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INDEX

Sl. No. Subject Page No. 1 Introduction 4

2 Vision 5

3 Mission 6

4 Core Values 7

5 Organization Chart 8 - 9

6 Confidentiality 10

7 Code of Conduct 11

8 Non-Disclosure Agreement 12

9 Definitions 13-14

10 Classification of Employees 15

11 Engagements, Transfers/ Redeployment 16-19

11.1 Joining Formalities

11.2 Identity Card

11.3 Airport Entry Pass

11.4 Probation

11.5 Orientation

11.6 Commencement of Probation for confirmation

11.7 Probationary Performance Appraisal

11.8 Confirmation

11.9 Training

11.10 Transfer/ Redeployment

12 Search, Hours of work, Rest Interval etc. 20 - 21

12.1 Working Hours

12.2 Break & Interval Hours

12.3 Working Week

12.4 Attendance

12.5 Late Attendance

13 Emoluments & Other Benefits 22 - 23

13.1 Bank Account Opening

13.2 Salary Disbursement

13.3 Overtime

13.4 Provident Fund

13.5 Employee’s State Insurance Corporation

13.6 Gratuity Scheme

13.7 Medical Insurance

13.8 Medical in the case of accident

13.9 Statutory Deductions

14 Annual Performance Review 24

15 Leave 25 – 26

15.1 Types of Leave Admissible

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15.2 General conditions for availing leave

15.3 Casual Leave

15.4 Sick Leave

15.5 Privilege Leave

15.6 Accident & Disability Leave

15.7 Maternity Leave

15.8 Public Holidays

16 Email Policy 27 – 31

16 Travel 32

16.1 Travel Eligibility

16.2 Travel Expense Claim

17 Severance 33 – 35

17.1 Return of Company’s Property

17.2 Exit Interview

17.3 Certificate of service

18 Uniform Policy 36- 39

18.1 Uniforms

18.2 Uniform Entitlement

18.3 Uniform Deposit

19 Work Accidents – Notification of serious accidents 40 – 42

20 Employee Relations 43

21 Employee Grievances 43 - 44

22 Discipline & Code of conduct 45 – 46

23 Misconduct 47 – 50

24 Rules of conduct & Disciplinary Procedure 51 – 53

25 Closing Down the offices 54 – 55

26 Jurisdiction 55

27 Savings 55

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1. INTRODUCTION

• This Employee Handbook has been prepared as a ready reference of the policies

and procedures of Air India SATS Airport Services Pvt. Ltd.

• All employees of AISATS are expected to abide by all the policies and

procedures presented in the handbook.

• The terms and provisions of these policies and procedures will be renewed from

time to time and any changes made will be intimated by way of notifications. All

employees are responsible for keeping themselves informed of such changes.

• The handbook is meant strictly for internal use. The contents of the handbook are

solely intended as a guide. The language used and the information contained in

this Hand book is supplementary to and will not override the Terms of

engagement between the Company and any of its employees.

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2. VISION

Air India SATS is the premier airport services company in India.

We are driven by our passions to provide world class airport

services in ground and cargo handling that exceed customers’

expectations.

Our employees, partners and associates are able to perform to

their full potential, creating sustainable values to the

stakeholders.

Air India SATS recognizes and honours its social and

environment responsibilities in the localities where it operates.

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3. MISSION

Air India SATS aims to be the best handling agent

in India and the regions

providing world class airport ground

and cargo handling services,

giving value to its stakeholders.

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4. OUR CORE VALUES

Safety and Security:

We regard safety and security as the most important aspects of all our operations. We

maintain and adopt practices that promote the safety and security of our staff,

passengers and customers.

Pursuit of Excellence:

We strive for the highest professional standards in our work and aim to be the best in all

we do.

Customer First:

Our customers are foremost in our minds all the time. We make the extra efforts to

exceed their expectations.

Concern For Staff:

We value our staff and care for their well-being. We treat them with respect and dignity

and seek to provide them with appropriate training and development so that they can

lead fulfilling careers.

Integrity:

We strive for fairness in all our business and work relationships.

Teamwork:

We work with pride as a global team to achieve success together.

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5. CONFIDENTIALITY

The employee shall undertake to maintain the strictest secrecy concerning the activities

of the Company. The employee shall not publish or cause to be published any article,

book, photograph, letter or give any interview or broadcast or deliver any lecture or

speech on any matter which concerns your duties or business of the Company without

prior permission from the Company obtained in writing. The employee shall keep

confidential all communication and processes made through the IT equipment of the

Company including the password generated for this purpose.

• The employee acknowledges that, during the term of employment with the

Company, have access to and become familiar with various trade secrets and

confidential or business information of the Company and its operations,

organization, business, property, processes, finances, transactions and affairs.

• Therefore, the employee shall not, during or after the term of engagement with the

Company, disclose to any third party any such trade secrets or confidential

business information, directly or indirectly, or modify or use them in any way for

their own purposes or for any purposes other than those of the Company in the

course of performing your duties, The employee shall not copy, extract or

translate, remove or delete any documents or papers containing or relating to

such trade secrets or confidential or business information except as authorized or

required by your duties as an employee of the Company.

• If there is any breach of the terms with regard to confidentiality, the Company shall

have the right to terminate your engagement at any time in writing without notice

and shall be entitled to damages

• In addition to the provisions of this clause, confidentiality obligations towards the

Company shall be governed by the terms and conditions of the Individual Non-

Disclosure Agreement.

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6. CODE OF CONDUCT

• Every employee of the Company shall at all times maintain absolute integrity and

devotion to duty and conduct himself in a manner conducive to the best interest,

credit and prestige of the Company. An employee must always report to work in

company issued Uniform.

• An employee whether on leave or in active service shall not, without the previous

sanction of the Company take part in the promotion, registration or management

of any commercial enterprise.

• No employee shall, except in accordance with any general or special order of the

Company or in the performance of good faith of the duties assigned to him,

communicate directly any official documents or information to any Company

employee or any other person to whom he is not authorized to communicate

such documents or information.

• No employee shall except with the previous written approval of the Chief Executive

Officer of the Company, in his own name or in the name of any other person:

1. own wholly or in part, or conduct, or participate in the editing or managing

of any newspaper or other publications, or Participate in any radio

broadcast or contribute any article to any newspaper or other publication.

Provided that no such approval shall be required if such broadcast or contribution is of a

purely literary, artistic or scientific character or is made in the bona fide discharge of the

employee’s duties.

• No employee shall, except with the previous sanction of the Senior Vice President

of the Company, give evidence in connection with any inquiry conducted by any

persons, committee or authority.

• All employees have to abide by the code of conduct under the AISATS Airport

Services PVT.LTD.

• An employee must not accept gifts of any kind from external parties. If the gifts are

for the company, the employee must immediately surrender it to HOD

(HR/Admin) or the HR/Admin department.

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7. NON DISCLOSURE AGREEMENT

Recognition of AI SATS JVC’ Rights

At all times during my employment with AI SATS and thereafter, the employee will hold

in strictest confidence and will not disclose, use, lecture upon or publish any of the AI

SATS JVC’ Proprietary Information (defined below), except as such disclosure, use or

publication may be required in connection with work for the AI SATS JVC, or unless an

officer of AI SATS JVC expressly authorizes such in writing. The employee will obtain AI

SATS JVC written approval before publishing or submitting for publication any material

(written, verbal, or otherwise) that relates to my work at AI SATS JVC and/or

incorporates any Proprietary Information.

The employee hereby assigns to AI SATS JVC any rights that he/ she may have or

acquire in such Proprietary Information and recognize that all Proprietary Information

shall be the sole property of AI SATS JVC and its assigns.

Any Third Party Information will maintain the confidentiality of such information and to

use it only for certain limited purposes.

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8. DEFINITIONS

(a) COMPANY

Company shall mean M/s AIR INDIA SATS AIRPORT SERVICES PVT. LTD., having its Corporate Office in Mumbai and operations at Bangalore, Delhi, Hyderabad, Mangalore and Trivandrum and any other station from where it operates.

