Employee's Terms & Conditions
By using our services, you agree to our terms & conditions. Read them to ensure a smooth experience.
Term and Conditions
Probationary Employees
- The Board reserves the right to change, update, revise or revoke these Service Rules at any time as it deems fit. The changes will be effective as per the orders issued.
- The rules may be relaxed by the Chief officer & HOD to help any employee or group of employees who face difficulties, as long as he explains his reasons. He may also make additional rules/orders to achieve the purpose of these rules and make any necessary changes in the procedure.
Job duties and responsibilities
- The employee’s performance will be evaluated for three months during the probation period.
- Probationary employees are not eligible for paid leave, health insurance, or other benefits until they successfully complete their probationary period and become regular employees.
- Probationary employees may be terminated at any time during their probationary period, with or without cause, and with or without notice, at the sole discretion of the employer.
- Probationary employees are expected to comply with all the rules and regulations of the employer, and to perform their duties in a satisfactory manner. Failure to do so may result in disciplinary action or termination.
- If you are on probation, you must communicate only with your designated team leader and human resources for any task you are given. This is to ensure that you receive proper guidance and feedback during this period. Please do not contact other employees or managers unless instructed otherwise.
- All probation employees are required to complete their work during office hours only. Working from home is not permitted under any circumstances. This is a strict policy that must be followed by all new hires.
- Probationary employees must undergo a performance review at the end of their probationary period, based on which the employer will decide whether to retain them as regular employees, extend their probationary period, or terminate their employment.
Training Period
- No leave is permitted during the training period.
- There will be 6 days during the training period until the completion of OJT( On the job training)
- Your Training will be 9:30am to 5:30pm from Monday to Friday with a certification on saturday OFF in Training Period
- Consecutive absenteeism during your training period may result in your removal from the training without pay.
- During the Training Period,there will be assessment rounds conducted by the trainer or the Manager, Failing on assessment before the OJT(On-the-Job-Training)will lead the Management to decide to extend your training or dissolve your employment with US without Training Payoff.
- 6 days Training Period will be paid of Rs-
- Upon successful completion of the training period,you will be assigned to your designated team as per the process requirements and that will be the starting day of your discussed salary.
- OJT will be for 90 days after completion Training and timing will be 9:30am-5:30pm from MONDAY to SATURDAY will a SUNDAY Off.
Identity Cards Policy
- Every employee of the Corporation would be provided with an identity card.
- The first issue of the card will be free of charge. Loss of the card shall immediately be reported by the employee to their representative management. A new card shall be issued on payment of rupees four hundred only.
- Every employee leaving the service of the Corporation for any reason whatsoever, shall surrender his identity card.
- Employees are required to log their daily attendance accurately using the CRM portal: connect.minnionctech.com
Dress code policy
Employees must wear the company T-shirt with formal pants or trousers and appropriate footwear (shoes or sandals) to maintain a professional brand image.On approved alternate days, a relaxed dress code may be allowed with prior notice
Use of Personal laptops
The use of personal laptops within company premises is strictly prohibited. Employees are required to utilized company-issued devices for all work-related activities to ensure data security and compliance with internal policies.
Courier & Personal Deliveries policy
To maintain operational efficiency and ensure security, couriers and personal deliveries are not permitted beyond the office premises. Employees expecting deliveries should instruct the courier to hand over the package to the security personnel or leave it at the designated reception area.
Late coming policy for employees
Office Timing
Start time: You must reach the office by 9:45 am from Monday to Saturday.
If you arrive after 9:45 am, you will be marked as late.
Frequent late arrivals may lead to a warning or salary deduction.
Lunch break timing
Lunch break duration: 45 min ( 1:30 p.m to 2:15 p.m)
If you take more than 45 min for lunch without permission, it will be treated as late return.
Repeated late returns from lunch may lead to a warning or salary deduction.
Unpaid leave and Salary Deduction Policy
Exceptions
Inform your TL or HR in advance if you are getting late due to any genuine reason.
Proof may be required in some cases.
Extension of Probationary contract
The extension of the probationary contract is not that common but considered in few circumstances. It is mandatory that the extension of the probationary contract is agreed upon by both the party. The cases given below are eligible for the extension of probationary contract-
- Maternity leave or Adoptive/Parental leave
The probation period of an employee who takes maternity or adoptive leave during probation will be suspended according to the government policies applicable to each case. The employee will resume their probation period when they return from leave.
