EMPLOYEE HAND BOOK - Future Focus Infotech
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EMPLOYEE HAND BOOK
FUTURE FOCUS INFOTECH Pvt. Ltd.,
(For Consulting Focusite)
Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 1Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 2
Contents
Introduction __________________________________________________________________________ 4
WELCOME NOTE_________________________________________________________________________ 4
PURPOSE OF HANDBOOK __________________________________________________________________ 4
OUR VALUES ____________________________________________________________________________ 5
OUR QUALITY POLICY _____________________________________________________________________ 5
The organization _______________________________________________________________________ 5
HISTORY _______________________________________________________________________________ 5
TODAY _________________________________________________________________________________ 6
MANAGEMENT __________________________________________________________________________ 6
Employee Management _________________________________________________________________ 6
JOINING FORMALITIES ____________________________________________________________________ 6
EXIT / SEPARATION _______________________________________________________________________ 7
WORKING SCHEDULE & COMPENSATION _____________________________________________________ 8
LEAVE POLICY ___________________________________________________________________________ 9
SALARY PAYMENT AND BANK CREDITS ______________________________________________________ 14
PERFORMANCE APPRAISAL _______________________________________________________________ 15
Employee Benefits ____________________________________________________________________ 15
MEDICAL INSURANCE ____________________________________________________________________ 15
ACCIDENTAL BENEFIT ____________________________________________________________________ 16
LIFE INSURANCE ________________________________________________________________________ 16
SALARY ADVANCEMENT__________________________________________________________________ 16
BENCH PAY ____________________________________________________________________________ 16
REFERRAL SCHEME ______________________________________________________________________ 17
EMPLOYEE PROVIDENT FUND _____________________________________________________________ 17
EMPLOYEE STATE INSURANCE _____________________________________________________________ 17
PROFESSIONAL TAX _____________________________________________________________________ 17
INCOME TAX ___________________________________________________________________________ 17
FFI Corporate Policies __________________________________________________________________ 18
NON-DISCRIMINATION ___________________________________________________________________ 18
CODE OF CONDUCT _____________________________________________________________________ 19
GRIEVANCE HANDLING __________________________________________________________________ 21
ANTI-HARASSMENT POLICY _______________________________________________________________ 21
HEALTH & SAFETY_______________________________________________________________________ 21
INTERNET USAGE POLICY _________________________________________________________________ 22
OUR EXPECTATIONS FROM YOU ___________________________________________________________ 23
HR SUPPORT ___________________________________________________________________________ 24
Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 3Introduction WELCOME NOTE Dear Employee, We are more than glad to welcome you to Future Focus Infotech Pvt. Ltd., (FFI) as part of our progressive team. We are identified in the market as a leading ISO certified IT consulting company by major IT clients and IT professionals. We commit ourselves in fulfilling the set expectations and we believe you can contribute to the achievement of our goals and share our commitment to our mission statement. FFI is committed to distinctive quality and unparalleled service and support to all our employees at various stages of their career with us. As part of the team, you will discover that the pursuit of excellence is truly a rewarding aspect of your career with Future Focus Infotech. This employee handbook contains the key policies, goals, benefits, and expectations of FFI and other information you will need as part of our team. The success of FFI is determined by our success in operating as a unified team. We encourage you to earn the trust and respect of our customers where you are deployed and to whom we both serve. It is the desire of FFI to have every employee succeed in their job, and assist in achieving personal and organizational goals. This handbook shall be used a ready reference as you pursue your career with FFI. Welcome aboard. We look forward to your contribution. PURPOSE OF HANDBOOK This handbook is developed to communicate the employee benefits available to eligible employees and to provide guidance about company rules and operating procedures. It also highlights the general policies related to employer/employee relationship. Disclaimer The company reserves the right to interpret, modify, revise or supplement any policies or portion of the handbook from time to time as it deems fit. Such revisions maybe made at the company’s sole discretion and with or without prior notice. Confidentiality The information contained here is a property of FFI and its content should not be circulated to any person outside the company. Any duplication of the material contained herein would be construed as an infringement. Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 4
OUR VALUES
We treat each employee fairly with mutual respect and give him/her an opportunity along with necessary input
to excel in the given assignment and encourage continually, thus improving our service goals by committed
delivery.
With our distributed presence in India – Chennai, Bangalore, Hyderabad, Pune, Delhi, Mumbai, Kolkata, Kochi,
BBSR and in our office abroad, USA, MEA we function as the extended HR arm of our clients.
To mention a few clients of ours – IBM, Infosys, TCS, Capgemini, Wipro amongst many others.
OUR QUALITY POLICY
Mission
To satisfy and exceed our customers' needs and expectations through our 'best-in-class’ IT services and
solutions.
Aim
To achieve organizational synergy through efficient and effective utilization of our physical and intellectual
resources, and to strive for continual improvement by achieving our targets for quality objectives pertaining to
all business & support functions.
Accolades
• Certificate of Excellence –2013 – By Inc.500
• Business Gaurav – SME awards 2011 – by D&B and Axis bank
• D&B India’s Top IT companies listing – 2008, 2009
• Awarded by US based Zinnov Research and Consulting in 2007 - Best Strategic
IT Talent Consulting Company Process Excellence Award
• Executive Recruiters Association (ERA) member - playing significant roles over the years
• Indian Staffing Federation (ISF) member
The organization
HISTORY
Founded in 1997, FFI started as a Business Associate of Tata Consultancy Services (TCS) and assisted TCS,
in the execution of Y2K projects, through its technical consultants. Thereafter, several new and valuable
relationships were forged with organizations like IBM, Infosys, Satyam, Wipro, Microland, and EDS, among
others.
