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JSW Steel Ltd..

        Pranay Khobragade (90)
        Prashant Bajpai (91)
        Priyank Jain (92)
        Radhika Sharma(93)
        Rahul Sharma (94)
About “JINDAL Group”
• The Jindal group is a US $ 15 billion
  conglomerate, which over the last three decades
  has emerged as one of India's most dynamic
  business groups.
• Founded in 1952 by Late. Shri.O.P. Jindal, a first-
  generation entrepreneur, it is today a leading
  steel producer, with interests spanning across the
  spectrum, from mining iron ore, to
  manufacturing value-added steel products.

"Where others saw walls, he saw doors“-
Shri O.P.Jindal
Shri. O.P.Jindal Group
                          (Smt.Savitri Jindal)

                            Sajjan                   Ratan                    Prithvi
Naveen
                            Jindal                   Jindal                     Raj
 Jindal
-Jindal Steel & Power
                            -JSW Steel Ltd.        -JSW Stainless Ltd.
                                                                              Jindal
          Ltd.             -JSW Energy Ltd.             -PT Jindal             -Jindal SAW ltd.
                          -JSW Holdings Ltd.       Stainless,Indonesia
  -Jindal Power Ltd.                                                        -Jindal SAW USA,LLC
                         -JSW Infra & Logistics     -Jindal Stainless
-Jindal Petroleum Ltd.                                                         -Jindal ITF Ltd.
                                                      Steelway Ltd.
 -Jindal Bolivia Ltd.     -JSW Salem Works
                                                  -Jindal Architecture         -SV Trading Ltd.
   -Jindal Cement               -JPOCL                     Ltd.              -Hexa Securities &
-Jindal Power Trading    -JSOFT Solutions Ltd.     -JSS Steelitalia Ltd.        Finance Ltd.
    Company Ltd.         -JSW Building Systems                              -Jindal Metal & Alloys
                                                  -Parivartan City Infra.
                         -JSW Bengal Steel Ltd.                                      Ltd.
Some Key Points about JSW Steel ltd
• JSW Steel Ltd. is one among the largest Indian
  Steel Companies in India today.
• JSW Steel Ltd. consists of the most modern, eco-
  friendly steel plants with the latest technologies
  for both upstream & downstream processes.
• Largest private sector steel manufacturer in terms
  of installed capacity.
• Spread over 4000 acre of area in Bellary
  (Karnataka)
• Present Capacity 14.3 MTPA.
• Aiming to Reach 34MTPA By 2020.
Contd..
• JSW – Ranked 4th in the ‘Best Companies to
  work with’ survey conducted by Business
  Today.
• Placed 2nd in the Delhi Management for
  Association (DMA) Erehwon Awards for
  “Innovative HR Practices”
Product
 Portfolio of     Hot Rolled
                 Coils,CR Coils
JSW Steel Ltd.

                                    TMT
                                  Bars,Flats




                              Galvalume,
                             ,WRM,Rounds




                  Galvanised
                 Sheets,Slabs
VISION
• Global recognition for Quality and Efficiency
  while nurturing Nature and Society.



“It is said that in the journey of life, more important
   than where you are, is where you are heading to..” -
   Sajjan Jindal, Chairman and Managing Director, JSW
   Steel Ltd.
MISSION


• Supporting India's growth in Steel Domain
  with speed & innovation .
CORE VALUES




                Drive with   Differentiate    Young
Crystal Clear
                Leadership    the Benefit    Thinking
ORGANISATIONAL HIERARCHY

                  Managing Director
                          CEO
                      L18 (Sr. V.P)
                       L17 (V.P)
                      L16 (A.V.P)
                      L15 (G.M)
               L14 (D.G.M) & L13 (A.G.M)
              L11 (Manager) –L12 (Sr.Mgr)
                  L10 (Deputy Mgr.)
                  L9 (Asst. Mgr) /MT
                   L8 Jr. Mgr/(GET)
                  L3 (DET) –L7(Engg.)
CODE OF CONDUCT & DISCIPLINE
                                                  Policy
                                                                                  Comply with all lawful &
 Maintain Integrity           Conduct in Best way           Abide by Rules
                                                                                    reasonable orders




                                              Misconduct
Theft, Fraud &            Taking Bribes,      Absence from Duty       Irregular        Misuse of any Cash
 Dishonesty           Illegal Gratification     without Leave        Attendance         Advance by JSW




                                               Penalties
Major (Reduction of Salary, Demotion of Grade,          Minor (Verbal Warning, Warning Letter, Suspension
         Termination of Services etc)                              of duty upto max of 3 days
Manpower Planning


Objective                 Policy                     Process
• To Forecast Manpower
  Req.                    • Concerned HRD            • Comprehensive data is
• To provide for            develop annual             prepared for 3 years
  vacancies arising out     manpower plan in           rolling plan.
  of separations &          consultation with line   • Annual Manpower
  expansions.               managers                   Budget plan is
                          • Manpower Planning          finalised by JMD & CEO
                            based on Organization    • Annual Manpower
                            Business plans &           Budget plan may be
                            Anticipated vacancies      broken into quarterly
                                                       plan
Function
                              Annual Manpower Budget
 Level / Designation                           Manpower Nos.                      Increase (+)           Plan Quarter
                                                                                  Decrease (-)               Wise
                                          Current              Plan                                 Q1    Q2    Q3      Q4
TMC
L18 - Sr. V.P
L17 - V.P
L16 - AVP
L15 - GM
L14 – DGM
L13 – AGM
L12 – SM
L11 - Manager
L10 – DM
L9 - AM                                                               People Policies & Processes
L8 - JM
L7 – Executive/Engineer
Subtotal (A)
Total Outsourced (B)
Trainees
GET
MT – CA / MBA /ICWA / CS
DET
Other Graduate / Post Graduate Trainees


Subtotal (C)
Grand Total A + B + C
Recruitment
• Manpower budget for the companies is
  finalized and approved by the respective JMD
  & CEO and then communicated to Corporate
  HR
• In order to initiate recruitment, the concerned
  function/department must submit a request
  to recruit, duly approved by the HOD, and the
  detailed Position description.
Conti...
• All candidates are assessed on the basis of
  merit, job related skills and competencies
  only.
• There is no discrimination on the basis of
  religion, caste, creed or sex.
• Internal recruitment is promoted to provide
  job rotation, diversity and growth to existing
  employees.
Sourcing of Candidates

            Internal Job Posting
                    (IJP)




                                   Recruitment
Employee                           Advertise
 Referral                            ment




               Placement
               Consultants
Recruitment Process
• Requisition for recruitment should be on the
  prescribed form
• The CVs sourced by Human Resources will be
  examined and short listed by the department
  heads
• Interview calls will be executed by concerned HR
  department
• Candidates should be given adequate notice to
  attend interview
• Reimbursement of interview expenses will be as
  per the Domestic Travel Policy of the company
Conti..
• Details of compensation and related matters
  will be discussed with the candidate only by
  Human Resources and will be agreed mutually
  before the letter of appointment is issued.
• Human Resources will fix salary after a
  thorough understanding of the candidate’s
  past experience, potential for job at hand as
  well as last drawn salary
Before you are selected
• For the appointment of Manager and above grades,
  written approval of concerned JMD & CEO at plants
  and of Head Corporate HR at Corporate office.
• For grades below Manager, written approval of the
  Functional Director and in case there is no Functional
  Director, then by the Senior V.P/V.P.
• Pre-employment Medical check-up has to be cleared at
  the company’s selected hospital before the
  appointment letter is given to the selected candidate.
• HR department shall carry out at least two reference
  checks of all the selected candidates
Induction Programme
• One Week Induction Training Programme
  conducted in HR Auditorium
• Lectures from HODs of various departments
  like Operation,Quality,Maintenance etc.
• Wide range of Management games,Quizzes
  YOGA training Conducted.
• Visit of each department is conducted in order
  to familiarise with Plant operations.
Service Agreement
For overseas training

Duration of         Period of   Amount of Bond
Foreign Training    Bond
Up to 5 days        1 Year      Total expenses incurred for the trip or
                                Rs 1 Lakh, whichever is less.
Up to 10 Days       2 Years     Total expenses incurred for the trip or Rs
                                1.5 Lakhs, whichever is less.
11 Days or more     3 Years     Total expenses incurred for the trip or
                                Rs 2 Lakhs, whichever is less.
Employee Retention
• Covering all employees for MDP (Mgmt
  Development Prog.) ,LDP & PDP in premier B
  schools like IIM-B, IIM-A, MDI-G,NITIE ,NMIMS
  etc.
• To achieve per employee training man days of
  more than 7days per year.
• To conduct Employee Engagement Survey
  Through subsequent action planning for
  Organizational Development.
• To integrate the post training evaluation with the
  Performance Management process for current
  year.
Policy No          44


TRAINING                   Revision No
                           Effective Date
                           Issued By
                                            03
                                            April 01,2010
                                            Corporate HR


1.Objective
2.Policy
3.Process
4.Service agreement for
   oversee training
5.Training Honorarium
6.Miscellaneous
1.Objective

1.1 To articulate the company’s philosophy on
employee training &Development. Training must
align individual needs with the business needs.

1.2 To provide guidelines to team members to
plan and execute Training Programmes.
2.Policy
2.1.Human Resources will endeavor to provide
approximately 6 days (48 hours) of training per employee
on an annual basis.

  3.Process

3.1. Training needs will be identified from the Performance
Management process as well as the employees’ own sense
of development needs. The senior management team of the
company, based on their observation could also articulate
the training needs.
3.2. Training needs will be collated by the
concerned Human Resources department and
validated through the concerned functional head by
June every year. (E-Portal for training needs where
individual can submit his/her requirements)

3.3. For needs which are common in nature and
extend across the organization, in- house training
will be facilitated by the concerned Human
Resources department i.e. Local Human Resources /
Corporate Human Resources, as the case may be.
3.4.Employees having training needs, which are
individual and specialized in nature will be nominated
for external programs – within India or overseas
depending on the kind of training.

3.5.The immediate superior will initiate the nomination
after discussion with the concerned employee. The
nomination form should then be sent to the Human
Resources, justifying the need of the employee to attend
the program and the action plan, which would be drawn
up after the completion of the course. The Human
Resources department will process the nomination and
make necessary payments to the institutes/agencies.
Recommending & Approving Authority
                             Recommended by            Approved by
External Training in India
Plant                        Functional Head/HOD+HR    JMD & CEO/Functional
                             Head                      Director


Corporate/Branches           Corp.Functional Head /    Director / Head Corporate
                             HOD + Head Training       HR
Overseas Training
Plant                        Functional Head/HOD +     JMD & CEO
                             JMD & CEO + Plant HR
                             Head
Corporate/Branches           Crop.Functional Head/ HOD Director/Head Corporate
                             + Head Corporate HR       HR
4.Training Honorarium
4.1.All employees up to General Manager level
excluding all employees from Human Resources
department of JSW who offer their services as
internal faculty for a seminar, workshop and/or
training program coordinated by Human
Resources Department will be entitled to an
honorarium as under.
For one lecture, duration ranging from 1-3   Rs.300/-
hours
For a full day lecture, duration ranging     Rs.500/-
from 4-8 hours
Contd....
• Training sessions conducted frequently are –
 “How to improve the Quality of life”, “Aao chale
  Lakshya ki Or” etc. to improve work life
  balance in employees
Policy No         07

Summer Project and Training scheme    Revision No      03
                                      Effective Date   April 01,2010
                                      Issued By        Corporate HR



                         1.Objective
                         2.Policy
                         3.Policy can be modified in
                         future for the company
1.Objective
1.1.To provide opportunities to the young
Management and Engineering students to
transfer their knowledge gained in institutes to
JSW group companies.
1.2.To create awareness and build JSW brand
among the future engineering and management
professionals.
2.Policy
2.1.Each year in the month of December, the concerned HR will
prepare the total requirement of such short term trainees in
consultation with the Functional Heads / JMD & CEOs.

2.2.The number will depend on real life projects to be worked
on in various functions. Typically, MBAs are given projects in
Marketing, Finance, HR, Commercial, etc and Engineers are put
on Technical Projects.

2.3.Functions / Departments should not substitute their
manpower requirement by taking summer / project trainees to
perform routine nature of work. The summer / project trainees
will be taken for the short-term projects of 2-6 months and of a
one time nature.
2.4.The summer trainees / internship
will be paid a fixed stipend as under:
                               Institutes / Colleges         Fixed Stipends (Rs.)
Chartered Accountants
1)First Attempts                                             30,000/- pm
2)Multiple Attempts                                          20,000/- pm
Company Secretary/ ICWAI                                     20000/- pm
MBAs students from
1)Category A Institute         Institute Category classified 30,000/- pm
2)Category B Institute         inline with Entry Level Policy. 20,000/- pm
3)Category C Institutes/                                       10,000/- pm
Others
Engineering Graduates
1)Category A Colleges          IITs,BITS Pillani,IT BHU & ISM 20,000/- pm
2)Category B Colleges          NITs                           15,000/- pm
3)Others                       All other Institutes           8000/- pm
Projects Work (for period of                                 5000/- pm
6 months)
Continued….
2.5.They will also be eligible for reimbursement
of conveyance at actuals @Rs.3/- per Km. for
outdoor assignment connected with their
project.
2.6.In case they are required to travel outside in
connection with the project then such trainees
will be eligible for TA / DA as per L8 grade of the
company.
Personal Dossier
    All records related to employment are filed into this dossier, which
    remains in custody of Human Resources department.

•   List of things to be maintained in the dossier:
   Papers related to personal records as declared by the candidate
   Papers related to awards and recognition.
   Papers related to the individual’s training and development.
   Matters related to disciplinary actions and / or punishment if any.
   Correspondence related to attendance, leave of absence, etc.
   Papers related to change in employee status.
   Any other agreement between the company and the employee.
   Increment & Promotion letters
Service Conditions
• Confirmation Of Trainees:
 Trainees are confirmed and absorbed after successful completion of training
  period.
 Half yearly evaluation will be conducted in the 6th and 12th month by the HOD.

• Probation:
 Employees, joining the services of the company in level L12 (Sr. Mgr) and below,
  would be under probation for the period of six months.
 During the probation period the evaluation will be done in the 3rd & 6th month
  respectively.

• Transfer:
 Being a multi-location organization, at times it becomes necessary to transfer
  an employee from one location to another either to meet the company’s
  requirements or for his / her career growth.
Service Conditions(Contd.)
• Separation:
 Resignation:
 Notice period will be of three months for all confirmed employees (Jr.
  Manager & above). For other confirmed employees, notice period will be of
  one month. For trainees and employees on probation, it would be a period
  of seven days.
 Exit interviews will be conducted for all employees leaving the services of
  the company due to resignation.

 Retirement
 The HR head will serve the retirement intimation to the employee three
  months prior to the date of retirement
                    Level                 Retirement Age
                    Whole time Director   62 years

                    DGM & Above           60 years

                    Below DGM             58 years
Service Conditions(Contd.)
 Termination:
   Termination or involuntary separation of an employee shall only be
   done, in case he / she has committed the following:
 Chronic non-performance / absenteeism
 Financial irregularities
 Physical manhandling
 Sexual Harassment
 Any other serious act / breach of duties which adversely affect the business
  interest and image of the company.
Working Hours & Attendance
• Plants: 9 am to 6.00 pm – Monday To Saturday (for office & administration
  staff)
• Corporate Office :9.30 am to 6.00 pm – Monday To Saturday (1st,3rd, 5th
  week)
• All employees are required to punch their identity cards at the reception,
  where no electronic attendance system is available, employees will sign
  the attendance registers.
• For every 4 late comings in a month, one-day leave will be adjusted.
Leave
• Privilege Leave (PL): 24 working days
 While availing PL, intervening weekly offs and paid holidays are excluded.
 Out of 24 PL per year, an employee has to necessarily avail minimum 10 days
  in each calendar year and the balance 14 PL can be carried forward, subject
  to a maximum ceiling of 180 days.

• Casual Leave (CL): 7 working days
 CL cannot be combined with any other kind of leave. However, it can be
  prefixed or suffixed with weekly offs and/or public holidays.
 Unused CL shall lapse at the end of the calendar year and cannot be
  encashed at the time of separation.

• Sick Leave (SL): 7 working days
 If the available quantum of SL is insufficient and duration of sickness is more,
  PL can be combined with SL to cover the period of illness.
 Unavailed SL is added to PL , which can be encashed .
Leave
• Maternity Leave (ML)
 All female employees shall be entitled to maternity leave for a period not exceeding
  12 weeks.
 ML shall not be allowed on more than 2 occasions during the entire service of the
  employee.

• Leave Without Pay (LWP)
 LWP will be granted in exceptional cases, when all admissible leave has been
  exhausted.
 LWP will be approved by the JMD & CEO / Director / Corporate HR, as the case may
  be.

• Recall from Leave
 The company, in interest of work, may recall, any employee who is on leave.

 Special Disability Leave (SDL)
• Employee who has become disabled and temporarily unfit to work on account of
  injuries due to accidents arising out of and in course of employment shall be allowed
  SDL with full salary, allowances, benefits, subject to production of Medical
  certificates.
Performance Appraisal
•   It is an yearly exercise starting with filling up of KRA (Key Result Area) Form by
    the employees.

•   Mid Year Review Form: The employee has to describe in detail as to how much
    progress has been made on the areas targeted in the KRA Form by him/her 6
    months before.

•   Before the end of the financial year a Performance Appraisal Form is filled by the
    employee citing how and how much of the target set in KRA Form has been
    achieved.

•   Immediate boss and Department VP asses the form and give rating to the
    employee.

•   The HOD then scrutinizes the form and calls the employee for a one to one
    interview.
•   Finally, the form is sent to HR Department for evaluation.
Exceptional Performance Appraisal
• To recognize the exceptional performance of an individual or a team which
    has performed beyond the normal scope of work, with an element of
    creativity / innovation making visible impact on the process output.
• Employees upto Manager level are eligible for this scheme.
• Exceptional Performance for this purpose means efforts resulting into:
-Improved system / process
-Decreased cost / Increased Revenue
-Trouble shooting
-Improved Cycle Time / Efficiency
-Improved Customer Satisfaction
• Reward of Rs. 10000 – Rs. 15000 by Exceptional Award Committee after
    examination.
Compensation
Objective
  The purpose of this policy is to assist the employees in
  understanding the various components of Compensation.

Policy & Philosophy
       The compensation philosophy is to drive results and
  behaviour of employees consistent with the organizational
  goals.

      The group believes in competitive compensation to
  attract and retain talent.
Compensation


                   Compensation
                    Components




                   Compensation




        Benefit
      Components
                                  Deductions
Compensation Components
               Performance
Basic Salary                  FPI
                Allowance



House Rent       Medical
                              VPI
Allowance       Allowance


                     City
Conveyance
               Compensatory
 Allowance
                 Allowance
People, Policy & Process
Basic salary:
• Basic salary is determined as applicable to the
  grade and industry standards.
House Rent Allowance (HRA):
• To assist the employees to meet their housing
  needs at the work place.
Conveyance Allowance:
• To assist employees to meet local conveyance
  expenses.
Compensation Components
Car Allowance:
• To assist the middle and senior level employees
  i.e. “Assistant General Manager to Sr. Vice
  President ” to own a car, and to provide them
  with mobility to improve their effectiveness.

City Compensatory Allowance:
• To assist the employees to bear the high cost of
  living prevailing in an urban area or a city.
Compensation Components
Medical Reimbursement/Allowance
• To assist the employees to meet their routine medical
  expenses for Self, Spouse and identified dependent family
  members.

• Includes treatment under Allopathy, Ayurved and
  Homeopathy.

• The “Annual Health Check up” conducted in the first
  quarter of the financial year at all locations.

• At Vijayanagar, the check up is conducted at own hospital.
  For other locations, the local HR will undergo tie up with a
  reputed hospital .
Compensation Components
Performance Reward: Performance reward is given as per the
  company policy. The amount varies from year to year and is
  paid monthly.

Fixed Production Incentive (FPI): FPI is payable to employees
  below Asst. General Manager (below L13). The amount varies
  with the level of the employee as per policy.

Variable Production Incentive (VPI): VPI is payable to
  employees below Asst. General Manager grade depending
  on Production and Techno Economic Factors achievement.
Benefits




  LTA                BONUS




VAR PAY        REIMBURSEMENT
Benefits (Annual)
Leave Travel Assistance (LTA):
   To assist employees to visit their home town or any other
   place in India with their family members during privilege leave
 Bonus:
    As per the provisions of the Payment of Bonus Act, 1965 / the
   appointment letter, the bonus will be paid to the employee
   annually in the first quarter of the new financial year.
   360 Degree Feedback

Variable Pay:
  It is payable annually to AGM & above grade employees (L13
  & above), as per company policy.
Provident
              Fund




   Life
                         Profession
Insurance   Deductions
                            Tax
Premium




             Income
               Tax
Deductions
Provident Fund (PF): Monthly PF deduction at the rate of 12% of the basic
   salary with matching contribution by the company. Part of the company
   contribution to PF goes to family pension scheme as per prevailing rules.

Profession Tax (PT): Profession tax is deducted from salary as per the rate
   applicable to the state in which the employee is presently working.

Income Tax (IT): Income tax is deducted at source as per rules. The
   employees are required to submit proof of investment for the purpose of
   seeking IT exemptions, if any.

Life Insurance Premium (LIP): Deductions can be made from the salary on
    account of personal life insurance policies taken by the employee. The
    premium would be deducted from the salary if an employee so requests in
    writing to the Human Resources department.
Employee Welfare

     Providing
                                     'Mera Sujhav'
  opportunities for
                                       initiative
      growth

                                    Initiative
                   Employee        generated        Performance
Training quality   Suggestion    savings of INR.    management
                   Appraisals     80 crores (in       process
                                the last 5 years)
Employee Communication
• An exercise across the plant for all employees
  to voice their opinions, issues and suggestions
  to the top management.




SAMPARK                              SAMOOH
Jindal Sanjeevani Hospital




Indian Institute of Materials Management
                                                 JSW IGNOU Centre
(IIMM),
Best Safety
                  Best      man Award     Bravery
               suggestion                   and
                 award                    Courage

   Exemplary                                        Intellectual
     work                                            property



  Best
                                                          Best
Employee                    Awards                      Contractor
 Award
MISCELLANEOUS BENEFITS
Marriage   • One time cheque of Rs. 10,001/-
           • or a gift item equivalent to Rs. 10,001/-
 Gifts
Visiting   • Employees at the level of Deputy Manager & above
           • Two hundred visiting cards per year will be given
 Cards       from the grades of Executive to Assistant Manager.




           • Employees at Plant locations are entitled to three
Uniforms     sets of uniforms
           • Free of cost, annually.
Penalty
1. The company shall take a “zero-tolerance” approach against
   sexual harassment. Appropriate disciplinary action shall be
   taken (including termination) against the guilty, depending
   on the intensity of the sexual harassment conduct.




2. If the investigations reveal that the complainant has raised a
    false complaint with malafide motives, HR Head shall initiate
    appropriate disciplinary action, while ensuring that others are
    not discouraged from raising complaints in the future.
SECURITY
To protect the resources of the organization an create an environment that is
conducive to sound security practices


                            • Proper record of employees, associates and visitors
                              with regard to identification, time and purpose.
   Physical                 • Proper accounting and check of all material both in
                              Qty and specification moving in or out of the
                              company .




                            • Confidential information transmitted     over any
Information                   communication n/w should be in encrypted form.
                            • Confidential information should not be faxed.
Corporate Social Responsibility
• Vision “ Empowered Communities with
           Sustainable Livelihoods.”


• Mission “To contribute towards the social &
       economic development of
       communities, especially women &
       children.”

• JSW Group is among the very few companies in
  the country who have committed 1.5% of their
  net profit towards Corporate Social Responsibility
  activities.
• Spent Rs. 32 crores(2010-11) on CSR activities.
Education
  Arts,
Culture &                 Health
Heritage




                          Empowerment

Environment
              Sports
Education
                                          School
• JSW lays strong                     infrastructure
  emphasis on
  Primary, Secondary                                   Mid-day
  and Vocational        Mentoring                        Meal
                        students
  education.                                           Schemes


• Akshaya Patra
  (mid-day meal)

• Jindal Vidya         Scholarships                    Training of
  Mandir.                to Rural                       Teachers


• Village Learning                     Computer
  Centers (VLC).                       Education
Heritage conservation
JSW Foundation is involved in preservation,
conservation and restoration of Heritage buildings.
Arts
ART India Magazine               Jindal Art Center
• JSW also promotes a            • Mrs Sangita Jindal on the
  quarterly publication 'Art       invitation of the National
  India‘ to promote,               Centre for the Performing
  debate and discuss on Art.       Arts, established the JSW
                                   Foundation's cultural wing,
• This magazine has been           the Jindal Arts Centre (JAC).
  recognized by the New York
  Times as “The only serious
  art magazine” in the region.
Environment
• To create an environmental friendly environ, the
  Foundation builds model villages by developing rural
  infrastructure complete with roads and drainage system.

• The Foundation also sensitizes rural eco-friendliness
  through enhanced tree planting.

• Received the Green-tech Foundation’s Gold Award in
  metal and mining sector - 2006 for outstanding
  achievement in environment management.
Health
• JSW focus on Public Health System and
  encouraging medical .
• Aims to reduce the prevalent bench marks in:
•    Child Mortality Maternal Health
•    Malnutrition     HIV – AIDS
Women Empowerment
JSW is aware that in most rural areas women are major source of
   support to families.
Helping them through:
•        Formation of Self Help Groups (SHG)
•        Enterprise Promotion
•        Training in Non-Conventional Operations
• Datahalli -Transforming village women into BPO
National Sustainability Award

CII Award for Business Excellence

India Manufacturing Excellence Award


  Innovative HR Practices
   DMA Erehwan HR Innovative
           Awards

  City’zen-Corporate with a Design
            commitment

    Best Practices in Talent
  Management Award London
Silver Award in metal and mining
              sector
JSW Steel Ltd.

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JSW Steel Ltd.

  • 1. JSW Steel Ltd.. Pranay Khobragade (90) Prashant Bajpai (91) Priyank Jain (92) Radhika Sharma(93) Rahul Sharma (94)
  • 2. About “JINDAL Group” • The Jindal group is a US $ 15 billion conglomerate, which over the last three decades has emerged as one of India's most dynamic business groups. • Founded in 1952 by Late. Shri.O.P. Jindal, a first- generation entrepreneur, it is today a leading steel producer, with interests spanning across the spectrum, from mining iron ore, to manufacturing value-added steel products. "Where others saw walls, he saw doors“- Shri O.P.Jindal
  • 3. Shri. O.P.Jindal Group (Smt.Savitri Jindal) Sajjan Ratan Prithvi Naveen Jindal Jindal Raj Jindal -Jindal Steel & Power -JSW Steel Ltd. -JSW Stainless Ltd. Jindal Ltd. -JSW Energy Ltd. -PT Jindal -Jindal SAW ltd. -JSW Holdings Ltd. Stainless,Indonesia -Jindal Power Ltd. -Jindal SAW USA,LLC -JSW Infra & Logistics -Jindal Stainless -Jindal Petroleum Ltd. -Jindal ITF Ltd. Steelway Ltd. -Jindal Bolivia Ltd. -JSW Salem Works -Jindal Architecture -SV Trading Ltd. -Jindal Cement -JPOCL Ltd. -Hexa Securities & -Jindal Power Trading -JSOFT Solutions Ltd. -JSS Steelitalia Ltd. Finance Ltd. Company Ltd. -JSW Building Systems -Jindal Metal & Alloys -Parivartan City Infra. -JSW Bengal Steel Ltd. Ltd.
  • 4. Some Key Points about JSW Steel ltd • JSW Steel Ltd. is one among the largest Indian Steel Companies in India today. • JSW Steel Ltd. consists of the most modern, eco- friendly steel plants with the latest technologies for both upstream & downstream processes. • Largest private sector steel manufacturer in terms of installed capacity. • Spread over 4000 acre of area in Bellary (Karnataka) • Present Capacity 14.3 MTPA. • Aiming to Reach 34MTPA By 2020.
  • 5. Contd.. • JSW – Ranked 4th in the ‘Best Companies to work with’ survey conducted by Business Today. • Placed 2nd in the Delhi Management for Association (DMA) Erehwon Awards for “Innovative HR Practices”
  • 6. Product Portfolio of Hot Rolled Coils,CR Coils JSW Steel Ltd. TMT Bars,Flats Galvalume, ,WRM,Rounds Galvanised Sheets,Slabs
  • 7. VISION • Global recognition for Quality and Efficiency while nurturing Nature and Society. “It is said that in the journey of life, more important than where you are, is where you are heading to..” - Sajjan Jindal, Chairman and Managing Director, JSW Steel Ltd.
  • 8. MISSION • Supporting India's growth in Steel Domain with speed & innovation .
  • 9. CORE VALUES Drive with Differentiate Young Crystal Clear Leadership the Benefit Thinking
  • 10. ORGANISATIONAL HIERARCHY Managing Director CEO L18 (Sr. V.P) L17 (V.P) L16 (A.V.P) L15 (G.M) L14 (D.G.M) & L13 (A.G.M) L11 (Manager) –L12 (Sr.Mgr) L10 (Deputy Mgr.) L9 (Asst. Mgr) /MT L8 Jr. Mgr/(GET) L3 (DET) –L7(Engg.)
  • 11. CODE OF CONDUCT & DISCIPLINE Policy Comply with all lawful & Maintain Integrity Conduct in Best way Abide by Rules reasonable orders Misconduct Theft, Fraud & Taking Bribes, Absence from Duty Irregular Misuse of any Cash Dishonesty Illegal Gratification without Leave Attendance Advance by JSW Penalties Major (Reduction of Salary, Demotion of Grade, Minor (Verbal Warning, Warning Letter, Suspension Termination of Services etc) of duty upto max of 3 days
  • 12. Manpower Planning Objective Policy Process • To Forecast Manpower Req. • Concerned HRD • Comprehensive data is • To provide for develop annual prepared for 3 years vacancies arising out manpower plan in rolling plan. of separations & consultation with line • Annual Manpower expansions. managers Budget plan is • Manpower Planning finalised by JMD & CEO based on Organization • Annual Manpower Business plans & Budget plan may be Anticipated vacancies broken into quarterly plan
  • 13. Function Annual Manpower Budget Level / Designation Manpower Nos. Increase (+) Plan Quarter Decrease (-) Wise Current Plan Q1 Q2 Q3 Q4 TMC L18 - Sr. V.P L17 - V.P L16 - AVP L15 - GM L14 – DGM L13 – AGM L12 – SM L11 - Manager L10 – DM L9 - AM People Policies & Processes L8 - JM L7 – Executive/Engineer Subtotal (A) Total Outsourced (B) Trainees GET MT – CA / MBA /ICWA / CS DET Other Graduate / Post Graduate Trainees Subtotal (C) Grand Total A + B + C
  • 14. Recruitment • Manpower budget for the companies is finalized and approved by the respective JMD & CEO and then communicated to Corporate HR • In order to initiate recruitment, the concerned function/department must submit a request to recruit, duly approved by the HOD, and the detailed Position description.
  • 15. Conti... • All candidates are assessed on the basis of merit, job related skills and competencies only. • There is no discrimination on the basis of religion, caste, creed or sex. • Internal recruitment is promoted to provide job rotation, diversity and growth to existing employees.
  • 16. Sourcing of Candidates Internal Job Posting (IJP) Recruitment Employee Advertise Referral ment Placement Consultants
  • 17. Recruitment Process • Requisition for recruitment should be on the prescribed form • The CVs sourced by Human Resources will be examined and short listed by the department heads • Interview calls will be executed by concerned HR department • Candidates should be given adequate notice to attend interview • Reimbursement of interview expenses will be as per the Domestic Travel Policy of the company
  • 18. Conti.. • Details of compensation and related matters will be discussed with the candidate only by Human Resources and will be agreed mutually before the letter of appointment is issued. • Human Resources will fix salary after a thorough understanding of the candidate’s past experience, potential for job at hand as well as last drawn salary
  • 19. Before you are selected • For the appointment of Manager and above grades, written approval of concerned JMD & CEO at plants and of Head Corporate HR at Corporate office. • For grades below Manager, written approval of the Functional Director and in case there is no Functional Director, then by the Senior V.P/V.P. • Pre-employment Medical check-up has to be cleared at the company’s selected hospital before the appointment letter is given to the selected candidate. • HR department shall carry out at least two reference checks of all the selected candidates
  • 20. Induction Programme • One Week Induction Training Programme conducted in HR Auditorium • Lectures from HODs of various departments like Operation,Quality,Maintenance etc. • Wide range of Management games,Quizzes YOGA training Conducted. • Visit of each department is conducted in order to familiarise with Plant operations.
  • 21. Service Agreement For overseas training Duration of Period of Amount of Bond Foreign Training Bond Up to 5 days 1 Year Total expenses incurred for the trip or Rs 1 Lakh, whichever is less. Up to 10 Days 2 Years Total expenses incurred for the trip or Rs 1.5 Lakhs, whichever is less. 11 Days or more 3 Years Total expenses incurred for the trip or Rs 2 Lakhs, whichever is less.
  • 22. Employee Retention • Covering all employees for MDP (Mgmt Development Prog.) ,LDP & PDP in premier B schools like IIM-B, IIM-A, MDI-G,NITIE ,NMIMS etc. • To achieve per employee training man days of more than 7days per year. • To conduct Employee Engagement Survey Through subsequent action planning for Organizational Development. • To integrate the post training evaluation with the Performance Management process for current year.
  • 23. Policy No 44 TRAINING Revision No Effective Date Issued By 03 April 01,2010 Corporate HR 1.Objective 2.Policy 3.Process 4.Service agreement for oversee training 5.Training Honorarium 6.Miscellaneous
  • 24. 1.Objective 1.1 To articulate the company’s philosophy on employee training &Development. Training must align individual needs with the business needs. 1.2 To provide guidelines to team members to plan and execute Training Programmes.
  • 25. 2.Policy 2.1.Human Resources will endeavor to provide approximately 6 days (48 hours) of training per employee on an annual basis. 3.Process 3.1. Training needs will be identified from the Performance Management process as well as the employees’ own sense of development needs. The senior management team of the company, based on their observation could also articulate the training needs.
  • 26. 3.2. Training needs will be collated by the concerned Human Resources department and validated through the concerned functional head by June every year. (E-Portal for training needs where individual can submit his/her requirements) 3.3. For needs which are common in nature and extend across the organization, in- house training will be facilitated by the concerned Human Resources department i.e. Local Human Resources / Corporate Human Resources, as the case may be.
  • 27. 3.4.Employees having training needs, which are individual and specialized in nature will be nominated for external programs – within India or overseas depending on the kind of training. 3.5.The immediate superior will initiate the nomination after discussion with the concerned employee. The nomination form should then be sent to the Human Resources, justifying the need of the employee to attend the program and the action plan, which would be drawn up after the completion of the course. The Human Resources department will process the nomination and make necessary payments to the institutes/agencies.
  • 28. Recommending & Approving Authority Recommended by Approved by External Training in India Plant Functional Head/HOD+HR JMD & CEO/Functional Head Director Corporate/Branches Corp.Functional Head / Director / Head Corporate HOD + Head Training HR Overseas Training Plant Functional Head/HOD + JMD & CEO JMD & CEO + Plant HR Head Corporate/Branches Crop.Functional Head/ HOD Director/Head Corporate + Head Corporate HR HR
  • 29. 4.Training Honorarium 4.1.All employees up to General Manager level excluding all employees from Human Resources department of JSW who offer their services as internal faculty for a seminar, workshop and/or training program coordinated by Human Resources Department will be entitled to an honorarium as under. For one lecture, duration ranging from 1-3 Rs.300/- hours For a full day lecture, duration ranging Rs.500/- from 4-8 hours
  • 30. Contd.... • Training sessions conducted frequently are – “How to improve the Quality of life”, “Aao chale Lakshya ki Or” etc. to improve work life balance in employees
  • 31. Policy No 07 Summer Project and Training scheme Revision No 03 Effective Date April 01,2010 Issued By Corporate HR 1.Objective 2.Policy 3.Policy can be modified in future for the company
  • 32. 1.Objective 1.1.To provide opportunities to the young Management and Engineering students to transfer their knowledge gained in institutes to JSW group companies. 1.2.To create awareness and build JSW brand among the future engineering and management professionals.
  • 33. 2.Policy 2.1.Each year in the month of December, the concerned HR will prepare the total requirement of such short term trainees in consultation with the Functional Heads / JMD & CEOs. 2.2.The number will depend on real life projects to be worked on in various functions. Typically, MBAs are given projects in Marketing, Finance, HR, Commercial, etc and Engineers are put on Technical Projects. 2.3.Functions / Departments should not substitute their manpower requirement by taking summer / project trainees to perform routine nature of work. The summer / project trainees will be taken for the short-term projects of 2-6 months and of a one time nature.
  • 34. 2.4.The summer trainees / internship will be paid a fixed stipend as under: Institutes / Colleges Fixed Stipends (Rs.) Chartered Accountants 1)First Attempts 30,000/- pm 2)Multiple Attempts 20,000/- pm Company Secretary/ ICWAI 20000/- pm MBAs students from 1)Category A Institute Institute Category classified 30,000/- pm 2)Category B Institute inline with Entry Level Policy. 20,000/- pm 3)Category C Institutes/ 10,000/- pm Others Engineering Graduates 1)Category A Colleges IITs,BITS Pillani,IT BHU & ISM 20,000/- pm 2)Category B Colleges NITs 15,000/- pm 3)Others All other Institutes 8000/- pm Projects Work (for period of 5000/- pm 6 months)
  • 35. Continued…. 2.5.They will also be eligible for reimbursement of conveyance at actuals @Rs.3/- per Km. for outdoor assignment connected with their project. 2.6.In case they are required to travel outside in connection with the project then such trainees will be eligible for TA / DA as per L8 grade of the company.
  • 36. Personal Dossier All records related to employment are filed into this dossier, which remains in custody of Human Resources department. • List of things to be maintained in the dossier:  Papers related to personal records as declared by the candidate  Papers related to awards and recognition.  Papers related to the individual’s training and development.  Matters related to disciplinary actions and / or punishment if any.  Correspondence related to attendance, leave of absence, etc.  Papers related to change in employee status.  Any other agreement between the company and the employee.  Increment & Promotion letters
  • 37. Service Conditions • Confirmation Of Trainees:  Trainees are confirmed and absorbed after successful completion of training period.  Half yearly evaluation will be conducted in the 6th and 12th month by the HOD. • Probation:  Employees, joining the services of the company in level L12 (Sr. Mgr) and below, would be under probation for the period of six months.  During the probation period the evaluation will be done in the 3rd & 6th month respectively. • Transfer:  Being a multi-location organization, at times it becomes necessary to transfer an employee from one location to another either to meet the company’s requirements or for his / her career growth.
  • 38. Service Conditions(Contd.) • Separation:  Resignation:  Notice period will be of three months for all confirmed employees (Jr. Manager & above). For other confirmed employees, notice period will be of one month. For trainees and employees on probation, it would be a period of seven days.  Exit interviews will be conducted for all employees leaving the services of the company due to resignation.  Retirement  The HR head will serve the retirement intimation to the employee three months prior to the date of retirement Level Retirement Age Whole time Director 62 years DGM & Above 60 years Below DGM 58 years
  • 39. Service Conditions(Contd.)  Termination: Termination or involuntary separation of an employee shall only be done, in case he / she has committed the following:  Chronic non-performance / absenteeism  Financial irregularities  Physical manhandling  Sexual Harassment  Any other serious act / breach of duties which adversely affect the business interest and image of the company.
  • 40. Working Hours & Attendance • Plants: 9 am to 6.00 pm – Monday To Saturday (for office & administration staff) • Corporate Office :9.30 am to 6.00 pm – Monday To Saturday (1st,3rd, 5th week) • All employees are required to punch their identity cards at the reception, where no electronic attendance system is available, employees will sign the attendance registers. • For every 4 late comings in a month, one-day leave will be adjusted.
  • 41. Leave • Privilege Leave (PL): 24 working days  While availing PL, intervening weekly offs and paid holidays are excluded.  Out of 24 PL per year, an employee has to necessarily avail minimum 10 days in each calendar year and the balance 14 PL can be carried forward, subject to a maximum ceiling of 180 days. • Casual Leave (CL): 7 working days  CL cannot be combined with any other kind of leave. However, it can be prefixed or suffixed with weekly offs and/or public holidays.  Unused CL shall lapse at the end of the calendar year and cannot be encashed at the time of separation. • Sick Leave (SL): 7 working days  If the available quantum of SL is insufficient and duration of sickness is more, PL can be combined with SL to cover the period of illness.  Unavailed SL is added to PL , which can be encashed .
  • 42. Leave • Maternity Leave (ML)  All female employees shall be entitled to maternity leave for a period not exceeding 12 weeks.  ML shall not be allowed on more than 2 occasions during the entire service of the employee. • Leave Without Pay (LWP)  LWP will be granted in exceptional cases, when all admissible leave has been exhausted.  LWP will be approved by the JMD & CEO / Director / Corporate HR, as the case may be. • Recall from Leave  The company, in interest of work, may recall, any employee who is on leave.  Special Disability Leave (SDL) • Employee who has become disabled and temporarily unfit to work on account of injuries due to accidents arising out of and in course of employment shall be allowed SDL with full salary, allowances, benefits, subject to production of Medical certificates.
  • 43. Performance Appraisal • It is an yearly exercise starting with filling up of KRA (Key Result Area) Form by the employees. • Mid Year Review Form: The employee has to describe in detail as to how much progress has been made on the areas targeted in the KRA Form by him/her 6 months before. • Before the end of the financial year a Performance Appraisal Form is filled by the employee citing how and how much of the target set in KRA Form has been achieved. • Immediate boss and Department VP asses the form and give rating to the employee. • The HOD then scrutinizes the form and calls the employee for a one to one interview. • Finally, the form is sent to HR Department for evaluation.
  • 44. Exceptional Performance Appraisal • To recognize the exceptional performance of an individual or a team which has performed beyond the normal scope of work, with an element of creativity / innovation making visible impact on the process output. • Employees upto Manager level are eligible for this scheme. • Exceptional Performance for this purpose means efforts resulting into: -Improved system / process -Decreased cost / Increased Revenue -Trouble shooting -Improved Cycle Time / Efficiency -Improved Customer Satisfaction • Reward of Rs. 10000 – Rs. 15000 by Exceptional Award Committee after examination.
  • 45. Compensation Objective The purpose of this policy is to assist the employees in understanding the various components of Compensation. Policy & Philosophy The compensation philosophy is to drive results and behaviour of employees consistent with the organizational goals. The group believes in competitive compensation to attract and retain talent.
  • 46. Compensation Compensation Components Compensation Benefit Components Deductions
  • 47. Compensation Components Performance Basic Salary FPI Allowance House Rent Medical VPI Allowance Allowance City Conveyance Compensatory Allowance Allowance
  • 48. People, Policy & Process Basic salary: • Basic salary is determined as applicable to the grade and industry standards. House Rent Allowance (HRA): • To assist the employees to meet their housing needs at the work place. Conveyance Allowance: • To assist employees to meet local conveyance expenses.
  • 49. Compensation Components Car Allowance: • To assist the middle and senior level employees i.e. “Assistant General Manager to Sr. Vice President ” to own a car, and to provide them with mobility to improve their effectiveness. City Compensatory Allowance: • To assist the employees to bear the high cost of living prevailing in an urban area or a city.
  • 50. Compensation Components Medical Reimbursement/Allowance • To assist the employees to meet their routine medical expenses for Self, Spouse and identified dependent family members. • Includes treatment under Allopathy, Ayurved and Homeopathy. • The “Annual Health Check up” conducted in the first quarter of the financial year at all locations. • At Vijayanagar, the check up is conducted at own hospital. For other locations, the local HR will undergo tie up with a reputed hospital .
