Dr. Kunal Saxena
Managing Director,
Rusan Healthcare Pvt. Ltd.
From the Desk of
Managing Director
RHC Leadership Team
The RHC family members thrive in a collaborative, teamwork environment that can build up your strengths and individuality. The commitment of our leadership team and mentors to coach and guide is second to none.
Dr. Navin Saxena
Chairman
Dr. Kunal Saxena
Managing Director
Mrs. Malavika Saxena
Director
Dr. Aakarsh Saxena
Director
Sanjay Singh
Vice President Sale & Marketing
Pritam Salvi
Assistant General Manager
Rusan Healthcare (RHC) Incentive Plan
Purpose and Link to Strategy
To incentivise and recognise delivery of the longer term business priorities, financial growth and increases in Company
value compared to other pharmaceutical companies. The Incentive Plan is based on a robust method which not only takes
into account the sales, but factors in several parameters such as Companyās vision, product focus and gross margins.
Duration
The š¾-RISE RHC Incentive Plan will be eļ¬ective for each Financial Year.
Eligibility
All Employees of the Company who are directly responsible for the sales
and marketing of the Product(s), will be eligible for the š¾-RISE RHC Incentive Plan.
To achieve the š¾-RISE incentive for a particular Product, each month the Employees must ā
- Achieve a Minimum Monthly Sales Value (MMSV) for all products.
- Achieve minimum Net Selling price (NSP)(exc. GST) for the product.
- Achieve minimum Monthly Sales Quantity (MSQ) for the product.
- Company and/or itās Affiliate receives 100% payment for the product and received not more than 120 days from date of dispatch.
Ineligibility
- Employees on probation.
- Employee who do not achieve minimum NSP (Net Selling Price) for each product will not be eligible for an Incentive payment for that particular month.The minimum NSP of each product shall be communicated by the Sales & Marketing Head to all employees on a case to case basis.
- Employees who cease employment prior to the payment of incentives will not be eligible for an incentive payment.
- At the time of Assessment, if 100% of the payment is not received by the company and / or itās affiliate then the sale will not be considered for calculation of the incentive payout in that Assessment period, but will be considered in the next Assessment period, provided the money receipt by the company should not exceed 120 days.
- Employees who do not achieve a Minimum Monthly Sales Value (MMSV) for all Products, will not be eligible for an incentive payment for that particular month.
- Employees who do not achieve the minimum Monthly Sales Quantity (MSQ) for each Product, will not be eligible for an incentive payment for that particular product in that month.
- Significant misconduct by way of violation of Regulation, Applicable laws of India, or a significant RHC policy or the terms and conditions of the employment contract.
RHC Incentive Plan Details
The Sales and marketing head of the company will share the applicable š¾-RISE RHC incentive plan in a
tabular format (Annexure-1) which will include the details of Brand names / products, MSQ, MMSV, NSP
& incentiveamount per unit.
Incentive Assessment
The Incentives will be assessed on completion of two Quarter (Bi-annual basis), with eļ¬ect from the
commencement of financial new year of the business. The Rusan Management will review the sales data
and verify the eligibility/ineligibility of each RHC employee.
The Incentive for all RHC Managers will be assessed of the basis of the achievement of their direct field representatives.
The Incentive for all RHC Managers will be assessed of the basis of the achievement of their direct field representatives.
Incentive Payment
The incentive will be paid within 30 Business Days from the date of completion of the assessment.
All payments will be made directly to the account of the Employee.
Maximum Incentive
During each Financial Year, any Employee will be eligible to receive a maximum of 200% of their Salary.
Clawback
RHC reserves the right to clawback / take back / recover an amount from the next Quarter's incentive payout,
if it finds that during the previous quarter, the Company has incurred a loss due to:
In case of significant misconduct by way of violation of Regulation, Applicable laws of India, or a significant RHC policy, such as the Code of Conduct), the company will have the ability to claw back up to three yearsā annual bonuses.Disclosure will only be made when the matter has been subject to public reports of misconduct, where it has been fully resolved, where it is legally permissible to disclose and where it can be made without unduly prejudicing the Company and therefore it's Directors.
