ATTENDANCE POLICY
Your attendance is extremely important to the success of The Company. We expect employees to strive for perfect attendance and to arrive for work on time. We recognize that, on occasion, you may not be able to come to work or need additional time before you arrive. Sickness and other emergencies cannot always be anticipated and may require you to miss all or part of your workday.
If your need for time off is foreseeable, you must provide as much notice as possible. If your need for time off is not foreseeable, you must provide as much notice as practicable, but in no event less than one (1) hour prior to your normally scheduled starting time. Of course, if you cannot contact by yourself, you must have someone do it for you.
When you contact your reporting authority you must let them know for how long you will be out and when you expect to return or, as the case may be, arrive for work.
- Employees desirous of taking leave should give a leave letter in writing to their respective Team Manager. The printed format will be available with the HR and Admin Department or the front office. Leave is subject to approval from the concerned authorities.
- SMS will no more be accepted as a mode of official communication.
- No leave will be granted unless it’s a matter of utmost emergency or valid reasons.
- The first authority of informing about your absence would be the Manager the number being 9962036262 or 43561352. The responsibility of being update with the contact phone numbers would lie with the employee. If the manager were on leave the next person of contact would be the respective Team Managers to whom you are supposed to report.
- Excessive absence, or lateness and excessive patterns of absence or lateness may lead to disciplinary action, up to and including termination.
PUNCTUALITY POLICY
Reporting for work regularly and on time is essential, since lateness or absence interferes with the daily running of The Company and laces an extra workload on your fellow employees. Please use your personal time to schedule business, medical and other appointments which conflict with your work schedule. Failure to report to work on time is cause for disciplinary action, up to and including discharge.
· All the employees should be at the workplace at 9.00 a.m. No reasons will be considered for the delay. The attendance register will be taken out at 9.15 a.m.
· If an employee doesn’t show up to the office before 10 a.m. without notice, the termination letter will be dispatched to his contact address on the same day. No claims can be made later. The employee will not be paid his/her due salary, relieving letter or references from the seniors.
· If any senior authority is found to provide reference to a dismissed employee, their services will be terminated too without notice, relieving letter or references.
NON DISCLOSURE POLICY
All employees at one time or another will receive or be exposed to personal, privileged and/or confidential information. That information may concern other employees, the company’s operations, customer lists, company affairs, product development, trade secrets, business models or other organizations with which we do business. You are obligated to ensure that this information remains confidential and is not disclosed. This is true regardless of whether you are actively employed, on leave or your employment with The Company ends (for any reason). Employees who disclose such sensitive information will be disciplined, up to and including immediate termination or legal action.
In addition, employees are not permitted to photograph, record, photocopy, and soft copy or otherwise preserve company forms, lists or other materials belonging to The Company without prior authorization. This is especially critical for items that were prepared or saved for an employee's own or someone else's current or future use. No employee can take the information out of The Company either in person or whatever medium not mentioned here.
PROBATION POLICY
The period of probation shall be six months for employees. The performance of a probationer will be appraised at the end of this period. Accordingly, the probationer is either confirmed or the period of probation extended or his services discontinued.
The Probationary Appraisal Form (Annexure X) is the final step in process of assessment of probationers. The appraisal shall form the basis of either confirming an employee, terminating his services or extending his probation period.
Upon successful approval from the management, a confirmation letter or an extension letter will be issued.
JOB TRAINING POLICY
Every employee has room to expand upon their skills by learning from their co-workers, training programs and other independent means. When you were selected as an employment candidate, you already possessed some of the skills required to perform the basic requirements of your job. We will develop your skills beyond this foundation.
During the first few weeks of your employment with us, one or more peers in the daily requirements of your position will train you. We will expect you to learn the training materials and policies given to you during this time. We understand it can be overwhelming, however we expect new employees to "hit the ground running" as our work environment is quite competitive and fast paced.
Our goal is to qualify employees during training- not disqualify them. Please ask questions or let a manager know immediately if you feel you are falling behind, receiving contradictory information or do not understand any aspect of your responsibilities.
TRAINING AND DEVELOPMENT
Training needs shall be an outcome of the Performance Management Process as well as the business needs of the organization. Training shall be in consonance with the Business Strategy of the organization and in line with the overall development of the individual.
Training need analysis shall comprise of ascertaining the Individual needs and the group needs
The identification of individual needs will be done at the Performance Appraisal Meeting when the Development Plan of an employee shall be worked out. This will be communicated to the employee during the Performance Appraisal Discussion with his/her Reporting manager.
PAY POLICY
Direct deposit is the preferred method by which employees are paid. The salaries will be paid on 10th of every month and will be directly deposited to their respective corporate account.
