EMPLOYEE HANDBOOK

This Employee Handbook is effective from [INSERT DATE ON WHICH THE HANDBOOK COMES INTO FORCE] and applies to all employees and members of the [INSERT COMPANY NAME] (hereinafter referred to as “Us” or “we” or “our” or “Company”).

This handbook serves as a guide to our shared values, policies and expectations ensuring a productive workplace for all. By upholding these values, we can collectively contribute to the success of our company and maintain the trust and confidence of our clients, partners, and colleagues.

1. PURPOSE
   1. This handbook is designed to provide members and employees with essential employment information and guidelines to embark our journey with us. We encourage our employees to familiarize with the guidelines outlined in this Employee handbook and to seek guidance when facing dilemmas. This handbook aims at maintaining an inclusive, safe and respectful workplace for every working individual in our company.
2. SCOPE
   1. This Handbook applies to all employees, contractors or any third-party including full-time, part-time, temporary, at all levels within the Company. In circumstances where an employee’s behavior or conduct may involve a breach of this handbook, the Company might take disciplinary actions or termination based upon the set guidelines in this handbook.
3. IMPORTANT POLICIES
   1. Our Company adheres to a set of crucial policies designed to ensure transparency, compliance, and a positive working environment. These policies highlight our commitment to fair and ethical practices, well-being of our employees and stakeholders. Following are the crucial policies implemented by our Company:-
      1. Employee Code of Conduct Policy
      2. Employment Classification
      3. Recruitment and Hiring Policy
      4. Employee Working hours and Attendance Policy
      5. Flexible Work Hours Policy
      6. Discipline and Termination Policy
      7. Prohibition of Discrimination, Harassment, and Retaliation Policy
      8. Compensation and Benefits Policy
      9. Whistleblower Policy
      10. Information Security Policy
      11. Social Media and Online Conduct Policy
      12. Internet and Email Use
      13. Environmental Health and Safety Policy
      14. Leave Policy
      15. Employee Safety Policy
      16. Training and Development Policy
      17. Drug and Substance Abuse Policy
      18. Zero tolerance Policy
      19. Travel Policy
      20. Compliance
      21. Confidentiality
      22. Acknowledgement

EMPLOYEE CODE OF CONDUCT POLICY

1. PURPOSE
   1. The goal of this policy serves as a roadmap for our actions, reflecting our highest standards of conduct and commitment to integrity, professionalism, and ethical behavior.
2. ETHICAL PRINCIPLES AND DECISION MAKING
   1. We pride ourselves on maintaining the highest ethical standards in all our business activities. Our commitment to ethical behavior extends to every employee and is a fundamental aspect of our corporate culture. We expect all employees to make decisions and conduct themselves in a manner that upholds our ethical principles, which include:
      1. Integrity: Acting honestly and transparently, even in situations where it may be challenging or inconvenient. Upholding the truth and avoiding any form of deception.
      2. Respect: Treating all colleagues, clients, partners, and stakeholders with respect, regardless of their background, position, or beliefs.
      3. Fairness: Ensuring fair and equal treatment of all individuals and avoiding favoritism or discrimination.
      4. Responsibility: Taking ownership of one's actions and decisions, and considering the impact on the company, colleagues, clients, and the community.
      5. Accountability: Accepting the consequences of one's actions and learning from mistakes to continuously improve.
   2. Employees are encouraged to raise ethical concerns and seek guidance without fear of retaliation. The company provides avenues for reporting ethical issues, and every concern will be treated with the utmost seriousness and confidentiality. Failure to adhere to our ethical principles may result in disciplinary action, up to and including termination of employment.
3. COMMUNICATION AND PROFESSIONAL BEHAVIOUR
   1. Clear and respectful communication is essential. Employees should not use or spread false information about others and should engage themselves in respectful discussions.
   2. Dress and grooming should be formal and professional for the workplace, reflecting a positive and reputed image of the Company.
4. SECURITY AND PROTECTION OF COMPANY RESOURCES
   1. Company resources, including equipment, technology, and facilities, should be used with care and only for business purpose and not for personal gain. Occasional personal use is permissible as long as it is lawful, does not affect job performance or disrupts workplace morale.
   2. Our books, records, accounts and financial statements must be maintained in appropriate detail, must truly and properly reflect our transactions. We condemn all forms of money laundering, so we are committed to do business with partners involved in legitimate business activities with funds derived from legitimate sources.
   3. All employees are obliged to follow appropriate security measures and they should treat company property, whether material or intangible, with respect and shouldn’t misuse company assets or use it carelessly.
5. ANTI-CORRUPTION AND ANTI-FRAUD
   1. We are committed to conducting business with the highest levels of integrity and transparency. Corruption and fraud undermine the trust we have with our stakeholders and the communities we serve. Therefore, all employees are required to adhere to strict anti-corruption and anti-fraud standards.
   2. Prohibition of Bribery and Corruption: Employees must not offer, promise, or provide anything of value, directly or indirectly, to any individual or entity to gain an unfair advantage or improperly influence a business decision. Likewise, employees must not solicit or accept bribes or other inappropriate benefits.
   3. Accurate Records and Reporting: All financial transactions and records must be accurate, complete, and transparent. Falsification, alteration, or unauthorized access to company records is strictly prohibited.
   4. Conflict of Interest: Employees must disclose any potential conflicts of interest that could lead to corruption or fraud. This includes situations where personal relationships, financial interests, or other factors could compromise the integrity of business decisions.
   5. Whistleblower Protection: Our Company provides mechanisms for employees to report suspected cases of corruption or fraud without fear of retaliation. Reports can be made anonymously and will be thoroughly investigated.
   6. Gifts, Entertainment, and Hospitality: Employees must exercise caution when giving or receiving gifts, entertainment, or hospitality. Such gestures must be modest, in line with industry norms, and must not create an obligation that could compromise impartiality.
   7. Third-Party Due Diligence: Before entering into business relationships with third parties, such as vendors, suppliers, or partners, employees must ensure that these entities uphold similar anti-corruption and anti-fraud standards.

