handbook

Employee Handbook

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International technology Group ANDRITZ,

headquartered in Graz, Austria, employs approx. 23,700

people worldwide. It is a globally leading supplier of

plants, equipment, and services for: Hydropower

Stations, Pulp and Paper Industry, Metalforming and

Steel Industry and Solid/Liquid Separation in Municipal

and Industrial Sectors.

In addition, ANDRITZ offers technologies for certain

other sectors including automation, the production of

animal feed and biomass pellets, pumps, machinery for

nonwovens and plastic films, steam boiler plants,

biomass boilers and gasification plants for energy

generation, flue gas cleaning plants, plants for the

production of panelboards (MDF), thermal sludge

utilization, and biomass torrefaction plants.

Andritz Group works with following five strategic goals:

Take opportunities in growth markets

Extend global customer proximity

Long-term growth

Profitability (EBITA margin) of 7%

50% of sales from renewable energies

ANDRITZ Group - At a glance

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The cornerstone of todays international technology Group

ANDRITZ was laid in 1852 when a small iron foundry was

set up in Graz, Austria.

The milestones in the history of ANDRITZ

1852-1900: Beginnings as an iron foundry

1900: ANDRITZ becomes a stock corporation

1946-1980: In 1949, ANDRITZ began a lasting

cooperation with the Escher Wyss Group of Switzerland,

initially in the water turbines sector. In 1950, Creditanstalt-

Bankverein, Austria acquired a majority interest in

ANDRITZ.

1980s: In 1987, AGIV AG, an investment company in

Frankfurt, Germany, acquired a majority stake in

ANDRITZ. ANDRITZ began to change its strategic

direction, from being a licensee of other equipment

manufacturers to become a leading international supplier

of its own high-tech production systems.

Since 1990: In 1990, acquire Sprout-Bauer, a US

company supplying equipment for mechanical pulp and

animal feed production. Since 1990, ANDRITZ has

acquired and integrated more than 60 companies. In

2000/2001 acquire Ahlstrom Machinery Group (making

ANDRITZ a globally leading supplier of pulp production

systems) and VA TECH HYDRO in 2006 (advancing

ANDRITZ to a globally leading supplier of

electromechanical equipment for hydropower plants).

1999: AGIV AG sold its shareholding in ANDRITZ to a

consortium of investment companies (The Carlyle Group,

GE Capital, Unternehmensinvest AG, Deutsche

Beteiligungs AG) and the Custos private foundation

(established by Wolfgang Leitner, President and CEO of

ANDRITZ).

Early 2000s: In 2001, ANDRITZ went public on the Vienna

Stock Exchange. In 2003, the Secondary Placing of

ANDRITZ shares on the Vienna stock exchange.

ANDRITZ today

History

From a small iron foundry to a globally leading technology group

The Hungarian Josef Krsi established an iron foundry in

Andritz, a suburb of the city of Graz, Austria The ANDRITZ site in Graz in 1952

Employee Handbook

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The ANDRITZ GROUP is a globally leading supplier of

plants, equipment, and services for hydropower stations,

the pulp and paper industry, the metalworking and steel

industries, and solid/liquid separation in the municipal and

industrial sectors The Group is headquartered in Graz,

Austria, and has a staff of approximately 23,700

employees worldwide. ANDRITZ operates over 220

production sites, service and sales companies all around

the world.

~ 50 % of groups order intake

Electromechanical equipments for hydropower plants; pumps


Systems for all types of pulps and certain paper grades


Systems for production and processing of stainless steel and carbon steel strips


Systems for mechanical and thermal solid/liquid separation


Systems for production of animal feed and wood/biofuels pellets

ANDRITZ HYDRO

ANDRITZ Hydro supplies electromechanical equipment

for hydropower stations. With over 170 years of

accumulated experience and more than 30,000 turbines

installed totaling approximately 400,000 megawatts

output, the business area is one of the worlds leading

suppliers for hydraulic power generation, offering the

complete product portfolio, including turbines,

generators, and additional equipment of all types and

sizes: from water to wire for smallscale hydropower

stations up to outputs of more than 800 megawatts.

ANDRITZ PULP & PAPER

ANDRITZ pulp and paper is a leading global supplier of

equipment, systems, and services for the production

and processing of all types of pulps, paper, tissue, and

board. The technologies cover processing of logs,

annual fibers, and waste paper, production of chemical

pulp, mechanical pulp, and recycled fibers, recovery and

reuse of chemicals, preparation of paper machine

furnish, production of paper, tissue, and board,

calendering and coating of paper, as well as treatment

of reject materials and sludge.

ANDRITZ Today

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ANDRITZ SEPARATION

ANDRITZ separation is one of the leading suppliers of

technologies and services in the solid/liquid separation

and thermal treatment areas for the environmental

sector (particularly treatment of municipal and industrial

wastewater), for mining and mineral processing, the

chemical industry, and for the food and beverages

industry.

ANDRITZ METALS

ANDRITZ metals is one of the leading global suppliers

of complete lines for the production and processing of

stainless steel. These lines consist of equipment for cold

rolling, heat treatment, surface finishing, strip coating

and finishing, punching and deep drawing, and for

regeneration of pickling acids. In addition, the business

area supplies lines for the production and processing of

carbon steel and non-ferrous metal strip, resistance

welding equipment for the metalworking industry, as

well as turnkey furnace systems for the steel, copper,

and aluminum industries.

ANDRITZ FEED & BIOFUEL

ANDRITZ feed & biofuel supplies systems, equipment,

and services for the industrial production of animal feed

pellets (pet food, fish, and shrimp feed) and for biomass

pellets (wood pelleting plants and pelleting of

agricultural and industrial byproducts, such as straw).

The business area is one of the world market leaders in

both fields

ANDRITZ Leadership Team

Friedrich Papst METALS, FEED & BIOFUEL,

HYDRO (Pumps)

Wolfgang Semper (HYDRO)

Humbert Kfler PULP & PAPERS (Service & Units),

SEPARATION

Karl Hornhofer PULP & PAPER (Capital Systems)

Wolfgang Leitner President and CEO

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ANDRITZ HYDRO is a global supplier of electro-mechanical

systems and services (water to wire) for hydropower plants

and one of the leaders in the world market for hydraulic power

generation.