In June 1999, FFI opened its first offshore development centre focused entirely on offering web-based
business application solutions to corporate customers.
Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 5In 1999-2001, we continued our advent into the IT domain through Software Development services, initially in
the web applications arena and later, in the Client Server and related technologies. This was the period, which
gave inception to our wholly owned subsidiary, Focus America Inc., based out of Illinois.
TODAY
Currently we employ around 2800+ IT consultants deployed at various client locations. We have a distributed
presence of offices in Chennai, Bangalore, Hyderabad, Mumbai, Pune, Delhi, Kolkata, and Kochi augmenting
IT professionals for all the major IT corporations across India. We have overseas presence in the Middle East
in addition to the USA.
We recognize our employees partnering in our success and our customers have responded tremendously in
appreciating our service. With the quality deliverables of our employees, we are headed for greater success.
MANAGEMENT
FFI Management team has good blend of Technology, Domain Expertise, Process and Professional
Management. FFI believes in Flexible and Participative Management practices and also encourages and
continuously practices good and open communication, to enable quick solutions for any issues. FFI’s thrust is
on Relationship Management - both internally and externally. The management continuously encourages its
work force to establish relationships through demonstration of expertise and delivery commitment and adds
value to these relationships by acquiring knowledge and utilizing it for exceeding the client’s expectations.
Employee Management
JOINING FORMALITIES
It is required to ensure that the details of your personal records be accurate at all times for all official purposes
and also to reach you immediately for any urgent communication.
You shall be required to acknowledge the induction checklist at the time of joining. Some of the important
aspects described in the checklist are given below.
You are required to,
➢ Provide complete information about your personal and professional details in the Employee Data
Card and hand over following documents – duly filled - to the Consultant HR.
• Bank account opening form IT Investment declaration form
• Background check form (if applicable)
• PF Nomination Form 2/ UAN – Form 11 (Mandatory)
• ESI Nomination Form 1 / TSIC ( Mandatory)
• Pan Card copy, Passport Copy or Aadhaar Copy(
Mandatory)
• EPFO Declaration Form 11 (New Process)
• Gratuity Form F
• NDA
• Anti-Harassment document
➢ Submit 10 passport size color photographs, two of which would be utilized to open your bank account,
two for the employee personal file. Based on client needs, a few more photographs would be required.
Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 6➢ We shall be opening an corporate savings account to which the salary shall be credited every month.
➢ Submit the photocopies of the following documents to the CMG- HR
1. Mark sheets of X, XII, UG, PG and any other education certificates.
2. Resignation/ Relieving document or proof from previous employer.
3. Last drawn Pay slip for the last 3 months
4. Residence Proof (Voters card, Passport, driving license etc)
5. Salary certificate
➢ You are required to furnish your original SSL certificate for verification. This will be return to you after
the verification process is completed.
FFI expects employees to promptly notify of any change in name, home address, telephone number, mobile
number, marital status or any other pertinent information, which may change, to the Customer support from
time to time.
EXIT / SEPARATION
By Employee
Your employment with us can be terminated by either party, by giving one-month’s prior notice, in writing. At
the discretion of the management, one month gross salary may be paid along with GST and / or other
applicable taxes to the Organization in lieu of the notice period. However, notwithstanding the notice period
mentioned herein, if you commit breach of the terms of this employment agreement, then the Organization
may terminate your employment with a day's notice
FFI shall confirm the release date as requested by the employee with his/her concerned client reporting
authority (PL/PM/client HR).
You are required to obtain a ‘No Due Form’ / ‘BA Clearance Form’ from the client / FFI indicating no dues and
surrendering of all client properties.
Upon receipt of confirmation from the client, the No Due form and on providing the required notice period, FFI
shall proceed to complete the separation formalities.
Relieving order will be issued only after submission of the following
• Health card
• FFI ID card (if applicable)
• Any other FFI assets
Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 7By Employer
FFI can terminate the contract of any consultant/associate/employee under any of the following (but not limited
to ) circumstances.
• Obtaining reports of unsatisfactory performance from the client. Conviction
by any criminal court for any offence involving moral turpitude.
• Involvement in any activity which adversely affects the confidentiality or secrecy of information
pertaining to client business or that of FFI.
• Damaging or destroying client’s property viz., data base, material, equipment and inappropriate use
of FFI or Clients’ communication system.
• Unauthorized or improper use of leave of absence, excessive or unauthorized absenteeism or
tardiness
• An employee cannot continue with service after the age of 58 years. On approval from the respective
stake holders (JMD/ AVP), it can be further increased to 60 years. The same is also applicable for
consultants who are individual professional service providers who come under the GST mode of
engagement.
WORKING SCHEDULE & COMPENSATION
Working Hours
You will work as per client’s time schedule and report to work on all regular working days. While it is
mandatory that you work for a given 9 -hr shift, it may be required, at times, that you put in additional hours,
based on project/assignment deadlines and requirements. Sometimes the client may require your presence
round the clock- seven days a week. This will be organized by the reporting authority in the client location and
you are expected to co-operate and work on weekly off days/holidays during exigencies of work. Under such
circumstances, Compensatory Off may be availed with the approval from the respective heads. Normally
employees work on a regular shift. If, for some reason, employees have to work on other shifts, the respective
reporting authority will communicate the changes in advance.
