MasterSheet - Work Policy
| S.No. | Type | Work Policy |
|---|---|---|
| 1 | Attendance and timekeeping | Employees are requested to log-in at least 8.5 hours a day and failing so will be treatedas absencetowork and deemed as half day/short – Leave to work. |
| 2 | Attendance and timekeeping | Employees are required to log-in between 09:30 AM and 10:30 AMwill be allowed with the intention of 8.5 hours to be clocked-in for the day. Morning Kick-off is mandatory to attend to every employee else the quarter will deduct from Leaves and if in case any emergency it's mandatory to inform the reason to the Senior |
| 3 | Attendance and timekeeping | Any start time between 10:30AM – 11:00AM will be counted as late entry and will beliable to deduction (if person informed the same to there senior then it will be considered but employee have to complete there 8.5 Hrs) |
| 4 | Attendance and timekeeping | Late comings/Short-Leaves/Half-day will remain the same as per our company’s policy. |
| 5 | Attendance and timekeeping: | A minimum call time of 1.5 hours will be mandatorily required. In case talk time is lesser, then it will be identified as quarter or half day or leave |
| 6 | Attendance and timekeeping: US Shift & UK Shift | A minimum call time of 2 hours will be mandatorily required. In case talk time is lesser, thenit will be identified as quarter or half day or leave. |
| 7 | Attendance and timekeeping: Calling Managers | A minimum call time of 1 hour will be mandatorily required. In case talk time is lesser, thenit will be identified as quarter or half day or leave |
| 8 | Talktime: | For Noida Locations: Talktime Policy: - Talktime of a full 1 month will be considered - For talk time exemption: The average of performance of a month will be taken. If it is more than 75%, then talk time exemption, if less then talk time non-exemption. Talktime Considered: - 1.5 Hrs maintain per day for full day attendance |
| 9 | Talktime: | For Remote Teams: Talktime Policy: - Talktime of a full 1 month will be considered - For talk time exemption: The average of performance of a month will be taken. If it is more than 60%,then talk time exemption, if less then talk time non-exemption. Talktime Considered: - 1.5 Hrs maintain per day for full day attendance |
| 10 | Talktime: For Regional Offices Locations | For Regional Offices Locations: Talktime Policy: - Talktime of a full 1 month will be considered - For talk time exemption: The average of performance of a month will be taken. If it is more than 60%, then talk time exemption, if less then talk time non-exemption. Talktime Considered: - 1.5 Hrs maintain per day for full day attendance |
| 11 | Talktime: For US Shift & UK Shift | For US Shift & UK Shift Locations Talktime Policy: - Talktime of a full 1 month will be considered - For talk time exemption: The average of performance of a month will be taken. If it is more than 75%, then talk time exemption, if less then talk time non-exemption. - 2 Hrs maintain per day for full day attendance |
| 12 | Talktime: For Calling Managers | For Managers: Talktime Policy: - Talktime of a full 1 month will be considered - For talk time exemption: The average of performance of a month will be taken. If it is more than 75%, then talk time exemption, if less then talk time non-exemption. - 1 Hr maintain per day for full day attendance |
| 13 | Talktime: For Calling Managers For US Shift & UK Shift | For Managers: Talktime Policy: - Talktime of a full 1 month will be considered - For talk time exemption: The average of performance of a month will be taken. If it is more than 75%, then talk time exemption, if less then talk time non-exemption. - 1 Hr maintain per day for full day attendance |
| 14 | Talktime | For Other Locations: Talktime of 12 minutes will be considered on 1-hour meeting duration of walk-inhandling Note: Duration will be considered via the CRM Portal recording feature for walk-in |
| 15 | Talktime | For pending talktime, person will get 2 month of time to cover the pending duration along with the current month talktime |
| 16 | How to Report | If you are going to start late for work, you must inform via call & whatsapp to the senior else you will count as absent on that day |
| 17 | How to Report | The minimum basic working hour per day 8.5 hours. This is generally based on thecompany’sofficial hours of operation, 10 am start – 07 pm finish. Flexibility in login timing will be between 09:30 AM to 10:30 AM |
