Schedule XIII

Schedule XIII — Appointment of Managerial Personnel

[See sections 198, 269, 310 & 311]

CONDITIONS TO BE FULL FILLED FOR THE APPOINTMENT OF A MANAGING OR WHOLE TIME DIRECTOR OR A MANAGER WITHOUT THE APPROVAL OF THE CENTRAL GOVERNMENT

PART I — APPOINTMENTS

No person shall be eligible for appointment as a managing/wholetime director/manager (hereinafter referred to as "managerial person") of a co., unless he satisfies following conditions :

(a) he had not been sentenced to imprisonment for any period, or to a fine exceeding Rs. 1,000, for the conviction of an offence under any of the following Acts :

(i) The Indian Stamp Act, 1899 (2 of 1899),

(ii) The Central Excises Act, 1944 (1 of 1944),

(iii) The Industries (Development and Regulation) Act, 1951 (65 of 1951),

(iv) The Prevention of Food Adulteration Act, 1954 (37 of 1954),

(v) The Essential Commodities Act, 1955 (10 of 1955),

(vi) The Companies Act, 1956 (1 of 1956),

(vii) The Securities Contracts (Regulation) Act, 1956 (42 of 1956),

(viii) The Wealth-tax Act, 1957 (27 of 1957),

(ix) The Income-tax Act, 1961 (43 of 1961),

(x) The Customs Act, 1962 (52 of 1962),

(xi) The Monopolies and Restrictive Trade Practices Act, 1969 (54 of 1969),

(xii) The Foreign Exchange Regulation Act, 1973 (46 of 1973),

(xiii) The Sick Industrial Companies (Special Provisions) Act, 1985 (1 of 1986),

(xiv) The Securities and Exchange Board of India Act, 1992 (15 of 1992),

(xv) The Foreign Trade (Development and Regulation) Act, 1992 (22 of 1992).

(b) he had not been detained for any period under the Conservation of Foreign Exchange and Prevention of Smuggling Activities Act, 1974 (52 of 1974):

Provided that where the Central Government has given its approval to the appointment of a person convicted or detained under sub-paragraph (a) or (b), as the case may be, no further approval of the Central Government shall be necessary for the subsequent appointment of that person if he has not been so convicted or detained subsequent to such approval;

(c) he has completed the age of 25 years and has not attained the age of 70 years,

Provided that where

(i) he has not completed the age of 25 years; but has attained the age of majority; or

(ii) he has attained the age of 70 years; and where his appointment is approved by a special resolution passed by the company in general meeting, no further approval of the Central Government shall be necessary for such appointment.

(d) where he is a managerial person in more than one co., he draws remuneration from one or more cos. subject to the ceiling provided in S. III of Part II;

(e) he is resident in India.

Explanation I — For the purpose of this Schedule resident in India includes a person who has been staying in India for a continuous period of not less than 12 months immediately preceding the date of his appointment as a managerial person and who has come to stay in India,

(i) for taking up employment in India, or

(ii) for carrying on a business or vocation in India.

Explanation II — This condition shall not apply to the companies in the special economic zones notified by the Department of Commerce from time to time.

Provided that a person, being a Non-resident in India, shall enter India only after obtaining a proper employment visa from the concerned Indian Mission abroad. For this purpose, such persons shall be required to furnish along with the visa application, profile of the company, the principal employer and terms and conditions of such person’s appointment (Inserted by Notification No. GSR 670(E) dated 30th September, 2002.)

PART II — REMUNERATION

Section I: Remuneration payable by companies having profits.

Subject to provisions of Ss. 198 and 309, a co. having profits in a F.Y. may pay any remuneration, by way of salary, D.A., perquisites, commission and other allowances, which shall not exceed 5% of its net profits for one such managerial person, and if there is more than one such managerial person, 10% for all of them together.

Section II : Remuneration payable by companies having no profits or inadequate profits

Notwithstanding anything contained in this part, where, in any financial year during the currency of tenure of the managerial person, a company has no profits or its profits are inadequate, it may pay remuneration to a managerial person by way of salary, dearness allowance, perquisites and any other allowances, —

A. not exceeding ceiling limit of Rs. 24,00,000/- p.a. or Rs. 2,00,000/- p.m. calculated on the following scale:

Where the effective capital of company is Monthly remuneration
payable shall not exceed

(i) Less than Rs. 1 crore Rs. 75,000

(ii) Rs. 1 crore or more but less than Rs. 5 crores Rs. 1,00,000

(iii) Rs. 5 crore or more but less than Rs. 25 crores Rs. 1,25,000

(iv) Rs. 25 crores or more but less than 50 crores Rs. 1,50,000

(v) Rs. 50 crores or more but less than 100 crores. Rs. 1,75,000

(vi) Rs. 100 crores or more Rs. 2,00,000

Provided that the ceiling limits specified under this sub paragraph shall apply, if —

(i) payment of remuneration is approved by a resolution passed by the Remuneration Committee.

