EMPLOYEE SERVICE RULE BOOK FOR MANAGERIAL CADRE IN WACKER METROARK CHEMICALS PVT. LTD.

1. Summer Internship Project
Presented by:
Name- Abhishikta Banerjee
MBA –HRM (2020-22)
Roll No- 107/MHR/201001
At
Wacker Metroark Chemicals Pvt. Ltd.
1

2. Project Title
EMPLOYEE SERVICE RULE BOOK FOR
MANAGERIAL CADRE
IN
WACKER METROARK CHEMICALS PVT. LTD.
2

3. “You can Dream, Create, Design and Build the most
wonderful places in the world. But it requires people to make
the dream a reality”
-Walt Disney
3

4. Introduction
Human Resources refer to the personal or the
workforce within an organization responsible for
performing the tasks, for the purpose of
achievement of goals and objectives of the
organization, possible through proper recruitment
and selection and providing proper
orientation/induction, training, skill developments,
proper performance appraisal, providing
appropriate compensation and benefits,
maintaining proper labour relations and ultimately
maintaining safety, welfare and health concern of
the employees.
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5. Scope Of The Project
5
The objective of the summer internship project, initial drafting of Employee
Service Rulebook for the employees in the managerial cadre, Wacker
Metroark Chemicals (WMC) Pvt. Ltd. is as follows:
1. To understand the various HR policies, procedures and practices prevalent
in the organization.
2. To study the impact of HR policies, procedures and practices prevalent in
the organization.
3. To frame the employee service rulebook for the managerial category of the
employees.

6. OVERVIEW OF THE COMPANY
6
Wacker Metroark Chemicals Pvt. Ltd. (WMC)
is an Indo German Organization (MNC) which
specializes in manufacturing of Silicones. Founded
as a Joint Venture in 1998, WMC is a leading
Silicone Chemicals manufacturer in India. It is a
fully-consolidated 51% subsidiary of WACKER,
with its registered office and a manufacturing unit
near Kolkata, West Bengal and branch offices in
Delhi, Mumbai, and Chennai, as well as a liaison
office in Dhaka, Bangladesh. It is a partnership
between Metroark Chemicals, which recently
celebrated its 70th Anniversary and Wacker
Chemie AG, a global century-old multinational
headquartered in Munich, Germany.

7. Literature Review
• What is an Employee Service Rulebook?
An Employee Service Rulebook is a document that communicates your company’s mission, policies and
expectations. Employers give this to employees to clarify their rights and responsibilities while they’re
employed with the company
Here’s what should be included in an employee service rule book; the following list covers every important
policy of an employee manual:
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• About the Organisation
• Employment Basics
• Workplace Policies
• Employee Code of Conduct
• Compensation Benefits
• Training and Development
 Benefits and Perks
 Working hours, entry-exit and leaves
 Health and Mediclaim Benefits
 Employee resignation and retirement
 Accidental Benefits

8. Research Methodology
• The first step towards the attainment of the objectives is the collection of the relevant and
required data.
• Broadly, data can be classified into two categories, namely Quantitative or numerical data and
Qualitative or categorical data. In this study, only latter i.e., qualitative data has been used.
• Qualitative data can be further subdivided into the following types:
 Ordinal Data- Qualitative data can be arranged in the natural order, i.e., in the ascending order,
descending order, etc. are called Ordinal Data.
 Non-Ordinal Data- On the other hand where no such categories exist is called Non-Ordinal
Data.
In this report, non-ordinal data has been used.
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9. • Sample:
In this project, all data dealt with its primary data simply because such data is original in
nature and collected solely for the purpose of this report, therefore it may be considered as the
most reliable form of data.
Thus, drafting of this Employee Service Rulebook for the employees at managerial level are
based solely on the primary data.
• Method of Data Collection:
In this study, the Direct Observation Method have been used to collect data.
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Research Methodology

10. WORK DONE IN THE INTERNSHIP
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11. AN OVERVIEW OF
THE EMPLOYEE
SERVICE
RULEBOOK
11

