You are on page 1of 30

Jasper Infotech Pvt.

Ltd

HR Processes
Effective From: 1st, Sep2013
Version: JI/PH/08

Policy Handbook

Jasper Infotech Pvt. Ltd

Jasper Infotech Pvt. Ltd

KNOW SNAPDEAL
1) PHILOSOPHY
1.1 OPEN DOOR POLICY
1.2 EQUAL EMPLOYEMENT OPPORTUNITY

2) EMPLOYEE CONDUCT AND WORK RULES


2.1 PERSONAL APPEARANCE
2.2 RETURN OF PROPERTY
2.3 RESIGNATION
2.4 PROGRESSIVE DISCIPLINE
2.5 BUSINESS ETHICS AND CONDUCT
3) WORKPLACE ETIQUETTE
4) EMAIL ETIQUETTE
5) IMPORTANT POLICIES

5.1 NON-DISCLOSURE
5.2 EMPLOYEE REFERRALS
5.3 PROHIBITION AND PREVENTION OF SEXUAL HARASSMENT
6) EMPLOYMENT STATUS AND RECORDS

6.1 EMPLOYMENT CATEGORIES


6.2 PROBATION PERIOD
6.3 PERSONNEL DATA INFORMATION
6.4 EMPLOYMENT APPLICATIONS

Jasper Infotech Pvt. Ltd

-2-

27-Sep-13

Jasper Infotech Pvt. Ltd

7) WORKING AND COMPENSATION

7.1 WORKING HOURS AND ATTENDANCE


7.2 LATE COMING AND LEAVES
7.3 PAYROLL CYCLE
7.4 PERFORMANCE EVALUATION
8) EMPLOYEE BENEFIT PROGRAM

8.1 LEAVE BENEFITS


8.2 WORK FROM HOME
8.3 BUSINESS EXPENSES
8.4 MEDICLAIM POLICY
9) STANDARDS AND EXPECTATIONS FOR THE WORKPLACE

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

Jasper Infotech Pvt. Ltd

-3-

27-Sep-13

Jasper Infotech Pvt. Ltd

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

1.1 OPEN-DOOR POLICY


In keeping with the companys philosophy of open communication, all employees have
the right and are encouraged to speak freely with management about their job-related
concerns.
We urge you to go directly to your reporting person to discuss your job-related ideas,
recommendations, concerns and other issues which are important to you. If, after talking
with your supervisor, you feel the need for additional discussion, you are encouraged to
speak with the HR.

Jasper Infotech Pvt. Ltd

-4-

27-Sep-13

Jasper Infotech Pvt. Ltd

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:

Theft or inappropriate removal or possession of property.


Falsification of attendance records.
Working under the influence of alcohol or illegal drugs.
Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the
workplace, while on duty, or while operating employer-owned vehicles or
equipment.
Fighting or threatening violence in the workplace.
Insubordination or other disrespectful conduct.
Violation of safety or health rules, Sexual or other unlawful or unwelcome
harassment.
Possession of dangerous or unauthorized materials, such as explosives or firearms, in
the workplace.

Jasper Infotech Pvt. Ltd

-5-

27-Sep-13

Jasper Infotech Pvt. Ltd

Excessive absenteeism or any absence without notice or approval.


Unauthorized use of telephones, mail system, or other employer-owned equipment.
Unauthorized disclosure of business "secrets" or confidential information.
Violation of personnel policies.
Unsatisfactory performance or conduct.

