*****Rule 1: People Over Rules****
These Policies are reviewed and emailed to all the team members from time to time for your benefit. Your agreeing to this notice confirms your acceptance of the terms and conditions and that you would be abiding by these rules.
Please note that we follow the policy of “People First, Rules Second” so kindly let us know if you want any change in the below mentioned points, let us discuss over it and help us improve our rules.
This is Version 9: We would be happy to receive your feedback to Add/ Edit / Delete any point.
Working Hours **V9**
1. You are generally expected to work as per Company’s standard policy on working hours i.e. 9:30 AM to 6:30 PM which means you need to complete minimum 45 hours (i.e. 5 days *9 hours) at office every week. However, you may be required to work for such additional hours, as per the need and requirement of the business or as may be necessary for the proper performance of the duties by you. In case, you are working beyond normal working hours, you will be provided with such additional facilities and compensation as per the policy of the Company. If you reach office after 11 am it will be considered as “Late Mark” & 5 Late Marks in a month would result in the half day loss of pay, which is not adjusted with any type of leaves.
2. One should have everyday 8 hours on office floor (excluding break). If the office floor hours are less than 8 hours then deficit hours will be deducted from salary, which is not adjustable with PL/ SL/ CL.
3. If you want to come and leave office at a different time schedule other than the official time schedule (i.e 9:30 am to 6:30 pm) you will have to take a written permission and get it approved by your Reporting Manager. Subsequently inform the HR who in turn will inform the other team members.
4. You need to be in office for minimum of 4 hours or 8 hours (excluding break) to claim a half day or a full day respectively.
5. Early Leave: Would be allowed as per the discretion of the Reporting Manager and the deficit hours need to be compensated in the same week.
6. You may take a total of 1 hour’s break throughout the day.
Weekly Holidays **V9**
Saturdays & Sundays are weekly holidays, except third Saturday of every month. Third Saturday of every month is a “No Work Saturday Session”. This day is utilized for training & knowledge sharing. The company may decide on keeping some Saturdays on to adjust some abrupt holiday, extra work pressure, etc.
Leave Policy ***V9**
1. Leave year is considered as Financial Year i.e. from 1st April to 31st March.
2. Employees who are appointed during the course of the year shall be entitled to the above leaves on pro-rata basis.
3 Leave will be approved at the discretion of reporting managers depending on the amount & pressure of work at that stage & nothing will limit management discretion, to revoke or curtail leaves already approved.
4. No leave will be approved if an employee is serving the notice period. It will be considered as Leave Without Pay.
5. All Leave application must be approve / reject within 7 days of application.
6. TYPE OF LEAVES
6.1 The different types of leaves given under the policy are:
Casual Leave or Sick Leave(CL/SL)
Planned Leave (PL)
Maternity Leave (ML)
Paternity Leave (PL)
Half Day Leave (HDL)
Marriage Leave (MAL)
Leave without pay (LWP)
6.2. Casual or Sick Leave: Employees will be entitled to 7 CL /SL in a year. 0.5 leave per month (i.e 6 Leaves in One Year ) accrued on monthly basis and additional 1 leave accrued on completion of six months. It will be calculated on pro-rata basis from date of joining. CL/SL should not be availed more than 2 days at a stretch. In case employee takes sick leave for more than 2 days, she/he needs to submit medical certificate to HR Department. If any CL / SL is prefixed and suffixed with either a Public Holiday / Weekly Off , then it will be considered as Sandwich Leave (which will include the Saturday, Sunday & Public Holiday). If CL /SL extends the above mentioned days as per the working days, only in the case of serious medical reasons (for which valid proof will be required) & upon approval from the management accumulated PL can be adjusted with excess CL / SL. Else excess days taken will be treated as LWP. There is no encashment for Casual or Sick Leave. Casual or Sick Leave will lapse at the end of financial year.
6.3. Planned Leave: Employees will be entitled to 15 PL in a year. 1.25 leaves accrued on monthly basis. It will be calculated on pro-rata basis. PL need to be applied prior 14 days. Maximum 7 PL can be carried forward for next year & remaining PL will be encashed on the basic pay rate.However, at the time of separation, balance PL (calculated pro-rata basis) will be encashed as per basic pay rate provided employee has served the full notice period.Not applicable in the probation/training period. However accumulation of leave will start from date of employment. PL can only be availed once employment is confirmed. Reporting Manager has right to approve or reject PL request (even if approved in PL schedule) depending on business requirement. He/ she will in turn communicate it back to the employee & HR Team. This measure should be used in extreme cases only & with suitable alternate dates for leave. If any PL is prefixed and suffixed with either a Public Holiday / Weekly Off , then it will be considered as Sandwich Leave (which will include the Saturday, Sunday & Public Holiday).
