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I. Earned or Privilege Leave (EL): Earned or Privilege Leave is approved time off from official duties. It is intended to allow the employee vacation, rest, and recreation. It is also intended for the employee to attend to personal/ domestic emergencies.
II. Compensatory Off (C-Off): Compensatory Off is granted to an employee for working on his/ her weekly off day / National Holiday / Festival Holiday and as when required by departmental emergency and as instructed by the controlling officer.
III. Celebration Leave: Celebration Leave is granted to employees on his / her Birthday and his / her Marriage anniversary day.
IV. Approving Authority: Controlling officer.
V. Leave Cycle: A leave cycle shall mean a period of 12 months commencing from the 1st of January to the 31st of December every year.
VI. Casual / Sick Leave: Leaves which are of an unexpected nature and to meet the requirements of a Casual Nature and for sickness

LEAVE CATEGORY	STAFF CATEGORY OF EMPLOYEES
Earned Leave (EL) / CL / SL	15 (One day for every 20 working days)
Celebration Leave	1 Leave will be granted to the employee either on a Birthday or on a Marriage anniversary.

i. Earned Leave (EL) balance shall be credited to the employee’s leave account at the beginning of each month on a prorated basis.
ii. All applications shall be made through a prescribed leave application form either online or otherwise.
iii. If leave is required, employees are expected to submit a leave application at least 3 days in advance to the controlling officer.
iv. EL and Compensatory Off can be taken for a minimum duration of half a day.
v. For all types of leaves, the intervening holidays or weekly off shall be counted as a holiday.
vi. Earned leave can be accumulated up to a maximum of 60 Days. Any leave beyond the limit is lapsed automatically.
vii. In case of resignation, encashment shall be done on the last drawn Basic salary of an employee

i. An employee appointed during the course of the year shall be entitled to earned leave on a pro-rata basis.
ii. An employee shall be eligible to avail earned leave only after completion of 30 days (working + weekly off days) from the date of joining.

i. All Staff categories of Employees shall be eligible for Compensatory off, in case they are required to work on a weekly off or on a National/Festival Holiday. Working on a Holiday has to be approved by the controlling authority, and a communication has to be sent to HR in advance.

ii. Computation of Compensatory Off:
a) In case of discharge of duty for 4 hours on a weekly off or on a National Holiday, a half-day shall be added to the Compensatory off balance of the employee.

b) In case of discharge of duty for 8 hours on a weekly off or on a National Holiday, a full day shall be added to the Compensatory off balance of the employee.

A Compensatory Off shall be availed within 7 days from the instance of the Holiday/ Weekly Off. Any unveiled Compensatory Offs will lapse if not availed within 7 days. Any Exception to this has to be approved by Head – HR

Compensatory Off will only be granted to employees based on his / her attendance record and is approved by his/ her controlling officer and certified by the HR department.

This Policy supersedes all other leave policies in force and this will be reviewed at an appropriate
time and necessary changes or modifications will be incorporated as and when it is deemed required.

PREPARED BY	REVIEWED & AUTHORIZED	APPROVED BY
HR Staff	Head – HR	Managing Director
	Sd/-	Sd/-

(Leave application is expected to be submitted to the HR department before proceeding to Leave under normal circumstances)

a. Leave

b. Compensatory OFF

Employee Code		Employee Name
Department		Designation
From Date		To Date
Total no of Days
Purpose		Contact Number
If Comp Off, please mention against days/dates worked		If Comp Off, please mention against days/dates worked

Opening Balance

Balance after availing

Employee Signature	Controlling Officer Signature	HR Head Signature

If you need more information, Please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

General guidelines

• This policy was formed to lay down the general guidelines for maintaining uniform standards at the workplace
• Our uniform is a part of our brand & influences guest perception & choices
• Wearing the uniform as intended projects a professional image & a better brand experience

Do’s

• Always wear a neatly groomed & ironed uniform while on duty
• Uniform has to be worn only during your duty/shift hours at Outlets/office premises/workshops
• Wear a complete set of uniforms that should not be torn or in ripped condition
• The complete set of uniforms issued to you must be submitted back to the outlet/workshop on your exit from the organization
• Any person (Vendor or HO employee) entering the counter, kitchen, or pantry area “needs to wear a cap” at all times

