Presentation Induction Final

8/9/2019 Presentation Induction Final

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InductionProgramme


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Pacificas Management Philosophy:


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e eve opConstruct

Residential

Commercial Hotels

IT Park

Townships

Mix Use Project


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Contents

Pacifica Overview

Pacifica Vision

Pacifica Mission Pacifica business History

Pacifica Indian Operations

Pacifica US Operations

Company Policy

Nature of Employment

Employment Status & Records

Employment Benefit Programmes

Time keeping & Payroll

Work conditions & Hours

Leaves of Absence

Employment Conduct & Disciplinary action

Miscellaneous


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Privately held Real Estate &Hospitality Management Company

with its headquarter in San Diego,California and offices through out USand India

Pacifica's vast Real Estate portfolioincludes Hotels, Office Buildings,

Industrial Buildings, Retail ShoppingCenters, Apartment projects, Mixed-use Developments, ResidentialCommunities, and Land DevelopmentProjects

Current Portfolio comprises of morethan $3.0 billion in real estate assetsand employs nearly 2,500 peopleacross US & India

Acquired properties worth $700

million in 2004, $1 billion in 2005 &2006 yearly both in the US & Asia

Pac caOverview

La Habitat, Ahmedabad

Tech Park, Chennai


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PacificasVision

To establish a Nationalleading position in the realestate industry, spanning thespectrum of all real estatedevelopment

P ifi


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PacificasMission

To provide World-class infrastructurein the country

To contribute towards economicgrowth by bringing internationalstandards of living

Try to fulfill the Housing needs of thepeople by developing betterresidential schemes across India

Create new employmentopportunities across India

Pacifica intends to focus on variousdeveloping cities of India inalignment with the respective stategovernment policies and rules forthe development of real estate

Bring in more FDIs to the country


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Business History Pacifica Companies is an independently owned,

International Company that has been in businesssince 1978

Our Founder, Mr. Ashok Israni, started Pacifica

Companies in United States of America

It is his futuristic vision & an Expert ManagementTeam that has built the Company to theImpressive Office it is today

We have grown to a Company comprised of over200 different entities employees over 2500people across two continents

It was Pacificas dream to return to India topursue the untapped real estate potential thatexists today

The charter Indian Office of Pacifica Companies islocated inAhmedabadand since the founding ofthat office in September 2005


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.Israni :Mr. Ashok ( Ash ) Israni is Pacificas

Chairman and Founder, and the Intellect &Mastermind of Pacifica Companies

He holds a Graduate Degree in ElectricalEngineering and is an ardent believer in

professionalism.

He has built Pacifica Companies to be aCompany that prides itself on hard work,

professionalism and Integrity

Mr. DeepakIsrani :

Mr. Deepak Israni is the Presidentand CEO of Pacifica Companies

He holds a Mechanical EngineeringDegree & is a brilliant businessman.

He plays a key leader in a diverserange of real estate projects for overseventeen years

His commitment to PacificaCompanies is immeasurable, and hecombines practical knowledge with


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r. usIsrani :

Mr. Sushil Israni oversees all hospitalityrelated assets for the Company

He carries with himself a BachelorsDegree in Accounting and a PostGraduate Diploma in Marketing withvarious Hotel Management FranchiseCertifications

The Hospitality arm of PacificaCompanies is a significant portion of theoverall Company, ranging fromacquisition and renovation to Hotel andMotel Management by Pacifica HostMr. Rakesh

Israni :Mr. Rakesh (Rocky) Israni is the Directorfor India Investments

He carries Bachelors or CommerceDegree and Several Certified Courses inHotel Management & for ten years in theUS Office, where he organized andmanaged multi million dollar Hotel andReal Estate Projects

His sincere and effective work strategyhas been implied for functioning in India,

PACIFICA US


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PACIFICA USOperations

Developed more than 5 millionsquare feet of office, industrial,

retail, and residential properties

Residential

Developing residential projectsover 1,000 acres of land in USA

Acquired more that 8,000multifamily units over the last 5year

Hotels

Owns and operates 35 hotels,totaling more than 6,000 rooms


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PACIFICA USOperations

Commercial Currently owns and manages

several Million Square Feet ofOffice, owns multi tenant andsingle tenant retail and Industrialproperties

Retail Currently owns approximately

700,000 square feet of retail withleases to retailers such as Kohls,Vons, and various other largeand small tenants

Industrial Development of 50 acre industrial

project in USA in 2004


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resence nUS

Offi i I di


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Offices in IndiaWestern office: Ahmedabad-GujaratSouthern offices: Bangalore Karnataka,

Hyderabad

A.P,Chennai -

TamilnaduNorthern office: Gurgaon -Haryana


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GURGAON

IT Park

Hotel project

AHMEDABAD

Green Acres Residential

La Habitat Residential

Courtyard by Marriott

Star Category Hotel

The Meadows

*As of 24th August, 2009

PACIFICA Projects in India

HYDERABAD4 Star Hotel

Hyderabad Residential

Baroda

Hotel project


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PUNE

Mixed Use Project

Township Project

Hotel Project

BANGALORE

Mixed Use Project

Hotel Project

PACIFICA Projects in India

*As of 24th August, 2009

CHENNAI

IT Park

Township Project


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India

Courtyard Marriott, Ahmedabad

The Meadows, Ahmedabad

Green Acres, Ahmedabad

La Habitat, AhmedabadTech Park, Chennai
http://www.pacificacompanies.co.in/ahmedabad_the_meadows.html


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PACIFICA BrandAssociations

f i


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Importance of Customers & BusinessAssociates Pacifica believes that our Customers andbusiness acquaintances are among ourorganization's most valuable assets

Every employee represents Pacifica to ourcustomers and the public

The way we do our jobs presents an image ofour entire organization

One of our first business priorities is to assistany customer or potential customer

In Pacifica there is nothing more important thanbeing courteous, friendly, helpful & prompttowards its customers

Pacifica will provide customer relations &services training to all employees withextensive customer contact

Our personal contact with the public, ourmanners on the phone & the communication

we send to customers are a reflection not only

Employment


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EmploymentSegmentNature of Employment

Employee Relations

Work Culture

Business Ethics & Culture

Hiring of Relatives

Employee MedicalExaminations

Outside Employment

Conflicts of Interest

Non Disclosures

Joining Formalities

N f


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Nature ofEmployment Employment with Pacifica is voluntarily entered into, and the

employee is free to resign at will, from submission of theresignation letter with cause, except for those bound if in an

agreement contract

Incase one would want to terminate the employment during thecontract period; the given employee might be penalized.

The penalty so to be levied would be at the discretion of the

management


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EmployeeRelations

At Pacifica Companies webelieve that the workconditions, wages, andbenefits it offers arecompetitive as per theindustry norms.

If employees have

concerns about workconditions orcompensation, they arestrongly encouraged tovoice these concernsopenly and directly to the

HRD-Admin Dept.


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Work Culture atPacifica

Pacifica is an equal opportunityemployer & believes in building asuccessful & efficient team !

Pacifica provides every employee withample opportunities to grow asprofessionals, domain experts &leaders.

We aim to create the right workenvironment by clubbing state-of-the-art infrastructure, transparency,constant training for technical and softskills, competitive opportunities to testemployees' skills

Any employees with queries orconcerns about any type ofdiscrimination or uneasiness in theworkplace are encouraged to bringthese issues to the attention of theHRD Dept., without fear of reprisal

us ness t cs


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us ness t csConduct

The successful business operation and reputation of Pacifica Companies isbuilt upon the principles of fair dealing and ethical conduct of ouremployees, thereby defining our success Mantra of Trust, Ethics &Quality.

