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Company policy is set in place to establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. The management of company policy and procedures aims to protect the rights of workers as well as the business interests of employers. A company policy is a guideline to help employers deal with employee accountability, health, safety, and interactions with customers. A company policy helps foster employee wellness, and fair treatment, and ensures that a company is following laws and regulations.
Employers are often confronted with employee relations issues in the workplace and faced with deciding the best approach in handling these issues. Company policies are created to establish expectations and to provide guidance on how to consistently handle workplace situations. Although most company policies are not all-encompassing, they provide direction regarding what is appropriate as well as inappropriate or unacceptable behaviour. Company policies help maintain order within the organization and ensure that people are treated fairly and equally. Policies also help employees understand what is expected of them.
The probation period is a duration of time in which the performance and behaviour of the newly hired employee is monitored by the company or seniors in order to check the employee’s potential as well as the employee’s suitability for the job. The probation and confirmation policy clearly stated that a new employee should meet the set standard of performance, should follow the code of conduct of the organization and behave in an acceptable manner. Our organization has a 15 to 30 days probation period. The probation examination period is also considered as an extension of the selection process. The probation process begins with appointment and later stages include job allocation, completion of probation period and review of performance. The Project coordinator and HR department play important roles throughout the critical examination and evaluation period of the employee. Employee Introduction & Query Day First whole day of a New Employee is an Introduction & Query Day in the Company. Employees should need to read this document clearly with a sharp mind. So that employees can fulfil their roles & responsibilities very well and can give their best performance in the probation period. Employees should meet the expectations of the company so that, according to the employee performance, the company can take an employee on-roll and employees can clear their probation period. Employees need to understand the rules & regulations of the company and understand their work in the company. If an employee is unable to understand the rules & regulations or roles & responsibilities or faces any query regarding this document, then the employee can contact the management to answer their queries on the first day only. So, then management can help them to solve their queries & issues. After that, the employee can understand & meet the expectations of the company. Then, after the second day, the company will not tell employees their roles & responsibilities or rules & regulations or whatever is mentioned in this document. If an employee neglects or breaks to follow this document process or rules, then the company can terminate the employee. So, it’s the employee’s duty to follow the rules properly & strictly mentioned in this document.
The company will assign the work to the employee, provide guidance and invest their time so that the employee can fulfill it, but if, in case the employee leaves the company during the probation period, then the employee needs to pay a 1 Month salary to the company as a penalty.
After joining, the reporting manager will assign jobs to the employee and will set a standard goal or target. This goal should be agreed by the employee.
At the end of the probation period, the set performance target and the achieved performance will be compared by the reporting manager.
The manager will assign you the work. Then it’s a new employee's responsibility to finish a given range of tasks on the set deadlines. If there is a gap between the agreed work plans, the set target and the actual performance of the employee, then the manager has the authority to conclude that work performance was not satisfactory. If an employee fails to achieve the standard performance, then the organization can guide you for the improvement of performance or can directly terminate the employee.
Employees should perform the duties and carry out the assignments entrusted to them from time to time efficiently, faithfully and to the best of their ability and capacity.
Employees should keep and render a faithful account of all property and business secrets of the company entrusted to the employee in the course of your employment and should not disclose to anybody at any time, during your services or even after employee leave the services of the company.
During the course of employee employment with the company, employees cannot accept any other employment, full –time or part-time, either for remuneration or otherwise. Also, employees can not engage in any trade, business or occupation and employees should devote their full time and energy to discharging their duties as our employees during working hours.
The extension of the probationary period is not that common but will be considered in a few circumstances. It is mandatory that the extension of the probationary period is agreed by the employee. The cases given below are eligible for the extension of the probationary period –
As per the recommendation of the manager and the result of a behaviour performance review, the HR department will issue the employment confirmation letter to the new employee. After handover, the confirmation letter to the employee will be on payroll.
The HR department will collect all the details regarding the work profile, the job performed, feedback of the manager regarding work performance and feedback of teammates regarding the behaviour of the new employee during the probation period.
On the first day after joining the company, employees drop an email from their own email ID that he / she joined the company in an (e.g., Designer) Position and the Company can assign the task related to that particular position. Employees will use their own email till the probation period is not getting over. After that, when an employee fulfills their probation period successfully, HR will assign the company credentials to the employee. Employees are mandatory to follow these rules on a regular basis after joining the company: -
Employees should need to send a Morning Status / Working Status /Evening Status mail to their seniors on each working day.
Employees would need to send a Morning Status email after he or she reached the Office to assign the task for the day.
Hello,
Good morning! I am writing today's morning status for my current projects which are mentioned below:
I have to start with SRGram first, in which I will cover below mentioned topics or sections till lunch time.
# Price Calculator Functionality
# Login/Registration Functionality
# Design blog page
# Writing contents about FAQ page
# Writing contents about Landing page
As my work will process, I will keep updating over the same thread about specific sections or topics.
After lunch I will start work on Monvy and will describe which points or section I will cover for today.
Note: I will manage my other project in between if the client will raise any query through chat or call. Employee should need to send working status mail or skype in every 3 hours for the update and with the proof of screenshot, video or live link demo.
Hello,
Till now I have covered below mentioned points or topics:
SRGram calculation functionality has been done. Please find the attached video for your information and the same I have provided to the Skype group.
