Induction programmes 2016

1. Welcome On Board

2.  Introduction to Managements
 Company history
 about Zenica
 milestones & accolades
 Workplace policies
 organization chart
 Business Goal
 Holiday List
 Employee Benefits
 success Stories
CONTENT

3. ₪ Formed in Year 2006, Audi Gurgaon was the first Showroom of Audi in India
₪ We are Audi’s Largest Dealership in the Country
₪ We have the Largest Porsche showroom in Asia & it is one of the Top ten flagship
showrooms in the world with Furniture & fixtures everything is from Germany
₪ Audi Service Station which is biggest and largest service station in South East Asia
₪ Started Retail Business and we are premium reseller of Apple products in India.
₪ Approximately 700 professionals employed with Zenica
OUR HISTORY

4. MANAGEMENT EXCELLENCE & VAST DOMAIN EXPERTISE
Managing Director
Mr. Rashy Todd Mr. Mikey Todd
Director – Sales & Marketing
Director- Finance
Mr. Deepak Kapoor Mr. Sachin Burman
Director - Sales

5. Zenica Group
Zenica Cars India
Audi
Gurgaon
Audi
Delhi Central
Audi
Approved Plus
Audi Service
Station
Zenica
Performance
Cars
Porsche
Gurgaon Centre
Porsche Service
Gurgaon
Porsche Center
Chandigarh
Zenica Lifestyle
I-Zenica
(Premium Apple
Stores )
I-Zenica
(Service Centre)
Panoptes
ORGANIZATION CHART

6. ► To inspire, challenge and motivate our people to produce improved results in an
environment which is always fun to work in.
► To always have win-win relationships with our stakeholders and suppliers
► To always exceed our customer expectations
► To achieve a 3% return on sales
► To proactively find ways to support those less fortunate than ourselves.
BUSINESS GOAL

7. We promise that buying and owning a product from Zenica will be an exceptional
experience tailored to each individual client and characterized by courtesy, competence,
enthusiasm & enjoyment.
We promise that, wherever humanely possible, we will meet and exceed all customer
needs & expectations.
We promise that, in the unfortunate occasions when problems occur, we will own them
and solve them with the least inconvenience to our clients.
We promise that all our people will develop and maintain habits of excellence in all that
they do.
ZENICA PROMISE

8. Zenica – What Makes Us Different
► Astute Leadership and Direction
► Talent Management
► Doing Things Differently + Doing Different Things
► Divisional Decentralisation and Core Competence
► Eye on the Future
► Evolving with Business Management Methods

9. Leave Policy
Dress code
Probation & confirmation
Medical insurance
Holiday List
Long Service Award Policy
Advance & Loan
Gift and Entertainment Policy
Flexible Component
Clean Desk
Company Assets Misuse Policy
Separation Policy
Mobile Phone Entitlement And Usage Policy
Travel Allowance
Internal Job Posting Policy
Attendance And Working Hour Policy
Boomerang Policy
Sexual Harassment Prevention Policy
WORKPLACE POLICIES

10. Attendance And Working Hour
• All employees/Outsourced employees and trainees are responsible for marking their
attendance via biometric/Punching cards/register system.
• All On-Roll Employees/Outsourced employees and Trainees, must complete on each
working day 9 hours shift including Lunch/Dinner break and two tea breaks.
• Employees are advised to be on time as per the prescribed roaster, in case of any
emergency or any unavoidable reason they can be late by 15 mins, in case of non-
compliance half day pay will be deducted as per the leave policy.
• Proper process adherence in case of Absconding
• Punch-In and Punch-out mandatory when going from location to another.
Improves
Attendance if
shares
Absconding
Process

11. Probation & confirmation
All employees joining in Organization from Band1 to Band4 shall be on Probation for a period of six months (unless stated
otherwise specifically in the appointment letter) from the date of joining.
All new recruits, based on the periodicity of probation, will be confirmed on the basis of a performance review that will
take place at the end of six months to a year, depending on the designation.
Extension Of Probation Period
Incase an employee is not able to meet the expectation & demonstrate the required performance / behavior within 6
months of probation, organization might:
• Extend the probation
• Discontinue services
Extension of probation shall be for a maximum duration of 3 months. The same shall be conveyed to the employee in
writing.
Performance Improvement Plan needs to give to the employee by supervisor in consultation of HR Department.

