Employee Services

1. Employee Services Marketing HR

2. Employee Life Cycle

3. Provident Fund The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 Provides for compulsory contributory fund for the future of an employee after his retirement or for his dependents in case of his early death. • P.F. deducted on the Basic Salary • Total Contribution to the fund - 24% • 12% Employee Contribution • 12% Employer Contribution • P.F. Account • 12% Employee Contribution • 3.67% Employer Contribution • E.P.F. Account • 8.33% Employer Contribution • Maximum Voluntary PF Contribution is 20% (i.e Total 32% contribution. The provision also attract tax benefit under sec. 80c of Income Tax Act and thus the voluntary provident fund contribution is exempted to the maximum limit of 1.5 Lac

4. Employee State Insurance Corporation 1948 Eligibility • If salary of employee is less than or equal to 15000/- after deduction PF, Bonus, Interim Bonus & Special Allowance. HQ not covered under the ESIC notification will be covered under Mediclaim. • Contribution : 1.75% will be deducted from salary and 4.75% will be contributed from company. • On the basis of declaration form TIC (i.e Temporary Identity Certification) will be generated in concerned employee’s SFA portal. Employee has to visit nearest ESIC office with TIC along with his family members for photo graph. • Employee will get Pehchan Card with photo. • He can avail all medical facility on TIC till the Pehchan card is not issued. TIC is valid for 90 days after that employee has to renew it if Pehchan card is not received.

5. ESIC “Pehchan Card” • Step 1 : Print out of the Temporary Identity Card from your SFA portal and sign at the bottom of the left corner in small box where "employee signature" is mentioned • Step 2 : Medical acceptance Card available in SFA portal, get it stamped and signed from your nearest ESIC Dr. or ESIC Dispensary or from Hospital where you want to avail medical benefit. • Step 3 : Arrange Post-card size photograph of the Insured Person along with its family members. • Step 4 : Keep letter of attestation from TPL ready with you (if required). • Step 5 : The Insured person along with his family will take the above mentioned documents to the nearest ESIC Branch Office to capture biometric photograph for Smart Card or Pehchan Card. • Step 6 : The Biometric Photo-Card or Smart Card will be delivered to employer within a specified period as mentioned by the ESIC Branch Office either by post or Insured person has to collect personally from same ESIC Branch Office after completion of the specified period. Note : Please note that for any medical treatment/benefit one has to carry his/her TIC or Pehchan Card to the nearest ESIC Dispensary/Hospital for necessary treatment. The validity of TIC is only for 3 months.

6. Benefits of ESIC • Medical Benefit: All Insured Persons and members of their family are entitled to free, full and comprehensive medical care under the Scheme. The package covers all aspects of health care from primary to super specialty facilities • Sickness Benefit: Sickness Benefit represents periodical cash payments made with abstention from work on medical grounds • Maternity Benefit: Maternity benefit consists of periodical cash payments in case of confinement or miscarriage or sickness arising out of pregnancy, confinement, premature birth of child or miscarriage, to an insured woman as certified by a duly appointed medical officer or mid wife • Disablement Benefit:  Disablement benefit is admissible for disablement caused by employment injury • Dependent Benefit: Dependants' benefit consists of periodical payments to dependants of an insured person who dies as a result of an employment injury sustained as an employee under the ESI Act • Funeral Benefit: An amount of Rs. 10,000/- is payable to the dependents or to the person who performs last rites

7. The Payment of Gratuity Act 1972 • Gratuity is a lump sum that Company pays when an employee retire or resign from the organization or in the event of death or being rendered disable because of an accident or illness • Employee should have at least five full years of service with an employer to qualify for gratuity • Gratuity = Last drawn salary x 15/30 x No. of years of service (Your last drawn salary will comprise your basic) • The Payment of Bonus Act 1965 • Bonus is paid @ 20% of the basic salary • Out of this Rs 700/month would be payable on annual basis and balance amount would be paid on monthly basis as interim bonus • (For eg.: if the Basic is Rs 7500/month, bonus @ 20% would be Rs 1500/month out of this Rs 700/month would be paid yearly and balance Rs 800/month would be paid as interim bonus)

8. Leave Rules (as per SPE Act 1976) (For MRs) • EARNED LEAVES • 1 EL for every 11 days worked • Accumulation up to a maximum of 180 days • En-cashable upto 120 days max on retirement or voluntary resignation • Unused EL is carried forward to the next year • MEDICAL LEAVES • 1 Day Medical Leave for every 36 days worked • Medical Certificate to be produced from a qualified Medical Practitioner in order to avail Medical Leave • Leave on Medical Certificate may be taken in continuation of Earned Leave • CASUAL LEAVES • 15 Days in one calendar year • CL not availed during a calendar year is not carried forward • CL can not be availed for more than 3 days at a time / in a month