- Non-recurring illness
The probation period is a time to evaluate the employee’s performance and suitability for the job. If the employee suffers from a non-recurring illness during this time, the probation period will be paused until the employee returns to work.
Change of Address
- Every employee must notify to the management his residential address on joining the Corporation’s service and must also notify any changes therein.
Service Certificate
- On receipt of a request, every employee may be furnished with a service certificate at the time of discharge, dismissal, termination of his service, resignation or retrenchment, giving duration of his employment in the Corporation, posts held by the employees, pay scale of the last post held and the pay drawn by the employee at the time of his leaving the Corporation.
Code of conduct
Safety and security of company’s property
The company expects its employees to take good care of its property and prevent any damage, loss or misuse.Employees must not use or sell any company property for personal benefit. This clause applies to all forms of company property.
Involvement in another business or employment
Our corporate code of conduct requires employees to refrain from any other business or employment activities. Employees should dedicate their time and efforts to advancing the company’s interests. Violating this policy may result in disciplinary action.
Harassment:
Harassing anyone based on age, sex, religion, race, caste, disability, marital status, or gender violates our work ethics. We expect our employees to support each other and prevent such behavior. This is part of our code of conduct at work.
Alcohol or illegal substance use
All employees must follow the company’s policy on substance abuse. No alcohol or drugs etc allowed. Breaking the rules may lead to dismissal or other action.
No Personal contact with customers
The code of conduct prohibits employees from sharing or requesting personal contact information, such as phone numbers or email addresses, or contacting each other outside of work. This is a serious breach of the code of conduct and may result in disciplinary action.
Reporting of unethical or illegal behaviour
If you witness or suspect any unethical or illegal behaviour, you have a duty to report it to your supervisor or senior management. If you feel uncomfortable doing so, you can contact the audit committee instead.
Data Privacy & Confidentiality
The company collects data from its employees for internal purposes only and respects their privacy. Any external sharing of such data requires the prior approval of senior management.
Also All employees must sign a Non Disclosure Agreement (NDA).Any sharing or misuse of confidential company/client data will lead to legal action and immediate termination.
Right dealing
Our code of conduct requires all employees to act ethically and honestly with our customers, suppliers and stakeholders. We do not tolerate any abuse of power or dishonesty in our dealings. We expect everyone to uphold our values and reputation.
Social Media & Brand Representation
We have a responsibility to protect the confidentiality and reputation of our company. Therefore, we must follow the company code of conduct when sharing any content related to our work on any online platform. This includes obtaining approval from the senior management before posting anything, and refraining from disclosing any information about our colleagues, customers, projects, etc.( Misrepresentation or negative posts about the company will be treated as professional misconduct.)
We must also respect the intellectual property rights of our company and avoid using its logo, trademark or any other distinctive sign without permission.
Mobile Policy
- Employees are prohibited from using phones during work hours. If there is an urgent situation, the family or friends of the employees can reach them through the company emergency contact number, which will be provided by the company.
- All employees must store their mobile phones in the company locker during working hours.
Anti bribery and money laundering
All employees are expected to act honestly and follow the law when dealing with others inside or outside the company. Bribery, money laundering, or trying to gain unfair advantage in any way is strictly not allowed. The company has zero tolerance for such actions and will take strict action if this rule is broken.
Freelancing & Conflict of interest
Employees are strictly prohibited from engaging in freelancing or working with competitors/clients of the company directly or indirectly during their employment.
Violation of this clause will lead to termination without notice and potential legal action.
No Retaliation
The code of conduct policy prohibits any retaliation against an employee who speaks up against any misconduct within the company. Such an action would violate the code of conduct. No employee should face negative consequences for raising a concern.
Environment & Sustainability
We are committed to environmental protection and sustainability in our code of conduct policy. We strive to minimize our environmental impact as a company. We also provide regular training to our employees on how to conserve the environment.
Failure to comply with code of conduct:
We expect all our employees to adhere to the code of conduct and uphold the values of our organization. Any violation of the code of conduct will result in serious consequences, which may include suspension of service or termination of employment.
Notice period policy
During probation, employment can be terminated by either party with a 7 day written notice or salary in lieu.
Resignation During Probation
To resign during probation, submit a written notice to your TL and HR with at least 7 day’s notice. Complete all handovers, return company property, and follow HR’s exit process. Final dues will be cleared as per company policy.