Don’t’s

• Do not wear an untidy uniform while on duty
• Do not lend your uniform to any individual outside our organization
• Do not smoke, chew gum/tobacco, or consume alcohol or any illegal substance, etc. in uniform. In case you’re found guilty, then it may lead to termination of your services without any further notice
• Do not use the uniform after your duty hours or during your commute
• Do not wear the uniform while you visit any other brands during break hours
• Do not wear any casual dress/half uniform while you’re on duty/shift hours
• Do not abuse verbally or engage in any kind of physical violence wearing a uniform within or outside the outlet/workshop premises

Non-adherence of uniform policy will result in disciplinary action as desired by the management. Management reserves the right to modify the policy without prior intimation and any change or amendment to the policy shall be duly communicated to all the employees.

If you need more information, Please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

OBJECTIVE

Rasapoorna Foods Pvt. Ltd. strives & adheres to keep high ethical standards for carrying out business. Accordingly, the Company has established a vigil mechanism for its employees to report genuine concerns and formulate this Whistle Blower Policy, providing a neutral and unbiased forum for any employees of the Company to voice concerns in a responsible and effective manner, where they discover information, which they believe shows serious malpractice, impropriety, abuse or misconduct, without fear of reprisal.

ELIGIBILITY:

All the employees of Rasapoorna Foods Pvt. Ltd. are covered under this policy.

WHAT CONSTITUTES COMPLAINT

Complaint means any written complaint made by any complainant and includes:

• Malpractice
• Impropriety
• Abuse
• Wrongdoing
• Misconduct

Misconduct can include a whole variety of issues and some are listed below. However, this is not a comprehensive list but is intended to illustrate the sort of issues which may be raised under this policy.

• Fraud and corruption.
• Breaches of Copyright, patent, trademarks and disclosures of confidential data or information to competitors or outsiders.
• Any instance of any sort of financial malpractice & questionable accounting practices.
• Any other unethical or improper conduct.
• Misconduct with other Directors/Business Partners/employees or vulnerable adults (e.g. through physical, sexual, psychological or financial abuse, exploitation).
• Abuse of power (e.g. bullying/harassment).
• g) Bribe, corruption, money laundering or any sort of personal favours (in cash or kind) for awarding contracts/assignments/job opportunities, etc.

REPORTING & MANNER OF DEALING WITH COMPLAINTS

Reporting – Any employee/business partner, who comes to know of an instance/action as mentioned in this policy, may make a complaint giving full details and evidence, if any, by sending a mail to the e-mail id hr@sarvanisweets.co.in

• All complaints received under this policy shall be reviewed by the Ombudsman. The action taken in response to a complaint under this policy shall depend on the nature of concern.
• Initial Inquiries – Initial inquiries shall be made to determine whether an investigation is appropriate, and the form that it should take. Some complaints may be resolved without the need for investigation.
• Further Information -The amount of contact between the complainant and the person or persons investigating the concern shall depend on the nature of the issue and the clarity of information provided. Further information may be sought from or provided to the complainant.
• Any complaint deemed to be of a serious nature shall be investigated by an Investigation Committee/Member, appointed by the Ombudsman.
• All complaints shall be promptly and discreetly investigated, provided allegations are reasonably clear and specific. An investigation of vague or unspecified alleged wrongdoings without verifiable evidence adduced may not be undertaken. If any of the members of the designated investigative committee has a conflict of interest in the matter (i.e. there is a possibility that his/her/their personal interests may not ensure fair enquiry), he/she/they shall inform Ombudsman of the same, who may then appoint some other person(s) in his/ her/their place in the Investigating Team.
• The investigations shall be conducted in such manner, at such time and at such venue as may be deemed appropriate by the Ombudsman.
• Office of the Ombudsman may take oral evidence or written statements of various persons including the complainant and may call for necessary documents in evidence. All Directors/employees/business partners of the Company shall have a duty to cooperate with investigations initiated under this Policy.
• Upon completion of investigation, in case of a proven complaint, the Ombudsman shall compile a report of the investigation conducted and shall present it to the Director.

Complaints filed under this Policy shall be recorded in a Register with related documents. These documents may be inspected by the Director /Head-Human Resources or any other person as directed by them.

