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- Service contract terms and conditions:
- Salary is no bar for the right candidate
and is fixed up / paid as per personal evaluation
of the individual.
- The regular official working time will be 10:00 AM – 8:00 PM. Regular Sundays and declared holidays only will be treated as off days.
- The staff member shall maintain proper discipline in the office premises as well as at any place deemed to be a part of the scope of the service region of the company, at clients' premises etc. Indiscipline will lead to severe actions against the concerned person and can lead to financial liabilities, or even detention of the person without pay. The persons should maintain and protect the assets of the company as a moral responsibility. Any willful damage done to the property of the company will be charged against the concerned person
- The staff member shall possess a mobile phone (preferably reliance) and a proper 2 wheeler vehicle for the communication and movement purposes
- The staff member shall possess a pen drive (min. 256mb capacity)
- Salary norms
- The Salary amount shall be strictly confidential between the company and staff member. In case the salary is been disclosed directly or indirectly by the concerned member, a penalty may be imposed upon the person directly, which can be deducted from the salary without any prior intimation.
- A regular salary deduction of Rs. 500/- will be made from the monthly salary amount. A certificate will be provided against this deduction. The re-payment of such amount will depend on the policy of the company, and at company's sole discretion.
- Salary increments applicable on package amount will be done annually on the basis of the performance of the individuals and shall be kept strictly confidential.
- Voluntary Resignation / Termination
- In event any person want to leave the company, he shall inform his immediate departmental head in writing, prior to 2 months leaving the company, in which case the amount (if any) deducted shall be made payable. In event of failure of submission of resignation requirement letter, all the deductions will be forfeited by the company. Furthermore, the person shall acquire a permission and the date of termination as provided by one of the director. The person can not leave the company prior to this date and the accounts will be settled after this date only.
- If a person leaves the job without prior intimation, the company will forfeit the payment of any amount due to be paid to him, towards salary, incentive or any other dues. Such amount (if any) will never be paid back to the concerned person.
- In case a person doesn't formally leaves the job, and remains absent for days beyond permissible limits, or is/may irregular in regard of attending the office beyond permissible limits due to joining any other job or other reasons, the company can at any time terminate this person and any amount due, will never be paid back to such a person, due to the grave reasons of morale and irresponsibility towards the job.
- Leave norms
- Persons shall not approach any
person other than the department head for
acquisition of the leave.
- Amount for the days absent will
be cut from the salary amount of the same
month.mount (if any) will never
be paid back to the concerned person.
- Whatever be the reason for leave
/ absence, a person can avail at the most
20 days of absence during the year. If the
absence exceeds this period (20 days) + 10
days (extra – non permitted days),
theperson may be terminated without any
prior intimation.
- In case of absence exceeding the
days granted for leave, shall be informed
in advance to the related person, and an
extension in the leave shall be acquired
before hand. Failure to adhere this will
lead to interpretation of such as absence
without permission.
- No leave or holiday will be allowed
during the period 1st March up to 30th April
any year under any circumstance. In case
of any leave granted by will or mistake too,
will render the grant as void, and will not
be allowed. In such a case, the subject person
will have to bear the responsibility for
the absence.
- The leave grant slip for the financial
period shall be maintained by the subject
person himself and shall be produced by him
when demanded for, during this period.
- Persons can avail their balance
leave days at one stretch itself, but a prior
approval for such shall be availed of.
- In case of a absence on medical
grounds, the person shall provide/submit
a medical certificate in the regard of illness,
failing which the leave will not be granted,
or cancellation of the granted leave for
the purpose.
- For every 6 days of absence (continuous
/ non-continuous), one more day will be marked
for absence and salary deduction.
- The concerned person shall inform
prior in writing regarding the absences and
shall obtain permission from the departmental
head direct above him. In case of emergencies,
the concerned departmental head shall be
intimated about such on time, failing which,
a deduction of twice the amount of salary
payable as calculated per day will be deducted
from the salary amount.
- It will be a sole discretion of
the department head to grant leave. In the
event of grant of leave by the department
head, he shall be responsible himself for
the completion of the related work as performed
by the person in subject.
- In case of an absence, the concerned
person will be marked twice the days absent.
He/she shall produce the leave grant slip
to rectify the doubled marked absence days.
In case of non-granted leave, he/she will
be marked twice absent for the tenure remained
absent.
- In case of overtime (programming
division only), adequate adjustment for the
same will be made against any late marked
days ( max. 3 adjustments ), or as best adjudged.
- Whatever be the reason for leave
/ absence, a person can avail at the most
20 days of absence during the year. If the
absence exceeds this period (20 days) + 10
days (extra – non permitted days),
the person may be terminated without any
prior intimation.
- Absence over 20 days, whether permitted
or non-permitted, will be deducted from the
salary as non-permitted absence (twice/double).
- Absence over 30 days, whether permitted
or non-permitted, will render a person liable
to be terminated without prior intimation.
- General / Others
- The company may need to send the
persons on special errands out of city. In
such case, the traveling, accommodation expenses
etc. will be borne and paid by the company.
- The company will pay to every member
the petrol, conveyance and communications
as per the limits defined, conveyance expenses
@55 kms average per person on monthly basis
as relevant. This will be subject to the
condition and limit up to the expending of
such amount for the usage and on behalf of
the needs of the company only
- The company reserves the rights
to call upon any person for extra working
hours for completion of some urgent or special
tasks. In case of field services, the office
time may extend beyond the time set as per
regular norms, in case of needs.
- The company reserves the rights
to advance funds to any person and may at
times adjust the required amount against
the salary or other incentives of the concerned
persons, without prior intimations.
- The management reserves the rights
to modify or impose any further terms and
conditions with the growth, and benefit in
view, without any prior intimation. However
any policies changes will be intimated from
time to time as and when they arise.
- Provisional period for the newly
admitted persons will end on 30th day, from
the date of joining. The designed person
may be dismissed from the job, if the performance
criteria does not meet the company norms
and operating standards.
- All the equipments/parts provided
by the company to the staff member, shall
be a property of the company itself.
- The concerned member, to whom the
equipments/parts has been issued shall bear
the sole responsibility towards the maintenance
of the same.
- In case this part/equipment is
lost or is out of regular working order,
(broken/not working), the concerned staff
member shall bear the sole responsibility
towards the replacement / repair of the same
and shall bring back this part to its original
state as it was at the time of issue.
- In case the staff member is not
in a position to get it repaired/replaced,
the company will levy a replacement cost
at actual, as was incurred at the time of
procurement of the same.
- In case any staff member resigns/leaves
the company, he should dutifully return back
this part/equipment in proper working condition
to the company.
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