Attendance/Time sheet
Your salary payment is based on the attendance and the approval of Time sheets. FFI follows a timesheet
process for all its employees. A soft-copy of the timesheet format shall be mailed to your personal email id at
the time of your joining. You are required to mail the filled timesheet on the last working day of every week to
the FFI Customer Support. In case of any of the client’s TS needs to be filled up in the client portal, from time
to time and have it approved before the month end deadline date.
You have to send us the approved Timesheet (approved by your reporting authority), based on which the
salary for the month is processed. In the event that your timesheet does not reach FFI Customer Support by
the last working day of the month, your salary shall be kept on hold until such time that the timesheet is
received.
Holidays
FFI employees can enjoy the list of holidays declared by the client where they are deputed.
Doc No.: GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 8LEAVE POLICY
PURPOSE OF LEAVE
Leave is granted to employees with the good intention of providing rest, recuperation of health and for fulfilling
social obligations. This provides for a healthy and efficient staff for the company.
LEAVE YEAR AND APPLICABILITY
• Leave is not a matter of right
• Sanctioning of leave is at Management discretion based on exigencies of business or seriousness of
the case
• Leave year is from 1st April to 31st March
• Eligible leave is credited to the employees at the end of every month
The different types of leaves given under the policy are:
• Casual Leave (CL)
• Sick Leave (SL)
• Earned Leave/ Privilege Leave (EL)
• Maternity Leave (ML)
• Paternity Leave (PL)
Leave Applicability:
• The Leave policy is applicable for all employees of FFI as per the provision of respective states’ shops
and establishment act
• Employees who are appointed during the course of the year shall be entitled to the above leaves on
pro-rate basis
• Employees whose date of joining service falls between 1st to the 15th of a month are entitled to get the
leave credit for that month
• Employees whose date of joining service falls between 16th to the end of the month are not entitled for
the leave credit for that month
• If an employee is relieved on any day between 1st to 15th of a month, then he / she is not entitled for
leaves due for that month
• If an employee happens to leave on any day between 16th to the end of the month then he / she is
entitled for leaves due for that month
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 9Leave Entitlement:
S.No State CL/Month EL/Month SL/Month Remarks/exceptions
1 Andhra 1 1 1 3 EL Extra Credit after completion of 1 year
Pradesh
2 Assam 1 1 1 4 EL Extra Credit after completion of 1 year
3 Bihar 1 1.5 1 1 EL extra Credit after completion of 1 year
4 Chandigarh 0.5 1.5 0.5 1 CL and 1 SL Extra Credit after completion of 6
months
5 Chhattisgarh 1 2 0 6 EL extra credit after completion of 1 year & 2
CL extra after completion of 6 months
6 Delhi 0.5 1 0.5 3 EL Extra Credit after completion of 1 year
7 Goa 0.5 1 0.5 3 EL Extra Credit after 1 year and 3 SL Extra
Credit after 6 months
8 Gujarat 0.5 1.5 0.5 3 EL Extra Credit after 1 year & 1 SL and 1 CL
Extra Credit after 6 months
9 Haryana 0.5 1.5 0.5 1 SL & 1 CL Extra credit after 6 months
10 Himachal 0.5 1.5 0.5 1 EL extra Credit after completion of 1 year & 1
Pradesh SL and 1 CL extra after 6 months
11 Jammu and 1 2 0 6 EL extra credit after completion of 1 year & 2
Kashmir CL extra after completion of 6 months
12 Jharkhand 1 1.5 1 1 EL extra Credit after completion of 1 year
13 Karnataka 0 1.5 1 1 EL extra Credit after completion of 1 year
14 Kerala 1 1 1
15 Madhya 1 2 0 6 EL Extra Credit after 1 year and 2 CL Extra
Pradesh Credit after 6 months
16 Maharashtra 0.5 1.5 0.5 3 EL Extra Credit after 1 year and 1 CL& SL
Extra Credit after 6 months
17 Meghalaya 1 1 1 4 EL Extra Credit
18 Odisha 0 1.5 1 1 EL extra Credit after completion of 1 year and
3 SL Extra Credit after 6 months
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 1019 Punjab 0.5 1.5 0.5 1 CL and 1 SL Extra Credit after 6 months
20 Rajasthan 0 2 0 2 EL credit after completion of 1 year
21 Sikkim 1 1.5 1 2 EL Extra Credit after completion of 1 year
22 Tamil Nadu 1 1 1
23 Telangana 1 1 1 3 EL Extra Credit after completion of 1 year
24 Uttar Pradesh 0.5 1 1 3 EL Extra Credit after 1 year and 4 CL & 3 SL
Extra Credit after 6 months
25 Uttarakhand 0.5 1 1 3 EL Extra Credit after 1 year and 4 CL & 3 SL
Extra Credit after 6 months
26 West Bengal 0.5 1 1 2 EL Extra Credit after 1 year and 4 CL & 2 SL
Extra Credit after 6 months
Note: As per certain States policies, there are additional ELs, CLs, and SLs.