Identity –The complainant has a choice to disclose their identity to aid the investigation process, but they are under no compulsion to do so. In either case, the Company shall protect the identity of the complainant diligently unless

a) The complainant agrees to be identified
b) Identification is required by law

DECISION

Where wrongful, unethical, or illegal conduct is established on the part of any respondent, the Management shall take appropriate disciplinary or corrective action against such respondent, which could include termination of employment.

ASSURANCES UNDER THE POLICY & PROTECTION AGAINST RETALIATION

The Company shall not tolerate any harassment or victimization (including informal pressures) of/against the complainant and shall take appropriate action to protect them when they have made a complaint in good faith.

• The Ombudsman shall make all efforts to keep the identification of the complainant confidential.
• The Company shall not retaliate and shall not allow any retaliation or discrimination of any kind against any complainant who submitted a complaint in good faith.
• If a complainant has been victimized, discriminated or retaliated against, they may log a written complaint to the Ombudsman. Such complaints shall be investigated as deemed fit by the Ombudsman.

The above protection against victimization, retaliation or discrimination shall also be available to Directors/employees/business partners who offered evidence or made written statements or otherwise participated in the investigations.

WARNING

A complainant, who knowingly makes frivolous, misleading, or false complaints, or without a reasonable belief as to the truth or accuracy of the complaint, shall not be protected by this policy and may be subject to disciplinary/legal action including reprimand/termination of employment/contract/agreement/assignment/understanding. This shall also apply to those employees/business partners, who make false statements or give false evidence during the investigations.

REVIEW OF COMPLAINTS

A summary of complaints received under this policy along with the results of investigation and action taken, if any, shall be placed before the director on a quarterly basis for review. The report shall not contain any names.

This policy supersedes all earlier policies made in this regard and company, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy any time without any notice.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

Objective of the policy:

All employees are assured of a workplace free of harassment irrespective of their gender, race, social class, caste, creed, religion, place of origin, sexual orientation, disability, or economic status. Employees have the right to work in an environment free from any form of discrimination and conduct which can be considered harassing, coercive, or disruptive particularly behaviors that tantamount to sexual harassment as defined in this policy.
This policy therefore has been formulated to assist in the creation of such an environment and assist individuals who believe they have been subjected to sexual harassment seek support and remedial action.

Scope & Applicability

The policy is applicable to all the employees irrespective of their locations, designation, grade & department.

• All women, who are with the company including but not limited to
• permanent, contractual, or temporary employees (“Employee”)
• Anyone connected with business/ visiting the Premises of the Company for any purpose, including trainees, consultants, contractors, vendors, visitors or customers including restaurants.
• All employees irrespective of their gender, gender expression & gender orientation.
• It covers harassment of women by men, of men by women or between the same sexes. Harassment is unlawful irrespective of who is involved in the behavior.

Note: The policy is made in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013.

What constitutes Sexual Harassment?

Sexual Harassment as defined under Sexual Harassment of women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 includes any of the following unwelcome acts or behavior (direct or implied) namely:

Physical contact and advances.

• A demand or requests for sexual favors.
• Making sexually colored remarks.
• Showing pornography; or
• Any other unwelcome physical, verbal, non-verbal conduct of sexual nature.

A more elaborate list of behaviours that constitute Sexual Harassment is enclosed at Appendix A.

All such conduct becomes harassment when:

• the submission to the conduct is made a condition of employment
• the submission to, or rejection of, the conduct is used as the basis for an employment decision, or
• there is any explicit promise of preferential treatment, detrimental treatment, threat or any humiliating treatment that may affect a person’s sense of health or safety while at work
• the conduct creates or could create or lead to an offensive, intimidating, or hostile working environment or could interfere with work performance.

Additionally, company hold the right to prohibit any conduct that may reasonably be interpreted as harassment whether or not such conduct is pervasive and severe enough to meet the technical legal requirements of harassment.

Note: It is the impact or effect of the behavior on the recipient and not the intent of the offender that is critical in an assessment of such issues/cases.

Definition of Workplace:

Any place visited by the employee in connection with the employment.

Workplace Includes:

• HO/any other office or any work location.
• While traveling for official work
• Hotel accommodation while on work
• Training/conferences for official purposes at any location
• Any external location visited by an employee due to or during employment with the company, such as business locations of other organizations/entities/guest houses, office parties, offsite meetings, hotels, etc.