ANDRITZ HYDRO promotes hydropower as the most

economical form of renewable energy. In close cooperation

with our customers, ANDRITZ HYDRO elaborates long-lived,

environmentally friendly concepts. Maintaining our natural

environment, mankind, and technology in perfect harmony is

part of our corporate culture. Thus sustainability and

conservative use of resources are given top priority.

ANDRITZ HYDRO has:

More than 170 years of accumulated experience in

turbine design

Over 30,000 turbines (more than 400,000 MW)

installed globally

Over 120 years of experience in electrical equipment

The complete range up to more than 800 MW

ANDRITZ HYDRO is a leading supplier in the service &

rehabilitation sector and a world market leader for

compact hydro.

ANDRITZ Hydro - At a glance

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ANDRITZ Hydro has following work area under his

portfolio of Hydro projects:

Large Hydro Service & Rehabilitation Compact Hydro Generator Turbo

Large Hydro

The ANDRITZ Large Hydro Division is a global supplier

of turnkey electromechanical equipment and services for

the installation of large new hydropower plants (water to

wire) and components, including installation beyond the

compact hydro range. It is the largest business division of

the company generating a major portion of the revenues.

The entire large new hydropower plant equipment includes

Engineering, design, model testing, purchasing,

manufacturing, assembly, project management, all

mechanical and electrical equipment, and the monitoring

and diagnosis systems

Turbines (all types)

Digital speed governors

Shut-off valves

Generators (synchronous and asynchronous)

Electrical power systems including low, medium,

and high voltage equipment

Automation, control, protection, excitation, and

synchronization

Site management, installation, commissioning,

testing, training

ANDRITZ HYDRO provides penstock and gates from

design to commissioning. Design, engineering, project

management, shop and field fabrication, installation,

testing, commissioning and rehabilitation of all kinds of

gates and penstocks for hydropower plants, ship locks,

water supply, and irrigation projects like:-

Exposed and embedded penstocks

Pipe bridges and steel tunnel linings

Manifolds and bifurcations

Radial gates, flap gates

Intake and outlet equipment

Bottom outlets (h>180 m)

Spillway and ship lock equipment

Trash racks and raking equipment

Hydraulic and mechanical hoists

Automation and controls

Spare parts

Service & Rehabilitation

About 50% of the primary and secondary technologies

installed in hydropower plants all over the world are older

than 30 years. The market for modernizations,

rehabilitation and capacity increases of installed

hydropower equipment is mainly concentrated in Europe

and North America.

Central Functions of ANDRITZ Hydro

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The ANDRITZ HYDRO Service & Rehab Division provides

solutions, products and services over the entire lifecycle

of hydropower plants. A well-developed service network

ensures a fast and competent response to customer

needs.

The main tasks of the Service & Rehab Division include:

Services

Plant assessment

Maintenance services

Spare parts services

Troubleshooting

Emergency Repairs

Training

Repair, upgrade and modernization programs/projects

Engineering, design, model testing, purchasing,

manufacturing, assembly, project management,

installation and commissioning

Turbines (all types)

Digital speed governors

Shut-off valves

Generators (synchronous and asynchronous)

Automation, control, protection, excitation, and

synchronization

Monitoring and diagnosis systems

Compact Hydro COMPACT HYDRO provide solutions with products and

services for all type of small hydropower plants up to an

output of 30 MW per unit including complete

electromechanical Installation ( From Water to Wire)

The modular design by COMPACT HYDRO minimizes

the number of components and sizes, covering all type of

turbines with a wide range of applications. It also allows

an economic development of small hydropower

potentials with power house perfectly fitting into the

landscape.

Products

Axial Turbine

Head up to 30 m, output up to 10 MW

Runners with three up to six blades

With double or single governor

Horizontal, inclined, or vertical shaft line

Francis Turbine

Head up to 300m, output up to 30 MW

Spiral turbines, horizontal or vertical shaft

arrangements

Pelton Turbine

Head up to 1,000m, output up to 30 MW

Horizontal shaft design with 1 up to 3-jets or

Vertical shaft design with up to 6- jets

Generator Turbo

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ANDRITZ Hydro Pvt Ltd, India is headed by our MD &

CEO, Mr. Horst H. Quebel, COO, Mr. Karl Quehenberger

and MD, Mr. Mahadevan Anand.

POSITION IN INDIAN MARKET

LARGE HYDRO: No. 1 Position on a MW Basis

COMPACT HYDRO: No. 2 Position with Market Share of

20 %

R, M & U PROJECTS: No. 1 Position with Market Share

of 72% on tendered projects

GENERATOR TURBO: Niche Player

PRODUCT RANGE

All types of Hydro Turbines, Hydro Generators & 4 Pole

Turbo Generators

Spherical Valves, Butterfly Valves, Generator Shaft

ANDRITZ Hydro Pvt Ltd, India

Horst H. Quebel

MD & CEO

Mahadevan Anand

MD

Karl Quehenberger

COO

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Microprocessor Based Governors and Excitation

System

Control & Monitoring Systems (SCADA)

Microprocessor Based Protection Systems

Coating for Underwater parts including runners

E & M Contracts for Large Hydro Power Plants

Electrical Balance of Plant on EPC Basis

Renovation, Modernization & Uprating.

INDIA SETUP

In India, ANDRITZ HYDRO has two factories, for turbine

and mechanical equipment factory located at Prithla,

Faridabad (HIF) and another for generator and

Automation & electrical equipments located at

Mandideep, Bhopal (HIB).

Factory located at Prithla, Faridabad (HIP), is responsible

for turbine and mechanical equipment is modern state-of-

the-art factory with spread over area of 36,000 sq. mtr

(covered area 13148 sq. mtrs). Further expansion of

Factory is underway. The total number of employees till

date is around 458.

