You will be on probation for a period of 6 months from the date of joining. The probation period may be either extended at the discretion of the management or dispensed with either earlier or on completion or thereafter until confirmation. Unless confirmed in writing, you will be deemed as a probationer after the expiry of the initial or extended period of probation. During this time, the Company will verify your performance based on the tasks assigned and if not found satisfactory, has the right to terminate your service without any notice or wages in lieu thereof during the initial or extended period of probation.
Code of Conduct
Honesty & Loyalty
During the period of your employment, you will work honestly, faithfully, diligently and effectively for the growth of the company.
Dress Code
All male employees are required to wear a neat and clean Shirt or a T-shirt and a trouser. Shoes are not mandatory.
For female employees, churidar, saree and shirt/trousers are acceptable.
When uniforms are provided, it is mandatory to come to work in uniform. Lousy dressing is not acceptable.
Punctuality
You shall be present in the office during normal working hours (09:00 AM to 06:00 PM) as specified or during hours especially designated for you in writing. You shall provide details regarding the utilization of your time by entering the details in the timesheet management system.
You will strictly observe punctuality. However, in exceptional circumstances, the management shall allow a grace period of 15 minutes at the start of your duty period. However you will not be allowed to join duties later than one hour of the start time and will be marked absent. If you come later than 15 minutes for three days in a month, your one day leave will be deducted for every such three days on which you will come late as aforesaid. The privilege of the grace period is not accumulative. Besides deduction as stated hereinabove, disciplinary action for habitual late coming can also be initiated.
Social Media Code of Conduct
Personal Accounts
While creating your own social media accounts, be specific whether it will be used for personal, professional, or both types of content.
You may choose to have social media accounts that are entirely personal:
no mention of your employer
no sharing of APKA Industries content
no connection between your channel and the APKA brand.
In this case, you are free to use your channel as you wish.
Professional Accounts
As soon as you use a social media account or blog that links the content with APKA, there are specific guidelines you need to abide by:
You are welcome to declare your role at APKA in your user biography, but it should always be clear that the account is not a corporate channel but rather the voice of an individual.
Once you have declared your association with APKA, anything you post should reflect our values and in alignment with our ethical principles.
Do not include APKA as part of your profile or username (e.g., @RajeshAPKAKarur).
Please do not use APKA branding in your avatar. However, you are welcome to use official APKA-branded banners for your social media profiles.
Retweets or shares are endorsements (regardless of what people put in their bio), which means sharing content that constitutes an IPR infringement, defamation, disparagement or abuse will not be tolerated.
Never share content that is client confidential or reveals confidential intellectual property.
Think before you post
Keep in mind that most online social platforms are like public marketplaces: what’s out there is available for all to see. On social platforms, the boundaries of professional and personal information are not always clear. In these days of shifting privacy policies and powerful search engine indexing, you can’t always be sure what is being shared, viewed, or archived. Note that what you publish online will be public for a very long time. What you post will reflect on you, so be consistent with the way you would wish to portray yourself to friends, family, colleagues, and clients.
If you are unsure whether certain content is appropriate to share online, then don’t post it. It’s better to be safe than sorry.
Responsibility
You are personally responsible for your words and actions, no matter where you are, even in the online world. Please remember that when you participate in social media, you are speaking as an individual and not on behalf of APKA Group. Identify yourself using the first-person singular.
When you discuss APKA Group-related information online, be transparent by giving your name and role and mentioning that you work for APKA Group. If you have an individual site that refers to or has an impact on APKA Group, use a disclaimer such as “The views expressed on this site are my own and not those of APKA.”.
Where applicable law permits, be aware that APKA Group reserves the right to monitor use of social platforms and take appropriate action to protect against misuse that may be harmful to APKA Group’s reputation. Breaches of these Guidelines will be sanctioned according to local HR policy, in accordance with applicable laws.
Your behavior online should be consistent with Our Code of Business Ethics and APKA Group Cyber Security Acceptable Use Policy. You have the opportunity to help shape APKA Group’s reputation online. Use your expert knowledge to enrich discussions, help solve problems, share the excitement of our work environment, promote learning and idea-sharing.
Trust is the key element in building relationships online. Build trust by keeping a respectful tone, even when disagreeing with others, and by responding to comments in a timely manner. If you realize that you’ve made a mistake, try to correct it promptly.