12. DISCLAIMER
This Service Rule is designed to acquaint you with WMC, provide you with general information and
guidelines of service, and policies & procedures. Considerable care has been taken to ensure this document is
both accurate and relevant. This Service Rule should be construed and referred for original policy and
processes under respective heads available hereby. The employees shall conform to all the terms and contents
of this Service Rule including the policies referred herein. Since HOD - HR is the custodian of polices and
process related to employment, therefore any query should be addressed solely by HRD. This Service Rule is
WMC’s property and is a confidential document. No employee has rights to share the document and its
content to any outsider who is not employed with WMC. The Service Rule cannot anticipate every
circumstance or question about policy or procedures. In order to retain necessary flexibility in the
administration of policies and procedures, WMC management reserves the right to modify, revise,
supplement, add, rescind, or delete any information, policy, procedure, or benefit described in this document
at any time in its sole and absolute discretion. The Human Resource Department as a process owner is
authorized to communicate applicable changes from time to time.
This document is solely to help employees to acquaint with the organization better and not a legal document
during any proceedings . All rights reserved.
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13. TABLE OF CONTENTS:
Sl.
No.
Topic
1 Section 1- INTRODUCTION / PREFACE
2 Section 2- MANPOWER PLANNING
3 Section 3- COMPETENCY MAPPING
4 Section 4- TRAINING AND DEVELOPMENT
5 Section 5- PERFORMANCE MANAGEMENT
SYSTEM
6 Section 6- HEALTH CARE
7 Section 7- LEAVE AND HOLIDAYS
8 Section 8- GRADES AND REMUNERATION
9 Section 9- IT POLICY
10 Section 10- GRATUITY
11 Section 11- SERVICE INCIDENTAL POLICIES
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Sl.
No.
Topic
12 Section 12- TRAVEL RELATED RULES
13 Section 13- LOANS
14 Section 14- SCHEME TO SUPPORT CONTINUING
EDUCATION FOR EMPLOYEES
15 Section 15- WORK ENVIRONMENT
16 Section 16- GUIDELINES FOR DISPOSAL OF COMPAY
OWNED CARS AND OTHER ASSETS
17 Section 17- COMMUNICATION
18 Section 18- CORPORATE SOCIAL RESPONSIBILITY
19 Section 19- EMPLOYEE CONDUCT
20 Section 20- SEPARATION
21 Section 21- ACCIDENT POLICY

14. SECTION -1
INTRODUCTION / PREFACE
OVERVIEW OF THE MANUAL?
This manual was designed to support employees to be acquainted with HR functions and
associated rules and policies governing terms and conditions of employment within the
Organisation both at Head Office, factories and branch offices. It provides a framework of
principles, policies and values, vision and mission, procedures, guidelines, tools, and templates
hereby ensuring good working conditions, organization efficiency, discipline and employees’
legal rights and also to serve as a practical guide for HR management in factories, branch
offices, and head offices.
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15. SECTION -2
MANPOWER PLANNING
MANPOWER PLANNING
In WMC Manpower Planning is done based on Business Plan 5 (BP5), a business forecasting for the next
five years. The plan is further circulated to all the HODs to assess the manpower requisition for upcoming
years and the same is submitted with HR Department in the prescribed manpower requisition format. The
HRD collates all the manpower requisition data and forward the same to MD and JMD to verify whether it is
in line with the business plan and accord approval accordingly. Manpower planning also depends on the
different projects that have been underway and in pipeline. The existing manpower is trained or promoted
according to the requirements of the organization or the specific department. Recruitment of personnel
within the manpower budget is sanctioned by the top management and reviewed by HR Department after
consulting with departmental HODs. A monthly Management Information System (MIS) is also sent that
gives out the list of employees that are currently employed, scheduled for cessation of employment and are
in the line or plan to be recruited further. This monthly data keeps a track of the required manpower in the
organization according to the current business plans and new developments.
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16. SECTION -3
COMPETENCY MAPPING
Competency Mapping
Competency Mapping is to determine competency of the existing personnel against desired
company need. This procedure shall be applied for determining the existing Competency
Level based on the desired competency as per the position.
The HOD-HRD maintains and develops desired competency level in the Organization based
on the Management objective by coordinating with concerned HODs for upgrading of the
employees through training if necessary, by job rotation, job enlargement, and also by
recruiting candidates as and when required.
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17. Process:
17
Concerned HODs with the help and guidance of the MD/JMD and
HOD-HRD will map the competency level of each employee on a
scale of (1 to 4)
HOD-HRD in consultation with respective HODs will find out
the gap (if any) for that particular employee in the area of
Knowledge, Skill & Attitude.
HOD-HRD, in consultation with concerned HODs will identify
Training Need and decide as deemed fit for that particular
employee.

