Work Life Balance

Pause, Unwind and Reset: Leave Benefits

We all need time off from work to spend with friends and family. We encourage you to plan some time off from work to recharge and renew yourself. To help you do so, 30 days of leaves are given to you every year (April-March) so that you can maintain a healthy work life balance.

Annual Leaves

You have the option of managing your leaves as you deem fit. 30 days of leaves are credited in advance to your leave balance at the beginning of every financial year. The leaves remain active for two financial years. If you join us in the middle of the year, you will receive a prorated ^* leave credit, which will again remain active until the end of the subsequent financial year.

Of the leaves credited every year, a maximum of 10 leaves are encashable. Hence, at any point of time, the maximum leave balance which you can have is 60 of which 20 will be encashable in nature.

Leave Utilization

Leave utilization will follow two principles: (a) encashable leaves are used only when the entire balance of non-encashable leave balance gets exhausted in the order that the leaves get credited. (b) non-encashable leaves get used starting with the current year’s balance and then the previous year’s balance once the current year’s leaves get exhausted.

Expiry & Encashment

Leaves credited have an expiry date of 24 months. At the end of the financial year, upto 10 leaves credited 24 months ago will get auto-encashed, the remaining will lapse. The encashment amount shall be paid with the April salary as a taxable component. Leave encashment is computed at the rate of your basic salary.

To help you understand this better, let us consider an example . Kiran has 42 unused leaves on 31 ^st March 2021. 20 of these are encashable leaves and of the remaining 22 leaves, 2 are unused leaves from FY20. Hence, on 1 ^st April 2021, 10 leaves will be encashed (and paid out with April Salary) as they are unused encashable leaves from FY20 and 2 leaves will expire as they are the remaining unused leaves from FY20. With the credit of 30 new leaves, the revised leave balance for Kiran will be 60 (ie 42 – 2 – 10 + 30). Of these 60, 20 will be encashable leaves. If Kiran uses 45 leaves in FY22, then balance will be 15 leaves and all of them will be encashable in nature. Hence, on 1 ^st April, 2022, 5 leaves will be encashed.

Applying for Leaves

You are responsible for applying for leaves on ihub and informing your L+1 about your leaves as well, in advance. This would enable us to make appropriate alternate arrangements. You are also expected to update your leaves on the portal so that leave balance can be calculated accurately.

Only in situations of personal emergency should you take leaves without applying for it first. In such situations please inform your L+1 regarding your absence at the earliest over call / text / email. In such cases, you are expected to apply online, do so within a week of resuming work.

Information about leaves is available on ihub. , You can also apply for leaves via Guru.

Half-day leaves are neither productive for you nor the company and hence are discouraged.

To apply for leaves simply follow this path in ihub 2.0:
All Apps -> Self Service -> Leave Request

Exceeding Leave Balance

Due to unforeseen circumstances you may sometimes require more days of leave beyond their annual eligibility and leave balance, in such situations, unpaid/partially paid time off can be granted based on L+1 recommendation and BU HR Heads approval.

In case of resignation

In case an employee is leaving in the middle of the year, advance credit of leaves shall be adjusted for tenure spent, and actual leaves availed shall be set off against this. If the employee has a positive balance of leaves after the adjustment, the revised leave balance will be encashed (all leaves from the current years and encashable leaves from the previous year). If the employee has availed more leaves than the tenure adjusted number, excess leaves cost will be recovered from final settlement.

^* Leaves are prorated @2.5 leaves per month for the months remaining in the financial year if your date of joining is before 15 ^th then the full month credit is given, else 1.5 days credit is given for that month. If the prorated leaves earned in a year (Apr-Mar) is less than or equal to 10, then all of them will be encashable in nature. Any prorated leaves earned in excess of 10 days will not be encashable in nature.

Maternity Leaves and Benefits:

Maternity Leave

All women employees of our company, including trainees, can avail fully paid maternity leave up to 26 weeks of which a maximum of 8 weeks can be taken pre-delivery. There's no limit on the number of children for which the maternity benefits apply. Mothers are eligible for equal maternity benefits in cases of birth by surrogacy.

Miscarriage leave

In the event of a miscarriage, you can take up to 6 weeks of leave immediately following the date of the incident.

Additional Maternity Leave

Your health is of top priority to us. In addition to the 26 weeks of maternity leave as described above, mothers are given an option of Additional Maternity Leave - a month long fully paid leave to manage any health complications arising out of pregnancy, delivery, premature birth of child, or miscarriage.

Adoption Leave

In case you adopt a child, Adoption Leave enables you to take time off from work to spend time with your child. You can take 4 months of leave if the child is below 3 years and 2 months of leave if the child is above 3 years. This leave can be availed anytime within the first 6 months of adoption. This leave is available for women employees only. Single mothers are also eligible to avail this leave.

Reduced work Hours

Once you have had a baby, and are back to working full-time, you can take off for up to two hours every day for a year from the date of birth of the child in case you need to come in late or leave early to look after the baby. Single parents can also utilize the benefit, up to the time baby is one year old. For women working in shifts and dependent on company transport, the two hours of reduced work hours can be availed as per their requirement. You need to keep your L+1 & HR Business Partner informed.

Extended Maternity Leave

You also have the option of taking extended maternity leave for 3 months to take care of the newborn in continuation with Maternity Leave. However, this leave shall be unpaid.

Paternity Leaves and Benefits:

Paternity Leave

Fathers provide critical support in childcare, especially in the first few days after the birth of a child. You can take 5 days of leave within 3 months of the birth or adoption. You can also opt for reduced work option for 6 months after the birth of your child.

Other Leaves & Benefits

Family Care Leave

At times, the demands of family might come to the forefront and require your undivided attention such as in the case of medical emergencies in the family, or childcare related issues or health problems that require your attention, we give the provision of family care leave.

You can take off for a period ranging between 3 to 12 months if you have been with the company for at least a year.

This leave is separate from the general leave entitlement and must be applied for separately.  You will retain your employment and insurance under this leave but will not receive salaries or be covered under other benefits. We would try our best to accommodate your request for family care leave, however, there may be situations where due to the nature of work we may not be able to grant this leave and hold your position vacant for the period of leave. Your HR Business Partners can assist you identify the alternatives.

The decision to grant this leave would be taken by your L+1, L+2 in consultation with your HR P&O partner. You can use the portal for putting in the request via ihub 2.0: All Apps -> Self Service -> Leave Request

Compassionate Leaves

In the unfortunate event of a death of an immediate family member, you may take 5 days of paid leave.  Family for the purpose of this section includes parents, in-laws , siblings, partner and children. The leave may be taken within 1 month of the event and in one continuous period. This leave cannot be encashed or deferred.

Compassionate leave can be applied for on the portal: the path in ihub 2.0 is: All Apps -> Self Service -> Leave Request . This needs to be approved by your L+1.

Sabbatical

If you wish to take a longer period of time off from work to pursue education, you can opt for a sabbatical if you been on the company roll for at least 2 years. Sabbatical provision lasts from 3 to 12 months based on the needs that you may have and on the Company’s ability to accommodate the need.
Under the sabbatical, your employment and insurance are retained but other benefits do not apply.  The minimum gap between two sabbaticals needs be at least 2 years.Approval of L+1, L+2 in consultation with your P&O Partner is needed for availing sabbatical leave. To apply, simply log on to the portal and go to:
All Apps -> Self Service -> Leave Request

Marriage Leave

Marriages are made in heaven, but ceremonies happen on earth. You may take 5 days of paid leave to celebrate your marriage. This leave needs to be taken within 1 month of the wedding date and in one continuous period. Marriage leave cannot be encashed or deferred.
Marriage leave can be applied for on the portal: the path in ihub2.0 is: All Apps -> Self Service -> Leave Request. This needs to be approved by your L+1

 

Child Care Benefits:

Crèche Facility

When you decide to join back full-time, the company gives the choice to bring your child to work and use the crèche facility to take care of your child as you work.

Salary Benefits

Leave Travel Allowance (LTA)

Travel helps you break the routine of day to day work. We facilitate your travels by giving you a tax break on your travel bills. LTA is a component of your fixed TCC and is paid out to you monthly.

You can claim tax exemption on the LTA amount for that year by submitting the travel expense bills for you and your dependent family in accordance with the Income Tax Act. You can avail a tax exemption on LTA only twice in a block of four years (pre-defined by income tax rules) . You need to take leave for at least one working day and should be travelling during that period to claim a tax benefit on your LTA. LTA is applicable for all economy air and rail fares within India. International travel doesn’t get covered under LTA tax exemptions. Family members for the purpose of LTA include your spouse, children, dependent parents and dependent siblings.

You need to fill the LTA Exemption form through All apps>Self Service>Finance>LTA Exemptions and submit the hard copies of tickets through courier to the EST

Conveyance Policy

Our conveyance policy makes it easier to own and maintain a car for both personal and official use. This policy consists of provisions to provide for the following expenses:

• Company Leased Car
• Fuel & Maintenance Support
• Provisions for Driver’s Salary

Note:  Applicability of the conveyance benefits will be subject to specific terms of employment applicable and may vary in certain instances.

1. Company Leased Car

Having a car is more than just an asset, it’s a milestone. We help you come closer to this milestone with the provision of company leased car. You can avail a car lease if your annual total fixed compensation is equal to or greater than INR 24 lakhs. The car will be given to you through a third-party service provider i.e. Fleet Management Companies (FMCs), who provide responsive end to end facilitation of vehicle lease, maintenance and insurance - so that you can drive comfortably without worrying. You can take only one company leased car at a time.

You can choose your vehicle based on your annual car lease entitlement, which is 20% of your Total Fixed Compensation up to a maximum of INR 25,00,000 per annum. We have an official lease agreement with the FMC to monitor the smooth running of the scheme.

You can opt for a lease period of 4 or 5 years. 
Note: Any active 3-year leases as on 1st January 2024, will continue until their expiration of lease tenure.

1.1 Leasing Options

You can opt for a lease period of 4 or 5 years. You have two options of lease - Partial lease service and Full lease service.
Under Partial service lease, the following services are offered by the FMC:

•  Vehicle selection: The FMC assists you in vehicle selection and also arranges for test drives. You may choose any vehicle with fuel type petrol, hybrid, CNG or an electric vehicle. As a step towards sustainable choices, we do not offer the option of leasing a diesel vehicle.
  Note: If you have chosen to opt for pure electric vehicle please ensure you also go through Section 2.1 to know about the conveyance allowance applicability. Hybrid vehicles will be classified as petrol fuel type.
• Car service administration: The FMC will supervise and administer servicing / repairs of the car leased to you. Please note that the servicing and repair costs are borne by you.
• Insurance management: The FMC administers insurance and claim management for your leased vehicle and provides a cashless service at all FMC-authorized locations.
• Partial Damage loss waiver (Accident Depreciation Cover): In case of any damage to the vehicle, the difference between the amount the authorized workshop charges and the amount the insurance company actually settles is borne by the FMC. This service will not be applicable in case of total loss of the vehicle, theft or if the insurance company declares the claim invalid.
• 24-hour Breakdown Assistance: Tow services are a phone call away in locations where the FMC has this service.

Under Full Lease Service, in addition to the services mentioned above, it covers:

• Full service and maintenance of the car. Also included is a door-to-door service for maintenance and servicing in which the car is picked up and delivered at your doorstep, subject to city limits.

There will be an additional cost for these services, which will be built into the lease itself and shall be borne by you.

During the duration of the lease, the respective FMC which gives you the car will be the legal owner of the car and Dr. Reddy’s will be the lessee based on the vehicle lease contract. The registration, road taxes and insurance charges are borne by Dr. Reddy’s but regular checkups of the car, pollution certifications etc. are your responsibility.

To enrol in the car lease program, please navigate to the Benefits section within the My Profile portal. Submit your application for a company-leased car, indicating your preferences. Our administrative team will link you with a representative from the Fleet Management Company (FMC) to facilitate the lease process after you've selected your desired car and lease duration. They will guide you through different lease plans, assisting you in choosing the one that best suits your requirements. You can monitor the status of your application in the My Profile section to stay informed about its progress. In case of queries, you may raise a ticket on Guru and our team will be happy to assist you.

In exceptional circumstances, you may contact the car lease program administrator at [email protected] .

1.2 Ownership at the end of the lease term

Ownership at the end of the lease period is decided at the at the time of leasing with the FMC, depending on the specifics of the lease type.

Under the market residual value scheme, you have the option to purchase the vehicle at the end of the lease term at the market value of that vehicle.

Under the fixed residual value scheme, you have the option to purchase the vehicle at the end of the lease term at a value fixed at the start of the lease term.

Over time, you may grow to love your car! You do have the option to revisit your decision on ownership at the end of the lease period. Do note that the same is subject to discussion with FMC and associated charges may be applicable.

1.3 Car Lease Discontinuance Scheme

We want to appreciate conscious choices towards sustainability.

By not availing of a fresh car after returning or buying back your previous leased vehicle, you're not just ending a lease – you're kickstarting a rewarding journey towards a greener tomorrow.

We will be offering an additional annual award for every completed lease-free year after returning/buying back your leased vehicle under our scheme.

This will be applicable for all lease closures post 1^st January,2024.

1.3.1 Incentive Structure:

The value of the incentive payment will depend on the ex-showroom value of your previous leased vehicle, as below:

Ex-showroom value of previously leased vehicle (INR)	Annual Incentive (INR)
Up to 10 lakhs	1 Lakh
10-30 Lakhs	2 Lakhs
30-50 Lakhs	4 Lakhs
50 Lakhs & Above	5 Lakhs

1.3.2 Eligibility criteria for the scheme:

• Lease history: You should have availed the car lease scheme - with the closure (as per contract) post 1st January 2024 to be eligible. Employees yet to avail of the first lease/no active lease as on 1^st January 2024, will not be eligible.
• Consecutive lease-free months: 12 completed consecutive lease-free months, post previous lease termination (1^st January 2024 or later) is mandatory to be eligible.
• Notice Period: Employees serving notice period at the time of completion of 12 months/date of payout will not be eligible for the scheme.
• Lease closure as per contracted timelines (foreclosures will not be eligible)

This payment will be made for every completed lease-free year (12 months) until you opt for the next car lease. Your incentive will be processed after the completion of a full lease-free year, depending on your lease closure and last EMI paid date.

Let's hit the road towards a greener horizon! Refer to the scenarios below which further illustrate the Car Lease Discontinuance Scheme.

