EMPLOYEE HANDBOOK

PHARMA DIVISION

Index Sr.No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 Welcome Letter About Wockhardt Joining Formalities Work Rule Leave Policy Employment Cycle Field Allowance Transfer policy Medical reimbursement scheme LTA Employee referral sceheme Marriage gift Long Service Award Provident Fund Gratuity Medicalim Group Personal Accident Particulars Pg. No 3 4 5 6 7 9 10 13 15 16 18 20 21 22 25 26 30

Dear Colleagues, It gives me immense pleasure to be in touch with you as a part of Wockhardt family. Wockhardt is committed to quality and unparallel customer service. You as a part of our Wockhardt family will strengthen our power to provide this more effectively. We appreciate the talent, qualities, enthusiasm and energy levels that you bring. I am sure this will help us to become a force to recon with in the market place. We assure you that excellence in the work place will result in a rewarding career for you The Employee Handbook has been developed as a general guide to provide you information on key policies, benefit programmes and other information you will need to know. The

information/Policies/benefits described herein may undergo changes from time to time. All such changes will be communicated to you. Our success is built by creative, productive and performing employees who are encouraged to make suggestions while thinking "out of box." Each one of your contributions is essential to fulfilling our mission towards our stakeholders. The primary goal of Wockhardt and yours, as one of its employees, is to personify our Vision To be the most admired healthcare Group from India. We can achieve this through dedication, hard work, commitment and our consistence performance. As often said, one can dream, create, design and build the most beautiful place in the worldbut it requires people to make that dream a reality. We look forward to work with you more closely and wish you a successful and rewarding career with Wockhardt.

With Best Wishes,

Mahendra Bangar, Vice President - Employee Relations

ABOUT WOCKHARDT

Wockhardt is a global, pharmaceutical and biotechnology company that has grown by leveraging two powerful trends impacting the world of medicine i.e. globalisation and biotechnology.

Wockhardt today, is known for a strong and growing presence in the worlds leading markets, Europe and the United States. Wockhardts market presence covers formulations, biopharmaceuticals, nutrition products, vaccines and active pharmaceutical ingredients (APIs).

The company has its corporate headquarter in Mumbai in India, and has 15 manufacturing plants in India, UK, Ireland, France and US Subsidiaries in US, UK, Ireland and France Marketing offices in Africa, Russia, Central and South East Asia.

Wockhardt has been witnessing an amazing growth in Europe. Since 1997, it has acquired C.P. Pharmaceuticals and Wallis Laboratories in UK, Esparma GmbH in Germany and Pinewood Ireland. The recent acquisitions include Negma Laboratories in France and Morton Grove in USA

Wockhardt India Branded Business has around 1700 field personnel catering to 1,50,000 doctors. An innovative marketing strategies has been evolved which will provide you with a cutting edge in the highly competitive Indian market.

SECTION 1: JOINING FORMALITIES

PRE EMPLOYMENT MEDICAL CHECK-UP Your employment is subject to your being medically fit to take on the responsibilities assigned to you. It is therefore mandatory for all selected candidates to undergo pre employment medical test before joining. The Zonal Office will co-ordinate for your medical check up. Please note that appointment letter will not be issued if your medical check up has not been done and report of the same has not been received at the corporate office. Therefore, please get in touch with HRD department at corporate office or Zonal office to complete process of your pre-employment medical check up. BASIC TRAINING PROGRAMME (INDUCTION) An in-depth Basic Training Program is conducted for all new appointed Territory Managers to give complete knowledge on the Products, medical, detailing skills, etc by our in house training managers and medical advisors. Only after successful completion of the Training program the TM is allowed to go for field work. SUBMISSION OF DOCUMENTS Please make sure following documents and forms are forwarded to the Corporate Office addressed to the respective Marketing Information contact person within 7 days of joining the company. Submission of following documents is compulsory to complete your personal file. 1. Application for employment form 2. PF Nomination From / NSS Form 3. PF Transfer Form (Where applicable) 4. Gratuity Nomination Form 5. Medi claim Form 6. Salary Slip from your previous employer 7. Reliving Letter 8. Photocopies of educational certificates (Starting form 10th Std) 9. 3 Photographs 10. Pan Card Xerox 11. Pre employment medical check up reports 5

SECTION 2: WORK RULE

REPORTING ON INFINITY

Infinity is The Power of Information and is the lifeline of the SALES PROCESS to Wockhardt. It is the Sales Force Effectiveness tool to empower the field with information on our customers and brand prescriptions and making use of the information to counter our competitors and improve productivity.