9. Leave Rules (For Managers)

10. Leave Rules (For Managers) e.g

11. Medical & Personal Accident Claims • Medsave Healthcare Ltd is TPA • Fax No- 079-26402138 for cashless • You can log in to www.medsave.in for further details • Contact Person at Head Office • Name : Ms. ReshmiNaik • Ph No. : 079-26585090, Ext. : 318 • Email ID : reshminaik@torrentpharma.com General Rules • Intimation to be sent to Ms. ReshmiNaik (HR) within 48 hours of Hospitalization • Claim Form with all documents to be submitted within 20 days post discharge • Child Coverage - 3 months & above • Immediately after marriage, please intimate to add the name of wife / husband to be included in the policy • Note : If Child / Wife / Husband name is not enrolled than they will not be covered under mediclaim

12. Healthcare Policy

13. Personal Accident Policy Objective & Coverage To compensate for days lost due to Accident and subsequent Medical expenses incurred for the treatment. For employees only. Eligibility • In case of death of employee, upto Rs 20,000/- Monthly CTC; 100 times Gross Salary, above Rs 20,000/- Monthly CTC; 75 times Gross Salary + Rs 5 Lacs • In case of permanent / partial disablement, based on extent of disablement General Rules • Intimation Form to be sent immediately • Claim Form to be sent within 7 days of getting Fitness Certificate. • All documents to be sent in original • Salary x 25 x 1% / 7 x no of days approved by panel Doctor

14. Confirmation, Transfer & Promotion Transfer : • Transfer Types :- • Organizational • Request • Transfer request initiated by Sales department and duly approved by GM Sales and letter is dispatched directly to the concerned field staff. Confirmation : • Confirmation is only for Trainee Medical Representatives. • Confirmation letters are prepared on the basis of data received from performance management team • Confirmation and incase of Extension, letters are despatched to the concerned Field Staff • Promotion : • Evaluation is done on the basis of TACT & CPP • Promotion letters are handed over personally during the last day of MDP • Relocation & Transfer expenses paid along with the salary after receipt of supporting from field staff as per the eligibility.

15. Promotion Process

16. Transfer & Promotion (Entitlement of Expenses) Note : For Luggage shifting expense, three quotation from transporter to be sent to HR for prior approval

17. Referral Policy Objective : • To promote acquisition of quality manpower with better industry exposure • To recognize and reward employee’s contribution in attracting new talent to the organization. Scope : • The scheme is applicable to references provided at the same level or one level up, till BM Level Effective : • To be launched wef 1 April 2015 • The list of top 10 Companies will be as per AIOCD data – to be fixed for each quarter • Other guidelines remain same

18. % Reward (All Segments) • Incentive eligibility only on 100% target achievement during the period • Minimum 95%of the volume target to be achieved in the subsequent month of incentive quarter • At any time, HQ YTD achievement has to be minimum 90% • Sales means invoiced sales less sales return @ 1.5x • Incentive to be calculated for sales value up to a maximum of 110% of the target. Incremental sales are current period net sales (up to a maximum of the 110% of the target), less comparative previous period net sales last year. • Coverage Clause : SVL coverage should be 90%. For SVL coverage between 80-89.99%, eligible incentive would be reduced to 70%. • Incentive as a percentage of aggregate incremental sales over the comparative period based on the achievement of targets of the period

19. Product Incentive Scheme • Incentive will be paid only on 100% value target ach of the brand & the HQ • Minimum 95% of the product value target to be achieved in the subsequent month of the incentive quarter • At any time period, HQ YTD ach has to be not less than 90% Missed Incentive • Volume Based Incentive Plan If a MR/TM/BM/ZBM has missed Q1 incentive due to non-achievement of 100% of budget, but in Q1+Q2 basis achieves the 100% budget Ach, then missed incentive for Q1 as per eligibility will be given • Product Based Incentive Plan If a MR/TM/BM/ZBM has missed Q1 incentive due to non-achievement of 100% of budget and subsequent product incentive but in Q1+Q2 basis achieves the 100% budget Ach, then missed incentive for Q1 as per eligibility will be given • Eligibility Criteria • Achievement of all criteria of product incentives on Q1+Q2 basis • All other terms and conditions will prevail as per the incentive circular Note : If you have achieved 100% or above of your volume target in Q1, you will not be eligible for the missed incentive scheme (volume and product)