  • 51. Compensation Components Performance Reward: Performance reward is given as per the company policy. The amount varies from year to year and is paid monthly. Fixed Production Incentive (FPI): FPI is payable to employees below Asst. General Manager (below L13). The amount varies with the level of the employee as per policy. Variable Production Incentive (VPI): VPI is payable to employees below Asst. General Manager grade depending on Production and Techno Economic Factors achievement.
  • 52. Benefits LTA BONUS VAR PAY REIMBURSEMENT
  • 53. Benefits (Annual) Leave Travel Assistance (LTA): To assist employees to visit their home town or any other place in India with their family members during privilege leave Bonus: As per the provisions of the Payment of Bonus Act, 1965 / the appointment letter, the bonus will be paid to the employee annually in the first quarter of the new financial year. 360 Degree Feedback Variable Pay: It is payable annually to AGM & above grade employees (L13 & above), as per company policy.
  • 54. Provident Fund Life Profession Insurance Deductions Tax Premium Income Tax
  • 55. Deductions Provident Fund (PF): Monthly PF deduction at the rate of 12% of the basic salary with matching contribution by the company. Part of the company contribution to PF goes to family pension scheme as per prevailing rules. Profession Tax (PT): Profession tax is deducted from salary as per the rate applicable to the state in which the employee is presently working. Income Tax (IT): Income tax is deducted at source as per rules. The employees are required to submit proof of investment for the purpose of seeking IT exemptions, if any. Life Insurance Premium (LIP): Deductions can be made from the salary on account of personal life insurance policies taken by the employee. The premium would be deducted from the salary if an employee so requests in writing to the Human Resources department.
  • 56. Employee Welfare Providing 'Mera Sujhav' opportunities for initiative growth Initiative Employee generated Performance Training quality Suggestion savings of INR. management Appraisals 80 crores (in process the last 5 years)
  • 57. Employee Communication • An exercise across the plant for all employees to voice their opinions, issues and suggestions to the top management. SAMPARK SAMOOH
  • 58. Jindal Sanjeevani Hospital Indian Institute of Materials Management JSW IGNOU Centre (IIMM),
  • 59. Best Safety Best man Award Bravery suggestion and award Courage Exemplary Intellectual work property Best Best Employee Awards Contractor Award
  • 60. MISCELLANEOUS BENEFITS Marriage • One time cheque of Rs. 10,001/- • or a gift item equivalent to Rs. 10,001/- Gifts Visiting • Employees at the level of Deputy Manager & above • Two hundred visiting cards per year will be given Cards from the grades of Executive to Assistant Manager. • Employees at Plant locations are entitled to three Uniforms sets of uniforms • Free of cost, annually.
  • 61. Penalty 1. The company shall take a “zero-tolerance” approach against sexual harassment. Appropriate disciplinary action shall be taken (including termination) against the guilty, depending on the intensity of the sexual harassment conduct. 2. If the investigations reveal that the complainant has raised a false complaint with malafide motives, HR Head shall initiate appropriate disciplinary action, while ensuring that others are not discouraged from raising complaints in the future.
  • 62. SECURITY To protect the resources of the organization an create an environment that is conducive to sound security practices • Proper record of employees, associates and visitors with regard to identification, time and purpose. Physical • Proper accounting and check of all material both in Qty and specification moving in or out of the company . • Confidential information transmitted over any Information communication n/w should be in encrypted form. • Confidential information should not be faxed.
  • 63. Corporate Social Responsibility • Vision “ Empowered Communities with Sustainable Livelihoods.” • Mission “To contribute towards the social & economic development of communities, especially women & children.” • JSW Group is among the very few companies in the country who have committed 1.5% of their net profit towards Corporate Social Responsibility activities. • Spent Rs. 32 crores(2010-11) on CSR activities.
  • 64. Education Arts, Culture & Health Heritage Empowerment Environment Sports
  • 65. Education School • JSW lays strong infrastructure emphasis on Primary, Secondary Mid-day and Vocational Mentoring Meal students education. Schemes • Akshaya Patra (mid-day meal) • Jindal Vidya Scholarships Training of Mandir. to Rural Teachers • Village Learning Computer Centers (VLC). Education
  • 66. Heritage conservation JSW Foundation is involved in preservation, conservation and restoration of Heritage buildings.
  • 67. Arts ART India Magazine Jindal Art Center • JSW also promotes a • Mrs Sangita Jindal on the quarterly publication 'Art invitation of the National India‘ to promote, Centre for the Performing debate and discuss on Art. Arts, established the JSW Foundation's cultural wing, • This magazine has been the Jindal Arts Centre (JAC). recognized by the New York Times as “The only serious art magazine” in the region.
  • 68. Environment • To create an environmental friendly environ, the Foundation builds model villages by developing rural infrastructure complete with roads and drainage system. • The Foundation also sensitizes rural eco-friendliness through enhanced tree planting. • Received the Green-tech Foundation’s Gold Award in metal and mining sector - 2006 for outstanding achievement in environment management.
  • 69. Health • JSW focus on Public Health System and encouraging medical . • Aims to reduce the prevalent bench marks in: • Child Mortality Maternal Health • Malnutrition HIV – AIDS
  • 70. Women Empowerment JSW is aware that in most rural areas women are major source of support to families. Helping them through: • Formation of Self Help Groups (SHG) • Enterprise Promotion • Training in Non-Conventional Operations • Datahalli -Transforming village women into BPO
  • 71. National Sustainability Award CII Award for Business Excellence India Manufacturing Excellence Award Innovative HR Practices DMA Erehwan HR Innovative Awards City’zen-Corporate with a Design commitment Best Practices in Talent Management Award London Silver Award in metal and mining sector

Editor's Notes

  1. Expenses incurred in connection with following items are not allowed for reimbursement:All types of cosmetics, Hair Tonic, Bournvita, Ovaltine, Horlicks, Malts, Boost, Complan, drinking chocolate, etc.
  2. To demonstrate employee care by the company.
  3. Confidential information should be in encrypted form.
  4. JSW Foundation, an independent Trust, which administers the social development initiatives of the JSW Group is chaired by Mrs. SangitaJindal.
  5. Worlds largest heritage site.