HUMAN RESOURCE POLICY

MANUAL

BAJAJ EARTH PVT LTD

ALGUD, KALBURGI
Policy Version 1.0

Release Date

Prepared By

NASIR AHMED BEPLT HR

Approved By
Policy & Procedures Manual
Human Resources Policy has been developed to facilitate implementation and clearly define its
policies on Human Resource Management. The Manual provides guidelines and assists all
employees in adhering to the same.

The policies specified within are consistent with those of best practice management principles
and have the full support and commitment of the Management of Intech. This policy
supplements the Terms & Conditions of Employment as detailed in the staff contract of service
agreement.

The Organisation reserves the right to amend, delete or annex any terms and conditions of
service as and when necessary. The Managing Director & CEO will approve all changes to the
terms and conditions of service. These terms and conditions will, where applicable, be subjected to
the provisions of any relevant Government legislation and its amendments.

The content of this policy is to be kept strictly confidential and is intended to be used as
reference for the Organisation and the staff. These policies and procedures apply to all areas of
operations within Intech,

Any doubt, suggestions or query concerning the content of this policy should be forwarded to
the Human Resource Department.
Notes

The terminology, which will be frequently used throughout this manual, has been explained
below for the purpose of consistency.
• Organisation means IDBI Intech Ltd. (Intech)
• An employee means a person in employment of the Organisation in any part of India.
This includes permanent employee as well as trainee or probationer serving his or her
period of training or probation. This does not include any temporary staff, casual
workers, in case of misconduct by the employee.
• Customer means any individuals, corporate, or institutions serviced by the
Organisation.
• Manual or Policy refers to the Human Resources Policy.
• Unless stated otherwise, the words imparting the asculine gender include feminine and
words in singular include plural.
• The use of the word office implies the registered office, corporate office and branches.
• Family means spouse, children & dependent parents.
• The Board implies the Board of Directors of the Organisation.
• These service conditions apply to all employees including probationers and trainees
working for the Organisation.
 1.0 Grade Structure

The grade structure applicable to all employees on rolls of the company is as follows

Level Designation

8 Managing Director

7 General manager

6 Production manager

5 Assistant Production
Manager / Shiftincharge
4 Hr officer & Head of
departments
3 Office Staff & Supervisor

2 Technical operator

1 Technical helper

Hiring & Joining

Recruitment – Permanent Employees

Objective
This policy is aimed at having a universal and scientific method to hire the best talent in the industry with optimum skills and
aptitude required for the job.

Scope
All employees hired on rolls of the company.

Code of conduct

a. Professional and personal conduct

All employees are expected to perform their responsibilities in maintaining the highest
standards of excellence set by the Organisation. Employees should not engage in any other
assignments excepting those relating to the Organisation or undertake any activity prejudicial to
the interest of the Organisation. Any Employee who deviates from these rules and conduct will
be subject to corrective action, up to and including termination of employment. While not
intended to list all the forms of behaviour that are considered unacceptable in the workplace,
the following are examples of misconduct that may result in disciplinary action, including
termination of employment. Theft or inappropriate removal or possession of property; Working
under the influence of alcohol or drugs; possession, distribution, sale, transfer, or use of alcohol
or drugs in the workplace; fighting or threatening violence in the workplace; boisterous or
disruptive activity in the workplace; negligence or improper conduct leading to damage of
Organisation-owned or customer-owned property; insubordination or other disrespectful
conduct; violation of safety or health rules; sexual or other unlawful or unwelcome harassment;
excessive absenteeism or any absence without notice; unauthorized use of telephones, or other
Organisation-owned equipment; using Organisation equipment for purposes other than
business (i.e. playing games on computers or personal Internet usage); unauthorized disclosure of
business “secrets” or confidential information; violation of personnel policies; offering and
accepting bribes, and other illegal payments.

