Professional Documents
Culture Documents
Ltd
HR Processes
Effective From: 1st, Sep2013
Version: JI/PH/08
Policy Handbook
KNOW SNAPDEAL
1) PHILOSOPHY
1.1 OPEN DOOR POLICY
1.2 EQUAL EMPLOYEMENT OPPORTUNITY
5.1 NON-DISCLOSURE
5.2 EMPLOYEE REFERRALS
5.3 PROHIBITION AND PREVENTION OF SEXUAL HARASSMENT
6) EMPLOYMENT STATUS AND RECORDS
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9.1 SAFETY
9.2 REPORTING UNSAFE CONDITIONS OR PRACTICES
9.3 CARE OF OFFICIAL ENTITIES
9.4 NO SMOKING AT THE WORKPLACE
9.5 CONFLICTS OF INTEREST
9.6 COMPUTER AND E-MAIL USAGE
9.7 NETWORK AND ELECTRONIC RESOURCES POLICY
9.8 CONFIDENTIAL AND PROPRIETARY INFORMATION
9.9 RULES OF CONDUCT AND PROGRESSIVE DISCIPLINARY
PROCEDURE
9.10 MOONLIGHTING
10) CONTACTS
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KNOW SNAPDEAL
This handbook has been prepared to provide you with an overview of the Companys
policies, benefits, and rules. It is intended to familiarize you with important information
about the company, as well as provide guidelines for your employment experience with
us in an effort to foster a safe and healthy work environment. This booklet only highlights
company policies, practices, and benefits for your personal understanding and cannot,
therefore, be construed as a legal document.
It describes many of your responsibilities as an employee and outlines the programs
developed by Snapdeal to benefit employees. As Snapdeal continues to grow, the need
may arise and Snapdeal reserves the right to revise, supplement, or modify any policies
or portion of the handbook from time to time as it deems appropriate, in its sole and
absolute discretion. Employees will be notified of such changes as they occur.
One of our objectives is to provide a work environment that is conducive to both personal
and professional growth.
All of us must work together to make the company a viable, healthy, and profitable
organization. This is the only way we can provide a satisfactory working environment
that promotes genuine concern and respect for others including all employees and our
customers. If any statements in this handbook are not clear to you, please contact the HR
team or designated representative for clarification.
1. COMPANY PHILOSOPHY
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The most important relationship you will develop at the Company will be between you,
your supervisor and your team. However, should you need support from someone other
than your supervisor, the entire HR team, is committed to resolve your individual
concerns in a timely and appropriate manner.
1.2 EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at Company will be based on merit, qualifications, and abilities.
Company does not discriminate in employment opportunities or practices based on race,
color, religion, sex, national origin, age, or any other characteristic protected by law. This
policy governs all aspects of employment, including selection, job assignment,
compensation, discipline, termination and access to benefits and training. Any employees
with questions or concerns about any type of discrimination in the workplace are
encouraged to bring these issues to the attention of their immediate supervisor or the
Human Resource Department.
2. EMPLOYEE CONDUCT AND WORK RULES
To ensure orderly operations and provide the best possible work environment, Company
expects employees to follow rules of conduct that will protect the interests and safety of
all employees and the organization.
It is not possible to list all the forms of behavior that are considered unacceptable in the
workplace. The following are examples of infractions of rules of conduct that may result
in disciplinary action, up to and including termination of employment:
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3. WORKPLACE ETIQUETTE
Company strives to maintain a positive work environment where employees treat each
other with respect and courtesy. Sometimes issues arise when employees are unaware
that their behavior in the workplace may be disruptive or annoying to others. Many of
these day-to-day issues can be addressed by politely talking with a co-worker to bring the
perceived problem to his or her attention. In most cases, common sense will dictate an
appropriate resolution. Company encourages all employees to keep an open mind and
graciously accept constructive feedback or a request to change behavior that may be
affecting another employee's ability to concentrate and be productive.
The following workplace etiquette guidelines are not necessarily intended to be hard and
fast work rules with disciplinary consequences. They are simply suggestions for
appropriate workplace behavior to help everyone be more conscientious and considerate
of co-workers and the work environment.
Please contact the Human Resource Department if you have comments, concerns, or
suggestions regarding these workplace etiquette guidelines.
Return copy machine and printer settings to their default settings after changing
them.