1. All Extra EL Credit across those states will be credited after completion of one year continuous
service
2. All Extra CL and SL Credit across those states will be credited after completion of 6 month services
CASUAL LEAVE
ELIGIBILITY
• All employees of FFI
• Casual leave is calculated for a period of one year (April to March)
Entitlement
• As per States’ shops and establishment act
• If CL extends beyond 2 days, then the excess days taken will be treated under LOP or Earned Leave
subject to the criteria defined for eligibility of EL
• CL remaining unutilized as on 31st March will lapse
• When leave is taken without prior sanction (under certain unavoidable circumstances), the absence
should be notified to the respective HR on the same day through phone
• Approved leave application should reach the HR department prior to the availment of the leave and
with the approval of the client reporting manager, in case of exigency the approved leave application
should reach HR within 2 working days of rejoining failing which it will be treated as Loss of Pay
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 11SICK LEAVE
ELIGIBILITY
• All employees of FFI
• Sick leave is calculated for a period of one year (April to March)
ENTITLEMENT
• As per States’ shops and establishment act
• A minimum of half SL can be availed & a maximum of whatever is required or whatever is available,
whichever is lesser
• If SL extends beyond 2 days, it has to be accompanied with a Doctor’s certificate failing which the
leave so availed will be treated as LOP
• Clubbing of CL & SL is strictly not allowed
• In case adequate number of SL is not available, the employee can club EL with it. If EL is also not
available, then it will be treated as LOP
• SL remaining unutilized as on 31st March will be lapsed
• Inability to attend office because of any sickness should be notified to the respective H. O. D’s on the
same day through phone/email
• Approved leave application should reach the HR department within 2 working days of reporting to
duty
PRIVILEGED LEAVE / EARNED LEAVE (EL)
Privileged leave is also known as “Earned leave”. As the name suggests, this leave is earned by the employees
while they serve the organization. These leaves are earned during the year and can be availed during the
subsequent year of joining.
ELIGIBILITY
• All employees of FFI from the date of joining
ENTITLEMENT
• As per States’ shops and establishment act
• Applicable for entitlement only after completion of 1 year or 240 working days of service with the
company
• EL can be availed only on prior approval
• Half day of EL cannot be taken
• EL remaining unutilized as on 31st March can be carried forward
• EL will be accumulated for a maximum days as per respective state policy
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 12• Accumulated EL at the rate of last basic pay drawn can be encashed only during final settlement in
case of release /resignation / retirement
• Any absence of more than the number of EL sanctioned will be treated as leave without pay
MATERNITY LEAVE (ML)
ELIGIBILITY
• All married female staff
ENTITLEMENT
• The female employee who has worked for not less than 80 days with the same employment, shall be
eligible for Maternity benefit of 26 weeks
• The amendment on maternity benefit period has been enhanced to 26 weeks and is applicable up to
two (2) children. The leave benefits shall remain the same of 12 weeks of leave with wages for more
than two (2) children. The maximum leaves prior to the expected date of delivery should not exceed
8 weeks or the employee can avail 26 weeks of leave immediately after the delivery
• The leave application, supported by a Certificate issued by a Registered Medical
Practitioner/gynecologist shall be presented before proceeding on Maternity Leave
• Weekly off days and holidays falling in between would also be counted as leave
• The child’s Birth Certificate shall be produced by the woman Employees concerned at the time of
joining duty after availing the Maternity Leave
• Maternity Leave for a period not exceeding six weeks may also be granted in case of miscarriage or
abortion provided the application for leave is supported by a Certificate from a Registered Medical
Practitioner
• If, because of any complication, leave has to be extended, it can be done but will fall under LOP
• The new clauses inserted vide the new Amendment of the Maternity Act will be followed as
applicable on case to case basis
PATERNITY LEAVE
Employees are eligible for Paternity leave of three days for the birth of the first two children
COMPENSATORY OFF
• If an employee is required to work on any important assignment on a National / Festival / Declared /
weekly off day, he is eligible for Compensatory off on any other working day
• Official approval is required from the client reporting manager / management to work on such
National / Festival / Declared / weekly off days. No compensatory offs will be entertained when
worked on these days without proper approval
• The compensatory off has to be availed within a period of one month from the date worked
• Compensatory off when not availed within the stipulated time period will lapse
• Only two days of compensatory offs can be combined and availed at a stretch
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 13PROCEDURE FOR APPLYING LEAVE
The available leave balance is to be checked and prior approval / proper approval to be obtained from the
client reporting manager and respective HR of FFI. The client reporting manager and FFI HR is authorized to
either grant or disapprove the leave on valid grounds. The approved leave will be treated by FFI HR for
recordings and subsequent processing.
ABSENCE FROM DUTY
1. When an employee takes off from duty without prior leave approval or without proper
intimation under certain unavoidable circumstances, then those day/days will be treated as
absence from duty.
2. The days of absence will be treated under Loss of Pay.
3. If an employee is absent from duty continuously for more than 7 days (including any National /
Festival / Declared / weekly off days which may fall in-between), an official correspondence
from the HR department will be sent to him asking to report to duty and to provide explanation
for his absence.
4. Based on the enquiry any action deemed fit will/would be taken by the management.
If there were no response from the employee within the stipulated time mentioned in official correspondence, it
would be assumed that the employee has withdrawn his service from the company on his own accord and
recorded accordingly.
