Employee welfare, benefits & perquisites

Transcription

1 Employee welfare, benefits & perquisites VA TECH WABAG HR MANUAL Employee welfare, benefits& perquisites EMPLOYEE WELFARE, BENEFITS & PERQUISITES: G.1.0 RETIREMENT BENEFITS G.1.1 PROVIDENT FUND (PF) All employees who are on the rolls of the company are entitled to Employer's contribution of 12% of their Basic Salary. Out of this amount, 3.67% is contributed towards EPF & 8.33% is contributed to FPF. PF is calculated based on the actual Basic Salary drawn during the month. The employee s contribution of 12% will be accumulated under EPF and accordingly the monthly accretion under EPF will be 15.67% which will be available at the disposal of the employee subject to the provisions of the EPF Act. The company is presently subject to the provisions of the Employees Provident Fund Act. FORM: PF - Form 2 - available with HR Dept G.1.1.(A) VOLUNTARY PROVIDENT FUND (VPF) Voluntary Provident Fund contribution (by interested Employees) facility is provided to the Employees w.e.f The criteria and advantages on this are: a) Eligibility : Employees contributing for PF. b) At present as per statutory requirement, Employee PF contribution is 12% on PF Wage (i.e.basic). Employees can choose a min of 5% upto max of 88% as Voluntary PF contribution on their PF Wage (i.e. Basic ). (as a whole a maximum of One Month Basic is allowed as PF Contribution) c) Financial Year for PF is March-February. Once Employee opted for VPF and deduction starts under VPF, the same has to be continued atleast till the end of the PF financial year (or) resignation of the Employee. Also note Employees can opt/decide for their VPF contribution from any month in a year. Advantages: a) Tax exemption of maximum Rs.1,00,000/- (PF Contribution Amount) as per IT U/s 80cc. b) One way of saving the money and getting Higher Interest rate (8.5%) compared with Bank FD / Interest rates.

2 Procedure for VPF contribution: a) Interested Employees have to inform their consent in the declaration (format -Refer Annexures) and send it to their respective FUNCTIONAL/Corporate-HR on or before 20th of the month. b) The VPF contribution chosen by the Employees will get reflect in their monthly Payslip as well as in the PF Annual Statement (Form-23) issued by the PF Office.. G.1.2 GRATUITY All permanent employees of the company who have completed not less than 5 years of Continuous service shall be eligible for payment of gratuity as per the Payment of Gratuity Act: a. on his/her superannuation b. on his/her retirement/resignation or c. on his/her death or disablement due to accident or disease The condition of minimum service period of 5 years shall not be applicable in case of 'c' above. For the information of the employees, the Payment of Gratuity Act has specified payment of 15 days wages for every completed year of service or part thereof Max. Gratuity payable under the Act shall not exceed Rs.10 lacs. The definition of Wages according to the Act is Basic + DA (if applicable) as was drawn in the last pay by the employee before leaving the services of the company. The company has formed a Trust by name VA TECH WABAG EMPLOYEES GRATUITY TRUST which shall administer the disbursement of Gratuity to the employees. The Trust has entrusted the management of Gratuity funds to ICICI Prudential Life Insurance Company Limited. Annual contribution payable to ICICI by the Trust is paid by the company. G.1.3 SUPERANNUATION All Permanent employees of the company who have completed 3 years of service are eligible for Superannuation. The company has formed a trust for this purpose by name VA TECH WABAG EMPLOYEES SUPERANNUATION TRUST which shall administer the disbursement of benefits of the superannuation scheme to the employees upon their leaving the services of the company. The Trust has entrusted the management of Superannuation funds to ICICI Prudential Life Insurance Company Limited. Annual contribution payable to ICICI by the Trust shall be paid by the company. ANNEXURE II.