- Returns - In the event of any returns apart from the quality of the product, an amount equivalent to two times of the NSP of goods returned will be deducted.
- Expiry - In the event of expiry of the product, an amount equivalent to the purchase price of the goods expired will be deducted.
- Misconduct - Significant misconduct by way of violation of Regulation, Applicable laws of India, or a significant RHC policy or the terms and conditions of the employment contract.
- Penalty - Incurred Penalties due to failures attributed solely to the Employee.
In case of significant misconduct by way of violation of Regulation, Applicable laws of India, or a significant RHC policy, such as the Code of Conduct), the company will have the ability to claw back up to three yearsā annual bonuses.Disclosure will only be made when the matter has been subject to public reports of misconduct, where it has been fully resolved, where it is legally permissible to disclose and where it can be made without unduly prejudicing the Company and therefore it's Directors.
Disclaimers
- No Bias: Eligibility is not assessed based on gender, race, color or religion. It is only performance based.
- Management Judgement:All incentive payments are subject to management judgement and discretion regarding performance targets, performance assessment and such other conditions as determined by the company.
- Modiļ¬cation or Discontinuation: The RHC Incentive Plan may be modified or discontinued at any time during each Financial Year in accordance with the companyās changing priorities and product portfolio.
- Termination by notice by individual:If an individual serves notice and the termination date falls during the Financial Year, any remainder of the bonus is forfeited.
- Termination by notice by the company, redundancy, retirement, death, ill-health, injury or disability: If the termination date falls during the Financial Year, subject to eligible/ineligible of the Employee, the employee or its close family will be eligible for the incentive on pro-rata basis.
Definitions
- Applicable Law : means all applicable national, state and/or local statute, law, rule notification, guidelines, ordinance, decree, order, decision, injunction, award, judgment, permit, license, drug regulations or regulatory approvals, as the case may be, issued by a governmental, regulatory, judicial or quasi-judicial authority of India with jurisdiction over the subject matter of this Incentive Plan.
- Salary :shall mean the cost to Company(CTC) salary paid by the Company to the Employee, which excludes any benefits extended by the Company to the Employee.
- Business Day : means any day other than a Saturday, Sunday or official public or Company holidays in India, including any swaps if declared by the Company from time-to-time.
- Company:shall mean Rusan Healthcare Pvt. Ltd
- Employee: shall mean full-time employees on the pay-roll of the Company and involved in the marketing and sales of the product.
- Financial Year : means the days between 1st April to 31st March of a particular year.
- Monthly Sales Quantity (MSQ) : shall mean the sales quantity in units, an Employee must achieve in a particular month from each Product, in order to be eligible for this Incentive Plan. The MSQ for each Product is mentioned in Annexure-1
- Minimum Monthly Sales Value (MMSV) : shall mean the minimum sales value an Employee must achieve from all their Products combined in a particular month, order to be eligible for this Incentive Plan. The MMSV is:
Employee Annual Salary(CTC) Min. Monthly Sales Value(MMSV) / INR Per Month ā¤ 3 lac 2,00,000 > 3 lac to < 6 Lac 2,50,000 ā„ 6 lac + 4,15,000 - Net Selling Price (NSP) : shall mean the price at which the Company will invoice to the third party in India, excluding taxes and free samples.
- Products (S) : sshall mean the finished pharmaceutical formulations manufactured by the Company or itās Affiliate or Contract manufactured by the third party under its trademark and mentioned in the Annexure - 1 The RHC incentive Plan will be applicable on only those Products mentioned in Annexure-1
State Premiere League (SPL)
SIX MONTHLY AWARDS
š¾-RISE Employee Excellence Award
For Highest Individual Sales In Pain Division For Highest Individual Sales In De-addiction Division
š¾-RISE State Championship Award
For the State with highest Sales In Pain Division For the State with highest Sales In De-addiction Division
š¾-RISE Zonal Championship Award
For the Zone with highest Sales In Pain Division For the Zone with highest Sales In De-addiction Division
Business Enquiries and Contact Information
Our Office
Rusan Pharma Ltd
58-D, Government Industrial Estate,
Charkop, Kandivali (West),
Mumbai - 400 067
Maharashtra. India
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