HR Handbook

HR Handbook
Greetings from IIFL
Dear Friend,
Congratulations on joining Team India Infoline (IIFL)!!
We welcome you to IIFL group and are pleased to have you as a part of our organization hope
this would be a beginning of a mutually beneficial relationship. We assure you of our fullest
support, encouragement and guidance and looking forward to have learning from you as well.
IIFL’s Vision is “To become the most respected company in the financial services space in India.”
We aim to achieve this vision by fulfilling the requirements of every Employee, Client and
Stakeholder.
For shareholders, IIFL aims to achieve higher returns and sustained growth, by developing a derisked business over the long term .For customers we aim to deliver delightful experiences and
value. For employees, we want to provide the best place to work. IIFL wants to be respected by
society at large, by adhering to the highest standards of corporate governance.
Here every member of this team behaves and acts with the passion of an owner and feels 'This
is my company!’ The team has been delivering an extra ordinary performance in terms of
growth and profitability over the years. The fact that this performance has been achieved with
no compromise whatsoever on the highest standards of integrity and compliance is what gives
us tremendous sense of pride.
To initiate this work experience, we request you to go through this booklet. I am sure you will
have an exciting and rewarding career at IIFL.
Warm Regards,
Page 2
PURPOSE
The manual helps you to understand the various policies, procedures,
benefits, terms & condition and other related matters pertaining to
the employment at IIFL. It incorporates all the policies relating to
members under one roof. It also gives you an understanding of the
philosophy & work culture prevalent in the company.
The company reserves the right to amend, delete or annex any terms
and conditions of service as and when necessary without prior notice.
The Board of Directors will approve all changes to the terms and
conditions of service. These terms and conditions will be subjected to
the provisions of any relevant Government legislation and its
amendments.
This document is updated from time to time, and all these changes are communicated through
our corporate portal. Any doubt or query concerning the content of this handbook should be
forwarded to the Human Resource Department @[email protected].
Page 3
Contents
THE JOURNEY OF IIFL ...........................................................................................................................6
OUR BUSINESS MODEL ........................................................................................................................8
IIFL GROUP BUSINESSES.......................................................................................................................9
BOARD OF DIRECTORS ....................................................................................................................... 11
COMPANY VISION, VALUES & CULTURE ............................................................................................. 12
CORPORATE STRUCTURE ................................................................................................................... 15
CODE OF CONDUCT ........................................................................................................................... 18
ETHICS & INTEGRITY .......................................................................................................................... 18
GRAVE MISCONDUCTS....................................................................................................................... 19
IIFL CODE OF CONDUCT FOR INSIDER TRADING .................................................................................. 20
CONFIDENTIALITY OF INFORMATION ................................................................................................. 22
RECRUITMENT PROCESS .................................................................................................................... 24
CONFIRMATION ................................................................................................................................ 29
TRANSFERS ....................................................................................................................................... 31
SEPARATION /EXIT ............................................................................................................................ 33
WORK PLACE RULES .......................................................................................................................... 40
OFFICE TIMINGS & ATTENDANCE ....................................................................................................... 40
LEAVES .............................................................................................................................................. 42
APPEARANCE AND ATTIRE ................................................................................................................. 46
ID CARD POLICY ................................................................................................................................. 48
LAPTOP POLICY ................................................................................................................................. 49
INFORMATION SECURITY ................................................................................................................... 51
LANDLINE POLICY .............................................................................................................................. 55
GUEST HOUSE POLICY ........................................................................................................................ 55
CABIN POLICY .................................................................................................................................... 57
TRAVEL POLICY .................................................................................................................................. 58
LATE SITTINGS ................................................................................................................................... 64
VISITORS AT WORK PLACE ................................................................................................................. 65
WHISTLE BLOWER POLICY .................................................................................................................. 66
SEXUAL HARASSMENT AND REDRESSAL POLICY ................................................................................. 71
Page 4
BLACK MARK POLICY ......................................................................................................................... 77
TRAINING .......................................................................................................................................... 80
PERFORMANCE APPRAISAL & REWARD SYSTEM – PARS ..................................................................... 82
LIFE @IIFL .......................................................................................................................................... 86
EMPLOYEE STATE INSURANCE SCHEME (ESIC) .................................................................................... 93
PROVIDENT FUND (PF)....................................................................................................................... 95
GRATUITY ......................................................................................................................................... 98
EMPLOYEE REIMBURSEMENT ACCOUNT (ERA)/ REIMBURSEMENT COMPONENT ................................ 99
SODEXO MEAL VOUCHERS ............................................................................................................... 100
CORPORATE CREDIT CARD ............................................................................................................... 102
ESCALATION MATRIX ....................................................................................................................... 106
HR POINT OF CONTACT .................................................................................................................... 106
FREQUENTLY ASKED QUESTIONS ..................................................................................................... 107
Page 5
THE JOURNEY OF IIFL
About IIFL
The IIFL (India Infoline) group, comprising the holding company, India Infoline Ltd and its
subsidiaries, is one of India’s premier providers of financial services.
IIFL has a wide distribution network, with around 3,000 business locations across 850 cities in
India. We have presence in multiple sectors like Equity, Private Wealth Management,
Investment Banking, Credit & Finance, Mutual Funds and other small saving instruments
IIFL has received membership of the Colombo Stock Exchange thus becoming the first foreign
broker to enter Sri Lanka. It also has physical presence in key global markets including
subsidiaries in Colombo, Dubai, New York, Mauritius, London, Singapore and Hong Kong.
IIFL owns and manages the website www.indiainfoline.com, which is one of India’s leading
online destinations for personal finance, stock markets, economy and business. IIFL’s Crisil and
ICRA Rating for long term is rated as ICRA (AA). The Group has a consistent and uninterrupted
track record of profits and dividends since its listing in 2005. The company is listed on both
exchanges and also trade in the derivatives segment.
Our Strategy
Page 6
HISTORY OF PROGRESS
1995

Commenced operations as
an Equity Research firm
2004


1997


Launched research products
of leading Indian companies,
key sectors and the
economy
Client included leading FIIs,
banks and companies
Launched
www.indiainfoline.com



2000



Launched online trading
through www.5paisa.com
Started distribution of life
insurance and mutual fund
Acknowledged by Forbes as
‘Best of the Web’ and ‘must
read for investors
2003

Launched proprietary
trading platform Trader
Terminal for retail
customers
2008

Launched IIFL WealthTransitioned to insurance
broking model

Acquired registration for
Housing Finance
SEBI in-principle approval
for Mutual Fund
Obtained Venture Capital
license
2009
2005
1999

Acquired commodities broking
license
Launched Portfolio Management
Service
Maiden IPO and listed on NSE,
BSE and also acquired NBFC
license
Acquired Marchmont Capital
Advisors Pvt Ltd in through which
we have ventured into Merchant
Banking
Acquired 75% stake in Money
tree Consultancy services, which
is a distributor of Mortgages and
other Loan products


2010


2006



Acquired membership of DGCX
Commenced the lending business
Launched Investment banking
Services

Commenced institutional equities
business under IIFL
Formed Singapore subsidiary, IIFL
(Asia) Pte Ltd
Launched consumer finance
business under the ‘Money line
brand
2011

2007


Received in-principle
approval for membership
of the Singapore
Stock Exchange Received
membership of the
Colombo Stock Exchange
Received SEBI final
approval for setting
up an IIFL Mutual
Fund
2012

Maiden Real estate
Venture Fund raised
Rs. 5 billion.
2013

Largest Alternate
Investment Fund
Launched.
2014

Page 7
Launched
Commercial vehicle.
OUR BUSINESS MODEL
Customer
Segment
OUR PORTFOLIO
Page 8
IIFL GROUP BUSINESSES
 AMC
 Broking


Retail
Institutional
 Credit and Finance





Mortgage
LAS
Healthcare Financing
Gold Loans
Commercial Vehicle
 Investment Banking
 Third Party Distribution


Insurance
Mutual Funds
 Wealth Management


Advisory
Portfolio Management Services
 Other Ventures
 Real Estate
Page 9
A FINANCIAL POWER HOUSE
AWARDS & ACCOLADES
Best Fixed Income
Portfolio Management in
India-Euro money Private
Banking Survey 2012
Awarded ‘Best Broker –
India’ by Finance Asia
Country Awards for
Achievement 2011
Best Broking House with
Global Presence’
awarded by D&B Equity
Broking Awards 2011
Private Banking Survey
2011
Best Commodities
Investment in India Euro money Private
Banking Survey 2012
Best Equity Broker of the
Year’ at Bloomberg UTV
Financial Leadership
Awards 2011
Page 10
Awarded ‘Best Wealth
Management House –
India’ by The Asset Triple
A 2011
Fastest Broking House
2008
INDIA’S Most Valuable
CEO’S -2009
BOARD OF DIRECTORS
Mr. Nirmal Jain, Chairman
Mr. R Venkataraman, Managing Director
Mr. Nilesh Vikamsey, Independent Director
Mr. Kranti Shah, Independent Director
Mr. A. K. Purwar, Independent Director
Mr. Sunil Kaul, Non Executive Director
Mr. Chandran Ratnaswami, Non Executive Director
Page 11
COMPANY VISION, VALUES & CULTURE
Our Vision
“To become the Most Respected Company in the financial services space in India”
Our Values
The five core values at IIFL are:
G-Growth- We are driven to grow faster than the rest of the industry and encourage
calculated risks and empowerment at all levels with a focused team of young and
dynamic professionals.

I-Integrity- We ensure utmost honesty and integrity, in letter and in spirit, in all our
dealings with people – internal or external. We should follow integrity in all aspects of
business – no compromise in any situation.

F-Fairness- We believe in fair dealings, devoid of any fear or favor, with all stakeholders
including employees, customers and vendors.

T-Transparency- We believe in as much transparency as practically possible, with our
stakeholders, media and public at large. Transparency in what we do- and in how and
why we do it.

S-Service- We are a service organization, committed to delight our customers with
superior advice and service, delivered with humility and sincerity. Service orientation is
our core value, imbibed by all sales as well as support teams.
Page 12
Our Culture
Owner’s Mindset (OM)
What distinguishes India Infoline from other organizations is the fact that all employees are
driven by Owner Mindset. This is a privilege as well as a responsibility.



OM is the DNA and culture of our organization
Everyone behaves like an owner and not as an employee of the organization and comes
up with ideas, which may not be related to the core function of the person, sometimes
general in nature, for the benefit of organization or its employees and sometimes for
better performance of other departments or business.
Whenever an employee faces problem, he or she faces it like an owner and strives to find
a solution to it, rather than referring to his or her seniors.
Application of Mind (AOM)
Keep the objective of the task assigned and the overall objective of the organization in mind all
the time
• Don’t follow rules / procedures without understanding the logic.
• When in doubt, ask questions and seek clarity.
With OM and AOM everyone in the organization feels that work is fun. It’s less tedious
and more enjoyable.
Page 13
ESSENTIAL OF ENTREPRENEURSHIP/SPIRIT OF ENTREPRENEURSHIP

Energy
How well we execute a task, depends on the kind of energy we put into completing the task

Execution
It’s the Execution that has made all the difference between winning and losing organizations

Efforts
From an organization’s perspective, it’s not the NUMBER of hours you spend at work that
matter but the QUALITY of work or efforts that you put into those hours matters

Ethics
Every company has its own values and code of conduct. It is important that every employee
understands the culture of an organization and fits into it

Excellence
Doing things right the first time saves time, effort & resources. Completing a task 100% and
with full energy & motivation is not sufficient. We need to do things the RIGHT way.
Page 14
CORPORATE STRUCTURE
1. India Infoline Finance Limited (IIFL): A systemically important non deposit accepting, non
banking financial company (NBFC) registered with RBI. IIFL offers broad suit of lending and other
financial products such as mortgage loan, gold loan, loan against securities, commercial vehicle
and health care finance to retail and corporate clients.
2. IIFL Wealth Management Limited Provides wealth management and distribution management
services to HNIs/Corporates. It acts as wealth managers, financial consultants, management
consultants, and advisors and provides counseling services, financial distribution services.
3. India Infoline Commodities Limited (IICL) it is a member of Multi Commodity Exchange (MCX),
National Commodity Exchange (NCDEX) and National Stock Exchange Limited (NSE). It offers
online and offline Commodity broking and advisory services in Commodities Futures and Spot
Segment. (Regulated by FMC).
4. India Infoline Insurance Brokers Limited (IIIBL) is an Insurance Broker registered with IRDA and
engaged in distribution of insurance products and its is Direct insurance broking.
5. INDIA INFOLINE LIMITED (Formerly known as India Infoline Distribution Company Limited):- India
Infoline Limited is one of India’s premier providers of financial services. The Company offers
advice and execution platform for the entire range of financial services covering products
ranging from Equities and derivatives, Commodities, Wealth management, Asset management,
Insurance, Fixed deposits, Loans, Investment Banking, Gold bonds and other small savings
instruments.
6. India Infoline Media and Research Services Limited (IIMRSL) is engaged in the businessof online
distribution of media contents.
7. India Infoline Insurance Services Ltd. (IIISL) The Company was corporate insurance agent and
had discontinued its business upon the group entity becoming direct insurance broker in
November 2008. Presently, it receives only renewal commission.
8. IIFL Realty Limited is engaged in purchase or otherwise acquire and sell, dispose off and deal in
all kind of residential and commercial properties and in particular lands, buildings, or any other i
nterest in property.
09. IIFL Capital Limited is engaged in the business of Stock Broking, Financial Consultancy and advi
sory services.
Page 15
10. India Infoline Trustee Company Limited Is wholly owned
Management Limited and Trustee to IIFL Mutual Fund
subsidiary
of
IIFL
Wealth
11. India Infoline Asset Management Company Limited The Company is wholly owned subsidiary
of IIFL Wealth Management Limited and acts as Investment Manager to Mutual Fund, Alternative
Investment Funds, Venture Capital Fund, and Portfolio Management Services.
12. IIFL Distribution Services Ltd (formerly IIFL Distribution Services Pvt. Ltd: Is a wholly owned
subsidiary of IIFL Wealth Management Limited and is engaged in the Distribution of financial
products and outsourcing services.
13. IIFL Alternate Asset Advisors Limited is a wholly owned subsidiary of IIFL
Wealth Management Limited and is engaged in the business of advisory and asset management s
ervices.
14. IIFL Investment Adviser and Trustee Services Limited
Formerly IIFL Trustee Services Limited) Is a wholly owned subsidiary of IIFL Wealth
Management Limited and is engaged in the business of providing sophisticated fiduciary services
to individuals, corporate and trusts in India. It specializes in providing tailor made fiduciary
solutions, which includes private and public trust formation and management services, SPV
management services, Trusteeship for Venture Capital and Private Equity Funds, escrow, safe
custody of documents and other auxiliary services.
15. India Infoline Commodities, DMCC, Dubai (IICD) is a company formed in Dubai and is re
gistered with Dubai Gold and commodity Exchange.-(presently its discontinued), companies is
under liquidation process.
16. IIFL (Asia) Pte. Ltd. is a subsidiary of IIFL Wealth Management Limited and Holding Company
of IIFL Capital Pte. Ltd and IIFL Securities Pte. Ltd.
17. IIFL Capital Pte. Ltd.
is a subsidiary of IIFL (Asia) Pte Ltd and is in the business of Fund Management.
18. IIFL Securities Pte. Ltd is a subsidiary of IIFL (Asia) Pte. Ltd. and is
engaged in the business of Distribution and Advisory services for financial products.
19. IIFL Inc is a subsidiary of IIFL Wealth Management Limited and is a Registered Broker Dealer
and engaged in the business of providing various financial Services to the clients in USA.
20. IIFL Private Wealth (Mauritius) Ltd is a subsidiary of IIFL Wealth Management
Limited and is engaged in the business of Distribution and advisory services for financial
products.
Page 16
21. IIFL Wealth (UK) Limited is a subsidiary of IIFL Holdings Limited
and is engaged in the business of Distribution and advisory services for financial products.
22. IIFL Private Wealth Hong Kong Limited is a subsidiary of IIFL Holdings Limited
Limited and is engaged in the business of Distribution and advisory services for financial
products.
23. IIFL Private Wealth Management (Dubai) Limited is a subsidiary of IIFL Wealth Management
Limited and is engaged in the business of Distribution and advisory services for financial
products.
24. IIFL Capital Inc is a subsidiary of India Infoline Limited and is engaged in advisory and financial
services.
25. IIFL PRIVATE WEALTH (SUISSE) SA is a subsidiary of IIFL Wealth Management
Limited and is engaged in advisory and financial services.
26 India Alternatives Investment Advisors Private Limited is a subsidiary of IIFL Wealth
Management Limited and Investment Manager to a Venture Capital Fund
27. Ultra Sign And Display Private Limited is a subsidiary of IIFL Realty Limited and is engaged in
the business of Real estate.
28. IIFL Holdings Limited (Formerly India Infoline Limited) :- Holding investments in subsidiaries
and SEBI registered Investment Advisor.
29. India Infoline Foundation. To promote and establish/support education activities to cover all
of society, particularly the under privileged section in rural/urban/semi urban area by way of
established and/or supporting primary and secondary schools, college & institution supporting
education and training imparting education in all field, also to promote and establish/support
medical facilities to needy people.
30. India Infoline Housing Finance Limited: - Giving of Housing Finance Loans for residential and
commercial purposes and other related activities.
31. IIFL Asset Reconstruction Limited: - ARC is newly Incorporated companies on December 17,
2014 and its is engaged in the business of Real estate. Business of asset reconstruction,
management and / or securitization as per permitted by Reserve Bank of India or any other
regulatory / government body / authority.
Page 17
CODE OF CONDUCT
A code of conduct is a set of rules outlining the responsibilities of proper practices for an
individual or organization. The code of conduct serves as the ethical road map for IIFL employees
and provides the guidelines by which the group conducts its businesses.
It applies to all IIFL employees, including Directors, Officers, Associates and all employees of the
Company and its subsidiaries around the globe.
The following are the key guidelines that we need to follow:









We promote open communications
We avoid conflicts of interest
We do not give or accept inappropriate gifts.
We protect our company’s assets
We prohibit personal use of company assets.
We prohibit doing personal work during office hours
We believe in avoiding wastage
We prohibit drinking, smoking & usage of drugs while at work
We prohibit outside employment
We believe in proper use of Information Technology
ETHICS & INTEGRITY
At IIFL, we hold ourselves to high standards of personal and institutional integrity in our
interactions with customers, members, employees, partners, and other stakeholders, including
highest standards of ethical and moral conduct in all their acts on duty as well as when not on
duty.
We consider unethical or immoral conduct as a serious violation of terms of employment, even if
committed when the individual is not at the workplace or is not on official duty. Such cases shall
be taken seriously by IIFL. As a company, we can live with errors and mistakes done in good faith
but can never condone lack of honesty and integrity, even if there is no monetary damage.
The code of conduct is applicable to all employees uniformly irrespective of tenure, stature and
seniority in the organization and nobody can claim immunity from action due to deviation from
set ethical standards.
Page 18
GRAVE MISCONDUCTS
There are certain acts and behaviors, which can result in very strict disciplinary action including
immediate termination of service. They include
 Forging documents (e.g. Customer's Insurance/ broking application form/ KYCsupporting documents such as identity/ birth proof).
 Overstating expenditure vouchers.
 Inappropriate taking cash from customers.
 Trading in customer account without customer consent.
 Overstating customer pass-back/ incentives, sub broker payments.
 Multiple instances of being late for office/ customer meetings without reasons.
 Not recording customer telephone numbers, email or any relevant detail in company
database. This inhibits company's access to its most valuable asset namely its customers.
 Fraudulent and incorrect reporting of customer meetings or sales or business data.
 Fudging or abetting fudging of attendance records.
 Immoral or unruly conduct, acts of or amounting to sexual harassment
 Physical violence with customer/ colleague/vendor.
 Making fake (relatives) as FAN/ remissier/ sub brokers.
 Giving loans/ cash to colleagues without intimation to compliance.
 If at any time during welcome calling or any other checks it is found that the client’s
email ID or phone number is incorrect or is forged then necessary disciplinary action
would be taken against the respective RM, which may include termination from the
services of the company.
 BM / RM using/ sharing password of each other to be sacked.
 Referring business to competition.
 Entering incorrect data with regards to ‘business done’.
 Keying-in incorrect attendance records.
 Accepting/ giving any gifts from/ to employees/ clients without seeking prior
management approval.
 Sharing of PC, IWIN or WIRE passwords with colleagues and subordinates is a sackable
offence. Please note that both the employees are equally at fault and strict action will be
taken against both the employees.
 Poaching existing client
 Marking correct attendance in the systems i.e. employee is present in office when his
attendance is being marked
 All claims made by them are genuine in nature. No dubious bills attached.
 All meeting expenses are backed up with client / staff names etc. For all meetings with
staff, please ensure that the senior most person present in the meeting pays.
Page 19
IIFL CODE OF CONDUCT FOR INSIDER TRADING
All employees should ensure this compliance. The salient features of the code are as follows:
a) The code is applicable to all employees of listed companies and SEBI
Registered Intermediaries.
b) The code and trading restrictions are also applicable to all connected
persons like immediate relatives, consultants for special assignments, auditors etc
engaged by the company.
c)
All employees and connected persons should ensure confidentiality and be
careful while handling Unpublished Price Sensitive Information (UPSI). All
information should be disclosed only on ‘Need to Know’ basis.
d) During the period when the employee is in possession of UPSI, no trading is
permissible by the employees in that particular security;
e) Employees shall not trade in securities when the trading window is closed,
except for exercise of stock options;
f)
The code permits transacting in securities and F&O transactions for the
purposes of investment only.
g)
The securities will be required to be held for a minimum period of 30 days.
h) No contra trade will be allowed for a period of 6 months from the previous
trade ,ie., after selling a security no further purchases for next 6 months can be
executed in the same security.
i)
The code is applicable to all the employees as mentioned above. The
disclosure requirement is required to be adhered to by the designated persons in
the prescribed format.
j)
As and when any changes in the holdings happen, designated persons will
be required to inform the Compliance Officer.
k) The code is effective from May 15, 2015. Kindly ensure full compliance with
the code.
Page 20
l)
In case of any further queries please contact the following:
Name of the Company
Contact Person
Email ID
Telephone Number
India Infoline Limited
Mr. Prasad
Umarale
[email protected]
+91-99209 13053
IIFL Holdings Limited
Mr. Ashutosh
Naik
[email protected]
+91-91679 97450
Mr. Jitendra
Maheshwari
[email protected]
+91-70453 47758
IIFL Wealth Management
Limited
India Infoline AMC Limited
India Infoline Finance
Limited
India Infoline Housing
Finance Limited
Page 21
CONFIDENTIALITY OF INFORMATION
Employees have a duty to protect confidential information of the company, as well as
confidential relationships between the company and its customers, suppliers and shareholders
and hence all employees are required to sign the "Confidentiality Agreement" as a precondition
to contract of employment. Any violation of the Confidentiality Agreement can lead to
immediate termination of the services of the employee, without prejudice to the company's
right to recover damages and seek appropriate legal relief.
Points to Note




Maintain information like client details, product information, incentives, all computer
files, employee details, etc in strict confidence.
Read, understand and follow the rules and regulations laid down under the aegis of the
India Infoline Information Security Policy available on IWIN.
Extreme cautious when discussing confidential information in public places. In addition,
confidential information should never be discussed with non-IIFL employees, including
family members and friends, and should only be provided to or discussed with IIFL
employees for valid business reasons.
Maintain complete confidentiality of their salaries. Salaries in IIFL should never be shared
or compared or discussed with a peer / colleague. Employees doing so shall invite
strictest disciplinary action.
Under no circumstances should an employee share his / her IWIN passwords with colleagues
and peers as confidential information including salary details are available there as well. Anyone
found sharing the IWIN password, whether deliberately or otherwise with a colleague and peer
or unauthorized person shall be dealt with severely, including termination from services of the
company.
Points to Note






Utmost importance shall be given to legality and ethical values in conduct of business in
commercial and regulatory terms.
Breach of law / regulations are not justifiable on the plea of “company’s interest / profit”.
A frank and co-operative attitude shall be adopted with regulators and auditors and they
shall be kept fully and promptly informed of matters, which should reasonably be disclosed
to them.
Great care must be exercised in maintaining confidentiality of information pertaining to
customers.
Each employee shall maintain the highest standard of business ethics and conduct and
behave at all times in a manner, which will reflect well on the Organization and self.
Any conflict of interest or activity that may interfere or jeopardise the Organisation's
operations shall be strictly avoided.
Page 22
Other Conditions:


Disclosure on Relative's business with the Organisation
If any member of employee's immediate family has either a direct or indirect interest in any
transaction or proposed transaction involving IIFL Group or enters into any business contract
with the Organisation; the employee is expected to disclose the nature of the relationship
and the transaction/business to avoid any possible conflict of interest.
Data usage and Confidentiality
The employee will not, for whatever reason, divulge without an express written authority
from the Management, any data or information relating to the Organisation as received in
the course of and after cessation of the employment with the Organisation
Security & Safety


Employees shall be provided with identity cards, which may have to be produced on demand
on entering the office. Identity cards have to be carried while visiting other offices of the
Organisation also.
Employees are expected to report immediately to the designated officer / Security Guards/
higher authority present, if any person is found loitering suspiciously in the premises of the
organization.
Alternate Employment
Employees are restricted from accepting any other employment, while engaged by IIFL
Organisation Ltd., irrespective of whether the same is for monetary benefits or otherwise.


Exceptions may be made with the approval of the Business Head of the respective Function
and Head - HR.
A conflict of interest may arise when an employee is/or becomes involved in any outside
business interest -which is a competitor, customer or a supplier. That may adversely affect
the employee's judgment in acting on behalf of the company. This may come in the way of
the employee devoting full time and attention to his job. That may adversely affect the
Organization’s reputation directly or indirectly.
The cases of conflict of interest listed above are not exhaustive, but lay down the general
principles therefore.
Page 23
RECRUITMENT PROCESS
Introduction:
The recruitment process creates a first impression about the organization in the minds of
prospect employees / customers and hence it as an opportunity to create a mind share and build
brand value. Since employees are the most crucial element of an organization, we need to
ensure recruiting the right candidate within the given timeframe.
To achieve these standards and also bring in consistency in the recruitment and selection
process across all locations, it is imperative that a common set of guidelines is followed. Keeping
this objective in mind, we have created this Recruitment & Selection Process Manual, to guide
recruiters across regions and achieve high standards in our hiring process.
Objective:
 To streamline the Recruitment process,
 To ensure that we always hire the RIGHT candidate for the RIGHT role at the RIGHT time,
and
 To build a strong Employer Brand that attracts the best talent available in the Industry
Pre-interview Checklist:
Academic Qualification: A candidate should be a Graduate (for C code) / minimum HSC or
equivalent (For A Code) for a position in IIFL. There should not be any unjustified gaps in his
education background.
 Candidates: A candidate who was interviewed and rejected in the last three months
cannot be recruited. In case interviewed but not rejected (profile mismatch, offer not
accepted etc), then a feedback from the earlier interview panel should be obtained
before going ahead. In all cases the candidate has to declare if he/she has been
interviewed earlier.

Re-hire: Approval of Chairman / MD required for all re-hire cases. The candidate should
have a good performance track record with us. They should also have a relieving letter
and should have served IIFL Group for a minimum of 6 months. The hiring business needs
to provide their recommendation and obtain approvals for the same.
Page 24
Selection Process
Interview:
All candidates should be met by two independent people at least one being at Territory Manager
/ AVP level. All Branch Manager and above positions to be met by State Head / Zonal Head.
Essentially each level should be met by a person who is at least two levels senior to him / her.
Candidates with relevant work experience in specific domains need to be 1st interviewed by line
managers to assess their technical skills before being interviewed by HR. In case the candidate is
from a remote location then a video conference or telephonic interview needs to be conducted.
Depending upon the level of recruitment there will be a second round of interview with the
business head. Candidates need to be met by respective HR representatives based on the grade
of the position of which the interview is being conducted:
Position
HR Round
Technical Round
Up to Branch Manager
HR Officer
Senior TM / AVP
BM to AVP
HR Manager
VP
Above AVP
Head HR / Resourcing Head
HOD
Interview Assessment Sheet:
Completing the Interview Assessment Sheet is essential since this is a formal documentation of
the interview. This sheet helps capture comments and record important points of the interview
discussion. We have designed two sets of assessment sheets based on the traits required.


Managers & below,
Senior Manager & above.
Interview assessment sheet (IAS) consists of various competencies based on which a prospective
candidate is assessed. It has factors like Business knowledge, Attitude, Communication skill,
Customer focus, Interpersonal skill, Professional demeanor, Result orientation. It also lists the
strengths and limitation of the candidate.
IAS should be filled at the time of interviewing by Business Manager as well as HR Manager. It
also captures the candidate’s concern (if any).
Page 25
Policy Regarding Hiring of Employee Relative
Applicability:

This policy applies to individuals who are related by blood, marriage or adoption
including the following relationships: spouse, child, step-children, parent, step-parent,
grandparent, grandchild, brother, sister, half-brother, half-sister, aunt, uncle, niece,
nephew, parent-in-law, daughter-in-law, son-in-law, brother-in-law and sister-in-law and
first cousin.
Points to Note

The employment of relatives in the same area of an organization may cause conflicts and
nepotism. Even the appearance of nepotism can seriously affect employee morale. In
addition to claims of partiality in treatment at work, personal conflicts from outside the
work environment may affect day-to-day working relationships.

Thus, to avoid this and any other conflict of interest, relatives of persons currently
employed by India Infoline may be hired only if they are not working in the same
department or division and not directly working for or supervising a relative with
approval of Business Head and HR Head.

If a relative relationship is established after employment i.e. spouse or relationship by
law, the individuals may be given a choice to be transferred to another department or
division where a vacancy exists or to separate from the company's services. This
suggestion must be made by the employee within 15 calendar days of disclosing the
marriage.

In the event the employees do not agree with respect to which one shall resign, the
employee with the least seniority shall be separated from the company's service. Also, in
case of a reassignment, if the employee is unable to make a choice between the available
departments within 15 calendar days, a reassignment will be made by India Infoline.

In other cases where a conflict or the potential for conflict arises, even if there is no
supervisory relationship involved, either party may be separated by reassignment or
terminated from employment at the discretion of HR.

New joinees are required to disclose the information of their relatives working with India
Infoline as a part of their joining formalities.
Non disclosure of any of above stated related whether by new joinee or existing employee will
attract disciplinary action.
Page 26
Joining Formalities
Joining Formalities are conducted to verify documents/records of the new entrant/probationer
& to introduce/acquaint him/her to various policies/process followed within the organization.
Points to Note
Every new employee needs to submit the following documents within 2 working days of joining
for employee records:










5 Passport size Photographs
Educational certificates (10th, 12th, Graduation, Post Graduation)
2 references (contact details – name, designation, telephone number, address, email id)
Relieving letter/Resignation acceptance letter from Previous Company along with the last
3 months pay-slips
NCFM, IRDA, AMFI or any other professional certification
Photo identity proof (PAN Card, Passport, Voters ID, Driving License, Aadhaar Card)
PAN Card is mandatory for generation of salary
Proof of Residential Address (driving license/passport/voter's ID/PAN card/
Aadaar/electricity bill)
Medical Certificate
Acknowledged Offer Letter
Process
Once the new employee joins the organization at a branch or location where HR Ops team is not
present, the Branch Manager or Location Head will guide the candidate in completing the joining
formalities and send across the required documents to regional HR team for code creation by
courier. For rest places the Local HR will guide the new joinee in joining process.
Steps to be followed for code creation and On boarding of new joinees:

Recruitment Team Share the joining approval and tracker with CV, CIS,IAS, Acknowledged
Offer letter & Pay slip/Bank statement ( If applicable) to HR ops for code creation

Candidate submits Mandatory documents and fills the Joining kit on or before DOJ.

HR Ops creates the code and share with IRA/Recruitment Team for initiating on boarding
process through Adrenalin.

New Joinee logs in to the adrenalin portal and completes the on boarding process from
Employee details option. During the 1st time login, employee will get only on-boarding tab.
Post successful completion of the same all forms in adrenalin will be accessible.

Once On boarding process is completed by new joinee, HR ops verifies the same with hard
copy documents received and approves it through system.
Page 27
Any change in the residential address or telephone numbers or other material of personal
details of the employee should be immediately updated by the employee in Adrenalin portal and
upload the valid proof where applicable within 3 working dates of joining.
Bank A/C: At the time of joining, the new employee has to open up a salary account after
submitting required documents. Employees can either provide their existing bank a/c details or
open new bank a/c with any of the authorisation i.e. AXIS Bank/HDFC Bank/IDBI
Bank/ICICI/PNB. Bank a/c no. should be updated on Adrenalin – Personal Data – Bank Details
along with the Scan of Pan Card for monthly disbursement of salary directly in the bank account.
All employees are required to agree to the employment terms by accepting the relevant terms
and conditions through Adrenalin during on boarding process. Every new employee's access to
corporate Intranet (IWIN) in case of employees & (FWIN) in case of Associates, generation of
appointment letter and activation of his/ her ID will be processed only after joining formalities
are completed.
Appointment Letter: Appointment letter will be dispatched to the present communication
address provided by the employee while joining. On receipt of the appointment letter, employee
is required to physically sign on each page of the appointment letter & submit the same to
location HR. Receipt of the attested appointment letter is mandatory for processing the second
month salary of the employee.
Responsibilities of Line Manager/IRA:
1. Ensuring a smooth joining for new employees
2. Sending hard copy of documents and Joining Intimation Report to regional HR Ops where
location HR not available.
3. Ensuring on boarding process done by new joinee immediately after the code creation.
Responsibilities of Regional HR Ops and Local HR:
1. Code creation of employees after checking all documents and approvals and joining
intimation report. In case the documents are not complete, the line manager will be
informed by email to provide the same for processing the employee code.
2. Code creation within 3 working days from receipt of completed documents
3. HR Ops create the code and share with IRA/Recruitment Team for initiating on boarding
process through Adrenalin.
4. Coordinate and monitor New joinee On boarding process with IRA and approve/modify
the same through system.
Page 28
CONFIRMATION
Objective:
To observe and evaluate performance of all new joinees during their probation period, before
confirming them in the services of the organization.
Overview:
All on roll employees up to the level of Vice President who are appointed in India Infoline
Limited or its group companies are issued Appointment letters with specified time frame as
probation period from the date of joining. During this period the employee’s performance is
observed by their IRA/HOD and basis their performance against underlined criteria’s and
deliverables the employee is confirmed in the services of the organization. It is aimed to provide
a confirmation letter to all employees who successfully complete their probation period. The
letter needs to reach the employees prior to their confirmation date.
IRA as per Adrenalin will confirm at first level and Second Level (final) will be HOD/VP.
IRA’s are required to complete the confirmation process involving three simple steps:
1. Employee setting their IPM through IPM-PARS section in Adrenalin
Adrenalin>>>Performance Alignment>>>IPM Setting
Adrenalin>>>Performance Alignment>>>PARS
2. Conducting Probation period review with the employee
Note: Incase of Branch channel – Broking employees must clear NCFM/BCFM certification &
certificate must be uploaded on IWIN.
Note: Confirmation of employees without IPM setting will lead to extension of probation.
1.0 Confirmation Process Initiation
The confirmation process will be initiated automatically 30 days prior to confirmation due
date.
Confirmation Initiation Mail – Confirmation initiation mail will be triggered to
 Employee
 IRA
IRA/VP/HOD can recommend the following action for confirmation due employees:
1. Confirmation as per due date
2. Extension of probation by 3 months
3. Termination of employment
Page 29
2.0 Confirmation approval Process:
Once IRA submits the form, it flows to HOD at second level and HRFAC at third level.
Confirm as per due date Auto generated confirmation letter will be uploaded for the employee in adrenalin once the
process is completed, stating that the terms of employment remains unchanged and employee
is confirmed and would now be a permanent employee in system.
2) Extension of probation period
Confirmation of an Employee can be extended up to 3 months. Auto generated extension letter
will be issued to the employee stating that the terms of employment has been revised with an
extension in probation period (maximum for 3 months). Further; the confirmation process would
be reinitiated in similar lines as per extended probation period.
Confirmation Regret:
Regret: Selecting this option will indicate that employee might be terminated from organization.
HRFAC has to initiate Separation process and Issue Termination letter.
This is most critical and sensitive action under confirmation process. RHR with Business /
Function representative and IRA discuss the issue and communicate to the employee that the
probation period would not be extended nor the employee would be confirmed in the system
and thus the employment would stand to be terminated.
Termination/ Separation process will be guided based on performance.
Timelines:
Details
Action Days prior to Confirmation due date
Auto generated mail to initiate
confirmation of employee to IRA
30 days prior to confirmation due date
Auto generated follow up mail after 30
days to IRA & HR
Escalation to Business Head/HOD
On attaining confirmation due date
After 07 days from Confirmation due date. (Point
to be checked whether to keep or remove )
Letter issued
(Confirmation/Extension/Termination)
As and when approved in system auto generated
letters will be uploaded
Page 30
Note:
Incase confirmation process is not completed by business on time (on or before the confirmation
date); said employee is deemed to be on extension of probation for max 3 months and the
system issue a confirmation extension letter to the employee. If even after completion of nine
months in the system, employees are not confirmed; they would be exited from the system after
giving fifteen days notice to the business head.
HR will facilitate the confirmation process and ensure necessary action is initiated against non
complying IRA’s.
TRANSFERS
A job transfer is defined as a change in job/role/location where the new job/role is substantially
equal to the old in term of pay, status and responsibilities. A transfer is a way to help an
employee gain wider and broader experience within the business. Any permanent employee is
eligible for a transfer. The transfer can either be generated by the employee or by the higher
authority.
Points to Note
The Company reserves the right to transfer employees to any other location /office / branch,
subsidiary, or associate of the Company.
JOB TRANSFER