Our reputation for integrity and excellence requires careful observance ofthe spirit and letter of all applicable laws and regulations, as well as ascrupulous regard for the highest standards of conduct and personalintegrity

The continued success of Pacifica is dependent upon our customers' trust

and we are dedicated to preserving that trust.

Pacifica will comply with all applicable laws and regulations and expectsits employees to conduct business in accordance with the letter, spirit,and intent of all relevant laws

If a situation arises where it is difficult to determine the proper course ofaction, the matter should be discussed openly with your immediatesupervisor and, if necessary, with the Department Manager for advice andconsultation

Compliance with this policy of business ethics and conduct is the

responsibility of every Pacifica employee


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Hiring ofRelativesThe employment of relatives in the same area of

an organization may cause serious conflicts and

problems with favoritism and employee morale

In addition to claims of partiality in treatment atwork, personal conflicts from outside the workenvironment can be carried over into day-to-dayworking relationships

For purposes of this policy, a relative is any personwho is related by blood or marriage, or whoserelationship with the employee is similar to that ofpersons who are related by blood or marriage is nothired in Pacifica

This policy applies to all employees.

E l M di l


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Employee MedicalExaminations

To help ensure that employees are able to perform their dutiessafely, medical examinations may be required

After an offer has been made to an applicant entering adesignated job category, the employee could be asked toundergo a medical examination

This test would be performed at the Employees expense by a

health professional of Pacifica's choice

On completion of a year with the company, the employee couldclaim the medical checkup expenditure from the company

The offer of employment and assignment to duties is contingent

upon satisfactory completion of the exam

Information on an employee's medical condition or history will bekept separate and maintained confidentially

Outside


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OutsideEmployment

Employees may hold outside jobs as long as they meetthe performance standards of their job with Pacifica

All employees will be judged by the same performancestandards and will be subject to Pacifica's scheduling

demands, regardless of any existing outside workrequirements

Outside employment that constitutes a conflict ofinterest is prohibited


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Interest

Employees have an obligation to conduct business within guidelines thatprohibit actual or potential conflicts of interest

This policy establishes only the framework within which Pacifica wishes thebusiness to operate

Unusual gain refers to bribes, product bonuses, special fringe benefits,unusual price breaks, and other windfalls

Promotional plans that could be interpreted to involve unusual gain requirespecific executive-level approval

An actual or potential conflict of interest occurs when an employee is in aposition to influence a decision that may result in a personal gain for thatemployee or for a relative as a result of Pacificas business dealings

If employees has any influence on transactions involving purchases,contracts, or leases, it is imperative that they disclose to an officer ofPacifica as soon as possible the existence of any actual or potential conflictof interest so that safeguards can be established to protect all parties

Personal gain may result not only in cases where an employee or relativehas a significant ownership in which Pacifica does business, but also whenan employee or relative receives any kickback, bribe, substantial gift, orspecial consideration as a result of any transaction or business dealings

involving Pacifica

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NonDisclosuresThe protection of confidential business information and trade secrets is

vital to the interests and the success of Pacifica Companies. Suchconfidential information includes, but is not limited to, the following

examples:

Compensation data Computer programs and codes Customer lists Customer preferences

Financial information Marketing strategies New materials research Pending projects and proposals Research and development strategies Technological data

Technological prototypes

Employees who improperly use or disclose trade secrets or confidentialbusiness information will be subject to disciplinary action, up to andincluding termination of employment, even if they do not actuallybenefit from the disclosed information


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oining FormalitiesEvery Employee would need to provide the following at/duringthe time of commencing Employment at Pacifica

Copy of the reliving letter from the previousorganization/s

Copy of proof of age Copy of degree/diploma in support of educational

qualifications. Passport size photographs

Latest salary slip Form 16/16AA & Form 12B Copy of Permanent Account Number Medical certificate issued by a registered Medical

practitioner stating that the candidate ismedically fit

It is very important that the info. so provided is absolutelyaccurate & if it is found at a later stage that any information so

provided is not correct, intentionally or unintentionally, theemployee would be subject penalty, leading up termination ofemployment, based on the final assessment by the Management

mp oymen a us


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mp oymen a usRecord

- Employment Categories

- Employment Reference Checks

- Appointment Letter & ProbationPeriod

- Employment Applications

- Access to Personal Files & DataChanges

- Performance Evaluation

- Job Descriptions

Emplo ment


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REGULAR FULL-TIME:

Employees those who are not in a temporary or introductory status and who are regularly scheduled to workPacifica's full-time schedule

They are eligible for Pacifica's benefit package, subject to the terms, conditions, and limitations of each benefitprogram

REGULAR PART-TIME:

Employees are those who are not in a temporary or introductory status and who are regularly scheduled to workfor Pacifica's half-time schedule

Generally, they are not eligible for Pacifica's benefit package

OUTSOURCED:

These are employees who would work either at the Companys Premises or any other location, but would not beon the Companies Payroll

Service in this category cannot be credited in any way toward any benefit program, even if the employee islater assigned to a benefit-eligible category

EmploymentCategories

E l t R f


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Employment ReferenceChecks

It is the policy of Pacifica to check theemployment references of all applicants

Usually at the time of commencementof employment one would be asked toprovide two referrals for the same

Incase, the provided information is notaccurate, the management may take anuncompromising action, which couldalso mean, termination of employmentwith Pacifica.

Pacifica will respond to all referencecheck inquiries from other employers

Responses to such inquiries will confirmonly dates of employment, wage rates,and position(s) held

A i t t L tt &


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Appointment Letter &Probation Period

Every new employee would receive his appointment letter withinone month of commencement of employment with Pacifica. Also,we do not provide any financial information on the offer letter

All new employees would be on probation for a period of threemonths

On completion of two & half months of service with thecompany, the HR department will send a Probationers Appraisalform to the respective HOD/Senior for assessment of theemployees performance

Once the appraisal is obtained, the HR department will issue aletter in writing for confirmation or extension of probation, as thecase may be

Incase the employee is not found suitable for confirmation theprobation period may be extended by a period of 3 months

In a given case where the performance is not as perexpectation, the temporary employment with Pacifica

Companies would be terminated without the extension or after 3months of extension & dissatisfactory review


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ProbationaryAppraisal Format

Contd..

Employee

Supervisor

Department

Job Title

Grade

Start Date

Probationary Period EndDate

The probationary appraisal is completed by the supervisor and is usedto communicate the following to the staff member:

1) Whether his/her demonstrated skills and abilities are sufficientlywell matched with the position.

2) To provide guidance for meeting expectations during the nextperiod of the performance cycle.

3) If the employment relationship should be continued or terminated.

COMPETENCIES: Consider the extent to which the employee hasdemonstrated these generic competencies during the probationaryperiod.

Evaluation: Indicate the extent to which the employees performancehas Evaluation: met expectations

S N C t i M t E t ti Additi l ti D t t C t


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Sr. No Competencies Meets Expectations Additional timeneeded

Does not meetexpectations.

Comments

1 Job Knowledge An understanding of andthe ability to perform the majorresponsibilities.

2 Orientation to the Dept. and theCompany An understanding of thecontext within which the job exists andfor achieving expected results.

3 Communications/Customer Service - Theability to listen, seek clarifications,follow instructions, share appropriateinformation, and to provide effective

customer service.

4 Computing, Systems and Procedures Proficiency with related software,systems, procedures, and other toolsrelated to the job.

5 Compliance with Policies - Complies withattendance policies, supports mutuallyrespectful interactions, supportsmutually respectful interactions &supports a safe and secure workplace.

Contd


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ACTION: Kindly indicate the appropriate action and return to the HRD Dept. within 3 days of beingployment contingent on continued satisfactory performance.tionary Period for the next 3 months.ployment, without the extension.months of extended probation, temporarily employment to be terminated.