Replace paper in the copy machine and printer paper trays when they are empty.
Retrieve print jobs in a timely manner and be sure to collect all your pages.
Keep the area around the copy machine and printers orderly and picked up.
Be careful not to take or discard others' print jobs or faxes when collecting your own.
Avoid public accusations or criticisms of other employees. Address such issues
privately with those involved or your supervisor.
Try to minimize unscheduled interruptions of other employees while they are
working.
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4. EMAIL ETIQUETTE
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5. IMPORTANT POLICIES
5.1 NON-DISCLOSURE
The protection of confidential business information and trade secrets is vital to the
interests and the success of Company. Such confidential information includes, but is not
limited to the following examples:
Compensation Data
Pending Projects and proposals
Computer Processes
Proprietary Production Processes
Computer Programs and Codes
Research and Development Strategies
Customer Lists
Scientific Data
Customer Preferences
Scientific Formulae
Financial Information
Technological Data
Marketing Strategies
Technological Prototypes
New Materials Research
All employees are required to sign a non-disclosure agreement at the time of joining
as a condition of employment. Employees who improperly use or disclose trade
secrets or confidential business information will be subject to disciplinary action, up
to and including termination of employment and legal action, even if they do not
actually benefit from the disclosed information.
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Category
Sr. Management / National Head
Sr. Manager / Regional Manager / Category
Manager
Specialist/Asst. Manager / Manager
Sr. Associate /Executive
Associate/Executive
Referral Amount
15 K
10 K
8K
5K
3K
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Anupama Beri
Rasika Mathur
Rita Jagnani
Amitabh Misra
Ankit Khanna
(One member from non-governmental organization)
REDRESSAL PROCESS
1. Any Employee who feels she is being sexually harassed directly or indirectly may
submit a complaint of the alleged incident to any member of the Human
Resources Department (HR) of the Company in writing with her signature
within 3 months of occurrence of the incident.
In case the Employee feels she is being sexually harassed but is unable to make a
complaint on account of her physical or mental incapacity or death of otherwise, her legal
heir or such other person as may be prescribed by the Committee may make a complaint.
2. The Committee will maintain contents of the complaint completely confidential.
3. The Committee will hold a meeting with the Employee making the complaint
(Complainant) within seven days of making the complaint. During this meeting,
the Committee shall hear the Complainant and record her allegations. The
Complainant can also submit any corroborative material with a documentary
proof, oral or written material, etc., to substantiate her complaint.
In the event, the complaint does not fall under the purview of Sexual Harassment or the
complaint does not mean an offence of Sexual Harassment, the same would be dropped
after recording the reasons thereof. A copy of the order recording such reasons shall be
provided to the Complainant.
4. If the Committee considers that a prima facie case exits, then Committee shall
proceed with the enquiry and communicate the same to the Complainant and the
person against whom the complaint is made (Respondent).
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PENALTY
In case the allegation against the Respondent stands proved, the Committee may
recommend to the management of the Company, to take action against the Respondent.
Such action may include one or more of the following:
a) To take action for sexual harassment as misconduct in accordance with the
provision of the service rules applicable to the Respondent.
b) To terminate the employment of the Respondent with the Company.
c) To deduct an amount from the Respondents salary which the Company
may pay to the Complainant or his/her legal heirs.
d) In case Company is unable to make deduction from the Respondent due to
his /her being absent from work, Respondent may be directed to pay such
sum to the Complainant.
PENALTY IN CASE OF FALSE COMPLAINT
In case the Committee after conducting the enquiry concludes that the allegation against
the Respondent is malicious or false and the complaint has been made knowing it to be
false or the Complainant has produced any forged or misleading document, it may
recommend to the management of the Company, to take an action against the
Complainant. Such action may include one or more of the following:
a) To issue a letter of reprimand to the Complainant for instituting false
complaint of sexual harassment.
b) To deduct an amount from the Complainants salary which the Company
may contribute to any non-governmental organization.
However, mere inability to substantiate a complaint or provide adequate proof shall not
attract action against the Complainant
ACTION DURING PENDENCY OF ENQUIRY
1. During the pendency of the enquiry, the Committee may on a written request
made by the Complainant recommend to the management of the Company to
(a) Transfer the Complainant to any other branch office of the Company; or
(b) Grant leave to the Complainant up to a period of three months; or
(c) Grant such other relief to the Complainant as may be prescribed by the
Committee
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2. The leave granted to the Complainant as stated above shall be in addition to the
leave she would be otherwise entitled as per service rules.