SALARY PAYMENT AND BANK CREDITS
The salary date is the 7th of every following month. Salary may be credited earlier than
the 7 th. In such cases the credit shall be communicated through email. It shall never be later than
the 7th. The salary is credited in your corporate savings bank account and the salary slip is updated in our FFI
Portal and the same can be downloaded using the login details that will be provided to you, by us. We
recommend that you download and print a copy of your Payslip for any future reference.
In addition, for any support regarding salary, leaves, PF, ESI, Insurance, etc., we have a Central
Payroll and Compliance Support Team. Any queries regarding or within the purview of these areas
will be attended to by them through the FFI beehive or mails or direct calls. The coordinates are
mentioned below:
Beehive link: https://focusinfotech.com//login (kindly use your credentials to login)
Email id: pc.support@focusite.com
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 14PERFORMANCE APPRAISAL Appraisal will be purely on performance basis and to the appraised by the client and his/her feedback about the consultant. Secondly, it is discretion and the decision of the Organization / employer which reserves the right to hold/postpone the appraisal. Employee Benefits MEDICAL INSURANCE The insurance is provided to all Employees, subject to terms and conditions. The sum assured is Rs.100000/-. Even if the expenses are greater than the limit, only Rs. 100000 will be reimbursed. It pays all expenses such as room/boarding expenses, Nursing expenses, Surgeon fee, Specialists fee, all in-patient expenses for the treatment including cost of pacemaker, artificial limbs & cost of organs. This can be availed as a cashless facility, with the help of your Mediclaim card. This will operate only for self. Spouses and dependants will not be covered. In case of claim, a preliminary notice of claim with particulars relating to name of the insured person, nature of illness / injury and name and address of the hospital / nursing home should be forwarded to CMG - HR within 5 days from the date of hospitalization. The final claim along with the hospital receipted bills / cash memos should be submitted to CMG - HR within 15 days from the date of discharge from the hospital / nursing home The insurance is available to Employees for 12 months, and thereafter subject to renewal. The cover for new joinees during the month will be effective from 1st of the following month. Expenses related to any pre-existing disease / injury mean any disease / injury which existed prior to the effective date will not be covered by this policy. This exclusion will also apply to any complications arising from pre existing ailments / diseases / injuries. The policy doesn't cover AIDS/HIV virus infected, maternity and child birth related claims. No routine dental and eye related problems are covered. No coverage of circumcision, cosmetic surgery, vaccination, inoculation or change of life or cosmetic or of aesthetic treatment of any description, plastic surgery other than as may be necessitated due to an accident or as a part of any illness. No naturopathy treatment is covered but homeopathic, Unani and Ayurvedic treatments are covered. PRE-HOSPITALISATION: Relevant medical expenses incurred during the period up to 30 days prior to hospitalisation on disease/ illness/ injury sustained will be considered as part of claim. POST-HOSPITALISATION: Relevant medical expenses incurred for the period of 60 days after hospitalisation on disease/illness/injury sustained will be considered as part of claim mentioned. Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 15
The insurance covers only hospitalization ( for at least 24hours) expenses in any hospital or nursing home which is registered as hospital or nursing home with the local authorities. There are nominated hospitals in which cashless treatments are allowed. If any employee prefers to take treatment outside the listed hospitals, then they can get the cost reimbursed upto the maximum limits. Any treatment outside the listed hospital shall be taken only if the hospital has 24 hrs physicians, operation theatre, min 15 beds which shall satisfy the requirements of the insurance company. If the employee leaves the company during the period of policy, the cover will cease to exist from the date of separation. ACCIDENTAL BENEFIT Every employee is now insured for Rs.200000/-, in the unfortunate event of an Accidental Death, on the job. Accidental Death :- 100% of Sum Insurance Permanent Total Disability :- Loss of Both eyes or 1 limb & 1 eye then the cover would be for 100% of Sum Insurance, Loss of One Eye & One Limb then the cover would be for 50% of Sum Insurance Permanent Partial Disability :- Parts of the body is covered as per the attached chart. Temporary Total Disability :- (Weekly Benefit- 1% of Sum Insured subject to a maximum of INR 5,000 for 104 weeks in any case not exceeding 25% of the Monthly Salary.) In the unfortunate event of an accident, the Group Mediclaim facility can be used. it would be far better, to pay the expenses incurred and claim all the accident insurance benefits, mentioned above, as a reimbursement. However, please note that in the event of an accident, information should be sent to FFI within 24 hours. LIFE INSURANCE All the Employees shall join the scheme. On the entry date, the assurance shall be effected on the life of each member for a maximum cover of 6,02,000/- Employees Deposit Linked Insurance Scheme and additional for Rs.1,00,000/- from Group Term Life Insurance, based on terms and conditions. The sum assured under the assurance shall become payable only in the event of death of the member whilst in service, prior to the terminal date. SALARY ADVANCEMENT In case of exigencies, salary payment can be advanced by a maximum of 10 days only after prior approval from the CMG- HR head. BENCH PAY When you are released by the client due to contract closure, interview(s) will be scheduled in different locations for sourcing you to other client(s) or other project(s) with the same client. You would be eligible for a bench pay of maximum 15 calendar days of the monthly Basic only when you clear an interview and report to Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 16