The Company may, in the best interest of business or employee's career, transfer an
employee to any of its offices within India or from one job to another job, or from one
department to another department or to any branch or any establishment at any location of
the company, its affiliates, or customers/ vendors within India as and when required by the
Management
Employees who have resigned from the services once or if their services were terminated by
the company, cannot be re-employed in any department of India Infoline by any Functional
Head without prior written approval from a person of rank not below Executive Director of
India Infoline Ltd
Existing employees cannot apply to other department/ branch/ location through any
external source i.e. advertisement or consultants or any other source of recruitments
Employees found violating the transfer policy in both the above cases will be terminated
with immediate effect and in both the above cases the Head of Department (HOD) needs to
ensure non-occurrence of such incidence
Every employee must ensure that immediately upon his/ her transfer from one location to
other or from one department/ channel to other, the details of the same are accurately
recorded on IWIN. The procedure is also available on IWIN
Page 31
EMPLOYEE MOVEMENTS

The process of employee transfers, change in employee designations and rejoining/
reactivation of exit employees will require approvals from relevant authorities before
any changes take place in the system. All are thus required to go through the below
mentioned matrix and follow the laid down process whenever any request is made for
employee movements.
TRAVEL ON TRANSFER
An employee and his/her family (spouse and children OR dependent parents) will be eligible to
travel by the same class of travel as in case of travel on official work. If the employee decides not
to move the family on Day one of transfer, s/he shall be entitled for the reimbursement once on
a later date.
TRANSIT ACCOMMODATION ON TRANSFER
 Employees being transferred should stay at the Company’s Guest House, if any, at that
location, as a first option.
 In other cases, the employee may stay at the Hotel approved as per his / her limits A
transferred employee can stay at the Guest House for a maximum period of one month
from the date of reporting at the location, to enable him / her to make arrangements for
suitable accommodation. Hotel stays however shall be limited to fifteen days. Exceptions
to the one month rule maybe approved by COO.
 All other incidentals like meal / laundry etc shall be reimbursed for the first fifteen days
of transfer as per employee’s official entitlement.
 Employees at the level of VP and above getting transferred on Company request may be
provided Company leased accommodation at the discretion of the Managing Director.
Cost for such accommodation may be suitably adjusted from the employee’s CTC.
REQUEST TRANSFERS
Requests for transfers from employees may be considered subject to suitable vacancy at the
branch / office specified.
Request transfers shall be approved by respective Business Heads along with Head Human
Resources.
For such transfers, the above mentioned terms pertaining to travel, accommodation, and the
like shall not be applicable.
Page 32
SEPARATION /EXIT
The Separation Policy Procedure defines set procedures for handling all aspects of employee
resignation or termination. It is aimed to ensure smooth separation of the Employees or
Associates from the organization.
When an employee decides to separate from the organization it is essential to identify and
analyze the reasons of employee separation & also to try and retain good performers.
The Exit process is applicable to all employees. The employee who wishes to separate from the
organisation is expected to serve notice period as per terms of service.
Exit Formalities are not applicable to any person who is associated with the organization for
the completion of a particular project.
Exit Types:
1. Employee Initiated (Normal Resignation) – Employee decides to separate from the
organization and submits his/her resignation.

Employee raises self-resignation form and is sent to Level 1 [Immediate Reporting
Manager] for approval. Level 1 approves, the form is sent to Level 2 [HOD/AVP] for final
level of approval

Approvers have an option to revise ‘Actual Relieving Date’ of an employee.

On Approval of Resignation, Exit Interview of the employee is automatically/Manually
initiated.

On Approval of Resignation, Activity / No Dues Clearance of the Employee is
automatically/Manually initiated.

System will send Clearance form to Different Departments and approval will be done
online e.g. (Project or Department / Admin / Finance / IT / HR).

Exit interview is filled online by employee and submitted on system.

Once Exit interview is submitted by the employee HR gives feedback on system.

Prior to the employees last working day, he/she needs to complete all business handover
formalities. Refer to handover checklist appended below.

The Full and Final amount is paid to the employee within 45 days from the completion of
separation process through adrenalin and after recovering all advances/outstanding
dues, if any.

The employee is expected to serve his full Notice Period. Waiving of Notice Period or its
adjustment against leave accrual is at the discretion of the organisation.
Page 33
2. Employer Initiated
Due to breach of code of conduct or performance related concerns the organization may initiate
disciplinary process leading to employee separation. The employee needs to complete all
handover formalities & leave the organization with immediate effect without serving notice
period. In such cases employee does not receive a relieving letter, only termination of service
letter is provided, whereas Full & Final settlement is carried out post the last working day.
Retirement
In such cases employee receives relieving letter and Full & Final settlement is carried out
according to the policy on the last date of his service. The retirement age for the
employees of the organization will be sixty years. An employee is not required to submit
a resignation; instead the organization will issue a retirement order one month in
advance of the date of retirement.




Early retirement can be contemplated on the grounds of illness, inability to discharge the
assigned task for any reason whatsoever
The management has the right to declare Voluntary Retirement Scheme (VRS) for all
employees or specific group/ grade of employees depending on the need of business
whenever situation demands
In case of early retirement recommended by the management, a letter signed by the HR
Department is issued to the said employees, stating the reasons for early retirement.
The management has the right to extend retirement age with Board approval.
Key points:
 In any type of Exit mentioned above the employee’s IRA has to immediately inform HRdepartment on submission of written resignation to him/her.
 In Case an employee is not reporting to the branch for consecutive 3 days without
informing his/her IRA / TM / AM. This should be informed to the HR on immediate
basis. The HR in turn will send across an absconding notice to the employee. Salary of
such cases will be kept on hold till further revert from the employee and his IRA. This
should be informed to HR on immediate basis.
The following formalities will be followed in case of an employee’s death while in employment
with the company:
 The date of death will be construed as the last date of employment. The date of death will
be as specified on the death certificate.
 The salary in this case will be computed for the last month up to and including the last
date of employment and will be credited to the deceased employee’s salary account or
to (or his / her nominee account).
Page 34
Escalation Matrix (HR operations):
Escalation Matrix
Local/Regional HR (Immediately
after resignation/Exit
Corporate HR/AVP HR (Case beyond
45/60)
Head HR (Case beyond 75 days)
Page 35
Adrenalin process for Deactivation
The exit process in adrenalin requires two levels of approvals. Level 1 is typically the IRA. Post
IRA approval, the form moves to Level 2 for approval.
As per separation process in adrenalin, for employees from Management Trainee to Senior
Manager, Level2 approver will be AVP and for employees from AVP and above the Level2
approver will be HOD.
HR will mark exit based on the approved DOL as per Level2 in Adrenalin.
If the employee or business wants to alter the date of leaving then they have to inform HR and
the employee will have to modify the resignation and mention the new DOL. This will again go
for Level1 & Level2 for approval.
FNF will be processed and Relieving letter will be issued as per the approval by Level2.
If FNF needs to be stopped, then HR needs to be intimated one week before the FNF process
date.
Flow Chart:
Employee Submits the
Resignation to the IRA via
Adrenalin
IRA Approves/Reject the application via
Adrenalin
Discussion with the IRA/ HR
If not retained -IRA/HOD accepts the
employee resignation through Adrenalin
Auto generated mail will go to employee
for exit interview and to concern
departments for doing clearance activities
via Adrenalin
After completion of clearance and exit
interview activity from Adrenalin the
employee code will become inactive
automatically.
Issue Full & Final Settlement with Relieving
Letter- within 45 days from the date of
completion of separation process subject
to all clearances.
-
Page 36
If - Retained then
employee need to
Pullback resignation from
Adrenalin >>> `Employee
Life Cycle >>>Separation
>>> Resignation Pullback
In any type of Exit IRA has to inform HR dept immediately after written resignation submission
to him/her by an employee.
Applicability:
 Exit formality applies to all the employees on the payroll of IIFL. The employee who
wishes to separate from the organisation is expected to serve notice period.
Grade
During Probation Period
After Confirmation
Management Trainee to Senior Officer
15 days
30 days
Assistant Manager to Senior Manager
30 days
45 days
Assistant Vice President and above
30 days
3 months
For HFC employees
Grade
During Probation
Period
After Confirmation
Management Trainee to Senior Officer
15 days
30 days
Assistant Manager to Senior Manager
30 days
90 days
30 days
90 days
Assistant Vice President and above
Responsibility of the Immediate Reporting Authority in charge (IRA):
 The Immediate Reporting Authority (IRA) will inform his/her AVP/ VP of the employee’s
exit and seek their approval for the same.
 In Case an employee is not reporting to the office for consecutive 3 days without
informing his/her IRA then the same should be informed to the HR on immediate basis.
HR in turn will issue an absconding notice to the employee. Salary of such cases will be
kept on hold till further revert from the employee and his IRA.
 The IRA should ensure that the job responsibilities are handed over to the replacement
/other suitable employee if any.
 The IRA must ensure that the assets & belongings of the company (Simcard, Laptop,
mobile, data card etc) that are in the possession with the employee are taken back on
his/her last day of working in company.
Page 37
 The IRA should ensure that exiting employee’s application login id (Wire ID, TTADV, TT
browser, GL exe, I-win, Access Card etc) gets blocked. He should get clients de-mapped
from his/her employee ID in case of relationship Manager & signoff client ledger at the
Branch level. Recover any loss from the employee. Get the branch audited in case of
gold loan. On the employee’s last working day to the IRA is required to mail the
“Activation department” and get the exiting employee’s TT Manager/dealer ID blocked
permanently at the branch level.

Ensure that the exit formality i.e. exit form is properly filled and duly signed by either
TM/AM/AVP/VP, is sent to HR dept before the final exit date.

Initiate Separation process via Adrenalin and inform the HR for absconding cases post
approval received from concern VP.
Responsibility of HR:
 Please note that, relieving letter can only be issued to exiting employee only after
ensuring that all exit formalities have been completed.
 Final closure of separation process via adrenalin.
General Guidelines (Notice Period, Handover & Others)

Notice period:
The notice period is provided to assist with the handover of charge/ responsibilities to
the next incumbent.

In the case of an employee initiated Resignation, the employee is required to serve
required notice period. For all purposes, the date of intimation of resignation will be the
start date for computing the notice period duration.

The period of the notice period shall be as per the details mentioned in the appointment
letter or any modification made therein by a management order.

In the absence of any notice given or part notice given, then an employee is liable to pay
(for shortfall in Notice period on a pro rata basis of gross salary)

Notice period may be waived in full or part based on the discretion of the management
as per recommendation received from the IRA & HOD.
Page 38
Handover:
 Handover should be given to the concerned employee nominated by the IRA in order to
continue with smooth business operations with all clients & within the branch.
 Employees dealing with clients are required to inform his/her clients of their exit move
from the company and should give the contact information of the incumbent (New
RM/BM) or IRA who will be handling their accounts. Not doing so, may impact the FNF
process.
 A follow up and communication by the new RM should be made to all clients keeping the
Branch manager informed.
Exit Interview:

Manual/ Telephonic exit interview will be conducted by RHR upto Senior Manager level.
Assistant Vice President and Associate Vice President exit interview will be taken by Head
HR Operation / Head Recruitment. Above Vice President level such exit interview will be
taken by Head HR Operation / Head Recruitment/Head HR.
 In case an employee resigns it is mandatory to conduct an exit interview. Same needs to
be conducted via Adrenalin. Once IRA approves the resignation on system an auto
triggered exit interview option will be enables for exiting employee on Adrenalin. Exiting
employee need to fill the same to complete separation process.
 For the employer initiated separation, an exit interview may not be necessary but all the
other formalities need to be completed.
Others:


HR will send out termination details to all system admin as per last date given by his supe
rvisor on the intimation of the employees resignation.
If HR doesn't get any intimation of last working date within 15 days of employee resignin
g, HR shall automatically instruct relevant teams for deactivation of all system access .
Under such circumstances, the last working date given by the IRA / HOD cannot be prior
to 15 days post resignation.
Such deactivated system access can be activated only with the approval of VP and above
positions along with confirmation on last working date.
Full & Final Settlement:
 Full & Final settlement will be processed post completion of exit formalities. Calculation
will be done based on number of days notice period is served, number of leave taken &
recovery if any to be made. The entire payment is done in the month following the exit
month subject to recovery of mobile bill, meal voucher, Petty cash, Loan EMI, BVC,
Company asset damages, fee, credit card etc.
 IRA/Accounts/Admin should inform HR about the expected recovery (if any) before Final
settlement.
Page 39
WORK PLACE RULES
This policy defines standard guidelines for disciplined behavior to be inculcated into IIFL culture
and at the same time create an environment. This policy applies to all employees on the regular
payroll of the organization.

Every employee must be in office, at his/ her work place before the start time. For any
deviation from the regular office timings as per assigned shift, the same needs to be
communicated by employee to HR Department by the respective HOD.

Every employee must sign in and sign out from IWIN/Access Card IIFLGold exe/Biometric
as applicable else appropriate disciplinary action will be taken( pls refer online attendance
process note on IWIN)

All employees should come to work on time and complete their work as per respective
Shift Schedule.
OFFICE TIMINGS & ATTENDANCE
Corporate Office /
Zonal Offices/
Area Offices
Branch Offices
Working Days :
Working Days :
Monday to Saturday *
Monday to Saturday
Office Timings:
Office Timings :
8:30 am to 5:00 pm
8:30 am to 05:00 pm
9:00 am to 5:30 pm
9:00 am to 05:30 pm
9:30 am to 6:00 pm
9:30 am to 06:00 pm
10:00 am to 6:30 pm
10:00 am to 06:00 pm
10:00 am to 06:30 pm
Weekly Offs:
Weekly Offs:
* 2nd & 4th Saturday
Off & Sundays
Sundays
Page 40
Points to Note







Employees who report after the reporting time of shift will be marked late. Three (3) late
/Early late marks will be taken as 1 day's leave for a confirmed employee & 1 day
deduction in salary for an employee on probation
Lunch breaks will be flexible but must be taken between 12.30p.m and 2.30p.m.
Emergency of work may necessitate an employee to stay in office beyond regular working
hours and even work on weekly offs/ holidays.
Late coming or absenteeism without prior approval (except for emergencies where prior
approval was not possible) would be subject to stringent disciplinary action. In case of
leave without prior approval, proportionate salary may be deducted, besides deduction in
the available leaves. Waivers may be granted only in exceptional circumstances.
Group members can exchange Saturday week offs with their IRA approval of places where
in a month only two Saturdays are off.
Certain Sales employees may be required to meet clients/potential clients outside the
office. They should do so under intimation to their immediate reporting authority, who
should have prior knowledge of these visits/meetings. A report on the same should be
given immediately after resuming office.
In order to meet targets, TATs and work exigencies, one may be expected to work on all/
some Holidays/Week offs at the discretion of the reporting authority. Typically
Compensatory offs shall be given for this.
Focus on Flexibility:

On Saturdays, flexibility is provided by expanding the hours at which employee may arrive
at the beginning of the day and leave at the end of the day and during the lunch break,
however ensuring 6 hours of work is fulfilled.
Example: An employee can come to office by 10.30 a.m. and leave by 4:30 p.m. or any other
flexible option given to the employee. Flexi working is not a substitute to a leave on working
Saturday. Hence if an employee is absent on a working Saturday, the same will be considered as
absence/leave depending upon the approval received from the HOD.
Good Attendance Habits





Appearing for work 15 minutes prior to start of shift and to finish any personal tasks such as
visits to canteen/washroom well before the start of the shift.
Being at your work station ready for work by the start of the shift.
Remaining at your workstation unless the needs of the job require you being elsewhere,
duly approved by IRA.
Taking only the time normally allowed for breaks.
Calling in personally to notify your Immediate Reporting Authority or any senior member of
the team, if you are going to be either late or absent, unless a verifiable emergency makes
it impossible for you to do so.
Page 41
Attendance Protocol:

If an employee forgets to bring the identity card cum access card then he/she has to log
onto “Adrenalin – Self Service – Attendance regularization Card forgotten ” and put a
request with remarks. Application will go to IRA for his approval in his Adrenalin.

In case an employee returns to his base office from a local branch visit, he must update
his status to OD ‘Out Door’ by logging on to Adrenalin. This option is available under
“Adrenalin – Self Service – Attendance regularization path”.

If an Employee is going on an official tour, he must update his details on Adrenalin by
selecting the ‘Tour’ option available on “Adrenalin – Self Service – Attendance
regularization path”.

Employee(s) availing of a leave for a day or more, have to inform the IRA and apply via
adrenalin system – Self Service – Leave Management – Leave Request .
When ill or unable to report to work, the employee should inform his/her immediate
reporting authority /HOD immediately or after resuming duty. For Sick Leave Medical
certificate needs to be upload in Adrenalin system while applying SL. Path - Adrenalin>>>Self
service >>>leave request

In case an employee is absent without notice for 7 days in a row, he/she will be
considered as having abandoned his/her job, and the company shall process the
employee’s work separation as a voluntary resignation on the employee’s part.
LEAVES
India Infoline believes that employees should have opportunities to enjoy time away from work
to help balance their professional and personal lives. The Company encourages all employees to
spend time with family for leisure, taking care of personal work, or rest due to medical reasons.
Points to Note

Leave calendar for Annual leave will be from April to March (Financial Year)

Employees are entitled to customary paid festival and national holidays as outlined by
the Company and displayed at the beginning of each year.
Page 42

Company encourages employees to have a work life balance; therefore leaves should be
availed as per leave plan of the department. All employees would have to take minimum
eleven 11 days (Excluding holidays and weekly offs) leave in a financial year.

Employees may be required to work on public holidays and / or during weekly off days. If
such work is officially mandated in writing by either the Supervisor/HOD of the
employee, then the employee may be compensated with compensatory leave for those
days

If the employee wishes to extend an annual leave, he/she is required to complete an
application in writing or email

All leaves should be taken with prior approval. In case, a sick leave has to be taken in an
emergency situation, the employee must make best efforts to communicate his/her
immediate supervisor/HOD on the first day of such leave
For Permanent or Confirmed Employees:-


Permanent employees are eligible for an annual leave of 21 days Privilege leave and 3
days Sick Leaves.
Employees can use their annual leave only after confirmation in the services of the
Company. On confirmation, leave computed at the rate of 1.75 days per month of
employment will be credited to the leave account of an employee

When an employee serves the Company for part of a year, he/she is entitled to annual
leave on a pro-rata basis calculated for every completed month of service.

Only working days shall be taken as leave days.

A maximum of ten days may be carried forward per year .

Sick leave of one day need to be specifically accompanied with a medical certificate. Sick
leaves cannot be carried forward
Page 43
For Employees on Probation:


Leaves taken during probationary period will be considered as Leave without pay (LWP).

