Hr Policy / Employee Catalogue - A template for your company

HR Policy/Employee Catalogue

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Address:

HitDeals.com,
New Delhi - 110008
info@hitdeals.com
Ph: 011-22222222
Year- 2013-14

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HitDeals: Employee Catalogue 2013-14

Table of Contents
The Purpose of Handbook ........................................................................................................................................ - 1 -
Welcome Message from Director ............................................................................................................................. - 2 -
Some words about the company, objective and our value system .......................................................................... - 3 -
Company History and work: ................................................................................................................................. - 3 -
Company Vision:................................................................................................................................................... - 3 -
Company Mission: ................................................................................................................................................ - 3 -
Company Values: .................................................................................................................................................. - 4 -
Company Overall Goals: ....................................................................................................................................... - 4 -
HitDeals: Organization Structure .............................................................................................................................. - 5 -
Employment “at Will”: .............................................................................................................................................. - 7 -
Attendance at Work ................................................................................................................................................. - 8 -
Exempt and Non-exempt Employee Definitions: ................................................................................................. - 8 -
Working Hours and Overtime: ............................................................................................................................. - 8 -
Break and Lunch Periods: ..................................................................................................................................... - 8 -
Attendance Expectations and Policy: ................................................................................................................... - 9 -
Workplace Professionalism and Company Representation.................................................................................... - 10 -
Work Dress Code: ............................................................................................................................................... - 10 -
Smoke Free Workplace: ..................................................................................................................................... - 10 -
Drugs and Alcohol: ............................................................................................................................................. - 10 -
Violence and weapons at workplace .................................................................................................................. - 10 -
Employee Time Off From Work .............................................................................................................................. - 11 -
Leave Rules ......................................................................................................................................................... - 11 -
Paid Holidays for year 2013................................................................................................................................ - 11 -
Expense Reimbursement Policy.............................................................................................................................. - 14 -
Grade/Designation clarification ......................................................................................................................... - 14 -
Maximum Incentives & Allowences ................................................................................................................... - 14 -
Classification of Towns visited ........................................................................................................................... - 14 -
Field Force Travel entitlement ........................................................................................................................... - 16 -
Expense reimbursment: Important Terms and conditions ................................................................................ - 16 -
Use of Company Equipment, Electronics and other property ................................................................................ - 18 -
Telephone Use: .................................................................................................................................................. - 18 -
Cell Phone uses Policy: ....................................................................................................................................... - 18 -
Company Tools, Equipment and Supplies: ......................................................................................................... - 18 -

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Computer and Software use Policy: ................................................................................................................... - 18 -
Internet Usage: ................................................................................................................................................... - 19 -
Blogging and Social Media Policy: ...................................................................................................................... - 19 -
Video Surveillance and Physical Searches: ......................................................................................................... - 19 -
General Terms and Conditions related to Joining and Termination ....................................................................... - 20 -

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The Purpose of Handbook
This HitDealsEmployee Handbook establishes policies, procedures, benefits, and working conditions that will
be followed by all HitDealsemployees as a condition of their employment at the Company. The Standards of
Conduct describe the expected actions and behaviors of employees while conducting Company business.
This HitDealsEmployee Handbook is not a contract of employment nor is it intended to create contractual
obligations for the Company of any kind.

The policies and procedures outlined in this handbook will be applied at the discretion of HitDeals.
HitDealsreserves the right to deviate from the policies, procedures, benefits, and working conditions
described in this handbook. Furthermore, the Company reserves the right to withdraw or change the policies,
procedures, benefits, and working conditions described in this handbook at any time, for any reason, and
without prior notice.

The Company will make every effort to notify employees when an official change in policy or procedure has
been made but employees are responsible for their own up-to-date knowledge about Company policies,
procedures, benefits, and working conditions.

No provision in this employee handbook and expected Standards of Conduct can be waived without written
permission from the Company’s President, or designee. Such a waiver, if granted, applies only to the
employee for whom the waiver was granted at the time of the waiver.

HitDealsstrives to provide an employee-friendly environment in which goal-oriented individuals thrive as
they achieve ever more demanding challenges. Your Company commitment to serving customers and to
providing quality products at competitive prices is unwavering. These policies, procedures and working
conditions provide a work environment in which both customer interests and employee-interests are served.