EMPLOYMENT CLASSIFICATION

1. PURPOSE
   1. The Purpose of this policy is to establish clear guidelines for distinguishing between employees and independent contractors, based on the tenure of employment.
2. TENURE
   1. An employee may be engaged by the Company on one of the following terms:
      1. Probationary – this is the initial engagement period normally of three months’ duration. It is a special period during which both The Company and the employee are assessing suitability of employment by [INSERT COMPANY NAME]
      2. Permanent – the employment contract will continue until either party ends it with the required notice. Most employees are engaged on a permanent basis which is generally full time but could also be part time
      3. Fixed Term/Temporary – the employment contract is established for a pre-determined period although it may be ended earlier by either party giving notice and may be extended if both parties agree. Employees in this category receive sick leave and annual leave etc.
      4. Casual – the employment contract is established on a day-to-day basis. The duration is indeterminate and employment is on an ad hoc basis.
   2. The Company may engage third party providers to provide resources to assist with peak workloads, projects or other special needs. Where these resources are not engaged as employees (in one of the above categories) they are frequently termed contractors.

RECRUITMENT AND HIRING POLICY

1. PURPOSE
   1. The Purpose of this policy is to ensure appropriate candidates are sourced and that all applicants are treated courteously and professionally at all stages of the selection process.
2. EQUAL EMPLOYMENT OPPORTUNITY
   1. Our Company is committed to promoting diversity and inclusion in our workplace. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected status under applicable federal, state, or local laws. We value and respect the diverse backgrounds, experiences, and perspectives of our employees and candidates.
   2. We value and respect the diverse backgrounds, experiences, and perspectives of our employees and candidates. Our commitment to Equal Employment Opportunity extends to all aspects of employment, including recruitment, hiring, promotion, compensation, benefits, training, and all other terms and conditions of employment. Discrimination or harassment of any kind, including but not limited to harassment based on race, color, religion, sex, national origin, age, disability, or any other protected status, will not be tolerated in our Company. We are dedicated to maintaining a work environment free from such conduct, and we encourage employees to report any instances of discrimination or harassment promptly. 
3. JOB POSTING
   1. All job openings will be posted internally and externally as and when needed. We will utilize various channels to promote our job vacancies including our Company’s website and social media.
   2. Interested and eligible candidates are requested to fill-in the necessary and required details for the Job. The Candidates should follow the documentation procedure and fill-in authentic details.
   3. The selected candidates will be called for screening and interview process.
4. SELECTION AND SCREENING
   1. We are committed to attracting and selecting the best-qualified candidates to join our team. Our recruitment and hiring practices are guided by principles of fairness, equal opportunity, and diversity.
   2. Our selection process is based on objective criteria related to the specific job requirements and the qualifications of candidates. All candidates will be treated with respect and courtesy throughout the recruitment process.
   3. Candidates who pass the screening test will be called for interview process.
5. INTERVIEW PROCESS
   1. Interviews will be conducted professionally, and candidates are expected to wear formals for the interview.
   2. All interview questions will be job-related and Non-discriminatory.
   3. Interviews may include skills assessments or practical tests based on the job profile when relevant.
6. ORIENTATION
   1. New hires will undergo an orientation process to familiarize them with our organization's culture, policies, and procedures.
   2. Training and development opportunities will be provided to help employees succeed in their roles.

EMPLOYEE WORKING HOURS AND ATTENDANCE POLICY

1. PURPOSE
   1. The purpose of this policy is to establish clear guidelines and standards to ensure the well-being of our employees and efficient operation of the Company by promoting punctuality and regular attendance to work.
2. WORKING HOURS
   1. Employees are expected to adhere to the scheduled working hours [INSERT TIME DURATION] or as per their job requirements. These work hours are subject to change as determined by the company’s operational needs.
   2. Employees are expected to work [INSERT WORKING DAYS] days per week.
   3. In cases where remote work is permitted, employees are expected to adhere to the same working hours and expectations as if they were working on-site.
   4. Certain roles and departments may have different working hours due to operational requirements; such exceptions will be communicated to affected employees.
3. LEAVE AND ATTENDANCE
   1. We understand the importance of work-life balance and recognize that employees may need time away from work for various reasons.
   2. Sick Leave-Sick leave is available to employees for personal illness or injury, as well as for the illness or injury of immediate family members.
   3. Holidays-Our Company observes recognized holidays, and eligible employees are entitled to paid time off on these days. Details about holiday eligibility and observance are provided in advance to the Employee.
   4. Leave Request-To request leave, employees should use the company's designated leave request system or submit a written request to their supervisor or the HR department. Leave requests should be submitted as far in advance as possible, especially for planned absences. However, employees are encouraged to notify their supervisor or HR promptly in the case of unforeseen circumstances.
   5. Attendance-Regular and punctual attendance is expected of all employees. Absences should be communicated to the supervisor or HR department in advance or as soon as possible. - Excessive or unexplained absences may result in disciplinary action. If employees have recurring attendance issues, they should reach out to HR for support or accommodations if necessary.
4. REPORTING ABSENTEEISM
   1. In the event that an employee is unable to attend work due to illness, personal reasons, or any other unforeseen circumstances, it is their responsibility to notify their immediate supervisor or department manager as soon as possible, and ideally prior to the start of their scheduled shift.
   2. When reporting an absence, employees are encouraged to provide a brief explanation of the reason for their absence. This information assists in workforce planning and ensuring proper support for the employee and their team.
   3. If the absence is expected to extend beyond a single workday or beyond the requested permission, employees should maintain ongoing communication with their supervisor to provide updates on their status and anticipated return to work.
   4. In cases of extended medical absences, the company may require a medical certificate or documentation from a healthcare provider to verify the need for time off. Failure to report an absence without valid reasons may result in disciplinary action in accordance with the company's disciplinary policy.
   5. Information regarding an employee's absence, including the reason for it, will be treated as confidential and shared only with individuals who have a legitimate need to know, such as HR personnel or supervisors.
   6. When an employee is ready to return to work following an absence, they should promptly inform their supervisor and follow any company-specific procedures for returning to work.
5. ATTENDANCE TRACKING
   1. The Company will maintain accurate attendance records, and employees are responsible for ensuring their records are correct.
   2. Supervisors or department managers will review and approve employee attendance records to ensure compliance with established working hours and company policies.

