We are compliant with municipal, national, regional, etc., laws that are applicable to our business. The legal compliances of the Company must be done by all of our employees and those operating on our behalf. All environmental, safety and fair, as well as ethical trade practices, must be followed.
Hefty monetary penalties, imprisonment, tarnishing of goodwill, damage to our business connections, etc. are some of the consequences of breaking the law
1.2 Dress and Appearance
The Company is very well established in the market, and our clients have a specific perception about the Company, so the employees must therefore at all costs maintain a neat, clean, and appropriate appearance for their specific area of work irrespective of Religion or personal preferences employees must be in Indian/Western Formal Code in the office premises. At all times, a high level of personal hygiene is expected.
1.3 Responsibilities and Behaviour
Each employee is personally accountable for their performance, behaviour, and attendance in the workplace. Employees must fulfil their responsibilities in accordance with company policies and act in a manner consistent with our values.
1.4 Conflict of Interest
You shall not have entered into any other agreement or arrangement that would conflict with the terms & conditions of your employment with the Company or prevent you from fully performing your job responsibilities for the Company.
1.5 Financial Interest
Employees must avoid financial gains or ventures that may directly or indirectly interfere with or impair the performance of their duties or the Company’s purposes or activities.
1.6 MISUSE OF ASSETS OR SERVICES
Using any funds or other assets of the Company, or providing any services for any purpose, that is unauthorized by the Company or violates the law of any applicable jurisdiction (domestic or foreign) is strictly prohibited.
1.7 ACCURATE AND COMPLETE RECORDS
Employees should ensure that corporate records fairly and accurately reflect all transactions and dispositions of our assets in reasonable detail. No false or artificial entries shall be made in any Company books or records for any reason, and no employee shall engage in any arrangement that results in such a prohibited act. Employees are expected to cooperate fully with auditors of the Company.
No offer of or payment of any gift, loan or gratuity is to be made either directly or indirectly to any business or government entity or any employee of such in exchange for or otherwise to procure business for the Company. Gifts and entertainment may be used with representatives of customers or potential customers if they are of limited value, are customary in the situation, are legal and their public disclosure would not embarrass the Company.
1.9 COMPLIANCE WITH THIS POLICY
All Directors, Employees and Officers of the Company are responsible for the enforcement of and compliance with this Policy and to ensure Employees' knowledge and compliance. All recipients of this Policy and any agents of the Company have the responsibility to fully comply with this Policy.
Article 2.1 The Company aims to create equal opportunities where all employees from different backgrounds may function without any barriers. The company provides fair opportunity to all employees to participate, develop and contribute freely and equitably.
Article 2.2 The Company prohibits any kind of discrimination, harassment, victimization, or any other unfair practice against an employee and/or a business associate on the grounds of age, colour, origin, nationality, disability, race, religion, caste, gender, sex, sexual orientation, personal characteristic, or status.
Article 2.3 Any person who believes himself or herself to have been subjected to adverse discrimination, or impermissible positive discrimination, on the basis of the Discrimination Characteristics is encouraged to bring the matter to the attention of the Internal Complaint Committee at the earliest practical opportunity.
Article 3.1 Employees must clock in and clock out prior and after each shift. If there is any problem recording a clock-in or clock-out, employees should inform the manager immediately via an email.
Article 3.2 Employees are expected to regularise such clock-in / out in the system at the earliest for any late arrivals, early departures or excused leave of absence with the approval of respective Managers; failing which, Loss of Pay (LOP) rules will apply.
Article 3.3 Late to office by more than 15 mins and less than 30 mins entitles to : ½ day leave.
Article 3.4 Late to office by more than 30 mins for 3 days in a month : 1 day leave.
Article 3.5 Early departure from office by more than 30 mins and less than 1 hr : ½ day leave
Article 3.6 Early departure from office by more than 1 hr for 3 days in a month : 1 day leave
Article 3.7 Employees are given a five-minute grace period at the start and end of each scheduled shift and for breaks and for lunch.
Article 3.8 Employees are required to report an absence by email or application, as applicable in the organisation. Employees must make prior calls each day when they are absent. Failure to call one hour prior to a shift will result in a no call-no show and subsequent LOP.
Article 3.9 Appropriate leave must be applied promptly within a reasonable period of time for such unscheduled leave of absence, failing which LOP will be applied for that day(s)
Article 3.10 In the event an LOP has been applied and the respective Manager feels appropriate to reverse such action, then LOP Reversal has to be applied for those days so that the employee shall receive back the deducted pay in the next pay cycle.
Article 3.11 If no information about leave, it will be considered as Loss of Pay
Article 3.12 If an employee is absent for three or more consecutive days, evidence for excusing the absence - such as a doctor’s note - must be provided.
Article 3.13 If an employee is a no call-no show for three or more consecutive days, it will be considered a job abandonment or termination without notice.
Article 3.14 Employees may request exceptions for extended work absences from their respective Managers & Human Resources. These must be approved on a case-by-case basis.
Article 3.15 Excused, Unpaid Absences Without Disciplinary Action.