HitDealsvalues the talents and abilities of our employees and seeks to foster an open, cooperative, and
dynamic environment in which employees and the Company alike can thrive. The Company provides an Open
Door Policy in which employees are encouraged to take problems to the next level of management if they are
unable to resolve a situation with their direct supervisor.

HitDealsis an equal opportunity employer. Religion, age, gender, national origin, sexual orientation, race, or
color does not affect hiring, promotion, development opportunities, pay, or benefits. HitDealsprovides for fair
treatment of employees based on merit. The company complies with all applicable central, state, and local
labor laws.

Employment at HitDealsis on an “at will” basis, which means that eitheryou (the employee) or HitDealsmay
terminate the employment relationship at any time, for any reason, with or without cause. Only a written
agreement, signed by the President of HitDeals, can change the “at will” nature of the employment of any
individual.

Please review the policies, procedures, working conditions, and benefits described in this handbook. You will
be asked to affirm that you have read, understand, agree to abide by, and acknowledge your receipt of this
employee handbook and employee Standards of Conduct.

Regards,

Company President

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Welcome Message fromDirector

Welcome newemployee!

We believe that each employee contributes directly to the company’s growth and success,
and we hope you will take pride in being a member of our team.

This handbook is designed to acquaint you with the company and to provide you with
information about working conditions, employee benefits, and some of the policies
affecting your employment. You should read, understand and comply with all provisions of
the handbook. It describes many of your responsibilities as an employee and outlines the
programs developed by the company to benefit the employees. One of our objectives is to
provide a work environment that is conducive to both personal and professional growth.

No employer handbook can anticipate every circumstance or question about policy. As the
business continues to grow, the need may arise to change policies described in the
handbook. The company therefore reserves the right to revise, supplement, or rescind any
policies or portion of the handbook from time to time as it deems appropriate, in its sole
and absolute discretion, employees will, of course, be notified of such changes as they
occur.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again,
welcome!

Sincerely,

DirectorHitDeals

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Some words about the company, objective and our value system
Our Mission, Spirit, Values and Behaviors are what separate us from other companies – they are the
strengths that underpin our entire approach to responsible, ethical business conduct. We may all
take these attributes for granted at times, so it is helpful to remind ourselves of exactly what makes
HitDeals a great company to work for and to do business with:

Company History and work:

HitDealswas started with one focused, single idea in mind... Bringing the best of the deals from all
over the internet at one place, on one platform

There are millions of great deals scattered every hour throughout thousands of shopping stores
online. The challenge for an average customer really is to find the best deals which really offer a
great price and at the same time are highly reliable in terms of price, quality, authenticity, delivery
and warranty. We do all this hard work for our customers and provide them a platform to shop
online with free mind.

In short we separate the cool from the un-cool, the good from the bad, and the real from the fake
and bring the best among all these good deals for you on one single portal, one single platform.

Now after 2 years of great success and glory, and user base crossing 2.5 lakh, company is adding
other domains like Social Community portal and E-Commerce to its portfolio.

Company Vision:

Our vision is to be the most trusted provider of deals and business that ensure the security and
freedom of online shopping experience. As a group of like-minded enthusiasts we will define the
future of E-commerce and Social Community portal.

We will-

 Conduct ourselves with integrity and live our Company Values
 Deliver superior performance
 Foster an internal environment of innovation, collaboration, and trust

Company Mission:

Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and
serves as the standard against which we weigh our actions and decisions.

 To create a safe and easy one stop platform for customer who shop online
 To inspire moments of optimism and happiness through our social media platforms
 To create value and make a difference by our innovative ideas, products and solutions

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Company Values:

We, the women and men of HitDeals, are guided by the same set of highvalues which describe our
company as we want it to be. We want our decisions and actions to demonstrate these Values. We
believe that putting our Values into practice creates long-term benefits for customers, employees,
partners and the communities we serve.

 We take responsibility for QUALITY by providing “best in class” products and solutions
 We deliver CUSTOMER satisfaction by understanding our customers’ needs
 We provide LEADERSHIP as a company and as individuals through our talented employees,
advance technology and innovative ideas
 We act with INTEGRITY in all we do through honesty and fairness in all aspects of our work
 We value HitDealsPEOPLE by providing the education and development needed to help our
people grow and by giving importance and value to their ideas
 We regard our PARTNERS as essential team members by giving them the same type of
respect that we show to our customers.

Company Overall Goals:

Our Goals serves as the framework for our Roadmap and guides every aspect of our business by
describing what we need to accomplish in order to continue achieving sustainable, quality growth.