FLEXIBLE WORK SCHEDULE POLICY

1. PURPOSE
   1. This policy is designed to outline clear guidelines and rules to be followed by employees who wish to work within the Company on flexible hours depending on their needs. This policy is implemented to ensure that such work hours are consistent, preventing confusion among employees.
   2. This Policy applies to all eligible employees of the Company who have completed their [INSERT YEARS COMPLETED BY THE EMPLOYEE] years with the Company. The policy encompasses the guidelines, procedures, and expectations from employees who wish to work on flexible hours with the Company.
2. FLEXIBLE WORK SCHEDULE
   1. The Company will have the following types of flexible work schedules;
      1. Telecommuting- Employees may work remotely on a part-time or full time basis, as agreed upon with the HR or Supervisor.
      2. Flextime- Employees working under this category may vary their daily start and end work hours within a specified range of time, as long as they meet the work requirements and hours.
      3. Compressed Workweek- Employees may work a full work week in fewer than five days, with longer daily work hours.
3. APPROVAL PROCESS
   1. Request Submission: Employees interested in a flexible work schedule must submit a written request to their immediate supervisor and HR. The request should include the type of flexible schedule and proposed terms.
   2. Supervisor Approval: Supervisors will assess the impact of the proposed flexible work schedule on the employee's job duties, team collaboration, and overall productivity. They will either approve or deny the request within [INSERT TIME FRAME].
   3. HR Review: HR will review all approved requests to ensure compliance with this policy and any applicable laws. HR may also provide guidance and support to employees and supervisors.
4. WORK LOCATION
   1. Employees working from home or any other location must have reliable internet and phone connections and must comply with our company's security policies when working remotely.
   2. Performance expectations and goals for employees working from home will be established and reviewed regularly by supervisors of the Company.

DISCIPLINE AND TERMINATION POLICY

1. PURPOSE
   1. The Policy sets out clear guidelines to be followed by the members of the Company for addressing instances of Misconduct, poor performance and other behavioral issues. This Policy also outlines the steps that will be taken to address these concerns and the process that will be followed when termination of employment becomes necessary.
2. GROUNDS FOR DISCIPLINARY ACTIONS
   1. Any of the following acts of conduct on the part of the employee will constitute special grounds for disciplinary action by the Company. An employee may be the subject of disciplinary action for matters relating to their performance, capacity, or conduct such as:
      1. Unsatisfactory or Poor Performance
      2. Deliberate or Gross Misconduct
      3. Threats or acts of violence, especially if against employees or members of the Company.
      4. Fraud, including unauthorized use and misappropriation of funds.
      5. Sexual harassment or bullying
      6. Non- Compliance with Company policies, procedures or practices
      7. Causing Loss, Damages or injury through serious Negligence
3. POOR PERFORMANCE AND GROSS MISCONDUCT
   1. If an individual consistently fails to achieve the demands of their position (as outlined in their position description, employment contract, key performance indicators (if any), code of conduct, and business regulations), their performance will be deemed poor or unsatisfactory. Poor performance could be noticed by the Company or other pertinent staff members, or it might be the outcome of a formal performance review.
   2. In case of committing gross misconduct, strict disciplinary action or termination will be taken against the employee. Following conduct will amount misconduct such as;
      1. Theft: Stealing Company property, funds, or personal belongings of colleagues.
      2. Fraud: Engaging in dishonest activities such as falsifying records, expense claims, or financial documents.
      3. Violence: Physically assaulting or threatening co-workers, clients, or visitors.
      4. Harassment: Engaging in any form of harassment, such as sexual harassment, bullying, or discriminatory behavior.
      5. Substance abuse: Being under the influence of drugs or alcohol during work hours or using drugs on the Company premises.
      6. Safety violations: Reckless disregard for safety protocols, which could endanger oneself or others.
      7. Sabotage: Intentionally damaging Company property, equipment, or systems
      8. Not following companies set rules, guidelines and policies.
   3. Based on the nature of misconduct, Disciplinary or legal action may be initiated by the Company.
4. DISCIPLINARY PROCEDURES
   1. The set disciplinary actions or procedures will be followed by the Company in case of breach of conduct.
      1. Informal Session-The Company in case of minor misconduct such as turning up late at work, negligence in performing duties, irregular attendance. In such cases the Company values open communication and will give warnings to the employees once or twice. Repeated behaviors in such instances would not be tolerated and then action will be taken based on Company discretion.
      2. Verbal Warning- If an employee’s misconduct continues to persist despite of several informal sessions; the Company will issue a verbal warning documenting the problem and solutions to it. Based on the level of consequences the Company will take strict action or might terminate the employee without prior notice.
      3. Final Letter Warning- Final letter warning will be issued to the employee by the Company in case of gross misconduct or negligence stating the misconduct by the employee, improvements required and if not followed steps taken in such cases,
      4. Suspension- Despite of giving several warnings even if the employee commits the same behavioral conduct which is not acceptable to the Company. The Company will give suspension for a period of [INSERT SUSPENSION OF THE EMPLOYEE] to the employee.
      5. Termination- The employee will be terminated if he/she commits gross misconduct and has failed to improve or rectify the conduct. The Company shall terminate such employee after conducting a meeting with the management and based on that will terminate the employee.
      6. Prior to investigation the Company will conduct a thorough investigation into the concerned matter of misconduct or performance issues. The employee will have the right to present their side during the investigation. Based upon the Company’s discretion the employee will be notified of the decision in writing.