Suggestive ResponseFrom

Response Remark Signature

Senior/Supervisor-ifapplicable

Dept. Head

HRD Dept-if applicable

Director-as per

prerequisite.

XEmployee

Employment


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EmploymentApplications

Pacifica relies upon the accuracy of information contained inthe employment application, as well as the accuracy of otherdata presented throughout the hiring process andemployment

Any misrepresentations, falsifications, or material omissionsin any of this information or data may result in the exclusionof the individual from further consideration for employmentor, if the person has been hired, termination of employment

Access to Personal Files & DataChanges At Pacifica Companies, we maintain a personnel file on each

employee

The personnel file includes information such as the

employee's job application, resume, records of training,documentation of performance appraisals and salaryincreases, and other employment records

Personnel files are the property of Pacifica, and access to theinformation they contain is restricted

If any personnel data has changed, notify the HRD Dept &his her De t. Head

er ormance We at Pacifica believe that Perhaps one of the


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er ormanceEvaluation

We at Pacifica believe that Perhaps, one of themost important roles of a manager or asupervisor is to motivate, encourage, build, train,reinforce & modify behaviorof every employee

Supervisors and employees are stronglyencouraged to discuss job performance and goalson an informal, day-to-day basis

A formal written performance evaluation will beconducted at the end of an employee's initial

period of hire, known as the introductory period

Additional formal performance evaluations areconducted to provide both supervisors andemployees the opportunity to discuss job tasks,identify and correct weaknesses, encourage and

recognize strengths, and discuss positive,purposeful approaches for meeting goals

This would be conducted in the months ofJanuary to March of every year

Only the full time employees, who have


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Method

raphic Rating Scale Method:

Particulars Poor Average Good Excellent

Quantity of Work 1 2 3 4

Quality of Work 1 2 3 4

Job Knowledge 1 2 3 4

Dependability 1 2 3 4

Attitude 1 2 3 4

Absenteeism &Punctuality

1 2 3 4

Appearance 1 2 3 4

Here,4 isexcellent3 is good

2 is average1 is poor

Basis of


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Basis ofNomenclature

1) QUANTITY OF WORK: Acceptability of the productive outputunder normal conditions, doing a full days work as expected

A - EXCELLENT: Works fast, completes assignments in shortestpossible time. Often over-reaches the targets

B - GOOD: work is reasonably good. Assignments are completed intime, puts in a little more than a full days work

C - AVERAGE: Just meets the target.D - POOR: Takes long time to do work or puts off doing it, output is

below average. Needs to be reminded often

2) QUALITY OF WORK: Maintenance of standards required for thejob, accuracy thoroughness & neatness of work, quality consciousnessA - EXCELLENT: Very accurate in work, neat & quite careful aboutstandards. Continuously looks for measures to improve quality

B - GOOD: Shows thoroughness of work in producing desired output,tries to maintain standardsC - AVERAGE: Few mistakes are noticed in the quality of output,otherwise generally neat & carefulD - POOR: Makes mistakes, is careless in maintaining quality, makesno attempts to improve upon his standards of output


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Nomenclature3) JOB KNOWLEDGE: Understanding and application of the technicalknowledge necessary to perform all aspects of his job and general

awareness of the recent development in his fieldA EXCELLENT: Shows clear understanding of the knowledge keeps

himself updated and well informed, successfully tires out new ideasB GOOD: Has good working knowledge but can perform better, readsrelevant literature but not regularly, responsive to new ideas & is willingto learn & experiment.

C AVERAGE: Knows job just about enough to get by, makes littleattempt to keep himself updated, shows little willingness to apply himself

D POOR: Lacks adequate knowledge of job makes no attempt toimprove himself shows no inclination for application4) DEPENDABLITY: Carries out assignment steadfastly, prompt inmeetings targets & deadlines management, has trust that the task will betaken care of by him.A - EXCELLENT : Completely reliable, understands his assignment well,keeps good schedule of work, often completes it before time, does not

need reminding and supervision shows high sense of responsibility.B - GOOD: Takes assignments seriously & completes them in time, actswith good sense of responsibility, conscientious.C AVERAGE: Work is generally done within the specified period, showssome slacking & once in a while needs remindingD - POOR: Not reliable, wastes time in gossiping, skirts work & needs

constant reminding, cannot depend upon, requires close supervision


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Nomenclature5) ATTITUDE: Enthusiasm & cooperativeness on the job, interest in his

profession & identification with the organizationA EXCELLENT: Identifies himself with the company, takes initiative &

makes useful suggestions in the improvement of job

B GOOD: Identifies with the company generally & feels satisfied &happy with the job.

C AVERAGE: Generally satisfied and performs just about enough, haslittle incentive for working in the organization

D - POOR: Has no interest in organization and profession, careless in hiswork, makes mistakes, fails to meet deadlines & targets6) ABSENTISM & PUNTUALITY: It helps to understand the attitude &

dedication of the employeeA - EXCELLENT: Less than 3 % of absenteeism & never late on shift(unless in a case of unavoidable circumstance which would be definedas :* Illness * Death in Family* Accident * Natural CalamitiesB GOOD: Less than 7 % absenteeism & very rarely late on shift.(Unless in case of unavoidable circumstance.C AVERAGE: Less than 10 % of absenteeism & occasionally late onshift (Unless in case of emergency).D POOR: More than 10% of absenteeism & always late on shift (Unlessin case of emergency)


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Nomenclature7)APPEARANCE: Would be

gender specific & not onlyrestricted to type of attire butalso equal weight age to

hygiene. This would be based onan average derived from thefollowingHere the average of the above is4. Hence the candidate would berated as Excellent in the

respective category

Checklist for Women Points from 1 to 4 in ascendingorder

Daily Attire 4

Hair Cut 3Nails 4

Shoe Polished 3

Body Odor 1

Bad Breath 3

Excess of Accessories 3

Hence the average is 3. Here thecandidate would be consideredgoodHere,4 is excellent

3 is good2 is average1 is poor

Checklist for Men Points from 1 to 4 inascending order

Daily Attire 4

Shave 4

Hair Cut 4

Nails 4

Shoe Polished 4

Body Odour 4

Bad Breath 4


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for your Senior or Dept./Team

Head

v


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vDept. HeadChecklist Score given from 1 to 4 in

ascending order.

1) Does your supervisor carry keen interest in your development?

2) Are you provided with any technical guidelines & on going training in your respective field, ina timely manner?

3) Does your supervisor take any corrective action on deficiencies identified during internal orexternal audits or actions?

4) Are you comfortable, approaching your supervisor freely, with no apprehensions with regards

to your concerns.

5) Does your supervisor delegates work at an evenly distributed volume proportionate to yourscope of work?

6) Are you informed by your supervisor of what is expected out of you, and are advisedaccordingly of necessary changes as job progresses?

7) Does your supervisor implement a system of internal controls, which ensures integrity &prevents fraud, waste and abuse?