Illustrations:

Scenario 1: You opt for a 4-year car lease on a vehicle with an ex-showroom price of INR 15 Lakhs on 10th May 2024. Existing lease ends in April 2028, and you avail a fresh 4-year lease on 1st September 2030.

Incentive pay-out schedule:

INR 2 Lakhs in May 2029 for completing one full lease-free year.

INR 2 Lakhs in May 2030 for completing the 2nd lease-free year.

No subsequent payment as the active lease has started in September 2030.

Scenario 2: You close an existing car lease on 20th September 2024 and avail a fresh lease on 25th March 2025.

You will not eligible for the discontinuance scheme in this case as you have not completed one continuous lease-free year.

Please note that the incentive will be subject to applicable taxes as per the Income tax Act and rules applicable.

1.4 Premature Termination of Lease

You have the option of terminating the lease before the lease end date in case of any exceptional situation. The foreclosure procedure comprises paying the outstanding book value and taxes along with a penalty charge. You can then take possession of the car.

If you do not want to take possession of the car, you can close the lease by paying the difference between the outstanding book value, penalty charge and the market value (price at which the car is sold to another party) realized by the FMC.

However, in both cases eligibility for a new lease will be restored only after the official closure date of the original lease agreement.

Most cars won’t fly, so when you’re posted abroad, your car lease will end. When you are being relocated internationally within Dr. Reddy’s, then the lease has to be terminated prematurely and the company will pay the difference between the outstanding book value, penalty charge and market value.

In case of company approved domestic relocation, the car lease will continue until the completion of the lease period. Additionally, you will also be eligible for vehicle transfer support program, which includes transportation cost reimbursement along with Registration & Road tax reimbursement. We will also provide 50% of brokerage fee to facilitate this service subject to valid invoice. Refer to the domestic relocation policy for further details.

2. Conveyance Allowance & Driver’s Salary

We encourage employees to stay close to their place of work and use healthy /eco-friendly means of commute such as walking and cycling. However, for those of us who must use motor vehicles to reach work, we have a conveyance allowance provision to prevent fuel and vehicle maintenance costs from burning holes into our pockets.

The fuel & maintenance allowance can be availed for 4-wheelers owned by the company or the employee as long as they are used for the intended purpose of official commute within the metropolitan limits of the city of work as per records.

Before you apply for a salary restructure, please keep the following in mind:

1. The F&M allowance is available only for petrol or hybrid Four-wheeler that is registered on your name or company-leased. 
2. Family member owned vehicles are not eligible for this allowance.
3. If you own or have a company-leased electric vehicle (EV), this allowance will not be applicable.
4. Salary restructuring will take effect from the month of application or the following month.

The value of the F&M allowance will depend on your total fixed compensation value, as below:

Annual Total Fixed Compensation (TFC)	Fuel & Maintenance Allowance
TFC Up to INR 24,00,000	INR 1,08,000 (Optional*)
TFC between INR 24,00,000 – 1,00,00,000	INR 1,80,000
TFC of INR 1,00,00,000 & Above	INR 3,60,000

For employees with a total fixed compensation of up to ₹24 lakhs,this component is optional.

If you own a personal vehicle, and don’t have fuel allowance in your conveyance component (for TFC up to 24 Lakhs), you may navigate to Benefits section in My Profile and apply for salary restructure.

The taxation applicability would be as per the Income Tax Act and Rules. 

Utilization may vary from employee to employee and hence in order to help us compute your income tax accurately, you will need to submit the fuel and maintenance bills towards expenses incurred by you.

Also, do share the good news of you acquiring a vehicle with us by uploading the RC copy of the vehicle (registered in your name) on the payroll portal (Payroll portal > TCTC Reimbursement > Car RC Upload) and we shall be waiting to receive the bills from you.

A special consideration is available in our conveyance policy if you choose to opt for an electric vehicle details of which are mentioned in Section 2.1. Please note that fuel & maintenance allowance is not applicable in this case.

Fuel expense (if eligible as per actuals) and vehicle maintenance payments should be made via the corporate credit card and settlement done as per corporate credit card timelines. The expense can be created on TRAVEX and the statement for the expenses can be submitted against the same, online, for validation and settlement.

Please note that tolls, challans, car-cleaning/washing, and any expenses related to non-mechanical or those which are cosmetic in nature will not be covered under this policy.

We do not encourage official inter-city travel by car and fuel expenses against any such trips would not be admissible. Claims for expenses against any other vehicle/personal trip are also not deemed to be covered under the policy.

Note 1: Miryalguda and Pydibhimavaram are considered within city limits of Hyderabad and Vishakapatnam, respectively for the purposes of this policy.

Note 2: If you are eligible for fuel & maintenance expenses as per actuals, local conveyance cost reimbursement (mileage based) will not be applicable.

Provision for Driver’s Salary:

If your annual total fixed compensation is ₹ 24 Lakhs and above and if you are availing a company leased car, you can also avail the provision of claiming Driver’s Salary fixed at ₹ 3,00,000 annually. This is a part of your Total Fixed Salary and in the case of non-availment, is paid out with salary as a taxable component. If driver’s salary allowance is not a part of your current conveyance structure, then the option to opt for Driver’s Salary is enabled for you on My Profile to exercise the choice to restructure. The applicability of Driver’s Salary would be dependent on sufficient balance in your Minimum Guaranteed Bonus component at the time of restructuring.

Note:
If you have availed a company leased car, the residual (if any) of your car lease entitlement value, post payment of monthly lease value, will be paid out as a part of the conveyance allowance in your monthly salary.

In case if you have not availed a company leased car, the full car lease entitlement value will be paid out with your monthly salary as a part of the conveyance allowance.

Taxability will be as per the relevant regulations in place, irrespective of salary component structure.

2.1 F&M Allowance for Electric Vehicle:

When you decide on an electric vehicle under company leased car scheme, your leasing entitlement value will include not only the vehicle itself but will also factor in your annual fuel and maintenance allowance.

For example, if your eligibility for the fuel and maintenance component is INR 'A' and your car lease eligibility as per the above policy is INR ‘B’, then your car lease entitlement for the electric vehicle will be calculated as A+B. Subsequently, the F&M allowance will not be applicable for you. The residual (if any) of your revised car lease entitlement value, post payment of monthly lease value, will be paid out as a part of the conveyance allowance in your monthly salary.

Please note that the perquisite taxation/exemptions applicable will depend on the nature of the car and latest Income Tax norms.

Salary Advance Option

In cases of a personal exigencies in which you need money urgently, you can apply for a salary advance at any time . We allow employees to take a month’s gross as an advance but the taxes as applicable will be borne by the employees themselves. To avoid inconvenience, the advance is credited along with that month’s salary and not given in cash. If you’re a new employee, you can take the advance immediately after joining.

4.1 Applying for a Salary Advance

You need to fill the salary advance form and get it approved by your L+1. The approval needs to be routed through the application on My profile à Benefits à Salary Advance.

4.2 Repaying the advance

You can return the advance over a maximum of six equal, interest free, monthly instalments. You just have to choose the number of instalments you are comfortable with and the amount will get deducted from your salary automatically. You can take the advance again after a six month gap of the date of completely repaying the previous advance taken. For employees who’d be leaving us with any outstanding advance amount, the balance shall be adjusted in your final settlement.

Career Development

To help you learn and prepare for future growth, we offer a range of learning and development opportunities. While most of this happens on-the-job, you also have several options for learning, developing functional expertise, enhancing your soft skills, realising your leadership potential and much more.

Coming on Board: Induction, Training and Confirmation

At Dr. Reddy’s we take our training processes very seriously for our fresh hires and laterals. The first few months are critical for your growth in the company and we strive to provide you with the best training and induction into the business.

1.1 Induction: First Steps

We work together to ensure that your initial days with us are very special. Your induction will introduce you to different aspects of the Company post which you will move into the business unit and take on the responsibilities of your role.
At Leadership Academy (LA) – our state of the art learning facility you will have access to great teachers and custom made curriculum.  At LA, you’ll be given an immersive experience of the pharmaceutical industry and a chance to acclimatise to the work systems, processes, and cultural values that set us apart from any other company. Our top business leaders will interact with you and share their experiences with you, so that you are able to create your niche within the company.

1.2 Training

Fresh campus hires or those with less than a year of experience are typically hired as trainees based on internal norms. The training period is customised according to your qualification and experience. In cases of poor performance, the L+1 in consultation with the HR Business partner may choose to give you an extension of the training period, with the extension period lasting anywhere between from 3 to 6 months. Written deliverables are typically given to focus and aid your evaluation during this period.
A cut-off of the 15th of a month is used for calculating the end of your training period. For those joining post 15th of the month, the 1st of the next month will be considered as the end date.

1.3 Confirmation

Post training, your performance will be evaluated by your L+1 and/or L+2 depending on the role. If your performance during the training period is satisfactory then you’ll be confirmed as a permanent employee. If you were on training extension, a fresh evaluation and assessment is carried out, post extension period.
Upon confirmation your salary may be revised according to the training to confirmation increment matrix. If you’re eligible, pro-rated variable pay will be paid to you.

Capability Building

We encourage you to discuss your learning priorities with your L+1 and the HR Business Partner so that your individual development needs and organizational requirements in agreement. There are multiple options for self-development as outlined below.
You may continue your learning by becoming members of reputed professional associations,. You can apply for a membership to a professional body by filling up an application in consultation with your HR Business Partner.

2.1 Organisational Training Programs

The organisation will periodically arrange training programs based on need and interest. . In addition to this, you will have access to various skill building /career transition programmes that are floated through the year. You can browse these offerings on ihub. We also develop customized learning programmes for various groups based on specific business imperatives.

3. Higher Education Support

You can apply for Higher Education courses related to your area of work and the organization will reimburse your fee within reasonable limits. Reimbursement grants are considered after approval only for courses from reputed institutes and should be linked to your area of work. Have a conversation with your L+1 and HR Business partner for more information.

3.1 Applying for Higher Education beyond company tie-ups:

Unless you are applying for a PhD, which may last for more than four years, the duration of courses that we consider for support should typically not exceed three years.
You may initiate the process by discussing it with your L+1 and the HR Business Partner, giving them details of the course filling in the Higher Education Scheme application form and the Declaration Form. Your relevant Function Head  and your HR P&O  Partner will evaluate the request and may recommend your application to L&D to evaluate. Once approved by the L&D team, you can go ahead with the course after submitting the approval to your HR facilitator. You can claim the agreed reimbursement once you complete the course.

3.2 Planning Ahead:

You can pursue only one course at a time to be able to balance your professional work with course demands. You should share the examination schedule with your L+1 well in advance and plan your leaves accordingly. You are responsible for all other arrangements including preparation time, travel and any other requirements to complete the course successfully.

3.3 Claiming Reimbursement

Once you complete the approved course you can apply for a fee reimbursement by filling up the Higher Education-Reimbursement form. Reimbursements may cover your expenses on admission fee, tuition fee, course material and examination fee against proof of expenses. Your application for reimbursement of course fees should be approved by your  and the relevant Function Head ( Business leadership team ). The approval needs to be sent to the Employee Services Team along with original bills and the approval you received from the L&D team before commencing the course. This reimbursement support is likely to attract Perquisite Tax, which you will have to bear.

3.4 Service co mmitment post reimbursement

Once your study expenses have been reimbursed by the company, it is expected that you serve the organization for at least three years after the completion of the course. If you choose to separate from the organization before that, you can do so by repaying the reimbursement as per the following criteria:

Separation period from claim date	Amount to be paid by employee
Before completion of 12 months	100% of the reimbursement amount
12-24 months	75% of the reimbursement amount
24-36 months	50% of the reimbursement amount
After completion of 36 months	Nil

4. Internal  Role Movements

At Dr. Reddy’s we have different types of internal movements which you can explore to advance your career. Propel, our internal talent marketplace, is your window to the available opportunities in the organization. The objective of Propel is to: 

• Provide you visibility to the different opportunities available for your career development & growth
• Help you understand the types of skills, critical exposures, and aligned roles that will fit your aspiration and profile
• Provide visibility to leaders and hiring managers about your skills and profile.

4.1 Internal Movement guidelines

Internal movements may be facilitated through Internal Job Postings (IJPs), Talent moves, Role enlargements, or Cyclic assessments across all functions for vacant/new positions.
 

4.2 Types of internal movements:

• Internal Job Posting (IJP) – Internal job posting hosted on Propel is the channel through which you can apply for open internal opportunities across the organization.
• Talent moves – High Potential individuals (identified through potential assessment process and BU driven interventions for creating talent pool) may be moved to identified positions after conducting a thorough assessment and review process. Your movement, if applicable, would be aligned to signed-off succession plans.
• Role enlargement / Stretch role – An organizational design or strategy change may result in a significant expansion in the responsibilities for your role. If the enlarged role is equivalent to a different unique role in terms of skills and proficiency levels required, you would be eligible for a role movement.
• Cyclic assessment – If you are part of an identified pool of candidates undergoing periodic assessments to be a part of the list of potential candidates for pre-identified roles, you may undergo a role movement under the cyclic assessment process when a vacancy occurs
   

4.3 Internal Job Postings (IJPs)

Internal job posting is the channel through which you can apply for internal opportunities across the organization. While applying for an IJP, please keep the following considerations in mind: 

Eligibility criteria

Eligibility for an internal movement is based on tenure in the current role, performance demonstrated and relevance of skill 

• Proven Performance Record, i.e., on What scale, ‘On Track’ or ‘Leading’, while on How scale, it should be ‘Often/Always Exhibits’ for last 2 years in the current role. 
• Completion of a minimum tenure of two years in the current role. For campus hires (& trainees) 2 years’ tenure in the role will be considered post confirmation. (P.S. – Skill progressions do not account for a change in role, i.e. tenure in role does not change with a skill progression)

Readiness

• In case you are interested to apply to a new functional track or role, it is important to equip yourself with the necessary skills through other channels like gigs, certifications and growth bridges.
• Ensure that you have the required level of experience, as well as the critical exposures defined for the role you are applying to, to improve your candidature for the role.