People: Be a great place to work where people are inspired to be the best they can be.

Portfolio: Bring to the world a portfolio of quality products and solutions that anticipate and
satisfy people's desires and needs.

Partners: Nurture a winning network of customers and partners, together we create mutual,
enduring value.

Planet: Be a responsible citizen that makes a difference by helping build and support sustainable
communities.

Profit: Maximize long-term return to our customers and partners while being mindful of our
overall responsibilities.

Productivity: Be a highly effective, lean and fast-moving organization.

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HitDeals: Organization Structure

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Employee Non-disclosure Agreement
This Agreement is made and entered into on this [ ] day of [ ], 201_ ("EffectiveDate"),
by and betweenHitDeals, an Indian company with its principle place of business at Delhi; and
…………………………………………. ("Employee"), with an address at ………………….

1. For good consideration, and in consideration of being employed by the Company, the
undersigned Employee hereby agrees and acknowledges as follows:
a. That during the course of my employ there may be disclosed to me certain trade secrets of
the Company; said trade secrets consisting but not necessarily limited to:Technical
information: Methods, processes, formulae, compositions, systems, techniques,
inventions, machines, computer programs and research projects.
b. Business information: Customer lists, pricing data, sources of supply, financial data and
marketing, production, or merchandising systems or plans.
2. That I shall not during, or at any time after the termination of my employment with the
Company, use for myself or others, or disclose or divulge to others including future employees,
any trade secrets, confidential information, or any other proprietary data of the Company in
violation of this agreement.
3. That upon the termination of my employment from the Company:
a. I shall return to the Company all documents and property of the Company, including but not
necessarily limited to: drawings, blueprints, reports, manuals, correspondence, customer
lists, computer programs, and all other materials and all copies thereof relating in any way
to the Company's business, or in any way obtained by me during the course of employ. I
further agree that I shall not retain copies, notes or abstracts of the foregoing.
b. The Company may notify any future or prospective employer or third party of the existence
of this agreement, and shall be entitled to full injunctive relief for any breach.
4. That this agreement shall be binding upon me and my personal representatives and successors
in interest, and shall inure to the benefit of the Company, its successors and assigns
5. That I shall indemnify the Company against any and all losses, damages, claims, or expenses
incurred or suffered by the Company, whether directly or indirectly, including reasonable
attorney’s fees and costs, resulting from my breach of this Agreement.
6. This Agreement shall remain in full force and effect with respect to the confidential information
without limitation of time.
7. This Agreement shall be governed by and construed under the laws of India.

Employee Signature: Date:

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Employment “at Will”:
The Company does not offer tenured or guaranteed employment. Either the Company or the
employee can terminate the employment relationship at any time, with or without cause.

In the event of termination of services by employee, the applicable notice period will be one month,
failing which, you may be required to compensate the company, the amount of compensation being
commensurate to the criticality of the situation, decided by the company. And if company
terminates the employment due to any reason, you will be given notice for the same at least 7 days
before the termination date.

This employment at will relationship exists regardless of any other written statements or policies
contained in this Handbook or any other Company documents or any verbal statement to the
contrary.

Progressive Discipline and Employment At Will:

While the Company may elect to follow its progressive discipline procedure, the Company is in no
way obligated to do so. Using progressive discipline is at the sole discretion of the company in an
employment at will workplace.

Exceptions to the Employment at Will Policy:

No one except The Company’s CEO/President can enter into any kind of employment relationship
or agreement that is contrary to the previous statement. To be enforceable, such relationship or
agreement must be in writing, signed by the CEO/President, and notarized.

Employee Signature: Date:

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Attendance at Work
Exempt and Non-exempt Employee Definitions:

Exempt employees are employees who, because of their positional duties and responsibilities and
level of decision making authority, are exempt from the Work Timings, Overtime, and Attendance
policy rules and regulations. Exempt employees are expected, by the company, to work whatever
hours are necessary to accomplish the goals and deliverables of their exempt position. Also Exempt
employees are not entitled for overtime pay.

Non-exempt employees are employees who, because of the type of duties performed, the usual
level of decision making authority, and the method of compensation, are expected to follow all rules
and regulations related to Work Timings, Overtime, and Attendance policy of the company.

Working Hours and Overtime:

Working Hours – 8 Hours (10am to 6pm)

One hour before and after working hours (from 9am to 7pm) will not be counted in overtime.