Here,4 is happy with your Senior in the respective point3 is happy with current situation but want some improvement &development in the same

2 is okay with the situation & would look for huge level ofimprovement in the same


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PROGRAMMESPROGRAMMES-- Leave Benefits - SickLeave Benefits - SickLeaveLeave

- Casual- Casual

LeaveLeave

--

Bereavement LeaveBereavement Leave

- Relocations Benefits- Relocations Benefits

- Holidays- Holidays

Leave


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LeaveBenefitsAt Pacifica, employees can avail 3 types of Leaves in a year as discussed below

1.Casual Leave: Casual time off with pay is available to eligibleemployees to provide opportunities for rest, relaxation, andpersonal pursuits

2.Sick Leave: Pacifica provides paid sick leave benefits to all eligibleemployees for periods of temporary absence due to illnesses orinjuries

3.Bereavement Leave: Employees who wish to take time off due to

the death of an immediate family member should notify theirsupervisor immediately. Up to 3 days of paid bereavement leavewill be provided to eligible employees


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Sick LeavesEvery full time employee would receive paid Casual & Sickleaves benefit each year, this shall increase with the length oftheir employment as shown in the following schedule:

Upon initial eligibility the employee is entitled to 0 casual leavedays each year, accrued daily at the rate of 0.000 days

After 1 year of eligible service the employee is entitled to 7casual & sick leave days each, accrued daily at the rate of0.019 days

After 2 years of eligible service the employee is entitled to 10

casual & sick leave days each, accrued daily at the rate of0.027 days

After 3 years of eligible service the employee is entitled to 14casual & sick leave days each, accrued daily at the rate of0.038 days

In practical case, Pacifica provides these leaves on pro-ratabasis as per their joining dates

In the event that available vacation is not used by the end ofthe benefit year, employees will forfeit the unused time

Upon termination of employment, employee will not be paid forunused Casual & Sick leaves that has been earned through the

Calculation of Casual & Sick Leaves :


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Employee Name Kushan Pandya

D.O.J 5.3.2008, hence nos. of workingdays for the year = 302

Calculation of Leave for 1st Year

Sick Leave 7

Vacation Leave 7

Bereavement Leave 3

Total Leaves allotted in Jan'08 14+3Total Leaves to be allotted for2008

302*14/366= 12=12+3 (Bereavement Leave)

Calculation of Casual & Sick Leaves :For Example

Relocation


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RelocationBenefits

When we ask employees to relocate to a new area, certainrelocation benefits may be provided to facilitate thetransition

Relocation may be available to any eligible transferred ornewly hired employee who must relocate to the new placeof work

Employees must request relocation assistance for specific

items in advance of the date the expenses are incurred

Pacifica will reimburse expenses only if the employee hasreceived advance approval, incurs reasonable expenses,and submits satisfactory proof of the expense within 30calendar days of the date the expense was incurred

If an employee separates from Pacifica's service within oneyear of the relocation, the amount of the relocationreimbursement will be considered only a loan

Accordingly, the employee will be asked to reimburse up to

50 percent of the original relocation expense

Holiday


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Holidays

Pacifica will grant holiday time off to all employees

on the important national & festive holidays

With respect to the wide diversity in festivals &celebrations in the Country these holidays aredivided as per the 3 main regions that the companyoperates in India. i.e.,

The Western Expanse

The Northern Expanse

The Southern Expanse

A list of holidays is granted by the company foreach of these regions as per the daysrecommended by the respective Heads for eachCalendar year

Time Keeping &


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Time Keeping &Payroll- Time Keeping

- Pay Days & Administrative PayCorrections

- Employment Termination

- Pay Advances & Pay Deductions

Time Keeping


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Time Keeping Accurately recording time worked is the responsibility of every

employee.

Pacifica requires keeping an accurate record of time worked inorder to calculate employee pay and benefits

We use a finger scanner at Ahmedabad office that takes the thumbprint of every employee

At the start of the day, upon arrival in the office, all punch in & atthe end of the day punch out. This way each is marked present,absent etc

Upon completion of the month, the HRD Dept. prints out aPerformance Report. This report basically gives facilitates

information such as days present, days absent, time in, time out,out on tour, etc.

As per requirement and in due course of time, this system would beimplemented at each office

Points to Work Through


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Points to Work Throughthe System

All Office timings are 10:00 hrs to 19:00 hrs i.e. 9 hrs inclusive of lunchbreak of 45 minutes

We have a 30 minutes buffer. Meaning to say, that one would need tohave a minimum of 8.30 hrs (inclusive of lunch time) of productivity &could come to the office by 10:30 hrs.

As per the system, anything less than this, would automaticallyconsidered as L - Late

In certain cases, some may not remember to sign in or sign out or

both. Incase of former, the system takes it as E which mean Error

W would stand for Weekly Off, whereas SP would be Special Shift,wherein the employee is out of the office for business or officialreasons

Points to Work Through


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At the beginning of every month, every employee would get his/ her report

Every employee is requested to go through the same & in the comments sections,could mention a change or reversal required if any

There could be cases like the following:

a) An employee straight heading for a meeting, hence couldnt sign in on time

b) The office not opening in time or the office closing early

c) An employee attending a meeting outside the office till late evening, or incase of

d) Simple case of one forgetting to sign in or sign out

The following changes would be amended & would be then filed in the personnelfile of every employee

Altering, falsifying, tampering with time records, or recording time on anotheremployee's time record may result in disciplinary action, up to and including

termination of employment

Points to Work Throughthe System

Coming Late to the


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Coming Late to theWork place Any employee coming to the office between 10:00 to 10:30

hours will carry no late remarks

Any employee who arrives between 10:31 to 10:45 hours will beconsidered and marked late

Any employee who reaches the office between 10:46 hours &13:00 hours would be marked half day

Employees who reach the office after 13:01 hours will be markedabsentfor that day

Anyone who has been marked late more than 3 times in a monthwill lose half a dayfrom his leave

Any employee who has been marked late for 6 times in a givenmonth would be given a coaching letterand a copy of the samewould be saved in the personnel file

Pay Days & Administrative


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y yCorrections

All employees are paid monthly amid the 5th & 7th day of every month

Each paycheck will include earnings for all the work performed through theend of the previous payroll period

In the event that a regularly scheduled payday falls on a day off such as aweekend or holiday, employees will be paid on the first day of workfollowing the regularly scheduled payday

Salary of Employees is directly deposited into their salary bank accounts

We take all reasonable steps to ensure that employees receive the correctamount of pay in each paycheck and that employees are paid promptly onthe scheduled payday

In the unlikely event that there is an error in the amount of pay, theemployee should promptly bring the discrepancy to the attention of the HRDept. hence corrections can be made as quickly as possible

The correction would be implemented with the salary of the followingmonth

EmploymentBelow

are examples of some of the


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p yTermination

Below are examples of some of themost common circumstancesunder which employment isterminated:

Resignation-Voluntary employment terminationinitiated by an employee

Discharge-Involuntary employmenttermination initiated by theorganization

Layoff-Involuntary employment

termination initiated by theorganization for no disciplinaryreasons

Retirement-Voluntary employment termination

initiated by the employee meetingage, length of service, and any

Processa) Employee would submit his resignation to

the respective HOD


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Processpb) After all reasoning & consideration, this

letter has to be approved by the HOD &HRD Dept.

c) The HRD Dept. would then check on thepending or overused leaves

d) Pacifica will generally schedule exitinterviews at the time of employment

termination

e) The exit interview will afford an opportunityto Discuss, Suggest, Complaint & Reviewtheir employment at Pacifica Companies

f) A clearance form would then have to befilled up the HRD Dept. of the HOD keepingin view of all the equipments, accesscontrols, id & visiting cards, any financialloans or commitment, importantdocuments, data (soft & hard copies) etc.

) Once cleared the above salar would be

Pay Advances &


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Pay Advances &Deductions

Pacifica does not provide payadvances on unearned wages toemployees

The law requires that Pacifica make'scertain deductions from every

employee's compensation

Among these are applicableProfessional & Income Taxes

If you have questions concerning

deductions made from your paycheck or how they were calculated,you can write to HR directly and yourquery can be solved by the HRD orthe Accountant In charge

Work Conditions & Usage of


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Work Conditions & Usage ofOffice Equipments

-Safety-Work Schedules-Use of Phone & Mail Systems-Meal Periods-Use of Equipments

-Dealings with Burglary & Damage ofequipments-Handling Cash-Emergency Closings-Business Travel Conveniences-Visitors in the Workplace

-Computers & E-mail Usage

Safety Emp oyees w o v o ate sa ety

standards, who cause hazardous


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Safetyor dangerous situations, or who failto report or, where appropriate,remedy such situations, may besubject to disciplinary action, up to

and including termination ofemployment

Also, it is strongly suggested thatall employees & visitors at theconstruction site must wear their

safety gears.