Workplace does not include:

Any place visited by the employees for any purpose other than official purpose.

Reporting Sexual Harassment:

Any employee who is facing an unwelcome act or behaviour as described in the policy or is a witness to such harassment is expected to report such incidents at the earliest.
Complaints must be made in writing to enable a formal investigation and enquiry into the matter.

You can mail the incident to email id: posh@sarvanisweets.co.in

The complaint needs to be reported within 90 calendar days from the last date of the alleged offense. Delay, if any, will be evaluated by the Complaints Committee provided the aggrieved person submits sufficient cause for such delay.

In case the employee communicates verbally to his/her reporting manager/HR/any other employee about any incident, they are encouraged to forward the complaint on the above-mentioned email ID.

Note: Disclosure/discussion of such incidents in public without following the reporting procedures will be treated as separate misconduct.

Resolution Process:

On a written request from the Aggrieved person, the Complaints Committee may initiate resolution through conciliation/mediation. If conciliation is successful between both parties, the settlement must be noted in writing.

If settlement is not arrived at through conciliation, the Complaints Committee will proceed with an inquiry. The inquiry will be done promptly, thoroughly and with utmost confidentially as practically possible. The inquiry process and end result will be documented in writing.

Those found guilty will be subjected to appropriate disciplinary action. Disciplinary actions for cases of sexual harassment may range from oral/written warnings to extension of probation, demotion, withholding of /promotion, monetary compensation as appropriate, counselling sessions, termination from the services of the organisation.

Protection against Retaliation:

Retaliation is a serious violation of this policy and any person found to have retaliated against an individual for reporting harassment will be subject to appropriate disciplinary procedures.

Company forbids any form of retaliation against anyone who has reported a suspected episode of harassment or has cooperated in any investigation involving a reported case.

If anyone feels that he/she is experiencing retaliation of the nature of intimidation, pressure to withdraw the case or threats for reporting, testifying or otherwise participating in the proceedings, should report the matter to the Complaints Committee.

As with complaints of harassment, this too will be treated as a misconduct and company will take appropriate action to prevent/rectify the retaliation. Retaliation will be treated as seriously as an alleged case of harassment and will apply if the original complaint is not proven.

Alternate Legal Remedies:

If an aggrieved person is not satisfied with the prompt action/resolution given for the incident, then they could contact HR.
Email id: hr@sarvanisweets.co.in

Mala fide Complaint

If after inquiry, it is found that the complaint was raised with a mala fide intent, the company can treat the person found guilty of such mala fide complaint as a major misconduct and decide on appropriate disciplinary action including termination of services.

Lack of evidence to support complaint does not indicate a mala fide intention. Wrongful allegations and breaching confidentiality in this regard will be viewed seriously at company.

Aggrieved Person/Supported/Witness is not penalized.

If a complaint of harassment is dismissed by the Complaints Committee under this Policy, no action whatsoever (including the recovery of any costs involved in investigating/enquiring into the complaint) may be taken regarding the same against the aggrieved person/witnesses/supporters.

Confidentiality:

It shall be the duty of all employees to ensure that all complaints lodged under this Policy is kept confidential. All incidents/grievances reported will be treated seriously and sensitively with utmost confidentiality and privacy of all parties concerned as is practically possible

Consensual Sexual Relationships:

Company discourages romantic or sexual relationships between a member of management or other supervisory employee and his or her staff (an employee who reports directly or indirectly to that person), because such relationships tend to create compromising conflicts of interest at work.

It is therefore mandatory, that if there is such a relationship, the involved parties notify management. It will be at the management’s discretion to either change the reporting chain or take any other action that it deems fit.

General

All employees at the company have a responsibility in contributing to a mature and respectful work environment. All employees are personally responsible for their actions and must ensure that their behavior does not constitute sexual harassment whether it happens deliberately or inadvertently.

Company reserves the right to modify and amend the provisions of this Policy, so as to comply with applicable legal requirements, internal policies, or with a view to fine tune or alter the provisions of this Policy to the extent deemed necessary by company from time to time.

Behavior that constitutes Sexual Harassment at the workplace (Appendix A)

Harassment includes unwelcome words, acts, or displays at the workplace. Any behavior that falls in this list or has the same impact as any of these, on an employee, will invite appropriate disciplinary action including separation from the organization.

