Alacritys Company Policies for Employees

Guidelines for all employees, contractors, and associates, define the expected behavior while representing our company in the fields of Architecture, Interior Design, Vaastu, Landscape, and Digital Media.

• This policy emphasizes professional conduct centered on respect, dignity, and collaboration, rejecting discrimination and harassment.
• It advocates ethical behavior, including honesty, transparency, and the prohibition of fraudulent practices.
• Swift disclosure of conflicts of interest is mandated, ensuring integrity in design and digital media.
• We uphold sustainable practices and respect for local communities and cultural sensitivities.
• Strict adherence to laws, regulations, and industry standards is required.
• Employees must report code violations to the appropriate authorities within the organization.

At Alacritys, we prioritize safeguarding sensitive client information, proprietary designs, client details, and business strategies. This policy clarifies obligations and consequences related to confidentiality.

• Protecting Sensitive Client Information: Client-related information obtained during work is confidential, including project specifics, budgets, and personal data. Access to confidential client information is restricted to authorized individuals performing their duties.
• Prohibiting Disclosure of Confidential Information: Sharing, disclosing, or transmitting confidential designs, client data, or proprietary information without written consent is strictly prohibited. This policy covers confidential data in electronic form.
• Breach Consequences: Breaches result in disciplinary action, including termination of employment or contracts. Legal action may be taken against violators, potentially resulting in liability for damages.
• Reporting Violations: Employees must promptly report breaches to the relevant authorities within the organization. Reporting is vital to maintain the integrity of our commitment to confidentiality.

At Alacritys, we prioritize safeguarding intellectual property and upholding copyright laws in our dynamic sectors. This policy emphasizes our dedication to defining ownership, addressing copyright requirements, and ensuring licensing and usage rights compliance.

• Ownership of Design Work and Intellectual Property: Designs and intellectual property crafted by employees during employment belong to Alacritys. Ownership for contractors is defined transparently in contractual agreements, ensuring fairness.
• Copyright Laws and Attributions: All team members must grasp basic copyright laws and their implications in our fields—mandatory attribution for third-party content usage, giving credit to original creators.
• Compliance with Licensing and Usage Rights: Strict adherence to software, stock assets, or other resource licenses. Respect and comply with usage rights associated with purchased assets in all projects.
• Confidentiality and Non-Disclosure: Ensure the confidentiality of design details, client information, and proprietary data. When needed, engage in non-disclosure agreements to safeguard confidential information.

At Alacritys, we are dedicated to cultivating a workplace that celebrates diversity and offers equal opportunities. This policy reinforces our commitment to inclusivity, prohibiting discrimination and harassment, and ensuring compliance with anti-discrimination laws.

This policy emphasizes promoting diversity, prohibiting discrimination and harassment, ensuring compliance with anti-discrimination laws, embracing equal opportunity practices, encouraging reporting of concerns without fear of retaliation, conducting regular assessments for improvement, and establishing mechanisms for continuous employee feedback.

Leave Policy: Leaves get broadly divided based on their applicability to establishments covered under the Shops and Establishment Act. Leaves are calculated for the calendar year January to December.

Source: Section 18 of the Maharashtra Shops and Establishment (Regulation of Employment and Conditions of Service) Act, 2017

Earned leaves/ Privilege leaves/ Flexi Holidays/ Vacation Leaves/ Annual Leaves:

1. Each new employee is entitled to 16 working days of Earned Leaves or Annual Leaves after completing 240 days of employment, provided the employee has followed all company policies during this period.
2. Annual Leaves are accrued quarterly. Entitlement is 4 days after completing 60 working days within each 3-month period.
3. Annual Leaves can be carried forward for up to a maximum of 2 years on a year-end basis. Any balance leaves remaining after 2 years will be encashed against the basic salary.
4. Suffixed or prefixed holidays to the annual leave period shall not be counted as part of Annual Leaves. For example, if an employee takes leave on Saturday and Monday, Sunday will also be considered part of the leave, making it a 3-day leave.
5. Employees must provide a minimum notice of 7 days for quarterly leave requests and 30 days for accrual of Annual Leaves.
6. The process for requesting and approving Quarterly and Annual Leaves must be followed. Employees are required to email the employer with all the necessary details, similar to the Unpaid Leave process.
7. Employees may take partial days off from their Annual Leaves, provided they give 7 days’ prior notice.
8. The company reserves the right to deny a leave request if workload or other responsibilities require the employee's presence. Communication will be made regarding such decisions.
9. The company will not compensate employees in cash for any unused or balanced Annual Leaves upon separation from the company.

