ਨਿਯਮ ਅਤੇ ਸ਼ਰਤਾਂ

1. About these terms

These combined terms explain use of gmrsecurityservices.com and the general framework for dealing with GMR Security Services as an applicant, employee, trainee, client or prospective franchise partner. They apply to the relevant activity; browsing the website alone does not create employment, a deployment, a paid service or a franchise.

GMR Security Services is the name used on this website. A website listing, automated receipt or reference number does not itself create a contract of employment, a service deployment, a franchise right or a guarantee of an outcome.

A signed offer, employment document, service agreement or franchise agreement, where entered into, sets the specific commercial and operational conditions for that relationship. These website terms do not replace mandatory legal protections or an agreement that expressly governs the matter.

A signed appointment letter, service order, training agreement or franchise agreement sets the specific commercial and operational conditions for that relationship. These general terms do not replace those documents or reduce mandatory legal rights. Salary, leave, probation, notice, fees and liability limits are not created by a website status or an illustrative vacancy.

2. Responsible and authorised use

Use the website only for a genuine application, enquiry or other lawful purpose. You must have authority to provide the information you submit and to use the contact numbers or email address associated with it.

Do not submit false documents, impersonate another person, enter someone else's identity number, send abusive or unlawful material, attempt unauthorised access, interfere with the service or use automated submissions to overwhelm the system.

Keep submissions relevant. Do not enter banking credentials, payment PINs, Aadhaar OTPs or unrelated sensitive information in the message field. Information entered in public forms is to be provided in English as instructed; the interface language can be changed without changing that requirement.

3. Information and website availability

We aim to keep published information useful and current. Availability, role requirements, locations, salary descriptions and closing dates can change. Confirm material details with the GMR team before relying on them for travel, resignation, expenditure or a commitment.

The website may be unavailable during maintenance, network failure or a technical incident. If a time-sensitive submission cannot be completed, use the official Contact Us page. Do not repeatedly submit duplicate applications solely because a message is delayed.

4. Applying and checking details

Choose the relevant department and up to three eligible positions, provide accurate qualifications and experience, and select the states and cities where you are willing to work. Location preferences help match applications with vacancies; they do not reserve a posting.

Complete the required personal fields, including date of birth, gender, height, weight, address and identity-related information, and upload a clear passport-size photograph in an accepted file type and size. Driver-related positions require driving licence details.

Review the application before final confirmation. A temporary review draft and staged photo are not a final submission. If the review expires, you may need to re-enter details or upload a photo again. An application is recorded only after a successful final submission and receipt of a reference.

5. Receipt, identity and selection

An application number acknowledges receipt. It does not confirm eligibility, the authenticity of identity information, completion of a background check, shortlisting, selection, training admission, employment or a guaranteed joining date.

A twelve-digit Aadhaar entry is a format check rather than UIDAI authentication. Licence numbers and qualifications remain subject to any appropriate verification process. If you cannot supply requested identity information, contact the team to discuss an appropriate identification method. Never disclose an OTP to a person claiming that the website requires it.

Final recruitment decisions depend on actual vacancies, lawful eligibility, qualifications, experience, interviews, appropriate checks, client or site requirements and the terms communicated by GMR. Do not treat a status label or an unverified message as a signed appointment.

6. Vacancies, compensation and work conditions

Only openings confirmed and published as active vacancies are intended to invite vacancy-specific applications. Sample, reference or unconfirmed entries in the administration system do not establish an available job.

Salary, benefits, duty hours, location and closing dates on a listing describe that listing and must be read with the formal offer and applicable law. No generic website statement overrides mandatory wage, working-time, leave, safety, social-security or other employment protections.

A vacancy can close, expire or be changed before an application is decided. Employment, probation, deployment, transfers, notice and separation are governed by the applicable appointment documents and law, not by a website message alone.

7. Training information

The Training & Compliance page describes programmes, residential facilities and training locations. The basic programme is presented as 28 days where published; refresher or experienced-personnel arrangements depend on the programme confirmed by the training team.

Confirm the centre address, batch date, reporting time, documents and attendance requirements with GMR before travelling. A state or city name on the website is not a complete reporting address, and listing a capital or proposed location does not certify that a particular batch is operating there.