Do not engage in any conduct online that would not be acceptable in your workplace or that is unlawful. For example, do not make derogatory remarks, bully, intimidate, harass other users, use insults or post content that is hateful, slanderous, threatening, discriminating, or pornographic.
APKA Group respects personal opinions and you should respect others and their right to think differently to you. It is worth remembering that topics involving politics, religion and sexuality can be highly sensitive and you should consider refraining from addressing topics that may be deemed personal, objectionable or even offensive. You should not make remarks, jokes or display material that may offend a member of a particular race, religion or gender.
Please also bear in mind that your readers, due to a lack of non-verbal communication or cultural differences, can interpret the tone you use online in different ways. Some participants may not be familiar with abbreviations, emoticons, and other common codes used in online communication. Remember also that comments are often taken out of context, so stick to the facts.
Always protect clients’, APKA Group’s, and suppliers’ confidential and other proprietary information. This is a contractual and legal requirement; breaches are subject to significant fines and the possibility of criminal prosecution. Do not publish anything online you wouldn’t share with a journalist, client, analyst or competitor.
Make sure any reference to clients, partners, and suppliers does not violate any non-disclosure obligations. Please also remember your confidentiality obligations under your employment agreement.
Do not disclose information about colleagues or other persons, misuse their personal data or publish their photos without their permission.
Comply with laws and regulations, more particularly with laws governing intellectual property rights including copyrights and trademarks.
You must not post content or take any action that violates the law or infringes APKA Group or any third-party’s intellectual property rights. You must obtain proper permission before using intellectual property rights (e.g. copyright or trademark).
Health & Safety
Follow the rules.
APKA Group takes its health and safety responsibility very seriously. We expect all to comply with, and adhere to, any relevant legislation and emergency procedures. When working on a client’s site, we expect to observe and cooperate with any client rules regarding health and safety and emergency procedures.
When travelling on business, we are expected to comply with and follow applicable APKA Group policies.
Be supportive
We expect our team leaders to look after the health and safety of their team members.
Be proactive
We all have the responsibility of identifying and reporting to our local health and safety representative or team leader any form of behavior that could present a hazard or risk or any situation that may compromise the health and safety of the team members.
Equality, Diversity & Inclusion
Performance matter
APKA Group is committed to being a “Talented Company” and seeks to reward people on the basis of achievement and performance. We assess our fellow team members and recruitment candidates on the basis of merit and qualifications directly related to professional competence and behavior.
Equal opportunity and fair treatment
We aim to provide equal opportunities and fair treatment irrespective of social, cultural, ethnic or national origins, religious or other beliefs, caste, gender, marital status, pregnancy status, sexual orientation, disability, age, and trade union membership. We are committed to complying with all employment discrimination laws.
Freedom
We respect individuals’ cultures and customs, including their religious beliefs. APKA Group does not support any religious organization.
Harassment
Respect in the workplace
APKA Group expects to maintain a work environment that is free of harassment, including intimidation, unwelcome sexual advances, threats and acts of violence.
Zero tolerance
We have zero tolerance towards any form of harassment or violence or any action that threatens to disrupt the peace in the workplace: this includes any attitude, form of behavior or situation that may be specified as harassment. Any breach of the rules will result in disciplinary sanctions.
Professionalism
We expect to respect personal and cultural differences to ensure that everyone enjoys a comfortable work atmosphere. We should ensure there is no sense of exclusion, discrimination or harassment.
Bribery & Corruption
Comply
Bribery, including influence peddling, is an offense carrying criminal and civil penalties in most jurisdictions where we operate. Anti-bribery and anti-corruption laws prohibit offering, promising or paying anything of value to obtain an undue advantage from a government official or any private individual, such as to act or refrain from acting in a manner that is favorable to APKA Group or to any of its clients. The definition of “government official” in anti-corruption laws is broad, and it includes, among other persons, employees of companies that are partially owned by a government agency, as well as employees of political parties and candidates of political office. Further, it is prohibited to request or authorize any third party to make any such offers, promises or payments. It is also prohibited to receive anything of value from any individual which may be perceived to be given to influence APKA Group or any of its clients.
Commissions
In the course of our sales activities, we do not tolerate any payment of commission to third parties nor do we accept any commission from third parties unless specifically authorized by APKA Group. We may receive referral fees from third-party vendors only when authorized by APKA Group.
