Tidel Park

Organisational Restructuring Study for TIDEL Park Limited
5 HR Policies
As a part of this engagement, the consultant was required to study the existing establishment practices of
Tidel Park and use their experience in entities from the public and private sector and develop a set of rules
which would form the HR Policy for Tidel Park.
The objective of the management of Tidel Park was to ensure that these policies are in line with private
sector practices3 as it is not a government company (as articulated in the Board meeting to the consultants).
Therefore, this has been considered in the design of this HR Policy. This policy will help in setting the
grounds for a just mechanism to attract suitable talent into the company as well as retain talent while
ensuring career progression. Similarly, tax efficient compensation structure in line with industry practices
(based on CTC concept) and reasonable benefits may now be administered with greater ease.
As mentioned earlier, IT enablement of the HR functions would facilitate employee-initiated activities

through a suitable portal. It would also reduce the administrative workload and loss of time of the HR
Department and the management. This would give the company more time to focus on employee
development, project management and other customer centric activities.
The following policies have been defined which form a part of the HR Policy of Tidel Park:
Sl. Name of Rule/ Policy
1 Service Policy
2 Recruitment Policy
3 Promotion Policy
4 Pay, Allowance and Benefits Policy
5 Leave Policy
6 TA/ DA Policy
7 Transfer Policy
8 Festival Advance Policy
9 Code of Conduct and Business Ethics
10 Training & Development Policy
Each of the above have been detailed in the following sections.
3
While government practices also can be looked into.
30 mByomTM Consulting and Management Services LLP

5.1 Service Policy
1. Short Title and Commencement

1.1. This Policy may be called the Tidel Park Service Policy, 2020.
1.2. It shall come into force with effect from the date as notified by the Board.
2. Objective
2.1. The objective is to provide the employees of the Company a policy that defines the service
conditions of the employees from recruitment to the Company to retirement from the Company.
3. Applicability
3.1. This policy will apply to all Regular employees in the Company.
3.2. This policy will apply to all individuals appointed on Fixed Term basis to the company for specific
purposes For example for Projects.
4. Definitions
4.1. Appointing Authority means the Board of Directors, Managing Director or an employee to
whom the power of making appointment to any post or a specified category of posts has been
delegated with the approval of the Board of Directors.
4.2. Board means the Board of Directors of the Company nominated as per the Memorandum of
Association and Rules of the Company and includes, in relation to the exercise of powers, any
Committee of the Board/ Management or any officer of Tidel Park Ltd to whom the Board
delegates any of its powers.
4.3. Competent Authority is the authority to whom the Board has delegated power in respect of a
specific point.
4.4. Chairman means the Chairman of the Company.
4.5. Company means Tidel Park Ltd.
4.6. Corporate office means Headquarters/ Registered Office of the Tidel Park Ltd.
4.7. Employee means a Regular Employee.

4.8. Executive means a person in the employment of the Company, who has been appointed at
grade A0 or above; as per the cadre structure at Annexure 1 of this policy.
4.9. Government means the Government of Tamil Nadu.
4.10. Head of the Department (HoD) means the individual who is designated as such by the
Managing Director from time to time.
4.11. Management is the authority who is empowered by the Board of the Company by an order to
discharge functions or use the powers specified in the rule or order.
4.12. Managing Director (MD) means the Managing Director of the Company.
4.13. Non-executive is a person in the employment of the Company, who has been appointed at
grades below A0; as per the cadre structure at Annexure 1 of this policy.

4.14. Probationer means an employee who is provisionally employed with a view to being considered
for appointment to the Company.
4.15. Registered Medical Practitioner means a doctor authorised by the Company to treat its
employees and would include all doctors empanelled/ recognised by the Company.
5. Classification of Personnel
5.1. Based on nature of employment, the personnel of the Company shall be classified as:
5.1.1. Regular means an employee who has been appointed in a permanent vacancy in the
Company and, except in the cases of those who are exempted from probation, has been
declared in writing to have satisfactorily completed his probation period in a post.
5.1.2. Fixed Term Appointment means a person appointed for a fixed tenure and/ or for a
specific purpose such as a project.
5.2. Based on the Grades (Annexure 1), the personnel of the Company shall be classified as:
5.2.1. Executives: all employees in the grades of A0 and above.

5.2.2. Non-executives: all employees in the grades below A0.
5.3. Based on the functions of the Company, the personnel of the Company shall be classified as:
5.3.1. Technical shall mean roles including Electrical, Mechanical, Civil and Facilities, Stores,
Building Management, and Project Management.
5.3.2. Non-Technical shall mean roles including Finance & Accounts, Marketing, Human
Resources and Admin, Personal Assistants (PA), Company Secretary, Legal and Customer
Relations.
6. Exhibition of Service Policy
6.1. A copy of this Service Policy (and orders passed by the Management) shall be made available
on the intranet of the Company.
7. Appointments
Subject to the Recruitment Policy, the following conditions shall apply to all appointments in the Company.
7.1. Record of Age and Date of Birth
7.1.1. The age of a person at the time of appointment to the service of the Company shall not
be less than 18 years and shall not exceed the upper age limit, including any relaxation
thereof, as prescribed by the Management.
7.1.2. Every employee on his first appointment, must declare his date of birth and produce
confirmatory evidence of his age, as may be acceptable to the Management.
7.1.3. Service of an employee giving a deliberately false affidavit is liable to be terminated.
7.2. Conviction by Court

7.2.1. The employee must clearly convey facts about any criminal proceedings pending in any
court of law, conviction by a court of law or any other fact at the time of making the
application and, if such a thing has happened after submission of the application on
obtaining appointment or joining the service of the Company.
7.3. Medical Fitness
7.3.1. Every candidate appointed to a post in the Company may be required to undergo a
medical examination by the Company appointed/ recommended Medical Practitioner.
7.4. Verification of Character and Antecedents

7.4.1. Confirmation on initial appointment in the Company shall be subject to satisfactory

verification of character and antecedents by the Company or through an agency
appointed by the Company.
7.5. Joining Formalities
7.5.1.
Department copies of the documents prescribed in Annexure 3 of this policy.
7.5.2. The HR Department will assist the employees in availing the following entitlements (as
may be applicable) on joining the Company:
7.5.2.1. Business Card, SIM Card, Bank account (Salary account), PF registration,
Official e-mail id, ID Card, and access cards.
8. Liability for Service

8.1.
of the Company or its associate/ affiliate companies/ projects. In such an event, the terms and
conditions of service applicable to the employee will be communicated to the employee before/
at the time of the transfer.
9. Probation and Confirmation
9.1. All employees on first appointment in the service of the Company shall be placed on probation,
as per the provisions of the Recruitment Policy of the Company, during which period their
performance will be monitored with a view to determining their suitability for confirmation against
the permanent post.
9.2. Provisions pertaining to the extension/ waiver of probation period shall be as mentioned in the
Recruitment Policy of the Company.
10. Service Record

10.1. The Company shall maintain a Service Record for employees of the Company from the date of
their first appointment in the Company.
10.2. All steps in the career of the employee shall be entered in the Service Record and shall include
(among other things) aspects pertaining to date of birth, qualifications, date of employment, date
of increment, joining, confirmation, pay, leave, transfers, promotions, training, penalty,
suspension, retirement/ termination etc.
11. Performance Management
11.1. The performance of employees shall be assessed and monitored from time to time as per the
Performance Management Policy of the Company.
12. Training
12.1. Employees are liable to undergo such training/ induction/ refresher courses for such period and
undertake such examination/ tests as may be prescribed by the Management/ HoDs from time to
time.
13. Tests
13.1. All employees, wherever required, shall at their own cost keep their required licenses,
certificates/ qualifications etc., valid during the currency of their service in the Company.
14. Attendance
14.1. Attendance shall be recorded daily according to the method prescribed by the Management from
time to time.

14.2. Compensation, if any, for working beyond the prescribed hours of work, will be laid down by the
Management in the regulations prescribed for this purpose from time to time.
14.3. The Management reserves the right to apply flexibility in working hours of employees in case of
exigencies.
14.4. An employee who does not report for duty on time may not be taken on work, and his absence
for the day will be treated, at the discretion of the Management as leave with or without pay as
absence from duty.
14.5. Nothing in this policy shall prejudice the right of the Management/ Company for deduction of
wages for the period of absence and/ or for taking disciplinary action against the delinquent
employee as per Code of Conduct of the Company.
15. Hours of Work
15.1. Every employee shall comply with such instructions as are issued from time to time relating to
the period and hours of work for different categories of employees and holidays.
15.2. The Management reserves the right to require any employee to work overtime including work
on weekly holidays and public holidays in accordance with the instructions of the Management
issued from time to time or in cases of exigencies of work. The employee is also liable to be
called for duty at any time. For such overtime work done, compensatory off or overtime allowance
may be extended to the employee as per the policies defined by the Management.
15.3. Shifts: The Company will decide shift timings for various operations from time to time. Persons
assigned to such shifts shall strictly follow the timings and also the relieving days.
16. Leave & Holidays
16.1. The list of public holidays will be as per Annexure 4 of the Service Policy.
16.2. Entitlement and sanction of leave will be regulated as per provisions under Leave Policy.
17. Identity Cards/ Access Cards
17.1. Every employee of the Company would be provided with an Identity card and Access card.
17.2. Every employee shall show his/ her cards if required to do so by the representative(s) of the
Company authorised to check the card and regulate entry of persons to the premises of the
Company.
17.3. The first issue of the card will be free of charge. Loss of the card shall immediately be reported
by the employee to the Management. A new card shall be issued on payment of charges as
decided by the Management.
17.4. Every employee leaving the services of the Company for any reason whatsoever, shall surrender
his/ her Identity card and Access card. The Management reserves the right to be able to recover
the cost of the card (as per Clause 17.3) in case the employee does not return the card for
whatsoever reason.
18. Change of Address
18.1. Every employee must notify to the Management his/ her residential address, telephone, mobile
number, e-mail address on joining the service and must also notify any changes
therein.
19. Payment of Wages During Employment
19.1. Wages due to an employee shall be paid on the last day of the month. If the last working day is
a holiday or Saturday, then it is paid on the preceding working day. Any wages due to an
employee but not paid on the prescribed day shall be paid on the subsequent working day.

19.2. The Management reserves the right to make necessary deductions from the wages payable to
an employee. However, the same shall be communicated to the employee in writing.
19.3. Annual increments shall be as approved by the Nomination and Remuneration Committee/ Board.
20. Official Tours

20.1. An employee shall be liable to proceed on tour in the course of his official duty to any place
within India or abroad as and when so required by the Management for which he/ she shall be
paid as per TA/ DA policy of the Company.
21. Confidentiality
21.1. During the course of employment with the Company, the employee is likely to come in contact
with confidential information about the Company and/ or its associates/ partners/ clients. All such
information shall be the property of the Company and shall be governed by the Code of Conduct
and Business Ethics of the Company notified from time to time.
22. Safety
22.1. Employees shall be bound to observe safety rules as notified from time to time by the
Management and to use safety equipment and take other precautions as are necessary. Breach
of safety regulations shall be deemed to be misconduct and the employee shall be liable to
disciplinary action as per the rules of the Company.
23. Officiating
23.1. An employee may be required to officiate in a higher post when ordered to do so without,
however, conferring on such person any right to the said higher post. In case of refusal of the
employee to comply with the orders, the same shall be deemed to be misconduct and the
employee shall be liable to disciplinary action as per the policy of the Company.
24. Resignation
24.1. An employee resigning from the services of the Company shall be required to give such notice
ssued by the Company. The Management
interest.
24.2. An employee would be allowed to take Casual Leave/ Restricted Holidays during the notice
period of resignation. For any other leave availed during the notice period, the employee will
have to make payment towards short notice period, unless otherwise waived off by the
Management.
24.3. Resignation shall need to be submitted through the Head of Department to the HR Department
for consideration and approval of the Management. On acceptance of resignation the employee
would be intimated about the same with his date of relieving.
24.4. If an employee, after submitting the resignation and without formal relieving, leaves the Company
he/ she will be liable for disciplinary action. Similarly, if he/ she is absent from duty without prior
sanction of leave he/ she will be treated as on unauthorised absence. Sanction would be
required for medical leave also and mere submission of medical certificate will not be enough
as leave is not a matter of right. For the employees who remain on unauthorised absence
immediately after submitting the resignation, their resignation will be accepted by the
Management during the leave period and conveyed to them at their permanent/ present
address.
24.5. Requests for waiver of notice period shall be considered based on merits of the case. The same
may be accepted at the sole discretion of the Management with/ without making payment for
the balance period.

