www.braahmam.

net

BRAAHMAM NET
SOLUTIONS PVT. LTD.
Employee handbook
For Braahmam

-2010-
Contents
INTRODUCTION ..................................................................................................................... 4
SCOPE OF THE MANUAL...................................................................................................... 5
AMENDMENTS TO THE MANUAL ...................................................................................... 5
BRAAHMAM NET SOLUTIONS PVT. LTD. ........................................................................ 6
CORPORATE VISION ............................................................................................................. 6
MISSION ................................................................................................................................... 6
1. CONFIDENTIALITY OF THE MANUAL ....................................................................... 7
2. RECRUITMENT ................................................................................................................ 7
3. PROBATION PERIOD AND CONFIRMATION............................................................. 8
4. REFERENCE CHECK ....................................................................................................... 8
5. JOINING FORMALITIES ................................................................................................. 8
6. CONFIDENTIALITY ........................................................................................................ 9
7. LEAVE ............................................................................................................................... 9
8. HALF DAY LEAVE ........................................................................................................ 10
9. HOLIDAYS ...................................................................................................................... 10
10. RESTRICTED HOLIDAYS ......................................................................................... 10
11. OFFICIAL TOURS ...................................................................................................... 11
12. LOCAL CONVEYANCE ............................................................................................. 11
14. PERFORMANCE APPRAISAL .................................................................................. 11
15. INCREMENT AND PROMOTION ............................................................................. 12
16. DRESS CODE .............................................................................................................. 13
17. MEDI-CLAIM POLICY ............................................................................................... 13
18. TRAINING AND DEVELOPMENT ........................................................................... 13
19. COMPANY ID ............................................................................................................. 13
20. BONUS ......................................................................................................................... 14
21. PROCESS ADHERENCE ............................................................................................ 14
22. CELL PHONE .............................................................................................................. 14
23. LAPTOPS ..................................................................................................................... 14
24. INTERNET IN OFFICE ............................................................................................... 15
25. INTERNET IN HOME ................................................................................................. 15
26. BIRTHDAYS, ANNIVERSARIES .............................................................................. 15
27. GRIEVANCE HANDLING ......................................................................................... 15
28. ORGANIZATIONAL STRUCTURE .......................................................................... 16
29. GRATUITY .................................................................................................................. 16

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30. EMPLOYEE DISCIPLINE .......................................................................................... 17
31. PROVIDENT FUND AND INCOME TAX ................................................................ 17
32. SEPARATION POLICY .............................................................................................. 17
33. ROLE OF CONSULTANTS ........................................................................................ 18
34. REIMBURSEMENT .................................................................................................... 18
35. HRIS ............................................................................................................................. 18
36. CODE OF CONDUCT ................................................................................................. 18

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INTRODUCTION
The company is pleased to present the handbook of HR policies to their employees. People are the
main asset of this organization. Therefore, it is our organizational goal to create an environment
conducive for our employees to achieve their objectives and that of the organization.
The handbook gives in brief, the various procedural formalities including measures of assistance
available to employees. Each of the elements enumerated in the following pages is governed by
approved rules, regulations and procedures that may be referred to for more details.
Due to ever changing circumstances, rules and regulations are constantly under examination and
review for their appropriateness.
Any change will be intimated to the employee.
If you have any questions/clarifications, please feel free to contact the Human Resources function.

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SCOPE OF THE MANUAL
It consolidates in one volume the various HR policies, benefits and the corresponding entitlements
applicable to employees as well as procedures governing them.
This manual is a statement of our policies of the business and how the business is to be conducted.
This manual will communicate our policies and procedures to our employees and is designed to
facilitate the employees in understanding the company policies and procedures.

AMENDMENTS TO THE MANUAL

From time to time, changes to the policies and procedures contained in the manual may be
necessary. Such subsequent additions and deletions will be notified to the employees in writing or
through e-mail by the management.
The management reserves the right to reduce/change/extend/discontinue/replace or rename these
benefits/facilities in part/total as it may desire at any time without assigning any reason. Therefore,
all the policies are subject to change at the discretion of the management.