Jasper Infotech Pvt. Ltd

-6-

27-Sep-13

Jasper Infotech Pvt. Ltd

2.2 RETURN OF PROPERTY


Employees are responsible for all Company property, materials, or written information
issued to them or in their possession or control. Employees must return all Company
property immediately upon request or upon termination of employment. Where permitted
by applicable laws, Company may withhold from the employee's check or final paycheck
the cost of any items that are not returned when required. Company may also take all
action deemed appropriate to recover or protect its property.
2.3 RESIGNATION
Resignation is a voluntary act initiated by the employee to terminate employment with
Company. Company requests at least a months written notice of resignation from its
employees. The notice period may vary depending upon the terms set forth at the time of
joining. Prior to an employee's departure, an exit interview is scheduled to discuss the
reasons for resignation and the effect of the resignation on benefits.
2.4 PROGRESSIVE DISCIPLINE
The purpose of this policy is to state Company position on administering equitable and
consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary
measure is the one that does not have to be enforced and comes from good leadership and
fair supervision at all employment levels.
Company own best interest lies in ensuring fair treatment to all employees and in making
certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of
any disciplinary action is to correct the problem, prevent recurrence, and prepare the
employee for satisfactory service in the future.
Although employment with Company is based on mutual consent, the employer has the
right to terminate employment at will, with or without cause or advance notice. Company
may use progressive discipline at its discretion.
Disciplinary action may call for any of five steps verbal warning, written warning,
PIP, suspension with or without pay, or termination of employment depending on
the severity of the problem and the number of occurrences. There may be circumstances
when one or more steps are bypassed.
By using progressive discipline, we hope that most employee problems can be corrected
at an early stage, benefiting both the employee and Company.

Jasper Infotech Pvt. Ltd

-7-

27-Sep-13

Jasper Infotech Pvt. Ltd

2.5 BUSINESS ETHICS AND CONDUCT


The successful business operation and reputation of Company is built upon the principles
of fair dealing and ethical conduct of our employees.
Compliance with this policy of business ethics and conduct is the responsibility of every
Company employee. Disregarding or failing to comply with this standard of business
ethics and conduct could lead to disciplinary action, up to and including possible
termination of employment.

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.

Jasper Infotech Pvt. Ltd

-8-

27-Sep-13

Jasper Infotech Pvt. Ltd

Communicate by email or phone whenever possible, instead of walking


unexpectedly into someone's office or workspace.
Be conscious of how your voice travels, and try to lower the volume of your voice
when talking on the phone or to others in open areas.
Try not to block walkways while carrying on conversations.
Refrain from using inappropriate language (swearing) that others may overhear.
Monitor the volume when listening to music, voice mail, or a speakerphone that
others can hear.
Clean up after yourself and do not leave behind waste or discarded papers.

4. EMAIL ETIQUETTE

At SNAPDEAL we encourage all the employees to be prompt in responses


over email.
If you cannot respond to an email promptly, at the very least, an email should
be sent, confirming your receipt and when the sender can expect your
response.
Message should be Concise and to the point.
Use proper spelling, grammar & punctuation.
Text messaging abbreviations should not be used.
Avoid emoticons.
Keep slangs at a minimum.
Volley Rule- If a topic is bounced back and forth more than 3 times it is time
to pick up the phone or schedule a meeting.
Answer swiftly.
Use proper structure & layout.
Do not overuse the high priority option.
Do not overuse Reply to All.
Do not request delivery and read receipts.
Use a meaningful subject.
Avoid using URGENT and IMPORTANT.

Jasper Infotech Pvt. Ltd

-9-

27-Sep-13

Jasper Infotech Pvt. Ltd

Avoid long sentences.


Use cc: field sparingly.
Refrain from using multiple font colours in one email.
When replying to an email with multiple recipients noted in the To: or Cc:
fields, remove the addresses of those who your reply does not apply to.

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.

Jasper Infotech Pvt. Ltd

-10-

27-Sep-13

Jasper Infotech Pvt. Ltd

5.2 EMPLOYEE REFERRALS


The Company encourages employees to identify friends or acquaintances that are
interested in employment opportunities and refer qualified applicants for posted jobs.
On a regular basis the HR team would post all job openings through referrals mailers and
on the career page of our website. Employees should obtain permission from the
individual before making a referral and then share their knowledge with the
organization.
An employee should submit the referral's resume to the email id refer@snapdeal.com or
send it to someone in the Human Resource Department.
If the referral candidate is interviewed and selected, the referring employee will be
notified. Joining incentives are given to employees whose references get selected for
employment basis the referral policy. This incentive is paid after successful completion
of 3 months for the referee and at the time of the incentive payout and both the referrer
and referee should be a part of the company.
The following is the referral amount applicable under this policy:
Grade
Grade 1
Grade 2
Grade 3
Grade 4
Grade 5

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

5.3 PROHIBITION AND PREVENTION OF SEXUAL HARASSMENT


Jasper Infotech Pvt Ltd (Company) is an equal employment opportunity company
committed to create a healthy working environment that enables employees to work
without fear of prejudice, gender bias and sexual harassment. The Company also believes
that all employees have the right to be treated with dignity. Sexual harassment at the
work place or other than work place is a grave offence and is, therefore, punishable.

