Company-Confidential HAPPY MOM-ENTS Policy (India)

Happy Mom-ents Policy (India)

(Work from Home – Returning Mothers)

HR-PO702, Ver1.0

Table of Contents

1.OBJECTIVE

2.SCOPE

3.ELIGBLITY

4.EXCLUSION

5.guidelines

5.1 GUIDELINES

5.2 REPORTING MANAGER

5.3 LOCATION HR SPOC

5.4 COMBINING LEAVES

5.5 BUSINESS TRAVEL

5.6 APPROVAL

5.7 ATTENDANCE REGULARIZATION

6.Basic Do’s and don’t’s

7.POLICY REVIEW

8.AMENDMENT HISTORY

1.OBJECTIVE

The objective of this policy is to provide Work from Home facility (WFH) for the female associates who have returned from their maternity leaves in order to support them in taking care of their young ones.

2.SCOPE

This policy will be applicable to all associates on permanent rolls and rebadged associates with Tech Mahindra in India

3.ELIGBLITY

This policy can only be availed by the associates who meet the following criteria:

  • Female associates who have delivered/adopted infants in last 3-9 months (Counted from the first date of the maternity leave)
  • Have joined back work for at least one continuous week
  • Across bands & roles

This benefit is extended for the birth/adoption of first two children and can only be availed within the first three – nine months of the child birth. This will be available for all female associates who qualify for maternity benefits as per the organization’s maternity policy. Please refer to the TechM-BSG maternity policy in conjunction for further details.

This policy is an extended privilege by the organization and cannot be treated as a matter of right. In case of misuse/lack of adherence to rules the policy can be revoked for the individual/team.

4.EXCLUSION

Associates under notice period are excluded.

5.guidelines

5.1 GUIDELINES

To benefit this policy the beneficiary will ensure that they:

  • Have the necessary setup for completing their assignments/work delivery – laptop/personal desktop, net connection, phone connection etc. The organization may support with laptop/internet connection on case to case basis. The associate will be required to sign an undertaking for the same. The cases will be evaluated by the HR SPOC and IBU heads.
  • Take the necessary information required for completing their work from the RM (Reporting manager)
  • Share complete availability/transparency of their working hours/contact coordinates
  • Have established clear deliverables & timelines for work with the RM
  • Confirm availability for team meetings via email, phone, Lync or other mechanism established with the RM

5.2 REPORTING MANAGER

  1. To identify & share specific tasks/projects for the day
  2. Plan status call for deliverables
  3. For associates who are required to work in custom bonded area; back-office/calling; various projects within the organization are be identified along with the HR SPOC. These may include (not limited to):
  4. Calling work - Domestic –calling for scheduling interviews to be aligned with the RMG team
  5. Back office candidates – Data consolidation/report MIS work that can be shared by the Team lead
  6. CS team – cab monitoring & tracking
  7. HR Central team – database completion work, No-call-No-show candidates calling, calling absconding calling

5.3LOCATION HR SPOC

  • All location HR SPOCS to coordinate with TIM to reserve 2 laptops/datacard for use by returning mothers for this purpose
  • Facilitate conversation between the associate & RMs to ensure clarity of work & ownership of deliverables

5.4COMBINING LEAVES

The organization extends this privilege for one day a week; for a period of three months only

  • If any extenuating circumstances does require associates to be away from the workplace for more than one day; such days are to be treated as Earned Leave (EL)/ Casual Leave (CL) or in its absence Leave Without Pay (LWP)
  • WFH days can be clubbed with EL/CLs subject to the condition that EL/CLs have been applied for in advance
  • Since it is a time bound policy; the work from home cannot be backdated or carried forward. It must be applied at least four days in advance and lapses if not utilized.

5.5BUSINESS TRAVEL

WFH cannot be used by the associate when on business travel

5.6APPROVAL

  • No prior-approval from RM is required for the qualifying female associate; but a prior intimation/discussion with the RM is encouraged.
  • The associate applies for the WFH facility via “Mybeat” at least four days in advance to the selected day of work from home.
  • Intimation is shared with the RM. Once it gets approved by the HR for the duration; an intimation is shared with the respective Reporting Manager (RM) and IBU/G head.

5.7ATTENDANCE REGULARIZATION

  • Associates will be able to apply for WFH in the same way as they apply for their leaves.

6.Basic Do’s and don’t’s

Associates availing WFH / Reporting Manager
Share WFH day, contact details & availability / Establish closures/deliverables for the duration
Ensure a marked & uninterrupted area for work/calls and regular response to mails/calls/Lync / Extend complete faith in associates delivery – do plan a status check, if required
Ownership to work deliverables closure for the day
Ensure upkeep & availability of the required infrastructure/applications for ensuring complete work delivery

7.POLICY REVIEW

The policy will continue to be in force unless superseded by a revised policy. The Company reserves the right to amend, abrogate, modify, rescind / reinstate the entire policy or any part of it at any time.

8.AMENDMENT HISTORY

Version / Date / Author (function) / Reviewed by / Approved by / Nature of changes
I 1.0 / 1-April- 2016 / HR / Function Head / Function Head / First Integration Issue
1.0 / 1-July-2016 / HR / Function Head / Function Head / Added ‘revoke’ clause

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