24.6. The employee can decide to withdraw the request of resignation for genuine reasons before the
acceptance of the letter. The Company reserves the right to accept/ deny the request for
withdrawal of resignation.
25. Superannuation
25.1. The age of retirement on superannuation for Regular employees of the Company shall be 58 years.
25.2. No personnel, especially in the senior management (A3 and above), who has retired from the service
of the Company, after such retirement, shall accept any appointment or post, whether advisory or
administrative, in any firm or Company, whether Indian or foreign, with which the Company has or
had business relations, within one year from the date of retirement without prior approval of the
Management.
25.3. Retirement of individuals appointed on Fixed Term basis:

25.3.1. The retirement of individuals on fixed term basis shall be as governed by their agreement
with the Company or, where not specified in the agreement, shall be the age mentioned at
Clause 25.1 of this policy.
26. Termination of Service

26.1. The services of any employee may be terminated by the Company, on account of one or more
of the following reasons (this list is indicative and not exhaustive): down-sizing, for performance
reasons, for breach of code of conduct and business ethics, for unauthorised absence by the
employee, or for medical unfitness.
26.2. The services of such employees shall be terminated after giving notice period, unless
specifically waived of by the Management, as follows:
26.2.1. 3 notice to a Regular employee or individual appointed on fixed term basis at A3
and above levels or pay in lieu thereof.
26.2.2. 1 notice to a Regular employee or individual appointed on fixed term basis at A2

and below levels or pay in lieu thereof.
27. Return of Company property, equipment, tools
27.1. Before leaving the services of the Company, every employee shall return all property,
equipment, tools belonging to the Company issued or lent to him/ her in connection with his/ her
employment in the Company. The cost of such property, equipment or tools not so returned shall
be liable to be deducted from his pay or the amount due to him/ her or recovered otherwise.
28. Service Certificate at Separation

28.1. Employees on the eve of their leaving the Company due to superannuation, resignation,
Department.
29. Interpretation
29.1. In case of any question related to interpretation of this policy the decision of the Board or the
Nomination and Remuneration Committee (NRC) shall be final. The Board/ NRC Committee may
also have the powers to relax/ delete/ modify/ revise any of the provisions of this policy and notify
detailed guidelines (if required) keeping in view the interest of the Company.

Annexure 1: Grade Structure
Note:
Employees who have completed three years of service at A2 level may be given the title of Sr. Manager. However, this does not qualify as a promotion.
Sr. VP, COO and CFO are designations that will be given to individuals based on the post they hold.
Annexure 2: Hours of Work and Attendance

Category General Shift Rotational Shift
Applicability Technical Executives Technical Non-executives.
Non-Technical Executives
Non-Technical Non-executives
(Excluding Drivers and OAs)
Work hours 10.00 AM to 5.45 PM Three shifts
8 AM to 2 PM
2 PM to 8 PM
8 PM to 8 AM with a break between 1 AM 5
AM
Lunch Hours Flexible 30 minutes Flexible 30 minutes
Work Days Monday to Friday 6 days a week on rotation basis.

Second Saturday of every month
will be a holiday.
One Saturday (out of the 1st, 3rd, 4th
or 5th) will be a working day as per
the discretion of the management,
to be intimated every month.
Attendance Access card used to track login and Access card used to track login and logout time.
logout time.
For Drivers and OAs, the following Hours of Work shall apply
Category General Shift
Applicability Drivers and OAs
Work hours 10.00 AM to 5.45 PM
Lunch Hours Flexible 30 minutes
Work Days Monday to Saturday

Second Saturday of every month will be a holiday.
Any one additional Saturday can be taken as off with prior approval.
Attendance Access card used to track login and logout time.

Annexure 3: Tentative List of Documents to be submitted
In case of a Regular Employee:

Proof of date of birth.
Declaration of marital status, home town, residential address.
Caste Certificate (if any) verified by the concerned authority.
Self-attested copies of certificates and testimonials (if any).
Copy of relieving order/ last pay drawn certificate.
5 recent passport size photographs.
Any other document required by the Company.
In case of an individual appointed on Fixed Term Basis:

Educational certificates for all prior qualifications acquired.
Relieving Letter or Experience Certificate (in case the employee has left a job in the private
sector); or Retirement copy (G.O), superannuation document issued by GoTN along with resume
and Pension Order copy (in case the employee has left a job in the government sector).
Relieving order/ Last Pay Drawn certificate in case of employee from Government/ PSUs/
previous employer.
5 recent passport size photographs.
Any other document required by the Company.

Annexure 4: List of Holidays
Declared holidays Optional Holidays Restricted Holidays of GoTN
1. Ney Years Day Any three days from the list Any four days from the list
2. Pongal provided below notified by the GoTN annually.
3. Thiruvalluvar Day
1. Thaipusam
4. Uzhavar Thirunal
2. May Day
5. Uzhavan Day
3. Aadi Perukku
6. Republic Day
4. Moharram
7. Good Friday
5. Krishna Jayanthi
8. Telugu New Year
6. Vinayakar Chathurthi
9. Tamil New Year
7. Holi
10. Ramzan
8. Onam
11. Bakrid
12. Independence Day
13. Gandhi Jayanthi
14. Ayudha Puja
15. Vijaydasami
16. Diwali
17. Christmas

5.2 Recruitment Policy
1. Short title and commencement

1.1. This policy may be called Tidel Park Ltd. Recruitment Policy, 2021.
1.2. This shall come into force from the date notified by the Board.
2. Applicability
2.1. This policy will apply to all Regular employees in the Company including employees on probation.
2.2. This policy will apply to all individuals appointed on fixed term basis, unless otherwise explicitly
specified in this policy.
3. Assessment of Vacancies
3.1. Normally, in the month of December, the HR Department will initiate the process of obtaining
from the various HoDs the manpower requirements for the next financial year. However, if
needed, intermediate requirements also can be raised by the HoDs to the HR Department.
3.2. This manpower requirement shall need to be based on the future estimated workload, the
retirements and promotions envisaged in the department.
4. Sources of Recruitment
4.1. Applications for jobs can be sourced from:
4.1.1. Advertisements in press/ internet, through reputed placement/ manpower agencies and
job portals, or campus selection from universities/ institutes.
4.1.2. The database of resumes received by the HR Department through the year.
4.1.3. Employee referrals.

4.1.4. Interns working at the Company.
4.2. Recruitment can be resorted to by the Company at any level(s)/ grade(s) to meet functional
requirements of particular skill/ experience or for optimum utilisation of its assets and/ or infusion
of modern systems, skills & techniques of operation etc., necessary for efficient operation,
technology upgradation or modernisation.
5. Selection Procedure
5.1. The Management reserves the right to levy a fee for the application form.
5.2. All applications received for a particular post shall be evaluated against the criteria specified for
the given post, as per Annexure 1A.
5.3. The candidates shortlisted as per 5.2 above shall be assessed by a process as defined by the
Management. The process may include one or more of the following: written tests or interviews,
or presentations or any other method prescribed for the post, depending upon the needs of the
post.
5.4. As a general practice, the following process shall apply:

Level Mode of Selection
A6 Interview by MD, followed by interview by a Panel constituted by the Board.

Level Mode of Selection
A3 to A5 Interview by MD, followed by interview by a Panel constituted by the Board.
A0 to A2 Interview by executive at level not below A5 followed by interview by MD.
B0 to B4 Interview by executive at level not below A3 followed by interview by executive at level not below
A5.
5.4.1. For all appointments to grades A3 and above, and for all appointments to Key Managerial
Positions, the final approval of the selected candidates shall be accorded by the Board.
5.4.2. In all other cases, the final approval of the selected candidates shall be accorded by the
MD, but shall be intimated to the Board in the subsequent Board meeting.
5.5. Relaxation in advertised criteria, in critical areas, is allowed based on the merit and requirement
with the approval of the Management.
5.6. Employees of the Company who meet the prescribed criteria can apply for jobs to be filled by
the Company. For the purpose of selection, the employees would be treated at par with external
candidates. However, in case of a regular employee getting selected, the benefits of the past
service in the Company shall be considered for financial entitlements. Age shall not be a bar for
regular employees applying for jobs in the Company.
5.7. Certain positions, as listed in Annexure 1 5 of the Recruitment Policy shall be filled through Fixed
Term Appointment contracts only. This is on account of the limited long-term role for the
individual in the company and the intermittent nature of job. For such positions, the normal
tenure of the contract shall be three years.
6. Issue of Offer Letter and Appointment Order
6.1. The HR Department shall issue the Offer Letter in duplicate to the candidate.
6.2. The Offer Letter shall state the last date by which the candidate must join the Company, failing
which the offer will be deemed to have been withdrawn unless an extension of the last date has
been granted by the Management prior to expiry of the joining time as indicated in the offer letter.
6.3. to the Offer Letter, the HR Department shall, with the

approval of the Management, issue the Appointment Order to the candidates who have
confirmed their intent to join the Company.
7. Commencement of Service
7.1.
to commence from the working day in the forenoon of which he reports for duty at the place and
time indicated to him by the HR Department.
7.2. Some candidates may seek extension of joining time. Depending upon merit/ proper justification,
such request may be processed by HR Department. This process must be completed
expeditiously, and the decision shall be communicated to candidate immediately.
8. Probation
8.1. Probation will be applicable only to Regular employees of the Company.
8.2. All initial appointments in the Company shall be on probation for a period of 12 months.
5
Legal, Customer Relations, Marketing and Project Management.

8.3. Probation may be extended or curtailed by the Management based on the merits of each case.
8.4. During probation, the employee may be required to undergo such training as may be considered
necessary by the Management. In such case, the employee shall be considered for confirmation
on successful completion of prescribed training during probation period.
8.5. Probationers who are found unfit for confirmation as a result of assessment of their performance
after probation and training are liable to be discharged without any notice.

9. Confirmation
9.1. On satisfactory completion of the period of probation, the HR Department shall confirm the
regular employee in the services of the Company in the post he/ she was recruited against.
10. Induction/ Orientation

10.1. All newly appointed employees in the Company will undergo suitable induction/ orientation
programmes to be organised by the HR Department. Induction programme will, among other
things, aim at systematically introducing the new employees to the Company, its philosophy, its
major policies, technology, existing status, future plans etc. The induction programme will spell
goals.
10.2. All newly appointed employees will be required to adhere to the joining formalities, as prescribed
in the Service Policy of the Company.
11. Terms and Conditions of Appointment
11.1. The appointment will take effect from the date of joining service.
11.2.
continuance in employment is not beneficial to the Company or found unfit or unsuitable for
service in the Company, the services can be terminated by giving notice period as per Clause 26.2
of the Service Policy.
11.3. Performance will be reviewed annually or at any time when it is so required.
11.4. The employees shall maintain utmost secrecy in respect of all matters in their employment of
the Company and they shall not disclose any information regarding the affairs of the Company
which have come to their knowledge during the period of their service, if the disclosure of such
information is prejudicial to the interests of the Company.
11.5. During the period of employment with the Company, employee shall not engage in any other
business or occupation and shall devote whole time and skill to the faithful and diligent
performance of duties. If found engaged in any other business or occupation, services are liable
to be terminated without any notice or reason in lieu thereof, irrespective of the fact whether a
probationer or a confirmed employee.
11.6. If by misconduct, disobedience or inefficiency, the Company suffers any loss, the employee will
be held liable to compensate the loss actually incurred by the Company.
11.7. Notwithstanding the aforementioned terms and conditions, the employee would be governed
and bound by Certified Standing Orders/ Rules/ Policies of the Company as in force from time
to time.
11.8. The employee should inform HR Department about the change, if any, of the religion, marital
status, address and dependents, immediately after such a change.
11.9. The appointment is provisional and is subject to the caste/ tribe/ community/ educational
certificates being verified through the proper channels and if the verification reveals that the
claim to belong to a particular caste/ tribe/ community/ academic institute, as the case may be,
is false, the services will be terminated forthwith without assigning any further reasons and
without prejudice to such further action as may be taken under the provisions of the Indian Penal
Code for production of false certificates.
11.10. The appointment is provisional and is subject to the verification of character and antecedents
of the individual. The services will be terminated forthwith without assigning any
further reasons if the Management believes the character and or antecedents of the individual
have not been found to be suitable for employment.

12. Interpretation

Annexure 1: Educational Qualifications and Experience Requirement

1. The criteria specified below shall apply in case of appointments made to Regular posts in the Company.
2. In case of appointments on a Fixed Term Basis, the

shall be indicative and the Management can make changes to these criteria based on
the specific needs of the engagement.
3. For appointment to Regular posts and on Fixed Term Basis, only degrees obtained in a University
recognised by UGC or an Institution approved by AICTE shall be considered valid.
TECHNICAL (ELECTRICAL/ MECHANICAL/ CIVIL/ STORES/ IT/ BM)
Requirement for
Grade Requirement for recruitment Qualification
promotion
Max 50 Years
25 years of experience in operations
management/ facilities management/
Graduate in Engineering
A5 7 years at A4 level. inventory control/ vendor relationship
in the relevant discipline.
management/ understanding of plant
operations/ managing real estate/
technology parks.
Max 50 Years
A4 7 years at A3 level. inventory control/ vendor relationship
technology parks.
Max 45 Years
A3 7 Years at A2 level. inventory control/ vendor relationship
technology parks.
Max 40 Years
10 years of experience in managing Graduate in Engineering
A2 5 Years at A1 level.
technical verticals of technology parks and in the relevant discipline.
large facilities and/ or industrial plants.
Max 35 Years
6 years of experience in managing technical Graduate in Engineering
A1 5 Years at A0 level.
verticals of technology parks and large in the relevant discipline.
facilities and/ or industrial plants.
Max 30 Years
6 years at B4 level 2 years of experience in managing technical Graduate in Engineering
A0 with experience of at verticals of technology parks and large in the relevant discipline.
least 3 years each, in facilities and/ or industrial plants.