Any employee cannot work for another employer during planned leaves. Any violation of this clause will be treated as serious disciplinary action which will result into termination of employment with immediate effect.Indus Net TechShu will not be liable to pay any notice period & employee will be liable to pay back Indus Net TechShu the remuneration for the leave period as well.
6.4 Maternity Leave: All married female employees after completion of a minimum period of 12 months of service with Indus Net TechShu will be eligible for maternity leave. The company shall grant a female employee maternity leave of up to 3 months leave with salary upon presentation of a medical certificate by registered medical practitioner. Every female employee needing to avail Maternity Leave must apply in using leave application form with a copy of the medical certificate. The maximum duration of maternity leave is 3 months, of which the employee can avail a maximum of 4 weeks leave prior to possible date of delivery. The Employee will receive remuneration (Gross Salary) during the maternity leave. A female employee cannot claim maternity benefit more than once during her service period in Indus Net Techshu. The information to avail Maternity Leave, needs to be approved & informed to reporting authority via e-mail with a copy of email to HR at least 2 months in advance of planned Maternity Leave. In case the Employee wants to extend her leaves at the end of the entitled maternity leave, she will be granted leave of absence for maximum 1 months, which will be Leave Without Pay. During maternity leave, regular leave will not accrue to the Employee. The appraisal of the employee taking Maternity Leave will be deferred by 3 months. Any employee cannot work for another employer during Maternity Leave period. Any violation of this clause will be treated as serious disciplinary action which will result into termination of employment with immediate effect. Indus Net TechShu will not be liable to pay any notice period & employee will be liable to pay back Indus Net TechShu the remuneration for the leave period as well.
6..5 Paternity Leave: All male employees having a baby would be eligible for Paternity Leave of 2 days subject to
two confinements during the service period. This leave is to be taken within one month from the birth of child.
Note: Not applicable for employees during probation period.
6.6 Half Day Leave: For availing Half Day Leave an employee has to work at least 5 hours.
6.7 Marriage Leave: Indus Net TechShu recognizes that marriage is a very special occasion in each one’s life. To help celebrate that better, each employee will be provided with 5 days special marriage leave from the company once during his / her tenure with us. Employee is required to inform his/ her Reporting Manager copy to HR of the period of leave and
apply for the same accordingly at least 3 weeks in advance.
Note: Not applicable for employees during probation period.
6.8 Leave Without Pay: Any uninformed & unapproved leave will be treated as ‘leave without pay’, irrespective of
Leave Balance available with employee.An approved leaves will also be considered as leave without pay if the leave balance is less than the availed leave.
7. PROCEDURE FOR APPLYING LEAVE **V9**: Any employee who is opting for leave will have to apply through INT HUB to Reporting Authority & get it approved by Reporting Authority or else it will be considered as LWP.
8. ABSENCE FROM DUTY **V9**: Uninformed & unapproved leaves may lead to serious disciplinary action which can lead
to termination of employment without notice as well.If any employee remains absent from work without authorization or explanation for more than three (3) consecutive working days, it will be deemed that the employee is no longer interested in working for Indus Net TechShu & have abandoned its service on own accord & his / her name shall be accordingly struck off from the rolls of Indus Net TechShu .
9. SALARY & APPRAISAL CYCLE **V9**: Salary & appraisal calculation will be effective from your date of joining. Appraisal will be done annually. For example, if a person has joined on April 4, 2017 his / her appraisal will be due on April 4, 2018 (effective April 5, 2018).
10. BASIC ETHICS OF THE COMPANY **V9**
10. 1. Unnecessary talks / gossips during the office hours lead to decrease in productivity & create disturbance in workplace which is not acceptable.
10.2. People spending office hours for "not in good faith" things like using social media platforms like facebook, whatsapp, online shopping sites, linked in and other job portals & spending more time in personal phone calls are against company's terms & policies.
10.3. Updating anything related to company in any social media platform and saying any negative word against the company /clients are not acceptable. After all, it's the clients who pay us to run the company. #Respect.
In case of any work which is " not in good faith" (as mentioned above categories ) is noticed, the person will be given a warning & if after that also same thing happens the concerned person will be terminated with 7 days notice.
