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I.
The Company Philosophy
…………………………………………………..3
II.
The
Company
Mission
....... .................................................. ......
...............3
III.
About the Handbook
…………………………………………………………..4
IV.
Employment
Appointme nt
……………………………………………………………………….5
Joining Formalities
………………………………………………………………..5
Probationary Period
………………………………………………………………5
Work Schedule……………………………………………………………………6
Work Behavior
…………………………………………………………………….6
Performance Expectations
………………………………………………………7
Performance Evaluation
…………………………………………………………7
Job Description
…………………………………………………………………...8
Roles Responsibilities
…………………………………………………………...8
Promotions
……………………………………………………………………… ..8
Transfers
………………………………………………………………………….8
V.
Compensation
Pay
………………………………… ……………………………………………...
9
Pay Periods
………………………………………………………………………9
Pay Mode
…………………………………………………………………………9
Compensatory and Overtime Pay
……………………………………………..9
VI.
Attendance and Leaves
Attendance< br>……………………………………………………………………..10
Timings
………………………………………………………………………….10
Holidays
…………………………………………………………………………10
Flexi
–
Hours
……………………………………………………………………10
Leaves
…………………………………………………………………………...11
VII.
Benefits
Certification and Training expenses
………………………………………….12
Hospitalisation and Health Insurance
………………………………………..12
Tax
Planning……………………………………………………………………12
VIII.
Work Place Basics
Clean Work
–
Place
……………………………………………………………13
Co nfidentiality
…………………………………………………………………..13
Patents and Copyrights
………………………………………………………..13
< br>Misconduct
……………………………………………………………………...13
Disciplinary Actions
…………………………………………………………….13
Personal Appearance
………………………………………………………….13
Business Attire
………………………………………………………………….13
Casual Attire
…………………………………………………………………….13
Inappropriate Attire
……………………………………………………………..13
Personal Belongings
……………………………………………………………14
Smoking Policy
………………………………………………………………….14
Equipment & Facilities
………………………………………………………….14
< br>Parking
…………………………………………………………………………...14
Telephone Use
…………………………………………………………………..14
Internet Use
………………………………………………………………………14
IX.
Communication
Bulletin Board
…………………………………………………………………….15
Instant Messenger
……………………………………………………………….15
Web Mail
……………………………………………………………………….....15
X.
Grievances
Grievances Handling
…………………………………………………………….15
Process Improvement
……………………………………………………………15
Employee Suggestion Program
…………………………………………………15
X!. Closing
………………………………………………………………………………..16
About the Hand Book
As an employee of
Halcyon Technologies
, you have your own unique
duties
and
responsibilities.
This
handbook
is
designed
to
assist
the
employees
of
Halcyon
Technologies
who
are
governed
by
the
Rules and Regulations of the Company. It is to help you understand
the
system
you
work
for
by
providing
an
overview
of
important
rights, policies and benefits you have as an employee of
Halcyon
.
Though this Handbook is not intended to cover all the policies and
procedures
in
great
detail.
For
more
detailed
questions,
contact
the HR Department.
This handbook applies to all the employees who are in permanent,
probationary and trainee appointments.
Employment
1)
Appointment:
Your
appointment
is
based
on
your
performance
in
the
recruitment
process
of
our
Company.
Your
appointment
is
subject
to
the
terms
and
conditions
mentioned
in
the
Appointment
Letter
given
to
you.
You need to give your acceptance by signing
and returning the duplicate
copy
of
the
Appointment
Letter
to
the
HR
department.
Your
Signing
the
Appointment
Letter
implies
that
you
agree
to
the
terms
and
conditions
mentioned in the Appointment Letter.
