Aircel Policy Manual 152v1m

ABOUT AIRCEL The Aircel Group is a result of alliance between Maxis Communications Berhad of Malaysia (74% equity) and Sindya Securities & Investments Private Limited (26%), formed in 1994. Aircel commenced its operations in 1999. In our first decade of operations, we concentrated on building our foundations in the southern part of the country, and soon emerged as the Regional market leaders. Soon after our company began with its expansion in 2005 and has now set its sight on becoming a Pan India Operator. In addition to our leadership position in Tamil Nadu, Aircel met with extraordinary success in the Eastern frontier circles. We pride ourselves on customer satisfaction and managed to emerge as the market leaders in Assam and North Eastern states within 18 months of operations. Today, Aircel operates in 23 telecommunication circles and the company is ready to embark on a dynamic expansion plan, swiftly rolling out in new circles in the near future. With our foundations deeply set on our brand values of simplicity, creativity and trust, we will continue to deliver superior services to our customers and will do our best to live up to their high expectations.

AIRCEL POLICY MANUAL Aircel Work Timings: 9.30 a.m. – 6.30 p.m. POLICY NAME: DRESS CODE OBJECTIVE: To provide guidelines to employees on dress code and grooming. GENERAL DRESS CODE: MONDAY- THURSDAY

INDIAN OR WESTERN FORMALS

FRIDAY

SMART CASUALS



Employees should not wear Bermudas, collarless T-shirts, tracksuits, slippers, sandals, athletic clothing, shorts and offensive prints on T-shirts.

POLICY NAME: LIFE INSURANCE POLICY OBJECTIVE: Aircel Group Life Insurance Scheme provides social security to employees in case of any unfortunate incident. COVERAGE: a)

Executive – Deputy Manager: Medical Insurance: A coverage of upto Rs. 4,00,000/- p.a. for employees and dependent (Spouse, Up to 2 children, either set of parents). Group Personal Accident Coverage: A coverage of three times Annual Fixed Salary (PLI excluded) with a minimum ceiling of Rs. 15,00,000/-. Group Life Insurance Policy: A coverage of upto Rs. 15,00,000/-. b) Manager and above: Medical Insurance: A coverage of upto Rs. 5,00,000/- p.a. for employees and dependent (Spouse, Up to 2 children, either set of parents). Group Personal Accident Coverage: A coverage of three times Annual Fixed Salary (PLI excluded) with a minimum ceiling of Rs. 15,00,000/-. Group Life Insurance Policy: A coverage of upto Rs. 25, 00,000/-. POLICY NAME: MOBILE CONNECTION POLICY OBJECTIVE: To set guidelines for providing official/ personal mobile connections to the employees and immediate family . ELIGIBILITY: All employees (on-roll/outsource) according to the set criteria and based on business requirement. Connection type I Category

Upper Limit of Usage per month

Senior Manager and above(Grade 6 & above)

At Actual*

Deputy Manager & Manager(Grade 4 & 5)

Rs. 1250/-

Asst Manager & Below(Grade 3 & below)

Rs. 750/-

Outsource employees

Rs. 500/-

*In case the ISD is activated in the phone, all personal & official ISD calls need to be segregated and declared by the employee against the bill. In case of non declaration, all ISD call charges will be deducted from the salary accordingly.

Connection type II – A maximum of up to two personal connections (for dependants) are allowed per employee. Expenses for this connection will be fully paid by the employee directly. POLICY NAME: MOBILE HANDSET POLICY OBJECTIVE: To equip employees with a mobile handset, for both business as well as personal communication. ELIGIBILITY: Designation/ Level

Eligibility

Grade U

Rs. 28,000

Grade 8 & 9 (GM/SGM/AVP/VP)

Rs. 20,000

Grade 5-7 (Manager to DGM)

Rs. 12,000

Grade 3 & 4 (Asst. Manager & Deputy Manager)

Rs. 8,000

Grade 1 & 2 (Executive & Sr. Exec.)

