Compiled by Sanjay Jha ( Sanjay2870@gmail.

com )

4 1A – MANPOWER PLANNING.

The hotel will operate first year with the pre-opening manpower planning, in-case the business
picks up better than revenue forecast and increase in manpower need is felt. The department
head will fill manpower requisition, submit to human resource department. Human resource will
submit it to the deputy general manager, who will take the approval from senior general
manager. After approval, human resource department will close the recruitment within seven
days.

Every year in the month of March, human resource department will take the manpower planning
from respective HOD’s, which will be based on department’s business forecast or the increase in
work load due to business improvement. Human resource department will collate the
requirement and follow the process of manpower requisition, approval and selection.

Human resource department is responsible for making the payroll budget for coming financial
year, and it should be completed within 15th March of every year. It is important for human
resource department to follow following instructions in planning the revised CTC and payroll
budget.

 CTC to have PF, ESIC clubbed as per the labour law.

 Minimum wages guidelines according to the state law.
 Gratia according to the salary slab, payable before Dusshera to all team members.
 Industrial and Vocational trainees’ stipend.
 One day extra salary for the month of January, May, August and October.
 15 % increment for confirmed team members, however the increment will vary from 8%
to 15% depending on appraisal.
Compiled by Sanjay Jha ( [email protected] )

Classification of Team Members

The hotel will have following classifications of team members.

1. Industrial and vocational trainees.

2. Probationer.
3. Permanent.

1. Industrial and vocational trainees.

Hotel will invite application from hotel management colleges for Industrial trainees for a
tenure of 24 weeks and vocational trainees for minimum tenure of 5 weeks and maximum
tenure of 8 weeks. They will be paid stipend of Rs. 5500/- during this period for getting
trained in various department and helping the departments in carrying out operations. They
will be provided accommodation and duty meals free of cost during this period.

2. Probationer.

All the team members will be on a probation period of 6 months. Team members will be
observed by their managers in regards to skill, knowledge, punctuality, team work and
performance. Based on satisfactory results of team members, they will be considered for
permanent job role in the company. During probation services may be terminated at any
point without any notice, and the team members will be paid for the number of days they
have worked.

Human resource manager has to maintain file of the counselling given to team members
during their probation period for improvement, and at least three counselling session should
be filed for team members who are expected of not getting permanent role after completion
of probation period.

In-case of ant termination during probation period due to discipline issues or un-ethical
practices, team member will be removed immediately without counselling, and human
resource manager will maintain a file for such documentation.
Compiled by Sanjay Jha ( [email protected] )

3. Permanent.

Team members who have successfully completed probation period will be considered as
permanent.

The positions will be classified according to following guidelines.

L1 – Accommodation maid, Job trainees, Security guards, Kitchen stewarding associate.

L2 – Guest relations associate, Engineering technician, Commi 2&3, Store boy.
L3 – Supervisors.
E1 – Executive and assistant manager.
E2 – Head of the department.
E3 – EAM & deputy general manager.
E4 – General manager.
E5 – Corporate position.

Recruitment Procedure

Task 41C - Recruitment

Sub task 41C – a - Recruiting team member according to Manpower budget.
Objective The department has required manpower for delivering satisfactory
services to guests.
Compiled by Sanjay Jha ( [email protected] )

Standard The recruitment should be according to the manpower budget

Process owner HR Manager and Department Head
Procedure

 HR Manager compare the actual manpower against the budgeted manpower.

