Compliance Policy

Code of Conduct

The User hereby acknowledges that he has read, understood, and agrees to be bound to all the terms of this Policy and our website’s terms of use before the User proceeds.

Personal Information-

Ramesh Tours & Travels collects and uses relevant personal information of User in order to provide services. The following personal information (“information”) is collected from the User and shall include ,though not limited to, the User’s street address, name, contact telephone number; vehicle preference; company name and employee accounts with Ramesh Tours & Travels; Reservations and Rental details including dates, times and places of vehicle hire; ; online feedback surveys; electronic records/databases of all rental agreements;

The collection of information shall depend upon on the User’s use of Ramesh Tours & Travels may collect information directly from the User by mobile devices, portable devices (Tablet) /telephone/fax/email/over the counter/filling an enrolment form or through an internet based service.
The User may choose not to provide some information but this may prevent Ramesh Tours & Travels from providing the standard of services that is normally expected.
Ramesh Tours & Travels protects information by keeping up to date with techniques and processes meeting current industry standards ensuring that information are kept secure and confidential. Only employees of Ramesh Tours & Travels and those who perform services on their behalf shall be authorized to handle & have access to the information.
Ramesh Tours & Travels shall be careful in the management of information of Users and also has measures in place to ensure that collected information is protected and not accessed inappropriately. Ramesh Tours & Travels makes every effort to ensure that information of User is accurate and updated and requires User to verify their identity for security purposes before replying to any requests.

Ramesh Tours & Travels does not submit information to third parties except in the following cases:

Receive permission of the User

• On outsourcing activities, wherein Ramesh Tours & Travels ensures that strict management of the information is enforced through a separately executed non-disclosure agreement.
• Disclosure of information in order to comply with the law or a court order; enforce or apply this Policy, our website terms of use or other agreements; or protect the rights, property or safety of the Website, its Users or others.
• On sharing of information in a Business Transfer i.e. in case of a merger with, or be acquired by another company.
• In good faith so as to protect the property of Ramesh Tours & Travels, or to protect the safety of employees and their families.
Any information provided to or gathered by this website is controlled primarily by Ramesh Tours & Travels, whose registered office is at 58/3, 14th Cross, Ejipura, Vivek Nagar Post, Bangalore – 560047.


Ramesh Tours & Travels stores cookies on the User’s computer in order to facilitate and customize the experience with the Website. A cookie is a small text file that is stored on a User’s computer for record-keeping purposes which contains information about that User. Cookies are used to save time while using the website, tracking and targeting User interests in order to provide a customized experience. Ramesh Tours & Travels may use Third Party Advertising Companies to display advertisements on the Website. As part of their service, they may place separate cookies on the User’s computer. This Policy covers the use of cookies by our Website only and does not cover the use of cookies by any Advertiser. The User may be able to modify the browser settings to decline cookies. The User notes that on modifications of cookies, some parts of the website may not work properly.


The access is through user Id and password. The storage of information of the User is in computer servers with limited access that are located in controlled facilities. As transmission of data over the Internet or any wireless network cannot be guaranteed to be 100% secure, Ramesh Tours & Travels shall strive to use commercially acceptable means to protect User’s information. Ramesh Tours & Travels hereby states that it does not guarantee the security of any information transmitted to or from the website, and is not responsible for the actions of any third parties that may receive any such information.

Links to other sites

The Website contains links to other sites that are not owned or controlled by Ramesh Tours & Travels. The User needs to be aware that Ramesh Tours & Travels shall not be responsible for the privacy practices of such other sites. Therefore Ramesh Tours & Travels encourages the User to be aware on leaving the website and read the privacy statements of each and every other site that collects information. This Policy applies only to information collected by this website.

How to edit this information or log out?

The access to users account is through user ID login and passwords and Ramesh Tours & Travels persuades that the user promptly updates information if it changes in order to help Ramesh Tours & Travels keep the information and up to date. The access would be withdrawn if such facility is not to be continued.
However, Ramesh Tours & Travels keeps track of past transactions, therefore the User cannot delete information or opt-out of information associated with past transactions on the website.

Changes or Modifications to the Policy

The changes made herein to the Policy shall be made without prior notice under the heading “Privacy Policy” section of the Website. The revised Policy is effective immediately when posted on the website. The User’s continued use of the website after the effectiveness of such revisions will constitute the User’s acknowledgment and acceptance of the terms of the revised Policy.