20. Annual Incentive Consistency Incentive On 100% achievement of the budget consistently in every quarter, additional Rs.10000/- per annum will be paid as consistency incentive for 2014-15 Subsequent qtr of the next year should be >95% of Target Annual Product Incentive a) On 110% annual achievement of brand for the period April 2014 to March 2015 (will be rewarded with 1.5 ton Split AC) b) On 110% annual achievement of brand for the period April 2014 to March 2015 will be rewarded as per below mentioned table. Eligibility Criteria • Only on 110% annual ach of the brand (April 2014 to March 2015) • Subsequent Qtr of the next fiscal not less than 95% of target of the brand. • 100% YTD ach of the HQ

21. Annual Incentive Star Club Award To attend the annual Star Club award function at an international destination on annual achievement of more than 105% or above as per PCPM shown in table Minimum 100% achievement for the subsequent quarter of the next fiscal

22. Incentive Terms & Conditions • Incentive for FS joining during the Qtr will be calculated pro rata on days worked. • Similarly in case of transfer incentive will be calculated pro rata on days worked in each of the HQ. • FS leaving during the Qtr or during the month thereafter will not be eligible for any incentive • For pooled territories, the eligible incentive pool will be divided amongst the sanction strength. • If at a later date it is found that the incentive paid / payable is disqualified due to non fulfillment of any incentive terms or incorrect sales calculation, the same will be recovered from salary or expenses statements or future incentive entitlements. • If it is found that sales have been generated in a fraudulent manner or the employee is guilty of misconduct of any kind during the incentive period , the company reserves the right to forfeit the incentive and if already paid, recover the same forthwith. • The company reserves the right to alter, modify or discontinue the incentive scheme prospectively at its sole discretion.

23. Loan Process • 3 types of loans for Field Staff • Computer Loan (Rs. 20000/-) • Medical Loan (Basic * 4) • Marriage Loan (Basic * 4) • Eligibility Criteria, Continuous service of 2 years • HOD approved applications received up to 15th day of month are processed • Loan amount is disbursed along with the salary • EMI starts from next month with 4.5 % interest in case of Computer, Medical & Marriage Loan • Special loan will attract 12% interest • For Computer Loan applicant has to submit quotation, must contain TIN NO / VAT NO else application will be rejected • Post approval in Computer Loan, applicant has to upload invoice copy within 15 days • Applicant can check there loan status in SFA portal.

24. Salary Processing • Salary cycle 26th day of last month to 25th day of current month • Attendance is directly uploaded from SFA portal on 27th day • 7 days Locking Time for reporting • No reporting and unapproved leaves are considered as leave without pay • BM / ZBM has to complete the Team Confirmation activity by 26th • Final process of salary on 29th of the month • Field expenses of last month and incentive are paid along with salary • Salary is credited in bank a/c on the last working day of month • Online pay slip is hoisted on 1st day of every month Note : Bank A/c & PAN number details are mandatory for direct salary deposition in Bank

25. Full & Final Settlement of Account • Reminder sent to superior for details of company property submission after one month from the date of resignation acceptance • F & F process initiated on 45th day of resignation • Company property value debited from the account of the field personnel who have not sent the details of property submission • F & F DD sent to Permanent Address for payable cases • Incase of recovery, letters are sent

26. Conviction for Safety Policy- Field Objective • To create more awareness about safety and compliance to safety norms so as to avoid accidents while on official duty • To substantially compensate the personnel and their family who have been adversely affected by accident Concept • Creating Awareness about safety & compliance • Creating a fund where the employees contribute a part of their salary • Adequate compensation to employee Scope • Any accident happened during the official work only • Employee travelled for official work by company’s / own / public or any other private vehicle • Applicable 24*7 days including holidays provided travelling for official work • Employee should have active employment at the time of accident • Applicable to self and pillion rider (Pillion rider should be a Torrent employee)

27. Compensation The amount of compensation to be paid, depending on the extent of injury, will be as under: • Death / Permanent Disablement: • Temporary Disablement : The compensation amount shall be paid to the legitimate heir in case of death of victim. INR in lacs

28. Creation of “Employee Safety Awareness Annual Fund” Source • Field Employees become member of the policy by contributing one day salary • Employee will contribute 1 day’s salary per FY from the April salary • Company Contribution (The balance amount of the compensation payable by the employer) • The contribution to this Fund is Voluntary • Non-participation should be specifically communicated to the concerned HR • Those employees who do not wish to contribute to the safety fund, will NOTbe eligible for the benefits under this policy

29. Fund Utilization The fund will be utilized in the following manner : 6th instance onwards, each employee will have to contribute 1 more day’s salary for each instance. *The balance amount remaining in the fund at the end of year will be reimbursed to the employees in March salary.