(b) EMPLOYER

Employer means the CEO of M/s Air India SATS Airport Services Pvt. Ltd. or any other Manager/ Business Head/ Manager/ Officer to whom the powers and functions may be authorized in this behalf to act on his/ their behalf or on behalf of the Company from time to time. Wherever the expression “Management “is used, it shall mean the Employer.

(c) EMPLOYEE

“Employee” means a “Workman” as defined under the Industrial Employment (Standing Orders) Act, 1946, “Employee” in the content of these Standing Orders (and their usage) is a term synonymous with the term “Workman” as defined here. The Workmen shall have the meaning as defined under sub – section (s) of Section 2 of the I. D. Act, 1947.

(d) NOTE

Word denoting the masculine gender shall be read to include the feminine gender also unless otherwise specifically stated. Words denoting singular number shall be read to include the plural number and vice versa.

(e) ESTABLISHMENT

Establishment means any Buildings, Service Centers, Warehouse, Store room, Registered Office, Regional and Administrative Office as well as vacant spaces located within the establishment, Branches in India and all premises from which operate in course of their business.

(f) FAMILY

In case of a male employee, his wife, his unmarried dependent children not exceeding the age of 18 years and in case of a female employer, her husband and her unmarried dependent children not exceeding age of 18 years.

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(g) TRANSFER Movement of an employee from one place of work to another place except on temporary duty.

(h) PAY Basic Pay, i.e. emoluments excluding allowances and benefits.

(i) EMOLUMETNTS Total money paid to the employee by the company towards services rendered by the employee.

(j) SALARY

Monetary remuneration computed on hourly, daily, weekly, or piece work basis. A fixed weekly or monthly wage is usually called a salary.

(k) STIPEND

Stipend is a fixed lump sum payment.

(l) FINANCIAL/ ACCOUNTING YEAR

1st April to 31st March

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9. CLASSIFICATION OF EMPLOYEES

1. ENGAGED EMPLOYEE

An “Employee” is one who has been engaged for a period of not less than 3 years and such is confirmed by an engagement of employment in writing either at the commencement of employment or confirmation after probation, in the same or any other occupation in the service of the company. An engaged employee can be either engaged on a full time basis or on part time basis as per the needs of the business.

2. PROBATIONER

“Probationer” is an employee who is provisionally employed to fill a vacancy in a post and has not completed the probationary period. He shall be engaged in a probationary capacity for a period of 6 months or 12 months depending on the grade he is recruited in to evaluate his performance. On satisfactorily completing such time he shall be confirmed in a time position in writing or further extension of not more than 3 months. If the performance has not been found satisfactory after extension of 3 months, the services will stand terminated.

3. TEMPORARY “Temporary” employee is appointed for a limited and stated period of time to suit the needs of the business which is temporary nature. Further, working temporarily for the company will not entitle the employee to demand engagement in the post and is liable to be terminated at any time.

4. TRAINEE

“Trainee” means a learner who has been admitted for training, under a bond or otherwise, and who may or may not be paid any stipend/ allowance during the period of such learning; provided he endures such a position, subject to his good conduct, behavior and the skills necessary to do the job sought to be learnt. The Company on no account shall be under any obligation whatsoever to provide him a job/ employment on the completion of his training period.

5. APPRENTICE “Apprentice” is one who is employed under the Apprenticeship Act, 1964 (Act No. 52 of 1961). 6. INTERNS

Intern means a learner undergoing Industrial exposure for academic purpose.

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10. ENGAGEMENTS, TRANFERS/ REDEPLOYMENT

The number and designation of posts in the various categories and scales shall

be determined by the Company from time to time.

Engagements to various posts shall be made by the Company by promotion or

direct recruitment or by deputation from Air India or SATS in accordance with

such conditions as the Company may determine from time to time.

The period of Engagement in all the cases is determined by the Company on

individual basis and may differ from one employee to other even in the same

grade or pay scale.

No person shall be engaged to a post without Medical Certificate in a prescribed form from a Medical Officer notified by the Company and that Medical Certificate must be forwarded to the HR Department of the Company. The Management also reserves the right to request a medical examination at any time during the course of employment.

If an employee is found by the Doctor to be unfit medically in performing his/ her duties or is suffering from a contagious disease or is declared medically unfit, it will be open to the company to send the employee on leave on his own and if he does not have any leave to his credit, on loss of pay. On the expiry of such leave, if he is not cured and declared unfit for work, the company may terminate his services on account of continued illness.

The engagement is subject to the verification of antecedents and character

testimonials. The information provided to the Company would be subject to

verification by the company and in case of any discrepancy or falsehood which

comes to the knowledge of the company, the service shall be terminated without

notice, also be subjected to further penal action as warranted.

a. JOINING FORMALITIES

Candidates on being found suitable for engagement in the Company are required to submit the following documents for verification.

All Originals & Attested Copies of:

Certificates (Marks Cards, Certificates, Caste Certificates, PAN Card, Passport or Police Verification Certificate etc.) which is mentioned in their Resume.

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5 Passport Size and 5 Stamp Size Photographs with white Background.

05 Attested Copies of police Verification from Superintendent of police / Commissioner of police or passport issued two years prior to being appointed in the Company.

Previous Company Experience Letter and Relieving Letter. Original plus one set attested copies (If Applicable).

Medical Fitness Report.

11.2 IDENTITY CARD

For identification and security, all employees will be issued the Company identity card. Employees required to work in operational areas and as per requirement of the Company will be issued Airport Entry pass (AEP) at the time of being engaged which is to be displayed at all times in the Company and Airport premises.

Loss of Identity card must be reported to the HRD immediately, along with a police report.

Duplicate will be issued with a charge of Rs. 150/-

In case of loss of AEP, duplicate will be issued with a charge of Rs. 500/- and the employee will have to follow the procedure laid by BCAS.

11.3 AIRPORT ENTRY PASS

If the place of work is within the airport premise which is a restricted area, i.e. controlled/

regulated by BCAS upon police verification etc., and issue of Airport Entry Pass (AEP),

it is clarified that the engagement with AISATS shall be subject to AEP being issued and

renewed by the appropriate authorities.

11.4 PROBATION

An employee engaged in or promoted to a vacancy in the grade G1 and G2 shall,

before his/ her confirmation in the post, be required to undergo probation for

Three months and G3 to G5 before his/ her confirmation in the post, he is

required to undergo probation for Six months in the initial stage provided that

the stipulated period of probation may be reduced by the Authorized person for

reasons to be recorded in writing. The Company may however, extend the period

of probation for reasons to be recorded in writing subject to the condition that the

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total period of probation of any employee shall not exceed Nine months including

the initial period of probation.

An employee engaged in or promoted to a permanent vacancy in the grade E1 &

above shall, before his/ her confirmation in the post, be required to undergo

probation for Twelve months in the initial stage provided that the stipulated

period of probation may be reduced by the Authorized person for reasons to be

recorded in writing. The Company may however, extend the period of probation

for reasons to be recorded in writing subject to the condition that the total period

of probation of any employee shall not exceed Fifteen months including the initial

period of probation.

11.5 ORIENTATION

All new employees are required to undergo an Orientation program that is designed to assist them in adjusting to their jobs and work environment and to instill a positive work attitude and motivation at the onset. This orientation program will be for a period of 7 days.

Orientation of new employees is carried out to make them aware of the Company’s Vision, Mission, Core Values, structure, goals etc. and get acquainted with their colleagues.

11.6 COMMENCEMENT OF PROBATION FOR CONFIRMATION

For the purpose of confirmation, the period of probation shall be deemed to have commenced from the first day of the calendar month in cases where the employee joins duty on or before the 15th of that month, and from the first day of the following calendar month in case where the employee joins duty on or after 16th of that month.

11.7 PROBATIONARY PERFORMANCE APPRAISAL

Probationary Performance Appraisal will be carried out in the prescribed format to release the employees from probation and confirm their employment in the Company.