Infinity has deepened our customer relationships, retain our existing customers, helps in identifying new customers and increase Sales Force productivity.

It is our constant endeavor to bring forth different types of utility of Infinity viz. Customer Centric Approach/Tracking of Individual Customer/Streamlining of Processes / Effectiveness of Promotional Campaign/Market Information.

Note: It is mandatory for all field employees to record their customer contact information reports in INFINITY only.

Infinity Contact Details Please feel free to contact at the below mentioned email and tel no. for any help or Query on Infinity.

Infinity Cell infinity@wockhardt.com Contact Nos. 022 67086357/58/60/31

LEAVE POLICY TYPES OF LEAVE: 1. 2. 3. 4. Casual Leave Sick Leave Privilege Leave Maternity Leave (Granted to female employees)

Sr. No 1 2

Particulars Entitlement Eligibility

Causal Leave 7 days per year Pro rata credit from the date of joining

Sick Leave 5 days per year Pro rata credit from the date of joining

Privilege Leave 25 days per year Pro rata credit from date of joining but you can avail PL after confirmation and completion of one year of service. 75 days No Encashment Cannot be combined with any Leave Application through Infinity Minimum: 5 days Frequency: Not more then twice in a year.

3 4 4. 5. 6.

Accumulation

No accumulation

Encashment No Encashment Combining leave Cannot be combine with any Leave Procedure Application through Infinity Number of days Maximum three days one can take at a at a time. time

3 Calendar years entitlement No Encashment Cannot be combined with any Leave Application through Infinity If absence is for 3 days or more, you are required to submit certificate from registered medical practitioner.

MATERNITY LEAVE (AS PER MATERNITY ACT 1960) Female employees can avail 12 weeks of leave, 6 weeks before delivery and 6 weeks immediately after delivery. Female are entitled to the above benefit provided they are in the service of the company for a minimum period of 12 months. This benefit will not be granted if the female employee is already having two children MISCARRIAGE In case of miscarriage, a Female employee is entitled to 6 weeks leave with pay from the day of miscarriage. She is required to submit letter in writing with a certificate from registered medical practitioner.

ILLNESS DURING PREGNANCY (AS DEFINED IN THE MATERNITY ACT 1960)

For illness arising out of pregnancy, delivery, premature birth or miscarriage, a Female employee can take extra leave up to a maximum period of one month. A medical certificate will have to be provided.

SECTION 3: EMPLOYMENT CYCLE

VISITING CARDS 200 Visiting cards will be issued per requisition. Please ensure that minimum balance is maintained before sending the requisition. All requisitions must be sent to, Mr. Arvind Surve (Manager - Marketing services) at corporate office. DETAILING BAG Detailing bags is issued once in Three year. Requisition form has to be approved by the RM / ZSM. Requisitions should be sent to Mr. Arvind Surve at corporate office. STATIONERY All printed stationary like Expense Statement pads; Order book, Tour plan pads, etc will be sent to you by Mr. Arvind Surve to Zonal Office for onward dispatches. EXPENSE REIMBURSEMENT All expense should be routed through the Regional Manager / Zonal Office. Your expense statement must reach H.O. by 11th of the Month from Zonal Office to be paid in the respective months salary. Expenses are paid once in a month together with the Salary. Any deductions / deviations are clarified through deviation reports which are sent to ZSM with details. (Refer the attached annexure on expense reimbursement)

SALARY DISBURSEMENT Salary is sent to the Zonal Office latest by 27th of the month. It is paid through DD or Citibank. To open the A/C in Citibank / ICICI bank the employee has to send us the requisition for the application Form. IMPREST PAYMENT On appointment, the Territory Manager will be given an imprest of Rs.2000/- to take care of his expenses in emergency and the same is recovered from his / her full and final settlement, on his/her relieving/separation from the company.