Every effort has been made to ensure that the information on this site is correct and up to date, however, Ramesh Tours & Travels does not provide any warranty as to the completeness or accuracy of the information and, subject to applicable laws, does not accept any liability for damages of any kind resulting from the access or use of this website and its contents.
All information on this site is protected by copyright and other intellectual property rights. No images, text or other content from this site may be distributed or reproduced without prior written approval from Ramesh Tours & Travels.


Grievance Redressal

  1. Policy Statement
    • The Grievance Redressal procedure at Ramesh Tours and Travels Pvt Ltd aims to reinforce the organization’s commitment towards providing fair and equitable work opportunities to all employees. The objective of the grievance resolution process is to provide employees with an easily accessible mechanism for settlement of their individual grievances. This policy applies to all staff of Ramesh Tours and Travels Pvt Ltd and those of Partner organizations who are in a relationship with Ramesh Tours and Travels Pvt Ltd.
    • For the purpose of the policy, Grievances “means individual grievance and includes all matters but excludes the following:
  • Annual performance appraisal
  • Grievance pertaining to, or arising out of, disciplinary action or appeal against such actions.
  • Grievance arising out of termination/dismissal
  1. Grievance Statement and Policy
    • A grievance can be defined as any sort of dissatisfaction, which needs to be addressed in order to enable staff to function efficiently and effectively within the organization. A grievance is a sign of an employee’s discontentment with his job or his relationship with his colleagues. Broadly, a grievance can be stated to be any discontent or dissatisfaction with any aspect of the organization.
    • Ramesh Tours and Travels Pvt Ltd grievance policy is designed to provide an effective procedure for resolution of problems. Ramesh Tours and Travels Pvt Ltd policy in grains a disciplinary procedure that will afford consistent and equitable treatment to all employees.
    • The purpose of the disciplinary procedure is to ensure that unacceptable conduct is addressed promptly and appropriately.
    • The disciplinary procedure applies to all Ramesh Tours and Travels Pvt Ltd employees.
    • The procedure takes account of the Ramesh Tours and Travels Pvt Ltd code of conduct and will be reviewed periodically in line with developments in good practice
  2. Criteria
    • Except for gross misconduct, no employee will be dismissed for a first breach of discipline. The level of any formal action will be dependent on the seriousness of the offence, having regard to the need for fairness and natural justice.
    • The procedure is internal to Ramesh Tours and Travels Pvt Ltd and does not allow for any external representation
    • No disciplinary action will be taken against an employee until the case has been fully investigated

Grievance Redressal Procedure

  • The following process should be followed for expressing and seeking Redressal to a grievance;
  • Employees may communicate their grievance in writing to their Line Managers while at the same time, addressing a copy to the HR manager. In case the grievance involves the Line manager, then the employee can contact the Line Manager’s manager, while simultaneously copying the HR manager
  • The concerned manager must immediately acknowledge receipt of the grievance in writing informing the employee of the receipt of grievance and inviting the employee for a formal meeting. Managers may consult with the HR manager and revert to the employee with a course of action/ solution within 7 working days from the date of receipt of grievance
  • In case an employee is not satisfied with the solution, the employee may choose to represent the grievance to Director Operations (or the M D), if the grievance concerns the Director Operations).
  • The Staff member will convey their decision to the aggrieved employee through the HR manager within 5 days of receipt of the complaint. If however.
  • The Grievance Resolution Committee will give their recommendation to the Staff member within 4 working days. The Staff member will take a decision based on this recommendation and communicate their decision through the HR Manager to the aggrieved employee within 15 working days from commencement of inquiry
  • Grievances will be treated with utmost confidentiality and sensitivity.
  • Human Resources shall maintain a record all grievances referred to the Grievance Resolution Committee, number of grievances settled/ pending and report to the Senior Management Team on a quarterly basis.
  1. Disciplinary Procedure
  • Policy Statement:

We expect all employees to comply with Ramesh Tours and Travels Pvt Ltd policies, procedures and Code of Conduct. Disciplinary procedures will be implemented, in case of unsatisfactory performance, or deviant behavior which is in breach of organizations interest or harmful to welfare and rights of others. Disciplinary procedures are meant to be corrective, rather than punitive and follow principles of natural justice. They are meant to motivate employees to accept standards of conduct, which are desirable or necessary for organizational performance.