11.8 CONFIRMATION Confirmation of an employee in the relevant post is not a matter of right. The Company shall assess the performance, work and conduct of the employee during the probationary period and if it is found that the employee comes up to the Company

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standards, and also fulfills other requisite conditions, he/ she will be confirmed in writing. If the probationary period of the employee is not extended or the employee is not confirmed in writing, the services of the employee concerned will stand terminated by the Company. In the case of a person engaged or promoted from within the company, the Company may, at any time during the period of probation, revert him/ her to his/ her substantive post, if he is not confirmed in the new post. A decision as to whether an employee on probation has to be confirmed or not shall be taken within a period of three months from the date of expiry of the period of initial/ extended probation.

11.9 TRAINING

An employee shall undergo training, examinations, tests whether practical or theoretical,

written or oral from time to time as required by the Company and also qualify in such

test, where permits, approvals and licenses as applicable are involved, on such terms

and conditions as the Company may decide from time to time. The employee shall keep

continuously current all their permits, approvals and/ or licenses and from time to time,

obtain further permits, approvals and/ or licenses as required by the Company.

The Company reserves its right to require the employee/s deputed to undergo training;

to execute a bond in respect of the training so imparted in the manner and form as may

be decided by the Company.

In the event a bond is not executed, the employee will be required to deposit Rs. 3000/-

which will be refunded after the completion of 2 years from the date of training. In case

the employee’s contract expires before the completion of 2 years, the period will be

carried forward to the next contract till the 2 year period is completed. However if the

employee does not fulfill the 2 year period the training fees will be forfeited.

In the event the employee leaves the company, before the 2 year period is completed,

the Company shall initiate disciplinary action, including legal to recover the investments

made on the employee. The training amount of Rs. 3000/- will also be forfeited.

11.10 TRANSFER/ REDEPLOYMENT

The Company may transfer/ redeploy an employee in exigencies of service and needs

of the Organization, from one department or station to another in the same state or

different states in India. However on grounds of inefficiency or/ and misbehavior or on

his/ her own written request, an employee may be liable to be transferred to/ or

appointed in a post carrying less pay than what he/ she is currently drawing.

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11. SEARCH, HOURS OF WORK, REST INTERVAL ETC.

No employee shall enter or leave the Company premises except by the gate or gates appointed for the purpose. While entering or leaving the premises of the Company or any other place which the employee has to pass through or visit in the course of performance of his duties, which includes surface transport, the employee is liable to be searched by the security staff if, he is suspected of being in wrongful possession of the property belonging to the company. Every search shall be conducted in the presence of not less than two persons and a female employee shall be searched only by a female or in the presence of a male employee with her consent. 12.1 WORKING HOURS

All the employees, according to the nature of duties assigned to and performed

by them will observe 48 hours per week excluding a daily break of half-an-hour

on all working days.

Employee is required to work in shifts as per the 24 hour roster pattern.

Employees may be rostered on any day of the year and during night or day,

depending on operational requirements.

Management employees are expected to work longer hours if needed to

accomplish their job objectives, and cannot claim compensatory off/ overtime.

The roster for the month shall be decided by the respective head of the

department depending on the operational and commercial requirements and

communicated to the employees at the beginning of each month.

12.2 BREAK & INTERVAL HOURS

The employee shall be entitled to a tea/ meal break of 30 minutes on each day.

The employee working in shifts can take the break in turns with their supervisors/

managers permission.

12.3 WORKING WEEK

The standard working week comprises of 06 working days with one weekly offs.

However, allocation and rostering of the weekly working time is determined by

operational and commercial requirements.

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12.4 ATTENDANCE

All employees are required to record the attendance in the system

(BIOMETRICS) or any other system laid down by the organization. Any

employee who manipulates the attendance system would be liable to disciplinary

action.

All instructions issued from time to time relating to attendance, checking of arrival

and departure and period of duty hours and the like will be notified on the Notice

board in the department. Every employee shall comply with such instructions.

All employees shall be at work at the establishment at the times fixed and

notified.

12.5 LATE ATTENDANCE

Any employee who after recording his attendance is found absent from his place

of work during working hours without permission or without sufficient reason shall

be liable to be treated as absent from work during the period of absence from his

place of work.

Employee who is attending late beyond 05 minutes from the time of starting of

the shift is considered as late attendance. Any late attendance has to have prior

permission from the manager of the department.

Late coming for more than 3 times in a month, half day salary will be deducted,

for the period of lateness or of absence.

Employee who is attending late for more than 2 occasions in a calendar month

shall not be allowed by the immediate superior to join the duty unless a written

permission is taken from the Business Unit Head.

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13. EMOLUMENTS & OTHER BENEFITS

The Emoluments of an employee are applicable from the date the employee takes

charge of the post or services to which he/ she is engaged. The employee shall take

charge of the post at the time of commencement of shift in which he/ she has been

assigned to report for duty at the time of joining.

13.1 BANK ACCOUNT OPENING

All employees are required to open Bank salary account with the Bank indicated by the

Company at the time of joining.

13.2 SALARY DISBURSEMENT

Emoluments of employees will be disbursed monthly/ weekly on such dates and in such

manner as notified by the CFO or other authorized officer from time to time.

13.3 OVERTIME

Overtime is permitted or granted if it is for an operational need/ requirement. The

employee will be eligible for overtime only in exceptional cases of irregular work

schedule. This has to be announced by the concerned department head in advance. In

case the exigencies of work require, the employees may be required to work beyond the

standard working hours and shall be eligible to overtime as per the company policy for

the additional hours worked.

13.4 PROVIDENT FUND

The Company is registered under Provident Fund Act 1952

An employee is eligible for membership from the day he joins the

establishment.

Every employee shall contribute to the Employees’ Provident Fund each

month an amount equivalent of 12% of his Basic Pay. The Company’s

contribution to the Fund shall also be equivalent of the 12% of employees’

Basic Pay.

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13.5 EMPLOYEES’ STATE INSURANCE CORPORATION (E.S.I.C.)

The Company is covered under Employees State Insurance Act wherever applicable.

An employee drawing a gross salary of Rs. 15,000/- per month and less is covered under the ESIC Act.

Employees contribute 1.75% of their gross salary towards the fund.

Employers contribute 4.75% of the gross salary of the employees towards ESIC.

13.6 GRATUITY SCHEME

An employee or his beneficiary, as the case may be shall be eligible for Gratuity as per

the Gratuity Act, 1952.

13.7 MEDICAL INSURANCE

Employees who are not covered under ESIC are eligible for medical Insurance up to the

ceiling of Rs. 1,00,000/- per annum for self, spouse and two children through an

Insurance Company. The details may be obtained from the respective stations HR

Department.

13.8 MEDICAL IN THE CASE OF ACCIDENT

When an employee meets with an accident in the course of or arising out of his/ her performance of duties/ employment, the Company, shall, at its expense, make the satisfactory arrangements for immediate any necessary medical aid to the injured employee and shall arrange for his/ her further treatment if considered necessary, by the Doctor attending him/ her or the Company’s Doctor.

13.9 STATUTORY DEDUCTIONS

Statutory deductions like Income Tax, Professional Tax (whenever applicable) etc are to

be made by the employers as prescribed by the Government from the beginning of the

Financial Year.

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14. ANNUAL PERFORMANCE REVIEW

The Appraisal will be conducted once in a year to assess the performance and

give opportunity to improve, or at the end of probation period as defined in the

letter of engagement.

Annual Performance Appraisal will be done for those employees who complete at

least 8 months from the time of joining.

Performance of the employees will be judged based on the specified targets and

personality traits.

Appraisal guidelines will be issued by the Corporate HR.

Promotions and Increments will be based on the Annual Performance Review.

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15. LEAVE

15.1 Types of Leave Admissible

Casual Leave

Sick Leave

Privilege Leave

Accident & Disability Leave

Maternity Leave

15.2 General Conditions for availing Leave

No kind of leave can be claimed as a matter of right. The authority empowered to grant leave has the discretion to refuse or revoke leave granted due to exigencies of the Company’s work.

