Embed Size (px)
Citation preview
EMPLOYEE HANDBOOK CREATIVE BUFFER
CREATIVEBUFFERPVT.LTD.E-65,Phase8,IndustrialArea,Sector73,SahibzadaAjitSinghNagar,
Punjab160071
2 | P a g e
TableofContents
1. CompanyIntroduction..............................................................................................................................3
2. Director’sMessage......................................................................................................................................4
3. QualityPolicy.................................................................................................................................................5
4. Statementofcommitment.......................................................................................................................7
5. CompanyRights............................................................................................................................................7
6. EmployeeCompanyRelations...............................................................................................................8
7. EqualEmploymentOpportunity..........................................................................................................8
8. BusinessEthicsandCodeofConduct.................................................................................................9
9. Employeereferralpolicy........................................................................................................................10
10. EmployeeRecruitmentandSelectionPolicy...........................................................................11
11. JoiningFormalities................................................................................................................................11
12. EmployeeProbationPeriodPolicy...............................................................................................12
13. JobConfirmation....................................................................................................................................13
14. PersonalDataChanges.......................................................................................................................13
15. PerformanceofDuties........................................................................................................................13
16. PerformanceReviewandAppraisal.............................................................................................13
17. Non-DisclosureofSalaryPolicy.....................................................................................................14
18. LeavePolicy.............................................................................................................................................15
19. LeaveWithoutPayPolicy..................................................................................................................16
20. MaternityLeavePolicy.......................................................................................................................17
21. MedicalPolicy.........................................................................................................................................18
22. ReHiringPolicy......................................................................................................................................19
23. ProhibitedUse........................................................................................................................................19
24. Resignation/TerminationPolicy...................................................................................................20
25. Queries........................................................................................................................................................22
3 | P a g e
1. CompanyIntroduction
WeCreativeBufferiswell-establishedITfirmwithgreatexperienceinWebdevelopment,
Mobile development, enterprise IT solutions, e-governance, Consultancy services and
blockchain solutions with ride on 1K+Projects which encompass 200+Websites
,20+MobileAppsandaround5+ERPSolutions.Wearebackedby30+highlyskilled
andenthusiasticITprofessionalswithavision.
AboutUs:Wearewell-establishedandwidely recognizedSoftwaredevelopmentand
Consultancy Company providing cost effective and result oriented IT solutions to our
clients in the areas of web development, mobile development, Enterprise solutions,
ConsultancyservicesandBlockchaintechnology.Wearealwayseagertotransformyour
greatbusinessideaswiththehelpoftechnology.Webelieveininclusivegrowthandfocus
ondeliveringworldclassITsolutionstoourcustomersontime.
Weareheretosolvecomplextechnologychallengesanduncovernewopportunitiesfor
your high potential business growth. With the help of revolutionary technological
transformation,webuildsolutionsforyoureveryneed.Teamexpertise,Besttechnology
solutions,PricingandTimebounddeliveryarethekeydifferentiatorsforCreativeBuffer
solutionswithitscompetitorsintheindustry.
WeatCreativeBufferbelieveinseamlesslyintegratingrealbusinesseswiththevirtual
worldbydeploymentofinnovativesolutionstoourclients.
Mission: Our mission is to deliver top quality innovative technology solutions, IT
consultinganddigitalservicestoacceleratethebusinessgrowthofourpreciousclients.
We aim to provide futuristic solutions which are quality oriented, cost effective and
withinspecifiedtimeframetohelpbusinessesconquerthemarkets.
Vision: We envision being a passionate leader in the realm of IT by offering future
generation IT services to global businesses. Our insight is to accomplish given
assignments successfully in a stipulated time frame while maintaining a long-term
relationshipwithourpreciousclients.
4 | P a g e
Values: We at Creative Buffer have committed ourselves to a shared set of values.
Everythingwedoisbasedonourcorporatevalues:CustomerOriented,Leadership,
Technology Innovation, Quality Service, Time Bounded. Our experts work
passionatelyandfollowaproactiveapproach,combinedwithasolidmixofinnovation
andcreativity.Ourcapableteampossessesdiverseskillsconsistentlyenableustodeliver
largeandsmall-scaleprojectsontime,withinbudgetandbeyondexpectations.