Notice Period Guidelines
During the notice period, employees are expected to perform their duties as per the terms of their employment contract. Any misconduct or unprofessional behaviour during this time may lead to disciplinary action.
Termination policy- Probationary Employees
- Reasons for Termination
A probationary employee may be terminated for the following reasons:
- Unsatisfactory job performance
- Repeated violations of company policies
- Serious misconduct such as theft, fraud, violence, or harassment
- Notice Period
- The company is not required to provide notice during the probation period but may choose to do so.
- Employees who wish to resign during probation must provide at least 7 days notice.
- Company Property
- All company property (e.g ID cards, laptops, documents) must be returned before final settlement is processed.
- Performance and conduct issues
- If a probationary employee is underperforming or shows inappropriate behavior, the TL or HR must address the issue in a formal discussion.
- The conversation should be documented and signed by both the employee and an HR representative.
- Disciplinary warnings
- If a probationary employee violates rules of conduct or attendance, they will receive either a verbal warning or a written notice, depending on the severity of the situation.
Transfer policy- Probationary Employees
- Employees on probation can be transferred based on business needs.
- Transfers may occur across locations, departments or teams.
- No transfer requests will be accepted during the probation period.
- The probation period will continue after the transfer.
- The final decision on transfer lies with the TL/HR.
- Employees must accept the transfer unless they have a valid reason supported by evidence.
- Transfers will not affect the employee’s salary, job status, or rank.
- Employees are required to report to the new position and begin work on the specified date.
- A temporary transfer means the employee is assigned to a different job for a limited period.
Three points for Employment Confirmation
To confirm their employment after probation, new employees must meet three essential criteria. These criteria are set by the organization and must be followed strictly. The TL and HR department will verify the compliance of the criteria and issue the employment confirmation accordingly.
Work performance was satisfactory as per organizational standard
The Role Profile Form and the work plan are collected by the HR department. They reflect the new employee’s agreement to execute certain tasks within specific deadlines. The TL monitors the new employee’s progress and performance. If they do not match the agreed work plan and the set target, the TL can decide that the performance was unsatisfactory. The HR department provides job training, self-managed learning and coaching to the new employee before and during the work execution. The first condition of employment confirmation is met if the new employee performs as per the set standard.
Conduct, Attendance, and punctuality was good
Attendance and punctuality will be tracked via the company CRM. New employees must be on time and complete full working hours daily. Leave during probation is not allowed. Any lateness, early exit, or negative team feedback may impact your performance review and retention.
Leave record was satisfactory
During the initial phase of employment, new hires are not eligible for any paid or unpaid time off. This is to ensure that they receive adequate training and orientation before taking on their full responsibilities.
Entire Agreement
This policy constitutes the entire agreement between the employee and the organization regarding employment terms and conditions. No other agreements, representations, or warranties have been made.
Amendments
This policy may be amended from time to time by the organization, and the employee will be noticed of any changes.
By signing below, the employee acknowledges that they have read, understood, and agreed to the terms and conditions outlined in this policy.
Employee signature…………………………………………………………………………………
Date:…………………………………………………….
Organization signature………………………………………………………………………………
Date…………………………………………….
Term and Conditions
Probationary Employees
- The Board reserves the right to change, update, revise or revoke these Service Rules at any time as it deems fit. The changes will be effective as per the orders issued.
- The rules may be relaxed by the Chief officer & HOD to help any employee or group of employees who face difficulties, as long as he explains his reasons. He may also make additional rules/orders to achieve the purpose of these rules and make any necessary changes in the procedure.
Job duties and responsibilities
- The employee’s performance will be evaluated for three months during the probation period.
- Probationary employees are not eligible for paid leave, health insurance, or other benefits until they successfully complete their probationary period and become regular employees.
- Probationary employees may be terminated at any time during their probationary period, with or without cause, and with or without notice, at the sole discretion of the employer.
- Probationary employees are expected to comply with all the rules and regulations of the employer, and to perform their duties in a satisfactory manner. Failure to do so may result in disciplinary action or termination.
- If you are on probation, you must communicate only with your designated team leader and human resources for any task you are given. This is to ensure that you receive proper guidance and feedback during this period. Please do not contact other employees or managers unless instructed otherwise.
- All probation employees are required to complete their work during office hours only. Working from home is not permitted under any circumstances. This is a strict policy that must be followed by all new hires.
- Probationary employees must undergo a performance review at the end of their probationary period, based on which the employer will decide whether to retain them as regular employees, extend their probationary period, or terminate their employment.