Jasper Infotech Pvt. Ltd

-11-

27-Sep-13

Jasper Infotech Pvt. Ltd

SCOPE AND EFFECTIVE DATE


1. This Policy extends to all women employees of the Company and is deemed to be
incorporated in the service conditions of all employees and comes into effect
immediately.
This policy extends to the actual working place of the Company and any place visited by
an employee arising out of or during the course of employment including any
transportation provided by the Company for undertaking safe journey.
2. Sexual harassment includes any one or more of the following unwelcome acts or
behaviour (Whether directly or by implication) a)
b)
c)
d)
e)

Physical contact and advances: or


A demand or request for sexual favours; or
Making sexually coloured remarks; or
Showing pornography; or
Any other unwelcome physical, verbal or non-verbal conduct of sexual
nature.

The following circumstances, among other circumstances, if it occurs or is present in


relation to or connected with any act or behaviour of sexual harassment may amount to
sexual harassment:
a)
b)
c)
d)

Implied or explicit promise of preferential treatment in employment; or


Implied or explicit threat of detrimental treatment in employment; or
Implied or explicit threat about present or future employment status; or
Interference with work or creating an intimidating or offensive or hostile
work environment; or
e) Humiliating treatment likely to affect health or safety.
Employee means a woman employed in the Company for any work on regular,
temporary, ad hoc or daily wage basis, either directly or through an agent, including a
contractor, with or, without the knowledge of the Company whether for remuneration or
not, or working on a voluntary basis or otherwise, whether the terms of employment are
express or implied and includes a co-worker, a contract worker, probationer, trainee,
apprentice or called by any other such name.

Jasper Infotech Pvt. Ltd

-12-

27-Sep-13

Jasper Infotech Pvt. Ltd

INTERNAL COMPLAINTS COMMITTEE


An Internal Complaints Committee (Committee) has been constituted by the Company
to consider, enquire and redress complaints of sexual harassment. The Members of the
Committee are as follows:
1.
2.
3.
4.
5.
6.

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).

Jasper Infotech Pvt. Ltd

-13-

27-Sep-13

Jasper Infotech Pvt. Ltd

5. The HR shall prepare and hand over a Statement of Allegation to the


Respondent along with any other documents submitted by the Complainant and
give him / her an opportunity to submit a written explanation and any documents
if she / he so desires within 7 days of receipt of the same.
6. The Complainant shall be provided with a copy of the written explanation and
documents submitted by the Respondent in response to the complaint.
7. Any documents submitted by way of evidence before the Committee shall be
submitted in original. The person submitting any document as evidence shall affix
his / her signature on the respective documents to certify these to be original
copies
8. If the Complainant or the Respondent desires to call any witness / es, they shall
communicate in writing to the Committee the names of witness / es that they
propose to call. The Committee shall call upon all witnesses mentioned by both
the parties
9. The Committee shall provide every reasonable opportunity to the Complainant
and to the Respondent for putting forward and defending their respective case.
10. The Committee shall complete the Enquiry within reasonable period but not
beyond three months.
11. On the completion of the enquiry, the Committee shall provide a report of its
findings within a period of ten days from the date of completion of the enquiry to
the concerned parties and the management of the Company.
12. The HR on behalf of the Company will direct appropriate action in accordance
with the recommendation proposed by the Committee. The report of the
committee shall be treated as an enquiry report on the basis of which an erring
employee can be awarded appropriate punishment straightaway.

Jasper Infotech Pvt. Ltd

-14-

27-Sep-13

Jasper Infotech Pvt. Ltd

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

Jasper Infotech Pvt. Ltd

-15-

27-Sep-13

Jasper Infotech Pvt. Ltd

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.