In order to purchase any service or product or to incur any liabilities on account of the
Organisation, all employees must get prior authorization from the administration department
and their immediate superior. Authority for signing any document on behalf of the
Organisation is specified by the Management. Employees must avoid confrontation or rude
behaviour with clients, suppliers and colleagues in their official and other dealings.
b. Dress code
While the Organisation does not wish to limit the Employee's expressions of taste and
individuality, the Employee's must be aware that what the Employee wears to work is a
reflection of the Employee’s own professionalism and that of the Organisation. All employees
should come in attire that is suitable for conducting the Organisation's business. The
organisation reserves the right to request a staff member to dress to an appropriate standard as a
condition of employment. On all working days except Saturday, employees are expected to
come in formal corporate attire. Casual attire i.e., jeans and T-shirt can be worn only on
Saturday. However this is dependant on the area of their operations or as deemed fit by their
department head. All employees must wear identity cards bearing their names during office
hours.

c. House keeping
The Organisation attaches significant importance to maintaining a distinguished image. Some of
the important contributors to the image are location and decor. Good housekeeping promotes
productivity, quality and safety. All employees are requested to keep their work area neat and
orderly and see that at the end of the working day, their workstations are left clean and tidy.

d. Power Saving.
It is the responsibility of each employee to save power. All machineries, lights and electrical
installations will be switched off when not in use. Prior to leaving their work place, each
individual should ensure that all switches at respective work places are put off.

e. Personal visitors
To provide for the safety and security of Employees, visitors, and the Organisation’s facilities,
only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps
ensure security, protects confidential information, safeguards Employee welfare, and avoids
potential distractions and disturbances. All visitors must enter through the main reception area,
accompanied by the staff, who is playing host to the visitor. Authorized visitors will be escorted to
their destination and must be accompanied by an Employee at all times. The visitors must not
wander around the office unaccompanied. The employees are requested to restrict the
number of personal visitors during the office hours to the minimum.

j. Prohibition of smoking/use of drugs and alcohol

Smoking is not permitted within the Office premises. The Organisation is committed to
providing a safe and healthy working environment and ensures that all employees and visitors
have the right to work and meet in a professional atmosphere.

The following rules regarding smoking, alcohol and drugs have been established for all
employees, regardless of rank or
position, including regular, full time, probationary and temporary employees. The rules apply
during working hours to all Employees while they are in the Organisation’s premises or
elsewhere on official business. The distribution, possession, sale, or purchase of any of the
above in the Organisation’s premises is prohibited. Being under the influence of drugs, alcohol,
while on duty is prohibited. Working while under the influence of prescription drugs that
impair performance is prohibited. Consistent with the rules listed above, any of the following
actions constitutes a violation of the Organisation’s policy on drugs and may subject an
Employee to disciplinary action, up to and including immediate termination: -
 Using, selling, purchasing, transferring, manufacturing, or storing drugs/alcohol, or attempting
to/or assisting another to do so, while in the course of employment. Working or reporting to
work, conducting Organisation business or being at work while under the influence of an illegal
drug or alcohol, or in an impaired condition.

o Hiring & Joining

o Recruitment – Permanent Employees

 Objective
 This policy is aimed at having a universal and scientific method to hire the best talent in the industry with optimum skills
and aptitude required for the job.

 Scope
 All employees hired on rolls of the company.

 Eligibility: Basic criteria for candidates.

o Age should be 18 years and above
o Should have completed 15 years of formal education.

Employment, Policies, Rules and Practices

a. Employment Application
The Organisation relies upon the accuracy of information contained in the employment
application and the accuracy of other data presented throughout the hiring process and
employment. Any misrepresentations, falsifications, or material omissions in any of this
information or data may result in exclusion of the individual from further consideration for
employment or, if the person has been hired, termination of employment.

b. Selection and Recruitment

Selection and recruitment of Employee shall be made on an open competitive basis in
accordance with the needs of the Management. Vacancies will be assessed based on the
requirements and number of vacancies will be approved as per Delegation of Powers. The
organisation may recruit candidates from Campus interviews, consultants, internal and external
referrals, on-line applications, recruitment portals etc.

Recruitment of Trainee
Organisation may appoint fresh graduates / post graduates as Officer Trainees on contract of
one year. On satisfactory completion of training, the trainees will be confirmed in the services of
the Organisation, at its sole discretion, at the appropriate Grade. Similarly, Management
Trainees will be directly recruited from premier management institutes identified by the
Organisation, and will be on a contract of six month.

