Company Policy

1. Preamble & Purpose of the Policy

This Human Resources and Employment Policy (“Policy”) governs the terms, conditions, and standards of employment at the Company.
The purpose of this document is to:

• Establish clear expectations of conduct, performance, and responsibilities.
• Ensure compliance with applicable laws and regulations.
• Safeguard the Company’s assets, reputation, and intellectual property.
• Provide employees with clarity regarding their rights, entitlements, and obligations.

This Policy forms an integral part of each employee’s contract of employment and is binding during the course of employment.

2. Standards of Conduct

Employees are required to maintain the highest standards of personal and professional conduct while representing the Company. Unethical, dishonest, or negligent behaviour will result in disciplinary action, up to and including termination.

• Act with integrity, fairness, and transparency.
• Comply with Company rules, lawful instructions, and policies.
• Avoid actions that could damage the Company’s reputation.
• Use Company resources only for authorized purposes.

3. Equal Employment Opportunity & Anti-Discrimination

The Company is an equal opportunity employer. Employment decisions are based on merit, qualifications, and business needs. Discrimination or harassment on the basis of race, gender, age, religion, disability, caste, marital status, or any protected category is strictly prohibited.

• Treat colleagues, clients, and partners with respect.
• Refrain from any form of harassment or bias.
• Report violations promptly through designated channels.

4. Workplace Behaviour, Ethics & Professionalism

• Maintain punctuality and discipline.
• Behave courteously with colleagues and clients.
• Avoid conflicts of interest or behaviour that could undermine team harmony.
• Abstain from substance abuse, violence, or misconduct.

The Company has zero tolerance for harassment, bullying, intimidation, or abusive behaviour.

5. Attendance, Working Hours & Leave Entitlements

Regular attendance is a core requirement of employment. Employees must record attendance through the Company’s approved systems.

• Casual Leave (CL):
  • Maximum 6 days per year.
  • No more than 3 consecutive days at a time.
  • Cannot be prefixed/suffixed with holidays or weekends.
  • Must be applied at least 3 days in advance via the portal.
  • Cannot be clubbed with other types of leave.
• Sick Leave (SL):
  • Maximum 6 days per year.
  • No more than 3 consecutive days at a time.
  • Cannot be prefixed/suffixed with holidays or weekends.
  • Must be applied within 7 days of absence; otherwise, treated as Leave Without Pay (LWP).
  • Medical certificate required for absences exceeding 2 days.
• Public Holidays:
  • 10 fixed holidays per year as per Company calendar.
• Compensatory Leave (Comp-off):
  • Granted for work performed on holidays, with prior approval.
  • May be combined with CL but not with SL.
• Leave Without Pay (LWP):
  • Applicable when no leave balance remains.
  • Salary will be deducted accordingly.
  • Absence without approved leave will attract penalties.
• Work from Home (WFH):
  • Permitted only in exceptional cases.
  • Must be approved by management and requires sufficient infrastructure.

6. Dress Code Policy (Smart Casual)

Employees must maintain a professional appearance consistent with a smart casual dress code. Clothing should be neat, clean, and appropriate to a corporate environment.
Inappropriate attire such as ripped jeans, shorts, or offensive prints are not permitted during working hours.

7. Compensation & Remuneration

• Salary is as per employment contract and paid monthly via bank transfer.
• The salary covers all legal entitlements unless expressly provided otherwise.
• Performance and remuneration are reviewed annually at the sole discretion of the Company.
• Probationary employees are not guaranteed increments until confirmation.
• Additional benefits, if applicable, will be specified in writing.

8. Employment Conditions & Probation

• Employment begins on the date specified in the contract.
• All new employees are subject to a probation period of 6 months.
• Confirmation of employment will follow a review of performance and conduct.
• Employment is contingent on fitness for work, truthful disclosure of qualifications, and compliance with Company requirements.

9. Confidentiality, Non-Disclosure & Conflict of Interest

• Disclosing confidential information without authorization is prohibited.
• Using Company data for personal gain is prohibited.
• Engaging in outside employment that conflicts with Company interests is prohibited.
• Soliciting or accepting unauthorized payments, benefits, or commissions is prohibited.
• Obligations of confidentiality continue beyond termination of employment.

10. Intellectual Property Rights (IPR)

All intellectual property created during employment — including designs, software, processes, or documents — remains the exclusive property of the Company.

• Disclose inventions or works created in the course of employment.
• Cooperate in registering Company rights.
• Waive moral rights where necessary to secure Company ownership.

11. External Employment, Freelancing & Personal Projects (Restrictions)

• Employees may not engage in freelance work, employment, or personal projects that interfere with their duties, compete with Company business, or use Company resources or confidential information.
• Violation will be treated as misconduct and may lead to termination.

12. Resignation, Termination & Post-Employment Obligations

• Either party may terminate employment by giving written notice as per contract.
• The Company may dismiss employees without notice in cases of serious misconduct.
• Employees must serve the notice period unless waived by the Company.
• On termination, employees must return all Company property and confidential data, repay outstanding dues, and provide system access credentials.
• Post-employment obligations regarding confidentiality and non-compete continue to apply.

13. Use of Company Property & IT Resources

• Company equipment, devices, software, and systems must be used solely for business purposes.
• Unauthorized installation, use of pirated software, or misuse of IT systems is prohibited.
• Employees may not use Company property for personal purposes without prior approval.

14. Data Protection, Retention & Destruction

• Employees must handle Company and client data responsibly.
• Data must be accessed only for legitimate business purposes.
• Confidential data must not be shared externally without authorization.
• On termination, employees must delete or surrender Company data in their possession.

15. Anti-Violence, Harassment & Anti-Bullying Policy

• The Company maintains a zero-tolerance policy towards workplace violence, harassment, or bullying.
• Physical violence, threats, or abusive behaviour are prohibited.
• Sexual harassment will be dealt with under the Company’s Prevention of Sexual Harassment (POSH) framework.
• Violations may result in immediate dismissal and legal action.

16. Health, Safety & Wellbeing

• Employees must comply with workplace health and safety rules.
• Report hazards, unsafe practices, or incidents promptly.
• Use protective equipment where applicable.
• The Company will provide a safe working environment but requires employee cooperation.

17. Employee Referral Policy

• Employees are encouraged to refer qualified candidates.
• Referral bonuses may be provided at the Company’s discretion.
• Bonuses are payable only if the candidate is hired and completes a minimum employment period.

18. Legal Compliance & Disciplinary Actions

• Employees must comply with all applicable laws, including labour, tax, and corporate laws.
• Violation of this Policy may result in verbal or written warnings, suspension or dismissal, and legal proceedings where applicable.