Application and Selection:

• Easily search and apply for internal opportunities on Propel/SpringBoard platforms or via RecruitEase email communications.
• Your profile will be screened based on eligibility criteria, skill fit, and relevance to the role.
• If shortlisted, you’ll undergo an assessment process, which may include an interview, case study presentation, and personality assessments, depending on the role requirements. Assessments will evaluate the proficiency level of required skills and critical exposures.
• The mode, frequency, and methodology of skills assessment may vary by role and will be communicated accordingly.
• Seek feedback for your application. You must confirm your selection acceptance to the recruiter within 3 working days. If no response is received, it will be assumed you are not ready to take up the new assignment. Acceptance cannot be withdrawn.

Please note that by applying and participating in the process, it is assumed you are interested in the opportunity. If you decline the offer after selection, you will be ineligible to apply for future internal career opportunities for 1 year from the selection date.
 

Transition Period

While the organization is invested in encouraging movements, it is also important that business continuity is not adversely affected. The transition period (defined below) helps ensure that you transfer your responsibilities to the identified designate:

Role Type	Internal Notice Period
Leadership roles	Not More Than 3 Months from date of Selection
All other full-time employees	Not More Than 2 Months from date of Selection

 

Service Milestone Recognition

Your dedication fuels our success, and we treasure every milestone you achieve.  

Your work anniversaries are more than just dates on the calendar—they're moments we want to celebrate with heartfelt appreciation. As you reach the significant milestones of 5th, 10th, 15th, 20th  and 25th years in your journey with us, prepare to surprised with a special gift hamper delivered at your home. 

The first milestone of 3 years is also special for us and our small token of appreciation will make it’s way to you right on time!
While this gift is our way of celebrating your achievements, please note that taxes will be applicable on the gifts as per the IT Act rules. 

For any queries or concerns regarding the rewards, feel free to raise a ticket through Guru. Your milestones are our celebrations—here's to many more remarkable years together! 

Note: This policy is applicable for all permanent full-time employees in India and Nepal.  

The policy can be modified/discontinued/extended at the sole authority of the organisation’s approving authority.

Business Enablers

DOMESTIC TRAVEL

The below details would be applicable for all business travel booked from 01 April 2024 onwards. To settle any outstanding expenses for trips booked before this date, please refer the policy here.

While we encourage you to make use of digital services such as VC / Microsoft Teams for work, you might have to travel sometimes. On such occasions, we encourage you to be environmentally conscious and prudent in your choices. Our support will cover your need-based expenses while traveling. We hope, when making decisions about your trip, you think of it as if you're spending your own money and always act in the best interests of the organization.

Do inform and discuss with your manager while planning your business trip and making necessary arrangements via the travel portal.

Domestic flights should be booked at least 3 days in advance. Planning in advance is both efficient and economical. In situations of non-adherence to advance booking timelines/ cancellation/ reschedule/no show, an alert will be issued to Employee and their L+1 in the form of email or a call.

Our teams may reach out to you and the concerned HR team, in the instance of any non-conformance observed, to seek cause and/or additional details.

For purposes of the policy, travel between Hyderabad-Miryalguda and Vishakapatnam-Pydibhimavaram will be considered as local travel.

You can initiate your travel request via the official travel platform here.

Inter-city Travel

Travel within 60 km from your office location is considered within the purview of 'local conveyance', and any travel beyond 60 km comes under 'domestic travel'.

You are eligible for air travel in economy class if the travel time is exceeding 6 hours by road or rail. Use our travel portal (TravEx) to plan and book your trips easily. Keeping your safety in mind, we would encourage you to choose flights between 8 am and 8pm for official travel.

We recommend you to choose the shortest and most cost-effective flight option provided.

You may chose to travel by train or via bus if:

• The destination does not have flight options available.
• The duration of travel via road/rail is less than 6 hours.

You may book your train/bus tickets as per your convenience through the TravEx portal. For safety reasons we do not support traveling by car or any private transport. If flights/trains are not available, we advise you to use safe and comfortable bus travel via proven operators.

To make the most of the corporate pricing advantages, we strongly recommend you to plan, request and book your trip and associated services sufficiently in advance – ideally at least one week prior to the travel date. Requests and bookings made with short notice (less than 3 days before travel) will need additional approvals, irrespective of people manager or individual contributor status.

Accommodation and Meals

Certain roles in Global Generics India HO have been identified as Field Forward (FF) and have differentiated limits basis the need and context of travel for the role. 

If you are part of GG India you may view the eligibility for your role, on the 'My Profile' section of TravEx, under Travel group.

Company-provided Accommodation

The travel platform will provide you with several accommodation options for your stay, including guesthouses wherever applicable.
Our company guesthouses are intended to facilitate efficient stay options for business travel, and is intended for availability and use for the maximum possible travelling colleagues. Company guesthouses are the preferred accommodation option, wherever available. Most guesthouses have single as well as double sharing accommodation options, however, we strongly recommend that you choose double occupancy options to help us provide safe and comfortable stay to all our colleagues travelling to the location. Once you select the room preference, the booking request is sent to the guesthouse and same is confirmed upon availability. The guesthouse Admin may request you to move to a different room during the stay subject to availability/inventory at location basis gender and room preference. You may choose to stay in a hotel only if the guesthouse accommodation is unavailable. We encourage you to plan your travel carefully and reserve accommodation strictly around the duration of work in the location. Long duration stays in the guesthouses, would be flagged, and the travel team may reach out to understand the context and seek additional approvals of such instance. In case a long-duration stay is absolutely necessary, do keep your line manager(s) and P&O Partners informed.

We encourage you to exercise prudence and make economical decisions while making your accommodation choices. Please find below the entitlement grid for your per day stay limits (applicable in either case – if booked through company or if arranged directly by you):

City Classification	Cities	Company Booked Accommodation Limit* (INR)	Self-Arranged Accommodation* Limit (INR)
A+	Delhi NCR, Mumbai Metropolitan region, Bangalore	10000	5000
A	Chandigarh, Pune, Chennai, Hyderabad, Jaipur, Kolkata, Ahmedabad, Goa	8000	4000
B	All other cities	6000	3000

*Accommodation limits are excluding taxes

For roles mapped as Field Forward the accommodation limits will be applicable as below:

City Classification	Cities	Company Booked Accommodation Limit* (INR)	Self-Arranged Accommodation* Limit (INR)
A+	Delhi NCR, Mumbai Metropolitan region, Bangalore	6000	3000
A	Chandigarh, Pune, Chennai, Hyderabad, Jaipur, Kolkata, Ahmedabad, Goa	5000	2500
B	All other cities	4000	2000

*Accommodation limits are excluding taxes

Accommodation options booked via the official travel platform only would be eligible for the amounts mentioned above in case of company-booked stay

Note: If you're requesting accommodation in or around your base location, the request will have to be approved by your manager.

Self-Arranged Accommodation

You can choose to make your own arrangements for accommodation (such as staying with friends, family etc.) and claim a fixed value towards the related expenses, based on your travel location. You won’t need to submit any supporting bills for the self-arranged accommodation entitlement.

You may refer the entitlement grid in the previous section for city-based self-arranged accommodation allowance limits. Please note that this allowance excludes your meal expenses as that would be covered separately.

The amount you receive under this provision would be taxable. Payments made for self-arranged accommodation ( domestic or international ), along with any long-trip allowance cannot exceed INR 1 lakh in one financial year.

If you're arranging your own stay for over 10 days, you need your manager's approval for receiving your allowance. If it's longer than 20 days, you'll need approval from your manager as well as L+2

Meals

Every city offers a unique cuisine experience. To help you find your comfort food that suits you best while you travel, you will be eligible for claiming your meal expenses based on the city of travel. Your meal allowance limits would be as per below details:

City Classification	Cities	In case of Company-arranged accommodation*(INR)	In case of self-arranged stay*(INR)
A+	Delhi NCR, Mumbai Metropolitan region, Bangalore	3000	1500
A	Chandigarh, Pune, Chennai, Hyderabad, Jaipur, Kolkata, Ahmedabad, Goa	2400	1200
B	All other cities	1800	900

*Meals limits are excluding taxes

For roles identified as Field forward, the meal allowance would be as below:

City Classification	Cities	In case of Company-arranged accommodation*(INR)	In case of self-arranged stay*(INR)
A+	Delhi NCR, Mumbai Metropolitan region, Bangalore	1800	900
A	Chandigarh, Pune, Chennai, Hyderabad, Jaipur, Kolkata, Ahmedabad, Goa	1200	600
B	All other cities	1000	500

*Meals limits are excluding taxes

To claim the meal expenses, you will need to produce supporting bills against the actual cost you incurred during your trip.

In line with our belief in promoting good health, we do not cover any expenses incurred for tobacco usage.

Other Incidental Expenses

We know you may have to incur multiple other expenses while you’re traveling for work. Based on your location of travel, you will receive a fixed amount to cover these miscellaneous expenses like tips, portage, official phone calls, laundry etc.

You will be eligible for this amount covering your incidental expenses if you have opted to stay at a company-booked accommodation booked through Travex. If your travel arrangements, such as group bookings or partial bookings, are organized centrally and covered by the company, you will not be able to claim these incidental expenses for reimbursement. However, in rare cases, if an expense is unavoidable, you may submit a claim under the Other Expenses category on Travex, which will require the necessary approvals. 

As each city demands different needs, the amount you receive will be based on the following table:

City Classification	Cities	Incidental limits (In INR)
A+	Delhi NCR, Mumbai Metropolitan region, Bangalore	500
A	Chandigarh, Pune, Chennai, Hyderabad, Jaipur, Kolkata, Ahmedabad, Goa	400
B	All other cities	300

You can claim your incidental allowance while submitting the claim request for all your other expenses. You need not submit any bills to receive the amount for these costs incurred.

For instance, if you are travelling to Chennai for 4 days and staying at a hotel or guest house booked by the company during the travel, you would receive INR 1600 to cover your incidental expenses.

Attendant Support

If you are a mother with a tiny tot under 2 years of age or a person with a disability**, we want you to have adequate support while you travel for business. You may choose to have an attendant accompany you during your business trip.

We will cover your attendant’s food and travel expenses, the limits for which would be the same as your eligibility.

In case of travelling mothers, the travel arrangements for the child (provided child is eligible for infant fare on airlines) and charges for an extra bed at the company-booked stay will also be covered as per the actual cost incurred. This provision will not cover any extra room.

Please note:

• In case of mothers travelling with an infant, it is necessary for your child details to be available on our My Profile portal to avail these options. You may claim these benefits for both your children if you’re a lucky parent of twins who are accompanying you. However, your room eligibility will remain the same in this case.
• In case you choose to arrange for your own stay ( self-arranged accommodation ), you may claim the airfare expenses for yourself, your attendant and your child (where applicable). The expenses for accommodation and meals, however, can be claimed only for you.
• The incidental expenses will be applicable only for you (employee), and only if accommodation is booked by the organisation.
• You will need approval from your manager for all such trips where you wish to travel with an attendant.

Illustrations:

If you are a person with disability** travelling to Jaipur for work along with an attendant, we will be covering the following expenses for you if you opt for a company-booked accommodation:

• Air tickets for you as well as your attendant
• Hotel accommodation of up to INR 8000 per day
• Meal allowance of INR 2400 per day for you and your attendant (i.e. INR 4800)
• Incidental allowance of INR 400 per day ( only for you ) to cover your miscellaneous expenses

If you are a mother travelling with your child who is 1.5 years old and an attendant to Mumbai, you will be eligible for the following if you choose company-booked accommodation:

• Airfare for you, your child (provided infant airfare is applicable ), and your attendant
• Hotel accommodation of up to INR 10,000 per day and any extra bed charges paid
• Meal allowance of INR 3000 per day for you and your attendant (i.e. INR 6000)
• Incidental allowance of INR 500 per day to cover your miscellaneous expenses

If you are a mother travelling with your child who is 1.5 years old and an attendant to Vadodara, you will be eligible for the following if you opt for self-arranged accommodation:

• Airfare for you, your child ( provided infant airfare is applicable ) and your attendant
• Self-arranged accommodation allowance of INR 3000 per day for your stay
• Meal allowance of INR 900 per day for you

**PwD, as classified under ‘The Rights of Persons with Disabilities Act, 2016’.

Long Trip Support

Making yourself comfortable in a new city might not always be very easy. Keeping this in mind, we offer you long trip support to help you meet your needs during a long trip of 15 days or more. You can avail this benefit when opting for company booked accommodation. You will receive an allowance of INR 2500 for each completed week of trip.

For receiving this amount, you can add the long trip allowance header while claiming your expenses and adding the duration of your travel.

This amount will be paid to you along with the overall expenses and no bills would be needed for this allowance.

Meeting your responsibilities at homes is equally important as fulfilling your role at work. If your trip lasts longer, you would be eligible for one trip back to your base location for every 3 weeks during your long business trip.

For raising request for a long trip, you would need approval from your manager.

Note: The long trip allowance received would be taxable. The allowance, in combination with any payments made for self-arranged accommodation (domestic or international) cannot exceed INR 1 lakh for an employee in a given financial year.

Additionally, please note, the cumulative pay-out for self-arranged accommodation and long-trip allowance (including both domestic and international travel) can be up to INR 1 lakh in one financial year. Any exceptions to this will need BU HR Head approval.

Travel Advance

For a hassle-free and pocket-friendly experience during your business travel we recommend using your corporate credit card for managing your travel expenses.

If you are yet to avail a corporate credit card, for the first trip you can request for a travel advance to cover your incidental expenses during the trip. You can request for INR 10,000 in case of a trip shorter than 15 days and INR 50,000 in case you are going for a long trip of 15 days or more.

We encourage you to opt for the corporate credit card for your future travels for ease in handling expenses – travel advance will be facilitated only once for an employee.

Claiming your expenses

All you travel and expenses related requests can be taken care of through the TravEx portal. To claim your travel expenses, you can login to ihub 3.0 and search for ‘TravEx’.

You can approve your own travel expenses if all your costs fall under the city limits. In case you need to submit any request for claiming your expenses please ensure to raise your request within 30 days of your return from the trip. If you miss settling the company-paid expenses within 45 days after your trip ends, the amount would be recovered from you.

Some of you may have specific work and travel arrangements agreed formally – any trip related requests, including that for accommodation, flights, local expenses, meals etc. would be strictly as per the terms agreed with the Head P&O Partner for the business unit. Barring any such formal arrangement, requests for domestic travel related requests or expenses for/in the base location of work would be flagged and disallowed. For eg. If your base location of work is Bachupally, any request for accommodation in, or flights from your home town to Hyderabad, would not be covered under our business travel policy.