Factory located at Mandideep, Bhopal (HIB) is responsible

for generator and electrical equipments of the power plant.

This modern state-of-the-art factory is spread over an area

of 40,480 sq. mtrs. (Factory area 12950 sq. mtrs, Office

area 4150 sq. mtrs). Further expansion of Factory is

underway. The total number of employees till date is

around 396.

Prithla Layout

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Employee Grade Structure

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PAYMENT OF SALARY & BENEFITS- BANK ACCOUNT

Salaries are directly credited to the employee's account in

nominated Banks. It is compulsory for all employees to open

a Bank Account. Any other payments will be clubbed

together at months end.

SALARY STRUCTURE

Gross salary comprises of Basic salary, flexible

perks/allowances, deferred increment cum bonus

scheme, compensation in lieu of car (only for level 1&2)

and other allowances applicable (if any). The salary of all

employee is governed by the Document No. PHI HR 003.

EMPLOYEE BENEFITS

According to the current cadre of an employee, employees

are entitled for various benefits like Medical

Reimbursement, Leave Travel Allowance, Annual

Allowance disbursed by the AHPL Pvt. Ltd. to its

employees.

Medical Reimbursement:

Medical reimbursement will be disbursed quarterly of

June, September, December and March every year up to

a limit of 25% of the annual entitlement. The entitlement

will be paid along with the salary of March June,

September and December.

To claim for medical reimbursement, medical bill be

required for the amount claimed. Payment of medical

reimbursement should be in accordance with the

prevailing income tax rules on the subject.

Leave Travel Allowance:

LTA can be claimed only after an employee has been

confirmed. To claim LTA an individual will have to avail

leave and provide proof of travelling. LTA shall be in

accordance with the prevailing Income Tax rules on the

subject. LTA is to be availed during the calendar year.

Annual Allowances:

Annual allowances (like gift, telephone) will be paid on

receipt of claims of the same once a year. Other

allowances will be paid on monthly basis. Unclaimed

allowances, if any will be paid in two installments with the

salaries for January and February every year.

INCOME TAX AND TAX DEDUCTED AT SOURCE

AHPL will help all employees strictly abide by the

prevailing Income Tax rules. Declaration Forms will be

given to employees during first week of May every year.

Every employee is required to fill and return the form to

HR within a week. After getting the declaration form from

all the employees, HR will give the computation of Income

sheet to the respective employees within a week. Total

tax liability will be recovered in equal monthly installments

from subsequent months salary till March every year.

Proof of investment, rent receipts etc. should be

COMPENSATION AND BENEFITS.

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submitted to HR by 15th March every year. During the

month of April HR will issue Form 16 (salary certificate) to

the respective employees.

SALARY ADVANCE

AHPL Pvt. Ltd. has this policy to sanction salary advance

to employees in order to meet their financial hardship in

the following exigencies:

a) Unforeseeable situations, for example, sickness/

death in the immediate family including parents.

b) Marriage- self, daughter/ son, brother/ sisters

marriages.

Employees are eligible only if he had completed three

years of service. For applying salary advance, employee

must attach proof for claiming salary advance i.e.

hospitalization proof, marriage card etc. and forward the

application to HR department with recommendations for

the HOD. Maximum amount of salary advance an

employee is entitled is mentioned as under:

More than 3 years of service and less than 5 years of

service- two times of monthly gross salary.

More than 5 years of service three times of monthly

gross salary.

The salary advance policy is completely governed by the

document no. PHI HR 012.

HOUSING ADVANCE

The need and desire of employees to settle-down in self-

owned houses is natural and in the best interest of their

long term stability with the organization. AHPL Pvt. Ltd.

provides housing advance to its permanent employee at

an interest rate which are lower than the loan provided by

other financial institutions. Housing advance will be given

to confirmed employees having a minimum of three years

service with the organization.

The housing advance facility can be availed only once by

an employee during his period of association with the

organization. The housing advance policy is completely

governed by the document no. PHI HR 013.

Mobile Phone Covenanted employees are provided Mobile Handset,

along with approval for monthly expenses reimbursement

limit, based on the company's business needs. AHPL Pvt.

Ltd. provides a sum of ` 10,000/- (` Ten Thousand) to its

white color employee to purchase the mobile handset.

White color employee can replace the mobile handset

after every three years after taking the old mobile handset

at deprecated value.

ADDITIONAL BENEFITS.

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CANTEEN

AHPL provides subsidized canteen facility to its

employees, which includes snacks, tea and meal.

Executives can help themselves to tea whenever it is

convenient to them and readymade tea at specific time in

the canteen. Technicians are provided breakfast and

readymade tea twice a day at the timings specified.

Timings for meals shall be fixed as specified.

TRANSPORT

AHPL provides subsidized transport facility to its

employees, to commute to and and from residence to

factory. Head of departments have door to door pick-up

facility. Buses shall ply for the Head of Group, Sr.

Executives, Executives and all Technicians along the

routes specified from time to time. The employees can

avail the facility by coming to their nearest pick up point

specified in the route. The buses will not deviate from the

route specified. Timings for the car/ buses to reach

determined destination shall be fixed and strictly adhered

to.

UNIFORMS

Technicians: All technicians shall be provided with two

pairs of uniforms consisting of a shirt and a trouser, and a

pair of shoes when they return their old pair. Additional

uniforms will be provided to technicians on demand and

the technician will make the payment.

Executives: Aprons/ gowns shall be provided to

executives for their use on the shop floors.

INSURANCE COVER

1.) Group Gratuity Insurance Scheme (in fulfillment of mandatory statutory requirement):

Eligibility: all technicians, executives & HODs

Benefits:

a) Gratuity payable to an employee under group

gratuity to an employee under the group gratuity

scheme of LIC will be at the rate of 15 days Basic

Salary per year of Service with the company, subject to

a minimum of 5 years service with the company.

b) In case of untimely unfortunate death of an

employee, the gratuity payable under the group gratuity

scheme of LIC is based on the present salary and total

length of service, which he could have put in had he

survived upto his normal retirement age.

c) The contribution to the scheme is deductible as

business expenses of employer.

d) The premium paid by the employer is not treated

as prerequisites in hands of the employee.

e) LIC declares interest for its gratuity schemes every

year in view of the interest likely to be earned on funds

of such schemes. The scheme will be run on cash

Employee Welfare Activities.