Understand the consequences
Failure to comply with anti-corruption and anti-bribery laws not only exposes APKA Group to civil and criminal penalties, but could subject any team member to civil penalties, criminal punishment including possible imprisonment and disciplinary action.
Zero tolerance
APKA Group has zero tolerance towards any form of bribery and corruption or any act that may be perceived as bribery or corruption.
Political Activities
No Group contributions
We do not encourage any cash or in-kind contributions to political parties on behalf of APKA Group, which includes direct and indirect support through intermediary organizations.
Promote respect
APKA Group respects the rights of individuals to participate, ‘’as individuals’’, in politics. However, the individuals do not hold any right to represent or endorse a political party on behalf of APKA Group.
Discussing or promoting political ideologies in any form is strictly prohibited within APKA or its clients’/vendors’/suppliers’/associates’ premises.
Client Relationship
Client first
We think “client first” and we measure our success in terms of the value we bring to our clients. Delivering excellence to our clients is our utmost priority.
Corporate Social Responsibility
Community, Education and Environment
We focus on community projects that are aligned with our corporate purpose and values, such as themes of education, shelter for the poor and old-aged people and environmental protection.
Respect for environment
APKA Group is committed to identifying and complying with any legal and other relevant requirements related to the environmental impacts of its operations and seeks to minimize the carbon footprint.
Get involved
We actively encourage our team members, at all levels, to get involved in our community activities and donate their time, energy and creativity.
Alcohol & Drug Policy
Consumption and possession, distribution, purchase, sale of alcohol and any illicit drugs or any other controlled substances by any person while on Company premises, client’s place and operational areas are strictly prohibited.
Any violation of this policy will result in stringent action taken by APKA.
Secrecy
You are expected to maintain utmost secrecy in regard to the affairs of the Company and shall keep confidential any information, whether written or oral, which relates to internal controls, computer or data processing, customer details, contract details or information concerning the business or financial affairs and methods of operation or proposed methods of operations, accounts, transactions, proposed transactions, security procedures, product manufacturing procedures and processes, trade secrets, know-how, or inventions of APKA or its affiliate or any client, agent, contractor or vendor. You shall not disclose the identities and other related information of any of its clients.
Breach of this provision shall be treated as a gross violation of the terms herein and your services are liable to be terminated without notice.
Conflict of Interest
Your position with the Company calls for whole-time employment and you will devote yourself exclusively to the business of the Company. You will not take up any other work for remuneration (part-time or otherwise) or work in an advisory capacity or be interested directly or indirectly in any other trade or business during your employment with the Company, without written permission from the Company. Also, you will not appear in any examination or attend classes without prior and written approval from the management.
Assignments/Transfer/Deputation
Initially your place of posting will be at Karur. Though you have been engaged for a specific position, the Company reserves the right to send you on training/deputation/assignments to sister companies or associate companies or training centers or any other concerns in existence or which may come into existence hereafter. Your terms and conditions of service and the emoluments will not be adversely affected when you are transferred to a sister or associate or any other concern. When required to work in the sister concern during the normal working hours, no additional payment will be made for such work. It will be your responsibility to make arrangements for your accommodation/other arrangements, if any. Also, the management can shift the place(s) of working anywhere in India and you will have to make compliance for working at the new place of work and your salary and other benefits will remain intact.
The management can shift the premises anywhere in India and you will report for work at the shifted location. On transfer, you will be paid wages as per the minimum rates either fixed and/or revised by the prescribed authority under the Minimum Wages Act of the State which may be lesser or higher than your wages being drawn at the time of transfer.
You shall bear your own taxes that shall be deducted from your salary and/or other dues. For going on duty outside the place of employment, you shall be governed by TA/DA rules of the company, if applicable in your case.
You shall, only at the request of the Company, enter into a direct agreement or undertaking with any customer to whom you may be assigned/deputed, accepting restrictions as such customer may reasonably require for the protection of its legitimate interests.
Termination of Employment
After confirmation, your services are liable to termination at one month’s notice on resignation or forfeit one month’s salary. In case you are incapacitated by reasons of illness, accident or any other cause and cannot perform your duties, the Company may at its option grant lave for a reasonable time with full or half pay or without any pay or terminate your services. Also, if you are found suffering from any infectious/contagious diseases, the Company may at its discretion terminate your services.
In case of associates who are governed by service agreements for serving a minimum stipulated period, they can exercise an option under clause 3.a. only on their completion of the stipulated service period agreed to and provided therein.