Excused, unpaid absences can be granted for funerals, court duty, childbirth, accident, medical appointment and such unavoidable emergencies. In these cases, employees must provide documentation when demanded to prove the reason for absence.
Article 3.16 Failure to Clock In or Clock Out
Employees must clock in and clock out for each shift. If there is any problem recording a clock-in or clock-out, employees should inform the manager immediately. Employees who consistently fail to clock in or clock out may receive disciplinary action up to and including loss of pay and in extreme cases, termination of employment.
Article 3.17 Special Circumstance and Exception
Reporting Manager & HR can jointly take a decision to excuse genuine and valid leaves of absence on the basis of documentation or fact findings performed by them as deemed fit. Any Deviation from this policy must be approved by HR.
Article 3.18 Non-compliance and Consequence
Attendance management is mandatory under Labour laws and its non-adherence will lead to non-compliance. Any changes to the policy have to be approved by Legal and Compliance.
Article 4.1 Policy Statement
For the purpose of the policy, Grievances means individual grievance and includes all matters but excludes the following:
Those already covered under Code of Conduct Policy, POSH Policy, Employee relationships Policy, Violence at workplace Policy, EEO&AD policy, Maternity benefits Policy & Employee Performance Appraisal & Salary review policy.
Grievance pertaining to, or arising out of, disciplinary action or appeal against such actions.
Article 4.2 Grievance Statement and Policy
A grievance can be defined as any sort of dissatisfaction, which needs to be addressed in order to enable staff to function efficiently and effectively within the organization. A grievance is a sign of an employee's discontentment with his/her job or work environment or equipment / tools or workstation or relationship with colleagues
Broadly, a grievance can be stated to be any discontentment or dissatisfaction with any aspect of the organization, except as stated in Sec.4.1 of this document, which if resolved purposefully, benefits the Organization, or employees and if not handled assertively, tactfully and empathetically, can disturb the equilibrium in the relationships and rapport levels.
Techzex Software Private Limited’s grievance policy is designed to provide an effective procedure for resolution of problems, wherever it is feasible or possible and are within the source, resource and limits of the organisation. ’s policy engrains a disciplined procedure that will ensure consistent and equitable treatment to all employees
Any grievance pertaining to HR-related matters will be dealt with by HR in accordance with the appropriate policy guidelines as mentioned in Sec.4.1 of this document, including any disciplinary actions or procedures.
4.3 Criteria
Except for gross misconduct, no employee will be dismissed for a first breach of discipline under this policy. The level of any formal action will be dependent on the seriousness of the offence, having regard to the need for fairness and natural justice.
The procedure is internal to Techzex Software Private Limited and does not allow for any external representation.
No disciplinary action will be taken against an employee until the case has been fully investigated.
Article 4.4 Grievance Redressal Procedure
The following process should be followed for expressing and seeking redressal to a grievance.
Employees may communicate their grievance in writing to their Manager first while at the same time, addressing a copy to the concerned department Head. In case the grievance involves the Manager, then the employee can contact the Manager’s Manager, while simultaneously copying the concerned Manager.
The concerned manager must immediately acknowledge receipt of the grievance in writing informing the employee of the receipt of grievance and inviting the employee for a formal meeting.
If the grievance pertains to the same function where the employee works, the has to review and resolve the same based on the feasibility or commit to a timeline by which the same could be resolved as per dependency on other departments / functions / vendors or factors.
In other cases, Manager may consult with the concerned departments or functions to which the grievance pertains to for their action or feedback and revert to the employee with a course of action / solution within 7 working days from the date of receipt of grievance.
Article 2.3 Any person who believes himself or herself to have been subjected to adverse discrimination, or impermissible positive discrimination, on the basis of the Discrimination Characteristics is encouraged to bring the matter to the attention of the Internal Complaint Committee at the earliest practical opportunity.
Article 2.1 The Company aims to create equal opportunities where all employees from different backgrounds may function without any barriers. The company provides fair opportunity to all employees to participate, develop and contribute freely and equitably.
Article 2.2 The Company prohibits any kind of discrimination, harassment, victimization, or any other unfair practice against an employee and/or a business associate on the grounds of age, colour, origin, nationality, disability, race, religion, caste, gender, sex, sexual orientation, personal characteristic, or status.
Article 2.3 Any person who believes himself or herself to have been subjected to adverse discrimination, or impermissible positive discrimination, on the basis of the Discrimination Characteristics is encouraged to bring the matter to the attention of the Internal Complaint Committee at the earliest practical opportunity.
Article 2.1 The Company aims to create equal opportunities where all employees from different backgrounds may function without any barriers. The company provides fair opportunity to all employees to participate, develop and contribute freely and equitably.
Article 2.2 The Company prohibits any kind of discrimination, harassment, victimization, or any other unfair practice against an employee and/or a business associate on the grounds of age, colour, origin, nationality, disability, race, religion, caste, gender, sex, sexual orientation, personal characteristic, or status.
Article 2.3 Any person who believes himself or herself to have been subjected to adverse discrimination, or impermissible positive discrimination, on the basis of the Discrimination Characteristics is encouraged to bring the matter to the attention of the Internal Complaint Committee at the earliest practical opportunity.