Requirement for
promotion
at least two of the

Technical functions.
Graduate in Engineering/
Max 30 Years.
B4 7 years at B3 level. Diploma in in the relevant
At least 2 years of relevant experience.
discipline.
Graduate in Engineering/
B3 - Max. 25 years. Diploma in in the relevant
discipline.
COMPANY SECRETARY
Requirement for
promotion
Graduate in any discipline and

Max 40 Years having Associate Membership of
Overall 10 years of relevant the Institute of Company
experience in handling Company law Secretaries of India, New Delhi.
matters, regulatory and procedural Preference will be given to the
A5 7 years at A4 level. compliances, secretarial matters and candidates having additional
acting as a link between the qualifications like ACA/ ACMA or
Company, Board, government, both.
regulatory authorities and all other
stakeholders. Fellowship of ICSI will also be
preferred.

A4 7 years at A3 level. compliances, secretarial matters and candidates having additional
preferred.

7 Years at A2 matters, regulatory and procedural Preference will be given to the

A3 compliances, secretarial matters and
level. candidates having additional
preferred.

Requirement for
promotion

A2 - compliances, secretarial matters and candidates having additional
preferred.
FINANCE & ACCOUNTS
Requirement for
promotion
Any Degree with

8 years at A4 level Max 50 Years professional
+ the incumbent, to qualification as ACA/
20 years of experience in handling finance ICWA.
be considered
and accounts in an organisation with not less
eligible for Individuals with an
A5 than 200 employees.
promotion to this MBA from a reputed
grade should also Of these at institution with
possess an ACA/ CFO of an organisation with not less than 200 relevant experience
ICWA qualification. employees will be preferred. may also be
considered.
Any Degree with

7 years at A3 level professional
be considered Max 50 Years ICWA.
eligible for 15 years of experience in handling finance Individuals with an
A4
promotion to this and accounts in an organisation with not less MBA from a reputed
grade should also than 200 employees. institution with
possess an ACA/ relevant experience
ICWA qualification. may also be
considered.
Max 45 Years Any Degree with

7 Years at A2 level professional
9 years of experience in handling finance
and accounts in an organisation with not less
be considered ICWA.
than 200 employees.
eligible for Individuals with an
A3
promotion to this MBA from a reputed
grade should also institution with
possess an ACA/ relevant experience
ICWA qualification. may also be
considered.

Requirement for
promotion
Max 40 Years
7 years of experience in handling finance and

accounts in an organisation with not less than Graduate in
A2 5 Years at A1 level 100 employees, of which at least 5 years Commerce + CA
should be in a role that involved the (Inter).
supervision of accounts/ accounting
practices.
Max 35 Years
4 years of experience in handling finance and

accounts in an organisation with not less than Graduate in
A1 5 Years at A0 level 100 employees, of which at least 3 years Commerce + CA
should be in a role that involved the (Inter).
supervision of accounts/ accounting
practices.
Max 30 Years
Graduate in
A0 6 years at B4 level 2 years of experience in handling finance and Commerce + CA
accounts in an organisation with not less than (Inter).
100 employees.
Max 30 Years Graduate in

B4 7 years at B3 level
At least 2 years of relevant experience. Commerce.
Max. 25 years Graduate in

B3 -
Commerce.
HUMAN RESOURCES/ PERSONNEL & ADMINISTRATION
Grade Requirement for Requirement for recruitment Qualification

promotion
Max 40 Years
Overall 10 years of relevant experience in HR Graduate in any

Department in any organisation employing not discipline. Graduates in
5 Years at A1 less than 200 employees of which at least 5 years Business Administration
A2
level. should be in a role where the individual was and MBA (HR)
heading more than one HR function (e.g. candidates preferred.
Compensation, Recruitment, Promotion, Retirals
Processing etc.).
Max 35 Years
Graduate in any
6 Years of experience in HR in any organisation discipline. Graduates in
5 Years at A2 with minimum of 200 employees in which the role
A1 Business Administration
level. involve handling basic HR operations such as and MBA (HR)
recruitment, compensation, performance candidates preferred.
management, retirals processing etc.


promotion
Graduate in any
Max 30 Years discipline. Graduates in
A0 - 2 Years of experience in HR in any organisation Business Administration
with minimum of 200 employees. and MBA (HR)
candidates preferred.
EXECUTIVE ASSISTANT/ STAFF ASSOCIATE

promotion
Graduate in any discipline with proficient

Max - 35 years knowledge of using computers,
B4 7 years at B3 level Microsoft tools and internet.
At least 6 years of relevant
experience. Business proficiency in English and
Tamil (read, write, speak)

Max - 30 years knowledge of using computers,
B3 7 years at B2 level Microsoft tools and internet.
At least 2 years of relevant
experience. Business proficiency in English and

knowledge of using computers,
B2 - Max - 25 years Microsoft tools and internet.
Business proficiency in English and

LEGAL [On Fixed Term Appointments Only]
Max 40 Years Graduate in any discipline and having

Overall 5 years of relevant experience in Associate Membership of the Institute of
handling Company law matters, regulatory Company Secretaries of India, New Delhi.
and procedural compliances, reading, Preference will be given to the candidates
A2 understanding and vetting documents such having additional qualifications like Master of
as MoUs (domestic and international), JV Laws (LLM)/ Bachelor of Legislative Law
agreements, preparation of documentation (LLB)/ ACA/ ACMA.
for arbitration, providing legal advice/
counsel in matters relating to the above. Fellowship of ICSI will also be preferred.
Max 35 Years
Graduate in any discipline and having
Overall 3 years of relevant experience in
Associate Membership of the Institute of
handling Company law matters, regulatory
A1 Company Secretaries of India, New Delhi.
and procedural compliances, reading,
understanding and vetting documents such Preference will be given to the candidates
as MoUs (domestic and international), JV having additional qualifications like Master of
agreements, preparation of documentation

for arbitration, providing legal advice/ Laws (LLM)/ Bachelor of Legislative Law
counsel in matters relating to the above. (LLB)/ ACA/ ACMA or both.
Fellowship of ICSI will also be preferred.
MARKETING [On Fixed Term Appointments Only]
Max 40 Years
10 years of relevant experience in in roles requiring business

Graduate in any
A2 development/ new customer identification/ marketing.
discipline.
Experience in technology parks/ facilities management roles will be
preferred.
Max 35 Years
Graduate in any
A1 6 years of experience in roles requiring business development/ new discipline.
customer identification/ marketing.
CUSTOMER RELATIONS [On Fixed Term Appointments Only]

promotion
Max 40 Years
10 years of relevant experience in in roles requiring

5 Years at A1 marketing/ customer relation management/ vendor Graduate in any
A2
level. relation management. discipline.
Experience in technology parks/ facilities management

roles will be preferred.
Max 35 Years
5 Years at A0 6 years of experience in roles requiring marketing/ Graduate in any
A1
level. customer relation management/ vendor relation discipline.
management.
Max 30 Years
2 years of experience in roles requiring marketing/ Graduate in any
A0 -
customer relation management/ vendor relation discipline.
management.

PROJECT MANAGEMENT [On Fixed Term Appointments Only]
Max 40 Years Graduate in Engineering

or Technology in Civil/
6 years of experience in handling aspects of large Electrical / Mechanical/ or
infrastructure projects including but not limited to contract similar core engineering.
management, construction, quality control and assurance,
A2 Candidates with PMP or
energy efficiency, safety, project monitoring, vendor
management. other recognised project
management
Certification in Project Management, Energy Efficiency from a certifications will be
nationally/ internationally recognised body shall be preferred. preferred.
Max 35 Years Graduate in Engineering

4 years of experience in handling aspects of large Electrical / Mechanical/ or
infrastructure projects including but not limited to contract similar core engineering.
management, construction, quality control and assurance,
energy efficiency, safety, project monitoring, vendor
management. other recognised project
management
Certification in Project Management, Energy Efficiency from a certifications will be
nationally/ internationally recognised body shall be preferred. preferred.
Max 30 Years Electrical / Mechanical/ or
similar core engineering.
Certification in Project Management, Energy Efficiency from a other recognised project
nationally/ internationally recognised body shall be preferred. management
certifications will be
preferred.
OTHER POSTS
Posts of Driver, Office Assistant (OA), Driver will be operated only till the retirement of existing
incumbents in these posts on the rolls of the Company as on date of notification of this policy.
Thereafter, these posts will be filled by appoints through an outsourced agency.

5.3 Promotion Policy

1.1. This policy may be called Tidel Park Ltd. Promotion Policy, 2021.
1.2. This policy come into force from the date notified by the Board.
2. Applicability
2.2. This policy will not apply to individuals appointed on Fixed Term basis.
3. Definitions
In this policy unless the context otherwise requires:

3.1. by the Management to decide on the
promotions to be given to employees.
3.2. means the minimum experience in terms of number of years of continuous
regular service put in by an employee in a particular post that would make him eligible for being
considered for promotion to a higher grade of post.
4. Eligibility Criteria
4.1. For being considered eligible for promotion, an employee has to fulfil the following minimum
eligibility criteria:
4.1.1. Should meet the requirements of the minimum experience requirements at a particular
grade (Annexure 1 of Recruitment Policy).
4.1.2. Should meet the minimum performance criteria, as per the performance management
system adopted by the Company (Annexure 1 to this policy).
4.1.3. Should possess the minimum educational qualifications, where applicable (Annexure 1
of Recruitment Policy).
5. Methodology for Promotion

5.1. Promotions from one grade to the next higher grade will be given on the basis of merit and in line
with the sanctioned manpower numbers, subject to availability of vacancies.
5.1.1. Merit shall be assessed based on the performance appraisal system put into place by
the Company.
5.1.2. Promotions from one level to the other shall not be automatic and cannot be claimed as
a certain number of years at a given level
5.2. Each year, the HoD of each department shall recommend a list of employees in his/ her
department who are proposed to be promoted, subject to availability of vacancies. The HoD
may seek the assistance of the HR Department to ascertain whether the employees
recommended for promotion meet all the qualifying criteria.
5.3. Subsequent to the above, the HR Department shall prepare a list of employees in each grade
who are eligible for promotion and who have been recommended by their respective HoDs.

5.4. This list shall be shared with the MD for his/ her approval.
5.5. If found satisfactory, the MD shall in turn, approve the list and recommend it to the NRC for approval.
5.6. Based on the recommendation of the NRC and approval of the Board, promotions shall be accorded
to the employees.
5.6.1. The increase in compensation in case of promotion of an employee shall be as decided by

the NRC committee.
5.6.2. Note: The Board will retain the right to either promote or appoint a suitable, eligible direct
recruit on a case-to-case basis.
5.7. The promotions shall normally be effected in the month of June and shall be effective April 1 of the
given year.
5.8. Promotion cannot be claimed as a matter of right.
6. Upgradation
6.1. Incumbents in the posts of Sr. Executive Asst., Executive Asst., Staff Associate, Driver and OA will
receive a financial upgradation every ten years subject to a maximum of two upgradations in the
tenure of the employee from the date of notification of this policy.
6.2. Financial upgradation is defined as an extra increment in the tenth and twentieth year from the date
of notification of this policy, in addition to the increment due for the particular year.
7. Operation of Sanctions
7.1.
with similar responsibilities into clusters. These clusters shall include:
7.1.1. A0 to A5
7.1.2. B0 to B4
7.2. The operation of sanctions in clusters is to ensure that employees are accorded adequate
opportunities for promotion.
7.3. The operation of sanctions in clusters is not to be construed as automatic promotion on completion
of the qualifying years of service.
8. Refusal of Promotion
8.1. An employee refusing promotion for personal reasons will not be considered for promotions
subsequent to his refusal, for a period of one year from the date of refusal.
9. Interpretation

Annexure 1: Performance Criteria for Promotions

The company has adopted a five-point performance rating scale to assess the performance of its employees.
In each year, the company will accord a score out of 5 for each of its employees based on their performance
assessment. One of the criteria for determining the eligibility for promotions is the performance score of the
employee. These criteria are elaborated in the table below:
Grade to which
the promotion Performance criteria for promotion to the Grade mentioned alongside
is being sought
A5 Should have secured a minimum average score of 21 out of 25 during the last five-years.
B4 Should have secured a minimum average score of 17 out of 25 during the last five-years.
B0 Not applicable
Rationale for the above scoring pattern:

- Promotions within B0 to B4 are fixed at a minimum score of 17 (out of 25) and this would imply
at least three years of a score of 3 out of 5 + at least two years of a score of 4 out of 5. At these
levels, it is important for the incumbent to ensure a steady state of operations for Tidel Park with
incremental improvements on an annual basis. The scores for promotion therefore reflect this
i.e. if the incumbent has demonstrated a potential for good performance in at least two of the five
years, it is expected that the potential for taking on higher order roles exists in the individual.
- Promotions from B4 to A0: This promotion is a change in the role of the individual and it also
moves an individual from a Non-Executive to an Executive role. Therefore, the bar for promotion
to this A0 level has been kept marginally higher than those at the lower levels.
- Promotions within A0 to A2: Given that Tidel is a reasonably flat organisation and the roles do
not significantly change across these four levels, these levels are primarily for promotion
purposes. Therefore, the minimum qualifying score has been kept at a modest 70%. This is
however higher than that of the Non-Executives, since a higher order of performance is expected
of the individuals at these levels.
- Promotions within A2 to A4: Given that Tidel is a reasonably flat organisation and the roles do
not significantly change across these four levels, these levels are primarily for promotion
purposes. However, these levels represent HoD levels at Tidel and hence have the performance
scores are marginally higher than the immediately preceding levels.
- Promotions from A4 to A5: This promotion denotes a move from an HoD to a CXO level.
Therefore, the bar for this promotion has been kept higher than for all other levels since the
performance.