OTHER POINTS TO BE CONSIDERED


1. The management of the Company shall provide all necessary assistance for the
purpose of ensuring full, effective and speedy implementation of this policy.
2. Where sexual harassment occurs as a result of an act or omission by any third
party or outsider, the Company shall take all steps necessary and reasonable to
assist the affected person in terms of support and preventive action.

Jasper Infotech Pvt. Ltd

-16-

27-Sep-13

Jasper Infotech Pvt. Ltd

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.

6. EMPLOYMENT STATUS AND RECORDS

6.1 EMPLOYMENT CATEGORIES


It is the intent of Company to clarify the definitions of employment classifications so that
employees understand their employment status.
6.2 PROBATION PERIOD
The probation period is intended to give new employees an opportunity to demonstrate
their ability to achieve a satisfactory level of performance and to determine whether the
new position meets their expectations. Company uses this period to evaluate employee
capabilities, work habits, and overall performance.
All new and rehired employees work on a probation basis for the first 90 calendar days
(3months) after their date of hire. If Company determines that the designated probation
period does not allow sufficient time to thoroughly evaluate the employee's performance,
the probation period may be extended for a specified period.
Upon satisfactory completion of the probation period, employees enter the "regular"
employment classification.
Confirmed Employees On completion of this 3 month period there shall be a meeting
with the supervisor to assess the rating of the individual basis the work that was allocated
to the employee in the form of KRAs at the joining time. Employees who satisfactorily
complete the probation period will be notified of their new employment classification by
means of a Job Confirmation letter.

Jasper Infotech Pvt. Ltd

-17-

27-Sep-13

Jasper Infotech Pvt. Ltd

6.3 PERSONNEL DATA CHANGES


It is the responsibility of each employee to promptly notify Company of any changes in
personnel data. Personal mailing addresses, telephone numbers, number and names of
dependents, individuals to be contacted in the event of emergency, educational
accomplishments, and other such status reports should be accurate and current at all
times. If any personnel data has changed, notify the Human Resource Department. It is
your responsibility to provide current information regarding your address, telephone
number, change in dependents, marital status, etc. Please mark a mail to your manager
along with HR to note any changes in your address, phone number, emergency contact
information, marital status, number of dependents, etc.

6.4 EMPLOYMENT APPLICATIONS


Company relies upon the accuracy of information contained in the employment
application, as well as the accuracy of other data presented throughout the hiring process
and employment. Any misrepresentations, falsifications or material omissions in any of
this information or data may result in the exclusion of the individual from further
consideration for employment or, if the person has been hired, termination of
employment.
7. WORKING AND COMPENSATION
7.1 WORKING HOURS AND ATTENDANCE
Work Hours would mean 9.30 hours per day irrespective of the IN &OUT times.
The employee is however required to be present in the office during 11 am to 4 pm.
Less than 5 hours a day would be considered as a half day. In case of unplanned
conditions, that may force a schedule change at the last minute, you should contact your
manager or someone from the HR and ensure that information of your not attending
office is there.
Out of the 9.30 workings hours, the scheduled lunch time is for one hour i.e. 1.00 PM to
2.00 PM.

Jasper Infotech Pvt. Ltd

-18-

27-Sep-13

Jasper Infotech Pvt. Ltd

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:

Sanctioning of leave is at Management discretion based on exigencies of


business or seriousness, travel issues and operational requirements of the case.
The Leave year is from 1st January to 31st December of each calendar year.
Leaves are credited to the employees account on the 1st of January every year.
Employees are eligible for 27 day leaves in a calendar year other than 10
holidays that are declared by the company.
Of these 27 day leaves 15 days are Privileged leaves and 12 days are Sick /
Causal Leaves.
Employees who join the Company during the course of the calendar year shall
be entitled to the above leaves on pro-rate basis.
The accrual of the PL, CL & SL are on the following basis:
An employee is eligible for 15 days Privileged Leave in a year which will accrue
to your leave balance on pro rata basis i.e. 1.25 leave every month.