Login/Registration functionality has been done. Please find the attached screenshot for your information and the same I have provided to the Skype group.
Now I have to move on below mentioned points or topics.
# Design video section for team page
# Design blog page
# Writing contents about FAQ page
# Writing contents about landing page
As soon as my work is processed, I will keep updating you for the same about specific sections or topics.
Every working day, employees need to mail the evening status before leaving the office. In the evening, email employees should need to describe the entire day's work, a summary of how much work is done by them, how much work is completed and how much is left. Employees should need to attach the proof with the mail of work e.g. – Screenshot, live URL Link, video.
Note: - In case if an employee is taking any sudden leaves without taking any permission or without providing any information to HR or management. A company can immediately take action against the employee or the company can terminate employee services with them.
Use of mobile phone devices in the office for personal or other calls distracts results and even results in decreased productivity of the employee. So, employees would need to follow these rules: -
Employees should be upfront and straightforward about communication and employees need to be very clear when communicating with their co-employees of the company. If a new employee needs to ask for something related to their work or task, or any help or assistance, then employees can ask or directly connect with their seniors or project coordinators. If a new employee is facing any issue or needs any casual help regarding their work or anything else, they can coordinate with their co-employees. Apart from that, employees cannot move from their bench again and again to their other co-employees during the working hours, neither chit-chat nor gossip during the working hours. Employees always need to maintain discipline with their co –employees, seniors and with the management. If a company finds that the employee is using abusing language or misbehaving with their colleagues, then the company can immediately take strict action or can terminate the employee.
Use of mobile phone devices in the office for personal or other calls distracts results and even results in decreased productivity of the employee. So, employees would need to follow these rules: -
When an employee achieves a set performance, follows the code of conduct and shows decent behaviour in the organization, the company will review the performance of hired employees. The company will conduct a meeting with the new employee and discuss performance.
The rewards and incentives policy is for the On-Roll employee. When employees are recognized for their best performance and productivity, there is a reward and recognition policy. This policy helps employees to have increased morale, job satisfaction and increased involvement in the organization. It will also help employees to enjoy a productive and positive work environment. The reward and recognition policy is designed to encourage employees whose performance is outstanding, either individually or through teams that contribute to the overall objective of the organization. The reward & Recognition policy is for permanent employees not for probation employees.
No government increment polices and pay scales are valid in the private sector. Increments will be decided by the company.
An employee can only be eligible for increment after 1 year from the probation clear date.
The employee’s payment increment will depend on his/her performance. The company will never commit an employee to his/her increment percentage.
The company/HR departments will analyses your performance on the following key factors. Performance (Completion of projects on time) Punctuality (Analysis of reporting time) Accuracy (Bug free code) Behaviour (Politeness with colleagues) Communication (The way of conversation with employee) Innovations Learning skills (How much time is taken to adapt to new platforms(s) and increasing professionalism on existing platform(s))
The company will not support any type of harassment. Any employee can complain to the HR department related to harassment.
Harassment includes molestation, offensive or derogatory jokes, racial or ethnic slurs, unwelcome comments about a person's religion or religious garments, or offensive graffiti, cartoons, or pictures. If an employee is found guilty in a harassment investigation, the company will terminate the employee immediately without any documents.
If an employee wants to leave, then he/she must inform HR a day before.
Salary will be credited in the salary account of employees. Salary account will be opened by the company. An employee cannot ask for advance cash or early pay out.
Through this policy, the organization facilitates growth & advancement of its employees. This policy enhances the upward mobility of employees & complements the organization values encouraging employee development.
The organization understands that in the process of meeting company’s objectives, the job responsibilities of an employee may change or enlarge. The organization intends to provide maximum opportunities for promotion, consistent with the business needs & excellence, affirmative action, equal opportunity & a steady performance.
A promotion policy signifies management’s commitment to recognize & reward excellent performance. It motivates people to aspire for advancement opportunities within the organization.
A person is eligible for promotion if:
| Ability to multi-task | Yes |
| Right behavior with colleagues, supervisors & subordinates | Yes |
| Good attendance record | Yes |
| Willingness to accept tasks | Yes |
| Honesty & Sincerity | Yes |
Employees must maintain their work environment in an orderly fashion and follow all company rules to ensure its proper use and maintenance.
“Information,” as the term is used in this policy, includes without limitation any information owned or used by the Company, such as:
Only those employees who are authorized by the company board of directors or executive team, or whose job description permits them to do so, may speak on behalf of the company. Notwithstanding the foregoing, specific permission from the company board of directors or executive team will be required before any employee disseminates confidential company information. No employee may knowingly dispense such information to any outside party unless authorization has been granted. This could include other employees who do not have the right to know such information. Any breach will be considered a violation of company policy concerning confidentiality, and it may constitute a violation of state or federal law.
If an employee wants to resign, then the employee has to send a resignation letter to hr@thinker-technology.com.
The notice period for the employee after resignation will be 30 days.
Employee will receive following documents on the relief date: - Experience Letter, NOC Letter, 3 Months’ salary slips, Deposited Documents
Note:- After resignation, employees will be relieved by the company as written above.
Note:- If an employee resigns one year, has not finished the given project or does not complete the notice period, then the employee won’t get any documents.