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accumulation basis and the initial fund will earn interest

@ 11.75% to 12.8% depending on the fund size.

Premium paid by: company

2.) Group Insurance Scheme in Lieu Of Employees

Deposit Linked Insurance Scheme 1976 (in

fulfillment of mandatory statutory requirement):


Benefits: In the scheme death benefit of Rs.5000/- to

Rs.62000/- is paid, depending upon the number of

years service and the employees salary.


3.) Group Saving Linked Insurance Scheme.

(company welfare measure):


Sum insured:

Rs.65000/- for technicians

Rs.100000/- for executives

Rs.135000/- for HODs

Benefits:

a) In the event of unfortunate death of the member

anywhere while in service, the dependents shall be

entitled to the sum insured benefits as applicable to the

members category plus the amount accumulated with

interest in the savings fund account of the member.

b) In the event of death due to accident double the

amount of basic sum assured is payable.

c) In case of survival up to normal retirement date or

early withdrawal by resignation the total accumulated

amount with interest lying to the credit of the member

in the saving fund account shall be payable . Current

rate of interest is 11% compounder yearly.

Premium paid by: partially by company and partially by

employee.

4.) Personal Accident ( company welfare measure)


Sum insured:




Benefits:

a) Death due to accident- capital sum assured.

b) Permanent total disablement due to accident-

100% of sum assured.

c) Loss of two eyes or two limbs due to accident-


d) Loss of one eye or one limb due to accident - 50%

of sum assured.

e) In the event of permanent partial disablement one

time compensation (5% to 50% of sum insured) based

on extent of injury in accordance with workmens

compensation rules.

f) In the event of temporary total disablement (only

applicable to employees not covered by ESIC

scheme) compensation at the rate of 1% of sum

insured.

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g) In case of death onetime payment of Rs. 5000/-

per unemployed child up to the age of 21 years up to 2

children.

h) Medical expense for treatment of injuries due to

accident up to 25% of the admissible claim or 10% of

the sum insured, whichever is less.

i) Funeral expenses up to 2000/-


5.) Janta Personal Insurance Scheme. (company welfare measure:


Sum insured:




Benefits: (Insured for 12 years)

Note: employees joined after 15 Jan99 the sum

insured would be Rs.100000/-

(Insured for 5 years)

a) Death due to accident -capital sum assured.

b) Permanent total disablement due to accident-


c) Loss of two eyes or two limbs due to accident-


d) Loss of one eye or one limb due to accident - 50%

of sum assured.

Premium paid by: individual

6.) Mediclaim insurance


Sum insured: Rs.300000/-

Benefits:

The policy covers reimbursement of hospitalization

and/or domiciliary hospitalization expenses only for

illness/ diseases contracted or injury sustained by the

insured person. In the event of any claim becoming

admissible under hospitalization and domiciliary

hospitalization insurance, the company will pay to the

insured person the amount of expenses as are

reasonably and necessarily incurred in respect thereof

anywhere in India by or on behalf of such insured

person but not exceeding in any one period of

insurance the amounts under the category.


MEDICAL FACILITIES

EMERGENCIES:

4 First Aid Stations have been established (one each in

Bays A, B & C and in security gate house) and employees

trained in first aid are available to take care of

emergencies. In case of emergency, patients will be sent

to Arogya Hospital, Mandideep, where immediate medical

care will be given.

Additional facilities:

A doctor will be available for consultation for duration of

one hour every alternate Tuesday. The company has a tie-

up with Arogya Hospital, Mandideep, where round the

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clock free consultation and first aid for the company

employees is available.

At Arogya Hospital, any pre-employment medical check-

up and routine periodical health check-up done, any

injectable, medicines and intravenous fluids given ECG,

x-ray and Pathological tests done, any operative

procedure performed, patient hospitalized, will be charged

extra on concessional basis (20% discount) on actual

charges.

CREDIT CARD FACILITY

AHPL will reimburse annual membership of credit cards,

subject to maximum of Rs.750/- per year to the employees

who are often required to proceed on business tours. This

facility must be approved by the concerned HOD and

CEO.

The employees provided with the credit cards will normally

not be entitled to take a tour advance of more than

rs.5000/- for each business tour.

MANPOWER PLANNING

At the beginning of 3rd Quarter of the year, the MD &

CEO/Head shall review the existing organization and

present to HR their manpower requisition for a year in the

pre-designed budgeted manpower keeping in view the

budgeted business plan and growth opportunities and

estimated attrition level.

RECRUITMENT PROCEDURE

For the recruitment the criteria would be internal transfer,

employee referral, our own data bank, consultants and job

sites.

Referral is the most effective way of targeting and

attracting right talent is through our companys own

employees. Employees can forward resumes or suggest

names of probable candidates to HR within the time limit

specified in the internal advertisement. An employee will

not be a part of the selection process if he/she has been

instrumental in refereeing the candidate to HR. The

employee will get 4% of candidates gross salary after the

successful completion of probation period of referred

employee.

Once the resumes are shortlisted the candidates will be

called for interview (technical and HR).

SALARY PACKAGE & JOINING PERIOD

After taking the approval from competent authority, HR

department will communicate the salary package to the

selected candidates.

Recruitment Policy

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Normally not more than one-month joining will be givern

to any candidate. In case an employee is unable to start

working from the specified date, he/she should

communicate the reasons for his/her inability to join on a

particular date to the Head HR, who would extend the

joining date suitably through a written communication in

consultation with the respective Head/GC member.

TRAVELLING & JOINING EXPENSES

Candidates wild be reimbursed travelling expenses for

attending interviews as per the expense entitlement

procedure (Document No. PHI HR 006) depending on the

position for which they have been called.

