1
Hey Briju ..i got this info from this website only ....i believe Shayamali has posted this sometime back ...i hope this will be of some use ...i really got major help from this info..
Regards
Anu
EMPLOYEE MANUAL
Author Message
shyamali
CiteHR Active Member
________________________________________
EMPLOYEE MANUAL
Introduction
About the Company
The Company’s mission is to:
The Company vision
Equal Employment Policy
Affirmative Action Office
Hours of Operation/Work Schedules
Employee referral scheme
Holidays
2 Optional Holidays
Paid Leaves
Sick Days
Casual Leave
Professional Standards and Business Conduct
Employee Records and Information
Probationary Period
Promotions and Transfers
Employment of Relatives
Termination and Rehire Policies
Notice by the Individual
Notice by the ... Technologies
Termination for Cause
Rehire
Absences and Lateness
Business Expense Reimbursement
Telephone and Computer Use Policy
Smoking Policy
Dress Code Policy
Safety Policy
Workplace Security Policy
Drug and Alcohol Policy
Introduction
Welcome to . This handbook was developed to provide you with an information resource for common questions and concerns. If you have questions or concerns about the policies outlined here, you should contact your manager or Human Resources.
The policies stated in this handbook are subject to change at any time at the sole discretion of the Company. From time to time, you may receive updated information regarding any changes in policy.
The contents of this handbook are not intended to create a contract or agreement between the Company and you. For those employees in a position covered by a collective bargaining agreement, you should refer to the agreement which governs your terms and conditions of employment.
There are specific procedures for many of the general policies stated in the handbook. Please direct any questions to your manager, department head, or to Human Resources.
About the Company
Insert brief Company has a 10 years history of introducing products and services which address the customer needs in a very innovative manner, providing maximum value to its customers. xxx also partners with leaders in allied technologies so that the customers get the best solutions and the domain knowledge of xxxxx continues to improve.xxxx Technologies is the leading Enterprise Information Management and Workflow Solutions Company in India.
xxxxx is probably the only organization providing end to end solutions, right from data and document capture to transformation, processing, mining and workflow using cutting edge technologies. This is accomplished through a series of breakthrough products and services.
In its quest for providing the best possible range of solutions to its customers, xxxx has also partnered with organizations like FileNet, Kofax, Hummingbird, Staffware, Lotus, and Odyssey who are world leaders in their respective fields. xxxx works with an approach to provide solutions, which can contribute in a meaningful way to their businesses.
xxxxx has provided several first-of-its-kind solutions to various industries including Airlines, Financial services, Manufacturing, Petroleum products, Banking, Insurance, Utilities and Government organizations, catering to various functions e.g. Accounting, Revenue and Sales, Legal, Human Resources, Secretarial Services, Purchase, etc.
The Company’s mission is to: Create value by harnessing data to empower the right people at the right time using the right technology.
The Company vision is: we will have the enterprise to work with every technology that harnesses data and information. We will be involved in the development of every such technology.
In ten years we will have offices in major cities in the world and all state capitals in India.
When we are through, no decisions will be mistaken for want of information.
Equal Employment Policy
It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, veteran status, disability, or any other protected status.
This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all other details and conditions of employment.
Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity. The requirements we impose in filling a position will be those that validly relate to the job performance required.
All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training, education, tuition assistance and recreation programs will be administered without regard to race, color, religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with appropriate law.
Affirmative Action Office
The HR Department develops policy statements, provides regular reports on the progress and performance, identifies problem areas, and offers problem-solving assistance to management. It also monitors affirmative action implementation, serves as liaison with enforcement agencies, counsel’s employees, and conducts seminars, programs and activities. To achieve these ends, the affirmative action administrator maintains linkages with associations, organizations, and groups, which advance the interests.
Hours of Operation/Work Schedules
The office is normally open from 9:30 am until 6:30 pm Central time. Certain employees may be assigned to different work schedules and/or shifts outside of normal office hours. If an employee must be outside of the office for non-business related reasons during their normal work schedule, they should inform their manager.