Rs. 6,000

Grade T (All Trainees)

Rs. 3,000

Reimbursement can be made once in every 2 years, wherein the 2 years anniversary is based on the previous claim date. Date of claim should be within one month of the purchase date. PROCESS: th

a) Fill the Handset Expense Claim form and submit it to HR team before the 10 of each month. b) Along with the form, original bill must be submitted within one month from purchase which should have the employees name, hand phone model, purchase date and purchase price. ON SEPARATION within 2 years of the claim, the balance monthly prorated amount will be recovered from employees’ final settlement. POLICY NAME: HARDWARE POLICY OBJECTIVE: To lay down the eligibility criteria and the procedure for issuing Desktop/ Laptop & Wireless Data Card. Laptop/ Desktop: Category

Pre Approved

Grade

Make

Approval required

Grade U

Sony Vaio

NA

Grade 9

HP Elite or equivalent

NA

Grade 8

Lenovo/HP/Dell(high end)

NA

Corporate

Lenovo/HP/Dell

NA

Lenovo/HP/Dell

NA

Grade 5,6,7 & Academy Team Circle Circle Functional Heads, Zonal Head(Business/CSD/ Sales , Post-paid Head, Pre-paid Head, MIS In charge, VAS Head, Circle Training Manager,

Enterprise/Corporate Sales Head, Call Centre Head Corporate – AM/DM

Lenovo/HP/Dell

Circle – AM/DM/Manager

Lenovo/HP/Dell

For CorporateReporting Manager & National Functional Head For Circle- Reporting Manager, CBH & RBH

Post Approved Function Specific(Network/Technical Engineers who are in test role)

Lenovo/HP/Dell

Techno commercial executives, who make presentation on our products and solutions in prospective client sites

Lenovo/HP/Dell

Reporting Manager, CBH, RBH/NFH & CIO

Used laptops will be issued to the eligible employees, based on the availability of laptops in the inventory. All the employees who are not eligible for a laptop as per the table above will be assigned Desktop. POLICY NAME: LOCAL CONVEYANCE POLICY OBJECTIVE: To provide guidelines on local conveyance reimbursements arising from official work. POLICY: Official vehicles can be used by all the eligible employees for the purposes of travel from the work location to customer sites, meetings and training etc. All payments under this policy will be made through Finance Function. Any travel within 100 kms (one way) should be treated as local conveyance. Vehicle Requisition Process: The eligibility of type of vehicle for local conveyance will be as per the below table Grades Grade T to Grade 7 Grades 8 & 9 Grade U

Type of Vehicle Hatchback Car (Indica equivalent) Ford Ikon or equivalent car NA

Eligibility for Own Vehicle for Official purpose: In case of the requirement of regular official travel, employees are encouraged to use their personal vehicle whose reimbursement can be claimed as follows Grades

Type of Vehicle

Grade 1 to 3 Grade 4 & 5 Grade 6 & above

Two Wheeler Car Car

Reimbursement (Rs/km) 4 8 10

Max Monthly Claim Permissible 4000 7000 7000

Max Monthly Claim (Field Staff) 6250 12500 15500

Meal Allowance- Those who are in the official field work for more than four(4) hours or more at a stretch can claim meal allowance as per the table below: Grade 4 & below 5 & above

Class “A+ & A” cities Rs. 150/- per day Rs. 200/- per day

Class “B” cities Rs. 100/- per day Rs. 150/- per day

The reimbursement claim in the prescribed format (available in the intranet) should be submitted to the local finance desk within two working days of the local travel.

POLICY NAME: CAR HIRE POLICY OBJECTIVE: Defining guidelines for availing car hire charges, reimbursement of petrol and maintenance and Driver salary. APPLICABILITY: To all Grade 5(manager) and above employees, who have opted for car hire under their flexible compensation structure. ELIGIBILITY: a) The vehicle should be ed in the name of any third person and not in the employee’s name as self. b) A third party ‘Car Hire Agreement’ will be executed for the car hired by The Company. EMPLOYEE RESPONSIBILITY: a) b) c) d) e) f) g)

Employee will choose the option car hire in the compensation plan page For car hire, he has to key in the car IDV value(min. Rs. 1,00,000) Car hire value would be populated automatically. Allocate values against vehicle and driver salary. Employee will update the details in the car hire page under personal details link Save the page, take print out of the declaration, sign, attach copy of the RC book, copy of vehicle insurance, car hire agreement Employee will hand over the documents to the circle HR (after retaining a copy of all the documents).