Jasper Infotech Pvt. Ltd

-19-

27-Sep-13

Jasper Infotech Pvt. Ltd

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.

Rules and Regulations:

If SL / CL extend beyond 3 days, it needs to be accompanied with an adequate


reason along with supporting documents viz; Doctors certificate etc.
In case adequate number of Sick / Casual leaves are not available with an
employee, then he can make use of the Privileged leaves in this case. If
Privileged leaves are also not available, then it will be treated as Loss of Pay.
Privileged leaves can be availed only on prior approval.
Any leave will be encashed at the basic pay rate as per the salary on the last day
of the calendar year for which encashment is provided. Provided that any leave
encashment mentioned herein will be subject to the deduction of tax at the
applicable rates in pursuance of applicable laws.
At the time of resignation / retirement / termination the balance Privileged leaves
will be encashed at the basic pay rate as on the day of resignation / retirement /
termination. Provided that any leave encashment mentioned herein will be
subject to the deduction of tax at the applicable rates in pursuance of applicable
laws.

Jasper Infotech Pvt. Ltd

-20-

27-Sep-13

Jasper Infotech Pvt. Ltd

At the time of resignation / retirement / termination the balance Privileged leaves


will be encashed basis the entitlement of an employee till his last working date.
Any absence of more than the number of Privileged leave sanctioned will be
treated as leave without pay, unless given valid reasons to the full satisfaction of
the management.

MATERNITY LEAVE
ELIGIBILITY:
All married women employees will be entitled.
ENTITLEMENT:

90 days of paid Maternity Leave is allowed to females per conception period to a


maximum of birth of two children only.
A female employee shall not work in the company during the six weeks
immediately following the day of her delivery, consequently the post delivery
maternity leave must not be less than 6 weeks.
Before availing this leave, a certificate from the gynecologist has to be submitted
mentioning the expected date of delivery.
Intervening National / declared / festival / weekly off days will be counted as part
of leave.
If, because of any complication, leave has to be extended, it can be done but will
fall under Loss of Payment and has to be approved by the HOD and the
information has to be given to the HR Team well in advance.

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.

Jasper Infotech Pvt. Ltd

-21-

27-Sep-13

Jasper Infotech Pvt. Ltd

LOSS OF PAY (LOP)

LOP can be applied by an employee when no other leave is available.

During the period of LOP, the employee is not entitled for any pay or allowance.

A maximum of 3 months of LOP can be availed on the approval of the


management in exceptional cases like medical Leave, travel issues etc.

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.

LOP can be implicated on disciplinary grounds with regard to attendance by the


management regardless to the availability of the other types of leave.

COMPENSATORY OFF

If an employee is required to work on any important assignment on a National /


Festival / Declared / weekly off day, he is eligible for Compensatory off on any
other working day.
If an employee is working on a National Holiday (i.e 26th January, 15th August
or 2nd October) is eligible for Compensatory off on any other working day along
with the salary for one full day.

Official approval is required from the department head / management to work on


such National / Festival / Declared / weekly off days. No compensatory offs will
be entertained when worked on these days without proper approval.

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.

Jasper Infotech Pvt. Ltd

-22-

27-Sep-13

Jasper Infotech Pvt. Ltd

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.

8.2 WORK FROM HOME


In case of Work from home, prior approval is required from the Management, failing
which the leave will be marked. Employees are supposed to drop a mail to the HR
department in case they Work from home with prior approval of their managers. The
payout will be a function of the number of hours put in by employee. In case of less than
5 hours, it is considered as half day else a complete work day would be considered.
8.3 BUSINESS EXPENSES
Employees whose travel plans have been approved should make all travel arrangements
through Human Resource Department. When approved, the actual costs of travel, meals,
lodging, and other expenses directly related to accomplishing business travel objectives
will be reimbursed by Company. Employees are expected to limit expenses to reasonable
amounts.
Expenses that generally will be reimbursed include the following:
Jasper Infotech Pvt. Ltd

-23-

27-Sep-13

Jasper Infotech Pvt. Ltd

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.

