Internal standards, guidelines, and work log codes.
Effective June 2026
These guidelines explain the rules, policies, and expectations that all employees, interns, trainees, consultants, and team members must follow while working with the company.
These guidelines explain the rules, policies, and expectations that all employees, interns, trainees, consultants, and team members must follow while working with the company.
By joining the company, you agree to follow all company policies, procedures, and workplace standards. These guidelines are designed to maintain professionalism, productivity, security, compliance, and a positive work environment for everyone.
The company reserves the right to update, modify, or amend these policies whenever required to meet business, operational, legal, or regulatory requirements.
The guidelines cover the following areas:
All team members are expected to read, understand, and comply with these guidelines at all times. Failure to follow company policies may result in disciplinary action, including warnings, suspension, termination of employment or internship, legal action, or recovery of damages where applicable.
These guidelines are intended to ensure smooth business operations, protect company interests, maintain professional standards, and create a safe and productive workplace for all team members.
To maintain a professional and legally compliant workplace, all employees, interns, trainees, consultants, and contractors are required to follow the applicable laws, regulations, and company policies.
The company follows the applicable Shops and Establishment Act of the respective state.
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The company shall process salaries through its approved payroll system.
All newly hired employees may be placed under a probation period as determined by the company.
Interns and trainees must follow all company policies and workplace standards.
Every team member is expected to maintain professionalism at all times.
The company maintains a zero-tolerance policy towards sexual harassment.
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Employees are responsible for protecting company information and data.
Employees must use company systems responsibly.
Employees are encouraged to raise workplace concerns through the designated reporting channels.
All employees must comply with:
Failure to comply with company policies, employment agreements, confidentiality obligations, or applicable laws may result in disciplinary action, suspension, recovery of losses, termination of employment, and/or legal proceedings where applicable.
The company shall process employee salaries on a monthly basis.
Employee compensation may include:
The following statutory deductions may be applied where applicable:
Employees are responsible for reviewing their salary statements and reporting discrepancies within 7 working days.
The payroll process shall generally follow the schedule below:
Attendance & Timesheet Verification Reporting Manager / HR Last Working Day of Month
Payroll Draft Preparation HR / Payroll Team 1st – 3rd of Following Month Approval & Adjustments HR / Finance Department 4th – 5th of Following Month Salary Disbursement Finance Department 5th – 10th of Following Month
The company may modify payroll timelines based on operational requirements.
Any overtime work must be approved in advance by the Reporting Manager or Authorized Company Representative.
Employees are expected to complete assigned projects, tasks, deliverables, and responsibilities within the agreed timelines and quality standards.
Failure to complete assigned work without a valid reason may result in:
Where an employee's deliberate misconduct, gross negligence, unauthorized abandonment of a project, breach of contract, violation of company policy, or misuse of company resources results in a measurable financial loss to the company, the company reserves the right to recover such losses in accordance with applicable laws and the employment agreement.
Such recovery may include:
Any recovery shall be subject to internal review, documentation, and management approval.
The company reserves the right to withhold, reduce, or cancel any project incentive, performance bonus, commission, profit-sharing amount, or performance-linked benefit if:
Such actions shall not affect the employee's statutory salary entitlement unless otherwise permitted by law.
All newly hired employees shall be placed on a probation period unless otherwise specified in their appointment letter.
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Employees are expected to demonstrate satisfactory performance throughout the probation period.
The company may conduct periodic reviews to assess:
Failure to meet expected standards may result in:
Successful completion of the probation period does not automatically result in confirmation.
The company may terminate employment during the probation period if the employee's performance, conduct, attendance, behaviour, or suitability is found unsatisfactory.
Unless otherwise stated in the appointment letter:
The company reserves the right to waive the notice period partially or fully.
Upon confirmation of employment:
The company reserves the right to immediately terminate employment without notice in cases involving:
In such cases, disciplinary action and legal proceedings may also be initiated where applicable.
If an employee requires additional evaluation, training, or performance improvement, the company may extend the probation period for up to an additional 3 months.
The employee shall be informed in writing regarding the extension and the expectations required for confirmation.
The company may offer internship, training, apprenticeship, and skill development programs for students, fresh graduates, and aspiring professionals.
The purpose of these programs is to provide practical industry exposure, professional development, and hands-on project experience.
All interns shall be required to follow company policies, confidentiality requirements, workplace standards, and professional conduct guidelines throughout their engagement.
The company may offer paid or unpaid internships depending on:
Where applicable, interns may receive a monthly stipend as specified in their Internship Agreement.