 HR Manager cross check the date of resignation of the team member, which will
create vacancy.
 HR Manager approaches the HOD of the department and check if position should
be filled, or change of job role for new hiring.
 HOD Of the department fills in the manpower requisition according to the need of
department.
 HR Manager submits the manpower requisition to Deputy General Manager, who
discuss the requirement from SR.GM and the approval, rejection or any other
status is informed to HR Manager.
 The status is updated to concerned department’s HOD.
 In-case approved, HR Manager invites application and shortlist candidate
according to requirement.
 The interview is scheduled in person or through video call and it goes through
three tier system –
a) HR Manager interview, to check profile matching with requirement.
b) Department HOD Interview, to check the technical knowledge.
c) Deputy General Manager interview to check personality and attitude of
the candidate.
(For Executive and above level, final interview is scheduled with Sr. GM)
(ALL THE CANDIDATES INTERVIEWD WILL BE INFORMED ABOUT THE INTERVIEW
OUTCOME THROUGH MAIL)
 In-case candidate is selected, a reference check is done from previous
employer. During reference check open ended questions related to skill,
behaviour , personality should be asked.
 Department head is informed about the reference check and a joint decision is
taken by department head and HR manager for on-boarding the new team
member.
 The letter of intent with required documents needed at the time of on-
boarding is sent to new team member. The documents which will be needed
are –
a) PAN Card and ADHAR for opening salary account.
b) Print file of passport and stamp size photo.
c) Educational certificates.
d) Past employment records.
e) Relieving letter from past organization.
 The appointment letter signed by Deputy General Manager is issued, once all the
documentation is completed, and it should be done within seven days from
joining date.

Sub task 41C – b – Increase in budgeted manpower.

Objective To ensure consistent and quality services to guest.
Standard The HODs should have proper explanation for additional manpower
need.
Process owner HR Manager and Department Head
Procedure
Compiled by Sanjay Jha ( [email protected] )

 HOD Discuss the additional manpower requirement with Deputy General

Manager.
 In-case convinced, the Deputy General Manager, guides to fill the manpower
requisition to HOD and submit it to human resource department.
 HR Manager invites application and shortlist candidate according to requirement.
 The interview is scheduled in person or through video call and it goes through
three tier system –
d) HR Manager interview, to check profile matching with requirement.
e) Department HOD Interview, to check the technical knowledge.
f) Deputy General Manager interview to check personality and attitude of
the candidate.
(For Executive and above level, final interview is scheduled with Sr. GM)

 In-case candidate is selected, a reference check is done from previous

employer. During reference check open ended questions related to skill,
behaviour, personality should be asked.
 Department head is informed about the reference check and a joint decision is
taken by department head and HR manager for on-boarding the new team
member.
 The letter of intent with required documents needed at the time of on-
boarding is sent to new team member. The documents which will be needed
are –

f) PAN Card and ADHAR for opening salary account.

g) Print file of passport and stamp size photo.
h) Educational certificates.
i) Past employment records.
j) Relieving letter from past organization.

 The appointment letter signed by Deputy General Manager is issued, once

all the documentation is completed, and it should be done within seven
days from joining date.

(All the new joining should start from Monday)

Sub task 41C – c – Recruitment Source

Objective To ensure human resource department sources most suitable team
members for operational excellence.
Standard The candidate profile should match the requirement of HOD
Process owner HR Manager
Procedure
 Look for inter – department transfer, in case someone has shown interest. It will
Compiled by Sanjay Jha ( [email protected] )

add to career advancement.

(In-case there is no internal candidate, the HR Manager starts using external
source)
 External Source –

a) HR database – HR manager maintain database of the applicant, who were

shortlisted, but could not appear for interview)
b) Hotel Management Colleges – HR Manager maintains a close relationship with
hotel management colleges and conducts campus interview for sourcing right
candidate)
c) Social Sites – Non-paid job posting portals are used.
d) Referral program – Hotel runs referral program for sourcing reliable candidates
and a pre-approved amount is paid to the team members, once her/his referred
candidates complete the probation successfully (This is paid to even those team
members who have left organisation with good note)
Compiled by Sanjay Jha ( [email protected] )

On-Boarding Team Members

Creating a comfortable on-boarding experience, play very important role in setting up the culture
of the organization. Team members comes from a different culture and a comfortable on-
boarding will bring them to soft floor with a very high energy. At JAOR the on-boarding
experience of team members will be carrying appraisal weightage for HR Manager, HOD and
Deputy General Manager.

Task 41D – On boarding team members.