Full-time professional/administrative positions are expected to on time; in many cases, however, additional hours may be necessary in order to satisfactorily fulfill the requirements of a job.
However, some positions involve a more hour with varying schedules. In addition to one unpaid lunch break, office/clerical and service employees are entitled to a fifteen-minute break or rest period for each half-day worked. Breaks must not be used for late arrival or early departure and must be scheduled by the supervisor.
Employee referral scheme
Under an employee referral scheme, existing staff are offered a cash incentive to recommend friends or former colleagues for vacancies within the company - the bonus payments are only made if the recommended candidate is successful in his or her application. The payments are also typically dependent on a number of other conditions being met. There is usually a probation period which new recruits must complete satisfactorily before the employees who recommended them are paid a bonus. There may also be eligibility criteria governing who can make a referral, as well as restrictions on the types of vacancies covered.
Holidays
The Company will observe the following holidays:
Republic Day. 26th January.
Holi. 26th March.
Maharastra Day 1st May
Independence Day. 15th August
Ganesh Chaturthi. 7th September
Gandhi Jayanti. 2nd October
Dassera 12th October.
Diwali 1 & 2 November.
Christmas 25th December.
2 Optional Holidays
New years 1st January
Maha Shiv Ratri 8th March
Gudi padwa 9th April.
Bhau Beej 3rd November.
Privileged Leaves
Employees are eligible for 21 paid personal days per 240 Days.
Personal days may be used at the employee’s discretion for religious holidays and personal matters. Personal days not used by the end of the year will be paid out to the employee in the final paycheck for that year.
Sick Days
Sick days are provided for illness of the employee, their spouse or children. Employees should use their personal days or vacation days non-illness related time off. All full-time employees will receive sick days according to the following schedule:
Employees will be eligible for paid sick days after Completion of the probation period. Every succeeding calendar year, employees will be eligible for 3 sick days.
Sick days may be accumulated and carried over from year to year to a maximum of 10 days. All other unused sick days by the end of the year is forfeited.
Casual Leave
Employees will be eligible for paid sick days after Completion of the probation period. Every succeeding calendar year, employees will be eligible for 3 sick days.
Sick days may be accumulated and carried over from year to year to a maximum of 10 days. All other unused sick days by the end of the year is forfeited.
Professional Standards and Business Conduct
xxxx Technologies assumes that those associated with the institution will conduct themselves ethically and in accordance with what are generally accepted as "standard business practices." The increasingly complex relationships that have evolved between the xxxTechnologies and the numerous individuals, companies, and other groups, with which it deals, require that persons representing the xxx Technologies exercise a high degree of personal responsibility, integrity, and sound judgment.
Each employee should be familiar with the policies and procedural guidelines that cover the business activities that are his/her responsibility. This requirement will vary significantly depending on the employee's position.
It is hoped that by clearly setting forth the standards of behavior that the xxxx Technologies expects from its employees, any misunderstandings will be minimized, and any questionable situation can be brought to the attention of the responsible administrator and resolved.
Specific areas of focus include:
Any employee who has a question about these issues, or the policies governing them, that cannot be answered by his/her supervisor is encouraged to direct the question to Human Resources Department.
Employee Records and Information
The Department of Human Resources maintains a record of each employee's employment at xxx Technologies, including such information as education, experience, work performance, and progress. These records are carefully reviewed when an employee is being considered for promotion, salary increase, or transfer.
In accordance with xxxxx Technologies policy and applicable law, all employee records (including but not necessarily limited to application forms and other records pertaining to hire, promotion, demotion, transfer, work schedule, layoff, termination, rates of pay or other terms of compensation, performance appraisal, and selection for training) kept by the University will be preserved for at least three years from the date of the personnel action. This does not apply to records for positions known to be of a temporary or seasonal nature.
A personnel file may contain personal data as well as employment information. The Department of Human Resources regards this information as confidential and will release it only with the written permission of the employee.