5.4 Pay, Allowances and Benefits Policy

1.1. This policy may be called the Pay, Allowances and Benefits Policy of Tidel Park Ltd., 2021.
1.2. This policy come into force with effect from the date as notified by the Board.
2. Objective
2.1. The objective of this policy is to provide the employees of the Company a policy related to the
Pay, Allowances and Benefits provided by the Company.
3. Applicability
3.2. Specific clauses of this policy, as applicable to individuals appointed on Fixed Term Basis have
been explicitly mentioned in this policy.
3.3. Employees on deputation to the Company will be governed by the policies of their parent
organisation. Specific clauses of this policy, as applicable to deputationists have been explicitly
mentioned in this policy.
4. Compensation Structure
4.1. Pay for all posts shall be approved by the Appointing Authority.
4.2. The compensation payable to Regular employees at the Company shall consist of the following
components:
Sl. Component Value Reference
1 Basic Pay At 50% of Gross Pay. -
2 House Rent Allowance (HRA) At 40% of Basic Pay. -
3 Washing Allowance INR 1,000 per month for Drivers, Office Assistants, OA Clause 5.1
cum Drivers), Staff Associates.
4 Personal Allowance For existing employees: For new employees:
Washing allowance for all Balancing figure (Gross

levels except B0 to B4. Pay minus sum of Sl. 1
Special Pay for Stenos. to 3)
City Compensatory Conveyance Allowance
Allowance. at INR 1200 p.m. will
Medical Allowance. be provided which will
Conveyance Allowance at be in addition to
INR 1200 p.m. will be Personal Allowance -
provided which will be (balancing figure).
included in Personal
Allowance.
GROSS PAY Sum of (1) + (2) + (3) + (4) above.

BENEFITS
Sl. Component Value Reference
5 Mobile Bill Reimbursement As per limits prescribed. Clause 5.2
6 Reimbursement of expenses As per limits prescribed. Clause 5.3

on purchase of gadgets/
mobile phones
7 Leave Travel Allowance As per limits prescribed. Clause 5.4
TERMINAL BENEFITS
8 As per provisions of the EPF & MP Act, 1952. Clause 5.5

Provident Fund
9 Gratuity As per provisions of Payment of Gratuity Act, 1972.
BENEFITS (INSURANCE)
10 Group Personal Accident Annual premium of Group Personal Accident policy + Clause 5.5.1
Policy Annual premium of Group Mediclaim policy + Medical
allowance (given to employee along with salary) to be
11 Group Mediclaim Policy Clause 5.5.2
capped to maximum of one month Basic.
12 Medical Allowance -
BENEFITS (OTHERS)
13 Performance Pay As annually approved by the management, capped at -

maximum of one month Basic.
14 Other Benefits Technical Allowance (Turn Duty) Clause 5.6
15 Late Sitting Fees Clause 5.7
16 Gift Card: As per limits prescribed. Clause 5.8
17 Festival Advance: as per Festival Advance Policy. -
18 Leave and Holidays: as per Leave Policy. -
Note: The basis of the above-mentioned pay, allowances and benefits is an understanding of the benchmarks and
inputs from the Board and NRC. This has been presented as Annexure 4 in this document. Members of the Board also
suggested that the consultant provide a snapshot of the industry practices in terms of compensation (Refer Annexure
5 to this document).
4.3. The pay of an employee appointed to a post in the Company will be negotiated by the HoD and
the HR Department with the employee. Considera
educational qualifications, experience, quality of work experience and ability of the employee to
contribute to the objectives of the Company. Compensation will be recommended by the HoD
and the HR Department to the Appointing Authority for approval.
4.4. Annual Increment for Regular employees shall be granted at a percentage of Gross Pay as
annually). The NRC and/ or Board of the Company can choose to accord no increments also.
4.5. Annual increments for individuals on Fixed Term basis shall be as per their agreement with the
Company, and shall be decided, wherever applicable, by the NRC Committee/ Board.
4.6. Increment to employees on probation shall be granted only on the satisfactory completion of the

period of probation but the monetary benefit in respect thereof shall be admissible with effect from
the normal date of their increment.
4.7. Pay on resignation/ termination shall be paid

assets provided to the employee are returned to the respective departments and a no-dues
certificate is obtained from the departments.
5. Components of Pay
5.1. Washing Allowance
1.1.1. This allowance is provided to the employees to meet expenses incurred towards washing
and upkeep of Company uniforms.
2.1.2. This entitlement will apply to Regular employees and to individuals appointed on Fixed
Term basis subject to the limits prescribed below:
Grade Entitlement (INR)
A3 to A5 N/A
A0 to A2 N/A
B0 to B4 1000 per month
Note: Individuals appointed on fixed term basis will be paid based on their equivalence with the grades
proposed for the regular employees.
5.2. Payment of monthly mobile bills of employees (for Company provided CUG number):
1.2.1. This entitlement will apply to regular employees, individuals appointed on Fixed Term
basis and deputationists subject to the limits prescribed in the table below.
2.2.2. The Company shall pay the monthly mobile bills of employees directly to the telecom
operator, subject to the limits prescribed below:
A7 750
A6 750
A3 to A5 750
A0 to A2 750
B0 to B4 500
Note:
Individuals appointed on Fixed Term basis will be paid based on their equivalence with the grades
proposed for the regular employees.
In case the monthly bill exceeds the limits prescribed above, the excess amount shall be recovered
from the employee in the following salary cycle.
5.3. Reimbursement of Expenses on Purchase of Gadgets/ Mobile Phone
1.3.1. This entitlement will apply to Regular employees, individuals appointed on Fixed Term
basis and deputationists subject to the limits prescribed in the table below.
2.3.2. Individuals appointed on Fixed Term basis will be permitted based on their equivalence
with the grades proposed for the regular employees.
3.3.3. Employees will be provided devices as per the table below, on need basis (or may purchase

the permitted devices) so as to be used for carrying out official duties. This cost will be
reimbursed to the employee against production of bills.
4.3.4. If the devices are damaged/ require repairs within 3 years, the cost of repair will be borne
by the employee and if replacement is required, it will be considered only after 3 years at
cost.
5.3.5. In the event of employee leaving the job (or returns from deputation), he/ she will have an
option to purchase the instrument at the depreciated cost of the instrument. (depreciation
@ 33% p.a. on written down value).
MD, ED, CFO, Will be provided the choice of purchasing a laptop/ tablet/ mobile phone and its
CS, COO accessories (any two) on need basis to be used for carrying out official duties. This cost
will be reimbursed against production of bills. Total entitlement shall be of a reasonable
value commensurate with the need.
A3 to A5 Only mobile phone: 15,000
A0 to A2 Only mobile phone: 10,000
B0 to B4 Only mobile phone: 7,000 (NRC value 5,000)
6.3.6. In case of business need, laptops/ tablets/ dongles can be provided to other employees
also on the approval of the MD.
5.4. Leave Travel Allowance (LTA)
1.4.1. This entitlement will apply to Regular employees and to individuals appoints on Fixed
Term Basis [to be discussed].
2.4.2. Individuals appointed on Fixed Term basis will be paid based on their equivalence with
the grades proposed for the regular employees.
3.4.3. Year.
4.4.4. up to two dependent children.
5.4.5. LTA shall be administered in line with the provisions of the Income Tax rules. i.e. all
definitions, admissibility, limits etc. shall be as prescribed in the Income Tax rules.
6.4.6. LTA payable will be calculated as the lower of:
Cost of travel incurred by the employee (supported by relevant proof of travel) or
employee.
7.4.7. The primary condition for the admissibility of LTA is that it can be availed only when the
employee proceeds on leave to travel within India.
8.4.8. LTA shall cover only travel costs for travel within India.
9.4.9. LTA can be claimed maximum of once in a year (on production of vouchers) and not
more than twice in a block of four years. The current block is for calendar years 2018 to
2021.
10.4.10.The LTA not availed of in any particular block of four years may be carried forward to
and availed of before the expiry of the first year of the succeeding block years [OR] The
LTA not availed of in any particular year shall be paid to the employee net of tax in the
first month of the following financial year.

11.4.11.Employees intending to avail the tax benefit under LTA, in a given year, shall indicate
the same in the prescribed format and submit it to the HR Department.
12.4.12.The onus of preserving the records of travel proof will vest with the employee who will
be responsible for responding to any query that may be posed, post assessment, by the
IT authorities.
13.4.13.Procedure for Claim of LTA:

An employee availing LTA for himself/ herself and/ or his/ her family should submit his/
her claim for reimbursement in the prescribed format in the same calendar year in which
the journey is made. Failure to submit the documents within the prescribed time frame
will entail forfeiture of the claim and no relaxation shall be permissible in this regard.
An employee while submitting claim should produce such evidence (like rail tickets
number and PNR No., bus tickets in original, cash receipts, boarding pass and air
tickets, etc.) as will confirm his/ her and his/ her family members having actually
performed the journey. The employee is also required to submit a certificate in the claim
form to the effect that the various conditions relating to admissibility of LTA have been
complied with.
5.5. Terminal Benefits
1.5.1. The following statutory benefits/ terminal benefits will be payable to Regular employees
and individuals appointed on fixed term contract as per the provisions of the applicable
acts listed below.
Benefit Details
Provident Fund Payable in line with the provisions of the EPF & MP Act, 1952.
Gratuity Payable in line with the provisions of Payment of Gratuity Act, 1972.
2.5.2. Benefits (Insurance)

Grade Entitlement (INR) for Accident Insurance, Medical Insurance and Medical Benefit
A6 Premium of Accident insurance + Premium of medical insurance shall not exceed
computed at 50% of the monthly contracted amount
Premium of Accident insurance + Premium of medical insurance shall not exceed
A3 to A5 computed at 50% of the monthly contracted amount.
A0 to A2 computed at 50% of the monthly contracted amount.
B0 to B4 computed at 50% of the monthly contracted amount.
3.5.3. Accident Insurance

This entitlement will apply to Regular employees, and to individuals appointed on Fixed
Term basis subject to the limits prescribed in the table below. This policy shall apply to
all employees of the Company including those on probation, extension, those who are
on deputation from a government department or other PSUs who opt to be governed by
this benefit instead of by the benefit in force in their parent organisations within a month
of joining the Company.
The premium for the Accident Insurance shall be paid by the Company.
All other terms and conditions shall be as per the agreement signed between the
Company and the Insurance provider.
The sum assured under the policy for different category of employees shall be subject
to review from time to time.
4.5.4. Medical Insurance

This entitlement will apply to Regular employees, and to individuals appointed on Fixed
Term basis subject to the limits prescribed in the table below. This policy shall apply to
all employees of the Company including those on probation, extension, those who are
on deputation from a government department or other PSUs who opt to be governed by
this benefit instead of by the benefit in force in their parent organisations within a month
of joining the Company.
Premium for the Medical Insurance shall be paid by the Company.
The coverage shall be provided for self, spouse, and upto two dependent children.
Employees will have the choice of adding up to two dependent parents into the
insurance cover, however the premium for the parents will need to be paid by the
employee.
With respect to the above, female employees will be provided the choice of nominating
their in-laws instead of their parents.
If one or both children have intellectual disabilities, such children shall be covered even
after the age of 18 years. Intellectual disabilities will have to be certified by a Registered
Medical Practitioner/ with the ID card issued by the competent Govt authority.
All other terms and conditions shall be as per the agreement signed between the
Company and the Insurance provider.
The sum assured under the policy for different categories of employees shall be subject
to review from time to time.
5.5.5. Note: Company has taken a life insurance policy along with Group Gratuity policy for its
employees. Existing employees who wish to continue with the life insurance policy may do
so by paying the premium themselves. The Company will continue to contribute towards
policy.
5.6. Technical Allowance (Earlier called Turn Duty)

1.6.1. This entitlement will apply only to Non-Executives (as per Clause 4.12 in Service Policy).
This includes regular employees and individuals appointed on Fixed Term basis subject to
the limits prescribed in the table below. This entitlement will only apply to individuals
performing Technical functions (as per Clause 4.15 and 4.16 in the Service Policy).
2.6.2. This is provided to the above individuals as they are involved in shift operations and shall
have a six-day week (as defined in Annexure 2 of the Service Policy).