18. SECTION 4
TRAINING AND DEVELOPMENT
Objective is to enable individuals to acquire knowledge and sharpen/update their skills by way
of effective training, so as to achieve the short term and long-term objectives of the
Organisation.
Types of Training:
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Mandatory Training Need Based Training
Induction Training
Respective Head of the Department and responsible
Departmental Managers discuss and identify the
training needs to applicable employees through
Performance Appraisal, competency level mapping or
by their own recommendation.
 Job Specific Training
 Apprenticeship Training
Safety Training (wherever mandated and
applicable)
Compliance Training
Social Media Training
Basic IT Training

19. SECTION -5
PERFORMANCE MANAGEMENT SYSTEM
Performance Appraisal is fundamental to managing and improving the individual performance and the
achievement of the Company’s objectives. The aim of this policy is to link the Organization priorities and
targets with the work programs, performance standards and career development of employees
Effective Performance Management System is the key to promote performance-oriented work culture. The
guidelines given below are intended to have a realistic picture of the assessment process. The enclosed format
needs to be carefully filled without any overt influence of recent instances of successes or failures .
The appraisal system provides a match between what people can do and are motivated to do with what the
Company needs them to do. The process is cyclical and inculcates a culture of continuous improvement.
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20. SECTION-6
HEALTH INSURANCE
The health insurance policy of WMC covers hospital expenses of an employee and his family
including dependant members. The organisation subscribes to group Mediclaim policy for
employees except the ones under ESI. The policy is of floater nature which cover medical
expenses following IRDA Guidelines.
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Type Of Claim
Planned
Network
Hospital
Cashless
Non-Network
Hospital
Reimbursement
Emergency
Network
Hospital
Cashless
Non-Network
Hospital
Reimbursement

21. SECTION-7
Leave and Holidays
Leave Policy
All employees are entitled to leave in accordance with the relevant awards/ agreements and
statutory provisions. Where the attached conflict with employment laws applicable for an
employee, or group of employees, the new law will take precedence.
21
Name of Declared Holiday Number of Days
Republic Day One Day
Holi One Day
Ramzan Id (Eid – Ul – Fitre) One Day
Bengali New Year/Saraswati Puja One Day
Independence Day One Day
Durga Puja Four Days
Gandhi’s Birthday One Day
Diwali (The next day to Kalipuja) One Day
Christmas Day One Day

22. SECTION – 8
REWARD AND RECOGNITION
Reward and Recognition is to encourage and inspire employees successfully brainstorm and ideate projects that have
remarkable effect on organizational business objective. The employee must bring out outstanding performance to have
nominated under the scheme. All employees under the direct payroll of WMC, the nature of employment shall be confirmed
employment. Entitlement is once in a year.
An outstanding performance should be evaluated using SMART factors which are as follows –
S: Specific target shall be set for an employee
M: Measurable and Visible performance factors shall be recorded.
A: Achievable
R: Realistic
T: Time bound, how much time is allotted to complete / or achieve the task
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23. SECTION – 9
IT POLICY
The IT Policy applies to all employees and authorized users both on a computer/laptop on
office premises or use of a laptop at home or while on business trips. It provides guidance
about acceptable practices for usage of IT infrastructure (including computer hardware,
software, networks and telephone) provided by the Company keeping in mind the obligations
towards Data security and Confidentiality. The policy establishes a framework to describe the
standards that are expected to be observed when using facilities for email, and ensure that
users are aware of the legal consequences attached to inappropriate use of the facilities.
Keeping in mind the business requirements, various IT equipment are quite often entrusted by
the Company to some of their employees. In such a case it automatically imposes a
responsibility on the employees for the security and safe custody in the course of their usage
of the IT equipment.
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24. SECTION – 10
GRATUITY
INFORMATION ON GRATUITY
The Payment of Gratuity Act, 1972 is applicable to all employees of WMC. The gratuity is a
benefit to retain employees in the organization and to sustain level of engagement. Like every
organization that falls within purview of the said act, WMC extends gratuity benefits to their
employees subject to a maximum of Rupees 20 lakhs*.
The amount which is above the Government specified limit will be taxable.
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25. SECTION – 11
SERVICE INCIDENTAL POLICIES
Transfer and Reassignment Policy
An employee may be transferred, assigned from one department, location, branch to another or
from one company, subsidiary or associate company to another, existing now or in the future,
in India or abroad. The employee may also be required to undertake additional duties apart
from the normal duties of the post to which he/ she is appointed.
Relocation Policy
Relocation process is intended to provide guideline for employee relocation. This policy is
designed to enable the employee to relocate himself/ herself in family as economically and
conveniently as possible.
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26. SECTION -12
TRAVEL RELATED RULES
TRAVELAND ACCOMODATION POLICY
All employees should adhere to the travel and accommodation policy when traveling on
Company business. This policy is applicable for Local travel, Domestic travel and international
travel.
Risk Management:
As a part of the Risk Management the number of employees travelling together on the same
flight or in the same vehicle is restricted as follows:
• Not more than 4 employees.
• Not more than 2 employees who are in the same line of command.
• Only 2 of the following: MD, JMD, Sr. VP, VP, GM.
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27. SECTION -13
LOANS
LOAN POLICY
The loan policy in WMC has been proposed to extend help to employees to seek assistance during their
financial crisis in following cases:
1. Marriage of employees/ own children.
2. Illness/ Medical emergency of self, spouse, children, dependent own parents and own siblings not
covered by medical insurance or ESI
3. Purchase/ repair of own accommodation/ house
4. Purchase of cycle/ two- wheeler or four-wheeler vehicles.
5. Financial help for self or own children’s education.
• All confirmed employees are entitled to the loan policy. 27