3 G.2.0 LOANS, ADVANCES & SUBSIDY G.2.1 SALARY ADVANCE LOAN G Application Applicable to all employees on the rolls of the Company G Purpose As a welfare measure to manage the following expenditure: (a) Expenditure of Establishment on joining / transfer (b) Expenditure like hospitalisation for self / family, death in family, marriage and education of self & family (c) Household furnishings (d) For any other purpose with the special approval of FUNCTIONAL Head / ED (Finance) G Approval / Sanction Cluster HR Head for within norms and as per the Policy. Beyond norms Cluster-Head approval is required. G Amount Eligible & Repayment Period G Joining / Transfer One month gross salary (CTC-I). This shall be applicable to employees of all Cadres & Grades / Career & Expertise Level in the Company. This shall be repayable in a maximum of 12 continuous equal installments. G Hospitalization / Death / Marriage / Education / Household furnishings As per ANNEXURE-I. This shall be repayable in a maximum of 24 continuous equal installments. G Deduction Deduction of monthly installment shall start in the month of drawing of the loan from the salary. G General Rules 1. Appropriate proof of impending expenditure shall be provided at the time of applying for loan and copy of necessary bills to be provided after the expenditure is actually incurred. 2. If the loan amount availed is not spent for the purpose, the loan shall become refundable immediately. 3. At any point of time, not more than two types of loan can be availed by an employee. 4. The sanction / issuance will be effected by queuing system and subject to cash position of the company. 5. Application for loan from employees shall be supported by appropriate documents evidencing the eligibility criteria. 6. If an Employee resigns from the service of the company during pendancy of the recovery of the loan amount, the outstanding loan amount shall be repaid in full before the employee gets relieved from the Company. Similarly, in case of Contractual employees, the outstanding loan amount shall be repaid to the company immediately if their contract has expired and further extension was not made during the pendancy of the

4 recovery of the loan amount. 7. Management decision on sanction or otherwise is final. 8. No break in the installment shall be allowed. 9. Attendance record of the employee will be reviewed before sanction of the loan. 10. Where loan for medical purpose is taken and the employee is eligible for insurance claim through Mediclaim Policy of the Company, the loan amount shall be repaid on receipt of the insurance claim Money. Where the loan amount availed is more than the Mediclaim application lodged with the Insurance Company, the employee shall repay the differential amount immediately on submission of application. Where the amount settled by Insurance Company against the claim lodged is less than the claimed amount, the differential amount shall be repaid by the employee in a maximum of 12 months from the month of receipt of settlement from Insurance Company. 11. The maximum period of repayment mentioned above shall be adjusted as such to match the balance period of service of the employee, when the balance service period is less than 12 months / 24 months as the case may be. G.2.2 SPECIAL LOAN As a part of HR activities on Employees welfare measures, this Special Loan Policy has been introduced w.e.f This Policy has been designed in such a way to help the Employees when they need more money to meet their extraordinary expenses. Applicability Applicable to all Employees on the REGULAR rolls on completion of minimum Two years of service with the Company. Purpose Personal Loan to meet extraordinary / unforeseen expenses of Employees and their immediate family. Approval / Sanction Cluster HR Head for within norms and as per the Policy. Beyond norms Cluster-Head approval is required. Amount Eligible As mentioned in Annexure-I Repayment Period Repayment in maximum of 36 months installment with simple interest rate of 14% p.a. Where available balance service before superannuation is less than 36 months, the repayment will be adjusted within the available service period. Deduction: In the immediate month Payroll. General Rules 1. Employee should ensure that including all other types (like salary advance & soft furnishing) of Company Loan, the monthly deduction amount should not exceed more than 30% of the Employee s Gross monthly salary. 2. Appropriate proof of impending expenditure shall be provided at the time of applying for loan.