We also suggest that this is theresponsibility of all employees toensure & remind everyone, thattheir safety gears are on.

In the case of accidents that resultin injury, regardless of howinsignificant the injury mayappear, employees shouldimmediately notify the appropriatesafety officer and supervisor

Work


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oSchedules

Work schedules for employees varythroughout the organization

Supervisors will advise employees of theirindividual work schedules.

Staffing needs and operational demands

may necessitate variations in starting andending times, as well as variations in thetotal hours that may be scheduled eachday and week

It is most advised that the employeesfollow the time schedule mentioned in their

offer letter

Also, any changes in the work timeschedule desired by an employee shouldbe communicated in advance

Use of Phone & Mail


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Systems Personal use of telephones for

outgoing calls, including local calls,is not permitted

However, on permission fromimmediate Superiors, an employeecan make personal call, if thesituation requires an immediateresponse

The Company does provide Wirelessor Mobile Phones to DesignatedEmployees & they can clarify theextent of the facility provided withthe HR or Administrative Dept.

The use of Pacifica-paid postage forpersonal correspondence is notpermitted

All the employees are suggested totry & collect phone messages forcolleagues if they are not available

Meal


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MealPeriods

All full-time all employees are provided with one meal period of 45 minutes inlength each workday

Supervisors will schedule meal periods to accommodate operating requirements Employees will be relieved of all active responsibilities and restrictions during

meal periods

Employees on leave for half day, would not be eligible for lunch breaks on the dayof the leave.

Any staff at the Front Desk or Reception, should make sure that there is someone

else present at the desk before taking a break hence nobody have anyinconvenienceDealing with Theft, Burglary &Damage of Equip.

Expensive articles like Laptop, Digital Camera, Data Card etc. are soleresponsibility of the individual who are provided with the same

Incase of loss, theft, breakage of the same, the employee may need toreplace the same at his cost, considering the depreciated value

Any consideration to the same would be at the discretion of theManagement

Handling


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CashDealing with money is animportant procedure forevery organization

All employees authorized todo so must be careful whiledealing with cash

Any problems arising in caseof loss, theft, displacementof the same would be dealtby the management to theextent of the termination

Concerned individual may be

asked to compensate thesame back to the company,depending upon the state ofaffairs

EmergencyCl i


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Closings At times, emergencies such as severe weather, fires, power failures, or

earthquakes, can disrupt company operations

In extreme cases, these circumstances may require the closing of a workfacility

When operations are officially closed due to emergency conditions, the time offfrom scheduled work will be paid

Safety Tips in case of Fire:

Never use elevators to evacuate a burning building Note the posted evacuation routes & follow to the nearest exit

Stay clear of emergency response personnel & equipment

Do not re-enter the building until emergency response officials have declaredthat it is safe to do so

Safety Tips in case of Earthquake: Drop down to the floor

Take cover under a sturdy desk, table or other furniture

Stay calm & encourage others to do likewise

Stay clear of windows, heavy furniture or appliances that may fall over

Business Travel Pacifica will reimburse employees for reasonable business travel


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ConveniencePacifica will reimburse employees for reasonable business travelexpenses incurred while on assignments away from the normal worklocation

All business travel plans must be notified to the immediateSupervisor or/and to the Dept Head & to the HRD Dept.

All employees on travel for business are requested to ask the HRD-Admin department at the Head Office to confirm their bookingsinclusive of travel tickets, hotels & car rentals

Incase the concerned dept. is not able to facilitate the same, theconcerned employee would be requested to arrange for the same bythe individual him/her self

In either case scenario, the actual costs of travel, meals, lodging,

and other expenses directly related to accomplishing business travelobjectives will be reimbursed by Pacifica

Personal entertainment and personal care items are not reimbursed

It is requested that the travel requirements should be asked for

immediately upon confirmation of a trip

ravel details


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Grade A+ A B+ B C+ C D+

Sr. NoParticulars Seedetails

President/ VP ofCo. & Dir. Of Co.

VP- Zonal/CEO Zonal

Co.Sec, Dir. OfOp., Dir.ofAcquisition,Dir. Fin.,Dir.Mkt, Sr.project Mgr

Project Mgr.,Mkt.Mgr.,ProcurementMgr., ChiefMgr.

Mkt.Exe.,Asst.Eng.,Acts.Mgr.,Sr.Exe.

Executive/Jr.Exe.

Attendant,Worker,Guard, OfficeBoy, peon

1 Air Travel a Yes Yes Yes

(Notification)

Yes

(Notification)

NA NA NA

2 Rail Travel b If need, AC I tier or Chair car

AC I/II/III tier,Chair car

AC II/III tier,Chair car

AC II/III tier,Chair car

AC III tier, 2nd class

2nd class 2nd class

3 Road Travel by Car c AC AC AC, non AC AC, Non AC Non AC NA NA

4 Road Travel by Volvo d NA NA Yes Yes Yes NA NA

5 Road Travel by Bus e NA NA AC AC AC Luxary Semi Luxary

6 Hotel Accommodation f 5 star deluxe, 5

star, 4 star

5 star, 4 star 3 star STD AC room STD AC/ Non

AC room

STD non AC

room

STD non AC

room

Metro cities NA


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Sr. NoParticulars See detailsPresident/ VP of Co. & Dir. Of Co.

VP- Zonal/CEO Zonal

Co.Sec, Dir. OfOp., Dir.ofAcquisition,Dir. Fin.,Dir.Mkt, Sr.project Mgr

Project Mgr.,Mkt.Mgr.,ProcurementMgr., ChiefMgr.

Mkt.Exe.,Asst.Eng.,Acts.Mgr.,Sr.Exe.

Executive/Jr.Exe.

Attendant,Worker,Guard, OfficeBoy, peon

7 Transport for officialuse

9 AC Car Rental car,taxi, autopetrol (APB- 4or 2 wheeler)

Rental car, taxi,auto petrol(APB- 4 or 2wheeler) *

Taxi, auto petrol(APB- 4 or 2wheeler)*

Auto petrol(APB 2wheeler)

Auto petrol(APB2wheeler)

Bus, Cycle,Auto, petrol 2wheeler

8 Victuals H

Metro cities APB APB APB APB APB APB APB

Mega cities Non alcoholic Non alcoholic Non alcoholic Nonalcoholic Non alcoholic Non alcoholic Non alcoholic

9 Entertainment i No approval reqd. No approvalreqd.

No approvalreqd.

