1. Welcome to
e-Nxt Family
Induction Programme
2012

2. Welcome to e-Nxt! Dear Colleague,
It is with great pleasure that we welcome you to be part of e-Nxt Financials Ltd. We are indeed glad that you have chosen to accept our offer and join us here.
You are important in fulfilling the mission of our company. This will be the
beginning of a new mutually beneficial & fulfilling relationship.
You are requested to go through this ‘HR Induction Manual’ and understand the company and its policies so that we can together maintain its high standards of discipline and workflow. This induction manual covers everything you need to know for your day-to-day office activity.
Once again, a warm welcome from everyone at e-Nxt Financials Ltd.
Warm regards,
Naozer Dalal,
CEO, e-Nxt Financials Ltd

3. TATA Group India’s Diverse businesses in Operations in
Products and Services
Largest Private Sector Employer
Group Revenue (FY 11)
Largest Business Group
7 Sectors
Over 85 countries
Exported to 85 countries
Over 425,000 employees
Rs 379,675 cr / USD 83.3bn

4. Founder – Tata Group (1839 – 1904)
Founder – Jamsetji Tata
Laid Group Foundation with 1868 training firm
Established modern textile mills 1874 onwards
Strong proponent of India’s Industrialisation
Committed groups entry into steel, power and hotels and creation of Indian Institute of Science
Embedded Group ethos of values and Nation Building
Jamsetji Tata,
Founder – Tata Group (1839 – 1904)

5. Jehangir Ratanji Dadabhoy Tata (1904-1993)
J R D Tata
Led Group into New businesses Including:
Chemicals and fertilisers, civil aviation, locomotive and trucks, tea and coffee, computer software, financial services and watched.
Eminent Public Personality
Civil aviation pioneer; founder of Air India
Ardent Spokesman of liberal economic regime
Advocate of family planning
Awarded with Bharat Ratna, nations highest civilian honour
Jehangir Ratanji Dadabhoy Tata ( )

6. Seven Key Business Sectors
Information Systems &
Communications
Consumer Products
Energy
TCS
Tata Interactive
Tata Sky
Tata Teleservices
Tata
Telecommunications
Infiniti Retail
Tata Tea
Tata McGraw Hill
Trent
Titan Industries
Tata Power
Tata Petrodyne
Tata BP Solar India
Engineering
Materials
Services
Chemicals
Indian Hotels
Tata Capital
Tata AIG
Tata Quality
Managements Services
- e-Nxt Financials Ltd
Tata Motors
Voltas
Telco
Tata Steel
Tata Advanced
Materials
Tata Chemicals
Rallis India
Tata Pigments

7. Pioneering a Nation’s Future
Largest employers
India’s first luxury hotel
India’s first iron and steel plant
Birth of India’s Aviation sector
India’s first indigenously designed car
World’s smallest and cheapest car
Recent global acquisitions
Over 425,000 employees
Taj Mahal Palace and Towers
TATA Steel
TATA Airlines
Indica
NANO
Corus, Jaguar and Land Rover

8. Titans of the Group
It is the fifth largest steel company in the world. It was Asia’s first integrated
steel plant, founded in 1907 and is today recognized as one of world’s Best Steel producers.
India’s first indigenous motor car, Indica, was rolled out by Tata Motors in 1991
The world’s smallest car, Nano, showcases the excellent engineering and design skills of the company
Titan Industries is a manufacturing company that produces India's largest and best-known range of personal accessories – watches, jewellery, sunglasses and prescription eye wear.
Its one of world’s largest provider of IT and BPO Services
It is India’s largest power utility with installed power generation capacity of 2,300 MW
The company is world’s second largest producer of tea

9. Values that Define Us Integrity: Understanding: Excellence: Unity:
We must conduct our business fairly, with honesty and transparency.
Understanding:
Be caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities we serve.
Excellence:
Constantly strive to achieve the highest possible standards at work and in the quality of the goods and services we provide.
Unity:
Work cohesively with our colleagues across the group and with our customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation.
Responsibility:
Be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over