  • Principles of Disciplinary Procedure:
  • Counseling will be offered, where appropriate, to resolve problems
  • No disciplinary action will be taken against an employee until the case has been fully investigated
  • At every stage in the procedure the employee will be advised of the nature of the complaint against him or her and will be given the opportunity to state his or her case before any decision is made
  • No employee will be dismissed for a first breach of discipline except in the case of gross misconduct, where the penalty will be dismissal without notice or payment in lieu of notice
  • An employee will have the right to appeal against any discipline imposed.
  • The procedure may be implemented at any stage if the employee’s alleged misdemeanor or warrants such action
  1. Informal Procedure -Advice and Support
    • It is the reporting manager’s responsibility to communicate, develop and motivate staff and to ensure that relevant training is provided. In cases of minor infringements of conduct the line manager should initially seek to advise and support the employee concerned on an informal basis with a view to effecting an improvement and thus to avoid using the formal procedure.
    • The employee should be advised of the conduct expected of them in the future and of the possible consequences of further problems. Where necessary an informal warning given by the reporting manager will reinforce the advice. Informal advice and support are not part of the formal disciplinary procedure and the employee should be informed of this. However, a record of an informal warning needs to be kept on the employee’s personal file held in Human Resources department and may be used in future proceedings
  2. Formal Disciplinary Procedure:
  • Stage 1: Warning for continued unsatisfactory performance or misconduct:

If performance does not meet acceptable standards post counseling, the employee will be given an improvement note by his or her Reporting Manager setting out the performance problem, the improvement that is required, the timeline for showing improvement and any capacity building or counseling that is required that may be given. The individual will be advised that it constitutes the first stage of the formal procedure. A record of the improvement note will be kept for three months, but will not form a part of the formal Annual Appraisal – subject to achievement of satisfactory performance

If an employee’s conduct does not meet acceptable standards, the employee will be given a written warning. This will set out the nature of the misconduct and the change in behavior required. The warning should also inform the employee that a final written warning might be considered if there is no sustained satisfactory improvement or change. A record of the warning should be kept, but it should be disregarded for disciplinary purposes after a period of three months

The discussion regarding shortcomings of performance or behavior should be held between the immediate manager, and the concerned Director and the employee

  • Stage 2: Final written warning:

If the offence is sufficiently serious or there is a failure to improve performance/ conduct during the currency of a warning, a final written warning may be given to the employee. This will give details of the complaint, the improvement required and the timeline. It will also warn that failure to improve may lead to action under Stage3 (dismissal or other action as appropriate), and will refer to the right of appeal. A copy of this written warning will be kept by the supervisor and HR manager but will be disregarded for disciplinary purposes after three months subject to achievement of satisfactory conduct or performance

  • Stage 3 : Dismissal or other action:
  • If there is still a failure to improve or in case of gross misconduct, the final step in the procedure may be dismissal or some other action short of dismissal.
  • Written note will be sent to the employee setting out the allegation and the basis for it. The process must be initiated by the HR Manager on the request of the Reporting Manager.
  • The employee will be given an opportunity to meet with the line manager and HR Manager to respond to the allegations and provide necessary supporting evidence.
  • On conclusion of the meeting and investigation process, are commendation for appropriate action will be made to the Director Operations jointly by the line manager and HR Manager
  • Based on the decision to proceed by the Director Operations, the final disciplinary action along with the right to appeal will be communicated to the employee in writing and there record will be maintained by the HR manager
  1. Penalties that can be imposed

Possible forms of disciplinary actions may include, but are not limited to

  • Minor Penalties
    • BeingputonProbationfor6monthsirrespectiveoflength of service
    • Reprimand in writing to be placed on record in the Personal File
  • Major Penalties
    • Reduction in salary not exceeding1/3 of the gross pay
    • Forfeiture of Annual Increment
    • Suspension from work foraperiodnotexceeding3 months on half pay
    • Dismissal
  1. Gross Misconduct

In case of gross misconduct, the employee will be removed from employment without notice or and no payment will be made in lieu of notice. The list provided below is illustrative but not exhaustive, and should be deemed that any other conduct not falling within the purview of what is stated below is a kin to gross misconduct; the reporting manager will exercise the authority in consultation with the Grievance Redressal Committee to determine gross misconduct depending on the circumstances of each case:

  • Fraud,
  • Deliberate falsification of records
  • Embezzlement
  • Theft
  • Intimidation, harassment, threats or acts of violence
  • Misuse or misappropriation of position or benefits
  • Willful damage to organization’s assets, including those of its employees, partners, other stakeholders
  • Disparagement or defamation of the Organization, its employees, partners or other stakeholders
  • Taking or giving bribes or any other illegal gratification, including sexual gratification
  • Serious incapability due to being under the influence of alcohol or being under the influence of illegal drugs at the workplace and during working hours
  • Serious negligence which causes unacceptable loss, damage or injury
  • Serious act of insubordination
  • Deception or inappropriate access to private and/ or confidential Company records and/ or information without authorization or need-to-know
  1. Appeals:

An employee who wishes to appeal against a disciplinary decision must do so within five working days. The Grievance Redressal Committee will hear all appeals and will make are commendation to the management. Where felt appropriate; the decision will be final and communicated in writing to the employee by the HR Manager. At the appeal, any disciplinary penalty imposed will be reviewed.

  1. Right of Appeal
    • An employee has the right of appeal against formal action, including dismissal. The emphasis on the appeal hearing is to ensure the disciplinary hearing was carried out correctly, the evidence presented appropriately, the employee was given the opportunity to present his case and the disciplinary action taken was proportionate to the misconduct. It does not need to be are-hearing of the original disciplinary hearing unless there have been procedural errors, which need to be addressed, or new evidence has become known. In such circumstances, are-convened disciplinary hearing usually should be called and the process commenced again.

Should an employee wish to appeal they must do so, in writing, to the appropriate manager within five working days of being informed in writing of the formal action.

Minimum level of authority Action Opportunity to appeal
Reporting Manager Oral           warning/Written


Director Operations
HR & Admin Manager Written warning Director Operations
Director Operations Final written warning Dismissal Managing Director

A request for an appeal must specify the grounds of the appeal, preferably under one or more of the following headings:

o The severity of the action.

o The finding of the hearing on a point of fact, which is pertinent to the decision of the hearing.

o A failure to adhere to the published procedure.

  1. Guidance for making an appeal: ___________________________
Employee Management
1.   Grounds of appeal

2.   Case statement which should include as appropriate:

3.   Introduction explaining there as ones for appealing and why they consider the action harsh or unwarranted summary of case outcome sought

1.   Response to grounds of appeal

2.   Case statement which should include as appropriate:

3.   Introduction, background to the case, processes followed on calling the original hearing, how the decision was arrived at, any other warnings taken into account, rationale for the decision and any mitigation taken into account summary of case recommendations

Modern slavery policy

This statement is published in accordance with the provisions of the Modern Slavery Act 2015 on behalf of Ramesh Tours and Travels Pvt Ltd. RTT is serving a wide range of customers in Bangalore and across PAN India, Our employees create and arrange the best transportation systems that work seamlessly together to deliver on the promise of smart cities and communities. Our commitment to sustainability dates back to our roots in 2004, with one Omni car to Rolls Royce.  For additional information, please visit  We are committed to conducting our business operations in a manner that respects human rights, aligns with RTT Code of Ethics, and complies with applicable laws and regulations. In addition, we are also committed to taking steps to ensure that slavery and human trafficking is not taking place in any part of our service or business. RTT is awarded Best Tourist Taxi Operator award which recognizes corporate performance.  Our Slavery & Human Trafficking policy is available on the website. Reporting and Policies, Our Ethics Policy is communicated to our employees, suppliers and contract workers which encourages individuals to report any wrong doing which extends to human rights violations like slavery and human trafficking. All reports are fully investigated and appropriate remedial actions taken when warranted. Our Integrity Helpline is available for individuals to raise concerns or report any alleged wrongdoing.  It is our goal to work collaboratively with our suppliers to exceed our customers’ increasing expectations, achieving outstanding performance through best in class services. We expect our suppliers to conduct their operations in a socially and environmentally responsible manner, aligning with our values and ethics policy. We understand that our biggest exposure to slavery and human trafficking is in our supply chain. We prohibit the use of forced, bonded, indentured, involuntary prison or slave labour, and requires suppliers to comply with anti-slavery, labour and wage laws.

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