1. Probation
All new employees will receive employment agreements at the time of joining.
Employees will be on probation for a period of six months in which three months will be of training without any stipend.
Alternately, the employees will be confirmed as regular employees.
At the end of three months, there will be a Performance Review Meet, based on which the employee will be confirmed and eligible for stipend.Confirmation, this period of six months will be included for the purpose of granting increments/entitlements and any other benefits (with the exception of leave).
In case, the performance review indicates unsatisfactory performance, the employee will be informed and their probation period may be extended by another three months or their employment may be terminated, depending upon the review outcome. Continued unsatisfactory performance even after the probation extension may lead to termination of employment.
Throughout their employment, employees are expected to fulfill their designated duties and responsibilities to the management’s satisfaction. Instances of underperformance or misconduct will be addressed appropriately, and necessary actions will be taken by the management.
2. Equal Opportunity Employment
Gunav Technologies is an equal opportunity employer. We offer equal opportunities to all employees and applicants. No person shall be discriminated on the basis of race, color, marital status, and parental status, and ancestry, source of income, religion, sex, age, national origin, handicap, sexual orientation, medical condition or veteran status.
3. Remuneration
Gunav Technologies adheres to a fair and competitive remuneration policy in line with government standards. Remuneration encompasses the salary, any variable part of remuneration as well as additional benefits provided to employees. Salaries are disbursed to all employees before the 10th of each month.
Our policy is strategically designed to recognize and reward exceptional professional insights, outstanding performance, and individual potential. We are committed to fostering a culture of equitable compensation and growth.
Regular benchmarking of our remuneration policy is undertaken against industry standards and government-mandated minimum wage data. This practice ensures that Gunav Technologies remains fully compliant with diverse wage regulations and laws
4. Appraisal
The performance appraisal system at Gunav Technologies is meticulously designed to align with the company’s long-term objectives. The primary purpose of this system is to enhance employee awareness regarding future opportunities within the organisation and to foster an environment conducive to discussing career aspirations and growth.
Performance appraisals are conducted annually, specifically during the month of April. Eligibility for appraisal is extended to employees who have completed their yearly performance cycle. However, employees who have recently undergone an appraisal prior to April will not be eligible for another appraisal during that month. Assessment of employee performance is based on regular supervisor reviews and overall contributions to the company. The evaluation process is conducted impartially and reviews are conducted on a consistent basis.
For employees who were onboarded as freshers at Gunav Technologies from year 2023 onwards and attended Salesforce training provided by the company, their first appraisal has occurred after completing a probationary period of six months. Eligibility for a second appraisal is granted only upon successfully completing a two-years period of employment. Else, subsequent appraisals will follow the annual cycle.
This policy ensures that performance evaluations are in line with government standards and support the growth of Gunav Technologies’ employees in accordance with the company's strategic goals.
5. Leave Policy
The leave policy is established in adherence to government standards, with the aim of ensuring that employees have suitable periods of time away from work while preventing the accumulation of excessive annual leave on the company's balance sheet.
The leave cycle commences on January 1st and concludes on December 31st of each calendar year. During this cycle, employees are entitled to casual/sick leaves equivalent to 1.5 days (on a pro-rata basis) for each month of active service.
Employees on probation are eligible for 1 leave per month during the probationary period, and such leave cannot be carried forward.
Unused leaves accrued within a year will not be transferred to the subsequent leave cycle nor encashed. Notably, a maximum of 18 leaves will be permitted and approved during a single leave cycle.
All employees must obtain e-mail approval for their intended leaves from their respective supervisor and the HR department.
Leave planning must occur in advance, striking a balance between individual preferences and the company’s requirement for appropriate team and project coverage. If an employee intends to take more than 2 leaves consecutively, they must seek approval from their supervisor and HR at least 20 working days prior to the commencement of leave.
This comprehensive leave policy adheres to government regulations and ensures equitable and efficient management of employee leaves at all levels within the organization.
6. Termination of Service
This corporate policy concerning termination of service is established in accordance with government standards to ensure a transparent and fair approach to employment termination.
(a) Unauthorized Absence
Unauthorized absence or failure to obtain permission for a continuous period of two days will result in the forfeiture of your employment rights. Consequently, your employment with Gunav Technologies will be terminated automatically, without any notice of termination or notice pay.
(b) Performance and Behavior Review
Continuous evaluation of all Gunav Technologies employees is conducted, encompassing aspects such as behavior, communication, performance, and learning. In cases of misconduct or failure to fulfill assigned responsibilities or meet certification requirements, the company retains the prerogative to terminate your employment in accordance with its discretion.
(c) Code of Conduct and Contractual Obligations
Your conduct within the company is governed by the established code of conduct. Any breach of this code or non-adherence to contractual obligations and terms as stipulated in this agreement may lead to the termination of your service. The company reserves the right to employ appropriate legal remedies, as deemed necessary, to safeguard its legitimate interests.
