaving the office premises.

Visitors are liable to be checked by security personnel whileentering and leaving the office premises.

The visitors are not to be allowed on the producton floorwithout the permission of the HR head / Project manager.

Movement Of Materials

Material being brought into the office premises should bedisclosed at the security and a security gate pass to beobtained before carrying it into the office premises.

Suspicious materials that come into the office will be stopped

at the main gate and thoroughly investigated before beingsent into the office.

Material being taken out of the office should be accompaniedby a gate pass signed by the appropriate authority. Thesame is to be produced before the security on leaving theoffice premises.

Employees found taking out any material(s) belonging to theITG without a valid gate / security pass are liable fordisciplinary action.

Movement Of Vehicles

All personnel bringing their own vehicles should fill vehicleregistration form of the vehicles. ITG take no responsibility ofwhatsoever damage happen at parking.


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SECURITY POLICY

5.

5.1.

5.2.

5.3.

6.

6.1.

6.2.

Search Of Employee(s)

As deemed necessary; all employees entering or leaving theoffice at any time are liable to be searched whilst within thepremises by a person authorised to do so by the manager.

To ensure that they are not in unauthorised possession ofproperty belonging to the company or of other employees orof any articles prejudicial to the security of the office or toother employees.

In case of a female employee the search shall be carried outby another female person authorised by the management.

To Ensure Secrecy

No employee shall take any paper, book, CD, Flash drive,photographs, instruments, apparatus, documents or anyother property of the company or of the premises nor shall bein any way pass, or cause to be passed or disclose or causeto be disclosed any information or matter concerning the

operations of the office to any unauthorised person,company or corporation without the written permission of theProject Manager.

If any employee is found doing so he / she would be liable fordisciplinary action or may be suspended / terminated fromservice.


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COMPENSATION AND BENEFITPOLICY

1.

1.1.

Objective

To provide the employees with the appropriate compensationand benefit package.

2.

2.1.2.2.2.3.


1. HR Head2. Project Manager3. Supervisor

3.

3.1.

4.

4.1.

4.1.1.4.1.2.4.1.3.4.1.4.

5.

5.1.

5.2.


Given below is the compensation and benefits provided foremployees. And all queries at variance with this policy are tobe addressed to the ITG HR head. And his / her decision isfinal.

Payment of wages

The employees are paid wages based on the MinimumWages Act for industry and the employees for this purposeare classified into:

1. Unskilled2. Semi skilled3. Skilled4. Highly skilled

Over time

Over time will be paid to all employees who work for morethan 48 hours in a given week and overtime wage will be atthe rate of equivalent the basic wage.

Working hours will not be more than 60 hours in a week andovertime will not be more than 50 hours in a quarter.


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COMPENSATION AND BENEFITPOLICY

6.

6.1.

7.

7.1.

8.

8.1.

9.

9.1.

10.

10.1.

10.1.1.

10.1.2.10.1.3.

Provident Fund

All employees will be covered as per the EmployeesProvident Funds and Miscellaneous Provision Act of 1952.12% of the earned basic will be deducted and an equalamount will be contributed by company and remitted to eachemployees account.

Employee State Insurance

All employees will be covered under the Employees StateInsurance Act of 1948. There will be a deduction of 1.75%from the employees gross salary including all allowances

and 4.75% will be contributed by company.

Bonus

Bonus is paid as per the Payment of Bonus act of 1965.

Attendance Incentive

Employees who have worked on all days without any leavesbeing availed in any month will be eligible for an attendanceincentive of Rs. 250/- pm and an employee who has availed

only one days in any month leave will be eligible for anattendance incentive of Rs. 100/- pm.

Special Incentive

Special incentives will be given for employees who haveworked in the office for five year or more without a break.These Long Service Awards will be as gift vouchers of thefollowing denomination.

05 years - Rs 1500/-

10 Years - Rs 3000/- 15 Years - Rs 5000/-


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LEAVEPOLICY

1.

1.1.

Objective

To communicate to the employees the types of leaveavailable for them

2.

2.1.2.2.


1. HR Head2. Supervisor

3.

3.1.

3.2.

4.

4.1.

4.2.

4.3.

4.4.

4.5.