5 3. If the loan amount availed is not spent for the purpose applied, the loan shall become refundable immediately. 4. At any point of time, not more than two types of company loan can be availed by an Employee. 5. The sanction / issuance will be effected by queuing system and subject to cash position of the company. 6. Application for loan from Employees shall be supported by appropriate documents evidencing the eligibility criteria. 7. If an Employee resigns from the services of the company during pendancy of the recovery of the loan amount, the outstanding loan amount shall be repaid in full before the employee gets relieved from the Company. 8. No break in the installment shall be allowed. 9. Management decision on sanction or otherwise is final. 10. Employees granted for Special Loan have to execute / sign in the Letter of Indemnity. G.2.3 INTEREST SUBSIDY FOR PURCHASE OF TWO WHEELERS G Applicability Applicable to all employees on their completion of six months of services in the Company. G Purpose To subsidize the interest burden on the employees availing loan from the financial institutions for purchase of Two-wheeler. G Financing The individual employee may get into the financial tie-up on their own with any recognized Financial Institution. Principal and Interest shall be repaid directly to the Financial Institution by the employee. Company shall reimburse 4% simple interest on loan amount quarterly basis through voucher, during the loan period. G Recurrence After 1 year from the closure of the previous loan. G Rules 1. The individual employee while making application towards the above scheme shall provide / enclose the proof of the loan taken for reference. 2. Company shall not be responsible for repayment of the loan taken by the employee from the financial institution at any point of time. 3. Employee shall provide proof of interest payment/continuation of the HP loan taken once in six months. 4. Management decision on sanction on interest reimbursement or otherwise is final. 5. Reimbursement of the interest by Company shall be restricted to the actual loan period availed by the employee. 6. Employee shall be eligible for reimbursement of only interest component under the Scheme and shall not be eligible for reimbursement of other components including pre-payment, penalties, etc.

6 G.3.0 FURNISHING ALLOWANCE The Company provides Furnishing Allowance to the employee of the company in Career Level--7 Premium (General Manager) and above as specified in ANNEXURE I-B G.4.0 COMPANY CAR SCHEME G.4.1 Applicability Applicable to employees of the company under regular employment. G.4.2 Purpose To provide car to employees by the company as a perquisite / fringe benefit. G.4.3 Eligibility Employees of CL-5 (Super Premium) / CL-6 Premium & Super Premium and CL-7 Competent. Must have a valid license for driving a motor car G.4.4 Sanction By the Managing Board. Management decision on approval or otherwise is final. G.4.5 Car Scheme details : Please See ANNEXURE I - A G.4.6 Rules & Regulations : Please See ANNEXURE I A G.4.0 (a) COMPANY CAR Applicability Applicable to Employees of the company under regular employment Purpose To provide car to Employees by the company as a perquisite / fringe benefit. Eligibility Employees of CL-7 Expert and above Sanction By the Managing Board. Management decision on approval or otherwise is final. Company Car details: Please contact respective HR Personnel. G.5.0 LEASED ACCOMMODATION G.5.1 Applicability: Applicable to employees of the company under regular employment. G.5.2 Purpose: To provide accommodation to employees of the company as a perquisite / Fringe benefit. G.5.3 Eligibility: a. Employees of CL-7 and above where terms of employment provide for the same. a.1. This will apply to the personnel recruited from cities other than Chennai/Pune/Delhi/Calcutta for postings in these cities. Local candidates in these