The company reserves the right to determine, revise, increase, decrease, suspend, or discontinue stipend payments in accordance with internship terms and performance requirements.
Interns are expected to:
Interns assigned to company projects are responsible for completing their assigned deliverables within the agreed timeline.
The company may evaluate interns based on:
Certificates, recommendation letters, experience letters, incentives, or future employment opportunities may be linked to satisfactory completion of assigned responsibilities.
Upon successful completion of the internship, the company may issue:
The company reserves the right to deny or withhold such documents if:
The company may provide or sponsor external training, certification programs, workshops, seminars, webinars, industry events, or professional development courses.
Employees and interns participating in such programs are expected to:
Where the company bears the cost of external training, certification, licensing, workshops, or specialized skill programs, participants may be required to sign a Training Agreement.
If an employee or intern:
the company may recover the training expenses in accordance with the signed agreement and applicable laws.
The company may terminate an internship at any time for:
Unless otherwise specified in the Internship Agreement, either party may terminate the internship by providing 7 days' written notice.
Participation in any internship, apprenticeship, training, or skill development program does not guarantee employment, job placement, permanent appointment, or future engagement with the company.
Any future employment opportunity shall be subject to business requirements, vacancies, management approval, and successful completion of the company's recruitment process.
Employees may be eligible for leave benefits as per company policy and applicable laws, including:
The company shall observe public and national holidays as notified by management and applicable regulations. Employees may also be granted additional festival holidays at the company's discretion.
Absence from work without approval or proper notification may be treated as misconduct and may result in salary deductions, disciplinary action, suspension, or termination in repeated cases.
Employees who wish to resign from the company must provide written notice as specified in their Employment Agreement.
During the probation period, either the employee or the company may terminate employment by providing 7 days' written notice or salary in lieu of notice, unless otherwise specified in the employment agreement.
The company reserves the right to terminate employment during probation due to unsatisfactory performance, attendance issues, misconduct, policy violations, or business requirements.
Interns may resign by providing 7 days' written notice unless otherwise specified in the Internship Agreement.
The company may terminate an internship at any time due to poor performance, misconduct, policy violations, breach of confidentiality, project abandonment, or business requirements.
The company reserves the right to terminate employment or internship without notice in cases involving:
Before leaving the company, employees and interns must:
Failure to complete the clearance process may delay final settlement or issuance of experience-related documents.
The company shall process the final settlement after completion of all exit formalities.
The final settlement may include:
Experience Letters, Relieving Letters, Internship Certificates, and other employment-related documents shall be issued only after successful completion of the notice period, handover process, and clearance requirements.
The company reserves the right to terminate employment, internship, consultancy, or contractual engagement at any time in accordance with applicable laws, employment agreements, company policies, and business requirements.
All employees, interns, consultants, and team members are expected to maintain the highest standards of professionalism, honesty, integrity, and ethical conduct while representing the company.
Employees must:
Employees are expected to maintain a neat, clean, and professional appearance during working hours, meetings, client interactions, and company events.
The company may permit casual dress on designated days or special occasions at its discretion.
The company is committed to providing a fair, inclusive, and respectful workplace.
Discrimination, harassment, bullying, or unfair treatment based on gender, religion, caste, race, disability, age, nationality, or any other protected characteristic will not be tolerated.
Employees must use company assets, systems, software, equipment, internet services, and resources responsibly and only for authorized business purposes.
Misuse of company resources may result in disciplinary action.
Violation of company policies, misconduct, negligence, insubordination, fraud, confidentiality breaches, unauthorized absence, or any action that harms the company's interests may result in:
All employees are required to comply with this Code of Conduct at all times. Failure to do so may result in disciplinary action as determined by the company.
Employees, interns, consultants, and contractors must keep all company information confidential during and after their engagement with the company.
Confidential information includes, but is not limited to:
Unauthorized sharing, copying, disclosure, or misuse of confidential information is strictly prohibited and may result in disciplinary action, termination, and legal proceedings.
All team members may be required to sign a Non-Disclosure Agreement (NDA).
The confidentiality obligation shall continue even after resignation, termination, or completion of the engagement with the company.
All work, creations, inventions, designs, software, documents, content, artwork, source code, research, processes, trademarks, concepts, and other intellectual property developed during employment, internship, or engagement with the company shall be the sole and exclusive property of the company.
Any work created:
shall automatically belong to the company.
Employees shall not claim ownership, copyright, royalty, licensing rights, or any other intellectual property rights over such work.