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BRAAHMAM NET SOLUTIONS PVT. LTD.
Braahmam Net Solutions Pvt. Ltd is a leading service provider of Interactive e-Learning, Translation,
e-Learning Localization, Testing and Production. Headquartered in Delhi-NCR, India, we have 10+
years of experience in executing full life cycle projects in the space of e-Learning and localization in
more than 100 languages. It is an ISO 9001:2008 certified organization since July 2009.
Braahmam is well-known amongst the global companies for translation and localization of Rapid e-
Learning content, training materials, online curriculum, software UI & UA, mobile phones, graphics &
multimedia, user/help guides, and Web-based applications. We have extensive DTP and e-Learning
localization experience with complex and bi-directional scripts, such as Arabic, Hebrew, and Urdu.
Braahmam also specializes in creating Web and Flash based e-Learning content, which enables
global e-Learning companies to trust Braahmam to do all the technical development post the story-
boarding phase. With our expertise and efficient execution we have increased our clientele year on
year while retaining 100% of our existing clients

CORPORATE VISION
Our vision is to be passionate about technology, innovation, speed and quality of deliveries.

MISSION
Our mission is to achieve success through caring environment that brings creative leadership,
knowledge sharing, and spirit of teamwork.

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1. CONFIDENTIALITY OF THE MANUAL
1.1 The manual is the property of the company and the details contained herein should be treated
with utmost confidentiality and the contents should not be reproduced in part or full without
prior permission of the management. Any such activity will require the approval of the CEO.

2. RECRUITMENT
2.1 Recruitment policy and procedures are framed to attract and retain the finest, brightest and
talented people, with relevant experience and right attitude, who are capable of doing new
things, are creative and innovative and can provide skills that make a difference in the growth
prospects of the company
2.2 Optimum manning levels need to be maintained to achieve business objectives. Recruitment
has to be of appropriate calibre, carried out at the right time and cost-effective.
2.3 Recruitment is an on-going process that is determined on the basis of needs. Whenever there
is a vacancy or a need is felt by any, it is conveyed to the HR and Supervisor and appropriate
steps are then taken for the recruitment process.
2.4 All appointments are planned against the approved manpower budget.
2.5 First round of interview and written test is conducted by the supervisor and the selected
candidates face the second round of interview with HOD.
2.6 The following documents must be submitted at the time of the interview, if not sought during
the course of the interview:

 Copy of bio-data
 Recent photographs / Latest pay slips / Three references
2.7 Candidates not found suitable for selection will be sent regret letters or emails within 15 days
of the interview.
2.8 A letter of offer will be issued, if the candidate is found suitable and the General Manager and
HR deem him/her fit to join the organization. Acceptance of the offer will be obtained on a
duplicate copy of the letter of offer before the person joins.
2.9 An appointment letter would be issued on the date of joining.
2.10 According to the manpower requisition, Braahmam uses the following sources for recruitment:
 Campuses
 Advertisement
 Placement Consultants, and
 Referrals
2.11 Job Portals are also being used as the source for recruitment. Advertisements for vacancies
are placed in portals and the prospective suitable resumes are received. The HR department
contacts the shortlisted candidates and interviews are conducted. After the interview, the
documents of selected candidate(s) are verified and letter of offer is provided to them.
2.12 For Campus recruitments, pre-placement talks are taken-up by the HR which then organizes
Group Discussion (GD) and two rounds of interviews for the selection of the desired
candidates.
2.13 When candidatures are received for advertisements published in newspapers, suitable
candidates are shortlisted. The HR department contacts the shortlisted candidates and

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 interviews are conducted. After the interview, the documents of selected candidate(s) are
verified and letter of offer is provided to them.
2.14 Braahmam also considers referrals received from internal employees for the purpose of
recruitment. When an internal employee refers a candidate and that candidate passes the
rounds of interview, he/she is absorbed in the organization.

3. PROBATION PERIOD AND CONFIRMATION

3.1 Every new appointee would be under probation for a minimum of 6 months and thereafter
confirmed as a permanent employee based on performance during this period.
3.2 An employee would continue to be under probation, until and unless she/he is confirmed in
writing by the management. This could be via email or a confirmation letter.
3.3 During probation the services of an employee can be terminated by giving one day’s notice
without assigning any reason.
3.4 Notice Period:

3.4.1 In Probation period - He/she would have to give 15 days’ notice or basic salary in lieu
thereof.
3.4.2 For Permanent Employee - He/she would have to give 1 month’s notice or basic salary in
lieu thereof.