Employees should keep the concerned authorities informed as early as possible, if their account information is changed for any reason.
HOURS WORKED POLICY
All full-time employees are paid for their full day work from Monday to Friday and half-day work on Saturdays. Employees are not paid for lunch and therefore must clock out before dining and clock in upon return to the work area. All employees -- full-time and part-time -- will be furnished with a daily or weekly work schedule. Daily starting times, lunch period and leaving times may vary from day to day.
The office boy will go out thrice a day, for breakfast, Lunch and once in the evening. This facility has been arranged to the benefit of employees and shouldn’t be misused. Employees can place their order at once. He will not be allowed to go beyond the stipulated times.
LEAVE POLICY
Employees who have completed three months of service in The Company would be entitled to one paid leave per month subject to the approval from the concerned authority. The leave cannot be carried forward or encashed. If an employee takes more than the specified leave, the salary will be deducted commensurate to the number of days of leave and as per the existing rules. The rules can be discussed with the manager.
Employees who haven’t completed three months of service are not entitled to any leave whatsoever except for special permissions granted by the manager.
EMPLOYEE CONDUCT POLICY
Every employee is expected to act in a professional, responsible, and courteous manner at all times. Clearly, such behavior fosters a positive and productive working environment. Conversely, inappropriate or unprofessional behavior is disruptive and unproductive. Moreover, inappropriate conduct is cause for discipline, up to and including immediate termination.
Of course, in the context of this manual, it is impossible for The Company to identify all standards of conduct that are unacceptable. Again, The Company demands that employees act in a professional and courteous manner. We expect that employees will use common sense and good judgment in achieving this goal. However, The Company’s judgment, and not that of any individual employee, is the benchmark for what is acceptable and what is not. An employee’s conduct is not made acceptable solely because the employee believes it to be. Nor may an employee excuse his or her conduct because this manual does not specifically prohibit the objectionable conduct. The Company expects that employees recognize that inappropriate conduct, from rudeness to theft, is unacceptable. The decision as to what is inappropriate is left in The Company’s hands and sole discretion.
TEAMWORK POLICY
Our success begins and ends with teamwork. It is expected that each person will do their part to avoid situations that disrupt or promote others in their group to act in ill-will, to be insubordinate to a supervisor or to intentionally sabotaging the efforts of other employee teams or departments.
Teamwork is promoted when everyone acknowledges the team leader, respects the leaders judgment and authority and follows through on requests / directives without questioning them in a hostile or demeaning way. Mutual respect is the underlying factor. If someone is known to intend harm against the company or a team, please see your manager.
PERFORMANCE EVALUATION POLICY
Performance observations are conducted on a daily basis through interactions between managers and peers. These observations help managers and employees to determine the context for which a formal performance evaluation will transpire. It is not necessary for a manager to privately meet an employee each time an assessment is conducted.
Performance reviews are one method by which The Company builds a case for each employee's attitude, strengths and areas of improvement. Although a wage change may be given during a review, completion of a Performance review is not a guarantee to expect changes in compensation. Many other factors are related to the frequency and amount of compensation changes if they occur.
The Performance reviews of all the employees will be held twice a year, once in January and once in July.
Managers must formally record in writing an opinion of each employee under their direct supervision who has been with the company for more than 90 days. Human Resources will notify managers of those employees who are due to be reviewed.
Upon conclusion of the evaluations, each employee will have time to read the evaluation and respond for the permanent record. Following the employee's review process, they will have an opportunity to formally critique their direct supervisor with the Human Resource manager present. This bottom up evaluation will also be recorded in the Manager's file.
PROMOTIONS POLICY
It is the policy of The Company, wherever possible, to fill vacancies with qualified employees from within The Company. Promotion to all positions is based on, among other things, individual ability, efficiency, qualifications, performance, good attendance and punctuality, educational background and length of service.
CUSTOMER RELATIONSHIPS POLICY
All Employees deal with our customers (Clients and candidates). No matter what your position, every employee impacts the customer in some way. Employees are reminded to promote The Company just as they would represent their families. This means being friendly and courteous.
The methods adopted by the employees that can enhance customer relationships are to answer phones before three rings, transfer office calls correctly, follow through on promises, give updates if necessary, greet walk-in customers or just smile and say hello. Treating others as you expect to be treated goes a long way in customer service relationships.
RESIGNATION POLICY
If you decide to leave The Company, we ask that you give your Manager at least one months’ courtesy notice. Resigning without notice means you will not be entitled to receive the final payment. The concerned authorities upon receiving the resignation letter will give resignation acceptance letter.
Please keep in mind that as an “employee at will” once you give notice, The Company may decide it is not necessary for you to work out the entire duration of your notice.