Unauthorized absence or absence without permission from duty for a continuous period of 5 days would make you lose your lien on employment. In such cases, your employment will automatically come to an end without any notice of termination.
You will be governed by the Company’s Code of Conduct and if there is any breach of the same or non-performance of contractual obligation or the terms and conditions laid down in this agreement, your service could be terminated without any notice notwithstanding any other terms and conditions stipulated herein. The Company further reserves the right to invoke other legal remedies as it deems fit to protect its legitimate interests.
Reference checks will be made from your previous employers or contacts. If there is any adverse report against you which may be detrimental to the interests of the Company or if the information furnished by you is not true, the Company reserves the right to terminate your employment forthwith (notwithstanding any other provisions) on the grounds of misrepresentation of facts.
That in case of resignation, the management reserves the right to accept it with immediate effect whereas during that period, you will not join any organization without written permission from the management.
On resigning from the job, you will be required to give three months advance notice and acceptance of three months salary in lieu of notice will be at the discretion of the management for relieving you from the job.
Statement of Facts
It must be specifically understood that you are on-boarded based on your proficiency and skills you have declared to possess as per the application, and on the ability to handle any assignment/job independently. If at a later date, any of your statement/particulars furnished are found to be false or misleading, or your performance is not up to the mark or falls short of the minimum standards set by the Company, the Company shall have the right to terminate your services forthwith without giving any notice, notwithstanding any other terms and conditions stipulated herein.
Company Policies
You are advised and instructed to go through the policies and strictly adhere to them.
Restraints
Access to Information
Information is available on a need-to-know basis for specific groups. Prior written approval from management is required to access authorized areas and information.Only those authorized by a specific power of attorney may sign legal documents, representing the Company.
Smoking
We owe and assure a smoking-free environment for our associates. The entire unit premises is declared a No-smoking Zone.
Passwords
Access to network or email/online platforms is through individuals’ passwords. For security reasons, it is essential to maintain confidentiality of the same. If the password is forgotten, the management should be informed to reset your password.
Unauthorized Software
You shall not install, download, copy, duplicate any unauthorized software, programs, games, attachments onto your computer systems.
Security
Security is an important aspect of our communication and office infrastructure. We have security personnel who take care of the security. Communication security is maintained by controlling physical access to computer systems, disabling all accounts and a Company-wide awareness about the need for protection of intellectual property and sensitive customer information.
You shall use the Company’s resources (devices, computer systems, internet, phone etc.) ONLY for official purposes.
Intellectual Property Rights
All intellectual property rights, including but not limited to patents, copyrights, designs, processes, procedures, trade secrets, trademarks etc shall be the exclusive property of the Company. The Company reserves the right to proceed legally against you and recover damages, where any such intellectual property is sought to be protected by you and independently of the Company.
Jurisdiction
Even though the Company may depute you to any other location in India, the jurisdiction concerning any dispute arising out of your employment will be the courts in Karur only.
Retirement
You shall automatically retire from the services of the Company at the age of 58, and the age recorded with the Company shall be considered as final and conclusive.
Leave Policy
Privilege/Earned Leave shall be allowed as per law. Employees are entitled for 12 Earned Leaves. i.e 1 leave a month after 12 months of continuous service.
For each calendar year, employees are entitled for 12 Casual Leaves. Granting of leaves will depend on the exigencies of work and shall be at the discretion of the management. Before proceeding on leave, you will have to apply for leave 15 days in advance to the appropriate authority and seek prior sanction of leave.
Similarly, leave extension, an application will have to be made in advance so as to reach positively before expiry of leave originally granted. Mere submission of application will not mean that the leave has been sanctioned.
The casual/sick leave will be given as provided under the law depending upon the justification for availing leave and the genuineness of the medical certificate supported with the leave application. For each calendar year, the employees are entitled to 6 Sick Leaves.
During the notice period from either party, you will not be entitled to any kind of leave.
That no duly earned leave will be sanctioned during one month’s notice period on termination by the management or during three months’ notice period on resignation from the job.
Performance Grading System & Awards
The performance of an employee is evaluated based on the 5-point grading system. Below are the 10 criteria that will be considered when grading.
Level of Execution
Quality of work
Level of creativity
Amount of consistent improvement
Customer and peer feedback
Sales revenue generated
Responsiveness to feedback
Ability to take ownership
Percentage of tasks completed on time
Being on time and on budget
Below are the grades that will be applied to each of the criterion.