10. Tatas – The Way Forward
“We have two guiding arrows. One points overseas, where we want to expand markets for our existing products. The other points right here, to India, where we want to explore the large mass market that is emerging – not by following but by breaking new ground in product development and seeing how we can do something that hasn’t been done before.”
Ratan Tata,
Group Chairman

11. Tata Code of Conduct (TCoC)
Foreword
The values and principles which have governed the manner in which the Tata Group of companies and their employees have conducted themselves were first formally articulated as the Tata Code of Conduct in 1998.This Code was intended to serve as a guide to each employee on the values, ethics and business-principles expected of him or her with regards to their personal and professional conduct.
It is however important to consider the effect of the rapidly increasing footprint of Tata Group companies across nationalities and geographical boundaries on the Code, whilst retaining the ethos of the Tata brand and reputation. This emergent global presence requires an appropriate modification of the Code to ensure that it addresses and encompasses diverse cultural, business and related issues universally across our Group.
I urge each employee to read the current version of the Tata Code of Conduct and take pride in upholding the high standards of corporate and personal behaviour on which the Tata Group’s reputation and respectability have been built over the past 140 years.
Ratan N. Tata

12. Whistle Blower Policy
“Every employee of a Tata Company shall promptly report to the management any actual or possible violation of the Code or an event he becomes aware of that could affect the business or reputation of his or any other Tata Company.”
Accordingly, this Whistle Blower Policy ("the Policy") has been formulated with a view to provide a mechanism for employees of the Company to approach the Chairman of the Audit Committee of the Company. All Protected Disclosures should be addressed to the Chairman of the Audit Committee of the Company.
The contact details of the are as under:
Chairman of the Audit Committee
Mr. Govind Sankaranarayanan,
‘152’ Palm Court, 2nd Floor, Flat No 6,
Opposite Oval Maidan, Maharshi Karve Road,
Churchgate, Mumbai –
Tel.: /

13. Violation of Code of Conduct
Dear Colleagues,
I urge you to read and understand the clauses of TATA CODE OF CONDUCT (“TCoC”), which is available for viewing online on Express (Intranet) .
As a Tata employee you are expected to comply with the guidelines described therein in TCoC. TCoC is a comprehensive document which serves as the ethical road map for you providing easy to follow guidelines by which the group conducts its businesses.
In the past we have had instances where due to non-compliance we have been constrained to take disciplinary action, up to and including termination of services and if found warranted, Criminal or Civil proceedings.
Should you have any concern/clarification about a violation or even a potential violation of the TCoC, you must promptly report the violation to the ethics counselor of our company - Mr. S V Deodhar.
Mr.  Shailesh Rajadhyaksha
Contact Number –
Id –
Gitesh Karnik Chief People Officer

14. About us Quality Policy
We are an Enterprise Solutions Company, providing end-to-end services to domestic and international clients for back - office as well as front office activities, providing innovative solutions to meet their business needs.
Our staff strength of more than 4,500 employees spread across more than 250 locations in India.
Our share holding pattern is as below :- TATA Sons – 50%
TATA Capital – 50%
We are an ISO (9000:2008) certified Organisation
We are committed to become the service provider of choice by creating customer delight in all our service offerings.
We shall –
Strive to proactively understand and deliver on customer needs and expectations.
Strive for innovation and excellence in processes and delivery models.
Deliver robust and effective solutions supported by processes, systems and data integrity.
Strive towards creating a learning organization and continually improve the skill levels of our employees.
We shall follow fair practices as governed by Tata Group Companies for e-Nxt Financials Ltd.