Casual Leaves:

1. Each employee is entitled to 1 paid Casual Leave per month after completing the first 3 months of the company value and work process period. (Updated on 4th January 2025)
2. Casual Leaves may be used for personal matters such as family emergencies, unforeseen circumstances, or non-health-related reasons.
3. Casual Leaves cannot be carried forward to the next year.
4. For planned leave, employees must notify the employer at least 2 days in advance via email and obtain approval. For emergency leave, the employer should be informed as soon as possible on the same day. (4th January 2025)
5. Casual Leaves can be taken as full days or half-days, depending on the situation. (4th January 2025)
6. Optional: Up to 4 annual unused casual leaves can be carried forward within the same calendar year. (4th January 2025)
7. Optional: Up to 4 annual unused casual leaves can be converted to earned leaves in the leave account annually. (4th January 2025)
8. Any remaining unused casual leaves will lapse at the end of the calendar year. (4th January 2025)
9. Paid Casual Leave Approval:
   • For 1 day of leave – request at least 2 days in advance
   • For 2 days of leave – request at least 4 days in advance
   • For up to 4 days of leave – request at least 8 days in advance. Approval must be obtained before proceeding. (Added on 4th January 2025)

Sick Leaves:

1. Each employee is entitled to 1 paid Sick Leave per month after completing the first 3 months of the company value and work process-based training period. (Updated on 4th January 2025)
2. These leaves can be used for personal illness, medical emergencies, or minor injuries.
3. Optional: Up to 4 annual unused sick leaves can be carried forward to the next year, up to a maximum limit of 30 days. (4th January 2025)
4. Optional: Up to 4 annual unused sick leaves can be converted to earned leaves in the leave account annually. (4th January 2025)
5. Any remaining unused sick leaves will lapse at the end of the calendar year. (4th January 2025)
6. Employees must provide valid medical certificates for sick leaves taken for 3 consecutive days or more.
7. Paid Sick Leaves Approval: Employees are required to inform the employer via call or message as soon as possible when taking sick leave. (Added on 4th January 2025)

Emergency Leaves: Inform the employer of unforeseen emergencies; requests are reviewed case-by-case, whether paid or unpaid, and require documentation. Confidentiality is maintained, and support is provided, for alignment with employee needs and company values.

Maternity/ Paternity Leaves: At Alacritys, we currently do not provide specific Maternity or Paternity Leave benefits. While we recognize the importance of work-life balance and supporting employees during significant life events, this leave policy does not include dedicated leaves for these purposes at this time.

We encourage open communication between employees and employers to discuss and plan for any anticipated time away, and we remain committed to exploring options that align with our company’s resources and policies to better support our employees in the future.

Unpaid Leaves: The procedure for requesting and taking unpaid leave is a critical aspect of our company’s policies. The employee needs to follow the below steps to outline this process:

1. Request Submission: The employee must submit an email with a written request for unpaid leave to the employer, detailing the reason, intended duration, and specific dates.
2. Timing of Request: Requests should be submitted at least 7 days in advance, or promptly in the case of unforeseen circumstances.
3. Employer Approval: The employer will review the request within 1–2 days and communicate approval or denial promptly, considering the impact on the company.
4. Employee Notification: The employee must acknowledge the employer’s decision and follow any guidance or additional steps provided.
5. Communication During Leave: The employee must state in the written request that they will remain in communication with the company team or employer during the leave for any company-related work, if required.
6. Return-to-Work Process: The employee must mention their intended return date in the written request and is expected to resume work on that date.
7. Unpaid Leave Policy: All unpaid leaves must be pre-approved. Unapproved leaves will result in salary deductions. Repeated or disruptive absences may result in up to 2 times the salary deduction. Employees may appeal penalties by submitting a written explanation within three working days. (Updated on 4th January 2025)
8. Company Loss Clause: If unauthorized leave causes significant disruption to business operations or financial losses, the company reserves the right to:
   • First offense: Verbal or written warning.
   • Second offense: Deduction of salary up to 2 times for the unauthorized leave day(s).
   • Third offense: Disqualification from performance bonuses or other incentives, or termination of employment.
   (Updated on 4th January 2025)

Employees are expected to adhere to company policies and procedures regarding Unpaid Leave/s.

Holiday Policy: Holidays get broadly divided based on their applicability to establishments covered under the Shops and Establishment Act. Holidays are calculated for the calendar year January to December.