We hope this is fair to everyone who is working towards the growth of the company.
11. CONFLICT OF INTEREST **V9**
11.1 During the Employment employee shall not engage in any outside work, for profit or without any profit, with a third party or otherwise, over and above the legitimate work in the Company, on duty days, on holidays or when on leave, after duty hours without obtaining the prior written permission by the Company’s management. Employee shall not take up additional work as a freelancer or as a consultant during the period of his employment with the Company without the written permission of the Company.
11.2 During Yours employment with the Company and 24 months from the date of termination, Employee shall not, directly or indirectly, without the written consent of the Company’s management, and whether or not for compensation, either on your own account or as an employee, officer, agent, director, owner, partner, joint venture, shareholder, investor, or in any other capacity (except as an employee or officer acting on behalf of the Company) engage in any activity or business which is the same or substantially similar to the Company’s business.
12. NON SOLICIT **V9**
Employee hereby agree that, while you are employed by the Company and for two (2) years following the termination of the employment with Company, You will not (i) recruit, attempt to recruit or directly or indirectly participate in the recruitment of, any Company employee or (ii) directly or indirectly solicit, attempt to solicit, canvass or interfere with any customer or supplier of Company in a manner that conflicts with or interferes in the business of Company as conducted with such customer or supplier.
13. TERMINATION OF EMPLOYMENT **V9**
13.1 During the Probation Period, Employee can terminate the Agreement of Employment by giving a notice of 30 (thirty) days to the Company. During the Probation Period, the Company can terminate this Agreement at anytime without any prior notice. However, the Company reserves all rights to either extend the notice based on business requirement, or release You immediately at their sole discretion.
13.2 After the completion of the Probation Period, either Party may terminate the Agreement of Employment upon written notice of 30 days to the other Party. However, the Company reserves all rights to either extend the notice based on business requirement, or release employee immediately at their sole discretion. Alternatively, the Company may terminate the Agreement of Employment with immediate effect, upon giving the employee one (1) month’s salary in lieu of notice or pro-rated salary for the balance Notice Period in case You have been permitted to work during the Notice Period. The company has the right to terminate the Agreement of Employment with an immediate effect by a notice in writing (without salary in lieu of notice), in the event of employee's misconduct.
13.3 One cannot apply for PL/CL/SL when one is serving his/ her notice period. Any leave during the notice period will be considered as Leave Without Pay.
13.4 Full & final amount will be disbursed after 45 days of release.
14. PAY CYCLE **V9**
14.1. The pay cycle is from 25th of Month 1 – 24th of Month 2, for which you will be paid on Month 3. For example, for the period 25th Oct to 24th Nov, salary will get disbursed on first working day of December.
14.2. Your official salary account to be opened by the HR Team.
14.3. Salary is to be treated as confidential information and no communication is to be done with colleagues, and if someone is found disclosing the salary then their appraisal date will get delayed by 2 months.
14.4. Appraisal:
14.4.1 If someone is found disclosing the appraised amount, then the date from when the appraised amount would get effective will be delayed by 2 months.
14.4.2 If someone is found disclosing the appraised amount, after the amount has been credited to the salary account, then for the next 2 months that person will get his / her previous salary i.e. the salary before increment.
15. OTHERS **V9**
15.1. Dress code is smart casuals or formals on general days but in case of client meeting you need to come in formals.
15.2. You must not download anything which is not related to your work or listen to online music or use personal email at workplace.
16. DISTRACTION **V9**
16.1. Mobile phones need to be kept in silent mode while inside the office premises.
16.2. Listening to music online (using company's internet connection) is completely against the company's terms & conditions.
17. CONFIDENTIALITY **V9**
17.1. You shall not disclose any information, data, intellectual property and other details concerning the business of the company , strategy within your knowledge to any third person outside of the company.
17.2. You shall recognize, admit as well as undertake to protect and safe guard the intellectual property of the company related to all materials, data, information, systems, process, methods, know-how or otherwise concerning the software/hardware system development, improvement or business persuaded by other company.
18. REIMBURSEMENT **V9**
18.1. Fill your claims in the reimbursement form "
http://goo.gl/forms/gYwX1guBIw" and submit the related bills at HR Desk if it's a hard copy or mail the soft copy at
hr@techshu.com.
18.2. All the reimbursement payment will require details as well as proof/bills are mandatory for the claim.
If you have any query, please drop an email to
hr@techshu.com or you can contact HR Desk.