Verbal harassment includes:

• Any taunting snide remarks based on sex (including pregnancy, childbirth, or related medical condition), sexual orientation, gender identity, marital status or personal appearance.
• Using abusive and offensive language or comments that put down people because of their sex or sexual orientation.
• Phone calls or messages on electronic mail or computer networks which are threatening, abusive or offensive to employees.
• Sexual messages, text, or images which may be perceived by the recipient as creating a hostile work environment.
• Suggesting or insisting that someone wear revealing clothing.
• Intrusive questions about sexual activity. Tates of sexual exploits. Comments about people’s (women/men) bodies or intruding on the privacy of an employee.
• Repeated requests for sexual favors, sexual advances or repeated pressure for dates and social contact especially when person invited has refused/ignored similar invitations.
• Sexually suggestive comments, sexually colored propositions, insults or threats.
• Telling lewd jokes about sex or sexual orientation.
• Offensive language that insults/demeans including using terms of endearment.
• Singing or humming vulgar songs, ballads or words

Nonverbal harassment includes:

• Graphic descriptions of pornography including graffiti in the office premises.
• Displaying of books, photographs, paintings, films, pamphlets, packages, etc. containing indecent representation of women/men.
• Material that is sexual in nature, sexist, sexually explicit is displayed in the workplace, circulated, or put in someone’s workplace or belongings, or on a computer or fax machine or on the internet or any other public display system or public in the work premises.
• Offensive gestures, staring, leering or whistling with the intention to insult or discomfort another.
• Even if not directly done to a particular individual, uttering a word, making a gesture or exhibiting any object with the intention that such word, gesture, or object he heard or seen by an employee.
• Sounds, gestures or display of offensive books, pictures, cartoons, magazines, calendars, or derogatory written materials at one’s desk or workplace.
• Viewing, showing or mailing pornographic posters, Internet sites, cartoons, drawings.

Physical harassment includes:

• Intentional touching of the body, eg. Unwelcome hugs, kisses, brushing, fondling, pinching, patting, etc.
• “Accidentally” brushing sexual parts of the body.
• Any displays of affection which can make others uncomfortable or are inappropriate at the workplace even if the recipient welcomes it.
• Sexual assault or using technology/force towards any person, intending to outrage, or knowing it that such action will outrage their modesty.

If you need more information, please reach us at 9866073366 , 8977526636, 9963354205 or
Email us at hr@sarvanisweets.co.in, vanajajonnalagadda58@gmail.com

Objective:

The purpose of this policy is to lay down guidelines and standard operation procedures applying to official outstation travel. Employees need to be aware of various parameters of outstation travel policy that will apply to them during official visits. At Lenexis, we regard any travel beyond 75 kilometers radius as outstation travel.

Eligibility:

All the employees are eligible for reimbursement on outstation travel undertaken for official work after due authorization from their respective function heads.

Process:

• Each individual prior to proceeding on outstation travel should take prior approval from his / her HOD on mail with reason for travel.
• Upon return the employee should prepare and verify the outstation travel expense statement as per this policy and get it approved by the function head within ten working days from time of return. Only approved expense statement and bills should be forwarded to the accounts department. Business Heads from HO reporting to the Director can self- verify their expenses and share it with account team. Accounts team will verify and process the same. All supporting bills/memos/invoices and other supporting documents including utilized tickets /their photocopies must be attached with the outstation travel expense statement. It is necessary to submit boarding pass in case of Air travel.
• Every endeavor should be made by employee in all groups to travel by train wherever/whenever possible by planning in advance. e.g., Travelling overnight whenever Superfast/Express trains (Rajdhani/Shatabdi/Tejas) etc. are available. The company encourages and appreciates such cost saving efforts.
• Employees need to plan their hotel stay in a manner that there are no additional 1-day charges for few hours. Plan the Check-in / Out from the hotel accordingly. Whenever required negotiate with hotel for early check in / Late check out.
• The outstation travel policy is not applicable in case of deputation / temporary transfer of over 15 days at a stretch. For such deputations, hotel stay & food allowance for employees will be calculated separately.
• Travel should be planned well in advance in consultation with the function head. Please note that if tickets are cancelled for what so reason it’s an additional expense for the company, every endeavor should be made to avoid such expenses. To claim cancellation charges employee needs to get approval from their functional head.
• Expense reports will be audited for compliance with company’s policy. The manager signing the employee’s expense report is responsible for thoroughly scrutinizing the expense account details and making certain that all expenses are reimbursable as per company’s policy.
• No advance should be taken from Restaurants for payment of car hire, food expenses etc.
• There is no need to submit the bills for food allowance.
• Local travel conveyance will be as per local travel policy at respective grades.
• Laundry allowances can be claimed for the outstation stay above 5 nights as per grade-wise eligibility. Invoices related to the same need to be submitted.
• Employees should not be accompanied by their family members /relatives/friends while going on an official visit.
• Employees should use the mode of travel as per their entitlement mentioned below. Any deviation from the policy needs to be duly authorized by the Head HR.
• Unaccounted expenses can be claimed under incidental expenses as specified.
• When an employee stays with relatives / friends while on outstation travel on the company’s business, he/she can claim per diem allowance in lieu of hotel stay. Per Diem can be claimed for overnight stay only. For claiming per diem allowance, bills are not required. The per diem amount for each respective grade is given in the table below.
• Bills of cars hired during outstation travel should be enclosed with travel bills.
• The rates mentioned in the below table are for normal times & indicative to maximum eligibility of an employee. However, all the efforts are to be made by the employees to make the outstation travel cost-effective.