Break and Lunch Periods:

Break Employee Type Duration Timings

Morning Tea Break All 15 minutes 11:00am to 11:15am

in 4 slots of 30 minutes each,
For call center employees 30 minutes
starting from 1:00pm
Lunch Break
For other employees 30 minutes 1:30pm to 2:00pm

Evening Refreshment
All 15 minutes 4:00pm to 4:15pm
Break
*Call center employees will take Tea breaks and Refreshment breaks in 4 slots of 15 minutes each

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Attendance Expectations and Policy:

The company expects at least 90% attendance of all the working days on monthly and yearly basis.
The company follows a no-fault attendance system
In a no fault attendance system, absences are recorded thus:

Each absence = 2 point
Each late in or early out = 1 point
Each employee starts fresh, with no points, each year.

Progressive disciplinary action accompanies a no-fault attendance system. If an employee earns:

6 points = verbal warning
8 points = written warning
9 points = 2nd written warning
10 points = termination (If an employee found unable to give any satisfactory justification)

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Workplace Professionalism and Company Representation
Work Dress Code:

Business Casuals is the dress code of the company. Company's objective in establishing a business
casual dress code, is to allow our employees to work comfortably in the workplace. Yet, we still
need our employees to project a professional image for our customers, potential employees, and
community visitors. Business casual dress is the standard for this dress code.

Smoke Free Workplace:

To protect and enhance our indoor air quality and to contribute to the health and well-being of all
employees, the company premise shall be entirely smoke free. Additionally the use of all tobacco
products, including chewing tobacco, is banned from the Company workplace, except as designated
in this policy.

Smoking is prohibited in all of the enclosed areas within the Company worksites, without exception.
This includes common work areas, the manufacturing facilities, classrooms, conference and
meeting rooms, private offices, hallways, the lunchrooms, stairs, restrooms, employer owned or
leased vehicles, and all other enclosed facilities.

The only designated smoking area in Company is outdoors, on the far west end of the building

Drugs and Alcohol:

Drug Free Workplace- These activities are strictly prohibited under company’s drug policy

 Taking or using alcohol or drugs,
 Selling drugs, or
 Affected by the after effects of indulging in alcohol or drugs outside of the workplace during
non-work time

Violence and weapons at workplace

The company expects all of its employees to maintain professionalism at the workplace. Any kind of
violence, misbehave with the female employees, seniors and subordinated, and use of abusive
language may lead to disciplinary action against the person found guilty.Carrying any kind of
weapon at workplace or in the company premises is strictly prohibited.

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Employee Time Off From Work
Leave Rules

Type Definition No. of leaves allowed

Paid Holidays Public Holydays/ Bank Holidays 19

For employees who have worked in the company for
Privilege Leave 3
more than 1 year

Casual Leave Casual Leave 10

Sick Leave Sick Leave 5

Paid Holidays for year 2013

Date Week Day Name/Occasion
Jan-13 Sunday MakarSakranti
Jan-26 Saturday Republic Day
Mar-10 Sunday MahaShivratri
Mar-27 Wednesday Holi
Mar-29 Friday Good Friday
Apr-24 Wednesday MahavirJayanthi
May-25 Saturday Buddha Purnima
Aug-09 Friday Id-Ul-Fitr
Aug-15 Thursday Independence Day
Aug-20 Tuesday RakshaBandhan
Aug-28 Wednesday Krishna Janmastami
Oct-02 Wednesday Mahatma Gandhi Jayanthi
Oct-13 Sunday VijayaDashami
Oct-16 Wednesday Bakri Id
Nov-03 Sunday Main Diwali
Nov-04 Monday Padwa Puja &Govardhan Puja
Nov-14 Thursday Muharram
Nov-17 Sunday Guru Nanak Jayanthi
Dec-25 Wednesday Christmas

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There are three types of Leave (apart from paid holydays), which are entitled to the employees and
they are as follows:
1. Privilege Leave
Que: What are entitlements for Privilege leave?
Ans. For all employees 3 working days

Que: Who all are eligible for privilege leave?
Ans. An employee is eligible for Privilege only after completing 1 year in the company

Que: What is the Maximum Accumulation for privilege leave?
Ans. Privilege leave is granted every calendar year and can be accumulated up to 2 calendar years.