15. e-nxt offers end to end solutions covering entire gamut of Operations
Lines of Business of e-Nxt
e-nxt offers end to end solutions covering entire gamut of Operations
End-to-end credit processing solutions and disbursal operations for the BFSI sector. Basis findings from CPA, a credit appraisal memo (CAM) is provided to the client for each and every loan application which helps in final decision making.
E-Nxt provides solution in sales of both Financial as well as non financial products.
PDC Management manages entire life cycle of a post dated cheque(PDC); with vault storage capacity. It also manages
bounce cheque management & Bank Reconciliations
Stressed Asset Management Team focuses mainly on cases of (23+ Bkts),or if there’s a loss from the sale of assets (LSA) and Time- matured cases (TMC) where the customer’s loan tenure has elapsed but still if there’s some overdue against those contracts.
Through our inbound and outbound voice services, voice support caters to all our verticals across the entire customer life cycle.
Collections from the customers is done in all modes of payment like cash, cheque or demand draft.
Portfolios that we cover:
“0” Bucket, “1 to 4” bucket,”5 to 10 bucket and “11+ bucket”.

16. Lines of Business of e-Nxt
The processes under FAO, ranges from transactional processes like Procure-to- Pay, Order-to-Cash, partial decision making process like Tax Accounting , entity management right up to high end processes covering Business Planning and consolidation.
HR Shared services provides solutions for entire employee life cycle management which includes Sourcing, Onboarding, Attendance Management, PMS, Payroll Management, PF & Gratuity, and Full and Final Settlement.
IT Services caters to application development for different processes, call center configurations, CRM and facilities management services
LPO services offer Litigation Support, Legal documentation and compliance support, contract management, other legal and paralegal Services to corporates, law firms and clientele of diverse business
In Outlet we offer the following services:
Sales
Addressing customer queries
Mortgages
Handling outlet operations
Coordination with backend support
Outlet MIS and status updates

17. Organisational Chart

18. HR Org Chart Gitesh Karnik
(Chief People Officer and Head- HR Shared Services)
Carlos Murzello Sr. Manager – (Recruitment)
Sandeep Palodkar AVP- Corporate HR
(PMS, C&B, Insurance
L&D, Employee Engagement, Statutory Compliance)
Rizwan Sayed
Asst. Manager – HRSS
(On boarding, Payroll, Data management, Full and Final Settlement
Delphine Fernandes
West
Neetu Bhardwaj
North
Pritha Raha
East
Ashok G
South

19. Grades B8 (CEO) B7 (COO) B6 (VP) B5 ( AVP) B4 (Sr Manager)
B3 ( Manager/ State Head)
B2 (Team Leader/ Assistant Manager)
B1 (Executive/ Sr Executive)
Grade
Indicates dimension of the role being performed and measured against characteristics.
Designation
Indicates the job being performed in a particular grade and measured against job description. (E.g.: Grade = Sr.Manager and Designation = Regional Sales Manager).

20. On boarding
Documents required along with Joining Kit to complete joining formalities:
Address Proof (Passport, Voter ID, Electricity Bill, Driving License, UID Card, Telephone Bills, Rent agreement)
Education Qualification Details (Certificates and Mark sheets)
Last salary-slip from the previous employer
Relieving letter from the previous employer or a mail copy of the acceptance of employee’s resignation to his/her reporting manager.
PAN Card
Cancelled Cheque ( HDFC bank or ICICI bank)
Experience Certificate (Till Date)
4 color Photographs
Medical Certificate (If differently abled)
Marriage Certificate (If applicable)

21. Leave Policy Synopsis Casual Leave Sick Leave Privilege Leave
Marriage Leave
Maternity Leave
Paternity leave
Eligibility
All employees
Marriage Leave may be availed by an employee for self marriage
Female employees who are not covered under ESI will be eligible.
All male employees (post birth of his child)
Days entitled
6 days on prorata basis from the date of joining in calendar year
18 days in a year, accumulated at the rate of 1.5 per month.
Maximum of 7 days once in his/her employment with the Company.
12 weeks - 6 weeks prior and 6 weeks post delivery. 6 weeks in case of miscarriage / medical termination of pregnancy
7 days
Accumulation
Balance at the end of the year will Lapse. No encashment
Balance Carried forward maximum upto 30 days after which it will lapse.
No encashment.
Maximum of 30 days accumulation. 10 days can be carried forward. 8 days will lapse.
Any leave balance over and above the carry forward or accumulation will be automatically credited to the salary after necessary tax deductions.
No Accumulation/ No encashment
Rules
All intervening holidays and weekly offs are included in Casual Leave.
Maximum up to 2 CLs in a month.
All intervening holidays and weekly offs are included in Sick Leave.
It is inclusive of weekends & all holidays. Privilege Leave can be preceded or succeeded by a holiday/ weekly off. Has to be sanctioned and approved 15 days in advance by reporting supervisor.
Employee is eligible once in his/her employment with the Company. The leave application for the same should be supported with the wedding card and/ or relevant documents.
Paid leave maximum upto 2 children.
Employee has to have worked for a period of not less than 6 months, in the twelve months immediately preceding the date of expected delivery. Leave of 2 weeks can be availed in case of a miscarriage. Medical Certificate needs to be submitted.
Allowed upto a maximum of 2 children