Needs Improvement/Development
Consistently Meets Expectations
Often Exceeds Expectations
Almost Always Exceeds Expectations
Sets a New Standard of Performance
Negative points will be assigned for any breach of conduct, indiscipline, low performance, absence, carelessness etc and published in the performance charts.
Cash award will be given to the best employee of the month during All Hands Meetings conducted each month.
Employee of the Month – Cash Award of Rs.500/-
Yearly Awards include:
Pinnacle Performer of the Year. This is for the whole organization and a Cash Award of Rs.10000/- will be given to the employee who has shown exceptional performance consistently throughout the previous year.
Best Attendance Award. A Cash Award of Rs.2000/- will be given to the employee who has restrained from taking unnecessary leaves and for the employee who has taken no casual leaves or sick leaves during the previous year.
Ad hoc/Spot Awards
Raving Fan Award – Cash Award of Rs.100/- will be given as a spot award for those who have gone out of their way and helped their peer members in achieving the latter’s tasks.
Sales & Marketing Awards
Chief Closer of the Month Award – Cash Award of Rs.1000/- will be given to the best Sales Executive who has brought in the required revenue and achieved his/her sales target for the previous month.
Top Achiever of the Month – Cash Award of Rs.1000/- will be given to the outstanding Sales Executive who has been a top achiever in terms of revenue generation as well as achieving his or her sales target for the previous month.
General
The above terms and conditions are based on Company policies, procedures and other rules currently applicable in India and are subject to amendments and adjustments from time to time.
The continuation of your service is subject to you being found and remaining medically, physically and mentally fit.
During your tenure, you will keep your emoluments secret from other members of the organization and will treat all information coming to you as strictly confidential, and the information contained in all documents and papers and other matters relating to the company will not be divulged by you to any person other than those of the management.
Your increments/promotion and demotions will depend on the sole discretion of the management based upon your efficiency, intelligence, regular attendance, sense of discipline, loyalty, good behaviour and also subject to the prosperity of the organization.
The yearly bonus depends on the prosperity of the organization and at the sole discretion of the management.
Any official service, notice or communication will be informed by ordinary post or through courier at the address given by you at the time of employment or such other addresses which you may hereafter intimate to the management. Any change in your address should be duly notified to the management. Also, you shall not refuse to accept any communication as offered to you for personal delivery.
If charged with any act of misconduct, you will be suspended from service pending enquiry. During the suspension period, you will be entitled to 25% of your salary towards suspension allowance subject to your marking of attendance on the working days at any time during work hours. While claiming suspension allowance, you will give an affidavit every month in writing that you were neither employed or self-employed during such period. Should there be any delay in enquiry/disciplinary proceedings which could be attributed on your part, your suspension allowance will either be reduced or discontinued.
If by any reason you quit your employment within six months of acceptance of offer (unless extended by the management), you will be liable to pay 3 months of total monthly emoluments as liquidated towards the efforts made and the expenditure incurred towards the selection process.
As far as the usage of personal two wheelers/four wheelers are concerned for business use, the company will reimburse the amount at Rs.2 per kilometer for two wheelers and Rs.6.5 per kilometer for four wheelers.
Overtime compensation – The compensation for overtime work is twice the regular rate of his/her ordinary pay (200% of the regular hourly wage rate).
Work Hours – Employees are required to work 48 hours per week for full pay.
Work Week – Monday to Saturday is considered a work week for all employees: i.e. 8 hours a day for 6 days.
Additionally, you will abide by the Service Rules/Regulations or standing as in operation besides office orders which are issued from time to time.
Addendum
Two-wheeler Usage:- If employees are using their personal two-wheeler for official purpose, Rs.2/- per kilometer can be given as reimbursement. For using their personal two-wheeler, prior written permission should be obtained and the kilometers should be recorded in the Vehicle Usage Log.
Four-wheeler Usage:- If employees are using their personal four-wheeler for official purpose, Rs.6/- per kilometer can be given as reimbursement. For using their personal four-wheeler, prior written permission should be obtained and the kilometers should be recorded in the Vehicle Usage Log.
Office Vehicle Usage:- If employees are using office vehicles, the starting and ending kilometers should be noted down in the Vehicle Usage Log. Prior approval should be obtained before using the vehicles.