Que: How the Privilege Leave Encashment is done?
Ans. Encashment of privilege leave is allowed only in case of resignation or death of the employee.
In case of resignations, pro-rated leave for the current year will also be accounted for encashment.
Employee who is not able to avail leave due to business requirements, he/she will be allowed
encashment of the privilege leave.
The privilege leave will be encashed at last drawn basic salary only (excluding incentives).
The employee is not entitled to en-cash the privilege leave during his/her service tenure.

2. Casual Leave
Que: What are Entitlements for Casual leave?
Ans. The employees are entitled to 10 days of casual leave in a year.
If the employee joins after 1st January during any year, he/she will be credited casual leave on pro-
rata basis. Like if the employee joins on 1st April of any year then the casual leave for 275 days will
be 7.5 days which will rounded off as 7 days of casual leave which will be credited to the employee
account.

Que: Who all are Eligible for Casual leave?
Ans. All the employees are eligible for casual leave

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Que: What is the Maximum Accumulation for casual leave?
Ans. Casual leave can’t be accumulated nor can they be encashed

Que. How to Avail Casual leave?
Ans. The employee cannot avail more than 3 casual leaves at a stretch
The casual leave cannot be combined with a sick leave or privilege leave.
The employee cannot avail casual leave during his/her notice period if he/she resigns.
If the employee is on probation the employee can avail his casual leave.

3. Sick leave
Que: What are the Entitlements for Sick leave?
Ans. The employees are entitled for 5 days of sick leave in a year.

Que: Who all are Eligible for the Sick leave?
Ans. All employees are eligible for sick leave.

Que: What is the Maximum accumulation for Sick leave?
Ans. The sick leave can be accumulated for 90 days.
The sick leave can be accumulated but it cannot be encashed.

Que: How to Avail Sick leave?
Ans.The employee can avail Sick leave for 2 days.
 Sick leave more than 2 days needs to be supported by doctor’s certificate.
 The employee can avail sick leave during the probation period, he/she has to submit
doctor’s certificate along with the application form.
 If an employee falls sick either during the period of leave or immediately after its expiry and
he is desirous of applying for extension of leave then in such cases, he will be sanctioned
leave to the extent it is in his credit and thereafter sick leave may be sanctioned if due to
him.
 And the sick leave can be combined with privileged leave.

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Expense Reimbursement Policy
Grade/Designation clarification

Grade Designation Clarification

L Executive ASM, Team Leader

M Officer Regional Manager, National Coordinator

Ordinary Employees (who do not Ordinary Employees (who do not
O
travel) travel)

Maximum Incentives & Allowences

Grade M L
Level Officer Executive

Local Conveyance Rs. 150/day Rs.150/day

Hotel Stay (Max.) 1200/day 1200/day

Food (Max.) 300/day 300/day

Daily Travel Allowance (Max.) 400/day 400/month

Travel Allowance in case of own 4 wheeler Rs.6/Km Rs.6/Km
vehicle 2 wheeler Rs.2/Km Rs.2/Km

Mobile Expenses (Max.) Rs.600/month Rs.600/month
*The Executives who possess their personal Vehicle are entitled to Rs. 6/KM for 4 wheeler and Rs. 2/Km. for 2
wheeler. In this case the person will not be eligible for extra Daily Travel Allowence

*This table shows just Maximum expences that can be reimburrsed. All the expences will be paid on actual basis.
A proof for expense will be necessory to submit wherever required

Classification of Towns visited

The employees travel to various locations. The towns and cities have been classified as Class A, B &
C towns. Classification is done on the basis of their cost of living. The towns that have been
identified as per the classification mentioned above.

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Branch Class A Class B Class C
Metros & Mini Metros Premium cities State and UT Capitals
Max.
Amount Rs. 2500 Rs. 2000 Rs. 2000 Rs. 1500
reimbursed
Rest all
Mumbai Agra Agartala
towns
Delhi and NCR Ahmadabad Aizawl
Kolkata Amritsar Bengaluru
Chennai Baroda Bhopal
Banglore Cochin Bhubaneswar
Hydrabad Coimbatore Chandigarh
Indore Chennai
Jammu Daman
Kanpur Dehradun
Kota Delhi
Leh/Laddakh Dispur
Mysore Gandhinagar
Nagpur Gangtok
Pune Hyderabad
Puri Imphal
Ranchi Itanagar
Siliguri Jaipur
Delhi Tripathi Kavaratti
Udaipur Kohima
Vishakhapatnam Kolkata
Lucknow
Mumbai
Nagpur
Panaji
Patna
Pondicherry
Port Blair
Raipur
Ranchi
Shillong
Shimla
Silvassa
Srinagar
Jammu
Thiruvananthapuram