the client on the required date. REFERRAL SCHEME FFI is glad to extend its wings within and gain focus of an extended audience of friends, thus you can earn more loyalty reward points. Deductions EMPLOYEE PROVIDENT FUND Employees falling under the Provident fund scheme, will be covered under the “EMPLOYEES’ PROVIDENT FUND SCHEME, 1952” and the “EMPLOYEES’ PENSION SCHEME, 1995”. The employee’s contribution to the above mentioned schemes, at a rate of 12% of the Basic wages or as prescribed by the PF rules EMPLOYEE STATE INSURANCE An employee whose Gross Salary is less than Rs.21000/- per month is covered under the “THE EMPLOYEES’ STATE INSURANCE ACT, 1948”. Under this scheme, the Employee's contribution at a rate of 0.75% of the Gross Salary and the employer's contribution at a rate of 3.25% of Gross Salary will be deducted from the CTC and remitted to the Employee State Insurance Corporation. PROFESSIONAL TAX As per the “TAX ON PROFESSION, TRADE, CALLING AND EMPLOYMENT RULES” established by various State Governments, every person who is engaged actively in any profession or employment should pay the Professional Tax. Professional Tax will be deducted on Gross Salary as per the slab prevailing in the respective states. INCOME TAX TDS on Salary In the light of Employer's obligation to deduct Tax at source, it is imperative that suitable documentary proof is made available for rebates/ exemptions, to ensure that there is compliance with the Law of the Land. Kindly note that all the exemptions proposed to be claimed for the financial year has to be declared in the investment declaration form and submitted to the Customer Support within the first week of reporting to work. Based on the declarations received, tax will be computed accordingly and deduction shall be made from the monthly salary. All the proof of savings/investments should be submitted within the first week of January. For the personnel who have joined during the mid of the Financial year (i.e. between April YY to March YY), have to submit the Form 16 or Form 12B (computation of Income) from the previous employer for the period Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 17
worked and the same has to be taken for computing tax for this financial year. In the absence of the Form 16 or Form 12B from the previous employer, tax will be calculated construing the salary from April onwards in FFI. The declaration form will not be accepted without obtaining the correct Permanent Account Number (PAN). FFI Corporate Policies FFI has been constituted and evolved on strong principles that frame the culture and value of the organisation. The principles are translated into standard policies, and are percolated to each and every employee. These policies provide a broad guideline on the prescribed conduct, and have been formulated for the benefit of the employee, society and organization. The policies are mentioned in brief in the Employee Handbook. All Focusites will be briefed about the policies during Induction. Certain policies mandated by the clients shall be applicable to the employees deputed at the respective work sites. NON-DISCRIMINATION Gender Diversity & Inclusivity Statement of Intent & Guidelines The Gender Inclusivity policy of FFI is a value statement giving not only direction for the organization in practice, but also holds the organization accountable. It also comes from the understanding that, inequality between men and women exists and it is manifested in discrimination against women in different forms. To whatever extent, one might be sensitive; it needs conscious and continuous efforts to achieve a balanced environment both at organizational level and also in work with the partners at field level. Framing a Gender policy is a commitment towards those efforts. The overall effort is to provide an enabling environment for women within the organization, various partners and the communities with whom we are working and strengthen the gender sensitivity among all. FFI’s Organizational Values on Gender Diversity and Inclusivity Equity: Being sensitive and committed to reduce all forms of discrimination with focus on the employee regardless of sex, colour, religion or status Participatory processes: Having faith in People capacities and their institutions Accountability: Accountability with transparency Collaboration: Developing synergies through networking Team work: Striving for quality, innovation and diversity Values we value: Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 18
• Striving for success and quality • Innovation • Diversity Objectives of FFI’s Gender Inclusivity Policy To explicitly state the organizational commitment towards gender inclusivity To provide a direction towards building gender inclusivity related agenda To provide a framework for effectively integrating gender concerns into the organizational agenda and policy domain To create equal opportunities and a conducive environment for women and men at work place To promote equal representation and participation of women in decision making at the professional/ programmatic and administrative levels Elements of Gender Policy FFI understands that gender refers to the attributes and opportunities associated with being male and female and the socio-cultural relationships between women and men. These attributes, opportunities and relationships are socially constructed and are learned through socialization processes. They are context specific and changeable. In most societies there are differences and inequalities between women and men in activities undertaken, access to and control over resources as well as decision-making opportunities. Gender is part of the broader socio-cultural context, which also takes into consideration factors such as class, race, economic status, ethnic group and age. FFI adopts the gender inclusive perspective, which means focusing on both women and men and their relationships with each other and resources. In addition, it means working with a global perspective that allows for and appreciates regional diversity. The organization aims at mainstreaming gender by creating an enabling working environment that in turn attracts and helps to a retain gender sensitive team. Since FFI’s core business centres on the Human Resource, FFI is working to strengthen the Human resources management practices to secure, enhance the quality of the professional and personal life of its employees, partners and community in general. This means achieving a better analysis of patterns of use, knowledge and skills regarding conservation and sustainable use of human resources. Only with a gender perspective can a complete picture of human relationships and ecosystems be built up. The gender policy is an integral part of all FFI’s organizational policies, programs and projects and involves building a culture that understands the issues and policies, which respect diversity and gender, related concerns. A mere statement of policy and objectives does not ensure the concerns relating to addressing the gender. Towards achieving the above objectives, clear indicators need to be defined to evaluate and assess the organization’s commitment towards gender equity and inclusivity on a periodic basis. CODE OF CONDUCT Every employee of the company is encouraged to have pride of workmanship and is motivated to contribute conscientiously to the corporate goals. You are, at all times, expected to maintain absolute integrity and devotion to the work assigned and conduct in a manner conducive to the best interest of the company and shall not commit any act which is unbecoming to Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 19
the interest of the company.
