Relocation Policy for ____________Group

Relocation can be carried out under the following circumstances: 1.1 To meet the needs of the organization 1.2 To utilize the employees services optimally by placing him / her where his / her services are best utilized 1.3 As a career development tool to increase the versatility of the person and avoid stagnancy 1.4 As a punishment for improvement / remedial action Types of Relocation Please indicate type of relocation when recommending relocation / relocation. 1.5 Promotional Relocation: On getting promotion, an employee may be relocated to some other place to take up a new / additional responsibility 1.6 Administrative Relocation: These relocations are punitive in nature. The objective of such relocation should be to bring about the behavioral and positive changes in the employee. This relocation should be reviewed after six months. 1.7 Versatility Relocation: This relocation shall be aimed at increasing the versatility of an employee by assigning him / her job responsibility which would be higher or altogether different than the present job. This will enable the employee to gather varied and broader job knowledge and experience. 1.8 Intergroup relocations: Relocation of a person to a different group company would depend on his or her academic qualification, knowledge and relevant experience for the company. Competent persons shall interview the employee and only when he is found fit for the new role he shall be relocated. The pay and allowances given to the person would be as per the salary structure of the unit to which he / she is being relocated. 1.9 Self-request relocations: These relocations shall be entertained only in case where the unit has a requirement at the location and the employee fulfills the criteria of the requirement. 1.10 Deputation: Relocation on deputation shall be done for a special task / assignment for a minimum period of one month and a maximum period of six months. After which the person has to report back to his actual place of posting. In these cases employee shall get salary from actual place of posting. In addition he / she shall be eligible for deputation allowance (as per annexure). The companys decision in above shall be final.

Issued by HRD & Strategy Department for internal circulation only.

Guidelines for Relocation 1.11 At the time of relocation, the person handing over shall ensure proper documentation and resolution. The person handing over shall ensure that all documents, files, literature and Company property is handed over to the incumbent. In the event the incumbent is not available, he/she should hand over the same to senior most designated employee or as advised by the Department in-charge. Functional head or CEO as the case may be. The incumbent is supposed to acknowledge the receipt of these documents. Copy of handing over certificate should be sent to HRD & strategy department. 1.12 No dues and last pay certificate shall be issued by the relieving office

1.13 After relocation orders have been sent and after the person has been relieved from his duties and if the relocation is from one city to another necessitating travel and change / shifting from one residence to another with households effects, a maximum period of 3 working days transit leave shall be allowed for such relocations. 1.14 If the relocation is within the city limits or form one company to another and within the same city, no joining time shall be permissible. In such relocations the employee shall report to the new place of posting on the next working day. 1.15 Due to exigencies of work the management or the transferring authority shall have the right to reduce the joining time and may ask the concerned employee to join the place of posting at the earliest through the shortest possible route. 1.16 In case the employee fails to report by due date, he will be treated as absent and action as per rules will be taken. Procedure for Relocation 1.17 Either the immediate supervisor can initiate relocations or it could be under self-request by the employee. All relocations have to be routed through immediate supervisor. Consent of the company head/CEO is a must for final approval 1.18 Choice of location of the individual may also be taken into account while taking such decisions but it shall not be mandatory and Company decision shall be firm and final. 1.19 The relocation order duly signed by the CEO shall be sent to all concerned including HRD & Strategy. 1.20 In cases where the relocation is from one Group Company to other, HRD & Strategy Department shall issue such relocation orders. 1.21 Normally the relocation order shall be issued with

Relocation Benefits 1.22 Settling advance: To meet he contingencies of settling in a new place settling advance may be given in case of permanent relocation. This amount will not exceed one months Issued by HRD & Strategy Department for internal circulation only.

gross salary. The same can be recovered in 6 equal monthly instalments. (same as cash advance policy) 1.23 Traveling Allowance: The travel cost of self and family upto maximum four members shall be reimbursed as per travel policy of the company 1.24 Packaging, handling, loading, unloading and transportation allowance (inclusive of portage and insurance): Grade Amount (by Shortest route by road or rail or as per eligibility ref employee handbook)

Level

Level 1 Maximum reimbursable Level 2 limit shall be gross amount Level 3 All Grades E-00 to E-10 A equivalent to one month Level 4 last drawn salary but not Level 5 exceeding Rs. 30,000/Level 6 These reimbursements shall be paid after submission of the actual bills by the employee, which should be submitted within 30 days of joining at the relocated place. 1.25 Deputation Allowance: This allowance is applicable for deputation and provisional relocations only. In case of deputation to a place min 100 kms away from actual place of posting, the person shall be eligible to get deputation allowance to meet the expenses of double establishments.

Issued by HRD & Strategy Department for internal circulation only.

Issued by HRD & Strategy Department for internal circulation only.

Deputation Allowance
Objective: To partly compensate an employee who is sent on deputation for a temporary period to a different city/town (distance exceeding 100km), towards his boarding and lodging expenses. Coverage: All employees of _________________Group except The Park Hotels shall be covered under this policy. Scope: Applicable to employees on a temporary posting for a limited period of time, on a specific project while the place of posting remains unchanged. Deputation can be for maximum period of six months. Break of more than thirty days will mean as break in deputation. Subsequent deputation even if in the same place would be treated as a new deputation. A break of less than thirty days would mean continuance of deputation. Deputation beyond six months shall be treated as relocation of services. Policy on relocation to be followed in such cases. Deputation Allowance payable (per month in Rs.) Grade E00-E02 E03 E04 E05 - E06 E07 E08 E-09 E-10 City Category Major A 2000/2250/2500/3000/3500/5000/City Category A 1750/2000/2250/2500/3000/4500/City Category B 1500/1750/2000/2250/2500/4000/City Category C 1250/1500/1750/2000/2500/3500/-

The allowance is payable for a period of one calendar month or part thereof. Cities Major A: Kolkata, New Delhi, Mumbai, Chennai and Bangalore Cities in Category A: Guwahati, Pune, Siliguri, and all state capitals except other north eastern state capitals. Cities in Category B: Durgapur, Asansol, Jamshedpur, Vizag, Ludhiana, Coimbatore, Cuttack and all north eastern state capitals (except Guwahati) Cities in Category C: Behrampur (W.B.) Mysore, Malda, Kharagpur, Agra, Rourkela, Note: This list will be revised from time to time based on the population of the city and consumer price Index. Issued by HRD & Strategy Department for internal circulation only.