If your expenditures surpass the entitlement limits for any aspect of your business trip, additional approval will be required based on the amount by which the expenditure exceeds the limits. Please refer the below grid for the approval flow of the expense claim request

Description	Approver Flow	L+1	L+2	Cost Centre Head	L+1 of CC Head	MC
Value by which the expenditure exceeds the limits (INR in lakhs)	Initiator -> L+1 -> L+2 -> CC Head -> L+1 of CC Head -> MC	<0.10	<0.50	<2	2-3	≥ 3

For all your travel-related queries, feel free to reach to Guru. Our internal team will assist you wherever required for resolving your booking & expense related queries.

Note: Please be aware that any lounge entry fee or other paid services taken via your corporate credit card during your travel will be treated as personal expenses and hence not applicable for reimbursement.

Intra-city Travel

When travelling outside base location, we encourage you to use App-based cab options for better flexibility and easy access. We will reimburse the expenses for your local travel (cabs, or public transport) based on actual costs incurred. Company booked cabs are intended for use only in the event of unavailability of radio-cabs for any reason, or when safety is a distinct concern. You can request for company cabs for official travel, including airport transfers, city travel, and outstation trips, through the TravEx portal.

We would strongly recommend to exercise discretion in any such usage, and discourage such usage for business-as-usual/short distance travels. Radio-cabs/public transport are the more economical and ecological option available to us, including for instances like airport travel, and we encourage you to make the best of the same .

Employees needing to attend multiple meetings across multiple locations in and around the city would be enabled with company cabs on request. Employees who identify as transgender or person with disability** can self-approve their cab requests if they are travelling for work in the base city or destination city of travel. Women employees can self-approve cab requests if they are travelling outside of company locations for multiple meetings. You can also raise a cab request if you are visiting India from an international location.

App-based cabs (where applicable) are the preferred choice for both inter-office travel between DRL offices/plants and airport transfers when traveling for work. The expenses incurred for such travel ( radio-cab fare/fuel expenses for self or leased vehicle ) will be reimbursed based on bill submission.*

If you are using your own car or the company-provided car for local commutes, commute between DRL offices or plant locations and airport transfers, we will reimburse costs* @ Rs 15.00 per km while for use of two wheelers you can claim @ Rs 4.5 per km.

Please note that cab requests will have a requisite lead time and plan and pre-book accordingly.

We strongly encourage you to car-pool while on local/business travel to make the best of the resources available. For airport transits in Vishakhapatnam city, travel desk will manage the carpooling for you basis the route and/or time of your flight. The sharing arranged will be applicable for up to a group of 3 colleagues. While it is strongly encouraged to carpool, under exceptional conditions employees may decide to opt for independent arrangements, owing to either medical concerns, safety concerns, or different destinations other than Pydibheemavaram and Duvvada. In the case of refusal, the team would be reaching out to understand the reason further. Book your ride through the TravEx, and you’ll receive all the details 24 hours before your trip.

In case you need to book a bus or any other large vehicles (over 7/8 seaters), you will need approval based on the following scenarios:

• If the request is for a single day and single vehicle use, you will need your manager’s approval.
• For multiple day use or multiple vehicles, irrespective of the number of days, approval should be taken from your L+2.

MC members/BU Heads can self-approve their requests

Daily commute to work locations/plants are excluded from the scope of this policy.

All local travel related expenses will need approvals based on the Delegation of Authority guidelines, and domestic/international travel related expenses will need approvals as defined in the respective travel policy.

*Will be subject to conditions as per other relevant policies including but not limited to Conveyance/Credit Card etc.

**PwD, as classified under ‘The Rights of Persons with Disabilities Act, 2016’.

Corporate Credit Card

You can use your corporate credit card for all official expenses*. If you are yet to avail a corporate credit card, for the first trip you can request for a travel advance up to INR 10,000/- via TravEx to cover your incidental expenses during the trip.

Settlement of official travel expenses availed using the corporate credit card have to be done as per the specifics of the Corporate Credit Card Policy.

*Payments made for airport lounge usage and preferred seat selections during air-travel will be treated as non-work expenses.

Note: Before you start using the card, be sure to go through the do’s and don’ts.

Personal Booking

Our travel platform (TravEx) allows you to plan and book your tickets for your personal trips as well. You will have to make the payment online for all personal bookings. If you wish to book your hotel as well through the travel portal, you will be able to do so with hotels in contract with our vendor, the expenses for which have to be borne by you.

For personal travel bookings made through our travel partner on the TravEx portal, nominal fees will apply. Domestic airfare bookings incur a fee of INR 50 per sector, while international bookings incur INR 250 per sector. There are no additional fees for hotel bookings.

Please note that these bookings will be treated as completely personal with no organizational involvement or liability.

Modification & Cancellation

In case you need to modify or cancel your approved trip booking due to any sudden changes of plan, you shall have to do the same atleast 6 hours before planned time of travel.

To initiate the process of cancellation you need to raise a cancellation request through the TravEx at least 6 hours prior to your time of travel. Trips/flights not modified or canceled within the timelines would be treated as a no-show. In such cases, the organization may recover any and all costs incurred due to the bookings ( all services ). Recoveries against No Shows for flights ( uncanceled flights in the instance of a change of travel plans ) will lead to recoveries against payroll.

 

INTERNATIONAL TRAVEL

With Dr. Reddy's extending its promise of good health globally, you might have to collaborate with our colleagues from the world over. Digital modes of communication should be leveraged to the maximum extent for all global collaborations. In certain instances of business criticality, you might have to travel to other countries for work. Our official travel portal, TravEx, is equipped to help you plan your international business trip in such times. 

Air Travel

We wish to make your journey comfortable and well-suited to your needs. You can book your flights for international business trips through our travel booking platform, TravEx, where you can choose the fastest route and suitable timings based on your requirements.

The default cabin class for air travel will be Economy Class. However, you would be eligible to avail Business Class if all the following conditions are met:

• Your role is currently designated as Business Class Eligible (BCE).
• At least one leg of travel of the flight by the fastest route is grater than 5 hours in duration.

Certain roles across the global organization are mapped as Business Class Eligible (BCE) basis the need and context of travel for the role. If you are based in India you may view the eligibility for travel cabin for your role, on the 'My Profile' section of TravEx, under Travel group. The recommended cabin class is an indicator of the travel need and context of the role globally and should not be considered as an individual entitlement.

We urge you to exercise prudence and consider cost efficiency when making travel bookings, as you would for personal trips and expenses.

While approving your trip bookings the MC member/BU Head has the authority to ask you to travel in a more economical option, including travelling via Economy cabin class, even if the trip qualifies for availing Business Class as per the conditions above.

Please note that the default cabin class would be Economy for large group meetings, off-site events, or annual LTA trips as well irrespective of any other condition.

To make the most of the corporate pricing advantages, we strongly recommend you to plan, request and book your trip and associated services sufficiently in advance, at least 15 days prior to your travel date (when active visa is available).

Should you book outside the mentioned timeline, the travel team may need you to provide reasons for the delay. It is advisable to adhere to the timeline provided.

Note:

All travel within a country would be treated as domestic travel even if the flight duration is greater than 5 hours. This includes travel between the following:

• US/Canada/Mexico (within NAG)
• Within Russia
• Within Europe

For all domestic flights, the standard cabin class will be Economy Class.

Illustration: If you are travelling from New Delhi to New York and have a domestic transfer between New York to Mexico during the same trip, your flight to New York may qualify for availing Business Class based on the conditions mentioned earlier but the applicable cabin class would be Economy be default for the flight from New York to Mexico.

For such a scenario the travel portal may allow booking Business class tickets for both flights, however the travel team would modify the final booking as per the policy.

Accommodation

When traveling internationally for work, the organization will cover your accommodation expenses, as per defined limits. To cater to your specific requirements, the eligibility limits for these expenses will depend on your destination.

You can check for all your eligibility limits based on the destination of travel here.

Company-booked Accommodation

You can enter your destination city and dates for accommodation on the travel portal when raising your trip request. While accommodation options may not be visible on the portal for selection, our travel team will arrange a comfortable stay close to the location of work for you based on the eligibilities in the destination city. 

To address location-specific cost variability, eligibility limits differ by geography and are listed here . All limits are per night, excluding tax.

If you are travelling to a country not listed in the tables attached, your hotel stay limit would be USD 150 per night.

Note –

In case where the eligibility limit is insufficient due to local conditions and your role is eligible for Business Class travel, you may claim accommodation expenses based on actual costs incurred, up to USD 350 or the country/city limits (whichever is higher). Kindly remember that this is not intended as an entitlement and should be reserved for exceptional circumstances, ensuring prudence and cost-effectiveness.

Self-Accommodation (Daily Entitlements):

If you choose to arrange your own accommodation during an international business trip, you will receive an allowance which varies based on your destination city or country.

You can opt for a self-arranged accommodation if you’re travelling to any of the following locations:

• Russia
• India
• USA
• Canda
• Europe (France, Spain, Italy, Germany, UK & Switzerland)
• Nepal

The different eligibility limits for each of these regions are mentioned here (under the “self-arranged accommodation limits” column in the tables).

Owing to safety and local regulatory guidelines, it is mandatory to opt for a company-booked stay when travelling to a location other than those mentioned above. Additionally, while you can opt for self-arranged accommodation for short trips, if your trip duration is greater than 15 days it would be mandatory for you to opt for company-booked accommodation. 

The per-day allowance for self-arranged accommodation does not include meal expenses, which would be covered separately.

Note -

• The allowance for self-arranged accommodation will be taxable as per the relevant IT Acts.
• The cumulative pay-out for self-arranged accommodation and long-trip allowance (for both domestic and international trips) can be up to INR 1 lakh in one financial year. Any exceptions to this will need BU HR Head approval.

Single Day Trip:

• If you start and finish your trip on the same day without an overnight stay, you will receive a full-day allowance.

Multiday Trip:

For trips requiring an overnight stay, you are eligible for the full-day allowance for all days of the trip

Meals

We know being on the move can work up an appetite, feel free to grab a meal while you’re away for work, it's on us. We will reimburse all meal expenses based on the actual costs incurred. Just make sure you keep the bills for these expenses to submit for reimbursement.

Liquor expenses, if reasonable, can be covered under meals but remember, all company policies, workplace etiquette, and the Code of Business Ethics shall apply.

In line with our belief in promoting good health, expenses borne for tobacco use are not covered.

Incidental Expenses

We trust you to spend reasonably as if it were your own money and spend in the best interest of the company.

When you are on international business travel, you may avail an allowance which would be a fixed percentage of the daily hotel accommodation limits for your destination city/country. This allowance covers incidental and miscellaneous expenses such as telephone charges, portage, laundry, drinking water, etc.

You do not need to provide bills for these expenses. You would be eligible for this allowance when you opt for company-booked accommodation booked through Travex at a hotel or guesthouse. If your travel arrangements, such as group bookings or partial bookings, are organized centrally and covered by the company, you will not be able to claim these incidental expenses for reimbursement. However, in rare cases, if an expense is unavoidable, you may submit a claim under the Other Expenses category on Travex, which will require the necessary approvals. This amount can be claimed through the travel portal, TravEx while raising your expense request. The amount will be settled with your final trip expense settlement.

The region-wise amount for the incidental expenses allowance have been mentioned here. For cities or countries not listed in the attachment, the incidental expenses limit is 8 USD.

Long Trip Allowance

Staying away from home and adjusting in a new country for a long time can be challenging and we wish to make your experience as smooth as possible. In cases where you require to stay at a location for over two weeks, you would be eligible for a weekly allowance of US$ 75 to meet your out-of-pocket living expenses. The long trip allowance would be applicable when you are staying at a company booked accommodation/guesthouse only.

This amount will be payable along with your overall expenses and will be taxable.

Please note that the cumulative pay-out for self-arranged accommodation and long-trip allowance (including both domestic and international travel) can be up to INR 1 lakh in one financial year. Any exceptions to this will need BU HR Head approval.
 

Other Expenses & Travel Advance

You can claim expenses for local conveyance, visa, airport arrival or departure taxes, medical expenses, laundry and costs for self-driven cars or taxis as per actual cost incurred against bills. These can be raised through TravEx while claiming other expenses under the suitable headers.

Please restrict special corporate gifting, entertainment and liquor expenses to customer interactions. Ideally, when you plan your international tours, do anticipate such occasions & expenses, and confer with the relevant MC members/BU Heads in advance.

To make your transactions easier and more pocket-friendly, we urge you to apply for a corporate credit card for daily expenses through Guru. If you feel this may not suffice your requirements, you may also request a cash advance of up to USD 1000 to meet reasonable expenses. 

You can raise a request for travel advance through the TravEx portal. Please note, the travel advance will be settled along with the overall trip expenses.

All expenses for international trips must be approved by your manager as well as your L+2. If you need to go for visa processing before the trip request is raised/approved, you will need your manager’s approval.

We strongly recommend that you submit all your claims for expenses within 30 days from your date of return.

Travel Insurance

You will be covered by travel insurance when you are traveling abroad for the company.  The policy covers Accidental Death, Permanent Disablement, Emergency Medical Expenses, Loss of Baggage and Personal Documents, Checked-in Baggage Loss, Baggage Delay, Emergency Travel Benefits, Personal Liability, Hijacking, etc. Further details are outlined in the travel insurance certificate. Coverage terms and conditions are shared with you by the Travel Desk coordinator before you leave.

International Roaming Connection

When you travel internationally, we will provide you with global roaming packages tailored to your destination and trip duration. You won’t need to claim separate expenses for international roaming unless the travel desk/administrative team can't provide the service package.

To activate international roaming for your trip, please select the checkbox on the travel portal while raising your trip request.

Travel Approvals

Your international travel request needs to be approved by your manager and an MC member/BU Head from your respective function/BU.

The approvals for claiming your expenses would be as mentioned in the section below. You can request for an advance when you raise your travel request.

Claiming international expenses

Please submit your claim within 30 working days after returning from your business trip. The travel expenses can be claimed via the TravEx portal. The expense request must be submitted with original bills, credit card statements and receipts as applicable. 

Approval will depend on whether your claim meets or exceeds the entitlement limits. If your expenses exceed the specified limits, you will need three levels of approval:

• Your manager
• Your L+2 manager
• Depending on the amount exceeded, either the cost centre head, their L+1, or an MC member/BU Head.