Given below are the procedures and classification of leaveprovided for employees. And all queries at variance with thispolicy are to be addressed to the ITG HR head. And his / herdecision is final.

All leave calculation is calculated on a calendar year basis.

Earned leave

Earned leave entitlement is for 15 days per year and EL iscredited to the employee on 1st January of every year.Provided that they have worked for a minimum of 240 daysfalling during the previous year.

For new joinees it will be 1 days EL for every twenty daysworked.

For the purpose of calculating earned leave weekly holidaysand annual festival holidays and government holidays arenot included, if they come in the period of earned leave.

An employee cannot take earned leave more than threetimes in a year.

Employees will have to apply 5 days in advance in the LeaveApplication Form to have their earned leave granted.


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LEAVEPOLICY

4.6.

4.7.

5.

5.1.

5.2.

6.

6.1.

6.2.

The earned leave can be accumulated to a maximum of 30days and accumulation beyond 30 days will lapse.

Unavailed EL can be encashed at the beginning of everycalendar year.

Casual Leave

Employees are given 5 days casual leave (Privileged Leave),to attend to their personal and urgent requirements. Theseleaves cannot be clubbed with earned leave or other leaves,

without the permission of the ITG HR head.

Employees will have to apply in advance in the LeaveApplication Form to have their casual leave granted.

Annual Holidays

Employees will be given 10 days leave for festivals and othergovernment holidays.

The list of such holiday will be put up on the notice board,

and will be communicated to the employees.


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GROWTH AND DEVELOPMENTPOLICY

1.

1.1.

Objective

To evaluate and improve the employees knowledge, skillsand attitude and to facilitate their overall individualdevelopment

2.

2.1.2.2.



3.

3.1.

4.

4.1.

4.2.

5.

5.1.

5.2.

5.3.


Given below are the procedures for growth anddevelopment. And all queries in difference with this policy isto be addressed to the ITG HR head. And his / her decisionis final.

Performance Appraisal

At the end of every fiscal year the employee and thesupervisors will be evaluated on their performance.

These results will be reviewed by the senior managementand will provide a base for planning the growth anddevelopment of the employees.

Training And Development

Based on the appraisal results the employees will be givenformal or informal training to improve their abilities and skills.

Employees who have shown exceptional performances willbe given multi-skilling training.

Employees who are identified as potential supervisors will begiven soft skills training and behavioural mentoring.


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GROWTH AND DEVELOPMENTPOLICY

5.4.

5.5.

6.

6.1.

6.2.

6.3.

7.

7.1.

All employees who undergo training will be evaluated aftertheir training to check their effectiveness and the trainingeffectiveness.

An interview to review the trainee and training results will beconducted.

Transfer

In the interest of the companys work process, any employeeshall be liable to be transferred at the discretion of themanagement from one job to another or from one

department / project to another or from one unit of thecompany to another.

The employee will be governed by the terms and conditionsof service applicable to his cadre or grade at the department,project, unit to which he is transferred.

The transfer of the employees shall be within the country.

Note:

The employee(s) is at liberty to meet and discuss with themanagement or appropriate authorities their thoughts andqueries on matters pertaining to their career growth anddevelopment in the company; at a mutually convenient timebefore or after the shift time within the Office premises.


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TRAINING POLICY

1.

1.1.

Objective

To enhance individual employees skills and capabilities andensure optimum potential.

2.

2.1.2.2.2.3.



3.

3.1.

3.2.

4.

4.1.

4.2.

5.

5.1.


Given below are the procedures for training for allemployees. And all queries in difference with this policy is tobe addressed to the ITG HR head. And his / her decision isfinal.

On identification of the training needs by the ITG HR,employees will be put through the following training asrequired.

Technical Training

The employees who are below average in performance willbe put through the skill enhancement programme in-house toenable the employees to hone their skills sets and set higherstandards in performances.

Employees who have attained optimum skills in a particularsection and have shown the potential for multi-skilling will beput through the Training centre to upgrade their existing skills

and to acquire new skill sets necessary for multi-skilling.

Behavioural Training

On identification of the Employees behavioural needs theywill be given appropriate training. This training may be in-house by the HR personnel or through outsourcedprofessional faculty, as the need arises.


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TRAINING POLICY

5.2.