7 cities shall not be eligible for this facility. a.2. For the eligible employees as above, G.5.5 of the HR manual is still applicable where the landlord of the property is unwilling to enter into a personal lease and insists only on a company lease. In this regard Administration has to certify the above after using their good offices to convince the concerned landlord. a.3. Where necessary as above, the company shall pay a rental advance/deposit to the landlord This will NOT be counted towards salary advance loan entitlement of such employees and shall be treated as an additional benefit for employees relocating to Chennai / Pune /New Delhi/Calcutta / Calcutta. b. Site employees: As per Site Manual G.5.4 Sanction: 1. For 'a' above, approval by Managing Director 2. For 'b' above, approval by HOD & Functional Head. G.5.5 Rules & Regulations: 1. The company shall assist the employee in locating premises; 2. The brokerage, if warranted, shall be to the account of the employee concerned; 3. The company shall, on behalf of the employee pay rental deposit ; 4. The employee concerned shall be ultimately responsible for collecting the deposit from the lessor on handing over vacant possession of the premises; 5. The amenities provided by the lessor shall be maintained by the employee concerned in good condition. At the time of vacating the premises, if any discrepancy arises, due to breach or loss, the employee concerned shall be liable to make good the loss. 6. It is also the responsibility of the employee concerned to ensure payment of electricity bills and telephone bills on due dates as the case may be. 7. Major repairs will be attended to by the lessor. However, minor repairs to the building shall be carried out by the employee at his cost. 8. The employee concerned shall be responsible for payment of maintenance charges to the Owner/Association as the case may be. 9. The rent cheques shall be issued by the company and the amount in excess of the approved limit shall be recovered for the salary payable wherever necessary. 10. The employee shall ensure that rent cheques are collected and deposited/sent as per lessor's instructions. G.6.0 INSURANCE BENEFITS G.6.1 EMPLOYEES STATE INSURANCE (ESI) In accordance with the Employees State Insurance Act, employees who are drawing a gross monthly salary of Rs.15,000/- are eligible for benefits under the Employees State Insurance scheme. In accordance with existing ESI rules, the company contributes 4.75% of the salary while employees contribute 1.75% of the salary. G.6.2 EDLI (EMPLOYEE'S DEPOSIT LINKED INSURANCE SCHEME) The company provides the benefit of Employee's Deposit Linked Insurance Scheme for all employees who are eligible for the PF. The EDLI Act provides for benefit to nominees of PF subscribers in case of death of the PF holder. The company has taken an Insurance coverage from Insurance Company in lieu of the EDLI scheme which offers better benefits to employees. According to the

8 insurance coverage we have, an amount of Rs.1,35,000/- payable for death arising out of disease. This is a uniform coverage applicable to all PF subscribers. G.6.3 MEDICAL INSURANCE The company provides Medical Insurance coverage to all its employees and their family for the purpose of meeting the expenditure incurred on hospitalisation. The company has arranged for Mediclaim Insurance coverage with the limits as per ANNEXURE I. The coverage limit as mentioned above shall be applicable for each of the employee and their family members. Family for this purpose shall be restricted to a maximum of 4 nos. viz. employee, his/her spouse and two children. Limit mentioned above are annual limits for expenditure incurred during the policy year. As far as Employees appointed on Consultant Role, the coverage is limited to Employees only. The salient feature of the policy & claim procedure shall be as per ANNEXURE III. G Dependent Parents: On specific request from Employees, Company shall arrange to include the parents of the interested employees under Group Medical Insurance. Coverage for parents shall be subject to acceptance of the proposal by the Insurance Company. The amount of coverage (sum assured) for the parents will be in line with the sum assured to the employees. The amount of premium will be deducted from the salary of the respective employee in 3 equal installments. Employees may approach HRD for information on the likely premium that will be deducted from them before lodging the request. G.6.4 GENERAL LIFE INSURANCE COVER The Company provides General Life Insurance Coverage to all employees with limits as specified in ANNEXURE I G.6.5 GROUP PERSONAL ACCIDENT INSURANCE All regular employees on the rolls of the company are covered under Company's Group Personal Accident Insurance Policy. Features of the Scheme: 1. The Policy is applicable for Personal Accident met with by employees in any part of the globe at any time during their period of service with the company. 2. The policy covers both disablement and death. 3. The cover is depending on the gross monthly salary as under: (a) 60 months salary (salary = 80% of the CTC) for death (b) 24 months salary (salary = 80% of the CTC) for temporary / permanent disablement and limited to a maximum of Rs.6 lacs. CTC = Cost To the Company G.7.0 HIGHER EDUCATION SCHEME G.7.1 Objective: The Plan seeks to assist employees who are making their own efforts to develop their knowledge and skills through a formal program on their personal time. G.7.2 Eligibility: All confirmed Regular employees with One year experience in the Company. The course must be related to and beneficial to the job that employee is currently