PRESCRIBED LIMITS: Grades

Car Hire

Grade 5

Rs. 2,40,000 p.a

Grade 6

Rs. 3,36,000 p.a

Grade 7

Rs. 3,36,000 p.a

Grade 8

Rs. 4,56,000 p.a

Grade 9

Rs. 4,56,000 p.a

MODE OF PAYMENT: Car hire charges will be paid monthly to the third party, in whose name the car is ed. RELATED REIMBURSEMENT: a)

Fuel and maintenanceGrade 5 & 6 – per month limit of Rs. 10,000 (Rs. 1800 for car upto 1600 cc and Rs. 2400 for car above 1600 cc) Grade 7 to 9 – per month limit of Rs. 18,000 (Rs. 1800 for car upto 1600 cc and Rs. 2400 for car above 1600 cc) b) Driver SalaryGrade 5- per month limit of Rs. 5000 Grade 6 to 9- per month limit of Rs. 8000 DOCUMENTS REQUIRED: An employee opting for ‘Car Hire’, will be required to submit the following documents at the website ECHOES: a) b) c) d) e)

RC number of the vehicle CC of the vehicle PAN and name of the third party Bank number (ICICI Bank or HDFC Bank) IFSC code of the bank for NEFT transfer

POLICY NAME: LEAVE TRAVEL ALLOWANCE (LTA) OBJECTIVE: LTA provides for personal travel expenses incurred during the year and it covers travelling expenses of spouse, children as well as dependent parents and siblings. ELIGIBILITY and APPLICABILITY: a) The individual should have been on privilege leave for the period during which the journey was undertaken. b) The exemption can be claimed only twice in a block of four calendar years. The current block has started from January 1, 2010, and will last until December 31, 2013. c) If you do not avail of the concession in any particular block or undertake just one journey, you become entitled to carry forward one journey to the next block. However, this has to be utilised in the first year of the new block. d) Even if you don’t avail the concession at all during a particular block, you can carry forward only one entitlement to the next block. e) Employee should have completed 6 months of service to avail LTA. POLICY NAME: LEAVE & HOLIDAYS POLICY OBJECTIVE: To provide details of various types of leaves and holidays in Aircel. ELIGIBILITY: This policy is applicable to all on-roll employees of Aircel. TYPES OF LEAVES 1.

2. 3.

4.

5. 6.

PRIVILEGE LEAVE: All employees who have completed 6 months of continuous employment in the organization are eligible for 15 working days of privilege leave in a calendar year. Privilege leave can be carried forward to the next year subject to a maximum accumulation of 60 days. CASUAL LEAVE: All employees are entitled to 12 days of casual leave every calendar year for any contingency. All unutilized casual leaves will lapse at the end of calendar year and cannot be encashed. Casual leave can be clubbed with Privilege Leave. SICK LEAVE: All employees are entitled to 12 days of sick leave in a calendar year. It can be accumulated up to a maximum of 180 days. Sick leave cannot be encashed. A medical certificate from a doctor is required for absence on of illness for duration of more than 3 consecutive days. MATERNITY LEAVE: Maternity leave is applicable to female employees who are not covered under the ESI Act and have worked for minimum of 90 calendar days on the date of application, during the preceding 12 calendar months. Entitlement of maternity leave is up to maximum of 12 weeks (84 days inclusive of weekends and holidays), subject to an overall maximum of 24 weeks, during the entire service with the company. Of this, maximum of 6 weeks may be availed pre natal. For employees who have completed 2 years of service in the organization while proceeding on maternity leave, an extension of 12 weeks (subject to availability of sick leave and privilege leave top employees credit) may be considered. SPECIAL LEAVE: Special leave is applicable to employees who meet with accident while on duty, subject to maximum of 15 calendar days, irrespective of any leave at the employee credit. CELEBRATION LEAVE: employees are eligible for one paid leave on their celebration day, the celebration day being birthday for unmarried employees and wedding anniversary for married employees. Celebration leave will be credited to employee’s Leave in “MY LEAVE” module in MY HR two days before the days of celebration. The celebration leave should be availed within 10 days from the day of celebration, after which it lapses. Celebration leave has to be applied through online leave portal and should be approved by the reporting manager and cannot be encashed but can be clubbed CL, SL,PL.

HOLIDAYS: Aircel observes 13 holidays in a calendar year. These holidays are inclusive of 3 national holidays. List of holidays will be published by HR in the “MY HR” portal in intranet ‘echoes’.