Grade-wise eligibility for outstation travel

• Lodging – All rates are exclusive of taxes
• Flight can be used – If one way travel is beyond 200 KMs, Low-cost Airlines: Indigo, Go Air, Spice Jet, Jet lite. Air Tickets – It has to be strictly ensured that cheapest fares are procured.

AMENDMENTS: This Policy supersedes all earlier policies made in this regard and the Management, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy any time without any notice.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

OBJECTIVE:

We as an organization strive & adhere to keep high ethical standards for carrying out business. The purpose of establishing the “No Gift Policy” is to inform employees on the general guidelines related to the acceptance of gifts, including gratuities or rewards. Although gifts may be well intended, it can potentially pose as a „Conflict of Interest‟ and could imply an obligation on part of employee thereby influencing business decisions. The objective of this policy then is to ensure that no irrelevant considerations guide employees’ logic to award business to vendors/contractors etc.

APPLICABILITY:

This policy is applicable to all the employees of the organization.

GENERAL GUIDELINES:

“Gift” includes any item, benefit, gesture (of value or not) to employees and/or your families. Gifts include but are not limited to the following:
Bribe / Commission on deal.

• Bribe / Commission on deal.
• Any item of value.
• Service.
• Loan.
• Thing or promise.
• Personal discount or rebate on the price of anything of value.
• Payments for travel, entertainment, food etc.
• Business courtesy offered such as a product discount or any other benefit extended.

1. No gifts of any kind, that are offered by vendors, suppliers, contractors, customers, potential employees, potential vendors, and suppliers, or any other individual or organization, no matter the value, will be accepted by any employee, at any time, on or off the work premises.
2. Employees are required to professionally inform vendors, potential vendors and others of this no-gift policy, and the reasons our organization has adopted the policy.
3. If any employee has questions about and / or needs clarification of any aspect of this policy, the employee should check with their supervisor. If the supervisor is uncertain, the HR Head is the arbiter of the no gift policy to ensure consistent employee treatment across the company.
4. In the decision as to whether a transaction shall amount to acceptance of gift of any kind/ nature, employees should use good judgment and avoid in all cases any actual conflict of interest or the appearance of any conflict.
5. Violation of this policy will subject an employee to disciplinary action, including termination from employment.

PROCESS:

1. Employees would professionally inform vendors, potential vendors and others of this no- gift policy, and the reasons we have adopted the policy.
2. Upon being offered or receiving a gift prohibited by this policy, an employee must notify the gift giver of this policy and graciously decline or return the gift.
3. If the gift is anonymous, the recipient must deliver the gift to the HR, who will decide its usage/disposal.

Any personal intended dealings/transaction with any vendor, supplier, contractor, customer, potential employee, potential vendor, and supplier, or any other individual or organization associated with the company, no matter the value, can be done only after prior written approval from the HR / Company Director.