Upon resignation, termination, or completion of engagement, all company documents, files, data, credentials, devices, and intellectual property must be immediately returned to the company.
No copies may be retained without written authorization.
Employees shall not use, reproduce, distribute, sell, license, publish, or commercially exploit any company intellectual property without prior written approval from management.
Any breach of confidentiality, unauthorized disclosure, theft of intellectual property, misuse of company data, or infringement of company rights may result in:
To ensure security, productivity, attendance management, and compliance, the company may monitor business-related activities conducted through company systems, devices, networks, software, emails, communication platforms, and official work accounts.
By joining the company, employees acknowledge and consent to reasonable monitoring of company-owned systems and resources.
The company may use attendance systems such as:
Employees may be required to provide consent where applicable. Location tracking, if enabled, shall be used only for attendance verification, field operations, client visits, operational requirements, or security purposes.
The company may install CCTV cameras and security systems in office premises for:
Employees should not expect complete privacy within company premises except in legally protected areas such as washrooms and personal changing facilities.
The company shall take reasonable measures to protect employee, client, and business information.
Employees must not:
Company computers, software, internet connections, cloud services, communication tools, and digital resources are provided primarily for business purposes.
The following activities are strictly prohibited:
All devices, email accounts, cloud storage, software licenses, and digital assets provided by the company remain company property.
The company reserves the right to access, audit, suspend, restrict, or recover company-owned accounts, devices, and data whenever required.
Employees must immediately report:
Failure to report security incidents may result in disciplinary action.
Violation of this policy may result in:
The company is committed to providing a safe, healthy, and secure workplace for all employees, interns, visitors, clients, and contractors.
All team members must follow safety guidelines and immediately report any unsafe condition, accident, hazard, security concern, or policy violation.
The company may provide and maintain:
Employees must cooperate with all safety procedures and emergency instructions.
Employees are required to:
To maintain workplace security, the company may implement:
Unauthorized access to company premises, systems, documents, or resources is strictly prohibited.
Employees must:
The following activities are strictly prohibited within company premises or during company work:
Any accident, injury, property damage, fire incident, data security incident, theft, or workplace hazard must be reported immediately to management.
Failure to report incidents may result in disciplinary action.
Employees working remotely are responsible for maintaining a safe and secure work environment.
The company may issue guidelines regarding data security, equipment usage, internet access, and workplace safety for remote workers.
Employees must report to work in a condition that allows them to perform their duties safely and effectively.
The company may restrict access to work if an individual is impaired, unfit for duty, or poses a risk to themselves or others.
Violation of workplace safety, security, or health requirements may result in:
The company reserves the right to conduct safety inspections, security audits, emergency drills, investigations, and workplace assessments at any time to protect employees, clients, assets, information, and business operations.
The company is committed to providing a safe, respectful, and professional workplace free from sexual harassment, discrimination, intimidation, or inappropriate conduct.
Sexual harassment in any form is strictly prohibited and may result in disciplinary action, including termination of employment or engagement.
This policy applies to all:
The policy applies to company premises, client locations, business travel, company events, online meetings, and all work-related communications.
Any individual who experiences or witnesses sexual harassment is encouraged to report the matter immediately through the designated complaint mechanism or management.
All complaints shall be handled confidentially and without retaliation.
The company shall investigate complaints fairly, impartially, and confidentially.
All parties involved are expected to cooperate during the investigation process.
Appropriate action shall be taken based on the findings of the investigation.
The company strictly prohibits retaliation, victimization, threats, discrimination, or adverse action against any individual who reports a concern or participates in an investigation in good faith.
Depending on the severity of the violation, disciplinary action may include:
The company may conduct awareness programs, training sessions, and policy briefings to ensure all team members understand their responsibilities under this policy.
Where required by applicable law, the company may establish an Internal Complaints Committee (ICC) or any other legally required grievance mechanism to address complaints related to workplace harassment.
Knowingly false, fabricated, malicious, or misleading complaints may also result in disciplinary action. However, inability to prove a complaint shall not automatically be treated as a false complaint.
The company is committed to maintaining a workplace based on dignity, respect, equality, professionalism, and mutual trust for all individuals associated with the organization.
Prevention of Sexual Harassment (POSH) Policy
The company is committed to providing a safe, respectful, and professional workplace free from sexual harassment, discrimination, intimidation, or inappropriate conduct.
Sexual harassment in any form is strictly prohibited and may result in disciplinary action, including termination of employment or engagement.