You shall be punctual in reporting for duty, attending meetings and appointments and you are requested to
pay attention to personal hygiene and appearance.
Employees working at client place would be subject to the Ethical and Grievance policies and the redressal as
is applicable at the client place.
Confidentiality
You will have to maintain confidentiality associated with your work and breach of this will attract very stern,
disciplinary action. In the course of your tenure with FFI, you may come across information that is perceptive
in nature. Such information would include adaptation or variation of designs, drawings, process, methods,
material specifications, business plans, commercial or technical information of the company, or its customers,
associates and prospects. You should treat such information with confidentiality and should not disclose to or
discuss the same with anyone in the company or outside, for gain or otherwise. In precise instances, on the
persistence of the company’s clients, you will be asked to sign an additional Intellectual Property Rights (IPR)
agreement as specified by the customer.
In addition to the client place code of conduct and Ethical policy, certain basic guidelines have been
prescribed by FFI.
FFI will not tolerate sexual advances, actions or comments, racial or religious slurs or jokes, or any other
comments or conduct that, in the judgment of FFI management, creates, encourages or permits an offensive
or intimidating work environment.
Other prohibited conduct, because of its adverse impact on the work environment, includes:
• Threats or violent behaviour
• Possession of weapons of any type
• Use of recording devices, including cell phone cameras and web cameras, except as authorized by
management
• Use, distribution, sale or possession of illegal drugs or any other controlled substance, except for
approved medical purposes
• Being under the influence of illegal drugs, controlled substances used for non-medical purposes, or
alcoholic beverages in the workplace
If FFI or client management finds that your conduct on or off the job adversely affects your performance, that
of other employees, or client’s legitimate business interests, you will be subject to disciplinary action.
During such escalations the disciplinary committee would investigate on the issue to understand the gravity of
the issue and impact due to unprofessional act. Depending on the impact the disciplinary action is subject to
vary between issuing a warning or temporary suspension or termination. FFI would not endure any employee
more than three warning memos, which could also lead to termination.
The Chairman and Members of the Grievance and Disciplinary Committee are as follows:
1. Managing Director - Chairman
2. Vice President – Quality - Member
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 203. Senior Manager – HR - Member
GRIEVANCE HANDLING
Any unpleasant or inequitable experience due to any form of harassment or discrimination or unethical
or unprofessional or unfair treatment would constitute grievance. FFI is committed to address any discontent
or concern of its employees during the tenure with the organisation. FFI encourages its associates to disclose
and express such experience to take appropriate action and ensure healthy work environment.
Procedure
• Any FFI employee may discuss the grievance over mail or call with your concerned HR.
• At anytime if an associate feels insecure or uncomfortable to discuss the issue with the concerned HR
or if the HR fails to respond, the issue can be escalated to the next level through an email to
egrc@focusite.com
• The complaint will be handled within two days of receipt of the grievance. The concerned HR or the
grievance committee is committed to respond within two working days with a concrete investigation
• All information will be kept strictly confidential and any information pertaining to the issue would always
be maintained at highest degree of secrecy
ANTI-HARASSMENT POLICY
The Company policy prohibits harassment of any kind, including harassment based on pregnancy, childbirth or
related medical conditions, race, religious creed, colour, sex, gender identity, national origin or ancestry,
physical or mental disability, medical condition, marital status, age, sexual orientation, or any other basis
protected by federal, state, or local law or ordinance or regulation. All such harassment is unlawful. The
Company’s antidiscrimination and anti-harassment policy applies to all employees of the organization and
prohibits harassment by any employee towards other FFI employees including supervisors, outside vendors,
and clients. It also prohibits discrimination or harassment based on the perception that anyone has any of
those characteristics, or is associated with a person who has or is perceived as having any of those
characteristics.
Employees shall comply with the Anti-harassment policy defined and that is applicable to the respective work
site where they are deputed to work.
HEALTH & SAFETY
All the FFI employees are expected to be aware and comply with the health and safety guidelines applicable
to the respective work site where the employees are deputed to work.
Each employee is encouraged to play a vital and responsible role in maintaining a safe and healthy workplace
through:
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 21• Being involved in the workplace health and safety system.
• Knowing the right safety procedures and why they exist.
• Ensuring all accidents and incidents are reported.
• Helping new employees, trainees and visitors to the workplace understand
• Reporting any pain or discomfort as soon as possible.
INTERNET USAGE POLICY
Overview
This Internet Usage Policy applies to all employees of Future Focus Infotech Pvt Ltd.,(FFI) deputed at any of
the client site / P., who have access to the FFI’s client computers and the Internet to be used in the
performance of their work. Use of the Internet by employees of FFI is permitted and encouraged where such
use supports the goals and objectives of the client’s business. However, access to the Internet through FFI’s
Client is a privilege and all employees must adhere to the policies concerning Computer, Email and Internet
usage. Violation of these policies could result in disciplinary and/or legal action leading up to and including
termination of employment. Employees may also be held personally liable for damages caused by any
violations of this policy. All employees having access to FFI’s client network are required to acknowledge
receipt and confirm that they have understood and agree to abide by the rules hereunder.