For new recruits, pro-rata leaves will be credited at the end of the probation period.
Employees can use their annual leave only after confirmation in the services of the
Company (subject to deviations mentioned, here in the policy document)
Leave Accumulation & Encashment
Leave Encashment
 Employees who leaves services of organization shall be allowed to adjust leaves balance
against notice period after the approval of HOD & HR Head. After adjustment, if any
balance leaves remains then same will be considered for leave encashment.
 Employees on completion of 3 years are eligible for leave encashment and can encash
their leaves in excess of 21 days
 Leave encashment link will be made live on Adrenalin through path as follows Self
Service-Leave Management - Leave encashment for eligible employees at the end of
year. Separate communication to this context will be sent to eligible employees
 In case of absence of declaration, available leave balance would be carry forwarded
(again subject to 11 days mandatory leaves taken, otherwise the excess leaves would
lapse)
 The calculation of leaves accrued to be encashed will be on Basic Salary.
Leaves Carry Forward:



Maximum 10 days of leave (prorata in case of mid joiners) can be carry forwarded
subject to taking minimum 11 days of mandatory leaves during the FY
Balance leaves (if any) in excess of 10 days (prorata in case of mid joiners) will lapse at
the end of financial year.
Any leave balance available from previous years can be carried forward or requested for
encashment based on applicability and employee option on Adrenalin Maximum of 42
days can be accumulated as carry forward at given point
Page 44
Maternity Leave
Maternity leave refers to the period of time that a new mother takes off from work following the
birth of her baby.
Eligibility
It shall cover only Female Employees who have completed 180 days of continuous service on
date of availing this leave. This Leave can be availed for two children
Points to Note

Maternity leave at India Infoline shall be administered as per the prevailing Law/Act.

Eligible expecting women employees are entitled to maximum of 84 days i.e. 12 weeks of
maternity leave.

Maternity leave can be used a maximum of two (2) occasions during an employee's
tenure with the Company. All intervening holidays and weekends falling during this
period of maternity leave are counted as part of leave.

Employees are allowed to use annual leave in continuation with maternity leave, after
first having completed the 84 days of maternity leave, subject to approval by
supervisor/HOD.

Employees undergoing medical termination of pregnancy under medical advice or
miscarriage are entitled to 6 weeks of maternity leave. A duly registered attending
medical practitioner should certify this & a medical certificate should be obtained.

Employees suffering from illness arising out of pregnancy, delivery, premature birth,
stillbirth or miscarriage are entitled to additional leave, against her annual leave
entitlement, subject to available balance in the leave account. Leave in excess of
available balance shall be treated as Leave without pay. This leave is granted based on
circumstances of each case and should necessarily be recommended by the sanctioning
authority HOD and approved by the Head HR.

Maternity leave is not encashable in any manner, under any circumstance. It cannot be
accumulated or used in installments.

The employee must submit a scanned copy of the leave application form with the
maternity leave start date & end date to the HOD & a copy of the same should be given
to the HR Department at least a month in advance of commencement.
Page 45
Working on Sundays/ Holidays

Number of working days in a week will be 6 i.e. Monday to Saturday. In addition to all
Sundays being a holiday, IIFL communicates company holidays at the beginning of
calendar year. Employee need to ensure 8 hours 30 minutes work time is fulfilled on
each day.
 During peak seasons and emergencies an employee may be required to work on Sundays
and/ or holidays (except statutory holidays) without any advance notice. Although no
formal notice is required for such short-term changes, respective HOD should give
employees as much notice as possible
 Employees who work on Sunday (for minimum of 6 hours) and other paid holidays (for
minimum of 8 hours) will be given an additional leave credit equivalent to the number of
such days worked in the month if no compensatory off is granted.
APPEARANCE AND ATTIRE
While the Organization does not wish to limit the Employee's expressions of taste and
individuality, the Employee's must be aware that what the Employee wears to work is a
reflection of the Employee’s own professionalism and that of the Organization.
Points to Note





Employees are expected to be clean and formally dressed on weekdays, from Monday to
Friday.
For all those who go to meet clients, ties are mandatory for gents and formal wear for
ladies even if it is a Saturday,
Gent formal Shirt (Long/ short sleeved) and trousers. Beard moustache, if sported must
be neat and trim. No stubble allowed.
Ladies - Western formals/ Sari/ Salwar Kameez
Business Casuals may be worn on Saturday.
Disciplinary action
Violations of any of the work rules/code of conduct could result in disciplinary action including
termination of services.
Points to Note
Management reserves the right to review each violation in its entirety and based on the severity,
to use whatever form of disciplinary action it deems necessary for the elimination and nonrecurrence of the infraction. In arriving at a decision for the same, the following will be
considered:
 Seriousness of violation.
 Track record of the employee.
Page 46

Circumstances surrounding the matter.
Careless behavior displayed during the course of work or reckless mistakes committed either
due to impulsiveness, lack of caution or non-compliance with company policies may result in
disciplinary action on employees. A few examples of such behavior are:
 Refraining from wearing ID cards in the office premises.
 Not shutting down the PCs, printers, scanners, etc while leaving office.
 Wearing improper/ casual dress to work.
 Dishonesty in connection with employer’s work.
 Habitual neglect of work
 Not maintaining confidentiality of information like client details, product information,
incentive, all computer files etc.
 Violation of code of conduct
Penalties of handling Misconduct







An employee may be liable for one or more of the following penalties:
Dismissal from service;
Reduction to lower grade;
Reduction in Salary or withdrawal of perquisites or benefits if his performance is not up to
the expectations of the Organisation.
Any other punishment consistent with the gravity of the misconduct or misdemeanor.
An employee may be liable for any one or more of the above penalties if:
He commits any violation or breach of any rules or any orders, directions, internal
procedures or regulations of the Organisation.
He is guilty of fraud or dishonesty in his dealings ;
He commits any act which in the opinion of the Organisation warrants disciplinary action.
Process of handling Misconduct





In any of the cases specified above, the Organisation shall serve on the concerned officer a
show-cause notice requiring him to show-cause why disciplinary action should not be taken
against him.
On receipt of a show-cause notice, the concerned employee shall submit his reply thereto.
After consideration of the reply of the Officer, a competent authority as decided by the
Organisation shall afford a personal hearing to the Officer. Thereafter they would give their
recommendation to an independent person,
The Independent person in consultation with Head-HR, Head-Audit and the concerned
Business Head, if he deems fit, initiate appropriate action or levy the appropriate penalty.
If no reply is filed by the employee within the stipulated period, a competent authority may
initiate appropriate action or levy the appropriate penalty, as he may deem fit, without
giving personal hearing to the officer.
The senior management may as required designate any other Competent Authority for the
purposes of initiating disciplinary action.
Page 47

In case of such a dismissal, terminal benefits of the employee in terms of salary in lieu of
Notice period etc. may be withheld at the Organisation's discretion
OTHER POLICIES
ID CARD POLICY
Points to Note

Recording of attendance shall be compulsory every time an employee enters or leaves
the relevant premises. The company has introduced electronic attendance system
wherever feasible or attendance registers to enable employee to record their
attendance.

Every employee shall carry his/her ID card all the time during working hours.

Employees shall produce their I Card at any point of time on demand by the authorities
while in transit in the company vehicle or any place in the sites or offices.

The following are the various types of ID card:Description
Issued/Granted to
IIFL permanent Identity
Cards
All IIFL/Group Companies employees seated at the Area Offices & Branch Offices.
IIFL permanent
Identity Card cum
Access Cards
Blue Training Cards
(TR Card)
Black Temporary Cards
(T Card)
All IIFL/Group Companies employees seated at the Corporate & Zonal Offices.
Green Regular Visitor
Cards (RV Card)
Regular visitors from other branches.
Green IBM Regular Visitor
Cards (IBM-RV Card)
Yellow Visitor Cards
(V Card)
IBM Regular Visitors
Yellow Auditor Cards (A
Card)
Auditor's visiting the office for audit
Red Canteen
Cards (C Card)
Canteen staff
Employees during Induction.
New Joinees as a temporary card post their Induction till the time they
receive their permanent Identity Card/Identity card cum Access Cards.
This card is issued to visitors who visit the office for a meeting or for an
interview & also to employees who forget their Identity card /Identity card cum
access card to office
Page 48
Red House Keeping Cards
(HK Card)
House Keeping staff
Blue Security Cards
(S Card)
Security Staff
Loss of Identity Card/Identity Card cum access Card:
 In case the employee misplaces his/her Identity card or Identity card cum access card;
he/she needs to obtain a new card by filling the ID card requisition form available on
IWIN.
Charges for a New Identity Card/Identity Card cum Access Card
Recurrence
Charges
If employee does not carry
Rs .50
st
Rs. 100
nd
Rs. 250
rd
Rs. 500
th
Disciplinary Action
1 time
2 time
3 time
4 time
LAPTOP POLICY
Eligibility


Area Manager or equivalent designations in sales & VP and above designation in
support are eligible for laptops.
In special cases, laptops may be given to employees below these grades if deemed
necessary, to execute their duties
Points to Note




Data cards may also be given to Vice Presidents and above and employees travelling
extensively for official work.
Prior approval from the HOD and above is necessary for the same. When leaving the
organization, employees will have to return the laptops and data cards.
All laptops acquired for or on behalf of the company shall be deemed to be Company's
property. Each employee issued with a laptop is responsible for the security of that
laptop, regardless of whether the laptop is used in the office, at the employee's
residence, or in any other location such as a hotel, conference room, car or airport
Employees' assigned laptops have to sign an undertaking to abide by the terms and
conditions under laptop usage policy
Page 49
Laptop Usage Policy
1. Employee is responsible for the laptop which he is holding.
2. He will not leave the laptop unattended at any time. While in his possession he will
protect it from being damaged or stolen.
3. If any of this equipment is damaged, lost, or stolen, the approximate cost for its repair or
replacement will be recovered from his salary or any other amount due to him from the
company. The replacement cost will be of full value till first 3 years, 100% recovery.
After 3 years: replacement cost shall be taken @ 50% of the laptop cost.
4. Employee should not tamper with laptop hardware, software, or components, or allow
others to do so, or will not remove component parts from this equipment.
5. Employee should not attempt to fix hardware problems he encounters all by himself. He
will report any problems with the laptop to technology department.
6. He should not install any software on the laptop without written permission from
technology department. He should understand that he is solely responsible for any
damages on account of installing software without permission of technology department.
7. He should understand that he has to take periodical backups of his data files and am
solely responsible for any loss of data arising from not taking backups.
8. He should agree to fully cooperate with my seniors or technology department if they ask
him to return the laptop for any reason. He should understand that technology
department will inspect the laptop and components at any time without prior notice.
9. The laptop should be returned either to his senior or any other responsible person in the
event of leaving the company's services. Employee should agree to return the laptop in
good condition and understand that if he fails to do so, the approximate cost of repairs or
replacements will be settled against his final dues.
10. Misuse of the laptop or components, or violation of any of the terms of this agreement,
may result in not being allowed to use laptops in future. Other penalties, as provided for
from time to time may also be applied.
11. In Case of Transfer of Laptop, the above terms & conditions will be applicable to the
transferee
Page 50
All employees are bound to comply with the Code of Conduct and Information Security policies
as posted on IWIN.
USE OF COMPUTER HARDWARE/ SOFTWARE AND ELECTRONIC COMMUNICATION
 No unauthorized/ pirated software should be loaded in the computer. No employee
should use any other employee's account or conduct any personal business
 Accessing personal e-mail accounts and use of non work related websites is prohibited
 Downloading of offensive/ pornographic material is strictly prohibited and can lead to
severe punishment, including termination of services.
All employees are bound to comply to the Code of Conduct and Information Security policies as
posted on IWIN.
INFORMATION SECURITY
At India Infoline, we handle critical information and consider it as one of our biggest
asset. Therefore, we have an Information Security Policy in place which helps us classify
and safeguard information.
Information Asset
 Information includes computer data, documents, files, images, voice recordings or even
removable media devices
 Hardware and software which supports them
 Has a specific business value
The “Three Pillars” of Information Security
 Confidentiality: information is accessed by only the authorized person in an organization
 Integrity: assurance that the information is authentic and complete ensuring that
information can be relied upon to be sufficiently accurate for its purpose
 Availability: information is accessible when needed and by those who need to use them
Page 51
The 10 commandments











Do not discuss work in Public
Have strong passwords
Clear your desk & screen
Escort visitors, question strangers, & do not allow piggy backing
Dispose securely
Promptly report Incidents
Update Anti Virus
Physically secure info assets
Surf and transact e-mail correctly
Beware of social engineering
Please visit the Infosec Corner on IWIN for details on the same. The link is IWIN > IWIN
School > InfoSec Corner
All employees are bound to comply to the Code of Conduct and Information Security policies as
posted on IWIN.
TELECOMMUNICATION POLICY
1. TITLE:
Telecommunications Policy
2. PURPOSE:
The telecommunications policy is laid down by IIFL in the interest of its existing employees
who are authorized to avail this facility through the mode specified.
3. ELIGIBILITY:
All Asst Managers (support) and FAs/ Dealers (sales) and above are eligible under the
guidelines of this policy. This policy is applicable to all employees of IIFL, based in India.
Any Exception has to have the approval of the respective Business heads and Admin Dept.
4. FACILITATOR:
The administrative team of IIFL is responsible for all matters relating to mobile connections/
usage/ billing/ payments. The official service provider across all branches in India shall be
decided by admin department from time to time. Currently plan is with Vodafone. Admin
department shall also be responsible for finalizing plans, local/ STD/ ISD rates and data
services.
Page 52
5. GUIDELINES:
5.1
Mobile Connection:
5.1.1 Mobile connections would be issued to the employees as per the
guidelines of this policy.
5.1.2 Employees will be issued the SIM card by the admin dept.
5.1.3 Number portability can be implemented for those who do not wish to
change their existing mobile numbers.
5.1.4 The instrument would have to be purchased by the employee.
5.1.5 The financial limit with respect to usage of mobile has been laid down
based on the designation in the respective business (annexure A)
5.2
Billing:
5.2.1 The mobile bills will be paid directly by the company, to the limits
specified.
Any amount incurred over and above the designated limit will be borne by the employee by way
of a direct deduction from the salary. This deduction will show under the heading ‘other
deductions’ in the monthly pay slip.
The above mentioned excess can be waived partially or in full, in consultation with the approving
authority i.e. President/ SVP.
1.1
1.2
Blackberry:
1.1.1 Blackberry services would be activated as per matrix (annexure A).
1.1.2 Blackberry handset would have to be purchased by the employee.
GPRS
1.2.1 GPRS Services would be activated as per the Matrix (annexure A)
Points to Note





The new joinee/ employee needs to fill a form (Form for STD / ISD Authorization Code)
and send it to the IRA.
The new joinee/ employee also needs to provide a justification as to why will it require
the STD/ISD facilities.
Then the IRA needs to get the approval from the HOD
Once the approval is received it is then sent to techsupport Email iD (i.e
[email protected])
The tech department then provides the employee with the authcode to enable the
employee to use the STD/ISD on the his extension
Page 53
Annexure A: Monthly mobile limits
For Wealth:
Designation Sales BB access Non sales BB access
President
4000
Yes
3500
Yes
SVP
3500
Yes
3000
Yes
VP
3000
Yes
2500
Yes
AVP
1500
Yes
1000
Yes
Below AVP
500
No
500
No
For IIFL Group:
Designations
Sales
President
Senior Vice
President
3500
Vice President
Associate / Assistant
Vice President
Area Manager/Sr.
Manager
Territory Manager
/Area Operating
Officer
1200
Team Manager
Below the Above
Levels*
500
BB access GPRS
Yes
Yes
Yes
Support BB access
Yes
3500
Yes
2000
GPRS
Yes
Yes
Yes
Yes
Yes
Yes**
Yes
Yes**
Yes
2000
Yes
Yes
Yes
Yes
800
1200
800
Yes
Yes
800
800
No
yes
500
No
yes
500
No
yes
No
No
300
500
No
yes
No
No
300
*if approved by the respective Business Heads, ** Blackberry (BIS 299 Plan will Activated) and VP and
Above BIS 599 Would be Activated
Page 54
Landline Policy
Eligibility
All employees as per the requirement
Points to Note

The new joinee needs to send a mail to the Immediate Reporting Authority (IRA)
requesting a Landline connection.

The IRA gets the approval from the HOD via mail which is then forwarded to the Admin
Department with the HOD’s approval

The Admin Department then allots the landline to the new joinee.
GUEST HOUSE POLICY
The Guest House facility is being introduced to provide lodging and boarding assistance to IIFL
Points to Note
1. Short Term Stay







Any stay for the period not more than 7 days is termed as short term stay.
In the event of a requirement of a guest house for an official visit, the concerned
employee should submit a requisition (Guest House Requisition form through the
concerned department head to the Admin department in advance via mail.
Based on the availability of rooms the Admin department will allocate rooms. If the
rooms are preoccupied the same shall be intimated immediately.
Employee using the guest house for the official stay should adhere to all norms of
usage of guest amenities as appropriate.
No external visitors, friends or relatives unless informed and approved by the
reporting manager will be allowed in the guest house. No guest will be allowed to
stay overnight at the guest house along with the occupant under any circumstances.
The Permissible Occupant will be required to make entries in the Guest House
Register of the details of his Employee Identity, Tenure of Stay, Purpose of Stay, and
Special approvals, if any on arrival
In case employee is expected to stay for business purposes, these guest houses can
be utilized by them for maximum up to 7 days as per availability.
Page 55
2. Long Term Stay:

Any stay for the period more than 2 weeks is termed as Long term stay

In case of company initiated transfers, employees can be provided with lodging
assistance till they find a suitable accommodation for the tenure exceeding not more
than 2 weeks.

After which the employee shall be charged a flat rate as applicable and it would be
adjusted against the HRA as shown as below:-
Tenure of Stay
Rent Applicable to be adjusted against
HRA
Up to one month
Rent equivalent to 25% of HRA
Up to two months
Rent equivalent to 40% of HRA
Up to three Months
Rent equivalent to 60% of HRA
Exceeding three Months
Rent equivalent to 100% of HRA

The concerned employee through his/her department head should submit a Guest
House requisition form to the Admin department in advance via mail. Based on the
availability of rooms the Admin department will allocate rooms.

If the rooms are preoccupied the same shall be intimated immediately. This
provision will not be available for self initiated transfers.
3. Temporary Transfers

Any stay for the period not more than 3 months is termed as temporary transfers

In case the employee moves to the destination location for short term transfer /
projects, not exceeding more than 3 months the guest house will be allocated on
availability.

The concerned department head should submit Guest House requisition form to the
Admin department in advance via mail. Based on the availability of rooms the Admin
department will allocate rooms. If the rooms are preoccupied the same shall be
intimated immediately
Page 56
CABIN POLICY
Eligibility
Cabins will be allocated to employees at various locations on the basis of the allotment criteria
mentioned below and subject to availability & seniority of the employee
Location
HO and Zonal Offices
Area Offices/Territory offices/RM
Desk
Branch Offices
Eligible designation
VP and above
Area Manager/AVP/TM/AOO
Branch Manager
Points to Note

However, allotment of cabins for eligible employees would be done after considering the
actual number of Cabins available at a location and the same cannot be demanded as a
right by employees.

Additionally, management has the right to reallocate an allotted cabin if a senior
employee joins.