| 18 | How to Report | Our Login timings during WFH period would be the timings individual will login at “ZOOMAPP/ WORKSNAP/ CRM/ DIALER” as well as mail marked with login timings to your senior & HR or at whatsapp official group. |
| 19 | How to Report | Logout/ Day end timings would be considered form the “WORKSNAP/ ZOOMAPP/ CRM/ DIALER” as well as from the timing an employee will be sending his/her daily report at the day ends tohis/hersenior marking cc to HR. Also it is required to communicate their login timings in separate mail to senior & cc to HR |
| 20 | How to Report | DIALER/CRM Login time should be 8:30 Hrs for Sales Team and For Non-Sales WorkSnap will be mandatory to check work |
| 21 | Break | It is important that you take the breaks which you are given. |
| 22 | Hours of work | As an employee, you are expected to work additional hours as when reasonably necessary for the effective performance of your job or as business demands necessitate. (if we are tracking the person and the person is dedicatedly following the same then it's depends on employee that if he want to invest more time to make there working more productive) |
| 23 | Loss of Equipment | In case of loss or damage of any device or equipment or any office infrastructure being carried home, such will borne by the employee. |
| 24 | Meetings | It’s advisable to arrange ZOOM/ Video call meetings with our clients during this period and video should be on |
| 25 | Meetings | In case of urgency if required, employee needs to visit client face to face then the same can be taken care with all advisory precautions |
| 26 | Meetings | Meeting with team can be held on Zoom by creating a separate virtual breakout room |
| 27 | Must to have | Internet connectivity: Employee needs to have their own system placed well at their premises with functional wi-fi/ internet connectivity. (In case of connectivity issues the personneeds to update senior/ HR and compensate their loss of hour by end of the same day) |
| 28 | Must to have | Internet and telephone expenses have to be borne by the person if applicable. |
| 29 | Must to have | Needs to install few apps/ software’s as our work/ communication demands. No excuse will be entertained |
| 30 | Must to have | Person must have their personal Web Cameras in good condition. Whether it will be through an ADDITIONAL phone or laptop or any other medium. |
| 31 | Must to have | Whenever required person must be available for meeting on with Camera or Webcam Facility in Working Hours (Whenever required person must be available for meeting on with Camera or Webcam Facility in Working Hours) |
| 32 | Must to have | Headphone/ Earphones with good quality mic are necessary. |
| 33 | Must to have | Team – Heads are accountable for their respective team-members task completions and time breaks For Example: In case of electricity off the individual needs to ensure to cover-up the remaining working hours in evening or come to office or take a leave. (If in case any person caught then required action will be taken by the management) |
| 34 | Must to have | Employees are requested to be in their inebriated state throughout the working hours of the day (i.e. no alcohol/ drugs etc.) |
| 35 | Must to have | We expect individual person to be attentive/ responsive during working hour |
| 36 | Must to have | Needs to send the compiled report to Senior at the end of the day |
| 37 | Must to have | You are expected to be available/ online on Zoom (Video should be on) / Hangout during your working hours. This is an integral part of reliability and professional conduct. (If person always not available at zoom because of internet limitations then we can check the presence from other tools) |
| 38 | Must to have | You are expected to keep your camera switched on at all times. In case it is turned off or deviated, such will be counted as off time. (If person always not available at zoom because of internet limitations then we can check the presence from other tools) |
| 39 | Nice to have | Electricity Issue: In case of electricity off the individual needs to ensure to cover-up the remaining working hours in evening or come to office or take a leave. |
| 40 | Nice to have | Choose a dedicated workspace: First of all, to facilitate our work from home plan a person should have a place you go specifically to work. It could be a table, chair/ couch – some place that’s constantly your workspace |