12. • All On-rolls, Contractor staff & Trainees are expected to wear Respective Uniform as office wear during
all days of reporting at/out of office. If uniform is not provided, employee are to wear Formal Attire.
Wearing a tie is compulsory for all male employees.
• Following is expected:
For Men For Women
Hair must be short, clean & tidy, In case
of long hair, it must be tied
Long hair must be tied
Must be clean-shaven No bright coloured nail polish
Incase of beards/moustaches, must be
trimmed, neat & tidy
Minimum, non-flashy jewellery can be worn
Earrings & bracelets not to be worn on
the floor
Dangling earrings, noisy anklets & bangles must not be worn on the
floor
Only black shoes, black socks & black
belts are allowed
Only very light make-up to be applied (lipstick of very light shades
only)
Ballerinas, socks & belts, if worn, must be black in colour
Grooming & Dress code

13. Long Service Award Policy
Scope:
a) Extending the Award to employees who have completed 5 & 10 years of service
b) Standardization of awards across levels depending on period of service
Eligibility:
An employee will become eligible for the award after having put in 5 & 10 years of continuous
service in the company and/or its subsidiary companies.
Entitlement:
Each eligible employee will be given a “Certificate of Appreciation” by the Management in addition
to a token of appreciation.
Loyalty
Programme

14. Leave Policy
As per compliance:
Type of Leaves Total Nos
Casual Leave 8
Sick Leave 7
Privilege Leave 15
Total Leaves 30
Only Confirmed
employees are
entitled for 30 days
of leaves in
calendar year
Leaves on need basis
>Maternity Leaves
(12 weeks)
Compensatory
Leave if
employees are
working on
weekly off
Only Privilege Leaves will be enchased
CL & SL if not availed they will be lapsed at the end of calendar year.
Note-
- Well Planned Leaves duly approved by Manager
- Process of Leave Without Pay
- Proper Leave records/documented

15. Casual Leave Sick Leave Privilege Leave
Entitlements 8 7 15
Accumulation Permissible No No No
Permissible Combinations Yes Yes Yes
Encashment No No Yes
Minimum Days ½ ½ 1
Maximum Days Need based Need based 15
Eligibility Regular / Trainees /
Temporary
Regular / Trainees / Temporary All confirmed Employees only
Credited Calendar Year Jan to Dec
(credited every 6 months 4 CL
depending upon date of
joining)
Calendar Year Jan to Dec (credited
every 6 months 3.5 SL depending
upon date of joining)
Calendar Year Jan to Dec (credited
every 6 months 7.5 PL depending
upon date of confirmation)
Summary of Leave Policy

16. Travel Allowance
Band Mode of
transportatio
n
City
Type
(A/B/
C)
Maximum limits per day on
actuals(Rs.)
Local Conveyance(during
outstation travel)
Lodging(exclud
ing tax)
Boarding(incl
udes food+
laundry
expenses)
At Actual on taxi
MB5 As Per Need As Per Need
MB4
Economy class
(air)
2-tier A/C
(Train)
A 4,500/- 1000/- AC Taxi/Meter Taxi
B 3,000/- 900/- AC Taxi/Meter Taxi
C 2,500/- 700/- AC Taxi/Meter Taxi
MB3
Economy class
(air)
2-tier A/C
(Train)
A 3,000/- 800/- Auto/Meter Taxi
B 2,500/- 650/- Auto/Meter Taxi
C 1,800/- 500/- Auto/Meter Taxi
MB2 2-tier A/C
(Train) / Volvo
Bus
A 2,500/- 600/- Auto/Meter Taxi
B 2000/- 400/- Auto/Meter Taxi
C 1,500/- 350/- Auto/Meter Taxi
MB1 Sleeper Class
(Train )
/ Bus
A 1,500/- 450/- Auto/Meter Taxi
B 1000/- 350/- Auto/Meter Taxi
C 800/- 250/- Auto/Meter Taxi
Local Conveyance
INR 3/- per km (Two
Wheeler)
INR 6/- per km (Four
Wheeler)
International
travel 50 Euros
will be paid as a
daily allowance
Employees are
required to apply for
travel requisition to
admin/facilities
department 7-10 days
prior to travel date to
avoid last minute high
cost tickets…
Contact- travel@audigurgaon.in