PROHIBITION OF DISCRIMINATION, HARASSMENT, AND

RETALIATION POLICY

1. PURPOSE
   1. This policy outlines the commitment of [INSERT COMPANY NAME] ("the Company") to maintaining a work environment that is free from discrimination, harassment, and retaliation. This policy underscores our unyielding belief that every individual deserves to be treated with fairness, dignity, and equality, regardless of their race, gender, religion, age, disability, sexual orientation, or any other protected characteristic.
2. DEFINITIONS
   1. Discrimination: Treating someone unfairly or differently based on protected characteristics, such as race, colour, religion, gender, sexual orientation, gender identity or expression, age, national origin, disability, or any other legally protected characteristic.
   2. Harassment: Unwelcome conduct, comments, actions, or behaviour that create an intimidating, hostile, or offensive working environment based on a person's protected characteristics.
   3. Retaliation: Taking adverse actions against an individual who has made a complaint about discrimination or harassment, or who has participated in an investigation or process related to such complaints.
   4. Protected Characteristics: Attributes that are safeguarded by applicable laws, regulations, and policies against discrimination, including those mentioned in discrimination and harassment definitions.
3. PROHIBITED CONDUCT
   1. The following conduct is strictly prohibited and will result in appropriate corrective action, up to and including termination:
      1. Discriminating against or harassing any individual based on protected characteristics.
      2. Engaging in retaliation against any individual who reports discrimination or harassment, participates in an investigation, or opposes any discriminatory practices.
4. REPORTING PROCEDURES
   1. Any individual who believes they have experienced or witnessed discrimination, harassment, or retaliation should promptly report the incident. Reports may be made to a supervisor, manager, Human Resources, or through a designated reporting mechanism, if available. Reports will be treated confidentially to the extent possible and investigated promptly and thoroughly.
5. INVESTIGATION
   1. Upon receiving a report, the Company will initiate a prompt and impartial investigation, led by trained personnel. The investigation will aim to determine the facts of the incident, interview relevant parties, and collect any relevant evidence. The Company will take appropriate action based on the investigation's findings.
6. CORRECTION ACTION
   1. If the investigation substantiates a claim of discrimination, harassment, or retaliation, the Company will take immediate corrective action. This action may include disciplinary measures, counseling, training, or other remedies designed to prevent future incidents.
7. NON-RETALIATION
   1. The Company prohibits retaliation against any individual who reports discrimination, harassment, or retaliation in good faith, or who participates in an investigation. Retaliatory actions will result in disciplinary action.
8. TRAINING AND AWARENESS
   1. The Company will provide regular training to all employees to ensure awareness of this policy, recognize prohibited behavior, and promote a respectful and inclusive work environment.

COMPENSATION AND BENEFITS POLICY

1. PURPOSE
   1. This policy aims at providing transparency and a competitive work environment for all individuals within the company. It provides a framework of Employee Compensation Structure and Benefits. The purpose of this policy is to establish clear guidelines, as to how [INSERT COMPANY NAME] will provide Compensation and various benefits to its employees based on several factors.
2. EQUAL PAY FOR EQUAL WORK
   1. Our Company is committed to “Equal Pay for Equal Work” principle, meaning employees who work or perform the same job should receive equal compensation, without any discrimination. This contributes to a fair and transparent workplace.
3. COMPENSATION AND BENEFITS
   1. Compensation for each position is determined based on factors such as job responsibilities, market rates, and individual qualifications. We regularly review our salary structure to remain competitive in the job market. We may offer performance-based compensation, bonuses, or incentives to recognize and reward exceptional contributions and achievements. 
   2. Compensation adjustments in case of promotion and transfers will be communicated to the affected employees.
   3. Our Company offers a comprehensive health and wellness benefits package, which includes medical, dental, and vision coverage, as well as wellness programs designed to promote employee health. Additional benefits, such as life insurance, disability coverage, and employee assistance programs, are available to eligible employees. Such benefits are ended when an employee decides to leave the Company or is terminated by the Company.
   4. Our Company is committed to transparent and timely communication regarding compensation and benefits. Employees are encouraged to reach out to the HR department for any questions or concerns.
   5. Company reserves the right to modify or amend compensation and benefits programs at any time, subject to applicable laws and regulations. Notice of any changes will be provided in advance. Our goal is to provide competitive compensation and a comprehensive benefits package that supports the overall well-being of our employees. We value the contributions of every team member and are committed to fostering a rewarding and satisfying work environment.
4. BONUS AND INCENTIVES
   1. Eligible employees may have the opportunity to earn bonuses or incentives. The HR Department will be responsible for providing benefits to the employees based on their performance evaluation.
5. PERFORMANCE REVIEWS
   1. Performance evaluations are conducted on monthly basis by the Humane Resource Department to structure compensation decisions effectively and efficiently. Based on these evaluations bonuses, rewards and achievements are given to the well-deserved employees.
   2. These evaluations will be assessed based on various factors such as daily activity of employees at work, employee’s responsibilities as per Company’s goals and objectives, teamwork and communication.
   3. Performance evaluations will provide constructive feedback to employees, highlighting strengths and areas for improvement.

WHISTLEBLOWER POLICY

1. PURPOSE
   1. This policy is designed to provide clear guidelines and procedures to be followed by employees of the company, for reporting and addressing ethical and legal compliance within the Company. It also safeguards the culture of integrity, accountability and transparency thus ensuring that employees can confidently report any misconduct or violations of company policies without the fear of reprisal. By upholding these values we can collectively contribute to the success of our company and maintain the trust and confidence of our clients, partners, and colleagues.
2. COMMUNICATION AND REPORTING
   1. Any employee, who becomes aware of any unethical, illegal, or improper conduct within the Company, is encouraged to report it.
   2. Reports should be submitted to the [INSERT DESIGNATED CONTACT OR DEPARTMENT], providing as much detail as possible about the misconduct, including the date, time, and any relevant information. 
   3. False or malicious reporting of misconducts is strictly prohibited and may result in disciplinary actions.
   4. The Company recognizes that some individuals may wish to report misconduct anonymously. Anonymous reports will be accepted and investigated to the extent possible, provided that there is sufficient information to initiate an investigation.
   5. Reports will be disclosed only to those individuals responsible for conducting investigations and taking appropriate actions. The Company will initiate an investigation promptly upon receiving a whistleblower report and the process will be thorough, objective, and fair.
   6. The Company will provide periodic updates to the reporter on the status and progress of the investigation, to the extent possible without compromising the investigation's integrity.
   7. Individuals who make good faith reports of misconduct are protected from retaliation. If a reporter believes they have experienced retaliation, they should promptly report it to the [INSERT DESIGNATED CONTACT], who will initiate an investigation into the retaliation claim.
   8. The Company will maintain records of all whistleblower reports, investigations, findings, and actions taken, ensuring that these records are kept confidential and secure. 