This policy applies to all:
The policy applies to company premises, client locations, business travel, company events, online meetings, remote work environments, and all work-related communications.
Sexual harassment may include, but is not limited to:
Any inappropriate message, comment, image, video, gesture, social media interaction, email, chat, or communication made through company devices, personal devices, messaging applications, social media platforms, or online meeting platforms in connection with work may be treated as workplace misconduct under this policy.
Any individual who experiences or witnesses sexual harassment is encouraged to report the matter immediately through the designated complaint mechanism, HR department, ICC, or management.
All complaints shall be handled confidentially and without retaliation.
The company shall investigate complaints fairly, impartially, and confidentially.
All parties involved are expected to cooperate during the investigation process.
Appropriate action shall be taken based on the findings of the investigation.
The company strictly prohibits retaliation, victimization, threats, discrimination, harassment, or adverse action against any individual who reports a concern or participates in an investigation in good faith.
Depending on the severity of the violation, disciplinary action may include:
The company may conduct awareness programs, training sessions, workshops, and policy briefings to ensure all team members understand their responsibilities under this policy.
Participation in such programs may be mandatory.
Where required by applicable law, the company shall establish an Internal Complaints Committee (ICC) or any other legally required grievance mechanism to address workplace harassment complaints.
Knowingly false, fabricated, malicious, or misleading complaints may result in disciplinary action.
However, inability to prove a complaint shall not automatically be treated as a false complaint.
All complaints, investigations, statements, evidence, and proceedings shall remain confidential to the extent permitted by law.
Unauthorized disclosure of such information may result in disciplinary action.
The company is committed to maintaining a workplace based on dignity, respect, equality, professionalism, safety, and mutual trust for all individuals associated with the organization.
The company is committed to maintaining a fair, transparent, and professional work environment. Employees are encouraged to raise concerns, complaints, or workplace issues without fear of retaliation.
Employees, interns, consultants, and contractors may raise grievances related to:
Grievances may be submitted through:
Employees are encouraged to provide complete and accurate information to facilitate timely resolution.
All complaints, records, discussions, and investigation findings shall be treated as confidential and shared only with authorized individuals involved in the resolution process.
The company strictly prohibits retaliation, intimidation, threats, discrimination, or adverse action against any person who raises a genuine concern or participates in an investigation.
Knowingly false, misleading, or malicious complaints may result in disciplinary action.
However, a complaint shall not be considered false merely because it could not be substantiated.
Where necessary, the company may take corrective measures including:
Where required by law or company policy, the company may establish a Grievance Redressal Committee or appoint a Grievance Officer to review and resolve workplace concerns.
The company is committed to fostering a respectful, transparent, and supportive workplace where concerns can be raised and resolved professionally and fairly.
The company may provide onboarding, technical, operational, compliance, and professional development training to employees and interns.
Training programs may include:
Participation in mandatory training programs is required as directed by the company.
Employees are expected to perform their duties efficiently, meet assigned goals, complete projects on time, and maintain the quality standards established by the company.
Performance may be evaluated based on:
The company may conduct periodic performance reviews, evaluations, or assessments at its discretion.
Performance reviews may include:
Where performance falls below expectations, the company may provide:
Failure to demonstrate satisfactory improvement may result in disciplinary action, reassignment, demotion, or termination.
Performance reviews may be considered for:
The company reserves the right to make final decisions regarding compensation, promotions, and career advancement based on performance, business requirements, and organizational needs.
The company reserves the right to establish, modify, suspend, or revise performance metrics, evaluation methods, training requirements, and review processes at any time as deemed necessary.
The company may reimburse employees for reasonable and approved business-related expenses incurred while performing official duties.
Subject to approval, reimbursable expenses may include:
Employees must obtain prior approval from their Reporting Manager or authorized company representative before incurring significant business expenses.
Expenses incurred without approval may be rejected.
To claim reimbursement, employees must submit:
The company reserves the right to request additional information or verification before approving any claim.
The company may reject reimbursement requests for:
Where required, the company may provide advance funds for approved travel, events, projects, or official assignments.
Employees must submit expense records and return any unused amount within the prescribed timeframe.
Submitting false, inflated, forged, or misleading expense claims is considered misconduct and may result in:
The company reserves the right to approve, reject, limit, audit, verify, modify, or recover any expense claim in accordance with company policy and business requirements.
The company may allow employees to work remotely, from the office, or under a hybrid work model based on business requirements and management approval.
Remote or hybrid work is a privilege and not a guaranteed employee entitlement.
