- 6th Floor, ADD India Tower, Plot no. 9, Sector 125, Noida
- 880 080 1596
- info@maxadvisory.in
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1. PROBATION, REVIEW & CONFIRMATION
• The probation period starts immediately after the joining of a new employee. The probation period varies from 6 months.
• During the probation period, the employee should be encouraged to learn and the supervisor should be in constant touch with him/her.
• While on probation, an employee should be reviewed on his/her learning capabilities, ability to understand and adapt to the Company’s systems & procedures, and potential to grow with the Company.
• Depending on the complexity of the role, the notice period varies from 15 days.
• Termination on account of integrity issue, violation of code of conduct does not need notice period.
• The probation period officially ends only after receiving formal confirmation from the company; otherwise, the employee will continue to be considered on probation.
2. Attendance and Working Days
•Working Days and Breaks: The company operates on a 6-day workweek, from Monday to Saturday. The second Saturday of each month will be an official holiday.
• Punch-In and Punch-Out Timing:
o For the Mohali office, the punch-in time is 9:30 AM and the punch-out time is after 6:00 PM.
o For the Noida office, the punch-in time is 10:00 AM and the punch-out time is after 6:30 PM.
o A grace period of 15 minutes is allowed: 9:44 AM for the Mohali office and 10:14 AM for the Noida office.
o After 10:15 AM for the Mohali office and 10:45 AM for the Noida office, it will be considered late. Employees who are late must complete their 8 hour 30 min shift.
• Employees should not consistently punch in at the last possible moment. The official working hours are from 9:30 AM (Mohali) and 10:00 AM (Noida) onward.
• Late Arrival:
o Any arrival after the specified punch-in time will be considered late.
o Two instances of late arrival within a month will result in a deduction equivalent to half a day’s salary.
• Punch-In Exceptions:
o If an employee fails to punch in, they must inform HR via email on the same day, copying the relevant lead. Adjustments will not be made if this notification is not sent.
• Lunch Break :
o The designated lunch break is from 1:30 PM to
2:15 PM.
3. CODE OF CONDUCT
• Business Integrity: Every employee and associated workforce shall carry out all business with full integrity and reliability.
• Compliance with company policy and procedures: All employees work with the company’s policy which is in compliance with laws and regulations.
• Unlawful practice or harm to the company’s reputation: The company shall have a zero-tolerance policy for violation of governing rules, regulations, and laws if it harms the company’s public image.
• Conflict of interest: No employee can participate in any kind of activities that compromise the interest of company for personal gain and interest.
• Integrity of communication and confidential information: All employees must maintain integrity in their internal and external communication and high confidentiality of information entrusted to them. Disclosure of any such information shall only ensue if authorized or mandated. An employee is a public face for the company, so one has to be very careful while interacting with anybody about the company.
• Intellectual property: The company holds exclusive rights to all of the intellectual property created by and for the business.
4. Salary and Reimbursements
• Salary Credit: Salaries will be credited to employees’ accounts by the 10th of each month.
• Reimbursement Policy:
o Reimbursement requests must be submitted with relevant receipts with expense sheet to HR by the 5th of each month, with the CEO and designated manager on CC.
o Late reimbursement submissions will be carried over to the next month.
5. Travel and Meal Expenses Traveling Expenses:
• Traveling Expenses: All travel-related arrangements, including transportation and ticket bookings, will be managed and paid for directly by the company.
• Meal Expenses: A maximum of ₹250 per meal will be provided during official outstation trips.
6. Leave Policy
• Leave Approval:
o Leave requests must be submitted at least 3 days in advance via email to HR, with the CEO on CC.
• Leave Entitlement:
o Post-probation, employees are entitled to 12 Casual Leaves (CL) and 12 Preferred Leaves (PL) annually.
o CL can be taken once a month, while PL must be availed for at least three consecutive days.
• Communication Protocol:
o All leave approvals and related coordination must be done through formal communication channels such as email. WhatsApp and phone calls will not be entertained for leave-related matters.
7. Exit Formalities
• Acknowledging Resignation:
o Upon receiving a resignation email, HR must acknowledge the request and begin the process.
• Process:
1. Conduct an exit interview with HR/Director one week before the last working day.
2. Complete exit forms.
3. Ensure the handover of company assets, data, and SOPs.
• Full & Final Settlement:
1. Issue the experience letter / any pending salary /reimbursements after 45 days of resignation.
8. SEXUAL HARASSMENT AT WORKPLACE
• Definition: Sexual harassment refers to any unwelcome behavior of a sexual nature that creates an intimidating, hostile, or offensive work environment. Such behavior can be verbal, non-verbal, or physical.
o Verbal Harassment: Includes inappropriate comments, sexual jokes, and suggestive remarks.
o Non-Verbal Harassment: Includes staring, inappropriate gestures, or displaying sexually suggestive visuals.
o Physical Harassment: Includes unwelcome physical contact, such as touching or other behavior that makes a person feel uncomfortable.
• Zero Tolerance Policy: The company maintains a zero-tolerance policy toward any form of sexual harassment. Any reported incident will be taken seriously and investigated promptly.
• Employee Responsibilities:
o Treat all allegations seriously and do not dismiss any complaint without due consideration.
o Maintain professionalism at all times and promote a respectful work environment.
o Avoid making assumptions about the situation or individuals involved.
o Support victims by guiding them to the appropriate authorities or designated personnel.
o Establish and respect personal boundaries within the workplace.
o Report any observed instances of harassment to the appropriate authority / HR immediately
9. COMPLIANCE FOR EMPLOYEE
• Employees don’t have any right to break HR policies. Each employee should follow the process/system fairly.
• Anti-harassment/Gender Discrimination policies and rules should be followed.
• Maintaining the office environment safe and positive for each person.
• Attendance rules should be followed strictly. • Not misusing any official assets/device/system/data/internet.
• No Smoking is allowed during the work timings and in the office or office premises. • No one is allowed to take “WFH”
ACTIONS ON BREAKING POLICIES/NORMS
• Employees must follow all HR policies without exception.
• Anti-harassment and gender discrimination policies must be strictly adhered to.
• Maintain a safe and positive office environment.
• Follow attendance rules strictly.
• Do not misuse official assets, devices, systems, or data.
• Smoking is prohibited within office premises.
• Work-from-home (WFH) is not permitted.
Actions on Breaking Policies/Norms
• Two warnings will be issued for policy violations:
o First Warning: A face-to-face explanation will be conducted.
o Second Warning: A letter or email will be sent as a final warning.
• If violations continue beyond two warnings, company will take strict action that will lead to termination.
These policies are designed to maintain clarity and discipline in company operations and ensure effective attendance, reimbursements, travel, and leave procedures.