2. Director’sMessage
Progressformeliesnotinenhancingwhatis,butinadvancingtowardwhatwill
be.Itisahardcorerealitythatonceonemilestoneisachieved,thereisalwaysanother
one waiting to be crossed. It is with this belief that I started Mobile Application
Developmentcompanyin2015,acompanythatwasinthedesigningUIforamobileapp.
With the passage of time, mobile Development company became a prominent name
CreativeBuffer,officiallyin2019inITindustry.Asanambitiousentrepreneur,Ialways
wantedtopushmycompanytomorethrivingmilestone.Takingapathlesstravelled,I
expanded Creative Buffer services intoweb,mobile, enterprise solutions-governance,
consultancyservicesandinnovativetechnologysuchasblockchainsolutions.
Overcomingchallengeafterchallengewiththesupportofmyproficientteam,Ihavebeen
successfulinbringingCreativeBufferservicestoaprosperousmilestoneofworldwide
recognition.
The journeyofsuccessofCreativeBuffer isneverending.Butwiththesupportofmy
enthusiastic, highly skilled and dedicated team, I am confident that the companywill
continuetomultiplythemilestonesofsuccessforyearstocome.
5 | P a g e
3. QualityPolicy
AtCreativeBuffer,webelievequalityisdefinedbyourcustomers.Thedirectmeasureof
howwellwearedeliveringonourqualitycommitment,isthedegreetowhichwemeet
ourcustomer’sexpectations.Wearecommittedtodeliverscalablecustomizedbusiness
solutionsandservicesleveragingandacceleratingthegrowthofourclients.Weworkin
an environment ofmutual trust, honesty and accountability.We believe in providing
accomplished customer service with rectitude. Also, we are committed towards the
overallprogressandadvancementofouremployees.
We place a high regard for quality in services, relationships, products and work
environment.Westrive forpersistentenhancement inourprocessesandproductsby
followingourguidingprinciplessuchasPerfection,PassionandCustomerintimacy.This
setsandprovidesaframeworkforestablishingandreviewingQualityobjectives.
CreativeBufferPvt.Ltd iscomprisedofadynamicteamof talentedprojectmanagers,
businessanalysts,softwareprofessionalsandresearchanalystsandsupportstaffwho
developinnovativesoftwaresolutionsandservicesforourcustomers.Forus,itisvery
6 | P a g e
eminenttogenerate,bestservicesofperfectqualityandquantityatthescheduledtime
andpre-established-cost.
Hence, themanagementofCreativeBuffer is fully committed toestablish, implement,
maintain and continuously improve the Quality System to achieve the following
objectives:
ü The development, delivery and maintenance of Quality Software Products and
Servicesthatleadtocustomersatisfaction.
ü To Lay emphasis on proper understanding of the requirements of our users and
customers.
ü ToProvideallagreeddeliverablestothecustomersandusersinaccordancewiththe
schedulesagreedwiththem.
ü ToMinimizeusersandcustomer’scomplaintsbytakingallpossiblemeasures like,
maintaining records of complaints and service requests received from them, root
causeAnalysisandImplementationofsuitablepreventivemeasures.
ü Thesatisfactionofitsownemployees.
WECreativeBufferPvt.Ltd.canachievetheabovementionedobjectivesbyproducing
stable, reliable Software products providing responsive, efficient, and highly qualified
services.
Our philosophy of dedication creates a culture where we develop our employees,
tenacity,passion-anddelightthecustomerbycreatingvalue(CustomerIntimacy).We
arecommittedtoachievingtechnologyleadershipthroughourabilitytodeliverworld
classproductsandservices.
Thenecessitytomonitorandmeasurecustomersatisfactioncomesfromthefactthatone
ofthekeyelementsoforganizationalaccomplishmentisthecustomer’ssatisfaction.The
Satisfactionof itsClientsbyaddressingtheirstatedand impliedneeds isachievedby:
Developing a collaborative relationship showing both professionalism and flexibility
offeringtransparentdevelopmentprocess.