9 doing G.7.3 Authorisation: The course must be recommended by the Department Manager and approved by the Functional Head + HR Head. G.7.4 Terms and Conditions: 1. The course must be related to and beneficial to the job that employee is currently doing. This must be confirmed in writing by the Department Manager. Final authorisation needs to be done by the Management. 2. Before joining a course, the employee must take prior approval from the Management through his/her Department Manager & FUNCTIONAL Head. 3. Certificate of attendance must be submitted to the HRD every term/semester. 4. Part of the Tuition fee and full amount of examination fee will be reimbursed under the Scheme. The quantum of reimbursement will be determined by Management on case to case basis. 5. Reimbursement of Tuition fee and examination fee will be made on submission of claim from employee along with official receipt from the institute 6. Employees are required to avail Earned Leave available to their credit, for attending classes if any, preparation and appearing for examinations. General Leave rules of the company shall apply in this regard. 7. Tuition fees reimbursement will be only against successful results against each Semester / Examination. Each Semester shall be completed in a maximum of two attempts. 8. Since reimbursement eligibility arises only after completing each Semester examination successfully, and since a part of the tuition fee is also borne by the employee, employees shall also be eligible for Salary advance (loan) as per rules of the company meant for Education for the same course. The quantum and terms of repayment of such salary advance availed by employee shall be as per rules of company from time to time. 9. After completion of the sponsored course, employee shall remain in service with the Company for two years. In the event of his/her leaving the services of the Company before this 2 year period, the amount paid towards reimbursement of course expenses shall be repaid by the employee to the company. 10. No official time off will be granted for attending classes. 11. This plan has been introduced at the sole discretion of the Management and does not constitute terms and conditions of employment. 12. The Quantum of tuition fee + examination fee eligible for reimbursement to employee shall be restricted to a maximum of Rs.50,000/- (Rupees fifty thousand only) for each course. 13. Courses available from Institutes in India only shall be eligible under this Scheme. 14. An employee can apply for pursuing only one course at a time. G.8.0 OTHER BENEFITS G.8.1 Relocation Expenses - New Recruits G Objective : To assist employees joining the company upon selection for the purpose of relocation.

10 G Eligibility: Employees requiring relocation at the time of joining and Employees transferred between HO & ROs. Case to case basis and solely at the discretion of the company in accordance with the offer of employment agreed with the employee in writing. G Authorisation: FUNCTIONAL Head / + HR Head G Terms: 1. Air/Train Fare for self, spouse & children 2. Actual freight for moving personal effects reimbursed (Lorry Receipt copy / original for Freight) 3. Loading & Unloading (vouchers) 4. Stay at Guest House / Lodge / Hotel upto one week at the discretion of the Management. 5. Wherever employees are resigning and have availed relocation expenses, the following recovery will be made. Within 1 year of joining 100% Upto 2 years of joining 75% Beyond 2 years Nil No waiver will be allowed in this case and all the deductions will be made from the final settlement of the employee. Amount to be deducted will be confirmed through Finance Department. Employee shall give an undertaking to agree to the above condition before drawing the relocation expenditure reimbursement. G TRAVEL EXPENSES at the time of Joining: Employee can claim for reimbursement of his/her travel expense on the day of joining the Company. This one time payment to Employee will apply only to outstation candidates on production of the tickets. This will be approved by the Head-HR. G.8.2 MARRIAGE GIFT On the occasion of an employee getting married, the company will present a gift for Rs.10000/-- with greetings from Management. Eligibility: Minimum 6 months service in the Company would have to be completed. Rs.15000/- for the Employees more than 3 years service with the company. G.8.3 EMPLOYEE REFERRAL SCHEME (Reward for Recruitment) G QUANTUM OF REWARD Lumpsum amount of Rs.7500/- for recruitment upto the level of Admin Cadre (Assistant & Admin Cadre). Lumpsum amount of Rs.15,000/- for recruitment upto the Level of Principal Engineer / Deputy Manager (CL5 Learning to Expert / CL6 Competent). Lumpsum amount of Rs.25,000/- for recruitment of Dy. Chief Engineer / Manager to Chief Manager level. (CL5 Premium & Super Premium / CL6 Expert to Super Premium) Lumpsum amount of Rs.30,000/- for recruitment of DGM and above.. The existing Employees in Career Level-7 & above being general management function are not eligible for this reward.