POLICY ON FIELD ALLOWANCES

ALLOWANCES METRO A. HQ allowances B. Ex Station allowances C. Out Station Allowance Rs130/- per working day. Rs130/- per working day Rs 250/- per Working day

ALLOWANCES NON METRO A. HQ Allowances B. Ex Station Allowances Rs 115/- per Working day Rs 130/- per Working day

C. Out Station Allowances Rs 250/- per Working day

MEETING ALLOWANCE This allowances is provided for expenses incurred during any cycle meeting and official meeting 1. If accommodation is not provided by the company then,

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Rs 125 per meeting day. Meeting allowance is an additional allowance for accommodation at meeting stations. The meeting allowances shall be paid, only if there is overnight stay during the meeting days. 2. If the accommodation is provided at the program venue with all meals by the company no allowances should be claimed 3. If accommodation is provided in the town by the company then Headquarter allowance should be charged towards conveyance and miscellaneous expenses.

SUNDRIES The objective of the policy is to reimburse the eligible fair and justifiable expenses incurred while undertaking official work

The maximum limit for Sundries is Rs 1000 / - Per Month, Subject to submission of valid supporting documents / bills.

Sundries include expenses payable towards written and oral communication and reporting under the expense heads viz. 1. Postage, Courier, Fax 2. Phone calls (Mobile / STD) 3. Photocopy, stationary 4. Internet usage / Cyber caf for Infinity and Emails.

The same shall be claimed on a monthly basis in the expense statement, supported with valid documents / bills.

OBJECTIVE: The Purpose of this policy is to structure the entitlements in respect of 1) Travel Fare Eligibility 2) Headquarter, Ex Station and Out Station allowances 11

3) Other Allowances (Sundries) The above policy should be interpreted that the intention of the policy is to reimburse the eligible fair and justifiable expenses incurred during official work. FARES (Kolkata / Delhi / Chennai / Pune / Ahmedabad / Banglore / Hyderabad / Jaipur / Chandigarh) 1. Travel fare Rs 1.75 per km upto a distance of 100kms (one way), when the travel is undertaken outside the headquarter. 2. Second Class / III AC rail fare shall be reimbursed for journey beyond 100kms (one way) 3. The actual Bus fare shall be reimbursed in absence of train routes for journey beyond 100KMs (one way) 4. In case of non availability of ticket / berth / seat of entitled class on specific route, journey shall be made in the class lower then entitled class. 5. All routes / modes of travel shall be pre approved by the concerned reporting authority and must be in line with the business interest of the organization, convenient for field working, customer coverage and marketing potential (As per final STP / SFC approved) (Standard Tour Plan / Standard Fare Chart)

FARES (Mumbai) 1. Quarterly 1st class railway pass shall be reimbursed 2. Original Copy of the railway pass shall be required to be submitted alongwith expense statement. 3. All routes/modes of travel shall be pre-approved by the concerned reporting authority and must be in line with the business interest of the organization, convenient for field working, customer coverage and market potential. (As per STP/SFC approved)

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TRANSFER POLICY
The travel expenses will be reimbursed to all the employees as mentioned below. The shifting of household expenses will be sanctioned to the people who have been transferred by the company and not for those who have asked/requested for transfer of their choice. TRAVEL EXPENSE: The employee and all family members will be entitled to the travel expense (as per the grade of the employee). MODE & CLASS OF TRAVEL Train II class / Train III AC or Luxury Bus NOTE: Travel by any other mode of conveyance not exceeding the fare of the mode of travel prescribed above for the respective categories is left to the discretion of the individual concerned as per convenience and time. Whenever the journey is less then 600kms, all employees should undertake the journey by the most convenient / economical mode of transportation. All air journey should begin in the early morning from the operational headquarter and return to the operational headquarter should be by late evening / night. EXPENSES FOR HOUSEHOLD SHIFTING: 1. Railway rate per quintal per kilometer will be allowed from the original place to the place of transfer of all the employees.

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The employees will be categorised as: Bachelor and Married.

Following weight allowance will be given while calculating the luggage fare: Bachelor 2 tons and Married 5 tons 2. Packaging, loading, unloading and insurance charges will be as given below: Bachelor - Rs1500/Supported by bills Married - Rs3500/-

The amount will be paid within a reasonable range with the approval of the concerned functional Head / Vice president.