INFORMATION SECURITY POLICY

1. PURPOSE
   1. The purpose of this policy is to provide clear and structured guidelines for the management and security of various types of information, both digital and physical .It outlines measures to protect sensitive and valuable data from unauthorized access, breaches and loss.
2. ROLES AND RESPONSIBILITIES
   1. A designated team or IT department will be responsible for managing and overseeing security process to ensure the safety and protection of critical data and systems.
   2. Data must be classified based upon the importance and criticality. All critical and sensitive data must be protected adequately.
   3. The IT Security Manager must ensure that Data Encryption and all necessary security measures are updated from time to time to avoid any misuse of Company’s information.
   4. The IT department shall periodically review and recommend changes in compliance with relevant regulations and laws necessary to secure company’s sensitive information..
3. ACCESS REVIEW AND AUDITING
   1. Regular access reviews will be conducted to ensure that user access remain appropriate and necessary.
   2. Audit logs of user access to systems and data will be maintained and reviewed periodically for security and compliance purposes.
   3. Access to physical facilities housing sensitive information or critical systems will be restricted through measures such as access cards, biometrics, or visitor logs.
4. INFORMATION SECURITY
   1. Personal and Confidential information of the Company should be stored securely, whether in physical or electronic form, to prevent unauthorized access, use, or disclosure.
   2. Appropriate technical and organizational measures should be implemented to protect personal information against accidental or unlawful destruction, loss, alteration, or unauthorized access.
   3. Access to personal information should be restricted to authorized personnel on a need-to-know basis.
   4. All devices of the facility containing sensitive information and data must be secured by the security personnel when not in use. The devices or other systems of the facility such as computers or mobile devices must be encrypted, and password protected.
5. INCIDENT REPORTING
   1. The Company will work diligently to resolve the incident, restore normal operations, and implement necessary corrective actions to prevent similar incidents in the future. Users affected by the incident will be provided with guidance and support as needed to mitigate potential harm or loss.
   2. Information related to security incidents will be handled with the utmost confidentiality to protect the Company and individuals involved. Employees reporting incidents will be protected from any retaliatory actions for their reporting in good faith. The Company will maintain records of all reported incidents, including details of the incident, investigation findings, and actions taken. These records will be used for analysis and improvement of security measures.
   3. The Company will comply with all applicable laws regarding breach notification and data protection and implement necessary measures to address identified vulnerabilities and strengthen data controls to prevent similar breaches in the future.
6. NETWORK SECURITY
   1. All network traffic must pass through a firewall that is configured to allow only authorized traffic and block unauthorized access.
   2. The firewall rules will be regularly reviewed and updated to maintain an effective security posture.
   3. Intrusion detection and prevention systems (IDPS) are deployed to monitor network traffic for signs of unauthorized access or malicious activity. Wireless network access points will be configured with secure, unique passwords.
   4. Network traffic and logs are continuously monitored for unusual or suspicious activity.

SOCIAL MEDIA AND ONLINE CONDUCT POLICY

1. PURPOSE
   1. This policy is designed to provide clear guidelines and principles to be followed by every member of the company, to ensure responsible use of social media and various other online platforms in our Company. It also promotes awareness of online security risks and encourages responsible and ethical behavior to mitigate potential interests.
2. USE OF SOCIAL MEDIA
   1. The members should use social media platform in a proficient manner, ensuring that their online activities do not interfere with their job responsibilities or harm the company’s reputation, or violate any relevant laws and regulations.
   2. The members should identify themselves as representatives of the Company and when positing work-related content, they must ensure that the information shared is accurate and appropriate for public consumption.
   3. Members are prohibited from sharing confidential, proprietary, or sensitive information on social media platforms.
   4. All interactions on social media, whether work-related or personal, should maintain a professional tone and respect for others' opinions. Disparaging or offensive comments about colleagues, clients, competitors, or the company itself are not allowed.
   5. Members representing the company on social media platforms should engage with media requests or inquiries only if authorized by the appropriate department, such as Public Relations or Communications.
   6. Employees who come across any inappropriate, offensive, or potentially harmful content related to the company on social media should promptly report it to the designated contact within the organization.
   7. The Members must clearly disclose their affiliation and should ensure that their endorsements and promotions of products related to Company align with the Company’s Values and policies.
   8. Violations of this policy may result in disciplinary action, up to and including termination, depending on the severity and frequency of the offense.

INTERNET AND EMAIL USE

1. PURPOSE
   1. The Company recognizes the value of the Internet and its applicability to the operations of [INSERT COMPANY NAME]. The Company provides e-mail access to firm employees on a work needs basis and will provide Internet access to specific employees, where it is deemed useful and relevant to the operations of [INSERT COMPANY NAME]. Employees may wish to receive and dispatch personal e-mails and this may be permitted on the same basis that personal telephone calls are allowed.
   2. Internet access is granted as a privilege and not a right. Any abuse or misuse of Internet access will result in access privileges being revoked and disciplinary action being taken, up to and including dismissal.
2. POLICY GUIDELINES
   1. The Company provides e-mail and Internet access to firm employees, subject to the following conditions:
      1. Internet Access
         1. Internet access is subject to management approval.
         2. Authorized users must not disclose nor delegate their Internet User ID or password to any other person/s and/or entities inside or outside [INSERT COMPANY NAME].
         3. Personal access to the Internet should be strictly limited on "networked computers" as it may expose the Company network to unwanted programs such as adware or spyware.
      2. Internet/WWW Usage
         1. Authorized Internet users may only access the Internet for the retrieval of information that is strictly relevant to the purposes of The Company business. Limited personal access is available to authorized Internet users during the user's personal time (e.g. lunch or after work).
         2. Internet users may not use the Internet for personal business or to gain personal profit.
         3. Internet users may not use the Internet to gain or attempt to gain unauthorized access to internal or external systems.
         4. The Company reserves the right to monitor access and disclose all employee Internet usage.
         5. The Company employees are required to report any unauthorized use or misuse of the Internet or harassment resulting from use of the Internet to their Manager.
      3. E-mail Usage
         1. The Company reserves the right to monitor, access and disclose all employee e-mail usage, including the interception and/or reading of any e-mail messages and/or documents sent or received using Company[INSERT COMPANY NAME]'s Internet facilities.
         2. All The Company employees should treat the e-mail network as a shared filing system, with the expectation that messages sent or received using [INSERT ORGANISATION NAME]'s resources may be available for review for purposes related to the business.
         3. Internet users are prohibited from using e-mail to annoy, insult, threaten or otherwise harass internal or external users in any way.
         4. The Company has the right to access all employee Internet activity and e-mail records, without the consent of the employee
      4. Organisation Representation
         1. Authorised Internet users are representatives of the Company and must not make statements or representations of any kind via the Internet that may be construed or interpreted as having been made by the Company unless the user is authorised to do so.
      5. Transfer of Organisation Information
         1. The transfer of confidential information via the Internet to persons or other entities within or outside the Company may expose this information to unauthorized individuals. The transfer of confidential information must be authorised by the relevant senior Manager.
      6. Downloading Software
         1. Software programs must not be downloaded from the Internet to the user's desktop or to the Company network without prior approval.
      7. Viruses
         1. Internet users must not use the Internet to deliberately spread viruses or other computer programs that are capable of causing damage of any kind to internal or external networks.
      8. Defamation and Harassment
         1. Internet users are prohibited from downloading, transmitting, viewing or storing material which places the Company at the risk of civil or criminal prosecution, embarrassment or loss of reputation or whose potentially offensive nature may create disruption of the workplace environment. Such material includes, but is not limited to:
         2. descriptions or images of nudity or sexual acts;
         3. material promoting discrimination including race, religion, national origin, sex or physical disability;
         4. Material advocating or supporting violent or criminal acts.
         5. If, by accident, an Internet user comes across material that may be deemed inappropriate or offensive, the user will immediately remove the material from personal and/or public view, and discard the material.
      9. Copyright Laws
         1. E-mail users are prohibited from sending documents, including text, graphics and audio files, which may breach copyright laws without prior approval.