| 41 | Performance and Reporting | Non Sales Team has to submit their timesheet. In case you do not have the format, may connect with your manager. |
| 42 | Performance and Reporting | Tasks assigned have to strictly completed. If in case it required more time, then may carry on beyond regular office hours to complete the assigned agenda (Task will be given as per the 8.5Hrs working Hours) |
| 43 | Performance and Reporting | Sales Team will be evaluated basis talk time on CRM/Dialer and revenue generated |
| 44 | Loss of Equipment | New Joinee 1 Payout Relaxation of talktime hours |
| 45 | Performance and Reporting: PIP | Salary: 50% will be released in the upcoming month and remaining 50% will be released after closing of PIP of the candidate Target: Shared target of the PIP will be shared by reporting manager Note: - If candidate achieved the shared PIP target then person will be removed from PIP- If candidate will not achieve PIP target then as per the performance management will take decision on the further working tenure |
| 46 | PIP Policy | PIP will be created based on the points mentioned below: - Target achievement must be more than 50% of the previous month from the Month of PIP Created - Discipline - Attendance - Basic KRA completion & inputs during working hours - Conversion Rate, Audit Reports and Follow-Up Discipline |
| 47 | Attendance and timekeeping: LOP | If any candidate will not take prior written approval of Leave/ WFH/ Weekoff Swap from reporting manager on HR Portal then LOP will be marked Note: If approval will not be there on the applied leave then it is full responsibility of leave applicanonly to take approval via reaching out there reporting manager before 24hrs and then only allowed to take Leaves/ WFH/ Weekoff Swap |
| 48 | CP & IP Team Attendance Policy | Individual attendance in CP and IP teams will be marked from worksnap from 1st November 2023 onwards. Mandatory Monthly Working hours = (Monthly working days in a month) *(8hrs) Note: If worksnap is not working then individuals will be responsible to get it resolved on time and on the same day via escalation of the concern with any mode of communication. Attendance will be calculated as per the worksnap/ other tools only |
| 49 | Department Target: USA, UK & MENA | The manager's target will be calculated based on the head count of the team. The manager's monthly target will be the total of individual targets of team members. Note: - The individual target for the first month will not be included in the manager's target for the first month. - If an employee leaves the company in the middle of the month from the second month onwards, their target will not be deducted. |
| 50 | Salary Revision Policy: For WFH Mode | In the event that an individual applies for WFH for more than 23 days, including weekends (whether continuously or in parts within a month), their salary will be revised and reduced by 30% for that month only from their current salary. |
| 51 | Salary Releasing Policy | If you have joined between the 1st and the 10th of the month, your salary will be credited on the 7th of next month. But, if you join after the 10th, your salary will be credited next to next month. For example: Join between 1-12-2023 to 10-12-2023 >> Salary arrives on 7-01-2024 Join between 11-12-2023 to 31-12-2023 >> Salary lands on 7-02-2024 |
| 52 | Salary Releasing Policy | If your total working days in any month are less than 20 days, your salary for that month will be credited in the next to next month. For Example, if your total working days in December are less than 20, your December salary will be credited in February salary cycle. |
| 53 | USD Payment Calculation | Actual Received Fee (in USD) will be multiplied by INR 80 and after calculation the amount will be considered Example: USD 100 * INR 80 = INR 8000 |
| 54 | Attendance Calculation Date | The accounts team will calculate attendance for salary purposes between the 1st of the month. After that, no changes regarding attendance will be entertained. Please ensure that all formalities are completed before the 1st of the month. If any changes will be requested after 1st of the month will be reviewed and done in next salary cycle |
| 55 | Incentive Calculation Date | The accounts team will calculate incentives between the 7th and 10th of the month. After that, no changes regarding incentives and sales will be entertained. Please ensure that all formalities and sheets are updated and completed before the 10th of the month. If any changes will be requested after 10th of the month will be reviewed and done in next incentive cycle |