This policy is aligned with government regulations and serves to ensure that termination decisions at Gunav Technologies are conducted fairly and consistently while protecting the company's interests and maintaining a harmonious work environment.
7. Full & Final Settlement
(a) Purpose
The purpose of this policy is to outline the procedure for settling all financial matters related to employees leaving the organization, ensuring that their dues are cleared within a specified timeframe after their last working day.
(b) Eligibility
This policy applies to all regular employees of the company who resign, retire, or are terminated, and have completed the necessary notice period as per their employment agreement which is 60 Days. Kindly be advised that only written notifications of resignation shall be deemed acceptable for the formal submission of one’s resignation. Furthermore, such written notifications shall initiate the commencement of the stipulated notice period.
(c) Timeline
Upon receipt of the resignation notice in written, the company shall retain one month’s salary, which shall be disbursed upon the successful completion of the designated notice period. This disbursement shall form an integral component of the individual’s full and final settlement. All dues will be calculated and processed within 45 days after the employee’s last working day. Payout eligibility for variables shall be contingent upon the successful completion of a one-year period following the most recent performance appraisal.
(d) Calculation of Dues
The HR department will calculate the dues based on the employee's employment records and attendance data. This will include:
(i) Salary for the days worked in the notice period
(ii) Outstanding salary for the preceding month
(iii) Pro-rata share of any pending bonuses or incentives
(iv) Reimbursements or claims as per applicable guidelines
(e) Deductions
Any outstanding loans, advances, or pending dues owed by the employee to the company will be deducted from the final settlement amount. The employee will be informed about these deductions before the settlement is finalized.
(f) Settlement Process
Once the settlement amount is calculated, the finalized settlement amount, along with a detailed breakup of the components, will be provided to the employee via email or physical mail.
(g) Disbursement
The settlement amount will be disbursed to the employee's bank account provided in the company records. A proof of payment will be shared with the employee as confirmation.
(h) Queries and Disputes
In case of any discrepancies or queries related to the full and final settlement, the employee can reach out to the HR department for clarification. Any disputes will be resolved based on the records maintained by the company.
(i) Non-Compliance
Failure to comply with the terms of this policy will be subject to appropriate disciplinary action as per the company's code of conduct and policies.
8. Discrimination
The following forms of discrimination will not be tolerated at Gunav Technologies:
a) Direct Discrimination
Where a person is treated less favorably because of sex, pregnancy, marital status, race, creed, color, ethnic or national origins, disability or sexual orientation.
b) Indirect Discrimination
Where a requirement or condition, which cannot be justified, is applied equally to all groups, but has a disproportionately adverse effect on one particular group. An example could be a requirement, which is non-essential to the job description, which may exclude a disabled person (such as the requirement for a driving license for a job which is mainly office- based).
c) Victimization
Where an individual is given less favorable treatment than others in the same circumstances because he or she has made allegations or complaints of discrimination or provided information about such allegations or complaints, whether or not such victimization is unlawful.
d) Sexual Harassment
Where an individual is subject to physical or verbal abuse, hostile behavior or uninvited attention because of his Other harassment- Where an individual is subject to any form of physical or verbal abuse, hostile behavior or uninvited attention he or her sex, race, creed, color, ethnic or national origins, pregnancy, marital status, disability or sexual orientation. Notice of any such discrimination should be brought immediately to the notice of management, and strict disciplinary action will be taken against any employee found guilty of the same.
e) Prevention of Sexual Harassment (POSH) Policy
This policy promotes a safe, respectful, and inclusive workplace. It outlines prohibited conduct, reporting mechanisms, investigation procedures, and corrective actions in compliance with applicable laws.
9. Remote Work & Work-From-Home Policy
This policy defines expectations, responsibilities, and security requirements for employees working remotely. It ensures productivity, confidentiality, and compliance while working outside company premises.
10. Training & Awareness Policy
This policy ensures that employees receive periodic training on information security, data protection, ethics, and compliance. Training helps reinforce organisational standards and responsibilities.
11. Asset Management Policy
This policy outlines the responsible use, protection, and return of company-owned and client-provided assets, including hardware, software, and information resources.
12. Confidentiality & Non-Disclosure Policy
This policy protects confidential, proprietary, and client information. Employees, contractors, and partners are required to maintain confidentiality during and after their association with the company.
13. Updated Policies
a) Work Timing
The timing of your work depends entirely on the availability of the client, and adjustments will be made accordingly.
b) Notice Period
The notice period is set to 60 days.
c) Holidays
Employees are entitled to 1.5 monthly leave days, totaling 18 leaves annually.
If more than 5 leaves are taken monthly, Saturdays and Sundays within that period will also be counted as leave. A holiday request will only be confirmed if you have provided the name of the colleague responsible for your tasks during your absence. Before asking for leave, proper knowledge transfer (KT) should be given, ensuring your responsibilities are covered in your absence.
d) Breaks
Lunch break: 30 minutes.
Tea break: 15 minutes.