22. eXpress
Express is a platform and forum where all can come together. It to enhance Employee engagement through interactive activities. Through Express we intend to bring together Pan India employees with varied cultures and geographies and work under different verticals under one roof.
The link for the intranet is as follows: 
Intranet:  
Internet: 

23. Employee Self Service One stop HR portal ! In ESS you can access :
Pay slip
Tax computation
Attendance
Leaves
Performance Management System
Query Management
E-Separation
To make ESS a complete source of information, we request you to upload correct information about yourself along with a recent photograph.
How to access ESS?
Employees can login through eXpress, the links are as follows:
 Intranet:  
Internet: 
In case of any queries about the site, please send an to along with your employee code.

24. Attendance System and Leave Application
Steps to Register in Online attendance System:
Logon to following link
Intranet :-
Internet :-
Click on New user Register
Type your Employee Code
Enter you Date of Birth
Create a password for self
Re – enter the password
Click on “Register Me Now”
Once you have registered go to the Express(Intranet).Links Below:
Intranet :
Internet:

25. Attendance System and Leave Application
Steps to Daily mark attendance:
Logon to the Employee Self Service (ESS)
Click on Attendance Management
Mark your attendance by clicking on “Punch In”
Steps to Regularize the attendance:
Logon to the Employee Self Service (ESS)
Click on Attendance Management
Click on Bulk employee Regularisation
Click on the checkbox and click apply button. Back dated regularisation of attendance will be sent to your Reporting Manager for approval

26. Attendance System and Leave Application
Steps to approve attendance:
Logon to the Employee Self Service (ESS)
Click on Attendance Management
Click on Bulk Manger Approver.
Click on the checkbox and press either approve or reject button.

27. Attendance System and Leave Application
Process Steps to apply for Leave:
Log in to your ‘Leave Management System’.
Go to ‘Leave Application’
Click on the type of leave that you would intend to apply for(Eg PL, CL or SL etc)
Enter the dates from when you want the leaves, simultaneously enter From and To date
Enter the reason and Number for taking leave(s);
Click on ‘Save and Apply’ to register your leave for approval.
The intimation will to Reporting boss for approval.
Approving Leave:
Reporting boss can approve the same by clicking on Leave Approver
Absenteeism -
3 (three) Consecutive absenteeism will be considered Absconding;
Warning Letter is issued on the 4th day and the candidate needs to report within 48 hours;
If the employee still doesn’t report, strict action will be taken.
IMPORTANT
You need to ensure that you mark your attendance for the month before the 20th of the month.
3 days of continuous failure to mark attendance will lead to Salary HOLD.
Ensure that your reporting superior also approves attendance and leaves by the 20th

28. Confirmation Eligibility: Process: Note:
All employees who have completed 6 months probation (180 days) from the Date of joining all eligible for confirmation.
Process:
On completion of 180 days, reporting manager will get a notification Online.
If the Reporting Manager approves the confirmation, HR will issue Confirmation Letter.
If the Reporting Manager disapproves the confirmation, the Confirmation gets extended.
The confirmation period gets extended for 3 months .
Post 3 months the appraisal notification is sent to the superior, for confirmation approval.
Note:
The probation is extended only once.
There are no Salary increments on Confirmation.

