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| TALENT PERFORMANCE |
| WORK-LIFE BALANCE |
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| Employee Benefits |
| A snapshot of benefits for our employees in 25 countries is as follows: |
| India - Staff & Management |
| Superannuation Scheme • Fuel & Maintenance • Leave • Travel Allowance • Medical Reimbursement • Employee Benevolent Fund • Club membership • Credit card • Company car • Salary advance and data cards at specific grades • Referral bonus • International/domestic travel • Relocation • Higher education assistance for children
on relocation • Joining expense claims (travel, initial stay, brokerage, transportation & packing charges) • Mobile phones • Subsidised meals • Crèche & fitness facilities at most locations • Travel & daily allowance for field employees • Monetary support to employees suffering from AIDS • Option of sabbatical & part-time leave • Long-service recognition. |
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| Medical insurance & annual health check-ups for employees and their family members • Post-retirement health check-up for self and spouse • Occupational health centre with round-the-clock medical and ambulance services • Group Personal Accident Insurance (GPA) & Group Term Life Insurance (GTLI). |
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Maternity leave (one month in addition to the period specified in the statutes)
and flexible working hours • Paternity leave and sabbatical support. |
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| India - Workers |
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Total quality improvement index
• Variable plant performance bonus and other benefits as per statutory compliance norms |
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| US |
| Group medical & dental insurance • Group life insurance • 401(K) plan • Long-term disability • Short-term disability • Worker's compensation • Continuation of Health Coverage (COBRA) • Flexible spending allowance • Leave • Bereavement leave • Vacation and holiday pay • Paternity care leave • Company family medical leave & New Jersey family leave |
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| UK |
Part-time and full-time employees have
the same rights to benefits in the UK. |
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| Maternity and Paternity Benefits |
| Maternity Benefits |
All permanent women employees get
120 days of paid maternity leave (30
days more than what is prescribed by
the Maternity Act of 1961). Maternity
leave can be taken pre-and post-
delivery. In the case of pre-delivery
leave, employees can take up to six
weeks. In case of an emergency such
as a miscarriage, employees can take
six weeks of leave immediately
following the date of the incident. An
additional month of leave is allowed for
illnesses arising out of pregnancy,
delivery, premature birth of a child, or a
miscarriage. In case an employee
adopts a child, up to 15 days of paid
leave can be taken. |
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| After maternity leave is exhausted, women employees can take an extended maternity unpaid leave of up to three months for child care. Once back to work, women can take up to two hours off every day for a year. |
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| Paternity Benefits |
| New fathers can take up to five days of paid paternity leave within three months of a child's birth or adoption. The leave can be combined with regular leave and prefixed or suffixed to declared holidays. They can also take up to two hours off every day for 6 months. |
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| Flexi-hours and Sabbatical Benefits |
| Flexible Work-hours |
| This option is available to all employees in the general shift. They can attend to unavoidable personal work during the day. However, they need to be present at the workplace during the core working hours from 11 am to 4 pm. |
| While benefits apply uniformly, by and large, and depending on the work level/role band of an employee, the organisation takes special care and supports employees at significant life events such as a personal crisis, family illness, birth or marriage. The benefits span the entire employee life cycle. They are reviewed periodically by the HR leadership team and inputs are taken internally from business teams and externally through market surveys. |
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| Sabbatical |
| In addition to leave benefits, employees across role-bands can apply for sabbatical leave to complete a full-time higher education course or to appear for examinations. |
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| Family Care Leave: For Child Care, Medical or Family Related Situations |
| In addition to leave benefits, employees across role-bands, who have been on the Company rolls for at least one year can apply for Family Care Leave for child-care or for health and medical emergencies in the family. |
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The period ranges from 3 to 12 months depending on individual needs and the Company's ability to accommodate them. Under this benefit, employees retain employment with the Company and the Company-sponsored insurance cover, but cannot claim salary and other compensation benefits. Once availed of, they can apply again after resuming work and putting in two years of continuous service. |
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