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MEDICAL REIMBURSEMENT SCHEME Medical reimbursement is applicable to all employees subject to entitlements. ENTITLEMENT AMOUNT AS PER GRADE

All Territory Managers in FMG and FM1 will be eligible for Medical reimbursement of Rs 6000/- Per Annum (Rs 500 per Month) The application needs to be made in the prescribed format available in WIRE along with the original bills to avail of the benefit. Employees can make a claim not more than four times in a Calendar year January to December. CLAIM PROCEDURE The original bills attached to the relevant format needs to be sent to the finance department in the corporate office before the 15th of the month. The amount will be reimbursed in the salary of the successive month.

ACCUMULATION The payment of Medical Reimbursement can be accumulated up to three years, excluding the entitlement for the current calendar year.

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LEAVE TRAVEL ASSISTANCE

ELIGIBILITY The employee should be confirmed in the services of the company. Leave Travel Assistance (LTA) is a component of pay applicable to all grades subject to entitlements on calendar year i.e. from1st January to 31st December. The LTA amount will cover travel for the employee, employee's spouse, dependent children and dependent parents. PROCEDURE The LTA claim form is to be filled up by the employee, which is available in the prescribed format attached along with the employee handbook. The form has to be then forwarded to corporate office to respective Marketing Information Service Manager. (Please refer last page for name and contact details) Employee may avail the entire entitled amount as advance. For availing this, advance form along with leave application form duly signed by Head of Department needs to be submitted.

ACCUMULATION The payment of LTA can be accumulated up to two years, excluding the entitlement for the current calendar year.

LEAVE A minimum of five days of earned leave during the period, for which LTA is being availed, needs to be taken. The LTA granted to an employee would be recoverable if the employee cancels the Earned Leave for any reason

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PROMOTION On promotion, employee will be entitled to LTA based on his revised grade on pro - rata basis depending on the month of promotion in the financial year.

SEPARATION An employee joining / resigning from the services of the company during the financial year will be eligible for LTA on a pro - rata basis.

TAX IMPLICATION If LTA is claimed twice in a block of 4 years, the amount is non-taxable.

TAX EXEMPTION Any tax liability on account of LTA will be borne by the employee. Employees are advised to submit all the original tickets as they are subject to audit. The proof needs to be submitted as part of the annual tax proof submission guidelines

ENTITLEMENT AMOUNT AS PER GRADE All Territory Managers in FMG and FM1grade will be eligible for Leave Travel Assistance of Rs 2940/- per annum.(245/- per month)

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PEHCHAAN -EMPLOYEE REFERAL SCHEME: PURPOSE: Employee Referral Scheme is developed with the intention of awarding the employees for their efforts towards recruitment.

POLICY STATEMENT: This policy is applicable only for those employees who are hired as full time permanent employees. Employees shall be paid Rs. 2000 either through cheque or in kind for each employee being successfully recruited through Pehchaan the referral scheme. All permanent employees are eligible for the referral bonus except for those in the Human Resources Department and or any person on the hierarchy level of manger & above in Wockhardt. Incentive amount will be paid only when the referred employee completes 90 working days in the company. Both referred and referrer should be in employment at the time of availing the incentives.

GUIDLINES: Referrals will not be accepted if a resume or application has previously been submitted directly by the applicant or by an outside agency. Mail containing the resume of the applicant should be sent to the Human Resources Department. This mail should be saved. Employee referral form to be duly filled by SM / ZSM and submitted to Human Resources Department after referred applicant joins. Referrals of employees currently employed, as temporary employees will not be accepted. Referrer and interviewer cannot be same. In the event of any disputes, all final decisions will be made by the management. Management reserves the right to modify / alter or withdraw the scheme at its own discretion. 18

PROCESS FLOW FOR PEHCAAN

HR does the final clearance & attaches the Annexure1 to the personal file

Divisional head approves the candidates after confirming with referee. The same will be forwarded to HR

ZSM approves the candidates and fill the form Annexure 1. The same will be forwarded to Divisional Head

RM to interview and if shortlisted referred to ZSM for interview.