Source: Section 18 of the Maharashtra Shops and Establishment (Regulation of Employment and Conditions of Service) Act, 2017

Public Holidays: A total of 7 days mandatory and restricted leaves in a year from the below –

*Mandatory Holidays – 4 days

• 26th January
• 15th August
• 2nd October
• 1st May (Updated on 4th January 2025)

Restricted Holidays/ not compulsory - 2 days:

• Holi
• Mahavir Jayanti
• Good Friday
• Id-Ul-Fitr
• Buddha Purnima
• Id-Ul-Zuha (Bakri Id)
• Muharram
• Janmashtami (Vaishnavi)
• Ganesh Visarjan
• Dussehra (Vijayadashami)
• Id-E-Milad (Birthday of Prophet Mohammed)
• Diwali (Deepavali)
• Guru Nanak’s Birthday
• Christmas Day

Alacritys recognizes the above two marked holidays as per Section 18 of the Maharashtra Shops and Establishment (Regulation of Employment and Conditions of Service) Act, 2017. While not compulsory, they can be substituted with any of the listed holidays following team discussion. This policy applies to all employees in the company.

Optional / Floating Holidays that the employee can choose from below - 2 days:

• Lohri
• Makar Sankranti / Magha Bihu / Pongal
• Shri Ganesh Jayanti
• Hazrat Ali’s Birthday
• Guru Govind Singh’s Birthday
• Maha Shivratri
• Holika Dahan / Dolyatra / Pessah (Jew)
• Jamat-Ul-Vida
• Shavuot (Jew)
• Rath Yatra
• Guru Purnima
• Nag Panchami
• Raksha Bandhan / Narali Pournima
• Parsi New Year / Navroz
• Janmashtami (Smarta) / Shri Krishna Jayanti
• Onam / Thiruonam Day
• Anant Chaturdashi
• Ghatasthapana
• Rosh Hashanah (Jew)
• Dussehra (Maha Ashtami)
• Yom Kippur (Jew)
• Shavuot (Jew)
• Karaka Chaturthi (Karva Chauth)
• Simchat Torah (Jew)
• Govardhan Puja
• Balipratipada / Bhaidooj
• Guru Teg Bahadur’s Martyrdom Day
• Dr. Babasaheb Ambedkar Punyatithi
• Shri Datta Jayanti
• Hanukkah (Jew)
• Boxing Day

Employee is encouraged to consider the holidays sanctioned by Section 18 of the Maharashtra Shops and Establishment (Regulation of Employment and Conditions of Service) Act, 2017. He/ She has the flexibility to select any two holidays from the above given list, provided the employee choose them and give in writing which two they decide to take as holidays at the time of onboarding process.

Compensatory Holidays: The employee is eligible for Compensatory Holidays within two months of working on holidays. The employee is entitled to this policy after completing the first 240 days of working with Alacritys. Also, except for casual and public leaves, these leaves can be monetized in the event of death, discharge (termination), or resignation. (rephrased on 4th January 2025)

Holidays: If the employee is looking for a Holiday schedule, he/ she needs to follow the below process by prior intimation through physical communication and by submitting his/ her request through email to the employer –

1. Rotation Procedure: Holidays are scheduled on a rotational basis to ensure fairness. The rotation schedule will be communicated at least 30 days in advance.
2. Request Procedures: Employees may request holidays off by submitting a formal request at least 30 days prior. Approval is subject to business needs.
3. Approval Process: Holiday requests will be reviewed within 2 to 3 days, considering workload and other relevant factors. Approved requests will be communicated to the employee promptly.
4. Priority System: In cases of overlapping requests, a priority system may be applied based on criteria such as the employee’s critical job role or urgency.
5. Special Considerations: Some roles may require specific holiday coverage. These requirements will be considered during the approval process.

*The company reserves the right to adjust the schedule due to unforeseen circumstances. Changes will be communicated promptly.

*An appeal process may be available for denied requests, as outlined in the company policies.

Office Working Days and Hours:

1. Office Timings: Standard office hours are from 9:00 AM to 6:30 PM. Employees have a flexibility window of ±30 minutes to manage their arrival and departure as per their preference.
2. Working Days: The official working schedule is 6 days a week.

Monthly Salary Timing: Salaries are processed and paid before the last working day of the 3rd week of each month.