The allotment of cabins would be done by the Administration Head of the location in
consultation with the Sales HOD of the location

In case of a dispute in allotment, the same needs to be escalated and needs to be
resolved by the next level Sales and Administration heads

The Chief Operating Officer will have the final authority in allotment of the cabin in case
the concern does not get resolved through the process mentioned above
Page 57
TRAVEL POLICY
Introduction:
This Travel policy is laid down by IIFL to ensure a comfortable travel experience for its
employees. The Document policy lays down policies and processes governing travel due to
official work at IIFL.
Objectives:
The objective of this policy is to provide a set of guidelines which facilitates its employees
travel, boarding & lodging reimbursements and sundry expenses for official work or
permanent transfer to other location with/without family.
Scope: The scope of this document is applicable to all employees in IIFL Group.
Purpose:
To be able to execute all the outstation / local visits as per policy guidelines.
This benefit is not considered as Income for an employee and does not form part of the total
salary package of an employee.
SALIENT POINTS
 All travel on official work needs to be duly authorized by business / functional supervisor
at a level of Vice President and above.
 Travel Requisition (Annexure 1) and Travel Expense (Annexure 2) forms will be available
at IWIN. Employees have to submit the form, furnished with necessary details. The form
has to be duly authorized by the respective HOD / Zonal Head.
 Domestic Travel Expenses Statement has to be submitted by the Employee within seven
days of his/her return along with supporting bills to the operations/admin team at the
respective Zonal offices for verification.
 Any expenses incurred in excess of the limits as specified here, shall be reimbursed only
after the same is recommended and approved by respective Business / Function Heads.
 All expenses of Hotel stay, air fare, railway (including tatkal), food, petrol and laundry
should be supported by receipts, bills, boarding pass, tickets etc and shall be based only
on the actual expenses, subject to limits specified. They could however be met and paid
directly by the concerned IIFL offices.
Page 58
TRAVEL ON BUSINESS

Travel which can be done overnight by road/rail should be done by road / rail. Incase
this is not possible, due to a justified reason and on urgent business exigencies would air
travel be allowed. Any deviation from the above shall require approval of the HODs.

In case of cancellation/flight missed of the ticket for any journey from the employees
side without any proper reason, the cost of the same may be recovered from the salary
of respective employee.

Joint travelers should submit their travel bills individually and independently, they can
settle their personal accounts off line after the reimbursement.

Employees can do the net booking on their credit card and the same can be reimbursed
on producing the E- ticket and boarding pass. Additional charges due to credit card
booking/payment will be payable as per actual, along with full reimbursement without
waiting for a credit card bill. Wherever possible corporate credit card issued by the
company will be used. Additionally wherever possible the best rates should be
negotiated for and refundable tickets should be taken.
 Employees travelling overnight between cities by rail / road are eligible to claim for meals
and incidental expenses as per actuals.
 Reimbursement for use of car is permitted only if cost of reimbursement is lesser than
normal mode of transport.
 Rate of reimbursement will be same as mentioned under intra – city car hire.

With respect to training, training calendars need to be set well in advance and followed
to avoid any need of any cancellations/cases of urgent travel
Page 59
TRAVEL ON TRANSFER
 Employees (not immediately being accompanied by a family i.e on a single status basis)
being permanently transferred should stay at the Company’s Guest House, if any, at that
location, as a first option.
 In other cases, the employee may stay at the Hotel approved as per his / her eligibility or
any other equivalent arrangement made by the Company. Limits on expenses for meals/
laundry will be as per entitlements on business travel.
to enable him / her to make arrangements for suitable accommodation. Exceptions to the rule
maybe approved by the respective Business / Function Heads at levels Senior Vice President and
above.
 The packing and forwarding charges, subject to one truck load together with transit
insurance cost, will be picked up the Company against actual bills / vouchers from
packers approved by Administration. In the absence of an approved packer, the
employee can put forward the cost details of an alternate packer for approval by the
Head – Operations & Administration.
 Company will not pay any transfer expenses, if employee himself has asked for job
transfer to other location.
BOARDING AND LODGING
 Cost consciousness should be every employee’s concern and room sharing should be
encouraged whenever two employees are visiting the same venue. Employees in Grade
Vice President and above are authorized to single room stay. If available, IIFL guesthouse
facility must be availed. Claimant needs to check with zonal operations team for
availability of the same. Details of the same are available on IWIN and availability status
may be checked with the concerned Area Operating officer.

Employees who are in the role of Territory Manager, its equivalent or above, , may take
their local team out for lunch/dinner during travel. These expenses can be claimed by the
senior in his tour bill. (Only once during each tour & with team/related employees only)
These expenses can only be approved by SVP/EVP and above

No laundry expenses are payable for a stay of less than 2 nights.

Any kind of expenses incurred for tobacco, cigarettes and/or liquor shall not be reimbursed
by the Company.
Page 60
CAR HIRE ON BUSINESS TRAVEL

Employees in Vice President and above grades are eligible to hire a car while travelling on
business.
 All other employees may however also hire a car in exceptional circumstances where he/
she is required to accompany Corporate Clients. This must be specifically mentioned on
the travel claim and approved by the Business / Function Heads.
 Wherever arrangements have been made for the group for Airport /Railway Station
transport, the participants shall avail of the same.
OTHER POINTS
 If an employee loses any asset of the company entrusted to him/her while on tour, the
company reserves the right to recover the replacement value of the lost asset from the
concerned employee.
 Any employee found making false claims then he/she shall be liable for summary
dismissal.
 It is imperative that all traveling employees carry their identity cards/ visiting cards with
them at all times, so that in the event of any emergency, the company shall get immediate
information.
 If employee avails privilege leave during the period of assignment, he/she will not be
entitled to any allowance during the leave period.
 The management reserves the right to amend and / or alter this policy anytime at its
discretion. The decision of the management shall be final and binding on the employees in
the interpretation of the clauses of this policy.
Page 61
FLOW CHART FOR THE TRAVEL BOOKING
The Employee Send a mail to [email protected] for
travel options
The Travel desk sends the best available
options /itinerary with the copy to the IRA
The Employee selects the flights/hotel
and
reverts back with the rate approval of the
authorized approver
The Travel desk issue the e-ticket, in case of hotel
then the confirmation of the Hotel
After the travel, the employee
submits the travel expense with the
boarding pass and the necessary
supporting within the 7 days of travel
to the Zonal team with the approval
of the Approving Authority
If the boarding pass/hotel supporting is
not received with the specified time the
data to be sent to HR Payroll by Travel
Desk for the deduction/recovery from
the salary and HR confirms to
Zonal/Admin Team of the deduction
The Zonal Audit checks the
documents and sends it to travel
desk for the payments
Page 62
ENTITLEMENTS
Employees during outstation travel are permitted to stay in the class of hotels mentioned below.
However, such stay will be guided by the limit of expenses, which each employee shall be entitled.
Employees on outstation travel of less than 8 hours (excluding travel time) should normally avoid booking
lodging at outstation unless it is necessary.
SVP and Above
EVP/VP/ DVP /
AVP
TM / Sr. Mgr. /
Mgr / BM / BDM /
Div. Mgr.
TL / Asst. Mgr. /
Sr. Officer/ Officer
/ RM /ARM / ME
/TME / Sales Rep.
/ Takeover Mgr
/Sales Mgr. (Ins)
Officer / Others
IIFL Guest house/
4 Star Hotel
Single occupancy
– single room
IIFL Guest house/
3 Star Hotel Single
occupancy – single
room
IIFL Guest house/
3 Star Hotel
double occupancy
– single room
Rs. 1400 per day
Rs. 1000 per day
Rs. 750 per day
Rail 2nd Class AC*,
AC Bus / Non AC
car/self-owned car
#
), Rail 2nd Class
AC*, AC Bus / Non
AC car/self-owned
car #
Grades
Stay
Meals +
Laundry
S.T. Bills
Travel
4 Star Hotel
Single occupancy
– single room in
Metros / 5 Star in
non - metros
Rs. 1800 per day
Air (Eco Class),
Business Class
(for Intl. Travel of
more than 6
hours) Rail 1st
AC, AC Bus /AC
Car/self-owned
Air (Eco Class),
Rail 2nd AC, AC
Bus / Non AC
Car/self-owned
Business Class Travel for SVP and above is discretionary and has to be pre – approved by the Managing
Director, typically only if the concerned person is expected to conduct business meetings without adequate
rest.
# Air travel for business exigencies can be approved only by SVP and above level.
Page 63
REIMBURSEMENT FOR TRAVEL IN CASE OF INTRA – CITY TRAVEL

Taxi / Hired Cars: As per the rates laid down by approved Hiring Agencies or actual
whichever is less

In case of Personal Vehicles :
1) Four Wheeler : Rs 5.00/- per km.
2) Two wheeler : Rs 2.50/- per km.
 All other conveyance like auto taxi, etc would be reimbursed on actual basis.
 For VPs and above a self-declaration should suffice, else the same would be reimbursed at
actual with the signature of the Approving Authority.
LATE SITTINGS
 Exigencies of work on certain occasions may necessitate staff to work late. Any employee
working three hours beyond close of working hours on any day, would be reimbursed
refreshment expenses not exceeding Rs. 75 /- (Seventy - Five Only) against bills.
 Where employee has worked beyond 4 hrs of closing time, taxi fare to home would be
reimbursed.
 Approval authority for the above expenses would be Departmental Heads not below the
rank of a Vice President
 This will not apply to employees working in the late shift covering such time.
Page 64
VISITORS AT WORK PLACE
Points to Note

To provide for the safety and security of Employees, visitors, and the Company's facilities,
only authorized visitors are allowed in the workplace. Restricting unauthorized visitors
helps ensure security, decreases insurance liability, protects confidential information,
safeguards Employee welfare, and avoids potential distractions and disturbances.

All visitors must enter through the main reception area. , The visitors have been provided
with the visitor ID card. Authorized visitors will be escorted to their destination and must
be accompanied by an Employee at all times. The visitors must not wander around the
office unaccompanied
PERSONAL BELONGINGS
All Employees are responsible for their own personal belongings and properties left at the office.
India Infoline assumes no liabilities for any loss or damage to personal belongings and property.
SUPPLIES, EXPENDITURE, OBLIGATING THE COMPANY
Only authorized persons may purchase supplies in the name of India Infoline. No Employee
whose regular duties do not include purchasing shall incur any expense on behalf of the
Company or bind the Company by any promise or representation without written approval from
Management. Please contact the Administration Department for the same.
Page 65
WHISTLE BLOWER POLICY
This policy seeks to define and establish the mechanism for employees of India Infoline Limited
and its subsidiaries ('hereinafter referred to as the 'Company') on the framework for reporting
instances of unethical/improper conduct and actioning suitable steps to investigate and correct
the same. Accordingly, this policy details the following:




Procedure to disclose any suspected unethical and/or improper practice taking place in the
Company;
Protection available to the person making such disclosure in good faith;
Mechanism for actioning and reporting on such disclosures to the relevant authority
within the Company; and
Relevant authority and its powers to review disclosures and direct corrective action
relating to such disclosures.
1. Preface
1.1 The Company believes in the conduct of the affairs of its constituents in a fair and
transparent manner by adopting highest standards of professionalism, honesty, integrity and
ethical behaviour.
1.2 The Company is committed to develop a culture where it is safe for all employees to raise
concerns about any poor or unacceptable practice and any event of misconduct.
1.3 Clause 49 of the Listing Agreement, inter-alia, provides, a non-mandatory requirement, for
all listed companies to establish a mechanism called “Whistle Blower Policy” for employees to
report to the management instances of unethical behaviour, actual or suspected fraud or
violation of the Company’s code of conduct or ethics policy.
1.4 The purpose of this policy is to provide a framework to promote responsible and secure
whistle blowing. It protects employees wishing to raise a concern about serious irregularities
within the Company.
1.5 The policy neither releases employees from their duty of confidentiality in the course of their
work, nor is it a route for taking up a grievance about a personal situation.
2. Policy
2.1 This Policy is for the Employees as defined hereinafter.
2.2 The Policy has been drawn up so that Employees can be confident about raising a concern.
The areas of concern covered by this Policy are summarized in paragraph 5.
2.3 Applicability:
This policy is applicable to the following:
a. All Employees of the Company;
b. All Directors of the Company.
Page 66
3. Definitions
3.1 “Audit Committee” means the Audit Committee constituted by the Board of Directors of the
Company in accordance with Section 292A of the Companies Act, 1956.
3.2 “Company” means India Infoline Limited and its subsidiaries and its associates.
3.3 “Disciplinary Action” means any action that can be taken on the completion of during the
investigation proceedings including but not limited to a warning, imposition of fine, suspension
from official duties or any such action as is deemed to be fit considering the gravity of the
matter.
3.4 “Employee” means any employee or officer of the Company (whether working in India or
abroad).
3.5 “Protected Disclosure” means a concern raised by a written communication made in good
faith that discloses or demonstrates information that may evidence unethical or improper
activity.
3.6 “Subject” means a person against or in relation to whom a Protected Disclosure is made or
evidence gathered during the course of an investigation.
3.7 “Whistle Blower” is someone who makes a Protected Disclosure under this Policy.
3.8 “Whistle Officer” or “Committee” means an officer or Committee of persons who is
nominated/appointed to conduct detailed investigation.
3.9 “Ombudsperson” will be a Managing Director for the purpose of receiving all complaints
under this Policy and ensuring appropriate action. In the first instance, the Board shall appoint
this Ombudsperson. Any change in the Ombudsperson may be carried out by the Audit
Committee.
4. The Guiding Principles
To ensure that this Policy is adhered to, and to assure that the concern will be acted upon
seriously, the Company will:
4.1.1 Ensure that the Whistle Blower and/or the person processing the Protected
Disclosure is not victimized for doing so;
4.1.2 Treat victimization as a serious matter including initiating disciplinary action on
such person/(s);
4.1.3 Ensure complete confidentiality.
4.1.4 Not attempt to conceal evidence of the Protected Disclosure;
4.1.5 Take disciplinary action, if any one destroys or conceals evidence of the Protected
Disclosure made/to be made;
4.1.6 Provide an opportunity of being heard to the persons involved especially to the
Subject;
Page 67
5. Coverage of Policy
5.1 The Policy covers malpractices and events which have taken place/ suspected to take place
involving:
1. Abuse of authority at any defined level in the Company
2. Breach of contract
3. Negligence causing substantial and specific danger to public health and safety
4. Manipulation of company data/records
5. Financial irregularities, including fraud, or suspected fraud
6. Criminal offence
7. Pilferation of confidential/propriety information
8. Deliberate violation of law/regulation
9. Any violation of applicable law and regulations to the Company, thereby exposing the
company to penalties / fines
10. Wastage/misappropriation of company funds/assets
11. Breach of employee Code of Conduct or Rules
12. Any other unethical, biased, favoured, imprudent event which does not confirm to
approved standard of social and professional behavior or a grievance about a personal
situation.
5.2 Policy should not be used in place of the Company grievance procedures or be a route for
raising malicious or unfounded allegations against colleagues.
6. Disqualifications
6.1 While it will be ensured that genuine Whistle Blowers are accorded complete protection
from any kind of unfair treatment as herein set out, any abuse of this protection will warrant
disciplinary action.
6.2 Protection under this Policy would not mean protection from disciplinary action arising out
of false or bogus allegations made by a Whistle Blower knowing it to be false or bogus or with a
mala fide intention or a grievance about a personal situation.
6.3 Whistle Blowers, who make any Protected Disclosures, which have been subsequently found
to be mala fide, frivolous or malicious shall be liable to be prosecuted under Company’s Code of
Conduct.
Page 68
7. Manner in which concern can be raised
7.1 Employees (Whistle Blower) can make Protected Disclosure to Ombudsperson, as soon as
possible but not later than 30 consecutive days after becoming aware of the same.
7.2 Whistle Blower must put his/her name to allegations. Concerns expressed anonymously
WILL NOT BE regularized or investigated.
7.3 If initial enquiries by the Ombudsperson indicate that the concern has no basis, or it is not a
matter to be investigation pursued under this Policy, it may be dismissed at this stage and the
decision is documented.
7.4 Where initial enquiries indicate that further investigation is necessary, this will be carried
through either by the Ombudsperson himself/herself, or by a Whistle Officer/Committee
nominated by the Ombudsperson for this purpose. The investigation would be conducted in a
fair manner, as a neutral fact-finding process and without presumption of guilt. A written report
of the findings would be made.
7.5 Name of the Whistle Blower shall not be disclosed to the Whistle Officer/Committee.
7.6 The Ombudsperson/Whistle Officer/Committee shall:
i) Make a detailed written record of the Protected Disclosure. The record will include:
a) Facts of the matter
b) Whether the same Protected Disclosure was raised previously by anyone, and if so,
the outcome thereof;
c) Whether any Protected Disclosure was raised previously against the same Subject;
d) The financial/ otherwise loss which has been incurred / would have been incurred by
the Company.
e) Findings of Ombudsperson/Whistle Officer/Committee;
f) The recommendations of the Ombudsperson/Whistle Officer/Committee on
disciplinary/other action/(s).
ii) The Whistle Officer/Committee shall finalise and submit the report to the Ombudsperson
within 15 days of reference.
Page 69
7.7 On submission of report, the Whistle Officer /Committee shall discuss the matter with
Ombudsperson who shall either:
i) In case the Protected Disclosure is proved, accept the findings of the Whistle Officer
/Committee and take such Disciplinary Action as he may think fit and take preventive measures
to avoid reoccurrence of the matter;
ii) In case the Protected Disclosure is not proved, extinguish the matter;
Or
ii) Depending upon the seriousness of the matter, Ombudsperson may refer the matter to the
Audit Committee with proposed disciplinary action/counter measures. The Audit Committee
may decide on the action. In case the Audit Committee thinks that the matter is too serious, it
can further place the matter before the Board with its recommendations. The Board may decide
the matter as it deems fit.
7.8
Conclusion of Ombudsperson/Whistle
communicated with the Whistle Blower.
Officer/Committee
findings
shall
be
7.9 In exceptional cases, where the Whistle Blower is not satisfied with the outcome of the
investigation and the decision, s/he can make a direct appeal to the Chairman of the Audit
Committee within 7 days of the communication by the Ombudsperson by seeking appointment
of Chairman of the Audit Committee through Company Secretary.
8. Protection
8.1 No unfair treatment will be meted out to a Whistle Blower by virtue of his/her having
reported a Protected Disclosure under this Policy. The Company, as a policy, condemns any kind
of discrimination, harassment, victimization or any other unfair employment practice being
adopted against Whistle Blower. Complete protection will, therefore, be given to Whistle Blower
against any unfair practice like retaliation, threat or intimidation of termination/suspension of
service, disciplinary action, transfer, demotion, refusal of promotion, discrimination, any type of
harassment, biased behavior or the like including any direct or indirect use of authority to
obstruct the Whistle Blower’s right to continue to perform his duties/functions including making
further Protected Disclosure. The Company will take steps to minimize difficulties, which the
Whistle Blower may experience as a result of making the Protected Disclosure. Thus, if the
Whistle Blower is required to give evidence in any disciplinary proceedings, the Company will
arrange for the Whistle Blower to receive advice about the procedure, etc.
8.2 The identity of the Whistle Blower shall be kept confidential.
8.3 Any other Employee assisting in the said investigation or furnishing evidence shall also be
protected to the same extent as the Whistle Blower.
Page 70
9. Secrecy/Confidentiality
The Whistle Blower, the Subject, the Whistle Officer and everyone involved in the process shall:
a. maintain complete confidentiality/ secrecy of the matter
b. not discuss the matter in any informal/social gatherings/ meetings
c. discuss only to the extent or with the persons required for the purpose of
Completing the process and investigations
d. not keep the papers unattended anywhere at any time
e. keep the electronic mails/files under password
f. a record of complaints, conclusion, actions etc, if any, shall be maintained by the
Company.
If anyone is found not complying with the above, he/ she shall be held liable for such disciplinary
action as is considered fit.
10. Reporting
A quarterly report with number of complaints received under the Policy and their outcome shall
be placed before the Audit Committee and the Board.
11. Amendment
The Managing Director of the Company has the right to amend or modify this Policy in whole or
in part, at any time without assigning any reason, whatsoever.
SEXUAL HARASSMENT AND REDRESSAL POLICY
IIFL Group (which includes its group companies, subsidiaries etc. and hereinafter together
referred to as “IIFL”) is an equal opportunity employer. It is our endeavor to create a
culture of conducive, fair and harmonious environment amongst its employees and in the
organisation. The employees have the right to work in an environment free from all forms
of discrimination and conduct which can be considered harassing, coercive, or disruptive,
including sexual harassment. The Company recognizes its responsibility towards
safeguarding and protecting its women employees from harassment either by an internal
or external source and is committed to provide and ensure a safe, harassment free working
environment to all its women employees.
Page 71
Objective
To ensure that all employees have the opportunity to work in an environment free of
sexual harassment, IIFL is putting in place following appropriate steps to prevent sexual
harassment;
(1) Express prohibition of sexual harassment policy as defined herein below at the
workplace should be notified, published and circulated in appropriate ways.
(2)
Appropriate working conditions should be provided in respect of work, leisure,
health and hygiene to ensure that there is no hostile environment towards women at
work places and no woman employee should have reasonable grounds to believe that
she is disadvantaged in connection with her employment.
Scope
This policy shall be applicable to all the employees whether on temporary, contract or
permanent or business of IIFL at all its offices at the workplace or at company events or at
training programs of the Company
Definition
Sexual harassment is a form of misconduct that undermines the integrity of the employment
relationship. A broad definition of Sexual Harassment would include any physical or verbal
behavior and any form of communication that has unnecessary, improper or unwelcome sexual
connotations. It may consist of, but not be limited to any of the following.

unwanted physical, verbal or visual sexual advances

requests and demand for sexual favors

innuendos, hints and suggestions

actual sexual assault

comments with sexual overtones, sex-related jokes or insults or sexually colored
remarks
Page 72

unwelcome graphic comments about a person’s body made in their presence or
directed toward them

unwelcome and inappropriate inquiries about a person’s sex life

unwelcome whistling or gestures directed at a person or group of persons.