11 G CONDITIONS OF REWARD a. New incumbent shall work with the company for a minimum period of 3 months. b. Payment of the reward shall be only after completion of the three months period mentioned above. Employee has to send official communication to HRD mentioning that he/she referred the candidate and thereby become eligible for Reward. c. Assessment of the individual in terms of required qualities for recruitment shall vest with the company. Individual shall not be responsible for the same. d. Reward shall be subject to statutory deductions as per law. e. No payment of reward will be made if the new incumbent leaves the company within 3 months. Request from the employees for any advance payment against this shall not be considered. f. Where travel is necessitated for personal meeting with the prospective candidate and to bring them for discussion with the company, special prior approval for expenses in relation to the same shall be specifically obtained by the employees. This shall be applicable only for Managers and above. g. Decision of the company on the matter of recruitment or otherwise of the identified candidate shall be final and no discussion shall be entertained on this subject with Management or co-employees. It would be an exclusive right of the company to decide on the matter of calling the identified candidates for discussion. No grievance of whatsoever nature shall be entertained by the company. G.8.4 Holiday Plan Package As part of the employee motivation, the Management has introduced Holiday Plan Package for employees, who are declared to be Star Performers by the Management. Identification of the employee for the above will be at the sole discretion of the Management and will not be open for any discussion or clarification. The package will comprise all expenses, paid trip to location/site offered and will include his family. Employee will have to avail Earned Leave for the holiday planned for the same. G.8.5 Service Award: 5 Years' / 10 Years / 15 Years The Management has instituted service awards for those eligible employees who complete Five Years / 10 Years of service with the company. The award will comprise: a. Service Certificate b. Silver Plaque (for 5 years service) c. Gold Pin (for 10 years service) d. Silver Plaque of appropriate size (for 15 years service) G.8.6 Food Expenses Such employees who are specifically required to sit late (after 9 p.m) / overnight due to exigency of work may claim reimbursement (at actual) of food expenses for dinner by submission of cash memos. Reimbursement of Food expense to Drivers: Any driver who is reporting to duty before 7.00A.M. on any day or happens to stretch his working hours beyond 9.00 p.m on any day will be eligible for breakfast for Rs.25/- and