ENVIRONMENTAL HEALTH AND SAFETY POLICY

1. PURPOSE
   1. This policy is designed to outline clear guidelines and rules to be followed by every member of the company, to protect the environment and natural resources. This policy is implemented to maintain a safe and healthy work environment, while also minimizing its impact on the environment.
2. COMPLIANCE WITH ENVIRONMENTAL LAWS
   1. The members shall comply with Environmental laws to ensure they are operating within the legal boundaries and minimizing the environmental impact.
   2. The members shall adhere to these laws and regulations to protect the ecosystems, public health and natural resources. Failure to comply with these laws can result in fines, legal actions and potential damage to the environment.
3. POLLUTION PREVENTION AND WASTE MANAGEMENT
   1. We are committed to minimizing our environmental footprint through practices such as waste reduction, energy conservation, and responsible resource usage.
   2. All members shall adhere to safety procedures, using protective equipment and reporting hazards and incidents promptly.
   3. All Members are responsible for segregating waste at its source into appropriate categories, such as recyclables, hazardous waste, and general waste.
   4. Our Company encourages the reduction, reuse, and recycling of materials whenever possible to minimize the amount of waste sent to landfills. Hazardous waste must be properly identified, stored, labeled, and disposed of according to relevant regulations to prevent harm to human health and the environment.
   5. Clear guidelines will be provided for the proper disposal of various types of waste, including e-waste, chemicals, and non-recyclable materials.

LEAVE POLICY

1. PURPOSE
   1. The Company accepts that there are times when an employee needs to be absent from work, not only for rest and relaxation but also for personal needs and family responsibilities. Leave policies are designed to be supportive of these situations while ensuring that The Company is able to respond to customers and business needs.
   2. Managers are required to ensure that leave requests are addressed consistently with this policy and employees are required to ensure as far as practical that absences do not interfere with the effective operation of the Company.
2. ANNUAL LEAVE
   1. Full-time employees are entitled to 4 weeks paid annual leave per year. Part-time employees are entitled to annual leave on a pro-rata basis. On termination of employment any untaken but accrued leave will be paid in accordance with applicable legislation.
      1. Employee's Responsibility
         1. Employees need to seek their Manager's approval before taking annual leave. Employees must take at least ten consecutive annual leave days each twelve months.
      2. Manager's Responsibility
         1. Managers are required to schedule leave fairly and equitably having regard to the needs of the business and employees. Managers should contact the Chief Executive where there is uncertainty as to entitlement to leave.
         2. All approved leave request forms should be forwarded to the appropriate person for processing after being authorised by the appropriate Manager.
3. LONG SERVICE LEAVE
   1. Long service leave is a statutory entitlement available to all employees. Essentially entitlement to long service leave arises after a certain number of year’s continuous service.
   2. On termination of employment any accrued Long Service Leave entitlement will be paid at the remuneration rate applying at the date of termination in accordance with local regulations.
   3. All statutory benefits and entitlements ordinarily applicable whilst employed continue to accrue during a Long Service Leave absence.
   4. Employee's Responsibility
      1. Employees are required to give at least 30 days’ notice of their intention to take Long Service Leave.
   5. Manager's Responsibility
      1. Managers are required to take into account the needs of the business when approving Long Service Leave. The Manager must discuss this with the Chief Executive before approval is given.
4. SICK LEAVE
   1. Employees are eligible for ten days paid sick leave per year.

Employee's Responsibility

• 1. Employees are required to notify their immediate Manager within an hour of normal starting time if unable to report to work due to illness or injury. An employee must furnish a doctor's certificate in relation to any period of sick leave of 3 days or more. In addition, a Manager may request an employee to provide a doctor's certificate at any time.

Manager's Responsibility

• 1. It is the Manager's responsibility to monitor the usage of sick leave

1. PERSONAL EMERGENCY/CARER'S LEAVE
   1. The Company recognises that employees have obligations towards members of their immediate family. Also, household emergencies, difficulties with childcare etc. can arise. In order to deal with these emergency situations employees are entitled to paid leave which will be deducted from sick leave entitlements. Employees need to follow the same procedures that are required when seeking paid sick leave.
2. COMPASSIONATE LEAVE
   1. The Company will provide up to three paid leave days where an employee attends the funeral of (or is required to handle the estate of) a deceased immediate family member. If an employee is required to travel overseas on account of the death of a family member, up to five paid leave days will be provided.
3. PUBLIC HOLIDAYS
   1. Within India, the Company observes all national and state based public holidays that are gazetted on normal workdays. Employees are generally not required to work on those days and will not incur any loss of pay.
4. MATERNITY LEAVE
   1. All female employees, regardless of their length of service, are eligible for maternity leave.
   2. Maternity leave shall be granted for a total of 26 weeks. Six weeks of leave shall be availed before the expected delivery date and remaining 20 weeks can be taken post- childbirth. During maternity leave the employee shall receive her full salary.
   3. The Company intends that employees returning from Maternity leave will re-assume the position they held prior to commencing leave. The Company is not obliged to agree to any employee requests for variation from the previous work pattern. If the position is no longer available, maternal leave employees will be entitled to an available position nearest in status and salary to their former position.
5. LEAVE WITHOUT PAY
   1. The Company recognises there may be reasons why employees need to be temporarily absent from work when they may not otherwise qualify for paid leave. Leave without pay is not an entitlement. It will only be approved where a Manager recommends, and the Chief Executive agrees, that approval is in the interest of [INSERT COMPANY’S NAME]. As a guide, employees with less than two years’ service would not normally qualify for leave without pay.
   2. Where an employee seeks to be re-engaged after an absence of more than six months, a Manager may recommend that service be regarded as continuous (except for the period of absence).
   3. Any request for leave of absence requires written approval of the Chief Executive.
   4. During leave without pay entitlement to superannuation contribution is suspended.

