Work Life Balance

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 till 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 follows two principles, (a) leaves that are credited first get used first; (b) encashable leaves are used only when the entire balance of non-encashable leave balance gets 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.

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^* Leaves are prorated &2.5 leaves per month for the months remaining in the financial year if your date of joining is before 15^ththen 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 be not encashable in nature.

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 (i.e. 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 portal.

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

To apply for leaves simply follow this path in portal:
MyHR -> Leave Request

In case of resignation

In case an employee is leaving in 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.

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 CEO and HEAD HR approval.

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. 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

For those times when, 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 Function Head in consultation with the CEO and Head HR.

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. 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.
During 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 CEO is needed in consultation with your HR Business Partner for availing sabbatical leave. To apply, simply log on to the portal.

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 and needs to be approved by your L+1

Managing Needs: Flexi Hours, Part time and more

We will never hold you back in your career if you have important family / medical problems to take care of. To the extent that we can, you are provided with options to manage and plan your work schedule through work from home options and flexi hours. You are expected to work for 8 hours for every workday (excluding breaks), the following accommodations are available to be made by you to balance your work and life effectively.

Work from Home

In cases of personal exigencies such as ill health of self or child, elderly care and extreme weather- you can take the option of Work from Home. You may ‘Work from Home’ in situations of personal exigency with L+1 agreement and if the nature of your work permits (i.e. non-lab and non-plant roles). You are however, required to be available on call/MS Teams to ensure that your work does not suffer. .
If you’re a new parent and the nature of work assigned to you is such that you may work from home, you may do so after availing the maternity/paternity benefit and for such period and on such conditions as you and your L+1 may mutually agree.
While working from home, we urge you to focus on your productivity and outcome so that organization is benefitted by fixing your deliverable outcomes in agreement with your Manager
You are required to update your L+1 by applying on the portal for the same.

Flexi Hours

If you can’t make it on time, then work outside it. If you are not assigned to any particular shift, you can plan your work timings to suit your personal commitments. The core hours for work are from 10 AM to 5 PM, during this time you are expected to be available physically in office. The flexi-hours need to be agreed with your L+1 in discussion with HRBP. There’s no reduction in the number of working hours expected from you.

Part Time Work

We understand that at times, you may not be able to commit to full time work. To help you, we have a ‘Part Time Work’ facility available for you for up to one year under this option you would be required to work for 50% of the time (5 hours per workday including breaks).

Your leaves and salary would be adjusted proportionately for the period on part time work. To be able to effectively contribute on this arrangement a familiarity with the organization is necessary. Hence, we insist on a minimum tenure of 1 year before you can consider this option.

For women employees there are two more options available.

You may choose to work for 75% of the time (7 hours per workday including breaks). Or choose to constrict your work week to 4 days (8 hours per workday excluding breaks). Your leaves and salary shall be adjusted to 75% and 80% respectively in these two options. During this period your medical and insurance cover shall remain unchanged. Leave encashment and Gratuity shall happen on full basic salary. You would be eligible to re-consider part-time working option 1 year after your return from your previous part time work arrangement.

The decision to grant this work arrangement would be taken by your function head in consultation with the CEO and your HR Business partner. You can use the portal for putting in the request

Upon approval of the leave a letter will be issued to you mentioning the start date of your part time arrangement outlining your modified terms and conditions of employment by your HR Business Partner.

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 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

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 and tenure of the lease (from the given options) 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.

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 electric vehicle please ensure you also go through Section 2.1 to know about the conveyance allowance applicability.
• 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 Aurigene Pharmaceuticals Service Limited will be the lessee based on the vehicle lease contract. The registration, road taxes and insurance charges are borne by Aurigene Pharmaceuticals Service Limited but regular checkups of the car, pollution certifications etc. are your responsibility.

To get yourself enrolled in the car lease policy, you may write to  [email protected] who will connect you to FMC representative and help you execute the lease once you have chosen your car and lease tenure. The team will also take you through the various lease plans and help you choose according to your needs.

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 August,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:

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 August 2024 to be eligible. Employees yet to avail of the first lease/no active lease as on 1^st August 2024, will not be eligible.
• Consecutive lease-free months: 12 completed consecutive lease-free months, post previous lease termination (1^st August 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 Aurigene Pharmaceuticals Service Limited, 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.

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

• If you own a personal vehicle, you may reach out to EST ([email protected]) who will help restructure your compensation to introduce the conveyance component in your monthly salary. As per guidelines this benefit can only be availed up to ₹42,000.
• If you already have the F&M component with different value, the benefits will continue to be applicable for you.

This component will become applicable for employees with annual Total Fixed Compensation of ₹24 lakhs and above by default, as a part of the compensation structure.

