Effective January 02, 2020
HR POLICIES AND PRACTICES
1. CODE OF BUSINESS CONDUCTS & ETHICS
The Company’s greatest strength lies in the talent and ability of its associates. Since working in partnership is vital to the Company’s continued success, mutual respect must be the basis for all work relationships. Engaging in behavior that ridicules, belittles, intimidates, threatens, or demeans, affects productivity can negatively impact the Company’s reputation. You are expected to treat others with the same respect and dignity that any reasonable person may wish to receive. All employees should respect their colleagues. We won’t allow any discriminatory behavior, harassment, Politics, or victimization. Employees should confirm with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.
1.2 In the Workplace
The talents and skills needed to conduct business successfully are not limited to any particular group of people. The company has a long-standing commitment to a meaningful policy of equal employment opportunity. The Company’s policy is to ensure equal employment and advancement opportunities for all qualified individuals without distinction or discrimination because of race, color, religion, gender, sexual orientation, and age, national origin, disability, covered veteran status, marital status. Or any other unlawful basis. As part of this commitment, the Company will make reasonable accommodations for applicants and qualified employees. Sexual harassment and other discriminatory harassment are illegal and violate Company policies.
1.3 Business Conduct Certification Program
You must acknowledge that you have read and understood this Employee Code of Business Conduct and Ethics. Besides, management-level associates must periodically disclose on Business Conduct Certificate information that is considered to be directly relevant to avoiding problems with compliance obligations, self-dealing, and impropriety.
1.4 Protection and Proper Use of Company Assets
Safeguarding and appropriately using Company assets, whether those assets take the form of paper files, electronic data, computer resources, Clients project code , other Company Source code From PC previous backup From allocated Email or GitHub Repo or any of the property shared by or saved by IISL or trademarks or otherwise, is critical or we may be suspended same Hours if we Found any of the Issue without Proper Reason. Also, you must pay clients Loss or NDA loss on Behalf of the company.
If you are aware of any illegal or unethical behavior or if you believe that an applicable law, rule or regulation or this Code has been violated, the matter must be promptly reported to your supervisor or company executives or Owner of the Company.
2 TERMS OF EMPLOYMENT
2.1 Joining Process
An employee shall submit the copies of the following documents on the date of joining:
Proof of age (Aadhar card xerox copy (Must require) & birth certificate/school leaving certificate/passport copy); Driving License/ Voter ID.
Proof of Education: Final year mark sheet (Original - must be required) of College Degree certificate
Proof of Salary: Last 3 Months Salary Sleep + bank transaction or bank statement.
Experience Proof: Previous companies Appointment letter + experience Certificate.
Identity Proof: Photocopy 2 color passport size photograph (Must require)
For experienced Person -Salary slips or bank statements (last three months) For fresher: Blank Check with candidate /Nominees or nominees sign Duly Attested Educational and other qualification certificates;
Release letter from the previous employer (if applicable);
One copy to be retained by the employee, and one signed copy to be handed over to Company by the employee (for the Employee file).
3 GENERAL ADMINISTRATIVE MATTERS
3.1 Working Days
Working Days Monday – Saturday 1 st and 3rd Saturday of month is half day
09:00AM to 6:30 PM 30 “minutes Plus or Minus”
40 minutes 1:00 PM to 1:40 PM
3:30 PM to 3:45 PM
I am owing to work difficulties; an employee’s working hours may be different from the Timings mentioned above
3.2 Weekly Off
Sunday will be a weekly holiday. Every Month of 1st and 3rd Saturday will be half Day 9:00 AM to 1:00 PM.
Owing to work exigencies, an employee may also be required to work either on a weekly off or a public holiday. In such a case, and after obtaining due approval from his/her immediate manager, the employee is entitled to take any of the weekdays in the following week as a compensatory off in lieu of the day of the weekly off/public holiday.
3.3 Late Arrival
Employees are expected to arrive at work and for meetings on time in our Company, Reporting Time is 8:45 AM to 9:00 AM. If an employee anticipates a late arrival, he/she must inform the immediate manager (or a colleague in case the direct manager is not available) in advance to allow for schedule; otherwise, it will affect your yearly increment and Bonus from Company. Changes and to handle coverage of working hours. Repeat challenges with late arrivals will be recording as misconduct in the employee’s file. Lapses in punctuality will not be acceptable.
3.4 Absence from Office
In a month if any employee who needs leave due to some emergency & The reason is genuine, he/she should take a holiday for one day.
If any employee needs to take leave, he /she need to talk before one weak or not allow any leave, and if Employee tries to violate the company policy, he/she will be suspended from office /job at iisl.
On the day if any employee takes spontaneous leave, twice the salary of that day should cut from their payment of wages. + if any Employees take Continues 3 days to leave in between Sunday, then Sunday leave will be not counted as a salary.
In case if because of Emergency Any employee who needs to go for half a day or if any Employees Come After Lunch Break, then their full day salary should be cut from their final monthly salary. We do not allow any half-day leave if you inform same day, if you want half-day leave, then you must have to tell before three days and if we approve then and then you can take a leave otherwise it's not allowed to leave, and this is against of company Policy.
It will be the responsibility of all employees to ensure that the offices of the company are always kept neat and tidy. The work area should be cleared of all files and papers every evening before leaving the office. Computers and any lights in the work area need to be switched off.
Smoking and consuming tobacco products are strictly prohibited within office premises. In order to maintain a clean and healthy atmosphere in the workplace and to arise out of our concern for fellow employees, smoking is prohibited within the office premises.
