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Company Policies

Last Updated date 10-06-2024


Welcome to ‘Alacritys’ – Where Imagination Meets Innovation in the Realm of Architecture, Interior Design, Vaastu, Landscape and Digital Media.

At Alacritys, we place our faith in the potency of design, blending persuasive prose, artistry, and technology to craft captivating experiences for inquisitive minds. We’re excited to welcome you to our team, where we’re not just a company but a passionate family devoted to aiding individuals in transforming their spaces, crafting compelling content, and pushing the boundaries of digital media. Together, we shall persist in redefining the horizons of architecture, interior design, and digital media.

Company Values


Alacritys is on a mission to redefine the boundaries of creativity, aesthetics, and digital innovation in the fields of architecture, interior design, and digital media. Our mission is to:

Thank you for being part of the Alacritys family. Together, we’ll shape the world through our creativity, dedication, and unwavering commitment to excellence. Welcome aboard, let’s create the extraordinary!

Company Policies

1. Company code of conduct and professionalism:

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.

2. Confidentiality and Non-Disclosure Policy:

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

3. Intellectual Property and Copyright Policy:

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.

4. Equal Opportunity and Diversity Policy:

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.

5. Leave Policy and Holiday Policy:

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

  1. Each new employee is entitled to 16 working days of Earned Leaves or Annual Leaves after working for 1st 240 days after joining. 
  2. Annual Leaves are accrued quarterly. Entitlement – 4 days after 3 months on completion of 60 days working in that period. 
  3. Annual Leaves can be carried forward up to a maximum of 2 years on a year-end basis. At the end of 2 years, any balance leaves will be encashed against the basic salary.
  4. Suffixed or prefixed holidays to the annual leave period shall not be accounted as a part of Annual Leaves. e.g. Sundays falling between the period of leave shall be treated as leave e.g. leave on Saturday and Monday will count Sunday as leave as well making it 3 days of leave.
  5. The minimum notice period employees must provide when requesting Annual Leaves is 7 days when taking every quarter and 30 days prior when taking accrual of Annual Leaves. 
  6. The process for requesting and approving Quarterly and Annual Leaves is a must. Follow the process by emailing the employer with all the details mentioned below for Unpaid Leaves. 
  7. The employee is allowed to take partial days off of Annual Leaves with 7 days of prior notice. 
  8. The company may deny a leave request and the steps involved in communicating such decisions if workload or some other responsibilities are there on the employee.
  9. The employee needs to provide medical certificates for extended periods of Annual Leaves or any kind of other leaves.
  10. The company will compensate the employee in cash for his/ her basic salary for any unused and balanced Annual Leaves upon separation from the company.
  1. Each employee is entitled to 1 paid Casual Leave per month after the completion of 1st 3 months of the probation period.
  2. Casual Leaves can’t be carried forward to next year and can’t be encashed.
  3. At the end of the year, the balance of Casual Leaves is not converted to Earned Leaves in the Leave Account.
  1. Each employee is entitled to 1 paid Sick Leave per month after the completion of 1st 3 months of the probation period. 
  2. Sick Leaves can’t be carried forward to next year and can’t be encashed. 
  3. The employee needs to provide medical certificate/s for sick leaves if they are taken 3 days and above.
  4. At the end of the year, the balance of Sick Leaves is not converted to Earned Leaves in the Leave Account.

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.

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.

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 well in 7 days advance, or promptly in unforeseen circumstances.
  3. Employer Approval: Take the employer’s reviews in a day or two and communicate approval or denial promptly, considering the impact on the company.
  4. Employee Notification: The employee should take notification of the decision, with guidance on any additional steps by the employer.
  5. Communication During Leave: The employee will mention in the written request that he/ she will stay in communication with the company team or even the employer for any company-related work.
  6. Return-to-Work Process: Employee is expected to mention his/ her return date to resume work in the written request and is expected to follow the words.

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

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

*Mandatory Holidays – 3 days

  1. 26th Jan
  2. 15th August
  3. 2nd October
  1. Holi
  2. Mahavir Jayanti 
  3. Good Friday
  4. Id-UI-Fitr
  5. Buddha Purnima
  6. Id-ul-Zuha (Bakri Id)
  7. Muharram
  8. Janmashtami (Vaishnavi)
  9. Ganesh Visarjan
  10. Dussehra (Vijayadashmi)
  11. Id-e-Milad (Birthday of Prophet Mohammed)
  12. Diwali (Deepavali)
  13. Guru Nanak’s Birthday
  14. 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.