• If the component is not part of your current structure, the changes will be made effective 1st August 2024, and your compensation restructured accordingly. You will be able to submit your F&M expense bills post the restructure.
• If you already have the F&M component as a part of your compensation structure/ as per actuals, the benefits will continue to be applicable for you as-is.

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.

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.

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 up to ₹ 2,40,000 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. you may reach out to EST ([email protected]), who will help restructure your salary to introduce the component in your monthly salary. If conveyance is not a part of your current structure, then the option to opt for Driver’s Salary will be enabled for you effective 1st August 2024, post which you can exercise the choice to restructure.

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.

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.

3.Salary Advance Option

In cases of a personal exigencies in where 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 payment cycle runs twice in a week. If you’re a new employee, you can take the advance immediately after joining.

3.1 Applying for a Salary Advance

You need to apply for salary advance via portal and get it approved by your L+1. If you’re above L3 band, then only self-approval is required. The approval then will be routed to the Employee Service Team (EST).

3.2 Repaying the advance

You can return the advance over a maximum of six equal, interest free, monthly instalments or the balance months till your retirement, whichever is less. 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 from 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.

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.

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 and filling in the Higher Education Scheme application form. Your relevant Function Head and your HR Business Partner will evaluate the request and may recommend your application for evaluation. Once approved by the relevant stakeholders, you can go ahead with the course after submitting the approval to your HR business partner. You can claim the agreed reimbursement once you complete the course.

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.

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 function head, HR Head and CEO. The approval needs to be sent to the HR Operations team along with original bills and the approval you received from relevant stake holders before commencing the course. This reimbursement support is likely to attract Perquisite Tax, which you will have to bear.

Service commitment 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:

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 10^th and 25^th years in your journey with us, we will extend a special cash reward of 10 days’ & 25 days’ basic salary (respectively). This will be a part of your salary payout for the month.

While this gift is our way of celebrating your achievements, please note that taxes will be applicable on the cash rewards. The reward value will be capped at INR 5 Lakhs.

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

Scheme to Recognize Employees on Service Milestone*

It’s a special time for you and for us when you attain significant milestones in your tenure with APSL. At key milestones of your career, you’ll find a small gesture of our appreciation for your continued service given to you subject to relevant income taxes. 

All eligible employees will receive the following on completing the milestones;

*This will be renewed annually.

The gift hamper will include a memento celebrating the number of years of service, an appreciation letter on behalf of the organization and a gift item. 

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

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. Instead of a band based coverage, we have moved to a compensation linked coverage for both GTLI & GPA from this years. The coverage details are as below:

Note: The contribution mentioned above will be same across role bands including trainees.

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 )

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:

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:

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, an addition in the same category would be permitted at the time of unenrollment itself, in the same family category ( eg. If a parental dependent is unenrolled, a parental dependent only can be enrolled). The overall dependent count and relative level count will remain constant. 
   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:

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.
• 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 /-

  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

• 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.

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

Escalation Matrix:

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.

APSL Mailroom,Hyderabad

Aurigene Pharmaceutical Services Limited
S.No-195 & 198/2A, Madeenaguda Village, Serilingampally Mandal,
Ranga Reddy Dist, Telangana – 500049
Phone: 040-44658522

APSL Mailroom,Banglore

Aurigene Pharmaceutical Services Limited
39-40 Hosur Road, KIADB Industrial Area, Electronic City Phase II,
Bengaluru, Karnataka 560100
APSL, Porta cabin (near warehouse)
Contact: 97903 04130
Email:[email protected]

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

BUSINESS ENABLING POLICIES

1. International Travel Policy

You might have to travel to other countries for work. Your travel will be facilitated by the International Travel Desk which can be reached at [email protected]. You can requisition travel via the portal/email.

Accommodation

Company-booked Accommodation

We would book you in a comfortable hotel at the location of travel. This would be done in accordance to the hotel limits mentioned in the table below.

Self-Accommodation (Daily Entitlements):

You may choose to stay with friends or family or make your own arrangements for stay, in such cases you are entitled to a Per Diem to cover expenses towards accommodation, food and incidental expenses.  No supporting bills need to be submitted for claiming the Per Diem.  However, you will need to sign a declaration to claim this allowance.

Per Diem eligibility is based on the classification of the trip

Single Day Trip: If you initiate and close your trip on the same day without any overnight stay, you shall be eligible for the full Per Diem.

Multiday Trip:  You shall be eligible for the full Per Diem on travel days requiring overnight stay.  On the day of return, you shall only be entitled to the full Per Diem if your departure is after 12 PM. If your departure is before 12 PM, then you are entitled to 25% of the regular Per Diem amount.