Sub task 41D – a – Follow-up call
Objective Ensure no show
Standard The follow-up call shall request the candidate arrival details and copy
of resignation from previous organization.
Process owner HR Manager
Procedure
 HR Manager send whats up message at least 7 days prior to joining.
 Request for time to call.
 Make very friendly call to the candidate and request his arrival details, so that the
accommodation can be made available for him/her. (Train or flight reservation
ticket provided at the time of follow-up call speaks about seriousness of
candidate’s joining)
 Ask for any assistance.
 Inform the facility provided at accommodation and informs the bedding candidate
need to organize for her/his stay assistance they need in searching
accommodation.
 Brief him/ her about hotel location (If un-known).
 Request him/her to keep the HR manager updated about arrival.
 HR Manager informs the concerned HOD about arrival of new team member at
least 24 hours in advance.

Sub task 41D -b – Transmittal Slip generation

Objective The Uniform and accommodation are organised one day before
joining date of new team members.
Standard Transmittal slip will be generated every Friday as Monday is the
joining date,
Process owner HR Manager
Procedure
 The slip is generated and sent to –
a) Security Supervisor for organising accommodation and transport, in-case
needed.
b) Deputy House keeper, for uniform and shoes.
c) HOD of department, for planning the buddy.
d) Executive Chef, for cafeteria food.
e) Deputy General Manager, for planning his schedule to meet the new team
member.
Compiled by Sanjay Jha ( [email protected] )

Sub task 41 –D b – Meeting the team member at hotel.

Objective To ensure team member feels comfortable.
Standard HOD Should always try to do this procedure by themselves, in case
they are available in hotel.
Process owner Department Head
Procedure
 New team member is received by HOD or the department representative.
 They are taken to cafeteria and refreshment is provided, incase it’s not a meal
time.
 New team member is taken to HR Manager.
 HR Manager collects the documents and get joining formality form filled up.
 Deputy GM is informed about the arrival of candidate. Deputy General Manager
meets the candidate in HR office (At no cost the new team member should be
taken to GM office for introduction)
 The Major meal on joining date is organised with HOD and HR Manager or any
one of them.
 The HR manager meets the new team member and brief’s her/ him about house
rules (Hotel & accommodation).
 HR Manager request the new team member to report comfortably next day at 10
am and uniform is issued.
 Next day the team member goes through induction power point presentation in
hotel uniform.
 After induction new team member is handed over to the department.
 The new team member shall not be utilized for work on second day.
 HOD brief next day reporting time to the new team member and ask for any
assistance needed for settling up at accommodation.
 HOD introduces new team member with buddy.
 Buddy will shadow new team member for 3 days and help her/him in adapting to
new place.

Sub task 41 –D c – Accommodation planning

Objective Ensure that all the team members eligible for accommodation are
provided clean and hygienic accommodation, and team members
who are not eligible for accommodation are assisted in finding
accommodation.
Standard The accommodation should be ready a day in prior.
Process owner HR manager and security supervisor.
Procedure
 Security supervisor allocate the bed according to the occupancy of
accommodation.
 Security supervisor informs the accommodation maid about the new occupant.
 Security supervisor personally visits the accommodation and update HR Manager
about it

Personal File.
Compiled by Sanjay Jha ( [email protected] )

Task 41 –E Dossier of team members

Objective All the relevant information related to team members are filed for
maintaining employee database and tracking career development
Standard The sequence of filing should be same in each Dossier, with top page
as dossier checklist.
Process owner HR Manager
Dossier of team members is an official documentation with employee history in
company and helps the Deputy General Manager and HR Manager in planning
team’s career advancement.
The sequence of filing should be –
1. Dossier checklist
2. Job Application
3. Bio-data of Candidate
4. Birth date (Matriculation certificate)
5. Professional degree certificate
6. Past experience certificate
7. Duplicate copy of offer letter
8. Duplicate copy of Appointment letters.
9. Duplicate copy of Experience letter.
10. Certificates of appreciation
11. Increment letter.
12. Warning letter or an appreciation letter
13. Employment Verification Forms
14. Appointment Letter
15. Job Description