17. Flexible Component
Components MB1 MB2 MB3 MB4 MB5
LTA
- 15,000
30,000 50,000 100,000
Car Hire
- -
100,000 180,000 300,000
Fuel and Car
Maintenance - -
120,000 240,000 300,000
Business Promotion
- -
36,000 72,000 120,000
Communication
Reimbursement
12,000
18,000 24,000 30,000
Books & Periodicals 24,000 36,000 60,000
Driver's Salary 190,000 240,000 300,000
Attendant Allowance 0 186,000 300,000
Uniform Maintenance
Allowance
12,000 18,000 24,000 36,000 50,000
Flexible
Salary
Structure to
Save
maximum Tax

18. Company Assets Misuse Policy
To protect and avoid misuse the assets of the company or its customers.
Highlights of the policy:
• Only drivers are allowed to drive the car
• Employees are responsible for the electronic assets provided to them
• Employees are responsible for the other assets provided to them for eg: workstation.
Clean Desk
The purpose for this policy is to establish a culture of security and improve efficiency of all employees
at Zenica Group.
The main reasons for a clean desk policy are:
• A clean desk can produce a positive image when our customers visit the company.
• It reduces the threat of a security incident as confidential information will be locked away when
unattended.
• Sensitive documents left in the open can be stolen by a malicious entity.
• All official laptops, desktops and mobiles to be password protected.

19. Mobile Phone Entitlement And Usage Policy
ENTITLEMENT
The mobile phone facility will be availed by the employees following the given matrix.
Responsibility Level Applicability / Extension / usage limit
MB1 Subjective, depending on the job demand 300 onwards
MB2 500
MB3 1200
MB4 1500
MB5 No Limit

20. Advance & Loan
Eligibility & Entitlement:
• Loan is applicable to all on-roll & confirmed employees of Zenica Group who have completed at
least 1 year of service;
• Salary advance is applicable to all on-roll & confirmed employees of Zenica Group;
Employees as per their bands will be entitled the following salary advance/loan
Band Upto Loan Amount Upto Advance Amount
MB1 Rs. 20000/- One month earned salary
MB2 Rs. 30000/- One month earned salary
MB3 Rs. 50000/- One month earned salary
MB4 Rs. 100000/- One month earned salary
MB5 Rs. 100000/- One month earned salary
Loan once in
a year
Salary
Advance
twice in a
year

21. Internal Job Posting Policy
The purpose of this policy is to foster a work place where qualified employees are
encouraged to seek various career opportunities
within Zenica Group
Procedure :
HR sends update on
opening
Employee to apply
with consent
RM/HOD
HR will review the
application
Departmental
Interview will be
Conducted
If Selected the DOJ
will be approved by
RM/HOD
Alternative
Career
Option
Closure of
Vacant
Position
Job Rotation
& career
planning