 Hiring approvals: All hiring has to be in line with the pre-approved organization structure and plan by the CEO and Group Head
HR. Replacement hiring within the approved manpower budget will also require approval from CEO. However any hiring in excess
of the approved manpower budget will require the approval from the CEO and Group HR Head

i. Manpower Requirement form (MRF): All hiring requests have to be channeled through MRF. This would help us track and
reconcile the category of hiring under backfill or additional hire. The idea is not be bureaucratic but to have control over the process.
The MRF has to be sent to KFSL HR with pre approval from the CEO.

ii. Selection of candidates: Company being an equal opportunity employer, ensures that there is no discrimination against any
candidate on basis of gender, religion, ethnicity or age in the process of shirt listing.
Process

The Grade level interview and candidate finalization matrix given below has to be strictly adhered to

4
th Final
Grade of hire 1st Round 2nd Round 3rd Round
Round Decision
Associate
Senior Associate
Officer

Assistant Manager
Region/Division
CEO
Manager Immediate head or VP of
line the KFSL HR
manager corresponding
Senior Manager vertical
CEO
Asst. Vice President

CEO and
Vice President Group Head
HR

The interview decision can be based on the following key points

 Key skill sets required to perform the job should be demonstrated by the candidate
 Candidates expectations with the role in line with the actual role
 The company should be able to contain the aspirations of the candidates
 The individual should have scope of growth in the organization
 The candidate should fit the organization culture of the company

It is the responsibility of the interviewer to brief the candidate on the current role available, a brief background of the organization,
the culture prevalent in the organization the location at which the role will be based.

Some basic interviewing guidelines that are to be followed:

 Do not make the candidate wait for more than 15 minutes.
 Be punctual and start the interview on time
 Be presentable, greet the candidate and ask for his well-being.
 Begin by talking about things of common interest. Candidates are usually nervous before an interview; this will help break
the ice. The candidate will display his/her actual potential only when he/she is calm.
 Ask open ended questions and let the candidate do most of the talking
 Do not intimidate the candidate even if his reply to your question is incorrect
 Take notes during the interview
 Explain the role in terms of expectations and responsibilities.
 Close by thanking the candidate for showing interest towards working in our organization
 Give a realistic time frame by which you can inform the candidate the outcome of the interview
k. Safety
The Organisation provides information to employees about workplace safety and health issues
through regular internal communication such as: (a) Training sessions (b) Team meetings (c)
Other written communications. Each employee is expected to obey safety rules and exercise
caution in all work activities. Employees must report any unsafe conditions to their
Superior/HRD. Employees must also take due care of the instruments and equipment provided
to them and any alteration in the working parameters of the equipment suggestive of
malfunction of the equipment should be brought to immediate notice of their superiors. Each
employee is responsible for safe keeping and daily maintenance of the equipment provided to
them and in case of equipment malfunction, it is the employee’s responsibility to follow up with
the respective service and maintenance provider for suitable corrective action at the earliest.

l. Security
All Employees who are issued keys to the office/lockers/storage cupboards are responsible for
their safekeeping. Employees are not authorized to make duplicates of the issued office keys.
Employees who violate safety standards, cause hazardous or dangerous situations, or fail to
report, or where appropriate, remedy such situations, may be subject to disciplinary action
including termination of employment. In the case of an accident that results in injury, regardless
of how insignificant the injury may appear, Employees should notify their Superior, and/or
respective Group Head.

m. Personal Belongings
All Employees are responsible for their own personal belongings and properties left at the
office. The Organisation assumes no liabilities for any loss or damage to personal belongings
and property.

n. Organisation Property
The Organisation’s office space, equipment, materials and other properties shall be used only for
official purposes. Employee who uses the Organisation’s property such as Laptop, Video
Projector, vehicle etc. is responsible for the safekeeping of these equipments. The Employee will be
held responsible for any loss or damage to these properties. Cost of replacement or repair will
be borne by the Employee.

6. Hours of working, leave & holidays

a. Office Hours
The Organisation’s office hours are from 9.45 A.M. to 6.15 P.M. Mondays through Friday, and
9.45 A.M. to 2.00 P.M. on Saturdays. Employees posted at client location will adhere to the
timings as agreed with the client. Employees will also have to abide by split timings if required,
and shift timings for other units based on business needs. The shifts of such employees will be
decided after deliberation by the Management which will be binding on all employees.
Requests for change of shifts will be considered only if appropriate slots are available without
compromising on the quality of the work concerned. All employees are required to observe the
normal hours of work. The Management may at its discretion re-arrange the prescribed
working days and hours depending on operational needs.