Touching or brushing against any part of the body.

Physical confinement against any part of the body

Physical confinement against one’s will and any other act likely to violate ones
privacy

sexually oriented conduct which is offensive or objectionable to the recipient,
including, but not limited to: epithets, derogatory or suggestive comments, slurs or
gestures and offensive posters, cartoons, pictures, or drawings, email messages or
sms/mms, etc.

any other unwelcome
physical verbal or
non-verbal conduct
of
sexual
nature.
Unwelcome sexual advances (either verbal or physical), requests for favors and other verbal or
physical conduct of a sexual nature constitute sexual harassment when:

submission to such conduct is either an explicit or implicit term or condition of
employment (e.g., promotion, training, timekeeping or overtime assignments)

submission to or rejection of the conduct is used as a basis for making employment
decisions (hiring, promotion, termination)

the conduct has the purpose or effect of interfering with an individual's work
performance or creating an intimidating, hostile, or offensive work environment

Sexual favoritism exists where a person who is in a position of authority rewards only
those who respond to his/her sexual advances, whilst other deserving employees
who do not submit themselves to any sexual advances are denied promotions, merit
rating or salary increases.
Page 73
Disciplinary Action
Where such conduct amounts to mis-conduct in employment as per the IIFL’s extant
Employee Code of Conduct, appropriate disciplinary action would be initiated by the
Company in accordance with the rules/policies/Code of Conduct of the Company.
Complaint Mechanism
A separate Grievance Committee shall be formed to deal with cases of sexual harassment.
In order to ensure fairness in dealing with such cases a woman employee shall head the
Committee and not less than half its members should be woman. An email id shall be set
up in this respect and communicated to all to enable employees post their cases.
Any individual, at her own discretion, is encouraged to try and resolve any grievance
directly with the person/s concerned. She may also seek help from her Business head in
this regard. However, if this is not possible or appropriate, the complainant should follow
the procedure detailed below and if required, seek assistance at any stage from the
Redressal Committee. Employees must report harassment to the Redressal Committee at
the earliest.
The committee at its discretion may constitute an investigation team in this regard. The
team must have majority of women.
Redressal Steps:
(1)
The complainant should approach Grievance Committee directly or through
Company’s Human Resources personnel immediately upon facing any such form of
harassment.
(2)
The complaint should be submitted to the [email protected]
or to the following address –Head – HR, IIFL Centre, Kamala Mills, Senapati Bapat
Marg, Lower Parel(W). Mumbai – 400 013.
Page 74
(3)
The complaint should be in writing duly signed by the respective employee, with her
name, employee no, office address, telephone no., email id, etc. It can also be
accompanied by verbal explanation.
(4)
The committee shall initiate investigation on the complaint within 48 hours of the
receipt complaint.
(5)
The investigator of the complaint will examine the complainant, accused, witnesses
etc.
(6)
The committee shall ordinarily arrive at its conclusion on the complaint received by it
within 15 days of receipt of the complaint save and except for unforeseen reasons.
(7)
The committee shall maintain strict secrecy and confidentiality of the
complaint/complainant
(8)
The members of the committee will be appointed by the Managing Director in
consultation with Head – Human Resources.
Penalties
If the findings of investigation into the allegation of sexual harassment reveals about the
harassing behavior, the harasser will be subject to disciplinary action as per IIFL employee
Code of Conduct which includes;
Transfer from the present locations/Department/Positions;
2.
Demotion;
3.
Withholding of Salary, Incentives, bonus or any other remuneration,;
4.
Suspension from services
5.
Termination of services
The Grievance Committee shall recommend action as suitable to the case to the Head –
Human Resource who will decide on the actions accordingly.
Page 75
If in the opinion of the committee, the complaint is blatantly false or misrepresented, or
has been ill motivated, the committee would recommend for initiation of suitable
disciplinary action against the complainant
Appeal Procedure
The complainant and the respondent have the right to appeal, if they desire against the Order
to MD for review within 15 days from the date of the Order. An appeal may be filed by the
aggrieved party provided she/he can demonstrate that actions taken on the recommendation
of the Committee are violative of natural, procedural and/or substantive justice. MD shall
decide on the Appeal after hearing the matter within a period of one month from the date of
filing of Appeal and pass final Order as deemed fit.
Criminal Proceedings
The Employer shall initiate appropriate action under the Indian Penal Code or under any other
law against such conduct in accordance with law by making a complaint with the appropriate
authority, if the same is available to ensure that the victims or witnesses are not victimized or
discriminated while dealing with complaints of Sexual harassment. The victims of sexual
harassment should have
the
option
to
seek transfer of the perpetrator or their own
transfer.
Annual Reports
The Grievance Committee must make an Annual Report to Audit Committee of IIFL on the
complaints received and action taken by them.
Awareness
Awareness of the rights of female employees in this regard should be created in particular
by prominently notifying the policy / guidelines in suitable manner.
Page 76
Policy regarding compensation
Guidelines for Salary Administration
• PAN account no and opening of bank account in specific bank is must for credit of salary.
• All Employees on regular payroll of India Infoline will receive their salary in the first week
of the ensuing month.
Salaries are never paid by cheque. They are credited directly to the employee's salary account.
Employees are required to open an account at the specified bank at their location. After
receiving the bank account number, the employee has to update the same on Adrenalin.
CRM >>> Quick Link >>> IIFL Adrenalin >>> Employee Details>>>Personal Data>>>>Bank Details
BLACK MARK POLICY
Objective
Policy initiated to bring transparency and reduce frauds/errors/mistakes/complaints.
Applicability
RMs/BMs/SMs/TMs/AVP/Data entry officers/pre auditors/branch coordinators and
subsequently will be extended to all levels and functions across the retail broking business
group.
Frequency
Policy will be levied monthly to employees and the same can be viewed on employee
interface IWIN. Black Marks will be removed after every 365 days from the date of
levying.
Please note every employee who will be levied black mark needs to revert back within 7
days / 24hrs (as mentioned in the intimation mail) with explanation/justification, if any,
else the same will be considered and will be shown in the pay-slip of that month.
Page 77
Policy details
Policy is divided in two categories:
Integrity:
3 Black marks => Termination
Gross
Negligence:
3 Black marks => Termination (over a period of 1 Year)
2 Black marks => Written warning from the Zonal Head (over a period
of 1 Year)
1 Black mark => Verbal warning from the Zonal Head (over a period of
1 Year)
Action procedure:
 Imposition: Black mark will be imposed on the respective RM for every complaint
received from the regulators without any discretionary approvals.
 Termination: Action to be imposed with joint consent and mutual agreement between
Zonal head, Channel Head, President and if required Executive Director (for special
cases). A show cause notice will be sent to such employees from Head Office and
subsequently action will be taken
 Verbal and Written Warning: To be imposed by Channel Head without any discretion.
Warning to be given by Zonal Head
Amendments may be done to the policy in near future to further make the current policy
more stringent with a view to eradicate frauds/errors/mistakes.
Category
Frauds/Errors/Mist
akes
Proposed
Action
Gross
Negligence
Complaints
reported
to Regulators
Imposition
of
black mark and
warning
RM
Integrity
Unauthorized
casesTrade
verification
calls/cases reported to
FACT
Termination/Re
signation
RM/BM
/SM/T
M/AVP
Unethical/services
issues/negligence/chro
nic audit or risk cases
reported to FACT
Termination/Re
signation/Warni
ng
Integrity
Action
on
When will the black mark be levied
No of black
marks
If any client files a complaint with regulators then the
respective RM will be imposed with a black mark.


Any
employ
ee


No resolution letter received within 7 days from
the date FACT has escalated the case to the
AVP/VP
A repeat call to client confirming that the said
trades were without the clients consent jointly by
Channel Head and Zonal Head
If the fraud/unethical activity is proven
Is jointly agreed by Zonal Head, Channel Head
and President
1
3
3
Trades in frozen ids without prior approval are
observed
Integrity
Trade in frozen ids
Termination/Re
signation
RM
Note: Only exceptions that will be considered are
where prior approval has been taken from Channel
Head and this approval mail has been forwarded to
FACT
Page 78
3
Gross
Negligence
CMS errors
Warnings
RM/BO
Original DP slips not
sent to HO
Warnings
Gross
Negligence
Punching error
trade change
Warnings
Gross
Negligence
Data entry errors
Warnings
Data
entry
officer
Gross
Negligence
Post audit queries due
to negligence in preaudit
Warnings
Preauditor
RM/BO
1
Note: If Original not sent but POD available 15 days to
be considered for client letter; else levy of black mark
RM/De
aler
Punching error/trade change 2 times a month
1
Note: This action will be irrespective of the letter
received from both the clients in trade change cases
0.5% error in a month, as compared to the total no of
entries made in a month


Queries are raised in more than 2% of the AOF audited by
designated or pair of pre-auditors in a month, OR
More than 3 queries raised in a single AOF at post audit stage
for designated or pair of pre-auditors

Gross
Negligence
Non
adherence
Voice logger policy
of
1
Original DIS not sent within 3 days from the date of
execution of DIS to HO and if no POD back up.
Gross
Negligence
and
Any instance observed in a month black mark will be
levied

Warnings
RM/BM
3 or more than 3 times delay observed in a
month in starting voice loggers at branch
2 or more than 2 instances observed in a month
where no recordings provided/available at branch
1
1
1
Note: Black mark will be levied after validating the
reasons of non availability of recordings



Gross
Negligence
Internal Audit (FAN)
Warnings
RM
and
leader

Non-visit of RM on monthly basis to subbroker’s location
Difference in the address where terminal is being
operated and address as per our records
uploaded to ENIT (RM’s has not updated the
address change on IWIN)
Sub-broker office not available/not operating To impose this if AVP confirms address is correct
but not located we will impose and also if AVP
does not reply but sub-broker office is not
available then we will impose black mark to AVP
Audit Report not replied within 1 month from
the date of issuance of Audit report
1
Note:


Wastage of
Resources
Resource Utilization
Warning
Any
Employ
ee
Gross
Negligence
Negative Feedback
from DPGS Client
Warning
RM &
BM
Page 79
Black mark will be levied in either/or in any
combination of the instances mentioned above.
Black mark will be levied only to RM/leader have
been in charge of respective FAN for more than
or equal to 1 month

Any instance observed in a month black mark
will be levied

For any negative feedback received during
Service Calling for DPGS client ;1 black mark
would now be levied on respective BM apart
from the RM.
1
1
Gross
Negligence
Client profile incorrect
Warning
RM/BM
Respective RM & BM both would be levied with a black
mark if they fail to update the correct profile of the
client within 10 days from the account being freezed.
[The list of such clients (Email/SMS bounced) would be
updated in "Actionable in CRM" every Saturday. After 5
days, if the correct details are not updated, such
accounts would be frozen on subsequent Saturday.
From the date the account is been frozen, another 10
days would be given to the RM/BM for updation of
correct details, if still the same is not done "Black
Mark" would be levied to RM as well as respective BM.
For details refer Circular No -2015/03/033 March 16,
2015]
TRAINING
The IIFL training team aims to provide inputs to IIFL employees with respect to enhancing their
Knowledge, Skills and Attitude and upgrade required competencies.
Regular structured training is imparted to employees on both Domain as well as behavioural
topics. Training is delivered through Classroom as well as E-learning modes.
Classroom Training
The Classroom trainings are conducted by experienced trainers who have had good exposure in
the financial service industry and are capable of enriching the learning experience for the
participants. Most programmes follow an interactive workshop methodology to ensure
experience sharing and value addition to participants
IIFL Training team conducts Classroom training programmes regularly to ensure knowledge and
skill enhancement for IIFL Employees.
The following types of programmes are conducted:
o Induction programme covers topics like; IIFL- Company Introduction, Culture and Values,
and Business Etiquettes. The programme aims at making the new employee aware of the
organization culture and the IIFL way of getting things done.
o Product orientation programme for new Sales Employees is focused on IIFL Products and
Processes, Financial Planning and Selling Skills. This programme aims to prepare the
participants and equip them with the right Knowledge and skills to enjoy a fruitful sales
career at IIFL.
Page 80
1
o Refresher training is conducted for employees with vintage (1+ years at IIFL). The
Training focuses on enhancing sales processes and cross selling skills to enable
participants to perform better as a professional.
o Financial Planning training is given to all sales employees to enable them to have a good
understanding of Financial Planning Processes and enable them to add more value to
clients.
o Regulatory Certification related Coaching for sales team is being provided and arranged
for NCFM, NISM, and IRDA.
o Behavioral training programmes are conducted from time to time by experienced faculty
which enables employees to grow their behavioral competencies in line with their work
profile.
 Personal Effectiveness
 Communication Skills
 Managerial Effectiveness
 Supervisory Skills
 Leadership and Mentoring
o Nominated trainings on both behavioral as well as domain topics are conducted on basis
of requests from Business Heads and Leaders.
E-Learning Initiatives
We have an In-house online Learning Management System (LMS), to which 24X7 access is
available to all IIFL employees.
o Employees are assigned courses based on their profile and business requirements.
Courses include behavioural as well as domain related courses.
o Employees also have the option of self registering for courses on the e-learning portal.
o Testing on various topics is also conducted based on business requirements (including
Pre-employee Testing).
An online content repository is hosted on Google sites for easy accessibility of learning content.
The site hosts content like:
o Domain content (Equity, Derivatives, Currency, Commodity, Life Insurance etc)
o Content for Mandatory Certification
o New Product Information
E-learning programmes from external vendors are also offered from time to time based on
business requirements
Mandatory Training Attendance and Completion of e-learning modules assigned
o Attendance in Classroom Training is Mandatory for all employees
o The Attendance in Classroom training and completion of assigned e-learning courses
carries weightage in the appraisal process (Performance Appraisal and Reward System)
Page 81
o It has been decided that if a nominated participant is absent in the classroom training,
for training then 1 Black Mark will be levied on the participant.
o If an IRA has 5 of his/her team members who has been levied black mark due to non
attendance of single training , The IRA himself/herself shall also be levied a black mark.
o For mandatory e-learning courses assigned through LMS by HO training team, or as per
PARS record:
1. Typically first reminder to candidate is sent on 15th day after the course assignment
date,
2. On 30th day IRA will be informed or he may refer records for the team from LMS
system for team’s learning status.
3. On 40th Day Department Head/VP will get intimation for the pending status or he may
refer LMS record for his team.
4. On 60th day of the allocation if the course is in “incomplete status” the candidate will
get 1 Black Mark.
PERFORMANCE APPRAISAL & REWARD SYSTEM – PARS
A PAR is a systematic and periodic process that assesses an individual employee’s job
performance and productivity in relation to certain pre-established criteria and organizational
objectives.
Points to Note

India Infoline believes in meritocracy. Therefore, promotions, increments, job movements,
incentives, bonus, reward and recognition are all based on the performance appraisal of an
employee

All permanent employees are eligible for PARS. The annual appraisal would be in the month
of April for all employees who have joined up to 30th September (previous year) and have
been confirmed

During probation period, if the employee does not meet the performance criteria then he/
she may be relieved or the probation period may be extended

Post confirmation, if an employee is consistently falling short of performance criteria, he/
she will be liable for disciplinary action

Individual Performance Measures setting for all employees should ideally be set within a
month from his/her date of joining and at the beginning of every financial year. Please note
that confirmation of new joinee is contingent to his setting up of Individual Performance
Measures
Page 82

IPMs are entered by the employee and approved by the IRA in the system after due
discussion/ modification

Each employee is entitled to a thoughtful and careful appraisal after which a suitable
feedback is given to team members on their performance

All employees would be appraised on their performance and potential once a year and this
final appraisal would be used to reward performances and recognize potential as well
Path for IPM:
crm.iifl.in (portal) -> HRMS Login ->Performance Alignment-> Goal Setting -> IPM Setting
Path for PARS:
crm.iifl.in (portal) -> HRMS Login ->Performance Alignment ->Appraisal ->PARS
Process aids with regards to IPM-PARS is available at the below path:
crm.iifl.in (portal) -> HRMS Login -> Quick Links (on Home Page) -> IPM-PARS
IPM-PARS Process Flow
Page 83
Appraisal Process:
Self Appraisal
Employee/Appraisee completes his self appraisal and submits to IRA/Appraiser
 Employee needs to enter ‘Extent of Achievement’ on his performance against each
predefined IPM
 Employee needs to enter his Strengths and Development areas
 Employee needs to select a minimum of one training need, both in Behavioral skills and
Functional Skills
Appraisal by Appraiser
 Appraiser can view the self comments given by employee to himself; Appraiser needs to
enter his comments against the employees performance against each of the predefined
IPM

Appraiser needs to give ratings as per the performance showcased against each IPM
(1 - Least and 4 – Highest)
 Appraiser needs to enter the Overall comments
 Appraiser needs to select the appropriate level of competency observed in the appraisee
while performing his/ her role by assessing the competencies on rating scale of 1 - 4 (1 Least and 4 – Highest)
 Appraiser selects the Training needs for the employee, both in Behavioral skills and
Functional Skills
Appraisal by Reviewer (IRA’s IRA)
 Reviewer can view all the details entered by the appraisee and appraiser, Reviewer may
modify the ratings for the employee against each IPM, thus making a difference in the
overall rating (Optional)
 Reviewer needs to enter his overall comments for the employee (Mandatory)
Appraisal by HOD
 HOD may enter overall comments for the employee(Optional)
 HOD may select the Final Rating from the drop down (Optional)
 Bell Curve would be available to all HODs
Increment/ Promotions
Employee Promotion

Promotion exercise is intended to reward employees who have demonstrated exceptional
performance in the given area of responsibility and the current job responsibility
has enhanced to that of the next grade

Appraising an employee’s potential will help to evaluate his/ her capability for growth and
development, greater challenges, responsibilities and higher positions in the organizational
Page 84
hierarchy. The past performance of the employee and the potential of performing in the
future will help to identify suitable employees for promotion.