When the Department of Human Resources receives a request for information from agencies, stores, banks, or other institutions, only non-confidential information such as date of employment and name of department will be released. Confidential information such as pay rate, past earnings, home address or phone number will not be released unless authorized in writing by the employee. Informing the Human Resources Department can also make changes in personal data.
An employee may schedule an appointment to review the contents of his/her file by calling the Records Coordinator in the Department of Human Resources.
Probationary Period
The first six months of employment for professional/administrative employees and the first four months for office/clerical and service employees are considered a probationary period. During this time, work performance is regularly monitored and assessed in order to determine whether or not continued employment status should be granted. A new employee who does not perform satisfactorily, according to xxxx Technologies standards, and/or does not conform to the terms and conditions of employment at xxxx Technologies, may be terminated after he/she has been given notice in writing
Promotions and Transfers
In filling positions at xxxx Technologies, preference is given whenever possible to qualified persons currently employed at the xxx Technologies, with factors such as ability, experience, potential for growth, and the affirmative action goals taken into consideration. Employees are encouraged to express interest in positions for which they believe they are qualified.
A promotion is a change from one position to another (either in the same office or in another office). A promotion normally, but not necessarily, is accompanied by an increase in salary.
A transfer is defined as a change from one position to another within the same classification level and salary range and normally does not include an increase in salary.
To be eligible for a promotion or transfer, a person must have completed at least the probationary period, and a year of prior service at the xxxx is strongly preferred.
Employment of Relatives
Employment of relatives is permitted, except in circumstances where an appointment would place related people in supervisory and subordinate roles within the same office or department, or in a situation where influence could be exerted, directly or indirectly, on future decisions concerning the status of employment, promotion, or compensation.
Termination and Rehire Policies
Notice by the Individual
A staff member should submit adequate written notice to his/her supervisor before voluntarily leaving xxxx Technologies. Those individuals whose responsibilities are determined are expected to fulfill their commitments. Professional and Management employees are expected to provide a minimum of one month's notice. More advance notice may be appropriate for senior level positions. Office/clerical and service staff members are expected to provide a minimum of two weeks' notice.
Notice by the xxxx Technologies
Termination of an individual may result from reorganization or financial exigencies. Written notice of termination for such reasons will be based on length of full-time service at xxxx Technologies and will be communicated to the staff member according to the following schedule:
Non-Executive/Management
Length of Service Minimum Notice
Less than 2 years 1 month
2 - 4 years 3 months
5 more years 6 months
Office/Clerical and Service
Length of Service Minimum Notice
Less than 1 year 2 weeks
1 - 4 years 1 month
5 more years 3 months
At the xxxx Technologies discretion, pay may be substituted for all, or a portion of, the notice period.
Termination for Cause
The termination of an employee for cause by xxx Technologies is generally the result of an individual's inability to attain the required level of performance in the job, failure to comply with required policies and procedures or standards of professional behavior applicable to employment, or repeated failure to perform required duties. Any termination must be approved by the Vice President for Human Resources, or his/her designee, and must be in accordance with established policies and procedures.
Rehire
Employees who leave xxx Technologies in good standing and later wish to return are eligible for consideration for rehire provided an appropriate position is available. A previous employee who is rehired will be given credit for prior service for purposes of vacation eligibility and other pertinent benefits if no more than two years have elapsed between terminations and rehire.
Absences and Lateness
Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads.
Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as scheduled, employees must call their manager before their starting time. If your manager is unavailable, a message should be left. If the absence is to continue beyond the first day, the employee must notify their manager on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is absent.
Each supervisor is responsible for keeping accurate records of an employee's absences and of sick leave earned and taken. Dxxx Technologies reserves the right to request a medical examination or doctor's certificate during or following an illness.
Business Expense Reimbursement
The company will reimburse employees for expense, which is directly business, related to include: travel expenses, office supplies, and mileage incurred while traveling on business. Employees must submit receipts for all expenses. Employees should consult with their manager prior to business trips to confirm eligible expenses.