Training Period
- No leave is permitted during the training period.
- There will be 6 days during the training period until the completion of OJT( On the job training)
- Your Training will be 9:30am to 5:30pm from Monday to Friday with a certification on saturday OFF in Training Period
- Consecutive absenteeism during your training period may result in your removal from the training without pay.
- During the Training Period,there will be assessment rounds conducted by the trainer or the Manager, Failing on assessment before the OJT(On-the-Job-Training)will lead the Management to decide to extend your training or dissolve your employment with US without Training Payoff.
- 6 days Training Period will be paid of Rs-
- Upon successful completion of the training period,you will be assigned to your designated team as per the process requirements and that will be the starting day of your discussed salary.
- OJT will be for 90 days after completion Training and timing will be 9:30am-5:30pm from MONDAY to SATURDAY will a SUNDAY Off.
Identity Cards Policy
- Every employee of the Corporation would be provided with an identity card.
- The first issue of the card will be free of charge. Loss of the card shall immediately be reported by the employee to their representative management. A new card shall be issued on payment of rupees four hundred only.
- Every employee leaving the service of the Corporation for any reason whatsoever, shall surrender his identity card.
- Employees are required to log their daily attendance accurately using the CRM portal: connect.minnionctech.com
Dress code policy
Employees must wear the company T-shirt with formal pants or trousers and appropriate footwear (shoes or sandals) to maintain a professional brand image.On approved alternate days, a relaxed dress code may be allowed with prior notice
Use of Personal laptops
The use of personal laptops within company premises is strictly prohibited. Employees are required to utilized company-issued devices for all work-related activities to ensure data security and compliance with internal policies.
Courier & Personal Deliveries policy
To maintain operational efficiency and ensure security, couriers and personal deliveries are not permitted beyond the office premises. Employees expecting deliveries should instruct the courier to hand over the package to the security personnel or leave it at the designated reception area.
Late coming policy for employees
Office Timing
Start time: You must reach the office by 9:45 am from Monday to Saturday.
If you arrive after 9:45 am, you will be marked as late.
Frequent late arrivals may lead to a warning or salary deduction.
Lunch break timing
Lunch break duration: 45 min ( 1:30 p.m to 2:15 p.m)
If you take more than 45 min for lunch without permission, it will be treated as late return.
Repeated late returns from lunch may lead to a warning or leave deduction.
Exceptions
Inform your TL or HR in advance if you are getting late due to any genuine reason.
Proof may be required in some cases.
Extension of Probationary contract
The extension of the probationary contract is not that common but considered in few circumstances. It is mandatory that the extension of the probationary contract is agreed upon by both the party. The cases given below are eligible for the extension of probationary contract-
- Maternity leave or Adoptive/Parental leave
The probation period of an employee who takes maternity or adoptive leave during probation will be suspended according to the government policies applicable to each case. The employee will resume their probation period when they return from leave.
- Non-recurring illness
The probation period is a time to evaluate the employee’s performance and suitability for the job. If the employee suffers from a non-recurring illness during this time, the probation period will be paused until the employee returns to work.
Change of Address
- Every employee must notify to the management his residential address on joining the Corporation’s service and must also notify any changes therein.
Service Certificate
- On receipt of a request, every employee may be furnished with a service certificate at the time of discharge, dismissal, termination of his service, resignation or retrenchment, giving duration of his employment in the Corporation, posts held by the employees, pay scale of the last post held and the pay drawn by the employee at the time of his leaving the Corporation.
Code of conduct
Safety and security of company’s property
The company expects its employees to take good care of its property and prevent any damage, loss or misuse.Employees must not use or sell any company property for personal benefit. This clause applies to all forms of company property.
Involvement in another business or employment
Our corporate code of conduct requires employees to refrain from any other business or employment activities. Employees should dedicate their time and efforts to advancing the company’s interests. Violating this policy may result in disciplinary action.
Harassment:
Harassing anyone based on age, sex, religion, race, caste, disability, marital status, or gender violates our work ethics. We expect our employees to support each other and prevent such behavior. This is part of our code of conduct at work.
Alcohol or illegal substance use
All employees must follow the company’s policy on substance abuse. No alcohol or drugs etc allowed. Breaking the rules may lead to dismissal or other action.
No Personal contact with customers
The code of conduct prohibits employees from sharing or requesting personal contact information, such as phone numbers or email addresses, or contacting each other outside of work. This is a serious breach of the code of conduct and may result in disciplinary action.
