Service Rules

1. Introduction and Core Values

1.1. The purpose of these rules is to establish clear expectations and ensure a positive work
environment.
1.2. The company operates based on these core values:

  • Integrity: Upholding the highest standards of honesty and ethics.
  • Innovation: Encouraging creativity and continuous improvement.
  • Respect: Promoting diversity, equity, and inclusion.
  • Collaboration: Fostering teamwork and mutual support.

2. Employment Classifications and Work Structure

2.1. Employee Types: environment.

  • Full-time employees
  • Part-time employees
  • Contractual staff
  • Interns and trainees

2.2. Work Arrangements:

  • On-site work
  • Remote work (as approved by management)
  • Hybrid work models

2.3. Probation Period:

All new employees will undergo a probationary period of 1 month, during which their
performance will be evaluated. The probation period may be extended at the company’s
discretion if necessary.

3. Working Hours and Breaks

3.1. Standard Hours: The regular work hours are 8 hours per day, 6 days a week.
3.2. Flexible Hours: Employees may request flexible schedules subject to approval.
3.3. Breaks:

  • Meal break: 30 minutes
  • Short breaks: 15 minutes, twice a day.

5. Compensation and Rewards

5.1. Salary Payments: Salaries will be credited on the 7th day of each month. If the 7th falls
on a weekend or public holiday, salaries will be credited on the preceding or next working
day. 
5.2. Bonuses and Incentives: Performance-based rewards will be provided periodically.
5.3. Benefits: The company offers health insurance, retirement contributions, and wellness
programs.

4. Code of Conduct and Workplace Etiquette

4.1. Professional Behavior: Employees must act responsibly, respectfully, and courteously
at all times.
4.2. Confidentiality: Employees must protect company and client information from
unauthorized disclosure.
4.3. Dress Code: Business casual is the standard unless specified otherwise for events.
4.4. Substance-Free Workplace: Alcohol, drugs, and smoking are prohibited on company
premises.
4.5. Conflict Resolution: Disputes should be resolved professionally or escalated to the
HR department if necessary.

6. Leave and Absence Policy

6.1. Types of Leave: 

  • Annual leave: 10 days per year
  • Sick leave: 14 days per year with medical documentation
  • Parental leave: 3 months
  • Special leave: For emergencies or personal milestones

6.2. Unplanned Absences: Employees must notify their manager within 2 hours of the start
of their scheduled workday in case of unplanned absence.
6.3. Leave Accrual: Unused leave may be carried over or compensated as per company
policy, with a maximum carryover limit of 5 days annually.

7. Learning and Development

7.1. The company encourages continuous learning through workshops, certifications, and
e-learning platforms.
7.2. Reimbursements for skill-enhancement courses directly related to the job role may be
provided upon prior approval.

8. Health, Safety, and Well-Being

8.1. The company is committed to maintaining a safe and healthy workplace.
8.2. Employees must follow safety protocols and report any hazards immediately.
8.3. Mental health support services are available, including counseling sessions and stress
management workshops.

9. Technology and Data Security

9.1. Company-provided devices and software must be used responsibly.
9.2. Employees must not share sensitive data with unauthorized individuals and must use
company-approved platforms for storing and sharing files.
9.3. Personal use of company internet should be limited and must not interfere with work. management workshops.

10. Performance and Feedback

10.1. Regular performance appraisals will be conducted to provide constructive feedback.
10.2. Employees are encouraged to share their concerns and suggestions during review
meetings.
10.3. Underperforming employees will be offered training and support for improvement.

11. Disciplinary Policy

11.1. Disciplinary actions for misconduct include verbal warnings, written warnings,
suspension, or termination.
11.2. Serious offenses (e.g., theft, fraud, harassment) may result in immediate termination
and legal action.

12. Asset Usage and Return

12.1. Employees are responsible for maintaining company assets provided to them.
12.2. All assets must be returned in good condition upon resignation, termination, or role
changes.

13. Termination and Exit Process

13.1. Resignation: Employees must submit a written notice 4 weeks in advance.
13.2. Termination: Grounds for termination include policy violations, underperformance, or
redundancy.
13.3. Final Settlement: Pending dues and benefits will be cleared within 15 days of the last
working day, subject to clearance of company assets.
13.4. Exit Interview: Employees may provide feedback to help improve workplace
practices.

14. Recognition and Employee Engagement

14.1. Outstanding performance will be acknowledged through awards and public recognition.
14.2. Team-building activities and social events will be organized regularly to foster
engagement.

15. Grievance Redressal

15.1. Employees can report workplace concerns confidentially to the HR department.
15.2. The company will ensure timely investigation and resolution of grievances.

16. Environmental Responsibility

16.1. Employees are encouraged to adopt eco-friendly practices, such as minimizing paper
usage and conserving energy.
16.2. The company supports sustainability initiatives and community service programs.

17. Conflict of Interest

17.1. All employees are strictly prohibited from engaging in any activity, investment,
relationship, or association—direct or indirect—that creates or appears to create a conflict
between their personal interests and the interests of the company.

17.2. A conflict of interest includes, but is not limited to:

  • Direct or indirect financial involvement with a competitor, supplier, or client.
  • Operating or assisting in any business that competes with the company.
  • Using confidential company information for personal gain or external benefit
  • Accepting gifts, commissions, favors, or benefits from vendors, clients, or other
    external parties that could influence or appear to influence decisions.
  • Employing or favoring family members, friends, or associates in business dealings
    without full disclosure and written company approval.

17.3. Employees must declare in writing any potential or actual conflict of interest
immediately upon discovery, without exception. This declaration must be submitted to HR
and the Managing Director for review.
17.4. Non-disclosure of a conflict of interest—intentional or due to negligence—will be
treated as a serious violation of company policy.

17.5. Disciplinary actions for breaching this policy include, but are not limited to:

  • Immediate suspension or dismissal.
  • Forfeiture of any pending bonuses or benefits.
  • Legal action, if applicable, including recovery of damages.

17.6. The company reserves the right to audit employee activities and associations to ensure
compliance with this policy. Consent to this audit is a condition of employment.

18. Amendments and Updates

18.1. The company reserves the right to modify these rules and will communicate changes
promptly.
18.2. Employees must acknowledge receipt of updated policies.

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