Please refer the grid below for the approval flows while claiming expenses:

Description	Workflow	L+1	L+2	Cost Centre Head	L+1 of Cost Centre Head	MC member/BU Head
Expenses within policy limits (Green Channel)	Initiator -> L+1 -> L+2	All	All	Not required	Not required	Not required
Expenses higher than policy limits (Red Channel)	Initiator -> L+1 -> L+2 -> CC Head/L+1 of CC Head/MC/BU Head	All	All	Between 0.25 to 2 times the limit	<3 times	> 3 times

 

If you have taken travel advance, you may wish to return the foreign exchange, this can be done only for US$, £, and €. If you are returning from a country which uses some other currency, please exchange the local currency into any of the above before you leave that country.

Modifications & Cancellations

It is strongly recommended to plan ahead to avoid trip cancellations/modifications. In the unforeseen event of any such situation, it is mandatory to keep the travel team informed – by raising the change requests on TravEx immediately. 

You can make modifications to your trip booking (for instance, changing the travel date, the destination, etc.) 36 hours prior to the date of travel via the official travel platform, TravEx.

If you need to cancel a flight, please ensure you do so on TravEx at least 24 hours in advance. This helps us manage travel arrangements efficiently. If we do not receive your cancellation within this timeframe, the flight expenses may be recovered from your payroll. 

Additionally, any/all charges arising due to late modification or cancellation requests beyond the specified timeline, may be recovered from your payroll. You may need to provide reasons for the last-minute changes/cancellations if requested. 

To initiate the process of cancellation you need to raise cancellation request through the TravEx portal by selecting the appropriate options available on the tool.

You can access the travel platform here  or just search for “TravEx” on the ihub portal.

Please ensure all your bookings and requests comply to our organization policies and codes applicable to your role.

 

CORPORATE CREDIT CARD

At Dr. Reddy's we trust our employees to spend company money when it is required for company related expenses. To facilitate cash flow, the corporate credit card is available to all employees.

You are eligible for an initial credit limit of INR 2 lakh for the credit card. If you feel this amount does not meet your business needs based on the frequency of travel or nature of your work, you may request an increase in the limit. The limit can be increased up to INR 5 lakhs.

For MC members, the initial credit limit would be INR 5 lakhs.

We encourage everyone who travels frequently to avail of the card. To enrol yourself for the credit card you can simply raise a ticket in Guru and submit the relevant documents needed. You can raise the request for increasing your card limit through the same application.

Broad Guidelines - Trust But Verify
The company trusts its employees to not use the credit card for personal expenses, but we do verify. In a situation where the card gets used for non-work expenses*, we will have to blocked the card immediately.

Monthly statements of your expenses will be available in the expense portal, these should be submitted along with the original bills as per the Delegation of Authority guidelines.

If the expense bills along with approvals are not submitted in the expense portal within 60 days of usage/end of trip, the expense amount will be deducted from payroll and the Credit Card will be deactivated immediately. The reversal of such deductions and reactivation of card can be requested on submission of bills within maximum 180 days from usage/end of trip.

At the time of separation from the company you will need to return the corporate credit card and clear all the outstanding dues 15 days prior to your last working day, else the outstanding amount will get adjusted in your final settlement.

Note: Before you start using the card, be sure to go through the do's and don'ts.

*Payments made for airport lounge usage and preferred seat selection during air-travel will be treated as non-work expenses.

DOMESTIC RELOCATION

The below details will be applicable for all relocations effective 1st January 2024. If your effective date of relocation is up to 31st December 2023, please refer the policy here.

Your job may require you to shift your base to another Dr. Reddy's location to do the same role or take up a different one. In such scenarios, we would extend all possible support to make the transition comfortable. You are eligible for Relocation Support if the distance between your current city of work and the reporting location are more than 60 km apart.

Travel Support

We will reimburse a one-time travel cost for your family members—spouse/partner, dependent children, dependent siblings with disabilities*, dependent parents - from your current location to where you are posted. To help you coordinate the transfer of your family and belongings, you can claim for yourself up to three paid-for single trips.

The travel mode entitlement for the purpose of above trips are as below:

• If the travel duration from the place of origin to your new work location is less than 6 hours, you may travel by railways and avail up to AC 2-tier fare.
• If the travel duration is greater than 6 hours by road or train you can avail air travel by Economy cabin class.
• If you are a person with disability* you may choose to opt for flights for the travel irrespective of the duration of the journey.

If you are based in a city at a driving distance from your posting location, then you may travel by a 4-wheeler and we will reimburse the travel @ INR 15.00 per km including toll charges if any.

Pet Relocation

We know your pet is like family to you and hence we reimburse any expenses you bear for your pet's relocation which would include rail/air fare or expenses towards any specialized pet relocation services. This would be reimbursed based on the bills uploaded for any amount up to INR 20,000 (exclusive of taxes, inclusive of multiple pets). This amount would be treated in accordance with Income tax rules.

Packing & transportation of household goods

We encourage you to avail the cashless facility for packing and transportation of your household goods through vendors we have partnered with.

For availing this facility, please reach out to [email protected].

To transfer your belongings, the company will bear the charges for packing and transportation cost as per actuals against invoices.

Joining Vehicle transfer

You can claim transportation costs on actuals for 1 four-wheeler and 1 two-wheeler in addition to company leased cars if any. We also pay for the inter-state registration and road tax charges for vehicles registered in your or your partner's name based on actual costs incurred, subject to submission of bills.

Additionally, you may also claim reimbursement for 50% of the vehicle brokerage fee you may have paid to third party service providers during this process, against bills This amount would be treated in accordance with Income tax rules.

Initial stay

To help support you while you find suitable accommodation for yourself and your family, we will arrange your stay for up to 15 days at the Company guest house or at a hotel.

For any support or query related to accommodation or relocation support you can raise a ticket in Guru.

We recognize that finding accommodation suiting your diverse needs can take a longer time. If you are a person with disability* or identify as transgender, you may avail the company booked accommodation for 30 days.

The amount the company spends on initial stay shall be treated in accordance with Income tax rules.

Local Transport

The onboarding team ensures that you are provided with a comfortable place close to your place of work. In case the stay booked by the company is far from where you need to report to, you may claim reimbursement for local conveyance during your period of stay for up to the first 15 days post your relocation.

If you are a person with disability* or identify as transgender, you can avail of local transport reimbursement for up to 30 days post your relocation (if you are staying in company provided accommodation).

You can also avail airport travel fare (to and from home/office) as per actuals subject to bills.

This amount would be treated in accordance with Income tax rules.

Relocation Leave

As you will need days off to travel and settle into a new location, you are also eligible for a relocation leave of up to 4 days during your relocation (to be used within 15 days of date of relocation).

House Rent Brokerage fee

We reimburse brokerage fees subject to a limit of 50% of the monthly rent of the accommodation you choose, against bills. This amount will include only the rental component of the accommodation and does not include maintenance or any other ancillary charges. In case you are sharing the accommodation with another colleague from Dr. Reddy’s, only one of you can claim the reimbursement. This amount would be treated in accordance with Income tax rules.

School / College admission fees

We recognize that there can be fresh expenses as you place your children in a new educational institution. We subsidize these expenses up to ₹ 50,000 per child for a maximum of 2 children. The expenses can cover one- time admission fees, cost of books and uniform only. This amount would be treated in accordance with Income tax rules.

Taxability of Relocation Expenses

Relocation expense claims for brokerage fees, vehicle transfer, interstate registration, local transport and pet relocation are treated as perquisites and are taxable in accordance with the Income tax laws. These taxes will have to be borne by you. In case you place a request to extend your initial stay beyond 15 days, the amount incurred by the company towards extending your accommodation too shall be treated as a perquisite.

Claiming Relocation expenses

You can fill the Relocation Expense Claim Form and submit it with supporting documents to [email protected]. The reimbursements will be directly credited to your account. You can claim all expenses related to relocation support only once, partial claim is not permitted, and only admissible with original bills/receipts within three months of relocation/expense (whichever is earlier).

If due to some exigencies you are not able to claim these expenses within 3 months, please take guidance from the relocation support team. Reimbursements for these expenses beyond 12 months (from Date of Relocation/expense date whichever is earlier) would not be covered.

Any deviation in any of the headers above will need justification and requires additional approval. It is recommended that you check the eligibility beforehand and take guidance from the relocation support team in case you have any queries.

Recovery of Relocation Expenses

If you decide to move out of the organisation within 12 months of date of relocation, the gross amount of the claim is liable to be recovered as a part of the final settlement.

INTERNATIONAL RELOCATION (in case of relocating/repatriating to India)

We acknowledge the effort it takes for a family to relocate to a new country and start afresh. Accordingly, apart from the logistics support of the International Travel Desk ([email protected]) in arranging your travel, we also support you with certain allowances to help you settle into a new environment.

Travel and Transit costs

We will arrange travel tickets for your spouse, children and you, as well as secure accommodation during transit as per the International travel accommodation eligibility in case of international relocation. Default cabin/ coach class will be economy for all cases, irrespective of your travel role group eligibility.

Initial stay expenses

Once you reach the new India, you will be accommodated for 15 days at a company accommodation or a hotel. In line with the Domestic and the International Travel policy you may claim:

• Boarding and lodging costs
• Local conveyance expenses
• Official telephone calls
• Laundry expenses

Initial Settlement Expenses

You are eligible for lump sum allowances against actual expenses to the extent of total not exceeding 5,000 USD net of taxes based on the number of individual travelling:

• 2,000 USD for self
• 1,500 USD for each accompanying family member

You can use this amount for the purchase of goods and services required to set up an establishment. Alternatively this allowance can be used to cover the costs of transfer of personnel effects from the country of residence to India and other miscellaneous costs that arise due to the transfer subject to a limit of the eligible Allowance.

Relocation leave for expatriates returning to India

You can take up to 5 days of relocation leave, in addition to the time spent on travel. This period will be treated as ‘on duty’ and will be over and above the leave entitlement.

These leaves should be availed within 15 calendar days of relocating.

Claiming relocation expenses

All the settlements/reimbursements pertaining to travel, relocation advance and initial stay expenses can be done through the portal. These expenses need to be routed via the Red Channel. You will need to send the expense statement along with the supporting bills and credit card statements to Global Business Services (GBS).

For claiming your Initial Settlement Allowance, you can fill the form and send it with supporting bills with the approval from the concerned MC member in consultation with your HRBP to Global Business Services (GBS).

All travel arrangements and requisitions need prior approval from LC member of your function/ business unit and the Head of the unit HR.

Please submit reimbursement/ allowance claims with original bills/ receipts within three months of relocation. If you anticipate a delay, let the HR team at your location know.

CORPORATE SIM, INTERNET & ACCESSORIES

Workplaces are dynamic today and so are you. The corporate SIM connection is there to help you remain connected for all your work-related needs. A corporate SIM connection with data facility is provided for all those in supervisory roles and for those in corporate functions. However, if the nature of your work demands it and your L+1 is in agreement with you, you will be eligible for the corporate SIM connection irrespective of your function. The company will pay the rental, activation and official call charges directly to the service provider.

You can also avail ISD facility by taking approval from your L+2. This facility would be on need-basis and would be subject to approvals.

Joining Support

The below details will be applicable for all employees joining 1st January 2024 onwards. If your date of joining is up to 31st December 2023, please refer the policy here.

We offer all possible support to welcome you into the Dr. Reddy’s family and make your transition easier. You are eligible for Joining Support if the distance between your current city of work and the joining location are more than 60 km apart.

Travel Support

We will reimburse a one-time travel cost for your family members—spouse/partner, dependent children, dependent siblings with disabilities*, dependent parents - from your current location to where you are posted. To help you coordinate the transfer of your family and belongings, you can claim for yourself up to three paid-for single trips.

The travel mode entitlement for the purpose of above trips are as below:

• If the travel duration from the place of origin to your new work location is less than 6 hours, you may travel by railways and avail up to AC 2-tier fare
• If the travel duration is greater than 6 hours by road or train you can avail air travel by Economy cabin class.
• If you are a person with disability* you may choose to opt for flights for the travel irrespective of the duration of the journey.

If you are based in a city at a driving distance from your posting location, then you may travel by a 4-wheeler and we will reimburse the travel @ INR 15.00 per km including toll charges if any.

Packing & transportation of household goods

To transfer your belongings, the company will bear the charges for packing and transportation according to the following table against bills:

Distance between current and new base location	Eligibility Limit (All Employees), INR
Less than 300 Km	25,000
300 to 1000 Km	50,000
1000 Km & Above	80,000

Note: Limits mentioned above are exclusive of taxes.

Joining Vehicle transfer

You can claim transportation costs on actuals for 1 four-wheeler and 1 two-wheeler. We also pay for the inter-state registration and road tax charges for vehicles registered in your or your partner’s name based on actual costs incurred, subject to submission of bills. Additionally, you may also claim reimbursement for 50% of the vehicle brokerage fee you may have paid to third party service providers during this process. You will need to submit bills for the same. This amount would be treated in accordance with Income tax rules.

Pet Relocation

We know your pet is like family to you and hence we reimburse any expenses you bear for your pet’s relocation which may include additional rail or air fare. This would be reimbursed based on the bills uploaded for any amount up to INR 20,000 (exclusive of taxes, inclusive of multiple pets). This amount would be treated in accordance with Income tax rules.

Initial stay

To help support you while you find suitable accommodation for yourself and your family, we will arrange your stay for up to 15 days at the Company guest house or at a hotel. For support on the bookings, please raise a ticket on Guru.

We recognize that finding accommodation suiting your diverse needs can take time. If you are a person with disability* or identify yourself as transgender, you may avail the company booked accommodation for 30 days.

The amount the company spends on initial stay shall be treated in accordance with Income tax rules.

Local Transport

The onboarding team ensures that you are provided with a comfortable place close to your place of work. In case the stay booked by the company is far from where you need to report to, you may claim reimbursement for local conveyance during your period of stay for up to the first 15 days post your relocation.

If you are a person with disability* or identify as transgender, you can avail of local transport reimbursement for up to 30 days post your relocation (if you are staying in company provided accommodation).

You can also avail airport travel fare (to and from home/office) as per actuals subject to bills.

This amount would be treated in accordance with Income tax rules.

Brokerage fee

We reimburse brokerage fees subject to a limit of 50% of the monthly rent of the accommodation you choose, against bills. This amount will include only the rental component of the accommodation and does not include maintenance or any other ancillary charges.

In case you are sharing the accommodation with another colleague from Dr. Reddy’s, only one of you can claim the reimbursement. This amount would be treated in accordance with Income tax rules.