Reporting of unethical or illegal behaviour
If you witness or suspect any unethical or illegal behaviour, you have a duty to report it to your supervisor or senior management. If you feel uncomfortable doing so, you can contact the audit committee instead.
Data Privacy & Confidentiality
The company collects data from its employees for internal purposes only and respects their privacy. Any external sharing of such data requires the prior approval of senior management.
Also All employees must sign a Non Disclosure Agreement (NDA).Any sharing or misuse of confidential company/client data will lead to legal action and immediate termination.
Right dealing
Our code of conduct requires all employees to act ethically and honestly with our customers, suppliers and stakeholders. We do not tolerate any abuse of power or dishonesty in our dealings. We expect everyone to uphold our values and reputation.
Social Media & Brand Representation
We have a responsibility to protect the confidentiality and reputation of our company. Therefore, we must follow the company code of conduct when sharing any content related to our work on any online platform. This includes obtaining approval from the senior management before posting anything, and refraining from disclosing any information about our colleagues, customers, projects, etc.( Misrepresentation or negative posts about the company will be treated as professional misconduct.)
We must also respect the intellectual property rights of our company and avoid using its logo, trademark or any other distinctive sign without permission.
Mobile Policy
- Employees are prohibited from using phones during work hours. If there is an urgent situation, the family or friends of the employees can reach them through the company emergency contact number, which will be provided by the company.
- All employees must store their mobile phones in the company locker during working hours.
Anti bribery and money laundering
All employees are expected to act honestly and follow the law when dealing with others inside or outside the company. Bribery, money laundering, or trying to gain unfair advantage in any way is strictly not allowed. The company has zero tolerance for such actions and will take strict action if this rule is broken.
Freelancing & Conflict of interest
Employees are strictly prohibited from engaging in freelancing or working with competitors/clients of the company directly or indirectly during their employment.
Violation of this clause will lead to termination without notice and potential legal action.
No Retaliation
The code of conduct policy prohibits any retaliation against an employee who speaks up against any misconduct within the company. Such an action would violate the code of conduct. No employee should face negative consequences for raising a concern.
Environment & Sustainability
We are committed to environmental protection and sustainability in our code of conduct policy. We strive to minimize our environmental impact as a company. We also provide regular training to our employees on how to conserve the environment.
Failure to comply with code of conduct:
We expect all our employees to adhere to the code of conduct and uphold the values of our organization. Any violation of the code of conduct will result in serious consequences, which may include suspension of service or termination of employment.
Notice period policy
During probation, employment can be terminated by either party with a 7 day written notice or salary in lieu.
Resignation During Probation
To resign during probation, submit a written notice to your TL and HR with at least 7 day’s notice. Complete all handovers, return company property, and follow HR’s exit process. Final dues will be cleared as per company policy.
Notice Period Guidelines
During the notice period, employees are expected to perform their duties as per the terms of their employment contract. Any misconduct or unprofessional behaviour during this time may lead to disciplinary action.
Termination policy- Probationary Employees
- Reasons for Termination
A probationary employee may be terminated for the following reasons:
- Unsatisfactory job performance
- Repeated violations of company policies
- Serious misconduct such as theft, fraud, violence, or harassment
- Notice Period
- The company is not required to provide notice during the probation period but may choose to do so.
- Employees who wish to resign during probation must provide at least 7 days notice.
- Company Property
- All company property (e.g ID cards, laptops, documents) must be returned before final settlement is processed.
- Performance and conduct issues
- If a probationary employee is underperforming or shows inappropriate behavior, the TL or HR must address the issue in a formal discussion.
- The conversation should be documented and signed by both the employee and an HR representative.
- Disciplinary warnings
- If a probationary employee violates rules of conduct or attendance, they will receive either a verbal warning or a written notice, depending on the severity of the situation.
Transfer policy- Probationary Employees
- Employees on probation can be transferred based on business needs.
- Transfers may occur across locations, departments or teams.
- No transfer requests will be accepted during the probation period.
- The probation period will continue after the transfer.
- The final decision on transfer lies with the TL/HR.
- Employees must accept the transfer unless they have a valid reason supported by evidence.
- Transfers will not affect the employee’s salary, job status, or rank.
- Employees are required to report to the new position and begin work on the specified date.
- A temporary transfer means the employee is assigned to a different job for a limited period.