A leave year is from 1st January to 31st December (Calendar Year).

Sunday / weekly off day or a holiday falling at the beginning or at the end of the period or both shall not be counted as part of leave. If Sunday / weekly off day or a holiday falling between first and last day of the leave or suffixed to any type of leave will count as part of leave.

A leave at the credit of an employee shall lapse at end of the calendar year or on the date of completion of his contract period or termination of his service or on the date his resignation is accepted.

No two types of leave can be combined except on grounds of sickness.

Leave taken on grounds of sickness shall be supported by a medical certificate from a Medical Practitioner duly approved by the Company.

All leaves are valid for that calendar year only. Un-availed CL, SL, PL if any at the end of a calendar year i.e., 31st December will get lapsed automatically. In the case of new joinees they can avail of leave after completion of their probation period.

No leave is en-cashable.

15.3 Casual Leave An employee shall be eligible for Casual Leave to the extent of 7 days in a Calendar year. The maximum number that an employee can avail at one time is 2

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days. For middle of the year joinees, CL is available on a pro-rata basis. Under no circumstances CL will be en-cashable.

15.4 Sick Leave An employee shall be eligible for Sick Leave of 7 days on full pay in a Calendar

Year. Sick Leave can be availed only on grounds of sickness. Sick Leave is not en-

cashable. Sick Leave availed for more than one day has to be supported by a

medical certificate issued by a registered Medical Practitioner (Allopathy). In case of

prolonged sick leave the employee will be required to submit Sick Leave/ unfit

certificate to the Company at an interval of 15 days. For middle of the year joinees,

Sick Leave is available on a pro-rata basis.

15.5 Privilege Leave An employee shall be eligible for 21 days Privilege Leave in a calendar year. The

leave shall be credited to the employee’s account on 1st January every year.

Employees joining in the middle of a year shall be eligible for the number of days

proportionate to the number of days of actual working in that year. The leave can be

availed only after confirmation. The minimum privilege leave that can be availed is 3

days. Privilege leave can be taken only thrice in a year.

In the case of new joinees they can carry forward their leave for the next three

months after confirmation. Thereafter the un availed leave will lapse.

15.6 Accident & Disability Leave

An employee sustaining an injury caused by an accident arising out of and in the

course of employment will be governed by the Workmen’s Compensation Act 1923.

15.7 Maternity Leave

Maternity Leave may be granted to a female staff will be in accordance with the Maternity Act 1961.

15.8 Public Holidays

A total of 10 holidays will be given in a calendar year. List of public holidays will be provided to the employees at the beginning of the year.

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16. E-MAIL POLICY

The purpose of this policy is to ensure the proper use of AISATS’s email system and

make users aware of what AISATS deems as acceptable and unacceptable use of its

email system. AISATS reserves the right to amend this policy at its discretion. In case of

amendments, users will be informed appropriately.

LEGAL RISKS

Email is a business communication tool and users are obliged to use this tool in a

responsible, effective and lawful manner. Although by its nature email seems to be less

formal than other written communication, the same laws apply. Therefore, it is important

that users are aware of the legal risks of email:

If you send emails with any libelous, defamatory, offensive, racist or obscene remarks,

you and AISATS can be held liable.

If you forward emails with any libelous, defamatory, offensive, racist or obscene

remarks, you and AISATS can be held liable.

If you unlawfully forward confidential information, you and AISATS can be held liable.

If you unlawfully forward or copy messages without permission, you and AISATS can be

held liable for copyright infringement.

If you send an attachment that contains a virus, you and AISATS can be held liable.

By following the guidelines in this policy, the email user can minimize the legal risks

involved in the use of email. If any user disregards the rules set out in this Email Policy,

the user will be fully liable and AISATS will disassociate itself from the user as far as

legally possible.

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LEGAL REQUIREMENTS

The following rules are to be strictly adhered to:

It is strictly prohibited to send or forward emails containing libelous, defamatory,

offensive, racist or obscene remarks. If you receive an e-mail of this nature, you must

promptly notify your supervisor or IT Manager.

Do not forward a message without acquiring permission from the sender first.

Do not send unsolicited email messages.

Do not forget or attempt to forge email messages.

Do not send email messages using another person’s email account.

Do not copy a message or attachment belonging to another user without permission of

the originator.

Do not disguise or attempt to disguise your identity when sending email.

BEST PRACTICES

AISATS considers email as an important means of communication and recognizes the

importance of proper email content and speedy replies in conveying a professional

image and delivering good customer service. Therefore, AISATS request users to

adhere to the following guidelines:

Writing emails:

Write well-structured emails and use short, descriptive subjects.

You can start your e-mail with ‘Hi’, or ‘Dear’, and the name of the person. Messages can

be ended with ‘Thank you’, ‘Best Regards’ or a phase as appropriate.

Signatures must include your name, job title, company name and in the format as

required by the ISO policy 2011/SOP/CHQ/ISO/0004/00 dated 11 June 2011. A

disclaimer will be added underneath your signature (see Disclaimer).

Use the spell checker before you send out an email.

Do not send unnecessary attachments.

Do not write emails in full capitals.

Do not use bcc: field unless the recipient is aware that you will be using bcc: field in

your email message.

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If you forward mails, state clearly what action you expect the recipient to take.

Only send emails of which the content could be displayed on a public notice board. If

they cannot be displayed publicly in their current state, consider rephrasing the email,

using other means of communication, or protecting information by marking ‘STRICTLY

CONFIDENTIAL’ on the email subject field or at the beginning of the email message.

Only mark emails as important if they really are important.

Replying to emails:

Emails should be answered within a reasonable time period.

Priority emails are emails from existing customers and business partners.

Newsgroups:

Users are discouraged to join any newsgroups. If there is a need to due to normal

course of work, the users need to request permission from their supervisor before

subscribing to a newsgroup.

Maintenance:

Delete any email messages that you do not need to have a copy of, and set your email

application (e.g. Microsoft Outlook) to automatically empty your ‘deleted items’ on

closing.

There is no need for immediate deletion of email messages from your account if the

sender has left his or her organization. Most email messages could be for reference in

future.

PERSONAL USE

Although AISATS’s email system is meant for business use, AISATS allows the

reasonable use of email for personal use if certain guidelines are adhered to:

Personal use of email should not interfere with work.

Personal emails must also adhere to the guidelines in this policy.

Personal emails are kept in a separate folder, named ‘Private’ or as appropriate. The

emails in this folder must be deleted regularly so as not to clog up the system.

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The forwarding of chain letters, junk emails, jokes and executable files is strictly

forbidden.

Do not send mass emailing including festival greeting e-cards.

All messages distributed via the company’s email system, even personal emails, are

AISATS’s property.

CONFIDENTIAL INFORMATION

Avoid sending confidential information by e-mail. If you do, you must secure the

information by including it in a Microsoft Word or Excel file and protecting it with a

password. Then provide the recipient with the password by means of other

communication, for instance by telephone or sms.

DISCLAIMER

The following disclaimer will be added to each outgoing email:

‘This email and any files transmitted with it are confidential and intended solely for the

use of the individual or entity to which they are addressed. If you are not the intended

recipient, you are notified that disclosing, copying, distributing or taking any action in

reliance on the contents of this information is strictly prohibited and may result in legal

proceedings. You must notify the author and delete the e-mail immediately.

Computer viruses can be transmitted via email. The recipient should check this email

and any attachments for the presence of viruses. Although the company has taken

reasonable precautions to ensure no viruses are present in this email, the company

cannot accept responsibility for any loss or damage arising from the use of virus

affected email or attachments.

No employee or agent is authorized to conclude any binding agreement on behalf of

Air India SATS Airport Services Private Limited with another party by email without an

explicit confirmation from an authorized person. Air India SATS Airport Services Private

Limited accepts no liability for the content of this email, or for the consequences of any

actions taken on the basis of the information provided, unless that information is

subsequently confirmed in writing.