4 EMPLOYEE DEVELOPMENT
It is the policy of the Company that the work of each employee will be evaluated periodically by the employee’s manager/supervisor, in order to monitor individual performance on the job, assess training needs and to identify future leaders.
- The process of employee development is covered by:
- Performance Evaluation
- Career Planning
4.2 Performance Evaluation
The process of performance evaluation provides a systematic approach for communicating goals, expectations, and objectives to each employee as well as documenting individual performance. It is provided based on their performance/project completion.
Project was undertaken
Quality of project Coding follow Code Structure
Version Control Software (Source Code Management Tools)
- Jira etc.
- A time limit of completion
4.3 Training and Development
The objective of the training policy at the Company is to develop relevant skills in the organization, taking into account:
Individual learning objectives.
It will be the responsibility of the manager to ensure that all employees get an equal opportunity to attend training programs based on their individual training needs. The training program shall include:
Technical training: for the Company employees
As an induction training, the company arranged training & development full day for the four months on the job training as “trainee” and provide the various software and system related training if needed, if any employee is not required the training company does not offer them direct recruit them as an employee.
4.4 Career Development
Company management will endeavor to provide all its employees with the opportunity for personal growth and progress. This section deals with the Career Planning policy. In case of further details, the employee may contact the Human Resources of the company or management team
5.1 Salary Administration
All employees will be paid their salary every month between 1 to 10th of that subsequent month through an account payee cheque/NEFT (via Net Banking). The company provides increments in salary in Experience person or above one-year Person we will decide based on their performance and projects completed. Any employee who believes that an improper deduction was made from their salary should discuss the situation with the owner if the complaint is not resolved to the employee's satisfaction, the employee's Human Resources consultant should be contacted. After an investigation, if a deduction is determined to have been improper, the employee will be paid the correct amount.
Salary Increment Model at IISL.
|Salary||Increment base on performance|
|Up to 7000 ₹||5000 ₹ - 6000₹|
|7000+ to 12000 ₹||4000 ₹ - 6000₹|
|12000+ to 15000 ₹||25% - 30%|
|15000+ to 20000 ₹||20% - 25%|
|20000+ to 23000 ₹||15% - 20%|
|23000+ to 26500 ₹||15% - 20%|
|26500+ to 30500 ₹||10% - 15%|
|30500+ to 33500 ₹||5% - 10%|
|33500+ to N ₹||5% - 10%|
6 EMPLOYEE TERMINATION
An employee will be separated from the company in the following events:
On his/her resignation from the services of the company;
On being removed from the services or on being dismissed by the company;
On the expiry of any fixed contract period;
On being found medically unfit to continue working in his/her present responsibility.
7 LEAVE POLICY
Due to some reasons such as heavy rain or some occasions if employees are provided leave, they have to come on Sunday at the office may remain open for Sunday in this situation.
To calculate leave accounts, “year” shall mean the calendar year. Commencing on the first day of January and ending on the last day of December of the next year.
All leave must be applied for at least one weak day prior for approval to the immediate manager, except for sick leave, which may be intimated verbally and post facto approval sought upon resumption of work
Leave records are being maintained on the common share. There is no provision at this time to carry forward any unused leave into the next year or encase it at the time of termination.
Employees may take leave only after obtaining permission. In the event an employee goes on leave without notifying the company, it will be deemed that.
The employee has been absent from work without permission, and the period of absence will be treated as two days leave without pay.
Twelve public holidays (10 Fixed and 2 Optional) may be availed, as notified by the company at the beginning of each year (Please refer the list in appendix A).
In case the working of the office is likely to be hampered on account of the strike, power cut, etc., the company may declare, a public or a weekly holiday (except national holidays) to be a typical working day and maintain the affected day to be a holiday.
If there is a leave on Monday and any Employee takes a leave on Saturday or Tuesday, their two days' salary will be deducted from their final month salary. If there is a holiday on Saturday and any employee who takes leave on Monday, there two days salary will be deducted from their final month salary
If any Employee needs any emergency leave, he or she should inform the owner of the company, and if he grants the leave, then only an employee can Take a leave of that day. If management should not allow the leave, then employees need to come into the office to meet and give a genuine reason for the leave.
8 INTERNET USE POLICY
The company supports the use of the Internet to conduct business by or on behalf of the Company. Because the Internet provides access to a worldwide audience, Company associates should act at all times as if they are representing Company to the public and should preserve Company's system security and protect Company's name and trademarks. Company associates must act responsibly and adhere to all laws and Company policies when using the Internet to conduct business by or on behalf of the Company and/or when the Company or its products or services are identified.
9 RECRUITMENT & SELECTION
For recruitment & selection company uses a various social site such Indeed.com
10 EMPLOYEE ENGAGEMENT ACTIVITIES
As a part of employee Engagement Activities, the Company celebrates the birthdays and create Events activity.
One day picnic.
Get to gather at the office with snacks & cold drinks.
Appreciation by giving a certificate at a meeting.
Gift vouchers and Bonus.
11 ATTENDANCE & LEAVE MANAGEMENT
In the company, the attendance is maintained in the PMS System (project management System) on a daily basis & leave is given to the employees as per their requirements.
12 EXIT PROCESS
As the employee who wants to leave the company needs to fill the exit (feedback) form. Appendix A).
Holiday's List 2021 - IISL
|Diwali / Deepavali||Thursday||04-11-2021|
Terms and condition applied on iisl HR Policy
First and Third Saturday wil be half day 9:00 AM to 1:00 PM
Regular office Lunch time 01:00 PM To 1:40 PM and break 3:30 PM To 3:45 PM
Regular Office time 9:00 AM To 6:30 PM and Reporting time 8:45 AM Daily