| 56 | CP & IP lead sharing and incentive sharing plan | If a case is transferred to the CP or IP team for handling the deal, then after the closure of the deal, both lead owners of the respective departments will be eligible for a 50:50 incentive sharing. A person from a department other than CP and IP will receive an incentive of 2.5% on half of the revenue owned by the first lead owner of the deal. |
| 57 | Upskilling Policy for Employees | - After 6 months of service, employees will receive an annual upskilling coupon on their work anniversary. - The coupon offers up to INR 20,000 or 50% off on actual course fees, whichever is higher. - Job Guarantee and LearnHub programs are excluded from this upskilling offer. - Employees can redeem the coupon using their official email ID |
| 58 | For US Shift: Office Reporting Time and Late Arrival Policy | Kindly note the following updates regarding office reporting time and late arrival policy, effective immediately: Login Time: 8:00 PM Relaxation Period: 60 minutes (up to 9:00 PM) Late Arrival Penalty: -Reporting after 9:01 PM: L1, L2, and L3 warning letters will be issued. -Beyond L3: L4 will result in a half-day marked. Note: If L4 is marked, no relaxation will be given for that day's full working hours. Example: If L4 is marked on 13th Feb 2024, the individual must still complete the 10-hour shift for the same day. |
| 59 | For Indian Shift: Office Reporting Time and Late Arrival Policy | Kindly note the following updates regarding office reporting time and late arrival policy, effective immediately: Login Reporting Time: 10:00 AM Relaxation Period: 60 minutes (up to 11:00 AM) Late Arrival Penalty: -Reporting after 11:01 AM: L1, L2, and L3 warning letters will be issued. -Beyond L3: L4 will result in a half-day marked. Note: If L4 is marked, no relaxation will be given for that day's full working hours. Example: If L4 is marked on 13th Feb 2024, the individual must still complete the 8.5 hours shift for the same day |
| 60 | Salary Release Date | Between 7th to 10th of the Month |
| 61 | Incentive Release Date | Between 15th to 20th of the Month |
| 62 | Incentive Release Date | If an individual is working on a 6-day weekly cycle, taking 3 or more leaves (whether approved or unapproved) within the previous month or in the current month of the incentive release date will result in the incentive being released in the next month's incentive cycle. |
| 63 | NO Fake Commitments | If any Employee either from the Sales team or from the Non-Sales team is found to defraud any customer or is found to make fake commitments to the customer shall be fined with an amount of INR 10,000/- |
| 64 | Additional Duty Of Employee | All employee apart from the KRA they are assigned by the organization must voluntarily involve themselves in helping out their fellow employees whenever required to their highest capabilities |
| 65 | Employee Abscond | If any person does not report to the office/ work Locations for 03 consecutive days without informing and obtaining written approval on the HR Portal or official email, they will be marked as absconded, and There is NO FNF will be done in the absconded case. |
| 66 | Leave Approval | If someone takes leave without applying on the HR Portal, double Loss of Pay (LOP) will be marked. |
| 67 | Leave Approval | If someone applies for leave on the HR Portal but takes leave without approval, double Loss of Pay (LOP) will be marked. |
| 68 | LOP in Year | A maximum of 25 Loss of Pay (LOP) days will be allowed in a 12-month period. After this limit is reached, each additional LOP will result in double LOP being marked |
| 69 | Early Exit | If someone has 3 early exits (E1, E2, and E3) in a month, a half-day leave will be marked after the 4th early exit (E4). If there are no leaves available, a half-day Loss of Pay (LOP) will be marked |
| 70 | Sandwich Leave Policy | If a holiday or weekly off comes between two leave days, the holiday/ off will also be counted as a leave. Example: - If you take leave on Saturday and Monday, then Sunday (weekly off) will also be counted as a leave. - Total leaves counted: 3 days (Sat, Sun, Mon) Important Points: - This rule applies to all leave types (approved or unapproved). - Weekly offs, public holidays, and festival holidays will be counted as leave if they fall between two leave dates. - Plan your leaves carefully to avoid extra leave deductions |