All employees are expected to be in office on time everyday. If, due to unavoidable reasons, an
employee expects to report late to work, he is required to inform the office and his immediate
superior at least 30 minutes before his scheduled arrival at work. If an employee is required to
travel outside the office premises, the office should be kept informed regarding his whereabouts
Lunch Break
Employees are allowed a half hour lunch break. Lunch break is generally taken between the
hours of 12.30 P.M. and 2.30 P.M. on a staggered schedule (approved by the Management) so
that the Organisation remains operational during the lunch hour.

b. Attendance/ Punctuality
All Employees are expected to be regular and punctual in attendance. This means being in the
office, ready to work, at their starting time i.e.09.45 A.M. each day. Absenteeism and tardiness
places a burden on other Employees and on the Organisation. If an Employee is unable to
report for work on time for any genuine reason, he shall notify his Superior prior to reporting to
duty. The Superior is then responsible to inform HR Department.

c. Break Periods
The Organisation does not provide any break for employees during office hours except for the
above outlined lunch period. Tea breaks and coffee breaks are as such not allowed. Breakfast
during the office hours is also not allowed. Prior approval from a Superior or Manager is
necessary for such a break, if so required. If an Employee has unexpected personal business to

take care of, he must notify his direct Superior to take time away from work. Personal business
shall not be conducted during office hours. Employees who do not adhere to the break policy
will be subject to necessary action.

d. Working beyond office hours and on Sundays and holidays

Employees may be expected to work extra hours as are reasonably necessary to meet business
requirements. This will be considered an integral part of the employee's professional duty of
customer service and will not attract compensatory holidays. Conveyance reimbursement from
Office to residence can be claimed in case of stay beyond 2 hours of normal working time. This
reimbursement has to be a function of the mode of transport available in the city. E.g. in
Mumbai, where the rail connection is very efficient, rickshaw / taxi fare for commuting to the
nearest railway station can be reimbursed, at the discretion of the reporting authority. The
mode of travel for various levels is indicated under point (e) below. In case, any other mode of
transport is used, where the cost is equal or lower than that indicated below, the same will be
reimbursed. The same yardstick will be applied for employees required to attend office on any
weekly or public holiday.
Departmental Heads have to ensure that all employees get one compensatory off in lieu of
working on Sunday/Public Holiday. The compensatory off is required to be given immediately
during the following week and cannot be accumulated and used as Casual Leave or combined
with other type of leave.
Under any circumstances, it must be ensured that no employee is normally required to work for
more than 10 days at a stretch, without getting a weekly off in lieu of working on Sunday as a
part of normal duties.

Permission
Every employee should seek prior permission from the reporting authority before availing any
type of leave. Sanction of leave is subject to business exigency. Requests for extension of leave
due to unforeseen circumstances should be conveyed to the concerned leave sanctioning
authority promptly and approval obtained.
Bonus Pay
Payment of BonusPay is the discretion of the Management based on the performance
of Organisation and its employees. Employees dismissed on disciplinary reasons will not be
entitled to Bonus Pay payment.Any Employee who has tendered his resignation and serving notice
period, dismissed employee or left service before any payment of Bonus Pay shall not be entitled to
such payment irrespective of the period he has worked during the year for which the Bonus
Pay is declared. Bonus Pay is only declared by the Organisation’s

Employee Accommodation
Policy

BASIC GUIDELINES

 Smoking, tobacco, gutka, any illegal substance and alcohol consumption are not permitted
at company accommodation.
 Occupants are advised not to keep valuables in the company accommodation and they will
be responsible for the safety of valuable items if kept in the rooms.
 Visitors coming to see an employee staying in the company accommodation should meet
them in outside area and are not allowed to visit the rooms of the Guest house.
 Any letter, bills, notice or any other written communication delivered to company
accommodation will have to be handed over by occupants to Area Manager who has to in
turn handover to Regional admin.
 Occupants are advised to keep noise levels to minimum which should not affect the
neighbors. Any complaints coming from neighbors or landlord will be addressed and
action will be taken on concerned occupants.
 Occupants are advised to keep company accommodation clean and to best of hygiene
condition. This is directly linked to the health and safety of occupants. Regional admin and
Area Manager will perform surprise audits at the company accommodation and any
deviations will lead to action on concerned occupants.
 Occupants may come from diverse background and are advised to live at company
accommodation with peace and harmony and respect for each other, neighbors and
outsiders. Any events of misbehavior, quarrel between occupants or with outsiders will
lead to strict action against the concerned person.
 In case an occupant has to give residential address to any outside authority- private or
government, they need a written permission from regional HR head. In either case
company will not be responsible for any litigation or obligation arising from the same.
 Occupants are advised to go through the copy of company accommodation legal
agreement. Apart from the terms and conditions mentioned in this policy document,
occupants will have to abide by terms and conditions mentioned in the company
accommodation legal agreement.
 Any exception should be approved by the HR HOD.