Notice period claims

If we need your services before you complete your notice period at your existing place of work, we shall reimburse any notice period payment you might make to your previous employer. The RecruitEase Team, in such cases, will discuss the specifics of this with you as part of your pre-joining conversation. This amount would be treated in accordance with Income tax rules.

Taxability of Joining Expenses

Joining expense claims for brokerage fees, vehicle transfer, interstate registration, local transport, pet relocation and payments in lieu of your notice period are treated as perquisites and are taxable in accordance with the Income tax laws. These taxes will have to be borne by you. In case you place a request to extend your initial stay beyond 15 days, the amount incurred by the company towards extending your accommodation too shall be treated as a perquisite.

Claiming joining expenses

You can fill the Joining Expenses Claim Form and submit it with supporting documents to [email protected]. The reimbursements will be directly credited to your account. You can claim all expenses related to joining support only once, partial claim is not permitted. Claims need to be submitted with original bills/receipts within three months of joining/expense (whichever is earlier).
In any exceptional condition under which you foresee not being able to claim these expenses within 3 months, please take guidance from the onboarding team. Reimbursements for these expenses beyond 12 months (from Date of Joining/expense date whichever is earlier ) would not be covered.
If you are a Trainee joining us, you can claim all expenses related to joining support within 3 months of date of confirmation/expense, whichever is earlier.
Any deviation in any of the headers above will need justification and additional approval. It is recommended that you check the eligibility beforehand and take guidance from the onboarding team in case you have any queries. In case of deviation in packaging and transportation cost, minimum of 3 quotes would be needed while submitting the claim of which at least two of them need to be from organisation approved partners.

Recovery of Joining Expenses

If you decide to move on from the organisation within 12 months of date of joining, the gross amount of the claim would have to be paid back by you to the company.

*PWD, as classified under ‘The Rights of Persons with Disabilities act, 2016.’

Joining Support in case of relocation to India from International Geographies

We acknowledge the effort it takes for a family to relocate to a new country and start afresh.

Travel and transit costs

We arrange Economy/Coach class tickets for your spouse, children and you, as well as secure accommodation during transit as per the International travel accommodation eligibility in case of domestic relocation. Alternatively, we will reimburse the amount spent on tickets. Default cabin/ coach class will be economy for all cases, irrespective of your travel role group eligibility.

Initial Settlement Expenses

You are eligible for lump sum allowances against actual expenses to the extent of total not exceeding 5,000 USD net of taxes based on the number of individual travelling:

• 2,000 USD for each new joiner
• 1,500 USD for each accompanying family member, the total not exceeding 5,000 USD net of taxes.

The new joiner can use this amount for the purchase of goods and services required to set up an establishment. Alternatively this allowance can be used to cover the costs of transfer of personnel effects from the country of residence to India and other miscellaneous costs that arise due to the transfer subject to a limit of the eligible Allowance. The receipts and bills against such expenses needs to be submitted for reimbursement within the above defined limits.

Since international hiring is done on a selective basis mostly for critical positions, all such relocations should be processed with the approval from the concerned MC member.

Initial stay expenses

Once you reach India, you will be accommodated for 15 days at a company accommodation or a hotel. In line with the Domestic and the International Travel policy you may claim:

• Boarding and lodging costs
• Local conveyance expenses
• Official telephone calls
• Laundry expenses

Claiming relocation expenses

All the settlements/reimbursements pertaining to travel, relocation advance and initial stay expenses can be done through the portal. These expenses need to be routed via the Red Channel. You will need to send the expense statement along with the supporting bills and credit card statements to Global Business Services (GBS).

For claiming your Initial Settlement Allowance, you can fill the form and send it with supporting bills with the approval from the concerned MC member in consultation with your HRBP to Global Business Services (GBS).

All travel arrangements and requisitions need prior approval from LC member of your function/ business unit and the Head of the unit HR.

Please submit reimbursement/ allowance claims with original bills/ receipts within three months of relocation. If you anticipate a delay, let the HR team at your location know.

 

You @ Dr. Reddy’s

You are the most important of us and as you develop, so do we. We encourage you to take part in hobby clubs, music bands, get-togethers- whatever it is that keeps you up and running. Your milestones, your achievements and your special moments with us will be cherished through various initiatives, rewards, alumni links and so on.

From Exit to the Alumni Network: Friends Forever at Dr. Reddy’s

We have a vibrant Alumni network into which you are enrolled automatically once you choose to separate from the company.

The Exit Process

If you have decided to separate from the organization, the process of resignation is as follows: you submit your resignation to your L+1 either via a hard copy letter or online through the portal. The path is : All Apps->Resignation
Once the resignation is accepted, it is forwarded to the HR facilitator concerned. You will receive an acknowledgement along with the relieving date, which will be decided keeping in view the nature of responsibilities that you handle.
For all confirmed employees, the notice period is 3 months (calendar days). For Trainees, it is one month. The actual relieving date before the completion of the notice period will, however, be the prerogative of the organization.

The Exit Interview and After

There will be an exit interview where you may share your thoughts, reasons for leaving and concerns in a free and frank manner. Your feedback will help us improve.
After the exit interview, you will settle all dues by filling up the ‘No dues Certificate’ and getting it cleared by your L+1, Finance, HR and other relevant functions for your final settlement.
All job-related responsibilities, assignments, organization assets and infrastructure-related materials need to be handed over to the L+1 and HR facilitator before leaving the company.

Becoming Alumni

After you have moved on and all relieving formalities have been taken care of, you are welcomed to the Alumni network, Friends Forever. It is frequently updated with news and developments and enables us to stay in touch with you and you with us.
We do welcome alumni back for second innings!

Insured Benefits

GTLI & GPA Coverage

We value your life and your financial commitments to your family. GPA covers you in cases of permanent and partial disablement or death by accident whereas the GTLI is a life insurance cover. Our comprehensive accident and life insurance policies ensures the sum insured is paid to your nominee/beneficiary in any unfortunate event. We have a compensation linked coverage for both GTLI & GPA. The coverage details are as below:

Employee Group	GTLI – Sum Insured
All Employees ( Staff )	2 times the Annual TCC Min limit of ₹ 10 Lacs and max limit of ₹ 5 Cr

Employee Group	GPA – Sum Insured	Min Limit /Max Cap ( Annual, INR )
Employees ( Staff ) with Total Fixed Compensation of up to 12 Lakhs per annum	5 times of Annual Total Fixed Compensation	Min of 10 lakhs, Max of 60 Lakhs
Employees ( Staff ) with Total Fixed Compensation of 12 Lakhs & above	2.5 times of Annual Total Fixed Compensation	Min of 60 Lakhs, Max of 5 Cr

Group Mediclaim Policy for Employees

The Health Insurance policy (Group Mediclaim) which covers workers and employees of Dr. Reddy's Laboratories Ltd and their family members for the period from 1st September 2024 to 31st August 2025 has been renewed with Go Digit Insurers for the Base & Top-Up policy.

Medi Assist will continue as the TPA for our policies. Medi Assist will guide and assist the employees during the process of hospitalization and claims reimbursement.

E-cards for employees and the covered family members will be available on the same portal post 7-14 days of closure of enrolment process. Cards will also be available on the application "Medi Buddy" that can be downloaded on your phone. In the interim period, the Employee ID Cards with authorization letter from Unit HR are valid and will be accepted by the network hospitals for providing cashless treatment.

Enrolment is mandatory to avail the Mediclaim facility.

 

Salient Features of Group Mediclaim Policy

Covering Employees & Workmen of Dr. Reddy’s and their family members for 2024-25

Coverage of Family Members:

The maximum of count of members who can be covered are six. The relations that can be covered include:

• Employee
• Spouse/Same-sex partner
• Dependent Parents / In Laws up to the age of 95 years: Max 2 in any combination. [in case the member is continued in last policy there is no age limit]

• Dependent Children: : Up to Two children (3rd and 4th child coverage is extended only in case of twins or triplets)

  • Children who are either above an age of 30 years or are not dependent are not eligible for coverage.
  • Married children are not eligible
  • There is no age limit for differently abled children

   

Overall Family Cover ( Base Policy )

 

Category	Coverage for	Limit	Remarks
1	Workmen in CTO- 1, 2 & 5 & 6 and FTO – 1, 2 & 3	INR 4,00,000/-	Maximum permissible claim for Parents is INR 3,00,000 (INR Three lacs only) for one Parent or both put together. There will be no co-payment for all claims of the Parents
2	All Staff (not covered under ESI) and Field Staff	INR 4,00,000/-	Maximum permissible claim for Parents is INR 3,00,000 (INR Three lacs only) for one Parent or both put together. There will be 10% co-payment for all claims of the Parents

Additional Family Coverage ( Top-Up Policy ) 

Employees can opt for additional coverage of 1 to 15 Lakhs beyond the overall family limit outlined in the Overall Family Coverage section above. If an employee opts for Top-up of 10 Lakhs or above, below additional coverage will be provided.

• Waiver on Co-pay condition under base and top-up Sum Insured
• Room Rent Limits are enhanced to ₹10,000 

Employee Contribution

Base Policy

The subsidized premium contribution to the medical insurance scheme during the period 1st September 2024 to 31st Aug 2025 is as below:

Annual Fixed Compensation	Employee	Spouse		Children		Parental
		Annual	Per Month	Annual	Per Month	Annual	Per Month
Up to INR 6 Lakh	0	1716	143	1716	143	9696	808
Between INR 6 Lakhs to 12 Lakhs	0	3420	285	3420	285	9696	808
Above INR 12 Lakhs	0	3420	285	3420	285	11400	950

 

Note: 

1. The compensation as on 31st August will be considered for the premium deduction for the full cycle. Compensation changes in-between the policy period will not impact the premium amounts. 
2. Coverage will continue till the last working day in the organisation for employee and dependents.

 

Top-Up Policy Annual Premium (Inclusive of Taxes) are as below:

Top-up Sum Insured (INR)	Premium Applicable (Annual, Incl. GST)	Terms for Workmen	Terms for All Staff
1,00,000	7,250	No Co Pay	10% of Copay
2,00,000	9,650	No Co Pay	10% of Copay
3,00,000	13,100	No Co Pay	10% of Copay
4,00,000	15,500	5% of Copay	10% of Copay
5,00,000	21,800	5% of Copay	10% of Copay
6,00,000	29,000	5% of Copay	5% of Copay
7,00,000	40,500	5% of Copay	5% of Copay
8,00,000	50,200	5% of Copay	5% of Copay
9,00,000	60,900	5% of Copay	5% of Copay
10,00,000	90,000	Co Pay for Base & Top up is waived; Room Rent up to Rs. 10K
12,00,000	1,16,000
15,00,000	1,35,000

 

lllustration of Base and Top-Up:

• Base cover – INR 4 Lakhs

Employee opts to cover spouse, one child and one parent. 4 members (including self) have a base coverage of INR 4 Lakhs.

• Top-Up

Employee opts for INR 10 Lakhs top-up, which will take the overall coverage to INR 14 Lakhs. This would also activate two additional benefits of waiver of co-payment condition and enhancement of room rent to INR 10,000.

Enrollment Terms

The following enrollment terms will be applicable effective 1^st September 2024, for the medical insurance policy:

Base Policy

1. Dependents once enrolled will continue to be enrolled for all future cycles of insurance, throughout active tenure of employee. No unenrollment (except life events mentioned separately) will be allowed.
   
   1. Life events of death or legal separation from/of dependent would be the only instance under which unenrollment will be allowed. In all such cases the unenrollment would be effective the next month of input/instance whichever is later
   2. In the case of an unenrollment due to death, please raise a ticket on Guru.
   3. Mid-year additions would be allowed for the life-events of marriage and birth of a baby, subject to the overall family definition and count. 
      
      1. At the time of enrolling spouse (within 30 days of date of marriage), employee can enrol parent in-laws as well, subject to maintenance of total 2 parental dependents. Replacement of parent with in-law(s) would be allowed in this instance.
      2. New-born babies will need to be enrolled within 30 days of birth
   4. The premium will be adjusted accordingly for all upcoming months in the cycle.
      
      1. In the cases of unenrollment the premium would be adjusted only if there is no claim against the individual being unenrolled in the policy period
2. Any changes to be made to the dependent list has to be done in the enrolment cycle of September 2024 mandatorily. No changes will be accepted, aside from the instances already mentioned, at a later date. 
3. New Joiners would be able to select their dependents at the time of enrolments immediately post joining. The same list of dependents would be continued for all future cycles. 
4. List of dependents applicable for Base Policy and Top-Up policy will be the same

 

Top-Up Policy

1. Top-Up enrollment choice ( and value ) would be continued throughout the active tenure of the employee. Once top-up has been availed by an employee, unenrollment from the same will not be allowed. 
   
   1. Auto-enrolment and applicable deductions as per the prevailing premium rates of subsequent years will continue for the tenure of the employee
2. Any changes to be made to the Top-Up selection has to be done in the enrolment cycle of September 2024 mandatorily. 
   
   1. No enrollment would be permissible after the enrolment window closure for the year
   2. Any future cycle new enrolments for Top-Up ( if top-up is not enrolled in September 2024 cycle or at the time of joining ) can only happen at a fixed value of 5 Lakhs coverage (September 2025 onwards)
   3. Employees will be enabled to select any top-up value between 1 lakh to 15 lakhs in the September 2024 enrollment cycle, which will be auto-renewed in subsequent cycles, barring any voluntary increase later. 
   4. In subsequent cycles post enrollment into top-up – there will be option to increase the top-up coverage from current coverage. However, option to decrease coverage or unenroll will not be available. 
3. New Joiners would be able to select their Top-Up ( any value ) at the time of enrolments immediately post joining. The same value would be continued for all future cycles. The norms as above will be applicable for all future cycles. 

 

Premium Deduction Terms:

1. The Base policy premium deductions will happen in 12 equal instalments ( per month ) with the payroll
   
   1. The first deduction will be in October 2024 payroll (for September and October 2024 ). All subsequent deductions will be for amount equivalent to one-month’s premium till August 2025
   2. For exiting employees – the deductions will be made till the last active payroll ( including for the month of last working day )
2. The Top-Up policy premiums will be deducted in 2 equal instalments (October and November 2024 payroll )
   
   1. For exiting employees – the deductions will be made till the last active payroll
   2. There will be no reversal of the Top-Up premium under any condition
3. The actual premium recovered from the employee for one financial year will be considered for taxation considerations. Eg. Actual premium deduction for the period of April 2024 to March 2025 will be considered for the taxation inputs for FY 25. 

