Together in Times of Need – Salary Advance Guidelines
Purpose:
We believe in standing with our people during genuine financial needs, with empathy, fairness, and responsibility. This guideline provides a transparent and trust-based framework for salary advances, ensuring timely support while maintaining financial balance for both team members and the organisation.
Philosophy:
Financial needs are a natural part of life. As one Pakka family, we support each other with care, dignity, and mutual trust. Our intent is to offer help when it truly matters, while also encouraging responsible financial planning, so that confidence, security, and long-term well-being are strengthened for everyone.
General Guidelines:
- Permanent team members may avail a salary advance of up to three (3) months’ Basic Salary + VDA, subject to a maximum limit of ₹1,00,000, facilitated by the Sanghrakshak/Sevak, with repayment over a maximum period of 6 months.
- In exceptional circumstances (e.g., education, critical illness, or marriage), advances beyond the above limits may be reviewed and approved by the Business Head.
- Trainees and team members on probation may avail a salary advance of up to one (1) month’s stipend/wages, with repayment over a maximum period of 3 months.
- A second salary advance within the same financial year may be considered only in exceptional circumstances, such as critical illness, marriage, or education of the team member or their immediate family, through the respective Team Sevak, with consultation from the Business Head.
- In cases of critical illness or marriage of the team member or an immediate family member, flexible repayment terms shall be facilitated, considering the circumstances.
- Self-approval or self-authorisation of salary advances is not permitted.
- A minimum gap of six (6) months shall be maintained between two salary advances, after full repayment of the previous advance.
- Any exception or deviation from these guidelines shall require prior approval from the Business Head/Group Lead.
Incentivization Guidelines – Pakka as One Team
Purpose:
In our organization, we are not just a workplace — we are a family (Sangh), where every effort is respected; every individual is trusted to take decisions, and every contribution is recognized.
Every day, we get the opportunity to learn, grow, and improve our efficiency, while working in an environment that encourages independent thinking and ownership. We believe in taking quick and thoughtful decisions to improve quality and take our production to the next level.
Philosophy:
To support this journey, it is important that our performance incentive system is simple and transparent, so that every team member clearly understands how their efforts are linked to rewards. This helps ensure that everyone receives incentives fairly, based on their actual contribution and performance.
At Pakka, when there is clarity and trust, people don’t just work — they take ownership and grow together as one Sangh.
General Guidelines:
As One Team, we are introducing a new performance incentive (PI) structure where all team members across business domains come together as One Pakka. This strengthens our spirit of shared ownership, transparency, and collective success.
New PI Structure
- The total revenue of all business domains for the respective month will be considered for calculating production incentives.
- This revenue will be calculated after adjusting all sales-related expenses, such as commission, cash discounts, rebates, trade discounts, and any incentives given on sales during the month.
- The data will be taken from the system based on entries posted up to the 3rd day of the following month.
- No backdated entries will be made after this period, ensuring clarity and fairness for everyone.
- All freight and forwarding expenses (both domestic and export) will also be adjusted from the revenue.
- In case of any quality complaints, the value of rejected material (double the amount) will be adjusted from the revenue.
- If there are any quality complaints, the rejected material value (double amount) will be deducted from revenue.
- The PI slab will be revised every quarter based on the actual average performance, and the new slab will be set; accordingly, however, it will not go below the current level.
- Based on the actual performance from April’26 to June’26, the PI slab for the second quarter of FY 2026–27 is as follows:
| Particular | Value |
| Total Income | 1,129,101,452.52 |
| Total Expenses | 83,118,851 |
| Net Sales (Apr–Jun 2026) | 1,045,982,601 |
| Average Per Month (Cr.) | 34.87 |
| Per Day Average (Cr.) | 1.14 |
PI Days Table
| Days | PI Days |
| 1 | 30.29 |
| 2 | 31.44 |
| 3 | 32.58 |
| 4 | 33.72 |
| 5 | 34.87 |
| 6 | 36.01 |
| 7 | 37.15 |
| 8 | 38.30 |
| 9 | 39.44 |
| 10 | 40.58 |
We hope that the new performance incentive plan will be beneficial for both the organization and all Team members. Together, we will work as one team to achieve our Vision and Mission for 2029 and take our organization to new heights.