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Field Force Travel entitlement

Max.
Particulars Type Entitlement
Amount
 Bus tickets above Rs 100 per travel needs to be
attached to the expense statement.
Actual or Rs.
Road  Shared Taxis allowed in consultation with HR or 1200/day
Branch Manager in the company whichever is
 Special taxi coverage is allowed only on need basis duly less
approved by HR manager
Travel
Allowance  During day journey- General/2nd tier AC chair Car/ 1st
Actual or Rs.
Train class ordinary 1200/day
 During overnight journey- General Sleeper/1st class whichever is
ordinary/AC sleeper – 2nd tier/ AC sleeper- 3rd tier less

 Economy class air travel allowed only in defined
Air Travel sectors as approved by HR manager.

Note- If an employee cancels the booked Air/Train ticket, he/she will be responsible for the
cancellation charges. Company will notpay any kind of ticket cancellation charges unless and until
the cancellation was due to change in programme by the company.

Expense reimbursment: Important Terms and conditions

 Hotel bookings will be done by Delhi office only.

 If the Manager is working at home/base location then:

 Only local conveyance is applicable, and can be claimed at actual.

 If the Manager is working at satellite town/cities ( A city which is bordering the home/base
location) then:

 Local conveyance is applicable, and can be claimed at actual.

 10% of the ‘entitlement allowance equivalent to other cities’ is applicable and can be
claimed.

 All bills are required to be submitted for the same.

 In case the lodging and/or boarding is provided by the company or by the client, the
expenses for same should not appear in the expenses sheet nor should be claimed.

 The Maximum capping on daily expenditures including food is Rs 300/= this includes food
and misc.

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 Managers travelling locally by self-car would be reimbursed with the fuel charges @ Rs. 6/-
per kilometer.

 Managers travelling locally by self-two wheeler would be reimbursed with the fuel charges
@ Rs. 2/- per kilo meter.

 Managers should perform the journey is such a manner as would entail minimum
expenditure to the company. In case of submission of false bills, the Managers shall be
liable for disciplinary action by the management.

 As a practice tour should be undertaken with the prior sanction of Tapas Rai/ RM, 10 days
in advance.

 Managers while on tour are required in their own interest to safeguard their belongings and
in no way the company shall be responsible for any loss/belongings to personal property of
the Manager while on tour.

 All Managers have to send their respective expense claim sheets along with tour report,
every Friday along with tour report for the previous seven days through courier only
(claims sent by mail with scanned copies are not acceptable). The claims should be
submitted as per the prescribed format ONLY and along with original copies of all the
supporting vouchers/bills.

 All claims received in order and with required ‘supporting’. will be settled maximum within
seven working days of receipt.

 Claims reaching late will not be entertained for the immediate reimbursement cycle and
instead will be disbursed in the next reimbursement cycle.

 IMP: Expense claims will be the basis of verifying the attendance record of the managers,
non-submission/delay of the claims may lead to non-disbursal/delayed disbursal of Salary
also.

 Imprest advance shall be remitted for proceeding on tour in the first week of joining.

 The above rules are subject to change without any prior notice.

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Use of Company Equipment, Electronics and other property
Telephone Use:

Company employees may receive or make personal telephone calls during break periods only. If a
telephone call is received during a non-break time, and the call is not an emergency, callers will be
asked to leave a message. Please inform your family and friends of this company policy and request
that they keep these telephone calls to a minimum during work hours.

In the instance of a legitimate emergency telephone call during work hours, we will immediately
attempt to locate that employee to receive the call.

Phones provided at work stations are to be used to conduct company business.

No personal outgoing call is allowed from company telephone for any purpose (except emergency)

Cell Phone uses Policy:

The cell phones provided by the company for business purpose must be used for business purpose
only. Any kind of personal use of company provided cell phone is not allowed under any
circumstances (except emergency).

At the same time, company considers personal cell phones as a distraction in the workplace. To
ensure the effectiveness of meetings, employees are asked to leave cell phones at their desk. Or, on
the unusual occasion of an emergency or anticipated emergency that requires immediate attention,
the cell phone may be carried to the meeting on vibrate mode.

Company Tools, Equipment and Supplies:

Company Tools, Equipment and Suppliesprovided by the company for business purpose must be
used for business purpose only. Any kind of personal use of these items is not allowed under any
circumstances.

Computer and Software use Policy:

Voice mail, email, and Internet usage assigned to an employee's computer or telephone extensions
are solely for the purpose of conducting Company business. Some job responsibilities at the
Company require access to the Internet and the use of software in addition to the Microsoft Office

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suite of products. Only people appropriately authorized, for Company purposes, may use the
Internet or access additional software.

Internet Usage:

Internet use, on Company time, is authorized to conduct Company business only. Internet use
brings the possibility of breaches to the security of confidential Company information. Internet use
also creates the possibility of contamination to our system via viruses or spyware. Spyware allows
unauthorized people, outside the Company, potential access to Company passwords and other
confidential information.

For this reason, and to assure the use of work time appropriately for work, we ask staff members to
limit Internet use and use it for business reasons only.

Additionally, under no circumstances may Company computers or other electronic equipment be
used to obtain, view, or reach any pornographic, or otherwise immoral, unethical, or non-business-
related Internet sites. Doing so can lead to disciplinary action.

Blogging and Social Media Policy:

Uses of Social Media and Blogging are not allowed during work timings though employees can use
social media during the break hours, or after work timings. These means can also be used if this is
the need of the company business.

Video Surveillance and Physical Searches:

CCTV and other surveillance equipment are installed in the company premises for security reasons
and to assess any kind of inappropriate activities. Any recounter with CCTV and other surveillance
equipmentsmay lead to disciplinary action against the person found guilty.

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General Terms and Conditions related to Joining and Termination
1. Your attention is specifically drawn to the points listed herein below, regarding your emoluments, etc.:
a. Salary reviews and re-fitments will always be subject to the schedules as may be implemented by the Company
from time to time.
b. Encashment of leave, notice pay, etc., computations will be on the basis of basic pay.
c. Please note that the salary structure of the Company may be altered / modified at any time without prior notice
and your package of remuneration and other terms may accordingly be altered / modified from time to time.
Further, salary, allowances and all other payments/benefits will be governed by the Company's rules as well as
statutory provisions in force from time to time and subject to deduction of appropriate taxes at source.
d. Your remuneration package is strictly confidential between you and the Company and should not be discussed
with any one nor divulged to anyone in any manner whatsoever.
2.
a. Employment with the Company will stand terminated at the end of the financial year in which you attain the age of
superannuation (60 years). Termination of employment may also be initiated earlier by either party by serving prior
written notice on the other, as per the notice period stipulated in this offer. The Company is also entitled to either
waive the notice period in part or in full at its sole discretion or require payment of equivalent base salary in lieu of
the unserved notice period. The Company further reserves the right to terminate with sooner effect by tendering
equivalent base salary in lieu of the notice period.

b. In the event of termination of services by either party, the applicable notice period will be one month, failing which,
you may be required to compensate the company, the amount of compensation being commensurate to the criticality
of the situation, decided by the company.

c. In the event of your serving on the company a notice of termination of employment by submitting a resignation
letter, your release will be governed by the General Terms and Conditions of Employment in force at that point in
time, subject to the satisfactory handing over of your duties, responsibilities, Company documents, Company assets,
etc. to the relevant parties.

3. The company reserves the right to carry out reference verifications or background checks prior to your joining the
company or during the course of your employment with us. Such background checks and reference verifications,
amongst others, would include past employment and salary (this will include your immediate employer prior to
joining us), criminal records, countries resided in or worked in etc. The company reserves the right to carry out
banned/illegal drugs/narcotics substance screening tests on you at any point of time during your tenure. You
understand and acknowledge that this is a requirement and you have no objections whatsoever if such checks,
banned/illegal drugs/narcotics substance screening tests and verifications are carried out by the company or a third
party agency engaged by the company. Arising out of such verification or check or otherwise, if it is detected that
the information furnished by you in your application is misstated or is unstated or documents submitted by you are