4. REFERENCE CHECK
4.1 The policy of the company is to perform reference checks on prospective employees. The
Company may conduct reference and/or background checks to determine applicants'
appropriateness for a position. A background check will apply to a new hire as a condition of
employment after the job offer is made.
4.2 It is possible, at times; that the results of a reference check may become available after an
employee has joined the company. In cases where the reference may be of an adverse nature,
the company reserves the right to terminate the employment forthwith.

5. JOINING FORMALITIES
5.1 Braahmam believes in welcoming all new joiners and making them comfortable from the day
one. HR will allocate suitable workplace based on the functions and/or team of the new joiner.
The new joiner will be provided with corporate e-mail ID, login credentials and other technical
information related to the joiner’s future use of corporate internet.
5.2 Every new joiner in Braahmam gets a warm welcome by the existing employees and an ice
breaking session is held for introduction purpose. Company organizes an induction
programme for clear understanding of both the parties.

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5.3 New joiner is provided with:
 Copy of Appointment Letter
 Salary Break-up
 Joining Kit
 Laptop / Desktop
 Basic stationery
5.4 All documents (e.g. qualification certificates, experience certificates, medical certificate, etc.)
that are asked at the time of recruitment, need to be submitted by the new joiner at the time
of joining. According to company policy if a new joiner fails to submit some of the documents,
then he/she is given stipulated time to submit them.
5.5 At the time of joining, the candidate has to sign a Non-disclosure Agreement (NDA) as per the
company’s policy.

6. CONFIDENTIALITY
6.1 Owing to the nature of work in the company, employees may be handling confidential
information that is critical not only for the Company but for others as well. We believe in
nurturing ethical work habits with integrity being the basis for all transactions. Hence, all
employees are urged to adhere to these norms.

7. LEAVE
7.1 Braahmam is giving three types of leaves to its employees. These are
 Casual leave (CL)
 Earned leave (EL)
 Sick leave (SL)

7.2 Other then these, maternity leave and leave without pay are also provided as per situations.
7.3 Casual Leave: Total 6 days of casual leave is provided by the company to all the employees in a
year. After getting the application for leave from the employee, the HR manager will check the
entitlement and company requirement. The leave of the employee is sanctioned by his/her
reporting authority in writing which is conveyed to the HR department.
7.4 Earned leave: An employee in Braahmam is provided with 18 days of earned leave in a year.
Employees who have worked 240 days in the last year are entitled to get 18 days earned leave
in the current year. If an employee has worked less than 240 days in the previous year then
his/ her entitlement of leave is calculated on the pro-rata basis for the current year. If
someone has joined in the middle of the previous year, then he/she is entitled to get earned
leave if he/she has served the organization for 2/3rd of the total days. Earned leave can be
carried over to the next year also. Maximum of 40 days leave can be carried forward to the
next calendar year. Earned leave also can be encashed by the employees at the time of
separation with the company.
7.5 Sick leave: 6 days of sick leave is provided to the employees every year. In case of urgent
health requirements, one can avail these leaves. In this case also employee has to intimate the
organization about the absence.

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7.6 Maternity leave: Maternity leave has also been provided by the organization to the female
employees who have completed 1 year of service with us. 6 weeks before the expected date
of delivery and 6 weeks leave after the delivery, is provided to the female employees.
NOTE:
 If an employee remains absent for consecutive Friday and Monday, then total 4 days
of absence will be recorded including Saturday and Sunday.
 Employees absent from work for the day will be marked absent and their leave
balance will get debited accordingly. On resuming duty the employee must have a
leave application form duly filled up and approved by department head failing which
the day of absence will be recorded as leave without pay. Leave without pay and
unauthorized absence are liable to disciplinary action.

Please find the Leave categories and applicability in Annexure-1.

8. HALF DAY LEAVE

8.1 According to the employee’s requirements, half-day leave option is also available. 2 half day
leaves will be considered as one complete leave.