Career Plan
Compiled by Sanjay Jha ( [email protected] )

Task 4 1- F Career Plan

Sub task 41 –F a – Confirmation of team member
Objective To have a strong team of performers
Standard There won’t be any extension of probation period for non-performers
Process owner HR manager and head of the department
Procedure
 A week before the due date of confirmation. HR manager informs
department head for conducting the appraisal interview of confirmation.
 In-case department head is not available, the confirmation appraisal is
done by deputy general manager.
 Department head / deputy general manager refers the dossier of the
team member and evaluates six months performance.
 The evaluation is documented on confirmation appraisal sheet.
 In-case of Excellent and outstanding performance, team member is given
a surprise increment of 8%, from his 7 months salary with the hotel.
 Incase of average and good performance, team member is confirmed
without any salary hike.
 Bad performer team members are thanked for their effort, and HR
manager informs the team member about his last day at hotel and at
accommodation.
 The confirmation letter is presented to team members during town hall
meeting of the coming month.

 Confirmation appraisal for L1,L2,L3 & E1 will be done by E2 .

 Confirmation appraisal for E2 & E3 level will be done by E4.

 Confirmation appraisal for E4 level will be done by E5.

Sub task Annual appraisal

Objective Appreciate the effort of team members and recognize them
Standard Appraisal should not be bias and team member should agree with
HOD’s observation
Process owner Department head, HR manager and deputy general manager
Procedure

 Team members who are permanent before 31st March are eligible for
appraisal.
 The interview should focus on the team members performance during the
past year in order to judge the achievement the team members have
achieved.

 The aim of an annual appraisal is to provide feedback on job performance

and guidelines for improvement. The emphasis should be on highlighting
strengths and identifying areas in which further training and development
needs to occur.
a) Review performance of the team members against assigned
tasks and responsibility
b) Identify the areas of weaknesses and provide positive
Compiled by Sanjay Jha ( [email protected] )

feedback to the team member on their individual and team

performance;
c) Identify the areas of strength in each team member
d) Identify team members, who can be developed to take up
increased responsibilities
e) Identify the team members training needs
f) Reward performers

 The self-appraisal form must be given to all eligible team members by 1 st

March.
 HOD should finish the appraisal by 10th March.
 The appraisal form should have signature of team members.
 The revised salary and designation structure should be approved by
deputy general manager by 15th March.

Handling Resignation

Task 41 –G. Handling resignation

Objective Put efforts for retaining good performer.
Standard Team members should not feel under pressure
Process owner HR manager, Deputy general manager, Head of the department.
Procedure
Compiled by Sanjay Jha ( [email protected] )

 Resignation should reach to department head in written.

 Head of the department and HR manager, schedule meeting with the team
member and try to find out the reason for leaving for performer, excellent and
good team members only. For average performer, the resignation should be
accepted.
 In-case team member still insists for leaving, deputy general manager should meet
the team member and try to retain her / him
 In-case of resignation team members will have to serve the notice period.
 The notice period can be considered, based on urgent family medical issues.
 Deputy general manager in consultation with Sr. GM, will also have the rights to
consider notice period based on team members performance.

Clearance Procedure

Task 41H – Clearance procedure and exit interview.

Objective To ensure that the dossier of team member is closed with all
necessary documents.
Compiled by Sanjay Jha ( [email protected] )

Standard Team member should feel privileged working with hotel and should
carry good memories of the hotel. It is compulsory to have exist
interview of all team members leaving the hotel
Process owner HR manager, Deputy general manager, Head of the department.
Procedure

 No due form is given to the team member one day before the last day of
working.
 No due form should have signature of relevant department’s HOD.
 HR manager should must put the team member at ease, and inform him
the purpose of exit interview
 HR Manager conducts the exit interview, which should give important
information, like –
a) Factors, which contributed to the employee leaving.
b) How the decision could have been prevented.
c) What they intend to do in the future.
d) Recommendations for improvement in the workplace.