For a training programme confirmed as including company-paid accommodation and meals, the company bears those stated accommodation and meal charges. Travel, personal expenses or other arrangements must be separately clarified; do not assume an unstated reimbursement. Training attendance is not, by itself, a guarantee of employment or an external certification.

8. Follow-up and message delivery

GMR may communicate regarding an application or enquiry through a call, an authorised WhatsApp update or the registered email address supplied. The website may state a target of contacting job applicants within 24 hours. This is a follow-up target rather than an appointment or guaranteed connection; incorrect details, workload and technical issues can affect contact.

The primary mobile number and WhatsApp number can be the same or different. Job-form WhatsApp updates depend on the relevant number and the form's WhatsApp choice. For other enquiry forms, entering a WhatsApp number requests updates at that number; leaving it blank does not instruct GMR to use the primary number for WhatsApp.

Automatic sending requires a configured provider and compliance with its messaging rules. A manual link may prepare a message for an authorised team member to send. Sending, API acceptance, delivery and reading are different events; a delayed notification does not necessarily mean the underlying application failed.

9. References, tracking and corrections

Keep your reference number and registered contact details private. Use the Check Application Status page to retrieve the limited status information available for the record. A displayed status is the latest saved administrative status and is not a complete employment or service document.

If you identify an error, contact GMR through the official site. Provide the reference and explain the correction without sending unnecessary identity documents. Authorised staff can amend supported contact and profile fields; submitted preferences or documents may need a separate review.

A request moved to Deleted / Restore can be hidden from public tracking while remaining recoverable in administration. This operational deletion is not the same as permanent erasure under the Privacy Policy.

10. Security and workforce service requests

A service form is an enquiry so GMR can understand the site, sector, service and staffing requirement. Submitting it does not confirm manpower availability, deployment, a quoted price, a start date or acceptance of a contract.

Before deployment, the parties must confirm the scope of work, site responsibilities, staffing, hours, supervision, charges, taxes, invoicing, insurance or compliance responsibilities where applicable, and any required permissions in the appropriate written arrangement.

No security arrangement can promise prevention of every loss, incident or interruption. Operational standards, incident response, reporting, responsibility and liability should be defined in the actual service agreement and must respect applicable law. Do not disclose access codes or sensitive site-security instructions in an ordinary public enquiry.

11. Network map and branch locations

The network map distinguishes the head office from proposed branch cities. Adding a city or pin is a website content update; it does not establish an operating branch, a licence, guaranteed service coverage, a franchise allotment or a government approval.

Contact GMR to confirm current availability in your area and obtain the actual office or reporting address. A label position on a schematic map is illustrative rather than a navigation instruction or a guarantee of geographic precision.

The client and team sections identify information published by GMR. A client's logo or a third-party mark does not, on its own, describe the current scope of an engagement, endorse every statement on the website or authorise someone to recruit on that third party's behalf.

12. Franchise and other business enquiries

A franchise form records interest for a discussion. It does not allocate a territory, approve a business partner, establish an agency, reserve a name or create an entitlement to income or returns.

Territory, eligibility, investment, fees, brand use, operating standards, compliance, exclusivity if any, termination and other conditions require specific written confirmation by authorised parties. A selected budget range is indicative information supplied by the enquirer, not an invoice or payment request.

Do not pay money or begin using GMR branding solely because you submitted a form or received a message. Verify the identity and authority of the person handling the discussion and the applicable written terms through the official contact channel.

13. Privacy and permitted communications

The Privacy Policy explains the information collected by the website, its stated purposes, private documents, communications, technical operation, record retention and requests for correction or deletion. Consent choices should be understood in relation to the relevant form.

Form data is not made publicly available merely by submission. However, you are responsible for checking recipient details and for not posting reference numbers or identity documents in public. Messages sent through third-party communications services are also subject to those services' applicable practices.

Contact GMR if you believe a message is fraudulent, a record is incorrect or information has been used improperly. Use the minimum information needed to identify the issue; do not send a complete identity number, password or OTP in an initial complaint.

14. Website content and external links

Website text, layout, graphics and branding are made available for information and legitimate use of the site. Do not misrepresent yourself as GMR, copy private applicant information, sell access to an application process or use the website to issue unauthorised offers.

Third-party trademarks and attributed map material remain subject to their owners' rights and any applicable licences. Links to social platforms, external references or communications tools do not place those sites under GMR's control.