DATE

DAY

OCCASION

26 Jan 20 Feb

Thursday Monday

08 Mar 06 Apr 10 Aug

Thursday Friday Friday

Republic Day Statehood Day/ Maha Shivratri Holi/ Holikadahan Good Friday Krishna Janamashtami

15 Aug 20 Aug 02 Oct 24 Oct 13 Nov 14 Nov

Wednesday Monday Tuesday Wednesday Tuesday Wednesday

28 Nov

Wednesday

Independence Day I’Dul Fitr (Ramzan) Gandhi Jayanti Dusshera/ Vijayadasami Diwali Padwa puja/ Goverdhan puja/ Lakashami puja Gurunanak Jayanti

25 Dec

Tuesday

Christmas

POLICY NAME: DOMESTIC RELOCATION POLICY OBJECTIVE: To assist the employees by sponsoring the expenses incurred towards relocation on Transfer of an employee or ing of a candidate in a location which is not his/her present home location. RESTRICTIONS: a) Deputation for a period of 6 months or less will not be considered under this policy. b) Where an employee & his/her spouse are both employees with the company & both are relocating to the same destination, only one relocation package will be offered. c) Policy is not applicable for the cases of transfer/change within the same city. d) In case of transfer on request, employees will be entitled only for travelling expense. Other allowances may be approved by the Circle HR on case to case basis. e) Packing and moving & forwarding may be as per standard industry practice. Specialized/ packing and moving of any kind would be at employee’s cost. f) Declared value of household goods for covering under insurance to be done based on approx current replacement value of the same. SETTLEMENT ALLOWANCE: A onetime payment to assist with miscellaneous costs during intercity relocation such as schools, local transport, purchase of soft furnishing (bed, pillow etc.) and/or any other genuine settling expenses endorsed and approved by the Circle/ Unit HR will be paid to the employees as per the following entitlements: Grade Grade 9 & above Grade 7 & 8 Grade 3 to 6 Upto Grade 2

Maximum Entitlement with Bills Rs. 1,00,000 Rs. 75,000 Rs. 50,000 Rs. 25,000

Maximum Entitlement without Bills Rs. 50,000 Rs. 40,000 Rs. 25,000 Rs. 10,000

RE-REGISTRATION OF VEHICLE: The employee will be reimbursed charges towards re-registration on actual when transferred to another state. This can be claimed on production of bills/receipts along with the vehicle documents. The vehicle transferred should necessarily be in the name of the employee. POLICY NAME: INTERNAL JOB POSTING OBJECTIVE: IJP policy enables the organization to leverage upon experienced and culturally oriented employees of Aircel along with providing a platform for employees to achieve their career aspirations. ELIGIBILITY & APPLICATION: a) On-roll employees who have completed one year of service in the current role with Aircel are eligible. b) The applicant needs to have a written approval from his/her current Supervisor, Circle HR Head & Circle Business Head before responding to an IJP. c) An employee can apply for one IJP position at a time. d) All employees can apply for any IJP position they deem suitable irrespective of their current level, however selection and fitment will be based on their assessment through selection criterion.

POLICY NAME: EMPLOYEE REFERRAL POLICY OBJECTIVE: Assisting the company in its talent acquisition process by identifying, attracting and referring the right talent to the current open requirements. APPLICABILITY: To all the on-roll employees of Aircel except for Senior Leadership Team, National Functional Heads, Circle Business Heads and the employees from the HR Team. MONETARY BENEFITS: Grade of the referred candidate Grade T Grade 1 & 2 Grade 3 – 5 Grade 6 – 7 Grade 8 & above

Designation of the referred candidate Trainee Exec. & Sr. Exec. Asst Manager to Manager Sr. Manager to DGM GM and above

Referral Bonus Amount (INR) NIL Rs. 5000 Rs. 10000 Rs. 20000 Rs. 30000

PAYMENT PROCESS: a)

On completion of two months of referred candidate at Aircel, employee should fill a Referral claim form and submit to the Circle/ABS/Corporate HR with copy of confirmation received from Talent Acquisition Team. b) The referral bonus amount will be paid along with salary to the referred employee, when the candidate completes two months of service from the date of iing in the organization. c) The bonus amount will be subject to TDS. POLICY NAME: PERFORMANCE MANAGEMENT PROCESS Appraisal process is an integrated and comprehensive framework, focused on the measurable KPIs. The outcome of the Performance Assessment influences compensation (fixed and variable), identification and development of employee potential, opportunities for growth and career streams, apart from recognizing performance through non monetary modes. SCOPE:  

th

Employees with DOJ on or before September 30 2011 are eligible for Appraisals. All MT and GETs will be appraised on the date of anniversary. They will not be appraised with other employees.