The joining expenses for the new recruits will be as under:

The candidate who have been to join early they will be

reimburse notice pay given to their previous employer

on production of proof of payment. HR will be the

approving authority for the same.

The newly joined employee will be entitled for 4 days

leave for making necessary arrangement for shifting

his/her family, however formal approval for the same

should be obtained from respective Head/HR

The new recruits will be paid transportation charges

towards shifting their house hold goods and train fare

for themselves and their family (Family includes

Spouse, children and dependent parents) on

production of original bills/tickets.

The new recruits will be given temporary

accommodation for up-to 10 days for searching

permanent accommodation. The company will

reimburse only the lodging expenses.

In case the employee leaves the company within one

year of joining, he/she will have to return back the

joining expenses including Notice pay/ transportation/

travelling/ other reimbursements as has been claimed

from the company (AHPL Pvt. Ltd.).

The recruitment policy of AHPL Pvt. Ltd. is governed by

Document No. P HIN HR 015.

AHPL Pvt. Ltd. employees are entitled to Casual leave

(CL), Sick leave (SL), Privilege leave (PL), Maternity leave

(ML) and Leave without pay (LWP). during the course of

their employment.

CASUAL LEAVE

The object of casual leave is to enable an employee to

attend to some urgent or unforeseen contingencies and

the leave available is 10 days per calendar year.

Whenever an employee wants to take leave, then

employee has to fill the dates in the leave card, get it

approved from the concerned HOD and the same should

be sent to HR. Casual Leave cannot be carried forward to

next year. Leave shall be availed of only after it is

Leave and Leave Rules

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sanctioned by shop In Charge/ HOD, but one days casual

leave may be availed of without prior sanction in case of

unforeseen circumstances, provided shop In charge /

HOD sanctioning leave is promptly informed by phone or

otherwise of the circumstances under which prior sanction

could not be obtained. Shop In charge / HOD in turn will

inform HR at the earliest. Casual leave will not be granted

for more than three days at a time. No two leaves can be

clubbed together. In case of an employee whose casual

leave is exhausted and there is are extenuating

circumstances which require the employee to remain

away from duty for a short period, the Shop In

charge/HOD may grant PL.

SICK LEAVE

Sick Leave is to help the employee attend to sickness and

related disturbances and the leave available is 08 days

per calendar year. The balance of sick leave at the end of

any year can be carried forward to the next year and

employee can accumulate maximum of 90 days sick

leave. Sick leaves can only be avail by those employees

who are not covered under ESI. day sick leave will not

be allowed until CL balance exists. Employee has to take

CL. SL of more than three days must be accompanied by

a medical certificate and fitness certificate. The medical

certificate should be obtained on the day employee falls

sick.

PRIVILAGE LEAVE

Privilege Leave is granted so that an employee can rest

or recuperate. It also enables an employees to fulfill his

social/family obligations. Employee can avail 30 days per

calendar year as PL. The balance of PL at the end of any

year can be carried forward to the next year and employee

can accumulate maximum of 120 days PL. Employees are

eligible for P after their 1st anniversary of service. From the

calendar year 2005 more than 120 accumulated PL will be

encashed every year. This encashment will be on Basic

Salary and paid in January every year. Intervening weekly

off and holidays will also be counted as a part of leave for

PL. Intervening weekly off and holidays will also be

counted as a part of leave for PL.

If a technician is deprived of the weekly off/holiday, no c.

off shall be given, instead they will be paid overtime for

that many hours.

MATERNITY LEAVE

All female staff members of Andritz Hydro Pvt. Ltd. Are

entitled to maternity leaves with full pay for a total period

of ninety days, from the date of commencement of the

leave. The date of leave should ne intimated in advance.

All intervening weekly offs and holidays will form a part of

maternity leave. In addition to maternity leave, female staff

may be allowed to take additional leave without pay, till

the time their babies are six months old. In case of

miscarriage or abortion leave up to six weeks(forty-two

days) will be allowed.

Employee Handbook

19

LEAVE WITHOUT PAY

Leave without pay may be granted at the discretion of the

competent authority when no other leave is due to an

employee for such period as may be specified by the

competent authority. If the employee does not join service

on expiry of this period, this shall be taken cognizance off.

No salary and allowances are admissible during the period

of Leave without pay and the period spent on such leave

shall not count for increments. Employee availing ant LWP

during a month shall not be entitled to any Attendance

Allowance during that month.

ESI RULES FOR TECHNICIANS

Employees covered under ESI are not eligible for any sick

leave. In case of sickness they have to go to the ESI

dispensary to get themselves checked. If they are found

unfit for work then they will be issued an information of

sickness, which is to be given to HR. After he/she

becomes fit for the job then the dispensary will issue a

Fitness Certificate, which the employee has to give to HR.

During this sickness period the employee will be marked

on Leave without pay and shall be entitled to receive the

benefits only from ESI and will not get paid by the

company. ESI will issue a cheque for the absence period

within 15 days of fitness after verifying our attendance

register to confirm that the concerned employee has been

marked LWP by the company during that period.

OTHER INFORMATIONS

If an employee, after proceeding on leave, desires an

extension thereof, he/she shall make an application in

writing to his/her Shop In charge / HOD with reasons.

Such application shall contain full postal and telegraphic

address including telephone number and shall be made in

sufficient time to enable the office to process the

application and communicate the decision to him.

Employee can avail 2 hours short leave in a month (either

twice in a month i.e. one hour each or two hours once).

If an employee leaves before 01:00 p.m. then it will treated

as full day leave and if he/she leaves after 01:00 p.m. then

it will be treated as day leave.

No employee shall leave station of duty without intimation

to HOD and HR department.

