this policy is meant for all employees associated with intercon group companies. it provides the...
TRANSCRIPT
This policy is meant for all employees associated with Intercon Group companies.
It Provides the Framework within which an employee needs to operate
HR Policy is related to employee’s life cycle.
It Lays down the process and the disciplinary procedure for Intercon employees.
Intercon Group is an Equal Opportunity Employer – There is no discrimination in terms of cast , religion, age, marital status. Issuance of Appointment Letter – It contains the Terms of employment, eg. Confidentiality, non disclosure and so on.. Working hours – 10am – 6:30pm, six days working Visitors at workplace are not permitted Performance Accountability
Maximize the
usage and
minimize the
waste.
Brief Personal Calls
Internet Usage
Email Etiquettes
Printer and
Photocopier usage
Buddy Referral Policy – Indemnity Bond to be signed
Personnel Records & Privacy – Any changes need to be
notified in HR.
Attendance and Punctuality – Irregularities and late
comings is a serious breach of discipline.
Transfer to any location.
Tax Compliance Salary Advances and Loans Mediclaim Policy Provident FundTravel Policy
Local Conveyance Mobile Reimbursement Leave Policy Separation Policy
Clean Uniform to be worn APPROPRIATE CASUAL BUSINESS ATTIRE Casual business attire may be worn on Last working day of each week. Appropriate casual business attire for employees including the following:
MEN: • Sport coats or blazers • Oxford button-down shirts • Sweaters and cardigans • T Shirts with Collars and Logos• Sweaters WOMEN: • Slacks/Sarees / Chudidhars/Punjabi Suits• Polo shirts • Sweaters • T-shirts with logos • Blue denim jeans • Tennis shoes
Enforcement
Violation Of Company Policy – Breach of any of the rules stated shall lead to the disciplinary action against the offender.
Individual Responsibility
Conflict Of Interest - Personal interests sacrificed
Confidential & Proprietary Information - No document
should be left unattended
Company Assets & Services e.g.. desktop/laptop
Non smoking Zone
Receipt of Gifts from business associates are discouraged
Disciplinary Action – Three warnings and final termination.
Grievance to be addressed to reporting manager and HR
Definition – Unwelcome sexual advances, requests for sexual favors and/or other physical or verbal conducts of sexual nature. Types -Quid Pro Quo and Hostile /offensive environment Mode – Verbal, Nonverbal, Physical, Written, Visual Complaint to be shared with reporting manager or HR personnel.One needs to maintain the records of incidents including dates, time and places witnesses Resolution – Informal and Formal