TYPES OF GOALS: FUNCTIONAL GOAL My commitment in the everyday jobs assigned to me in order to achieve the short term and long term initiatives of my function.

SELF DEVELOPMENT GOAL My commitment to develop own self so that I am able to achieve the required performance and contribute in the growth of the organization

PEOPLE DEVELOPMENT GOAL My commitment to develop my direct reports and sustain them on their developmental needs

PROCESS FLOW:

HR sends Launch Email communication to the employees to start Self Evaluation

Manager conducts Review (one to one) with the employee and completes his evaluation of goals and enters his evaluation comments

Employee completes Self Evaluation of Goals in its PMS tool

Final rating post normalization is entered in the employee performance document in PMS tool on Echoes

Circle HR collates the rating, normalizes & forwards the final rating with PMS team

Reviewer can view the appraisal documents and approve the same

A. Performance Review Ratings- We have a 5 point rating system: 5. Outstanding 4. Exceeds Expectations 3. Meeting Expectations 2. Partially Meeting Expectation 1. Not Meeting Expectation B. Performance Linked Incentive (PLI): All employees working on permanent roles of Aircel are eligible for Incentives under PLI plan as mentioned in the Appointment Letter or Appraisal Letter. The performance period of January to December is considered as the period for the execution of PLI plan. For those employees ing during the course of the year will be eligible for the same on a pro rated basis. CAREER PATH: ASSISTANT VICE PRESIDENT/ VICE PRESIDENT

9

GENERAL MANAGER/ SENIOR GENERAL MANAGER

8

ASSISTANT GENERAL MANAGER/ DEPUTY GENERAL MANAGER

7

SENIOR MANAGER

6

MANAGER

5

DEPUTY MANAGER

4

ASSISTANT MANAGER

3

SENIOR EXECUTIVE

2

EXECUTIVE TRAINEE

1 T

PROMOTION: An employee is eligible for promotions only after he/she has served in the said designation for a minimum of 2 years before they become eligible for next promotion. Employees who are rated “Partially Meeting Expectations-PME” and “Not Meeting Expectations” will not be eligible for promotions.

GRADES AT AIRCEL GRADES

DESIGNATION

U 9

-

8

ASSISTANT VICE PRESIDENT/ V.P. G.M/SENIOR G.M.

7

A.G.M./D.G.M.

6

SENIOR MANAGER

5

MANAGER

4

DEPUTY MANAGER

3

ASSISTANT MANAGER

2

SENIOR EXECUTIVE

1

EXECUTIVE

GO TO SPOCS

SPOC Name Nidhi Kalra Thakur Kanwar Jagdeep Rakesh Jamwal Saurabh Srivastava Nitin Maheshwari Saleem Khan Aditya

HR Function no. 9716299853 Function 9716599312 9716199717 9716299795 IT Function 9711918533 Finance Function 9716199994 CSD Function 9716199232 Raksha- TPA 7503707070

ARE YOU A NEW EE??? Have you got your Desktop/Laptop?

If not, Saurabh Srivastava @ 9711918533

Have you got your Data Card?

If not, Kanwar Jagdeep @ 97161999717

Have you received your Visiting Cards?

If not, Thakur @ 9716599312

Have you received your SIM Card?

If not, Saleem @ 9716199232

Have you received your Friends and Family connection? Have you received your Permanent I Card? Have you received your ing Kit?

If not, Saleem @ 9716199232 If not, Arohi @ 9716199952 If not, Arohi @ 9716199952

DO TO:   

Fill your compensation plan on ECHOES when you receive a welcome mail from ALLSEC. Fill your Insurance related details on Raksha TPA site when you receive a welcome mail from Raksha Care. Interact with your reporting manager & fill your KPIs within 30 days of your ing, in MAC tool.

Let’s make Aircel a better place to work by being  SIMPLE  CREATIVE and  TRUSTWORTY