There are two cycles for Potential Appraisal
Effective Date: 1st July and 1st January

Online Promotion Form is available on crm.iifl.in -> HRMS Login -> Performance Alignment > Potential Appraisal Form

IRA/ HOD may recommend promotion and HOD approves it on the system
Basic Eligibility Criteria
 All C code permanent employees

Employee should complete a minimum of one year in the organization/ last promotion

Final PARS Rating of 3 in the current/last appraisal cycle

An employee can be considered for a Single promotion in a given cycle

For promotions in the grade of Senior Manager & above, the incumbent must be at least a
graduate by qualification
Point to Note
Assessment of the managerial potential will help to determine promotion of an employee to a
higher position and progress towards achievement of individual and organizational growth and
goal
Page 85
LIFE @IIFL
Fun at work
We at IIFL believe in the concept of fun at work. These interventions not only make the
environment at work place lighter but also acts as a team bonding and stress buster tool. We
celebrate Holi, Independence Day, Diwali, Ganesh Chaturthi, Eid, Christmas and New Year with
equal zest. We are constantly working towards weaving in fun at work in India Infoline
CSR at IIFL
IIFL is one of the largest Financial Services company in India promoted by first
generation Entrepreneurs. IIFL believes that we have a big role to play in Nation
Building and CSR is at the core of this thought process. IIFL Foundation was set up
to facilitate and channelise all the CSR initiatives and interventions of IIFL.
CSR at IIFL primarily works at three levels 1) Direct intervention
2) Support and strategic philanthropy
3) Employee engagement
Employee engagement activities
Employee engagement activities work at two levels - one where we invite NGO's
and other social organisations to our office to interact with our employees and two
where our employees chip in with their skills and passion to support NGO activities.
Under the first category we has the following activities
1) Rakhi mela in July. Exhibition and sale by Raah Foundation
On August 12, 2014, Raah Foundation which is a registered NGO working with
women from slums of Mumbai and Nagpur and tribals from Jawhar & Bhuj organised
a sale of tehir products for the benefit of our employees. Employees participated in
large numbers.
Page 86
2) Collection of donation in cash and kind for j&k flood affected families in August
simultaneously at lower parel, Thane and Delhi offices.
J&K floods shook the nation and IIFL decided to respond to PM’s call to contribute
towards flood relief activities. Our employees enthusiastically chipped in by
collecting clothes, blnkets etc. For the flood affected children and families. They also
contributed money for flood relief which was donated to PM relief Fund.
3) Diwali mela in Oct - exhibition and sale of products made by women from
different slums of Mumbai.
More than 20 women from different slums of Mumbai participated in the Diwali Mela
to exhibit and sell their products in our canteen. This program over and above being
a symbol of women empowerment was quite an experience for our employees too.
4) Fund raising for Indian Association for Promotion of Adoption (IAPA) - an NGO
working for abandoned children on Children day. On 14th Nov.
IAPA has been working for the cause of welfare of abandoned children in Mumbai.
They encourage adoption of children and for the ones that do not get adopted for
some reason, are brought up in a family like atmosphere at IAPA. A fund raiser was
organised on 14th Nov where IAPA not only disseminated information about their
work but also raised over Rs. 2,00,000/- in one single day.
5) Collection drive of clothes and blankets for needy and poor children at BKC office
on Dec 23rd 2014.A collection drive for clothes, blankets, note books etc. was
organized at BKC office from Dec 23rd to 1st of Jan. Employees participated in large
numbers to contribute their bit for the society.
6) Christmas Bake sale for Parkinson society of India on 22nd Dec 2014.
Parkinson Society of India has been at the forefront of working with people suffering
from Parkinson Disease. Bake Sale of the products made by society was organised
for two days 22nd Dec & 23rd Dec 2014. The proceeds of the sale went towards
support of the activities of the society.
Support and strategic philanthropy
1) Supporting Higher Quality Education in India - Ashoka University
Ashoka University has been founded with an aim of building one of the finest Indian
universities in the world, founded on the principles of liberal learning. If India has to
tread on the path of progress and growth, it is important that we have some of the
finest education institutes and Ashoka University is a step in that direction. This is a
Five year support we have pledged to Ashoka University.
Page 87
2) Supporting eradication of Malnourishment and contributing to Child development
in Melghat, Maharashtra - Mahan trust .Mahaan Trust started by Dr. Ashish Satav
works in one of the worst areas in Maharashtra for children. With rampant mal
nutrition, Melghat is a hot bed for child mortality. Mahan Trust has been doing an
exemplary work in identifying children with such problems and treating them
effectively to ensure they have a healthier future. This is a year long support to
Mahan trust.
3) Supporting Medical camp for devotees in Pandharpur - Bhakti Vedanta hospital.
IIFL Foundation has been supporting Medical Check Up Camp for devotees who
throng Pandharpur on Ekadashi day which is organized by Bhaktivedant Hospital in
July each year. The seven day camp treated pilgrims for fever, injuries, fractures,
epilepsy, gastroenteritis, malaria, respiratory diseases etc.
4) Supporting initiatives of Navshrushthi foundation for working with downtrodden in
Vidarbha.
Navshrushthi Foundation works on Education and Livelihood in one of the backward
areas of Maharashtra - Vidarbha. IIFL Foundation participated in the Education
initiatives where parallel school was run for children from the underprivileged
families. This is a year long project that we are supporting.
5) Supporting cancer awareness drive of HCG foundation.
HCG Foundation is a unique not-for-profit initiative of HCG - South Asia's largest
cancer care network that raises funds through donations towards helping
economically marginalized cancer patients. HCG has been instrumental in shaping
the course of cancer therapy in India for 20 years with the world's most advanced
therapies. We participated in their Fund Raiser event held at Bangalore in December
2014.
6) Supporting rehabilitation of flood victims in J&K along with Borderless Foundation.
The Borderless World Foundation (bwf) is a non-governmental, not-for-profit,
registered organization based at Pune, Maharashtra. Established in March 2002, bwf
aims to provide a 'Humane Touch' to the border areas of India and beyond. IIFL
Foundation has supported an initiative of Borderless Foundation to start a livelihood
program for the girls and women of Kashmir who have been affected by the ongoing
militancy in the valley.
7) Supporting clean India initiative undertaken by students of Thakur Institute of
Management Studies
TIMSR is one of the leading management institutes of Mumbai. We supported a one
week long cleanliness initiative and awareness campaign by the management
students.
Page 88
Direct Intervention
These are the initiatives where we directly participate with the beneficiary population
to impact and facilitate change.
Education
FLAME:
FLAME (Financial Literacy Agenda for Mass Empowerment) is an IIFL Initiative to
promote financial literacy among the masses to help them and support their
financial inclusion in the economic prosperity of India.
1) Financial literacy for Mumbai slum women along with MCGM
Over 200 women would be trained in the nuances of Finance and Banking over 3
months in the slums of Mumbai. This program is being undertaken along with
MCGM.
2) Financial literacy in all schools of MCGM
Over 2000 class 8 kids would undergo financial literacy program over one year
period. All these children come from underprivileged families and study in the
various schools run by MCGM.
3) Financial literacy in all schools under TMC
Over 1000 class 8 kids would undergo financial literacy program over one year
period. All these children come from underprivileged families and study in the
various schools run by TMC.
4) Financial literacy in Adivasi schools of Palghar district.
Over 3000 Tribal kids studying in different Ashram Shala of the Tribal Belt of
Jawhar, Mokhada would would undergo a personality enhancement and financial
literacy program over one year period.
5) Financial literacy for Jan Dhan along with MCGM
Over 500 adults would be trained in the nuances of Banking and Finance under the
PM Jan Dhan Yojana over 6 months period in Mumbai.
Supporting Mid Day Meal
6) Supporting mid day scheme for continuous improvement in health and education
in association with ISKCON foundation
Annamitra Foundation is a remarkable organisation that works at providing healthy
and nutritious food to the under privileged children under the GOI’s Mid Day meal
scheme in Mumbai. IIFL Foundation decided to chip in by donating a Van for
distribution of Mid Day Meals in Mumbai. The Van would feed over 5000 children
each day.
Page 89
Career Counselling & Pre Livelihood Support:
7) Pre Livelihood support and counselling for 3000 kids over one year in schools of
tribal belt of Jawhar and mokhada.
Tribal Belt of Jawhar Mokhada has a huge school drop out rate. Typically these tribal
children drop out of school in class 8th to start working to support their families.
They end up taking a labour job in the city. One of the primary reasons has been
lack of information and knowledge about possible career and livelihood opportunities
that can be pursued after finishing school. IIFL Foundation has started an ambitious
program under which over 3000 class 8 & class 9 kids are provided with detailed
information on opportunities available and how they can pursue these opportunities.
This is long term program started since last year. The impact was already seen last
year.
Livelihood
1) Facilitating Entrepreneurship training and hand holding for 500 women in tribal
belt of Jawhar and mokhada
Barely 130 kms from Mumbai; Jawhar, Mokhada are few of the most backward areas
of Maharashtra. Inhabited by tribals this area is a hot bed of all social problems
including pathetic status of women. IIFL Foundation is committed to social and
holistic development beginning with empowerment of women. Over a period of one
year over 500 women from the tribal belt would be trained in nuances of
entrepreneurship and would be supported to start a micro enterprise that is also
sustainable. This would not only add to the income of the family but also would
certainly help in elevating the status of the women. This program is being
implemented along with Bosco Samajik Sanstha.
2) Supporting vocational training and job placement for 200 youths in Tribal belt of
Jawhar and mokhada
Lack of appropriate skilling is resulting in large scale migration of youths from
Jawhar to Thane and Mumbai. One of the ways of arresting this migration is to train
these youths in skills and crafts that are needed by the nearby companies. Along
with Bosco Samajik Sanstha; IIFL Foundation would train over 200 boys in various
vocational skills such as welding, fabrication, Auto mechanic course and Electrician
course. These boys would also be placed in nearby companies.
Under consideration
1) Sanitation project for 600people in jawhar
2) PPP - public private partnership with tribal welfare ministry, Govt of Maharastra
for holistic development of tribal belt of Jawhar.. This will impact over 1,50,000
people.
Page 90
MEDICAL INSURANCE
Company provides the following Insurance benefits to its employees:
1. Group Medical insurance (GMC)and
2. Group Term Life insurance (GTL)
Medical insurance is provided as Group Mediclaim (Hospitalization) Insurance as per details
given hereunder
 Salient Feature:
Hospitalization for illness, disease or accident, whether including surgery or not, imposes heavy
financial burden on individuals and their families

Scope Of Cover:
IIFL have devised tailor made Floater Mediclaim ( Hospitalizaton) insurance policy keeping in my
mind to provide the maximum Medicare benefits to it’s employees and their dependents
including dependent parents / in laws.
Why Group Mediclaim Policy:





It helps to secure expenses of future illnesses and hospitalization by paying a fraction of
the expenses as the insurance premium.
It reduces the risk of financial helplessness in the case of expensive medical care
including pre & post-hospitalization.
It gives a sense of security to the insured employee for the expensive hospitalization and
treatment for his/her family as a solid financial back-up in the event of medical
emergencies.
To gain Medical Security for Self, Spouse and Children (Max up to two junior most
children), plus dependant parents or in laws (as applicable) to take care of Medical
contingencies.
As parents grow older, it becomes difficult to get hospitalization insurance without
medical check-up and also at a very high cost of insurance premium in open market.
The policy provides the following benefits.
Benefits & Coverage’s:






Floater Basis (Self + Spouse + 2 Junior most children+ 2 Parents/in laws)
Pre Existing Diseases covered for all
30 days/ 60 days Pre/ Post Hospitalization
Emergency Ambulance charges limited up to Rs.2500/Co-Pay of 20% for dependent parents/ in laws only
Mid Term Inclusion (due to marriage/ child birth) is covered
Page 91
For Maternity
 Waiver of 9 months for maternity benefit i.e. new female employees/male employee’s
wife is covered from day one of joining the company
 Day 1 Baby covered under the Mediclaim Policy as per sum insured
• Caps/Ceilings for Diseases:


Hip replacements and Knee replacements Rs 175,000 per claim subject to Sum Insured
(in case of bilateral knee or hip replacement surgery done during the same
hospitalization, double the cap ie. Rs350,000 or up to sum insured whichever is
minimum).
 Appendix/Piles/Hernia 20% of Sum Insured
 Psychiatric ailments – actuals with maximum of Rs 30,000
 Treatment for the following diseases the claim payable is restricted to Rs 15,000/- if
treatment is taken in any city other than Mumbai (including Thane), Navi Mumbai , Delhi
,NCR & Bangalore
1. Viral Fever
2. Maleria(Normal)
3. Gastronteritis
Important points:





In spite of exorbitant claim ratio, there is no change in percentage of co-pay. The
existing 20% co-pay will continue in the policy. This co-pay is applicable for dependant
parents/ In-Laws only, whereby employee needs to pay just 20% of final claim amount
and balance 80% would be paid by the insurer.
Please note that information available on family information link ( Adrenalin) is editable
at the beginning of year.
In case of new marriage, employee needs to inform HR Department of IIFL through mail
regarding the same within 30 days from the date of marriage so as to provide mediclaim
coverage to spouse.
Similarly, in case of childbirth intimation needs to be given to IIFL HR through mail
within 30 days of birth of a child for updating details on the system.
Last date for updating details on adrenalin is 21st of every month.
Claim Settlement:
 cashless and
 re-imbursement
Page 92
Exclusions



Dental treatment not requiring hospitalization.
Naturopathy treatment.
Disease since birth is not covered.
For specific details, please refer the link on
CRM >>> Quick Link >>> IIFL Adrenalin >>> quick links>>>employee benefits
2. GTL (Group Term Life Insurance)
GTL policy covers all the employees of the company. It provides financial benefit to the
nominee at the time of death (natural/un-natural) of the employee. Sum insured is as
per grade.
For more details, please refer respective links on Adrenalin.
CRM >>> Quick Link >>> IIFL Adrenalin >>> quick links>>>employee benefits
EMPLOYEE STATE INSURANCE SCHEME (ESIC)
ESIC provides provisional benefits to employees in times of sickness, injury and maternity.
Eligibility

Employee State Insurance Corporation (ESIC) is applicable to all employees of India
Infoline having a gross salary (up to Rs. 15,000) a month



Contribution
By Employer: 4.75% of gross salary
By Employee: 1.75% of gross salary
Points to Note
To provide all the provisional benefits to employees in times of sickness, injury and maternity.



Employee State Insurance Corporation (ESIC) is applicable to all employees of India
Infoline having a gross salary up to Rs. 15000 per month.
The employee’s contribution is 1.75% of the total gross salary and that of the
employer’s is 4.75% of the total gross salary.
The ESIC Declaration Form No.1 must be filled within 10 days of the joining date.
Within 15 days of ESIC temporary identity card (TIC) will be issued, which will be valid
for only three months. The Permanent ESIC card will be issued after the completion of
ESIC formality.
Page 93
Important Guidelines




Employee need to complete the ESIC formality for ESIC Permanent card.
The employee must keep a photo copy of all the documents.
The details of the ESIC local branch office are available with the HR officers.
For cash benefit employee needs to follow the steps as per direction of ESIC office.
Sickness Benefit
 This benefit is available to the insured employee during sickness in the benefit period.
 The employee’s contribution should be not less than 78 days of the corresponding
contribution period. Sickness benefit is not available for the first two days of sickness.
 The maximum period for which sickness benefit can be available is 91days in one year.
Maternity Benefit
 Under the ESIC rule the following benefits can be availed during the Maternity leave.
 The employee must have completed at least one year in the company to avail of this
benefit.
 The employee must have an ESIC card and the same must be registered with the nearest
local ESIC dispensary.
 Before the commencement of the Maternity leave benefit the employee needs to go to
the registered local dispensary and get the Form 19 and Form 20 filled by the ESIC
doctor.
 The employee must submit the Form 19 and Form 20 to the ESIC branch office. Upon
completion of the Maternity leave period the employee must again go to the registered
local dispensary and get the Form 23 completed by the ESIC doctor.
 The employee must submit the Form 23 along with the child birth certificate to the ESIC
local branch office and get the Maternity Leave benefit.
Disablement Benefit



When an insured employee is suffering from a disablement arising out of employment,
either total or partial in nature it is termed as an “employment injury”.
Employment injury means a personal injury caused by an accident arising out of and in
the course of employment.
In such circumstances he entitled to receive a disablement benefit throughout his life.
Dependents’ Benefit

When an insured employee passes away as a result of an employment injury, his spouse
and children can receive periodical payments called “dependants benefits”. In case the
employee does not have a spouse and child then in such circumstances the benefits
would be transferred to his dependants who will be entitled to receive periodical
payments called “dependants benefits”.
Page 94
Medical Benefits


Medical benefit is given to an insured employee or to his family member. When a
member is sick, he is entitled to medical treatment on a scale that may be provided by
the State Government or by the Employee’s State Insurance Corporation.
This benefit is called as “medical benefits” and is available to the employee during any
period & is given to the employee for all the contributions that he/she has paid in respect
of claiming the sickness benefit.
Funeral Expenses
 In case of the death of an insured employee, the eldest surviving member of the
employee’s family is entitled for the funeral expense.
 In case the employee had no family members or was not living with his family at the time
of his death, then the person who actually incurs the expenditure on the funeral of
employee, is entitled to receive a payment called “funeral Expenses”.
 This payment is given to the person concerned to meet the expenditure actually incurred
by him/her on the funeral of the employee. The maximum permissible amount of such
an expense is Rs. 10,000/ Any queries can be sent to [email protected]
PROVIDENT FUND (PF)
Provident Fund (PF) is a retirement benefit that is provided to the employees

Employees having basic salary of Rs 15000/- and above will now have an option to claim
PF deduction on actual basis i.e. 12% of basic salary.

In order to avail the facility employees have to update the status in Osource application
before 25th each month. Once the application for opting for PF is made it cannot be
discontinued.