3. Notice Period:

1. Planned Vacation Notice: Employees must provide a minimum of 30 days' notice when requesting planned vacations or taking accrued leaves.
2. Job Resignation Notice: The notice period for resigning from Alacritys is a minimum of 2 months (60 days).
3. Probationary Exemption: The standard notice period outlined above is not applicable during the first six months of the probation period. During probation, either party may terminate the employment without the formal notice or financial buyout clauses that apply to confirmed employees.
4. Buyout Policy: A buyout option is applicable for employees who do not serve their full notice period. The financial liability must be settled accordingly.
5. Trainer Exit Clause: Trainers who resign without serving their notice period must:
   • Refund the salary earned during their training period.
   • Refund the salary for the unserved portion of the notice period.
6. Permanent Employee Exit Clause: Permanent employees who resign without serving their full notice period must:
   • Refund the salary drawn for the last 6 months.
   • Refund the salary for the unserved portion of the notice period.
7. Third-Party Reimbursement Clause: If a trainer or permanent employee joins another company without serving their full notice period, the financial obligation (salary refunds as per above) is to be reimbursed by the new employer where the candidate joins.

Compensation Off: The employee is eligible for a compensatory off if he /she works on holidays.

Paid Time Off: Employees are awarded additional paid time off, instead of being paid overtime. This is an alternative to paying the employee for his/ her overtime or extra-time work, work during holidays, on a non-working day, or extra hours (extra hours will be calculated after 10 hours/ day). Employees can add paid time off (PTO) to his/ her annual leave accounts which can be encashed in the basic salary form.

Policy Updates: Alacritys holds the authority to enforce updates to its company policies as and when deemed necessary. Employees are required to monitor the policies regularly to ensure they remain informed of any revisions or amendments.

Employment Documentation (added on 4t January 2025): At Alacritys, we follow a structured approach to employment documentation to ensure clarity and transparency. Employees can expect some of the following important structured documents during their employment lifecycle –

1. Offer Letter: Upon selection, an offer letter will be issued detailing the terms of the job offer. A signed acknowledgment of the offer letter will be retained for company records. Note: The offer letter is for internal record purposes and will not be retained by the employee.
2. Appointment Letter: Upon acceptance of the offer, an appointment letter will be provided. This serves as the formal employment contract and is retained by the employee.
3. Acceptance of Appointment Letter: The employee is required to submit a signed acknowledgment of acceptance of the appointment letter for official company records.
4. Probation Confirmation Letter: Upon successful completion of the probation period, a confirmation letter will be issued to the employee.
5. Relieving Letter: At the time of separation, a relieving letter will be issued, provided the employee has served the required notice period and completed all exit formalities.
6. Experience Letter: An experience letter will be issued acknowledging the employee’s role, tenure, and contributions to the organization.
7. Acceptance of Relieving and Experience Letters: The employee must submit a signed acknowledgment confirming receipt and acceptance of the relieving and experience letters.
8. No Objection Certificate (NOC): Alongside the relieving and experience letters, employees will receive an NOC certifying that Alacritys has no objection to their employment with another organization.

Mandatory Documents for Onboarding: To ensure a smooth onboarding process and compliance with company and legal requirements, all new employees at Alacritys must submit the following mandatory documents:

1. Proof of Identity: Copies of government-issued identification documents are required:
   • Passport (optional)
   • Driver’s license (must)
   • Aadhaar card (must)
   • PAN card (must)
   • Voter ID card (must)
   • Passport-size photograph (must)
2. Proof of Address:
   • Recent utility bill (electricity or telephone) of your permanent residence (must)
   • Recent utility bill of your current residence (must)
   • 1-year bank statements (must)
3. Educational Certificates: Originals of all degrees, diplomas, and relevant certifications (must)
4. Professional References:
   • For experienced candidates: Contact information of previous employers or professional references on their official letterhead (must)
   • For freshers: Contact information of professional family members on their letterhead (must)
5. Work Experience Letters:
   • For experienced candidates: Letters or certificates from previous employers confirming work experience (must)
   • For freshers: Letter from college mentioning academic performance details (must)
6. Tax Information: PAN card and any other relevant tax-related documents (must) — required if the salary offered is above ₹50,000/month.
7. Bank Account Details: Bank account number, IFSC code, and bank name for salary processing (must)
8. Medical Fitness Certificate: A certificate indicating fitness for the role. The medical check-up will be arranged and subsidized by Alacritys. (must) (Updated on 4th January 2025)
9. Letter of Request: A formal letter expressing the candidate’s intent to join Alacritys, including interest in the role and the organization (must)
10. Letter of Recommendation: A letter from a known person or company (outside Alacritys) endorsing the candidate’s qualifications, character, and role suitability (must)
11. Professional Networking: The employee must connect their LinkedIn profile to Alacritys’ LinkedIn business page within the first 7 days of joining (must)

Timeline for Submission of mandatory documents (added on 4th January 2025):

1. Submission Deadline: All required documents must be submitted within 7 working days of joining the company.
2. Consequences of Delay: Failure to submit the documents within the stipulated time may result in delays in onboarding formalities or salary processing.