8.4 MEDICLAIM POLICY


All the employees are eligible for Group Health Insurance Cover from Religare Health
Insurance Company Limited. The details of the policies are mention below
Insurer
Persons Covered
Sum Insured
Policy period

Religare Health Insurance Company Limited


Employee + Spouse + 2 Children
Rs. 2,00000 per family
01st -Feb- 2013 Till 31th-Jan-2014

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

Jasper Infotech Pvt. Ltd

-24-

27-Sep-13

Jasper Infotech Pvt. Ltd

9. STANDARDS AND EXPECTATIONS FOR THE WORKPLACE


9.1 SAFETY
The company believes in maintaining safe and healthy working conditions for our
employees. However, to achieve our goal of providing a safe workplace, each employee
must be safety conscious. We have established the following policies and procedures that
allow us to provide safe and healthy working conditions. We expect each employee to
follow these policies and procedures, to act safely, and to report unsafe conditions to his
or her supervisor in a timely manner.
9.2 REPORTING UNSAFE CONDITIONS OR PRACTICES
Employees are expected to continually be on the lookout for unsafe working conditions
or practices. If you observe an unsafe condition, you should warn others, if possible, and
report that condition to your supervisor immediately. If you have a question regarding the
safety of your workplace and practices, ask your supervisor for clarification.
If you observe a coworker using an unsafe practice, you are expected to mention this to
the coworker and to your supervisor. Likewise, if a coworker brings to your attention an
unsafe practice you may be using, please thank the coworker and make any necessary
adjustments to what you are doing. Safety at work is a team effort.
9.3 CARE OF OFFICIAL ENTITIES
All employees are expected to take care of all official entities provided to them. You are
responsible for maintaining this material in proper working condition and for promptly
reporting any unsafe or improper functioning of this material to the concern person /
department.
Neglect, theft, and/or destruction of the companys materials are grounds for disciplinary
action, up to and including termination.
9.4 NO SMOKING AT THE WORKPLACE
The companys policy is to provide smoke-free environments for our employees.
Smoking of any kind is prohibited inside our office. Employees may smoke on
scheduled breaks or during meal times, as long as they do so outside the office.

Jasper Infotech Pvt. Ltd

-25-

27-Sep-13

Jasper Infotech Pvt. Ltd

9.5 CONFLICTS OF INTEREST


You should avoid external business, financial, or employment interests that conflict with
the companys business interests or with your ability to perform your job duties. This
applies to your possible relationships with any other employer, consultant or customer.
Violations of this rule may lead to disciplinary action, up to and including termination.
9.6 COMPUTER AND EMAIL USAGE
Computers, computer files, the email system, and software furnished to employees are
company property intended for business use. Employees should not use a password,
access a file, or retrieve any stored communication without authorization. To ensure
compliance with this policy, computer and email usage may be monitored.
Company strives to maintain a workplace free of harassment and sensitive to the diversity
of its employees. Therefore, Company prohibits the use of computers and the email
system in ways that are disruptive, offensive to others, or harmful to morale.
For example, the display or transmission of sexually explicit images, messages, and
cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs,
racial comments, off-color jokes, or anything that may be construed as harassment or
showing disrespect for others.
Email may not be used to solicit others for commercial ventures, religious or political
causes, outside organizations, or other non-business matters.
9.7 NETWORK AND ELECTRONIC RESOURCES POLICY
Network and Electronic Resources, such as computers, other hardware, software, e-mail,
landline and fax machines and internet access, are tools that the Company provides its
employees to assist them in their work. These Network and Electronic Resources and
related access systems are proprietary Company property and subject to review or access
by the Company at any time.
All employees who use the Companys Network and Electronic Resources must follow
the guidelines below:

Jasper Infotech Pvt. Ltd

-26-

27-Sep-13

Jasper Infotech Pvt. Ltd

Use Network and Electronic Resources for Company business purposes


only.

Messages and communications sent via the Companys Network and


Electronic Resources are subject to subpoena and access by persons
outside the Company and may be used in legal proceedings. Please
consider this before sending any confidential messages or material via the
Network and Electronic Resources.

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.

