This is Company Presentation.

2. • Welcome to our CRII Group! We are a leading real estate firm that specializes in helping clients buy,
sell, and invest in properties. With a team of experienced and dedicated professionals, we strive to
provide exceptional service and deliver outstanding results to our clients.
• Our company has been operating in the real estate industry for many years and has built a strong
reputation for integrity, professionalism, and excellence. We take pride in our in-depth market
knowledge, cutting-edge technology, and personalized approach to ensure our clients receive the best
possible service and achieve their real estate goals.
• We work closely with our clients, whether they are first-time homebuyers, seasoned investors, or
commercial property owners, to understand their unique needs and provide tailored solutions to
meet their objectives.

3. • Our vision is to be the premier real estate company that transforms the way people buy, sell, and
invest in properties by leveraging cutting-edge technology, providing exceptional customer
experiences, and fostering meaningful relationships in the communities we serve.
Let's break down this vision statement further:
• Premier real estate company: The company aspires to be the best in the industry, known for its
excellence in all aspects of real estate operations, including sales, marketing, customer service, and
innovation.
• Transforming the buying, selling, and investing process: The company aims to disrupt the
traditional real estate model by leveraging technology to create a seamless and efficient experience
for buyers, sellers, and investors. This could involve using virtual reality for property tours,
implementing advanced data analytics for pricing and market trends, and offering online
transaction management tools for a streamlined process.
• Cutting-edge technology: The company recognizes the importance of staying at the forefront of
technological advancements in the real estate industry. This could include investing in artificial
intelligence, block chain, and other emerging technologies to drive innovation and create a
competitive advantage.

4. • Property Listing and Marketing: We assist property owners in listing their properties for
sale or rent, creating appealing marketing materials, and promoting them through
various channels to attract potential buyers or tenants.
• Property Valuation: CRII Group offer property valuation services, which involve assessing
the market value of a property based on various factors such as location, condition,
comparable sales, and market trends.
• Property Management: Provide property management services, which involve overseeing
the day-to-day operations of rental properties on behalf of property owners. This can
include tenant screening, rent collection, property maintenance, and dealing with tenant
issues.

5. • Real Estate Investment Services: Assist investors in identifying investment
opportunities, conducting market research, analyzing potential returns, and
providing advice on real estate investment strategies.
• Legal and Contract Services: Real estate companies may provide legal and contract
services, including reviewing and preparing legal documents such as purchase
agreements, lease agreements, and other contracts related to real estate
transactions.

9. Epic at Pimple Nilakh

10. RG Apex at Ghorpadi

11. Working life at CRII Group
Working life at CRII Group

13. • CRII Group has six full days working in a week with one weekly off. The normal working hours are from
10:00A.M.to 06.30P.M.InTimeis mandatoryto followandwouldbe observedby HRTeam,Comingontime
willbe addedadvantageat thetimeof Appraisal.
Attendance& Punctuality:
• Attendance register is maintained at the establishment section. Admin department needs to keep a check on
it daily.
• CRII Group’s attendance is mapped via an e-attendance system(Trackwick) and also applicable to travelling
employees. Training will be given to employees on the usage of system
• Employee is supposed to report on duty at 10:00 am, maximum of 15 mins grace time is given thereafter i.e.
after 10:15 am if you are late for three times, half day leave will be considered.
• Similarly, leaving the office early will be only by the due permission of reporting manager.
• There should be a proper approval seeking for the leaves. Only your reporting manager will approve your
leave or else it will be considered as leave without pay.

14. • Meal Breaks
We have a half hour meal break taken preferably between 1 - 1.30 p.m. You are advised to maintain general office decorum during the
lunch time and avoid causing disturbance to others working.
• MedicalFacilities
First aid facilities can be availed by all employees; when in need please contact the admin representative, located at your office unit.
• LoyaltyOath& Dual Employment
As a condition of employment, you are required to sign the Confidentiality Agreement provided to you during your induction. Dual
employment is strictly prohibited and relevant details should be intimated by the staff to Human Resources. If any staff is known to be
involved in dual employment cases, appropriate action will be taken.
• Grooming& Attire
All CRII’s staff are expected to maintain the highest standards of personal cleanliness and present a neat, professional appearance at
all times. Denims/ Jeans/ Smart Casuals are permitted on Saturday only and formal wear on all other days.
On weekdays our attire is to be on the below lines:
Males: Formal pants & shirts
Females: Formal trousers/ skirts with appropriate shirts/ kurtis, salwaars or saris.