Technical Non - Technical
A3 to A5 N/A N/A
A0 to A2 N/A N/A
B3 to B4 1000 N/A
B0 to B2 1000 N/A
3.6.3. In addition to the above, the above individuals shall also be entitled to one day per month
additional leave, over and above the leave specified in the Leave policy. This leave shall
need to be taken in the following calendar month and shall not be eligible for accumulation,
or encashment. It shall be ensured by the respective HoD that the leave does not impact
the operations of the company and hence the leave can only be taken with prior approval
request for which should be submitted at least 3 days prior to the date of intended leave.
5.7. Late Sitting Fees

1.7.1. This entitlement will apply only to Non-Executives (as per Clause 4.13 in Service Policy).
This includes regular employees and individuals appointed on Fixed Term basis subject to
the limits prescribed in the table below.
2.7.2. Late sitting should be employed only if absolutely essential when work is required to be
carried out outside the defined working hours.
3.7.3. Conditions for grant of Late Sitting Fees:
Working hours shall be as per Annexure 2 of the Service Policy.
Late sitting fees will become applicable only for work carried out before the working
hours, as per Annexure 2 of the Service Policy. Duration shall be considered only in
multiples of hours and any part thereof will be ignored.
4.7.4. The late sitting fees amount will be paid separately as per the entitlement shown below:
Grade Entitlement per hour (in INR)
B4 80
B3 75
B2 70
B1 65
B0 65
5.7.5. The late sitting fee shall be capped at Rs. __________ per month per individual.
6.7.6. Payments for Late Sitting shall be put up by the HR department and approved by the MD
prior to payout.
7.7.7. Consistent pay-outs of late sitting fee for any particular individual shall be brought to the
notice of the Management by the HR department.
5.8. Gift Card

1.8.1. This entitlement will apply to all employees.
2.8.2. Company will provide its employees a gift or a gift card or coupon up to Rs. 7,500 once a
year on Pongal.
3.8.3. The value of the Gift Card shall be decided by the Managing Director.
6. Interpretation


5.5 Leave Policy

1.1. This policy may be called Tidel Park Ltd. Leave Policy, 2021.
1.2. This policy shall come into force with effect from the date notified by the Board.
2. Objective
2.1. The objective of this policy is to provide the employees of the Company the Leave Policy
applicable to them. It includes the procedures for the grant of various kinds of leave and related
matters.
3. Applicability
3.1. This policy will apply to all Regular employees of the Company including employees on
probation and deputationists.
3.2. This policy will apply to all individuals appointed on Fixed Term Basis, unless otherwise explicitly
specified in this policy.
4. Leave Sanctioning Authority

4.1. Leave to all employees shall be recommended by the HoD and approved by the authority
nominated by the Management.
5. General conditions for the grant of leave and encashment

5.1. All leave except casual leave is to be sanctioned prior to the period of leave.
5.2. Leave or encashment of leave cannot be claimed as a matter of right.
5.3. Leave shall not be sanctioned for employees under suspension.
5.4. The Management shall not alter the kind of leave due and applied for except at the written
request of the employee. Leave of any kind may be refused or revoked by the authority
competent to sanction leave to ensure that no interruption in the normal working of the Company
is caused.
5.5. Leave will be granted only after a report regarding its admissibility is obtained from the HR
Department.
5.6. Except as provided otherwise under this policy, any kind of leave under this policy may be
granted in combination with or in continuation of any other kind of leave.
5.7. Holiday or a series of holidays (including Restricted Holidays) falling before commencement of
the leave or after expiry of the leave may be prefixed and/ or suffixed with leave. Such holidays
will not be counted as part of the leave, unless otherwise specified.
5.8.
be treated as leave without pay.
5.9. Leave on medical grounds wherever admissible will be granted only on the recommendation
and certificate obtained from a registered medical practitioner. The leave sanctioning authority
may sanction leave on medical grounds up to a maximum of three days without production of
medical certificates, if he/ she is satisfied about the genuineness of the request for leave.
5.10. Except in an emergency, application for leave for three days or less shall be made at least
twenty- four hours prior to the start of the requested leave; if the leave is required for more than
three days, the leave application shall be made seven days prior to the start of the requested
leave. Applications for leave exceeding seven days shall be made at least fifteen days prior to

the date from which it is required.

5.11. An employee on resuming duty after expiry of the sanctioned leave will advise the date of
resumption to the office maintaining the leave account.
5.12. In case the Company finds it necessary to recall an employee to duty before the expiry of
sanctioned leave, it shall be obligatory for the employee to comply with the orders and report for
duty.
5.13. Unauthorised absence from duty or extension of leave without prior approval will render an
employee liable to disciplinary action and will be treated as absence without pay. An authority
competent to sanction him leave may, however, regularise the absence as leave with or without
control.
5.14. Leave shall not be granted to an employee when the Management has decided to dismiss,
remove or compulsorily retire the employee from service. However, any leave to the credit of an
employee, who is dismissed or removed, or who resigns, or who is compulsorily retired shall be
retained and processed along with the full and final settlement of the employee.
6. Process for application of Leave

6.1. The employee who wishes to apply for leave will have to submit an application for leave in the
prescribed format providing details of type of leave, number of days of leave and nature of leave.
The Leave approval matrix shall be as follows:
Grade Leave Approval By
A6 MD
A5 MD
A3 to A4 MD
A0 to A2 MD
B0 to B4 ED. If post of ED is vacant, then CFO.
6.2. The leave application submitted will be forwarded to the HoD for approval on the application
form. This will be subject to verification by HR Department as regards admissibility of the leave.
Such leave application will be sent to HR Department for necessary debit in the leave account
and to convey the sanction of leave to Accounts.
7. Types of Leave
7.1. The different types of leave granted by the Company have been listed below. Detailed policy
pertaining to these leaves have been provided in the subsequent sub-sections.
Casual Leave (CL)

Earned Leave (EL)
Maternity Leave
Medical Leave

7.2. Casual Leave (CL)
Applicability This leave is applicable to Regular employees, individuals appointed on Fixed

Term basis and to individuals on deputation.
This is granted at the rate of 12 days in a calendar year.

It will be granted in units of half or full days as required by the employee, lunch
Entitlement
time taken as the dividing time for half day.
Individuals appointed and joining duty in the middle of a year may avail of CL
proportionately.
CL shall not be combined with any other kind of leave admissible under this
policy.
CL can be taken while on tour, but no DA will be admissible for the period.
CL is intended for short periods and should not be permitted for more than 3 days
Policy at any one time, except under special circumstances.
LTC can be availed during CL.
Encashment Not applicable.
Accumulation Not applicable.
7.3. Earned Leave
Applicability This leave is applicable to Regular employees, individuals appointed on Fixed Term
basis and to individuals on deputation.
Entitlement Employees are entitled to 30 days of EL in a year linked to the number of months of
completed service.
Each calendar year, EL shall be credited in advance- 15 days being credited on 1st
January and 15 days 1st July.
The advance credit for the half-year in which an employee is appointed will be at the
rate of 2.5 days for each completed calendar month of service.
Policy In case of resignation, retirement, death, dismissal, the EL credited in the account of
the employee until the last completed month of service shall be considered.
i.e. the month preceding the month in which the employee submitted his letter of
resignation (or)
the month preceding the month in which the employee retires/ died or was issued a
letter of dismissal.
An employee on earned leave will be paid leave salary equal to the Basic, HRA,
Personal allowance and Washing Allowance (for those entitled to receive the same)
drawn by him immediately before proceeding on leave.
Encashment Calculated on the basis of Basic Pay + HRA.

Can be encashed once a year for a maximum of 10 days.
Encashment of EL by individuals on Fixed Term Contract [To be discussed]
Accumulation
210 days.

7.4. Maternity Leave
Applicability This leave is applicable to Regular employees, individuals appointed on Fixed Term
basis and to individuals on deputation.
Maternity leave will be granted only to a female employee for a maximum period of
240 days for up to 2 surviving children.
May also be granted for maximum 45 days in case of miscarriage (including
Abortion induced under the Medical Termination Pregnancy Act, 1971). This is
Entitlement admissible irrespective of number of surviving children; however, the application
should be
supported by a certificate from a Registered Medical Practitioner.
It may be combined with any other kind of leave without medical certificate in
continuation.
It is granted on full pay.
Policy It is not charged to any other leave accounts.
It counts as service for increments.
Encashment Not applicable
Accumulation Not applicable
7.5. Medical Leave
Applicability This leave is applicable to Regular employees.
Entitlement Maximum of 3 months, once in the career of an employee, after approval of the
Leave Sanctioning Authority.
Shall be granted only in extra-ordinary circumstances without any pay and

allowances when no other kind of leave is due.
Can be granted only on the recommendation of a Registered Medical Practitioner,
for a period recommended by the Registered Medical Practitioner, subject to
Management approval.
Shall need to be applied for within 3 days of proceeding on leave.
It shall not count as service for increments.
Policy If at any point the Management is of the opinion that the leave has been misused,
the
Management may direct the employee to undergo an assessment by a Registered
Medical Practitioner nominated by the Company.
Encashment Not applicable
Accumulation Not applicable
8. Interpretation

5.6 TA/ DA Policy

1.1. This policy may be called the TA/ DA Policy of Tidel Park Ltd., 2021.
1.2. This policy shall come into force with effect from the date as notified by the Board.
2. Objective
2.1. The objective of this policy is to provide the employees of the Company the policy governing TA/
DA.
2.2. To provide monetary compensation to employees of the Company for official tour (outside the
place of posting) for expenses incurred on travel, accommodation, food etc.
2.3. -offs on costs

vs. convenience and exercise good judgment while incurring such expenses. It is therefore
important that employees are conscious of the context/ situation and exercise discretion while
incurring such expenses. Further, it is also to be understood that this facility and the prescribed
entitlements are not to be interpreted as being a means to an alternate source of income.
3. Applicability
3.1. This policy will apply to all regular employees in the Company including employees on probation.
3.2. This policy will apply to individuals appointed on Fixed Term basis and on deputation.
4. Entitlement
4.1. An employee will be eligible for TA/ DA, if journeys are undertaken for the following purposes:
i. On official tour (including for appearing in courts as jury/ assessor/ witness for
work).
ii. Recall from leave.
iii. Participation in training programmes, seminars and conferences as nominated participant/

faculty.
iv. On transfer outside the city of posting, for a maximum period of 30 days. Beyond 30 days,
no TA/ DA shall be admissible.
5. Definition
5.1. Tour/ Tour of duty is a journey undertaken for the work, out of the place of posting,
where the employee is posted. Tour period shall be considered from the schedule time of
departure to the scheduled time of arrival at the railway station/ airport closest to the place of
posting of the employee.
5.2. Transfer means the movement of employee from the station at which he is posted to another
station so that the new station becomes his new headquarters.
6. Traveling Allowance (TA)
6.1. The modes of travel authorised for employees while they undertake journeys on tour have been
detailed in Annexure 1A of this policy.
6.2. Booking and reservations should be made as far in advance as possible. Fares are economical
if booked early. Unnecessary charges should be avoided by checking if there is a cancellation

fee or early/ late check-out fee prior to booking.

6.3. Exception/ deviation that result in reimbursements that are more than the allowed limits by this
policy must not occur. In the rare case where an exception is requested, such request must be
evaluated and approved by CFO and MD prior to reimbursement of the employee.
6.4. All expenses submitted for reimbursement are subject to compliance review. Any individual
submitting a fraudulent expense report will be subject to strict disciplinary action which may
includetermination.
6.5. If employees are not provided the requisite tickets for the journey by the Company, they may
claim reimbursement of the expenses incurred by them on this account provided the tickets are
booked as per the entitled class and the lowest fare.
6.6. An employee, while on tour is also entitled to reimbursement of expenditure incurred by him on
the following:
6.6.1. Travel cost from residence to airport/ railway station/ bus station at the time of
proceeding on tour and on returning to residence from the above points.
6.6.2. Travel cost from airport/ railway station/ bus station to the place of stay at the tour station
and back to the above points.
6.6.3. Charges on local tour within the tour station.
6.7. An employee proceeding on journey on tour under this policy may be granted advance, subject
to approval of the HoD, to meet the cost of travel and other reimbursable expenses. The amount
of advance shall be limited to 80% of the estimated amount for travel. A bill for adjustment of
the actual expenses against the advance should be submitted within seven days of return from
tour failing which the advance will be liable to be recovered from the salary of the employee.
6.8. Reimbursement of Travel Expenses on Transfer
6.8.1. For any employee who is transferred by the Management, expenses incurred by the
employee and his/ her family towards travel from the present place of posting to the new
place, by the entitled class of travel and transfer of personal effects will be reimbursed
on actuals subject to limits as mentioned in Annexure 1A of this policy and Annexure 1
of the Transfer Policy.
6.8.2. For any employee who requests for a transfer, expenses incurred by the employee and
his/ her family towards travel from the present place of posting to the new place shall
require the prior approval of the Management and shall be subject to the limits
prescribed by the Management.
7. Accommodation
7.1. The lodging charges are admissible only when night stay is involved, and the employee is on an
approved tour programme. The reimbursement of lodging expenses would be limited to the
actual expense incurred by an employee subject to maximum ceilings mentioned in Annexure
1B of this policy.
7.1.1. Employees who, while on tour of duty, make their own arrangements to stay with relatives,
friends etc. will not be entitled to lodging entitlements as per the entitlements defined in
Annexure 1B.
7.2. If the per day lodging charges exceeds the entitlement, then prior approval from the HoD is required.
8. Daily Allowance (DA)
8.1. DA is to cover the ordinary daily expenses incurred by the employee while on tour. This shall
typically include expenses incurred on food, tips and local conveyance.
8.2. The Company shall reimburse its employees, costs incurred, for each day of absence from the
headquarters (including intervening holidays, Sundays and restricted holidays but excluding
days availed as leave).