 HR Manager and the leaving team member meet the DGM with no due
form and exit interview form for his signature.
 The team member must be thanked for his contribution towards hotel
and should leave hotel with positive impression.
 Mistreating or un-necessary harassing team members who are leaving the
hotel is considered against house rule.

Disciplinary procedure

Task 41-I. Disciplinary procedure

Sub-task 41-Ia. Verbal warning
Objective Ensure discipline and strong code of conduct is followed by team
member.
Process owner Immediate supervisor
Procedure
Compiled by Sanjay Jha ( [email protected] )

 Applicable only for negligence related with responsibility

 The immediate supervisor issues a verbal warning.
 The HOD is informed about it.
 The details of the incident, date time and incident that verbal warning has is
forwarded to the HR manger through mail.
 HR manager files the mail in team member’s dossier.

Sub-task 41-Ib. Written warning

Objective Ensure discipline and strong code of conduct is followed by team
member.
Process owner Immediate supervisor, Department head
Procedure

 Team member, who commits serious offense, which impacts the department and
hotel’s working atmosphere or reputation, is issued with written warning.
a) Detailed description of the concern which prompted the warning. This
should include the date, time, witness, amount involved.
b) The impact of the concern on guest experience, loss of profit, hotel
working atmosphere is mentioned in the warning letter.
c) The statement should be documented and must have signature of team
member.
 Team member is briefed, how it may impact his appraisal, in case he doesn’t show
drastic improvement in his performance.
 The written warning will not be considered as a tool for poor appraisal, incase the
team member shows a significant improvement in his performance.
 The written warning must be filed in dossier.

Sub-task 41-Ic. Termination

Objective Ensure discipline and strong code of conduct is followed by team
member.
Process owner HR manager, Deputy General Manager, Sr. GM
Procedure
 Termination of a team member is last resort action.
 Termination of any team member needs to have approval of Sr. GM.
 Even though, if any team member has no complain registered against her/him, but
he is found in any unethical practice or misconduct. He / she will be terminated
and a proper incident report should be filed in his/her dossier.

 Termination can happen after inquiry by HR manager and DGM, when a team
member is found involved in –

a) Misconduct
b) Negligence towards duty
c) Negligence towards hotel property
d) Breaking hotel / accommodation rules

 HOD will get the clearance form signed on behalf of team member.
 The team member should not be allowed to move anywhere inside the hotel, and
he/she should be stationed before HR office until clearance formalities are
Compiled by Sanjay Jha ( [email protected] )

completed.
 Security supervisor will escort him/her to the accommodation, and they have to
vacate the accommodation in presence of security supervisor.

 The employee must receive appropriate termination pay

zccording to the provisions.

 Before terminating a team member for following reason, her/his dossier must
have two written warning letters

Uniform Policy

Task 41-J. Uniform Policy.

Sub-task 41- Ja. Issue of uniform.
Objective The team member should always be in best presentation of
themselves
Process owner HR Manager & Deputy executive house keeper
Procedure
 All the team members will be issued 3 sets of uniform in a year.
 The first two sets will be given during joining.
 The third set of uniform will be given after confirmation.
Compiled by Sanjay Jha ( [email protected] )

 The uniforms will be maintained by team members.

 The hotel will take care of the laundry of uniform.
 The team members will be charged penalty, that will be the landing cost of uniform, incase
they mishandle the uniform.
 The new uniform will be issued in lieu of old uniform,