Onboarding Process:

1. Document Submission: New hires must submit all required documents within one week of joining Alacritys.
2. Employment Agreement: An official employment agreement will be provided for employees to review and sign as part of the onboarding process.
3. Orientation: New employees will attend an orientation program designed to familiarize them with company policies, culture, team structure, and their specific roles and responsibilities.
4. System Access and Resources: Employees will be granted access to necessary systems, official email accounts, and any tools or resources essential for performing their roles effectively.

By clearly outlining these additional requirements in the Onboarding and Documentation Policy, Alacritys ensures a thorough onboarding process, helping to select well-mannered candidates.

Required Documentation During Employment: Throughout employment at Alacritys, employees are expected to maintain the following documentation (*all below documents are a must):

1. Performance Appraisals: Employees will receive regular performance appraisal letters and feedback reports from the company.
2. Training Certificates: Certificates will be issued for any training programs or professional development courses completed during employment.
3. Promotion and Increment Letters: Official letters confirming any promotions or salary increments will be provided and should be retained by the employee.
4. Updated Personal Information: Employees must promptly notify the company of any changes to personal information, including address, contact details, or marital status, to keep records up to date.

Documentation Upon Resignation or Termination: Upon resigning from or being terminated by Alacritys, employees must ensure the following documentation is completed and submitted:

1. Resignation Letter: Submit a formal letter of resignation clearly stating the intention to leave and specifying the last working day.
2. No Objection Certificate (NOC): Obtain a NOC from the employer confirming that there are no outstanding dues or obligations.
3. Experience Certificate: Request and collect an experience certificate from Alacritys summarizing the employment period, roles, and responsibilities held.
4. Return of Company Property: Ensure all company property is returned, including:
   • Email account credentials
   • Laptops/desktops
   • Phones and other issued equipment
   • Any software, IDs, or access cards
5. Final Settlement: Complete all formalities for final settlement, including pending salary, bonuses, and any other dues as per company policy.

At Alacritys, we are dedicated to creating a positive, inclusive, and dynamic work environment where our team members can thrive and excel in their roles. Our policy outlines the principles and practices that define our organizational culture and ensure a safe workplace.

Key Aspects of Our Policy:

• Diversity and Inclusivity: We promote diversity and inclusivity, ensuring all team members feel valued and respected.
• Supportive Environment: We foster a supportive and respectful work environment where everyone can contribute and collaborate.
• Innovation and Creativity: We encourage innovation and creativity, empowering employees to explore new ideas and solutions.
• Recognition and Celebration: We recognize and celebrate achievements, fostering a culture of appreciation and motivation.
• Work-Life Balance: We support work-life balance, helping employees maintain a healthy and fulfilling personal and professional life.
• Professional Growth: We offer opportunities for professional growth, including training, development, and career advancement.
• Ethical Behavior: We promote ethical behavior and integrity, ensuring all actions align with our company values and mission.
• Workplace Health and Safety: We prioritize the health and safety of our employees, adhering to all relevant regulations and providing a safe working environment. This includes regular safety training, risk assessments, and access to necessary safety equipment.

By integrating these principles, Alacritys aims to create an environment where employees are motivated, supported, and safe, allowing them to excel in their roles and contribute to the company’s success.

At Alacritys, we prioritize fostering ongoing learning and professional development for our team members. Before implementing any of our programs, open communication is essential to ensure alignment and maximize benefits for both the company and employees. Our training and development policy encompasses the following key areas:

• Relevant Training Programs: Access to training in architecture, interior design, vaastu, landscape, and digital media.
• Professional Development: Support for attending workshops, seminars, and obtaining professional certifications.
• Mentorship and Coaching: Promotion of mentorship to facilitate knowledge transfer and continuous skill development.
• Learning Resources: Access to online courses, industry publications, and in-house training programs.
• Recognition and Rewards: Acknowledgment and rewards for employees who demonstrate commitment to continuous learning.
• Skill Gap Addressing: Regular performance assessments and targeted training initiatives to close skill gaps effectively.
• Innovation and Adaptability: Encouragement of innovation, experimentation, and adaptability in response to changes in the design and digital media industries.