Three points for Employment Confirmation
To confirm their employment after probation, new employees must meet three essential criteria. These criteria are set by the organization and must be followed strictly. The TL and HR department will verify the compliance of the criteria and issue the employment confirmation accordingly.
Work performance was satisfactory as per organizational standard
The Role Profile Form and the work plan are collected by the HR department. They reflect the new employee’s agreement to execute certain tasks within specific deadlines. The TL monitors the new employee’s progress and performance. If they do not match the agreed work plan and the set target, the TL can decide that the performance was unsatisfactory. The HR department provides job training, self-managed learning and coaching to the new employee before and during the work execution. The first condition of employment confirmation is met if the new employee performs as per the set standard.
Conduct, Attendance, and punctuality was good
Attendance and punctuality will be tracked via the company CRM. New employees must be on time and complete full working hours daily. Leave during probation is not allowed. Any lateness, early exit, or negative team feedback may impact your performance review and retention.
Leave record was satisfactory
During the initial phase of employment, new hires are not eligible for any paid or unpaid time off. This is to ensure that they receive adequate training and orientation before taking on their full responsibilities.
Entire Agreement
This policy constitutes the entire agreement between the employee and the organization regarding employment terms and conditions. No other agreements, representations, or warranties have been made.
Amendments
This policy may be amended from time to time by the organization, and the employee will be noticed of any changes.
By signing below, the employee acknowledges that they have read, understood, and agreed to the terms and conditions outlined in this policy.
Employee signature…………………………………………………………………………………
Date:…………………………………………………….
Organization signature………………………………………………………………………………
Date…………………………………………….
Term and Conditions
Probationary Employees
- The Board reserves the right to change, update, revise or revoke these Service Rules at any time as it deems fit. The changes will be effective as per the orders issued.
- The rules may be relaxed by the Chief officer & HOD to help any employee or group of employees who face difficulties, as long as he explains his reasons. He may also make additional rules/orders to achieve the purpose of these rules and make any necessary changes in the procedure.
Job duties and responsibilities
- The employee’s performance will be evaluated for three months during the probation period.
- Probationary employees are not eligible for paid leave, health insurance, or other benefits until they successfully complete their probationary period and become regular employees.
- Probationary employees may be terminated at any time during their probationary period, with or without cause, and with or without notice, at the sole discretion of the employer.
- Probationary employees are expected to comply with all the rules and regulations of the employer, and to perform their duties in a satisfactory manner. Failure to do so may result in disciplinary action or termination.
- If you are on probation, you must communicate only with your designated team leader and human resources for any task you are given. This is to ensure that you receive proper guidance and feedback during this period. Please do not contact other employees or managers unless instructed otherwise.
- All probation employees are required to complete their work during office hours only. Working from home is not permitted under any circumstances. This is a strict policy that must be followed by all new hires.
- Probationary employees must undergo a performance review at the end of their probationary period, based on which the employer will decide whether to retain them as regular employees, extend their probationary period, or terminate their employment.
Training Period
- No leave is permitted during the training period.
- There will be 6 days during the training period until the completion of OJT( On the job training)
- Your Training will be 9:30am to 5:30pm from Monday to Friday with a certification on saturday OFF in Training Period
- Consecutive absenteeism during your training period may result in your removal from the training without pay.
- During the Training Period,there will be assessment rounds conducted by the trainer or the Manager, Failing on assessment before the OJT(On-the-Job-Training)will lead the Management to decide to extend your training or dissolve your employment with US without Training Payoff.
- 6 days Training Period will be paid of Rs-
- Upon successful completion of the training period,you will be assigned to your designated team as per the process requirements and that will be the starting day of your discussed salary.
- OJT will be for 90 days after completion Training and timing will be 9:30am-5:30pm from MONDAY to SATURDAY will a SUNDAY Off.
Identity Cards Policy
- Every employee of the Corporation would be provided with an identity card.
- The first issue of the card will be free of charge. Loss of the card shall immediately be reported by the employee to their representative management. A new card shall be issued on payment of rupees four hundred only.
- Every employee leaving the service of the Corporation for any reason whatsoever, shall surrender his identity card.
- Employees are required to log their daily attendance accurately using the CRM portal: connect.minnionctech.com
Dress code policy
Employees must wear the company T-shirt with formal pants or trousers and appropriate footwear (shoes or sandals) to maintain a professional brand image.On approved alternate days, a relaxed dress code may be allowed with prior notice
Use of Personal laptops
The use of personal laptops within company premises is strictly prohibited. Employees are required to utilized company-issued devices for all work-related activities to ensure data security and compliance with internal policies.