28. SECTION -14
SCHEME TO SUPPORT CONTINUING
EDUCATION FOR EMPLOYEES
WMC has designed this policy to retain employees in the organization and help them grow into better
individuals. The policy is applicable to confirmed employees (for three minimum continuous years of service)
pursuing courses leading to award of degrees / diploma / certificates. Such courses would be pursued on a
part-time basis without adversely affecting the assigned work.
The above is subject to approval of the Managing Director.
No one shall be allowed more than two occasion to pursue higher studies during employment period with the
organization for which the assistance is provided.
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29. SECTION -15
WORK ENVIRONMENT
GENDER DIVERSITY-is equitable or fair representation of people of different genders. It most commonly
refers to people in an organization being treated equally irrespective of their gender, color, race, creed. WMC
chooses to treat every employee in the organization rightfully in equal manner.
Expectant / Mother Policy: The Organization strictly prohibits discrimination amongst female employees
over pregnancy. Employees (expectant / mother) are eligible to receive all benefits as laid down in Maternity
Benefits Act, 1961
Grievance Committee – Employee can reach out to the Grievance Committee to submit their grievance or
any other opinion that they feel relevant in their scope of work.
EHS Policy – WMC is committed to demonstrate and continually improve upon the practices of
Environment, Health & Safety and effective resource management. To be able to live up to the standard of
EHS culture everyone should -
Comply with all applicable statutory regulatory and other relevant requirements
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30. SECTION-16
GUIDELINES FOR COMPANY OWNED CARS
& OTHER ASSETS
Car and Local Conveyance Policy
This policy is framed to ensure unanimity for availing car facilities as well as reimbursing
expenses for maintaining car. Extension of such policy is up to the levels as decided by the
company from time to time and this is subject to revision whenever decided by the competent
authority.
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31. SECTION-17
COMMUNICATION
The company encourages open communication and expects every employee to communicate with others
openly and honestly. Also new ideas are always welcome to improve work environment and increase
productivity. The company encourages employees to communicate with their supervisor in respect to any
matters, concerns or suggestions. And moreover, the company creates multiple channels for employees to
exchange information and communicate.
Announcement-The announcement is maintained to keep employees up-to-date on pertinent information, by
email and/or paper notice. Employees are required to check the email or notice board available at shared drive
and displayed at conspicuous places in factory as well as offices regularly for matters related to the
organization.
Employee Suggestion & Grievance-All employees are welcome to express their grievance and give
constructive suggestions to improve customer satisfaction, work efficiency, cost-savings, or others. This can be
done verbally or in writing to the supervisor, functional manager, HRD or any member of the Management.
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32. SECTION-18
CORPORATE SOCIAL RESPONSIBILITY
OVERVIEW OF CSR IN WMC
WMC, takes pride in its product, customer satisfaction and sustainability. The organization’s
responsibilities towards a sustainable society forms an integral part of core business tenets.
The organization takes up initiatives to fulfil the Millennium Development Goals established
by Union Nations
Corporate social responsibility at Wacker Metroark forms an integral part of the Company’s
culture and is considered as one of its core business tenets. We have a strong belief in our
corporate philosophy, which means aspiring to develop a society in which all people,
regardless of race, religion or culture, harmoniously live and work together for the common
good into the future.
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33. 33
Major Areas
Of CSR
Activities
Promoting
health
including
preventive
Healthcare
Promoting
Education
including
special
vocational
training
Rural
Development
Environment
Sustainability
Disaster
Management
Research &
Development
Funding
Contribution
to Funds
eligible
under
Schedule VII
Of
Companies
Act 2013
Protection Of
National
Heritage, Art
& Culture