AMENDMENTS

This policy supersedes all earlier policies made in this regard and the company, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy at any time without any notice.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

Policy brief & purpose

We recognize that mobile phones (and smart-phones especially) have become an integral part of everyday life. They may be a great asset if used correctly (for productivity apps, calendars, business calls etc.). But, mobile phones may also cause problems when used imprudently or excessively. Our employee mobile phone policy outlines our guidelines for using mobile phones at work.

Applicability: This policy applies to all the employees at the Outlets, Central Kitchen & Central store.

Do’s

• Supervisors / Managers at Outlets & central kitchen/store can use their mobile phones for making / receiving work calls or for any other work-related communication, such as text messaging or emailing, in appropriate places and situations.
• Employees other than Supervisors / Managers need to take permission from supervisors for using their mobile phones during working hours.
• Employees can use their mobile phones during breaks or at lunch hour & make personal mobile phone calls during break or lunch times to the maximum extent possible.
• In case of emergency all the employees need to take permission from their superior/ Managers to use mobile phone for personal use during working hours.
• Personal mobile phone use, even when permitted, must never include language that is obscene, discriminatory, offensive, prejudicial or defamatory in any way (such as jokes, slurs and/or inappropriate remarks regarding a person’s race, ethnicity, sex, sexual orientation, religion, color, age or disability).
• During Working Hours Phones Should be always on Silent/ Vibration Mode.

Don’ts

• Do not use mobile phones for surfing the internet, watching movies OR playing games during your work hours.
• Never use a mobile phone while operating equipment.
• Do not use mobile phones during meetings.
• Do not use mobile phones for any reason while driving a company vehicle.
• Do not use mobile phones & camera or microphone to record confidential information.
• In No Case Employees should use Mobile Phones while Interacting/serving Guests.
• Frequent or lengthy phone calls are not acceptable as they may adversely affect the employee’s productivity and disturb others.
• Mobile Phone is sole responsibly of individual employees and they have to take care of their instruments. In no case company / Outlet shall be responsible for loss of instrument due to negligence of employee.

Improper use of mobile phones may result in disciplinary action. Mobile phone usage for illegal or dangerous activity, for purposes of harassment, or in ways that violate the company confidentiality may even result in employee termination.

Amendments:

This policy supersedes all earlier policies made in this regard and company, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy any time without any notice.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

OBJECTIVE:

To provide guidelines to employees about their eligibility for Travel & Food reimbursements while traveling within the city for official purpose.

ELIGIBILITY:

Local travel constitutes travel done within a 50 Km radius from place of work.

• All the employees are eligible for reimbursement of local travel undertaken for official work purpose other than travel from place of residence to work location.
• Where there is frequent travel, Season Ticket (as applicable) should be availed.
• Business Heads shall evaluate the need for frequent travel and if the 1st class travel exceeds more than 3 occasions and 2nd Class travel exceeds more than 7 occasions in a month, Business Head shall authorize the employee to avail season ticket, as applicable.
• All expenses incurred on local travelling shall be claimed under the head – Bill Submission Travelling – Expenses. After approval of the Expenses by Business Head, employee needs to take printout of the same and it should be accompanied by supporting bills. Travel expense statement must be submitted on monthly basis. Should be claimed in the same month.
• Employees should claim reimbursement only for the mode of transport used by them. Claiming reimbursement for the mode of transport not used by employee will be considered as misconduct.
• Employees can claim their travel reimbursement for visit related to official purpose as per their grade & eligibility.
  • Employees attending training sessions at the head-office / other location than their regular work location can claim travel reimbursement under this policy
  • Employees carrying out IST (Internal Store Transfer) of goods/materials etc. can claim travel reimbursement under this policy.

This policy supersedes all earlier policies made in this regard and company, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy any time without any notice.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

OBJECTIVE:

To make full and final settlement of employees who have resigned or have been terminated.

POLICY:

All Location:

• Salary: Will be calculated for the month/days employee has worked & present in HRIS.
• Encashment of PL: Will be done on the basis of last drawn monthly basic salary.
• LTA: Annual payments like LTA in case of grade SM1 and above will be made on pro- rata basis (wherever applicable).
• Gratuity: Employee will be paid gratuity, as per the prevailing payment of Gratuity Act.
• Notice Pay:

Note: Notice Period is 15 days in case of ‘Probationer’ employees / who are not confirmed

• The payment towards the full and final settlement will be done within 35 days from the date of leaving of the concerned employee subject to the submission of clearance form.
• In case of any recovery, company reserves the right to send legal notices, file complaint and legal case against the concerned employee.