8.3. The DA shall be paid as per the limits prescribed in Annexure 1D of this policy.
8.4. Employees shall not claim expenses towards alcohol or cigarettes.
9. Procedure for reimbursement

9.1. On completion of tour of duty and return to the Company, the employee will have to submit the
reimbursement claim form to the HoD within 15 days of journey performed for approval. This
must be supported with bills and all necessary documents such as tickets, boarding passes,
hotel bills, food bills and bills for any other expenses being claimed as TA/ DA. These documents
and claim forms will have to be submitted to the HR Department (and also scanned and uploaded
on the HR module for employee reimbursements) for processing claim after approval from the
HoD.
10. Local Conveyance

10.1. The employees should use the Company vehicle to perform the official journey within the city or
local journey.
10.2. In case the Company vehicle cannot be made available to the employees, they have the option
to use other modes of transport as per the eligibility provided in Annexure 1A of this policy.
11. Interpretation

Annexure 1: Entitlements on Domestic Travel
1A: Entitled mode of travel (Domestic)
Grade By Air By Rail By Road
Travel outside HQ Station Travel within HQ Station
A7 and Economy AC I class AC Taxi AC Taxi

above
A6 Economy AC II Tier AC Taxi AC Taxi
A3 to A5 Economy AC II Tier AC Taxi AC Taxi
A0 to A2 Economy AC III Tier AC Taxi AC Taxi
B3 to B4 With prior permission. AC III Tier AC Taxi AC Taxi
B0 to B2 N/ A Non-AC Bus 3-Wheeler/ Bus
In case the entitled mode/ class of travel is not available for a particular journey, the employee may,
with the prior sanction of the HoD travel by an alternative mode/ class of travel.
1B: Accommodation (Domestic)
State headquarters and New Delhi (Col. A) Other places (Col. B)
A7 and above 7500+taxes As per actuals
A6 4500+taxes 80% of Col. A value
A3 to A5 4500+taxes 80% of Col. A value
A0 to A2 3500+taxes 80% of Col. A value
B3 to B4 2500+taxes 80% of Col. A value
B0 to B2 1500+taxes 80% of Col. A value
If the expense on hotel stay exceeds the above limits, prior approval from the HoD is required with
adequate justification for the same.
If Hotel bills are not produced, only 30% of the above entitlements shall be reimbursed.
1C: Daily Allowance (Domestic)
A7 and above As per actuals As per actuals
A6 750 60% of Col. A value
A3 to A5 750 60% of Col. A value
A0 to A2 750 60% of Col. A value
B3 to B4 450 60% of Col. A value

B0 to B2 300 60% of Col. A value
All the above entitlements will be payable only when actually incurred by the employee.
Expenses incurred on travel by auto, food/ water, and tips shall be permissible for reimbursement.
Un-billed expenses if any will require approval by the HoD.

5.7 Transfer Policy

1.1. This policy may be called the Transfer Policy of Tidel Park Ltd., 2021.
2. Objective
2.1. The objective of this policy is to provide the employees of the Company the policy related to
transfer that the Company extends to its employees.
3. Applicability
3.2. This policy will apply to all individuals appointed on Fixed Term Basis, and employees on
deputation, unless otherwise explicitly specified in this policy.
4. Objectives of Transfer
4.1. The transfer of employees from one location to another becomes necessary to meet the
organisational needs as well as employee development and personal needs. The various
considerations for transfers could, broadly, be classified as follows:
4.1.1. To meet organisational requirements and to meet the exigencies of Company's work.
4.1.2. To meet the needs at a particular location requiring specialised knowledge/ experience.
4.1.3. Career development of employees through job-rotation.

4.1.4. To manage pressing personal problems of employees to the extent feasible.
4.1.5. To cater to the responsibilities of any existing/ new project/ special project, in case of
specific needs as ascertained by the management.
5. Definitions
5.1. Transfer means change of station or Company (i.e. from or to the associate companies) but does
not include rotation from one department to another department at the same station.
6. Effecting Transfer
6.1. Transfers shall be effected by the Management based on the needs of the company.
6.2. In case of request transfers also, the employee shall route his/ her request with a recommendation
of the HoD.
6.3. The final decision on effecting/ not effecting a transfer shall be made by the Management based
on the merits of each case.
7. General Terms
7.1. The transfer of employees will be made against requirement as per the sanctioned manpower
strength. Criticality of manpower for both the donor and the recipient department shall also be
kept in view. While effecting transfers, specialisation will also be an important criterion for
consideration.
7.2. Management will take appropriate disciplinary action against an employee who brings in outside
influence, either orally or in writing, for his transfer.

7.3. All employees in respect of whom orders of transfer are issued will be released promptly by the
HoD.

7.4. Employees who are trained for a period of 3 months or more in a particular area/ discipline will
be placed in the job of similar nature as far as feasible for a period of at least 2 years.
7.5. If some cadre/ posts are available at one station or at few stations, in such cases employee will
be transferred against these cadres/ posts only. Thus, the employee may continue at the same
station for a longer period as per requirement.
7.6. The guidelines related to the costs and expenses incurred in transfer are covered under Clause
8 of this policy.
7.7. Transfers can be accorded at any time due to administrative reasons, with the approval of the
Management.
7.8. However, in the case of transfer within the same city, request transfer or transfer on account of
breach of code of conduct of the Company, the decision pertaining to reimbursement of Transfer
expenses shall be made by the Management based on the merits of each case.
8. Transfer Expenses
8.1. Travel expenses for employee and family: An employee on transfer shall be entitled to
reimbursement as follows:
8.1.1. Travel for self and family by the entitled class/ mode as on official tour as defined in the
TA/ DA Policy of the Company. The general conditions of admissibility prescribed shall
be, however, continued without any change.
8.1.2. Reimbursement of actual fare for journeys from residence/ place of stay to railway
station/ airport and vice-versa.
8.1.3. An employee travelling in his own car on transfer will be paid as follows:
8.1.3.1. Actuals or entitled road mileage for self and family subject, whichever is less
where the journey is between two places not connected by rail/ air.
8.1.3.2. Actuals or entitlement by rail/ air whichever is less where journey is between
two places connected by rail/ air.
8.2. Packing and Transportation Expenses
8.2.1. The employee will be reimbursed for actual expenses incurred in packing and
transportation upon submission of original bills/ receipts of movers & packers. This will
cover packaging, loading, unloading, transportation, octroi, local state body tax and
insurance charges incurred by movers & packers for household furniture, household
equipment/ articles, and one own vehicle. The entitlements for the various levels have
been provided in Annexure 1 of this policy.
8.3. The above-mentioned amounts are reimbursable only when a change of residence is involved
in another station, subject to production and submission of original bills to the HR Department
within 1 month of joining duty at the new location.
9. Joining Time
9.1. Employees who are transferred to a new station, will be entitled to reasonable joining time based
on mutual discussion with the donor and recipient Company/ department, time taken for
handover of existing duties and personal/ professional exigencies if any. Annexure 2 to this
policy provide the joining time entitlement.
9.2. Extension of joining time beyond the above limits may be granted subject to consent by the
Managing Director.

9.3. An employee who has been transferred from one place to another at his own request shall not
be entitled for any benefits under this clause.
10. Interpretation
In case of any question related to interpretation of this policy the decision of the Board or the Nomination
and Remuneration Committee (NRC) shall be final. The Board/ NRC Committee may also have the
powers to relax/ delete/ modify/ revise any of the provisions of this policy and notify detailed guidelines (if
required) keeping in view the interest of the Company.
Annexure 1: Entitlements for Packing and Transportation Expenses
A7 and above As per actuals
A6 1,00,000
A3 to A5 1,00,000
A0 to A2 75,000
B3 to B4 50,000
B0 to B2 50,000
Annexure 2: Joining Time Entitlement
Distance between old station and new station No. of days of joining time
Upto 1000 Km 3 days
Joining new post within same station or when change of residence from one 1 day
station to another is not involved.

5.8 Festival Advance Policy

1.1. This policy may be called the Festival Advance Policy of Tidel Park Ltd., 2021.
2. Objective
2.1. The objective of this policy is to provide the employees of the Company a policy on advances
that the Company extends to its employees.
3. Applicability
3.2. This policy will apply to employees on deputation.
4. Purpose of Advance
4.1. The Company shall provide its employees interest free advance for a list of festivals as decided
by the Management from time to time.
5. Entitlement
5.1. Employees can obtain an advance of upto Rs. 10,000 per calendar year.
5.2. The amount taken as advance shall be recovered in 10 equated monthly instalments, starting
from the month following the disbursal of advance to the employee.
5.3. Employee can apply for an advance only once in a calendar year.
5.4. The advance in the following calendar year will not be given unless the advance granted on the
previous occasion is fully recovered.
6. Procedure for Obtaining Advance
6.1. The advance shall be payable to employees who have served at least one year in the Company.
6.2. Application for advance shall be submitted by the employee in the prescribed format through the
HoD at least twenty-five days before the date of the festival. Applications received later than this
will not be accepted, to ensure payment is arranged before the date of festival.
7. General Guidelines
7.1. The employee should have completed at least one year of service in the Company.
7.2. Full and final settlement of employees shall be processed only after recovery of all outstanding
advances paid to the employee.
7.3. If it is observed that the advance is being misused by the employee, the Company shall stop
further disbursements and/ or shall initiate proceedings for recovery of the amount sanctioned.
The Management may also initiate disciplinary proceedings against the employee as per the
Code of Conduct of the Company.

8. Interpretation

5.9 Code of Conduct and Business Ethics

1.1. This policy may be called Tidel Park Code of Conduct and Business Ethics, 2021.
1.2. This policy shall come into force with effect from the date notified by the Board.
2. Application
2.2. Employees on deputation will be governed by their Conduct, Discipline and Appeal Policy as per
their parent organsiation.
2.3. This policy will apply to all individuals appointed on Fixed Term Basis.
3. Definitions
3.1. Competent Authority: shall mean the authority empowered by the Board/ Chairman/ MD
through a general or special order.
3.2. Bribery: is an offer or receipt of any gift, loan, fee, reward, or other advantage to or from any
person as an inducement to do something which is dishonest, illegal or a breach of trust.
3.3. Facilitation payments: are typically small, unofficial payments made to secure or expedite a
routine action by an official.
3.4. Kickbacks: are typically payments made in return for a business favour or advantage.
3.5. Whistle-blower complaint: is a complaint where a Complainant/ Whistle Blower (person raising
the complaint) believes that the Company (or an employee or associate of the Company) has,
or may have, breached the Code of Conduct, Accounting, Internal Accounting Controls, Auditing
Matters and applicable national and international laws including statutory/ regulatory rules and
regulations.
4. Complying with Laws
4.1. The policy of the Company is to comply strictly with all laws (Central and State) governing its
operations, and to conduct its affairs in keeping with the highest level of moral, legal and ethical
standards. Accordingly, the employees shall respect and obey the laws of the jurisdictions in
which the Company operates and comply with all applicable laws, rules, regulations,
agreements, guidelines, standards and internal policies, including other requirements incidental
thereto.
4.2. The employees are expected to be aware of all relevant laws and regulations involving their
responsibilities as employees of the Company and refrain from any illegal, unethical or otherwise
improper activities.
4.3. When in doubt, the employees can seek assistance from the HR Department of the Company.
5. Our Code of Conduct

5.1. The Company provides equal opportunities to all its employees and to all eligible applicants for
employment in the Company. It does not unfairly discriminate on any ground, including race,
caste, religion, colour, ancestry, marital status, gender, sexual orientation, age, nationality,
ethnic origin, disability, or any other category protected by applicable law.
5.2. When recruiting, developing, and promoting employees, the decisions will be based
solely on performance, merit, competence, and potential.