Telephone and Computer Use Policy
The Company understands that when employees work during the week it is occasionally necessary to conduct personal business during office hours. However, employees should limit their personal use of the telephone and computer during office hours. Talk to your manager if you have any questions as to how much is too much time. Because the Company at its expense for business use provides telephone and e-mail systems, all messages sent by or received on those systems are company documents. The Company reserves the right to access and to disclose the messages that you send or receive on the voice mail or e-mail systems. Employees should also be aware that “deleted” messages from the computer screen may not actually be deleted fro the e-mail system. Employees who abuse this policy are subject to disciplinary procedures up to and including discharge.
Smoking Policy
The Company maintains a non-smoking policy within the office. Employees should smoke only in those areas of the building which are smoking designated.
Dress Code Policy
The Company maintains a business casual working environment. All employees should use discretion in wearing attire that is appropriate for the office and customer interaction
Safety Policy
The Company is sincerely interested in the safety and well being of our employees. The Company will make every effort to keep the office equipment in excellent condition and make sure that all safety devices are working properly. If, in spite of our efforts to ensure safe working conditions, an employee has an accident or becomes ill on the job, it should be reported to the manager immediately. They will see that prompt medical attention is provided.
Workplace Security Policy
The Company is committed to maintain a safe and secure workplace. In order to maintain a secure work environment, the company strictly prohibits employees and visitors from bringing any firearm on Company property. In addition, all visitors are asked to check in with the receptionist. Failure to comply with this policy will result in disciplinary action up to and including termination.
Drug and Alcohol Policy
The Company realizes that the misuse of drugs and alcohol impairs employee health and productivity. Drug and alcohol problems result in unsafe working conditions for all employees and customers. The Company is committed to maintaining a productive, safe, and healthy work environment, free of unauthorized drug and alcohol use.
Any employee involved in the unlawful use, sale, manufacturing, dispensing or possession of controlled substances, illicit drugs and alcohol on Company premises or work sites, or working under the influence of such substances, will be subject to disciplinary action up to and including dismissal and referral for prosecution.
From India, Calcutta
Regards
Anu
EMPLOYEE MANUAL
Author Message
shyamali
CiteHR Active Member
________________________________________
EMPLOYEE MANUAL
Introduction
About the Company
The Company’s mission is to:
The Company vision
Equal Employment Policy
Affirmative Action Office
Hours of Operation/Work Schedules
Employee referral scheme
Holidays
2 Optional Holidays
Paid Leaves
Sick Days
Casual Leave
Professional Standards and Business Conduct
Employee Records and Information
Probationary Period
Promotions and Transfers
Employment of Relatives
Termination and Rehire Policies
Notice by the Individual
Notice by the ... Technologies
Termination for Cause
Rehire
Absences and Lateness
Business Expense Reimbursement
Telephone and Computer Use Policy
Smoking Policy
Dress Code Policy
Safety Policy
Workplace Security Policy
Drug and Alcohol Policy
Introduction
Welcome to . This handbook was developed to provide you with an information resource for common questions and concerns. If you have questions or concerns about the policies outlined here, you should contact your manager or Human Resources.
The policies stated in this handbook are subject to change at any time at the sole discretion of the Company. From time to time, you may receive updated information regarding any changes in policy.
The contents of this handbook are not intended to create a contract or agreement between the Company and you. For those employees in a position covered by a collective bargaining agreement, you should refer to the agreement which governs your terms and conditions of employment.
There are specific procedures for many of the general policies stated in the handbook. Please direct any questions to your manager, department head, or to Human Resources.
About the Company
Insert brief Company has a 10 years history of introducing products and services which address the customer needs in a very innovative manner, providing maximum value to its customers. xxx also partners with leaders in allied technologies so that the customers get the best solutions and the domain knowledge of xxxxx continues to improve.xxxx Technologies is the leading Enterprise Information Management and Workflow Solutions Company in India.
xxxxx is probably the only organization providing end to end solutions, right from data and document capture to transformation, processing, mining and workflow using cutting edge technologies. This is accomplished through a series of breakthrough products and services.