9. HOLIDAYS
9.1 In the beginning of every calendar year, employees will be provided with a holiday list. HR
manager may adjust the list of holidays that fall on Saturday and/or Sunday. If it is done so,
then employees will be intimated in the beginning of the year with the holiday list. Employees
themselves cannot adjust the holiday to fall on Friday and/or Monday. Holidays that are
observed by Braahmam are:

1. New Year Day (01 January)

2. Republic Day (26 January)
3. Holi
4. Independence day (15 August)
5. Dusshera
6. Gandhi Jayanti (02 October)
7. Diwali
8. Christmas (25 December)
9. New Year’s Eve (31 December)

10. RESTRICTED HOLIDAYS

10.1 Two restricted holidays are provided to the employees as per their choice for the festivals
listed by the management in the Restricted Holiday List.

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11. OFFICIAL TOURS
11.1 The flight ticket and accommodation for the employees is taken care of by the company. If the
employees are arranging ticket on their own, then low cost available is reimbursed by the
company after providing bill details.

12. LOCAL CONVEYANCE

12.1 For in town travel, employees having their own car are given Rs.5 for each kilometre travelled
for the petrol and maintenance of the car.
12.2 For the person who will use cabs, he/she has to show the bill details for reimbursement. Bill
should be according to the prevailing market price.
12.3 For reimbursement, employees have to fill up the form of reimbursement indicating all
essential details of the visit.

13. WORKING SCHEDULE AND LATE STAY IN OFFICE

13.1 There are 5 working days in a week- Monday to Friday. In addition, last Saturday of every
month is a working day.
13.2 The office working hours are 09:00 A.M. to 6:30 PM with 40 minutes for Lunch from 1:00 PM
to 1:40 PM.
13.3 All efforts should be made to come to the office on time and mark presence in the attendance
machine before 09:15 AM.
13.4 All staff members are required to leave the office only after registering their leaving on the
attendance machine.
13.5 At times, the staff may be required to stay beyond 7 PM. To do so they must have the written
permission of their Team Leader/ Project Manager that has been properly approved by the
General Manager.
13.6 Any staff member who is required to stay in office after 7 PM is entitled to order snacks
costing Rs.20/-.
13.7 Any staff member who is required to stay beyond 9 PM can do so only with written permission
from General Manager of the company. After 9 PM the staff is entitled to order dinner costing
Rs.50/-.
13.8 The management does not encourage the female staff to stay after 9 PM in the office.
However, if under any special circumstances they are required to stay beyond 9 PM, then the
female staffs is entitled to hire taxi/cab through office to go back to their homes.

14. PERFORMANCE APPRAISAL

14.1 The objective of this policy is to ensure continuous enhancement of performance standards at
all levels of the organization. Hence, all employees are subject to review of their performance
on a continuous basis and/or as and when required.
14.2 A formal performance appraisal system is in place in the organization. In our organization
performance review is managed by HR and functional heads.

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14.3 Employees are provided with roles and responsibilities (along with targets) by their supervisor.
They can approach their respective supervisor if any of the provided performance indicator is
unclear.
14.4 Although we run formal performance appraisal twice a year, a periodic review of performance
takes place after every three months. This is basically done to give continuous and timely
feedback to the employees to enhance their performance in every quarter.
14.5 Performance appraisal is done using set formats in which relevant sections are to be filled by
appraiser and appraisee.
14.6 The result of performance appraisal is always not an increase in salary /increment. Only if an
employee’s performance graph is increasing with every quarter and is a top performer, then
that person is rewarded which is subject to management’s decision and prerogative. This
reward will be according to the company policy.
14.7 There are broadly two outcomes / objectives of the Performance Management Process:

 Performance Reviews and Training Needs identification

o Formal performance review takes place at the end of the planning

year and assesses the extent to which each jobholder has achieved
the year’s performance targets.
o If a Performance Review indicates performance shortfall, which can be
addressed by training and development, this is highlighted in the
appropriate section of the appraisal form. These are taken into
consideration for the overall training for the organization.