5.3. The leaders shall be responsible for creating a conducive work environment built on tolerance,
understanding, mutual-cooperation and respect for individual privacy.
5.4. Everyone in the work environment must be treated with dignity and respect. The Company does
not tolerate any form of harassment, whether sexual, physical, verbal, or psychological.
5.5. The Company has clear and fair disciplinary procedures, which necessarily include an
heard.
5.6. e Company has no concern with their
conduct outside our work environment, unless such conduct impairs their work performance,
creates conflicts of interest or adversely affects our reputation or business interests.
5.7. The Company does not confiscate personal documents of its employees or force them to make
any payment to the Company or to anyone else in order to secure employment, or to work with
the Company.
6. Acting with Integrity

6.1. The employees are required to conduct their duties legally, honestly, and ethically while acting
for and on behalf of the Company or in connection with its business or operations.
6.2. They shall:
6.2.1. Act in the best interests of, and fulfil their fiduciary duties to the stakeholders of the Company;
6.2.2. Act honestly, fairly, ethically, with integrity and loyalty;
6.2.3. Conduct themselves in a professional, courteous and respectful manner;
6.2.4. Act in good faith, with responsibility, due care, competence, diligence and independence;
6.2.5. Act in a manner to enhance and maintain the reputation of the Company;
6.2.6. Treat their colleagues with dignity and shall not harass any of them in any manner.
6.3. The employees shall avoid any activity or association that creates or appears to create a conflict
between the personal interests of the employees and the business interests of the Company.
6.4. The employees shall devote themselves exclusively to the business of the Company. The
employees are expected to avoid even the remote appearance of a conflict of interest even if
the activity is non- remunerative.
6.5. The Directors shall disclose conflicts of interest that they may have regarding any matters that
are placed before the Board and abstain from discussion and voting on any matter in which they
have or may have a conflict of interest.
6.6. Concerns about integrity and non-compliance with the code of conduct will be
investigated as per the provisions of this code. The employee/ s concerned who is/ are found to
benon-compliant after the investigation are liable to face appropriate disciplinary action including
termination from the services of the Company.
7. Integrity of Information and Assets

7.1. Employees shall not make any wilful omissions or material misrepresentation that would
compromise the integrity of company records, internal or external communications and reports,
including the financial statements.
7.2. Employees and Directors shall seek proper authorisation prior to disclosing Company or
business- related information. This includes disclosures through any forum or media, including
through social media.
7.3. Employees shall ensure the integrity of personal data or information provided by them to the
Company. The Company shall safeguard the privacy of all such data or information received, in
accordance with applicable Company policies or law.

7.4. Employees shall respect and protect all confidential information and intellectual property of the
Company.
7.5. Employees shall safeguard the confidentiality of all third-party intellectual property and data.
Employees shall not misuse such intellectual property and data that comes into their possession
and shall not share it with anyone, except in accordance with applicable Company policies or
law.
7.6. Employees shall promptly report the loss, theft or destruction of any confidential information or
intellectual property and data of the Company or that of any third party.
7.7. Employees shall use all Company assets, tangible and intangible, including computer and
communication equipment, for the purpose for which they are provided and in order to conduct
business. Such assets shall not be misused. Processes to minimise the risk of fraud,
and misappropriation or misuse of Company assets shall be established.
8. Office Conduct
8.1. Employees shall strictly adhere to the office timings and regulations related to attendance.
8.2. Every employee shall observe and adopt professional grooming, etiquette and behaviour in
dealing with any person of the Company and as a representative of the Company.
8.3. Therefore, an employee shall not engage in any activity which leads to dereliction of duties;
misbehaviour; and wilful insubordination or disobedience, whether or not in combination with
others, of any lawful and reasonable order of the Company.
9. Bribery/ Gifts/ Hospitality/ Kickbacks/ Corruption

9.1. Employees and those representing the Company, including agents and intermediaries, shall not,
directly or indirectly, offer or receive any illegal or improper payments or comparable benefits that
are intended or perceived to obtain undue favours for the conduct of the business.
9.2. The Company does not make, and shall not accept, facilitation payments or "kickbacks" of any kind.
9.3. All employees must avoid any activity that might lead to a facilitation payment or kickback being
made or accepted.
9.4. The employees shall not accept any personal gifts which, because of their value, personal
significance, position, role or the time at which they are offered, could be interpreted to adversely
affect business decisions or likely to compromise their personal or professional integrity.
9.5. Gifts on account of celebrations, memorial in nature, business meals, and gifts received because
of personal relationship and not because of official position, mementos received because of
attending widely held gatherings as panelist/ speaker and other customary gifts which are not
improper and do not in any way, influence the business decisions, are allowed under this code.
However, employees have to ensure that the value of such gifts/ mementos do not exceed INR
5,000.
9.6. If the gift is anything other than INR 5,000 the employees should report the gift to the HoD who
will decide whether the gift is to be kept; retained for the benefit of the Company; returned; or
sold and proceeds given to charity. If the HoD is uncertain as to how to treat the gift, he/ she
should seek clarification from the Human Resource (HR) department.
9.7. The employees of the Company shall also not offer gifts or payments or authorisation of
payments by way of gifts or pay personally for gifts or hospitality.
9.8. The Company may sometimes produce modest promotional materials (e.g. branded pens). It is
acceptable to give such items to contacts in order to promote the Company.
10. Consumption of intoxicating drinks and drugs

10.1. All employees of the Company shall abide by all laws relating to intoxicating drinks or drugs in
force in any area in they may happen to be for the time being.
10.2. No employee shall be under the influence of any intoxicating drink or drug or substance during
the course of his/ her duty and shall also take due care that the performance of his/ her duties at
any time is not affected in any way by the influence of such drink or drug or substance.
10.3. Any employee, who is suspected to be under the influence of intoxicating drink or drug or
substance or suffering from contagious or infectious disease or in possession of any article
prejudicial to the security of the Company or other employees or deemed by the Company to be
likely to create disturbance, shall not enter or be allowed entry into the premises although
otherwise entitled to do so.
10.4. If such employee is already in the premises, he/ she may be asked to leave the premises by the
Competent Authority and/ or the security personnel who shall have the right to remove such
employee from the premises besides the Company initiating necessary disciplinary action.
10.5. No employee shall appear in public place in a state of intoxication which may impact the
reputation of the Company.
11. Private Trade or employment

11.1. No employee of the Company shall except with the previous sanction of the Management,
engage directly or indirectly in any trade or business or undertake any other employment.
11.2. Provided that an employee may, without such sanction, undertake honorary work of a social or
charitable nature or occasional work of literacy, artistic or scientific character, subject to the
condition that his/ her official duties do not thereby suffer.
11.3. No employee of the Company may accept any fee or any pecuniary advantage for any work
done by him for any public body or any private person without the sanction of the Management.
12. Social Media Guidelines

12.1. These social media guidelines apply to all employees who are employed at the Company, its
subsidiaries or affiliates, or are engaged as consultants and are contributing to blogs, wikis,
social networks or any other form of social media, both inside and outside the Company. The
Company expects employees to be aware of, understand and follow these guidelines while
taking part in global conversations related to the work at the Company. Failure to do so, could
incur risks pertaining to
exhaustive but suggestive as they continue to evolve, as and when new technologies arise.
12.2. All employees shall acknowledge and abide by the following:
12.2.1. Employees shall not post any content (e.g. text, books, quotes, logos, etc.) that is the
property of another individual without requisite and applicable right(s) under law.
12.2.2. Employees shall not publish confidential or other proprietary information of the
Company or any other third party.
12.2.3. Employees shall not cite or refer to clients, partners or suppliers without their approval.
12.2.4. Employees shall not harass or advocate harassment of another person or organisation.
12.2.5. Employees shall not violate the privacy, confidentiality or any other
guidelines for external commercial speeches.
12.2.6. Employees shall not defame, abuse, harass, or threaten the Company, its employees
or any third party, or otherwise violate the legal rights of the Company or any third party.
12.2.7. Employees shall not commit or promote any criminal activity or enterprise or provide
instructional information about illegal activities.
12.2.8. Employees shall not in any manner publish or post or promote any inappropriate,

defamatory, infringing, obscene, racist, terrorist, politically slanted, indecent or unlawful,

prejudiced, topic, name, material or information or which is indicative of physical harm
of any kind against any group or individual.
12.2.9. Employees shall not use ethnic slurs, personal insults, obscenity, etc.
12.2.10.Employees shall not post any material which contains nudity, violence or is offensive in
nature Employees shall not publish information that is false or misleading or promotes
illegal activities or partake in conduct that is abusive, threatening, obscene, defamatory
or libellous.
12.2.11.Employees shall not exploit people in a sexual, violent or in any manner not respectful
of human rights.
12.2.12. Employees shall show proper consideration for the privacy of others.
12.2.13. Employees shall not knowingly introduce viruses, worms, harmful code or Trojan horses.
12.2.14. Employees shall use the following disclaimer when they are posting the content related to
work or subjects associated with
13. Whistle Blower

13.1. Whistle blower policy is a critical means through which stakeholders can raise actual or
suspected violations. The policy is applicable to all employees, customers and suppliers/
vendors of the Company.
13.2. The policy sets out ways through which the stakeholders can raise concerns that relate to actual
or suspected violations of the Code of Ethical Business Conduct, Accounting, Internal
Accounting Controls, Auditing Matters and applicable national and international laws including
statutory/ regulatory rules and regulations which includes but not limited to Companies Act, SEBI
regulations.
13.3. Alerting the Company to potential issues will assist in promoting compliant corporate environment
concerns as soon as possible.

13.4. All the stakeholders shall address the complaints/ concerns to the HR Department. In case of a
complaint/ concern against the HR Department, the same shall be addressed to the Chairman/
MD of the Company.
13.5. Concerns filed by a whistle-blower will be investigated as per process laid down below. The
employee/ s concerned who is/ are found to be non-compliant after the investigation are liable to
face appropriate disciplinary action including termination from the services of the Company.
13.6. includes:
13.6.1. Employees need to write to the HR Department/ MD (as per clause 13.4) immediately
and raise a concern with required evidences and documents.
13.6.2. A Redressal Committee (minimum three-member team) will be formed by the MD, with
the right knowledge and objectivity from within/ from outside the Company. Members
from this committee shall be assigned to investigate into the matter within 48 hours of
receipt of the complaint.
13.6.3. The Redressal Committee should conduct an inquiry and come up with a report within
45 working days from the date of the initial complaint.
13.6.4. The Redressal Committee should recommend the corrective actions to the appropriate
managers for implementation. In the event the accused is found guilty, penalties will be
prescribed through the Competent Authority, and will be implemented by HR.
13.7. The person raising the concern will also receive an update on the final outcome, if sought by
the person in his letter expressing concern.

14. Managing Breach of Code of Conduct

14.1. In case any complaint is received against any employee or if the Company is of the opinion that
an employee has been involved in activities that may constitute a breach of the Code of Conduct
of the Company, the Competent Authority may constitute a Committee or appoint an Inquiry
Officer to look into the charge of misconduct.
14.1.1. Provided that where there is a complaint of sexual harassment, the Committee referred
Complaints Committee
Act.
14.2. Committee shall conduct an inquiry and come up with a report within 45 working days from the
date of the initial complaint.
14.2.1. The Committee shall issue to the employee whose conduct is under investigation an
Articles of Charge and the statement of the imputations of misconduct or misbehaviour.
14.2.2. The Committee shall ensure that the employee concerned is given reasonable time to
respond to the Articles of Charge.
14.2.3. If any employee does not submit the written statement of defense on or before the date
specified for the purpose or does not appear in person, or refuses to comply with any of
the provisions of this policy, the inquiry may be held ex-parte.
14.2.4. The employee shall be given a fair chance to present his case/ facts to the Committee.
14.2.5. The employee may take the assistance of any other employee but shall not engage a
legal practitioner for the purpose, unless the Company also appoints a legal practitioner.
14.3. After the conclusion of the inquiry, a report shall be prepared by the Committee, and it shall contain:
14.3.1. a gist of the Articles of Charge and the statement of the imputations of misconduct or
misbehaviour.
14.3.2. a gist of the defense of the employee in respect of each article of charge.
14.3.3. assessment of the evidence in respect of each article of charge.
14.3.4. the findings on each article of charge and the reasons therefore.
14.3.5. the corrective actions suggested by the Committee for implementation.
14.4. In the event the employee is found guilty by the Committee, and the Competent Authority
concurs with the findings and/ or the corrective actions suggested, the Competent Authority shall
prescribe penalties.
14.5. The employee shall be kept updated of the progress of the inquiry and shall be informed of the
decisions of the Committee in writing.
14.6. The Competent Authority shall inform the Board of the Articles of Charge, the findings and
suggestions of the Committee and the decision of the Competent Authority in the immediate
next Board meeting.
15. Suspension
15.1. Any Authority empowered by the Management by general or special order may place an
employee under suspension:
15.1.1. When the authority is of the opinion that the employee has violated the code of conduct; or
15.1.2. Where disciplinary proceedings against him is contemplated or is pending; or
15.1.3. Where case against him in respect of any criminal offence is under investigation or trial.
15.2. An employee shall be deemed to have been placed under suspension by an order of the
Competent authority empowered by the management:
15.2.1. with effect from the date of his/ her detention, if he/ she is detained in custody for a
period exceeding forty-eight hours;
15.2.2. with effect from the date of his/ her conviction, if he/ she is sentenced to a term of

imprisonment exceeding forty-eight hours and is not forthwith dismissed or removed or

compulsorily retired consequent to such conviction.
15.3. Where a penalty of dismissal or removal from service imposed upon an employee is set aside
or rendered void by a decision of a court of law and the Competent authority empowered by the
management, on consideration of the circumstances of the case, decides to hold a further
inquiry against him/ her on the allegations on which the penalty of dismissal or removal was
originally imposed, the employee shall be deemed to have been placed under suspension from
the date of the original order of dismissal or removal and shall continue to remain under
suspension until further orders.
15.4. An order of suspension made or deemed to have been made under this rule may at any time
be revoked by the authority, which made or is deemed to have made the order or by any
authority to which that authority is subordinate.
15.5. An order of suspension shall be reviewed by the Competent Authority within 90 days from the
effective date of suspension and the Competent Authority shall pass orders, on the
recommendations of a Review Committee constituted for this purpose, either extending or
revoking the suspension.
15.5.1. Extension of suspension shall not be for a period exceeding 180 days at a time.
15.5.2. An order of suspension shall not be valid after a period of 90 days unless it is extended
after review, for a further period before the expiry of ninety days.
15.6. Notes:
15.6.1. The Company reserves the right not to accept the resignation of the employee who is
under suspension or against whom disciplinary cases are pending and contemplated or
a decision has been taken by the competent authority to issue a charge sheet.
15.7. When the employee under suspension is reinstated, the Competent Authority shall decide on the
pay and allowances payable to the employee for the period of suspension.
16. Penalties
16.1. The indicative list of penalties that may be imposed on an employee could include censure,
withholding of pay/ allowances or benefits, withholding of promotion, recovery of losses caused
to the Company f service.
17. Special procedure in certain cases

17.1. Notwithstanding the points mentioned in Clause 14, the Competent Authority may impose any
of the penalties specified in Clause 16 in any of the following circumstances:
17.1.1. the employee has been convicted on a criminal charge, or on the strength of facts or
conclusions arrived at by a judicial trial; or
17.1.2. where the Competent Authority is satisfied for reasons to be recorded by it in writing
that it is not reasonably practicable to hold an enquiry in the manner provided in this
policy; or
17.1.3. where the Board is satisfied that in the interest of the security of the Company, it is not
expedient to hold any inquiry in the manner provided in this policy.
17.2. Notwithstanding anything contained to the contrary in any other Policies, the services of any
employee shall be terminated by the Company:
17.2.1. As per the provisions of Clause 26 of the Service Policy.