29. Performance Management System (PMS)
Eligibility
Employees who have joined on or before 31st December will be a part of the appraisal process.
Key Performance Indicators (KPI):
To be set within a month from your Date of joining, and to be uploaded online in ESS.
Needs to be done in consensus with the reporting superior.
Appraisal Cycle
Annual Appraisal - In March, Ratings as per 5 point rating scale.
Mid-year Appraisal - In October, Performance ratings are not given, only evaluation.
Methodology
Bell curve method ( Point 5 Rating Scale: A, B+, B, C, D)
Outcome
Career planning process.
Determining the Compensation, Rewards & Recognition.
Create a culture of meritocracy.

30. evOlve - Internal Job Opportunity
Objective
The purpose IJP is to encourage and provide equal opportunity to internal talent which would aim at providing career opportunities and growth which in turn will result in employee retention.
Eligibility
All employees who have completed 18 months in existing role.
Lockin Period:
18 months in existing role.
Applying for an IJP
You can apply by attaching their resume through .
To apply for an IJP the candidate does not need to seek the approval or the signature of the immediate Supervisor/ AVP or the Business Head.
An application received after the due date will not be accepted under any circumstances.
Job opportunities under evolve are available online on Express

31. empoweR
Referral Scheme With e-Nxt, empoweR’s you to choose your own colleagues.
Process:
HR communication advertises the open positions.
Employee sends the resume of the his referred friend to the concerned HR.
Each successful referral earns Rs
Incase of Customer Service Associate(Voice support Vertical), each successful referral earns Rs. 1000/-
Your Friend must mention your employee code on his resume at the time of interview

32. Max Reimbursement For Handset Max Reimbursement For Call Charges
Mobile policy
Coverage and Scope
Employees on field - Sales and collections team
Employees who are Assistant Manager and Above.
Employees who are covered under mobile allowance in their ctc, they will not be eligible for reimbursement
Handset & Reimbursements:
Employee to procure the handset
AVP and Above need to procure a PDA(Blackberry Services)
If billing exceeds ceiling, the same will be recovered from salary.
Level
Grades
Max Reimbursement For Handset
Max Reimbursement For Call Charges
Executives B1
Rs. 1,500
Rs. 500
Team Leaders to Asst. Managers B2
Rs. 3,000
Rs. 750
Managers B3
Rs. 5,000
Rs. 1,000
Sr. Managers B4
Rs. 10,000
Guidelines:
The mobile phones ‘switched on’ throughout the day.
All employees will have to opt for TATA CDMA/GSM.
Cost of Repairs and Maintenance will be borne by user.
Handset will be replaced after 3 years, and old handset can be retained without any recovery.
In case of loss of handset the same will be replenished by employee himself.

33. Executives and Sr. Executives - B1
Travel Policy
Collections - x-Bucket and 1-4 Bucket, SAM (LPO), Sales & Marketing
Reservation (through authorised agent)/ Cancellation charges may be reimbursed with approval.
 Conveyance / Travel reimbursement claims needs to be submitted before 15th of the month.
 Claims older than 30 days will require Regional Manager’s approval.
Claims older than 90 days will not be entertained unless approved by the Business head and COO.
 Business head/ Functional head can approve tour advance of an employee which can later be settled against the bills of the same.
If the bills are not submitted within 15 days after completion of travel, the advance amount will be recovered from the salary.
Local Conveyance, Travel requisition and expenses for all employees of the level from Executive to State Head has to be recommended by reporting Manager and approved as per annexure (appended below) provided by the respective verticals.
Executives and Sr. Executives - B1
Team Leaders and Asst. Managers - B2
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 1,500/-
Rs. 1100/-
Rs. 600/-
Meals
(Applicable for same day return travel)
Rs. 350/-
Rs. 300/-
Rs. 250/-
Travel Allowance - No bills required
(Employee makes arrangement for lodging and boarding)
Rs. 375/-
Rs. 150/-
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 3,000/-
Rs. 2,250/-
Rs. 1,250/-
Meals
(Applicable for same day return travel)
Rs. 600/-
Rs. 450/-
Rs. 300/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging and boarding)
Rs. 750/-