 Performance Rewards

o One of the significant outputs of the performance review is also an

individual rating that is taken as an input for performance rewards.
o Performance rewards are decided upon on an annual basis and has a
very keen linkage to market practices and the prevailing financial
health of the company. Performance rewards are announced after the
performance review process is completed.

15. INCREMENT AND PROMOTION

15.1 This policy is to ensure that employees in the company continue to be provided with avenues
for growth and opportunities for handling higher responsibilities.
15.2 Promotion means an elevation to a position in a grade higher than the employee’s current
grade with a new role and added responsibilities. A higher salary is a visible, but incidental
reward that comes with promotion to a higher grade.
15.3 The advantages that accrue to the company are business continuity, ready trained manpower
conversant with company culture, higher employee morale and consequently the probability
of a higher retention.
15.4 Along with minimum necessary conditions, there are many factors that need to be looked
upon to consider an employee for a promotion.

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15.5 The factors required for increment are:
 Current team situations and organization structure
 Probable future growth of the company and restructuring issues
 Employee’s personal growth and aspiration
15.6 Increment of employees depends on the performance review that takes place in every quarter.
If an employee shows exceptionally good performance then as recognition, company
increases the pay package. In general cases, annual increment is done at the sole discretion of
management.

16. DRESS CODE

16.1 Clean and neat appearance is expected from all the employees with suitable jewellery in a
business environment and tidy hair.
16.2 Employees are expected to be in office formals for client interactions and visits.

17. MEDI-CLAIM POLICY

17.1 The company will insure all employees and their family members (family of four:- employee,
spouse and two children) under the Medical policy for hospitalisation cover.
17.2 The insurance cover shall provide for expenditure incurred for hospitalisation up to a
maximum of Rs 2 lac per annum for a family of four.
17.3 Any change in policy will be announced or notified separately.
17.4 Medi-claim policy is provided only to permanent employees (i.e. employees confirmed
after 6 months of joining).

18. TRAINING AND DEVELOPMENT

18.1 Based on performance appraisal and organization’s growth plans, training requirements of an
employee are established so that he/she can successfully perform the role assigned to
him/her and get ready for better performance in the existing role and/or in a new role in
future. Both technical and behavioural training are being provided according to the
requirements of the employees.
18.2 Training need is being determined on the basis of organizational, task and personal
requirements. If the expected and actual outcomes are different, then training requirement is
identified.

19. COMPANY ID
19.1 All permanent employees under company payroll are issued a company ID card.
19.2 Employees need to carry the identity card at all the times during work hours, such that it is
visible to all.

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19.3 Upon termination of employment, employees are required to return their ID cards to Admin
Department or Human Resources.
19.4 If an employee loses or damages his/her ID card, a replacement fee of Rs. 100/- will be
charged to him/her for issuing new ID card.
19.5 Employees are encouraged not to lose the ID card and to take care of its maintenance.

20. BONUS
20.1 A statutory bonus is provided by the company.
20.2 Other than that an ex gratia amount is paid to the employees once in a year, depending on the
performance and profitability of the company during that year.
20.3 The ex gratia amount is decided by the management and the payment is made in every
subsequent year.

21. PROCESS ADHERENCE

21.1 ISO 9001:2008 specifies requirements for a quality management system where an
organization;
 Needs to demonstrate its ability to consistently provide products that meets customers’ and
applicable statutory and regulatory requirements, and
 Aims to enhance customer satisfaction through the effective application of the system,
including processes for continual improvement of the system and the assurance of
conformity to customer and applicable statutory and regulatory requirements.
21.2 As we are an ISO 9001:2008 certified organization, we expect every employee to adhere to all
the processes laid by the organization. Any misconduct may result in disciplinary action.

22. CELL PHONE

22.1 Depending upon the role and responsibilities which require interaction and communication
with clients and vendors, based on the recommendation of the concerned Supervisor, the
Management has the authority to approve company cell phone for any staff member.
22.2 For each such cell phone facility provided to any staff member, the management will specify
the limit of expenses to be reimbursed by the company every month.

23. LAPTOPS
23.1 All employees whose role and responsibilities requires them to work from home after office
hours so as to service the clients and meet their deadlines, company provides Laptops to them.
23.2 The staffs are required to return these Laptops as and when desired by the management or
before separation from the company in good working condition. Any damage to the laptops
will be the responsibility of the staff. However, Braahmam will take care of replacement of
those parts that fail as a result of normal usage.