5.2.1.5.2.2.5.2.3.5.2.4.5.2.5.5.2.6.5.2.7.5.2.8.5.2.9.5.2.10.5.2.11.5.2.12.

6.

6.1.

6.1.1.6.1.1.1.6.1.1.2.

6.1.2.6.1.2.1

6.1.3.6.1.3.1.

6.1.4.

6.1.4.1.

6.1.5.6.1.5.1.6.1.5.2.

Given below is a concise list of in-house training that will beprovided for employees:

1. Team building2. Awareness Labs3. Learning styles4. Mentoring5. Leadership6. Time management7. Self esteem and self worth8. Need based behavioural training9. Latest Technology Training10. Development Platform Training11. Embedded Hardware Training12. Industry awareness

Technical Training Division

New joinees will be put through this form of training, whichwill be in-house. This training is conducted to align thefresher to the ITGs required skill sets and performancestandards. Which are as follows:

Week I a) Screening testb) Understanding the System

Week IIa) Basic programming & exercises

Week IIIa) Simulation Database

Week IV

a) Skill enhancement

Week V & VIa) Productivity enhancementb) Production evaluation


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TRAINING POLICY

6.2.

6.3.

All employees who undergo training will be evaluated beforeand after their training to check the employees and the

training modules effectiveness. This detail will be recorded intheir respective personnel dossiers.

The employees are evaluated to ascertain their productivityand their skill potential so that they can be graded based ontheir performance. If after the training period the employeehas not yet met the minimum requirement to be on theproduction line but has potential to do so, then suchemployees will be given a further training for a 15 daysperiod. Once after the training the employee will be put onthe production line after meeting the minimum requirements.


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WELFARE POLICY

1.

1.1.

Objective

To ensure the employees well being, over and above thestatutory mandates.

2.

2.1.2.2.



3.

3.1.

44.1.

Canteen

There is an outsource canteen provided for employees tohave their food. The canteen will provide breakfast, lunch,snacks, Tea and coffee for all employees during the breaktime and appropriate deductions will be made from theemployees salaries.

The canteen will work on specified times only. Breakfast will

be served an hour before shift start, lunch break will be for aperiod of 30 minutes and the two tea breaks will be 10minutes each.

The employees are refrained from using the canteen facilitiesother than the break timings.

Counselling

The employees can contact the ITG HR to seek counsellingand advice and if the issue requires the help of a

professional then a counsellor will be called to provideassistance or will be referred to the employee.


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WELFARE POLICY

4.2.

5.

5.1.

5.2

5.3

5.4

6.

6.1.

6.1.1.6.1.2.

6.2.

6.3.

6.4.

6.5.

Counselling will take place before or after shift timings insidethe office premises.

Advances

Salary advances are provided for the purpose of exigenciesthat the employee faces. These advances are provided forpermanent employees who have worked for 3 years or more.

The salary, in part or in full, for the month will only be givenas advance. The employees will have to apply in the Loansand Advances Forms 15 days in advance. These advances

are interest free.

Repayment of such loans will be in 6 equal instalments andwill be deducted from the wages.

An employee can avail this only twice in a year. Andemployees, who have already taken loans, will not beeligible.

Loans

ITG provides loans for general purpose such as:

1. Accidents2. And Emergencies such as accidents,

hospitalisation and death in the family (Self,spouse, children and parents)

These loans are provided to permanent employees whohave completed 5 years of service. The employees will haveto apply in the Loans and Advances Forms 15 days inadvances. These loans are interest free.

The loan amount is fixed at Rs. 5,000

Repayment of such loans will be in 20 equal instalments andwill be deducted from the wage.

Employees who have taken advance from the company willhave to repay the advance to be eligible for a loan.


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COMMUNICATION POLICY

1.

1.1.

Objective

To develop conscientious intra-personal relationships allthrough the office, both vertical and horizontal; therebyhaving an unhindered channel of information flow.

2.

2.1.2.2.2.3.


1. HR Head2. Project Manager3. Supervisor

3.

3.1.

4.

4.1.

5.

5.1.

6.

6.1.

Operating Procedure

Given below are the procedures to be followed by allemployees for communication. And all queries at variancewith this policy are to be addressed to the ITG HR head. Andhis / her decision is final.