TM (referred through Pehchaan)

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MARRIAGE GIFT

ENTITLEMENT:Marriage Gift of Rs 2,001/- for all field employees of India Branded Business.

OBJECTIVE :One novel way of CONGRATULATING and BLESSING the wedded couple from Wockhardt India Branded Business Field Team. This would be a sort of Good Luck token gift from the company towards happiness and wellbeing of the wedded couple.

PROCESS:All we need to know is about your marriage, and hence Wockhardians getting married shall send their printed Wedding Card to Human Resource department at Corporate Office, through their Zonal Manager and Divisional head.

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LONG SERVICE AWARDS

OBJECTIVE: To recognize employees who are associated with the company for a long tenure

AWARD: The employees who have competed 10, 15, 20 and 25 years of service with the company are eligible for Long Service Award. A wristwatch with citation is presented to the employees who have completed 10 years of service. A silver medal, wristwatch and a citation is presented to the employees who have completed 15 years of service. A Gold medal (5 gms), wristwatch and a citation is presented to the employees who have completed 20 years of service. A Gold medal (10 gms), wristwatch and citation is presented to the employees who have completed 25 years of service. The felicitation shall be done in the month of January and July every year to the employees who will complete the requisite length of service till the month of December and June respectively

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SECTION 4: EMPLOYMENT BENEFITS

EMPLOYEES PROVIDENT FUND AND PENSION SCHEME.

OBJECTIVE To layout the guidelines of the Provident Fund scheme applicable in the company.

SCOPE All employees of the company from the date of their joining are covered under the provision of Employee Provident Fund and Pension Scheme.

ENROLLMENT PROCESS On joining the services of the company, the employee is required to Submit the declaration in form 11 and confirm the name of the nominees in Form 2 and handover the same to the designated authority at Corporate HRD. In case of employees who is already covered by the Provident Fund Scheme, and in case they want to transfer the accumulated Provident Fund to the new account, they have to furnish form No. 13 Your Provident Fund / Employee Pension Scheme contribution is deposited as under: The Employers Share of 12% is divided & deposited in PF & EPS as per the breakup given below:

PF Employees Share Employers Share 12% 3.67%

EPF NIL

Total 12%

8.33% ( Limit 12% Upto 541/-)

Total

15.67 %

8.33%

24%

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There are four types of pension available to the members of the Pension Scheme:

1. Superannuation Pension: If the member has rendered eligible service of 20 years & retires on attaining the age of 58 years. 2. Retirement Pension: If the member has rendered 20 years of eligible service & retires or otherwise ceases to be in employment before attaining the age of 58 years. 3. Reduced Pension: If the member has rendered eligible service of 10 years & more but less than 20 years and age more than 50 years. 4. Widow / Children Pension: In case the member dies while in service & has paid at least one month.s contribution, his family is eligible for Widow / Child Pension.

OTHER INFORMATION

PF SLIPS Since, the PF contribution is deposited with the PF Commissioner; the employee will get annual slips from the PF Authorities confirming the contribution by the employee as well as by the employer during the year March to February, along with the interest accrued thereon.

NON-REFUNDABLE LOAN / AN ADVANCE FROM PF As per the Provident Fund Act, there is a provision for non-refundable loans for defined purposes, which employees can avail depending as per PF Membership, on submission of From no.31

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WITHDRAWAL OF PF ON SEPARATION In case an employee, after separation from the company, wants to withdraw accumulations lying in the credit of his account, he will have to furnish the form No. 19 and 10-C, along with Form SSN, to the designated authority in the Company who in turn would submit the same to the PF Authorities

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GRATUITY
OBJECTIVE To layout the guidelines of the Gratuity scheme applicable in the company SCOPE All Wockhardt Locations in India. All employees of the company from the date of their joining are covered under the provision of Gratuity Scheme ENTITLEMENT Gratuity will be payable to an employee on the termination of his employment after he has rendered continuous service for not less than 5 years on his: Retirement Resignation Death Disablement Due To Accident Or Disease

GRATUITY CALCULATION Gratuity will be paid as per the provisions of Payment of Gratuity Act. 1972. On the basis of last drawn basic salary. Payment of Gratuity = [(Current Basic Salary + D.A. / 26) * 15 days] * No. of years of Services. The maximum amount of gratuity paid at the rate and subject to eligibility conditions mentioned herein, shall not exceed an amount equivalent to 20 months salary or Rs. 3,50,000/- whichever is less. The Gratuity of an employee whose services have been terminated for any act, willful omission or negligence causing damage or loss to or destruction of property belonging to the employer, shall be forfeited to the extent of the damage or loss so caused.