Leave and Leave Rules of AHPL Pvt. Ltd. is governed by

Document No. PHI HR 001

WORKING HOUR

The working hours for various shifts laid down for different

category of employees are as follow:

Working Hour & Attendance

Employee Handbook

20

(General shift) Executives

Working hours: Monday to Saturday-08:30 hrs to

17:55 hrs

Tea break - 10:00 hrs to 10:10 hrs Lunch break- 12.45 hrs to 13:05 hrs Tea break - 15:00 hrs to 15:00 hrs

actual working hours- 08:45 min

(General shift)- Technicians


17:10 hrs

Tea break - 10:00 hrs to 10:10 hrs Lunch break- 12.45 hrs to 13:05 hrs Tea break - 15:00 hrs to 15:10 hrs


(1st Shift)


14:30 hrs

Tea break - 10:00 hrs to 10:10 hrs Lunch break- 12:30hrs to 12:50 hrs


(2nd Shift)


22:30 hrs

Tea break - 10:00 hrs to 10:10 hrs Dinner break- 12:30hrs to 12:50 hrs


(3rd Shift)


06:30 hrs

Tea break - 10:00 hrs to 10:10 hrs Dinner break- 12:30hrs to 12:50 hrs


Weekly off for technicians - only on Sunday

Weekly off for executives - Sunday & also 2nd &4th

Saturday off

RECODING OF ATTENDANCE

All employees will punch on a daily basis. The punching

machine will be maintained at the Administrative building

and the shop floor. HR will check the punching. Punching

will be done on the following occasions:

Before commencement of the shift- after changing into

factory uniform.

Before leaving factory during working hours.

On returning to factory during working hours.

After working hours- Before changing the factory

uniform:

While leaving factory during working hours,

permission of HOD must be obtained.

Technicians Out pass Form (Vath21) is to be filled

and handed over to security

Executives punch out with an OD Card available with

HR

On returning to factory during working hours, all will

punch in.

LATE COMING

Late coming by upto 10 minutes upto 3 occasions in a

month will be condoned. Any late coming beyond this shall

be taken cognizance off. Attending office after 09:00 a.m.

will be treated as a half day off and after 13:00 p.m. will be

Employee Handbook

21

treated as a full day off. Wages are liable to be deducted

for late attendance.

OVERTIME

While planning overtime work, the following statutory

requirements will be strictly adhered to:

The total number of hours of work in any day shall not

exceed 10. The spread over, inclusive of intervals for

rest, shall not exceed 12 hours in any one day. The

total number of hours of work in any week, including

overtime, shall not exceed 60. Total number of hours

of overtime work in any quarter shall not exceed 50

(fifty).

The concerned HOD must obtain the approval for

overtime for subsequent month/year from CEO. Ant

additional requirement of overtime will also need

similar prior approval of CEO. A copy of all such

approvals will be given to HR for their record.

Whenever ant technician is required to stay back for

work beyond normal working hours then an overtime

form is to be filled.

At least one executive is required to be present in the

factory as Shift In- charge whenever any

manufacturing process is going on.

Overtime for technicians is compressed double the

Basic Salary. This applies only to technicians.

The Code of Conduct document spells out the conformity

with the company's philosophy on corporate governance,

which is built on a rich legacy of fair & transparent

governance & disclosure practices. This includes respect

for human values, individual dignity, & adherence to

honest, ethical & professional conduct. The Code of

Conduct specifies the acceptable conduct on the part of

employees in all Supervisory, Executive and Covenanted

cadre in AHPL Pvt. Ltd. which are as under

HONESTY, INTEGRITY, ETHICS

All employee shall act in conformity with professional

standards of personal integrity, honesty & ethical conduct,

especially when on Company's business, at Company

sponsored events, or when representing the company.

Ethical conduct is one that is free from fraud & deception

and includes actual or potential conflicts of interest

between personal advantages as against organisation's

needs and/or values.

Acts of Indisciplines under this category are:

Theft, fraud or dishonesty in connection with the

employers business or property or the theft of

property of another employee within the premises of

the establishment;

Code of Conduct

Employee Handbook

22

Taking and giving bribes or any illegal gratification, or

committing acts involving moral turpitude.

Engaging in trade within the premises of the

establishment.

Commission of any act subversive of discipline or

good behavior on the premises of the establishment;

Willful damage to work in process or to any

establishment.

Disclosing to any unauthorized person any

information in regard to the processes of the

establishment, which may come into the possession

of an employee in the course of his work.

RESPECT FOR INDIVIDUALS

Employees shall treat their colleagues & business

associates with dignity & respect, irrespective of caste,

creed, gender, religion/region, nationality, appearance or

any disability.

Superiors shall encourage their subordinates/colleagues

to express their professional views in meetings /

discussions, candidly and without fear. They shall treat

them with equity & fairness.

WORKING ENVIRONMENT

Employees shall not engage in any activity that is likely to

result in disturbing peace & harmony in the workplace or

engage in activities that are likely to create tension,

bitterness or confusion in the minds of colleagues.

Superiors shall endeavour to create a climate in ensuring

the above.


Going on an illegal strike or abetting, inciting,

instigating or acting in furtherance thereof.

Willful slowing down in performance of work, or

abatement/ instigation thereof.

Habitual absence without leave or absence without

leave / information for more than three consecutive

days or overstaying the sanctioned leave without

sufficient grounds or satisfactory explanation.

Late attendance on not less than four occasions within

a month

Willful insubordination or disobedience, whether or,

not in combination with another, of any lawful and

reasonable order of a Superior.

Habitual breach of any rules or instructions for the

maintenance and running of any department, or the

maintenance or the cleanliness of any portion of the

establishment.

Refusal to accept a charge sheet, order or other

communication served on the employee.

Drunkenness, riotous, disorderly or indecent behavior

on the premises of the establishment.

SAFETY, HEALTH & ENVIRONMENT

Employees shall endeavour to create a safe working

environment by following the policies and procedures of

Health, Safety and Environment, as applicable.

Employee Handbook

23

Employees shall strive to keep ones own place and

surrounding work place clean and hygienic.


Failure to observe safety and security instructions

notified by the Company or interference with any

safety device or equipment installed within the

establishment.

Smoking or spitting on the premises where it is

prohibited by the employee.