AMENDMENTS

This policy supersedes all earlier policies made in this regard and company, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy any time without any notice.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

OBJECTIVE:

The objective of this policy is to establish guidelines for employees to refer candidates for various open positions and earn incentives.

ELIGIBILITY:

• Operations – All the employees till the Outlet Manager / Production Manager are eligible to claim incentives under this policy.
• HO – All the employees except Business Heads & HR are eligible to claim incentives under this policy.

Designations of reference provider	Levels eligible for referring
Employees Below Outlet Manager	Any level
All the employees of HO except Business Heads & HR	Any level
Production Support	Any level

Incentives will be released post completion of 120 days of services by new joiner. Referred candidate & Employee who is claiming the incentives should be active and not serving notice period for claiming the referral incentives. No incentives are applicable for referring part time / Temp staff employees.

PROCESS:

• Employees can share their references with Outlet in-charge for all the positions below Outlet Manager. Outlet In-charge must mention the source of hire as reference and put employee’s name who has referred on the joining / employment application form.
• On completion of 3 months from the date of joining for all such referred candidates, the employee who has referred them has to fill up the Employee Referral Acknowledgment form.
• Forms of employees referred for level below Outlet Manager need to be approved by the reporting manager of referrer. Salesman and above level forms need to be approved by HR to whom reference was made.
• All such approved forms need to be submitted to HR post 3 months & within 6 months from DOJ of referred candidate. Forms received after 6 months will not be considered.
• All the approved forms received by 20th of the month will be processed in the same month’s payroll.

Designations	Incentives	Eligibility
SalesMan to Outlet Manager / Helper	₹ 1500	Post 120 Days

Incentive amount / eligibility may be changed depending on the urgency of hiring needs, same will be communicated from time to time.

DISCLAIMER

Employee referrals are done in the spirit of advisory helps and do not bind HR / Management in any way whatsoever to interview, select or hire the referred candidate.

AMENDMENTS:

This policy supersedes all earlier policies made in this regard and company, at its sole discretion, may amend and modify the policy from time to time and may withdraw the policy any time without any notice.

Note: Employees who will leave during festival season will not be availed this benefit.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

To reinstate the birthday celebration & recognize employee promotions @ Outlets, please find below guidelines –
Celebrations are to be planned in the first week of every month along with team meet for the employees who had their birthdays & for those who got promoted in the last month.
Outlet Managers to announce the name of the employees who got promoted and who had their birthdays in the last month, followed by cake-cutting ceremony in presence of all the restaurant team.
This will promote Team bonding, togetherness & feeling of achievement for being promoted amongst team at the Outlets.
Budget: ₹ 500/- {Cake & Snacks} for entire Outlet team including Housekeeping & Security Guards.
Responsibility: Outlet Incharge / Outlet Supervisor.
You can always share the photos and selfies from the birthday celebrations to hr@sarvanisweets.co.in

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

EXPENSE CLAIM FORM

LOCAL TRAVEL SUMMARY

Other Expense Details

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in

General guidelines:

We as an organization strive & adhere to keep high ethical standards for carrying out business. The purpose of establishing the “No Loan Policy” is to inform employees on the general guidelines

APPLICABILITY :

This policy applies to all the employees of the organization.

GENERAL GUIDELINES:

As part of our ongoing efforts to streamline financial processes and enhance organizational efficiency, We wish to inform you that effective immediately, the management has decided to discontinue providing
loans to employees.
We understand that loans have been a valuable resource for many of you during unforeseen circumstances or personal emergencies. However, after careful consideration, we believe that this change will allow us to allocate resources more effectively and maintain financial stability within the company.
If you currently have an outstanding loan, rest assured that the existing repayment terms will remain unchanged. We encourage you to continue repaying your loan as agreed upon.
Should you face any financial challenges in the future, we recommend exploring alternative options such as personal savings, external financial institutions, or community resources.
Thank you for your understanding and cooperation. If you have any questions or concerns, please feel free to reach out to the HR department.
Wishing you continued success in your professional journey.

If you need more information, please reach us at 9866073366 or

Email us at hr@sarvanisweets.co.in