Randstad India Pvt Ltd

SBIC | 2022
 Randstad in a
nutshell
▪ Randstad in numbers
agenda ▪ Randstad India
▪ Our credentials

What makes
Randstad different
▪ Our core values
▪ Our brand promise
▪ Our compliance policy

Member benefits &

policies
▪ Joining formalities
▪ Health & safety policy
▪ Working hours, holidays
& attendance cycle
▪ Leave policy
▪ Statutory benefits
▪ Medical insurance
▪ Salary disbursal
▪ Discipline
▪ Escalation matrix
▪ Exit formalities
▪ Point of contact

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about us

€23.7 60 Largest
14
Randstad bn Years of HR Service 38 Randstad
Experience Provider Countries Offices
global Revenue
Globally India

1400
Clients

57+K
Contractual
Employees

38,280
Core Employees
Selection
Contractual
Staffing 28
1100+ Clients
1100+
Core Employees
Years in
Randstad
Technologies
Randstad Source
Right - RPO & MSP India

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our credentials
White Papers

Diversity & Inclusion Randstad Employer Salary Trends Report COVID Impact Safely back to work
Report Brand Research Employee Pulse Survey

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what makes randstad different?

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 To know

our core values guide us We are experts. We know our clients,

their companies, our candidates and our

in how we work. business. In our business it's often the

details that count the most.

To serve
Our values shape our We succeed through a spirit of excellent
service, exceeding the core requirements
culture. They help us of our industry.
develop, grow and better
To trust
serve our clients, We are respectful. We value our
candidates and other relationships and treat people well.
stakeholders.
Striving for perfection
We always seek to improve and innovate.
We are here to delight our clients and
candidates in everything we do. This gives
us our edge.

Simultaneous promotion of all

interests
We see the bigger picture and take our
social responsibility seriously. Our business
must always benefit society as a whole.
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our brand promise human forward.

• the foundation of Human • however, our values remain the

Forward is our purpose; same, they are guiding our
'to support people and behavior and representing the
organizations in realizing their foundation of our culture.
true potential'.
• when we leverage technology to
empower human interaction, we
can deliver greater value, better
experiences and better outcomes.
• it will enable us to shape our
new role and ensure our
leading position in an industry
becoming predominantly
digital and data driven.
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what makes randstad different? Acts
coverage

100% Compliance and Risk

Management
compliance • Centralized Compliance
through a Department Compliance
robust legal • Branch Compliance Resources
framework • Panel of country’s best labor
lawyers and legal advisors Risk management
Compliance overview
• Big 4 – statutory and tax
• Factories Act 1948
auditors
• Shops and Establishment Act
• Internal Risk Assessment
process (Monthly) • Contract Labor (regulation &
abolition) Act 1970
• Randstad Risk Audit – Quarterly
• Industrial Disputes Act 1947
• Online Compliance Status
Reports • Employee State Insurance Act 1948
• Payment of Wages Act 1936
• Minimum Wages Act 1948
• Payment of Bonus Act 1965
• Employee Pension Scheme 1995
|
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• Workman’s Compensation Act 1923
member benefits
& policies

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let’s know
about

▪ Joining Formalities ▪ Insurance benefits –

Mediclaim Insurance,
▪ Health & Safety Policy
Accidental Insurance
▪ Joining Kit & Offer Letter
▪ Separation Formalities –
▪ Policies - Attendance Resignation, Service of
Cycle, Leave, Salary Notice period, Full &
Disbursal & Final Settlement,
Reimbursement process Handover & BGV support
▪ Statutory benefits -
Provident Fund , ESIC,
Gratuity & Maternity
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 Joining formality
Joining formalities -Employees has
to complete all joining kit
formalities while doing the on-
boarding process .
Following joining
joining formalities documents Appointment Letter Distribution:
needs to be completed Soft copy will be triggered to your
personal email id on your joining
▪ Personal Information Form date (Subject to document
▪ Gratuity Nomination Form (Form F) submitted )