Unauthorized possession of any lethal weapon in the

establishment, disgraceful or ill- reputed behavior

outside the employment sphere, rendering the

employee unworthy of any job.

STEPS TO HANDLE INDISCIPLINES

AHPL Pvt. Ltd. has specifically laid down a procedure to

handle indisciplines. The details of procedure are under

as:

Level 1: If an employee neglects his/her roles &

responsibilities, he/she will be given a red card by his/her

respective HoD/TL with intimation to HR, so that a note

can be recorded in his/her personal life.

If an employee continues neglect his/her roles &

responsibilities, he/she will be given again red card

(maximum 03 times). Red card will be recorded in

personal file.

If a person has shown a significant improvement in his/her

work, then his/her performance will be reviewed by

respective HoD/TL and HR within a period of one month,

if found suitable then the records for his Red Card will

stand null and void.

Level 2: If an employees have received three red cards

and there is no improvement in an employees and he/she

continual neglect his/her roles & responsibility or involves

in a misconduct he/she will be given a charge sheet which

will be duly signed by respective HoD/GC and HR.

Employee will be suspended for one week. It will be

reviewed after two months by HoD & HR to know whether

an employee has improved or not.

Level 3: If there is no improvement and based on the

recommendation of respective HoD/GC to HR, HR will

recommended the case to the disciplinary committee for

decision. If an employee found guilty the annual increment

of employee will be stopped for one year. It will be

reviewed after three months to know whether an

employee has improved or not.

Level 4: If there is no improvement, the matter will be

referred to HR by HoD/GC and HR will further referred to

disciplinary committee. Disciplinary committee will take

the decision based on their findings and if the facts are

true then their will be adverted remark in to his/her

personal file with NIL increment for 02 years. To be

reviewed within three months.

Employee Handbook

24

Level 5: If an employee still do not improve after the

receipt of red cards, suspension for a week, hold of annual

increment and adverse remarks on his personal file, in this

case an employee will be discharged/dismissed from the

duties based on disciplinary committee report.

ANDRITZ believes in natural justice and an opportunity for

improvement is to be given to each employee. The

disciplinary policy is governed by Document No. P HI HR

008.

For the employees going on official tour, AHPL Pvt. Ltd.

will reimbursed traveling allowance as per the category

as defined in the policy. However it is expected that each

employee minimize the expenses as far as possible.

REGULATION

Employee is entitled to claim allowances /

reimbursements for the expenses, as defined above,

within the limits specified in Annexure provided they

are reasonably incurred, and have arisen from and in

the course of his official duties. This also includes

participation in seminars, training or conference bills

for all reimbursements to be attached.

In case the employees stay/books in hotel which is

more than his entitlement and travel/plans to travel in

the higher mode than the entitlement, then he has to

obtain MD and CEO/GC Member Management

Committees approval for the same.

The limits shown in Annexure are maximum limits.

Every employee is expected to minimize the expense.

The travel between Bhopal and Delhi should be

explored by train.

If an employee travels with overseas visitor, the

scheme as per Annexure will be applicable but for

extraordinary reasons if the employee has to stay with

the visitor in a more expensive hotel, prior approval

from the MD and CEO/GC Member as the case may

be, should be obtained.

DOMESTIC EXPENSE REGULATIONS

In case mode of travel as entitled is not available,

travel will be undertaken by any lower mode of

conveyance that operates to that destination.

Employees to attain train / air tickets with the TA/DA

bill if tickets are arranged by individuals.

If an employee goes along with any Senior Executive

who is entitled to expenses on actual he shall not be

entitled to DA if expenses (food) etc have been borne

by Senior Executive.

In case of urgency of the travelling from one city to

another city is produced by a private taxi instead of rail

or bus, the amount should be supported by a proper

printed receipt bill from the taxi / private car service.

The employees are expected to avail pre-paid taxi

service wherever possible during the tour and claim on

actual. No Kuchha bill shall be entertained.

Expense Entitlement

Employee Handbook

25

TA/DA bill will be submitted in prescribed Performa

within 7 days of return tour and unutilized balance from

the advance taken, if any, will be refunded to the

Company. Similarly FI will settle all Outstation bills

within 7 days of submission of the bill by employee and

credit balance, if any, shall be paid to employee

immediately. However, tour report shall be submitted

within 2 days of return to HOD and GC Member. In

case TA bill isnt submitted within 7 days from the date

of return to office / Factory, any advance taken for the

tour will be adjusted against the next salary due. No

fresh advance against the TA will be sanctioned under

any circumstances until the previous TA bills have

been submitted as per the above rules.

If for any reason, an employee is unable to travel on

the day scheduled for departure, he should report

back to the office /factory.

Employees sponsored for the

training/seminar/workshop will not be reimbursed

breakfast/lunch/dinner expenses if the same is

provided during the training i.e the training is for full

day and the fees of the training include the charges for

the same. Nominal Rs. 100/- per day maximum would

be allowed for snacks etc.

The following expenses will be payable at actual:-

Sleep berth railway reservation/confirmation

charges, on production of tickets / bills, TC

charges for she same will be limited to

maximum Rs.100/- only.

Cancellation charges in case of change of

programme due to valid reason on production

of tickets.

Official postage, telegram, trunk calls, courier

charges on submission of receipt/bills.

Following expenses shall not be reimbursed

Liquor

Cigarettes

Magazines

Personal telephone calls

In case any client is entertained, name and

designation of person entertained should be

mentioned on the bill and the same shall be

reimbursed on actual for Manager Level and above.

FOREIGN EXPENSE REGULATION

Foreign travel by employees of the company for all

purposes will require prior sanction of MD and

CEO/GC Member. Request for Foreign Travel will

be made in the format annexed herewith as the

procedure to HR through Department/Segment

Head.

For SAARC countries (namely Bhutan, Nepal, Sri

Lanka, Myanmar, Maldives, Afghanistan)

entitlements will be same for staying in hotel (as they

are entitled to travel in A class city in India) and DA

will be INR. 1000/- per day.

For persons going to Europe, entitlements will be

given in Euro.