Notice Boards

All communication from the management to the employeeswill be put up on the notice board as early as possible by themanagement.

Public Address Systems (PAS)

Communications which are deemed urgent may beannounced on the PAS and will / may be put up on the noticeboard at the discretion of the management.

Suggestion Box

All suggestions and queries relating to infrastructure,facilities, amenities and basic management of the companymay be dropped into the suggestion box filled up in theSuggestion / Queries Form.


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COMMUNICATION POLICY

6.2.

6.3.

6.4

6.5.

6.6.

7.

7.2.

All suggestions and queries may not be responded to but willdefinitely be taken into consideration by the management.

And any communication in this regard would be put up onthe notice board.

The keys for the suggestion box will be with the Local HRhead and the suggestion box will be opened / sealed in thepresence of the Admin Manager.

The suggestion box will be opened once every week onFridays after pray.

The Management on every Saturday will meet to discuss andreview companys progress; in these meetings thesuggestions / queries raised by the employees will behandled and actions taken will be filled in the action plans,one copy will be posted on the notice board and the othercopy will have to be submitted to the CEO office byWednesday of the next week.

Note:

The employee(s) is at liberty to meet and discuss with theAdmin Manager or appropriate authorities their thoughts andqueries on matters pertaining to the office at a mutuallyconvenient time before or after the shift time and with the HRpersonnel during the break, within the office premises.


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ENVIRONMENT POLICY

1.

1.1.

Objective

To ensure all legal and mandatory requirements are met withregard to maintaining the environment within and thesurrounding area of the office and reduce / eliminate thedegradation of the environment.

2.

2.1.2.2.2.3.


1. HR Head2. Supervisor3. Maintenance executive

3.

3.1.

4.

4.1.

5.

5.1.

6.

6.1.

6.1.1.6.1.2.6.1.3.

Operating Procedure

Given below are the procedures to be followed by allemployees to maintain the environment at an optimum level.And all queries at variance with this policy are to beaddressed to the ITG HR head. And his / her decision isfinal.

Office environment

The environment within the company is maintained as perthe Company Act of 1948.

Water And Energy Conservation

Twice a year the employees will have be given talks orseminars conducted for environment awareness andconservation.

Waste Disposal

Being in the Software industry the company waste is asfollows:

1. Pieces of Papers waste at shredder machine2. Writeable CDs3. Plastic wrappers


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ENVIRONMENT POLICY

6.2.

6.3.

6.4.

6.5.

6.6.

6.7.

The CD wastes are divided into unusable and reusablepieces of CD. The unusable CD is break to two parts and thereusable CDs are used within the company as pasting freshsticker for the purpose of data coping

Printed Papers/ writing papers regarding any information ofproject/client data/ codes that need to waste should betreated in shredder machine.

Plastic wrappers are disposed off to the corporation ofKarachi City District Government.

In the canteen there are two kinds of waste bins one is fororganic waste such as food and food products and anotherfor inorganic waste such as paper, plastic, etc. these areplaced for disposing all unconsumed food, food products andother wastes.

These bins are cleared once every day.

Washroom / toilet space at the company cleaned and fumed

twice every day.


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HEATH AND SAFETY POLICY

1.

1.1.

Objective

To provide the utmost care and safety for all employees toensure their well being.

2.

2.1.2.2.



3.

3.1.

4.

4.1.

4.2.

4.3.

4.4.

Operating Procedure

Given below are the procedures to be followed by employeesfor maintaining safety and health. And all queries at variancewith this policy are to be addressed to the ITG HR head. Andhis / her decision is final.

Health Requirement

All employees are to undergo medical check-up by theappointed medical officer prior to joining and after joining

medical check-up by the appointed medical clinic will beconducted annually.

A balanced menu chart is posted in the canteen which is putup to create awareness among the employees of the caloriesrequired for work and the calories contained in the varioustypes of food.

The water provided for the employees for drinking are noncontaminated, purity and minerals contents from the sourceof safe drinking water companies.

There is a first aid box, within the office premises. The firstaid box is provided with trauma medical facilities forattending to any minor injuries, cuts and bruises occurring tothe employees at the workplace.


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ANTI HARASSMENT POLICY

1.

1.1.