▪ PF Nomination form – Form 2

Revised
▪ ESIC Nomination Form
▪ Form 14 – Employment Card
▪ Code of conduct
▪ NDA (Non disclosure Agreement)
▪ Self Declaration and undertaking
form
▪ Form 11 (UAN form)
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 ▪ Do follow the safety rules applicable to your work
health & safety policy place at all times
▪ Know your responsibilities towards Health, Safety &
Environmental matters
Randstad promotes
Health & Safety measures ▪ You will not enter your work premises while under
as a mutual objective for the influence of alcohol, drugs or any substance
the management and which may endanger your health or safety and/or
employees that of any other person
Refer to the Offer Letter ▪ Ensure familiarity with the fire safety procedures in
to know more on: General work place
Safety, Fire Safety, Safe
working practices, ▪ Always let someone know, where you are going and
Accident & First Aid. your expected time of return
▪ Report any Health and Safety incidents whether they
result in injury or not, to your respective Randstad
anchor
▪ Wear Safety gear & equipment as per your work-
related environment
▪ Do not operate machinery unless you have been
trained and authorized to do so
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working hours, holidays & attendance cycle

Attendance Cycle
▪ Attendance cycle (21st of previous month to
20th of current month). Entire leave & attendance would be
recorded through F24 (Power Play).

▪ Marking attendance is mandatory .

▪ All of you are eligible for availing national & festival

holidays as per the Client’s holiday calendar

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leave policy

You are eligible for leaves as per S Points to Note

& E Act of your state. The leave
▪ Leaves will be calculated based on the calendar
policy will be shared separately year (1st Jan to 31st Dec).
with complete details
▪ Any leave should be approved by your
reporting manager.
▪ Leaves will be governed by the leave policy,
which will be shared post on-boarding
▪ All the leaves has to be recorded on F24.
Note: Any leaves exceeding your Leave balance
will be considered as loss of pay.

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 POSH Act :– The Sexual Harassment of Women at Workplace (Prevention, Prohibition and
POSH ACT Redressal Act, 2013), sexual harassment occur not only where a person uses sexual
behavior to control, influence or affect the career, salary or job of another person, but also
between the co-workers. It may also occur between Randstad’s employee and someone
that employee deals with in the course of his/her work who is not employed by the
Company. Randstad intends to provide protection against sexual harassment of women at
workplace and the prevention and redressal of complaints of sexual harassment and matters
related to it.

Responsibilities of Managers: All managers at Randstad must ensure that nobody is

subject to harassment and if any such scenario ICC committee is informed immediately
.They must also ensure that all employees understand that harassment will not be tolerated;
that complaints will be taken seriously; and that the complainant, respondent/s, or witnesses
are not victimized in any way.

Redressal Mechanism:

All the Employees of Randstad in case of any misconduct (i) against an employee of
Randstad, or (ii) by an employee of Randstad is observed pertaining to sexual harassment at
work place, the internal complaints committee (ICC) shall conduct and complete an internal
inquiry into the matter within the time frame as prescribed in the POSH act.

⮚ The Randstad’s ICC committee shall record in detail all the proceedings of the Enquiry. All
the Enquiries and investigation will be done in close collaboration with Client’s ICC
committee

Note: Please refer the POSH Policy for further details

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Statutory Benefits ▪ Provident Fund - As per the provisions of the Act, you will be covered
under Employees' Provident Funds & Miscellaneous Provisions Act 1952.
▪ Employee will earn 8.5% on total PF accumulated amounts(Except EPS)
▪ Employee will be eligible for Pension for continuous contribution of 10yrs

⮚ Steps for online PF transfer:

⮚ Randstad will facilitate the PF transfer for all the employee, here are the
steps
⮚ Login to: https://unifiedportal-mem.epfindia.gov.in/memberinterface/
⮚ Member can login using his/her UAN credentials
⮚ After logging in to the portal - Click on “One Member – One EPF Account
(Transfer Request)” under Online Services.
⮚ Verify personal information and PF account for present employment.
⮚ You can write to [email protected] for any PF related queries

▪ ESIC Benefits - As per the Act, ESIC deduction & benefit is applicable
for employees with monthly Gross salary upto Rs 21000/- only.
▪ Gratuity - As per the provisions, you will be covered under Payment of
gratuity Act 1972.