The identification card, HR handbook and the database should be submitted before leaving The Company.
NON CLIENTS POLICY
Following separation from employment, The Company does not allow employees to work for organizations that are our clients. Although you have every right to seek gainful employment, our clients would benefit greatly from your experience and expertise. It is up to us to determine whether our secrets are intentionally compromised, and if so, to prosecute to the fullest extent of the law.
Former employees are encouraged to make notice to the manager if they expect to accept a client's offer of employment. The Company will decide whether an opportunity exists for our policy to be violated.
DRESS CODE POLICY
A strict dress code should be followed to ensure an appealing atmosphere. Your manager will review the dress code and personal appearance standards for your job position with you. The purpose of The Company dress attire and personal appearance standards is to present a professional, fresh, and neat appearance.
CELL PHONE POLICY
The use of a personal cell phone while at work may present a hazard or distraction to the user and/or co-employees. This policy is meant to ensure that cell phone use while at work is both safe and does not disrupt business operations. Unless otherwise authorized, employees may only use personal cell phones for an emergency.
TELEPHONE AND COMPUTER USE POLICY
The Company understands that when employees work during the week it is occasionally necessary to conduct personal business during office hours. However, employees should limit their personal use of the telephone and computer during office hours. Telephone and Internet systems are provided by The Company at its expense for business use, all messages sent by or received on those systems are company documents. The Company reserves the right to access and to disclose the content that you send or receive on any of the systems.
Given the ever-changing nature of these technologies, it is impossible to catalogue all possible abuse or misuse. Nevertheless, employees are strictly prohibited from using any technology to view, listen to or communicate offensive, defamatory or disruptive content.
The Company will periodically audit its systems, including e-mail and Internet access, to determine whether there is evidence of abuse or misuse.
Employees who abuse this policy are subject to disciplinary procedures up to and including discharge.
EMPLOYEE SUGGESTIONS POLICY
The company strongly encourages employees to offer suggestions that will improve any aspect of our operations. Please bring any suggestions to the attention of your reporting authority or the manager, or if you prefer, in writing or mail. While we welcome anonymous suggestions, we encourage employees to take credit for an idea. When circumstances warrant, employees will be rewarded for any suggestion that assists us in enhancing our company.
GRIEVANCE PROCEDURE POLICY
Work related problems can arise in any place of employment. We hope individuals will try to reconcile differences on an individual basis. Should this not be possible, to resolve a problem quickly and fairly, The Company has developed a grievance procedure using the following steps:
1. If you have a problem, notify your next reporting authority immediately. Most difficulties can be settled promptly at this point.
2. If the problem is not resolved to your satisfaction you (and a co-worker of your choice, if you wish) may go to the manager and verbally explain the problem to him/her; or you may instead submit the problem to him/her in writing or mail. This step should be taken within five (5) working days after your reporting authority has given his/her decision or after the incident giving rise to your grievance, whichever is later. If the circumstances require it, the previously identified official will conduct an investigation.
Following his/her investigation, the manager will respond in writing to your grievance. The decision shall be final.
CHANGE IN STATUS POLICY
Changes in status may affect your eligibility for benefits, amount you pay for benefits, delivery of your paycheck and other issues. It is extremely important to keep your personnel records up-to-date by notifying The Company in writing or mail, of any change in status.
Notify Human Resources if any of the following or any other information you feel is important to be updated, have changed or will change in the near future:
1. Legal name
2. Home address
3. Home telephone number
4. Person to call in case of emergency
5. Number of dependents
6. Marital status
HANDBOOK DISCLAIMER POLICY
The policies, procedures and standard practices described in this manual are not conditions of employment. This manual does not create an express or implied contract between The Company and any of its employees located in
I understand that the information in this handbook represents guidelines only. The Company reserves the right to modify this handbook, amend or terminate any policies, procedures, or employee benefit programs whether or not described in this handbook at any time, or to require and/or increase contributions toward these benefits programs.
All personnel policies contained herein were adopted by The Company and supersede previous policies. We periodically review personnel policies in part or as a whole, to ensure that they continue to reflect current thinking in the field of Human Resources Management and are consistent with trends and legislative requirements.
I further understand that no manager or representative or The Company, other than a Senior Officer of The Company, is authorized to enter into any employment agreement on behalf of Dewdrop Career Solutions (P) Ltd, other than the Managing Director or the C.O.O. I also understand that any such agreement, if made, shall not be enforceable unless it is a formal written agreement signed by both, an authorized Dewdrop Career Solutions (P) Ltd Senior Officer and me.
I also understand that this manual is the property of, and is to be returned to the Human Resources Department should my employment be terminated.
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