17.2.2. If, he/ she remains on unauthorised absence for sixty days or more and fails to explain
his/ her conduct satisfactorily within fifteen days from the date of receipt of a notice to
be sent to him/ her by the Company.
17.3. Disciplinary proceedings, if instituted while the employee was in service whether before his/ her
retirement or during his/ her re employment, shall, after the final retirement of the employee,
be deemed to be proceeding and shall be continued in the same manner as if the employee had
continued in service. The concerned employee will not receive any pay and/ or allowances after
the date of superannuation. He/ she will also not be entitled for the payments of retirement
benefits till the proceedings are completed and final order is passed thereon except his/ her own
contribution to PF.
17.4. During the pendency of the proceeding, the Company may withhold payment of gratuity, for
ordering the recovery from gratuity of the whole or part of any pecuniary loss caused to the
Company.
18. Power to relax time limit and to condone delay

18.1. Save as otherwise expressly provided in this policy, the authority competent under this policy to
make any order may, for good and sufficient reasons or if sufficient cause is shown, extend the
time specified in this policy for anything required to be done under this policy or condone any
delay.
19. Interpretation
In case of any doubt or dispute regarding interpretation of this policy, the decision of Board shall be final.
It shall also have the powers to relax, delete/ modify/ revise, etc. of any of the items of the provisions of
this policy, found necessary in future, for reasons to be recorded in writing.

5.10Training and Development Policy

1.1. This policy may be called Tidel Park Training and Development Policy, 2020.
1.2. This shall come into force with effect from the date notified by the Board.
2. Objective
2.1. The Company believes that a well-trained and efficient workforce is crucial to the development
and success of the Company.
2.2. The objective of this policy therefore is to discuss the intended strategy in terms of
training and development. The operational aspects pertaining to translating this strategy into
operational steps have also been defined in this policy.
3. Applicability
3.2. This policy will apply to all individuals appointed on Fixed Term Basis.
3.3. This policy will apply to all individuals on deputation to the company.
4. Types of Training
4.1. Induction Training

4.1.1. Training provided at the time of joining of an incumbent, for a period as defined by the
Management.
4.1.2. The objective is to provide the employee a broad overview of the organisation and
familiarise the employee with the rules, policies and procedures of the organisation
4.1.3. This training shall by and large be classroom based or be through attachment to
different departments in the Company. The employee will also be expected to
supplement his/ her understanding through course material/ handouts provided.
4.2. Regular Training

4.2.1. Regular or formal training shall be provided, from time to time, during the career of the
employee at the Company.
4.2.2. The training could consist of Technical, Behavioural, Managerial, or Leadership related
courses that will vary based on the department that the employee is in, the grade at which
the employee is in (e.g.: Senior employees will be considered for Managerial/ Leadership
training while employees at lower grades shall predominantly undergo Technical
training).
4.2.3. The Technical training could be delivered in-house or at external locations or through
online mediums depending on the nature of course being delivered.
4.2.4. Managerial/ Behavioural/ Leadership training shall normally be conducted through
external experts.
4.3. On the job training: This could be of the following types:
4.3.1. Mentoring: In this form of on the job training, the Company shall assign a senior
employee (a mentor) to a new recruit. The purpose of the mentor is to help the individual
settle into his/ her role in the Company. The mentor shall work with the employee even
after his/ her initial induction period to provide the employee inputs on his/ her career
and facilitate the process by which an employee can meet his/ her aspirations.

4.3.2. Job Rotation: Jobs can typically be clustered into job families. A job family is a set of
jobs having similar competency requirements. Job rotation ensures that employees are
groomed across positions in various disciplines (usually within the same job family) to
ensure that such employees can take up senior positions. In the Company, the HR
Department shall, in consultation with the respective HoDs, annually identify employees
who demonstrate high potential and therefore can be groomed for senior positions.
4.4. Specific Need based training

4.4.1. Specific training/ need based training shall be identified on a case to case basis and
employees shall be nominated for such training by the HoD.
4.4.2. Such training could be for skill enhancement in a particular area/ a best practice/ study
of a benchmark institution/ understanding a new technology etc.
4.4.3. This training shall almost always be delivered through experts externally identified for
the purpose.
4.5. Self-Learning/ Development

4.5.1. Not all training can be Employees shall therefore be expected to take the
initiative to take up courses being offered online or offline at institutes of repute in areas
that are relevant to the Company.
4.5.2. Online courses may be taken up by the employee, completed and course completion
certificates forwarded to the HR Department for inclusion in the Service
Records.
4.5.3. Offline courses, especially those requiring leave shall need to be identified by the
employee and prior approval sought from the Competent Authority for undergoing the
not going to be impacted may approve the training programme.

4.5.4. The Competent Authority may sanction a reimbursement of the course/ certification fee,
accord leave, provide recognition to the employee at an appropriate forum or accord
weightage for the training to be considered during the appraisal process.
5. Investment in Training & Development

5.1. The Company shall adhere, to the extent possible, to the recommendations of the National
Training Policy 2012:
5.1.1. These include that a minimum of 2.5% of the total annual salary budget be allocated
towards Training & Developmental Initiatives.
5.1.2. The Company shall also provide each employee at least seven man-days of training per
year.
6. Training Processes
The procedural aspects associated with organising training for employees have been indicated in the
process map below:
Design of Design of Identification

Training Need Training Training
Training Training of Employees
Analysis Delivery Evaluation
Programs Calendar for Training
6.1. Training Need Analysis:

6.1.1. Identification of training needs is a critical process in the overall training process if it is
to be ensured that relevant training is to be provided to employees of the Company.
6.1.2. The training needs of the employees of the Company (role wise) shall be defined based
on the business needs of the organisation. These business needs, at an organisational

level can be translated to departmental needs and finally to training needs at an

individual job level.
6.1.3. In departure from conventional practice in Government organisation, inputs from the
Appraisal formats of the employees shall only supplement the above training need.
6.2. Design of Training Programs

6.2.1. Training programmes delivered internally shall be developed mutually between the HoD
of the concerned department (i.e. the department that owns the training content for a
particular course) and the HR Department. Necessary support from external experts in
the development of training courses may be obtained.
6.2.2. The HR Department shall consolidate the training content developed by the respective
departments course wise and catalogue the same for future reference and delivery. A
conscious attempt to develop standardised training content and shall be undertaken.
6.3. Design of Training Calendar

6.3.1. The HR Department shall develop the training calendar for the following financial year
and publish the same by the month of April. The training calendar shall contain the list
of training programs finalised for the upcoming year. The duration, location (tentative)
and faculty details of the courses shall also be defined.
6.3.2. The training calendar shall be designed on the basis of the total number of employees
requiring training in a given year. A template for designing future calendars is shown
below.
Sl. Programme Days Dates Participant Number of Faculty Venue

Title Group Participants
6.4. Identification of Employees for training

6.4.1. Identification of employees for training shall be as per the training needs defined for the
posts. Refer Annexure 1 for illustration.
6.4.2. Employees may however be nominated by the respective HoDs for specific training
programmes on a need basis.
6.4.3. The HR Department shall attempt to accommodate the nominated employees, but may
defer the training of employees in case of limitation of batch size/ logistical limitations.
6.4.4. Attempt shall be made to ensure that employees are provided training equitably in a
calendar year.
6.5. Training Delivery

6.5.1. The mode of training delivery, the content, duration and pedagogy for each course shall
be as defined in the training module. For training content developed internally and
courses delivered internally efforts shall be made to ensure a proportionate mix of theory
and
6.6. Training Evaluation

6.6.1. Training evaluation is typically carried out through a questionnaire administered at the
end of the course. Such questionnaires at best, provide inputs on the method of training

delivery The key purpose of the

training i.e. to
measured.
6.6.2. The HR Department shall, therefore, for each training module, identify a list of KPIs that
link the training course to the business of the Company. For example, for a course on
Customer Relations, the following KPIs may be used:
Sl. Course KPIs linked to Business Performance Target
Generic KPIs
1 % of employees satisfied with course content 85%
2 % of employees satisfied with course delivery 85%
Course Specific KPIs
3 % change in number of new tenants identified 80% of past year
4 % adherence to timelines in delivery of workspace/ site to the new tenants 95%
Note: It may be argued that performance indicators are not a fair measure to gauge the efficacy of a training program.
However, it is imperative that this connection between business performance and Training and development is established
even if it needs to be forced. Only then will HoDs seriously review training program content and delivery; participants will
attend programs with intent to improve their performance on the job and finally the HR Department and the course instructors
seriously review pedagogy to ensure relevant and work related instruction.
7. Training Administration
7.1. Once the training calendar is published annually, the HR Department shall consolidate the list
of employees who are to undergo the training. Additional nominations of HoDs shall also be
incorporated and a final list prepared. Based on the total number of employees identified, the
batches of training etc. shall be finalised and communicated to the employees.
7.2. The logistics pertaining to the training shall be managed by the HR Department and
communicated to employees prior to the programme.
8. Interpretation
In case of any question related to interpretation of this policy the decision of the Board or the Nomination
and Remuneration Committee (NRC) shall be final. The Board/ NRC Committee may also have the powers
to relax/ delete/ modify/ revise any of the provisions of this policy and notify detailed guidelines (if required)
keeping in view the interest of the Company.

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Organisational Restructuring Study for TIDEL Park Limited

As mentioned earlier, IT enablement of the HR functions would facilitate employee-initiated activities

Sl. Name of Rule/ Policy

4 Pay, Allowance and Benefits Policy

8 Festival Advance Policy

9 Code of Conduct and Business Ethics

10 Training & Development Policy

Each of the above have been detailed in the following sections.

30 mByomTM Consulting and Management Services LLP

5.1 Service Policy

1. Short Title and Commencement

4.4. Chairman means the Chairman of the Company.

4.5. Company means Tidel Park Ltd.

4.7. Employee means a Regular Employee.

4.9. Government means the Government of Tamil Nadu.

31 mByomTM Consulting and Management Services LLP

5.2.1. Executives: all employees in the grades of A0 and above.

6. Exhibition of Service Policy

7.1. Record of Age and Date of Birth

7.2. Conviction by Court

7.3. Medical Fitness

7.4. Verification of Character and Antecedents

32 mByomTM Consulting and Management Services LLP

7.4.1. Confirmation on initial appointment in the Company shall be subject to satisfactory

7.5. Joining Formalities

8. Liability for Service

9. Probation and Confirmation

10. Service Record

11. Performance Management

33 mByomTM Consulting and Management Services LLP

15. Hours of Work

16. Leave & Holidays

17. Identity Cards/ Access Cards

18. Change of Address

19. Payment of Wages During Employment

34 mByomTM Consulting and Management Services LLP

20. Official Tours

35 mByomTM Consulting and Management Services LLP

25.3. Retirement of individuals appointed on Fixed Term basis:

26. Termination of Service

26.2.2. 1 notice to a Regular employee or individual appointed on fixed term basis at A2

27. Return of Company property, equipment, tools

28. Service Certificate at Separation

36 mByomTM Consulting and Management Services LLP

Annexure 2: Hours of Work and Attendance

Applicability Technical Executives Technical Non-executives.

Work hours 10.00 AM to 5.45 PM Three shifts

Lunch Hours Flexible 30 minutes Flexible 30 minutes

Work Days Monday to Friday 6 days a week on rotation basis.

Category General Shift

Applicability Drivers and OAs

Work hours 10.00 AM to 5.45 PM

Lunch Hours Flexible 30 minutes

Work Days Monday to Saturday

Attendance Access card used to track login and logout time.

38 mByomTM Consulting and Management Services LLP

Annexure 3: Tentative List of Documents to be submitted

In case of a Regular Employee: