Developing people to deliver results in changing environment by their training and skills by their commitment and team spirit, by their foresight and resilience and by their dedication and loyalty.
CAREER WITH US
Human Resource is valuable asset to our organisation. High Caliber young professionals with proven talents in diversified fields would be preferred, who can innovate for tomorrow and will be the face of the company. We offer job enrichment and enhancement opportunities at all levels.
Equal Employment Opportunity
It is the policy of SDSC to provide equal opportunity in employment to qualified individuals regardless of race, color, religion, age, sex, marital status, national origin, ancestry, physical or mental disability, sexual orientation, genetic information, or any other legally protected class in accordance with all applicable laws. This commitment extends to all employment decisions, including, but not limited to, recruiting, hiring, promotion, training, compensation, discipline and discharge, and to all terms, benefits, privileges and conditions of employment. Discrimination in violation of this policy is prohibited and will not be tolerated.
Moonlighting Second jobs or other outside employment, such as freelance employment, consulting, or sales (such as Avon, Tupperware, etc.) is not prohibited by the company or its subsidiaries, but it is regulated. Outside employment must not be engaged in during the employee’s regularly scheduled working hours. The use of the company’s supplies, equipment, telephone, materials, and personnel is prohibited. Outside employment must not cause a conflict of interest or deterioration in satisfactory performance while in our employ. Supervisors must communicate the policy and ensure adequate job performance by taking the appropriate action, which could involve terminating or disciplining an employee. Employees are responsible for their performance, and if it is adversely affected by their second job, they must decide whether it is necessary to terminate, or cut back the hours of, the second job.
Open Door Policy
We all recognize that the accumulation of unspoken, unanswered problems, complaints and questions can result in dissatisfaction and can impact the working relationship. It is to everyone’s advantage to bring these matters out in the open. If you have a problem or complaint, please review it with your supervisor as soon as possible. We are not implying that we will agree with your position. However, we will listen to you, and hope that in most instances, we will be able to resolve the matter or reach a compromise acceptable to the people concerned.
It may be necessary at times to ask you to work beyond your regularly scheduled hours. If there is sufficient backlog of orders, we use overtime to meet our customers’ demands. Whether there is need for overtime work is determined by the department supervisor, manufacturing manager and the vice president. Overtime will be paid at the rate of time . With the exception of holiday pay, hours paid but not worked, such as personal time, jury duty, bereavement pay, etc., will not be considered time worked for the basis of computing overtime. We will make every effort to distribute overtime fairly and equitably. The selection of who is to work is based primarily on the job experience and ability to handle the work that needs to be done, and on seniority, one’s productivity and job performance. There is no guarantee of overtime work, and you are cautioned to not become financially dependent upon it. Anyone working unauthorized overtime will be subject to discipline.
All employees are expected to come to work in a condition fit to perform their duties. The unlawful manufacture, possession, distribution, transfer, purchase, sale, use, or being under the influence of alcoholic beverages or illegal drugs during working hours, while on company property, while attending business-related activities, while on duty, or while in possession of, or operating a vehicle, or machine leased or owned by the company is strictly prohibited. You may use physician-prescribed medications provided that the use of such medications does not adversely affect job performance, your safety or the safety of others. Any employee who violates this policy and/or whose work performance or behavior is adversely affected by the use of drugs or alcohol will be subject to disciplinary action, up to and including termination of employment. Employer Name reserves the right to request employees to undergo drug or alcohol testing in accordance with all applicable laws.
Mail is a resource provided by the company and is the property of the company. It is provided solely for business purposes. The use of voice mail for any reason other than for legitimate business purposes of the company is prohibited. Harassing, threatening, discriminatory, sexually explicit or other inappropriate messages are not to be transmitted or stored. Employees are responsible for protecting access to messages. Sharing use is discouraged. Employees may be held responsible for misuse that occurs through unauthorized access. Please keep in mind that the company has access to your messages. While the concept of a business need and a respect for legitimate confidentiality will guide our actions, we reserve the right to access your messages at any time we deem appropriate. Use and access can be monitored and tracked by management at any time and without notice to you. Remember that even though messages may appear to be “deleted” procedures by the company to guard against data loss may preserve material for extended periods of time. Access to voice mail and voice mail records may also be provided to third parties, as the company deems appropriate. Violations of this policy may result in disciplinary action, up to and including termination of employment.
Workplace Threats and Violence
Nothing is more important to SDSC than the safety and security of its employees. Threats, threatening behavior, or acts of violence against employees, clients, visitors, guests, or other individuals by anyone on company property will not be tolerated. Violations of this policy will lead to disciplinary, including dismissal, and may also result in arrest and prosecution. Any person who makes threats, exhibits threatening behavior, or engages in violent acts on company property shall be removed from the premises as quickly as safety permits, and shall remain off company premises pending the outcome of an investigation. Upon completion of the investigation, Employer Name will initiate an appropriate response. This response may include, but is not limited to, suspension and/or termination of any business relationship, reassignment of job duties, suspension or termination of employment, and/or criminal prosecution of the person or persons involved.
All regular, full- time employees at company are eligible for Sick Leave Sick Leave is calculated annually for the calendar year (January-December)
Earned Leave (EL) :
Casual Leave (CL) :
Paid Holidays (Public Holidays):
|2 October||Mahatma Gandhi's Birthday|
|Dussehra (Vijaya Dashami)|
|Bakri Id / Idu'l Zuha (Feast of Sacrifice)|
|Guru Nanak Jayanti|
Medical Insurance policy :
Promotion & Increment :
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