This policy will be effective based on eligibility criteria – employees’ potential, remote work equipment and support, clear communication channels, regular check-ins, and performance evaluations, work hours and availability expectations, security and data protection measures, work-life balance, feedback, and improvement mechanisms, and fostering a culture of trust and accountability.

At Alacritys, we value continuous improvement, growth, and the professional development of our team members. Our performance evaluation and feedback policy is designed to promote a culture of excellence, accountability, and open communication in our dynamic fields.

This policy emphasizes setting clear performance expectations, conducting regular performance evaluations, providing constructive feedback, recognizing and rewarding achievements, offering opportunities for professional development, addressing performance issues promptly, fostering a culture of open communication, and ensuring fairness and transparency in evaluations.

At Alacritys, we are committed to fostering a positive work environment where employees feel valued, heard, and respected. Our complaint and grievance policy outlines the procedures for addressing concerns, resolving conflicts, and ensuring a harmonious workplace in our diverse fields.

This policy emphasizes open communication, formal complaint procedures, confidentiality and impartiality, timely resolution, support and guidance for employees, preventive measures, training and awareness, and fostering a culture of respect and inclusivity.

Employees must avoid situations where personal interests conflict with the company’s Disclose any potential conflicts promptly for assessment and mitigation. Failure to disclose may result in disciplinary action, up to termination, to uphold organizational integrity. This policy is designed to uphold the integrity of our company and ensure that all employees act in the best interest of the company.

To protect the interests of Alacritys and maintain the integrity of our training and development investments, we have established a non-compete policy for both trainers and employees.

For Trainers:

1. Non-Compete Term: Trainers are strictly prohibited from offering similar training services to Alacritys’ direct competitors or any third parties for a minimum period of 1 year after the end of their contract. The specific duration and conditions will be detailed in the employee’s employment agreement.
2. Scope: This policy applies to all training programs conducted in the domains of:
   • Architecture
   • Interior Design
   • Vaastu
   • Landscape
   • Digital Media

For Employees:

1. Non-Compete Term: Employees are prohibited from joining direct competitors or starting a competing business for a minimum of 1 year after leaving the company. The exact duration and conditions will be clearly defined in the employee’s employment agreement.
2. Scope: This policy applies to all roles and activities related to the areas in which the employee was trained and worked at Alacritys, including:
   • Architecture
   • Interior Design
   • Vaastu
   • Landscape
   • Digital Media

Geographic Scope: The non-compete policy applies to the specific geographic regions on the global level. This will be mentioned in the NOC letter while leaving this company.

By adhering to this non-compete policy, Alacritys aims to safeguard its competitive edge and ensure the value of its training programs and professional development investments.

Employees must avoid situations where personal interests conflict with the company’s Disclose any potential conflicts promptly for assessment and mitigation. Failure to disclose may result in disciplinary action, up to termination, to uphold organizational integrity. This policy is designed to uphold the integrity of our company and ensure that all employees act in the best interest of the company.

1. Termination: Transparent procedures will be followed during termination, ensuring clear communication and adherence to entitled benefits, as outlined in the Onboarding and Documentation Policy.
2. Resignation: Employees must provide [insert notice period] notice to facilitate a smooth transition. All exit procedures—such as return of company property and timely final settlements—will be strictly followed, as outlined in the Onboarding and Documentation Policy.
3. Conduct and Compliance: Termination may occur due to violations of company policy or unacceptable conduct. In such cases, disciplinary actions—including termination—may be taken, and employees terminated for cause may not be entitled to any notice period, pending the outcome of a disciplinary inquiry.
4. Exit Requirements: Before finalizing resignation or termination, employees must return all company property. Access to company systems will be revoked, and financial settlements will be processed promptly, as previously noted in the Onboarding and Documentation Policy.
5. Confidentiality and Non-Compete: Post-employment, employees are expected to uphold confidentiality and comply with non-compete clauses as outlined in their contracts and the Non-Compete Policy.
6. Dispute Resolution: Any exit-related disputes will be addressed transparently and fairly. Employees have the right to express concerns, and the company will make efforts to resolve issues amicably.
7. Communication: Termination or resignation decisions will be conveyed professionally and respectfully, maintaining a positive relationship with the departing employee whenever possible.
8. Leave During Notice Period: Employees serving their notice period are not entitled to take paid leave, casual leave, or sick leave. Any absence during this period will be treated as unpaid leave and may lead to an extension of the notice period, subject to management discretion.