Assets in Accommodation:
 Accommodation should be without any asset or property like furniture, equipment,
instruments at the time of agreement.
 Occupants would be provided with cooking utilities like- utensils and hot plate. Utensil
(Budget maximum Rs. 1000/-, hot plate budget maximum Rs. 1000)
 Occupants would be provided with mattress, 2 bed sheet, pillow, buckets (3 nos per
accommodation), mug (3 nos per accommodation) .Max budget - Mattress Rs. 500/-, Bed
sheet Rs. 150/- per bed sheet, Bucket Rs. 200 each, Mug Rs. 50/- each.

 Occupant’s friends, relatives or any unauthorized person(s) are not allowed to occupy guest
house for any period of time. Any event of an unauthorized person(s) found occupying the
company accommodation will lead to strict action against the employee. Also occupants
would be jointly responsible in case any authorized preson(s) is / are allowed to stay in
company accommodation

Damages to Guest House Asset:

 Any damages to basic fixed assets of the guest house like fan, tube light, bulb, Bathroom
and kitchen fixtures windowpanes, doors, locks etc. would be collective responsibility of the
employees sharing the company accommodation and equal deduction would be made by
dividing the cost of damages to number of people sharing the company accommodation at
the time of damage.
 If there is damage to the property, any charges incurred in repair/replacement will have to
borne by the person responsible for the damage. If the damage is not done by a particular
person, occupants have to share the cost incurred in repair/ replacement of the damages. 
Cost incurred on loss of keys must be settled by the person losing the key which will be
charged to the employee at Rs.75/-.

Checklist for inspection of property

Accommodate name and address: Date: Observed by:

Checklist
1 Entrance clean and free of clutter
2 Door lock in place and functional
3 Any bills, letters or notice received at Guest house
4 Window glasses/panes intact
5 Balcony clear and free of clutter and debris
6 Rooms clear, clean and in hygienic condition.
7 Lights, fan and any electric equipment not in use switched off
8 Electric meter functional
9 All electric boards and points safe and no exposed wires
10 All walls clean
11 No banned substance found
12 Occupants as per approved list

13 Rent paid
 14 Electricity bill paid
15 Society charges, if any, paid
16 Utensils matched as per list
17 Mattress, bed sheets, pillows matched as per list
18 Bucket, mugs matched as per list
19 Any replacement/ repair of items given by company required?
20 Water available
21 Any other observation

UNAUTHORISED USE:

15.1 An employee who remains in unauthorised use of any quarters on any of the grounds as provided in these
rules, may, at any time, be ejected from the quarters under the orders of the Estate Authority or by any
officer of the Company so deputed for the purpose or otherwise. On such ejectment, he shall be liable to
compensate for the loss and damage caused to the quarters, fitting and fixtures therein and the premises
appertinent thereto alongwith the furniture and fittings in the premises. He shall continue to remain liable
for payment of the licence fee on such basis as would be provided for in the rules, including market
licence fee for the period of unauthorised use. The loss and damage as fixed by the Estate Authority may
be collected as deduction from his salary or otherwise.

15.2 Unauthorised use of the Company’s quarters as is provided for in these rules shall be deemed to be a grave
misconduct. The employee concerned who remains or is found to be in unauthorised occupation/use of
any of the Company's quarters and premises may be dealt with, through departmental disciplinary
proceedings for such misconduct apart from the payment of market licence fee or otherwise for the period
of unauthorised use.

16.0 GENERAL :

16.1 No employee can, under any circumstances, use more than one quarters of the Company. If any employee
due to misrepresentation or otherwise is found to be in possession of more than one quarters and that if he
does not report the fact of such use of more than one quarters within 3 days of any such use, he shall be
deemed to be in unauthorised use of both quarters. He may, by notice, be required to vacate both the
quarters from the date of notice. His name, further, shall be cancelled from the seniority list and if he
applies again for accommodation his name shall be entered in the supplementary list.