Illustration of Enrollment Terms:

 

Employee	September 2023 Enrollment		September 2024/Joining Enrollment		September 2025 Default
	Dependents	Top-Up	Dependents	Top-Up	Dependents	Top-Up
Employee 1	Spouse + 2 Children	5 Lakh	Spouse + 2 Children by default. Option to add parental/remove spouse or children	3 Lakh	Spouse + 2 Children	3 Lakh, Option to Increase. No option to Opt-out
Employee 2	Spouse	0	Spouse + 2 Parents by default. Option to add children/remove parents or spouse	0	Spouse + 2 Parents	Only 5 Lakhs possible (since enrolling for Top-Up for first time)
Employee 3 – Mid-year Joiner	NA	0	Spouse + 2 Parents	2 Lakh	Spouse + 2 Parents	2 Lakh, Option to Increase. No option to Opt-out
Employee 4 – Mid-year Joiner	NA	0	Spouse	8 Lakhs	Spouse	8 Lakhs, Option to Increase. No option to opt-out
Employee 5 – Mid-year Joiner	NA	6 Lakh	Spouse (Marriage and addition in April 2025)	6 Lakh	Spouse	6 Lakhs, Option to Increase. No option to opt-out

 

Other Mediclaim Policy Highlights

• Maternity cover of ₹ 75,000.
• Rehabilitation treatments will be covered for neurodevelopmental disorders & PwD (physiotherapy, speech therapy, behavioural therapies, alternative therapies) up to ₹ 20,000 for the family.
• Infertility treatments are covered separately up to ₹ 1,00,000
  • PCOS/PCOD treatments covered for up to ₹ 25,000 in OPD/IPD. This would be considered as a part of the Infertility cover of ₹ 1 Lakh
• Cataract surgeries covered up to ₹ 50,000 for one eye
• Lasik surgeries ( medically advised ) would be covered up to INR 50,000 in the case of eyesight power of more than +/-4.5
• Room Rent limits available up to ₹6000 and ₹ 12,000 for Normal & ICU respectively.

 

Some restrictions in the policy:

• Maternity Cases :

  • Normal & Caesarian Delivery: Maximum of INR 75,000 /-
  • This coverage is inclusive of related pre-natal/post-natal OPD/IPD treatments.

  Coverage for new-born babies would start from day one under the overall family limit. Intimation of the new born should be given within 24 hrs to the Mediclaim Helpdesk

• Limits on Rooms:
  • Room and Nursing expense as provided by the Hospital basis actuals not exceeding Rs. 6,000 per day
  • Intensive care (ICU / ICCU) expenses as provided by the Hospital on actuals not exceeding Rs. 12,000 per day
• Admission for Investigations: For investigation purpose admission in the hospital is not covered
• Cataract coverage limit is INR 50,000 only ( each eye )

• Few ailments/diseases not covered are as mentioned below (this list is not exhaustive):

  1. Dental procedures
  2. Alcohol related accidents/ailments
  3. Myopia
  4. Intentional self-injury/suicide attempt
  5. Cosmetic procedures, excision of warts
  6. Circumcision
  7. Sterilization

   

Process for Emergency Medical Treatment

In Network Hospitals (Medi Assist Network):

In case of any emergency or elective procedure, do ensure you have clarity on the following points from Medi Assist before going ahead for admission & treatment:

• Is the procedure covered under the Group Mediclaim Policy?
• Are there any co-payment terms applicable on the procedure?

1. The Employee / Family members can directly approach the hospitals along with the identity cards issued by Medi Assist (Mediclaim ID cards /Employee ID Cards / Authorization letter from Unit HR in the interim period). If the treatment is for dependents, in addition to the above, a Xerox copy of photo ID proof of patient is mandatory at the time of admission. The photo ID proofs which can be used are Aadhar card, Ration card, Voter ID, PAN card, Passport, etc.
2. The hospital authorities will inform Medi Assist about the admission and the line of treatment basis which Medi Assist will authorize the cashless facility appropriately.
3. The employee shall verify the bill charged by the hospital and sign the claim form only after the amount is verified.

In Non-Network Hospitals:

1. The Employee / Family members can directly approach the hospitals for treatment.
2. Employee shall give intimation to Mediclaim Helpdesk (Medi Assist) at HR Direct and Unit HR department within 48 hours of admission into the hospital.

3. It is important to review the gentility / blacklisting of non network hospitals before heading for any treating in non-network hospitals 

   A blacklisted hospital in the health insurance refers to a healthcare facility that is not recognized or deemed ineligible by an insurance company. 

   Hospitals can be blacklisted by insurers for various reasons related to compliance and justifiability of claim value or process. If you receive medical treatment at a blacklisted hospital, the GMC insurance policy will not cover the expenses incurred.

   Please refer to the link below to identify the listing of excluded hospital 

   List of Excluded Hospitals - Digit Health Insurance

Mediclaim Helpdesk Contact details:

Helpline:07947171717 Ext 3/040-68172656
E-mail ID : [email protected]

If the intimation is not given in the stipulated time the claim cannot be processed.

3. You should settle the hospital bills on your own and obtain all relevant documents as mentioned below within 7 days of discharge from hospital. The documents can be submitted to Mediclaim Help Desk.

   1. Claim forms (as per prescribed format) duly filled in all respects and signed
   2. Hospital final Bill with break-up and cash paid receipts in Original
   3. Diagnostic Reports with Dr Prescriptions and bills in Original
   4. Prescriptions and medicine bills in Original
   5. Discharge summary
   6. Any other documents like copy of case sheet, etc on case to case basis if required
   7. Prescriptions, bills and reports for the pre and post hospitalization treatment

    

Note: Any other document requested by the Medi Assist for processing the claim should be provided by the employee within the stipulated time.

Employees are requested to co-operate by submitting the necessary documentary evidence as required by Medi Assist TPA. Please refer annexure 1 for contact details.

In case, the documents pertaining to the claims submitted are not sufficient, Medi Assist will send intimation to respective employee to submit the same. If the documents are not received, such claims will not be processed beyond the third reminder by Medi Assist TPA or M/s. National Insurance Company Ltd. Employees are requested to submit the claim related documents within 30 days from the date of discharge. The Insurance Company shall settle the claim, if payable, through NEFT transfer to employees Bank Account.

Planned Medical Treatment

In Network Hospitals:

1. The Employee / Family members will directly approach the hospitals 48 hours (two days) in advance along with the identity cards issued by Medi Assist/Mediclaim ID cards (Employee ID Cards / Authorization letter from concerned Unit HR team in the interim period). Simultaneously the employee will also intimate Medi Assist.
2. The hospital shall fill up Pre-Authorization Format and send to Medi Assist by Fax/email
3. Medi Assist will authorize the treatment and inform the hospital within 2 hours of receiving the intimation.
4. The employee / family members will avail the treatment as per the planned date.
5. At the time of discharge, employee shall fill up and sign the claim forms. The employee shall verify the bill charged by the hospital and sign the claim form only after the amount is verified.

Reimbursement of Pre & Post Hospitalization Expenses:

Group Mediclaim Policy covers the expenses incurred during 30 days prior to hospitalization and 60 days after hospitalization for Major surgeries.

Employee can seek reimbursement of such expenses by submitting the claim through a filled claim form and attaching all relevant documents, bills and receipts. The employee can send the claim to Mediclaim Help Desk who will arrange for the reimbursement of approved claim amount to the employee.

Employees can contact Mediclaim Helpdesk / Medi Assist at the email IDs and phone numbers mentioned under "Annexure 1" for necessary assistance, guidance and clarifications during admissions into the hospitals / claims etc

All Non-Payables are to be settled directly by the employees as they are not covered under the Policy.

Note : All claims are subject to the conditions applicable as per Policy with the Insurer(s).

Annexure 1: Point of Contact and Address / Contact Numbers

 

POC	Contact number	Email id
Dr Reddy’s Laboratories	07947171717 – Ext 3	[email protected]
Medi Assist	040-68172656	[email protected]

Escalation Matrix:

Escalation	Employee Name	Contact No.	Email id
First Escalation	Sahin Begun	07947171717 – Ext 3	[email protected]
	Kadambala Rao	07947171717 – Ext 3	[email protected]
Second Escalation	Tony	07947171717 – Ext 3	[email protected]
Third Escalation	Koppisetty Divya		[email protected]

 

For claiming reimbursements, please mail the documents to given address with details of Employee ID, Employee Name and Business Unit.

Address:

Central Mail Room,
Dr. Reddy’s Laboratories Limited,
3rd Floor, My Home Jupally,
Ameerpet. (Opp. Green Park Hotel),
Hyderabad-500016.
 

 

Cashless Hospitalization Process

Step: 1

Get Admitted
In cases of emergency, the member should get admitted in the nearest network hospital by showing their ID card. 

Step: 2

Pre-Authorization by hospital
Relatives of admitted member should inform the call center 080-22069449 within 24 hours about the hospitalization & Seek pre authorization. The preauthorization letter would be directly given to the hospital. In case of denial member would be informed directly. 

Step: 3

Treatment & Discharge
After your hospitalization has been pre-authorized the employee is not required to pay the hospitalization bill in case of a network hospital. The bill will be sent directly to, and settled by Medi Assist.

 

Reimbursement Claim Process – Offline Process

Step 1: Beneficiary visits hospital for treatment 

Step 2: Collects all medical documents (Bills, receipts, Discharge summary, all reports and tests, consultations etc.) on discharge 

Step 3: Submit the documents to Medi Assist Helpdesk or Courier the documents to Medi Assist Office 

Step 4: Medi Assist processes the claim / Intimates beneficiary if any document shortfall 

Step 5: Approves / denies the claim once the query documents received 

Step 6: In case claim is approved, Amount gets credited to Employee’s account

 

Reimbursement Claim Process – Online Process

Step 1: Beneficiary visits hospital for treatment

 Step 2: Collect all medical documents (Bills, receipts, Discharge summary, all reports and tests, consultations etc.) on discharge 

Step 3: Login to MediBuddy portal and click on submit claim

• Enter bank account details
• Update details of medical expenses
• Verify document submission with the checklist

Step 4: Upload documents and submit the claim online and submit the original documents to helpdesk

• Medi Assist processes the claim / Intimates beneficiary if any document shortfall
• Approves/Denies the claim once the query documents received
• Beneficiary to submit original documents to Medi Assist helpdesk executive
• In case claim is approved Amount gets credited to Employee’s account 

 

eCashless

eCashless ( Planned Hospitalization) for transformational inpatient experience 

• The first and only health benefits administrator to offer the capability to schedule a cashless hospitalization from the comfort of your home:

  • Provisional preauthorization without visiting the hospital
  • Full visibility into estimated cost of hospitalization
  • Green channel admission at the hospital

   

eCashless Process flow

Step 1: Click the eCashless tile on your MediBuddy mobile app or your MediBuddy online portal and send us your request at least 48 hours prior to hospitalization.

Step 2: Enter basic details about your treatment - prescribed treatment, your preferred network hospital, doctor’s name, expected date of admission, etc., and submit your request

Step 3: Medi Assist sends your request to your chosen network hospital. The hospital provides an early estimate for the treatment and forwards your request to Medi Assist.

Step 4: Medi Assist releases a provisional preauthorization to the hospital. Simultaneously, you receive a secure passcode for your request

Step 5: On the date of admission, you walk into the hospital and show your secure passcode at the insurance desk. You must also present your Medi Assist e-card and any valid Government ID proof

 

eCashless Online Claim Tracking Process

Step 1: You can log into your Medi Buddy online portal and click Generate E-Card to instantly generate and print out an e-card for any beneficiary

Step 2: The hospital “unlocks” your provisional approval with your passcode and instantly hands over the preauthorization. You sign the preauthorization form and get green channeled into your room

Step 3: Track your Claims online:

 

 

Access for the online portal, App and website of Medi Assist is as below:

 

Process to download the Medibuddy App:

Step 1: Download the MediBuddy app on your IOS or Android smart phone

Step 2: Sign in with your username and password. For example, if your employee ID is 123456, your username would be 123456@Corporatename and if your date of birth is 30-November-2014, your initial password would be 30112014

Step 3: An OTP is shared to your official email ID.

Step 4: Enter the OTP and start using the app

 

 

 

Process to avail the Mental Wellbeing services

• Download the Mindpeers App using the QR code
• Sign up using the access code IN-DRRL and start exploring the features in the App. OR
• Employees can avail the services by calling 24*7 helpline number – 86268 99833

Superannuation Age 

Effective March 1, 2023, the age of superannuation for all permanent employees is 60 years. The individual date of retirement would be the last date of the month in which you turn 60 years of age*. For example, if your birthday falls in May, your date of retirement ( and last date of working ) would be the last working day of May. 

Our People Transitions team will reach out to you before your scheduled date of retirement to walk you through the journey, and handhold you while you transition into the next big phase of your life.

*organization will reserve right to modify date of retirement on special grounds relevant to business criticality.

Superannuation Policy

All employees aged 30 years and above have the retirement benefit of Superannuation. With effect from 1st Apr 2024, you have an option for contributing to the Superannuation fund at 15% / 5% / 0% of the basic salary.

The contribution is paid into the Superannuation Fund. The organization will contribute on your behalf, as per the contribution percentage selected. Your salary will be restructured accordingly.

Employees will have the option to apply for the contribution time choice) – this option will be given in the next month of attaining the age milestone. For new-joiners, this option will be available from the next month of the joining"

You can follow the path –iHub ->My Profile->My Financials->My Superannuation to exercise the option. Once the choice is submitted, it will be locked in and the salary structure will be modified accordingly.

The option to contribute to the fund is a one-time option. You will not be able to change the contribution percentage during your tenure with the organization.

Note: You cannot withdraw the contribution made to the fund outside the conditions prescribed in the policy.

Scheme Details

Your contribution, as a percentage of the basic salary, will be deposited with the Superannuation Fund.

This contribution to the fund will accrue interest at the end of the financial year.

When you retire from the organisation:

1. You can get a tax-free commuted value (1/3rd) of the contribution and receive a lifelong pension with the balance amount paid to the nominee after your life. The pension scheme is decided based on the option selected by the employee.
2. You can withdraw the contribution along with the accrued interest in full subject to applicable tax deduction.