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MEDICLAIM
OBJECTIVE: It has been a continuing endeavor by Wockhardt to provide comprehensive medical assistance to employees and family (as defined under the policy).

The Company has taken a Medicalim cover to meet the expenses that may have to be incurred by the employee in the event of hospitalization.

BRIEF OVERVIEW: 1. The Mediclaim policy covers reimbursement of Hospitalization/Domiciliary expenses for illness / diseases or injury sustained. 2. In case of claim becoming admissible under the policy, the insurer will pay to the insured person the amount of such expenses falling under different heads mentioned ahead and which are reasonably and necessarily incurred for the particular treatment, but not exceeding the sum insured in any one period as insurance.

COVERAGE: 1. Covers hospitalization expenses incurred for illness / diseases or injury sustained for the family members covered under the policy. 2. Self, spouse two dependent children below 21 years and dependent parents up to age of 75 years only (Mother and Father). 3. In case of married female employees, her parents and in - laws are not covered under the policy. 4. The total sum insured under the policy is Rs.1.50 lakh per family on floater basis and additional Rs.1.50 lakh for certain illnesses like By pass, Cancer treatment, Knee replacement. 5. The claim will be processed and paid only if the Insurance Company has the family details of employees.

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PRE / POST HOSPITALISATION : Pre Hospitalisation: The insured person can claim for reimbursement of expenses incurred 30 days prior to the date of admission. Hospitalisation. This is not applicable in case of Domiciliary Hospitalisation Post Hospitalisation: An insured person is entitle to reimburse the expenses Which is incurred up to 60 days of date of discharge from the hospital. EXCLUSION: The Insurance Company will not pay for any expenses incurred in connection or in respect of the following.

1. Pre-existing diseases at the time of proposing for insurance. 2. Routine eye examination and the cost of glasses and contact lenses and hearing aid. 3. Dental treatment. 4. Charges incurred at hospital or nursing homes primarily for diagnostic X-Ray or laboratory examination, any other diagnosis and treatment of the positive existence/presence of sickness or injury. 5. Pregnancy, Childbirth. 6. Expenses on Cataract, Hernia, Piles, Sinusitis in the first year of joining by employee.

DOMICILIARY HOSPITALIZATION:

1. Medical expenses incurred for a period exceeding 3 days at home will be payable only in the following cases a. The condition of the patient is such that he /she cannot be moved to a hospital / nursing home. b. The patient cannot be moved to a hospital/nursing home for want of accommodation. 27

EXCLUSION FOR DOMICILIARY TREATMENT:

1. Asthma & Bronchitis 2. Chronic nephritis and nephritic syndrome. 3. Diabetes mellitus and insidus. 4. Epilepsy. 5. Influenza, cough and cold all psychiatric or psychosomatic. 6. Pyrexia of unknown origin for less than 10 days. 7. Tonsillitis and upper respiratory tract infection including laryngitis and pharayngitis. 8. Arthritis, gout and rheumatism.

PROCEDURE AND CONDITION FOR PROCESSING OF CLAIMS: 1. The employee must intimate the HR Department in writing within 24 Hrs from the date of hospitalization / domiciliary hospitalization. 2. The claim should be filed within 60 days from the date of discharge from the hospital along with all original bills for purchase of medicines, prescriptions, reports (in original) , discharge/admission card clearly indicating date of admission and date of discharge, etc. 3. Countersignature must be obtained from the Doctor /Hospital Authorities on any corrections, overwriting on the bills etc. 4. The claim should be completed in all respects before submitting to the Insurance Company through your Personnel Dept for processing. 5. The Insurance Company will directly make the payment to the Company, and company will make the payment to the employee. Company will not be responsible in any manner in the event of any deductions made from the claim for any reason including fraudulent claims or supported by fraudulent documents. 6. The Insurance Company is the sole and final authority about the validity of the entitlement, amount of expenses to be reimbursed and the genuineness of the claim. 28