(ii) the company has not made any default in repayment of any of its debts (including public deposits) or debentures or interest payable thereon for a continuous period of thirty days in the preceding financial year before the date of appointment of such managerial person.

B. not exceeding the ceiling limit of Rs. 48,00,000 per annum or Rs. 4,00,000 per month calculated on the following scale : —

Where the effective capital Of company is Monthly remuneration
payable shall not exceed

(i) Less than Rs. 1 crore Rs. 1,50,000

(ii) Rs. 1 crore or more but less than Rs. 5 crores Rs. 2,00,000

(iii) Rs. 5 crore or more but less than Rs. 25 crores Rs. 2,50,000

(iv) Rs. 25 crores or more but less than 50 crores Rs. 3,00,000

(v) Rs. 50 crores or more but less than 100 crores. Rs. 3,50,000

(vi) Rs. 100 crores or more Rs. 4,00,000

Provided that the ceiling limits specified under this sub-paragraph shall apply, if —

(i) payment of remuneration is approved by a resolution passed by the Remuneration Committee.

(ii) the company has not made any default in repayment of any of its debts (including public deposits) or debentures or interest payable thereon for a continuous period of thirty days in the preceding financial year before the date of appointment of such managerial person.

(iii) a special resolution has been passed at the general meeting of the company for payment of remuneration for a period not exceeding three years

(iv) a statement along with a notice calling the general meeting referred to in clause (iii) is given to the shareholders containing the following information, namely : —

I. GENERAL INFORMATION

1. Nature of Industry

2. Date or expected date of commencement of commercial production

3. In case of new companies, expected date of commencement of activities as per project approved by the financial institute appearing in the prospectus

4. Financial performance based on given indicators

5. Export performance and net foreign exchange collaborations

6. Foreign investments or collaborators, if any

II INFORMATION ABOUT THE APPOINTEE

1. Background details

2. Past remuneration

3. Recognition or awards

4. Job profile and his suitability

5. Remuneration proposed

6. Comparative remuneration profile with respect to industry, size of the company, profile of the position and person (in case of expatriates the relevant details would be w.e.t. the country of his origin)

7. Pecuniary relationship directly or indirectly with the company, or relationship with the managerial personnel, if any

III OTHER INFORMATION

1. Reason of loss or inadequate profits

2. Steps taken or proposed to be taken for improvements

3. Expected increase in productivity and profits in measurable terms

IV DISCLOSURES

1. The shareholders of the company shall be informed of the remuneration package of the managerial person

2. The following disclosure shall be mentioned in the Board of Director’s report under the heading "Corporate Governance", if any, attached to the annual report

(i) All elements of remuneration package such as salary, benefits, bonuses, stock options, pension, etc. of all the directors

(ii) Details of fixed component and performance linked incentives along with the performance criteria

(iii) Service contracts, notice period, severance fees

(iv) Stock option details, if any, and whether the same has been issued at a discount as well as the period over which accrued and over which exercisable.

C. Exceeding the ceiling limit of Rs. 48,00,000 per annum or Rs. 4,00,000 per month calculated on the following scale: -

Where the effective capital of company is Monthly remuneration
payable shall not exceed

(i) Less than Rs. 1 crore Rs. 1,50,000

(ii) Rs. 1 crore or more but less than Rs. 5 crores Rs. 2,00,000

(iii) Rs. 5 crores or more but less than Rs. 25 crores Rs. 2,50,000

(iv) Rs. 25 crores or more but less than 50 crores Rs. 3,00,000

(v) Rs. 50 crores or more but less than 100 crores. Rs. 3,50,000

(vi) Rs. 100 crores or more
Rs. 4,00,000

Provided that the ceiling limits specified under this sub-paragraph shall apply, if —

(i) payment of remuneration is approved by a resolution passed by the Remuneration Committee

(ii) the company has not made any default in repayment of any of its debts (including public deposits) or debentures or interest payable thereon for a continuous period of thirty days in the preceding financial year before the date of appointment of such managerial person

(iii) a special resolution has been passed at the general meeting of the company for payment of remuneration for a period not exceeding three years

(iv) a statement along with a notice calling the general meeting referred to in clause (iii) is given to the shareholders containing the following information, namely : —