Task 41-K. Re-employment

Objective
Sub-task Performers
41- Jb. are given chance to excel
Issue of Shoes.
Standard
Objective Team member
To maintain the groomingwho was assetsoffor
standard the hotel, is given opportunity to
team.
Process owner join back.& Deputy executive house keeper.
HR Manager
Process owner HR Manager, Deputy general manager
Procedure
 Team members will be issued one pairProcedure
of shoes in a year.
 be
 The shoe will HRfrom
Manager
BATA.receives the job application and meet deputy general
 The team membermanagerwill with the shoes
use the dossieronly,
of the applicant.
while they are in uniform, and in-case of any
 Once HR manager and deputy general
damage of shoes within a year, team member will have manager
to buy gets satisfied
the shoe withown.
on their the
performance of team member, they get the manpower requisition filled
Sub-task according
41- to of
Jb. Issue SOP.
Name Tags.
Objective  Guest should know the must
All the re-employment team be informedname.
member’s to Sr. general manager.
Process owner HR Manager
Procedure
 Team member will be issued name batch with designation at the time of joining.
 The name tag of team member’s will be replaced, once their designation gets
changed.
 HR manager may charge penalty for re-issuing name tag, in-case it’s mishandled.

Re-employment
Compiled by Sanjay Jha ( [email protected] )

Handling Medical Emergency

Task 41-L Handling Medical Emergency

Sub-task 41- La. Handling medical emergency at hotel
Objective Providing immediate medical attention to the team members in need.
Standard Only first aid to be provided at hotel. No medicine should be given to
team members, which needs doctor’s prescription.
Process owner Assistant Manager Human Resource, Security Supervisor.
Procedure
 Visit the team member and inform about medical emergency to deputy
hotel manager.
 Ensure wheel chair assistance incase needed.
 Get the vehicle parked nearest to the pick-up point.
 Inform hospital about incident and your expected time to reach hospital.
 Escort team member to the hospital.
 ESIC privileged team members will be taken to ESIC hospital. Team
member who are not covered in ESIC, they will be taken to the nearest
panelled hospital.
 One team member will be assigned to take care of sick team members
requirement.
Compiled by Sanjay Jha ( [email protected] )

 Hotel will not take care of any expenses more than Rs. 500 for any medical help.
Sub-task 41- Lb. Handling medical emergency at team’s accommodation.
Objective Providing immediate medical attention to the team members in need.
Process owner Assistant Manager Human Resource, Department HOD, Security Supervisor.
Procedure
 The Assistant HR Manager is informed about sick team member.
Task 41-M. Salary Procedure
 DGM, HOD and Security Supervisor is informed.
Objective To ensure that there is no dispute in salary calculation and team
 All the process owners organise the team member transport to hospital.
members are paid salary on a specified date.
 In-case of any emergency, family is informed by Assistant HR Manager.
Process owner HR Manager, Deputy general manager
 ESIC privileged team members will be taken to ESIC hospital. Team member who
Procedure
are not covered in ESIC, they will be taken to the nearest panelled hospital.
 The team members who are on company’s role are paid salary through
 One team member will be assigned to take care of sick team members
bank.
requirement.
 Salary will be paid through cheque to only those team members, whose
 Hotel will not take care of any expenses more than Rs. 500 for any medical help.
bank account is not initiated by HR department.
 Stipend will be paid through Cash.
 Salaries are prepared after the 30th / 31st of every month.
 The attendance period from 1st to the 30th / 31st
of the current month is used as basis for salary
preparation. The no of days are then fed in the
system taking into consideration the
leaves/absenteeism, etc.
 The A/C Department gives all the details of the advances, deductions, TDS
etc., which is deducted from the salaries payable to the employees.
 Once the salary is prepared, it is checked by the Unit Head and then sent
to the Accounts Department for payment.
 The salaries are paid by the 7th of every month.

Salary Procedure
Compiled by Sanjay Jha ( [email protected] )

Task 41-N. Birthday Celebration

Objective Boost the motivation.
Process owner HR Manager, Deputy general manager
Procedure
 The Birthdays of all the team members in the organization are celebrated during
Town hall meeting.
 All team members, whose birthdays fall in that particular month are informed by a
circular from the HR Department along with a list of birthdays for the month to be
present on that day.
 The birthdates of the team members are written on the notice - board every day.
 Birthday of an Executive is celebrated individually.
 When there is a birthday of any Executive to be celebrated, a cake order is placed
a day in advance and the deputy General Manager and the other Executives sign a
birthday card.
 On that particular day, the cake is placed in the department of the Executive
whose birthday is to be celebrated. The Deputy General Manager along with the
other Executive and the team members of that concern department are present
for the cake cutting.