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Any views or opinions presented in this email are solely those of the author and do not

necessarily represent those of the company. Employees of Air India SATS Airport

Services Private Limited are expressly required not to make defamatory statements and

not to infringe or authorize any infringement of copyright or any other legal right by email

communications. Any such communication is contrary to company policy and outside

the scope of the employment of the individual concerned. The company will not accept

any liability in respect of such communication, and the employee responsible will be

personally liable for any damages or other liability arising.’

SYSTEM MONITORING

If there is evidence that you are not adhering to the guidelines set out in this policy,

AISATS reserves the right to take disciplinary action, including termination and/or legal

action.

EMAIL ID AND PASSWORD

Email ID is a form of identification in the cyberspace hence the email ID must reflect

your identity as accurate as possible. AISATS adopts an email ID format of

[First Name].[Last Name]@aisats.in

The First Name and Last Name are in accordance to your official identification

document. In case of either or both names are longer than 15 characters, you can

abbreviate your First Name or Last Name but not both.

If you choose to abbreviate your First Name, your Last Name will be in full regardless of

the number of characters. Similarly, if you choose to abbreviate your Last Name, your

First Name will be in full regardless of the number of characters.

Any deviation would request prior approval from AISATS Head IT Services. This will

only affect those email IDs created on and after 01 April 2012.

Passwords should not be given to other people. You are ultimately responsible for any

consequence arising from unauthorized usage of your email account. It is highly

recommended your password to contain at least one special character.

Password should be changed once every 90 days.

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17. TRAVEL ON DUTY

a. Travel Eligibility

Company will reimburse its employees for domestic as well as international

business travel as per company policy. The mode of transportation can either be

by air or train or taxi or bus depending on the grade of the employee, distance,

time taken, cost and availability.

b. Travel Expense Claim

All employees are required to duly fill the travel expense claim supported by

relevant documents/ vouchers and submit the same within one week of returning

from the travel.

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18. SEVERANCE

An employee shall retire from the service of the Company on attaining the age of

60 years or at the end of the engagement whichever is earlier. The Company

may at its sole discretion continue the employment of an employee beyond the

age of 60 years. The Company may require an employee to retire earlier by

giving 1 months’ notice with reasons for such action.

In the case of those employees who are personally responsible to keep their

primary license (eg. primary license for a driver) during their engagement period,

the engagement period shall end on the date the primary license expires. For

e.g. Driving License in case of Drivers, ADP issued and administered by the

Airport Authority for Operators who are licensed to drive Ground Support

equipment’s and Ramp equipment’s in the Airport Area. In such cases, if the

employee does not renew his primary license, his contract will expire when his

license expires.

An employee on probation may leave or be discharged from service with a notice

of seven days or 7 days’ Gross Salary in lieu of notice.

An employee in the Grade G1 to G2 may by giving one month’s notice in

writing, terminate his engagement or resign from the services of the Company or

shall have to pay one month’s gross salary in lieu of notice period.

An employee in the Grade G3 & Above may by giving Three months’ notice in

writing, terminate his engagement or resign from the services of the Company or

shall have to pay three month’s gross salary in lieu of notice period.

The Company may dispense with or reduce the period of one month/ Three

months on grounds of ill-health of the employee or such other compelling or

extra-ordinary circumstances which in the opinion of the Senior Vice President

warrant such dispensing with or reduction in the period of notice.

The Company will be at liberty to refuse to accept the termination of his / her

engagement, where such termination is sought in order to avoid disciplinary

action contemplated or taken by the Management.

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The Company may terminate the engagement of the employee by giving one

month/ Three months’ notice or paying one month/ Three months gross salary in

lieu.

Salary for the purposes of point 4 and 5 shall mean Gross Salary.

The Company may terminate the engagement of an employee without assigning

any reasons whatsoever to him / her and without giving prior notice:-

a) If he / she is in the opinion of the Company incompetent and unsuitable for

continued engagement with the Company and such incompetence and

unsuitability is such as to make his / her continuance in employment

detrimental to the interests of the Company.

b) If his / her continuance in employment constitutes, in the opinion of the

Company, a grave security risk making his / her continuance in service

detrimental to the Interests of the Company.

c) If in the opinion of the Company there is such a justifiable lack of confidence

which having regard to the nature of duties performed, would make it

necessary in the interest of the Company, to immediately terminate his / her

engagement.

On resignation, termination, non-renewal of contract, all types of leave will stand

lapsed. No encashment of any leave is permissible.

If an employee, who being obliged to give notice, leaves the service without giving due notice, the Management may deduct from the wages payable to him such amounts as per the Company policy.

18.1 RETURN OF COMPANY’S PROPERTY An employee shall, on ceasing to be in the service of the Company, give proper account

of all properties of the Company in his possession, custody or in charge and hand those

over to the Authority concerned. Failure to comply with this regulation will result in such

amount as may be decided by the Company being deducted from the salary or any

other sums of money due to him from the Company. The amount so determined is also

liable to be treated as liability owning by him to the Company for the purpose of

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regulation of the Employees Provident Fund as well as provisions of Gratuity if

applicable. Properties, inter – alia, include the residential accommodation provided by

the Company by virtue of his/ her employment in the Company.

18.2 EXIT INTERVIEW

HR shall, as far as possible, conduct an Exit interview for all employees who resign from the company. 18.3 CERTIFICATE OF SERVICE Every employee shall be eligible to a service certificate specifying the nature of work/

duties, designation and the period of employment/ service (indicating the day, month

and year) rendered at the time of discharge, termination, retirement or resignation from

service subject to proper completion of Exit / Clearance procedures, on request basis

Service Certificate shall be issued after receiving the Clearance Certificate, Relieving

Letter and Exit Interview of the employee from their respective department.

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19. UNIFORM POLICY

AISATS has a dress code to project a professional image to our customers.

All employees are required to be well groomed while on duty.

19.1 UNIFORMS

Every employee shall be issued 3 sets of uniforms once every year.

Raincoats and sweaters shall be issued once in 3 years.

The uniform must be clean and neatly worn as per the design and requirement of the Company.

Not wearing of Uniform or wearing the Uniform not as per the standard specified by the Company shall constitute a misconduct.

19.2 PERSONAL PROTECTIVE EQUIPMENT

Staff working in Operational areas who are required to wear personal protective equipment will be issued the following

1) Safety Shoes

2) Reflective jacket

3) Cotton hand gloves

4) Ear plugs

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19.3 UNIFORM ENTITLEMENT All operations staff who are required to come in contact with the airline customers are eligible for uniforms. The uniforms for the different category of employees along with their entitlements are indicated below:

PASSENGER SERVICES

Items Peices. per staff Duration

CSA/ CSSA/ CSO

Blouse 3 18 months

Skirt 3 18 months

Jacket 3 24 months

Cravats 3 18 months

Shoes Nil Nil

CSA/ CSSA/ CSO

Shirt 3 18 months

Trouser 3 18 months

Tie 3 18 months

Shoes Nil Nil

Belt 3 18 months

SA/ SSA - GRADE 1 & 2

T Shirt 3 18 months

Cargo Trouser 3 18 months

BAGGAGE SERVICES

Items Peices. per staff Duration

BSA/ BSSA/ BSO

Shirt 3 18 months

Trouser 3 18 months

Tie 3 18 months

Safety Shoes 1 24 months

BSA/ BSSA/ BSO

Blouse 3 18 months

Skirt 3 18 months

Jacket 2 24 months

Cravats 3 18 months

Shoes 0 NIL

BAGGAGE SERVICES GRADE 1 & 2

T Shirt 3 18 months

Cagro Trouser 3 18 months

Safety Shoes 1 24 months

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EO MALE

Half Sleeves Shirt 3 18 months

Trouser 3 18 months

Safety Shoes 1 24 months

RAMP SERVICES/ CABIN SERVICES

Items Peices. per staff Duration

RSSA/ CSA/ RSSA/ CCSA/ RSO/ CSO

Shirt 3 18 months

Trouser 3 18 months

Tie 0 NIL

Safety Shoes 1 24 months

RSSA/ CSA/ RSSA/ CCSA/ RSO/ CSO

Blouse 3 18 months

Trouser 3 18 months

Jacket 2 24 months

Cravats 3 18 months

Safety Shoes 1 24 months

RA/ CA/ RSA/ CSA - GRADE 1 & 2

T Shirt 3 18 months

Cargo Pants 3 18 months

Safety Shoes 1 24 months

CARGO SERVICES

Items Peices. per staff Duration

CSA/ CCSA/ CSO

Shirt 3 18 months

Trouser 3 18 months

Tie* 0 NIL

Safety Shoes 1 24 months

* except those at counter

CSA/ CCSA/ CSO

Blouse 3 18 months

Trouser 3 18 months

Jacket 2 24 months

Cravats 3 18 months

Safety Shoes 1 24 months

CA/ CSA - GRADE 1 & 2

T Shirt 3 12 months

Cargo Trouser 3 12 months

Safety Shoes 1 24 months

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DUTY MANAGER - FEMALE

Items Peices. per staff Duration

Blouse 3 18 months

Trouser 3 18 months

Blazer 2 24 months

Cravat 3 18 months

Shoes 0 NIL

DUTY MANAGER - MALE

Items Peices. per staff Duration

Shirt 3 18 months

Trouser 3 18 months

Blazer 2 24 months

Tie 3 18 months

Shoes 0 NIL

*They will be wearing Business suits.

Sweaters/ Wind breakers will be issued once in 3 years

Raincoats will be issued once in 3 years

Maternity Uniform 2 sets

Staff on separation will be required to return the uniform if they are less than one year old, failing which uniform deposit will be forfeited. In case a staff separates whilst on probation, then the uniform deposit will be deducted from the final settlement of the staff. 19.4 UNIFORM DEPOSIT Every employee at the time of joining will be required to pay a deposit against the uniforms which will be refunded at the time of separation. Employees in the following grades will pay the deposits as below. However this amount will be paid back to the employees at the time of separation after obtaining the clearance from all the departments G1 Rs. 4,000/- G2 Rs. 5,000/- G3 Rs. 7,000/- G4 Rs. 10,000/- G5 Rs. 10,000/- E1 Rs. 15,000/- E2 Rs. 15,000/-

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20. WORK ACCIDENTS – NOTIFICATION OF SERIOUS ACCIDENTS

1. When a serious accident occurs, several key personnel must be notified as soon

as possible. The procedure for doing this is set out below.

2. Definition of “Serious accident”

2.1 A “Serious Accident” is defined as an accident which results in any of the

following:

(a) Death of a person

(b) Injury or injuries to a person necessitating him to be hospitalized;

(c) Aircraft damages; or

(d) Damages of an extensive nature to other property.

3. Every section or department should have a designated person –in – charge to

whom an accident should be immediately reported. The person – in – charge will

normally be the duty manager or duty supervisor of the section.

3.1 The person – in – charge shall, in the case of a serious accident involving

damages to aircraft or other property, immediately notify the following persons or

parties:

(a) Safety Executive/ Manager/ Factory Manager;

(b) Maintenance Manager/ Engineer – in case of vehicular accidents;

(c) Departmental head;

(d) Airport Authority – if accident occurs within the airport confines; and

(e) State Police – it accident occurs on public roads/ area;

(f) HR Department – in all cases.

3.2 The roles of the Safety Executive/ Manager/ Factory Manager, Maintenance

Manager/ Engineer, the Departmental Head and Business Unit Head are spelt

out in paragraphs 4, 5, 6 and 7 below, respectively.

3.3 In the case of a serious accident involving injuries to persons, the person – in-

charge shall:

3.3.1 immediately arrange first aid treatment for the injured person and contact

Company’s doctor (if applicable);

3.3.2 in the event that the Company’s doctor is unavailable, arrange for the injured

person to be sent to the nearest clinic or government hospital by ambulance

or company vehicle;

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3.3.3 appoint a trained first aider or other staff to escort the injured person to the

clinic or hospital; and

3.3.4 immediately notify the following persons or parties of the accident for their

action and information, as the case may be:

(a) Safety Executive/ Manager/ Factory Manager;

(b) Maintenance Manager/ Engineer – in case of vehicular accidents;

(c) Departmental head;

(d) Airport Authority – if accident occurs within the airport confines; and

(e) State Police – if accident occurs on public roads

(f) Welfare Office

(g) Factory Inspector

(h) HR Department

3.3.5 for serious or fatal injury occurring during office hours, the Company’s

insurance department should be notified immediately. The Insurance

Department should be informed on the following working day if the injury

occurs after working hours. The Business Unit Head shall make the decision

on informing the insurance company in other cases.

4. The Safety Executive/ Manager/ Factory (or in the case of departments without a

Safety Executive/ Manager/ Factory Manager, the person – in – charge) shall

carry out investigations into the accident. This shall include taking of photographs

and measurements and recording the names and particulars of eyewitnesses

and persons involved. He/ she shall then submit a report of his/ her findings to

the Business Unit Head with copies to Head HR, Head Operations and

Departmental Head concerned within 48hrs of the occurrence of the accident.

5. The Maintenance Manager or his authorized representative will check and test

the vehicle or equipment concerned as soon as possible. This should be done in

the presence of the driver or operator concerned and a duty superintendent or

duty supervisor. After the tests have been completed, subject to local rules, the

Maintenance personnel will remove the vehicle or equipment from the accident

site. Maintenance Manager shall then submit a report on the condition of the

vehicle or equipment to the Business Unit Head with copies to Departmental

head concerned, Head HR and Head Operations within 48hrs.

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6. The Departmental Head shall:

6.1 notify the family of the staff concerned as soon as possible – if any staff has

sustained serious injuries;

6.2 notify the Business Unit Head, Head HR and Head Operations/ Welfare Officer &

Factory Inspector;

6.3 Submit a report of the accident to the Safety Department within 48hrs;

6.4 Decide on the course of action to be taken. This may be done on his own or if in

doubt, after discussion with his Business Unit Head.

7. The Business Unit Head shall:

7.1 notify Chief Executive Officer;

7.2 If he considers that a Technical Investigation Committee should be set up,

arrange for the Chairman and members of the Committee to be appointed.

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21. EMPLOYEE RELATIONS

Effective employee-employer relationship is good two-way communication. If the

individual has a question or complaint or if anything about the job bothers the individual,

talk it over with the supervisor. This is almost always the best way to find an answer to

the problem. If, however, this cannot resolve the problem with the immediate supervisor,

the individual should speak to the Department Manager. If it is a problem the individual

would rather not discuss within the own department, the individual may contact Human

Resource Manager who guarantees confidentiality of the grievance.

22. EMPLOYEE GRIEVANCES Any employee desirous of redressal over grievance arising out of his employment or

relating to unfair treatment or wrongful action on the part of a superior, shall, himself/

herself submit a complaint in writing to his/ her immediate superior or if the complaint is

against his/ her immediate superior/ superiors, to the Departmental Head, in writing

with a copy to HRD.

The Manager or any such officer aforesaid shall personally enquire into the complaint at

such time and place as he/ she may fix.

EMPLOYEE GRIEVANCE PROCEDURE

The individual grievance of the executive shall be dealt with as per the procedure laid down below:

Stage I

a) The aggrieved employee shall take up his grievance orally with his immediate superior (not below the rank of Manager) who will give a personal hearing and try to resolve the grievance at his level within seven days. b) For this purpose every Station Business Unit Head shall nominate and notify a list of Executives in different departments who will hear oral grievances. Wherever necessary, the nominated officer will consult his Head of the Dept. and / or such other Department(s) before communicating back with the aggrieved executive.

