Policies of the Company

Company policy and procedures are basically set in place to establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. Company policy and procedures aim to protect the rights of workers as well as the business interests of employers.

Our anti-discrimination policy explains how we prevent discrimination and protect our employees, customers and stakeholders from offensive and harmful behaviors. This policy supports our overall commitment to create a safe and happy workplace for everyone.

Policy element:

Discrimination is any negative action or attitude directed toward someone because of protected characteristics, like race and gender. Other protected characteristics are:

  • Age
  • Religion
  • Ethnicity / nationality
  • Disability / medical history
  • Marriage / civil partnership
  • Pregnancy / maternity/ paternity
  • Gender identity / sexual orientation
Discrimination and Harrasement:

Employees who harass their colleagues will go through our disciplinary process and we may reprimand, demote or terminate them depending on the severity of their offence.

What to do in cases of discrimination?

If you are the victim of discriminatory behavior (or if you suspect that others are being discriminated against,) please talk to HR (or your manager) as soon as possible. HR is responsible for hearing your claim, investigating the issue and determining punishment.

Punishment for discriminatory behavior depends on the severity of the offence. For example, inadvertently offending someone might warrant a reprimand. Conversely,willfully bypassing employees for promotion because of a protected characteristic will result in termination.

If you decide to make a claim to a regulatory body (e.g. the Equal Employment Opportunity Commission) we are committed and bound by law not to retaliate against you.

  • Every employee is entitled for 1 paid sick leave every month.
  • It is compulsory to have your leave application sanctioned from your Manager, in case both paid and unpaid leaves. Leaves without application can attract action.
  • Being absent from work without any prior information will lead to deduction in pay for that day.
  • Maternity leave is provided based on needs to the company.
  • If employees may not use their free leave, at the end of the year bonus point or leave will be provided as per company’s condition.
  • In case of an emergency situation, reason in writing has to be presented to the HR Department at the earliest.
  • Reporting to work at 9 AM to 6.30 PM every day from Monday to Friday is must and 1 hr lunch break from 12.30 PM - 2.30 PM in between.
  • One free leave will be given every month, rest leaves will be paid.
  • 1 hr late will be counted as half day leave.
  • At the end of every month, management will check your total hours spent in DevOps time tracker and salary will be paid accordingly to total time spent for the month.
  • Employees' individual salary will remain confidential.
  • Salary will be deposited in the employees' bank in between the last day of month or first 5 days of next month, based on the company's condition.
  • TDS will be cut based on rules and regulation by the Govt. Of the Gujarat or other states where employees are working.
  • Companies have the right to extend salary dates if the situation is critical and justifiable.
  • Salary will be provided as per employees’ compensation plan which includes HRA, basic salary, conveyance, medical reimbursement and other allowances.
  • On demand, salary slip will be provided as per employees needs.
  • Appreciations will be given - Jan or April, as per company’s situations.

As part of our operations, we need to obtain and process information. This information includes any offline or online data that makes a person identifiable such as names, addresses, usernames and passwords, digital footprints, photographs, applications, softwares, process, codings, social security numbers, financial data etc.

Once this information is available to employees, the following rules apply.

Data will be:
  • Accurate and kept up-to-date
  • Collected fairly and for lawful purposes only
  • Processed by the company within its legal and moral boundaries
  • Protected against any unauthorized or illegal access by internal or external parties
Our data will not be:
  • Communicated informally
  • Stored for more than a specified amount of time
  • Transferred to organizations, states or countries that do not have adequate data protection policies
  • Distributed to any party other than the ones agreed upon by the data’s owner (exempting legitimate requests from law enforcement authorities).

This policy applies to all regular full-time and part-time employees and employees with contracts of [one year and more.] Seasonal employees, interns and temporary employees with a contract of less than year] are not eligible for bonuses.

We may modify this policy and our bonus plans at any time without notice.

Only written promises of bonuses will be considered valid. If your manager or another executive (including the C-suite) verbally promises you a bonus, they can not follow through unless they put it in writing and HR approves it.

Bonuses can be either discretionary or nondiscretionary

Our company rewards employees for outstanding individual performance, as well as their contributions that help us achieve company goals.

For this reason, we award bonuses in three forms:
  • Lump sum bonus.
  • Year-end bonus.
  • Incentive plans.

Our Employee remote work policy outlines our guidelines for employees who work from a location other than our offices. We want to ensure that both employees and our company will benefit from these arrangements.

To ensure that employee performance will not suffer in remote work arrangements, we advise our remote employees to:
  • Choose a quiet and distraction-free working space.
  • Have an internet connection that’s adequate for their job.
  • Dedicate their full attention to their job duties during working hours.
  • Adhere to break and attendance schedules agreed upon with their manager.
  • Ensure their schedules overlap with those of their team members for as long as is necessary to complete their job duties effectively.
  • Keep data protected and encrypted and confidentials.
  • Employees can work only in need, justified circumstances, or for freelancers. (Temporary and permanent).