22. Sexual Harassment Prevention Policy Male Vs. Female Ratio 88% Vs 12%
PURPOSE OF THE POLICY
• To evolve a permanent mechanism for the prevention, prohibition and redressal of sexual harassment of
women at workplace.
• To actively promote a social, physical and psychological environment that will raise awareness about and deter
acts of sexual harassment of our women employees.
• To generate a common opinion against sexual harassment of women at the workplace.
• To fulfil the directive of the Supreme Court of India to develop and implement a policy against sexual
harassment of women at the work place.
• provide safe environment for female employees to work and improve gender diversity
The Anti Sexual Harassment Committee
The Anti Sexual Harassment Committee comprises of the Committee Chairperson and under mentioned Committee
Members :
Committee Chairperson
Name Designation Department Contact No
Pooja Anand Segment Head Customer Service 9958 900 552
Committee Members
Women Members
Name Designation Department Contact No
Ruchi Sharma Manager PDDS 9560749911
Dilpreet Kaur Segment Head Customer Service
Men Members
Name Designation Department Contact No
Vikram Kaul Head HR 995 8900 257
Deepak Mehrotra Head Administration 9958900682
Responsibility of Sexual Harassment
Committee
- Immediate response to compliant
- Awareness to female employees
- Conduct Enquiry and find out the truth
- Disciplinary Action
- Improve Gender diversity

23. Gift and Entertainment Policy
OBJECTIVE:
This policy establishes the management philosophy on business gifts & entertainment and defines guiding principles on the
following:
 Types of gifts and entertainment
 Guiding principles for accepting and offering gifts &entertainment
 Prohibitions on accepting and offering gifts & entertainment
 Approvals for accepting and offering gifts & entertainment
 Disclosures and recording of Gifts & Entertainment Policy
 Implementation review of Gifts & Entertainment Policy
Lottery System
on Corporate
Gifts
Disclosures & Recording of Gifts & Entertainment
• Employees receiving/offering gifts and entertainment within this Policy shall report them to the HR
Department. All such gifts shall be properly recorded and deposited with the HR team.
• Gifts or entertainment offered to the Company employee not in conformity with this Policy, shall be rejected
forthwith and will be reported to the immediate higher authority.

24. Separation Policy
The objective of this policy is to lay down the rules and regulations governing the separation of employees
from the Zenica Group:
• Voluntary Separation:
• Resignation to be accepted by the RM/HOD and forwarded to HR within 48 hrs.
• Medical Necessity:
• The discretionary power for this lies with Head of HR or Board of Directors.
• Retirement
• Automatically, at the age of 58 Years
• Separation Due To Death
• The heirs/nominees will be entitled to receive the net payable amount on immediate basis.
• Involuntary Separation
• Termination on Misconduct, Gross violation, integrity and absconding, smooth exit as per
appointment letter
Every Exit we
should treat
with Respect
and Sensitivity

25. Boomerang Policy
Objective: The Policy on Employee Rehire aims to:
 Define process guidelines & implement a robust/transparent process for rehiring employees who have separated
from the organization
 Ensure that employees are rehired in a manner that does not disturb the internal parity amongst the existing
employees
Scope: Employees in all positions of Zenica Group are covered under the Policy.
Eligibility: Ex-Employees who fulfill the below mentioned conditions can be considered for Rehire if he/she had:
 Completed 1 year of continuous service & been a confirmed employee in the previous tenure
 Been Rated 3 or above (on a 5 point scale) in the last Appraisal in the previous tenure.
 Resigned from the organization on a good standing
Important:
The hiring Business Unit must keep in view the internal salary levels/bands of existing employees at the
time of rehiring the former employee. An ex-employee should generally be considered at the same salary
/level/band last held in his/her previous tenure.
However, in case he/she has spent more than a year outside the organization, he/she could be considered
for a higher band/position based on his potential, vacancy, and internal salary parity.

26. Holiday List
Holiday List for the Calendar Year-2016 for Zenica Group.
Day Date Holiday Remarks
Friday 1-Jan NewYearDay Showrooms and Workshops
Tuesday 26-Jan RepublicDay Showrooms and Workshops
Thursday 24-Mar Holi Showrooms and Workshops
Monday 15-Aug IndependenceDay Showrooms and Workshops
Sunday 2-Oct Mahatma GandhiBirthday Showrooms and Workshops
Sunday 30 Oct Diwali Showrooms and Workshops
Monday 31 Oct VishwakarmaDay Only for Workshops