16.2 The quarters so permitted to be used by the employee may be inspected by any officer of the Company
authorised for the purpose by the Estate Authority specifically or generally at all hours of the day. The
officer may inspect, after due notice any part of the premises to see as to whether the building and the
premises, furniture and fittings etc., of the Company are kept in proper order or not and as to whether the
building premises are put to any improper use by the employee. The employee shall be bound to allow the
officers authorised to carry out such inspection.

While so inspecting, the officer concerned shall give opportunity and time to purdanashin ladies to be out
of the rooms inspected.

Provided that the inspection unless urgently required and so permitted by the Estate Authority shall not be
done at any time during the night time between 6 PM to 6 AM.

In case the employee obstructs such inspection, the Officer concerned shall, under his signature report the
fact to the Competent Authority and the Competent Authority, by notice, may require the employee to
vacate the quarters within 7 days from the date of notice. In case of non-vacation, the employee shall be
treated to be in unauthorised use of the quarters.
Selection of Canteen Committee members:

It will be voluntary and any staff member can join the same. The request will be send to HR and selection of the unit head will be final.

Duration of Canteen Committee: It shall be functional for three months. There will be four CC in a year. Once worked in CC will not be
working in subsequent CC, however can apply for next to next term.

Monitoring and monthly MIS:

1. Canteen committee will every Friday at 5 pm and will meet with contractor to finalize coming week menu, the same will be
made available to staff on bulletin board.
2. Will act on findings of review done on daily basis on all parameters by all members.
3. Will act on complains and on intimate the improvements on the same to complainants.
4. Will make minutes of meeting and send to unit heads Head hr and P&A dept.

Annexure

Member One key responsibilities

Form No :1

S.No Satisfactor Not

. Quality of Raw food items Good y satisfactory

1 Aatta      

2 Rice      

3 Vegetables      

4 Legumes      

5 Masale      

6 Chilli      

7 Sugar      

8 Tea      

9 Curd      

10 Oil (unsaturated oil e.g. soybean, corn,      

 sunflower, peanut etc.)

*Aatta, rice, legumes, masale etc should be free of artificial colors, worms.

Form No :2

Canteen Cost monitoring

S.No Daily Monthly

. Ingredients Expense Expense

1 Aatta    

2 Rice    

3 Vegetables    

4 Legumes    

5 Masale    

6 Chilli    

7 Sugar    

8 Tea    

9 Curd    

10 Oil    

Cost
per Total Cost/No of total person using the
person facility

Form No:3

Done/Not
Cooking Process Done

Oil is not reused  

Excess oil is avoided  

Chapatti is made in hygienic way.  

VegetablesMember Twoproperly.
are washed key responsibilities  

Form
Optimum use No: 4
of masale  

Use of chili SEIRI

is avoided  

Canteen
Clean utensils entrance and premises free of  clutter
are used

Ventilation Canteen
for fumesfloor area is hygienic and looks
  neat and clean.
The walls,
Two handkerchiefs arewindows,
providedstaircases
per staff. are clean
  and free of dirt and clutter free.
The sitting place is clean and well arranged.

All cables, wires, pipes, etc are neat

Bulletin boards, wall hangings, fans, washbasin are clean.

Tops and insides of all cupboards, shelves, tables drawers, etc free of unwanted items at all place inside the canteen.

Absence of unwanted odor in canteen area.

Refrigerator is clean and free of unwanted items

Soap of good quality is available and towel is provided in case of need for users of canteen.

Notice boards are free of old notices.

Rules for disposal (Habitual Seiri) & detecting non-moving stocks are evident and are adhered to

Red labeling being done on weekly basis.

Disposal standards maintained( )

Regular clearing of all areas

Regular removal of garbage and waste bins

SEITON

Direction indication are available to all facilities from the entrance onwards

Food Serving desk; sitting place and hand washing place.

Utensils are neatly kept after the use.

Daily stocks of utensils are being taken care of.

Passageways without any materials

Specific areas are demarcated for garbage/rejects waste etc.

Switches, fan regulators, controls etc labeled

Color coding is used effectively for easy identification.

All fixtures are well maintained with identification.

There is general appearance of orderliness and ability to find any item/document without delay

SEISO

Bins kept at regular interval are clearly marked for the purpose and are cleaned at regular intervals.