The on-site policy viewer presents the policy documents without a download control. Display restrictions cannot prevent every browser save, screenshot or copy; do not use that fact to redistribute private or misleading versions of a document.

15. Applicable law, changes and contact

Indian law governs these terms as applicable. Mandatory consumer, employment, privacy and other rights prevail over inconsistent website wording. The Indian Contract Act, 1872, including sections 10, 11, 14 and 23, is relevant to valid agreements, capacity, free consent and lawful purpose; sections 28 and 73-74 preserve relevant remedies and compensation limits.

Raise concerns through https://gmrsecurityservices.com/contact. This does not bar a competent court, consumer commission, labour authority or other statutory remedy. No unconfirmed exclusive court, compulsory arbitration or complaint fee is imposed here.

The current version states its review date. Changes do not automatically rewrite signed agreements. Detailed legal applicability is in sections 20-27; legal-entity and grievance details remain expressly marked as demo in the Privacy Policy.

16. Appointment, pay and duty arrangements

An appointment must be confirmed through an authorised written offer or appointment document. Role, reporting location, compensation, probation if any, duty schedule, weekly rest, leave, statutory benefits and applicable deductions must be explained in the relevant employment documents and follow applicable law. No fixed salary, notice period or penalty is imposed by this general policy.

Deployment, attendance reporting, roster changes and leave requests must follow the authorised supervisor and site process. Overtime and additional duties must be handled under the applicable terms and legal requirements. A candidate's preferred location is a preference and does not by itself guarantee a particular posting.

17. Conduct, safety and separation

Personnel must act respectfully, follow lawful site instructions, protect confidential information and company or client property, and report incidents and safety concerns. Harassment, discrimination, violence, intoxication on duty, falsified attendance and misuse of identity or equipment are unacceptable. Security work does not grant police powers or permit unlawful searches, detention or force.

Grievances, misconduct concerns and resignation should be raised through the authorised company contact. Disciplinary decisions and separation must follow applicable requirements and the individual's engagement terms. Handover includes uniforms, identity cards, keys, equipment and authorised records; final payments and documents are handled according to applicable obligations, not merely an admin status change.

18. Scope, client responsibilities and payments

Before deployment, the parties should confirm the site, services, staffing, shifts, supervision, equipment, escalation contacts, charges, taxes, payment dates and change or cancellation arrangements in an authorised written agreement. Website information, an enquiry reference or a proposed city does not confirm service availability or authorise work.

Clients must provide accurate requirements, lawful instructions and relevant site safety information. Any safeguarding, CCTV, visitor-data or emergency duties must be clearly allocated. Security services reduce specified risks through agreed measures; they are not a promise that no theft, accident or other incident can occur. Responsibility for a loss depends on applicable law and the actual agreement and circumstances.

19. Authorised dealings and order of documents

Only an authorised written quotation, invoice or agreement should be relied on for payment or commercial commitments. Verify uncertain payment instructions directly with the company using its published contact details. A recruitment enquiry is not an instruction to pay a fee, and a franchise enquiry does not grant permission to use the brand, appoint staff or collect funds in the company's name.

Franchise territory, investment, branding permissions, responsibilities and exit conditions require a separate signed agreement. Specific written agreements govern the relevant relationship subject to mandatory law. Changes to this website policy do not retrospectively rewrite an existing signed contract; amendments to that contract must follow its agreed process.

20. PSARA licensing, training and verification

The Private Security Agencies (Regulation) Act, 2005 (PSARA) governs relevant private-security agency activity. Section 4 restricts carrying on that business without the required licence; sections 9-10 address agency obligations and guard eligibility, antecedent checks, training and fitness. Applicable State / Union Territory rules and licence conditions determine the actual requirements.

No map pin, website card, quotation or reference number establishes a PSARA licence. Before accepting a regulated deployment, verify the required state coverage and licence validity. This policy does not invent a GMR licence number, declare every branch operational or certify that a particular training course satisfies all state rules.

21. Armed duties, driving and medical process

The Arms Act, 1959 and applicable Arms Rules govern possession, carrying and permitted use of arms. Armed security requires the specific valid authorisations; a guard uniform or PSARA licence alone is not firearms authority. Driver deployment must respect the Motor Vehicles Act, 1988, including section 3 and the licence requirements applicable to the actual vehicle and use.