Birthday Celebration
Compiled by Sanjay Jha ( [email protected] )

Task 41-O. Employee of the Month

Procedure
 Every month each Department Head nominates an employee for the "Employee of
the Month" award which is based on outstanding work done by the Employee
concerned.
 The employee of the month is chosen from the nominations sent from the various
departments by the Deputy General Manager in consultation with the HR.
Employee of the Month ‘Nomination Form’ forms the basis for such awards.
 The Employee of the month award for the previous month is handed over to the
respective employee during the town hall.
 The team member who get the award in that year are also nominated for the
"Employee of the Year" award for Front & the Back of the House.

Employee of the Month

Compiled by Sanjay Jha ( [email protected] )

Gift to team members by guest

 Compiled by Sanjay Jha ( [email protected] )

Task 41-P. Gift to team members by guest

Procedure
 Whenever any team member receives any gifts from guest, he/she should
immediately inform Department Head about the specifics of the guest’s room no.
and name and nature of gifts.
 No item purported to be a gift item from the guest should be seen in possession
of a team member or in his/her locker without a written slip with the initials
Department Head and approved by the DGM.
 Team member not declaring the gifts before the Department Head, shall be liable
to disciplinary action if the item is recovered from his/her possession.
 In case of a team member, who frequently gets gifts from guests, a check should
be made by tactfully verifying the same from the guest.

Entitlements

Levels for reference: -

L1 – Accommodation maid, Job trainees, Security guards, Kitchen stewarding associate.

L2 – Guest relations associate, Engineering technician, Commi 2&3, Store boy.
L3 – Supervisors.
E1 – Executive and assistant manager.
E2 – Head of the department.
E3 – EAM & deputy general manager.
E4 – General manager.
E5 – Corporate position.

Facilities L1 L2 L3 E1 E2 E3 E4
Free Uniform Yes Yes Yes Yes Yes Yes Yes
Free Shoes Yes Yes Yes Yes Yes Yes Yes
Free Cafeteria Food. Yes No No No No No No
Cafeteria Food with Rs.350 No Yes Yes Yes Yes Yes Yes
deduction.
Free Accommodation Yes No No No No No No
Accommodation with Rs.750 No Yes Yes Yes Yes Yes Yes
deduction.
Rs. 500 Assistance during medical Yes Yes Yes Yes Yes Yes No
 Compiled by Sanjay Jha ( [email protected] )

emergency for transportation

Tea and Coffee on Non- No No No Yes Yes Yes Yes
Chargeable kitchen order ticket
Hosting personal guest once in a No Yes Yes Yes Yes Yes Yes
six-month worth Rs. 1500/-
Free Veg food in Restaurant for No No No No No Yes Yes
personal consumption (On Duty)
30% Discount on Food and Yes Yes Yes Yes Yes Yes Yes
Beverage on parcel food
Free room for wash and change No No No No No No Yes
or taking rest for 6 hours
25% Discount on rack rate of No No No Yes Yes Yes Yes
room for relatives (Limited to
Two rooms only once in Six
months)
Outstation each meal Allowance - Rs. Rs.100/ Rs. 100/- Rs. Rs. Rs.250/- Rs.250/-
on duty 100/- - 150/- 200/-
Outstation stay allowance – on Rs. Rs. Rs. Rs. Rs. Rs. Rs.
duty 1200/- 1200/- 1200/- 2000/- 2000/- 3000/- 3500/-
Company vehicle for official Yes Yes Yes Yes Yes Yes Yes
purpose
Outstation transport Bus Bus fare Bus and Bus and Taxi Taxi fare Taxi fare
reimbursement fare auto fare auto fare
fare
Outstation travel mode Bus/ Bus/ Bus/ Bus/ Bus/ Second Second
Sleeper Sleeper Sleeper Third Third AC AC
class class class AC AC
train train train
Compiled by Sanjay Jha ( [email protected] )