In its quest for providing the best possible range of solutions to its customers, xxxx has also partnered with organizations like FileNet, Kofax, Hummingbird, Staffware, Lotus, and Odyssey who are world leaders in their respective fields. xxxx works with an approach to provide solutions, which can contribute in a meaningful way to their businesses.
xxxxx has provided several first-of-its-kind solutions to various industries including Airlines, Financial services, Manufacturing, Petroleum products, Banking, Insurance, Utilities and Government organizations, catering to various functions e.g. Accounting, Revenue and Sales, Legal, Human Resources, Secretarial Services, Purchase, etc.
The Company’s mission is to: Create value by harnessing data to empower the right people at the right time using the right technology.
The Company vision is: we will have the enterprise to work with every technology that harnesses data and information. We will be involved in the development of every such technology.
In ten years we will have offices in major cities in the world and all state capitals in India.
When we are through, no decisions will be mistaken for want of information.
Equal Employment Policy
It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, veteran status, disability, or any other protected status.
This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all other details and conditions of employment.
Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity. The requirements we impose in filling a position will be those that validly relate to the job performance required.
All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training, education, tuition assistance and recreation programs will be administered without regard to race, color, religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with appropriate law.
Affirmative Action Office
The HR Department develops policy statements, provides regular reports on the progress and performance, identifies problem areas, and offers problem-solving assistance to management. It also monitors affirmative action implementation, serves as liaison with enforcement agencies, counsel’s employees, and conducts seminars, programs and activities. To achieve these ends, the affirmative action administrator maintains linkages with associations, organizations, and groups, which advance the interests.
Hours of Operation/Work Schedules
The office is normally open from 9:30 am until 6:30 pm Central time. Certain employees may be assigned to different work schedules and/or shifts outside of normal office hours. If an employee must be outside of the office for non-business related reasons during their normal work schedule, they should inform their manager.
Full-time professional/administrative positions are expected to on time; in many cases, however, additional hours may be necessary in order to satisfactorily fulfill the requirements of a job.
However, some positions involve a more hour with varying schedules. In addition to one unpaid lunch break, office/clerical and service employees are entitled to a fifteen-minute break or rest period for each half-day worked. Breaks must not be used for late arrival or early departure and must be scheduled by the supervisor.
Employee referral scheme
Under an employee referral scheme, existing staff are offered a cash incentive to recommend friends or former colleagues for vacancies within the company - the bonus payments are only made if the recommended candidate is successful in his or her application. The payments are also typically dependent on a number of other conditions being met. There is usually a probation period which new recruits must complete satisfactorily before the employees who recommended them are paid a bonus. There may also be eligibility criteria governing who can make a referral, as well as restrictions on the types of vacancies covered.
Holidays
The Company will observe the following holidays:
Republic Day. 26th January.
Holi. 26th March.
Maharastra Day 1st May
Independence Day. 15th August
Ganesh Chaturthi. 7th September
Gandhi Jayanti. 2nd October
Dassera 12th October.
Diwali 1 & 2 November.
Christmas 25th December.
2 Optional Holidays
New years 1st January
Maha Shiv Ratri 8th March
Gudi padwa 9th April.
Bhau Beej 3rd November.
Privileged Leaves
Employees are eligible for 21 paid personal days per 240 Days.
Personal days may be used at the employee’s discretion for religious holidays and personal matters. Personal days not used by the end of the year will be paid out to the employee in the final paycheck for that year.
Sick Days
Sick days are provided for illness of the employee, their spouse or children. Employees should use their personal days or vacation days non-illness related time off. All full-time employees will receive sick days according to the following schedule:
Employees will be eligible for paid sick days after Completion of the probation period. Every succeeding calendar year, employees will be eligible for 3 sick days.
Sick days may be accumulated and carried over from year to year to a maximum of 10 days. All other unused sick days by the end of the year is forfeited.
