HR Policies Recruitment Policies New Regular Staff Employee Orientation Staff Retention Attendance and Leave Policies Grievance Handling Drug/Alcohol Abuse Employee Relations Personal Debts Performance Evaluation Feedback and Coaching Insurance Policy Termination Policy

Recruitment Policies

Recruitment is done in-house. Detailed Recruitment Process to guide Advertising the Position: To ensure that the

applicant pool is diverse and qualified. Screening/Interviewing Candidates Offering the Position Concluding the Search

New/Regular Staff Employee Orientation

90 Days orientation period is important to:

Assess the employee’s job performance

Evaluate the employee’s overall compatibility

Orient the employee to the job.

New Regular Staff Employee Orientation

HR file of each staff employee is maintained.

File includes the following Documents: ID Proof Permanent Account Number Address Proof Copy Of Employment Agreement Educational Certificates Professional Certificates

Staff Retention

Employees as Assets Our environment places attention on

systems that inform us of what the talent needs are.

Attention is given to attracting and selecting the right people.

Staff Retention

Culture of Interdependence We focus on building relationships

and do not take on this challenge alone

Create and maintain systems that allow people to grow professionally

Attendance and Leave Policies Being absent from or reporting to work after the

scheduled beginning time requires the employee to properly notify the supervisor in advance.

The department head is responsible for maintaining work schedules.

Employees are allowed to take three leaves in each quarter.

6 medical leaves per year are also allowed. They can also avail 6 casual leaves. No leaves are allowed in Probation period of 90 days.

Grievance Handling The proceedings are informal in nature. If the grievant choose to take legal action,

the internal grievance process will cease. All employees, including the grievant, shall

cooperate at all stages in the investigation of a grievance.

Detailed Grievance procedure is required

Grievance Handling These grievance procedures may not be

used for the following: To address an employee’s dissatisfaction

with the Company To appeal performance evaluations To address actions from individuals outside

of the Company To address situations over which the HR

lacks authority to remedy To address dissatisfaction with the

grievance policy

Grievance Handling: Process

Stage 1 The grievant shall state the nature of

the grievance in writing. The decision of the departmental

official shall be given in writing to the grievant.

Copies of the appeal and decision shall be forwarded to HR

Grievance Handling: Process

Stage 2: If the grievant is not satisfied with the

decision at Stage I the grievant may appeal in writing to

the Human Resources. HR shall investigate the appeal The Senior Officer shall render a

decision in writing.

Drug/Alcohol Abuse

Strictly Prohibited on Talisman Solution’s Property:

Drug/Alcohol abuse Being under the influence or the

unauthorized use of drug/alcohol. Reporting to work under the influence

of drug/alcohol

Drug/Alcohol Abuse

Corrective Actions: Verbal and Written Warnings Termination of Employment

Employee Relations Supervisors are responsible for training, assisting,

motivating, directing and correcting behavior of staff. Supervisors are responsible for informing their subordinates

of management's expectations. supervisor should seek to correct the problem with the least

amount of disruption to the work environment. Progressive discipline is utilized for regular, non-

probationary employees and may include oral warning, written warning, suspension, and ultimately discharge.

Oral warnings are typically issued during a private conference between the supervisor and the employee

Employees may be issued a written warning as a letter or memo

Nonexempt employees may be suspended without pay for incidents which are serious enough to warrant summary suspension

Personal Debts

The Company expects its employees to be prompt in the payment

Any employee who fails to do so may be subject to a writ of sequestration or other payroll deduction

Performance Evaluation The Company’s performance evaluation

system is called Performance Evaluation (PE)

The PE system is designed to: Promote and document performance

assessments based on essential job functions and clear, realistic job standards

Promote a high level of employee performance through consistent feedback from supervisors

Feedback and Coaching

Occur on an ongoing basis and at the optional mid-year review.

The purpose of feedback and coaching is to recognize effective performance and provide coaching for improvement.

Opportunity for supervisors and employees to discuss and update job standards set at the beginning of the year

Insurance Policy

The Company makes available group accidental & death insurance coverage for employees.

This is only for Regular/Confirmed Employees

Termination Policy

If the employee terminates the employment relationship:

The employee shall fulfill the notice associated with the position he occupies

Termination Policy If the employee is terminated for reasons

which are considered misconduct: The termination shall generally be

immediate If the employee is terminated for reasons

which are not considered misconduct : The termination shall generally occur after

at least one documented discussion with the employee.

The code of conduct includes the following:

Ethical Principles Honesty Integrity Promise keeping Loyalty Fairness Respect for others Law abiding Commitment to excellence Reputation and morale Leadership Accountability

The code of conduct includes the following:

Values People working here should be honest, unbiased,

and have unprejudiced work environment. Accountability Taking responsibility for your own action To ensure appropriate use of information exercising diligence, and duty of care, obligations avoiding conflict of interest.

The code of conduct includes the following: Standard of Practice Maintaining active personal and professional

development programs Creating and supporting an environment that fosters

teamwork, emphasizes on quality, recognizes the customer, and promotes learning.

Maintaining a commitment to the improvement of the professional

Addresses concerns Provides for performance and quality management

training Establishes specific quality related goals for

management

The code of conduct includes the following:

Disciplinary Actions at work can be performed due to any of the following reasons:

Abusive Behavior at work place. Uninformed Absence at work place. Lack of work Standard. Sorting Out Problems Sorting out informally. Disciplinary and dismissal procedures.

All policies are subject to review and periodic revision.

Thank You