Manager's Responsibility

• 1. Managers should consider Leave without Pay applications fairly and equitably, and decisions should take account of individual performance, the likely needs of the business and the long term career potential of the applicant.

EMPLOYEE SAFETY POLICY

1. PURPOSE
   1. This Policy reflects our commitment to maintain and protect the workplace, thus ensuring the health and safety of our employees and everyone working in our Company. It provides a framework for managing safety, reducing risks and preventing accidents and injuries.
2. RESPONSIBILITIES
   1. The Designated Safety officer is responsible for ensuring that all employees working with heavy machinery and tools are having their safety wear equipment.
   2. Employees are expected to handle tools and machinery according to their intended purpose, and follow proper instructions before using it.
   3. Employees operating machinery at work must maintain clear and proper communication with others to avoid the risk of accidents.
   4. The Safety officer or any supervisor is responsible for identifying and mitigating safety hazards within their scope of authority.
   5. Employees are expected to stay focused on the task and avoid any distractions while operating heavy machines.
   6. Employees are expected to report accidents how minor it may be or any associated risks, to the appropriate authority or supervisor immediately.
3. MEETINGS
   1. Regular meetings will be conducted to address safety concerns, and guidelines will be provided to new employees to ensure the safety of every individual working within the Company.
   2. Safety Meetings may include training sessions to enhance employees understanding of safety procedures, equipment use and emergency responses.

TRAINING AND DEVELOPMENT POLICY

1. PURPOSE
   1. The purpose of this policy is to establish a clear framework that encourages continuous learning and skill enhancement among employees. This policy promotes a culture of learning and improvement, recognizing the value of staying forward towards the industry trends and technological advancements.
2. TYPES OF TRAINING
   1. Our company ensures that training initiatives are always aligned with the strategic goals of the Company, contributing to overall professional growth and success of the Company.
   2. Mandatory Training: Certain training programs may be mandatory for all employees to ensure compliance with regulations, safety standards, and company policies.
   3.  Job-Specific Training: Employees will have access to training relevant to their current roles, aimed at enhancing their job performance and productivity.
   4.  Professional Development: Opportunities for broader professional development, including workshops, seminars, and courses, will be provided to encourage continuous learning.
3. FUNDING AND EXPENSES
   1. The Company will cover the costs of approved training programs, including registration fees, materials, and reasonable travel expenses, subject to budgetary constraints.
4. TRAINING AND RECORDS
   1.  Upon completion of a training program, employees may be required to provide feedback on the effectiveness of the training, helping the company assess the value of the investment.
   2. The HR department will maintain the records of employee training, including completed programs, certification obtained and the overall training development.
5. OUR COMMITMENT
   1. Our Company commits to create diversity, equality and inclusion in all aspects of work and ethical behavior.
   2. Employees and members of the Company will be given regular Training and Awareness programs will be conducted to ensure development of diverse business culture.
   3. Our Company is committed to conducting its business ethically and reliably within the bounds of the law, and we reply on each employee’s commitment to maintaining the highest standards of legal compliance.

DRUG AND SUBSTANCE ABUSE POLICY

1. PURPOSE
   1. The Company is committed to maintaining a workplace where employees do not engage in the use or consumption of illicit substances. Our responsibility is to ensure a safe place to work and the abuse of alcohol and illicit drugs is incompatible with that responsibility. While The Company respects the rights of individuals to conduct themselves as they see fit away from work, there is no circumstance where the use of illicit substances or the abuse of alcohol can be tolerated in the work place or while otherwise representing [INSERT COMPANY’S NAME].
2. SMOKING AND SUBSTANCE USE
   1. Our Company strictly prohibits smoking, use of e-cigarettes and other electronic smoking devices within indoor areas of the Company.
   2. Employees are prohibited from reporting to work or Company’s work related activities while under the influence of drugs or any other related substance.
   3. Use, possession, sale and distribution of illegal substances is strictly prohibited on Company premises. Any involvement in illegal drug-related activities is strictly prohibited and will be reported to the concerned authorities.
3. DRUG AND ALCOHOL TESTING
   1. Our Company reserves the right to conduct drug and alcohol testing when there is a doubt or reasonable suspicion of substance abuse, in the course of employment or during work hours.
   2. In the event when the test results are positive for drug and alcohol use within the Company or during work hours, the Company might take disciplinary, including verbal/written warnings, mandatory counseling or rehabilitation, suspension, or termination of employment or enrollment, depending on the severity of the violation.
4. SUPPORT AND RESOURCES
   1. Our Company is committed to raising awareness about the risks and consequences of drug and smoking. We provide all types of assistance and support to employees who wish to overcome such abuse.
   2. If an employee or other individual is concerned about the substance abuse of a colleague, peer, or associate, they are encouraged to report their concerns to [INSERT DESIGNATED CONTACT PERSON OR DEPARTMENT]. Reports will be handled confidentially and with care.
   3. Our Company respects the confidentiality of individuals seeking help for substance abuse issues. Information disclosed during the process of seeking assistance or treatment will be kept confidential to the extent permitted by law.