Employees must obtain prior approval from their Reporting Manager or Management before working remotely.
The company reserves the right to modify, suspend, or revoke remote work arrangements at any time.
Employees working remotely are required to:
Employees must maintain regular communication with their team and management through approved communication channels.
Failure to respond to official communications without valid reason may be treated as absence or nonperformance.
Employees working remotely must:
Any laptop, device, software license, accessory, or other equipment provided by the company shall remain company property.
Employees are responsible for the proper use, maintenance, and protection of company assets.
All company property must be returned immediately upon request, resignation, termination, or completion of engagement.
Employees working remotely shall be evaluated on:
The company may require employees to return to office-based work if performance, communication, or operational requirements are not met.
The company may use attendance systems, project management tools, activity tracking systems, communication platforms, or other monitoring mechanisms to ensure productivity, security, compliance, and business continuity.
The company may, at its sole discretion, provide reimbursements, allowances, internet support, equipment, or work-from-home benefits.
Such benefits may be modified, suspended, or discontinued at any time.
The company reserves the right to require any employee working remotely or under a hybrid arrangement to report to the office, client location, meeting, training session, or company event whenever required for business purposes.
All equipment, devices, software, accounts, documents, and resources provided by the company remain the exclusive property of the company.
This may include:
Employees are responsible for the proper use, care, and protection of company assets assigned to them.
Any loss, theft, damage, malfunction, or misuse of company property must be reported immediately to management.
Company assets shall be used primarily for official business purposes.
Employees must not:
The use of personal USB drives, hard drives, storage devices, or unauthorized equipment on company systems may be restricted or prohibited.
The company reserves the right to inspect, block, or restrict external devices for security purposes.
Only company-approved and legally licensed software may be installed or used on company systems.
Unauthorized software installation, software piracy, or license violations may result in disciplinary action.
Upon resignation, termination, transfer, or whenever requested by the company, employees must immediately return all company assets in good condition, subject to normal wear and tear.
The company reserves the right to recover the cost of lost, damaged, unreturned, misused, or intentionally destroyed company property, subject to applicable laws and company policies.
Employees shall not be considered fully relieved from their duties until all assigned company assets, documents, credentials, and access privileges have been returned or surrendered through the company's clearance process.
The company reserves the right to audit, inspect, recover, disable, lock, wipe, restrict access to, or reclaim any company-owned asset, device, account, software, or resource at any time for security, operational, legal, or business purposes.
Before joining the company, employees may be required to submit and verify the following documents:
The onboarding process may include:
The company reserves the right to delay, suspend, or cancel onboarding if required documents are incomplete, incorrect, or unverifiable.
Upon resignation, termination, completion of contract, or separation from the company, employees must complete the company's offboarding process.
Employees may be required to:
Final settlement may include:
The company reserves the right to withhold or adjust final settlement amounts to the extent permitted by applicable laws until all clearance requirements are completed.
Experience and Relieving Documents
Experience Letters, Relieving Letters, Internship Certificates, and other employment-related documents may be issued after successful completion of:
Post-Employment Obligations
Even after separation from the company, employees remain bound by:
The company reserves the right to modify onboarding, offboarding, documentation, verification, clearance, and settlement procedures based on operational, legal, security, or business requirements.
Benefit / Facility Employee Intern / Trainee Compensation Monthly Salary Stipend (if applicable) As per applicable laws and company Generally not applicable unless required by PF / ESI Benefits policy law Paid Leave As per company leave policy As specified in Internship Agreement
Benefit / Facility Employee Intern / Trainee
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Performance
Review Applicable Applicable (if required)
Training Programs Eligible Eligible
Company Assets May be provided based on role May be provided based on role
Experience Letter Eligible upon successful completion of
employment Eligible upon successful completion of
internship
Notice Period As per Employment Agreement As per Internship Agreement
POSH Protection Applicable Applicable
Career Eligible for promotions and internal May be considered for future employment
Opportunities opportunities opportunities
The company shall maintain compliance with applicable laws, regulations, registrations, licenses, and statutory requirements.
Key compliance activities may include:
Management reserves the right to update compliance procedures based on legal, operational, or regulatory requirements.
Policy Implementation Timeline
Week 1 Policy Review and Approval
Week 2 Employee Handbook Preparation
Week 3 Employee Communication and Training
Week 4 System Setup and Documentation
Month 2 Compliance Review and Implementation
Ongoing Monitoring, Audits, and Policy Updates
General Terms and Company Rights