34. Combined Ceiling for levels (Amount in Rs.) per month
Travel Policy
Personal vehicle for official Travel
Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km).
Two Wheeler: Rs per km.
Employees in Stressed Asset Management vertical will not be eligible for local conveyance within their territory limits (25 km from their base location).
The amount is a ceiling of Local conveyance and Travel expenses combined together.
Combined Ceiling for levels (Amount in Rs.) per month
Approver
Executive (CRE/ LRE)
Team Leader
State Head
Regional Manager
Up to 3,000
Up to 3,500
Up to 4,000
Local conveyance and Travel expense limits (pm)
Approval Matrix – Sales and Marketing
Position
Travel
Conveyance
Regional Sales Manager
Rs. 30,000/-
Rs. 5,000/-
State Head
Rs. 6,500/-
Rs. 3,500/-
Team Leader
Rs. 3,000/-
Business Development Manager -
Rs. 2,000/-
Level
Approver
Regional Sales Manager
Head-Sales and Marketing
State Head
Team Leader, Business Development Manager

35. Tour Expenses – Ceiling Per day
Travel Policy
Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support
Reservation (through authorised agent)/ Cancellation charges may be reimbursed with approval.
 Conveyance / Travel reimbursement claims needs to be submitted before 15th of the month.
  Business head/ Functional head can approve tour advance of an employee which can later be settled against the bills of the same.
If the bills are not submitted within 15 days after completion of travel, the advance amount will be recovered from the salary.
Ground transportation for female employees will be provided from their residence/ hotel to the point of departure and from the point of arrival to the hotel/ residence/ office/ place of visit for travel before 6:00 am and after 8:30 pm.
Tour Expenses – Ceiling Per day
Executives and Sr. Executives - B1
Team Leaders and Asst. Managers B2
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 1,500/-
Rs. 1100/-
Rs. 600/-
Meals
(Applicable for same day return travel)
Rs. 350/-
Rs. 300/-
Rs. 250/-
Travel Allowance - No bills required
(Employee makes arrangement for lodging and boarding)
Rs. 375/-
Rs. 150/-
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals upto
Rs. 3,000/-
Rs. 2,250/-
Rs. 1,250/-
Meals
(Applicable for same day return travel)
Rs. 600/-
Rs. 450/-
Rs. 300/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging and boarding)
Rs. 750/-

36. Travel Policy Manager to Sr Manager – B3 & B4
Corporate, Support Functions, PDC, CPA, FAO, HRSS, Voice Support
Manager to Sr Manager – B3 & B4
Particulars
Tier 1
Tier 2
Tier 3
Entitlement for Hotel*
Actuals up to
Rs. 6,000/-
Actuals up to Rs. 4,500/-
Rs. 2,500/-
Meals
(Applicable for same day return travel)
Actuals upto
Rs. 1,200/-
Actuals upto Rs. 900/-
Rs. 500/-
Travel Allowance - No bills required
(Employee makes own arrangement for lodging and boarding)
Rs. 1,500/-
Rs. 1,125/-
Rs. 625/-
Personal vehicle for official Travel
Four Wheeler: Rs. 9 per km.(Car capacity of 1.6 L and above, entitlement will be Rs. 12 per km).
Two Wheeler: Rs per km.

37. Redressal can be formal or informal.
Policy against Sexual Harassment
Objective:
Provide employees a work environment free of harassment at the workplace. Harassment and sexual harassment in particular, vitiates the environment "any unwanted and unwelcome sexually oriented behavior."
It includes (but is not limited to) such unwelcome conduct with sexual overtones (whether direct or by implication)
What you need to do?
Each manager/ supervisor must contact any member of the Redressal Committee immediately upon receipt of a complaint and must be alert to retaliatory action or reprisals.
Where individuals believe they have been a victim of harassment, they should record the following details relating to the incident:
Date
Time
Place
Names of any witnesses
Details of behavior complained against
Redressal can be formal or informal.