Casual Leave
Employees will be eligible for paid sick days after Completion of the probation period. Every succeeding calendar year, employees will be eligible for 3 sick days.
Sick days may be accumulated and carried over from year to year to a maximum of 10 days. All other unused sick days by the end of the year is forfeited.
Professional Standards and Business Conduct
xxxx Technologies assumes that those associated with the institution will conduct themselves ethically and in accordance with what are generally accepted as "standard business practices." The increasingly complex relationships that have evolved between the xxxTechnologies and the numerous individuals, companies, and other groups, with which it deals, require that persons representing the xxx Technologies exercise a high degree of personal responsibility, integrity, and sound judgment.
Each employee should be familiar with the policies and procedural guidelines that cover the business activities that are his/her responsibility. This requirement will vary significantly depending on the employee's position.
It is hoped that by clearly setting forth the standards of behavior that the xxxx Technologies expects from its employees, any misunderstandings will be minimized, and any questionable situation can be brought to the attention of the responsible administrator and resolved.
Specific areas of focus include:
Any employee who has a question about these issues, or the policies governing them, that cannot be answered by his/her supervisor is encouraged to direct the question to Human Resources Department.
Employee Records and Information
The Department of Human Resources maintains a record of each employee's employment at xxx Technologies, including such information as education, experience, work performance, and progress. These records are carefully reviewed when an employee is being considered for promotion, salary increase, or transfer.
In accordance with xxxxx Technologies policy and applicable law, all employee records (including but not necessarily limited to application forms and other records pertaining to hire, promotion, demotion, transfer, work schedule, layoff, termination, rates of pay or other terms of compensation, performance appraisal, and selection for training) kept by the University will be preserved for at least three years from the date of the personnel action. This does not apply to records for positions known to be of a temporary or seasonal nature.
A personnel file may contain personal data as well as employment information. The Department of Human Resources regards this information as confidential and will release it only with the written permission of the employee.
When the Department of Human Resources receives a request for information from agencies, stores, banks, or other institutions, only non-confidential information such as date of employment and name of department will be released. Confidential information such as pay rate, past earnings, home address or phone number will not be released unless authorized in writing by the employee. Informing the Human Resources Department can also make changes in personal data.
An employee may schedule an appointment to review the contents of his/her file by calling the Records Coordinator in the Department of Human Resources.
Probationary Period
The first six months of employment for professional/administrative employees and the first four months for office/clerical and service employees are considered a probationary period. During this time, work performance is regularly monitored and assessed in order to determine whether or not continued employment status should be granted. A new employee who does not perform satisfactorily, according to xxxx Technologies standards, and/or does not conform to the terms and conditions of employment at xxxx Technologies, may be terminated after he/she has been given notice in writing
Promotions and Transfers
In filling positions at xxxx Technologies, preference is given whenever possible to qualified persons currently employed at the xxx Technologies, with factors such as ability, experience, potential for growth, and the affirmative action goals taken into consideration. Employees are encouraged to express interest in positions for which they believe they are qualified.
A promotion is a change from one position to another (either in the same office or in another office). A promotion normally, but not necessarily, is accompanied by an increase in salary.
A transfer is defined as a change from one position to another within the same classification level and salary range and normally does not include an increase in salary.
To be eligible for a promotion or transfer, a person must have completed at least the probationary period, and a year of prior service at the xxxx is strongly preferred.
Employment of Relatives
Employment of relatives is permitted, except in circumstances where an appointment would place related people in supervisory and subordinate roles within the same office or department, or in a situation where influence could be exerted, directly or indirectly, on future decisions concerning the status of employment, promotion, or compensation.
Termination and Rehire Policies
Notice by the Individual
A staff member should submit adequate written notice to his/her supervisor before voluntarily leaving xxxx Technologies. Those individuals whose responsibilities are determined are expected to fulfill their commitments. Professional and Management employees are expected to provide a minimum of one month's notice. More advance notice may be appropriate for senior level positions. Office/clerical and service staff members are expected to provide a minimum of two weeks' notice.