7 | P a g e
Employeejobsatisfactioniscrucialtofacethediversifiedandever-changingchallenges
ofmaintainingproductivityof theorganizationbykeeping theirworkforce constantly
engagedandmotivated.Thesatisfactionofitsownemployeesisachievedby:
• Trainingandcareerelevationopportunity
• Excellentworkenvironment
• Recognising and rewarding great quality performance, from both teams and
individuals
• Developstaffcompetencies,creativity,empowermentandaccountabilitythrough
appropriatedevelopmentprogramsandshowstrongmanagementinvolvement
andcommitment.
4. Statementofcommitment
Thisstatementshowsourcommitmenttoourprofessionalrelationships.Thecompany
ishighlycommittedtoitsemployeesandhasprovedcommitmentintheformofample
trainingandcompensation,fairness,andsignificantpersonalconsideration.Thegoalis
tosupportthetechcommunityatallstagesoftheircareerpath.Weaimtoprovidehassle
free environment for our employees to support the Mission, Vision and Values of
organization.
5. CompanyRights
Creatingpoliciescanhelpacompanyrunsmoothlyandsavehoursofmanagementtime.
Writtenpolicies set guidelines forethics,safety,privacy,hiring,workplace issuesand
customer service, among other things. Growth of the company and changes in
organizationalstructurearejusttworeasonsthatpoliciesmayneedtochange.
CreativeBufferreservestherightstoframenewpoliciesperpetuateordiscontinuethe
existingpoliciesandmodifyclausesinanyofthepoliciesmentionedinthehandbookat
anytime.
8 | P a g e
6. EmployeeCompanyRelations
Ourcommitmenttolong-termcollectiverelationshipswithouremployeesisguidedby
the implementationof a setofprincipleswhichhavegovernedour companysince its
foundation.
Thecompanyunderstandsthattheworkconditions,wages,andbenefitsitofferstoits
employeesarecompetitivewiththoseofferedbyotheremployersinthisindustry.
We are always eager to respect the right of our employees to establish and join
organizations of their own choosing and engage in constructive negotiations. If
employees have concerns aboutwork conditions or compensation, they are strongly
encouragedtovoicetheseconcernsopenlyanddirectlytotheirsupervisors.
7. EqualEmploymentOpportunity
CreativeBufferPvt.Ltd.providesequalemploymentopportunitiestoallemployeesand
applicants for employment and prohibits discrimination and harassment of any type
withoutregardtorace,colour,religion,age,sex,nationalorigin,disabilitystatus,genetics,
protectedveteranstatus,sexualorientation,genderidentityorexpression,oranyother
characteristicprotectedbyfederal,stateorlocallaws.
Alltheemploymentdecisionswillbepredicatedonmeritbasis,qualifications,andthe
requirement of company. Any employees with doubt or concerns about any type of
discrimination intheworkplaceareelate tobringthese issuesto theconsiderationof
their prompt supervisor or the Human Resources Department. Employees can raise
concernsandmakereportswithoutangstofreprisal.Anyonefoundtobeengaginginany
typeofunlawfuldiscriminationwillbesubjecttodisciplinaryaction,uptoandincluding
terminationofemployment.
This policy applies to all terms and conditions of employment, including recruiting,
hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence,
compensationandtraining.
9 | P a g e
8. BusinessEthicsandCodeofConduct
Businessethicsnotonlytalkaboutthecodeofconductatworkplacebutalsowiththe
clientsandassociates.Companieswhichpresentfactualinformation,respecteveryone
and thoroughly adhere to the rules and regulations are renowned for high ethical
standards. Business ethics implies conducting business in amanner beneficial to the
societalaswellasbusinessinterests.
Acting with integrity has always been, and always will be, fundamental to how we
operate.Ourreputationforintegrityandexcellencerequiresdeliberateadherenceofthe
essence and the letter of all applicable laws and regulations, aswell as a scrupulous
regardforthehigheststandardsofconductandpersonalIntegrity.
-
The company will comply with all applicable laws and regulations and expects its
directors, officers, and employees to conduct business in accordance with the letter,
spirit,andintentofallrelevantlawsandtorefrainfromanyillegal,dishonest,orunethical
conduct.Compliancewiththispolicyofbusinessethicsandconductistheresponsibility
ofeveryemployee.Disregardingorfailingtocomplywiththisstandardofbusinessethics
andconductcouldleadtodisciplinaryaction,uptoandincludingpossibleterminationof
employment.
10 | P a g e
9. Employeereferralpolicy
Objective:Tofacilitatethehiringofproficientcandidatesandtoencourageandreward
employeesforrecommendingqualifiedcandidates.
ReferralBonusPaymentAmount:Referralcandidates:TotalRs3,000/-tobepaidafter
thereferredcandidatehascompletedthreemonthsofprobationperiodintheCompany.
A. Employeeshouldpassthesoftcopyoftheresume(ofthereferredcandidate)toHR.
ThiswouldbeloggedintheHRDatabase.
B. Thereferringemployeeisinformedofthefinaloutcomeafterafinaldecisionhas
beencommunicatedtothecandidate.
Eligibility
All employees barring members of the Human Resources Group and HODs (Head of
Departments)whoreferacandidate(whoismadeanoffertojointheorganization)are
eligible.However,pleasenote:
A. Noreferralbonusesarepaidforreferralsofcandidateswhohavealreadyworkedfor
TheCompany,suchasretiresorrehires,orpersonsreturningfromaleaveofabsence.
B. Tobeeligibleforthereferralbonusdescribedherein,boththereferredcandidateand
thereferringemployeemustbeonthecompanypayrollatthetimeofdisbursement
ofreferralbonus.
11 | P a g e
10. EmployeeRecruitmentandSelectionPolicy
This recruitment and selection policy applies to all employees who are involved in
recruiting,selectingandhiringforourcompany.Itreferstoallpotentialjobcandidates.
Policyelements
Generally,hiringteamscouldgothroughthefollowingsteps:
A. Identifyneedforanopeninganddecidewhethertohireexternallyorinternally.
B. Reviewthejobdescriptionandcomposeajobad.
C. Selectappropriatessources(externalorinternal)forpostingtheopening.
D. Decideontheselectionstagesandpossibletimeframe.
E. Reviewresumesincompanydatabasesourcepassivecandidates.
F. Shortlistapplicationsproceedthroughallselectionstages.
G. Runbackgroundchecksandselectthemostsuitablecandidate.
H. Makeanofficialoffer.
Interviewfeedback
Recruiters/hiringmanagersshouldalwaysinformcandidatestheyinterviewedthatthey
decidedtorejectthem.Leavingcandidatesinthedarkcanbedamagingtoouremployer
brand. Also,we encourage hiringmanagers to sendinterview feedbackto candidates.
TheyshouldfirstthoughcheckwithHRtomakesuretheywon’tinvitelegalaction.Being
brief, respectful and keeping feedback job-related are the general rules for writing
feedbackemailstocandidates.
11. JoiningFormalities
Wewelcomeallournewentrantswithaverywarmheart.Tomaintaintheirprofileinor
database,weneedfollowingsetofdocuments:
A. Highesteducationcertificate
B. Previousworkexperiencecertificates
C. ThreeSalarySlips
D. Relievingletteror‘NoObjectionCertificate’
12 | P a g e
E. IDProof(AadharCard/PanCard)
F. ThreePassportsizephotographs
Note:Pointno‘B’,‘C’,and‘D’arenotapplicableincaseoffresherjoining.
12. EmployeeProbationPeriodPolicy
Purpose and Summary
Probationperiodisastretchoftimeofengaginganemployeetotesthis/herperformance
onthesuitabilityofaposition.Duringthisperiod,ifanemployee’sperformanceisfound
tobeunsatisfactory,theemployercanterminatetheemployee’sservicesandthesame
cannot be construed illegal. The company uses this period to evaluate employee
competence,workhabits,andoverallperformance.
-
Allnewemployeesworkonaninauguralbasisforthefirst6months(foremployees
with<=2years’experience)&3months(foremployeeswith>2years’experience)
aftertheirdateofhire.
Anysignificantabsencewillautomaticallyextendtheprobationperiodbythelengthof
theabsence.Ifthecompanydeterminesthatthedesignatedinauguralperioddoesnot
allowsufficienttimetothoroughlyevaluatetheemployee’sperformance,theinaugural
periodmaybeextendedforaspecifiedperiod.
Duringthisperiodofprobation,yourservicesareliabletobeterminatedwithoutnotice
withoutillustrateofanyreason.
13 | P a g e
13. JobConfirmation
Yourjobconfirmationafterprobationissubjecttoyourperformanceandmanagement
feedback. The company holds the right to increase the probation period as per your
performance.
14. PersonalDataChanges
Itistheprimeresponsibilityofeachemployeetonotifythecompanyofanychangesin
personaldata.Personalmailingaddresses, telephonenumbers,numberandnamesof
dependents, individuals to be contacted in the event of any emergency, educational
accomplishments, andother suchstatusreports shouldbeaccurateandcurrentat all
times.Ifanypersonaldatahaschanged,notifytheHumanResourcesDepartment.
15. PerformanceofDuties
Thecompanymayassignanytasktoyouotherthanyourcustomarywork.Youshall
carryoutsuchothertask,notwithstandingthatsuchassignedtaskmaybeoneperformed
bysubordinatesorsupervisorsasthecasemaybe.
You shall devote your entire time for the work of the company and shall work
wholeheartedlyandloyallyduringyourservice.Whileintheemploymentofthecompany
youshallnottakeupanotherjobwithanothercompany.
16. PerformanceReviewandAppraisal
Performance appraisal is used by management to evaluate an employee's skills,
achievementsandgrowth,orlackthereof.Thestatusandperformanceofallemployees
willbereviewedintheManagementMeetingsheldexplicitlyforthepurposewhichwill
decideandreviewthefollowing:
Ø Managementfeedback
Ø Performanceappraisals
Ø SalaryIncrements
14 | P a g e
Theappraisalswouldpurelybebasedupontheindividualperformance,attitude
andteamwork,whichneedtobeassessedforatleastoneyearofemploymentwith
thecompany.TheAppraisalofanemployeewillbedoneasperhis/herDateof
JoiningandwilldependonSelfAppraisalsandAppraisalsfromProjectManager.
Butincaseofanyextraordinaryresourcemanagementcanappraiseanytimebasedon
theirperformance.
17. Non-DisclosureofSalaryPolicy
WeatCreativeBufferstrivetoprovideappropriateandfairwagesforouremployeesto
retain,motivateandprovidemaximumbenefit to them.Assuch,ourwagesandother
formsofcompensationarebasedonalargenumberoffactors(e.g.performancereviews,
yearsofexperience,yearsworkedatCreativeBuffer,etc.).
AllCreativeBuffersalaryinformationisconfidentialandshouldnotbedisclosed
for any reason, other than as required for appropriate financial reporting
purposes.CreativeBufferrequeststhatallemployeeskeeptheirwages,benefits,
bonusesandanyotherformofcompensationconfidential,andavoidsharingthis
informationwithotherCreativeBufferEmployees,or-withany third-party that
doesnothavebonafideneedtoknow.
15 | P a g e
Anyunauthorizeddisclosureofconfidentialinformationbyemployeesmayimpedeour
ability toeffectivelycompete for talent,maycreateunnecessaryconflictanddisputes,
andcouldleadtodisciplinaryactionuptoandincludingterminationofemployment.
18. LeavePolicy
Objectives&scope
This policy shall define the leaves entitlement and shall cover rules & regulations
regardingleaves,andshallbeapplicabletoallthepermanentemployees.
TypesandNumberofleaves
Anemployeeiseligiblefor1.5leaveseverymonthaftercompletionofhis/herprobation
period(3monthsor6months)
PaidLeaves(PL):1Leavepermonth
ShortLeave(SL):1leavepermonth(4hrs.)
Employeeshouldinformhis/hersupervisoratleastoneweekearlierbeforetaking
PL.
SandwichProcess
Incaseanemployeeistakingaleavebeforeandafterholidaysorweekoffitwouldbe
considered as sandwich (Pre-approved leaves from the higher manager may not be
consideredunderthisclause)andDeducting4daysSalary.
Holidays
Wewill follow IndianHolidays depending on requirements;wewill publish a formal
calendarforthesame.
Weekoffs
AllSundaysand2ndand4thSaturdaywouldbeoff,butifthereis5thSaturdaythenitwill
alsobeworking.
Encashment
Alltypesofleaveswillbecarryforwardattheendofyear.
16 | P a g e
LeaveRules
Thefollowingleaverulesforemployeesshallbefollowedwhileavailingtheleaves.
PriorApprovalincaseofPlannedActivity
Theemployeewhowantstoavailleave/shortleaveshallapply/shortleaveapplication
formatleastoneweekbefore,incaseofplannedactivityandgetpriorapprovalbefore
proceeding on leave. Some example of planned activities is elaborated for better
understanding i.e. to attend the marriage / other ceremonies, exams, to visit the
governmentoffices,visitoutofcity,medicaltest/checkupetc.suchleavescanbemoved
whenyoucome toknowabout theactivity/occasiondate forwhichyouhave toavail
leave.
Incaseofavailingleaveinemergency:
Employeeshouldinformtothecompanyregardinghispaidleavesandlateronsupposed
tosubmittheirapprovalleaveapplicationsinHRDepartmentonverynextday.
NoLateleaveapplicationsshallbeentertainedafter2days.
19. LeaveWithoutPayPolicy
Leavewithoutpaymay be granted to a permanent or probationary full-orpart time
employeeforvariousreasons,includingfamilyandmedicalleave,extendededucational
purposes, vacation, workers compensation, or personal reasons, no salary would be
released-forthisperiodapartofyourleavebalance.
Who’sEligible?
Permanentorprobationaryfullorparttimeemployeesarecoveredbytheleavewithout
paypolicy.Temporaryintermittentorparttime(lessthanhalf–time)employeesarenot
eligibleforleavewithoutpay.
ExtendedIllness
Whenanemployeehasapersonalillness,thecompanymustconsiderthefollowing:
17 | P a g e
• Doestheneed-forleavequalityasfamilyandmedicalleave?Ifso,therulesofthat
policyshallbeappliedfirst.
Taking this into consideration, the company should explain these policies to the
employeesandassistindeterminingwhichareapplicable.
HowdoIApply?
Youmustsubmitawrittenrequestforleavewithoutpaytoyoursupervisorsincluding:
• Reasonforleave
• Dateexpectedforbeginningleave
• Durationofleave
• Expecteddatetoreturntowork
Supervisors/AuthorizedPersonnel(Manager/HR)
Supervisorsreviewrequestsandapprove/disapproveinwriting.Thesupervisormust
consideranumberoffactorswhendeterminingwhethertograntleavewithoutpayand
theamountoftimetoapprove:
• Needsoftheemployeerequestingleave
• Workload
• Chancesofemployeereturningtoduty
• Theobligationofthecompanytoreinstateemployeestoapositionoflikestatus
andpay
***FinalApprovalisrequiredfromManagerandHRbeforeassigningtheleavesto
anyone***
20. MaternityLeavePolicy
Our companymaternity leave policyoutlines the company’s provisions for women
employeeswhoareexpectingachildand/orrequiretimetocareandbondwiththeir
new-born.
Thecompanyendorsestherightofitsemployeestobecomeparents.Wearealsoaware
thatpregnancyorcaringforaninfantoranewlyadoptedchildmaycausedifficultiesfor
theminrelationwiththeirjobduties.Weare,therefore,preparedtosupportpregnant
18 | P a g e
employeesandallownewmothersenoughtime(6months)torecoverfromchildbirth
andcarefortheirchild.
Scope
Thispolicyappliestoalleligiblefemaleemployeesofthecompany.
Procedure
Theexpectantmothermustadheretothefollowingprocedure:
• Shemustgiveformalwrittennoticetoherimmediatesupervisorandthehuman
resources department about her pregnancy (or adoption), at least a specified
numberofweekspriorthedateofexpectedchildbirth
• Shemustcompleteformsorsubmitadocumentstatingthedateoftheexpected
childbirthandthedesiredbeginningdateofmaternityleave(itmustnotbeearlier
thanaspecifiednumberofweeksbeforechildbirth)
• Ifacertificateofpregnancyorproofofadoptionisrequested,shemustprovide
onesignedbyaphysician,registeredmidwifeorotherappropriatesource
• Shemustarrangeameetingwithhersupervisortoagreeonwaysofkeepingin
touch(anyarrangementshouldexcludeanycompulsorymaternityleave)
Theemployeewillbeofficiallynotifiedof theapprovalofherrequest,afterher
eligibilityunderthelawhasbeenevaluated.
Thedocumentshewillreceivewillclearlystatethelengthofthematernityleavewiththe
beginningandenddates.Additionalbenefitssuchaspaywillalsobeexplicitlyexplained.
Iflaboroccursearlierthanestimated,thebeginningandendingdatesofmaternityleave
canbemodifiedaccordingly,throughanofficialdocument.
EmployeescancontacttheHumanResourcesDepartmentforinformationconcerningthe
proceduresorotherqueries.
21. MedicalPolicy
Ouremployeesareourassetsandtakingcareofthemduringworkinghoursisourmoral
responsibility.Incaseofanyemergencyintheoffice,wewilltrytoprovidefirstaidand
willhelphim/her in reaching hospital,well in time. In the case of anymishappening
(accident,deathduringworkinghours),weshallnotbe liable forany loss/damageto
employeeandhis/herdependents.
19 | P a g e
22. ReHiringPolicy
Ouremployeerehirepolicydefinesrulesforrehiringformeremployees.Sometimes,we
mayfind itmorebeneficialandcost-effectivetohireemployeeswetrustwho leftour
companyforvariousreasons.Thispolicywilloutlinecircumstancesunderwhichformer
employeesmightberehiredandanyrelevantguidelines.
RehiringCriteriaforallCandidates
• Tobeeligibleforrehire,allformeremployeesmust.
• Have resigned from there earlier employment with the company with timely
noticeincompliancewithcompanypolicy.
• Receivedperformanceevaluationshowingsatisfactoryperformanceintermsof
job performance, attendance and similar measuring factors. If an employee
resignedprior to receivinganevaluation, theemployeemusthave successfully
completedtheprobationaryperiodandhavenodisciplinaryorsimilarrecordin
theemployee’sprioremploymentfile.
• PasstheCompany’scurrentdrugscreeningtestapplicabletoallnewhiresand
• Receiveafavorablereportfromabackgroundcheck.
• Any person leaving the company posts Inductionwithout notice period is not
eligibletoberehired.
23. ProhibitedUse
Employees are prohibited from posting or
transmittingmaterialthatisobscene,hateful,
malicious, threatening, hostile, abusive, vulgar,
defamatory, profane, or racially, sexually, or
ethnicallyobjectionable.
Organization’s premises and resources (vehicles,
TelephoneLines,internetconnectivity
officestationeryetc.)arenottobewastedorputto
personalusebutusedstrictlyfor
20 | P a g e
business purposes. Any violation of the above may lead to disciplinary
action/terminationwithoutnotice.
Usageofpersonalmobilephonesamidtheofficialhours(otherthanlunchhours)is
strictlynotallowed.
Employees are prohibited to create any account on any portal (Upwork, PPH, Guru,
Freelancer)whileworkingwiththeCreativeBuffer.
24. Resignation/TerminationPolicy
Termination of employment is an inevitable part of personnel activity within any
organizationandmanyofthereasonsforterminationsareconventional.
OurTermination/Separationofemploymentpolicyreferstotheeventthatanemployee
ceases to be part of the company’sworkforce. It is beneficial for all parties that the
employmentseparationprocessisasclearaspossiblesomisunderstandingsanddistrust
between the employee and the company can be avoided.The company isbound to
handleanycasesofterminationofemploymentasdictatedbylawwithdiscretion,
professionalismandofficialdocumentation.
Leavesduetoyouatthetimeofgivingnoticewillnotbeaccommodatedagainst
yournoticeperiod.Noleavescanbeavailedduringthenoticeperiod.Anykindof
21 | P a g e
absencefromworkwhileservingthenoticeperiodwillleadtoextensionofnotice
periodbysuchnumberdaysofabsence.Evenifyouareatnoticeperiodyouare
boundtofollowOurcompanypolicies.
Scope
Thistermination/separationofemploymentpolicyappliestoallprospectiveorcurrent
employees of the company in regards to possible separation of employment. The
company will observe all legal distraction referring to termination/separation of
employmentandwillavoid“impliedContracts”andunnecessaryterminations.
Conditionsfortermination/Separationofemployment
Terminationofemploymenthappenswhenthecontractofanemployeeisdiscontinued
duetotheirorthecompany’sactions.
Incaseofanydeclarationmadebyyouatthetimeofyourappointment,isfoundto
befalseoryouarefoundtohavedeliberatelyconcealanymaterial information,
youremploymentwillbeliabletoterminationwithimmediateeffect,withoutany
compensationpayable.
In case your acts or conduct result in damage, defamation, loss to assets of
company,financialloss,lossofreputationtothecompany,thecompanymayseek
recoveryinfullofanyfinancialloss,and/orseeklegalremedytoclaimitsrights,
besidesterminatingyouremploymentwithit,withoutanycompensation.
Failure in compliance to the company policy, its rules and regulations, gross acts of
indiscipline,disobedience,non–performanceofduties,unauthorizedabsencemaymake
youremploymentliabletoterminationwithoutnotice.
VoluntarySeparationmayincludethefollowing
• Resignation(NoticePeriodtwomonths)
• Resignedandnotservingnoticeperiod(fullorpartial)
• Expirationorcompletionofcontract
SharingConfidentialDataandClientsInformation
22 | P a g e
Iftheemployeeswhoareworkinginourorganizationwillshareanydatatoanywhere
relatedtoCompany’sPolicies,Portal(Upwork),anygovernmentornon-government
documents(RFP,SRS),InformationregardingexistingornewClients,SoftwareSharing
in that case, company will take legal action against his/ her or immediate
terminationwillbeapplicable.TheemployeesoftheCreativeBuffercan’tstartthe
same business with the same portal (Upwork) for 2 years after leaving the
organizationandcan’tcontactanyoftheCreativeBufferclientinwholelife.Incase
anyemployeevioletthispolicy,CreativeBuffermaytakeanylegalactionagainst
them.
CreativeBufferhascompleteright tocreate theemployeesaccountonUpwork,
PPH,Guru,Freelancerand theyhave toverify their identitywith therespective
portals that theyareworkingwith theCreativeBuffer. In caseof anyviolation,
CreativeBuffermaytakeanactionagainsttheemployeeswhichmayalsoleadto
theterminationofanemployee.
RevokeProcedure
In case when a formal resignation has to be revoked, the hiring manager and HR
Departmentwoulddraftandsignanofficialdocument.Thisdocumentwouldincludea
legitimatereasonforrevokingtheoffer,legitimatereasonincludes:
• Candidateisprovedtonotbelegallyallowedtoworkforourcompanyataspecific
location.
• Candidatehasfalsifiedreferencesorotherwiseliedaboutaresinousissue.
• Candidatedoesn’t accept theofferwith in thespecifieddeadline (deadlinewill
havebeenincludedintheofferletter)
HighermanagersandHRwillnotifythecandidateformallyassoonaspossible.
25. Queries