Approval reqd.# Approvalreqd.#

Approvalreqd.#

Approvalreqd.#

10 Laundary Yes APT APT APT NA NA NA

11 Mobile Yes Only bill Only bill Only bill Only bill NA NA

12 Medical (applicable ifsick on tour or tour forCo.)

Yes APB & medicalcertificate

APB & Medicalcertificate





13 Miscellaneous APB APB APB APB APB APB APB

Sr. No Note: Description


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1 a Preference given to Low cost airlines, Early reservation, Internet booking, avoid cancellation,

Actuals required for reimbursement, Try enroll in frequent flier programmes for all airlines

2 b Preference given to Economy class only, Early reservation, Internet booking, Avoid cancellation, Actuals for reimbursement

3 c Preference given to suggested vendors, on approval or notification, Actuals required for reimbursement

Please remember to sign on voucher by vendor

4 d Preference given to suggested vendors, on approval or notification, Actuals required for reimbursement

5 e Actuals required for reimbursement

6 f Actuals required for reimbursement

7 g Preference given to suggested Hotels, on approval or notification, Actuals required for reimbursement

* Taxi applicable in cities, where auto's not available, actuals required for reimbursement

8 h On approval or notification, actuals required for reimbursement

9 i Only for official purpose, actuals required for reimbursement

10 # Can be approved by immediate senior

11 APB As per bill

12 APT As per travel for company

Ideally the following information should beprovided to make the necessarysiness Travel Convenience


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provided to make the necessaryarrangements

1) Name/s of the guests to travel

2) Travel from & travel to cities

3) Preferred date & time of dept / arrival forentire journey

4) Overnight stay & Hotel arrangements

5) Car Requirement

6) Any onward journey details

When travel is completed, employees shouldsubmit completed travel expense reportswithin 3 to 7 days of the travel

The same shall be reimbursed to them within10 working days. Reports should be

accompanied by receipts for all individual

s ess a e Co e e ce

Travel ReimbursementFormat Expense Statement for Travel


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Format Expense Statement for TravelTravel Person:_____________________

Designation: ______________________

Employee Code: ___________________

Place of visit: ______________________ StatementRef. No______________

Date of Visit: ______________________

Purpose of Visit: ___________________

Category A:

(Select whicheverapplicable)

Mode ofTransport

Name oftransporter

From To Amt. Dept.time

Arrivaltime

Cancellation tickifapplicable

Penalty Rescheduling

Penalty

Air

Rail

Car

Volvo bus

Bus

Return Journey

Mode of Name of From To Amt. Dept. Arrival CancellationPenalty ReschedulingPenal


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Transport transporter

time time tick ifapplicable

ty

Air

Rail

Car

Volvo bus

Bus

Onward journey

Mode ofTransport

Name oftransporter

From To Amt. Dept.time

Arrivaltime

Cancellationtick ifapplicable

Penalty ReschedulingPenalty

Air

Rail

Car

Volvo bus

Bus

Total Amount (A):

Category B:


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Mode of Transport in the City visited

Type SelectApplicable

Name ofVendor (ifapplicle)

Amt. Readings

Car- Hired

Cool Cab

Cab

AutoRickshaw

Total Amt. (B) :

Category C:

Accommodation

Hotel:

Check in date/ time: ______________________

Check out date/ time: _____________________

Total No. of days stayed: __________________

Total Amt. (C):

CategoryD:

Summary of Travel:


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Victual Expenditure

Bill No. No. of Pax/Covers

Guest Name &Purpose toentertain (ifapplicable)

Amt.

Total Amt. (D):

CategoryE:

Local Transport

Mode From To Amt.

Cab

Auto

Total amt. (E):

CategoryF:

Miscellaneous

Amt.

Total amt (F)

Grand Total (A+B+C+D+E+F) =

Authorized Signatory:

Date of Submission:

Visitors in the


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WorkplaceTo provide safety and security of employees we allow only authorized visitors in

the workplace

Restricting unauthorized visitors helps maintain safety standards, protectsagainst theft, ensures security of equipment, protects confidential information,safeguards employee welfare, and avoids potential distractions and disturbances

Employees are responsible for the conduct and safety of their visitors

If an unauthorized individual is observed on Pacifica's premises, employeesshould immediately notify their supervisor or, if necessary, direct the individualto the reception area

Computer & E-mail


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Computer & E mailUsage

Computers, computer files, the e-mail system, and software furnishedto employees are Pacifica property intended for business use

Employees should not use a password, access a file, or retrieve anystored communication without authorization

Pacifica prohibits the use of computers and the e-mail system in waysthat are disruptive, offensive to others, or harmful to morale

Employees who violate this policy will be subject to disciplinary action,up to and including termination of employment

No one is authorized to use another employee computer, even if he orshe may be on a senior or higher authority, without informing theemployee about the same

n erneUsageInternet access to global electronic information resources on the World Wide Web is


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Usage Internet access to global electronic information resources on the World Wide Web isprovided by Pacifica to assist employees in obtaining work-related data and technology

While Internet usage for personal use is permitted within reasonable limits

All Internet data that is composed, transmitted, or received via our computercommunications systems is considered to be part of the official records of Pacifica

Employees should always ensure that the business information contained in Internet e-mail messages and other transmissions is accurate, appropriate, ethical, and lawful

Pacifica reserves the right to monitor Internet traffic, and retrieve and read any datacomposed, sent, or received through our online connections and stored in our computer

systems

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked,or patented material on the Internet is expressly prohibited

Internet users should take the necessary anti-virus precautions before downloading orcopying any file from the Internet

Participating in the viewing or exchange of pornography or obscene materials,attempting to break into computer system of another org. person, refusing to co-operate with security investigation, using the Internet for political activities, religiousactivities, or any sort of gambling is strictly prohibited

Workplace ViolationPrevention


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Prevention

Pacifica is committed to preventing workplace violence and to maintaining a

safe work environment

All employees, including supervisors and temporary employees, should betreated with courtesy and respect at all times

Employees are expected to refrain from fighting, "horseplay" or otherconduct that may be dangerous to others

Firearms, weapons, and other dangerous or hazardous devices orsubstances are prohibited from the premises of Pacifica without properauthorization

Conduct that threatens, intimidates, or coerces another employee, acustomer, or a member of the public at any time, including off-duty periods,

will not be tolerated

All threats of (or actual) violence, both direct and indirect, should bereported as soon as possible to your immediate supervisor or any othermember of management

In order to maintain workplace safety and the integrity of its investigation,

Pacifica may suspend employees, either with or without pay, pending

Handling PettyCash


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Cash Every office will be given an imprest amount at the initialization of the

office

The amount would be decided by the Director on basis of a budgetproposed by the Regional or Office head with the expense beingprojected for an entire month

The same shall be reimbursed within 7 working days on submission of

bills & actuals or supporting documents

The expenses would be reimbursed once every month for all offices &individual expenses in the prescribed format

All expenses should be presented with a supporting bill & voucher, in

the format prescribed, irrespective of the amount

Any discrepancy in Petty cash will result in the same amount being paidback to the company by the individual responsible

All offices need to scan their petty cash statements with the bills andvouchers, as a second or a back up to the original

Purchase of Expensive Articles& Tenders


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& Tenders

ElectricityConsumption We very strongly for environmental, social & financial reasons

encourage & expect all employees to be extra careful in terms ofswitching off lights, fans, air conditioners, computers etc.

One would be expected to take ownership very rigidly in this context

It is the duty of every employee, to make sure all power consumptionis switched off when not in use

Mobile Phones &Ph Bill


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Phone Bills The company does not provide hand sets to any of its employees

The billing amount sanctioned to employees in each grade is as follows:

If an employees upper or maximum limit is Rs 1000/-, & his bill is Rs 800/-,the company is not obliged to pay the employee the difference of Rs 200/-.