  1. Lohri
  2. MakarSankranti/Magha Bihu/Pongal
  3. Shri Ganesh Jayanti
  4. Hazarat Ali’s Birthday
  5. Guru Govind Singh’s Birthday
  6. Maha Shivratri
  7. HolikaDahan/ Dolyatra/ Pessah (Jew)
  8. Jamat-UI-Vida
  9. Shavuot (Jew)
  10. Rath Yatra
  11. Guru Purnima
  12. Nag Panchami
  13. Raksha Bandhan/Narali Pournima
  14. Parsai New Year/Navroz
  15. Janmashtami (Smarta)/Shri Krishna Jayanti
  16. Onam/Thiruonam Day
  17. AnantChaturdashi
  18. Ghatasthapana
  19. Rosh Hashanah (Jew)
  20. Dussehra (MahaAshtami)
  21. Dussehra (MahaAshtami)
  22. Yom Kippur (Jew)
  23. Shavuot (Jew)
  24. Karaka Chaturthi (KarvaChouth)
  25. Simhat Torah (Jew)
  26. Govardhan Puja 
  27. Balipratipada/Bhaidooj
  28. Guru Teg Bahadur’s Martyrdom Day
  29. Dr. BabasahebAmbedkarPunyatithi
  30. Shri Datta Jayanti  
  31. Hanukkah (jew)
  32. 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 provided list at their convenience, provided they give a 30-day prior notice to the company.

The employee is eligible for Compensatory Holidays within two months for working on holidays. The employee is entitled to this policy after completing 1st 240 days of working with Alacritys. Also, except for casual and public leaves, these leaves can be monetized in the event of death, discharge, or resignation.

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 in 30 days advance.
  2. Request Procedures: Employees may request holidays off, submitted 30 days prior, subject to approval based on business needs.
  3. Approval Process: Requests will be reviewed in 2 to 3 days, considering factors like workload. Approved requests will be communicated to the employee.
  4. Priority System: In case of overlapping requests, a priority system may be applied, considering factors like critical job roles.
  5. Special Considerations: Employee’s roles may require specific holiday coverage, and 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.

6. General Guidelines:

1. Office Working Days and Hours:

  • Office timings – 9:00 am to 6.30 pm. Employees have the flexibility of +/- 30 mins to manage as per their preference. 
  • Working days – 6 days a week

2. Monthly Salary Timing:

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

3. Notice Period:

  • The notice period for requesting planned vacations or taking accrued leaves is 30 days.
  • The notice period for requesting to leave your job from Alacritys is a minimum of 2 months which is a minimum of 60 days.
  • The buyout term is applicable for employees. 
    • Trainers will have to refund the salary earned during their training period and even for the notice period not served.
    • Permanent employees must refund the salary of the last 6 months drawn and even for the notice period not served.
    • If trainers and permanent employees join any other company and the notice period is not served then this money is reimbursed by the new employer wherever they join.

4. Compensation Off:

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

5. 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.

6.  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.

7. Onboarding and Documentation Policy:

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: Government-issued identification copies [e.g., passport, driver’s license (must), Aadhaar card (must), PAN card, passport size photograph (must)].
  2. Proof of Address: Recent utility bill copy (electricity or telephone bill) of your permanent residence and your current residence (must), 1-year bank statements (must)
  3. Educational Certificates: Original of degrees, diplomas, and relevant certifications (must)
  4. Professional References: Contact information for previous employers or professional references on their letterhead (must). If you are a fresher, give contact information for your professional family members on their letterhead (must)
  5. Work Experience Letters: Letters or certificates from previous employers confirming work experience. If you are a fresher, take a letter from your college mentioning your academic performance details. (must)
  6. Tax Information: PAN card and any other relevant tax-related documents (if you are being employed with Alacritys above Rs.50k/monthly salary). (must)
  7. Bank Account Details: Bank account number, IFSC code, and bank name for salary processing (must)
  8. Medical Fitness Certificate: A certificate indicating medical fitness for the role. (must)
  9. Letter of Request: A formal letter of request expressing the candidate’s intention to join Alacritys, outlining interest in the role and the company. (must)
  10. Letter of Recommendation: A letter of recommendation from a known person or company outside Alacritys, endorsing the candidate’s qualifications, character, and suitability for the role. (must)
  11. Professional Networking: LinkedIn Account Creation: If an employee does not have a LinkedIn account, they are required to create one.

Connection to Company LinkedIn Page: Employees must connect their LinkedIn profile to ‘Alacritys’ LinkedIn business page.

  1. Document Submission: New hires must submit the required documents within a week of their joining with Alacritys.
  2. Employment Agreement: Employees will be provided with an employment agreement to review and sign.
  3. Orientation: New employees will participate in an orientation program to familiarize themselves with company policies, culture, and their specific roles and responsibilities.
  4. System Access and Resources: Employees will receive necessary access to company systems, email accounts, and other resources required for their roles.