12 Dinner expense of Rs.25/-. G.8.7 Staff Amenities 1. Provision of Uniforms and Shoes Eligible employees - Attenders/Drivers/Electrician Frequency - Once in a year 2. Washing Allowance For Attenders/Drivers/Electrician, Washing Allowance Rs.250/- per month shall be paid along with salary. 3. Provision of Raincoats Eligible employees - Attenders/Drivers/Electrician Frequency - Once in three years G.8.8 CREDIT CARDS Company shall provide International Credit Cards to all the Executives of the Company in order to facilitate usage of the same during their official travel. Employees shall carry/draw minimum cash with them during the travel in view of the same. Eligibility of cards will be as mentioned in ANNEXURE I. The Credit Cards will be provided in the name of the Employees upto Career Level-7. Employees shall directly settle the dues to the bank and claim the reimbursement of their official expenses from the company. Company shall provide the credit card to Employees in Career Level-8 in the name of the Company which shall be settled by the Company with the Bank. In this case the employee shall forthwith deposit the personal dues to the company. G.8.9 TELEPHONE Company provided residential telephone facility shall be available to FUNCTIONAL/ Heads & EMB Members. In this case, Company shall pay the telephone charges directly to Department wherein the Employee shall forthwith remit the charges for long distance personal calls to the company. The bills from the Department shall be certified by the concerned employee indicating the amount of personal STD/ISD calls and amount of official STD/ISD calls. Bills without this certification shall not be accepted by Finance Dept. for payment. Where employees entitled as above chooses to have a cellular phone for his residential use, the company shall pay only the rent if any for the phone and the P&T charges. Airtime and other charges shall be borne by the employee. Employees who are using their own Cellular phones at office for official purpose shall do so only with prior approval from the HOD. In the absence of such approval, employee's claim shall be restricted to normal P&T charges. Where use of cell phone is approved as above, company shall bear the airtime charges and the P&T charges to the employee. G.8.10 MOBILE Handset Cadre & Grade / Career & Expertise Level Range / Rs. CL-5 Premium & Super Premium / CL-6 Expert & Premium 3000/- to 4000/-

13 CL-6 Super Premium / CL-7 Competent 4000/- to 6000/- CL-7 Expert and above 6000/- to 8000/- EMBs & FUNCTIONAL Heads Actuals Terms & Conditions: a) Company will provide mobile phone to employees based on need basis (including below Manager level) as recommended and approved by HODs & FUNCTIONAL Heads. b) If the mobile is repaired, users shall handover the mobile to Administration Department for rectifying. In case the mobile cannot be repaired Administration Department shall replace with old working mobile or new mobile as per the eligibility. c) In case of loss of handset, the user shall inform to Administration Department immediately. Administration Department shall replace with old working mobile or new mobile. In case of replacing new mobile a sum of Rs.500/-, Rs.1000/- & Rs.1500/- will be recovered from the employee towards loss of handset as per the grade mentioned above. d) In case employee wishes to purchase the mobile higher than the eligibility, the company shall purchase and recover the difference amount from the employee. At the time of leaving the company the employee shall handover the mobile to company and no refund will be paid to the employee. G.8.11 INCIDENTAL EXPENSES A) Incidental Expenses on Saturdays/Sundays/Declared Holidays (i) Head Office & Regional Office HO/RO Personnel shall be eligible for reimbursement of incidental expenses such as food, conveyance, etc. incurred by them for working on Saturdays, Sundays and Declared holidays as per ANNEXURE I. Employees who work less than 4 hours are Eligible for 50% of the amount and Employees who work 4 hours and above are eligible for 100% of the amount. The claim for reimbursement shall be made by the employees only once and before 10th of the subsequent month. Also the above reimbursement is all-inclusive and no other separate claim shall be entertained for any expenditure incurred for working on holiday. Those who claim O/T shall not be entitled to this reimbursement. This claim shall not be applicable to those employees who are based at HO and RO and are on official tour or deputation to places outside HO / RO. This claim made in prescribed form shall be routed through Manager & Divisional Head concerned. (ii) Sites Employees posted at Site shall be eligible for reimbursement of incidental expenses, incurred by them such as food, conveyance, etc. for working on Sundays / declared Holidays. The claim for reimbursement shall be made only once at the end of the month. The reimbursement is all-inclusive and no other separate claim shall be entertained for any expenditure incurred for working on holiday. The claim has to be authorised by concerned Project Managers / Head Constructions / FUNCTIONAL Heads. B) Overstaying conveyance Conveyance at actual payment shall be payable for female employees alone who are overstaying at Head Office / Regional Offices in the evening hours (after 8.00 p.m.) for returning back to residence. FORM: Incidental Expenses Claim Form (on Holiday) General Claim Form (Conveyance/Others)