Notice by the xxxx Technologies
Termination of an individual may result from reorganization or financial exigencies. Written notice of termination for such reasons will be based on length of full-time service at xxxx Technologies and will be communicated to the staff member according to the following schedule:
Non-Executive/Management
Length of Service Minimum Notice
Less than 2 years 1 month
2 - 4 years 3 months
5 more years 6 months
Office/Clerical and Service
Length of Service Minimum Notice
Less than 1 year 2 weeks
1 - 4 years 1 month
5 more years 3 months
At the xxxx Technologies discretion, pay may be substituted for all, or a portion of, the notice period.
Termination for Cause
The termination of an employee for cause by xxx Technologies is generally the result of an individual's inability to attain the required level of performance in the job, failure to comply with required policies and procedures or standards of professional behavior applicable to employment, or repeated failure to perform required duties. Any termination must be approved by the Vice President for Human Resources, or his/her designee, and must be in accordance with established policies and procedures.
Rehire
Employees who leave xxx Technologies in good standing and later wish to return are eligible for consideration for rehire provided an appropriate position is available. A previous employee who is rehired will be given credit for prior service for purposes of vacation eligibility and other pertinent benefits if no more than two years have elapsed between terminations and rehire.
Absences and Lateness
Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads.
Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as scheduled, employees must call their manager before their starting time. If your manager is unavailable, a message should be left. If the absence is to continue beyond the first day, the employee must notify their manager on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is absent.
Each supervisor is responsible for keeping accurate records of an employee's absences and of sick leave earned and taken. Dxxx Technologies reserves the right to request a medical examination or doctor's certificate during or following an illness.
Business Expense Reimbursement
The company will reimburse employees for expense, which is directly business, related to include: travel expenses, office supplies, and mileage incurred while traveling on business. Employees must submit receipts for all expenses. Employees should consult with their manager prior to business trips to confirm eligible expenses.
Telephone and Computer Use Policy
The Company understands that when employees work during the week it is occasionally necessary to conduct personal business during office hours. However, employees should limit their personal use of the telephone and computer during office hours. Talk to your manager if you have any questions as to how much is too much time. Because the Company at its expense for business use provides telephone and e-mail systems, all messages sent by or received on those systems are company documents. The Company reserves the right to access and to disclose the messages that you send or receive on the voice mail or e-mail systems. Employees should also be aware that “deleted” messages from the computer screen may not actually be deleted fro the e-mail system. Employees who abuse this policy are subject to disciplinary procedures up to and including discharge.
Smoking Policy
The Company maintains a non-smoking policy within the office. Employees should smoke only in those areas of the building which are smoking designated.
Dress Code Policy
The Company maintains a business casual working environment. All employees should use discretion in wearing attire that is appropriate for the office and customer interaction
Safety Policy
The Company is sincerely interested in the safety and well being of our employees. The Company will make every effort to keep the office equipment in excellent condition and make sure that all safety devices are working properly. If, in spite of our efforts to ensure safe working conditions, an employee has an accident or becomes ill on the job, it should be reported to the manager immediately. They will see that prompt medical attention is provided.
Workplace Security Policy
The Company is committed to maintain a safe and secure workplace. In order to maintain a secure work environment, the company strictly prohibits employees and visitors from bringing any firearm on Company property. In addition, all visitors are asked to check in with the receptionist. Failure to comply with this policy will result in disciplinary action up to and including termination.
Drug and Alcohol Policy
The Company realizes that the misuse of drugs and alcohol impairs employee health and productivity. Drug and alcohol problems result in unsafe working conditions for all employees and customers. The Company is committed to maintaining a productive, safe, and healthy work environment, free of unauthorized drug and alcohol use.
Any employee involved in the unlawful use, sale, manufacturing, dispensing or possession of controlled substances, illicit drugs and alcohol on Company premises or work sites, or working under the influence of such substances, will be subject to disciplinary action up to and including dismissal and referral for prosecution.
From India, Calcutta
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