Objective

To create awareness and to protect all employees fromphysical and mental abuse or harassment, thereby protectinghuman rights.

2.

2.1.2.2.2.3.


1. HR Head2. Manager3. Supervisor

3.

3.1.

3.2.

3.2.1.3.2.2.3.2.3.3.2.4.3.2.5.

3.2.6.

3.2.7.

3.2.8.

3.2.9.3.2.10.

3.3.

Operating Procedure

Given below are the definitions and procedures of antiharassment or abuse. And all queries at variance with thispolicy are to be addressed to the ITG HR head. And his / herdecision is final.

Given below are the circumstance defined as harassment if amale employee insults the modesty of a woman employeeby:

1. Way of uttering any foul language2. Making any signs or gestures of perversion3. Exhibiting any object of sexual web site4. Making physical contact in inappropriate places5. Intruding upon the privacy of the woman

employee6. Threatening a woman employee for not

surrendering to her for his private pleasure7. Requesting a woman employee for sexual

intercourse

8. Making promises to a woman employee forpersonal pleasure

9. Making conversation/ Chat related to sex10. Exhibition of pornography in any form

Any woman employee who has faced such situations or hasapprehensions that she will be exposed to such situations inthe office premises may immediately report it with one ormore witness to the ITG HR Head.


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3.4.

3.5.

3.6.

3.6.1.

3.6.2.

3.6.3.3.6.4.3.6.5.

3.7.

3.8.

3.9.

4.

4.1.

4.2.

And after enquiry, appropriate disciplinary action will betaken.

In the event of a false accusation the woman employeeclaming to be a victim and the witness (es) will be liable fordisciplinary action.

Given below are the circumstances defined as physicalabuse of a male employee by another male employee:

1. Being physically overpowered by one or moreemployees or outsiders within the office

premises2. Physically Beat another employee by hand, legor with any objects

3. Physically molested4. Request or force any sexual favours5. Force any form of consumption

Any male employee who has faced such situations or hasapprehensions that he will be exposed to such situations inthe office premise may immediately report it with one or morewitness to the ITG HR Head.

And after enquiry appropriate disciplinary action will betaken.

In the event of a false accusation the male employee clamingto be a victim and the witness(es) will be liable fordisciplinary action.

Anti Discrimination

There will be absolutely no discrimination between

employees based on sex, caste, creed, religion or race, andemployment, promotions, transfers or other increments orgrowth of the employees will be solely based on individualabilities and capabilities.

Any employee who has faced or has apprehensions that he /she will be exposed to such discrimination in the officepremise may immediately report it to the ITG HR Head.


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4.3.

4.4.

5.

5.1.

6.

6.1.

6.2.

7.

7.1.

7.2.

7.3.

And after enquiry appropriate action will be taken.

In the event of a false accusation the employee claming tobe a victim of discrimination will be liable for disciplinaryaction.

Grievance Handling

Employee grievances could stem out as a result of apersonal reasons or reasons which are attributable toemployment conditions.

Grievance arising due to personal reasons

Grievances arising out of inter personal conflicts at the workplace; the affected employee could approach HR andrepresent his grievance. HR would investigate the matter andnecessary action would be initiated.

In case of a personal grievance, due to circumstancesoutside the office, the employee could approach the HRdirectly and request for assistance, advice or counselling.

Grievance arising due to employment conditions

The employee will have to give a written complaint to theimmediate supervisor, who will provide counselling /assistance to the employee(s) to solve the grievance. In theevent that the grievance is not resolved by the supervisorthen, the written complaint will be forwarded and referred tothe Admin Manager who in consultation with the ITG HR willresolve the issue.

In the event of a false accusation the employee claming to

be a victim will be liable for disciplinary action.

All such grievances will be documented by the AdminManager.


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MISCONDUCT AND REPREHENSIONPOLICY

1.

1.1.

Objective

To provide guidelines and procedures, within which theemployees have freedom to operate, and providetransparency in attitude, skill and behaviour requirements.

2.

2.1.2.2.



3.

3.1.

3.1.1.

3.1.2.

3.1.3.

3.1.4.

3.1.5.

3.1.6.

3.1.7.

3.1.8.

3.1.9.