This is just a limit, which works as a guideline to phone expenditure

Company will not pay for Special SMS, Special SMS are those which areused to participate in contests on radio or television shows

The charges which are not to be borne by the company would be deductedfrom the salary & this deduction would be reflected in the salary slip alongwith a photocopy of the phone bill

Grade Maximum permissible limit

A Rs 5000/-

B+ Rs 2500/-

B Rs 2000/-

C+ Rs 1000/-

PetrolAll


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Allowance

The company shall reimburse employees on petrol consumption for

business purposeThis again is restricted to those employees who have a prior commitment

from the company on the appointment letter

All four wheeler bills are reimbursed on submission of actual bills alongwith the petty cash expense statement

Limit with regards to the same would be described by the management atthe commencement of employment

All two wheeler petrol bills are reimbursed at the rate of Rs 2.5/- per km toemployees who have received commitment from the company living inany mega city in India & the same is reimbursed at the rate of Rs 3/- foremployees in metro cities, who have received a similar commitment fromthe company

It is best advisable to mention the kilometers run & places visited on aseparate sheet & also support it with bills accumulating to the amountbeing claimed along with the petty cash expense sheet

c a E-maIds


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IdsThe Company provides email ids to those employees who exchange

official emails with business associates or outsidersOffice Boys/

PeonsThe services provided by Office Boys or Peons arestrictly for official use only

This is only to make sure that these services arebest available for everyone and that the peon or

office boy is not busy trying to run a personalerrand during or after the office hoursIdentityCards

Every employee of Pacifica would beprovided with his/her Identity card

It is mandatory for every employee to wearthe same for safety & integrity purposes

Incase, the HRD Dept. Representative is notavailable, it the duty of all HODs to ensure

that he/she & his/her team are wearing their

Applying for Jobs OutsidePacifica


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Pacifica If the Employee has submitted his resignation & the same has been accepted, is he/she

permitted to post his/her resume on any of the job portals, disclosing that his/her currentemployment is with Pacifica Companies

While he/she cannot furbish any correct or incorrect information with regards to theirCompensation Package, Incentive Package or Perks, as this would immediately violatethe clause that restricts any communication pertaining to compensation package,Policies Nos. 109(Non Disclosures) and 701 (Code of Conduct and Work Rules)

If an Employee has not submitted his/her resignation or, if the resignation has not be

accepted, he/she can post his/her resume on any of the job portals

However under no circumstances it is allowed to mention that his/her currentemployment is with Pacifica Companies & reveal any information pertaining to his/hercompensation package

This would call for immediate disciplinary action as per the prudence of the

Management, leading right up to termination of employment

Trainin


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g Need to train an employee with regards a specific

technical skill or a general training could be raisedeither by the Director, or HOD or the HRD Dept

Evaluation of the training could be keeping in viewof the employee who has undergone the trainingby the immediate supervisor, HOD, HRD Dept. andthe Director, depending on the type of training

OutdoorRegister

Each & every employee of the Companywould need to mention on a register (located

at the reception desk of every office) time ofgoing out of the office & other detailsmentioned on the register, either forOfficial/Personal work & the time of return

Leaves of


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Absence Medical Leave

Maternity Leave

Personal Leave

Applying for Leave

MedicalLeave

Eligible employees should make requests for medical leave to theirsupervisors at least 30 days in advance of foreseeable events and as


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Leavesupervisors at least 30 days in advance of foreseeable events and assoon as possible for unforeseeable events

On return from illness, one is requested to submit a medical certificate,

stating the reason of illness & also confirming that the employee is fitto rejoin work, from a Medical Institution or Doctor & medical reports ifapplicable..

Eligible employees are normally granted leave for the period of thedisability, up to a maximum of 1 week within any 12 month period

Any combination of medical leave may not exceed this maximum limit.If the initial period of approved absence proves insufficient,consideration will be given to a request for an extension

Benefit accruals, such as vacation, sick leave, and holiday benefits, willcontinue during the approved medical leave period

If an employee fails to return to work on the agreed upon return date,or if there is no communication with the Company within 7 days of theagreed return date, Pacifica will assume that the employee hasresigned

Leave emp oyees w o ave een emp oye w ac ca or no ess an80 days are to be provided 12 weeks for Maternity leaves and 6 weeks

of paid leave in relation to miscarriage or termination of pregnancy


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These 12 weeks could be consumed at 6 weeks before and 6 weeksafter delivery

Employees should make requests for pregnancy disability leave to theirsupervisors at least 60 days in advance of foreseeable events and assoon as possible for unforeseeable events

A health care provider's statement must be submitted verifying theneed for pregnancy disability leave and its beginning and expected

ending dates Any changes in this information should be promptly reported to Pacifica.

Employees returning from pregnancy disability leave must submit ahealth care provider's verification of their fitness to return to work

Employees are normally granted paid leave for the period of the

disability, up to a maximum of 45 days within any 10 month period

Employees may substitute any accrued paid leave time for unpaid leaveas part of the pregnancy disability leave period

If an employee fails to report to work promptly at the end of thepregnancy disability leave, or does not communicate with the company

for 10 days after completion of the joining date, Pacifica will assume

PersonalLeave

Pacifica provides Personal leaves to eligible employees who wishto take time off from work duties to fulfill personal obligations


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Leave Eligible employee should request a leave from their Supervisor

Personal leave may be granted for a period of up to 7 calendardays every 1 year

If this initial period of absence proves insufficient, considerationwill be given to a written request for a single extension of nomore than 3 calendar days

With the supervisor's approval, an employee may take anyavailable sick leave or vacation leave as part of the approvedperiod of leave

Requests for personal leave will be evaluated based on a

number of factors, including anticipated work load requirementsand staffing considerations during the proposed period ofabsence

If an employee fails to report to work promptly at the expirationof the approved leave period, Pacifica will assume the employee

has resigned

Applying forL


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LeaveIt is recommended that an employee

should submit an email for leave to his/herDept. Head & HRD Dept. For convenienceof operations

The application should contain informationpertaining the following & wait for approval

Date from which the leave is beingrequested

Date till which the leave is beingrequested

Reason for requesting for leave

Employee Conduct &Di i li A i


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Disciplinary ActionCode of Conduct & Work

Rules

Drug & Alcohol Use

Sexual & Other UnlawfulHarassment

Attendance & Punctuality

Personal Appearance

Return of Property

Resignation

Security Inspection &Solicitation

Problem Resolutions

Casual Days

Code of Conduct & WorkRulesThe following are examples of infractions of rules of conduct that


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Rules The following are examples of infractions of rules of conduct thatmay result in disciplinary action, up to and including termination ofemployment:Theft or inappropriate removal or possession of property

Falsification of timekeeping records & Unsatisfactory performance orconduct

Disclosing, inquiring of information pertaining to compensation or paypackage from within the organization or outside the organization

To suggest to a fellow employee job at another Organization & toinfluence him/her to apply or respond to the same

Working under the influence of alcohol or illegal drugs

Fighting or threatening violence in the workplace

Sexual or other unlawful or unwelcome harassment

Excessive absenteeism or any absence without notice

Unauthorized use of telephones, mail system, or other employer-owned equipment & disclosure of Business Secrets or confidential

information

Drug & AlcoholU


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Use It is Pacifica's desire to provide a drug-free, healthful, and safe workplace

To promote this goal, employees are required to report to work in appropriatemental and physical condition to perform their jobs in a satisfactory manner

Violations of this policy may lead to disciplinary action, up to and includingimmediate termination of employment

Sexual & Other UnlawfulHarassment


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Harassment Pacifica is committed to providing a work environment that is free from all

forms of discrimination and conduct that can be considered harassing,coercive, or disruptive, including sexual harassment. Actions, words, jokes, orcomments based on an individual's sex, race, color, national origin, age,religion, disability, sexual orientation, or any other legally protectedcharacteristic will not be tolerated

The following is a partial list of sexual harassment examples Unwanted sexual advances.

Offering employment benefits in exchange for sexual favors.

Making or threatening reprisals after a negative response to sexual advances.