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23.3 After 3 year age of the laptop, management will decide to replace or repair the laptop as the
case may be.

24. INTERNET IN OFFICE

24.1 Internet use, on office equipment, is authorized to conduct Company business only. Internet
use brings the possibility of breaches to the security of confidential Company information.
Internet use also creates the possibility of contamination to our system via viruses or spyware.
Spyware allows unauthorized people, outside the Office, potential access to passwords and
other confidential information.
24.2 Removing such programs from the Office network requires IT staff to invest time and
attention that is better devoted to progress. For this reason, and to assure the use of work
time appropriately for work, we ask staff members to limit Internet use.
24.3 Under no circumstances may Office computers or other electronic equipment be used to
obtain, view, or reach any pornographic, or otherwise immoral, unethical, or non-business-
related Internet sites. Doing so can lead to disciplinary action up to and including termination
of employment.

25. INTERNET IN HOME

25.1 All employees whose job and role requires them to work from home after office hours so as to
service the clients and meet their deadlines are provided with internet facility in home.
Employees can reimburse up to Rs. 10000 per annum. Employees are eligible to get monthly
Internet reimbursement subject to a maximum of Rs. 833/- or less than that on the actual
amount of the bill.
25.2 Installation cost will not be reimbursed.

26. BIRTHDAYS, ANNIVERSARIES

26.1 As an expression of goodwill, the company wishes its employees on their birthdays and
anniversaries. Normally, a small party is organized internally to celebrate birthdays and
anniversaries.

27. GRIEVANCE HANDLING

27.1 At Braahmam, we aim to foster good relations amongst employees and between employees
and management. We acknowledge that the enjoyment you experience in your job is
reflected in how well you work and how well you relate to your colleagues and clients. We
also acknowledge that problems can arise at work that may sometimes cause you to feel
aggrieved. If you come forward with a grievance it will be treated with the utmost
confidentiality. It is important that you also maintain confidentiality in order to avoid idle
gossip and the possibility of defamation proceedings. To remove this we have three layered
procedure of Grievance handling :

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  STEP I: Supervisory Level
o Here grievant conveys verbally to the immediate superior about the issue. Within 48
hrs superior will respond to the reported issue.
 STEP II: HOD Level
o When grievant does not get any reply from the supervisor or is not satisfied with the
reply, he/she has to communicate it to the HOD. HOD will address to the situation
within 3 days.
 STEP III: Management Level
o When the employee is not happy with the reply he/she has received from the HOD,
then he/she can appeal to the management. He/she has to fill a form specifying the
details of the issue. The management will address the issue and reply back within a
week

28. ORGANIZATIONAL STRUCTURE

28.1 Braahmam has three departments which are:
 Business Development
 Operations
 Corporate Affairs
28.2 The Operations department deals with Project deliveries, Support Functions.

28.3 Project delivery includes:

 Localization
 Engineering
 QA and Testing

28.4 Support Functions Includes:

 HR
 Administration
 Vendor management
 Network administration

28.5 Corporate affairs is further classified under

 Finance and accounts
 Legal
 Regulatory

29. GRATUITY
29.1 All employees are entitled to get gratuity as per the law applicable to it.

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30. EMPLOYEE DISCIPLINE
30.1 Employees should maintain the decorum and discipline within the work place.
30.2 If any employee is found guilty of misconduct, then disciplinary actions will be taken by the
company.
30.3 Each and every employee working in the organization has to abide by the code of conduct
defined by the organization.
30.4 The spirit of disciplinary action is corrective rather than punitive. However, in some cases the
management would be required to take punitive action.
30.5 At the first stance, the employee will be counselled verbally.
30.6 The immediate manager will document the incident details and Operations manager also
informed regarding the same.
30.7 The employee will be charge-sheeted mentioning the charges levelled against him/her and
asking him/her to give an explanation as to why disciplinary action should not be initiated
against him/her.
30.8 After getting a reply from the employee, disciplinary committee will decide the next course of
action.
30.9 A disciplinary committee would sit together to investigate the case in detail in the presence of
indicted employee and post the discussion prepare the proceedings of the committee report.
A document mentioning the findings of the case and recommended action will be prepared,
on the basis of which the employee would be issued a warning/termination/ suspension.