30. Rules to Follow • Compensation benefit will be applicable if employee follows all applicable legal compliances, standing orders of the company and safety norms during official work • No person shall drive a vehicle for more than 60 km one way in a day (Total 120 km up & down). Please use Public Transport in case of travelling more than 60 km one way in a day • Driving License: No person shall drive a vehicle unless he/she holds a valid driving license • Rules related to Driving vehicle, Driving License & Standards for the components and parts of Vehicle • Precaution: Every person driving or riding shall, while in a public place, wear protective headgear conforming to the “ISI”. (“Protective headgear” means a Helmet & Seat belt in case of Four Wheeler) • Necessity for insurance against third party risk: No person shall use a vehicle unless there is a policy of insurance complying with the required standards • PUC: It is mandatory to obtain 'Pollution Under Control' (PUC) certificate for each and every vehicle • Do not carry more than one pillion rider (two wheeler) or too much of load on vehicle

31. Points to note • Contribution will be returned to member in case of leaving the organization during the period in F&F • In Total Temporary Disablement and Partial Temporary Disablement cases benefit will be decided as per percentage of injury certified by Government Certified Surgeon / Authorized Doctor only • It is maximum benefit payable to employee in all cases • Final committee will be from HO, will validate each case before taking a final decision on eligibility Immediate Action in Case of Incident: • In case of injury / fatality concerned supervisor of area will inform by telephone to his next level hierarchy and rush to the spot and take person to the nearest hospital • If possible take photograph of accident place and injured person • Immediate Superior has to inform through mail to all hierarchies and HR at HO.

32. Reporting Procedure Incident Reporting Procedure To report the incident due to which injury/death is occurred and medical treatment is given Incident Investigation Procedure: Once the incident is reported , carry out detailed investigation Documents Required: [as applicable] • FIR Copy • Third party / Govt investigation report • Medical Report with details of injury • Post Mortem Report in case of death • Statement of colleague / eyewitness • Family Feedback • Photographs

33. Policy on Financial Support in the Event of Demise Objective & Scope To provide financial support to the employee’s family, in the event of demise of an employee. This Policy shall be applicable to all the employees of Torrent Group who are on the payroll of the company at the time of the incident of death • Exclusion • Incidents of accidental Death as defined under Conviction of Safety policy • Incidents on account of willful acts of deceased employee

34. Procedure for Claim in the event of demise of an Employee • Nominee of DP (as per Nomination & Declaration form submitted by employee) shall then submit the claim in writing, along with the relevant documents (as per Annexure I).The channel for which shall be: Nominee of DP  Unit HR Head Director-in-Charge of the Unit • On approval the compensation amount will be disbursed to the Nominee • Claims rejected by the Unit shall be informed by the Unit HR Head to Corporate, along with reason for the same • The Unit HR Head, at his/her discretion, may disburse if required, an immediate relief amount of Rs. 1,00,000 to the family of Deceased Person (DP) within two working days of receiving intimation of death of an employee.

35. Enclosures Annexure - I Documents required from the Nominee of the Deceased Person for processing the Claim: • Letter of Claim stating the details of Deceased Person and circumstances of Death • Death Certificate stating the Cause of Death from a competent authority • FIR and Post-mortem Report, as applicable • Medical Records / Hospitalization Records, if applicable • Identity proof of the Nominee (including address proof) • Photographs of the Deceased Person & Nominee • Bank Account details of the Nominee • Any other document relevant to the case Annexure - II

36. Employee Self Services Important Links in SFA • SFA  HR  Transfer Detail  Self & Subordinates • SFA  HR  Increment Details  Self & Subordinates • SFA  HR  EPMS  Self & Subordinates • SFA  HR  ESIC • SFA  HR  Mediclaim • SFA  HR  Personal Accident • SFA  HR  Loan • SFA  HR  Leave Balance • SFA  HR  Income tax Calculation • SFA  HR  Holiday List • SFA  HR  Policy • SFA  HR  E - Pay slip • SFA  HR  FAQ

37. Contact Details

38. Thanks

39. Incentive Leave • Pro-rata incentive leave will be credited for intermediate period in first year of implementation of scheme. • (E.g. for completion of 9 years, 7 additional leaves will be credited & for completion of 10 years, 4 additional leaves will be credited and so on….). • Incentive Leave will be a part of “Leave” and will be governed by the same rules.

40. Leave accumulation