Employee Handbook

26

Lodging shall be pre-arranged by HR, which maybe in

Apartment instead of Hotel Accomodation. However, if

lodging is provided by the Customer or arranged by

the Company for the duration of tour, the employee

shall not be entitled to lodging expenses.

The company shall arrange Overseas Mediclaim

Insurance Policy for the Employee Travelling abroad

for the duration of this tour.

Foreign Exchange requirement for visiting project sites

to attend any Seminar or Training will be decided with

instructions from HR for the number of days to be

given.

Employees travelling abroad will not borrow money for

Company affairs from business associates.

The HR will make all bookings for International Travel

as per company policy.

All employees travelling abroad will submit a tour

report to the Reporting Officer within a week of their

return to ANDRITZ, which shall be forwarded to the

Management within 10 days.

Proposals for sanction for foreign travel should be

submitted in the prescribed format well before the

actual travel is proposed to be undertaken. As is

evident from the contents of the prescribed format, it

contains all relevant details of the proposed travel.

This will help the corporate HR Department to initiate

steps to obtain relevant visas, foreign exchange etc.

The MD and CEO/GC Member are entitled for

business class travel for foreign visits.

The Management at its sole discretion will have the

right to sanction or alter or modify the above rules.

SITE EXPENSE REGULATIONS

Site allowance for persons posted on site are fixed as

follows:

White Collar - Rs. 700/- per day

Blue Collar - Rs. 500/- per day

This allowance will be paid along with the salary on

verification of attendance.

In case of leave, this amount will be deducted.

In case of persons visiting site on temporary basis,

the following rules will apply to them. The site

allowance will be given as mentioned above,

however the bills will not be required as the site are

located in remote areas and it is difficult to get bills.

The employees shall be required to submit a letter

or certificate from site in-incharge as a proof of no.

of days stay for which DA is admissible, otherwise

the hotel / lodge bill / or railway ticket shall be

considered as proof for number of days of stay.

In case a site employee is transferred from one site

on temporary basis or from office to other office

where Company messing is not available, he will be

entitled to normal TA/DA as per rules. However, in

case a site employee is transferred from site to other

site on permanent basis, he will be entitled to DA

only during travel as applicable to him. At his new

place of permanent posting, he will be entitled to the

same salary and other benefits as per his terms of

Employee Handbook

27

appointment which were applicable to him at his

earlier permanent place of posting and the monthly

allowance for site posting.

Employee staying in company Guest House or

Guest House provided by the electricity

boars/Clients (e.g KSEB , NHPC etc.) will be paid

DA as applicable to their respective grades. If

lodging charges are paid then it will be reimbursed

as per grade on production of bills.

The Expense Entitlement is governed by Document No.

P HIN HR 006.

Separation may be inevitable, voluntary or forced.

Separations would refer to the removal from the company

rolls of the name of a regular employee and could be for

any reason whatsoever viz. death, superannuation,

resignation, retirement, termination or abandonment.

RESIGNATION

Resignations imply termination of contract and should

be in accordance with the provisions of the

appointment letter and relevant company procedures.

Only the appointing authority can validly accept the

resignation, which should be unconditional, in writing

and signed by the employee.

On receipt of the resignation letter, HR will initiate

steps to have the exit interview and any other

formalities completed.

The relieving date for the employee should be

mutually discussed and settled. Normally, the

employee should be relieved at the end of his notice

period.

SUPERANNUATION

An employee will superannuate from the services of

the company on the last day of the month in which

he/she attained the age of superannuation.

The age of superannuation shall be Sixty years for all

employees.

ABANDONMENT OF SERVICES

Abandonment of service occurs when an employee

keeps away from duty without sanction for a prolonged

period. Abandonment of service will lead to removal of

the employees name from the master rolls of the

company.

The following procedure should be followed in all

cases of abandonment of service:

A communication should be followed in all

cases of abandonment of service.

This should be followed up at intervals of 3

working days each by two or more

communications asking him to rejoin duty

within a specified time.

Separation

Employee Handbook

28

The second and third communication shall

clearly indicate that this absence will lead to a

loss of lien on the employment and he/she will

be deemed to have voluntarily abandoned the

services of the company.

All communications must be in writing from

HR. Normally , a telegram with a confirmation

copy by registered post should be sent.

Thecommunication should be sent to the

recorded address of the individual either in the

leave application or in his personnel file.

Copies may be sent to any other address

known to the company.

An employee will be deemed to have voluntary

abandoned the service of the company if he

fails to report for duty, either after 7 days from

the date of expiry of his sanctioned leave or is

absent for a period of 4 consecutive days or

more without sanction or if he turns up to rejoin

duty after an unauthorized absence of more

than 4 days and is unable to explain his

absence to the satisfaction of the company.

TERMINATION OF SERVICES

Termination of service is conscious act on the part of

the company.

Discharge or dismissal from service will be only at the

end of a proper disciplinary action procedure by

Disciplinary Committee. Expert legal advice should be

obtained before resorting to the action.

All formalities should be undertaken by HR in handling

and taking action in all cases of Termination,

complying with all legal formalities.

In case of executives, contract of employment entered

between the employee and the employer shall be

binding and his/her services can be terminated as per

the terms and conditions of his accepted appointment

contract.

WRITTEN NOTICE OF TERMINATION OF SERVICE OR

SALARY LIEU THEREOF

Written notice or resignation / separation, all

employees will have to serve Two Months notice

period.

In case of notice period against resignation, the

concerned employee shall attend duty each working

day for full notice period from the date of resignation.

In liew of notice period, the gross salary will be

adjusted. However, the person has to work minimum

45 days.

PROCEDURE

All legal statues which govern separation need to be

complied with as applicable to that particular case.

However, this applies only if the employee has

returned all Company property, documents and there

is a proper handing-taking over and there are no dues

from the employee under any head.

Employee Handbook

29

In the event of death of an employee in service, the

concerned HOD in conjunction with HR, should ensure

all necessary actions such as settlement of accounts,

return of property, payments etc.

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