CONCILIATION PROCEEDINGS
1. The Committee before initiating enquiry shall at the request of the Complainant
take steps to settle the matter between the Complainant and the Respondent
through conciliation.
Provided that no monetary settlement shall be made as a basis of conciliation
2. Where a settlement has been arrived as a result of the conciliation proceedings the
Committee shall record the settlement so arrived and forward the same to the
Complaint to take action as specified in the recommendation.
3. The copies of the settlement as recorded shall be provided to both the
Complainant and the Respondent.
4. Where a settlement has been reached basis the conciliation proceedings no further
enquiry shall be conducted by the Committee
5. In case the Complainant informs the Committee that any term or condition of the
settlement arrived basis the conciliation proceedings has not been complied with
by the Respondent, the Committee shall proceed to make an enquiry into the
complaint or as the case may be, forward the complaint to the police for necessary
action.
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3. The Committee shall analyse and prepare an annual report on all complaints
received by it and all the proceedings conducted by it. The Committee shall
submit the annual report to HR-Head, who shall receive it on behalf the
management of the Company.
4. In case the Committee find the degree of offence coverable under the Indian Penal
Code, then this fact shall be mentioned in its report and appropriate action shall be
initiated by the Management, for making a Police Complaint.
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Attendance- All employees are to mark their attendance through the biometric machine.
It is mandatory that the attendance be punched in on a regular basis. Each employee is
required to punch at the biometric machines while entering & leaving the office. In case
of mispunch, it would be considered as a leave unless approved by business head or in
case you are in a field job. Altering, falsifying, tampering with time records or not
punching intentionality may result in disciplinary action, up to and including termination
of employment.
7.3 PAYROLL CYCLE
The company credits salary on a monthly basis to bank accounts for the previous month
on the 1st business day of the following month and in case of employees whose bank
accounts are not yet opened the salaries are given in the form of a cheque within the first
week of the month. The payroll cycle works from the 1 to the 20th of every month for
new joinees, meaning in case you have joined on the 21st or after your salary would be
processed in the next months payroll. You can check your salary slips on Talent
Maximus, the log in ID of which will be provided to you once your 1st salary is credited.
7.4 PERFORMANCE EVALUATION
Employees may have their performance reviewed on quarterly basis by their manager /
reporting person.
8. EMPLOYEE BENEFIT PROGRAMS
8.1 LEAVE YEAR AND APPLICABILITY:
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In case an employee avails any leave then it would first be adjusted from the
accrued leaves on account of either Privileged and or Sick/Casual leaves and
then from salary in case there is no balance.
In case of unutilized PL first a maximum of 7.5 will be carry forwarded in next
calendar year & then a maximum of 7.5 will be encashed in the first quarter of
the next Calendar Year and anything more will lapse.
In case of unutilized CL / SL a maximum of 7 leaves will be carry forwarded
and remaining will lapse.
Employees whose date of joining service falls between 1st to the 15th of a month
are entitled to get the entire leave credit for that month.
Employees who join on or after the 16th of the month will qualify for a half day
leave.
If an employee is relieved on any day between 1st to 20th of a month, then he /
she is entitled for half days leave due for that month.
If an employee happens to leave on any day after 20th to the end of the month
then he / she is entitled for leaves due for that month.
In case an employee leaves during the probation period of three months, he will
not be entitled to leave encashment.
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MATERNITY LEAVE
ELIGIBILITY:
All married women employees will be entitled.
ENTITLEMENT:
PATERNITY LEAVE
ELIGIBILITY:
All married male employees will be entitled.
ENTITLEMENT:
Authorized leave from work by a male employee for the birth of his child is 15
days per child up to a maximum of two children only, valid for 1month from the
date the baby is born, and can be taken in parts.
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During the period of LOP, the employee is not entitled for any pay or allowance.
If the employee fails to report to duty on the specified date after the sanctioned
LOP, it is deemed that the employee has abandoned his service with the company
on his own accord.
COMPENSATORY OFF
The compensatory off has to be availed within a period of three months from the
date worked.
Compensatory off when not availed within the stipulated time period will lapse.
Only two days of compensatory offs can be combined and availed at a stretch.