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 Maternity Benefit –
As per the Maternity Benefit Act, 1961, a woman employee will be entitled to
maternity benefits if she has worked in the organization for a period of not less
Maternity Benefits than eighty days in the twelve months preceding the date of her expected
delivery as per section-5[2] of Act.
⮚ As per the Maternity Benefit Act, all women employees are eligible to avail
twenty six weeks of Maternity leave for the birth of their first two children.
Maternity leave for children beyond the first two will continue to be twelve
weeks. The employee will be eligible for the full salary and benefits during
this period of leave.
⮚ Not more than eight weeks leave, of the twenty six weeks, can be availed
prior to the date of delivery for the birth of first two children and not more
than six weeks leave, of the twelve weeks, can be availed prior to the date of
delivery for the birth of children beyond the first two.
⮚ In case of miscarriage, an employee can avail leave as per the Maternity
Benefits Act, 1961 for a maximum period of 6 weeks immediately following
the day of miscarriage and should produce medical certificates supporting the
condition.

If Employee falls under ESI, Maternity benefit needs to be availed from the
Employee State Insurance Corporation (ESIC).

To avail the Maternity Benefit Employee has to apply Leave before 30 days of a
to handover the responsibilities to have a smooth operational process. Employee
may communicate the concerned HR SPOC well in advance before going on
Maternity Leave.
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medical insurance
▪ Insurance Policy covers 75000/-
yourself only for executive level
(RE,BRE,SE,MIS executive) ,only
Reimbursement facility.

▪ Insurance Policy covers 1,00,000/-

yourself and any of your 3 dependents
(1+3) for above executive (TL,
BRM,UM,RM). Dependents including Cashless Facility:
Spouse, Children and parents will be ▪ Mediclaim can be claimed on minimum
covered. Reimbursement facility and 24 hrs of hospitalization (in network
cashless facility both. hospital) by providing your E-Card
▪ Accident Insurance Scheme cover upto Reimbursement Facility:
INR 2 Lakhs. Any unfortunate incident ▪ All the original bills, reports and
discharge summary has to be submitted
that occurs unintentionally and results
within 7 days of discharge from the
in permanent or partial disability or hospital.
death will be covered. © Randstad I 16
medical insurance
▪ Coverage also extended for pre-
existing diseases, Maternity and
Child day 1 (at any point of time
this shall not exceed 3 dependents
▪ No Addition/deletion is entertained
in the middle of the year except
spouse married in the mid of the
year after joining and New Born
Baby.
▪ Changes if any shall be considered
only at the time of joining or at the
time of policy renewal.
▪ The existing Insurance policy is
with National Insurance Company
Limited.
▪ Mediassist is The Third Party
Vendor (TPV) who will support in
all claims.

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salary disbursal ▪ Salary will be paid on 5th of every ▪ You need to login into the site
month. If Last date falls on a weekend http://www.randstad.in/ourpeople with
or on a holiday, the salary will be your login ID / username and password
postponed to the next working day. Ex- which will be provided in your
Last working day falls on Sunday or respective offer letters.
public holiday, salary will be disbursed
▪ You can download monthly pay slips,
on Monday or following working day.
tax computation, edit personal details,
▪ All transactions will be made through download forms required for statutory
bank transfer only and the payslips for benefits, submit Insurance claims and
the respective month would be available other related documents like
on our employee self service portal (ESS mediclaim, GPA, etc.
Portal)

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Discipline
▪ It is mandatory to mark your attendance in the Power play
digital app on a daily basis.

▪ It is also mandatory to as per business requirement hours on

daily basis.

▪ It is mandatory to attend all scheduled meetings and

trainings.

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Performance &
improvement process
▪ Post completion of your training sessions, you are expected to
deliver certain standard of performance in terms of meeting
productivity targets, which will be set and explained by your
respective BRM/TL/TRAINER/ASM

▪ In case of any doubts/clarifications about your productivity

targets, kindly connect with your TRAINER and get it clarified.

▪ Your manager will monitor your performance/productivity

targets on weekly basis and in case if you are not meeting your
daily/ weekly targets consider as low performers and send
notification to this effect through email by give you couple of
weeks time to showcase your performance improvement by
documenting it under PIP (Performance Improvement Plan).