31. PROVIDENT FUND AND INCOME TAX

31.1 According to the provident fund act deductions are made on this account from the salary paid
to the employees. Both employee and employers contribution goes for the account.
31.2 Based on salary paid and the savings and investments made by an employee for tax purposes
the income tax payable by an employee during any financial year is computed. The employee
is required to provide proofs of saving and investment to be made by him during any financial
year to the accounts department so that his tax liability is accordingly computed and
deductions are made from his salary every month.
31.3 The tax deducted every month from the salary of an employee is deposited every month with
the government and TDS certificate is given to the employee ever year before June end.

32. SEPARATION POLICY

32.1 When an employee leaves the organization, he/she has to give a month’s notice in advance
(permanent employees). The immediate supervisor will then discuss the matter with the
Functional head. The General Manager and the supervisor will talk to the employee and
discuss the matter. If at all the GM/functional head accepts the resignation then resignation is
forwarded to HR and exit interview will be conducted. On expiry of the notice period, the HR
will give a No dues form and Non obligation certificate.

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33. ROLE OF CONSULTANTS
33.1 Human Resources are the most important asset of any organization. We take good care of our
employees, which add value to our productivity.
33.2 We have outsourced our HR functions to Think Talent Services Pvt. Ltd. which is a HR
consulting firm headed by Bimal Rath (former VP – HR of Nokia). Think Talent takes care of the
people issues and manages the internal customers of the company.
33.3 Our payroll system is outsourced to consulting firm, Prolect Solutions Pvt. Ltd. It helps us in
managing our back-end processes and provides solutions to individual query regarding payroll.

34. REIMBURSEMENT
34.1 Cell phone: Administration, accounts and marketing department employees are provided with
monthly reimbursement facility according to the decision of the management. The amount
may vary at the discretion of management.
34.2 Internet: All employees whose job and role requires them to work from home after office
hours so as to service the clients and meet their deadlines are provided with internet facility in
home. Employees can reimburse up to Rs. 10000 per annum. Employees are eligible to get
monthly Internet reimbursement subject to a maximum of Rs. 833/- or less than that on the
actual amount of the bill.
Installation cost will not be reimbursed.
34.3 Official travel: For the purpose of official travel, company car is provided if it is available.
Former intimation and approval is required for the same. In other situations, official travel is
reimbursed on the actual submission of the bills (least cost available in the market).
34.4 Food: For the purpose of food, voucher is provided to the employees.

Note: You can download the forms from the following link:
(http://www.braahmam.net/Braahmam/IN/Forms/)

35. HRIS
35.1 Each employee is provided with an HRIS user name and password by the Prolect consulting
firm. Employees can feed the details regarding investment between 7th to 24th of every month
in their respective profiles using provided username and password.

36. CODE OF CONDUCT

36.1 The company has a code of conduct and it wants every employee to follow the rules and
regulation for the organization. Violation of any rule and any unethical conduct will have
severe consequence according to the disciplinary procedures of our company.
36.2 As an employee, in the full time employment of the Company, you will be obliged to devote
your entire time, attention and effort to the furtherance of the business of the Company and
to continually develop your professional skills in the interest of the Company and yourself. You
shall not, during your employment with the Company, directly or indirectly engage yourself in