BIRTHDAY LEAVE
All Snapdeal employees are eligible for a full day Leave on their Birthday.
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PROCESS
All leaves shall be availed of with prior approval of the Reporting Manager/
Business head.
Employees are expected to wait for the approval from the concerned person after
the request for the leave is made. Shooting a mail doesn't imply that the leave is
approved.
However, in case of an emergency, the employee shall inform the reporting
manager over the phone or by other means. In such cases an employee should get
the acceptance on mail from reporting manager or HOD, after he/she returns to
work.
The employee must ensure that their leave application (except Sick/Casual leave)
has been approved before commencing on leave. Failure to do so will result in
loss of pay.
In case of absence because of sickness leave application to be submitted
immediately on the day of resumption of duty.
If an employee absents from work without intimation to Manager, it would be
treated as absconding from work and a letter shall be send to him/her, If the
absence without intimation continues beyond 7 consecutive working days
with/without notification, such an employees name may be struck off the rolls of
the Company.
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Airfare or train fare for travel in coach or economy class or the lowest available fare.
Car rental fees, only for compact or mid-sized cars.
Fares for shuttle or airport bus service, where available; costs of public transportation
for other ground travel.
Taxi fares, only when there is no less expensive alternative.
Mileage costs for use of personal cars, only when less expensive transportation is not
available.
Cost of standard accommodations in low to mid-priced hotels, motels, or similar
lodgings.
Cost of meals, no more lavish than would be eaten at the employee's own expense.
Charges for telephone calls, fax, and similar services required for business purposes.
When travel is completed, employees should submit completed travel expense
reports within 7 days. Reports should be accompanied by receipts for all individual
expenses.
Employees should contact their supervisor for guidance and assistance on procedures
related to travel arrangements, travel advances, expense reports, reimbursement for
specific expenses, or any other business travel issues.
Abuse of this business travel expenses policy, including falsifying expense reports to
reflect costs not incurred by the employee, can be grounds for disciplinary action, up
to and including termination of employment.
The Mediclaim Cards for all eligible members covered under the policy will be provided
within 45 days of joining.
For more details, please follow the below mentioned link:
https://docs.google.com/a/jasperindia.com/folder/d/0BykpbC6XiWhdZEt4UjlHWTM2c
XM/edit?usp=sharing
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Remember that all of the Companys policies, including but not limited to
policies on Equal Employment Opportunity, Harassment, Confidentiality,
Personal Conduct and Rules of Conduct, apply to the use of the
Companys Network and Electronic Resources. Employees must not
review or forward sexually explicit, otherwise unprofessional or unlawful
material through the Companys Network and Electronic Resources.
The Company retains the right to review all communications conducted and data saved,
reviewed or accessed via the Companys Network and Electronic Resources, including
Company computers, e-mail and internet access. The company does not permit its non
management employees to access or use any Company password, e-mail or internet
access other than their own. Inappropriate use of Network and Electronic Resources may
result in discipline, up to and including discharge. Employees should be careful to
safeguard their passwords, log off their terminals when not in use and not permit others to
access Company systems.
Please notify the Administration department if any equipment, machines or tools appear
to be damaged, defective or in need of repair. Prompt reporting of damages, defects and
the need for repairs could prevent deterioration of equipment
The improper, careless, negligent, destructive, or unsafe use or operation of equipment
can result in disciplinary action, up to and including termination of employment.
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Excessive absenteeism.
Failure to comply with the personnel policies and rules of the Company.
9.10 MOONLIGHTING
The company discourages our employees from taking additional outside employment.
The company will not permit any employee to take an outside job with a company in the
same or related business as the company, or which is in any way a competitor of the
company. Employees are not permitted to work for any client of the company outside.
This may lead to termination.
Jasper Infotech Pvt. Ltd
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10. CONTACTS
anupama.beri@snapdeal.com
neha.lamba@snapdeal.com
ANY
vishal.bhatia@snapdeal.com
For Reimbursements
varuna.maurya@snapdeal.com
archana.dixit@snapdeal.com
mayur.singh@snapdeal.com
itsupport@snapdeal.com
FOR MEDICLAIM
anjani.kumar@snapdeal.com
nishu.arora@snapdeal.com
NOTE: If you have any other concerns, please feel free to get in touch with the HR
Team!
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