16. • Recruitment and Selection
• Hiring at CRII is need based and will begin with the initiation of a Manpower Requisition . Prior to
commencing the hiring process , the concerned Line Managers will gain approval from the
Managing Director & Human Resources on the need for the new hire. Each shortlisted applicant
must clear an average of 3 interview rounds with HR, immediate supervisor, Regional
Manager/Head and Managing Director and the psychometric tests applicable.
• Offer letters will need to be acknowledged within 24 hours and the Appointment letters are issued
by HR only on production of all relevant documents, as instructed to the candidate. Copies of
Appointment letter are then provided to the Accounts team for timely disbursement of salaries.

17. • Internships/ Part Time Employment / Management Training
• In case of the above natures of employment, the interviews are conducted by HR and the line managers. Such hires are entitled to a monthly stipend
and are required to work on specific projects or defined areas as per the supervisor’s discretion.
• References / Experience Certificates if required will be provided by HR, basis the recommendation received from the Line Managers. Copies of
Appointment letter are provided to the Accounts team for timely disbursement of stipends.
• Joining Formalities
The below list is sent to all candidates at the time of the offer being provided and hence expected that these documents are received by the HR team a day
prior to the candidate’s joining date. If not submitted prior to joining, within 3 working days of joining, the employee should have submitted the following
documents to HR:
• Acceptance of the offer of appointment duly signed & dated
• Educational certificates of all Degree & Diploma courses
• Relieving Letters & Experience Certificates from all previous employers
• 3 passport size photographs
• Residential and photo identity proof
• PAN card copy
• Duly filled PF declaration form & Bank Account application form (if applicable)
• Provident Fund Transfer / Nomination form & Gratuity Nomination form
• Form 16 (A declaration of TDS issued by the previous employer)
• The CRII ID card, official email ID and GPA Insurance/ESIC/PF Coverage processes will be initiated only once these details are received.

18. • All new hires go through a formal induction program, co-ordinated by HR. During induction the
staff learns about CRII, its mission, organizational structure, nature of business the CRII culture
and people policies. Any queries on relating to job responsibilities, KRA’s and the organization’s
expectations from the assigned job are also clarified. All functional mentors based at both
corporate and regional offices must take an individual induction with every new hire, for which an
intimation email is sent to the functional owners by HR. An Induction Checklist is emailed to the
new hire so that they also ensure they have been inducted on the following:
• HR: Corporate History, Policies, Rules & Practices
• Finance: Relevant Finance & Accounts processes.
• BD: Nature of ongoing BD activities & Clientele portfolios.
• Legal: Statutory Compliances & applicable Legal Acts.
• Administration: Reimbursements, stationery, housekeeping, etc.
• Immediate Supervisor: Processes for executing daily tasks.

20. • Right from the time of extending an employment offer, Company makes no differentiation on
basis of gender or caste or creed and treats all staff equally.
• The attendance cycle for each month’s payroll is counted from the 1st day of the previous month till
the 31st day of payroll month. We provide A/C Payee Cheque for the monthly salary . Salary slips
are issued which clearly describe the earning and deduction amounts for the month.
• As per legal statutory compliances, certain deductions are calculated from each staff salary, for e.g.:
Professional Tax, ESIC, Provident Fund, Income Tax, etc.

21. • CompensationStructure
• Depending on the nature of the job profile, Company provides Fixed & Variable Components. FIXED
COMPENSATION includes the following:
• Basic
This is the first component of your monthly take home pay.
• House Rent Allowance(HRA)
HRA is calculated based on a percentile of your Basic Pay component and is subject to tax exemption, basis provision
of rent receipts.
• Performance Related Pay (PRP)
This is a fixed component within the monthly take home pay.
• MedicalBenefit
All employees are entitled to a fixed monthly payment of Medical Allowance. This component is subject to tax
exemption, basis provision of original medical receipts.
• Leave TravelAllowance (LTA)
This allowance is a monthly taxable component and is paid depending on the employment grade. Please check with
the Payroll team, concerning tax exemption towards LTA.