38. Policy against Sexual Harassment(contd)
What happens after your redressal:
The Redressal Committee will then carry out a hearing
The Redressal Committee's conclusions will be communicated to the parties in writing with the recommended action for the Head of Human Resources.
Formal action on the basis of the recommendation will be decided by the Chief People Office(CPO) after discussing the Redressal Committee's recommendations with the Chief Executive Officer(CEO) of the Company.
Who is Redressal Committee & What is their role:
The Redressal Committee, with a composition of at least 50% women members, will be headed by a woman and will include an external woman member conversant with the issue of sexual harassment
Broad roles of the five committee members are indicated below:
Position
Role
Incumbent
Contact Details
Chairperson
Chair Of Hearing
C’na Mathew
Redressal Advisor
Single Point of Contact
Shobha Baindoor
HR Manager
Committee Member
Sandeep Palodkar
Ethics Counsellor
Shailesh Rajadhyaksha
External Member
External Expert Member on Committee
Kashmira Mewawala

39. Health Care Programme
The Group Healthcare Program at e-Nxt includes the following -
Group Mediclaim Benefits (GMC)
Group Personal Accident Policy (GPA)
Group Term Life insurance (GTL)
Coverage of Mediclaim Benefits is extended to Parents, Spouse , and 2 Children
Policy Period :1st April 2012 to 31st March 2013
Grade wise coverage & premium amount that would be deducted monthly from the employee’s salary is as below –
Grade
Designations
Sum Insured (GMC)
Sum Insured (GPA )
Sum Insured (GTL)
Premium amount p.m.
B1 - B2
CRE/Executive/Sr.Executive/TL/Asst. Manager
1,00,000
3,00,000
230 B3
Manager/State Head
2,00,000
6,00,000
350 B4
Sr. Manager/Regional Manager
5,00,000
B5 - B6
AVP/VP/Business Head
10,00,000
12,00,000
500
Important – Plz update your family details on ESS

40. Team Bonding
Team leader / Manager of a department can spend an amount of Rs. 75/- per employee per month on employee engagement activities like picnic, movie, lunch/ Dinner, etc.
Rules for spending:
An Employee will be eligible for Rs. 75 per month.
The team can spend it monthly or can accumulate upto March and celebrate a large event.
No spending in advance.
The expense must be approved by Business head.
Company does not take any responsibility of such arrangements/ event.
The leader is advised to take full precaution and keep business sensitivity in mind.

41. Learning programs @ e-Nxt
e-Nxt provides a learning platform for its employees across Pan India to equip them with knowledge, skills and attitudes required to meet job objectives and developing their potential.
To know more, you may write to

42. Celebrations

43. 5 K U D O S Reward and Recognition Kudos Star Awards K U D O S 5
years            
Kudos
Star Awards
Long Service Award
Kudos! is a recognition platform used by immediate supervisors or Business Heads to recognize their team members.
e-Nxt Star Awards recognizes top performers of the company on monthly, quarterly and yearly basis.
Long Service Award – for employees who complete 5 years of service.

44. Rendezvous with CEO e-Nxt Engagements
“Rendezvous with CEO” is a communication platform through which our CEO – Mr. Naozer Dalal interacts with employees and answers their queries.
e-Nxt has partnered with Give India to implement a Payroll Giving  programme for our employees. Give India is a not-for-profit organization dedicated to raising funds for good NGOs.
This voluntary programme, you can contribute Rs 200, 500 etc every month, from your salary, to a cause of your choice.
Give India ensures you get a feedback report on how your donation has been utilized.
e-Nxt with an NGO-GOONJ, whose initiative revolve around making creative and optimum use of donated material, right from old clothes to furniture.

45. e-Nxt day celebration
Every year we celebrate our success, on our Annual Day, on 15th December.
Snapshots of our celebration in the year 2011, in Mumbai and Delhi

46. Contact List
For any query or issue related to joining formalities please contact your concerned HR person. Other specific queries please follow these numbers. It is a good practice to resolve any query through proper channel. Follow these contacts by keeping your Line Manager and HR informed.
* Contacts may vary during the course of time. Details can always be obtained through the board line number

47. Welcome to e-Nxt………