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not correct or banned/illegal drugs/narcotics substance screening test results are positive, the company shall, at its
sole discretion be entitled to forthwith terminate and/ or revoke your appointment with the company, without further
reference in the matter. In addition to the Company’s right to carry out the above verifications, you shall fill in and
sign the Criminal Disclosure Declaration, in the attached form. In the event you have been accused, charged and/ or
convicted for any criminal offence, at any time whether prior or subsequent to your joining the company, you shall
make full disclosure of the same and furnish all necessary documents in support thereof. In the event you have been
accused, charged and/ or convicted for any criminal offence your joining shall be subject to specific written
confirmation from the Company. The company at it sole discretion reserves the right to terminate your employment
or take appropriate disciplinary action against you or revoke this offer letter. In the event of suppression of any facts,
the Company shall be entitled to take such other action at any time as it may deem fit

4. (a) During your employment with the Company, you will, at all times, observe secrecy in respect of any technical, trade
or business data, customers' names/business details or any other information that might come to your knowledge or
possession, which according to the Company are necessarily confidential and form valuable property of the
Company. You shall not disclose nor cause the disclosure of any such data in any manner whatsoever. You will also
be responsible for protection and furtherance of the Company's best interests at all times, including after you cease
to be on the Company's rolls. In addition, in the event of your leaving the Company's services, you are expected not
to take up employment or enter into any type of business/commercial association with any of the Company's clients
or their associates, for a period of two years from the date of cessation of employment. You have to safeguard
HitDealsand its customers Intellectual Property Rights and confidential information even after termination of your
employment or business relationship with HitDeals

(b) All software, systems, ideas, concept, designs, documentation or any other material produced by the employee
during the period of his / her assignment will either be Intellectual Property of HitDeals or that of its Customers. The
employee will not have any rights to such material described as above.

(c) During your employment with the company you will comply with the provisions of the Information Security Policies and
Procedures of HitDealsat all times and which shall extend beyond the normal working hours, whether inside or
outside the office premises. You will also classify & manage all data under your control & ownership as per
company’s policies. Non-conformation with the Information security policies & procedures, copying software &
other proprietary material in use & non-compliance with various legal & contractual requirements pertaining to
protection of personal data will be viewed very seriously and will attract strict disciplinary action as per the
disciplinary procedures of HitDeals.

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5. Your services will be liable for transfer to any of our project locations, divisions, departments, etc. or for deputation
to any organization. In the event of such a transfer/deputation, details of the terms and conditions including
modifications if any in your emoluments, etc. will be communicated to you at an appropriate time. In addition to the
specific stipulations as may be applicable to you from time to time depending on your assignment/location, you will
continue to be governed by the terms and conditions of your employment in India at all times, unless specified
otherwise in writing. In addition, in the event of you being posted overseas, you will be required to sign appropriate
documents such as Service Agreements and fulfill the requirements specified there.

6. You are required by the Company rules not to undertake any employment or enter into any other type of association,
even on part-time basis whether for any consideration or not. Contravention of this will lead to termination of your
services from the Company without any notice, with no liability on the part of the Company for payment of any
compensation in lieu of such notice. Further, this contravention will be deemed as voluntary termination/ resignation
by you of your services without the required notice having been given.

7. The working hours applicable to you will be the same as are observed depending upon your place of work and as
amended from time to time. Further, you should be prepared to work on any shift, as may be warranted by the
Company's/Client's work requirements.

8. Employees may be required to work in shifts or on holidays and weekends depending on the nature of the project.
Such employees shall be eligible for allowance as detailed in the Policy on Shift Allowance in India. This allowance
be paid through monthly payroll and shall be subject to deduction of Income Tax at source.

9. You are entitled to 15 working days’ total leave inclusive of casual and sick leave in each leave year, in addition to
the public holidays published by the Company, to be taken at such times as agreed with the Company. The leave
year runs from 1st April to 31st March and leave can be carried forward from one leave year. Leave will accrue
monthly at the rate of 1.25 days for each complete month worked.

10. You will be governed by the Company’s rules and regulations (and practices) as enforced from time to time on matters
whether specified herein or not, including on matters such as designation, emoluments and the structure thereof,
working hours etc. Company’s decisions on all such matters shall be final and binding on you.

11. You will be required to submit certain set of documents, at the time of reporting for duties and hence you are
advised to come prepared accordingly, without fail. Please note that the Company reserves the right not to accept
you into the rolls or after such acceptance, to discharge you from the rolls, in case you do not fulfill the requirements

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as specified in the checklist, particularly submission of documents in proof of your qualification, experience and
previous salary.

Address:

HitDeals.com,
New Delhi – 110008

info@hitdeals.com
Ph: 011-22222222

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