Computer, email and internet usage
• Company employees are expected to use the Internet responsibly and productively. Internet access is
limited to job-related activities only and personal use is not permitted
• Job-related activities include research and educational tasks that may be found via the Internet that
would help in an employee's role
• All Internet data that is composed, transmitted and/or received by FFI’s client computer systems is
considered to belong to FFI’s client and is recognized as part of its official data. It is therefore subject
to disclosure for legal reasons or to other appropriate third parties
• The equipment, services and technology used to access the Internet are the property of FFI’s client
and the company reserves the right to monitor Internet traffic and monitor and access data that is
composed, sent or received through its online connections
• Emails sent via the company email system should not contain content that is deemed to be offensive.
This includes, though is not restricted to, the use of vulgar or harassing language/images
• All sites and downloads may be monitored and/or blocked by FFI’s client if they are deemed to be
harmful and/or not productive to business
• The installation of software such as instant messaging technology is strictly prohibited
Unacceptable use of the internet by employees includes, but is not limited to
• Sending or posting discriminatory, harassing, or threatening messages or images, chain letters,
solicitations, or advertisements not related to business purposes or activities on the Internet or via
FFI’s client email service
• Using computers to perpetrate any form of fraud, and/or software, film or music piracy
• Stealing, using, or disclosing someone else's password without authorization
• Downloading, copying or pirating software and electronic files that are un-authorized or copyrighted
• Sharing confidential material, trade secrets, or proprietary information outside of the client organization
• Hacking into unauthorized websites
• Sending or posting information that is defamatory to the company, its products/services, colleagues
and/or customers
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 22• Introducing malicious software onto the company network and/or jeopardizing the security of the
organization's electronic communications systems
• Passing off personal views as representing those of the organization
If an employee is unsure about what constituted acceptable Internet usage, then he/she shall ask his/her
supervisor for further guidance and clarification. Any user violating these policies is subject to disciplinary
actions deemed appropriate by FFI & FFI’s client.
I understand and will abide by this Internet Usage Policy. I further understand that should I commit any
violation of this policy, my access privileges may be revoked, disciplinary action and/or appropriate legal action
may be taken.
OUR EXPECTATIONS FROM YOU
As Employees, we honour certain commitments towards the organization:
Commitment towards achieving business objectives
Continuous enhancement of skills and ability.
Abide by organizational policy/ norms.
To uphold and foster organizational values.
To honour the concept of mutual growth.
To function effectively as a team.
Carry personal and job esteem.
FFI looks forward to achieve ambitious goals and grow to great heights with its employees. We emphasis that
our strength and success lies in the ability and commitment of our employees.
Doc No.:GDL/OB-001 Version No.:1.6 Release Date: 11-01-2021 Page 23HR SUPPORT
You are free to call us or mail us at any of the numbers/ mail id given below for any support, query and
clarification that you may require from FFI.
HEADQUARTERS:
Future Focus Infotech Pvt. Ltd.
No.3, 2nd Street
Haddows Road
Chennai – 600 006
Tel:(044) 43931900
FFI Chennai FFI Bangalore FFI Hyderabad FFI Mumbai
Future Focus Infotech Future Focus Future Focus Infotech Pvt. Ltd. Future Focus
Pvt. Ltd. Infotech Pvt. Ltd. 1-10-72, Ashoka Janardhana Chambers, Infotech Pvt. Ltd.
No:169, Old No:62/1, No. 32, Brigade 06th Floor, Begumpet, Hyderabad 500016 102, 1st Floor,
Habibullah Road, Road cmg.hyd@focusite.Com Sheraton Heights
T.Nagar, Chennai - Bangalore – 560 Above Maru General
600 017 001 Stores Charat Singh
Colony
Tel: (080) 2532 Andheri - Kurla Road
cmg.chn@focusite.Co 1672 / 2558 2903 Chakala, Andheri
m cmg.blr@focusite.C (East)
om Mumbai - 400093
cmg.blr2@focusite.c
om Tel: (022) 2820 7185
/ 2820 7186
cmg.mum@focusite.
com
FFI Pune FFI Delhi FFI Kolkata FFI FFI Kochi
Bhubaneshwar
Future Focus Infotech Future Focus Future Focus Future Focus
Pvt. Ltd. Infotech Pvt. Ltd. Infotech Pvt. Ltd. Room No. 14, 3rd Infotech Pvt. Ltd
Unit No - 1, Building - No-25, 2nd Unit#212, 2nd Floor, 2nd Floor, 964/E6
A, Floor, Nidhi Plaza, Floor, BG-12, Stock Exchange KP Building, SC
DEW DROP VILLA’, G Action Area 1B, Bhavan, P2,Jaydev Bose Road
Block, Community Terminus Vihar,
Survey No. 672/7/1, Ponnurunni, Vyttila
Center, Near PVR Building, New Chandrashekharpur
CTS NO - 852, P.O
Complex, Town, Rajarhat, Bhubaneswar,
Opp. Canara Bank, Kolkata-700156. Kolkata 751023 Kochi,
Vikaspuri, New
Bibvewadi, Pune – Tel:(033) 6626 cmg.bbs@focusite.c Kerala - 682019
Delhi - 110018
411037 7901 om
Tel: (011)
Tel: (020) 6401 0873 28547794 cmg.kol@focusite.c Tel : 0484 – 4000164
cmg.pune@focusite. cmg.del@focusite.c om cmg.koc@focusite.co
com om m
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