TRAVEL POLICY

1. PURPOSE
   1. The Purpose of this policy is to outline the guidelines and procedures for business-related travels by employees. This policy outlines the framework, responsibilities, and best practices for implementing cost-effective safe travel adhering with company’s rules and regulations.
2. TRAVEL AUTHORIZATION
   1. All Travel arrangements of the employees must be authorized by employee’s supervisor or concerned Authority at least [INSERT PRIOR INFORMATION GIVEN BY THE EMPLOYEE’S SUPERVISOR TO THE COMPANY] before the expected travel date. Employees should follow the established approval process.
3. TRAVEL EXPENSES
   1. Employees must adhere to the organization’s expense guidelines and are expected to submit travel expense report to the Finance department after their return from travel for reimbursements of Company’s approved expenses such as accommodation, transportation, meals and all business related travel expenses.
   2. Alcohol and non-essential personal expenses are not reimbursable.
   3. Employees are expected to maintain all necessary travel documentation including tickets and receipts of expense, and are required to submit it with expense reports.
4. TRAVEL ARRANGEMENTS
   1. The Finance department is responsible for booking and all travel related arrangements. Employees must adhere to all the expense related documentation. In case of international travels related documents such as visas and passports are required.

ZERO TOLERANCE POLICY

1. PURPOSE

This policy outlines the clear standards and principles to be followed by every employee of the company, ensuring a harmonious and respectful environment. This Zero Tolerance Policy is established to address specific conduct or behaviors that will not be tolerated under any circumstances.

1. PROHIBITED BEHAVIOURS
   1. The Company will not tolerate the following behaviors under any circumstances;
      1. Discrimination and Harassment: We do not tolerate discrimination, harassment, and bullying or any type of abuse. No direct or indirect discrimination shall take place based on any professional non-relevant trait or circumstance, like gender, marital status, age, national or social or ethnic origin, colour, religion and political opinion, disability, sexual orientation, employee representation, property, birth or other status. Any kind of discriminatory behaviour, harassment, bullying or victimization is prohibited.
      2. Violence and threats: Any acts of physical violence and threats of violence such as making explicit or implied threats of harm, including harm to property, or harm to an individual’s well-being working within the Company, will not be tolerated and are strictly prohibited.
      3. Substance Abuse: Employees are strictly prohibited from unauthorized possession, use, sale, or distribution of drugs or alcohol during work hours and in Company’s premises. Any involvement in such illegal drug-related activities will not be tolerated and will be reported to the concerned authorities.
      4. Theft and Fraud: Stealing or engaging in fraudulent activities such as stealing company’s confidential information or property, funds, and personal belongings of colleagues will not be tolerated and strict disciplinary action or termination will be taken against the employee involved in such activities.
      5. Safety Violations: Failure to adhere to Company’s safety policies and procedures that could endanger the safety of oneself or others working within the Company is strictly prohibited.
2. REPORTING VIOLATIONS
   1. Any individual working within the Company who suspects or experiences such misconduct as outlined in this policy, shall immediately report it to their supervisor or to the HR Department.
   2. Reports will be treated with utmost confidentiality to the extent allowed by law. Information will be shared on a need-to-know basis, and efforts will be made to protect the identity of the reporting individual whenever possible.
   3. Employees are encouraged to report any violations, no matter how minor they may seem. This reporting procedure is vital for maintaining the integrity of our Company and for the well-being of all employees working within the Company.
3. INVESTIGATION
   1. Upon receiving a report, Our Company will conduct a prompt and impartial investigation. The investigation will aim to gather all relevant information and take appropriate actions based on the findings. After the investigation is complete, Company will take corrective actions as necessary, which may include disciplinary measures, employee support, or any other actions to prevent further violations and ensure a safe and respectful work environment.
4. COMPLIANCE WITH THE LAWS REGULATIONS
   1. All the employees must adhere to the required applicable laws and regulations. This includes laws related to [INSERT APPLICABLE LAWS SPECIFIC TO INDUSTRY AND EMPLOMENT]. The employee must comply with company’s policies and procedures with respect and dignity. We expect our employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.
   2. Employees must stay informed about the laws relevant to their roles and responsibilities and ensure that their actions and decisions align with legal standards of the Company.
   3. Our Company is committed to conducting its business ethically and reliably within the bounds of the law, and we reply on each employee’s commitment to maintaining the highest standards of legal compliance.
5. CONFIDENTIALITY, INFORMATION SECURITY, PROPRIETARY INFORMATION AND INTELLECTUAL PROPERTY
   1. We are committed to business information confidentiality, integrity and accessibility, we implement proper technical security measures this and it is our staff’s obligation to uphold this. Proprietary information includes all non-public information that might be harmful to the company or its customers, business partners if disclosed to unauthorised parties. All staff must handle any such information as secret. It also covers that, no one is entitled to trade with securities while in possession of non-public information or deliver non-public information to others that could have impact on the securities. Every rule ensuring information security must be followed all times.
   2. Employees must maintain the confidentiality of the company and client information. Sharing sensitive information with unauthorized individuals is strictly prohibited.
   3. We respect the property rights of others. We will not acquire or seek to acquire trade secrets or other proprietary or confidential information by improper means. We will not engage in unauthorized use, copying, distribution or alteration of software or other protected intellectual property.
6. PRIVACY, PERSONAL DATA PROTECTION
   1. We respect Employee’s privacy and we acknowledge customers, employees and other natural persons’ need to feel confident that their personal data is processed appropriately and for a legitimate business purpose. We are committed to comply with all personal data protection laws. We only acquire and keep personal information that is necessary and we give proper information on these activities to data owners. We implement proper security measures to assure confidentiality, integrity and availability of personal information.
7. CHANGES TO THE HANDBOOK
   1. We reserve to right to update and make changes to this Employee Handbook from time to time based on the working conditions of the Company. The Company on updating this handbook will inform the members of the Company.
8. FURTHER INFORMATION
   1. For any queries or further Information regarding our Company or about this Employee Handbook , the concerned person can contact us through email [INSERT EMAIL ADDRESS OF THE COMPANY]
9. ACKNOWLEGEMENT
   1. We expect all employees to adhere to this Employee Handbook of the Company. The Company will use this Handbook consistently and fairly to ensure a harmonious and productive workplace for all.
   2. By signing below, you acknowledge that you have carefully read and understood the terms and contents of this Handbook.
   3. You acknowledge that you will follow the set guidelines of this Handbook as well as of the Company and failure to do so; the Company can take Disciplinary action against such person.

COMPANY                  

Authorized Signature

Print Name and Title

[INSERT SIGNING AUTHORTIY AND DESIGNATION]