If you choose to resign from the organisation:

1. You can choose to transfer the contribution amount to the new employer through a request in the required format. This is subject to relevant policy in your new organization.
2. You can withdraw the complete contribution along with the accrued interest in full, subject to applicable tax deduction.

In the case of unfortunate demise while in service, the accrued benefits will be passed on to your nominee subject to policy norms.

Checking Accrual Details

Your current contribution percentage will be visible under My Profile -> My Financials -> My Superannuation ( after completion of first payroll after choice submission )

The Superannuation balance is available in your monthly pay slips. Your pay slip can be accessed at the portal by following the path iHub-> Employee Essentials -> Payslip

The annual contribution summary is also shared by the Employee Services Team with each eligible employee in the first quarter of the financial year.

 

Benevolent Fund

At our organization, we prioritize the welfare of our employees, recognizing the importance of providing support not only during their tenure but also beyond. As part of our commitment to your well-being, we maintain a Benevolent Fund, aimed at offering assistance at the end of service period (retirement or unfortunate demise while in service*).

The benevolent fund covers all permanent employees of the organisation in India.

We are pleased to outline our ongoing Benevolent Fund policy, which serves as a cornerstone of our employee support system. This policy encompasses contributions from both the organization and employees, ensuring a collective effort to provide assistance.

Support Based on Tenure:

We recognize and appreciate the dedication of our long-serving employees, reflected in the increased support provided as per the following slabs:

Completed Years of Service ( At the time of Retirement )	Amount Applicable in INR
5 - 9 years	1,50,000
10 - 14 years	2,00,000
15 - 19 Years	2,50,000
20 - 24 Years	3,00,000
25 - 29 Years	4,00,000
30-31 Years	6,00,000
32 years & Above	7,00,000

The benevolent amount applicable for the surviving nominees of employees deceased in-service would-be INR 3 lakhs.

Employer Contribution:

The organization contributes to the Benevolent Fund to ensure its robustness and effectiveness. The contribution varies based on the employee's annual fixed compensation, as outlined below:

Annual Fixed Compensation	New Contribution
Up to 6 Lakhs	INR 240
6 Lakhs - 12 Lakhs	INR 280
12 Lakhs - 18 Lakhs	INR 420
18 lakhs - 24 Lakhs	INR 610
24 Lakhs & Above	INR 750

Employee Contribution:

The employee contribution to the fund is also based on your annual fixed compensation, as below:

Annual Fixed Compensation	Old Deduction	New Deduction
Up to 6 Lakhs	INR 60	INR 60
6 Lakhs - 12 Lakhs	INR 60	INR 120
12 Lakhs - 18 Lakhs	INR 60	INR 180
18 lakhs - 24 Lakhs	INR 60	INR 240
24 Lakhs & Above	INR 60	INR 300

This deduction is made with the monthly payroll.

Please note the following points regarding employee deduction:

1. For new-joiners/employees transferring in, the deduction would be applicable effective the month of joining
2. In the case of compensation changes, the deductions would be updated effective the month of the change
3. For employees exiting the organisation or transferring out, the deduction is applicable till the last payroll processed

*Terms and conditions of specific policies would be applicable

Compassionate Survivor Support:

We extend our heartfelt condolences to the families of our employees who have passed away during their service with us due to natural causes, diseases, or accidents. This policy outlines the support that we extend as an organisation to the surviving families to navigate the difficult times.

This policy applies to all permanent employees of Dr.Reddy’s. It covers cases of employee demise occurring in or after April 2020 due to natural causes, diseases, or accidents, excluding self-inflicted death or death due to negligence.

The organization reserves the discretion to determine coverage for specific cases.

Support Offered:

1. Variable Pay Proration: Any variable pay for the fiscal year of the incident will be prorated to the date of the employee's death at target.

Benevolent Fund: The Benevolent Fund applicable amount, as per the policy in force at the time of the incident, will be paid out to the nominees. The current amount applicable is INR 3 Lakhs.

Insurance Benefits Insurance benefits (GPA/GTLI) as per coverage under the policy at the time of the incident will be provided to the nominee.

The Group Mediclaim Coverage benefits will be extended to the dependents enrolled as on the date of demise – for the remaining term of the policy (till next renewal), with both base and top-up covers (if selected).

The organisation will provide the base cover to the same dependent list for a further two years (two insurance cycles). The top-up coverage or these two cycles would be optional and borne by the dependent family.

Funeral Expenses:Funeral expenses will be paid to the family member of the deceased employee. The amount will not exceed ₹25,000/- if the employee is not covered under ESI or the difference between ₹25,000/- and the approved funeral expense amount under the ESI Act.

Gratuitous Pay-out: A pay-out equal to the last drawn gross monthly fixed salary of the deceased employee or INR 2,50,000, whichever is lower, will be provided to the deceased employee's legal heirs. This pay-out will be made for a period of 24 months, beginning from the 1st of the month following the month of the employee's demise, subject to submission of mandatory documents.

In addition to the above compassionate survivor support, the organisation also extends support to the surviving children to complete their basic education.

Dr. Reddy’s Survivor Scholarship Programme:

Eligibility: This scholarship will be extended to two children of any employee deceased while in service with the organization.

Duration: The scholarship will be extended until the children complete their undergraduate course or attain the age of 24 years, whichever is earlier.

Coverage: The support will cover academic fees for School (Pre-school/Primary/Secondary/Higher Secondary) and Undergraduate courses, cost of books, and any special fees subject to a maximum of INR 1,50,000 per child per annum.

Payment: This will be paid once a year to the legal heirs, subject to submission of fee receipts and a certificate of pass for the previous academic session.

Exclusions: The support does not cover donations, special trips fees, exchange programs, private tuitions, or coaching for competitive exams.

Criteria: The support will be extended to courses attended in India and recognized by UGC/AICTE/any other authorized body in India.

Process:

In the unfortunate event of the demise of an employee while in service of the organization due to natural causes / disease / an accident, the concerned BU HRBP would need to share a first information report with the HR Direct team ( [email protected] ).

The process would need specific documentation and processes which would be shared by the HR Direct team at the initiation of the specific procedure.

Note:

Any financial payments would be made to designated nominees only as per the organisation policy and practices. The decision of the organisation in the matter of all non-statutory payments will be considered as final.

 

Pay for Performance

Variable Pay

We at Dr. Reddy’s have a robust variable pay program that ties up company, business unit and individual performance to compute the annual variable pay for employees.

To confirm if this policy is applicable to you, refer to your salary structure in your appointment letter / last pay revision letter and look for components mentioned as “Variable Pay” or “Performance Bonus”.

This plan is not applicable for you, if you are in Band R or Workmen in India, you are covered under a sales incentive program, you are employed in a country where monthly bonus is a statutory component, or if you are covered under the sales managers’ plan for GG India. For simplicity, in the rest of this document the term “Variable Pay” will be used to refer to all kinds of variable compensation. This plan would supersede any other prior document you may have come across and would govern the variable payout from the performance year starting April 2020.

Quick five

Here are 5 things you need to know about the plan:

• The payout is done annually, after declaration of the company results. This typically happens in the first quarter of the succeeding financial year.
• To be eligible for the payout, you need to be an active employee of the company on the last working day of the financial year.
• Company Performance drives the overall variable pay calculation and is applicable to all employees
• Impact of your contributions at a BU level increase as you grow up the hierarchy of the company and subsequently the share of individual performance factor diminishes.
• Employees in leadership roles have a steeper risk-reward equation compared to those in managerial and individual contributor levels.

How is my BU determined?

For parameters linked to BU/Function linkage, there may be instances where you may be contributing to the success of two scorecards, the table below explain the linkage level for BU linkage in such scenarios.

BU	Linkage
GMO	Plant* / SCM Scorecard for plant / SCM employees. GMO for all others
GG EM / EUG	Country Level* scorecard for employees in respective countries, Where no country scorecard exists – GG EM / EUG scorecard applied.
Quality	Plant* Scorecard for plant dedicated employees. Quality for all others
Finance, HR, DPEx, Legal	Average* of Function and BU score for employees dedicated to BUs. Function scorecard for all others
All other BUs	MC unit scorecard applied as BU score for all employees.

BU score will be averaged for cases where you are linked to 2 units, in cases where you are linked to more than 2 scorecard units, the next higher level/ function level scorecard is applied.

Functions with no scorecard

Average score for (NAG, EUG, GG EM, GG India, GMO, IPDO, Biologics, PSAI) applied as BU score for all employees

Computation Notes

Applicable Formula

Parameter	Threshold	Summary	Multiplier
Company Performance	80%	A multiplier based on the company level scorecard achievement will be applicable to you based on your role Band	Company Score Violet, Indigo, Blue & Green Yellow & Orange <80% Zero Zero 80% 80% 70% 90% 90% 90% 100% 100% 100% 120% 140% 160% 140% 180% 220%
Business Unit Performance	80%	The Scorecard for your BU will be directly used as a multiplier in the formula if the score meets the threshold criteria	BU Score Violet, Indigo, Blue & Green Yellow & Orange <80% Zero Zero >=80% Linear Linear
Individual Performance	Above Zero	You would be assessed on your performance as part of performance process. You would be rated on your achievement against stated objectives and demonstrated behaviors as per ASPIRE framework.	Always Exhibits 0.75 1.15 1.5 Often Exhibits 0.5 1.0 1.25 Rarely Exhibits 0.0 0.9 1.1   Off Track On Track Leading For employees joining after 31 December, a default multiplier of 0.9 is used.
Weightage of Factors	NA	The weightage between your individual and BU performance will vary based on your role band.	BU Score Violet & Indigo Blue & Green Yellow & Orange Individual Performance 80% 60% 30% BU Performance 20% 40% 70%

Note: Individual to BU/ Function performance weightage of 80 to 20 and company multiplier of non-leadership category would be applicable for variable pay computation in FY 25 for employees joining without any band allocation between 1st Jan’2025 and 31st Mar’2025.

BU Budget Moderation Factor will be applied to BUs where computed cumulative payout exceeds the budget.

End Notes

• Overall payout is capped at 300% of target.
• Bottom Performers (individual performance factor of 0), as evaluated in performance process, will not receive variable pay even if company/BU scores are > 80.
• For employees receiving individual performance factor less than 1 payout would be capped @ 100%.
• If company performance is < 100; maximum payout for anyone would be restricted to 125%.
   

Volunteering Leave Policy (Effective FY21)

This policy aims to support employees who need to take time off for longer term volunteering engagements. Employees involved in such projects now have an option of applying for volunteering leave. As volunteering is about personal commitment and drive, we request that you volunteer in your own personal time on weekends or after office hours when it comes to short term projects.

Each employee is eligible to take up to 2 days of volunteering leave in a financial year. Volunteering leaves are to be taken in combination with personal leave wherein, the number of personal leaves utilised for this should be equal or greater than the number of volunteering leaves utilised. To enable this option, you will have to show proof of your intended volunteering activity to your manager and basis their approval, you can accordingly apply on the portal.

How does this work?

For example: if you want to take 5 days off to teach at a village school which will require some travelling, you can apply for 3 days of personal leave and for 2 days of volunteering leave in addition to it. This will allow you to spend sufficient time to fulfil the requirements of the initiative you undertake. While we are enabling this leave application process on the portal, request you to send in your volunteering leave request to [email protected].

The policy is effective immediately and applies to the running financial year.

Equal (EQUITABLE) Employment Opportunity Statement

Dr. Reddy's Laboratories is committed to providing equal employment opportunities and nurturing all individuals regardless of race, colour, religion, citizenship, political belief, cultural belief, educational background, place of residence, sex, national origin, age, physical features, disability, genetic information, marital status, civil partnership, pregnancy, maternity, gender identity, sexual orientation, or any other characteristic protected by applicable law(s) of the country we operate in. In line with this commitment, we affirm our dedication to fostering an inclusive and diverse workplace where every employee, applicant, contractor, supplier/vendor is valued, respected, and treated with dignity. 

The Company assures all employees that no individual filing a complaint will be discriminated against, as a result of their complaint. If an employee believes that they or another individual has been subjected to conduct prohibited by this Statement, the employee is urged and expected to report the relevant facts promptly.  If you feel you have been discriminated, you can raise your complaint through Ombuds Reporting site - https://drreddys.ethicspoint.com. Please refer to Code of Business Conduct & Ethics, Ombudsperson Policy and paragraph 9 of Human Rights policy for more details how to raise concerns.

Scope: 
Equal Employment Opportunity Statement  is applicable to all employees, applicants, contractors, suppliers/ vendors including those who have any disability defined under the Rights of persons with disabilities act, 2016 and those who have been defined under the Transgender Persons (Protection of Rights) Bill, 2019.

Disability Inclusion:
We recognize the importance of creating an accessible and accommodating work environment that empowers individuals with disabilities to fully participate in all aspects of employment. Dr. Reddy's Laboratories is committed to providing reasonable accommodations to qualified employees with disabilities to ensure equal opportunities for success in their roles. There are lift or ramp access and washrooms at most of our office premises for persons with disability. The company’s website defines the scope of digital accessibility at https://www.drreddys.com/accessibility For further queries on accessibility or to raise a challenge, please reach out to our liaison officer at [email protected] 

Transgender Inclusion:
Dr. Reddy's Laboratories affirms its commitment to promoting a workplace culture that embraces diversity and supports the rights and dignity of all genders, including transgender persons. We provide a safe, inclusive, and respectful environment for all employees, regardless of sexual orientation or gender identity. Discrimination or harassment-based LGBTQ+ status will not be tolerated, and we are dedicated to fostering understanding, acceptance, and allyship. There are dedicated/Inclusive washrooms on sites where transgender persons are employed. There are regular sensitisation sessions to raise awareness about challenges experienced by transgender people and promote understanding among employees. 

Non-Retaliation Policy:
Dr. Reddy's Laboratories prohibits retaliation against individuals who oppose discrimination, file complaints, or participate in investigations related to discrimination or harassment. We are committed to ensuring that employees feel empowered to raise concerns without fear of reprisal and that complaints are promptly and impartially addressed.

Compliance with Laws:
Dr. Reddy's Laboratories is committed to complying with all applicable laws, regulations, and guidelines governing equal employment opportunity, non-discrimination, and workplace inclusion, which is in force at the relevant point of time. 

Right to Terminate or Amend the Statement: 
The Company reserves the right to modify, suspend, change or terminate this statement at any time, in accordance with the applicable law(s). 
In case of the translations, the English-language version of the statement will prevail.