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c) In case the employee is not satisfied he can submit his grievance in writing in Form-I within 15 days from the date on which the act of grievance arose or came to his notice to the Head of Dept. concerned. d) The Head of Department concerned will record his comments on the grievance form within 7 days after making necessary enquiries/obtain necessary guidelines from other departments, if any, as required. Stage-II a) In case the employee is not satisfied with the decision communicated to him at Stage-I or if he fails to receive the reply within stipulated period, he may submit his grievance in the prescribed from (Form-II) within a period of 15 days to Station Business Unit Head b) The BU Head will examine the details of the grievance and may also discuss with the aggrieved employee, if felt necessary. The BU Head shall give its reply to the aggrieved employee within 30 days from the date of receipt of the grievance. However, wherever felt necessary by the BU Head, it may make a recommendation for a final decision of Head HR, who will convey his decision within 30 days from the receipt of grievance. The decision of the Head HR shall be final. Stage-III a) In exceptional cases, the aggrieved employee who is not satisfied with the decision will have an option to appeal to CEO. The CEO will take a decision and communicate the same within 30 days from the receipt of the appeal and his decision will be final and binding. GENERAL CONDITIONS a) The employee shall bring up his grievance immediately and in any case within a period of three months of its occurrence. b) If the grievance arises out of an order given by the Management, the said order shall be complied with before the executive concerned invokes the procedure laid down for redressal of his grievance.

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23. DISCIPLINE AND CODE OF CONDUCT

Rules of Discipline

a) Every employee of the Company shall at all times maintain absolute integrity and devotion to duty and conduct himself/ herself in a manner conducive to the best interest, and prestige of the Company.

b) An employee whether on leave or in active service shall not, without the previous

sanction of the Company take part in the promotion, registration or management of any commercial enterprise.

c) No employee shall, except in accordance with any general or special order of the Company or in the performance of good faith of the duties assigned to him/ her, communicate directly, any official documents or information to any Company employee or any other person to whom he/ she is not authorized to communicate such documents or information.

d) No employee shall except with the previous approval of the Chief Executive of the

Company, in his/ her own name or in the name of any other person:

1 Own wholly or in part, or conduct, or participate in the editing or managing of any newspaper or other publications, or

2 Participate in any radio broadcast or contribute any article to any newspaper or other publication.

3. Provided that no such approval shall be required if such broadcast or contribution is of a purely literary, artistic or scientific character or is made in the bona fide discharge of the employee’s duties.

e) An employee shall not speculate in investment nor shall he/ she engage in any trade or business or undertake any other employment provided that he/ she may, with the previous sanction of the Company.

f) An employee shall avoid habitual indebtedness and shall be liable to be terminated from service on being adjudged or declared insolvent.

g) An employee shall not take part in or associate himself/ herself with or subscribe in aid of or assist in any way any political or communal organization.

h) Except as provided in sub rule h (iii), i. no employee shall, except with the previous sanction of the Chief Executive of the Company, give evidence in connection with any inquiry conducted by any persons, committee or authority.

46

ii. Where any sanction has been accorded under sub rule h(i), no employee giving such evidence shall criticize the policy or any action of the Company, the JV partners to the Company, the Central Government or the State Government. iii. Nothing in this rule shall apply to:

Evidence given to an inquiry before an authority appointed by the Government, by Parliament or by a State Legislature or the Company or the JV partners to the Company; or

Evidence given in any judicial inquiry; or

Evidence given at any department inquiry ordered by authorities subordinate to the Company or to the Government.

i) No employee shall save in the ordinary course of business with a bank or a firm of standing, borrow money from or otherwise place himself under pecuniary obligation to any person with whom he/ she is likely to have official dealings or permit any such borrowing or pecuniary obligation in his/ her name or for his/ her benefit or for the benefit of any member of his/ her family provided that he/ she may accept or permit acceptance of a purely temporary loan of a small amount from a personal friend or relatives or operate a credit account with a bona fide bank.

j) When an employee is appointed or transferred to a post of such nature as to

involve him/ her in a breach of sub regulation (i), he/ she shall forthwith report the circumstances to the Company and thereafter act in a manner directed by such authority.

k) No employee shall, except with the previous sanction of the Chief Executive have

recourse to any court or to the press for the vindication of any official act which has been subject to adverse criticism or an attack of defamatory character: Provided nothing in this regulation shall be deemed to preclude an employee from vindicating his/ her private character or any act done by him/ her in his/ her private / personal capacity.

l) No employee shall bring or attempt to bring any outside influence to bear upon any superior authority to further his/ her interests in respect of matters pertaining to his service in the Company.

m) No male/ female employee, who has a spouse living, shall contract another

marriage without previous sanction of the Chief Executive, notwithstanding that such subsequent marriage is permissible under the personal law for the time being applicable to him/ her.

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24. MISCONDUCT

a) Without prejudice to the generality of the term ‘Misconduct’, it shall be deemed to include the following acts of omission and commission:

b) Failure while on duty to observe any rule or regulation promulgated by the

authorities in relation to Airports and or Aerodromes.

c) An employee in the service of the Company shall not, without prior sanction of the Company either directly or indirectly engage in any other business, occupation, or employment and shall not accept fees, emoluments, commission or brokerage or honoraria whatsoever from any other party, either in cash or in kind.

d) Acceptance of gifts from a subordinate employee.

e) Lending money to or borrowing money from a subordinate employee.

f) Wrongful transferring of Gate Pass or Permit.

g) Entering or leaving the Company’s premises except by the Gate or Gates appointed for the purpose.

h) Taking notes, drawings or sketches or photographs of any plant, process or work or of any aircraft or part of the aircraft or taking copies of the Company’s papers or documents or files without the permission of the Management or knowingly being in unauthorized possession of any of the above.

i) Willful insubordination or disobedience, whether ‘alone’ or in combination with others, of any lawful and reasonable order of his superior.

j) Participation in illegal strike or abetting, inciting, instigating or acting in furtherance thereof.

k) Willful slowing down in performance of work, or abetment, or instigation thereof.

l) Theft, fraud and dishonesty in connection with business or property of the Company.

m) Taking or giving bribes or any illegal gratifications.

n) Absence without leave or overstaying sanctioned leave, without sufficient grounds or proper or satisfactory explanation.

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o) Late attendance of more than 2 occasions within a calendar month.

p) Habitual breach of any standing order or any law or rules applicable to the establishment.

q) Collection without permission of the Manager or the Head of the Department of any money within the premises of the establishment except as sanctioned by any law of the land or rules of the Company for the time being in force.

r) Engaging in any business or trade within the premises of the establishment.

s) Willful neglect of work or negligence or gross negligence of a serious nature.

t) Commission of any act subversive of discipline or of good behavior in the premises of the establishment.

u) Habitual breach of any rule or instructions for the maintenance and running of any department or the maintenance of the cleanliness of any portion of the establishment.

v) Frequent repetition of any act or omission for which a fine may be imposed under the Payment of Wages Act, 1936.

w) Willful damage to work in process or to any property of the Company.

x) Interference with any safety devises installed in or about the establishment or any airport or aerodrome.

y) Refusal to work on another job or at another location or another machine or to show gate passes or identity cards to be searched.

z) Canvassing for union membership or the collection of union dues within the premises of the establishment or airport during working hours except in accordance with any law or with the permission of the Manager or Head of the Department.

aa) Holding meetings inside the premises of the establishment or airport without previous permission except in accordance with provisions of any law for the time being in force.

bb) Distribution or exhibition within the boundaries of the establishment or airport, of any newspapers, hand bills, pamphlets or posters without the previous sanction of the Manager or Head of the Department.

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cc) Disclosure to any unauthorized person of information relating to the Company’s business or to defense measures.

dd) Gambling within the premises of the establishment or airport.

ee) Smoking within the premises of the establishment where it is prohibited.

ff) Sleeping on duty.

gg) Conviction in any court of law for any criminal offence involving moral turpitude.

hh) Giving false information regarding name, age, father’s name, qualification, ability or previous service and experience at the time of employment.

ii) Purchasing properties, vehicles, machinery, stores etc. from or selling properties, machinery, vehicles, stores etc. to the Company without express permission in writing from the Chief Executive of the Company.

jj) Failure to inform the Medical Officer of Health of his suffering from a notifiable or contagious disease.

kk) Leaving work without permission after clocking in.

ll) Un-authorized removal or defacement of notices on the Company’s notice boards.

mm) Carelessness.

nn) Laziness and inefficiency.

oo) Bad time-keeping.

pp) Quarreling.

qq) Extortion.

rr) Interference with the work of other employees.

ss) Bad and careless work.

tt) Conduct in private life prejudicial to the reputation of the Company.

uu) Threatening.