2)
Joining Formalities:
At the time of joining, you will be given with a New
Employee
Joining Application, which you need to fill in completely and submit it to
the HR Department. You are also requested to bring the following original
certificates along with two sets of copies (A4 size only). These documents
are also essential to obtain a Visa when you may be required in the future
to go abroad on business/ work. So it would be in your interest to ensure
that they are all in place at the time of joining the organization.
a)
Signed Copy of Offer letter.
b)
Degree / Provisional / Course completion Certificate of all College
/ University qualifications.
c)
Mark
sheets
of
all
College
/
University
qualifications
(all
semesters)
d)
Certificates & Mark sheets of 10th & 12th classes
e)
3 passport size photographs
f)
Copy of your passport (if you do
n’t have a passport, kindly apply
for
one
immediately,
since
it
would
be
to
your
advantage
to
have
one at the time of joining)
g)
Relieving letter (incase you are already employed)
h)
Latest Pay Slip/Form 16 (if already employed)
i)
Four wheeler driving license (if already obtained)
All the above documents will be kept in
Employee’s Permanent
Personnel
File
along with the New Employee Joining Form.
In addition to the above requirements you need to open a Salary Account
with
HDFC
Bank
for
your
Salary
Credits.
The
Formalities
to
open
an
account can be
discussed with the HR department.
3)
Probationary
Period:
The
probationary
period
serves
as
an
extension
of
the
selection
process
and
gives
both
you
and
your
supervisor
time
to
see
if
the
job
is
right
for
you,
and
you
are
right
for
the
job
.
As
per
the
Company standards you will be on probation for a period of 3 months from
the
date
of
joining
and
may
be
confirmed
as
a
permanent
employee
upon
successful
completion
of
your
probation.
Your
performance
during
this
period
will
be
appraised
based
on
certain
standards
set
by
the
company
which
will
be
discussed
with
you
at
the
time
of
joining.
In
addition
to
your
performance
during
the
Probationary
Period,
your
confirmation
as
a
permanent
employee
is
subject
to
your
submitting
the
requisite
documents
as
required
by
the
Company,
mentioned
above
in
the
section
of
“Joining
Formalities”
.
If you demonstrate satisfactory work progress during the Probationary
Period and
the decision is made to continue your employment at the end of the
probationary
period, you will receive a permanent Appointment Letter in this regard.
If work
progress is not satisfactory, an employee can be terminated with an
opportunity for
appeal
at the management’s
discretion.
4)
Work Schedule
: The standard workweek schedule is
five days
per week,
eight
hours a day plus a one hour meal period. Other schedules apply to part-
time
and some shift employees.
The Company also has a
Flexible Work Schedule
. Wherein employees have the
option to choose a variable work schedule that allows employees to choose
a daily
work schedule and meal period which is most compatible with the Company
requirements
as
well
as
their
personal
needs.
The
employee
and
the
supervisor
shall
agree
upon
in
advance
of
such
Variable
Work
Schedule
to
be
followed,
consistent with the needs of the Company.
The following general rules apply to the Flexible Work Schedule:
An
employee,
who
arrives
later
than
scheduled
time,
may
be
permitted to make up the deficit by working that much longer at the
end
of
the
workday
according
to
the
work
needs
of
the
Company.
Otherwise, the tardiness shall be charged to the appropriate leave
category.
Supervisors
shall
take
appropriate
action
to
correct
any
abuse
or
misuse of
this privilege which may include deductions from employee’s pay.
If
an
employee
reports
to
work
early,
the
employee
may,
with
the
supervisor’s
permission,
begin
work
at
that
time
a
nd
leave
at
a
correspondingly early hour.
If an employee leaves work early without permission, the time shall
be
deducted
from
the
employee’s
pay
or
may
be
charged
to
the
appropriate
leave account if justified.
An employee working later than schedule due to workload, can claim
the
extra
hours
worked
accordingly
the
next
day,
with
the
consent
of the supervisor, keeping in mind the next day’s deliverables.
5)
Work
Behavior:
It
is
essential
that
all
employees
accept
personal
responsibility
for
maintaining
high
standards
of
conduct
and
job
performance,
including
observance
of
the
Company
rules
and
policies.
Violations
of
these
standards
will
result
in
disciplinary
action.
Disciplinary action is considered a dimension of performance evaluation.
It
is
a
corrective
process
to
help
employees
overcome
work- related
shortcomings, strengthen work performance and achieve success.
6)
Performance Expectations:
At the time of joining you will be given a copy
of your Job Description along with a set of expectations that the Company
is looking in you. These set of expectations will be made in consultation
with you.
7)
Performance Evaluation:
Annual Performance Evaluation will be done during
the month of April every year for each employee having been employed for
six
months
or
longer.