This can be done in subsequent month also and it would be effective from next month
salary and not done with retrospective effect. PF deduction amount once increased
cannot be changed later on.

Any change in Company's contribution towards PF will be reduced from Supply
Allowances component and same will reflect in osource application.
Page 95
Following rules related to optional PF category will remain the same as per the current
process:



If employees Basic salary is equal to or less than Rs 15000/- PF deduction would be
mandatory .
But if employees Basic salary is more than Rs 15000/- then it is optional and depends on
the employee whether to opt or not for the same.
In such an instance if employee wants PF deduction then he needs to intimate HR
Department through mail before 25th of the same month.

PF transfer benefit: If any employee wishes to transfer his/her PF contribution from his
previous employer’s PF account to India Infoline the PF account number will have to
entered in Form 13 and submitted to India Infoline.

Loan against PF: Form 31 is for PF against Loan (PF Refund).This enables employees to
available a refund on the PF amount. Only those employees who have completed
minimum 5years in the organization is eligible for PF against Loan benefit.
PROCEDURES FOR APPLYING FOR PROVIDENT FUND:


All New Joinees willing to opt for the PF should submit the nomination declaration Form
2. To avail the PF/Monthly Pension benefit to Nominee.
The Provident Fund can be withdrawn only after 60 days from the date of leaving the
organization. Normal PF withdrawal processing takes 45days from submission of PF form
in PF office. Normally the entire PF withdrawal procedure takes three & half months.
PENSION: Pension withdrawal procedure is same as that of PF withdrawal. Employees who have
completed minimum six months to less than 10 years in the organization is eligible for Pension
withdrawal benefit

Employee’s Pension Scheme Benefit: To avail of the Pension benefit, employees must
have contributed to the Provident Fund for a minimum 10 years. The employee has to fill
Form 10D to avail pension benefit. After completion of 58 years of age, employee will get
a monthly pension.

Permanent Total Disablement Pension Benefits: An employee who meets with an
accident during employment and as a result thereof is permanently and totally disabled
to do all work which he was capable of performing at the time of the accident is entitle to
get permanent total disablement pension for his life time. To entitled, the employee
need not have rendered any pensionable service but he must have made at least one
month’s contribution to the Pension Fund .
Page 96
PF statement
A facility of “E-Passbook” to the EPF Members has been made available by the Employee
Provident Fund Organisation through “Member Portal” on EPFO website (www.epfindia.com).
The EPF Members can access this facility on the Employee Provident Fund Organization’s
website after getting themselves registered on the site. The registered EPF Members can obtain
E-Passbook after entering Establishment Code , PF Number and UAN number and Member
Name as per PF slip. The entire process will take upto 3.5 months for new joinees.
These would get updated in due course of time depend on EPFO Mass Updating data for All
companies.
The E-Passbook shall be available subject to following conditions:
(i) For all members only.
(ii) No Passbook shall be available for Settled Accounts / Inoperative Accounts /
Negative Balances / Exempted Establishments.
Enclosed are the steps to generate EPF e-Passbook. Please note that the PF department no
longer provides hard copy of the Annual PF statement. The EPFO site has been added into the
white list of internet sites which can be accessed by all employees.
Steps to generate e-passbook
1. Login http://uanmembers.epfoservices.in/
2. Activate Your UAN Number
3. Mention UAN number & mobile number
4. Select PF office state(Maharashtra)
5. Select PF office (Bandra/ Malad Kandivali)
6. Mention company PF code (mentioned in salary slip)
7. Mention employee PF a/c o. (mentioned in salary slip).
8.
9.
10.
11.
12.
13.
14.
15.
Press on GET PIN
PIN is sent on your cell phone
Enter PIN on same link.
Enter Date of Birth and Create & Confirm Password.
Login http://uanmembers.epfoservices.in/
You can login with your UAN no. & Password.
Click on download e-passbook
After 48 Hours you get your e-passbook on same page.
Page 97
GRATUITY
Gratuity is received by an employee from his/her employer in gratitude for the services offered
by the employee in the company.
Eligibility


At the time of retirement or resignation , an employee should have rendered continuous
service of not less than five years.
In case of death or disablement, the gratuity is payable, even if he has not completed 5
years of service.
Points to Note
The amount is payable to the employees after his/ her separation from the organization, along with the final
settlement of his/ her dues by the company
Calculation: - Monthly Salary (Basic+ DA) x 15/26 x No. of yrs. of service
• Salary of any employee can be held back in case of misconduct, gross negligence or if the
employee is under investigation for some suspicious activities. The reason for withholding
salary needs to be communicated to the concerned employee by respective AVP and
above.
• In case of discrepancy in salary, India Infoline reserves the right to make appropriate
changes to correct the same
• Employee can view his/her salary information on the employee payroll portal :
https://services.osourceindia.com/IndiaInfoLine/Login.aspx
• Employee can view all the salary details like Monthly Pay-slip, CTC structure, etc.
• Employee can also access all Income Tax details like Tax sheet and update Investment
declaration details on the employee payroll portal :
https://services.osourceindia.com/IndiaInfoLine/Login.aspx
Calculation and deduction of income tax from salary will happen as per employee
declaration of proposed investment declaration. Tax compliance is mandatory for each
and every employee.
Page 98
EMPLOYEE REIMBURSEMENT ACCOUNT (ERA)/ REIMBURSEMENT COMPONENT
It is sometimes necessary for an employee to incur certain expenses in order to conduct business
on a daily basis. From time to time, individuals may also need to purchase office supplies or pick
up materials for a campaign or project and use personal funds to pay for the items. When these
types of expenses occur, most companies offer employee reimbursement.
Eligibility
Is applicable to all employees to having salary as 8 LPA or above
Points to Note
Claim Guidelines











All bills for reimbursement should be in the name of the employee
Date of bill/voucher should be for the current year
All the reimbursement bills should be consolidated component wise and presented in the
summary sheet
Car down payment is not allowed but taxes/insurance & purchase of any accessories
allowed.
Specific Format has to be used for car petrol log sheet will be used, rest will be as per
fixed actual bills
Any unclaimed amount till 15th March will be paid as taxable in the same financial year.
In place of car , employees can claim the same for 2 wheelers as also but claim should be
for 1 vehicle only
Reimbursement bills should reach HO before 25th of every month. In case bills reaches
the HO after 25th, the same will be considered for next month payroll.
Employees claiming Reimbursement need to open separate Employee reimbursement
account and need to update ERA account no on bank details link on IWIN
Employees who wish to club reimbursement component with salary, should intimate via
option on Osource payroll portal.
It is mandatory to attach duly filled summary sheet along with reimbursement bills.
Page 99
Revised ERA Process / Bills Applicability
Type
Item
Limits
Vehicle Petrol
Petrol Bills along with Log Sheet with details
Maximum limits per month Till below VP level :400
Lit / month VP & above level : 600 Lit/month
Vehicle Maintenance
Garage & Mechanic Bills, Toll / Road Taxes /
Parking etc.
Actual Bills except for parking based on declaration
(limit to Rs. 1000 /month)
Driver Salary
Driver Salary Receipt
Driver declaration max limit to Rs. 15000/month
Insurance
Insurance Receipt
Actual Payment paid receipt.
Telephone Expenses
Telephone / Broadband bills / mobile bills
Actual Bills / Receipts
Professional
Development Seminar
Training / Seminar attended by self for
professional development only.
Actual Payment paid receipt.
Books & Periodicals
For purchasing business related publications
including magazines like Business today etc
Maximum Rs.5000/- per month
SODEXO MEAL VOUCHERS
To provide maximum tax benefit to our employees whose salary falls under the taxable income,
we have made this policy optional. The amount of meal vouchers availed will
feature as a Tax-free component in the salary slip.Eligibility
All employees whose salary more than Rs. 20,000/- per month.
The Salary Slab for opting Meal Vouchers:
Salary Slab
Meal Voucher
Gross salary is equal or above Rs. 20,000 per month
Rs. 2,200/- per month
Disbursement of voucher happens on quarterly basis.
Process
1) The link is open to opt for meal and gift vouchers on third party vendors web site till 25 th of
1st month of quarter.
2) The link is open to opt the meal and gift voucher on web site from date of joining till 25th of
next quarter for new joinees whose date of joining is after 25th of quarter .
Page 100
3) HR receives file from third party vendor for those who have opted meal voucher for PAN
India employees on 28th or 29th of 1st month of quarter.
4)
HR checks Sodexho distribution cities as per IIFL centre and make purchase order with
Sodexho with signature of HR head on purchase order form. HR ensures salary deduction for
meal voucher for that quarter on 30th of 1st month of quarter.
Sr. No.
City Name
Voucher Collection Location
1
Ahmadabad
Abad-Law Garden Rm Desk
2
Bangalore
Bglr-Krimson Square Zo
3
Chennai
Chn-India Infoline Tower
4
Delhi
Delhi-Moti Nagar Zo
5
Hyderabad
Hyd-Tarnaka
6
Kolkatta
Kolkatta-Shakesphere Zo
7
Mumbai
Mum-Iifl Centre-Kamala Mills
8
Thane
Thane-Wagle Estate
9
Pune
Pune-Lohia Jain It Park
5) HR prepares cheques through CFO for meal vouchers for respective company and sends
to Sodexho for further action between 4th to 7th of the month.
6) After receipt of payment , Sodexho dispatches the meal voucher to IIFL RHR within 7
days .
7) IIFL HR team intimates employees date of distribution of Sodexho meal voucher after
receiving meal vouchers from Sodexho.
8) On distribution date employee need to show their ID card to IIFL Admin/ HR for collecting
meal voucher and acknowledge after receiving meal voucher from IIFL.
9) After distribution for PAN India, the acknowledge sheet for Sodexho meal voucher
distribution gets dispatched by respective RHR to Central HR for doing reconciliation.
10) CHR do cross verification of Sodexho coupons received by an employee’s after distribution
takes place.
Page 101
CORPORATE CREDIT CARD
Corporate credit card allows individuals make payments for business purpose. The organization
can also keep a control & check on its expenses.
Eligibility
All VP’s and above and employees from institutional desk are eligible to opt for this card.
Usage Policy
• Card holders must use the Corporate Card only for Official purposes.
• In case the card is used for personal purposes at the time of emergency, the same has to
be clearly mentioned in statement along with HODs approval and is liable for recovery.
• No Cash withdrawals are allowed in the Corporate card. However if it is done in an
emergency, the card holder has to bear the withdrawal charges along with interest.
• In case of loss of card, first call up the bank and block the card and send a mail to the
Chennai Processing team & Central HR team.
• In case of mis-use of the card, please lodge a complaint to the bank and send a mail to
processing team. The processing team will not be able to follow up with the bank, unless
there is a direct complaint from the card holder.
• Purchase of capital items like Blackberry, laptop etc., is not allowed in Corporate Credit
Card even if its meant for official purposes
• Payment of Data Card bills through Corporate Card is not allowed
Points to Note –
The eligible employees will receive application forms from the HR department . Duly filled
form needs to be attached with ID card and Proof of Address.
Payment / Claim process
st
st
• Statement will be generated by the bank on the 1 of every month for the period from 1
th
to 30 and the statements will be sent to the cardholder on the address given by them
in the application form.
Page 102
• If any of the card holder has not received the statement by 10th, he/she can contact the
Chennai processing team and get the transaction details . However this is done only on
exceptional cases and not on a regular basis.
• The Cardholder has to attach the original bills along with statement and send the same to
th
Chennai Operations before the 15 of every month for payment along with the approval
from the HOD.
• Any delay in sending the bills and statement by aforesaid date will be will be liable for
recovery from the card holder's salary as per the statement amount irrespective of
official or personal expenses.
• The payment will be done directly by the company to the bank on bulk basis by 18th of
every month. The card holders should not pay any amount directly to the bank even if it
is meant for personal expenses.
• If the card holder does not prefer the recovery from the salary, then he/she may issue a
cheque favouring "India Infoline Ltd" and attach the same along with the statement and
the bills and send it to Chennai.
• Details of (a) names of guests entertained (b) name of client / corporate entertained (c)
no of people must be mentioned on the supporting.
• Incase of misplaced bills, details not available, the card holder should mention the same
in the statement and obtain a special approval from the HOD.
• In case of air travel, boarding pass and ticket should be attached.
• The employee will have to bear the cost incase of missed flights.
• In case the card holder is travelling abroad and is expected to incur expenses through
Corporate Card, please let the processing team informed, so that the limit is monitored
to avoid any blockage of card.
• Card holders can send their statements either through their coordinators/secretaries or
directly to the Chennai team.
The duly approved statement and supporting should be sent to
Indiainfoline Towers,
143, MGR Road,
Perungudi,
Chennai – 600096.
Contact Details:– 044-43982533
Page 103
LIST OF EMAIL IDS
Sr.No Activity Centre
Email ID
Activity Description
1
HR Help Desk
[email protected]
General Queries
2
Payroll
[email protected]
Salary, tax, PF, reimbursements,
statutory payments, leave
encashment, full and final
settlement, bonus etc.
3
Corporate email
[email protected]
Corporate Email IDs
4
Corporate SIM
card
[email protected]
Corporate SIM cards
5
Employee
Grievances
[email protected] Grievances at work
6
Company ID Cards
[email protected]
7
Employee Benefits [email protected]
Mediclaim & other employee
benefits
8
Employee Referral
Employee Referrals
[email protected] &
Employee ID cards
recruit @indainfoline.com
9
Performance
Appraisal and
Reward System
[email protected]
PARS process & procedures
10
Regional HR North
[email protected]
Queries related to the north
region
11
Regional HR East
[email protected]
Queries related to the east
region
12
Regional HR West
[email protected]
Queries related to the west
region
13
Regional HR South
[email protected]
Queries related to the south
region
Page 104
Tel Numbers are mentioned of the aforesaid Departments
1
2
3
4
5
6
7
HR Help Desk
Payroll
Corporate email
Company ID Cards
Employee Benefits
Employee Referral
Performance Appraisal and Reward
System
8 Regional HR North
9 Regional HR East
10 Regional HR West
11 Regional HR South
Page 105
IP Ext: 615081
IP Ext: 615063
IP Ext: 509145/ 509155
IP Ext: 509357
IP Ext: 615070
IP Ext: 509073
IP Ext: 509364
011-49315025
540025
033-44059407
525836
0731-4293209
633502
080-40547011
552011
IP Ext:
IP Ext:
IP Ext:
IP Ext:
ESCALATION MATRIX
HR Point Of Contact:
Sr.
No
Zone
Name
Email id
1
South
Thilak Rao
[email protected]
Contact
080- 42618116
2
North
G Chitra
[email protected]
011 - 49315025
3
West
Ruma Bhowmik
[email protected]
0731 - 4293209
4
East
Amlan
Chatterjee
[email protected]
033-440-48603
Escalation Matrix
Local/Regional
Local/Regional
HR HR
[Immediately after resignation/exit
Corporate HR/AVP HR [Case beyond
45/60 days]
Head HR [Case beyond 75 days]
Page 106
FREQUENTLY ASKED QUESTIONS
1. Is Dual employment allowed if it is with a non related supplier or customer?
No, Employees are not allowed to hold outside jobs even with a non-related
supplier/customer community and society or professions. Unless otherwise approved by
the Company, employees engaged in alternative work (part time or full time); may be
subject to the Company's disciplinary action or termination of employment.
2. What is the dress code we need to comply with?
Employees are expected to be clean and formally dressed on weekdays, from Monday to
Friday. A business casual dress code can be followed on Saturday.
3. Can an EX- employee or my relative apply to IIFL?
No, blood related relative can’t apply
4. What are the documents that I need to submit while joining?
4 Passport size Photographs
Educational certificates (10th, 12th, Graduation, Post Graduation)
2 references (contact details – name, designation, telephone number, address, email id)
Relieving letter along with the last 3 months pay-slips
NCFM, IRDA, AMFI or any other professional certification
Photo identity proof (PAN Card, Passport, Voters ID, Driving License)
PAN Card is mandatory for generation of salary
Proof of Residential Address (driving license/passport/voter's ID/PAN card/electricitybill)
Medical Certificate
5. Can I carry forward my previous organisations salary account?
You can carry forward only if it is with any of these 3 banks i.e. AXIS Bank/HDFC
Bank/IDBI Bank or open new bank a/c.
6. When I join, what will be my probationary period?
Your probation period will be for 6 months
7. Am I eligible for transfers
Only company employees are eligible for intra state transfers & intra zone transfers, and
only contractual employees are eligible for co-transfers after a period of one year in
current role.
Page 107
8. What are the components of Full & Final settlement & when would I receive?
The components are Salary and leave encashment ( if any) . You will receive it after 45
days of the exit process being completed. Provident Fund, Gratuity and Pension
settlement will happen separately after filling required forms through respective
authority.
9. How many leaves am I entitled to?
If you are permanent employees you are eligible for 21 paid leaves and 3 sick leaves. If
you are on probationary period you will have leaves without pay (LWP)
10. How much leave can I carry forward?
Only a maximum of ten days may be carried forward per year.
11. Can I take leave during the notice period?
No
12. If I will have to work on Sundays or other holidays will I be compensated?
Yes, you will be compensated with compensatory leave for those days
13. What are the eligibility criteria for leave encashment and on what is calculated?
You are eligible only if completed years of service in IIFL >= 3 years and excess of 21 days
can be enchased, and the calculation is on Basic amount.
14. How many days of maternity leaves am I entitled to?
You will be entitled to maximum of 84 days i.e. 12 weeks of maternity leave.
15. If I get the benefit under maternity act, will I be eligible for the same benefit under
ESIC?
No, you can receive the benefit only at 1 place
16. Am I eligible for travel reimbursement?
Yes, if you have travelled for some official work and have incurred expenses you are
eligible
17. Am I eligible for guest house?
Yes, if you are on business tours and short term assignments.
Page 108
18. In e- learning courses do I have some mandatory courses?
Yes, you have to complete some mandatory e learning courses depending upon the
requirement.
19. When will I be appraised?
On the 1st of April, immediately after succeeding the period you have been confirmed in
the organisation and every year subsequently.
20. What are the medical benefits am I entitled to?
We have Group Health Policy which includes Group Mediclaim Policy
21. Under ESIC what are the benefits that i am entitled to?
Under ESIC we have following benefits like Sickness, Maternity, Disablement, Medical
Dependants and even Funeral expenses are provided
22. Is PF mandatory? If not can I voluntarily apply for PF?
Yes, it is mandatory for employees having Salary (Basic + DA + Retention Allowance +
Commission) up to Rs. 15000/But if employees salary is more than Rs 15000/- then it is optional and depends on the
employee whether to opt or not for the same.
23. Am I eligible for gratuity?
You are eligible only if you have continuous service of five years.
24. Am I eligible for Sodexho coupons?
Yes, if your monthly Gross salary is equal or above Rs. 20,000 per month.
25. Am I eligible for reimbursement Component? if yes do I have to open a separate
account?
If your salary is 8 lacs per annum or above, you are eligible. Yes a separate account is
required
26. Till what date should I submit my reimbursement bills?
Your Reimbursement bills should reach HO before 25th of every month. In case the bill
reaches the HO after 25th, the same will be considered for next month payroll.
Page 109