Office HR Policy

Last Update: July 18, 2024

Office Timings

Office timings at Dcrayons Consultancy Private Limited are flexible, from 9:00 AM to 7:00 PM, Monday to Saturday. Employees are required to complete their office hours within this flexible window.

Saturday Work Hours

Saturday is considered a flexible working day where employees are expected to complete 6 hours of work. The remaining time should be utilized for self-learning, training, enhancing knowledge, discussing plans with team leads, and preparing for the upcoming week.

Learning and Development

Saturday is dedicated to learning and grooming. Employees are encouraged to:

• Learn new skills and technologies relevant to their roles.
• Participate in training sessions provided by the organization.
• Discuss ideas and strategies with their team leads to improve team performance.
• Take feedback from clients and incorporate suggestions to enhance service delivery.

Emergency Work on Saturday

In case of urgent work, team leaders have the discretion to authorize employees to continue working on Saturday.

Emergency Work on Sunday

If employees are required to come to the office on Sunday for emergency work, they will be compensated with extra leave. Lunch will be provided by the office, and further meals will depend on client arrangements.

Leave Policy

• One paid leave per month is allowed, to be used only in case of emergencies or with at least 15 days prior notice.
• Sandwich leave (taking leave without prior notice at least 15 days before or in case of emergency) will be allowed.
• Before going on leave, employees must transfer their duties to their team members.

Dress Code

Employees are expected to dress in casual, professional attire. No slippers or shorts are allowed in the office premises.

Use of Equipment

• Employees must use workstations provided by the company and are not permitted to use personal laptops for work purposes.
• No external paper or pen drives are allowed without prior permission.

Salary Increment

• Salary increments will be considered on a yearly basis.
• The decision for salary increment will depend on the work quality and performance, as evaluated by the manager.
• Increment decisions will be communicated to employees post-evaluation, based on manager assessments.
• Further parameters for increment eligibility and criteria will be established and communicated as needed.

Post Increment

• Post increments or promotions will be considered on the basis of performance evaluations conducted annually.
• Eligibility for post increments will be determined by manager assessments and performance reviews.
• Criteria and guidelines for post increments will be defined and updated as necessary.

Joining Letter Requirement

All employees must collect and maintain their joining letter, which is mandatory for employment records.

Billing and Reporting

Employees are required to accurately report their work hours for billing purposes. This ensures transparency and accountability in client engagements.

Notice Period

• Both the employee and the company are required to provide a notice period of one month if either party wishes to terminate the employment contract.
• During the probation period of four months, the notice period is reduced to five days in case of termination.

Early Termination

• In the event of early termination by the employee, the company reserves the right to withhold any outstanding salary or benefits owed.

Asset Responsibility

• Employees are responsible for any assets assigned to them during their tenure.
• Any damage caused to company assets due to negligence will be the responsibility of the employee.
• Salary may be withheld until the damaged asset is repaired or replaced by the employee.

Technical and Physical Damage

• The company is responsible for repairing any technical faults or internal errors affecting company equipment.
• Employees are liable for any physical damage caused by them, such as spills or mishandling, resulting in immediate issues.

Client Management

Employees responsible for managing client visits are accountable for welcoming clients and ensuring their comfort and satisfaction with the hospitality provided by the company.

Salary Payment

Salaries are credited on a monthly basis and will be processed by 7th of each month.

Policy on Sharing Salary Information

Sharing salary information among employees is strictly prohibited. Any employee found engaging in such activities will be subject to immediate termination.

Post-Employment Conduct and Legal Liabilities

After leaving employment, if a former employee engages in activities aimed at harming the company, including attempting to misappropriate assets, behaving improperly with current clients, or damaging the company's reputation unlawfully, they will be subject to legal liability under local jurisdiction. Appropriate legal action will be pursued to safeguard the company’s interests and uphold its reputation.

Compliance

All employees are expected to comply with these policies to maintain a conducive work environment and ensure smooth operations.