DOCUMENTATION FOR SETTLEMENT OF CLAIM: 1. The employee will send the duly filled in claim form to HR Department (The claim form available on wire and with local HR Dept.) 2. Hospital Admission/Discharge Card with details of treatment. 3. Hospital Registration Number or Certificate from hospital certifying that they have operation theatre & 24 hrs medical practitioners available and number of beds. 4. Hospital bills with payment receipt. (Consultant / Surgeon / Anesthetist /Hospital pertaining to the said treatment). 5. Medical pathology reports with bills/receipt along with the copies of prescriptions pertaining to the said treatment. 6. Medical bills with prescriptions.

(Note: The above documents required are required in original)

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GROUP PERSONAL ACCIDENT

OBJECTIVE: Regulations governing Group Personal Accident Insurance

SCOPE: 1. All Wockhardt Locations in India 2. As per the levels mentioned in the scheme below

DETAILS OF POLICY: 1. The scheme has been formulated to meet the unforeseen and unfortunate circumstances in an employees life. 2. The scheme is applicable to all employees who are employed in the Management Cadre of the Company, excluding those who are covered under the Employee State Insurance Act, 1948. 3. Under this scheme, compensation will be paid by the Insurance Company through employer for death or total permanent or partial permanent disablement of an employee resulting from accident caused by violent and physical means arising out of an accident or in the course of employees occupation or otherwise. 4. If at any time during the currency of the policy, the insured person dies or sustains any bodily injury soley and directly from accident caused by external, violent and visible means, the Insurance Company will pay compensation depending upon the Sum Insured, nature of Disablement / Injury etc. The policy will also cover reimbursement of Medical Expenses up to 25% of valid claim for treatment arising out of an accident.

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SUM INSURED: The sum inured for total / partial permanent disablement is Rs 1 lakh per employee up to M5 / FM5 level and Rs 2 lakh for M6 and above. For death, the sum insured is Rs.7 lakh up to M5/FM5 and Rs.10 lakh for M6 and above. For staff / trainee, claim is restricted to Rs. 1 lakh.

COMPENSATION PAYABLE:

Sr No. a b c d e

Event Death

Compensation Payable 100% of sum insured

Loss of 2 Limbs, 2 eyes or 1 limb and 1 eye 100% of sum insured Loss of 1 Limb or 1 eye Permanent Total Disablement Permanent Partial Disablement 50% of sum insured 100% of sum insured Depending on the nature of injury, compensation will be made Depending on the nature of injury, compensation will be made

Temporary Total Disablement

EXCLUSIONS:

1. Intentional self injury, suicide or attempted suicide 2. Accident occurring when the insured is under the influence of intoxicating liquor or drugs 3. Venereal disease or insanity 4. Breach of law with criminal intent

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CLAIM PROCEDURE: The HR Department should be informed with 24 Hrs. At the time of submission of the claim to HR Department, the following documents are essential: 1. Duly completed Accident Claim Form.(Available on wire) 2. Medical Certificate stating nature and course of injury and the depth of injury. 3. Relevant original documents like X-Ray reports and copies of diagnostic reports, bills and supporting prescriptions and fitness certificate. 4. Employers Certificate of Leave specifying the period of leave being sanctioned in case of accidental injury. 5. In case of accidental death of the person, a. Post-mortem Examination Report b. Death Certificate from appointed authority along with completed Claim Form. c. If any police papers such as Inquiry Report, Panchnama are available, the same should also be sent. DEFINITIONS: Permanent Total Disablement Is permanent and irrecoverable in nature. In this state, the injured person is totally prevented from engaging in any gainful employment e.g. loss of sight, physical separation of limbs, paralysis of the body, etc. Permanent Partial Disablement Is similar like Permanent Disablement with a little difference that the disablement is not total but only partial e.g., injured person is not solely prevented from engaging in gainful employment. Temporary Total Disablement

Is temporary disablement although it is lasting for some days, weeks or months. The injured person is cured after certain time lag. 32