Visual conduct that includes leering, making sexual gestures, or displaying ofsexually

Physical conduct that includes touching, assaulting, or impeding or blockingmovement

Anyone engaging in sexual or other unlawful harassment will be subject todisciplinary action, up to and including termination of employment

Attendance &Punctuality


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Punctuality Pacifica expects employees to be reliable and

to be punctual in reporting for scheduled work

Absenteeism and tardiness place a burden onother employees and on Pacifica

In the rare instances when employees cannotavoid being late to work or are unable to workas scheduled, they should notify theirsupervisor as soon as possible in advance of

the anticipated tardiness or absence

Poor attendance and excessive tardiness aredisruptive

Either may lead to disciplinary action, up to

and including termination of employment

Incase, an Employee does is absent for morethan 7 days, without any notice or informationcommunicated to his immediate supervisor orconcerned person it would result intermination of employment

PersonalAppearances


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Appearances

Dress, grooming, and personal cleanliness standards contribute tothe morale of all employees and affect the business image Pacificapresents to customers and visitors

During business hours or when representing Pacifica, you areexpected to present a clean, neat, and tasteful appearance

You should dress and groom yourself according to the requirementsof your position and accepted social standards

If your supervisor feels your personal appearance is inappropriate,you may be asked to leave the workplace until you are properlydressed or groomed

At P ifi th f ll i l id li h ld b f ll d

ersonaAppearances


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At Pacifica the following personal appearance guidelines should be followed:

Shoes must provide safe, secure footing, and offer protection against hazards.

Canvas or athletic type shoes are not appropriate professional attire

Tank tops, tube or halter tops, or shorts may not be worn under any circumstances

Mustaches and beards must be clean, well trimmed, and neat

Hairstyles are expected to be in good taste

Long hairstyles should be worn with hair pulled back off the face and neck to avoidinterfering with job performance

Excessive makeup is not permitted

Offensive body odor and poor personal hygiene is not professionally acceptable

Perfume, cologne, and aftershave lotion should be used moderately or avoidedaltogether, as some individuals may be sensitive to strong fragrances

Jewelry should not be functionally restrictive, dangerous to job performance, or excessive

Return ofProperty


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Property

Employees are responsible for all Pacifica property, materials, orwritten information issued to them or in their possession or control

Employees must return all Pacifica property immediately uponrequest or upon termination of employment

Where permitted by applicable laws, Pacifica may withhold from theemployee's check or final paycheck the cost of any items that arenot returned when required

Pacifica may also take all action deemed appropriate to recover orprotect its property

Resignation


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on Resignation is a voluntary act initiated by the

employee to terminate employment with PacificaCompanies & advance notice is Mandatory

Pacifica would request the following days of noticeperiod from its Employees

The Company would need a written resignation noticefrom all employees. Incase of immediate notificationby an employee to discontinue his/ her employment,

Pacifica reserves the right to take appropriate steps inresponse to the inconvenience caused & nature of thesituation

Prior to an employee's departure, an exit interview willbe scheduled to discuss the reasons for resignationand the effect of the resignation on benefits

Grade Notice Period

Required

A+ & A 3 Months

B+ 2 Months

B & below 1 Month

Employees onProbation

1 Month

SecurityInspection


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Inspection Pacifica wishes to maintain a work environment that is

free of illegal drugs, alcohol, firearms, explosives, orother improper materials

Pacifica prohibits the possession, transfer, sale, or use ofsuch materials on its premises

Pacifica requires the cooperation of all employees inadministering this policy

Desks, lockers, and other storage devices may beprovided for the convenience of employees but remainthe sole property of Pacifica

Accordingly, they, as well as any articles found withinthem, can be inspected by any agent or representativeof Pacifica at any time, either with or without prior notice

o c tationTo ensure a productive and harmonious work environment persons employed by


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To ensure a productive and harmonious work environment, persons employed byPacifica may not solicit or distribute literature in the workplace at any time for anypurpose

Examples of impermissible forms of solicitation include:a. The collection of money, goods, or gifts for community groups , religious groups,

political groups, charitable groups

b. The circulation of petitions

c. The distribution of literature not approved by the employer

d. The solicitation of memberships, fees, or dues

These bulletin boards display important information, and employees should consultthem frequently for:

Affirmative Action statement

Employee announcements

Job openings

Organization announcements

If employees have a message of interest to the workplace, they may submit it to the HRManager for approval. All approved messages will be posted by the HR Manager

ProblemResolutionsPacifica is committed to providing the best possible


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Pacifica is committed to providing the best possibleworking conditions for its employees

Part of this commitment is encouraging an open and

frank atmosphere in which any problem, complaint,suggestion, or question receives a timely responsefrom Pacifica supervisors and management

Pacifica strives to ensure fair and honest treatmentof all employees. Supervisors, managers, andemployees are expected to treat each other with

mutual respect

Employees are encouraged to offer positive andconstructive criticism

If employees disagree with established rules ofconduct, policies, or practices, they can express

their concern through the problem resolutionprocedure

No employee will be penalized, formally orinformally, for voicing a complaint with Pacifica in areasonable, business-like manner, or for using theproblem resolution procedure

ProblemResolutions


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If a situation occurs when employees believe that a condition of employment or a decisionaffecting them is unjust or inequitable, they are encouraged to make use of the following steps

The employee may discontinue the procedure at any step

Resolutions

1.Employee presents problem to immediate supervisor after incidentoccurs. If supervisor is unavailable or employee believes it would beinappropriate to contact that person, employee may present problemto HR Department or any other member of management

2. Supervisor responds to problem during discussion or after consultingwith appropriate management, when necessary. Supervisor documentsdiscussion

3.Employee presents problem to HR Department if problem is unresolved

4. HR Department counsels and advises employee, assists in puttingproblem in writing, visits with employee's manager (s), if necessary,and directs employee to Director or Senior HR for review of problemNot every problem can be resolved to everyone's total satisfaction, but

only through understanding and discussion of mutual problems canemployees and management develop confidence in each other

CasualDays


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y

Each Saturday will be a designated as a casual day Casual business wear means clean, neat, professional clothing. It is

never appropriate to wear stained, wrinkled, frayed, or revealingclothing to the workplace

Listed below is a general overview of acceptable casual business wearas well as a listing of some of the more common items that are not

appropriate for the office Examples of acceptable casual business wear include:

- Jeans - T- Shirts- Casual dresses and skirts - Deckshoes- Casual shirts and blouses - Boots

- Golf shirts - Athletic shoes- Turtlenecks - Flats- Sweaters - Dress sandals

CasualDays


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Examples of inappropriate clothing items that should not be worn on casual days include:

- Jeans that are excessively worn or faded

- Sweatpants- Warm-up or jogging suits & pants

- Short shorts

- Bib overalls

- Spandex or other form fitting pants- Miniskirts

- Spaghetti-strap dresses

- T-shirts or Short-shirts with offensivemessages or images

- Rank tops & Halter tops

- Tops with bare shoulders

- Visible undergarments

- Slippers

-


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Recycling Suggestion

Programme

Recycling


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ng Pacifica supports environmental awareness by

encouraging recycling and waste management inits business practices and operating procedures

This support includes a commitment to thepurchase, use, and disposal of products andmaterials in a manner that will best utilizenatural resources and minimize any negativeimpact on the earth's environment

We wish & encourage to set up special recyclingreceptacle to promote the separation andcollection of the following recyclable materials atPacifica:

Computer paper

Mixed or colored paper

Newspaper

Brown paper bags

Wire

Plastics

SuggestionProgramme


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Programme As employees of Pacifica, every employee has the

opportunity to contribute to companys futuresuccess and growth by submitting suggestions for

practical work-improvement or cost-savings ideas

A suggestion is an idea that will benefit Pacifica bysolving a problem, reducing costs, improvingoperations or procedures, enhancing customerservice, eliminating waste or spoilage, or makingPacifica a better or safer place to work

All suggestions should contain a description of theproblem or condition to be improved, a detailedexplanation of the solution or improvement, andthe reasons why it should be implemented

Submit suggestions to the Human ResourcesDepartment and, after review, they will beforwarded to the Suggestion Committee

As soon as possible, you will be notified of theadoption or rejection of your suggestion


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ThankThank

YouYou

Presentation Induction Final

Documents

Transcript of Presentation Induction Final