Operating Procedure

Given below is a concise list of rules and procedures to befollowed (more details on misconduct and reprehension aredescribed in the Standing Orders section number 21 titledDisciplinary action for misconduct). And all queries atvariance with this policy are to be addressed to the ITG HRhead. And his / her decision is final.

1. Theft, fraud or dishonesty in connection withthe ITGs business or property.

2. Habitual absence or leave without permission

or overstaying of sanctioned leave withoutsufficient cause.

3. Late attendance on more than two occasionswithin a month

4. Leaving the workplace earlier than theappointed time.

5. Unauthorised absenteeism from work will betreated as loss of pay.

6. Gambling, smoking, consumption of alcohol ordrugs within the office premises or inpossession of it.

7. Loitering or sleeping during shift timing withinthe office

8. Engaging in other employment while still in theservice without prior written permission of themanagement.

9. Wilful insubordination and instigation.


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MISCONDUCT AND REPREHENSIONPOLICY

3.2.

3.3.

3.4.

3.5.

An employee involved in any kind of misconduct will be

warned verbally by the immediate supervisor againstrepeated occurrences. In spite of the stern warning, if theemployee repeats the misconduct the matter will be broughtto the notice of the HR.

HR in turn will investigate the matter and issue writtenwarnings with regard to the misconduct. Based on themagnitude of the misconduct and the previous records of theemployee the ITG HR would at its discretion give theemployee a chance to apologise in writing to themanagement for his / her misconduct.

In case of a chronic misconduct or the refusal of theemployee to furnish an apology letter, a show cause notice isto be issued to the employee in consultation with themanager.

Depending upon the gravity of the misconduct disciplinaryproceedings would be initiated against the employee as perthe Disputes Act of 1947.


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SEPARATION POLICY

1.

1.1.

Objective

To provide unbiased and equitable treatment to allemployees who are leaving and providing them withnecessary requirement for a smooth separation

2.

2.1.2.2.



3.

3.1.

3.2.

3.2.1.

3.2.2.3.2.3.

3.2.4.

3.2.5.

3.2.6.

Operating Procedure

Given below are the procedures to be followed by allemployees while separating from the office. And all queriesat variance with this policy are to be addressed to the ITGHR head. And his / her decision is final.

The concise of reasons for separation is given below:

1. Insanity, physical infirmity, contagious / infectiousdisease, continued ill health, medical unfitness for

employment as declared by a certified medical officer.2. Insolvency3. Convictions by any ordinary court on any criminal

proceedings involving moral turpitude4. Engaging in any vocation outside that of the company

without written permission of the manager or found tohave been working elsewhere during the period of leaveof duty.

5. Loss of confidence by the company in an employeeholding a position of trust or confidence and any otherreasonable cause.

6. Absence by an employee on grounds of sickness forcontinuous period of 04 months or more if suffering fromTB, leprosy, mental or chronic illness or fracture of lowerextremity.


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SEPARATION POLICY

4.

4.1.

4.2.

4.3.

4.5.

4.6.

5.

5.1.

5.2.

5.3.

5.4.

5.5.

5.6.

Voluntarily Leaving Of Service

Any permanent employee desirous of leaving the serviceshall provide one months notice or one months wages in lieuof notice to the ITG HR Head in writing.

The HR is to conduct an exit interview with the separatingemployee to ascertain feedback on the ITGs operations andits management.

Probationary, temporary workmen and trainees, other than

those transferred as probationary employees frompermanent post in the company may leave without notice orbe discharged from service without notice and withoutassigning any cause or reason.

Unless specifically authorised by the ITG HR Head in writing,balance of leave of any form cannot be adjusted against thenotice period.

All payments due to the employee or the management will besettled in full before the discharge.

Cessation Of Service

In the case of a permanent employee one months wage indue off or one months notice period may be issued.

Reasonable cause shall include conviction by a criminalcourt for any offence involving moral turpitude.

The reason for terminating the employee shall becommunicated in writing at the time of discharge.

Unless specifically authorised by the ITG HR Head in writing,balance of leave of any form cannot be adjusted against thenotice period.

Any employee shall be superannuated from the service ofthe company on completion of the age of fifty eight (58)years in estimated accordance with the English Calendar.

All payments will be settled in full before the notice period

Documents

Itg Hr Policy