The
evaluation
period
will
cover
the
period
1
st
April
through
31
st
March.
Self
Appraisal
forms
will
be
given
to
each
employee to appraise themselves on what their accomplishments were during
the
Appraisal
Year.
Completed
forms
have
to
be
returned,
through
appropriate channels, to the HR Team. Upon receipt of the evaluation form,
the following actions will be accomplished:
The Immediate Supervisor will:
a)
Complete
the
evaluation
form
as
promptly
as
possible.
Exceptional
must
be
discussed
in
Comments
section
of
the
evaluation
form.
Describe
why
performance
is
not
satisfactory and specify how performance can be improved, or
explain why performance is outstanding.
b)
Discuss evaluation with the employee emphasizing strong and
weak points in job performance. Commend the employee for a
job well done if applicable and discuss specific corrective
action
if
warranted.
Set
mutual
goals
for
the
employee
to
reach
before
the
next
performance
evaluation.
Recommendations should specifically state methods to correct
weaknesses and/or prepare the employee for future promotions.
c)
Allow
the
employee
to
make
any
written
comments
he/she
desires. Have employee sign the evaluation form and initial
after supervisor's comments.
d)
Forward the original copy of the evaluation form to the HR
Department.
Retain
a
copy
of
the
completed
form
for
the
department and the employee.
e)
Subsequent
to
the
completion
of
this
evaluation
by
the
supervisor,
and
review
by
the
employee,
revisions
must
be
discussed
by
both
parties.
In
addition,
if
changes
in
the
form
are
made
after
the
employee
has
signed
the
form,
the
level
of
authority
making
the
changes
must
notify
the
immediate
supervisor
and
give
the
employee
and
supervisor
copies of the revised evaluation.
The Director will:
a)
Review each form to ensure further actions on the appraisal.
b)
See that proper actions have been taken to resolve any
identified conflicts.
c)
Account for all evaluation forms in his area of
responsibility.
d)
Forward all original forms together as a group to the HR
Department.
HR Team will:
Review for completeness and accuracy. Any unresolved problems
will
be
brought
to
the
attention
of
the
concerned
line
of
authority.
The
completed
form
will
be
placed
in
the
Employee's Permanent Personnel File.
8)
Job Description:
At the time of joining the employee will be given with a
set of Job
Description,
that
he
needs
to
perform
at
the
Job.
In
addition
to
it,
according the employee position in the Organisation and the requirements
of the company, the employee may be a given a new set of Job Description
discussed
mutually
by
the
employee
and
the
supervisor.
Signed
Job
Description sheet has to be submitted to the HR Department which will be
placed
in
the
Employee's
Permanent
Personnel
File
and
will
be
used
for
future appraisals.
9)
Roles
and
Responsibilities:
The
Roles
and
Responsibilities
of
the
employee will
be
specified
by
the
immediate
superior
of
the
employee
at
the
time
of
Joining. Apart from the Roles mentioned initially, the Company may assign
new Roles and Responsibilities to the employee as and when required.
10)
Promotions:
Based on your Performance Appraisals, accordingly you might
be
promoted to a senior position as decided by the Company.
11)
Transfers:
You
are
also
liable
to
be
transferred
to
any
of
the
new
Offices that the
Company
might
open
or
you
may
at
times
need
to
work
on
some
of
the
Company
assignments
abroad.
Transfers
may
involve
a
promotion,
reassignment,
demotion
or lateral move. Your leave credits and
all the other benefits go with
you. Your
Personnel File
is also transferred to your new Office
.
Compensation
1)
Pay:
Your Pay will be according to the Pay structure specified in
your Appointment Letter. You will be paid a Net Salary after making
the necessary deductions. The Company is required by law to deduct the
following from your pay:
Income Tax at the prevailing rate.
Professional Tax.
Provident Fund.
Absences from work not covered by authorized leave credits
2)
Pay Periods:
Your Payday will be on the last day of each month. If
this day falls on a Saturday, Sunday or a holiday, payday will be on
the preceding business day.
3)
Pay Mode:
Your Pay Mode will be direct deposit to your Salary Account
with HDFC Bank. You will receive a Salary Slip indicating the net
amount deposited into your account after any additions, subtractions
and deductions in your salary.
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