Courier & Personal Deliveries policy
To maintain operational efficiency and ensure security, couriers and personal deliveries are not permitted beyond the office premises. Employees expecting deliveries should instruct the courier to hand over the package to the security personnel or leave it at the designated reception area.
Late coming policy for employees
Office Timing
Start time: You must reach the office by 9:45 am from Monday to Saturday.
If you arrive after 9:45 am, you will be marked as late.
Frequent late arrivals may lead to a warning or salary deduction.
Lunch break timing
Lunch break duration: 45 min ( 1:30 p.m to 2:15 p.m)
If you take more than 45 min for lunch without permission, it will be treated as late return.
Repeated late returns from lunch may lead to a warning or leave deduction.
Exceptions
Inform your TL or HR in advance if you are getting late due to any genuine reason.
Proof may be required in some cases.
Extension of Probationary contract
The extension of the probationary contract is not that common but considered in few circumstances. It is mandatory that the extension of the probationary contract is agreed upon by both the party. The cases given below are eligible for the extension of probationary contract-
- Maternity leave or Adoptive/Parental leave
The probation period of an employee who takes maternity or adoptive leave during probation will be suspended according to the government policies applicable to each case. The employee will resume their probation period when they return from leave.
- Non-recurring illness
The probation period is a time to evaluate the employee’s performance and suitability for the job. If the employee suffers from a non-recurring illness during this time, the probation period will be paused until the employee returns to work.
Change of Address
- Every employee must notify to the management his residential address on joining the Corporation’s service and must also notify any changes therein.
Service Certificate
- On receipt of a request, every employee may be furnished with a service certificate at the time of discharge, dismissal, termination of his service, resignation or retrenchment, giving duration of his employment in the Corporation, posts held by the employees, pay scale of the last post held and the pay drawn by the employee at the time of his leaving the Corporation.
Code of conduct
Safety and security of company’s property
The company expects its employees to take good care of its property and prevent any damage, loss or misuse.Employees must not use or sell any company property for personal benefit. This clause applies to all forms of company property.
Involvement in another business or employment
Our corporate code of conduct requires employees to refrain from any other business or employment activities. Employees should dedicate their time and efforts to advancing the company’s interests. Violating this policy may result in disciplinary action.
Harassment:
Harassing anyone based on age, sex, religion, race, caste, disability, marital status, or gender violates our work ethics. We expect our employees to support each other and prevent such behavior. This is part of our code of conduct at work.
Alcohol or illegal substance use
All employees must follow the company’s policy on substance abuse. No alcohol or drugs etc allowed. Breaking the rules may lead to dismissal or other action.
No Personal contact with customers
The code of conduct prohibits employees from sharing or requesting personal contact information, such as phone numbers or email addresses, or contacting each other outside of work. This is a serious breach of the code of conduct and may result in disciplinary action.
Reporting of unethical or illegal behaviour
If you witness or suspect any unethical or illegal behaviour, you have a duty to report it to your supervisor or senior management. If you feel uncomfortable doing so, you can contact the audit committee instead.
Data Privacy & Confidentiality
The company collects data from its employees for internal purposes only and respects their privacy. Any external sharing of such data requires the prior approval of senior management.
Also All employees must sign a Non Disclosure Agreement (NDA).Any sharing or misuse of confidential company/client data will lead to legal action and immediate termination.
Right dealing
Our code of conduct requires all employees to act ethically and honestly with our customers, suppliers and stakeholders. We do not tolerate any abuse of power or dishonesty in our dealings. We expect everyone to uphold our values and reputation.
Social Media & Brand Representation
We have a responsibility to protect the confidentiality and reputation of our company. Therefore, we must follow the company code of conduct when sharing any content related to our work on any online platform. This includes obtaining approval from the senior management before posting anything, and refraining from disclosing any information about our colleagues, customers, projects, etc.( Misrepresentation or negative posts about the company will be treated as professional misconduct.)
We must also respect the intellectual property rights of our company and avoid using its logo, trademark or any other distinctive sign without permission.
Mobile Policy
- Employees are prohibited from using phones during work hours. If there is an urgent situation, the family or friends of the employees can reach them through the company emergency contact number, which will be provided by the company.
- All employees must store their mobile phones in the company locker during working hours.