I. GENERAL INFORMATION

1. Nature of Industry

2. Date or expected date of commencement of commercial production

3. In case of new companies, expected date of commencement of activities as per project approved by the financial institute appearing in the prospectus

4. Financial performance based on given indicators

5. Export performance and net foreign exchange collaborations

6. Foreign investments or collaborators, if any

II INFORMATION ABOUT THE APPOINTEE

1. Background details

2. Past Remuneration

3. Recognition or awards

4. Job profile and his suitability

5. Remuneration proposed

6. Comparative remuneration profile with respect to industry, size of the company, profile of the position and person (in case of expatriates the relevant details would be w.e.t. the country of his origin)

7. Pecuniary relationship directly or indirectly with the company, or relationship with the managerial personnel, if any

III OTHER INFORMATION

1. Reason of loss or inadequate profits

2. Steps taken or proposed to be taken for improvements

3. Expected increase in productivity and profits in measurable terms

IV DISCLOSURES

1. The shareholders of the company shall be informed of the remuneration package of the managerial person

2. The following disclosure shall be mentioned in the Board of Director’s report under the heading "Corporate Governance", if any, attached to the annual report

(i) All elements of remuneration package such as salary, benefits, bonuses, stock options, pension, etc. of all the directors

(ii) Details of fixed component and performance linked incentives along with the performance criteria

(iii) Service contracts, notice period, severance fees

(iv) Stock option details, if any, and whether the same has been issued at a discount as well as the period over which accrued and over which exercisable

Provided further that the conditions specified in sub paragraph (C) shall apply in the case the effective capital of the company is negative

Provided also that the prior approval of the Central Government is obtained for payment of remuneration on the above scale.

D. Not exceeding Rs. 2,40,00,000 per annum or Rs. 20,00,000 per month in respect of companies if Special Economic Zones as notified by Department of Commerce from time to time

Provided that these companies have not raised any money by public issue of shares or debentures in India

Provided further that such companies have not made any default in India in repayment of any of its debts (including public deposits) or debentures or interest payable thereon for a continuous period of thirty days in any financial year

3. A managerial person shall also be eligible to the following perquisites which shall not be included in the computation of the ceiling on remuneration specified in para I of this section:

(a) Contribution to provident fund, superannuation fund or annuity fund to the extent these either singly or put together are not taxable under the I.T. Act, 1961,

(b) Gratuity payable at a rate not exceeding half month’s salary for each completed year of service, and

(c) Encashment of leave at the end of the tenure.

4. In addition to the perquisites specified in para 2 of this section, an expatriate managerial person (including a non-resident Indian) shall be eligible to the following perquisites which shall not be included in the computation of the ceiling on remuneration specified in para I of this section

(a) Children’s education allowance: In case of children studying in or outside India, an allowance limited to a maximum of Rs. 5,000/- per month per child or actual expenses incurred, whichever is less. Such allowance is admissible up to a maximum of 2 children.

(b) Holiday passage for children studying outside India / family staying abroad: Return holiday passage once in a year by economy class or once in 2 years by 1st class to children and to the members of the family from the place of their study or stay abroad to India if they are not residing in India with the managerial person.

(c) Leave Travel Concession: Return passage for self and family in accordance with the rules specified by the company where it is proposed that the leave be spent in home country instead of anywhere in India.

Explanation I — For purposes of Section II of this Part, "effective capital" means aggregate of the paid-up share capital (excluding share application money or advances against shares); amount, if any, for the time being standing to the credit of share premium account; reserves and surplus (excluding revaluation reserve); long-term loans and deposits repayable after one year (excluding working capital loans, overdrafts, interest due on loans unless funded, bank guarantee, etc. and other short-term arrangements) as reduced by the aggregate of any investments (except in the case investment by an investment co. whose principal business is acquisition of shares, stock debentures or other securities) accumulated losses and preliminary expenses not written off.

Explanation II

(a) Where the appointment of the managerial person is made in the year in which the company has been incorporated, the effective capital shall be calculated as on the date of such appointment;

(b) In any other case, the effective capital shall be calculated as on the last date of the F.Y. preceding the F.Y. in which the appointment of the managerial person is made.

Explanation III

For the purposes of section II of this Part, family means the spouse, dependent children and dependent parents of the managerial person.

Section III: Remuneration payable to a managerial person in two cos.

Subject to provisions of sections I and II, a managerial person shall draw remuneration from one or both companies, provided that the total remuneration drawn from both the companies does not exceed the higher maximum limit admissible from any one of the companies of which he is a managerial person.