Details of the entitlements, according to countries are given as follows:

Note:

*The hotel limits are excluding taxes

*PER DIEM claimed on travel is taxable

Air Travel

The below grid outlines the recommendation for travel class when you are travelling internationally. The recommended class of travel shall in no way be considered to be an entitlement.

The recommended class of travel may be altered by the CEO based on assessment of the purpose of travel, customer meetings vs internal reviews, attending seminars vs presenting papers, whether the planned trip has buffer days in addition to the actual days needed for the purpose of travel.

The alteration can be done by the CEO both as an upgrade or lowering of the class of travel from the suggested mode.

The following scenarios would result in tickets being issued in economy class (applies to all employees except CEO):

• Any overseas travel undertaken for skill/knowledge development
• Any overseas travel approved less than 7 days in advance

Expenses

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

Daily Expenses such as local conveyance, food, tips and portage, airport arrival and departure taxes, visa charges, excess baggage charges, laundry, international telephone calls, entertainment of guests, medical expenses, expenses on self-driven cars or on taxis can be claimed on actuals with relevant bills, vouchers and cash memos.

You will be given a corporate credit card for daily expenses. If required, you can request for a cash advance of up to US$ 1,000 to meet reasonable incidental cash requirements through the travel team.

In cases where you have to stay at a location for over two weeks, you are entitled to a weekly allowance of US$ 75 to meet your out-of-pocket living expenses. You will need to sign a declaration to claim this allowance.

Please restrict special corporate gifting, entertainment and liquor expenses to customer interactions. Ideally, when you plan your international tours, do anticipate such occasions and have them cleared in advance.

For any exceptions, please discuss with your relevant Function Head for approval.

Travel Insurance

You will be covered by travel insurance if you are travelling abroad for the company.

Heaven forbid, if a situation does arise to claim insurance, 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. 

Travel Approvals

Your international travel requisition needs to be approved by the CEO. While submitting expenses relating to international travel (within the limits of the policy), approval of relevant Function Head is needed. In case of any deviation, approval of CEO will be required. You can request for an advance when you raise your travel requisition.

Claiming international expenses

Please submit your claim within 15 working days after returning from a trip.  

This expense statement has to be filled and submitted with original bills, credit card statements and receipts via the Red Channel since it needs approvals from L+1s as per the Delegation of Authority guidelines.

If you have taken travel advance, you will need 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.

Any unclaimed expenses > 60 days post returning from the trip will lead to recovery from the salary and will be paid back once the expenses are settled.

Cancellation

To initiate the process of cancellation you need to send an e-mail to [email protected]. In case you have booked your ticket through the Self Booking Tool, you will need to cancel the booking by selecting the appropriate option available on the tool.

2. Joining Support Policy

The below details will be applicable for all employees joining 1st August 2024 onwards. If your date of joining is up to 31st July 2024, please reach out to your HRBP / operations team for applicability.

We offer all possible support to welcome you into the Aurigene 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:

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 APSL, 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 Recruitment 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 HR Operations Team. 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.’

3. DOMESTIC RELOCATION POLICY

The below details will be applicable for all relocations effective 1st August 2024. If your effective date of relocation is up to 31st July 2024, please reach out to your HRBP / operations team for applicability.

Your job may require you to shift your base to another APSL’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 specialised 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 HR Operations Team.

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 APSL, 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 HR Operations Team. 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.

4. EMPLOYEE REFERRAL POLICY

We believe that you are an ambassador of our culture and hence you can refer a candidate best suited to our environment. If the person you have referred is selected, then you will be rewarded for your efforts.

Employees across role-bands, whether confirmed or in training, can refer candidates and be awarded on candidate selection.

The employees in Human Resources, managers involved in the selection process, those to whom the occupant of the open position will report, and those at role-bands L3 and above are not eligible to receive awards but can make referrals

Making a referral

Job vacancies are posted on the Career Centre section of the portal and on the external website. If you know of a candidate who fits the job profile advertised, you can make a recommendation to TAT lead by sharing related details with Talent Acquisition Team member/ HR business partner.

Awards on successful selection

If the person you referred for a position is selected by the company, you will become eligible for a financial reward subject to relevant income taxes. The reward is based on the role for which the candidate has been selected:

This reward is not given for recommending ex-employees from DRL and its subsidiaries.

Payment of Referral Amount

Once your candidate is selected, the Talent Acquisition Team (TAT) will let you know. You can fill up the referral form and send it to the HR business partner for approval by the TAT Head. The referral amount has to be claimed within 6 months of the candidate joining the organization.

You will not be eligible for receiving the payment in case either you or the referred candidate is serving notice period at the time of completion of 3 months.

5. CORPORATE CREDIT CARD

At Aurigene Pharmaceuticals Services Limited 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 Leadership Team 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.