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

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

  1. Performance Appraisals: Regular performance appraisal letters and feedback reports that you receive from this company.
  2. Training Certificates: Certificates for any training programs or professional development courses completed during employment.
  3. Promotion and Increment Letters: Letters confirming any promotions or salary increments received.
  4. Updated Personal Information: Any updates to personal information, such as changes in address, contact details, or marital status.

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

  1. Resignation Letter: Formal letter of resignation stating the intention to leave and the last working day.
  2. No Objection Certificate (NOC)/ Letter: Obtain a No Objection Certificate from the HR department, confirming that there are no pending dues or obligations.
  3. Experience Certificate/ Letter: Request and obtain an experience certificate from Alacritys, summarizing the period of employment and roles held.
  4. Return of Company Property: Ensure the return of all company property, including Email IDs-passwords, laptops/desktops, phones, and any other equipment issued during employment. 
  5. Final Settlement: Complete all necessary steps for the final settlement of dues, including salary, bonuses, and any other pending payments.

8. Workplace Environment, Culture, and Safety 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.

9. Training and Development Policy:

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 workshops, seminars, and certification programs.
  • Mentorship and Coaching: Promotion of mentorship for knowledge transfer and skill development.
  • Learning Resources: Access to online courses, industry publications, and in-house training.
  • Recognition and Rewards: Acknowledgment and rewards for commitment to continuous learning.
  • Skill Gap Addressing: Regular assessment and targeted training to address skill gaps.
  • Innovation and Adaptability: Encouragement of innovation and adaptability in our evolving industry.

10. Remote Work and Flexibility Policy:

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.

11. Performance Evaluation and Feedback Policy:

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.

12. Complaint and Grievance Policy:

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.

13. Conflict of Interest Policy:

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.

14. Non-Compete Policy:

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:

  • Non-Compete Term: Trainers are prohibited from offering similar training services to Alacritys’ direct competitors and anyone else for a minimum of 1 year after their contract ends. The exact duration will be stated in the employee’s employment agreement contract.
  • Scope: This policy applies to training programs related to architecture, interior design, vaastu, landscape, and digital media.

For Employees:

  • 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 will be stated in the employee’s employment agreement contract.
  • Scope: This policy applies to roles and activities related to the areas in which the employee was trained and worked, including architecture, interior design, vaastu, landscape, and 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.

15. Termination and Resignation Policy:

  1. Termination: Transparent procedures for termination will be followed, with clear communication and adherence to entitled benefits (even mentioned in the Onboarding and documentation policy).
  2. Resignation: Employee must give [insert notice period] notice for a smooth transition. Exit procedures, including the return of company property, will be followed, and final settlements processed promptly (even mentioned in the Onboarding and documentation policy).
  3. Conduct and Compliance: Termination may result from policy violations or unacceptable conduct, with disciplinary actions, including termination, as consequences.
  4. Exit Requirements: Return of company property is mandatory before termination or resignation acceptance documents. Access to company systems will be revoked, and settlements will be timely processed (even mentioned in the Onboarding and documentation policy).
  5. Confidentiality and Non-Compete: Post-employment, confidentiality is expected, and non-compete clauses will be enforced as per contract terms (even mentioned in the Non-compete policy).
  6. Dispute Resolution: Disputes will be resolved transparently and amicably. The employee has the right to voice concerns, fostering a fair resolution process.
  7. Communication: Termination and resignation decisions will be communicated professionally, maintaining positive relationships with the departing employee.

**When a candidate receives company policies via email, either as a link or as a PDF, it signifies that the candidate accepts all the policies without any further objection or complaint. This acceptance is implied by the act of receiving the policies electronically.

**When submitting your documents for the Onboarding process, be sure to include the following ‘Acknowledgment of Acceptance’ with your digital signature attached.

Acknowledgment of Acceptance of Alacritys Company Policies

I, __________________________________________, acknowledge that I have received a copy of the Alacritys Policies and Procedures manual dated ________________. I have had the opportunity to review the contents of this manual, including but not limited to policies related to employment, conduct, confidentiality, and any other guidelines outlined by the company.

I understand that it is my responsibility to read and familiarize myself with the contents of this manual. I am aware that failure to comply with the policies outlined may result in disciplinary action, up to and including termination of employment.

I acknowledge that I can seek clarification from the Human Resources department if I have any questions or concerns regarding the company policies.

Employee Name: __________________________

Employee Signature: __________________________

Date: __________________________




Alacritys Employer Signature




Alacritys stamp


Date: _______________________

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