22. • PerformanceLinkedIncentives
• This is a performance based pay and the applicability varies depending on the nature of your work
profile. The calculations are attractive and performance for this is tracked on a regular basis. Please
speak to the HR team, to understand the details.
• MonthlySTATUTORYDEDUCTIONS(WillUpdateOnceApplicable)
• Provident Fund(PF):As the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952.
• ESIC: As per the ESI Act, 1948.
• ProfessionTax(PT):As per the prevailing rates at respective National states.
• IncomeTax:As applicable based on your IT declaration. Monthly STATUTORY DEDUCTIONS

23. Employment Confirmation Policy
Below is the Process Flow for the Confirmation of probationary Staff:
1. The confirmation process requires the employee and the supervisor to have a common discussion before finalizing the
ratings.
2. The employee should also put forth in writing to the supervisor, any notable achievements, client feedbacks, major
initiatives taken, etc. from the period of employment until the confirmation due date.
3. The above inputs need to be attached by the supervisor along with the Assessment form and sent to the HR department 3
days prior to the Confirmation Due Date, so that the Confirmation Letter can be issued timely. For any exceptions, please
contact the HR Department in advance.
4. Before sending the form to HR, please make sure it contains the signatures of both the immediate supervisor and the
employee.
5. In case the probation is extended, it will be extended for 3 months only. Further to which the supervisor should revert to
HR and advice is the employment is to be terminated or confirmed

25. CRII believes that employees should have opportunities to enjoy time away from work to help balance their professional
and personal lives. The Company encourages all employees to spend time with family for leisure, taking care of
personal work, or rest due to medical reasons.
• PAIDLEAVES
1. Privilege Leaves
• a. All employees are entitled to 12 days Privilege Leave, during a calendar year.
• This leave is credited into your leave account in the month of April each year. If your date of joining is during the
course of the calendar year, the PL credit (on a pro-rata basis) will be done only on completion of the first year of
employment.
• b. This leave can be availed only once earned, i.e. only on completion of the first year of service.
• c. PL may be accumulated upto a maximum of 12 days and carried forward upto 3 years only, further to which any
unutilized leave is liable to lapse and will not be encashable.
• d. In case, a staff resigns from their services prior to completion of a year, no PL is permitted.

26. 2. CasualLeave
• NA
3. MaternityLeave
• NA
4. WeeklyOffs
• Weekly off will be decided by Management as per work Schedule
. Paid Leavewill not be applicableuntilapprovedby HRTeam.
.FridaySaturdayand Sundayno LeaveApproved.
.LeavetakenwithoutinformingHRTeamwillbe consideredindisciplineand willresult2 DaysSalarydeduction.
. Leaveis privilegenot yourRight.
5. CompensatoryOff
• Compensatory offs are given if an individual works on a holiday to do additional work. This
compensatory off has to be approved by one's immediate supervisor in writing; else it will be treated
as a leave and not a comp off. All approved comp off emails to be sent to HR by immediate
supervisors only. Any compensatory offs earned by staff must be used within 2 months from
earning the comp off, after which it would lapse. Comp offs cannot be clubbed with weekends or long leaves.

27. KEY NOTES CONCERNING THE LEAVE POLICY
1. Prefixingor SuffixingLeaveswithHolidays
• Holidays or weekends falling in between leaves will be counted as a continuous leave.
2. LeaveApplicationProcess
• All staff should plan their leaves at the beginning of the calendar year and inform their
supervisors. Leave approvals are at the supervisor’s discretion, considering the business needs.
Clubbing various kinds of leaves is not permitted – for e.g.: CL cannot be clubbed with PL.
• The application form must be filled by the person applying for leave and sent to the immediate
supervisor (not HR). The immediate supervisor in turn will approve/ disapprove the leave and
forward to HR.
3. ReportinginSick
• There are no specific leaves for sickness / illness. In case you decide to take a leave due to
illness, the same will be adjusted against your balance Casual Leaves.
• If you report in sick to work for 3 days or more, a medical certificate from your medical
practitioner confirming the sickness and leave, must be furnished.

29. Harassment Free Workplace Policy
POLICY OBJECTIVE
• To provide an environment free of any kind of harassment based on
religion, caste, community, gender, physical ability or sexual orientation.
• A committee is formed to address any harassment related concerns.
This is essential as per the Indian Labour Laws and constitutes a
Chairperson and committee members.

30. • ROLE OF THE COMMITTEE
The committee will act upon receiving a complaint from victims or an email from a
member of the internal HR team.
• Though the attending committee must consist of minimum 3 members, a
• particular incident can be investigated by a quorum of 2/3rd of the committee.
• The investigation is conducted as per prescribed procedure within defined time
lines and a prima-facie case that the incident has occurred, should be then
published.
• Recommendations are sent by the committee investigating the case to the
decision making body.
• The committee organizes a bi-monthly meeting and trackers maintained with the details
of all cases referred to the committee.
• The committee completes its report within a month from the date of receipt of the
harassment complaint.

32. Separation Policy
• As per CRII family Culture Employee Separation is one of the most painful Event. Our Policy to
retain Employee till Maximum effort is there.
• Although Employee Separation within any organization may result from either of the below
four kinds. Mentioned herewith are the applicable conditions to each of these:
1. Resignation
• Should you decide to end your employment with us, we ask that you provide your
supervisor and co-workers with the common courtesy of serving the required advance notice.
• Failure to provide a month’s notice, while not prohibited by law, will result in non
payment of the salary for the month the resignation has been submitted and
recovery of the dues as per the notice period shortfall.
• Notice Period Requirement:
• 1. Employees on probation need to serve 7 days notice period
• 2. Confirmed employees to serve a minimum of 30 days notice.

33. The notice period begins from the day following the date the resignation.
We encourage all our exiting staff to complete a Separation Clearance Form and the
Exit Interview and provide their honest feedback. All company property including
identity cards, library books, visiting cards and other official documents need to be
returned on the last working day.
2. Retirement
All employees retire on the last day of the month in which they complete the age of
58 years as per the organisations records.
3. Termination
The organisation initiates termination of employment, after sufficient notice and if an
employee is unable to meet the desired performance, conduct, ethical and policy standards.
Initially, the employee may be met with for a counselling session.
Termination will not be actioned by the immediate manager, unless the concerned
manager consults with HR. If there is no improvement in the desired area even after
counselling and guidance the employment may be terminated. Absence from work
without any prior permission could be grounds for immediate termination.
The full & final settlement is processed by the accounts team on your last working
day, in case of termination.

34. 4. Death
• In case of such an unfortunate circumstance, the HR team will communicate with the
beneficiaries/ relatives of the deceased for any outstanding matter pertaining to the
settlement of final dues. After receiving the deceased death certificate, the dues will
be processed by the Account team.

35. CRII SEPARATION PROCESS & FORMALITIES
•
• We encourage all our exiting staff to complete a Separation Clearance Form and
the Exit Interview and provide their honest feedback. All company property including identity cards,
visiting cards and other official documents need to be returned on the last working day.
• A complete Handover must be given to the immediate supervisor and there
placement staff. The below standard points and any other additional relevant
information, should be covered:
·
• Official contact numbers & details of external clients dealt with in terms of work(clients, staffers, etc.)
If in charge of ESIC, PF forms – if the submissions have been timely & if any
aspects of this are pending
• Details of stationary orders placed and any official Diary and stationeries in use should be returned
• Petty Cash taken / in hand
• If any LOI is to be sent to the Corporate Office or Clients
• Database content material
• Official Visiting Cards & staff and Clients
• All system, email and document passwords
• Copies of important emails be forwarded to the replacement staff and supervisor
• If any commitments have been made to clients
• All company assets to be returned (e.g. laptop, mobile phones, CDs, etc).

36. Once the clearance on the Exit Formality email sent by HR is received by supervisor
and department representatives, it will be understood that the resignee has given a
proper handover and his replacement / back up employee is equipped to take over
his role, so that the resignee can be completely relieved from Company.

37. Closing Notes
• This Presentation serves as a guide to the terms and conditions of Employment, benefits
and other related matters pertaining to the service of a staff of “CRII Group”
• The policies set forth in this handbook represent management guidelines only and should
not be interpreted as a contract of employment.
• The Management reserves the right to amend, delete or annex any terms and
conditions of service, as and when necessary.
• The content of this book is intended for reference and use of employees of LSS only and to
be kept strictly confidential.
• Any doubt or query concerning the content of this handbook should be forwarded
to the Human Resources Department.

38. Prepared by: Pradnya Salve -
Supervised by: Gaurav Kumar