Employees will be on probation for the first 3-6 months of employment. During this period, either party may terminate the employment with 15 days’ notice or pay in lieu of notice.
Upon successful completion of the probationary period, employees will receive confirmation of permanent status in writing.
The standard working hours are from [10:00 AM] to [7:00 PM], Monday through Saturday. These may be subject to change as per the business requirements.
Overtime is only allowed with prior approval from the management and will be compensated according to local labour laws.
Salaries are paid on a monthly basis on the 15th of each month.
The company may deduct applicable taxes and contributions as per government regulations.
The company provides benefits including health insurance, paid leaves, etc., subject to company policy.
Employees are entitled to 12 days of paid leave per year, accrued at the rate of 1 day per month.
Employees are entitled to 12 days of sick leave annually. A medical certificate may be required for extended absences.
Employees are expected to behave in a professional manner at all times, maintaining respect and integrity.
Employees must maintain confidentiality regarding the company’s proprietary information, trade secrets, and client data during and after employment.
Employees must avoid situations where personal interests conflict with company interests.
Any form of misconduct, including but not limited to theft, harassment, discrimination, or breach of company policies, may lead to disciplinary action, including termination.
The company operates a three-step warning system (verbal, written, and final warning), depending on the severity of the misconduct.
Employees may resign from their position with 15 days' written notice.
The company reserves the right to terminate employment with 15 days' notice or pay in lieu of notice for reasons including but not limited to poor performance or misconduct.
Employees must return all company property and complete any necessary exit formalities before receiving the final settlement.
Employees are expected to follow all workplace safety protocols and report any hazards or unsafe conditions immediately.
The company provides necessary health measures and facilities, ensuring a safe and healthy working environment.
Employees are responsible for the proper use and care of any company equipment assigned to them.
Company-provided internet and email services are intended for business purposes only. Any misuse, including the downloading of unauthorized content or the use of company email for personal matters, may result in disciplinary action.
The company reserves the right to amend or update these terms and conditions as required, with appropriate notice to employees.
These terms and conditions are governed by the laws of India, and any disputes arising from these conditions will be resolved under these laws.
Employees are expected to dedicate their full time and effort to their position with the company during working hours. Engaging in any form of secondary employment during these hours is strictly prohibited.
Employees must avoid any secondary employment or freelance work that conflicts with their duties or could potentially harm the company’s interests, including working for a competitor, vendor, or client.
Employees wishing to take up additional employment outside of company working hours must disclose this in writing to the HR department. Prior written approval from the company is required before accepting any additional employment.
Employees are prohibited from engaging in any other employment that involves direct competition with the company or provides services/products similar to those of the company. Any breach of this clause will result in disciplinary action, which may include termination.
If an employee is found to be engaging in unauthorized secondary employment or work that violates this policy, the company reserves the right to demand full repayment of any salary, benefits, and other compensations received by the employee during the period of the unauthorized secondary employment. This repayment obligation may be enforced alongside disciplinary actions, including termination.
Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.