Anti bribery and money laundering
All employees are expected to act honestly and follow the law when dealing with others inside or outside the company. Bribery, money laundering, or trying to gain unfair advantage in any way is strictly not allowed. The company has zero tolerance for such actions and will take strict action if this rule is broken.
Freelancing & Conflict of interest
Employees are strictly prohibited from engaging in freelancing or working with competitors/clients of the company directly or indirectly during their employment.
Violation of this clause will lead to termination without notice and potential legal action.
No Retaliation
The code of conduct policy prohibits any retaliation against an employee who speaks up against any misconduct within the company. Such an action would violate the code of conduct. No employee should face negative consequences for raising a concern.
Environment & Sustainability
We are committed to environmental protection and sustainability in our code of conduct policy. We strive to minimize our environmental impact as a company. We also provide regular training to our employees on how to conserve the environment.
Failure to comply with code of conduct:
We expect all our employees to adhere to the code of conduct and uphold the values of our organization. Any violation of the code of conduct will result in serious consequences, which may include suspension of service or termination of employment.
Notice period policy
During probation, employment can be terminated by either party with a 7 day written notice or salary in lieu.
Resignation During Probation
To resign during probation, submit a written notice to your TL and HR with at least 7 day’s notice. Complete all handovers, return company property, and follow HR’s exit process. Final dues will be cleared as per company policy.
Notice Period Guidelines
During the notice period, employees are expected to perform their duties as per the terms of their employment contract. Any misconduct or unprofessional behaviour during this time may lead to disciplinary action.
Termination policy- Probationary Employees
- Reasons for Termination
A probationary employee may be terminated for the following reasons:
- Unsatisfactory job performance
- Repeated violations of company policies
- Serious misconduct such as theft, fraud, violence, or harassment
- Notice Period
- The company is not required to provide notice during the probation period but may choose to do so.
- Employees who wish to resign during probation must provide at least 7 days notice.
- Company Property
- All company property (e.g ID cards, laptops, documents) must be returned before final settlement is processed.
- Performance and conduct issues
- If a probationary employee is underperforming or shows inappropriate behavior, the TL or HR must address the issue in a formal discussion.
- The conversation should be documented and signed by both the employee and an HR representative.
- Disciplinary warnings
- If a probationary employee violates rules of conduct or attendance, they will receive either a verbal warning or a written notice, depending on the severity of the situation.
Transfer policy- Probationary Employees
- Employees on probation can be transferred based on business needs.
- Transfers may occur across locations, departments or teams.
- No transfer requests will be accepted during the probation period.
- The probation period will continue after the transfer.
- The final decision on transfer lies with the TL/HR.
- Employees must accept the transfer unless they have a valid reason supported by evidence.
- Transfers will not affect the employee’s salary, job status, or rank.
- Employees are required to report to the new position and begin work on the specified date.
- A temporary transfer means the employee is assigned to a different job for a limited period.
Three points for Employment Confirmation
To confirm their employment after probation, new employees must meet three essential criteria. These criteria are set by the organization and must be followed strictly. The TL and HR department will verify the compliance of the criteria and issue the employment confirmation accordingly.
Work performance was satisfactory as per organizational standard
The Role Profile Form and the work plan are collected by the HR department. They reflect the new employee’s agreement to execute certain tasks within specific deadlines. The TL monitors the new employee’s progress and performance. If they do not match the agreed work plan and the set target, the TL can decide that the performance was unsatisfactory. The HR department provides job training, self-managed learning and coaching to the new employee before and during the work execution. The first condition of employment confirmation is met if the new employee performs as per the set standard.
Conduct, Attendance, and punctuality was good
Attendance and punctuality will be tracked via the company CRM. New employees must be on time and complete full working hours daily. Leave during probation is not allowed. Any lateness, early exit, or negative team feedback may impact your performance review and retention.
Leave record was satisfactory
During the initial phase of employment, new hires are not eligible for any paid or unpaid time off. This is to ensure that they receive adequate training and orientation before taking on their full responsibilities.
Entire Agreement
This policy constitutes the entire agreement between the employee and the organization regarding employment terms and conditions. No other agreements, representations, or warranties have been made.
Amendments
This policy may be amended from time to time by the organization, and the employee will be noticed of any changes.
By signing below, the employee acknowledges that they have read, understood, and agreed to the terms and conditions outlined in this policy.
Employee signature…………………………………………………………………………………
Date:…………………………………………………….
Organization signature………………………………………………………………………………
Date…………………………………………….