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 any business or devote any time or attention to any employment or business or position of
monetary interest, other than that of the Company.
36.3 This document, read in conjunction with your appointment letter, determines the terms and
conditions governing your service and forms the basis of the employer–employee relationship
as agreed between you and the company.
36.4 You are expected to display a high standard of team work. You should co-operate in
undertaking the work of absent colleagues or in assisting other Departments where the
workload is particularly high and accordingly you may from time to time be required to
undertake such other duties and/or hours of work as may reasonably be required to ensure
that the Company’s business needs are met.
36.5 You agree that if the nature of the work the Company requires you to do, or the manner of
doing it, changes you will undergo appropriate training to enable you to fulfil the new
requirements.
36.6 You shall, at all times, maintain absolute integrity and devotion to duty and conduct yourself
in a manner conducive to the best interests, credit and prestige of the Management. You shall
not, at any time, work against the interests of the Management, nor do anything which is
unbecoming of an employee. Any violation of this norm of behaviour shall constitute
misconduct for which the Management shall be competent to take disciplinary action against
you and also in case you act against basic and universally accepted understandings.
36.7 The company demands the highest degree of integrity and ethics for all its employees in all
dealings. Any gaps may lead to discontinuation of employment.
36.8 Employees are discouraged from accepting favours in cash or kind from business associates
(suppliers/ vendors/ agents/consultants etc). These include but are not limited to receiving
gifts or any personal item from business associates during festive seasons like Diwali, New
Year etc.
36.9 You are required to work to the best of your ability and to use your best endeavour to
promote, develop and expand the business of the company and its interests generally.
36.10 "Misconduct" shall be deemed to mean and include the followings:

a) willful insubordination or disobedience to any lawful and reasonable order of a

superior;
b) theft, fraud or dishonesty in connection with the Company's business or property or
property of other person within the premises of the Company;
c) Accepting or giving bribe or any illegal gratification whosoever;
d) habitual late attendance or absence without permission;
e) Riotous or disorderly or indecent behavior at any place directly or indirectly
connected with employment, which is likely to be prejudicial to the interest to the
Company or the reputation of the Company;
f) Continuous absence without permission and without satisfactory cause for more
than 3 days;
g) habitual breach of any Rule, order or instruction for the working of the Department;
h) Giving false / wrong information of any kind at the time of seeking employment;

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 i) Giving false information for obtaining loan/advance including provident fund loans
or for securing any facility given by the Company;
j) Leaving office without permission;
k) Unauthorized use of the Company's property, causing damage to the Property of the
Company by negligence or intentional.
l) The management reserves the right to add, amend or modify this list at any time
during the tenure of an employee with the company.
m) Sexual harassment (See section in this manual on this topic)
36.11 The punishment for Misconduct can depend upon the gravity of the misconduct and if found
guilty, the employee shall be liable to any of the following punishment:

(i) Dismissal;
(ii) Discharge;
(iii) Suspension without pay;
(iv) Warning in writing; and
(v) If required and deemed fit by the Management, to lodge complaints with the
appropriate authority (ies), including but not limited to the Police.
36.12 All employees will be given holidays with pay provided that his service can be spared. A list of
annual public holidays will be circulated to all the employees in the first week of January of
every calendar year.
36.13 All employees shall be held personally responsible for proper and faithful observance of
Company rules & regulations and applicable acts from time to time.
36.14 Management may at any time in future add to, modify or delete any provision of these rules
and when any such change is made, the concerned employees shall be informed accordingly.
36.15 It is the responsibility of each Employee to maintain his/her own health and well being. The
continuation of your service will be subject to your declaration that you are medically fit.
During the tenure of your service you may be requested to have a medical check-up either at
the instance of the Management or by the authorities. If you are currently on any medication,
have specific allergies or are receiving treatment for any medical condition, please submit a
written declaration to the HR Department immediately for our file records. Please ensure you
also mention history of illness in your family, if any.
36.16 During the course of your employment, if at any time you render yourself incompetent to
perform your duties or if you misconduct yourself or be disobedient, intemperate, irregular in
attendance, commit any breach of the terms of Corporate Principles of the Company or any
Company policy, the Company shall without prejudice to any of its rights under the terms
herein contained or as may be available to it, be entitled to carry out disciplinary proceedings
against you, and also be entitled to terminate your employment forthwith without notice or
payment in lieu of notice and deduct from your salary or other dues, if any, then payable to
you, the amount of any damages the Company may have sustained.
36.17 You will keep us informed of any change in your residential address, your family status or any
other personal particulars relevant to your employment.

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36.18 You shall also be governed by the rules, regulations and Service Conditions as framed / in
vogue from time to time.
36.19 Your appointment is subject to your understanding and agreeing to the policies and rules of
the company as laid out in the Policy Manual as well as the Company’s statement of Corporate
Principles.

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