34. SECTION-19
EMPLOYEE CONDUCT
34
The Code of
Conduct
defines how to
deal with these
topics
Interactions
with
business
partners and
third parties
Handling
information
Confidential
ity and data
protection
Financial
integrity
Separation
of private
and
company
interests
Compliance
officer
contact
details

35. SECTION-20
SEPARATION
The separations from the Company could take place because of various reasons. Given herewith are the
various aspects of separation.
RESIGNATION:
Resignations are to be submitted in writing by giving notice as per the terms of the Appointment order. An
employee, who leaves the service of the company without giving notice period, shall forfeit the salary in lieu
of the period.
RETIREMENT/SUPER ANNUATION:
The age of superannuating shall be 60 years and every employee/an employee attaining the said age/service
shall be retired from services. If anyone attains the age of superannuation on any day of any month before the
last day of the months he shall be allowed to superannuate on the last day of that month.
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36. SECTION-21
ACCIDENT POLICY
GROUP/PERSONALACCIDENT POLICY
This policy covers employees 24 / 7 across India and provide benefits to them or their family members when an
individual employee meets with an accident.
HOW TO CLAIM- In the event of an accident giving rise to a claim the following steps should be taken: -
 In case of death claim: - Employees should immediately notify the policy issuing office / HRD. Submit the
claim form along with death certificate, post mortem report and police report.
 In case of injury claim: -
Notify the policy issuing office / HRD immediately.
Submit Police report if any.
Submit claim form along with medical certificate certifying the disablement 36

37. RESULTS AND FINDINGS
Reasons One Should Have a Company Employee Service Rulebook:
1) Introduces employees to the company’s culture, mission and values:
2) Communicates to employees what is expected of them:
3) Educates employees about what they can expect from management and leadership
4) Helps ensure key company policies are clearly and consistently communicated
5) Showcases the benefits you offer.
6) Ensures compliance with federal and state laws
7) Helps defend against employee claims
8) Let’s employees know where to turn for help
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38. Conclusion
All said and done, if any organization has more than just a handful
employees, it is definitely a good idea to create and implement
Employee Service Rulebook that clearly mentions and explains the
workplace policies. This is for the simple reason to ensure the
success of the organization; it is the employees and operations to
run as smoothly as possible. In order to do that, all employees must
be aware of the nature and the importance of their tasks as well as
the rules and regulation at work so as to promote an orderly and
harmonious work place. Of course, by simply telling or informing
the employees what they are supposed to do and what they are not
to do or conducting an orientation may not be enough. An
employee service rulebook compiling the workplace rules is a great
way to communicate not only HR but also organizational policies,
procedures and practices to employees.
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39. LIMITATIONS
• The company has to stick to it, at least till the rulebook is updated and redistributed among
the employees. You may lose some flexibility in administering policies.
• If a business has two employees, this is probably not a big deal. If it has many employees, I
cannot imagine why they would want to be without it. In my opinion, the advantages clearly
outweigh the disadvantages.
• Employers that want a rulebook, but also want to reduce the likelihood of it being used
against them at a future date must be certain to have a properly worded disclaimer
prominently displayed in it.
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40. RECOMMENDATIONS
• To be effective, the disclaimer must state in simple words to understand language that the handbook is not
intended to create an express or implied contract of employment. It must also state that all employment with
the company is at “at-will”. This means that either the employee or the employer may terminate
employment at any time for any reason, with or without notice.
• To avoid diminishing the effect of the disclaimer, employers should be careful not to make statements
anywhere in a handbook that is designed to clarify the “rights” of employees. Employers must also take a
particular care when adding disclaimers to existing rulebooks. The addition of a disclaimer should be well
publicized to best protect the company, and, even then, employers should be aware that the disclaimer may
not be effective as to employees who were hired under previous editions of the rulebook.
• Employers should have employees sign an acknowledgement form that they have received a copy of the
employee service rulebook and that they understand it is their obligation to read, understand and comply
with it. The acknowledgement should reiterate that the rulebook is not intended to create an express or
implied contract and that all employment with the company is at-will.
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