Food Expenses:- Rs.65/- per meal/lunch is allocated when employees are on travel for official purpose. The amount can be reimbursed once they are back from travel and the necessary bills are submitted. Breakup below.
Bus/Train Expenses:- Bus fare/train fare will be given from office to the location and back to office. Bus/train ticket should be submitted to get the reimbursements. For long distance overnight travel by train, second class sleeper ticket will be booked and given to the employees.
Accommodation Expenses:- For overnight stay, accommodation will be booked and given by the company. If not, the employees are free to book hotels near the place of work at the designated locations. The cap on the Per day Charges is fixed at Rs.600/- or less. If travel advance is required, written request should be given to the management. On approval from the management, the travel advance will be released. Please note that reimbursements will not be entertained if bills are not submitted.
Penalties for Non-conformance:-
Purchase:- Raw Material Costing to be defined and should be purchased within the budgeted amount. If cost is going beyond the budgeted amount, new vendors need to be identified who can supply the material. 10% deviation on the higher side is permitted. Company will not permit any deviation beyond the permitted 10%. Anything over that will be at the risk of the purchase personnel’s own budget.
Production:-
Make sure that minimum 250 to 300 Kgs production happens a day which will be around 7000 to 8000 Kgs per month. Anything below this will be a problem and will negatively impact the production team’s performance.
Keep pushing purchase department for the required raw materials.
Based on the top selling products, prepare and keep stock above the reorder level at all times.
There should not be any production downtime due to raw material unavailability.
Machine downtime due to maintenance should be less than 4 hours a month. Everything should be recorded in the Machine Maintenance Log, including the cleaning time after product change over.
Delay in purchase and production is directly connected to the loss of sales and that sales value will indirectly affect all of the involved parties at various levels in purchase and production.
Penalties arising from non-conformance or non-performance will be arrived at on a case by case basis considering the overall financial loss to the organization.
Quality:-
Raw Material, Finished Goods, Office Supplies and Packing qualities are some of the primary responsibilities of the QA Personnel. Make sure that we do not have any incidents.
Zero quality related issues – That should be our motto.
If there are any quality issues and that has any financial implications, Quality Team will also be responsible for the incident.
Penalties arising from non-conformance or non-performance will be arrived at on a case by case basis considering the overall financial loss to the organization.
Packing & Dispatch:-
Packing team to be make sure that we do not have any packing related issues.
Packing should satisfy all norms and procedures and it should follow all the rules and regulations. Labels should be legible and pasted correctly. If quality team finds any issues, non-conformance tickets will be created and the packing team will be answerable.
If there are any quality issues related to packing and that has any financial implications, Packing Team will also be responsible for the incident.
There should not be any delays in transport and the delivery/dispatch team should make sure that it is delivered as promised to the customers. Followups are required with the courier and logistcis companies and share answers bfore being asked.
Penalties arising from non-conformance or non-performance will be arrived at on a case by case basis considering the overall financial loss to the organization.
Sales & Marketing:-
Monthly Sales Targets will be defined and it should be achieved to get the commissions and benefits.
Sales targets should be achieved to avail Commissions / Benefits from now on.
Sales team need to push production and purchase teams to get the raw material and finished goods ready to generate sales and achieve sales targets. Concentrate on the top products alone, unless it is a bulk order for other items.
Penalties arising from non-conformance or non-performance will be arrived at on a case by case basis considering the overall financial loss to the organization.
Delayed payments from clients – We are planning to introduce penalties to customers if there is a delay in pending payments. We need to have a written agreement with our long term customers to initiate this. Percentage will be decided later once we formulize the process.
Operations & Administration:-
Make sure that office decorum and discipline is maintained at all times.
Spending on top of the budgeted amount will be treated as a non-conformance.
Maintenance of the premises and infrastructure, including machineries and appliances are one of the top priorities.
Make sure that there is no downtime due to repairs and maintenance at all times.
Cost reduction and taking appropriate steps to control spending to be in place.
Prior approval is required for purchases above Rs.2000/-. Valid bills and vouchers to be maintained at all times.
Machine Maintenance Log, Vehicle Usage Log, Travel Logs, Attendance etc. should be maintained.
If there are any quality issues related to Operations (Purchase, Production, Packing, Dispatch and Quality) and Administration, and that has any financial implications, Operations & Administration Team will also be responsible for the incident.
Penalties arising from non-conformance or non-performance will be arrived at on a case by case basis considering the overall financial loss to the organization.