Fitness and medical checks must be appropriate to the role and applicable PSARA / state requirements, with a qualified medical process where required. No unsupported test, charge or declaration of universal medical fitness is imposed by this website. Health records must follow the Privacy Policy and applicable confidentiality requirements.

22. Four Labour Codes and applicable rules

The Ministry of Labour and Employment announced implementation from 21 November 2025 of the Code on Wages, 2019; Industrial Relations Code, 2020; Code on Social Security, 2020; and Occupational Safety, Health and Working Conditions Code, 2020. Apply the relevant commenced provisions, rules, schemes, notifications and saved transitional instruments to the establishment and engagement concerned.

Wages, lawful deductions, payment deadlines, overtime, rest, social-security benefits, safety and separation must meet the applicable requirements and eligibility / coverage conditions. An advertised client billing rate is not an employee salary or permission to pay below lawful wages. A 24-hour site requires lawful roster coverage, not an instruction for one person to work continuously for 24 hours.

23. Workplace harassment, complaints and confidentiality

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 applies where relevant. Sections 4 and 6 address Internal / Local Committees and section 19 employer duties. Complaints must go to the legally appropriate mechanism; a general website contact must not replace a required committee or prevent a statutory complaint.

The law protects complaint confidentiality, including section 16 restrictions. Staff must not post grievance records, medical details or client security information publicly. This website does not claim that a committee has been constituted without verified appointment details. Statutory duties apply regardless of an internal status label, employment contract or customer instruction.

24. Quotations, registration charges and deposits

Starting prices and From-To ranges are indicative total client billing for the displayed staffing, period and duty basis. They do not guarantee availability or a final price. The written quotation must identify wages / staffing costs, agency margin, taxes, equipment, coverage and any agreed onboarding charge, advance or deposit. Do not represent a competitor's tender term as a statutory GMR charge.

Client deposits and agency performance security are different obligations. State the payer, purpose, refund milestone, period and permitted deductions before collecting money. Sections 73-74 of the Indian Contract Act, 1872 govern relevant compensation and stipulated penalties; the website does not impose automatic full forfeiture or disproportionate penalties.

25. Consumer rights, cancellation and liability

Where the transaction and person qualify under the Consumer Protection Act, 2019, applicable protections include deficiency of service, unfair contracts and unfair trade practices: sections 2(11), 2(46) and 2(47). Commercial-purpose transactions require their own applicability assessment. Website wording does not remove a remedy that the Act provides.

Cancellation, refunds and loss claims depend on agreed, lawful terms and actual facts. No blanket waiver excuses fraud, negligent service or liability that cannot lawfully be excluded. Sections 28 and 73-74 of the Contract Act remain relevant; lawful statutory remedies are not replaced by an internal complaint process. Restrictions on screenshots do not affect access to legal remedies.

26. Electronic acceptance, invoices and brand rights

Sections 4 and 10A of the Information Technology Act, 2000 recognise relevant electronic records and electronic contract formation. An acknowledgement is not automatically acceptance of a service order: ordinary contract requirements and any required stamping, registration or specific formalities still apply. Authorised parties should retain the accepted quotation, scope and amendments.

Tax collection, invoices and recordkeeping must follow applicable GST law, including the Central Goods and Services Tax Act, 2017, relevant State / IGST provisions and current notifications. Applicable rates, exemptions and reverse-charge treatment require assessment; these terms do not impose a universal tax rate or invent a GST registration. Third-party marks and website content remain subject to the Copyright Act, 1957 and Trade Marks Act, 1999 as applicable.

27. Official sources and scope of this draft

Acts: https://www.indiacode.nic.in/ | PSARA and state framework: https://psara.gov.in/ | Haryana PSARA Act reference: https://haryanapolice.gov.in/pdf/Private_Security_Agencies_Act_2005.pdf | Labour Codes announcement: https://labour.gov.in/sites/default/files/pib2209767.pdf

Consumer law: https://consumeraffairs.gov.in/pages/consumer-protection-acts | Privacy sources and demonstration contact: see Privacy Policy sections 19-23. References are explanatory, subject to relevant commencement, amendments and applicability; they are not evidence of GMR's registration, licensing or legal clearance.

DEMO LEGAL DETAILS - REPLACE BEFORE PUBLIC LAUNCH. Registered entity, working grievance email, responsible person, licences and tax registrations must be verified. Obtain a qualified Indian legal review of actual operations and the completed engagement documents before relying on this draft as final.