▪ If in case your low performance due to any technical issue or

any understanding issue, you are advised to connect with your
respective BRM/TL/TRAINER/ASM immediately and get the
clarity.
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Target based process:
⮚ During your training sessions, your respective Trainer will
set the clear expectation about your performance and set
the measurable targets.

⮚ Based on the set targets, your performance will be tracked

and monitored on a daily/weekly basis by your respective
ASM.

⮚ You are expected to deliver 100% of your weekly targets

with 95% quality. If in case, you are unable to achieve your
weekly targets, you will be considered as low performer and
email notification will be sent to you on weekly bases. Your
performance will be monitored for couple of weeks.

⮚ During this period if you show performance improvement on

your weekly targets, well and good else disciplinary action
will be initiated.

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exit formalities - full & final
settlement
Members with Dues to be paid
formal resignation ▪ Salary (if any, pending for the
process with Notice number of days worked).
period as per S&E ▪ Notice Salary (if any).
▪ Gratuity (If Applicable)
act are entitled for
▪ Experience Certificate.
following Full & ▪ Salary Certificate.
Final Settlement ▪ Relieving letter.
▪ Form 16 – at the end of the
financial year in case of tax
deduction.
▪ Employment Check – future
Employer request
▪ PF Transfer support

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 ESS (Employee Self Service): For Payslips, Income Tax
declaration, Income Tax sheets, Insurance, extension letters
or revision letters. http://apps.randstad.in/ourpeople/
Flexicare: For clarification on Payslips, Income Tax , PF and
other generic queries [email protected] | 1800 4209944
Income tax: For Tax related queries
[email protected]
Insurance: For insurance related queries
[email protected]|

Specialised Don’ts
Randstad Regional HR is your first point of contact related to all your HR and
HR SPOCs •
Operational queries.

• YOU SHOULD NOT REACHOUT TO ANY EMPLOYEE OF THE SBI CARD OR SBI
MANAGER AT ANY GIVEN POINT OF TIME FOR HR RELATED ISSUED AND
SHOULD ONLY CONNECT TO REGIONAL SPOCS WHOSE DETAILS ARE
MENTIONED BELOW IN POINT 24.

• USING OF SOCIAL MEDIA PLATFORMS IS STRICTLY PROHIBITED.

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 Randstad Escalation Matrix:
KRA – Hiring / Billing / Business Development / Compliance / Zone Responsible for – North /
Name E-mail id Escalation level
Others East / South / West
Abhishek Sharma Operations & Onboarding Manager - CST [email protected] PAN India Manoj Kr. Rout

Hemant Kumar MIS Report, Attendance & Salary/FNF, Incentive [email protected] PAN India Abhishek Sharma

Sonam Gupta Emp. Connect (North), Reimbursement [email protected] PAN India Abhishek Sharma
MIS Report, Onboarding & URN Tracking, Verification Process,
Mohd. Yaqoob [email protected] PAN India Abhishek Sharma
CQM & Fraud Action Letters
Alpana Das Onboarding Team - North, Rajasthan, UP, UK [email protected] North, Rajasthan, UP, UK Abhishek Sharma

Sushant Kaushik Onboarding Team - North, Rajasthan, UP, UK [email protected] North, Rajasthan, UP, UK Abhishek Sharma
Onboarding Team - East, North East, MPCG, Jharkhand, Bihar, East, North East, MPCG,
Somrita Ganguly [email protected] Abhishek Sharma
Orissa Jharkhand, Bihar, Orissa
Onboarding Team - East, North East, MPCG, Jharkhand, Bihar, East, North East, MPCG,
Biplab De Sarkar [email protected] Abhishek Sharma
Orissa Jharkhand, Bihar, Orissa
Jyoti sangashetty Onboarding Team - KA, AP & TS (Telangana) [email protected] KA, AP & TS (Telangana) Abhishek Sharma

Anand Yewale Onboarding Team - West (Maharashtra, Gujarat, Goa) [email protected] Maharashtra, Gujrat, Goa Abhishek Sharma

Deepan R Onboarding Team - Tamil Nadu Tamil Nadu Abhishek Sharma

[email protected]
Siji P S Onboarding Team - Kerala [email protected], Kerala Abhishek Sharma

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