Passwords protecting the use of the Companys Network and Electronic


Resources are the Companys property and will be assigned to employees
as needed. Employees may not change passwords without the consent of
the concern person. Employees must notify the IT department of all
passwords and encryption keys assigned to or used by them, and must
notify the IT department of any changes to such passwords or encryption
keys.

Employees must not attempt to override or evade any program or measure


installed by the Company to protect the security or limit the use of its
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.

Jasper Infotech Pvt. Ltd

-27-

27-Sep-13

Jasper Infotech Pvt. Ltd

9.8 CONFIDENTIAL AND PROPRIETARY INFORMATION


The Company considers its confidential and proprietary information, including the
confidential and proprietary information of our customers, to be one of its most valuable
assets. As a result, employees must carefully protect and must not disclose to any third
party all confidential and proprietary information belonging to the Company or its
customers. Such protected information includes, but is not limited to, the following:
matters of a technical nature, such as computer software, product sources, product
research and designs; and matters of a business nature, such as customer lists, customer
contact information, associate information, candidate and recruit lists and information,
personnel information, training programs, sales reports, sales, financial and marketing
data, systems, forms, methods, procedures, and analyses, and any other proprietary
information, whether communicated orally or in documentary, computerized or other
tangible form, concerning the Companys or its customers operations and business.
Employees should ensure that any materials containing confidential or proprietary
information are filed and/or locked up before leaving their work areas each day. During
the workday, employees should not leave any sensitive information lying about or
unguarded.
9.9 RULES OF CONDUCT
There are reasonable rules of conduct which must be followed in any organization to help
a group of people work together effectively. The company expects each employee to
present him or herself in a professional appearance and manner. If an employee is not
considerate of others and does not observe reasonable work rules, disciplinary action will
be taken.
Depending on the severity or frequency of the disciplinary problems, a verbal or written
reprimand, suspension without pay, disciplinary probation, or discharge may be
necessary. It is within the companys sole discretion to select the appropriate disciplinary
action to be taken. Notwithstanding the availability of the various disciplinary options,
the company reserves the right to discharge an employee at its discretion, with or without
notice.
The following is not a complete list of offenses for which an employee may be subject to
discipline, but it is illustrative of those offenses that may result in immediate discipline,
up to and including dismissal, for a single offense:

Jasper Infotech Pvt. Ltd

-28-

27-Sep-13

Jasper Infotech Pvt. Ltd

Excessive absenteeism.

Dishonesty, including falsification of Company-related documents, or


misrepresentation of any fact.

Fighting, disorderly conduct, horseplay, or any other behavior which is


dangerous or disruptive.

Possession of, consumption of, or being under the influence of alcoholic


beverages while on Company or customer premises or on Company
business.

Willful neglect of rules and policies.

Commission of as crime, or other conduct which may damage the


reputation of Company.

Use of profane language while on Company business.

Stealing, misappropriating, or intentionally damaging property belonging


to the Company or its customers or employees.

Unauthorized use of the Companys or its clients name, logo, funds,


equipment, vehicles, or property.

Violation of the Companys Equal Employment Opportunity Policy or its


Harassment Policy.

Interference with the work performance of other employees.

Failure to cooperate with an internal investigation, including, but not


limited to, investigations of violations of these work rules.

Failure to maintain the confidentiality of business secrets or other


confidential information belonging to the Company or its customers.

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

-29-

27-Sep-13

Jasper Infotech Pvt. Ltd

10. CONTACTS

FOR ANY SALARY RELATED QUERIES PLEASE GET IN TOUCH WITH

anupama.beri@snapdeal.com
neha.lamba@snapdeal.com

ANY

vishal.bhatia@snapdeal.com

FINANCE RELATED QUERY PLEASE WRITE TO

For Reimbursements

varuna.maurya@snapdeal.com

FOR BANK ACCOUNTS

archana.dixit@snapdeal.com

ADMIN RELATED QUERIES

adminsupport@snapdeal.com & anil.nair@snapdeal.com

For Id Cards, Stationary

mayur.singh@snapdeal.com

IT & SYSTEM RELATED QUERIES

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!

Jasper Infotech Pvt. Ltd

-30-

27-Sep-13

You might also like