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vv) Sale of tickets for lotteries or raffles.

ww) Committing nuisance, etc.

xx) Abetment of or attempt of any of the above misconducts.

yy) Insolvency.

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25. RULES OF CONDUCT & DISCIPLINARY PROCEDURE

25.1 Any one or more of the following punishments may, for good and sufficient reasons and as hereinafter provided, be imposed on an employee of the Company:

a. Censure, to be conveyed in writing, with reasons for the same. b. Fine, as provided in the Payment of Wages Act and applicable to employees.

c. Forfeiture of emoluments payable for a period not exceeding seven days and applicable to employees.

d. Recovery from the pay of the whole or part of any pecuniary loss caused to the Company by the default or breach of orders or negligence of the employee himself/ herself or of any other employee for whom he/ she has stood surety.

e. Withholding of increments or promotion already conveyed.

f. Reduction to a lower post or grade or to a lower salary / wage.

g. Removal from the service of the Company.

h. Dismissal from the service of the Company.

25.2 The termination of service of an employee appointed on probation during or on the expiry of the period of such probation, or appointed on temporary basis during or on the expiration of the temporary period, or appointed under contract in accordance with a period on the expiration of such period of contract, shall not be deemed to be removal or dismissal within the meaning of the sub rule 25.1 (g) or 25.1 (h)

25.3 The authority competent to impose the punishments mentioned in Para 25.1 and the corresponding appellate authority are as below:

Class of Punishments Competent Appellate Employees as per Para Authority Authority G1 to G5 25.1(a) to 25.1 (e) Manager (Gr E2) Asst. Vice President E1 25.1 (a) to 25.1(e) Asst. Vice President Vice President

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G1 to E1 25.1 (f) to 25.1 (g) Vice President Sr. Vice President E2 25.1 (a) to 25.1(g) Vice President Sr. Vice President M (AVP) 25.1 (a) to 25.1(g) Vice President VP & SVP together

25.4 The Company as may suspend an employee at any stage pending enquiry into his conduct. The stage at which an employee may be suspended will be determined with reference to the circumstances of each case.

25.5 If an employee is arrested by the Police on a criminal charge and a bail is not

granted, he/ she shall be deemed to be under suspension automatically from the date of his/ her arrest and suspension orders should be issued accordingly.

25.6 An employee, who has been suspended, is not entitled for any salary during

the period of suspension. He/ she may, however be granted, at the discretion of the Company, a subsistence allowance not exceeding 50% of his/ her basic pay last drawn.

25.7 An employee who has been suspended except in cases covered under Para

24.5 shall not absent himself/ herself from the station during the period of suspension, except with written permission of the Company.

25.8 When any complaint against an employee is received, a preliminary enquiry

may be made, if considered necessary by Company. If the preliminary enquiry reveals that the complaint is well founded, the employee concerned shall be asked to explain his/ her conduct with regard to the complaint against him/ her.

25.9 When there is a prima facie case against an employee or the explanation

referred to in Para 25.8 is unsatisfactory, the Company shall take cognizance of the case and pass orders for further action that is deemed fit as per Para 25.3

25.10 When an employee under suspension is acquitted honorably of all the charges

against him/ her, he/ she shall be paid full pay and allowances for the period he/ she was under suspension and any allowance paid to him/ her during this period will be adjusted from the pay and allowances payable.

25.11 An appellate authority specified in Para 25.3 may review the case at any stage

either on his/ her own motion or on an application by the employee concerned on grounds of material irregularity and vary the punishment awarded in any manner within his/ her competence. When appellate authority proposes to enhance the punishment, notice shall be issued asking the employee to show cause why the punishment should not be enhanced in the manner proposed. The final orders will be passed by the Company on considering the application.

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25.12 No order of dismissal will be made, except when an employee is terminated from the services due to his/ her long absenteeism, unless he has been informed in writing of the alleged misconduct or given an opportunity to explain the circumstances alleged against him/ her.

25.13 Whenever an employee reports late on more than two occasions in a month as

specified in 25.7, will be issued with warning letter on the first two occasions of such breach of conduct. On the third and subsequent occasions - of recording late on more than two occasions in a month – he/ she will be issued with a charge sheet asking for an explanation as to why action should not be taken against him/ her as narrated in para 25.3. Action that is deemed fit will be taken by the Company after considering the explanation of the employee. If the employee doesn’t respond to the charge sheet within three days from the date of issue of charge sheet, action that is deemed fit will be taken by the Company.

25.14 Appellate authority, may on his own motion, impose any one or more of the

punishments which the Competent Authority empowered to impose.

25.15 Any notice, order, charge sheet, communication or intimation which is meant for an individual employee and is given in writing shall be in the language understood by the employee concerned. And the communication will be sent to the latest communication address updated by the employee. In the event of the employee not informing the management about the change in address, any communication sent to the employee at the last address available with the company shall be deemed to have been served on the employee.

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26. CLOSING DOWN THE OFFICES

a) In the event of a fire catastrophe, breakdown of machinery, stoppage of power supply, an epidemic, civil commotion or other cause beyond the control of the Company, the Company may, at any time without prior notice or compensation in lieu of notice, stop any machine or department wholly or partially or the whole or part of the establishment for a reasonable period.

b) In the event of a stoppage under clause (a) during working hours, the employees affected shall be notified as soon as practicable, when work will be resumed and whether they are to remain or leave the establishment. The period of detention/ stay in the establishment shall not ordinarily exceed one hour after the commencement of the stoppage. If the period of detention does not exceed one hour, employees shall not be paid for such period. If the period of detention in the establishment exceed one hour, employees shall be eligible to receive salary (including all allowances) for the whole of the time during which they are detained in the establishment as a result of stoppage.

c) Wherever practicable, reasonable notice shall be given of the resumption of normal work and all such employees laid off who present themselves for work when work is resumed, shall be given preference for employment.

d) In cases where employees are laid off as per para (a), shall be considered as temporarily unemployed and the period of such unemployment shall be treated as leave with pay to the extent such leave is admissible and leave without pay for the balance of the period. When employees however, have to be laid off for an indefinite period exceeding one month, their services may be terminated after giving them due notice or pay in lieu thereof.

e) Employees may be laid off due to shortage of orders, temporary curtailment of handling services or similar reasons and consequent stoppage of any department or a part of the department / section, for a period not exceeding six days in the aggregate (excluding statutory holidays) in any month, provided that seven days’ notice is given. An employee laid off for more than five days in a month, may, on being laid off, leave his/ her employment on intimation of his/ her intention to do so.

f) The Company may in the event of a strike by employees, affecting either wholly or partially any section or department of the establishment, or in the event of employees mala fide resorting to a slowdown of work which materially or adversely affects the proper handling of aircraft or the work that is primarily the Company’s business, wholly or partially, close down either wholly or partially such department / section affected by such strike. The fact of such closure shall be notified by notices displayed

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upon the notice boards in departments concerned. The employees shall also be notified by a general notice put up at the places where notices of closure mentioned above are displayed, prior to the resumption of work as to when work will be resumed.

27. JURISDICTION

This Agreement shall be governed by the laws of India and shall have exclusive

jurisdiction to try all disputes between the parties pursuant to this Agreement.

28. SAVINGS

Nothing contained in this Handbook shall operate in derogation of any Law for the time

being in force or to the prejudice of any right or privilege under an agreement or contract

of service or letter of engagement or an award and other conditions of service for the

time being in force, as may be applicable.

Dated: 06.08.2012

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