HR Policy

HR POLICY
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.

HR VISION

  • Objective Selection Method,
  • Continuous Training and Development
  • Competitive Wage & Salary Structure
  • Well Defined Systems, Rules and Procedures
  • Goal Oriented Appraisal System and Counseling
  • Encouraging Openness, Participation and Cooperation
  • Synchronizing Personal Aspirations with Organization Goals
  • Enforcing Professional Values and Code of conduct
  • Providing Opportunities for Growth and Advancement
  • Prompt Grievance Attendance System
  • Improving Quality of Life both on and off-the-job
  • Reviewing Constantly and Improving Personnel Practices.

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.

Overtime
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.

Substance Abuse
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
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.

Leave policy
Eligibility
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) :

  • Employees are entitled to 13 days of Casual Leave to attend to personal matters and not for vacation.
  • Casual Leave will be credited to the employees account at the beginning of the calendar year. New employees are eligible to use Casual Leave immediately upon hire.
  • Casual leave cannot be clubbed more than 3 at a time.
  • There is no accumulation or carry forward of Casual Leave.
  • Casual leave cannot be encashed or adjusted against notice pay.
  • An employee can request for Casual Leave to attend to personal matters. These wouldbe granted at the discretion of the Supervisor.
  • The employee is required to apply for Casual Leave in advance.
Sick Leave (SL) :
  • An employee is entitled to 7 days of Sick Leave which shall be credited to the employees account at the beginning of the calendar year. New employees are eligible to use Sick Leave immediately upon hire.
  • If you have joined in the middle of the year, your Sick leave entitlement will not bepro-rated. The entire Sick Leave of 7 days is granted upon hire.
  • Sick Leave cannot be clubbed with Earned Leave or Casual Leave.
  • Sick leave is inclusive of weekly holidays.
  • There is no accumulation or carry forward of Sick Leave.
  • Sick leave cannot be encashed or adjusted against notice pay.
  • Sick leave is to be taken in cases of injury / illness to the employee. An employee must intimate his/ her manager either over the phone or letter.
  • 2 or more days of Sick Leave will require a medical certificate from a qualified and registered medical practitioner Notwithstanding such certificate, the company can in its sole discretion ask the employee to present himself / herself before the company appointed doctor for medical examination and in such situation the employee shall be eligible for paid sick leave only upon the company appointed doctor certifying the same.
  • Exceptional cases of injury / illness of a serious nature will be viewed on a case to case basis. These however need to be communicated in writing, for getting the necessary approval from the Supervisor. Clubbing of sick leaves with the other leaves in such cases will be at the discretion of the Manager in consultation with HR.
Maternity Leave (ML) :
  • All women employees will be entitled to maternity
  • Married and expecting women employees are eligible to avail maternity leave.
  • Women employees who have worked for a minimum period of 80 days in the twelve months prior to the delivery shall be entitled to Maternity Leave of up to- 12 weeks in case of delivery- 6 weeks in case of miscarriage, from the date of miscarriage
  • If you are on probation, you are entitled to avail maternity leave, provided the above condition is fulfilled.
  • Maternity leave is restricted to two live births during the service with the company
  • women employees are eligible for a maximum period of 12 weeks as Maternity Leave and this leave shall not be extended beyond a period of 1 month, without a certificate from a Qualified Medical Practitioner and approval of the HR Personnel.
  • All leave/s beyond the statutory limit of 12 weeks will be charged to Earned Leave.
  • Maternity Leave may be clubbed with Sick Leave.
  • The employee should give at least one month's notice prior to the date of commencement of leave.
  • If you are proceeding on leave beyond the stipulated time, you need to get special approval.
Paternity Leave :
  • All permanent male employees shall be entitled to Paternity Leave up to 7 working days.
  • No credit/accumulation/encashment of this leave is permissible.
  • The male employee shall submit the application at least one month in advance, along with a certificate from the doctor specifying the expected date of delivery, to his Supervisor with a copy to the HR Department.
Personal Leave of Absence.
Breavement Leave :
Employee will be grant paid time off from work to employees for the death of a relative. Employees are eligible for up to 3 days leave, if necessary, in the event of the death of an immediate family member (defined as parents, grandparents, siblings, spouse, children and in-laws). Fair Isaac requests that you notify your Supervisor/ HR team, as early as possible, of an intention to take bereavement leave.

Paid Holidays (Public Holidays):

DateDayHoliday
2 OctoberMahatma Gandhi's Birthday
Dussehra (Vijaya Dashami)
Bakri Id / Idu'l Zuha (Feast of Sacrifice)
Deepawali
Muharram
Guru Nanak Jayanti
Christmas Day

T.A/D.A. :

  • Employees who are required to use their own vehicle while on company shall be reimbursed on the basis of a claim according to a per kilometre traveled rate. The rate is ???? per kilometer.
  • For travel by other means than a personal automobile, the company shall pay the equivalent of an economy class fare (air, train, or bus) and, in the case of an automobile rental, the "compact" rate.
  • Employees who are traveling on society bussiness may claim the actual cost, (including any applicable sales tax) of the meal.
  • A travel advance is available upon request, with the approval of the executive director, provided such a request is received 10 working days before the date required.
  • An employee who receives a travel advance must prepare an expense form, an account for all travel advance received, within 5 working days of their return from a business trip.
  • An employee must substantiate any travel expenses by submitting receipts for any allowable expenses paid during such travel.
  • Claims for travel expenses must be made on the appropriate form and approved by the department manager.
  • Hospitality expenses may occur when hosting a business associate to a meal when necessary and for legitimate business reasons. All such expenses can only be paid if prior approval has been given by the department manager or the executive director.
  • When an employee is required to be away overnight on Society business, he/she will be reimbursed for a standard single room by the company. The employee should first pay for such accommodation expenses by cash or personal credit card.
  • Employees making private arrangements for accommodation with friends or relatives may claim up to ???? for the first night and ???? for subsequent nights
  • Meal expenses for employees who are not on travel status (out-of-town) will only be allowed when such expenses are incidental to conducting society business or are expenses incurred while in attendance at seminars, workshops, etc.

Medical Insurance policy :

  • PF
  • ESIC
  • Gratuity

Promotion & Increment :

  • Promotion will be based on employees’ performance & development.
  • Overall performance and merit as assessed through performance appraisals.
  • Employee’s ability to perform at higher level.
  • Having competencies for effective functioning at higher level.
  • Soft skills such as Communication, People Management, Leadership, Multitask handling, and willingness to take additional responsibilities.
  • Salary will be revised in April of each year. Employees are not eligible for increment who has served his service to company less than a year.
Promotion & Increment :

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